2014-3867 Ordinance ORDINANCE NO. 2014-3867
AN ORDINANCE OF THE MAYOR AND CITY COMMISSION OF THE CITY OF MIAMI
BEACH, FLORIDA, AMENDING ORDINANCE NO. 789, THE CLASSIFIED EMPLOYEES
SALARY ORDINANCE OF THE CITY OF MIAMI BEACH, FLORIDA, AS FOLLOWS:
PROVIDING FOR THE CLASSIFICATIONS IN GROUP VI, NOT REPRESENTED BY A
COLLECTIVE BARGAINING UNIT AND COMMONLY REFERRED TO AS "OTHERS";
EFFECTIVE APRIL 23, 2014, ADOPTING THE 2009 CONDREY CLASSIFICATION AND
COMPENSATION STUDY, AMENDED BY SEVEN PERCENT (7%) IN AUGUST 2013, BY
THE CONSULTANT, ESTABLISHING THE MINIMUM SALARY FOR ALL "OTHERS'
SALARY GROUP CLASSIFICATIONS IN ACCORDANCE WITH "SCALE C" OF THE
STUDY, AND ESTABLISHING THE MAXIMUM SALARY FOR ALL "OTHERS" SALARY
GROUP CLASSIFICATIONS IN ACCORDANCE WITH "SCALE B" OF THE STUDY;
ADOPTING THE CLASSIFICATION TITLES AS RECOMMENDED THEREIN, AMENDING
THE MINIMUM AND MAXIMUM OF EACH RANGE BY TWO PERCENT (2%) EFFECTIVE
APRIL 23, 2014 AND ONE PERCENT (1%) EFFECTIVE APRIL 1, 2015; CHANGING THE
TITLE OF THE HUMAN RESOURCES TECHNICIANS 1, II AND III TO HUMAN RESOURCES
TECHNICIAN, DELETING THE FOLLOWING OBSOLETE CLASSIFICATIONS:
ADMINISTRATIVE AIDE II/RISK AND EMPLOYEE BENEFITS SPECIALIST; AND
ESTABLISHING THE NEWLY CREATED CLASSIFICATIONS OF CASE WORKER
ASSISTANT AND RECREATION ATTENDANT; REPEALING ALL ORDINANCES IN
CONFLICT; PROVIDING FOR SEVERABILITY, AN EFFECTIVE DATE AND CODIFICATION.
WHEREAS, the City of Miami Beach has approximately 23 employees who are
members of the "others" 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
p Y P p P Y
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; and
WHEREAS, in order to help achieve the City's goal of implementing one single pay plan
for all classifications, effective April 23, 2014, the subsequently amended 2009 Condrey
Classification and Compensation Study establishing the minimum salary for all "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;
amending the minimum and maximum of each range by two percent (2%) effective April 23,
2014 and one percent (1%) effective April 1, 2015; and
WHEREAS, the recommended pay plan for each "others" salary group classification that
was included in the amended 2009 Condrey Classification and Compensation Study is provided
herein; and
1
WHEREAS, there is a need to amend the salary ordinance to delete obsolete
classifications and establish new ones;
NOW, THEREFORE, BE IT ORDAINED BY THE MAYOR AND CITY COMMISSION OF THE
CITY OF MIAMI BEACH, FLORIDA:
SECTION 1: The following lines of Section 1 of the "Others" Salary Ordinance No. 789
shall be amended as follows, effective April 23, 2014:
CLASS AND PAY GRADES, SALARIES AND CLASSIFICATIONS
A. Salary Grades and Ranges
SECTION 1: The following lines of Section 1 of the Classified Salary Ordinance
No. 789 shall be amended as follows:
GROUP VI
ALL OTHER CLASSIFICATIONS IN THE CLASSIFIED SERVICE NOT COVERED BY
A BARGAINING UNIT (A/K/A "OTHERS")
Salary Ranges and Classification
A. Salary Grades and Ranges
GRADE
13I1A/CCIl1 V BIWEEKLY
44 2-,� 3,-928
4-3 2,492 323
4-2
44 3
40 499 246
-9 4��
-8
4-,440 2-26
2-,1-4G
-6 4�9
-5 4-,4-22 4-,94-3
---4 41-033 4-63
--3 954 4-,
—25 43
2
[The remainder of this page intentionally left blank]
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
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 $53,379.43
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
3
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
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
1 $23,544.85 $38,513.25
4
B. Grade and Classifications
CMB GRADE CMB GRADE
CLASSIFICATION THROUGH EFFECTIVE
n 1 03/30/2014 04/01/2014
ITTpIpleyee Benefit l-4
Senior Electrical Inspector 4-4 18
Senior Elevator Inspector 4-4 18
Senior Mechanical Inspector 4-4 18
Senior Plumbing Inspector 44 18
Computer Operator 4-2 17
Firearms Specialist 4-2 17
Human Resources Technician 44 44 14
Fire Inspector 44 15
Human C?ese Urnee TenhRiG4F II 4-9
Ice Rink Technician - 12
Human Deena ernes Technician I 9
Ad7mTinTTistT ative Aide WRTask
^
MaRagement
Recreation Attendant 7 5
Seasonal Pool Guard 5 11
Case Worker Assistant 3 2
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 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.
