2014-3866 Ordinance ORDINANCE NO. 2014-3866
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 1, REPRESENTED
BY THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL
EMPLOYEES (AFSCME) LOCAL 1554, IN ACCORDANCE WITH THE NEGOTIATED
2013-2016 COLLECTIVE BARGAINING AGREEMENT; EFFECTIVE UPON
RATIFICATION OF THE COLLECTIVE BARGAINING AGREEMENT, THE 2009
CONDREY CLASSIFICATION AND COMPENSATION STUDY, INCLUSIVE OF
SUBSEQUENT AMENDMENTS, WILL BE IMPLEMENTED, ESTABLISHING THE
MINIMUM SALARY FOR ALL BARGAINING UNIT CLASSIFICATIONS IN
ACCORDANCE WITH "SCALE C" OF THE STUDY, AND ESTABLISHING THE
MAXIMUM SALARY FOR ALL BARGAINING UNIT CLASSIFICATIONS IN
ACCORDANCE WITH "SCALE B" OF THE STUDY; EFFECTIVE APRIL 1, 2014,
THERE SHALL BE AN ACROSS THE BOARD COST-OF-LIVING ADJUSTMENT
(COLA) OF TWO PERCENT (2%), AND THE MINIMUM AND MAXIMUM OF EACH
PAY RANGE, INCLUDING THE PAY RANGES IN THE 2009 CONDREY
CLASSIFICATION AND COMPENSATION STUDY, AS AMENDED, WILL ALSO BE
INCREASED BY TWO PERCENT (2%); FURTHER, EFFECTIVE APRIL 1, 2015,
THERE SHALL BE AN ACROSS THE BOARD COST-OF-LIVING ADJUSTMENT
(COLA) OF ONE PERCENT (1%) FOR EMPLOYEES WHOSE BASE SALARY DOES
NOT EXCEED THE MAXIMUM OF THEIR PAY RANGES AS RECOMMENDED BY
THE 2009 CONDREY CLASSIFICATION AND COMPENSATION STUDY "PAY
SCALE B," INCLUSIVE OF SUBSEQUENT AMENDMENTS, AND THE MINIMUM
AND MAXIMUM OF EACH PAY RANGE, INCLUDING THE PAY RANGES IN THE
2009 CONDREY CLASSIFICATION AND COMPENSATION STUDY, AS AMENDED,
WILL ALSO BE INCREASED BY ONE PERCENT (1%); REPEALING ALL
ORDINANCES IN CONFLICT; PROVIDING FOR SEVERABILITY, AN EFFECTIVE
DATE AND CODIFICATION.
WHEREAS, the City of Miami Beach has approximately 305 employees covered by the
AFSCME bargaining unit; and
WHEREAS, the Administration will be presenting the 2013-2016 tentative collective bargaining
agreement between the City and AFSCME to the City Commission at the April 23, 2014 Commission
meeting; and
WHEREAS, AFSCME has accepted the City's proposal to implement the 2009 Condrey
Classification and Compensation Study recommendations, subsequently amended by seven percent
(7%) in August 2013, effective upon ratification of the 2013-2016 collective bargaining agreement
between the City and AFSCME; and
WHEREAS, effective April 1, 2014, there shall be an across the board Cost-of-Living
Adjustment (COLA) of two percent (2%) for all bargaining unit members, which includes increasing
the minimum and the maximum of each AFSCME bargaining unit pay grade, inclusive of the Condrey
recommended pay grades for all classifications covered by the bargaining unit, by two percent (2%);
and
1
WHEREAS, in order to help achieve the City's goal of implementing one single pay plan for all
classifications, effective April 23, 2014, the subsequently amended 2009 Condrey Classification and
Compensation Study establishing the minimum salary for all AFSCME bargaining unit classifications
in accordance with scale C of the study, and establishing the maximum salary for all AFSCME
bargaining unit classifications in accordance with scale B of the study will be implemented for all
AFSCME bargaining unit classifications; and
WHEREAS, effective April 1, 2015, there shall be an across the board Cost-of-Living
Adjustment (COLA) of one percent (1%) for all AFSCME bargaining unit members whose base salary
does not exceed the maximum of their pay grade, as recommended by the 2009 Condrey
Classification and Compensation Study pay scale B, inclusive of subsequent amendments; the
minimum and maximum of each pay grade will also be increased by one percent (1%).
