Ordinance 95-3024ORDINANCE NO.95-3024
AN ORDINANCE OF THE MAYOR AND CITY
COMMISSION OF THE CITY OF MIAMI BEACH,
FLORIDA,AMENDING ORDINANCE NO.789,THE
CLASSIFIED EMPLOYEES SALARY ORDINANCE,BY
ABOLISHING CERTAIN CLASSIFICATIONS AND
ESTABLISHING NEW CLASSIFICATIONS;
ESTABLISHING NEW SALARY RANGES APPLICABLE
FOR ALL EMPLOYEES WITHIN A CLASSIFICATION
AND PROVIDING FOR EXCEPTIONS THERETO;AND
ELIMINATING FUTURE SALARY INCREASES BASED
ON LONGEVITY,EXCEPT FOR CLASSIFICATIONS
COVERED BY COMMUNICATIONS WORKERS OF
AMERICA (C.W.A.),FRATERNAL ORDER OF POLICE
(F.O.P.),AND INTERNATIONAL ASSOCIATION OF
FIREFIGHTERS (I .A.F.F.);PROVIDING FOR A
REPEALER,SEVERABILITY AND AN EFFECTIVE
DATE.
WHEREAS,the Mayor and City Commission of wish to ensure that the City has
an employee classification and compensation system which is fair and equitable
and otherwise meets the objectives of the City,including but not limited to,
consolidating classifications,becoming competitive with public and private
employers with similar operations,enhancing recruitment,retention,and
development of a qualified and diverse applicant and employee pool;and
WHEREAS,on October 5th,1994,the Mayor and City Commission approved the
award of a contract for a classification and compensation study to Hendricks and
Associates,Inc.(Consultant),to determine if changes were needed to the City's
current classification and compensation plan;and
WHEREAS,Hendricks and Associates,Inc.has completed the contracted
classification and compensation study;and
WHEREAS,the findings of the study have been presented to the Personnel
Board,Budget Advisory Committee,Capital Improvements/Finance Committee,and
AFSCME bargaining unit;and
WHEREAS,the findings of the study have been presented to the
Administration,and its managers and employees;and
WHEREAS,the employees were afforded an appeal period,during which the
Consultant responded to all appeals;and
WHEREAS,the ordinance set forth herein implements the recommendations of
Hendricks and Associates,Inc.and will be beneficial to the welfare of both
employees and citizens of the City of Miami Beach.
1
NOW,THEREFORE,BE IT ORDAINED BY THE MAYOR AND THE CITY COMMISSION OF THE
CITY OF MIAMI BEACH,FLORIDA:
SECTION 1:Section 1 of Ordinance No.789 is amended to read as follows:
GROUP I AMERICAN FEDERATION OF STATE,COUNTY AND MUNICIPAL EMPLOYEES
BI-WEEKLY COMPENSATION
JOB CLASSIFICATION JOB CLASS NO.MINIMUM MAXIMUM
ASSISTANT PUMPING MECHANIC
BUILDING SUPERVISOR
CENTRAL SERVICES TECHNICIAN
CONTROL ROOM OPERATOR
DIESEL GENERATOR MECHANIC
FIRE EQUIPMENT MECHANIC
FLEET SERVICE WRITER
HEAVY EQUIPMENT OPERATOR I
HEAVY EQUIPMENT OPERATOR II
MAINTENANCE MECHANIC
MECHANIC I
MECHANIC II
