HomeMy WebLinkAboutDocumentation_Regular_Tab 20_09/13/2012 VILLAGE CLERK'S OFFICE
AGENDA ITEM TRANSMITTAL FORM
Meeting Date: Meeting Type: Regular Ordinance #:
9/13/2012
Consent Agenda: No Resolution #:
Originating Department: Human Resources
AGENDA ITEM TITLE: (Wording form the SUBJECT line of your staff report)
Presentation of the 2012 Village of Tequesta Compensation Study by Cody & Associates
BUDGET / FINANCIAL IMPACT:
Account #: N/A Amount of this item: N/A
Current Budgeted Amount Available: Amount Remaining after item:
N/A N/A
Budget Transfer Required: No Appropriate Fund Balance: No
EXECUTIVE SUMMARY OF MAJOR ISSUES: (This is a snap shot description of the agenda item)
Request for approval to implement the salary ranges recommended in the 2012 Compensation Study by Cody
& Associates effective 10/1/2012 for non-unionized employees and via the 2013 negotiation process for the
unionized employees.
APPROVALS: SIGNATU
Department Head
Finance Director ' �
Reviewed for Financial Sufficiency � , //��/
No Financial Impact ❑ �-- - ��
Attorney: (for legal sufficiency) See attached
Village Manager: � 4
_ __ ______
Submit for Council Discussion: �'" � "� �----....�
Approve Item: �
Deny Item: �
SPECIAL INSTRUCTIONS FOR CLERK: (if you wish to have agreements signed, be sure to include the
number of copies you want signed and place "Sign Here" sticker on them)
Form Amended: 10/20h 1
• • •
Memo
To: Michael Couzzo, Jr., Village Manager
From: Merlene Reid, H.R. Director /��,�/
� ,W
Subject: Compensation Study
Date: August 27, 2012
On May 1, 2012, the Village contracted compensation consultants, Cody & Associates to
review our current ranges and salaries, with the objectives of:
1. Developing an updated salary plan along with guidelines for the plan's
maintenance,
2. Evaluating all positions to ensure they remain properly classified and correctly
titled,
3. Determining whether positions continue to remain properly classified in
accordance with the Fair Labor Standards Act, and
4. Submitting a report of their findings and recommendations for the Village's
consideration.
In summary, Cody & Associates found the Village's ranges to be on par with the market in
which we operate (with only 4 positions with ranges that need to be increased in excess of
5%). The internal consistency (i.e. the internal ranking of positions in relation to each other)
also mirrors comparable organizations. Finally, salaries are considered to be competitive
and able to attract and retain staff.
I am recommending that effective 10/1/2012 we implement the ranges presented by Cody &
Associates in respect of the non-unionized employees, and address the ranges for the
unionized employees in the upcoming 2013 negotiations. There are no associated
implementation costs as the single employee whose salary is currently below the
recommended range, will be within the range with the anticipated 3% increase scheduled for
10/1 /2012.
Nick Pellegrino and/or Linda Bunting from Cody & Associates will be attending the meeting
to answer any questions that may arise.
Reid, Merlene
To: Reid, Merlene
Subject: FW: 2012 Compensation Study
From: Lucille Turner fmailto:LETurnerCa�carson-adkinslaw.coml
Sent: Monday, August 27, 2012 4:51 PM �
To: Reid, Merlene
Subject: RE: 2012 Compensation Study
Merlene —
We have reviewed the Agenda item related to the Cody & Associates Compensation Study. It
is approved for legal sufficiency. Please feel free to call if you have any questions.
Thank you for your attention to this matter.
Lucille E . T'lll'1t67' LETurner@carson
Carson & Adlans 850-894-ioo9
293o Wellington Circle, Suite 2oi 850 fax
Tallahassee, FL 32309 850-322-�063 cell
This transmission is intended to be delivered only to the named addressee(s) and may contai.n information that is
confidential, proprietary, attorney work-product, or attorney-client privileged. If this transmission is received by anyone
other than the named addressee(s), the recipient should immediately notify the sender by e-mail or telephone at (850)
894 and obtain instructions as to the disposal of the transmitted material.
