2013-3826 Ordinance ORDINANCE NO. 2013-3826
AN ORDINANCE OF THE MAYOR AND CITY COMMISSION OF THE
CITY OF MIAMI BEACH, FLORIDA, AMENDING ORDINANCE NO.
1605, THE UNCLASSIFIED EMPLOYEES SALARY ORDINANCE;
ABOLISHING PAY GRADE 1 AND PAY GRADE 2; ABOLISHING THE
CLASSIFICATIONS OF: GENERAL SERVICES DIRECTOR,
TRANSPORTATION AND CONCURRENCY MANAGER,
NEIGHBORHOOD SERVICES DIRECTOR, COMMUNITY/ECONOMIC
DEVELOPMENT DIRECTOR, CULTURAL AFFAIRS & TOURISM
DEVELOPMENT DIRECTOR, PROCUREMENT DIVISION DIRECTOR,
INFORMATION TECHNOLOGY DIVISION DIRECTOR, CODE
COMPLIANCE DIVISION DIRECTOR, ASSISTANT DIRECTOR
PROCUREMENT DIVISION, SERVICE DELIVERY MANAGER AND
OFFICE ASSOCIATE 1; ESTABLISHING THE CLASSIFICATIONS OF
TOURISM, CULTURAL AFFAIRS AND ECONOMIC DEVELOPMENT
DIRECTOR, DEPUTY BUILDING DIRECTOR, PROCUREMENT
DIRECTOR, INFORMATION TECHNOLOGY DIRECTOR, ASSISTANT
DIRECTOR HUMAN RESOURCES, HOUSING AND COMMUNITY
DEVELOPMENT DIRECTOR, INFRASTRUCTURE DIVISION
DIRECTOR, ASSISTANT CITY ENGINEER, ASSISTANT DIRECTOR
PROCUREMENT, BUILDING OPERATIONS MANAGER,
INVESTIGATOR SUPERVISOR, COMMUNITY SERVICES DIVISION
DIRECTOR, ADMINISTRATIVE SERVICES MANAGER, PUBLIC
SAFETY SPECIAL - PROJECTS COORDINATOR, PROPERTY
MAINTENANCE/OPERATIONS SUPERINTENDENT, DIRECTOR OF
THE OFFICE OF COMMUNICATIONS, LEASING SPECIALIST,
PUBLIC SAFETY MANAGEMENT/BUDGET ANALYST,
PERFORMANCE AND SCHEDULING ANALYST, OFFICE MANAGER
(CITY ATTORNEY), VISUAL COMMUNICATIONS SPECIALIST,
CONSTITUENT /COMMISSION AIDE, FINANCIAL ANALYST, PUBLIC
SAFETY PAYROLL ADMINISTRATOR, SENIOR GIS ANALYST, AND
RECORDS SUPERVISOR; RATIFYING THE PAY GRADE CHANGE
FOR THE ASSISTANT DIRECTOR PARKING, ASSISTANT
DIRECTOR PARKS AND ASSISTANT DIRECTOR RECREATION
CLASSIFICATIONS; AND EFFECTIVE THE FIRST FULL PAY PERIOD
ENDING IN OCTOBER 2014, INCREASING THE MINIMUM AND THE
MAXIMUM OF EACH PAY GRADE BY THREE PERCENT (3%); AND
GRANTING AN ACROSS THE BOARD COST OF LIVING
ADJUSTMENT OF UP TO THREE PERCENT (3%) FOR ANY
UNCLASSIFIED EMPLOYEE WHOSE BASE SALARY DOES NOT
EXCEED THE MAXIMUM OF THE PAY RANGE FOR THE
COMPARABLE JOB TITLE AS RECOMMENDED BY THE 2009
CONDREY CLASSIFICATION AND COMPENSATION STUDY "PAY
SCALE B" SUBSEQUENTLY AMENDED BY SEVEN PERCENT (7%)
IN AUGUST 2013, BY THE CONSULTANT; REPEALING ALL
ORDINANCES IN CONFLICT; PROVIDING FOR SEVERABILITY, AN
EFFECTIVE DATE AND CODIFICATION.
