HomeMy WebLinkAbout2019-04-19 Workshop-Classification & Compensation Study City Commission Budget Meeting Minutes MINUTES OF MEETING
DANIA BEACH CITY COMMISSION
WORKSHOP — CLASSIFICATION & COMPENSATION STUDY/
CITY COMMISSION BUDGET
FRIDAY, APRIL 19, 2019 — 11:00 A.M.
1. Call to Order/Roll Call
Mayor Lewellen called the meeting to order at 11:02 a.m.
Present:
Mayor: Lori Lewellen
Vice-Mayor: Lauren Odman
Commissioners: Chickie Brandimarte
Bill Harris
Tamara James
City Manager: Ana M. Garcia, ICMA-CM
City Attorney: Thomas J. Ansbro
City Clerk: Thomas Schneider
2. Items for Discussion
2.1 Classification and Compensation Study
City Manager Garcia noted staff has assessed the report over the past several weeks; we want to
be sure to retain and recruit the best employees.
Lee Bouchelle, Evergreen Solutions, gave a PowerPoint presentation, which is attached to and
incorporated into these minutes.
Commissioner James requested a full list of survey results for all City positions.
Mr. Bouchelle responded it would be provided.
Mayor Lewellen asked how employees are being chosen.
Mr. Bouchelle responded it is based on tenure in the classification, but this affects every position
in the City.
Commissioner Brandimarte asked what happens if the City cannot afford to bring the employees
up to mid-point and if the mid-point would be added to whatever increase comes from the Union.
Mr. Bouchelle responded the City would remain behind its competitors if employees are not
brought up to mid-point.
Nicki Satterfield, Director of Finance, explained the intent of the study is to take existing
positions and employees and bring them to current market condition. Any other union
bargaining would be on top of this adjustment.
City Manager Garcia noted the focus of the conversations with Finance and Human Resources
was to be transparent when bringing the information forward.
Commissioner James said she asked for this study some time ago and her intent was to bring all
of our employees up to a standard; once they get there, we can negotiate with the Union.
Whatever decisions we make, every employee will not benefit from the study, but everyone
should at least be at market rate.
Mayor Lewellen agreed. Everyone was brought up to minimum point at a study she did in a
private firm. This is something that is done frequently.
Vice-Mayor Odman confirmed no one's salary would decrease.
Commissioner Brandimarte wants to make sure we have leverage when we negotiate with the
Union. She noted she did not see jobs listed in the permitting department.
City Manager Garcia said it is important to note that any time an employee is demoted or
reclassified, that employee will go down or up in salary, depending upon the job description.
She added this is just a workshop to get a directive from the Commission. We want to be
financially responsible, yet address the needs of our team as we retain and recruit the best
individuals to serve our City. The next step would be to bring this for adoption at an upcoming
Commission meeting.
Commissioner James commented the number of employees affected changed from 79 to 75, as
represented on pages 12-14 of the presentation.
Mr. Bouchelle responded four employees have already been brought to the minimum.
Commissioner James asked why we are reducing the grades and if it would hinder employees'
growth.
Mr. Bouchelle responded due to the size of the City, the plan reduces the number of grades but
no one's salary will be reduced.
Commissioner James asked if salaries or grades are compared in the comparison with other cities.
Mr. Bouchelle said they use grade ranges; the number of grades is an appropriate number for the
City's size.
Minutes of Meeting 2
Dania Beach City Commission
Workshop—Classification&Compensation Study/
City Commission Budget
Friday,April 19,2019— 11:00 a.m.
Commissioner James questioned if the market grade ranges in the other cities were lower than 26,
and whether reducing the grades would lower the opportunity-to compete if they left Dania
Beach.
Mr. Bouchelle noted they might move down if the market or the Job Assessment Tool (JAT)
scores indicated they were not doing the same duties.
Commissioner Harris asked if vacant positions were taken into consideration.
Mr. Bouchelle said yes; if the position was vacant, a supervisor or manager with knowledge of
the position completed the JAT.
Commissioner James asked about the options for implementation.
