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Home My WebLink AboutDocumentation_Regular_Tab 27_04/13/2006 V�':.L��GE C�FTEQUESTA F�CJRIDA --�- � r _ ! ��• ;r ^ '+ � , _ � e�� I _;, ;�:)i� ' . / .}%K,��, �� • � ;"� �� : J , f? +. .. i. r `v �" . ,� � r ' V � �` gG ,;� � , A'�;r � �, � � � � i ,� . �, � 1 . � C � - �� 4 � � �%' �.� Ir ;� F.r � ` r � ; a„6 - I � � �.:� �� . � ;y �� -- -�- , � �'. � st� �; ��; �� ar�:: � � �: , �: .� ) �,4: �� .�= r �" � � � B .'��` �j . ' ie �� .��r�� + � � �� c� �l -- - � � � � ',. I�� + ��' .'f��' 1'1 __ � / � � �� 6 __ �� i� � .�<,1`� ( ..�:�:}-.' �"�'"-� . ��OEPT . i+ ___11 � � 0' �� ,� �� TEQtiF.S"fA ` r y � , , ' � � . K. �f. �,�• +�,. , • � , ' � G..��_ �_.'� �.'{R. n. F Y�I 'tat . � . - *�Y .� �.�r��.��_ fl ��'aJ�� Lf�� `Od 1 � �, � � � � � � �� '�o✓ f � � R �i.s �"�11� ! 1 �`RF_l?RR�.D �SY' __ ��,.�..�a.�..,��_____.__�.,.�._._ . � ; S � S Pko��r:ss�onnr.covsui.r�:vc stxr�tr.src r c�u:;v�s��rur:r�iei.rc�si:c rae. C�ti�OLiYF�:R, AZ r. �e�l, �EPORT a��2�� OQ6 5 ��'� � T1'�1 �('�l'�1 I ��1f �l ,1 1'�'I(1�;�; PROFES.SIOA�AL C0.1�'SULTI.I�'C SER t'ICES FUR CLIE�I��T.S L'1� THE P�'BLIC' SEC,TUR. �.�� ,,� ��,� � � �,� �; ,� � f �/' ' 3 April 2006 � f � � The Viltage of Tequesta 250 Tequesta Drive, Suite 300 Tequesta, Florida 33469 Mayor, Vice Mayor, Council and Mr. Couzzo, I am pleased to present the final report for the Employee Pay Classification & Compensation Study for the Village of Tequesta to you. This project has been a tremendous assignment that was given the greatest attention to detail. The Village of Tequesta had many unique situations within this study that presented challen�es for us to overcome and opportunities to offer you a more comprehensive report and findings that I am sure you will be very pleased with. This project could not have been completed with out the full cooperation and support of the entire Villa�e Staff and all of the employees. You should congratulate yourself and all of your employees on an exceptionally well done job. Within the final report are detailed findings that I would be pleased to discuss with you at any time. It has been my sincere pleasure to work with atl of you and to be a part of this Study. Sincerely, David A. Evertsen, Principal Municipal Solutions, LLC Moai�E: 928.220.2611 OFFicE / Fax: 623.386.0901 P.O. Box 5038 Goo�vEaR, ARIZONA 85338 , 5Z � o � a End 900Z1£/h :pas�na� Y'�IOZIXF� `X6'.�QOOJ vo.� _� as .�r�arld .�x� �vi s.�,v�i n ao.� s.��i,� a.�s ��,��i.� insn�o � �v;4-o�ssa�iou� :�q pa.�ndaad 900Z l�add 12�Od3� �bN I� .� ., . . .� , ;;�� ' , � � �� y� - � . . , da12i0�� b1S3f1 31 �0 3Jb��ln a o�. Jlaf11S NOI1bSN3dW0� �3 NOI1d�I�ISSd�� J�bd 33J10�dW� sa�nuossd � aa��zuang u��o� l�pn�s uo��osuaduao� � uo��n��ssn�� `suo�an�os �nd��unw �,� `n�sanbal �o afn��i� Vi((aqe of Tequesta, FL Municipal Solutions, (lc C(assification & Compensation Study Colin Baenziger Ft Associotes TABLE OF CONTENTS SECT{ON # �t TITLE PAGE # I. 1NTRODUCTI'ON Study Goals and Objectives ............................................................................ Executive Summary Fir�dings .................................................................................................� Recommendatians ................................................................................� II. METHODOLOGY Management &t De�artment Head Orientafiion 11 , ....................................... lnternal Job Survey �t Job Analysis, ...........................................................11 Compensable Facfiors: Glassification Analysis Tool,,, Comparison: Regional Salary €� Benefits Study,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,,13 Mana�ement, Mayor, vice-Mayor &t Council Interviews,,,,,,,,,,,, Revised Job Descriptions Explained ..........................................................15 III. FINDINGS &t RECOMMENDATtONS Position Titles, ............................................................. 17 .................................. Confusing Job Descriptions �t Positions 18 .................................................... Job Description Format, ADA and FLSA...� .......................................... Classificatians &t Pay Grade Equity, ...........................................................20 Salary Range Competitiveness,,,,,,,,,,,,,,,,,,,,,,,,, ,,,,,,,,,,,,21 .............................. Employee Benefits �t Personnel Expense Campetitiveness,,,,,,,,,,,,,,,,,,,22 Management, Supervisar &t Salaried Terms ,,,,25 IV. RECOAAMIEND IMPLEMENTATION .............................................z7 V. APPENDICES A. Regionat Salary Survey Results. ..............................�.....,.....(insert) B. Re�ianal Benefits Sur�ey &t Results ,,,,(insert) ....................................... C. Compensable Factors: Classification Analysis Tool �t Assessment Results,,,,(insert) R. Proposed Pay Gr�de &� Ran�es,,,,,,,,,,,,,,,,,, (insert} ................................. E. Job Survey €t Job Descriptians ...................................................(insert} F. Em:ployee Incentive Pay & Rerfarmance Evaluation,,,,,,,,,,,,,,,(insert) Accompanying Attachment: Management Resource CD Revised: 4/3/2006 Paqe 3 of 25 , � SZ �o b a�nd 900Z/£lb �P aslna� � , � �� . ,. 9 sa�o��ossd g aa��zuang u��o� /�pn.�s uo��nsuadwo� � uo�.�o��ssD�� `suo��n�os �odu�uny�r 7� `o�sanbal �o a,�n��^ ��v�ns �nlina�x� Vil(aqe of Tequesta, FL Municipa( So(utions, ((c Classification Ft Compensation 5tudy Colin Baenziqer £t Associates SECTION 1: INTRODUCfilON Study Goals and Objectives Municipal Solutions, llc of Goodyear, AZ was retained to review and recommend improvements in the Village of Tequesta's employee pay classification and compensation system. To do so, it undertook the following tasks: 1. Conducted a formal audit of all positions. 2. Conducted a Salary and Benefits survev of re�ionallv-comparable communities with similar services. 3. Conducted tetephone, email and face-to-face interviews with Mana�ement staff. 4. Rewrote or amended all classified iob descriptions 5. Recommended improvements and / or adiustments to the Villa�e's compensation and benefits structure. The study involved active participation of the Village Manager, Assistant Village Manager, Management Staff, and members of the Village Council including the Mayor and vice- Mayor. The study commenced with a meeting between David Evertsen, Principal and Department Heads to review the purpose of the study, the process to be followed, and discussion regarding their participation in it. The initial meeting was followed by job surveys to each employee to clarify appropriate compensable factors and duties, a salary and benefits survey was sent to 14 primary communities, and numerous face to face and telephone interviews with Staff and Council were conducted to answer questions and ctarify all data. Initially, benefit and job classification and salary range information was gathered from the following communities based on: (1) regional proximity to the Village of Tequesta, (2) similarity to the Village in size and tax base, (3) those that provided similar services. Council members also indicated that they wanted to use appropriate communities in Martin County in addition to Palm Beach County. Communities used as primary comparisons included: Gulf Stream, Highland Beach, Hypoluxo, Indian River Shores, Juno Beach, Jupiter Island, Lake Park, Lantana, Manalapan, Ocean Ridge, Palm Beach, Sewell's Point, South Palm Beach, and Stuart. After initial results were analyzed, many communities could not provide exact service type comparisons and some classifications lacked sufficient data. A meeting with Department Heads clarified what we observed in the initial results: that services in the Villa�e of Tequesta more closely resemble larger communities in Palm Beach County and that communities in Palm Beach County (appeared to have the greatest impact on the Village's Revised: 4/3/2006 Paqe 5 of 25 Vi((age of Tequesta, FL Municipal So(utions, l(c C(assification £t Compensation Study Colin Baenziger Ft Associates ability to attract and retain quality management staff should be used as alternates. As a result, additional salary and benefit surveys were sent to 9 alternate communities which included: Jupiter, Lake Worth, Palm Springs, Palm Beach Gardens, North Palm Beach, Key Biscayne, Long Boat Key, Marco Island, and Port Royal. Information from Jupiter and Palm Beach Gardens appeared to be the most universally acceptable and was ultimately used in the results of this study. Salary information for certain positions was also obtained through one other source: the Florida League of Cities Cooperative Salary Survey, 2005. The 2006 Public Employers Personnel Information Exchange (PEPIE) Study was referenced after the study was complete to ensure that appropriate comparisons were used. In addition to the external market data obtained and used, each job survey and current job description was used to determine which positions performed certain municipal functions to ensure that the most appropriate comparison was used. Job Surveys completed by each employee helped to determine the appropriate levels of education, knowledge, experience for each position. Management employees were asked to identify the position's levels of skill (education, experience, and knowledge), responsibility (budget, operations, and interpersonal work) and community (networking), and non- management employees identified the level of effort (physical and mental demand) and working conditions to be expected in their position. Each job survey was weighted and scored, and the data was used to evaluate whether certain classifications were internally equitable or needing adjustment. Findings of the study provided much more information than whether classification pay ranges were internally equitable and externally competitive, it illustrated that some employees should also be reevaluated to determine whether the volume of work (duties) they perform requires a current salary adjustment. David Evertsen, principal consultant conducted and administered all phases of this project using local HR personnel to conduct the salary and benefits research and maintain contact with communities surveyed for this project. This Final Report represents the effort of Municipal Solutions, llc of Goodyear, AZ with the ongoing assistance of Colin Baenziger �t Associates of Wellington, FL. Special thanks to Don and Kaylynne McDougal of Port St. Lucie for their time and effort on compensation data gathering and job description revision, and to Robin Matteson for revisions and final editing of this document. This project was conducted between November 2005 and March 2006, and completed March 30, 2006. Revised: 4/3/2006 Page 6 of 25 Village of Tequesta, FL Municipa( Solutions, (fc Classification 8 Compensotion Study Colin Baenziger £t Associates Executive Summary Findings Finding #1: Some Position Titles in Classification System, Organizational Chart, Job Surveys &t Payroll System do not match. Finding #2: Some very similar positions have different Job Descriptions while other positions with considerably different duties are covered by the same Job Description. Finding #3: The Village of Tequesta's current job descriptions varied in format. Most descriptions were not uniformly consistent or tied to compensation in any quantifiable method, and many were not consistent with the requirements of the Fair Labor Standards Act (FLSA) and the Americans with Disabilities Act (ADA). Finding #4: The Village of Tequesta's current pay structure appears to be `internally' consistent and appropriate. Externally however, current Pay Ranges are at or slightly above the Market Range but not competitive enough to attract and retain high-quality employees. Finding #5: The Village of Tequesta's current salary ranges are too low to be regionally competitive in employee attraction and retention. Eight (8) of the Village employee salaries are below and above the market average maximum salary, and eight (8) are above the maximum average. Finding #6: In comparison to other communities, employee benefits in the Village of Tequesta are better, but more costly. Finding #7: The Village of Tequesta pays more of its budgeted personnel expenses towards benefits (5% higher) and less to salaries (5% lower) than the comparable average. Finding #8: Without conducting personnel performance ir►terviews, it was difficult to determine whether the Village's personnel evaluation format encourages higher performance or is tied to pre-determined pay increases. Finding #9: Use of `Director', `Manager', `Supervisor', and `Superintendent', terms appear to be used in an interchangeable and inconsistently. Revised: 4/3/2006 Page 7 of 25 Vi(lage of Tequesta, FL Municipal Sotutions, llc Classification & Compensation Study Co(in Baenziger Ft Associates Recommendations Recommendation #1: (1) Consider adopting the proposed, retitled, renamed and revised Job Classifications (Titles) and make changes to Organizational Chart, Pay Scale and Payroll System and ensure all titles correspond accurately. Recommendation #2: (1) Consider expanding the number of Pay Grades from 26 to 30 to accommodate part- time / seasonal / hourly employees and to allow for new or unique positions to be put into an appropriate pay grade. (2) Consider adopting the 11 proposed classified positions to help address current employees who wear multiple hats, and to have approved positions ready to be filled should the departure of a multi-faceted employee leave the Village and create a vacancy. Positions filled only when need arises. Recommendation #3: (1) Adopt reformatted Job Descriptions which used previous Job Descriptions as the base, information provided in the job surveys, and revisions as necessary to bring them into compliance with ADA and FLSA standards. (2) Review and rewrite related references in the Policies and Procedures manual to ensure continuity. Recommendation #4: (1) Adjust salary ranges to the proposed market-based Pay Grades for all Job Classifications and consider ranges that are 5 to 10% above those market ranges to remain regionally competitive in attracting and retaining quality employees. (2) Adjust the range annually by the regional Consumer Price Index (CPI) or established Cost of Living Adjustment (COLA). Recommendation #5: (1) Consider an immediate increase or adjust employee salaries that are currently: (a) below the market minimum, (b) misclassified, or (c) fulfilling the duties of multiple job classifications. (2) Evaluate all employees who are above the market salary range to determine if: (a) the employee has significant longevity within the organization, (b) the employee has a special skill, qualification or fills a special niche, (c) the employee may be improperly classified, Revised: 4/3/2006 Page 8 of 25 Vitlage of Tequesta, FL Municipal So(utions, !!c Classification Ft Compensation Study Cofin Baenziger £t Associates (d) the use of certain comparable positions may not be accurate. (3) Evaluate all other employees throughout the next fiscal year and adjust salaries as deemed appropriate. Recommendation #6: (1) Forming an internal committee to review current benefits and recommend changes to the Village Council might be useful. Staff and Council should begin discussion on the possible redistribution of salaries and benefits in anticipation of the increase after the current health care agreement expires. (2) Department Heads have communicated a greater need for more regionally competitive sataries, and have clearly indicated that if given the choice between salaries and benefits, staff would prefer higher salaries, however, if the Council or Management feels there is not an immediate and compelling need for a change, leave current benefits as they are. Recommendation #7: Same as #6 above. Recommendation #8: (1) Consider adopting the sample Incentive pay Goals and Values in Appendix F. (2) Consider adopting the proposed 360°Employee Performance Evaluation and work planning tool in Appendix F. Recommendation #9: (1) Consider adopting a more uniform definitions of Management, non-Management, and Supervisory designations and incorporate into the Personnel Policies and Procedures Manual. Suggestions might include: `Administrator', `Manager', `Supervisor', and `General Labor'. Revised: 4/3/2006 Pa�e 9 of 25 SZ �� OL a�Dd 900Z/£'/b :p as�na� p � f . !� �� . 3 _- � �S � * , '�_ . 'r :.,: k .. . h sa�n��ossd � aa�►zuaoa u��o� �ipn�s uo�.�osuadwo� z� uo��n��ssn�� p `suo��n�os �ndu�un�y �� `o�sanbal �o ab'n��^ ��O'IOQOHZ�Y�T Vi((age of Tequesta, FL Municipa( So(utions, ((c Classification & Compensation Study Co(in Baenziqer ft Associates SECTION 2: METHODOLOGY Management &t Department Head Orientation Municipal Solutions' Project Manager David Evertsen met with the Villa�e's Department Heads, Village Manager and Assistant Manager, and the Mayor, vice-Mayor, and Council members to review the goals and objectives of the project, and issues that were very important to Staff and Council were discussed, investigated and considered during analysis and in this Final report. Internal Job Survey £t Job Analysis The first and most important step in conducting a comparative analysis of classified positions is to understand the positions which are being compared. The Job Analysis of all the Village's positions included a Job Survey / Audit in which all employees were asked to respond to a series of questions regarding the knowledge, skills, abilities, education and other key factors their position requires. This information was used to: o Determine whether current job descriptions contain necessary language regarding the position's required education, skill level, knowledge, ability and other requirements, o Determine whether the hierarchical relationships between classified positions are appropriate, o Update job descriptions with most recent requirements for training, education, knowledge, experience and skill levels, and o Determine which positions are properly and improperly classified. The response was rapid and complete, and in only a few instances was information received excessive or incomplete. Revised job descriptions are contained in Appendix E. Results of the Job Audit are displayed in Tables 1�t 2 below or Appendix C. Internal Job Survey, Job Analysis £t Compensable Factors Data collected from the Job Surveys was also used in determining appropriate levels of compensation. A Compensable Factors tool was used to allow a comparison of different positions within the Village's or�anization. Each position was evaluated, ratings were assigned and a total score developed for each position. Discussions with Department Heads further clarified the scores. Results allowed us to: o Determine whether a position's associated salary range was appropriately assigned, o Determine whether certain changes to existing classifications should be considered, Revised: 4/3/2006 Page 11 of 25 Vi(lage of Tequesta, FL Municipal So(utions, ((c Classification f� Compensation Study Colin Baenziger Ft Associates o Determine (with the results of the salary study) whether all positions are correctty compensated, and o Recommend adjustments to the current Classification System. Tabte 1: Compensable Factors for Tequesta's non-ManaQement Positions :�� Skill � Effort,(#)emand) �: ��. 7ob Conditions � ' Non Range: working Education Experience Knowledge Physical MenWl Total '; Conditions pa Position Degree Points Degree Points Degree Points Degree Points Degree Points Degree Points Bui ing 0 icia (C 1 3 30.0 3 50.0 3 60.0 1 70.0 3 30.0 3 SOA � 230A �� - Chie Wa[er Plant Opera[or / Superinte en[ 2 15.0 3 50.0 3 60.0 2 20.0 3 30.0 3 SOA �� . InstrumentTech. / Plant Operator Ntility) 2 15.0 2 25.0 3 60.0 3 40.0 3 30.0 3 50.0 720:0.�: Detxtive / Investiga[or (POlice) 2 15.0 3 50.0 3 60.0 2 20.0 3 30.0 2 25.0 200.0� �: Ezecutive (Secretary) Atsirtant (Admin) 2 15.0 3 50.0 3 60.0 2 20.0 3 30.0 2 25.0 - 2W.D Communicatlons Superviwr (Po ice) 2 15.0 3 50.0 2 30.0 3 40.0 2 75.0 3 SOA ��Zb050 .. � Accoun[ing Manager / Pccounting Clerk III (Finance) � 3 30.0 3 50.0 3 60.0 1 10.0 3 30.0 1 12.5 19L5' Executive�SecreWry)Assistant�Police) 3 30.0 3 50.0 3 60.0 7 10.0 3 30.0 1 725 �� 192-.5-�� Buil ing P ans Ezaminer / Reviewer (CDD) 3 30.0 3 50.0 3 60.0 2 20.0 3 30.0 2 25A ' 215A� �- Plan[ Opera[or II (Utili[y) 2 15.0 2 25.0 3 60.0 2. 20.0 2 15.0 3 50.0 -� 185A � � Po ice Lieutenan[ (Po ice) 3 30.0 3 50.0 2 30.0 2 20.0 3 30A 2 25A �785A .. Planner(CDD) 3 30.0 2 25.0 3 60.0 1 10.0 3 30.0 2 25.0 780A �-�. Plan[ Operemr I Ntility) 2 75.0 2 25.0 2 30.0 3 40.0 2 15.0 3 SOA �.'�tISA� FirefighterParamedic 1 7.5 1 12.5 2 30.0 3 40.0 3 30.0 3 SOA 970A� ' Police Sergeant (Police) 2 15.0 3 50.0 2 30.0 2 20.0 3 30.0 2 25A ,�770A� Public Works Crew Leader NUlity) 7 7.5 2 25.0 2 30.0 3 40.0 2 15.0 3 50,0 �. :167:5 Field / Service Tech 5uperin[. (SmrmwatedWa[er Utili[y) 2 15.0 2 25.0 3 60.0 2 20.0 2 75.0 2 25A � 1fi0.0 - Acmunting Clerk II / Accountan[ (Finance) 3 30.0 3 50.0 2 30.0 1� t0A 2 15.0 1 12.5 �� 147.5 Field / Service Technician / Maintenaixe Worker ll (Utility) 7 7,5 2 25.0 2 30.0 2 20.0 2 15.0 3 SOA '� �147:5 � Customer Service Representative III (U[ility) 2 15.0 3 50.0 2 30.0 1 10.0 3 30.0 7 72.5 -' -1975. Executive (�cretary) Assistant (Fire) 2 15.0 2 25A 2 30.0 2 20.0 3 30.0 2 25A �=:145.0 - PlanningASSisWnt(CDD) 2 15.0 2 25.0 2 30.0 2 20.0 3 30.0 1 12.5 >-932.5`. ie rv¢e ec maan am[enance or er [�ity 7 7,5 2 25.0 7 75.0 2 20A 2 75.0 3 SOA .�� 1325 ..� Buildinginspec[orICDD) 2 75.0 2 25.0 2 30.0 2 20.0 2 15.0 2 25.0 -�- 130A .- Parks Foreman / Maintenance Superviwr (Parks & Rec) 2 15.0 2 25.0 2 30A 2 20.0 2 15.0 2 25A �� 130;0 � Police Officer (Police) 1 7.5 2 25.0 1 15.0 2 20.0 7 7.5 3 SOA ��.72$:0 � i Accoun[ing Cler I�Finance) 3 30.0 2 25.0 2 30.0 1 10.0 2 75.0 1 72.5 R2�.5�.�� - Administretive (Secretary) Assistant (CDD) 2 30.0 2 25.0 2 30.0 1 70.0 2 15.0 1 125 �122C5. � Human Resources / Personne Specialist�Finance) 2 15.0 2 25.0 2 30.0 1 10.0 3 30.0 7 72.5 . 122:5 � RiskManagement5pecialist(Finance) 2 15.0 2 25.0 2 30.0 7 10.0 3 30.0 7 12.5 - �.��:122:5 - ` Field Tech (Maincenance / Utility Wor er) Ntility) . 7 7,5 1 12.5 7 75.0 2 20A 2 75.0 3 SOA �� 720.0 Firefighter (Fire) 7 7,5 1 12.5 1 15.0 2 20.0 2 15.0 3 50.0 ..� - Communicatlons Officer (Police) 7 7.5 7 12.5 1 15.0 1 70.0 2 15.0 3 SOA - NO.O - Depury ViLLage C er 2 15.0 2 25.0 2 30.0 1 70.0 2 75.0 1 72.5 7075 �. (Occupationaq Licensing Officiaf (COD) 2 15.0 2 25.0 2 30.0 1 10.0 2 75.0 1 725 �. 1075� - Administrative (Secre[ary) Assistant (Parks & Rec.) 2 15.0 2 25.0 2 30.0 1 10.0 2 15.0 1 125 �. 467:5 Building) Permit Technician (CDD) 2 75.0 2 25.0 2 30.0 7 10.0 2 15.0 1 12.5 -� 1075�- Adminis[rative (Secretary) �stant (Admin) 2 75.0 2 25,0 2 30.0 7 10.0 2 15.0 1 125 `�:107.5 � Administrative (Secre[ary) Assistant (Finance) 2 15.0 2 25A 2 30.0 7 10.0 2 15.0 1 725 �:�.-1Wi5 Adminis[rative (Secretary) Assistant (Police � 2 15.0 2 25.0 2 30.0 1 70.0 2 75.0 7 725 --t073 Customer Service RepresenWtive II (Utility) 2 75.0 2 25.0 2 30.0 1 70.0 2 75.0 1 125 �. � 707.5 - Nain[enance WorkerlAll Departmentr) 2 15.0 1 72.5 7 15.0 2 20.0 2 15.0 2 25.0 ��702:5� Parks & Recrea[ion A[tendan[ / Camp & Skate Parks (Parks & Rx) 2 15.0 1 72.5 7 15.0 2 20.0 2 75.0 2 25A �� tff1�5_ �. Records Clerk (Police) 1 7.5 1 12.5 2 30.0 7 10.0 2 15.0 2 25.0 -.-1(30.0..� Co e Compliance / Enforcemen[ 0 ficer (CDD) 1 7.5 1 12.5 2 30.0 1 10.0 2 15.0 2 25.0 - -:.100,0 - Cus[omer Service RepresenWtive I Ntility) 2 15.0 2 25.0 7 15.0 1 70.0 2 15.0 1 125 �� 92.5 --` Administrative�5ecretary)AssisWn[ Ntility) 1 7.5 1 12.5 7 15.0 1 70.0 2 15.0 2 25.0 '��:'85:0� '- m�ms ra rve re ry sis an ve escue 7 7,5 7 72.5 1 75.0 7 10A 2 15.0 2 25A ��.85.0 ��: Revised: 4/3/2006 Page 12 of 25 Villaqe of Tequesta, FL Municipa( So(utions, f(c Classification Ft Compensation Study Colin Baenziger Fr Associates Table 2: Compensable Factors for Tequesta's ManaQement Positions espons� i� y-: ommuni y TotaC' Mana ernent Ran e: oversee work wi � g� Education Experience Knowledge Budget operations others Networking Pa�nts�.� � POS1Yt0I1 Degree Poincs Degree Points Degree Points Degree Points Degree Points Degree Poincs Degree Poincs t age anager 3 50.00 3 60.00 3 70.00 3 40.00 3 25.00 3 25.00 3 50.00 :-:320!W � Assistant ViUage Manager 3 50.00 3 60.00 3 70.00 2 20.00 3 25.00 3 25.00 3 50.00 _300.00- mance irector 3 50.00 3 60.00 3 70.00 3 40.00 3 25.00 3 25.00 2 25.00 '�:295:00�� Commumty eve opment Director 3 5p,pp 3 60.00 3 70.00 3 40.00 3 25.00 3 25.00 3 50.00 ��-320;00 � Pu ic Services Director ( ropose � 2 25.00 3 60.00 3 70.00 2 20.00 3 25.00 3 25.00 3 50.00 �� 1TSi00 - ire ie 2 25.00 3 60.00 3 70.00 2 20.00 3 25.00 3 25.00 3 50.00 `�175:00.�� o ice ie 2 25.00 3 60.00 3 70.00 2 20.00 3 25.00 3 25.00 3 50.00 �-275.00�"- Utiity irec[or 3 50.00 3 60.00 3 70.00 3 40.00 3 25.00 2 12.50 1 12.50 <�270:00':: Assistant ire C �e - Operetions 2 25.00 3 60.00 3 70.00 2 20.00 3 25.00 2 12.50 3 50.00 .��262.50�� Director o Par s Recreation 2 25.00 3 60.00 3 70.00 2 20.00 3 25.00 3 25.00 2 25.00 �'.250:00 � Assstant Poice C ie - Lieutenant 2 25.00 3 60.00 2 35.OD 2 20.00 3 25.00 3 25.00 3 50.00 �:'240.00 �' u u erncesManager uity upennten ent 1 12.50 3 60.00 2 35.00 2 20.00 3 25.00 3 25.00 3 50.00 �.227:50� Ass�stant inance Director 2 25.00 3 60.00 3 70.00 2 20.00 2 72.50 3 25.00 1 12.50 225.OQ�.< Streets Supennten ent Z 25.00 3 60.00 2 35.00 2 20.00 2 12.50 2 72.50 3 50.00 ��215:00�:':� . Stormwa[er Supennten ent 2 25.00 3 60.00 2 35.00 2 20.00 2 12.50 2 12.50 3 50.00 ��Q15:00- Fire Captam 2 25.00 3 60.00 2 35.00 2 20.00 2 12.50 2 12.50 2 25.00 ��:�190.00 i age C er 2 25.00 2 30.00 2 35.00 1 10.OD 2 12.50 3 25.00 3 50.00 �:1�167:50 C ie WaterP ant Operator / Supennten ent 1 12.50 3 60.00 2� 35.00 2 20.00 1 6.25 2 12.50 2 25.00 ��'171.25 ecreation rograms upernsor 2 25.00 2 30.00 � 2 35.00 2 20.00 2 72.50 2 12.50 2 25.00 � 760.00'=�. Fire Lieutenant 2 25.00 2 30.00 2 35.00 2 20.00 2 12.50 2 �12.50 2 25.00 ��: �60:00��. • 1 12.50 2 30.00 2 35.00 1 10.00 1 6.25 2 12.50 2 25.00 ��:137125�� It is a simple system that can be understood by everyone and which can be maintained by the Village staff in the future. It should be used to evaluate, rate and classify future positions as well. A more complete explanation of the Classification System, the Compensable Factors and their application is included in Appendix C. Compensation: Regional Salary &t Benefits Study With the necessary evaluation tools in place, Municipal Solutions, llc consulted with Colin Baenziger �t Associates and the Village's management staff to determine appropriate comparable communities. Initially, we contacted 14 communities which were deemed to be relatively similar and collected data. If fewer than 6 comparable positions resulted from the original sampling, the 9 Alternate Communities were examined to identify which appeared to have comparable services, then information was obtained and used as appropriate alternate comparables. Table 3 below is a list of the Communities and Agencies surveyed. Our approach: 1. We worked with Village staff to determine the most comparable communities to collect data from, called Primary and Alternate Communities; 2. We contacted each community to obtain personnel salary information (including minimums, midpoints and maximums as well as current salaries) for each position; 3. We gathered data from these communities concerning benefits. Our desire was to identify at least six comparable positions from Primary Communities for comparison purposes. Where we did not have six comparisons, contacted Alternate Communities for comparison purposes; Revised: 4/3/2006 Page 13 of 25 Vil(age of Tequesta, FL Municipa( So(utions, (lc Classification & Compensotion Study Co(in Baenziger & Associates 4. We communicated with the agencies until we either obtained the data or exhausted all possibilities; Table 3: Communities and A�encies Surveyed Primary Alternate Community Community: Gulf Stream Jupiter Highland Beach Lake Worth Hypoluxo Palm Springs Indian River Shores Palm Beach Gardens Juno Beach North Palm Beach Jupiter Island Key Biscayne Lake Park Long Boat Key Lantana Marco Island Manalapan Port Royale Ocean Ridge Palm Beach SewelCs Point South Palm Beach Stuart Obtaining comparison data for most of the positions was not easy as some communities did not have staff resources to accommodate the request for information or had higher priorities. It is important to note that many small towns do not have formalized pay or compensation plans. Even they do, many do not have step systems - only ranges per position. Also, many small communities distribute key municipal functions to positions that do not exactly compare to positions in the Village. Follow-up to clarify the duties and responsibilities of certain positions was important. This issue is important when considering the results of the salary survey. Since all of our primary communities offered benefits, no need existed to survey the Alternate Communities. See Appendix A for the market Survey Results for each of the Village's job classifications. Appendix 6 of this report contains the results of the Benefits Comparisons. Appendix B contains a copy of the Survey we used to collect the salary � benefit information. Management, Mayor, vice-Mayor �t Councit member Interviews Ongoing meetings with the Department Heads to review the preliminary findings of this report was a key component of `dialing-in' the accuracy and relevancy of the findings of our analysis. We were successful in obtaining Staff and Council input in revising the Salary Survey comparables where there were obvious errors, and in developing accurate job descriptions. Where an organizational structure or job description in some communities Revised: 4/3/2006 Page 14 of 25 Vi((a�e of Tequesta, FL Municipa( So(utions, llc Classification Ft Compensation Study Co(in Baenziger £t Associates illustrated an effective structure or form that might benefit the Village, those position descriptions were obtained and incorporated into the Village's revised job descriptions. Revised Job Descriptions Most of the position descriptions that we reviewed needed to be re-worked. They were not consistent with the duties the employee currently performs some serious re-working and/or out of date with respect to current ADA or FLSA law. The four basic benefits of this analysis are: 1. C(arify duties, responsibilities and reporting re(ationships of each position, 2. Provide Management the abi(ity to hotd emp(oyees accountable, 3. Provide Management with the abi(ity to take necessary discip(inary actions while reducinq the risk of (eqa( action, and 4. Provide a reliab(e basis for evaluatin� the position for salary increases. All job descriptions should include also clear understanding of reporting relationships, work hours, environment and effort to be expected. Additionally, all position descriptions were reviewed to determine if they met the requirements of the Fair Labor Standards Act (FLSA) and Americans with Disabilities Act (ADA). As a result of the Job Analysis, it was decided to develop revise many of the Job Descriptions. Working from the prior job descriptions and based on interviews with Department Heads, new and revised job descriptions were developed. Each was then reviewed by both the Department Head and the employee, their comments evaluated and incorporated as were appropriate. All revised Job Descriptions can be found in Appendix E. 