A classification and compensation study is a process by which positions and payment is evaluated to ensure that jobs are appropriately classified and pay is externally competitive and internally equitable.
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The County Classification Plan provides a way for individual County jobs to be evaluated and classified according to their comparable work value. Each County job shall be evaluated and placed in a specific classification and pay grade to ensure compliance with pay equity requirements.
State law requires all public jurisdictions such as cities, counties, and school districts to eliminate any gender-based wage inequities in compensation and submit reports to Minnesota Management and Budget (MMB).
Every political subdivision is required to use a job evaluation system in order to determine the comparable work value of the work performed by each class of it's employees.
During the study, we will review:
In general, the process is as follows:
Employee's roles will vary by division/department/position, but, generally, will be as follows:
The Personnel Policy states that Aitkin, Benton, Kanabec, Morrison, and Pine counties will be used as comparable organizations. However, this market study will include evaluation of other counties to determine if those listed above are still comparable and/or if it would be prudent to change comparable organizations. The market study may also include evaluation of other organizations for informational purposes.
The goal is to begin implementation of all changes in 2025, contingent upon County Board of Commissioner and/or bargaining unit approval as applicable.
Yes, all position descriptions will be evaluated. However, during the market study, for comparison purposes, positions will be selected based on a variety of factors to identify exemplar positions across all classifications. For example, there may be multiple positions classified at Grade L, but only one or two may be selected for comparison purposes to serve as an indication of market alignment for that particular grade.
Provision R2 of the Personnel Policy states that:
Only one PAQ will be completed and submitted for each position; however, methods for accomplishing this may vary. Your Department Head and/or supervisor will provide direction and/or discuss methods with you to accomplish this.
Not necessarily. There are several possible outcomes. It may be determined that a position is classified correctly and aligned with the market. Or, it may be determined that a position is incorrectly classified, either higher or lower than it should be. Or, it may be determined that a position is classified correctly, but in misalignment with the market.
During the last classification and compensation study, most positions were found to be classified correctly.