Ordinance 95-3023ORDINANCE NO.95-3023
AN ORDINANCE OF THE MAYOR AND CITY
COMMISSION OF THE CITY OF MIAMI BEACH,
FLORIDA,AMENDING ORDINANCE NO.1605,THE
UNCLASSIFIED EMPLOYEES SALARY ORDINANCE,BY
ELIMINATING CERTAIN CLASSIFICATIONS AND
ESTABLISHING NEW SALARY RANGES APPLICABLE
FOR ALL EMPLOYEES WITHIN A CLASSIFICATION,
EXCEPT FOR EMPLOYEES IN THE CITY ATTORNEY'S
OFFICE,AND PROVIDING EXCEPTIONS THERETO;
ELIMINATING FUTURE SALARY INCREASES BASED
ON LONGEVITY;PROVIDING FOR A REPEALER,
SEVERABILITY,AND AN EFFECTIVE DATE.
WHEREAS,the Mayor and City Commission wish to ensure that the City has an
employee classification and compensation system which is fair and equitable and
otherwise meets the objectives of the City,including but not limited to,
consolidating classifications,becoming competitive with public and private
employers with similar operations,and enhancing recruitment,retention,and
development of a qualified and diverse applicant and employee pool;and
WHEREAS,on October 5,1994,the Mayor and City Commission approved the
award of a contract for a classification and compensation study to Hendricks and
Associates,Inc.,(Consultant),to determine if changes were needed to the City's
current classification and compensation plan;and
WHEREAS,Hendricks and Associates,Inc.has completed the contracted
classification and compensation study;and
WHEREAS,the findings of the study have been presented to the Budget
Advisory Committee and the Capital Improvements/Finance Committee;and
WHEREAS,the aforesaid Committees have supported said findings;and
WHEREAS,the findings of the study have also been presented to the
Administration and its managers and employees;and
WHEREAS,the employees were afforded an appeal period,during which the
Consultant responded to all appeals;and
WHEREAS,the ordinance set forth herein implements the recommendations of
the Consultant and will be beneficial to the welfare of both employees and
citizens of the City of Miami Beach.
NOW,THEREFORE,BE IT ORDAINED BY THE MAYOR AND THE CITY COMMISSION OF THE
CITY OF MIAMI BEACH,FLORIDA:
1
t
SECTION 1:Sections lA,lB,2A,2B,2.lA AND 2.lB of Ordinance No.1605 are
amended to read as follows:
SECTION 1:GENERAL UNCLASSIFIED POSITIONS
BI-WEEKLY COMPENSATION
JOB CLASSIFICATION JOB CLASS NO.MINIMUM MAXIMUM
AFFIRMATIVE ACTION OFFICER
AGENDA COORDINATOR
APPLICATION SYSTEMS MANAGER
#ASSISTANT CHIEF OF POLICE
ASSISTANT CITY CLERK
ASSISTANT DEVELOPMENT OFFICER
ASSISTANT DIRECTOR -BUILDING
ASSISTANT DIRECTOR -CODE COMPLIANCE
ASSISTANT DIRECTOR -PARKS
ASSISTANT DIRECTOR -RECREATION
ASSISTANT FINANCE DIRECTOR
#ASSISTANT FIRE CHIEF
ASSISTANT FOR LABOR RELATIONS
ASSISTANT PARKING DIRECTOR
ASSISTANT PROCUREMENT DIV DIRECTOR
ASSISTANT PUBLIC WORKS DIRECTOR
