R5M-Unclassified Salary OrdinanceCOMMISSION 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; 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 3OO employees, ratified by the bargaining unit members April 21 and the City Commission April 23,2014,
calls for adoption of the amended Condrey Classification and Compensation Plan of 2009, a two percent (2%) cost of living
adjustment(COLA)effectiveApril 1,2014,andaonepercent(1%)COLAeffectiveApril 1,2015. Oneofthemanypurposes
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 unclassified employees, of which there are approximately 410,
and adjusting the minimum and maximums of the ranges by the same percentage of the AFSCME COLAs effective upon
adoption of this ordinance and on April 1 , 2015. The adjustment of the ranges in 2014 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 eleven unclassified
employees under the minimum of their respective recommended salary range minimum. Raising their salaries to the
minimum of the range has a budgetary impact of approximately $53,000. There are approximately 55 unclassified employees
over the maximum of their respective recommended salary ranges. Freezing or red-circling their salaries until the ranges
catch up to them will delay the City's anticipated savings of $450,000. 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 two
percent and April 2015 by one percent. This ordinance also incorporates the recommendation from the Finance and Citywide
Projects Committee (FCWPC), that employees earning over the maximum of the recommended range, be eligible for an
annual, non-recurring, non-pensionable performance adjustment of up to tlvo percent. The ordinance was approved at first
heari 23.2104.
Adv
FCWPC recommended that for employees earning over the maximum of the recommended range, Condrey and the Human
Resources Director review the salary grade if there have been changes in duties or organizational structure. The Committee
also recommended an annual, non-recurring, non-pensionable performance incentive of two up to two percent for such
Financial lnformation :
Source of
Funds:
I
Itt
OBPI
Anticipated cost of raising salaries below the minimum of theFY2013t2014
$ 53,000
Cost of 3olo COLA in October 20 14 which does not extend the ranges was
previously approved in October2013. One percent (1%) expansion of
ranges on April 1 , 2015, does not resull in rndividual increases unless
emolovees are below the new minimum.
Financial lmpact Summary: The esttmated s-year impact of raising employees to the minimum of their ranges is
approximately $265,000. The maximum estimated impact of a 2o/o an onnu?|, non-recurring, non-pensionable performance
000. assumino no turnover and assumi ne earns the full amount available.
Sylvia Crespo-Tabak, Human Resources Director
n-Offs:
Department Director Assistant City Manager City Manager
Svlvia Cresoo-Tabak' Se-i-.#2"rry 11n
Jimmv L' Morales
Agenda rtem RSM .€B MIAMIBEACH Date S-tl- l(
427
4 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
Jimmy L. Morales, City Manager
May 21,2014
SUBJECT: AN ORDINANCE OF THE MA R AND CITY GOMMISSION OF THE CITY OF
MIAMI BEAGH, FLORIDA, AMENDING ORDINANCE NO. 1605, THE UNCLASSIFIED
EMPLOYEES SALARY ORDINANCE OF THE CITY OF MIAMI BEACH, FLORIDA, AS
FOLLOWS: PROVIDING FOR THE GLASSIFIGATIONS IN GROUP VIl, GOMPRISED OF AT-
WILL EMPLOYEES COMMONLY REFERRED TO AS "UNCLASSIFIED EMPLOYEES",
EFFEGTIVE APRIL 23, 2014; ADOPTING THE 2009 GONDREY CLASSIFICAT]ON AND
GoMPENSAT|ON STUDY, AMENDED BY SEVEN PERCENT (7%) lN AUGUST 2013, BY
THE CONSULTANT; ESTABLISHING THE MINIMUM SALARY FOR ALL UNGLASSIFIED
SALARY GROUP CLASSIFICATIONS, IN ACCORDANCE wlTH "SCALE C'' OF THE
STUDY, AND ESTABLISHING THE MAXIMUM SALARY FOR ALL UNCLASSIFIED SALARY
GROUP CLASSIFICATIONS, IN ACCORDANCE WITH "SCALE B'' OF THE STUDY;
AMENDING THE MINIMUM AND MAXIMUM OF EACH RANGE BY TWO PERCENT (2%),
EFFEGTIVE APRTL 23, 2014, AND ONE PERCENT (1%), EFFECTIVE APRIL 1, 2015;
ADOPTING THE FOLLOWING CLASSIFICATION TITLES: FROM CHIEF STRUGTURAL
PLANS EXAM]NER TO CHIEF STRUCTURAL ENGINEER; FROM
EXPENDITURE/TREASURY MANAGER TO TREASURY MANAGER; FROM EXEGUTIVE
ASSISTANT TO THE CITY MANAGER TO ASSISTANT TO THE CITY MANAGER; FROM
UTILITY SUPERINTENDENT TO WATER AND SEWER SUPERINTENDENT; FROM
PROPERTY MANAGEMENT CONTRACTS GOORDINATOR TO MA!NTENANCE
MANAGEMENT COORDINATOR; FROM TOURISM AND GONVENTION DIRECTOR TO
MARKETING AND TOURISM MANAGER; FROM LABOR RELATIONS DIVISION DIRECTOR
TO LABOR RELATIONS MANAGER; FROM GHIEF ENGINEERING INSPECTOR TO
GOVERNMENTAL COMPLIANCE GOORDINATOR; FROM FIELD SUPERVISOR TO FIELD
INSPECTIONS SUPERVISOR-CIP/ PLANNING AND ZONING INSPECTOR; FROM POLICE
FINANCIAL ASSISTANT TO BUSINESS MANAGER; FROM COMMUNITY DEVELOPMENT
SPECIALIST TO HOUSING AND COMMUNITY DEVELOPMENT SPECIALIST; FROM FIELD
AGENT TO TAX AUDITOR; FROM CONSTITUENT/COMMISSION AIDE TO GOMMISSION
AIDE; FROM CALL CENTER/CUSTOMER SERVICE MANAGER TO COMMUNITY
OUTREACH MANAGER; FROM TRUANCY PREVENTION PROGRAM COORDINATOR TO
TRUANCY GOORDINATOR; FROM ASSISTANT DIRECTOR PARKS/ASSISTANT
DIRECTOR RECREATION TO ASSISTANT DIRECTOR PARKS AND RECREATION; FROM
DEPARTMENTAL ADA COORDINATOR TO ADA COORDINATOR; FROM URBAN
FORRESTER TO PARKS SUPERINTENDENT _ URBAN FORRESTER; CREATING THE
FOLLOWING NEW CI-ASSIFICATION TITLES: ASSET SPECIALIST; ASSISTANT CITY
ATTORNEY I; EDUCATIONAL AIDE; PARKS AND RECREATION ADMINISTRATIVE
SPECIALIST; PLANNER I AND PLANNER II; DEVELOPMENT AND MBTV DIRECTOR;
PUBLIC ARTS GOORDINATOR; PROGRAM COORDINATOR (YOUTH EMPOWERMENT
TO:
FROM:
DATE:
the City tsston
ECOND READ!NG PUBLIC HEARING
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NETWORK); PROJECT MANAGER; SENIOR LEGAL SECRETARY; TUTORING
SUPERVISOR; INCORPORATING THE FOLLOWNG ADDITIONAL CLASSIFICATION
CHANGES: FROM ASSISTANT DIRECTOR CODE COMPLIANGE TO CODE
COMPLIANCE ASSISTANT DIRECTOR; FROM HOUSING AND COMMUNITY
DEVELOPMENT DIVISION DIRECTOR TO HOUSING AND COMMUNITY SERVICES
DIRECTOR; DELETING THE FOLLOWING OBSOLETE CLASSIFICATIONS: ACCOUNT
MANAGER - FINANGE; ASSISTANT FOR LABOR RELATIONS; OFFICE OF CHILD
DEVELOPMENT DIRECTOR; REAL ESTATE HOUSING AND COMMUNITY DEVELOPMENT
DIRECTOR; LABOR RELATIONS DIRECTOR; HOUSING, COMMUNITY AND ECONOMIC
DEVELOPMENT DIVISION DIRECTOR; OFFICE OF COMMUNITY SERVICES DIVISION
DIRECTOR; PUBLIG SAFETY SPECIAL PROJECTS COORDINATOR; REGISTRAR; AND
ESTABLISHING THE FOLLOWNG NEWLY CREATED CLASSIFICATIONS SINCE THE
2009 CONDREY STUDY: BUILDING OFFIGIAL; RECREATION SUPERVISOR ll; CODE
