R5L-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; adopting the 2009 Condrey Classification and Compensation Study, as amended,
establishing a salary plan of 30 pay ranges, recommending a two percent (2%) increase to those ranges upon adoption and a
one percent (1%) increase effective April 1, 2015. Abolishing obsolete classifications and establishing new ones or title
changes that more accurately reflect incumbents' roles; repealing all ordinances in conflict; providing for severability, an
effective date and codification.
lntended Outcome S
Item Summary/Recommendation:
Streamline the delivery of services through all departments; Ensure expenditure trends are sustainable over the long
term.
Second Reading and Public Hearing
The City's agreement with the American Federation of State, County and Municipal Employees (AFSCME), a bargaining unit
that represents over 300 employees, ratified by the City Commission April 23, 2014, calls for adoption of the amended
Condrey Classification and Compensation Plan of 2009, as amended, a two percent (2%) cost of living adjustment (COLA)
effective April 1, 2014, and a one percent (1%) COLA effective April 1, 2015. One of the many purposes for which the
Condrey study was commissioned was the development of a singular salary plan to cover all City employees, thereby
reducing the number of plans to be administered from seven to one. With that particular purpose in mind, the Administration
recommends adopting the Condrey plan for the "others" employees, of which there are approximately23, and adjusting the
minimum and maximums of the ranges by the same percentage of the AFSCME COLAs etfective upon adoption of this
ordinance and on April 1,2015. The adjustment of the ranges in2014 and 2015 will not result in individual increases unless
employees are earning less than the minimum of the range. As of this writing, there are three "others" salary group
employees under the minimum of their respective recommended salary range minimums. There are no "others" salary group
employees over the maximum of their respective recommended salary ranges. The Administration is recommending that the
three percent (3%) COLA effective October 2014, not extend the ranges, as they will have been extended in April 2014 by
and Aoril 2015two percent and April 20'15 by one
Financial lnformation:
Source of
Funds:
Amount
1 FY2012t2013
2 FY2013t2014
$ 4,600
Anticipated cost of raising salaries below the minimum of the
recommended ranqes.
3 FY201412015
Minimal
Cost of 3% COLA in October 2014 which does not extend the ranges was
previously approved in October 2013. One percent (1%) expansion of
ranges on April 1 5, 2015, does not result in individual increases unless
emolovees are below the new minimum
Total $ 4,600
Financial lmpact Summary: The estimated S-year impact, taking turnover into account, is approximately $23,000.
Sylvia Crespo-Tabak, Human Resources Director
Sion-Offs:
Department Director Assistant City Manager tr CitV Manager
Sylvia Crespo-Tabak
.3c -T KaWBrooks )?timmy L. Morales
Agenda rtem RSL
oate *Zl ^tVg MIAMIBEACH 411
E MIAMIBEACH
City of Miomi Beoch, I 700 Convention Cenler Drive, Miomi Beoch, Florido 331 39, www.miomibeochfl.gov
COMMISSION MEMORANDUM
Mayor Philip Levine and Members oflthe CityTO: Mayor Philip Levine and Memb(
FROM: City Manager Jimmy L. Morales
DATE: May 21,2014
SEGOND READING AND PUBLIC HEARING
SUBJECT: AN ORDINANCE OF THE MAYOR hND 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'';
EFFECTIVE APRIL 23, 2014, ADOPTING THE 2OO9 CONDREY CLASSIFICATION AND
CoMPENSATION STUDY, AMENDED By SEVEN PERCENT (7%) !N AUGUST 2013, By
THE CONSULTANT, ESTABLISHING THE MINIMUM SALARY FOR ALL "OTHERS'
SALARY GROUP CLASSIFICATIONS IN ACCORDANCE WITH "SCALE C'' OF THE
STUDY, AND ESTABLISHING THE MAXIMUM SALARY FOR ALL "OTHERS'' SALARY
GROUP CLASSIFICATIONS IN ACGORDANCE W]TH "SCALE B'' OF THE STUDY;
ADOPTING THE CLASSIFICATION TITLES AS RECOMMENDED THEREIN, AMENDING
THE MINIMUM AND MAXTMUM OF EACH RANGE BY TWO PERGENT (2%) EFFEGTTVE
APRIL 23,2014 AND ONE PERCENT (1%) EFFECTIVE APRIL 1,2O15; CHANGING THE
TITLE OF THE HUMAN RESOURCES TECHNICIANS I, IIAND IIITO HUMAN RESOURCES
TECHNICIAN; DELETING THE FOLLOWING OBSOLETE CLASSIFICATIONS:
ADMINISTRATIVE AIDE IURISK AND EMPLOYEE BENEFITS SPECIALIST; AND
ESTABLISHING THE NEWLY CREATED CLASSIFICATION OF CASE WORKER
ASSISTANT RECREATION ATTENDANT; REPEALING ALL ORDINANCES lN GONFLICT;
PROVIDING FOR SEVERABILIry, AN EFFECTIVE DATE AND CODIFICATION.
