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<br /> <br />Backaround <br /> <br />The City of Arden Hills intends to retain outside consulting expertise to plan, conduct, document and <br />present a comprehensive review and update of the City's current position classification and <br />compensation system. <br /> <br />The existing system's internal equity is based on the Hay-based Minnesota State Job Match <br />methodology and covers approximately 15 positions held by 23.75 full-time employees. <br /> <br />The City has been in compliance with the Minnesota Local Government Pay Equity Act (LGPEA), but the <br />Council recognizes the appropriateness of initiating this study. <br /> <br />We understand that Assistant City Administrator Mr. Shawn Johnson will be the consultant's primary <br />contact from the City. <br /> <br />Obiectives / Outcomes <br /> <br />The City expects a comprehensive review and update of the existing job classification and compensation <br />system, within the context of the City's needs and philosophy, that includes: <br /> <br />1. General introduction of the study and project orientation to the Council and employees of the City. <br /> <br />2. Employee meetings to answer questions on the study and initiate the collection of updated job <br />content information through use of a job description questionnaire. <br /> <br />3. Review of existing position descriptions as the basis for recommending any format or content <br />changes to help ensure ongoing compliance with the Americans with Disabilities Act (ADA) and any <br />other applicable requirements. The consultant is also expected to comment on the nonexempt / <br />exempt FLSA (Fair Labor Standards Act) status of each position included in the study. <br /> <br />4. Position analysis and job evaluation of each position included in the study. <br /> <br />5. A market pay survey of other cities determined to be an appropriate comparison group. <br /> <br />6. An updated non-union base pay schedule. <br /> <br />7. Pay Equity testing to help ensure ongoing compliance with the Minnesota Local Government Pay <br />Equity Act (LGPEA). <br /> <br />8. Exploring the feasibility of a performance-based pay plan or at least some performance-based <br />component in the compensation system. <br /> <br />9. Recommending a process for determining the validity of requests for reclassification and/or <br />compensation changes. <br /> <br />RILEY, DETTMANN & KELSEY LLC <br /> <br /> <br />1 <br />