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um

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yes

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okay we will bring to order the special
meeting of the city council of nisswa

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for thursday april 15th
thank you all for coming the reason for

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the meeting tonight
is the 2021 compensation study the

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results
[Music]

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that we received from ann i'm not going
to attempt the last name

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from baker tilly first
item memo from jenny that she sent out

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do you want to go over that jenny or
what

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no good evening um city council i think
if you want to

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start off with ann and her presentation
that works

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so we will turn it over to ann
and i will put her powerpoint up here

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and we've got it up on the screen and if
you just want to go through the slides i

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will
[Music]

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i will forward them when you're which
one when you're ready

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okay sounds good um good evening uh
mayor members of the city council um

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thanks for uh inviting me to this
presentation this evening

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to talk about the compensation study
that

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speaker tilly has conducted for the city
of nisswa

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most of the things in this presentation
are also in the report

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that has been shared with you as well
so this will be a pretty brief

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presentation um
at any time uh feel free to ask any

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questions that you might have about
any of of the components for this so

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jenny if you want to flip ahead to the
objectives slide yep

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okay great so the objectives that were
identified by the city for doing this

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study
we did a comprehensive study for the

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city back in 2016
and that was a full scope study where we

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reviewed job descriptions we developed a
new

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job evaluation system to review internal
equity

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of all positions within the city we
conducted a very comprehensive

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wage and benefit survey at that time
to determine where the city was relative

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to market
and then used that internal

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relationships and the market data and
developed

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new compensation plans for for the city
at that time

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and then also developed implementation
options so what

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impact the study recommendations would
have

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on individual employees so it's been a
period of time since that last study was

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conducted
uh industry standards uh call for

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comprehensive studies about every five
to seven years

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so you're right at that five year mark
and over the last several years the

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market has been rapidly changing
so it really is a good time to

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you know take a look at where your
salaries were so

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what the city identified was doing a
review and a evaluation of the

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the current classification and
compensation system

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and a goal of that was to determine what
is the current relationship

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of the city's wage ranges to the market
you know over the last several years the

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the city has been
updating your compensation structure

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you have been making adjustments for
employee wages within that structure

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but where you know were they keeping up
with your market comparables that were

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identified in the last study
and then looking at evaluating internal

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rankings of positions
as necessary so if we were to identify

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any positions that needed review
as far as any changes that had occurred

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since the last time the position was
looked at

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whether there were any red flags as to
where the position lined up relative to

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market
did we need to look at review and we

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really you know only had a couple of
positions that really have

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undergone changes um and some underwent
changes while we were going through the

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process of the study
and those changes are reflected in

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an updated evaluation and then
looking at you know looking at updating

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the the compensation system and strategy
for the city

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we have not completed that process yet
because we're

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we want to get some direction and some
thoughts from

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the city council as to how you would
like to use the information we're

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bringing to you this evening
for making any adjustments to the

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compensation program
for the city and then based on that

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feedback
if there are changes that are made to

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that compensation system
we will then also develop those

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implementation
options and strategies for making any of

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those changes
so next slide please jenny

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so the meth the methodology that we used
for this study

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i had some conversations with
your with your city administrator to

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talk about some of the issues and
concerns

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that the city had for moving forward
with this study

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we had discussions about the the survey
group

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and did we should we keep the same group
of organizations that was included in

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the last study or did we look at making
any changes

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um so just some of that background
information as we forged ahead

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with collecting information we then
obtained market salary information which

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we're
bringing to you for review this evening

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and then of course the next steps then
would be updating the compensation plan

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if necessary based on the feedback from
the members of the city council

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reviewing that assignment of positions
within that compensation plan so do

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any of those positions need to move from
where they are currently assigned

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based on changes in positions based on
current market conditions for those

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positions
and then again that development of

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implementation options if necessary

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next slide please jenny okay
so um on this next slide and these are

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also included in the
the study summary that you have been

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provided and
uh with conversations with with jenny we

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we determined
that we would use the same cities that

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were used during the last study
because that was something that had been

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accepted by the city council
at that time as organizations that were

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deemed comparable to the city of nisswa
and we when we look at organizations

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that are
comparable we use several different

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factors
to make those determinations and those

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factors
include size of the organization

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and not just population but service area
it looks at geographic locations so who

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are your neighbors
it looks at organizational structure so

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who's providing the same level and types
of services that you are

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we look at demographic information you
know such as you know the city of nisswa

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you know in the summer you get a large
influx

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of tourists that come through uh your
city

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um and so that makes you a little bit
unique in comparison to other cities

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uh and then also competition for
employees so there were a lot of

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different factors that that went into
selection of these

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organizations uh we did uh we were able
to obtain

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information from the majority of
of these cities which is great but when

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we
look at the market survey data you'll

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see that
we don't have that large number of

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responses for every position because not
every position will be a direct

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match in the other organizations
plus you have liquor operations

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and a bar restaurant and that's
something that is fairly unique that we

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don't find in a lot of other
organizations so they will have fewer

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responses for those types of positions

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next slide please jenny

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all right in our salary survey and
there's

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summary of this information
in the the study summary that that i've

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provided you
and then i know in your packet city

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administrator has
provided some variations of the

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comparisons
based on the different groups of

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positions that you have within the city
but in that salary survey we included 24

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positions
so we started out with with all

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positions to see what kind of
information we could collect on those

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positions
in the final analysis we used 16

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we eliminated some of those from the
analysis just because of

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lack of responses so for some of those
positions we didn't get any

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information or one or two responses
and we made a determination that

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anything with less than seven responses
we weren't going to use because it

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wasn't enough
information to draw conclusions about

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the market rate
for that position so when we looked at

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at the wages what we compared is salary
ranges

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so we looked at your starting pay your
mid pay

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and the top pay that was available for
each position

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and when we looked at those on average
your salary ranges are

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below market so when we included those
16 positions

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your starting salaries are just over 6
below market and your midpoint and

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maximum salaries are just under
7 below market and that's on average you

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do have some positions that
are more consistent and comparable to

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market
and others that are further away from

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market
and then we did a look at um you know

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comparing
those wages excluding the police officer

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and the sergeant position
because those are two positions that are

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fairly significantly below market
averages so we wanted to see

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you know what impact that had on the
overall picture of the

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of the rest of the positions and so you
know these are a little bit closer to

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the market
so excluding those two positions your

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minimum salaries are a little under five
percent below market

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midpoint salaries just under six and
your maximum salaries are six percent

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below average and again that complete
data is in your pack and it's also

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uh in appendix one of the summary report

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so next slide please
okay and then this is just a refresher

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as a part of the compensation plan
we use job evaluation to determine

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along with market as to where positions
fit within

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the compensation structure that you
currently have in existence

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and any modifications to that that we
may move forward with

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a job evaluation just as a refresher or
for those of you who weren't on the city

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council when we did the last study
job evaluation is a requirement

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of the state of minnesota under their
local government pay equity act

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but is also a very common compensation
practice

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in both public and private sector
industries

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worldwide and it's the tool that
organizations use

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to make sure that positions are lined up
appropriately

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uh with other positions within the
organization

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so that you have equitable compensation
amongst positions that have

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similar levels of job responsibilities
similar levels of job requirements

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so what we used was the safe job
evaluation system

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which is a very comprehensive job
evaluation system

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there are nine job factors that go into
that evaluation system

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which gives us the ability to compare
seemingly very different

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jobs to one another within the
organization so it allows us to evaluate

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you know a liquor store clerk to a
bartender to a police officer

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to somebody in planning to your city
administrator

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so it gives us that ability and so it's
a very comprehensive system

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and i can go into more detail of that if
you you would like

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when we go over the report
next slide so pay philosophy and we

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discussed this back in the 2016
study of pay philosophy for the city of

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nisswa
and what the goal was was to provide

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fair and equitable compensation to all
positions and employees within the city

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across all of the different service
areas which the city provides

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balancing the external market with
internal equity