SECTION 3: REPEALER.
That all ordinances or parts of ordinances in conflict herewith be and the same are hereby
repealed.
5
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 "others" salary group whose base salary exceeds the maximum of the
pay range herein adopted shall not be eligible for the COLA.
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 day of fil'ut , 2014.
_INCORP ORATE ip Levine, Ma �r
AH 2
ATTEST:
APPROVED AS TO
Rafael E Granado, City Clerk FORNA&. LANGUAGE
& FOR EXECUTION
City Affornra• --_7 y
� Dat e
6
COMMISSION ITEM SUMMARY
Condensed Title:
An ordinance of the Mayor and City Commission of the City of Miami Beach, Florida, amending Ordinance No. 789, The
Classified Employees Salary Ordinance; 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 Summary/Recommendation:
Second Reading and Public Bearing
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 City Commission April 23, 2014, calls for adoption of the amended
Condrey Classification and Compensation Plan of 2009, as amended, 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 "others" employees, of which there are approximately23, 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 three "others" salary group
employees under the minimum of their respective recommended salary range minimums. There are no "others" salary group
employees over the maximum of their respective recommended salary ranges. 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.
Advisory Board Recommendation:
N/A
Financial Information:
Source of Amount
Funds: 1 FY2012/2013
$0
2 FY2013/2014 Anticipated cost of raising salaries below the minimum of the
$ 4,600 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 15,2015, does not result in individual increases unless
employees are below the new minimum
OBPI Total $ 4,600
Financial Impact Summary: The estimated 5-year impact, taking turnover into account, is approximately$23,000.
City Clerk's Office Legislative Tracking:
Sylvia Crespo-Tabak, Human Resources Director
Sign-Offs:
Department Director Assistant City Manager City Manager
Sylvia Crespo-Tabak Kathie,40 Brooks Jimmy L. Morales
,SC
Agenda Item RS L-
M I AM I B E ,AC H Date -2 -1 L/
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 of he City Co ission
FROM: City Manager Jimmy L. Morales
DATE: May 21, 2014
SECOND READING AND PUBLIC HEARING
SUBJECT: AN ORDINANCE OF THE MAYOR ND CITY COMMISSION OF THE CITY OF MIAMI
BEACH, FLORIDA, AMENDING ORDINANCE NO. 789, THE CLASSIFIED EMPLOYEES
SALARY ORDINANCE OF THE CITY OF MIAMI BEACH, FLORIDA, AS FOLLOWS:
PROVIDING FOR THE CLASSIFICATIONS IN GROUP VI, NOT REPRESENTED BY A
COLLECTIVE BARGAINING UNIT AND COMMONLY REFERRED TO AS "OTHERS";
EFFECTIVE APRIL 23, 2014, ADOPTING THE 2009 CONDREY CLASSIFICATION AND
COMPENSATION STUDY, AMENDED BY SEVEN PERCENT (7%) IN AUGUST 2013, BY
THE CONSULTANT, ESTABLISHING THE MINIMUM SALARY FOR ALL "OTHERS'
SALARY GROUP CLASSIFICATIONS IN ACCORDANCE WITH "SCALE C" OF THE
STUDY, AND ESTABLISHING THE MAXIMUM SALARY FOR ALL "OTHERS" SALARY
GROUP CLASSIFICATIONS IN ACCORDANCE WITH "SCALE B" OF THE STUDY;
ADOPTING THE CLASSIFICATION TITLES AS RECOMMENDED THEREIN, AMENDING
THE MINIMUM AND MAXIMUM OF EACH RANGE BY TWO PERCENT (2%) EFFECTIVE
APRIL 23, 2014 AND ONE PERCENT (1%) EFFECTIVE APRIL 1, 2015; CHANGING THE
TITLE OF THE HUMAN RESOURCES TECHNICIANS I, 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 RECREATION ATTENDANT; REPEALING ALL ORDINANCES IN CONFLICT;
PROVIDING FOR SEVERABILITY, AN EFFECTIVE DATE AND CODIFICATION.
