CR 10-010 Approval of the Pay Equity Implementation ReportJanuary 19, 2009 Report 2010 -010
APPROVAL OF THE PAY EQUITY IMPLEMENTATION REPORT
Proposed Action.
Staff recommends adoption of the following motion: Move that the Hopkins City Council approve, and
authorize the Mayor to sign the attached Pay Equity Implementation Repor
Adoption of this motion will allow the City to submit its Pay Equity Implementation Report as required
by state law.
Overview.
In 1984 the Minnesota Legislature passed a "Comparable Worth" law. The purpose of this law was to
reduce the perceived wage disparity between government jobs held largely by males and those
predominantly held by females. Each local government jurisdiction must periodically submit a Pay
Equity Implementation Report, as provided by Minnesota Statutes, section 471.998 1, to determine
whether it is in compliance with the law. The City of Hopkins is required to submit a report to the
Department of Employee Relations (DOER) by January 31, 2010. This report must be based upon the
employees hired and salaries paid as of December 31, 2009.
Attached is a copy of the report that the City must send to DOER. It should be pointed out that the
maximum salaries include the maximum city contribution for insurance as required by DOER. Actual
salaries and actual insurance may vary from this amount.
Primary Issues to Consider.
• Is the City in compliance with the comparable worth law?
• Has the City submitted reports to DOER in the past?
Supporting Information.
• Pay Equity Implementation Report
Ames A. Genellie
Assistant City Manager
Council Report 2010 -010
Page 2
Analysis of the Issues:
• Is the City in compliance with the comparable worth law?
The City has a copy of the computer program that DOER uses to determine compliance with the law.
Based upon this program, the City should be found in compliance with the law. The program compares
salary data to determine if female classes are paid consistently below male classes of comparable work
value (job points).
There are two tests to determine whether a City is in compliance, the Underpayment Ratio and the T-
Test Results. The minimum requirement to pass the statistical analysis test is an underpayment ratio of
80 %. The underpayment ratio is calculated by dividing the percentage of male classes below predicted
pay by the percentage of female classes below predicted pay. The City's Underpayment Ratio of 55.4% is
below 80 %.
If the underpayment ratio is less than 80 %, a jurisdiction may still pass the statistical analysis test if the
t-test results are not statistically significant. The t -test is a statistical measure of how significant is the
difference between two numbers. The City's value of T, .784, is well below the 1.6 that would indicate
that the difference in predicted pay between male and female classes is statistically significant. Hopkins
will therefore pass the statistical analysis test.
• Has the City submitted reports to DOER in the past?
The City last submitted a report in 2007. It was found to be in compliance with the law at that time.
Alternatives
The City has no alternative at this time except to submit the report.
Pay Equity Implementation Report
-For Department Use Only
Send completed report to:
Pay Equity Coordinator
Department of Employee Relations
200 Centennial Building
658 Cedar Street (651) 259 -3761 (Voice) 0
St. Paul, MN 55155 -1603 (651) 282 -2699 (TDD)
Part A: Jurisdiction Identification
Jurisdiction: City of Hopkins 1010 1st St S
Hopkins, MN 55343
Contact: Assistant City Manager Jim Genellie
Fax: 6126052330
Email: genellie @hopkinsmn.com
Part B: Official Verification
0 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: C onsultant System (Specify; , w
Describe: FOCAS - Metropolitan Area Management Association
Job Analysis and Job Evaluation
is 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.
0 D Information in this report is complete and accurate.
0 The report includes all classes of employees over
which the jurisdiction has final budgetary approval
authority.
Postmark Date of Report
Jurisdiction ID Number
Jurisdiction Type: CITY
Phone: (952) 935 -8474
0 No salary ranges /performance differences.
Leave blank unless BOTH of the following apply:
a. Jurisdiction does not have a salary range for any job
class.
b. Upon request, jurisdiction will supply documentation
showing that inequities between male and female
classes are due to performance differences.
Note: Do not include any documentation regarding
performance with this form.
0 An official notice has been posted at:
H opkins City Hall, 1010 1st St S, Hopkins, MN
(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:
Hopkins City Council
(governing body)
(chief elected official)
Part C: Total Payroll
$7,668,550.00
is the annual payroll for the calendar year just ended December 31.
Mayor
- -- -_- _ - -- (title) -- ---- - - - - -- - - - -- D Checking Checking this box indicates legal signature by above official.
Date Submitted
Compliance Report
Jurisdiction: City of Hopkins
1010 1st St S
Contact: Jim Genellie
Assistant City Manager
01/05/201C
Phone: (952) 935 -8474
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
B. T -TEST RESULTS
Degrees of Freedom (DF) = 108 Value of T = 0.784
a. Avg. diff. in pay from predicted pay for male jobs = $
b. Avg. diff. in pay from predicted pay for female jobs = -$
III. SALARY RANGE TEST = 97.26 % (Result is A divided by B)
A. Avg. # of years to max salary for male jobs = 8.30
B. Avg. # of years to max salary for female jobs = 8.52
IV. EXCEPTIONAL SERVICE PAY TEST 0.00
A. % of male classes receiving ESP 8.00
B. % of female classes receiving ESP 0.00
(if 20% or less, test result will be 0.00)
Male
Female
Balanced
All Job
Classes
Classes
Classes
Classes
# Job Classes
25
15
5
45
# Employees
76
34
26
136
Avg. Max Monthly
$4,787.00
$5,722.56
$5,289.39
Pay per Employee
II. STATISTICAL ANALYSIS TEST
Male
Female
A. UNDERPAYMENT RATIO = 55.4
*
Classes
Classes
a. # at or above Predicted Pay
13
2
b. # Below Predicted Pay
12
13
C. TOTAL
25
15
d. % Below Predicted Pay
48.00
86.67
(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) = 108 Value of T = 0.784
a. Avg. diff. in pay from predicted pay for male jobs = $
b. Avg. diff. in pay from predicted pay for female jobs = -$
III. SALARY RANGE TEST = 97.26 % (Result is A divided by B)
A. Avg. # of years to max salary for male jobs = 8.30
B. Avg. # of years to max salary for female jobs = 8.52
IV. EXCEPTIONAL SERVICE PAY TEST 0.00
A. % of male classes receiving ESP 8.00
B. % of female classes receiving ESP 0.00
(if 20% or less, test result will be 0.00)
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