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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