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HomeMy WebLinkAbout4.n. Pay Equity ReportCITY, OF ROSEMOUNT EXECUTIVE SUMMARY FOR ACTION CITY COUNCIL MEETING DATE: JANUARY 21, 1992 AGENDA ITEM: PAY EQUITY AGENDA SECTIONS CONSENT PREPARED BY: SUSAN WALSH AND AGENDAIYCEIVI SUSAN VANDERHEYDEN �••ii T + T ATTACHMENTS: MEMO AND PAY EQUITY PLAN AP OVE BY: The State Department of Employee Relations (DOER) is requiring all jurisdictions within the State of Minnesota to submit for review and approval updated pay equity plans. Staff has updated the City of Rosemount's pay equity plan so as to comply with the new rules and compliance tests implemented by DOER while maintaining the established City pay plan. RECOMMENDED ACTION: MOTION TO APPROVE THE CITY OF ROSEMOUNT PAY EQUITY REPORT AND TO FORWARD IT TO THE STATE DEPARTMENT OF EMPLOYEE RELATIONS FOR THEIR REVIEW AND APPROVAL. COUNCIL ACTION: PHONE (612) 423.4411 FAX (612) 4235203 TO: FROM: DATE: ITEM: C�/iiy of (Rosemount 2875 • 145th Street West, Rosemount, Minnesota Mailing Address: P.O. Box 510, Rosemount, Minnesota 55068.0510 MAYOR Edward B. MdAenomy COUNCILMEMBERS Sheila Klassen James (Red) Staats Harry Willoox Dennis Wippermann ADMINISTRATOR Stephan Jilk MAYOR MCMENOMY COUNCIL MEMBERSKLASSEN, STARTS, WILLCOX AND WIPPERMANN SUSAN L. VANDERHEYDEN, ASSISTANT CITY ADMINISTRATOR SUSAN WALSH, CITY CLERK JANUARY 17, 1992 PAY EQUITY PAY EQUITY "Equitable compensation relationship means that the compensation for female -dominated classes is not consistently below the compensation for male -dominated classes of comparable work value." The City of Rosemount, along with all public jurisdictions within the State of Minnesota, is required to submit another report of verification of continued compliance with the pay equity law. The State Department of Employee Relations (DOER) has implemented new compliance software and rules during 1991, which have made it extremely difficult for jurisdictions to prepare their final reports. This is why the report to the Council is delayed. The information to be submitted is attached for your review. The report, as required by DOER, is based upon December 31, 1991, wage and benefit information. Column "G" in the report refers to maximum monthly salary. DOER requires that only guaranteed attainable maximums for all employees be reported , therefore, non- union salary mid -points are reported as maximums. In contrast, the maximums stated for police and public works by their respective union agreements are attainable and are therefore reported as the maximums. In addition, the maximum monthly salaries reported for full time employees were increased by $300 which is the average amount available for health insurance contribution by the City. This was an additional requirement of DOER to demonstrate that there is no gender based discrimination concerning health insurance contributions. (Sveryih.ing s coming (Up (RosemounlY Based on the enormous number of jurisdictions that will be submitting reports this month, we will more than likely not receive a ruling of compliance or non-compliance for quite some time. Once the ruling is received we will report back to the City Council and recommend adjustments if any are necessary. In addition to the reporting form, two alternative tests are required to be conducted to demonstrate compliance. The two tests are as follows: 1. Salary range compliance test - this test is concerned with whether or not the number of male and female employees that are paid based on established pay ranges is discriminatory in terms of the number of years of service it takes to reach the maximum salary as reported. 