►
From YouTube: January 7, 2015 Executive Committee Meeting
Description
Minneapolis Executive Committee Meeting
A
Good
morning,
I'm
anna
johnson,
I'm
going
to
call
this
a
meeting
of
the
executive
committee
to
order
I'm
joined
by
council
vice-president,
elizabeth
glidden,
council
member
cam,
Gordon
and
councilmember
Kevin
Reich
and
we're
a
quorum
of
the
executive
committee
good
morning.
We've
got
a
couple
items
on
our
agenda,
so
ms
nelms
first
one.
Yes,.
B
Good
morning,
members
of
the
executive
committee
today
I'm
here
to
request
that
you
give
approval
for
us
to
submit
the
pay
equity
implementation
report
to
the
state
of
Minnesota.
The
pay
equity
implementation
report
is
required
by
local
government
pay,
equity
act
and
then
I
request
that
you
refer
that
to
waste
means
and
ultimately,
full
council
for
approval.
B
This
request
is
for
submission
of
the
data
that
was
basically
in
effect
for
December
31st
2014,
so
it's
a
sampling
and
a
reflection
of
the
2014
data,
even
though
it's
called
the
2015
implementation
report
in
1984,
the
minnesota
legislature
enacted
the
local
government
pay
equity
act
requiring
States
political
subdivisions
to
establish
equitable
compensation
relationships
between
male
and
female,
dominated
job
classifications
of
similar
value.
The
law
requires
each
jurisdiction
to
submit
a
pay
equity
implementation
report
to
the
Minnesota
Department
of
Management
and
Budget.
B
Every
three
years
the
city
of
Minneapolis
is
required
to
submit
the
report
by
January
31st
2015,
using
compensation
and
employee
data
effective.
At
the
end
of
last
year,
the
pay
equity
establishes.
The
pay
equity
law
establishes
three
tests
for
compliance.
The
first
test
is
called
the
underpayment
ratio
test
and
it
determines
if
males
and
females
are
paid
comparable
e
for
work
of
similar
value.
B
The
test
requires
a
job
analysis
system
that
fairly
assigns
value,
that's
points
and
that
those
points
be
used
to
measure
whether
or
not
the
employee
is
based
on
gender
counts
of
job
classes
are
paid.
Similarly,
a
ratio
for
this
test
of
at
least
80
is
required
to
pass.
The
city
passes
this
test
with
a
score
close
to
81.
The
salary
range
test
is
the
next
test
and
it
compares
the
number
of
years
it
takes
for
females
and
males
to
reach
the
maximum
salary
for
position.
B
A
percentage
of
at
least
eighty
percent
is
required
to
pass
this
test,
and
the
city
passes
this
test
with
a
score
of
80
5.87.
The
last
test
is
called
the
exceptional
service
pay
test.
This
one
compares
the
number
of
female
classifications
receiving
exceptional
service
pay.
We
call
our
exceptional
service
pay.
Longevity
merit
pay
would
also
be
a
factor
there
and
it's
a
count
and
it's
compared
to
the
number
of
male
classes
receiving
the
pay.
Our
percentage
of
at
least
eighty
percent
is
required
to
pass
the
test.
B
The
city
passes
the
test
with
a
score
of
80
one
point
85.
As
indicated
by
the
above
analysis,
the
city
of
Minneapolis
is
in
compliance
with
the
local
pay
and
government
pay
equity
act.
We
expect
the
Minnesota
Department
of
Management
and
Budget
to
find
the
same
and
notify
us
of
our
compliance
later
this
year.
The
pay
equity
who
rules
require
the
governing
body
of
each
jurisdiction
to
review
and
approve
the
submission
for
the
pay
equity
implementation
report.
Therefore,
we
are
here
today
to
request
your
approval
for
the
submission.
B
C
Thank
you
very
much.
These
things
are
always
a
little
bit
hard
for
me
to
understand
because
it
looks
like
there's
a
lot
of
formulas
and
things,
but
I
am
just
curious
about
what
would
happen
like
our
underpayment
ratio
is
80
point
nine
six.
What
happens
if
it
went
down
to
79?
What
is
non-compliance
mean?
What
are
the
risks.
B
Council
president
johnson
councilmember
Gordon,
there
is
a
administrative
penalty
for
non-compliance.
The
state
generally
gives
a
jurisdiction
opportunity
to
bring
it
into
compliance
before
levying
such
a
penalty,
but
the
penalty
can
be
substantial
as
a
percentage
of
LGA
I
can't
remember
the
exact
percentage.
I
think
it
can
be
as
much
as
five
percent.
