Comprehensive Pay PlanIL
FY 2015 Proposed Budget Page 217 of 297
Village of North Palm Beach
TO: Honorable Mayor and Council
FROM: James P. Kelly, Village Manager
DATE: July 24, 2014
SUBJECT: Comprehensive Pay and Classification Plan
Fiscal Year 2014/2015
This Comprehensive Pay and Classification Plan ( "Pay Plan ") reflects
all authorized Village employment position classifications and their
related salary ranges for all Village employees for the Fiscal Year
starting October 1, 2014. This Pay Plan also reflects employment
benefits provided to employees unless separately negotiated in
collective bargaining agreements.
Village management reviews this Pay Plan annually and makes
recommendations on the classifications and pay ranges for all
positions to maintain appropriate staffing resources in relation to
competitive market conditions and the needs of our annual Village
budget /operating structure. The attached Pay Plan proposal has been
incorporated into the Manager's proposed budget for the coming
Fiscal Year beginning October 1, 2014.
Pay Plan Recommendations
This year's Pay Plan includes:
• Provides for an average 3.75% performance -based merit
increases (0% to 5 %) for FPE- eligible and non -union personnel;
• 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;
• Provides for annual employer pension contributions; and
• Provides for monthly employer and employee health /dental
insurance contributions.
• Provides for employer- sponsored Life, Accidental Death &
Dismemberment (ADD), and Long Term Disability (LTD) plans.
• Vision coverage is available at full employee expense.
Recommended Personnel Changes:
The Pay Plan reflects proposed changes in Village employment
positions including as follow:
Additions / Deletions:
• Add one ( +1) Finance Accounting Clerk Ft position (pay
grade 108) / Delete one (4) Finance Intern p/t position
(pay grade 100);
• Add one ( +1) Permit & License Tech f/t position (pay grade
108) / Delete one (4) Permit & License Tech p/t position
(pay grade 109);
• Add one ( +1) Criminal Intelligence Analyst f/t position (pay
grade 111) / Delete one (4) Public Safety Aide f/t
position (pay grade 109);
• Add one ( +1) Public Works Supervisor f/t position (pay
grade 11) / Delete one (4) Mechanic f/t position (pay
grade 108);
• Add two ( +2) Rec Assistant p/t positions (pay grade 100) /
Delete one (4) Youth Art Instructor p/t position (pay
grade 100); Delete one (4) Event Coordinator p/t
position (pay grade 108);
• Add one ( +1) Senior Library Assistant f/t position (pay grade
109) / Delete one (4) Library Clerk p/t position (pay
grade 103);
• Add one ( +1) Human Resources Admin Coordinator p/t
position (pay grade 109);
• Add one ( +1) F &B Event Banquet Coordinator p/t position
(pay grade 109) / Delete one (4) F &B Event Banquet
Coordinator f/t position (pay grade 109);
FY 2015 Proposed Budget Page 218 of 297
• Add one ( +1) F &B Assistant Manager f/t position (pay grade
109) / Delete two ( -2) Snack Bar Attendant p/t positions
(pay grade 100);
• Add one ( +1) Golf Shop Attendant p/t position (pay grade
100);
• Delete one ( +1) Sanitation Collector f/t position (pay grade
104).
Other Changes:
• Title Change to "Zoning Compliance Officer" from "Code
Compliance Officer" for one (1) full -time position (pay
grade 109);
• Title Change to "Police Service Aide" from "Public Safety
Aide" for one (1) full -time position (pay grade 107);
• Title Change to "Human Resources Coordinator" from
"Human Resources Specialist" for one (1) full -time
position (pay grade 112);
• Department Reporting Change Project & Procurement
Manager to Finance from Public Works (pay grade 115);
• Title Change to " CALEA Manager /Captain of Professional
Standards" from "PT CALEA Manager" for one (1) part-
time position (pay grade 122).
Summary of Personnel Changes:
The net change in Village emplovment positions is provided below:
Fiscal Year
Full -time ositions
Part -time positions
2014
149
133
2015
151
131
Net Chan a
+2 positions
-2 positions
Pension:
The Village's annual employer contribution increased for both the
General Employee Pension Plan and the Police & Fire Pension Plan
for Fiscal Year 2014/2015. The Village's ICMA -RC pensions remain
constant at an employer contribution of 15 %.
Last year, the Village's required employer contribution for the General
Employee Pension Plan was 20.82 %. For Fiscal Year 2014/2015, the
Village's annual required employer contribution is 19.54 %, or down
by 1.28 %. For the Police & Fire Pension Plan the required annual
employer contribution for Fiscal Year 2014/2015 increased from
21.34 %, to 21.49% or up by .70 %. The reasons for these increases are
based on asset returns and actuarial experience.