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Eight (8) of Village employee salaries are below the comparable market average minimum salary and eight (8) are above the maximum average. The salaries for most of Tequesta's classified positions appear to be within the avera�e salary ranges for comparable positions, but not hi�h enou�h to compete with the lar�er re�ional communities with services not unlike the smaller comparables used in this study. Employee attraction and retention is a real issue for a community like Tequesta because it offers services that are more like larger communities where the smaller ones often don't. Table 4: Current &t Market Salaries S,M.N21ES: Cl1RRENT & NWJiI<Ef RANGES $qLqRIES: CURREM & NWRKEf RANGES $140�000 570.000 � I� �„�.r s-i:.r I -'—a,Bx �i.r�_ � � $120.000 . nu ��,�,— $60.000 I A , �,. rV:IMA'�� Z' $��.OLI"] . _ (\ ___ ._-- ... 9 ��i "rd E100.000 \ . . . - . -- .. { .' `.. h a+x. . - ��n�� 1a ,nR � � � � �l � �o� �,v �__\��,. n ,� �.� �- � �o.� _` v . _ ` =L,__ �--, -- sso.aoo � - - --- �- � d` szo.000 . . . . - - — _ � - � . � �.� -'°�-��-' � -- �- �,�� . -_ �.� F. s � � `� < � _ S , �, ` £� ~� � s � �;� .� �e, � s ,r`" ° a E F� '� ,e F f F. - i tf � Er _ � � � `r{ � ��^ - .- �; + a .F ;o , � `� ' P - r _ - ` � ` _ if� ` ` � LL � c _ � `.f'•. j ' _.. . . . ClasslfiedPositions .. . � tl��Jfied P1vsHiorc ° Too many current salaries are barely above the market comparable minimum. There Survey results illustrate that there are 8 positions whose salaries appear to be below the market average salary ranges for comparable positions. Conversely, there are 8 positions whose salaries appear to be above the comparable market average. Table 4 above and Table 5 below illustrate this discovery. See also Appendix B for more detail. Recommendation: (1) Consider an immediate increase or adjust empfoyee sa(aries that are currently: (a) below the market minimum, (b) misc(assified, or (c) fu(fi(lin� the duties of mu(tip(e job classifications. (2) Evaluate a(( employees who are above the market salary range to determine if: (a) the emp(oyee has significant longevity within the organization, (b) the employee has a specia( skill, qua(ification or fil(s a specia( niche, (c) the employee may be improper(y c(assified, Revised: 4/3/2006 Page 20 of 25 Vil(age of Tequesta, FL Municipa( Solutions, llc Classification Ft Compensation Study Co(in Baenziger Ft Associates (d) the use of certain comparable positions may not be accurate. (3) Eva(uate al( other emp(oyees throughout the next fiscal year and adjust sa(aries as deemed appropriate. Table 5: Comparabte Classifications with Salaries Above and Below Market Ran�es '£urrent Survey Average Ctassified Position Base Satary Minimum Midpoint ' Maximum VillageManager $ 118,640 $ 73,962 $ 93,861 $ 113,141 Police Chief $ 97,701 $ 65,048 $ 81,956 $ 96,867 Director of Parks fx Recreation $ 53,200 $ 60,450 $ 75,988 $ 92,982 Public Services Manager / Utility Superintendent $ 80 ,365 $ 48,539 $ 61,740 $ 74,411 , Fire Lieutenant $ 46,565 $ 49,510 $ 60,365 $ 71,370 Firefighter (Fire) $ 36,005 $ 40,060 $ 50,514 $ 61,098 Recreation Programs Supervisor $ 28,800 $ 37,567 $ 46,788 $ 56,088 Executive (Secretary) Assistant (Admin) $ 36,918 $ 37,344 $ 47,341 $ 57,174 Executive (Secretary) Assistant (Fire) $ 56,736 $ 36,109 $ 45,514 $ 54,738 Code Compliance / Enforcement Officer (CDD) $ 32,136 $ 34,869 $ 44,177 $ 53,325 Plant Operator I(Utility) $ 45,889 $ 30,361 $ 37,778 $ 45,377 Administrative (Secretary) Assistant (Parks fx Rec.) $ 17,680 $ 29,943 $ 36,752 $ 43,402 Administrative (Secretary) Assistant (CDD) $ 44,357 $ 29,209 $ 36,180 $ 42,988 Parks Foreman / Maintenance Supervisor (Parks �x Rec) $ 49,368 $ 28,830 $ 35,955 $ 42,866 Field / Service Technician / Maintenance Worker I(utitity) $ 42,313 $ 26,589 $ 32,711 $ 38,592 Parks fx Recreation Attendant / Camp & Skate Parks (Parks fx Rec) $ 17,680 $ 23,591 $ 28,025 $ 32,455 Finding #6: In comparison to other communities, employee benefits in the Village of Tequesta are better, but more costly. A maximum 7% pay increase is among the most generous of the comparable communities. This is not a negative - particularly of that % above the CPI can be tied to performance or incentives. Vacation benefits are provided on a smaller scale than the comparable communities - meaning - that comparable vacation benefits are achieved in a sooner amount of time than comparable communities. The maximum accrual of 500 hours is among the highest of all communities surveyed. Pay for unused sick leave is becoming a less-frequent practice as municipalities work to curb personnel expenses. The Village's continued policy of pay for unused sick leave is an attractive employee benefit - but only to the employee that continues to remain employed with the Village (longevity) and who remains healthy. The payment of the employee's dependent health care coverage is also becoming less frequent as municipalities look to tighten the belt as health care premiums ' Revised: 4/3/2006 Page 21 of 25 Vit(aqe of TequestQ, FL Municipaf So(utions, (!c Classification fc Compensation Study Colin Baenziger £t Associates continue to rise at a national average increase of 15%. To the credit of the current Village Manager, he negotiated a very rare 0% increase in health care premiums for the next several years. The Village will almost certainly see an increase when the term of the current agreement expires. Recommendation: (1) Forming an interna( committee to review current benefits and recommend changes to the Vi((aqe Counci( miqht be usefu(. Staff and Council shou(d begin discussion on the possible redistribution of sa(aries and benefits in anticipation of the increase after the current health care aqreement expires. (2) Department Heads have communicated a�reater need for more reqiona(ly competitive sa(aries, and have clear(y indicated that if qiven the choice between sa(aries and benefits, staff wou(�d prefer higher sa(aries, however, if the Counci( or Management fee(s there is not an immediate and compel(ing need for a change, (eave current benefits as they are. , Finding #7: The Village of Tequesta pays more of its budgeted personnel expenses towards benefits (5% higher) and less to salaries (5% lower) than the comparable average. While the numbers in Tables 6�t 7 below should not be used for accounting purposes, they clearly reflect the personnel decisions and costs in various communities. Tabte 6: Comparison of BudQeted Personnel Expenses ' Total F/T personnel Expense Toial FY General Employee Totat Personnei as a% of FY. Operating Budget Equivalent• in Budget gud et Glty ! ToWn GO Budget'* � Jupiter Inlet Colony $ 918,990 9 $ � 516,750 56% Ma�nalapan ��-� �� .�$ .�,��3�,115,328 �-�-.30 �� 5 �-�- .�-�39� Ocean Ridge� $ 4,747,852 26 $ 2,048,909 � 43% Stuart � -$ . :� 17,467,434 -.'�270 < 5 ��:��13,218,3A6 .�-76% � Lake Park $ 3,936,552 36 $ 2,252,715 57% Juno Beach....... . ;:$ .:,; 5;598,585 � -. 38.5 �:�. $ ��: �. � 3,150,585 � �::.5�6% Gulf Stream � $ 1,990,994 16.5 5 1,178,500 59% Migh�land Beach � :_ . -$ � -�; 6,968,000 �� . 40 r�, 5 �� : 3 - �,426,450- `- �49% Palm Beach (pending) $ 56,200,000 � 404.5 5 32,625,000 58% Sewelts PoinC�:� �.5 >� �.1,775,803 �� :14.5 -:- S ::.-1,254,489 � .77A own o upiter s an $ � 5,493,000 43.5 5 3,284,907 60% � ageo eqaes $ =�-10,074,794 --� --86 - S �.;b,302,381 ��-b396 �Comparison � � 84.41 �� Average -� 57% M edia��n� . � � �� . 57 % Recommendation: See #5 Ft #6 above. Revised: 4/3/2006 Page 22 of 25 Vi((age of Tequesta, FL Municipa! So(utions, lIc Classification Ft Compensation Study Co(in Baenziger Ft Associates Table 7: Comparison of Salarv and Benefits Expense Distribution Sa{aries as a ` Benefiu asa Totat Saiary % of Average 7otat Ber�efits % of Averege per ' Expenditure Employee Expenditure Employee""� Benefit Personnel Personnel Clty / Tow� Budget ($) �asts Salary*" Budget ($) � osu Expense Jupiterinlet Colony $ 416,250 81% $ 46,250 $ 100,500 19% $ 11,167 � Manalapan $ 936,779 78% S 31 226 $ : 267,607 22% $ 8,920`: Ocean Ridge $ 1,577,660 77� $ 60,679 $ 471,249 23% S 18,125 � Stuart $ 10;148,789 77% '$ 37,588 $ 3,T68,570 24% S 11 Lake Park $ 1,709,628 76% $ 47,490 S 543,087 24% S 15,086 Juno Beach $' 2,377,401 75% ' $ b1 S' 7Z2,028 25% ` S 20;053'. Gulf Stream $ 872,052 74% $ 52,852 S 306,448 26% $ 18,573 . Highland Beach- S' 2',398,536 70% $ 59,963: $ 786,48fl 30% <; $ T9,162 Palm Beach (pending) $ 22,500,000 69% $ 55,624 $ 10,787,690 33q $ 26,669 SewelisPoint - $ 792,716 63%' $ 59,670, $' 461,773 : 37% ' $ 31;84b own o upiter s an $ 1,879,123 57% $ 43,198 $ 1,405,784 43% $ 32,317 i age o equesa $ 4,202,547 67% r 5 48,867 5 2,099,807 33%' $ 24,416 Comparison Average 72% '$' 50,117 Average " 28% `- 5 19,423 Median 75°l0 $ 52,852 'Median 25% r$ 18;573 Note: Note: Operating Budget totals omit Transfers-out and Capital expenses. These numbers ** Employee Equivenant inc(udes FI" employees at multiplyer of 1.0 and PT employees at a multipfyer of .5. `** This number should not be used jor accounting purposes because it reflects a illustrative number only - derived from a compounded average. Finding #8: Without conducting personnel performance interviews, it was difficult to determine whether the Village's personnel evaluation format encourages higher performance or is tied to pre-determined pay increases. The Village Manager, Mayor and Council expressed interest in implementing more of a `performance-based' pay plan. If a`performance-based' employee pay system is the objective, the existing pay grade structure with a formalized policy for salary increases would adequately address the agency's needs without the need for a step system with pre- determined % or $ between steps. A new employee evaluation form and process might more adequately address employee accountability �t performance management. } An example has been provided in Appendix F. While these are only examples, the Vitlage of Tequesta could easily develap these for each department (Police and Fire already have very good incentive criteria). These incentives could also be used for professional development of all staff. A 360° Employee Performance Evaluation tool is designed to be completed by the employee and supervisor, as well as four other employee co-workers - two selected by the supervisor and two selected by the employee. The evaluation is designed to illustrate the perceived differences in a position's skills, behavior and attributes as perceived by the employee, his or her piers, and the supervisor, and facilitate discussion re�arding the importance of those issues, and the perceived and expected performance of the employee - from both employee, and supervisor perspectives. While many differences may be illustrated, the tool provides employee and supervisor the ability to design and agree on an effective professional devetopment work plan. Revised: 4/3/2006 Paqe 23 of 25 SZ �o bZ a�od 900Z/£/6 �Pas�na� + •�aoqn� �naaua� pun `�.►os�n.radns, `�aaEnun�y, `�ao.�na.�s�u�wpb, :apn��ul � y,��w suo��saE:€ns •�nnun�y saanpa�oad pun sau��od �auuos.rad ay.� o�u� a�oaodao�u� pun uo��ou��sap /�aos�naadns pun `�uawa�nunw -uou ��uawa�nun�y �o suo��u��ap ana�� ao uaao��un aaow �ul�dopo aap�suo� (�) : uo��npuawwo�a� •awi�aano y�nw oo� �ui��a� si uo��sod pas�q-�(�anoy u� aay�ay�n �o aa��ew � aaow aw o� sa�add� e�sanbal ui �dwaxa-uou ao �dwaxa aa�(o�dwa ue �(��sse�� o� aay�ay/�/� •saa�(o�dwa pa�a��es o� uoi�esuadu.�o� auai�.aano �uiaa�,}o wo.a� �(�ua�e ue s��q�yoad �u�y�ou ��y� sa��s os�� `uo��suadwo� aw��.aano o� pa��i�.ua aa� saa�(o�duaa �(�anoy a��ynn ��y� sa�e�s �(�a�a�� d spa�pue�s .aoqe� aie� ayl (•sao�� a�q�suadwo� �uawa�euew-uou pue �uawa�eueW �o suo��iui�ap ay� ao�} � x�puaddd o� .aa�.a�) •�ou aaa�n y�iyM pue `�uawa�euew �(�a�a�� aaann suo��sod y��y�n �(}��uapi �(�a�a�� o� �(��iqe ay� �uauaa�eu�W ao�uas apinoad o� :asod.and s�y� ao�. �(pe��ads pau�isap s�nn �(an.ans qo� ayl •waa� ay� ao� uo��ui�ap aea�� ou �u�ney a��ynn ��.uawa��uew, paaapisuo� aaa�n �(ay� �ey� ui suo��isod i(..ros�n.aadns a��pawaa�.ui y�inn wa�qoad � pa��a�sn�� s�s�(�eud qo� ay� ui pasn �(an.ins qo� ayl � •�(��ua�s�suo�u� pu� �(�qea�u�y�aa�u� pasn aq o� aeadde �ea��un a�� suo��eu��sap ��uapua�.uiaadns, pue `�aosin�adns, `�aa�eueyy, `�ao��a.a�d, }o as� :6# �utpui� . •� x�puaddd u� �oo� ,�u�uun�d �aoM pun uo��nnJnn3 a�uowao�aad aa/�o�dw3o09� Pasodoad ay� �dopd (Z) •y�na ao,� san�nn $ pun s�no� �Cnd an��ua�u� aa�o�dw3 �o a�dwos n su�n.�uo� � x�puaddd •.�uau��andap y�na ao� san�nn pun s�no,� �nd an��ua�u� aa/�o�dw3 .�dopn pun ys��qn�s3 (l) : uo��puawwo�a� � sa�ni�ossd � aafi�zuaos u��o� �pn�s uo��nsuadwo� z� uo��o��ssn�� `suo��n�os �nd��unW 7� `n.�sanbal �o a�nll �� RECOMMENDED IMPLEMENTATION ` Villaqe of Tequesta, FL Municipat Solutions, ((c Classification £t Compensation Study Colin Baenziqer & Associates RECOMMENDED IMPLEMENTATION Once the Council has had an opportunity to review the findings, we suggest that: (1) Allow or direct Village Manager to implement the changes as appropriate. (2) Adopt the new Job Descriptions and make provisions to maintain them. (3) Adopt the new Classification System and Pay Ranges based on 5 to 10% of the market range. Consider whether maintaining salary ranges are regionally competitive and whether attraction and retention of high-quality employees are essential to maintaining high quality levels of service. (4) Discuss changes to salaries and salary ranges, FLSA designations, Personnel Policy Manual revisions, employee benefits, and appropriate budget adjustments as presented in this report. Revised: 4/3/Z006 Page 25 of 25 APPENDIX A REGIONAL SALARY SURVEY RESULTS Village of Tequest, FL SALARY SURVEY RESULTS Municipal Solutions, llc Classificafion Compensation Study Colin BaenzigerAssociates i/illage Manager . o es (comparable City/Town) (comparable position title) Min Mid Max �ty' anagerm equesta a so serves as ti ity vector. Gulf Stream Town Manager / Finance Manager Current Salary $83,000. � � Highland Beach Town Manager 5 69,000 5 92,000 $ 115,000 �urrentSalary $104,438 Hypoluxo NC . Indian RiverShores Town Manager $ 60,000 $ 80,000 5 100,000 A�erage Salary: 592,700. � Juno Beach � Town Manager $ 88,941 $ 113,983 $ 139,024 �urrent Salary $99,000. (less than 1 year in position) Jupiterlsland Town Manager $ 72,338 S 92,774 5 113,320 �urrent Salary $120,000. Lake Park Town Manager $ 85,000 $ 100,000 S 115,000 � Lantana Town Manager $ 68,384 5 87,184 $ 105,954 CurrentSalary $94,779. Manalapan NC . Current Salary 596,987. Ocean Ridge Town Manager $ 59,717 $ 67,965 5 76,213 �urrentSalary $84,000. Palm Beach Town Manager 5 87,998 $ 114,284 $ 134,885 �urrentSalary $165,653. SewetCs Point Town Manager (Part-time) Max $50,335 (2005} South Palm Beach NC Stuart City Manager $ 74,279 $ 96,562 $ 118,846 A�erage 5111,644 (2005) Alt1:Jupiter Town Manager Current $150,000. Alt2: Palm Beach Gardens City Manager Current$174,948. Market Range (Average) $ 73,962 $ 93;867 $ 113.,141 Delray Beach: 5141,200. Tequesta FY Curreni $ 118,640 West Palm Beach: 5159,672. Gurrent FY Range $ 77,655 5 100,950 5 124,247i Assistant Vi1lage Manager / Public Works director o es (comparable City/Town) (comparable position title) Min Mid Max Smaller communities do not have a stand alone Assistant position. Gulf Stream NC Highland Beach Director of Public Works 5 55,500 $ 74,000 $ 92,500 Asst to the Town Manager: $37.5k-50k-62.5k Hypoluxo Town Clerk / Assistant Administrator 5 41,000 S 58,000 5 75,000 Indian River Shores NC Juno Beach Finance Director / Asst Town Manager $ 73,165 $ 93,759 5 114,353 Jupiter Island Asst. Town Mgr / Public Works Dir. S 70,228 S 88,927 $ 107,625 Lake Park NC Asst to the Town Manager: $47k to 65k. Lantana NC Manalapan NC _ Ocean Ridge NC Palm Beach Deputy Town Manager $ 84,069 $ 109,180 $ 131,016 � SewetCs Point NC South Palm Beach NC Stuart Public Works Director $ 63,113 $ 78,562 S 98,125 Alt 1: Jupiter Assistant Town Manager $ 88,295 $ 106,619 5 127,943 Alt 2: Palm Beach Gardens Assistant to the City Manager $ 70,145 $ 93,340 $ 716,535 Market Range (Average) - �$ &8,1��89 $ 87,798 5 107,887 7equesW PY Current - $ ��86,314 Current FY Range $ 66,561 $: 86,528 :$ 106,497 Fi�ance Director o es (comparable City/Town) (comparable position titte) Min Mid Max Gulf Stream NA Highland Beach Finance Director $ 51,000 S 68,000 5 85,000 Hypoluxo NA Indian RiverShores Town Treasurer $ 46,309 $ 59,043 $ 71,779 Juno Beach Finance Dir/Assist. Town Manager S 73,165 $ 93,759 $ 114,353 Jupiterlsland Finance Director $ 73,938 S 92,422 $ 110,907 Lake Park Finance Director $ 62,000 5 73,500 $ 85,000 Lantana Finance & Admin Services Dir $ 63,939 $ 78,395 $ 99,154 � Manalapan NA Ocean Ridge NA Palm Beach Finance Director $ 84,069 5 109,180 $ 131,016 Sewell's Point NC South Palm Beach NC Stuart Finance Services Director $ 75,421 $ 91,914 $ 111,991 Aft 1: Jupiter Director, Finance $ 79,078 $ 98,848 5 118,617 Alt2: Palm Beach Gardens Finance Administrator S 70,145 5 93,340 $ 116,535 � . Market Range (Average) $ 67,906 $ �85,840- $ 104,435 Tequesta FY Current S 88,751 Cur[ent FY Range $ 66,567 S�.86,528 $I 106,497 Revised: 4/3/2006 Page 1 of 23 Village ofTequest, FL SALARY SURVEY RESULTS Municipal Solutions, llc Classification Compensation Study Colin Baenziger Associates Community Development Director o es (comparable City/Town) (comparable position title) Min Mid Max Note: `This position in Tequesta is unique because it fulfills the duties Gulf Stream NC of positions normally filled by multiple persons. Important to refer to Highland Beach NC the altemate communities for comparable salary renges, or aggregate Hypoluxo NC then prorate the results for this position. Indian RiverShores NC Juno Beach Director of Planning @ Zoning $ 66,388 $ 85,077 $ 103,765 Jupiterlsland Director of Planning & Zoning $ 59,373 5 75,445 $ 92,045 Lake Park NC Lantana Development Services Director 5 55,266 $ 67,080 $ 85,675 Manalapan NC . - Ocean Ridge NC Palm Beach Director of Planning & Zoning $ 76,138 5 98,880 S 110,656 Sewell's Point Building Official Current $78,168 annual. South Palm Beach NC Stuart Development Director $ 56,278 $ 69,911 $ 83,545 � Alt 1: Jupiter Director Building, Planning 8 Zoning 5 77,005 $ 96,257 S 115,508 Alt 2: Palm Beach Gardens Growth Management Administretor S 73,535 S 99,238 $ 124,940 Market Range (Averege) 5 66,253 $ 84,555�� 5 102,305 Tequesta � FY Curreni $ - �:88,000 � Current FY Range . $ �b2,123 5�'� 80,759 $- -��99,397 Public WorksDirector o es (comparabte City/Town) (comparable position title) Min Mid Max Gulf Stream NC "` Note: In Tequesta, this Position equivalent to a Streets Highland Beach Director of Public Works $ 55,500 $ 74,000 $ 92,500 Superintendent. If this Position remains Streets only, position is Hypoiuxo NC improperly classified and should be titled Streets Manager / Indian RiverShores NC Superintendent. "' Juno Beach Public Works Director $ 54,635 $ 69,988 $ 85,341 Jupiter Island Public Works Administrative Supervisor 5 43,669 $ 54,428 5 65,645 Lake Park Public Works Director $ 62,000 $ 73,500 $ 85,000 � LanWna Operations Director 5 60,882 S 73,944 5 94,411 Manalapan NC Ocean Ridge NC Palm Beach Director of Public Works $ 88,827 5 115,360 $ 138,432 SewelCs Point NC South Palm Beach NC Stuart Director of Public Works $ 68,426 $ 84,993 $ 101,560 Att i: Jupiter Director, Public Works Fx Engineering $ 79,078 $ 98,848 $ 118,617 Att 2: Palm Beach Gardens Operations Director - Public Works $ 57,679 $ 60,692 $ 63,705 Market Range (Average) $ 63,411 S� 78,417 $ 93,912 Tequesta FY Current �� 5 -91,258 � Previous Director Satary. <vacanb Current E'( Range $ b2,123 5 80,759 5, 99,397 Fire Chref ` o es (comparable City/Town) (comparable position title) � Min Mid Max Gulf Stream NC Highland Beach NC Contract with Delray Beach. Hypoluxo NC Indian RiverShores Public Safety Director $ 51,406 5 65,542 $ 79,679 Triple Certification Juno Beach NC Jupiter IsLand Public Safety Chief (Tri-certified) 5 60,212 $ 75,199 $ 91,654 Lake Park NC Contract with PBCFD. Lantana NC Palm Beach County Fire/Rescue Manalapan NC Contract with PBCFD. Ocean Ridge NC Contract with Boynton Beach FD. Palm Beach Fire Chief $ 87,247 $ 113,300 5 135,960 SewelPs Point NC Contract with Martin County FD. South Palm Beach NC Contract with PBCFD. Stuart Fire Chief S 55,243 $ 70,292 $ 96,887 Alt 1: Jupiter NC Alt 2: Palm Beach Gardens Fire Chief $ 70,145 $ 93,340 S 116,535 Alt 3: North Palm Beach Fire Chief $ 60,547 $ 75,602 $ 95,316 publit Safety DirMin$85.1k to Max5136.3 Market Range (Average) S 64,732 $ 82,273 S 702,672 Tequesta FY Current $ 97,142 CurcentFY�Range 5��-66,561 $ .86,528 S�- 706,497 - Revised: 4/3/2006 Page 2 of 23 Village of Tequest, FL SALARY SURVEY RESULTS Municipal Solutions, llc Classification Compensation Study Colin BaenzigerAssociates Police Chief o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream Police Chief $ 49,129 $ 55,916 $ 62,702 �urrent 575,320. � Highland Beach Police Chief $ 55,500 5 74,000 $ 92,500 Hypoluxo NC Indian River Shores Public Safety Director $ 51,406 $ 65,542 5 79,679 Triple Certification Juno Beach � Police Chief $ 73,165 $ 93,759 $ 114,353 Jupiter Island Public Safety Chief (Tri-certified) $ 60,212 $ 75,199 S 91,654 Lake Park NC � Contract with PB50. Lantana Chief of Police $ 67,080 $ 82,285 5 103,875 � Manatapan NC Ocean Ridge Fire Chief / Public Safety Director 5 51,584 $ 58,710 $ 65,836 Palm Beach Police Chief $ 92,793 $ 120,510 $ 114,612 SewelCs Point Police Chief Current $68,965 +�9,560 incentive. South Palm Beach NA SYUart � Police Chief S 62,045 $ 77,507 $ 96,774 Alt 1: Jupiter Police Chief $ 79,078 $ 98,848 $ 118,617 Alt2: Palm Beach Gardens Police Chief $ 73,535 $ 99,238 $ 124,940 Market Range (Average) $ �b5,048 $ �81„956 ��S 96�867�� Tequesta FY Current $ 9�,7�� Current FY Range $ 66,561 5:' 86,528 'S 106,497 Uti{ities Director o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC '*` Note: In Tequesta, this Position is equivalent to a Utility Director / Highland Beach Utilities Maintenance Supt. $ 42,000 5 56,000 $ 70,000 Superintendent. In most communities a Utility Director manages Hypoluxo NC Treatment, Distribution, Construction, etc. If this Position remains Indian River Shores NC Utility only, position may be improperly titled and ctassified. '"' Juno Beach Public Works Director 5 54,635 $ 69,988 $ 85,341 Jupiter lsland Utility Director $ 63,328 5 78,4b2 S 93,701 Lake Park NC Lantana Utilities Manager $ 43,222 5 52,458 $ 64,002 Manalapan NC Ocean Ridge �NC Palm Beach Water Resources Division Manager $ 62,835 5 81,604 $ 96,292 Most comparable. SewelCs Point NC South Palm Beach NC Stuart Assistant Public Works Director 5 53,602 $ 66,598 S 79,594 � Alt 1: Jupiter Director, Utilities . $ 79,078 5 98,848 $ 118,617 Alt 2: Palm Beach Gardens NC Market Range (Average) $- 56,957 $ 77,994 $ 86,792 Tequesta fY Current - Current FY Range $ 66,561 5 86,528 S 106,497 Assistant Fire Chief o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Beach NC Contract with Delray Beach. Hypoluxo NC Indian River Shores Public Safety Captain $ 42,485 $ 54,165 $ 65,852 Triple Certification Juno Beach NC Jupiter Island Public Safety Asst Chief � 5 53,009 $ 64,890 $ 75,598 Triple Certification Lake Park NC Contract with PBCFD. Lantana NC Palm Beach County Fire/Rescue Manalapan NC Contract with PBCFD. Ocean Ridge NC Contract with Boynton Beach FD. Palm Beach Division Chief - Training fc Safety $ 66,867 $ 86,840 $ 102,472 Sewell's Point NC Contract with Martin County FD. South Palm Beach NC Contract with PBCFD. Stuart EMS Speciatist / Coordinator S 55,458 $ 75,504 $ 95,550 Nearest comparable. Alt 1: Jupiter NC Alt2: Palm Beach Gardens Deputy Fire Chief $ 63,506 5 83,382 5 103,257 Alt 3: North Palm Beach Assistant Fire Chief 5 60,547 5 75,602 $ 95,316 Market Range (AVerage) $ 56,979 �$� 73.,398 $ 89;674 Tequesta fY Cusrent - CurYent FY Range 5 58,795 $ 76,434 $ 94,073 Revised: 4/3/2006 Page 3 of 23 Village of Tequest, FL SALARY SURVEY RESULTS Municipal Solutions, lic Classification Compensation Study Colin BaenzigerAssociafes Parks & Recreation Director o es (comparable City/Town) (comparable position title) Min Mid Max "'This position may be improperly dassified. May serve more like a Gulf Stream NC Recreation Coordinator. "' Highland Beach NC _ Hypoluxo NC . Indian River Shores NC Juno Beach NC Jupiter Island NC � Lake Park Recreation / Community Affairs Dir. 5 47,000 $ 56,000 5 65,000 Lantana NC Manalapan NC . Ocean Ridge NC Palm Beach Director of Recreation $ 69,793 $ 90,640 S 108,768 Parks Maintenance is a Public Works Division. SewelCs Point NC South Palm Beach NC Stuart Parks Ft Recreation Director $ 53,602 $ 65,309 $ 79,594 Alt 1:Jupiter Director of Parks and Recreation 5 77,005 S 96,257 5 115,508 Alt 2: PaLm Beach Gardens Director, Recreation Division $ 57,679 $ 75,692 $ 93,705 Alt 3: North Palm Beach Recreation Director $ 57,623 $ 72,029 5 95,316 Market Range (Average) 5 b0,450 $ 75 $ 92,982 Tequerta . . FY.:Current - $ �.'�53,200 _ turrent FY Range $ 43,3% 5 56,415 $ 69,434 Assistant Police Chief- l:ieutenant := o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream No Range. Current: 561,400 Highland Beach NC $ 42,000 $ 56,000 5 70,000 Po��ce Lt. Min$42k-Max$70k. Hypoluxo NC Indian River Shores Public Safety Captain $ 46,309 $ 59,044 $ 71,779 Triple Certification - Juno Beach Assistant Police Chief $ 63,212 5 81,000 5 98,788 Jupiter Island Public Safety Asst Chief (Fire-Pol-Ems) $ 53,009 $ 64,890 $ 75,598 Triple Certification Lake Park NC Lantana Uniform Division Commander $ 57,970 $ 70,408 $ 89,773 Manalapan NC Ocean Ridge Lieutenant - $ 48,125 $ 54,773 $ 61,421 Palm Beach Captain (mostcomparable) $ 68,207 $ 88,580 $ 104,524 Major:$77•6k-101k-119k. Sewell's Point Police Lieutenant Current $62,830 +$1,600 incentive annual. South Palm Beach NC Stuart Assistant Police Chief $ 53,602 S 68,613 $ 83,623 Alt 1:Jupiter Potice Captain $ 62,498 $ 78,122 S 93,746 Alt 2: Palm Beach Gardens Police Captain $ 60,481 S 79,362 $ 95,243 Market Range (Average) $ 55,541� $ 67,913 S 84,750 TequesYa FYLnrrent $' 77,635 Highest paid, should be exempt. turrent FY Range $ 52,378 $: 68,090 5 g3,gp4 `CUrrent range appears to need adjusting. 