HomeMy WebLinkAbout10B - 2007 City of Prior Lake Pay Equity Report
4646 Dakota Street S.E.
Prior Lake, MN 55372-1714
DATE:
AGENDA #:
PREPARED BY:
SUBJECT:
STAFF AGENDA REPORT
January 22, 2008
10B
Kelly Meyer, Asst. City Manager
CONSIDER APPROVAL OF A RESOLUTION APPROVING THE
CITY OF PRIOR LAKE 2007 PAY EQUITY REPORT.
INTRODUCTION: The purpose of this agenda item is to request Council approval of a
resolution approving the City's pay equity report and directing that it
be submitted to the State Department of Employee Relations.
HISTORY:
DISCUSSION:
In 1984, the State Legislature passed the Local Government Pay
Equity Act which requires all public jurisdictions to eliminate any
sex-based wage inequities in compensation. Subsequently, each
local government unit is required to submit current pay equity
reports once every three years.
Pay equity is a method of eliminating discrimination against women
who are paid less than men for jobs requiring comparable levels of
expertise. Achieving pay equity usually means (1) that all jobs are
evaluated and given points according to the level of knowledge and
responsibility required to do the job; and (2) that salary adjustments
will be made if it is discovered that women are consistently paid less
than men for jobs with similar points.
The Council will recall that in 2007, the City completed a
classification and compensation study that, in part, reviewed and
updated the City's existing classification or point system. This
included an evaluation and review of each position, including
feedback from employees on minimum educational and experience
requirements, job responsibilities, organizational impact, working
conditions, and work complexity, among others. The updated
positions were then evaluated and input into a new point structure to
be used for grading existing and future positions, as well as for pay
equity reporting purposes.
The City of Prior Lake report is due by January 31, 2008 using data
effective on December 31, 2007.
The Pay Equity report contains the results of four compliance tests
that the Department of Employee Relations (DOER) uses to
determine whether a city is in compliance with the Pay Equity
requirements. DOER has provided software that allows each
www.cityofpriorlake.com
Phone 952.447.9800 / Fax 952.447.4245
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.
Statistical Analysis Test - compares salary data to determine if
female classes are paid consistently below male classes of
comparable work value Gob points). The minimum requirement to
pass this test is an underpayment ratio of 80%. The City's ratio is
180%.
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. The result of this test
must either be 0%, or 80% or greater. The City's test result is
91.25%.
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. The test result must show either
0% or 80% or more to be acceptable. The City's test result is 0%.
ISSUES:
Without addressing the socio-economic benefit of the pay equity
law, it does represent an unfunded mandate from the State. The
cost of non-compliance is high, both in terms of litigation from
aggrieved parties, or actions taken by the State Department of
Employee Relations. Prior Lake was fined years ago by the State for
rendering a late report.
The City has had an established classification/compensation
structure in place for many years. As new positions and salary
ranges are established, staff evaluates where such positions should
be classified with the intention of meeting State Pay Equity
requirements. The classification/compensation study recently
conducted provided the necessary verification, and updating of our
classification structure and pay system to assure that we remain in
compliance.
CC Agenda - 2007 pay equity report
The current salary plan has been subjected to the four tests
described above. The city's salary plan is in compliance with all four
of the compliance tests; and therefore, the City of Prior Lake is in
compliance with the State's Pay Equity requirements. In addition,
the new pay structure which will be effective for AFSCME members
and unrepresented employees over the course of 2008, has also
been evaluated using the DOER reporting tests and is also currently
in compliance. Because the new classification and pay structure
does not become fully implemented until the end of 2008, the City is
required to report using the data available as of December 31,2007.
We run the
ALTERNATIVES: The Council has the following alternatives:
1. Adopt the Resolution Approving the City of Prior Lake Pay
Equity Report.
2. Defer action on this item upon receipt of additional
information.
RECOMMENDATION:
Alternative #1. Motion and second to approve the attached
Res tion.
Reviewed by:
Attachment
CC Agenda - 2007 pay equity report
RESOLUTION 08-
4646 Dakota Street S.E.
Prior Lake, MN 55372-1714
A 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) not later
than January 31, 2008; and
WHEREAS, the necessary reports have been completed and 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, MINNESOTA
that:
1. The recitals set forth above are incorporated herein.
2. The City Council hereby approves the Pay Equity Implementation Report, and directs staff to report
the City's pay equity performance electronically to the Department of Employee Relations.
PASSED AND ADOPTED THIS 22ND DAY OF JANUARY, 2008.
