SHEILA STAGE
HUMAN RESOURCES COORDINATOR
REDWOOD FALLS (POPULATION 5,059)

The City of Redwood Falls uses the LMC Local Government Salary & Benefits Survey to compare our compensation structure and benefits with similar sized cities and counties. This helps us make informed decisions about salaries to ensure our pay is competitive and attracts top talent. The survey also provides insights into where our current benefits stand in the market, helping us stay competitive in those areas.

To access the survey data, the city or county must participate by submitting salary and benefits information. In Redwood Falls, as human resources coordinator, I am responsible for entering the data. I also use the survey the most and run reports for anyone who requests them. However, the survey is very user-friendly, and anyone with access can easily generate the reports they need.

I find the salary information and the benefits section to be the most valuable, but the specialty compensation and job description sections are also extremely helpful. The survey makes it easy to organize data into an Excel spreadsheet, and reports can be sorted by organization, job type, or department with just a click of a button. Exporting the data is also simple, making it easy to analyze and compare information.

Since the benefits section was added, the city has used it extensively. In 2023, I discovered that Redwood Falls was one of only a few cities offering only one health insurance option. That information prompted us to form an insurance committee in 2024 to explore additional choices. Based on input from the committee, our insurance broker, and the data from the survey, we will be offering two health insurance plan options to employees in 2025.

When the LMC survey was temporarily unavailable, I had to email or call other cities and counties individually to gather salary and benefits data. This process was inefficient and time-consuming, reinforcing just how valuable it is to have a centralized, accessible salary and benefits survey. Having this tool available saves me time and ensures we have the best possible data for making important compensation and benefits decisions.

JESSE SWENSON
HUMAN RESOURCES DIRECTOR
EAGAN (POPULATION 67,396)

The City of Eagan’s Human Resources Department utilizes the League’s salary survey data to guide compensation and benefits strategies. With over 100 different job titles in the organization, the data compiled in a one-stop shop has been a long-standing useful tool for our organization.

We use survey data primarily to benchmark our compensation structures against industry standards and to ensure we are offering competitive salaries. By comparing the data to similar- sized cities, we are able to identify any gaps in our offerings and adjust as necessary to attract and retain top talent. Additionally, this data is helpful in planning budget adjustments, reviewing pay equity, and ensuring compliance with both state and federal regulations.

In terms of accessing and entering the survey data, our process involves multiple roles. Typically, the person responsible for entering salary and benefits information is our administrative assistant; however, I review the data once it’s entered. Maintaining that structure reinforces accuracy and consistency.

The most valuable aspect of the survey is its ability to provide objective, real-world data that allows us to make decisions grounded in external benchmarks. Having access to comparative data allows us to validate our internal pay structures, ensuring they are competitive and equitable. This data also plays a key role in developing our salary structures and adjusting them in response to economic shifts or changes in the job market.

When it comes to organizing the survey data, I find it relatively straightforward to convert the information into an Excel spreadsheet for further analysis. The ability to manipulate and filter the data in Excel makes it easy to cross-reference different factors, such as job title, location, and industry, helping to make more targeted and precise decisions.

With the inclusion of the benefits section in the survey, we now utilize this information to assess our benefits offerings, ensuring we are in line with trends in the public sector. Our city primarily uses city data because our needs are more aligned with municipalities of similar size and structure.

Lastly, when the survey was unavailable due to provider changes, we turned to peer networking to gather the necessary information.