HomeMy WebLinkAbout2.c. Compensation StudyAt the last work session city staff was directed to provide further information and justification for the
increases in compensation for certain positions within the City. As a follow up to Council's request, there is
an attached memo which discusses Minnesota's Comparable Work Law. The memo also provides the
background information about each of the 17 position's duties, skill level, and qualifications along salary
information from all the survey sources and work points accorded to each position under the pay equity laws.
Staff has provided information regarding the Comparable Worth Law (pay equity) because it serves as the
basis for the entire compensation system in public employment. The compensation levels being proposed
have been analyzed for compliance with Comparable Worth Law. The analysis shows that the City will still
be in compliance with pay equity laws if adopted by Council. This compliance report is also attached.
Finally, attached Council will find the Salary Adjustment Policy for Non -Union Employees. This policy was
adopted in 1989 and may be applicable while Council reviews this issue.
CITY OF ROSEMOUNT
EXECUTIVE SUMMARY FOR ACTION
COMMITTEE OF THE WHOLE MEETING DATE: AUGUST 9, 2000
AGENDA ITEM: COMPENSATION STUDY
b
W
At the last work session city staff was directed to provide further information and justification for the
increases in compensation for certain positions within the City. As a follow up to Council's request, there is
an attached memo which discusses Minnesota's Comparable Work Law. The memo also provides the
background information about each of the 17 position's duties, skill level, and qualifications along salary
information from all the survey sources and work points accorded to each position under the pay equity laws.
Staff has provided information regarding the Comparable Worth Law (pay equity) because it serves as the
basis for the entire compensation system in public employment. The compensation levels being proposed
have been analyzed for compliance with Comparable Worth Law. The analysis shows that the City will still
be in compliance with pay equity laws if adopted by Council. This compliance report is also attached.
Finally, attached Council will find the Salary Adjustment Policy for Non -Union Employees. This policy was
adopted in 1989 and may be applicable while Council reviews this issue.
CITY OF ROSEMOUNT
EXECUTIVE SUMMARY FOR ACTION
COMMITTEE OF THE WHOLE MEETING DATE: AUGUST 9, 2000
AGENDA ITEM: COMPENSATION STUDY
AGENDA NO.:
PREPARED BY: PAULA GRAFF, HR COORDINATOR
ATTACHMENTS: COMPENSATION STUDY MEMO,
APPROVED BY:
PAY EQUITY COMPLIANCE REPORT,
SALARY ADJUSTMENT POLICY
RECOMMENDED ACTION / NOTES:
MEMORANDUM
DATE: August _l, 2000
TO: City Council
FROM: Paula Graff, Human Resources Coordinator
SUBJECT: Compensa Study
Background
In 1984 the Minnesota legislature passed the Comparable Worth Law. This law required public
employers to conduct a job evaluation study, determine "comparable work value" based upon
knowledge, responsibility, effort and working conditions and establish "reasonable compensation
relationships for all positions, with the exception of elected officials and certain part-time, temporary
and seasonal employees. The law was created to eliminate some of the disparities between the jobs that
were traditionally performed by men and those traditionally performed by women.
Methods and Systems
The Minnesota Comparable Worth Law became the basis for compensation in the public sector.
Although the 1984 Comparable Worth Law included criteria for defusing a "reasonable relationship"
the law did not contain specific procedural directives regarding how compliance is to be achieved.
There are thousands of different job evaluation systems now in use. Organizations will use one of
about dozen primary technical approaches, such as the factor comparison, point- factor, job
component, definition, ranking and slotting methods. Each method, and thus each system, is either
quantitative or non - quantitative. Different systems are used by local municipalities; the most common
of these systems are the Hay System, PDI, and Riley, Dettmann & Kelsey (to.name a few).
The Hay System is the model currently used by the City of Rosemount. The modern Hay System,
properly called the Hay Guide Chart- Profile Method of Job Evaluation, is extensively used in the
private sector to evaluate executive, managerial, supervisory, professional and/or nonexempt white-
and blue- collar jobs. Its use in the public sector is growing.
The system consists of 187 standardized job elements that are entered by the consultant into a
computer. Based upon the value assigned to each element, the computer assigns a numeric value to
the job. Within the City, the highest ranking position scores 1040 while the lowest scores an 82.
Generally, compensation increases as the position scores increase; however there are some exceptions.
Job Analysis
With Comparable Worth Law as a backdrop, we can now begin to examine the seventeen positions
that were studied in the Limited Market Survey. As Council reviews each of the positions, there
should be similarities between the number of job points and the level of compensation. Also to be
considered is the duties performed, the skill level, and the required qualifications. This information for
each of these jobs is provided on the following pages:
1
I. POLICE CHIEF:
A. Example of duties:
1. Directs and manages the police department.
2. Develops goals and implements policing policies.
3. Develops, implements and monitors department budget.
B. Skill level:
1. Top position responsible for the supervision and coordination of the Police Department.
C. Qualifications:
1. Bachelor's degree in law enforcement or related field.
2. 10 years progressive experience, 5 years in a supervisory capacity.
3. MN POST licensed.
D. Compensation:
1. Rosemount: $62,064 - $71,005
2. Staton VI: $60,528 $75,444
3. Market Study: $59,856 - $75,092
4. Recommended: $59,856 $75,092
E. Work Points:
1. 735 points, P highest
2. Recommendation makes it 2 nd highest compensated position.
II, POLICE LIEUTENANT
A. Example of duties
1. Supervises sergeants and performs overall supervision of subordinate officers.
2. Oversees investigations of criminal law violations.
3. Supervises scheduling and coordination of shift changes.
B. Skill level:
1. Second in command, responsible for the supervision and coordination of the Police Department.
C. Qualifications:
1. Associate's degree in law enforcement or related field.
2. 7 years progressive experience, 3 years in a supervisory capacity.
3. MN POST licensed.
D. Compensation:
1. Rosemount: $45,403 - $60,537
2. Staton VI $53,904 - $66,000
3. Market Study: $45,403 - $60,537
4. Recommended: $45,403 - $60,537
E. Work Points:
1. 560, 7 highest number of job points
2. Recommendation makes it 7 highest compensated position.
PUBLIC WORKS DIRECTOR/ CITY ENGINEER
A. Example of duties:
1. Evaluates public works needs and formulates long and short range plans to meet needs in all
areas.
