6. SR 03-13-1995 - Laserfiche WebLink

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Comparable Worth Memo Page 2 March 13, 1995 • other governmental units. The originally proposed plan is a ten-step pay plan for each pay range. The point rankings and pay plan proposals will be distributed at the 3/13 worksession. (I have recently been advised that an additional four pay steps are being considered at the starting pay level for the non-exempt employee positions. These additional steps should not affect the City being in compliance with the CW law as the law is based on top pay. These additional steps would make more of a distinction between exempt and non-exempt City employees. Fourteen (14) steps to get to the top can be a long time if people are hired at the lowest pay level. Additionally, we may not be able to hire very many employees for the lowest wages that are listed. Most of the higher ranking non-exempt positions may have to be paid in the middle of their pay range to start). It should be noted again that the City is currently in compliance with the CW law. The committee could have made a recommendation to not change our existing pay plan. However, based on the City Council's concern over the top pay of the top management employees, and based on my concern over hiring and retaining good employees, the committee has looked at changing our pay plan. Just because the pay plan is changing does not mean we have to change the current pay for any employees. More comments on pay changes will be offered later in this memo. No Council action is necessary on 3/13/95. The Council may need a number of weeks to digest all of the information that will be presented. However, it is my recommendation to the City Council that it approve the Comparable Worth point rankings for all the City positions as submitted by the committee and that the Council approve the ten (10) step pay plan and ranges as originally submitted by the committee. The pay ranges are a key component to compliance with the Comparable Worth law, and if one range changes, (regardless if the change is in the ten (10) step or the fourteen (14) step proposal), it will require other ranges to be changed in order to remain in compliance. The proposal in the pay plan reflects a goal of Elk River paying ninety-five percent (95%) of the wages in comparable metropolitan communities. In reality, the tops of the pay ranges listed are closer to 90% of the top for similar metro positions. In addition to the point rankings and pay ranges, on 3/13 the committee will also be making recommendations on some title changes and some changes in the exempt/non-exempt classification of a few positions. These • recommendations are offered in order for the titles and positions to more accurately reflect the actual duties being undertaken by the employees. After