R5K-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, Procurement Director, Information Technology Director, Deputy Building Director, Public
Safety Special Projects Coordinator, 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, Property
Maintenance/Operations Superintendent, Director of the Office of Communications, Leasing Specialist, Public Safety
ManagemenUBudget 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 Su orted:
Item Summary/Recommendation:
Second Reading Public Hearing
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 8", 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. The item was presented on first reading at the September 30, 2013 City Commission meeting.
Advisory Board Recommendation:
N/A
Financial Information:
Source of Amount
Funds: 1 FY2012/2013
D 2 FY2013/2014
3 FY2014/2015 Cost of three percent salary COLA for qualifying unclassified employees.
$800,000
OBPI 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
MIAMI BEACH 625
Agenda Item _.._g;;..;:S:;......;;..K...:....,_
Date I o-I b-I 3
lD MIAMI BEACH
City of Miami Beach, 1700 Convention Center Drive, Miami Beach, Florida 33139, www.miamibeachfl.gov
N MEMORANDUM
TO: Mayor Matti Herrera Bower and Mem
FROM: City Manager Jimmy L. Morales
DATE: October 16, 2013
Second Reading Public Hearing
SUBJECT AN ORDINANCE OF THE MAYO 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
AND OFFICE ASSOCIATE I; ESTABLISHING THE CLASSIFICATIONS OF
TOURISM, CULTURAL AFFAIRS AND ECONOMIC DEVELOPMENT
DIRECTOR, PROCUREMENT DIRECTOR, INFORMATION TECHNOLOGY
DIRECTOR, DEPUTY BUILDING DIRECTOR, PUBLIC SAFETY SPECIAL
PROJECTS COORDINATOR, 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,
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
626
City Commission Memorandum
October 16, 2013
Unclassified Salary Ordinance 2nd Reading
Page 2 of4
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
This item was presented on first reading at the September 30, 2013 City Commission
meeting. 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.
627
City Commission Memorandum
October 16, 2013
Unclassified Salary Ordinance 2nd Reading
Page 3 of 4
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.
628
City Commission Memorandum
October 16, 2013
Unclassified Salary Ordinance 2nd Reading
Page 4 of4
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 adopt
the ordinance.
Attachments
~# JLM/~8/SC-T/CMG
T:IAGENDA\2013\0ctober 16\Unclassified Salary Ordinance\Unclassified Employees Salary Ordinance Memo 2nd
Rdg.docx
629
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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 AND
OFFICE ASSOCIATE I; 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 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.
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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
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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]
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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
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MINIMUM MAXIMUM
ANNUAL ANNUAL
GRADE SALARY SALARY
Annual salary based on 2080 hours per year
25 149,287 153,766 240,981 2481210
24 137,311 141,420 221,773 2281423
23 126,368 130,151 204,095 2101212
22 116,296 119l82 187,828 1931459
21 107,026 1101226 172,858 1781033
20 98,495 101,443 159,079 1631851
19 90,645 931666 146,397 1501782
18 83,419 85,932 134,731 1381763
17 76,769 78A33 123,991 1271708
16 70,359 72A77 114,108 1171532
15 65,015 66,971 105,011 1081170
14 59,837 611637 96,641 991536
13 55,068 561731 88,040 911609
12 50,678 521189 81,848 841303
11 46,638 481033 75,325 771576
10 42,921 441219 69,320 71A06
9 39,500 401684 63,797 651707
8 36,352 371449 58,712 641080
7 33,453 341450 54,031 551660
6 30,788 311712 40,725 511217
5 28,334 291179 45,760 471133
4 26,076 261858 42,114 431377
3 23,996 241723 38,757 391913
2 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
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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 Servioes Direetor
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
20 Community l Eeonomie Development Director
20 Cultural Affairs & Tourism Development Director
20 Deputy Building Director
20 Fire Division Chief
20 Procurement Director
20 Fire Marshall
20 Information Technology Division 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
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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
49 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-Q. Transportation and Concurrency Manager
18 Affirmative Action Officer
18 Application Systems Manager
18 Assistant Citv Engineer
18 Assistant Director-Neighborhood Services
+8 Assistant Director Parking
4-8 /\ssistant Director Parks
18 Assistant Director-Planning
18 Assistant Director-Procurement
+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
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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
4+ Code Compliance Division Director
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
4+ Service Delivery Manager
17 Special Projects Coordinator
17 Streets, Lighting & Stormwater Superintendent
17 Transportation Manager
46 ,A-ssistant Director Procurement Division
16 Assistant Director-Sanitation
16 Assistant City Attorney II
16 Assistant City Clerk
16 Capital Improvement Administrator
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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
16 Public Information Officer
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
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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 SupeNisor
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
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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
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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 ConstituentJCommission 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
1 0 Assistant Ice Rink Manager
1 0 Code Violations Clerk
10 Customer Service Liaison
10 Management Intern
1 0 Paralegal
9 Case Worker II
9 Office Associate IV
12
641
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.
