R5K-Amend 789 Classified Employees Salary Ordinance -Weithorn-Condensed Title:COMMISSION ITEM SUMMARY
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 ForThe Classifications ln Group l, Represented By
The American Federation Of State, County And Municipal Employees (AFSCME) Local 1554, ln Accordance With The Negotiated 2013-2016
Collective Bargaining Agreement; Effective Upon Ratification Of The Collective Bargaining Agreement, The 2009 Condrey Classification And
Compensation Study, lnclusive Of Subsequent Amendments, Will Be lmplemented, Establishing The Minimum Salary ForAll Bargaining Unit
Classifications ln Accordance With "Scale C" Of The Study, And Establishing The Maximum Salary ForAll Bargaining Unit Classifications ln
Accordance With "Scale B" Of The Study; Effective April 1, 2014, There Shall Be An Across The Board CoslOf-Living Adjustment (Cola) Of
Two Percent (2%), And The Minimum And Maximum Of Each Pay Range, lncluding The Pay Ranges ln The 2009 Condrey Classification And
Compensation Study, As Amended, WillAlso Be lncreased By Two Percent (2o/o); F urlher, Effeclive April 1, 2015, There Shall Be An Across
The Board Cost-Of-Living Adjustment (Cola) Of One Percent (1%) For Employees Whose Base Salary Does Not Exceed The Maximum Of
Their Pay Ranges As Recommended ByThe 2009 Condrey Classification And Compensation Study'Pay Scale 8," lnclusive OfSubsequent
Amendments, And The Minimum And Maximum Of Each Pay Range, lncluding The Pay Ranges ln The 2009 Condrey Classification And
AS Will Also Be lncreased Bv One Percent (1%
Streamline delivery of services through all departments; ensure expendilure trends are sustainable over the long term.
Supporting Data (Su rveys, Environmental Scan, etc.)
ln the oast six vears. there have onlv been two COLAs extendinq the minimum and maximum
ten negotiation sessions, the City and AFSCME reached three year labor agreement May 1 , 201 3, through April 30, 2016, which was
ratified by the City Commission on April 23, 2014. Upon ratification, the parties agreed to adopt the 2009 Condrey Classification and
Compensation Study recommendations, as amended. The estimated cost impact for the implementation of the Condrey recommendations
during the term of the contract is $461 ,374; the five year cost impact is $1 ,0'12,322. Based on lhe lerms negotiated between the City and
AFSCME, the administration recommends amending Ordinance No. 789, the classified employees' salary ordinance, by approving a two
percent COLA for all AFSCME bargaining unit members, effective April '1, 2014; as well as increasing the minimum and maximum of each
AFSCME bargaining unit classificalion pay range correspondingly by two percent. The estimated costto the City is $522,917, forthe duration of
the contract. The administration also recommends amending the ordinance by approving a one percent COLA for all AFSCME bargaining unit
members, effective April 1 , 2015; as well as increasing the minimum and maximum of each AFSCME bargaining unit classification pay range
correspondingly. The estimated cost to the City is $138,667, for the duration of the contract. The combined total cost impact for the COLA
increases during the contract period is $661 ,584; the five year cost impact is $1 ,1 98,500. ln accordance with recommendations set forth in the
final report from Condrey, employees at or over the maximum of the pay range for their respective classifications, will not be penalized. Their
salaries will be frozen or red-circled until periodic increases to the ranges place them within the salary range of their classification.
The ordinance amendment will ensure the City has an employee classification and compensation system that is reasonable and competitive,
both internally and erlernally. The two percent and one percent COLAs negotiated with AFSCME are comparable to the three percent COLA
negotiated with the four other collective bargaining units, as well as the October 2014 three percent COLA approved for unclassified and
"others."
