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Home My WebLink About2002 [08] Aug 21 {Book 25} ity of St. Joseph ) College Avenue NW O. Box 668, :. Joseph, MN 56374 \20) 363-7201 ax: 363-0342 :LERKI St. Joseph City Council .DMINISTRATOR Revised Agenda ldy Weyrens August 21, 2002 ilAYOR >arry J. Hosch ::OUNCILORS 1. 6:00 PM Call to Order ~ob Loso ::ory Ehlert 2. Budget - Discussion of the proposed 2003 budget and items that concern the budget .cyle Schneider \lan Rassier 3. 7:00 PM City Engineer Reports a. SE Utility Project, consider awarding contract b. Test Well c. Change Order No.2 - 2002 Street Improvement Project d. Change Order No.2 - 2002 Business Park Improvements e. Sidewalk on College Avenue South f. Proposed Baker Street Improvements (I Block area) g. Maintenance Facility, Sewer line installation h. Other Matters 4. Miscellaneous matters 5. Adjourn - Compliance Report . Jurisdiction: City of St. Joseph Date: 8/19/2002 PO Box 668 Contact: Judy Weyrens Phone: (320) 363-7201 Insurance Added? N Job Evaluation System Used: State Job Match 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 Male Female Balanced All Job Classes Classes Classes Classes # Job Classes 6 3 0 9 # Employees 15 4 0 19 Avg. Max Monthly Pay per Employee 42,201.77 42,614.60 42,288.6 II. STATISTICAL ANALYSIS TEST Male Female UNDERPAYMENT RATIO = 50.0 * Classes Classes A. a. # at or above Predicted Pay 3 0 b. # Below Predicted Pay 3 3 c. TOTAL 6 3 - d. % Below Predicted Pay 50.00 100.00 - (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) = 17 1.14Ò Value of T = 2.345 a. Avg. ditto in pay from predicted pay for male jobs = -$89 b. Avg. ditto in pay from predicted pay for female jobs = -$4,470 III. SALARY RANGE TEST = 113.89 % (Result is A divided by B) A. Avg. # of years to max salary for male jobs = 6.83 B. Avg. # of years to max salary for female jobs = 6.00 IV. EXCEPTIONAL SERVICE PAY TEST .00% A. % of male classes receiving ESP .00 * B. % of female classes receiving ESP .00 * (if 20% or less, test result will be 0.00) Predicted Pay Report - City of St. Joseph 8/19/2002 8:58:59 AM Page: 1 PO Box 668 . Case: City of St. Joseph Job Male Female Total Work Max Mo. Predicted Pay Nbr Job Title Empl Empl Empl Sex Points Salary Pay Difference - - - - 1 Administrator / Clerk 0 1 1 F 480 $53,500.00 $69,452.56 2 Police Chief 1 0 1 M 362 $55,650.00 $53,879.00 $1,771.00 3 Public Works Director 1 0 1 M 341 $48,547.20 $51,109.05 -$2,561.85 4 Police Sergeant 1 0 1 M 294 $45,697.00 $45,110.93 $586.07 5 Police Officer 6 1 7 M 254 $41,912.00 $41,973.56 -$61.56 6 Finance Officer 0 1 1 F 268 $41,912.00 $43,213.66 -$1,301.66 7 Wastewater Operator 1 0 1 M 225 $39,655.60 $40,615.13 -$959.53 8 Administrative Assistant 0 2 2 F 169 $37,523.20 $37,835.54 -$312.34 9 Maintenance Worker 4 0 4 M 161 $37,523.20 $37,459.82 $63.38 . Data Entry Listing - City of St. Joseph 8/19/2002 8:52:04 AM Page: 1 PO Box 668 . Case: City of 51. Joseph Class Min Max Yrs to Yrs Job Nbr Job Title Men Females Type Points Salary Salary Max of Srv Exceptional Srv - -- 1 Administrator / Clerk 0 1 F 480 $51,000.00 $53,500.00 2 0 2 Police Chief 1 0 M 362 $53,000.00 $55,650.00 1 0 3 Public Works Director 1 0 M 341 $35,484.80 $48,547.20 8 4 Police Sergeant 1 0 M 294 $33,384.00 $45,697.00 8 5 Police Officer 6 1 M 254 $31,096.00 $41,912.00 8 6 Finance Officer 0 1 F 268 $31,096.00 $41,912.00 8 7 Wastewater Operator 1 0 M 225 $28,995.20 $39,655.60 8 8 Administrative Assistant 0 2 F 169 $27,393.60 $37,523.20 8 9 Maintenance Worker 4 0 M 161 $27,393.60 $37,523.20 8 . -0 Q) '< . (.V .þ. .þ. .þ. .þ. .þ. (J1 (J1 ~ (J1 (J1 0> 0> ~ 0> 0> S:rJ 0 of\) .þ. 0> 0:> 0 f\) 0> _0:> 0 f\) 0> S:rJ 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 ->. 0 '? 0 0 0 0 0 0 0 0 0 0 '? 0 '? 0 , .. . , , 0> I I 0 , ! ->. ¡ 0:> 0 f\) 0 ; 0 ; f\) f\) 0 I ~ "U ¡ .., 0 , CD c.. () ....... f\) CD 0> c.. 0 ¡ "U I !:l) '< f\) ex> . 0 (") ~ -. ,-to. !:l) -0'< CD (.V 0 . c..... 0 0 0 0 -0 ....., 0- en o (.V OJ en -. f\..)- 0 ,-to. ~ 0 . ,-to. >< e- m en en 0 ïl (.V en .þ. . en CD 0 00 :3 CD !:l) "'C CD (.V ::r c..... 0> . 0 0 0- en (.V ~ 0:> 0 OJ !:l) !:l) I .þ. I :J 0 () 0 CD I c.. c..... 0 .þ. 0- f\) 0 en .þ. .þ. 0 .þ. 0> , 0 ¡ i ! .þ. ¡g ex> 0 , i . Guide to Understanding Pay Equity Compliance and Computer Reports January 1998 . Pay Equ ity Office Minnesota Department of Employee Relations 200 Centennial Office Building 658 Cedar Street S1. Paul, MN 55155-1603 (612) 296-2653 (Voice) (612) 297-2003 (TOO) - - Leadership and partnership in human resource management I \ , Table of Contents . Page I. Introduction 1 II. Tests for Compliance 2 III. Determining Whether the Alternative or Statistical 2 Analysis Will Be Used IV. Explanation of Computer Reports 2 A. Compliance Report 3-5 B. Job List Report 6 C. Optional Graph Sample 7 . D. Data Entry Listing Report 7 V. Alternative Analysis Test 8-11 VI. Salary Range Test 12 VII. Exceptional Service Pay Test 13 VIII. Method Used for Pay Line Calculation in the Statistical Analysis 14-1 7 Guide to Understanding Pay Equity Compliance and Computer Reports -1/98 , Guide to Understanding Pay Equity Compliance , In 1984, the Minnesota Legislature passed the Local Government Pay Equity Act (LGPEA) (M.S. . 471.991-.999). Local governments were given until December 31, 1991 to comply with the law and were required to file reports with the Department of Employee Relations (DOER) by January 31, 1992. All jurisdictions were then placed on a three year reporting cycle with a third of them reporting each year beginning in January of 1994. This booklet gives a general overview of how data from the local govern- ment reports is analyzed and how the tests for compliance are conducted. Complete details of compli- ance requirements are in Minnesota Rules Chapter 3920. This booklet also describes the computer software developed by DOER. This software calculates several of the tests for compliance and the reports produced by the software are explained on pages three through seven. . Page 1 Guide to Understanding Pay Equity Compliance and Computer Reports -1/98 , Tests for Compliance Determining Whether the . Alternative or Statistical 1. Completeness and Accuracy Test - deter- Analysis Will Be Used mines whether jurisdictions have filed reports on time, included correct data and supplied all 1. Alternative analysis - jurisdiction has: required information. 