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R03-148 RESOLUTION R03 - lq ~5 A RESOLUTION OF THE CITY COMMISSION OF THE CITY OF BOYNTON BEACH, FLORIDA, APPROVING AND ADOPTING THE 2003 -04 PAY PLAN; AUTHORIZING T HE CITY MANAGER T O APPROVE INTERIM PAY RANGES FOR NEW AND/OR PENDING POSITIONS; AND PROVIDING AN EFFECTIVE DATE. WHEREAS, the Human Resource Department has reviewed every position and Conducted a comparison with the most current ~rvey and market data; and WHEREAS, it is vitally important that the City maintain an equitable pay plan in >lace, to ensure that we are able to compete for, and retain qualified employees; and WHEREAS, the attached Pay Plan contains the outcome of this comprehensive 'eview, as well as the City's policies that are directly related to pay; and WHEREAS, there are some positions that have been reviewed and are still lending a final determination of the classification analysis by the City's compensation :onsultants, and staff recommends that the City Manager be authorized to approve interim pay ranges for these new and/or pending positions; NOW, THEREFORE, BE IT RESOLVED BY THE CITY COMMISSION OF THE CITY OF BOYNTON BEACH, FLORIDA, THAT: Section 1. The City Commission of the City of Boynton Beach, Florida does hereby approve and adopt the 2003-04 Pay Plan, a copy of which is attached hereto as Exhibit "A", and made a part hereof. Section 2. That the City Manager shall be authorized to approve interim pay ranges for new and pending positions. Section 3. This Resolution will become effective immediately upon passage. PASSED AND ADOPTED this ~ day of August, 2003. CITY O OYNT EA , FLORID~A Vice Ma~y~a.-~~O' ...~' ~~.~ Commissioner ~ityJClerk LISTING OF NEW CLASSIFICATIONS, CLASSIFICATIONS WITH NEW GRADES AND DELETED CLASSIFICATIONS FOR 2003-2004 PAY PLAN * Please note below the listing of new classifications and reclassifications pending approval in the 2003-2004 budget. New Classifications Administrative Associate Assistant Dir., Human Resources Assistant Warehouse Manager Deputy Dir., Parks & Recreation Dir. Organiz. & Strategic Develpmt. Engineer Manager, Aquatics Manager, Zoning & Licensing Master Electrician Supervisor, Aquatics Supervisor, Solid Waste Pending Pursuant to final determination by City Manager: Route Auditor/Cust Serv. Rep (new) CADD Techn./Design Spec. (new) Recreation Leader (new P/T) Office Assistant Senior to Admin. Clerk (reclass) Chief Field Inspector to Supervisor Inspections & Locations (reclass) Parks & Recr. Crew Leader to Parks & Recr. Crew Leader Senior (reclass) Administrative Secretary to Admm. Assistant (reclass) Crew Supervisor to Parks Manager (reclass) Classifications w/New Grades Deletions Accounts Payable Specialist Animal Control Officer Assistant Fire Marshall Assistant Director, Development Assistant Dir., Finance/Audit Mgr. Asst. Dir. Public Works/City Engineer Assistant Police Chief Building Inspector Building Inspector, Senior Buyer, Senior Building Official CADD Technician CADD Techn./Design Specialist Chemist & Quality Assur. Officer Communications Dispatcher Communications Specialist Community Service Officer Deputy Dir. Finance/Purch Agent Deputy Fire Chief Deputy Fire Marshall Dir. Fire & Emerg. Medical Serv. Director, Information Tech. Serv. Director, Publ. Works & Engr. Director, Recreation & Parks Electrical Inspector, Senior Engineering Plans Anal/Inspector Environmental Inspector Environmental Coor./Safety Offc. Fleet Mechanic Fleet Mechanic, Senior Fire Battalion Chief GIS Analyst Imaging Technician Manager, Community Redevelmt. Manager, Risk Management Parks/Recreation Crew Leader Permit Application Technician Plumbing & Mechanic Inspector Plum. & Mech. Inspector, Senior Police Chief Police Major Benefits Specialist Chief Utilities Field Inspector City Manager Civil Engineer Director, Engineering Human Resources Assistant Insurance Claims Specialist Inventory Control Specialist Human Resources Coordinator Manager, Professional Development SUMMARY OF MODIFICATIONS AND UPDATES TO PAY PLAN FOR FISCAL YEAR 2003-2004 PAGE # UPDATE Front Cover - Page 1 Changed fiscal year to 2003- 2004 Page 2 Deleted reference to Admin. Policy Manual 6.5.1 Page 2 Updated page #s Page 3 Updated fiscal year reference Page 6 Added under demotion "mid-point of" Page 10 Under Sick Leave Pay, deleted "forty" hours and changed to "The following hours" and added: · Up to 40 hours per year may be taken for regular 40 hour weekly employees · Up to 72 hours for Fire shift employees · Up to 57.5 hours for regular Police 11.5 hours shift employees Page 12 Same as page 2 above FLSA STATUS - NON-EXEMPT CLASSIFICATIONS Page 14 Accounts Payable Specialist - Grade chg. from 10 to 11 Administrative Associate - New classification grade 9 Animal Control Officer - Grade chg. from 11 to 13 Assistant Fire Marshall - Grade chg. from 18 to 19 Benefits Specialist - eliminated Building Inspector - Grade chg. from 16 to 17 Building Inspector Senior - Grade chg. from 18 to 19 Page 15 Buyer Senior - Grade chg. from 14 to 15 CADD Technician - Grade chg. from 12 to 13 CADD Techn./Design Spec. - Grade chg. from 14 to 15 Chemist & Quality Assurance Officer - Reclass. from 17 to 20 Communications Dispatcher - Grade chg. from 9 to 10 Communications Specialist - Grade chg. from 11 to 12 Community Service Officer - Grade chg. from 9 to 10 Page 16 Deputy Fire Marshall - Grade chg. from LTB to 23 Electrical Inspector, Senior - Grade chg. from 16 to 17 Page 17 Engineering Plans Analyst/Inspector - Grade chg. from 16 to 18 Environmental Inspector - Grade chg. from 11 to 16 Fleet Mechanic - Grade chg. from 13 to 14 Fleet Mechanic, Senior - Grade chg. from 14 to 15 Page 18 Human Resources Assistant - eliminated Imaging Supervisor - Title correction to Imaging Technician Insurance Claims Specialist -Grade change from 11 to 19 Inventory Control Specialist - eliminated Page 19 Master Electrician - New position grade 18 Page 20 Parks/Recreation Crew Leader - Grade chg. from 11 to 13 Permit Application Technician - Grade chg. from 9 to 10 Plumb. & Mech. Inspector - Grade chg. from 16 to 17 Plumb. & Mech. Inspector, Senior - Grade chg. from 18 to 19 FLSA STATUS - EXEMPT CLASSIFICATIONS Page 24 Assistant Director, Development - Grade chg. from 31 to 36 Assistant Director, Finance/Audit Mgr. - Grade chg. from 30 to 34 Assistant Director, Human Resources - New Classification grade 30 Assistant Dir. Pub. Works/City Engineer - New Classification gr. 39 Assistant Police Chief- Grade chg. from 39 to 42 Assistant Warehouse Manager - New Classification grade 15 Benefits Administrator - Grade chg. from 25 to 20 Page 25 Building Official - Grade chg. from 26 to 30 Chief Utilities Field Inspector - See Supv., Inspections & Locations City Manager - eliminate from pay plan document Civil Engineer - Title change to Engineer (see engineer) Claims Analyst- New Classification grade 19 Deputy Director, Finance/Purch. Agent - Grade chg. from 31 to 34 Deputy Director, Parks & Recreation - New Classification grade 37 Deputy Fire Chief- Grade chg. from FDC to 43 Page 25 Director, Engineering - Eliminated Director, Fire & EMS - Grade chg. from 43 to 45 Director, Finance/Treasurer - Grade chg. from 39 to 43 Director, ITS - Grade chg. from 42 to 43 Director, Organiz. & Strategic Devlpmt. - New Classification grade 37 Director, Public Works & Engineering - Modified Title (added "and Engineering") Director, Recreation & Parks - Grade chg. from 37 to 39 Engineer - Title change from Civil Engineer Environmental Coord./Safety Officer - Grade chg. from 22 to 27 Fire Battalion Chief- Grade chg. from FBC to 39 Page 26 GIS Analyst - Modified Title from Specialist to Analyst Human Resources Coordinator - Eliminated Page 27 Manager, Aquatics - New Classification grade 20 Manager, Community Redevelopment - Grade chg. from 24 to 25 Manager, Professional Development - Reclassified to Director, Organiz. & Strategic Development Manager, Risk Management - Grade chg. from 25 to 30 Manager, Zoning and Licensing - New Classification grade 24 Page 28 Police Chief- Grade chg. from 43 to 45 Police Major - Grade chg. from 37 to 39 Page 29 Supervisor, Aquatics - New Classification grade 15 Supervisor, Solid Waste - New Classification grade 20 Pages 33-38 Reflect new bargaining unit ranges for Fire (IAFF) and Police (PBA) CITY OF BOYNTON BEACH, FLORIDA CLASSIFICATION SPECIFICATION Class Code ~:~ Grade: TBD Pay Ranges/TBD FLSA: N CLASSIFICATION TITLE: ADMINISTRATIVE ASSOCIATE PURPOSE OF CLASSIFICATION The purpose of this classification is to per[orm a variety of clerical, secretarial, and administrative duties for the Public Works Department, requiring a working knowledge of department operations, policies, and procedures. This position functions entirely within a self-directed Work team. ESSENTIAL FUNCTIONS The following duties are normal for this position. The omission of specific statements of the duties does not exclude them from the classification if the work is similar, related, or a logical assignment for this classification. Other duties may be required and assigned. Coordinates all administrative staff support functions with other members of the self-directed work team. Generally responsible for allocation of work assignments and cross training within the team to meet standards set forth by Public Works Administration. Schedules and approves vacations within the team setting. Processes personnel and payroll documentation; reviews time sheets for accuracy and completeness; makes applicable calculations and researches discrepancies; forwards payroll data for payroll preparation; receives, sorts, and distributes employee paychecks; maintains records of employee overtime, vacation/leave balances, and training activities. Prepares and mails billing statements for departmental services and charges; receives and forwards customer payments in person and by mail; handles delinquent account billings and notices. Reconciles receipts against employees' credit card statements and prepares transmittal forms for the processing and payment of those credit cards. Prepares direct payment requisitions for purchases, petty cash reimbursement, and registrations/reservations for travel. Inputs computerized purchase requisitions and processes with the necessary documentation; receives invoices via the computer upon receipt. Types, transcribes, prepares, or completes vadous forms, reports, correspondence, logs, rosters, legal documents, statements, meeting minutes, purchase orders, personnel authorization forms, budget documents, or other documents; creates or assists in developing various flyers, brochures, applications, forms, reports, and other documents for the department Answers telephone calls and greets visitors; ascertains nature of business; provides information and assistance; responds to inquiries and complaints regarding department and/or City operations; directs callers/visitors to appropriate department and/or staff; records/relays messages; initiates and returns calls; researches problems and initiates problem resolution. Page 1 City of Boynton Beach, Florida · Administrative Associate Receives or refers to various forms, reports, correspondence, policies, procedures, city codes/ordinances, state statutes, technical manuals, computer manuals, handbooks, manuals, directories, reference materials, maps, or other documentation; reviews, completes, processes, forwards or retains as appropriate. Operates a computer to enter, retrieve, review or modify data. Performs data entry to create/update records; verifies accuracy of entered data and makes corrections; utilizes word processing, spreadsheet, database, or other programs; enters department budget and maintains/updates mailing lists, data files, customer account records, work order records, department activities, and other information on computer; generates and prints reports. Processes requests for department services; maintains related logs and records. Schedules appointments, meetings, interviews, court dates, and other activities; regularly updates calendar and contacts parties involved as appropriate. Coordinates arrangements for various meetings, which may include preparing agendas and meeting packets, coordinating room setup/refreshments, attending meetings, recording/transcribing meeting minutes, distributing meeting packets or documentation, maintaining records, or other related tasks. Maintains file system of department records; prepares or sets up departmental files; sorts/organizes documents to be filed; files documents in designated order; retrieves/replaces files; prepares records for storage; deletes/purges obsolete records/files. Performs general clerical tasks, such as copying and collating documentation, sending/receiving faxes, compiling packets, or maintaining/ordering office supplies. Responsible for the preparation and maintenance of the office supply budgets for the department. Communicates with supervisor, employees, other departments, customers, professionals, outside services, vendors/suppliers, and other individuals as needed to coordinate work activities, review status of work, exchange information, or resolve problems. Performs data-entry work in establishing and maintaining billing records and other financial documents using computer applications. ADDITIONAL FUNCTIONS Processes a variety of documentation associated with department operations, within designated timeframes and per established procedures; distributes documentation or retains records as appropriate. Sorts and distributes incoming mail; prepares letters/packages for mailing. Performs basic maintenance of computer system and office equipment, such as backing up data or replacing paper, ink, or toner; coordinates service/repair activities as needed. Uses a two-way radio to dispatch information. Coordinates, conducts, or assists with various special projects as assigned. Performs other related duties as required. MINIMUM QUALIFICATIONS Page 2 City of Boynton Beach, Florida · .... ~-dministrative Assoc!ate High school diploma or GED; supplemented by one (1) year previous experience and/or training involving customer service/interaction, personal computer operations, and clerical/secretarial work involving the area of assignment; or any equivalent combination of education, training, and experience which provides the requisite knowledge, skills, and abilities for this job. PERFORMANCE APTITUDES Data Utilization: Requires the ability to calculate and/or tabulate data. Includes performing subsequent actions in relation to these computational operations. Human Interaction: Requires the ability to provide guidance, assistance, and/or interpretation to others regarding the application of procedures and standards to specific situations. .EquipmentT Machinery~ ToolsT and Materials Utilization: Requires the ability to operate, maneuver and/or control the actions of equipment, machinery, tools, and/or materials used in performing essential functions. Verbal Aptitude: Requires the ability to utilize a wide variety of reference and descriptive data and information. Mathematical Aptitude: Requires the ability to perform addition, subtraction, multiplication, and division; the ability to calculate decimals and percentages; the ability to utilize principles of fractions; and the ability to interpret graphs. Functional Reasoning: Requires the ability to apply principles of rational systems; to interpret instructions furnished in written, oral, diagrammatic, or schedule form; and to exercise independent judgment to adopt or modify methods and standards to meet variations in assigned objectives. Situational Reasoning: Requires the ability to exercise judgment, decisiveness and creativity in situations involving a variety of generally pre-defined duties, which are often characterized by frequent change. ADA COMPLIANCE Physical Ability: Tasks require the ability to exert light physical effort in sedentary to light work, but which may involve some lifting, carrying, pushing and/or pulling of objects and materials of light weight (5-10 pounds). Tasks may involve extended periods of time at a keyboard or work station. Sensory Requirements: Some tasks require the ability to perceive and discriminate sounds and visual cues or signals. Some tasks require the ability to communicate orally. Environmental Factors: Essential functions are regularly performed without exposure to adverse environmental conditions. The City of Boynton Beach, Florida, is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the City will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer. Page 3 CITY OF BOYNTON BEACH, FLORIDA CLASSIFICATION SPECIFICATION CLASSIFICATION TITLE: Class Code 05020 ASSISTANT DIRECTOR, HUMAN RESOURCES PURPOSE OF CLASSIFICATION The purpose of this classification is to assist the Human Resources Director in recruilment and selection, classification and compensation, training, employee relations, labor relations, benefits administration, and other employment-related activities. ESSENTIAL FUNCTIONS The following duties are normal for this position. The omission of specific statements of the duties does not exclude them from the classification if the work is similar, related, or a logical assignment for this classification. Other duties may be required and assigned. Supervises, directs and evaluates assigned staff, processing employee concerns and problems, directing work, counseling, disciplining and completing employee performance appraisals. Coordinates daily work activities; organizes, prioritizes, and assigns work; monitors status of work in progress and inspects completed work; consults with assigned staff, assists with complex/problem situations, and provides technical expertise. Ensures compliance with all applicable codes, laws, roles, regulations, standards, policies and procedures; initiates any actions necessary to correct deviations or violations. Assists in preparation and administration of departmental budget; monitors expenditures. Interprets and formulates personnel policy; implements policies and procedures to ensure consistency and legality of application. Assists in administering all phases of the human resources system, including recruitment and selection, classification and compensation, training, employee relations, labor