From: Reid, Merlene [mailto:mreidCa�teauesta.oral
Sent: Monday, August 27, 2012 11:35 AM
To: Lucille Turner
Subject: 2012 Compensation Study
Good Morning Lucy,
I've attached an Agenda item which our Council will be considering at their next meeting. They require an attorney to
review for "legal sufficiency" all matters coming before them. Can you take a look and email your comments. Thanks
Merlene
Merlene Reid, MS, SPHR
Human Resources Director
Village of Tequesta
345 Tequesta Drive
Tequesta, FL 33469-0273
Tel: (561J 768-0415
Fax: (561) 768-0697
1
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Village of Tequesta
2012
c&A Cody & Associates, Inc.
MANAGEMENT CONSULTANTS
305 �ack Drive, Cocoa Beach, Florida 32931
(321) 783-3720; FAX (321) 783-4353
E-mail: CodvAssociates@aol.com
Cody & Associates, Inc.
MANAGEMENT CONSULTANTS
305.Jack Drive, Cocoa Beach, Florida 32931
(321) 783-3720; FAX (321) 783-4353
E-mail: CodyAssociates@aol.com
August 20, 2oi2
Mr. Michael Couzzo
Village Manager
Village of Tequesta
345 Tequesta Dr.
Tequesta, Florida 33469
Dear Mr. Couzzo:
We have completed our assignment and are submitting the final report of our Compensation
Study for all positions in the service of the Village.
This report has been prepared as an accounting of our assignment and to record our approach.
The recommendations and comments in the report reflect our objective appraisal based on
analysis and discussion to the extent possible within the scope of the assignment.
Our objective was to conduct a Compensation Plan Study that is equitable to both the employees
and to the Village.
We appreciate this opportunity to be of service to you and express our thanks for the
cooperation and courtesy which was extended to us by all of your employees during the Study.
Respectfully submitted,
� �� �^�
N. E. Pellegrino
Principal Fartner
COMPENSATION STUDY
Village of Tequesta
Table of Contents
Se i n Pa e
LEITER OF TRANSMITTAL
INTRODUCTION............................................................................................................... 1
I STUDY ASSIGNMENT AND OBJECTIVES ............................................................................... 2
II COMPENSATION ANALYSIS ................................................................................................... 3
A . SALARY SURVEY ......................................................................................................... 3
1. Selection of Survey Classes ........................................................................ 3
2. Identification of Labor Market ..................................................................... 3
3. Other Survey Sources .................................................................................. 4
4. Secondary Information ................................................................................ 4
5. Survey Method ............................................................................................. 5
B. DEVELOPMENT OF THE SALARY SCHEDULES ......................................................... 5
C. GENERAL SALARY FINDINGS AND COMMENTS ...................................................... 5
D. OTHER SALARY SURVEY CONSIDERATIONS ............................................................ 6
E. RECOMMENDATIONS ............................................................................................... 6
II I. I M PLEM ENTATION ................................................................................................................. . 7
ENCLOSURE 1- RECOMMENDED CLASSIFICATION AND PAY PLAN (DEPARTMENT)
ENCLOSURE 2- RECOMMENDED CLASSIFICATION AND PAY PLAN (INTERNAL RELATIONSHIP)
ENCLOSURE 3- RECOMMENDED SALARY SCHEDULE
INTRODUCTION
This report, on the Study of the Compensation for the Village of Tequesta, contains details of
all elements of the Study. In preparing this report, Cody & Associates, Inc. has used its best
efforts and has taken reasonable care. To an extent, the Report relies on information and
data received from third parties in whom Cody & Associates, Inc. has assumed the accuracy
and completeness thereof.
