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The information gathered from the PAQs will provide the information to be used during the job evaluation process and, along with the CityÓs updated job descriptions, to assist in gathering wage data from comparable organizations. Information provided and included in the job descriptions and job evaluation is based requirements of the position, not on individual employee qualifi During the informational meeting, we will also explain the supervisorsÓ role in completing and signing off on the PAQs. The questionnaire is designed to allow supervisors to provide information and comment on employee responses without altering employee responses. This allows the consultant to review complete, unedited responses from employees and supervisors. Supervisors will also be asked to review job descriptions and provide input for change and on employee submitted revisions. In instances where the employee and supervisor view the position requirements differently, Springsted will conduct job audits to obtain more information. Audits will be scheduled to minimize disruption to City operations. If necessary, meetings can be scheduled at the beginning or end of a shift to facilitate employee attendance. A sample PAQ is provided for the CityÓs review, in Appendix I. 3.Preliminary Classification and Position Descriptions Review Upon receipt of the completed PAQs and proposed job description Springsted will review the information provided by employees and theirsupervisors. Based on the information provided, Springsted will make recommendations for any changes in existing job descriptions, creation of new job descriptions and any revisions in the physical requirements and working conditions which may be necessary to assure compliance with the Americans with Disabilities Act. At this time, we will also review each positionÓs designation under the Federal Fair Labor Standards Act. Revised and proposed job descriptions will be submitted to the City for review and comment. Springsted will make modifications to the descriptions as deemed appropriate. Any disputed content in job descriptions will be presented to the CityÓs project manager for 4.Job Evaluation and Development of Pay Plan In order to determine appropriate salary levels of positions in the workforce and to address the issue of comparable compensation, Springsted will conduct a comprehensive salary and benefits survey to compare City positions with analogous positions in other comparable agencies in the area labor market. By gathering and analyzing information on wages, wage equivalents and benefits, a comparison of total compensation can be reviewed in comparison to the CityÓs established market area. External market comparisons for positions will be based on similar organizational structure, population, geographic location, . job responsibilities, scope of authority, financial, socio-economic, growth and other relevant factorsThe study team will consult with City management and designated staff in identifying the appropriate sources of survey data. Springsted will develop the salary survey in conjunction with the City. It is recommended that potential survey data pertain to organizations comparable to City of Arden Hills, relate to those organizations with which the City is competing for employees and represents the appropriate labor market. There are different labor markets for positions. Some positions are recruited from the local area, while others are recruited regionally and/or nationally. The consulting team will work closely with the staff and the CityÓs Personnel Committee in determining the appropriate labor market for positions. 5 City of Arden Hills, Minnesota. Proposal to Conduct a Position Classification and Compensation System Study