AUTDITOR
BASS MUSEUM ASSISTANT DIRECTOR
BEACH PATROL CAPTAIN
BUDGET OFFICER
CAPITAL PROJECTS COORDINATOR
CENTRAL SERVICES DIVISION DIRECTOR
CHIEF ACCOUNTANT
CHIEF BUILDING INSPECTOR
CHIEF ELECTRICAL INSPECTOR
CHIEF ELEVATOR INSPECTOR
CHIEF MECHANICAL INSPECTOR
CHIEF PLUMBING INSPECTOR
CHIEF STRUCTURAL PLANS EXAMINER
CIVIL ENGINEER III
CLAIMS COORDINATOR
CODE COMPLIANCE SUPERVISOR
CODE VIOLATIONS CLERK
COMMUNITY DEVELOPMENT BLOCK
GRANT PROGRAM ANALYST
COMMUNITY DEVELOPMENT BLOCK
GRANT PROJECTS COORDINATOR
COMMUNITY DEVELOPMENT COORDINATOR
-(COMMUNITY LIAISON)
COMMUNITY DEVELOPMENT COORDINATOR
-(FINANCIAL MANAGEMENT)
COMMUNITY DEVELOPMENT SPECIALIST
COMMUNITY DEVELOPMENT TECHNICIAN
CONSTRUCTION MANAGEMENT DIV DIRECTOR
CONSTRUCTION MANAGER
CONTRACT ADMINISTRATOR
CURATOR
1703
1016
1503
5002
2002
6404
3103
3104
6003
6101
1102
5102
1008
1801
1602
3002
1119
6403
5401
1117
3010
2302
1103
3141
3111
3121
3131
3140
3007
3153
2223
3405
1550
1551
1603
6423
2
1969.54
1300 .15
1668.08
2325.48
1668.08
1300 .15
1812.53
1812.53
1812.53
1812.53
2140.11
2325.48
1812.53
1812.53
1535.10
2140.11
1300 .15
1535.10
1812.53
1969.54
1812.53
1668.08
1969.54
1535.10
1535.10
1535.10
1535.10
1535.10
1668.08
1668.08
1412.76
1535.10
1013.37
1412.76
1535.10
1668.08
1668.08
1412.76
1196.51
2140.11
1812.53
1412.76
1196.51
1412.76
3151.26
2080.23
2668.89
3720.77
2668.89
2080.23
2900.08
2900.08
2900.08
2900.08
3424.18
3720.77
2900.08
2900.08
2456.17
3424.18
2080.23
2456.17
2900.08
3151.26
2900.08
2668.89
3151.26
2456.17
2456.17
2456.17
2456.17
2456.17
2668.89
2668.89
2260.38
2456.17
1621.38
2260.38
2456.17
2668.89
2668.89
2260.38
1914.41
3424.18
2900.08
2260.38
1914.41
2260.38
COMPUTER &COMMUNICATIONS DIV DIRECTOR 1501
4',
CURATOR OF COLLECTIONS
CURATOR OF EDUCATION
DEVELOPMENT SERVICES COORDINATOR
DEVELOPMENT,DESIGN &HISTORIC
PRESERVATION SERVICES DEPUTY DIR
DOMESTIC VIOLENCE COORDINATOR
#EMERGENCY MEDICAL SERVICES
TRAINING COORDINATOR
EMPLOYEE BENEFITS COORDINATOR
EMPLOYMENT SUPERVISOR
ENVIRONMENTAL SPECIALIST
EXECUTIVE OFFICE ASSOCIATE I
EXECUTIVE OFFICE ASSOCIATE II
FIELD AGENT
FIELD INSPECTOR
FILM PRINT COORDINATOR
FINANCIAL ANALYST I
FINANCIAL ANALYST II
FINANCIAL ANALYST III
#FIRE DIVISION CHIEF
FIRE MARSHALL
#FIRE PROTECTION ANALYST
FLEET MANAGEMENT DIVISION DIRECTOR
GRANTS WRITER/RESEARCHER
HISTORIC PRESERVATION COORDINATOR
HOUSING &COMMUNITY DEVELOPMENT
DIVISION DIRECTOR
HOUSING SPECIALIST
HUMAN RESOURCES ADMINISTRATOR I
HUMAN RESOURCES ADMINISTRATOR II
INFORMATION TECH SPECIALIST I
INFORMATION TECH SPECIALIST I
-(TELECOM)
INFORMATION TECH SPECIALIST II
INFORMATION TECH SPECIALIST III
INFORMATION TECH SPECIALIST III
-(TELECOM)
INTERNAL AUDITOR
LABOR RELATIONS TECHNICIAN
LOG CABIN DRIVER/INSTRUCTOR AIDE
