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FY 2013 Adopted Budget Page 215 of 283
Village of North Palm Beach • Provides for annual employer pension contributions; and
• Provides for monthly employer and employee health/dental
TO: Honorable Mayor and Council insurance contributions.
• Provides for employer-sponsored Life, Accidental Death &
FROM: Ed Green, Village Manager Dismemberment (ADD), and Long Term Disability (LTD) plans.
Vision coverage is available at full employee expense.
DATE: September 27, 2012
Recommended Personnel Changes:
SUBJECT: Comprehensive Pay and Classification Plan
Fiscal Year 2012/13 The Pay Plan reflects proposed changes in Village employment
positions including as follow:
This Comprehensive Pay and Classification Plan ("Pay Plan") reflects Additions/Deletions:
all authorized Village employment position classifications and their • Add one (+1) Kitchen Manager/Chef Pt position (pay grade 20) /
related salary ranges for all Village employees for the Fiscal Year Delete one (4) Chef p/t position (pay grade 17); Delete one (4)
starting October 1, 2012. This Pay Plan also reflects employment Line Cook p/t position (pay grade 13).
benefits provided to employees unless separately negotiated in • Add one (+1) CALEA Manager p/t position (pay grade 11)
collective bargaining agreements. • Add one (+1) Restaurant Event Banquet Coordinator p/t position
(pay grade 22) / Delete one (4) F&B Sales Coordinator
Village management reviews this Pay Plan annually and makes (pay grade 6)
recommendations on the classifications and pay ranges for all
positions to maintain appropriate staffing resources in relation to Other Changes:
competitive market conditions and the needs of our annual Village . Title Change to"Director of Golf Operations" from"Head Golf
budget/operating structure. The attached Pay Plan proposal has been Professional" for one (1) full-time position (pay grade 29).
incorporated into the Manager's proposed budget for the coming
Fiscal Year beginning October 1, 2012. Summary of Personnel Changes:
Pay Plan Recommendations The net change in Village employment positions is provided below:
This year's Pay Plan includes: Fiscal Year Full-time positions Part-time positions
2012 144 124
• Provides for an average 3.75% performance-based merit 2013 145 123
increases (0%to 5%) for FPE-eligible and non-union personnel; Net chan a +1 positions -1 positions
• Provides for negotiated step-plan increases for PBA and IAFF-eligible
employees as negotiated in their collective bargaining agreements;
• Provides no COLA/market-based adjustment;
FY 2013 Adopted Budget Page 216 of 283
Pension: agree to move all employee health and welfare plans (Medical, Dental,
Life, ADD, LTD)to CIGNA.
The Village's annual employer contribution increased for both the
General Employee Pension Plan and the Police & Fire Pension Plan Increases in medical insurance are driven by both the Village's
for Fiscal Year 2012/13. The Village's ICMA-RC pensions remain individual claims experience rating and the increasing costs within the
constant at an employer contribution of 15%. health care industry as a whole. The best way to combat these rising
costs is to implement a robust employee wellness program. With the
Last year, the Village's required employer contribution for the General support of the Sr. Management Team, the Village will be partnering
Employee Pension Plan was 19.57%. For Fiscal Year 2012/13, the with CIGNA to build upon our current wellness program and encourage
Village's annual required employer contribution is 19.86%, or up by .29%. wellness awareness for all of our employees and their dependents.
For the Police & Fire Pension Plan the required annual employer
contribution for Fiscal Year 2012/13 increased from 20.03%,to 20.22% or Historically, the Village covers the full premium cost of the lower
up by .19%. The reasons for these increases are based on asset returns priced health and dental plans for all employees. For dependent
and actuarial experience. coverage, the Village funds 80% of the premium for the lower cost
All budgeted plan contributions are outlined below: plan and the balance is paid by the employee. Employees choosing
higher cost plan options will pay 100% of the premium cost difference
• For General Employees Pension Plan: between the higher and lower cost plans.