C
B
President
johnson
councilmember
Gordon
a
perfect
score
for
passing.
This
test
is
80
or
higher.
If
you
had
a
higher
score
up
to
100,
you
gave
the
example
of
a
score
of
100.
That
would
give
a
again
perfect
score,
because
anything
above
80
would
be
a
perfect
score.
It's
a
password
failed
test.
It's
not
there's
not
a
qualitative
value
to
this
test,
and
it
would
give
us
I,
guess
a
sense
of
more
breathing
room
that
the
analysis
wasn't
as
close
as
a
test
score
of
perhaps
81
would
be
and
we'll
hope
that
answers
your
question
well,.
C
I
guess
I
maybe
would
disagree.
I
know
that
I
mean
I'm
not
sure
what
breathing
room
means
if
it
doesn't
mean
we're
and
have
more
equity
or
better
equity.
If
it's
a
higher
number,
I
know
last
time
we
looked
at
it.
The
number
for
the
statistical
analysis
test
was
87
and
now
it's
80
point
9.
So
to
me
it
seems
like
we're
moving
further
away.
I
think
there's
reason
to
be
concerned.
C
Also,
when
you
look
at
the
underpayment
ratio,
the
underpayment
ratio,
the
percentage
below
predicted
pay
for
female
classes
is
ninety
three
point:
four
seven
percent,
so
that
just
to
a
layperson
reading
that
it
looks
like
we're
now,
I'm
have
a
higher
percentage,
we're
underpaying
than
we
were
two
years
ago.
When
we
took
the
test
and
I'm
curious
about
the
304,
it
says
the
average
difference
in
pay
from
predicted
pay
for
female
jobs
is
301
dollars.
Does
that
mean
we're
paying
them
301
dollars
more
than
we
would
predict
or
301
dollars
less.
B
Also
President
Johnson
councilmember
Gordon,
the
pay
equity
test
is
a
very
sensitive
test
and
it
it
actually
the
first
test.
You
mentioned
the
three
tests
and
let
me
take
them
each
one
at
a
time,
and
this
will
be
kind
of
the
quick
answer
and
if
you
need
more
information,
I'd
be
happy
to
meet
with
you
and
explain
it
more
more
closely.
But
let
me
see
if
I
can
explain
it
quickly
at
a
high
level.
Okay,
the
first
test,
which
is
the
underpayment
ratio
test.
B
You
pointed
out
that
we
have
a
what
looks
like
a
drop
or
reduction
in
competitiveness
relative
to
the
minimum
scoring
passing
test
score
of
80
in
this
test.
It's
true
that
our
last
submission
in
2012
I
have
a
score
of
87
I.
Did
a
quick
look
at
I?
Haven't
really
delved
into
the
differences
in
terms
of
the
numbers,
but
it's
a
very
sensitive
test
and
actually
small
numbers
of
John
classes
moving
or
changing
places
can
affect
the
regular
number.
B
That
being
said,
I
did
look
at
the
numbers
to
see
what
might
be
different
from
this
time.
The
last
time
and
I
did
find
something
rather
interesting
in
the
2012
report.
I
looked
at
the
appointed
pay
plan
and
the
reason
I
looked
at
the
appointed
pay
plan
is
that
that
is
an
area
where
we
have
a
lot
of
individual
incumbents
jobs,
jobs
that
have
just
one
job
one
person
in
a
job
class
and
in
this
test
a
job
class
counts
as
a
ping
or
ab
dot
or
a
account
either
for
us
or
against
us.
B
Just
because
of
the
job
class
is
not
with
regard
to
the
number
of
incumbents
of
the
job
class
has.
So
if
you
have
what
was
previously
a
male-dominated
job
that
converts
to
a
female-dominated
job,
you
might
end
up
with
a
different
result.
Ultimately,
in
the
test
in
2012,
the
appointed
pay
plan
had
92
appointed
employees
of
those
36
were
female
in
52
were
male
and
we
had
to
balance
classes
and
the
ballast
classes
really
don't
count.
First
at
all,
they
just
drop
out
of
the
analysis
completely.
In
2015
we
had
103
this.
B
C
And
I'm
not
expecting
to
drill
down
into
and
figuring
out
how
to
explain
all
these
differences
in
numbers.
First
I
just
want
to
try
to
interpret
this
in
the
big
picture
perspective
and
I'm.
So
when
the
average
difference
in
pay
from
predicted
pay
for
female
jobs
is
301
dollars.
Does
that
mean
that
that
that's
301
dollars
more
than
we
would
have
predicted
or
301
dollars
less
than
what
had
been
predicted.
