Ordinance 2022-4523 ORDINANCE NO. 2022-4523
AN ORDINANCE OF THE MAYOR AND CITY COMMISSION OF
THE CITY OF MIAMI BEACH, FLORIDA, AMENDING
ORDINANCE NO.789,THE CLASSIFIED SALARY ORDINANCE,
FOR THE FOLLOWING GROUP VI BEING ALL OTHER
CLASSIFICATIONS IN THE CLASSIFIED SERVICE NOT
COVERED BY A BARGAINING UNIT (COMMONLY REFERRED
TO AS "OTHERS") AS FOLLOWS: RETROACTIVELY,
EFFECTIVE THE FIRST FULL PAY PERIOD ENDING IN APRIL
OF 2022, THERE SHALL BE AN ACROSS THE BOARD COST-
OF-LIVING ADJUSTMENT ("COLA") OF TWO PERCENT (2%),
AND THE MINIMUM AND MAXIMUM OF EACH SALARY RANGE
WILL ALSO BE INCREASED BY TWO PERCENT (2%);
EFFECTIVE THE FIRST FULL PAY PERIOD ENDING IN APRIL
OF 2023, THERE SHALL BE AN ACROSS THE BOARD COLA
OF THREE PERCENT(3%),AND THE MINIMUM AND MAXIMUM
OF EACH SALARY RANGE WILL ALSO BE INCREASED BY
THREE PERCENT (3%); EFFECTIVE THE FIRST FULL PAY
PERIOD ENDING IN APRIL OF 2024, THERE SHALL BE AN
ACROSS THE BOARD COLA OF THREE PERCENT (3%), AND
THE MINIMUM AND MAXIMUM OF EACH SALARY RANGE
WILL ALSO BE INCREASED BY THREE PERCENT (3%); THE
MAXIMUM OF EACH SALARY RANGE SHALL BE RAISED BY
FIVE TWO PERCENT (S 2%) TO ACCOUNT FOR COLAS NOT
AWARDED TO OTHERS EMPLOYEES IN 2017,201%AND 2020;
VARIOUS CLASSIFICATIONS FOR THE GROUP SHALL BE
ADDED AND/OR REMOVED; RANGE CHANGES DUE TO
RECLASSIFICATION OF VARIOUS CLASSIFICATIONS SHALL
BE ADOPTED; ALL CLASSIFICATIONS AND GRADES IN
ALPHABETICAL ORDER SHALL BE READOPTED; OUTDATED
LANGUAGE SHALL BE DELETED AND/OR REVISED; AND
PROVIDING FOR REPEALER, SEVERABILITY, AND AN
EFFECTIVE DATE.
WHEREAS, the City has approximately 164 employees who are members of the Others
salary group; and
WHEREAS, classified employees are categorized into six (6) groups: Group I
represented by the American Federation of State, County and Municipal Employees
(AFSCME) Local 1554; Group II represented by the Fraternal Order of Police (FOP)
William Nichols Lodge No. 8; Group III represented by the International Association of
Firefighters (IAFF) Local 1510; Group IV represented by the Communications Workers of
America (CWA) Local 3178; Group V represented by the Government Supervisors
Association of Florida (GSAF), OPEIU, Local 100; and Group VI comprising of all other
classifications in the classified service not covered by a bargaining unit (commonly
referred to as "Others"); and
WHEREAS, there is a need to amend the salary ordinance to ensure the City has an
employee classification and compensation system that is fair and competitive; and
WHEREAS, there is a need to amend the salary ordinance to delete obsolete
classifications; correct scrivener's errors; make housekeeping amendments; and to amend
classifications and grades; and
WHEREAS, the City has reached tentative agreements with four of the five bargaining
units to amend the prior three-year collective bargaining agreements (CBAs) the International
Association of Fire Fighters (IAFF) Local 1510, Government Supervisors Association of
Florida/OPEIU, Local 100 (GSAF), American Federation of State, County and Municipal
Employees (AFSCME) Local 1554; and Communication Workers of America (CWA) Local 3178;
and
WHEREAS, included in the negotiated agreements between the City and the IAFF, GSAF,
and CWA for a three-year period from October 1, 2021 through September 30, 2024; and for
AFSCME the period of May 1, 2022 through April 30, 2025, are provisions for the implementation
of across-the-board cost-of-living adjustments (COLA); and
WHEREAS the City's past practice has been to provide COLAs to Others employees
consistent with those COLAs negotiated by the represented Classified employees; and
WHEREAS employees in the Others Group were provided the same one percent 1%