Employer contribution 19.86% Projected monthly employee costs are as follow:
Employee contribution 6.0%
Health Insurance:
• For Police and Fire Pension Plan:
Employer contribution 20.22% CIGNA HMO Plan
Employee contribution 2.0% Employee Only Coverage $ 0.00 per month
Employee + One Coverage $102.97 per month
• For ICMA-RC Pension Plan : Employee +Family Coverage $216.14 per month
Employer contribution 15% CIGNA POS Plan
Employee contribution 3%, 5%, 10% or 15% Employee Only Coverage $ 43.46 per month
Health/Dental Insurance• Employee + One Coverage $189.88 per month
Employee +Family Coverage $350.80 per month
In order to secure the most advantageous renewals possible for the Village
and its employees, Village Administration worked with our insurance Dental Insurance:
broker to send out an RFP for our employee health and welfare benefits CIGNA HMO Plan
in June of 2012. Due to significantly large claims experience in the Employee Only Coverage $ 0.00 per month
past year, several insurance vendors declined to quote for our employee Employee +Family Coverage $ 5.42 per month
business. Our current vendor Humana proposed a 17.3% increase. CIGNA PPO Plan
CIGNA proposed similar medical plans for a 4.5% increase. The Village Employee Only Coverage $15.40 per month
was offered these favorable rates with the understanding that we would Employee +Family Coverage $58.07 per month
FY 2013 Adopted Budget Page 217 of 283
The above monthly employee rates are based upon total monthly plan
costs to the Village per employee as follows:
Health Insurance:
CIGNA HMO Plan
Employee Only Coverage $ 514.87 per month
Employee +One $ 926.77 per month
Employee +Family Coverage $1,379.44 per month
CIGNA POS Plan
Employee Only Coverage $ 514.87 per month
Employee + One $ 926.77 per month
Employee +Family Coverage $1,379.44 per month
Dental Insurance:
CIGNA HMO Plan
Employee Only Coverage $ 16.68 per month
Employee +Family Coverage $ 38.34 per month
CIGNA PPO Plan
Employee Only Coverage $ 16.68 per month
Employee +Family Coverage $ 3 8.3 4 per month
RECOMMENDATION:
The Administration recommends Council consideration and
adoption of the Village's Comprehensive Pay and Classification Plan
as follows and with the above incorporated changes.
FY 2013 Adopted Budget Page 218 of 283
FISCAL YEAR 2012/13 SECTION 4. IMPLEMENTATION
VILLAGE OF NORTH PALM BEACH
COMPREHENSIVE PAY AND The new pay plan will be implemented October 1, 2012. No general
CLASSIFICATION PLAN (non-union) employees will receive a cost of living adjustment
(COLA) effective October 1, 2012. The pay range (grade) of each
SECTION 1. ESTABLISHMENT General Employee shall remain the same as Fiscal Year 2012/13, as
reflected in the attached classification plan. Bargaining unit
A Comprehensive Pay and Classification Plan for the Village of employees shall receive base wage increases only in accordance with
North Palm Beach (the "Pay Plan"), pertaining to all positions, their collective bargaining agreement.
including those that may be specified elsewhere in negotiated
collective bargaining agreements or individual employment SECTION 5. HIRING PAY RATES
contracts, is hereby established. This document will supersede and
replace the pay related provisions of the Village's Personnel Rules The minimum rate established for a job class shall be paid upon
and Regulations. employment, except that the "New-Hired" rate in amounts above the
minimum may be authorized if the department head submits
SECTION 2. DEVELOPMENT OF PAY RANGES adequate written justification and such action is approved by the
Village Manager. Approval will be based on the exceptional
The Pay Plan establishes pay ranges (grades) for each classification. qualifications of the appointee or inability to employ adequate
Such established salary ranges of pay have been determined with due personnel at the minimum rate.
regard to ranges of pay for other classes, relative difficulty and
responsibility of positions in the class, prevailing rates of pay for SECTION 6. MERIT INCREASE
similar positions, and the financial position of the Village and other
economic considerations. Appendix A sets forth the pay ranges All employees of the Village of North Palm Beach, except as
(grades) with minimum and maximum levels. Base pay is, by provided elsewhere, shall be eligible for a merit increase on their
definition, the pay level within pay range for each position employee anniversary date. The anniversary date shall be defined as
classification. Base pay may not exceed the maximum pay rate for the employee's entry date into his/her present position. After the one
the position classification. For General (non-bargaining unit) (1) year period in their present position, employees shall be eligible
Employees the Pay Plan provides for a pay range, without regard to for a merit increase, as defined herein, and shall be eligible at their
specific pay level within that range. Adjustments shown to salary annual anniversary date every year from that time forward.
ranges for FPE, PBA and IAFF positions are reflected for budgeting
purposes and will be subject to bargaining. Employees may be granted such merit increase from zero to five
percent (0-5%) of salary, based upon documented and demonstrated
SECTION 3. APPLICABILITY workplace performance as recommended by the employee's
Supervisor and Department Director. All merit increases shall be
All employees of the Village of North Palm Beach, except as submitted to the Village Manager (or Human Resources Department)
provided elsewhere, shall be compensated in accordance with this for review, consideration and written approval prior to discussion or
plan and the exempt (salaried) and non-exempt positions, depending delivery to the employee.
upon job classification.
