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R5E-Unclassified Salary Ordinance -Weithorn-COMMISSION ITEM SUMMARY Condensed Title: An ordinance of the Mayor and City Commission of the City of Miami Beach, Florida, amending Ordinance No. 1605, The Unclassified Employees Salary Ordinance; abolishing pay grade 1 and pay grade 2; abolishing the classifications of: General Services Director, Transportation and Concurrency Manager, Neighborhood Services Director, Community/Economic Development Director, Cultural Affairs & Tourism Development Director, Procurement Division Director, Information Technology Division Director, Code Compliance Division Director, Assistant Director Procurement Division, Service Delivery Manager, Office Associate I and Public Information Officer; establishing the classifications of Tourism, Cultural Affairs and Economic Development Director, Deputy Building Director, Procurement Director, Information Technology Director, Assistant Director Human Resources, Housing And Community Development Director, Infrastructure Division Director, Assistant City Engineer, Assistant Director Procurement, Building Operations Manager, Investigator Supervisor, Community Services Division Director, Administrative Services Manager, Public Safety Special Projects Coordinator, Property Maintenance/Operations Superintendent, Director of the Office of Communications, Leasing Speclalist, Public Safety Management/Budget Analyst, Performance And Scheduling Analyst, Office Manager (City Attorney), Visual Communications Specialist, Constituent /Commission Aide, Financial Analyst, Public Safety Payroll Administrator, Senior GIS Analyst, and Records Supervisor; Ratifying the pay grade change for the Assistant Director Parking, Assistant Director Parks and Assistant Director Recreation classifications; and effective the first full pay period ending in October 2014, increasing the minimum and the maximum of each pay grade by three percent (3%); and granting an across the board cost of living adjustment of up to three percent (3%) for any unclassified employee whose base salary does not exceed the maximum of the pay range for the comparable job title as recommended by the 2009 Condrey Classification And Compensation Study "Pay Scale B", subsequently amended by seven percent (7%) in August 2013, by the consultant; Repealing all ordinances in conflict; providing for severability, an effective date and codification. Ke Intended Outcome Supported: Item Summary/Recommendation: First Reading The City reached individual three year labor agreements covering the time period of October 1, 2012, through September 30, 2015 with each, the CWA, GSAF, FOP and IAFF. Included in the individual contracts, the City agreed to provide a three percent COLA to all bargaining unit employees effective the first pay period ending in October 2014, adjusting the minimum and maximum of each pay range accordingly. Keeping with the spirit of treating all City of Miami Beach employees similarly, the Administration is recommending, effective with the first full pay period in October 2014, increasing the minimum and maximum of the salary ranges for all pay grades in the unclassified salary group and granting an across the board cost of living adjustment of up to three percent for any employee in the unclassified salary group whose base salary does not exceed the maximum of the pay range for the comparable job title as recommended in the 2009 Condrey Classification and Compensation Study "Pay Scale B", amended by seven percent in August 2013, by the consultant. In addition, over the last few years several reclassifications and organizational changes took place affecting a number of unclassified salary group positions but not reflected in the Unclassified Salary Ordinance. The attached proposed ordinance will provide conformity for any such actions. Advisory Board Recommendation: I N/A Financial Information: Source of Amount Funds: 1 FY2012/2013 ~BPI 2 FY2013/2014 3 FY2014/2015 Cost of three percent salary COLA for qualifying unclassified employees. $800,000 Total $800,000 Financial Impact Summary: The three percent COLA provides a needed amendment to the salary ranges to provide for a fair and internally and externally competitive compensation system. The estimated 5-year impact is approximately $4 million. City Clerk's Office Legislative Tracking: