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EGty1� ,.,�� Request for Action <br /> River <br /> To Item Number <br /> Mayor and City Council 4.3 <br /> Agenda Section Meeting Date Prepared by <br /> Consent July 16, 2018 Lauren Wipper, Human Resource Representative <br /> Item Description Reviewed by <br /> Compensation Plan Update Lori Ziemer, Finance Director <br /> Reviewed by <br /> Cal Portner, City Administrator <br /> Action Requested <br /> Approve the following, by motion: <br /> • Updated Compensation Plan—effective June 24, 2018 <br /> • Change the title of Executive Secretary/Deputy City Clerk to Deputy Clerk <br /> • Change the positions of Senior Citizen Coordinator, Support Services Supervisor, Recreation <br /> Coordinator, and Recreation Administrative Coordinator to Exempt in accordance with the Fair <br /> Labor Standards Act. <br /> • Eliminate the Office Assistant (building) position and add a Building Permit Technician position <br /> • Code Enforcement Officer position description <br /> • Human Resources Manager position description <br /> Background/Discussion <br /> Our compensation plan was created in 2006 and implemented on January 1, 2007. As positions are added <br /> and removed and the labor market changes,it is customary pay plans be reviewed and updated if <br /> necessary. Over the past several months we have completed a review of the city's positions and our plan. <br /> Compensation plans are extremely important for public sector entities because of the Minnesota Pay <br /> Equity Act,which requires frequent reporting of salary information and conformance. The plan matrix <br /> defines internal equity between positions. <br /> The plan was designed by consultant Rod Kelsey of Riley, Dettmann&Kelsey LLC and is based on five <br /> factors: Formal Preparation and Experience,Decision Making Impact,Thinking Challenges and Problem <br /> Solving,Interactions and Communications, and Work Environment. This plan was intended to be self- <br /> managed by HR staff and has worked well for the past 10 years. Although all positions are reviewed and <br /> tested with the external market before filling vacancies, many positions have not been reviewed during <br /> this period. <br /> The city administrator and human resources representative reviewed each position and the job factors as <br /> they relate to the position. Department directors and division managers also reviewed the data and <br /> expressed their observations. A compensation committee including Mayor Dietz, Council Member <br /> Westgaard, the police chief, and finance director also reviewed and recommended the updated plan. <br /> The Elk River Vision <br /> A PehoMing community 2a itb revolutionary and spirited resourcefulness, exceptional POWERED By <br /> service, and community engagement that encourages and inspires prosperity INAMIRE1 <br />