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ABDO outlines job classification, pay‑equity study for Crookston
Summary
An ABDO presenter described a citywide position classification and compensation study that will update job descriptions, apply ABDO’s position‑scoring methodology, test FLSA classifications, gather market comparables and run pay‑equity testing; staff and council will review job analyses and a final report is expected this fall.
An ABDO presenter told the Crookston City Council the firm will perform a strategic position classification and compensation study to update job descriptions, apply a consistent scoring method and align the city’s pay philosophy with market data.
The study will produce updated, compliant job descriptions and a position‑scoring framework ABDO uses to evaluate know‑how, problem solving, accountability and special conditions, the presenter said. “There’s really a lot of benefit of having a compliant job description,” the ABDO presenter said, citing hiring, workers‑compensation and Americans with Disabilities Act considerations.
Why it matters: council members said recruitment and retention — especially for police and facilities staff who obtain certifications and then leave for higher pay — make the study urgent. ABDO said it will also run FLSA analyses to recommend exempt versus non‑exempt classifications and conduct pay‑equity testing so any recommended pay plan will be defensible in state pay‑reporting cycles.
How it will work: ABDO will collect market ranges primarily from the League of Minnesota Cities salary survey and, where needed, supplement with private databases (Economic Research Institute) or direct surveys of comparator cities. The firm emphasized that comparable selection will weigh population, geographic context and competing employers; it will report comparisons by pay range minimums and maximums rather than individual employee wages.
Timeline and next steps: the consultant said the project is in the job‑description review phase, includes job‑analysis questionnaire trainings for department heads, and is planned for roughly 150 days through October, subject to the availability of the LMC survey. ABDO and city staff will reconvene with a final report and recommendations for council action.
The council offered initial guidance on market positioning — members said they do not want city wages to lag the market — and asked that ABDO consider private‑sector competitors for positions such as mechanics and finance staff. The consultant said the study will include pay‑philosophy options and design choices (step‑and‑grade vs. open range) to support implementation and ongoing administration.
The council did not vote on the study at this meeting; staff and the consultant will continue the job‑description work and return with subsequent updates.