WHEREAS, not to adversely impact employees at or over the maximum of the pay grade for
their classification pursuant to Condrey scale B, such employees' salaries will be frozen or red-circled
until such time as their salary is once again within the range of their classification's pay grade; and
WHEREAS, the recommended pay plan for each AFSCME bargaining unit classification that
was included in the subsequently amended 2009 Condrey Classification and Compensation Study is
provided herein; and
i
WHEREAS, there is a need to amend the sala ry ordinance to delete obsolete classifications
and establish new ones;
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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 Classified Salary Ordinance No. 789 shall be
amended as follows, effective upon ratification of the 2013-2016 collective bargaining agreement
between the City and AFSCME:
CLASS AND PAY GRADES, SALARIES AND CLASSIFICATIONS
GROUP
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES (AFSCME)
LOCAL 1554
Salary Ramses Grades and Classifications
A. Salary Grades and Ranges
Effective April 1, 2014, through date of ratification of the 2013-2016 collective bargaining
agreement between the City and AFSCME, includes two percent(2%) COLA:
GRADE MINIMUM MAXIMUM
BIWEEKLY BIWEEKLY
10 X001,734 2,7-462,801
9 1,6651 596 X7-2,578
8 1,4491,469 2,3262,372
7 1,3251,352 2,1402,183
6 ,,201,244 1,9792,009
5 1,1221 145 1,9131849
4 X91,054 X6661,702
3 954970 1,5351,566
In compliance with Sections 2-407 through 2-410 of the City Code, entitled "Living Wage
Requirements for Service Contracts and City Employees" (See Ordinance 2010-3682 and Resolution
2011-27752), effective October 1, 2012, the minimum and the maximum hourly rate for Ranges 2 and
1, shall be as follows:
MINIMUM MINIMUM
HOURLY HOURLY
RATE WITH RATE MAXIMUM
GRADE HEALTH WITHOUT HOURLY
BENEFITS HEALTH RATE
BENEFITS
3
2 11.28 12.92 17.66
1 11.28 12.92 16.25
Effective upon date of ratification of the 2013-2016 collective bargaining agreement between the
City and AFSCME, includes two percent(2%) COLA effective April 1, 2014:
GRADE MINIMUM MAXIMUM
ANNUAL ANNUAL
SALARY SALARY
Annual salary based on 2080 hours per year
UNC City Attorney At City Commission's Discretion
UNC City Manager At City Commission's Discretion
30 $144,924.13 $257,059.19
29 $137,940.88 $244,672.64
28 $124,967.62 $221,661.33
27 $118,945.99 $210,980.44
26 $102,566.75 $181,927,78
25 $97,624.51 $173,161.48
24 $92,920.42 $164,817.59
23 $80,124.98 $131,063.61
22 $72,589.28 $118,737.16
21 $65,762.30 $107,570.01
20 $59,577.40 $97,453.13
19 $56,706.63 $92,757.28
18 $53,974.19 $88,287.71
17 $51,373.41 $84,033.52
16 $48,897.95 $79,984.32
15 $46,541.77 $76,130.23
14 $44,299.12 $72,461.84
13 $42,164.55 $68,970.23
12 $40,132.83 $65,646.85
11 $38,199.00 $62,483.62
10 $36,358.35 $59,472.81
9 $34,606.41 $56,607.08
8 $32,938.88 $53,879.43
7 $31,351.70 $51,283.22
6 $29,841.00 $48,812.10
5 $28,403.09 $46,460.06
4
4 $27,034.47 $44,221.36
3 $25,731.80 $42,090.53
2 $24,491.90 $40,062.37
1 $23,331.74 $38,131.93
In compliance with Sections 2-407 through 2-410 of the City Code, entitled "Living Wage
Requirements for Service Contracts and City Employees" (See Ordinance 2010-3682 and Resolution
2011-27752), effective October 1, 2012, the minimum hourly rate for employees with health benefits
shall be $11.28; and $12.92 for employees without health benefits.
Effective April 1, 2015, includes one percent(1%) COLA:
GRADE MINIMUM MAXIMUM
ANNUAL ANNUAL
SALARY SALARY
Annual salary based on 2080 hours per year
UNC City Attorney At City Commission's Discretion
UNC City Manager At City Commission's Discretion
30 $146,373.37 $259,629.78
29 $139,320.29 $247,119.37
28 $126,217.30 $223,877.95
27 $120,135.45 $213,090.25
26 $103,592.42 $183,747.06
25 $98,600.76 $174,893.10
24 $93,849.63 $166,465.76
23 $80,926.23 $132,374.24
22 $73,315.17 $119,924.53
21 $66,419.92 $108,645.71
20 $60,183.18 $98,427,66
19 $57,273.70 $93,684.85
18 $54,513.93 $89,170.59
17 $51,887.14 $84,873.86
16 $49,386.93 $80,784.16
15 $47,007.19 $76,891.53
14 $44,742.12 $73,186.46
13 $42,586.19 $69,659.93
12 $40,543.16 $66,303.32
11 $38,580.99 $63,108.46
5
10 $36,721.94 $60,067.54
9 $34,952.47 $57,173.15
8 $33,268.27 $54,418.22
7 $31,665.22 $51,796.05
6 $30,139.41 $49,300.22
5 $28,687.12 $46,924.66
4 $27,304.81 $44,663.57
3 $25,989.12 $42,511.43
2 $24,736.82 $40,462.99
1 $23,544.85 $38,513.25
In compliance with Sections 2-407 through 2-410 of the City Code, entitled "Living Wage Requirements
for Service Contracts and City Employees" (See Ordinance 2010-3682 and Resolution 2011-27752),
effective October 1, 2012, the minimum hourly rate for employees with health benefits shall be $11.28;
and $12.92 for employees without health benefits.
