Agenda - Council - 03/08/1994 - Laserfiche WebLink

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PAY EQUITY CLASS ADJUSTMENTS' BY: Ryan Schroeder, City Administrator CASE # / Background: Under the Minnesota Human Rights Act, Section 363,073, businesses which (a) have more than 20 full-time employees on a single working day, at any time during the previous 12 months, and (b) bid on or make a proposal for a state contract or agreement for goods or services in excess of $50,000 must have a Certificate of Compliance issued by the Commissioner of the Department of Human Rights. The Affn'mative Action Plan meets the requirements for receiving a Certificate of Compliance. Every two years the City of Ramsey is required to update and submit an Affirmative Action Plan to the Department of Human Rights, and we are currently at the point where our Plan must be updated and submitted for approval. As part of the Plan, the City's Organization Chart needs to be reviewed and updated in order to determine the results of our hiring practices as it relates to our Affirmative Action Plan. I I I I Also of note is that since 1985 the Pay Equity Act has impacted organizational structures in many municipal organizations. H. istorical pay and classification patterns to which we are ali accustomed have been altered by State compliance with comparable worth. Hence, our organizational decision making has been forced to rely upon position valuation by an outside third party which then receives State review. We can no longer afford to alter positions within a classification system unless it has valuation support. Comparable Worth Study Update: Within the past month the City has received the updated comparable worth valuations which results in a positive change of classification for six exempt positions, which are as follows: Position Title Old Comp Worth Value New Comp Worth Value City Administrator 20 22 Police Chief 16 19 Finance Officer 17 " 18 City Engineer 16 17 Personnel Coordinator 13 16 Sergeant 12 13 Keep in mind that the positions, and the duties and responsibilities of those positions, have not changed in a significant way, but the comparable worth valuation of the positions have changed pursuant to an improvement in the valuation study by the Pay Equity Administrators. The valuation update is intended to more accurately define scope of responsibility by position. Committee Action: Motion to recommend/not recommend to City Council that the Pay Equity Class Adjustments be approved. I I I I I I I I Review Checklist: City Administrator Personnel Coordinator PC:3/8/94 Also distributed to: Finance Officer Police Chief City Engineer I I I I