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Regular City Council Meeting Monday,July 8,2013 Page 23 At the request of Mayor Roe, Ms. Bacon confirmed that once the fifth step in a position had been reached, the only options available for that employee to realize further pay increases was through COLA or by moving into another position. At the request of Councilmember Willmus, Ms. Bacon reviewed how education and/or expertise played into the step program. At the request of Councilmember Laliberte, Ms. Bacon reviewed the City's "banded"compensation program, defined as analyzing each position's criteria and what it took to get the job done as compared internally with peers with that same classification. Ms. Bacon advised that there were currently twenty-one(21) levels of pay within the City's banded system; and within that there were ranges of points with peers banded together with the same level of responsibilities, educa- tion; each a different position but with similar requirements, and then within that, the steps necessary to move from entry level to top level pay. If the City chose to be at 100% average with peer communities, Ms. Bacon explained that the top pay would be targeted across the board for the ten (10) peer cities and those job de- scriptions; with thirteen (13) benchmark positions identified in the latest compen- sation study compared to arrive at the average pay level. Councilmember Laliberte noted that many of the City's jobs had crossover and sharing among departments; and questioned how they could be compared to other cities without that same level of activities; with Ms. Bacon responding that this was why only thirteen (13) positions were found and used for the study bench- marks. Councilmember McGehee noted that future studies may not involve the same ten (10) cities as this study; and since it had been ten (10) years since the last com- pensation study, that would always be changing as well as positions changing within the City during that time. Ms. Bacon advised that when the next study was done, another analysis would be done to determine who was similar, how the roles were defined, and which city's business models and organizational structure best compared to that of Roseville at that given time. Ms. Bacon noted that the benchmark positions used for this study may not be the same positions used for the next study. Mayor Roe opined that, while staffs recommendation was to only take action on the three (3) recommendations at once and not consider them separately to avoid impacting other areas of the City's current pay plan, the City Council may choose to take other action or adopt a policy separate from the implementation discussion needing to occur as part of the budget process. Mayor Roe noted the need to con- sider total impacts of future levies and to not establish a practice of using reserves for basic operational costs.