2012-27868 Reso (R5M B) RESOLUTION NO. 2012-27868
A RESOLUTION OF THE MAYOR AND CITY COMMISSION OF THE
CITY OF MIAMI BEACH, FLORIDA PROVIDING FOR ALL
UNCLASSIFIED EMPLOYEES, EFFECTIVE THE FIRST FULL PAY
PERIOD ENDING IN APRIL 2012, AN ACROSS THE BOARD COST-
OF-LIVING ADJUSTMENT (COLA) OF UP TO THREE PERCENT (3%)
FOR THOSE EMPLOYEES WHO ARE NOT CURRENTLY AT THE
MAXIMUM OF THE PAY RANGE OF THEIR JOB CLASSIFICATION;
AND PROVIDING NO ADJUSTMENT TO THE MINIMUM AND
MAXIMUM OF EACH PAY RANGE.
WHEREAS, the City of Miami Beach has approximately 400 employees who are
considered Unclassified employees; and
WHEREAS, during 2010, the City and its bargaining units reached agreements
to amend the prior three-year collective bargaining agreements (CBAs); and
WHEREAS, the successor three-year CBAs were approved by the
corresponding bargaining unit members and ratified by the City Commission; and
WHEREAS, in order to attain the Commission's goal of approximately $15 million
savings in employee concessions for FY 2009/2010 and FY 2010/2011, the CBAs
contained the following provisions as cost savings components: no cost-of-living
adjustments (COLA) for the first two and one-half (2 '/2) years of the agreements; no
merit increases for bargaining unit employees represented by AFSCME Local 1554,
CWA Local 3178 and GSAF Local 100 for a period of time specified in each of these
individual CBAs (eligible members of the FOP and IAFF employee groups continued to
receive their step increases during this period of time); and when the merits resume, the
maximum will be two percent (2%) instead of the previous maximum of four percent
(4%); and
WHEREAS, consistent with the concessions negotiated with the represented
Classified employees the City imposed an equivalent COLA and merit/step freezes on
the unrepresented Classified employees and all Unclassified employees for the same
period; and
WHEREAS, an across the board COLA of three percent (3%) for all represented
Classified employees was negotiated, with a corresponding increase to the minimum
and maximum of each pay grade, effective with the first full pay period ending in April
2012 (approximately six (6) months into FY 2011/2012); and
WHEREAS, as part of the adopted FY 2011/2012 operating budget approved by
the City Commission, $580,000 was budgeted for all Unclassified employees to receive
a three percent (3%) COLA effective with the last full pay period in April 2012; and a
three percent (3%) increase to the minimum and maximum of each pay range; and
WHEREAS, during the February 24, 2012 Special City Commission meeting, the
Administration presented to the City Commission an amendment to Ordinance No.
1605, the Unclassified Employees Salary Ordinance as "Alternative A", implementing a
three percent (3%) COLA effective with the first full pay period ending in April 2012, and
a three percent (3%) increase to the minimum and maximum of each pay range; and
WHEREAS, the City Commission chose not to approve an amendment to
Ordinance No. 1605, but instead approved "Alternative B", which provides up to a three
percent (3%) COLA for those employees who are not currently at the maximum of their
pay range for their job classification and does not provide any adjustment to the
minimum and maximum of each pay range; and
WHEREAS, the City estimates an impact of approximately $418,000 to the City's
FY 2011/2012 operating budget, which is approximately $162,000 less than what was
budgeted and approved by the City Commission as part of the FY 2011/2012 Budget
process; and
NOW, THEREFORE, BE IT DULY RESOLVED BY THE MAYOR AND THE
CITY COMMISSION OF THE CITY OF MIAMI BEACH, FLORIDA that Unclassified
employees, effective with the first full pay period ending in April 2012, shall receive an
across the board cost-of-living adjustment (COLA) of up to a three percent (3%) for
those employees who are not currently at the maximum of the pay ranger of their job
classification; and providing no adjustment to the minimum and maximum of each pay
range. I�v I
PASSED and ADOPTED this day of Marck , 2012.
Ma I Herrera ower, Mayor
INCORP RATED
._. ...
ATTEST: RCH 26 APPROVED AS TO FORM & LANGUAGE
y & F 6e�UT�
P0_4C( A--, Z 17 12
Robert Parcher, City Clerk Dat e
F:\HUMA\$all\REG\ORDINANCES-COLA\COLA Unclassified Alternative B Resolution.docx
COMMISSION ITEM SUMMARY
Condensed Title:
Alternative A - An Ordinance amending Ordinance No. 1605, the Unclassified Employees Salary Ordinance as follows:
providing for all Unclassified employees, effective the first full pay period ending in April 2012, an across the board cost-
of-living adjustment (COLA) of three percent (3%), and a three percent (3%) increase to the minimum and maximum of
each pay range; or
Alternative B-A Resolution providing for all Unclassified employees, effective the first full pay period ending in April 2012,
an across the board cost-of-living adjustment (COLA) of up to three percent (3%) for those employees who are not
currently at the maximum of the pay range of their job classification; and providing no adjustment to the minimum and
maximum of each pay range.
Key Intended Outcome Supported:
Increase community satisfaction with City government.
