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Regular City Council Meeting Monday,February 27,2023 Page 7 this information. This company will do an initial position analysis questionnaire, which is done regardless of whether the City requests the company to do job de- scriptions. The initial position analysis questionnaire asks the employee and super- visor to talk through what their day-to-day activities are, what their roles and re- sponsibilities and duties are, so the City can compare that to the current job descrip- tion,understanding what has happened and what has changed. She noted that writ- ing the new job descriptions can be a very time-consuming process. Once this company has identified any knowledge skills and abilities as well as what the out- line of the job classification system is, it needs to be tied into writing the job sum- mary, writing the job position description. This includes knowledge skills and de- scriptions. The City currently has close to one hundred job descriptions for its two hundred twenty employees, so it can be a very time consuming process to make sure it is being aligned with the specific job classification system. There are differ- ent criteria in order to include in the job descriptions to be tied to different bands so there are key words that when evaluating them, they are evaluated in the proper methodology. The consultant would be doing is the bulk of that work on the back end. Staff would confirm these are the knowledge skills that are needed, and the company would take that information and plug it into a template that the City can use and update with all of the language that is tied to the compensation system. Councilmember Etten explained part of the staff request brings out the concern of essentially over degreed position descriptions. He wondered if the City had a sense of percentage of position descriptions out of the one hundred positions might be a candidate for looking at lowering the degree requirements or changing those. Ms. Olson indicated she did not have specific numbers but what she could tell the Council is anecdotally, when the City has been reviewing positions during its re- classification process before requests of reclassification,they have had supervisors, managers,and employees tell them that the job description says it needs a Bachelors Degree or it needs an advanced degree. But,what is needed is someone with prob- lem solving skills or some other type of skills that does not need such an advanced degree. The City is not able to reduce that because if the City reduces the degree with its current compensation system, it lowers the point, which would then lower the position into a different grade level. Councilmember Strahan explained she is working on this process in her profes- sional job as well, so she felt like this is a really robust set of skills opportunities that compensation as well as classification and degree requirements. It is pretty well known in the HR world right now that degree inflation is a real problem. She is excited to see what will come with this and wondered if there will be a succession plan set up within this. Ms. Olson explained that is one thing staff specifically asked about and depending on how the process lays out, there may be opportunities for that. But, it is some- thing that staff asked about because it is something the City would like, for certain