R5B-Unclassified Employees Salary Cost Of Living -COLA- Alternative A and BCOMMISSION ITEM SUMMARY
Condensed Title:
"Alternative A" -An ordinance amending Ordinance No. 1605, the Unclassified Employees Salary Ordinance as
follows: providing for all Unclassified employees, effective the first full pay period ending in April 2012, an across
the board cost-of-living adjustment (COLA) of three percent (3%), and a three percent (3%) increase to the
minimum and maximum of each pay range; or
"Alternative B" - A Resolution providing for all Unclassified employees, effective the first full pay period ending in
April 2012, an across the board cost-of-living adjustment (COLA) of up to three percent (3%) for those employees
who are not currently at the maximum of the pay range of their job classification; and providing no adjustment to
the minimum and maximum of each pay_ rang_e.
Key Intended Outcome Supported:
Increase community satisfaction with City government.
Supporting Data (Surveys, Environmental Scan, etc.): In the 2009 Community Satisfaction Survey, among
the four (4) areas of customer service measured, 85.5% of respondents agreed that "the employees that
assisted me were courteous and professional."
Issue:
Shall the City provide a classification and compensation system that is fair and externally and internally
competitive; and consistent with those negotiated for the Classified employees covered by the American
Federation of State, County and Municipal Employees (AFSCME); Fraternal Order of Police (FOP); International
Association of Firefighters (IAFF); Communication Workers of America (CWA); and the Government Supervisors
Association of Florida (GSAF), by amending the Unclassified Employees Salary Ordinance to provide an across
the board cost-of-living adjustment (COLA) of three percent (3%), with the first full pay period ending April 2012?
Item Summary/Recommendation:
"Alternative A"-An ordinance amending Ordinance No. 1605, the Unclassified Employees Salary Ordinance as
follows: providing for all Unclassified employees, effective the first full pay period ending in April 2012, an across
the board cost-of-living adjustment (COLA) of three percent (3%), and a three percent (3%) increase to the
minimum and maximum of each pay range; or "Alternative B" - A Resolution providing for all Unclassified
employees, effective the first full pay period ending in April 2012, an across the board cost-of-living adjustment
(COLA) of up to three percent (3%) for those employees who are not currently at the maximum of the pay range
of their job classification; and providing no adjustment to the minimum and maximum of each pay range.
The Administration recommends the City Commission approve "Alternative A" approving the proposed Ordinance
amendment on first reading, and setting a second reading, public hearing for March 21, 2012. However, should
the City Commission not approve "Alternative A", the Administration recommends that the Commission adopt
"Alternative B" which provides for all Unclassified employees, effective the first full pay period ending in April
2012, an across the board cost-of-living adjustment (COLA) of up to three percent (3%) for those employees who
are not currently at the maximum of the pay range of their job classification; and providing no adjustment to the
minimum and maximum of each pay range.
Adviso Board Recommendation:
Discussed and approved by the Finance and Citywide Projects Committee at the June and July 2011 budget-
related meetin s as well as b the full Commission durin theSe tember 2011 bud et commission meetin s.
Financial Information:
Source Amount Account Approved
of Alternative A $580,000 Included in various Departmental salary
Funds: budgets for FY 2011/2012
Alternative B $418,000 Included in various Departmental salary
budgets for FY 2011/2012
Financial Impact Summary: The City estimates an impact of between $418,000 to $580,000 (depending on
which Alternative is adopted) to the City's FY 2011/2012 operating budget. This amount was budgeted and
a()proved by the City Commission as part of the FY 2011/2012 Budg_et process.
City Clerk's Office Legislative Tracking:
Ramiro lnguanzo, Director, Human Resources I
MIAMI BEACH
23
~ MIAMI BEACH
City of Miami Beach, 1700 Convention Center Drive, Miami Beach, Florida 33139, www.miamibeachfl.gov
TO:
FROM:
DATE:
COMMISSION MEMORANDUM
Mayor Matti Herrera Bower and Members of the City Commission
City Manager Jorge M. Gonzalez C\ __ /
February24, 2012 ()'!"'"'n FIRST READING
SUBJECT: ALTERNATIVE A:
AN ORDINANCE OF THE MAYOR AND CITY COMMISSION OF THE CITY
OF MIAMI BEACH, FLORIDA, AMENDING ORDINANCE NO. 1605, THE
UNCLASSIFIED EMPLOYEES SALARY ORDINANCE OF THE CITY OF
MIAMI BEACH, FLORIDA, AS FOLLOWS: PROVIDING FOR ALL
UNCLASSIFIED EMPLOYEES, EFFECTIVE THE FIRST FULL PAY PERIOD
ENDING IN APRIL 2012, AN ACROSS THE BOARD COST-OF-LIVING
ADJUSTMENT (COLA) OF THREE PERCENT (3%), AND A THREE
PERCENT (3%) INCREASE TO THE MINIMUM AND MAXIMUM OF EACH
PAY RANGE; REPEALING ALL ORDINANCES IN CONFLICT; PROVIDING
FOR SEVERABILITY, AN EFFECTIVE DATE AND CODIFICATION.