FY 2013 Adopted Budget Page 219 of 283
Merit increases are not automatic. Such merit increase is contingent In the event of an involuntary demotion an employee will be placed
upon receipt of a satisfactory performance evaluation. Employees in the same relative position for the lower position grade as he/she
who are at the maximum or exceed the maximum pay for their enjoyed in the previous classification, as long as the pay does not
classification will not be eligible for a merit increase in their present decrease more than 10%. For a voluntary demotion to a lower pay
Pay Plan classification, but may be eligible for a lump sum range (grade), employee shall be placed in the same relative position
performance bonus. The Village Manager shall approve merit for the lower position grade while having their current pay "frozen"
increases equal to or greater than 4.5%. Contractual provisions will at their current level — with future pay adjustments being used to
govern bargaining unit employee merit increases. "offset"this higher pay level until fully absorbed.
Lump Sum Performance Bonus: Employees whose compensation is In the event an employee is transferred to a position with the same
equal to the maximum annual pay range for their position shall be eligible pay grade, their rate of pay will remain the same.
for the annual performance incentive bonus program. Annual performance
review bonuses would be paid lump-sum based upon written The Village retains the right to evaluate and if appropriate, make
recommendation and documentation from the Department Head; subject personnel classification changes (reclassifications) when appropriate
to written approval of the Village Manager or designee as follows: in support of providing the most cost effective and efficient delivery
Exceptional Level II performance review rating - $ 1,200 of municipal services to the residents of the Village.
Successful Level I through Exceptional Level I performance SECTION 8. PART-TIME PAY & MERIT INCREASE
review rating - $ 900
Development Required through Below Standards Part-time employees shall be paid the hourly wage as outlined in the
performance review rating - $ 0 attached Pay Plan, at the pay range (grade) minimum unless
The bonus payment shall not be included in an employee's regular otherwise recommended by the Department Director, and approved by the Village Manager.
base rate of pay and shall not be carried forward in subsequent years.
Permanent Part-Time employees (who must be scheduled annually
SECTION 7. PROMOTIONS, DEMOTIONS, TRANSFERS, for work in more than 46 or more weeks) shall be eligible for a merit
AND RECLASSIFICATIONS increase upon receipt of a satisfactory evaluation. Part-time
employees who leave Village employment and are subsequently
In the event of a promotion to a higher pay range (grade), employees rehired are not considered to have continuous service and are
will be placed in the new position's pay range (grade) at a base pay eligible for a merit increase annually based upon their rehire date.
level that does not exceed more than 10% of the base pay level they
occupy in their current pay range not to exceed the pay range maximum. Seasonal part-time employ (scheduled during a 12-month period
Upon the written recommendation of the Department Director and work for less than 46 weeks), who have worked during the past
written approval by the Village Manager, an employee that is within season and return for the upcoming season, may be eligible for a
two (2) months of their existing anniversary/ annual review date may merit increase at the beginning of the upcoming season, when prior
receive a merit increase prior to the implementation of their recommended employment ended due to Village operational direction. Those
promotion. Bargaining unit employees shall receive promotional increases employees who leave employment prior to the end of the season and
in accordance with their respective collective bargaining agreement, may later be rehired by the Village, are considered new employees
unless otherwise negotiated. and not eligible for a merit increase upon their rehire date.
FY 2013 Adopted Budget Page 220 of 283
SECTION 9. OVERTIME/COMPENSATORY TIME Permanent part-time employees [who work less than thirty (30)hours
per week or less than 1,560 hours per fiscal year] are not eligible to
Overtime is authorized by the Village Manager or Department participate in the Village's pension plans, health and dental
Heads. Overtime is paid to hourly employees at one and one-half insurance, long-term disability insurance, employer paid life
(11/2)times the hourly rate for all hours worked in excess of forty (40) insurance programs, and sick leave incentive programs.
hours per week. Upon prior approval of the Department Head or the
Village Manager hourly employees may receive compensatory time SECTION 12. MISCELLANEOUS BENEFITS/INCENTIVES
off for any work performed in excess of the regularly scheduled
hours in a normal work week at one and one-half (11/2) hours for Pension Contributions — The Village's annual required employer
every hour for overtime hours worked. Compensatory time for pension contributions for General Employee Pension employees will
hourly employees shall accrue to no more than sixty (60) hours. be 19.86% of payroll, 20.22% of payroll for Police & Fire Pension
Unused accrued compensatory time shall be paid upon termination of employees, and 15% of payroll for ICMA-RC Pension employees.
employment. Bargaining unit employees shall receive overtime and The definition and limitations of earnings shall be as outlined in each
compensatory time in accordance with their respective collective respective Village Pension Plan.
bargaining agreement, unless otherwise negotiated.
