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Regular City Council Meeting Monday,April 17, 2023 Page 6 Ms. Davis indicated her company can add a lot of things, but it is important to stay more focused than the Council probably wants to because otherwise there will be too many criteria to compare. Ms.Davis reviewed the Abdo Position Scoring Methodology with the City Council. She asked for the City Council to start discussion on these topics and she would note any information the Council felt was needed for this study. Ms. Olson suggested the Council think about what the next bullet point would be and what the primary employee behavior to be motivated is. Is the Council looking for Roseville to really be that destination city, does the Council want to focus on turnover in order to attract people into the City, are there some positions that, as looking at the organization as a whole, that the Council really wants to make sure the workforce does not have a large turnover or what is that come into play when thinking about the philosophy and how the Council wants to position themselves. Mayor Roe appreciated bringing up that nuance because that was something in the compensation study being done on a non-profit board he was on. He noted one of the questions the consultant specifically asked was, you do not have to be the same in all different positions at all different levels of the organization. He thought the more range in a department or within a group of positions,the better. He stated the City may want to be more of a destination for some positions while not for others because the City may want longevity, someone who will be there awhile and has maybe one more step in their career. He thought it was important that the City thinks in those terms, noting it may be difficult for the City Council to say where certain positions should be because the Council does not know all of the details. But to the extent that the Council can try to articulate where the City wants to be in some of those variety of different areas, is where he would try to come from. Councilmember Etten asked as the City Council looks at this, will they be looking at each position description and range and he did not think that should be happen- ing. Ms. Davis concurred. Councilmember Etten explained he was on the Council during the last Compensation Study and the City arrived at what looks, in this discussion, to be a bit peculiar in ninety-seven to one hundred percent of average. He wondered if a range like 95%to 105%is better because it allows for some of that nuance and then the administrative staff can see some positions that may work better at ninety-five percent and other positions sitting at one hundred five percent. He asked if that is more of the range discussion the Council should be thinking about and philosophy. Ms. Davis explained there are a couple of things to consider. Because of the Minnesota pay equity rules, the City is not going to get to position each role