Resolution 9845 - Laserfiche WebLink

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Exhibit A effective January 1 of each year or at any other point in the year as determined by the City Council. The percentage increase approved by the City Council represents the second phase in the overall compensation policy. Adjustment Criteria The ACA shall be granted only when earned based on demonstrated on-the-job performance, supported by the recommendation of the employee's immediate supervisor and preceded by a year-end performance evaluation rated satisfactory or above. All recommendations will be reviewed by the City Administrator who will recommend approval or denial of the ACA to the City Council for final approval. If a performance evaluation is rated less than satisfactory or it is determined that the employee has areas of job performance in need of improvement, the employee may receive less than the full ACA percentage increase. F. PAY EQUITY COMPLIANCE The State of Minnesota's Pay Equity Act requires that "every political subdivision of this state shall establish equitable compensation relationships between female-dominated, male-dominated, and balanced classes of employees in order to eliminate sex-based wage disparities in public employment in this state." (Minn. Stat, § 471.992, subd. 1) The term '`equitable compensation relationship" means"that the compensation for female- dominated classes is not consistently below the compensation for male-dominated classes of comparable work value as determined under section 471.994, within the political subdivision." (Minn. Stat. §. 471.991, subd. 5). The City resolves to follow the statutory requirements of the Pay Equity Act as established presently and as may be amended in the future. The pay equity analysis and any resulting compensation adjustment necessary to achieve compliance represents the final step in the overall compensation process.