ALTERNATIVE B:
A RESOLUTION OF THE MAYOR AND CITY COMMISSION OF THE CITY
OF MIAMI BEACH, FLORIDA PROVIDING FOR ALL UNCLASSIFIED
EMPLOYEES, EFFECTIVE THE FIRST FULL PAY PERIOD ENDING IN
APRIL 2012, AN ACROSS THE BOARD COST-OF-LIVING ADJUSTMENT
(COLA) OF UP TO A THREE PERCENT (3%) FOR THOSE EMPLOYEES
WHO ARE NOT CURRENTLY AT THE MAXIMUM OF THE PAY RANGE OF
THEIR JOB CLASSIFICATION; AND PROVIDING NO ADJUSTMENT TO
THE MINIMUM AND MAXIMUM OF EACH PAY RANGE.
RECOMMENDATION
The Administration recommends that the City Commission approve the Ordinance
(Alternative A) on first reading and set a second reading and public hearing for March
21, 2012. If the Ordinance is not approved, the Administration recommends that the City
Commission approve the Resolution (Alternative B).
This Ordinance was scheduled for first reading on February 8, 2012, but was deferred to
the February 24, 2012 Special City Commission meeting.
BACKGROUND
The City of Miami Beach currently has 401 employees who are considered Unclassified.
These Unclassified positions range from entry level office associates and other
administrative support positions to entry, middle and senior level supervisory and
management employees. There are a total of 252 Unclassified classifications filled by
the 401 Unclassified employees.
24
City Commission Memorandum
February 24, 2012
Unclassified Salary Ordinance
Page 2 of6
By way of background, in 2010, the City and its bargaining units reached agreements to
amend the prior three-year collective bargaining agreements with each of the five (5)
bargaining units in the City. The successor three-year agreements were approved by the
corresponding bargaining unit members and ratified by the City Commission. In order to
attain the Commission's goal of approximately $15 million savings in employee
concessions for FY 2009/2010 and FY 2010/2011 for all Classified and Unclassified
employees, the agreements contained the following provisions as cost savings
components (these provisions also applied to all Unclassified and unrepresented
Classified employees):
• No cost-of-living adjustments (COLA) for the first two and one-half (2 Y2) years of the
agreements; and
• No merit increases for bargaining unit employees represented by the American
Federation of State, County and Municipal Employees (AFSCME); the
Communication Workers of America (CWA); and the Government Supervisors
Association of Florida (GSAF) for a period of time specified in each of these
individual collective bargaining agreements. When the merits resume, the maximum
will be two percent (2%) instead of the previous maximum of four percent ( 4% ).
Eligible members of the Fraternal Order of Police (FOP) and the International
Association of Fire Fighters (IAFF) employee groups continued to receive their step
increases during this period of time.
Consistent with the concessions negotiated with the represented Classified employees
(employees whose classifications are represented by a union), the City imposed
equivalent COLA and merit freezes on the unrepresented Classified employees
(employees whose classifications are not represented by a union) and all Unclassified
employees. The merit freeze was put into effect for the Unclassified and the
unrepresented Classified employees prior to reaching agreements with the AFSCME,
CWA, FOP and IAFF bargaining units. The merit freezes for the Unclassified employees,
the unrepresented Classified employees and the GSA bargaining unit commenced
October 1, 2009. The estimated savings for the two-year merit freeze (FY 2009/2010
and FY 2010/2011) for all Unclassified employees was $2,450,000.
Given this, there have been no COLAs for any Unclassified employee since May 2009
and no merit increases for any Unclassified employees since October 2009.
Furthermore, since FY 2007/2008 the management team (senior level and executive
employees) has only received one (1) merit adjustment. In addition, Unclassified
employees and the unrepresented Classified employees who participate in the Miami
Beach Employees' Retirement Plan (MBERP) began contributing an additional two
percent (2%) of their pensionable salary towards their pension effective January 201 0,
thus reducing the City's portion of the Annual Required Contribution (ARC).
ALTERNATIVE A
An across the board COLA of three percent (3%) for all represented Classified
employees was negotiated, effective with the first full pay period ending in April 2012
(approximately six (6) months into FY 2011/2012). Correspondingly, the minimum and
maximum pay range for each represented Classified position would increase effective
the first full pay period ending in April 2012.
25
City Commission Memorandum
February 24, 2012
Unclassified Salary Ordinance
Page 3 of6
Based on the provisions of the collective bargaining agreements between the City and
its bargaining units, as well as the City's past practice of providing COLA increases to
unrepresented Classified employees and Unclassified employees consistent with those
negotiated for the Classified employees covered by collective bargaining agreements,
the Administration recommends implementing a three percent (3%) across the board
COLA, effective the first full pay period ending April 2012 (six (6) months into the FY
2011/2012), for all Classified and Unclassified employees; increasing the minimum and
maximum of each pay range correspondingly by three percent (3% ); and amending
Ordinance No. 1605, the Unclassified Employees Salary Ordinance of the City of Miami
Beach, Florida accordingly. The Ordinance amendment will ensure that the City has an
employee classification and compensation system that is reasonable and competitive.