RECOMMENDATION
The Administration recommends approval of the ordinance.
BACKGROUND
The City of Miami Beach has five (5) classified service employee groups represented by bargaining
units:
. 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;
412
City Commission Memorandum
May ?1,2014
"Others" Classified Salary Ordinance 2nd Reading and Public Hearing
Page 2 of 5
. Group lll - Represented by the lnternational Association of Firefighters (IAFF) Local 1510;
r Group lV - Represented by the Communications Workers of America (CWA) Local 3178; and
o Group V - Represented by the Government Supervisors Association of Florida (GSAF), OPEIU,
Local 100.
The City also has one employee group, Group Vl, consisting of classifications in the classified service
not covered by a bargaining unit. This group is commonly referred to as "others" with approximately 23
employees.
There is a seventh salary group comprised of at-will employees commonly referred to as unclassified
employees. The City of Miami Beach has approximately 400 employees in the unclassified salary
group.
ANALYSIS
The City has ratified collective bargaining agreements with the five bargaining units representing
employees. The 2013-2016 agreement between the City and AFSCME, ratified by the City Commission
April 23, 2014, includes adoption of the Condrey Classification and Compensation Plan 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 by the consultant, establishes the minimum salary in
accordance with scale C of the study, and the maximum of the range in accordance with scale B.
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
repoft is available online at the following web address:
http://web.miamibeachfl.qov/hr/scroll.aspx?id=72343. ln Septembet 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 adjustmentwas
revised to an increase of seven percent (Attachment 2) based on the cumulative increase in the
employment cost index since 2009.
Prior to lhe release of the final report, 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 107.5 percent of the market. At this level, the entry-rate salary forthe 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
413
City Commission Memorandum
May 21 , 2014
"others" classified Saiary ordinance znd Reading and Public Hearing
Page 3 of 5
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, 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. lt
should be noted that no COLA increases were given during FY 2009/10 and FY 2010/1 1. ln
April 2013 there was a 3 percent COLA that did not extend the ranges.
r 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.
r 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 apply to all non-exempt (hourly) employees except those covered by the FOP and
IAFF.
Another recommendation found in the study is that the City change its practice of not providing
additional compensation for maxed out employees other than the COLA. lnstead, the City should
consider a policy that once employees reach the top of the range, performance/merit increases should
be earned as a lump sum payment (one-time "bonus") rather than being added to the base salary. This
will help alleviate retention and motivation problems associated with employees who have 'maxed out'
of their pay range.
During prior contract negotiations, the Administration's focus was the attainment of concessions
regarding pension issues, making the above mentioned practices essential toward that goal, a
secondary goal.
The implementation of these practices for classified employees, with the exception of employees in the
"others" group, requires collective bargaining. The direction given by the Commission was not to
implement the recommendations made by Condrey & Associates upon the "others" group and
unclassified employees until it was accepted by or imposed upon at least one collective bargaining unit.