J Office Associate I; There is no incumbent in this classification.
3 Social Worker Intern
~ There is no classification in this grade.
4-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.
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.
13
642
-------------------
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 of up to three percent (3%) 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
643
APPROVED AS TO
FORM & lANGUAGE
& FOR EXECUTION
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:
ATTACHMENT 1
A Human Resources Consulting Company
August 21. 2013
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
reconunend that they be increased by 7%. This 7% adjustment 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.
706.548.8938 • 0 586.816.406 7
644
Sincerely,
Stephen E. Condrey, Ph.D.
President
Athen~. GA 3060A-7907
W'VVW. condrey-consu lting, com
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en CJ'I 00 UNCLASSIFIED CLASSIFICATIONS CONDREY RECOMMENDED RANGES UPDAT::D 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.
en CJ'I <0 )( MIAMI HERALD I MiamiHerald.com MIAMI BEACH CITY OF MIAMI BEACH NOTICE OF PUBLIC HEARINGS NE THURSDAY, OCTOBER 3, 2013 I 19NE NOTICE IS HEREBY given 1hat putllc hearings will be held Dy lhe Mayor ana Clly Commission ot lhe G~r ol Miami Beach, florida, in the Commlsolon CnamDers. Jrd fbor, C1ly Hall, 1700 eon .. noon Genter Drive, Miami !leach, Florida, on Wodneidly, Oclllber 16,2013 to consider the foiiOwmg: 10:10a.m. A Resolution AcGeptinuThm-RHGOOJmeOOll.tlm D1 The Gl(y"!! Finane~ And Cltp~lde Projects Gommi551oo committee ("'FGWP(;"); Approvi!1UAI1d Alrtlmr12ing Th~ M:Jyllr Alld C:l'ljl tl~l1c 'rll E~etllt!! AN~ LeaS$ Agj:fement Betwun TM Cl~ /liKf Alpha: 22. UC ["T!n.-wn kid Th! CJty, For A Term Of g Vears .sm 3&1 0aws, invdw1ng The Use Of 2,216 SqiWe F-1et Dl' Cltji-OwnedV ... ll Pwp!rty.located AI22"WIL'Ihlrv;too Aranue,AdjacentTo &.sting llestatJ"Mt Spaee located At 816 ComiiJti'rcB strll'et, MJaml8each:, Florida :l:l1~9 f.pat:e~,T11 Be ll!.ed As Outdoor Ca.tll!, GonetrrentWttn The L.nse!I.Jy rn Thl MJ(llni:flg RI-Bia!ur&rrt,Antl Furthr:rWaMng, By -'.5/lU, 'Iota, The CMipoffli!W Bil'l(llng fl.l!q"-re!l'll!nt, Finding SJ.x:h Wil¥•rT<J Be In Ttw B.st lnl..