COMPLIANCE DIRECTOR; SENIOR GODE COMPLIANCE ADMINISTRATOR; SENIOR
MEDIA SPECIALIST; SENIOR BUSINESS MANAGER; CAPITAL IMPROVEMENT
PROJECTS DIVISION DIREGTOR; CHIEF LEARNING AND DEVELOPMENT OFFICER;
EMERGENCY MANAGEMENT SPECIALIST; INTERN; HOUSING AND COMMUNITY
SERVICES DEPARTMENT DIRECTOR; MANAGEMENT AND BUDGET ANALYST I; MAYOR
AND COMMISSION BRANDING MANAGER; MAYOR AND GOMMISSION OFFICE
MANAGER; PLANN!NG DEPARTMENT DEPUTY DIRECTOR; PUBLIC SAFETY
COMMUNICATIONS UNIT DIRECTOR; SECRETARY; SENIOR HUMAN RESOURCES
SPECIALIST; TRANSPORTATION ANALYST; TRANSPORTATION OPERATIONS
SUPERVISOR; TRANSPORTATION DIRECTOR; PERMITTING THE REGOGNITION OF
THOSE UNCLASSIFED EMPLOYEES OVER THE MAXIMUM OF THEIR RESPECTIVE
SALARY RANGES, BY ALLOWING FOR A ONE-TIME, NON-RECURRING, NON-
PENSIONABLE ADJUSTMENT OF UP TO TWO PERCENT (2%) OF THEIR SALARIES
(BASED ON WHETHER THEY MET, EXCEED OR SIGNIFICANTLY EXCEED
PERFORMANCE EXPECTATIONS, AS REFLECTED BY THE RATINGS ON THEIR
INDIVIDUAL PERFORMANGE EVALUATIONS); REPEALING ALL ORDINANGES lN
CONFLICT THEREWITH; PROVIDING FOR SEVERABILITY, AN EFFECTIVE DATE, AND
coDtFtcATtoN.
REGOMMENDATION
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 | - 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;
r Group lll - Represented by the lnternational Association of Firefighters (IAFF) Local 1510;
. Group lV - Represented by the Communications Workers of America (CWA) Local 3178;
andr Group V - Represented by the Government Supervisors Association of Florida (GSAF),
OPEIU, Local 100.
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The City also has one employee group, Group Vl, comprising of classifications in the classified
service not covered by a bargaining unit. This group is commonly referred to as "others".
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 four of the five bargaining units
representing employees and the tentative agreement with AFSCME is being presented for
ratification at this April 23, 2014, City Commission meeting. As of this writing, AFSCME
bargaining unit employees are scheduled to vote on the agreement Monday, Aprrl 21 ,2014.
The tentative 2013-2016 agreement between the parties 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 (7%) in
August 2013 by the 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.
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.govlhr/scroll.aspx?id=72343. ln September 2012, the consultant
provided the Citywith 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.
ln 2009, 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 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
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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, 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.
It should be noted that no COLA increases were given during FY 2009/10 and FY
2010111 . ln April 2013 there was a 3 percent COLA that did not extend the ranges.
. 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.
. 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.
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.
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.
Finance and Citvwide Proiects Commiftee Recommendation
At the April 16,2014, Finance and Citywide Projects Committee (FCWPC) meeting, Vice Mayor
Micky Steinberg and Commissioners Michael Grieco and Joy Malakoff, discussed revisions to
Ordinance 2013-3826, which contains the most recent change adopted by the City Commission
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on September 30, 2013. That change called for a three percent COLA effective Octobell ,
2014, for all unclassified employees whose salaries were not at or above the maximum of the
ranges recommended by Condrey and Associates for the respective classifications.
At that meeting, the FCWPC recommended that the ordinance be revised to allow for the
recognition of such employees through one-time, non-recurring, non-pensionable adjustments
of up to two percent of their respective salaries based on whether they met, exceeded or
significantly exceeded performance expectation, as indicated by the ratings on their individual
performance evaluations.
Consistent with Condrey's recommendations, 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).
Now that the agreement with AFSCME has been ratified, 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 #2013-3826, which provides that 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 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 of
October 2014 not extend the salary ranges.
On October 2013, 60 classifications were identified as having incumbents earning over the
proposed maximum for their respective salary ranges. Since then two have retired from City
service and one classification's salary range was amended after Condrey and the Human
Resources Director's review of additional information. As of this writing two more classifications
are being reviewed due to a substantial change in duties since the study was conducted.
Therefore, the list of incumbents earning over the maximum of their respective classifications
has been amended accordingly (Attachment 3).
ln addition, over the last few years, several reclassifications and organizational changes
affecting a number of unclassified positions have taken place, and are not yet reflected in the
Unclassified Salary Ordinance. The attached ordinance provides conformity with such actions.
At the time of the Condrey study in 2009, vacant positions were not classified or assigned a pay
grade. As these positions have been re-instated, prior to recruiting, the Human Resources
Director has reviewed them and assigned an appropriate pay grade based on a number of
factors in the job description. Other positions remain vacant and are not budgeted to be filled in
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the current year; however, the classifications have not been removed from the pay plan as they
may be needed in the future. As such, the Human Resources Director has recommended
maintaining them in the pay plan at a similar compensation level and studying in further detail as
time permit or when there is a request to fill. 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 fonrard and demonstrate that their duties
have changed substantially since the study was conducted or there has been an equally
significant change in reporting structure.
