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CITY OF
HUMAN RESOURCES DEPARTMENT
TO: Mayor and Commission
FROM:
BY: Ernest L. King, Human Resources Director
DATE: July 17, 2007
SUBJECT: Comprehensive Pay and Classification Plan
2007/2008
Attached for your consideration and approval is the annual Comprehensive Pay and Classification Plan (Plan) for the 2007/08 fiscal year. The Plan outlines the job classifications and associated salary ranges and benefits provided to the Federation of Public Employees (FPE), General, Management, Metro Broward Professional Firefighter (MBPFF) and Permanent part-time employees.
Each year, City staff reviews this Plan in an effort to determine if all positions are classified appropriately in terms of the competitive market and internal structure of the City. Such established salary ranges of pay have been determined with regard to:
In addition, this year’s Plan has been developed in light of:
for each employee group
Keeping in mind this year’s budgetary challenges, the City Administration took a proactive re-organization approach in the creation of this Plan. This approach resulted in over $350k in savings. In addition, the City Administration has implemented some other city-wide management cost saving measures such as outsourcing the water plant operation, pool, revising the work week for fire personnel and BSO contractual management that also generated significant savings. These cost containment efforts have enabled staff to propose a Plan with a 3% salary adjustment with minimum further staff reduction.
The 3% salary adjustment is intended to apply to Management, General, FPE, MBPFF and Permanent part-time employees. The Plan also includes a recommendation to increase the range for entry level Firefighter/Paramedic positions by 16% (inclusive of the 3% salary adjustment).
Going forward, Staff will continue to review all entry level position salaries and propose further adjustment to ensure that the City remains attractive to quality employees.
The attached Plan proposal is reflected in the City Manager’s Proposed Budget for the next fiscal year - beginning October 1, 2007.
The proposed Plan is attached
for the Commission’s consideration and reflect the following recommended
changes:
1. Salary:
The proposed Plan includes the City Administration’s salary adjustment recommendation
of three (3) percent for General, Management, FPE, MBPFF and Permanent
part-time employees effective October 1, 2007.
Although this Plan contains a provision for a three (3) percent salary adjustment, based upon the Human Resources Department research, the inflation rate of 3.49% has been set forth by Bureau of Labor Statistics for Miami- Fort Lauderdale area, and therefore, a salary adjustment comparable to this inflation rate could be considered.
2. Health
Insurance:
Administration is not recommending any changes to the Group Health Insurance program.
3. Personnel Changes:
As mentioned earlier,
re-organization steps taken through administrative actions in 2006/2007 resulted
in over $350k in savings. Therefore, we are not recommending any significant further
reduction in staff at this time. The positions listed under “Eliminated” are
currently vacant and allow for the reconciliation of the City’s Organizational Chart
and Pay Plan. All employees (except for one full-time Recreation Programmer II
and one permanent part-time Recreation Leader) in positions listed under
“Eliminate” will be offered the current vacant Community Service Worker I
positions in Public Works and others will be absorbed by U.S. Water or Penske
subject to a satisfactory background check, drug screening and possession of
the necessary certifications, if applicable.
(a.) Administrative Actions (Eliminated):
Community Development
· The Code Compliance Supervisor position was eliminated to better utilize these resources in other areas. The Assistant to the Community Development Director position encompasses responsibilities of the Code Compliance Supervisor and provides a liaison between the Code Compliance and the Community Development Division.
Parks and Recreation
·
One (1) Recreation
Leader I Part-time Position. This position assisted with administrative duties
in Parks and Recreation. The Parks and Recreation Director, Superintendent and
Recreation Manager absorbed the responsibilities.
Finance
·
One (1) full-time
permanent Customer Service Representative Position. The efficient cross
training and reorganization of Utility Billing have allowed the Division to
continue to service the needs of our residents without impacting the quality of
service.
Public Works
· The Irrigation Technician Position. This position was never filled and is currently vacant.
· Due to the outsourcing of the Water Treatment Plant the need for one (1) Treatment Plant Operator III, six (6) Treatment Plant Operator IIs, and one (1) Vacuum Dryer Operator were eliminated.
