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107 <br />APPROACH & METHODOLOGY <br />levels alongside the market data to identify which jobs are considered above, at, or below <br />market. <br />Deliverables <br /> Target markets and comparables list <br /> Market survey administration <br /> Survey status and response summary <br /> Market data analysis tables <br />TASK 4.0: CLASSIFICATION AND COMPENSATION PLAN <br />Activities <br />4.1 Develop Proposed Classification Plan <br />This task focuses on translating job analysis findings into a consistent, equitable <br />encuukhkecvkqp"uvtwevwtg"vjcv"tghngevu"vjg"Ekv{Ҁu"kpvgtpcn"pggfu0"Wukpi"LCS"fcvc"xcnkfcvgf" <br />through supervisory reviews, MGT will group jobs into appropriate classifications that <br />reflect functional responsibilities, complexity, supervision received and exercised, and <br />other relevant job factors. MGT ensures the structure supports logical career progression, <br />internal alignment, and ease of maintenance over time. <br />Gcej"lqd"ku"gxcnwcvgf"wukpi"OIVҀu"guvcdnkujgf"rqkpv/hcevqt"u{uvgo."yjkej"gzcokpgu"lqd" <br />data across multiple dimensions such as knowledge, complexity, decision-making, and <br />working conditions. This process helps identify meaningful differences among roles and <br />supports fair and objective classification decisions. <br />MGT applies job evaluation practices that align with standards recognized by the Equal <br />Employment Opportunity Commission (EEOC) and are consistent with applicable laws <br />including the Civil Rights Act of 1964 (Title VII), the Americans with Disabilities Act (ADA), <br />and the Age Discrimination in Employment Act (ADEA). Our classification methodology is <br />fgukipgf"vq"hqewu"uqngn{"qp"vjg"tgswktgogpvu"cpf"tgurqpukdknkvkgu"qh"gcej"lqd"Ѽ"pqv"vjg" <br />personal characteristics, qualifications, or performance of the incumbent. In doing so, we <br />help the City ensure that compensation decisions are equitable, transparent, and legally <br />defensible. <br />4.2 Develop Proposed Compensation Plan <br />Wukpi"OIVҀu"rtqxgp"lqd"gxcnwcvkqp"ogvjqfqnqi{."yg"yknn"cuuguu"kpvgtpcn"gswkv{"cpf" <br />develop/update a plan that supports transparency, fairness, and alignment with <br />qticpk|cvkqpcn"rqnke{"cpf"iqcnu0"OIV"yknn"fgxgnqr"c"ftchv"rc{"oqfgn"vjcv"tghngevu"vjg"Ekv{Ҁu" <br />compensation philosophy, budgetary capacity, and strategic priorities. We evaluate the <br />feasibility of different plan designs such as step-based structures or open ranges and <br />recommend the most suitable option for the Ekv{Ҁu"yqtmhqteg"cpf"hkuecn"gpxktqpogpv0" <br />Each job is assigned to a pay grade based on internal job evaluation results and market <br />data. This includes internal equity and compression adjustments ensuring that the <br />resulting structure is market competitive while also internally equitable. <br />4.3 Pay Equity Analysis <br />MGT will evaluate the proposed classification and compensation structure for compliance <br />with the Minnesota Local Government Pay Equit{"Cev0"Vjku"uvgr"gpuwtgu"vjcv"vjg"Ekv{Ҁu" <br />system not only aligns with internal equity and market competitiveness but also meets <br />statutory requirements. MGT will conduct a detailed analysis of pay relationships across <br />job classes to identify any potential inequities and determine whether the proposed <br />CITY OF CENTERVILLE | OCTOBER 10, 2025 <br /> <br />PAGE 12 <br />RFP | CLASSIFICATION, COMPENSATION, AND PAY EQUITY STUDY <br /> <br /> <br />