1
WHEREAS, the City of Miami Beach has approximately 400 employees who are
unclassified employees; and
WHEREAS, the City has reached agreement with four of the five bargaining units to
amend the prior three-year collective bargaining agreements (CBAs) including the
Communication Workers of America (CWA) Local 3178; the Government Supervisors
Association of Florida (GSAF) Local 100;the Fraternal Order of Police (FOP) William Nichols
Lodge No. 8; the International Association of Firefighters (IAFF) Local 1510; and is still
negotiating with the American Federation of State, County and Municipal Employees
(AFSCME) Local 1554; and
WHEREAS, the four three-year CBAs were approved by the corresponding bargaining
unit members and three ratified by the City Commission; and
WHEREAS, the Administration will be presenting the contract with GSAF to the City
Commission at the October 16, 2013, meeting; and
WHEREAS, an across the board cost of living adjustment (COLA) of three percent
(3%) for represented classified employees was negotiated with the CWA, GSAF, FOP and
IAFF, with a corresponding increase to the minimum and maximum of each pay grade,
effective with the first full pay period ending in October 2014; and
WHEREAS, the COLAs listed herein are consistent with those negotiated for the
classified employees covered by the CWA, GSAF, FOP and the IAFF; and
WHEREAS, the City's past practice has been to provide COLAs to unclassified
employees and unrepresented classified service employees (OTHERS - Group VI),
consistent with the COLAs negotiated by the represented classified employees (Groups I
through V); and
WHEREAS, effective with the first full pay period ending in October 2014, the
minimum and the maximum of the unclassified pay grades, two through 26, shall each be
increased by three percent (3%); and
WHEREAS, effective with the first full pay period ending in October 2014, there shall
be an across the board COLA of up to three percent (3%) for any unclassified employee
whose base salary does not exceed the maximum of the pay range for the comparable job
title recommended by the 2009 Condrey Classification and Compensation Study "Pay Scale
B", subsequently amended by seven percent (7%) in August 2013, by the consultant
(attachment 1); and
WHEREAS, eligibility for up to a three percent (3%) COLA for any employee whose
classification was not analyzed by Condrey, will have said COLA eligibility determined by the
Human Resources Director, with the City Manager's concurrence, at the time of
2
implementation during the first full pay period ending in October 2014; and
WHEREAS, no unclassified employee who leaves the City prior to the date of
implementation of the COLA effective the first full pay period ending in October 2014, will be
eligible for this COLA; and
WHEREAS, the recommended pay grade for each classification that was included in
the 2009 Condrey Classification and Compensation Study and, subsequently amended by
seven percent (7%) by the consultant in August 2013, see attachment 2; and
WHEREAS, the estimated impact to the FY 2014/15 operating budget is
approximately $800,000 attributed to the three percent COLA for qualifying employees whose
classifications are in the unclassified salary group; and
WHEREAS, there is a need to amend the salary ranges for three classifications to
reflect action taken October 1, 2006; and ensure the City has an employee classification and
compensation system that is fair and internally and externally competitive.
[The remainder of this page intentionally left blank]
3
NOW, THEREFORE, BE IT ORDAINED BY THE MAYOR AND CITY COMMISSION OF
THE CITY OF MIAMI BEACH, FLORIDA:
SECTION 1: The following lines of Section 1 of the Unclassified Salary Ordinance No.
1605 shall be amended as follows:
CLASS AND PAY GRADES, SALARIES AND CLASSIFICATIONS
A. Salary Grades and Ranges
Grade, Classifications and Compensation for the City Manager and City Attorney
26 CITY MANAGER Base Salary: yr to /yr
$167,803 r to 271 020/yr
Medical insurance
Dental insurance
Life insurance
457 deferred compensation
City vehicle and/or vehicle allowance
Annual vacation, sick leave, floating, and birthday holidays as provided in the
Unclassified Employees Leave Ordinance
Defined benefit retirement plan
26 CITY ATTORNEY Base Salary: yr to /yr
167 803/yr to 271 020/yr
Medical insurance
Dental insurance
Life insurance
457 deferred compensation
City vehicle and/or vehicle allowance
Annual vacation, sick leave, floating, and birthday holidays as provided in the
Unclassified Employees Leave Ordinance
Defined benefit retirement plan
4 '
MINIMUM MAXIMUM
ANNUAL ANNUAL
GRADE SALARY SALARY
Annual salary based on 2080 hours per year
25 149,287 153,766 240,981 248,210
24 137,344 141,420 2219773 228,423
23 126,3 130,151 254$95 210,212
22 1 i 612 1192782 187,828 193,459
21 1071026 110,226 172,858 1782033
20 987495 101,443 15-9079 163,851
19 902645 93,666 1467397 150,782
