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� City of <br />Champlin <br />EMPLOYEE COMPENSATION GUIDELINES <br />• It is the organization's ultimate objective to compensate employees at a level <br />consistent with 100% of the average maximum for comparable positions in <br />metropolitan area cities (population of 20,000 -- 30,000). <br />• Market data provided in the Minnesota Local Government Salary & Benefits Survey <br />(League of Minnesota Cities and Metro Cities) and DCA Stanton (Group 6) shall <br />serve as the primary benchmarks for compensation data. <br />• Salaries paid to comparable benchmark positions identified in the private industry <br />may also be a consideration in determining market compensation for Champlin City <br />employees. <br />• If the City Administrator has determined, after reviewing external market data, that an <br />employee is paid less than the average maximum for comparable positions in the <br />market, the City Council may consider a recommendation for a salary adjustment <br />based on the individual's performance andlor qualifying criteria for the position. <br />• All position market andlor salary adjustments recommended by the City <br />Administrator shall be approved by the City Council as part of the annual budget <br />process. Unless an alternative timeline is specifically recuiiuiiendcd b) the City <br />Administrator, employee salary adjustments shall become effective January 1 for the <br />identified budget year. <br />• At times, the Consumer Price Index (CPI) may be utilized in establishing some <br />component of employee compensation. It is recommended that the "Midwest <br />Urban—(all items)" data provided by the U.S. Department of Labor Statistics, be <br />utilized for comparison purposes. <br />Amended: November 12, 2013 <br />