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so making sure that we were establishing
a competitive

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compensation program but also making
sure that positions were consistent with

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one another within the organization
having a competitive pay structure but

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also taking into consideration what the
city has

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available for financial resources not
only

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for implementing a system but also
for sustaining and maintaining that

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system moving forward
and then making sure it's understandable

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for all stakeholders
employees supervisors administrators

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the elected officials and also uh the
citizens of

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of the city as well

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next slide please okay so as far as
recommendations um we don't have

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specific recommendations for
for the council tonight we want to get

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some direction and
feel for how the city council would like

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to move forward with this information
but what we would recommend is

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considering adjustments
to your overall pay plan so it is more

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competitive
and consistent with the organizations

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that have been selected by the city
as your market comparison group

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based on the factors that i discussed a
little bit earlier

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and then also consider maybe some
additional adjustments

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or splitting out the police officer and
police sergeant positions

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based on the the large difference that
there is between their current salary

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ranges
and the market data and you'll see that

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in in the survey summary that we have
provided to you

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so next slide
and then system administration and the

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city has been doing this but just to
kind of reiterate

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um moving forward based on
the recommendations and the decisions

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that the city
council makes for moving forward just

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making sure that there's ongoing
support for administration of the system

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moving forward to assist you in
maintaining that relationship to market

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assist you in maintaining internal
equity for all positions

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so that looks at base adjustments
adjusting pay ranges adjusting the wages

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for individual employees
and then we always throw in you know

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making sure that there's a
performance component for employee

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movement within the range so
moving from step to step based on

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satisfactory performance

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and then next slide
so looking at the goal

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of this project and and of the city's
compensation

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program that was established back in
2016

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of providing fair and equitable
compensation to employees

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and it is a very competitive these days
and changing labor market

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especially in certain areas
public safety technical positions

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you know we're finding basically across
the board

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in in public sector organizations it's
getting more and more difficult to

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recruit employees
into those types of positions there's

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fewer qualified workers going into some
of those areas that we find in local

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government
and again internal equity and market

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competitiveness
being fiscally responsible with public

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resources because we all know that it's
the taxpayers that provide the funding

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to pay
city salaries for the services that they

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are provided by
the city of nisswa and then consistent

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administration of pay policies and
procedures

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across all city departments

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and at that we can it'll open it up for
questions or jump into the report

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and look at some of the specific survey
information

235
00:19:23,600 --> 00:19:27,360
however you would like to proceed

236
00:19:29,120 --> 00:19:36,240
does anyone have a question for anne at
this time

237
00:19:32,559 --> 00:19:42,080
yeah don go ahead
and just a general question about

238
00:19:39,600 --> 00:19:45,600
five years ago we we did a very thorough
study

239
00:19:43,039 --> 00:19:49,280
as you have noted and we made
corrections at that point of

240
00:19:47,520 --> 00:19:54,400
in the neighborhood of about fifty
thousand dollars

241
00:19:50,640 --> 00:19:59,520
in round numbers since that time we've
had people

242
00:19:55,840 --> 00:20:05,600
go through different steps we've had
cost of living increases and etc

243
00:20:02,559 --> 00:20:11,520
over the last five years
now we do the study that's just come out

244
00:20:08,640 --> 00:20:15,760
and we find instead of 50 000 behind
we're

245
00:20:12,320 --> 00:20:18,799
over a hundred thousand behind
what are we doing wrong

246
00:20:19,520 --> 00:20:24,400
well it's not that you're doing anything
wrong it's just that the market has been

247
00:20:23,600 --> 00:20:31,039
changing
that rapidly over the last few years

248
00:20:27,600 --> 00:20:36,320
uh just because of the difficulty of
being able to hire and retain

249
00:20:34,080 --> 00:20:41,360
employees especially in certain types of
positions

250
00:20:38,400 --> 00:20:44,799
that it's just kind of that snowball
effect of

251
00:20:42,720 --> 00:20:48,559
you know this organization has trouble
so they

252
00:20:45,840 --> 00:20:50,960
increase their wages and then the
neighbor

253
00:20:49,200 --> 00:20:56,400
then says well you're stealing my
employees so now i need to

254
00:20:53,039 --> 00:21:00,480
increase my wage schedule and it just it
filters kind of

255
00:20:57,440 --> 00:21:04,240
through the area and it's not just you
that you know there's all sorts of

256
00:21:02,159 --> 00:21:09,120
organizations that have
they've adopted pay plans they have been

257
00:21:06,960 --> 00:21:12,960
maintaining those pay plans
and they're still finding that that

258
00:21:11,280 --> 00:21:18,159
they're falling behind market they're
having difficulty recruiting

259
00:21:15,039 --> 00:21:21,600
qualified employees in positions and
it's

260
00:21:18,640 --> 00:21:25,600
you know it's difficulty recruiting it's
the current market

261
00:21:22,720 --> 00:21:34,720
and it is the lack of available workers
in a lot of areas in public sector

262
00:21:31,280 --> 00:21:39,440
and does it include do you um include
like insurance and

263
00:21:36,080 --> 00:21:45,840
that sort of compensation in the study
we did we did not do a total

264
00:21:41,679 --> 00:21:45,840
compensation review

265
00:21:46,480 --> 00:21:52,559
and do most of the cities do the
supervisors are they salaried or hourly

266
00:21:52,880 --> 00:21:59,679
um i would have to go back to the
specific data

267
00:21:56,559 --> 00:22:05,840
but most supervisors
um if they're true supervisors

268
00:22:02,880 --> 00:22:09,200
depart department heads most of those
are

269
00:22:06,240 --> 00:22:14,720
salaried employees okay so we're
comparing against salaried employees

270
00:22:12,320 --> 00:22:18,400
correct okay thank you for the for the
most for the most part

271
00:22:16,400 --> 00:22:24,080
and and it can it can vary there are
some organizations that are

272
00:22:20,880 --> 00:22:28,159
smaller in size that that even though
those employees

273
00:22:25,120 --> 00:22:34,080
qualify as being salaried
they will still provide them overtime

274
00:22:31,840 --> 00:22:38,840
just to ensure that the employees that
they supervise

275
00:22:35,440 --> 00:22:43,840
are not making more than the supervisors
are

276
00:22:41,440 --> 00:22:49,280
and if i can i'm just going to piggyback
off don's question because he stole

277
00:22:45,600 --> 00:22:52,799
mine but this might be part
this might be for the next part of the

278
00:22:51,120 --> 00:22:58,559
study if so just
let me know but we adjusted like don

279
00:22:55,760 --> 00:23:05,280
said for cost of living every year
um and and we're farther behind we

280
00:23:02,159 --> 00:23:11,280
we wanted to stay in the middle of this
of the steps or not the steps but the

281
00:23:08,400 --> 00:23:14,720
pay ranges we wanted to we we shot for
staying in the middle that's what we

282
00:23:12,720 --> 00:23:19,120
took on the last time we had a low
option a middle option and a high option

283
00:23:16,799 --> 00:23:22,960
we took the middle option
how do we keep track of the market then

284
00:23:21,039 --> 00:23:27,200
on the is it something we have to do
yearly then because or do you just have

285
00:23:26,640 --> 00:23:33,919
to
go cost of living plus

286
00:23:30,720 --> 00:23:37,039
a little more or well
there are a lot of organizations that

287
00:23:36,640 --> 00:23:44,240
that
do a check-in annually and

288
00:23:40,320 --> 00:23:48,400
what that check-in usually entails is
you've got you've established your

289
00:23:46,000 --> 00:23:54,960
market group and so what it entails is
reaching out to those

290
00:23:50,720 --> 00:23:58,480
and just saying okay for 2022
what adjustments are you making to your

291
00:23:57,200 --> 00:24:03,840
pay scale
and what adjustments are you making to

292
00:24:00,640 --> 00:24:07,919
individual employees
then you can look at what those

