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Exhibit III <br /> <br />WAGE POLICY <br /> <br />Purpose: <br /> <br />The purpose ~f this policy is to ensure that individual staff members and all employee <br />groups will be treated fairly and equitably in all areas of personnel and benefit <br />administration.~ <br /> <br />Policy: <br /> <br />For purposes of market comparisons we will use pay scales (not incumbent <br />watges) of Stanton Class V Cities between 10,000 and 25,000. We will also <br />renew wages and pay patterns of neighboring and Anoka County Cities. <br />Re~ulting from the above we will attempt to ensure that our class wage ranges <br />coOpare favorably with our chosen market comparisons on average. This is to <br />sa~that our plan will reside within + or - 5% of the mean of the market. <br />In a~n attempt to recruit effectively for positions, our wage minimums should <br />vary between 72% and 76% of wage maximums. This will place Ramsey on an <br />eve~ status with the market given #2 above. <br /> <br />Ra~nsey has a pay system that results in progression to midpoints within a <br />reasonable time frame. This is to say that if the staff tenure in total is at 5 to 7 <br />years on average, it is projected that wages will average at or about the midpoint <br />for ~e sum of the group. This progression assumes satisfactory performance. <br /> <br />It ia recognized that in order to accomplish the above, from time to time, for <br />specific positions, a wage adjustment above the norm will be required. <br />Th&e is no guarantee of wage movement above class midpoints. Further, that <br />wares beyond class midpoints are most appropriately performance based. <br /> <br />Th~ ongoing attempts will be made to insure that individual staff members and <br />all amployee groups will be treated fairly and equitably in all areas of personnel <br />and ibenefit admimstrauon. <br /> <br />That pursuant to state law, the primary consideration for wage decisions within <br />the bstablished compensation plan will be internal pay relationships, which is <br />the rinciple of the State of Minnesota Pay Equity Act Staff is encouraged to <br />complete a T~me Spent Profile if they feel there has been changes ~n their <br />posi~on, to determine the appropriate classification of the position. <br /> <br />Implemented <br /> <br /> <br />