Ordinance 95-3023 ORDINANCE NO. 95-3023
AN ORDINANCE OF THE MAYOR AND CITY
COMMISSION OF THE CITY OF MIAMI BEACH,
FLORIDA, AMENDING ORDINANCE NO. 1605, THE
UNCLASSIFIED EMPLOYEES SALARY ORDINANCE, BY
ELIMINATING CERTAIN CLASSIFICATIONS AND
ESTABLISHING NEW SALARY RANGES APPLICABLE
FOR ALL EMPLOYEES WITHIN A CLASSIFICATION,
EXCEPT FOR EMPLOYEES IN THE CITY ATTORNEY'S
OFFICE, AND PROVIDING EXCEPTIONS THERETO;
ELIMINATING FUTURE SALARY INCREASES BASED
ON LONGEVITY; PROVIDING FOR A REPEALER,
SEVERABILITY, AND AN EFFECTIVE DATE.
WHEREAS, the Mayor and City Commission 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, and enhancing recruitment, retention, and
development of a qualified and diverse applicant and employee pool; and
WHEREAS, on October 5, 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 Budget
Advisory Committee and the Capital Improvements/Finance Committee; and
WHEREAS, the aforesaid Committees have supported said findings; and
WHEREAS, the findings of the study have also 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
the Consultant and will be beneficial to the welfare of both employees and
citizens of the City of Miami Beach.
NOW, THEREFORE, BE IT ORDAINED BY THE MAYOR AND THE CITY COMMISSION OF THE
CITY OF MIAMI BEACH, FLORIDA:
1
SECTION 1: Sections 1A, 1B, 2A, 2B, 2 .1A AND 2 .1B of Ordinance No. 1605 are
amended to read as follows:
SECTION 1: GENERAL UNCLASSIFIED POSITIONS
BI-WEEKLY COMPENSATION
JOB CLASSIFICATION JOB CLASS NO. MINIMUM MAXIMUM
AFFIRMATIVE ACTION OFFICER 1703 1969.54 3151.26
AGENDA COORDINATOR 1016 1300.15 2080.23
APPLICATION SYSTEMS MANAGER 1503 1668 .08 2668 .89
#ASSISTANT CHIEF OF POLICE 5002 2325.48 3720. 77
ASSISTANT CITY CLERK 2002 1668 .08 2668 .89
ASSISTANT DEVELOPMENT OFFICER 6404 1300.15 2080.23
ASSISTANT DIRECTOR - BUILDING 3103 1812.53 2900.08
ASSISTANT DIRECTOR - CODE COMPLIANCE 3104 1812.53 2900.08
ASSISTANT DIRECTOR - PARKS 6003 1812.53 2900.08
ASSISTANT DIRECTOR - RECREATION 6101 1812.53 2900.08
ASSISTANT FINANCE DIRECTOR 1102 2140.11 3424 .18
#ASSISTANT FIRE CHIEF 5102 2325 .48 3720.77
ASSISTANT FOR LABOR RELATIONS 1008 1812 .53 2900.08
ASSISTANT PARKING DIRECTOR 1801 1812.53 2900.08
ASSISTANT PROCUREMENT DIV DIRECTOR 1602 1535 .10 2456 .17
ASSISTANT PUBLIC WORKS DIRECTOR 3002 2140.11 3424 .18
AUTDITOR 1119 1300.15 2080.23
BASS MUSEUM ASSISTANT DIRECTOR 6403 1535.10 2456 .17
