City Council Minutes 2022 04 18 - Laserfiche WebLink

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City Council Meeting Minutes April 18, 2022 Page 3 of 8 is working to ensure those pay disparities are based on "valid" reasons. Final results of the audit are still pending but there are no major concerns or adjustments anticipated. Mayor Pro Tern Maloney asked if Louisville is compensating at a higher rate than the market. Ms. Graves stated this study didn't look at the market rates it only looked at internal pay rates. She went on to explain the titles and categories. Officials are usually department heads and professions with degrees and are subject matter experts. Para -professionals are below that. Skilled craft and technicians work mostly outside with their hands. Protective service workers are police and fire. Administrative are workers providing clerical support. Service maintenance is slightly lower in skill than skilled craft and technicians. Councilmember Fahey asked when if pay/benefits were included in the analysis. Ms. Graves responded that just pay was considered as benefits are pretty standard across the board. Councilmember Fahey asked if part-time employees were included. Ms. Graves stated year-round part-time recreation employees were including in the service maintenance category. Ms. Graves explained the intent of a Compensation Market External Audit is to recruit and retain top talent by ensuring all employees at the City are paid competitively to market while maintaining internal equity and providing for career progression. This project provides recommendations to update the City's Pay Structure based on current, statistically valid market data from a defined market area that is appropriate for the City. Mayor Pro Tern Maloney asked how the comparison of professional/management positions with other municipalities was done. Ms. Graves stated that data is collected from surveys of actual wages being paid to other employees doing similar work for each position — rather than just pay ranges. The results are scrubbed to ensure valid data and adjustments are made to account for uniqueness in some roles at the City. They matched as many of the City's positions as possible to external data sources to determine a market average for each. The report recommends keeping the current police structure but adjusting the steps slightly. Breaking out full-time positions into the following categories: Management, Technical & Professional and Labor Trades. Labor markets move differently for different types of positions and this allows the City to make adjustments to each pay structure more closely tied to those markets. She Councilmember Most asked about the cost and overhead implications of going to this complex pay structure. Ms. Graves responded that it will be a little bit of upfront work, but once implemented it shouldn't add any complexity. Ms. Graves noted some positions changed on the classification listing, meaning they are higher or lower than positions they were grouped with previously. In addition to market,