Correction of Scivener's Errors
The proposed ordinance has been revised to correct the following errors in pay grade
designation, effective April'1, 2014.
r Assistant Division Director - Property Management, from grade 22lo grade 21:
. Media Specialist, from grade 19 to grade 16;
. Senior Planner, from grade 19 to grade 20;
. E-government Administrator, from grade 18 to grade 19;
o lnformation Technology Specialist ll, from grade 17 to grade 18;
. Management and Budget Analyst l, from grade 20 to grade 16;
. Community Development Technician, from grade 17 to grade 14;
. lnformation Technology Specialist l, from grade 14 to grade 16;
o Parks and Recreation Administrative Specialist, from grade 16 to grade 18;
r Assistant lce Rink Manager, from grade 13 to grade 14;
. Code Violations Clerk, from grade 13 to grade 12; and
. Social Worker lntern, from grade 1 to grade 10.
CONCLUSION
The Administration recommends adoption of the Condrey Classification and Compensation Plan
for all classifications in the unclassified salary group, whereby, effective April 23, 2014, the 2009
Condrey Classification and Compensation Study, subsequently amended by seven percent
(7olo) in August 20'13 by the consultant, establishing the minimum salary for all unclassified
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
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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. ln line with the recommendation made at the
April 16, 2014, FCWPC meeting, Condrey also recommended and the Administration agrees
that "unlike the City's current system, where no additional compensation is provided for maxed
out employees other than the COLA, 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{ime '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."
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, and that the City Commission approve the ordinance.
Attachments
urr@tsc-t
434
ATTACHMENT 1
CONDREY &
ASSOCIATES,INC.A H u man Resou rces Consulting Compa ny
September I0,2012
Mr. Ramiro lnguanzo
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 curr€nt 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 hesirate to contact me if I may provide
further information.
Stephen E. Condrey, Ph.D,
President
706.548.8938 O r'tir''..lsir -",i: O 586.816,4067 .,i,i i-.(.., ':,'i,- Athens, CA 30604-7901
Sincerely,
889
www. cond rey -co n su I ti ng. co m
435
ATTACHMENT 2
CONDREY &
ASSOCIATES, INC.A H u ma n Resou rces Consu lti ng Compa ny
August 21,2013
Ms. Carla Maglio Gomez
Assistant Director
Departrcnt of Human Resources
City of Miami Beach
1700 Convention Center Drive
Miami Beach, Florida 33139
Dear Ms. Gomez:
As we discussed, t am happy to provide information conceming updating the salary scales
presented in our August 2009 teport. In order to bring these scales to cu:rent compensation levels, we
recommend that they be increased by 7%. TltisT% adjustment is based on the approximate cumulative
increase in the Employment C,ost Index since 2009.
I hope this information is helpful to you. Please do not hesitale to contact me if I may provide
firther information.
Sincerely,
Stephen E. Condrey, Ph.D.
President
706.548.8938 O706,ll'iLl.7]0; O586.816.4067 P(': il,)' .;q(r.' Athens,GA30604-7907
wtwr. co n d rey -co n su I ti ng. co m
890
436
TitleDepartmentDepartment DescriptionCurrent AnnualSalaryCondreyRecommendedMaximumAnnual Salary(lncludes 7%2013 lncreaselAmount OverCondrey 2013RecommendedMaximumAnnual SalaryFIELD AGENT330INTERNAL AUDITs 81,848.00s 78,416.00s {3,432.00)VICTIM.S ADVOCATEtL40POLICES 83,322.30S 74,637.41s (8,684.83)IN FORMATION TECH NICIAN SPECIALIST I640INFORMATION TECHNOLOGYs 81,848.00s 78,416.00s (3,432.00)FIELD AGENT330INTERNAL AUDITs 81,848.00S 78,416.00s (3,432.00)CHIEF BUILDING CODE COMPLIANCE OFFICER1510BUILDING$ L00,264.32s 9s,s42.285 14,722.04l,POLICE RECORDS MANAGER1150POLICES 8s,333.s1S 78,416.00s (6,e17.s1)IN FORMATION TECHNICIAN SPECIALIST I I640INFORMATION TECHNOLOGYs 89,837.26S 86,5s6.s8s (3,280.58)COMMUNITY RESOURCES COORDINATOR310CITY MANAGER5 714,707.99$ 82,38s.805 p7,722.191SENIOR SYSTEMS ANALYSI630I NFORMATION TECHNOLOGYs 104,081.70S 9s,s42.28S (8,s39.42)AGENDA COORDINATORztoCITY CLERKs 84,9s5.34S 78,416.00s (6,s40.34)IN FORMATION TECHNICIAN SPECIALIST I640INFORMATION TECHNOLOGYs 90,428.29S 86,ss6.s8s Q,87t.7tlSENIOR AUDITOR330INTERNAL AUDITS 