HomeMy WebLinkAbout4B - Pay Equity Implementation Report - Resolution 99-102
..
STAFF AGENDA REPORT
DATE:
AGENDA#:
PREPARED BY:
SUBJECT:
OCTOBER 4, 1999
4B
BRET WOODSON, ASSISTANT CITY MANAGER J 0 Z.
CONSIDER APPROVAL OF RESOLUTION 9~
APPROVING THE CITY OF PRIOR LAKE PAY
EQUITY IMPLEMENTATION REPORT
HISTORY:
The State Legislature passed the Local Government Pay
Equity Act in 1984. As a result all local units of
government were required to implement pay equity
systems and to submit pay equity reports as of January
31, 1992. Subsequently, each local government unit is
required to submit current pay equity reports once every
three years. The City of Prior Lake report is due by
January 31, 2000 using data from 12/31/99. Since all
bargaining units have settled for 1999 it is possible for
Prior Lake to submit its data at this time to complete our
obligation early.
DISCUSSION:
The Pay Equity report contains the results of four
compliance tests that DOER uses to determine whether a
city is in compliance with the Pay Equity requirements,
DOER has provided software that allows each jurisdiction,
once the appropriate data has been entered, to generate
these compliance reports, Once these reports are
complete, they must be approved by the governing body
and then sent to DOER. In addition, a notice must be sent
to all exclusive representatives and be posted in a
prominent location (city hall) for at least 90 days from the
date the report was submitted. This notice indicates that
the City is submitting a Pay Equity implementation report
to DOER.
The four compliance tests required in the Pay Equity
Implementation report are described below.
Completeness and Accuracy Test - determines whether
jurisdictions have filed reports on time, included correct
data and supplied all required information to DOER.
16200 Eagle Creek Ave, S.E., Prior Lake, Minnesota 55372-1714 / Ph, (612) 447-4230 / Fax (612) 447-4245
AN EQUAL OPPORTUNITY EMPLOYER
Statistical Analysis Test - compares salary data to
determine if female classes are paid consistently below
male classes of comparable work value (job points).
Salary Range Test - compares the average number of
years it takes for employees to move through salary
ranges established for female classes compared to male
classes.
Exceptional Service pay Test - compares how often
individuals in male classes receive longevity or
performance pay above the normal salary range compared
to how often individuals in female classes receive this type
of pay.
ISSUES:
Over the past few years the City has taken great strides to
assure compliance with the State Pay Equity
requirements. The elimination of longevity and past wage
adjustments to various classes of positions are a few
examples. The City Council has approved a classification
system & accompanying pay ranges for all employees, as
well as various labor agreements,
All of these items approved by the City Council have been
subjected to the four tests described above. All are in
compliance with all four of the compliance tests described
above, and therefore, the City of Prior Lake is m
compliance with the State's Pay Equity requirements.
ALTERNATIVES:
The Council has the following alternatives:
1. Approve, as part of the Consent Agenda, Resolution 99-
XX Approving the City of Prior Lake Pay Equity
Implementation Report.
2. Defer action on this item upon receipt of additional
information.
RECOMMENDATION: Staff recommends Alternative #1
ACTION REQUIRED:
IOn and second as part of the consent agenda to
rove the attached Resolution.
Attachment
CCPEQOO.DOC
RESOLUTION 99-XX
RESOLUTION APPROVING THE CITY OF PRIOR LAKE PAY
EQUITY IMPLEMENTATION REPORT
MOTION BY: SECOND BY:
WHEREAS, the Local Government Pay Equity Act requires the City of Prior
Lake to submit a Pay Equity Implementation Report to the
Department of Employee Relations (DOER); and,
WHEREAS, the necessary reports have been completed and the posting and
notification requirements have been met; and
WHEREAS, the Mayor and City Council have reviewed the Pay Equity
Implementation Report,
NOW THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF PRIOR
LAKE, that they do hereby adopt the City's Pay Equity Implementation Report.
BE IT FURTHER RESOLVED that the Pay Equity Report be forwarded to the
Department of Employee Relations.