B. Grades and Classifications
Effective upon date of ratification of the 2013-2016 collective bargaining agreement between the
City and AFSCIIAE:
CMB GRADE CMB GRADE
CLASSIFICATION THROUGH EFFECTIVE
MARCH 30, 2014 APRIL 1, 2014
Irrigation System Supervisor 9 15
Sewer Supervisor 9 15
Street Supervisor 9 15
Tree Maintenance Supervisor 9 15
Water Supervisor 9 15
Fire Equipment Mechanic 19 14
Heavy Equipment Operator II 9 14
Mechanic III 40 14
Park Supervisor 9 14
Pumping Mechanic 9 14
Recreation Program Supervisor 9 14
Street Lighting Technician II 9 14
6
Building Supervisor 8 13
Heavy Equipment Operator 1 6 12
Ice Rink Technician 6 12
Mechanic II .9 12
Sewer Pipefitter 7 12
Storekeeper III 8 12
Street Lighting Technician 1 6 12
Water Pipefitter 7- 12
Building Services Technician 6 11
Municipal Service Worker III 7 11
Sign Maker 11
Storekeeper II 6 11
Assistant Pumping Mechanic 7 10
Central Services Technician 7- 10
Control Room Operator 6 10
Customer Service Representative 6 10
Fleet Service Representative 7 10
Recreation Leader II 6 10
Storekeeper 1 7 10
Tree Trimmer 6 10
Water Meter Technician II 7- 10
Water Meter Technician 1 6 09
Municipal Service Worker II 6 08
Museum Guard 3 07
Recreation Leader 1 4 07
Municipal Service Worker 1 4 06
School Guard 3 05
Municipal Service Worker Trainee 3 04
7
SECTION 2: INTENT AND APPLICABILITY.
Adopting this ordinance is a substantial step toward having one pay plan for all City employees
without adversely impacting any individual's current earnings; therefore, those employees whose
salary is at or over the maximum of the range for their respective classifications, pursuant to Condrey
scale B, shall have their salaries frozen or red-circled until such time as their salary is once again
within the range of their classification's pay grade.
Employees at or over the maximum of the range for their respective classifications shall have their
classifications studied if they demonstrate to the City Manager, through the Human Resources
Director, that their duties have changed substantially since the study was conducted, or that there has
been an equally significant change in reporting structure.
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.
SECTIONS: EFFECTIVE DATE.
A. Increasing the minimum and maximums of the pay grades by two percent (2%) shall be
effective retroactive to April 1, 2014.
B. Increasing the minimum and maximums of the pay grades by one percent (1%) shall be
effective April 1, 2015.
C. Employees in the AFSCME bargaining unit whose base salary is at or exceeds the maximum
of the pay range herein adopted for their classification shall not be eligible for the one percent
(1%) COLA effective April 1, 2015.
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.
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PASSED and ADOPTED this day of , 2014.
4 Levine, M or
ATTEST: �
/J INCORP ORATEI�� "
T
Rafael E. Granado, City Clerk
APPROVED As To
FOR vA& bkNGUAGE
FOR EXEIC'U ION
o nay Date
9
Condensed Title: COMMISSION ITEM SUMMARY
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 1,Represented By
The American Federation Of State,County And Municipal Employees(AFSCME)Local 1554,In Accordance With The Negotiated 2013-2016
Collective Bargaining Agreement;Effective Upon Ratification Of The Collective Bargaining Agreement,The 2009 Condrey Classification And
Compensation Study,Inclusive Of Subsequent Amendments,Will Be Implemented,Establishing The Minimum Salary For All Bargaining Unit
Classifications In Accordance With"Scale C"Of The Study,And Establishing The Maximum Salary For All Bargaining Unit Classifications In
Accordance With"Scale B"Of The Study;Effective April 1,2014,There Shall Be An Across The Board Cost-Of-Living Adjustment(Cola)Of
Two Percent(2%),And The Minimum And Maximum Of Each Pay Range,Including The Pay Ranges In The 2009 Condrey Classification And
Compensation Study,As Amended,Will Also Be Increased By Two Percent(2%);Further,Effective April 1,2015,There Shall Be An Across
The Board Cost-Of-Living Adjustment(Cola)Of One Percent(1%)For Employees Whose Base Salary Does Not Exceed The Maximum Of
Their Pay Ranges As Recommended By The 2009 Condrey Classification And Compensation Study"Pay Scale B,"Inclusive Of Subsequent
Amendments, And The Minimum And Maximum Of Each Pay Range, Including The Pay Ranges In The 2009 Condrey Classification And
Compensation Study,As Amended, Will Also Be Increased By One Percent(1%).
Key Intended Outcome Supported:
Streamline delivery of services through all departments;ensure expenditure trends are sustainable over the long term.
Supporting Data (Surveys, Environmental Scan, etc.)
In the past six years,there have only been two COLAs extending the minimum and maximum of the salary ranges.
Item Summa /Recommendation:
After ten negotiation sessions, the City and AFSCME reached three year labor agreement May 1, 2013,through April 30, 2016,which was
ratified by the City Commission on April 23, 2014. Upon ratification, the parties agreed to adopt the 2009 Condrey Classification and
Compensation Study recommendations, as amended. The estimated cost impact for the implementation of the Condrey recommendations
during the term of the contract is $461,374; the five year cost impact is $1,012,322. Based on the terms negotiated between the City and
AFSCME, the administration recommends amending Ordinance No. 789, the classified employees' salary ordinance, by approving a two
percent COLA for all AFSCME bargaining unit members, effective April 1, 2014; as well as increasing the minimum and maximum of each
AFSCME bargaining unit classification pay range correspondingly by two percent.The estimated cost to the City is$522,917,for the duration of
the contract.The administration also recommends amending the ordinance by approving a one percent COLA for all AFSCME bargaining unit
members,effective April 1,2015;as well as increasing the minimum and maximum of each AFSCME bargaining unit classification pay range
correspondingly. The estimated cost to the City is$138,667,for the duration of the contract. The combined total cost impact for the COLA
increases during the contract period is$661,584;the five year cost impact is$1,198,500.In accordance with recommendations set forth in the
final report from Condrey,employees at or over the maximum of the pay range for their respective classifications,will not be penalized.Their
salaries will be frozen or red-circled until periodic increases to the ranges place them within the salary range of their classification.