2. Plans and supervises programs, plans, services staffing, equipment and infrastructure.
3. Reviews plans and specifications, assures compliance of projects.
B. Skill level:
1. Top position responsible for the supervision and coordination of the Public Works Department.
C. Qualifications:
1. Bachelor's degree in Civil Engineering or related field.
2. 5 years progressively responsible public works or engineering experience
3. Registration as a Professional Engineer in the State of Minnesota.
2
D. Compensation:
1. Rosemount: $65,476 $74,830
2. Staton VI: $60,108 - $73,584
3 Market Study: $58,111 - $73,252
4. Recommended: $60,108 — $74,830
E. Work Points:
1. 765,2 highest number of job points
2. Recommendation makes it Y highest compensated position.
IV. PUBLIC WORKS SUPERVISOR
A. Example of duties:
1. Plans and establishes priorities for projects.
2. Supervises operations and maintenance program for water and sanitary sewer systems, storm
sewer systems, streets and trails, parks, buildings, vehicles and maintenance equipment.
B. Skill level:
1. Managerial position involving second -line supervision and overall responsibility for street,
utility, park maintenance, etc. in the Public Works Department.
C. Qualifications:
1. 5 years progressive experience, 2 years in a supervisory capacity.
D. Compensation:
1. Rosemount: $41,305 - $55,073
2. Staton VI: $48,732 - $60,144
3. Market Study: $47,015 - $60,083
4. Recommended: $47,015 - $60,083
E. Work Points:
1. 525, 9"' highest number of job points
2. Recommendation makes it 8 highest compensated position.
V. CIVIL ENGINEER
A. Example of duties:
1. Reviews private project development plans for compliance with codes and standards.
2. Coordinates and oversees the development of plan updates involving municipal infrastructure.
3. Coordinates the preparation of engineering plans and specifications. Plans and establishes
priorities for projects.
B. Skill level:
1. Experienced — level professional civil engineering work of moderate to complex difficulty.
C. Qualifications:
1. Bachelor's degree in civil engineering or related field
2. 3 years previous professional civil engineering experience in municipal filed:
3. Or any equivalent combination of education and experience.
D. Compensation:
1. Rosemount:, $37,453 - $49,937
2. Staton VI: $43,464 - $54,432
3. Market Study: $47,477 - $61,880
4. Recommended: $47,477 - $61,880
E. Work Points:
1. 404, 1 Ph /12 highest number of job points
2. Recommendation makes it 9 highest compensated position.
VI. SENIOR ENGINEERING TECHNICIAN
A. Example of duties:
1. Assists in the application of methods /techniques of civil engineering technology.
3
VIII. COMMUNITY DEVELOPMENT DIRECTOR
A. Example of duties:
1. Plan, directs and coordinates short and long range planning for all divisions of Community
Development.
2. Directs administration of planning and zoning ordinances.
3. Directs economic development functions.
4. Assures code administration and enforcement.
B. Skill level
1. Top position in Community Development function with oversight responsibility in closely
related areas such as planning, inspection, economic development, code enforcement, etc.
C. Qualifications:
1. Bachelor of Bachelor's degree in planning, urban studies, or closely related field.
4
2.
Performs CAD & drafting work, maintains GIS database.
B.
Skill level
1.
Senior or lead position including complex duties involving directing, coordinating and
participating in the most difficult non - professional engineering work requiring extensive
specialized knowledge and experience.
C.
Qualifications:
1.
Graduate of a vocational /technical college in civil engineering.
2.
Advanced training in drafting, CAD, engineering technology.
3.
Minimum of seven years related experience.
4.
Or any equivalent combination of education and experience.
D.
Compensation:
1.
Rosemount: $37,453 - $49,937
2.
Staton VI: $38,228-48,624
3.
Market Study: $38,824 - $49,167
4.
Recommended: $38,824- $49,167
E.
Work Points:
1.
342, 15 highest number of job points
2.
Recommendation makes it 15' highest compensated position.
VII. WATER
RESOURCE ENGINEER
A.
Example of duties:
1.
Reviews and evaluates plan in the field grading, drainage, erosion control and tree preservation.
2.
Reviews and analyzes wetland delinations of developers.
3.
Reviews and processes applications for wetland impacts and exemptions.
B.
Skill level
1.
Same as Senior Engineering Tech.
C.
Qualifications:
1.
Bachelor of Science degree in Civil, Environmental, Water Resources, Geological or related
Engineering field.
2.
Minimum of one year related experience.
3.
Or any equivalent combination of education and experience.
D.
Compensation:
1.
Rosemount: $37,453 - $49,937
2.
Staton VI: $38,228- 48,624
3.
Market Study: $40,625 - 53,164
4.
Recommended: $38,824- $49,167 (same as Senior Engineering Tech.)
E.
Work Points:
1.
342, 15 highest number of job points
2.
Recommendation makes it 15'h highest compensated position.
VIII. COMMUNITY DEVELOPMENT DIRECTOR
A. Example of duties:
1. Plan, directs and coordinates short and long range planning for all divisions of Community
Development.
2. Directs administration of planning and zoning ordinances.
3. Directs economic development functions.
4. Assures code administration and enforcement.
B. Skill level
1. Top position in Community Development function with oversight responsibility in closely
related areas such as planning, inspection, economic development, code enforcement, etc.
C. Qualifications:
1. Bachelor of Bachelor's degree in planning, urban studies, or closely related field.
4
2. Five years experience in governmental planning, community development and zoning, with two
years in a responsible supervisory position.
D. Compensation:
1. Rosemount: $57,157 - $65,323
2. Staton VI: $57,348 - $70,932
3. Market Study: $54,574 $68,767
4. Recommended: $54,574 - $68,767
E. Work Points:
1. 611, 5 highest number of job points
2. Recommendation makes it 5`h highest compensated position.
IX. CITY PLANNER
A. Example of duties:
1. Reviews development and related land use permit applications, site plans, variance applications,
etc. and examines for compliance with established ordinances and regulations.