Sylvia Crespo-Tabak, Human Resources Director Sign-Offs: Department Director Assistant City Manager (e MIAMIBEACH 50 City Manager Jimmy L. Morales Agenda Item R S"E Date 9-3o-/~ I ' ! MIAMI BEACH City of Miami Beach, 1700 Convention Center Drive, Miami Beach, Florida 33139, www. miomibeochfl.gov COMMISSION MEMORANDUM TO: Mayor Matti Herrera Bower and M FROM: City Manager Jimmy L. Morales DATE: September 30, 2013 First Reading SUBJECT AN ORDINANCE OF THE MAYOR AND CITY COMMISSION OF THE CITY OF MIAMI BEACH, FLORIDA, AMENDING ORDINANCE NO. 1605, THE UNCLASSIFIED EMPLOYEES SALARY ORDINANCE; ABOLISHING PAY GRADE 1 AND PAY GRADE 2; ABOLISHING THE CLASSIFICATIONS OF: GENERAL SERVICES DIRECTOR, TRANSPORTATION AND CONCURRENCY MANAGER, NEIGHBORHOOD SERVICES DIRECTOR, COMMUNITY/ECONOMIC DEVELOPMENT DIRECTOR, CULTURAL AFFAIRS & TOURISM DEVELOPMENT DIRECTOR, PROCUREMENT DIVISION DIRECTOR, INFORMATION TECHNOLOGY DIVISION DIRECTOR, CODE COMPLIANCE DIVISION DIRECTOR, ASSISTANT DIRECTOR PROCUREMENT DIVISION, SERVICE DELIVERY MANAGER, OFFICE ASSOCIATE I AND PUBLIC INFORMATION OFFICER; ESTABLISHING THE CLASSIFICATIONS OF TOURISM, CULTURAL AFFAIRS AND ECONOMIC DEVELOPMENT DIRECTOR, DEPUTY BUILDING DIRECTOR, PROCUREMENT DIRECTOR, INFORMATION TECHNOLOGY DIRECTOR, ASSISTANT DIRECTOR HUMAN RESOURCES, HOUSING AND COMMUNITY DEVELOPMENT DIRECTOR, INFRASTRUCTURE DIVISION DIRECTOR, ASSISTANT CITY ENGINEER, ASSISTANT DIRECTOR PROCUREMENT, BUILDING OPERATIONS MANAGER, INVESTIGATOR SUPERVISOR, COMMUNITY SERVICES DIVISION DIRECTOR, ADMINISTRATIVE SERVICES MANAGER, PUBLIC SAFETY SPECIAL PROJECTS COORDINATOR, PROPERTY MAINTENANCE/OPERATIONS SUPERINTENDENT, DIRECTOR OF THE OFFICE OF COMMUNICATIONS, LEASING SPECIALIST, PUBLIC SAFETY MANAGEMENT/BUDGET ANALYST, PERFORMANCE AND SCHEDULING ANALYST, OFFICE MANAGER (CITY ATTORNEY), VISUAL COMMUNICATIONS SPECIALIST, CONSTITUENT /COMMISSION AIDE, FINANCIAL ANALYST, PUBLIC SAFETY PAYROLL ADMINISTRATOR, SENIOR GIS ANALYST, AND RECORDS SUPERVISOR; RATIFYING THE PAY GRADE CHANGE FOR THE ASSISTANT DIRECTOR PARKING, ASSISTANT DIRECTOR PARKS AND ASSISTANT DIRECTOR RECREATION CLASSIFICATIONS; AND EFFECTIVE THE FIRST FULL PAY PERIOD ENDING IN OCTOBER 2014, INCREASING THE MINIMUM AND THE MAXIMUM OF EACH PAY GRADE 51 City Commission Memorandum September 30, 2013 Unclassified Salary Ordinance 151 Reading Page 2 of 4 BY THREE PERCENT (3%); AND GRANTING AN ACROSS THE BOARD COST OF LIVING ADJUSTMENT OF UP TO THREE PERCENT (3%) FOR ANY UNCLASSIFIED EMPLOYEE WHOSE BASE SALARY DOES NOT EXCEED THE MAXIMUM OF THE PAY RANGE FOR THE COMPARABLE JOB TITLE AS RECOMMENDED BY THE 2009 CONDREY CLASSIFICATION AND COMPENSATION STUDY "PAY SCALE B", SUBSEQUENTLY AMENDED BY SEVEN PERCENT (7%) IN AUGUST 2013, BY THE CONSULTANT; REPEALING ALL ORDINANCES IN CONFLICT; PROVIDING FOR SEVERABILITY, AN EFFECTIVE DATE AND CODIFICATION. RECOMMENDATION The Administration recommends the City Commission approve the ordinance and set a public hearing for second reading October 16, 2013. BACKGROUND The City of Miami Beach has the following five (5) classified employee groups represented by bargaining units: • 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 Ill -Represented by the International Association of Firefighters (IAFF) Local 1510; • Group IV -Represented by the Communications Workers of America (CWA) Local 3178; and • Group V -Represented by the Government Supervisors Association of Florida (GSAF), OPEIU, Local100. The City also has one classified employee group, Group VI, comprising of classifications in the classified service not covered by a bargaining unit. This group is commonly referred to in the City of Miami Beach as "others". There is a seventh salary group comprised of at-will employees commonly referred to as unclassified employees. ANALYSIS The City of Miami Beach has 408 employees whose classifications are in the unclassified salary group. The City has ratified collective bargaining agreements with three of the five bargaining units representing employees. They include CWA, IAFF, and the FOP. On September 18, 2013, the GSAF held a second ratification vote and the contract was approved by the majority of the voting bargaining unit members. At the time of this writing, the City and AFSCME continue to negotiate a successor agreement to the one that expired April 30, 2013. 