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Proposal to provide a classification and compensation study to Elk River Municipal Utilities November 2023 <br />Project Scope <br />Our extensive expertise, human capital consulting experience and <br />collaborative approach positions Baker Tilly as an exceptional firm to serve <br />your human capital needs. <br />Methodology for conducting a classification and compensation study <br />The following pages outline our methodology and proposed project scope for Elk River Municipal Utilities' <br />classification and compensation study. Baker Tilly's approach and project tools were developed by <br />Certified Compensation Professionals and Analyst on our team. We take pride in our ability to provide <br />your organization with sound results and recommendations that, if implemented, are fair and defensible. <br />Phase 1 <br />Project Initiation and data collection, <br />Baker Tilly will begin by meeting with the ERMU's project team to establish working relationships, finalize <br />a work plan, and establish a project timeline. Next, Baker Tilly will collect documentation from ERMU, <br />such as job descriptions, organization charts, pay plans, policy handbook, an employee census file, etc. <br />Phase 2 <br />ob Evaluation <br />Baker Tilly has a proprietary point -factor job evaluation system known as SAFE® (Systematic Analysis <br />and Factor Evaluation), which was developed specifically for the evaluation of public sector positions. For <br />each compensable factor, there are multiple levels with a point value for each. The end result of this <br />process is a total score for each position. This is used to determine a hierarchy of jobs relative to internal <br />equity. SAFE is consistent with federal Equal Pay Act and Minnesota Local Government Pay Equity <br />requirements. <br />COMPENSABLE <br />FACTOR <br />® DESCRIPTIONS <br />1. <br />Education <br />16% <br />Minimum formal education level required by the position <br />2. <br />Experience <br />12% <br />Minimum years of experience required by the position <br />3. <br />Level of work <br />14% <br />Degree of difficulty of work performed by the position <br />4. <br />Human relations <br />801 <br />Type and level of human interactions <br />5. <br />Physical demands <br />5% <br />Physical exertion performed by the position <br />6. <br />Working conditions <br />701 <br />Environmental conditions experienced by the positions <br />7. <br />Independence to act <br />12% <br />Degree of independence to make decisions and act on them <br />8. <br />Impact of actions <br />14% <br />Severity of consequences as a result of decisions <br />9. <br />Supervision exercised <br />14% <br />Type and level of supervision exercised <br />100% <br />TOT."' <br />166 <br />