103,872.93S 9s,s42.28s (8,330.6s)SENIOR NETWORK ADM540INFORMATION TECHNOLOGYs 110,01s.19s 10s,460.795 (4,ss4.40)SENIOR SYSTEMS ANALYST530IN FORMATION TECHNOLOGYS 100,052.40S 9s,s42.28$ (4s20.r2)COMM U NITY RESOURCES COORDINATOR310CITY MANAGERS 88,2ss.10s 82,38s.80s (s,86e.30)FIELD SUPERVISOR520PLANNINGs 81,848.005 78,416.00s (3,432.00)BUILDING PERMIT INFORMATION ANALYST II1s10BUILDING5 90,267.30s 86,ss6.s8s 8,710.72)ASSISTANT INTERNAL AUDITOR330INTERNAL AUDITs 122,466.s5s 10s,460.79s (17,00s.76)OFFICE ASSOCIATE V1130POLICE5 7s,3zs.t25 71,o47.O2s (4,284.10)PU BLIC INFORMATION SPECIALIST920PARKS AND RECREATIONs 87,7s8.855 78,416.00S (9,342.8s)OFFICE ASSOCIATE Vs20PLANNING5 75,325.L25 71,041.02s (4,284.10)COMMUN ICATIONS MANAGER1150POLICEs 82,ss8.46S 82,38s.80s (172.66)OFFICE ASSOCIATE V815PUBLIC WORKS5 7L,237.8OS 71,041.02s {1e6.78)Unclassified Employees Over Condrey 2013 Recommended Annual SalaryWho Would be Eligible to Earn Up To 2% Recognition Pay Based on Performance - Positions Where Duties Have Changed Since 2009 Will be Evaluated by theHR Director and CondreyAITACHMENT 31of34/29/2074437
Unclassified Employees Over Condrey 2013 Recommended Annual SalaryWho Would be Eligible to Earn Up To 2% Recognition pay Based on Performance - Positions Where Duties Have Changed Since 2009 Will be Evaluated by theHR Director and CondreYTitleDepartmentDepartment DescriptionCurrent AnnualSalaryCondreyRecommendedMaximumAnnual Salary(lncludes 7%2013 lncreaselAmount OverCondrey 2013RecommendedMaximumAnnual SalarySYSTEMS ADMINISTRATOR640INFORMATION TECHNOLOGY5 92,696.87s 90,938.51S (1,7s8.36)CALL CENTER/CUSTOMER SERVICE MANAGER310FINANCEs 104,044.s8s 9s,s42.28s (8,s02.30)SENIOR SYSTEMS ADMINISTRATOR640INFORMATION TECHNOLOGYs 114,107.99s 10s,460.79s (8,647.20)FINANCIAL ANALYST I100FINANCES 86,031.56s 82,38s.80s (3,64s.86)CHIEF ENGINEERING INSPECTOR1510BUILDINGs 123,993.48$ 90,938.s1S (33,0s4.s7)ENVIRONMENTAL RESSOURCE MANAGER830PUBLIC WORKSs 92,soo.oos 90,938.s1s (1,s61.49)GRANTS MANAGER340OBPIS 109,44s.195 10s,450.79S (3,984.40)PUBLIC INFORMATION SPECIALIST820CAPITAL IMPROVEMENT PROJECTSS 88,940.02S 78,416.00s (10,s24.02)CENTRAL SERVICES COORDINATOR1760CITY CLERKS 8s,470.78S 78,416.00s (7,0s4.78)REDEVELOPMENT SPECIALIST380TOURISM AND CULTURAL DEVELOPMENT$ 9o,76L.77S 78,416.005 {u7,345.77],EXECUTIVE OFFICE ASSOCIATE I310CITY MANAGERS 81,848.005 74,637.47s (7,210.s3)CHIEF ELECTRICAL INSPECTOR1s10BUILDINGs 104,968.115 95,542.28s (9,42s.83)SENIOR SYSTEMS ADMINISTRATOR540INFORMATION IECHNOLOGYs 112,530.83S 10s,460.79s {7,070.04)CHIEF BUILDING INSPECTOR1510BUITDING5 rLo,272.245 9s,s42.28$ (1472s.e6)SENIOR SYSTEMS ANALYST630INFORMATION TECHNOLOGYs 104,906.635 9s,s42.28s (9,364.3s)EXECUTIVE OFFICE ASSOCIATE I310CITY MANAGERs 76,343.095 74,637.47s (1,70s.52)EXECUTIVE OFFICE ASSOCIATE I360FINANCE5 78,57t.4s5 74,637.47S (3,s33.98)VICTIM.S ADVOCATE1140POLICES 88,3s2.925 74,637.47s (13,71s.4s)CHIEF MECHANICAL INSPECTOR1510BUILDINGs 103,483.90S 9s,s42.28s F,941.621OFF MGR (CITY ATTY)1410CITY ATTORNEYS 90,876.24s 86,ss6.s8s (4,319.66)EXECUTIVE OFFICE ASSOCIATE I1110POLICEs 81,848.005 74,637.47s (7,210.s3)OFFICE ASSOCIATE V7720PUBLIC WORKSs 75,32s.L25 77,O4L.O2s (4,284.10)CUSTOMER SERVICE LIAISON467PARKING5 7s,32s.LZ5 7L,047.02s (4,284.10)2of34/29/2Ot4438
Unclassified Employees Over Condrey 2013 Recommended Annual SalaryWho Would be Eligible to Earn Up To 2% Recognition Pay Based on Performance - Positions Where Duties Have Changed Since 2009 Will be Evaluated by theHR Director and CondreyTitleDepartmentDepartment DescriptionCurrent AnnualSalaryCondreyRecommendedMaximumAnnual Salary(lncludes 7%2013 lncrease)Amount OverCondrey 2013RecommendedMaximumAnnual SalaryCHIEF ACCESSIBILITY INSPECTOR1510BUILDING5 L22,292.82S 9s,s42.28s (26,7s0.s4)DATABASE ADM IN ISTRATOR630IN FORMATION TECHNOLOGYs 114,107.99S 105,480.79s (8,647.20)FINANCIAL ANALYST III361FINANCES 114,108.02s 10s,460.79s (8,647.23)PARK FACILITIES MANAGER9s0PARKS AND RECREATIONS 114,107.99s 10s,450.79S (8,647.20)EXECUTIVE OFFICE ASSOCIATE Ii310CITY MANAGERs 88,940.02s 78,416.00s (10,s24.02)RIGHT OF WAY MGR815PUBLIC WORKSs 101,s61.01s 90,938.s1s (10,622.s0)DATABASE ADMIN ISTRATOR630IN FORMATION TECHNOLOGYs 110,611.88s 10s,460.79s (s,1s1.09)FIRST ASSISTANT CITY ATTORNEY1410CITY ATTORNEYs 194,ss9.305 778,360.57S (16,1s8.73)FIRST ASSISTANT CITY ATTORNEYr470CITY ATTORNEY5 L96,467.44s 178,360.s7s (18,106.87)$ (449,848.89)3 of 34/79/2OL4439