The ordinance amendment will ensure the City has an employee classification and compensation system that is reasonable and competitive,
both internally and externally.The two percent and one percent COLAs negotiated with AFSCME are comparable to the three percent COLA
negotiated with the four other collective bargaining units, as well as the October 2014 three percent COLA approved for unclassified and
"others."
Based on the foregoing,the Administration recommends that the City Commission approve the proposed ordinance.
Advisory Board Recommendation: N/A
Amount
Financial FY 2012/13
Information $0 No COLA increases during FY 2012/13
Source of FY 2013/14 $125,500(prorated value of 2%COLA on 4/1/14); and$65,429(costs
Funds: $190,929 associated with Condrey recommendations)
FY 2014/15 $251,000(full value of 2%COLA on 4/1/14); $64,000(prorated value of 1%
2 COLA on 4/1/15); and$212,626(costs associated with Condrey
$527,626 recommendations)
FY 2015/16 $251,000(full value of 2% COLA on 4/1/14); $128,000(full value of 1%
3 $693,261 COLA on 4/1/15);and$314,261 (costs associated with Condrey
recommendations
FY 2016/17 $251,000(full value of 2%COLA on 4/1/14); $128,000(full value of 1%
OBPI $799,006 COLA on 4/1/15); and$420,006(costs associated with Condrey
recommendations
Total $2,210,822
Financial Impact Summary:The total projected cost impact to the City during the term of the contract is$1,122,958;the five year cost impact
is$2,210,822. The estimated figures do not take into consideration current turnover rates or vacant positions; however,we anticipate the
impact of such to be minimal.
City Clerk's Office Legislative racking:
Sylvia Crespo-Tabak, Human Resources Director
Sign-Offs:
Department Director Assistant City Manage City Manager
Sylvia Crespo-Tabak 6D A- Kathie G. Brooks Jimmy L. Morales
T:WGENDA\20141May\AFSCMEWFSCME 2013-2016 Salary Ordinance Summary.doc
Agenda Item P5 K
MIAMIBEACH Date -2
MIAMI BEACH
City of Miami Beach, 1700 Convention Center Drive, Miami Beach, Florida 33139, www.miamibeachfl.gov
COMMISSION MEMORANDUM
TO: Mayor Philip Levine and Member of the Cit Commission
FROM: City Manager Jimmy L. Morales
DATE: May 21, 2014
T ECOND READING AND PUBLIC HEARING
SUBJECT: AN ORDINANCE OF THE MAY RAND CITY COMMISSION OF THE CITY OF MIAMI
BEACH, FLORIDA, AMENDING the
NO. 789, THE CLASSIFIED EMPLOYEES
SALARY ORDINANCE OF THE CITY OF MIAMI BEACH, FLORIDA, AS FOLLOWS:
PROVIDING FOR THE CLASSIFICATIONS IN GROUP I, REPRESENTED BY THE
AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES
(AFSCME) LOCAL 1554, IN ACCORDANCE WITH THE NEGOTIATED 2013-2016
COLLECTIVE BARGAINING AGREEMENT; EFFECTIVE UPON RATIFICATION OF THE
COLLECTIVE BARGAINING AGREEMENT, THE 2009 CONDREY CLASSIFICATION AND
COMPENSATION STUDY, INCLUSIVE OF SUBSEQUENT AMENDMENTS, WILL BE
IMPLEMENTED, ESTABLISHING THE MINIMUM SALARY FOR ALL BARGAINING UNIT
CLASSIFICATIONS IN ACCORDANCE WITH "SCALE C" OF THE STUDY, AND
ESTABLISHING THE MAXIMUM SALARY FOR ALL BARGAINING UNIT
CLASSIFICATIONS IN ACCORDANCE WITH "SCALE B" OF THE STUDY; EFFECTIVE
APRIL 1, 2014, THERE SHALL BE AN ACROSS THE BOARD COST-OF-LIVING
ADJUSTMENT (COLA) OF TWO PERCENT (2%), AND THE MINIMUM AND MAXIMUM
OF EACH PAY RANGE, INCLUDING THE PAY RANGES IN THE 2009 CONDREY
CLASSIFICATION AND COMPENSATION STUDY, AS AMENDED, WILL ALSO BE
INCREASED BY TWO PERCENT (2%); FURTHER, EFFECTIVE APRIL 1, 2015, THERE
SHALL BE AN ACROSS THE BOARD COST-OF-LIVING ADJUSTMENT (COLA) OF ONE
PERCENT (11%) FOR EMPLOYEES WHOSE BASE SALARY DOES NOT EXCEED THE
MAXIMUM OF THEIR PAY RANGES AS RECOMMENDED BY THE 2009 CONDREY
CLASSIFICATION AND COMPENSATION STUDY "PAY SCALE B," INCLUSIVE OF
SUBSEQUENT AMENDMENTS, AND THE MINIMUM AND MAXIMUM OF EACH PAY
RANGE, INCLUDING THE PAY RANGES IN THE 2009 CONDREY CLASSIFICATION
AND COMPENSATION STUDY, AS AMENDED, WILL ALSO BE INCREASED BY ONE
PERCENT (1%); REPEALING ALL ORDINANCES IN CONFLICT; PROVIDING FOR
SEVERABILITY, AN EFFECTIVE DATE AND CODIFICATION.
