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A custom market survey will be distributed to each of the recommended peer organizations <br />requesting base pay ranges for analogous positions. The survey will include a minimum <br />qualification and a summary of work performed by each position to assist peers in matching <br />their positions. Baker Tilly will review and validate survey responses to confirm a 75% overlap in <br />duties and responsibilities, as this is the best practice definition of a "good" match. <br />If needed, Baker Tilly recommends identifying two standby peers should any of the primary <br />peer utilities not respond to the market survey. Using the same criteria as before, Baker Tilly <br />recommends the City of Buffalo Utilities and Hibbing Public Utilities be used as standby peers. <br />If specific positions do not have adequate comparative data from the approved peer utilities, <br />Baker Tilly will use the following published compensation sources as private sector <br />representatives: <br />• CompAnalyst <br />• Economic Research Institute <br />• PayFactors <br />As is common in professional compensation studies, Baker Tilly may apply adjustments as <br />needed to establish consistency in market comparisons. These adjustments may include: <br />• Adjustments for differences in workweek hours <br />• Aging the data if it's not for the current fiscal year <br />• Geographic cost of labor adjustments <br />NEXT STEPS: <br />Baker Tilly will deliver three market reports once the compiled data has been analyzed for <br />quality assurance. First, an aggregate of the average minimum, midpoint, and maximum for <br />each benchmark; second, a comparison of ERMU's current midpoints against the market <br />average midpoint; third, a comparison of the full range against the market. <br />Baker Tilly will prepare a new pay structure for ERMU based on the results of the project. Grade <br />assignments will be established based on job evaluation results (per state law). The relationship <br />between internal and external data points will be measured through a regression analysis to <br />ensure an unbiased and equitable approach to establishing grade assignments and pay plan <br />adjustments. These results will be reviewed and finalized with ERMU's project team. <br />Baker Tilly will prepare and present a final report to explain the methodology followed, the <br />results produced, and recommendations to ERMU based on those results. The report will <br />specifically document position title recommendations, market survey results (average <br />minimum, midpoint, and maximums), proposed pay structure(s), recommended grade <br />assignments, and implementation costing calculations for each scenario. This report will not <br />document or publish employee -specific information. <br />Page 2of3 <br />128 <br />