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The compensating plan shall be reviewed annually by the City Administrator and presented to the <br />City Council as part of the annual budget process. The City Administrator may modify any or all <br />of the pay ranges or grades as set forth in the plan at any time, at his or her discretion, subject to <br />approval by the City Council. The City Administrator may also set effective dates for the pay plan. <br />All pay ranges shall be construed as policy declarations and not binding, permanent contractual <br />obligations between the City and its employees. Any amendment to the pay plan shall be based on <br />changes in the responsibility or the duties of the position, recruiting experience, rates of pay and <br />benefits in the public and private sector, the City's financial status, general economic conditions, <br />federal or state law, including the Minnesota Pay Equity law, or other pertinent factors warranting <br />such action. <br />In addition, from time to time the position and pay classification plan may be amended by City <br />Council resolution upon receipt of a recommendation from the City Administrator. In making such <br />recommendations, the City Administrator shallconsider the following factors: <br />a. Maintenance of equitable relationship between classes, based on their relative duties and <br />responsibilities. <br />b. Indicators, from the appropriate labor market, for comparable work under similar <br />conditions. <br />c. Current recruitment and retention experience. <br />d. Comparable worth for all positions within the organization. <br />e. Ability of the city of Ramsey to fund the position. <br />Content of Pay Plan <br />The pay plan presented to the City Council for its consideration shall consist of the minimum and <br />maximum rate of pay for each position in the organization. Each position shall be assigned to a <br />pay class and all positions in the pay class shall be compensated according to the established pay <br />range. A pay range will be assigned to each class according to the responsibilities of the position, <br />the duties and pay for other positions, prevailing rates of pay for comparable positions in public <br />and private employment in the area, fringe benefits received by employees, the financial policy of <br />the City, federal and state statutes and other pertinent economic factors. <br />Pay Plan Administration <br />The City Administrator shall be responsible for administering the Pay Plan according to this <br />section. <br />Beginning Salary Rate — The beginning rate for a new employee will be the minimum rate in the <br />established class for his or her position classification. The Employer, at its sole discretion, may <br />approve a pay rate above the minimum rate to: <br />a. Mitigate recruiting obstacles. <br />b. Hire a person with superior qualifications. <br />c. Correct salary inequities. <br />d. Give credit for prior service. <br />Method of Progression <br />221Page <br />Deleted: give appropriate consideration <br />Deleted: to <br />Deleted: approval <br />