2. Provides information to developers, property owners and interested persons on land use
applications as they relate to city ordinance and regulations.
3. Prepares reports with finding and recommendations on land use proposals.
B. Skill level
1. Performs top level professional planning work in developing, coordinating, and communicating
broad aspects of community planning or related planning areas.
C. Qualifications:
1. Bachelor of Bachelor's degree in planning, urban studies, or closely related field.
2. Three years planning or related experience.
D. Compensation:
1. Rosemount: $37,453 $49,937
2. Staton VI: $42,144 - $54,384
3. Market Study: $41,711— $53,556
4. Recommended: $43,762 $56,294 (comparable to Building Official)
E. Work Points:
1. 404, 11'/12' highest number of job points =
2. Recommendation makes it 9 th /10` highest compensated position.
X. BUILDING OFFICIAL
A. Example of duties:
1. Plans, assigns, supervises and directs all building inspection fimctions, including structural,
plumbing, and related inspection for compliance with pertinent codes.
2. Handles difficult public contact problems and assists and advises the general public, design
profession and construction industry on matters relating to the building code and building
construction:
B. Skill level
1. Highest level building inspection official designated by statute.
C. Qualifications:
1. Post high school course work in building inspection or related field.
2. Four years experience in building inspection field including two years as a municipal building
inspector.
3. MN Class II Building Official certification
4. PCA on- site Septic Certification.
D. Compensation:
1. Rosemount: $40,076 - $453,434
2. Staton VI: $43,092 $53,676
3. Market Study: $43,762 — $56,294
5
4. Recommended: $43,762 - $56,294
E. Work Points:
1. 415, 10` highest number of job points
2. Recommendation makes it I V highest compensated position.
XI. BUILDING INSPECTOR
A. Example of duties:
1. Performs all on -site inspections assigned by the Building Official which include but are not
limited to the inspections of footings, foundations, framing, plumbing and mechanical systems.
2. Maintains records of building and inspection activity. Prepares permits, handouts, forms and
required paperwork.
B. Skill level
1. Full performance inspection work involving the enforcement of regulations concerning a single
area or combination of areas such as structural, plumbing, heating and other codes.
C. Qualifications:
1. Minimum 5 years construction trades experience, including commercial and industrial.
2. High school degree or GED equivalent.
D. Compensation:
1. Rosemount: $31,030 - $41,373
2. Staton VI: $37,980 - $48,348
3. Market Study: $36,749 - $47,930
4. Recommended: $36,749 - $48,348
E. Work Points:
1. 262, 18'/19 highest number of job points
2. Recommendation makes it 18' highest compensated position.
IIII. FINANCE DIRECTOR
A. Example of duties:
1. Prepare & evaluate policies and practices relating to the financial management of the City.
2. Responsible for the preparation of the annual budget.
3. Coordinates the financial aspects of improvement projects.
4. Performs financial analysis and directs the investment of municipal funds.
B. Skill level
1. The top financial /accounting position in the government unit.
C. Qualifications:
1. Bachelor's degree in accounting, business administration or related.
2. Two years supervisory experience.
3. Three years of progressively responsible financial experience.
D. Compensation:
1. Rosemount: $60,217 $68,819
2. Staton VI: $58,824 - $73,728
3. Market Study: $56,579-$72,638
4. Recommended: $56,579`- $72,638
E. Work Points:
1. 677, 4"' highest number of job points
2. Recommendation makes it 4 highest compensated position.
IIIII. HUMAN RESOURCES / COMMUNICATIONS COORDINATOR
A. Example of duties:
1. Manages day to day human resource programs including recruitment, selection, orientation.
2. Maintains city's pay program, position descriptions and evaluation systems.
3. Plans and directs implementation and administration of benefits programs.
0
4. Produces city newsletters and press releases.
B. Skill level
1. The top position responsible for most phases of personnel administration. Reports to top
administrator, supervision is minimal. Assumes responsibility for policy formulation.
C. Qualifications:
1. Bachelor's degree in public administration, human resources management or related,
2. Two years administrative or personnel experience.
3. One year supervisory experience.
D. Compensation:
1. Rosemount: $41,715 - $55,624
2. Staton VI: $51,108 - $63,444
3. Market Study: $47,131— 60,250
4. Recommended: $41,715 - $55,620
E. Work Points:
1. 535, 8` highest number of job points
2. Recommendation makes it 13' highest compensated position,
XIV. CITY CLERK
A. Example of duties:
1. Performs administrative support duties for the City Administrator and City Council.
2. Coordinates and compiles agenda items and prepares packets for meetings. Prepares and
distributes minutes.
3. Administers issuance of municipal licenses and coordinates renewal processes.
4. Oversees local, state and federal elections.
B. Skill level
1. Duties are a combination of clerical support, record - keeping, administrative detail and inter-
function organizing.
C. Qualifications:
1. Graduate of a two -year vocational, business, secretarial school or equivalent.
2. 3 years recent executive secretary/ administrative assistant experience or a minimum of 5 years
executive secretary/ administrative assistance experience and post - secondary training.
D. Compensation:
1. Rosemount: $28,192 - $37,590 (Administrative Assistant wage range)
2. Staton VI: $42,984 - $52,344
3. Market Study: $39,885 — $50,766
4. Recommended: $31,000 - $45,000
E. Work Points:
1. 275 *, 17` highest number of jobpoints (* This is an estimate; this position has not been
formally scored.)
2. Recommendation makes it 19 highest compensated position.
XV. PARKS & RECREATION DIRECTOR
A. Example of duties:
1. Leads departmental operations by planning, directing and organizing programs, activities and
facilities.
2. Supervises and delegates assignments to staff.
3. Develops long range plans for Parks & Recreation facilities.
4. Directs and supervises departmental budget.
B. Skill level
1. Top position involving overall responsibility for recreation activities in the City.
C. Qualifications:
1. Bachelor's degree in recreation and park administration or related.
7
2. Three years administrative and supervisory experience in municipal parks and recreation.
D. Compensation:
1. Rosemount: $55,436 - $63,355
2. Staton VI: $54,336 $67,500
3. Market Study: $53,277 - $68,460
4. Recommended: $54,336 - $67,500
E. Work Points:
1. 601, 6"' highest number of job points
2. Recommendation makes it 6 th highest compensated position.
XVI. RECREATION SUPERVISOR
A. Example of duties:
1. Plans, conducts and coordinates recreation programs and special events.
2. Supervises recreational staff, special interest instructors, seasonal employees and volunteers as
assigned.