the Administration recommends that the Citv Commission aoorove the
Board Recommendation: N/A
Financial
lnformation
Source of
Funds:
Amount
FY 2012t13
$0 No COLA increases during FY 201 2/13
1
FY 2013t14
$190,929
$1 25,500 (prorated value ol 2o/o COLA on 411114); and $65,429 (costs
associated with Condrey recommendations)
2 FY 2014t15
$527,626
$251,000 (full value of 2% COLA on 411114); $64,000 (prorated value of 1%
COLA on 411115), and $212,626 (costs associated with Condrey
recommendations)
3 FY 2015t16
$693,261
$251,000 (full value of 2o/o COLA on 4l1l'l4); $128,000 (full value of 1%
COLA on 411115); and $314,261 (costs associated with Condrey
recommendations)
FY 2016t17
$799,006
$251,000 (full value of 2%COIAon4l1l14); $128,000 (full value of 1%
COLA on 411115); and $420,006 (costs associated with Condrey
recommendations)
Total $2,210,822
Financial lmpact Summary: The total projected cost impact to the City during the term of the contrac{ is $1,122,958;the five yearcost impact
is $2,210,822. The estimated figures do not take into consideration current tumover rates or vacant positions; however, we anticipate the
imoact of such to be minimal.
Department Director Assistant Citv Manaqefl \Citv Manager
Sylvia Crespo-Tabak $,it Kathie G. Brooks ffi )f' Jimmy L. Morales
T \AGENDAUo14\iray\AFSCME\,AFSCME 2or3-2016 Salary Ordinence Summary doc
\
Aoenda rrem nf K- o^o@(D MIAMIBEACH
393
g MIAMI BEACH
City of Miomi Beoch, I Z0O Convention Cenler Drive, Miomi Beoch, Florido 33139, www.miomibeochfl.gov
COMMISSION MEMORANDUM
Mayor Philip Levine and Mem of the C Commission
City Manager Jimmy L. Morales
May 21,2014
TO:
FROM:
DATE:COND READING AND PUBLIG HEARING
SUBJECT:AN ORDINANGE OF THE MAY
BEACH, FLORIDA, AMENDING
AND CITY COMMISSION OF THE CITY OF MIAMI
NANCE NO. 789, THE CLASSIFIED EMPLOYEES
SALARY ORDINANCE OF THE CITY OF MIAMI BEACH, FLORIDA, AS FOLLOWS:
PROVIDING FOR THE CLASSIFICATIONS !N GROUP I, REPRESENTED BY THE
AMERIGAN FEDERATION OF STATE, COUNTY AND MUNICIPAL EMPLOYEES
(AFSCME) LOCAL 1554, lN ACCORDANCE WrTH THE NEGOTIATED 2013-2016
cOLLECTIVE BARGAINING AGREEMENT; EFFEGTIVE UPON RATIFICATION OF THE
COLLECTIVE BARGAINING AGREEMENT, THE 2OO9 CONDREY CLASSIFIGATION AND
COMPENSATION STUDY, INCLUSIVE OF SUBSEQUENT AMENDMENTS, WILL BE
IMPLEMENTED, ESTABLISHING THE MINIMUM SALARY FOR ALL BARGAINING UNIT
GLASSIFICATIONS IN ACCORDANCE WITH "SCALE G'' OF THE STUOY, AND
ESTABLISHING THE MAXIMUM SALARY FOR ALL BARGAINING UNIT
CLASSIFICATIONS IN ACCORDANCE WITH ..SCALE B" OF THE STUDY; EFFECTIVE
APR]L 1, 2014, THERE SHALL BE AN ACROSS THE BOARD COST-OF-LIVING
ADJUSTMENT (GOLA) OF TWO PERCENT (2%), AND THE MINIMUM AND MAXIMUM
OF EACH PAY RANGE, INCLUDING THE PAY RANGES IN THE 2OO9 GONDREY
CLASSIFICATION AND COMPENSATION STUDY, AS AMENDED, WILL ALSO BE
INGREASED BY TWO PERCENT (2%); FURTHER, EFFECTIVE APRIL 1, 2015, THERE
SHALL BE AN ACROSS THE BOARD GOST-OF-LIVING ADJUSTMENT (COLA) OF ONE
PERCENT (1%) FOR EMPLOYEES WHOSE BASE SALARY DOES NOT EXGEED THE
MAXIMUM OF THEIR PAY RANGES AS RECOMMENDED BY THE 2OO9 CONDREY
CLASSIFICATION AND COMPENSATION STUDY "PAY SCALE B,'' INCLUSIVE OF
SUBSEQUENT AMENDMENTS, AND THE MINIMUM AND MAXIMUM OF EACH PAY
RANGE, INCLUDING THE PAY RANGES IN THE 2OO9 CONDREY CLASSIFIGATION
AND COMPENSATION STUDY, AS AMENDED, WILL ALSO BE INGREASED BY ONE
PERCENT (1%); REPEALING ALL ORDINANGES !N GONFLICT; PROVIDING FOR
SEVERABILITY, AN EFFECTTVE DATE AND CODIFICATION.