All budgeted plan contributions are outlined below:
• For General Employee Pension Plan:
Employer contribution 19.54%
Employee contribution 6.0%
• For Police and Fire Pension Plan:
Employer contribution 21.49%
Fire Employee contribution 2.0 % **
(* *Fire union agreement is still in negotiations)
Police Employee contribution 2.67 %*
( *Approved in 2013 PBA Contract)
• For ICMA -RC Pension Plan:
Employer contribution 15%
Employee contribution 3%,5%, 10% or 15%
Health / Dental Insurance:
Due to costs incurred by the pending Patient Protection and
Affordable Care Act legislation and significantly large claims
experience in the past year, our current vendor Cigna originally quoted
an estimated renewal increase of 20.5 %. In order to secure the most
advantageous renewals possible for the Village and its employees,
Village Administration worked with our insurance broker to send out
an RFP for our employee health and welfare benefits in May of 2014.
After strong negotiations the Village was offered a comparable plan from
FY 2015 Proposed Budget Page 219 of 297
Cigna at a favorable medical benefits increase rate of 4.2 %, and no
increase for auxiliary benefits.
Increases in medical insurance are driven by both the Village's
individual claims experience rating and the increasing costs within the
health care industry as a whole. The best way to combat these rising
costs is to continue to augment and build upon our successful
employee wellness program. With the support of the Sr. Management
Team, the Village will continue to partner with CIGNA to build upon
our current wellness program and encourage wellness awareness for all
of our employees and their dependents.
The Village covers the full premium cost of the health plan and lower
cost dental plan for all employees. For dependent coverage, the
Village funds 80% of the premium for the medical plan and lower cost
dental plan, with the balance paid by the employee. Employees
choosing higher cost dental plan options pay 100% of the premium
cost difference between the higher and lower cost plans.
With single coverage, for both the health and dental insurance plans,
the lower cost plan is paid entirely by the Village. For employee plus
one (health insurance only) and the family coverage options (for health
and dental insurance), the lower cost plan is paid 80% by the Village
and the balance by the employee. Employees choosing higher cost
plan options will pay 100% of the cost difference between the higher
and lower cost plans.
Projected monthly employee costs are as follows:
Health Insurance:
CIGNA HMO Plan
Employee Only Coverage
Employee + One Coverage
Employee + Family Coverage
$ 0.00 per month
$ 111.58 per month
$229.36 per month
Dental Insurance:
CIGNA HMO Plan
Employee Only Coverage
Employee + Family Coverage
CIGNA PPO Plan
Employee Only Coverage
Employee + Family Coverage
$ 0.00 per month
$ 5.58 per month
$16.78 per month
$63.02 per month
The above monthly employee rates are based upon total monthly plan
costs to the Village as follow:
Health Insurance:
Cigna HMO Plan
Employee Only Coverage $ 619.89 per month
Employee + One $1,177.81 per month
Employee + Family Coverage - $1,766.71 per month
Dental Insurance:
Cigna HMO Plan
Employee Only Coverage $18.01 per month
Employee + Family Coverage $47.26 per month
Cigna PPO Plan
Employee Only Coverage $31.49 per month
Employee + Family Coverage $94.66 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 2015 Proposed Budget Page 220 of 297
FISCAL YEAR 2014/2015
VILLAGE OF NORTH PALM BEACH
COMPREHENSIVE PAY AND
CLASSIFICATION PLAN
SECTION 1. ESTABLISHMENT
A Comprehensive Pay and Classification Plan for the Village of
North Palm Beach (the "Pay Plan "), pertaining to all positions,
including those that may be specified elsewhere in negotiated
collective bargaining agreements or individual employment
contracts, is hereby established. This document will supersede and
replace the pay related provisions of the Village's Personnel Rules
and Regulations.
SECTION 2. DEVELOPMENT OF PAY RANGES
The Pay Plan establishes pay ranges (grades) for each classification.
Such established salary ranges of pay have been determined with due
regard to ranges of pay for other classes, relative difficulty and
responsibility of positions in the class, prevailing rates of pay for
similar positions, and the financial position of the Village and other
economic considerations. Appendix A sets forth the pay ranges
(grades) with minimum and maximum levels. Base pay is, by
definition, the pay level within pay range for each position
classification. Base pay may not exceed the maximum pay rate for
the position classification. For General (non- bargaining unit)
Employees the Pay Plan provides for a pay range, without regard to
specific pay level within that range. Adjustments shown to salary
ranges for FPE, PBA and IAFF positions are reflected for budgeting
purposes and will be subject to bargaining.
SECTION 3. APPLICABILITY
All employees of the Village of North Palm Beach, except as
provided elsewhere, shall be compensated in accordance with this
plan and the exempt (salaried) and non - exempt positions, depending
upon job classification.
SECTION 4. IMPLEMENTATION
The new pay plan will be implemented October 1, 2014. No general
(non- union) employees will receive a cost of living adjustment
(COLA) effective October 1, 2014. The pay range (grade) of each
General Employee shall remain the same as Fiscal Year 2013/2014,
as reflected in the attached classification plan. Bargaining unit
employees shall receive base wage increases only in accordance with
their collective bargaining agreement.