8uiiding Officiai (CDD) o es (comparable City/Town) (comparable position titte) Min Mid � Max Gulf Stream NC Highland Beach Buitding Official $ 51,000 $ 68,000 $ 85,000 Hypoluxo NC Indian River Shores Buitding Official $ 39,037 $ 48,796 $ 58,556 Juno Beach � Director of Building Planning & Zoning $ 66,388 S 85,077 S 103,765 � Jupiter Island Director of Building Planning & Zoning 5 59,373 $ 75,445 $ 92,045 Building Official and Director are same person, muttiple roles. Lake Park NC LanWna Building Official $ 49,982 $ 60,715 S 74,006 Manalapan NC � Ocean Ridge Building Official $ 42,438 S 48,301 $ 54,163 Palm Beach Director of Building Planning & Zoning 5 76,138 $ 98,880 $ 118,656 Asst CBO is $56.3k-73.1k-86.3k SewelCs Point Buitding Official Current $78,168 annual. South Palm Beach NC Stuart Development Director $ 56,278 $ 69,917 $ � 83,545 Alt 1: Jupiter Director, Building Department $ 77,005 $ 96,257 $ 115,508 Alt 2: Palm Beach Gardens Buitding Official $ 54,878 $ 72,008 5 89,138 Market Range (Average) � $ 57,252 $ 72,339 5 87,438 . ._ .... ._ .. .. . .... _ ... ... ....... . .._. . . . Tequesta FYCurreni wacant>. Currently, CDD wears both hats. Curcent FY Range $ 58,795 S '$ 94,073 Revised: 4/3/2006 Page 4 of 23 Viilage ofTequest, FL SALARY SURVEY RESULTS Municipal Solutions, llc Classification Compensation Study Colin Baenziger Associates Public Services Manager /'Utilities Superintendent o es "' The person in this position or the position may be mis-classified. (comparable City/Town) (comparable position title) Min Mid Max Recommend reUassify as Utility Manager."" Gulf Stream NC Highland Beach Water PtantSuperintendent $ 42,000 $ 56,000 $ 70,000 Hypoluxo NC Indian RiverShores NC Juno Beach Public Works Director $ 54,635 $ 69,988 $ 85,341 Jupiter Island Public Works Operations Supervisor $ 42,001 $ 52,187 5 62,372 Lake Park NC Lantana Public Works Manager / Chief Operator $ 37,814 $ 47,216 $ 56,992 Manalapan NC Ocean Ridge NC Palm Beach Water Resources Division Manager $ 62,835 $ 81,604 $ 96,292 SewelCs Point NC South Palm Beach NC Stuart Deputy Public Works Director $ 44,204 $ 54,831 $ 65,457 Alt 1: Jupiter Utilities Facitities Manager $ 56,281 $ 70,352 $ 84,422 Alt 2: Palm Beach Gardens NC Market Range (Average) S 48,539 $-fi1,740 5 74,411 Tequesta FY CurrenY $ 80,365 Longevity. Curcent FY Range $ .57,006 5�,� 74,108 $ 91,210� Assistant Finance Directoc' o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Beach NC Hypoluxo NC Indian River Shores NC Juno Beach Assistant Finance Director S 57,385 S 73,535 S 89,682 Jupiter Island NC Lake Park Asstto the Finance Director $ 47,000 $ 56,000 $ 65,000 Lantana Assistant Finance Director 5 52,562 $ 63,814 $ 77,792 Manalapan NC Ocean Ridge NC Palm Beach Assistant Finance Director $ 62,927 $ 81,723 $ 96,433 Sewell's Point NC South Palm Beach NC Stuart Assistant Financial Services Director $ 53,602 $ 66,598 5 79,594 Alt t: Jupiter Assista�t Director, Finance $ 54,208 $ 67,761 5 81,313 Att 2: Palm Beach Gardens Deputy Finance Administrator $ 60,481 $ 79,362 S 98,243 Market Range (Average) $ 55,453 $� 59,828 5 84.;008 �Existing vacant ctassification> Tequesta FY Current Current FY Range 5 52,375 $ r 68,090 $ 83,SU4 instrument Technician / Ptant Operator (Utility) o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Beach Water Plant OperatorA & B S 33,000 $ 44,000 $ 55,000 � Hypoluxo NC Indian River Shores NC Juno Beach Public Works Supervisor $ 40,765 $ 50,982 $ 61,200 Jupiter Island NC South Martin Regional Utility District - Private Lake Park NC Lantana Water Plant Operatorll $ 30,722 $ 36,982 $ 43,805 Manafapan NC - Ocean Ridge NC Palm Beach Mechanical Maint. Unit Supervisor WRD 5 45,239 $ 58,752 $ 69,328 SewelCs Point NC South Palm Beach NC Stuart Instrumentation Tech $ 38,501 5 47,809 $ 57,117 Alt 1: Jupiter Water Plant Operator A 5 35,556 $ 44,445 $ 53,334 Alt 2: Palm Beach Gardens NC Alt 3: Lake Worth . Treatment Operator A $ 46,613 $ 50,326 S 54,038 Market Range (Average) 5 38,628 $ 47,614 5 56,260� Tequesta FY Current $ ,50,021 � Curzent 7equesta Pay Scale $ 36,918 5:��47,994 $' S9;069� Revised: 4/3/2006 Page 5 of 23 Village of Tequest, FL SALARY SURVEY RESULTS Municipal Solutions, llc Classification Compensation Study Colin Baenziger Associates Stormwater Superintendent o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Beach Maintenance Superintendent(Util/Wat) S 42,000 $ 56,000 $ 70,000 Hypoluxo NC Indian RiverShores � NC Juno Beach Public Works Supervisor $ 40,765 $ 50,982 $ 61,200 Jupiter Island Public Works Operations Supervisor $ 42,001 $ 52,187 $ 62,372 Lake Park NC Lantana Street Maintenance £x Sanitation Foreman $ 30,722 $ 36,982 5 43,805 Manalapan NC Ocean Ridge NC Palm Beach Generel Maintenance Supervisor 5 46,400 $ 60,260 $ 71,107 Sewell's Point NC South Palm Beach NC Stuart StormwaterSpecialist 5 29,869 $ 37,097 5 44,325 Alt 1: Jupiter Public Works Superintendent 5 52,136 $ 65,170 5 78,204 Alt2: Palm Beach Gardens Streets Superintendent $ 45,101 5 59,207 $ 73,312 Market Range (Average) $ 41,124 $ 52,236 5 63,041 Tequesta FY Current - <proposed new classification> <Proposed> FY Range $ 42,154 5 54,800 $ 67 446 5treetsSuperintendent o es (comparable City/Town) (compareble position title) Min Mid Max Gulf Stream NC Highland Beach Maintenance Superintendent(Util/Wat) $ 42,000 $ 56,000 $ 70,000 Hypotuxo NC Indian RiverShores NC Juno Beach Public Works Supervisor S 40,765 $ 50,982 $ 61,200 Jupiter Island Public Works Operations Supervisor $ 42,001 $ 52,187 S 62,372 � Lake Park NC Lantana Street Maintenance & Sanitation Foreman $ 30,722 $ 36,982 $ 43,805 Manalapan NC Ocean Ridge NC Palm Beach Generel Maintenance Supervisor 5 46,400 $ 60,260 $ 71,107 Sewell's Point NC South Palm Beach NC Stuart NC Alt 1:Jupiter Public works Superintendent $ 52,136 $ 65,170 5 78,204 Alt 2: Palm Beach Gardens Streets Superintendent $ 45,101 5 59,207 5 73,312 Market Range (Average) $ 42,732 5 54,398 $ 65,714 Tequesta hY Current - ' <proposed new dassification> ... <Proposed> PY Range . $-:42,154 S�,.� 54,800 �:$ 6T,446 Detective / Investigafor (Poi9ce) o es (comparable City/Town) (compareble position title) Min Mid Max - Gulf Stream NC Highland Beach NC Hypoluxo NC Indian River Shores Public Safety Officer (Police/Fire/Paramec $ 40,131 $ 47,754 $ 54,050 Triple Certification (`Nearest Comparable) Juno Beach NC Jupiter Island NC Lake Park NC Lantana NC Manalapan NC Ocean Ridge NC Palm Beath Crime Scene Evidence / Prop. Specialist $ 31,724 $ 41,200 $ 48,616 SewelCs Point NC South Patm Beach NC Stuart Evidence & Crime Scene Tech $ 25,813 $ 32,042 $ 38,272 Fire Investigator: Min544.4k-Max576.4. Alt 1: Jupiter Crime Analyst $ 45,917 $ 57,397 $ 68,877 Alt 2: Palm Beach Gardens Crime Analyst & Records Supervisor 5 39,051 S 50,523 $ 61,994 Alt 3: North Palm Beach Sergeant, Detective Bureau $ 47,441 $ 59,355 $ 73,545 Market Range (Average) 5 38,396 5 48,045 5 57,559 - Tequesta..�� - FY Curreni $ 52,623 <same classification as Police Officer> � CurrentFY Range S 36,918 $�:.�47,994��.�5 59,069 Revised: 4/3/2006 Page 6 of 23 Vil/age of Tequest, FL SALARY SURVEY RESULTS Municipal Solutions, !Ic Classification Compensation Study Colin BaenzigerAssociates Executive AssistanY / Secretary (Admin) o es (comparable City/Town) (comparable position title) Min Mid Max Gutf Stream NC Highland Beach Assistantto Town Manager S 37,500 $ 50,000 $ 62,500 Hypoluxo NC Indian RiverShores Executive Secretary $ 27,455 5 33,633 $ 39,871 Juno Beach Administrative Assistant � $ 36,953 $ 46,218 $ 55,482 Jupiterlsland Executive Secretary(Admin) S� 35,328 S 43,890 S 52,837 Lake Park Administrative Assistant Current $35,727 annual Lantana Administrative Assistant II $ 33,883 $ 40,685 $ 48,256 Manalapan NC Ocean Ridge NC � Palm Beach Executive Assistant $ 40,605 $ 52,734 $ 62,226 SewelCs Point NC South Palm Beach NC Stuart Executive Sec to City Managers Office $ 36,317 $ 45,094 $ 53,872 Alt 1: Jupiter Administrative Assistant Sr $ 41,774 5 52,217 5 62,660 Alt 2: Palm Beach Gardens Executive Assistant to City Manager $ 46,279 $ 61,602 $ 76,925 Market Range (AVerage) $ 37,344 $ 47,347 �$ 57,174 Tequesta FY Curreni $ 36,918 ' Curhent FY Range 5 36,918 $ I' 47,994 $ 59,064 Communica#ions Sapervisor (Polace) o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Seach NC Hypoluxo NC Indian RiverShores NC Juno Beach Communications & Records Supervisor $ 38,859 $ 48,547 $ 58,235 Jupiter Island Public Safety Senior Dispatcher S 24,884 5 30,017 S 35,074 Lake Park NC Lantana Support Services Division Comm. $ 57,970 $ 70,408 5 89,773 Manalapan NC Ocean Ridge � Dispatch Coordinator $ 33,251 $ 37,845 $ 42,438 Palm Beach Telecommunicator5upervisor S 41,310 S 53,650 $ 63,307 SewelCs Point NC - South Palm Beach NC Stuart Master Police Dispatcher / Disp Super $ 33,758 $ 41,891 $ SQ024 � Att 1: Jupiter Communications Supervisor $ 47,990 S 59,989 S 71,987 . Alt 2: Palm Beach Gardens Communications Operator Manager $ 45,101 -$ 59,207 $ 73,312 _ Market Range (Average) $ 40,39Q $ 50,194 $ 60,519 iequesta F1'Current S ��44,775 Lurrent FY Range $.�� 35,307 $�� 46,413 5 57;124� �urrent Grade 11. Check comp factors, adjust if necessary. Accounting Mgr/ Accountant NI (SrAccounting Technician) (Finance) o es (comparable City/Town) (comparable position title) Min Mid Max Gutf Stream NC Highland Beach NC Accounting / Payroll Ofcr: 537.Sk-50k-62.Sk. Hypotuxo NC Indian River Shores NC Juno Beach Assistant Finance Director 5 57,388 $ 73,535 $ 89,682 . Jupiter Island NC Lake Park NC Lantana Accounting Manager $ 47,611 $ 57,845 $ 70,491 Manalapan NC � Ocean Ridge NC Palm Beach Accounting Supervisor $ 46,000 $ 50,740 $ 70,493 SewelCs Point NC South Palm Beach NC Stuart NC Purchasing Agent Min$44.2k - Max $65.4. Alt 1: Jupiter Accountant, Senior $ 47,990 $ 59,989 $ 71,987 Alt 2: Palm Beach Gardens Senior Accountant $ 43,000 $ 55,649 $ 68,297 Alt 3: North Palm Beach Director of AccouMing � $ 47,441 $ 59,355 $ 73,545 Market Range (Average) $ 48,238 $ 59,519�. $ � 74,083 Tequesta FY Current S 61,T98 Current FY Range $ - �:52,378 $ - �'��68,090��$ 83,804��. Revised: 4/3/2006 Page 7 of 23 Village of Tequesf, FL SALARY SURVEY RESULTS Municipal Solutions, ilc C/assificafion Compensafion Study Colin BaenzigerAssociates Executive Assistant! Secretary {Police) o es (comparable City/Town) (compareble position title) Min Mid Max Gulf Stream NC Highland Beach Administrative Assistant / Law Enf $ 28,500 $ 38,000 S 47,500 Hypoluxo NC Indian RiverShores Executive Secretary $ 27,455 $ 33,633 S 39,811 Juno Beach Administrative Assistant $ 36,953 S 46,218 S 55,482 Jupiterisland Executive Secretary(Admin) S 35,328 $ 43,890 S 52,837 Lake Park NC Lantana Administrative Assistantll $ 33,883 $ 40,685 $ 48,256 Manalapan NC � Ocean Ridge NC Palm Beach Administrative Assistant $ 34,449 $ 44,738 $ 52,791 SewelCs Point NC South Palm Beach NC Stuart Executive Sec to City Managers Office $ 36,317 $ 45,094 $ 53,872 Alt 7: Jupiter Administrative Assistant Senior S 41,774 $ 52,217 $ 62,660 Alt 2: Palm Beach Gardens Executive Assistant to the City Manager $ 46,279 $ 61,602 $ 76,925 Market Range (Averege) 5 35;b60 $ 45,120 $ 54 Tequesta FY Currenr 5 40,771 Current FY Range 5 36,918 $-47,994 5 59,069 Fire Captain o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Beach NC Contract with Detray Beach. Hypoluxo NC . Indian River Shores Public Safety Captain' $ 42,485 $ 54,168 $ 65,852 7riple Certification'unadjusted. Juno Beach NC Jupiter Island Public Safety Sergeant $ 43,112 $ 49,225 $ 54,977 Triple Certification *unadjusted. Lake Park NC Lantana NC Palm Beach County Fire/Rescue Manatapan NC Ocean Ridge NC Contrect with Boynton Beach FD. Palm Beach Admin. Lieutenant / Fire Prevention Office $ 62,935 5 76,268 $ 89,600 SewelCs Point NC South Palm Beath NC Stuart Battalion Chief $ 49,825 S 67,817 $ 85,810 Alt 1: Jupiter NC Alt2: Palm Beach Gardens Fire Captain $ 60,642 S 70,954 $ 81,266 Att 3: North Palm Beach Team Leader S 47,441 $ 59,355 S 73,545 Market Range (Average) $ 51��,073 5�62,964 $ 75,175 Tequesta FY Current $:: 68,487 (refiects the median) �- 3 employees in classification. Max salary $69.2k, Averege 567.1. - Current FY Range $ 41,329 5 54,8U0 S 69,434 Buitding P1ans Examiner9 Reviewer (CDD) o es- (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Beach Multi-line Inspector / Code Enf Officer S 42,000 $ 56,000 $ 70,000 Hypoluxo NC Indian RiverShores NC Juno Beach NC Jupiter Island Building Inspector / Plans Examiner $ 40,750 S 45,467 $ 50,185 Lake Park NC Lantana NC � Manalapan NC Ocean Ridge NC Palm Beach Combination Plan Reviewer $ 47,586 $ 67,800 5 72,924 Sewell's Point Building Inspector $23.00 / hr South Palm Beach NC Stuart Compliance Technician $ 28,413 $ 41,548 $ 54,683 Alt 1: Jupiter Chief Building Inspector 5 47,990 $ 59,989 $ 71,987 Alt 2: Palm Beach Gardens Chief Inspector / Chief Plans Examiner 5 45,101 $ 59,207 $ 73,312 Market Range (Average) $ 39,687 $ 51,204 $� 61,948 Tequesta FY:Current - <Proposed> Current FY Range 5 39,687 5 51,204 $; 61,948 �currentty contract position> Revised: 4/3/2006 Page 8 of 23 Village of Tequest FL SALARY SURVEY RESULTS Municipal Solutions, llc Classification Compensation Study Colin BaenzigerAssociates Viliage G!lerk o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream Town Clerk Current $63,950. Highland Beach Town Clerk $ 46,500 $ 62,000 $ 77,500 Hypoluxo Town Clerk / Assistant Administrator $ 41,000 $ 58,000 $ 75,000 Indian RiverShores Town Clerk $ 39,037 S 48,796 $ 58,556 Juno Beach Town Clerk $ �54,635 $ 69,988 $ 85,341 Jupiter Island Town Clerk / HR Manager 5 53,665 $ 64,874 $ 76,OS2 Lake Park NC � Lantana Town Clerk $ 47,611 $ 57,845 $ 70,491 Manalapan Town Clerk $ 41,000 5 58,000 $ 75,000 Ocean Ridge - Town Clerk - $ 46,788 $ 53,251 $ 59,715 �urrent: $63,000. Palm Beach Town Clerk $ 59,700 $ 77,533 S 88,823 SewelPs PoiM � Town Clerk Current $68,047. South Palm Beach NC Stuart City Clerk $ 46,288 S 57,517 S 68,746 Alt 1: Jupiter Town Clerk 5 66,642 $ 83,303 $ 99,694 Alt 2: Palm Beach Gardens City Clerk $ 70,145 $ 93,340 $ 116,535 Market Range (Average) 5��51;084 5�fi0,780 $ 79,290 Tequesta FY Current S 52,283 Curzent FY Range 5 52,378 $= 68,090 $ 83,804 Plant Operator il (Utility) ; o es (comparable City/Towo) (comparable position title) Min Mid Max Gulf Stream NC � Highland Beach Plant Operatorll $ 28,500 $ 38,000 $ 55,000 Hypoluxo NC Indian RiverShores NC Juno Beach Maintenance Worker II S 26,259 $ 32,824 5 39,388 �QaresY comparabte • recommentltake�out. Jupiter Island NC South Martin Regional Utility District - Private Lake Park NC Lantana Treatment Plant Operator $ 30,722 $ 36,982 $ 43,805 Manalapan NC Ocean Ridge NC Palm Beach Wastewater Operator I $ 43,130 $ 56,013 $ 66,096 SewelCs PoiM . NC � - South Palm Beach NC Stuart Plant Operator fif 1 Specialists $ 31,699 S 39,343 $ 46,987 Alt 1: Jupiter Water Plant Operator A $ 35,556 $ 44,445 $ 53,334 Alt 2: Palm Beach Gardens NC Alt 3: Lake Worth Treatment Operator A 5 46,613 5 50,326 $ 54,038 Market Range (Average) 5 34,640 $ 42;Sfi2 $ 51,235� tequesta FY Curren[ $ 38,360 CurrenttY $ �:33,846 $ � $ 54,154: Police Lieutenant (Palice} o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream Police Lieutenant Current $61,400. Highland Beach Police Lieutenant $ 42,000 $ 56,000 $ 70,000 � Hypoluxo NC Indian River Shores Public Safety Sergeant (Paramed) $ 43,273 $ 51,559 $ 58,402 Triple Certification Juno Beach Police Captain $ 54,635 $ 69,988 $ 85,341 Jupiter Island NC Lake Park NC Lantana Uniform Division Comm. $ 57,970 $ 70,408 $ 89,773 � Manalapan NC Ocean Ridge Lieutenant $ 48,125 $ 54,773 $ 61,421 Palm Beach Police Captain $ 65,207 $ 85,580 $ 104,524 SewelCs Point NC South Palm Beach NC Stuart Police Lieutenant $ 51,064 $ 65,343 $ 79,622 AIt 1: Jupiter Police Lieutenant Curre�t $81,396 an�ual. Att 2: Palm Beach Gardens Police Lieutenant �$ 57,403 $ 77,912 $ 98,420 Alt 3: North Palm Beach Public Safety Lieutenant � $ 54,414 $ 68,670 $ 85,135 Market Range (Average) $ �53,066 S 67,026 $ 8],404 Tequesta FY Current $ 77,635 - Recommend Exempt Current FY Range S :52,378 $�� 68,090 $; 83,804 Revised: 4/3/2006 Page 9 of 23 Village of Tequest, FL SALARY SURVEY RESULTS Municipal Solufions, Ilc Classification Compensation Study Colin BaenzigerAssociates Planner (CDD) o es (comparable City/Town) (comparable position titlej Min Mid Max Gulf Stream NC Highland Beach NC HypoWxo NC Indian River Shores NC Juno Beach PrintipalPlanner $ 47,224 $ 59,029 5 7Q835 Jupiter Island Director of Building Planning Fx Zoning $ 59,373 $ 75,445 $ 92,045 Building Official and Director are same person, multiple roles. Lake Park NC Lantana Community Planner $ 37,357 $ 44,907 5 53,810 Manalapan NC . Ocean Ridge Project Coordinator 5 38,493 $ 43,810 $ 49,127 Best Comparable. Palm Beach Planning Administrator $ 48,379 $ 63,830 $ 74,139 Sewell's Point NC South Palm Beach NC Stuart Plannerll 5 38,126 $ 47,549 $ 56,971 Alt 1: Jupiter Planner $ 41,774 $ 52,217 $ 62,660 Alt 2: Palm Beach Gardens Planner $ 39,051 S 50,523 S 61,994 Market Range (Average) $ 43,722 $ 54,664 $ 65,198 Tequesta FY-Current - � � wacant> � CurrentkY Range - $ 35,703�. $ 46,413 S 57,124� Plant Operator l(Utility) o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Beach Water Plant Operator C $ 28,500 5 38,000 $ 47,500 � Hypoluxo NC Indian River Shores NC Juno Beach Maintenance Workerll $ 26,259 $ 32,824 5 39,388 nearestcomparable Jupiter Island NC South Martin Regional Utility District - Private Lake Park NC Lantana Treatment Plant Operator 5 30,722 5 36,982 5 43,805 Manalapan NC Ocean Ridge NC Palm Beach Wastewater Operetor I S 33,837 $ 43,944 $ 51,854 SewelCs Point NC South Palm Beach NC Stuart Plant Operatorl $ 28,704 5 35,651 $ 42,598 Alt 1: Jupiter Water Plant Operator C 5 34,144 $ 39,264 $ � 47,116 Alt 2: Palm Beach Gardens NC Market Range (Average) 5 30,36t S 37,778 5 45,377 Tequesta FY Current 5 45,889 =" highest paid position CurrentFY Range $ 30,853 $- 39,758 $ 48,933 Chief Water Plant Operator o es (compareble City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Beach Water Plant Superintendent 5 42,000 $ 56,000 $ 70,000 Hypoluxo NC Indian River Shores NC Juno Beach Public Works Supervisor -$ 40,765 $ 50,982 $ 61,200 Jupiter Island NC South Martin Regional Utility District - Private Lake Park NC Lantana Chief Water Plant Operator $ 37,814 $ 47,216 $ 56,992 Manalapan NC Ocean Ridge NC � Palm Beach Water Resources Division Manager $ 62,835 $ 79,564 $ 96,292 SewelCs Point NC South Palm Beach NC Stuart WVJTP Plant Operator III $ 31,699 $ 39,343 $ 46,987 Alt 1: Jupiter Utility Facilities Manager $ 56,281 $ 70,352 S 84,422 Alt 2: Palm Beach Gardens NC Market Range (AVerage) � 5 45,232 $ 57,243 $ 69,31b Tequesta hY Current � � $ ��68,935 Current FY Range 5 42,154 5 54,800 S 67,446 Revised: 4/3/2006 Page 10 of 23 Village of Tequest, FL SALARY SURVEY RESULTS Municipal Solutions, llc Classification Compensation Study Colin Baenziger Associates Fire6ighter-Patamedic o es "* Note: all firefighters can receive various certifications and (comparable CtityJTown) (comparable position title) Min Mid Max corresponding pay increases."' Gulf Stream NC Highland Beach NC Contract with Delray Beach. Hypoluxo NC Indian River Shores Public Safety Officer II (Paramed) S 40,131 $ 47,754 $ 54,050 Tnple Certification - � Juno Beach NC � Jupiter Island NC Lake Park NC Lantana NC � Palm Beach County Fire/Rescue. Manalapan NC Ocean Ridge NC Contract with Boynton Beach FD. Palm 8each Firefighter - Paramedic 5 49,489 $ 59,973 S 70,457 . Sewell's Point NC - South Palm Beach NC �. Stuart Firemedic / Relief Paramedic $ 4Q404 $ 54,938 $ 69,472 Alt 1: Jupiter NC qlt 2: Palm Beach Gardens Firefighter / Firemedic $ 46,238 $ 55,606 S 65,973 Alt #: North Palm Beach Public Safety Officer(Fire / Varamedic) $ 45,167 $ 56,430 $ 69,971 Market Range (Average) $ 44,286 S 54,940 �S 55,985�� Tequesta F! Current $ 44,869 (reflects the median) ' 5 employees in this classification. Max551.6k, Avg$43.8k. Current FY Range S '38,360 5 I 51,170 $ 63,849 ' Police 5ergeant (Potice) o es (comparable City/Town) (comparable position title) Min Mid Max Gutf Stream Police Sergeant $ 56,500 Highland Beach NC Hypoluxo NC Indian River Shores Public Safety Officer Sergeant (Paramed) $ 43,273 $ 51,559 $ 58,402 Triple Certification Juno Beach Police Sergeant S 49,224 $ 61,029 $ 72,535 Jupiterlsland � Police Sergeant $ 43,112 $ 49,225 $ 54,977 Lake Park NC Lantana Marine Safety Manager $ 49,982 $ 60,715 5 74,006 Manatapan NC � Ocean Ridge Sergeant 5 43,651 5 48,354 $ 53,058 Palm Beach Police Sergeant $ 53,947 $ 70,062 $ 82,673 SewelCs Point NC South Palm Beach NC �Stuart Police Sergeant $ 56,098 5 65,177 $ 74,256 Alt 1: Jupiter Police Sergeant $ 46,097 $ 60,155 $ 74,213 Att 2: Palm Beach Gardens Police Sergeant S 63,727 S 68,750 S 73,772 � Alt 3: North Palm Beach Public Safety Sergeant $ 47,441 $ 59,355 $ 73,545 Market Range (Average) $ 50,277 $ 59,438 $ 69,774 Tequesta FY Current 5 60,512 < Current FY Range S 45,566 $' S9,235 $ 72,906' Pubdic Works Crew Leader (Utilities) o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream - NC Highland Beach Utilities Foreman $ 33,000 $ 44,000 $ 55,000 Hypoluxo NC Indian RiverShores NC Juno Beach Public Works Grounds Technician S 30,388 $ 38,012 $ 45,635 Jupiter Island Public Works Foreman $ 25,338 $ 31,971 $ 39,509 Lake Park NC Lantana Street Maintenance & Sanitation Foreman 5 30,722 5 36,982 5 43,805 Manalapan NC Ocean Ridge NC Pafm Beach Supervisorl / Streets $ 35,386 $ 45,956 5 54,228 SewelCs Point NC South Palm Beach NC Stuart Stormwater Specialist $ 28,870 $ 35,849 $ 42,827 Alt 1: Jupiter Water Plant Operator A - $ 35,556 $ 44,445 $ 53,334 � Alt 2: Palm Beach Gardens Maintenance / Chief Lead Worker 5 32,550 5 41,646 $ 50,741 Market Range (Average) $. 31,476 $ 39,858 $ 48,135 7equesta FYLurrent $ 43,852 Current FY Range $ 33,005 $ 42,907 $ 52,008 Revised: 4/3/2006 Page 11 of 23 Village of Tequest, FL SALARY SURVEY RESULTS Municipal Solutions, llc Classification Compensation Sfudy Colin BaenzigerAssociates Recreation Program Supervisor (Parks & Recreation) o es (comparabte City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Beach NC Hypoluxo NC Indian River Shores NC - Juno Beach NC Jupiter Island NC Lake Park NC Lantana Sports Complex Manager $ 39,270 $ 47,216 5 56,992 Manalapan NC Ocean Ridge NC Palm Beach Recreation Supervisor I $ 34,103 5 44,290 $ 52,262 Rec Super II: 47.9k - 62.2k •73,4 SewelCs Point NC South Palm Beach NC Stuart Parks & Recreation Asst Director $ 46,289 $ 57,517 $ 68,746 _ Alt 1: Jupiter Recreation Activities Supervisor $ 41,525 $ 49,977 S 58,530 , Alt2: Palm Beach Gardens Recreation Supervisor 5 32,048 $ 41,545 $ 51,041 Alt 3: North Palm Beach Recreation Programs Supervisor $ 32,169 $ 40,184 $ 48,958 Market Range (Average) S 37,567 $ 46,785 5 56,088 Tequesta FY Current $ 28,800 <proposed dassification, > - Current FY Range . $ �38,301 $ ' $. _67�,281 Fire Lieutenant o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Beach NC Contrect with Delray Beach. HypoWxo NC Indian River Shores Public Safety Officer Sergeant (Paramed) $ 43,273 S 51,559 S 58,402 Triple Certification Juno Beach NC Jupiterlsland Police Sergeant $ 43,112 5 49,225 5 54,977 Lake Park NC Lantana (Palm Beach County Fire/Rescue) Manalapan NC Ocean Ridge NC Contract with Boynton Beach FD. Palm Beach Fire-Reswe LieutenanC $ 55,598 $ 67,377 5 79,156 " Does not indude Paramedic Certification. SewelCs Point NC South Palm Beach NC Stuart Fire Lieutenant $ 45,032 $ 60,853 $ 76,674 50 hour week x hourly Alt 1: Jupiter NC Att 2: Palm Beach Gardens Fire Lieutenant 5 55,129 5 64,504 $ 73,878 Alt 3: North Palm Beach Public Safety Lieutenant 5 54,914 $ 68,670 $ 85,135 Market Range (Average) � $ 49,510 $ 60,365 S 71,370� Tequesta FY Gurrent $ 46,565 (reflects the'median) : 3 employees in this classification. Max$581k, Avg$49.9. . Curtent F1' Range S 45,566 5-� 60,969 $< Z6,371 Combined range of 18 and 19. Accounting Clerk li (Finance) o eg (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Beach Accounting Clerk/Admin Assistant 5 24,000 $ 32,000 $ 40,000 Hypoluxo NC Indian RiverShores NC Juno Beach Finance Technician $ 31,977 $ 39,971 $ 47,965 Jupiter Island NC Lake Park Accountant Clerkl $ 20,132 $ 24,229 S 28,326 Lantana Accountantll 5 37,357 $ 44,907 $ 53,810 Nanalapan NC Ocean Ridge NC Palm Beach Accounting Assistant S 33,535 $ 43,553 $ 51,392 Office Asst III: $31.9k-41.4k-48.8k Sewefl's Point NC South Palm Beach NC Stuart Fiscal Assistant II $ 27,061 $ 33,613 $ 40,165 Alt t: Jupiter Accounting Clerk $ 27,266 $ 34,083 $ 40,900 Alt 2: Palm Beach Gardens Finance / Accounting Technician 5 26,446 $ 33,911 $ 41,376 Market Range (Average) $ 28�,472 S 35,783 5 42,992 - Tequesta FY Current $ 40,000 .�� Curcent FY Range $�� 29,340 S.� 38,142 �$ 4b;944 Revised: 4/3/2006 Page 12 of 23 Village oiTequest, F� SALARY SURVEY RESULTS Municipal Solutions, uc Classification Compensation Study Colin Baenziger Associates Utility Seruice Technician il ! Maintenance Worker [I (Utilities) Q QS (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Beach WaterPlant OperatorC $ 28,500 S 38,000 $ 47,500 Hypoluxo NC Indian RiverShores NC Juno Beach Pubtic Works Grounds Technician $ 30,388 $ 38,012 S 45,635 � Jupiter Island NC South Martin Regional Utility District - Private . Lake Park NC Lantana � System Service Workerll 5 30,722 $ 37,263 5 45,098 Manalapan NC Ocean Ridge Maintenance Worker 5 31,668 $ 36,043 $ 40,417 � Palm Beach Water / Wastewater Operator III $ 43,130 $ 54,613 S 66,096 Most comparable other= Mechanic 11:541.Sk-54k-63.7k Sewell's Point NC South Palm Beach NC - Stuart Maintenance Mechanic $ 26,062 S 32,781 $ 39,499 Alt 1: Jupiter Water Plant Operator A $ 35,556 $ 44,445 $ 53,334 Alt 2: Palm Beach Gardens NC Market Range (Average) $ 32,290 5 40,4G5 $ 48,226 Tequesta FY Current $ 45,845 Highest paid. Longevity. GurrentfY Range 5 19,340 5- 38,142 $ < 46,944 Customer Service Representative Ii� / Supervisor (Utility / Financej o es (comparable City/Town) (compareble position title) Min Mid Max Gulf Stream NC Highland Beach Accounting / Payroll Officer $ 37,500� $ 50,000 $ 62,500 Hypoluxo NC Indian RiverShores Public Works / Grounds Supervisor $ 40,764 5 50,982 5 61,200 Juno Beach Finance Technician $ 31,977 $ 39,971 $ 47,965 Jupiter Island NC South Martin Regional Utility District - Private Lake Park NC Lantana Accountantll $ 37,357 S 44,907 $ 53,810 Manalapan NC Ocean Ridge NC Palm Beach Accounting Assistant 5 33,535 5 43,553 $ 51,392 SewelCs Point NC � South Palm Beach NC Stuart Customer Service Supervisor $ 32,937 $ 40,889 $ 48,841 Alt t: Jupiter Customer Service Coordinator 5 35,556 $ 44,445 $ 56,664 Alt 2: Palm Beach Gardens NC � Market Range (Average) S 35,fi61 S 44,964 $ 54,624� Tequerta F1' Current $ 39,392 CurrentFY Range $ 36,918 $ ��47,994 $' S9,069-: Executive Assistani / Secretary (Fire) o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Beach NC Hypoluxo NC Indian RiverShores � Executive Secretary $ 27,455 $ 33,633 $ 39,811 � Juno Beach NC Jupiterlsland Executive Secretary $ 35,328 $ 43,890 $ 52,837 Lake Park Administrative Assistant Current $35,727 annual. Lantana Administrative Assistant II $ 33,883 $ 40,685 $ 48,256 Manalapan NC Ocean Ridge NC Contract with Boynton Beach FD. - Palm Beach Office Manager $ 36,655 $ 47,604 $ 56,127 SewelCs Point NC South Pafm Beach NC Stuart Executive Administrative Secretary $ 31,387 5 38,969 5 46,550 Alt 1: Jupiter Senior Administrative Assistant $ 47,774 $ 52,217 S 62,660 Alt 2: Palm Beach Gardens Exec Assistant to the City Manager $ 46,279 $ 61,602 $ 76,925 Market Range (Average) $ 36,9��09 $ 45,594 $ 54,738 Tequesta FY Current 5 56,736 Current FY Range S 36,918 5'47,994 5; 59,069 Revised: 4/3/2006 Page 13 of 23 Viliage of Tequest, FL SALARY SURVEY RESULTS Municipal Solutions, ►Ic Classification Compensation Study Colin Baenziger Associates P�anning Assistant:(CDD) o es . (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Beach NC Hypoluxo NC Indian River Shores Clerkll 5 23,440 5 27,542 $ 31,644 Juno Beach Planning Technician 5 31,977 $ 38,471 $ 44,965 Jupiterlsland (Building) Permitting Cferk $ 27,004 5 33,517 $ 40,029 Lake Park NC Lantana NC - Manalapan NC Ocean Ridge NC Palm Beach Administrative Aide (Planning) $ 36,655 5 47,604 5 56,172 SewelCs Point NC South Palm Beach NC Stuart Plannerl $ 34,590 $ 42,942 $ 51,293 Alt 1:Jupiter Planning Technician S 33,483 $ 41,854 S 50,225 Alt 2: Palm Beach Gardens Planning Technirian $ 30,647 S 39,569 $ 48,491 � Market Range (Averege) S 31,114 $ 38,785 $ 46 1'-07 __ _. ..- - � -. � Tequesta FY Current <Proposed> Current FY Range $ 30,583 $'- 39,758 5 48,933 Field / Service Technician i/ Maintenance Workert (Utility) o es._ (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Beach UtilityMaintenance Worker $ 24,000 $ 32,000 $ 40,000 Hypoluxo NC Indian River Shores NC Juno Beach Maintenance Workerl $ 23,824 $ 29,806 $ 35,788 Jupiter Island NC South Martin Regional Utility District - Private Lake Park Maintenance Workerll $ 21,000 $ 24,500 $ 28,000 Lantana System Service Workerl 5 25,210 $ 30,056 $ 34,882 Manalapan NC Ocean Ridge Maintenance Worker S. 31,668 $ 35,081 $ 38,493 Palm Beach Equipment Operatorl/ Mechanicl $ 33,127 $ 43,022 $ 50,766 SewelCs Point NC South Palm Beach NC Stuart Stormwater Specialist $ 28,870 $ 35,849 $ 42,827 Alt 1: Jupiter Utility Worker 5 27,266 $ 34,083 $ 40,900 Alt 2: Palm Beach Gardens Maintenance Techl $�24,333 $ 30,001 $ 35,668 Market Range (Average) $ 26,589 $ 32,71�1 $ 38,592 Tequesta FY Curreni $ 42,313 Highest paid. Longevity. � Current FY Range $ 25,970 $��33,761 $-- - . 41,553� Field / Service SupervisoN Technician Bt (Stormwa#er8� Uti[ities) o es (compareble City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Beach Utility Maintenance Foreman $ 33,000 5 44,000 $ 55,000 Hypoluxo NC Indian River Shores NC � Juno Beach Publit Works Supervisor $ 40,764 $ 50,982 $ 61,200 Jupiter Island Public Works Operetions Supervisor 5 42,001 $ 52,187 5 62,372 Lake Park NC Lantana Street Maintenance & Sanitation Foreman $ 30,722 S 36,982 $ 43,805 Manalapan NC Ocean Ridge NC Palm Beach General Maintenance Supervisor S 46,400 $ 60,260 $ 71,107 No Stormwater Division - most comparable. Sewell's Point NC South Palm Beach NC Stuart Instrumentation Tech $ 38,501 $ 43,919 S 49,338 Alt 1: Jupiter Utility Worker Coordinator $ 35,556 $ 44,445 $ 53,334 Alt 2: Palm Beach Gardens StreetsSuperintendent $ 45,101 5 59,207 $ 73,312 Market Range (Averege) $ 39�,006 $ 48,998� $ 58,683 Tequesta FY Current S 51,663 Gurrent FY Range 5 42,954 5 54,800 S 67,446 Revised: 4/3/2006 Page 14 of 23 Village ofTequest, FL SALARY SURVEY RESULTS Municipal Solutions, llc Classificafion Compensation Study Colin Baenziger Associates Buiiding lnspector (CDD.) o es (comparable City/Town) (comparable position title) Min Mid Max � Gulf Stream NC -� Highland Beach Multi Line Insp/Code Enf Officer $ 42,000 $ 56,000 5 70,000 � � Hypoluxo Building Official $ 24,000 $ 33,500 $ 43,000 Indian River Shores Code Compliance Officer II 5 36,953 $ 46,218 S 55,482 Juno Beach NC Jupiter Island Building Inspector / Plans Examiner $ 40,750 $ 45,467 S 50,185 Lake Park � NC Lantana Occupancylnspector 5 30,722 $ 37,263 $ 43,805 Manalapan NC Ocean Ridge Building Official $ 40,419 $ 44�,774 $ 49,129 Palm Beach Buildinglnspector (Combination) $ 42,401 $ 55,066 5 64,975 SewelCs Point NC South Palm Beach NC - Stuart Public Workslnspector $ 36,317 5 44,200 $ 53,872 Alt 1:Jupiter Buildinglnspector � $ 39,707 $ 49,626 $ 59,551 Alt 2: Palm Beach Gardens Buildinglnspectorll S 39,051 $ 50,523 S 6t,994 Market Range (Average) $. 