BEACH PATROL CAPTAIN 5401 1812 .53 2900.08
BUDGET OFFICER 1117 1969.54 3151.26
CAPITAL PROJECTS COORDINATOR 3010 1812 .53 2900.08
CENTRAL SERVICES DIVISION DIRECTOR 2302 1668.08 2668.89
CHIEF ACCOUNTANT 1103 1969.54 3151.26
CHIEF BUILDING INSPECTOR 3141 1535.10 2456 .17
CHIEF ELECTRICAL INSPECTOR 3111 1535.10 2456.17
CHIEF ELEVATOR INSPECTOR 1535.10 2456.17
CHIEF MECHANICAL INSPECTOR 3121 1535.10 2456.17
CHIEF PLUMBING INSPECTOR 3131 1535.10 2456 .17
CHIEF STRUCTURAL PLANS EXAMINER 3140 1668.08 2668.89
CIVIL ENGINEER III 3007 1668.08 2668.89
CLAIMS COORDINATOR 1412 . 76 2260.38
CODE COMPLIANCE SUPERVISOR 3153 1535. 10 2456.17
CODE VIOLATIONS CLERK 2223 1013 .37 1621.38
COMMUNITY DEVELOPMENT BLOCK
GRANT PROGRAM ANALYST 3404 1412 . 76 2260.38
COMMUNITY DEVELOPMENT BLOCK
GRANT PROJECTS COORDINATOR 3405 1535.10 2456.17
COMMUNITY DEVELOPMENT COORDINATOR
- (COMMUNITY LIAISON) 3301 1668. 08 2668 .89
COMMUNITY DEVELOPMENT COORDINATOR
- (FINANCIAL MANAGEMENT) 3302 1668 . 08 2668 .89
COMMUNITY DEVELOPMENT SPECIALIST 3304 1412 . 76 2260.38
COMMUNITY DEVELOPMENT TECHNICIAN 3305 1196 .51 1914 .41
COMPUTER & COMMUNICATIONS DIV DIRECTOR 1501 2140.11 3424 .18
CONSTRUCTION MANAGEMENT DIV DIRECTOR 1550 1812 .53 2900.08
CONSTRUCTION MANAGER 1551 1412 . 76 2260.38
CONTRACT ADMINISTRATOR 1603 1196.51 1914 .41
CURATOR 6423 1412 . 76 2260.38
2
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CURATOR OF COLLECTIONS 6427 1412 .76 2260.38
CURATOR OF EDUCATION 6424 1412 .76 2260.38
DEVELOPMENT SERVICES COORDINATOR 3181 1668 . 08 2668.89
DEVELOPMENT, DESIGN & HISTORIC
PRESERVATION SERVICES DEPUTY DIR 3201 2325.48 3720. 77
DOMESTIC VIOLENCE COORDINATOR 5211 1101.15 1761. 80
#EMERGENCY MEDICAL SERVICES
TRAINING COORDINATOR 5108 1535.10 2456. 17
EMPLOYEE BENEFITS COORDINATOR 1721 1668 . 08 2668. 89
EMPLOYMENT SUPERVISOR 1731 1812 .53 2900. 08
ENVIRONMENTAL SPECIALIST 1552 1412 . 76 2260.38
EXECUTIVE OFFICE ASSOCIATE I 2108 1196 . 51 1914.41
EXECUTIVE OFFICE ASSOCIATE II 2107 1300.15 2080.23
FIELD AGENT 1166 1196. 51 1914.41
FIELD INSPECTOR 3020 1196. 51 1914.41
FILM & PRINT COORDINATOR 1026 1535.10 2456. 17
FINANCIAL ANALYST I 1155 1300.15 2080.23
FINANCIAL ANALYST II 1154 1535.10 2456. 17
FINANCIAL ANALYST III 1153 1668. 08 2668. 89
#FIRE DIVISION CHIEF 5103 2140.11 3424. 18
FIRE MARSHALL 5104 2140.11 3424. 18
#FIRE PROTECTION ANALYST 5106 1535.10 2456. 17
FLEET MANAGEMENT DIVISION DIRECTOR 4302 1812 . 53 2900. 08