457 Deferred Compensation Contributions — The Village will
SECTION 10. WORK ASSIGNMENTS—HIGHER PAY GRADE match a non-union, full-time employee's 457 Deferred
Compensation plan through ICMA-RC based on a contribution rate
The Village administration recommends creating a pay system for of 50-cents for every dollar of employee contribution — up to a
General employees who work in an established higher pay grade monthly Village contribution limit of$60 mo. ($720 yr.) and paid on
classification. If a General employee is authorized and directed by a bi-weekly basis. Bargaining unit employees shall receive deferred
the Village Manager or designee to temporarily work in an compensation accordance with their respective collective bargaining
established higher pay grade classification, the employee shall be agreement, unless otherwise negotiated.
paid five percent (5%) above their base pay rate for the period of
time worked in the higher pay grade classification. Increases for Long Term Disability Insurance—The Village's long-term disability
temporary work assignments that do not conform to established pay shall continue for all full-time employees,unless otherwise negotiated.
grade classifications are handled on a case-by-case basis at the
discretion of the Village Manager. Life Insurance—The Village life insurance program for all full-time
employees shall continue to be a level equivalent to the maximum
SECTION 11. BENEFIT ELIGIBILITY level allowed by IRS regulations before imputing added employee
compensation ($50,000, or $25,000 after the age of 70), unless
Employees in full-time, budgeted positions [regularly scheduled to otherwise negotiated.
work thirty (30) or more hours per week or an excess of 1,560 hours
within the fiscal year] are eligible for participation in the Village's
pension plans, health and dental insurance, long-term disability
insurance, and employer paid life insurance programs according to
the requirements of these plans/programs.
FY 2013 Adopted Budget Page 221 of 283
Sick Leave Incentive Award Program — Regular full-time (non- Health/Dental Insurance Benefit - For all full-time employees, the
probationary) general employees who do not use any sick leave Village will pay full cost of the lower-cost single coverage and 80%
within any continuous (6) six-month period are eligible to earn eight of the lower-cost employee plus one (+1) for health insurance and
(8) hours annual leave time as incentive for not using sick leave. family coverage for health and dental insurance. Employees shall
Bargaining unit employees shall receive sick leave incentive(s) in pay all costs above the Village payment of above coverage including
accordance with their respective collective bargaining agreement, any increased premium expense of the higher-cost health/dental plans
unless otherwise negotiated. the employee may choose to select. Employees will have health and
dental insurance premiums taken through the payroll process on a
Certification Incentive - The certification incentive program will twice monthly basis.
continue to provide certification pay for job related certifications as
recommended by the Department Head and approved by the Village Flexible Spending Account — The Village's Flexible Spending
Manager. Certification incentive pay will be issued as follows, Account provides employees the ability to voluntarily set aside tax-
unless otherwise determined by the Village Council: deferred compensation for authorized personal expenses such as
medical and child care expenses.
• Certifications requiring an examination and continuing
education - $1,000 Tuition Refund Program—The Village shall follow a tuition refund
• Certifications requiring continuing education and no program that provides a maximum benefit set by the Village Council.
examination - $1,000 The reimbursement amount depends on the cost of the class and the
• Certification requiring an examination with no continuing grade received. Employees must request approval for a course prior
education - $500 to the start of the course (at the time of enrollment) and then must
submit proof of tuition amount paid and official grade report within
The maximum number of certifications eligible for the certification thirty (30) days of successful completion of the course(s). The
incentive will be three (3) per individual. The certification incentive Village will make all approved payments within sixty (60) days of
will not be included in the base pay rate, and payment will be receipt of the necessary paperwork.
prorated based on the standard pay cycle. Employees whose base
pay plus other types of pay compensation has reached the pay range Employee Assistance Program (EAP) - The Village offers an
maximum will be ineligible for certification pay above the pay range Employee Assistance Program through McLaughlin Young. The
maximum. For certification requiring renewal or continuing program offers various counseling and referral services and currently
education, the employee is required to meet the appropriate renewal provides for three (3) free counseling sessions per year for each
and to have the certification renewed in order to continue receiving employee or qualified dependent.
the certification incentive pay. In addition, if an employee receiving
EMT certification is promoted to a Paramedic position, the EMT
certification pay will be removed.
