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<br />INFORMATION <br /> <br />PERSONNEL COMMITTEE OVERVIEW <br />October 10, 2001 <br /> <br />THE PAY EQUITY LAW <br /> <br />. The Minnesota Legislature approved the Local Government Pay Equity Act in 1984. <br />(partially in response to high wages demanded by police unions.) <br />. In summary, the pay equity law requires equal pay for equal work. <br />. Determining equal pay for equal work requires a job evaluation system to determine <br />relationship of jobs to one another. <br />. Requires that all jurisdictions file pay equity reports with the Department of Employee <br />Relations (DOER) every three years. (SubsequentlY changed to five years) <br />. DOER has developed a complex (but flawed) formula to derermine compliance with the <br />Act. <br /> <br />POSITION VALUE/POINT RANKING <br /> <br />. Point Rankings are based on three components: <br />o Complexity of tasks 40% <br />o Importance* 30% <br />o Unfavorable conditions 30% <br /> <br />*Importance of the position to the City as a whole and within the department <br /> <br />. The following are NOT considered when determining Point Rankings: <br />o Educational requirements of position <br />o Education level of employee <br />o Department staff size or number of employees supervised <br />o Size of department budget <br />o Employee longevity <br />o Employee performance <br /> <br />WHEN IS A POSITION REVIEWED? <br /> <br />. One of the following criteria must be met before the PC will consider reviewing a position: <br />o Substantial change in job duties. <br />. Employee's department head must submit the review request. <br />o New position. <br />o Department head position with new employee in position. <br />o Council request. <br /> <br />s: \ Council\Lori\2004 \ PersonnelComm 121304.doc <br />