C
B
With
that
number,
what
that
is
yeah
the
t
test
results
test.
What
that
means
is
that
the
female
dominated
jobs
based
on
their
points
and
based
on
the
male-dominated
line
that
this
test
generates
would
have
should
predict
a
pay
of
three
hundred
dollars
301
dollars
more
than
what
is
actually
being
received.
C
C
Just
from
my
point
of
view,
it
would
have
been
great
if
some
of
these
numbers
had
gone
up
and
they
were
getting
closer
to
80,
but
they
were
getting
closer
to
a
hundred
and
so
I
think
it's
something
we
have
to
watch
and
it's
really
hard
from
a
city
council
position
to
watch
or
know
or
think.
What's
going
on
and
I
think
in
the
last
two
or
three
years
I've
been
here.
This
is
only
the
second
time
we
to
touch
this
at
a
committee.
C
The
last
thing
I'm
curious
about
is
how
do
we
rate
in
terms
of
this
test,
and
can
we
get
access
to
other
peer
cities?
So
are
we
similar
at
Hennepin
County?
Do
they
have
to
do
this
same
kind
of
test?
Is
that
public
information
are
we
similar
to
st.
Paul
because
it
would
be
more
concerning
to
me
if
we
suddenly
looked
at
our
peers
and
it
looked
like
they
were
doing
what
I
would
say
much
better
or
there
was
different?
They
scored
higher
in
these
equity
measures,
the
law
set
up.
B
Councilmember
Gordon,
yes,
that's
public
information.
Yes,
the
other
local
jurisdictions,
including
counties,
are
required
to
report
I,
don't
know
if
they're
reporting
this
year,
it's
a
three-year
cycle,
so
they
may
be
on
a
different
cycle.
Those
jurisdictions
use
other
classification
methods
or,
and
we
have
like
the
kress
up
system
and
I,
don't
know
what
counties
what
the
county
uses
or
what
the
city
of
st.
Paul
uses.
So
the
comparability
there
might
be
somewhat
difficult.
B
I
can
tell
you
that
we
compare
the
rates
of
pay,
that
we
pay
our
job
classifications
to
hennepin,
county
and
the
city
of
st.
Paul
and
we're
comparable
to
them
in
terms
of
their
compensation
for
similar
work.
I,
don't
know
what
their
valuation
system
might
have
placed
those
jobs
at.
That's
a
that's
a
whole
different
angle
to
to
this,
because
everybody
has
their
own
classification
system
and
it's
the
classification
value
versus
the
compensation.
That's
really
being
looked
at
here,
so
are
we
competitive
with
them?
Are
we
paying
similarly
or
the
same
or
better?
Yes?
B
C
Trying
to
be
judging
anybody
or
anything
that
we're
doing
or
anything
I
just
want
to
acknowledge
that
historically
government
and
the
United
States
is
predominated
privileged
and
I.
Just
think
that
if
we
can
play
a
role
in
fixing
that
and
monitoring
that
and
looking
at
looking
at
that,
I
suspect
that
the
council
would
like
to
help
play
that
role,
and
probably
all
of
you
would
too.
So
that's
what
motivated
meaning.
We
appreciate
the
information
any.
A
Further
discussion,
if
not
I,
actually
would
like
to
point
out
that
the
city
Minneapolis
was
held
up
as
a
model.
Last
year
we
adopted
pay
equity
many
many
many
years
ago,
and
we're
asked
to
testify
at
the
legislature,
because
the
legislature
was
considering
in
passed
requiring
people
that
have
contracts
with
the
state
of
Minnesota
to
comply
with
pay
equity
requirements,
and
we
testified
at
the
legislature.
I
personally
went
over.
A
There
was
asked
by
the
speaker
to
do
so
because
we
were
pioneer
in
this
field,
so
I
think
I
want
to
thank
our
human
resources
staff
for
all
the
work
that
they've
done
over
the
years
on
this,
and
you
know,
I
think
it
is
interesting.
As
Miss
nelms
said.
This
goes
again
to
our
appointed
the
challenge
we
have
in
our
appointed
ranks
with
compensation,
and
it's
something
this
council
is
going
to
have
to
grapple
with
this
year
and
see.
A
A
We
have
a
matter
that's
to
be
discussed
in
closed
session,
so
I'm
going
to
move
to
adjourn
us
to
315
City
Hall
for
a
closed
session
of
the
executive
committee
for
the
purpose
of
discussing
several
items
under
the
labor
negotiations
banner
any
discussion
seeing
none
all
in
poogle,
say
I
in
the
ledger:
in
2,
3,
15,
all
in
approval,
say
I.
I
hosed
merger.