Ordinance 95-3024 ORDINANCE NO. 95-3024
AN ORDINANCE OF THE MAYOR AND CITY
COMMISSION OF THE CITY OF MIAMI BEACH,
FLORIDA, AMENDING ORDINANCE NO. 789, THE
CLASSIFIED EMPLOYEES SALARY ORDINANCE, BY
ABOLISHING CERTAIN CLASSIFICATIONS AND
ESTABLISHING NEW CLASSIFICATIONS;
ESTABLISHING NEW SALARY RANGES APPLICABLE
FOR ALL EMPLOYEES WITHIN A CLASSIFICATION
AND PROVIDING FOR EXCEPTIONS THERETO; AND
ELIMINATING FUTURE SALARY INCREASES BASED
ON LONGEVITY, EXCEPT FOR CLASSIFICATIONS
COVERED BY COMMUNICATIONS WORKERS OF
AMERICA (C.W.A.) , FRATERNAL ORDER OF POLICE
(F.O.P. ) , AND INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS (I.A.F.F.) ; PROVIDING FOR A
REPEALER, SEVERABILITY AND AN EFFECTIVE
DATE.
WHEREAS, the Mayor and City Commission of wish to ensure that the City has
an employee classification and compensation system which is fair and equitable
and otherwise meets the objectives of the City, including but not limited to,
consolidating classifications, becoming competitive with public and private
employers with similar operations, enhancing recruitment, retention, and
development of a qualified and diverse applicant and employee pool; and
WHEREAS, on October 5th, 1994, the Mayor and City Commission approved the
award of a contract for a classification and compensation study to Hendricks and
Associates, Inc. (Consultant) , to determine if changes were needed to the City's
current classification and compensation plan; and
WHEREAS, Hendricks and Associates, Inc. has completed the contracted
classification and compensation study; and
WHEREAS, the findings of the study have been presented to the Personnel
Board, Budget Advisory Committee, Capital Improvements/Finance Committee, and
AFSCME bargaining unit; and
WHEREAS, the findings of the study have been presented to the
Administration, and its managers and employees; and
WHEREAS, the employees were afforded an appeal period, during which the
Consultant responded to all appeals; and
WHEREAS, the ordinance set forth herein implements the recommendations of
Hendricks and Associates, Inc. and will be beneficial to the welfare of both
employees and citizens of the City of Miami Beach.
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NOW, THEREFORE, BE IT ORDAINED BY THE MAYOR AND THE CITY COMMISSION OF THE
CITY OF MIAMI BEACH, FLORIDA:
SECTION 1: Section 1 of Ordinance No. 789 is amended to read as follows:
GROUP I AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES
BI-WEEKLY COMPENSATION
JOB CLASSIFICATION JOB CLASS NO. MINIMUM MAXIMUM
ASSISTANT PUMPING MECHANIC 4015 789.85 1263 .75
BUILDING SUPERVISOR 6410 1013 .37 1621.38
CENTRAL SERVICES TECHNICIAN 4406 668 . 97 1070.31
CONTROL ROOM OPERATOR 4017 858 .28 1373 .22
DIESEL GENERATOR MECHANIC 4012 1013 .37 1621.38
FIRE EQUIPMENT MECHANIC 5105 1013 .37 1621.38
FLEET SERVICE WRITER 1614 726 . 90 1163 . 03
HEAVY EQUIPMENT OPERATOR I 4104 858 .28 1373 .22
HEAVY EQUIPMENT OPERATOR II 4103 932 .61 1492 .15
MAINTENANCE MECHANIC 4052 858 .28 1373 .22
MECHANIC I 4334 726 . 90 1163 . 03
MECHANIC II 4333 932 .61 1492 . 15
MECHANIC III 4332 1013 .37 1621.38