2. Statistical Analysis Test - described on pages · Three or fewer male classes. three through five, compares salary data to NOTE: Jurisdictions with three or fewer determine if female classes are paid consis- male classes may want to skip over the tently below male classes of comparable work information on pages two through seven value (job points). DOER has developed describing the statistical analysis and software that calculates the results for this test. computer reports. This test is generally applied to larger jurisdic- tions. For smaller jurisdictions, the alternative 2. Statistical analysis - jurisdiction has: analysis is used. · Six or more male classes and at least one 3. Alternative Analysis Test - described on class with an established salary range, or pages eight through 11, compares salary data · Four or five male classes and an underpay- to determine if female classes are paid below ment ratio of 80% or more. Mayor may not male classes even though the female classes have classes with an established salary have similar or greater work value (job points). range. The software is not used for this test. 4. Salary Range Test - described on page 12, 3. Start in statistical analysis but go to alterna- . tive analysis - jurisdiction has: compares the average number of years it takes for individuals to move through salary ranges · Four or five male classes and an underpay- established for female classes compared to ment ratio below 80%, or male classes. This test only applies to juris- · An underpayment ratio below 80%, six or dictions that have a system where there is an more male classes, but no classes with a established number of years to move through salary range. salary ranges. 5. Exceptional Senrice Pay Test - described on Explanation of Computer page 13, compares how often individuals in Reports male classes receive longevity or performance pay above the normal salary range compared Information contained in the next few pages is to how often individuals in female classes intended to explain the three reports produced by receive this type of pay. This test applies only the Pay Equity Analysis System Software. Look to jurisdictions that have a system that includes at the sample reports as you read the following exceptional service pay. explanations. Each numbered explanation corresponds to a shaded number on the examples on pages three, five and six. For informational purposes, a sample of an optional graph produced with Quattro Pro software is shown on page seven. Guide to Understanding Pay Equity Compliance and Computer Reports -1/98 Page 2 Compliance Report The statistical analysis, salary range and excep- Implementation Report data. Parts n, ill and IV . tional service pay test results are shown below. of the Compliance Report give test results. For Part I is general infonnation from the Pay Equity more detail on each test, refer to Minnesota Rules Chapter 3920. I. GENERAL JOB CLASS INFORMATION {'i;. {i All Job Female Balanced Classes Classes Classes # Job Classes 4 2 14 # Employees 4 24 42 A vg. Max Monthly <1.,796.8D C[,656.8Ð-'~~j Pay Per Employee ll. STATISTICAL ANALYSIS TEST A. Underpayment Ratio = ~(:~; Male Female Classes Classes a. # At or above Predicted Pay 5 3 b. # Below Predicted Pay 3 I c. TOTAL 8 4 d. % Below Predicted Pay Q~f~ ~5.0~ . "<'"-:' (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 (DF) = 16 Value ofT = -3.732 a. Avg. diff. in pay from predicted pay for male jobs = <[J)-(~4 b. A vg. diff. in pay from pre~i_cted pay for female jobs =~!i !i.o¡ ill. SALARY RANGE TEST <.105.71 o¡:;5(ResuIt is A divided by B) A. Avg. # of years to max salary for male jobs = 5.29 B. Avg. # of years to max salary for female jobs = 5.00 (Ü IV. EXCEPTIONAL SERVICE PAY TEST = (so.ooo~(ResuIt is B divided by A) A. % of male classes receiving ESP 50.00* B. % of female classes receiving ESP 25.00 *(If 20% or less, test result will be 0.00.) Page 3 Guide to Understanding Pay Equity Compliance and Computer Reports -1/98 . Explanation of Compliance Report Explanations below correspond to shaded numbers 6. Percentage of Female Classes Below on page three. Predicted Pay 1. Average Maximum Monthly Salary for This percentage is calculated by dividing the Employees in Male Classes number of female classes below predicted pay 2. Average Maximum Monthly Salary for by the overall total of female classes. In the Employees in Female Classes example on page three, the total of female 3. Overall Average Maximum Monthly Salary classes is four and one of those falls below for an Employee predicted pay. Therefore, 1 + 4 = 25%. 