18 83,419 85,932 134,731 138,763
17 761769 78,433 123,991 1272708
16 70,359 72,477 114-2 i og 117,532
15 6504-5 66,971 i 05,011 1082170
14 59,837 61,637 96,641 99,536
13 55;068 56,731 88,940 913609
12 50 678 52,189 8i,848 84,303
11 46-,638 48,033 75,325 77,576
10 422-1 44,219 697,320 71,406
9 39,500 40,684 63,797 65,707
8 36,359- 37,449 581712 642080
7 831453 34,450 54,-031 55,660
6 330-9788 31,712 49,725 51,217
5 28,334 29,179 45,760 47,133
4 261076 26,858 421 114 43,377
3 2896 24,723 3857 39,913
2 22,084 35,668
4 20,324 32,824
B. Grades and Classifications
GRADE CLASSIFICATION
26 City Attorney
26 City Manager
25 Deputy City Manager
5
24 Assistant City Manager
24 Chief Deputy City Attorney
24 Chief Financial Officer
23 Deputy City Attorney
23 Fire Chief
23 Police Chief
22 Executive Assistant to the City Manager
22 Public Works Director
21 Assistant Police Chief
21 Assistant Fire Chief
21 Building Director
21 Capital Improvement Projects Director
21 City Clerk
21 First Assistant City Attorney
21 General S°niines Direntef
21 Human Resources Director
21 Information Technology Director
21 Budget & Performance Improvement Director
24
21 Parking Director
21 Planning Director
21 Parks & Recreation Director
21 Tourism, Cultural Affairs and Economic Development
Director
20 Assistant Director— Building
20 Assistant Director— Finance
' 20n rnmm��nitu / Cnnnnmin Devel�T nt Dirontnr
s t�
20 Deputy Building Director
20 Fire Division Chief
20 Procurement Director
20 Fire Marshall
20
20 Police Division Major
19 Assistant Director— CIP
19 Assistant Director- Community/ Economic Development
19 Assistant Director— Human Resources
19 Assistant Director— Parking
19 Assistant Director— Parks
19 Assistant Director- Public Works
6
19 Assistant Director - Recreation
19 Bass Museum Director
19 Ocean Rescue Division Chief
19 Budget Officer
19 Chief of Staff
19 City Engineer
19 Code Compliance Director
19 Executive Assistant to the Chief
19 Fleet Management Division Director
19 Housing and Community Development Director
19 Infrastructure Division Director
19 Internal Auditor
19 Labor Relations Director
19 Police Captain
19 Police Commander
4-9 I?For.Wement Division DiFeete
19 Property Management Division Director
19 Public Information Coordinator
19 Sanitation Director
19 Senior Assistant City Attorney
19 Special Assistant to the City Manager
18 Affirmative Action Officer
18 Application Systems Manager
18 Assistant City Engineer
18 Assistant Director- Neighborhood Services
Assistant DiFenter PaFkinn
Assistant Dmrentnr Park
18 Assistant Director— Planning
18 Assistant Director - Procurement
4-8 Tss*stant Diren Ueafion
18 Assistant Director- Tourism and Cultural Development
18 Building Operations Manager
18 Chief Accountant
18 Expenditure /Treasury Manager
18 Finance Manager
18 Human Resources Administrator II
18 Investigator Supervisor
18 Redevelopment Coordinator
18 Labor Relations Division Director
18 Revenue Manager
18 Senior Capital Projects Coordinator
18 Systems Support Manager
18 Technical Services Manager
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18 Utilities Superintendent
17 Account Manager— Finance
17 Administrative Services Manager
17 Assets Manager
17 Assistant Director- Code Compliance
17 Assistant Division Director - Property Management
17 Assistant For Labor Relations
17 Assistant to the Neighborhood Services Director
17 Assistant Internal Auditor
17 Call Center/ Customer Service Manager
17 Capital Improvement Administrator - Finance
17 Capital Projects Coordinator
17 Chief Accessibility Inspector
17 Chief Structural Plans Examiner
4-7 Code ComplianGe Division DiFeGtef
17 Community Development and Housing Division Director
17 Community Services Division Director
17 Construction Management Division Director
17 Cultural Affairs Program Manager
17 Economic Development Division Director
17 Emergency Management Coordinator
17 Employment Supervisor
17 Geographic Information System Manager
17 Grants Manager
17 Historic Preservation Coordinator
17 Housing Manager
17 Manager— Finance
17 Neighborhood Services Projects Administrator
17 Office of Community Services Division Director
17 Organizational Development & Training Coordinator
17 Planning & Zoning Manager
17 Preservation & Design Manager
17 Public Safety Special Projects Coordinator
17 Risk Manager
4-7 SeNiGe
17 Special Projects Coordinator
17 Streets, Lighting & Stormwater Superintendent
17 Transportation Manager
A6sls.tan♦ DoFeG♦nr DI'OG Bremen♦ Deyosi�n
16 Assistant Director- Sanitation
16 Assistant City Attorney II
16 Assistant City Clerk
16 Capital Improvement Administrator
8
16 Capital Projects Administrator
16 Chief Building Code Compliance Officer
16 Chief Building Inspector
16 Chief Electrical Inspector
16 Chief Elevator Inspector
16 Chief Engineering Inspector
16 Chief Fire Protection Analyst
16 Chief Mechanical Inspector
16 Chief Plumbing Inspector
16 Civil Engineer III
16 Claims Coordinator