52 City Commission Memorandum September 30, 2013 Unclassified Salary Ordinance 1st Reading Page 3 of4 An across the board cost of living adjustment (COLA) of three percent was negotiated with CWA, GSAF, FOP and IAFF effective with the first full pay period ending in October 2014; and the minimum and maximum of the pay range for each classification will increase accordingly. Since October 2009, there have been no merit increases for any unclassified or "others" employees. There was one three percent COLA in April 2012, for those unclassified employees whose salaries were below the maximum of the pay range of their respective classifications. Note, the minimum and maximum of the pay ranges were increased for all salary groups except for the unclassified and "others" in April 2012. Since FY2007/2008 the management team (senior level and executive employees) has been eligible for one merit increase only. Effective January 18, 2010, employees in the unclassified and "others" salary groups who are members of the Miami Beach Employees' Retirement Plan (MBERP) also began contributing an additional two percent of their pensionable salaries toward their pension, reducing the City's portion of the annual required contribution. In 2008, the Administration entered into a contract with Condrey & Associates to perform a citywide study to ensure the City had a classification and compensation system that was appropriate, competitive and fair. Condrey & Associates, in conjunction with a professor/researcher from the University of Miami, also conducted a best practices benefits survey to collect data on what other jurisdictions were doing to control related costs. Condrey & Associates presented their preliminary findings to the City Administration in early October 2008, just days after the major economic downturn experienced by the stock market. Given the subsequent grim economic news and forecasts, the employee layoffs from many local and national organizations, and others freezing or reducing salaries and benefits, the Administration asked Condrey & Associates to analyze its findings further to make a more accurate and timely recommendation to the City, considering the evolving economic, financial and labor factors. In August 2009, the City received the final Condrey & Associates Classification and Compensation Study for the City of Miami Beach. The report included an analysis of the salary and benefits data, along with the jurisdictions that responded to the salary and benefits surveys. In August 2013, the consultant provided the City with a letter (Attachment 1) advising that the minimum and the maximum of the salary scales recommended in the study should be adjusted by seven percent. The City's past practice has been to provide COLAs to the "others" and unclassified employees consistent with those negotiated and agreed to for employees covered by collective bargaining agreements. Therefore, the Administration recommends that effective with the first full pay period ending in October 2014, the minimum and maximum of the pay grades in the unclassified salary group be increased by three percent and that employees be eligible for up to a three percent COLA if their salaries do not exceed the maximum of the pay range for the comparable job title in the Condrey Study, subsequently adjusted by seven percent in August 2013. No employee in the unclassified salary group, who separates from employment with the City prior to the implementation date of the proposed COLA, will be eligible for this increase. 53 City Commission Memorandum September 30, 2013 Unclassified Salary Ordinance 151 Reading Page 4 of 4 The Human Resources Director will review and determine the appropriate range for those classifications not analyzed by Condrey. Based on an appropriately determined range, with the City Manager's concurrence, the eligibility of each incumbent in those classifications for up to a three percent COLA will be determined. The City estimates that nearly sixty employees in the unclassified salary group will not be eligible for the proposed COLA. The estimated impact to the FY2014/2015 operating budget attributable to the three percent COLA is approximately $800,000. This estimate does not take into account turnover rates. The impact from occupied positions affected by the Condrey recommendations, as amended in August 2013, is provided in Attachment 2. In addition over the last few