COLA as all employees in collective bargaining groups in 2021, which is reflected in the starting
pay ranges herein; and
WHEREAS, retroactively, effective the first full pay period ending in April of 2022, there
shall be an across the board COLA of two percent(2%), and the minimum and maximum of each
salary range will also be increased by two percent(2%); effective the first full pay period ending
in April of 2023, there shall be an across the board COLA of three percent(3%), and the minimum
and maximum of each salary range will also be increased by three percent(3%); effective the first
full pay period ending in April of 2024, there shall be an across the board COLA of three percent
(3%), and the minimum and maximum of each salary range will also be increased by three percent
(3%); and
WHEREAS, Others employees who separate from employment with the City prior to the
date of implementation of the COLA (effective the first full pay period in April 2022; effective the
first full pay period in April 2023; and effective the first full pay period in April 2024) will not be
qualifying incumbents and will not be eligible for the COLA increases post separation; and
WHEREAS, to account for COLAs not awarded to Others employees in 2017,-2019;and
2020, the maximum of each salary range shall be raised by five two percent (6 2%), effective
upon ratification of this Ordinance, in order to provide parity and prevent salary compression and
loss of wage growth; and
WHEREAS, there is a need to amend the Others Salary Ordinance to add six (6)
classifications to Group VI represented by Others; and
WHEREAS, there is a need to amend the Classified Salary Ordinance to remove two (2)
classifications from Group VI represented by Others; and
WHEREAS, there is a need to amend the Classified Salary Ordinance to move four (4)
classifications from Group VI represented by Others to Group V represented by GSAF: Sr.
Electrical Inspector, Sr. Elevator Inspector, Sr. Mechanical Inspector, Sr. Plumbing Inspector; and
WHEREAS, there is a need to amend the Classified Salary Ordinance to move one (1)
Page 2 of 11
classification from Group VI represented by Others to Group III represented by IAFF: Fire
Inspector I; and
WHEREAS, there is a need to amend the Classified Salary Ordinance to move two (2)
classifications from Group VI represented by Others to Group I represented by AFSCME: Ice Rink
Technician, Recreation Attendant; and
WHEREAS, there is a need to amend the Classified Salary Ordinance to adjust the ranges
of four part-time positions to correspond to the minimum and maximum hourly rate of the
corresponding full-time positions: Parking Enforcement Specialist, Lifeguard I, Pool Guard I and
Parking Dispatcher I; and
WHEREAS, there is a need to amend the salary ranges of Others employees in order to
ensure that the City has an employee classification and compensation system that is fair and
internally and externally competitive; and
WHEREAS,the estimated financial impact for Others employees in fiscal year(FY)2021-
22 operating budget is $87,686; FY2022-23 operating budget is $314,149; and FY2023-24
operating budget is $599,232. The total estimated three-year impact is $1,001,067.
NOW, THEREFORE, BE IT ORDAINED BY THE MAYOR AND CITY COMMISSION OF
THE CITY OF MIAMI BEACH, FLORIDA, AS FOLLOWS:
SECTION 1. CLASS AND PAY GRADES, SALARIES AND CLASSIFICATIONS
The Classified Salary Ordinance No. 789 shall be amended as follows:
A. Salary Grades and Ranges
1. The following chart reflects a two percent(2%) increase to the minimum and maximum
of salary ranges, and a 2% COLA, effective the first full pay period in April 2022,
retroactively.