GRANTS WRITER/RESEARCHER 3208 1300.15 2080.23
HISTORIC PRESERVATION COORDINATOR 3203 1812 .53 2900. 08
HOUSING & COMMUNITY DEVELOPMENT
DIVISION DIRECTOR 3300 1969. 54 3151.26
HOUSING SPECIALIST 3303 1412 . 76 2260.38
HUMAN RESOURCES ADMINISTRATOR I 1733 1668. 08 2668. 89
HUMAN RESOURCES ADMINISTRATOR II 1702 1969. 54 3151.26
INFORMATION TECH SPECIALIST I 1508 1196 .51 1914.41
INFORMATION TECH SPECIALIST I
- (TELECOM) 1511 1196.51 1914.41
INFORMATION TECH SPECIALIST II 1507 1300.15 2080.23
INFORMATION TECH SPECIALIST III 1506 1412 .76 2260.38
INFORMATION TECH SPECIALIST III
- (TELECOM) 1509 1412 . 76 2260.38
INTERNAL AUDITOR 1116 1969.54 3151.26
LABOR RELATIONS TECHNICIAN 1009 1300.15 2080.23
LOG CABIN DRIVER/INSTRUCTOR AIDE 7116 615.63 985.02
LOG CABIN EDUCATION COORDINATOR 7112 1412 . 76 2260.38
LOG CABIN EMPLOY SPEC/JOB COORDINATOR 7123 1101.15 1761.80
LOG CABIN INSTRUCTOR 7125 789.85 1263 .75
LOG CABIN PROGRAM ADMINISTRATOR 7111 1668 . 08 2668 .89
MANAGEMENT ANALYST 1123 1300.15 2080.23
MAYOR/COMMISSIONER AIDE 1010 1668 .08 2668 .89
MEDIA SPECIALIST 1025 1535.10 2456 .17
NETWORK ADMINISTRATOR 1505 1535 .10 2456 .17
OFFICE ASSOCIATE I (UC) 2113 566.55 906 .51
OFFICE ASSOCIATE II (UC) 2112 668.97 1070.31
OFFICE ASSOCIATE III (UC) 2111 789.85 1263 .75
OFFICE ASSOCIATE IV (UC) 2110 932.61 1492 .15
OFFICE ASSOCIATE V (UC) 2109 1101.15 1761.80
OFFICE MANAGER 2107 1300.15 2080.23
OFFICE OF CHILD DEVELOPMENT DIRECTOR 1022 1668.08 2668.89
PARKING MAINTENANCE SUPERVISOR 1802 1412.76 2260.38
PERSONNEL SPECIALIST 1711 1300.15 2080.23
PLANNING, DESIGN & HISTORIC
3
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PRESERVATION DIVISION DIRECTOR 3202 1969.54 3151.26
#POLICE CAPTAIN 5006 1969.54 3151.26
#POLICE COMMANDER 5007 1812 .53 2900. 08
#POLICE DIVISION MAJOR 5004 2140.11 3424 .18
POLICE PLANS & POLICIES MANAGER 5505 1668 .08 2668 .89
POLICE RECORDS SUPERVISOR 5506 1196 .51 1914 .41
PRINCIPAL PLANNER 3212 1668 .08 2668 .89
PROCUREMENT DIVISION DIRECTOR 1601 1969.54 3151.26
PROPERTY MANAGEMENT DIVISION DIRECTOR 4401 1812 .53 2900. 08
PROPERTY MANAGEMENT SUPERVISOR 1535.10 2456 .17
PROPERTY/EVIDENCE SUPERVISOR 5307 1535.10 2456 .17
#PUBLIC SAFETY COMMUNICATIONS
BUREAU ADMINISTRATOR 5200 1668 .08 2668.89
PUBLIC INFORMATION COORDINATOR 1023 2140.11 3424.18
PUBLIC INFORMATION OFFICER 1024 1535.10 2456.17
REAL ESTATE ECONOMIST 3205 1668 .08 2668 .89 .
