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Regular City Council Meeting Monday,April 8,2013 Page 7 long time for presentation. Given that length of time, Councilmember Laliberte questioned if the information in the end result was credible and useful, or just pulled together for presentation purposes. Ms. Antonsen advised that the purpose of the extended length of time in providing the results had been to ensure sufficient data was available to perform a credible analysis. In using League of Minnesota Cities data, Ms. Antonsen advised that a number of gaps remained since all positions were not covered; causing their firm to decide to re-contact all responding cities after January of 2013; and allowing for very comprehensive data for all cities based on that additional timeframe. Councilmember Laliberte asked that Ms. Antonsen or Ms. Bacon further expound on proposed recommendations. Ms. Bacon reviewed the four (4) recommendations as detailed in the presentation materials; and including abandoning the merit pay system and creating a perfor- mance component to the compensation plan proposed to be phased in for a total implementation cost of$195,000 to increase compensation by 4.6%; reclassifying some eight (8) positions based on job classification points; and adjusting City Council pay to 100%of the market average. Councilmember Etten questioned what was being addressed from a Human Re- sources or staff level beyond internal conflicts between union and non-union pay. Ms. Bacon advised that during the study and since the market had picked up, the City had experienced considerable turnover, noting that often that turnover was in its better performing employees. Ms. Bacon further advised that as Baby Boom- ers began to retire, it would also open up additional opportunities for employees, who may not choose to stay in Roseville if they could make 5-6% more else- where. If the City is unable to remain market competitive as a pay provide, Ms. Bacon expressed her concerns that it could not retain its valuable, experienced employees. Ms. Bacon further noted that already the applicant pool is not proving quite as good as in the past, with some "A" performers no longer applying for City positions. At the request of Councilmember Etten, Ms. Bacon confirmed that exit interviews with employees indicated that often they were leaving in part due to salary, while some were leaving for more challenging positions. At the request of Councilmember Laliberte, Ms. Antonsen advised that there were very few positions where the City was actually paying above the average; and even those positions remained fairly close to the market, but that the majority of the 42 positions were found below market.