RECOMMENDATION
The Administration recommends approval of the ordinance.
BACKGROUND
The City of Miami Beach has 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 11 - Represented by the Fraternal Order of Police (FOP) William Nichols Lodge No. 8;
City Commission Memorandum
May 21,2014
"Others"Classified Salary Ordinance 2nd Reading and Public Hearing
Page 2of5
• Group III - Represented by the International Association of Firefighters (IAFF) Local 1510;
• Group IV- Represented by the Communications Workers of America (CWA) Local 3178; and
• Group V - Represented by the Government Supervisors Association of Florida (GSAF), OPEIU,
Local 100.
The City also has one employee group, Group VI, consisting of classifications in the classified service
not covered by a bargaining unit. This group is commonly referred to as "others" with approximately 23
employees.
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 the five bargaining units representing
employees. The 2013-2016 agreement between the City and AFSCME, ratified by the City Commission
April 23, 2014, 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 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.
Prior to the release of the final report, members of the Finance and Citywide Projects Committee
(FCWPC) discussed various implementation scenarios considering the three scales provided by
Condrey & Associates; however, most of the conversation was centered on pay scale B, which
reflected salaries at 107.5 percent of the market. At this level, the entry-rate salary for the positions
studied would be greater than approximately 62 percent of competing organizations. Consequently, if a
position in the labor market had an average entry salary of $40,000, the salary for the same position in
the City of Miami Beach would start at $43,000. Scale A reflects salaries at 115 percent of the market
(or average compensation) or approximately the third quartile of the organizations that responded to the
City Commission Memorandum
May 21,2014
"Others"Classified Salary Ordinance 2"d Reading and Public Hearing
Page 3 of 5
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 apply to all non-exempt (hourly) employees except those covered by the FOP and
IAFF.
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'
i
of their pay range.
During prior contract negotiations, the Administration's focus was the attainment of concessions
regarding pension issues, making the above mentioned practices essential toward that goal, a
secondary goal.
The implementation of these practices for classified employees, with the exception of employees in the
"others" group, requires collective bargaining. 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.
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' salaries do not exceed the
City Commission Memorandum
May 21,2014
"Others"Classified Salary Ordinance 2"d Reading and Public Hearing
Page 4 of 5
maximum of the salary range for their respective classifications. Each COLA adjustment shall also
increase the minimum and the maximum of the salary ranges (two percent on April 1, 2014, and one
percent on April 1, 2015).
The agreement with AFSCME will have an impact upon the Condrey salary scale as it applies to
unclassified and "others" employees. One of the key components resulting from Condrey's
recommendations was to implement one single pay plan citywide. 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 #2013-3827, which provides that the
minimum and maximum of the pay grades in the "others" 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 previously approved for October 2014
not extend the salary ranges in October 2014.
In addition, over the last few years, several reclassifications and organizational changes affecting a
number of "others" positions have taken place, and are not yet reflected in the Classified Salary
Ordinance. The attached ordinance provides conformity with such actions.
New salary scales are based on a number of factors and there is no monetary correlation between the
City's current salary plan and the proposed. 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. Therefore, the
Administration will be before you again on this matter, as warranted.