RECREATION SUPERVISOR II 6106 1412 .76 2260.38
REDEVELOPMENT COORDINATOR 1407 1969.54 3151.26
REDEVELOPMENT SPECIALIST 1007 1535.10 2456 .17
REVENUE SUPERVISOR 1131 1812 .53 2900. 08
RISK MANAGER 1141 1969.54 3151.26
SECURITY SPECIALIST I 1814 858 .28 1373 .22
SECURITY SPECIALIST II 1813 1013 .37 1621.38
SAFETY OFFICER 1142 1412 . 76 2260.38
SANITATION COORDINATOR 4042 1101.15 1761.80
SENIOR AUDITOR 1118 1668 . 08 2668.89
SENIOR MANAGEMENT ANALYST 1122 1668 . 08 2668.89
SENIOR PLAN DESIGNER 3233 1412 .76 2260.38
SENIOR PLANNER 3213 1412 . 76 2260.38
SENIOR PROCUREMENT SPECIALIST 1605 1196 .51 1914 .41
SOCIAL WORKER 7113 1412 .76 2260.38
SPECIAL & CULTURAL EVENTS LIAISON 1027 1535.10 2456 .17
SPECIAL ASSISTANT TO THE CITY MANAGER 1005 2140.11 3424 .18
SPECIAL PROJECTS COORDINATOR 1006 1812 .53 2900. 08
STREETS & LIGHTING SUPERINTENDENT 4031 1668 . 08 2668 .89
STRUCTURAL ENGINEER 3105 1196 .51 1914.41
SYSTEMS SUPPORT MANAGER 1504 1668 . 08 2668 .89
TELECOMMUNICATIONS MANAGER 1502 1668 . 08 2668 .89
TOURISM AND CONVENTION COORDINATOR 1412 .76 2260.38
TRAINING DEVELOPMENT COORDINATOR 1705 1668 .08 2668 .89
TRANSPORTATION COORDINATOR 3003 1668 .08 2668 .89
TRANSPORTATION ENGINEER 1813 1412 .76 2260.38
UTILITY BILLING SUPERVISOR 1132 1668 .08 2668 .89
WATER & SEWER SUPERINTENDENT 4001 1969.54 3151.26
WELLNESS COORDINATOR 5017 932 .61 1492 .15
SECTION 2: EXECUTIVE POSITIONS
BI-WEEKLY COMPENSATION
JOB CLASSIFICATION JOB CLASS NO. MINIMUM MAXIMUM
ASSISTANT CITY MANAGER 1002 2983 .56 4773.68
#BASS MUSEUM DIRECTOR 6402 2140.11 3424.18
#BUILDING DIRECTOR 3102 2325.48 3720.77
CITY CLERK 2001 2140.11 3424.18
CITY MANAGER 1001 3827.89 6124.60
DEPUTY CITY MANAGER 1004 3522 .76 5636.44
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DEVELOPMENT, DESIGN & HISTORIC
PRESERVATION SERVICES DIRECTOR 3200 2526 . 90 4043 .03
EXECUTIVE ASSISTANT TO THE
CITY MANAGER 1003 2745.75 4393 .18
FINANCE DIRECTOR 1101 2526.90 4043 .03
#FIRE CHIEF 5101 2745.75 4393 .18
GENERAL SERVICES DIRECTOR 1500 2526. 90 4043 .03
HUMAN RESOURCES DIRECTOR 1701 2325.48 3720. 77
MANAGEMENT & BUDGET DIRECTOR 1115 2526 .90 4043 .03
PARKING DIRECTOR 1800 2325.48 3720. 77
#POLICE CHIEF 5001 2745.75 4393 .18
PUBLIC WORKS DIRECTOR 3001 2526 . 90 4043 . 03
RECREATION, CULTURE & PARKS DIRECTOR 6001 2325.48 3720.77
SANITATION DIRECTOR 4041 2140.11 3424 .18
SECTION 2: The following classifications, formerly included in the General
Unclassified, Executive and Public Safety Executive positions,
are herein abolished:
SECTION 1: GENERAL UNCLASSIFIED POSITIONS
BI-WEEKLY COMPENSATION
JOB CLASSIFICATION JOB CLASS NO. MINIMUM MAXIMUM
ADMINISTRATIVE ASSISTANT I 1013 937. 92 1315.06
ADMINISTRATIVE ASSISTANT II 1011 1168.82 1639.79
ADMINISTRATIVE SECRETARY I 2101 821.09 1194.46
(CITY MANACER/MAYOR)
ADMINISTRATIVE SECRETARY II 2103 1015. 90 1436 . 9D
(CITY MANAGER/MAYOR)
ADMINISTRATIVE SECRETARY III 2102 1024 .24 1436 .95-
(CITY
436 .9D(CITY MANAGER/MAYOR)
ANALYST 1506 1276 .38 1790.69
'ASSISTANT HUMAN RESOURCES DIRECTOR 4043 1648. 03 1965.31
'ASSISTANT PURCHASING AGENT 1602 1293 .69 1435.42
ASSISTANT REGISTRAR G128 021.89 1153 . 01