Cody & Associates, Inc. cannot guarantee that any particular result will follow from any
action taken on the basis of this Report. The information and opinions expressed in this
Report have significance only within the context of the entire Report. No parts of this report
should be used or relied upon outside of that context.
This Study is not an end in itself, but a vital element in a sound management program for
the Village. A good overall management system requires continuous work and polishing,
once the plan is implemented.
Adjustments will continually have to be made to reflect changes in the labor market place in
order to maintain a current and equitable classification system and pay plan.
i
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STUDY ASSIGNMENT AND OBJECTIVES
On May 1, 2012 the Village of Tequesta, Florida, retained the services of Cody & Associates,
Inc. to conduct a Compensation Study for all positions under their jurisdiction. Any Village
position after this date is not included in this study.
In our approach to establishing a Compensation Plan, we were concerned with the following
basic obiectives:
A. Establishing equitable relationships of one job to another within the workforce (equal
pay for equal work).
B. To ensure fair and equal compensation opportunities for equal contributions to the
effective operations of the Village.
C. Designing current Salary Ranges which are competitive with reasonably similar
positions in the labor market where the Village recruits for employees and which are
consistent with the economic conditions in Palm Beach County and surrounding
counties.
To achieve these objectives, we divided the assignment into two (2) major segments:
A. Wage Survey
B. Report Preparation and Presentation
2
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COMPENSATION ANALYSIS
The Compensation Analysis Phase of the Study included the following:
A. SALARYSURI/EY
The objective of this survey was to determine what must be provided in terms of
salaries in order to obtain or retain personnel; in other words, to be competitive with
other employers recruiting from the same labor market. The steps included:
1. SELECTION OF SURVEY CLASSES (Bench Marks}
We utilized as many as possible of the present classes in the salary survey in
order to get the best possible data. These benchmark jobs represented all of
the occupations and levels in the Village's organization and those occupations
which could be compared with other employers.
2. IDENTIFICATION OF LABOR MARKET
The relevant labor market to be surveyed was identified as the local operating
area of Palm Beach and adjoining counties for the positions which are
recruited from the geographical location. These agencies were: Cities/Towns
of Lake Worth; Delray Beach; Ocean Ridge; Boca Raton; Boynton Beach; West
Palm Beach; Palm Beach, Palm Beach Gardens; Riviera Beach; Lake Park;
Lantana; Jupiter; North Palm Beach; Royal Palm Beach; Stuart; Palm Beach
County; Martin County; SFWMD, and Lake Clarke Shores.
3
3. OTHER SURVEY SOURCES
Other sources used were the Florida League of Cities Cooperative Salary
Survey 2012; South Regions and PEPIE survey (2012).
This information was used as a guide, along with local data in arriving at our
recommendations to determine general pay levels.
We realize that there are significant differences in cost of living in other areas
of the State in comparison to Palm Beach County, so, when using data outside
of Palm Beach County, we made appropriate adjustments to this data to
reflect these differences. The formula used was: Cost of Living Index
differences (between reporting cities and Palm Beach County) x Reported
Salary Range = Adjusted Salary Range. The cost of living data source used
was the most recent "Florida Price Level Index". These cost of living
adjustments afford greater validity to the survey data.
4. SECONDARY INFORMATION
Secondary salary data included regional surveys recently completed by our
company and information from our database. This information was used as
a uide in developing the salary schedule recommendations.
4
5. SURVEY METHOD
When surveying various positions which have dual or multiple essential
functions, we focused our survey on the highest skillset of the job in
determining pay range recommendations.
One of the steps we used in our calculations, in order to provide the most
accurate data possible, is to apply the standard deviation principle. The
standard deviation is the most commonly used indicator of variability of the
distribution of data. The usual and most accepted interpretation is in terms of
the percentage of cases included within one standard deviation below the
mean to one standard deviation above the mean. This range on the scale
includes about (2/3) of the cases in the distribution. Standard deviation
shows how numbers in a set of data are bunched together. The smaller the
standard deviation the closer the numbers in the data are toward the mean.