No Classified or Unclassified employee who left the City prior to the date of
implementation of the proposed COLA, effective the first full pay period ending in April
2012, will be eligible for this COLA increase.
The proposed three percent (3%) COLA for Unclassified employees is consistent with
those negotiated for the Classified employees covered by the American Federation of
State, County and Municipal Employees (AFSCME); the Fraternal Order of Police
(FOP); the International Association of Firefighters (IAFF); the Communication Workers
of America (CWA); and the Government Supervisors Association of Florida (GSAF) and
would become effective at the same time.
This COLA adjustment is comparable to the 3.6% COLA that all Social Security
beneficiaries commenced receiving in January 2012.
This adjustment will provide additional incentives and competitiveness to attract and
retain new and existing Unclassified employees. The City estimates an impact of
$580,000 to the City's FY 2011/2012 operating budget for COLAs for all Unclassified
employees. This estimate was compiled during the preparation for the collective
bargaining process, which began in 2009 for the collective bargaining agreements that
are currently in effect. This estimate did not take into account turnover rates, which have
occurred and also included the adjustment to the minimum of the ranges for temporary
employees. This amount was discussed, budgeted and approved by the City
Commission as part of the FY 2011/2012 Budget process and is budgeted in the City's
FY 2011/2012 Adopted Budget.
ALTERNATIVE B
In 2009, as part of the recommended classification and compensation study, the City's
consultant, Condrey & Associates, made a recommendation regarding the issuance of
periodic market increases (cost of living adjustments). By way of background, the
purpose of the classification and compensation study was to examine the City's job
classifications, make recommendations as they related to the City's classification and
salary plans and appropriately update all job classifications to ensure internal equity and
external competitiveness.
Condrey & Associates recommended a number of personnel cost containment and best
practices strategies to consider along with the classification and compensation plans.
The most significant of these recommendations provided below. In addition, through
26
City Commission Memorandum
February 24, 2012
Unclassified Salary Ordinance
Page4of6
negotiations, a number of these recommendations were implemented and are
referenced below:
(1) Cost of Living Adjustments (COLA) -Periodic market increases, similar to the
COLA the City currently awards, should be limited to the Consumer Price Index
(CPI) for the Miami -Fort Lauderdale area. Such increases should only be
implemented when appropriate and deemed desirable by the City.
(2) Step Increases I Merit Increases -Automatic step increases should be
eliminated for all classifications where steps currently exist. In keeping with salary
and compensation best practices, merit increases in the range of two percent (2%)
to three percent (3%) should be awarded to employees meeting performance
standards and whose current salary is below the maximum of the salary range for
the position they are in. The current classifications in the City which include
automatic step increases are the following: Lifeguard I, II and Lifeguard Lieutenant;
Fire Fighter I, II, Fire Lieutenant, and Fire Captain; and Police Officer, Police
Sergeant, and Police Lieutenant. With regards to merit increases, all other
employee classifications are on a pay-for-performance plan, meaning that
depending on how they perform during an evaluation year period, the employee is
eligible for a merit increase of anywhere between zero and four percent ( 4% ).
• For all classifications in AFSCME, GSA, unrepresented Classified and
Unclassified employees, the maximum merit increases for general employees
in the pay-for-performance plan was reduced, and now range from zero to a
maximum of two percent (2%) versus the previous range of zero to a maximum
of four percent ( 4% ).
• Through negotiations with the CWA, the automatic step increases for the
Lifeguard I, II and Lifeguard Lieutenant classifications were eliminated. These
classifications are now on the pay-for-performance plan just like all other
general employees.
(3) Merit Increase For Employees Who Are Above The Maximum Of The Salary
Range -Unlike the City's current practice of not awarding merit increases to those
employees who are maxed out (other than COLA), the City should consider a
policy that once employees reach the maximum of their salary range, a merit
increase, based on performance, should be earned as a lump sum payment (one-
time bonus) rather than being added to the base salary. This will help alleviate
retention and motivation problems associated with employees who have "maxed-
out" of their pay range.
(4) Overtime-The City should strictly adhere to the overtime provisions in the Fair
Labor Standards Act (FLSA) and eliminate policies that provide more than what the
law requires. In some cases, the City provides for double or triple time the salary
for overtime worked, when FLSA only requires time-and-a-half.
• For all classifications in the CWA, the City adheres to the overtime provisions in
the FLSA and eliminated policies that provided more than what the law
requires. In some cases, the City provided for double or triple time the salary
for overtime worked, when FLSA only requires time-and-a-half.
27
City Commission Memorandum
February 24, 2012
Unclassified Salary Ordinance
Page 5 of6
(5) Salary Survey -To make sure that the City's pay structure remains in a
competitive position, the City should conduct a salary survey every four (4) to five
(5) years.