relations, benefits administration, and other employment-related activities. Oversees the recruitment and selection function to ensure consistency in application and legal defensibility. Oversees maintenance of a current and comparable classification and compensation system. Oversees and monitors department-wide training program. Assists in administering benefit program for all employees, to include life insurance, dental insurance, health insurance, IRS 125 Plan, and wellness program. Attends public meetings, hearings, conferences, committee meetings, board meetings, interdepartrnental meetings, departmental meetings in relation to human resources issues as required; makes speeches or presentations. ©MAXIMUS Page 1 Last Revised: October, 2002 Ci,ty of Boynton Beach, Florida · Assistant Director, Human Resources 05020 Provides guidance and direction to Department Directors, managers, and supervisors related to recruitment, selection, collective bargaining agreements, personnel actions, and investigation if complaints and recommendation of appropriate actions. Investigates and responds to discrimination charges filed against the City through internal grievances or external agencies. Observes and implements policies, procedures, and regulations to facilitate trait operations that are consistent with legal and organizational guidelines. Establishes and maintains an effective work/ng relationship with supervisors, subord/nates, and other employees. Compiles or monitors various administrative and statistical data pertaining to human resource operations; performs research as needed; makes applicable calculations; analyzes data and identifies trends; prepares or generates reports; maintains records. Prepares or completes various forms, reports, correspondence, employment contracts, salary surveys, bid proposals, performance appraisals, organizational reports, monthly repons, budgets, goals/objectives, or other documents. Receives various forms, reports, correspondence, personnel authorization forms, time records, personnel files, collective bargaimng agreements, employment contracts, employee grievances, job descriptions, applicant data, crimmalgoackground reports, drag testing results, insurance reports, salary surveys, agendas, meeting minutes, contracts, training materials, safety materials, budget reports, code of ordinances, policies, procedures, rules, regulations, statutes, manuals, reference materials, or other documentation; reviews, completes, processes, forwards or retains as appropriate. Operates a computer to enter, retrieve, revie~v or modify data; verifies accuracy of entered data and makes corrections; uhlizes word processing, spreadsheet, database, laser fiche, e-mail, or other software programs. Answers the telephone; provides information, guidance, and assistance; takes and relays messages or directs calls to appropriate personnel; returns calls as necessary. Responds to complaints and questions related to department operations; provides information, researches problems, and imtiates problem resolution. Communicates with City Manager, city commissioners, employees, other departments, city attorney's office, government agencies, third party administrators, insurance representatives, consultants, union representatives, the public, outside agencies, and other individuals as needed to coordinate work activities, review status of work, exchange information, resolve problems, or give/receive advice/direction. Maintains a comprehensive, current knowledge of applicable laws/regulations; maintains an awareness of new trends and advances in the profession; reads professional literature; maintains professional affiliations; attends workshops and training sessions as appropriate. ADDITIONAL FUNCTIONS Creates and finalizes department correspondence and documentation. Approves/signs all documents for processing as necessary. Performs general clerical tasks in support of overall department operations, which may include greeting the public, distributing employment applications, explaining employment policies, copying documents, sending/receiving faxed documentation, or shredding confidential or obsolete documents. Provides assistance or coverage to other employees as needed. ©MAXIMUS, Inc. Page 2 Last Revised: October. 2002 .,City, of Boynton Beach, Florida · Assistant Director, Humn~ Resources 05020 Performs other related duties as required. MINIMUM QUALIFICATIONS Minimum Bachelor's degree in public administration, human resource management, or industrial psychology with Master's level course work in the field; Master's degree strongly preferred; supplemented by five (5) years previous experience and/or training that includes all aspects of human resource management; or any equivalent combination of education, train/ag, and experience which provides the requisite knowledge, skills, and abilities for this job. Must possess and maintain a valid Florida driver's license. PERFORMANCE APTITUDES Data Utilization: Requires the ability to coordinate, manage, and/or correlate data. Includes exercising judgment in determining time, place and/or sequence of operations, referencing data analyses to determine necessity for revision of organizational components, and in the formulation of operational strategy. Human Interaction: Requires the ability to function in a director capacity for a major organizational unit requiring significant internal and external interaction. Equipment. Machinerv~ Tools. and Materials Utilization: Requires the ability to operate, maneuver, and/or control the actions of equipment, machinery, tools, and/or materials used in performing essential functions. ~: Requires the ability to utilize a wide variety of reference, descriptive, advisory and/or design data and information. Mathematical Aptitude: Requires the ability to perform addition, subtraction, multiplication and division; ability to calculate decimals and percentages; may include ability to perform mathematical operations with fractions; may include ability to compute discount, interest, profit and loss, ratio and proportion; may include ability to calculate surface areas, volumes, weights, and measures. Functional Reasoninp,: Requires the ability to apply principles of logical or synthesis functions; to deal with several concrete and abstract variables; and to analyze major problems that require complex planning for interrelated activities that can span one or several work units. Situational Reasonin?: Requires the ability to exercise judgment, decisiveness, and creativity in situations involving the evaluation of information against sensory, judgmental, or subjective criteria, as opposed to that which is clearly measurable or verifiable. ADA COMPLIANCE Physical Ability: Tasks require the ability to exert light physical effort in sedentary to light work, but which may involve some lifting, carrying, pushing and/or pulling of objects and materials of light weight (5-10 pounds). Tasks may involve extended periods of time at a keyboard or workstation. Sensory Requirements: Some tasks require the ability to perceive and discriminate visual cues or signals. Some tasks require the ability to communicate orally. ©MAXIMUS, Inc. Page 3 Last Revised: October, 2002 City of Bo.vnton Beach, Florida · Assistant Director, Human Resources 05020 Environmental Factors: Essential functions are regul~ly performed without exposure to adverse environmental conditions. The City of Boynton Beach, Florida, is an Equal Oppormmty Employer. In comphance with the Americans with Disabilities Act, the City will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer. ©MAXIMUS, Inc. Page 4 Last Revised: October, 2002 CITY OF BOYNTON BEACH, FLORIDA CLASSIFICATION SPECIFICATION Class Code 04529 Grade: ' FLSA: E CLASSIFICATION TITLE: ASSISTANT MANAGER, WAREHOUSE PURPOSE OF CLASSIFICATION The purpose of this classification is to assist in managing warehouse operations, to include coordinating the receipt, storage, distribution, record maintenance, and inventory control of supplies/materials stocked in warehouse. ESSENTIAL FUNCTIONS The following duties are normal for this position. The omission of specific statements of the duties does not exclude them from the classification if the work is similar, related, or a logical assignment for this classification. Other duties may be required and assigned. Provides direction, guidance, and assistance to employees; coordinates daily work activities; organizes, prioritizes, and assigns work; monitors status of work, inspects completed work, and troubleshoots problem situations; responds to employee problems/concerns; assists in selecting new employees. Consults with Warehouse Manager or other officials to review operations/activities, review/resolve problems, receive advice/direction, and provide recommendations; performs the duties of Warehouse Manager in absence of same; responds to after-hours calls or emergency situations as needed. Assists in ensuring compliance with all applicable laws, rules, regulations, standards, policies and procedures; ensures adherence to established safety procedures; monitors work environment and use of safety equipment to ensure safety of employees and other individuals; initiates any actions necessary to correct deviations or violations. Supervises daily warehouse operations; oversees and coordinates receipt, stocking, storage, issuance, delivery, and control of goods in warehouses; reviews specific commodities on a daily basis to assure vendor compliance with shipping on existing bids. Maintains an effective inventory system to control warehoused materials; organizes stock to facilitate identification and location of stock items; maintains proper storage of pads, supplies, tools, and materials in assigned areas; monitors security of items stored in or transported to/from warehouse. Monitors inventory levels to ensure adequate quantities; initiates orders for new or replacement materials; researches product prices; follows up on status of back-ordered items; conducts periodic inventory counts of materials in stock; assesses need for new stock items and recommends addition/removal of items from inventory; coordinates research and ordering of special-order items. Coordinates receipt of incoming orders, packages, or deliveries; inspects deliveries to verify accuracy and completeness of orders; verifies accuracy of packing slips, receiving documents, and invoices; researches discrepancies in orders or invoicing; posts incoming items into computer. © MAXlMUS, INC. Page 1 Last Revised: March, 2002 City of Boynton Beach, Florida · Assistant Manager, Warehouse 04529 Coordinates delivery of warehouse orders to City departments; conducts random inspections to ensure accuracy of inventory delivered to departments. Coordinates shipment of return orders, damaged parts, and warranty parts. Coordinates work activities with other departments, vendors, outside agencies, or others as needed; communicates with City departments regarding products and new merchandise; coordinates with service writers regarding fleet order questions/problems; communicates with vendors regarding product availability, prices, status of orders, discrepancies, problems, or other issues. Maintains computerized records pertaining to warehouse operations; enters, retrieves, reviews or modifies data in computer database; verifies accuracy of entered data and makes corrections; maintains current bid information, including stock numbers, prices, bid expiration dates, and vendor contracts; maintains online catalog by updating, adding, or deleting new/old items; utilizes word processing, spreadsheet, database, email, Internet, or other computer programs. Operates a variety of machinery, equipment and tools associated with department activities, which may include a forklift, pallet jack, barrel grip, hand truck, carpentry tools, mechanic tools, facsimile machine, copy machine, calculator, two-way radio, or telephone; coordinates and performs general maintenance tasks necessary to keep equipment and tools in operable condition, which may include inspecting equipment, washing/cleaning equipment, disposing of trash, or cleaning warehouse/work areas; monitors equipment operations to maintain efficiency and safety; reports faulty equipment. Prepares or completes various forms, reports, correspondence, purchase requisitions, purchase orders, spreadsheets, inventory records, or other documents. Receives various forms, reports, correspondence, invoices, purchase orders, stock orders, inventory records, specifications, contracts, purchasing guidelines, policies, procedures, catalogs, manuals, directories, reference materials, or other documentation; reviews, completes, processes, forwards or retains as appropriate. Coordinates customer service activities; provides assistance and information related to products, orders, procedures, invoices, or other issues; responds to routine questions/complaints and initiates problem resolution; provides assistance at front counter. Communicates with supervisor, employees, other departments, vendors/suppliers, shipping/mailing agencies, the public, and other individuals as needed to coordinate work activities, review status of work, exchange information, or resolve problems. Maintains an awareness of new products, purchasing guidelines, trends, and advances in the profession; reads professional literature; attends workshops and training sessions as appropriate. ADDITIONAL FUNCTIONS Performs general/clerical tasks, which may include pulling stock to fill orders, answering telephone calls, making copies, sending/receiving faxes, filing documentation, or processing incoming/outgoing mail. Provides assistance to other employees or departments as needed. Performs other related duties as required. © MAXlMUS, INC. Page 2 Last Revised: March, 2002 City of Boynton Beach, Florida · Assistant Manager, Warehouse 04529 MINIMUM QUALIFICATIONS Vocational/Technical degree with training emphasis in purchasing and inventory control procedures; supplemented by three (3) years previous experience and/or training that includes warehouse operations, inventory control, customer service, record maintenance, and general supervision; or any equivalent combination of education, training, and experience which provides the requisite knowledge, skills, and abilities for this job. PERFORMANCE APTITUDES Data Utilization: Requires the ability to review, classify, categorize, prioritize, and/or analyze data. Includes exercising discretion in determining data classification, and in referencing such analysis to established standards for the purpose of recognizing actual or probable interactive effects and relationships. Human Interaction: Requires the ability to apply principles of persuasion and/or influence over others in a supervisory capacity. Equipment, Machinery, Tools, and Materials Utilization: Requires the ability to operate, maneuver and/or control the actions of equipment, machinery, tools, and/or materials used in performing essential functions. Verbal Aptitude: Requires the ability to utilize a wide variety of reference, descriptive, and/or advisory data and information. Mathematical Aptitude: Requires the ability to perform addition, subtraction, multiplication, and division; the ability to calculate decimals and percentages; the ability to utilize principles of fractions; and the ability to interpret graphs. Functional Reasonin!:l: Requires the ability to apply principles of rational systems; to interpret instructions furnished in written, oral, diagrammatic, or schedule form; and to exercise independent judgment to adopt or modify methods and standards to meet variations in assigned objectives. Situational Reasonin,q: Requires the ability to exercise judgment, decisiveness and creativity in situations involving the evaluation of information against sensory, judgmental, or subjective criteria, as opposed to that which is clearly measurable or verifiable. ADA COMPLIANCE Physical Ability: Tasks require the ability to exert moderate, though not constant physical effort, typically involving some combination of climbing and balancing, stooping, kneeling, crouching, and crawling, and which may involve some lifting, carrying, pushing and/or pulling of objects and materials of moderate weight (12-20 pounds). Sensory Requirements: Some tasks require the ability to perceive and discriminate colors or shades of colors, depth, texture, and visual cues or signals. Some tasks require the ability to communicate orally. Environmental Factors: Performance of essential functions may require exposure to adverse environmental conditions, such as dirt, dust, odors, humidity, machinery, or toxic agents. © MAXlMUS, INC. Page 3 Last Revised: March, 2002 City of Boynton Beach, Florida · Assistant Mana~ier, Warehouse 04529 The City of Boynton Beach, Florida, is an Equal Oppo..rtunity Employer. In compliance with the Americans with Disabilities Act, the City will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer. © MAXlMUS, INC. Page 4 Last Revised: March, 2002 Class Code Grade: / CITY OF BOYNTON BEACH, FLORIDA CLASSIFICATION SPECIFICATION / FLSA: E CLASSIFICATION TITLE: DEPUTY DIRECTOR, PARKS & RECREATION/ SUPERINTENDENT OF PARKS PURPOSE OF CLASSIFICATION The purpose of this classification is to direct the development, operation, and maintenance of municipal parks, recreation facilities and buildings, focusing on parks issues. ESSENTIAL FUNCTIONS The following duties are normal for this position. The omission of specific statements of the duties does not exclude them from the classification if the work is similar, related, or a logical assignment for this classification. Other duties may be required and assigned. Plans new/expanded parks and recreational facilities. Directs recreation, parks and landscape maintenance operations. Develops departmental budget and supervises expenditures. Supervises, directs, and evaluates assigned staff, processing employee concerns and problems, directing work, counseling, disciplining, and completing employee performance appraisals; supervises training of recreation and parks personnel; interviews and selects new employees. Coordinates support for recreation and parks events. Develops and monitors maintenance records. Handles public