R5F-Others 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. 789, The Classified
Employees Salary Ordinance Of The City Of Miami Beach, Florida, As Follows: Providing For The Classifications In Group VI, Not
Represented By A Collective Bargaining Unit And Commonly Referred To As "Others"; Amending All Of The Pay Grades; By Abolishing
Pay Grade 1; Establishing The Classifications Of Fire Inspector I And Seasonal Recreation Aide; 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 Others 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" And 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.
Key Intended Outcome Supported:
Attract and maintain a Workforce of Excellence.
Supporting Data (Surveys, Environmental Scan, etc
In the past six years, there have only been two COLAs, with the last COLA not having increased the minimum and the
maximum of the pay ranges for the "Others" salary group.
Item Summary/Recommendation:
First Reading
The City reached individual three (3} year labor agreements covering the time period of October 1, 2012, through September
30, 2015 with each, the CWA, GSAF, FOP and IAFF. The City agreed to a three percent COLA for 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 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 "others" salary group and granting an across the board cost of living adjustment of up to three percent for any
employee in the "others" 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", and subsequently
amended by seven percent in August 2013, by the consultant.
In addition, two new positions in the "others" salary group have been created since the last update to the Classified
Employees Salary Ordinance for "others" in April 2012 and the inclusion of these positions are being reflected in the proposed
amendment to the ordinance.
Advisory Board Recommendation:
IN/A
Financial Information:
Source of Amount
Funds: 1 FY2012/2013
$0
E 2 FY2013/2014
$0
3 FY2014/2015 Cost of three percent salary COLA for qualifying "Others" employees
$30,000
Total $30,000
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 five-year impact is approximately
$150,000.
Cit Clerk's Office Le islative Trackin :
Sylvia Crespo-Tabak, Human Resources Director
Assistant City Manager
MIAMI BEACH 84
City Manager
Jimmy L. Morales
AGENDA ITEM __ f?;_5_-..:;_F_
DATE 9-.J()-(3
MIAMI BEACH
City of Miami Beach, 1700 Convention Center Drive, Miami Beach, Florida 33139, www.miamibeachfl.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. 789, THE
CLASSIFIED EMPLOYEES SALARY ORDINANCE OF THE CITY OF MIAMI
BEACH, FLORIDA, AS FOLLOWS: PROVIDING FOR THE
CLASSIFICATIONS IN GROUP VI, NOT REPRESENTED BY A
COLLECTIVE BARGAINING UNIT AND COMMONLY REFERRED TO AS
"OTHERS"; AMENDING ALL OF THE PAY GRADES BY ABOLISHING PAY
GRADE 1; ESTABLISHING THE CLASSIFICATIONS OF FIRE INSPECTOR I
AND SEASONAL RECREATION AIDE; 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 "OTHERS"
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" AND 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 that the City Commission approve the Ordinance on
first reading and set a second reading and public hearing for 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;
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City Commission Memorandum
September 30, 2013
Others Classified Salary Ordinance 151 Reading
Page 2 of4
• 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.
ANALYSIS
The City of Miami Beach currently has approximately 23 employees whose
classifications are in the "others" salary group.
The City has reached agreement with four of the five bargaining units representing
employees. They include CWA, IAFF, GSAF and the FOP. The agreements with CWA
and IAFF were approved by the corresponding bargaining unit members and ratified by
the City Commission. The Administration presented an item to the City Commission on
September 11, 2013, amending the FOP collective bargaining agreement that was
ratified July 19, 2013. The FOP membership voted on the agreement September 9
through 11, 2013 and the members ratified.
On July 18, 2013, the City and the GSAF leadership reached an agreement. GSAF held
a ratification vote August 1, 2013, and the majority voted against the proposed
agreement. GSAF held a second vote September 18, 2013, in which the membership
ratified the contract; the specifics of which will be presented to the City Commission for
ratification at the October 16, 2013, meeting. As of this writing, the City and AFSCME
continue to negotiate a successor agreement to the one that expired April 30, 2013.
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 "others"
employees whose salary was 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.
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City Commission Memorandum
September 30, 2013
Others Classified Salary Ordinance 1st Reading
Page 3 of4
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 recommended minimum and the maximum 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.
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 estimated impact to the FY2014/2015 operating budget attributable to the three
percent COLA is approximately $30,000. This estimate does not take into account
turnover rates.
The impact from filled 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 "others" positions have taken place, but have not been reflected in
the Classified Salary Ordinance for "others" employees. The attached ordinance
provides conformity with such actions.
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City Commission Memorandum
September 30, 2013
Others Classified Salary Ordinance 1" Reading
Page 4 of 4
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 "others" 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 new and retain existing employees.
The Administration recommends ratification of the reclassification and organizational
changes reflected in the ordinance. It is further recommended that the City Commission
approve the ordinance on first reading and set the second reading public hearing for
octobet:l 2013.
JLM/K~C-T/CMG
I
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ORDINANCE NO.-------
AN ORDINANCE OF THE MAYOR AND CITY COMMISSION OF THE CITY
OF MIAMI BEACH, FLORIDA, AMENDING ORDINANCE NO. 789, THE
CLASSIFIED EMPLOYEES SALARY ORDINANCE OF THE CITY OF MIAMI
BEACH, FLORIDA, AS FOLLOWS: PROVIDING FOR THE
CLASSIFICATIONS IN GROUP VI, NOT REPRESENTED BY A COLLECTIVE
BARGAINING UNIT AND COMMONLY REFERRED TO AS "OTHERS";
AMENDING ALL OF THE PAY GRADES BY ABOLISHING PAY GRADE 1;
ESTABLISHING THE CLASSIFICATIONS OF FIRE INSPECTOR I AND
SEASONAL RECREATION AIDE; 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 OTHERS 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" AND 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.
