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RELEVANT LINKS: <br /> It can be helpful to include the salary offer because for some candidates the <br /> process will not move forward without that on the table from the beginning <br /> 1. Establishing the compensation package <br /> Once the council and candidate have agreed they are mutually interested in <br /> pursuing an employment relationship, there are a number of benefits and <br /> terms and conditions of employment your candidate will likely want to <br /> discuss. Beyond salary, candidates with a number of years of experience will <br /> probably expect to receive some credit for that experience when it comes to <br /> the vacation, PTO and/or sick leave schedule—i.e., they will not want to <br /> start at the bottom of the schedule in many cases. <br /> The administrator/manager may also expect to be reimbursed for <br /> participation in one or two civic organizations, and for the considerable <br /> expense of moving to your community. An automobile allowance or mileage <br /> reimbursement arrangement as well as relocation assistance and options to <br /> work remotely at various times may also be requested by the candidate. And <br /> professionals will also be looking for financial support for their on-going <br /> professional memberships, involvement, and continuing education programs <br /> in organizations like the International City/County Management <br /> Association, the Minnesota City/County Management Association, and, of <br /> course, the League of Minnesota Cities. <br /> Savvy cities will not want to rely solely on an applicant's previous salary <br /> when determining wages offered in a compensation package. Several states, <br /> excluding Minnesota, have passed laws prohibiting employers from asking <br /> about a candidate's salary history. The goal of these statutes is to minimize <br /> and eliminate the gender pay gap. A more equitable process is to consider <br /> the city's pay plan, Pay Equity compliance efforts as well research how the <br /> city is compensating for the position compared to other similarly sized and <br /> location communities. <br /> See LMC Salary and Benefits The Survey Navigator for Minnesota Salary & Benefits Survey can help you <br /> Survey. . <br /> evaluate what similarly sized cities around Minnesota are currently paying. <br /> Frequently, the council will want to agree on an initial salary offer but will <br /> give some latitude to the mayor or other designee to negotiate with the <br /> candidate. The council should also discuss in advance what is acceptable as <br /> far as other types of compensation, such as moving allowances, but again, <br /> needs to leave some flexibility to the designee for negotiating the offer. <br /> See LMC information memo, A best practices tip is to ensure the salary not only falls below the <br /> Governors Salary Cap. . <br /> Governor's salary cap (link provided to the left) but also maintains <br /> See LMC information memo, compliance with the City's pay equity reporting since Minnesota Rules <br /> Local Government Pay <br /> Equity Act. require a jurisdiction to "maintain equitable compensation relationships." <br /> League of Minnesota Cities Information Memo: 3/7/2022 <br /> Hiring a City Manager or Administrator Toolkit Page 11 <br />