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Internal Equity <br /> All positions within the city will be assigned job points. Job points will <br /> reflect the perceived value of the job duties. Job content will be reviewed on <br /> an as needed basis and where significant changes have occurred, a revised <br /> Job Description will be developed and the changes will be evaluated to <br /> consider possible job point changes. <br /> External Equity <br /> By comparison of the city's pay structure on a position by position basis <br /> against similar jobs in cities of comparable size (population) we can create <br /> external equity. At least once every two years, the City Clerk will complete a <br /> survey to make these comparisons. The city's pay structure will attempt to <br /> provide a compensation structure that will fall within a band of 80% to <br /> 120% of the average of the survey results. <br /> Annual Adjustments <br /> Each year, during the fourth calendar quarter, the City Clerk will present <br /> recommendations for changes in the pay structure. The recommendation will <br /> be based on survey data, the cost of living and other related data. The City <br /> Council will authorize changes to the pay structure for the upcoming <br /> calendar year. <br /> Pay Structure <br /> A copy of the current pay structure including all steps will be included as an <br /> attachment to this policy manual and will be available for review in the City <br /> Clerks office. <br /> Comparable Worth <br /> Subject to Minnesota Statutes, Section 179A.25 but not withstanding any <br /> other law to the contrary, the City shall establish equitable compensation <br /> relationships as prescribed by Minn. Stat. 471.991 to 471.999. Thereafter <br /> compensation of each class of city positions shall be fixed in compliance <br /> with the provisions of those statutes. <br /> 6 <br />