5.3a ERMU 12-12-2023 - Laserfiche WebLink

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Proposal to provide a classification and compensation study to Elk River Municipal Utilities November 2023 Count of Employees by Years in Position 450 394 392 400 350 300 249 250 200 172 161 150 100 50 �I7755II 24 I I n I n n I 0 1 2 3 4 5 6 7 8 Phase 5 6 11 5 6 1 2 3 1 8 4 4 5 1 3 3 3 3 3 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 28 ProiQrt rmmnletion and nnm►nienirat or A final report will be prepared to explain the methodology followed, the results produced and recommendations to the ERMU based on those results. The report will specifically document position title recommendations, market survey results (average minimum, midpoint and maximums), proposed pay structure(s), recommended grade assignments and implementation costing calculations for each scenario. This report will not document or publish employee -specific information. Our methodology is based on best practices outlined by World at Work and the Society for Human Resources Management (SHRM). We will proudly stand behind the results of your study through implementation, including a presentation to the ERMU. The ERMU has made an important commitment to its staff by taking steps to undergo a classification and compensation study such as this one. Therefore, Baker Tilly highly recommends presenting the results of the study to employees so that they can understand what information was considered and what information was NOT considered and ask any questions they may have about the process and its results. Finally, Baker Tilly will provide training to the ERMU's human resources staff that will be responsible for administering and maintaining the new classification and compensation system in the future. Instruction manuals about the SAFE job evaluation system will also be provided. Ongoing maintenance While the ERMU's team will be fully trained and able to maintain its new classification and compensation system, Baker Tilly often provides ongoing maintenance to clients after completing a classification and compensation study. Post -contract advisory and maintenance services include: • Pay structure updates (research and application) • Addition of new or revised positions • Reclassification requests • FLSA status review • New job descriptions Formal appeals process This is not included in this project's scope but is recommended if the ERMU might foresee a need to address any of the above -listed tasks through an unaffiliated third party or if the HR staff may need more capacity to manage these requests internally. 169