As it relates to COLAs, Condrey recommended that periodic market increases (COLAs)
should be provided but limited to the Consumer Price Index (CPI) for the Miami-Fort
Lauderdale area. The CPI for the Miami-Fort Lauderdale area as of December 2011 was
3.1 %. The COLA adjustment provided by the U.S. Federal Government to all Social
Security beneficiaries in January 2012 was 3.6%. Therefore, it is recommended that the
already budgeted three percent (3%) COLA for Unclassified employees should be
approved effective the first full pay period in April 2012 for any Unclassified employee
who is not already at the maximum of the salary range of the position they currently hold.
For any employee who may be less than three percent (3%) away from the maximum of
the salary range of the position they currently hold, it is recommended that these
employees receive the incremental percentage that would take them to the maximum of
the salary range of their position. Below is a breakdown of the number of employees
who have (1) reached the maximum of the salary range for their position; (2) whose
salaries are less than three percent (3%) away from the maximum of the salary range;
and (3) whose salaries are more than three percent (3%) away from the maximum of the
salary range:
CATEGORY #OF COST
EMPLOYEES
EMPLOYEES WHO HAVE REACHED THE 54 $0.00
MAXIMUM OF THEIR SALARY RANGE
EMPLOYEES WHOSE SALARIES ARE LESS 9 $7,700
THAN 3 PERCENT (3%) AWAY FROM THE
MAXIMUM OF THEIR SALARY RANGE
EMPLOYEES WHOSE SALARIES ARE MORE 338 $410,000
THAN 3 PERCENT (3%) AWAY FROM THE
MAXIMUM OF THEIR SALARY RANGE.
TOTAL 401 $417,700.00
Although it has been the City's past practice to provide COLA adjustments to
unrepresented Classified employees and Unclassified employees consistent with those
negotiated for the Classified employees covered by collective bargaining agreements,
the Administration recommends implementing up to a three percent (3%) across the
board COLA, effective the first full pay period ending April 2012 (six (6) months into the
FY 2011/2012), for all Unclassified employees who are not currently at the maximum of
the pay range of their classification; without adjusting the minimum and maximum of the
salary ranges for each classification.
No Unclassified employee who left the City prior to the date of implementation of the
proposed COLA, effective the first full pay period ending in April 2012, will be eligible for
this COLA increase.
The proposed COLA of up to three percent (3%) for Unclassified employees would
become effective on the first full pay period ending April 2012, the same date COLAs
28
City Commission Memorandum
February 24, 2012
Unclassified Salary Ordinance
Page 6 of6
were negotiated by the five (5) bargaining units. Further, this adjustment will provide
additional incentives and competitiveness to attract and retain new and existing
Unclassified employees. It should be noted that while implementation of "Alternative B"
is feasible, the implementation as a policy for Unclassified employees only may lead to
compression issues. These issues may result in inequities between Classified and
Unclassified positions and may also lead to difficulty in promoting internal applicants and
may discourage upward mobility.
CONCLUSION
The Administration recommends approving the COLA of three percent (3% ), effective
the first full pay period ending April 2012 (approximately six (6) months into the FY
2011/2012) for all Unclassified employees.
If Alternative A is approved on first reading, then the Administration recommends that
the second reading be set for a hearing on March 21, 2012.
If Alternative B is approved, then the Administration recommends that the practice of
providing for periodic COLAs without adjusting the minimum and maximum of the salary
ranges for each classification be proposed and negotiated with each of the bargaining
units during the upcoming contract negotiations for the 2012-2015 collective bargaining
agreements to be consistent with the practice begun by the Unclassified employees.
T:\AGENDA\2012\2-8-12\COLA-MEMO UNCLASSIFIED EMPLOYEES.doc
29
ORDINANCE NO.-------
AN ORDINANCE OF THE MAYOR AND CITY
COMMISSION OF THE CITY OF MIAMI BEACH, FLORIDA,
AMENDING ORDINANCE NO. 1605, THE UNCLASSIFIED
EMPLOYEES SALARY ORDINANCE OF THE CITY OF
MIAMI BEACH, FLORIDA, AS FOLLOWS: PROVIDING
FOR ALL UNCLASSIFIED EMPLOYEES, EFFECTIVE THE
FIRST FULL PAY PERIOD ENDING IN APRIL 2012, AN
ACROSS THE BOARD COST -OF-LIVING ADJUSTMENT
(COLA) OF THREE PERCENT (3%), AND A THREE
PERCENT (3%) INCREASE TO THE MINIMUM AND
MAXIMUM OF EACH PAY RANGE; REPEALING ALL
ORDINANCES IN CONFLICT; PROVIDING FOR
SEVERABILITY, AN EFFECTIVE DATE AND
CODIFICATION.
