90-IIIIIIRESOLUTION NO. 90---FFFF~--
A RESOLUTIONOF THE CITY OF BOYNTON BEACH, FLORIDA
ADOPTING THE PAY PLAN OF THE CITY OF BOYNTON BEACH,
FLORIDA FOR THE FISCAL YEAR OF 1990/91
BE IT RESOLVED BY THE .CITY COMMISSION OF '£~ CITY OF
BOYNTON BEACH, FLORIDA:
That the Municipal Employee's Classified and
Non~Classified pay Plan attached hereto and made a part
of this resolution be hereby adopted.
This pay plan reflects a 3% increase effective October
1, 1990 for Police ~fficers, Detectives, Police
sergeants andlFirefighters who are part of bargaining
units, and 3% increase effective April 1,
199I. will receive a 3% increase
1990 and an additional 3%
~n( 1991.
Employeeswho are members of the IBF&O bargaining unit
and Police Lieutenant'S bargaining unit will not
receive a pay increase pending negotiation of
their contract.
PASSED AND ADOPTED THIS 18TH DAY OF SEPTEMBER, 1990
/ ~ FLORIDA
ayo ~ ~
Vice-Mayor
is~ioner
ATTEST
_Ci~~ Clerk
-(~-0RP. ~EAL
~AY PLAN - CITY OF BOYNTON BEACH 1990/91 BUDGET
COMPENSATION FOR CLASS OF EMPLOYEES:
Ail rates prescribed in the compensation schedule represent
the standard rates of compensation for the classified (full-time
employees) and non-classified (part-time employes). Employees
hired as part-time, temporary or seasonal will be paid the rate
indicated for such job title, hour for hour, and are not eligible
for any City benefits. Addition or deletion to the Pay Plan will
not affect members of bargaining units unless ratified as an
amendment to their current contract. Current contracts that
specifically deviate from this Pay Plan will supersede that area
noted. In no case can the union contract and the Pay Plan be
used together for the same issue. Unless it is outlined in the
contract, the Pay Plan is the final indicator in the administra-
tion of payroll matters.
ENTRANCE AT THE MINIMUM RATE OF PAY IN THE CLASSIFIED AND
NON-CLASSIFIED SERVICE:
The minimum rate of pay for a classification shall be paid
any person on their original appointment to a position, except
when the City Manager determines there has been demonstrated an
inability to recruit at the minimum rate of pay or the new
employee possesses exceptional qualifications warranting employ-
ment at a higher rate in the pay range.
GRADUATED RATE OF PAY IN THE CLASSIFIED AND NON-CLASSIFIED
SERVICE:
Employees entering step one (1) through step five (5) will
remain at each of these steps for one year.
Employees entering step Longevity One (L-i) and step Longev-
ity Two (L-2) will remain at the pay level for two years.
Employees entering step Longevity Three (L-3) and Longevity
Four (L-4) will remain at that pay level for three (3) years.
Employees entering step Longevity Five (L-5) will remain at
that pay level for one (1) year.
Employees who have completed a year in step L-5 will receive
5% of their base pay or $1,000 whichever is less. This is a one
time lump sum payment issued to employees in good standing on
their anniversary date.
NON-CLASSIFIED EMPLOYEES:
Employees will spend a year each in the first two steps,
then two years in the next step and final out in the fourth step.
PAY PLAN - CITY OF BOYNTON BEACH - 1990/91 BUDGET
CLASSIFIED EMPLOYEES' HOURS OF WORK~ OVERTIME~ CALL BACK AND
COMPENSATORY TIME:
HOURS OF WORK: The City Manager shall establish hours of
work which insofar as practicable shall be uniform within occupa-
tional groups which shall be determined in accordance with the
needs of the service and which shall take into account the
reasonable meeds of the public who MAY be required to do business
with various City departments. For purposes of the Pay Plan the
City's work week starts at 12:01 A.M. Thursday and ends at 12:00
P.M. the following Wednesday for a total of seven consecutive
days.
OVERTIME - NON EXEMPT EMPLOYEES
This section of the pay plan deals with overtime pay for
non-exempt employees (see Pay Play A) as provided by the Fair
Labor Standards Act (FLSA). Employees in this category are
eligible to be paid at the rate of time and one half (1 1/2) for
any hours worked over their regular work week of forty (40)
hours. The overtime rate of pay is calculated by multiplying the
employee's regular hourly rate by one and a half times. (See the
Pay Plan for hourly rates). The following exclusions are not
included in determining the time and a half rate:
1. Discretionary bonuses paid in recognition of services
performed during certain periods.
2. Payments made for fringe benefits.
Employees cannot be in a work status more than seven minutes
prior or seven minutes after regular work day unless they have
their supervisor's approval. Each employee must be advised of
the official start and ending time of their department work day.