AFSCME 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" (if also adopted
as presented today) will represent 43 percent of all City employees under one pay plan.
Ihe 2013-2016 labor agreement with AFSCME provides for a two percent COLA effective April '1 ,2014,
and a one percent COI-A effective April 'l ,2015, provided the employees' salaries do not exceed the
414
City Gommission Memorandum
May 21 , 2014
"Others" Classified Salary Ordinance 2"d Reading and Public Hearing
Page 4 of 5
maximum of the salary range for their respective classifications. Each 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 agreement with AFSCME will have an impact upon the Condrey salary scale as it applies to
unclassified and "others" employees. One of the key components resulting from Condrey's
recommendations was to implement one single pay plan citywide. To support the goal of having one
salary program to administer and in lieu of a salary survey, the Administration formally recommends
amending the entire salary scale consistent with the COLA provisions negotiated with AFSCME. Such
an action will maintain the salary plan intact and has the potential to have a substantially limited impact
because unless otherwise provided for by the City Commission, only newly hired employees at the
bottom of the current salary range may see an increase in pay.
ln October 2013, the City Commission adopted Ordinance #2013-3827, which provides that the
minimum and maximum of the pay grades in the "others" 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
adjusted maximum of the pay range for the comparable job title recommended in the Condrey Study.
At the time that this ordinance was adopted, Condrey had not been formally adopted into the City's
compensation plan. Therefore, if the City Commission adopts the ordinance as presented, the
Administration further recommends that the three percent COLA previously approved for October 2014
not extend the salary ranges in October 2014.
ln addition, over the last few years, several reclassifications and organizational changes affecting a
number of "others" positions have taken place, and are not yet reflected in the Classified Salary
Ordinance. The attached ordinance provides conformity with such actions.
New salary scales are based on a number of factors and there is no monetary correlation between the
City's current salary plan and the proposed. As of this writing, the Administration continues to work with
the consultant on an informal basis, where he provides guidance to the Human Resources Director in
identifying the salary range for those classifications not a part of the study. lt is anticipated that this
relationship will continue especially as employees earning over the maximum of the recommended pay
range come fonruard and demonstrate that their duties have changed substantially since the study was
conducted or there has been an equally significant change in reporting structure. Therefore, the
Administration will be before you again on this matter, as warranted.
FISCAL !MPACT
On October 2013, the City Commission approved a three percent COLA for employees below the
maximum of the range recommended by Condrey for their respective classifications. That COLA will
not impact the salary ranges; instead the extension of the ranges will occur on two dates, April 1,2014,
and April 1,2015. The difference is anticipated to be minimal. As of this writing, there are no
employees in this salary group whose salaries are over the recommended maximum of the salary
ranges for their respective classifications. There are three employees who are below the minimum.
Raising their salaries to the minimum of the range will have an impact of approximately $4,600.
CONCLUSION
The Administration recommends adoption of the Condrey Classification and Compensation Plan for all
classifications in the "others" salary group, whereby, effective April 23, 2014, the 2009 Condrey
Classification and Compensation Study, subsequently amended by seven percent (7o/o) in August 2013
415
City Commission Memorandum
May 21 ,2014
"oti1ers" Classifled Salary Ordinance 2"d Reading and Public Hearing
Page 5 of 5
by the consultant, establishing the minimum salary for all "others" classifications in accordance with
scale C of the study, and establishing the maximum salary in accordance with scale B of the study.
Furthermore, the minimum and maximum of the ranges for these classifications will be increased by
two percent effective upon implementation and by one percent effective April 15, 2015.
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 catch up to them. Again, as of this writing, there are no employees in this salary group
whose salaries are over the recommended maximum of the salary ranges for their respective
classifications.
Equally important is the recommendation that the October 2014 COLA approved by the City
Commission not extend the salary ranges as contemplated in October 2013.