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 OF THE CITY OF MIAMI
BEACH, FLORIDA, AS FOLLOWS: PROVIDING FOR THE CLASSIFICATIONS lN
GROUP VII, COMPRISED OF AT-WILL EMPLOYEES COMMONLY REFERRED TO
AS "UNCLASSIFIED EMPLOYEES", EFFECTIVE APRIL 23,2014; ADOPTING THE
2OO9 CONDREY CLASSIFICATION AND COMPENSATION STUDY, AMENDED BY
SEVEN PERCENT (7%) lN AUGUST 2013, BY THE CONSULTANT; ESTABLISHING
THE MINIMUM SALARY FOR ALL UNCLASSIFIED SALARY GROUP
CLASSIFICATIONS, IN ACCORDANCE WITH "SCALE C'' OF THE STUDY, AND
ESTABLISHING THE MAXIMUM SALARY FOR ALL UNCLASSIFIED SALARY
a89UP CLASSIF|CAT|ONS, tN ACCORDANCE W|TH ,,SGALE B" OF THE STUDy;
AMENDING THE MINIMUM AND MAXIMUM OF EACH RANGE BY TWO PERCENT
(2%), EFFECTTVE ApRtL 23,2014, AND ONE PERGENT (1%), EFFECTTVE ApRtL 1,
2015; ADOPTING THE FOLLOWING CLASSIFICATION TITLES: FROM CHIEF
STRUCTURAL PLANS EXAMINER TO CHIEF STRUCTURAL ENGINEER; FROM
EXPENDITURE/TREASURY MANAGER TO TREASURY MANAGER; FROM
EXECUTIVE ASSISTANT TO THE CITY MANAGER TO ASSISTANT TO THE CITY
MANAGER; FROM UTILITY SUPERINTENDENT TO WATER AND SEWER
SUPERINTENDENT; FROM PROPERW MANAGEMENT CONTRACTS
COORDINATOR TO MAINTENANCE MANAGEMENT COORDINATOR; FROM
TOURISM AND CONVENTION DIREGTOR TO MARKETING AND TOURISM
MANAGER; FROM LABOR RELATIONS DIVISION DIRECTOR TO LABOR
RELATIONS MANAGER; FROM CHIEF ENGINEERING INSPECTOR TO
GOVERNMENTAL COMPLIANCE COORDINATOR; FROM FIELD SUPERVISOR TO
FIELD INSPECTIONS SUPERVISOR-GIP/ PLANNING AND ZONING INSPECTOR;
FROM POLICE FINANCIAL ASSISTANT TO BUSINESS MANAGER; FROM
COMMUNITY DEVELOPMENT SPECIALIST TO HOUSING AND COMMUNITY
DEVELOPMENT SPECIALIST; FROM FIELD AGENT TO TAx AUDITOR; FROM
cONSTITUENT/COMMISSION AIDE TO COMMISSION AIDE; FROM CALL
CENTER/CUSTOMER SERVICE MANAGER TO COMMUNITY OUTREACH
MANAGER; FROM TRUANGY PREVENTION PROGRAM COORDINATOR TO
TRUANCY COORDINATOR; FROM ASSISTANT DIRECTOR PARKS/ASSISTANT
DIRECTOR RECREATION TO ASSISTANT DIRECTOR PARKS AND RECREATION;
FROM DEPARTMENTAL ADA COORDINATOR TO ADA COORDTNATOR; FROM
URBAN FORRESTER TO PARKS SUPERINTENDENT - URBAN FORRESTER;
CREATING THE FOLLOWING NEW CLASSIFICATION TITLES: ASSET
SPECIALIST; ASSISTANT CITY ATTORNEY l; EDUGATIONAL AIDE; PARKS AND
RECREATION ADMINISTRATIVE SPECIALIST; PLANNER I AND PLANNER ll;
DEVELOPMENT AND MBTV DIRECTOR; PUBLIC ARTS COORDINATOR;
PROGRAM COORDINATOR (YOUTH EMPOWERMENT NETWORK); PROJECT
MANAGER; SENIOR LEGAL SEGRETARY; TUTORING SUPERVISOR;
INCORPORATING THE FOLLOWING ADDITIONAL CLASSIFICATION CHANGES:
FROM ASSISTANT DIRECTOR - CODE COMPLIANCE TO CODE COMPLIANCE
ASSISTANT DIRECTOR; FROM HOUSING AND COMMUNITY DEVELOPMENT
DIVISION DIRECTOR TO HOUSING AND COMMUNITY SERVICES DIRECTOR;
DELETING THE FOLLOWNG OBSOLETE cLASSIFICATIONS: ACCOUNT
MANAGER - FINANCE; ASSISTANT FOR LABOR RELATIONS; OFFICE OF CHILD
DEVELOPMENT DIRECTOR; REAL ESTATE HOUSING AND COMMUNITY
440
DEVELOPMENT DIRECTOR; LABOR RELATIONS DIRECTOR; HOUSING,
COMMUNITY AND ECONOMIC DEVELOPMENT DIVISION DIRECTOR; OFFICE OF
COMMUNITY SERVICES DIVISION DIRECTOR; PUBLIC SAFETY SPECIAL
PROJECTS COORDINATOR; REGISTRAR; AND ESTABLTSHING THE
FOLLOWING NEWLY CREATED CLASSIFICATIONS SINCE THE 2OO9 CONDREY
STUDY: BUILDING OFFICIAL; RECREATION SUPERVISOR ll; CODE
COMPLIANCE DIRECTOR; SENIOR GODE COMPLIANCE ADMINISTRATOR;
SENIOR MEDIA SPECIALIST; SENIOR BUSINESS MANAGER; CAPITAL
IMPROVEMENT PROJECTS DlvlSlON DIREGTOR; CHIEF LEARNING AND
DEVELOPMENT OFFICER; EMERGENCY MANAGEMENT SPEGIALIST; INTERN;
HOUSING AND COMMUNITY SERVIGES DEPARTMENT DIREGTOR;
MANAGEMENT AND BUDGET ANALYST I; MAYOR AND COMMISSION
BRANDING MANAGER; MAYOR AND COMMISSION OFFICE MANAGER;
PLANNING DEPARTMENT DEPUTY DIRECTOR; PUBLIC SAFETY
COMMUNICATIONS UNIT DIRECTOR; SECRETARY; SENIOR HUMAN
RESOURCES SPECIALIST; TRANSPORTATION ANALYST; TRANSPORTATION
OPERATIONS SUPERVISOR; TRANSPORTATION DIRECTOR; PERMTTTTNG THE
RECOGNITION OF THOSE UNCLASSIFED EMPLOYEES OVER THE MAXIMUM OF
THEIR RESPECTIVE SALARY RANGES, BY ALLOWING FOR A ONE-TIME, NON-
RECURRTNG, NON-PENSTONABLE ADJUSTMENT OF Up TO TWO PERCENT (2%)oF THEIR SALARIES (BASED ON WHETHER THEY MET, EXCEED OR
SIGNIFICANTLY EXCEED PERFORMANCE EXPEGTATIONS, AS REFLECTED BY
THE RATTNGS ON THETR tNDtVtDUAL pERFORMANCE EVALUATTONS);
REPEALING ALL ORDINANCES IN CONFLICT THEREWITH; PROVIDING FOR
SEVERABILITY, AN EFFECTIVE DATE, AND CODIFICATION.
