71-ERESOLUTION NO. 7~ - E
WHEREAS, the City Manager of the City of Boynton Beach, Flor~t,
has heretofore conducted a periodic review of existing pay scale for
employees of said municipality and has compiled a report containing the
result of his investigation and recommendations, a copy of which is attached
hereto and hereby made a part hereof, and
WHEREAS, the City Council has thoroughly reviewed said report
and recommendations and concurs in same,
NOW, THEREFORE BE IT RESOLVED BY THE CITY COUNCIL OF
OF THE CITY OF BOYNTON BEACH, FLORIDA:
1. That the amended pay plan for municipal employees of the City
of Boynton Beach, Florida, attached hereto, is hereby ratified, approved
and confirmed ~nd same shall be implemented by the City Manager and
become effective on thm ~y of P~C~gf~ , 197~.
PASSED AND ADOPTED this 16th day of February, 1971.
ATTEST:
CORP. SEAL
CITY OF BOYNTON BEACH, FLORIDA
Mayor
, ? Co'~-h'~ilm an ......
l > -:~' ~w~'
I 4/ .' "-/::
RESOLUTION NO. 7~ - E
WHEREAS, the City Manager of the City of Boynton Beach, Floril,
has heretofore conducted a periodic review of existing pay scale for
employees of said municipality and has compiled a report containing the
result of his investigation and recommendations, a copy of which is attache¢
hereto and hereby made a part hereof, and
WHEREAS, the City Council has thoroughly reviewed said report
and recommendations and concurs in same,
NOW, THEREFORE BE IT RESOLVED BY THE CITY COUNCIL OF
OF THE CITY OF BOYNTON BEACH, FLORIDA:
1. That the amended pay plan for municipal employees of the City
of Boynton Beach, Florida, attached hereto, is hereby ratified, approved
and confirmed ~nd same shall be implemented by the City Manager and
become effective on theory of ~C~w~ ~.~ , 1975.
PASSED AND ADOPTED this 16th day of February, 1971.
ATTEST:
City Clerk
CORP. SEAL
CITY OF BOYNTON BEACH, FLORIDA
Mayo r
CITY OF BOYNTON BEACH
BOYNTON BEACH, FLA.
CLASSIFICATION AND PAY PlAN
ADOPTED BY RESOLUTION NO. 71-E
February 16, 1971
MEMORANDUM
February 8, 1971
To:
From:
Mayor, City Council and
City Manager
William H. Sullivan,
Personnel Officer
Attached is a copy of the revised Pay Plan schedule.
This plan was edited from the one Frank C. Brown and
Company submitted to the City in July of 1970. The
classification grades have been changed in some in-
stances, and the pay scale has been recalculated.
This plan will now place the City in a position
where it is competitive with the starting salaries of
comparable positions throughout Palm Beach County, as
of the beginning of this year.
I feel that the indicated increases are just to both
the City and its employees, and is necessary in order
for the City to recruit and retain qualified employees.
William H. Sullivan
SURVEY OBJECTIVE
We are repeating our objectives of a pay plan as
stated in our original study of August 1966. The
following are basic principles and still apply.
1. The aim of any such plan is to reduce
turnover costs by attracting and
retaining qualified personnel to carry
on adequately the many activities and
services of the City.
2. Compensation of the City employees must
be competitive with that paid by other
employers in the area. By paying too
low, employees may use their position
as training for employment elsewhere.
Paying too high will unduly increase
the cost of services.
3. Pay of the employees must bear a definite
relation to the requirements of the job
and be relative to other positions on the
payroll.
By accomplishing this, the projected costs
can be budgeted and stabilized.
4. The pay plan must encourage employees to
seek and accept promotion and additional
responsibility, thus promoting careers
with the City.
5. The plan must provide a sensitive means
of allowing for changes within the City.
6. The system must be technically clear and
provide a means for continued simplicity
of maintenance by the Personnel Depart-
ment of the City.
OUR APPROACH
In carrying out this assignment, we divided the
project into two phases.