-etd. Ollhe Public. lli:JOa.m. All Dfd!WICIAmtrldtlgThe Code Of The City Of Ml11ml&!ad'l R)'Amer'ldtnQChapler 62,Entltlld 1-bnan Relation:!," llyAmeodlrQArtkteii,Entrtl•d -Elscrimi1~ ... S.v~ndlngDvl'!l"ln J,Entmftd "RIIr;tbtw'lm," S'WAddlnaSeo:.li-:HII:;!TDRequtrtTP)~ f'Ol'11nU CJtfMl~lnE..,1111ry ~~ O!EIO~a,"Mat11,Putlllc~CM'I~, ~ ~~. Md City Fialty lhi1 Fali Sl.lbje<:t To The Hum..-. fbgl'l15-OrdMI'Q lndcatllg Thl!l Applicable StbstBr1tlve Pr(Jt'l~ Of The HOJRWI RJ~ OrdlnR:~. lhl ?tile• Vt1lere ~ t.tay Be Aled, And Such Other lnb1Miinn As The Cny Of t.taml &!ach Dftoms hrUniiiC; Prowklii)J Foc Entw:ement Procedlfes And Providing fa' Se-.tmtlilty, Godll'iellian .llld An (qae'!We Da1e, 11:1Do.m. P.;Umvt~HciBII.J9$$ An 0rdll1o'D:a Amendlrrg rhB Lend Di!l.'elopment f!~gtt~tlom OITJ\e Cjty ~11:, BW Ameflllil~ CllWlM t-42, ·~f'llil Di-;bicts ,t,Jd; Aeylill'ljoos," Arllde II, "O~r~ Ril!)lJI:t~~tjons,"Dii~~oo :J., ""ttlderrtial Mlltltam~~ Dli-tl1clli;,"SI.tldlwle.foo IV, "RM-2 R•~drntllll MlJtllam~. Medium lnbinlii~,' To Lim~ t-loh-lsk Herelf1111er P'rood"'e.:t In lhf Palm View Corridor To Those E~:isllngkJ Df M~ 2P., :2013; t)(rMnln.g The Palm VIM Conioor k.JJI Propertjes .abutting Yhe Wet! Side Ot MtHidiar1Avenwe 8etw~en 17th Str~e~ Md Colllrrs canal; Oelln~ lht fll"'b-or ~.xl~n~ Hot~s/1$ Leaill Coo1ormlng Lla~i~. To E:lcl~ Qu1doo< E~•rtillnm•llt E:il!otlllsl'1ml!n~ Mil' QLWoof Entel'tiloment From PefmiHed Ho1el Ac~;~!itiOfJ Ul-~s; loA.d.rJ HW1sfl1JA Prul-iblt~d li=I.~WIIhln The Bounclarie; Of The PRJm \1\ew Corridor otlhe ~M-21Jktr~: AI;Knowledging State ~e-Emptil:.-1 Of Slut T•m Am-~ Rt~otions; PwvldlrtD Aulea For CeSYllonAnd Re'lllmp'I!Dil ot Hot.ti.Jin 11:20a.m. We~ A~•nu• Hotel Use:a AA Ordmanu Am~ndnq Th! INo1 O.We~<~pmMt ~tgW.ba or Tho!o Clb CWe, By Am41ndlng Chi:ipllllf 142. ~z~ DISlrkb.-.d AegUations; Attlde: U, "OSI:ric1 Reguldons." DWfslon 3, "-Res~drentlill ht..fifilmlty DlllltiiW," S!Jidwisian IV. 1U.t-2 Alllld!nlial Ml.ltlfe.mlly, Med.llm _,~!lllir;";And By AmeOOng SOOdlvlsiooV, "RM-3 ResldB-ntiaiiAJIIJ1arnil-,, Hid'! lntemity,""TD LimirHml!ls,t., ileretnai't« PrrMried In The Wes.tAvtnue COITidor i.:;lr.Jse Ex~l)gAs Of May 22, 20l3; DeftnOg The West.A'IItnue r.orndar A! Thalli~& Blv~r~ By ~IOJ ~ToO Tl"oot Nwth,Mim Road To The East. BllscayrMI Ba)'lolheWest And 6tll S'b'HITo The South; Oeflling The Rlgills or Em\jng ~ebi It£ llll)a) Cl;nfllminrJ l.l9el>, To fldude Outd:w Enlert:a.lnmem EstabiiWn.entsW Oliltltf Entertainmenl from folerm1t1ed ltnel AcGeESU)' lhle-ii; ToM:j Hdels As A Prmlilf'd LIRWilhnT~ Boori!Wits OITheWHI~e C«rid:ll" 01 T~ 1\M·:i!" /li'r4 RM·l DtliU'i~ .tK.