(b) Eliminate:
Park and Recreation
· Eliminate one (1) Recreational Programmer II position, one (1) vacant seasonal on call part-time Recreation Leader position and one (1) permanent part-time Recreation Leader position at Pompano Park as a result of reducing organized City recreation activities at the facility. This will generate the savings of approximately $77k.
Finance/Utility Billing
· Eliminate the one (1) vacant Utility Billing Supervisor position and four (4) customer service representative positions (two of the current CSR positions are also vacant). The two existing CSRs will be hired by US Water, the firm that is currently operating the City’s water plant.
Public Works
· Eliminate four (4) Community Service Worker I positions (two Meter Readers and two Customer Service Representatives). The employees in these positions will be placed in existing open positions in Public Works.
· Eliminate one (1) Vehicle Maintenance Supervisor and one (1) Auto Mechanic II and one (1) Auto Mechanic I position. Employees in these positions will be hired by Penske as long as they meet the necessary requirements such as proper certification, background checks and drug testing. This cost effective out-sourcing approach for the City’s garage will enable it to operate in a more efficient manner.
City Clerk Department
·
Reclassify the vacant Executive City Clerk
Position to a City Clerk Aide (Grade 38 $23,714 - $34,402)
Parks & Recreation
· Reclassified one (1) Recreational Leader Part-time Position to Recreational Leader On-Call. This allowed for all Recreational Leaders to be called in when needed rather than having set hours to work (no change in Grade).
Community Development
· Reclassify the Code Administrative Assistant position (Grade 50) to Community Development Specialist (Grade 53).
· Reclassify one (1) Code Compliance Officer Position to a Senior Code Compliance Officer from Grade 49 to Grade 52. This position will assist the Code Division with daily supervision/operations.
(d) Create:
Community Development
· One (1) part-time “Target Neighborhood” and one (1) fulltime “District Code Officer”. The Neighborhood Code Officer will assist the City with improvement efforts in declining target neighborhoods such Seaview/Silverado. The District Officer will be assigned to address significant code issues in all of the elected officials’ districts thus providing cite-wide coverage.
4. FRS Pension:
The
City’s Public Safety/Fire staff, with the exception of the Fire Chief and
administrative staff, currently participate in the FRS. The Administration
recommends continued participation in the FRS. The State of
5. 401a Pension:
General and Management Employees: The Administration recommends maintaining
the current pension contribution rates (13% City and 5% employee). Department Directors may choose to select
an annual mandatory pension contribution rate of 5%, 7% or 12%.
Federation of Public Employees: The Administration recommends maintaining
the current pension contribution rates (13% City and 3.5% employee).
Since Public Safety/Fire joined FRS there has not been any contribution
into their 401a plan. Therefore, staff is recommending termination of the Plan
and disbursement of the proceeds to the participants as per IRS guidelines.
6. 457 Pension:
The City contributes an annual non-matching sum of $500.00 per year to
the 457 plan, for general non-exempt full-time permanent employees
(approximately 48 positions), excluding union employees. In addition, an employee may contribute up to
$750.00 per year that the City matches on a dollar-for-dollar basis. Exempt level employees receive a dollar-for-dollar
match up to $750.00. The City recommends discontinuing this program, if the City accepts the 9% State mandated penalty or upon the approval of
constitutional amendment in January 2008 according to the recently adopted
Property Tax Reform. If implemented, this will generate a savings of $60k
annually.
7. Health Insurance Retirement
Program:
The current group health insurance program gives employees the option to
participate in a supplemental medical insurance program upon retirement from
the City. As the entire cost of the premium is paid by the retired employee,
there is no fiscal impact to the City.
In the 2006/2007 Plan, the City Commission approved the establishment of
a Voluntary Health Insurance Retirement Program that allows employees to invest
one (1) percent of their base salary tax free for health care during retirement.
Staff recommends continuation of this program.
8. Wellness Program:
The City is recommending continued participation in the H2U Wellness Program
offered by North Broward Hospital District. The annual cost of the program is $2k
which includes a flu shot for all employees covered by the program. In addition,
the program provides Employee health screening during the Health Fair held in
conjunction with North Lauderdale Days. Last year, the program also conducted on-site
classes (Real Solution) to teach employees about healthy diet and exercise
programs.
9. Disability
Insurance:
The City’s
disability program should be maintained at current levels.
