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35 P OLICY O BJECTIVE <br />36 The city’s mission is to provide ethical, efficient, and responsive local government, in support of <br />37 community aspirations, guided by policies of the City Council, and implemented by professional <br />38 staff, to ensure that Roseville remains strong, vibrant, and sustainable for current and future <br />39 generations. Additionally, the City adopted a Strategic Racial Equity Action Plan that includes high- <br />40 impact areas in which to make measurable improvements, including diversifying the city’s <br />41 workforce to mirror the population we serve. <br />42 <br />43 The objective is to implement a compensation and classification program that will enhance <br />44 employee engagement and satisfactionand to attract and retain a diverse and highly qualified <br />45 workforce. <br />46 B UDGET I MPLICATIONS <br />47 The cost of the recommended firm’s proposal is $56,700. This is broken down into the following <br />48 components: <br />49 <br />Service <br />Cost <br />Compensation study & market analysis <br />$8,500 <br />Establish Compensation system <br />$6,000 <br />Implementation Analysis & strategy <br />$3,300 <br />Pay Equity testing <br />$2,100 <br />FinalDocuments <br />$6,900 <br />Training <br />$2,200 <br />Formal Position Reclass & Review policy <br />$2,700 <br />Review and Update Job descriptions <br />$25,000 <br />(Option #1 on Addendum) <br /> <br />TOTAL <br />$56,700 <br />50 <br />51 This includes a market assessment, pay plan development, and drafting new job descriptions. The <br />52 2023 budget has funds allocated to fully cover the proposed cost. <br />53 R ACIAL E QUITY I MPACT S UMMARY <br />54 There would be a positive equity impact by completing a Compensation and Classification Study. As <br />55 we strive to diversify the candidate pool for all vacancies and ultimately increase diversity of new <br />56 hires, this study would better position the City to update job descriptions and more accurately reflect <br />57 necessary knowledge, skills, and abilities of job roles. The ability to expand applicant pools and tap <br />58 into the lived experiences and skills of traditionally underrepresented communities is critical to the <br />59 city remaining competitive in the job market and meeting the needs of an increasingly diverse <br />60 community. <br />61 <br />62 Below is data from an article published in August, 2020 by the Society of Human Resource <br />Page 2 of 3 <br /> <br />