The first phase consisted of a review of most of
the City's positions with a view toward maintaining a
structure of internal relationships in which each job
is compensated relatively equitably with regard to
others in the employment of the City. Department Heads
were contacted and on-the-job re-audits of positions
and employee interviews were then conducted. The
consultants then evaluated position duties, responsi-
bilities, working conditions and other job factors for
new positions and those that appeared to have changed
in job content since our review of August 1966.
The second phase of the assignment was to conduct
a Wage Survey by personally collecting wage and salary
data. The purpose of this survey was to determine the
comparative relationship of present City pay ranges
with those in the labor market where the City competes
for it's employees.
GENERAL DISCUSSION
This Position Classification and Pay Plan Study,
and others recently completed by our company, emphasizes
that the developments in economic conditions and wage
trends in the labor market are producing changes in pay
plan structures. We have found that increases in pay
ranges have been brought on by inflation, pressures and
short supply of certain classes of skilled employees.
These factors are altering some of the historical
concepts of formalized classification and pay plan
programs.
The approach to establishing position classification
plans, used for many years, is requiring some modifi-
cation. Many individual classes and occupational groups
are temporarily not following the pay rate patterns that
have served many personnel programs for almost three
decades. Significant alterations in pay plans have
taken place in the nation, in the State of Florida and
locally. Increases in minimum wages under The Federal
Fair Labor Standards Act have exerted a strong upward
pressure on salaries of a large group of employees in
government as well as in private enterprise.
In certain areas of the State, in the past six
months, we have witnessed some easing in the Florida
labor market for some work classifications. However,
this has not been apparent in the lower East Coast
section of the State.
The proposed plan establishes pay rates that are
competitive within the labor market where the City
recruits for employees, does not reduce the pay of
any employee and provides for the realignment of
some classes of work.
We are recommending a Classification Plan and a
Pay Plan which consists of twenty-eight pay grades,
numbered 11 through 38.
This is a slight expansion of pay grades over
the present plan and relates realistically to the
wage and salary ranges existing in the current labor
market.
The recommended Pay Plan has proposed revision of
some class titles and added or deleted titles, where
necessary. A change in class title does not necessarily
reflect an upgrading or downgrading of the position
since a new wage structure has been recommended.
*Frank C. Brown & Co. Report of July, 1970.
These new classifications merely set a pay scale
for the classes, should they be approved by the
proper authority.
PAY PLAN
Pay grades are divided into a basic starting step
and five step increments plus two longevity step
increments.
Each pay grade represents an increase of approxi-
mately 5% over the pay grade of next lower number.
Each step within a pay grade represents an increase of
approximately 5% above the previous step.
RECOMMENDATIONS
MINIMUM RATE
The minimum step as shown in the plan is recommended
as the normal starting rate for the class, except where
those verifiably unusual circumstances appear to warrant
appointing an employee at a higher pay step. These
unusual circumstances may be caused by scarcity of market
or a recognition of unusual experience and qualifications
of an applicant.
We recommend that care be exercised in granting
employees a higher pay step upon initial appointment.
Our proposed pay ranges take into account the necessary
previous experience and/or education of the applicant
and only where these are exceeded may an employee be
hired above the entrance rate.
PROBATIONARY PERIOD
We recommend that the present 6 month probationary
period be maintained. This is in keeping with policies
of other governmental bodies and industry and is a
reasonable length of time in which to evaluate employee
performance. Employees hired at a higher step than
step 1 still subject to probationary period but may not
necessarily get increase until anniversary date of hire.
ADVANCEMENT WITHIN A PAY GRADE
Salary increments within each pay grade are
established to allow a means of rewarding satisfactory
performance, recognizing individual differences,
rewarding continued good service and to encourage
promotion.
Salary increases within each pay grade are based
on merit in the proposed plan and not on length of
service with the City.
It has been our experience that pay plans based
solely on length of service with automatic step
increases, discourage outstanding performance and do
not provide employee incentive.
Advancement within a pay grade should be from one
step to the next higher pay step of the assigned grade.
Advancement from step 1 to step 2 of a pay grade
should be on the successful completion of the proba-
tionary period.
