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<br />. <br /> <br />. <br /> <br />. <br /> <br />OUTLINE FOR 1999 PERSONNEL COMMITTEE RECOMMENDATIONS <br /> <br />GOALS OF PERSONNEL COMMITTEE <br /> <br />. Recommend a pay plan which will allow city to attract and retain top quality, skilled, and <br />experienced employees <br /> <br />· Be cognizant of taxpayer concerns and be protective of the tax dollars they pay <br /> <br />I. REASONS FOR PRESENTING A REVISED PAY PLAN <br /> <br />A. Recent difficulty in attracting qualified employees <br /> <br />B. Maintain internal and external balance in pay structure and rates <br />1. Survey showed that Elk River is extremely low in starting pay for almost all <br />positions <br />a) Compared to 1998 Stanton Survey - Group 6 <br />2. Top pay for a few positions was five percent or more below Group 6 average <br /> <br />C. <br /> <br />Reduce years required to reach the top of the pay plan <br />1. Currently 12 steps for non-exempt and 10 for exempt <br />2. Low starting pay meant employees with five years of service were often paid <br />equivalent to starting pay in other cities <br />3. Employees should be fully trained for their positions after six months to two <br />years, depending on the position <br /> <br />II. PROPOSED PAY PLAN <br /> <br />A. Raises starting pay <br />1. First three steps in non-exempt and first two steps in exempt in the current pay <br />plan are eliminated from proposed pay plan <br /> <br />B. Adds one exempt pay grade <br />1. A pay grade was added between pay grades 5E and 6E of the current plan to <br />make all pay grade increases more equal <br /> <br />C. Eliminates one exempt pay grade <br />1. The top pay grade (12E of current plan) was eliminated because it was not used <br /> <br />D. Does NOT increase the top pav for anv pav grade <br />