HomeMy WebLinkAbout03-26-07 Item 7C, Job Classification and Comp Study Award
~
~HILLS
Request for Council Action
Prepared By:
Dept.:
Council Mtg. Date:
Final Action Needed By:
Schawn Johnson
--------------------------
Administration
March 26,2007-
....March26;i.ooi
Agenda Item:
7.C.
---------- ~,!,~,9,o6
. .................. '$10;735
.. ........ ... '.1014150043010
Budgeted Amount: ___
Actual Amount:
Funding Source:
.
Motion to Award the Job
Reimbursement Included).
t.o
(Mileage
Motion by the City Council to
$10,735.00 (Mileage Reimbursement Included)
and
Study to Riley, Dettmann &
in the Amount of
x
Dated March 26, 2007 from Assistant City Administrator Schawn Johnson
No.:
No.:
Recommendation:
Recommendation:
Copy of the Proposal Submitted by Riley, Dettmann, and Kelsey, LLC
a pay
MEMORANDUM
DATE:
March 26, 2006
Agenda Item 7.C.
FROM:
Honorable Mayor and City Council Members
Michelle A. Wolfe, City Administrator
Schawn Johnson, Assistant City Administrator~
TO:
SUBJECT:
Motion to Award the Job Classification and Compensation Study to Riley,
Dettmann & Kelsey, LLC in the Amount of $10,735.00 (Mileage Reimbursement
Included).
ENCLOSURES:
Job Classification and Compensation Study Proposal Submitted by Riley,
Dettmann, & Kelsey LLC
Overview
The City of Arden Hills last completed a job classification and compensation study in 2002. In
January of2008, the City of Arden Hills is required by state law to submit a pay equity report to
the Minnesota Department of Employee Relations. To assist City staff with completing the State
of Minnesota mandated pay equity requirement and evaluate the City of Arden Hills existing
compensation system, City staff is proposing the hiring of an outside consultant to assist with
completing this project.
In 2007, the City budgeted $15,000 for this project. The intent of the job classification and
compensation study is to ensure that the City is in compliance with the State of Minnesota's pay
equity standards and to evaluate the City's existing compensation structure to ensure that we are
comparable and competitive with other cities that have similar demographics.
Overview of the Proposals-
In February, City staff advertised the position and classification study on the League of
Minnesota Cities website and mailed out six proposal packets to companies throughout the State
of Minnesota that specialize in this line of work.
On March 5th, City staff received six proposals for the classification and compensation study.
The following is a list of those companies:
1. Fox Lawson and Associates;
2. Laumeyer and Associates;
3. Springsted;
4. Benjamin Consulting;
5. Riley, Dettmarm, & Kelsey;
6. Employers Associates.
After reviewing the proposals, City staff removed Fox Lawson & Associates, Benjamin
Consulting, and Employers Associates from consideration of this project due to their proposals
exceeding the City's budget of $15,000 or not meeting the City's expectations for this project.
On March 19th, City Administrator Michelle Wolfe, Finance Director Sue Iverson, and Assistant
City Administrator Schawn Johnson conducted interviews with representatives from Laumeyer
& Associates, Springsted, and Riley, Dettmarm, and Kelsey.
The following is City staff s overview of the proposal and presentation submitted by the three
respective companies.
Riley, Dettmann. & Kelsey LLC:
Statement of Proposal:
1. Consultant will schedule initial meetings with the City Council, department heads, and
City staff members.
2. Consultant will collect and study all available job descriptions, contracts, pay schedules,
operating policies, and other data as deemed appropriate.
3. Consultant will host several employee meetings to answer any questions and/or concerns
regarding the study. Each employee will be asked to complete a Job Description
Questiormaire (JDQ). Consultant will review the completed JDQ's and contact members
of the management team regarding any job content questions. The consultant will also
review the format and content of existing job descriptions and make recommendations for
changes in format and/or content that will enhance the job descriptions.
4. Consultant will complete a position analysis and job evaluation for each position included
in the study.
5. The consultant will conduct a market pay survey of other cities deemed comparable to
Arden Hills.
6. Consultant will discuss and evaluate the pro's and con's of step progression and merit-
based pay delivery methods with the management team. Consultant will also develop
and update the non-union base pay structure based on the results of the market study.
7. 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.
8. Consultant will provide the necessary training to department heads regarding the
classification and compensation study.
9. Consultant will prepare and present a final report to the City Council. Once the plan is
approved by the City Council, the consultant will present the updated pay plan at
employee meetings.
2
Quoted Price:
The quoted price is $10,535 (plus $.485/mileage reimbursement). The quoted price includes
meeting time, collection of information, market surveys, pay equity testing, and formal
presentations to City staff and City Council.