REGOMMENDAT!ON
The Administration recommends approval of the ordinance.
BACKGROUND
The City of Miami Beach has the following five (5) classified employee groups represented by
bargaining units:
394
City Commission Memorandum
May 21 , 2014
AFSCME Classified Salary Ordinance 2nd Reading
Page 2 of 4
. Group I - Represented by the American Federation of State, County and Municipal Employees
(AFSCME) Local 1554;. Group ll - Represented by the Fraternal Order of Police (FOP) William Nichols Lodge No. 8;. Group lll - Represented by the lnternational Association of Firefighters (IAFF) Local 1510;
. Group lV - Represented by the Communications Workers of America (CWA) Local 3178; and
r Group V - Represented by the Government Supervisors Association of Florida (GSAF), OPEIU,
Local100.
The City also has one classified employee group, Group Vl, comprising of classifications in the
classified service not covered by a bargaining unit. This group is commonly refened to as "others".
There is a seventh salary group comprised of at-will employees commonly referred to as unclassified.
ANALYSIS
The City has ratified successor agreements with the five bargaining units representing classified
employees; the last of which was with AFSCME, ratified by the City Commission Aprll23,2014.
The 2013-2016 agreement between the parties includes adoption of the Condrey Classification and
Compensation Study results for all classifications covered by the bargaining unit, whereby, effective
upon ratification, the salary plan, amended by seven percent (7o/o)in August 2013 bythe consultant,
establishes the minimum salary for all classifications covered by AFSCME in accordance with scale C
of the study, and the maximum of the range in accordance with scale B.
As of this writing, there are 74 AFSCME bargaining unit employees earning less than the minimum
recommended in the plan. Only 5, of a group of approximately 305 employees, are over the
recommended maximum. In accordance with recommendations set forth in the final report from
Condrey, employees at or over the maximum of the pay range for their respective classifications, will
not be penalized. Their salaries should be frozen or red-circled until periodic increases to the ranges
place them within the salary range of their classification.
Condrev Classification and Compensation Plan
ln 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. The City was also seeking a salary plan sufficiently comprehensive to apply across
all current salary groups in order to reduce the administration of such from seven to one. A review of
the records on this matter appears to indicate that this particular goal, a best practice of substantial
value to the City, was subordinate to all the other considerations contemplated when the study was in
progress and discussions among many groups were taking place.
ln 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 surveys and salary scale options: A, B and C. The
report is available online at the following web address: http://web.miamibeachfl.qov/
hr/scroll.aspx?id=72343. ln September 2012, 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 five percent. ln August 2013, the adjustment was revised to an increase of seven
percent (Attachment 2) based on the cumulative increase in the employment cost index since 2009.
395
City Commission Memorandum
May 21, 2014
AFSCME classifled Salary Ordinance 2"d Reading
Page 3 of 4
Members of the Finance and Citywide Projects Committee (FCWPC) discussed various implementation
scenarios considering the three scales provided by Condrey & Associates; however, most of the
conversation was centered on pay scale B, which reflected salaries at 1O7.5 percent of the market. At
this level, the entry-rate salary for the positions studied would be greater than approximately 62 percent
of competing organizations. Consequently, if a position in the labor market had an average entry salary
of $40,000, the salary for the same position in the City of Miami Beach would start at $43,000. Scale A
reflects salaries at 115 percent of the market (or average compensation) or approximately the third
quartile of the organizations that responded to the consultant's survey. At this level, the entry-rate for
the organization would be greater than approximately 75 percent of competing organizations. Salary
scale C reflects salaries at 100 percent of the market which is greater than 49 percent of the salary
survey respondents. The recommended pay plan, irrespective of scale, consists of 30 grades. The final
recommendation made by the members of the committee was to adopt Condrey scale B, and bring any
employee whose salary is below the minimum of his or her classification to within seven and one half
percent of the minimum salary of scale B, which is equivalent to the minimum salary of scale C.
ln addition to entry salaries and the impact on employees under the minimum and over the maximum of
the recommended pay ranges, the Committee endorsed the following practices recommended in the
study:
. Cost-of-living adjustments (COLAs) should be given periodically, rather than every year.
should be noted that no COLA increases were given during FY 2009/10 and FY 2010111.