293
00:24:05,760 --> 00:24:12,080
organizations are doing and you can say
well we were planning on

294
00:24:09,760 --> 00:24:16,080
two percent but it looks like our survey
group is

295
00:24:12,960 --> 00:24:20,720
is going two and a half percent
then you get that idea of okay

296
00:24:19,200 --> 00:24:24,720
we should be doing two and a half
percent is it within our financial

297
00:24:22,559 --> 00:24:28,320
resources to do the two and a half
percent

298
00:24:25,679 --> 00:24:33,760
uh if not how close can we get to that
so you don't

299
00:24:29,600 --> 00:24:37,039
keep falling um behind market
so that's a way to kind of keep in touch

300
00:24:36,080 --> 00:24:40,880
with with what
is going on so you're not going you know

301
00:24:40,080 --> 00:24:50,240
way above
and you're not lagging behind

302
00:24:47,200 --> 00:24:56,000
yeah um i was wondering about the the
data

303
00:24:50,880 --> 00:25:00,000
um when you ask for salary
are we asking where do you get that data

304
00:24:58,720 --> 00:25:04,159
from are you asking the people
directly or is there like a general

305
00:25:04,240 --> 00:25:11,760
information it's a common it's a
combination of factors of getting it

306
00:25:08,400 --> 00:25:16,799
um in general and also using
information from the the league of

307
00:25:14,159 --> 00:25:24,559
minnesota city survey
um so some of the organizations are very

308
00:25:21,520 --> 00:25:30,480
good about keeping that data up to date
some of them don't respond to it at all

309
00:25:28,000 --> 00:25:35,919
so we you know made contacts for pay
plans from other organizations

310
00:25:33,760 --> 00:25:39,520
we used league data when it was
available so we aren't pestering

311
00:25:37,840 --> 00:25:43,760
organizations
if we don't need to so it's a variety of

312
00:25:41,919 --> 00:25:51,600
factors with which we get
the information so when

313
00:25:47,120 --> 00:25:55,039
you say a city administrator for example
are the job descriptions from one city

314
00:25:53,600 --> 00:26:00,320
administrator to another city
administrator the same or different or

315
00:25:57,360 --> 00:26:03,440
are they unified basically they're
fairly consistent

316
00:26:01,840 --> 00:26:08,080
you know there's going to be a little
bit of difference because

317
00:26:04,880 --> 00:26:13,360
every community is unique but
most city administrator positions are

318
00:26:10,480 --> 00:26:16,880
going to be fairly consistent
is that because of the league of

319
00:26:14,559 --> 00:26:23,840
minnesota cities they helped to define
what a city administrator is or is that

320
00:26:20,400 --> 00:26:26,880
everything the the league doesn't but
there is

321
00:26:24,480 --> 00:26:31,360
you know legislation that talks about
you know if you're this type of city

322
00:26:29,279 --> 00:26:33,760
you know you have these responsibilities
and if you're this type of city you have

323
00:26:32,880 --> 00:26:37,120
these
um but you know the league does provide

324
00:26:36,240 --> 00:26:41,520
assistance
and they do show you know kind of what

325
00:26:39,919 --> 00:26:45,760
is a summary of a
of a city administrator for example

326
00:26:46,400 --> 00:26:52,080
and i noticed in one other thing in the
survey results that you gave

327
00:26:50,400 --> 00:26:56,400
you mention in there for comparison
purposes that industry standards say

328
00:26:54,640 --> 00:27:00,400
that a relationship to the market is
within

329
00:26:57,760 --> 00:27:04,960
plus or minus five percent if it's
within that range then it's

330
00:27:01,840 --> 00:27:08,720
basically comparable to the market it's
it's industry standards say plus or

331
00:27:07,440 --> 00:27:12,080
minus five percent
is considered um comparable to the

332
00:27:11,120 --> 00:27:18,840
market
uh unless uh an organization deems

333
00:27:15,600 --> 00:27:23,039
a different type of relationship for
example i've worked for communities

334
00:27:21,760 --> 00:27:29,840
before where
based on what their market group is

335
00:27:26,399 --> 00:27:34,640
for example a small
city on the fringe of the twin cities

336
00:27:33,200 --> 00:27:42,000
metro area
which might be next door to a lakeville

337
00:27:38,159 --> 00:27:45,120
or an eagan or those types of things
their market is a little bit different

338
00:27:44,159 --> 00:27:51,919
just because
of where that is so they may say

339
00:27:48,159 --> 00:28:00,000
that because this is our market area
uh we're going to be at 90 percent of

340
00:27:55,440 --> 00:28:04,240
market because obviously we can't pay
what a lakeville or an eagan is

341
00:28:02,960 --> 00:28:08,559
compensating their
their employees i've had other

342
00:28:06,840 --> 00:28:16,240
organizations
um and this is a this is a

343
00:28:12,000 --> 00:28:20,480
metro community that because their
philosophy

344
00:28:17,120 --> 00:28:24,720
is we want to be able to hire and retain
the best of the best that their pay

345
00:28:23,760 --> 00:28:30,000
philosophy
is to be at the 75th percentile of the

346
00:28:27,679 --> 00:28:38,000
market so they want to be significantly
above so the five percent is a guideline

347
00:28:34,559 --> 00:28:42,080
for your comparison most
organizations that we do work for want

348
00:28:40,559 --> 00:28:47,279
to be
pretty close to average if

349
00:28:45,279 --> 00:28:51,760
their market group is a group that's
fairly consistent with

350
00:28:48,880 --> 00:28:51,760
their community

351
00:28:53,279 --> 00:28:59,840
thank you

352
00:29:01,120 --> 00:29:09,279
and you mentioned i i believe that
you're just comparing salaries

353
00:29:05,840 --> 00:29:13,840
in this study we did in this study we
just did salaries

354
00:29:10,720 --> 00:29:18,399
okay we did a very comprehensive
we did a very comprehensive review of

355
00:29:16,480 --> 00:29:23,600
fringe benefits when we did
the last study so we just looked at

356
00:29:22,320 --> 00:29:27,919
doing
just comparing the wages because we did

357
00:29:25,919 --> 00:29:32,559
that comprehensive review
um you know within the last five years

358
00:29:31,520 --> 00:29:39,600
and benefits
are not they don't change greatly

359
00:29:35,679 --> 00:29:42,399
from year to year so that was going to
be my

360
00:29:40,080 --> 00:29:47,520
point that you're just with salary it
doesn't include benefits

361
00:29:44,240 --> 00:29:55,120
which can be another what 20 25
of the salary it can be but

362
00:29:51,600 --> 00:30:01,840
in in most public sector organizations
benefits when we do that

363
00:29:58,880 --> 00:30:07,120
in-depth review there's not a great
discrepancy between

364
00:30:03,600 --> 00:30:11,200
the benefits as a whole
between communities you might find you

365
00:30:09,600 --> 00:30:18,159
know this organization
gives a little bit more vacation

366
00:30:14,799 --> 00:30:23,600
um this one gives a different holiday
this one might pick up a little bit

367
00:30:20,159 --> 00:30:28,159
bigger percentage of insurance
however insurance has gotten extremely

368
00:30:26,080 --> 00:30:31,360
difficult to compare
just because there are so many different

369
00:30:30,399 --> 00:30:38,399
plans and
options that are out there

370
00:30:35,440 --> 00:30:44,240
but there's not a huge difference in
public sector

371
00:30:40,799 --> 00:30:51,840
across different cities for benefits
that are offered

372
00:30:52,159 --> 00:30:59,200
one question i had and then we i'll let
you get on with what you're doing

373
00:30:56,399 --> 00:31:04,720
um when you mentioned the thing the one
part about

374
00:31:00,640 --> 00:31:08,799
in your presentation about um
performance and i noticed on the reading

375
00:31:07,360 --> 00:31:13,840
this there was some mentions about
performance at different places

376
00:31:11,360 --> 00:31:21,120
mainly uh it would have been in the
compensation philosophy portion of your