RECOMMENDATION
The Administration recommends approval of the ordinance.
BACKGROUND
The City of Miami Beach has the following five (5) classified employee groups represented by
bargaining units:
City Commission Memorandum
May 21,2014
AFSCME Classified Salary Ordinance 2"d Reading
Page 2 of 4
• 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 as "others".
There is a seventh salary group comprised of at-will employees commonly referred to as unclassified.
ANALYSIS
The City has ratified successor agreements with the five bargaining units representing classified
employees; the last of which was with AFSCME, ratified by the City Commission April 23, 2014.
The 2013-2016 agreement between the parties includes adoption of the Condrey Classification and
Compensation Study results for all classifications covered by the bargaining unit, whereby, effective
upon ratification, the salary plan, amended by seven percent (7%) in August 2013 by the consultant,
establishes the minimum salary for all classifications covered by AFSCME in accordance with scale C
of the study, and the maximum of the range in accordance with scale B.
As of this writing, there are 74 AFSCME bargaining unit employees earning less than the minimum
recommended in the plan. Only 5, of a group of approximately 305 employees, are over the
recommended maximum. In accordance with recommendations set forth in the final report from
Condrey, employees at or over the maximum of the pay range for their respective classifications, will
not be penalized. Their salaries should be frozen or red-circled until periodic increases to the ranges
place them within the salary range of their classification.
Condrey Classification and Compensation Plan
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. The City was also seeking a salary plan sufficiently comprehensive to apply across
all current salary groups in order to reduce the administration of such from seven to one. A review of
the records on this matter appears to indicate that this particular goal, a best practice of substantial
value to the City, was subordinate to all the other considerations contemplated when the study was in
progress and discussions among many groups were taking place.
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 surveys and salary scale options: A, B and C. The
report is available online at the following web address: http://web.miamibeachfl.gov/
hr/scroll.aspx?id=72343. In September 2012, 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 five percent. In August 2013, the adjustment was revised to an increase of seven
percent (Attachment 2) based on the cumulative increase in the employment cost index since 2009.
City Commission Memorandum
May 21,2014
AFSCME Classified Salary Ordinance 2"d Reading
Page 3 of 4
Members of the Finance and Citywide Projects Committee (FCWPC) discussed various implementation
scenarios considering the three scales provided by Condrey & Associates; however, most of the
conversation was centered on pay scale B, which reflected salaries at 107.5 percent of the market. At
this level, the entry-rate salary for the positions studied would be greater than approximately 62 percent
of competing organizations. Consequently, if a position in the labor market had an average entry salary
of $40,000, the salary for the same position in the City of Miami Beach would start at $43,000. Scale A
reflects salaries at 115 percent of the market (or average compensation) or approximately the third
quartile of the organizations that responded to the consultant's survey. At this level, the entry-rate for
the organization would be greater than approximately 75 percent of competing organizations. Salary
scale C reflects salaries at 100 percent of the market which is greater than 49 percent of the salary
survey respondents. The recommended pay plan, irrespective of scale, consists of 30 grades. The final
recommendation made by the members of the committee was to adopt Condrey scale B, and bring any
employee whose salary is below the minimum of his or her classification to within seven and one half
percent of the minimum salary of scale B, which is equivalent to the minimum salary of scale C.
In addition to entry salaries and the impact on employees under the minimum and over the maximum of
the recommended pay ranges, the Committee endorsed the following practices recommended in the
study:
Cost-of-living adjustments (COLAs) should be given periodically, rather than every year. It
should be noted that no COLA increases were given during FY 2009/10 and FY 2010/11. In
April 2013 there was a 3 percent COLA that did not extend the ranges.
• The Committee recommended that step increases be eliminated for all classifications where
they then existed and that in keeping with salary and compensation best practices, merit
increases between two and three percent be awarded to employees who are not at the
maximum of their respective pay ranges and whose performance meets expectations.
• The consultants recommended that the City strictly adhere to the overtime provisions of the Fair
Labor Standard Act (FLSA). This means that non-exempt employees must actually work 40
hours before being eligible to earn overtime. At the time, the citywide practice was that paid
time off counted toward the computation of overtime. Effective with the ratification of the 2013-
2016 collective bargaining agreement between the City and AFSCME, the overtime provisions
of the FLSA will apply to all non-exempt employees except those covered by the FOP and IAFF.
During prior contract negotiations, the Administration's focus was the attainment of union concessions,
making the above mentioned practices essential toward that goal. The implementation of these
practices for classified employees, with the exception of employees in the "others" group, requires
collective bargaining. AFCSME is the first to agree with the implementation of the recommendations
made by Condrey & Associates. In doing so, AFSCME bargaining unit members, unclassified and
"others" will represent 43 percent of all City employees under one pay plan.