4. Underpayment Ratio 7. T-Test & Degrees of Freedom The minimum requirement to pass the statistical analysis test is an underpayment These numbers are used only for jurisdictions ratio of 80%. The underpayment ratio is with an underpayment ratio below 80%, at calculated by dividing the percentage of least six male classes and at least one class male classes below predicted pay (item five) with a salary range. If the underpayment by the percentage of female classes below ratio is 80% or more, these numbers are not predicted pay (item six). In the example on used nor are they used for jurisdictions in page three, 37.5 + 25 = 150%. Jurisdictions the alternative analysis. with an underpayment ratio below 80% can improve their score by increasing salaries These numbers show the average dollar . for female classes to at or above predicted amount that males and females are from pay. More details regarding predicted pay predicted pay and answer the question: Are are on pages six, and 14 through 17. females paid less than males on average and, is the underpayment of females statistically If the underpayment ratio is less than 80%, a significant? jurisdiction may still pass the statistical analysis test if the t-test results (explained in To determine if these numbers show statistical item 7) are not statistically significant. The significance, they must be checked against the t-test measures the average dollar difference table on page five. Find the DF number in the from predicted pay for male and female "Degrees of Freedom" column and then look classes. across for the "Value ofT." If the "value oft" on the compliance report is less than the ''value 5. Percentage of Male Classes Below oft" on the table, it means that either there is Predicted Pay no underpayment of female classes or that the underpayment is not statistically significant. If This percentage is calculated by dividing the the t-test number is the same or more than the number of male classes below predicted pay "value of t" on the table, the underpayment for by the overall total of male classes. In the female classes is statistically significant and example on page three, the total of male the jurisdiction would not pass the test. classes is eight, and three fall below predicted pay. Therefore, 3 + 8 = 37.50%. Salary increases for female classes sufficient to eliminate statistical significance would allow a jurisdiction to pass the statistical analysis test even with an underpayment ratio below 80%. - Guide to Understanding Pay Equity Compliance and Computer Reports -1/98 Page 4 In the example on page three, t-test results 10. Salary Range Test would not be used because the This number must be either 0% or 80% or . underpayment ratio is above 80%, but let's more to pass this test. In the example on page assume we needed to check these results. First, we would find 16 in the DF column and three, 105.71 % is passing. Jurisdictions not then look across to fmd the value of t at passing this test can pass it by reducing the 1. 746. Since our t-test number is -3.732, well number of years it takes for female classes to below the value oft on the table, these results reach maximum salaries, increasing the would show that females are not underpaid number of years for males to reach maximum compared to males. salaries, or some combination of both. A T-Test Table (5% Significance) DF Value oft DF Value oft DF Value oft 1 6.314 12 1.782 23 1.714 2 2.920 13 1.771 24 1.711 3 2.353 14 1.761 25 1.708 4 2.132 ~4~fY~i ~Üf*~i' 26 1.706 5 2.015 27 1.703 6 1.943 28 1.70 I 7 1.895 18 1.734 29 1.699 8 1.860 19 1.729 30 1.697 9 1.833 20 1.725 40 1.684 10 1.812 21 1.721 60 1.671 11 1.796 22 1.717 120 1.658 Infinity 1.645 . While the entire method for calculating t-test result of 0% would mean that either there are results cannot be explained here, it is a no male classes with an established number of commonly accepted mathematical technique years to move through a salary range, no for measuring statistical significance. The female classes with an established number of formula is fairly complex, but basically it years to move through a salary range, or both. factors in predicted pay, the dollar difference A description of how the salary range test is from predicted pay and the number of em- calculated is on page 12. ployees. The DF number is the total number of employees in male or female dominated II. Exceptional Service Pay Test classes only, minus two. This number must be either 0% or 80% or 8. Average Dollar Amount Male Classes are more to pass this test. In the example on page three, 50% is not passing. Jurisdictions not Above or Below Predicted Pay passing this test can pass it by either increas- In the example on page three, the maximum ing the number of female classes that receive monthly salary for male classes, on average, exceptional service pay, decreasing the is $2 above predicted pay. number of male classes that receive excep- tional service pay, or some combination of 9. Average Dollar Amount Female Classes both. A result of 0% could mean that fewer are Above or Below Predicted Pay than 20% of male classes receive exceptional In the example on page three, the maximum service payor that no female classes receive exceptional service pay. A description of how monthly salary for female classes, on average, the exceptional service pay test is calculated is is $75 above predicted pay. - on page 13. Page 5 Guide to Understanding Pay Equity Compliance and Computer Reports -1/98 , Job List Report . Explanations correspond to shaded numbers any particular point level. Specific details of below. the method used to calculate predicted pay is explained in pages 14 through 17. The graph This report can be printed after the results are on page seven shows a "predicted pay line" computed. The predicted pay and pay difference and how male and female classes scatter columns are helpful in analyzing the cost of around that line. adjusting the salary for any given class. 