377
00:31:16,840 --> 00:31:26,720
um does that pay for performance
or is that different than performance

378
00:31:24,320 --> 00:31:32,320
that is different than performance pay
for performance is usually

379
00:31:28,799 --> 00:31:36,720
a a separate type of payment that is
either

380
00:31:32,799 --> 00:31:43,039
outside of the the regular pay plan
or it's an organization that

381
00:31:40,000 --> 00:31:50,320
designs an open range system
rather than a step system so

382
00:31:46,320 --> 00:31:54,880
employees can get different types of
increases based on their level of

383
00:31:52,559 --> 00:32:00,960
performance
in performance in this aspect

384
00:31:57,919 --> 00:32:04,320
is really looking at okay
for employees to move through the pay

385
00:32:03,840 --> 00:32:09,279
range
from step to step they should be

386
00:32:07,279 --> 00:32:18,960
performing at a satisfactory
increase a satisfactory level to receive

387
00:32:14,640 --> 00:32:18,960
a step increase within the organization

388
00:32:20,799 --> 00:32:29,840
thank you you're welcome

389
00:32:32,720 --> 00:32:38,480
i have no more questions does anyone
else have a question

390
00:32:35,919 --> 00:32:42,240
i'm just wondering uh we've had some
employees

391
00:32:39,200 --> 00:32:46,720
over the past several years leave
i just wonder how many of those that did

392
00:32:44,240 --> 00:32:51,039
leave was it because of
a better salary someplace else or other

393
00:32:49,360 --> 00:32:55,200
reasons
practically how many have we lost

394
00:32:53,039 --> 00:33:00,720
because of salary
any idea that's hard to say

395
00:33:01,039 --> 00:33:08,720
i also wonder if we've ever done
exit interviews of course the employee

396
00:33:07,200 --> 00:33:12,000
has to agree to want to do an exit
interview

397
00:33:09,760 --> 00:33:15,519
but you know we started doing that over
the past

398
00:33:12,799 --> 00:33:20,240
couple years okay of the ones that have
exited has it been paid

399
00:33:18,480 --> 00:33:23,039
not off the top of my head but that's i
haven't i mean i'd have to go back and

400
00:33:22,080 --> 00:33:26,720
look
i think it's just opera i mean it's

401
00:33:24,880 --> 00:33:29,919
opportunity whatever they might have had
you know which is

402
00:33:27,600 --> 00:33:34,159
obviously then pay is a part of that
correct but it's not just

403
00:33:31,919 --> 00:33:38,720
the only you know it's the professional
growth excuse me professional growth

404
00:33:36,399 --> 00:33:42,880
opportunity that kind of thing and i
know we've lost one employee because of

405
00:33:40,720 --> 00:33:48,320
personal stuff he just worked better for
him to be elsewhere

406
00:33:44,799 --> 00:33:50,880
so that's fine i mean you can't do
anything with that

407
00:33:51,120 --> 00:33:57,840
did you want ant it's not it's not
always about it's not always about

408
00:33:55,039 --> 00:34:00,159
it's not always about the level of pay
um

409
00:33:58,320 --> 00:34:04,480
you know typically when you're looking
at your pay plan it's something that you

410
00:34:02,159 --> 00:34:08,960
want to design that gives you
a starting wage that allows you to

411
00:34:06,240 --> 00:34:15,280
recruit employees as they have vacancies
and then a top pay that is you know

412
00:34:12,079 --> 00:34:21,839
within competitive within your area but
there's all sorts of reasons that

413
00:34:16,720 --> 00:34:21,839
employees leave

414
00:34:25,440 --> 00:34:31,679
um i i'm sure ann could um you know walk
us through any of the spreadsheets if

415
00:34:29,760 --> 00:34:37,679
you have specific questions it seems
like the council has a general feel for

416
00:34:35,040 --> 00:34:42,000
the information that was provided i'll
just note that

417
00:34:39,200 --> 00:34:44,879
i provided you some other options as far
as looking at the data from different

418
00:34:43,599 --> 00:34:49,280
perspectives
as we have enterprise funds potentially

419
00:34:47,839 --> 00:34:53,919
you'd want to look at those separately
from the general fund

420
00:34:51,359 --> 00:34:58,079
as she mentioned uh we we pulled out the
the teamsters group

421
00:34:55,760 --> 00:35:01,200
to look at that separately so i i
believe there are six

422
00:34:59,119 --> 00:35:04,720
options certainly there's other ways to
look at it as well

423
00:35:02,960 --> 00:35:07,839
but i provided that just for your
information and kind of

424
00:35:06,480 --> 00:35:12,720
seeing things from a few different
perspectives um

425
00:35:09,520 --> 00:35:20,320
i also um asked anna question um
that might be helpful as far as um

426
00:35:16,560 --> 00:35:24,640
consistency um at the
at the different levels as far as we're

427
00:35:23,599 --> 00:35:29,200
consistent
at least in where we've landed with

428
00:35:27,440 --> 00:35:33,280
respect to market which
i think in a way is positive whereas you

429
00:35:31,359 --> 00:35:36,720
could you could see
potentially where maybe our low salaries

430
00:35:36,079 --> 00:35:41,200
are
really out of whack differently than our

431
00:35:39,119 --> 00:35:44,800
high salaries and then you have kind of
another

432
00:35:41,680 --> 00:35:47,359
layer of issues i'll say where their
starting salaries could you know what if

433
00:35:46,400 --> 00:35:51,440
those were 10
above markets but then you get to the

434
00:35:49,040 --> 00:35:54,960
high point and we're six percent below
so you'd have to make other adjustments

435
00:35:53,760 --> 00:35:58,320
there as well
um so it's it seemed like when i saw

436
00:35:57,200 --> 00:36:02,240
that i said well that's a
positive that we're consistent in that

437
00:36:01,520 --> 00:36:05,839
way
so that we're not looking at i think

438
00:36:04,880 --> 00:36:11,520
structurally
major changes it's just how do we adjust

439
00:36:09,920 --> 00:36:15,680
the the number itself does that make
sense

440
00:36:13,040 --> 00:36:20,000
hopefully i explained that well enough
and but that just that was something

441
00:36:17,200 --> 00:36:23,839
yeah yeah no that's that's that's great
and that you're exactly right

442
00:36:21,760 --> 00:36:28,800
it's consistent because sometimes we'll
go into organizations and we do find

443
00:36:27,040 --> 00:36:33,119
that you know maybe their starting
salaries are

444
00:36:30,160 --> 00:36:38,560
are significantly below and their top
salaries are more competitive and

445
00:36:35,440 --> 00:36:43,320
and vice versa but you're just
consistent across your pay

446
00:36:40,079 --> 00:36:48,240
plan so rather than you know looking at
restructuring the paid plan

447
00:36:45,599 --> 00:36:53,680
you know it really is a matter of do you
want to make any adjustments to be

448
00:36:50,400 --> 00:36:58,079
closer to the market and then it's just
an all across the board adjustment you

449
00:36:56,480 --> 00:37:04,880
know the only exception
is is and this is we're seeing this

450
00:37:01,280 --> 00:37:09,320
all across the country is is the public
safety positions

451
00:37:06,480 --> 00:37:13,920
um just because it has gotten
increasingly

452
00:37:10,560 --> 00:37:18,000
difficult to find qualified employees to
fill those positions

453
00:37:15,680 --> 00:37:21,040
and there are organizations you know
that will

454
00:37:18,720 --> 00:37:26,640
steal any good employee that they can
from their next door neighbor

455
00:37:24,240 --> 00:37:30,800
just to to fill a vacancy if it's a good
employee

456
00:37:28,000 --> 00:37:35,599
so that's not anything that was a
surprise to me

457
00:37:32,560 --> 00:37:41,680
as we looked at this because i see it in
every state where i do these studies

458
00:37:38,560 --> 00:37:46,400
so what that's essentially saying is is
our play our play our pay plan is

