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and maximum for each benchmark; second, a comparison of ERMU's current midpoints against <br />the market average midpoint; third, a comparison of the full range against the market. <br />Baker Tilly also prepared a new pay structure for ERMU based on the results of the project. <br />Grade assignments were established based on job evaluation results (per state law). The <br />relationship between internal and external data points were measured through a regression <br />analysis to ensure an unbiased and equitable approach to establishing grade assignments and <br />pay plan adjustments. <br />Baker Tilly has prepared a presentation to explain the methodology followed, the results <br />produced, and recommendations to ERMU based on those results. Their methodology is based <br />on best practices outlined by World at Work and the Society for Human Resources <br />Management (SHRM). They will fully train appropriate ERMU staff to maintain the new <br />classification and compensation system as positions and responsibilities evolve overtime. That <br />said, we may still use Baker Tilly for ongoing maintenance or updates to the compensation <br />system such as new or significantly revised job descriptions. <br />Baker Tilly's presentation specifically documents position title recommendations, market survey <br />results (average minimum, midpoint, and maximums), proposed pay structure(s), <br />recommended grade assignments, and implementation cost calculations. The first half of Baker <br />Tilly's presentation, documenting the process, is attached to this report. The second half of <br />their presentation, presenting the results and their recommended pay plan, will be provided at <br />the commission meeting. The Commission will be walked through the results and potential <br />options step by step so all the commissioners can ask clarifying questions together. <br />NEXT STEPS: <br />Once a pay plan is approved by the Commission, Baker Tilly will provide a final report <br />documenting the process, the results, and the approved pay plan. <br />ATTACHMENT: <br />a Baker Tilly Compensation Study Process <br />Page 2 of 2 <br />119 <br />