10. Life Insurance:
The current life insurance benefits were adjusted last year, therefore the Administration is not recommending any changes.
11. Flexible Spending Account:
The Flexible Spending Account provides employees the ability to designate tax-deferred compensation for authorized personal expenses such as dependent care and medical expenses. The percentage of employees participating in this program continues to increase.
12. Death, Disability
and Dismemberment Insurance & Benefits:
Administration recommends continuation this plan at its current benefit level.
RECOMMENDATION:
The City Administration
recommends the Commission’s consideration and approval of the attached
Resolution approving and adopting the City’s Comprehensive Pay and
Classification Plan as discussed above.
RESOLUTION NO. ______________
A RESOLUTION OF THE CITY COMMISSION OF THE
CITY OF NORTH LAUDERDALE, FLORIDA, REPEALING RESOLUTION 06-07-5027 WHICH
RESOLUTION DID ADOPT THE CITY OF NORTH LAUDERDALE COMPREHENSIVE PAY AND
CLASSIFICATION PLAN FOR FISCAL YEAR 2006/2007, AND AS AMENDED FROM TIME TO
TIME, AND HEREBY ESTABLISHING A REVISED PAY AND CLASSIFICATION PLAN FOR FISCAL
YEAR 2007/08 COMMENCING ON OCTOBER 1, 2007; PROVIDING FOR THE ESTABLISHMENT OF
A NEW CLASSIFICATION; PROVIDING FOR CONFLICTS; AND, PROVIDING AN EFFECTIVE DATE.
WHEREAS, the City Commission of
the City of
NOW, THEREFORE, BE IT RESOLVED BY THE CITY COMMISSION OF THE CITY OF
Section 1: That Resolution 06-07-5027, which Resolution did adopt the City of North Lauderdale’s Comprehensive Pay and Classification Plan, as amended from time to time, is hereby repealed to provide for the establishment of a revised Comprehensive Pay and Classification Plan, attached hereto and incorporated herein as specifically as if set forth at length here at, commencing on October 1, 2007.
Section 2: That all Resolutions, or parts of Resolutions, Ordinances or parts of Ordinances, in conflict herewith, be and the same are hereby repealed to the extent of such conflict.
Section 3: That this Resolution shall take effect immediately upon adoption.
PASSED and ADOPTED by the City Commission of the City of North
Lauderdale, Florida this _______ day of July_____, 2007.
APPROVED AS TO FORM:
_______________________________
CITY ATTORNEY SAMUEL S. GOREN
_______________________________
MAYOR JACK BRADY
________________________________
VICE MAYOR RICH MOYLE
ATTEST:
____________________
DEPUTY CITY CLERK
2007/2008
CITY OF
COMPREHENSIVE PAY AND
SECTION 1. ESTABLISHMENT
A Comprehensive Pay and Classification Plan for the City of North Lauderdale (the “Pay Plan”), pertaining to all positions, including those that may be specified elsewhere in negotiated collective bargaining agreements or individual employment contracts, is hereby established.
SECTION 2. DEVELOPMENT
OF SALARY ADJUSTMENT
The Pay Plan establishes salary ranges (grades) for each classification. Such established salary ranges of pay have been determined with due regard to ranges of pay for other classes, relative difficulty and responsibility of positions in the class, availability of employees in particular occupational categories, prevailing rates of pay for similar positions, the financial position of the City and other economic considerations. Appendix A - consisting of Schedule I, II & III sets forth the grades (ranges) with minimum and maximum levels. Base pay is, by definition, the pay level within pay grade for each position classification. For General, FPE and MBPFF employees the Pay Plan provides for a salary range, without regard to specific pay level within that range.
The City’s salary ranges have
been compared to competing Cities in regard to employee retention in Broward, Dade
and
A salary adjustment of three (3) percent is being proposed for all
permanent full-time general, management, FPE, MBPFF and Permanent part-time employees
effective October 1, 2007.
SECTION 3. APPLICABILITY
All employees of the City of North Lauderdale, except as provided elsewhere, shall be compensated in accordance with this plan and the attached Schedules (I, II & III), depending upon job classification.