2. Pay Difference 1. Predicted Pay Shows the dollar amount that maximum The most simplistic defmition of predicted monthly salaries fall above or below pay is that it is the average pay of male predicted pay. If a jurisdiction does not pass classes at any given point value. Predicted the statistical test and needs to increase pay is calculated by averaging the maximum salaries for female classes, either to reach an monthly salaries for male classes in the underpayment ratio of 80% or eliminate the jurisdiction. It is the standard for comparing statistical significance of the t-test, this how males and females are compensated. information is useful in calculating the cost. Predicted pay is a mirror, or reflection, of the For example, the cost to increase the female current compensation practice within a class of "stage manager" to predicted pay jurisdiction for male classes, but is not would be $6.20 per month. necessarily the salary that "should" be paid at . Job List Report . 04/20/92 Page 1 Job Male Female Total Work Max Mo. Predicted Pay Number Class Title Empl Empl Empl Sex Points Salary Pay Difference 1 Box Office 1 I 2 B 110 1,400.41 1344.82 55.59 2 Stage Crew 6 1 7 M 130 1,450.26 1447.15 3.11 3 Props Chief 1 0 1 M 140 1,460.94 1495.59 - 34.65 4 Costume Designer 0 I I F 142 1,575.89 1505.17 70.72 5 Set Tech. 1 0 1 M 150 1,560.75 1540.12 20.63 6 Lighting Tech. 1 0 I M 164 1,625.50 1598.54 26.96 7 Effects Eng. 1 0 I M 179 1,645.22 1617.17 28.05 8 Stage Manager 0 1 1 F 180 1,610.30 1616.50 -6.20 9 Writer I 0 1 M 180 1,590.19 1616.50 -26.31 10 Marketing Director 1 0 I M 200 1,690.85 1689.43 1.42 II Actor/Actress 10 12 22 B 217 1,730.85 1714.27 16.48 12 Director 1 0 1 M 248 1,795.76 1799.79 -4.03 13 Producer 0 1 I F 260 1,900.60 1830.73 69.87 14 General Manager 0 I I F 300 2,100.67 1933.91 166.76 - - Guide to Understanding Pay Equity Compliance and Computer Reports -1/98 Page 6 Optional Graph Sample Stageville Theatre . 2200 2100 ............................................................................................................................................ 2000 ............................................................................................................................................. 1900 ........................................................................····..····...···..···..······....····..8···..·····....· ....... 1800 ....................................................................................................... ................................... ~ Co 1700 ..................................................................... .. + + 1600 ............................................ ..... ..................................................................................... o + 1500 ........................... ............................................................................................................... + 1400 .... i!..... .......................................................................................................... .................... 1300 100 120 140 160 180 200 220 240 260 280 300 Points 1- Pred Pay + Male Jobs 0 Fern Jobs 181 BaJ Jobs I Data Entry Listing Report . Shows the data that has been entered for computa- found, they should be corrected using the "modify tion. This report should be carefully reviewed jobs" function in the software. before computing the results. If any errors are Data Entry Listing Report 04/20/92 Page I Male Female Work MinMo. Max Mo. Years Nbr Yrs Exceptional Mll:!.br Class Title Employees Emolovees ~ ~ ~ to Max ~ Service Pay I Box Office I I 110 1,200.00 1,400.41 4 2 Stage Crew 6 I 130 1,250.00 1,450.26 5 Longevity 3 Props Chief I 0 140 1,260.00 1,460.94 5 Longevity 4 Costume Designer 0 I 142 1,375.00 1,575.89 5 5 Set Tech. I 0 150 1,360.00 1,560.75 5 Longevity 6 Lighting Tech. I 0 164 1,400.00 1,625.50 6 Longevity 7 Effects Eng. I 0 179 1,425.00 1,645.22 6 8 Stage Manager 0 I 180 1,425.00 1,610.30 5 Longevity 9 Writer I 0 180 1,400.00 1,590.19 6 10 Marketing Director I 0 200 1,490.00 1,690.85 4 II Actor/Actress 10 12 217 1,500.00 1,730.85 4 Performance 12 Director I 0 248 1,600.00 1,795.76 - 13 Producer 0 I 260 1,700.00 1,900.00 14 General Manager 0 I 300 1,800.00 2,100.67 - Page 7 Guide to Understanding Pay Equity Compliance and Computer Reports -1/98 - Alternative Analysis . The minimum requirement to pass this test is that: a) there is no compensation disadvantage for at least 80% of female classes compared to male classes; or, b) compensation differences c.an be accounted for by years of service or performance. On the next few pages the four possibilities that exist for inequities or a compensation disadvantage are described. 1. A female class with higher points has less compensation than a male class with lower points. Example: In this case, the female job class of city clerk has more points but less pay than the male job class of maintenance supervisor. Max. Class Monthly Job Title ~ Points Salary City Clerk F 275 $1665 Maint. Sup. M 171 $1925 The minimum requirement to correct this inequity is that the female class must have a salary at least equal to that of the male class. . Graph illustrating inequity for female job class. 1950 + 1900 ............................................................................................................................................. 1850 ............................................................................................................................................. >- 8!. 1800 .......................................................... ... ......... ..................... ..................... ................. .... ........ 1750 ............................................................................................................................................. 1700 ............................................................................................................................................. female class with higher points than male class ~ 0 1650 160 180 200 220 240 260 280 Points - I + Male Jobs 0 Fern Jobs I - Guide to Understanding Pay Equity Compliance and Computer Reports -1/98 Page 8 2. A female class has the same points as a male class but less compensation. Example: In this case, the female job class of secretary and the male job class of maintenance have . the same points but the secretary receives less pay. Max. Class Monthly Job Title ~ Points Salary City Clerk F 275 $2265 Maintenance M 171 $1900 Secretary F 171 $1630 The minimum requirement to correct this inequity is that the female class must have a salary at least equal to the male class. . Graph illustrating inequity for female job class. 