The Administration recommends ratification of the classifications and organizational changes reflected
in the ordinance.
Attachradnts
uarWrsc-t
416
ATTAGHMENT 1
CONDREY &
ASSOCIATES, INC.A H u ma n Resou rces Consu lti ng Co mpa 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. Inguanzo:
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 5%,. This 5% 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.
Stephen E. Condrey, Ph.D.
President
Arhens, GA 30604-79O7
Sincerely,
706.s48.8938 e (o 586 u16.4067
www. co n d rey- c o n s u I t i n g. co m
417
ATTACHMENT 2
CONDREY &A H u ma n Resou rces Co nsu lti ng Co mpa nyASSOCIATES, INC.
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 conceming 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% adjustment is based on the approximate cumulative
increase in the Employment Cost Index since 2009.
I hope this information is helpfirl to you. Please do not hesitate to contact me if I may provide
fuither information.
Stephen E. Condrey, Ph.D.
President
Athens, C.A30604-7907
Sincerely,
www. co n d rey - co n s u I ti n g. co m
418
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 GOMMONLY REFERRED TO AS "OTHERS'';
EFFECTIVE APRIL 23, 2014, ADOPTING THE 2OO9 CONDREY CLASSIFICATION AND
COMPENSATION STUDY, AMENDED BY SEVEN PERGENT (7%) IN AUGUST 2013, BY
THE CONSULTANT, ESTABLISHING THE MINIMUM SALARY FOR ALL "OTHERS'
SALARY GROUP CLASSIF]CATIONS IN AGCORDANCE WITH "SCALE C" OF THE
STUDY, AND ESTABLISHING THE MAXIMUM SALARY FOR ALL "OTHERS" SALARY
GROUP CLASSIFIGATIONS IN ACCORDANCE WITH "SCALE B" OF THE STUDY;
ADOPTING THE CLASSIFICATION TITLES AS RECOMMENDED THEREIN, AMENDING
THE MTNTMUM AND MAXTMUM OF EAGH RANGE BY TWO PERCENT (2%) EFFECTIVE
APR|L 23,2014 AND ONE PERCENT (1%) EFFECTIVE APRIL 1,2015; CHANGING THE
TITLE OF THE HUMAN RESOURCES TECHNICIANS I, IIAND IIITO HUMAN RESOURCES
TECHNICIAN, DELETING THE FOLLOWING OBSOLETE CLASSIFICATIONS:
ADMINISTRATIVE AIDE IURISK AND EMPLOYEE BENEFITS SPECIALIST; AND
ESTABLISHING THE NEWLY CREATED CLASSIFICATIONS OF GASE WORKER
ASSISTANT AND RECREATION ATTENDANT; REPEALING ALL ORDINANCES IN
CONFLICT; PROVIDING FOR SEVERABILITY, AN EFFECTIVE DATE AND CODIFICATION.
WHEREAS, the City of Miami Beach has approximately 23 employees who are
members of the "others" salary group; and
WHEREAS, the Administration will be presenting the contract with 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 (7%) in August 2013 effective upon ratification of the 2013-2016 AFSCME collective
bargaining agreement, and
WHEREAS, included in AFSCME's tentative agreement is a two percent (2%) Cost of
Living Adjustment (COLA) increasing the minimum and the maximum of the Condrey
recommended pay grades for all classificatlons covered by the bargaining unit effective April 1,
2014; and
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 "others" salary
group classifications in accordance with scale C of the study, and establishing the maximum
salary for all "others" salary group classifications in accordance with scale B of the study;
amending the minimum and maximum of each range by two percent (2%) effective April 23,
2014 and one percent (1%) effective April 1, 2015; and
WHEREAS, the recommended pay plan for each "others" salary group classification that
was included in the amended 2009 Condrey Classification and Compensation Study is provided
herein; and
1
419
WHEREAS, there is a need to amend the salary ordinance to delete obsolete
classifications and establish new ones;
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 I of the "Others" Salary Ordinance No. 789
shall be amended as follows, effective April23, 2014:
CLASS AND PAY GRADES, SALARIES AND CLASSIFICATIONS
A. Salary Grades and Ranges
SECTION {: The following lines of Section 1 of the Classified Salary Ordinance
No. 789 shall be amended as follows:
GROUP V!