MUNICIPAL SERVICE WORKER I 4107 566 .55 906. 51
MUNICIPAL SERVICE WORKER II 4106 615.63 985. 02
MUNICIPAL SERVICE WORKER III 4105 668 . 97 1070.31
MUNICIPAL SERVICE WORKER TRAINEE 4108 521.42 834.25
MUSEUM GUARD 5327 566 .55 906. 51
PARK SUPERVISOR 6008 858 .28 1373 .22
PEST CONTROL SUPERVISOR 6220 932 .61 1492 .15
PUMPING MECHANIC 4013 932 .61 1492 .15
RECREATION OPERATIONS MECHANIC 4202 789.85 1263 . 75
RECREATION PROGRAM SUPERVISOR 6105 858 .28 1373 .22
SEWER PIPEFITTER 4008 789.85 1263 . 75
SEWER SUPERVISOR 4006 858 .28 1373 .22
STOREKEEPER I 1612 789.85 1263 . 75
STOREKEEPER II 1611 858 .28 1373 .22
STOREKEEPER/MECHANIC 6015 858 .28 1373 .22
STORES CLERK 1613 668.97 1070.31
STREET LIGHTING TECHNICIAN I 4036 615.63 985.02
STREET LIGHTING TECHNICIAN II 4035 858.28 1373 .22
STREET SUPERVISOR 4034 858.28 1373 .22
TREE MAINTENANCE ASSISTANT SUPERVISOR 6022 858.28 1373 .22
TREE MAINTENANCE SUPERVISOR 6021 932 .61 1492 .15
TREE TRIMMER 6023 668.97 1070.31
WASTE COLLECTOR 4047 668.97 1070.31
WASTE DRIVER SUPERVISOR 4046 858.28 1373 .22
WATER METER TECHNICIAN I 4024 668. 97 1070.31
WATER METER TECHNICIAN II 4023 789.85 1263 . 75
WATER PIPEFITTER 4007 789. 85 1263 . 75
WATER SUPERVISOR 4005 858.28 1373 .22
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GROUP V OTHER CLASSIFICATIONS IN THE CLASSIFIED SERVICE
BI-WEEKLY COMPENSATION
JOB CLASSIFICATION JOB CLASS NO. MINIMUM MAXIMUM
AIR CONDITIONING SUPERVISOR 4211 1101. 15 1761.80
BEACH PATROL OPERATIONS SUPERVISOR 5403 1535. 10 2456 .17
CARPENTER SUPERVISOR 4261 1013 .37 1621.38
CITY SURVEYOR 3004 1535. 10 2456 .17
COMMUNICATIONS SUPERVISOR 5202 1196. 51 1914 .41
COMPUTER OPERATOR 1523 1013 .37 1621.38
CONCESSION ATTENDANT 6126 566.55 906 .51
CRIME SCENE SUPERVISOR 5013 1412. 76 2260.38
CRIME SCENE TECHNICIAN I 5015 1101.15 1761.80
CRIME SCENE TECHNICIAN II 5014 1196.51 1914 .41
ELECTRICIAN SUPERVISOR 4230 1196.51 1914 .41
ELECTRONICS/INSTRUMENTATION SUPERVISOR 4229 1101.15 1761.80
FIREARMS SPECIALIST 5022 1196 .51 1914 .41
FLEET OPERATIONS SUPERVISOR I 4304 1196 .51 1914 .41
FLEET OPERATIONS SUPERVISOR II 4303 1300 .15 2080.23
MAINTENANCE SUPERVISOR 1101.15 1761.80
METERED SERVICES SUPERVISOR 4021 1196 .51 1914 .41
OFFICE ASSOCIATE II (H.R. & COMPUTERS) 2108 668 . 97 1070.31
PAINT SUPERVISOR 4221 1013 .37 1621.38
PARK OPERATIONS SUPERVISOR 6004 1196 .51 1914 .41
PARK RANGER 615.63 985.02
PARKING FACILITIES SUPERVISOR 1805 858 .28 1373 .22
PARKING FIELD SUPERVISOR 1804 932.61 1492 .15
PARKING OPERATIONS SUPERVISOR 1803 1196 .51 1914 .41
PARKING/EVENTS ATTENDANT 1818 479.85 767.74
PERSONNEL TECHNICIAN I 1714 858 .28 1373 .22
PERSONNEL TECHNICIAN II 1713 932 .61 1492 .15
PERSONNEL TECHNICIAN III 1712 1101.15 1761.80
PLUMBING SUPERVISOR 4269 1101.15 1761.80
POLICE PHOTOGRAPHER 5016 1101.15 1761.80
PROPERTY MANAGEMENT OPER SUPERVISOR 4402 1300.15 2080.23
PUBLIC SAFETY SPECIALIST 5306 668 .97 1070.31
PUMPING OPERATIONS SUPERVISOR 4011 1196 .51 1914 .41
RECREATION LEADER I 6118 615 .63 985.02
RECREATION LEADER II 6117 726.90 1163 .03
RECREATION SUPERVISOR I 6107 1101. 15 1761.80
