2005-081 Comprehensive Pay & Classification PlanRESOLUTION 81-2005
A RESOLUTION OF THE VILLAGE COUNCIL OF THE VILLAGE OF NORTH PALM
BEACH, FLORIDA, ADOPTING THE VILLAGE OF NORTH PALM BEACH
COMPREHENSIVE PAY AND CLASSIFICATION PLAN FOR FISCAL YEAR 2005-2006,
AND AS AMENDED FROM TIME TO TIME, AND HEREBY ESTABLISHING A PAY AND
CLASSIFICATION PLAN FOR FISCAL YEAR 2005-2006 COMMENCING ON
OCTOBER 1, 2005; PROVIDING FOR THE ESTABLISHMENT OF A NEW
CLASSIFICATION PLAN; PROVIDING FOR CONFLICTS; AND, PROVIDING AN
EFFECTIVE DATE.
WHEREAS, the Village Council of the Village of North Palm Beach recognizes the need to
update its Comprehensive Pay and Classification Plan, based on the recommendation of the
Village Manager, and desires to implement the revised plan effective October 1, 2005.
NOW, THEREFORE, BE IT RESOLVED BY THE VILLAGE COUNCIL OF THE VILLAGE
OF NORTH PALM BEACH, FLORIDA:
Section 1: That this Resolution does establish and adopt the Village of North Palm Beach
Comprehensive Pay and Classification Plan, as amended from time to time, attached hereto and
incorporated herein as specifically as if set forth at length here at, commencing on October 1, 2005.
Section 2: That all Resolutions, or parts of Resolutions, Ordinances or parts of Ordinances,
in conflict herewith, be and the same are hereby repealed to the extent of such conflict.
Section 3: That this Resolution shall take effect October 1, 2005.
PASSED and ADOPTED by the Village Council of the Village of North Palm Beach, Florida
this 21st day of SEPTEMBER, 2005.
~~
MAYO
ATTEST:
~~~~~~~~ ~~~~i~~~-
VILLAGE CLERK
2005/2006
VILLAGE OF NORTH PALM BEACH
COMPREHENSIVE PAY AND
CLASSIFICATION PLAN
SECTION 1. ESTABLISHMENT
A Comprehensive Pay and Classification Plan for the Village of North
Palm Beach (the "Pay Plan"), pertaining to all positions, including
those that may be specified elsewhere in negotiated collective
bargaining agreements or individual employment contracts, is hereby
established. This document will supersede and replace the pay related
provisions of the Village's Personnel Rules and Regulations.
SECTION 2. DEVELOPMENT OF PAY RANGES
The Pay Plan establishes pay ranges (grades) for each classification.
Such established salary ranges of pay have been determined with due
regard to ranges of pay for other classes, relative difficulty and
responsibility of positions in the class, prevailing rates of pay for
similar positions, the financial position of the Village and other
economic considerations. "Appendix A" sets forth the grades (ranges)
with minimum and maximum levels. Base pay is, by definition, the
pay level within pay grade for each position classification. Base pay
may not exceed the maximum pay rate for the position classification.
For General (non-bargaining unit) employees the Pay Plan provides for
a pay range, without regard to specific pay level within that range.
Adjustments shown to salary ranges for PBA and IAFF positions will
be subject to bargaining. Salary ranges for FPE positions are also
subject to approval by their bargaining unit.
SECTION 3. APPLICABILITY
All employees of the Village of North Palm Beach, except as provided
elsewhere, shall be compensated in accordance with this plan and the
exempt (salaried) and non-exempt positions, depending upon job
classification.
SECTION 4. IMPLEMENTATION
The new pay plan will be implemented October 1, 2005. General
employees shall receive a 3.7% cost of living increase effective
October 1, 2005. The pay grade of each General Employee shall be
increased as reflected in the attached classification plan. Bargaining
unit employees shall receive base wage increases only in accordance
with their collective bargaining agreement.