[Remainder of page intentionally left blank]
Page 3 of 11
Effective 1st Full Pay Period Ending of April 2022
(Includes 2%COLA) ,
GRADE MINIMUM MINIMUM MAXIMUM MAXIMUM
C06 _ $ 32,617.52 $ 33,269.86 $ 53,353.82 $ 54,420.86
C07 $ 34,268.78 $ 34,954.14 $ 56,054.70 $ 57,175.82
C08 _ $ 36,003.76 $ 36,723.96 $ 58,892.86 $ 60,070.66
C09 $ 37,826.36 $ 38,582.96 $ 61,874.28 $ 63,111.88
C11 $ ^''�-- $ 42,588.26 $ 68,297.58 $ 69,663.62
C12 $ ^'�-- :6 $ 44,744.70 $ 71,754.80 $ 73,190.00
C14 $ ^8�- 40 $ 49,389.60 $ 79,204.06 $ 80,788.24
C15 _ $ 50,872.12 $ 51,889.50 $ 83,214.01 $ 84,878.30
C16 _ $ 53,417.94 $ 54,516.80 $ 87,426.30 $ 89,174.80
C17 $ 56,153.50 $ 57,276.70 $ 91,852.51 $ 93,689.70
C19 _ $ 61,982.96 $ 63,222.64 $ 101,388.04 $ 103,415.78
HO2A $ 12.8-707 $ 13.1281 $ 21.0528 $ 21.4739
HO7A** $ 22.8373 $ 23.2940 $ 33 206 $ 34.3950
H10A** $ 22.1722 $ 22.6156 $ 32.4236 $ 33.0721
H11A** $ 24.359.6 $ 24.8468 $ 37.0261 $ 37.7666
H12A** _ $ 21.6133 $ 22.0762 $ 33.7206 $ 34.3950
H16A $ 25.6959 $ 26.2098 $ 42.0320 $ 42.8726
_H RO1 $ 12.2610 $ 12.5062 $ 20.0385 $ 20.4393
HRO6 $ 15.6816 $ 15.9952 $ 25.6510 $ 26.1640
HR24 $ 48.8299 $ 49.8065 $ 86.6121 $ 88.3443
*Contract charts are a representation of pay corresponding to a salary change in Munis,which will be
;applied with rounding to four(4) significant digits.
�...- L__._....__... L..
I
**Adjusted range for part-time positions to match full-time equivalent hourly rate ;
;H10A !Parking Enforcement Specialist PT
;H11A ,Lifeguard I PT I
H12A ;Pool Guard I PT
,H07A !Parking Dispatcher I PT i._.__..___---_----------_--..--
2. The following chart reflects a We two percent (52%) increase to the maximum of salary
ranges and shall be effective upon ratification of this Ordinance.
[Remainder of page intentionally left blank]
Page 4 of 11
ATLIER CAIADVTAB ES
GRADE MINIMUM MINIMUM MAXIMUM MAXIMUM
$32,617.52 $ 33,269.86 $ 51,420.86 $ 57,112.02
697 $31,268.78 $ , 31,954.14 $ 57,175.82 $ 60,034.52
C�8 $ 93.76 $ 3G,72- .3G $-C907Q C6 $ 63,074.18
C09 $37,826.32 $ 38,582.96 $ 63,111.88 $ 66,267.50
G-1-1 $41,753.14 $ 42,588.22 $ 69,663.62 $ 73,116.84
C-35 $43,867.46 $ 11,744.70 6 73,190709 $ 76,819.50
G-14 $48,421.10 $ 49,389.60 $ 80,788.24 $ 81827.60
E35 $50,872.12 $ 51,889.50 $ 84,878.30 $ 89,122.28
$53,417.94 $ 51,516.80 $ 89,174.80 $ 93,633.54
C3-7 $56,153.50_ $ 57,276.70 $ 93,689.70 $ 98,374.12
C-19 $61,982.92 $ 63,222.64 $ 103,115.78 $ 108,586 26
1402A $ 12.8707 $ 13.1281 $ 21.4739 $ 22.5476
1497A $ 22.8373 $ 23.2940 $ 31.3950 $ 36.1142
1-110A $ 22.1722 $ 22.6156 $ 33.0721 $ 34.7257
I-111h $ 24.3`AG $ 24.8468 $ 37.7666 $ 39.6550
1112h $ 21.6133 $ 22.0762 $ 34.3950 $ 36.1148
1446A $ 25.6959 $ 26.2098 $ 42.8726 $ 15.0162
141481 $ 12.2610 $ 12.5062 $ 20.4393 $ 21.4613
14286 $ 15.6816 $ 15...952 $ 26.1640 $ 27.1722
+1R24 $ 48.8299 $ 49.8065 $ 88.3113 $ 92.7615
-Cont. �a-repfesent-etien- ending to-a s, a Munis,which will be
app/lcd with rounding to four(4)-significantdigits.
