2014-3868 Ordinance ORDINANCE NO. 2014-3868
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
ZROUP CLASSIFICATIONS, IN ACCORDANCE WITH "SCALE B" OF THE STUDY;
AMENDING THE MINIMUM AND MAXIMUM OF EACH RANGE BY TWO PERCENT
(2%), EFFECTIVE APRIL 23, 2014, AND ONE PERCENT (1%), EFFECTIVE APRIL 1,
2015; ADOPTING THE FOLLOWING CLASSIFICATION 'TITLES: FROM CHIEF
STRUCTURAL PLANS EXAMINER TO CHIEF STRUCTURAL ENGINEER; FROM
EXPENDITURE/TREASURY 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 FIELD 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 FIELD AGENT TO TAX AUDITOR; FROM
CONSTITUENT/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 II;
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
1
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, NOW
RECURRING, NON-PENSIONABLE ADJUSTMENT OF UP TO TWO PERCENT (2%)
OF THEIR SALARIES (BASED ON WHETHER THEY MET, EXCEED OR
SIGNIFICANTLY EXCEED PERFORMANCE EXPECTATIONS, AS REFLECTED BY
THE RATINGS ON THEIR INDIVIDUAL PERFORMANCE EVALUATIONS);
REPEALING ALL ORDINANCES IN CONFLICT THEREWITH; PROVIDING FOR
SEVERABILITY, AN EFFECTIVE DATE, AND CODIFICATION.
WHEREAS, the City has approximately 400 employees who are members of the unclassified
salary group; and
WHEREAS, the Administration will be presenting the contract with 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 AFSCME collective bargaining
agreement; and
WHEREAS, included in AFSCME's tentative agreement is a two percent (2%) Cost of Living
Adjustment (COLA), increasing the minimum and the maximum of the Condrey recommended pay
grades for all classifications covered by the bargaining unit, effective April 1, 2014, which results in
43% of the employees covered by one salary plan; and
WHEREAS, in order to help achieve the City's goal of implementing one single pay plan for all
classifications, the Administration recommends implementing the amended 2009 Condrey
Classification and Compensation Study , unclassified employees, which would establish the following,
effective April 23, 2014: establish the minimum salary for all unclassified salary group classifications in
accordance with scale C of the Study, and establish the maximum salary for all unclassified salary
group classifications in accordance with scale B of the study; and amend the minimum and maximum
of each range by two percent (2%) , (effective April 23, 2014) and one percent (1%), (effective April 1,
2015); and
2
WHEREAS, not to adversely impact unclassified employees at or over the maximum of the
recommended scale B, such employees' salaries will be frozen or red-circled until such time as the
range catches up to their earnings; and
WHEREAS, the recommended pay plan for each unclassified classification that was included
in the amended 2009 Condrey Classification and Compensation Study is provided herein; and
WHEREAS, there is a need to amend the salary ordinance to delete obsolete classifications
and establish new ones; and
WHEREAS, there is a desire to recognize employees over the maximum of their respective
salary ranges, by allowing for one-time, non-recurring, non-pensionable adjustments of up to two
percent of their salaries based on whether they met, exceeded or significantly exceeded performance
expectations as reflected by the ratings on their individual performance evaluations;
NOW, THEREFORE, BE IT ORDAINED BY THE MAYOR AND CITY COMMISSION OF THE CITY
OF MIAMI BEACH, FLORIDA AS FOLLOWS:
SECTION 1: The following lines of Section 1 of the Unclassified Salary Ordinance No. 1605
shall be amended as follows, effective April 23, 2014:
CLASS AND PAY GRADES, SALARIES AND CLASSIFICATIONS
A. Salary Grades and Ranges
Grade, Classifications and Compensation for the City Manager and City Attorney
2-6 CITY MANAGER Base Salary:
U N C $162,916.00/yr to $263,126.00/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
2-6 CITY ATTORNEY Base Salary: $162,916.00/yr to $263,126.00/yr
UNC 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
3
Defined benefit retirement plan
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4
GRADE MINIMUM MAXIM
ANN ANNUAl
SALARY
2-5 $149,28-7 $240198i
2-4 $1377314- $221,773
2-3 $126,369 $2041095
2-2 $116,2965 $187,828
24 $10710266 $172,858
49 $90,645 $146,397
4-8 $831419 $134173-�
44 $59,837 $96,641
4-3 $551068 $887940
42 $50,678 $81,848
44 $46, $751325
49 $42,921 $69)320
-9 $39,500 $631797
9 $361352 $581712
7- $33,453 $54,031
6 $301788 $49,725
6 $28,334 $45,769
4 $26,076 $427114
