HomeMy WebLinkAbout6.i. Pay Equity Report ��
j CITY OF ROSEMOUNT
EXECUTIVE SUMMARY FOR ACTION
CITY COUNCIL MEETING DATE: JANUARY 19, 1999
AGENDA ITEM: PAY EQUITY REPORT AGENDA SECTION: CONSENT
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PREPARED BY: SUSAN WALSH AGEND��+� � � �
ASSISTANT TO ADMINISTR.ATOR � C
ATTACHMENTS: REPORT APPROVED BY:
Attached for City Council approval is the 1999 Pay Equity Implementation Report. The city's report must be
filed with the Minnesota Department of Employee Relations by January 31, 1999. The report reflects all
position and salary data as of December 31, 1998. According to our statistical analysis test, DOER should
determine that the city meets all pay equity compliance requirements. The underpayment ratio (% of male
classes below predicted pay divided by %of female classes below predicted pay)needs to be at least 80%, and
the city's underpayment ratio is 112%. The city has also met the salary range test and exceptional service pay
test. The next compliance report will be due in three years. �
RECOMMENDED ACTION: MOTION TO APPROVE THE 1999 PAY EQUITY IlVIPLEMENTATION
REPORT
r �
� Pay Equity Implementation Report
Send completed report to:
Pay Equity Coordinator For Department Use On/y
Department of Employee Relations
200 Centennial Building �— Postmark Date of Report
658 Cedar Street
St. Paul, MN 55155-1603 (651)296-2653 Noice) Jurisdiction ID Number
� (651)297-2003 CfDD)
� Name of Jurisdiction . �
0
� o Cit of Rosemount
M$ � City ❑ County 0 School ❑ Other:
: �
�� Address City State Zip
Q v 2875 145th St . A'. Rosemount •T'�N 55068
4� Contact Person Phone
d Susan M. Walsh ( 651 ) 423-4411
Q The job evaluation system used measured skill, effort, 0 No salary ranges/performance differences.
responsibility and working conditions and the same
system was used for all classes of employees. ❑ Check here if both of the following apply;othervvise, leave
Check the system used: blank.
❑ State Job Match a. Jurisdiction does not have a salary.range for any job
class.
❑ Designed Ovm (spec'rfy) b. Upon request,jurisdiction will supply dxumentation�
showing that inequities between male and female
C classes are due to perfoRnance differences.
O � Consultant's System {specify)
" H aY Note: Do not include any documentation regarding
� performance with this form.
� ❑ Other (specify)
m Q An official notice has been posted at
>
a �Health insurance benefits for male and female classes R o s e m o u n t C i t y H a 11
� of comparable value have been evaluated and: lprominentlocarionl
� informing employees that the Pay Equity Implementation
p ❑ There is no difference and female classes are not Report has been filed and is available to employees upon
m at a disadvantage. request. A copy of the notice has been sent to each exclusive
representative, if any, and also to the public library. The report
a � There is a difference and the maximum salaries was approved by:
d reported include the monthly amount paid by the R o s e m o u n t C i t y C n u n c i 1
employer for heatth insurance. (govem;ngbody)
Q Information in this report is complete and accurate. C a t h y . B u s h o
(chief elected official,prinU
Q The report includes all classes of employees over
which the jurisdiction has final budgetary approval �chiefelectedo�ficial,s;gnaturel
authority.- M ay o r
' (title! (dateJ
m Resu/i from Sa/ary Range Worksheei �
�
� � � � 9 3 . 0 4 9'a is the result of average years to salary range maximum for male classes divided by the
d H � average years to salary range maximum for female classes.
;F�� Resulis from Exceptiona!Service Pay Worksheei
� > �
�Qd�€ 0 209'a or less of mala classes receive ESP.
d W Z o: 104 . 17 qo is the result of the percentage of female classes receiving ESP divided by the percentage
a,� of male classes receiving ESP. -
—
ao q $ 3 , 117 ,4 01 is the annual payroll for the calendar year just ended December 31.
. d � d
(Part F on Back)