2300 0 2200 ............................................................................................................................................. 21 00 ............. ....... .............. ................................. ......................,.......... ........ ......... .......... .............. 2000 ............................................................................................................................................. & 1900 ......................................... ............ ..... ............ ......... .....,.. ................ ................ ................... 1800 . ............... ...... ............. ...... ........... .......... .............. ........................... .............,....... ................. 1700 ............................................................................................................................................. ,/ female class with same poirrts 0 as male class 1600 160 180 200 220 240 260 280 Points I + Male Jobs 0 Fern J~ - - Page 9 Guide to Understanding Pay Equity Compliance and Computer Reports -1/98 3. A female class has points between two male classes but compensation is not between or above the . two male classes. Example: In this case, the female job class of receptionist has points between two male classes but receives less pay than either of them. Max. Class Monthly Job Title ~ Points Salary City Clerk F 275 $2370 Maintenance M 171 $1900 Receptionist F 141 $1250 Custodian M III $1500 The minimum requirement to correct this inequity is that the female class must have a salary some- where between the two male classes. . Graph illustrating inequity for female job class. 2400 0 2200 ............................................................................................................................................. 2000 .......................................,..................................................................................................... + >- co 1800 ...................,........... ...... ..................... ...... ............,..... ..-......... ......................................,........ Q.. 1600 .-. .................._--.-..... ...... ...-................. -..... ...... ....... ... ........-- - ............ ............... ....................... + 1400 ............................................................................................................................................. ./ female class between two male classes 0 1200 100 120 140 160 180 200 220 240 260 280 Points - + Male Jobs 0 Fern Jobs I - Guide to Understanding Pay Equity Compliance and Computer Reports -1/98 Page 10 4. A female class(es) rated lower than all male classes is not compensated as reasonably proportionate to points as other classes. . Example: In this case, the retail clerk has a salary of $700 per month below the custodian but only six fewer points. For all other job classes where there is a salary difference, there is a larger differ- ence in points. For example, the maintenance supervisor's salary is $300lmonth less than the police officer and there is a difference of 23 points. Max. Class Monthly Job Title ~ Points Salary City Clerk! Admin F 275 $3800 Police Officer M 236 $3200 Maintenance Sup M 213 $2900 Admin. Sec. F 173 $2400 Custodian M 111 $1800 Retail Clerk F 105 $1100 While some difference in salary is acceptable due to the point difference, the salary for the retail clerk with 105 points must be much closer to the salary for the custodian with III points. When there is a question regarding the salary for female class or classes rated lower than all male classes, the judgment is made on a case-by-case basis, and the main consideration is the relationship of points and pay between other classes in the jurisdiction. In this case, the minimum requirement to correct this inequity would be that the salary for the retail clerk would be approximately $1,650Imonth. . Graph illustrating inequity for female class. . 4000 0 3500 ................................................................................................................n........................... + 3000 ............................................................................................................................................. + >- ns 2500 ............................................................................................................................................. Il.. 0 2000 ......................................................--................................,.......................-............................ + 1500 ............................................................................................................................................. female class rajed lower ~ / than all male classes 1000 - . 