LOG CABIN EDUCATION COORDINATOR
LOG CABIN EMPLOY SPEC/JOB COORDINATOR
LOG CABIN INSTRUCTOR
LOG CABIN PROGRAM ADMINISTRATOR
MANAGEMENT ANALYST
MAYOR/COMMISSIONER AIDE
MEDIA SPECIALIST
NETWORK ADMINISTRATOR
OFFICE ASSOCIATE I (UC)
OFFICE ASSOCIATE II (UC)
OFFICE ASSOCIATE III (UC)
OFFICE ASSOCIATE IV (UC)
OFFICE ASSOCIATE V (UC)
OFFICE MANAGER
OFFICE OF CHILD DEVELOPMENT DIRECTOR
PARKING MAINTENANCE SUPERVISOR
PERSONNEL SPECIALIST
PLANNING,DESIGN &HISTORIC
6427
6424
3181
3201
5211
5108
1721
1731
1552
2108
2107
1166
3020
1026
1155
1154
1153
5103
5104
5106
4302
3208
3203
3300
3303
1733
1702
1508
1509
1116
1009
7116
7112
7123
7125
7111
1123
1010
1025
1505
2113
2112
2111
2110
2109
2107
1022
1802
1711
3
1412.76
1412.76
1668.08
2325.48
1101.15
1535.10
1668.08
1812.53
1412.76
1196.51
1300 .15
1196.51
1196.51
1535.10
1300 .15
1535.10
1668.08
2140.11
2140.11
1535.10
1812.53
1300 .15
1812.53
1969.54
1412.76
1668.08
1969.54
1196.51
1196.51
1300 .15
1412.76
1412.76
1969.54
1300 .15
615.63
1412.76
1101.15
789.85
1668.08
1300 .15
1668.08
1535.10
1535.10
566.55
668.97
789.85
932.61
1101.15
1300 .15
1668.08
1412.76
1300 .15
2260.38
2260.38
2668.89
3720.77
1761.80
2456.17
2668.89
2900.08
2260.38
1914.41
2080.23
1914.41
1914.41
2456.17
2080.23
2456.17
2668.89
3424.18
3424.18
2456.17
2900.08
2080.23
2900.08
3151.26
2260.38
2668.89
3151.26
1914.41
1914.41
2080.23
2260.38
2260.38
3151.26
2080.23
985.02
2260.38
1761.80
1263.75
2668.89
2080.23
2668.89
2456.17
2456.17
906.51
1070.31
1263.75
1492.15
1761.80
2080.23
2668.89
2260.38
2080.23
PRESERVATION DIVISION DIRECTOR
#POLICE CAPTAIN
#POLICE COMMANDER
#POLICE DIVISION MAJOR
POLICE PLANS &POLICIES MANAGER
POLICE RECORDS SUPERVISOR
PRINCIPAL PLANNER
PROCUREMENT DIVISION DIRECTOR
PROPERTY MANAGEMENT DIVISION DIRECTOR
PROPERTY MANAGEMENT SUPERVISOR
PROPERTY/EVIDENCE SUPERVISOR
#PUBLIC SAFETY COMMUNICATIONS
BUREAU ADMINISTRATOR 5200
PUBLIC INFORMATION COORDINATOR 1023
PUBLIC INFORMATION OFFICER 1024
REAL ESTATE ECONOMIST 3205
RECREATION SUPERVISOR II 6106
REDEVELOPMENT COORDINATOR 1407
REDEVELOPMENT SPECIALIST 1007
REVENUE SUPERVISOR 1131
RISK MANAGER 1141
SECURITY SPECIALIST I 1814
SECURITY SPECIALIST II 1813
SAFETY OFFICER 1142
SANITATION COORDINATOR 4042
SENIOR AUDITOR 1118
SENIOR MANAGEMENT ANALYST 1122
SENIOR PLAN DESIGNER 3233
SENIOR PLANNER 3213
SENIOR PROCUREMENT SPECIALIST 1605
SOCIAL WORKER 7113
SPECIAL &CULTURAL EVENTS LIAISON 1027
SPECIAL ASSISTANT TO THE CITY MANAGER 1005
SPECIAL PROJECTS COORDINATOR 1006
STREETS &LIGHTING SUPERINTENDENT 4031
STRUCTURAL ENGINEER 3105
SYSTEMS SUPPORT MANAGER 1504
TELECOMMUNICATIONS MANAGER 1502
TOURISM AND CONVENTION COORDINATOR
TRAINING DEVELOPMENT COORDINATOR 1705
TRANSPORTATION COORDINATOR 3003