SCHOOL GUARD 5310 521.42 834 .25
SENIOR BUILDING INSPECTOR 3142 1300. 15 2080.23
SENIOR ENGINEERING INSPECTOR 3106 1412 .76 2260.38
SEWER FIELD OPERATIONS SUPERVISOR 4003 1196. 51 1914.41
STREET LIGHTING OPERATIONS SUPERVISOR 4033 1196. 51 1914.41
STREETS OPERATIONS SUPERVISOR 4032 1013 .37 1621.38
TENNIS CENTER SUPERVISOR 6125 726. 90 1163 .03
WAREHOUSE SUPERVISOR 1610 1196. 51 1914.41
WATER FIELD OPERATIONS SUPERVISOR 4004 1196. 51 1914.41
WATER SERVICE REPRESENTATIVE 4022 858.28 1373 .22
SECTION 2: That the following classifications formerly included in American
Federation of State, County and Municipal Employees and Other
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Classifications in the Classified Service will be abolished:
GROUP I. AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES .
BI-WEEKLY COMPENSATION
JOB CLASSIFICATION JOB CLASS NO. MINIMUM MAXIMUM
BUILDING ATTENDANT 4406 G33 .40 663.08
COMMUNITY CENTER DIRECTOR 6104 779.00 1137.4G
CUSTODIAL SUPERVISOR 4404 G71. 97 943 .90
CUSTODIAL WORKER 4105 597.01 790.57
EQUIPMENT ATTENDANT 4334 731 .28 972 .30
EQUIPMENT MECHANIC 4333 826.41 1162.96
GUARD 5327 611 . 95 814.29
LABORER I 4107 633.40 638.72
LABORER II 410G 671. 97 863.88
MAINTENANCE WORKER I 4056 597. 01 790. 57
MAINTENANCE WORKER II 4055 611 . 95 838. 72
MAINTENANCE WORKER III 4051 G52 .40 863 .88
MAINTENANCE WORKER IV 4053 671. 97 916 .49
NURCERY SUPERVISOR 6005 779.00 1093 . 71
PARK ATTENDANT I G035 G33 .40 838 . 72
PARK ATTENDANT II 6033 692 .13 889.80
PARK MECHANIC 6015 826 .44 1182 . 96
PARK PEST CONTROL CUPERVICOR G009 802 .37 1137.46
PARK SUPERVISOR I 0008 779.00 1093 . 71
POLICE UTILITY WORKER 4292 731.28 1051.64
RECREATION ATTENDANT 4119 G33 . 10 889.80
RECREATION DIRECTOR 6105 779.00 1137.46-
RECREATION
137.40RECREATION CUARD I 5317 652 .40 916 .49
RECREATION GUARD II 5316 692 .13 972.30
CHOP CLERK 1611 671.97 943 .98
CTOREKEEPER 1612 779.00 1137.46
CTREET SUPERVISOR I 4031 756.31 1093 .71
UTILITY WORKER 4282 712 .89 972 .30
WATER METER READER 1136 671.97 943 .98
WATER METER TECHNICIAN 4023 731 .28 1051.64
WIIITEWAY SUPERVISOR I 1035 756.31 1093 . 71
GROUP V. OTHER CLASSIFICATIONS IN THE CLASSIFIED SERVICE
BI-WEEKLY COMPENSATION
JOB CLASSIFICATION JOB CLASS NO. MINIMUM MAXIMUM
ACCOUNTANT 1105 1011.-05 1565.24
ADMINISTRATIVE ASSISTANT II 1012 1011.05 1565.24
AIR CONDITION/ELECTRIC SUPERVISOR 4210 1051.49 1565.24
AUDIOVISUAL SPECIALIST 1025 1137-.29 1760.68
CIVIL ENGINEER III 3007 1330.16 2059.74
CLERK TYPIST (PERSONNEL & MIS) 2108 668. 19 996.15
CODE COMPLIANCE OPERATIONS SUPERVISOR 3153 1182 .78 1760.68
DATA CONTROL TECHNICIAN 152-6 7-52 .32 1068.51
EDP EQUIPMENT OPERATOR 1523 822 .00 1189. 15
EMPLOYEE BENEFITS TECHNICIAN 2122 752 .32 1088.51
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I D TECHNICIAN I 5015 953.01 1447.15
I D TECHNICIAN II 5011 1137.29 1760.68
LABORER HELPER 4108 115.20 658 .57
LIFEGUARD CAPTAIN 5402 1383.6O 1904.35
MASONRY SUPERVISOR 1211 925.25 1206.51
MECIIIANICAL MAINT. OPER. SUPERVISOR 4303 1011.25 1565.24
METERED PARKING FIELD SUPERVISOR 1803 898.30 1337.97