Government Al!encies that have used Rilev. Dettmann. & Kelsev LLC:
I. City of Shoreview
2. City of Blaine
3. City of New Brighton
4. City of Fridley
5. City of Inver Grove Heights
6. City of Oakdale
Pro's of the Proposal Submitted bv Rilev. Dettmann. & Kelsev LLC:
. Riley, Dettmann, & Kelsey LLC have a very knowledgeable staff and years of experience
working with local government entities on pay equity and compensation studies.
. Riley, Dettmann, & Kelsey LLC expressed the importance of open communication with
the City Council, department heads, and City staff members throughout this process. It is
very important that City Council and City staff are comfortable working with the
consultant and are agreeable to the methodology being used.
. The proposal submitted by Riley, Dettmann, & Kelsey LLC was very detailed and would
meet the expectations and needs of the City through the completion of the position
classification and compensation study.
. Riley, Dettmann, & Kelsey LLC have worked with a number of our neighboring
communities on compensation and pay equity studies in the past. The City has received a
number of favorable comments regarding the work product produced by this company.
Con's of the Proposal Submitted bv Rilev, Dettmann. & Kelsev LLC:
. The proposal submitted by Riley, Dettmann, & Kelsey is the second most expensive
proposal that the City received for the classification and compensation study.
Sprinl!sted:
Statement of Proposal:
1. Meet with members of the City Council, department heads, and staff members as deemed
appropriate;
2. Springsted will conduct employee informational meetings to introduce the study, explain
study proceeds, and answer any questions that staff may have regarding the process.
Springsted will provide an opportunity for each employee to describe their job duties,
responsibilities and essential functions in detail, and provide input on the specific
physical requirements and working conditions of their position. Each employee will be
asked to complete a Position Analysis Questionnaire.
3. Once the Position Analysis Questionnaire is completed by City staff, Springsted will
review and conduct a task analysis of each position. Existing job descriptions will be
reviewed at this time. Springsted will develop a preliminary assignment of employees to
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appropriate job classes based on a review of duties and responsibilities, skills, abilities,
and minimum education and experience requirements.
4. Springsted will conduct an extensive salary survey comparing City positions with
analogous positions in other comparable public agencies in the area labor market.
External market comparison for positions will be based on similar organizational
structure, population, geographic location, job responsibilities, scope of authority,
financial, socio-economic, growth, and other relevant factors.
5. Springsted will develop a communication strategy to inform employees of job
evaluations and pay grade assignments.
6. Springsted will propose a plan to implement the study recommendations that coincide
with the financial and budgetary requirements of the City of Arden Hills and the needs of
employees. The consultant will ensure that the new plan is in compliances with the
requirements of the Local Government Pay Equity Act.
7. At the conclusion of the study, Springsted will train City staff members in the
methodology used to develop, maintain and update all aspects of the compensation and
classification, and how to determine the validity of requests for reclassification.
8. Final Report-The final report will include the following:
. Study methodology;
. Discussion of consultant's findings, conclusions, and recommendations;
. List of classes and assignments for each class and salary grade;
. Salary survey results;
. Job evaluation factors analysis for each position
. City's status under the State of Minnesota Local Government Pay Equity Act.
Springsted staff will meet with designated City officials to present and explain the
findings of the report.
Quoted Price:
The quoted price is $10,750 (including travel and administrative expenses). The quoted price
includes two employee orientation meetings, tWo meetings with the City Council, and tWo
implementation options for the City to consider.
Government Al!encies that have used Sprinl!sted:
1. City of Lino Lakes
2. City of Sauk Centre
3. City of Moorhead
4. City of Waite Park
5. CityofSpringGrove
Pro's of the Proposal Submitted bv Sprinl!sted:
. Springsted has a solid working relationship with the City of Arden Hills.
. Springsted has a very knowledgeable staff and years of experience working with local
government entities on pay equity and compensation studies.
. The proposal submitted by Springsted is very detailed and would meet the expectations
and needs of the City through the completion of the position classification and
compensation study.
4
. Springsted will conduct a new salary survey to compare City positions with analogous
positions in other comparable public agencies in the labor market.
Con's of the Proposal Submitted bv Sprinl!sted:
. The proposal submitted by Springsted is the most expensive proposal that the City
received for the classification and compensation study.
Laumever & Associates
Statement of Proposal:
I. Review of the City's current classification method;
2. Conduct an external market analysis to compare the City's current salaries with similarly-
sized cities within the State of Minnesota and create a formal compensation structure that
is market based and maintains internal equality;
3. Review current pay relationship among jobs to identify inequities;
4. Provide technical support in the development of the State of Minnesota Pay Equity
Report;
5. Provide training to department heads and staff members regarding the implementation
and administration ofthe employee classification and compensation study;
6. Provide post project support on the classification and compensation study.
Quoted Price:
The quoted price is $9,100 (including travel and administrative expenses). The use of
customized market data would be an additional $1,500.00. An additional charge of $60.00
would be charged to the City for making extensive revisions or incorporating a new job
description for a position.