'ASSISTANT SANITATION SUPERINTENDENT 4013 1102 .2G 1314.46
'ASSISTANT TO DEPARTMENT HEAD 1009 1357.42 1618.71-
AUDITOR I 1123 1118.49 1569.10
AUDITOR II 1122 1393 .81 1955.48
'BASS MUSEUM DIVISION DIRECTOR 6402 1612 .16 1922 .53
BUDGET ANALYST 1118 1276.38 1790.61
BUSINESS SUPERVISOR 6411 135-3 .81 1955.48
CHIEF CURATOR 61123 1393 .81 1955.48
CHIEF ENGINEERING INSPECTOR 3181 1393 .81 1955. 18
CLERK TYPIST 2110 752 .63 1055.92
'CODE COMPLIANCE SUPERINTENDENT 3150 1482 .33 1767 .70
COMMUNITY DEVELOPMENT SPECIALIST I 3305 897.53 1259.20
COMMUNITY DEVELOPMENT SPECIALIST II 330-i 1118 .49 1569.10
COMMUNITY DEVELOPMENT SPECIALIST III 3303 1276 .38 1790.69
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y
COMMUNITY DEVELOPMENT COORDINATOR 3301 1456.56 2043 .48
DEVELOPMENT WRITER/RESEARCHER 3200 1168.82 1639. 75
EMERGENCY SERVICES COORDINATOR 1005 1590.60 2231.53
EXAMINATIONS OFFICER 1731 1221.42 1713.58
EXAMINATIONS SUPERVISOR 1732 1522 .11 2135. 11
EXECUTIVE SECRETARY 2101 1221.42 1713 .58
(CITY MANAGER/MAYOR)
FINANCIAL/COMPLIANCE ANALYST 3101 1276.38 1790.63
HOUSING REHABILITATION SPECIALIST 3302 1456.56 2043 .48
}LINCOLN ROAD DIRECTOR 1032 2298.85 2711.42
LOC CABIN INSTRUCTOR/EMPLOYMENT 7123 821.89 1153 . 03
SPECIALIST
LOC CABIN INSTRUCTOR/JOB COACH 7121 752.63 1055. 92
LOG CABIN SOCIAL WORKER 7113 1024.24 1436 . 95
MANAGEMENT INTERN I 1205 689.21 966 . 94
MANAGEMENT INTERN II 1201 752.63 1055. 92 .
+MECIIANICAL MAINTENANCE SUPERINTENDENT 4302 1283.03 1530.04
MUSEUM INFORMATION OFFICER G407 1024.21 1436 .95
PARK & RECREATION MANAGER 6014 957.97 1142 .40
+PARKS SUPERINTENDENT 6003 1257.86 1614.9;
PENSION ADMINISTRATOR 1171 1276.38 1790.69
POLICE PLANNER 5505 1526.06 2141.02
POLICE SYSTEMS MANAGER 55-03 1526.0G 2141.02
PROGRAMMER 1515 1168.82 1639.79
'PROPERTY MAINTENANCE SUPERINTENDENT 4101 1257.86 1762 .46-
PUBLICITY WRITER 2115 821.89 1153 .09
+PURCIIASING AGENT 1601 1373 .61 1645.88
+RECREATION SUPERINTENDENT 6101 1243 .03 1667.31
REGISTRAR G127 1021.21 1436.9:
+SANITATION SUPERINTENDENT 4912 1357.42 1610.74
SENIOR BUDGET ANALYST 1115 1393 . 84 1955.48
SENIOR EXAMINATIONS OFFICER 1733 1393 .81 195-5.40
SERVICE CONTRACT ADMINISTRATOR 1607 1024.21 1436.91
SOCIAL WORKER 7118 1021.21 1436. 95
SYSTEMS ANALYST 1584 1393 .84 1955.48
TELECOMMUNICATIONS ANALYST 5202 1393 .84 1955.48
TELECOMMUNICATIONS TECHNICIAN 5203 1070.33 1501.61
TRAINING INSTRUCTOR 1709 937. 92 1315.0G
# SECTION 2.1: PUBLIC SAFETY EXECUTIVE POSITIONS
BI-WEEKLY COMPENSATION
JOB CLASSIFICATION JOB CLASS NO. MINIMUM MAXIMUM
#f-,ASSISTANT CHIEF OF POLICE 5002 2072 .10 2545.16
#f '1SSISTANT FIRE CHIEF 5102 2072 .10 2545.16
#}CAPTAIN OF POLICE 5006 1986.48 2706.96
#+CIIIEF OF POLICE 5001 2504.64 2986.03
#EMERGENCY MEDICAL SERVICES 5108 1460.23 2040.66
TRAINING COORDINATOR
#+FIRE CHIEF 5181 2335.89 2756.41
#FIRE DIVISION CHIEF 5103 2147.60 3013 .01
#}FIRE PROTECTION ANALYST 5106 1711.31 2443 .03
#FIRE PROTECTION ENGINEER 5111 2055.12 2003 .20
#POLICE COMMANDER 5501 1986. 10 2708.96
#POLICE DIVISION MAJOR 5004 2117.60 3013.01
6
}
ff;'WBL+G—EAFETY COMMUNICATIONC 5200 1711.31 2113.03
BUREAU ADMINICTRATOR