SECTION 5. HIRING PAY RATES
The minimum rate established for a job class shall be paid upon
employment, except that the "New- Hired" rate in amounts above the
minimum may be authorized if the department head submits
adequate written justification and such action is approved by the
Village Manager. Approval will be based on the exceptional
qualifications of the appointee or inability to employ adequate
personnel at the minimum rate.
SECTION 6. MERIT INCREASE
All employees of the Village of North Palm Beach, except as
provided elsewhere, shall be eligible for a merit increase on their
employee anniversary date. The anniversary date shall be defined as
the employee's entry date into his /her present position. After the one
(1) year period in their present position, employees shall be eligible
for a merit increase, as defined herein, and shall be eligible at their
annual anniversary date every year from that time forward.
Employees may be granted such merit increase from zero to five
percent (0 -5 %) of salary, based upon documented and demonstrated
workplace performance as recommended by the employee's
Supervisor and Department Director. All merit increases shall be
submitted to the Village Manager (or Human Resources Department)
for review, consideration and written approval prior to discussion or
delivery to the employee.
FY 2015 Proposed Budget Page 221 of 297
Merit increases are not automatic. Such merit increase is contingent
upon receipt of a satisfactory performance evaluation. Employees
who are at the maximum or exceed the maximum pay for their
classification will not be eligible for a merit increase in their present
Pay Plan classification, but may be eligible for a lump sum
performance bonus. The Village Manager shall approve merit
increases equal to or greater than 4.5 %. Contractual provisions will
govern bargaining unit employee merit increases.
Lump Sum Performance Bonus: Employees whose compensation
is equal to the maximum annual pay range for their position shall be
eligible for the annual performance incentive bonus program.
Annual performance review bonuses would be paid lump -sum based
upon written recommendation and documentation from the
Department Head; subject to written approval of the Village Manager
or designee as follows:
Exceptional Level II performance review rating - $ 1,200
Successful Level I through Exceptional Level I performance
review rating - $ 900
Development Required through Below Standards
performance review rating - $ 0
The bonus payment shall not be included in an employee's regular
base rate of pay and shall not be carried forward in subsequent years.
SECTION 7. PROMOTIONS, DEMOTIONS, TRANSFERS,
AND RECLASSIFICATIONS
In the event of a promotion to a higher pay range (grade), employees
will be placed in the new position's pay range (grade) at a base pay
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. Upon the written recommendation of the Department
Director and written approval by the Village Manager, an employee
that is within two (2) months of their existing anniversary / annual
review date may receive a merit increase prior to the implementation
of their recommended promotion. Bargaining unit employees shall
receive promotional increases in accordance with their respective
collective bargaining agreement, unless otherwise negotiated.
In the event of an involuntary demotion an employee will be placed
in the same relative position for the lower position grade as he /she
enjoyed in the previous classification, as long as the pay does not
decrease more than 10 %. For a voluntary demotion to a lower pay
range (grade), employee shall be placed in the same relative position
for the lower position grade while having their current pay "frozen"
at their current level — with future pay adjustments being used to
"offset" this higher pay level until fully absorbed.
In the event an employee is transferred to a position with the same
pay grade, their rate of pay will remain the same.
The Village retains the right to evaluate and if appropriate, make
personnel classification changes (reclassifications) when appropriate
in support of providing the most cost effective and efficient delivery
of municipal services to the residents of the Village.
SECTION 8. PART -TIME PAY & MERIT INCREASE
Part-time employees shall be paid the hourly wage as outlined in the
attached Pay Plan, at the pay range (grade) minimum unless
otherwise recommended by the Department Director, and approved
by the Village Manager.
Permanent Part-Time employ (who must be scheduled annually
for work in more than 46 or more weeks) shall be eligible for a merit
increase upon receipt of a satisfactory evaluation. Part-time
employees who leave Village employment and are subsequently
rehired, are not considered to have continuous service, and are only
eligible for a merit increase annually based upon their rehire date.
Seasonal part-time employ (scheduled during a 12 -month period
work for less than 46 weeks), who have worked during the past
season and return for the upcoming season, may be eligible for a
merit increase at the beginning of the upcoming season, when prior
FY 2015 Proposed Budget Page 222 of 297
employment ended due to Village operational direction. Those
employees who leave employment prior to the end of the season and
may later be rehired by the Village, are considered new employees
and not eligible for a merit increase upon their rehire date.
SECTION 9. OVERTIME /COMPENSATORY TIME
Overtime is authorized by the Village Manager or Department
Heads. Overtime is paid to hourly employees at one and one -half
(11/2) times the hourly rate for all hours worked in excess of forty (40)
hours per week. Upon prior approval of the Department Head or the
Village Manager hourly employees may receive compensatory time
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
every hour for overtime hours worked. Compensatory time for
hourly employees shall accrue to no more than sixty (60) hours.