16 Community Development Coordinator
16 Community Information Coordinator
16 Community Resources Coordinator
16 Database Administrator
16 Employee Benefits Coordinator
16 EMS Coordinator
16 Environmental Resources Manager
16 Film & Event Production Manager
16 Financial Analyst III
16 Human Resources Administrator 1
16 Implementation Services Manager
16 Landscape Projects Coordinator
16 Mayor/ Commissioner Aide
16 Office of Child Development Director
16 Office Manager (City Attorney)
16 Organizational Development & Training Specialist
16 Park Facility Manager
16 Parks Superintendent
16 Police Plans & Policies Manager
16 Principal Planner
16 Project Planner/Designer
16 Property Maintenance/Operations Superintendent
16 PSCU Administrator
16 Public Information Officer
16 Director of the Office of Communications
16 Radio Systems Administrator
16 Real Estate Economist
16 Senior Auditor
16 Senior Administrative Manager
16 Senior Management Analyst
9 Y
16 Senior Management & Budget Analyst
16 Senior Management Consultant
16 Senior Network Administrator
16 Senior Systems Administrator
9
16 Storage Area Network Architect
16 Tourism & Convention Director
16 Traffic Engineer
16 Transportation Coordinator
16 Urban Forester
16 Utility Billing Supervisor
16 VOIP Network Administrator
15 Assistant Director- Bass Museum
15 Building Permitting Information Analyst II
15 CDBG Projects Coordinator
15 Central Services Coordinator
15 Code Compliance Manager
15 Code Compliance Supervisor
15 Contracts Compliance Specialist
15 Departmental ADA Coordinator
15 Development Coordinator
15 Development Review Services Coordinator
15 Film & Print Coordinator
15 Financial Analyst II
15 Fire Protection Analyst
15 Grants Writer/ Researcher
15 Information Technology Specialist III
15 Inspection Services Coordinator
15 Leasing Specialist
15 Media Specialist
15 Network Administrator
15 Property / Evidence Supervisor
15 Public Safety Management/Budget Analyst
15 Quality Assurance Manager
15 Redevelopment Specialist
15 Right-of-Way Manager
15 Safety Officer
15 Senior Planner
15 Senior Plans Designer
15 Senior Capital Projects Planner
15 Senior GIS Analyst
15 Senior Systems Analyst
15 Senior Telecommunications Specialist
15 Special Events Coordinator
15 Structural Engineer
15 Systems Administrator
14 Administrative Manager
14 Assistant City Attorney I
10
14 Building Records Manager
14 CDBG Program Analyst
14 Civil Engineer II
14 Communications Manager
14 Community Development Specialist
14 Construction Manager
14 Cultural Facilities Manager
14 Curator
14 Curator of Collections
14 Curator of Education
14 E-Government Administrator
14 Entertainment Industry Liaison
14 Environmental Specialist
14 Geographic Information System Analyst
14 Housing Specialist
14 Information Technology Specialist II
14 Legal Administrator
14 Management Consultant
14 Parking Administration Manager
14 Parking Operations Manager
14 Performance and Scheduling Analyst
14 Police Records Manager
14 Property Management Contracts Coordinator
14 Records Manager
14 Sanitation Superintendent
14 Senior Procurement Specialist
14 Systems Analyst
14 Telecommunications Specialist
14 Social Worker
14 Transportation Engineer
14 Victims Advocate
14 Visual Communications Specialist
13 Agenda Coordinator
13 Auditor
13 Executive Office Associate II
13 Financial Analyst 1
13 Fleet Analyst
13 Grants Writer/ Researcher
13 Labor Relations Specialist
13 Management & Budget Analyst
13 Office Manager
13 Human Resources Specialist
13 Planner
13 Procurement Coordinator
11
13 Public Art Coordinator
13 Public Information Specialist
13 Security Specialist
13 Special Events Liaison
12 Bicycle Program Coordinator
12 Building Permitting Information Analyst 1
12 Building Records Supervisor
12 Civil Engineer 1
12 Community Development Technician
12 Constituent/Commission Aide
12 Executive Office Associate 1
12 Field Agent
12 Field Supervisor
12 Financial Analyst
12 Homeless Program Coordinator
12 Information Technology Specialist 1
12 Labor Relations Technician
12 Legal Secretary
12 Police Financial Assistant
12 Police Public Information Officer
12 Police Records Supervisor
12 Public Safety Payroll Administrator
12 Registrar
12 Records Supervisor
11 Case Worker
11 Customer Service Liaison
11 Elder Affairs Coordinator
11 Grants & Operations Administrator
11 Ice Rink Manager
11 Media Assistant
11 Office Associate V
11 Parks and Recreation Analyst
11 Sanitation Coordinator
11 Truancy Prevention Program Coordinator
10 Assistant Ice Rink Manager
10 Code Violations Clerk
10 Customer Service Liaison
10 Management Intern
10 Paralegal
9 Case Worker II
9 Office Associate IV
12
9 Field Monitor
8 Graffiti Removal Coordinator
7 Office Associate III
7 Receptionist
6 There is currently no classification in this grade.
5 Office Associate II
4 There is currently no classification in this grade.
3 ^ffi^° isseG ate There is no incumbent in this classification.
