HomeMy WebLinkAboutItem 06.m
Date: Item No.
Pay Equity Compliance Report
Proposed Action
Staff recommends adoption of the following motion: Move to approve the Pay Equity Report.
Overview
Local Government Pay Equity Act, M.S. 471.991-471.999 and Minnesota Rules, Chapter 3920 requires
local jurisdictions to submit a pay equity report to the State of Minnesota every three years. The law
requires cities to analyze their pay structure for evidence of inequities and to report this information to
the Department of Management and Budget every three years.
The City Council adopted the Systems Analysis and Factor Evaluation (SAFE) system as the City’s job
classification system with an effective date of January 1, 2019. The evaluation system assigns points to
each job based on 9 job factors that include training and ability, experience, level of work, human
relations, physical demands, working conditions and hazards, independence of actions, impact of end
results, and supervision.
The “job points” along with compensation information are analyzed and a resulting “Predicted Pay” is
provided for each position. The data is summarized on the attached compliance report. The minimum
required to pass the statistical analysis test is an underpayment ratio of 80%. The report, using salaries in
effect on December 31, 2019, indicates that we continue to maintain compliance.
The pay equity report was submitted on January 31, 2020.
Primary Issues to Consider
• None
Supporting Information
• Pay Equity Compliance Report
Financial Impact: $ Budgeted: Y☐ N☐ Source:
Related Documents: (CIP, ERP, etc.):
Envision Lakeville Community Values: Good Value for Public Services
Report Completed by: Tammy Schutta, HR Manager
February 18, 2020
Various Funds
Pay Equity Implementation Report
Part A: Jurisdiction Identification
Jurisdiction:Lakeville Jurisdiction Type:City
20195 Holyoke Avenue
Lakeville, MN 55044
Contact:Tammy Schutta Phone:(952) 985-4491 E-Mail:tschutta@lakevillemn.g
ov
Part B: Official Verification
1.The job evaluation system used measured
skill, effort responsibility and working
conditions and the same system was used for
all classes of employees.
The system used was: Consultant
Description:
A new system.
Springsted, Inc.
SAFE Job Evaluation System
2.Health Insurance benefits for male and
female classes of comparable value have
been evaluated and:
There is no difference and female classes are
not at a disadvantage.
3.An official notice has been posted at:
Lakeville 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:
Lakeville City Council
(governing body)
Douglas P. Anderson
(chief elected official)
Mayor
(title)
Part C: Total Payroll
19209247.9000
is the annual payroll for the calendar year just
ended December 31.
[X]Checking this box indicates the following:
- signature of chief elected official
- approval by governing body
- all information is complete and accurate,
and
- all employees over which the jurisdiction has
final budgetary authority are included
Date Submitted:1/31/2020
Page 1 of 1 1/31/2020 2:37:57 PM
Compliance Report
Jurisdiction:Lakeville Report Year:2020
20195 Holyoke Avenue Case:1 - 2019 DATA (Submitted)
Lakeville, MN 55044
Contact:Tammy Schutta Phone:(952) 985-4491 E-Mail:tschutta@lakevillemn.g
ov
For more detail on each test, refer to the Guide to Pay Equity Compliance and Computer Reports.
I. GENERAL JOB CLASS INFORMATION
Male Classes Female Classes Balanced Classes All Job Classes
# Job Classes 56 32 11 99
# Employees 119 53 96 268
Avg. Max Monthly Pay per employee 7007.24 6426.83 6302.35
II. STATISTICAL ANALYSIS TEST
A. Underpayment Ratio = 276.1905 *
Male Classes Female Classes
a. # At or above Predicted Pay 27 26
b. # Below Predicted Pay 29 6
c. TOTAL 56 32
d. % Below Predicted Pay (b divided by c = d)51.79 18.75
*(Result is % of male classes below predicted pay divided by % of female classes below predicted pay.)
B. T-test Results
Degrees of Freedom (DF) = 170 Value of T = -4.417
a. Avg. diff. in pay from predicted pay for male jobs = -6
b. Avg. diff. in pay from predicted pay for female jobs = 150
III. SALARY RANGE TEST = 85.42 (Result is A divided by B)
A. Avg. # of years to max salary for male jobs = 5.13
B. Avg. # of years to max salary for female jobs = 6.00
IV. EXCEPTIONAL SERVICE PAY TEST = 0.00 (Result is B divided by A)
A. % of male classes receiving ESP = 3.57 *
B. % of female classes receiving ESP = 0.00
*(If 20% or less, test result will be 0.00)
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