SECTION 5. HIRING PAY RATES
The minimum rate established for a job class shall be paid upon
employment, except that the "New-Hired" rate in amounts above the
minimum may be authorized if the department head submits adequate
written justification and such action is approved by the Village
Manager. Approval will be based on the exceptional qualifications of
the appointee or inability to employ adequate personnel at the
minimum rate.
SECTION 6. MERIT INCREASE
All employees of the Village of North Palm Beach, except as provided
elsewhere, shall be eligible for a merit increase on their employee
anniversary date. The anniversary date shall be defined as the
employee's entry date into his/her present position. After the one year
period in their present position, employees shall be eligible for a merit
increase, as defined herein, and shall be eligible at their annual
anniversary date every year from that time forward.
Employees may be granted such merit increase from zero to four
percent (0 - 4%) of salary, based upon documented and demonstrated
workplace performance as recommended by the employee's Supervisor
and Department Director. All merit increases shall be submitted to the
Village Manager (Human Resources) Department for review,
consideration and written approval prior to discussion or delivery to the
employee.
PP - 5
Merit increases are not automatic. Such merit increase is contingent
upon receipt of a satisfactory performance evaluation. Employees
reaching the maximum pay for their classification will not be eligible
for a merit increase in their present Pay Plan classification, but may be
eligible for a lump sum performance bonus. The Village Manager shall
approve merit increases above a level of 3.5%. Contractual provisions
will govern bargaining unit employee merit increases.
A one-time phase-in program for the anniversary date merit evaluation
will be implemented in Fiscal Year 2005/06. Employees with 1-year of
service as of September 30, 2005 will be eligible for the phase-in
program. If the employee's evaluation qualifies for a merit increase,
the employee will receive apro-rated lump sum payment based on their
merit performance % for the period of time from October 1, 2005 up to
their anniversary date. This lump sum adjustment is a retroactive
payment and shall not be added to their merit adjustment base pay.
Lump Sum Performance Bonus: An annual performance incentive
bonus program is hereby established for employees whose
compensation exceeds the maximum approved pay range. Annual
performance review bonuses would be paid lump-sum based upon
Department Director written recommendation and documentation; and
is subject to written approval of the Village Manager as follows:
Outstanding/Exemplaryoyerall review performance - $1,200
SuccessfuUAbove Average overall review performance - $ 900
SECTION 7. PROMOTIONS
In the event of a promotion, employees will be placed in the new
position's pay range at a base pay level that does not exceed more than
10% of the base pay level they occupy in their current pay range not to
exceed the pay range maximum. Upon the written recommendation of
the Department Director and written approval by the Village Manager,
an employee that is within two months of their existing anniversary /
annual review date may receive a merit increase prior to the
implementation of their recommended promotion.
SECTION 8. DEMOTIONS
In the event of an involuntary demotion an employee will be placed in
the same relative position for the lower position grade as he/she
enjoyed in the previous classification, aslong as the pay does not
decrease more than 10%. For a voluntary demotion, the employee shall
be placed in the same relative position for the lower position grade
while having their current pay "frozen" at their current level -with
future pay adjustments being used to "offset" this higher pay level until
fully absorbed.
SECTION 9. TRANSFERS
In the event an employee is transferred to a position with the same pay
grade, their rate of pay will remain the same.
SECTIONIO. PART-TIME PAY & MERIT INCREASE
Part-time employees shall be paid the hourly wage as outlined in the
attached Pay Plan, at the pay grade minimum unless otherwise
recommended by the Department Director, and approved by the Village
Manager.
Permanent Part-Time employees (defined as employees scheduled annually for
work in more than 46 of 52 weeks) shall be eligible for a merit increase upon
receipt of a satisfactory evaluation. Part-time employees who leave
Village employment and are subsequently rehired, are not considered to
have continuous service, and are eligible for a merit increase armually
based upon their rehire date.