Government Al!encies that have used Laumever & Associates:
1. City of Mounds View
2. City of Blue Earth
3. City of Hector
4. City of Hutchinson
5. City ofMenagha
Pro's of the Proposal Submitted bv Laumever & Associates:
. The most inexpensive base proposal submitted to the City for completing the
classification and compensation study.
. Laumeyer & Associates would provide the City of Arden Hills with a post contact service
for one full calendar year following the completion of this project. The post contract
would include a classification or compensation review of new or existing positions that
have experienced significant changes injob content.
Con's ofthe Proposal Submitted bv Laumever & Associates:
. Laumeyer & Associates is proposing to use compensation data from previous studies that
were conducted by its firm and the League of Minnesota Cities on-line compensation
information. City staff is concerned that the proposed data that would be used by
Laumeyer & Associates could be flawed or outdated. The use of customized market data
5
would add an additional $1,500.00 to the project cost. This-in-turn, would make the
proposed project cost $10,600 (highest bid proposal received). The proposals provided
by Riley, Dettmann, & Kelsey LLC and Springsted included the cost of customized
market data in their base bid proposal price.
. City staff is concerned that that the proposed process that would be used by Laumeyer &
Associates in completing the compensation and classification study may not meet the
City's current needs at this time.
Recommendation-
At this time, City staff is recommending the proposal submitted by Riley, Dettmann, & Kelsey
LLC in the amount of$10,535.00 (plus $200.00 for mileage reimbursement). City staff was very
impressed with the approach and methodology that was presented by Riley, Dettmann, & Kelsey
LLC at the March 19' interview. Riley, Dettmann, & Kelsey LLC is a local company that has a
proven track record in completing pay equity and compensation studies and has worked with a
number of local government agencies throughout the State of Minnesota. The proposals
submitted by Laumeyer & Associates and Springsted were very good, but City staff felt that the
overall proposal submitted by Riley, Dettmann, & Kelsey LLC was a better fit for the City at this
time.
City Council Action-
Motion to Award the Job Classification and Compensation Study to Riley, Dettmann & Kelsey,
LLC in the Amount of$10,735.00 (Mileage Reimbursement Included).
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~
. HILLs
CONSUL TING SERVICES PROPOSAL
TO CONDUCT
A COMPREHENSIVE REVIEW AND UPDATE OF THE CITY'S
POSITION CLASSIFICATION AND COMPENSATION SYSTEM
Submitted February 28, 2007
Riley, Dettmann & Kelsey LLC
11900 Wayzata Boulevard - Suite 104
Minnetonka, MN 55305
Phone: (952) 542-9400 Fax: (952) 542-2212
E-Mail: rdkmn@earthlink.net
Web Site: rdkcompsource.com
RILEY, DETTMANN & KELSEY LLC _
Page
SECTION 1
Background I Objectives I Scope...................................................................................... 1
SECTION 2
Methodology....................................................................................................................... 3
SECTION 3
Qualifications ..................................................................................................................... 6
SECTION 4
Project Staffing I Timing .................................................................................................... 7
SECTION 5
Professional Arrangements .............................................................................................. 8
SECTION 6
Copy of the RDK Job Description Questionnaire ............................................................ 9
SECTION 7
Summary of the RKD Job Evaluation Methodology Factors........................................... 13
RILEY, DETTMANN & KELSEY LLC
Backaround
The City of Arden Hills intends to retain outside consulting expertise to plan, conduct, document and
present a comprehensive review and update of the City's current position classification and
compensation system.
The existing system's internal equity is based on the Hay-based Minnesota State Job Match
methodology and covers approximately 15 positions held by 23.75 full-time employees.
The City has been in compliance with the Minnesota Local Government Pay Equity Act (LGPEA), but the
Council recognizes the appropriateness of initiating this study.
We understand that Assistant City Administrator Mr. Shawn Johnson will be the consultant's primary
contact from the City.
Obiectives / Outcomes
The City expects a comprehensive review and update of the existing job classification and compensation
system, within the context of the City's needs and philosophy, that includes:
1. General introduction of the study and project orientation to the Council and employees of the City.
2. Employee meetings to answer questions on the study and initiate the collection of updated job
content information through use of a job description questionnaire.
3. Review of existing position descriptions as the basis for recommending any format or content
changes to help ensure ongoing compliance with the Americans with Disabilities Act (ADA) and any
other applicable requirements. The consultant is also expected to comment on the nonexempt /
exempt FLSA (Fair Labor Standards Act) status of each position included in the study.