complaints. Advises Director of Recreation & Parks and the City Manager on recreation and parks matters; coordinates with Recreation and Parks Board. Maintains relations with recreation, parks and other professional organizations; represents the department at public meetings. ADDITIONAL FUNCTIONS Answers the telephone; types correspondence. Performs other related duties as required. © David M. Griffith & Associates, Ltd. Page 1 Last Revised: December, 2002 Rate Revised: City of Boynton Beach, Florida · Depu~ Director, Recreation & Parks/Superintendent of Parks (/ob MINIMUM QUALIFICATIONS Bachelor's degree in public administration, landscape architecture, horticulture, or closely related field; supplemented by six (6) years progressively responsible managerial experience and/or training that includes public administration, parks, and grounds .maintenance administration; or any equivalent combination of education, training, and experience which provides the requisite knowledge, skills, and abilities for this job. Must possess and maintain a valid restricted use pesticide certification. PERFORMANCE APTITUDES Data Utilization: Requires the ability to coordinate, manage, and/or correlate data. Includes exercising judgment in determining time, place and/or sequence of operations, referencing data analyses to determine necessity for revision of organizational components, and in the formulation of operational strategy. Human Interaction: Requires the ability to function in a director capacity for a major organizational unit requiring significant internal and external interaction. Equipment, Machinery, Tools~ and Materials Utilization: Requires the ability to operate, maneuver and/or control the actions of equipment, machinery, tools, and/or materials used in performing essential functions. Verbal Aptitude: Requires the ability to utilize consulting and advisory data and information, as well as reference, descriptive and/or design data and information as applicable. Mathematical Aptitude: Requires the ability to perform addition, subtraction, multiplication and division; ability to calculate decimals and percentages; may include ability to perform mathematical operations with fractions; may include ability to compute discount, interest, profit and loss, ratio and proportion; may include ability to calculate surface areas, volumes, weights, and measures. Functional Reasonin.q: Requires the ability to apply principles of logical or synthesis functions; to deal with several concrete and abstract variables; and to analyze major problems that require complex planning for interrelated activities that can span one or several work units. Situational Reasoninq: Requires the ability to exercise judgment, decisiveness and creativity in situations involving the direction, control and planning of an entire program or set of programs. ADA COMPLIANCE Physical Ability: Tasks require the ability to exert light physical effort in sedentary to light work, but which may involve some lifting, carrying, pushing and/or pulling of objects and materials of light weight (5-10 pounds). Tasks may involve extended periods of time at a keyboard or workstation. Sensory Requirements: Some tasks require the ability to perceive and discriminate colors or shades of colors, sounds, depth, and visual cues or signals. Some tasks require the ability to communicate orally. Environmental Factors: Essential functions are regularly performed without exposure to adverse environmental conditions. © David M. Griffith & Associates, Ltd. Page 2 Last Revised: December, 2002 Cit7 of Boynton Beach, Florida · Deput7 Director, Recreation & Parks/Superintendent of Parks (/ob The City of Boynton Beach, Florida, is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the City will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current empl(Jyees to discuss potential accommodations with the employer. © David M. Griffith & Associates, Ltd. Page 3 Last Revised: December, 2002 CITY OF BOYNTON BEACH, FLORIDA CLASSIFICATION SPECIFICATION CLASSIFICATION TITLE: DIRECTOR ORGANIZATIONAL & STRATEGIC DEVELOPMENT Class Code 01059 ~rade~ FLSA: E PURPOSE OF CLASSIFICATION The purpose of this classification is to facilitate strategic planning and organizational change; and to create a high performance, knowledge organization that provides a comprehensive range of opportunities for employee development. ESSENTIAL FUNCTIONS The following duties are normal for this position. The omission of specific statements of the duties does not exclude them from the classification if the work is similar, related, or a logical assignment for this classification. Other duties may be required and assigned, strategy Consults with the Assistant City Manager and City Manager to identify strategic values, goals, and philosophies that influence organizational culture. Develops short and long term strategic plans that are congruent with the organization's mission and values. Recommends and initiates change programs based on sound concepts of organizational behavior theory and intervention. Collaborates on employee and citizen satisfaction assessments, identifies gaps and advises appropriate intervention. Guides group members to develop strategic plans that are congruent with the organization's mission and values. Analyzes and evaluates department proposals to determine business goals that can serve as objective indicators of strategic success. Creates and implements programs to support the City's values and effectively drive performance improvement. Creates action plans to generate commitment throughout the organization. Provides executive coaching and uses assessments to recommend leadership development. Consults with Assistant City Manager, City Manager, and Commissioners as needed to review division activities, provide recommendations, resolve problems, and receive advice/direction; serves in advisory capacity on matters pertaining to strategic and organizational development. Develop marketing strategies aimed at promoting external participation in City programs to enhance the City's image and produce revenue. Assesses training needs through focus groups and surveys and supervises the design and implementation of training programs that comprehensively address employees' skills and knowledge requirements. Approves off-site training, counsels employees on career choices, and supervises the tuition reimbursement program. Page 1 Last Revised: October 2002 Cit~ of Boynton Beach, Florida · Director, Or~lanizational & Strategic Development 01059 Develops strategy with qualified institutions to meet educational requirements for technical and industry specific certifications and licenses. Researches, evaluates, and implements new or emerging technology to effectively support the department. Provides professional development services to all departments in the city. Communicates with city officials, employees, other departments, consultants, vendors, community organizations, outside agencies, academia, the media, and other individuals as needed to coordinate work activities, exchange information, resolve problems, or give/receive advice/direction. Supervises directs and evaluates assigned staff, processing employee concerns and problems, directing work, counseling, disciplining, and completing employee performance appraisals. Interviews and selects appropriate staff, provides training and development. Develops and implements department budget, and monitor and authorizes expenditures to ensure compliance with approved budget. Coordinates daily work activities, organizes, prioritizes, and assigns work, monitors status of work in progress, and inspects completed work; consults with assigned staff, assists with complex/problem situations, and provides technical expertise. Ensures compliance with all applicable codes, laws, rules, regulations, standards, policies and procedures; ensures adherence to established safety procedures; initiates any actions necessary to correct deviations, or violations. Develops, updates, and implements departmental policies and procedure, and develop methods/strategies to improve operational procedure. Attend meetings, serve on committees, and make speeches or presentations as needed. Maintain professional affiliations; attend workshops and training sessions as appropriate. ADDITIONAL FUNCTIONS Performs other related duties as required. Provide assistance to other employees or departments as needed MINIMUM QUALIFICATIONS Minimum Masters degree in Organizational Psychology, Management, Organizational Development or related Behavioral Science supplemented by seven (seven) years previous managerial level experience and/or training that includes assessing organizational culture, facilitating change, and implementing organizational behavior theories. Must be qualified to administer psychological assessment instruments, (MBTI, FIROB, TKI), have extensive knowledge of adult education theories, and be able to design, develop, implement and evaluate state-of-the art management and employee development programs. PERFORMANCE APTITUDES Data Utilization: Requires the ability to synthesize, hypothesize, and/or theorize concerning data involving developing and modification of policies, strategies and programs within the context of existing organizational theories and management principles. Human Interaction: Requires the ability to apply principles of persuasion and/or influence over others in designated area of responsibility. Perform in a supervisory capacity over others. Page 2 Last Revised: October 2002 City of Boynton Beach, Florida · Director, Or~lanizational & Strate~lic Development 01059 Equipment~ Machinery, Tools~ and Materials Utilization: Requires the ability to operate, maneuver and/or control the actions of equipment, machinery, tools, and/or materials used in performing essential functions. Verbal Aptitude: Requires the ability to utilize consulting and advisory data and information, as well as reference, descriptive and/or design data and information as applicable. Mathematical Aptitude: Requires the ability to perform addition, subtraction, multiplication and division; ability to calculate decimals fractions and percentages;; ability to compute discount, interest, profit and loss, ratio and proportion; may include ability to calculate basic statistical analysis. Functional Reasoning: Requires the ability to apply principles of logical or synthesis functions; to deal with several concrete and abstract variables; and to analyze major problems that require complex planning for interrelated activities that can span one or several work units. Requires the ability to apply principles of influence systems, such as motivation, incentive, and leadership, and to exercise independent judgment to apply facts and principles for developing approaches and techniques to resolve problems. Situational ReasoninR: Requires the ability to exercise judgment, decisiveness and creativity in situations involving evaluation of information against both subjective and measurable or verifiable criteria. ADA COMPLIANCE Physical Ability: Tasks require the ability to exert light physical effort in sedentary to light work, but which may involve some lifting, carrying, pushing and/or pulling of objects and materials of light weight (5-10 pounds). Tasks may involve extended periods of time at a keyboard or work station. Sensory Requirements: Some tasks require the ability to perceive and discriminate visual cues or signals. Some tasks require the ability to communicate orally. Environmental Factors: Essential functions are regularly performed without exposure to adverse environmental conditions. The City of Boynton Beach, Florida, is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the City will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer. Page 3 Last Revised: October 2002 CITY OF BOYNTON BEACH, FLORIDA CLASSIFICATION SPECIFICATION Class Code 70029 Grade: FLSA: E CLASSIFICATION TITLE: ENGINEER PURPOSE OF CLASSIFICATION The purpose of this classification is to perform professional engineering work involving the design, construction, review, and oversight of municipal engineering, public development, and private development projects to ensure that projects are completed in compliance with all applicable laws and standards. ESSENTIAL FUNCTIONS The following duties are normal for this position. The omission of specific statements of the duties does not exclude them from the classification if the work is similar, related, or a logical assignment for this classification. Other duties may be required and assigned. Provides direction, guidance and assistance to other employees as assigned; coordinates daily work activities; organizes, prioritizes, and assigns work; monitors status of work, inspects completed work, and troubleshoots problem situations. Interprets, explains, and ensures engineering compliance of proposed and active projects with applicable city, state, and local codes, ordinances, resolutions, regulations, standards, specifications, policies and procedures, as well as approved construction plans; researches codes, engineering standards, technical manuals, or other resources as needed; initiates any actions necessary to correct deviations or violations. Consults with department director or other officials to review division activities, provide recommendations, resolve problems, and receive advice/direction. Provides information and technical assistance concerning engineering projects, requirements, and related issues to contractors, developers, engineers, architects, and property owners; responds to questions, concems, or complaints; recommends solutions to problems or directs to the appropriate entity; provides technical assistance and consultation to other city departments. Supervises design and permitting of new development and engineering projects. Provides technical expertise, recommendations, and solutions for maintenance, upgrading, or resolution of infrastructure needs relating to damaged or outdated city infrastructure systems and buildings. Supervises and participates in various engineering, location, and topographic surveys. Formulates all technical details and phases of municipal engineering projects; prepares construction plans and specifications for maintenance, repair, and minor construction projects, and submits such for regulatory agency approval; reviews project and program designs and/or drawings prior to bidding to resolve issues concerning project designs and capital improvement initiatives; works with Construction Services Division to coordinate public meetings to inform, advise, or gather information concerning engineering projects; © DMG-MAXlMUS, INC. Page1 Last Revised: October, 2000 Rate Revised: October 2001 Cit~/of Boynton Beach, Florida · En~lineer 70029 determines the most cost-effective and efficient methods for accomplishing maintenance and repair projects; prepares project estimates. Participates in team efforts to maintain effective communications with project inspectors, project consultants, contractors, engineers, architects, city administrators, and the public. Participates in planning and deployment of the Project Planning & Control System (PP&CS) for tracking development of new public facilities. Administers the platting process; processes and reviews plats; prepares plat development orders for Commission agenda. Processes bond reductions/releases; prepares bonds for engineering improvements; calculates quantities and costs of materials for total costs of bonds; recommends surety reductions; recommends release of city surety after completion of improvements. Develops and/or streamlines operational procedures or guidelines for various assignments; develops program standards/guidelines; develops automated computer aided design (AutoCAD) program design capabilities for in-house projects; develops new design criteria and construction standards handbook for the department; develops new updated technical specifications handbooks for departmental use and for projects. Provides technical input on new and rehabilitative infrastructure system projects; investigates, evaluates, and recommends solutions for infrastructure projects; recommends necessary right-of-way. Reviews progress of design/construction plans from consultants; prepares construction plans for infrastructure improvements; works with contract administrator to prepare bid documents associated with technical specifications for both in-house and external projects; prepares cost estimates for both in-house and external projects; prepares production schedules; tracks ongoing project meetings with meeting minutes and project records; assists with project coordination for departmental physical plant/site improvements. Prepares or completes various forms, reports, correspondence, project tracking records, meeting minutes, status reports, inspection reports, survey sketches, design plans, construction plans, production schedules, bid documents, cost estimates, guidelines, procedures, handbooks, or other documents. Receives various forms, reports, correspondence, consultant plans/reports, inspection reports, construction documents, construction criteria, survey techniques/formulas, codes, ordinances, rules, regulations, manuals, reference materials, or other documentation; reviews, completes, processes, forwards or retains as appropriate. Operates a computer to enter, retrieve, review or modify data; verifies accuracy of entered data and makes corrections; utilizes word processing, spreadsheet, database, desktop publishing, computer aided design (CAD), geographical information system (GIS), mapping, imaging, or other programs; performs basic maintenance of computer system and office equipment, such as backing up data or replacing paper, ink, or toner. Operates a variety of machinery, equipment, and tools associated with department activities, which may include a motor vehicle, computer, printer, plotter, handheld computer, computerized transit, survey tools, post hole digger, shovel, saws, machetes, measuring devices, hand tools, diagnostic tools, drafting instruments, copy machine, blueprint copier, calculator, or telephone. Follows safety procedures, utilizes safety equipment, and monitors work environment to ensure safety