METERED PARKING OPER. SUPERVISOR 1802 1011. 05 1565.24
PARK SUPERVISOR II G007 898.30 1286 .51
PERSONNEL REPRESENTATIVE 1708 1182 .78 1831.11
PHOTOGRAPHER HELPER 1309 468 .83 G58.57
POLICE HELPER 5309 468 .83 650. 57
POLICE RECORDS SPECIALIST 2105 822 .08 1189.45
POLICE UTILITY SUPERVISOR 4291 953 . 01 1447.15
PROPERTY MAINT OPERATIONS SUPERVISOR 4102 1011.05 1565.24
PUBLIC SAFETY SPECIALIST I 5307 618.97 938 . 97
PUBLIC SAFETY SPECIALIST II 5306 730. 11 1056 .81
RECREATION DRIVER WORKER G108 GG8 .44 938 . 97
RECREATION HELPER 6119 468 .83 658.57
RECREATION SUPERVISOR II 6106 981.60 1505. 04
SANITATION INSPECTOR 4045 898.30 1286.51
SENIOR ELECTRICAL INSPECTOR 3112 1279.29 1760.68
SENIOR I D TECHNICIAN 5013 1330. 16 1904.35-
SENIOR
904.31SENIOR MECHANICAL INSPECTOR 3122 1279.29 1760.60•
SENIOR PLUMBING INSPECTOR 3132 1279.29 1760.60
SHOP SUPERVISOR 4301 953 .01 1391.41
STREET SUPERVISOR II 4032 898.30 1337. 97
TENNIS CENTER MANAGER G125 688. 19 996.15
WIIITEWAY SUPERVISOR II 4033 898.30 1337.97
SECTION 3: Section 4 of Ordinance No.789 is amended to read as follows:
SECTION 4 : For employees in classifications covered by Communications
Workers of America, Fraternal Order of Police and International
Association of Firefighters only, longevity increases shall be
determined as follows:
(a) When an employee shall have completed seven years of
employment, he shall be paid a sum equal to two and one-half
per cent (2�A%) of his base pay in addition to the amount he is
paid under Section 1 hereof.
(b) When an employee shall have completed ten years of employment,
he shall be paid a sum equal to five per cent (5%) of his base
pay in addition to the amount he is paid under Section 1
hereof.
(c) When an employee shall have completed fifteen years of
employment, he shall be paid a sum equal to seven and one-half
per cent (7%%) of his base pay in addition to the amount he is
paid under Section 1 hereof.
(d) When an employee shall have completed twenty years of
employment, he shall be paid a sum equal to ten per cent (10%)
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of his base pay in addition to the amount he is paid under
Section 1 hereof.
(e) When an employee shall have completed twenty-five years of
employment, he shall be paid a sum equal to eleven per cent
(110) of his base pay in addition to the amount he is paid
under Section 1 hereof.
For provisions of this Section, length of employment shall
include all time spent as an employee in the Unclassified or Classified
Service, regardless of status, for which compensation has been paid and
time while on approved military leave for service in the Armed Forces of
the United States, provided however, that in the event an employee is
absent from his duties because of service-connected injury, for which
Workman's Compensation is payable, is certified by the City Physician to
be physically able to return to his duties, and fails to do so, the
period between such certification and the employee's actual return to
his duties shall not be deemed to be service time within the meaning of
this sub-paragraph.