The larger the standard deviation the farther apart the numbers in the data
are toward the mean. Data was entered into our database and then edited to
ensure that the data was reasonable and representative and had been
accurately reported and recorded. Responses were eliminated when they
appeared atypical or exhibited extreme values in wages.
B, DEI�ELOPMENT OF THESAL4RYSCHEDULES
The objective of this aspect of the Study was to compile the results of the salary
survey and to design appropriate salary schedules and plans for all the positions
covered.
C. GENER4L SAL4RYF/ND/NGSAND COMMENTS
With the exception of the following four (4) positions which were 5% or more below
5
the recommended minimum rates; Building Permit Coordinator/Licensing Clerk
(5.8%), Finance Director (5.8%), Information Technology Manager (5.2%), and Park
Supervisor (8.5%); we found that the Village's salary ranges and actual salaries are
comparable, competitive, and should enable the Village to attract and retain high
level competent employees. Only one Sr. Accountant/Accounting and Finance fell
below the recommended salary range. A complete list of the recommended salary
ranges can be found in Enclosure 1, 2, and 3.
D. OTHER SALARYSURI/EYCONS/DERAT/ONS
The salaries in Palm Beach County and the surrounding counties have had limited
wage increases over the past few years due to continuing poor economic conditions
in the region, state, and nation. Palm Beach County is ranked as the second (2�d out
of 67 counties) highest cost of livin� area in the State, according to the recent Florida
Price Level Index Study. This means that Palm Beach County is 3.78% above the
statewide average cost of living. This was considered in the overall analysis of the
statewide salary data collected for certain jobs and drawing appropriate
comparisons.
E. RECOMMENDAT/ONS
1. Adopt the recommended salarv ranges and schedules as submitted in this
report when it is economicallv feasible to do so. recognizing the range
chan�es for the unionized qositions will have to be negotiated (Enclosures 1,
2, and 3).
2. Cody & Associates, Inc. will assist the Village further in the implementation
process, as requested.
6
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IMPLEMENTATION
To implement the proposed Compensation Plan we recommend using the following
implementation plan described below.
1. Adopt the Pay Grades and Salary Schedule as recommended in this report.
2. Adjust the salaries of employees who fall below the minimum recommended to the
minimum rate. (1 Position and only 1 employee — Sr. Accountant/Accounting and
Finance)
3. Any employee presently being paid above the maximum for their pay range, should
be "frozen" at their present pay rate unless the union contract states otherwise.
This would place everyone within the recommended ranges and is the least cost to the
Village.
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ENCLOSURE1
RECOMMENDED CLASSIFICATION AND PAY PLAN
BY DEPARTMENT
Recommended Salary Plan (By Department)
.
. � ..• ..-
Administration
Village Manager E Actual 156,872 Contracted
Executive Assistant to Village Manager NE 12 41,400 66,241 108
Communitv Development
Building Permit Coordinator/Licensing Clerk NE 10 37,955 60,729 107
Finance and Accountin
Utility Clerk NE 7 32,902 52,643 104
Accounting Clerk II NE 7 32,902 52,643 104
Sr. Accountant E 16 47,272 75,635 110
Finance Director E 25 74,642 119,427 117
Fire Rescue
Paramedic Certification Additional 12% of Base Rate Additional 12% of Base Rate
Firefighter I NE 10 43,647 60,234 106
Firefighter II NE 11 " 45,829 63,245 107
Firefighter III NE 12 48,121 66,408 108
Rescue Officer I NE 15 59,969 77,359 109
Rescue Officer II NE 16 62,967 81,227 110
Fire Officer I E 18 F2,375 81,711 112
* Pay Ranges can be found on Enclosure 3
Recommended Salary Plan (By Department)
.
. � . .