years, several reclassifications and organizational changes affecting a number of unclassified positions have taken place, but have not been reflected in the Unclassified Salary Ordinance. The attached ordinance provides conformity with such actions. CONCLUSION The Administration recommends approving the COLA of up to three percent, effective the first full pay period ending October 2014, for all employees in the unclassified salary group whose salaries do not exceed the maximum of the pay range as recommended in the 2009 Condrey Study, as amended in August 2013. This adjustment will provide additional incentives and competitiveness to attract and retain new and existing employees. The Administration further recommends ratification of the reclassification and organizational changes reflected in the ordinance and that the City Commission approve the ordinance on first reading and set the second reading public hearing for October 16, 2013. T:\AGENDA\2013\September 30\Unclassified Salary Ordinance\Unclassified Employees Salary Ordinance Memo 1st Rdg 9-4-13 CMG.docx 54 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; ABOLISHING PAY GRADE 1 AND PAY GRADE 2; ABOLISHING THE CLASSIFICATIONS OF: GENERAL SERVICES DIRECTOR, TRANSPORTATION AND CONCURRENCY MANAGER, NEIGHBORHOOD SERVICES DIRECTOR, COMMUNITY/ECONOMIC DEVELOPMENT DIRECTOR, CULTURAL AFFAIRS & TOURISM DEVELOPMENT DIRECTOR, PROCUREMENT DIVISION DIRECTOR, INFORMATION TECHNOLOGY DIVISION DIRECTOR, CODE COMPLIANCE DIVISION DIRECTOR, ASSISTANT DIRECTOR PROCUREMENT DIVISION, SERVICE DELIVERY MANAGER, OFFICE ASSOCIATE I AND PUBLIC INFORMATION OFFICER; ESTABLISHING THE CLASSIFICATIONS OF TOURISM, CULTURAL AFFAIRS AND ECONOMIC DEVELOPMENT DIRECTOR, DEPUTY BUILDING DIRECTOR, PROCUREMENT DIRECTOR, INFORMATION TECHNOLOGY DIRECTOR, ASSIST ANT DIRECTOR HUMAN RESOURCES, HOUSING AND COMMUNITY DEVELOPMENT DIRECTOR, INFRASTRUCTURE DIVISION DIRECTOR, ASSISTANT CITY ENGINEER, ASSISTANT DIRECTOR PROCUREMENT, BUILDING OPERATIONS MANAGER, INVESTIGATOR SUPERVISOR, COMMUNITY SERVICES DIVISION DIRECTOR, ADMINISTRATIVE SERVICES MANAGER, PUBLIC SAFETY SPECIAL PROJECTS COORDINATOR, PROPERTY MAINTENANCE/OPERATIONS SUPERINTENDENT, DIRECTOR OF THE OFFICE OF COMMUNICATIONS, LEASING SPECIALIST, PUBLIC SAFETY MANAGEMENT/BUDGET ANALYST, PERFORMANCE AND SCHEDULING ANALYST, OFFICE MANAGER (CITY ATTORNEY), VISUAL COMMUNICATIONS SPECIALIST, CONSTITUENT /COMMISSION AIDE, FINANCIAL ANALYST, PUBLIC SAFETY PAYROLL ADMINISTRATOR, SENIOR GIS ANALYST, AND RECORDS SUPERVISOR; RATIFYING THE PAY GRADE CHANGE FOR THE ASSISTANT DIRECTOR PARKING, ASSISTANT DIRECTOR PARKS AND ASSISTANT DIRECTOR RECREATION CLASSIFICATIONS; AND EFFECTIVE THE FIRST FULL PAY PERIOD ENDING IN OCTOBER 2014, INCREASING THE MINIMUM AND THE MAXIMUM OF EACH PAY GRADE BY THREE PERCENT {3%); AND GRANTING AN ACROSS THE BOARD COST OF LIVING ADJUSTMENT OF UP TO THREE PERCENT (3%) FOR ANY UNCLASSIFIED EMPLOYEE WHOSE BASE SALARY DOES NOT EXCEED THE MAXIMUM OF THE PAY RANGE FOR THE COMPARABLE JOB TITLE AS RECOMMENDED BY THE 2009 CONDREY CLASSIFICATION AND COMPENSATION STUDY "PAY SCALE B" SUBSEQUENTLY AMENDED BY SEVEN PERCENT (7%) IN AUGUST 2013, BY THE CONSULTANT; REPEALING ALL ORDINANCES IN CONFLICT; PROVIDING FOR SEVERABILITY, AN EFFECTIVE DATE AND CODIFICATION. 1 55 WHEREAS, the City of Miami Beach has approximately 400 employees who are unclassified employees; and WHEREAS, the City has reached agreement with four of the five bargaining units to amend the prior three-year collective bargaining agreements (CBAs) including the Communication Workers of America (CWA) Local 3178; the Government Supervisors Association of Florida (GSAF) Local 1 OO;the Fraternal Order of Police (FOP) William Nichols Lodge No. 8; the International Association of Firefighters (IAFF) Local 151 0; and is still negotiating with the American Federation of State, County and Municipal Employees (AFSCME) Local 1554; and WHEREAS, the four three-year CBAs were approved by the corresponding bargaining unit members and three ratified by the City Commission; and WHEREAS, the Administration will be presenting the contract with GSAF to the City Commission at the October 16, 2013, meeting; and WHEREAS, an across the board cost of living adjustment (COLA) of three percent (3%) for represented classified employees was negotiated with the CWA, GSAF, FOP and IAFF, with a corresponding