Supporting Data (Surveys, Environmental Scan, etc.): In the 2009 Community Satisfaction Survey, among the four
(4) areas of customer service measured, 85.5% of respondents agreed that "the employees that assisted me were
courteous and professional."
Issue:
Shall the City provide a classification and compensation system that is fair and externally and internally competitive; and
consistent with those negotiated for the Classified employees covered by the American Federation of State, County and
Municipal Employees (AFSCME); Fraternal Order of Police (FOP); International Association of Firefighters (IAEF);
Communication Workers of America (CWA); and the Government Supervisors Association of Florida (GSAF), by
amending the Unclassified Employees Salary Ordinance to provide an across the board cost-of-living adjustment (COLA)
of three percent(3%), with the first full pay period ending Aril 2012?
Item Summary/Recommendation:
Alternative A - An Ordinance amending Ordinance No. 1605, the Unclassified Employees Salary Ordinance as follows:
providing for all Unclassified employees, effective the first full pay period ending in April 2012, an across the board cost-
of-living adjustment (COLA) of three percent (3%), and a three percent (3%) increase to the minimum and maximum of
each pay range; or Alternative B -A Resolution providing for all Unclassified employees, effective the first full pay period
ending in April 2012, an across the board cost-of-living adjustment (COLA) of up to three percent (3%) for those
employees who are not currently at the maximum of the pay range of their job classification; and providing no adjustment
to the minimum and maximum of each pay range.
The Administration recommends the City Commission approve Alternative A, approving the proposed Ordinance
amendment on first reading, and setting a second reading, public hearing for April 11, 2012. However, should the City
Commission not approve Alternative A, the Administration recommends that the Commission adopt Alternative B, which
provides for all Unclassified employees, effective the first full pay period ending in April 2012, an across the board cost-of-
living adjustment (COLA) of up to three percent (3%) for those employees who are not currently at the maximum of the
pay range of their job classification; and providing no adjustment to the minimum and maximum of each pay range.
Adv isory Board Recommendation:
Discussed and approved by the Finance and Citywide Projects Committee at the June and July 2011 budget-related
meetin s as well as by the full Commission during the September 2011 budget commission meetings.
Financial Information:
Source of n Amount Account Approved
Funds: Alternative A $580,000 Included in various Departmental salary
budgets for FY 2011/2012
Alternative B $418,000 Included in various Departmental salary
budgets for FY 2011/2012
Financial Impact Summary: The City estimates an impact of between $418,000 to $580,000 (depending on which
Alternative is adopted) to the City's FY 2011/2012 operating budget. This amount was budgeted and approved by the
City Commission as part of the FY 2011/2012 Budget process.
City Clerk's Office Legislative Tracking:
Ramiro Inguanzo, Director, Human Resources
Sign-Offs:
Department Director nt r Ci Mana e
Ramiro Inguanzo erna`n Jorge M. Go zale
T:\AGENDA\2012\3-21-12\C LA-UNCLASSIFIED EMPLOYEES SUMMARY MEMO.docx
MI AM i B EA H AGEhBDA IT TE I DATE Z-
® MIAMI BEACH
City of Miami Beach, 1700 Convention Center Drive,Miami Beach, Florida 33139,www.miamibeachfl.gov
COMMISSION MEMORANDUM
TO: Mayor Matti Herrera Bower and Members of the City Commission
FROM: City Manager Jorge M. Gonzalez
DATE: March 21, 2012 FIRST READING
SUBJECT: Unclassified Employees Cost-of-Living Adjustment (COLA)
ALTERNATIVE A:
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 ALL
UNCLASSIFIED EMPLOYEES, EFFECTIVE THE FIRST FULL PAY PERIOD
ENDING IN APRIL 2012, AN ACROSS THE BOARD COST-OF-LIVING
ADJUSTMENT (COLA) OF THREE PERCENT (3%), AND A THREE
PERCENT (3%) INCREASE TO THE MINIMUM AND MAXIMUM OF EACH
PAY RANGE; REPEALING ALL ORDINANCES IN CONFLICT; PROVIDING
FOR SEVERABILITY, AN EFFECTIVE DATE AND CODIFICATION.
ALTERNATIVE B:
A RESOLUTION OF THE MAYOR AND CITY COMMISSION OF THE CITY
OF MIAMI BEACH, FLORIDA PROVIDING FOR ALL UNCLASSIFIED
EMPLOYEES, EFFECTIVE THE FIRST FULL PAY PERIOD ENDING IN
APRIL 2012, AN ACROSS THE BOARD COST-OF-LIVING ADJUSTMENT
(COLA) OF UP TO A THREE PERCENT (3%) FOR THOSE EMPLOYEES
WHO ARE NOT CURRENTLY AT THE MAXIMUM OF THE PAY RANGE OF
THEIR JOB CLASSIFICATION; AND PROVIDING NO ADJUSTMENT TO
THE MINIMUM AND MAXIMUM OF EACH PAY RANGE.
RECOMMENDATION
The Administration recommends that the City Commission approve the Ordinance
(Alternative A) on first reading and set a second reading and public hearing for April 11,
2012. If the Ordinance is not approved, the Administration recommends that the City
Commission approve the Resolution (Alternative B).
This Ordinance was scheduled for first reading on February 8, 2012, but was deferred to
the February 24, 2012 special City Commission meeting. At the February 24 special City
Commission meeting, the item was deferred to the March 21, 2012 Commission
meeting.