SECTION 4: Notwithstanding Sections 1 and 3 above, if an employee' s salary
prior to the effective date of this Ordinance is greater than
the salary range maximum for his/her classification as set
forth in this Ordinance, such employee shall continue to
receive the same greater salary after the effective date of
this Ordinance, except that extra pay received for extra or
hazardous duties performed, uniforms, and other like causes
shall cease when no longer applicable.
SECTION 5: A new Section 5.1 shall be added to Salary Ordinance No. 789 to
read as follows:
Section 5.1: Notwithstanding Sections 1 and 3 above, an employee in a
classification covered by the AFSCME bargaining unit may
receive compensation greater than the salary range maximum for
his/her job classification if a cost of living pay increase
which raises the employee's salary above the salary range
maximum has been granted.
SECTION 6: That all ordinances or parts of ordinances in conflict herewith
be and the same are hereby repealed.
SECTION 7: If any section, subsection, clause, or provision of this
ordinance is held invalid, the remainder shall not be affected
by such invalidity.
SECTION 8: This ordinance shall take effect on the 11th day of December,
1995.
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PASSED and ADOPTED this 6t day of December , 1995.
1111j, /
Ma •
ATTEST:
Wel;401
/ City Clerk
TCA:AJG:jr
1st reading 11/21/95 FORM APPROVED
2nd reading 12/6/95 LEGAL D PT.
Ordinance No. 95-3024 By L 1If .dj '
Date 14 _( //
CITY OF MIAMI BEACH
CITY HALL 1700 CONVENTION CENTER DRIVE MIAMI BEACH FLORIDA 33139
COMMISSION MEMORANDUM NO. )'7 c-C)
TO: Mayor Seymour Gelber and
Members of the City Commission DATE: December 6, 1995
FROM: Jose Garcia-Pedrosa
City Manager if
SUBJECT:
PROPOSED AMENDMENTS TO CLASSIFIED EMPLOYEES SALARY
ORDINANCE NO. 789 AND UNCLASSIFIED EMPLOYEES SALARY
ORDINANCE NO. 1605 - HENDRICKS CLASSIFICATION AND
COMPENSATION STUDY
ADMINISTRATION RECOMMENDATION:
The Administration recommends that the Mayor and City Commission adopt these Ordinances on
second reading, abolishing and establishing certain classifications, establishing and revising certain
salary ranges, and eliminating future longevity pay increases in accordance with the recommendations
made by Classification and Compensation Study consultant Charles Hendricks.
BACKGROUND:
On November 21 , 1995, the Commission met and approved the Classification and Compensation
Study on first reading. This process will improve the City's formal structure for determining the proper
allocations of positions to job classifications and for designating salary ranges for classifications. On
October 5, 1994, the Mayor and City Commission approved awarding a contract for a Classification
and Compensation Study to Hendricks and Associates, Inc. The purpose of the project was to
evaluate current City jobs and job classifications in order to design and implement a classification and
compensation system which is fair and equitable and otherwise meets the objectives of the City. The
Fraternal Order of Police, the International Association of Fire Fighters, and the City Attorney's Office
asked not to be included in the project. The Commission recommended that the Classification and
Compensation study go before the Audit Committee for review. On November 15, 1995, the Audit
Committee met and recommended that the City Manager be responsible for following up on any
individual questions or concerns resulting from the study.
The components of the project included:
1 . Developing methodology and criteria by which to determine appropriate classifications for
positions and to determine appropriate pay ranges.
AGENDA ITEM
DATE 1 q 5
PROPOSED AMENDMENTS TO CLASSIFIED EMPLOYEES SALARY ORDINANCE NO. 789 AND
UNCLASSIFIED EMPLOYEES SALARY ORDINANCE NO. 1605 - HENDRICKS CLASSIFICATION AND
COMPENSATION STUDY
Page Two
2. Developing a sound classification system which accurately describes and evaluates the duties
performed and the knowledge, skills, and abilities required for each job classification which
facilitates accurate comparative analysis of positions and classifications, especially in regards
to relative compensation.
3. Assigning each position to the appropriate classification, consolidating classifications where
possible.
4. Reviewing and revising or developing job specifications, including the identification and
addition of ADA "essential job functions".
