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ado Arthur Young. Cdr. David' Childs June 30, 1987 Page 3 classes having internal pay- levels which- differ significantly from the labor market . The report we will submit as- shown in Appendix B also compares the internal pay line- (using low and high corridor amounts) to actual and trend market data. This will allow you to see which job classes differ considerably from the market. STEP 5: Develop New Pay Plan Recommendations will be provided regarding changes to current pay levels to ensure consistency with job evaluation results. This will involve establishing salary grades and ranges and allocating classes to the new grades/ranges. The placement of job classes to the new salary ranges must also reflect any significant deviations of market rates from the internal rates calculated previously. The specific details of the salary ranges (e. g. , range spreads) will be the product of • discussions between the City and Arthur Young. In this way, the end result will reflect your specific needs and characteristics. . Our firm will provide a finalized salary plan to the City, based- on our discussions and recommendations. We will also complete the pay equity and the reporting requirements for submission by you to the State of Minnesota. RESULTS TO BE ACHIEVED As a result .of our work plan, you will have a new salary administration program which reflects the integration of the recent .job evaluation study with your existing pay patterns. It will also reflect your best judgment and ours about the emphasis which should be placed on internal equity versus market rates, - where they differ. And it will enable you to move toward the legislation goal of pay equity for all employees. PROJECT STAFFING AND FIRM EXPERIENCE I will be project. manager and will draw on the expertise of staff consultants Robert Bjorklund and Bike Kel-ler, -as needed. EncloSedL are copies of our resumes for your . review.