3 Social Worker Intern
2 There is no classification in this grade.
4- There is no classification in this grade.
SECTION 2: COST OF LIVING ADJUSTMENT
An across the board COLA of up to three percent (3%) shall be provided to all employees in
the unclassified salary group whose base salary does not exceed the maximum of the pay
range for the comparable job title as recommended by the 2009 Condrey Classification and
Compensation Study "Pay Scale B" (provided as Attachment 1), subsequently amended by
seven percent (7%) in August 2013, by the consultant (provided as Attachment 2). Eligibility
for up to a three percent (3%) COLA for any employee whose classification was not analyzed
by Condrey, will have said COLA eligibility determined by the Human Resources Director,
with the City Manager's concurrence, at the time of implementation.
SECTION 3: REPEALER.
That all ordinances or parts of ordinances in conflict herewith be and the same are hereby
repealed.
SECTION 4: SEVERABILITY.
If any section, subsection, clause or provision of this Ordinance is held invalid, the remainder
shall not be affected by such invalidity.
13
SECTION 5: EFFECTIVE DATE.
A. The Ordinance amendments set forth in Section 1 above adding and/or deleting
positions shall become effective ten days upon adoption of this ordinance on second
reading. Increasing the minimum and maximums of the pay grades shall become
effective the first full pay period ending in October 2014.
B. The Ordinance amendments set forth in Section 2, providing for a cost of living
adjustment of up to three percent (3%) to all employees in the unclassified salary
group whose base salary does not exceed the maximum of the pay range for the
comparable job title as recommended by the 2009 Condrey Classification and
Compensation Study "Pay Scale B", subsequently amended by seven percent (7%) in
August 2013, by the consultant, shall become effective the first full pay period in
October 2014. Eligibility for up to a three percent (3%) COLA for any employee whose
classification was not analyzed by Condrey, will have said COLA eligibility determined
by the Human Resources Director, with the City Manager's concurrence, at the time of
implementation shall become effective the first full pay period in October 2014.
SECTION 6: CODIFICATION.
It is the intention of the Mayor and City Commission of the City of Miami Beach, and it is
hereby ordained that the provisions of this Ordinance shall become and be made a part of the
Code of the City of Miami Beach, Florida. The sections of this Ordinance may be renumbered
or relettered to accomplish such intention, and the word "ordinance" may be changed to
"section," "article," or other appropriate word.
PASSED and ADOPTED this day of oclohPr, , 2013.
':22be
Matti errera Bower, Mayor
ATTEST.
APPROWED AS TO
Rafael E. Granado, City CI k .INCOR�' ORATED ORM& LANGUAGE
& FOR EXECUTION
2-6 is
14
COMMISSION ITEM SUMMARY
Condensed Title:
An ordinance of the Mayor and City Commission of the City of Miami Beach, Florida, amending Ordinance No. 1605, The
Unclassified Employees Salary Ordinance; abolishing pay grade 1 and pay grade 2; abolishing the classifications of: General
Services Director, Transportation and Concurrency Manager, Neighborhood Services Director, Community/Economic
Development Director, Cultural Affairs & Tourism Development Director, Procurement Division Director, Information
Technology Division Director, Code Compliance Division Director, Assistant Director Procurement Division, Service Delivery
Manager, Office Associate I and Public Information Officer; establishing the classifications of Tourism, Cultural Affairs and
Economic Development Director, Procurement Director, Information Technology Director, Deputy Building Director, Public
Safety Special Projects Coordinator, Assistant Director Human Resources, Housing And Community Development Director,
Infrastructure Division Director, Assistant City Engineer, Assistant Director Procurement, Building Operations Manager,
Investigator Supervisor, Community Services Division Director, Administrative Services Manager, Property
Maintenance/Operations Superintendent, Director of the Office of Communications, Leasing Specialist, Public Safety
Management/Budget Analyst, Performance And Scheduling Analyst, Office Manager (City Attorney), Visual Communications
Specialist, Constituent /Commission Aide, Financial Analyst, Public Safety Payroll Administrator, Senior GIS Analyst, and
Records Supervisor; Ratifying the pay grade change for the Assistant Director Parking, Assistant Director Parks and Assistant
Director Recreation classifications; and effective the first full pay period ending in October 2014, increasing the minimum and
the maximum of each pay grade by three percent (3%); and granting an across the board cost of living adjustment of up to
three percent(3%) for any unclassified employee whose base salary does not exceed the maximum of the pay range for the
comparable job title as. recommended by the 2009 Condrey Classification And Compensation Study "Pay Scale B",
subsequently amended by seven percent (7%) in August 2013, by the consultant; Repealing all ordinances in conflict;
providing for severability, an effective date and codification.