Unused accrued compensatory time shall be paid upon termination of
employment. Bargaining unit employees shall receive overtime and
compensatory time in accordance with their respective collective
bargaining agreement, unless otherwise negotiated.
SECTION 10. WORK ASSIGNMENTS — HIGHER PAY
GRADE
The Village administration recommends creating a pay system for
General employees who work in an established higher pay grade
classification. If a General employee is authorized and directed by
the Village Manager or designee to temporarily work in an
established higher pay grade classification, the employee shall be
paid five percent (5 %) above their base pay rate for the period of
time worked in the higher pay grade classification. Increases for
temporary work assignments that do not conform to established pay
grade classifications are handled on a case -by -case basis at the
discretion of the Village Manager.
SECTION 11. BENEFIT ELIGIBILITY
Employees in full -time, budgeted positions [regularly scheduled to
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.
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
participate in the Village's pension plans, health and dental
insurance, long -term disability insurance, employer paid life
insurance programs, and sick leave incentive programs.
SECTION 12. MISCELLANEOUS BENEFITSANCENTIVES
Pension Contributions — The Village's annual required employer
pension contributions for General Employee Pension employees will
be 19.54% of payroll, 21.49% of payroll for Police & Fire Pension
employees, and 15% of payroll for ICMA -RC Pension employees.
The definition and limitations of earnings shall be as outlined in each
respective Village Pension Plan.
457 Deferred Compensation Contributions — The Village will
match a non - union, full -time employee's 457 Deferred
Compensation plan through ICMA -RC based on a contribution rate
of 50 -cents for every dollar of employee contribution — up to a
monthly Village contribution limit of $60 mo. ($720 yr.) and paid on
a bi- weekly basis. Bargaining unit employees shall receive deferred
compensation accordance with their respective collective bargaining
agreement, unless otherwise negotiated.
Long Term Disability Insurance — The Village's long -term
disability shall continue for all full -time employees, unless otherwise
negotiated.
FY 2015 Proposed Budget Page 223 of 297
Life Insurance — The Village life insurance program for all full -time
employees shall continue to be a level equivalent to the maximum
level allowed by IRS regulations before imputing added employee
compensation ($50,000, or $25,000 after the age of 70), unless
otherwise negotiated.
Sick Leave Incentive Award Program — Regular full -time (non -
probationary) general employees who do not use any sick leave
within any continuous (6) six -month period are eligible to earn eight
(8) hours annual leave time as incentive for not using sick leave.
Bargaining unit employees shall receive sick leave incentive(s) in
accordance with their respective collective bargaining agreement,
unless otherwise negotiated.
Certification Incentive - The certification incentive program will
continue to provide certification pay for job related certifications as
recommended by the Department Head and approved by the Village
Manager. Certification incentive pay will be issued as follows:
• Certifications requiring an examination and continuing
education -$1,000
• Certifications requiring continuing education and no
examination -$1,000
• Certification requiring an examination with no continuing
education -$500
The maximum number of certifications eligible for the certification
incentive will be three (3) per individual. The certification incentive
will not be included in the base pay rate, and payment will be
prorated based on the standard pay cycle. Employees whose base
pay plus other types of pay compensation has reached the pay range
maximum will be ineligible for certification pay above the pay range
maximum. For certification requiring renewal or continuing
education, the employee is required to meet the appropriate renewal
and to have the certification renewed in order to continue receiving
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.
Health/Dental Insurance Benefit - For all full -time employees, the
Village will pay full cost of the lower -cost single coverage and 80%
of the lower -cost employee plus one ( +1) for health insurance and
family coverage for health and dental insurance. Employees shall
pay all costs above the Village payment of above coverage including
any increased premium expense of the higher -cost health/dental plans
the employee may choose to select. Employees will have health and
dental insurance premiums taken through the payroll process on a
twice monthly basis.
Flexible Spending Account — The Village's Flexible Spending
Account provides employees the ability to voluntarily set aside tax -
deferred compensation for authorized personal expenses such as
medical and child care expenses.
Education Assistance Program — The Village shall follow an
education assistance program that provides a maximum benefit of
$5250 per fiscal year. The assistance amount is based on the per
credit rate established by the State of Florida University at the time
of course enrollment, and depends on the cost of the class and the
grade received. Employees must request approval for a course prior
to the start of the course (at the time of enrollment) along with a
notarized promissory note and then must submit their official grade
report within thirty (30) days of successful completion of the
course(s). The Village will make all approved payments within sixty
(60) days of receipt of the necessary paperwork.
Employee Assistance Program (EAP) - The Village offers an
Employee Assistance Program through the McLaughlin Young. The
program offers various counseling and referral services and currently
provides for three (3) free counseling sessions per year for each
employee or qualified dependent.
