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CCP 01292024
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CCP 01292024
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Last modified
3/20/2024 2:18:21 PM
Creation date
3/20/2024 2:17:06 PM
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Roseville City Council
Document Type
Council Agenda/Packets
Meeting Date
1/29/2024
Meeting Type
Regular
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<br />REQUEST FOR COUNCIL ACTION <br />Date: 1/29/2024 <br />Item No.: 10.f. <br />Department Approval City Manager Approval <br /> <br /> <br />Item Description: Approve submission of the city's pay equity report <br />1 <br />2 Background <br />3 The City is required once every three years under the 1984 Local Government Pay Equity Act M. S. <br />4 471.991-471.999 and the Minnesota Rules, Chapter 3920 to provide a pay equity report of its <br />5 employees. Under the pay equity act employers must test their internal pay systems and report on the <br />6 principle that men and women should be compensated equally for work requiring comparable skills, <br />7 responsibilities, and effort. Thus, we test our compensation structures and class valuations internally to <br />8 assure and prove compliance as required. Adjusting male-dominated classes in a different fashion than <br />9 female-dominated classes can alter compliance within a class and compensation structure. Non- <br />10 compliance results in substantial fines until the non-compliance is resolved. <br />11 <br />12 The regulations for the reporting require the data to be reviewed by the City Council and approved by <br />13 signature of the Mayor. In order to meet the statutory delivery requirement, this report must be signed <br />14 and electronically delivered to the Minnesota Department of Management and Budget no later than <br />15 1/31/24. <br />16 <br />17 There are four tests that a city must comply with: <br />18 1. Completeness & Accuracy Test <br />19 2. Statistical Analysis Test <br />20 3. Salary Range Test <br />21 4. Exceptional Service Pay Test <br />22 <br />23 Each section on the Compliance Report (Attachment A) gives a summary of the test results. <br />24 1. The Completeness and Accuracy Test will be concluded when the report is submitted. <br />25 2. The Statistical Analysis Test (section II of the Compliance Report) compares salary data to <br />26 determine if female classes are paid consistently below male classes of comparable work value <br />27(job points). The minimum requirement to pass the statistical analysis test is an underpayment <br />28 ratio of 80%. Jurisdictions below that ratio can improve their score by increasing salaries for <br />29 females classes to at-or-above predicted pay. Our ratio is in compliance at 80.11%. It should be <br />30 noted that the Pay Equity Report being submitted reflects compensation which was in place on <br />31 December 31, of the previous year. The City recently underwent a classification and <br />32 compensation study, in part, due to the declining Underpayment Ratio over the years. The city's <br />33 underpayment ratio for the last few reports is below. With the implementation of the new <br />34 classification and compensation system, a test report that was conducted as part of this study <br />35 reflected that with the new classification and compensation system the city would recieve an <br />36 Underpayment Ratio of 91.83%. <br />Page 1 of 3 <br />Qbhf!256!pg!367 <br /> <br />
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