37,23�1 5 46,264 $ 55.,200� Tequesta FY Current <currently contracted> �Proposed> Curcent FY Range $ .37,231 $ i 46,264 'S 55,200� No currentsalary range. Parks Foreman! Maintenance Supervisor (Parks & Recreation) o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Beath NC Hypoluxo NC Indian River Shores Building @ Grounds Maintenance $ 23,162 $ 27,795 S 32,427 Juno Beach Maintenance Workerll $ 26,259 $ 32,824 $ 39,388 Jupiter Isfand NC Lake Park Crew Chief / Lead Worker $ 24,000 $ 29,500 $ 35,000 Lantana Grounds / Building Maint. Foreman $ 30,722 $ 36,982 S 43,805 Public Grounds & Forestry Manager $43.8k-56.9k. • Manalapan NC Ocean Ridge NC Palm Beach Parks Supervisor l $ 31,632 5 41,081 $ 48,475 Street / Parks Supervisor-545k-59k-69k SewelCs Point NC South Pafm Beach NC Stuart NC Alt 1: Jupiter Pubtic Works Field Crew Supervisor $ 33,483 5 41,854 $ 50,225 Alt2: Palm Beach Gardens Maintenance V/ Chief Lead Worker 5 32,550 $ 41,646 $ 50,741 Market Range (Average) S 28,830 $ 35,955 $ 42,8fi6� Tequesta FY.CurrenC 5 49,368 '�� '� longevity. Look at redassifying. Curcent FY Range 5 29,340 $�; 38,142 � 46,944'�: Potice Officer (Patice) o es (comparable City/Town) (comparable position title) Min Mid Max _ Gutf Stream Police Officer S 35,200 5 43,850 $ 52,500 Highland Beach Police Officer 5 35,000 $ 45,000 5 55,000 � HypoWxo NC Indian River Shores Safety Officer I(Police / Fire / EMT) $ 37,781 5 45,404 $ 51,700 Triple Certification Juno Beach Police Officer $ 38,859 S 48,547 $ 58,235 Jupiter Island Public Safety Officer (Fire-PoI-EMS) S 36,692 $ 45,753 $ 54,556 `combined Fire / Police Lake Park NC Lantana Marine Safety Officer 5 33,883 $ 40,685 $ 48,256 Manalapan NC Ocean Ridge Officer $ 39,593 $ 45,062 $ 50,531 � Palm Beach Police Officer $ 46,003 $ 59,744 $ 70,498 Sewell's Point NC South Palm Beach Police Officer $ 34,500 $ 42,442 $ 50,384 Stuart Police Officer $ 36,005 5 49,171 $ 62,338 Alt 1:Jupiter Police Officer $ 38,463 $ 50,463 $ 62,462 Alt 2: Palm Beach Gardens Police Officer (Certified) S 40,675 5 54,785 $ 68,894 Market Range (AVerage) 5 37,721 $ 47,576 $ 57,1-T3 Tequesta FY Current 5 40,893 (reflects median) 17 employees in this dass. High $55.9k, w$1,500 incentive pay. CurzenttY Range 5 3b,918 $'�47,994 59,069� Average: 541, 638 Revised: 4/3/2006 Page 15 of 23 Village of Tequest, FL SALARY SURVEY RESULTS Municipal Solutions, llc Classification Compensation Study Colin BaenzigerAssociates Accounting Clerki (Finance) o es , _ (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC � Highland Beach Accounting Clerk / Admin Assistant $ 24,000 $ 32,000 5 40,000 Hypoluxo NC +- Indian River Shores Clerk I $ 19,550 $ 22,971 S 26,392 �heck this...may be p/t position Juno Beath Office Assista�t / Receptionist $ 23,824 $ 29,806 $ 35,788 Jupiter Island NC Lake Park Accountant $ 32,000 $ 38,500 $ 45,000 Lantana Acct Asst / Accountantl 5 25,210 $ 35,495 $ 45,781 Combined renge. � Manalapan NC Ocean Ridge NC Palm Beach Accounting Clerk $ 29,897 5 38,837 $ 45,816 Sewell's Point NC South Palm Beach NC Stuart Fiscal Assistant I 5 25,813 $ 32,042 5 38,272 Alt 1: Jupiter Accounting Tech Sr $ 33,483 $ 41,854 $ 50,225 Alt 2: Palm Beach Gardens Accountant $ 35,297 $ 45,676 $ 65,055 Market Range (Average) 5 27,675 5 35,242 $ 43,592 Teques[a - FY Current � S -- .- Current FY Range �. $ 25,970 5.�'33,751 -$- ��41�,553 AdministrativeAssistant/Secretary'(CDD) o es: (comparable City/Town) (compareble position title) Min Mid Max Gulf Stream NC Highland Beach Administrative Secretary $ 19,000 5 26,000 $ 32,500 Hypoluxo NC IndianRiverShores AdministrativeAssistant $ 23,162 $ 27,795 5 32,427 . Juno Beach Administrative Secretary 5 33,565 $ 41,929 5 50,294 Jupiter Island Administrative Secretary 5 33,059 $ 36,560 $ 41,277 _ Lake Park Administrative Secretary $ 25,000 $ 30,000 5 35,000 Lantana Administrative Secretary S 25,210 5 30,056 $ 34,882 Manalapan NC � Ocean Ridge NC Palm Beath Office Assistant III $ 33,120 $ 43,103 $ 50,755 Most comparable. Sewell's Point NC South Palm Beach NC Stuart Executive Administrative Secretary 5 31,387 $ 38,969 5 46,550 Alt 1: Jupiter Administrative Secretaty $ 31,411 $ 39,264 $ 47,116 Alt 2: Palm Beach Gardens Administrative Assistant $ 37,174 $ 48,127 5 59,080 Market Range (Average) 5 29 $ 36,180 $ 42,988 Tequesta FY CurrenY $ 44,357 CurrentFY Range $ 28,104 5 36,534 $ 44,956 Hu€nan Resources I Personnet Speciatist (Finance) o es (comparable City/Town) (comparable position title) Min Mid Max ropos rep acemen � or e ��rec or Gulf Stream NC Highland Beach NC Acct / Payrotl Officer: $37.Sk-SOk-625k. Hypoluxo NC Indian River Shores NC Juno Beach NC Jupiter Island Town Clerk / HR Manager $ 53,665 $ 64,874 $ 76,082 Lake Park NC Lantana Human Resources / Administrative Asst $ 29,266 S 35,235 5 41,621 Manalapan NC Ocean Ridge NC . Palm Beach Human Resources Analyst $ 41,714 S 54,174 $ 63,925 HR Assistant: $34Ak-44Jk-52.8k , SewelCs Point NC � South Palm Beach NC Stuart Human Resources Specialist 5 36,317 $ 45,094 $ 53,872 Payroll Specialist: Min$25.8k - Max$38.3. Alt 1: Jupiter Human Resources Analyst $ 43,846 5 54,808 $ 65,769 Alt 2: Palm Beach Gardens Human Resources Generalist 5 46,279 $ 61,602 $ 76,925 Alt 3: North Palm Beach Human Resources Manager $ 40,942 5 51,124 $ 63,472 Market Range (Averege) $ 41�,778 $ 52,416 S 63,095 Tequesta ' FY Gurrent - . � � <Proposed> Current FY Range 'S ��35,703 5��-46,413 �S- �'-57,124 Proposed replacementforthe HR Director Revised: 4/3/2006 Page 96 of 23 Village of Tequest, FL SALARY SURVEY RESULTS Municipal Solutions, Ilc Classification Compensation Sfudy Colin BaenzigerAssociafes RiskManagementSpecialist o es (comparable City/Town) (comparable position title) Min Mid Max � Gulf Stream NC Highland Beach NC Hypoluxo NC Indian RiverShores NC Juno Beach NC Jupiter Island Finance Director 5 73,938 5 92,422 $ 110,907 � Lake Park NC Lantana NC Manalapan NC � Ocean Ridge NC - Palm Beach Risk Manager $ 49,172 $ 63,860 $ 75,355 Risk Asst: Min531,574-Max548,385. SewelCs Point NC South Palm Beacb NC Stuart Risk & Emergency Management Coord S 41,993 $ 52,179 $ 62,364 Alt 1: Jupiter NC Alt 2: Palm Beach Gardens Risk Management / Training Coordinator $ 43,000 $ 55,649 $ 68,297 Market Range (Average) $ - 52,026 5 66,027 $ 79,231 7equesta FY Current S b0,590 `<former employee salary FT equivalent. Current FY Range $ 45,566 $ 59,235 $ 72,906 Fietd Technician Worker / Laborer) (Uti'lities) ; � �S �(comparable City/Town) (comparable position title) Min Mid Max Gulf Stream Maintenance Person Current $32,725 Highland Beach Maintenance Worker $ 19,500 $ 26,000 $ 32,500 Hypoluxo NC � Indian River Shores Building & Grounds Maintenance $ 23,162 $ 27,795 $ 32,427 Juno Beach Maintenance Workerl $� 23,824 S 29,806 5 35,788 Jupiter Isla�d NC South Martin Regional Utility District - Private Lake Park Maintenance Workerll 5 21,000 $ 24,500 S 28,000 Lantana Systems Service Worker � $ 25,210 $ 30,046 $ 34,882 Manalapan NC Ocean Ridge Maintenance Workerl $ 31,668 $ 36,043 $ 40,417 Palm Beach Laborerll(Water & Parks) 5 25,424 $ 33,019 $ 38,962 SewelCs Point NC South Palm Beach NC Stuart Utility Service Worker l $ 20,405 $ 25,334 $ 30,264 Alt 1: Jupiter Utility Worker 5 27,266 $ 34,083 S 40,900 Alt 2: Palm Beach Gardens Maintenance Techl $ 24,333 $ 30,001 5 35,668 Market Range (Average) 5 24,179 S 29,663 $ 34,981 Tequesta FY Current S 31,184 Current FY Range $ 22,291 $ I28,978 .$ 35,666� Firefighter o es � (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Beach NC Contract with Delray Beach. Hypoluxo NC Indian River Shores Safety Officer I(Police / Fire / EMT) $ 37,781 $ 45,404 5 51,700 Triple Certification Juno Beach NC Jupiter Island Public Safety Officer (Fire-PoI-EMS) $ 36,692 $ 45,753 $ 54,556 `combined Fire / Police Lake Park NC Lantana (Palm Beach County Fire/Rescue) Manalapan NC Ocean Ridge NC Contract with Boynton Beach FD. Palm Beach Firefighter/ EMT $ 43,842 S 53,130 $ 62,418 SewelCs Point NC South Palm Beach NC Stuart Firefighter / Relief Paramedic $ 34,866 S 52,169 $ 69,472 Alt 1: Jupiter NC Alt 2: Palm Beach Gardens Firefighter / Firemedic $ 46,238 $ 55,506 $ 64,973 Alt 3: North Palm Beach Firefighter $ 40,942 $ 51,124 $ 63,472 Market Range (Average) $ 40,060 $ 5Q514 S 61;098 � � Tequerta � �� FY Current $ 3b,005 �represents the median) �� :�� Grades 9-12. Highest paid FF $45k. Combines min range FF and max : Current FY Range S 33,005 5�< �.- 46,037 5 -�- 59,069 range FFII. Average $37,871. Revised: 4/3/2006 Page 17 of 23 Village of Tequest, FL SALARY SURVEY RESULTS Municipal Solutions, Ilc Classification Compensation Study Colin Baenziger Associafes Communications Offacer (Police) o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC � Highland Beach NC Hypoluxo NC Indian River Shores NC . Juno Beach Communications 8 Records Specialist $ 33,565 $ 45,900 $ 58,235 Jupiterlsland Public Safety Dispatcher $ 29,362 $ 35,597 5 42,196 Lake Park NC Lantana Police Dispatcher 5 29,266 5 35,235 $ 41,621 Manalapan NC Ocean Ridge Dispatther $ 30,160 $ 34,326 5 38,493 Palm Beach Telecommunicator $ 34,950 $ 45,390 $ 53,560 SewelCs Point NC South Palm Beach Police Officer 5 34,500 $ 42,442 $ 50,384 Stuart Dispatcher $ 32,115 $ 39,894 5 47,674 Alt 1: Jupiter Communications Offiter $ 34,152 $ 41,851 $ 49,549 Alt 2: Palm Beach Gardens Emergency Communication Operator $ 37,228 5 43,937 $ 50,645 Market Range (Average) 5 32,81t $ 40,508 5 48,040 Tequesta FY Gurrent � $.� 33,969 (representr the median) -�'�� 8 employees in this dassification. Average $33,672. Curtent FY Range � $ 33,84b $�:��.43,999 �$. �� . 54,754� Current Grade 70. Check comp factors, adjust if necessary. (Occupationat) Licensing Cterk (CDD)< o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Beach NC Hypoluxo NC Indian River Shores NC Juno Beach Code Compliance Officer I $ 33,565 $ 41,929 $ 50,294 Jupiter Is(and NC Lake Park NC Lantana � Pertnit & Licensing Technician S 25,210 $ 30,056 $ 34,882 Manalapan NC Ocean Ridge NC � Palm Beach UNK Sewell's Point NC South Palm Beach NC Stuart Planning / Occupational Licensing Tech $ 29,890 5 37,107 $ 44,325 Alt t: Jupiter Oaupational License Technician $ 25,194 $ 37,493 $ 37,791 Alt 2: Palm Beach Gardens Occupational Licensing Specialist $ 29,124 $ 34,286 $ 45,438 Alt 3: North Palm Beach Permit & Licensing 7echnician $ 26,428 $ 33,036 $ 39,968 Market Range (Average) 5� 28,235 5 34 $ 42,116 Tequesta �' � �F1'Current , 5 '35,000 - ,... Current FY Range $��28,235 5-34,b51 $ 42,t15 No current Grade assigned. {8ui(ding) Permit Technician (CDD) ' o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Beach Building Sec/Permit Clerk $ 24,000 $ 32,000 $ 40,000 Hypoluxo NC - Indian River Shores NC Juno Beach . Code Compliante Officer I $ 33,565 $ 41,929 $ 50,294 P�anning Tech Min$31.9 - Max$47.9k Jupiter Island (Building) Permitting Clerk $ 27,004 5 33,517 $ 40,029 Lake Park Lantana Permit & Licensing Technician $ 35,568 5 43,410 $ 51,251 Manalapan NC Ocean Ridge NC Palm Beach Development Review Specialist $ 33,120 $ 43,013 $ 50,755 SewelL's Point NC South Palm Beach NC Stuart Permit Technician $ 25,813 $ 32,042 S 38,272 Alt 1: Jupiter Building Permit Technician $ 27,266 $ 24,083 $ 40,900 Alt 2: Palm Beach Gardens Permits Technician - $ 26,445 $ 33,911 5 41,376 Market Range (Average) 5 29,098� $ 35,488 $ 44,11��0 "fequesta FY Current $ .�� 35,000 . � CurrentFl(Range $- 29.098 5'35,488 5: qq��}0 No current Grade assigned. Revised: 4/3/2006 Page 18 of 23 Village ofTequest, FL SALARY SURVEY RESULTS Municipal Solutions, Ilc Classificafion Compensation Study Colin Baenziger Associates Administrative SecretaryJ Assistamt (Parks 8 Recreation) -= o es (comparable City/Town) (comparabte position title) Min Mid Max Gulf Stream NC Highland Beach Administrative Secretary $ 19,000 5 26,000 $ 32y500 Hypoluxo NC � Indian River Shores Administretive Secretary 5 23,162 $ 27,795 5 32,427 Juno Beach Administrative Secretary $ 33,565 $ 41,929 5 50,294 Jupiter Island Administrative Secretary (Bldg/Util) $ 33,059 $ 36,560 $ 41,277 Lake Park Administrative Secretary $ 25,000 $ 30,000 $ 35,000 Lantana Administrative Secretary $ 25,210 $ 30,056 $ 34,882 � Manalapan NC Ocean Ridge Projed Coordinator $ 38,493 $ 43,510 $ 49,127 � Palm Beach Office Manager 5 37,486 5 48,683 5 57,446 Registration Clerk: $21.3k-22.4k-23.5k SewelCs Point NC South Palm Beach NC Stuart Division Secretary S 25,813 5 32,042 5 38,272 Att 1: Jupiter Administrative Secretary $ 31,411 $ 39,264 $ 47,116 '� Alt 2: Palm Beach Gardens Administrative Assistant 5 37,174 5 48,127 $ 59,080 Market Range (AVerage) S 29,943 $ 36,752 $ 43,402� Tequesta . . FY Curren[ 5`� 77,680 New position. Salary based on Hourty rate of Office Asst position. :CurrentfY Range S :.28,104 5 ' 36,534 $ ��44,966� Administraiive'Secretary / Assistant (Admin)' o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Beach Administrative Secretary � $ 19,000 5 26,000 $ 32,500 Hypoluxo NC Indian RiverShores Administrative Secretary $ 23,162 S 27,795 $ 32,427 Juno Beach Administrative Secretary $ 33,565 $ 41,929 $ 50,294 Jupiterlsland Executive Secretary (Admin) 5 35,328 $ 43,890 $ 52,837 Lake Park Administrative Secretary 5 25,000 $ 3q000 5 35,000 Lantana Administrative Secretary $ 25,210 $ 30,056 $ 34,882 Manalapan NC Ocean Ridge Project Coordinator_ S 38,493 $ 43,810 $ 49,127 Palm Beach Administrative Assistant 5 31,872 5 41,393 $ 48,843 � SewelCs Point NC South Palm Beach NC Stuart Division Secretary $ 25,813 $ 32,042 S 38,272 Alt 1: Jupiter Administrative Secretary $ 31,471 S 39,264 $ 47,116 Alt 2: Palm Beach Gardens Administrative Assistant $ 37,174 $ 48,127 $ 59,080 Market Range (Average) 5 29,639 $ 36,755 S 43,671' Tequesta FY Current S 34,790 Current PY Range S 28,104 5' 36,534 $ 44,956 Administrative Secretary 1 Assistant (Finance) o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Beach Accounting Clerk / Admin Assistant $ 24,000 $ 32,000 5 40,000 Accounting Secretary: 519k-26k-32.5k. Hypoluxo NC , Indian River Shores Administrative Secretary � $ 23,162 $ 27,795 $ 32,427 Juno Beach Administrative Secretary S 33,565 $ 41,929 S 50,294 Jupiter Island Administrative Secretary (Btdg/Util) $ 33,059 $ 36,560 $ 41,277 Lake Park Administrative Secretary $ 25,000 $ 30,000 $ 35,000 Lantana Administrative Assistantl 5 30,722 5 36,982 5 43,805 - Manalapan NC Ocean Ridge Project Coordinator $ 38,493 $ 43,810 $ 49,127 Palm Beach Account Clerk / Receptionist $ 29,897 $ 38,827 $ 45,816 Sewell's Point NC South Palm Beach NC Stuart ExecutiveAdministrativeSecretary S 31,387 5 38,969 $ 46,550 Alt 1: Jupiter Administrative Secretary $ 31,411 $ 39,264 $ 47,116 Alt 2: Palm Beach Gardens Administrative Assistant 5 37,174 $ 48,127 S 59,080 Market Range (Average) $ 30,715 $� 37,660� $ 44,590. Tequesta PY Gurrent $ 35,693 Gurrent FY Range 5.:33,846 �5.� 43,999 $ 54,159. Revised: 4/3/2006 Page 19 of 23 Village of Tequest, FL SALARY SURVEY RESULTS Municipal Solutions, llc Classiiication Compensafion Study Colin BaenzigerAssociates AdministraYive Secretary / Assistant (Police) o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Beach Admin Assist/Law Enforcement $ 28,500 5 38,000 $ 47,500 � Hypoluxo NC Indian River Shores Administrative Secretary 5 25,247 $ 30,297 $ 35,345 � JunoBeach Administrative5ecretary $ 33,565 5 47,929 $ 50,294 Jupiter Island Administrative Secretary (Bldg/Util) $ 33,059 $ 36,560 $ 41,277 Lake Park Administrative Secretary $ 25,000 5 30,000 5 35,000 Lantana Administrative Secretary (Police) $ 29,266 $ 35,381 S 42,619 Manatapan NC Ocean Ridge NC Palm Beach Administrative Coordinator S 31,872 $ 41,393 5 45,843 Sewell's Point NC South Palm Beach NC Stuart Fiscal Assistant S 25,813 S 32,042 $ 38,272 Alt 1: Jupiter Administrative Secretary $ 31,411 S 39,264 $ 47,176 Alt 2: Patm Beach Gardens Administretive Assistant $ 37,174 $ 48,127 $ 59,080 � Market Range (Averege) S 30,091 $ 37,299 $ 44,535 Tequesta FY Current $ ` 40,771 Current FY Range 5 33,846 $ 43,999 5 54,154 CustomerService Representative N(Utility IFinance);; o es _ (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Beach Accounting Clerk / Administrative Asst S 24,000 $ 32,000 $ 40,000 Hypoluxo NC Indian RiverShores Clerkll S 21,505 $ 25,268 $ 29,031 Juno Beach Finance Technician S 31,976 $ 39,970 $ 47,964 Jupiter Island NC South Martin Regional Utility District - Private Lake Park NC Lantana Accountantl _ $ 32,198 S 38,709 $ 45,781 Manalapan NC Ocean Ridge NC Palm Beach Accounting Assistant $ 33,535 $ 43,553 5 51,392 SewelCs Point NC � South Patm Beach NC Stuart Fiscal Assistant II $ 27,061 $ 33,613 $ 40,165 Alt 1: Jupiter Customer Service Coordinator $ 35,556 S 44,445 $ 53,334 Alt 2: Palm Beach Gardens NC Market Range (Average) $ 29,404 5 36,794 $ � 43,952 Tequesta FY Current $ 29,865 GurrenY FY Range $' 28,104 5 36,534 $ 44,%6 Maintenance Worker (Ali) o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream Building Maintenance Worker Current $32,725. - Highland Beach Maintenance Worker $ 19,500 $ 26,000 $ 32,500 Hypoluxo NC Indian RiverShores Building & Grounds Maintenance 5 23,162 $ 27,795 $ 32,427 � Juno 8each Maintenance Workerl $ 23,824 $ 29,806 $ 35,788 � Jupiterlsland Public Works Laborer $ 24,523 $ 28,905 $ 33,272 Lake Park Maintenance Workerll $ 21,000 $ 24,500 $ 28,000 - Lantana General Maintenance Worker $ 21,840 $ 26,000 $ 30,160 Manalapan NC - Ocean Ridge NC Palm Beach Laborerl 5 25,424 $ 33,019 $ 38,962 SewetCs Point NC South Palm Beach NC Stuart Laborerl / Groundskeeper $ 78,512 $ 23,005 $ 27,498 . Alt 1: Jupiter Service Worker 5 35,194 $ 31,493 $ 37,791 Alt 2: Palm Beach Gardens Maintenance Tech I- Facilities $ 24,333 $ 30,001 5 35,668 Market Range (Average) $ 23,731 5 28,052 $ 33,207 Tequesta FY Current S 31,184 Current FY Range $ 22,291 $ 28,978 5' 35,666 Revised: 4/3/2006 Page 20 of 23 Village ofTequest, FL SALARY SURVEY RESULTS Municipal Solutions, Ilc Classification Compensation Study Colin BaenzigerAssociates Parks 8 Recreation Attendant / Camp 8 Skate Park {Parks 8 Recreation) o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Beach NC Hypoluxo NC Indian River Shores NC Juno Beach NC � Jupiter Island NC Lake Park NC � Lantana Ocean Lifeguard 26,562 31,637 36,691 Manalapan NC Ocean Ridge NC Palm Beach Activity Leader 21,283 22,402 23,523 Nearestcomparable. SewelCs Point NC South Palm Beach NC Stuart Recreation Leader 23,400 29,162 34,923 Alt 1: Jupiter Recreation Specialist 23,121 28,901 34,681 Alt 2: Palm Beach Gardens NC Market Range (Average) $23,591 �$28,025 $32,455�. Rename Activity Leader Tequesta FY Current 517,680 Part tine / Seasonal & Hourly Position. No range necessary. �<Proposed> FY Range $23,591 �� $28,025 -�� 532,455 No Grade assigned. ` ':Records CEerk /;Speciatist jPolice) o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Beach Admin Assist/Law Enforcement $ 28,500 5 38,000 $ 47,500 Hypoluxo NC Indian RiverShores Clerkll $ 21,505 $ 25,268 $ 29,031 Juno Beach Communications Records Specialist $ 33,564 $ 41,929 $ 50,294 Jupiter Island Public Safety Senior Dispatcher $ 24,854 $ 3Q017 S 35,074 . Lake Park NC Lantana NC Manalapan NC Ocean Ridge NC Palm Beach Records Assistant $ 27,713 $ 35,991 $ 42,471 SewelCs Point NC South Palm Beach NC � Stuart Dispatcher $ 29,162 $ 36,234 $ 43,306 Alt 1: Jupiter Police Services Specialist $ 25,194 $ 31,493 $ 37,791 Alt 2: Palm Beach Gardens Police Services Specialist S 27,621 5 35,493 $ 43,365 Alt 3: North Palm Beach Records Clerk 5 25,237 $ 31,519 $ 38,126 Market Range (Average) 5 27,042 5 33,994��$ 40,773 Tequesta � FY.Current $ '29,994 ��: Highest paid position. Curcent FY Range $ 27,042 �$ �.�� 33,994�� $ .�4p,773� No current Grade assigned. Gode Compiiance / 2oning Enforcement Officer (CDD� o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Beach Multi-line Code Enforcement Officer $ 42,000 S 56,000 5 70,000 Hypoluxo NC Indian RiverShores NC Juno Beach Code Compliance Officer II S 36,953 $ 46,218 $ 55,482 CC01-$33.5k - 50.3. Jupiter Island NC Lake Park Code Compliance Officer $ 28,000 S 35,000 $ 42,000 Lantana Code Enforcement Officer 5� 30,722 $ 36,982 $ 43,805 � Manalapan NC Ocean Ridge NC � Palm Beach Code Compliance Officerll $ 42,401 S 55,066 $ 64,978 CC01-$34.7k-45k-53k SewelCs Point NC South Palm Beach NC Stuart Code Compliance $ 38,116 $ 47,332 5 56,548 Code Enf Ofcr: Min$29.9k-Max544.3k. Alt 1: Jupiter Code Compliance Officer $ 31,471 S 39,264 $ 47,116 Alt 2: Palm Beach Gardens Code Enforcement Officer $ 32,048 $ 41,545 $ 51,041 Alt 3: North Palm Beach Code Enforcement Officer II $ 32,169 $ 40,184 S 48,958 - Market Range (Average) $ 34,869 S 44,177 5 53,325 Tequesta FY Current S 82,136 � ��.� Current FY Range $ 33,846 $'�.43,999��$ 54;154 Revised: 4!3/2006 Page 21 of 23 Village of Tequest FL SALARY SURVEY RESULTS Municipal Solurions, llc Classification Compensation Study Colin BaenzigerAssociates Deputy Gity Clerk o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream Assistant / Deputy City Clerk Current $37,500. Highland Beach Deputy Town Clerk $ 28,500 $ 38,000 5 47,500 Hypoluxo Deputy Town Clerk $ 28,000 $ 41,500 S . 55,000 Indian RiverShores Clerkll $ 21,505 $ 25,268 $ 29,031 Juno Beach � Deputy Town Clerk S 35,259 $ 44,047 $ 52,835 Jupiter Island NC Lake Park Deputy Town Clerk S 32,000 $ 38,500 $ 45,000 Lantana NC Manalapan NC Ocean Ridge Deputy Town Clerk 5 34,914 $ 39,737 S 44,560 Patm Beach Deputy Town Clerk $ 38,599 5 50,128 $ 59,151 Sewell's Point NC South Palm Beach NC Stuart NC Alt 1: Jupiter Deputy Town Clerk $ 39,701 $ 49,626 S 59,551 Alt 2: Palm Beach Gardens Deputy City C(erk $ 57,921 5 67,771 5 77,620 Market Range (Average) 5 35,155 $ 43;842 5 52,250 Tequesta FY Current - - - �Proposed>�FY Range $ 35,755 S '.43,842 .�5�- 52,250� Customer ServiceRepresentativeJ (Utiiity / Finance) : o es _ ; (comparable City/Town) (comparabte position title) Min Mid Max Gulf Stream NC - Highland Beach Accounting Clerk / Admin Assistant $ 24,000 $ 32,000 $ 40,000 Hypoluxo NC Indian River Shores Cterk I $ 19,550 5 22,971 $ 26,392 Juno Beach Office Assistant 5 23,824 $ 29,806 5 35,7SS Nearest appropriate compareble. Jupiter Island NC South Martin Regional Utility District - Private Lake Park NC Lantana Accountantl $ 32,198 $ 38,709 5 45,781 Nanalapan NC Ocean Ridge NC Palm Beach Accounting Cterk $ 29,897 $ 38,827 $ 45,816 Nearest appropriate comparable. � � SewelCs Point NC South Palm Beach NC Stuart Fiscal Assistant I $ 25,813 $ 32,042 $ 38,272 ' Alt 7: Jupiter Customer Service Coordinator 5 35,556 $ 44,445 $- 53,334 Alt 2: Palm Beach Gardens NC Market Range (Average) $. 27,263 $ 34.114 $ 40,769 Tequesta FY C�rrent $ 28,000 {urrent FY Range $ 24,816 $: 32,z50 Si 39,704 Administrative Secretary / Assistant{Utiiities) o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC HighlandBeach Administrative5ecretary $ 19,000 $ 26,000 $ 32,500 Hypoluxo NC IndianRiverShores AdministrativeSecretary $ 23,162 S 27,795 $ 32,427 Juno Beath - Administretive Secretary S 33,565 $ 41,929 5 50,294 Jupiter Island Administrative Secretary (Bldg/Util) S 33,059 $ 36,560 $ 41,277 Lake Park Administrative Secretary 5 25,000 5 30,000 $ 35,000 Lantana Operations Administrative Assistant $ 27,914 $ 31,117 5 38,501 Manalapan NC Ocean Ridge NC Palm Beach Office Assistant II $ 29,897 $ 38,8U $ 45,816 .. SewelCs Point NC South Palm Beach NC Stuart Executive Administrative Secretary 5 31,387 S 38,969 $ 46,550 Alt 1: Jupiter Administrative Secretary S 31,411 $ 39,264 $ 47,116 Alt 2: Palm Beach Gardens Administrative Assistant 5 37,174 $ 48,127 $ 59,080 Market Range (Average) $ 29,157 S 35,859 $ 42,855 Tequesta fiY Curren[ $ 31,137 -:- New position. Salary based on Admin Asst Water P�S. . Curzent�FY Range $ 30,583 $ - �:39,758 5, '48,993�� Revised: 4/3/2006 Page 22 of 23 Village of Tequest, FL SALARY SURVEY RESULTS Municipal Solutions, Ilc Classification Compensation Study Colin Baenziger Associates Administrative Secretary / Assistaut (Fire Rescue} ' o es (comparable City/Town) (comparable position title) Min Mid Max Gulf Stream NC Highland Beach Admin Assst/Law Enforcement $ 28,500 $ 38,000 $ 47,500 Hypoluxo NC Indian River Shores Administrative Secretary S 25,247 $ 30,297 $ 35,345 - Juno Beach NC Jupiter Island Administrative Secretary (Bldg/Util) 5 33,059 $ 36,560 $ 41,277 Lake Park Administrative Secretary S 25,000 $ 30,000 $ 35,000 � Lantana Administrative Secretary (Police) $ 29,266 $ 35,381 $ 42,619 � Manalapan NC . Ocean Ridge NC Palm Beach Administrative Coordinator $ 31,872 $ 41,393 5 48,843 Medical Billing Tech: Min$29.3k to Max544.9k. SewelCs Point NC South Palm Beach NC Stuart Executive Administrative Secretary 5 31,387 $ 38,969 5 46,550 Alt 1: Jupiter Administrative Secretary 5 31,411 5 39,264 $ � 47,116 Alt 2: Palm Beach Gardens Administrative Assistant $ 37,174 $ 48,127 S 59,080 Market Range (Average) 5 30,324 5 37;555 $ 44,814 Teques[a FY Current S .�33,846 � Cutrent FY Range $ '33,546 $'�. 43,999 .5 54,754 Revised: 4/3/2006 Page 23 of 23 SALARIES: CURRENT & MARKET RANGES $140,000 - - - — - -- - -- -- tCurrent Salary $120,000 -- -- - - --Market Avg Minimum Market Avg Midpoint $100,000 - Market Avg Maximum - r $80,000 27 $60,000 Q $40,000 -- - - - - - -- - -- - $20,000 c c o c 0 c o ¢, O o � ¢, (5) <- `yo �ycm <y° Q °\ y ��, cmco mQ ycay cvco `acs ycay Q° <cy yca �, `O yca mco UO ° J`\ ° J Q � \y am t`c` ` V �� ` .�y �Z c c � y < o` o� c o Q O .� c c, `° ,� i�` °' " a, m Q \oQ <c � c p J r icy yJy � �JQ �y� Q\ a � y`� �y � Qo m � ti �\� �� J Q �� v < j J m w \ v, cy < - t`� �y\y y co yc m °° \mc � jc c �yo m `�' <� ¢� O c J Q y 0` 0` y Q� <C J 0 ° QJ � JC � CJr �mC Oy O � Classified Position s SALARIES: CURRENT & MARKET RANGES $70,000 -- —_ ---- - - -- t Current Salaries $60,000 - - -- - - - - - — Market Avg Minimum Market Avg Midpoint $50,000 — Market Avg Maximum $40,000 - -- - -- cn / $30,000 -- — a $20,000 $10,000 - \q -, \yo< F 4 4� ` � a, \ZI 4 0� �`�� \� 4 0� 4 0� cu o �" uJ O ic`c, qj�� ` w 40� u u o O� \u o J am' \ c y: s qi c c 0 �. ` :. Q o Q< c o� a�' :� uo< wo � w c` a; \u``� v; fit°' oQa y Q �y • o v ° ov ` m e c m �c �m m y �a Q t o �� w ° Z oQ m \jqO o�v F yy` o� o �� Q O Q O Qo< c�� ¢,� c o� O�o< °u y\m yy\y m y`' F F yy\y � o Vo c < o °j CZ � F\ r Q c� a c' <q ` �� v Oo c c` V< o c c Q �y u <�' Q o� oQ o <° Q om t`' u� m Q�� a, < � c� a� o" �a� y� Q ¢, �` �� o Q oc < O o < w < c - v Q < o Cj �° J Q m u S� <oa O uo g¢, � F u <o o u < c� o " c� o�' O �' u�' u m u�' c °o a, you ¢� �' w c of \ac �� < y� �� cmc Oro °� amc c .� U �° o �m� Z : �o }oo <S } °u F qI y� a; c y u° `O o r Vo a 0� F aF y a� . y� VJ <cm� QG U J Ci Gov <om G ¢� a C Q ° <q o� �a you Classified Positions Village of Tequesta, FL Sala Com ensation - Market Surve Pa Ran es Municipal Solutions, llc Classification Compensation Stu y Colin BaenzigerAssociates ` Survey Average C(assified Position Current Base Salary Minimum Mi�ipoint Maximum villageManager $; 118,640 $ 73,962 $ 93,861 $ 113,141 AssistantVillageManager $ 86,314 $ 68,189 $ 87,798 $ 107,887 Finance �irector $ 88,751 $ 67,906 $ 85,840 $ 104,435 Fire Chief $ 91,142', $ 64,132 $ 82,213 $ 102,b72 CommunityDevelopmentoirector i'$ 88,000' $ 66,283 $ 84,555 $ 102,305 Police Chief $ 97,701 $ 65,048 . $ 96,867 Public Services Director (Proposed) $ 91 ,258 $ 63,411 $ 78,417 $ 93,912 Director of Parks 8 Recreation $' 53 ,200 $ 60,450 $ 75,9$$ $ 92,982 Building Official (CDD) $ 72,339 $ 57,252 $ 72,339 $ 87,438 Assistant Fire Chief - Operations $ >73 ,398' $ 56,979 $ 73,398 $ 89,674 � Utility Director $ 71,994 $ 56,957 $ 71,994 $ 86,792 Assistant Police Chief - Lieutenant s 77,635 '$ 55,541 $ 67,913 $ 84,750 Assistant Finance Director $ i69,828 $ 55,453 $ 69,828 $ 84,008 Police �ieutenant (Police) $ 77,635 $ 53,066 $ 67,026 $ 81,404 villageClerk '$ ' 52,285 $ 51,084 $ 60,780 $ 79,290 RiskManagementSpecialist(Finance) $:" 60,590 $ 52,D26 $ 66,027 $ 79,231 FireCaptain $ 68,487 $ 51,073 $ 62,964 $ 75,175 Public Services Manager / Utitity Superintendent $ 80;365'- $ 48,539 $ 61,740 $ 74,411 Accounting Manager / Accounting Clerk III (Finance) $ 61,�98' $ 48,238 $ 59,519 $ 74,083 Fire �ieutenant $ 46,565 $ 49,510 $ 60,365 $ 71,370 Chief Water Plant Operator / Superintendent $, 5$,935 $ 45,232 $ 57,243 $ 69,316 Potice Sergeant (Police) $ 60,512 $ 50,277 $ 59,438 $ 69,174 Firefighter-Paramedic $'' 44,869 $ 44,286 $ 54,940 $ 65,985 StreetsSuperintendent $,: 54,398 $ 42,732 $ 54,398 $ 65,714 '' Ptanner (CDD) $ -' "54,664 $ 43,722 $ 54,664 $ 65,198 Stormwatersuperintendent $ 52,236 $ 41,124 $ 52,236 $ 63,041 Human Resources / Personnel 5pecialist (Finance) $? 52,41b $ 41,718 $ 52,416 $ 63,095 Firefighter (Fire) $ 36,005 $ 40,060 $ 50,514 $ 61,098 Buitding Plans Examiner / Reviewer (CDD) $ 51,204 $ 39,687 $ 51,204 $ 61,948 Communications Supervisor (Police) $ 44,715 $ 40,390 $ 50,194 $ 60,519 Field / ServiceTech Superint. (StormwateNWaterUtility) ;$ 51;663 $ 39,006 $ 48,998 $ 58,683 Detective / Investigator (Potice) $ 52,623 $ 38,346 $ 48,045 $ 57,559 InstrumentTech. / Plant Operator (Utitity) $ 50,021 $ 38,628 $ 47,614 $ 56,260 PoliceOfficer(Police) '$ 40 ,893 $ 37,721 $ 47,576 $ 57,113 Recreation Programs Supervisor $, 28,800 $ 37,567 $ 46,788 $ 56,088 Executive (Secretary) Assistant (Admin) `$ _ 36 ,91$ $ 37,344 $ 47,341 $ 57,174 Building Inspector (CDD) $;;` 4b,264 $ 37,231 $ 46,264 $ 55,200 Customer Service Representative III (Utility) $"'=39;392 $ 35,661 $ 44,96�} $ 54,624 Executive (Secretary) Assistant (Fire) $ 56,736 $ 36,109 $ 45,514 $ 54,738 . Executive (Secretary) Assistant (Police) $ 40,771 'r $ 35,660 $ 45,120 $ 54,459 Code Compliance / Enforcement Officer (C��) $ 32,'13b :$ 34,869 $ 44,177 $ 53,325 Deputy Village Clerk '$ 43,842 ;$ 35,155 $ 43,842 $ 52,250 Ptantoperatorll(Uti�ity) $ 3$,360' $ 34,640 $ 42,562 $ 51,235 Field / Service Tech�ician / Maintenance Worker II (Utility) � 45,845 ,$ 32,290 $ 40,165 $ 48,226 Public Works Crew Leader (Utility) $ 43 ,852 $ 31,4Z6 $ 39,858 $ 48,135 Communications Officer (Police) $' 33,969 $ 32,811 $ 40,508 $ 48,040 Planning Assistant (CDD) $ r 38 ,785 $ 31,114 $ 38, 785 $ 46,117 Ptant operator I(Utitity) $- 45,889 $ 30,361 $ 37,778 $ 45,377 . (Building) PermitTechnician (CDD) $ 35 ,000 $ 29,098 $ 35,488 $ 44,110 Administrative (Secretary) Assistant (Finance) $ 35,693' $ 30,715 $ 37,660 $ 44,590 Revised: 4/3/2006 P°b'e ► o f 2 Vi►lage of Tequesta, FL Sala Com ensation - Market Surve Pa Ran es Municipal Solufions, Uc Classification Compensafion Stu y Colin SaenzigerAssociates Uassified Position �urrrt�� :Base Salary Minimum Midpoint Maximum Administrative (Secretary) Assistant (Police ) $; , ' 40,771 $ 30,091 $ 37,299 $ 44,535 Administrative (Secretary) Assistant (Fire Rescue) $;' 33,$46 $ 30,324 $ 37,555 $ 44,814 Administrative (Secretary) Assistant (Admin) $.