Key Intended Outcome Supported:
Attract and maintain a Workforce of Excellence.
Item SummarylRecommendation:
Second Reading Public Hearing
The City reached individual three year labor agreements covering the time period of October 1, 2012, through September 30,
2015 with each, the CWA, GSAF, FOP and IAFF. Included in the individual contracts, the City agreed to provide a three
percent COLA to all bargaining unit employees effective the first pay period ending in October 2014, adjusting the minimum
and maximum of each pay range accordingly. Keeping with the spirit of treating all City of Miami Beach employees similarly,
the Administration is recommending, effective with the first full pay period in October 2014, increasing the minimum and
maximum of the salary ranges for all pay grades in the unclassified salary group and granting an across the board cost of
living adjustment of up to three percent for any employee in the unclassified salary group whose base salary does not exceed
the maximum of the pay range for the comparable job title as recommended in the 2009 Condrey Classification and
Compensation Study "Pay Scale B", amended by seven percent in August 2013, by the consultant. In addition, over the last
few years several reclassifications and organizational changes took place affecting a number of unclassified salary group
positions but not reflected in the Unclassified Salary Ordinance. The attached proposed ordinance will provide conformity for
any such actions. The item was presented on first reading at the September 30, 2013 City Commission meeting.
Advisory Board Recommendation:
N/A
Financial Information:
Source of Amount
Funds: 'I FY2012/2013
2 FY2013/2014
3 FY2014/2015 Cost of three percent salary COLA for qualifying unclassified employees.
$800,000
OBPI Total $800,000
Financial Impact Summary: The three percent COLA provides a needed amendment to the salary ranges to provide for a
fair and internally and externally competitive compensation system. The estimated 5-year impact is approximately$4 million.
City Clerk's Office Legislative Tracking:
Sylvia Crespo-Tabak, Human Resources Director
Sign-Offs:
Department Director Assistant City Manager City Manager
Sylvia respo-Tabal ie . Brooks my L. Morales
T: ENDA\2013\September 30\Unclassified Sal ry Ordinance\Unclassified Salary Ordinance Summary 1 st eading.docx
Agenda Item RS K
MIAMIBEACH Date
MIAMI BEACH
City of Miami Beach, 1700 Convention Center Drive,Miami Beach, Florida 33139,www.miamibeachfl.gov
COMMISSION MEMORANDUM
TO: Mayor Matti Herrera Bower and Memb rs of the Cit ommission
FROM: City Manager Jimmy L. Morales
DATE: October 16, 2013
i
Second Reading Public Hearing
SUBJECT AN ORDINANCE OF THE MAYO AND CITY COMMISSION OF THE CITY
OF MIAMI BEACH, FLORIDA, AMENDING ORDINANCE NO. 1605, THE
UNCLASSIFIED EMPLOYEES SALARY ORDINANCE; ABOLISHING PAY
GRADE 1 AND PAY GRADE 2; ABOLISHING THE CLASSIFICATIONS
OF: GENERAL SERVICES DIRECTOR, TRANSPORTATION AND
CONCURRENCY MANAGER, NEIGHBORHOOD SERVICES DIRECTOR,
COMMUNITY/ECONOMIC DEVELOPMENT DIRECTOR, CULTURAL
AFFAIRS & TOURISM DEVELOPMENT DIRECTOR, PROCUREMENT
DIVISION DIRECTOR, INFORMATION TECHNOLOGY DIVISION
DIRECTOR, CODE COMPLIANCE DIVISION DIRECTOR, ASSISTANT
DIRECTOR PROCUREMENT DIVISION, SERVICE DELIVERY MANAGER
AND OFFICE ASSOCIATE I; ESTABLISHING THE CLASSIFICATIONS OF
TOURISM, CULTURAL AFFAIRS AND ECONOMIC DEVELOPMENT
DIRECTOR, PROCUREMENT DIRECTOR, INFORMATION TECHNOLOGY
DIRECTOR, DEPUTY BUILDING DIRECTOR, PUBLIC SAFETY SPECIAL
PROJECTS COORDINATOR, ASSISTANT DIRECTOR HUMAN
RESOURCES, HOUSING AND COMMUNITY DEVELOPMENT DIRECTOR,
INFRASTRUCTURE DIVISION DIRECTOR, ASSISTANT CITY ENGINEER,
ASSISTANT DIRECTOR PROCUREMENT, BUILDING OPERATIONS
MANAGER, INVESTIGATOR SUPERVISOR, COMMUNITY SERVICES