3 $23196 $38,757
2- $227084 $35
4 $20,324 $3'�4
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Includes two percent (2%) increase recommended effective upon adoption of this ordinance
Condrey Classification and Compensation Plan Recommendation
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 $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
6
Includes one percent (1%) increase recommended effective April 1, 2015
Condrey Classification and Compensation Plan Recommendation
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
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
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GRADE MINIMUM MAXIMUM
ANNUAL ANNUAL
SALARY SALARY
Annual salary based on 2080 hours per year
1 $23,544.85 $38,513.25
B. Classifications and Grades
CMB GRADE CMB GRADE
CLASSIFICATION THROUGH EFFECTIVE
MARCH 30, APRIL 1, 2014
2014
City Attorney 2-6 UNC
City Manager 26 UNC
Deputy City Manager 2-5 30
Assistant City Manager -24 29
Chief Deputy City Attorney -24 29
Chief Financial Officer -24 29
Deputy City Attorney 2-3 27/28
Fire Chief 23 27/28
Police Chief 2-3 27/28
ExeG tiye Assistant to the City Manager 2-2- 23
Public Works Director 2-2 27/28
Assistant Police Chief 24 26
Assistant Fire Chief 24 26
Building Director 24 27/28
Capital Improvement Protects Director 24 27/28
City Clerk 24 27/28
Code Compliance Director 24 27/28
First Assistant City Attorney 24 26
Housing and Community Development Div; ;,,,,
27/28
a
Services Director 9
8
B. Classifications and Grades
CMB GRADE CMB GRADE
CLASSIFICATION THROUGH EFFECTIVE
MARCH 30, APRIL 1, 2014
2014
Human Resources Director 24 27/28
Information Technology Director 2'- 27/28
Budget Performance Improvement Director 24 27/28
Parking Director 24 27/28
Planning Director 24 27/28
Parks and Recreation Director 24 27/28
Procurement Director 2.9 27/28
Tourism, Cultural Affairs and Economic Development 24 27/28
Director
Transportation Director 27/28
Deputy Building Director 2.9 24
Assistant Director- Building 29 24
Assistant Director- Finance 20 24
Building Official 25
Fire Division Chief 20 25
Fire Marshall 20 25
Planning Department Deputy Director 4-9 25
Police Division Major 2.9 25
Assistant Director— Capital Improvement Projects 4-9 24
Assistant Director- Community/ Economic 47 21
Development
Assistant Director— Human Resources 4-9 23
Assistant Director- Parking 4-9 24
Assistant Director— Parks and Recreation 4-9 24
Assistant Director— Public Works 4-9 24
Bass Museum Director 4-9 24
9
B. Classifications and Grades
CMB GRADE CMB GRADE
CLASSIFICATION THROUGH EFFECTIVE
MARCH 30, APRIL 1, 2014
2014
Capital Improvement Projects Division Director 23
Ocean Rescue Division Chief 49 20
Budget Officer 4-9 24
Chief of Staff 49 23
City Engineer 49 24
Executive Assistant to the Chief 49 23
Fleet Management Division Director 49 24
Real Estate, HOUSORg andCOMMURityDevelopment 4-9
DirestGF
Infrastructure Division Director 49 24
Internal Auditor 49 24
49
Police Captain 49 24
Police Commander 49 23
Property Management Division Director 49 24
—
Public Information Coordinator 49 21
Public Safety Communications Unit Director 4-9 23
Sanitation Division Director 49 24
Senior Assistant City Attorney 4-9 24
Special Assistant to the City Manager 49 22
Affirmative Action Officer 48 23
Application Systems Manager 49 23
Assistant City Engineer 49 23
Assistant Director- Neighborhood Services 49 23
Assistant Director- Planning 49 24
Assistant Director- Procurement 49 24
Assistant Director–Tourism and Cultural Development 48 24
10
B. Classifications and Grades
CMB GRADE CMB GRADE
CLASSIFICATION THROUGH EFFECTIVE
MARCH 30, APRIL 1, 2014
2014
Building Operations Manager 4-8 23
Chief Accountant 4-9 23
Chief Learning and Development Officer 4-8 23
ESP Rditw e �Treasury Manager 4-9 23
Finance Manager 4-8 23
Human Resources Administrator It 48 23
Investigator Supervisor 4-8 23
Redevelopment Coordinator 4-8 21
Labor Relations Manager 4-8 21
Revenue Manager 4-8 23
Senior Capital Projects Coordinator 4-9 23
Systems Support Manager 4-8 23
—
Technical Services Manager 4-8 23
dies Water and Sewer Superintendent 4-8 23
AGGGunt Manager F=ii;anGe 4-7
Assistant City Attorney I 21
Administrative Services Manager 4-7 23
Assets Manager 4-7 21
Assistant Division Director- Property Management 4-7 21
Ass*staRt Dirontnr Code Compliance Assistant Director 4-7 23
Assistant Cnr Labor Relatlnna 4-7
Assistant to the Neighborhood Services Director 4-7 19