Erickson Erickson
Hauaen Haugen
Hedbera Hedbera
LeMair LeMair
Millar Millar
YES
NO
City Manager, City of Prior Lake
www.cityofpriorlake.com
Phone 952.447.9800 / Fax 952.447.4245
Pay Equity Implementation Report
For Department Use Only
Send completed report to:
Pay Equity Coordinator
Department of Employee Relations
200 Centennial Building
658 Cedar Street
St. Paul, MN 55155-1603
(651) 296-2653 (Voice)
(651) 282-2699 (IDD)
Postmark Date of Report
950 Jurisdiction 10 Number
Part A: Jurisdiction Identification
Jurisdiction: City of Prior Lake
4646 Dal<ota Street SE
Prior Lake, MN 55372
Contact: Assistant City Manager Kelly Meyer
Fax: 9524474245
Email: kmeyer@cityofpriorlake.com
Jurisdiction Type: CllY
Phone: (952) 447-9800
Part B: Official Verification
. The job evaluation system used measured skill, effort
responsibility and working conditions and the same
system was used for all dasses of employees.
The system used was: IConsultant System (Specify(!J
Desaibe: r- SAFE system
. Health Insurance benefits for male and female
classes of comparable value have been evaluated and:
~ere is no difference t::!] and
emale classes are not at a disadvantage.
. 0 Information in this report is complete and accurate.
. ~ The report indudes all classes of employees over
which the jurisdiction has final budgetary approval
authority.
Part C: Total Payroll
I $5,886,787.00 I
is the annual payroll for the calendar year just ended December 31.
. No salary ranges/performance differences.
o Leave blank unless BOTH of the following apply:
a. Jurisdiction does not have a salary range for any job
dass.
b. Upon request, jurisdiction will supply documentation
showing that inequitieS between male and female
classes are due to performance differences.
Note: Do not include any documentation regarding
performance with this form.
. An official notice has been posted at:
City Hall
(prominent location)
informing employees that the Pay Equity Implementation
Report has been filed and is available to employees upon
request. A copy of the notice has been sent to each exclusive
representative, if any, and also to the publiC library.
The report was approved by:
Prior Lake City Council
(governing body)
Jack G. Haugen
(chief elected official)
Mayor
(title)
~ Checking this box indicates legal signature by above official.
Compliance Report
01/15/200E
Jurisdiction: City of Prior Lake
Contact: Kelly Meyer
Assistant City Manager
Insurance Added? Job Evaluation System Used:
Phone: (952) 447-9800
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.
I. GENERAL JOB CLASS INFORMATION
# Job Classes
# Employees
Avg. Max Monthly
Pay per Employee
Male Female Balanced All Job
Classes Classes Classes Classes
28 18 0 46
66 21 0 87
$5,088.57 $4,450.69 $4,934.60
Male Female
Classes Classes
14 13
14 5
28 18
II. STATISTICAL ANALYSIS TEST
A. UNDERPAYMENT RATIO = 180.0 *
a. # at or above Predicted Pay
b. # Below Predicted Pay
c. TOTAL
d. % Below Predicted Pay 50.00 27.78
(b divided by c = d)
* (Result is % of male classes below predicted pay divided by % of female classes below predicted pay)
B. T -TEST RESULTS
Degrees of Freedom (OF) = 85
Value of T =
-2.061
$24
$134
a. Avg. diff. in pay from predicted pay for male jobs =
b. Avg. diff. in pay from predicted pay for female jobs =
III. SALARY RANGE TEST =
91.25 % (Result is A divided by B)
A. AVQ. # of years to max salary for male jobs = 10.04
B. Avg. # of years to max salary for female jobs = 11.00
IV. EXCEPTIONAL SERVICE PAY TEST 0.00
A. % of male classes receiving ESP
B. % of female classes receiving ESP
* (if 20% or less, test result will be 0.00)
0.00
0.00
Predicted Pay Report for City of Prior Lake
Case: 2007
Job
Nbr Jobs Title
utility Billing Clerk
2 Building Secretary
3 Secretary - Planning
4 Recreation Secretary
5 Engineering Secretary
6 Polioe Secretary
7 Receptionist/Secretary
8 Maintenance Secretary
9 Sr. Utility Billing Clerk
10 Community Service Officer
11 Accounting Clerk
12 Maintenance Worker V
13 Mechanic
14 Maintenance Worker VI
15 Public Works Technician
16 Engineering Technician II
17 Maintenance Lead
18 Recreation Programmer
19 Civil Engineer
20 Park Maintenance Foreman
21 Patrol Officer
22, Building Inspector
23 Engineering Technician IV
24 Code Enforcement Officer
25 Planner
26 Administrative Assistant
27 Communication Coordinator
28 Accounting Supervisor
29 Detective
30 Public Works Coordinator
31 Recreation Coordinator
32 Water Resources Engineer
33 Sergeant
34 Parks Supervisor
35 Public Works Supervisor
36 Planning Coordinator
37 Building Official
38 Assistant City Engineer
39 Ueutenant
40 Assistant City Manager
41 Economic Development Director
42 Planning Director
Male Female
Empl Empl
o
o
o
o
o
o 4
o
o
o
o
16
2 0
o
o
1 0
2 0
o
o
o
14 2
3 0
o
o
o
o
1 0
o
2 0
o
o
o
3 0
o
o
o
o
o
Total
Empl Sex
o
F
F
F
4 F
F
F
F
M
F
17 M
2 M
M
M
M
2 M
F
M
M
16 M
3 M
M
M
M
F
M
F
2 M
1 F
F
M
3 M
M
M
F
M
M
M
F
M
F
o
o
o
o
Page 1 012
Work
Points
F
F
111
115
115
Max Mo.
