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P <br /> . ain thou <br /> HE e <br /> DATE : APPROVAL : <br /> September 23 , 1988 <br /> TO : Mayor and Councilmembers ' <br /> FROM : Sue VanderHeyden, Assistant to the City Manager <br /> 2TEM : COMPARABLE WORTH <br /> As you are aware, City Manager Childs and myself -have been working <br /> hard to complete a Comparable Worth Plan for submission by the <br /> October 1 , 1988 deadline. Failure to meet the statutory deadline <br /> will result in a 3% penalty on the City's 1989 Levy Limit. The <br /> attached plan is St. Anthony's segment of a joint pay equity study <br /> completed by over 130 municipal jurisdictions. <br /> Enclosed for your review is one corridor line which was run for <br /> City employees and another for the liquor employee group. As past <br /> practice has been, liquor was analyzed as a separate entity. In <br /> addition to each of these pages, a salary analysis with the amount <br /> of inequity and costs of implementation broken down for each <br /> position has been included. <br /> It is required that the City take action to adjust those inequi- <br /> tably paid employees to the 90% line based on a schedule acceptable <br /> to the Department of Employee Relations. During this implementa- <br /> tion, Time Spent Profiles (TSP's) will be administered to those new <br /> employees who have not yet completed one and to those employees <br /> requesting reevaluation. Necessary additional adjustments will be <br /> made when this process has been completed. <br /> Finally, there is a great deal of Comparable Worth legislation that <br /> is going to be introduced in the next session. Some of these <br /> proposals include a definition of pay equity implementation and <br /> the idea of all jurisdictions using the "all male" line when <br /> determining inequities. <br /> Because of the potential for change in the law and possible changes <br /> due to the TSP's yet to be completed, the adoption of this Com- <br /> parable Worth Plan is not a final act, but an initial step in an <br /> ongoing pay analysis process. Staff recommends that the action <br /> plan involve a 50% level of implementation immediately, with the <br /> remaining adjustments being made in six months. <br /> :c 'k9. 27.88 <br />