Assistant Internal Auditor 4-7 21
Community Outreach 4-7 20
Manager
CDBG Projects Coordinator Capital 1 ent 4-7 23
Capital Projects Coordinator 4-7 22
11
B. Classifications and Grades
CMB GRADE CMB GRADE
CLASSIFICATION THROUGH EFFECTIVE
MARCH 30, APRIL 1, 2014
2014
Chief Accessibility Inspector 4-7 20
Chief Structural Engineer- GhlefgtFUGWral PI 24
E + e 4-7
Community Development and Housing Division Director 4-7 23
Community Services Division Director 4-7 21
Construction Management Division Director 47 23
Cultural Affairs Program Manager 4-7 22
Economic Development Division Director 4-7- 24
Emergency Management Coordinator 4-7 23
Employment Supervisor 4-7 21
Geographic Information System Manager 4-7 21
Grants Manager 4-7 21
Historic Preservation Coordinator 4-7 21
Housing and Community and EGenorn*GDevelepment 4-7
Division DoreGtof
Housing Manager 4-7 20
Neighborhood Services Projects Administrator 4-7 20
4-7
Organizational Development and Training Coordinator 4-7 22
Planning and Zoning Manager 4-7 23
Preservation and Design Manager 4-7 23
Risk Manager 4-7 23
Senior Code Compliance Administrator 20
Senior Business Manager 21
Senior Media Specialist 19
Special Projects Coordinator 4-7 19
Streets, Lighting & Stormwater Superintendent 4-7 22
12
B. Classifications and Grades
CMB GRADE CMB GRADE
CLASSIFICATION THROUGH EFFECTIVE
MARCH 30, APRIL 1, 2014
2014
Transportation Manager 4-7 21
Assistant Director- Sanitation 46 20
Assistant City Attorney II 4-6 23
Assistant City Clerk 4-6 21
Capital Improvement Administrator 4.6 21
Capital Projects Administrator 4-6 20
Chief Building Code Compliance Officer 4-6 20
Chief Building Inspector 4-6 20
Chief Electrical Inspector 46 20
Chief Elevator Inspector 4-6 20
Go v Compliance Coordinator-Ghme#
Governmental Com p
Cnineorinn Insr�crtnr 4-6 19
rr
Chief Fire Protection Analyst 4-6 22
Chief Mechanical Inspector 4-6 20
Chief Plumbing Inspector 4-6 20
Civil Engineer III 4-6 23
Claims Coordinator 4-6 20
Community Development Coordinator 4-6 21
Community Information Coordinator 4-6 19
Community Resources Coordinator 4-6 17
Database Administrator 4-6 21
Employee Benefits Coordinator 4-6 19
EMS Coordinator 4-6 22
Environmental Resources Manager 4-6 19
Film and Event Production Manager 4-6 22
Financial Analyst III 4-6 21
Human Resources Administrator t 4-6 20
13
B. Classifications and Grades
CMB GRADE CMB GRADE
CLASSIFICATION THROUGH EFFECTIVE
MARCH 30, APRIL 1, 2014
2014
Implementation Services Manager a-6 18
Landscape Projects Coordinator 4-6 21
MayeqCernrnisGien Aide 46
OffiGe of Child Development DiFeGtO 4-6
Office Manager (City Attorney) 46 18
Organizational Development and Training Specialist 46 21
Park Facility Manager 4.6 21
Parks Superintendent 4-6 21
Police Plans and Policies Manager 46 21
Principal Planner 46 21
Project Planner/Designer 46 20
Property Maintenance/Operations Superintendent 46 22
PSCU Administrator 4-6 21
Public Information Officer 4-6 21
Director of the Office of Communications 4-6 23
Radio Systems Administrator 4-6 21
Senior Auditor 4-6 20
Senior Administrative Manager 4-5 21
Senior Human Resources Specialist 4-6 21
Senior Legal Secretary 17
Senior Management Analyst 4-6 20
Senior Management and Budget Analyst 46 20
Senior Management Consultant 4-6 21
Senior Network Administrator 4-6 21
Senior Systems Administrator 4-6 21
Special Projects Administrator 21
14
B. Classifications and Grades
CMB GRADE CMB GRADE
CLASSIFICATION THROUGH EFFECTIVE
MARCH 30, APRIL 1, 2014
2014
Storage Area Network Architect 46 21
Marketing and Tourism Manager Tourism 4-6 22
Traffic Engineer 46 22
Transportation Analyst 18
Transportation Operations Supervisor 22
Transportation Coordinator 4-6 19
Park Superintendent - Urban Forester 4-6 21
Utility Billing Supervisor 4-6 20
VOIP Network Administrator 4-6 22
Assistant Director- Bass Museum 4-5 21
Building Permitting Information Analyst II 4-5 18
CDBG Projects Coordinator 4-5 23
Central Services Coordinator 4-5 16
Code Compliance Manager (Quality Assurance
Coordinator) ?1
Code Compliance Supervisor 4-5 18
Contracts Compliance Administrator 4-5 21
Contracts Compliance Specialist 4-5 18
Emergency Management Specialist 4-5 21
DepaFtmental ADA Coordinator 4-5 21
Development Coordinator 4-5 21
Development and MBTV Director 21
Development Review Services Coordinator 4-5 18
Film and Print Coordinator 4-5 16
Financial Analyst II 4-5 19
Fire Protection Analyst 4-5 18
Grants Writer/ Researcher 4-,5 17
15
B. Classifications and Grades