2. Exceptional service pay test - this test examines the number of males vs the number of females that receive either longevity or performance pay to determine if the system is inequitable. According to the attached computations, the City of Rosemount is in compliance for both of these tests. Please feel free to contact staff prior to the Council meeting with any questions. Pay Equity implementation Report ;ubmit by January 31,1992 to: Pay Equity Coordinator Department of Employee Relations 200 Centennial Building 656 Cedar Street St. Paul, MN 55155 (612-296-2653) C Name of Jurisdiction o City of Rosemount City ❑ County H Addy 87��- 145th Street West - so C ntact P n Spusan Wash, City Clerk For Department Use Only - -'-� Postmark Date of Repot [--� Jurisdiction ID Number ❑ School ❑ other. Rosemount, MN 55068 O The job evaluation system used measured skM, effort responsibility and worldng conditions and the some system was used for all classes of employees. Check one of the following: ❑ State Job Match c ❑ Designed own (specify) Z v Consuttann System (specify) > HR Focus ❑ Other (specify) O © Benefits for male and female classes of comparable 0 � value have been evaluated and: ❑ There is no difference and female classes are not at a disadvantage. There is a difference and the maximum salaries reported Include the monthly amount paid by the employer for health insurance. 612) 423-4411 Q No rangeslpertorrnance differences. Check one: ❑ This jurisdiction does not have salary ranges for any of its classes. Documentation about performance differ- ences is available upon request to explain apparent Inequities between mole and female classes. ❑ This Item does not apply to this jurisdiction. ® An official notice has been posted at All employee bulletin boards. informing employees that the Pay Equity "ementation Report has been filed and B available to employees upon request. Also. a copy of the report has been sent to each exclusive representative, If any, and a copy has been mode available to the public library. The report was approved by. City Council WovernrVbOW) E. B. McMenomy (Ctdef sievedorfidol. pant) Q Information in this report is complete and accurate. (ctwer a erred official, 5QrXMae) Q The report Includes all classes of employees over which the jurisdiction has final budgetary approval Mayos 1-21-92 authority. Result from Salary Range Worksheet U IM— H 133 % is the result after average years to salary range maximum for male classes is divided by the average years to salary range maximum for female classes. V-0, Results from Exceptional Service Pay Worksheet a0 d ❑ Less than 20% of male classes receive ESP. c87 % is the result from the worksheet (percentage of female classes receiving ESP is divided by th d e percentage of male classes receiving ESP). a o I S 1,477,527_ is the annual payroll for 1991. I � r � (Part F on Back) 1-21-92 PART F: Job Class Information Date City of Rosemount (Name of Jurisdiction) 2875 - 145th Street West (Address) To convert hourly Rosemount, MN 55068 Phone (612) 423-4411 rate to monthly. (Address) multiply rate 173.3 A B C 0 E F G M I J Number of Male Number of Class Comparable Female Type Work Value Minimum Monthly Maximum Monthly Years to Rr # Years Exceptional of Service Service Cjais Title Employees Employee M. 8 fJob Points) Salary Salary _max _Pay 1_ Secretary Aide _Q_ 1_ F 44 =_1361 $ 1638 11.5 2. Receptionist 0_ _ 1 _F__ 46 $ 1445 $ 1986 _1.5 performan 3 Asst. Program Director 1 0 M 47 $ 1040 $ 1385 1.5 4, Asst. Program Director 0_ 1_ F_ 47 $ 116 _ $ 1646 1.5_ 5, Secretary n 2 _F 50 $ 1532 $ 2087 1.5 performan; Maintenance I 4 M 51 f 1499 $ 2139 3 iong_evity 6 _Q_ Mechanic I 1 0_ M 51 $ 1499 f 2139 3 _ If. I. Deputy Registrar 0 1 F 53 $ 1602 $ 2252 __ 1.5 performan, 8, 9. Maintenance 11 5 0 M 53 $ 2109 $ 2734 3__ i nngQv 10. Maintenance III 2 0 M 57 $ 2217 = 2836 3 longevity Mechanic III 1 0 M 57 $ 2217 $ 2836 3 longevity lt. Secretary - Department 0 2 F 60 51866 s2477 1-5 longevity 12. Accountant 0 2 F 60 $ 1866 $2477 1.5 _ longevity 13. 