April 2013 there was a 3 percent COLA that did not extend the ranges.
o The Committee recommended that step increases be eliminated for all classifications where
they then existed and that in keeping with salary and compensation best practices, merit
increases between two and three percent be awarded to employees who are not at the
maximum of their respective pay ranges and whose performance meets expectations.
o The consultants recommended that the City strictly adhere to the overtime provisions of the Fair
Labor Standard Act (FLSA). This means that non-exempt employees must actually work 40
hours before being eligible to earn overtime. At the time, the citywide practice was that paid
time off counted toward the computation of overtime. Effective with the ratification of the 2013-
2016 collective bargaining agreement between the City and AFSCME, the overtime provisions
of the FLSA will apply to all non-exempt employees except those covered by the FOP and IAFF.
During prior contract negotiations, the Administration's focus was the attainment of union concessions,
making the above mentioned practices essential toward that goal. The implementation of these
practices for classified employees, with the exception of employees in the "others' group, requires
collective bargaining. AFCSME is the first to agree with the implementation of the recommendations
made by Condrey & Associates. ln doing so, AFSCME bargaining unit members, unclassified and
"others" will represent 43 percent of all City employees under one pay plan.
Pursuant to the ratified three year labor agreement, effective upon ratification of the collective
bargaining agreement, the 2009 Condrey Classification and Compensation Study, subsequently
amended by seven percent (7%)in August 2013 bythe consultant, will be implemented, establishing
the minimum salary for all bargaining unit classifications in accordance with scale C, and the maximum
salary in accordance with scale B. The estimated cost impact for the implementation of the Condrey
recommendations during the term of the contract is $461,374; the five year cost impact is $1 ,012,322.
It
ln
396
Cily Commission Memorandum
May 2'l ,2014
AFSCME Classified Salary ordinance 2nd Reading
Page 4 of 4
The 2013-2016 labor agreement with AFSCME provides for a two percent COLA effective April 1, 2014
and a one percent COLA effective April 1 , 2015, provided the employees' salary does not exceed the
maximum of the salary range for his or her classification. Each respective COLA adjustment shall also
increase the minimum and the maximum of the salary ranges (two percent on April 1,2014, and one
percent on April 1, 2015). The estimated cost impact of providing the two percent COLA in FY 2013114
is approximately $125,500. The estimated impact of the one percent COLA effective in FY 2014115 is
$64,000. The total cost impact for the COLA increases during the contract period is $661,584; the five
year cost impact is $1,198,500.
CONCLUSION
ln accordance with the 2013-2016 AFSCME collective bargaining agreement ratified by the City
Commission on April 23,2014, the Administration recommends adoption of the Condrey Classification
and Pay Study for all classifications in the AFSCME bargaining unit, whereby, effective upon ratification
of the labor agreement, the study, subsequently amended by seven percent (7o/o) in August 2013 by the
consultant, establishes the minimum salary for all classifications in accordance with scale C of the
study, and the maximum salary in accordance with scale B. Furthermore, the minimum and maximum
of the ranges for these classifications will be increased by two percent upon ratification of the
agreement and by one percent effective April 1, 2015, to reflect a COLA that shall be provided to all
employees whose classifications are in the AFSCME salary group, and whose salary does not exceed
the maximum of the pay range for their classification.
The Administration further recommends that in accordance with recommendations set forth in the final
report from Condrey, employees at or over the maximum of the pay range for their respective
classifications, not be penalized. Their salaries should be frozen or red-circled until periodic increases
to the ranges place them within the salary range of their classification.
The Administration recommends ratification of the classifications and organizational changes reflected
in the ordinance, and that the City Commission approve the ordinance.
w
JLM/KdB/SC-T
T:\AGENDAt2014\May\AFSCME\AFSCME Salary Ordinance Memo 2nd Reading-docx
397
ATTACHMENT 1
CONDREY &
ASSOCIATES, INC.A H u ma n Resou rces Co nsu lti ng Compa ny
September 10,2012
Mr. Ramiro Inguanzo
Director of Human Resources and Labor Relations
City of Miami Beach
1700 Convention Center Drive
Miami Beach, Florida 33139
Dear Mr. lnguanzo:
As we discussed, I am happy to provide information conceming updating the salary scales
presented in our August 2009 report. In order to bring these scales to current compensation levels, we
iecommend that they be increased by 5%. This 5olo adjustment is based on the 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,ffie+
Stephen E. Condrey, Ph.D.
