Council Presentation VNPB 8 26 13 (3) rev 3 AM
Village of North Palm Beach
Compensation and
�. Classification Analysis
August 26, 2013
Summary
• Need identified to clarify classification data
findings based on two measures :
1- Internal Equity among positions �
2- External Equity based on market peers and
competition
• Evergreen chosen for Classification Study due
to time constraints and access to data
q4
Process
• Human Resources benchmarked five key
positions against local market peers
• Evergreen Performed Classification Analysis
determining Internal Equity
Benchmarks Salaries
North Palm Beach Finance Director Parks Director IT Director HR Director Fire Chief
:,
$81,755-$130,688 $60,955-$94,501 $60,955-$94,501 $64,955-$94,501 $67,208-$105,802
Proposed Pay Range $84,470-$135,153 $78,944-$126,311 $78,944-$126,311 $84,470-$135,153 $84,470-$135,153
Palm Beach Gardens Deputy Finance Parks Director IT Operations Manager Sr.HR Generalist Deputy Fire Chief
Administrator
Current Pay Range $78,717-$122,954 $75,059-$117,078 $64,859-$101,113 $55,989-$86,700 $82,709-$129,052
($110,290) ($88,195) ($119,436)
Palm Beach County Finance Manager Asst.Dir.Parks& Sr.IS Manager HR Manager Deputy Chief
Recreation
Current Pay Range $70,605-$123,980 $93,481-$164,130 $70,605-$123,980 $66,557-$116,860 $100,029-$184,387
Town of Palm Beach Finance Director Director of Rec IS Manager HR Director Deputy Fire Chief
Current Pay Range $91,864-$147,460 $87,705-$140,783 $79,731-$125,851 $79,731-$127,984 $91,703-$$144,748
($143,165) ($140,783) ($122,190) ($121,340) ($144,748)
Town of Jupiter Director,Finance Supt Parks&PW Director,IS Mngr.HR&Risk Deputy Chief(County)
Current Pay Range $91,404-$137,106 $58,091-$87,136 $88,962-$130,442 $80,300-$90,097 $100,029-$184,387
($126,243) ($82,250) ($123,780) ($90,097)
Village of Tecluesta Finance Director Parks&Rec Director IT Manager HR Director Fire Chief
$78,970-$126,353 $60,246-$96,394 $56,305-$90,088 $64,463-$103,141 $73,804-$118,087
($114,159) ($77,779) ($86,749) ($79,298) ($94,746)
i.-;*4k
Evergreen Solutions, LLC
Village of North Palm Beach
Classification Analysis Discussion
August 26, 2013
5
Conduct Job Assessment Tool Analysis
Compensation Study Tasks
Provide Score Summary and Rank-Order
Propose Updated Pay Grades/Titles
Prepare/Present Summary
Job Assessment Tool
*]AT provides internal equity analysis via point factoring of jobs
across consistent job factors.
*]AT scoring allows for comparison across departments and
types of work to identify relative worth of a classification to
the organization.
*]AT scores of one organization are likely to mirror those of
another organization regardless of size.
* For example, the IT Director for the VNPB will likely score very
closely to the IT Director at a larger employer such as Palm
Beach County.
* Emphasis and intent of the ]AT is on internal equity.
Evergreen Solutions.LLC 7
Compensable • Factors
Leadersh i Working
p Conditions
Com lexit Decision
p y Making
Relationships
Proposed Pay Plan Structure
*Assesses autonomy and/or supervision
received.
Leadership • Level of supervision of others.
• Leadership of the division, department or
organization.
Working • Physical work environment.
• Demands and risks of that environment.
Conditions • Consequences of errors.
Evergreen Solutions.LLC (
Proposed Pay Plan Structure
*Technical complexity of the job functions
performed.
• Level of skill necessary.
Complexity • Ranges from unskilled manual labor to
professional, legal, scientific etc.
• Who do decisions impact?
• Does employee make their own decisions
Decision regarding work effort?
Making • Decisions made on behalf of others
• Decisions that impact the community as a
whole or entire workforce?
Evergreen Solutions.LLC 10
Proposed Pay Plan Structure
• Organizational structure.
• Work primarily alone or as a member of a
team?
Relationships • Oversee a team? Engaged in what types of
work?
• Work with senior management or elected
officials on major issues?
• Each factor scored from 1-8 raw points.
• Raw points are input into Evergreen's
Scoring proprietary scoring matrix.
• Cumulative JAT scores range from 125 to
1,000 total points.
Evergreen Solutions.LLC i i
Class Analysis
• 17 Classes analyzed .
• 20 JATs completed ( 100 percent)
• Scores ranged from 375 points to 950 points
• JAT score not sole determiner of pay grade .
• JAT score illustrates relative worth within an
organization .
• JAT not meant to compare one organization to
another.
• Rank order and proposed changes on
following page.
Evergreen Solutions.LLC 12
Class Title JAT Current
Score Pay Grade
Executive Secretary 375 111
HR Coord. OEM* HR Specialist 400 115
Fire Inspector 494 115
Deputy Village Clerk 513 111 116
Supt. of Parks M===� Rec Program Coordinator 519 115
Fire Lieutenant 550 205
CALEA Manager 625 122
Fire Captain 719 122
Police Captain 738 122
Director of Information Technology 806 121
Director of Public Works 831 121 122
Director of Community Development 850 120
Fire Chief 856 123
Village Clerk 869 118 121
Director of Parks & Rec 906 121 122
Director of Finance 950 123
Director of Human Resources 950 121 123
Evergreen Solutions.LLC 13
Thank you !
Evergreen Solutions, LLC
2878 Remington Green Circle
Tallahassee, FL 32312
Evergreen Solutions.LLC 14
Staff Recommendation
Based on data compiled in Compensation Study,
Classification Study and Market Benchmarks:
1. Move all Pay Ranges by 8.5% as recommended by
Evergreen. �
2. Move all employees into new pay grades as
described by the latest Evergreen study.
� 3. Implement Salary Adjustments for all positions
identified by Evergreen using the 7,5,4,2%
recommendation based on position in the quartiles.
Staff Alternative
Salary Adjustment Weighted for Quartile Placement
— 1 St quartile employees — 7%
_ 2nd quartile employees — 5%
�J
1..- 3rdquartile employees — 4%
— 4t" quartile employees — 2%
Summary
General Fund & Country Club
Enterprise Fund
• Cost of Equity Adjustments : $ 115, 671
• Cost of Merit Adjustments : $389,341
• Total Cost : $505,012
Budge[
Council Actions Requested :
- • Pay Ranges
• Pay Reclassifications/Salary
Adjustments
• Equity Adjustments
• Final Pay Plan
• Use of Reserve to fund
Compensation Study