14 Engineering Tech 1 0 1t _ 65 $ 2029 ;2666 1. 5. Police Officer 8 0 M 65 $ 2218 $ 3.369 3 lnn�i-tic 15 16. Admin Assist - Police 0 _IF 66 $ 2110 ;2761 1.5 longevity 'lease make additional copies of this form as needed to allow space for all the job classes in your jurisdiction. teturn to: Faith Zwemke. Department of Employee Relations, 200 Centennial Building. 658 Cedar Street, St. Paul. MN 55155 questions: Call (612)296-2653 ,0WPPCOMP City of Rosemount - (Name of Jurisdiction) 2875 - 145th Street West (AddrRosemount, MN 55068 (Address) A B Class_II It l7. Building Inspector t8. Fire Marshal 19. Asst Park & Rec Director ?0. City Clerk 21. Police Lieutenant 22. Parks Supervisor 23. Maintenance Supervisor 24. Asst. City Administrator 25. Park & Rec Director 26. Planning Director 27. Finance Director 28. Police Chief 29. Public Works Director - 30. City Administrator Number of Male E�R1.nY 1 1 0 0 1 1 1 0 --L- 0 1 1 1 1 pART F: Job Class Intot tioa Phone ( 612) 423-4411 C Number of Female EmRlAYM 0 0 0 0 0 --j- 0 1 0 0 Class Type M. F_A M M F F M M _M F _F_ F _ M M M M E Comparable Work Value Job Pointsl 75 79 80 88 94 94 94 94 99 99 100 lnl �n2 118 To convert hourly rate to monthly. multiply rate 173.3 F Minimum Monthly Salary 2203 2265 = 2352 $_2607 $_2903 ; 2903 ; 9903 - ; 2903 ; 3321 33?1 U59 ; 3958 $ 3998 4093 S S 6 Maximum Monthly Sal ry ; 2912 $27?_ ; 30143 3 8 s 3717 - ; 3h8F ; 36186 ;A175 4174 ; 4218 $A25B - ; 4298 ; 5384 f t 'lease make additional copies of this form as needed to allow space for all the job classes in your jurisdiction. leturn to: Faith 2wemke. Department of Employee Relations. 200 Centennial Building. 658 Cedar Street, St. Paul, MN 55155 luestions: Call (612)296-2653 1Oi1PPCOMP Date 1-21-92 Years X Years to Or of _flax_ _.acxice 1.5 15 J Exceptional Service ?ax per-forman • i.5 longevity 1.5 longevity 1.5 longevity 1.5 longLperf 1.5 longevity 1.5 1.5 lon erf 1-5 1.5 longevity 1.5 longevity longevity - Ii 1 rmg/perms PART C PAY EQUITY REPORT: SALARY RANGE COMPLIANCE TEST Male classes with salary ranges: Job # Title # Years of Service 3 Asst. Program Director - Parks 1.5 6 Maintenance 1 3 7 Mechanic 1 3 9 Maintenance II 3 10 Maintenance III 3 11 Mechanic ill 3 14 Engineering Tech 1.5 15 Patrol Officer 3 17 Building inspector 1.5 18 Fire Marshal 1.5 21 Police Lieutenant 1.5 22 Parks Supervisor 1.5 23 Maintenance Supervisor 1.5 25 Park & Rec Director 1.5 27 Finance Director 1.5 28 Police Chief 1.5 29 Public Works Director 1.5 30 City Administrator 1.5 18 Classes 33 Total Years 36/18 = 2 years of service to maximum Female classes with salary ranges: Job # Title # Years of $ervice 1 Secretary Aide 1.5 2 Receptionist 1.5 4 Asst. Program Director 1.5 5 Secretary 1.5 8 Deputy Registrar 1.5 12 Secretary - Department 1.5 13 Accountant 1.5 16 Admin Assist - Police 1.5 19 Asst Park & Rec Director 1.5 20 City Clerk 1.5 24 Asst. City Administratror 1.5 26 Planning Director 1.5 12 Classes 18 Total Years 18/12 = 1.5 years of service to maximum Males - 2 / Females 1.5 = 133% A SALARY RANGE TEST RESULT OVER 80% IS 1N COMPLIANCE. PART D PAY EQUITY REPORT: EXCEPTIONAL SERVICE PAY TEST Total number of male classes eligible for exceptional service pay: 14 Total number of male classes in the jurisdiction: 18 14/18 = 77% Total number of female classes eligible for exceptional service pay: 8 Total number of female classes in the jurisdiction: 12 8/12 = 67% Female 67% / Male 77% = 87% AN EXCEPTIONAL SERVICE PAY TEST RESULT OVER 80% IS IN COMPLIANCE.