increase to the minimum and maximum of each pay grade, effective with the first full pay period ending in October 2014; and WHEREAS, the COLAs listed herein are consistent with those negotiated for the classified employees covered by the CWA, GSAF, FOP and the IAFF; and WHEREAS, the City's past practice has been to provide COLAs to unclassified employees and unrepresented classified service employees (OTHERS -Group VI), consistent with the COLAs negotiated by the represented classified employees (Groups I through V); and WHEREAS, effective with the first full pay period ending in October 2014, the minimum and the maximum of the unclassified pay grades, two through 26, shall each be increased by three percent (3%); and WHEREAS, effective with the first full pay period ending in October 2014, there shall be an across the board COLA of up to three percent (3%) for any unclassified employee whose base salary does not exceed the maximum of the pay range for the comparable job title recommended by the 2009 Condrey Classification and Compensation Study "Pay Scale B", subsequently amended by seven percent (7%) in August 2013, by the consultant (attachment 1); and WHEREAS, eligibility for up to a three percent (3%) COLA for any employee whose classification was not analyzed by Condrey, will have said COLA eligibility determined by the Human Resources Director, with the City Manager's concurrence, at the time of 2 56 implementation during the first full pay period ending in October 2014; and WHEREAS, no unclassified employee who leaves the City prior to the date of implementation of the COLA effective the first full pay period ending in October 2014, will be eligible for this COLA; and WHEREAS, the recommended pay grade for each classification that was included in the 2009 Condrey Classification and Compensation Study and, subsequently amended by seven percent (7%) by the consultant in August 2013, see attachment 2; and WHEREAS, the estimated impact to the FY 2014/15 operating budget is approximately $800,000 attributed to the three percent COLA for qualifying employees whose classifications are in the unclassified salary group; and WHEREAS, there is a need to amend the salary ranges for three classifications to reflect action taken October 1, 2006; and ensure the City has an employee classification and compensation system that is fair and internally and externally competitive. [The remainder of this page intentionally left blank] 3 57 NOW, THEREFORE, BE IT ORDAINED BY THE MAYOR AND CITY COMMISSION OF THE CITY OF MIAMI BEACH, FLORIDA: SECTION 1: The following lines of Section 1 of the Unclassified Salary Ordinance No. 1605 shall be amended as follows: CLASS AND PAY GRADES, SALARIES AND CLASSIFICATIONS A. Salary Grades and Ranges Grade, Classifications and Compensation for the City Manager and City Attorney 26 26 CITY MANAGER Base Salary: Medical insurance Dental insurance Life insurance 457 deferred compensation City vehicle and/or vehicle allowance $162,916.00/yr to $263,126.00/yr $167,803/yr to $271 ,020/yr Annual vacation, sick leave, floating, and birthday holidays as provided in the Unclassified Employees Leave Ordinance Defined benefit retirement plan CITY ATTORNEY Base Salary: Medical insurance Dental insurance Life insurance 457 deferred compensation $162,916.00/yr to $263,126.00/yr $167 ,803/yr to $271 ,020/yr City vehicle and/or vehicle allowance Annual vacation, sick leave, floating, and birthday holidays as provided in the Unclassified Employees Leave Ordinance Defined benefit retirement plan 4 58 MINIMUM MAXIMUM ANNUAL ANNUAL GRADE SALARY SALARY Annual salary based on 2080 hours per year 25 149,287 153,766 240,981 2483210 24 137,311 141,420 221,773 2281423 23 126,368 130,151 204,095 2101212 22 116,296 119,782 187,828 1931459 21 107,026 1101226 172,858 1781033 20 98,495 101,443 159,079 1631851 19 90,645 931666 146,397 150l82 18 83,419 851932 134,731 1381763 17 76,769 781433 123,991 1271708 16 70,359 72A77 114,108 1171532 15 65,015 661971 105,011 1081170 14 59,837 611637 96,641 991536 13 55,068 561731 88,940 911609 12 50,678 521189 81,848 841303 11 46,638 481033 75,325 771576 10 42,921 441219 69,320 711406 9 39,500 401684 63,797 651707 8 36,352 37,449 58,712 641080 7 33,453 34,450 54,031 551660 6 30,788 31.712 49,725 511217 5 28,334 29,179 45,760 471133 4 26,076 261858 42,114 431377 3 23,996 241723 38,757 