~1-dginQ S11t1.: Prf-Emp&fl 01 ShM Term Rel'ltal ~. ful¥1ding RLJn Fu" Cesatbl.hld "-wm~:~IDI Of lbtellk.es. 11:30 a.m. RM·:l Aa;IBSCll'y lJs.t Si~e An Qrdnan<:t.Amendlng Tile Land Dtvelopment R~tulldluns Dl The Cod~ 01 Th1 Ci'ly Of Ml~ml S.each. Ey Am-endiflg Chap1-er 13!'., CnUtl~d ~Signs,~ 9y Amending Artkl= t. En11Utd "In Gen.,ral,"" B)'Ame00Lng Sllctlool38-8 To Mmtty The Aceemry lile Sign P.equlr~ments For Oceantron1 Bulldfngg; BvAnwnding Artidt V, &lUlled ~Sign Regljl.allcm B~ District," By Am~ndH'11J Silo~ 138·1ll1oQ ModlfrTht Re.-r•m•l'lt:i F~ l"'ut~~h'IIIA!J..tmll'nt Built:linliJIIS wtlhln TM FIM-.3 Dlr.trd AAd ey Ameod1rlg Sf!ctiOO 136·172To ~TIM! 1-lequlrementi for Ho11b And.Apartm~ri BulllingsWIU1In Tha RM-3 Oistrlct 1'~:40a.m. Al1 Oroinant~ Ame-lfdjn~ Ch-;q,der ,0-0 01 Ttl~ Mlo~mi 8~.1d1 C!l;i Cude. Enliih!ld "Sllslainabillt," R~ Am~nrlingArticle II EmiUe-d .. En.erqr [.cGnern•~ Oeve~®menl Zan.~ PJiol Program· To lodude-Miami-:lade COI.rrly's Gr.ern Ruslne~ Cl!rtilkatlon MAn Adrlitional Eligibility Cr1~r1a To f'<trtlc~al:e 111 The Er.erg'i Ecm\OIIIIC Development Zoo~ Pilllt Progmm, Pl'ooling Fw S~'o'~rat,oifl~, CQdlll(:~(l<ll'l, ~!peal@!", Ahd-hllrfe<;ti~e Dale-11:5D a.m. An Ordlr'oiR"e Amerdng The tode Dflhe ~ 01 MW111 Beac:l1, Bw Ame1King O&lpter 54, Entitled ~Floods • ByAmefdngArtide U, Enmltd -~aJn Managemen~ • ByAmenc3t~ OMsloo t.Efllitled ~GIInllraly,"ByAmendfwQ SecllM 54-:35, En~-d "rletinltiOni" 8yAmMngAnd Dtle~ng ~(Wn Dei'ji'Vboos. Th..rtiJl; B:w~ DrYI9iro. 2, Entitled "GMtral ~ • ByAml!f'MingSK1Jon ~-38,En'ldltd "Oe:sqlltwl 01 FIOXI&fplainAdrmri:slfator"To Dedgn*r Thl BIA!Iding Drlk::~aUnslead Of The &i~dl'lg Otrector,As TOe f+oodplanAd1!1\r1lt111Dt, Ef1hntfldllg DIVisiJn 3, Enllfed "Adnmstratoo," By Amending Section s.t 45, fnjj!led '"f'errnli Procll!lbes~ And S~n 54-46, En'litlfd '"OutirtS AAd llt!lp[IMifllliltiUilXThe 8lilldlflg ~lrectol' Dr V~~i!ot!'l~;t CllWIQII= AI SUihi"'Q Dn~~~;lor Reler11,;e.s Ther~ln To The floodp~ Admlfllstrab: Arne~ OMsion 4, Entitled 'PrOVIalons For Flood Hazard -A!d~oo·. 