4. Position analysis and job evaluation of each position included in the study.
5. A market pay survey of other cities determined to be an appropriate comparison group.
6. An updated non-union base pay schedule.
7. Pay Equity testing to help ensure ongoing compliance with the Minnesota Local Government Pay
Equity Act (LGPEA).
8. Exploring the feasibility of a performance-based pay plan or at least some performance-based
component in the compensation system.
9. Recommending a process for determining the validity of requests for reclassification and/or
compensation changes.
RILEY, DETTMANN & KELSEY LLC
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10. Appropriate training on the consultant's job evaluation methodology, classification placement
decisions, updating the compensation component of the system, and ongoing administration of the
updated job classification and compensation system as recommended by the consultant and
approved by the City Council.
11. Identification of post-contract classification and compensation services available from the
consultant's firm.
12. Appropriate follow-up and contact to help ensure timely and effective implementation of the
updated system.
RILEY, DETTMANN & KELSEY LLC
2
Understanding the City
Initial MeetinQs Earlv in the Study
)> The consultant will request some time with the City Council, in addition to a general introduction of
the study, to hear the Council members perspectives on current classification and compensation
practices and also their opinions on which other cities should be selected as a comparison group for
market survey data purposes. This meeting would most likely occur during a Council work session.
)> The consultant will also meet with an employee committee, if the City forms such a committee, to get
the same type of input asked from the Council.
)> The consultant will also meet with the City Administrator and department heads to get a historical
perspective of past classification and compensation practices and again review each step in the
proposed work plan. The consultant will ask the management team to serve as an advisory
committee on the study.
Study Work Plan
Stell One - Collection of Data and Documentation Required to Perlorm the Studvas Prollosed
)> The consultant will collect and study all available job descriptions, contracts, pay schedules,
operating policies, and any other data or documentation deemed useful in performing the evaluation
of current practices, including all methods pertaining to the classification of positions and
compensation of employees.
)> This step will also include a consulting opinion on the FLSA status of each position included in the
study. If the City wishes a legal opinion, that will need to be done by consulting with an experienced
employment attorney.
Stell Two - Emlllovee MeetinQs
)> The consultant will hold several employee meetings to answer questions on the study and also ask
that a job description questionnaire be completed for each position included in the study. The job
description questionnaire process will help ensure that the most current and accurate job content
information has been compiled and verified for use by the consultant for the job evaluation process. A
copy of the consultant's Job Description Questionnaire (JDQ) is in Section 6 of this proposal. Our
JDQ can be completed electronically for ease of review and use in the study.
Stell Three - Review of ExistinQ Job Descrilltions and Comllleted Job Descrilltion Questionnaires
)> The consultant will review completed JDQ's and contact members of the management team on any
job content questions that may not be clear enough to use in the job evaluation process.
)> The consultant will also review the format and content of existing job descriptions and make
recommendations for changes in format and/or content that will enhance the use of such documents
for the many purposes served by job descriptions.
RILEY, DETTMANN & KELSEY LLC
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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
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Step Eleven - Preparation and Presentation of the Final Report
)> The consultant will prepare and present a final report to the City Council that contains all
observations, findings, recommendations, and exhibits related to the study.
Step Twelve - Presentation of the Plan as Approved bv the Council
)> The consultant will present the updated pay plan at several employee meetings to help ensure a
clear and uniform understanding of the plan.
Step Thirteen - OPTIONAL - Appeals Process for Reconsideration of Position Placements in the
Updated Svstem
)> The consultant will provide the necessary forms and procedures for an appeals process; will review
position reconsideration appeals that have followed all prescribed procedures; and will provide
recommendations for the classification treatment of all such appeals.
NOTE - Identification of Post - Contract Services
)> The Professional Arrangements Section of this proposal contains information regarding our post -
contract services.
RILEY, DETTMANN & KELSEY LLC
5
RDK is a regional consulting practice specializing in compensation strategies and related services.
Principals in the firm have many years of experience in classification and compensation with public and
private sector organizations throughout the Upper Midwest.