TRANSPORTATION ENGINEER 1813
UTILITY BILLING SUPERVISOR 1132
WATER &SEWER SUPERINTENDENT 4001
WELLNESS COORDINATOR 5017
SECTION 2:EXECUTIVE POSITIONS
1969.54
1969.54
1812.53
2140.11
1668.08
1196.51
1668.08
1969.54
1812.53
1535.10
1535.10
1668.08
2140.11
1535.10
1668.08
1412.76
1969.54
1535.10
1812.53
1969.54
858.28
1013.37
1412.76
1101.15
1668.08
1668.08
1412.76
1412.76
1196.51
1412.76
1535.10
2140.11
1812.53
1668.08
1196.51
1668.08
1668.08
1412.76
1668.08
1668.08
1412.76
1668.08
1969.54
932.61
3151.26
3151.26
2900.08
3424.18
2668.89
1914.41
2668.89
3151.26
2900.08
2456.17
2456.17
2668.89
3424.18
2456.17
2668.89
2260.38
3151.26
2456.17
2900.08
3151.26
1373.22
1621.38
2260.38
1761.80
2668.89
2668.89
2260.38
2260.38
1914.41
2260.38
2456.17
3424.18
2900.08
2668.89
1914.41
2668.89
2668.89
2260.38
2668.89
2668.89
2260.38
2668.89
3151.26
1492.15
3202
5006
5007
5004
5505
5506
3212
BI-WEEKLY COMPENSATION
JOB CLASSIFICATION
ASSISTANT CITY MANAGER
#BASS MUSEUM DIRECTOR
#BUILDING DIRECTOR
CITY CLERK
CITY MANAGER
DEPUTY CITY MANAGER
JOB CLASS NO.
1002
6402
3102
2001
1001
1004
4
MINIMUM
2983.56
2140.11
2325.48
2140.11
3827.89
3522.76
MAXIMUM
4773.68
3424.18
3720.77
3424.18
6124.60
5636.44
DEVELOPMENT,DESIGN &HISTORIC
PRESERVATION SERVICES DIRECTOR 3200 2526.90 4043.03
EXECUTIVE ASSISTANT TO THE
CITY MANAGER 1003 2745.75 4393.18
FINANCE DIRECTOR 1101 2526.90 4043.03
#FIRE CHIEE 5101 2745.75 4393.18
GENERAL SERVICES DIRECTOR 1500 2526.90 4043.03
HUMAN RESOURCES DIRECTOR 1701 2325.48 3720.77
MANAGEMENT BUDGET DIRECTOR 1115 2526.90 4043.03
PARKING DIRECTOR 1800 2325.48 3720.77
#POLICE CHIEF 5001 2745.75 4393.18
PUBLIC WORKS DIRECTOR 3001 2526.90 4043.03
RECREATION,CULTURE &PARKS DIRECTOR 6001 2325.48 3720.77
SANITATION DIRECTOR 4041 2140.11 3424.18
SECTION 2:The following classifications,formerly included in the General
Unclassified,Executive and Public Safety Executive positions,
are herein abolished:
SECTION 1:GENERAL UNCLASSIFIED POSITIONS
JOB CLASSIFICATION
ADMINISTRATIVE ASSISTANT ±
ADMINISTRATIVE ASSISTANT IE
ADMINISTRATIVE SECRETARY ±
(CITY MANAGER/MOR)
ADMINISTRATIVE-SECRETARY IE
(CIT-MANGER/MAYOR)
ADMINISTRATIVE SECRETARY IIE
(CITY MANAGER ,/MA OR)
ADMINISTRATIVE /FINANCIAL-ASSISTANT
ANLYST
ASSISTANT HUMAN RESOURCES-DIRECTOR
ASSISTANT PURCHASING AGENT
ASSISTANT REGISTRAR
ASSISTANT SANITATION SUPERINTENDENT
ASSISTANT TO DEPARTMENT HEAD
ASSISTANT TO THE-CITY MANAGER
AUD ITOR-±
AUD ITOR-IE
DASS MUSEUM-DIVISION DIRECTOR
BUDGET ANALYST
#BUILDING-DIRECTOR
BUSINESS-SUPERVISOR
CHIEF CURATOR
CHIEF ENGINEERING INSPECTOR
CLERK-TYPIST
CODE-COMPLIANCE SUPERINTENDENT
COMMUNITY DEVELOPMENT SPECIALIST ±
COMMUNITY DEVELOPMENT SPECIALIST IE
COMMUNITY DEVELOPMENT SPECIALIST IIE
JOB CLASS NO.