of employees and other individuals. Communicates with supervisor, employees, other divisions, other departments, government agencies, city officials, contractors, engineers, architects, consultants, the public, outside organizations, and other © DMG-MAXlMUS, INC. Page 2 Last Revised: October, 2000 City of Bo}/nton Beach, Florida o. ~ En~lineer 70029 individuals as needed to coordinate work activities, review status of work, exchange information, resolve problems, or give/receive advice/direction Maintains a comprehensive, current knowledge of applicable laws/regulations; maintains an awareness of new trends and advances in the profession; reads professional literature; maintains professional affiliations; attends workshops and training sessions as appropriate. ADDITIONAL FUNCTIONS Develops/implements various forms to improve efficiency of division operations, such as project documentation forms, communication forms, or telephone/meeting conversation forms. Represents the city in various aspects of engineering projects as requested by department director to ensure construction is conducted in conformance with plans, specifications, and schedules. Performs general/clerical tasks, which may include making copies of blueprints and standard-sized documents, answering telephone calls, typing documents, sending/receiving faxes, or filing documentation. Provides assistance to other employees or departments as needed. Performs other related duties as required. MINIMUM QUALIFICATIONS Minimum Bachelor's degree in Civil Engineering, with Master's level course work in the field preferred; supplemented by three (3) years previous experience and/or training that includes municipal engineering, land surveying, project management, and computer aided design (CAD) operations; or any equivalent combination of education, training, and experience which provides the requisite knowledge, skills, and abilities for this job. Must possess and maintain a valid Engineer In Training (EIT) license from the State of Florida. Must possess and maintain a valid Florida driver's license. PERFORMANCE APTITUDES Data Utilization: Requires the ability to coordinate, manage, and/or correlate data. Includes exercising judgment in determining time, place and/or sequence of operations, referencing data analyses to determine necessity for revision of organizational components, and in the formulation of operational strategy. Human Interaction: Requires the ability to apply principles of persuasion and/or influence over others in coordinating activities of a project, program, or designated area of responsibility. Equipment, Machinery~ Tools~ and Materials Utilization: Requires the ability to operate and control the actions of equipment, machinery, tools and/or materials requiring complex and rapid adjustments. Verbal Aptitude: Requires the ability to utilize a wide variety of reference, descriptive, advisory and/or design data and information. © DMG-MAXlMUS, INC. Page 3 Last Revised: October, 2000 Cit7 of Boynton Beach, Florida · ~ En~lineer 70029 Mathematical Aptitude: Requires the ability to perform addition, subtraction, multiplication and division; ability to calculate decimals and percentages; may .include ability to perform mathematical operations involving basic algebraic principles and formulas, and basic geometric principles and calculations. Functional Reasoning: Requires the ability to apply principles of influence systems, such as motivation, incentive, and leadership, and to exercise independent judgment to apply facts and principles for developing approaches and techniques to resolve problems. Situational Reasoning: Requires the ability to exercise judgment, decisiveness and creativity in situations involving the direction, control and planning of an entire program or set of programs. ADA COMPLIANCE Physical Ability: Tasks require the ability to exert light physical effort in sedentary to light work, but which may involve some lifting, carrying, pushing and/or pulling of objects and materials of light weight (5-10 pounds). Tasks may involve extended periods of time at a keyboard or work station. Sensory Requirements: Some tasks require the ability to perceive and discriminate sounds, depth, and visual cues or signals. Some tasks require the ability to communicate orally. Environmental Factors: Performance of essential functions may require exposure to adverse environmental conditions, such as dirt, dust, pollen, , wetness, humidity, fumes, temperature extremes, machinery, electric currents, traffic hazards, bright/dim light, toxic agents, violence, disease, or pathogenic substances. The City of Boynton Beach, Florida, is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the City will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer. © DMG-MAXlMUS, INC. Page 4 Last Revised: October, 2000 CITY OF BOYNTON BEACH, FLORIDA CLASSIFICATION SPECIFICATION Class Code 61i~;-q Grade FLSa: E CLASSIFICATION TITLE: AQUATICS MANAGER PURPOSE OF CLASSIFICATION The purpose of this classification is to direct and maintain ocean lifeguard services and aquatic activities at the city beach and pool. An employee in this position is responsible for planning, promoting, developing and supervising the overall operation of an ocean lifeguard organization protecting the public at city beaches and pools. Responsibilities include effective utilization of present beach patrol resources, and planning for future developments in the Marine Safety section within budgetary limitations. This position must exercise considerable initiative and independent judgment. Work is performed under the direction of the Recreation Director. ESSENTIAL FUNCTIONS The following duties are normal for this position. The omission of specific statements of the duties does not exclude them from the classification if the work is similar, related, or a logical assignment for this classification. Other duties may be required and assigned. Supervises, directs and evaluates assigned staff, processing employee concerns and problems, directs work, counsels, disciplines and completes employee performance appraisals, conducts interviews and makes hiring decisions. Develops budget for area, monitors expenditures to ensure compliance with approved budget, orders equipment as office supplies. Makes work assignments, reviews the work of subordinate supervisors and lifeguards by routine inspection of guarded areas. Administers performance tests to prospective employees to determine fitness for employment. Enforces park rules, oversees the activities of visitors to the beach, takes preventive safety actions, provides emergency first aid, performs CPA, makes rescues, assists boaters in distress. Makes judgment calls about ocean conditions on the public beach on a daily baisi. Performs initial management of toxic/hazardous materials (chemicals, explosives, etc.) Prepares incident reports, maintains records. Performs duties of lifeguard as required by staffing demands. Ensures safety of beach visitors. © David M. Griffith & Associates, Ltd. Page 1 Last Revised: November, 1998 Rate Revised: October 2001 City of Boynton Beach, Florida · Aquatics Manager 61059 Maintains high physical fitness level through mandatory workouts. Maintains training in medical rescues. Installs and maintains perimeter buoys, assists in maintaining equipment. Provides customer service, information, answers patrons questions. Prepares communications, memos, letters, invitations, e-mail, documents on safety issues, prepares work orders, prepares a variety of reports on program activities and accomplishments, reviews and writes agreements for services. Serves on teams and committees, attends improvement training, plans and leads team meetings. ADDITIONAL FUNCTIONS Performs minor janitorial and carpentry duties. Keeps beach free of dangerous debris. Helps injured wildlife. Delivers bio-hazardous waste to Fire Department for disposal; delivers radios to the Police Department. Puts up and takes down flag. Answers the telephone, greets the public Performs other related duties as required. MINIMUM QUALIFICATIONS Graduation from an accredited college or university with course work in management, physical education, law enforcement or related field; considerable experience in beach maintenance and operations as well as planning, organizing and directing public aquatic safety activities and the community level; or any equivalent combination of education, training and experience which provides the requisite knowledge, skills and abilities for this job. Must possess and maintain a valid Florida driver license. Must possess and maintain First Responder or Florida E.M.T. or Paramedic certification. American Red Cross Lifeguard Training Instructor Certification required within 12 months of hire. PERFORMANCE APTITUDES Data Utilization: Requires the ability to review, classify, categorize, prioritize, and/or analyze data. Includes exercising discretion in determining data classification, and in referencing such analysis to established standards for the purpose of recognizing actual or probable interactive effects and relationships. Human Interaction: Requires the ability to perform in a supervisory capacity over subordinate supervisors and staff. Equipment, MachineryT ToolsT and Materials Utilization: Requires the ability to operate, maneuver and/or control the actions of equipment, machinery, tools, and/or materials used in performing essential functions. © David M. Griffith & Associates, Ltd. Page 2 Last Revised: November, 1998 Cib/of Boynton Beach, Florida · A~]uatics Mana~ler 61059 Verbal Aptitude: Requires the ability to utilize a wide variety of reference, descriptive, and/or advisory data and information. ' Mathematical Aptitude: Requires the ability to perform addition, subtraction, multiplication, and division; the ability to calculate decimals and percentages; the ability to utilize principles of fractions; and the ability to interpret graphs. Functional Reasonin.q: Requires the ability to apply principles of influence systems, such as motivation, incentive, and leadership, and to exercise independent judgment to apply facts and principles for developing approaches and techniques to resolve problems. Situational Reasonin.q: Requires the ability to exercise judgment, decisiveness and creativity in situations involving evaluation of information against measurable or verifiable criteria. ADA COMPLIANCE Physical Ability: Tasks require regular and sustained performance of moderately physically demanding work, typically involving some combination of climbing and balancing, stooping, kneeling, crouching, and crawling, and that generally involves lifting, carrying, pushing and/or pulling of moderately heavy objects and materials (20-50 pounds) and occasionally heavier items (100 pounds or over). Sensory Requirements: Some tasks require the ability to perceive and discriminate colors or shades of colors, sounds, and visual cues or signals. Some tasks require the ability to communicate orally. Environmental Factors: Performance of essential functions may require exposure to adverse environmental conditions, such as dirt, dust, pollen, odors, wetness, humidity, fumes, temperature and noise extremes, traffic hazards, toxic agents, violence, or pathogenic substances. The City of Boynton Beach, Florida, is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the City will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer. © David M. Griffith & Associates, Ltd. Page 3 Last Revised: November, 1998 CITY OF BOYNTON BEACH, FLORIDA CLASSIFICATION SPECIFICATION CLASSIFICATION TITLE: ELECTRICIAN, MASTER Class Code 81361 PURPOSE OF CLASSIHCATION The purpose of this classification is to perform skilled electrical installation, maintenance, voltage/high-load, industrial systems, and equipment. and repair of high- ESSENTIAL FUNCTIONS The following duties are normal for this position. The omission of specific statements of the duties does not exclude them from the classification if the work is similar, related, or a logical assignment for this classification. Other duties may be required and assigned. Installs, repairs, replaces, and maintains a variety of electrical fixtures, systems, equipment, and related components in compliance with applicable codes. Coordinates work activities with those of other departments, contractors, engineers, utility companies, outside agencies, or others as needed. Performs various skilled, semi-skilled, and manual work functions associated with installing, repairing, and maintaining electrical systems and equipment, such as troubleshooting electrical problems, installing electrical circuits, replacing breakers and fuses, replacing defective wiring, removing/installing breaker panels and covers, installing/replacing indoor/outdoor lighting fixtures, mounting electrical controls, installing electrical receptacles/switches, installing appliances, inspecting/calibrating gas detectors, threading pipes, running wires/cables, and replacing bulbs/batteries. Tests continuity of circuits to ensure electrical compatibility and safety of components; inspects/tests machinery, equipment and pans for proper operations; makes adjustments, repairs or replacements as appropriate; repons problem situations. Operates a variety of machinery, equipment, and tools associated with installing, repairing, and maintaining electrical systems and fixtures, which may include a utility vehicle, bucket truck, lift, trencher, drill, hole punch, conduit bender, pipe threader, fish tape, gauges, meters, electrical tools, mechanic tools, and diagnostic instruments. Performs general cleaning/maintenance tasks necessary to keep vehicles, equipment, and tools in operable condition, which may include inspecting equipment, checking fluid levels, replacing fluids, greasing equipment, washing/cleaning equipment, and cleaning shop/work areas; monitors equipment operations to maintain efficiency and safety; reports faulty equipment. Prepares or completes various forms, repons, correspondence, electrical test data, charts, graphs, schematics, diagrams, or other documents. Receives various forms, repons, correspondence, work orders, invoices, meter readings, diagnostic repons, architectural drawings, electrical diagrams, blueprints, maps, specifications, codes, rules, regulations, material safety data sheets, manuals, catalogs, directories, reference materials, or other documentation; reviews, completes, processes, forwards or retains as appropriate. © MAXIMUS, INC. Page I Last Revised: March, 2003 City of Bo~'nton Beach, Florida · Electrician, Master 81361 Communicates with supervisor, employees, other departments, electrical inspectors, vendors/suppliers, contractors, the public, and other individuals as needed to coordinate work activities, review status of work, exchange information, or resolve problems. Communicates via telephone and/or two-way radio; provides information and assistance; takes and relays messages or directs calls to appropriate personnel; returns calls as necessary. Maintains a comprehensive, current knowledge of applicable codes, laws, and regulations; maintains an awareness of new materials, methods, trends and advances in the profession; reads professional literature; maintains professional affiliations; attends workshops and training sessions as appropriate. ADDITIONAL FUNCTIONS Performs various tasks associated with utility equipment maintenance or building maintenance activities, which may include troubleshooting mechanical problems, maintaining well fields, maintaining ground storage tanks, or fabricating tolls and metal components. Performs manual tasks associated with department projects, which may include hanging/mounting items, moving furniture, installing shelving, or digging trenches. Provides assistance or coverage to other employees as needed. Performs other related duties as required. MINIMUM QUALIFICATIONS High school diploma or GED; supplemented by vocational/technical training in electrical systems; supplemented by ten (10) years previous experience and/or training that includes installation, repair, and maintenance of electrical systems/equipment; or any equivalent combination of education, training, and experience which provides the requisite knowledge, skills, and abilities, for the job. Must possess and maintain a valid Master Electrician's License. PERFORMANCE APTITUDES Data Utilization: Requires the ability to review, classify, categorize, prioritize, and/or analyze data. Includes exercising discretion in determining data classification, and in referencing such analysis to established standards for the purpose of recognizing actual or probable interactive effects and relationships. Human Interaction: Requires the ability to exchange information for the purpose of clarifying details within well- established policies, procedures, and standards. EQuipment~ Machinerv~ Tools~ and Materials Utilization: Requires the ability to overhaul, restore, renovate, construct, and/or rebuild equipment, machinery, or objects, requiring adherence to prescribed standards and specifications. Requires the ability to operate and control the actions of the same equipment, machinery, and/or objects. ~: Requires the abiliiy to utilize a wide variety of reference, descriptive, advisory, and/or design data and information. .Mathematical Aptitude: Requires the ability to perform addition, subtraction, multiplication and division; ability to calculate decimals and percentages; may include ability to perform mathematical operations with fractions; may include ability to compute discount, interest, profit and loss, ratio and proportion; may include ability to calculate surface areas, volumes, weights, and measures ©MAXIMUS, INC. Page 2 Last Revised: March, 2003 City. of Bo,vnton Beach, Florida · Electrician, Master 81361 Functional Reasoning: Requires the ability to apply principles of rational systems; to interpret instructions furnished in written, oral, diagrammatic, or schedule form; and to exercise independent judgment to adopt or modify methods and standards to meet variations in assigned objectives. Situational Reasoning: Requires the ability to exercise judgment, decisiveness, and creativity in situations involving the evaluation of information against