SECTION 3: Effective December 11, 1995, Section 4 of Salary Ordinance No.
1605, pertaining to Longevity increases at seven, ten, fifteen,
twenty and twenty-five years, shall be repealed. Employees
who have received increases pursuant to Section 4 prior to
December 11, 1995, shall continue to receive those increases
but shall not receive increases for future longevity steps
as herein abolished.
employment, he shall be paid a cum equal to two and one half
per cent (2'/6) of hio base pay in addition to the amount he io
paid under Section 1 hereof.
(b) Whcn an employee shall have complctcd tcn y arc of employment,
he ohall be paid a oum equal to five per cent (5%-) of hio baoc
pay in addition to the amount he io paid under Cection 1
hereof.
(c) Whcn an cmploycc ohall have completed fifteen ycaro of
employment, he ohall be paid a oum equal to ocvcn and one half
per cent (7'/s) of hio baoc pay in addition to the amount he io
paid under Cection 1 hcrcof.
(d) Whcn an employee ohall have complctcd twenty y aro of
employment, he ohall be paid a oum equal to ten per cent (10%)
of hio baoc pay in addition to the amount he io paid under
Cection 1 hcrcof.
(c) Whcn an employee ohall have complctcd twenty five yearo of
employment, he ohall be paid a oum equal to eleven per cent
(11%) of hio baoc pay in addition to the amount he io paid
under Cection 1 hcrcof.
For provioiono of thio Cection, length of employment shall
include all time spent ao an employee in the Unclassified or Classified
Cervico, regardless of status, for which compensation has been paid and
time while on approved military le-ave for service in the Armed Forces of
the United Ctatco, provided however, that in the event an cmploycc is
absent from hio duties because of service connected injury, for which
Workman's Compensation io payable, is certified by the City Physician to
be phyoi ally able to return to his duties, and fails to do so, the
period between ouch ccrtifi ation and the employee's actual return to
his duties shall not be deemed to be service time within the m aning of
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 job classification set
forth in this ordinance, such employee shall continue to
receive the same greater salary after the effective date of
7
V
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 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.
* Pay for Performance classification
# Positions moved from other sections.
PASSED and ADOPTED this 6th day of December , 1995.
10011,
.4P0f
ayor
ATTEST: Wr
,, ./10/ ' FORM APPROVF_D
City Clerk LEGAL DEPT
1st reading 11/21/95
By /1�'[/e.s/a---'-
2nd reading 12/6/95 _
Date i(t/i
TCA:AJG:jr
8
CITY OF MIAMI BEACH
CITY HALL 1700 CONVENTION CENTER DRIVE MIAMI BEACH FLORIDA 33139
COMMISSION MEMORANDUM NO. (ail q-q 5
TO: Mayor Seymour Gelber and
Members of the City Commission DATE: December 6, 1995
FROM: Jose Garcia-Pedrosa
City Manager f/9
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 12 1a��
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.
15. 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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