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Regular City Council Meeting Monday,July 8, 2013 Page 22 While noting that it was valuable, Councilmember McGehee opined that the in- formation provided by Springsted at tonight's interview was redundant and had already been provided in written form; and represented nothing new. In recogniz- ing that the person the City may work with at Brimeyer/Fursman would not be the representative at tonight's interview, Councilmember McGehee expressed her perception that Mr. Unmacht may be difficult to work with as he facilitator and appeared to be more of an aggressive salesperson which was; and not what she was looking for at all in this process. Councilmember McGehee advised that she saw this as a team process, and did not get that impression from tonight's inter- view for Springsted. Councilmember Laliberte advised that she didn't share those concerns; opining that Mr. Unmacht was a good presenter even if reiterating the written materials, he had added additional comments and provided a comfort level for her. In her conversations with other communities, Councilmember Laliberte noted that Springsted was recognized for their ability to facilitate the process. Roll Call Ayes: Laliberte; Etten and Roe. Nays: Willmus and McGehee. Motion carried. b. Classification and Compensation Study Policy Recommendations and Im- plementation Human Resources Manager Bacon summarized discussions and City Council di- rection to staff to-date and staff recommendations as detailed in the RCA dated July 8, 2013. At the request of Councilmember Etten, Ms. Bacon confirmed that an approxi- mately amount of$35,000 remained as previously allocated in 2013 for merit pay at this time; with the merit program never fully or consistently utilized. At the re- quest of Councilmember Etten as to why the merit program had not been used more consistently, Ms. Bacon responded that it was a very subjective program, and when working with various personalities and budgets, Department Heads var- ied in how to apply the program without being judged by their employees as in- consistent. Ms. Bacon opined that, from a Human Resources perspective, she found the merit program not to provide as much accuracy as preferred, especially for employees in the public sector whose performance was continually scrutinized by the public, as well as their budget decisions. At the request of Councilmember Etten, Ms. Bacon reviewed how the organization made compensation decisions (e.g. step program) and past training for Department Heads in how to implement those programs.