City Commission Memorandum
March 21,2012
Unclassified Salary Ordinance
Page 2 of 6
BACKGROUND
The City of Miami Beach currently has 401 employees who are considered Unclassified.
These Unclassified positions range from entry level office associates and other
administrative support and clerical positions to entry, middle and senior level supervisory
and management employees. There are a total of 252 Unclassified classifications filled
by the 401 Unclassified employees.
By way of background, in 2010, the City and its bargaining units reached agreements to
amend the prior three-year collective bargaining agreements with each of the five (5)
bargaining units in the City. The successor three-year agreements were approved by the
corresponding bargaining unit members and ratified by the City Commission. In order to
attain the Commission's goal of approximately $15 million savings in employee
concessions for FY2009/2010 and FY2010/2011 for all Classified and Unclassified
employees, the agreements contained the following provisions as cost savings
components (these provisions also applied to all Unclassified and Unrepresented
Classified employees):
• No cost-of-living adjustments (COLA) for the first two and one-half (2 '/2) years of the
agreements; and
• No merit increases for bargaining unit employees represented by the American
Federation of State, County and Municipal Employees (AFSCME); the
Communication Workers of America (CWA); and the Government Supervisors
Association of Florida (GSAF) for a period of time specified in each of these
individual collective bargaining agreements. When the merits resume, the maximum
will be two percent (2%) instead of the previous maximum of four percent (4%).
Eligible members of the Fraternal Order of Police (FOP) and the International
Association of Fire Fighters (IAFF) employee groups continued to receive their five
percent (5%) step increases during this period of time.
Consistent with the concessions negotiated with the represented Classified employees
(Classified employees whose classifications are represented by a union), the City
imposed equivalent COLA and merit freezes on the Unrepresented Classified
employees (employees whose classifications are not represented by a union) and all
Unclassified employees. The merit freeze was put into effect for the Unclassified and the
Unrepresented Classified employees prior to reaching agreements with the AFSCME,
CWA, FOP and IAFF bargaining units. The merit freezes for the Unclassified employees,
the Unrepresented Classified employees and the GSAF bargaining unit commenced
October 1, 2009. The estimated savings for the two-year merit freeze (FY2009/2010 and
FY2010/2011) for all Unclassified employees was approximately $2.4 million.
Given this, there have been no COLAs for any Unclassified employee since May 2009
and no merit increases for any Unclassified employees since October 2009.
Furthermore, since FY2007/2008 the management team (senior level and executive
employees) have only received one (1) merit adjustment. In addition, Unclassified
employees and the Unrepresented Classified employees who participate in the Miami
Beach Employees' Retirement Plan (MBERP) began contributing an additional two
percent (2%) of their pensionable salary towards their pension effective January 18,
2010, thus reducing the City's portion of the Annual Required Contribution (ARC). The
Classified employees represented by the five (5) collective bargaining units did not
City Commission Memorandum
March 21,2012
Unclassified Salary Ordinance
Page 3 of 6
commence the additional two percent (2%) contribution of their pensionable salary
toward their pension until November 27, 2010, approximately ten (10) months later.
From January 18, 2010 to November 27, 2010 Unclassified employees and the
Unrepresented Classified employees contributed an additional approximately $451,225
to offset the City's pension contribution.
ALTERNATIVE A
An across the board COLA of three percent (3%) for all represented Classified
employees was negotiated, effective with the first full pay period ending in April 2012
(approximately six (6) months into FY2011/2012). Correspondingly, the minimum and
maximum pay range for each represented Classified position would increase effective
the first full pay period ending in April 2012.
Based on the provisions of the collective bargaining agreements between the City and
its bargaining units, as well as the City's past practice of providing COLA increases to
Unrepresented Classified employees and Unclassified employees consistent with those
negotiated for the Classified employees covered by collective bargaining agreements,
the Administration recommends implementing a three percent (3%) across the board
COLA, effective the first full pay period ending April 2012 (six (6) months into the
FY2011/2012), for all Classified and Unclassified employees; increasing the minimum
and maximum of each pay range correspondingly by three percent (3%); and amending
Ordinance No. 1605, the Unclassified Employees Salary Ordinance of the City of Miami
Beach, Florida accordingly. The Ordinance amendment will ensure that the City has an
employee classification and compensation system that is reasonable and competitive.
No Unclassified employee who separated employment from the City prior to the date of
implementation of the proposed COLA, effective the first full pay period ending in April
2012, will be eligible for this COLA increase.
The proposed three percent (3%) COLA for Unclassified employees is consistent with
those negotiated for the Classified employees covered by the American Federation of
State, County and Municipal Employees (AFSCME); the Fraternal Order of Police
(FOP); the International Association of Firefighters (IAFF); the Communication Workers
of America (CWA); and the Government Supervisors Association of Florida (GSAF) and
would become effective at the same time. This COLA adjustment is comparable to the
3.6% COLA that all Social Security beneficiaries commenced receiving in January 2012.
This adjustment will provide additional incentives and competitiveness to attract and
retain new and existing Unclassified employees. The City estimates an impact of
$580,000 to the City's FY2011/2012 operating budget for COLAs for all Unclassified
employees. This estimate was compiled during the preparation for the collective
bargaining process, which began in 2009 for the collective bargaining agreements that
are currently in effect. This estimate did not take into account turnover rates, which have
occurred and also included the adjustment to the minimum of the ranges for temporary
employees. This amount was discussed, budgeted and approved by the City
Commission as part of the FY2011/2012 Budget process and is budgeted in the City's
FY2011/2012 Adopted Budget.