ALL OTHER CLASSIFICATIONS IN THE CLASSIFIED SERVICE NOT COVERED BY
A BARGAINING UNIT (A/K/A "OTHERS")
Salary Ranges and Classification
A. Salary Grades and Ranges
GRADE MTNTMUTI
B{WEEKIY
MAXI$U{[
BIWEEKTY
14 1C74 3#28
€2J&3#3
12 2r0o8 w2
1+1#48 2p84
1€H€O H4
-€1#65 2p-7
-€+44O #
-+#25 ?#4s
-6 1#1+7S
E 1-122 1-g€
4 1S33 +668
-3 95++535I&75 w1
420
flhe remainder of this page intentionally left blank]
lncludes two percent (2%) increase recommended effective upon adoption of this ordinance
Condrev Classification and Compensation Plan Recommendation
GRADE MINIMUM
ANNUAL
SALARY
Annual salary based on 2080 hours per year
MAXIMUM
ANNUAL
SALARY
30
29
28
27
zo
4
24
23
22
21
20
19
18
17
16
15
14
13
12
11
10
o
e
7
b
I
4
3
Z
'1
$144.924.13
$137.940.88
$124.967.62
$1 18.945.99
$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
$44,299.12
$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
$27,034.47
$25.731.80
$24,491.90
$23,331.74
$257,059.19
$244,672.64
$221,661.33
$210,980.44
$181 ,927,78
$173,161.48
$164,817.59
$131-063.61
$1 1 8,737.1 6
$107,570.01
$97,453.13
$92,757.28
$88,287.71
$84,033.52
$79,984.32
$76,130.23
$72.461.84
$68.970.23
$65,646.85
$62.483.62
$59.472.81
$56,607.08
$53,379.43
$51.283.22
$48.812.10
$46,460.06
$44.221.36
$42.090.53
$40.062.37
$38.131.93
421
lncludes one percent (1 %) increase recommended effective April 1 , 2015
Condrev Classification and Comoensation Plan Recommendation
GRADE MINIMUM
ANNUAL
SALARY
Annual salary based on 2080 hours per year
MAXIMUM
ANNUAL
SALARY
$259.629.78
$247.119.37
$223.877.95
$2'13.090.25
$183,747.06
$174.893.10
$166,465.76
$132,374.24
$1 19.924.53
$108,645.71
$98,427,66
$93.684.85
$89,170.59
$84,873.86
$80,784.'16
$76,891.53
$73.186.46
$69,6s9.93
$66,303.32
$63,108.46
$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
$38,513.25
30
29
28
27
26
25
24
23
22
21
20
19
18
17
16
15
14
13
12
11
10
I
g
7
q
5
4
3
?
1
$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
$38.580.99
$36,721.94
$34,952.47
$33,268.27
$31.665.22
$30,'139.41
$28.687.12
$27.304.81
$25,989.12
$24.736.82
$23.544.85
422
B.Grade and Classifications
CLASSIFICATION
CMB GRADE
THROUGH
03t3012014
CMB GRADE
EFFECTIVE
04t0112014
4
Senior Electrical I nspector 14 18
Senior Elevator I nspector 14 18
Senior Mechanical lnspector 4 18
Senior Plumbing I nspector 14 18
Computer Operator 12 17
Firearms Specialist +?17
Human Resources Technician l.ll ++14
Fire lnspector 11 15
Human Reseurees Teehnieian ll 1€
lce Rink Technician I 12
Human Reseurees Teehnieian I s
M
M€€asem€nt I
Recreation Attendant 5
Seasonal Pool Guard 5 11
Case Worker Assistant 3 2
SECTION 2: INTENT AND APPLICABILITY.