3. Supervises activities for persons engaged in recreation programs.
B. Skill level
1. Experienced -level professional recreation position.
C. Qualifications:
1. Bachelor's degree in recreation or related.
2. Two years recreation experience including programming;
3. Or a combination of education and experience.
D. Compensation:
1. Rosemount: $31,030 - $41,373
2. Staton VI: $38,880 - $50,052
3. Market Study: $37,227- $48,609
4. Recommended: $37,227 - $48,609
E. Work Points:
1. 262, 18 highest number of job points
2. Recommendation makes it 16 highest compensated position.
XVH. COMMUNITY CENTER MANAGER
A. Example of duties:
1. Provides supervision, training and direction of staff at the Community Center.
2. Facilitates all activities occurring in the Center.
B. Skill level
1. Top position in community center /ice arena operations including scheduling, programs, fee
structures, facilities and ice maintenance.
C. Qualifications:
1. Bachelor's degree in recreation or related.
2. Two years recreation experience in a community center, health club, or related;
3. Or a combination of education and experience.
D. Compensation:
1. Rosemount: $36,308 - $48,410
2. Staton VI: $40,596 $50,748
3. Market Study: $38,782 - $49,424
4. Recommended: $40,596 - $50,748
E. Work Points:
1. 375, 14 highest number of job points
2. Recommendation makes it 14 highest compensated position.
L
Compliance Report
Jurisdiction: City of Rosemount
Date:
Pay Equity Report
8/2100
Contact: Paula Graff Phone:
(651) 322 -2002
Insurance Added? Y Job Evaluation System Used: Consultant Hay system
The statistical analysis, salary range and exceptional service pay test results are shown below. Part I is general
information from your Pay Equity Report data. Parts II, III, and IV give you the test results. For more detail on each
test, refer to the guidebook.
1. GENERAL JOB CLASS INFORMATION
Male Female Balanced
All Job
Classes Classes Classes
Classes
# Job Classes 18 14 6
38
# Employees 48 17 13
. 78
Avg. Max Monthly
Pay per Employee 3,995.88 3,261.35
3,583.45
II. STATISTICAL ANALYSIS TEST Male
Female
Classes
A. UNDERPAYMENT RATIO = 136.1
Classes
a. # at or above Predicted Pay 11
10
b. # Below Predicted Pay 7
4
C. TOTAL 18
14
d. % Below Predicted Pay 38.89
28.57
(b divided by c = d)
" (Result is % of male Gasses below predicted pay divided by % of female classes below predicted pay)
B. T -TEST RESULTS
Degrees of Freedom (DF) = 63 Value of T = -1.150
a. Avg. diff. in pay from predicted pay for male jobs = $62
b. Avg. diff. in pay from predicted pay for female jobs = $152
Ill. SALARY RANGE TEST = 90.00 % (Result is A divided by B)
A. Avg. # of years to max salary for male jobs = 4.50
B. Avg. # of years to max salary for female jobs = 5.UU
IV. EXCEPTIONAL SERVICE PAY TEST 100.00%
A. % of male classes receiving ESP 50.00
B. % of female classes receiving ESP 50.00
* (if 20% or less, test result will be 0.00)
Predicted Pay Report - City of Rosemount
Pay Equity Report
Case: New figures
Job
Male
Female
Total
Nbr
Job Title
Empl
Empl
Empl
Sex
1
City Administrator
1
0
1
M
2
PW Director
0
0
0
B
3
Police Chief
1
0
1
M
4
Finance Director
1
0
1
M
5
Community Development Director
1
0
1
M
6
Parks & Recreation Director
1
0
1
M
7
Police Lieutenant
1
0
1
M
8
HR / Comm Coordinator
0
1
1
F
9
Public Works Superintendent
1
0
1
M
10
Building Official
1
0
1
M
11
City Planner
1
0
1
M
12
Civil Engineer
0
0
0
B
13
Police Sergeant
2
0
2
M
14
Sr. Engineering Tech
2
1
3
B
15
Police Officer
9
2
11
M
16
Community Center Manager
1
0
1
M
17
Building Inspector
2
0
2
M
18
Fire Marshal (PT)
1
0
1
M
19
Recreation Supervisor
0
2
2
F
20
City Clerk
0
1
1
F
21
Senior Accounting Clerk
0
1
1
F
22
Maintenance Worker
13
0
13
M
23
Mechanic
2
0
2
M
24
Personnel Planning Secretary
0
1
1
F
25
Police Secretary
0
1
1
F
26
Public Works Secretary
0
2
2
F
27
Rental Coordinator
0
1
1
F
28
Deputy Registrar/ Utility Bill
0
2
2
F
29
Building Inspections Secreted
0
1
1
F
30
Receptionist (FT)
0
1
1
F
31
Building Maintenance Worker
4
0
4
M
32
Custodian
0
1
1
F
33
Community Service Officer
3
0
3
M
34
Building Attendant (PT)
7
3
10
B
8/2100 12 :10:50 PM
Page: 1
Work
Max Mo.