Seasonal part-time employees (defined as employees scheduled during a 12-
month period that work for less than 46 of 52 weeks), who have worked during
the past season and return for the upcoming season, may be eligible for
a merit increase at the beginning of the upcoming season, when prior
employment ended due to Village operational direction. Those
employees who leave employment prior to the end of the season and
may later be rehired by the Village, are considered new employees and
not eligible for a merit increase upon their rehire date.
SECTION 11. OVERTIME/COMPENSATORY TIME
Overtime is authorized by the Village Manager or Department Heads.
PP - 6
Overtime is paid to hourly employees at one and one-half (1'/z) times
the hourly rate for all hours worked in excess of forty (40) hours per
week. Upon prior approval of the Department Head or the Village
Manager hourly employees may receive compensatory time off for any
work performed in excess of the regularly scheduled hours in a normal
work week at one and one-half (1'/z) hours for every hour for overtime
hours worked. Annual leave and holidays shall count as hours worked
for the purpose of computing overtime. Sick leave shall not count as
time worked when computing overtime. Compensatory time for hourly
employees shall accrue to no more than sixty (60) hours. Unused
accrued compensatory time shall be paid upon termination of
employment.
SECTION 12. CALL BACK EMERGENCY PAY
An hourly employee called back to work outside his/her regularly
scheduled hours due to an emergency or other urgent situation shall be
paid for actual time worked at the regular pay rate (or overtime rate if
eligible) or a minimum or two hours, whichever is greater.
SECTION 13. WORK ASSIGNMENTS -HIGHER PAY GRADE
If a General employee is authorized and directed by the Village
Manager or designee to temporarily work in a higher pay grade
classification, the employee shall be paid five percent (5%) above their
base pay rate for the period of time worked in the higher pay grade
classification.
SECTION 14. BENEFIT ELIGIBILITY
Employees in full-time, budgeted positions (scheduled to work 40 or
more hours per week) are eligible for participation in the Village's
pension plans, health and dental insurance, long-term disability
insurance, employer paid life insurance programs, and sick leave
incentive programs according to the requirements of these
plans/programs.
Part-time employees (scheduled to work less than 30 hours per week or
less than 1,560 hours per year) are not eligible to participate in the
Village's pension plans, health and dental insurance, long-term
disability insurance, employer paid life insurance programs, and sick
leave incentive programs.
SECTIONIS. MISCELLANEOUS BENEFITS/INCENTIVES
Pension Contributions -Village pension contributions for General /
FPE union employees will be twenty-three percent (23%) of earnings.
Village pension contributions for Police /Fire pension employees will
be twenty percent (20%) of earnings. The definition and limitations of
earnings shall be as outlined in each respective Village Pension Plan.
457 Deferred Compensation Contributions -The Village will match
a General employee's 457 Deferred Compensation plan based on a
contribution rate of 50-cents for every dollar of employee contribution
- up to a monthly Village contribution limit of $60 mo. ($72o yr.).
Short Term Disability Insurance -The Village's Short Term
Disability Program is suspended.
Long Term Disability Insurance -The Village's current Long Term
Disability Program shall be continued with no modifications.
Life Insurance -The Village Life insurance program shall be adjusted
from 2-times Base Salary (to a $200,000 maximum) to a level
equivalent to the maximum level allowed by IRS regulations before
imputing added employee compensation (a level of $50,000, presently).
Sick Leave Incentive Award - The Village establishes a Sick Leave
Incentive Award Program. This program provides employees with an
incentive to earn eight (8) hours annual leave time for not using sick
leave within any continuous (6) six-month period. (This program replaces
the sick and vacation leave reimbursement programs in the Personnel Rules and
Regulations).
Certification Incentive - The Village certification incentive program
will provide certification pay for job related certifications as
recommended by the Department head and approved by the Village
Manager. Certification incentive pay will be issued as follows:
• Certifications requiring an examination and continuing education
- $1,000
PP - 7
• Certifications requiring continuing education and no examination
- $1,000
• Certification requiring an examination with no continuing
education - $500
The maximum number of certifications eligible for the certification
incentive will be three per individual. The certification incentive will
not be included in the base pay rate, and payment will be prorated
based on the standard pay cycle. Employees whose base pay plus other
types of pay compensation has reached the pay range maximum will be
ineligible for certification pay above the pay range maximum. For
certification requiring renewal or continuing education, the employee is
required to meet the appropriate renewal and to have the certification
renewed in order to continue receiving the certification incentive pay.