Fire Officer II E 19 65,494 86,012 113
Fire Chief E 25 74,642 119,427 116
Executive Assistant to Fire Chief NE 12 41,400 66,241 108
Administrative Services Center Executive E 18 51,098 81,757 111
Administrative AssistanUMed. Billing Coord NE 8 34,296 54,874 105
Information S stems
Information Technology Manager E 19 53,527 85,643 112
Human Resources
Human Resources Director E 21 61,504 98,408 114
Human Resources Tech NE 8 34,296 54,874 105
Police
Police Officer NE 12 43,445 66,880 108
Police Detective NE 12 43,445 66,880 108
Police Sergeant NE 18 57,653 82,522 112
Police Lieutenant E 20 58,737 93,979 113
Police Chief E 25 74,642 119,427 116
Police Records Clerk NE 4 29,123 46,486 103
Police Records Clerk/Administrative Assistant NE 8 34,296 54,874 105
* Pay Ranges can be found on Enclosure 3
Recommended Salary Plan (By Department)
.
. � ..• ..-
Communications Officer NE 10 37,955 60,729 106
Communications Supervisor/Administrative Assistant NE 11 40,038 64,060 107
Code Compliance Officer NE 10 37,955 60,729 106
Public Services
Maintenance Worker NE 1 24,997 39,996 100
Service Tech I NE 4 29,123 46,486 103
Service Tech II NE 7 32,902 52,644 104
Service Tech Supervisor E 16 47,272 75,635 110
Customer Service Representative NE 3 27,829 44,525 102
Customer Service Supervisor NE 12 41,400 66,241 108
Water Plant Operator I NE 8 34,296 54,874 105
Water Plant Operator II NE 10 37,955 60,729 107
Chief Water Plant Operator NE 18 51,098 81,758 111
Instrument Tech NE 12 41,400 66,241 108
Park Supervisor NE 9 37,012 59,220 107
Public Services Manager E 20 58,737 93,979 113
Administrative Assistant NE 8 34,296 54,874 104
* Pay Ranges can be found on Enclosure 3
Recommended Salary Plan (By Department)
.
. � ..- ,.-
Parks and Recreation
Director of Parks and Recreation E 20 58,737 93,979 113
Maintenance Worker NE 1 24,997 39,996 100
Recreation Program Supervisor NE 13 42,951 68,721 108
P/T Recreation Specialist NE HR 14.00 ---- HR
P/T Park Attendant NE HR 9.00 ---- HR
Clerk
Village Clerk E 20 58,737 93,979 113
Administrative Assistant to Village Clerk NE 8 34,296 54,874 104
* Pay Ranges can be found on Enclosure 3
ENCLOSURE 2
RECOMMENDED CLASSIFICATION AND PAY PLAN
BY INTERNAL RELATIONSHIP
Recommended Salary Plan (By Internal Relationship)
.
. � ..- ,.-
Maintenance Worker NE 1 24,997 39,996 100
Customer Service Representative NE 3 27,829 44,525 102
Police Records Clerk NE 4 29,123 46,486 103
Service Tech I NE 4 29,123 46,486 103
Accounting Clerk II NE 7 32,902 52,643 104
Administrative Assistant NE 8 34,296 54,874 104
Administrative Assistant to Village Clerk NE 8 34,296 54,874 104
Service Tech II NE 7 32,902 52,644 104
Utility Clerk NE 7 32,902 52,643 104
Administrative Assistant/Med. Billing Coord NE 8 34,296 54,874 105
Human Resources Tech NE 8 34,296 54,874 105
Police Records Clerk/Administrative Assistant NE 8 34,296 54,874 105
Water Plant Operator I NE 8 34,296 54,874 105
Code Compliance Officer NE 10 37,955 60,729 106
Communications Officer NE 10 37,955 60,729 106
Firefighter I NE 10 43,647 60,234 106
Building Permit Coordinator/Licensing Clerk NE 10 37,955 60,729 107
Communications Supervisor/Administrative Assistant NE 11 40,038 64,060 107
* Pay Ranges can be foiund in Enclosure 3
Recommended Salary Plan (By Internal Relationship)
.