-. 34,790 $ 29,639 $ 36,755 $ 43,671 Administrative (Secretary) Assistant (Parks £t Rec.) $,'-,17,680 $ 29,943 $ 36,752 $ 43,402 Customer Service Representative II (Utility) $'- 29,865 $ 29,404 $ 36,794 $ 43,952 t+dministrative (Secretary) Assistant (CDD) $-:; 44,357 $ 29,209 $ 36,180 $ 42,988 Administrative (Secretary) Assistant (Utility) :$ . 31,137" $ 29,157 $ 35,859 $ 42,856 Parks Foreman / Maintenance Supervisor (Parks ft Rec) $' 49,368' $ 28,830 $ 35,955 $ 42,866 Accounting Clerk 11 / Accountant (Finance) $' ' 40;000 $ 28,472 $ 35,783 $ 42,992 Accounting Clerk I(Finance) $- 30,954 $ 27,675 $ 35,242 $ 43,592 (Occupational) Licensing Official (CDD) $ 35 ,000 $ 28,235 $ 34,651 $ 42,116 Records Clerk (Police) $ 29,994 $ 27,042 $ 33,994 $ 40,773 � Customer Service Representative I(Utitity) $, 28,OOQ $ 27,263 $ 34,114 $ 40,769 Field / Service Technician / Maintenance Worker I(Utility) $ 42,313 $ 26,589 $ 32,711 $ 38,592 Field Tech (Maintenance / Utility Worker) (Utility) $ , :31; $ 24,179 $ 29,663 $ 34,981 Maintenance Worker (All Departments) $ 37,184 $ 23,731 $ 28,052 $ 33,207 Parks 8 Recreation Attendant / Camp £x Skate Parks (Parks £x Rec) �.; q7,b80 $ 23 ,591 $ 28,025 $ 32 ,455 � Revised: 4/3/2006 Page 2 of 2 -� APPENDIX B REGIONAL BENEFITS SURVEY Village of Tequesta, FL Municipal Solutions, Ilc Classification Compensation Study Colin BaenzigerAssociates ' Basic Structural Information City / Town Current ' Total Services Provided # of Steps 8t Grade� in Frequency of Pay Increase (FY or Resident - Employees Salary Scale Anniversary Date) Population (FT/PT/Temp) Gulf Stream No Steps or Ranges. Salaries 714 16/1 All Services but Fire, EMS or Solid Waste. adjusted annually. Annually, on fiscal year 4150 Year Highland Beach Round 8,000 during the peak All Services, but Fire (contract w/ Delray Beach) and buy: season 36/8 ` water, residents use septic. 12 Grades with ranges ' Annually Town Clerk, Administrative Clerk, Deputy Town Clerk, Hypoluxo 2500 5 Building Official, Maintenance Worker. No Steps in the salary ranges Annually on October 1st Indian River Shores ' 29/1 (atl but 7 are 12'General Pay Grades. Step for 3647 public safety) All services except water, sewer, garbage Public Safety only and it is 5 steps. Annually on Actober 1st Juno Beach Police, 911-Dispatch, Planning ft Zoning, Public Works, Code Based on market range per 3592 37/3 Compliance, Finance & Administrative Services. classified position. Annually on October 1st Finance, Administration, Combined Pubtic Safety (Fire, " Jupiter Island Police, EMS), Public Utility (water/Sewer) & Public Works Anniversary date, based on CPI I616 42/3 (Streets, Bldgs, Grounds, Sol9d Waste, etc) 5 Grades, no steps. +discretionary supervisory atljustments. Lake Park 8700 35/2 Police, Fire, Utilities 5 steps, no grades. Annually on October 1st Benefits are in three separate categories: General Officers, Lantana 9800 110/10 Potice Officers antl Exempt Employees.`' Dispatch: 5 steps, Non for non-law Manalapan enforcement. Police: 7 steps for 329 26/8 Water, Wastewater collection, Police, Buildings 8 Grounds. officer, 5 steps for Sergeant. Annually on October 1st Ocean Ridge 1700 27 Utilities, Police Service Contract w/ Bo nton for Fire Q EMS 6 ( y ) Annually. COLA on October 1 of 3q. Merit Increase of Palm Beach 9,700 Full service- Finance, IT, Fire, Police, Water, Wastewater 0 to 7.5% Job performance bonus based on permanent, treatment, Storm water, Recreation, Facilities Maintenance, Firefighter 10 steps 4q between performance of lasts year. 25,000 seasonal 399 / 10 / 95 Sewer, Bulk Water Purchaser steps. Eligibility for bonus Dec. 1 S. Palm Beach 1531 12/4 All services except Water, Sewer Ft Fire Rescue. Anly for Police. Unspecified. i Not'reported Sewall's Point 2000 13/3 All services except Water 8 Fire Services. Only for Police: 8 Steps. New FY. Non-union has 17 steps, Fire 23 Stuart steps, Police has 8, 18 or 19 COLA on October 1, Merit on Anniversary ' depending on grade and IUOE (Btue Date, can be 0 steps to 2 steps for No 247/46 None Cotlar) has 17 steps outstanding Water, 5torm water, Streets, Solid Waste, Planning, Finance Tequesta ' 6000 Z5/22 ,£s Personnel, Fire, Buildings & Grounds Maint. 2b Pay Grades Annually on October tst Basic Information Revised: 4/3/2006 Village of Tequesta, FL Municipal Solutions, llc Classification Compensation Study Colin BaenzigerAssociates Salary 5cale &� Pay lncreases Salarv.5cale : ' Pav lncreases Citv / Town # of Steps % Between ' CPI - Date '' % Gen. increase % Merit Increase % Total Lon evit Pa Education Pav : or Grades ' Steas Increase Gulf Stream 0 0 APril but adjust to Annual CPI Annual CPI 2 x CPI No Tuition Reimbursement. September later Min, Mid & Max April CPI but do Annual CPI , adjusted ` ' ' Education Reimb aU 12 Grades Up to 5�, Increase given Highland Beach used as not move salary on calendar year, CPI + up Eo 53o Yes employees C� 50% for C; with ranges on Anniv Date. benchmarks range 4.7%. ! grade or better Annual CPI considered At the discretion of the Usually between 3 Hypoluxo None None 10/1/2005 part of the total. Mayor and 5� No No � varies considerably Variable - 6ased ' Yes, after 5 yrs Follow FPO Contract on recommendation of ' Public' Services does, 5 in public on time and 3% total of 6 Indian River Shores N/A for both Police and i Town Manager & 3� ' others per approval of safety acquiretl after 10 yrs, 9%' General Employees confirmed by Town ' TM certifications. ' after 15 yrs. Councit None. Ranges Varies. Ranges Yes. $100 / year Juno Beach based on based on market Z'5% Appears to 2.5� COLA Yes. 0-5% Appears to be � 5% Max after 3 years Tuition: 75% for A, 50% market av s. av s. be based on Oct 1. based on Oct 1. for B or C. g g $2,000 max. Regional CPI 3.2% Completion of Nothin steps orlength of g (based on 6-month service. +6 years 50% of expenses up to Jupiter Islantl 5 grades formalizetl or average pr9or to; 3.2% (FY 2006 CPI) 1% of CPI 3.2%+ merit. pre•determined. budget Adoption = 5600; +10 years $500 per year. in July). � $1,200; +15 years = $1,500. Lake Park NA NA NA NA NA NA NA NA Lantana NA NA' 'NA NA NA NA` "NA NA " Police only - 7 At 5yrs, $75, 10yrs ste s for Will pay for education p $150, 15 is $225. Manala an Officer; 5 No Scale October 1, 2005 3.25% CPI 0.00% (only COLA FY up to $1500/yr. Pay p 2006 and beyond) z0 yrs is $300 and 100% for A, 75% for B, steps for 25 yrs is $375 and 50% for C others. 30 yrs is $450 Ocean Ridge> 6' 5% - 5% Na 5%'' NO NO October 1st, October 1st, Survey Discontinued for Will have 10 employees hired Survey the ranges the ranges of other steps for Fire 4� for Fire If ineeting expectations after 9/30/04 - of other cities, cities, take the Police and Fire get state Palm Beach fighters Fighters starting and better can get from 7.5 % Max. New employees beginning in October take the average average increase and 3% to 7.5� are eligible for a mandated incentives increase and appl apply it to everyone, 10/1/05 bonusfor it to everyone Last year was 3% performance Salary & Pay Increases Revised: M3/2006 � Village of Tequesta, FL Municipal Solutions, llc Classification Compensation Sfudy Colin BaenzigerAssociates Police only. Police only. ' Fixed S is usetl. Ranges ; 5. Palm Beach None. 2% (FY 2005) from $1,000 to $2,000 N/A Not reported Not reported Unspecified. Unspecifietl. , maximum. Sewall's Point Police only: 8 5 � o steps. None. 3/ COLA (FY 2005) No. 3% (FY 2005) Not reported Not reported Depends on ', Every fifth year, performance, 0 to 5%, $et a gift no increase for cerUficate. $100' See rior Supposed to be for each' 5 years P unsatisfactory or for Stuart 2.5% between October 1 st 2.5% COLA . 2.5 to 7.5% of service so at 3U Mandated by State sheet satisfactory. For IUOE, steps years, you would if topped out, get a ;get $600 while at bonus based on performance. 5 years, you would get $100 Yes. law enforcement,; utilities Et fire/EMS. '' ' AnnuaCCOLA ' Police are dictated by ' equal to any Up to 3% based on Also have performance , FDLE $60/month for a No set % or $ ` recognition bonuses. bachelors meeting FDLE Tequesta 26 Pay Grades increase in the "satisfactory" 7q (�pl.q + 3%) None between steps. Must be approved criteria, $30 for an regionat CPI - up performance. Viltage Manager. ; Associates +$20 for 80 to max of 4%. hours of career incentive training approved by FDLE. Salary & Pay Increases Revised: 4/3/2006 Village of Tequesta, FL Municipal Solutions, llc Classification Compensation Study Colin BaenzigerAssociates Vacation Policies : Citv % Town Months of Service Required Annual Rate of Accrual: Years of Maximum # Days,Allowed Carry Pay for Unused? Service / Days per Year over from Year to Year Immediate. Police wait 18 months to Gulf Stream accrue, but given 10 days in last 12 Start w/ 10 days per year, additional day per Must use half of accrued vacation each Yes. Paid for any unused months of probation. year of service. Police accrue at year. Carry-over 5 days. after carryover, Regular Employees: accrue at hire, cant use . until 1 year ann9v, get 10 days for 0-3 yrs; 15/ 10 years; +10 / 20 years Exempt Employees: ' Yes, 100 % upon terminatio Highland Beach 1 year Can accumulate no more than 25 days. . accrue at hire, cant use until 1 year anniv, get ' only. 75 days for 1-3 yrs; 20/3-10 years;',25 /+10 years Combined Vacation ft Sick Leave. 1-5 years Immediate. FT/PT prorated based on 3.75hrs/wk (195hrs/yr), 6-8 years 4hrs/wk (20 1-5 years 195hrs/yr, 6-8 years 208 Yes, with strict conditions. Hypoluxo hrs/yr, 9-15 years 234hrs/yr, 16+ No limit-100q if conditions time. hrs/yr), 9-15 years 4.5hrs/wk (234hrs/yr), 16+ 5.25hrs/wk (273hrs/yr) 5.25hrs/wk 273hrs/yr. met. General Employees:' After 1,year - two weeks, After 5 years - 3 weeks, After 10 years - 4 - Indian River Shores One Year No No weeks. Directors: After 1 year - th[ee weeks, After 5 years - 4 weeks ` Combined Sick,Vac.PersTime. 1-4 years 19.5 �ombined Sick,Vac. Personal Time. 1-4 days (must use 10); 5-9 years 26 days (must us Years 19.5 days (must use 10); 5-9 years Yes. Any amount over 240 Juno Beach Must be on payroll for 6 months 15); 10-15 years 29.25 (must use 20); +16 year 26 days (must use 15); 10-15 years 29.2 may be cashed in 1st week 34.125 days (must use 20). (must use 20); +16 years 34.125 days of Nov. at prior years rate: (must use 20). ' Rolling 2-year period. At any given time Accrue during probationary period, 1=5 years=80 hours; 6-10 years=120 hours; 11+ Yes, 100 % upon terminatio Jup9ter Island you can have no more than 2 years cannot use until completion, years=160 hours. only. worth of accruals on the books. Lake Park Not reported Not reported Not reported Not reported '.1-5 years=10 tlays, 6-8 years=l2 days, 9-15 ' years=15 days, 16 or more years=20 days. ` ' Yes, up to 500 hours of Lantana ' Not reported Bonus: any emptoyee who goes 6 consecutive Yes, 500 hours. unused. ; months without using any sitk leave receives 1 ' (8 hour) day vacation. Manalapan Can't use vacation until after first 1-6 years (10 days / year); 7-11 (15 days / 300 Yes, at Retirement only, up year. year); >12 (20 days / year) to 300 hours. 0 to 5 yrs., 10 Days; 5 to 10 yrs. 15 Days; Ocean Ridge 20 Da s ' 80 Yes up to 40 hrs. More then 10 yrs, y Paid Vacation Revised: 4/3/2006 � Village of Tequesta, FL Municipal Solutions, llc Classification Compensation Study Colin BaenzigerAssociates 1-4 yrs: Gen Empl 80 hrs, FF 120 hrs, Police Can contribute to vacation, 152 hrs; 5-9 yrs: Gen Empl 120 hrs, FF 144 hrs, Can accumulate no more than two Palm Beach 6 months Police 192 hr 10-14 yrs: Gen Empl 136 hrs, FF times your annual rate of earning sick and personal into a 168 hrs, Police 208 hr 15+ yrs: Gen Empl 160 vacation time Retirement Health Savings hrs, FF 216 hrs, Police 232 hrs Plan. No, but can be transferred South Palm Beach ' 6 1 to 4 years 160 hours, 5 to 9 years 240 hours, Maximum 2 X annual accural to ret9rement savings 10 to14 years 272 hours, 15 years + 320 hours account based on value once per year. 1-4 years (10 days); 5-9 years (15 days); 10 or Sewall's Point Not reported more (20 days). 20 days maximum accrual. Yes, upon separation. First 5 yrs, 10 days annually; second five yrs, ' Pay 100% on separation up 5tuart 6 15 days; third 5 yrs, 15 days, 4th 5 yrs, 17 Unlimited r days; 5th 5 yrs, 20 days; : to Z40 hours. Non-police FTEs: 1-4 years (10 days/80hrs); 5- ` ', 9 years (15 days/120hrs); >10 years (2� Non-police FT'Es: 12 months - accrual - 500 hours, anything over maximum is days/16flhr$). Max-40days / 500 haurs. Po(ice Yes, paid at separation Ter�uesta begins upon hire date. Police FI'Es: 6 forf�ited. Maximum totaL• 320 hours / F?Es: 0-4 years (t0 days/80hrs); 5-9 years (15 only. months - accrual begins immediately. 40 days. days/120hrs); >10 years (20days/160hrs). Max- ! 40days / 320 hours. Paid Vacation Revised: 4/3/2006 Village of Tequesta, FL Municipal Solutions, llc Classification Compensation Study Colin BaenzigerAssociates Sick Leave Policies Citv / Town Months of Service ` # Days allowed per year # of Days Annual Carryover Pay for Unused? # of Days for Which Paid . Required Allowed All Staff get 12 days per year; if use less than 6 days they Paid out at 1/3 of unused in Gulf Stream Immediately, Police get 1/3 day bonus for every day they don't 120 days Maximum. Yes. previous year. wait 6 months. use. (if had 12, used 3 get paid for 3 days). Yes, can Cash-out up to 4 days per year. lf Alt employees, 1 day they tlon't use any in 12 months. If used 1, If 2-5 years, 30% noC to exceed Highland Beach 12 All. No Maximum Limit cash-out three, if use 3 cash out 2; use 3 560 hours; 6-10 years 40% and per month. convert one. Termination: can only convert +10 years 50% conversion. ` 560 max at � based on rate to the right: Yes. All FTEs must use 80 hours of leave 12 (accrues through 1-5 years (3.75 hours / week); 6-8 years (4.0 9-5 years (195 hours); 6-8 years time annually. Must elect to buy back 6 Hypoluxo probationary period) hours/week); 9-15 (4.5 hours/week); and >1 (208); 9-15 (234); and 16+ years months prior to payment month. 10 hour 100% if election done correctly/ years )5.35 hours / week). (273 hours). minimum, no max buy-back limit. Must maintain a minimum balance of 40 hours Indian River Shores 0 One day per month No limit Yes at Retirement 50% of unused from current year, 25% of prior years total Combined Sick. Vacation, Personal Time. 1-4 �ombined Sick Vacation Personal MusY be on payroll for years 19.5 days (must use 10); 5-9 years 26 Time. Max. Accumulation 480 hour Any amount over 240 may be Juno Beach 6 months days (must use 15); 10-15 years 29.25 (must Per year. 1-4 years 9.5 days; 5-9 Yes. Undefined. cashed in 1st week of Nov. at use 20); +16 years 34.125 days (must use 20) Years-11 days; 10-15 years-9.25 prior years rate. days; 16+ years-14 days. Retirement: up to 50% not to 12 months exceed 8 weeks pay. Separation: Jupiter Island Probationary Periad, 12 (8 hours per month) Unlimited Yes over 10 years service get paid accrued during. 50% not to exceed 4 weeks pay. Separation for cause: $0. Lake Park Not reported Not reported Not reported Not reported Not reported No max. Accrue-at rate of .0462 hours for Yes, non-probationary employees shall each hour paid = 8 hours per', month. S00 Ma convert to payment up to 40 hours per year, Max 500 hours at separat9on. ' Lantana Not reported. per year. Bonus: any employee who goes 6 100% , but must declare byDec 1 of each year; Staggered payout, sliding %' ' consecutive months without using any sick minus # of sick hours taken between scale. !' leave receives 1(8 hour) day vacation. proceeding Dec 1 to Nov 30. Sick Leave Policies Revised: 4/3/2006 Village of Tequesta, FL Municipal Solutions, llc Classification Compensafion Study Colin BaenzigerAssociates Accrue during 6 Manalapan months probationary 12 Not paid, but if you is don't use any sick period but can't use Yes, no cap, no pay-out time from Jan to June get one vacation day None until 7th month, and the same is true from July to December Ocean Ridge Not eported 10 days per year No Maximum Accruat 1/4 of unused sick leave up to a maximum Not Reported ' ` of 20 days Palm Beach 6 12 Can accrue up to 1600 hours no 12 days S. Palm Beach 6 Police (12), other Employees (8); Not reported Not reported Not reported SewalCs Point Not reported 12 Not reported Not reported Not reported With 50 sick days accumulated, can be convereed to vacat9on on Stuart 6 12 ' No limit' Yes a 2 day Sick Leave to 1 Day s Vacation ratio;; If you resign and have 2 to 5 years of service, pai for 1/3, over 5 years, paid of 50 ', Yes, requires 480 hours in sick bank, no use ' Made retroactive upon ' No Limit. (1,296 max of more than 90 hours in previous 12 ; 1•4 years (25%), 5-9 years (33%), Tequesta completion of 6 All unused y p y ( ), 20+ years accumulation) months, ma surrender u to 40 hours at 10-19 ears 40% and months probation. 100%, additional at 50%, must have at least (50%). 360 remaining in bank. Sick Leave Policies Revised: 4/3/2006 Village of Tequesta, FL Municipal Solutions, Ilc Classificafion Compensation Study Colin BaenzigerAssociates ` Group lnsurance - .Type-(Employer Paid,, Cost) % or $ Paid by the City / Town Cjtv / Life Health Dental Short-term . Long-term ' Employee Health Dependants Benefit Provider's ft Deta9l Town Disability Disabil9ty Package Package ` $30/month stipend for any kind of $15,000 - all insurance most 100%. Cost: $1,000 per City offers an allowance of Gulf Stream employees Yes, employees only. use it for dental No No family 540/month - Flex benefit FMIT and that does to be applied to insurance cover it for the employee only Yes; employee ` 100%,0 Pay all but ` 100% of 100% paid by � 00% Paid by Town, Highland $150 per month for employee, no ' Town at 60% of Yes, 550,000 60% of salary, covers 100% ' 0% United Health 8each spouse or 5250 for contribution for salary up to 6 6 months to 2 years, entire family, $100 dependents months `for ch9ldren only ; FT 100% After 90 days; PT After 90 days; Yes. Accrue 2.0 Employee must pay 100% for hours per week. Yes (after 90 days), 100% for employee 100% for first 3 employee don't 360 max. PTEs $100,000 for don't cover any of months; 50% the Hypoluxo management. the cost for �over any of the 1.0 hour per No second three months; Employee pays all. Florida League of Cities $15,000 for staff dependants cost for week, max and 25% of premium dependents accrual 180 for third three months; hours. then. Cost is about $500/month General employees 100% for 100% for '' 100% for employee Indian River 515,000; Directors • employee and employee and 100% Cost: Town pays 78% of ` and 78% for Yes Florida League of Cities Shores $25,000; 7own Z8% for 78% for $400/month employee, : dependent coverage. ' dependents Manager- 50,000 dependents dependents Juno Beach 100%. 25,000 Term, 100% Employee, 100% Employee , 100% Employee. 100% Employee. 100% 50% - 5102.00 annually. 50% dependants. 50% dependants. Yes. $25,OOOregular Yes, town pays 100� Jupiter employees; $50,000 Yes. 100� for Yes. 100% for ' of premium; benefit 2 plans, 4 levels of 2 plans, 4 levels of Island Department Heads; employees, 100� for emptqyees, 100% No is 2/3 of max cap of premiums (8 variances premiums (8 variances HMO 8 PPO offered.- <$100,000 7own tlependents. for dependents. $60,000 (get $40,00 total). total). Manager. ; per,year max). Group Insurance Revised: 4/3/2006 Village of Tequesta, FL Municipal Solutions, llc Classification Compensation Sfudy Colin BaenzigerAssociates Yes. PPO. Town Providers: Medical 8 Dental: Blue Yes. Basic Life: 1x Cross / Blue Shield; Flex spending: annual sala or pays 100%, No, but option Yes. Accidental ry Employee opt in for Employees Death F� Florida Combined Life; Vision: Lake Park $50,000 max. Not reported Not reported Not reported Vision Care; Dental: Ameritas; Life em lo ee can o t-in through payroll through payroll Dismemberment up P y P deduction deduction. to $50,000. and ADBD: Standard Insurance; for greater coverage. $64.04. Flex Cafeteria: AFLAC; Pension ft Deferred Comp: VALIC All pre-tax. HMO: Yes, commence 1st" Yes. $U Sin�le ' Employee-Chitd: $91 bi- month after 90 days. and 56 bi-weekly ; weekly; Emplayee-Spouse: Yes. Life and ADftD. . HMO & PPO. Health pretax HMO:' Employee pays 598 bi-weekly; Family: $9 Lantana ' $15,000 coverage pe care costs for deduction. Yes. 100% No. $0. PPO: Employee ' bi-weekly.;PPO: Employee- employee employee and Provider: pays $10 bi-weekly. Child:S1D0 bi-weekly, ',dependents are Guardian Dental Employee-5pouse:$105 bi- deducted '-pre-tax. PPO. weekly, Family: 5118 biweekly. ; 50% , family pay $333, $20 1.5 times salary for Yes. 100% for Yes. 100% for 100%, $336 per month for spouse, $146 for department heads of Health, $26.77 for emptoyees children only; Aetna for Health, .lefferson Pilot Manalapan employees, 50%for employees, 50% No No. and $20,000 all other dependents for dependents Dental and life is $7.20 Dental -- $28.24 for for Dental employees per month employee with children, Family is $54.81 per month : $50/Month Elex Ocean Ridge $15,000 100% toward health 100% 1A0% 100% ' 0 Ins. 30 day wait, 100% of 100% Paid by Town. Employee. For 100% employee, I times earns up to Employee pays Pays 66.7% of Town pays 100% of Town pays 75% of Palm Beach $100,000 employees' families employee pays �00% earnings up to employees medical dependant Medical Self Insured City pays 75% for dependents Employee pays 25% $4000/month S. Palm ' ' 100% (includes ' 100% (includes 50%. Dependent Yes. $50,000 poiicy. Yes. 1D0% Uncertain. 100%. $480 costs=$1,200 for <2; 51,50 -' Beach Dental & Vision) !' Health 8t Vision) #or >2. Yes, 100% ($4,656 or Yes, 100% ($488 $388/mo) for ar $41 /mo) for Sewall's _ Employee; 100% Employees; Yes, 10j % 100% Paid by Town. Not reported Not reported Not reported Point Employee pays ($320 . ($4,764 or $397/mo) 100% ($499 or for family. 542/mo). Group Insurance Revised: 4/3/2006 Village of Tequesta, FL Municipal Solutions, llc Classification Compensation Study Colin BaenzigerAssociates S50,000 for elected ' tl officials an employees with salaries over FPO Cit $40,000; 540,000 fo � Y Pays for employee; employee Yes, 100% for ' those w/ salary b/t r City pays $825.99 to cover pays $77.16 to cover employee; , 5434.65 for employee 30 and 40• 530,000 spouse, $684.38 to cover Bluetross / Blue Shield.for - Stuart ' Spouse, $53.37 to employee pays No No for health and $25.64 for employees b/t 20 one child and S879.50 to Health, Comp Benef9ts for Dental cover kids;: S141.75 $12.82 per pay= for dentat & 30; $20,000 for cover family - employees blt 15 8 to cover,spouse and period for family 20; $15,000 for kids employees bJt 10 & 15; $8,000 for ret9rees None: Union contracts (Police, utitity and some Yes, equal to 1 1/2 ' ' 100% employee, admin) provide ' ' ' 100% employee, 75% ` 5355.07 for spouse; times the employee's 75% dependents for the 5415.29/month for Cigna Point of SerVice. Viltage may Tequesta ' dependents if No '$264.74 for children; annual salary + if employee pays individual paid employee; alter coverage at any time. employee pays 25%. $622.93 for full family , ' S5,000.' 25%. for'90 days at the fult pay rate,: can be extended ' another 90 days. ' Group Insurance Revised: 4/3/2006 Village ofTequesta, FL Municipal Solutions, llc Classification Compensation SWdy Colin BaenzigerAssociates Paid Holidays t. itv / Total # New= MLK Day Presidents Good Memohal Independence Labor s Columbus Veterans Thanksgiving Day after ChHstmas Christmas New Year's Birthday Personal iOther Town Days Years Day,: Friday Day' Day Day ' Day Day Day 7hanksgiving Eve Day Eve Day Day Gulf � �.. .. �. � . . , . <. .. y- One day 11 Holidays and one Stream 12' y y y y y y y � y y y . y - - per year. optional Ffoat Day.. Highland Beach ': y i 2 personat ��.12� Y��: Y' Y��: n:�. y��. Y� �� Y� Y�. + Y Y�� 1/2ofda y y � 1/2 of day days: Hypoluxo 12 Y Y Y �� Y ... Y Y Y Y Y Y .. �� Y n' n" .: ..Y'�� "12: 10+2 Floaters.�.�. Indian :�'� � � � River �� 1� Holidays aad four , Shores �� 70�:� y�; n n i Y'� Y�` � Y Y � n �. Y� �� Y Y�. �� Y � Y n n" � 4��. personal days . " Combined Sick.Vac.Pers Juno Beach . Time. (see Sick or 10 Y Y Y - Y Y Y - Y Y Y - Y - - Vacation) Jupiter �� . "70 hotldays pWs 2.�� - Island '�. 12 ,.. � ftoating days. Change Y� Y y�- Y ... Y: '��. Y Y�� Y �� Y �. Y' Y Y" 2- annually. � Lake Park not reporte oot report - - - - - - - � � Lantana. 10�: Y��'� > Y..� Y�'�. :Y��.� � Y Y .��.Y � Y Y"� Y ':1. t0,daysscheduied ��: Manalapan 11`� y y Y �� Y Y Y �� Y Y Y n y n ... �� 1 Oaean Ridge _ 71 �� Y�: Y.� Y:' �� Y�� Y Y Y Y: �.� y y��. ��. n y n n�� Scheduled annuatly.� �. 9-11if Palm Beach �hristmas . � � 4 per years, & New Fire Fighters years fall get two days on Tuesday (two 24 hour or Thursday y y - . y y Y � . Y y Y _ y _ . days 5. Palm�: �� Beach � 11"� y� y y� Y:�'. � Y Y Y�.��. Y�� Y Y�� 1/3 of day y � �: 'Emp1oPT0. have�t `. Sewall's *9 holidays + i Point perwnal / floacing 10' y n n n Y Y Y � Y Y Y Y Y n n" 1 day. 2 perqear SWart '�; but do not carry over. � � Birthday �does S holidays ptus . not ca�ry birthtlay plus two -� � 12` y + y .��.� . �.��. Y Y . Y • �. `�� . Y Y�� . . y . y��. . oveYeither floaters '� �"12 days plus AMaday�= � � 3 per year foh after Sunday fiotiday �� Tequesta FTEs on and Friday before :'. regula� 8 Saturday hol(day ' 7Y- y" y� y�: n.: Y' � Y Y . n�� Y��. �� Y Y�.: :��. Y Y y �� hour�shif[. included. Paid Holidays Revised: 4/3/2006 Village ofTequesta, FL Municipal Solutions, llc C/assification Compensation Study Colin BaenzigerAssociates Miscellaneous Benefits ' Police Fire Public Works Vehtcle or Mileage " Tuition Reimburse Other " Pens9on Citv / Town Allowance Educational Provide uniforms and Provides Uniform as Assistance: Defined contribution, ICMA plan, Town contributes 12.6%, employee Gulf Stream N/A needed and a pair of yes, on-call personnel only. Unlimited. reimbursement of dry cleaning steel toed shoe tuition on case by �ontributes 7%, starts, after b months employment case basis. Employees who did ' (Yes)Town Manager gets not take any health Course must apply to job, Done by Contract witfi $6000 per year and others insurance for 401 with ICMA, 4% employee, Town contdbutes 1296 but switching to Highland Beach 5780 per offfcer NO 50% if you gets grade of C Delray Beach get mileage allowance ; dependents get an FRS or better based on IRS suggestion additional $200 per month Not Public Works Staff Not Public Works Staff -- Not Public WorkS Staff - Reimbursed for authorized Yes, but has never been Yes, after 1 year, Town pays 10% of employee's actual compensation. Hypoluxo done through Interlocal �" done through done through Interlocal travef at IRS rate used. Nothing Stepped vesting up to 6 years, 100% vesting after 6 years. Interlocat two plans. ; EUgible after 01000 hours • Can do either defined benefit Triple Certified w/ Refmburse at $.29 cents or defined contHbution. Def Contrtown puts 11% or Def9ned beneHts Indian River Shores Uniforms and laundry. Uniforms, no laundry. Yes, 100%. N/A ' _ police per mile: just over 15%. Employee puts 5% for defined contr and 6.9% for the defined benefit. Juno Beach $25 per pay period Not applicable. Done One pair of shoes per Town business, at federal 75% of A; 50% of B or C N/A N/A by Palm Beach County year for public works mileage rate Town provides uniforms 50% of expenses. Will & laundry $501 year Provides Laundered !' reimburse. Up to $500 I shoe allowance, and $15 UMforms, 550/year for Town Manager gets $6000 //yeac Financial Incentive: Employee Assistance / month phone Combined with shoe allowance. year ATM, Udliry Directors S30 per month Assoc. Program for Yes. DeHned benefit plan. Town pays 100�, vested after 5 years. Juplter Island ` Buflding Department and Building Official get Degree; $80 Bachelors employee and Beneflt is 3% per year of servite x average of the highest 36 months allowance for Qfflcers; PoUce. $100 for pants, Town Dispatchers 5150 / year $4,800 / year ($400 /' Degree per month. Pollce dependants. Town salary. No COLA in the plan. Na stepped vesting. for shoes and pants, provides shirts, and S50 month). offfcers get additional pays 100%. Town provides'sMrts. '� Year for shoes. r incentive pay based on state mandated training. Vision Care: City pays 100% of employee cost, Dependent coverage Town will contribute 5%, + �/2 of employee contribution up to 5% (7.5% Lake Park Not reported Not reported Not reported Not reported Not reported by Emptoyee employer match possible). Provider: VALIC C�512•10/mo. Also, Employee Assistance Plan (legal assist, financial assist, etc) Miscellaneous Revised: 4/3/2006 Village of Tequesfa, FL Municipal Solutions, llc Classification Compensation Study Colin Baenziger Associates Yes, 100%xeimbursement Section 125 medical : is preWously approved by savings account, ' pretax option for Lantana ' department heatl. 401 defined contribut9on, Town pays 9% of employee base salary. 