100 120 140 160 180 200 220 240 260 280 Points I + Male Jobs 0 Fern Jobs I - - Page 11 Guide to Understanding Pay Equity Compliance and Computer Reports -1/98 . Salary Range Test . This is an example to show how the salary range test is calculated. It is not necessary to calculate this test manually if the software is being used. If the software is not being used, the following steps will produce a result for this test. Information is recorded for male or female classes only, not balanced classes. The information for this example is taken rrom the Data Entry Listing Report on page seven. JURISDICTION: Stageville Theatre Step 1 Look at the "years to max" column and identify male classes with an established number of years to move through a salary range. Title Years to Max Stage Crew 5 Props Chief 5 Set Tech 5 Lighting Tech 6 Effects Tech 6 Writer 6 Marketing Director ~ 7 total classes 37 total years Step 2 . Calculate the average years to reach maximum salary for male classes: A. Total years ÍÌ"om Step 1 37 B. Total classes ÍÌ"om Step 1 .1- C. Divide 2A by 2B 37+7= 5.28 average years to max Step 3 Look at the "years to max" column and identify female classes with an established number of years to move through a salary range. Title Years to Max Costume Designer 5 Stage Manager ..2 2 total classes 10 total years Step 4 Calculate the average years to reach maximum salary for female classes: A. Total years from Step 3 10 B. Total classes ÍÌ"om Step 3 --1. C. Divide 4A by 4B 10 +2 = 5 average years to max Step 5 - Divide 2C by 4C and multiply by 100. S.28+5=1.05xlOO = 105% - Enter this result in Part C of the Pay Equity Implementation Report. Guide to Understanding Pay Equity Compliance and Computer Reports -1/98 Page 12 Exceptional Service Pay Test .. This is an example to show how the exceptional service pay test is calculated. It is not necessary to calculate . this test manually if the software is being used. If the software is not being used, the following steps will produce a result for this test. The information for this example is taken from the Data Entry Listing Report on page seven. Information is recorded for male or female classes only, not balanced classes. Step 1 Look at the "exceptional service pay" column and calculate the percentage of male classes receiving exceptional service pay. A. Total number of male classes where an employee 4 receives exceptional service pay. B. Total number of male classes in the jurisdiction. S C. Divide lA by 1B and multiply by 100. 4 + 8 = .50 x 100 = 50% If result of IC is 20% or less, stop here and check appropriate box in Part D of report form. If result is more than 20%, go on to Step 2. Step 2 . Look at the "exceptional service pay" column and calculate the percentage of female classes receiv- ing exceptional service pay. A. Total number of female classes where an employee 1 receives exceptional service pay. B. Total number of female classes. 4 C. Divide 2A by 2B and multiply by 100. 1 + 4 = .25 x 100 = 25% Step 3 Calculate the ratio of female/male classes receiving exceptional service pay. Divide 2C by IC and multiply by 100. 25 + 50 = .50 x 100 = 50% Enter result in Part D of the Pay Equity Implementation Report. - - Page 13 Guide to Understanding Pay Equity Compliance and Computer Reports -1/98 Method Used for Pay Line Calculation in the Statistical Analysis The following explanation is a general description I. Defining ··Comparable Value·· of how predicted pay is calculated but does not include all details of the formula in Minnesota Except for classes in the lower and upper 10% Rules Chapter 3920. of the point range, comparable value is defmed by drawing a 20% window around the Basis of the Statistical Analysis job class being analyzed. Each window extends 10% of the range of points on each A. The definition in the Local Government Pay side of the class. In the example, there is a Equity Act for equitable compensation range of 200 points from lowest to highest, so relationship says "...compensation for female- 10% would be 20 points. Each window must dominated classes is not consistently below have at least three male classes (two of which the compensation for male-dominated classes have different points) and must include at of comparable value..." least 20% of all male classes in the jurisdic- tion. If this criteria is not met, the window B. The formula for the statistìcal analysis is will expand at 5% increments on either side based on three concepts found in the above until the required number of male classes are definition: comparable value, male included. The drawing below shows one compensation and consistently below. window for one class. - 4000 + + 3500 ..·....................··..·.....·............·......·..··..........·......·....·....·..··e....·..~..................................... + 3000 -......~..._...n....·.····........·....n............................................................................................................... + fö' + + a.. I!" !o'"'"~..9.\.~ 0 2500 ............. .. ................................................................................................... I~ I + + I' class being analyzed 2000 ·..·.....·...1 r....·.........·..........·..··....·.....·..·.....................·..............................·.. o I I I I I 1500 I . . 100 120 140 160 180 200 220 240 260 280 300 Points + Male Jobs 0 Fern Jobs - - Guide to Understanding Pay Equity Compliance and Computer Reports -1/98 Page 14 II. Defining IIMale Compensation" or "Predicted Pay" A. The first step in defming male compensation is to draw a "mini" regression line through the male classes in the window. 4000 + + 3500 .........................................................................··..···....····..o·_····~....·..····..··..·..·.··............. + 3000 ...........................................................-................................................................................... + ìG' class being analyzed + + a.. __ J.___ 0 2500 .,~mmmmmmm_mmmmmm_m I I I I I + I 2000 ··..···..·..·1 t·..··..···..·······..····..····....··....··....·..··..·..·..·..·....·..·....................._.. o I I I I 1500 ! I . , 100 120 140 160 180 200 220 240 260 280 300 Points I + Male Jobs 0 Fern Jobs I B. The second step in defming male compensation is to look at the class being analyzed and the same point on the mini regression line. This point is called predicted pay. + + .....................................................................