FY 2015 Proposed Budget Page 224 of 297
Village of North Palm Beach
PAY RANGES - FY 2014/15
(P/-F positions shown with F/T annual rate for categorization purposes only)
*All union pay / positions are shown for categorization purposes only and are subject to ratification of Collective Bargaining Agreements
FY 2015 Proposed Budget Page 225 of 297
# PT
# FT
Class Title
Union
Pay
Grade
N
Hrly Min
Hrly Mid
Hrly Max
An Min
An Mid
An Max
20
F &B SERVICE PERSONNEL
NUPT
50
N
$ 4.77
$ 6.20
$ 8.06
$ 6,201.00
$ 8,060.00
$ 10,478.00
4
SNACK BAR ATTENDANT
NUPT
100
N
$ 10.34
$ 13.44
$ 16.54
$ 21,500.00
$ 27,950.00
$ 34,400.00
10
CAMP COUNSELOR
NUPT
100
N
$ 10.34
$ 13.44
$ 16.54
$ 21,500.00
$ 27,950.00
$ 34,400.00
6
DISHWASHER
NUPT
100
N
$ 10.34
$ 13.44
$ 16.54
$ 21,500.00
$ 27,950.00
$ 34,400.00
4
LIBRARY PAGE
NUPT
100
N
$ 10.34
$ 13.44
$ 16.54
$ 21,500.00
$ 27,950.00
$ 34,400.00
11
DRIVING RANGE RANGER
NUPT
100
N
$ 10.34
$ 13.44
$ 16.54
$ 21,500.00
$ 27,950.00
$ 34,400.00
13
RECREATION ASSISTANT
NUPT
100
N
$ 10.34
$ 13.44
$ 16.54
$ 21,500.00
$ 27,950.00
$ 34,400.00
7
GOLF SHOP ATTENDANT
NUPT
100
N
$ 10.34
$ 13.44
$ 16.54
$ 21,500.00
$ 27,950.00
$ 34,400.00
8
OUTSIDE SERVICE ATTENDANT
NUPT
101
N
$ 10.96
$ 14.24
$ 17.53
$ 22,790.00
$ 29,627.00
$ 36,464.00
1
OUTSIDE SERVICE COORDINATOR
FPE
101
N
$ 10.96
$ 14.24
$ 17.53
$ 22,790.00
$ 29,627.00
$ 36,464.00
6
LINE COOK
NUPT
101
N
$ 10.96
$ 14.24
$ 17.53
$ 22,790.00
$ 29,627.00
$ 36,464.00
1
CLERICAL SPECIALIST
NUPT
102
N
$ 11.61
$ 15.10
$ 18.58
$ 24,157.40
$ 31,404.62
$ 38,651.84
1
GOLF MEMBER RELATIONS COORDINATOR
NUPT
102
N
$ 11.61
$ 15.10
$ 18.58
$ 24,157.40
$ 31,404.62
$ 38,651.84
20
POOL LIFEGUARD
NUPT
102
N
$ 11.61
$ 15.10
$ 18.58
$ 24,157.40
$ 31,404.62
$ 38,651.84
5
LIBRARY CLERK
NUPT
103
N
$ 12.31
$ 16.00
$ 19.70
$ 25,606.84
$ 33,288.90
$ 40,970.95
1
GROUNDS MAINTENANCE WORKER
FPE
103
N
$ 12.31
$ 16.00
$ 19.70
$ 25,606.84
$ 33,288.90
$ 40,970.95
2
STREET MAINTENANCE WORKER
FPE
103
N
$ 12.31
$ 16.00
$ 19.70
$ 25,606.84
$ 33,288.90
$ 40,970.95
1
IRRIGATION TECHNICIAN
FPE
104
N
$ 13.05
$ 16.96
$ 20.88
$ 27,143.25
$ 35,286.23
$ 43,429.21
1
LIBRARY ASSISTANT
FPE
104
N
$ 13.05
$ 16.96
$ 20.88
$ 27,143.25
$ 35,286.23
$ 43,429.21
11
SANITATION COLLECTOR
FPE
104
N
$ 13.05
$ 16.96
$ 20.88
$ 27,143.25
$ 35,286.23
$ 43,429.21
1
GOLF SALES & MARKETING REPRESENTATIVE
NU
106
N
$ 14.66
$ 19.06
$ 23.46
$ 30,498.16
$ 39,647.61
$ 48,797.06
1
1ST ASSISTANT GOLF PROFESSIONAL
NU
106
N
$ 14.66
$ 19.06
$ 23.46
$ 30,498.16
$ 39,647.61
$ 48,797.06
2
EQUIPMENT OPERATOR
FPE
107
N
$ 15.54
$ 20.21
$ 24.87
$ 32,328.05
$ 42,026.47
$ 51,724.88
1
SR. IRRIGATION TECHNICIAN
FPE
107
N
$ 15.54
$ 20.21
$ 24.87
$ 32,328.05
$ 42,026.47
$ 51,724.88
1
POLICE SERVICE AIDE
NU
107
N