Passed and adopted this 4th day of October, 1999,
YES
NO
Mader Mader
Kedrowski Kedrowski
Petersen Petersen
Schenck Schenck
Wuellner Wuellner
{Seal}
City Manager
City of Prior Lake
16200 aagt~~()G.E., Prior Lake, Minnesota 55372-1714 / Ph. (612) 447-4230 / Fax (612) 447-4245
AN EQUAL OPPORTUNITY EMPLOYER
Posting Date: 11/16/99
I JURISDICTION NAME:
City of Prior Lake
NOTICE
2000 PAY EQUITY REPORT
This jurisdiction is submitting a pay equity implementation report to the Minnesota Department of
Employee Relations as required by the Local Government Pay Equity Act, Minnesota Statutes 471.991
to 471.999.
The report is public data under the Minnesota Government Data Practices Act, Minnesota Statutes,
Chapter 13. That means that the report is available to anyone requesting this information.
This notice is being sent to all exclusive representatives in this jurisdiction. In addition, this notice must
remain posted in a prominent location for at least 90 days from the date the report was submitted.
For more information about this jurisdiction's pay equity program, or to request a copy of the
implementation report, please contact:
Frank Boyles. City Manager
City of Prior Lake
16200 Eagle Creek Avenue
Prior Lake. MN 55372
447-4230
For more information about the state pay equity law, you may contact:
Pay Equity Coordinator
Minnesota Department of Employee Relations
Second Floor, Centennial Office Building
658 Cedar Street
St. Paul, MN 55155-1603
Pay Equity Implementation Report
end completed report to:
Pay Equity Coordinator
Department of Employee Relations
200 Centennial Building
658 Cedar Street
St. Paul, MN 55155-1603 (612) 296-2653 (Voice)
(612) 297-2003 (TDD)
For Department Use Only
Postmark Date of Report
Jurisdiction ID Number
5 Name of Jurisdiction
;: c City of Prior Lake
:! 0
:3- ~ City 0 County 0 School 0 Other:
!!1ii
.. u
:3; Address I City ISta~ I Zip
.,-
...
.. c 16200 Eagle Creek Avenue SE Prior Lake 55372-1714
t CD
'C
"'- Contact Person I Ph_one
i
\. Frank Bovles, City Manager ( 612 ) 447-4230
o The job evaluation system used measured skill, effort, 0 No salary ranges/performance differences.
responsibility and working conditions and the same
system was used for all classes of employees. 0 Check here if both of the following apply; otherwise, leave
Check the system used: blank,
0 State Job Match a. Jurisdiction does not have a salary range for any job
class.
D Designed Own (specify) b, Upon request, jurisdiction will supply documentation
showing that inequities between male and female
c ~ classes are due to performance differences_
0 Consultant's System (specify)
... ROI Consultants Note: Do not include any documentation regarding
III performance with this form.
u D Other (specify)
;;:
"i: 0 An official notice has been posted at
q)
> Board
6 Health insurance benefits for male and female classes Prior Lake City Hall Bulletin
III
u of comparable value have been evaluated and: (prommenr loeaf/on)
:;:: informing employees that the Pay Equity Implementation
... ~ There is no difference and female classes are not
0 Report has been filed and is available to employees upon
at a disadvantage. request. A copy of the notice has been sent to each exclusive
m representative, if any, and also to the pUblic library. The report
~ D There is a difference and the maximum salaries
III reported include the monthly amount paid by the was approved by: Council
r:l. City
employer for health insurance. (governmg body)
C) Information in this report is complete and accurate. Wes Mader, -
(chief elected official. prmt!
e The report includes all classes of employees over
which the jurisdiction has final budgetary approval (chief elected official, signature!
authority.
Mayor 11/16/99
(title) (dare!
;. t Cll Result from Salary Range Worksheet
U I:l) ...
~.!c: 80.83 % is the result of average years to salary range maximum for male classes divided by the
III III 11..-
o..cnlC average years to salary range maximum for female classes,
;~- Results from Exceptional Service Pay Worksheet
..ii~;::
~j=-!; 0 20% or less of male classes receive ESP,
t:~A.>!