CMB GRADE CMB GRADE
CLASSIFICATION THROUGH EFFECTIVE
MARCH 30, APRIL 1, 2014
2014
Information Technology Specialist III 4-5 20
Inspection Services Coordinator 4-5 20
Leasing Specialist 4-5 20
Media Specialist 4-5 16
Network Administrator 4.5 21
Property/Evidence Supervisor 4-5 21
Public Arts Coordinator 16
Public Safety Management and Budget Analyst 4-5 21
Quality Assurance Manager 4-5 21
Redevelopment Specialist 4-5 19
Right-of-Way Manager 4.5 19
Safety Officer 4-5 21
Senior Planner 4-5 20
Senior Plans Designer 4-5 21
Senior Capital Projects Planner 4-5 21
Senior GIS Analyst 4-5 21
Senior Systems Analyst 4-5 20
Senior Telecommunications Specialist 4-5 19
Special Events Coordinator 4-5 16
Structural Engineer 4-5 23
Systems Administrator 4-5 19
Administrative Manager 4-4 20
Asset Specialist 18
Assistant City Attorney 1 4-4 21
Building Records Manager 4-4 17
CDBG Program Analyst 4-4 20
16
B. Classifications and Grades
CMB GRADE CMB GRADE
CLASSIFICATION THROUGH EFFECTIVE
MARCH 30, APRIL 1, 2014
2014
Civil Engineer II 44 22
Communications Manager 4-4 17
Housinq and Community Development Programs 4-4 18
Specialist
Construction Manager 44 19
Cultural Facilities Manager 4-4 20
Curator 4-4 18
Curator of Collections 4-4 20
Curator of Education 4-4 18
E-government Administrator 44 19
Entertainment Industry Liaison 44 20
Environmental Specialist 4-4 17
Geographic Information System Analyst 4-4 17
Housing Specialist 44 18
Information Technology Specialist II 4-4 18-7
Legal Administrator 44 18
Management and Budget Analyst 1 44 16
Management Consultant 4-4 19
Mayor/Commission Branding Manager 4-4 20
Parking Administration Manager 4-4 20
Parking Operations Manager 4-4 18
Performance and Scheduling Analyst 4-4 20
Police Records Manager 4-4 16
Maintenance Management Coordinator- PFE)perty 44 20
Records Manager 4-4 18
Recreation Supervisor II 4-4 20
Sanitation Superintendent 4-4 18
17
B. Classifications and Grades
CMB GRADE CMB GRADE
CLASSIFICATION THROUGH EFFECTIVE
MARCH 30, APRIL 1, 2014
2014
Senior Procurement Specialist 4-4 19
Systems Analyst 44 19
Telecommunications Specialist 44 18
Social Worker 4-4 22
Transportation Engineer 4-4 18
Victims Advocate 44 15
Visual Communications Specialist 4-4 16
Agenda Coordinator 4-3 16
Auditor 4-3 17
Executive Office Associate II 4-3 16
Financial Analyst 1 4-3 17
Fleet Analyst 413 18
Labor Relations Specialist 4-3 18
Management & Budget Analyst 43 18
Office Manager 43 18
Human Resources Specialist 4.3 18
Planner 4-3 14
Planner 1 16
Planner II 18
Procurement Coordinator 4-3 16
Program Coordinator (Youth Empowerment Network) 16
Project Manager 19
Public Art Coordinator 4-3 16
Public Information Specialist 43 16
Security Specialist 4-3 18
Special Events Liaison 4-3 18
18
B. Classifications and Grades
CMB GRADE CMB GRADE
CLASSIFICATION THROUGH EFFECTIVE
MARCH 30, APRIL 1, 2014
2014
Bicycle Program Coordinator 42 17
Building Permitting Information Analyst 1 42 17
Building Records Supervisor 42 17
Civil Engineer 1 42 21
Community Development Technician 42 14
GORstituen Commission Aide 42 15
Executive Office Associate 1 42 15
Tax Auditor Field AgepA 4-2 16
Field Inspections Supervisor— CIP Field Supervisor 42 19
Field lnspeGtiGR6SupeP,;iseF Planning and Zoning 42 16
Inspector
Financial Analyst 42 12
Homeless Program Coordinator 42 18
Information Technology Specialist 1 4-2 16
Labor Relations Technician 42 14
Legal Secretary 42 16
Business Manager 42 19
Police Public Information Officer 4.2 17
Police Records Supervisor 42 12
Public Safety Payroll Administrator 42 17
Reg+s#a-r 42
Records Supervisor 42 17
Case Worker 44 11
Customer Service Liaison 44- 14
Elder Affairs Coordinator 44 15
Grants & Operations Administrator 44 14
Ice Rink Manager 44 16
19
B. Classifications and Grades
CMB GRADE CMB GRADE
CLASSIFICATION THROUGH EFFECTIVE
MARCH 30, APRIL 1, 2014
2014
Media Assistant 44 15
Office Associate V 44 14
Parks and Recreation Administrative Specialist 18
Parks and Recreation Analyst 44 16
Sanitation Coordinator 44 14
Truancy Coordinator TruanGYPFeventien PFegpan4 44 16
Tutoring Supervisor 14
Assistant Ice Rink Manager 4-0 14
Code Violations Clerk 40 12
Management Intern 40 16
Paralegal 4-0 14
Case Worker II 9 12
Office Associate IV 6 12
Field Monitor 6 12
Graffiti Removal Coordinator 6 10
Office Associate III 7 11
Receptionist 7- 9
Educational Aide 7
Intern 6 7
Mayor/Commission Office Manager 6 5
Secretary 6 5
Social Worker Intern 3 10
SECTION 2: INTENT AND APPLICABILITY.