For purpose of overtime the City will follow the Department
of Labor 7/8 minute rule. This rule means that an employee would
not be eligible for overtime until he has been on the job for
more than seven minutes, i.e., at the start of the 8th minute
they would then receive 15 minutes at the overtime rate as
outlined above. Likewise if they work 23 minutes they would be
paid at 30 minutes overtime or if they work 22 minutes they would
be paid for 15 minutes at time and a half. This procedure will
be followed if an employee reports to work late.
2
~AY PLAN - CITY OF BOYNTON BEACH - 1990/91
Employees will be paid at the rate of time and one half (1
1/2) for any hours worked over their regular work week schedule
of forty (40) hours. If the employees work on a holiday they
will be paid for the holiday if the City Manager approves and
will be paid for the hours worked at the time and one half ra~e.
In calculating hours actually worked for the purpose of overtime,
paid leave benefits such as holiday, sick and vacation leave
shall be counted as hours worked. However, sick leave with pay
will not be granted on a holiday. Leave without pay shall not be
counted as time worked and overtime hours worked during such a
period would be authorized at straight time. Such overtime will
be subject to the rate as outlined above unless such employee is
covered under the provisions of a union contract.
The sworn members of the Police and Fire Departments follow
the provision ~pecified above except they are covered under the
FLSA 7K provision. The non-exempt Police will have a work period
of seven consecutive days commencing at 12:01 A.M. Thursday, and
ending at 12:00 P.M. the following Wednesday and continuing every
seven days thereafter. The non-exempt Fire personnel will have a
work period of 21 consecutive days commencing at 12:01 A.M.
Thursday, and ending at 12:00 P.M. on the Wednesday ending 21
days later and continuing every 21 days thereafter.
COMPENSATORY TIME
The City has adopted the following schedule which is in
compliance with FLSA for the non-exempt employees. The "comp
time" is used at the same rate the overtime rate would be paid
(see overtime). The "comp time" MUST be used within the same pay
period it was earned. Employees cannot carry forward a balance.
The employee takes the time or is paid within the seven day
period. THERE ARE NO EXCEPTIONS to this rule unless so stated in
a union contract.
EXEMPT EMPLOYEES
The Fair Labor Standards Act (FLSA allows for specific
exemption from the overtime procedure. These exemptions are
based on the nature of that employee's job. These include the
managerial/supervisory employees (see Pay Plan "B"). These are
staff members who meet the definition of a "bonafide" executive,
administrative or professional employee, as well as certain
recreational classifications. Along with the Department Heads
the exemption includes those employees who perform administrative
tasks and those with specific training in a specialized field.
~AY PLAN - CITY OF BOYNTON BEACH - 1989/90 BUDGET
EXEMPT EMPLOYEES - con't.
The recreational employees who are exempt from both the
minimum wave ($3.80) and effective April 1, 1991 ($4.25) and the
FLSA overtime provision are those who "are employed by recreation
that does not operate for more than seven months in a calendar
year".
CALL BACK
Any employee eligible under the overtime section who has
physically left work (punched out) and is called back to work by
his Department Head or the Department Head's designated represen-
tative for a non-scheduled or emergency department related
assignment shall be compensated for one hour of call back pay
plus the time worked in excess of the first fifteen minutes.
Call back is only for non-scheduled overtime assignments.
GENERAL CONDITIONS
Employees are eligible for an approximate five percent (5%)
increase with a promotion or whatever percentage (%) is required
to attain the entrance range. If an employee does not fulfill
his six month probationary period on a promotion he/she will be
reinstated in the pay grade and step promoted from. This in-
crease does not affect their regular anniversary date and in-
crease.
Employees demoted whether voluntarily or not, will be placed
in the step of the grade of the lower classification that the
employee would have normally attained for that position based on
their number of years of service with the City.
Employees that are promoted from a pay grade of 27 or less
to a pay grade of 29 or over will receive a minimum of 8% in-
crease. Pay grade 29 was included in the adoption 88/89 Pay Plan.
This grade is approximately a 3% difference over grade 28.
Employees promoted from grade 28 to 29 will receive a 3% in-
crease. Employees that are demoted would be reduced a minimum of
3% plus whatever other percentage is required to attain the new
grade and step as outlined above.
Effective with the 10/89 budget when an employee is
reclassifed the pay increase will follow the promotional
system outlined above.
RECLASSIFICATIONS/PROMOTIONS: Fiscal year reclassifications and
promotions wltl receive 5% or 8% if going from grade 27 or less
to grade 29 or over or whatever percentage it takes to go into
the entrance step of that grade.
4
PAY PLAN CITY OF BOYNTON BEACH - 1990/91 BUDGET
UPGRADING POSITIONS: If the position title is upgraded the
employees will remain in his current step in the new grade.
