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demographics. The City of New Brighton uses these communities for salary and <br />benefit comparisons to ensure that we are currently competitive in the market place. <br />The following cities are part of New Brighton's nine city comparison group <br />➢ <br />Crystal <br />➢ <br />Fridley <br />➢ <br />Golden Valley <br />➢ <br />Maplewood <br />➢ <br />New Hope <br />➢ <br />Richfield <br />➢ <br />Roseville <br />➢ <br />Shoreview <br />➢ <br />White Bear Lake <br />The City's existing compensation plan also classifies positions based on grade level. <br />Each job position in the City is placed in a grade level that has a specified pay scale <br />and step progression. <br />The City's compensation plan evaluates each employee's position and skill sets by <br />providing a numeric value that is based upon the following criteria: <br />Formal Preparation and Experience -Evaluates the necessary educational <br />background and job related experience of each position. <br />➢ Decision Making -Evaluates the positions independent judgment ability, <br />scope and extent of the organization impacted by such judgments; and the <br />typical degree of involvement/authority (ancillary, suggesting, participation, <br />final) in the overall decision making process. <br />➢ Thinking Challenges and Problem Solving -Evaluates the complexity and <br />context of thinking challenges and problem solving required on an ongoing <br />basis to perform essential accountabilities of each position and also the <br />depth of intellectual response needed to address and resolve such challenges <br />and problems. <br />r Interactions and Communications -Evaluates the context and complexity <br />of business related interactions and communications that are a regular, <br />ongoing part of performing the essential functions of the job. Consideration <br />is given both to "vertical" interactions/communications (up or down the <br />department/chain-of-command) and also "lateral" <br />interactions/communications (across department/unit lines). <br />➢ Work Environment -Evaluates the potential for injury in performing the <br />position from recognized health in the typical work environment. <br />The compensation plan is a tiered plan which means that the higher an employee <br />grades out the more steps he/she has to complete in order to reach the maximum pay <br />for that particular position. The classification system provides steps ranging from 3-8 <br />years in order to reach the maximum step. Typically an employee will advance to the <br />next step in the compensation pay plan on their anniversary date with the City if he/she <br />receives an acceptable performance review. In the past, the City has also budgeted for <br />a structured pay adjustment (COLA) each January to reflect changes in the market. <br />The current plan also has been very successful in helping the City to remain <br />