Predicted
Pay
Points
Salary
P
Difference
1040
$7,360.00
$7,399.99
- $39.99
765
$6,457.00
$6,641.50
- $184.50
735
$6,479.00
$6,502.90
- $23.90
677
$6,274.00
$6,234.78
$39.22
611
$5,952.00
$5,908.01
$43.99
601
$5,846.00
$5,843.97
$2.03
560
$5,721.00
$5,576.81
$144.19
535
$4,856.00
$5,384.18
- $528.18
525
$5,227.00
$5,307.06
- $80.06
415
$4,912.00
$4,973.86
- $61.86
404
$4,912.00
$4,895.28
$16.72
404
$4,912.00
$4,895.28
$16.72
382
$4,879.00
$4,737.77
$141.23
342
$4,318.00
$4,554.10
- $236.10
280
$4,263.00
$4,153.68
$109.32
375
$4,450.00
$4,729.11
- $279.11
262
$4,250.00
$4,056.89
$193.11
262
$3,448.00
$4,056.89
- $608.89
262
$4,272.00
$4,056.89
$215.11
275
$3,971.00
$4,194.52
- $223.52
213
$3,354.00
$3,433.43
- $79.43
197
$3,354.00
$3,214.11
$139.89
197
$3,500.00
$3,214.11
$285.89
185
$3,118.00
$3,049.94
$68.06
185
$3,118.00
$3,049.94
$68.06
185
$3,118.00
$3,049.94
$68.06
177
$3,071.00
$2,955.13
$115.87
177
$3,071.00
$2,955.13
$115.87
177
$3,118.00
$2,955.13
$162.87
104
$2,656.00
$1,781.76
$874.24
144
$2,796.00
$2,424.65
$371.35
144
$2,274.00
$2,424.65
- $150.65
122
$1,428.00
$2,071.25
- $643.25
121
$1,931.00
$2,055.09
- $124.09
' Predicted Pay Report -
City of Rosemount
8/2/00 12:10:51 PM
Pay Equity Report
Page: 2
Case: New figures
Job
Male Female
Total
Work
Max Mo.
Predicted
Pay
Nbr
Job Title
Empi Empl
Empl
Sex
Points
Salary
P
Difference
35
Tiny Tot Instructor
0 1
1
F
82
$2,435.00
$1,428.37
$1,006.63
36
Receptionist - PT
0 0
0
B
104
$2,435.00
$1,781.76
$653.24
37
Code Enforcement Official
0 0
0
B
262
$3,669.00
$4,056.89
- $387.89
38
Secretary (PT)
0 1
1
F
122
$2,550.00
$2,071.25
$478.75
Points
— Predicted Pay . Male Jobs Female Jobs ♦ Balanced Jobs
City of Rosemount
Pay Equity Report
CITY OF ROSEMOUNT
POLICY TITLE SALARY ADJUSTMENT POLICY - NON -UNION EMPLOYEES
POLICY NUMBER PE - 3
PROPOSED BY ADMINISTRATION
DATE APPROVED BY COUNCIL DECEMBER 5, 1989
PURPOSE
The City of Rosemount values its employees and finds it necessary to
maintain a credible method by which employees can expect to gain and
maintain salary levels within the city's salary structure. This policy
will determine a consistent method by which an employee's salary is set
and how an employee's salary may be adjusted from time to time allowing
the employee to advance within the salary range for the position the
employee holds.
I. The City Council of Rosemount has established a certain salary
compensation schedule which is updated on an annual basis to
reflect changes in position requirements and compensation value
for those positions. (The current schedule is attached for
reference to this policy.)
II. Employees may be hired anywhere within the salary range for the
position they will fill at the discretion of the City Council
based upon recommendation by city administration.
III. Salary adjustments can be made based on two criteria: (1) annual
cost of living adjustments, or other factors such as comparable
worth which affect the salary range the employee is in; and (2)
adjustments to the specific employee's salary due to movement
within the range.
IV. It is envisioned that the middle of the salary range will
maintain an "average" salary for positions for cities the size of
Rosemount and for positions with similar duties and
responsibilities. In.order for an employee to reach that
"average ", he /she should exhibit "at least" average experience
and capabilities. It is further assumed that to qualify in
meeting the experience factor, an employee should have at least
one year in the position currently assigned. Movement through
the salary range will also be determined by satisfactory
performance evaluations completed by the employee's supervisor.
V. Movement of employees to salary levels along the range to points
not specifically coinciding with mid and top points is
satisfactory and will be determined by the employee's supervisor
and the approval of the city administrator under budgeting
SALARY ADJUSTMENT POLICY NON -UNION EMPLOYEES
PE - 3
-. Page 2
guidelines determined and approved by City Council.
VI. Unsatisfactory performance evaluation by the employee's
supervisor will be the basis for holding an employee back from
potential movement in the salary schedule and/or annual
adjustments to the position's salary range.
CITY OF ROSEMOUNT
EXECUTIVE SUMMARY FOR ACTION
COMMITTEE OF THE WHOLE MEETING DATE: AUGUST 9, 2000
AGENDA ITEM: COMPENSATION STUDY
AGENDA NO.:
PREPARED BY: PAULA GRAFF, HR COORDINATOR
ATTACHMENTS: COMPENSATION STUDY MEMO,
APPROVED BY:
PAY EQUITY COMPLIANCE REPORT,
SALARY ADJUSTMENT POLICY
At the last work session city staff was directed to provide further information and justification for the
increases in compensation for certain positions within the City. As a follow up to Council's request, there is
an attached memo which discusses Minnesota's Comparable Work Law. The memo also provides the
background information about each of the 17 position's duties, skill level, and qualifications along salary
information from all the survey sources and work points accorded to each position under the pay equity laws.
Staff has provided information regarding the Comparable Worth Law (pay equity) because it serves as the
basis for the entire compensation system in public employment. The compensation levels being proposed
have been analyzed for compliance with Comparable Worth Law. The analysis shows that the City will still
be in compliance with pay equity laws if adopted by Council. This compliance report is also attached.
Finally, attached Council will find the Salary Adjustment Policy for Non -Union Employees. This policy was
adopted in 1989 and may be applicable while Council reviews this issue.
RECOMMENDED ACTION / NOTES:
D. Compensation:
1. Rosemount: $65,476 — $74,830
2. Staton VI: $60,108 - $73,584
3. Market Study: $58,111 - $73,252
4. Recommended: $60,108 — $74,830
E. Work Points:
1. 765, 2 nd highest number of job points
2. Recommendation makes it Y highest compensated position.
IV. PUBLIC WORKS SUPERVISOR
A. Example of duties:
1. Plans and establishes priorities for projects.
2. Supervises operations and maintenance program for water and sanitary sewer systems, storm
sewer systems, streets and trails, parks, buildings, vehicles and maintenance equipment.
B. Skill level:
1. Managerial position involving second -line supervision and overall responsibility for street,
utility, park maintenance, etc. in the Public Works Department.