WHEREAS, the City of Miami Beach has approximately 400 employees who are
considered Unclassified employees; and
WHEREAS, during 2010, the City and its bargaining units reached agreements
to amend the prior three-year collective bargaining agreements (CBAs); and
WHEREAS, the successor three-year CBAs were approved by the
corresponding bargaining unit members and ratified by the City Commission; and
WHEREAS, in order to attain the Commission's goal of approximately $15 million
savings in employee concessions for FY 2009/2010 and FY 2010/2011, the CBAs
contained the following provisions as cost savings components: no cost-of-living
adjustments (COLA) for the first two and one-half (2 %) years of the agreements; no
merit increases for bargaining unit employees represented by AFSCME Local 1554,
CWA Local 3178 and GSAF Local 100 for a period of time specified in each of these
individual CBAs (eligible members of the FOP and IAFF employee groups continued to
receive their step increases during this period of time); and when the merits resume, the
maximum will be two percent (2%) instead of the previous maximum of four percent
(4%): and
WHEREAS, consistent with the concessions negotiated with the represented
Classified employees the City imposed an equivalent COLA and merit/step freezes on
the unrepresented Classified employees and all Unclassified employees for the same
period; and
1
30
WHEREAS, an across the board COLA of three percent (3%) for all represented
Classified employees was negotiated, with a corresponding increase to the minimum
and maximum of each pay grade, effective with the first full pay period ending in April
2012 (approximately six (6) months into FY 2011/2012); and
WHEREAS, the COLAs listed herein are consistent with those negotiated for the
Classified employees covered by the American Federation of State, County and
Municipal Employees (AFSCME) Local 1554; the Fraternal Order of Police (FOP)
William Nichols Lodge No. 8; the International Association of Firefighters (IAFF) Local
1510; the Communication Workers of America (CWA) Local 3178; and the Government
Supervisors Association of Florida (GSAF) Local 1 00; and
WHEREAS, the City's past practice has been to provide COLA increases to
Unclassified employees and unrepresented Classified employees (OTHERS -Group
VI), consistent with the COLA negotiated by the represented Classified employees
(Groups I through V); and
WHEREAS, no Unclassified employee who left the City prior to the date of
implementation of the COLA effective the first full pay period ending in April 2012 will be
eligible for this COLA increase; and
WHEREAS, there is a need to amend the salary ranges of Unclassified
employees in order to ensure that the City has an employee classification and
compensation system that is fair and internally and externally competitive.
NOW, THEREFORE, BE IT ORDAINED BY THE MAYOR AND CITY
COMMISSION OF THE CITY OF MIAMI BEACH, FLORIDA:
SECTION 1: The minimum and the maximum biweekly pay ranges will be
changed to reflect an employee classification and compensation system that is fair and
competitive, effective the first full pay period ending in April 2012. The following lines of
Section 1 of the Unclassified Salary Ordinance No. 1605 shall be amended as follows:
CLASS AND PAY GRADES, SALARIES AND CLASSIFICATIONS
GRADE
26
25
24
23
MINIMUM
BIWEEKLY
Determined by the City
Commission
149,287
137,311
126,368
2
31
MAXIMUM
BIWEEKLY
Determined by the City
Commission
240,981
221,773
204,095
22 116,296 4,607 187,828 7,441
21 1Q7,Q26 4,240 172,888 6,848
20 98,498 3,902 189,G79 6,302
19 9G,648 3,591 146,J97 5,800
18 8J,419 3,305 1 J4 ,7J1 5,337
17 76,769 3,041 12J,991 4,912
16 7G,a89 2,787 114,1Q8 4,520
15 68,Q18 2,576 1G8,Q11 4,160
14 89,8J7 2,370 96,641 3,828
13 88,G68 2,182 88,94Q 3,523
12 8Q,678 2,008 81,848 3,242
11 46,6J8 1,848 78,J28 2,984
10 42,921 1,700 69,J2Q 2,746
9 J9,8QQ 1,565 6J,797 2,527
8 a6,J82 1,440 88,712 2,326
7 aa,48a 1,325 84 ,QJ1 2,140
6 JQ,788 1,220 49,728 1,970
5 28,JJ4 1,122 48,76G 1,813
4 26,Q76 1,033 42,114 1,668
3 2J,996 951 a8,787 1,535
2 22,Q84 J8,668
-i 2Q,J24 J2,824
In compliance with Sections 2-407 through 2-410 of the City Code, entitled "Living Wage
Requirements for Service Contracts and City Employees" (See Ordinance 2010-3682
and Resolution 2011-27752), the minimum and the maximum hourly rate for Ranges 2
and 1 shall be amended as follows:
GRADE MINIMUM HOURLY MINIMUM HOURLY MAXIMUM
RATE WITH RATE WITHOUT HOURLY RATE
HEALTH HEALTH
BENEFITS BENEFITS
~ 10.94 12.17 17.66
1 10.72 12.17 16.25
3
32
In compliance with Sections 2-407 through 2-410 of the City Code, entitled "Living
Wage Requirements for Service Contracts and City Employees" (See Ordinance 2010-
3682 and Resolution 2011-27752), effective October 1, 2012, the minimum and the
maximum hourly rate for Ranges 2 and 1, shall be as follows:
GRADE MINIMUM HOURLY MINIMUM HOURLY
RATE WITH RATE WITHOUT
HEALTH HEALTH
BENEFITS BENEFITS
~ 11.28 12.92
1 11.28 12.92
B. Grades and Classifications
GRADE CLASSIFICATION