100% Adm9nistrative ortty. ° employeesfor Academic incentive - vested after 5 years.,Optional 457 plan forpretax contHbution. ' employee can earn up to !medical a�d $1000 per year. dependent care expenses. Provide Uniforms & Reimbursement # IRS rate Flexible 125 plan - cleanin , cast varies Not a licable. Done Yes as needed, Wash Per mile. Chief, Sgt., Manala an �( � PP Town pays $50 for Yes, after one year. ICMA • Town 8%, Employee 6%. 100q vested after P Boot Allowance - 75/ b Palm Beach Count themselves. Manager and Utility Yes, up to $1,500. S y y Director have take-home employee chosen completion of 6 years. Can't contribute in first year. year benefit cars. N/A Contract with Town Manager $600/Month $50 per month for cafeterta plan. FloHda Retirement System. City uniform allowance • no Uniform allowance no Ocean Ridge Boyington Beach for Allowance, Police ch9ef Not Re orted. ' Not Re orted. currentl g p y 5' amount given = amount given p P y pays 7.39% fo� re ular em lo ees, 9.37% for Sr. Mgyt Clas Hre protection take home car and 18.53% for special risk. Provide uniforms. Get Defined Benefit. Employee pays as foltows: general employee, 6.47% ; Palm Beach shoes (550/month) and No Yes. Shoes Yes. Miteage Yes, amount unlimited (w/ 50% of retiree health police, 6.98%; Fire, 6.82%; and Life Guard, 78.21%. Town pays Dry deaning. ($50/month). reimbursement. conditions). Ft dental paid. 17.66% for general employee, 30.08 for police, 33.08% for fire and 23.61 % for life guards 5. Patm Beach s Not re orted ` Not re orted Not reported Not reported Not reported - Not reported Yes. FRS - Cit pays 100%. 401k.deferred comp being phased out. ' Vision Care: $150 ftat Provide uniforms as Yes, mileage city contribution for Sewall's Point needed. Shoes: N/A No. reimbursement per state Yes, 100% on job-related both employee Ft Money Purchase Plan 15% of satary. $100/ ear. education. Y statute. family, remaining cost by employee. Provide uniforms and shoes. Clean up to 5 uniforms per week. Detect9ves et a Provide uniforms and Provide uniforms. Hired before 1/1 /96, FitS (city currentty pays 7.39% for regular ' � ` 457, bonuses pafd for `- Yes, 100% for an A, 75� for employees; 9.37% for Sr. Mgyt Class and 18,53% for special Hsk); After Stua�t clottiing a�lawante of 'shoes plus-bunk Provide a boot ' $.405 per mile ideas tMat save the 5500 and deaning of materials. atlowance of up to 570 a B, 50% for a C c9ty money 1/1 /1996, defined Benefit is 13% for General Member, 25.6� for FF $500 per year. Show r memberand 22.35 for poUcemember allowance up to $95 per year Court Attendance MnuaL• Provide 1:1. Dis tchers AnnuaL Prov9de ' � - ' uniforms, $100 for uniforms, $100 for ' receive special ' sfioes, all ofHcers et Reimburse college tuition ' shoes, all officers et g clothing aRowance. FRS unti[ 1995 (Villageturrently pays 7,39% for regular employeer, 8 at the State College Te uesta $425 for uniform 5425 for uniform 6 shirts, 6 pants ]` $75- Alt other on•duty 9.37Y for Sr. Mgmt Class and 18;53% for speciat risk). After 1995, 9 IRS Rate tufCionrate assumingthat cleanin allowance, and ��eaning allowance, t00 for shoe allowance. employees Vitlage administered defined benefit plan. Employee contributes 5%„' 8 the program is approved and $575 ctothing (cotlective Villa e a 5575 clothing allowance by the Village Manager. B p Ys the rest 7% for general employees, 9.2% public safery ! aUowance for bargalMngLnit for detectives. detectives. members) receive clothing allowaoce. Miscellaneous Revised: 4/3l2006 Village of Tequesta, Florida SALARY �t B£NEFITS SURVEY Municipal Solutions and Colin Baenziger �t Associates are conducting a salary and benefits survey for the Viltage of Tequesta. As we did for Jupiter Istand, we are surveying communities in Martin and Palm Beach Counties who have comparable positions and characteristics. Once we are done, we will provide you with a copy of the resutts. Please return via facsimile to Don McDougal (772) 408-6643 or via email at dkrrjcdouga[�adelphia.n�t. Should you have questions, please contact Don at (561) 793-2624. Please return the completed survey as soon as possible. If you prefer to mail the information, please give Don a call for the address. eirr i rown�: �oPU�arroN: # FI1LL-TIME EMPLOYEES NUMBER QF PART-T1ME EMPLOYEES GENERA� QPERATtNG BUDGET: $ TOTAL PERSONNEL-RELATED COSTS: $ Sa(aries $ or % Ber�efits $ ar % Are you a Fult-service community? Y_ N What other services does the City / Town not directly provide or contract with another agency to provide? SURVEY COMPLETED BY: NAME: TITLE: TELEPHONE: Email: We will send you a copy of the study when it is completed. O Don't forget to attach your pay plan & salary schedule. O THANK YOU !!! O Colin Baenziger and Associates � Municipal Solutions, LLC, 2005. Page 1 Village of Tequesta, Florida Pay Plan Does your City / Town has a pay plan? yes no. How many steps are there in the pay plan? Is there a set percentage between steps? yes no. If yes, what is it? Salary Increases Does your City / Town give: A cost of living increase each year? yes no. If yes, what was it last year? A Merit Increase? yes no. $ or % If yes, what wa� the maximum amount someone could receive? Longevity? yes no. $ or % Certifications, Education yes no. Policy / Conditions: Vacation How is vacation accrued? (for example, 0 to 5 years of service, 10 days/ year; 6 to 10 years, 15 days per years and so on). to years: days vacation per year to years: days vacation per year to years: days vacation per year to years: days vacation per year How many days can they carry forward from one year to the next? Do employees get paid for unused vacation? yes no. If yes, how much can they get paid for and what are the criteria? Sick Leave How is sick leave accrued? # days per year rate or % per hour Policy / Conditions: Can emptoyees carry or bank unused sick leave? (Y/N) Is there a maximum accrual? Policy / Conditions: Does sick leave have Cash or cash-out value? (Y / N) Policy / Conditions: O Colin Baenziger and Associates �t Municipal Solutions, LLC, 2005. Page 2 Village of Tequesta, Florida Personal Days (or floatinq ho(idays) Do your employees get floating holidays or personal days off? yes no If yes, how days per year do they get? days per year Policy f Conditions: Benefits Ptease provide the fol(owing information regording the emp(oyees' benefits, % or actua( $ costs: Employee Dependent / Family Type of Coverage ��ty / Town Employee City / Town Employee Contribution Contribution Contribution Contribution (if any) For Family MEDICAL PLAN (preferably in % of cost) DENTAL PLAN VISION PLAN LIFE INSURANCE AMOUNT: $ SHORT TERM DiSABILITY LONG TERM DISABILITY EMPLOYER-PROVIQED PENSION PLAN DEFERRED COMP PLAN O Colin Baenziger and Associates &t Municipal Solutions, LLC, 2005. Page 3 Village of Tequesta, Florida Holidays What holiday does your City / Town give? Please check all that appty. New Years Day Martin Luther King's Birthday President's Day Cinco De Mayo Memorial Day July 4tn Labor Day Columbus Day Veterans' Day Thanksgiving Day Day after Thanksgiving Day Christmas Eve Christmas Day Day after Christmas New Year's Eve Does your City / Town provides other holidays to employees? Other Benefits Does your City / Town provide other benefits? Uniform / Shoe Allowance: Does your provide uniform or shoe allowance for (write amounts or "no" on atl that apply): public works utility police firefighters Policy / Conditions: Mileage Reimbursement: Does your Cifiy / Town provide a reimburse mileage? yes no. Policy / Conditions: OTHER fNFORMATION AND/OR OTHER PAY AND/OR BENEFlTS NOT INCLUDED ABOVE THANK YOU !!! O Colin Baenziger and Associates & Municipal Solutions, LLC, 2005. Page 4 APPENDIX C COMPENSABLE FACTORS Vi((age of Tequesto, FL Municipa( Solutions, Ilc C(assification & Compensation Study Colin Baenziger Ft Associates APPENDIX C: CQMPENSABLE FACfiORS; CLASSIFfGATION ANALYSIS TOOL &t ASSESSMENT RESULTS Basic Approach: The following outlines how the consultants compared positions. First, Compensable Factors were developed (complete list and a definition for each follows this introduction). These factors involve quantifying the knowledge, skills, abilities and experience necessary to perform each job. They vary from position to position and depend on supervisory requirements as well as the manual requirements. For example, a mechanic must perform physical labor in a potentially hazardous working environment. It does not require, however, that the position oversee a budget or network with the community. The Village Manager, on the hand, must do the latter but not the former (unless, of course, he has a hostile counci( creating an environment which is hazardous to his health). An example for how our compensable factor for education works is below. Ski(ts Exampte Education: First Degree: High schoot diploma or equivalent. Second Degree: Two year degree from an accredited college or junior college. Third Degree: Bachelor's degree in Public Administration, Business, Accounting or other related advanced degree pertaining to a relevant field. � If the position required a high school degree, the position would be considered first de�ree in terms of education. If it required a Bachelors degree, it would be considered a third degree position in terms of education. Note that a full explanation of the compensable factors is provided in this Appendix. Additionally the weighting of the factors varies according to the level of the position. It is, for example, very important for the Village Manager to have a Bachelors Degree while is it not for a mechanic. See below. , Revised: 4/3/2006 1 Vil(age of Tequesta, FL Municipa( So(utions, l(c Clcrssification Ft Compensation Study Co(in Baenziger & Associates Management Compensabte Factors Ski ll Education: First Degree: Holder of High School Diploma or equivalent education. Second Degree: Holder of a Bachelors degree in Engineering, Science, Public Administration, Business, Accounting or other related degree pertaining to a relevant field. Third Degree: Holder of an advanced degree above the Bachelors degree. Preferable in Masters Public Administration, Masters in Business Administration, Masters of Accountancy or other retated advanced degree pertaining to a retevant field. Experience: First Degree: Less than 3 years experience in a comparabte position at another Village or city or in the private sector. Second Degree: Three to five years experience in a comparabte position at another Village or city or in the private sector. Third Degree: More than 5 years experience in a comparable position at another Village or city or in the private sector. Know(ed¢e: First Degree: Use of mathematics with the use of compiicated drawing, specifications, charts, tables; various types of precision measuring � interments. Equivalent to one to three years' applied trades training in a particular or specialized occupation. Second Degree: Use of intermediate knowledge of law, mathematics, finance, budgeting, personnel management and public administration and or the use of complicated drawings, specifications, charts, tables, handbooks formutas; all varieties of precision measuring instruments. Equivalent to complete accredited apprenticeship in a recognized trade, craft or occupation; or equivatent to a four-year college. Third Degree: Use of a high mathematics involved in the application of business principles and the performance of related practical operation, together with a comprehensive knowledge of the theories and practices of law, pubtic administration, finance, budgeting, personnel management, mechanical, electrical, chemical, civil, or like engineering field. Equivatent to compteting an advanced degree form an accredited university. Revised: 4/3/2006 2 , Vi(lage of Tequesta, FL Municipal Solutions, llc C(assification £t Compensation Study Cotin Baenziger Ft Associates Responsibi(ity BudQet: First Degree: Responsible for general oversight of funds and some distribution to various entities. Second Degree: Responsible for oversight of funds, assisting in the writing of grants and proposals to support the Department's operations budget, and / or facititating intergovernmental financial support for municipal operations. Third Degree: Responsible for the oversight of Department funds, evatuating and recommending rate restructuring, writing grants and proposals as a principal source to the Department's operations budget or the Village's General Fund, and / or facilitating intergovernmental financial support for operations. Oversee Operations: First Degree: General oversight of operation with in a functional area. Second Degree: Responsibility of an area with moderate control of various staff and resource support within a functional area. Third Degree: Major oversight of multiple department operations and / or multiple functionat areas, various staff and resource support within this departmenC and among other departments within the Village. Work with Others: First Degree: Works with others within a functional area. Second Degree: Works with others within functional area and occasionally into other areas, and coordinates activities that require cross-functional support. Third Degree: Works in an extensive capacity within other functional areas, including making recommendations to the Village Council (or other Boards and Commissions) on various issues. Community Networkinq: First Degree Works with community on various issues and internal matters dealing with managers in functional area. Second Degree Work with community on various issues for internal matters and external matters. Handles all cross-functional interactions as needed. Occosiona((y informs the public or responds to public comment, or informs residents and groups on Village issues. Third Degree Works with community on various issues in community development and business issues. Regularly informs the public, responds to public comment, or informs residents and groups on Vittage issues. Revised: 4/3/2006 3 Vi((aqe of Tequesta, FL Municipal So(utions, !lc C(assification & Compensation Study Co(in Baenziger �t Associates Non-Management Compensabte Factors Ski ll Education: Fourth Degree: Holder of High School Diploma or equivalent education. Fifth Degree: Holder of an applied science degree or at teast two year of secondary education at an accredited cotlege. Sixth Degree: Holder of a Bachelors degree in Public Administration, Business, Accounting or other related advanced degree pertaining to a re[evant field. Experience: First Degree: Less than five years of experience in a similar position. Second Degree: Five years experience at a retated position or at least three years of experience in the next tower position. Third Degree: Eight years or more experience at a retated position or at least five years of experience in the next lower position. KnowledQe: First Degree: Use of reading and writing, adding and subtraction of whote numbers; following of instructions; use of fixed gauges, direct reading of instruments, and similar devices; where interpretation is not required. Beqinner's knowledge of basic computer and technica( ski((s. Second Degree: Use of addition, subtraction, multiplication and division of numbers including decimals and fractions. Simpte use of formulas, charts, tables, drawing, specifications, schedules, wiring diagrams, use of adjustable measuring instruments, checking of reports, forms, records and comparable data where interpretation is required. Intermediate knowled�e of basic computer and technica( ski((s. Third Degree: Use of mathematics with the use of complicated drawings, specifications, charts, tables, and various types of precision measuring instruments. Equivalent to one to three years apptied trades training in a particular or specialized occupation. Advonced know(edge of basic computer and technica( ski(Is. Effort Phvsico( Demand: First Degree: Light tifting of objects that are generally less than 20 pounds with assistance. General office work with limited (organizational) filling of documents. Minimal standing, walking, crawling or climbing. Revised: 4/3/2006 4 Vi((age of Tequesta, FL Municipa( Solutions, l(c Classification & Compenscrtion Study Co(in Baenziqer & Associates Second Degree Medium to heavy tifting of objects that are generally less than 50 pounds with assistance, occasional climbing and carrying of objects. General office or file and documents maintenance work with recurring movement, lifting or frequency. Recurring standing, walking, crawling or climbing. Third Degree Medium to heavy lifting of objects that may exceed more than 50 pounds with assistance. General office work and medium to heavy file and document maintenance work with movement, lifting or high frequency including operation of office and / or heavy equipment. High frequency of standing, walking, crawling or climbing. Mental Demand: First Degree: Requires littte or no decision making for day to day operations of a functional area. Often takes direction from superiors when performing tasks. Second Degree: Requires moderate independent decision making / interpretation within duties or daily operations within a functional area. Superiors have delegated certain authority over general tasks. Third Degree: Requires moderate to heavy independent decision making within duties or daily operations and within in the allocation of resources, time or equipment. Job Conditions Workin¢ Conditions: First Degree Works in non-hazardous conditions and have general contact with internal and external customers. Second Degree Occasionally works in semi-hazardous or occasionally hazardous conditions. Interfaces with internal and external customers on special projects that require employee to consult external help from other functional areas. Third Degree Regularly works in hazardous or potentially hazardous conditions with heavy equipment that is sensitive to over-handling. Frequently works with external customers on a regular basis. Revised: 4/3/2006 5 Viliage of Tequesta, FL SCALE: MANAGEMENT non-MANAGEMENT Municipai So►utions, uc Classification Compensation Study Colin BaenzigerAssociates Mana�e.ment: Wei�hted Factors Factors Degrees 1st 2nd 3rd Ski ll 1 Education 12.5 25.0 50.0 2 Experience 15.0 30.0 60.0 3 Knowtedge 17.5 35.0 70.0 Responsibility 4 Budget 10.0 20.0 40.0 5 Oversee Operations 6.3 12.5 25.0 6 Work with others 6.3 12.5 25.0 Community 7 Networking 12.5 25.0 50.0 80.0 160.0 320.0 ' non-Mana�ement Wei�hted factars ' ' Factors Degrees 1st 2nd 3rd Skitl 1 Education 7.5 15.0 30.0 2 Experience 12.5 25.0 50.0 3 Knowtedge 15.0 30.0 60.0 Effort 4 Physical Demand 10.0 20.0 40.0 5 Mental Demand 7.5 15.0 30.0 Job Conditions 6 Working Conditions 12.5 25.0 50.0 b5.0 130.0 260.0 Revised:4/3/2006 Page 1 o f 1 Village of Tequesta, FL Compensable Factors - Mana�ement Municipa( Solutions, ��c Classification Compensation Study Collin BaenzigerAssociates � espons� i ty ommunrty Mana ement Ran e: ' rocai g � Education Experience Knowledge Budget Oversee Work w/ Networking Points operations others POSlt101'1 Degree Points Degree Points Degree Points Degree Points Degree Points Degree Paints Degree Points Vi age Manager 3 50.00 3 60.00 3 70.00 3 40.00 3 25.00 3 25.00 3 50.00 320.00 Assistant Village Manager 3 50.00 3 60.00 3 70.00 2 20.00 3 25.00 3 25.00 3 50.00 300:00 Finance Director 3 50.00 3 60.00 3 70.00 3 40.00 3 25.00 3 25.00 2 25.00 295.00-' Community Development Director 3 50.00 3 60.00 3 70.00 3 40.00 3 25.00 3 25.00 3 50.00 320.00' Public Services Director(Proposed) 2 25.00 3 60.00 3 70.00 2 20.00 3 25.00 3 25.00 3 50.00 275.00 Fire Chief 2 25.00 3 60.00 3 70.00 2 20.00 3 25.00 3 25.00 3 50.00 375.00 ' Potice Chief 2 25.00 3 60.00 3 70.00 2 20.00 3 25.00 3 25.00 3 50.00 '275.00 `' Utility Director 3 50.00 3 60.00 3 70.00 3 40.00 3 25.00 2 12.50 1 12.50 270.00 ' Assistant Fire Chief - Operations 2 25.00 3 60.00 3 70.00 2 20.00 3 25.00 2 12.50 3 50.00 262.50' Director of Parks 8 Recreation 2 25.00 3 60.00 3 70.00 2 20.00 3 25.00 3 25.00 2 25.00 25�.00 Assistant Police Chief - Lieutenant 2 25.00 3 60.00 2 35.00 2 20.00 3 25.00 3 25.00 3 50.00 240.00' Public Services Manager / Utility Superintendent 1 12.50 3 60.00 2 35.00 2 20.00 3 25.00 3 25.00 3 50.00 227.50 '" Assistant Finance Director 2 25.00 3 60.00 3 70.00 2 20.00 2 12.50 3 25.00 1 12.50 225.00- Streets Superintendent 2 25.00 3 60.00 2 35.00 2 20.00 2 12.50 2 12.50 3 50.00 215.00 Stormwater Superintendent 2 25.00 3 60.00 2 35.00 2 20.00 2 12.50 2 12.50 3 50.00 `218.00% Fire Captain 2 25.00 3 60.00 2 35.00 2 20.00 2 12.50 2 12.50 2 25.00 190.00 ' Village Clerk 2 25.00 2 30.00 2 35.00 1 10.00 2 1Z.50 3 25.00 3 50.00 `187.50 > Chief Water Plant Operator / Superintendent 1 12.50 3 60.00 2 35.00 2 20.00 1 6.25 2 12.50 2 25.00 171.25 ' Recreation Programs Supervisor 2 25.00 2 30.00 2 35.00 2 20.00 2 12.50 2 12.50 2 25.00 160.00 Fire Lieutenant 2 25.00 2 30.00 2 35.00 2 20.00 2 12.50 2 12.50 2 25.00 160.00 ie ervice ec upenn . ormwa er a er ii y � 12.50 2 30.00 2 35.00 1 10.00 1 6.25 2 12.50 2 25.00 131.25 ' Re��sed: aiai2ooe Page 1 of 1 Village of Tequesta, FL Comaensable Factors - Combined Scale Municipa� so�utions, uc Classification Compensation Study Colin Baenziger Associates � esponsi i i y ommuni y gement Range ' Oversee Work w/ /1�d11d Education Experience Knowledge Budget Networking operations others Skill Effort (Demand) ToCal Poin Non-Management Range: Education Experience Knowledge Physical Mental �ob Conditions O51 lOfl Degree Poin[s Degree Points Degree Points Degree Points Degree Points Degree Points Degree Points Village Manager 3 50.00 3 60.00 3 70.00 3 40.00 3 25.00 3 25.00 3 50.00 -- 320.00 Community Development Director 3 50.00 3 60.00 3 70.00 3 40.00 3 25.00 3 25.00 3 50.00 320.00 ' Assistant Village Manager 3 50.00 3 60.00 3 70.00 2 20.00 3 25.00 3 25.00 3 50.00 300.00 Finance Director 3 50.00 3 60.00 3 70.00 3 40.00 3 25.00 3 25.00 2 25.00 295:00 : Public Services Director (Proposed) 2 25.00 3 60.00 3 70.00 2 20.00 3 25.00 3 25.00 3 50.00 275:00 ' Fire Chief 2 25.00 3 60.00 3 70.00 2 20.00 3 25.00 3 25.00 3 50.00 275,00 ' Police Chief 2 25.00 3 60.00 3 70.00 2 20.00 3 25.00 3 25.00 3 50.00 275:00 " Utility Director 3 50.00 3 60.00 3 70.00 3 40.00 3 25.00 2 12.50 1 12.50 270:D0 Assistant Fire Chief - Operations 2 25.00 3 60.00 3 70.00 2 20.00 3 25.00 2 12.50 3 50.00 262.50 Director of Parks & Recreation 2 25.00 3 60.00 3 70.00 2 20.00 3 25.00 3 25.00 2 25.00 250.00"' Assistant Police Chief - Lieutenant 2 25.00 3 60.00 2 35.00 2 20.00 3 25.00 3 25.00 3 50.00 240:00 Building Official (CDD) 3 30.00 3 50.00 3 60.00 1 10.00 3 30.00 3 50.00 230.00 Public Services Manager / Utility Superintendent 1 12.50 3 60.00 2 35.00 2 20.00 3 25.00 3 25.00 3 50.00 227;50 Assistant Finance Director 2 25.00 3 60.00 3 70.00 2 20.00 2 12.50 3 25.00 1 12.50 225.00- Instrument Tech. / Plant Operator (Utility) 2 15.00 2 25.00 3 60.00 3 40.00 3 30.00 3 50.00 220:00 ' Stormwater Superintendent 2 25.00 3 60.00 2 35.00 2 20.00 2 12.50 2 12.50 3 60.00 215.OU " Streets Superintendent 2 25.00 3 60.00 2 35.00 2 20.00 2 12.50 2 12.50 3 50.00 215,00 Detective / Investigator (Police) 2 15.00 3 50.00 3 60.00 2 20.00 3 30.00 2 25.00 200,00 ' Executive (Secretary) Assistant (Admin) 2 15.00 3 50.00 3 60.00 2 20.00 3 30.00 2 25.00 200.00 ' Communications Supervisor (Police) 2 15.00 3 50.00 2 30.00 3 40.00 2 15.00 3 50.00 200.00 Accounting Manager / Accounting Clerk III (Finance) 3 30.00 3 50.00 3 60.00 1 10.00 3 30.00 1 12.50 192.50 Executive (Secretary) Assistant (Police) 3 30.00 3 50.00 3 60.00 1 10.00 3 30.00 1 12.50 192.50 ' Building Plans Examiner / Reviewer (CDD) 3 30.00 3 50.00 3 60.00 2 20.00 3 30.00 2 25.00 215.00 Fire Captain 2 25.00 3 60.00 2 35.00 2 20.00 2 12.50 2 12.50 2 25.00 190;00 ' Village Clerk 2 25.00 2 30.00 2 35.00 1 10.00 2 12.50 3 25.00 3 50.00 187.50 ' Plant Operator II (Utility) 2 15.00 2 25.00 3 60.00 2 20.00 2 15.00 3 50.00 185:00 = Police Lieutenant (Police) 3 30.00 3 50.00 2 30.00 2 20.00 3 30.00 2 25.00 183:00 ' Planner (CDD) 3 30.00 2 25.00 3 60.00 1 10.00 3 30.00 2 25.00 180:00 Plant Operator I(Utility) 2 15.00 2 25.00 2 30.00 3 40.00 2 15.00 3 50.00 175.00 ' Chief Water Plant Operator I Superintendent 1 12.50 3 60.00 2 35.00 2 20.00 1 625 2 12.50 2 25.00 17125 - Firefighter-Paramedic 1 7.50 1 12.50 2 30.00 3 40.00 3 30.00 3 50.00 170:00 ' Police Sergeant (Police) 2 15.00 3 50.00 2 30.00 2 20.00 3 30.00 2 25.00 170:00 Public Works Crew Leader (Utility) 1 7.50 2 25.00 2 30.00 3 40.00 2 15.00 3 50.00 967:50 Recreation Programs Supervisor 2 25.00 2 30.00 2 35.00 2 20.00 2 12.50 2 12.50 2 25.00 16U.00 Fire Lieutenant 2 25.00 2 30.D0 2 35.00 2 20.00 2 12.50 2 12.50 2 25.00 160:00 Accounting Clerk II ! Accountant (Finance) 3 30.00 3 50.00 2 30.00 1 10.00 2 15.00 1 12.50 147.50 Field / Service Technician I Maintenance Worker II (Utility) 1 7.50 2 25.00 2 30.00 2 20.00 2 15.00 3 50.00 14T.50 Customer Service Representative III (Utility) 2 15.00 3 50.00 2 30.00 1 10.00 3 30.00 1 12.50 147.50' - Executive (Secretary) Assistant (Fire) 2 15.00 2 25.00 2 30.00 2 20.00 3 30.00 2 25.00 145.00 Planning Assistant (CDD) 2 15.00 2 25.00 2 30.00 2 20.00 3 30.00 1 12.50 132.50 Revised: 4/3/2006 Page 1 of 2 Village of Tequesta, FL Compensable Factors - Combined Scale Municipal Solutions, Ilc Classification Compensation Study Colin Baenziger Associates Field / Service Technician / Maintenance Worker I(Utility) 1 7.50 2 25.00 1 15.00 2 20.00 2 15.00 3 50.00 132.50 Fieid / Service Tech Superint. (Stormwater/Water Utility) 1 12.50 2 30.00 2 35.00 1 10.00 1 6.25 2 12.50 2 25.00 131.25 ` Building Inspector (CDD) 2 15.00 2 25.00 2 30.00 2 20.00 2 15.00 2 25.00 130.00 Parks Foreman / Maintenance Supervisor (Parks & Rec) 2 15.00 2 25.00 2 30.00 2 20.00 2 15.00 2 25.00 130.00 Police O�cer (Police) 1 7.50 2 25.00 1 15.00 2 20.00 1 7.50 3 50.00 125.00 Accounting Clerk I(Finance) 3 30.00 2 25.00 2 30.00 1 10.00 2 15.00 1 12.50 "122,50 Administrative (Secretary) Assistant (CDD) 2 30.00 2 25.00 2 30.00 1 10.00 2 15.00 1 12.50 122.50 Human Resources / Personnel Specialist (Finance) 2 15.00 2 25.00 2 30.00 1 10.00 3 30.00 1 12.50 122.50 Risk Management Specialist (Finance) 2 15.00 2 25.00 2 30.00 1 10.00 3 30.00 1 12.50 122.50 ' Field Tech (Maintenance / Utility Worker) (Utility) 1 7.50 1 12.50 1 15.00 2 20.00 2 15.00 3 50.00 120:00 Firefighter (Fire) 1 7.50 1 12.50 1 15.00 2 20.00 2 15.00 3 50.00 ' 120:00 Communications O�cer (Police) ' 1 7.50 1 12.50 1 15.00 1 10.00 2 15.00 3 50.00 T10.00 Deputy Village Clerk 2 15.00 2 25.00 2 30.00 1 10.00 2 15.00 1 12.50 107.50 (Occupafional) Licensing Official (CDD) 2 15.00 2 25.00 2 30.00 1 90.00 2 15.00 1 12.50 107.50 Administrative (Secretary) Assistant (Parks & Rec.) 2 15.00 2 25.00 2 30.00 1 10.00 2 15.00 1 12.50 107.50 (Building) Permit Technician (CDD) 2 15.00 2 25.00 2 30.00 1 10.00 2 15.00 1 12.50 107.50 Administrative (Secretary) Assistant (Admin) 2 15.00 2 25.00 2 30.00 1 10.00 2 15.00 1 12.50 107.50 Administrative (Secretary) Assistant (Finance) 2 15.00 2 25.00 2 30.00 1 10.00 2 15.00 1 12.50 107.50 ' Administrative (Secretary) Assistant (Police ) 2 15.00 2 25.00 2 30.00 1 10.00 2 15.00 1 12.50 '107.50 < Customer Service Representative II {Utility) 2 15.00 2 25.00 2 30.00 1 10.00 2 15.00 1 12.50 107i50 Maintenance Worker (All Departments) 2 15.00 1 12.50 1 15.00 2 20.00 2 15.00 2 25.00 102.50 Parks & Recreation Attendant / Camp & Skate Parks (Parks & Rec) 2 15.00 1 12.50 1 15.00 2 20.00 2 15.00 2 25.00 102.50 Records Clerk (Police) 1 7.50 1 12.50 2 30.00 1 10.00 2 15.00 2 25.00 100.00 Code Compliance I Enforcement O�cer (CDD) 1 7.50 1 12.50 2 30.00 1 10.00 2 15.00 2 25.00 100:00 Customer Service Representative I(Utility) 2 15.00 2 25.00 1 15.00 1 10.00 2 15.00 1 12.50 92.50 ' Administrative (Secretary) Assistant (Utility) 1 7.50 1 12.50 1 15.00 1 10.00 2 15.00 2 25.00 ' 85.00 Administrative (Secretary) Assistant (Fire Rescue) 1 7.50 1 12.50 1 15.00 1 T0.00 2 15.00 2 25.00 85.00 Revised: 4/3/2006 Page 2 of 2 Village of Tequesta, FL Compensable Factors - Non-Mana�ement Municipal Solutions, llc C(assification Compensation Study Colin Baenziger Associates Skill Effort (Demand) Job Conditions Non-Management Range:' work;n� ' Education Experience Knowledge Physical Mer�tal Total Conditions Points Position Degree Points Degree Points Degree Points Degree Points Degree Points Degree Points Bui ing Officia (CDD) 3 30.0 3 50.0 3 60.0 1 10.0 3 30.0 3 50.0 230A Chief Water Plant Operator / Superintendent Z 15.0 3 50.0 3 60.0 2 20.0 3 30.0 3 50.0 '225A Instrument Tech. / Plant Operator (Utility) 2 15.0 2 25.0 3 60.0 3 40.0 3 30.0 3 50.0 '220.0 Detective / Investigator (Police) 2 15.0 3 50.0 3 60.0 2 20.0 3 30.0 2 25.0 ` 200.0 ' Executive (Secretary) Assistant (Admin) 2 15.0 3 50.0 3 60.0 2 20.0 3 30.0 2 25A 200.0 ' Communications Supervisor (Police) 2 15.0 3 50.0 2 30.0 3 40.0 2 15.0 3 50A 200.0 Accounting Manager / Accounting Clerk III (Finance) 3 30.0 3 50.0 3 60.0 1 10.0 3 30.0 1 12.5 192.5 Executive (Secretary) Assistant (Police) 3 30.0 3 50.0 3 60.0 1 10.0 3 30.0 1 12.5 '192.5 Building Plans Examiner / Reviewer (CDD) 3 30.0 3 50.0 3 60.0 2 20.0 3 30.0 2 25.0 215A Plant Operator II (Utility) 2 15.0 2 25.0 3 60.0 2 20.0 2 15.0 3 50.0 ' 185A -' Police Lieutenant(Police) 3 30.0 3 50.0 2 30.0 2 20.0 3 30.0 2 25.0 985A Planner (CDD) 3 30.0 2 25.0 3 60.0 1 10.0 3 30.0 2 25.0 180.0 ' Plant Operator I(Utility) 2 15A 2 25.0 2 30.0 3 40.0 2 15.0 3 50.0 175.0 Firefighter-Paramedic 1 7.5 1 12.5 2 30.0 3 40.0 3 30.0 3 50A 170.0-< Police Sergeant (Police) 2 15.0 3 50A 2 30.0 2 20.0 3 30.0 2 25.0 170.0 = Public Works Crew Leader (Utility) 1 7.5 2 25.0 2 30.0 3 40.0 2 15.0 3 50.0 167.5 Field / Service Tech Superint. (Stormwater/Water Utility) 2 15.0 2 25.0 3 60.0 2 20.0 2 15.0 2 25A 1b0.0 Accounting Clerkll / Accountant (Finance) 3 30.0 3 50.0 2 30.0 1 10.0 2 15.0 1 12.5 147.5 ° Field / Service Technician / Maintenance Worker II (Utility) 1 7.5 2 25.0 2 30.0 2 20.0 2 15.0 3 50.0 147.5 Customer Service Representative III (Utility) 2 15.0 3 50.0 2 30.0 1 10.0 3 30.0 1 12.5 147.5 Executive (Secretary) Assistant (Fire) 2 15.0 2 25.0 2 30.0 2 20.0 3 30.0 2 25.0 945.0 Planning Assistant(CDD) 2 15.0 2 25.0 2 30.0 2 20.0 3 30.0 1 12.5 132.5 ' ie ernce ec maan ain enance or er i i y 1 7.5 2 25.0 1 15.0 2 20.0 2 15.0 3 50.0 1-32.5 Building Inspector (CDD) 2 15.0 2 25.0 2 30.0 2 ZOA 2 15.0 2 25A ''130.0 Parks Foreman / Maintenance Supervisor (Parks 8 Rec) 2 15.0 2 25.0 2 30.0 2 20.0 2 15.0 2 25A 130A Police Officer (Police) 1 7.5 2 25.0 1 15.0 2 20.0 1 7.5 3 50A P 125.0;' Accounting Clerkl(Finance) 3 30.0 2 25.0 2 30.0 1 10.0 2 15.0 1 12.5 122.5 Administrative (Secretary) Assistant (CDD) 2 30.0 2 25.0 2 30.0 1 10.0 2 15.0 1 12.5 ?:122.5 Human Resources / PersonnelSpecialist(Finance) 2 15.0 2 25.0 2 30.0 1 10.0 3 30.0 1 12.5 122.5 Risk Management Specialist (Finance) 2 15.0 2 25.0 2 30.0 1 10.0 3 30.0 1 12.5 122.5 ' Field Tech (Maintenance / Utility Worker) (Utility) 1 7.5 1 12.5 1 15.0 2 20A 2 15.0 3 50.0 '120.0 Firefighter(Fire) 1 7.5 1 12.5 1 15.0 2 20.0 2 15.0 3 50.0 120.0 Communications Officer (Police) 1 7.5 1 12.5 1 15.0 1 10A 2 15.0 3 50A 110.0 Revised: 4/3/2006 Page 1 of 2 Vi((age of Tequesta, FL Compensable Factors - Non-Mana�ement Municipal Sofutions, «c Classification Compensation Study Colin Baenziger Associafes Deputy Village Clerk 2 15.0 2 25.0 2 30.0 1 10.0 2 15.0 1 12.5 < 107;5 (Occupational) Licensing Official (CDD) 2 15.0 2 25.0 2 30.0 1 10.0 2 15.0 1 12.5 107.5 ° Administrative (Secretary) Assistant (Parks 8 Rec.) 2 15.0 2 25.0 2 30.0 1 10.0 2 15.0 1 12.5 107.5 (Building) Permit Technician (CDD) 2 15.0 2 25.0 2 30.0 1 10.0 2 15.0 1 12.5 `107.5 Administrative (Secretary) Assistant (Admin) 2 15.0 2 25.0 2 30.0 1 10.0 2 15.0 1 12.5 107.5 -`� Administrative (Secretary) Assistant (Finance) 2 15.0 2 25.0 2 30.0 1 10.0 2 15.0 1 12.5 107.5 ' Administrative (Secretary) Assistant (Police ) 2 15.0 2 25.0 2 30.0 1 10.0 2 15.0 1 12.5 107.5 Customer Service Representative II (Utility) 2 15.0 2 25.0 2 30.0 1 10.0 2 15.0 1 12.5 ' 107.5 Maintenance Worker (All Departments) 2 15.0 1 12.5 1 15.0 2 20.0 2 15.0 2 25.0 `_' 102.5 ' Parks & Recreation Attendant / Camp 8 Skate Parks (Parks 8 Rec) z 15.0 1 12.5 1 15A 2 20.0 2 15.0 2 25.0 102.5 'I Records Clerk (Police) 1 7.5 1 12.5 2 30.0 1 10.0 2 15.0 2 25A 100A Code Compliance / Enforcement Officer (CDD) 1 7.5 1 12.5 2 30.0 1 10.0 2 15.0 2 25.0 "';".100A' Customer Service Representative I(Utility) 2 15.0 2 25.0 1 15.0 1 10.0 2 15.0 1 12.5 92.5 - Administrative (Secretary) Assistant (Utility) 1 7.5 1 12.5 1 15.0 1 10.0 2 15.0 2 25.0 85-0 " mimstratrve ecre ary ssistant ire escue � 7,5 1 12.5 1 15.0 1 10.0 2 15.0 2 25A SSA ' Revised: 4/3/1006 Page 2 of 2 APPENDIX D PROPOSED PAYGRADE AND RANGES Village of Tequesta, FL Proposed Standardized Scale Municipal Solutions, llc Classification Compensation Study Colin BaenzigerAssociates Grade Range Type : Minimum Midpoint > Maximum 1 PT Average - - - High - Low - - - : _ _ 2 PT Average - - - High - Low - - - 3 PT Average High - Low - - - 4 PT Average High - Low - - - __ __ ___ __ __ _ _ __. : . 