sensory, judgmental, or subjective criteria, as opposed to that which is clearly measurable or verifiable. ADA COMPLIANCE Physical Ability: Tasks require the ability to exert moderate, though not constant physical effort, typically involving some combination of climbing and balancing, stooping, kneeling, crouching, and crawling, and which may involve some lifting, carrying, pushing and/or pulling of objects and materials of moderate weight (20-50 pounds). Sensory Requirements: Some tasks require the ability to pemeive and discriminate colors, sounds, depth, texture, and visual cues or signals. Some tasks require the ability to communicate orally. Environmental Factors: Performance of essential functions may require exposure to adverse environmental conditions, such as dirt, dust, pollen, odors, wetness, humidity, rain, temperature and noise extremes, machinery, vibrations, traffic hazards, bright/dim light, hazardous materials, or toxic agents. The City of Boynton Beach, Florida, is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the City will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer. ©MAXIMUS, INC. Page 3 Last Revised: March, 2003 CITY OF BOYNTON'BEACH, FLORIDA CLASSIFICATION SPECIFICATION Class Code 61240 CLASSIFICATION TITLE: AQUATICS SUPERVISOR PURPOSE OF CLASSIFICATION The purpose of this classification is to supervise day-to-day operations of the Ocean Rescue Division, including staff supervision, lifeguard functions, budget preparation, special projects, and other administrative functions. ESSENTIAL FUNCTIONS The following duties are normal for this position. The omission of specific statements of the duties does not exclude them from the classification if the work is similar, related, or a logical assignment for this classification. Other duties may be required and assigned. Supervises, directs, and evaluates assigned staff, processing employee concerns and problems, directing work, counseling, disciplining, and completing employee performance appraisals; conducts interviews and makes hiring recommendations; administers performance tests to prospective employees. Coordinates daily work activities; organizes, prioritizes, and assigns work; monitors work in progress and inspects completed work; confers with assigned staff, assists with complex/problem situations, and provides technical expertise. Ensures compliance with all applicable codes, laws, rules, regulations, standards, policies and procedures; ensures adherence to established safety procedures; monitors work environment and use of safety equipment to ensure safety of employees and other individuals; initiates any actions necessary to correct deviations or violations. Consults with Aquatics Manager or other officials to review division operations/activities, review/resolve problems, receive advice/direction, and provide recommendations; performs the duties of Ocean Lifeguard Captain in absence of same. Supervises day-to-day operations of Ocean Rescue Division; prepares work orders to coordinate maintenance issues; assists manager with long-/short-term planning and capital improvement projects. Assists in developing and implementing division budget; monitors expenditures to ensure compliance with approved budget. Assists in coordinating staff training activities; monitors training and certification of beach/pool staff; organizes training activities. Performs lifeguard functions and monitors beach/swimming areas; monitors safety and welfare of beach visitors, swimmers, and other individuals; ensures compliance with applicable laws, rules, regulations, and safety guidelines; cautions swimmers regarding unsafe areas, conditions, or activities; assists in locating missing persons; handles situations involving excessive noise, disruptive behavior, potential violence, or © MAXIMUS, INC. Page 1 Last Revised: June, 2002 City of Boynton Beach, Florida · Aquatics Supervisor 61240 other problems; monitors crowd activities and initiates crowd control as needed; takes appropriate disciplinary action to maintain a peaceful environment. Conducts and/or assists with water rescues of swimmers in danger of drowning; administers basic life support (CPR) and first aid as needed; obtains emergency medical assistance when necessary; coordinates medical/rescue activities with emergency medical personnel. Responds to situations involving toxic/hazardous materials; delivers bio-hazardous waste material to fire department for proper disposal. Assists in processing financial transactions; counts and balances revenues; forwards revenues as appropriate. Provides education and information to the public regarding beach safety, policies, procedures, or other issues. Processes time cards and payroll documentation; develops work schedules to ensure adequate coverage; monitors attendance records. Reports accidents or injuries; completes incident reports or reviews incident reports completed by subordinate staff; submits incident reports to supervisor. Conducts or assists with special projects as assigned. Prepares or completes various forms, reports, correspondence, logs, performance evaluations, payroll documents, schedules, incident reports, statistical reports, or other documents. Receives various forms, reports, correspondence, job applications, time cards, incident reports, textbooks, first responder protocol, policies, procedures, manuals, catalogs, directories, reference materials, or other documentation; reviews, completes, processes, forwards or retains as appropriate. Operates an all terrain vehicle (ATV), jet-ski, pressure cleaner, defibrillator, oxygen regulator, rescue equipment, medical supplies, personal computer, general office equipment, or other equipment as necessary to complete essential functions, to include the use of word processing, spreadsheet, database, e-mail, Internet, or other computer programs. Maintains file system of departmental records. Communicates with supervisor, employees, other departments, City officials, public safety personnel, patrons, the public, outside agencies, and other individuals as needed to coordinate work activities, review status of work, exchange information, resolve problems, or give/receive advice/direction. Attends meetings as needed. Maintains a comprehensive, current knowledge of applicable laws/regulations; maintains an awareness of new trends and advances in the profession; reads professional literature; maintains professional affiliations; participates in physical fitness training and continuing education activities; attends workshops and training sessions as appropriate. © MAXlMUS, INC. Page 2 Last Revised: June, 2002 City of Boynton Beach, Florida · Aquatics Supervisor 61240 ADDITIONAL FUNCTIONS Inspects/monitors beach areas to identify potential hazards, such as dangerous debris, broken glass, or other situations which may cause injury to patrons/swimmers. Provides assistance for injured wildlife. Performs general/clerical tasks, which may include answering telephone calls, making copies, sending/receiving faxes, or processing incoming/outgoing mail; performs minor carpentry and janitorial tasks. Provides assistance to other employees or departments as needed; assists parking attendants as needed Performs other related duties as required. MINIMUM QUALIFICATIONS High school diploma or GED; supplemented by vocational/technical training in lifeguard procedures, swimming, and CPR/first responder procedures; supplemented by two (2) years previous experience and/or training involving lifeguard operations, swimming, supervision, budget administration, and personal computer operations; or any equivalent combination of education, training, and experience which provides the requisite knowledge, skills, and abilities for this job. Must possess and maintain valid Certified Lifeguard, First Responder or EMT and CPR for the Professional Rescuer certification from the American Red Cross or equivalent. PERFORMANCE APTITUDES Data Utilization: Requires the ability to calculate and/or tabulate data. Includes performing subsequent actions in relation to these computational operations. Human Interaction: Requires the ability to perform in a supervisory capacity over subordinate supervisors. Equipment, Machinery, Tools, and Materials Utilization: Requires the ability to start, stop, operate and monitor the functioning of equipment, machinery, tools, and/or materials used in performing essential functions. Verbal Aptitude: Requires the ability to utilize a wide variety of reference and descriptive data and information. Mathematical Aptitude: Requires the ability to perform addition, subtraction, multiplication, and division. Functional Reasonin,q: Requires the ability to apply principles of rational systems; to interpret instructions furnished in written, oral, diagrammatic, or schedule form; and to exercise independent judgment to adopt or modify methods and standards to meet variations in assigned objectives. © MAXlMUS, INC. Page 3 Last Revised: June, 2002 City of Boynton Beach, Florida · Aquatics Supervisor 61240 Situational Reasonin.q: Requires the ability to exercise judgment, decisiveness and creativity in situations involving the evaluation of information against sensory, judgmental, or subjective criteria, as opposed to that which is clearly measurable or verifiable. ADA COMPLIANCE Physical Ability: Tasks require the regular and, at times, sustained performance of moderately physically demanding work, typically involving some combination of climbing and balancing, stooping, kneeling, crouching, and crawling, and that may involve the lifting, carrying, pushing, and/or pulling of moderately heavy objects and materials (20-50 pounds). Sensory Requirements: Some tasks require the ability to perceive and discriminate colors or shades of colors, sounds, depth, and visual cues or signals. Some tasks require the ability to communicate orally. Environmental Factors: Performance of essential functions may require exposure to adverse environmental conditions, such as dirt, dust, odors, wetness, humidity, rain, temperature and noise extremes, hazardous materials, water hazards, bright/dim light, toxic agents, disease, pathogenic substances, violence, animal/wildlife attacks, animal bites, or rude/disruptive customers. The City of Boynton Beach, Florida, is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the City will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer. © MAXIMUS, INC. Page 4 Last Revised: June, 2002 CITY OF BOYNTON BEACH, FLORIDA CLASSIFICATION SPECIFICATION CLASSIFICATION TITLE: Class Code: 48049 SUPERVISOR OF INSPECTIONS AND LOCATIONS PURPOSE OF CLASSIFICATION The purpose of this classification is to perform technical and administrative tasks at the managerial level overseeing the work of the Utility Inspectors and Project Underground Utility Construction. Coordinates the locations division with responsibility for Sunshine One utility locations and field marking of utilities and surveys for water and sanitary sewer locations. Oversees and reviews cross connection program and review ofbackflow test reports. ESSENTIAL FUNCTIONS The following duties are normal for this position. The omission of specific statements of the duties does not exclude them from the classification if the work is similar, related, or a logical assignment for this classification. Other duties may be required and assigned. Provides supervision and direction to assigned staff members; implements policies and procedures; instructs, assigns and review work; maintains standards through the effective coordination of activities; allocates personnel; acts on employee problems; provides recommendations involving selection, transfers, promotions, and disciplinary action; participates in the employee evaluation process; conducts staff meetings and coordinates training sessions; monitors program coordination and implementation. Interacts and consults with project design professionals, developers, contractors, property owners and other individuals on constxuction project implementation; conducts project pre-construction meetings; conducts meetings to review and copy existing project as-builts. Conducts plans review for compliance with codes and standards. Coordinates the cross connection program; reviews and renders approval or rejection ofbackflow test reports based on State standards; conducts review with administrative staff regarding backflow preventer test reports; drafts memos and correspondence to business owners requesting test reports or repairs ofbackflow units. Reviews project record drawings for accuracy to proposed plan and field inspections; renders approval or requests additional information or revisions. Compiles project construction plans, fees, record drawings, mylars, CADD drawings, and DISC's for final approval and sign-off by supervisor. Performs various financial tasks for the department; develops and implements assigned budgets; oversees budgetary spending to ensure expenditures do not exceed allocated funds. Attends, conducts, and/or participates in various staff, department, team, and demonstration meetings. Conducts on-site inspections of projects in progress to ensure installation of underground utilities in compliance with approved construction plans; discusses alternative procedures with design engineers and contractors when changes are required. © MAXIMUS, INC. Page 1 Last Revised: July, 2003 City of Boynton Beach, Florida · Supervisor of Inspections and Locations 48049 Performs routine administrative tasks to complete daily operations; prepares memo's, correspondence, faxes, etc.; operates computer system; files documents; reviews tapes.of sanitary sewers; inspects project underground utilities installation; conducts paving permit site inspections for sign-off. ADDITIONAL FUNCTIONS Performs other related duties as required. MINIMUM QUALIFICATIONS High school diploma or equivalent with vocational or technical school training in plumbing or related trade with six to nine years of experience in plumbing work, plant maintenance, utility locating, underground utility maintenance, backflow preventor testing, underground utility inspections and mechanical drawings and plans re,dew with some experience at the supervisory or management level; or any equivalent combination of education, training, and experience which provides the requisite knowledge, skills, and abilities for this job. Requires Backflow Preventor Technician License. PERFORMANCE APTITUDES Data Utilization: Requires the ability to evaluate, audit, deduce, and/or assess data using established criteria. Includes exercising discretion in determining actual or probable consequences and in referencing such evaluation to identify and select alternatives. Human Interaction: Requires the ability to perform in a supervisory capacity over subordinate supervisors. Equipment, Machinery~ Tools~ and Materials Utilization: Requires the ability to operate, maneuver and/or control the actions of equipment, machinery, tools, and/or materials used in performing essential functions. Verbal Aptitude: Requires the ability to utilize a wide variety of reference, descriptive, and/or advisory data and information. Mathematical Aptitude: Requires the ability to perform addition, subtraction, multiplication and division; ability to calculate decimals and percentages; may include ability to perform mathematical operations with fractions; may include ability to compute discount, interest, and ratios; may include ability to calculate surface areas, volumes, weights, and measures. Functional Reasonine: Requires the ability to apply principles of rational systems; to interpret instructions furnished in written, oral, diagrammatic, or schedule form; and to exercise independent judgment to adopt or modify methods and standards to meet variations in assigned objectives. Situational Reasonine: Requires the ability to exercise judgment, decisiveness and creativity in situations involving evaluation of information against measurable or verifiable criteria. ADA COMPLIANCE Physical Ability: Tasks require the regular and, at times, sustained performance of moderately physically demanding work, typically involving some combination of climbing and balancing, stooping, kneeling, crouching, and crawling, and that may involve the lifting, carrying, pushing, and/or pulling of moderately heavy objects and materials (20-50 pounds). © MAXIMUS, INC. Page 2 Last Revised: July, 2003 Cit~ of Boynton Beach, Florida · Supervisor of Inspections and Locations 48049 Sensory Requirements: Some tasks require the ability to perceive and discriminate colors or shades of colors, sounds, taste, odor, depth, texture, and visual cues or signals. Some tasks require the ability to communicate orally. Environmental Factors: Performance of essential functions may require exposure to adverse environmental conditions, such as dirt, dust, pollen, odors, wetness, humidity, rain, fumes, smoke, temperature and noise extremes, hazardous materials, machinery, vibrations, electric currents, traffic hazards, bright/dim lights, animal/wildlife attacks, animal/human bites, water hazards, violence, disease, or rude/irate customers. The City of Boynton Beach, Florida is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the City will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer. © MAXIMUS, INC. Page 3 Last Revised: July, 2003 CITY OF BOYNTON 'BEACH, FLORIDA CLASSIFICATION SPECIFICATION CLASSIFICATION TITLE: SOLID WASTE SUPERVISOR Class Code 55029 FLSA: E PURPOSE OF CLASSIFICATION The purpose of this classification is to supervise day-to-day operations of the Solid Waste Division to ensure efficient provision of residential/commercial sanitation services to the City. ESSENTIAL FUNCTIONS The following duties are normal for this position. The omission of specific statements of the duties does not exclude them from the classification if the work is similar, related, or a logical assignment for this classification. Other duties may be required and assigned. Supervises, directs, and evaluates assigned staff, processing employee concerns and problems, directing work, counseling, disciplining, and completing employee performance appraisals; assists in interviewing and selecting employees; coordinates or conducts training activities. Coordinates daily