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Page 3 of 3 <br />10 peer City average as was shown by the study, resulting in a 4.6% increase to the pay plans 63 <br />(eliminating the merit pay component). 64 <br />65 <br />2.Positions found to be more than 6% under the market average after plan adjustments are 66 <br />completed would be reviewed and potentially reclassified to the next higher grade at the step 67 <br />just above their current rate of pay. It is expected there will not be more than 8 positions 68 <br />with a total levy and non-levy cost not to exceed $20,000.69 <br />70 <br />3.Implement the 100% of peer city average pay plans beginning August 1 st for non-union, 71 <br />exempt and non-exempt, by utilizing existing merit pay budgets and drawing down reserves 72 <br />and fund balances. Future levy increases will need to occur to properly fund the levy 73 <br />supported positions.74 <br />75 <br />(It should be noted that all of these actions should be considered together and not separately 76 <br />as all will need to occur in order to implement the 100% of the peer City average pay plans). 77 <br />R EQUESTED C OUNCIL A CTION 78 <br />Motion to set policy and implement as staff has recommended above. 79 <br />Prepared by: Eldona Bacon, Human Resources Manager (651) 792-7025 <br /> Patrick Trudgeon, Interim City Manager (651) 792-7021