Salary
$3,126.33
$3,526.66
$3,526.66
$3,526.66
$3,526.66
$3,526.66
$3,526.66
$3,526.66
$3,526.66
$3,526.66
$3,710.35
$3,978.97
$4,138.40
$4,138.40
$4,138.40
$4,138.40
$4,138.40
$4,949.45
$4,949.45
$4,949.45
$5,039.56
$5,320.31
$5,320.31
$5,320.31
$5,320.31
$5,323.33
$5,323.33
$5,323.33
$5,580.92
$5,580.92
$5,580.92
$5,580.92
$5,907.80
$6,2'.1:6,50
$6,246.50
$6,246.50
~,246.50
$6,715,33
$6,715.33
$7,199.50
$7,630.58
$7,630.58
120
120
120
123
123
140
120
160
173
185
193
198
203
221
230
265
308
245
271
285
293
310
285
305
315
280
310
331
363
410
360
365
395
418
455
560
555
580
605
Predicted
Pay
$3,106.71
$3,162.00
$3,162.00
$3,231.60
$3,231.60
$3,231.60
$3,273.55
$3,273.55
$3,510.49
$3,231.60
$3,788.89
$3,969.55
$4,136.88
$4,233.20
$4,301.63
$4,371.70
$4,625,76
$4,742.49
$5,124.36
$5,505.24
$4,892.56
$5,185.94
$5,303.99
$5,358.75
$5,520.03
$5,303.99
$5,482.80
$5,557.25
$5,260.84
$5,520.03
$5,677.94
$5,750.12
$6,150.13
$5,728.48
$5,757.07
$6,075.69
$6,189.90
$6,321.76
$7,390.28
$7,348.80
$7,556,20
$7,7:63.90
01/1512008
Pay
Difference
$19.62
$364.66
$364.66
$295.06
$295.06
$295.06
$253.11
$253.11
$16,17
$295.06
$-78.54
$9.42
$1.52
$-94.80
$-163.23
$-233.30
$-487.36
$206.96
$-174.91
$-555.79
$147.00
$134.37
$16.32
$-38.44
$-199.72
$19.34
$-159.47
$-233.92
$320.08
$60.89
$-97.02
$-169.20
$-242.33
$518.02
$489.43
$170.81
$56.60
$393.57
$-674.95
$-149.30
$74.38
$-133.32
Predicted Pay Report for City of Prior Lake 01/1512008
Case: 2007
Job Male Female Total Work Max Mo. Predicted Pay
Nbr Jobs Title Em pi Empl Empl Sex Points Salary Pay Difference
43 Finance Director 0 M 610 $8,133.67 $7,805.38 $328.29
44 Public Works Director 0 M 630 $8,133.67 $7,971.30 $162.37
45 Police Chief 0 M 660 $8,133.67 $8,134.72 $-1.05
46 City Manager 0 M 820 $9,262.58 $9,413.45 $-150.87
Page 2 of 2
G)
.>0:
III
.J
...
o
1:
Q.
-
o
~
(3
..
.s
..J
C
o
..
as
(,)
Ii:
.~
CD
>
~
-
C
W
.
-
.
C
In
In
as
(3
..Q
o
..,
<:)
lQ
OJ
Q
(5
.J
-:0,
:g~
o
-G)
'liD
~~
KID
wen
"'O~
I!!~
>-.
tI)
ir;-
o.!!
-.
I!!tI)
>-
~
!
Or;-
:e.
=-
::lEU)
O~
::lEIII
I;'ii
ien
....