FY 2013 Adopted Budget Page 222 of 283
Village of North Palm Beach
PAY RANGES - FISCAL YEAR 2012/13
Includes 0% COLA Adjustment effective 10/1/2012*
*All union pay/positions are shown for categorization purposes only and are subject to ratification of Collective Bargaining Agreements
(P/T positions shown with F/T annual rate for categorization purposes only; P/T and F/T non-exempt positions are paid hourly as worked)
New position for Fiscal Year 2012/2013 Title change in Fiscal Year 2012/2013
Revised Salary Range for Fiscal Year 2012/2013 Position reclassified in Fiscal Year 2012/2013
Step Plan (shown for categorization purposes;complete ranges in CBNs) Position eliminated in Fiscal Year 2012/2013
Hourly rate Annual rate(F/T)
#PT #FT Title Union Grade Minimum Midpoint Maximum Minimum Midpoint Maximum
15 0 F&B Service Personnel (PT) NUPT 3 $4.6500 $5.3411 $6.4688 $9,672 $11,110 $13,455
10 0 Camp Counselor(PT)(Seasonal) NUPT 6 $7.6700 $9.0680 $10.9915 $15,954 $18,861 $22,862
4 0 Dishwasher(PT) NUPT 6 $7.6700 $9.0680 $10.9915 $15,954 $18,861 $22,862
9 9 Nil I R 9 $7.6799 $9.9699 $19-9915 $45,954 $1 9,96i $22,962
4 0 Library Page(PT) NUPT 6 $7.6700 $9.0680 $10.9915 $15,954 $18,861 $22,862
7 0 Outside Service Attendant(PT) NUPT 6 $7.6700 $9.0680 $10.9915 $15,954 $18,861 $22,862
6 0 Snack Bar Attendant(PT) NUPT 6 $7.6700 $9.0680 $10.9915 $15,954 $18,861 $22,862
9 0 Driving Range/Ranger(PT) NUPT 8 $8.3251 $10.3938 $12.6133 $17,316 $21,619 $26,236
20 0 Pool Lifeguard (PT)(Seasonal) NUPT 10 $9.5375 $11.9075 $14.4504 $19,838 $24,768 $30,057
11 0 Recreation Assistant(PT) NUPT 10 $9.5375 $11.9075 $14.4504 $19,838 $24,768 $30,057
1 0 Finance Intern NUPT 11 $10.0002 $12.4855 $15.1447 $20,800 $25,970 $31,501
5 0 Golf Shop Attendant(PT) NUPT 11 $10.0002 $12.4855 $15.1447 $20,800 $25,970 $31,501
0 1 Outside Service Coordinator FPE 11 $10.0002 $12.4855 $15.1447 $20,800 $25,970 $31,501
1 0 Youth Art Instructor(PT) NUPT 11 $10.0002 $12.4855 $15.1447 $20,800 $25,970 $31,501
1 0 =NUPT 11 $10.0002 $12.4855 $15.1447 $20,800 $25,970 $31,501
4 0 Line Cook(PT) NUPT 13 $11.0398 $13.8148 $16.7051 $22,963 $28,735 $34,747
9 9 All I R 43 $11.9399 $43.9143 $16.7954 $22,963 $28,735 $34,747
0 1 Clerical Specialist NU 14 $11.6183 $14.5080 $17.5718 $24,166 $30,177 $36,549
6 0 Library Clerk(PT) NUPT 14 $11.6183 $14.5080 $17.5718 $24,166 $30,177 $36,549
1 0 Member Relations Coordinator(PT) NUPT 14 $11.6183 $14.5080 $17.5718 $24,166 $30,177 $36,549
0 1 Grounds Maintenance Worker FPE 15 $12.1386 $15.2018 $18.3808 $25,248 $31,620 $38,232
0 2 Street Maintenance Worker FPE 15 $12.1386 $15.2018 $18.3808 $25,248 $31,620 $38,232
FY 2013 Adopted Budget Page 223 of 283
Village of North Palm Beach
PAY RANGES - FISCAL YEAR 2012/13
Includes 0% COLA Adjustment effective 10/1/2012*
*All union pay/positions are shown for categorization purposes only and are subject to ratification of Collective Bargaining Agreements
(P/T positions shown with F/T annual rate for categorization purposes only; P/T and F/T non-exempt positions are paid hourly as worked)
New position for Fiscal Year 2012/2013 Title change in Fiscal Year 2012/2013