1013
1011
2104
2103
2102
6405
1506
4043
1602
6428
4043
1009
1008
1123
1122
6402
1118
3102
64l±
6423
310±
2110
3150
3305
3304
3303
BI-WEEKLY COMPENSATION
MINIMUM MAXIMUM
937.92 1315.86
1168.92 1639.79
021.99 1194.46
1045.98 1436.95
1024.24 1436.95
1024.24 1436.95
1276.38 1790.69
1640.03 1965.31
1203-.69 1435.42
821.09 1153.09
1102.26 1314.46
1357.42 1618.74
1186.40 1435.42
1110.49 1569.18
1393.04 1955.48
1612.16 1922.53
1276.38 1790.69
2146.±7 2738.50
1393.04 1955.48
1393.04 1955.48
1393.04 1955.48
752.63 1055.92
1402.33 1767.70
897.53 1259.20
1118.49 1569.18
1276.38 1790.69
5
COMMUNITY DEVELOPMENT COORDINATOR
DEVELOPMENT WRITER,/RESEARCHER
EMERGENCY SERVICES COORDINATOR
EXAMINATIONS OFFICER
EXAMINATIONS SUPERVISOR
EXECUTIVE-SECRETARY
(CITY MANAGER ,/MAYOR)
FINANCIAL/COMPLIANCE-ANALYST
HOUSING-REHABILITATION-SPECIALIST
LINCOLN ROAD-DIRECTOR
LOG-CADIN-INSTRUCTOR/EMPLOYMENT
SPECIALIST
LOG-CABIN INSTRUCTOR/JOB-COACH
LOG-CABIN SOCIAL WORKER
MANAGEMENT INTERN-E
MANAGEMENT INTERN-IE
MUSEUM INFORMATION-OFFICER
PARK-€-RECREATION-MANAGER
PARKS SUPERINTENDENT
PENSION ADMINISTRATOR
POLICE PLANNER
POLICE-SYSTEMS MANAGER
PROGRAMMER
PROPERTY MAINTENANCE SUPERINTENDENT
PUBLICITY WRITER
PURCHASING-AGENT
RECREATION-SUPERINTENDENT
REGISTRAR
SANITATION-SUPERINTENDENT
SENIOR-BUDGET ANALYST
SENIOR-EXAMINATIONS-OFFICER
SERVICE CONTRACT ADMINISTRATOR
SOCIAL,WORKER
SYSTEMS-ANALYST
TELECOMMUNICATIONS-ANALYST
TELECOMMUNICATIONS-TECHNICIAN
TRAINING-INSTRUCTOR
330±
3208
1005
1734
1732
210±
3404
3302
1032
7123
7124
7113
1205
1204
6407
6-O14
6003
1174
5505
5503
1515
44 O±
2115
1601
6101
6427
4042
1115
1733
1607
7118
1504
5202
5203
1709
1456.56
1160.02
1590.60
1221.42
1522.1±
1221.42
1276.38
1456.56
229O.95
821.99
752.63
1024.24
689.2±
752.63
12O3.03
1024.24
957.97
1257.86
1276.38
1526.06
1526.06
116O.82
1257.86
821.99
1373.61
1243.03
1024.24
1357.42
1393.84
1393.04
1024.24
1024.24
1393.94
1393.94
1070.33
937.92
2043.48
1639.79
2231.53
1713.58
2135.44
1713.58
1790.69
2043.48
2741.42
1153.09
1055.92
1436.95
966.94
1055.92
1530.04
1436.95
1142.40
1614.95
1790.69
2141.02
2141.02
1639.79
1762.46
1153.09
1645.88
1667.31
1436.95
1618.74
1955.48
1955.48
1436.95
1436.95
1955.48
1955.48
1501.61
1315.86
MECHANICAL MAINTENANCE SUPERINTENDENT 43O2
#SECTION 2.1:PUBLIC SAFETY EXECUTIVE POSITIONS
JOB CLASSIFICATION
#ASSISTANT CHIEF-GF POLICE
#ASSISTANT FIRE-CHIEF
#CAPTAIN OF-POLICE
#CHIEF OF POLICE
#EMERGENCY MEDICAL,SERVICES
TRAINING-COORDINATOR
#FIRE-CHIEF
##FIRE DIVISION-CHIEF
#FIRE PROTECTION-ANALYST
#FIRE PROTECTION-ENGINEER
#POLICE COMMANDER
#POLICE-DIVISION MAJOR
JOB CLASS NO.