Pursuant to the ratified three year labor agreement, effective upon ratification of the collective
bargaining agreement, the 2009 Condrey Classification and Compensation Study, subsequently
amended by seven percent (7%) in August 2013 by the consultant, will be implemented, establishing
the minimum salary for all bargaining unit classifications in accordance with scale C, and the maximum
salary in accordance with scale B. The estimated cost impact for the implementation of the Condrey
recommendations during the term of the contract is $461,374; the five year cost impact is $1,012,322.
City Commission Memorandum
May 21,2014
AFSCME Classified Salary Ordinance 2"d Reading
Page 4 of 4
The 2013-2016 labor agreement with AFSCME provides for a two percent COLA effective April 1, 2014
and a one percent COLA effective April 1, 2015, provided the employees' salary does not exceed the
maximum of the salary range for his or her classification. Each respective COLA adjustment shall also
increase the minimum and the maximum of the salary ranges (two percent on April 1, 2014, and one
percent on April 1, 2015). The estimated cost impact of providing the two percent COLA in FY 2013/14
is approximately $125,500. The estimated impact of the one percent COLA effective in FY 2014/15 is
$64,000. The total cost impact for the COLA increases during the contract period is $661,584; the five
year cost impact is $1,198,500.
CONCLUSION
In accordance with the 2013-2016 AFSCME collective bargaining agreement ratified by the City
Commission on April 23, 2014, the Administration recommends adoption of the Condrey Classification
and Pay Study for all classifications in the AFSCME bargaining unit, whereby, effective upon ratification
of the labor agreement, the study, subsequently amended by seven percent (7%) in August 2013 by the
consultant, establishes the minimum salary for all classifications in accordance with scale C of the
study, and the maximum salary in accordance with scale B. Furthermore, the minimum and maximum
of the ranges for these classifications will be increased by two percent upon ratification of the
agreement and by one percent effective April 1, 2015, to reflect a COLA that shall be provided to all
employees whose classifications are in the AFSCME salary group, and whose salary does not exceed
the maximum of the pay range for their classification.
The Administration further recommends that in accordance with recommendations set forth in the final
report from Condrey, employees at or over the maximum of the pay range for their respective
classifications, not be penalized. Their salaries should be frozen or red-circled until periodic increases
to the ranges place them within the salary range of their classification.
The Administration recommends ratification of the classifications and organizational changes reflected
in the ordinance, and that the City Commission approve the ordinance.
JLM/K B/SC-T
T:\AGENDA\2014\May\AFSCME\AFSCME Salary Ordinance Memo 2nd Reading.docx
ATTACHMENT 1
&
CONDREY A Human Resources Consulting Compaq
y
ASSOCIATES, INC.
September 10, 2012
Mr. Ramiro Inguanzo
Director of Human Resources and Labor Relations
City of Miami Beach
1700 Convention Center Drive
Miami Beach, Florida 33139
Dear Mr. Inguanzo:
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 5%. This 5% adjustment is based on the 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 G-706-380.7107 @586.816.4067 PCB Bo\-9C)' Athens,GA 30604-7907
www.condrey-consulting.com
ATTACH M E N T 2
CONDREY &
y .y
ASSOCIATES, INC. A Human Resources Consulting Company
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,
Ole
Stephen E. Condrey, Ph.D.
President
706.548.8938 0706.380.7107 0586.816.4067 PO f3o 7 90i, Athens, GA 30604-7907
www.condrey-consulting.com
MIAMI HERALD I MiamiHerald.com NE THURSDAY,MAY 8,2014 1 LINE
MIAMIBEACH
CITY OF MIAMI BEACH
NOTICE OF PUBLIC HEARINGS
NOTICE IS HEREBY given that public hearings will be held by the Mayor and City Commission of the City of Miami Beach,Florida,in the Commission Chambers,3rd floor,City Hall,1700 Convention Center Drive,Miami Beach,Florida,
on Wednesday,May 21,2014,to consider the following:
10.45 a.m.
Ordinance Amending Chapter 2 Of The Miami Beach City Code Entitled°Administration,"By Amending Article IV Entitled"Officers And Employees,"By Amending Section 2-191 Entitled'Enumeration Of Organizational Units;By Creating The Office
Of Housing And Community Services And Transportation Department inquiries may be directed to the Human Resources Department 305-673-7524.
10:50 a.m.
Ordinance Amending Ordinance No.789,The Classified Employees Salary Ordinance Of The City Of Miami Beach,Florida,As Follows:Providing.For The Classifications in Group I,Represented By The American Federation Of State,County And
Municipal Employees(AFSCME)Local 1554,In Accordance With The Negotiated 2013-2016 Collective Bargaining Agreement;Effective Upon Ratification Of The Collective Bargaining Agreement,The 2009 Condrey Classification And Compensation
Study,Inclusive Of Subsequent Amendments,Will Be Implemented,Establishing The Minimum Salary For All Bargaining Unit Classifications In Accordance With"Scale C"Of The Study,And Establishing The Maximum Salary For All Bargaining Unit
Classifications in Accordance With"Scale B"Of The Study;Effective April 1,2014,There Shall Be An Across The Board Cost-Of-Living Adjustment(COLA)Of Two Percent(2%),And The Minimum And Maximum Of Each Pay Range,Including The
Pay Ranges In The 2009 Condrey Classifications And Compensation Study,As Amended,Will Also Be Increase By Two Percent(2%);Further,Effective April 1,2015,There Shall Be An Across The Board Cost-Of-Living Adjustment(COLA)01 One
Percent(1%),For Employees Whose Base Salary Does Not Exceed The Maximum Of Their Pay Ranges As Recommended By The 2009 Condrey Classification And Compensation Study"Pay Scale B;Inclusive Of Subsequent Amendments,And The
Minimum And Maximum Of Each Pay Range,Including The Pay Ranges In The 2009 Condrey Classification And Compensation Study,As Amended,Will Also Be Increased By One Percent(1%);Repealing All Ordinances in Conflict.Inquiries may be
directed to the Human Resources Department 305-673-7524.