MECHANIC III
MUNICIPAL SERVICE WORKER I
MUNICIPAL SERVICE WORKER II
MUNICIPAL SERVICE WORKER III
MUNICIPAL SERVICE WORKER TRAINEE
MUSEUM GUARD
PARK SUPERVISOR
PEST CONTROL SUPERVISOR
PUMPING MECHANIC
RECREATION OPERATIONS MECHANIC
RECREATION PROGRAM SUPERVISOR
SEWER PIPEFITTER
SEWER SUPERVISOR
STOREKEEPER I
STOREKEEPER II
STOREKEEPER/MECHANIC
STORES CLERK
STREET LIGHTING TECHNICIAN I
STREET LIGHTING TECHNICIAN II
STREET SUPERVISOR
TREE MAINTENANCE ASSISTANT SUPERVISOR
TREE MAINTENANCE SUPERVISOR
TREE TRIMMER
WASTE COLLECTOR
WASTE DRIVER SUPERVISOR
WATER METER TECHNICIAN I
WATER METER TECHNICIAN II
WATER PIPEFITTER
WATER SUPERVISOR
2
4015
6410
4406
4017
4012
5105
1614
4104
4103
4052
4334
4333
4332
4107
4106
4105
4108
5327
6008
6220
4013
4202
6105
4008
4006
1612
1611
6015
1613
4036
4035
4034
6022
6021
6023
4047
4046
4024
4023
4007
4005
789.85
1013.37
668.97
858.28
1013.37
1013.37
726.90
858.28
932.61
858.28
726.90
932.61
1013.37
566.55
615.63
668.97
521.42
566.55
858.28
932.61
932.61
789.85
858.28
789.85
858.28
789.85
858.28
858.28
668.97
615.63
858.28
858.28
858.28
932.61
668.97
668.97
858.28
668.97
789.85
789.85
858.28
1263.75
1621.38
1070.31
1373.22
1621.38
1621.38
1163.03
1373.22
1492.15
1373.22
1163.03
1492.15
1621.38
906.51
985.02
1070.31
834.25
906.51
1373.22
1492.15
1492.15
1263.75
1373.22
1263.75
1373.22
1263.75
1373.22
1373.22
1070.31
985.02
1373.22
1373.22
1373.22
1492.15
1070.31
1070.31
1373.22
1070.31
1263.75
1263.75
1373.22
GROUP V OTHER CLASSIFICATIONS IN THE CLASSIFIED SERVICE
BI-WEEKLY COMPENSATION
JOB CLASSIFICATION JOB CLASS NO.MINIMUM MAXIMUM
AIR CONDITIONING SUPERVISOR
BEACH PATROL OPERATIONS SUPERVISOR
CARPENTER SUPERVISOR
CITY SURVEYOR
COMMUNICATIONS SUPERVISOR
COMPUTER OPERATOR
CONCESSION ATTENDANT
CRIME SCENE SUPERVISOR
CRIME SCENE TECHNICIAN I
CRIME SCENE TECHNICIAN II
METERED SERVICES SUPERVISOR
OFFICE ASSOCIATE II (H.R.&COMPUTERS)
PAINT SUPERVISOR
PARK OPERATIONS SUPERVISOR
PARK RANGER
PARKING FACILITIES SUPERVISOR
PARKING FIELD SUPERVISOR
PARKING OPERATIONS SUPERVISOR
PARKING/EVENTS ATTENDANT
PERSONNEL TECHNICIAN I
PERSONNEL TECHNICIAN II
PERSONNEL TECHNICIAN III
PLUMBING SUPERVISOR
POLICE PHOTOGRAPHER
PROPERTY MANAGEMENT OPER SUPERVISOR
PUBLIC SAFETY SPECIALIST
PUMPING OPERATIONS SUPERVISOR
RECREATION LEADER I
RECREATION LEADER II
RECREATION SUPERVISOR I
SCHOOL GUARD
SENIOR BUILDING INSPECTOR
SENIOR ENGINEERING INSPECTOR
SEWER FIELD OPERATIONS SUPERVISOR
STREET LIGHTING OPERATIONS SUPERVISOR
STREETS OPERATIONS SUPERVISOR
TENNIS CENTER SUPERVISOR
WAREHOUSE SUPERVISOR
WATER FIELD OPERATIONS SUPERVISOR
WATER SERVICE REPRESENTATIVE
4211
5403
4261
3004
5202
1523
6126
5013
5015
5014
4021
2108
4221
6004
1805