President
706.-548.8938 g,'rir, i.",!r ."r),' O586.816.4067 ';it;.',q,'',r'rii,' Arhens,CA30604-7947
www. co nd rey - co n s u I ti n g. co m
398
ATTACHMENT 2
CONDREY &
ASSOCIATES, INC.A H u ma n Resou rces Consu I ti ng Co mpa ny
August 21,2013
Ms. Carla Maglio Gomez
Assistant Director
Department of Human Resources
City of Miami Beach
1700 Convention Center Drive
Miami Beach, Florida 33139
Dear Ms. Gomez:
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%. T\is 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.
Sincerely,ffid*
Stephen E. Condrey, Ph.D.
President
706.548.8938 O',l.rr li1(l :rrr; O586.8I6.4067
www. co nd rey -co n su I ti ng. co m399
ORDINANCE NO.
AN ORDINANCE OF THE MAYOR AND CITY GOMMISSION 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 lN GROUP t, REPRESENTED
BY THE AMERICAN FEDERATION OF STATE, COUNTY AND MUNICIPAL
EMPLOYEES (AFSCME) LOCAL 1554, lN AGCORDANGE W|TH THE NEGOTIATED
2013-2016 COLLECTIVE BARGAINING AGREEMENT; EFFECTIVE UPON
RATIFICATION OF THE COLLECTIVE BARGAINING AGREEMENT, THE 2OO9
CONDREY GLASSIFICATION AND COMPENSATTON STUDY, INCLUSIVE OF
SUBSEQUENT AMENDMENTS, wlLL BE IMPLEiIIENTED, ESTABLISHING THE
MINIMUM SALARY FOR ALL BARGAINING UNIT CLASSTFIGATTONS !N
ACCORDANCE WITH "SCALE G'' OF THE STUDY, AND ESTABLISHING THE
MAXIMUM SALARY FOR ALL BARGAINING UNIT CLASSIFICATIONS IN
ACCORDANCE WITH "SCALE B" OF THE STUDY; EFFECTIVE APRTL 1, 2014,
THERE SHALL BE AN ACROSS THE BOARD COST.OF.LIVING ADJUSTi'ENT
(coLA) oF TWO PERGENT (2%), AND THE M|NIMUM AND MAXtMUilt OF EACH
PAY RANGE, INCLUDING THE PAY RANGES IN THE 2OO9 CONDREY
CLASSIFIGATION AND COMPENSATION STUDY, AS ATUENDED, WILL ALSO BE
INCREASED BY TWO PERCENT (2%); FURTHER, EFFECTIVE APRIL 1, 2O1s,
THERE SHALL BE AN ACROSS THE BOARD COST.OF-LIVING ADJUSTMENT
(coLA) oF oNE PERCENT (1%) FOR EMPLOYEES WHOSE BASE SALARY DOES
NOT EXCEED THE iIAXIIUUM OF THEIR PAY RANGES AS RECOMITIENDED BY
THE 2OO9 CONDREY CLASSIFICATION AND COMPENSATION STUDY "PAY
SCALE 8," INCLUSIVE OF SUBSEQUENT AMENDMENTS, AND THE MINIMUM
AND MAXIMUiII OF EACH PAY RANGE, INCLUDING THE PAY RANGES IN THE
2OO9 CONDREY CLASSIFICATION AND COMPENSATION STUDY, AS AMENDED,
WILL ALSO BE INCREASED BY ONE PERCENT (lohl; REPEALTNG ALL
ORDINANCES IN CONFLIGT; PROVIDING FOR SEVERABILIry, AN EFFECTIVE
DATE AND CODIFICATION.