OTHERS SALARY TABLES
Effective Upon Ratification 2%Added to Max of Range
GRADE MINIMUM I MAXIMUM MAXIMUM
C06 $ 33,269.86 $ 54,420.86 $ 55,509.22
_C07 $ 34,954.14 $ 57,175.82 _ $ 58,319.30
C08 $ 36,723.96 $ 60,070.66 $ 61,272.12
C09 $ 38,582.96 $ 63,111.88 $ 64,374.18
C11 $ 42,588.26 $ 69,663.62 _ $ 71,056.96
C12 $ 44,744.70 $ 73,190.00 $ 74,653.80
C14 $ 49,389.60 $ 80,788.24 $ 82,403.88
C15 $ 51,889.50 $ 84,878.30 $ 86,575.84
C16 $ 54,516.80 $ 89,174.80 $ 90,958.40
C17 $ 57,276.70 $ 93,689.70 $ 95,563.52 _ _
C19 $ 63,222.64 $ 103,415.78 $ 105,484.08
H02A $ 13.1281 $ 21.4739 $ 21.9034
H07A $ 23.2940 5 33 206 $ 34.3950 _
H10A $ 22.6156 $ 32.4236 $ 33.0721
H11A $ 24.8468 $ 37.0261 $ 37.7666
H12A $ 22.0762 $ 33.7206 $ 34.3950
H16A $ 26.2098 $ 42.8726 $ 43.7301
H R01 $ 12.5062 $ 20.4393 $ 20.8481 _ _ _ _
HRO6 $ 15.9952 $ 26.1640 $ 26.6873
HR24 $ 49.8065 $ 88.3143 $ 90.1112
*Contract charts are a representation of pay corresponding to a salary change in Munis,which will be applied with
!rounding to four f4)significant digits.
Page 5 of 11
3. The following chart reflects a three percent(3%) increase to the minimum and maximum
of the salary ranges, and a three percent COLA, effective the first full pay period in April
2023.
Effcctivc First Full Pay Pcriod Ending of April 2023 1
{Includcs 3% COLA)
GRADE MIN441.4UM d-M• M-AXIM41.UM MAXIMUM•
Ggg $33,269.86 8 34,26849 $ 57,112.02 $ 58,856.20
C07 $31,951.11 $ 36,002.72 $ 60,031.52 $ 61,835.51
C98 6 36 96 $ 37,825.58 $ 63,071.18 $ 61,966.16
G99 $--38,7582,96 $ 39,740.18 $ 66,267.50 $ 68,255.16
C11 $12,588.26 8 137865.90 $ 73,116.81 $ 75,311.21
C12 $41,744.70 $ 16,087.08 $ 76,819.50 $ 79,151.92
0-14 $19,389.60 $ 50,871.31 $ 81,827.60 $ 87,372.18
C15 $51,889.50 $ 53,156.26 $ 89,122.28 $ 91,795.86
C16 $51,516.80 $ 56,152.20 $ 93,633.54 $ 96,412.58
C17 $57,276.70 $ 58,995.04 $ 98,371.12 $ 101,325.33
G-19 $63,222.64 $ 65,119.31 $ 108,586.66 $ 111,811.20
14024 $ 13.1281 $ 13.5219 $ 22.5476 $ 23.2210
HO7A $ 23.2910 $ 23.9929 $ 36.1148 $ 37.1982
1=1-18A $ 22.6156 $ 23.2511 $ 31.7257 $ 35.7671
44444 $ 21.8163 $ 25.5922 $ 39.6550 $ 10.8416
41124 $ 22.0762 $ 22.7385 $ 36.1118 $ 37.1982
H16A $ 26.2098 $ 26.9961 $ 45.0162 $ 16.3667
4-IR01 $ 12.5062 $ 12.8811 $ 21.1613 $ 22.1051
4896 $ 15.9952 $ 16.1751 $ 27.1722 $ 28.2961
k1821 $ 19.8065 $ 51.3007 $ 92.7615 $ 95.5113
, o ,GC-tc. ,ca ef.iseer-respeAding-to-loo...;angc k-Mu be-
Effective First Full Pay Period Ending of April 2023
•
!Includes 3%COLA)
GRADE MINIMUM MINIMUM MAXIMUM MAXIMUM
C06 $ 33,269.86 $ 34,268.00 $ 57,142.02 $ 57,174.52
C07 $ 34,954.14 $ 36,002.72 $ 60,034.52 $ 60,068.84
C08 3f772'r9G $ 37,825.58 $ 63,074.18 $ 63,110.32
C09 $ 38,582.96 $ 39,740.48 $ 66,267.50 $ 66,305.46
C11 $ 42,588.26 $ 43,865.90 $ 73,116.81 $ 73,188.70
C12 $ 44,744:70 $ 46,087.08 $ 76,849.50 $ 76,893.44
C14 $ 19,389.60 $ 50,871.34 6- 84,827.60 $ 84,875.96
C15 $ <�- 889760 $ 53,446.12 $ 89,122.28 $ 89,173.24
C16 S 54,516.80 $ 56,152.20 S 93,633.51 $ 93,687.10
C17 $ 57,276.70 $ 58,995.04 $ 98,374.12 $ 98,430.54
C19 $ 63,222.61 $ 65,119.34 $ 108,586.66 $ 108,648.54
H02A $ 13.1281 $ 13.5219 $ 22.54-76 $ 22.5605
HO7A $ 23.2940 $ 23.9929 $ 36.1148 $ 37.1982
H10A $ 22.6156 $ 23.2941 $ 34.7257 $ 35.7674
H11A $ 24.84.68 $ 25.5922 $ 39.6550 $ 40.8446
H12A $ 22.0762 $ 22.7385 $ 36.1148 $ 37.1982
H16A $ 26.2098 $ 26.9961 $ 43.7301 $ 45.0420
H R01 $ 12.5062 $ 12.8814 $ 20.8481 $ 21.4735
HR06 $ 15.9952 $ 16.4751 $ 26.6873 $ 27.4879
HR24 $ 19.8065 $ 51.3007 $ 90.1112 $ 92.8145
!*Contract charts are a representation of pay corresponding to a salary change in Munis,which will be
;applied with rounding to four La significant digits.