5O02
5102
5006
5001
5108
5101
5103
E5106
5111
5501
5004
6
BI-WEEKLY COMPENSATION
MINIMUM MAXIMUM
2O72-.10 2545.16
2072-.10 2545.16
1986.48 2786.96
2504.64 2986.03
146O.23 2040.66
2335.899 2756.4±
2147.60 3013.01
1741.34 2443.03
2055.12 2OO3.26
1986.48 27O6.96
2147.60 3O13.0±
#PUBLIC -SAFETY COMMUNICATIONS
BUREAU ADMINISTRATOR
5208 1741.34 2443.03
SE CT ION 3:Effective December 11,1995,Section 4 of Salary Ordinance No.
1605,pertaining to Longevity increases at seven,ten,fifteen,
twenty and twenty-five years,shall be repealed.Employees
who have received increases pursuant to Section 4 prior to
December 11,1995,shall continue to receive those increases
but shall not receive increases for future longevity steps
as herein abolished.
Section-4.(a)When an emp loy ee shall hav e -c omp leted -s ev en yea rs -o f
emp loym ent ,he sha ll b e p aid -a s um equal to-t wo -an d one half
per cen t {2$k)ef h is-b ase-p ay in -a ddit ion to-th e am ou nt he is
pa id und er Section l hereof.
(b)-When an emp loy ee-shall hav e-c omp leted ten years of employme nt;
he sh al l b e p aid -a-s um-e qu al to-f ive-p er c ent (E k)of-h is -b ase
pay in addition to-t he am ou nt he is paid-u nder Section ±
hereof .
(e)When an emp l oye e sh all -h av e-c omp leted fifteen -y ears -of
emp loym en t ;he-shall-b e-p aid a su m equ al to sev en and on e half
per cent (7$)ef h is b ase p ay in -a ddit ion -t e t he am ou nt he is
pa id-u nd er Section l hereof
(d)When an emp l oyee h all -h av e -c omp leted-tw enty-y ears of
emp loym en t ,he-s hall b e p aid -a-su m equ al te t en p er cen t 410%)
ef h i s -b a se-p ay in -a ddition to th e -a mou nt he is-p aid u nder
Se ct ion.1 hereof.
(e}When an emp l oyee sh all hav e-comp leted tw enty-fiv e y ea rs -o f
emp loym en t ,he-s hall b e p aid -a su m equ al to elev en p er c ent
(1 lk}of h i s b ase p ay in a ddition to t he a mo unt he-is paid
und er e etion l hereof .
Fe r provi sion s of th is-S ection ,len gth -o f -e mp loy me nt shall
in elu d e all tim e-sp en t as an emp loy ee in the Un classified -o rs-C lassified
Se rv ice regardles s-o f -s ta tu s,for w hieh comp en sation has been paid -an d
time-wh i l e-en a pp rov ed mi litary -l eave for -s erv ice in th e n±m ed Forces -o f
th e-Unit ed Sta t es prov ided howev er ,th at in th e-e ven t an emp loye e is
ab sen t frem h is -du t ies becau se of -serv ice-con nected in jury ,fors wh ieh
We±]man 's-C omp en sation is-p ayab le,is -c ertified b y th e-C ity Phys ician te
be phy si ea lly -a b l e t e-r etu mn to-h is -du ties,an d fails -t o -d e-s o,the
per iod betw e en su ch certifica t ion an d the emp loyee's -a ctu al retu rn te
h is -du t ies sh all not-b e -d eemed te b e-s ervice-t ime-w ithin the-me an in g of
th is -s u b paragraph .