DIVISION DIRECTOR, ADMINISTRATIVE SERVICES MANAGER,
PROPERTY MAINTENANCE/OPERATIONS SUPERINTENDENT,
DIRECTOR OF THE OFFICE OF COMMUNICATIONS, LEASING
SPECIALIST, PUBLIC SAFETY MANAGEMENT/BUDGET ANALYST,
PERFORMANCE AND SCHEDULING ANALYST, OFFICE MANAGER
(CITY ATTORNEY), VISUAL COMMUNICATIONS SPECIALIST,
CONSTITUENT /COMMISSION AIDE, FINANCIAL ANALYST, PUBLIC
SAFETY PAYROLL ADMINISTRATOR, SENIOR GIS ANALYST, AND
RECORDS SUPERVISOR; RATIFYING THE PAY GRADE CHANGE FOR
THE ASSISTANT DIRECTOR PARKING, ASSISTANT DIRECTOR PARKS
AND ASSISTANT DIRECTOR RECREATION CLASSIFICATIONS; AND
EFFECTIVE THE FIRST FULL PAY PERIOD ENDING IN OCTOBER 2014,
INCREASING THE MINIMUM AND THE MAXIMUM OF EACH PAY GRADE
BY THREE PERCENT (3%); AND GRANTING AN ACROSS THE BOARD
City Commission Memorandum
October 16,2013
Unclassified Salary Ordinance 2nd Reading
Page 2 of 4
COST OF LIVING ADJUSTMENT OF UP TO THREE PERCENT (3%) FOR
ANY UNCLASSIFIED EMPLOYEE WHOSE BASE SALARY DOES NOT
EXCEED THE MAXIMUM OF THE PAY RANGE FOR THE COMPARABLE
JOB TITLE AS RECOMMENDED BY THE 2009 CONDREY
CLASSIFICATION AND COMPENSATION STUDY "PAY SCALE B",
SUBSEQUENTLY AMENDED BY SEVEN PERCENT (7%) IN AUGUST
2013, BY THE CONSULTANT; REPEALING ALL ORDINANCES IN
CONFLICT; PROVIDING FOR SEVERABILITY, AN EFFECTIVE DATE
AND CODIFICATION.
RECOMMENDATION
This item was presented on first reading at the September 30, 2013 City Commission
meeting. The Administration recommends the City Commission approve the ordinance
and set a public hearing for second reading October 16, 2013.
BACKGROUND
The City of Miami Beach has the following five (5) classified employee groups
represented by bargaining units:
• Group I - Represented by the American Federation of State, County and Municipal
Employees (AFSCME) Local 1554;
• Group II - Represented by the Fraternal.Order of Police (FOP) William Nichols Lodge
No. 8;
• Group III - Represented by the International Association of Firefighters (IAFF) Local
1510;
• Group IV - Represented by the Communications Workers of America (CWA) Local
3178; and
• Group V - Represented by the Government Supervisors Association of Florida
(GSAF), OPEIU, Local 100.
The City also has one classified employee group, Group VI, comprising of classifications
in the classified service not covered by a bargaining unit. This group is commonly
referred to in the City of Miami Beach as "others".
There is a seventh salary group comprised of at-will employees commonly referred to as
unclassified employees.
ANALYSIS
The City of Miami Beach has 408 employees whose classifications are in the
unclassified salary group.
The City has ratified collective bargaining agreements with three of the five bargaining
units representing employees. They include CWA, IAFF, and the FOP. On September
18, 2013, the GSAF held a second ratification vote and the contract was approved by
the majority of the voting bargaining unit members. At the time of this writing, the City
and AFSCME continue to negotiate a successor agreement to the one that expired April
30, 2013.
City Commission Memorandum
October 16,2013
Unclassified Salary Ordinance 2nd Reading
Page 3 of 4
An across the board cost of living adjustment (COLA) of three percent was negotiated
with CWA, GSAF, FOP and IAFF effective with the first full pay period ending in October
2014; and the minimum and maximum of the pay range for each classification will
increase accordingly.
Since October 2009, there have been no merit increases for any unclassified or "others"
employees. There was one three percent COLA in April 2012, for those unclassified
employees whose salaries were below the maximum of the pay range of their respective
classifications. Note, the minimum and maximum of the pay ranges were increased for
all salary groups except for the unclassified and "others" in April 2012.
