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on the first and second worksheets and then removed on the second worksheet <br />associated with the position. <br />Appraisal and Use of Salary Data <br />Yjkng"eqorctkpi"EgpvgtxknngҀu"ewttgpv"ucnctkgu"vq"vjqug"rckf"d{"qvjgt"gornq{gtu"kp"vjg" <br />comparable communities, it must be noted that variations in compensation may be due to <br />several factors, including: <br />1)Organizational size and economic conditions can have an impact on positions. In <br />smaller communities, employees are often asked to "wear many hats" and, therefore, <br />take on more duties and responsibilities than would normally be required of a certain <br />position. In addition, the economic downturn forced communitiesto "do more with <br />less", compelling staff to take on more duties and responsibilities than they hadin <br />the past. Therefore, it becomes increasingly jctfgt"vq"eqorctg"҃nkmg҄"rqukvkqpu"ykvjkp" <br />communities. <br />2)Some employers place different relative worth on certain groups of employees. For <br />example, some employers are forced to place a higher value on certain employees or <br />groups of employees because of the marketand,therefore, pay them more. Overall, <br />the policies and value judgments of different employers in compensating for the <br />same kind of work can vary widely. There is rarely a single prevailing rate for any <br />particular kind of work, even within the same labor market. <br />3)It can be difficult to make exact comparisons among the different employers of the <br />duties and responsibilities of ostensibly similar jobs. <br />Nevertheless, comparative salary data is widely considered a reliable indicator of appropriate <br />compensation levels in relation to the prevailing market. This data is also useful as an <br />indication of prevailing opinions concerning the compensation relationships that should exist <br />among different classifications of work. Of equal importance, however, are the internal <br />relationships for the various positions that were accomplished in the Job Evaluation portion of <br />this Study. <br />City of Centerville, MN| May 2026 <br />8 <br />CLASSIFICATION, COMPENSATION, AND PAY EQUITY <br />14 <br />REPORT <br /> <br />