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This law applies to all political subdivisions which fall under the Public <br />Employees Labor Relations Act (PELRA) and which have final budgetary approval <br />authority over wages for a group of employees. This includes cities, counties, school <br />districts, and the Austin Utilities, to name just a few. Minnesota Department of <br />Employees Relations (DOER) has the authority to administer this law and has the <br />responsibility to determine if a political sub-division is in compliance with this <br />legislation. <br />This law requires each local government must choose or develop any job <br />evaluation system as long as that job evaluation system measures skill, effort, <br />responsibility, and working conditions. Job evaluation is not based on the <br />performance or qualifications of the person doing the job. Evaluations should <br />consider the amount of education the job requires, not the amount of education a <br />current employee brings to the job. In evaluating the job, they should not consider <br />longevity, seniority, or performance of current employees. <br />In order to provide the job evaluator with all the information necessary to <br />rank the job in the Austin Utilities case, the employee describes their position <br />through the Position Description Questionnaire (PDQ) which is attached. This <br />PDQ, among other things, addresses skill, effort, responsibility, and working <br />conditions required of the job. The questionnaire is submitted to the evaluator, <br />