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<br /> <br />While salary survey data will assist the City in establishing its position in the competitive market, job <br />evaluation is the mechanism that ensures that internal relationships are equitable and in compliance <br />the Minnesota Local Government Pay Equity Act. <br /> <br />Springsted has developed and copyrighted a job evaluation system known as Systematic Analysis and <br />®® <br />Factor Evaluation (SAFE) System. The SAFE system is a unique job evaluation method designed to <br />measure job factors which apply specifically to local government. This system has been successfully <br />used for many years, both in Minnesota and throughout the country and has been reviewed by the <br />United States District Court, in conjunction with an Equal Employment Opportunity (EEO) suit, and <br />found acceptable to the Court. The system has also been accepted by the State of Minnesota under the <br />requirements of the Local Government Pay Equity Act. <br /> <br />The system rates and ranks jobs based on various skill levels and work factors. The result is an <br />equitable and consistent method of evaluating jobs and relating positions to the compensation plan. <br />system facilitates proper and equitable comparisons between and among positions, and minimizes the <br />appearance of favoritism in evaluating, rating and ranking jobs. <br /> <br />Each position will be evaluated and assigned to an appropriate salary grade based on the classification <br />system and prevailing rates paid by survey participants. <br /> <br />The elements considered in determining the relative value of classifications are: <br /> <br />Training and Ability Experience Required <br /> <br />Level of Work Human Relations Skills <br /> <br />Physical Demands Working Conditions/Hazards <br /> <br />Independence of Actions Impact on End Results <br /> <br />Supervision Exercised <br /> <br /> <br />This system can be maintained by City of Arden Hills. Springsted provides training to individuals <br />® <br />assigned by the City to this task on utilizing the SAFE System to evaluate newly created positions <br />and re-evaluate revised positions, ensuring that the City has the capability to maintain the system <br />internally if it so chooses. <br /> <br />Based on the wage and benefits data analysis and the job evaluation system, Springsted will recommend <br />revisions/updates to the compensation plan or development of a n <br />The plan will be developed in accordance with information obtained from the City regarding its pay <br />philosophy as well as goals and objectives established for its compensation program, including the <br />option for a performance based component. Recommendations for the CityÓs compensation plan will <br />have the ability to coordinate with the CityÓs labor agreement with Local 49. In the development of the <br />proposed compensation plan, Springsted will attempt to equal the market rate for all positions and <br />identify any deviations from the market rate in writing in the Final Report prepared for the City. <br />Springsted will review options with the City to address compensation plan structure, the spread for pay <br />ranges, the relationship between ranges and adjustments needed to ensure that the City remains <br />competitive with the labor market. <br /> <br /> 6 <br /> City of Arden Hills, Minnesota. Proposal to Conduct a Position Classification and Compensation System Study <br />