1804
1803
1818
1714
1713
1712
4269
5016
4402
5306
4011
6118
6117
6107
5310
3142
3106
4003
4033
4032
6125
1610
4004
4022
1101.15
1535.10
1013.37
1535.10
1196.51
1013.37
566.55
1412.76
1101.15
1196.51
1196.51
1101.15
1196.51
1196.51
1300.15
1101.15
1196.51
668.97
1013.37
1196.51
615.63
858.28
932.61
1196.51
479.85
858.28
932.61
1101.15
1101.15
1101.15
1300 .15
668.97
1196.51
615.63
726.90
1101.15
521.42
1300 .15
1412.76
1196.51
1196.51
1013.37
726.90
1196.51
1196.51
858.28
1 761.80
2456.17
1621.38
2456.17
1914.41
1621.38
906.51
2260.38
1761.80
1914.41
1914.41
1761.80
1914.41
1914.41
2080.23
1 761.80
1914.41
1070.31
1621.38
1914.41
985.02
1373.22
1492.15
1914.41
767.74
1373.22
1492.15
1761.80
1761.80
1761.80
2080.23
1070.31
1914.41
985.02
1163.03
1761.80
834.25
2080.23
2260.38
1914.41
1914.41
1621.38
1163.03
1914.41
1914.41
1373.22
ELECTRICIAN SUPERVISOR 4230
ELECTRONICS/INSTRUMENTATION SUPERVISOR 4229
FIREARMS SPECIALIST 5022
FLEET OPERATIONS SUPERVISOR I 4304
FLEET OPERATIONS SUPERVISOR II 4303
MAINTENANCE SUPERVISOR
SECTION 2:That the following classifications formerly included in American
Federation of State,County and Municipal Employees and Other
3
GROUP I.
Classifications in the Classified Service will be abolished:
AMERICAN FEDERATION OF STATE,COUNTY AND MUNICIPAL EMPLOYEES
BI-WEEKLY COMPENSATION
JOB CLASSIFICATION
BUILDING ATTENDANT
COMMUNITY CENTER DIRECTOR
CUSTODIAL SUPERVISOR
CUSTODIAL WORKER
EQUIPMENT-ATTENDANT
EQUIPMENT MECHANIC
GUAR D
±.ABORER-E
LABORER-IE
MAINTENANCE WORKER-E
MAINTENANCE WORKER-IE
MAINTENANCE WORKER I IE
MAINTENANCE WORKER-IV
NURSER SUPERVISOR
PARK ATTENDANT ±
PARK ATTENDANT IE
PARK-MECHANIC
PARK PEST CONTROL SUPERVISOR
PARK SUPERVISOR ±
POLICE-UTILITY WORKER
RECREATION ATTENDANT
RECREATION DIRECTOR
RECREATION-GUARD ±
RECREATION-GUARD IE
SHOP-CLERF
STOREKEEPER
STREET SUPERVISOR ±
UTILITY WORKER
WATER-METER-READER
WATER-METER-TECHNICIAN
WHITEWAY-SUPERVISOR ±
JOB CLASS NO.
4406
6104
4404
4405
4334
4333
5327
4107
4106
4056
4 055
4 054
4053
GOOS
6035
6033
6015
6009
6008
4292
4419
6105
5317
5316
1614
1612
4034
4202
1136
4023
4035
MINIMUM MAXIMUM
633.40 863.88
779.00 1137.46
671.97 943.98
597.04 790.57
734.28 972.30
826.44 1182.96
614.95 814.29
633.40 938.72
671.97 863.88
597.04 790.57
614.95 930.72
652.40 863.88
671.97 916.49
779.00 1093.71
633.40 938.72
692.13 889.80
026.44 1182-.96
802.37 1137.46
779.00 1093.71
734.28 1051.6 4
633.40 889.80
779.00 1137.46
652.4 916.49
692.13 972.30
671.97 943.98
779.00 1137.46
756.31 1093.71
712.09 972.30
671.97 943.98
734.28 1051.6 4
756.31 1093.71
GROUP V.OTHER CLASSIFICATIONS IN THE CLASSIFIED SERVICE
BI-WEEKLY COMPENSATION
MINIMUM MAXIMUMJOBCLASSIFICATIONJOBCLASSNO.