That adopting this ordinance is a substantial step toward having on salary plan for all City employees
without adversely impacting any individual's current earnings; therefore, those at or over the
20
maximum of the range for their respective classifications shall have their salaries frozen or red-circled
until such time as the range catches up to them.
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.
To promote morale and recognize jobs well done, employees at or over the maximum of their
respective salary ranges, shall be eligible for one-time, non-recurring, non-pensionable adjustments of
up to two percent of their salaries based on whether they met, exceeded or significantly exceeded
performance expectations as reflected by the ratings on their individual performance evaluations.
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.
SECTION 5: EFFECTIVE DATE.
A. The Ordinance amendments set forth in Section 1 above adding and/or deleting positions shall
be effective ten days upon adoption on second reading. Increasing the minimum and
maximums of the pay grades by two percent (2%) shall be effective the first full pay period
after adoption, and by one percent (1%) on April 1, 2015. These increases to the ranges shall
not result in individual salary increases unless an employee's earnings are below the minimum
of the recommended range.
B. The three percent (3%) cost of living adjustment (COLA) effective the first pay period of
October 2014 shall not increase the minimum or maximum of the adopted pay plan.
C. Employees in the unclassified salary group whose base salary exceeds the maximum of the
pay range herein adopted shall not be eligible for the COLA.
[The remainder of this page intentionally left blank]
21
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 91 day of Q 12014.ZOO
........... ip Levine, M or
:INCORP, IO
ATTEST: 2; 11 ,
Rafael E. Granado, City Clerk
APPROVED AS TO
FORM& LANGUAGE
&FOR EXECUTION
City Attor Date
22
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; adopting the 2009 Condrey Classification and Compensation Study, as amended,
establishing a salary plan of 30 pay ranges, recommending a two percent(2%) increase to those ranges upon adoption and a
one percent (1%) increase effective April 1, 2015. Abolishing obsolete classifications and establishing new ones or title
changes that more accurately reflect incumbents' roles; repealing all ordinances in conflict; providing for severability, an
effective date and codification.
Key Intended Outcome Supported:
Streamline the delivery of services through all departments; Ensure expenditure trends are sustainable over the long
term.
Item Summa /Recommendation:
Second Reading and Public Hearing
The City's agreement with the American Federation of State, County and Municipal Employees (AFSCME), a bargaining unit
that represents over 300 employees, ratified by the bargaining unit members April 21 and the City Commission April 23, 2014,
calls for adoption of the amended Condrey Classification and Compensation Plan of 2009, a two percent (2%) cost of living
adjustment (COLA) effective April 1, 2014, and a one percent (1%) COLA effective April 1, 2015. One of the many purposes
for which the Condrey study was commissioned was the development of a singular salary plan to cover all City employees,
thereby reducing the number of plans to be administered from seven to one. With that particular purpose in mind, the
Administration recommends adopting the Condrey plan for the unclassified employees, of which there are approximately 410,
and adjusting the minimum and maximums of the ranges by the same percentage of the AFSCME COLAs effective upon
adoption of this ordinance and on April 1, 2015. The adjustment of the ranges in 2014 and 2015 will not result in individual
increases unless employees are earning less than the minimum of the range. As of this writing, there are eleven unclassified
employees under the minimum of their respective recommended salary range minimum. Raising their salaries to the
minimum of the range has a budgetary impact of approximately$53,000. There are approximately 55 unclassified employees
over the maximum of their respective recommended salary ranges. Freezing or red-circling their salaries until the ranges
catch up to them will delay the City's anticipated savings of $450,000. The Administration is recommending that the three
percent (3%) COLA effective October 2014, not extend the ranges, as they will have been extended in April 2014 by two
percent and April 2015 by one percent. This ordinance also incorporates the recommendation from the Finance and Citywide
Projects Committee (FCWPC), that employees earning over the maximum of the recommended range, be eligible for an
annual, non-recurring, non-pensionable performance adjustment of up to two percent. The ordinance was approved at first
hearing Aril 23, 2104.