City Commission Memorandum
March 21,2012
Unclassified Salary Ordinance
Page 4 of 6
ALTERNATIVE B
In 2009, as part of the recommended classification and compensation study, the City's
consultant, Condrey & Associates, made a recommendation regarding the issuance of
periodic market increases (Cost of Living Adjustments). By way of background, the
purpose of the classification and compensation study was to examine the City's job
classifications, make recommendations as they related to the City's classification and
salary plans and appropriately update all job classifications to ensure internal equity and
external competitiveness.
Condrey & Associates recommended a number of personnel cost containment and best
practices strategies to consider along with the classification and compensation plans.
The most significant of these recommendations are provided below. In addition, through
negotiations, a number of these recommendations were implemented and are
referenced below:
(1) Cost of Living Adjustments (COLA) — Periodic market increases, similar to the
COLA the City currently awards, should be limited to the Consumer Price Index
(CPI) for the Miami-Fort Lauderdale area. Such increases should only be
implemented when appropriate and deemed desirable by the City.
(2) Step Increases / Merit Increases — Automatic step increases should be
eliminated for all classifications where steps currently exist. In keeping with salary
and compensation best practices, merit increases in the range of two percent (2%)
to three percent (3%) should be awarded to employees meeting performance
standards and whose current salary is below the maximum of the salary range for
the position they are in. The current classifications in the City which include
automatic step increases are the following: Lifeguard I, II and Lifeguard Lieutenant;
Fire Fighter I, II, Fire Lieutenant, and Fire Captain; and Police Officer, Police
Sergeant, and Police Lieutenant. With regards to merit increases, all other
employee classifications are on a pay-for-performance plan, meaning that
depending on how they perform during an evaluation year period, the employee is
eligible for a merit increase of anywhere between zero and four percent (4%).
• For all classifications in AFSCME, GSAF, Unrepresented Classified and
Unclassified employees, the maximum merit increases for general employees
in the pay-for-performance plan was reduced, and now range from zero to a
maximum of two percent (2%) versus the previous range of zero to a maximum
of four percent (4%).
• Through negotiations with the CWA, the automatic step increases for the
Lifeguard I, II and Lifeguard Lieutenant classifications were eliminated. These
classifications are now on the pay-for-performance plan just like all other
general employees.
(3) Merit Increase For Employees Who Are Above The Maximum Of The Salary
Range— Unlike the City's current practice of not awarding merit increases to those
employees who are maxed out (other than COLA), the City should consider a
policy that once employees reach the maximum of their salary range, a merit
increase, based on performance, should be earned as a lump sum payment (one-
time bonus) rather than being added to the base salary. This will help alleviate
City Commission Memorandum
March 21,2012
Unclassified Salary Ordinance
Page 5 of 6
retention and motivation challenges associated with employees who have "maxed-
out" of their pay range.
(4) Overtime—The City should strictly adhere to the overtime provisions in the Fair
Labor Standards Act (FLSA) and eliminate policies that provide more than what the
law requires. In some cases, the City provides for double or triple time the salary
for overtime worked, when FLSA only requires time-and-a-half.
• For all classifications in the CWA, the City negotiated adherence to the
overtime provisions in the FLSA and eliminated policies that provided more
than what the law requires. In some cases, the City provided for double or
triple time the salary for overtime worked, when FLSA only requires time-and-a-
half.
(5) Salary Survey — To make sure that the City's pay structure remains in a
competitive position, the City should conduct a salary survey every four (4) to five
(5) years.
As it relates to COLAs, Condrey recommended that periodic market increases (COLAs)
should be provided but limited to the Consumer Price Index (CPI) for the Miami-Fort
Lauderdale area. The CPI for the Miami-Fort Lauderdale area as of December 2011 was
3.1%. The COLA adjustment provided by the U.S. Federal Government to all Social
Security beneficiaries in January 2012 was 3.6%. Therefore, it is recommended that the
already budgeted three percent (3%) COLA for Unclassified employees should be
approved effective the first full pay period in April 2012 for any Unclassified employee
who is not already at the maximum of the salary range of the position they currently hold.
For any employee who may be less than three percent (3%) away from the maximum of
the salary range of the position they currently hold, it is recommended that these
employees receive the incremental percentage that would take them to the maximum of
the salary range of their position. Below is a breakdown of the number of employees
who have (1) reached the maximum of the salary range for their position; (2) whose
salaries are less than three percent (3%) away from the maximum of the salary range;
and (3) whose salaries are more than three percent (3%) away from the maximum of the
salary range:
CATEGORY # OF COST OF
EMPLOYEES ALTERNATE B
EMPLOYEES WHO HAVE REACHED THE 54 $0.00
MAXIMUM OF THEIR SALARY RANGE
EMPLOYEES WHOSE SALARIES ARE LESS 9 $7,700
THAN 3 PERCENT (3%) AWAY FROM THE
MAXIMUM OF THEIR SALARY RANGE
EMPLOYEES WHOSE SALARIES ARE MORE 338 $410,000
THAN 3 PERCENT (3%) AWAY FROM THE
MAXIMUM OF THEIR SALARY RANGE.