In addition, if an employee receiving EMT certification is promoted to
a Paramedic position, the EMT certification pay will be removed.
Health/Dental Insurance Benefit - For General employees, the
Village will pay full cost of the lower-cost single coverage and 80% of
the lower-cost family coverage. Employees shall pay all costs above
the Village payment of above coverage including any increased
expense ofhigher-cost health/dental plans the employee may choose to
select.
Flexible Spending Account - The Village's Flexible Spending
Account provides employees the ability to voluntarily set aside tax-
deferred compensation for authorized personal expenses such as
medical expenses.
Tuition Refund Program -The Village shall follow a tuition refund
program that provides a maximum benefit of $400 per semester for
undergraduate classes and $450 per semester for graduate classes. The
reimbursement amount depends on the cost of the class and the grade
received.
Employee Assistance Program (EAP) - The Village offers an
Employee Assistance Program through the Center for Family Services.
The program offers various counseling and referral services and
provides for two counseling sessions per year paid by the Village.
Part-time Employee Longevity Award - The Administration
recommends eliminating the Village's past part-time employee
longevity program (2% salary increases after five and ten years of
service) in favor of performance merit increases provided by Section 10
of this Comprehensive Pay Plan.
PP - 8
VILLAGE OF NORTH PALM BEACH PAY RANGES - FY 2005 - 2006
Includes 3.79k Ran a Ad ustment effective October 1, 2005
Federation of Public Employees* New position for f=Y 05.06 Budget
Revised Salary Range for FY 05.06 Bu t
Position not currently budgeted
PISA - Lieutenarrts***' Salary Range Added for FY 05-06
Position eliminated in FY 05 - O6 Bud
TIUe
Library Page (Perm. PT)
Recreation Assistant (Perm. PT)
Parks Summer Staff (PT)
{
Pool Lifeguard (PT)
Camp Counselor (PT) ,~
Goff Attendant (Golf Shop) (Perm. PT)
Pro Shop Attendant (Perm. PT)
Youth Art Instructor (PT)
GoIF Attendant
Clerical Specialist (Perm. PT)
Grounds Maintenance Worker (Perm. PT)
Grounds Maintenance Worker'
Accountlng Technician I (Perm. PT)
Library Assistant (Perm. PT)
Greens Maintenance Technkian'
Irrigation Technician I'
Library Assistant
Sanitation Worker
Grade Minimum
6 13,520
8 15,600
10 17,872
11 18,739
(Note: FPE Ranges subject to 9/05 raitifcation)
(includes 2.1 % fo 10/1/04 and 3.7% for 10/1/05l
------- FPE Union ----------
Minimum Midpoint Maximum
23,396 28,379
18,739 23,396 28,379
13 20,687 25,887 31,303
20,687
14 21,771 27,186 32,927
15 22,746 28,486 34,443
16,880
1s,an
22,313
Maximum
20,484
23,636
27,078
E -Denotes FLSA Extmpt Positon
22,746 28,486 34,443
76 23,937 29,895 36,177
23,937 29,895 36,177
PP-9
> )
VILLAGE OF NORTH PALM BEACH PAY RANGES - FY 2005.2006
Includes 3.796 Range Adjustment effective October 1, 2005
Federation of Public Employees` New position for fY 05-06 Budget
Revised Salary Range for FY 05-06 Bu t
Position not currently budgeted
PBA - Lieutenants"" Salary Range Atlded for FY 05-06
Position eliminated in FY Q5 - O6 Bud
Administrative Assistant
:.