5 PT Average - - - High - Low - - - __ _ __ __ -_ __ __ __ _ _ __ . . _ _ _ 6 Average $ 23,661.22 $ 28,245.89 $ 32,830.56 High - Low $ 23,591.29 $ 28,398.94 $ 33,206.59 7 Average $ 25,383.88 $ 31,085.04 $ 36,786.21 High - Low $ 24,179.14 $ 29,580.00 $ 34,980.86 _ _ _ _ 8 Average $ 27,513.24 $ 34,366.34 $ 41,219.45 High- Low $ 27,042.18 $ 33,905.60 $ 40,769.01 . _ _ __ __ _ __ __ _ . 9 Average $ 29,573.57 $ 36,781.85 $ 43,990.13 High - Low $ 27,674.77 $ 35,265.46 $ 42,856.14 10 Average $ 32,804.11 $ 40,856.52 $ 48,908.92 High - Low $ 31,476.29 $ 41,355.88 $ 51,235.47 11 Average $ 35,012.11 $ 43,899.84 $ 52,787.57 High - Low $ 34,868.80 $ 43,559.31 $ 52,249.83 12 Average $ 35,809.77 $ 45,208.54 $ 54,607.31 High - Low $ 35,659.78 $ 45,198.92 $ 54,738.06 13 Average $ 37,231.38 $ 46,215.51 $ 55,199.64 High - Low $ 37,231.38 $ 46,215.51 $ 55,199.64 _ _ __ _ __ _. _. _ 14 Average $ 43,486.47 $ 50,316.40 $ 57,146.33 High - Low $ 28,799.94 $ 43,741.68 $ 58,683.43 __ _ _ _ .. ___ 15 Average $ 40,045.91 $ 50,617.18 $ 61,188.44 High - Low $ 39,687.20 $ 50,817.63 $ 61,948.05 16 Average $ 41,124.18 $ 52,096.02 $ 63,067.87 � High - Low $ 41,124.18 $ 52,109.65 $ 63,095.11 17 Average $ 43,579.96 $ 54,606.07 $ 65,632.18 High - Low $ 42,732.05 $ 54,358.31 $ 65,984.57 __ . __ __ ._ _ 18 Average $ 47,754.87 $ 58,499.76 $ 69,244.65 High- Low $ 45,232.39 $ 57,273.97 $ 69,315.55 _ _ _ _ : :. 19 Average $ 48,762.25 $ 61,025.09 $ 73,287.94 High - Low $ 48,238.42 $ 61,324.64 $ 74,410.86 Revised: 4/3/2006 Page 1 o f 2 Village of Tequesta, FL Proposed Standardized Sca/e Municipal Solutions, llc Classification Compensation Study Colin BaenzigerAssociates _ _ __ _ _ _ _ _ _ _ _ _ 20 Average $ 51,394.44 $ 64,646.57 $ 77,898.71 High - Low $ 51,073.27 $ 65,181.75 $ 79,290.23 21 Average $ 53,065.60 $ 67,234.94 $ 81,404.27 High - Low $ 53,065.60 $ 67,234.94 $ 81,404.27 ._ ____ _ _ _ __ _ _ _ _ _ _ _ _ __ __ _ . _ __ _ _ _ _ _ _ . 22 Average $ 55,496.94 $ 69,937.89 $ 84,378.83 High - Low $ 55,452.61 $ 69,730.39 $ 84,008.16 23 Average $ 57,062.57 $ 72,515.41 $ 87,968.26 High - Low $ 56,957.31 $ 71,874.83 $ 86,792.36 _ _ _ _ __ _ ___ _ _ __ _ . _ _ __ _ _ _ _ . . _ _ _ _ _ _ _ _ _ _ __ _ 24 Average $ 60,450.33 $ 76,716.08 $ 92,981.83 High - Low $ 60,450.33 $ 76,716.08 $ 92,981.83 _ _ __ __ ___ _ _ _ _ 25 Average $ 63,410 J2 $ 78,661.55 $ 93,912.37 High - Low $ 63,410.72 $ 78,661.55 $ 93,912.37 26 Average $ 65,154.48 $ 82,884.60 $ 100,614 J2 High- Low $ 64,132.33 $ 80,499.88 $ 96,867.44 27 Average $ 67,906.40 $ 86,170.79 $ 104,435.17 High - Low $ 67,406.40 $ 86,170.79 $ 104,435.17 28 Average $ 68,189.35 $ 88,038.24 $ 107,887.14 High - Low $ 68,189.35 $ 88,038.24 $ 107,887.14 29 Average $ 71,075.63 $ 90,794.92 $ 110,514.21 High - Low $ 71,075.63 $ 90,794.92 $ 110,514.21 30 Average $ 73,961.90 $ 93,551.59 $ 113,141.28 High - Low $ 73,961.90 $ 93,551.59 $ 113,141.28 Revised: 4/3/2006 Page � of 2 Village of Tequesta, FL Salal'V C0111pe11Saf10I7 - Municipal Solutions, llc Classification Compensation Study Market Sun/eV PaV Ranqes Colin BaenzigerAssociates Classified Pasition Current Proposed ' Grade Grade : Viltage Manager 26 30 < Assistant Village Manager 25 28 Finance Director 25 27'' Fire Chief 25 26 Community Development Director 24 26 Police Chief 25 26 Public Services Director (Proposed) 24 25 Director of Parks ft Recreation 17 24 Building Official (CDD) 23 23 - Assistant Fire Chief - Operations 23 23 ' Utility Director 25 23 Assistant Police Chief - Lieutenant 20 22 Assistant Finance Director 20 22 Police Lieutenant (Police) 20 21 Village Clerk 20 20 Risk Management Specialist (Finance) - 20 Fire Captain 18 to 19 20 Public Services Manager / Utility Superintendent 22 19 : Accounting Manager / Accounting Clerk III (Finance) 18 19 - Fire Lieutenant 14 to 17 19 Chief Water Plant Operator / Superintendent 16 18 Potice Sergeant (Police) 18 18 Firefighter-Paramedic 9 t0 12 17 Streets Superintendent - 17 = Ptanner (CD�) 11 17 ' Stormwater Superintendent - 16 Human Resources / Personnel Specialist (Finance) 11 16 Firefighter (Fire) 9 15 Building Plans Examiner / Reviewer (CDD) - 15 ; Communications Supervisor (Police) 11 15 Field / Service Tech Superint. (Stormwater/Water Utility) 16 14 Detective / Investigator (Police) 12 14 Instrument Tech. / Plant Operator (Utility) 12 14 Police Officer (Police) 12 14 Recreation Programs Supervisor 13 14 Executive (Secretary) Assistant (Admin) 12 14 Building Inspector (CDD) - 13 Customer Service Representative III (Utility) 12 12 Executive (Secretary) Assistant (Fire) 12 12 Executive (Secretary) Assistant (Police) 12 12 Code Compliance / Enforcement Officer (CDD) 10 11 : Deputy Village Clerk - 11 ' Revised: 4/4/2006 Page 1 of 2 Village of Teguesta, FL Sa/arV Compensation - Municipal Solutions, Ilc Classification Compensation Study Market Su►veV PaV Ra►lqes Colin BaenzigerAssociates �.u� � ri�� ri vNv�ru ; Classi#ied Position Grade Grade Plant Operator Il (Utility) 10 10 Field / Service Technician / Maintenance Worker II (Utility) 7 10 Public Works Crew Leader (Utility) 9 10 Communications Officer (Police) 10 10 Planning Assistant (CDD) - 9 Plant Operator I (Utility) $ 9 (Building) Permit Technician (CDD) - 9 Administrative (Secretary) Assistant (Finance) 10 9- Administrative (Secretary) Assistant (Police ) 6 9 - Administrative (Secretary) Assistant (Fire Rescue) 10 9 Administrative (Secretary) Assistant (Admin) 6 9 Administrative (Secretary) Assistant (Parks fx Rec.) $ 9 Customer Service Representative II (Utility) 6 9 Administrative (Secretary) Assistant (CDD) 6 9 Administrative (Secretary) Assistant (Utility) 6 9 ; Parks Foreman / Maintenance Supervisor (Parks & Rec) 7 9 Accounting Clerk II / Accountant (Finance) 7 9 Accounting Clerk I(Finance) 4 9 (Occupational) Licensing Official (CDD) - $ Records Clerk (Police) - $ Customer Service Representative I(Utility) 3 g Field / Service Technician / Maintenance Worker I(Utility) 4 7' Fie[d Tech (Maintenance / Utility Worker) (Utility) 4 ] Maintenance Worker (All Departments) 1 6 Parks ft Recreation Attendant / Camp Et Skate Parks (Parks Ex Rec; _ b Revised: 4/4/2006 Pa$e 2 of 2 APPENDIX E JOB SURVEY AND JOB DESCRIPTIONS VILWGE QF TE`QUESTA, FL MUMICfPAL SQLUTIQNS, LLC CLASSlFICATION Et CQMPENSATION SFUDY C OUN BAENT F f ASSOCtATES EMPLOYEE .10B QESGRiPT101J SURVEY MANAGEMENT POS1TtON5 - KEY E�EMENTS Municipal Solutions, llc is currentty gathering satary and compensation data from other comparable communities throughout the region to ensure emptoyee salaries and benefits in Tequesta are competitive and appropriate. This survey is used to determine whether certain key elements are properly identified and contained in current job description to adequately reflect the essential levels of experience, education, skill and effort that distinguish one position from another. Such distinction and similarities help to ensure appropriate levets of compensation between all Village staff and among similar positions other communities. Please take a few minutes to consider your position and suggest appropriate responses for each question. In order to ensure the results from regionat research, they need to clearly understand the KSAs (levets of knowledge, skills and abitities), levels of education, experience, and levels of effort and responsibility that is appropriate for someone in your osp ition. The survey is designed to be completed by the person currently employed in this position, but is not an evaluation of the person currently employed in this position, nor should it reflect the current employee's KSAs. NOTE: Whether or not you meet these requirements is not important, They are nat changing the functional duties of the job descriptions at this time. Instructions 1. Atl employees (inctuding part-time} should complete the following survey today. 2. if your position is considered `Management', fill out the Management survey only. 3. If your position is considered `non-Management', fiE! out the nan-Management survey only. 4. Give the results to Bob Garlo or Mike Couzzo by Friday of this week. 5. Bob or Mike, please catl ta fax these to me Friday and photocopy responses for your records &t mait the originals via USPS to: David Evertsen Tequesta Compensation Studv, 22331 W. La Pasada Blvd.> Bucke}�e, AZ 85338. If you have any questions, please catl �avid at 928-220-2611 (mobile} or 623.386.0901 (office}. O IHUNIGIPAI $0lUTtONS, LLC, ZQO� �{/3/ZOQG PAGE � QF � VtLLAGE OF TEQUESTA, FL MUNIClPAL SOlUTIONS, LLC CLASSIFICATfON Ft COMPENSATfON STUDY COUN BAENZIGER Et A SSOCIAT E S Mana�ement Position Questions Department: Position Title: Your Name: Reparts To: Total # I Supervise Mv position is currentiv: (check most appropriate) ❑ Management ❑ non-Management ❑ Salary ❑ Hourly ❑ Full-time ❑ Part-time ESSENTIAL KNOWLEDGE, SKILLS Ft ABILITIES: When determining what level of knowledge, ski!!s, experience and abilities are essential for your position, think about the following statements and check the one which most appropriately applies. You should reflect upon what the position would require if the Villa�e needed to filt vour position. Do not include what your current education level or ability is. Example: You may have been in this position for 12 years, though you worked up into the position. You may feel that someone following you in that position should have a minimum of 5 years experience in certain trades or skills. List the standard, and any details. Skil( Education: Are there any certificates, licenses or registrations required to perform the essentiol duties and responsibilities? X Mark the appropriate box be(ow Qnd pleQSe list an� additionaf detail. ❑ Hold a High School diptoma, general education degree, professional certificate from college or technical school or equivalent education. ❑ Hold a Four-year degree (Bachelor's (B.A.)) from an accredited college or university in Engineering, Science, Public Administration, Business, Accounting or other retated degree relevant to current position. ❑ Hold an advanced degree above the Bachelors degree. Preferable in Masters Public Administration, Masters in Business Administration, Masters of Accountancy or other retated advanced degree pertaining to a relevant fietd. Details: O MuNic�aa� So�urror�s, c�c, 20Q6 4/3/2006 PaGE 2 oF 9 VIlLAGE QF TEQUE'STA, FL MUNICIPAL SOLUTtONS, LLC CLASSIFIGATION Et CQMPENSATION STUDY COLM BAENZIGER F2 ASSOCIATES Experience: Se(ect the (evel of education needed to successfully accomp(ish the essentia( duties of this position. This wi(( not necessarily ref(ect your (evet, but the tevel needed for the job. If your leve( of needed education is not listed below, simp(y write it in below. X Mark the appropriate box be(ow and please (ist anv additiona( detail. ❑ Less than 3 years experience in a comparabte position at another municipality or in the private sector. ❑ Three to five years experience in a comparable position at another municipality or in the private sector. ❑ More than 5 years experience in a comparable position at another municipality or in the private sector. Details: Knowled�e: Please select the level of knowledge or technical skilfs needed to successfu((y accomplish the essentia( duties of this position. This wi(( not necessarily ref(ect your (eve(, but the (evel needed for the job. P(ease provide detai(s (such as specific technica(, computer, (anguage, or other ski((s or knowledge) be(ow if necessary. X Mark the appropriate box below and please (ist any additional detaiL ❑ Use of basic knowledge in mathematics or equivalent technical skills necessary to review and prepare of complicated drawing, specifications, charts, tables; various types of precision measuring interments and techniques. Equivalent to one to three years' applied trades training in a particular or specialized occupation. ❑ lJse of intermediate knowledge of law, mathematics, finance, budgeting, personnel management and public administration and or the use of complicated drawings, specifications, charts, tables, handbooks formutas; all varieties of precision measuring instruments. Equivalent to complete accredited apprenticeship in a recognized trade, craft or occupation; or equivalent to a four-year college degree. ❑ Use of an advanced knowledge of mathematics or equivatent technical skills used in the application of business principtes and the performance of related practical operation, together with a comprehensive knowledge of the theories and practices of law, public administration, finance, budgeting, personnet management, mechanical, etectrical, chemical, civil, or like engineering field. Equivalent to completing an advanced degree (Masters, Juris Doctorate or poctorate) from an accredited university. Details: OO l�UNtCIPAL $OGUTtQNS, tlC 2�6 4!3l2006 PAGE 3 QF � VILWGE OF TEQlIEST.4, FL MUNICtPAL SOLUTIOMS, LLC ClASSIFICATION Ft COMPENSATION STUDY CQLIN BAENZIGER Ct ASSOCfATES Responsi6il ity BudQet: What level of finance / budget oversight does this position require? To what degree is this position responsib(e for the department's budget, expenses, purchasing, revenue, and rates for services it provides?. X Mark the appropriate box below. ❑ Responsibte for occasional or limited oversight of funds and some distribution to various entities, including purchasing, payroll, and documentation. In this position, such authority is generally delegated, infrequent or limited in authority. ❑ Responsible for oversight of funds, assisting in the writing of grants and proposals to support the Department's operational budget, and / or facilitating intergovernmental financial support for municipal operations. Significant oversight of funds �t distribution, processing &t overseeing purchasing, payroll, & documentation for example. ❑ Responsibte for the oversi�ht of department funds, evaluating and recommending rate restructuring, writing grants and proposals as a principal source to the department's operations budget or the General Fund, and / or facititating intergovernmental financial support for operations. Principal accountability for the Department's budget and fiscal management falls under this position's responsibility. Details: Oversee Operations: Ptease se(ect the (evel of oversight needed to successfu((y accomp(ish the essentia( duties of this position. This wil( not necessarily reflect your (evel, but the leve( needed for the job. X Mnrk the appropriate box be(ow and p(ease list anv additiona( detai(. ❑ Requires responsibility for and general oversight over one or two departmental operations or functional areas with limited control of staff and financial resources within the department. ❑ Requires an intermediate level of responsibility for and oversight of multiple departmental operations or functional areas with moderate control of various staff and resource support within those functional areas, sometimes requiring interdepartmentat coordination of staff and resources. ❑ Requires major oversight of multiple department operations and / or multiple functionat areas, various staff and resource support within this department and among other departments within the Village. Details: Q I�UNICIPA! $OLUTIQNS, LLC 2�6 4/3/20�6 PAGE 4 QF 9 VtLLAGE QF TEQUE'STA, FL MUNlCIPAL SOLUTtQNS, LLC GG45SIFICATION Ft COMPENSATION STUDY COLI BAENZIGER FC ASSOCtATES Workin� with Others: Please select the leve( of interaction needed to successfu((y accomp(ish the essentia( duties of this position. This wi(( not necessarily ref(ect your (evel, but the level needed for the job. X Mark the appropriate box be(ow and pfease (ist anv additionaf detail. ❑ Works with others within a functional area. � Works with others within functional area and occasionalty into other areas, and coordinates activities that require cross-functional support. ❑ Works in an extensive capacity within other functional areas, including making recommendations to the Council (or other Boards and Commissions) on various issues. Details: Community: NetworkinQ: Does this position require that a person interact with people within and outside of the organization? Se(ect one of the fol(owing characteristics that most appropriately describe the networking responsibilities and duties of the position. Please mark the appropriate box. Provide additiona( detai( be(ow if necessary. � Work to resolve various issues and internal matters through managers or supervisors dealing with community residents or businesses only within my department or functional area. � Work with community residents or businesses, elected officials or other community groups on various issues for internal and externat matters and / or handle some cross- departmental or cross-functional interactions as necessary. This position is required to inform the public or responds to pubtic comment, informs residents and groups on Village issues. ❑ Frequently work with community residents or businesses, etected officials or other community groups on various issues for internal and external matters media or press on various issues in community development and business issues. Regularly informs the public, responds to public comment, meets or corresponds with press or media, and informs residents and groups on Village issues often in person. X Mark all that applv. � Residents (Youth) ❑ Residents (Adults) ❑ Local Elected Officials ❑ Regional & State Elected Officials ❑ Local News Media ❑ Regional & State Media ❑ County Department Heads ❑ State Agency / Department Heads ❑ Local Businesses ❑ Regional Professional Associations ❑ Council of Governments ❑ Community Groups (Rotary, Lions, other...) ❑ Others: ❑ Others: O I�EtNICIPAl. $OLUTIONS, tLC, Z�Q� Q/3/�� PaGe 5 oF 9 VILLAGE QF TEQUESTA, FL MUMIClPAL SOLUTIONS, LCC CLASSIFtCAT10N Fk COMPENSATION SFUDY COUN BAENZIGER Ff' ASSOCIATES Additional Comments: Are there any other circumstances or details about this position which may require speciat qualifications, skills or abilities. Please provide additional information below. Thank you for taking the time to complete this survey. Please return this to the Bob Garto or Mike Couzzo immediately. Results will be avaitable for viewing in the coming weeks. �O tHUNICIPA! $OlUTtQNS, lLC, ZOQfi 4/3/2006 PAGE 6 QF � VILLAGE OF TEQUESTA, FlORIRA DECEMBER 2QQ5 EMPLOYEE ,IOB DESCRIPTION SURVEY NON-MANAGEMENT POS1TlONS - KEY ELEMENTS Municipal Solutions, llc is currently gathering salary and compensation data from other comparable communities throughout the region to ensure employee salaries and benefits in Tequesta are competitive and appropriate. This survey is used to determine whether certain key elements are properly identified and contained in current job description to adequately reflect the essential levels of experience, education, skill and effort that distinguish one position from another. Such distinction and similarities help to ensure appropriate levels of compensation between all Vitlage staff and among similar positions other communities. Please take a few minutes to consider your position and suggest appropriate responses for each question. In order to ensure the results from regionat research, they need to clearly understand the KSAs (levels of knowledge, skills and abilities), levels of education, experience, and levels of effort and responsibility that is appropriate for someone in your osp ition. The survey is designed to be completed by the person currently employed in this position, but is not an evaluation of the person currently employed in this position, nor should it reftect the current employee's KSAs. NOTE: Whether or not you meet these requirements is not important, They are not changin� the functional duties of the job descriptions at this time. Instructions 1. All employees {includin� part-time} should comptete the following survey today. 2. If your position is cansidered `Management', fill out the Management survey only. 3. if your position is considered `nan-Management', fill out the non-Management survey only. 4. Give the results to yaur Department Head by Friday of this week. 5. Department Heads, please photocopy respanses for your records and mail the originals via USPS to: David Evertsen, Tequesta Compensation Studv, 22331 W. La Pasada Blvd., Buckeve, AZ 85338. If you have any questions, ptease call David at 928-22Q-2611 (mobile) or b23.3�6.09Q1 {ofifice). Q MUNICIPAL SOLUTtONS, !!C, ZOQ1 PAGE � OF J YILLAGE OF TEQUESTA, FL DECEMB 20 Non-Mana�ement Position Questians Department: Position Title: Your Name: Reports To: Total # I Supervise My position is currentiv: (check most appropriate) ❑ Management ❑ non-Management ❑ Salary ❑ Hourly ❑ Full-time ❑ Part-time ESSENTIAL KNOWLEDGE, SKILLS £t ABILITIES: When determining what level of knowledge, skills, experience and abilities are essential for your position, think about the following statements and check the one which most appropriately applies. You should reflect upon what the position would require if the Villa�e needed to fill your position. Do not include what your current education level or ability is. Exampie: You may have been in this position for 12 years, though you worked up into the position. You may feel that someone following you in that position should have a minimum of 5 years experience in certain trades or skills. List the standard, and any details. Skil! Education: Are there any certificates, (icenses or registrations required to perform the essential duties and responsibi(ities? X Mark the appropriate box below and please list any additiona( detail. ❑ No prior training; Less than high school education. ❑ High school diploma or general education degree (GED); or professional certificate from college or technicat school. ❑ Two or Four-year degree (Associate's (A.A.) or Bachelor's (B.A.)) from an accredited college or university. Detai ls: Experience: Select the leve( of education needed to successfuliy accompiish the essentia( duties of this position. This wil( not necessari(y reflect your (eve(, but the (eve( needed for the job. If your teve( of needed education is not listed below, simpty write it in below. X Mark the appropriate box befow and p(ease fist anv additiona( detail. ❑ No prior experience to one year experience. ❑ One to three years experience at a related or next lower position. ❑ More than three years experience (please detail below) at a retated or next lower position. Q MUMtCIPAI SOLUTIONS, lLC, ZOQ5 PAGE 2 OF J VILLAGE OF TEQUESTA, FLORIQA DECEMBER 2005 Details: KnowledQe: P(ease se(ect the leve( of know(edge or technica( skitls needed to successful(y accomp(ish the essentiaf duties of this position. This wi(t not necessarily reflect your leve(, but the leve( needed for the job. P(ease provide detai(s (such as specific technica(, computer, (anguage, or other skil(s or knowledge) below if necessary. X Mark the appropriate box be(ow and please list anv additional detail. ❑ Use of reading and writing, adding and subtraction of whote numbers; following of instructions; use of fixed gau�es, direct reading of instruments, and similar devices; where interpretation is not required. Beginner's knowledge of basic computer and technical skills. ❑ Use of addition, subtraction, multiplication and division of numbers including decimals and fractions. Use of simple formutas, charts, tables, drawing, specifications, schedules, wiring diagrams, use of adjustable measuring instruments, checking of reports, forms, records and comparable data where some interpretation is required. Intermediate knowledge of basic computer and technical skills. ❑ Use of mathematics with the use of complex drawings, specifications, charts, tables, and various types of precision measuring instruments - where regular interpretation is required. Advanced knowtedge of basic computer and technicat skills. Details: Ef fort Phvsical Demand: Does this position require that weight be (ifted or force be exerted? If so, how much and how often? (e.g. once a day, once a week, twice a year, etc.). X Mark the appropriate box be(ow. ❑ Infrequent lifting of heary objects that generally does not require assistance. General office work with minimal recurring movement including fitting of documents, tifting standing, bending, stooping, walking, crawling or climbing. ❑ Potential for recurring lifting of heavy objects that generally requires assistance. General office or file and documents maintenance work or work with recurring movement, lifting, standing, bending, walking, crawling or ctimbing. ❑ Potential for frequent lifting of objects that often requires assistance. General office work and medium to heavy file and document maintenance work with movement, lifting or high frequency including operation of office and / or heavy equipment, and standing, walking, crawling or ctimbing. Detai ls: �O MUNICIPAL SOLUTfONS, LLe, 20Q5 PAGE 3 OF I VIL�AGE OF TEQUESTA, FLORtDA D ECEMBE R Z O05 Menta( Demand: P(ease se(ect the (evel mental effort needed to successfu(ly accomplish the essentia( duties of this position. This will not necessari(y ref(ect your (evel, but the (evel needed for the job. X Mark the appropriate box below and p(ease (ist any additional detaiL ❑ Requires tittle or no decision making for day to day operations of a functionat area. Often takes direction from superiors when performing tasks. ❑ Requires moderate independent decision making / interpretation within duties or daily operations within a functional area. Requires reading and comprehending simple instructions, preparation of simple correspondence and memos, and the ability to effectively present information to the supervisor. ❑ Requires moderate to heavy independent decision making within duties or daily operations and within in the allocation of resources, time or equipment. Superiors have delegated certain authority over general tasks. Requires ability to read and interpret documents such as safety rules, operating and maintenance instructions, and procedure manuals. Requires ability to write routine reports and correspondence, and the abitity to speak effectively before groups of employees or residents. Detai ls: Job Conditions WorkinQ Conditions: Se(ect one of the fo((owing characteristics that most appropriate(y describe the working conditions of the position. Provide additiona( detai( below if necessary. ❑ Works in non-hazardous conditions and limited general contact with other employees and / or external customers. ❑ Works in semi-hazardous or occasionally hazardous conditions and has regular contact with employees and external customers. Position can require attention to special projects that require employee to consult external help from other functional areas. ❑ Regularly works in hazardous or potentially hazardous conditions with heavy equipment that is sensitive to over-handling. Frequently works with external customers on a regular basis. X Mark all that apply. Noise: Environmental Conditions: Other Conditions: (describe) ❑ None ❑ Wet or Humid ❑ ❑ Low ❑ Work near moving parts ❑ ❑ Moderate ❑ Work in high, precarious places ❑ ❑ High ❑ Fumes or Airborne Particles ❑ ❑ Toxic or Caustic chemicals ❑ ❑ Outdoor weather conditions ❑ ❑ Extreme Cold (non-weather) ❑ ❑ Extreme Heat (non-weather) ❑ ❑ Risk of Electrical Shock ❑ ❑ Work with Explosives ❑ ❑ Risk of Radiation ❑ ❑ Vibration ❑ �O MUNtCIPAI SOLUTIONS, LLC, 20Q5 PAGE 4 OF 9 VILLAGE OF TEQUESTA, FlORIQA DE �Q05 Contact with Others: Does this position require that a person interact with peop(e within and outside of the organization? P(ease mark the appropriate box. X Mark all that apply. ❑ Residents (Adults, Youth) ❑ Developers ❑ Vendors ❑ Council Members ❑ Other elected officials ❑ County or State Agencies � Others: Additionat Comments: Are there any other circumstances or details about this position which may require special qualifications, skills or abilities. Please provide additional information below. Thank you for taking the time to complete this survey. Please return this to your Department Head immediately. Results will be avaitable for viewing in the coming weeks. � MUNICIPA! SOLUTIONS, !!C Z�Q5 PAGE 5 OF J APPENDIX F INCENTIVE PAY AND PERFORI�NCE EVALUATION Vi(lage of Tequesta, FL Municipal Solutions, llc C(assification ft Compensation Study Colin Baenziger £t Associates APPENDIX F: 360 ° EMPLOYEE PERFORMANCE EVALUATION TOOL �t EMPLOYEE 1NCENTIVE PAY EMPLOYEE PERFORMANCE EVALUATION TOOL The 360 ° Evaluation 360 degree feedback is a method and a tool that provides each employee the opportunity to receive performance feedback from his or her supervisor and four to eight peers, reporting staff inembers, or co-workers. Most 360 degree feedback tools are also responded to by each individual in a self assessment. 