5. Determining if classifications are appropriately compensated on an internally consistent basis
and relative to comparable municipalities and private sector agencies on a local and national
scale.
6. Developing a fair and equitable pay system, competitive with public and private employers
with similar operations and which provide internal equity.
7. Assigning each classification to a pay range.
8. Analyzing exempt and non-exempt classification designations as mandated by the Fair Labor
Standards Act.
9. Proposing a pay-for-performance system and implementation methodology for
managerial/executive employees.
10. Providing the City with the methodology used in all phases of the project and training Human
Resources Department staff fully to utilize such methodologies to maintain the classification
and pay system after the project is complete.
1 1 . Recommending revisions to ordinances, procedures, and rules to facilitate the implementation
and maintenance of the classification and compensation plan.
12. Developing procedure for appeals and responding to appeals from employees regarding the
results of the project.
13. Estimating implementation cost of classification and compensation changes.
PROPOSED AMENDMENTS TO CLASSIFIED EMPLOYEES SALARY ORDINANCE NO. 789 AND
UNCLASSIFIED EMPLOYEES SALARY ORDINANCE NO. 1605 - HENDRICKS CLASSIFICATION AND
COMPENSATION STUDY
Page Three
14. Conducting verbal, on-site presentations of findings at formal meetings such as City
Commission, Personnel Board, Budget Advisory Committee, Capital Improvements/Finance
Committee, AFSCME bargaining unit, and conducting informal meetings as necessary.
1 5. Researching and investigating to ensure that all methodologies, procedures, results, and
interpretations are valid, reliable, cross-cultural, and legally defensible for the purposes used.
16. Conducting all phases of the project in a manner consistent with the City's commitment to
enhancing diversity and competitiveness in the job market.
ANALYSIS
Adoption of the findings of this project will facilitate the City's goals to enhance the City's
competitiveness in the job market and to attract and retain the most diverse group of qualified
applicants.
The Classification and Compensation Study has determined appropriate classification titles for City
positions. Job classifications are consolidated to facilitate maintenance of the plan and to
streamline and simplify the hiring and promotional processes.
The Classification and Compensation Study has determined salary ranges for job classifications.
These proposed ranges incorporate important changes to the compensation system. One important
change is that employees' ability to get future salary increases based solely on longevity will be
eliminated. Longevity increases have little to do with competitiveness or motivation to serve the
citizens of Miami Beach.
Implementation of the project would provide a structured classification and compensation plan with
established criteria for each classification and pay range to properly allocate new positions and to
audit and evaluate existing positions to determine the proper job classifications and rate of pay in
a fair and equitable manner.
Updated job specifications were prepared as part of this project including the identification of
"Essential Job Functions" to comply with Americans' With Disabilities Act (ADA). The ADA
mandates and allows for proper placement of new hires and existing employees who have or may
develop disabilities.
A "pay-for-performance" system for managerial/executive classifications has been recommended
with the concept being adapted for use throughout all employee levels.
PROPOSED AMENDMENTS TO CLASSIFIED EMPLOYEES SALARY ORDINANCE NO. 789 AND
UNCLASSIFIED EMPLOYEES SALARY ORDINANCE NO. 1605 - HENDRICKS CLASSIFICATION AND
COMPENSATION STUDY
Page Four
The Human Resources Department has already designed a performance evaluation system (with
input from employee Unions, work groups, and managers) that will focus on goal setting and
achievements and will be linked to compensation.
The consultant has ensured compliance with the Fair Labor Standards Act by recommending for
each position an exempt or non-exempt designation, i.e., eligibility for overtime payment.
The immediate cost to implement the proposed salary range and classification changes is estimated
at $150,000. Funding for implementation is in the budget appropriations for each department
during the 1995-96 period.
The findings of this study have been reviewed by the Budget Advisory Committee, the Personnel
Board, and the Capital Improvements/Finance Committee. The AFSCME bargaining unit has also
expressed support of the project. The current AFSCME contract already includes acceptance of the
proposed changes. e.g. "...the longevity system and the two tier pay plan, currently in place and
as provided for under the attached Agreement, will cease for all bargaining unit members..."
CONCLUSION:
It is recommended that the amendments to Ordinance No. 1605 and Ordinance No. 789 be adopted
on second reading.
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