WHEREAS, the City of Miami Beach has approximately 305 employees covered by the
AFSCME bargaining unit; and
WHEREAS, the Administration will be presenting the 2013-2016 tentative collective bargaining
agreement between the City and AFSCME to the City Commission at the April 23, 2014 Commission
meeting; and
WHEREAS, AFSCME has accepted the City's proposal to implement the 2009 Condrey
Classification and Compensation Study recommendations, subsequently amended by seven percent
(7o/o) in August 2013, effective upon ratification of the 2013-2016 collective bargaining agreement
between the City and AFSCME; and
WHEREAS, effective April 1,2014, there shall be an across the board Cost-of-Living
Adjustment (COLA) of two percent (2o/o) for all bargaining unit members, which includes increasing
the minimum and the maximum of each AFSCME bargaining unit pay grade, inclusive of the Condrey
recommended pay grades for all classifications covered by the bargaining unit, by two percent (2%);
and
400
WHEREAS, in order to help achieve the City's goal of implementing one single pay plan for all
classifications, effective April 23, 2014, the subsequently amended 2009 Condrey Classification and
Compensation Study establishing the minimum salary for all AFSCME bargaining unit classifications
in accordance with scale C of the study, and establishing the maximum salary for all AFSCME
bargaining unit classifications in accordance with scale B of the study will be implemented for all
AFSCME bargaining unit classifications; and
WHEREAS, effective April 1, 2015, there shall be an across the board Cost-of-Living
Adjustment (COI-A) of one percent (1%) for all AFSCME bargaining unit members whose base salary
does not exceed the maximum of their pay grade, as recommended by the 2009 Condrey
Classification and Compensation Study pay scale B, inclusive of subsequent amendments; the
minimum and maximum of each pay grade will also be increased by one percent (1%).
WHEREAS, not to adversely impact employees at or over the maximum of the pay grade for
their classification pursuant to Condrey scale B, such employees' salaries will be frozen or red-circled
until such time as their salary is once again within the range of their classification's pay grade, and
WHEREAS, the recommended pay plan for each AFSCME bargaining unit classification that
was included in the subsequently amended 2009 Condrey Classification and Compensation Study is
provided herein; and
WHEREAS, there is a need to amend the salary ordinance to delete obsolete classifications
and establish new ones;
ffhe remainder of this page intentionally left blankl
401
NOW, THEREFORE, BE IT ORDAINED BY THE MAYOR AND GITY COMMISSION OF THE CITY
OF MIAMI BEACH, FLORIDA:
SEGTION 1: The following lines of Section 1 of the Classified Salary Ordinance No. 789 shall be
amended as follows, effective upon ratification of the 2013-2016 collective bargaining agreement
between the City and AFSCME:
GLASS AND PAY GRADES, SALARIES AND CLASSIFICATIONS
GROUP I
AMERICAN FEDERATTON OF STATE, GOUNTY AND MUNICIPAL EMPLOYEES (AFSCME)
LOCAL 1554
Salary Ranges Grades and Classificatione
A. Salary Grades and Ranges
Effective Aoril 1. 2014. throuqh date of ratification of the 2013-2016 collective baroaininq
aqreement between the Citv and AFSCME. includes two percent (2%) GOLA:
GRADE
10
I
8
7
o
5
4
MIN!MUM
BIWEEKLY
ffius
+5SS1,Sg6
#4e!!09
+34s1.s52
w1.244t+*t.us
1p3:}].054
95+970
MAXIMUM
BIWEEKLY
H$ru
2r5."7ruwru
2J42,183
+,e+ez,oos
1*€1.849
+€6e1.ZOZ
+54sL500
ln compliance with Sections 2-407 through 2410 of the City Code, entitled "Living Wage