<:)
<:)
N
CD
10
lJ
<:) <:) 0 0 0 0 0 0 0 <:) <:) 0 0 0 0 0 000 <:) 0 0 0 0 0 0 0 <:) <:) 0
o
<=!
...
...
o
<=!
...
...
~
...
...
<:)
<=!
...
...
o
<=!
...
...
o
<=!
...
...
<:)
<=!
...
...
<:)
<=!
...
....
o
<=!
...
...
<:)
<=!
....
...
o
<=!
...
...
o
<=!
....
....
o
<=!
...
...
<:)
<=!
....
....
~
....
....
o
C!
....
....
<:)
<=!
....
....
o <:)
<=! <=!
.... ....
.... ....
o
<=!
...
....
o
<:)
.,j
o
<=!
....
....
o
C!
...
....
:!;
....
...
<:)
<=!
....
...
<:)
<=!
....
....
<:) 0
<=! <=!
.... ....
.... ....
<:)
<:)
.,j
o
<=!
...
....
~ : : : : : : : : : ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ : ~ ~ ~ ~ ~ ~ ~ ~ ~
~ ~ ! ~ ! ~ ~ m ! ! ~ S ! ! ! ! ! i i i ~ ~ ~ ~ ~ ~ a a i !
:::::~::::~:::~::~~~~~:::::~~=
~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ 3 ~ ~ ~ ~ ~
~ N S S S S S ~ S S ~ ~ ~ m ~ ~ i
~ ~ ~ ~ ~ ~ ~ ~ ~ ~ .... ~ 0 8 000
N N N N N N N N N N N N ~ ~ ~ ~ ~
-----------------
!t!
~i5
Q.
l")
N
....
~ ~
... ....
10 10 <:) <:) 0
"r"" ~ N ('Il4 ('It
....."rIlll"""'IIIl"""'IIIl"""
l")
C"I
....
...
....
....
-.
;a.
o~
~
....
l")
....
....
II)
CD
....
l")
GO
....
CD l") ....
OJ 0 C"I
.... C'i N
~ ~ ~ ~ ~ ~ ~ ~ ~ :E ~ :E ~ ::lE ::lE :E :E
III
.
...-
,D1lI
zE
G)
II.
....
o ... ... 0 <:) 000
.... "P' 'P .... .... .
...1
.D-
zal
::E
<:)
o
<:)
o
o
<:)
o 0
<:)
G:I CD
~~
...
CD
u
~ ~i:'.>o:lI;:
Ol ~...- .s s ~ ~
tUnfi~H~
~c'-l ~~ g'~~ giii~g'
iii g'.sil~ij~~~
~ ~ ! ! ~ ~ CD C ~ e 0
S ~ ~ ~ ~ ~ ~ i ~ 8 ~
..c'"
0.D
,z
DO
C>>
o
....
lQ
CQ
....
N
~
..,.
....
<:)
....
....
CQ
....
>
~
o
3:
2:
c
'"
c
.s
c
'ii
::E
N
....
N
u
C
ca
J:
g
:E
l")
....
....
:>
..
ID
of:
~
lD
u
C
1lI
C
.s
c
_
:E
....
....
....
c
.
u
C
J:
C,)
ID
I-
~
o
3:
~
:tli
::I
Q.
=
C
1IJ
i3
C
J: 'tI
Cot III
CD CD
I- .J
Ol CD
C u
1: c
. al
. C
C S
'6l I;
I; 'ii
w :E
10
...
CQ
...
N
....
....
l") C'J
Ill:! Ill:!
.... ....
CD ~
CD U)
~ ~
.,. .,.
~ ~ ~ ~ & :;
i ~ 5 a 5 a
~~~~~~
.. - - - - .,.
o 00
CO) U)
C'i N
~ ~
o
o
..
G)
E
E
l!
Q
e
0..
s::
o
;:l
III
l!!
u
.
IX
I;
III
E
l!!
o
II.
8
I;
... ca
CD s::
l! S
~ -i
~ :E
"> of:
o ~
tlO
....
(I)
...
tlO
o
C'J
~
o
o
N
~
N
10
CD
N
....
l::i
::E
~
::E
N
<:)
o
..,.
...
CO)
...
...
lD
u
5
~
Q.
~
c
as
i3
... C ...
10'5:6
lD E
I- CD
~ g' e
1: .e
Q 0 C
C /I) W
~ .g. ~
"3 C 0
III W U
N
N
N
CO)
N
M
CIl
N
~
o
...
8
g
.... "'" "'" C'J CO')
... ... '""" f'! .,
&i rei ~ ~ ;
o 0 0 N N
:::::
o
...
C'J
:E
00
OCI
N
II.