Nicki Satterfield, Director of Finance, noted the next step is getting a Commission consensus of
which path to take. She explained the alternative plans of 2-year, 5-year, and over 5 years versus
1-year, 3-year, and over 7 years. Doing it over a 3-year period is problematic because new
people hired would be brought in at the current market condition while existing employees
would not yet be there. From a financial standpoint, staff is recommending implementing the
entire plan on October 1st in order to get our employees to market. This would allow us see the
financial impact for next year and the full impact against the rest of the City budget.
Commissioner James commented she likes this option. She asked if the current vacancies would
remain below market rate until October 1 and if any new positions would be implemented in this
plan.
City Manager Garcia said whoever we bring in, it would be at existing salaries and they would
be raised October 1.
Mayor Lewellen confirmed no job classifications would be changed until October.
Commissioner James requested a full list of survey results for all City positions.
The Commission consensus was to move forward with the Finance Director's recommendation
to implement the plan on October 1, 2019.
Mayor Lewellen recessed the meeting at 11:48 a.m. and reconvened the meeting at 12:00 p.m.
with everyone present as before.
2.2 City Commission Budget
Minutes of Meeting 3
Dania Beach City Commission
Workshop—Classification&Compensation Study/
City Commission Budget
Friday,April 19,2019— 11:00 a.m.
City Manager Garcia noted the Commission may discuss as much or as little as they want today,
and referred to the handouts provided to the Commission, which are attached to and incorporated
into these minutes.
Vice-Mayor Odman suggested we discuss the travel budget today.
Commissioner James asked about the travel policy.
Nicki Satterfield, Director of Finance, said the policy has been drafted, but depending on the
outcome of today's meeting,there may need to be changes to it.
Commissioner James wants the Commission to approve an individual budget for each
Commissioner for travel.
Mayor Lewellen agreed with individual budgets.
Finance Director Satterfield confirmed the Commission and CRA would have separate budgets.
Commissioner Brandimarte asked City Attorney Ansbro if there are travel guidelines currently
set that must be followed.
City Attorney Ansbro replied the Commission adopts its own travel policy.
Director Satterfield added the existing travel policy was adopted by the City Commission and
would be revised based on the outcome of today's meeting.
City Manager Garcia noted there are certain per diem factors to consider.
Director of Finance Satterfield said with individual Commissioner travel budgets, the travel
policy would still need to be adhered to. She addressed per diem rates, which are set by Federal
standards, and said she would not recommend using any per diem other than the Federal
guidelines due to the tax consequences.
Commissioner James asked about internet costs being included with the policy.
Finance Director Satterfield responded if there are internet costs that are part of the travel, they
can be included in the travel policy.
Commissioner Brandimarte noted the League of Cities requires a particular app that has to be
downloaded.
Finance Director Satterfield said if there is not free WiFi, the cost should be included in their
travel reimbursement.
Minutes of Meeting 4
Dania Beach City Commission
Workshop—Classification&Compensation Study/
City Commission Budget
Friday,April 19,2019—11:00 a.m.
Mayor Lewellen asked whether the travel policy budget would only include seminars or if it
would include mandated education.
Finance Director Satterfield said both would be included in their individual budgets.
Commissioner Harris noted Tamarac commissioners each have a$15,000.00 travel allowance.
Mayor Lewellen said they are much larger city with a higher tax base.
Vice-Mayor Odman agreed that $15,000.00 is a little high, and she would be more comfortable
with $10,000.00. If it is not used,the balance would go into the General Fund.
Commissioner James said she is okay with either one of them, and asked if moneys from other
Commissioners could be used if a particular Commissioner is running short.
Finance Director Satterfield said yes,provided it is given at a public meeting.
Commissioner Brandimarte noted she is concerned with per diem for meals and also with rental
cars or taxis, tolls and gas.
Finance Director Satterfield said the City travel policy utilizes the Federal rates; anything above
those rates is taxable.
Commissioner Harris questioned City Manager Garcia about policies in place in other cities.
City Manager Garcia noted we do not want to deal with the IRS.
Mayor Lewellen stated we need to determine how much should be allocated for each
Commissioner.