ACCOUNTANT
ADMINISTRATIVE-ASSISTANT IE
AIR-CONDITION/ELECTRIC SUPERVISOR
AUDIOVISUAL SPECIALIST
CIVIL ENGINEER III
CLERK-FIST (PERSONNEL -€G-MIS)
CODE COMPLIANCE OPERATIONS SUPERVISOR
DATA CONTROL TECHNICIAN
EDP-EQUIPMENT OPERATOR
EMPLOYEE BENEFITS-TECHNICIAN
1105
1012
4210
1025
3007
2108
3153
1526
1523
2122
4
1011.05 1565.24
1011.05 1565.24
1051.49 1565.24
1137.29 1760.68
1330.46 2059.74
600.49 996.15
1102.78 1760.68
752.32 1088.51
822.08 1189.45
752.32 1088.51
F D TECHNICIAN E
±D TECHNICIAN IE
LABORER HELPER
LIFEGUARD CAPTAIN
MAINTENANCE SUPERVISOR
MASONRY SUPERVISOR
MECHANICAL MAINT.OPER.SUPERVISOR
METERED-PARKING-FIELD SUPERVISOR
METERED PARKING-OPER.SUPERVISOR
PARK SUPERVISOR IE
PERSONNEL REPRESENTATIVE
PHOTOGRAPHER HELPER
POLICE HELPER
POLICE RECORDS-SPECIALIST
POLICE UTILITY SUPERVISOR
PROPERTY MAINT OPERATIONS SUPERVISOR
PUBLIC SAFETY SPECIALIST ±
PUBLIC SAFETY SPECIALIST IE
RECREATION-DRIVER WORKER
RECREATION-HELPER
RECREATION-SUPERVISOR IE
SANITATION-INSPECTOR
SENIOR-ELECTRICAL INSPECTOR
SENIOR I D TECHNICIAN
SENIOR MECHANICAL INSPECTOR
SENIOR PLUMBING-INSPECTOR
SHOD-SUPERVISOR
STREET SUPERVISOR IE
TENNIS-CENTER MANGER
WHITEWA SUPERVISOR IE
5015
5014
4108
5402
4051
424l
4303
1803
10-02
6007
1708
1309
5309
2405
429±
4402
5307
5306
6108
6l19
6106
4045
3112
5013
3122
3132
4304
4032
6125
4033
953.01
1137.29
445.20
1303.68
1011.05
925.25
1011.25
898.30
1011.05
898.30
1102.78
468.83
468.83
822.08
953.01
1011.05
648.97
730.4±
668.44
468.83
981.60
898.30
1279.29
1330.46
1279.29
1279.29
953.01
898.30
688.49
898.30
1447.15
1760.68
658.57
1904.35
1505.04
1206.5±
1565.24
1337.97
1565.24
1206.5±
1831.11
658.57
658.57
1189.45
1447.15
1565.24
938.97
1056.81
938.97
658.57
1505.04
1286.5±
1760.68
1904.35
1760.68
1760.68
1391.49
1337.97
996.15
1337.97
SECTION 3:Section 4 of Ordinance No.789 is amended to read as follows:
SECTION 4:For employees in classifications covered by Communications
Workers of America.Fraternal Order of Police and International
Association of Firefighters only.longevity increases shall be
determined as follows:
(a)When an employee shall have completed seven years of
employment,he shall be paid a sum equal to two and one-half
per cent (2%)of his base pay in addition to the amount he is
paid under Section 1 hereof.
(b)When an employee shall have completed ten years of employment,
he shall be paid a sum equal to five per cent (5%)of his base
pay in addition to the amount he is paid under Section 1
hereof.
(c)When an employee shall have completed fifteen years of
employment,he shall be paid a sum equal to seven and one-half
per cent (73%)of his base pay in addition to the amount he is
paid under Section 1 hereof.
(d)When an employee shall have completed twenty years of
employment,he shall be paid a sum equal to ten per cent (10%)
5
of his base pay in addition to the amount he is paid under
Section 1 hereof.
(e)When an employee shall have completed twenty-five years of
employment,he shall be paid a sum equal to eleven per cent
(11%)of his base pay in addition to the amount he is paid
under Section 1 hereof.