Members of the Police Department who are authorized and
qualified by the Chief to operate the motorcycle will receive 5%
hazardous dutypay.
Part time employees filling regularly established classified
positions under this Pay Plan receive no benefits and accrue no
seniority. They will be paid at the entrance step only.
Persons filling vacancies created by regular civil service
employees on leave of absence are considered part time.
Employees may be reclassified at the start of a new budget
year only if such reclassification has been approved by the City
Manager and City Commission during the budget sessions for which
the reclassification is scheduled. The only exceptions would be
the sworn Police and Fire personnel who must follow promotional
standards outlined in the Civil Service Book.
HOLIDAY PAY
Employees shall be paid for legal holidays and those called
to work shall also be paid for time worked as provided. Hourly
rate employees must work their full regular work days i~diately
before and after the holiday or be in an authorized pay status on
their full regular work day immediately before and after the
holiday to receive pay for the holiday. Part-time, temporary and
emergency appointed employees shall not be entitled to holidays
with pay.
Exempt employees that are required to work holidays are to
be treated in one of two ways:
1. Be paid for the hours worked on the holiday at straight
time, plus holiday pay.
2. Be paid for the holiday and be given the hours worked on
that holiday as straight time comp time.
VACATION PAY
Employees may request advance vacation money in 40 hour
increments only (48 for Fire) if their vacation request has been
made to the Department Head, approved and processed by the
Personnel Department at least two weeks prior to the requested
vacation time.
Employees will accrue but are not entitled to paid vacation
time until they have been employed by the City of Boynton Beach
for six months~ Consult the Civil Service manual for vacation
schedule.
5
PAY PLAN - CITY OF BOYNTON BEACH 1990/91 BUDGET
VACATION PAY FOR EMERGENCIES
Employees faced with a sudden unforseen emergency that have
in excess of 40 hours of vacation pay are eligible for this
program. Such employees may convert up to 80 hours over the 40
hour minimum reserve to cash.
A request must be made in writing outlining the emergency
and submitted to the Personnel Director. A committee comprised
of the City Manager, Finance Director and Personnel Director will
then review the request and approve the hours requested in total
or modified as they see fit. This benefit can only be used once
every five (5) years.
APPRENTICE
New appointments to a classified position may be designated
as apprentice or trainee provided the position isn't classified
such and shall be paid at a rate 5% below the starting rate for
that classification for a period not to exceed 6 months. When
the employee attains the proficiency or certification during the
six months they can be advanced to the normal starting rate of
pay and will receive their next regular pay adjustment on their
anniversary date.
DISABILITY
Employees who are on disability leave will have their
positions held for a maximum of six months after disability claim
is accepted and approved by the proper agency, after which they
will have their name placed on a re-employment list as provided,
under the Civil Service Rules and Regulations. In no case,
however, will a position be held open longer than nine (9) months
from date of incident.
If the employee fails to comply with any provisions required
by the agency handling the claim they will waive their rights for
reinstatement in their open position or any other position.
WORKER'S COMPENSATION
Whenever an employee is totally disabled from duty for a
period of no more than seven (7) calendar days because of an
injury ~etermined to be compensated under the provisions of the
Worker's Compensation Act, he shall be entitled to full regular
pay.
If the period of disability is greater than seven (7)
calendar days, the employee will be eligible to receive a sum of
money up to an amount equal to the difference between his
PAY PLAN CITY OF BOYNTON BEACH - 1990/91 BUDGET
Worker's Compensation check and his normal net take home pay.
The Worker's Compensation insurance check will not necessarily be
delivered on the regular pay day. The injured employee will be
eligible to receive the salary supplement for a period not to
exceed three (3) months from date of injury.
At the end of the three months, or sooner, the City Manager,
Department Head and Personnel Director will review the case for a
determination of the employee's physical ability to perform his
City employment after a report from the City physician ~n~
attending physician and considering all other ~el~v~nt fa~o~
In no case w~ll the salary supplement be extended beyond six (6)
months from date of injury.
The injured employee may elect to receive accrued sick leave
until that is exhausted and then vacation leave, in accordance
with his regular hourly wage to the extent that this combined
sick leave or vacation leave, City supplement (if less than the
full amount authorized) and the Worker's Compensation benefits
equal his regular weekly net take home salary. The employee must
contact the payroll clerk to qualify for the combined cheek.
It is incumbent on the employee to make application for
disability. Failure to do this automatically cancels the
additional City benefits.
If the disability claim is denied the additional City salary
supplement benefit will be cancelled. If the disability is
approved the salary supplement will be cancelled after issuance
of the disability check or at the end of the time duration
outlined above whichever comes first.
