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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 shall consider 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 />