work activities; organizes, prioritizes, and assigns work; monitors status of work in progress and inspects completed work; conducts staff meetings; confers with assigned staff, assists with complex/problem situations, and provides technical expertise. Assists in ensuring compliance with all applicable codes, laws, rules, regulations, standards, policies and procedures; initiates any actions necessary to correct deviations or violations. Supervises and coordinates projects and work activities; prepares/receives and processes work orders; prioritizes and schedules work; plans most efficient use of resources to complete work orders; assigns projects and dispatches equipment to appropriate work crews; redirects/reassigns work crews in response to emergencies or changes in priorities; monitors progress in meeting deadlines; inspects quality of completed work. Supervises, coordinates, and monitors daily operations of solid waste functions; establishes efficient routes; oversees container maintenance; schedules solid waste services for special events; coordinates special pickups; coordinates cleanup of fluid spills. Supervises and performs customer service functions; provides assistance and information related to division services, procedures, or other issues. Responds to complaints and questions related to projects and work activities; provides information, researches problems, and initiates problem resolution. © MAXlMUS, INC. Page 1 Last Revised: June, 2002 City of Boynton Beach, Florida · Solid Waste Supervisor 55029 Performs administrative tasks; reviews time cards, researches discrepancies, and submits for processing; reviews/approves vacation requests;, develops work schedules to ensure adequate coverage; monitors sick time usage and maintains attendance records; ensures timely preparation and submittal of reports. Assists in evaluating efficiency and effectiveness of division operations, services, procedures, and resource management; recommends and/or implements improvements in services and operational procedures as needed. Assists with development and implementation of division budget; monitors expenditures to ensure compliance with approved budget. Supervises and coordinates safety measures within the division; ensures adherence to established safety procedures; monitors work environment and use of safety equipment to ensure safety of employees and other individuals; coordinates activities to maintain traffic control and safety at construction/work sites, including flagging of traffic and setup of safety cones, barricades, barrels, and road/warning signs. Supervises inspection and maintenance of departmental vehicles/equipment; supervises and/or conducts pre-tdp and post-trip inspections of vehicles; ensures regular/timely fueling, servicing, maintenance, and cleaning of vehicles; monitors status of vehicles under maintenance/repair. Monitors inventory levels of department equipment, tools, supplies, uniforms, and other materials; ensures availability of adequate materials to conduct work activities; initiates requests for new or replacement materials; obtains price quotes; issues or distributes supplies/uniforms. Drives/operates vehicles when needed. Responds to after-hours calls or emergency situations on a twenty-four hour basis. Prepares or completes various forms, reports, correspondence, performance schedules, purchase requisitions, work orders, or other documents. evaluations, Receives vadous forms, reports, correspondence, time cards, vacation/leave requests, budget/expenditure reports, invoices, work orders, dump trip tickets, special pickups, roll-off lists, supply requisitions, contracts, ordinances, policies, procedures, maps, manuals, reference materials, or other documentation; reviews, completes, processes, forwards or retains as appropriate. Operates a personal computer, general office equipment, two-way radio, or other equipment as necessary to complete essential functions, to include the use of word processing, spreadsheet, database, e-mail, Internet, or other computer programs. Communicates with supervisor, employees, other departments, vendors, service providers, the public, outside agencies, and other individuals as needed to coordinate work activities, review status of work, exchange information, resolve problems, or give/receive advice/direction. Attends various meetings as needed; attends meetings of homeowner associations. © MAXlMUS, INC. Page 2 Last Revised: June, 2002 City of Bo}/nton Beach, Florida · Solid Waste Supervisor 55029 Maintains a comprehensive, current knowledge of applicable policies and regulations; maintains an awareness of new processes, trends, and advances in the profession; reads professional literature; attends seminars, workshops, and training sessions as appropriate. ADDITIONAL FUNCTIONS Performs general/clerical tasks, which may include answering telephone calls, making copies, sending/receiving faxes, distributing documentation, or processing incoming/outgoing mail. Provides assistance to other employees or departments as needed. Performs other related duties as required. MINIMUM QUALIFICATIONS Vocational/Technical degree with training emphasis in solid waste operations; supplemented by three (3) years previous experience and/or training that includes solid waste collection operations, customer relations, supervision, equipment operation, and personal computer operations; or any equivalent combination of education, training, and experience which provides the requisite knowledge, skills, and abilities for this job. Must possess and maintain a valid Florida ddver's license. PERFORMANCE APTITUDES Data Utilization: Requires the ability to review, classify, categorize, prioritize, and/or analyze data. Includes exercising discretion in determining data classification, and in referencing such analysis to established standards for the purpose of recognizing actual or probable interactive effects and relationships. Human Interaction: Requires the ability to perform in a supervisory capacity over subordinate supervisors. Equipment, Machinery, Tools, and Materials Utili~a__tion: Requires the ability to operate and control the actions of equipment, machinery, tools and/or materials requiring complex and rapid adjustments. Verbal Aptitude: Requires the ability to utilize a wide variety of reference, descriptive, and/or advisory data and information. Mathematical Aptitude: Requires the ability to perform addition, subtraction, multiplication and division; ability to calculate decimals and percentages; may include ability to perform mathematical operations with fractions; may include ability to compute discount, interest, profit and loss, ratio and proportion; may include ability to calculate surface areas, volumes, weights, and measures. © MAXlMUS, INC. Page 3 Last Revised: June, 2002 City of Boynton Beach, Florida · Solid Waste Supervisor 55029 Functional Reasoninq: Requires the ability to apply principles of influence systems, such as motivation, incentive, and leadership, and to exercise independent judgment to apply facts and principles for developing approaches and techniques to resolve problems. Situational Reasoninq: Requires the 'ability to exercise judgment, decisiveness and creativity in situations involving the evaluation of information against sensory, judgmental, or subjective criteria, as opposed to that which is clearly measurable or verifiable. ADA COMPLIANCE Physical Ability: Tasks require the ability to exert very moderate physical effort in light work, typically involving some combination of stooping, kneeling, crouching and crawling, and which may involve some lifting, carrying, pushing and/or pulling of objects and materials of moderate weight (12-20 pounds). Sensory Requirements: Some tasks require the ability to perceive and discriminate visual cues or signals. Some tasks require the ability to communicate orally. Environmental Factors: Performance of essential functions may require exposure to adverse environmental conditions, such as dirt, dust, odors, wetness, humidity, rain, temperature and noise extremes, hazardous materials, machinery, vibrations, traffic hazards, bright/dim light, or rude/irate customers. The City of Boynton Beach, Florida, is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the City will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer. © MAXlMUS, INC. Page 4 Last Revised: June, 2002 City of Boynton Beach 2003-2004 Pay Plan Position Classifications CBB Pay Plan Revised: 07/24/2003 TABLE OF CONTENTS City of Boynton Beach .................................................................................. COMPENSATION PLAN ............................................................................................. EMPLOYEE DEFINITIONS .................................................................................... .... 3 Full-time Employees .................................................................................................................................. 3 Part-time/Temporary/Seasonal Employees .................................................................................................... 3 Individual Contract Employees ............................................... 4 Exempt Employees .............................................................................. 4 Non-Exempt Employees ........................................................................................................................ .. 4 Bargaining Unit Employees ................................................................ . ............................................. 4 Trainee/Apprentice .......................................................................................... 5 PAY POLICIES .......................................................................................... Work Week ................................................................................................ Hours Included in Work Week (Bargaining Unit contracts may vary.) ............................................................. 5 Pay Period ................................................................................................ 5 Paycheck Distribution ............................................ 5 Compensation Rates ................................................ . .... 6 Hiring Rate ................................................................... 6 Promotion: ....................................................................... . ................................................. 6 Demotion: .......................................................................................... 7 Lateral Transfer .................................................................... . .............................. 7 Reclassifications ............................................................................................................. 7 Performance Evaluations ................................................................................................................................ Non-paid status (Bargaining Unit contracts may vary) .................................................................................... 8 Overtime (Bargaining Unit contracts may vary) ............................................................................................. 9 ......................................... Compensatory Time (Non exempt employees only) .............................................. 10 Holiday Pay ............................................................................................ 10 Vacation Leave Pay ..................................................................................................................................... 10 Sick Leave Pay ................................................................................................... . .................................. 10 Leave of Absence ..................................................................................................... 11 Workers' Compensation ............................................................................................................................... 11 Disability ...................................................................................................................................................... Emergency Cash-In of Vacation and/or Sick Leave Time ............................................................................ 11 Sick Leave Transfer of Time (Donated Time) ......................................................... 12 12 Working Out of Class ................................................................................................................................... Unauthorized Absence From Work ................................................................................................... 12 ........... 12 Resignation/Termination Pay ....................................................................................................................... Pay Plan A (Non-exempt) ............................................................................................................... 14 Pay Plan B (Exempt) ...................................................................................................................... 24 Pay Plan C: (Firefighters) ............................................................................................................... 32 Pay Plan D: (Police) ....................................................................................................................... 35 Appendix A: Holiday Schedule Pay Periods & Pay Dates .............................................................. 36 2003 - 2004 Holiday Schedule .................................................................................................................... 37 2003 - 2004 Pay Periods & Pay Dates ........................................................................................................ 38 Appendix B: Bargaining Unit Job Titles .......................................................................................... 39 Job Titles Covered by SEIU Local 1227 (White Collar Unit Job Titles) ......................................................... 40 Job Titles Covered by SEIU Local 1227 (Blue Collar Unit Job Titles) ........................................................... 41 Glossary ......................................................................................................................................... 42 Index ....................................................................... 45 CBB Pay Plan Revised: 07/24/2003 2 CITY OF BOYNTON BEACH 2003-2004 PAY PLAN COMPENSATION PLAN The 2003-2004 compensation plan of the City of Boynton Beach as adopted shall remain in effect until superseded. The compensation plan is not vested and does not constitute a contractual obligation of the City. This summary document includes pay specific excerpts from the City's Personnel Policy Manual (PPM), the Administrative Policy Manual (APM), bargaining unit agreements currently in effect and certain items specific to the pay plan. Any additional details, questions or other information regarding benefits or terms and conditions of employment should be researched in the full document. While in some cases many of the terms and conditions of compensation for general employees covered by this pay plan are the same as the terms and conditions outlined in various collective bargaining agreements, additions or deletions to this pay plan will not affect members of bargaining units unless ratified as an amendment to their current contract. Unless it is outlined in a union contract or in policies that supersede this document, the pay plan is the final indicator in the administration of payroll matters. The City Manager shall be responsible for interpreting the application of the compensation plan with regard to pay questions not specifically covered by the plan. EMPLOYEE DEFINITIONS Full-time Employees Hired for and regularly scheduled for thirty-six (36) or more hours per work week. These employees are eligible for City provided benefits. Each new employee must successfully complete a twelve-month probationary period. Part-time/Temporary/Seasonal Employees Hired for and regularly scheduled for fewer than 36 hours per work week. 