Advisory Board Recommendation:
FCWPC recommended that for employees earning over the maximum of the recommended range, Condrey and the Human
Resources Director review the salary grade if there have been changes in duties or organizational structure. The Committee
also recommended an annual, non-recurring, non-pensionable performance incentive of two up to two percent for such
employees.
Financial Information:
Source of Amount
Funds: 1 FY2012/2013
$0
2 FY2013/2014 Anticipated cost of raising salaries below the minimum of the
$ 53,000 recommended ranges.
Cost of 3%COLA in October 2014 which does not extend the ranges was
3 FY2014/2015 previously approved in October 2013. One percent(1%)expansion of
Minimal ranges on April 1,2015, does not result in individual increases unless
employees are below the new minimum.
OBPI Total $53,000
Financial Impact Summary: The estimated 5-year impact of raising employees to the minimum of their ranges is
approximately$265,000. The maximum estimated impact of a 2% an annual, non-recurring, non-pensionable performance
adjustment is approximately $950,000, assuming no turnover and assuming everyone earns the full amount available.
City Clerk's Office Legislative Tracking:
[-Sylvia Crespo-Tabak, Human Resources Director
Sign-Offs:
Department Director Assistant City Manager City Manager
110 k
Sylvia Crespo-Tabak t ' G. ooks Jimmy L. Morales
s�
BEAC H_ Agenda Item 5 M I M I_ ate
_ MIAMI BEACH
City of Miami Beach, 1700 Convention Center Drive,Miami Beach, Florida 33139,www.miamibeachfl.gov
COMMISSION MEMORANDUM
TO: Mayor Philip Levine and Members f the City C mmission
FROM: Jimmy L. Morales, City Manager
DATE: May 21, 2014 ml
READING PUBLIC HEARING
SUBJECT: AN ORDINANCE OF THE MA R 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" OF THE STUDY;
AMENDING THE MINIMUM AND MAXIMUM OF EACH RANGE BY TWO PERCENT (2%),
EFFECTIVE APRIL 23, 20147 AND ONE PERCENT (1%), EFFECTIVE APRIL 1, 2015;
ADOPTING THE FOLLOWING CLASSIFICATION TITLES: FROM CHIEF STRUCTURAL
PLANS EXAMINER TO CHIEF STRUCTURAL ENGINEER; FROM
EXPENDITUREITREASURY 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 FIELD 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 FIELD
AGENT TO TAX AUDITOR; FROM CONSTITUENT/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 II; DEVELOPMENT AND MBTV DIRECTOR;
PUBLIC ARTS COORDINATOR; PROGRAM COORDINATOR (YOUTH EMPOWERMENT
City Commission Memorandum
Mat 21,2014
Unclassified Salary Ordinance 2nd Reading and Public Hearing
Page 2 of 7
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, NON-RECURRING, NON-
PENSIONABLE ADJUSTMENT OF UP TO TWO PERCENT (2%) OF THEIR SALARIES
(BASED ON WHETHER THEY MET, EXCEED OR SIGNIFICANTLY EXCEED
PERFORMANCE EXPECTATIONS, AS REFLECTED BY THE RATINGS ON THEIR
INDIVIDUAL PERFORMANCE EVALUATIONS); REPEALING ALL ORDINANCES IN
CONFLICT THEREWITH; PROVIDING FOR SEVERABILITY, AN EFFECTIVE DATE, AND
CODIFICATION.
RECOMMENDATION
The Administration recommends approval of the ordinance.
BACKGROUND
The City of Miami Beach has five (5) classified service 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.
City Commission Memorandum
Mat 21,2014
Unclassified Salary Ordinance 2nd Reading and Public Hearing
Page 3 of 7
The City also has one 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 employees. The City of Miami Beach has approximately 400 employees in the
unclassified salary group.
ANALYSIS
The City has ratified collective bargaining agreements with four of the five bargaining units
representing employees and the tentative agreement with AFSCME is being presented for
ratification at this April 23, 2014, City Commission meeting. As of this writing, AFSCME
bargaining unit employees are scheduled to vote on the agreement Monday, April 21, 2014.
The tentative 2013-2016 agreement between the parties includes adoption of the Condrey
Classification and Compensation Plan 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.
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.qov/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.
In 2009, 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
City Commission Memorandum
Mat 21,2014
Unclassified Salary Ordinance 2nd Reading and Public Hearing
Page 4 of 7
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, 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.