•
Page 6 of 11
4. The following chart reflects a three percent(3%) increase to the minimum and maximum
of the salary ranges, and a three percent COLA, effective the first full pay period in April
2024.
Effective First Full Pay Pcriod Ending of April 2024
(Includes 3%COLA)
G-R-AD€ FM-U1.114 MAXIMUM M MAXIMUM
C86 $ 1,Q 3n,268.00 $ 35,296.01 $ 58,856.20 $-rag7624,86
C07 $36,002.72 $ 37,082.76 $ 61,835.54 $ 63,690.61
O98 $37,825.58 $ 38,960.22 $ 61,966.16 $ 66,915.12
G99 $39,710.18 $ 10,932.53 $ 68,255.16 $ 70,303.22
C11 $43,8rag,98 $ 15,181.76 $ 75,311.21 $ 77,601.12
C12 $16,087.08 $ 17,169.76 $ 79,154.92 $ 81,529.50
C11 $50,871.34 $ 52,397.51 $ 87,372.1E $ 89,°93.54
C45 $53,156.26 $ 55,059.91 $ 91,795.86 $ 91,519 ;
C16 $56,152.20 $ 57,836.74 $ 96,112.58 $ 99,335.86
C17 $58,995.01 $ 60,761.86 $ 101,325.38 $ 101,365.04
C49 $65,119.31 $ 67,072.98 $ 111,811.20 $ 115,199.50
1182A $ 13.5219 $ 13.9276 $ 23.2210 $ 23.9207
H07A $ 23.9929 $ 21.7127 $ 37.1982 $ 38.3112
H 10A $ 23.2911 $ 23.9925 $ 35.7674 $ 36.8405
1411A $ 25.5922 $ 26.3600 $ 10.8416 $ 42.0699
I# A $ 22.7385 $ 23.1206 $ 37.1982 $ 38.3112
1=146A $ 26.9961 $ 27.8060 $ 46.3667 $ 17.7577
11R01 $ 12.8814 $ 13.2678 $ 22.1051 $ 22.7683
44-R86 $ 16.1751 $ 16.9694 $ 28.2964 $ 29.1153
H R21 $ 51.3007 $ 52.8397 $ 95.5413 $ 98.1186
charts-are-a-r of pay corresponding to-a salary change in..
(4)-significantig s.
Effective First Full Pay Period Ending_ of April 2024
(Includes 3%COLA).