Revised Salary Range for Fiscal Year 2012/2013 Position reclassified in Fiscal Year 2012/2013
Step Plan (shown for categorization purposes;complete ranges in CBNs) Position eliminated in Fiscal Year 2012/2013
Hourly rate Annual rate(F/T)
#PT #FT Title Union Grade Minimum Midpoint Maximum Minimum Midpoint Maximum
0 1 Irrigation Technician I FPE 16 $12.7742 $15.9537 $19.3061 $26,570 $33,184 $40,157
0 1 Library Assistant FPE 16 $12.7742 $15.9537 $19.3061 $26,570 $33,184 $40,157
0 12 Sanitation Collector FPE 16 $12.7742 $15.9537 $19.3061 $26,570 $33,184 $40,157
0 2 Records Clerk PBA Step plan $13.1838 $16.0246 $19.9167 $27,422 $33,331 $41,427
9 9 AllIR 47 $43.4676 $169289 $29.3467 $29,913 $34,996 $42,321
0 1 First Assistant Golf Professional NU 18 $14.1035 $17.6299 $21.3292 $29,335 $36,670 $44,365
0 2 Permit&Licensing Technician FPE 18 $14.1035 $17.6299 $21.3292 $29,335 $36,670 $44,365
1 0 Sales& Marketing Rep. (PT)(Golf) NUPT 18 $14.1035 $17.6299 $21.3292 $29,335 $36,670 $44,365
0 2 Equipment Operator 11 FPE 19 $14.7973 $18.4966 $22.5428 $30,778 $38,473 $46,889
0 1 Irrigation Technician 11 FPE 19 $14.7973 $18.4966 $22.5428 $30,778 $38,473 $46,889
0 2 Public Safety Aide NU 19 $14.7973 $18.4966 $22.5428 $30,778 $38,473 $46,889
0 6 Sanitation Driver/Operator FPE 19 $14.7973 $18.4966 $22.5428 $30,778 $38,473 $46,889
0 5 Accounting Clerk NU 20 $15.5492 $19.4219 $23.6987 $32,342 $40,398 $49,293
0 2 Administrative Assistant NU 20 $15.5492 $19.4219 $23.6987 $32,342 $40,398 $49,293
1 0 Event Coordinator(PT) NUPT 20 $15.5492 $19.4219 $23.6987 $32,342 $40,398 $49,293
0 3 Mechanic FPE 20 $15.5492 $19.4219 $23.6987 $32,342 $40,398 $49,293
0 1 Kitchen Manager FPE 20 $15.5492 $19.4219 $23.6987 $32,342 $40,398 $49,293
0 6 Emergency Dispatcher PBA Step plan $15.9566 $19.7662 $24.3305 $33,190 $41,114 $50,607
0 3 Recreation Supervisor FPE 21 $16.3006 $20.4039 $24.8551 $33,905 $42,440 $51,699
0 3 Trades Mechanic 11 FPE 21 $16.3006 $20.4039 $24.8551 $33,905 $42,440 $51,699
0 1 Administrative Coordinator NU 22 $17.1672 $21.4445 $26.1268 $35,708 $44,605 $54,344
0 1 Code Compliance Officer FPE 22 $17.1672 $21.4445 $26.1268 $35,708 $44,605 $54,344
1 0 Code Compliance Officer(PT) NUPT 22 $17.1672 $21.4445 $26.1268 $35,708 $44,605 $54,344
FY 2013 Adopted Budget Page 224 of 283
Village of North Palm Beach
PAY RANGES - FISCAL YEAR 2012/13
Includes 0% COLA Adjustment effective 10/1/2012*
*All union pay/positions are shown for categorization purposes only and are subject to ratification of Collective Bargaining Agreements
(P/T positions shown with F/T annual rate for categorization purposes only; P/T and F/T non-exempt positions are paid hourly as worked)
New position for Fiscal Year 2012/2013 Title change in Fiscal Year 2012/2013
Revised Salary Range for Fiscal Year 2012/2013 Position reclassified in Fiscal Year 2012/2013
Step Plan (shown for categorization purposes;complete ranges in CBNs) Position eliminated in Fiscal Year 2012/2013
Hourly rate Annual rate(F/T)
#PT #FT Title Union Grade Minimum Midpoint Maximum Minimum Midpoint Maximum
1 0 F&B Assistant Manager(PT) NUPT 22 $17.1672 $21.4445 $26.1268 $35,708 $44,605 $54,344