If an employee who is receiving Worker's Compensation
payment along with the City supplement, sick or vacation leave,
is found to be working or receiving compensation for his servic-
es, durinq this period, they will be subject to reimbursing the
City for all medical expenses and supplemented sick or vacation
pay taken.
MEDICAL AND LIFE INSURANCE
Employees on a non-paid status for a payroll period will be
personally liable for payment to the City for all insurances,
i.e. medical, life, dental, etc.
7
PAY PLAN - CITY OF BOYNTON BEACH - 1990/91 BUDGET
TUITION REIMBURSEMENT
The Citywill provide reimbursement for tuition and books for any
full time permanent (completed their year's probation) non-union
employee who choose to attend an accredited college or universi-
ty.
Employees meeting this criteria will initially pay and be reim-
bursed by the City upon presentation of documented completion of
the course. The employee who attains a grade of "A" or better
will receive 100%; a grade of "B" or better, seventy five percent
75%) or a grade of "C" or better, fifty percent (50%) of the
tuition and books for the course. In the event that the course is
a mandatory pass/fail course, a grade of "passing" shall be
treated the same as a "C". Employees will receive no compensa-
tion for a grade below "C".
Courses must lead to a degree in the field of discipline that
may, in the opinion and with the approval of committee enhance
the member's performanCe in their department. The committee to
review the validity of the course and degree program for which
the reimbursement is applied will be made up of the employee's
Department Head, Personnel and Finance Directors. Approval for
participation in the reimbursement program should be made prior
to enrolling in the course. The committee will forward the
recommendation to the City Manager who will have the final
approval for payment. Employees are eligible for a maximum of
$750 per fiscal year on a first come basis, but in no case will
reimbursement funds be approved that exceed the budgeted allow-
ance.
This benefit will not be retroactive
taken in the fiscal year applied for.
Regulations, Rule XI, Section 6.
and will only cover classes
(see Civil Service Rules &
SICK LEAVE TRANSFER OF TIME
Employees that suffer a long term illness and subsequently
exhaust all their accumulated sick and vacation leave are eligi-
ble to participate in this benefit. Co-workers City wide may
donate a minimum of 4 hours of their sick leave time, provided
they have a minimum balance of 120 sick hours, to a specifically
named employee. This is a totally voluntary program and enables
staff to freely give sick leave in 4 hour increments to persons
they believe are worthy to receive it.
CITY OF BOYNTON BEACH MANAGEMENT PACKAGE
EXEMPT EMPLOYEES
VACATION DEFERRED COMPENSATION
MANAGEMENT CATEGORY I 2 additional vacation City will defer $500
days or option of ac- per fiscal year in
Grades 30 thru 33 cepting 50% cash pay- either of the approv-
ment. ed plans. ICMA/PEBSCO
Or pay cash
MANAGEMENT CATEGORY II
Grades 34 thru 36
3 additional vacation
days or option of ac-
epting cash payment
of 50%.
City will defer $675
per fiscal year in
either of the approv-
ed plans ICMA/PEBSCO
or pay cash
MANAGEMENT CATEGORY III
Grades 37 thru 45
4 additional vacation
days or option of ac-
ceptinq cash payment
of 50%
City will defer $1100
per fiscal year in
either of; the approv-
ed plans ICMA/PE~SCO
Or pay cash
SPECIAL NON-MANAGEMENT
CATEGORY IV
Administrative &
Executive positions
not subject to over-
time and not in Cate-
gory I, II or III above
2 additional'vacation
days or option of ac-
cepting cash payment
of 50%
City will pay $350
per fiscal year in
either ofthe approv-
ed plans ICMA/PEBSCO
Or pay cash
VACATION
Employees must make a decision as to whether they would like the
additional vacation time credited to their vacation account or if they
prefer to take the 50% cash allowance. The additional time or money
will be issued the last week of September.
9
CLASSIFICATION
2101 CBE Clerks
2115 Library Pages
2116 Relief Clerk/Library
2120 Beach Parking/Boat Ramp
Attendants
2130 Playground Leader
2150 Recreation Attendant
2151 Kennel Maintenance Worker
2160 School Crossing Guards
2171 Dispatchers/will call
2170 Summer Program
CITY OF BOYNTON BEACH
NON-CLASSIFIED PAY PLAN 1990/91
EFFECTIVE SEPTEMBER 27, 1990
STARTING
(1 yr.) 92
5.28
5.28 5.55
5.83 6.13
6.09 6.40
2yr.
~3
5.83
6.44
6.72
5.83 6.13 6.44
5.57 5.85 6.15
6.60 6.93 7.28
6.32 6.64 6.98
8.38 8.80 9.24
3.80
Final
6.13
6.77
7.06
6.77
6.46
7.65
7.33
9.71
10
CITY OF BOYNTON BEACH MANAGEMENT PACKAGE - CON'T.