··..····..···.....···o·..··..~·..·....·..··..·······....····..·..··· + ...........~..........u........._.........................................................................n................................... ~ + class being analyzed + + a.. J, 0 ...........,- - -@ ~................................................................................................... I I I~ f--.J predicted pay I + ¡ ............., r·..·············.....·..·..·....··..·..·....·..··..··..··..··········............................. D I I I J 1500 I . I 100 120 140 160 180 200 220 240 260 280 300 Points - I + Male Jobs D Fern Jobs I - Page 15 Guide to Understanding Pay Equity Compliance and Computer Reports -1/98 III. Defining ··Consistently Below·· A. A determination is made as to whether the B. A new window is drawn when the next class is class being analyzed falls above or below analyzed. This continues until all classes have predicted pay. In the example, the female been analyzed. class being analyzed is above predicted pay. 4000 + + - ---e-~-------"'-"""" new window + ¡ I -,----.-----.........--..---..-.-.-.-.... I I + i&' ok:! window I + I + a.. dlaappelllS : I c '-Hi"" COO--- I 2500 '-';: ~next ~~ ~ anaJy~;..·_.._--..-..·_..·.........·.... ., . I :.' + . I .....--:: . 1------.-..-.----....------.. c . I . I . I . I I . I 1 . I . 100 120 140 160 180 200 220 240 260 280 300 Points I + Male Jobs c Fern Jobs I C. When all the classes have been analyzed, a predicted pay line is drawn. 4000 3500 ................·...........·......·..·........·....-·.....···...............·......·.....·e···...·':t.· ................................ + predicted 3000 ................................................................. ............... ...................................................... pay line £ü' a.. -.........................--..........................................-.......... ........................................................................................--................................. 1500 100 120 140 160 180 200 220 240 260 280 300 Points = 1- Pred Pay + Male Jobs 0 Fern Jobs I Guide to Understanding Pay Equity Compliance and Computer Reports -1/98 Page 16 D. The tabulation of the number of male and F. The percentage of male classes below pre· female classes above and below the predicted dicted pay is divided by the percentage of pay line is made. female classes below predicted pay. This produces the "underpayment ratio." For example: 40% + 25% = 160% F above = 3 M above = 6 F below = I M below = 4 G. An underpayment ratio below 80% shows that Total = 4 Total = 10 female classes are compensated "consistently below" male classes of comparable value. If E. The percentage of male and female classes the underpayment ratio is below 80%, further below predicted pay is calculated by dividing analysis is done to determine if the underpay- the number of classes below by the total ment of females is statistically significant. number of classes in each group. Using the t-test, a determination is made whether or not the dollar difference is statisti- Female classes: I + 4 = 25% cally significant. Details of the t-test can be Male classes: 4 + 10 = 40% found on page four. - ~ Page 17 Guide to Understanding Pay Equity Compliance and Computer Reports -1/98 Capital Expenditure Request FUND Water (601) DEPARTMENT Power and Pumping EXPENDITURE CLASSIFICATION Improvement (Improvement or Equipment) CAPITAL REQUEST Complete a study and construction of a test well to establish a new City Well Field. See attached letter from the City Engineer, detailing the expenditure. PROJECT DURATION Approximately 120 days from authorization PROJECTED COST $ 30,000.00 BUDGETED AMOUNT No HOW WILL THE PROJECT BE FUNDED The water fund currently has a fund balance of $ 314, 171,17. The balance is this fund is raised through user fees (excluding hookup fees) and it would be reasonable to expend the test well for a new field from the water fund. Expending $ 30,000 will not have a negative effect on the Fund as long as the City continues to monitor the water rates annually, keeping the fund solvent. ACTION REQUESTED Authorization to proceed with the test drilling and opinion study IF APPROVED WITH THEIR BE ADDITIONAL EXPENSES If the area is determined to be feasible for a new well field, the City would then proceed to purchase land for the well field. The well field will not need to be constructed at this time. Purchasing the land is estimated to cost $ 75,000 (5 acres). The cost for the land will need to be structured in the rates when reviewing the 2003 budget. - - "'SeJ 1200 25th Avenue South, P.O. Box 1717, St. Cloud, MN 56302-1717 320.229.4300· 320.229.4301 FAX architecture . . engineering . environmental . transportation July 25, 2002 RE: St. Joseph, MN New City Well Field SEH No. P-STJOE 0302.00 10 Honorable Mayor and City Council c/o Mrs. Judy Weyrens Clerk! Administrator City of Saint Joseph 25 College Avenue North PO Box 668 St. Joseph, MN 56374-0668 Dear Mayor and Members of the Council: Please find enclosed a task summary and cost proposal to complete a study and construction of a test well to establish a new City Well Field. The tasks are broken down as follows: 1) Hydrogeologic analysis of the St. Joseph area which includes review of area well logs, USGS reports, and information obtained from local well contractor(s) to develop an understanding of local groundwater system. 2) . Engineering review of existing wells and water supply system (projected needs for the future) to articulate a "Firin Capacity" for the wells. 3) Test drilling/test pumping to confIrm the report and establish the well fIeld. · Prepare plans and specification for quotationlbidding. · Engineering oversight. · Well site construction observation. · Data analysis (pump test and water quality). 