360 degree feedback allows each individual to understand how his or her effectiveness as an employee, co-worker, or staff inember is viewed by others. The most effective processes provide feedback that is based on behaviors and performance that other employees can see. The feedback provides insight about the skills, attributes and behaviors desired in the organization to accomplish the mission, vision, and goals and live the values that are important to most any organization. The feedback is firmly planted in behaviors needed to exceed customer and organizational expectations. With that said, this tool has many positive aspects and many proponents which are outlined below. The 1999 State of the Industry Report, from the American Society for Training and Development (ASTD), reviewed the training practices of more than 750 firms. Fifty-five firms, described by ASTD as leading edge in their training approaches, rely heavily on employee feedback, including 360 degree feedback and peer review, for individual development plans and annual performance reviews. Seventy-five percent of these companies provided individual development plans, and 33 percent provided 360 degree feedback for most of their employees in 1998, compared to 50 percent and 10 percent in 1997, according to ASTD. Using the Evaluation There are four essentials to benefiting from the 360 ° evaluation method: • Selecting the Evaluators: People who are chosen as Evaluators, usually choices shared by the organization and employee, generally interact routinely with the person receiving feedback. Revised: 4/ 1/2006 Page 1 of 9 Vil(nge of Tequesta, FL Municipa( So(utions, llc C(assification & Compensation Study Co(in Baenziger �t Associotes • The Evatuation Process: One of the key purposes of the 360 ° Evaluation is the opportunity to address the misperceptions employees and supervisors have regarding the importance a position's skills and attributes requires. The overall purpose of the feedback evaluation tool is to assist each individual to understand his or her strengths and weaknesses, to contribute insights into aspects of his or her work needing professional development, and to facilitate a productive dialogue between employee and supervisor. Each evaluation contains a series of 15 questions, and the evaluator is asked to respond to what he or she feels is the Retevant Importance of a certain skill or attribute to the position, then respond to what they feel is the Performonce Leve( Tables 1� 2 illustrates how this is done. Table 1: Wei�hted Factors &t Performance Ratin� PERFORMANCE RATING WfiGHT LEVEL OF PERFORMANCE < O=Does not appty to position 1=Unsatisfactory 1=Relevant to position 2=Needs Improvement 2=lmportant to position 3=Good 3=Crucial to position 4=Very Good 5=Excettent Tab(e 2: Evaluatin� the Position and the Employee A. PRACTICAL KNOWLEDGE OF WORK - Understands routine methods and procedures required for effective job performance. Comments: Weight X Performance Level = B. THEORETICAL KNOWLEDGE OF WORK - Understands technical background and scientific principals behind work methods and procedures. Demonstrates this knowledge in problem solving or quality control measures. Comments: Weight X Performance Level = Revised: 4/ 1/2006 Page 2 of 9 Village of Tequesta, FL Municipal So(utions, l(c C(assification ft Compensation Study Co(in Baenziger F� Associates • Using / reviewing the feedback report: Employee and manager have the opportunity to discuss perceived and actual performance, identify areas of excellence and areas of improvement, and develop a work plan by estabtishing specific performance expectations and goals that are to be achieved within a defined timeframe. Table 3: Evaluation Report: Individual &t Supervisor Quantity of Work Quantity of Work �� • �� ' �' �� Evaluators o �A� �� ' � Q � Evaluators o �o,� � � �' ��` Q � G� �e` �.`'` � �� G ��` �- o �� e Evaivator Mgr Average Evaluator r Mgr Average 3 3 2 2 1 3 2.3 4 3 2 4 5 3 3.5 • Managing / integrating the report into performance management: Generally, each organization already has a defined pay and incentive program. Rather than completely modify this system, the 360* evaluation tool can be integrated into the existing salary and compensation plan with little or no changes whatsoever. It is generally recommended that organizations without a pay-for-performance standard adopt a pay incentive or reward system to increase effectiveness of this tool. See Incentive Pay Goats and Values in the next section. The following sections will describe the pros and cons of the 360 degree feedback evaluation tool. Positive Attributes of the 360 ° Evaluation Tool Organizations that are happy with the 360 degree component of their performance management systems identify these positive features of the process. These features will manifest themselves in well-managed, well- integrated 360 degree processes. • Improved Feedback From More Sources: Provides well-rounded feedback from peers, reporting staff, co-workers, and supervisors. This can be a definite improvement over feedback from a single individual. 360 feedback can also save managers' time in that they can spend less energy providing feedback as more people participate in the process. Co-worker perception is important and the process helps people understand how other employees view their work. • Team Development: Helps team members learn to work more effectively together. (Teams know more about how team members are performing than their supervisor.) Multirater feedback makes team members more accountable to each other as they share the knowledge Revised: 4/ 1/2006 Paqe 3 of 9 Vi(lage of Tequesta, FL Municipa( Solutions, f(c C(assificotion ft Compensation Study Colin Baenziger 8 Associates that they will provide input on each members' performance. A well- planned process can improve communication and team development. Table 4: Evaluation Report: Team Development TOTAL MANAGEMENT TEAM 360* EVALUATION : ``e o � G � o � � � ��. \�� e t .� �� `F� • z �° �� a�' Evaluators O �� o .�� '� .� 4 c c o � ��° � ��' � ` � •.�� a'` �o �2 � � Q J �� Q°\\ � \`e \.`o Q\a �c Q.- � G �� '`° �o Department Head verage core Received Finance Dir 2.0 3.9 4.3 3.0 3.3 3.8 4.1 3.8 4.2 3.6 Cit Attorne 3.6 4.0 4.8 3.6 3.3 4.0 4.7 3.8 3.9 4.0 Public Works Director 2.4 4.2 4.2 2.7 3.2 3.5 4.7 3.8 3.3 3.6 Police Chief 3.7 4.9 4.7 3.4 3.7 4.0 4.9 4.0 4.1 4.2 Fire Chief 3.4 4.1 4.7 3.6 3.1 3.9 4.5 3.7 4.0 3.9 Libra Director 3.2 3.8 4.0 3.0 3.0 4.3 3.6 3.5 3.7 3.6 Plannin Director 3.0 4.0 4.9 2.8 3.0 3.0 3.0 4.2 3.5 3.5 Recreation Director 3.3 4.0 4.5 3.2 3.1 3.9 4.0 3.7 3.4 3.7 Town Manager 3.1 3.8 4.0 X 3.7 2.6 4.6 X 3.3 3.6 Aug:All Evaluations 3.1 4.1 4.5 ' 3.2 3.3 3.7 4.2 3.8 3.7 • Personal and Organizationat Performance Development: 360 degree feedback is one of the best methods for understanding personal and organizationa{ developmental needs. • Responsibility for Career Development: For many reasons, organizations are no longer responsible for developing the careers of their employees, if they ever were. Multirater feedback can provide excellent information to an individual about what she needs to do to enhance her career. Additionally, many employees feel 360 degree feedback is more accurate, more reflective of their performance, and more validating than prior feedback from the supervisor alone. This makes the information more useful for both career and personal development. See Incentive Pay Goals and Values in the next section. • Reduced Discrimination Risk: When feedback comes from a number of individuals in various job functions, discrimination because of race, age, gender, and so on, is reduced. The "horns and halo" effect, in which a supervisor rates performance based on her most recent interactions with the employee, is also minimized. • Improved Customer Service: Especially in feedback processes that invotve the internal or external customer, each person receives valuable feedback about the quality of his product or services. This feedback Revised: 4/ 1/2006 Po�e 4 of 9 Vi(lage of Tequesta, FL Municipal Solutions, l(c C(assification Fc Compensotion Study Co(in Baenziger & Associates should enable the individual to improve the quality, reliability, promptness, and comprehensiveness of these products and services. • Training Needs Assessment: Multirater feedback provides comprehensive information about organization training needs and thus allows planning for classes, cross-functional responsibilities, and cross- training. Drawbacks of the 360 ° Evaluation Tool For every good point about 360 degree feedback systems, detractors and people who have had bad experiences with such systems, can offer the down side. Understanding the down side is important because it gives you a roadmap of the things to avoid when you implement a 360 degree evaluation process. Helping an organization determine if such a tool will be effective in improving the overall performance or an organization and its personnel is important when considering any performance measurement tool. Following are potential problems with 360 degree feedback processes and a recommended solution for each. • Exceptional Expectations for the Process: 360 degree feedback is not the same as a performance management system. It is merely a part of the feedback and development that such a system offers within an organization. Additionally, proponents may lead participants to expect too much from this feedback system in their efforts to obtain organizational support for implementation. Make sure the 360 feedback is integrated into a complete performance management system. • Design Process Downfalls: Often, a 360 process arrives as a recommendation from the HR department or is shepherded in by an executive who learned about the process at a seminar or in a book. Just as an organization implements any planned change, the implementation of 360 feedback should follow effective change management guidelines. A cross-section of the people who will have to live with and utilize the process should explore and develop the process for your organization. • Failure to Connect the Process: For a 360 feedback process to work, it must be connected with the overall strategic aims of your organization. �f you have identified competencies or have comprehensive job descriptions, give people feedback on their performance of the expected competencies and job duties. The system will fail if it is an add-on rather than a supporter of your organization's fundamental direction and requirements. It must function as a measure of your accomplishment of your organization's big and long term picture. Revised: 4/ 1/2006 Page 5 of 9 Vi((age of Tequesta, FL Municipal Solutions, (lc Clossification Ft Compensation Study Co(in Baenziger £t Associates • Insufficient Training and Process Understanding: Employees who will participate in a 360 process need training about the process, how to provide constructive feedback, how to interpret results, and more. Failure to provide the appropriate amount of training and information can sink a process quickly. • Insufficient Information: Since 360 degree feedback processes are currently usually anonymous, people receiving feedback have no recourse if they want to further understand the feedback. They have no one to ask for clarification of unclear comments or more information about particular ratings and their basis. For this reason and for the points listed in the several bullet points following this one, developing 360 process coaches is important. Supervisors, HR staff people, interested managers and others are taught to assist people to understand their feedback. They are trained to help people develop action plans based upon the feedback. • Focus on Negatives and Weaknesses: At least one recent book, First Breok All the Ru(es: What Great Managers Do Different(y, advises that great managers focus on employee strengths, not weaknesses. The authors said, "People don't change that much, Don't waste time trying to put in what was left out. Try to draw out what was left in. That is hard enough." • Rater Inexperience and Ineffectiveness: In addition to the insufficient training organizations provide both people receiving feedback and people providing feedback, there are numerous ways raters go wrong. They may inflate ratings to make an employee look good. They may deflate ratings to make an individual took bad. They may informally band together to make the system artificially inflate everyone's performance. Checks and balances must prevent these pitfalls. • Paperwork / Computer Data Entry Overload: Need I say much more here? Traditional evaluations required two people and one form. Multirater feedback ups the sheer number of people participating in the process and the consequent organization time invested. Conclusion I imagine you can think of a variety of additional plusses and minuses about 360 degree feedback processes. As with any performance feedback process, it can provide you with a profoundly supportive, organization affirming method for promoting employee growth and development. Or, in the worst cases, it saps morale, destroys motivation, enables disenfranchised employees to go for the jugular or plot and scheme revenge scenarios. It can increase positive, powerful problem solving for customers or set people off on journeys to Revised: 4/ 1/2006 Page 6 of 9 Vil(age of Tequesta, FL Municipal So(utions, llc Cfassification Ft Compensation Study Co(in Baenziger Ft Associates identify the guilty, the feedback provider who rated their performance less than perfect. Which scenario will your organization choose? It's all in the details. Think profoundly before you move forward; learn from the mistakes of others; assess your organization's readiness. Apply effective change management strategies to planning and implementation. Do the right things right and you will add a powerful tool to your performance management and enhancement toolkit! Revised: 4/ 1/2006 Page 7 of 9 Vi((age of Tequesta, FL Municipal So(utions, ((c Classification ft Compensation Study Colin Baenziger �t Associates INCENTIVE PAY GOALS &t YALUES Ove rvi ew Career development is an important factor which should be an integral part of any personnel program and budget. Facilitating the career and skills development of staff has the potential to create a better educated staff, making them more qualified and capable to meet a higher quality and quantity of work. As part of the evaluation feedback and work planning process, the Village should consider implementing a system for rewarding employees who acquire certain licenses, achieve professional designations, and achieve other specified objectives pertaining to professional development. The following examples are sited for consideration. Communities with more departments (Fire, Police, Library, etc) should develop similar goals and values for as appropriate. (SAMPLEj ADMINISTRATIVE Hourlv Rate Increase Clerk or Deputy C(erk 25 points - Municipal Clerk's Certification $0.25 50 points - Municipal Clerk's Certification $0.50 75 points - Municipat Clerk's Certification $0.75 IIMC Certification $1.25 Other incentive goals as appropriate. Finance Director or Accounting Staff Certified Public Finance (CPFO) Officer Exams $0.50 Certified Public Finance Officer (CPFO) Designation $1.50 Unqualified Audit Opinion $0.25 GFOA Recognized Outstanding Budget $0.50 GFOA Recognized Outstanding Financial Statements $0.50 Training towards Risk Manager Certification $0.25 Risk Manager Certification $0.25 Other incentive qoa(s as appropriate. Administrative Assistants / Secretaries / Office Support MOUS Certification - Access $0.25 MOUS Certification - Excel $0.25 MOUS Certification - Word $0.25 MOUS Certification - Power Point $0.25 Other incentive goals as appropriate. Village Manager / Assistant Village Administrator Accomptishment of Annual Council Goats $ undetermined Expenditures <95% of Budgeted Expenditures $ undetermined Tax Revenues > 20% Above Budgeted Revenue $ undetermined Annual Council Goals Achievement - Bonus $ undetermined Other incentive goals as appropriate. Revised: 4/ 1/2006 Poge 8 of 9 Village of Tequesta, FL Municipa( So(utions, l(c C(assification Ft Compensation Study Colin Baenziger ft Associates GENERAL / WATER / SEWER / STREETS / PARK General Commercial Drivers License (CDL) $0.50 Commercial Pesticide Applicator $0.50 Water D Water Treatment License $0.25 C Water Treatment License $0.75 B Water Treatment License $1.25 A Water Treatment License $2.00 Class I Water Distribution Certificate $0.25 Class II Water Distribution Certificate $0.50 Class III Water Distribution Certificate $0.75 Back Flow Testor Certificate $0.50 Waste Water D Waste Water Treatment License $0.25 C Waste Water Treatment License $0.75 B Waste Water Treatment License $1.25 A Waster Water Treatment License $2.00 OTHER 40 hours Continuing Education $0.25 New Service Implementation $0.10 Grant Revenue ($5,000 to $12,000) - Bonus 2% of Revenue Grant Revenue (>$12,500) - Bonus $250 or % of Revenue Recreation Program Enrollment - 10% Increase Bonus $ undetermined Revised: 4/ 112006 Paqe 9 of 9 Village of Tequesta, FL Municipal Solutions, llc Colin Baenziger Associates Performance Evaluation For 360° Evaluation, see attached information. Employee Name: PERfORMANCE f�ATING Position Title: WEIGHT LEVEL OF PERFORMANCE Department: O=Does not apply to position 1=Unsatisfactory In Position Since: 1=Relevant to position 2=Needs Improvement Hire Date: 2=lmportant to position 3=Good Eva(uator: Date: 3=Cruciat to position 4=Very Good 5=Excellent A. PRACTICAL KNOWLEDGE OF WORK - Understands routine methods and procedures required for effective job performance. Comments: Weight X Performance Level = B. THEORETICAL KNOWLEDGE OF WORK - Understands technical background and scientific principals behind work methods and procedures. Demonstrates this knowledge in problem sotving or quality control measures. Comments Weight X Performance Level = C. JUDGEMENT - Understands impact of actions in advance; includes the degree to which the employee's decisions are sound. Comments: Weight X Performance Level = D. QUANTITY OF WORK - Volume of acceptable work produced. Comments: Weight X Performance Level = Page 1 of 5 Revised: 3/28/2006 Village of Tequesta, FL Municipal Solutions, Ilc Colin Baenziger Associates E. QUALITY OF WORK - Effective application of work knowledge to produce accurate, repeatable results. Comments: Weight X Performance Level = F. FOLLOW-THROUGH - Takes independent action as needed to move assigned projects to completion, constantly monitors work in progress. Comments: Weight X Performance Level = G. INITIATIVE / MOTIVATION - Independantly seeks ways to improve efficiency of unit and its contribution to the goals of the entire organization; works with supervisor on implementation or improvements. Comments: Weight X Performance Level = H. PROBLEM SOLVING - Identifies problems, gathers and analyzes facts to determine probable causes; proposes viable solutions to supervisor. Comments: Weight X Performance Level = I. COOPERATION - Retates effectivety to co-workers and supervisors in all units to maximize efficient achievement of Department and organization-wide goals. Comments: Weight X Performance Level = J. PLANNING / ORGANIZATION - Ability to establish in advancean appropriate course of action to accomplish assigned tasks within the limits of time and budget. Comments: Weight X Performance Level = Page 2 of 5 Revised: 3/28/2006 Village of Tequesta, FL Municipal Solutions, llc Colin BaenzigerAssociates K. ORAL COMMUNICATIONS - Ability to effectively express ideas in individual or group situations. Ideas are clear, concise, and easity understood. Comments: Weight X Performance Level = L. WRITTEN COMMUNICATIONS - Written work conveys message in ctear, concise language with proper grammatical form. Comments: Weight X Performance Level = M. LEADERSHIP - In a supervisory role, the employee is effective in getting work accomplished through others. Comments: Weight X Performance Level = N. ATTENTION TO SAFETY - Understands and applies safe working practices. Observes work methods to detect and correct unsafe practices. Comments: Weight X Performance Level = 0. DEPENDABILITY - Can be relied upon to be punctual to work; is flexible in adjusting to changing priorities and witlin�ly makes self availabte for extra work at critical times. Comments: Weight X Performance Level = Page 3 of 5 Revised: 3/28/2006 Village of Tequesta, FL Municipal Solutions, llc Colin Baenziger Associates GRAND TOTALS � A B OVERALLPERFORMANCE � (B/A Rounded to the nearest tenth) TOTAL SCORE OVERALL LEVEL OF PERFORMANCE � UNSATISFACTORY - Extended unacceptable performance calling for immediate and substantial improvement, or serving as grounds for disciplinary action, up to and inctuding grounds for dismissal 2 NEEDS IMPROVEMENT - Performance which does not meet minimum level of acceptability, and is not good enough to warrant reco�nition or greater responsibity. 3 GOOD - Consistantly dependable and compotent performance of the job. 4 VERY GOOD - Significant and clearty identifiable contributions to the job. Overall performance is noticeably better than good. 5 EXCELLENT - Demonstrabty distinguished performance of att aspects of the job responsibilities. An extremely vatuable performer. Page 4 of 5 Revised: 3/28/2006 Village of Tequesta, FL Municipal So/utions, llc Colin Baenziger Associates TO BE FILLED:OUT BY VILLAGE MANAG€R AND EMPLOYEE ON�Y Appraiser's Comments on Overalt Level of Performance: II. EMPLOYEE'S PRESENT POSITION: Is the employee properly placed? Y N If no, ptease explain: III. SIGNIFICANT EMPLOYEE ACCOMPLISHMENTS: Indicate any significant employee accomptishments during the appraisat period. IV. SPECIFIC PERFORMANCE OBJECTIVES: Indicate specific performance objectives to be accomplished by the employee before the next appraisal. V. DEVELOPMENT PLAN: Indicate formal training and / or projects required of employee during the next 12 months or Budget Year. 'S'PECIAL NOTE In signing this form, the employee acknowledges o�ly that this appraisal has been reviewed by the employee and the supervisor. This signature does not imply that the employee agrees with the appraisal, either in whole or in part. EMPLOYEE'S SIGNATURE DATE SUPERVISOR'S SIGNATURE DATE VILLAGE MANAGER'S SIGNATURE DATE *Employee comments (optional): Page 5 of 5 Revised: 3/28/2006 � Vil/age of Tequesta, Fc Employee 360* Evaluation Report Municipal Solutions, nc Classificafion Compensation Study Colin BaenzigerAssociates Weight of Skill or Attribute Level of Performance Practical Knowledge of Work Prectical Knowledge of Work Evaluators Evaluators '� 'L "� b h �o '1 w � � ry "� P h �o '1 0 Evaivator Mgr Average Evaluator Mgr Average 0 0 0 � 0 0 0 0 0 0 0 0 0 � 0 � Avg Score 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0 Avg Score 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0 Theoretical Knowledge of Work Theoretical Knowledge of Work Evaluators Evaluators �. 'p �s a h 6 � w �. ry ^, b h 0 � 0 Evaluator Mgr Average valuator Mgr Average 0 � 0 � 0 0 0 0 p 0 0 � 0 � 0 � Avg Score 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0 Avg Score 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0 Judgement Judgement Evaluators Evaluators �. ti �s a h � � � � ti � a h 6 � m Evaluator Mgr Average Evaluator Mgr Average 0 � 0 � 0 a p 0 p 0 0 � 0 � 0 � Avg Score O.D 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0 Avg Score D.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0 Quantity of Work Quantity of Work Evaluators Evaluators �. `Y � o� h 0 � w �. �, � o� h � 1 e Evaluator Mgr Average Evaluator Mgr Average 0 0 p 0 0 � p 0 0 � 0 0 0 � 0 D Avg Score 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0 Avg Score 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0 Revised: 4/3/2006 Page 1 of 4 Village of Tequesta, FL Employee 360* Evaluation Report Municipa/ So/ufions, nc ClassificaGon Compensation Study Colin BaenzigerAssociates i � Quality of Work Quality of Work , Evaluators Evaluators , �. 'L ^� A h b 'l 0 ^ 'L 'S b h �0 1 0 Evaluator Mgr Average Evaluator Mgr Average ' A 0 0 B 0 0 ' C 0 0 D 0 0 ' E 0 0 F 0 0 ' G 0 0 H 0 0 ' Avg Score 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0 Avg Score 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0 Follow Through Follow Through / Evaluators Evaluators '� `L 9+ A h 6 '1 0 '� `Y 'h A h 6 '1 0 Evaluator Mgr Average Evaluator Mgr _ Average 0 0 0 0 ' 0 0 � � / p 0 0 0 , 0 0 � � / Avg Score 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0 Avg Score 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0 Initiative / Motivation Initiative / Motivation ' Evaluators Evaluators ' �. ry 'h b h 0 'l 0 '� 'L 'h A h b '� 4 ' Evaluator Mgr Average Evaluator : Mgr Average 0 0 ' 0 0 0 0 ' D 0 0 0 0 0 0 0 0 Avg Score 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0 Avg Score 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0 _ Problem Soiving Prohlem Solving Evaluators Evaluators �. `L 'h b 5 0 1 0 ^ `L ^.+ A h 6 � 0 Evaluator Mgr Average Evaluator Mgr Average 0 0 0 0 � 0 0 0 0 0 0 0 0 0 0 0 0 Avg Score 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0 Avg Score 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0 ' , 1 1 , � 1 � � � Revised: 4/3/2006 Page 2 of 4 � , � ' Village of Tequesta, F� Emplo�ee 360* Evaluation Re pOF"t Municipal Solutions, ►�c Classificafion Compensation Study Colin BaenziqerAssociates Cooperation Cooperation Evaluators Evaluators � ti � a h 6 � m � ti �s a h 6 � w Evaluator Mgr Average Evaluator Mgr Average 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 Avg Score 0.0 0.0 0.0 O.Q 0.0 Q.0 Q.0 0.� 0.� 0 Avg Score 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0 Planning / Organization Planning / Organization Evaluators Evaluators �. 'L ^� D� h 6 1 4 � `L 'h b h 6 1 0 _ Evaluator Mgr Average Evaluator Mgr Average 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 Avg Score 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0 Avg Score D.D 0.0 O.D 0,0 O.D 0.0 0.0 0.0 0.0 0 Oral Communications Oral Communications Evaluators Evaluators '� `L 'S b h b '1 4 � `L 'h b h 6 '� 0 Evaluator Mgr Average Evaluator " Mgr Average 0 0 0 0 0 0 0 0 D 0 0 0 0 0 0 D Avg Score 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0 Avg Score 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0 Written Communications Written Communications Evaluators Evaluators � ry 'h A <i 6 '1 0 '� ti ^� b h b 1 9 Evaluator Mgr Average Evaluator Mgr Average 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 Avg Score 0.0 0.0 0.0 D.0 0.0 0.0 0.0 0.0 0.0 0 Avg Score 0.0 D.0 0.0 D.0 0.0 0.0 0.0 0.0 0.0 0 Revised: 4/3/2006 Page 3 of 4 / Village of Tequesta, F� Employee 360* Evaluation Report MuniciPa► soiutions, l/c , Classification Compensation 5tudy Colin BaenzigerAssociates ' Leadership Leadership Evaluators Evaluators �. ti � a h 6 � m �. ti � a h e � m Evaluator Mgr Average Evaluator Mgr Average 0 0 0 � 0 � 0 0 D 0 0 0 0 � 0 0 Avg Score 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0 Avg Score 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0 Attention to Safety Attention to Safety Evaluators Evaluators ^ 'L ^� b h �o '1 4 � `L ^� b h 0 1 4 Evaluator Mgr Average Evaluator - : Mgr Average 0 0 0 0 0 0 0 0 0 0 0 0 0 � 0 0 Avg Score 0.0 0.0 0.0 0.0 0.0 0.0 0.0 D.D 0.0 0 Avg Score O.D D.0 0.0 0.0 0.0 0.0 O.D D.0 0.0 0 Dependability Dependabili Evaluators Evaluators �. 1. ^� b h 6 '� 0 ^ 'y 'S b h 6 '1 0 Evaluator Mgr Average Evaluator Mgr Average 0 � 0 � 0 0 0 0 D 0 p 0 0 0 0 � Avg Score 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0 Avg Score 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 0 Revised: 4/3/2006 Page 4 of 4