10:55 a.m.
Others Salary Ordinance
An Ordinance 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";Effective April 23,2014,Adopting The 2009 Condrey Classification And Compensation Study,Amended By Seven Percent(7%)In August 2013,By The Consultant,Establishing The Minimum Salary For All"Others"Salary
Group Classifications In Accordance With'Scale C'Of The Study,And Establishing The Maximum Salary For All"Others"Salary Group Classifications in Accordance With'Scale B"Of The Study;Adopting The Classification Titles As Recommended
Therein,Amending The Minimum And Maximum Of Each Range By Two Percent(2%)Effective April 23,2014 And One Percent(1%)Effective April 1,2015;Changing The Title Of The Human Resources Technicians 1,II And Ill To Human Resources
Technician;Deleting The Following Obsolete Classifications:Administrative Aide IVRisk And Employee Benefits Specialist;And Establishing The Newly Created Classification Of Case Worker Assistant And Recreation Attendant;Repealing All
Ordinances In Conflict.Inquiries may be directed to the Human Resources Department 305-673-7524.
11:00 a.m.
Unclassified Salary Ordinance
An Ordinance Of The Mayor And City Commission Of The City Of Miami Beach,Florida,Amending Ordinance No.1605,The Unclassified Employees Salary Ordinance Of The City Of Miami Beach,Florida,As Follows:Providing For The Classifications In
Group VII,Comprised Of At-Will Employees Commonly Referred To As'Unclassified Employees",Effective April 23,2014;Adopting The 2009 Condrey Classification And Compensation Study,Amended By Seven Percent(7%)In August 2013,By The
Consultant Establishing The Minimum Salary For All Unclassified Salary Group Classifications,In Accordance With"Scale C"Of The Study,And Establishing The Maximum Salary For All Unclassified Salary Group Classifications,In Accordance With
'Scale B"01 The Study;Amending The Minimum And Maximum Of Each Range By Two Percent(2%),Effective April 23,2014,And One Percent(1%),Effective Apnl t,2015;Adopting The Following Classification Titles:From Chief Structural Plans
Examiner To Chief Structural Engineer;From ExpenditurelTreasury Manager To Treasury Manager;From Executive Assistant To The City Manager To Assistant To The City Manager,From Utility Superintendent To Water And Sewer Superintendent;
From Property Management Contracts Coordinator To Maintenance Management Coordinator,From Tourism And Convention Director To Marketing And Tourism Manager;From Labor Relations Division Director To Labor Relations Manager;From
Chief Engineering Inspector To Governmental Compliance Coordinator From Feld Supervisor To Field Inspections Supervisor-CIP/Planning And Zoning Inspector;From Police Financial Assistant To Business Manager;From Community Development
Specialist To Housing And Community Development Specialist;From Feld Agent To Tax Auditor;From Consfituent/Commission Aide To Commission Aide;From Call Center/Customer Service Manager To Community Outreach Manager;From Truancy
Prevention Program Coordinator To Truancy Coordinator,From Assistant Director Parks/Assistant Director Recreation To Assistant Director Parks And Recreation;From Departmental ADA Coordinator To ADA Coordinator,From Urban Forrester To
Parks Superintendent-Urban Forrester,Creating The Following New Classification Titles:Asset Specialist Assistant City Attorney I;Educational Aide;Parks And Recreation Administrative Specialist;Planner I And Planner 11;Development And MBTV
Director;Public Arts Coordinator;Program Coordinator(Youth Empowerment Network);Project Manager,Senior Legal Secretary;Tutoring Supervisor;Incorporating The Following Additional Classification Changes:From Assistant Director-Code
Compliance To Code Compliance Assistant Director;From Housing And Community Development Division Director To Housing And Community Services Director,Deleting The Following Obsolete Classifications;Account Manager-Finance;Assistant
For labor Relations;Office Of Child Development Director,Real Estate Housing And Community Development Director;Labor Relations Director,Housing,Community And Economic Development Division Director;Office Of Community Services
Division Director,Public Safety Special Projects Coordinator;Registrar-,And Establishing The Following Newly Created Classifications Since The 2009 Condrey Study:Building Official;Recreation Supervisor II;Code Compliance Director,Senior Code
Compliance Administrator;Senior Media Specialist;Senior Business Manager,Capital Improvement Projects Division Director;Chief Learning And Development Officer;Emergency Management Specialist;Intern;Housing And Community Services
Department Director,Management And Budget Analyst I;Mayor And Commission Branding Manager;Mayor And Commission Office Manager;Planning Department Deputy Director;Public Safety Communications Unit Director,Secretary:Senior
Human Resources Specialist;Transportation Analyst;Transportation Operations Supervisor,Transportation Director;Permitting The Recognition Of Those Unclassifed Employees Over The Maximum Of Their Respective Salary Ranges,By Allowing
For A One-Time,Nan-Recurring,Non-Pensionable Adjustment Of Up To Two Percent(20%)Of Their Salaries(Based On Whether They Met,Exceed Or Significantly Exceed Performance Expectations,As Reflected By The Ratings On Their Individual
Performance Evaluations);Repeating All Ordinances In Conflict Therewith;Providing For Severability,An Effective Date,And Codification.Inquiries may be directed to the Human Resources Department 305-673.7524.