SE CT I ON 4 :Notwithstanding Sections 1 and 3 above,if an employee's salary
prior to the effective date of this ordinance is greater than
the salary range maximum for his/her job classification set
forth in this ordinance,such employee shall continue to
receive the same greater salary after the effective date of
7
SE C T I O N 6 :
SE CT I O N 7 :
SE C T I O N 8 :
this ordinance,except that extra pay received for extra or
hazardous duties performed,uniforms,and other like causes,
shall cease when no longer applicable.
That all ordinances or parts of ordinances in conflict herewith
be and the same are hereby repealed.
If any section,subsection,clause,or provision of this
ordinance is held invalid,the remainder shall not be affected
by such invalidity.
This ordinance shall take effect on the 11th day of December
1995.
*Pay for Performance classification
#Positions moved from other sections.
PA S SED and AD OPTED this 6th day of December ,1995.
ATTEST:
%#e
1st reading 11/21/95
2nd reading 12/6/95
TCA:AJG:jr
FORM APPROVEDe%a»-u
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CITY OF MIAMI BEACH
CITY HALL 1700 CONVENTION CENTER DRIVE MIAMI BEACH FLORIDA 33139
coonssro MEMoA N v No.'7@-95
T O :
FROM:
SUBJECT:
M ayor Seym our Ge lber and
M em be rs of the C ity C om m ission
Jose Garcia-Pedrosa~
City Manager ty'Y
D A T E :December 6,1995
PROPOSED AMENDMENTS TO CLASSIFIED EMPLOYEES SALARY
ORDINANCE NO.789 AND UNCLASSIFIED EMPLOYEES SALARY
ORDINANCE NO.1605 -HENDRICKS CLASSIFICATION AND
COMPENSATION STUDY
ADMINISTRATION RECOMMENDATION:
The Administration recommends that the Mayor and City Commission adopt these Ordinances on
second reading,abolishing and establishing certain classifications,establishing and revising certain
salary ranges,and eliminating future longevity pay increases in accordance with the recommendations
made by Classification and Compensation Study consultant Charles Hendricks.
BACKGROUND:
On November 21,1995,the Commission met and approved the Classification and Compensation
Study on first reading.This process will improve the City's formal structure for determining the proper
allocations of positions to job classifications and for designating salary ranges for classifications.On
October 5,1994,the Mayor and City Commission approved awarding a contract for a Classification
and Compensation Study to Hendricks and Associates,Inc.The purpose of the project was to
evaluate current City jobs and job classifications in order to design and implement a classification and
compensation system which is fair and equitable and otherwise meets the objectives of the City.The
Fraternal Order of Police,the International Association of Fire Fighters,and the City Attorney's Office
asked not to be included in the project.The Commission recommended that the Classification and
Compensation study go before the Audit Committee for review.On November 15,1995,the Audit
Committee met and recommended that the City Manager be responsible for following up on any
individual questions or concerns resulting from the study.
The components of the project included:
1 .Developing methodology and criteria by which to determine appropriate classifications for
positions and to determine appropriate pay ranges.
A G E N DA IT E M
D A TE
3B8
12-(9S
PROPOSED AMENDMENTS TO CLASSIFIED EMPLOYEES SALARY ORDINANCE NO.789 AND
UNCLASSIFIED EMPLOYEES SALARY ORDINANCE NO.1605 -HENDRICKS CLASSIFICATION AND
COMPENSATION STUDY
Page Two
2.Developing a sound classification system which accurately describes and evaluates the duties
performed and the knowledge,skills,and abilities required for each job classification which
facilitates accurate comparative analysis of positions and classifications,especially in regards
to relative compensation.
3.Assigning each position to the appropriate classification,consolidating classifications where
possible.
4.Reviewing and revising or developing job specifications,including the identification and
addition of ADA "essential job functions".
5.Determining if classifications are appropriately compensated on an internally consistent basis
and relative to comparable municipalities and private sector agencies on a local and national
scale.