A representative list of Minnesota cities we are currently assisting, or have assisted, with some
combination of pay equity, classification, and compensation issues includes the following:
Client Contact Teleohone Number
City of Bemidji Mr. Ron Eischens (218) 759-3568
City of Blaine Mr. Terry Dussault (763) 785-6154
City of Bloomington Mr. Kent Michaelson (952) 948-8710
City of Burnsville Ms. Jill Hansen (952) 895-4471
City of Eagan Ms. Lori Peterson (651) 675-5502
City of Fridley Ms. Deborah Dahl (763) 572-3507
City of Hastings Mr. David Osberg (651) 480-2383
City of Inver Grove Heights Ms. Jenelle Teppen (651) 450-2512
City of Lakeville Ms. Cindi Joosten (952) 985-4491
City of Maple Grove Ms. Ann Marie Shandley (763) 494-6016
City of Mound Ms. Kandis Hanson (952) 472-0609
City of New Brighton Ms. Jeanna Troha (651) 638-2046
City of Northfield Ms. Elizabeth Wheeler (507) 645-3012
City of Oakdale Mr. Craig Waldron (651) 730-2705
City of Princeton Mr. Steve Jackson (763) 633-2040
City of Rochester Ms. Linda Gilsrud (507) 281-7380
City of Savage Ms. Sandra King (952) 882-2649
City of St. Cloud Ms. Dede Balcom Gaetz (320) 650-3140
City of St. Louis Park Ms. Nancy Gohman (952) 924-2519
City of Shakopee Mr. Mark McNeill (952) 445-3650
City of Shoreview Ms. Laurie Elliot (651) 490-4615
City of Woodbury Ms. Jody Vogl-Eilertson (651) 714-3520
RILEY, DETTMANN & KELSEY LLC
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Staffina
Roderick M. Kelsey, Vice President and co-owner of the firm, assumes responsibility for a broad scope of
consulting engagements in industry, education and government. Mr. Kelsey earned his Master's degree
in educational psychology at the University of Minnesota following undergraduate studies in political
science and sociology at Illinois Wesleyan University.
He has served in multiple leadership roles for the Twin Cities Human Resources Association (TCHRA)
and holds memberships in WorldatWork (formerly called the American Compensation Association [ACA])
and the Society for Human Resources Management (SHRM).
His extensive experience with public sector classification and compensation consulting includes many
assignments before and following passage of the State's Local Government Pay Equity Act (LGPEA) in
1985.
Mr. Kelsey will assume direct accountability for all aspects of this assignment if Riley, Dettmann & Kelsey
is chosen as the City's consulting resource.
Timina
We will commit to completion of the study as outlined herein by the City's target date of August 1, 2007,
assuming there are no events, circumstances, or conditions beyond control of the consultant and/or City
that delay that completion.
RILEY, DETTMANN & KELSEY LLe
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Based on the 15-position scope-of-study and work plan contained in this proposal, our consulting fee
"not-to-exceed" estimate is $10,535 except for mileage. Specific estimates for each work plan step are
outlined as follows:
Work Plan Steps
Fee Estimates
Initial Meetings (Council; Employee Committee; Management)
$980
$245
$980
$735
$980
$1,715
$245
$980
$735
$490
$735
$735
$980
Step One - Collection of Background Information for the Study
Step Two - Employee Meetings
Step Three. Review of Job Descriptions and Completed JDQ's
Step Four - Position Analysis and Job Evaluation
Step Five - Market Survey
Step Six - Pros and Cons of Alternative Pay Delivery (Step vs. Merit)
Step Seven - Revising the Non-Union Base Pay Structure
Step Eight - Testing for Pay Equity
Step Nine - Determining the Validity of Reclassification Requests
Step Ten - Training on All Components of the Updated System
Step Eleven - Preparation and Presentation of the Final Report
Step Twelve - Employee Meetings to Present the Approved System.
Total of Step Estimates
$10,535
Step Thirteen. OPTIONAL Appeals Process
$185 per appeal
Mileage related to the study will be invoiced in addition to, and separately from, the consulting fee
estimates at the current 2007 IRS rate of $.485/mile.
Post-study consulting services are quoted on an hourly or project basis. We frequently are asked by
clients to recommend the classification of new positions or substantially revised positions. We also are
asked to assist with regular plan updates with most of our work related to planning and conducting
market survey updates. If our firm is selected to perform this study, more detail on our typical post-study
consulting services will be provided.
Roderick M. Kelsey
Vice President and Principal
February 2007
RILEY, DETTMANN & KELSEY LLC
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[ Client Organization Name]
JOB DESCRIPTION QUESTIONNAIRE (JDQ) FOR COMPUTERIZED COMPLETION
Briefly state a summary of your position and also identify its most important impact on the organization:
Identify the essential duties and responsibilities of this position. Also explain the expected outcomes (results) from performing
such duties and responsibilities and how those outcomes (results) are evaluated.
ESSENTIAL DUTIES AND
RESPONSIBILITIES
EXPECTED OUTCOMES (RESULTS
HOW OUTCOMES ARE EVALUATED
2007
9
III. FORMAL PREPARATION/EXPERIENCE
Please answer the following based on the most representative combination of formal academic preparation and relevant
experience to qualify for this position.
1. Formal academic preparation (or equivalent) required to qualify for this position. S
2. Length and type of relevant experience required to qualify for this position.
3. Identify any licenses or certifications required to qualify for this position. (Be Specific)
4. Note additional preparation/training that is desirable, but not required, for this position. (If none, put none)
IV. DECISION MAKING
Please identify the most important decisions you make in performing the essential duties and responsibilities of this position.