26 City Attorney
26 City Manager
25 Deputy City Manager
24 Assistant City Manager
24 Chief Deputy City Attorney
24 Chief Financial Officer
23 Deputy City Attorney
23 Fire Chief
23 Police Chief
22 Executive Assistant to the City Manager
22 Public Works Director
21 Assistant Police Chief
21 Assistant Fire Chief
21 Building Director
21 Capital Improvement Projects Director
21 City Clerk
21 First Assistant City Attorney
21 General Services Director
21 Human Resources Director
4
33
MAXIMUM
HOURLY RATE
17.66
16.25
EMPLOYEE
GROUP
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
21
21
21
21
21
20
20
20
20
20
20
20
20
19
19
19
19
19
19
19
19
19
19
19
19
19
19
19
19
19
19
19
19
19
19
19
18
18
18
18
18
18
Budget & Performance Improvement Director
Neighborhood Services Director
Parking Director
Planning Director
Parks & Recreation Director
Assistant Director-Building
Assistant Director-Finance
Community I Economic Development Director
Cultural Affairs & Tourism Development Director
Fire Division Chief
Fire Marshall
Information Technology Division Director
Police Division Major
Assistant Director-CIP
Assistant Director -Community I Economic Development
Assistant Director -Public Works
Bass Museum Director
Ocean Rescue Division Chief
Budget Officer
Chief of Staff
City Engineer
Code Compliance Director
Community Information Manager
Executive Assistant to the Chief
Fleet Management Division Director
Internal Auditor
Labor Relations Director
Police Captain
Police Commander
Procurement Division Director
Property Management Division Director
Public Information Coordinator
Sanitation Director
Senior Assistant City Attorney
Special Assistant to the City Manager
Transportation and Concurrency Manager
Affirmative Action Officer
Application Systems Manager
Assistant Director -Neighborhood Services
Assistant Director -Parking
Assistant Director -Parks
Assistant Director -Planning
5
34
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
18
18
18
18
18
18
18
18
18
18
18
18
18
17
17
17
17
17
17
17
17
17
17
17
17
17
17
17
17
17
17
17
17
17
17
17
17
17
17
17
17
17
17
Assistant Director -Recreation
Assistant Director-Tourism and Cultural Development
Chief Accountant
Expenditure I Treasury Manager
Finance Manager
Human Resources Administrator II
Labor Relations Division Director
Redevelopment Coordinator
Revenue Manager
Senior Capital Projects Coordinator
Systems Support Manager
Technical Services Manager
Utilities Superintendent
Account Manager -Finance
Arts, Culture & Entertainment Director
Assets Manager
Assistant Director -Code Compliance
Assistant Division Director -Property Management
Assistant For Labor Relations
Assistant to the Neighborhood Services Director
Assistant Internal Auditor
Call Center I Customer Service Manager
Capital Improvement Administrator -Finance
Capital Projects Coordinator
Chief Accessibility Inspector
Chief Structural Plans Examiner
Code Compliance Division Director
Community Development and Housing Division Director
Construction Management Division Director
Cultural Affairs Program Manager
Economic Development Division Director
Emergency Management Coordinator
Employment Supervisor
Geographic Information System Manager
Grants Manager
Historic Preservation Coordinator
Housing Manager
Manager-Finance
Neighborhood Services Projects Administrator
Office of Community Services Division Director
Organizational Development & Training Coordinator
Planning & Zoning Manager
Preservation & Design Manager
6
35
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
17
17
17
17
17
16
16
16
16
16
16
16
16
16
16
16
16
16
16
16
16
16
16
16
16
16
16
16
16
16
16
16
16
16
16
16
16
16
16
16
16
16
16
Risk Manager
Service Delivery Manager
Special Projects Coordinator
Streets, Lighting & Stormwater Superintendent
Transportation Manager
Assistant Director -Procurement Division
Assistant Director -Sanitation
Assistant City Attorney II
Assistant City Clerk
Capital Improvement Administrator
Capital Projects Administrator
Chief Building Code Compliance Officer
Chief Building Inspector
Chief Electrical Inspector
Chief Elevator Inspector
Chief Engineering Inspector
Chief Fire Protection Analyst
Chief Mechanical Inspector
Chief Plumbing Inspector
Civil Engineer Ill
Claims Coordinator
Community Development Coordinator
Community Information Coordinator
Community Resources Coordinator
Database Administrator
Employee Benefits Coordinator
EMS Coordinator
Environmental Resources Manager
Film & Event Production Manager
Financial Analyst Ill
Human Resources Administrator I
Implementation Services Manager
Landscape Projects Coordinator
Log Cabin Program Administrator
Mayor I Commissioner Aide
Office of Child Development Director
Organizational Development & Training Specialist
Park Facility Manager
Parks Superintendent
Police Plans & Policies Manager
Principal Planner
Project Planner/Designer
PSCU Administrator
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Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
16
16
16
16
16
16
16
16
16
16
16
16
16
16
16
16
15
15