FISCAL IMPACT
On October 2013, the City Commission approved a three percent COLA for employees below the
maximum of the range recommended by Condrey for their respective classifications. That COLA will
not impact the salary ranges; instead the extension of the ranges will occur on two dates, April 1, 2014,
and April 1, 2015. The difference is anticipated to be minimal. As of this writing, there are no
employees in this salary group whose salaries are over the recommended maximum of the salary
ranges for their respective classifications. There are three employees who are below the minimum.
Raising their salaries to the minimum of the range will have an impact of approximately $4,600.
CONCLUSION
The Administration recommends adoption of the Condrey Classification and Compensation Plan for all
classifications in the "others" salary group, whereby, effective April 23, 2014, the 2009 Condrey
Classification and Compensation Study, subsequently amended by seven percent (7%) in August 2013
City Commission Memorandum
May 21,2014
"Others"Classified Salary Ordinance 2"d Reading and Public Hearing
Page 5of5
by the consultant, establishing the minimum salary for all "others" 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 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. Again, as of this writing, there are no employees in this salary group
whose salaries are over the recommended maximum of the salary ranges for their respective
classifications.
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.
Attach is
J LM/K /SC-T
ATTACHMENT 1
CONDREY & A Human Resources Consulting Company
ASSOCIATES, INC.
September 10, 2012
Mr. Ramiro Inguanzo
Director of Human Resources and Labor Relations
City of Miami Beach
1700 Convention Center Drive
Miami Beach, Florida 33139
Dear Mr. Inguanzo:
As we discussed, I am happy to provide information concerning updating the salary scales
presented in our August 2009 report. In order to bring these scales to current compensation levels, we
recommend that they be increased by 5%. This 5%adjustment is based on the cumulative increase in
the Employment Cost Index since 2009.
1 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 Q 0 586.816.4067 Athens,GA 30604-7907
www.condrey-consulting.com
ATTACHMENT 2
CONDREY
� ASSOCIATES, INC. A Human Resources Consulting Company
August 21, 2013
Ms. Carla Maglio Gomez
Assistant Director
Department of Human Resources
City of Miami Beach
1700 Convention Center Drive
Miami Beach, Florida 33139
Dear Ms. Gomez:
As we discussed, I am happy to provide information concerning updating the salary scales
presented in our August 2009 report. In order to bring these scales to current compensation levels, we
recommend that they be increased by 7%. This 7% adjustment is based on the approximate cumulative
increase in the Employment Cost Index since 2009.
I hope this information is helpful to you. Please do not hesitate to contact me if I may provide
further information.
Sincerely,
Stephen E. Condrey, Ph.D.
President
706.548.8938 0 706.380.7107 0 586.816.4067 PO Box 7907 Athens, GA 30604-7907
www.condrey-consultl*ng.com
J
MIAMI HERALD I MiamiHerald.com NE THURSDAY,MAY 8,2014 1 TINE
MIAMI BEACH
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,
an Wednesday,May 21,2D14,to consider the following:
10:45 a.m
Ordnance 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 01 Organizational Units,'By Creating The Office
Of Housing And Community Services And Transportation Department Inquiries may be directed to the Human Resources Department 305-673-7524.
10:50 a.m.
Ordinance Amending Ordinance No.789,The Classified Employees Salary Ordinance Of The City Of Miami Beach,Florida,As Follows:Providing For The Classifications In Group I,Represented By The American Federation 01 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 SubsequentAmendments,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)01 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-0l-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 Candrey 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 Ordnance No.789,The Classified Employees Salary Ordinance Of The City Of Miami Beach,Florida,As Follows:Providing For The Classifications In Groupvl,Not Represented By A Collective Bargaining Unil 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 Vhth"Scale B"Of The Study;Adapting The Classification Titles As Recommended
Therein,Amending The Minimum And Maximum Of Each Range By Two Percent(2%)Effective April 23,2014 And One Percent(1%)Effective April 1,2015;Changing The Title Of The Human Resources Technicians 1,11 And III To Human Resources
Technician;Deleting The Fallowing Obsolete Classifications:Administrative Aide IVRisk And Employee Benefits Specialist;And Establishing The Newly Created Classification Of Case Worker Assistant And Recreation Attendant;Repealing All
Ordinances In Conflict.Inquiries may be directed to the Human Resources Department 305-673-7524.