459
00:37:45,200 --> 00:37:53,119
working
the way we have it set up it's just

460
00:37:49,440 --> 00:37:53,119
adjusting to market essentially

461
00:37:53,280 --> 00:37:56,640
correct correct

462
00:37:56,800 --> 00:38:02,880
yeah because those when i started
looking at public safety those were the

463
00:38:01,440 --> 00:38:08,720
that was the biggest area that jumped
out to me

464
00:38:04,640 --> 00:38:14,160
and i don't want to lose
the officers that we have you know

465
00:38:12,240 --> 00:38:20,400
they're doing a good job in my opinion
and and i would hate to see them go

466
00:38:17,119 --> 00:38:26,480
i'm not saying they would but
but that was the biggest concern for me

467
00:38:23,359 --> 00:38:26,480
after looking at everything

468
00:38:31,680 --> 00:38:40,880
yeah and and it's not that unusual
to have those public safety positions

469
00:38:38,640 --> 00:38:43,520
sometimes pulled out into a separate pay
plan

470
00:38:42,000 --> 00:38:48,400
just because their structures are
sometimes different and where they align

471
00:38:46,000 --> 00:38:54,480
with market is sometimes different so
it's not that unusual

472
00:38:50,720 --> 00:38:59,680
to to do that right but i mean if
if i look at nisswa um

473
00:38:57,839 --> 00:39:05,599
you know in the winter time you're
dealing with 2 000 residents

474
00:39:02,400 --> 00:39:10,400
but then in the in the uh peak season
you're dealing with large city

475
00:39:08,160 --> 00:39:16,079
populations and i you know so
i mean yeah that

476
00:39:13,680 --> 00:39:20,720
that was just my big concern at that one
so

477
00:39:16,960 --> 00:39:24,079
yeah i mean because you have to exactly
yeah because public safety they you know

478
00:39:22,400 --> 00:39:29,040
they have to know how to
react to that 2000 population and then

479
00:39:27,040 --> 00:39:32,800
all of a sudden boom here you go with
you know a large city population

480
00:39:33,280 --> 00:39:39,200
yeah and that makes nisswa you know
fairly unique

481
00:39:37,200 --> 00:39:42,240
you know there are other organizations
there are other cities that are

482
00:39:40,800 --> 00:39:47,599
similarly situated
but there's many many of them that don't

483
00:39:45,280 --> 00:39:52,480
have to deal with that issue you know
it's pretty consistent year-round as to

484
00:39:49,839 --> 00:39:56,560
the issues that they deal with
and it's not just your if not just your

485
00:39:54,720 --> 00:40:00,160
public safety you know
you think about what happens in your bar

486
00:39:58,960 --> 00:40:07,280
in your liquor store
and and in other areas as well

487
00:40:03,920 --> 00:40:10,800
correct cyan if i'm
you know taking what i've read in the

488
00:40:08,880 --> 00:40:14,400
memos and things that i've yet we got
from you

489
00:40:11,520 --> 00:40:16,720
so let's just i'm just gonna pull one
out

490
00:40:14,880 --> 00:40:21,680
and it's nine it's a position that's
nine point seven two percent

491
00:40:18,800 --> 00:40:27,680
under there's another one that's um
twenty percent and another

492
00:40:23,280 --> 00:40:34,640
979 for example five percent
plus or minus is considered

493
00:40:31,040 --> 00:40:40,400
um okay for lack of a better word
nine five five percent of the of my

494
00:40:37,520 --> 00:40:44,640
comparables if i'm within five percent
i'm within the ballpark of where i

495
00:40:43,440 --> 00:40:48,240
should be
so let i'm gonna fix this so let's say

496
00:40:47,920 --> 00:40:51,359
that
okay i bring them up for i just bring

497
00:40:50,319 --> 00:40:55,119
them up to that
five or say four percent within four

498
00:40:53,440 --> 00:40:59,200
percent
is that a mistake for on our part to do

499
00:40:57,440 --> 00:41:03,359
that to just bring everybody
close to the five percent say what

500
00:41:01,839 --> 00:41:09,040
mistake am i making
and what am i setting myself up for

501
00:41:07,440 --> 00:41:15,280
are we going to be right back here again
next year type thing

502
00:41:11,680 --> 00:41:19,440
you you could be um just because it
brings it just to the five percent

503
00:41:18,000 --> 00:41:22,000
and you're going to have some
organizations that are going to say we

504
00:41:21,280 --> 00:41:29,119
want to be
at average okay for example i did a

505
00:41:26,000 --> 00:41:35,359
i did this similar project
for another city uh last last fall

506
00:41:32,800 --> 00:41:41,359
and they were looking at implementing on
the first of the year

507
00:41:37,040 --> 00:41:45,599
and they were about the same
about the same relationship that you are

508
00:41:43,839 --> 00:41:52,240
to market
and what they did is they adjusted

509
00:41:49,200 --> 00:41:55,280
their pay scale by four
percent for a market adjustment and then

510
00:41:54,960 --> 00:42:01,599
they
adjusted it another 2.5

511
00:41:58,640 --> 00:42:07,359
for a cost of living adjustment so for
2021 they did a

512
00:42:03,560 --> 00:42:12,560
6.5 adjustment in their pay plan to get
them closer to market

513
00:42:10,240 --> 00:42:17,280
so that was going to bring them on
average

514
00:42:14,839 --> 00:42:22,240
um about
one and a half percent within about one

515
00:42:19,920 --> 00:42:30,800
and a half percent of market average
okay and they did that across the board

516
00:42:27,200 --> 00:42:37,680
they did they did you know the one thing
in minnesota with pay equity

517
00:42:33,200 --> 00:42:41,920
um to to to save for this position i'm
going to adjust it four percent and for

518
00:42:39,359 --> 00:42:46,079
this position i'm going to adjust it
six percent and for this position i'm

519
00:42:43,760 --> 00:42:54,160
going to adjust it two percent
um then you face the very

520
00:42:49,680 --> 00:42:58,160
real probability that you will not
maintain compliance with pay equity and

521
00:42:57,280 --> 00:43:02,160
then if you
are out of compliance with pay equity

522
00:43:00,800 --> 00:43:06,720
then you need to make
adjustments to get into compliance and

523
00:43:05,040 --> 00:43:12,800
if you don't make those adjustments then
you face fines from the state

524
00:43:10,240 --> 00:43:17,839
i just done on monday night i just met
with

525
00:43:13,280 --> 00:43:22,319
another city's city council
to propose an update to their pay plan

526
00:43:20,640 --> 00:43:27,520
we had done
um developed a pay plan for them back in

527
00:43:25,880 --> 00:43:34,480
2017
and the city council chose to

528
00:43:30,800 --> 00:43:41,119
not follow it in its entirety and made
adjustments based on

529
00:43:37,920 --> 00:43:45,359
you know performance of employees and
based on perceived market for certain

530
00:43:43,680 --> 00:43:49,440
positions
uh and they were found out of compliance

531
00:43:48,640 --> 00:43:53,520
by the state
and so now they're having to you know

532
00:43:52,079 --> 00:43:59,040
make adjustments and
increases to employee wages and

533
00:43:56,880 --> 00:44:06,240
revamp the pay plan so that they can
achieve compliance with pay equity

534
00:44:01,040 --> 00:44:11,920
so especially for a city of your size
i would strongly recommend that you

535
00:44:09,920 --> 00:44:16,560
don't do it position by position
adjustment

536
00:44:14,319 --> 00:44:20,319
otherwise we'll be back here again next
time you have to file up the equity

537
00:44:17,920 --> 00:44:20,319
report

538
00:44:21,200 --> 00:44:28,960
um also i noticed that um the data
the data that we used here you have in

539
00:44:28,560 --> 00:44:33,680
here
uh europe um did a market survey update

540
00:44:31,359 --> 00:44:40,640
to the winner of 2021. it's actually
2020 right