DEFERRED COMPENSATION CON'T.
If an employee leaves the City prior to the end of September
he will not be eligible for any of these benefits. The City
Manager may however pro rate that portion of the Management
Package the employee worked provided that the employee leaves in
goodstanding.
If an employee is hired or promoted during the year and
eligible to participate in this benefit, they will receive an
amount equal to the number of months they worked in the fiscal
year they started to work or if
or hire.
payplan.pmp
9/11/90
11
~ .... ~ ooo~
° ° ° °. o° D: o°
CITY OF BOYNTON BEACH PAY PLAN - RESOLUTION ~90-
EFFECTIVE SEPTEMBER 27, 1990
AND APRIL 4, 1991
NON-EXEMPT EMPLOYEES 90/91 - A
GENERAL CLERICAL
0101
0110
0120
0181
0182
0183
0121
0t25
0130
0140
0t50
0160
0161
0170
0430
0470
CLERK I ......................................... 16
CLERK II ........................................ 18
CLERK III ....................................... 20
CITIZEN SERVICE CLERK I ......................... 17
CITI~ZEN SERVICE CLERK II ........................ 19
CITIZEN SERVICE CLERK III. .22
CLERK .........................
INFORMATION CLERK .......
III .............
ASSISTANT I
REC~RDING ~SECRETARY .......
DATA's~STEM/REcoRDS CLERK.
PERSONNEL TEcHNiciAN ......
BUYER ....... ~: ............
........... 19
......... 17
......... 19
....... 21
....... 23
....... 25
....... 25
....... 21/23
....... 23
....... 23
COMMUNICATIONS
2403
2402
2401
SENIOR DISPATCHER ............................... 26
DISPATCHER II. o 22
FINANCE
0301
0302
0310
0315
0360
0361
PAYROLL CLERK ........................
PAYROLL ADMINISTRATOR ................
ACCOUNTING CLERK I ...................
ACCOUNTING CLERK II ..................
ACCOUNTANT I .........................
ACCOUNTANT II ........................
.......... 23
.......... 25
.......... 18
.......... 21
.......... 24
.......... 28
DATA PROCESSING/UTILITYBILLING
0321
0341
0370
COMPUTER OPERATOR ............................... 20
CUSTOMER RELATIONS CLERK ....................... 19
PROGRAMMER ...................................... 24
PAY PLAN FOR NON-EXEMPT EMPLOYEES "A" 90/91
INSPECTION - BUILDING AND ZONING
0502
0505
05C6
0510
0515
0520
0525
0530
0535
0540
0541
0542
0585
0543
OCCUPATIONAL LICENSE FIELD INSPECTOR ..........
CODE & LICENSE INSPECTOR I ....................
CODE & LICENSE INSPECTOR II ...................
BUILDING INSPECTOR I ..........................
BUILDING INSPECTOR Ii .........................
PLUMBING & MECHANICAL INSPECTOR I .............
PLUMBING & MECHANICAL INSPECTOR II ............
.24
· 24N
· 26N
.27
.29
.27
.29
ELECTRICAL
ELECTRICAL INSPECTOR II .......................
PLAN CHECK INSPECTOR ..........................
PLAN REVIEW ANALYST I .........................
5ANDSCAPE/ENVIRONMENTAL INSPECTOR.
INSPECTOR I .......................... 27
.29
.28
.22
.25
.25
.28
UTILITIES
0801
0805
0830
0831
0832
0901
0910
0920
0930
0931
1105
1110
1120
1130
1131
1201
i210
1220
1221
1222
1250
1251
1252
1253
1254
~255
1256
WATER METER READER .............................. 19+
INVENTORY & RECORDS CLERK ....................... 20
UTILITY MAINTENANCE MECHANIC I .................. 22+
UTILITY MAINTENANCE MECHANIC II ................. 24+
UTILITY MAINTENANCE MECHANIC III ................ 26+
WATER PLANT OPERATOR TRAINEE...
WATER PLANT OPERATOR I .........
WATER PLANT OPERATOR II ........
WATER PLANT OPERATOR III .......
WASTEWATER PLANT OPERATOR I ....
LAB TECHNICIAN TRAINEE ...........
LAB TECHNICIAN I .................
LAB TECHNICIAN II ................
LAB TECHNICIAN III ...............
CHEMIST ............................
................ 20+
............... 23+
.............. 25+
.............. 28+
.............. 23+
............ 20
............ 23
............ 25
............ 27
............ 28
UTILITY MAINTENANCE TECHNICIAN I ................ 22+
UTILITY MAINTENANCE TECHNICIAN II ............... 24+
UTILITY MAINTENANCE TECHNICIAN FOREMAN III ...... 26
LOCATION SPECIALIST ...................