11:00 a.m.
Unclassified Salary Ordinance
An Ordinance Of The Mayor And City Commission Of The City Of Miami Beach,Florida,Amending Ordinance No.1605,The Unclassified Employees Salary Ordinance Of The City Of Miami Beach,Florida,As Follows:Providing 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 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 23,2014,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 Feld Supervisor To Feld tnspections 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 ConstituenUCommission Aide To Commission Aide;From Call Center/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 E Educational Aide;Parks And Recreation Administrative Specialist;Planner I And Planner 11;Development And MBTV
Director;Public Arts Coordinator;Program Coordinator(Youth Empowerment Network);Project Manager;Senior Legal Secretary;Tutoring Supervisor;Incorporating The Following Additional Classification Changes:From Assistant Director-Code
Compliance To Code Compliance Assistant Director',From Housing And Community Development Division Director To Housing And Community Services Director,Deleting The Following Obsolete Classifications:Account Manager-Finance;Assistant
For Labor Relations;Office Of Child Development Director,Real Estate Housing And Community Development Director;Labor Relation Director,Housing,Community And Economic Development Division Director;Office Of Community Services
Division Director,Public Safely Special Projects Coordinator;Registrar;And Establishing The Following Newly Created Classifications Since The 2009 Condrey Study:Building Official;Recreation Supervisor 11;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 Rerognition 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°fo)Of Their Salaries(Based On Whether They Met,Exceed Or Significantly Exceed Performance Expectations,As Reflected By The Ratings On Their Individual
Performance Evaluations);Repearing 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 a.m.
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 Of Right Up To 199 Occupancy,As Either Main Permitted Or Accessory Uses As Set Forth In The
Respective Zoning Districts,And Requiring Conditional Use Approval For Such Uses With Higher Occupancy.Inquiries may be directed to the Planning Department 305-673-7550.
11:25 a.m.
Single Family Parking Space Removal
An Ordinance Amending The City Code,By Amending Chapter 106,'Traffic And 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 ti,"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 III,"Overlay Districts,"Creating Division 9"Alton Road-
Historic District Buffer Overlay,'By Including Section 142-863"Location And Purpose,"And Section 142-864'Development Regulations,'Including Among Other Provisions Regulations On Maximum Floor Area Ratio;Maximum Building Height;
Minimum Setbacks;Building Separation;Demolition Or Additions To Contributing Buildings In An Historic District;And Land Use Regulations For Location Of Retail Uses,Restaurants,Bars,Entertainment Establishments,Alcoholic Beverage
Establishments And Similar Uses;Requiring Conditional Use Approval Of Such Uses In Excess Of 10,000 Sq.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 Departmental 305-673-7550.
NOTE.,See also advertisement#886,for additional public hearings occurring on May 21,2014.
Dr.Stanley Sutnick Citizen's Forum-The times for the Dr.Stanley Sutnidc Citizen's Forum are 8:30 a.m.and 1:00 p.m.,at 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,lu Floor,City Hall,Miami Beach,
Florida 33139.Copies of these items are available for public inspection during normal business hours in the City Clerk's Office,1700 Convention Center Drive,1°Floor,City Halt,Miami Beach;Florida 33139.This meeting,or any item herein,may
be continued,and under such circumstances,additional legal notice need not be provided.
Pursuant to Section 286.0105,Fla.Stat.,the City hereby advises the public that:if a person decides to appeal any decision made by the City Commission with respect to any matter considered at its meeting or its hearing,such person must
ensure that a verbatim record of the proceedings is made,which record includes the testimony and evidence upon which the appeal is to be based.This notice does not constitute consent by the City for the introduction or admisslon 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
rive days in advance at 305-673-7411(voice)or TTY users may also tail the Florida Relay Service at 711.
Rafael E Granado,City Clerk
City of Miami Beach