8)' A~lerodli11J S.o;bocJ M-~7. ErrtiUird "Cieflll!fal standards; Sec!loo 54---8, [nt!tted "Spedllc standards," And Sectioo '54--49. EnfiU~d •sper:lfw: Standard!! For A-Zon~~WI'It1nut Base Flood ElePJatioos AM Regulatory FloodWay!Si~ le r.iod11'J Ctrtaln Flood Hazard A11do.JctiD11 PuMsioos.; By Deleting The f>J'O'o'19IIIM In Sm!M 54·50, Entitled "Standard; f(( A.·.O ,lonH;', ByA.rnfndlng D~i$100 5, Ellti'lltct "Vanan::~ ProcedurB!I," To ChangeAIISuildlng OLrector R!fe:~en::§ Therl!~fl To Th~ FIODdp~alnAdmln1Walor; P1wldn"G Noo-SubstantiY~. Oenr.al Revisions Tr.mughoot Mlcll! II 01 C~Hif ~-1~:00 p.m. Ordlnancr Amendlng Mlamc Beacr. Ctiy Code 0'1Bp"tl!l 82, Ent:llded ~Pttllic 1>1-operty,'" By Am!ndng Attlde ri/Thereot EntJtltd -tl!l~ ~n Public fllght-ot-Waw! ay Aml!lldlnfl' Sectloo82-383. Entitled "Permn Fee; Penalti11s For Late-P:!lyments; Review m F"etl,~ By Amendn~ Slbs«tlon ~ Thtri!Of 111 Abflt1 Sld~tY~alk C-aflli F~e11 For Bmlnli9Ses North Of &3rd SU'eet. Tlv"o.4lllnd lnWdmg SS?"ttlllblf M, 2015 And ReqUrlr.g A 81Jjoat Aralysla And Review Bw Th11 City Admlnlstrabon By September 1-5, :i!U15. I 2:10p.m. f•reAnd Pola Salary Or~ An Ordmanu Amencilng Qlillllf'l:e No. 7811. The Qaaifiod Em~~~r.~Saliii"J' DrdiJ"'aa'J;e Oflhl City Of Yiaml Se~~eh. Rorilia, A9 folows·ll Acc:ctdarr.!i: Wlmltle Nep:JatN ~e &.gllrilgAgr.menb. Prwldl~ fg( Thl ~tb-6 tJ oGrot.fJ H. Aeprnan:r~d flyThrl FriiiMNII OrO. Of Pl:lllr::e (FOP)W1I.am Nic:l"'oblodge ;'olD 8.,And FoJ Tt. Cl.stlca!ons In Gr~ m, R.eprnente.:t By The lrtemational ~tiorl or Mre A.ghtm, \IAAl. LDCilll 1510, E'M"«=Iive The Rrst Pay Period Ending lo Odober 01 201~. n.te Shill & Ail krcrt5$ Th'lllblt<l Cost-OI·UvlngJ.4,J!stmtm \CO\.M 01 Thlee f'tluR [3%}, h"Kl Tie Mhlrnum .6.rld Ya.Jimwm 01 Ead1 h)' ~ WJIN&J 8e lraeased ey 11ne Percerrt f3"'1: fl'f8ctNo!! Af:lrM 1, 2015,Addlng Arl~ttonal S!e-p ~I To Th! ~'ficUlnl 0\' Pokf Ontttf, S!rgen Of Pt;Jfl~. Ll.uttllliWlt Of Pdlce And J1~1l~r I, ~all~ • O'dlfiW'Ite5ln GM'ftlc't. I 2:20p.m. l.h::il~~fted Soll'll)' OrdiJ'I&OCe /111 Ordi~l ArlumdJng O.dlrumce Nil_ 1605, lhll Llill:llmltled fmp!O'f'ee~ Slll.al)l DrdiMr~Ce; AMIIsNn.g Par" Grade, An.:l Paw Graoe Z; .Ailolllllllng Tile Cl~alll:)()a (lt; ~BMial Serllk:-B:II Ohcta, frarE~portatloo And Coneurrer;cy Man.a~er, Nej!tbofhood SIW\IIees [tlret~t~r, Commurltyi'Lcooomlc DeVtlopmenl Director, CUrtu.al ATtah & llllllsm OmelopmenC Director, Proourement Division Dlrecior, ll'lll'nrmatioo