WHEREAS, the City has approximately 400 employees who are members of the unclassified
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 classifications covered by the bargaining unit, effective April 1, 2014, which results in
43% of the employees covered by one salary plan; and
WHEREAS, in order to help achieve the City's goal of implementing one single pay plan for all
classifications, the Administration recommends implementing the amended 2009 Condrey
Classification and Compensation Study , unclassified employees, which would establish the following,
effective April 23, 2014: establish the minimum salary for all unclassified salary group classifications in
accordance with scale C of the Study, and establish the maximum salary for all unclassified salary
group classifications in accordance with scale B of the study; and amend the minimum and maximum
of each range by two percent (2%) , (effective April 23, 2014) and one percent (1%), (effective April 1 ,
2015);and
441
WHEREAS, not to adversely impact unclassified employees at or over the maximum of the
recommended scale B, such employees' salaries will be frozen or red-circled until such time as the
range catches up to their earnings; and
WHEREAS, the recommended pay plan for each unclassified classification that was included
in the 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; and
WHEREAS, there is a desire to recognize employees over the maximum of their respective
salary ranges, by allowing for one{ime, non-recurring, non-pensionable adjustments of up to two
percent of their salaries based on whether they met, exceeded or significantly exceeded performance
expectations as reflected by the ratings on their individual performance evaluations;
NOW, THEREFORE, BE IT ORDAINED BY THE MAYOR AND CITY GOMMISSION OF THE CITY
OF MIAMI BEACH, FLORIDA AS FOLLOWS:
SECTION 1: Thefollowing lines of Section I of the Unclassified Salary Ordinance No. 1605
shall be amended as follows, effective April 23,2014:
CLASS AND PAY GRADES, SALARIES AND CLASSIFICATIONS
A. Salary Grades and Ranges
Grade, Classifications and Compensation for the City Manager and City Attorney
2-6 CITY MANAGER Base Salary:UNC $162,916.00/yr to $263,126.00/yr
Medical insurance
Dental insurance
Life insurance
457 deferred compensation
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
2€ CITY ATTORNEY Base Salary: $162,916.00/yr to $263,126.00/yr
UNC Medical insurance
Dental insurance
Life insurance
457 deferred com pensation
City vehicle and/or vehicle allowance
Annual vacation, sick leave, floating, and birthday holidays as provided in the Unclassified
Employees Leave Ordinance
442
Defined benefit retirement plan
flhe remainder of this page intentionally left blankl
443
GRADE $tNtMUtl
ANNUAT
SATARY
IilAXIMUII
ANNUAT
SATARY
p40p8+
$4ffiW
$1€7328
${+48€8
$159S78
$146;397
$1€4J3+
$123p9+
${r4J€8
${€510{4
$€6S44
$8+S4O
$€1+48
$7#
$6W
$63Jg7
$58#2
$54p3+$ffi
$4fi€e
wx14
$38J57
$3ffi
&*;w+
Annual salary based en 2
25
24
*n
2+
20
1€
1€
1+
4€
15
14
€+
11
1€
g
I
7
o
5
4
3
2
I
$149+€7
$13+++
$126366
$1{#€6
$1€7S26
$g8r4g5
$soff
$8+418
$76;769
$7Or35S
$6ffi
$59f37$sffi
$sqffi
$4.ffi8
$4282+
Fg#OOWffi3sre
ffi34
$2#76
$23€s6
$22p84
$2e324
flhe remainder of this page intentionally left blank]
444
lncludes two oercent (2%) increase recommended effective upon adoption of this ordinance
Condrev Classification and Compensation Plan Recommendation
GRADE
Annual salary based on 2080 hours per year
UNC City Attorney At Citv Commission's Discretion
UNC City Manager At Citv Commission's Discretion
MINIMUM
ANNUAL
SALARY
MAXIMUM
ANNUAL
SALARY
30
29
28
27
26
25
24
?3
22
21
20
19
18
17
'16
'15
14
13
12
11
10
9
g
!
0
I
4
3
?
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
$s9.577.40
$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
$'t18,737.16
$107,570.01
$97,453.13
$92,757.28
$88,287.71
$84,033.52
$79.984.32
$76.130.23
$72,461.84
$68,970.23
$65,646.85
$62.483.62
$59.472.81
$56,607.08
$53,879.43
$51,283.22
$48,812.10
$46.460.06
$44.221.36
$42.090.53
$40.062.37
$38,13'1 .93
445
lncludes one percent ('1 %) increase recommended effective April 1. 2015
Condrev Classification and Comoensation Plan Recommendation
GRADE
Annual salary based on 2080 hours per year
UNC City Attorney At City Commission's Discretion
UNC City Manager At Citv Commission's Discretion
MINIMUM
ANNUAL
SALARY
MAXIMUM
ANNUAL
SALARY
$259,629.78
$247.119.37
$223.877.95
$213,090.25
$183.747.06
$174,893.10
$166,46s.76
$132.374.24
$119,924.53
$108.645.71
$98,427,66
$93,684.85
$89,170.59
$84,873.86
$80,784.16
$76.891.53
$73,186.46
$69.659.93
$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
30
29
$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
28
27
26
25
?4
23
?2
21
20
19
18
17
16
15
14
13
12
11
10
q
R
1
o
5
4
I
2
446
GRADE MINIMUM
ANNUAL
SALARY
B. Classifications and Grades
CLASSIFICATION
City Attorney
City Manager
Deputy City Manager
Assistant City Manager
Chief Deputy City Attorney
Chief Financial Officer
Deputy City Attorney
Fire Chief
Police Chief
Exeeutive-Assistant to the City Manager
Public Works Director
Assistant Police Chief
Assistant Fire Chief
Building Director
Capital lmprovement Proiects Director
City Clerk
Code Compliance Director
First Assistant City Attorney
Housin g and Com m unity Develepmen+€ivisten
Services Director
MAXIMUM
ANNUAL
SALARY
1
Annual salary based on 2080 hours per year
$23.544.85 $38.513.25
:ffiEIA!= '#F=""TtrMARGH 30, #H,.'i, roro
?€
%,
25
4
4
4
23
€
23
n
4
2+
2+
21
2+
21
2+
2+
1€
UNC
UNC
30
29
29
29
27t28
27t28
27t28
23
27t28
26
26
27t28
27t28
27t28
27t28
26
27t28
447
B. Classifications and Grades
GLASSIFIGATION
Human Resources Director
I nformation Technology Director
Budget Performance I mprovement Director
Parking Director
Planning Director
Parks and Recreation Director
Procurement Director
Tourism, Cultural Affairs and Economic Development
Director
Transportation Director
Deputy Building Director
Assistant Director - Building
Assistant Director - Finance
Buildinq Official
Fire Division Chief
Fire Marshall
Planninq Department Deputv Director
Police Division Major
Assistant Director - Capital lmprovement Projects
Assistant Director - Community / Economic
Development
Assistant Director - Human Resources
Assistant Director - Parking
ffi
Assistant Director - Parks and Recreation
Assistant Director - Public Works
Bass Museum Director
CMB GRADE
THROUGH
MARCH 30,
2014
2+
2+
2+
2+
2+
2+
4
2+
4
4
n
2e
2e
1€
4
19
CMB GRADE
EFFECTIVE
APRIL 1,2014
27t28
27t28
27t28
27t28
27t28
27t28
27128
27t28
27t28
24
24
24
25
25
25
25
25
24
21
23
24
24
24
24
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{9
448
B. Classifications and Grades
CLASSIFICATION
Capital lmprovement Proiects Division Director
Ocean Rescue Division Chief
Budget Officer
Chief of Staff
City Engineer
Executive Assistant to the Chief
Fleet Management Division Director
RealEstate' Heusing and Cemmunity Devetspment
Di+ester
I nfrastructure Division Director
lnternal Auditor
taber Relatiens Direeter
Police Captain
Police Commander
Property Management Division Director
Public lnformation Coordinator
Public Safetv Communications Unit Director
Sanitation Division Director
Senior Assistant City Attorney
Special Assistant to the City Manager
Affirmative Action Officer
Application Systems Manager
Assistant City Engineer
Assistant Director - Neighborhood Services
Assistant Director - Planning
Assistant Director - Procurement
Assistant Director - Tourism and Cultural Development
CMB GRADE
THROUGH
MARCH 30,
2014
CMB GRADE
EFFECTlVE
APRIL 1,2014
1€
19
{s
{s
{9
{€
{s
49
19
19
{€
{9
1€
{9
19
{s
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{a
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€
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{+}
24
23
24
21
23
24
24
22
23
aa
23
23
24
24
24
23
20
24
23
24
23
24
24
24
10
449
B. Classifications and Grades
CLASSIFICATION
Building Operations Manager
Chief Accountant
Chief Learnino and Development Officer
Cxpenai+ure+ Treasury Mana ger
Finance Manager
Human Resources Administrator ll
lnvestigator Supervisor
Redevelopment Coordinator
LaborRelations@
Revenue Manager
Senior Capital Projects Coordinator
Systems Support Manager
Technical Services Manager
Utilities Water and Sewer Superintendent
neeeun++lanaser-+inan€e
Assistant Citv Attornev I
Administrative Services Manager
Assets Manager
Assistant Division Director - Property Management
As€i€+an+€+e€+er-Code Compliance Assistant Director
ffi
Assistant to the Neighborhood Services Director
Assistant I nternal Auditor
e all Center / e ustemer Serviee Community Outreach
Manager
C DBG Projects Coord i nator €ap*al{mpreveme#
Administratsr Finanoe
Capital Projects Coordinator
CMB GRADE
THROUGH
MARCH 30,
2014
1€
{€
1€
{€
€
4€
{a
{a
i€
{€
{a
{€
+I
1A
11
#
#
1+
#
#
1+
#
+7
CMB GRADE
EFFECTIVE
APRIL 1,2014
23
zc
;
23
23
23
23
21
21
23
23
23
23
23
21
23
21
21
n.)
