2013-3827 Ordinance ORDINANCE NO. 2013-3827
AN ORDINANCE OF THE MAYOR AND CITY COMMISSION OF THE CITY
OF MIAMI BEACH, FLORIDA, AMENDING ORDINANCE NO. 789, THE
CLASSIFIED EMPLOYEES SALARY ORDINANCE OF THE CITY OF MIAMI
BEACH, FLORIDA, AS FOLLOWS: PROVIDING FOR THE
CLASSIFICATIONS IN GROUP VI, NOT REPRESENTED BY A COLLECTIVE
BARGAINING UNIT AND COMMONLY REFERRED TO AS "OTHERS";
AMENDING ALL OF THE PAY GRADES BY ABOLISHING PAY GRADE 1;
ESTABLISHING THE CLASSIFICATIONS OF FIRE INSPECTOR I AND
SEASONAL RECREATION AIDE; 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 OTHERS 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" AND 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.
WHEREAS, the City of Miami Beach has approximately 20 employees who are
included in the ""others"" salary group; and
4
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 and the American Federation of State, County and Municipal
Employees (AFSCME) Local 1554; and
WHEREAS, the three-year CBAs were approved by the corresponding
bargaining unit members and, except for the agreement with GSAF, ratified by the City
Commission; and
WHEREAS, an across the board cost of living adjustment (COLA) of three
percent (3%) for represented classified employees was negotiated with the GSAF,
CWA, 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
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COMMISSION ITEM SUMMARY
Condensed Title:
An Ordinance Of The Mayor And City Commission Of The City Of Miami Beach, Florida, Amending Ordinance No. 789, The Classified
Employees Salary Ordinance Of The City Of Miami Beach, Florida, As Follows: Providing For The Classifications In Group VI, Not
Represented By A Collective Bargaining Unit And Commonly Referred To As "Others"; Amending All Of The Pay Grades; By Abolishing
Pay Grade 1; Establishing The Classifications Of Fire Inspector I And Seasonal Recreation Aide; 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 Others 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" And Subsequently Amended By Seven Percent 7% In August 2013 By The Consultant; Repealing All Ordinances In
Conflict; Providing For Severabilit ,An Effective Date And Codification.
Key Intended Outcome Supported:
Attract and maintain a Workforce of Excellence.
Supporting Data (Surveys, Environmental Scan,etc
In the past six years, there have only been two COLAs, with the last COLA not having increased the minimum and the
maximum of the pay ranges for the"Others" salary group.
Item Summa /Recommendation:
Second Reading Public Hearing
The City reached individual three (3) year labor agreements covering the time period of October 1, 2012, through September
30 2015 with each the CWA, GSAF, FOP and IAFF. The City agreed to a three percent COLA for all bargaining unit
employees effective the first pay period ending in October 2014, adjusting the minimum and maximum of each pay range
.
accordin 9 I Y Keeping Kee in with 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 "others" salary group and granting an across the board cost of living adjustment of up to three percent for any
employee in the "others" 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", and subsequently
amended by seven percent in August 2013, by the consultant.
In addition, two new positions in the "others" salary group have been created since the last update to the Classified
Employees Salary Ordinance for"others" in April 2012 and the inclusion of these positions are being reflected in the proposed
amendment to the ordinance. The item was presented on first reading at the September 30, 2013 City Commission meeting.
Adviso Board Recommendation:
N/A
Financial Information:
Source of Amount
Funds: 1 FY2012/2013
$0
2 FY2013/2014
$0
3 FY2014/2015 Cost of three percent salary COLA for qualifying "Others" employees
$30,000
OBPI Total $30,000
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 five-year impact is approximately
$150,000.
City Clerk's Office Legislative Tracking:
Sylvia Crespo-Tabak, Human Resources Director
Sign-Offs:
Department Director Assistant City Manager City Manager
Sylvia C espo-Taber, Ka i r s Ji y L. Morales
TAA NDA\2013\September 30\Classified Others Sal ry Ordinan Others Salary Ordinance Summary 1 s Re ing.docx
AGENDA ITEM i°Z S L
H DATE 0-��
City Commission Memorandum
October 16,2013
Others Classified Salary Ordinance 2nd Reading
Page 3 of 4
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 recommended minimum and the maximum 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.
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 estimated impact to the FY2014/2015 operating budget attributable to the three
percent COLA is approximately $30,000. This estimate does not take into account
turnover rates.
The impact from filled 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"others" positions have taken place, but have not been reflected in
the Classified Salary Ordinance for "others" employees. The attached ordinance
provides conformity with such actions.
City Commission Memorandum
October 16,2013
Others Classified Salary Ordinance 2nd Reading
Page 4 of 4
CONCLUSION
The Administration recommends adopting the ordinance and approving the COLA of up
to three percent, effective the first full pay period ending October 2014, for all employees
in the "others" 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 new and
retain existing employees.
The Administration recommends ratification of the reclassification and organizational
change reflec�d in the ordinance. It is further recommended that the City Commission
JLM/K /SC-T/CMG
T:\AGENDA\2013\October 16\Classified Others Salary Ordinance\Others Salary Ordinance Memo 2nd Reading.docx
ATTACHMENT 1
W -W °r CONDREY &
- _f
ASSOCIATES INC. A Human Resources Consulting Company
., i
August 21, 2013
Ms. Carla Maglio 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,
le
Stephen E. Condrey, Ph.D.
President
706.548.8938 G 706.380.7107 0 586.816.4067 PG Box. %907 Athens, GA 30604-7907
www.condrey-consulting.com
i
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ATTACHMENT 2
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