0 1 Human Resources Specialist NU 22 $17.1672 $21.4445 $26.1268 $35,708 $44,605 $54,344
0 2 Library Assistant III FPE 22 $17.1672 $21.4445 $26.1268 $35,708 $44,605 $54,344
12 0 School Crossing Guard (PT) NUPT 22 $17.1672 $21.4445 $26.1268 $35,708 $44,605 $54,344
0 1 Technical Support Specialist NU 22 $17.1672 $21.4445 $26.1268 $35,708 $44,605 $54,344
1 0 NUPT 22 $17.1672 $21.4445 $26.1268 $35,708 $44,605 $54,344
0 1 Fire Inspector NU 23 $17.9763 $22.4851 $27.3980 $37,391 $46,769 $56,988
0 1 Trades Mechanic III FPE 23 $17.9763 $22.4851 $27.3980 $37,391 $46,769 $56,988
1 0 Building Construction Inspector I (PT) NUPT 24 $18.9011 $23.5829 $28.7855 $39,314 $49,052 $59,874
0 1 Deputy Village Clerk NU 24 $18.9011 $23.5829 $28.7855 $39,314 $49,052 $59,874
0 1 Executive Secretary NU 24 $18.9011 $23.5829 $28.7855 $39,314 $49,052 $59,874
0 1 Librarian II FPE 24 $18.9011 $23.5829 $28.7855 $39,314 $49,052 $59,874
0 1 Parks Facilities Manager NU 24 $18.9011 $23.5829 $28.7855 $39,314 $49,052 $59,874
0 1 Recreation Program Coordinator NU 24 $18.9011 $23.5829 $28.7855 $39,314 $49,052 $59,874
0 3 Firefighter/EMT IAFF Step plan $20.3689 $25.2328 $31.0623 $42,367 $52,484 $64,610
0 22 Police Officer PBA Step plan $20.3689 $25.7134 $31.0635 $42,367 $53,484 $64,612
0 1 Sanitation Supervisor NU 26 $20.8084 $26.0110 $31.7334 $43,281 $54,103 $66,006
0 1 Street Maintenance Supervisor NU 26 $20.8084 $26.0110 $31.7334 $43,281 $54,103 $66,006
0 2 Building Construction Inspector II FPE 27 $21.8490 $27.2827 $33.8723 $45,446 $56,748 $70,454
0 1 Planner NU 27 $21.8490 $27.2827 $33.8723 $45,446 $56,748 $70,454
0 15 Firefighter/Paramedic IAFF Step plan $22.4630 $27.8260 $34.8475 $46,723 $57,878 $72,483
0 1 Network Support Specialist NU 28 $22.9473 $28.7279 $35.6062 $47,730 $59,754 $74,061
FY 2013 Adopted Budget Page 225 of 283
Village of North Palm Beach
PAY RANGES - FISCAL YEAR 2012/13
Includes 0% COLA Adjustment effective 10/1/2012*
*All union pay/positions are shown for categorization purposes only and are subject to ratification of Collective Bargaining Agreements
(P/T positions shown with F/T annual rate for categorization purposes only; P/T and F/T non-exempt positions are paid hourly as worked)
New position for Fiscal Year 2012/2013 Title change in Fiscal Year 2012/2013
Revised Salary Range for Fiscal Year 2012/2013 Position reclassified in Fiscal Year 2012/2013
Step Plan (shown for categorization purposes;complete ranges in CBNs) Position eliminated in Fiscal Year 2012/2013
Hourly rate Annual rate(F/T)
#PT #FT Title Union Grade Minimum Midpoint Maximum Minimum Midpoint Maximum
0 1 Director of Food & Beverage NU 29 $24.1037 $30.1143 $37.3406 $50,136 $62,638 $77,668
8 8 ne^ -r-^'�.f,° ^fess:o„ar' #.� 2-9 $24.1937 $39.1143 $37..3496 $59,136 $62,639 $77,669
0 1 Director of Golf Operations NU 29 $24.1037 $30.1143 $37.3406 $50,136 $62,638 $77,668
0 1 Superintendent of Public Works NU 29 $24.1037 $30.1143 $37.3406 $50,136 $62,638 $77,668
0 1 Finance Manager NU 32 $27.9188 $34.9124 $43.2941 $58,071 $72,618 $90,052
0 3 Fire Rescue Lieutenant IAFF Step plan $27.9833 $32.3939 $38.4117 $58,205 $67,379 $79,896