19
21
20
23
22
+
+7
11
450
B. Glassifications and Grades
CLASSIFIGATION
Chief Accessibility I nspector
Chief Structural Enqineer - Chief Struetural Plans
Examiner
Community Development and Housing Division Director
Community Services Division Director
Construction Management Division Director
Cultural Affairs Program Manager
Economic Development Division Director
Emergency Management Coordinator
Employment Supervisor
Geographic lnformation System Manager
Grants Manager
Historic Preservation Coordinator
Heusing and Cemmunity and Eeenemie Develepmen+
Divisien-Bi+eete+
Housing Manager
Neig hborhood Services Projects Adm i n istrator
Offiee ef Cemmunity Serviees Divisien Direeter
Organizational Development and Training Coordinator
Planning and Zoning Manager
Preservation and Design Manager
Risk Manager
Senior Code Compliance Administrator
Senior Business Manaqer
Senior Media Soecialist
Special Projects Coordinator
Streets, Lighting & Stormwater Superintendent
CMB GRADE
THROUGH
MARCH 30,
2014
+
+7
#
4
#
#
#
#
#
#
1+
4
#
1+
1+
1#
1+
11
1+
1+
17
CMB GRADE
EFFECT]VE
APRIL 1,2014
20
24
na
21
23
22
24
23
21
21
21
21
20
20
22
23
23
23
20
21
19
19
22
+
+
12
451
B. Classifications and Grades
CLASSIFICATION
Transportation Manager
Assistant Director - Sanitation
Assistant City Attorney ll
Assistant City Clerk
Capital lmprovement Administrator
Capital Projects Administrator
Chief Building Code Compliance Officer
Chief Building lnspector
Chief Electrical lnspector
Chief Elevator lnspector
Governmental Gompliance Coordinator - Chief
Cng+n€enngf$spe€t€r
Chief Fire Protection Analyst
Chief Mechanical lnspector
Chief Plumbing lnspector
Civil Engineer lll
Claims Coordinator
Community Development Coordinator
Community lnformation Coordinator
Community Resources Coordinator
Database Adm inistrator
Em ployee Benefits Coordinator
EMS Coordinator
Environmental Resources Manager
Film and Event Production Manager
Financial Analyst lll
Human Resources Administrator I
CMB GRADE
THROUGH
MARCH 30,
2014
#
1€
{€
1€
1€
1€
1€
1€
{€
{€
1€
{€
1€
{€
{€
{€
1€
4E
{€
{€
1€
1€
{€
1€
1€
-{€
CMB GRADE
EFFEGTIVE
APRTL 1,2014
21
20
23
21
21
20
20
20
20
20
19
22
20
20
ZJ
20
21
19
17
21
19
22
19
22
21
20
13
452
B. Classifications and Grades
CLASSIFIGATION
lmplementation Services Manager
Landscape Projects Coordinator
Uaye+eernrcissren+rae
Office Manager (City Attorney)
Organizational Development and Training Specialist
Park Facility Manager
Parks Superintendent
Police Plans and Policies Manager
Principal Planner
Project Planner/Designer
Property Maintenance/Operations Superintendent
PSCU Administrator
Public lnformation Officer
Director of the Offlce of Communications
Radio Systems Administrator
Senior Auditor
Senior Administrative Manager
Senior Human Resources Specialist
Senior Leqal Secretarv
Senior Management Analyst
Senior Management and Budget Analyst
Senior Management Consultant
Senior Network Adm inistrator
Senior Systems Administrator
Special Proiects Administrator
CMB GRADE
THROUGH
MARCH 30,
2014
1€
{€
{€
{€
16
16
{€
{€
1€
{€
{€
1€
{€
1€
1€
1€
{€
{5
1€
{€
1€
46
4€
l€
CMB GRADE
EFFECTIVE
APR]L 1,2014
18
21
18
21
21
21
21
21
20
22
21
21
23
21
20
21
21
17
20
20
21
21
21
21
14
453
B. Classifications and Grades
CLASSIFICATION
Storage Area Network Architect
Marketinq and Tourism Manaqer Teurism and
e enventien Direeter
Traffic Engineer
Transportation Analvst
Transportation Operations Supervisor
Transportation Coordinator
Park Superintendent - Urban Forester
Utility Billing Supervisor
VOIP Network Administrator
Assistant Director - Bass Museum
Building Permitting lnformation Analyst ll
CDBG Projects Coordinator
Central Services Coordinator
Code Compliance Manager (Quality Assurance
Coordinator)
Code Compliance Supervisor
Contracts Compliance Administrator
Contracts Compliance Specialist
Emerqencv Manaoement Specialist
Oepa*men++ ADA Coord i nator
Development Coordinator
Development and MBTV Director
Development Review Services Coordinator
Film and Print Coordinator
Financial Analyst ll
Fire Protection Analyst
Grants Writer / Researcher
CMB GRADE
THROUGH
MARCH 30,
2014
+6
1€
1€
1.6
16
{€
{€
45
{5
i5
{5
45
15
{5
1S
45
{5
15
15
{5
15
15
{5
CMB GRADE
EFFECTIVE
APRIL '.l,2014
21
22
22
18
22
19
21
20
22
21
18
23
to
21
18
21
18
21
21
21
21
18
16
19
18
17
15
454
B. Classifications and Grades
CLASSIFICATION
lnformation Technology Specialist lll
lnspection Services Coordinator
Leasing Specialist
Media Specialist
Network Administrator
Property/Evidence Supervisor
Public Arts Coordinator
Public Safety Management and Budget Analyst
Quality Assurance Manager
Redevelopment Specialist
Right-of-Way Manager
Safety Officer
Senior Planner
Senior Plans Designer
Senior Capital Projects Planner
Senior GIS Analyst
Senior Systems Analyst
Senior Telecommunications Specialist
Special Events Coordinator
Structural Engineer
Systems Administrator
Administrative Manager
Asset Specialist
Assistant City Attorney I
Building Records Manager
CDBG Program Analyst
CMB GRADE
THROUGH
MARCH 30,
