2025-01-08 CC Packet - Laserfiche WebLink

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RELEVANT LINKS: It can be helpful to include the salary offer because for some candidates the process will not move forward without that on the table from the beginning 1. Establishing the compensation package Once the council and candidate have agreed they are mutually interested in pursuing an employment relationship, there are a number of benefits and terms and conditions of employment your candidate will likely want to discuss. Beyond salary, candidates with a number of years of experience will probably expect to receive some credit for that experience when it comes to the vacation, PTO and/or sick leave schedule — i.e., they will not want to start at the bottom of the schedule in many cases. The administrator/manager may also expect to be reimbursed for participation in one or two civic organizations, and for the considerable expense of moving to your community. An automobile allowance or mileage reimbursement arrangement as well as relocation assistance and options to work remotely at various times may also be requested by the candidate. And professionals will also be looking for financial support for their on -going professional memberships, involvement, and continuing education programs in organizations like the International City/County Management Association, the Minnesota City/County Management Association, and, of course, the League of Minnesota Cities. Savvy cities will not want to rely solely on an applicant's previous salary when determining wages offered in a compensation package. Several states, excluding Minnesota, have passed laws prohibiting employers from asking about a candidate's salary history. The goal of these statutes is to minimize and eliminate the gender pay gap. A more equitable process is to consider the city's pay plan, Pay Equity compliance efforts as well research how the city is compensating for the position compared to other similarly sized and location communities. See LMc salary anaBenefits Survey. The Survey Navigator for Minnesota Salary & Benefits Survey can help you evaluate what similarly sized cities around Minnesota are currently paying. Frequently, the council will want to agree on an initial salary offer but will give some latitude to the mayor or other designee to negotiate with the candidate. The council should also discuss in advance what is acceptable as far as other types of compensation, such as moving allowances, but again, needs to leave some flexibility to the designee for negotiating the offer. See LMc information memo, Governors Salary Cap. A best practices tip is to ensure the salary not only falls below the Governor's salary cap (link provided to the left) but also maintains See LMc information memo, Local Government Pay compliance with the City's pay equity reporting since Minnesota Rules Equity Act. require a jurisdiction to "maintain equitable compensation relationships." League of Minnesota Cities Information Memo: 3/7/2022 Hiring a City Manager or Administrator Toolkit Page 11