6.9. SR 10-25-1993
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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.
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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.
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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
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County in its clerical wages but below the School and is
consistent with other communities.
The second wage concern I have heard related to wages for
department heads and specifically how close in wages the
sergeant's are getting to the Police Chief. On the opposite
side of this issue may be some feelings that the pay of some
department heads is too high. If the City Council desires to
increase the wage of the Police Chief based on growth in his
department, it should also increase the wages of the Finance
Director and Street/Park Superintendent and keep these
employees within their relative position. Accordingly, if the
Police Chief salary is increased, the Street/Park
Superintendent should also receive an increase as well as the
Finance Director remaining above these two positions. I have
no problems if the City Council desires for these three
employees to move closer to myself in wages and to create a gap
between these three employees and the rest of the department
heads. In fact, this may be very appropriate based on the
significant growth in their departments and the increased
responsibilities. Another way to help develop a separation in
pay for department heads is to limit the increase for some, but
this will not address the Police Chief and sergeants pay issue.
Clearly, a wage plan and wage adjustments is an art and not a
science. There is no exact right or wrong for the Council to
follow in providing wage adjustments. The Council may want to
consider making adjustments in the pay plan over a two or more
year period if it believes that inequities exist. The Council
can give a 2 to 3% increase to all non department heads (plus
steps), a I to 2% increase for some department heads and a much
higher 4 to 6% increase for other department heads. While the
City is bound by the comparable worth law, there certainly is
some flexibility and individual changes that the Council can
undertake.
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5.
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CITY OF ELK RIVER
1994 COMPENSATION PLAN
EXHIBIT 1
1.
All 1993 pay ranges established by the City Council will
increase by 3% in 1994, based on Step 5, in order to
remain competitive to the private market and comparable to
similar communities. Based on acceptable work
performance, all City employees will move up one step in
their pay range or to the top of the pay plan, whichever
is less.
2. The 1994 pay ranges for City employees are listed in
Exhibit 2.
3. The 1994 Pay Plan continues the City's efforts to comply
with the Comparable Worth Law.
4. The part time Liquor Store Clerks shall be paid in
accordance with the following schedule:
o - 500 Hours
501 - 1000 Hours
1001 - 2000 Hours
2001 - 3000 Hours
3001+ Hours
$5.30
$5.82
$6.39
$7.16
$7.67
Vacation, holiday and sick time shall be granted in
accordance with the City's Personnel Ordinance. All
permanent, part time employees scheduled to work an
average of at least 20 hours per week are to receive
prorated benefits for vacation, holiday, and sick time.
6. All unionized employees (Police Department) will have
their wages and benefits adjusted per City Council
approval of the Police Union Contract and are not governed
by any clauses of this resolution.
7. All probationary employees shall receive increases
according to the agreement when the employee was hired.
8. The City's contribution for the health, life and dental
benefits for employees will be increased to $280.00 per
month in 1994. Prorated insurance benefits will be
offered to all permanent employees scheduled to work an
average of 30 or more hours per week.
9.
When the Waste Water Treatment System Superintendent is
absent for at least one continuous eight hour periOd, at
the discretion of the Department Head, one employee in the
Waste Water Treatment System Department may receive an
additional $.50 per hour for functioning as the "Lead
Contact Worker." This adjustment during the absence of
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10.
11.
the Department Head is to reflect additional
responsibilities directing the work crew and work program.
To encourage continuing education for City employees, the
City will reimburse 75% of the tuition fee to employees
for successfully completing classes directly related to
their position with the City. Any such class must be
taken on employee time and receive written approval by the
City Administrator before tuition reimbursement will be
made.
