Agenda - Council - 12/10/2013 - Laserfiche WebLink

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and private employment in the area, fringe benefits received by employees, the financial policy of the City, federal and state statutes and other pertinent economic factors. Pay Plan Administration The City Administrator shall be responsible for administering the Pay Plan according to this section. Beginning Salary Rate — The beginning rate for a new employee will be the minimum rate in the established class for his or her position classification. In unusual situations, the Employer, at its sole discretion, may approve a pay rate above the minimum rate to: a. mitigate recruiting obstacles b. hire a person with superior qualifications c. correct salary inequities d. give credit for prior service Method of Progression - After appointment or promotion and pending satisfactory performance, an employee shall be eligible for advancement through his/her respective salary range as specified in the collective bargaining agreement or as authorized by the City Council. Market Adjustment Pay — Occasionally positions within the City may fall behind in pay with regard to the market value. When this becomes apparent, the Human Resources Manager will make a recommendation for the appropriate salary adjustment to the City Administrator. Upon approval by the City Council, the employee in said position will receive a salary range adjustment. The employee will retain her/his original anniversary date for the purposes of step increases and performance evaluations. Annual Review, Amendments and Modification At least once each year prior to the beginning of the following fiscal year, the City Council shall review the pay plan, make desired changes and approve all pay ranges for the following year. However, the City Council may modify any or all of the pay ranges or grades as set forth in their plan at any time. The City Council may also set an effective date(s) for the pay plan. All pay ranges and grades, including longevity and or performance increases, shall be construed as policy declarations and not binding permanent contractual obligations between the City and its employees. Any amendment to the pay plan shall be based on changes in the responsibility or the duties of the position, recruiting experience, rates of pay and benefits in the public and private sector, the City's financial status, general economic conditions, federal or state law, including the Minnesota Pay Equity law, or other pertinent factors warranting such action. Personnel Policies and Union Contracts An employee included in a collective bargaining agreement entered into according to the Public Employment Labor Relations Act, as per state law, is exempt from any provision of this policy that is inconsistent with such agreement.