TOTAL 401 $417,700.00
Although it has been the City's past practice to provide COLA adjustments to
Unrepresented Classified employees and Unclassified employees consistent with those
negotiated for the Classified employees covered by collective bargaining agreements,
City Commission Memorandum
March 21,2012
Unclassified Salary Ordinance
Page 6 of 6
the Administration recommends implementing up to a three percent (3%) across the
board COLA, effective the first full pay period ending April 2012 (six (6) months into the
FY2011/2012), for all Unclassified employees who are not currently at the maximum of
the pay range of their classification; without adjusting the minimum and maximum of the
salary ranges for each classification.
No Unclassified employee who separated employment from the City prior to the date of
implementation of the proposed COLA, effective the first full pay period ending in April
2012, will be eligible for this COLA increase.
The proposed COLA of up to three percent (3%) for Unclassified employees would
become effective on the first full pay period ending April 2012, the same date COLAs
were negotiated by the five (5) bargaining units. Further, this adjustment will provide
additional incentives and competitiveness to attract and retain new and existing
Unclassified employees. It should be noted that while implementation of "Alternative B"
is feasible, the implementation as a policy for Unclassified employees only may lead to
compression issues. These issues could result in inequities between Classified and
Unclassified positions, and may also lead to difficulty in promoting internal applicants
and may discourage upward mobility.
CONCLUSION
The Administration recommends approving the COLA of three percent (3%), effective
the first full pay period ending April 2012 (approximately six (6) months into the
FY2011/2012) for all Unclassified employees.
If Alternative A is approved on first reading, then the Administration recommends that
the second reading be set for a hearing on April 11, 2012.
If Alternative B is approved, then the Administration recommends that the practice of
providing for periodic COLAs without adjusting the minimum and maximum of the salary
ranges for each classification be proposed and negotiated with each of the bargaining
units during the upcoming contract negotiations for the 2012-2015 collective bargaining
agreements to be consistent with the practice begun by the Unclassified employees.
T:\AGENDA\2012\3-21-12\COLA-UNCLASSIFIED EMPLOYEES MEMO.docx
ORDINANCE NO.
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 ALL UNCLASSIFIED EMPLOYEES, EFFECTIVE THE
FIRST FULL PAY PERIOD ENDING IN APRIL 2012, AN
ACROSS THE BOARD COST-OF-LIVING ADJUSTMENT
(COLA) OF THREE PERCENT (3%), AND A THREE
PERCENT (3%) INCREASE TO THE MINIMUM AND
MAXIMUM OF EACH PAY RANGE; REPEALING ALL
ORDINANCES IN CONFLICT; PROVIDING FOR
SEVERABILITY, AN EFFECTIVE DATE AND
CODIFICATION.
WHEREAS, the City of Miami Beach has approximately 400 employees who are
considered Unclassified employees; and
WHEREAS, during 2010, the City and its bargaining units reached agreements
to amend the prior three-year collective bargaining agreements (CBAs); and
WHEREAS, the successor three-year CBAs were approved by the
corresponding bargaining unit members and ratified by the City Commission; and
WHEREAS, in order to attain the Commission's goal of approximately $15 million
savings in employee concessions for FY 2009/2010 and FY 2010/2011, the CBAs
contained the following provisions as cost savings components: no cost-of-living
adjustments (COLA) for the first two and one-half (2 Y2) years of the agreements, no
merit increases for bargaining unit employees represented by AFSCME Local 1554,
CWA Local 3178 and GSAF Local 100 for a period of time specified in each of these
individual CBAs (eligible members of the FOP and IAFF employee groups continued to
receive their step increases during this period of time); and when the merits resume, the
maximum will be two percent (2%) instead of the previous maximum of four percent
(4%): and
WHEREAS, consistent with the concessions negotiated with the represented
Classified employees the City imposed an equivalent COLA and merit/step freezes on
the unrepresented Classified employees and all Unclassified employees for the same
period; and
1
WHEREAS, an across the board COLA of three percent (3%) for all represented
Classified employees was negotiated, with a corresponding increase to the minimum
and maximum of each pay grade, effective with the first full pay period ending in April
2012 (approximately six (6) months into FY 2011/2012); and
WHEREAS, the COLAs listed herein are consistent with those negotiated for the
Classified employees covered by the American Federation of State, County and
Municipal Employees (AFSCME) Local 1554; the Fraternal Order of Police (FOP)
William Nichols Lodge No. 8; the International Association of Firefighters (IAFF) Local
1510; the Communication Workers of America (CWA) Local 3178; and the Government
Supervisors Association of Florida (GSAF) Local 100; and
WHEREAS, the City's past practice has been to provide COLA increases to
Unclassified employees and unrepresented Classified employees (OTHERS - Group
VI), consistent with the COLA negotiated by the represented Classified employees
(Groups I through V); and
WHEREAS, no Unclassified employee who left the City prior to the date of
implementation of the COLA effective the first full pay period ending in April 2012 will be
eligible for this COLA increase; and
WHEREAS, there is a need to amend the salary ranges of Unclassified
employees in order to ensure that the City has an employee classification and
compensation system that is fair and internally and externally competitive.