C. Qualifications:
1. 5 years progressive experience, 2 years in a supervisory capacity.
D. Compensation:
1. Rosemount: $41,305 - $55,073
2. Staton VI: $48,732 - $60,144
3. Market Study: $47,015- $60,083
4. Recommended: $47,015 - $60,083
E. Work Points:
1. 525, 9` highest number of job points
2. Recommendation makes it 8 highest compensated position.
V. CIVIL ENGINEER
A. Example of duties:
1. Reviews private project development plans for compliance with code&-and standards.
2. Coordinates and oversees the development of plan updates involving municipal infrastructure.
3. Coordinates the preparation of engineering plans and specifications. Plans and establishes
priorities for projects.
B. Skill level:
1. Experienced — level professional civil engineering work of moderate to complex difficulty.
C. Qualifications:
1. Bachelor's degree in civil engineering or related field
2. 3 years previous professional civil engineering experience in municipal filed:
3. Or any equivalent combination of education and experience.
D. Compensation:
1. Rosemount: $37,453 - $49,937
2. Staton VI: $43,464 - $54,432
3. Market Study: $47,477 - $61,880
4. Recommended: $43,'-E(A — ' y3L
E. Work Points:
1. 404, 11` /12' highest number of job points
2. Recommendation makes it 9 highest compensated position.
13th
VI, SENIOR ENGINEERING TECM'4ICI4,N
A. Example of duties:
1. Assists in the application of methods /techniques of civil engineering technology.
3
2. Performs CAD & drafting work, maintains GIS database.
B. Skill level
1. Senior or lead position including complex duties involving directing, coordinating and
participating in the most difficult non - professional engineering work requiring extensive
specialized knowledge and experience.
C. Qualifications:
1. Graduate of a vocational/technical college in civil engineering.
2. Advanced training in drafting, CAD, engineering technology.
3. Minimum of seven years related experience.
4. Or any equivalent combination of education and experience.
D. Compensation
1. Rosemount: - 749 3 4, yZl -
2. Staton VI: $38,220-
3. Market Study: $38,824 - $49,167
4. Recommended: $38,824 - $49,167
E. Work Points:
1. 342,15' highest number of job points
2. Recommendation makes it 15' highest compensated position.
VII. WATER RESOURCE ENGINEER
A. Example of duties:
1. Reviews and evaluates plan in the field grading, drainage, erosion control and tree preservation.
2. Reviews and analyzes wetland delinations of developers.
3. Reviews and processes applications for wetland impacts and exemptions.
B. Skill level
1. Same as Senior Engineering Tech.
C. Qualifications:
1. Bachelor of Science degree in Civil, Environmental, Water Resources, Geological or related
Engineering field.
2. Minimum of one year related experience.
3. Or any equivalent combination of education and experience.
D. Compensation:
1. Rosemount: �► 3,'�Z -� -', S `� 5
2. Staton VI: X638,226- X8;624" 3b, g d$ b g 17 -
3. Market Study: $40,625 - 53,164
4. Recommended: $38,824 - $49,167 (same as Senior Engineering Tech.)
E. Work Points:
1. 342,15' highest number of job points
2. Recommendation makes it 15` highest compensated position.
VIII. COMMUNITY DEVELOPMENT DIRECTOR
A. Example of duties:
1. Plan, directs and coordinates short and long range planning for all divisions of Community
Development.
2. Directs administration of planning and zoning ordinances.
3. Directs economic development functions.
4. Assures code administration and enforcement.
B. Skill level
1. Top position in Community Development function with oversight responsibility in closely
related areas such as planning, inspection, economic development, code enforcement, eta.
C. Qualifications:
1. Bachelor of Bachelor's degree in planning, urban studies, or closely related field.
4
2. Five years experience in governmental planning, community development and zoning, with two
years in a responsible supervisory position.
D. Compensation:
1. Rosemount: $57,157 - $65,323
2. Staton VI: $57,348 - $70,932
3. Market Study: S54,574 - $68,767
4. Recommended: S54,574 - $68,767
E. Work Points:
1. 611, 5` highest number of jobpoints
2. Recommendation makes it 5 highest compensated position.
IX. CITY PLANNER
A. Example of duties:
1. Reviews development and related land use permit applications, site plans, variance applications,
etc. and examines for compliance with established ordinances and regulations.
2. Provides information to developers, property owners and interested persons on land use
applications as they relate to city ordinance and regulations.
3. Prepares reports , ;%ith finding and recommendations on land use proposals.
B. Skill level
1. Performs top level professional planning work in developing, coordinating, and communicating
broad aspects of community planning or related planning areas.
C. Qualifications:
1. Bachelor of Bachelor's degree in planning, urban studies, or closely related field.
2. Three years planning or related experience.
D. Compensation:
1. Rosemount: $37,453 $49,937
2. Staton VI: $42,144 - $54,384'
3. Market Study: 541,711- $53,556
4. Recommended: S43,762 - $56,294 (comparable to Building Official)
E. Work Points:
1. 404, 11�/12` highest number of job points
2. Recommendation makes it 9` /10' highest compensated position.
X. BUILDING OFFICIAL
A. Example of duties:
1. Plans, assigns, supervises and directs all building inspection functions, including structural,
plumbing, and related inspection for compliance with pertinent codes.
2. Handles difficult public contact problems and assists and advises the general public, design
profession and construction industry on matters relating to the building code and building
construction.
B. Skill level
1. Highest level building inspection official designated by statute.
C. Qualifications:
1. Post high school course work in building inspection or related field.
2. Four years experience in building inspection field including two years as a municipal building
inspector.
3. MN Class H Building Official certification
4. PCA on -site Septic Certification.
D. Compensation:
1. Rosemount: $40,076 - $ ;53,434
2. Staton Vl: $43,092 - $53,676
3. Market Study: $43,762 - $56,294
5
4. Recommended: $43,762 - $56,294
E. Work Points: "/ u v-
1. 415, a highest number of job points
2. Recommendation makes it *"' highest compensated position.
0" I log"
XI. BUILDING INSPECTOR
A. Example of duties:
1. Performs all on -site inspections assigned by the Building Official which include but are not
limited to the inspections of footings, foundations, framing, plumbing and mechanical systems.