The direction given by the Commission was not to implement the recommendations made by
Condrey & Associates upon the "others" group and unclassified employees until it was accepted
by or imposed upon at least one collective bargaining unit. AFSCME 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" (if also adopted as presented today) will
represent 43 percent of all City employees under one pay plan.
Another recommendation found in the study is that the City change its practice of not providing
additional compensation for maxed out employees other than the COLA. Instead, the City
should consider a policy that once employees reach the top of the range, performance/merit
increases should be earned as a lump sum payment (one-time "bonus") rather than being
added to the base salary. This will help alleviate retention and motivation problems associated
with employees who have `maxed out' of their pay range.
Finance and Citywide Proiects Committee Recommendation
At the April 16, 2014, Finance and Citywide Projects Committee (FCWPC) meeting, Vice Mayor
Micky Steinberg and Commissioners Michael Grieco and Joy Malakoff, discussed revisions to
Ordinance 2013-3826, which contains the most recent change adopted by the City Commission
i
City Commission Memorandum
Mat 21,2014
Unclassified Salary Ordinance 2nd Reading and Public Hearing
Page 5 of 7
on September 30, 2013. That change called for a three percent COLA effective October 1,
2014, for all unclassified employees whose salaries were not at or above the maximum of the
ranges recommended by Condrey and Associates for the respective classifications.
At that meeting, the FCWPC recommended that the ordinance be revised to allow for the
recognition of such employees through one-time, non-recurring, non-pensionable adjustments
of up to two percent of their respective salaries based on whether they met, exceeded or
significantly exceeded performance expectation, as indicated by the ratings on their individual
performance evaluations.
Consistent with Condrey's recommendations, 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).
Now that the agreement with AFSCME has been ratified, to support the goal of having one
salary program to administer and in lieu of a salary survey, the Administration formally
recommends amending the entire salary scale consistent with the COLA provisions negotiated
with AFSCME. Such an action will maintain the salary plan intact and has the potential to have
a substantially limited impact because unless otherwise provided for by the City Commission,
only newly hired employees at the bottom of the current salary range may see an.increase in
pay.
In October 2013, the City Commission adopted Ordinance #2013-3826, which provides that 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 adjusted maximum of the pay range for the comparable job title recommended in the
Condrey Study. At the time that this ordinance was adopted, Condrey had not been formally
adopted into the City's compensation plan. Therefore, if the City Commission adopts the
ordinance as presented, the Administration further recommends that the three percent COLA of
October 2014 not extend the salary ranges.
On October 2013, 60 classifications were identified as having incumbents earning over the
proposed maximum for their respective salary ranges. Since then two have retired from City
service and one classification's salary range was amended after Condrey and the Human
Resources Director's review of additional information. As of this writing two more classifications
are being reviewed due to a substantial change in duties since the study was conducted.
Therefore, the list of incumbents earning over the maximum of their respective classifications
has been amended accordingly (Attachment 3).
In addition, over the last few years, several reclassifications and organizational changes
affecting a number of unclassified positions have taken place, and are not yet reflected in the
Unclassified Salary Ordinance. The attached ordinance provides conformity with such actions.
At the time of the Condrey study in 2009, vacant positions were not classified or assigned a pay
grade. As these positions have been re-instated, prior to recruiting, the Human Resources
Director has reviewed them and assigned an appropriate pay grade based on a number of
factors in the job description. Other positions remain vacant and are not budgeted to be filled in
City Commission Memorandum
Mat 21,2014
Unclassified Salary Ordinance 2nd Reading and Public Hearing
Page 6 of 7
the current year; however, the classifications have not been removed from the pay plan as they
may be needed in the future. As such, the Human Resources Director has recommended
maintaining them in the pay plan at a similar compensation level and studying in further detail as
time permit or when there is a request to fill. As of this writing, the Administration continues to
work with the consultant on an informal basis, where he provides guidance to the Human
Resources Director in identifying the salary range for those classifications not a part of the
study. It is anticipated that this relationship will continue especially as employees earning over
the maximum of the recommended pay range come forward and demonstrate that their duties
have changed substantially since the study was conducted or there has been an equally
significant change in reporting structure.
Correction of Scrivener's Errors
The proposed ordinance has been revised to correct the following errors in pay grade
designation, effective April 1, 2014.
• Assistant Division Director— Property Management, from grade 22 to grade 21;
• Media Specialist, from grade 19 to grade 16;
• Senior Planner, from grade 19 to grade 20;
• E-government Administrator, from grade 18 to grade 19;
• Information Technology Specialist Il, from grade 17 to grade 18;
• Management and Budget Analyst I, from g r ade 20 to grade 16;
• Community Development Technician, from grade 17 to grade 14;
• Information Technology Specialist I, from grade 14 to grade 16;
• Parks and Recreation Administrative Specialist, from grade 16 to grade 18;
• Assistant Ice Rink Manager, from grade 13 to grade 14;
• Code Violations Clerk, from grade 13 to grade 12; and
• Social Worker Intern, from grade 1 to grade 10.