4) Prepare report with recommendations for the City of St. Joseph water supply system. Schedule Tasks 1 and 2 45 days from authorization Task 3 Plans and specs 1 week after completion of 1 and 2 Test drilling and testing 45 days Task 4 Prepare fInal report and present to City 30 days Fees Task! $3,500 Task 2 $1,500 - $8,000 Task 3 - Task 4 $2,000 Total Estimated Fee $15,000 Short Elliott Hendrickson Inc. . Your Trusted Resource . Equal Opportunity Employer Honorable Mayor and City Council July 25, 2002 Page 2 ( Construction Opinion of Probable Cost for test drilling and test well, $15,000 (based on our current understanding, may change depending on hydrogeologic analysis). We propose to complete the work on an hourly basis with a not-to-exceed total amount shown for the scope of work identified. We will complete the work in accordance with the above schedule. Please review this proposal, and contact me if you have any questions. Thank you. Sincerely, ~Q ·~/dtjj keph R. ettendorf, P.E. . City Engineer· mdhldjg c: Jeff Ledin, SEH Brainerd w:\stjoe\0302\proposa1\l-city-072502.doc ( - - - ! "'SeJ 1200 25th Avenue South, P.O. Box 1717, SI. Cloud, MN 56302-1717 320.229.4300 320.229.4301 FAX architecture . engineering . environmental . transportation August 15, 2002 RE: St. Joseph, Minnesota 2002 Business Park Improvement SEH No. A-STJOE 0212 14 Honorable Mayor and City Council c/o Ms. Judy Weyrens Clerk! Administratorrrreasurer City of St. Joseph 21 NW First A venue P.O. Box 668 St. Joseph, MN 56374-0668 Dear Mayor and Members of the City Council: Enclosed find Change Order No.2 fDr this project. This change order changes the Substantial Completion date from August 15, 2002 to August 24, 2002. If you authorize the change, we will send it to the contractor for signature and return it to you for signature. Sincerely, () 13.J~ £J¡¡ ~r,p.E Project Engineer djg Enclosure c: Joe Bettendorf, SEH (w/enclosure) W:\sljoe\0212\specs\co-O.doc - - Short Elliott Hendrickson Inc. . Your Trusted Resource . Equal Opportunity Employer DOCUMENT 00640 CHANGE ORDER NO.2 O\VNER City of St. Joseph DATE August 15, 2002 CONTRACTOR Molitor Excavating, Inc. ENGINEER SEH Contract A-STJOE 0212 OWNER's No. N/A Project 2002 Business Park Improvements, S1. Joseph, MN You are directed to make the following changes in the Contract Documents: Description: Extend Substantial Completion date to August 24, 2002. Reason for Change Order: Contractor request. CHANGE IN CONTRACT TIMES CHANGE IN Substantial Ready for Final ITEM CONTRACT PRICE Completion Payment Original Contract Price: $479,797.86 08/15/02 08/30/02 Net increase (decrease) from previous Change ($5,180.76) Order No. to Contract price prior to the Change Order: $474,617.10 Net increase (decrease) of this Change Order: $0.00 08/24/02 No Change Contract price with all approved Change Orders: $474,617.10 08/24/02 No Change RECOMMENDED: APPROVED: ACCEPTED: SEH City Of St. Joseph, MN Molitor Excavating, Inc. PO Box 1717 P.O. Box 668 2310 County Road 137 St. Cloud, MN 56302-1717 St. Joseph, MN 56374-0668 Waite Park, MN 56387 By: By: By: Title: Project Engineer Title: Title: Date: 08/15/02 Date: Date: \Y:\sljQe\02I 2\.specs\ço# I.doc - - ~SeJ 1200 25th Avenue South, P.O. Box 1717, St. Cloud, MN 56302-1717 320.229.4300 320.229.4301 FAX architecture . engineering . environmental . transportation August 15,2002 RE: St. Joseph, Minnesota 2002 Street & Utility Improvements SEH No. A-STJOE 0204 14 Honorable Mayor and City Council c/o Judy Weyrens City Administrator City of St. Joseph 25 College Avenue North P.O. Box 668 St. Joseph, MN 56374-0668 Dear Mayor and Members of the City Council: Enclosed find Change Order No.2 for this project. This change order adds 3rd Avenue Northwest storm sewer to this project. If you authorize the change, we will send it to the contractor for signature and return it to you for signature. Sincerely, ð3.J~ /Jfó AmyE. chaffer, P.E. Project Engineer djg c: Joe Bettendorf, SEH (w/enclosure) Jerry George, SEH (w/enclosure) W:\stjoeI0204\specsICO-O.doc - - Short Elliott Hendrickson Inc. . Your Trusted Resource . Equal Opportunity Employer DOCUMENT 00640 CHANGE ORDER NO.2 OWNER City of St. Joseph DATE August 15,2002 CONTRACTOR R. L. Larson Excavating, Inc. ENGINEER SEH Contract 2002 Street and Utility Improvements OWNER's No. N/A Project A-STJOE 0204 You are directed to make the following changes in the Contract Documents: Description: 3rd A venue NW stonn sewer. UNIT ITEM DESCRIPTION UNIT COST QUANTITY AMOUNT 7A REMOVE SEWER PIPE (STORM) LF $5.00 234.00 $1,170.00 35A 18" RCP PIPE SEWER DES 3006 CL N LF $31.00 234.00 $7,254.00 39A CONN INTO EX DRAINAGE STRUCTURE EA $450.00 2.00 $900.00 TOTAL CHANGE ORDER NO.2 $9,324.00 Reason for Change Order: Owner request. Attachments: Drawing No. 55,08/15/02 - CHANGE IN CONTRACT TIMES CHANGE IN Substantial Ready for Final ITEM CONTRACT PRICE Completion Payment Original Contract Price: $1,091,540.64 10/18/02 05/31/03 Net increase (decrease) from previous Change ($70.00) Order No. to Contract price prior to the Change Order: $1,091,470.64 No Change No Change Net increase decrease of this Change Order: $9,324.00 No Change No Change Contract price with all approved Change Orders: $1,100,794.64 No Change No Change RECOMMENDED: APPROVED: ACCEPTED: SEH City of St. Joseph R. L. Larson Excavating, Inc. PO Box 1717 PO Box 668 2255 12th Street SE St. Cloud, MN 56302-1717 St. Joseph, MN 56374-0668 St. Cloud, MN 56304 By: By: By: Title: Project Engineer Title: Title: - Date: 08/1 5/02 Date: Date: - W ;\stjoe\020-+\spe.cs\co#2 .doc . . . . ·T..N'~\~·~4-=~'¡ ~~~~~LLt~~~· , " .... -'" ,,-. "';f,-""''''·'''~-1.pi;" 0 = '" r> _ -.. C> - o " '" 0 V1 0 < ... 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