For provisions of this Section,length of employment shall
include all time spent as an employee in the Unclassified or Classified
Service,regardless of status,for which compensation has been paid and
time while on approved military leave for service in the Armed Forces of
the United States,provided however,that in the event an employee is
absent from his duties because of service-connected injury,for which
Workman's Compensation is payable,is certified by the City Physician to
be physically able to return to his duties,and fails to do so,the
period between such certification and the employee's actual return to
his duties shall not be deemed to be service time within the meaning of
this sub-paragraph.
SECTION 4:
SECTION 5:
Notwithstanding Sections 1 and 3 above,if an employee's salary
prior to the effective date of this Ordinance is greater than
the salary range maximum for his/her classification as set
forth in this Ordinance,such employee shall continue to
receive the same greater salary after the effective date of
this Ordinance,except that extra pay received for extra or
hazardous duties performed,uniforms,and other like causes
shall cease when no longer applicable.
A new Section 5.1 shall be added to Salary Ordinance No.789 to
read as follows:
Section 5.1:Notwithstanding Sections 1 and 3 above.an employee in a
classification covered by the AFSCME bargaining unit may
receive compensation greater than the salary range maximum for
his/her job classification if a cost of living pay increase
which raises the employee's salary above the salary range
maximum has been granted.
SECTION 6:
SECTION 7:
SECTION 8:
That all ordinances or parts of ordinances in conflict herewith
be and the same are hereby repealed.
If any section,subsection,clause,or provision of this
ordinance is held invalid,the remainder shall not be affected
by such invalidity.
This ordinance shall take effect on the 11th day of December,
1995.
6
PASSED and ADOPTED this l day of
ATTEST:.t'«a[f div c1er
TCA:AJG:jr
1st reading 11/21/95
2nd reading 12/6/95
Ordinance No.95-3024
FORM APPROVED'ste-.
•/to3
7
CITY OF MANI B E A C H
CITY HALL 1700 CONVENTION CENTER DRIVE MIAMI BEACH FLORIDA 33139
corssro ME»oANovo.7@-95
TO:
FROM:
SUBJECT:
M ayor Se ymour Ge lbe r and
M embe rs of the Ci ty Commission
Jose Garcia-Pedrosa JiJ/
City Manager f!!Y
DATE:December 6,1995
PR O P O S E D A M E N D M E N T S T O C LA S SIFIED EM P LO Y EES S A LA RY
O R D IN A N C E N O .789 A N D U N C LA S SIFIED EM P LO Y EES SA LA RY
O R D IN A N C E N O .16 0 5 -H E N D R ICK S C LA S SIFICA T IO N AND
C O M PEN SA TIO N S T U D Y
A D M IN ISTR A TIO N R EC O M M EN D A TIO N :
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.
BA C K G R O U N D :
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
PR O P O S ED A M EN D M EN TS T O C LA S SIFIED EM P LO Y EE S S A LA R Y O R DINA NCE NO .78 9 A N D
U N C LA S SIFIE D EM P LO Y EES S A LA R Y O R D IN A N C E N O .16 0 5 -H END R ICK S C LAS SIFICA TIO N A ND
C O M PEN S A T IO N S T U D Y
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.
11 .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.
PR O P O SE D A M EN D M EN T S TO CLA SSIFIED EM P LO Y EES SA LA RY ORD INA NC E NO .789 A ND
U N C LA S SIFIE D EM P LO Y EES SA LA R Y O RD INA NCE NO .160 5 -HEND RICKS CLA SSIFICA TION A ND
C O M P EN SA TIO N S T U D Y
Page Three
14.Conducting verbal,on-site presentations of findings at formal meetings such as City
Commission,Personnel Board,Budget Advisory Committee,Capital Improvements/Finance
Committee,AFSCME bargaining unit,and conducting informal meetings as necessary.
1 5.Researching and investigating to ensure that all methodologies,procedures,results,and
interpretations are valid,reliable,cross-cultural,and legally defensible for the purposes used.
16.Conducting all phases of the project in a manner consistent with the City's commitment to
enhancing diversity and competitiveness in the job market.
A N A LY S IS
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 (A DA ).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 SALA RY 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.
JGP:i:TCA:LK:lk