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PO OLICYBJECTIVE 29 Staff and Springsted consultants believe that the current job evaluation system and pay structure 30 is fair and equitable, but in need of recalibration and adequate funding. This belief that the job 31 evaluation system and pay structure is fair is evidenced by the City’s high score received by the 32 state during pay equity reporting and the consistency of grade discrepancies to the market in the 33 study no matter what grade or position is being reviewed (with few exceptions). 34 35 BI UDGETMPLICATIONS 36 To a service organization especially, staff is an asset much the same as the equipment used to 37 provide services. Without a focus to maintain the organizations assets they decline in value and 38 production output. Thus, a balance of funding for all asset classes needs to be achieved. 39 40 At the August 27, 2012 meeting to approve conducting the study it was pointed out that beyond 41 the study costs, there will be implementation costs dependent on the outcomes of the study that 42 will need contingency funding. Funds were originally proposed to be included in the 2013 43 budget (approximately $100,000) but were eventually removed from the final budget. 44 45 The 2012 classification and compensation study results indicate that Roseville is 4.6% under the 46 rd market on average. During the June 3 meeting Council was provided an estimate of the tax 47 supported cost. Based on the most up to date analysis provided by Finance Director, Chris 48 each 1% adjustment Miller; here is the impact of implementing and the proposed overall 49 Compensation Plan Implementation: 50 For each 1%, $42,404 would come from the property tax-supported functions. A more detailed 51 breakdown of the funding sources is as follows: 52 53 Each1% SourceadjustmentImplementationof4.6% TaxLevy$42,404$195,058 CableFranchiseFees$1,348$6,201 ITRevenues$9,434$43,396 LicenseCenterFees$8,760$40,296 BuildingPermitandPlanReview Fees$7,749$35,645 WaterandSewerFees$4,043$18,598 RecyclingFees$337$1,550 GolfCoursefees$2,022$9,301 Total$76,097$350,046 54 As shown in the above table, to recalibrate the current pay plans for the non-union, exempt and 55 non-exempt groups and achieve 100% of market average will cost $350,046.20, of which 56 $195,058.40 would be funded by property taxes. Additionally, the cost to reclassify those 57 identified in the study as more than 6% under the market average after pay plan updates have 58 occurred is no more than $20,000. (Once again, please note that this does not include the paid 59 on-call fire staff). 60 It should also be noted that for the tax-supported functions, it is assumed that there would NOT 61 be any offsetting revenues such as recreational program fees, interest earnings, etc. Many of 62 Page 2 of 3