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� 5. Accurate, up-to-date job evaluation results are necessarv to remain in compliance with the Minnesota Pay Equity :�41. The City of Roseville is required to file this report by.l,,i7�i;,�}� ? 1.?rl�,�� Preliminary statistics compiled from the report indicate that the City of Roseville is still in compliance with the Act using our current system, but compliance is not as uniform and clear as with the proposed system and only the Department of Employee Relations can make an official determination of compliance. If out of coi�np�ia��ce with the Act, the City will be subject to monetary penalties. The proposed new system has been tested in the Pay Equity system and has passed with an almost perfect pay trend line. In example 1(Proposed Maximum Vs Current Maximum Vs Stanton 5 Maximum), we use a graphic trend line comparison with Stanton 5 cities then to show the relative pay tendencies of comparable cities compared to current pay and proposed pay in Roseville. On individual jobs there may be variation up or down, but when all jobs are compared to a trend line it is possible to observe overall pay tendencies. ..1..1Coinpc��satioi� Study12QQ512005 Compensation Anal,ysis 9-1-OS.x1.s Proposed Target Vs Current Target Vs 5tanton 5 Target .u�. �x t* - — .�o-� 1+! 8F - • — • • — ��94 - -- " — —' ' � IYQ �r � ii � ; = k �x � -._ .. ._.} __. . � L7dm — ` � x �}'197 ,#. — �•�m .. .�_ 4'i dd � rt # * . # � * . . ]hG� I �'.' . ��' L - FS• ':{ N' JY MC ]L'J• a� +Y 'Y� L'_ ��II� F — New Start Rate � 2005 Current Roseville Max W/ Longevity Polv. (New Fi�,�e Year Stepl Proposed New Plan Features: .—., . . � — •ry !L1 7f1 L� �I. 'vJ a New Fi� Year Step � 2005 Grou 5 Max Pniv.�QQ.� Grou�S The recommended new salary program consists of a modified steplmer�t plan in which the step portion is set at 97°/o of the S�anton Group 5 marketplace. This 97°/o plan would structure Roseville at just below the average in pay practices utilizing a inore conservative public approach yet also allows for merit pay above the marketplace for those achievers which warrant tk�is, Upon hire, employees would be paid at a start rate based on qualifications within the system. Under some circumstances it may be necessary to hire an employee whose experience exceeds the minimum job requirements and whose salary requirements are higher than the start rate at a rate other than the start rate. Relevant factors in this decision could include the experience and background of the candidate, the market rate for the position, the candidate's salary history, and the salaries of other City staff in similar positions. Human Resources, in conjunction with the hiring department head, determine the starting salary for new employees with the City Manager having final approval. At six months (assuming satisfactory performance) employees receive a pay increase if they start at the entry level step. Employees are then reviewed on their anniversary date, or one year subsequent to their last review, for step increase worthiness. They will move to the next step in their grade if they are meeting job requirements. Increases will be delayed if the employee is not meeting expected performance standards for an employee at that i�o��a Bacon Page Sof9 911512005