Requirements for Service Contracts and City Employees" (See Ordinance 2010-3682 and Resolution
2011-27752), effective October 1,2012, the minimum and the maximum hourly rate for Ranges 2 and
1, shall be as follows:
MINIIIiUM M]NIMUM
HOURLY HOURLY
RATE WITH RATE MAXTMUM
GRADE HEALTH WTHOUT H6URLYBENEFITS HEALTH RATE
BENEFITS
402
2
1
11.28
11.28
12.92
12.92
17.66
16.25
Effective upon date of ratification of the 2013-2016 collective barqaininq aqreement between the
CiW and AFSCME. includes two percent (2%) COLA effiective April 1. 2014:
GRADE MINIMUM
SALARY
Annual salary based on 2080 hours per vear
UNC City Attorney At Citv Commission's Discretion
UNC City Manager At Citv Commission's Discretion
i,AX!TI/IUM
ANNUAL
SALARY
30
29
28
27
26
25
24
23
22
21
20
19
18
17
16
15
14
13
12
11
10
I
$144.924.13
$137.940.88
$124.967.62
$118.945.99
$102.566.75
$97.624.51
$92.920.42
$80,124.98
$72.589.28
$65,762.30
$59.577.40
$56.706.63
$53,974.19
$51,373.41
$48,897.95
$46.541.77
v4.299.12
$42,164.55
$40,132.83
$38.199.00
$36,358.35
$34.606.41
$32.938.88
$31.351.70
$29.841.00
$28,403.09
$2s7.059.19
$244.672.U
$221,661.33
$210,980.44
$181.927,78
$1 73.161 .48
$164.817.59
$131 .063.61
$118,737.16
$107.570.01
$97.453.13
$92.757.28
$88.287.71
$84.033.52
$79.984.32
$76.130.23
$72.461.U
$68,970.23
$65,646.8s
$62.483.62
$59.472.81
$56,607.08
$53,879.43
$51.283.22
$48,812.10
$46.460.06
g
Z
0
5
403
$27,034.47
$25,731.80
$24,491.90
$23.331.74
MINIMUM
ANNUAL
SALARY
Annual salarv based on 2080 hours oer vear
UNC City Attorney At Citv Commission's Discretion
UNC City Manager At Citv Commission's Discretion
4
3
?
1
v4.221.36
$42.090.s3
$40.062.37
$38.131.93
ln compliance with Sections 2-407 throuqh 2410 of the City Code. entitled "Livino Waqe
Requirements for Service Contracts and Citv Emplovees" (See Ordinance 2010-3682 and Resolution
2011-27752). effective October 1. 2012. the minimum hourlv rate foremolovees with health benefits
shall be $1 1.28: and $12.92 for emplovees without health benefits.
Effective April 1. 2015. includes one percent (1%l GOLA:
30
29
28
27
26
25
24
23
22
21
20
19
18
17
16
15
14
13
12
11
$146.373.37
$139.320.29
$126.217.30
$120,135.45
$103,592.42
$98,600.76
$93,849.63
$80.926.23
$73.315.17
$66,419.92
$60.183.18
$57.273.70
$54,513.93
$51 ,887.14
$49.386.93
$47.007.19
$44.742.12
$42,586.19
$40.543.16
$38.s80.99
MAXIMUM
ANNUAL
SALARY
s259.629.78
$247.119.37
$223.877.95
$213,090.25
$183,747.06
$174,893.10
$166.46s.76
$132.374.24
$1 19.924.53
$108.645.71
$98,427,66
$93.684.8s
$89.170.59
$84,873.86
$80.784.16
$76.891.53
$73,186.46
$69.659.93
$66.303.32
$63.108.46
404
CLASSIFICATION
lrrigation System Supervisor
Sewer Supervisor
Street Supervisor
Tree Maintenance Supervisor
Water Supervisor
Fire Equipment Mechanic
Heavy Equipment Operator ll
Mechanic lll
Park Supervisor
Pumping Mechanic
Recreation Program Supervisor
Street Lighting Technician ll
$60.067.54
$57.173.15
$54.418.22
$51.796.05
$49.300.22
$46.924.66
$44.663.57
$42.511.43
$40.462.99
s38.513.25
CMBGRADE CMBGRADETHROUGH EFFECTIVE
MARCH 30.2014 APRIL 1.2014
915
915
g1s
91s
915
14 14
914
{o 14
914
914
914
914
6
10
9I
Z
b
E
4
3
?
1
$36,721.94
$34.952.47
$33,268.27
$31.665.22
$30.139.41
$28.687.12
$27.304.81
$2s,989.12
$24.736.82
$23,544.85
ln comoliance with Sections 2407 throuoh 2-410 of the City Code. entitled "Livinq Waoe Requirements
for Service Contracts and Citv Emplovees'(See Ordinance 2010-3682 and Resolution 2011-27752),
effeclive October 1, 2012. the minimum hourlv rate for emplovees with health benefits shall be $1 1.28:
and $12.92 for emplovees without health benefits.