FIRE HYDRJ~NT SPECIALIST.
F.C.C. RADIO TECHNICIAN.
PROCUREMENT ASSISTANT...
SYSTEM OPERATOR TRAINEE.
SYSTEM OPERATOR I .......
SYSTEM OPERATOR II ......
SYSTEM OPERATOR III .................
CROSS CONNECTION CONTROL TECHNICIAN ....
........ 22+
........ 22+
....... 28
...... 26
...... 20
...... 23
...... 25
...... 28
...... 24
PAY PLAN FOR NON-EXEMPT EMPLOYEES "A" 90/91
PUBLIC WORKS:
1420
1425
1445
1450
1451
REFUSE COLLECTOR I .............................. 18+
REFUSE COLLECTOR II ............................. 19+
ANIMAL WARDEN I ................................. 19
ANIMAL WARDEN II · 22
ENGINEERING:
0601
0620
0621
ENGINEERING AIDE I .............................. 25
~NGINEERING INSPECTOR I.. ..26
NGIN NG INsPEcTOR ::::::::::::::::::::::::::::
SKILLED TRADES
1510
1515
1520
1525
1530
1535
1545
1546
1552
1555
1554
1553
SIGN SHOP OPERATOR .............................. 20+
RVAC MECHANIC II ................................ 24
AUTOMOTIVE MECHANIC I ........................... 22+
AUTOMOTIVE MECHANIC II .......................... 25+
AUTOMOTIVE MECHANIC III ......................... 28+
BUtLDINGMAINTENANCE MECHANIC I ................. 20+
BUILDINGMAINTENANCE MECHANIC II ................ 24+
ELECTRICIAN II .................................. 26
ELECTRICIAN III .... .28+
::::::::::::::::::::::::::::::::::::::::::
WELDER II.. 25
WELDER ::::::::::::::::::::::::::::::::::::::::::::
WAREHOUSE:
2502
2503
STOREKEEPER I...
..22
GENERAL LABOR EQUIPMENT OPERATION
1401
1402
1410
1415
1426
1427
1601
1610
1620
1625
1626
CUSTODIAN I ..................................... 16+
CUSTODIAN II .................................... 18+
MAINTENANCE WORKER I ............................ 17+
MAINTENANCE WORKER II ........................... 18+
MAINTENANCE TECHNICIAN .......................... 20+
CREW r~ADER ..................................... 20+
EQUIPMENT OPERATOR I ............................ 19+*
EQUIPMENT OPERATOR II ........................... 21+*
EQUIPMENT OPERATOR III .......................... 23+*
EQUIPMENT OPERATOR IV ........................... 25+*
ASSISTANT T.V. SPECIALIST ....................... 20+
*SEE SPECIFIC JOB DESCRIPTIONS FOR SANITATION, PUBLIC WORKS
PARKS AND UTILITIES '
3
GENERAL LABOR EQUIPMENT OPERATION
1430
1432
1434
1435
1436
FOREMAN I ....................................... 22
FOREMAN II ...................................... 24
FOREMAN III ..................................... 26
IRRIGATION SPECIALIST I ......................... 21+N
IRRIGATION SPECIALIST II ........................ 23+N
LIBRARY
1701
1720
1730
1740
LIBRARIAN I ..................................... 24
LIBRARY ASSISTANT I ............................. 18
LIBRARY ASSISTANT II ............................ 19
LIBRARY ASSISTANT III 20
RECREATION AND PARKS
1801
1805
1820
1850
1855
1857
LIFEGUARD I ..................................... 21+
LIFEGUARD II .................................... 23+
RECREATION SUPERVISOR I ......................... 22
RECREATION LEADER ............................... 15+
RECREATION SPECIALIST ........................... 19
RECREATION WORKER I ............................. 18
PLANNING
2292 PLANNING GRAPHICS TECHNICIAN .................... 25
POLICE
2020
2040
2050
2044
2041
2042
2043
2045
POLICE OFFICER .................................. 28
POLICE DETECTIVE. .29
I.D. SUPERVISOR ................................. 25
PHOTO LAB TECHNICIAN ............................ 22
I.D. TECHNICIAN ................................. 22
CRIME SC~NE TECHNICIAN .......................... 22
EVIDENCE CUSTODIAN .............................. 22
FIRE DEPARTMENT
1910
1921
1922
1923
1925
1926
**FIREFIGHTER.. 24
**FIREFIGHTER II ................................ 28
**FIREFIGHTER III ............................... 30
**PARAMEDIC OFFICER I ........................... 32
**PARAMEDIC OFFICER II (ENCUMBERED) ............. 32
FIRE DEPARTMENT~ CONTINUED
1930
1940
1950
1951
1952
1953
**FIRE LIEUTENANT ............................... 32
**FIRE CAPTAIN .................................. 34
FIRE PREVENTION OFFICER I ..................... 30
FIRE PREVENTION OFFICER II
(NEW CONSTRUCTION) ............. 32
FIRE PREVENTION OFFICER II
(EXISTING CONSTRUCTION) ........ 32
FIRE INSPECTOR ................................ 26
**48 hour work week
GOLF COURSE
2303
2304
2305
2308
2309
GOLF COURSE MAINTENANCE FOREMAN ................. 26
GOLF COURSE MAINTENANCE MECHANIC ................ 24
GOLF CART MECHANIC .............................. 24
ASSISTANT GOLF PROFESSIONAL ..................... 15
GREENSKEEPER .................................... 17
COMMUNITY REDEVELOPMENT & REHABILITATION
2610A LOAN SPECIALIST ................................ 25
+Bargaining unit members - Increase pending settlement of
negotiations.