2. Maintains records of building and inspection activity. Prepares permits, handouts, forms and
required paperwork.
B. Skill level
1. Full performance inspection work involving the enforcement of regulations concerning a single
area or combination of areas such as structural, plumbing, heating and other codes.
C. Qualifications:
1. Minimum 5 years construction trades experience, including commercial and industrial.
2. High school degree or GED equivalent.
D. Compensation:
1. Rosemount: $31,030 - $41,373
2. Staton VI: $37,980 - $48,348
3. Market Study: $36,749 - $47,930
4. Recommended: $36,749 - $48,348
E. Work Points:
1. 262, 18"'/19'/20 highest number of job points
2. Recommendation makes it 18 highest compensated position.
XII. FINANCE DIRECTOR
A. Example of duties:
1. Prepare & evaluate policies and practices relating to the financial ma_ nagement of the City.
2. Responsible for the preparation of the annual budget.
3. Coordinates the financial aspects of improvement projects.
4. Performs financial analysis and directs the investment of municipal funds.
B. Skill level
1. The top financial /accounting position in the government unit.
C. Qualifications:
1. Bachelor's degree in accounting, business administration or related.
2. Two years supervisory experience.
3. Three years of progressively responsible financial experience.
D. Compensation:
1. Rosemount: $60,217 - $68,819
2. Staton VI: $58,824 - $73,728
3. Market Study: $56,579 - $72,638
4. Recommended: $56,579 - $72,638
E. Work Points:
1. 677, 4` highest number of job points
2. Recommendation makes it 0 highest compensated position.
IGII. HUMAN RESOURCES / COMMUNICATIONS COORDINATOR
A. Example of duties:
1. Manages day to day human resource programs including recruitment, selection, orientation.
2. Maintains city's pay program, position descriptions and evaluation systems.
3. Plans and directs implementation and administration of benefits programs.
0
4. Produces city newsletters and press releases.
B. Skill level
1. The top position responsible for most phases of personnel administration. Reports to top
administrator, supervision is minimal. Assumes responsibility for policy formulation.
C. Qualifications:
1. Bachelor's degree in public administration, human resources management or related.
2. Two years administrative or personnel experience.
3 One year supervisory experience.
D. Compensation:
1. Rosemount: $41,715- $55,620
2. Staton VI: $51,108 - $63,444
3. Market Study: $47,131— 60,250
4. Recommended: $41,715 - $55,620
E. Work Points:
1. 535,8 highest number o €job oints
2. Recommendation makes it ;e highest compensated position.
XIV. CITY CLERK
A. Example of duties:
1. Performs administrative support duties for the City Administrator and City Council.
2. Coordinates and compiles agenda items and prepares packets for meetings. Prepares and
distributes minutes.
3. Administers issuance of municipal licenses and coordinates renewal processes.
4. Oversees local, state and federal elections.
B. Skill level
1. Duties are a combination of clerical support, record- keeping, administrative detail and inter-
function organizing.
C. Qualifications:
1. Graduate of a two -year vocational, business, secretarial school or equivalent.
2. 3 years recent executive secretary/ administrative assistant experience or a minimum of 5 years
executive secretary/ administrative assistance experience and post - secondary training.
D. Compensation:
1. Rosemount: $28,192 - $37,590 (Administrative Assistant wage range)
2. Staton VI: $42,984 - $52,344
3. Market Study: $39,885 — $50,766
4. Recommended: $31,000 - $45,000
E. Work Points:
1. 275 *, 17 highest number of job points(* This is an estimate; this position has not been
formally scored.)
2. Recommendation makes it 1 highest compensated position.
XV. PARKS & RECREATION DIRECTOR
A. Example of duties:
1. Leads departmental operations by planning, directing and organizing programs, activities and
facilities.
2. Supervises and delegates assignments to staff.
3. Develops long range plans for Parks & Recreation facilities.
4. Directs and supervises departmental budget.
B. Skill level
1. Top position involving overall responsibility for recreation activities in the City.
C. Qualifications:
1. Bachelor's degree in recreation and park administration or related.
7
2. Three years administrative and supervisory experience in municipal parks and recreation.
D. Compensation:
1. Rosemount: $55,436 - $63,355
2. Staton VI: $54,336 - $67,500
3. Market Study: $53,277 - $68,460
4. Recommended: $54,336 - $67,500
E. Work Points:
1. 601, 6 highest number of job points
2. Recommendation makes it a highest compensated position.
XVI.. RECREATION SUPERVISOR
A. Example of duties:
1. Plans, conducts and coordinates recreation programs and special events.
2. Supervises recreational staff, special 'interest instructors, seasonal employees and volunteers as
assigned.
3. Supervises activities for persons engaged in recreation programs.
B. Skill level
1. Experienced -level professional recreation position.
C. Qualifications:
1. Bachelor's degree in recreation or related.
2. Two years recreation experience including programming;
3. Or a combination of education and experience.
D. Compensation:
1. Rosemount: $31,030 $41,373
2. Staton VI: $38,880 450,052
3. Market Study: $37,227 - $48,609
4. Recommended: $37,227 - $48,609
E. Work Points:
1. 262, 18` /19` /20 / 21' highest number of job points
2. Recommendation makes it 1d' highest compensated position.
XVII. COMMUNITY CENTER MANAGER
A. Example of duties:
1. Provides supervision, training and direction of staff at the Community Center.
2. Facilitates all activities occurring in the Center.
B. Skill level
1. Top position in community center /ice arena operations including scheduling, programs, fee
structures, facilities and ice maintenance.
C. Qualifications:
1. Bachelor's degree in recreation or related.
2. Two years recreation experience in. a community center, health club, or related;
3. Or a combination of education and experience.
D. Compensation:
1. Rosemount: $36,308 - $48,410
2. Staton VI: $40,596 - $50,748
3. Market Study: $38,782 - $49,424
4. Recommended: $40,596 - $50,748
E. Work Points:
1. 375, 14'' highest number of job points
2. Recommendation makes it It highest compensated position.
8
Compliance Report
Jurisdiction: City of Rosemount Date: 8/9100
Pay Equity Report Phone: (651) 322 -2002
Contact: Paula Graff
Insurance Added? Y Job Evaluation System Used: Consultant Hay system
The statistical analysis, salary range and exceptional service pay test results are shown below. Part I is general
information from your Pay Equity Report data. Parts II, III, and IV give you the test results. For more detail on each
test, refer to the guidebook.