B. Grades and Classifications
Effiective uoon date of ratification of the 2013-2016 collective baroaininq asreement between the
Citv and AFSGME:
405
Building Supervisor
Heavy Equipment Operator I
lce Rink Technician
Mechanic ll
Sewer Pipefitter
Storekeeper lll
Street Lighting Technician I
Water Pipefitter
Building Services Technician
Municipal Service Worker lll
Sign Maker
Storekeeper ll
Assistant Pumping Mechanic
Central Services Technician
ControlRoom Operator
Customer Service Representative
Fleet Service Representative
Recreation Leader ll
Storekeeper I
Tree Trimmer
Water Meter Technician ll
Water Meter Technician I
Municipal Service Worker ll
Museum Guard
Recreation Leader I
Municipal Service Worker I
SchoolGuard
Municipal Service Worker Trainee
13
12
12
12
12
't2
12
12
1',l
11
11
11
10
10
10
10
10
10
10
10
10
09
08
07
07
06
05
o4
406
SECTION 2: INTENT AND APPLICABILITY.
Adopting this ordinance is a substantial step toward having one pay plan for all City employees
without adversely impacting any individual's cunent earnings; therefore, those employees whose
salary is at or over the maximum of the range for their respective classifications, pursuant to Condrey
scale B, shall have their salaries frozen or red-circled until such time as their salary is once again
within the range of their classification's pay grade.
Employees at or over the maximum of the range for their respective classifications shall have their
classifications studied if they demonstrate to the City Manager, through the Human Resources
Director, that their duties have changed substantially since the study was conducted, or that there has
been an equally significant change in reporting structure.
SECTION 3: REPEALER.
That all ordinances or parts of ordinances in conflict herewith be and the same are hereby repealed.
SECTION 4: SEVERABILITY.
lf any section, subseclion, clause or provision of this Ordinance is held invalid, the remainder shall not
be affected by such invalidity.
SECTION 5: EFFECTM DATE.
A. lncreasing the minimum and maximums of the pay grades by two percent (2%) shall be
effective retroactive to April 1,2014.
B. lncreasing the minimum and maximums of the pay grades by one percent (1%) shall be
effeclive April 1, 2015.
C. Employees in the AFSCME bargaining unit whose base salary is at or exceeds the maximum
of the pay range herein adopted for their classification shall not be eligible for the one percent
(1%) COI-A effective April 1, 2015.
SECTION6: 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.
flhe remainder of this page intentionally left blankl
407
PASSED and ADOPTED this _ day of
ATTEST:
RafaelE. Granado, City Clerk
2014.
Philip Levine, Mayor
APPROVED AS IO
F,JRI,{ & LqI{GUAGE
E FCR EXMUT,ON
Ma-L iltlry'r,:11 AiJ,rfntr.Dcte
408
ttll^lll I{ERALD I HiamiHerald.com Ni IHURSDAY, I4AY 8,20]4 I IINE
MIAMIBEACH
CITY OF MIAMIBEACH
NOTIGE OF PUBLIC HEARINGS
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neslective zontrrg Districl-s, And Beqdring conditoMl us€ Approvat to. &rch us.s with fl',gur occ@1.),ait"s iay be directed b lE Hen;iN De;;ii*ilos-tn"le5l..ll,5 aJrL
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Alior Ro_ed Hiit!.lc oistdct guttE. tMay. an ordinance AmenOq lhe Co.ja Ot TtE Orv Ot Uiarni Beadr. Flori0a By ArHistorklBloct grf,.r or,€rtay,' By tfl;tudnq Sec_.rm 142,063 "tac?ian and plrpose,, *,o S*,-, ilZ-g_Ar .Oerenp,irenr
Povrdilag For Codificrlh; Rapealet Sevraht'! {.d An E ecliye oae. /rQlrtlfs rn?4. de dtrx.tEO to tE pfufir1o Ded n i at 30r6?j tusnAnEllf,ti\eDue. lnqiies n ey be dhec@d to uE i,fu1ih| Oenrtnit at 30e6;i
llofE: *e etso affiefiefit t pB6, fu fuitjad pd,li. heerings ddrdng N May 21, 2014.
lnrdr6sibh 0l irreteqnt evidenca, no, does i autLon/P ctulenges or @p{6b rDt oth4ini* ithmO ty ew
fiy€ daF n advarr e at 30t673-741 Lvoicel o.-TTy ;eis may .tso cal lte Fblida nersy Sefiice ei It l
falael E Gran6do. City Clerk
Cily ot Miami 8.ach
409
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410