WHEREAS, the City of Miami Beach has approximately 20 employees who are
included in the '"'others"" salary group; 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 00; 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 and the American Federation of State, County and Municipal
Employees (AFSCME) Local 1554; and
WHEREAS, the three-year CBAs were approved by the corresponding
bargaining unit members and, except for the agreement with GSAF, ratified by the City
Commission; and
WHEREAS, an across the board cost of living adjustment (COLA) of three
percent (3%) for represented classified employees was negotiated with the GSAF,
CWA, 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
1
89
WHEREAS, the COLAs listed herein are consistent with those negotiated for the
classified employees covered by the CWA, FOP and the IAFF; and
WHEREAS, the City's past practice has been to provide COLAs to unclassified
employees and unrepresented classified 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 in October 2014, the minimum
and the maximum of the classified pay grades, 3 through 14, for the "others"-Group VI
shall each be increased by three percent (3%); and
WHEREAS, effective with the first full pay period in October 2014, there shall be
an across the board COLA of up to three percent (3%) for any "others" 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 (provided as 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 implementation during the first full pay period in October 2014; and
WHEREAS, no "others" employee who separates employment from 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 increase; 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, is
provided as Attachment 2; and
WHEREAS, the estimated impact to the FY 2014/15 operating budget is
approximately $30,000 attributed to the three percent (3%) COLA for qualifying
employees whose classifications are in the "others" salary group; and
WHEREAS, two new positions in the "others" salary group have been created
and the inclusion of these positions are being reflected in the proposed amendment to
the ordinance. The attached ordinance will provide conformity for any such actions that
have already taken place and 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:
2
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SECTION 1: The following lines of Section 1 of the Classified Salary Ordinance
No. 789 shall be amended as follows:
GROUP VI
ALL OTHER CLASSIFICATIONS IN THE CLASSIFIED SERVICE NOT COVERED BY
A BARGAINING UNIT (A/KIA "OTHERS")
Salary Ranges and Classification
A. Salary Grades and Ranges
14
13
12
11
10
9
8
7
6
5
4
3
2
+
GRADE
59,837
55,068
50,678
46,638
42,921
39,500
36,352
33,453
30,788
28,334
26,076
23,996
22,084
20,324
MINIMUM
BIWEEKLY
B. Grade and Classifications
GRADE CLASSIFICATION
14 Employee Benefits Specialist
14 Senior Electrical Inspector
14 Senior Elevator Inspector
14 Senior Mechanical Inspector
14 Senior Plumbing Inspector
12 Computer Operator
12 Firearms Specialist
11 Human Resources Technician Ill
11 Fire Inspector I
10 Human Resources Technician II
3
91
96,641
88,940
81,848
75,325
69,320
63,797
58,712
54,031
49,725
45,760
42,114
38,757
35,668
32,824
MAXIMUM
BIWEEKLY
3,828
3,523
3,242
2,984
2,746
2.527
2,326
2.140
1,970
1,813
1,668
1,535
1,413
GROUP
Other Classified
Other Classified
Other Classified
Other Classified
Other Classified
Other Classified
Other Classified
Other Classified
Other Classified
Other Classified
GRADE CLASSIFICATION GROUP
9 Ice Rink Technician Other Classified
9 Human Resources Technician I Other Classified
8 Building Services Technician Other Classified
8 Administrative Aide 11/Risk Other Classified
Management
6 Recreation Leader II Other Classified
6 Customer Service Representative Other Classified
5 Office Associate II (HR & IT) Other Classified
4 Recreation Leader I Other Classified
3 Concession Attendant Other Classified
2 School Guard Other Classified
2 Seasonal Recreation Aide Other Classified
I
Note: There currently are no classifications in grades 13, 7 or 1.
SECTION 2: COST OF LIVING ADJUSTMENT
An across the board COLA of up to three percent (3%) for shall be provided to all
employees in the others 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.
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.
4
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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 others 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 8", 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 7: 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
APPROVED AS TO
FOP.M & LANGUAGE
& FOR EXECUTION
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ATTACHMENT 1
CONDREY &
ASSOCIATES, ll\IC.
Ms. Carla Maglio Gomez
Assistant Director
Department of Human Resources
City of Miami Beach
1 700 Convention Center Drive
Miami Beach, Florida 33139
:· ·-:..;·-• . ..:.,: ~.-,._V:: ,, · .. t
Dear Ms. Gomez:
A Human Resources Consulting Company
August 21, 2013
' ,.. --~ :.:_: .. _ :•.' ..
As 've discussed, I am happy to provide infom1ation 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 if I may provide
further information.
Sincerely,
~~
Stephen E. Condrey, Ph.D.
President
706.548.8938 Q :n ;;i .i:-:(1 ·n !Jf' 0 586.816.4067 I·'Cl ~);>'· :•"n; Arhens, G/\ 30604· 7907
www. condrey-consulting. com
612
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(,0 U'l OTHERS CLASSIFICATIONS CONDREY RECOMMENDED RANGES UPDATED AUGUST 2013 Notes Fields highlighted in gray represent positions that were not analyzed by Condrey; however, job audits have been completed for a majority of them. ~ ---1 ~ J: s m z -1 N