That adopting this ordinance is a substantial step toward having on salary plan for all City
employees wlthout adversely impacting any indivldual's current earnings; therefore, those at or
over the maximum of the range for their respective classifications shall have their salaries
frozen or red-circled until such time as the range catches up to them.
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.
423
SECTION4: SEVERABILITY.
lf any section, subsection, clause or provision of this Ordinance is held invalid, the remainder
shall not be affected by such invalidity.
SECTION 5: EFFECTIVE DATE.
A. The Ordinance amendments set forth in Section 1 above adding and/or deleting
positions shall be effective ten days upon adoption on second reading. lncreasing the
minimum and maximums of the pay grades by two percenl (2o/o) shall be effective the
first full pay period after adoption, and by one percent (1%) on April 1, 2015. These
increases to the ranges shall not result in individual salary increases unless an
employee's earnings are below the minimum of the recommended range.
B. The three percent (3%) cost of living adjustment (COLA) effective the first pay period of
October 2014 shall not increase the minimum or maximum of the adopted pay plan.
C. Employees in the "others" salary group whose base salary exceeds the maximum of the
pay range herein adopted shall not be eligible for the COLA.
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 inteniion, and the word "ordinance" may be changed to "section,"
"article," or other appropriate word.
PASSED and ADOPTED this day of
Philip Levine, Mayor
ATTEST:
2014.
Rafael E. Granado, City Clerk
APPROVED A5 TO
FORI,i E tr.fiGUACE
& FOR FJECUflCIN
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ttllAlll I{ERALD I f{i.miHerald.com Nt THURSDAY, MAY 8,20I,1 i III{E
MIAMIBEACH
CITY OF MIAMIBEACH
NOTICE OF PUBLIC HEARINGS
o. Wdnecdat lib! ?,| , zot,l, lo consdet d; tdbwno:
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0I lb!9,! And Communitt *rvbe6 Atu TranstMatd Dpqar tr q,L keuties nzy oo ohbd a ii t*nran gellltrce Watnmt Jds.6/J- ts2:a
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10:55 a,rr
olheB Sahry ordindlce
0dinarces tn ftnflict. ,,c.rths hey N d6epd b fie ttutnan *wrces Oeaaweai iiii Tiii' -'
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Unclas$ned Salary 0rdinarE6
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Relqid-6 thes orciriarca - BotigolB rand the And krstitJtona red pa6or$ kl .R LnpA
Respectve Zonhg Oslncls. And Rcqurm! cffdlionjl lhe raorova For Srch usai wirrr i,qi, o*uw,i.-nqr;id ;;y-;";;;;;i";; ;br;";;;iliii*i tos-e n-rss.1t25 eJn.
Singh famny hdng Sgace ReoDval
Feqlir.monB tur Sa4gte Fenity t:* hqdries fidybe dnxad to tn nanning DeFi t iOiitS.l-siO.
1135..m.
'Sell-Storage ward}orses'tu A t ndtocal use I|. Thb ion,n0 06rnc1 prrvid;g Fo. ied.i.i S.i.i-r,rr. Loo,r*rro" And An Eflecdr. Oar!5tr5 Am
ftovlding For codrricalon. Rpgearer: se!€iatjrrty: And An Efl; r*ort". t.g,-n oay ri-iie4t i iilI{jlPannrg uptn,n r aI30s6;3-Js!fi.
NoIE: *e also advstjsetwt r 886, ld Ndihtbt ptttic hearkgs Etufiino d ar . mH.
nadmissible or irrEl€ya.t evld€oc..;or dos (-arhorire cluttjnges;r a09;h rlri;,rE;ii.,affiJt;fi,
tla,ael E. G.analf), City Cterk
City of Miaot Eench
425
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