TeciYlology DM9oo DlrecTOI, r..tlde: Gomplllmce Dlvl"!loo DutiC'tllf, A.!si'!IIIIT! OlrKtor Procu111moM'1t Ol'll~on.S«''Ic• De:IIVII)' M!ilagtl'f, Ofllc1 Awo:latll! lind Public ln1.xiHILHon Otfuer: Elrtabllifhln~ ~ ctm"tlcntlMB 01Toorbrn, CUhual Affafn.Atld £cooonlc D1l'Y'L'IIclpmml D1r~< Depwty Budding DtriCtof, Prow-em1nt [)lreru, tlfurmatiDn Ta~::~ Directur.~&tart Dlr..-tor HIJffill{l RIISOd"Ces, HouslngAro Commln'ty De-vetopm•ntOir«<or, lnfra:stru:t.n Di~ llrector,Auistanl cq En~irwer,Aalllant Dlt«!Dr Puxu~rnl'rt, Bill ling Oper.alir:R Mana-ger, IRI'elil:lgalor SI.Pl!rviSOi, Commul'lli'f SEII"WWwi OIYI$100 Dlrtdol', AdmltiiSU&Wt ~Mces ~get. Ptbtle So!ifoety Spotl.al Pl'O!~t$ Cwrll'1natof. Prop11rty Malllter;;n;'-"Op~t~atiOOii Superl~mde~. Olr~ctor Ollhlt Offtc.l m Commli'\OIIm~o, l.M!j~ Spedal~ PtlbiiC Sfl'l~ty Mat~~~9'!!m1n~et ~ Pllrftll"rn.ilf'le@ M~ Sc~41.th~ ~)'$(. l)l'fk;., r.\Wlagi!III'{CI'tyAttom~).VIUliComrnlftc:atiDnJSiJeclailst,Constitu!nliCoiii'1~Aicie,AnardaiAnalySl,PlbllcSAtety~l'III.A.dmlnl!ltl'mr,SmorGSAIWyst,.AndA!ttW"diS.~;A.abfyinqThtP'ilJIGradtCIH1gi-Fll'll'IIIAIBsta-rtOiroiiC!J:IflatJng,.AmitotantDit•~ParkJJM And Eflec1Ne The F1rst fiJI Pay Perklcl EfllloQ Ill Q:1QOef 2014,1ru~ Tht Min mum And The MaliiiiJITl Of E.tl Pay Grade :By Three Per:cel1 (3%); Md Grdr.:J MAcfoss The BoarO Cost or l.i¥1"9 ~enl (I tJ;1o lo U.n Plfl::enl (.I%~FCII ~ lhilllalrlaod Em~:~Uie.Wl"m! Ba9ll S.U,. Doe:s P*:lt Elx:eedlhl J.l.axlrn..n Of ThiiPayfbngeForlheCofTipani:JieJobTrGe~RecommemildB"'lhiiiZOOSICondre,U..tk:il1unAndCom:>~«JRtioo~"P'.ilyScale6",~AmendedBy~n~L'if11:U"-~In~201:t,Byl"M~~~NII)rell~lnCOi'lftlet (Due to Th& Mlamt Herald's <laadlinBt if til item is dMiBIII, tabled, or wilh*awn dl.Wing firsl reading an Saptembor 311,2013. it will appear In til ad"nrtitemenll 12;2!1p.m. Otllen.Salar;'Or~~l!: M Ordlneflct At'nerw.Jjng· Ordinance NG. 789, The C1asstfted fmploy~ru~; S.a.Jary Ordilllflljoll 0! The C.lty 01 Miami DeliCh, Florlde, .4s Fdlowa PrcMdlng for The Class.lflcal!om.ln 6mup 'd, Not Repres•nted BW A Collac~e Bwgalnlrt;t UnllMd tumrnorly :R"kumd To As ~c.tlw!:t;Amei"'(Jinp All 0~ TM Par GradBs Bw ~lslling Pay Gr!lde 1: (sl.ablllihlln.g TM Classiflcallorls Df Fire lnapeclo' I Md S.aoonal Recnra~on Aldt; Md EHo~tiv~ nw~ FtrstfU.l Poly PeriOO Ending In Qdob.er 2014, Increasing The Wnlmum .