5.8. SR 02-13-2006 - Laserfiche WebLink

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City of Elk River REQUEST FOR COUNCIL ACTION Agenda Section Meeting Date Worksession Februa 13,2006 Item Description Pa Plan Structure Review Pro osal Administrator Introduction The City Council directed the Personnel Committee to request proposals for consulting services to revise the city's pay plan structure to accommodate the city's new organizational structure. The Personnel Committee received proposals from the Stanton Group and Riley, Dettmann, and Kelsey. These two firms were chosen because the city currently has a consulting relationship with the Stanton Group and Riley, Dettmann, and Kelsey was selected because they are currently doing a similar study for Sherburne County and they have worked with many Minnesota cities on compensation studies similar to the one the city is undertaking. Discussion After reviewing the proposals, the Personnel Committee recommends that the City Council consider the proposal from Riley, Dettmann, and Kelsey. This proposal more accurately reflects what the Personnel Committee feels needs to be accomplished while the Stanton Group proposal only addresses the question of whether a study needs to be done, which the Personnel Committee feels it has already addressed. The recommended proposal includes reviewing the existing job descriptions and evaluating each using Riley, Dettmann, and Kelsey's (RDK) evaluation methodology. The Personnel Committee believes that this is an important part of the process because we have encountered numerous problems with the current point evaluation system. The current system was initially developed at the inception of the pay equity law over twenty years ago. It has been updated once since that time with minor adjustments made in the interim. However, it has not been changed to reflect the changes in the structure of jobs, particularly the computerization of the work environment, which affects the ratings on all information technology positions as well as administrative and management positions. The Personnel Committee has also encountered problems in evaluating environmental positions and some recreation positions. Again, this is because the factors for weighing these positions have not changed and the system is very task driven. The new evaluation system, as outlined on page seven of the proposal, includes weighing formal preparation and experience, decision making, thinking challenges and problem solving, interactions and communications, and work environment. Training for the Personnel Committee on how to evaluate positions using the RDK Evaluation Methodology is included. Currently, the system used by the Personnel Committee includes having employees fill out questionnaires, which are sent to the consulting firm for review and returned as a position prof1le that is reviewed further by the employee and department head, and sent back for review if changes are needed. This can be a time-consuming and somewhat overwhelming process for the employee. This new evaluation method would simplify this process. S:\Council\Lori\2006\Pay Plan Structure Review Proposal.doc