RES 1990-117 - 00004122RESOLUTION NO. 117 - 1990
RESOLUTION AMENDING THE CLASSIFICATION AND COMPENSATION
PLAN FOR EMPLOYEES OF THE CITY OF FRIDLEY
WHEREAS, the Minnesota Pay Equity Act of 1984 requires every
political subdivision to establish "equitable compensation
relationships" among its employees; and
WHEREAS, the City Council by Resolution No. 59 -1987, adopted on
July 20, 1987, established a Classification and Compensation Plan
for City Employees; and
WHEREAS, certain modifications of the plan are required to comply
fully with recent amendments of state law; and
WHEREAS, the City Council has reviewed the attached amended
Classification and Compensation Plan for City Employees;
NOW THEREFORE, BE IT RESOLVED, by the City Council of the City of
Fridley, Minnesota, that the attached Classification and
Compensation Plan for City Employees be approved as amended.
BE IT FURTHER RESOLVED, that the City Manager be authorized to
expend funds necessary to implement the above mentioned plan
effective January 1, 1991.
PASSED AND ADOPTED BY THE CITY COUNCIL OF THE CITY OF FRIDLEY THIS
17TH DAY OF DECEMBER, 1990. -� 0
WILLIAM J EE - MAYOR
ATTEST: .
a
SHIRLEY H PALA - CITY CLERK
1
334
335
CITY OF FRIDLEY
CLASSIFICATION AND COMPENSATION PLAN FOR CITY EMPLOYEES
' Effective October 1, 1987
Amendments Effective January 1, 1991
I. PURPOSE:
The purpose of this classification and compensation plan is to comply
with the provisions of the Minnesota Pay Equity Act of 1984 (Minnesota
Statutes 471.991 to 471.999) by establishing "equitable compensation
relationshops between female- dominated, male- dominated, and balanced
classes of employees."
II. SCOPE:
A. The classification portion of this plan applies to all employees of
the City of Fridley, apart from fractional part -time employees, as
determined by Minnesota Statutes.
B. The compensation portion of this plan applies to all employees of the
City of Fridley except those employees who are members of a bargaining
unit as determined by the Minnesota Public Employees Labor Relations
Act ( MPELRA) . Also, the terms of a labor agreement arrived at through
collective bargaining in accordance with the provisions of the MPELRA
take precedence over the compensation provisions of this plan.
' III. CLASSIFICATION:
A. Each position shall be given a point value based on the results of the
study commissioned by the Metro Area Management Association ( "Point
Value ").
B. Positions with similar Point Value shall be combined into groups which
shall receive similar minimum compensation.
IV. COMPENSATION:
A. The "Maximum Earning Potential" on each position on July 1, 1987,
shall be determined as follows:
1. For non - exempt employees it shall be determined by including the
top rate of pay for each position plus applicable longevity pay,
overtime pay, premium pay, and the insurance benefit available
from the City for each employee ($175.00 per month in 1987).
2. For exempt employees it shall be the top rate of pay for each
position plus the insurance benefit available from the City for
each employee ($175.00 per month in 1987).
B. The Maximum Earning Potential for each position shall be plotted
against the Point Value of that position using standard statistical
procedures to develop two trend lines: one for non - exempt employees
and one for exempt employees. The trend line for exempt employees
will incorporate a five percent (5 %) increase in Maximum Earning
Potential to adjust for the fact that they do not receive longevity
pay, overtime pay, or premium pay.
336
C. The
salary range for each group shall be determined as follows:
1.
The applicable trend line shall be reduced by the amount of the
insurance benefit available from the City ($175.00 per month in
'
1987).
2.
The midpoint of all Point Values of each group shall be
determined ( "Midpoint Value ").
3.
The position on the trend line corresponding to the Midpoint
Value of each group shall be plotted.
4.
The monthly salary range ( "Salary Range ") for each group shall
extend from eighty percent (80 %) to one hundred ten percent
(110 %) of the corresponding dollar value associated with that
group's Midpoint Value as determined by the group's trend line.
D. Each
individual employee shall be assigned to the Salary Range for the
group
which includes the Point Value of the employee's position.
E. Each individual employee's minimum rate of compensation shall be based
on the applicable Salary Range to which the employee is assigned under
Paragraph IV. C and D above and on length of service as an employee
of the City of Fridley.
1. If the employee has been employed less than six (6) months, the
minimum rate of compensation shall be no less than the minimum
t amount provided for in that Salary Range ( "Range Minimum ").
2. If the employee has been employed for six (6) months but less
than eighteen (18) months, the minimum rate of compensation shall
be no less than five percent (5 %) above the Range Minimum.
3. If the employee has been employed for eighteen (18) months but
less than thirty (30) months the minimum rate of compensation
shall be no less than ten percent (10 %) above the Range Minimum.
4. If the employee has been employed for thirty (30) months or more
the minimum salary shall be no less than fifteen percent (15 %)
above the Range Minimum.
5. For employees whose length of service in a particular job
classification exceeds thirty (30) months, the following steps
are established:
a. after sixty (60) months (= 5 years) 18.33% above the range
minimum (= 94.67% of the trend line).
b. after ninety (90) months (= 7.5 years) 21.67% above the
range minimum (= 97.33% of the trend line.)
c. after one hundred twenty (120) months (= 10 years) 25.00
above the range minimum (= 100.00% of the trend line).
6. Each employee in a job classification which is non - exempt as
determined by the federal Fair Labor Standards Act will receive
adjustments to the steps in section IV. E. 5 above based on
satisfactory performance and completion of years of service in
the job classification.
337
7. Each employee in a job classification which is exempt as
determined by the federal Fair Labor Standards Act and whose
length of service in a job classification exceeds thirty (months)
may receive additional adjustments up to the steps indicated in
section IV. E. 5 above based on comparisons with other comparable
municipalities in the Twin Cities Metropolitan Area and the Upper
Midwest Region as determined by the City Manager.
8. The City Manager may grant an individual employee an increase of
up to five percent ( 5.0% ) of current salary based on documented
evidence of the necessity of the higher salary to retain the
employee in that position. A raise of more than five percent (
5.0% ) or a raise which would place an employee above 1000 of the
trend line for the job classification in question shall require
prior approval by the Fridley City Council.
9. The City Manager may grant merit awards of up to five percent
5.0% ) of annual salary to an individual employee once in any
calendar year based upon a performance evaluation and merit pay
plan approved by the Fridley City Council and subject to budget
constraints.
F. Salary adjustments which are required in order to comply with this
Plan shall be made in two stages. The first half of the adjustment
shall be made effective October 1, 1987. The second half of the
adjustment shall be made effective July 1, 1988.
G. Compensation of an individual employee above the minimum rate of
compensation shall be determined by experience, performance, market
value of the position and other relevant work - related criteria.
H. From time to time all salary ranges collectively may be adjusted
proportionately through the annual budget process.