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<br /> <br />Rebecca J. ÐBeccaÑ Edberg <br />Project Manager <br /> <br />Ms. Becca Edberg joined SpringstedÓs Management Consulting Group in the fall of <br />2008. She has a human resources generalist knowledge base, spec <br />classification and compensation studies, performance evaluations, executive search and <br />benefits review. Ms. Edberg has a degree in Human Resources Management from <br />Winona State University in Minnesota and is a certified human re <br /> <br /> <br /> <br /> <br />3. Information Stating your OrganizationÔs Approach to the Development of a Compensation <br />System and Organizational Review for City of Arden Hills <br /> <br />Springsted is pleased to submit this proposal to conduct a comprehensive review and update and/or the <br />design/development and implementation of a classification and compensation system for the City of Arden Hills. <br />The City currently uses a system which was reviewed and updated in 2007. Since that time there have been <br />changes in classification and adjustments to the compensation schedule. <br /> <br />Springsted will conduct a study of the CityÓs 18 positions (covering 26 employees, both non-represented <br />employees and employees covered by the CityÓs Local 49 bargainin <br />in developing a classification and compensation system which meets the goals established by the City and <br />that can be maintained by the City. <br /> <br />The system Springsted will develop will: <br />Comply with Minnesota Statutes 471.991-471.999; <br /> <br />Establish fair and equitable compensation relationships between positions within the City; <br /> <br />Reflect relevant market conditions outside the organization; <br /> <br />Apply to all City positions professionally, consistently and objectively; <br /> <br />Include employee input and participation as an integral part of <br /> <br />Provide a strategic plan for implementation and ongoing maintenance in accordance with best practices; and <br /> <br />Meet the requirements of the State of Minnesota Local Government <br /> <br /> <br />Our experience and project approach in the development of a compensation system and organizational review <br />takes into consideration two key variables: process credibility and outcome credibility. Process credibility is <br />the realization to all involved, in particular the staff that the methodology used is credible, reasonable and fair <br />to all concerned. In addition, the information and communication must be transparent, honest and timely. <br />Outcome credibility is the realization that the information and data used to develop the findings and <br />conclusions is comprehensive, complete and applied consistently and appropriately without bias or preference <br />to any particular person, persons or individual agenda. If these two objectives are realized, <br />recommendations, outcomes and future implementation are on a strong foundation. This distinction is unique <br />in our business and is a contributing factor to the benefits and strengths of the Springsted team. <br /> <br /> 3 <br /> City of Arden Hills, Minnesota. Proposal to Conduct a Position Classification and Compensation System Study <br />