$ 15.54
$ 20.21
$ 24.87
$ 32,328.05
$ 42,026.47
$ 51,724.88
6
SANITATION DRIVER /OPERATOR
FPE
107
N
$ 15.54
$ 20.21
$ 24.87
$ 32,328.05
$ 42,026.47
$ 51,724.88
5
ACCOUNTING CLERK
NU
108
N
$ 16.47
$ 21.42
$ 26.36
$ 34,267.73
$ 44,548.05
$ 54,828.37
2
ADMINISTRATIVE ASSISTANT
NU
108
N
$ 16.47
$ 21.42
$ 26.36
$ 34,267.73
$ 44,548.05
$ 54,828.37
1
KITCHEN MANAGER
NU
108
E
$ 16.47
$ 21.42
$ 26.36
$ 34,267.73
$ 44,548.05
$ 54,828.37
2
MECHANIC
FPE
108
N
$ 16.47
$ 21.42
$ 26.36
$ 34,267.73
$ 44,548.05
$ 54,828.37
3
TRADES MECHANIC
FPE
108
N
$ 16.47
$ 21.42
$ 26.36
$ 34,267.73
$ 44,548.05
$ 54,828.37
3
IRECREATION SUPERVISOR
FPE
109
N
$ 17.46
$ 22.70
$ 27.94
$ 36,323.80
$ 47,220.94
$ 58,118.08
FY 2015 Proposed Budget Page 225 of 297
Village of North Palm Beach
PAY RANGES - FY 2014/15
(P/-F positions shown with F/T annual rate for categorization purposes only)
*All union pay / positions are shown for categorization purposes only and are subject to ratification of Collective Bargaining Agreements
FY 2015 Proposed Budget Page 226 of 297
# PT
# FT
Class Title
Union
Pay
Grade
N
Hrly Min
Hrly Mid
Hrly Max
An Min
An Mid
An Max
3
PERMIT & LICENSE TECHNICIAN
FPE
109
N
$ 17.46
$ 22.70
$ 27.94
$ 36,323.80
$ 47,220.94
$ 58,118.08
1
2
ADMINISTRATIVE COORDINATOR
NU
109
N
$ 17.46
$ 22.70
$ 27.94
$ 36,323.80
$ 47,220.94
$ 58,118.08
1
BANQUET EVENT COORDINATOR
NU
109
E
$ 17.46
$ 22.70
$ 27.94
$ 36,323.80
$ 47,220.94
$ 58,118.08
1
CODE COMPLIANCE OFFICER
FPE
109
N
$ 17.46
$ 22.70
$ 27.94
$ 36,323.80
$ 47,220.94
$ 58,118.08
1
ZONING COMPLIANCE OFFICER
FPE
109
N
$ 17.46
$ 22.70
$ 27.94
$ 36,323.80
$ 47,220.94
$ 58,118.08
2
F &B ASSISTANT MANAGER
NU
109
E
$ 17.46
$ 22.70
$ 27.94
$ 36,323.80
$ 47,220.94
$ 58,118.08
3
SR. LIBRARY ASSISTANT
FPE
109
N
$ 17.46
$ 22.70
$ 27.94
$ 36,323.80
$ 47,220.94
$ 58,118.08
12
SCHOOL CROSSING GUARD
NU
109
N
$ 17.46
$ 22.70
$ 27.94
$ 36,323.80
$ 47,220.94
$ 58,118.08
1
TECHNICAL SUPPORT SPECIALIST
NU
109
N
$ 17.46
$ 22.70
$ 27.94
$ 36,323.80
$ 47,220.94
$ 58,118.08
1
SR. TRADES MECHANIC
FPE
110
N
$ 18.51
$ 24.06
$ 29.62
$ 38,503.23
$ 50,054.19
$ 61,605.16
1
CRIMINAL INTELLIGENCE ANALYST
NU
111
N
$ 19.62
$ 25.51
$ 31.39
$ 40,813.42
$ 53,057.44
$ 65,301.47
1
BUILDING CONSTRUCTION INSPECTOR
FPE
111
N
$ 19.62
$ 25.51
$ 31.39
$ 40,813.42
$ 53,057.44
$ 65,301.47
1
EXECUTIVE SECRETARY
NU
111
N
$ 19.62
$ 25.51
$ 31.39
$ 40,813.42
$ 53,057.44
$ 65,301.47
1
LIBRARIAN
FPE
111
N
$ 19.62
$ 25.51
$ 31.39
$ 40,813.42
$ 53,057.44
$ 65,301.47
1
PARKS AND FACILITIES MANAGER
NU
111
N
$ 19.62
$ 25.51
$ 31.39
$ 40,813.42
$ 53,057.44
$ 65,301.47
3
PUBLIC WORKS SUPERVISOR
NU
112
E
$ 20.80
$ 27.04
$ 33.28
$ 43,262.22
$ 56,240.89
$ 69,219.56
1
H/R COORDINATOR
NU
112
E
$ 20.80
$ 27.04
$ 33.28
$ 43,262.22