Also identify whom, if anyone, reviews these decisions and what the intended impact of these decisions is on the department
and/or other departments in the organization.
WHO, IF ANYONE, REVIEWS WHAT IS THE IMPACT OF THESE
EXAMPLES OF DECISIONS THESE DECISIONS? DECISIONS?
V. THINKING CHALLENGES AND PROBLEM SOLVING
Please identify typical examples of thinking challenges you face and problems you solve on a regular basis when performing
the essential responsibilities of this position.Also identify other work colleagues, if any, that are regularly involved in resolving
these challenges and/or problems.
•
2007
10
Please identify the most typical work relationships you develop and maintain with individuais, functions or organizations (inside
or outside your organization) when performing the essential responsibilities of this position. Also identify the purpose of these
work relationships e.g.: information exchange; project completion 1 coordination; getting or giving work direction; getting or
giving supervision; etc.
TYPICAL WORK RELATIONSHIPS
PURPOSE OF THE RELATIONSHIPS
Please identify below the tvoical characteristics of the regular, ongoing work environment of this position. Estimate percentages
where requested:
D Inside (sheltered)_%
D Noise
D Travel required
D Outside work_%
D Temperature extremes
D Fumes, odors
D Hazards (Put specific examples below)
D Examples of Hazards _
D Required attendance at evening 1 off-hours meetings
Are there any specific physical requirements reauired to reaularlv oerform this position?
DYes
DNo
If yes, explain: _
2007
11
VIII. SUPERVISION / MANAGEMENT I WORK DIRECTION
Check the appropriate boxes below to indicate the degree to which any direct, ongoing responsibility for supervision, training,
project leadership and/or work direction is assigned to this position.
11111
Do you?
YES NO
Directly Supervise Others ❑ ❑
Plan, conduct and sign off on Performance Reviews ❑ ❑
What are the titles of the positions you directly supervise?
How many individuals hold these positions that you directly supervise?
If you are not a supervisor, do you?
YES NO
Provide regular, ongoing training to others ❑ ❑
Lead/oversee major projects ❑ ❑
Provide regular, ongoing work direction to others ❑ ❑
If yes, please give examples
IX. ADDITIONAL RELEVANT INFORMATION ON THIS POSITION
Please identify additional relevant information, other than what is already included in this questionnaire, that you believe is
required to fully understand the essential responsibilities of this position.
•
•
2007 12
Summary of Job Evaluation Factors in the RDK Job Evaluation System
( Including Rating Parameters for Each Factor)
Formal Preparation and Experience
This job evaluation factor is applied to determine the most representative combination of formal preparation
(schooling at whatever level) and relevant Gob-linked) experience typically required to aualify for the
position being evaluated. It is important in this factor to verify the minimum acceptable qualifications for the
position being evaluated. [There are two decisions made on this factor - one related to formal preparation
and one made related to relevant experience.]
)> The 2 rating parameters for this factor go from No Reauired Soecifications to Doctorate (eight levels)
for formal preparation and go from 0 to 12+ vears (eight levels) for years of relevant experience.
Decision Makinq (Impact)
This job evaluation factor is applied to determine the regular and ongoing freedom to act; the extent of the
organization affected by those actions; and the best characterization of decision-making typical of the
position being evaluated. [There are three decisions made on this factor - one related to the degree of
freedom to act; one related to the extent of such judgments; and one related to the nature of decision
making.]
)> The 3 rating parameters for this factor go from Least to Inclusive (six levels) for impact and go from
Job-Centered to Oraanization-wide (four levels) for extent of decision making and go from Ancillarv to
Final (four levels) for type of decision making.
Thinkinq Challenqes and Problem Solvinq
This job evaluation factor is applied to determine the representative thinking challenges and problem
solving required on an ongoing basis and thereafter the depth of intellectual response to those challenges
and creativity involved in solving problems. [There are two decisions made on this factor - one related to
the context and complexity of challenges I problems and one related to the depth of response required to
address and resolve such challenges and problems.]
)> The 2 rating parameters for this factor go from Low to Dealina with Governance Issues for context and
complexity (seven levels) and go from Make Clearcut Choices to Develoo Oriainal. Creative Solutions
(five levels) for responses.
Interactions and Communications
This job evaluation factor is applied to determine the context of business-related interactions and
communications that are an ongoing part of performing the position being evaluated. [There are two
decisions made on this factor - one related to the type and context of business interactions and one related
to the impact of the outcomes and effects on information content and flow throughout the organization.]
