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REQUEST FOR COUNCIL ACTION <br /> 4/27198 <br /> ITEM NO.. <br /> ■ E+'2 <br /> Department Approval. Manager Reviewed: Agenda Sectiond <br /> <::7� Organizational Business <br /> Item Description: Compensation Plan. <br /> BACKGROUND <br /> The City embarked on a comprehensive study of its compensation plans at the <br /> beginning of 1 997. The study was undertaken for the following reasons: <br /> The last comprehensive study was conducted over 12 years ago. Since that time, <br /> staff have made numerous requests to have their positions reevaluated based on <br /> charged job duties. <br /> The job evaluation system used by the City was modified, making it difficult to study <br /> individual positions and make comparisons across the organization. <br /> A compensation system that is based on an accurate, current job evaluation process <br /> is necessary to remain in compliance with the Minnesota Pay Equity Act. <br /> Changes to simplify plan design were incorporated into the study recommendations, as <br /> well as range adjustments for specific classifications. The former Management, <br /> Supervisory/Confidential, and Clerical/Technical Plans would be consolidated into two <br /> plans titled "Exempt" and "Non-e empf'. Assignment to a particular plan would be <br /> determined by using the same criteria outlined under the Fair Labor Standards Act to <br /> assess eligibility for overtime pay. The nearly designed Mans would have the following <br /> characteristics: <br /> Exempt Plan <br /> Sarre range design as former Management Plan, although individual positions may <br /> be assigned to a different range. <br /> Sarre merit-based annual increase structure as former Management Plan <br /> Would include all of the positions formerly in the Management Plan, as well some <br /> positions from the Supervisory/Confidential and Clerical/Technical Plans. <br />