GRADE MINIMUM MINIMUM MAXIMUM MAXIMUM
C06 $ 34,268 00 $ 35,296.04 $ 58,856.20 $ 58,889.74
C07 _ 5 36,002.72 $ 37,082.76 $ 61,835.54 $ 61,870.90
C08 S 37,825.58 $ 38,960.22 5 64,966.16 $ 65,003.64
C19 S 39,740.48 $ 40,932.58 S 68,255.16 $ 68,294.72
C11 $ 43 865.90 $ 45,181.76 $ 75,341.24 $ 75,384.40
C12 $ 16,087.08 $ 47,469.76 $ 79,154.92 $ 79,200.16
C14 5 50,871.31 $ 52,397.54 5 87,372.18 $ 87,422.14
C15 S 53,156.26 $ 55,049.54 $ 91,795.86 $ 91,848.38
C16 $ 56,152.20 $ 57,836.74 $ 96,442.58 $ 96,497.70
C17 $ 58,995.04 $ 60,764.86 $ 101,325.38 $ 101,383.36
C19 $ 65,119.34 $ 67,072.98 $ 111,811.20 $ 111,907.90
_HO2A _$ 13.5219 $ 13.9276 $ 22.5605 $ 23.2373
H07A S 23.902D $ 24.7127 S 37.1982 _ $ 38.3142
H 10A $ 23.2941 $ 23.9929 S 35.7674 $ 36.8405
_H11A 5 25.5922 5 26.3600 S 40.8446 5 42.0699
H12A $ 22.7385 5 23.4206 $ 37.1982 $ 38.3142
H16A $ 26.9961 $ 27.8060 $ 45.0420 $ 46.3933
HR01 $ 12.8811 $ 13.2678 $ 21.4735 $ 22.1177
HR06 S 16.4751 $ 16.9694 $ 27.4879 $ 28.3126
HR24 S 51.3007 $ 52.8397 $ 92.8115 $ 95.5990
*Contract charts are a representation of pay corresponding to a salary change in Munis,which will be applied
with rounding to four jsignificant digits.
Page 7 of 11
B. Classifications and Grades
1. Classifications and Grades
The Classifications and Grades of the Classified Salary Ordinance No. 789 shall be
amended by readopting all classifications and grades in alphabetical order and amending
the list of Classifications and Grades as follows:
[Remainder of page intentionally left blank]
Page 8 of 11
Job Class Job Description Min
' - Grade
3117 BUILDING CODE COMP OFFICER C15
1049 CASE WORKER ASSISTANT —�— IH02A
1051 CASE WORKER ASSISTANT PART-l1ME I I-IO2A
1523 C17
4134 ENVIROMENTAL TECNICIAN C12
4111 EXCELLENCE PROG ASSESSOR I PART-TIME 11-IR042
FIRE INSPECTOR I 145
5022 FIREARMS SPECIALIST - IC17
4133 FORESTRY FIELD INSPECTOR ]C12
1713
6024 'LANDSCAPE INSPECTOR 1C12
iICE Dlnlle rrnunICInni ��
5407 LIFEGUARD I PARTTIME i H11A
6140 (PARK RANGER IC16
6142 PARK RANGER PART TIME IH16A
1818 PARKING DISPATCHER PART TIME IH07A
1815 PARKING ENF SPEC I PART TIME 1H10A
1816 PARKING METER TECHNICIAN PART-TIME _ — -- H07A
5416 POOL GUARD I PART-TIME H12A
5302 QUARTERMASTER C12
6102 RECREATION AIDE C07
DCDCATI/'1nl ATTENUANT!` 5
5520 SCHOOL LIAISON OFFICER IHRO6
6129 SEASON POOL GUARD PART-TIME 1H142A
6127 SEASONAL RECREATION AIDE PART-TIME - IH07A
1065 -�—'SOUND ENGINEER IHR24
f SENIOR ELECTRICAL INSPECTOR 14-8
--_,--__-__—_
C EAIIOR CI E\/ATOR IAIC PECTOR4-8
�— _---•- CEnll/1D 11AE!`LJA nII!`AI I�IC DE!`T/lD — —`—�— -- 4-8
--
48
4120 STORMWATER OPERATOR A C12
4121 STORMWATER OPERATOR B IC11
4122 STORMWATER OPERATOR C IC08
4123 STORMWATER OPERATOR D 1C06
4228 ITRADESWORKER I(FACT iiiES MAINTnNCE ORKED\FACILITIES MANAGER 1C14
4227 {TRADESWORKER II/EACI (TIES MAINTENCANCE TRADEDERSON)FACILITIES MANAGER C19
5304 TRAFFIC CONGESTION FIELD SPECIALIST C11
4112 WASTE WATER COLLECTION OPERATOR A -- — —--- IC12
4113 WASTE WATER COLLECTION OPERATOR B IC11
4114 WASTE WATER COLLECTION OPERATOR C 1C08
4115 WASTE WATER COLLECTION OPERATOR D iC06
4116 WATER DISTRIBUTION SYSTEM OPERATOR A C14
4117 WATER DISTRIBUTION SYSTEM OPERATOR B 1C12
4118 - WATER DISTRIBUTION SYSTEM OPERATOR C — -- TC11
4119 WATER DISTRIBUTION SYSTEM OPERATOR D C08
4124 WATER METER TECHNICIAN A C14
4125 !WATER METER TECHNICIAN B C12
4126 WATER METER TECHNICIAN C
.