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. Part-time employees will accrue no seniority except credit toward service recognition awards. Persons filling vacancies created by regular employees on leave of absence are considered part time. Individual Contract Employees Certain management positions may be designated by the City Manager as Contract positions. These individuals will be hired as City employees under a written letter of appointment that stipulates the term of the contract, salary, benefits and all other terms and conditions of employment. CBB Pay Plan 3 Revised: 07/24/2003 Exempt Employees The Fair Labor Standards Act (FLSA) allows for specific exemptions from the Act's regulations. These exemptions are based on the nature of the employee's job and include managerial/supervisory, professional and certain administrative employees. These individuals must meet specific requirements regarding salary, primary duty and the exercise of discretion and independent judgment. Non-Exempt Employees Non-exempt employees are paid time and one-half for all hours worked in excess of 40 per week and must be paid at least the hourly minimum wage set by federal law. For shift schedule Firefighters, overtime is paid for all hours the employee is required by his/her supervisor to stay longer than the assigned 24-hour_schedule. For Police Officers assigned to an 11.5-hour schedule, overtime is paid for all hours worked in excess of 170 hours in a 28-day work cycle. Bargaining Unit Employees Employees whose positions have been certified by the Public Employee Relations Committee (PERC) as appropriate for inclusion in one of the following bargain units: IAFF - Firefighters FOP - Police Lieutenants PBA - Police Officers and Detectives FOP - Police Sergents SEIU - Blue Collar Positions SEIU -White Collar Positions Trainee/Apprentice New appointments to a position may be designated as apprentice or trainee provided the position is not classified as such and shall be paid at a rate not greater than 10% below the starting rate for that classification for a period not to exceed 6 months. When the employee attains the proficiency or certification during or by the end of the six months, they can be advanced to the normal starting rate of pay. The trainee will remain on pr(~bationary status until the end of their first year of employment. No trainee appointment shall extend beyond 6 months without proceeding to the starting rate for that classification. If the trainee does not meet standards at the six-month evaluation, the Department Head and Human Resources Director will discuss the options available and determine the course of action on a case-by-case basis. CBB Pay Plan Revised: 07/24/2003 4 PAY POLICIES Work Week The City Manager shall establish hours of work in accordance with the needs of the City and considering the reasonable needs of the public who may desire to do business with various City departments. For purposes of the pay plan, the City's work week starts at 12:01 a.m. Monday and ends at 12:00 a.m. (midnight) the following Sunday for a total of seven consecutive days. Hours Included in Work Week (Bargaining Unit contracts may vary.) Counted toward overtime: Regular scheduled hours worked Vacation Leave Sick Leave Not counted toward overtime: Holidays Leave Without Pay Family Sick Funeral Leave Jury Duty Annual Military Leave Vacation hours used in lieu of or when suspended Paid or Unpaid Administrative Leave Other absences from duty on active pay status Pay Period Each pay period is comprised of two consecutive work weeks. Each pay period starts at 12:01 a.m. Monday and ends at 12:00 a.m. (midnight) Sunday 14 consecutive days later. Paycheck Distribution Paychecks will normally be distributed on Friday following the close of the pay period. Pay distribution will be adjusted to accommodate City observed holidays or emergencies that fall on a typical Friday pay date. The convenience of direct deposit is available for all employees. See Appendix A for check distribution dates. Compensation Rates All rates included in the compensation schedule represent the standard rates of compensation for employees. Positions which are non-exempt (eligible for overtime payments according to the Fair Labor Standards Act) are listed in Pay Plan A. Positions which are exempt (not eligible for overtime payments according to the FLSA) are listed in Pay Plan B. Firefighter_rates are listed in Pay Plan C. Sworn Police personnel rates are listed in Pay Plan D. The plans determine the comparable worth of each position and set the entry level of pay for each grade, the mid-point of the grade and the maximum rate of pay that may be earned within each grade. Contracts CBB Pay Plan 5 Revised: 07/24/2003 that specifically deviate from this Pay Plan will supersede the appropriate pay plan. In no case can a bargaining unit contract and the pay plan be used together for the same issue. Hiring Rate The beginning rate of pay for a classification shall be paid to any person who meets the minimum qualifications required for the position. A salary higher than the minimum may be approved when the new employee possesses qualifications and experience in excess of the minimum required and therefore justifying employment at a higher rate. A request for a hiring rate that exceeds the minimum of the grade must be approved by the Human Resources Director, the Finance Director and the City Manager prior to making the employment offer. Promotion: Employees interested in applying for a promotional opportunity must have been in their current position for a minimum of six months and have at least a meets standards performance level. Each promoted employee must successfully complete a six-month probationary period in the new position. Employees are eligible for the following increases in pay upon promotion: Promotion from non-exempt position to exempt position: +10% of mid-point of new grade or to minimum of new grade whichever is higher Promotion of one grade (exempt to exempt or non-exempt to non-exempt): +5% of mid-point of new grade or to minimum of new grade, whichever is higher Promotion of two grades: (exempt to exempt or non-exempt to non-exempt): +7.5% of mid-point of new grade or to minimum of new grade, whichever is higher Promotion of three or more grades (exempt to exempt or non-exempt to non-exempt): +10% of mid-point of new grade or to minimum of new grade, whichever is higher In no event will the employee's base rate of pay exceed the maximum for the position to which the promotion is made. Demotion: Upon demotion, an employee's rate of pay will be adjusted as follows: Decrease of one grade: -5% of mid-point of current grade (position leaving) Decrease of two grades: -7.5% of mid-point of current grade (position leaving) Decrease of three or more grades: -10% of mid-point of current grade (position leaving) In no event will the employee's base rate of pay exceed the maximum for the position to which the demotion is made. CBB Pay Plan Revised: 07/24/2003 The pay of a promoted employee, who is demoted prior to completion of a probationary period, will be reduced by the same amount as the promotional increase. Exceptions to this policy may occur if there is a department restructuring that results in an involuntary demotion for one or more employees. The City Manager must approve any restructuring and resulting demotions. Lateral Transfer Employees transferring from one position to another in the same pay grade, whether in the same or in a different department, will maintain the same pay rate. Reclassifications Positions may be considered for reclassification only upon written request of the Department Head, including detailed justification. If the reclassification is for a change to an existing position classification (e.g. Grade 13 to Grade 14), the incumbent must complete a position questionnaire, which will then be evaluated by the Human Resources Department. If the request is to change from one current position classification to another (e.g. Office Assistant to Office Assistant, Sr.), that justification must be included in the Department Head's request. Reclassification requests will be considered each year during the budget process. Reclassifications requested during the fiscal year will be considered only if the department is restructuring or realigning major responsibilities. Mid-year reclassifications must have the approval of the HR Director, Finance Director and City Manager. Implementation of any reclassification, whenever approved, will not become effective until the necessary funds are available in the department budget. Any salary change required by a reclassification will become effective as of the date the reclassification is approved. Performance Evaluations For the full policy, procedures and forms for the performance appraisal program, refer to the Performance Evaluation Manual. (Some bargaining unit contracts may vary.) Employee performance evaluations provide a valid basis for personnel decisions relative to compensation, promotion, training, retention, and performance-related personnel actions. Evaluating performance is a continuous process that takes place throughout the year. The formal evaluation process is an opportunity to reinforce the guidance and information that the supervisor provides to the employee throughout the evaluation period. The basic evaluation schedule will be as follows: Full time employees who are hired on or between April 1st and September 30th will receive their merit increase upon successful completion of their twelve-month probationary period. Full time employees who are hired on or between October 1st and March 30th will receive their merit increase as part of the first scheduled evaluation period following successful completion of the twelve-month probationary period. No merit increases will be awarded during the probationary period. All new hires will be eligible to receive any market adjustments as may be included in the budget. CBB Pay Plan Revised: 07/24/2003 7 · Each April 1st, all employees will receive a performance evaluation based on goals and measurements agreed to the previous April 1st. · Each October 1st, all employees will receive a 6-month mid-year review to ensure that everything is on track for the completion of all goals by their deadlines. · Full-time employees who are promoted before September 30th will receive their 6-month evaluation six months from the date of the promotion and will receive consideration for a merit increase in the April 1st program. · Full-time employees who are promoted after October 1st will not participate in the April 1st program, but will receive consideration for a merit increase at the end of their six-month probation and will thereafter be included in the next year's April 1st program. · Part time employees who are hired to full time status on or between April 1st and September 30th will receive their merit increase upon successful completion of their twelve-month probationary period. Part time employees who are hired to full time status on or between October Ist and March 30th will receive their merit increase as part of the first scheduled evaluation period following successful completion of the twelve-month probationary period. No merit increases will be awarded during the probationary period. Part time employees who are hired to full time status will be eligible to receive any market adjustments as may be granted by the City Commission. · Employees who transfer to another department on or before September 30th will have their performance evaluations done by the receiving department. · Employees who transfer to another department after October 1st will have their evaluations for the period of their employment done by their former supervisor. This evaluation will form a part of the final review that will be done by the current supervisor. · Human Resources will provide notice when performance evaluations are due. The department and HR will provide follow up to ensure all deadlines are met. In order to receive an annual increase in pay, an employee must be given a written performance evaluation by their supervisor to determine the employee's ability to continue performing the duties of their job. The amount of the increase will be based upon the amount approved in the budget for the appropriate performance rating. Failure of a supervisoddepartment head to complete an employee's performance evaluation in a timely manner shall be reflected on that supervisor's/department head's annual performance evaluation. Employees who receive a performance evaluation that "does not meet standards" shall not receive an increase until they receive a performance evaluation that does "meet standards". Such increase shall not be retroactive to the employee's annual evaluation date, but instead, shall become effective as of the date that the employee's performance "meets standards". An employee who does not meet standards at the re-evaluation is subject to a non-disciplinary performance-based termination. Non-paid status (Bargaining Unit contracts may vary) Employees must be in a paid status for a minimum of 24 hours per week in order for the City to continue payment of their benefits premiums. CBB Pay Plan 8 Revised: 07/24/2003 Employees in a non-paid status for more than 16 hours in a work week will be personally responsible_for payments to the City for all insurance premiums, their own as well as any dependent premiums (medical, life, dental, etc.). No increments will be added to sick and vacation leave balances if an employee is in a non-paid status for more than 16 hours in a work week. Overtime (Bargaining Unit contracts may vary). The Fair Labor Standards Act (FLSA) provides that non-exempt employees are eligible to be paid at the rate of time and one half (1½) for any hours worked over their regular work week of forty (40) hour. Overtime rate of pay is calculated by multiplying the employee's regular hourly rate by one and one half times. (See the pay plan for hourly rates). Example: Regular hourly rate: Overtime hourly rate 9.62 X 1¼ 14.43 For purposes of overtime, the City will follow the Department of Labor 7/8-minute rule. That is, employees cannot be in a work status more than seven minutes prior to or seven minutes after their regular workday unless they have their supervisor's approval. Each employee must be advised of the official start and ending time of their department's workday. The following types of pay 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 benefits. Employees whose regular work week is less than 40 hours are eligible for overtime pay if they work more than 40 hours in a work week. Some exceptions for the Recreation department summer program employees exist based on the FLSA. The sworn members of the police and fire departments are covered under the FLSA 7k provision. See bargaining unit contracts for details. Compensatory Time (Non exempt employees only) The City has adopted the following schedule that is in compliance with FLSA for non-exempt employees. All compensatory time must have prior approval of the individual's supervisor/manager. Non-exempt: Compensatory time is used at the same rate the overtime rate would be paid (see overtime). Compensatory time must be used within a reasonable time from the time it was earned (within 30 days). Employees cannot carry forward a balance past this time. If the employee has not used the compensatory time within the 30 days, he/she must be paid for the time at the appropriate rate of pay. There are no exceptions to this rule unless so stated in a bargaining unit contract. CBB Pay Plan 9 Revised: 07/24/2003 ADDITIONAL INFORMATION Holiday Pay Employees shall be paid for City of Boynton Beach designated legal holidays (see Appendix A for holiday schedule). Those called to work shall also be paid for time worked as provided. Hourly rate employees must work their full regular workdays immediately before and after the holiday or be in an authorized pay status on their full regular workday immediately before and after the holiday to receive pay for the holiday. Part-time, temporary and emergency appointed employees are not eligible for 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 or as compensatory time to be used within 30 days of the date earned. Vacation Leave Pay Vacation leave will be paid at the employee's regular rate of pay. 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 vacation policy for the accrual schedule. Employees who have completed at least six months of service and then leave the City's employ, will be paid for any unused accrued vacation time. Sick Leave Pay Sick leave will be paid at the employee's regular rate of pay. Employees will accrue sick time each pay period and may take the time as needed upon accrual. The following hours per year may be taken for the illness of an immediate family member, and will be subtracted from the employee's sick leave bank: · Up to 40 hours per year may be taken for regular 40 hour weekly employees · Up to 72 hours for Fire shift employees · Up to 57.5 hours for regular Police 11.5 hours shift employees Employees who have completed at least 5 years of service and then leave the City's employ, will be paid for any unused accrued sick time at a percentage based upon completed years of service. Consult the sick leave policy for the accrual and payout schedule. Leave of Absence Eligible employees who have completed their probationary period may request unpaid leave for personal reasons after using applicable paid leave. Requests for leave must be in writing. Leaves of absence without pay of up to 30 calendar days can be approved by the employee's Department Head and the Human Resources Director. Leaves of absence in excess of 30 calendar days must be approved by the City Manager. Employees are expected to continue to pay for any benefit premiums, including their own personal coverage, while on leave without pay by sending premium payments to the Finance Department. Tuition Reimbursement Bargaining unit contracts may vary. CBB Pay Plan 10 Revised: 0712412003 The City will provide reimbursement for tuition and books for any full time regular (completed their year's probation) employee who chooses to attend an accredited college or university See the Professional Development program manual for full policies and procedures. Workers' Compensation Whenever an employee is totally disabled from duty for a period of no more than seven (7) calendar days because of an injury determined to be compensated under the provision of the Workers' Compensation Act, he/she 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 compensation equal to the difference between his/her Workers' Compensation check and his/her normal net take home pay. The Workers' Compensation insurance check will not necessarily be delivered on the regular pay date. 