HomeMy WebLinkAbout6.q. Approval of Non-Union Salaries for Year 2005CITY OF ROSEMOUNT
EXECUTIVE SUMMARY FOR ACTION
City Council Meeting Date December 21, 2004
AGENDA ITEM:
Approval of Non -Union Salaries for Year
AGENDA SECTION:
2005
PREPARED BY:
Dawn Weitzel, Assistant City
Administrator
AGENDA NO,
6 7
ATTACHMENTS
None
APPROVED BY:
RECOMMENDED
ACTION: Motion to Approve Non -Union Position Salary Ranges for the
Year2005
ACTION:
ISSUE
For City Council consideration and approval is a recommendation to approve 2005 salary
ranges for all non -union positions Proposed compensation is based on three different
factors
1 Assuring Pay Complies with Pay Equity Requirements One of the main factors in
determining public sector compensation is assuring internal equity of pay by performing a
pay equity analysis The basic premise behind pay equity is that positions which have the
same relative value in terms of points should be compensated similarly
2 Assuring Pay is Competitive with Comparable Market Assurance that pay is competitive
with the market is achieved by reviewing the Stanton Group Salary Survey and adjusting
compensation for positions below the average for other Stanton VI cities (metro area cities
with a population between 10,000 and 25,000)
3 Market Rate Adwstment The final step in establishing a proposed compensation rate for
non -union position is to consider a Range Adjustment (more commonly referred to as
COLA) This adjustment provides for an increase that is comparable to the increases
allocated to other sectors of the labor market The range adjustment being proposed is
3 the same percentage increase negotiated with the City's unions for 2005
Implementation of equitable pay ranges continues to be a performance goal of the City
Administrator. He continues the past practice of negotiating ranges to be the average of
the Stanton Group VI cities and evaluating internal equity for comparable worth
requirements Stanton survey results are also analyzed to assure pay is competitive with
market
If approved, 2005 salary ranges would be as follows:
City Administrator
Chief of Police
Community Development Director
Finance Director
Park and Recreation Director
Assistant City Administrator
Police Lieutenant
Public Works Superintendent
Building Official
City Planner
Community Center Manager
Accounting Supervisor
Recreation and Parks Supervisors
Communications Coordinator
City Clerk
Police Records Supervisor
Planning /Personnel Secretary
$82,811 $103,956
$72,180 $90,761
$70,555 $88,193
$69,410 $87,637
$65,561 $82,905
$64,658 $81,021
$63,486 $78,074
$60,094 $75,149
$52,971 $66,214
$52,971 $66,214
$53,502 $63,746
$55,167 $63,662
$47,852 $60,736
$45,176 $58,374
$45,700 $56,764
$41,948 $51,418
$31,614 $42,591
SUMMARY
Pay ranges for non -union employees were developed by following three sets of criteria pay
equity compliance, comparability with other Stanton VI cities, and market rate adjustment It
is now requested that Council approve the 2005 non -union salaries
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