391913 ~ 22,084 35,668 -1-20,324 32,824 B. Grades and Classifications GRADE CLASSIFICATION 26 City Attorney 26 City Manager 25 Deputy City Manager 5 59 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 21 Information Technology Director 21 Budget & Performance Improvement Director ~ Neighborhood Services Director 21 Parking Director 21 Planning Director 21 Parks & Recreation Director 21 Tourism, Cultural Affairs and Economic Development Director 20 Assistant Director-Building 20 Assistant Director-Finance 2G Community I Economic Development Director 2Q. Cultural /\ffairs & Tourism Development Direetor Deputy Building Director 20 Fire Division Chief 20 Procurement Director 20 Fire Marshall 2Q. Information Technology Di·iision Director 20 Police Division Major 19 Assistant Director-CIP 19 Assistant Director-Community I Economic Development 19 Assistant Director-Human Resources 19 Assistant Director -Parking 19 Assistant Director -Parks 19 Assistant Director -Public Works 6 60 -------------- 19 Assistant Director -Recreation 19 Bass Museum Director 19 Ocean Rescue Division Chief 19 Budget Officer 19 Chief of Staff 19 City Engineer 19 Code Compliance Director 19 Executive Assistant to the Chief 19 Fleet Management Division Director 19 Housing and Community Development Director 19 Infrastructure Division Director 19 Internal Auditor 19 Labor Relations Director 19 Police Captain 19 Police Commander 4-9 Procurement Division Director 19 Property Management Division Director 19 Public Information Coordinator 19 Sanitation Director 19 Senior Assistant City Attorney 19 Special Assistant to the City Manager 4-9 Transportation and Concurrency Manager 18 Affirmative Action Officer 18 Application Systems Manager 18 Assistant City Engineer 18 Assistant Director-Neighborhood Services 4-8 Assistant Director Parking 4-8 Assistant Director Parks 18 Assistant Director-Planning 18 Assistant Director-Procurement 4-8 Assistant Director Recreation 18 Assistant Director-Tourism and Cultural Development 18 Building Operations Manager 18 Chief Accountant 18 Expenditure I Treasury Manager 18 Finance Manager 18 Human Resources Administrator II 18 Investigator Supervisor 18 Redevelopment Coordinator 18 Labor Relations Division Director 18 Revenue Manager 18 Senior Capital Projects Coordinator 18 Systems Support Manager 18 Technical Services Manager 7 61 18 Utilities Superintendent 17 Account Manager-Finance 17 Administrative Services Manager 17 Assets Manager 17 Assistant Director-Code Compliance 17 Assistant Division Director -Property Management 17 Assistant For Labor Relations 17 Assistant to the Neighborhood Services Director 17 Assistant Internal Auditor 17 Call Center I Customer Service Manager 17 Capital Improvement Administrator-Finance 17 Capital Projects Coordinator 17 Chief Accessibility Inspector 17 Chief Structural Plans Examiner ++ Code Gomplianoe Division Direotor 17 Community Development and Housing Division Director 17 Community Services Division Director 17 Construction Management Division Director 17 Cultural Affairs Program Manager 17 Economic Development Division Director 17 Emergency Management Coordinator 17 Employment Supervisor 17 Geographic Information System Manager 17 Grants Manager 17 Historic Preservation Coordinator 17 Housing Manager 17 Manager -Finance 17 Neighborhood Services Projects Administrator 17 Office of Community Services Division Director 17 Organizational Development & Training Coordinator 17 Planning & Zoning Manager 17 Preservation & Design Manager 17 Public Safety Special Projects Coordinator 17 Risk Manager ++ Servioe Delivery Manager 17 Special Projects Coordinator 17 Streets, Lighting & Stormwater Superintendent 17 Transportation Manager 4-G Assistant Director Procurement Division 16 Assistant Director-Sanitation 16 Assistant City Attorney II 16 Assistant City Clerk 16 Capital Improvement Administrator 8 62 16 Capital Projects Administrator 16 Chief Building Code Compliance Officer 16 Chief Building Inspector 16 Chief Electrical Inspector 16 Chief Elevator Inspector 16 Chief Engineering Inspector 16 Chief Fire Protection Analyst 16 Chief Mechanical Inspector 16 Chief Plumbing Inspector 16 Civil Engineer Ill 16 Claims Coordinator 16 Community Development Coordinator 16 Community Information Coordinator 16 Community Resources Coordinator 16 Database Administrator 16 Employee Benefits