$ 56,240.89
$ 69,219.56
2
SR. BUILDING CONSTRUCTION INSPECTOR
FPE
113
E
$ 22.05
$ 28.66
$ 35.28
$ 45,857.96
$ 59,615.34
$ 73,372.73
1
PLANNER
NU
113
E
$ 22.05
$ 28.66
$ 35.28
$ 45,857.96
$ 59,615.34
$ 73,372.73
1
NETWORK SUPPORT SPECIALIST
NU
114
E
$ 23.37
$ 30.38
$ 37.39
$ 48,609.44
$ 63,192.27
$ 77,775.10
1
FIRE INSPECTOR
NU
114
E
$ 23.37
$ 30.38
$ 37.39
$ 48,609.44
$ 63,192.27
$ 77,775.10
1
DIRECTOR OF GOLF OPERATIONS
NU
115
E
$ 24.77
$ 32.20
$ 39.64
$ 51,526.00
$ 66,983.80
$ 82,441.60
1
DIRECTOR OF FOOD & BEVERAGE
NU
115
E
$ 24.77
$ 32.20
$ 39.64
$ 51,526.00
$ 66,983.80
$ 82,441.60
1
PROJECT & PROCUREMENT MANAGER
NU
115
E
$ 24.77
$ 32.20
$ 39.64
$ 51,526.00
$ 66,983.80
$ 82,441.60
1
RECREATION SUPERINTENDENT
NU
116
E
$ 26.26
$ 34.14
$ 42.01
$ 54,617.56
$ 71,002.83
$ 87,388.10
1
DEPUTY VILLAGE CLERK
NU
116
E
$ 26.26
$ 34.14
$ 42.01
$ 54,617.56
$ 71,002.83
$ 87,388.10
1
FINANCE MANAGER
NU
118
E
$ 29.50
$ 38.36
$ 47.21
$ 61,368.29
$ 79,778.78
$ 98,189.27
1
DIRECTOR OF LIBRARY
NU
118
E
$ 29.50
$ 38.36
$ 47.21
$ 61,368.29
$ 79,778.78
$ 98,189.27
1
BUILDING OFFICIAL
NU
119
E
$ 31.27
$ 40.66
$ 50.04
$ 65,050.39
$ 84,565.51
$ 104,080.62
1
VILLAGE CLERK
NU
122
E
$ 37.95
$ 49.34
$ 60.73
$ 78,944.76
$ 102,628.19
$ 126,311.62
1
DIRECTOR OF COMMUNITY DEVELOPMENT
NU
122
E
$ 37.95
$ 49.34
$ 60.73
$ 78,944.76
$ 102,628.19
$ 126,311.62
1
IDIRECTOR OF INFORMATION TECHNOLOGY
NU
122
E
$ 37.95
$ 49.34
$ 60.73
$ 78,944.76
$ 102,628.19
$ 126,311.62
FY 2015 Proposed Budget Page 226 of 297
Village of North Palm Beach
PAY RANGES - FY 2014/15
(P/-F positions shown with F/T annual rate for categorization purposes only)
*All union pay / positions are shown for categorization purposes only and are subject to ratification of Collective Bargaining Agreements
FY 2015 Proposed Budget Page 227 of 297
# PT
# FT
Class Title
Union
Pay
Grade
N
Hrly Min
Hrly Mid
Hrly Max
An Min
An Mid
An Max
1
DIR OF PARKS & RECREATION
NU
122
E
$ 37.95
$ 49.34
$ 60.73
$ 78,944.76
$ 102,628.19
$ 126,311.62
1
DIRECTOR OF PUBLIC WORKS
NU
122
E
$ 37.95
$ 49.34
$ 60.73
$ 78,944.76
$ 102,628.19
$ 126,311.62
1
CALEA MGR /CAPTAIN OF PROFESSIONAL STANDARDS
NU
122
E
$ 37.95
$ 49.34
$ 60.73
$ 78,944.76
$ 102,628.19
$ 126,311.62
2
POLICE CAPTAIN
NU
122
E
$ 37.95
$ 49.34
$ 60.73
$ 78,944.76
$ 102,628.19
$ 126,311.62
1
FIRE CAPTAIN
NU
122
E
$ 37.95
$ 49.34
$ 60.73
$ 78,944.76
$ 102,628.19
$ 126,311.62
1
DIRECTOR OF HUMAN RESOURCES
NU
122
E
$ 37.95
$ 49.34
$ 60.73
$ 78,944.76
$ 102,628.19
$ 126,311.62
1
FIRE CHIEF
NU
123
E
$ 40.61
$ 52.79
$ 64.98
$ 84,470.90
$ 109,812.16
$ 135,153.43
1
DIRECTOR OF FINANCE
NU
123
E
$ 40.61
$ 52.79
$ 64.98
$ 84,470.90
$ 109,812.16
$ 135,153.43
1
POLICE CHIEF
NU
125
E
$ 46.50
$ 60.44
$ 74.39
$ 96,710.73
$ 125,723.95
