Agenda - Council - 12/10/2024 - Laserfiche WebLink

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Factors that could lead to conducting an analysis of existing positions include, but are not limited to, the following: • a. Change in the existing organizational or reporting relationship. • bb. Significant additions, reductions, or changes in the essential functions for which the position is accountable, which affect the level of skill, knowledge, responsibility, or working conditions of the position. • c. Change in the supervisory functions assigned to the position. • d. Change in the qualifications required of the position. 5.4 Compensation Plan The compensating entire compensation plan shall be reviewed -simultaneously annually with renewal of the eityCity's labor agreements. by—Tthe GityCity Administrator will present -suggested changes and presented to the GityCity Council as part of the annual budget process.— Contingent upon the provisions of the Public Employment Labor Relations Act, The the CityCity Administrator may modify any or all of the pay ranges or grades as set forth in the plan at any time, at thcirhis or her discretion, subject to approval by the CityCity Council.— The GityCity Administrator may also set effective dates for the pay plan. All pay ranges shall be construed as policy declarations and not binding, permanent contractual obligations between the GityCity 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 sectors, the GityCity's financial status, general economic conditions, federal or state lawj, including the Minnesota Pay Equity laws, or other pertinent factors warranting such action. In addition, from time to time, the position and pay classification plan may be amended by CityCity Council resolution upon receipt of a recommendation from the GityCity Administrator. In making such recommendations, the CityCity Administrator shall consider the following factors: • a. Maintenance of equitable relationship between classes, based on their relative duties and responsibilities. • b. Indicators; from the appropriate labor market; for comparable work under similar conditions. • c. Current recruitment and retention experience. • d. Comparable worth for all positions within the organization. • e. Ability of the cityCity of Ramsey to fund the position. Content of Pay Plan The pay plan presented to the CityCity Council for its consideration shall consist of the minimum and maximum rate of pay for each position in the organization. —_Each position shall be assigned to a pay class, and all positions in the pay class shall be compensated according to the established pay range. A pay range will be assigned to each class according to the responsibilities of the position, the duties and pay for other positions, prevailing rates of pay for comparable positions in public and private employment in the area, fringe benefits received by employees, the financial policy of the GityCity, federal and state statutes, and other pertinent economic factors. 201Page