NOW, THEREFORE, BE IT ORDAINED BY THE MAYOR AND CITY
COMMISSION OF THE CITY OF MIAMI BEACH, FLORIDA:
SECTION 1: The minimum and the maximum biweekly pay ranges will be
changed to reflect an employee classification and compensation system that is fair and
competitive, effective the first full pay period ending in April 2012. The following lines of
Section 1 of the Unclassified Salary Ordinance No. 1605 shall be amended as follows:
CLASS AND PAY GRADES, SALARIES AND CLASSIFICATIONS
GRADE MINIMUM MAXIMUM
BIWEEKLY BIWEEKLY
26 Determined by the City Determined by the City
Commission Commission
25 149,,297 5,914 240,984 9,547
24 137,311 5,440 223 8,786
23 126,368 5,006 204,00a 8,085
2
22 116,296 4,607 187,82-9 7,441
21 107,026 4,240 6 6,848
20 98,495 3,902 159,079 6,302
19 90,645 3,591 146,397 5,800
18 83,419 3,305 134,731- 5,337
17 76,769 3,041 12 4,912
16 70,E 2,787 114,109 4,520
15 6;015 2,576 i 05,0i 4,160
14 59,837 2,370 06;64 3,828
13 55,A68 2,182 88,940 3,523
12 50,678 2,008 81,848 3,242
11 46,638 1,848 75,325 2,984
10 42,921 1,700 69,320 2,746
9 39,500 1,565 63,797- 2,527
8 36,362 1,440 58,712 2,326
7 33,453 1,325 54,03-1 2,140
6 30,788 1,220 49,725 1,970
5 29,334 1,122 45,760 1,813
4 26,976 1,033 4�,14 1,668
3 23,996 951 39,757 1,535
2 22,084 35,668
4 20,324 32,824
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), the minimum and the maximum hourly rate for Ranges 2
and 1 shall be amended as follows:
GRADE MINIMUM HOURLY MINIMUM HOURLY MAXIMUM
RATE WITH RATE WITHOUT HOURLY RATE
HEALTH HEALTH
BENEFITS BENEFITS
2 10.94 12.17 17.66
1 10.72 12.17 16.25
3
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:
GRADE MINIMUM HOURLY MINIMUM HOURLY MAXIMUM
RATE WITH RATE WITHOUT HOURLY RATE
HEALTH HEALTH
BENEFITS BENEFITS
2 11.28 12.92 17.66
1 11.28 12.92 16.25
B. Grades and Classifications
GRADE CLASSIFICATION EMPLOYEE
GROUP
26 City Attorney Unclassified
26 City Manager Unclassified
25 Deputy City Manager Unclassified
24 Assistant City Manager Unclassified
24 Chief Deputy City Attorney Unclassified
24 Chief Financial Officer Unclassified
23 Deputy City Attorney Unclassified
23 Fire Chief Unclassified
23 Police Chief Unclassified
22 Executive Assistant to the City Manager Unclassified
22 Public Works Director Unclassified
21 Assistant Police Chief Unclassified
21 Assistant Fire Chief Unclassified
21 Building Director Unclassified
21 Capital Improvement Projects Director Unclassified
21 City Clerk Unclassified
21 First Assistant City Attorney Unclassified
21 General Services Director Unclassified
21 Human Resources Director Unclassified
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21 Budget & Performance Improvement Director Unclassified
21 Neighborhood Services Director Unclassified
21 Parking Director Unclassified
21 Planning Director Unclassified
21 Parks & Recreation Director Unclassified
20 Assistant Director— Building Unclassified
20 Assistant Director— Finance Unclassified
20 Community / Economic Development Director Unclassified
20 Cultural Affairs & Tourism Development Director Unclassified
20 Fire Division Chief Unclassified
20 Fire Marshall Unclassified
20 Information Technology Division Director Unclassified
20 Police Division Major Unclassified
19 Assistant Director— CIP Unclassified
19 Assistant Director - Community / Economic Development Unclassified
19 Assistant Director - Public Works Unclassified
19 Bass Museum Director Unclassified
19 Ocean Rescue Division Chief Unclassified
19 Budget Officer Unclassified
19 Chief of Staff Unclassified
19 City Engineer Unclassified
19 Code Compliance Director Unclassified
19 Community Information Manager Unclassified
19 Executive Assistant to the Chief Unclassified
19 Fleet Management Division Director Unclassified
19 Internal Auditor Unclassified
19 Labor Relations Director Unclassified
19 Police Captain Unclassified
19 Police Commander Unclassified
19 Procurement Division Director Unclassified
19 Property Management Division Director Unclassified
19 Public Information Coordinator Unclassified
19 Sanitation Director Unclassified
19 Senior Assistant City Attorney Unclassified
19 Special Assistant to the City Manager Unclassified
19 Transportation and Concurrency Manager Unclassified
18 Affirmative Action Officer Unclassified
18 Application Systems Manager Unclassified
18 Assistant Director - Neighborhood Services Unclassified
18 Assistant Director - Parking Unclassified
18 Assistant Director - Parks Unclassified
18 Assistant Director - Planning Unclassified
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18 Assistant Director - Recreation Unclassified
18 Assistant Director- Tourism and Cultural Development Unclassified
18 Chief Accountant Unclassified
18 Expenditure /Treasury Manager Unclassified
18 Finance Manager Unclassified
18 Human Resources Administrator II Unclassified
18 Labor Relations Division Director Unclassified
18 Redevelopment Coordinator Unclassified
18 Revenue Manager Unclassified
18 Senior Capital Projects Coordinator Unclassified
18 Systems Support Manager Unclassified
18 Technical Services Manager Unclassified
18 Utilities Superintendent Unclassified
17 Account Manager - Finance Unclassified