II)
o
CO)
::i
10
...
CO)
i
N
CI
....
l")
~
:IE
II.
<:)
"r'" 0 .... 0 ....
...
G)
C
I;
as
ii:
....
C"I
10
N
CI
-
I::
.s
III
1i
.:!
G)
>
I
10
"2
E
'tI
c(
CQ
N
..
o
-
III
I::
~
o
o
U
C
o
;:l
5
'2
:l
E
E
o
o
....
N
<:)
N
o
..
o
10
~
G)
Do
:l
U)
DI
C
;:l
C
::I
o
u
u
c(
...
s
~
=e
8
~
~
.2
2i
:s
D..
.
>
::I
~
C
tlO
N
en
N
CI
C'l
III - >-
1II111
~ !5a..
j ::Sill
... g,U
0 0 ~.~
";: 10
Q. m ~tZ
-
0 Q
~ (;
(3 ...J 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 g
_Ill
o.!::! ~
l!!~ ...
>0.
f/)
>e ~ 0 0 0 0 0 0 0 0 0 0 0 0 0 ~ 0
2~ C! C! C! C! C! C! C! C! C! C! C! C! C!
.... .... .... ... ... ... .... .... .... ... ... .... .... ... ....
o.!! .... .... .... .... .... ... .... .... .... ... .... ... ... ...
-Ill
l!f/)
>0
i.O C'\l C'\l 0 ~ ~ ~ 0 C? C? ~ 18 18 t- t- t- CD
o~ CD CD CD It) .., .., CD CD CD 10
j c:i c:i ...: ~ cO cO cO ..; ..; ai c:i c:i ..) ..) ..) N
:Eca 18 18 i ~ ~ ~ .... .... CD .., CO) l") CO) .., ID
>e- t- t- .... ID CO .... ... .... C'\l
f/) .: .,; .,; .0 ,,; ,,; : ,,; ,,; ,,; ,.: ,.: ...: ,,; ,,; : '"
* * * ~ W * .. * 0 W W * W W
-
.. C? C? 0 CD CD 18 CD CD CD CO CD CO CD CO CO 0
:::i ci~ M M CD ~ It) 10 0 0 0 10 10 0 0 0 0
..) ..) ~. i g c:i c:i ai ai ...: iii iii ai ai ai c:i
C :IE III 10 10 Ul CD .... .... CD ... ... CD CD CD W
0 .5~ C'\l C'\l t- t- t- t- .... .... ... CO CO .... .... ...
~ ~ iii' : ~ ~ ~ iii' .0 .0 iii' iii' : = .0
4:: :IE 0 .. W W W ill- W
...
Co)
;;::
'C
~
> .a~
~ .... M 0 0 10 10 a:I 10 0 10 0 10 0 0 0 0
M .. ... CO .. CD ~ IQ CO 10 CD 0 ... M .. N
- O- M M ... .., C'J M .... 10 10 It) ID CD CD .. CO
C .,g,
W
...
1;
c ~!
fI) IL :i :i ::E ::E IL ::E :iE :iE IL ::E 1I. ::E ::E ::E ::E
roO
CIS
(3
..Q It
0
., ...-
t- .aca ... 0 0 0 0 ... 0 0 0 .... 0 ... C) C) 0 0
0 Z!i
~ IL
.
I: ...Il
u .a- 0 ... CO) .... .... 0 ... .... 0 0 ... .... ... ...
zca
::E
0
-
lil
... ...
III ... a
.s :!! 0 ... ... C
'EI .f!! CD . (;
... CD CD
III C ~ .2 tII E
c ca -
c W Gl ca Ii c g, u
~ ~ ... a. c ca 0 ... !
0 :II 'E iii c :IE 'ii 0 ... a
0 III f/) W () ~
0 ~ ~ 8 i3 ~ ~ ~ ! 11 ...
U :::I ~ U (3 ! - "
c 0 III ... U - is is ... . If
0 Xl - g, 0 ... c - U 0 :E
::s c :II :t CIl CIl c l!! c l CIl :t 0 c
II:: f/) c J!I III C . IV
i~ lIS ... = .E '2 c .!I - '2 U .E CD ::!
l! .l!I ~ :2 III III C c .E
U 2l :ti c ! :II j 0 c ClI :g ~
<:51'- CD ~ III lIS :II ca '5 . U III C :::I '0
~ fI,l a.. D- c: ID ::i w c: u:: 0.. D- U
.a'" .... C'\l .., .... 10 co t- CD Gl 0 .... N C'J ~ It) Ul
o.a M C') C') C') l") M C') C') C') .... .... .... .... .... ...
.,z