Commissioner James said we could increase our expense allowance to help cover for the
shortfall from per diem.
City Attorney Ansbro confirmed this would be legal.
Commissioner Harris liked leaving per diem where it is and increasing the expense allowance to
cover additional food or additional federal taxes.
Director of Finance Satterfield noted if done through travel, it would go through payroll and be
taxable. The Commissioners are taxed on the expense allowance; if it increases, the taxes would
also increase.
Mayor Lewellen questioned when the expense allowance was last increased.
Minutes of Meeting 5
Dania Beach City Commission
Workshop—Classification&Compensation Study/
City Commission Budget
Friday,April 19,2019— 11:00 a.m.
Commissioner James said when we are talking about the expense allowance to include travel, we
will have to duplicate it for the CRA.
Mayor Lewellen confirmed the expense allowance is only for the Commission. There is
currently only one travel budget for the City Commission as the CRA budget has yet to be
established.
Rickelle Williams, CRA Executive Director, suggested a travel budget be set for the CRA like
the Commission.
Mayor Lewellen questioned whether funds could be moved from the City Commission travel
budget to the CRA travel budget.
Finance Director Satterfield responded no, they are two separate entities. One board would have
to approve and the other board accept, in two different actions.
Vice-Mayor Odman felt raising the expense allowance to $10,000.00 would be good.
Discussion ensued.
Mayor Lewellen was concerned that the budget would basically be doubled.
The Commission consensus was to increase the expense allowance to $10,000.00.
Discussion returned to establishing a travel budget allowance for each Commissioner.
Commissioner James favored $12,000.00 for each Commissioner.
Mayor Lewellen felt it should be kept down to $10,000.00, especially if it is going to be separate
from the CRA.
Vice-Mayor Odman agreed.
Commissioner Harris felt $12,000.00 would be appropriate.
Commissioner Brandimarte agreed with$12,000.00.
The Commission consensus was to budget $12,000.00 for travel for each Commissioner.
Director Williams addressed CRA travel and the focus on certification through the FRA. She
felt the CRA Board should be certified and noted each conference/training is $500.00. She felt
$10,000.00 for each Board member should be allocated for travel.
Mayor Lewellen suggested $5,000.00; if more is needed, it could be brought up at a meeting.
Minutes of Meeting 6
Dania Beach City Commission
Workshop—Classification&Compensation Study/
City Commission Budget
Friday,April 19,2019—11:00 a.m.
Commissioner James noted just because the budget is at a certain level does not mean it will be
spent.
Commissioner Brandimarte said she is comfortable with the CRA at $8,000.00.
Vice-Mayor Odman questioned the cost per person for certification.
Director Williams responded $2,500.00; the courses are in Orlando and each time the cost would
be $12-$1,500.00. She noted all Board members do not have to be certified in the same year,
and one or two courses per year are required to keep the certification once it is attained.
Discussion ensued regarding interest in the certification and past CRA travel expenditures.
Director Williams noted the travel budget was blown last year when everyone wanted to attend
the FRA Conference, as the budget was not planned for all the members to go. She wants to
make sure we plan for that. She commented an allocation lower than $10,000.00 would still
allow Board members to participate and get the benefits from the conferences at a lower level.
Mayor Lewellen recommended $2,500.00 per person for CRA travel.
Discussion ensured regarding various amounts for travel for individual allocations and for the
entire CRA Board, as well as options for those interested in FRA certification.
Mayor Lewellen voiced concerns about excessive spending on travel.
The Commission consensus was to budget $8,000.00 for travel for each CRA Board member.
3. Adj ournment
Mayor Lewellen adjourned the meeting at 1:12 p.m.
ATTEST: Q�rA B � CITY OF DA EACH
r
THOMAS SCHNEIDER, CMC 0. N% O LE LLEN
CITY CLERK qB�/SHEO MAYOR
Approved: May 14, 2019
Minutes of Meeting 7
Dania Beach City Commission
Workshop—Classification&Compensation Study/
City Commission Budget
Friday,April 19,2019— 11:00 a.m.
4' tZ, i
Compensation and Classification Study
for the
City of Dania Beach, FL
s.