15
15
15
15
15
15
15
15
15
15
15
15
15
15
15
15
15
15
15
15
15
15
15
15
15
Public Information Officer
Radio Systems Administrator
Real Estate Economist
Senior Auditor
Senior Management Analyst
Senior Management & Budget Analyst
Senior Management Consultant
Senior Network Administrator
Senior Systems Administrator
Storage Area Network Architect
Tourism & Convention Director
Traffic Engineer
Transportation Coordinator
Urban Forester
Utility Billing Supervisor
VOIP Network Administrator
Assistant Director-Bass Museum
Building Permitting Information Analyst II
CDBG Projects Coordinator
Central Services Coordinator
Code Compliance Manager
Code Compliance Supervisor
Contracts Compliance Specialist
Departmental ADA Coordinator
Development Coordinator
Development Review Services Coordinator
Film & Print Coordinator
Financial Analyst II
Fire Protection Analyst
Grants Writer I Researcher
Information Technology Specialist Ill
Inspection Services Coordinator
Media Specialist
Network Administrator
Property I Evidence Supervisor
Redevelopment Specialist
Right-of-Way Manager
Safety Officer
Senior Planner
Senior Plans Designer
Senior Capital Projects Planner
Senior Systems Analyst
Senior Telecommunications Specialist
8
37
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
15
15
15
14
14
14
14
14
14
14
14
14
14
14
14
14
14
14
14
14
14
14
14
14
14
14
14
14
14
14
14
14
14
14
14
14
14
13
13
13
13
13
Special Events Coordinator
Structural Engineer
Systems Administrator
Administrative Manager
Assistant City Attorney I
Building Records Manager
CDBG Program Analyst
Civil Engineer II
Communications Manager
Community Development Specialist
Construction Manager
Cultural Facilities Manager
Curator
Curator of Collections
Curator of Education
Entertainment Industry Liaison
Environmental Specialist
Geographic Information System Analyst
Housing Specialist
Information Technology Specialist II
Landscape Architect
Legal Administrator
Log Cabin Education Coordinator
Management Consultant
Parking Administration Manager
Parking Operations Manager
Police Records Manager
Property Management Contracts Coordinator
Records Manager
Recreation Supervisor II
Sanitation Superintendent
Senior Procurement Specialist
Systems Analyst
Telecommunications Specialist
Social Worker
Transportation Engineer
Victims Advocate
Agenda Coordinator
Auditor
Executive Office Associate II
Financial Analyst I
Fleet Analyst
9
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Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
Unclassified
13 Grants Writer I Researcher Unclassified
13 Labor Relations Specialist Unclassified
13 Management & Budget Analyst Unclassified
13 Office Manager Unclassified
13 Human Resources Specialist Unclassified
13 Planner Unclassified
13 Procurement Coordinator Unclassified
13 Public Art Coordinator Unclassified
13 Public Information Specialist Unclassified
13 Security Specialist Unclassified
13 Special Events Liaison Unclassified
12 Bicycle Program Coordinator Unclassified
12 Building Permitting Information Analyst I Unclassified
12 Building Records Supervisor Unclassified
12 Civil Engineer I Unclassified
12 Community Development Technician Unclassified
12 Executive Office Associate I Unclassified
12 Field Agent Unclassified
12 Field Supervisor Unclassified
12 Homeless Program Coordinator Unclassified
12 Information Technology Specialist I Unclassified
12 Labor Relations Technician Unclassified
12 Legal Secretary Unclassified
12 Police Financial Assistant Unclassified
12 Police Public Information Officer Unclassified
12 Police Records Supervisor Unclassified
12 Registrar Unclassified
11 Case Worker Unclassified
11 Elder Affairs Coordinator Unclassified
11 Grants & Operations Administrator Unclassified
11 Ice Rink Manager Unclassified
11 Log Cabin Employment Specialist I Job Coordinator Unclassified
11 Media Assistant Unclassified
11 Office Associate V Unclassified
11 Sanitation Coordinator Unclassified
11 Truancy Prevention Program Coordinator Unclassified
10 Assistant Ice Rink Manager Unclassified
10 Code Violations Clerk Unclassified
10 Customer Service Liaison Unclassified
10 Paralegal Unclassified
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9 Case Worker II Unclassified
9 Office Associate IV Unclassified
9 Field Monitor Unclassified
8 Graffiti Removal Coordinator Unclassified
7 Log Cabin Instructor Unclassified
7 Office Associate Ill Unclassified
7 Receptionist Unclassified
6 There is currently no classification in this Grade.
5 Office Associate II Unclassified
4 Log Cabin Driver I Instructor Aide Unclassified
3 Office Associate I Unclassified
2 There is currently no classification in this Grade.
1 There is currently no classification in this Grade.
SECTION 2: REPEALER.
That all ordinances or parts of ordinances in conflict herewith be and the same are
hereby repealed.
SECTION 3: SEVERABILITY.
If any section, subsection, clause or provision of this Ordinance is held invalid, the
remainder shall not be affected by such invalidity.
SECTION 4: EFFECTIVE DATES.