. • ..- .,.
Firefighter II NE 11 45,829 63,245 107
Park Supervisor NE 9 37,012 59,220 107
Water Plant Operator II NE 10 37,955 60,729 107
Customer Service Supervisor NE 12 41,400 66,241 108
Executive Assistant to Fire Chief NE 12 41,400 66,241 108
Executive Assistant to Village Manager NE 12 41,400 66,241 108
Firefighter III NE 12 48,121 66,408 108
Instrument Tech NE 12 41,400 66,241 108
Police Detective NE 12 43,445 66,880 108
Police Officer NE 12 43,445 66,880 108
Recreation Program Supervisor NE 13 42,951 68,721 108
Rescue Officer I NE 15 59,969 77,359 109
Rescue Officer II NE 16 62,967 81,227 110
Service Tech Supervisor E 16 47,272 75,635 110
Sr. Accountant E 16 47,272 75,635 110
Administrative Services Center Executive E 18 51,098 81,757 111
Chief Water Plant Operator NE 18 51,098 81,758 111
Fire Officer I E 18 62,375 81,711 112
* Pay Ranges can be foiund in Enclosure 3
Recommended Salary Plan (By Internal Relationship)
.
. • ..- ..-
Information Technology Manager E 19 53,527 85,643 112
Police Sergeant NE 18 57,653 82,522 112
Director of Parks and Recreation E 20 58,737 93,979 113
Fire Officer II E 19 65,494 86,012 113
Police Lieutenant E 20 58,737 93,979 113
Public Services Manager E 20 58,737 93,979 113
Village Clerk E 20 58,737 93,979 113
Human Resources Director E 21 61,504 98,408 114
Fire Chief E 25 74,642 119,427 116
Police Chief E 25 74,642 119,427 116
Finance Director E 25 74,642 119,427 117
Village Manager E Actual 156,872 Contracted
P/T Park Attendant NE HR 9.00 ---- HR
P/T Recreation Specialist NE HR 14.00 ---- HR
Positions holding Paramedic Certification add an additional 12°/a to Base Rate
* Pay Ranges can be foiund in Enclosure 3
•
• � � . . - �
Recommended Salary Schedule
Pay Ranges
..- ...
100 12.02 15.63 19.23
25,000 32,500 40,000
101 12.86 16.72 20.58
26,750 34,775 42,800
102 13.76 17.89 22.02
28,623 37,209 45,796
103 14.72 19.14 23.56
30,626 39,814 49,002
104 15.75 20.48 25.21
32,770 42,601 52,432
105 16.86 21.91 26.97
35,064 45,583 56,102
106 18.04 23.45 28.86
37,518 48,774 60,029
107 19.30 25.09 30.88
40,145 52,188 64,231
108 20.65 26.85 33.04
42, 955 55, 841 68, 727
109 22 • 10 28.73 35.35
45,961 59,750 73,538
110 23.64 30.74 37.83
49,179 63,932 78,686
111 25.30 32.89 40.48
52,621 68,408 84,194
112 27.�7 35.19 43.31
56,305 73,196 90,088
Recommended Salary Schedule
Pay Ranges
..- ...
113 28•96 37.65 46.34
60,246 78,320 96,394
114 30.99 40.29 49.59
64,463 83,802 103,141
115 33.16 43.11 53.06
68,976 89,669 110,361
116 35.48 46.13 56.77
73,804 95,945 118,087
117 37.97 49.36 60.75
78,970 102,661 126,353
118 40.62 52.81 65.00
84,498 109,848 135,197
119 43.47 56.51 69.55
90,413 117,537 144,661
120 46.51 60.46 74.42
96,742 125,765 154,787