541
00:44:37,040 --> 00:44:44,880
so no 2021
in the winter of 2021

542
00:44:46,079 --> 00:44:51,200
yeah we collected the data this winter
yeah we started

543
00:44:49,359 --> 00:44:56,319
we started after the new council right
so it was 21

544
00:44:52,480 --> 00:45:01,839
january february winner yeah oh january
okay i see so then uh the data that has

545
00:44:59,839 --> 00:45:09,599
actually used does that include the
uh cost of the living increase that

546
00:45:05,119 --> 00:45:09,599
in our data that we gave yes

547
00:45:10,000 --> 00:45:16,000
the cost increases included yep
okay and then

548
00:45:17,200 --> 00:45:23,359
and all the data that we got from them
uh

549
00:45:21,040 --> 00:45:28,000
from the league the minnesota city
league um

550
00:45:24,160 --> 00:45:33,760
was also 221 or with the increase
some of it was 2021 some of it was 2020

551
00:45:31,280 --> 00:45:41,280
but we aged that data
okay so we're in compliance as we sit

552
00:45:37,680 --> 00:45:49,200
now this is
or not yes

553
00:45:46,880 --> 00:45:52,720
guess what we're in compliance i mean
we're in compliance now yes

554
00:45:50,960 --> 00:45:56,720
if we you would be in compliance with
pay equity based on your last pay equity

555
00:45:55,200 --> 00:46:04,240
report yes
so if if we chose not to do

556
00:46:00,800 --> 00:46:08,000
anything and and the market continues
that's where

557
00:46:04,880 --> 00:46:11,680
then we'll fall out of compliance and
not maybe

558
00:46:08,640 --> 00:46:14,800
uh compliance doesn't
compliance has nothing to do with

559
00:46:13,680 --> 00:46:18,160
markets
compliance is just looking at internal

560
00:46:17,359 --> 00:46:21,920
equity
the equity okay okay yeah that's looking

561
00:46:20,720 --> 00:46:29,920
at internal equity
so so yeah yep no that

562
00:46:26,800 --> 00:46:33,760
answers that question it's yeah i
just got confused on two for a second

563
00:46:36,160 --> 00:46:38,480
okay

564
00:46:39,839 --> 00:46:45,760
jennifer what do you need from us well
what are you looking for

565
00:46:43,359 --> 00:46:49,200
does the council have any more questions
first

566
00:46:46,960 --> 00:46:52,800
or we don't know yet no do we want to
open it up to employees

567
00:46:50,480 --> 00:46:57,599
so we at this point and um we wanted to
open it up to staff that's here

568
00:46:54,640 --> 00:47:03,280
to ask questions okay okay so if there's
any staff that has a question please

569
00:47:00,000 --> 00:47:07,440
come on up and ask you can ask anne um
directly or any of them you can ask me

570
00:47:06,079 --> 00:47:11,119
but
pass it on to jenny and anne anyway

571
00:47:12,000 --> 00:47:17,680
so if there's anyone that has a question
they want to ask about the study

572
00:47:15,839 --> 00:47:19,920
or what they have or anything at this
point

573
00:47:21,280 --> 00:47:26,559
nobody okay okay

574
00:47:27,599 --> 00:47:32,960
do you have anything you wanted to go
jenny um i don't have anything

575
00:47:30,880 --> 00:47:36,079
additional as far as information i think
now we're

576
00:47:33,920 --> 00:47:41,280
at that point of discussion where we
want to try to make a plan for how

577
00:47:38,000 --> 00:47:45,520
we will work through making decisions
getting more feedback you know you know

578
00:47:43,440 --> 00:47:48,640
any of those things so that's
that's kind of where we're i think we're

579
00:47:47,280 --> 00:47:55,599
at
well i mean here's the thing is

580
00:47:52,160 --> 00:47:55,599
you know there's

581
00:47:56,480 --> 00:48:02,880
hiring employees and training them is
expensive

582
00:47:59,680 --> 00:48:06,319
and it takes time okay and that
preferably

583
00:48:04,240 --> 00:48:09,040
you want to keep your employees and what
we've been doing the last few years it

584
00:48:08,400 --> 00:48:12,880
seems like
is every time somebody we have a good

585
00:48:10,800 --> 00:48:18,319
employee that's going to leave
we have to either quickly figure out how

586
00:48:15,599 --> 00:48:21,920
we're going to keep that person here
and we're scramble at the last minute

587
00:48:20,079 --> 00:48:26,400
thing versus
um you know it's and that may be

588
00:48:24,559 --> 00:48:28,720
inevitable that might be something we
end up having to do depending what the

589
00:48:28,079 --> 00:48:34,319
position
is i don't know but it seems to me

590
00:48:31,920 --> 00:48:39,280
that you know we wanted to stay in the
middle

591
00:48:35,359 --> 00:48:43,520
of and again we're in compliance
um but we want to stay in the middle and

592
00:48:41,359 --> 00:48:50,160
some of these some of the neighbors if
you will are spending more money on

593
00:48:45,680 --> 00:48:54,559
certain areas than we are and so
poof there goes your your employee that

594
00:48:52,559 --> 00:48:59,200
you just got done training in
um i do know that some of the employees

595
00:48:57,760 --> 00:49:01,599
have said you know they don't want to
leave

596
00:49:00,079 --> 00:49:04,160
i know people some have said that they
want to stay here because they like the

597
00:49:03,200 --> 00:49:08,079
area
they like being here let's face it it's

598
00:49:06,400 --> 00:49:12,240
better than the alternatives in some
areas

599
00:49:08,720 --> 00:49:18,319
at this point but you got to be able to
live here too

600
00:49:14,240 --> 00:49:21,119
so um you know we wanted to stay in the
middle

601
00:49:19,359 --> 00:49:24,160
and ross and don you were there so
correct me if i'm wrong with that but

602
00:49:22,559 --> 00:49:28,079
our goal was to kind of stay in the
middle of the pay scale so we're always

603
00:49:26,160 --> 00:49:32,340
in compliance
um but being in compliance doesn't seem

604
00:49:31,200 --> 00:49:36,480
to be our problem
[Laughter]

605
00:49:33,680 --> 00:49:41,200
and i it seems that it's just our name
is it just is that a fair thing to say

606
00:49:38,079 --> 00:49:45,839
our neighbors are just outspending us
that would be correct okay yeah but we

607
00:49:44,480 --> 00:49:48,960
still want to stay in
but we don't want to fall out of

608
00:49:47,200 --> 00:49:53,680
compliance and
have to play catch up with the neighbor

609
00:49:51,680 --> 00:49:58,960
all in the same year
so you know i mean i want one suggestion

610
00:49:57,920 --> 00:50:03,839
i would have is
um you know that

611
00:50:02,480 --> 00:50:06,960
maybe we moved from here to the
personnel committee and the personnel

612
00:50:05,839 --> 00:50:11,599
committee could
schedule times or the or we could have

613
00:50:09,440 --> 00:50:15,839
workshops with the employees
and figure out what the employees really

614
00:50:14,480 --> 00:50:23,040
want to have
is it money is it benefits is it

615
00:50:18,880 --> 00:50:26,640
um you know i mean how can we
you know within our financial means how

616
00:50:25,599 --> 00:50:31,280
can we
do things and take suggestions from the

617
00:50:29,920 --> 00:50:35,280
employees
as well i mean we can put all our heads

618
00:50:33,760 --> 00:50:37,760
together and figure out where we want to
go

619
00:50:35,839 --> 00:50:43,440
it would be easier on a personnel
committee level only because

620
00:50:40,720 --> 00:50:45,599
um there's two council members there so
we don't have to worry about quorum

621
00:50:44,640 --> 00:50:49,839
issues
and we can arrange things so it's that

622
00:50:48,000 --> 00:50:53,520
more convenient
for employees and if somebody else wants