The Ordinance Amendments set forth in Section 1 above shall become effective the first
full payroll period in April 2012. A three percent (3%) across the board COLA for all
Unclassified employees shall become effective the first full payroll period in April 2012.
SECTION 5: CODIFICATION.
It is the intention of the Mayor and City Commission of the City of Miami Beach, and it is
hereby ordained that the provisions of this Ordinance shall become and be made a part
of the Code of the City of Miami Beach, Florida. The sections of this Ordinance may be
11
40
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 ________ , 2012.
Matti Herrera Bower, Mayor
ATTEST: APPROVED AS TO FORM & LANGUAGE
Robert Parcher, City Clerk
~_fi;N ~ 7-PI/2-Date
T:\AGENDA\2012\2-8-12\COLA-ORDINANCE-UNCLASSIFIED EMPLOYEES a.docx
12
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RESOLUTION NO. ___ _
A RESOLUTION OF THE MAYOR AND CITY COMMISSION OF THE
CITY OF MIAMI BEACH, FLORIDA PROVIDING FOR ALL
UNCLASSIFIED EMPLOYEES, EFFECTIVE THE FIRST FULL PAY
PERIOD ENDING IN APRIL 2012, AN ACROSS THE BOARD COST-
OF-LIVING ADJUSTMENT (COLA) OF UP TO THREE PERCENT (3%)
FOR THOSE EMPLOYEES WHO ARE NOT CURRENTLY AT THE
MAXIMUM OF THE PAY RANGE OF THEIR JOB CLASSIFICATION;
AND PROVIDING NO ADJUSTMENT TO THE MINIMUM AND
MAXIMUM OF EACH PAY RANGE.
WHEREAS, the City of Miami Beach has approximately 400 employees who are
considered Unclassified employees; and
WHEREAS, during 2010, the City and its bargaining units reached agreements
to amend the prior three-year collective bargaining agreements (CBAs); and
WHEREAS, the successor three-year CBAs were approved by the
corresponding bargaining unit members and ratified by the City Commission; and
WHEREAS, in order to attain the Commission's goal of approximately $15 million
savings in employee concessions for FY 2009/2010 and FY 2010/2011, the CBAs
contained the following provisions as cost savings components: no cost-of-living
adjustments (COLA) for the first two and one-half (2 %) years of the agreements; no
merit increases for bargaining unit employees represented by AFSCME Local 1554,
CWA Local 3178 and GSAF Local 100 for a period of time specified in each of these
individual CBAs (eligible members of the FOP and IAFF employee groups continued to
receive their step increases during this period of time); and when the merits resume, the
maximum will be two percent (2%) instead of the previous maximum of four percent
(4%); and
WHEREAS, consistent with the concessions negotiated with the represented
Classified employees the City imposed an equivalent COLA and merit/step freezes on
the unrepresented Classified employees and all Unclassified employees for the same
period; and
WHEREAS, an across the board COLA of three percent (3%) for all represented
Classified employees was negotiated, with a corresponding increase to the minimum
and maximum of each pay grade, effective with the first full pay period ending in April
2012 (approximately six (6) months into FY 2011/2012); and
WHEREAS, as part of the adopted FY 2011/2012 operating budget approved by
the City Commission, $580,000 was budgeted for all Unclassified employees to receive
a three percent (3%) COLA effective with the last full pay period in April 2012; and a
three percent (3%) increase to the minimum and maximum of each pay range; and
42
WHEREAS, during the February 24, 2012 Special City Commission meeting, the
Administration presented to the City Commission an amendment to Ordinance No.
1605, the Unclassified Employees Salary Ordinance as "Alternative A", implementing a
three percent (3%) COLA effective with the first full pay period ending in April 2012, and
a three percent (3%) increase to the minimum and maximum of each pay range; and
WHEREAS, the City Commission chose not to approve an amendment to
Ordinance No. 1605, but instead approved "Alternative B", which provides up to a three
percent (3%) COLA for those employees who are not currently at the maximum of their
pay range for their job classification and does not provide any adjustment to the
minimum and maximum of each pay range; and
WHEREAS, the City estimates an impact of approximately $418,000 to the City's
FY 2011/2012 operating budget, which is approximately $162,000 less than what was
budgeted and approved by the City Commission as part of the FY 2011/2012 Budget
process; and
NOW, THEREFORE, BE IT DULY RESOLVED BY THE MAYOR AND THE
CITY COMMISSION OF THE CITY OF MIAMI BEACH, FLORIDA that Unclassified
employees, effective with the first full pay period ending in April 2012, shall receive an
across the board cost-of-living adjustment (COLA) of up to a three percent (3%) for
those employees who are not currently at the maximum of the pay ranger of their job
classification; and providing no adjustment to the minimum and maximum of each pay
range.
PASSED and ADOPTED this __ day of--------' 2012.
Matti Herrera Bower, Mayor
ATTEST:
Robert Parcher, City Clerk Date
F:\HUMA\$aii\REG\ORDINANCES-COLA\COLA Unclassified Alternative B Resolution.docx
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