11:15 am.
Religious Uses Ordinance-Religious Land Use And Institutionalized Persons Act(RLUIPA)
An Ordinance Amending The City Of Miami Beach Code,By Amending Chapter 142,"Zoning Districts And Regulations,'Article 11,"District Regulations,'And Article N,"Supplementary District Regulations,"To Provide For The Equal Treatment
Of Religious Institutions In Multifamily,Commercial And Industrial Districts,As Required By Federal Law,Allowing Religious Institutions As A Matter Of Right Up To 199 Occupancy,As Either Main Permitted Or Accessory Uses As Set Forth In The
Respective Zoning Districts,And Requiring Conditional Use Approval For Such Uses With Higher Occupancy.inquiries may be directed to the Planning Department 305-673-7550.
11:25 a.m.
Single Family Parking Space Removal
An Ordinance Amending The City Code,By Amending Chapter 106,'Traffic And Vehicies,"Article ti,"Metered Parking,"Division 1,"Generally,"Section 106-55,"Parking Rates,Fees And Penalties,"To Modify On-Street Parking Space Removal
Requirements For Single Family Uses.Inquiries maybe directed to the Planning Department 305-673-7550.
11:35 a.m.
Repeal Of An Ordinance Amending The Code Of The City Of Miami Beach,Florida,By Chapter 142,"Zoning Districts And Regulations,"Article 11,"District Regulations,"Division 5,CD-2"Commercial,Medium intensity Districl,"By Removing
'Self-Storage Warehouses"As A Conditional Use In This Zoning District;Providing For Repealer,Severability,Codification And An Effective Date.
5:05 P.M.
Alton Road Historic District Buffer Overlay.An Ordinance Amending The Code Of The City Of Miami Beach,Florida,By Amending Chapter 142,'Zoning Districts And Regulations,'Article III,"Overlay Districts,"Creating Division 9'Alton Road-
Historic District Buffer Overlay,'By Including Section 142-863"Location And Purpose,"And Section 142-864"Development Regulations,'Including Among Other Provisions Regulations On Maximum Floor Afea Ratio;Maximum Building Height;
Minimum Setbacks;Building Separation;Demolition Or Additions To Contributing Buildings In An Historic District And Land Use Regulations For Location Of Retail Uses,Restaurants,Bars,Entertainment Establishments,Alcoholic Beverage
Establishments And Similar Uses;Requiring Conditional Use Approval Of Such Uses In Excess Of 10,000 Sq.FL;And Prohibiting Alcoholic Beverage And Entertainment Establishments In Open Areas With Exceptions As Prescribed In The Ordinance;
Providing For Codification;Repealer,Severability;And An Effective Date.Inquiries may be directed to the Planning Department at 305-673-7550.
NOTE:See also advertisement#886,for additional public hearings occurring on May 21,2014.
Dr.Stanley Sutnick Citizen's Forum-The times for the Dr.Stanley Sutnidk Citizen's forum are 8:30 am.and 1:00 pm.,or as soon as possible thereafter.Approximately thirty minutes will be allocated to each session,with individuals being
limited to no more than three minutes or for a period established by the Mayor.No appointment or advance notification is needed in order to speak to the Commission during this Forum.
INTERESTED PARTIES are invited to appear at this meeting,or be represented by an agent,or to express their views in writing addressed to the City Commission,c/o the City Clerk,1700 Convention Center Drive,l°Floor,City Hall,Miami Beach,
Florida 33139.Copies of these items are available for public inspection during normal business hours in the City Clerk's Office,1700 Convention Center Drive,ill Floor,City Hall,Miami Beach,Florida 33139.This meeting,or any item herein,may
be continued,and under such circumstances,additional legal notice need not be provided.
Pursuant to Section 286.0105,Fla.Stat,the City hereby advises the public that:if a person decides to appeal any decision made by the City Commission with respect to any matter considered at its meeting or its hearing,such person must
ensure that a verbatim record of the proceedings is made,which record includes the testimony,and evidence upon which the appeal is to be based.This notice does not constitute consent by the City for the introduction or admission of otherwise
inadmissible or irrelevant evidence,nor does it authorize challenges or appeals not otherwise allowed by law.
To request this material in accessible format,sign language interpreters,information on access for persons with disabilities and/or any accommodation to review any document or participate in any City-sponsored proceeding,please contact us
five days in advance at 305-673-7411(voice)or TTY users may also call the Florida Relay Service at 711.
884 Rafael E Granado,City Clerk
City of Miami Beach
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