The City Council can
the pay plan at
compliance to the
employment status,
based on performance
make adjustments in
any City Council
Comparable Worth
changes in work
incentives.
any section
meeting based
Law, changes
responsibility,
of
on
in
or
CITY OF ELK RIVER PAY RANGES
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1994 PROPOSED (3%)
Step 1 Step 2 Step 3 Step 4 Step 5
CITY ADMINISTRATOR 53656 56777 59898 63018 66139
FINANCE DIRECTOR 44714 47315 49916 52517 55117
POLICE CHIEF 44027 46636 49245 51854 54463
STREET SUPERINTENDENT 44027 46636 49245 51854 54463
BUILDING & ZONING ADMINISTRATOR 43504 46081 48658 51235 53812
WASTEWA TER SUPERINTENDENT 43504 46081 48658 51235 53812
LIQUOR STORE MANAGER 38152 40984 40984 46647 49478
FIRE CHIEF 38152 40984 40984 46647 49478
ECONOMIC DEVELOPMENT COORD. 35478 37278 39120 41091 43169
CITY PLANNER 32960 35020 37080 39140 41200
BUILDING OFFICIAL 34235 35778 37299 38841 40384
CITY CLERK 34235 35778 37299 38841 40384
ASSISTANT LIQUOR STORE MANAGER 21509 23095 24723 26308 27915
The following positions are subject to overtime:
ttLlCE SERGEANT 21.69 22.16 22.54
ILDING INSPECTOR 13.82 14.49 15.14 15.80 16.46
ZONING ASSIST ANT 11.77 12.65 13.52 14.41 15.31
RECYCLING COORDINATOR 11.77 12.65 13.52 14.41 15.31
SR ACCOUNTING CLERK 10.39 11.21 12.00 12.81 13.64
TAC OFFICER 9.87 10.67 11 .46 12.29 13.10
ACCOUNTING CLERK 8.56 9.40 10.26 11.05 11.88
SECRETARY 8.56 9.40 10.26 11.05 11.88
COMMUNITY SERVICE OFFICER 8.56 9.40 10.26 11.05 11.88
SENIOR CITIZEN COORDINATOR 7.96 8.60 9.27 9.93 10.59
SECRETARY RECEPTIONIST 7.96 8.60 9.27 9.93 10.59
RECEPTIONIST 7.21 7.88 8.55 9.22 9.79
FULL TIME LIQUOR CLERK 7.34 7.96 8.56 9.22 9.79
CLERK TYPIST 6.18 6.90 7.57 8.29 9.01 .
WWTS OPERATOR 10.84 11.39 12.34 13.05 13.74 14.46
MAINTENANCE 1/1 12.84 13.49 14.16 14.87 15.61
MAINTENANCE /I 11.34 11.67 12.03 12.74 13.43 14.15
MAINTENANCE I 9.27 9.84 10.40 10.97 11.54 12.10
LABORER 7.43 7.69 7.96 8.49 9.28 9.82
PART TIME LIQUOR CLERK 5.30 5.82 6.39 7.16 7.67
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CITY OF ELK RIVER
1994 PROPOSED PAY
.
EXEMPT EMPLOYEES:
KLAERS
JOHNSON
ZERWAS
HALS
ROHLF
MACK
DOLEJS
ANDERSON
RUBIN
ACH
SKOGSTAD
THACKERA Y
DONAIS
Step in '94
Pay Plan
TOP
TOP
TOP
TOP
TOP
TOP
TOP
TOP
TOP
TOP
TOP
TOP
TOP
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NON-EXEMPT EMPLOYEES
The following positions are subject to overtime:
ROLFE
TYLER
MORDAL
ZAJAC
NELSON
WHITFORD
LEIRMOE
FRICK
ANDERSON K.
SCHMITZ
THOMPSON
MACK T.
LEE
JENSON
BYE
TUTTLE
BORST
CUNZ
EDINGER
SWENSON
JOHNSON, LINDA
EBNER
HEINECKE
SCHMIDT
TILLMAN
BEHRNS
KOSTANSHEK
PETERSON
KLECKNER
ROGERS
2
2
TOP
TOP
4
TOP
4
TOP
4+
TOP
TOP
TOP
TOP
TOP
TOP
TOP
TOP
TOP
2
TOP
TOP
2-3 + +
3-4 + + +
TOP
TOP
2
TOP
TOP
TOP
1-2++++
.