2014
45
15
15
{€
l5
15
15
15
15
45
{5
15
{5
+5
{5
15
4E
15
15
15
14
CMB GRADE
EFFEGTIVE
APRTL 1,2014
20
20
20
16
21
21
16
21
21
19
19
21
20
21
21
21
20
19
16
23
19
20
18
21
17
20
14
14
14
16
455
B. Classifications and Grades
CLASSIFICATION
Civil Engineer ll
Communications Manager
Housinq and Communitv Development ProqramsSpecialist@
Construction Manager
Cultural Facilities Manager
Curator
Curator of Collections
Curator of Education
E-government Administrator
Entertainment lndustry Liaison
Environmental Specialist
Geographic lnformation System Analyst
Housing Specialist
lnformation Technology Specialist ll
Legal Administrator
Manaqement and Budqet Analvst I
Management Consultant
Mavor/Commission Brandino Manaqer
Parking Administration Manager
Parking Operations Manager
Performance and Scheduling Analyst
Police Records Manager
Maintenance Manaqement Coordinator - Proae4y
@
Records Manager
Recreation Supervisor I I
Sanitation Superintendent
CMB GRADE
THROUGH
MARCH 30,
2014
14
14
14
14
14
14
14
14
14
14
14
14
14
14
14
14
14
14
14
14
14
+4
14
14
14
14
CMB GRADE
EFFECTIVE
APRIL 1,2014
22
17
18
19
20
18
20
18
19
20
17
17
18
18-7
18
16
19
20
20
'18
20
't6
20
18
20
18
17
456
B. Glassifications and Grades
CLASSIFICATION
Senior Procurement Specialist
Systems Analyst
Telecommunications Specialist
Social Worker
Transportation Eng ineer
Victims Advocate
Visual Communications Specialist
Agenda Coordinator
Auditor
Executive Office Associate ll
Financial Analyst I
Fleet Analyst
Labor Relations Specialist
Management & Budget Analyst
Office Manager
Human Resources Specialist
Planner
Planner I
Planner ll
Procurement Coordinator
Program Coordinator (Youth Empowerment Network)
Proiect Manaoer
Public Art Coordinator
Public lnformation Specialist
Securily Specialist
Special Events Liaison
CMB GRADE
THROUGH
MARCH 30,
2014
14
14
14
14
14
14
14
1a
1{}
€
+)
+:)
+:)
.€
-€
-E
€
+,
.€
1€
{3
CMB GRADE
EFFECTIVE
APRIL 1,2014
19
19
18
22
't8
15
'16
16
17
16
17
18
18
18
18
18
14
16
18
'16
16
19
16
16
18
18
€
18
457
B. Classifications and Grades
CLASSIFICATION
Bicycle Program Coordinator
Building Permitting lnformation Analyst I
Building Records Supervisor
Civil Engineer I
Community Development Technician
€ens{ituen#Com m ission Aide
Executive Office Associate I
Tax Auditor fielA+g€nt
Field lnspections Supervisor - CIP Field Supervisor
@rser Planninq and Zoninq
lnspector
Financial Analyst
Homeless Program Coordinator
lnformation Technology Specialist I
Labor Relations Technician
Legal Secretary
Business Manaser Peliee Finaneial Assietant
Police Public lnformation Officer
Police Records Supervisor
Public Safety Payroll Administrator
eeg€+rar
Records Supervisor
Case Worker
Customer Service Liaison
Elder Affairs Coordinator
Grants & Operations Administrator
lce Rink Manager
CMB GRADE
THROUGH
MARCH 30,
2014
#
12
+z
Q
+
12
Q
Q
12
12
12
12
4e
+?
+
e
+
Q
+
+2
#
1+
11
1+
1+
1+
CMB GRADE
EFFECTIVE
APRIL 1,2014
17
17
17
21
14
15
15
16
.to
16
12
18
16
14
16
19
17
12
17
17
11
14
15
14
16
19
458
B. Classifications and Grades
CLASSIFICATION
Media Assistant
Office Associate V
Parks and Recreation Administrative Specialist
Parks and Recreation Analyst
Sanitation Coordinator
TruancvCoordinator@
Ceerdinate+
Tutorinq Supervisor
Assistant lce Rink Manager
Code Violations Clerk
Management lntern
Paralegal
Case Worker ll
Office Associate lV
Field Monitor
Graffiti Removal Coordinator
Office Associate lll
Receptionist
Educational Aide
lntern
Mavor/Commission Office Manaoer
Secretary
Social Worker lntern
CMB GRADE
THROUGH
MARCH 30,
2014
11
11
1€
1e
4€
{e
s
I
I
I
4
7
b
5
5
3
CMB GRADE
EFFECTIVE
APRIL 1,2014
15
14
18
16
14
16
14
14
12
16
14
12
12
12
10
11
I
Z
7
5
q
10
11
11
11
SECTION 2: INTENT AND APPLICABILITY.
That adopting this ordinance is a substantial step toward having on salary plan for all City employees
without adversely impacting any individual's current earnings; therefore, those at or over the
20
459
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.
To promote morale and recognize jobs well done, employees at or over the maximum of their
respective salary ranges, shall be eligible for one-time, non-recurring, non-pensionable adjustments of
up to two percent of their salaries based on whether they met, exceeded or signiflcantly exceeded
performance expectations as reflected by the ratings on their individual performance evaluations.
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, 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 percent (2%) 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 unclassified salary group whose base salary exceeds the maximum of the
pay range herein adopted shall not be eligible for the COLA.
flhe remainder of this page intentionally left blankl
21
460
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.
PASSED and ADOPTED this day of 2014.
Philip Levine, Mayor
ATTEST:
Rafael E. Granado, City Clerk
APPROVEDASTO
FORM & I.ANGUAGE
& FOR EXECUTION
5't't4
22 w
461
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