Automotive/Equipment Mechank I`
Code Enforcement Officer I•
Crew Foreman'
Trades Mechanic II'
Code Enforcement Officer 11(Perm. PT)
School Crossing Guard
Human Resources Specialist
Administrative Coordinator
Accounting Technician III'
Automotive/Equipment McChanlc II'
Supervisor, Recreation'
E -Denotes FLSA Exempt Positon
Gra a Minimum
17 E 25,237 31,519
18 28,428 33,038
19 27,728 34,660
(Note: FPE Ranges subject to 9/05 raitifcation)
(includes 2.1 % fo 10/1/04 and 3.7% for 10/1/051
------- FPE Union •--------
Mazimum Minimum Midpoint Maximum
38,126
39,968
28,428 33,038 39,968
42,242
27,728 34,660 42,242
20 29,137 36,394 44,408
E „ „
21 30,545 38,234 46,575
22 32,189 40,184 48,958
29,137 36,394 44,406
30,545 38,234 46,575
PP - 10
^
1 1
VILLAGE OF NORTH PALM BEACH PAY RANGES - FY 2005 - 2006
Includes 3.7% Range Adjustment effective October 1, 2005
Federation of Public Employees' New position for FY 05-06 Budget
Revised Salary Range for FY 05.06 Budget
Position not currently budgeted
PBA -Lieutenants"" Salary Range Added for FY OS-06
~Qsition eliminated n~Y~5==06 BUdOet (Note: FPE Ranges subJect to 9/05 raitifcationl
Title
Building ConsWction Inspector I (Perm. PT)
Deputy Village Gerk
Supervisor, Golf Course
Librarian II'
Building ConsWctian Inspector I'
Accountant
Coordinator, Reueation Programs
Supervisor, Grounds Maintenance
Supervisor, Parks Maintenance
Supervisor, Street Maintenance
Supervisor, Sanitation
Supervisor, Facility Services
Supervisor, Vehicle Maintenance
Heac Goi(Professicna~
Building Construction Inspector II'
(Includes 2.1% fo 10/1/04 and 3.7% for 10/1/05)
- - FPE Union
Grade Minimum Midpoint Maximum Minimum Midpoint Maximum
23 33,685 42,134 51,340
33,685 42,134 51,340
24 35,418 44,191 53,940
35,418 44,191 53,940
25 37,152 46,467 56,648
26
27
E
E
38,992 48,741 59,464
40,942 51,124 63,472
~@ E 43,000 53,832 66,721
29 45,167 56,430 69,971
E -Denotes FLSA Exempt Positon
PP - 1 l
1
VILLAGE OF NORTH PALM BEACH PAY RANGES - FY 2005.2006
Includes 3.796 Range Adjustment effective October 1, 2005
Federation of Public Employees' New position for FY 05-06 Budget
Revised Salary Range for FY 05-06 Bu t
Position not currently budgeted
PBA -Lieutenants" Salary Range Added for FY 05-06
position elimnatedtin FY 05_=06.8
Title
Coordinator, IT Systems
Director of Accountlng
Deputy Building Official
Manager, Inforrnatlon Systems
Superintendent. GoH Course
Director, Library
Fire Chief
Assistant Fire Chief
Assistant Director, Public Safety
Grade Minimum Midpoint Maximum
30 E 47,441 59,355 73,545
E
31 E
32 E
E
E
33 E
E
E
E
34 E
35 E
E
36 E
49,824 62,280 77,227
52,316 65,421 81,127
54,914 68,670 85,135
57,623 72,029 90,765
60,547 75,602 95,316
63,580 79,502 100,190
2~ 66,7-i ~,40~ ~8~i86
Director, Public Services 38 E 70,078 87,625 112,105
Director, Finance 39 E 73,653 91,958 117,738
Director, Public Safety 42 E 85,135 106,364 136,258
(Note: FPE Ranges subject to 9105 raitifcation)
(includes 2.1 % fo 1011/04 and 3.7% for 10/1/05)
---- FPE Union ---------
Minimum Midpoint Maximum
E -Denotes FLSA Exempt Positon
PP - 12