17 Arts, Culture & Entertainment Director Unclassified
17 Assets Manager Unclassified
17 Assistant Director - Code Compliance Unclassified
17 Assistant Division Director - Property Management Unclassified
17 Assistant For Labor Relations Unclassified
17 Assistant to the Neighborhood Services Director Unclassified
17 Assistant Internal Auditor Unclassified
17 Call Center/ Customer Service Manager Unclassified
17 Capital Improvement Administrator - Finance Unclassified
17 Capital Projects Coordinator Unclassified
17 Chief Accessibility Inspector Unclassified
17 Chief Structural Plans Examiner Unclassified
17 Code Compliance Division Director Unclassified
17 Community Development and Housing Division Director Unclassified
17 Construction Management Division Director Unclassified
17 Cultural Affairs Program Manager Unclassified
17 Economic Development Division Director Unclassified
17 Emergency Management Coordinator Unclassified
17 Employment Supervisor Unclassified
17 Geographic Information System Manager Unclassified
17 Grants Manager Unclassified
17 Historic Preservation Coordinator Unclassified
17 Housing Manager Unclassified
17 Manager— Finance Unclassified
17 Neighborhood Services Projects Administrator Unclassified
17 Office of Community Services Division Director Unclassified
17 Organizational Development & Training Coordinator Unclassified
17 Planning & Zoning Manager Unclassified
17 Preservation & Design Manager Unclassified
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17 Risk Manager Unclassified
17 Service Delivery Manager Unclassified
17 Special Projects Coordinator Unclassified
17 Streets, Lighting & Stormwater Superintendent Unclassified
17 Transportation Manager Unclassified
16 Assistant Director - Procurement Division Unclassified
16 Assistant Director - Sanitation Unclassified
16 Assistant City Attorney II Unclassified
16 Assistant City Clerk Unclassified
16 Capital Improvement Administrator Unclassified
16 Capital Projects Administrator Unclassified
16 Chief Building Code Compliance Officer Unclassified
16 Chief Building Inspector Unclassified
16 Chief Electrical Inspector Unclassified
16 Chief Elevator Inspector Unclassified
16 Chief Engineering Inspector Unclassified
16 Chief Fire Protection Analyst Unclassified
16 Chief Mechanical Inspector Unclassified
16 Chief Plumbing Inspector Unclassified
16 Civil Engineer III Unclassified
16 Claims Coordinator Unclassified
16 Community Development Coordinator Unclassified
16 Community Information Coordinator Unclassified
16 Community Resources Coordinator Unclassified
16 Database Administrator Unclassified
16 Employee Benefits Coordinator Unclassified
16 EMS Coordinator Unclassified
16 Environmental Resources Manager. Unclassified
16 Film & Event Production Manager Unclassified
16 Financial Analyst III Unclassified
16 Human Resources Administrator I Unclassified
16 Implementation Services Manager Unclassified
16 Landscape Projects Coordinator Unclassified
16 Log Cabin Program Administrator Unclassified
16 Mayor/ Commissioner Aide Unclassified
16 Office of Child Development Director Unclassified
16 Organizational Development & Training Specialist Unclassified
16 Park Facility Manager Unclassified
16 Parks Superintendent Unclassified
16 Police Plans & Policies Manager Unclassified
16 Principal Planner Unclassified
16 Project Planner/Designer Unclassified
16 PSCU Administrator Unclassified
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16 Public Information Officer Unclassified
16 Radio Systems Administrator Unclassified
16 Real Estate Economist Unclassified
16 Senior Auditor Unclassified
16 Senior Management Analyst Unclassified
16 Senior Management & Budget Analyst Unclassified
16 Senior Management Consultant Unclassified
16 Senior Network Administrator Unclassified
16 Senior Systems Administrator Unclassified
16 Storage Area Network Architect Unclassified
16 Tourism & Convention Director Unclassified
16 Traffic Engineer Unclassified
16 Transportation Coordinator Unclassified
16 Urban Forester Unclassified
16 Utility Billing Supervisor Unclassified
16 VOIP Network Administrator Unclassified
15 Assistant Director- Bass Museum Unclassified
15 Building Permitting Information Analyst II Unclassified
15 CDBG Projects Coordinator Unclassified
15 Central Services Coordinator Unclassified
15 Code Compliance Manager Unclassified
15 Code Compliance Supervisor Unclassified
15 Contracts Compliance Specialist Unclassified
15 Departmental ADA Coordinator Unclassified
15 Development Coordinator Unclassified
15 Development Review Services Coordinator Unclassified
15 Film & Print Coordinator Unclassified
15 Financial Analyst II Unclassified
15 Fire Protection Analyst Unclassified
15 Grants Writer/ Researcher Unclassified
15 Information Technology Specialist III Unclassified
15 Inspection Services Coordinator Unclassified
15 Media Specialist Unclassified
15 Network Administrator Unclassified
15 Property / Evidence Supervisor Unclassified
15 Redevelopment Specialist Unclassified
15 Right-of-Way Manager Unclassified
15 Safety Officer Unclassified
15 Senior Planner Unclassified
15 Senior Plans Designer Unclassified
