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Attachment A Review of Peer Community Compensation Policies and Statements th Golden Valley: Target is to be at the 66 percentile of the Stanton 5and 6 groups combined wages. This is completed by taking the average for both groups and setting the target at 16% above that average. Woodbury: The top wage rate in the Full Performer Stage is considered the maximum wage rate for the position classification. This rate is based upon a pay philosophy of 100% of the average maximum wage rate of Stanton V cities with a population of 35,000 and above. When a market analysis for a specific job class indicates the assigned salary range deviates, positively or negatively, from the market by more than 10%, the job class may be placed at an established salary band that most closely corresponds to the applicable market rate. Fridley: Market Review and Adjustments 1.It shall be the responsibility of the Human Resources Director to conduct a comprehensive review of benchmark positions within comparable cities identified as peers in the market. 2.The review and comparisons of market data is required to be completed no less than every three years for key benchmark positions. 3.Peer cities are municipalities which are similar in terms of how services are delivered, the nagers, the City Manager, and affirmed by the City Council. 4.Market data will be obtained from the League of Minnesota Cities, direct requests, and/or legitimate and commonly recognized pay studies where practicable. 5.Any recommendations for adjustments based on market analysis must be made to the City Manager for final approval. 6.From time to time, all salary ranges in the Pay Plan may be adjusted proportionally and collectively through the annual budget process. Richfield: Indicated that the City Manager has his own philosophy of being average or a little higher than average, but it is not policy driven. Edina: We need highly talented staff to be able to excel at our mission and achieve our strategic goals. Our compensation system is designed to attract, retain and reward individuals that can build a successful service-based organization. This compensation policy is a guiding document only; the City retains the right to make decisions outside of the policy if the decision supports the objective stated above. External Market Competitiveness The City needs to compete with other organizations to attract individuals with established track records. One of the primary purposes of the compensation plan is to retain high performing employees and remove pay as a leading reason to leave our organization. For the purpose of evaluating external competitiveness, the City relies primarily on metro-area suburban cities that are similar to Edina in terms of size, location, and development. The current benchmark communities are: Apple Valley, Blaine, Bloomington, Brooklyn Park, Burnsville, Coon Rapids Eagan, Eden Prairie, Hopkins, Lakeville, Maple Grove, Maplewood, Minnetonka, Plymouth,