0 6 Sergeant PBA Step plan $28.1621 $32.9115 $38.4191 $58,577 $68,456 $79,912
0 2 Police Captain NU 34 $36.0459 $39.7410 $44.4738 $74,975 $82,661 $92,506
0 1 Fire Captain NU 34 $36.0459 $39.7410 $44.4738 $74,975 $82,661 $92,506
0 1 Director of Human Resources NU 36 $29.3053 $36.6463 $45.4330 $60,955 $76,224 $94,501
0 1 Director of Information Technology NU 36 $29.3053 $36.6463 $45.4330 $60,955 $76,224 $94,501
0 1 Director of Library NU 36 $29.3053 $36.6463 $45.4330 $60,955 $76,224 $94,501
0 1 Director of Parks and Recreation NU 36 $29.3053 $36.6463 $45.4330 $60,955 $76,224 $94,501
0 1 Village Clerk NU 36 $29.3053 $36.6463 $45.4330 $60,955 $76,224 $94,501
0 1 Building Official NU 38 $30.7510 $38.4388 $48.4375 $63,962 $79,953 $100,750
0 1 Director of Community Development NU 40 $32.3114 $40.3456 $50.8661 $67,208 $83,919 $105,802
0 1 Director of Public Works NU 40 $32.3114 $40.3456 $50.8661 $67,208 $83,919 $105,802
0 1 Fire Chief NU 40 $32.3114 $40.3456 $50.8661 $67,208 $83,919 $105,802
0 1 Director of Finance NU 42 $39.3055 $49.0741 $62.8307 $81,755 $102,074 $130,688
0 1 Police Chief NU 44 $45.4330 $56.7620 $72.7152 $94,501 $118,065 $151,248
0 1 Village Manager NU Contract $52.8846 $60.0962 $67.3077 $110,000 $125,000 $140,000
FY 2013 Adopted Budget Page 226 of 283
Village of North Palm Beach
Five Year Position Summary
General Fund Positions
160
140
120
100
80
60
40
20
0
0 Full Time 143 140 139 139 139
■Part Time 67 68 69 68 69
Country Club Positions
70
60
50
40
30
20
10
0
■Full Time 5 5 7 5 6
■Part Time 21 21 64 56 54
FY 2013 Adopted Budget Page 227 of 283
VILLAGE OF NORTH PALM BEACH
VILLAGE GOVERNMENT EMPLOYEES BY FUNCTION
LAST TEN FISCAL YEARS(*)
Unaudited
2004 2005 2006 2007 2008 2009 2010 2011 2012 2013
Number of Employees:
General Government
Village Manager-Full-Time 1 1 1 1 1 1 1 1 1 1
Assistant Village Manager-Full-Time 1 1 0 0 0 0 0 0 0 0
Systems Specialist
Full-Time 1 1 2 2 2 2 2 2 3 3
Part-Time 0 0 0 0 0 1 1 1 0 0
Executive Secretary-Full-Time 1 1 1 1 1 1 1 1 1 1
Human Resources 2 2 2 2 2 2 2 2
Village Clerk-Full-Time 3 3 3 3 3 3 3 3 3 3
Finance
Full-time 5 5 5 5 5 5 5 5 5 5
Part-Time 0 0 0 0 1 1 1 1 1 1
Public Works
Full-time 61 62 54 47 48 38 37 37 37 37
Part-Time 8 6 3 0 0 0 0 0 0 0
Public Safety
Full-time 66 61 66 68 68 67 67 67 »» »»
Part-Time 14 15 14 13 12 11 12 12 •' •'
Law Enforcement
Full-time *" * * * »» »» »» »» 43 43
Part-Time *" * * * »» »» »» »» 12 13
Fire Rescue
Full-time *" *" *" * +* »» »» »» 24 24
Part-Time *" *" *" * * »» »» »» 0 0
Community Development and Planning
Full-time 0 0 0 9 10 9 9 9 8 8
Part-Time 0 0 0 1 1 2 2 2 2 2
Leisure Services
Library
Full-time 9 8 7 7 7 6 6 6 6 6
Part-Time 7 7 8 8 8 10 10 10 10 10
Recreation
Full-time 6 5 15 15 17 9 7 6 6 6
Part-Time 14 15 31 39 42 42 42 43 43 43
Other Government-Country Club
Full-time 25 24 18 19 18 5 5 7 5 6
Part-Time 27 27 24 25 22 21 21 64 56 54
Total Number of Employees Budgeted FY Ending 249 242 254 265 268 236 234 279 268 268
'Variance exists due to the employment of seasonal and part-time employees.
»»Public Safety was split into Police&Fire in 2012
Source:Village of North Palm Beach Budget Report
FY 2013 Adopted Budget Page 228 of 283