1. GENERAL JOB CLASS INFORMATION
Male
Female
Balanced
All Job
Classes
Classes
Classes
Classes
# Job Classes
18
14
6
38
# Employees
48
17
13
.78
Avg. Max Monthly
Pay per Employee
3,995.88
3,261.35
3,583.45
II. STATISTICAL ANALYSIS TEST
Male
Female
Classes
Classes
A. UNDERPAYMENT RATIO= 136.1
a. # at or above Predicted Pay
11
10
b. # Below Predicted Pay
7
4
C. TOTAL
18
14
d. % Below Predicted Pay 38.89 28.57
(b divided by c = d)
* (Result is % of male classes below predicted pay divided by % of female classes below predicted pay)
B. T -TEST RESULTS
Degrees of Freedom (DF) = 63 Value of T = -1.150
a. Avg. dill. in pay from predicted pay for male jobs = $62
b. Avg. diff. in pay from predicted pay for female jobs = $152
III. SALARY RANGE TEST = 90.00 % (Result is A divided by B)
A. Avg. # of years to max salary for male jobs = 4.50
B. Avg. # of years to max salary for female jobs = 5.00
IV. EXCEPTIONAL SERVICE PAY TEST 100.00%
A. % of male classes receiving ESP 50.00
B. % of female classes receiving ESP 50.00
* (if 20% or less, test result will be 0.00)
Predicted Pay Report - City of Rosemount
Pay Equity Report
Case: New figures
Job
Nbr
Job Title
33
Community Service Officer
34
Building Attendant (PT)
32
Custodian
35
Tiny Tot Instructor
36
Receptionist - PT
38
Secretary (PT)
30
Receptionist (FT)
31
Building Maintenance Worker
27
Rental Coordinator
28
Deputy Registrar/ Utility Bill
24
Personnel Planning Secretary
25
Police Secretary
26
Public Works Secretary
29
Building Inspections Secretart
21
Senior Accounting Clerk
22
Maintenance Worker
18
Fire Marshal (PT)
23
Mechanic
37
Code Enforcement Official
20
City Clerk
17
Building inspector
15
Police Officer
19
Recreation Supervisor
14
Sr. Engineering Tech
16
Community Center Manager
12
Civil Engineer
8
HR / Comm Coordinator
13
Police Sergeant
10
Building Official
11
City Planner
9
Public Works Superintendent
7
Police Lieutenant
6
Parks & Recreation Director
5
Community Development Director
8/9/00 4:34:13 PM
Page: 1
Male
Female
Total
Work
Max Mo.
Predicted
Difference Pa
Ept
Empl
Empi
Sex
Points
Salary
Pay
3
0
3
M
122
$1,428.00
$2,071.25
- $643.25
7
3
10
B
121
$1,931.00
$2,055.09
- $124.09
0
1
1
F
144
$2,274.00
$2,424.65
- $150.65
0
1
1
F
82
$2,435.00
$1,428.37
$1,006.63
0
0
0
B
104
$2,435.00
$1,781.76
$653.24
0
1
1
F
122
$2,550.00
$2,071.25
$478.75
0
1
1
F
104
$2,656.00
$1,781.76
$874.24
4
0
4
M
144
$2,796.00
$2,424.65
$371.35
0
1
1
F
177
$3,071.00
$2,955.13
$115.87
0
2
2
F
177
$3,071.00
$2,955.13
$115.87
0
1
1
F
185
$3,118.00
$3,049.94
$68.06
0
1
1
F
185
$3,118.00
$3,049.94
$68.06
0
2
2
F
185
$3,118.00
$3,049.94
$68.06
0
1
1
F
177
$3,118.00
$2,955.13
$162.87
0
1
1
F
213
$3,354.00
$3,433.43
- $79.43
13
0
13
M
197
$3,354.00
$3,214.11
$139.89
1
0
1
M
262
$3,448.00
$4,056.89
- $608.89
2
0
2
M
197
$3,500.00'
$3,214.11
$285.89
0
0
0
B
262
$3,669.00
$4,056.89
- $387.89
0
1
1
F
275
$3,971.00
$4,194.52
- $223.52
2
0
2
M
262
$4,250.00
$4,056.89
$193.11
9
2
11
M
280
$4,263.00
$4,153.68
$109.32
0
2
2
F
262
$4,272.00
$4,056.89
$215.11
2
1
3
B
342
$4,318.00
$4,554.10
- $236.10
1
0
1
M
375
$4,450.00
$4,729.11
- $279.11
0
0
0
B
404
$4,757.00
$4,895.28
- $138.28
0
1
1
F
535
$4,856.00-
$5,384.18
- $528.18
2
0
2
M
382
$4,879.00
$4,737.77
$141.23
1
0
1
M
415
$4,912.00
$4,973.86
- $61.86
1
0
1
M
404
$4,912.00
$4,895.28
$16.72
1
0
1
M
525
$5,227.00
$5,307.06
- $80.06
1
0
1
M
560
$5,721.00
$5,576.81
$144.19
1
0
1
M
601
$5,846.00
$5,843.97
$2.03
1
0
1
M
611
$5,952.00
$5,908.01
$43.99
Predicted Pay Report -
: City of Rosemount
8/9!00 4:34:19 PM
Pay Equity Report
Page: 2
Case: New figures
Job
Male Female
Total
Work
Max Mo.
Predicted
Pay
Nbr
Job Title
Empl Empl
Empl
Sex
Points
Salary
Pay
Difference
4
Finance Director
1 0
1
M
677
$6,274.00
$6,234.78
$39.22
2
PW Director
0 0
0
B
765
$6,457.00
$6,641.50
- $184.50
3
Police Chief
1 0
1
M
735
$6,479.00
$6,502.90
- $23.90
1
City Administrator
1 0
1
M
1040
$7,360.00
$7,399.99
-$39.99