CITY OF BOYNTON BEACH PAY PLAN
FOR EXEMPT EMPLOYEES "B"
1990/91
ADMINISTRATIVE/GENERAL
0250E
0261E
0270E
0275A
0280E
0290A
0480E
0420E
0481E
0271A
0294E
0297A
0421A
0420~
2501E
0422A
ASSISTANT CITY MANAGER ......................... 39
PUBLIC INFORMATION OFFICER ..................... 34/35
ASSISTANT TO THE CITY MANAGER .................. 35
DEPUTY CITY CLERK .............................. 30
CITY CLERK ..................................... 39
ADMINISTRATIVE ASSISTANT II .................... 27
PERSONNEL DIRECTOR ............................. 39N
ASSISTANT PERSONNEL DIRECTOR ................... 34N
DIRECTOR OF MANAGEMENT SERVICES 39
~iMINISTR~%~TIVE ASSISTANT TO THE CITY MANAGER...30
RECTOR QF ADMINISTRATION ..................... 39N
CITIZENS SERVICE MANAGER ....................... 30
.30
FINANCE
0365A
03~0A
03~5A
0362A
0380E
0381E
BUDGET COORDINATOR ............................. 28
CITY TREASURER ................................. 34
ASSISTANT CITY TREASURER ....................... 28
ACCOUNTANT III ................................. 30
FINANCE DIRECTOR/TREASURER ..................... 41
ASSISTANT FINANCE DIRECTOR ..................... 34
DATA PROCESSING
0372E
0373A
DIRECTOR OF DATA PROCESSING .................... 39
PROGRAMMER ANALYST ............................. 30
BUILDING
0545A
0580E
0570E
0553A
0556A
0557A
0550A
0501A
CHIEF PLAN CHECK INSPECTOR ..................... 30
BUILDING OFFICIAL 39
DEPUTY BUILDING OFFICIAL ....................... 35
PERMIT ADMINISTRATOR ........................... 32
ZONING & SITE DEVELOPMENT ADMINISTRATOR ........ 32
CODE ENFORCEMENT ADMINISTRATOR 32
DEVELOPMENT COMPLIANCE ADMINISTRATOR ........... 32
OCCUPATIONAL LICENSE ADMINISTRATOR ............. 28
PAY PLAN FOR EXEMPT EMPLOYEES "B" 1990/91
UTILITIES
0803A
0802A
0880A
0885A
0~50A
0951A
0886A
0980A
I280A
1281P
1282P
1285P
0586A
1381P
1382A
128~E
3!801E
i3'8~A
t279~
SUPERVISOR OF METER READERS ..................
ASSISTANT SUPERVISOR OF METER READERS ........
UTILITY SYSTEMS SUPERVISOR ...................
ASSISTANT UTILITY SYSTEMS SUPERVISOR .........
ASSISTANT WATER PLANT SUPERVISOR .............
SUPERVISOR OF UTILITY MECHANICS ..............
.30
.27
.34
.27
.30
.32
ASSISTANT SUPERVISOR OF UTILITY MECHANICS ...... 30
wATER PLANT sUPERVIsoR ............. ............ 34
ASsisTANT SUPERVISOR OF UTILITY STATIoNs ....... 32
UTILITY.ENGINEER (PE). 37
ASSISTANT UTILITY ENGINEER (PE) 35
SR.
& PUMPING SYSTEMS ....... 35
.37
.32N
[STRIBUTION .............. 30
PUMPING STATION 30
PUBLIC WORKS:
1460A
1470A
1570A
1480E
1485E
i486E
SANITATION SUPERVISOR..°
AUTOMOTIVE SHOP SUPERVISOR .........
DE~I~ DIRECTOR OF pUBLIc WORKS ....
DIRECTOR iOF PUBLIC WORKS ...................