Final Presentation
April 19, 2019
Evergreen Solutions.LLC
Agenda
• Study Process
• City of Dania Beach's Compensation Philosophy Review
• City of Dania Beach's Current Compensation Review Results
• Implementation Recommendation
• Additional Recommendations
Study Process
Deliverables Completed :
✓ Employee outreach and summarized findings.
✓ Reviewed current conditions of the compensation system.
✓ Reviewed the City's compensation philosophy.
✓ Analyzed internal equity by reviewing Job Assessment Tool
survey data (JAT); developed proposed class structure.
✓ Conducted a customized salary survey to analyze the external
competitiveness of the current compensation system.
✓ Utilized internal and external equity results to develop a new pay
plan, and assigned pay grades to each classification.
Current Conditions
Dania Beach's Current Pay Plans:
(2 plans = Civil Service and Union)
• Current Position Pay Grades:
16 - in Civil Service Plan (44 employees)
1 7 - in Union Plan (100 employees)
• Current Pay Range Spreads Average.-
(difference in Minimum to Maximum of range):
52 % - Civil Service Plan
55 % - Union Plan
Current Conditions
Dania Beach's Pay Plan Quartile Analysis:
• 1St Quartile: 31.3 percent
• 2nd Quartile: 21. 5 percent
• 3rd Quartile: 24. 3 percent
• 4t" Quartile: 22. 9 percent
4
Compensation Philosophy
City of Dania Beach's Compensation Philosophy:
F07- --I
Desired
Market Competitive (align with peers) i
FFO"-- —1
Pay
Equitable and Flexible
,,,Ltices
]��Fpl
. Open-Range
Compensation
Conducted a salary survey: Beard county, FL
Cite of nut Greek, FL
• Salary range data requested and city,of Cooper City, FL
collected from 19 peers. City of Oral Springs
• Peers are organizations with similar City of Fort
Beach, FL
City of Fort Lauderdale, FL
jobs where employees potentially are Ckof Wlandale Beach, FL
recruited to/from. City of WI v,��J, FL
• Analyzed external (market) equity for City of Miramer,FL
40 benchmarked classifications city of North Lauderdale, FL
selected by the City. city'of Oakland Park, FL
" of Parkland. FL
v{t;
• Benchmarks, which are selected as a City of Pembroke Pines,FL
cross section or sample of City of Plantation, FL
classifications in the City, can be used city of Pompano Buck, FL
to estimate market data for positions City of sunrise, FL
not surveyed. Miami-Dade Gounty, FL
y Palm Beach Count,. FL
Town of Davie,FL
compensation (Cont.
Salary range data collected for total of 40 benchmark classifications
(subset of all classifications) and compared the data at the range average:
Dania Beach was overall:
2.6% behind the peers at the minimum,
3.3% behind at the midpoint, and
3.8% behind at the maximum.
Midpoint
ID Classification Survey Minimum Survey
Average , D
1 Accountant $49,249.09 -1.1% $62,614.41 -0.9% $75,979.72 -0.7% 54.3% 18.0
2 Accounting Assistant $36,291.14 -0.1% $45,889.62 -0.2% $55,488.10 -0.3% 52.9% 17.0
3 Administrative Specialist 1 $34,078.19 -14.0% $42,816.39 -14.8% $51,554.60 -15.3% 51.3% 16.0
4 Beach Lifeguard $32,846.94 13.8% $40,959.62 14.8% $49,072.29 15.5% 49.4% 12.0
5 Billing&Collection Accounting Manager $57,437.27 2.9% $74,089.05 1.8% $90,740.83 1.0% 58.0% 14.0
6 Code Compliance Coordinator $39,185.17 1.9% $50,014.81 0.9% $60,844.45 0.2% 55.3% 12.0