The minimum annual rate of pay
for the appropriate position classifications shall be paid to an employee upon
original appointment to the City of
When there is a demonstrated inability to recruit at the minimum rate of pay, or the applicant possesses exceptional qualifications warranting employment at a higher rate of pay, the City Manager may authorize a higher entry salary rate upon recommendation of the Department Head.
The City Manager may authorize an additional salary adjustment for existing employees based on extraordinary circumstances.
SECTION 4. IMPLEMENTATION
The new Comprehensive Pay and Classification Plan will be implemented effective October 1, 2007.
SECTION 5. PROMOTIONS
In the event
of a promotion, employees will be placed in the new position’s pay range at a
base pay level that does not exceed more than 15% of the base pay level they
occupy in their current pay range unless prior approval has been obtain from
the City Manager.
SECTION 6. DEMOTIONS
In the event of an involuntary demotion an employee will be placed in the
same relative position for the lower position grade as he/she enjoyed in the
previous classification, as long as the pay does not decrease more than 15%
unless prior approval has been obtained from the City Manager. For a voluntary demotion, employee shall be
placed in the same relative position for the lower position grade while having
their current pay “frozen” at their current level – with future pay adjustments
being used to “offset” this higher pay level until fully absorbed, unless prior
approval has been obtained from the City Manager.
SECTION 7. PART-TIME
EMPLOYMENT
Part-time
employees shall be paid the hourly wage as outlined in Schedule I, at the
minimum unless otherwise recommended by the Department Director, and approved
by the City Manager.
SECTION 8.
BENEFITS/INCENTIVES
1. Health Insurance:
Administration is not recommending any changes to the Group Health Insurance program.
2. FRS Pension:
The
City’s Public Safety/Fire staff, with the exception of the Fire Chief and
administrative staff, currently participate in FRS. The Administration
recommends continued participation in the FRS. The State of
3. 401a Pension:
General and Management employees: The Administration recommends
maintaining the current pension contribution rate (13% City and 5% employee). Department Directors may choose to select
an annual mandatory pension contribution rate of 5%, 7% or 12%.
Federation of Public Employees: The Administration recommends maintaining
the current pension contribution rate (13% City and 3.5% employee).
Since Public Safety/Fire joined FRS there has not been any contribution
into their 401a plan. Therefore, staff is recommending termination of the Plan
and disbursement of the proceeds to the participants as per IRS guidelines.
4. 457 Pension:
The City contributes an annual non-matching sum of $500.00 per year to
the 457 plan, for general non-exempt full-time permanent employees
(approximately 48 positions), excluding union employees. In addition, an employee may contribute up to
$750.00 per year that the City matches on a dollar for dollar basis. Exempt level employees receive a dollar for
dollar match up to $750.00. The City recommends discontinuing this program, if the City accepts the 9% State
mandated penalty or upon the approval of constitutional amendment in January
2008 according to the recently adopted Property Tax Reform. If implemented,
this will generate a savings of $60k annually
5. Health Insurance Retirement
Program:
The current group health insurance program gives employees the option to
participate in a supplemental medical insurance program upon retirement from
the City. As the entire cost of the premium is paid by the retired employee,
there is no fiscal impact to the City.
In the 2006/2007 Plan the City Commission approved the establishment of a
Voluntary Health Insurance Retirement Program that allows employees to invest
one percent of their base salary tax free for health care during retirement.
Staff recommends continuation of this program.
6. Wellness Program:
The City is recommending continued participation in the H2U Wellness Program
offered by North Broward Hospital District. The annual cost of the program is $2k,
which includes a flu shot for all employees covered by the program. In addition,
the program provides Employee health screening during the Health Fair held in
conjunction with North Lauderdale Days. Last year, the program also conducted
on-site classes (Real Solution) to teach employees about healthy diet and
exercise programs.
7. Disability
Insurance:
The City’s
disability program should be maintained at current levels.
8. Life Insurance:
The current life insurance benefits were adjusted last year, therefore the Administration is not recommending any changes.
9. Flexible Spending Account:
The Flexible Spending Account provides employees the ability to designate tax-deferred compensation for authorized personal expenses such as dependent care and medical expenses. The percentage of employees participating in this program continues to increase.
10. Death, Disability
and Dismemberment Insurance & Benefits:
Administration recommends continuation this plan at its current benefit level.
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