Since FY2007/2008 the management team (senior level and executive employees) has
been eligible for one merit increase only. Effective January 18, 2010, employees in the
unclassified and "others" salary groups who are members of the Miami Beach
Employees' Retirement Plan (MBERP) also began contributing an additional two percent
of their pensionable salaries toward their pension, reducing the City's portion of the
annual required contribution.
In 2008, the Administration entered into a contract with Condrey &Associates to perform
a citywide study to ensure the City had a classification and compensation system that
was appropriate, competitive and fair.
Condrey & Associates, in conjunction with a professor/researcher from the University of
Miami, also conducted a best practices benefits survey to collect data on what other
jurisdictions were doing to control related costs. Condrey & Associates presented their
preliminary findings to the City Administration in early October 2008, just days after the
major economic downturn experienced by the stock market. Given the subsequent grim
economic news and forecasts, the employee layoffs from many local and national
organizations, and others freezing or reducing salaries and benefits, the Administration
asked Condrey & Associates to analyze its findings further to make a more accurate and
timely recommendation to the City, considering the evolving economic, financial and
labor factors.
In August 2009, the City received the final Condrey & Associates Classification and
Compensation Study for the City of Miami Beach. The report included an analysis of the
salary and benefits data, along with the jurisdictions that responded to the salary and
benefits surveys. In August 2013, the consultant provided the City with a letter
(Attachment 1) advising that the minimum and the maximum of the salary scales
recommended in the study should be adjusted by seven percent.
The City's past practice has been to provide COLAs to the "others" and unclassified
employees consistent with those negotiated and agreed to for employees covered by
collective bargaining agreements. Therefore, the Administration recommends that
effective with the first full pay period ending in October 2014, the minimum and
maximum of the pay grades in the unclassified salary group be increased by three
percent and that employees be eligible for up to a three percent COLA if their salaries do
not exceed the maximum of the pay range for the comparable job title in the Condrey
Study, subsequently adjusted by seven percent in August 2013. No employee in the
unclassified salary group, who separates from employment with the City prior to the
implementation date of the proposed COLA, will be eligible for this increase.
City Commission Memorandum
October 16,2013
Unclassified Salary Ordinance 2nd Reading
Page 4 of 4
The Human Resources Director will review and determine the appropriate range for
those classifications not analyzed by Condrey. Based on an appropriately determined
range, with the City Manager's concurrence, the eligibility of each incumbent in those
classifications for up to a three percent COLA will be determined.
The City estimates that nearly sixty employees in the unclassified salary group will not
be eligible for the proposed COLA. The estimated impact to the FY2014/2015 operating
budget attributable to the three percent COLA is approximately $800,000. This estimate
does not take into account turnover rates.
The impact from occupied positions affected by the Condrey recommendations, as
amended in August 2013, is provided in Attachment 2.
In addition over the last few years, several reclassifications and organizational changes
affecting a number of unclassified positions have taken place, but have not been
reflected in the Unclassified Salary Ordinance. The attached ordinance provides
conformity with such actions.
CONCLUSION
The Administration recommends approving the COLA of up to three percent, effective
the first full pay period ending October 2014, for all employees in the unclassified salary
group whose salaries do not exceed the maximum of the pay range as recommended in
the 2009 Condrey Study, as amended in August 2013. This adjustment will provide
additional incentives and competitiveness to attract and retain new and existing
employees.
The Administration further recommends ratification of the reclassification and
organizational changes reflected in the ordinance and that the City Commission adopt
the ordinance.
Attachments
JLM/ B/SC-T/CMG
T:\AGENDA\2013\October 16\Unclassified Salary Ord inance\Unclassified Employees Salary Ordinance Memo 2nd
Rdg.docx
I
ATTACHMENT 1
4gAi CONDREY &ASSOCIATES, INC. A Human Resources Consulting Company
August 21, 2013
Ms. Carla Ma g lio Gomez
Assistant Director
Department of Human Resources
City of Miami Beach
1700 Convention Center Drive
Miami Beach, Florida 33139
Dear Ms. Gomez:
As we discussed, I am happy to provide information concerning updating the salary scales
presented in our August 2009 report. In order to bring these scales to current compensation levels, we
recommend that they be increased by 7%. This 7% adjustment is based on the approximate cumulative
increase in the Employment Cost Index since 2009.
I hope this information is helpful to you. Please do not hesitate to contact me if I may provide
further information.
Sincerely,
Stephen E. Condrey, Ph.D.
President
706.548.8938 0 706.380.7107 0 586.816.4067 PO Box 7907 Athens, GA 30604-7907
www.condrey-consulting.com
ATTACHMENT 2
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