1Ill::::&~ 0 % is the result of the percentage of female classes receiving ESP divided by the percentage
0...-1:
III ~ 0 .
....A. of male classes receiving ESP.
1Il-
Uj-=
II 0 3,448,429.32
t:.... $ is the annual payroll for the calendar year just ended December 31,
ClI 0 ~
r:l.~r:l.
(Part F on Back)
PIyeQflll_pm5
Jurisdiction: City of Prior Lake
Contact: Bret Woodson
Date: September 10, 1999
Phone: 612 447-4230
COM P L I A N C E
R E P 0 R T
The statistical analysis, salary range and exceptional service pay test
results are shown below. Part I is general information from your Pay
Equity Report data. Parts II, III, and IV give you the test results.
For more detail on each test, refer to the guidebook.
1. GENERAL JOB CLASS INFORMATION
Male Female Balanced All Job
Classes Classes Classes Classes
# Job Classes 24 8 0 32
# Employees 53 17 0 70
Avg. Max Monthly
Pay per Employee 4,150.42 3,214.41 3,923.10
II. STATISTICAL ANALYSIS TEST
A. UNDERPAYMENT RATIO = 91.7*
a. # at or above Predicted Pay
b. # Below Predicted Pay
c. TOTAL
d. % Below Predicted Pay
(b divided by c = d)
Male Female
Classes Classes
13 4
11 4
24 8
45.83 50.00
*(Result is % of male classes below predicted pay divided by % of
female classes below predicted pay.)
B. T-TEST RESULTS
Degrees of Freedom (DF) =
68
Value of T =
.361
a. Avg. diff. in pay from predicted pay for male jobs = $ -1
b. Avg. diff. in pay from predicted pay for female jobs $ -12
III. SALARY RANGE TEST = 80.83%
(Result is A divided by B)
A. Avg. # of years to max salary for male jobs
B. Avg. # of years to max salary for female jobs
8.08
10.00
IV.
EXCEPTIONAL SERVICE PAY TEST =
0.00%
(Result is B divided by A)
A. % of male classes receiving ESP
B. % of female classes receiving ESP
12.50*
0.00
* (If 20% or less, test result will be 0.00)
Version 3.0 (1993)
9/10/99
Job
Number Class Title
1 City Manager
2 City Engineer
3 Finance Director
4 Chief of Police
5 Planning Director
6 Parks and Recreation Director
7 Assistant City Manager
8 Police Lieutenant
9 Assistant City Engineer
10 Building Official
11 Maintenance Supervisor
12 Police Sergeant
13 Water Resources Coordinator
14 MIS Coordinator
15 Planning Coordinator
16 Detective
17 Recreation Supervisor
18 Building/zoning Administrator
19 Patrol Officer
20 Engineering Technician IV
21 Planner
22 Fleet Maintenance Coord.
23 Accountant
24 Executive Secretary
25 Engineering Tech III
26 Maintenance Leadworker
27 Maintenance Worker VI
28 Engineering Tech I
29 Maintenance Worker V
30 Community Service Officer
31 Secretary/Clerk
32 Receptionist/Secretary
Male Female
Empl Empl
Job List
1
1
1
1
1
1
1
1
o
1
2
3
1
1
o
4
1
3
8
2
o
1
o
o
1
3
1
1
9
o
o
o
Total
Empl
o
o
o
o
o
o
o
o
1
o
o
o
o
o
1
o
o
o
2
o
1
o
1
1
o
o
o
o
1
1
10
1
1
1
1
1
1
1
1
1
1
1
2
3
1
1
1
4
1
3
10
2
1
1
1
1
1
1
1
10
1
10
1
Work
Sex Points
M
M
M
M
M
M
M
M
F
M
M
M
M
M
F
M
M
M
M
M
F
M
F
F
M
M
M
M
M
F
F
F
Page
1
Salary