·..32
·..32
· · .32
· · .35
· · .37
·..40
ENGINEERING:
0630A
0631A
0635P
0638E
DEPUTY CITY ENGINEER (P.E.) .................... 37
ADMINISTRATIVE COORDINATOR OF INSPECTION &
ENGINEERING .................................... 34
CIVIL ENGINEER ................................. 35
DIRECTOR OF ENGINEERING ....................... 41
FACILITIES MANAGEMENT
1560A
1561A
FACILITIES MANAGEMENT SUPERINTENDENT ........... 33/34N
ASSISTANT FACILITIES MANAGEMENT SUPERVISOR ..... 30
7
PAY PLAN FOR EXEMPT EMPLOYEES "B" 1990/91
WAREHOUSE
2504A WAREHOUSE SUPERVISOR ............................ 30
LIBRARY
1710A
1715A
1780E
LIBRARIAN II ................................... 26
LIBRARIAN III .................................. 30
LIBRARY DIRECTOR ............................... 39
RECREATION AND PARKS
1830A
1840A
I856P
1860A
1865P
1870E
t875E
1880E
RECREATION SUPERVISOR II ....................... 24
RECREATION SUPERVISOR III ...................... 30
TENNIS PROFESSIONAL ............................ 19
PARKS SUPERVISOR ............................... 30
FORESTER/ENVIRONMENTALIST ...................... 30/33N
PARKS SUPERINTENDENT ........................... 34
RECREATION SUPERINTENDENT ...................... 34
RECREATION & PARK DIRECTOR ..................... 40
PLANNING
2280E
2290A
2293P
DIRECTOR OF PLANNING ........................... 39
SENIOR PLANNER ................................. 33
ASSISTANT PLANNER .............................. 30
POLICE
2060A
2070E
2080E
POLICE LIEUTENANT .............................. 35
POLICE CAPTAIN ................................. 38
POLICE CHIEF ................................... 41
FIRE
1960P
1945P
1955P
1980E
1987E
1954P
FIRE PREVENTION ENGINEER ....................... 33
TRAINING OFFICER ............................... 35
E.M.S. COORDINATOR ............................. 35
FIRE CHIEF ..................................... 41
EXECUTIVE OFFICER .............................. 37
DRILL & SAFETY OFFICER ......................... 33
8
PAY PLAN FOR EXEMPT EMPLOYEES "B" 1990/91
GOLF COURSE
2301E
2302A
2306P
2307P
GOLF COURSE DIRECTOR ........................... 39N
GOLF COURSE SUPERINTENDENT ..................... 34
HEAD PROFESSIONAL (Co) ........................ 22
FIRST ASSISTANT PROFESSIONAL ................... 20
COMMUNICATIONS
2420E
2410A
COMMUNICATIONS MANAGER. ..35
COMMUNITY REDEVELOPMENT & REHABILITATION
2610E
2611P
DIRECTOR OF COMMUNITY REDEVELOPMENT
AND REHABILITATION ............................. 39
CONSTRUCTION MANAGER ........................... 28
CLASSIFICATION
CITY OF BOYNTON BEACH
NON-CLASSIFIED PAY PLAN 1990/91
EFFECTIVE SEPTEMBER 27, 1990
2101 CBE Clerks
2115 Library Pages
2116 Relief Clerk/Library
2120 Beach Parking/Boat Ramp
Attendants
2130 Playground Leader
2150 Recreation Attendant
2151 Kennel Maintenance Worker
2160 School Crossing Guards
2171 Dispatchers/will call
2170 Summer Program
STARTING ~ yr. ~ yr. Final
(1 yr.) 5.28
5.28 5.55 5.83 6.13
5.83 6.13 6.44 6.77
6.09 6.40 6.72 7.06
5.83 6.13 6.44 6.77
5.57 5.85 6.15 6.46
6.60 6.93 7.28 7.65
6.32 6.64 6.98 7.33
8.38 8.80 9.24 9.71
3.80
10
NON-CLASSIFIED PAY PLAN 199G/91
EFFECTIVE APRIL 4, 1991
2101
2115
2116
2120
2130
2150
2151
2160
2171
2170
CLASSIFICATION
CBE Clerks
Library Pages
Relief Clerk/Library
Beach Parking/Boat Ramp
Attendants
Playground Leader
Recreation Attendant
Kennel Maintenance Worker
School Crossing Guards
Dispatchers/will call
Sun~aer Program
STARTING ~ yr. ~ yr. Final
(1 yr.) #2 ~3
5.44
5.44 5.72 6.01 6.31
6.01 6.31 6.63 6.97
6.28 6.60 6.93 7.28
6.01 6.31 6.63 6.97
5.74 6.03 6.34 6.66
6.80 7~14 7.50 7.88
6.51 6.84 7.19 7.55
8.64 9.08 9.54 10.02
4.25
jobclass.pmp
11