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<br />, <br /> <br />3. <br /> <br />LRA will use this information to develop preliminary job descriptions for each position. <br /> <br />~ <br /> <br />4. <br /> <br />Preliminary job descriptions will be reviewed by the employee, the employee's <br />department head and the City Administrator and any revisions will be made. <br /> <br />- <br /> <br />5. LRA will revise and finalize job descriptions. <br /> <br />6. Finalized job descriptions will be reviewed to determine exempVnon-exempt status under <br />FLSA standards. <br /> <br />D. WORK PLAN - REVISE THE JOB EVALUATION SYSTEM <br /> <br />1. Revise the current job evaluation system as required by Minnesota Statutes 471.994 <br />utilizing a Job Evaluation System which measures the following factors, as required by <br />law: <br /> <br />a. Skill; <br />b. Effort: <br />c. Responsibility; and, <br />d. Working Conditions. <br /> <br />2. The process used in updating the current system will include use of the finalized job <br />descriptions, questionnaires and input from City management staff. <br /> <br />3. <br /> <br />Upon establishment of preliminary points for all City job classifications, the point <br />hierarchy will be released to City employees and employees will be given ten (10) days <br />in which to request reconsideration of their points. <br /> <br />. <br /> <br />4. Upon completion of the request for reconsideration process, final points will be <br />established and submitted to the City Council for adoption. <br /> <br />E. WORK PLAN - DEVELOPMENT OF A COMPENSATION SYSTEM <br /> <br />1. Identify appropriate external market comparisons for selected benchmark jobs based on <br />similar organizational structure, job responsibilities, scope of authority, financial, socio- <br />economic, and other relevant factors. <br /> <br />2. Review salary relationships (wage and wage equivalents) between City employees. <br />Identify patterns of comparison which have contributed to existing compensation <br />differentials. <br /> <br />3. Analyze and compare internal and external compensation levels and structures. <br />Determine variance between internal and external comparisons. <br /> <br />4. <br /> <br />Develop preliminary recommendations for a City salary structure based on internal and <br />external comparisons. Conduct statistical and other analyses to determine whether <br />preliminary recommendations comply with the "equitable" and "reasonable" <br />compensation relationship standards required by the State Local government Pay Equity <br />Act, other State and Federal legislation, and with generally accepted principles of <br />compensation equity. <br /> <br />e <br /> <br />2 <br />