623
00:50:51,920 --> 00:50:58,240
to sit in on those meetings
doesn't necessarily have to be myself

624
00:50:56,800 --> 00:51:01,920
if they want to take my place on the
personal committee at a meeting because

625
00:51:00,400 --> 00:51:07,200
they have questions
whatever but we could set

626
00:51:05,200 --> 00:51:10,720
some workshops up with employees that
would meet

627
00:51:08,319 --> 00:51:15,200
employee schedules so like date you know
some evenings afternoons whichever works

628
00:51:13,359 --> 00:51:18,400
the best that's just one suggestion
i had i don't know how you all feel

629
00:51:17,200 --> 00:51:21,520
about that
yeah i'd rather see that instead of

630
00:51:20,000 --> 00:51:25,440
saying okay we'll go to
this percentage and then in five years

631
00:51:23,599 --> 00:51:29,280
we're back to where we
right yeah well we can direct those

632
00:51:28,079 --> 00:51:33,359
questions
jenny and ann can sit down and look at

633
00:51:31,359 --> 00:51:37,760
them and
if it's like everything else that i used

634
00:51:36,240 --> 00:51:41,520
to do with the public works committee
they can't explain why my opinion or my

635
00:51:39,680 --> 00:51:45,599
idea is wrong
i think what we need to do is reaffirm

636
00:51:44,480 --> 00:51:50,240
that we want to stay in
roughly in the middle and basically from

637
00:51:48,800 --> 00:51:54,559
that point
take all your questions however you want

638
00:51:52,160 --> 00:51:59,599
to but that's the goal yeah
i kind of agree i think

639
00:51:57,760 --> 00:52:04,240
with what you're saying is that i think
we need to have

640
00:52:00,960 --> 00:52:10,160
as a council of general direction
and then see where that goes and i'm

641
00:52:08,720 --> 00:52:15,520
you know as i sit here tonight i just
got too many

642
00:52:12,240 --> 00:52:20,559
questions spinning in my head you know i
i just need need time to process things

643
00:52:18,559 --> 00:52:24,079
because it's a big decision
it's a big it's a big decision for our

644
00:52:22,480 --> 00:52:27,359
employees which obviously we want to
retain

645
00:52:25,119 --> 00:52:32,480
but it's also you know a big decision
for

646
00:52:28,880 --> 00:52:36,880
for our job is you know to be fiscally
responsible

647
00:52:33,359 --> 00:52:40,319
right but there's a
there's a difference between staying in

648
00:52:39,040 --> 00:52:44,559
the middle as we
to use that to stay in the middle so

649
00:52:42,800 --> 00:52:49,200
that we're in compliance
with the state is with conquer a

650
00:52:48,079 --> 00:52:54,160
comparable word
that's different than staying in the

651
00:52:50,960 --> 00:52:57,920
middle with our comparable cities
and i don't think that's what they're

652
00:52:55,040 --> 00:53:00,160
meaning itself but as far as state state
with

653
00:52:58,319 --> 00:53:05,280
compliance with the state we are in
compliance with the state correct

654
00:53:01,920 --> 00:53:09,839
so what we're really talking about is
do is being competitive with our

655
00:53:08,079 --> 00:53:12,240
neighbors and being competitive in the
market

656
00:53:10,319 --> 00:53:14,720
and staying there and it appears that if
i understand this the way that we're set

657
00:53:14,160 --> 00:53:19,040
up
our system will continue for probably

658
00:53:17,760 --> 00:53:23,359
for the most part to stay
in compliance but not not competitive

659
00:53:21,920 --> 00:53:26,079
but not competitive
right so because that's where i keep

660
00:53:25,119 --> 00:53:29,040
that's why i kind of asked them to
square my mind because i keep

661
00:53:30,640 --> 00:53:37,760
right well if the five percent is
one of the goals you can narrow that

662
00:53:35,520 --> 00:53:40,960
down to just make it three percent or
two and a half percent

663
00:53:38,960 --> 00:53:44,240
instead of five true but you can also
with employee input

664
00:53:42,079 --> 00:53:48,240
let's just say your employees are saying
well

665
00:53:45,280 --> 00:53:50,880
you know maybe it's you know can we get
a little

666
00:53:48,960 --> 00:53:56,160
can we bump up or work on this benefit
or that benefit

667
00:53:52,640 --> 00:53:58,800
and because of that you know i i mean
that's

668
00:53:56,559 --> 00:54:01,280
that's a question for them and they need
to

669
00:53:59,599 --> 00:54:05,119
you know as a group i would encourage
them to get together discuss it

670
00:54:03,280 --> 00:54:09,119
what are you thinking put it all down
and and meet with the

671
00:54:06,800 --> 00:54:13,680
that's why i say you know meet with the
jenny and personnel and

672
00:54:11,760 --> 00:54:17,119
then we can throw those questions at ann
and then she can do her magic and then

673
00:54:15,520 --> 00:54:22,559
come back with a plan that'll work for
us and it'll be good forever and ever

674
00:54:19,839 --> 00:54:26,640
and do cities ever look at their local
area

675
00:54:23,280 --> 00:54:30,559
and wages and economics within their
within their local area or is it we're

676
00:54:28,960 --> 00:54:35,920
always just strictly looking at other
governmental

677
00:54:32,240 --> 00:54:40,400
cities uh they do look within their
area the problem is is that there's a

678
00:54:38,880 --> 00:54:46,640
lot of positions
in local government that don't have

679
00:54:42,960 --> 00:54:46,640
comparisons in the private sector

680
00:54:48,160 --> 00:54:54,400
you know you would have some you know
you would have

681
00:54:51,440 --> 00:54:56,720
you know your bartenders liquor store
clerk

682
00:54:57,040 --> 00:55:05,200
somewhat your administrative support and
your maintenance but public safety

683
00:55:03,200 --> 00:55:10,799
city administrators it's it's pretty
tough because of the wide range of

684
00:55:07,359 --> 00:55:14,960
of things that they deal with um
whereas most private sector it's it's a

685
00:55:13,760 --> 00:55:18,720
single
category of things services that they're

686
00:55:17,760 --> 00:55:22,960
providing
so they do but it's usually a component

687
00:55:21,520 --> 00:55:27,680
of a larger study
just because they're not going to find

688
00:55:26,079 --> 00:55:30,720
many positions where you're going to
find a direct match

689
00:55:31,040 --> 00:55:37,599
terry you had a question
yeah come on up so we can

690
00:55:42,319 --> 00:55:46,240
mr mayor you ought um

691
00:55:46,640 --> 00:55:52,240
just said that uh maybe meeting with
employees asked them what they wanted to

692
00:55:50,960 --> 00:55:56,319
do
it's great that you wanna want employee

693
00:55:54,319 --> 00:56:02,400
input
but uh you didn't do a benefit study

694
00:55:59,359 --> 00:56:08,960
so therefore this is a pay discussion
and ask employees whether they want uh

695
00:56:05,760 --> 00:56:12,319
more pay versus better benefit
this doesn't change the pay issue no it

696
00:56:11,680 --> 00:56:17,760
doesn't
so you're gonna get

697
00:56:16,160 --> 00:56:20,400
let's just say there's 10 employees here
so you're going to get 10 different

698
00:56:19,040 --> 00:56:25,119
answers
on on that one

699
00:56:23,920 --> 00:56:30,160
you're not going to be able to come to
consensus so

700
00:56:27,119 --> 00:56:34,400
you need to take the benefit part out of
it

701
00:56:30,480 --> 00:56:41,839
since you didn't do the study so
you're just down to the pay issue

702
00:56:38,160 --> 00:56:44,720
and i think this just my thought haven't
asked anyone else

703
00:56:44,799 --> 00:56:54,960
the right road to go down would be the
personnel committee

704
00:56:50,400 --> 00:56:58,799
part of the page and then
back amongst the council and then make

705
00:56:57,760 --> 00:57:04,079
your decision
to bring it to the employees to get our