&ildlh• Maximwm 01 Eactl Pa'f Grade, DyTIIIl'! Ptrt:!nl (J"'ll;ffid Gran~naAA krM Tt'JII! 6card ~Of Uwjng A401111.menl.Of Up Tc Thre-e P=rcent (::!%)For q "Others' Emplo'fC'eiMmill' BaH Salary Does NM EXce'lldlh• MQ:IIllQm 01 Thill Pi.w Aarm fl)(" lhll CO-mparabl• .J<lb Tl'tl• Af1 HI!=CORJI'rlel'ld$~ B~ Tha 2009 Coodtrt CluaifiCIIDcll Ar.d Compen!lo:tlon Stlldy '1'ny SCa.le El" Md SUbM~nGy AmtMed OW &ell'!!.l'l Pf-rcent 7'lli In 1\ilgust t-013 By lr. C008tlltant; Re.peaUng AI Clrdlnanca.ln r.ounk:l:. (O.elo 1he Miami Herald's deadlin<!,ll llllsllem II donlacl, taDied,arwlllldrawn d"ring firslreadin~ aa Seplemllllr311,21113, it will OP!lNrin !his ad....m.....,q INTERESTED PARTIES are inviled to appear at thoiS meet1ng, oc bfl represflfitBII by all agent, or to e•press their views ~ wrihn.g addressed lo the Cjty CommiSSIOn, Cia ttie Ctty Clel1<., 1700 Coo"'ttnlJ<lfl Center Drive, 1st FlOOr, cny Hal, Miami Bead1, Fiend a 33139 COpies of these items are a.,.allable for public inspection lbing normal business l'1oln jn the City Cten<':s otflce. 1700 ConvenUon Center (}rtve, 1st Floor. ely Hall, M1am1 Beach. Florida 33139. This meetng, tf" any rtem herell, may be mnhnued, and under silll drcumslances addjtiOOallegal notice will not tJ.e provil1ed. Ralael !'Granado, Cicy Cieri< City t)f Miami aeac:n Pursuant lc Section 28!3,01 35, fta. Stat .. ll'le City hereb-y aavlses ttle publiC that If a person ilecKies 10 ap~ear any decl&too ma.:je by thD titv Commission with respect to any maHer coosldered al its meeting or its hearing, such pernon must Mue that a verbatim record of the proceedlngs rs made, w!l(;h recoul incJu.:les the testimony and evidence upon wtuch 111e a!)~eal is tr~ be based. This nol.::e does not IXflsl~ute consent b~ the Cicy for ltle introduction or admissiOn of otherwise lnarJmlssl~le Of irrelevant evfdence, nor does it .autnori2e challenges Of 3ppeats not otherMse anowea tt~ law. To request tillS m.w~riaJ i1 accessible tor mat, :s.ifJn language interpreters, informal ron on access for persons wrth dlsabilittes .and/or a:nv acwmmodat10n to revtew at'IY document or participate in anv Ot;-SPGASOII'e-d p,-oceeding, please contac1 us five daY$ ir1 advance at !305) 673-7411 (vOice) or TTY users may also <aline FJoriOa llelay Service al 711. Ad 11844
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