$ 154,737.17
1
VILLAGE MANAGER
NU
126
E
$ 52.88
$ 68.75
$ 84.62
$ 110,000.00
$ 143,000.00
$ 176,000.00
1
FIREFIGHTER /EMT
IAFF
200
N
$ 20.91
$ 27.19
$ 33.46
$ 43,500.00
$ 56,550.00
$ 69,600.00
17
FIREFIGHTER /MEDIC
IAFF
202
N
$ 23.50
$ 30.55
$ 37.60
$ 48,876.60
$ 63,539.58
$ 78,202.56
3
FIRE RESCUE LIEUTENANT
IAFF
205
N
$ 27.99
$ 36.38
$ 44.78
$ 58,212.81
$ 75,676.66
$ 93,140.50
1
RECORDS CLERK
PBA
300
N
$ 20.91
$ 27.19
$ 33.46
$ 43,500.00
$ 56,550.00
$ 69,600.00
7
EMERGENCY DISPATCHER
PBA
300
N
$ 20.91
$ 27.19
$ 33.46
$ 43,500.00
$ 56,550.00
$ 69,600.00
22
POLICE OFFICER
PBA
302
N
$ 23.50
$ 30.55
$ 37.60
$ 48,876.60
$ 63,539.58
$ 78,202.56
6
IPOLICE SERGEANT
PBA
306
N
$ 29.67
$ 38.57
$ 47.47
$ 61,705.58
$ 80,217.26
$ 98,728.93
131
151
FY 2015 Proposed Budget Page 227 of 297
Village of North Palm Beach
Five Year Position Summary
General Fund Positions
Country Club Positions
70 -
60 -
50 -
40 -
30 -
20 -
10 -
0 2011 2012
2013 2014 2015
FY 2015 Proposed Budget Page 228 of 297
VILLAGE OF NORTH PALM BEACH
VILLAGE GOVERNMENT EMPLOYEES BY FUNCTION
LAST TEN FISCAL YEARS ( *)
Unaudited
2006 2007 2008 2009 2010 2011 2012 2013 2014 2015(**)
Number of Employees:
1
1
General Government
1
1
Village Manager - Full -Time
1
1
Assistant Village Manager - Full -Time
0
0
Systems Specialist
0
2 2
Full -Time
2
2
Part-Time
0
0
Executive Secretary - Full -Time
1
1
Human Resources
0
0
Full -time
2
2
Part-Time
0
0
Village Clerk - Full -Time
3
3
Finance
2
2
Full -time
5
5
Part-Time
0
0
Public Works
0
0
Full -time
54
47
Part-Time
3
0
Public Safety
3
5 5
Full -time
66
68
Part-Time
14
13
Law Enforcement
1
1
Full -time
0
0
Part-Time
0
0
Fire Rescue
37
37
Full -time
0
0
Part-Time
0
0
Community Development and Planning
0
0
Full -time
0
9
Part-Time
0
1
Leisure Services
12 11
12
Library
0
0
Full -time
7
7
Part-Time
8
8
Recreation
43
43
Full -time
15
15
Part-Time
31
39
Other Government - Country Club
0 0
0
Full -time
18
19
Part-Time
24
25
Total Number of Employees Budgeted FY Ending
254
265
* Variance exists due to the employment of seasonal and
part -time
employees.
** 2015 Proposed Budget Summary of Employees by Function
9
9
Source: Village of North Palm Beach Budget Report
8
10
1 1
1
1
1
1
1
1
0 0
0
0
0
0
0
0
2 2
2
2
3
3
3
3
0 1
1
1
0
0
0
0
1 1
1
1
1
1
1
1
2 2
2
2
2
2
2
2
0 0
0
0
0
0
0
1
3 3
3
3
3
3
3
3
5 5
5
5
5
5
5
7
1 1
1
1
1
1
1
0
48 38
37
37
37
37
37
35
0 0
0
0
0
0
0
0
68 67
67
67
0
0
0
0
12 11
12
12
0
0
0
0
0 0
0
0
43
43
43
43
0 0
0
0
12
13
13
13
0 0
0
0
24
24
24
24
0 0
0
0
0
0
0
0
10 9
9
9
8
8
10
11
1 2
2
2
2
2
1
0
7 6
6
6
6
6
6
7
8 10
10
10
10
10
10
9
17 9
7
6
6
6
6
6
42 42
42
43
43
43
43
43
18 5
5
7
5
6
8
8
22 21
21
64
56
54
65
65
268 236
234
279
268
268
282
282
FY 2015 Proposed Budget Page 229 of 297