7 Code Compliance Inspector $44,505.73 -5.8% $56,179.30 -5.9% $67,852.86 -6.0% 52.5% 15.0
8 Code Compliance Manager $59,158.72 -10.1% $76,273.77 -11.4% $93,388.82 -12.2% 57.9% 17.0
9 Controller $70,811.22 -8.6% $91,323.71 -9.8% $111,836.20 -10.6% 57.9% 16.0
10 Deputy City Clerk $56,625.06 -28.1% $72,867.06 -30.7% $89,109.06 -32.3% 57.4% 15.0
11 Deputy Public Service Director $85,641.05 1.9% $111,594.05 0.8% $137,547.05 0.0% 60.7% 12.0
12 Economic Development Manager $65,418.90 -0.3% $85,483.80 -2.8% $105,548.70 -4.4% 61.4% 11.0
13 Facilities Maintenance Technician $36,247.11 0.0% $46,256.38 -1.0% $56,265.66 -1.7% 55.2% 17.0
14 Fleet Mechanic $40,458.81 -1.3% $51,098.62 -1.2% $61,738.43 -1.2% 52.6% 13.0
15 Human Resources & Risk Management Director $86,122.95 -3.5% $116,681.31 -8.9% $147,239.67 -12.4% 71.0% 18.0
16 Human Resources Assistant $38,066.77 4.7% $48,509.77 3.9% $58,952.77 3.3% 54.9% 15.0
17 Human Resources Generalist $52,225.25 11.7% $67,064.25 11.1% $81,903.25 10.7% 56.8% 17.0
18 Information System Manager $69,964.16 2.6% $90,297.97 2.4% $110,631.79 2.3% 58.1% 16.0
19 Inspection Coordinator $39,333.05 1.6% $49,508.55 1.9% $59,684.05 2.1% 51.7% 8.0
20 IT Systems Technician $42,152.07 -5.5% $53,923.46 -6.8% $65,694.86 -7.7% 55.9% 15.0
Evergreen Solutions,LLC
PIP-
Midpoint Survey Maximum Survey Avg # Resp.
ID Classification Survey Minimum Survey
Average % Diff Average % Diff Average % Diff Range
21 Landscape Grounds Technician 1 $30,202.60 -11.4% $38,073.16 -12.4% $45,943.72 -13.1% 52.1% 16.0
22 Landscape/Grounds Technician III $36,979.06 -6.7% $46,702.46 -6.8% $56,425.86 -6.9% 52.6% 16.0
23 Legal Office Manager $51,480.07 4.2% $66,179.80 3.3% $80,879.53 2.8% 57.1% 8.0
24 Maintenance Worker/Equipment Operator 1 $30,152.64 -11.2% $37,718.82 -11.4% $45,285.01 -11.5% 50.2% 12.0
25 Maintenance Worker/Equipment Operator II $33,431.07 -6.6% $42,127.42 -7.6% $50,823.78 -8.2% 52.1% 14.0
26 Maintenance Worker/Equipment Operator III $40,296.47 4.2% $50,825.15 4.2% $61,353.83 4.2% 52.3% 14.0
27 Public Services Office Manager $49,764.95 7.4% $63,832.71 6.8% $77,900.46 6.4% 56.5% 13.0
28 Parking Enforcement Officer $32,008.06 -7.0% $40,212.07 -7.8% $48,416.08 -8.3% 51.3% 7.0
29 Permit Coordinator $40,154.16 -0.5% $51,234.41 -1.5% $62,314.66 -2.2% 55.2% 14.0
30 Permit Service Specialist $34,569.79 4.6% $44,049.50 3.5% $53,529.21 2.7% 54.9% 16.0
31 Planner $51,626.14 3.9% $66,113.20 3.4% $80,600.26 3.2% 56.1% 17.0
32 Public Works &Utilities Manager $64,038.76 -19.2% $82,286.97 -20.2% $100,535.19 -20.8% 57.0% 15.0
33 Recreation Assistant $26,802.47 -8.9% $33,750.92 -10.0% $40,699.36 -10.6% 51.8% 16.0
34 Recreation Program Manager $49,028.95 8.7% $62,983.89 8.0% $76,938.83 7.6% 56.9% 16.0
35 Solid Waste Manager $63,251.65 -17.7% $81,557.03 -19.1% $99,862.41 -20.0% 57.9% 10.0
36 Streets Manager $56,130.31 -4.5% $71,787.28 -4.8% $87,444.25 -5.1% 55.8% 15.0
37 Treatment Operator-A $45,830.51 1.0% $58,026.09 0.8% $70,221.67 0.6% 53.2% 13.0
38 Utilities Mechanic ll-Distribution $41,228.31 -8.2% $51,999.96 -8.1% $62,771.61 -8.1% 52.3% 14.0
39 Utilities Mechanic III-Sewer $42,725.32 3.3% $53,514.32 4.1% $64,303.32 4.6% 50.5% 14.0
40 Utility Customer Service Technician $33,779.01 -2.5% $42,185.45 -1.5% 1 $50,591.88 -0.9% 49.8% 13.0
pp-
-'A
compensation (Cont.
