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PO <br />OLICYBJECTIVE <br />104 <br />To deliver a wage system and structure that is fair and equitable while allowing Roseville to <br />105 <br />attract and retain quality staff in the marketplace. <br />106 <br />107 <br />108 <br />BI <br />UDGETMPLICATIONS <br />109 <br />The costs for implmentation will vary with each option and depend on the timing of the <br />110 <br />implementation. Staff has estimated the annual levy cost for each option. <br />111 <br />112 <br />Moderately Competitive Plan - $157,190 annual cost or $0.64/month for the med. home value <br />113 <br />$157,190 for 3.26% adjustment <br />114 <br />$20,000 for supplemental pay for up to 8 <br />115 <br />No reduction for Merit Pay <br />116 <br />($20,000) transfer of wellness funds <br />117 <br />118 <br />Competitive Plan - $202,000 annual cost or $0.83/month for the median value home <br />119 <br />$232,000 for 4.6% adjustment <br />120 <br />$20,000 for supplemental pay for up to 8 <br />121 <br />($30,000) reduction for Merit Pay <br />122 <br />($20,000) transfer of wellness funds <br />123 <br />124 <br />Strongly Competitive Plan - $232,000 annual cost or $0.95/month for the med. value home. <br />125 <br />$232,000 for 4.6% adjustment <br />126 <br />$20,000 for supplemental pay for up to 8 <br />127 <br />No reduction for Merit Pay <br />128 <br />($20,000) transfer of wellness funds <br />129 <br />SR <br />TAFF ECOMMENDATION <br />130 <br />131 <br />Staff would strongly recommend that the City Council formally move ahead with a decision at <br />132 <br />this time. A decision on Septermber 9 will allow for a resolution on the matter for both the City <br />133 <br />Council and staff. Therefore staff recomends the following: <br />134 <br />135 <br />1.Update the City’s compensation policy to be utilized moving forward. <br />136 <br />137 <br />2.Implement one of the options as laid out above with staff recommending the “Competitive” <br />138 <br />option at minimum. <br />139 <br />140 <br /> (It should be noted that the recommended actions should be considered together and not <br />141 <br />separately as all will need to occur in order to result in competative wages and retain staff). <br />142 <br />RCA <br />EQUESTEDOUNCILCTION <br />143 <br />144 <br />Motion to set a policy and implement one of the alternatives as provided above. <br />145 <br />Attachments: A: Peer Community Compensation Policy Summary <br /> B: Mayor Roe Draft Compensation Policy <br />Prepared by: Patrick Trudgeon, Interim City Manager (651) 792-7021 <br />Eldona Bacon, Human Resources Manager (651) 792-7025 <br />Page 4 of 4 <br /> <br />