706
00:57:01,280 --> 00:57:07,839
feedback or whatever you decide that way
okay thank you appreciate it

707
00:57:10,880 --> 00:57:16,000
but i think in general we're all in
agreement that we want to be in the

708
00:57:14,160 --> 00:57:21,280
middle
and not only just for being compliance

709
00:57:19,200 --> 00:57:24,640
but also for the market
want to be in the middle of the market

710
00:57:23,200 --> 00:57:27,839
yep that's the way i would
be thinking as well

711
00:57:27,920 --> 00:57:33,920
so when jenny starts to look at the
budget for next year

712
00:57:31,920 --> 00:57:41,839
that's kind of the direction we should
point her to

713
00:57:35,359 --> 00:57:41,839
right yes i agree i think so

714
00:57:42,240 --> 00:57:46,480
no i think that's great feedback and um
i would just certainly say depending on

715
00:57:46,160 --> 00:57:50,720
if
you know if there's any formal

716
00:57:48,960 --> 00:57:52,799
conversations that we have with staff or
not

717
00:57:51,119 --> 00:57:57,920
i mean you can always provide feedback
anytime so as we go through this

718
00:57:55,760 --> 00:58:01,440
we'll start to incorporate that
direction into our budget

719
00:58:00,000 --> 00:58:04,720
and as we do that you know in the next
couple of months we'll be starting our

720
00:58:02,640 --> 00:58:08,640
budget process so we'll have time then
to see how that impacts

721
00:58:07,040 --> 00:58:10,799
with everything else and we have the
council goals initiative we're working

722
00:58:10,240 --> 00:58:14,160
on too
so that's a part of all of those things

723
00:58:12,880 --> 00:58:17,680
i think it will
bring everything together so i can i can

724
00:58:16,640 --> 00:58:21,520
definitely do that work with the
personnel committee

725
00:58:19,280 --> 00:58:26,160
and anne if we have questions and you
know again we'll just say that

726
00:58:23,520 --> 00:58:29,440
it's open if there's ever questions or
we need to talk about something more

727
00:58:27,599 --> 00:58:33,599
specifically
yeah because that's you know we do need

728
00:58:31,520 --> 00:58:39,599
to see how that impacts
the budget mr mayor i wonder if the

729
00:58:36,559 --> 00:58:45,359
personnel committee can also address the
uh concept of doing this

730
00:58:42,799 --> 00:58:49,599
an update study rather rather than
waiting five years

731
00:58:46,960 --> 00:58:56,960
doing it every two years come back with
a recommendation to the rest of us or

732
00:58:52,400 --> 00:59:00,160
some something like that do we keep it
keep fighters on it a little bit we

733
00:58:58,319 --> 00:59:04,240
should look at that so you're not making
larger jumps

734
00:59:01,920 --> 00:59:07,599
yeah that i don't think that that would
be a problem i think

735
00:59:05,760 --> 00:59:11,680
you know like ann suggested it would be
pretty simple to do if you do

736
00:59:09,520 --> 00:59:14,880
if you call around and keep it kind of
keep your finger on the pulse of the

737
00:59:13,280 --> 00:59:19,359
comparables
um and what questions aren't we asking

738
00:59:18,000 --> 00:59:23,280
that we should what are what things
aren't we consider

739
00:59:21,280 --> 00:59:29,200
actually you're you're asking very good
questions um

740
00:59:25,440 --> 00:59:32,480
for this um i think you know
asking about even though we didn't do a

741
00:59:31,119 --> 00:59:37,760
benefit study
um you know when we did do it

742
00:59:36,079 --> 00:59:40,160
you were fairly consistent with the
market

743
00:59:40,240 --> 00:59:47,119
but that doesn't mean you you can still
look at benefits

744
00:59:44,559 --> 00:59:50,640
you know sometimes employees will say
you know i wish the city was picking up

745
00:59:49,119 --> 00:59:56,799
a little bit more of my
health insurance premium and

746
00:59:53,680 --> 01:00:00,240
i would maybe forego a little bit of an
increase in wages if the city was doing

747
00:59:58,960 --> 01:00:05,200
that so even though
it wasn't included this time um it's

748
01:00:03,280 --> 01:00:09,920
still a conversation that
that the city council and the city staff

749
01:00:08,000 --> 01:00:15,280
can have
about what is important to them is it is

750
01:00:12,880 --> 01:00:20,880
it wages is it benefits is a combination
of the two

751
01:00:17,040 --> 01:00:20,880
and just getting that type of feedback

752
01:00:21,119 --> 01:00:23,520
thank you

753
01:00:24,559 --> 01:00:29,040
did you have anything else done no i
just think that

754
01:00:27,599 --> 01:00:32,640
we should send over a personnel
committee and you can

755
01:00:30,640 --> 01:00:35,680
digest it a little bit come back with
some

756
01:00:33,680 --> 01:00:41,280
more ideas and we can talk about a
little more okay

757
01:00:37,680 --> 01:00:44,400
everybody agree yeah yeah and if anyone
has questions they can always ask

758
01:00:43,040 --> 01:00:50,400
come in and sit down with jenny
employees have questions ask jenny

759
01:00:46,799 --> 01:00:54,240
um if you have suggestions
give them to get them get them to jenny

760
01:00:52,240 --> 01:00:57,440
and and and
you know nothing i mean put it all out

761
01:00:57,119 --> 01:01:00,720
there
let's see what it is what we end up with

762
01:00:58,960 --> 01:01:04,079
so that's the key
so and really time frame wise we're

763
01:01:02,799 --> 01:01:08,000
really looking
budget time so we i mean yeah we'll have

764
01:01:07,119 --> 01:01:11,440
to do
some meetings and sit down and discuss

765
01:01:10,319 --> 01:01:14,640
it the three of them
in the next you know well i think we

766
01:01:14,319 --> 01:01:17,680
should
next couple months it's coming up so

767
01:01:16,079 --> 01:01:22,240
yeah it's going to have to be it's not
going to be one meeting

768
01:01:19,760 --> 01:01:25,200
so okay yeah it happens faster than you
think

769
01:01:23,440 --> 01:01:29,680
is there anything else that any of the
employees any of the people in the

770
01:01:26,400 --> 01:01:29,680
audience here want to bring up

771
01:01:30,640 --> 01:01:33,280
go ahead brian

772
01:01:34,799 --> 01:01:39,520
i would just like to mention that i do
like the idea of value energy every two

773
01:01:38,400 --> 01:01:44,319
years because
five years ago the city wanted to make

774
01:01:42,559 --> 01:01:47,440
sure they were paying us fairly
and they they had a target of being in

775
01:01:45,920 --> 01:01:51,520
the middle and now we look five years
later

776
01:01:48,480 --> 01:01:54,880
and we're five to six percent behind
so if we did it every couple of years we

777
01:01:53,680 --> 01:01:57,920
wouldn't be coming in that situation
where all of a sudden the city has to we

778
01:01:56,240 --> 01:02:00,319
can adjust their budget the following
year

779
01:01:58,640 --> 01:02:04,799
at eighty to a hundred thousand dollars
if we did it every two years it would

780
01:02:01,920 --> 01:02:10,559
i think alleviate a lot of problems
thank you all right

781
01:02:07,680 --> 01:02:13,920
okay i don't see any further questions
or

782
01:02:10,880 --> 01:02:17,280
nobody how we can uh
entertain a motion to adjourn you have

783
01:02:16,319 --> 01:02:24,559
it
a second all in favor aye aye

784
01:02:21,119 --> 01:02:28,640
opposed you thanks ann
my pleasure and just contact me if any

785
01:02:26,960 --> 01:02:35,839
other questions arise
will do thank you have a great night all

786
01:02:30,720 --> 01:02:35,839
right thanks you too

787
01:02:36,400 --> 01:02:50,799
hey craig can you see if the guys can
hang in for a minute

788
01:02:48,720 --> 01:02:50,799
you