Coordinator 16 EMS Coordinator 16 Environmental Resources Manager 16 Film & Event Production Manager 16 Financial Analyst Ill 16 Human Resources Administrator I 16 Implementation Services Manager 16 Landscape Projects Coordinator 16 Mayor I Commissioner Aide 16 Office of Child Development Director 16 Office Manager (City Attorney) 16 Organizational Development & Training Specialist 16 Park Facility Manager 16 Parks Superintendent 16 Police Plans & Policies Manager 16 Principal Planner 16 Project Planner/Designer 16 Property Maintenance/Operations Superintendent 16 PSCU Administrator 4e Public Information Offieer 16 Director of the Office of Communications 16 Radio Systems Administrator 16 Real Estate Economist 16 Senior Auditor 16 Senior Administrative Manager 16 Senior Management Analyst 16 Senior Management & Budget Analyst 16 Senior Management Consultant 16 Senior Network Administrator 16 Senior Systems Administrator 9 63 16 Storage Area Network Architect 16 Tourism & Convention Director 16 Traffic Engineer 16 Transportation Coordinator 16 Urban Forester 16 Utility Billing Supervisor 16 VOIP Network Administrator 15 Assistant Director -Bass Museum 15 Building Permitting Information Analyst II 15 CDBG Projects Coordinator 15 Central Services Coordinator 15 Code Compliance Manager 15 Code Compliance Supervisor 15 Contracts Compliance Specialist 15 Departmental ADA Coordinator 15 Development Coordinator 15 Development Review Services Coordinator 15 Film & Print Coordinator 15 Financial Analyst II 15 Fire Protection Analyst 15 Grants Writer I Researcher 15 Information Technology Specialist Ill 15 Inspection Services Coordinator 15 Leasing Specialist 15 Media Specialist 15 Network Administrator 15 Property I Evidence Supervisor 15 Public Safety Management/Budget Analyst 15 Quality Assurance Manager 15 Redevelopment Specialist 15 Right-of-Way Manager 15 Safety Officer 15 Senior Planner 15 Senior Plans Designer 15 Senior Capital Projects Planner 15 Senior GIS Analyst 15 Senior Systems Analyst 15 Senior Telecommunications Specialist 15 Special Events Coordinator 15 Structural Engineer 15 Systems Administrator 14 Administrative Manager 14 Assistant City Attorney I 10 64 14 Building Records Manager 14 CDBG Program Analyst 14 Civil Engineer II 14 Communications Manager 14 Community Development Specialist 14 Construction Manager 14 Cultural Facilities Manager 14 Curator 14 Curator of Collections 14 Curator of Education 14 E-Government Administrator 14 Entertainment Industry Liaison 14 Environmental Specialist 14 Geographic Information System Analyst 14 Housing Specialist 14 Information Technology Specialist II 14 Legal Administrator 14 Management Consultant 14 Parking Administration Manager 14 Parking Operations Manager 14 Performance and Scheduling Analyst 14 Police Records Manager 14 Property Management Contracts Coordinator 14 Records Manager 14 Sanitation Superintendent 14 Senior Procurement Specialist 14 Systems Analyst 14 Telecommunications Specialist 14 Social Worker 14 Transportation Engineer 14 Victims Advocate 14 Visual Communications Specialist 13 Agenda Coordinator 13 Auditor 13 Executive Office Associate II 13 Financial Analyst I 13 Fleet Analyst 13 Grants Writer I Researcher 13 Labor Relations Specialist 13 Management & Budget Analyst 13 Office Manager 13 Human Resources Specialist 13 Planner 13 Procurement Coordinator 11 65 13 Public Art Coordinator 13 Public Information Specialist 13 Security Specialist 13 Special Events Liaison 12 Bicycle Program Coordinator 12 Building Permitting Information Analyst I 12 Building Records Supervisor 12 Civil Engineer I 12 Community Development Technician 12 Constituent/Commission Aide 12 Executive Office Associate I 12 Field Agent 12 Field Supervisor 12 Financial Analyst 12 Homeless Program Coordinator 12 Information Technology Specialist I 12 Labor Relations Technician 12 Legal Secretary 12 Police Financial Assistant 12 Police Public Information Officer 12 Police Records Supervisor 12 Public Safety Payroll Administrator 12 Registrar 12 Records Supervisor 11 Case Worker 11 Customer Service Liaison 11 Elder Affairs Coordinator 11 Grants & Operations Administrator 11 Ice Rink Manager 11 Media Assistant 11 Office Associate V 11 Parks and Recreation Analyst 11 Sanitation Coordinator 11 Truancy Prevention Program Coordinator 10 Assistant Ice Rink Manager 1 0 Code Violations Clerk 1 0 Customer Service Liaison 10 Management Intern 10 Paralegal 9 Case Worker II 9 Office Associate IV 12 66 9 Field Monitor 8 Graffiti Removal Coordinator 7 Office Associate Ill 7 Receptionist 6 There is currently no classification in this grade. 