Predicted Pay
Pay Difference
Max Mo,
283
253
238
238
223
223
223
218
218
203
203
188
188
175
173
173
173
158
158
158
158
158
158
143
143
128
113
113
98
98
98
83
7,220.00
6,440,00
6,053,00
6,053.00
5,711.00
5,711.00
5,711.00
5,327,00
5,327,00
4,927,00
4,927,00
4,508,00
4,592,00
4,427,00
4,427.00
4,136.00
4,427,00
4,233.00
3,939,00
4,233,00
4,233,00
4,233,00
4,233,00
3,936,00
3,936,00
3,609.00
3,290,00
3,290,00
2,732.00
2,732,00
2,732,00
2,437,00
7238,36
6442,67
6066.50
6066,50
5638,19
5638,19
5638,19
5482,59
5482,59
4927,52
4927,52
4561. 04
4561,04
4300,70
4270,12
4270,12
4270.12
4054,26
4054,26
4054,26
4054,26
4054,26
4054,26
3838.75
3838,75
3434,47
3111. 92
3111. 92
2789,37
2789,37
2789.37
2466,82
-18,36
-2,67
-13,50
-13,50
72 ,81
72,81
72 ,81
-155,59
-155,59
-,52
-,52
-53.04
30,96
126,30
156,88
-134,12
156,88
178.74
-115,26
178,74
178,74
178,74
178,74
97.25
97,25
174,53
178,08
178,08
-57,37
-57,37
-57,37
-29,82
Version 3.0 (1993)
9/10/99
Data Entry Listing
Job Nbr Class Title
Male Female Work Min Mo,
Employees Employees Points Salary
1 City Manager
2 City Engineer
3 Finance Director
4 Chief of Police
5 Planning Director
6 Parks and Recreation Director
7 Assistant City Manager
8 Police Lieutenant
9 Assistant City Engineer
10 Building Official
11 Maintenance Supervisor
12 Police Sergeant
13 Water Resources Coordinator
14 MIS Coordinator
15 Planning Coordinator
16 Detective
17 Recreation Supervisor
18 Building/Zoning Administrator
19 Patrol Officer
20 Engineering Technician IV
21 Planner
22 Fleet Maintenance Coord,
23 Accountant
24 Executive Secretary
25 Engineering Tech III
26 Maintenance Leadworker
27 Maintenance Worker VI
28 Engineering Tech I
29 Maintenance Worker V
30 Community Service Officer
31 Secretary/Clerk
32 Receptionist/Secretary
1
1
1
1
1
1
1
1
o
1
2
3
1
1
o
4
1
3
8
2
o
1
o
o
1
3
1
1
9
o
o
o
o
o
o
o
o
o
o
o
1
o
o
o
o
o
1
o
o
o
2
o
1
o
1
1
o
o
o
o
1
1
10
1
283 4,813,00
253 4,392.00
238 4,206,00
238 4,206,00
223 3,968,00
223 3,968,00
223 3,968,00
218 3,779,00
218 3,779,00
203 3,587,00
203 3,587,00
188 4,233,00
188 3,396,00
175 3,274,00
173 3,274,00
173 2,739.00
173 3,274,00
158 3,130.00
158 2,609,00
158 3,130,00
158 3,130,00
158 3,130,00
158 3,130,00
143 2,912.00
143 2,912.00
128 2,669,00
113 2,434,00
113 2,434,00
98 2, 021. 00
98 2,021.00
98 2,021.00
83 1,803,00
Max Mo,
Salary
7,220,00
6,440,00
6,053,00
6,053.00
5,711.00
5,711.00
5,711,00
5,327.00
5,327,00
4,927.00
4,927,00
4,508.00
4,592.00
4,427,00
4,427.00
4,136,00
4,427,00
4,233,00
3,939,00
4,233,00
4,233,00
4,233.00
4,233,00
3,936,00
3,936,00
3,609,00
3,290,00
3,290,00
2,732,00
2,732,00
2,732,00
2,437,00
Years Nbr Yrs
to Max Service
0.00
0.00
0,00
0.00
0,00
0.00
0,00
0,00
0,00
0,00
0,00
1. 00
10.00
0,00
0.00
3.00
0,00
10,00
3,00
10,00
10.00
10.00
0,00
0,00
10,00
10.00
10,00
10,00
10,00
10.00
10,00
10,00
Page
1
Exceptional
Service Pay
longevity
longevity
longevity
Version 3.0 (1993)
~.,