Review for advancement to steps 3 through 6 should
be annually and in keeping with established budget
procedures.
To advance to step L-1 the employee must have
spent at least 2 years in step 6 of the pay range and
to advance to L-2 step an employee must have spent 3
years in step L-1.
PROMOTION
If an employee is promoted to a class of a higher
pay grade, the employee should be placed in that step
of the new pay grade which provides him with the dollar
equivalent increase of at least 5%, or the minimum step
of the pay grade, whichever is greater.
TRANSFER
If an employee is transferred to a class of work
in the same pay grade or less, the employee should
receive no salary increase at the time of the change.
CIVIL SERVICE RULE
It is recommended that consideration be given to
revamping the Civil Service Rule, Article II!, Section
l(a), to read:
"Appointees to positions in the classi-
fied service whose employment is of an
emergency nature and who are so required
by the City Manager shall establish
residence within seven (7) miles of the
City Hall of Boynton Beach. All other
employees shall live within the County
of Palm Beach."
The present rules are detrimental to the City's
ability to obtain certain classes of unskilled and
semi-skilled employees. The rules of surrounding
municipalities allow them to draw on your labor market,
thus creating a labor shortage in your limited area.
CLASSIFICATION PLAN
CITY OF BOYNTON BEACH, FLORIDA
CLASS TITLE
PAY
GRADE
GENERAL CLERICAL
CLERK I .....................................
CLERK I I ....................................
CLERK III ...................................
COURT CLERK .................................
PAYROLL CLERK ...............................
CLERK-STENOGRAPHER I ........................
CLERK-STENOGRAPHER II .......................
SECRETARY I .................................
SECRETARY II ................................
SECRETARY TO THE CITY MANAGER ...............
ADMINISTRATIVE ASSISTANT ....................
OFFICE EQUIPMENT OPERATION
ACCOUNTING MACHINE OPERATOR I ...............
ACCOUNTING MACHINE OPERATOR II ..............
BILLING MACHINE OPERATOR ....................
SWITCHBOARD OPERATOR ........................
ACCOUNTING AND FINANCE
CASHIER I ...................................
CASHIER II ..................................
UTILITY BILLING SUPERVISOR ..................
TREASURER ...................................
12
16
19
19
19
15
17
18
19
20
26
18
20
17
13
14
16
21
21
Amended as of Feb. 16, 1971
CLASS TITLE
PAY
GRADE
ACCOUNTING AND FINANCE - Cont'd
PERSONNEL ASSISTANT .........................
ASSISTANT PURCHASING AGENT ..................
PURCHASING AGENT AND PERSONNEL. OFFICER ......
DEPUTY CITY CLERK AND
DEPUTY TAX COLLECTOR .....................
CITY CLERK - TAX COLLECTOR ..................
ASSISTANT FINANCE DIRECTOR ..................
FINANCE DIRECTOR ............................
SERVICE REPRESENTATIVE ......................
PUBLIC WORKS
SUPERINTENDENT OF PUBLIC WORKS AND
PUBLIC UTILITIES .........................
ASSISTANT SUPT. OF PUBLIC WORKS AND
PUBLIC UTILITIES .........................
*CITY ENGINEER ...............................
INSPECTION
LICENSE INSPECTOR ...........................
BUILDING INSPECTOR ..........................
ENGINEERING INSPECTOR .......................
DEPUTY BUILDING OFFICIAL ...................
BUILDING OFFICIAL ...........................
UTILITIES
WATER METER READER ..........................
*Non-classified
Amended as of Feb. 16, 1971
19
19
29
22
31
22
31
21
35
29
33
22
25
25
27
29
19
CLASS TITLE
PAY
GRADE
UTILITIES - Cont'd
WATER PLANT OPERATOR I .......................
WATER PLANT OPERATOR II ......................
WATER PLANT OPERATOR III .....................
WATER PLANT SUPERVISOR .......................
UTILITY SERVICEMAN ...........................
SEWAGE PLANT OPERATOR I ......................
SEWAGE PLANT OPERATOR II .....................
SEWAGE PLANT OPERATOR III ....................
