03-26-07 Item 7C, Job Classification and Comp Study Award

Home Browse Search

Step Four. Position Analvsis and Job Evaluation ~ The consultant will complete a position analysis and job evaluation for each position included in the study. o NOTE: The consultant is familiar with and can certainly apply the City's current job evaluation methodology (State Job Match) if directed to use that methodology. However, it is much more preferable, and will be so recommended, to use the consulting firm's job evaluation methodology that has been tested before and after passage of the Minnesota Local Government Pay Equity Act (LGPEA). A summary of the Riley, Dettmann & Kelsey job evaluation factors is in Section 7 of this proposal. Step Five - Plannina. Conductina. Verifvina. Documentina and Presentina a Market Survey ~ The consultant will conduct a market pay survey of other cities deemed comparable to Arden Hills as identified early in the study. · The comparison group of cities is comprised of contiguous jurisdictions; jurisdictions of comparable size, scope of services, and population; or both criteria, depending on the location and compensation philosophy of the client jurisdiction. Step Six - Exp/orina the Feasibilitv of Alternative Base Pay Deliverv Methods ~ The consultant will discuss and evaluate the pros and cons of step progression and merit-based pay delivery methods with the management team before revising and recommending an updated base pay structure. Step Seven - Revisina the Non-Union Base Pay Structure ~ The consultant will develop an updated non-union base pay structure based on results of the market survey and the outcome of Step Six discussions. The separate negotiated pay rates in the IUOE Local 49 contract will remain as stated in the contract through the contract expiration date of December 31, 2007. Step Eiaht - Testina for Pay Eauitv Compliance ~ The consultant will do pay equity testing based on the combination of results from the internal job evaluation process and updated base pay structure. Step Nine - Determinina the Validitv of Reauests for Reclassification and/or Compensation Chanaes ~ The consultant will develop and recommend an appropriate policy, procedure, and protocol so that the City is able to effectively determine the validity of requests for reclassification and/or compensation changes. Step Ten - Trainina on All Components of the Updated Job Classification and Compensation System ~ The consultant will provide training to individuals designated by the City on job description preparation; the job evaluation methodology; classification placement decisions; updating the market data; and ongoing administration of the system. RILEY, DETTMANN & KELSEY LLC 4