CONCLUSION
The Administration recommends adoption of the Condrey Classification and Compensation Plan
for all classifications in the unclassified salary group, whereby, effective April 23, 2014, the 2009
Condrey Classification and Compensation Study, subsequently amended by seven percent
(7%) in August 2013 by the consultant, establishing the minimum salary for all unclassified
classifications in accordance with scale C of the study, and establishing the maximum salary in
accordance with scale B of the study. Furthermore, the minimum and maximum of the ranges
for these classifications will be increased by two percent effective upon implementation and by
City Commission Memorandum
Mat 21,2014
Unclassified Salary Ordinance 2"d Reading and Public Hearing
Page 7 of 7
one percent effective April 15, 2015.
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 catch up to them. In line with the recommendation made at the
April 16, 2014, FCWPC meeting, Condrey also recommended and the Administration agrees
that "unlike the City's current system, where no additional compensation is provided for maxed
out employees other than the COLA, the City should consider a policy that once employees
reach the top of the range, performance/merit increases should be earned as a lump sum
payment (one-time `bonus') rather than being added to the base salary. This will help alleviate
retention and motivation problems associated with employees who have 'maxed out' of their pay
range."
Equally important is the recommendation that the October 2014 COLA approved by the City
Commission not extend the salary ranges as contemplated in October 2013.
The Administration recommends ratification of the classifications and organizational changes
reflected in the ordinance, and that the City Commission approve the ordinance.
Attach nts
JLM/K /SC-T
ATTACHMENT 1
4LNA CONDREY & A Human Resources Consulting Company
ASSOCIATES, INC. g
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. PIease do not hesitate to contact me if I may provide
further information.
Sincerely,
Stephen E. Condrey, Ph.D.
President
706.548.8938 ® ®586.816.4067 L" -7__�s ; Athens,GA 30604-7907
www.condrey-consulting.coin
889
ATTACHMENT 2
CONDREY &
• ASSOCIATES.,AASSOCIATES., 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,
Stephen E. Condrey, Ph.D.
President
706.548.8938 0-706.380.7110/ 0586.816.4067 0 Athens,GA 30604-7907
www.condrey-consulting.com
890
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MIAMI HERALD I MiamiHerald.com NE THURSDAY,MAY 8,2014 1 VNE
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 am.
Ordinance Amending Chapter 2 Of The Miami Beach City Code Entitled"Administration;By Amending Article N 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 Cfassifications 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-01-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.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 Gmup 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 01 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 4 II And III To Human Resources
Technician;Deleting The Following Obsolete Classifications:Administrative Aide II/Risk 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.
X11:00 a.m.
Unclassified Salary Ordinance
An Ordinance Of The Mayor And City Commission OtThe City Of Miami Beach,Florida,Amending Ordinance No.1605,The Unclassified Employees Salary Ordinance Of The City Of Miami Beach,Rorida,As Follows:Providing ForThe 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 Establishng The Maximum Salary For All Unclassified Salary Group Classifications,In Accordance With
"Scale B"Of The Study,Amending The Minimum And Maximum Of Each Range By Two Percent(2%),Effective April 23,2014,And One Percent(1%),Effective April 1,2015;Adopting The Following Classification Titles:From Chief Structural Plans
Examiner To Chief Structural Engineer,From Expenditurefireasury Manager To Treasury Manager;From Executive Assistant To The City Manager To Assistant To The City Manager,From Utility Superintendent To Water And Sevier 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 Feld 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 Field Agent To TaxAudilor;From Constituent/Commission Aide To Commission Aide;From Call Cenler/Customer Service ManagerTo 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 t Educational Aide;Parks And Recreation Administrative Specialist;Planner I And Planner II;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 Relation Director,Housing,Community And Economic Development Division Director;Office 0f 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 Communication Unit Director;Secretary;Senior
Human Resources Specialist;Transportation Analyst;Transportation Operations Supervisor,Transportation Director;Permitting The Recognition Of Those Unciassifed 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(2%)Of Their Salaries(Based On Whether They Met,Exceed Or Significantly Exceed Performance Expectations,As Reflected By The Ratings On Their Individual
Performance Evaluations);Repealing 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 II,"District Regulations,"And Article IV"'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 01 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 Vehicles,"Article II,"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 may be 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 District,"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 111,"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 Roor Afea Ratio;Maximum Building Height
Minimum Setbacks;Building Separation;Demolition Or Addition 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.Ft.;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 if 886,far additional public hearings occurring on May 21,2014.
Dr.Stanley Sufnick Citizen's Forum-The limes for the Dr.Stanley Sutn ick Citizen's Forum are 8:30 a.m.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,1'Floor,City Hall,Miami Beach,
Ronda 33139.Copies of these items are available for public inspection during normal business hours in the City Clerk's Office,1700 Convention Center Drive,10 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 tatty 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