6.Developing a fair and equitable pay system,competitive with public and private employers
with similar operations and which provide internal equity.
7.Assigning each classification to a pay range.
8.Analyzing exempt and non-exempt classification designations as mandated by the Fair Labor
Standards Act.
9.Proposing a pay-for-performance system and implementation methodology for
managerial/executive employees.
10.Providing the City with the methodology used in all phases of the project and training Human
Resources Department staff fully to utilize such methodologies to maintain the classification
and pay system after the project is complete.
11 .Recommending revisions to ordinances,procedures,and rules to facilitate the implementation
and maintenance of the classification and compensation plan.
12.Developing procedure for appeals and responding to appeals from employees regarding the
results of the project.
13.Estimating implementation cost of classification and compensation changes.
«4.'
PROPOSED AMENDMENTS TO CLASSIFIED EMPLOYEES SALARY ORDINANCE NO.789 AND
UNCLASSIFIED EMPLOYEES SALARY ORDINANCE NO.1605 -HENDRICKS CLASSIFICATION AND
COMPENSATION STUDY
Page Three
14.Conducting verbal,on-site presentations of findings at formal meetings such as City
Commission,Personnel Board,Budget Advisory Committee,Capital Improvements/Finance
Committee,AFSCME bargaining unit,and conducting informal meetings as necessary.
15.Researching and investigating to ensure that all methodologies,procedures,results,and
interpretations are valid,reliable,cross-cultural,and legally defensible for the purposes used.
16.Conducting all phases of the project in a manner consistent with the City's commitment to
enhancing diversity and competitiveness in the job market.
ANALYSIS
Adoption of the findings of this project will facilitate the City's goals to enhance the City's
competitiveness in the job market and to attract and retain the most diverse group of qualified
applicants.
The Classification and Compensation Study has determined appropriate classification titles for City
positions.Job classifications are consolidated to facilitate maintenance of the plan and to
streamline and simplify the hiring and promotional processes.
The Classification and Compensation Study has determined salary ranges for job classifications.
These proposed ranges incorporate important changes to the compensation system.One important
change is that employees'ability to get future salary increases based solely on longevity will be
eliminated.Longevity increases have little to do with competitiveness or motivation to serve the
citizens of Miami Beach.
Implementation of the project would provide a structured classification and compensation plan with
established criteria for each classification and pay range to properly allocate new positions and to
audit and evaluate existing positions to determine the proper job classifications and rate of pay in
a fair and equitable manner.
Updated job specifications were prepared as part of this project including the identification of
"Essential Job Functions"to comply with Americans'With Disabilities Act (ADA).The ADA
mandates and allows for proper placement of new hires and existing employees who have or may
develop disabilities.
A "pay-for-performance"system for managerial/executive classifications has been recommended
with the concept being adapted for use throughout all employee levels.
,.
«PROPOSED AMENDMENTS TO CLASSIFIED EMPLOYEES SALARY ORDINANCE NO.789 AND
UNCLASSIFIED EMPLOYEES SALARY ORDINANCE NO.1605 -HENDRICKS CLASSIFICATION AND
COMPENSATION STUDY
Page Four
The Human Resources Department has already designed a performance evaluation system (with
input from employee Unions,work groups,and managers)that will focus on goal setting and
achievements and will be linked to compensation.
The consultant has ensured compliance with the Fair Labor Standards Act by recommending for
each position an exempt or non-exempt designation,i.e.,eligibility for overtime payment.
The immediate cost to implement the proposed salary range and classification changes is estimated
at $150,000.Funding for implementation is in the budget appropriations for each department
during the 1995-96 period.
The findings of this study have been reviewed by the Budget Advisory Committee,the Personnel
Board,and the Capital Improvements/Finance Committee.The AFSCME bargaining unit has also
expressed support of the project.The current AFSCME contract already includes acceptance of the
proposed changes.e.g."...the longevity system and the two tier pay plan,currently in place and
as provided for under the attached Agreement,will cease for all bargaining unit members ..."
CONCLUSION:
It is recommended that the amendments to Ordinance No.1605 and Ordinance No.789 be adopted
on second reading.4JGP:DRM:TCA:LK:lk