)> The 2 rating parameters for this factor go from Resoonses Provided to Others for context of
communications to Interactions Consistentlv Focused on Critical Ooerational/Governance Issues (6
levels) and go from Effective Workina Relationshios to Dealina with the Most Maior Ooerational I
Governance Issues (five levels) for outcomes and effects.
Work Environment
This job evaluation factor is applied to determine the potential for injury in performing the position being
evaluated and also determine what recognized health hazards regularly exist in the typical work
environment of the position being evaluated. [There are two decisions made on this factor - one related to
potential for injury and one covering the recognized health hazards in the work environment.]
)> The 2 rating parameters for this factor go from Minimal Potential to Continuous Potential (6 levels) and
go from Low to Hiah (3 levels) for physical requirements.
RILEY, DETTMANN & KELSEY LLC
13
R!LEY;
DETTMANN
& KELSEY
LLe
COMPENSATION
STRATEGIES &
RELATED SERViCES
11900 Wayzata Boulevard
Suite 104
Minnetonka. MN 55305
Telephone [952J 542-9400
Fax [952J 542-2212
RILEY, DETTMANN & KELSEYLLc provides management consulting with primary
expertise in compensation strategies and related business services. Our collective knowledge
and experience, acquired through well-known national and regional consulting fIrms, has
accrued through many years of providing compensation counsel to employers throughout the
Upper Midwest. We are qualifIed to understand the diverse characteristics of public, private,
for-profIt, and not-for-profIt organizations, and their respective needs.
Compensation is a critical piece of overall human resource strategy. Because compensation is
both visible and important to employees, a compensation program designed to communicate
and reward strategic goals increases the probability that employees not only will understand
what those goals are, but also will achieve them.
Riley, Dettmann & Kelsey focuses on the development of total compensation programs,
including base pay plans, executive compensation, incentive compensation, job evaluation,
and marketplace competitive review as well as closely linked programs such as organizational
planning, supervisory training, and performance management system. We will assist you in
the development and measurement of programs for compensating, motivating, and
continuously improving the performance of employees at all levels ofthe organization.
Our professionals work closely with your management team to deliver proven professional
and technical expertise in the defmition, diagnosis, and design of the compensation planning
and management process. Whether developing your overall pay strategy, designing new
programs or communicating and administering existing programs, we will provide the
personal follow-through necessary to help you achieve your organizational goals and desired
business results.
Executive Compensation
To ensure that your organization attracts, retains and motivates the most qualifIed leaders in a
manner acceptable to owners, shareholders and regnlatory authorities, Riley, Dettmann &
Kelsey will work to develop stock and cash based plans (including related accounting, tax and
regnlatory issues) that support the objectives of the organization and enhance value for the
owners.
Base Pay, Job Evaluation and Alternative Compensation Systems
With considerations such as marketplace conditions, regulatory, organizational, cultural, and
other internal and external requirements, we will work with both management and employees
to develop the appropriate system for your orgauization, meeting the unique needs of your
organization and supporting your underlying compensatiou philosophy.
Performance Management
Our consultants will work with you to develop a performance management system, including
training and documentation, that supports and strengthens the link between individual job
performance and overall organizational success.
Management Consulting
We will work with you to analyze aud improve the operational structure of your organization,
iucluding accountability management, marketplace defmition, operating efficiency, and other
strategic business objectives.
R!LEY:
DETfMANN
& KELSEY
lLG
COMPENSATlor,j
STRATEGIES &
RELATED SERViCES
C. Trent Riley
President
Roderick M. Kelsey, CMC
Vice President and
Principal Consultant
Susan G. Znameroski, CCP
Senior Consultant
Kasey J. Christopherson
Senior Consultant
Barbara D. Johnson
Associate Consultant
Marlys D. Decker
Administrative Manager
11900Wayzata Boulevard
Suite 104
Minnetonka, MN 55305
Telephone [952J 542~9400
Fax [952J 542-2212
C. TRENT RILEY is the President of Riley, Dettmann & KelseYLLc (RDK), a management
consulting fIrm specializing in compensation strategies and related services with special
emphasis on executive compensation and other incentive compensation matters.
Prior to his current position, Trent was President of the DCA Stanton Group for almost fIve
years. Trent was also in charge ofKPMG Peat Marwick compensation and benefIts consulting
practice in the Upper Midwest for eight years. He has been Vice President of Human
Resources for Northern Telecom and has held senior human resource management positions
with Sycor, Inc., G.D. Searle and NCR.
He is a frequent speaker on compensation topics for professional organizations such as the
University of St. Thomas Graduate School of Business, The Minnesota Bar Association,
Minnesota and Iowa Institute of CertifIed Public Accountants, the American Electronics
Association, Minnesota Venlure Capital Association, Savings League of Minnesota, Iowa
Institute of Savings Institutions, North Dakota Bankers Association, Lutheran Financial
Management Association, Health Care Financial Management Associates, , and several others.