+ LEIRMOE - May move to Top if he takes and passes the next license.
+ +SWENSON - Moves to 10.26 (Step 3) on May 26, 1994.
u+JOHNSON - Moves to 9.93 (Step 4) on July 21, 1994.
uUPETERSON - Moves to 7.88 (Step 2) on March 23,1994.
8/27/939:51 AM
1994 Proposed Pay
Hourly Annual
66139
55117
54463
54463
53812
53812
49478
49478
43169
41200
40384
40384
27915
22.54
22.54
22.16
16.46
13.74
14.46
13.74
13.64
13.10
15.31
15.61
14.15
14.15
14.15
14.15
14.15
7.96
11.88
11.88
9.40
9.27
11.88
11.88
9.40
9.79
9.79
10.59
7.21
7.88
6.90
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Nlinnesota
Depart1l1ent of
Employee
Relations
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Leadership alld parlllership ill
humall resource II/tIIll1gelllell/
February 16, 1993
Lori Johnson
Finance Director
Elk River
720 Dodge Avenue N.W.
Elk River, MN 55330
Dear Lori Johnson:
,"
. ....
;. ,;
Congratulations! I am very pleased .to send you the enclosed nOtification of
compliance with the Local Government Payi Equity Act. Since;.thtl,'law was passed
in 1984, jurisdictions throughout Minnesota have been working~diligently to
meet the requirements of the act, and I commehd your hard work and c~mmitment
to achieving compliance.
.... .!: -;;~. .
As you know, our department adopted a rut~~specifying prGce~nres and criteria
for measuring compliance, and informati.on~lbout you!' situa1!ion is enclosed.
If you have any questions about the materr~ls or about pay-eqUity in general,
please contact Pay Equity Coordinator, Faith 'Zwemke at. 612-::-2-96-2653.
,.".' .
-_h'One 'o'f the things the rule requires is that our department ~9tify each
jurisdiction when the next pay equity .r'eportils due. In Y9ur:case, this date
is January 31, 1996, and we willbe.tsendin~"'you forms;iand~i~~ructions" at a
later time. Also, this notice and ~sults ~oftlie c6mpli~e. re'H:ew are public
information and must be supplied upoh're~u~s€:to any interested party.
~-~.~,r: .f:: . .,.i ~ .
Again, congratulati~ns 'on a. job well done!
Sincerely,
t, : ~
\...: . / ' I. ",,' .. .
./1 {tU)/ tL /:Jtll..f f. ;"_
1'1 : ,
Linda Barton
Commissioner
Enclosures
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RESULTS OF TESTS FOR COHPLIANCE
Date: ~~~~;> .
JUrisdict~on(: Ell ~
.
10#
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1. Completeness and Accuracy Test:
Passed. All required information was submitted accurately.
3.
2. Statistical Analysis Test:
Passed. Jurisdiction had more than three male classes and an
underpayment ratio of SO"! or more.
~ssed. Jurisdiction had six or more male classes, at least
one class with a salary range, an underpayment ratio below aD"!.
but a T-test which was not statistically significant
Salary Range Test:
Passed.
to move
~ssed.
Too .few classes had an established number of years
through a salary range.
Salary range test shows score of aD"! or more.
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4.
Exceptional Service
~ssed.
Passed.
more.
Pay Test:
Too few classes receive exceptional service pay.
Exceptional service pay test shows score of aD"! or
The enclosed material describes compliance requirements in more detail. If
you have questions. contact Pay Equity Coordinator. Faith Zwemke. at
612-296-2653.