5 Office Associate II 4 There is currently no classification in this grade. ~ Office Associate I; There is no incumbent in this classification. 3 Social Worker Intern 2 There is no classification in this grade . .:+ There is no classification in this grade. SECTION 2: COST OF LIVING ADJUSTMENT An across the board COLA of up to three percent (3%) shall be provided to all employees in the unclassified salary group whose base salary does not exceed the maximum of the pay range for the comparable job title as recommended by the 2009 Condrey Classification and Compensation Study "Pay Scale B" (provided as Attachment 1 ), subsequently amended by seven percent (7%) in August 2013, by the consultant (provided as Attachment 2). Eligibility for up to a three percent (3%) COLA for any employee whose classification was not analyzed by Condrey, will have said COLA eligibility determined by the Human Resources Director, with the City Manager's concurrence, at the time of implementation. SECTION 3: REPEALER. That all ordinances or parts of ordinances in conflict herewith be and the same are hereby repealed. 13 67 SECTION 4: SEVERABILITY. If any section, subsection, clause or provision of this Ordinance is held invalid, the remainder shall not be affected by such invalidity. SECTION 5: EFFECTIVE DATE. A. The Ordinance amendments set forth in Section 1 above adding and/or deleting positions shall become effective ten days upon adoption of this ordinance on second reading. Increasing the minimum and maximums of the pay grades shall become effective the first full pay period ending in October 2014. B. The Ordinance amendments set forth in Section 2, providing for a cost of living adjustment for of up to three percent (3%} shall be provided to all employees in the unclassified salary group whose base salary does not exceed the maximum of the pay range for the comparable job title as recommended by the 2009 Condrey Classification and Compensation Study "Pay Scale B", subsequently amended by seven percent (7%) in August 2013, by the consultant shall become effective the first full pay period in October 2014. Eligibility for up to a three percent (3%) COLA for any employee whose classification was not analyzed by Condrey, will have said COLA eligibility determined by the Human Resources Director, with the City Manager's concurrence, at the time of implementation shall become effective the first full pay period in October 2014. SECTION 6: CODIFICATION. It is the intention of the Mayor and City Commission of the City of Miami Beach, and it is hereby ordained that the provisions of this Ordinance shall become and be made a part of the Code of the City of Miami Beach, Florida. The sections of this Ordinance may be renumbered or relettered to accomplish such intention, and the word "ordinance" may be changed to "section," "article," or other appropriate word. PASSED and ADOPTED this __ day of ________ , 2013. ATTEST: Rafael E. Granado, City Clerk Matti Herrera Bower, Mayor 14 68 APPROVED AS TO FORM & LANGUAGE & FOR EXECUTION ~ ATTACHMENT 1 CONDREY & ASSOCIATES, INC. Ms. Carla Maglio Gomez Assistant Director Department of Human Resources City ofMiami Beach 1700 Convention Center Drive Miami Beach, Florida 33139 Dear Ms. Gomez: A Human Resources Consulting Company August 21, 2013 • '~ .·~-:.._ I- As we discussed, I am happy to provide information concerning updating the salary scales presented in our August 2009 report. In order to bring these scales to current compensation levels, we recommend that they be increased by 7%. This 7% adju.Stment is based on the approximate cumulative increase in the Employment Cost Index since 2009. I hope this information is helpful to you. Please do not hesitate to contact me ifl may provide further information. Sincerely, M~ Stephen E. Condrey, Ph.D. President 706.548.8938 G 7' ;~; .. i ·:U i 1 Ul' 0 586.816.4067 PCi t>:" ?'10; Athen5, GA 3 0604-7907 WV\11.11. condrey-consu!ting. com 612 ----------------------------sg------------------------------~ ...... 0 ~ -I l> () J: s m z -I N ...... ~ ...... 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