Trent serves on the Board of Directors ofNortech Systems, Inc. and US Energy Services, both
located in Wayzata, Minnesota.
Trent has a BA degree in economics from the University of Dayton and an MBA degree from
the Ohio State University.
RODERICK M. KELSEY is a Principal and Vice President of Riley, Dettmann & KelseYLLc
(RDK). Rod has been a compensation consultant throughout the Upper Midwest since 1972.
He assumes responsibility for a broad scope of consulting engagements in industry, education
and government. He has been an elected and certifIed member (CMC) of the Institute of
Management Consultants for over 15 years.
He earned his Master's degree in educational psychology at the University of Minnesota,
following undergraduate studies in political science and sociology at Illinois Wesleyan
University.
Rod served in several leadership roles for the Twin Cities Human Resources Association and
holds active memberships in WorldatWork (formerly American Compensation Association)
and the Society for Human Resources Management (SHRM). Mr. Kelsey has also been an
instructor in Public Sector Compensation for the University of Minnesota Employer Education
Services (EES) for over ten years.
SUSAN G. ZNAMEROSKI provides senior consulting services to a variety of Riley, Dettmann
& KelseYLLc (RDK) clients. Her present responsibilities include the development of salary
administration programs which include market pricing analysis, the development of job
descriptions, job analysis and position evaluation; compensationlbenefit custom survey design
and project administration; and the design and implementation of performance management
systems.
Susan possesses over fIfteen years of human resource experience. Prior to joining Riley,
Dettmann & Kelsey, she was a senior consultant with the DCA Stanton Group and Manager of
Compensation and Human Resource Information Systems at the corporate headquarters of
National Car Rental System, Inc. in Edina.
Susan holds a Bachelor of Science Degree and has attained the CertifIed Compensation
Professional (CCP) designation through the American Compensation Association. She is a
past officer of Human Resource Professionals of Minnesota and is a member of the Twin Cities
Compensation Association, the Twin Cities Human Resources Association and WorldatWork
(formerly American Compensation Association).
R!LE'C
DETTMANN
& ~LSEY
LLG
KASEY J. CHRISTOPHERSON provides senior consulting services to a variety of Riley,
De_ann & KelseYLLc (RDK) clients. Her present responsibilities include the development of
salary administration programs, which include market pricing analysis, the development of
incentive plans; compensationlbenefit custom survey design and project administration; and the
design and implementation of performance management systems.
COMPENSATION
STRATEGIES &
RELJ\TED SERVICES
Kasey possesses over twenty-five years of human resource experience. Prior to joining Riley,
De_ann & Kelsey, she was Manager of Compensation & Benefits for the Faegre & Benson
and Oppenheimer Wolff & Donnelly law firms in Minneapolis, and has held the same position
for Caterpillar - Paving Products Division in Brooklyn Park. In addition, she has been the
Physicians Benefits Plan Manager for Abbott Northwestern Hospital and AlIina, an Account
Executive/Consultant for Clark-Bardes Health Care, and the Director of Personnel for the Atlas
Van Lines agencies in Minnesota and Wisconsin. She has held management positions in
Human Resources at Target Corporation, US Bank, and State Fund Mutual Insurance Company
as well.
Kasey holds a BS degree in Business Administration from the University of Minnesota. She is
a past officer of Human Resource Systems Professionals and is a member of the Human
Resources Consultants Network in Minneapolis.
BARBARA D. JOHNSON provides consulting services to a variety of Riley, De_ann &
KelseYLLC (RDK) clients. She holds a Bachelor of Business Administration in Administrative
Management from the University of Wisconsin - Eau Claire.
C. Trent Riley
President
Her present responsibilities include market pricing and competitive compensation analysis.
Barbara also plays a key role in researching and preparing RDK's Annual Study of Executive
and Board Compensation Practices in Midwest Companies.
Roderick M. Kelsey, CMC
Vice President and
Principal Consultant
Prior to joining Riley, De_ann & Kelsey, Barbara spent 7 years in Human Resources staff
roles. She was a Human Resources Coordinator with Bonestroo, Rosene, Anderlik &
Associates. Her responsibilities there were recruitment, orientation, employee relations,
training, HRIS, Affirmative Action and EEO. Barb has also worked in recruitment, training,
retirement benefits, Affirmative Action and EEO for Owen Ayres & Associates, Inc.
Susan G. Znameroski, CCP
Senior Consultant
Kasey J. Christopherson
Senior Consultant
Barbara D. Johnson
Associate Consultant
Marlys D. Decker
Administrative Manager
11900 Wayzata Boulevard
Suite 104
Minnetonka, MN 55305
Telephone [952] 542-9400
Fax [952J 542-2212