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February 2, 1993
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Pay Equity Statistical Analysis Report
for
City of Elk River
720 Dodge Ave. N.~.
Elk River
HN 55330-0000
Pay Equity Contact Person: Lori Johnson
Phone: 612 441-7420
NLmlber of Jobs
Number of Employees
Ave. Pay per Employee
Female
Jobs
9
10
2,251 .70
Hale
Jobs
Balanced
Jobs
All
Jobs
20
37
2,931.27
2
31
55
2,586.02
Predicted Pay ~eighted
By Number of Employees
Jobs At/Above Predicted
Jobs Below Predicted
Percent Below Predicted
Ave. Difference in Pay
from Pred. per Employee
2
7
77.78
S -69
Salary Range Test
Exceptional Service Pay Test
10
10
50.00
Under
Payment
Ratio
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64.3
s
5 T-Test 1.337
OF 45
96.00
0.00
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2/02/93 Job List page
Job Hale Female Total \Jork Hax 1010. Predicted Pay
Nl.ITlber Class Title ElJ'4:ll E~l ElJ'4:ll Sex Points Salary Pay Difference
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1 Liquor Store Clerk I 2 3 5 B 40 1,127.00 1386. 04 . 259.04
2 Liquor Store Clerk II 2 0 2 H 44 1,544.00 1555.05 . 1 1. OS
3 Senior Citizen Coord 0 1 1 F 44 1,560.00 1555.05 4.95
4 Secretary Receptionist 0 2 2 F 50 1,671.00 1808.89 '137.89
5 Police Sec'Receptionist 0 1 1 F 50 1,m.00 1808.89 '36.89
6 Community Service Officer 1 2 3 B 54 1,874.00 2010.93 '136.93
7 Building & Zoning See 0 1 1 F 55 1,874.00 2066.25 '192.25
8 Asst Liquor Store H9r 1 0 1 H 58 2, 118.00 2079.97 38.03
9 Recycling Coordinator 1 0 1 H 58 2,255.00 2079.97 175.03
10 Maintenance I 3 0 3 H 58 2,132.00 2079.97 52.03
11 Haintenance I I 2 0 2 H 59 2,234,00 2197.59 36.41
12 Zoning Assistant 0 1 1 F 59 2,416.00 2197.59 218.41
13 TAC 0 1 1 F 60 2,153.00 2230.33 'IT.33
14 Sr Acco~nting Clerk 0 1 1 F 61 2,153.00 2263.19 -110.19
15 Haintenance I I I 1 0 1 H 62 2,464 .00 2541. 19 -IT.19
16 WTS Operator 3 0 3 H 62 2,234.00 2541.19 -307.19
17 Patrol Off i cer 7 1 8 H 65 2,964.00 2884.01 79.99
18 Juvenile/Inv/Corp 4 0 4 H 67 3,097.00 2919.70 1IT.30
19 Building Inspector 1 0 1 H 73 2,598.00 3230.59 -632.59
20 City Clerk 0 1 1 F IT 3,064.00 3066.23 -2.23
21 Building Official 1 0 1 H IT 3,064.00 3066.23 '2.23
22 Economic Devel Coord 1 0 1 H 78 3,276.00 3411.84 -135.84
23 Police Sergeant 2 0 2 H 78 3,452.00 3411.84 70.16
24 Fire Chief 1 0 1 H 79 3,735.00 3756.12 -1. 12
25 Liquor Store Hanager 1 0 1 H 79 3,755.00 3756.12 -1.12
26 k~TS Superintendent 1 0 1 H 90 4,084.00 4051.86 32.14
27 Building & Zoning Admin 1 0 1 H 90 4,084.00 4051.86 32.14
28 Street Superintendent 1 0 1 H 94 4,133.00 4156.57 -23.57
29 Police Chief 1 0 1 H 94 4,133.00 4156.57 -23.57
30 Finance Director 0 1 1 F 100 4,183.00 4405.61 -222.61
31 City Administrator 1 0 1 H 117 5,020.00 5005.02 14.98
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CUSTOMER SER.v:tCES CLEIUt $12.59 $11.96 $11. JJ $10.70
CI..ERX CASHDlR-RECllPTIOBIST $11.20 $10.64 $10.0B $9.52
e ~-SECRJttAJcr $11.20 $10.64 $10.0B $9.52
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$10.07 $9.44 $B.B1 $9.19
$B.9~ $B.40 $7.B4 $7.29
$9.96 $B.40 $7.84 $7.2B
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