15 Senior Capital Projects Planner Unclassified
15 Senior Systems Analyst Unclassified
15 Senior Telecommunications Specialist Unclassified
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15 Special Events Coordinator Unclassified
15 Structural Engineer Unclassified
15 Systems Administrator Unclassified
14 Administrative Manager Unclassified
14 Assistant City Attorney I Unclassified
14 Building Records Manager Unclassified
14 CDBG Program Analyst Unclassified
14 Civil Engineer II Unclassified
14 Communications Manager Unclassified
14 Community Development Specialist Unclassified
14 Construction Manager Unclassified
14 Cultural Facilities Manager Unclassified
14 Curator Unclassified
14 Curator of Collections Unclassified
14 Curator of Education Unclassified
14 Entertainment Industry Liaison Unclassified
14 Environmental Specialist Unclassified
14 Geographic Information System Analyst Unclassified
14 Housing Specialist Unclassified
14 Information Technology Specialist II Unclassified
14 Landscape Architect Unclassified
14 Legal Administrator Unclassified
14 Log Cabin Education Coordinator Unclassified
14 Management Consultant Unclassified
14 Parking Administration Manager Unclassified
14 Parking Operations Manager Unclassified
14 Police Records Manager Unclassified
14 Property Management Contracts Coordinator Unclassified
14 Records Manager Unclassified
14 Recreation Supervisor II Unclassified
14 Sanitation Superintendent Unclassified
14 Senior Procurement Specialist Unclassified
14 Systems Analyst Unclassified
14 Telecommunications Specialist Unclassified
14 Social Worker Unclassified
14 Transportation Engineer Unclassified
14 Victims Advocate Unclassified
13 Agenda Coordinator Unclassified
13 Auditor Unclassified
13 Executive Office Associate II Unclassified
13 Financial Analyst I Unclassified
13 Fleet Analyst Unclassified
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13 Grants Writer/ Researcher Unclassified
13 Labor Relations Specialist Unclassified
13 Management & Budget Analyst Unclassified
13 Office Manager Unclassified
13 Human Resources Specialist Unclassified
13 Planner Unclassified
13 Procurement Coordinator Unclassified
13 Public Art Coordinator Unclassified
13 Public Information Specialist Unclassified
13 Security Specialist Unclassified
13 Special Events Liaison Unclassified
12 Bicycle Program Coordinator Unclassified
12 Building Permitting Information Analyst I Unclassified
12 Building Records Supervisor Unclassified
12 Civil Engineer I Unclassified
12 Community Development Technician Unclassified
12 Executive Office Associate I Unclassified
12 Field Agent Unclassified
12 Field Supervisor Unclassified
12 Homeless Program Coordinator Unclassified
12 Information Technology Specialist I Unclassified
12 Labor Relations Technician Unclassified
12 Legal Secretary Unclassified
12 Police Financial Assistant Unclassified
12 Police Public Information Officer Unclassified
12 Police Records Supervisor Unclassified
12 Registrar Unclassified
11 Case Worker Unclassified
11 Elder Affairs Coordinator Unclassified
11 Grants & Operations Administrator Unclassified
11 Ice Rink Manager Unclassified
11 Log Cabin Employment Specialist / Job Coordinator Unclassified
11 Media Assistant Unclassified
11 Office Associate V Unclassified
11 Sanitation Coordinator Unclassified
11 Truancy Prevention Program Coordinator Unclassified
10 Assistant Ice Rink Manager Unclassified
10 Code Violations Clerk Unclassified
10 Customer Service Liaison Unclassified
10 Paralegal Unclassified
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9 Case Worker II Unclassified
9 Office Associate IV Unclassified
9 Field Monitor Unclassified
8 Graffiti Removal Coordinator Unclassified
7 Log Cabin Instructor Unclassified
7 Office Associate III Unclassified
7 Receptionist Unclassified
6 There is currently no classification in this Grade.
5 Office Associate II Unclassified
4 Log Cabin Driver/ Instructor Aide Unclassified
3 Office Associate I Unclassified
2 There is currently no classification in this Grade.
1 There is currently no classification in this Grade.
SECTION 2: REPEALER.
That all ordinances or parts of ordinances in conflict herewith be and the same are
hereby repealed.
SECTION 3: SEVERABILITY.
If any section, subsection, clause or provision of this Ordinance is held invalid, the
remainder shall not be affected by such invalidity.
SECTION 4: EFFECTIVE DATES.
The Ordinance Amendments set forth in Section 1 above shall become effective the first
full payroll period in April 2012. A three percent (3%) across the board COLA for all
Unclassified employees shall become effective the first full payroll period in April 2012.
SECTION 5: 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
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renumbered or relettered to accomplish such intention, and the word "ordinance" may
be changed to "section," "article," or other appropriate word.
PASSED and ADOPTED this day of 12012.
Matti Herrera Bower, Mayor
ATTEST: APPROVED AS TO FORM & LANGUAGE
& EXECU ON
Robert Parcher, City Clerk tto Date
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