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 Risk Manager, Department Head and Human Resources Director will review the case for a determination of the employee's physical ability to perform his/her City employment and extend the salary supplement. A recommendation for action will be submitted to the City Manager for approval. A report from the City's physician and the employee's attending physician will be considered along with all other relevant factors. In no case will the salary supplement be extended beyond six (6) months from date of injury. Disability Employees who are on disability leave, i.e., medical, workers' compensation, etc., will have their positions held for a maximum of 6 months from the date of injury or illness. If the employee fails to comply with any provisions required by the carrier handling the claim, they will waive their rights for reinstatement in their open position or any other position. Emergency Cash-In of Vacation and/or Sick Leave Time (Bargaining unit contracts may vary.) Employees faced with sudden extraordinary circumstances of hardship who have in excess of 40 hours of accrued vacation are eligible to request emergency cash in of vacation. If approved, an employee may convert up to 80 hours to cash (less applicable taxes) provided they have 40 hours remaining in their vacation accrual account after the cash-in. Conversions must be done in increments of one work day. Employees who do not have enough vacation time to use for the total amount of emergency cash may consider including sick leave hours. Sick leave hours cash-in will be calculated at 50% of the_employee's hourly rate. The total of vacation and sick may not exceed 80 hours and vacation hours must always be used before sick hours. A request must be made in writing outlining the emergency and submitted to the Human Resources Director on the appropriate form. A committee comprised of the City Manager, Finance Director and Human Resources Director will then review the request and approve the requested hours in total or modified as they see fit. This benefit can be used only once every two years. At the discretion of the City Manager, the time limit rule may be waived if there are exigent circumstances. CBB Pay Plan 11 Revised: 07/24/2003 Sick Leave Transfer of Time (Donated Time) A full-time employee who is out for an extended personal illness and has depleted both their sick leave accrual and vacation leave accrual may ask their department manager to request donated sick time from other members of their department. If the employee is still unable to return to work after all department donated time has been used, the department head may request the Human Resources Director to request donated sick time from the general employee population. Employees wishing to donate time may use either accrued sick or vacation time, but must have 120 hours remaining in the contributing bank after the donation. Donations must be made in 4-hour increments. Working Out of Class When an employee is qualified for and is temporarily assigned the authority, duties and responsibility for a position allocated to a higher classification, the employee shall receive an increase in salary to the minimum of the class temporarily assigned or five percent (5%) over the employee's regular rate of pay, whichever is greater. All out of class assignments must be made by the supervisor and receive prior approval from the Department Head. All out of class payments shall be based upon a regular and continuous assignment and shall be paid for all time worked in the position, once the employee has continuously performed the additional duties for a minimum of two consecutive weeks (80 hours). Such payment shall be made only for the time the employee is actually performing the higher level duties and will be retroactive to the first day the employee assumes the position. The provisions of this paragraph will not apply when performing the duties of the position allocated to a higher classification for the purposes of training, or if the issue of working out of class is covered by a collective bargaining agreement. Employees may not assign themselves to work out of class. Employees may be assigned to a split of the duties in the higher classification, however, such split must be evenly divided between employees. Compensation shall be split evenly as well. Upon release from duties and responsibilities of the position assigned to a higher classification, the employee's salary will be reduced to the rate the employee would be receiving had the temporary assignment never been made. Working Out of Class has no correlation to position reclassification and should not be confused with or considered as such. Unauthorized Absence From Work Unauthorized absence is defined as failure to meet the assigned schedule and/or failure to notify the department as required. If an unauthorized absence continues for a period of three (3) working days, the department head may consider the employee as having abandoned the job and given a voluntary resignation. Resignation/Termination Pay There is no termination or severance pay, except payment for accumulated sick and vacation time as otherwise provided by policy. For additional information on resignations and terminations, refer to the Personnel Policy Manual, section VIII. Note: Some individual letters of appointment may include termination pay provisions. CBB Pay Plan 12 Revised: 07/24/2003 Pay Plan A: Non-Exempt Positions CBB Pay Plan 13 Revised: 07/24/2003 g o ~ z~m ~ z z m m ~ ~ m g z ~ w ~ ~ m m g Z Z Z Z Z Z Z Z Z Z Z Z Z Z Z Z Z Z Z ~ ~ ~ ~ ~ - .- c c c o ~ o ~ o ~ ~ m m g g m ~ ~m c EEo m= ~ 'c~ ~ ° ° m'c 'c 'c '- 0 8 8 8 8 8 8 .... ~ ~ ~ m m · m ~ o 0 0 0 Pay Plan B: (Exempt) 2003 - 2004 Pay Plan B: Exempt Positions CBB Pay Plan 23 Revised: 07/24/2003 0 0 0 CO I'-- CO ~0 CO t~ CO 00 ~ X N ~:~ X X X X X Z ~ = 0 · ~w~ ~ ._ .= _~ ~ ~ o o ~ _ ~ o~° ~ ~ ~ ~ c o E -- .~ = ~ ~ 0 0 0 0 0 ~ 0 0 ~ 0 0 ~ ~ ~ ~ 0 ~ ~ 0 ~ C) C:) (30 03 t.O t.O 04 c,,I C) c,,I t.O t.O tx:) (.O (NI (:D (:D oO cO I',,. I~ o3 tx:) I.O Lo C) C:) c'q I(:D LO LO 00 LO C) C'q ~ ~O (..O '- XXX X X X X X X X X XX X X X X X Z ~ LU W W W W W I.IJ UJ UJ LIJ W UJ UJ W I~1 IJJ UJ W C .o ~ ~ o oo=~ ~ .-~ _ o o o o o o ~ - ~ ~ ~ P O >~'6~ · = 'E 'E 'E 'E 'E 'E . ~~ ~ = ~w .= o ~ g o o o o o o o o o!o o o o o c~ Pay Plan C: (Firefighters) 2003 - 2004 Pay Plan C: Firefighters CBB Pay Plan 31 Revised: 07/24/2003 0 0 Pay Plan D: (Police) 2003 - 2004 Pay Plan D: Police Officers Police Sergeants Police Lieutenants CBB Pay Plan 34 Revised: 07/24/2003 Appendix A: Holiday Schedule Pay Periods & Pay Dates CBB Pay Plan 36 Revised: 07/24/2003 Holiday New Year's Day Martin Luther King Jr. Day President's Day Memorial Day Independence Day Labor Day Veteran's Day Thanksgiving Day Day After Thanksgiving Christmas Eve Christmas Day New Year's Day 2003 - 2004 Holiday Schedule Observed 2003 Wednesday, January 1, 2003 Monday, January 20 Monday, February 17 Monday, May 26 Friday, July 4 Monday, September 1 Tuesday, November 11 Thursday, November 27 Friday, November 28 Wednesday, December 24 Thursday, December 25 2004 Thursday, January 1, 2004 CBB Pay Plan 37 Revised: 07/24/2003 2003 - 2004 Pay Periods & Pay Dates Pay Period Pay Date Paychecks will normally be distributed on Friday following the close of the pay period. Pay distribution will be adjusted to accommodate City observed holidays or emergencies that fall on a typical Friday pay date. 2003 1. September 22 - October 5 Friday, October 10, 2003 2. October 6 - October 19 Friday, October 24 3. October 20- November 2 Friday, November 7 4. November 3 - November 16 Friday, November 21 5. November 17- Nov. 30 Friday, December 5 6. December 1 - December 14 Friday, December 19 2004 7. December 15 - December 28 Friday, January 2, 2004 8. December 29 - January 11 Friday, January 16 9. January 12 - January 25 Friday, January 30 10. January 26 - February 8 Friday, February 13 11. February 9 - February 22 Friday, February 27 12. February 23 - March 7 Friday, March 12 13. March 8 - March 21 Friday, March 26 14. March 22 - April 4 Friday, April 9 15. April 5 -April 18 Friday, April 23 16. April 19 - May 2 Friday, May 7 17. May 3 - May 16 Friday, May 21 18. May 17 - May 30 Friday, June 4 19. May 31- June 13 Friday, June 18 20. June 14 - June 27 Friday, July 2 21. June 28- July 11 Friday, July 16 22. July 12 - July 25 Friday, July 30 23. July 26 - August 8 Friday, August 13 24. August 9 - August 22 Friday, August 27 25. August 23 - September 5 Friday, September 10 26. September 6 - September 19 Friday, September 24 CBB Pay Plan 38 Revised: 07/24/2003 Appendix B: Bargaining Unit Job Titles CBB Pay Plan 39 Revised: 07/24/2003 Job Titles Covered by SEIU Local 1227 (White Collar Unit Job Titles) All regular full-time employees in the following classifications: 00222 11952 11942 15252 22302 22202 04322 70252 46202 11782 11762 11752 08222 08212 08201 11352 70212 11342 00332 00312 00342 00272 22312 22212 08282 70262 70222 44202 11332 11302 25222 46222 46212 46232 30202 26202 00202 00212 22342 24222 Administrative Clerk Animal Control Supervisor Animal Control Supervisor. Sr. Assistant Fire Marshall Building Inspector Building Inspector, Sr. Buyer CADD Technician Chemist Code Compliance Inspector Code Compliance Officer Code Compliance Officer, Sr. Communications Dispatcher Communications Specialist Communications Supervisor Community Service Officer Construction Inspector Crime Scene Technician Customer Relations Clerk Customer Relations Clerk, Sr. Customer Relations Specialist Data Support Technician Electrical Inspector Electrical Inspector, Sr. EMS Billing Specialist Engineering Plans Analyst/Inspector Engineering Technician Environmental Inspector Fingerprint Examiner Forfeiture Specialist/Evidence Custodian Housing Rehabilitation Inspector* Laboratory Field Technician Laboratory Technician Laboratory Technician, Sr. Library Associate Occupational License Inspector Office Assistant Office Assistant, Sr. (except in City Mgr. Office) Permit Application Technician Planning Technician 22332 22232 24232 22322 22222 11302 00292 00342 00232 48222 Plans Review Analyst Plans Review Analyst, Sr. Plans Review Technician Plumbing and Mechanical Inspector Plumbing and Mechanical Insp., Sr. Police Forfeiture Spec/Evid. Cust. Police Records Clerk Recording Secretary Secretary (except in Police) Utility Field Inspector EXCLUDED: "All managerial, professional, supervisory, confidential, part-time employees and all other employees of the City of Boynton Beach." CBB Pay Plan 40 Revised: 07/24/2003 Job Titles Covered by SEIU Local 1227 (Blue Collar Unit Job Titles) 12-12-01 Unit Clarification Pendin,q* All regular full-time employees in the following classifications: 44231 81391 81201 81211 54201 81401 82251 82261 82231 82241 82211 82221 82201 81221 81231 81241 81251 56211 56201 56221 63271 63281 81261 81271 04521 61211 61201 81281 63291 41211 81381 82321 81351 82301 82311 81361 61231 Assistant TV Specialist Automated Truck Operator Building Maintenance Mechanic Building Maintenance Mechanic, Sr. Bus Driver Chief Electrician Crew Supervisor Crew Chief Supervisor, Sr. Crew Leader Crew Leader, Sr. Crew Worker Crew Worker, Sr. Custodian Electrician Electrician, Sr. Equipment Operator Equipment Operator, Sr. Fleet Mechanic Fleet Mechanic, Sr. Fleet Service Technician Golf Equipment Mechanic Greenskeeper Heavy Equipment Operator HVAC Mechanic II Inventory Control Specialist Lifeguard Lifeguard, Sr. Maintenance Technician Mechanic/Greenskeeper Meter Reader Painter Parks & Recreation Crew Leader Parks Maintenance Specialist Parks Maintenance Worker Parks Maintenance Worker, Sr. Pipelayer Recreation Leader 04541 81341 04531 44211 44221 44241 81301 81321 81311 81331 42241 42221 42211 42201 42231 42231 81291 Service Writer Sign & Marking Technician Storekeeper TV Truck Specialist Utilities Location Specialist Utilities Location Specialist, Sr. Utility Equipment Operator Utility Maintenance Mechanic, Sr. Utility Maintenance Mechanic' Utility Service Technician Water Plant Lead Operator Water Plant Operator I Water Plant Operator II Water Plant Operator III Water Plant Process Technician Water Process Technician Welder INCLUDED: "All employees employed in the public works department, utilities department, parks and recreation department, street department, warehouse department, the greenskeeper, golf course maintenance mechanic and golf cart mechanic in the golf course department and lifeguards below foremen level." EXCLUDED: "All part-time and seasonal employees, employees of the police and fire department, all clerical employees, all managerial employees, all foremen, all supervisors, all technical employees, and lifeguard captain." CBB Pay Plan 41 Revised: 07/24/2003 Glossary CBB Pay Plan 42 Revised: 07/24/2003 GLOSSARY The following words and terms shall have the meaning indicated unless the context clearly indicates otherwise: ADMINISTRATIVE POLICY MANUAL: the publication that contains official policy guidance of the City Administration for all City employees. ANNIVERSARY DATE: an employee's date of hire or re-hire, whichever is later. CALENDAR YEAR: standard calendar dates of January I through December 31 of any year. CLASS/CLASSIFICATION: a position or group of positions having similar duties and responsibilities, requiring similar qualifications, which can be properly designated by a title indicative of the nature of work and which carry the same range. COMPENSATORY 'I'IME: time off in lieu of payment for hours worked in excess of 40 per week. Accrual and use of compensatory time must have the prior approval of the employee's supervisor, must be accrued at the rate it was earned (example straight time for straight time, time and one-half for time and one-hal0, and must be in accordance with the Fair Labor Standards Act. CONTINUOUS SERVICE: uninterrupted employment with the City. CONTRACT EMPLOYEE: either an employee under an individual employment contract or an employee covered by a collective bargaining agreement. DEMO-~ON: the assignment of an employee to a position in a lower class having a lower salary range than the position from which the assignment is made. DISMISSAL: the discharge of an employee from his/her position with the City. The terms termination and dismissal are interchangeable. EMPLOYMENT L_IST: a list of persons who have been found qualified for appointment to a position in a particular class. EXAMINA'I~ON: any selection instrument(s), technique or procedure used to measure the relative knowledge, skills, and abilities for candidates competing for positions. These may include evaluations of training and experience, performance tests, oral interview, written tests, evaluations of performance appraisals, etc. EXEMPT EMPLOYEE: any employee whose position is determined by the Fair Labor Standards Act to be exempt from (not eligible for) overtime. FISCAL YEAR: the City's financial accounting year from October 1 through September 30 of any year. FULL-TIME EMPLOYEE: an employee who is regularly scheduled to work a minimum of 36 hours per week. JOB TITLE: a definite descriptive designation for a job classification. CBB Pay Plan 43 Revised: 07/24/2003 NON-CONTRACT EMPLOYEE: any employee who is not employed under an individual employment contract or covered by a collective bargaining agreement. NON-EXEMPT EMPLOYEE: any employee whose position is determined by the Fair Labor Standards Act to be eligible for overtime after 40 hours of work per week. OVER-I-~ME PAY: pay for overtime worked in excess of 40 hours per week. Certain schedules in Police and Fire may differ. PAY RANGE: a salary range established by the City Commission with a minimum and maximum base salary. PART-TIME EMPLOYEE: means an employee who is scheduled to work fewer than 36 hours per week. PERSONNEL POUCY MANUAL: the publication that contains the personnel policies to be followed and applied to all non-contract employees and, whenever incorporated, into bargaining unit agreements or individual appointment contracts. POSZ-I'~ON: a group of duties assigned to one person or job. PROBA-I'ZONARY EMPLOYEES: any employee who is serving in a new position either by appointment, promotion, demotion, or reclassification. PROBA-I-ZONARY PERIOD (Initial): a pedod of twelve (12) months from date of hire or Promotion from a part-time to a full-time position. During this period an employee may be discharged, demoted, or suspended without warning or statement of cause. PROMO-I'~ON: the assignment of an employee to a position in a higher class having a higher salary range than the position from which assignment is made. There is a probationary period of six (6) months from the date of promotion. RECLASSIFICATION: the repositioning of a position to either a higher or lower pay grade based on analysis of the responsibilities and requirements of the position. REGULAR EMPLOYEE'. an employee who has successfully completed a probationary period. 7/8 MINUTE RULE: an employee is not eligible for overtime until he/she 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. 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 one half. This procedure will be followed if an employee reports to work late. UNION EMPLOYEE: an employee whose position is within a certified bargaining regardless of whether or not the employee elects to pay membership dues to the bargaining unit. CBB Pay Plan 44 Revised: 07/24/2003 Index CBB Pay Plan 45 Revised: 07/24/2003 7/8 Minute Rule, 9, 44 Administrative Leave, 5 Administrative Policy Manual, 43 Administrative Policy Manual (APM, 3 Anniversary Date, 43 Bargaining Unit, 4, 6 Beginning Rate of Pay, 6 Calendar Year, 43 Class/Classification, 43 Compensation Plan, 3 Compensation Rates, 5 Compensatory Time, 9, 43 Continuous Service, 43 Contract Employee, 43 Demotion, 6, 43 Disability, 11 Dismissal, 43 Donated Time, 12 Emergency Cash In of Vacation Time, 11 Employee Definitions, 3 Bargaining Unit, 4 Contract, 3 Exempt, 4 Non-Exempt, 4 Part-time, 3 Seasonal, 3 Temporary, 3 Trainee/Apprentice, 4 Employment List, 43 Evaluations, 7 Examination, 43 Exempt Employee, 43 Fair Labor Standards Act, 4, 5, 9, 43, 44 Family Sick Allowance, 5, 10 Firefighter, 4, 5 Firefighters, 9 Fiscal Year, 43 FLSA, 4, 5, 9. See Fair Labor Standards Act Full-Time Employee, 3, 43 Funeral Leave, 5 Glossary, 43 Hiring Rate, 6 Holiday Pay, 10 Holidays, 5 .]ob Title, 43 Jury Duty, 5 Lateral Transfer, 7 Leave of Absence, 10 Leave Without Pay, 5 Letter of Appointment, 3, 12 Military Leave, 5 INDEX Minimum Qualifications, 6 Non-Contract Employee, 44 Non-Exempt Employee, 44 Non-Paid Status, 8 Out of Class, 12 Overtime, 9, 44 Part-Time Employee, 44 Pay Dates, 38 Pay Period, 5 Pay Plan A (Non-exempt), 14, 24 Pay Policies, 5 Pay Range, 44 Paycheck Distribution, 5 Performance Evaluations, 7 Personnel Policy Manual, 44 Personnel Policy Manual (PPM),, 3 Police, 5, 9 Lieutenant, 4 Officer and Detective, 4 Sergeant, 4 Police Officers, 4 Police Pay Plan, 35 Position, 44 Probationary Employees, 44 Probationary Period, 44 Professional Development, 11 Promotion, 6, 44 Reclassification, 44 Reclassifications, 7 Regular Employee, 44 Regular Hours, 5 Resignation, 12 SEIU Blue Collar, 4, 41 White Collar, 4, 40 Sick Leave, 5, 12 Sick Leave Pay, 10 Sick Leave Pay-Out, 10 Suspension, 5 Termination, 12 Transfer, 7 Tuition Reimbursement, 11 Unauthorized Absence, 12 Union Contract, 3, 6, 9 Union Employee, 44 Unpaid Leave, 10 Vacation Leave, 5 Vacation Pay, 10 Work Week, 5 Workers' Compensation, 11 Working Out of Class, 12 CBB Pay Plan 46 Revised: 07/24/2003 NOTES: CBB Pay Plan 47 Revised: 07/24/2003