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I <br /> I <br /> I <br /> I <br /> <br /> I <br /> I <br /> I <br />I <br />I <br />I <br />I <br />I <br />I <br />I <br />I <br />I <br />I <br />I <br /> <br />CONSIDER OPTIONS FOR NEW COMPENSATION PLAN <br /> <br />By: Linda Waite Smith, Administrative Services Manager <br /> <br />Background: <br /> <br />In March 1998, the City of Ramsey engaged Labor Relations Associates to compare salary <br />ranges of Ramsey's compensation plan with those in a number of metro area cities slightly <br />smaller and slightly larger than Ramsey. There were three objectives for the research: * to determine whether Ramsey's salaries are competitive with the market; <br /> * to develop an understandable "step" plan to move employees through the salary ranges <br /> in a reasonable time frame; <br /> * and to ensure that the compensation plan complies with Pay Equity laws. <br /> <br />During a July work session, the consultant shared with the City Council the data collected and <br />explained the process of putting together a compensation plan that includes "step" increases. <br />The City Council then asked for information about the multi-year cost of implementing a new <br />compensation plan, based on the consultant's data. <br /> <br />An explanation of costs will be available during a closed portion of the August 11, 1998 <br />Personnel Committee meeting, along with a staff recommendation to present the proposed <br />compensation plan to AFSCME representatives at an August 13, 1998 mediation session. <br /> <br />Committee Action: <br /> <br />Based on discussion of information presented at the meeting. <br /> <br />Reviewed By: <br /> <br />City Administrator <br />Finance Officer <br />Administrative Services Manager <br /> <br />Copies also distributed to: <br /> <br />PC 08/11/98 <br /> <br /> <br />