SEWAGE PLANT SUPERVISOR ......................
LIFT STATION MAINTENANCEMAN I ................
LIFT STATION MAINTENANCEMAN II ...............
UTILITY SYSTEMS SUPERVISOR ...................
LABOR AND LABOR SUPERVISION
*DUMP CUSTODIAN ...............................
CUSTODIAN ....................................
CUSTODIAL MAID ...............................
MAINTENANCEMAN I .............................
MAINTENANCEMAN II ............................
PIPELAYER ....................................
REFUSE COLLECTOR I ...........................
REFUSE COLLECTOR II ..........................
FOREMAN I ....................................
FOREMAN II ...................................
HEALTH OFFICER ...............................
*Non-classified
Amended as of Feb. 16, 1971
20
22
24
28
22
20
22
24
28
20
22
28
11
17
13
17
18
18
17
18
20
22
22
CLASS TITLE
PAY
GRADE
LABOR and LABOR SUPERVISION - Cont'd
PARKS SUPERVISOR ............................
SANITATION SUPERVISOR .......................
STREETS SUPERVISOR ..........................
BUILDING MAINTENANCE AND MECHANICAL TRADES
BUILDING MAINTENANCE MECHANIC ...............
SIGN SHOP OPERATOR ..........................
MECHANIC I ..................................
MECHANIC II .................................
AUTOMOTIVE SHOP SUPERVISOR ..................
EQUIPMENT OPERATION
EQUIPMENT OPERATOR I ........................
EQUIPMENT OPERATOR II .......................
EQUIPMENT OPERATOR III ......................
REFUSE COLLECTION DRIVER ....................
LIBRARY
*LIBRARY PAGE ................................
LIBRARY CLERK I .............................
LIBRARY CLERK II ............................
LIBRARY CLERK III ...........................
LIBRARIAN ...................................
RECREATION
LIFEGUARD I .................................
LIFEGUARD II ................................
26
26
26
22
19
18
21
24
18
20
22
20
Hourly P/T
14
17
19
24
17
19
*Non-classified
Amended as of Feb. 16, 1971
PAY
CLASS TITLE GRADE
RECREATION - Cont' d
RECREATION ATTENDANT ........................ 12
RECREATION LEADER ........................... 15
RECREATION SUPERVISOR I ..................... 18
RECREATION SUPERVISOR II ...... ~ ............. 21
RECREATION SUPERVISOR III ................... 24
RECREATION DIRECTOR ......................... 28
*POOL ATTENDANT .............................. 14
*RECREATION MONITOR .......................... Hourly P/T
*PLAYGROUND AIDE (SUMMER) .................... Hourly P/T
*WEEK-END INSTRUCTOR ......................... 15
*RELIEF LIFEGUARD ............................ 17
FIRE
FIRE DISPATCHER - CLERK ..................... 16
F IREF IGHTE R ................................. 23
F IREF IGHTER-DRIVER .......................... 24
FIRE INSPECTOR .............................. 25
FIRE MECHANIC ............................... 26
FIRE LIEUTENANT ............................. 26
FIRE MARSHAL ................................ 28
FIRE CAPTAIN ................................ 28
FIRE CHIEF .................................. 33
*Non-classified
AMENDED as of Feb. 16, 1971
PAY
CLASS TITLE GRADE
POLICE
ANIMAL WARDEN ............................... 16
POLICE DISPATCHER ........................... 18
POLICE SECP~ETARY ............................ 18
POLICE PATROLMAN ............................ 24
POLICE PATROLMAN - MOTORCYCLE ............... 25
VICE OFFICER ................................ 25
JUVENILE OFFICER ............................ 25
POLICE SERGEANT ............................. 26
POLICE LIEUTENANT ........................... 28
DETECTIVE ................................... 25
DETECTIVE SERGEANT .......................... 26
DETECTIVE LIEUTENANT ........................ 28
POLICE CHIEF ................................ 33
*SCHOOL CROSSING GUARDS ...................... Hourly P/T
*Non-classified
Amended As of Feb. 16, 1971
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