I C11
4127 'WATER METER TECHNICIAN D E C08
Page 9 of 11
2. Interim Adjustments
The intent of this Ordinance is that it be amended every three years simultaneously with
the ratification of one or more of the City's collective bargaining agreements. In the
period between the amendments, the City may conduct study salaries and/or
classifications to stay abreast of the market. The City Manager shall have the authority
to establish or amend classifications in order to adjust to staffing requirements and
actual changes in position duties, and to establish incentive pays. These salary and
classification changes are subject to ratification of the City Commission at the time of the
amendment of this Ordinance. Employees at or over the maximum of the range for their
respective classifications may have their classifications studied if they demonstrate to
the City Manager, through the Human Resources Director, that their duties have
changed substantially, or that there has been an equally significant change in reporting
structure.
To promote morale and recognize jobs well done, employees at or over the maximum of
their respective salary ranges, shall be eligible in lieu of a COLA for one-time, non-
recurring, non-pensionable adjustments of up to three percent(3%) of their base salary
based on whether they met, exceeded or significantly exceeded performance
expectations as reflected by the ratings on their individual performance evaluations.
[Remainder of page intentionally left blank]
Page 10 of 11
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 DATE.
The Ordinance amendments set forth in Section 1 above shall be effective upon adoption.
This Ordinance shall take effect on the o26 day of 4/"Al' '' , 2022.
PASSED AND ADOPTED this day of N66' , 2022.
ATTEST:
!INCOR oRA ED'
'�., .. St• :Z Dan Gelber, Mayor
H 26:;�:
Rafael E. Granado, City Clerk
(Sponsored by Mayor Dan Gelber) NOV 9 7 2022
Underline denotes additions.
Strike ough denotes deletions.
Double underline denotes additions after First Reading.
denotes deletions after First Reading.
APPROVED AS TO
FORM & LANGUAGE
&FON EXECUTION
City Attorney Date
Page 11 of 11
Agenda Item RSC.
Date !I-Ito-ZZ
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COMMISSION MEMORANDUM
TO: Mayor Dan Gelber and Members of the City Commission
FROM: Alina T. Hudak, City ManagF?(
DATE: November 16, 2022
SUBJECT: AN ORDINANCE OF THE MAYOR AND CITY COMMISSION OF THE CITY OF
MIAMI BEACH, FLORIDA, AMENDING ORDINANCE NO. 789, THE
CLASSIFIED SALARY ORDINANCE, FOR THE FOLLOWING GROUP VI
BEING ALL OTHER CLASSIFICATIONS IN THE CLASSIFIED SERVICE NOT
COVERED BY A BARGAINING UNIT (COMMONLY REFERRED TO AS
"OTHERS")AS FOLLOWS: RETROACTIVELY, EFFECTIVE THE FIRST FULL
PAY PERIOD ENDING IN APRIL OF 2022, THERE SHALL BE AN ACROSS
THE BOARD COST-OF-LIVING ADJUSTMENT ("COLA") OF TWO PERCENT
(2%), AND THE MINIMUM AND MAXIMUM OF EACH SALARY RANGE WILL
ALSO BE INCREASED BY TWO PERCENT (2%); EFFECTIVE THE FIRST
FULL PAY PERIOD ENDING IN APRIL OF 2023, THERE SHALL BE AN
ACROSS THE BOARD COLA OF THREE PERCENT(3%),AND THE MINIMUM
AND MAXIMUM OF EACH SALARY RANGE WILL ALSO BE INCREASED BY
THREE PERCENT (3%); EFFECTIVE THE FIRST FULL PAY PERIOD ENDING
IN APRIL OF 2024, THERE SHALL BE AN ACROSS THE BOARD COLA OF
THREE PERCENT (3%), AND THE MINIMUM AND MAXIMUM OF EACH
SALARY RANGE WILL ALSO BE INCREASED BY THREE PERCENT (3%);
THE MAXIMUM OF EACH SALARY RANGE SHALL BE RAISED BY FIVE
PERCENT (2%) TO ACCOUNT FOR COLAS NOT AWARDED TO OTHERS
EMPLOYEES IN 2019, AND 2020; VARIOUS CLASSIFICATIONS FOR THE
GROUP SHALL BE ADDED AND/OR REMOVED; RANGE CHANGES DUE TO
RECLASSIFICATION OF VARIOUS CLASSIFICATIONS SHALL BE ADOPTED;
SALARY CHANGES TO SEVERAL RANGES SHALL BE ADOPTED; ALL
CLASSIFICATIONS AND GRADES IN ALPHABETICAL ORDER SHALL BE
READOPTED; OUTDATED LANGUAGE SHALL BE DELETED AND/OR
REVISED; AND PROVIDING FOR REPEALER, SEVERABILITY, AND AN
EFFECTIVE DATE
ADMINISTRATION RECOMMENDATION
Administration recommends approval of the Ordinance.
