6.9. SR 10-25-1993 - Laserfiche WebLink

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r I ---\) ( )j IY~ ITEM 6.9. TO: FROM: MAYOR & CITY COUNCIL PAT KLAERS, CITY ADMI~TOR OCTOBER 21, 1993 ~ CONSIDER 1994 PAY RESOLUTION DATE: SUBJECT: Attached for your review is the draft 1994 Compensation Plan that was reviewed during the August budget meeting. Also attached is the Certificate of Compliance with the Comparable Worth Law from last winter. Regarding the wage plan, it should be noted that most of the employees are at the top of their pay plan. The past practice of the City has been to provide wages evenly by percent across the board plus a step increase for employees that are not at the top of their pay plan. The City has a five step pay plan and most employees are hired at the entry level. These employees then move up one step per year if their work has been acceptable. e Regarding the comp worth data it should be noted that the City was in compliance by a very close margin as of 12/31/92. One of the main reasons why the City was in compliance was the pay for the female dominated class of the zoning assistant position. However, it should be noted that Janelle is no longer with the City and a that a City Planner has been hired. No revised comp worth testing has been done, but it seems very likely that with Janelle gone, we will need som changes before our next certification date on 12/31/95 in 0 der to ensure compliance with this law. There currently is a 3% across the board wage increase incorporated into the draft 1994 budget. The Po ice Union has settled at this amount for 1994. The City Co ncil can decide now, in December, or after the first of the year on wage increases. If the Council decides after the first of the year, there is more paper work required for the Finance Department. If the City Council desires to not provide a 3% across the board increase for employees, we should still try to keep the relative position of the employees the same. e I have heard two concerns from various Councilmembers related to pay adjustments in 1994. There may be more than these two concerns but at this point I have only heard about two. One concern is that the pay of the clerical employees is setting the standard in the community. This may be true, but this was clearly the intent of the comparable worth law. The comparable worth law was a female pay law and its goal of raising wages for clerical people has been realized. The City is above the P.O. Box 490 · 13065 Orono Parkway · Elk River, MN 55330 · (612) 441-7420 · Fax: (612) 441-7425