BACKGROUND
The City's workforce is divided into seven(7)Salary Groups: Group I represented by the American
Federation of State, County and Municipal Employees ("AFSCME") Local 1554; Group II
represented by the Fraternal Order of Police ("FOP"), William Nichols Lodge No. 8; Group III
represented by the International Association of Firefighters ("IAFF"), Local 1510; Group IV
represented by the Communications Workers of America ("CWA"), Local 3178; Group V
represented by the Government Supervisors Association of Florida("GSAF"), OPEIU, Local 100;
Group VI comprising of classifications in the classified service not covered by a bargaining unit
(commonly referred to as "Others"); and Group VII comprising of Unclassified employees
To obtain and maintain top talent for the City, even during the "Great Resignation" and fierce
competition for qualified and experienced employees, there is a need to amend the salary
ordinance to ensure the City has an employee classification and compensation system that is fair
and competitive. This Ordinance provides 2%, 3% and 3% COLAs for Others employees, at
parity with those provided to the bargaining units. Furthermore, there is a need to amend the
salary ordinance to delete obsolete classifications; make housekeeping amendments; correct
scrivener's errors; and to amend classifications and grades.
ANALYSIS
At its meeting on April 26, 2017, the City Commission adopted Ordinance 2017-4090, which was
the most recent amendment to Ordinance Number 789, regarding the Others group of employees
in the City of Miami Beach. Since the adoption of Ordinance 2017-4090, organizational changes
and work demands have led to the creation of new classifications, the elimination of
classifications, and corrections to the pay grade for several classifications. Additionally,
employees in the group Others were provided the same 1% COLA as all employees in collective
bargaining group in 2021,which is reflected in the starting pay ranges herein.
The City's past practice has been to provide cost-of-living-adjustments (COLAs) to Others
employees consistent with those COLAs negotiated by the represented Classified employees.
However, the Others employees, along with Unclassified employees, did not receive COLAs in
2019, and 2020. Therefore, this Ordinance shall raise by five percent(2%)the maximum of each
salary range, effective upon ratification of this Ordinance, in order to provide parity and prevent
loss of wage growth and salary compression. Additionally,effective the first full pay period ending
in April of 2022, there shall be a COLA of two percent (2%), and the minimum and maximum,of
each salary range will also be increased by two percent (2%); effective the first full pay period
ending in April of 2023, there shall be an across the board COLA of three percent(3%), and the
minimum and maximum of each salary range will also be increased by three percent (3%); and
effective the first full pay period ending in April of 2024, there shall be an,across the board COLA
of three percent(3%),and the minimum and maximum of each salary range will also be increased
by three percent(3%).
Others employees who separate from employment with the City prior to the date of
implementation of the COLA(effective the first full pay period in April 2022; effective the first full
pay period in April 2023; and effective the first full pay period in April 2024)will not be qualifying
incumbents and will not be eligible for the COLA increases post separation.
Furthermore, there is a need to amend the Classified Salary Ordinance to adjust the ranges of
part time Parking Enforcement Specialist, part time Lifeguard I, part time Pool Guard I, and part
time Parking Dispatcher I to correspond to the minimum and maximum hourly rate of the
corresponding full-time positions.
FINANCIAL IMPACT
The estimated financial impact of the COLAs for Others employees in fiscal year(FY) 2021-22
operating budget is $87,686, in FY2022-23 operating budget is $314,149; and in FY2023-24
operating budget is $599,232.
CONCLUSION
The Administration recommends amending Ordinance No. 789,the Classified Employees
Salary Ordinance of the City of Miami Beach, Florida, by providing a retroactive COLA effective
the first full pay period ending in April 2022,April 2023, and April 2024, and increasing the
minimum and maximum of each Others classification pay range correspondingly.
Based on the foregoing, the Administration recommends that the City Commission approve the
proposed ordinance on first reading and set the ordinance for second reading November 16,
2022.