Developed new, competitive open-range Grade Minimum Midpoint
Spread Progression
pay plan. 101 $ 25,840 $ 32,300 $ 38,760 50%
➢ New pay plan uses HR best practices 102 $ 27,132 $ 33,915 $ 40,698 50% 5%
103 $ 28,489 $ 35,611 $ 42,733 50% 5%
➢ Reduced number of grades - 33 to 26 104 $ 29,913 $ 37,392 $ 44,870 50% 5%
105 $ 31,409 $ 39,261 $ 47,113 50% 5%
106 $ 32,979 $ 41,224 $ 49,469 50% 5%
➢ Minimum of grade 101 and maximum 107 $ 34,628 $ 43,285 $ 51,943 50% 5%
of grade 126 supported by market data. 108 $ 36,360 $ 45,450 $ 54,540 50% 5%
109 $ 38,178 $ 47,722 $ 57,267 50% 5%
110 $ 40,468 $ 51,597 $ 62,726 55% 6%
➢ Increased range spreads and grade 111 $ 42,897 $ 54,693 $ 66,490 55% 6%
progression: 112 $ 45,470 $ 57,975 $ 70,479 55% 6%
113 $ 48,199 $ 61,453 $ 74,708 55% 6%
114 $ 51,090 $ 65,140 $ 79,190 55% 6%
Range spreads: Grades 101 - 109: 50% 115 $ 54,156 $ 69,049 $ 83,942 55% 6%
Grades 110 - 12 0: 55% 116 $ 57,405 $ 73,192 $ 88,978 55% 6%
Grades 121 - 124: 60% 117 $ 60,850 $ 77,583 $ 94,317 55% 6%
Grades 125 - 126: 70% 118 $ 64,500 $ 82,238 $ 99,976 55% 6%
119 $ 68,371 $ 87,172 $ 105,974 55% 6%
120 $ 72,473 $ 92,403 $ 112,333 55% 6%
Progression: 5% for grades 102-109 121 $ 77,546 $ 100,810 $ 124,073 60% 7%
6% for grades 110-120 122 $ 82,974 $ 107,866 $ 132,758 60% 7%
7% for grades 121 -126 123 $ 88,782 $ 115,417 $ 142,052 60% 7%
124 $ 94,997 $ 123,496 $ 151,995 60% 7%
125 $ 101,647 $ 137,223 $ 172,800 70% 7%
126 $ 108,762 $ 146,829 $ 184,895 70% 7%
Implementation
Developed options to transition employees to new pay plan
• All options include costs of moving employees under proposed
grade minimum to the new grade minimum.
Implem en to tlon (con t.
Move Toward Midpoint (Market) - 3 Tier Class Date): Option I
Salaries are adjusted based on classification date and Compa-Ratio (Market).
Ex: Salary at 75% of the market point (Comps-Ratio) would be brought to 79% of the
market point with less than 3 years in the classification.
Salary brought to 80% if classification tenure is 3 to 7 years,
Salary brought to 81% if classification tenure is greater than 7 years.
Increments are designed to give larger adjustments (percentage) for salaries that
are currently furthest from the market point and based on tenure in the classification,
and also provide greater adjustments for salaries based on more tenure in the
classification.
Salaries that are currently at or above the proposed midpoint are not changed.
T_ 1 _ I _ 1' _1 _ 1' _ 1 - _1 1 /ti%M— A I A
• iotai annuailzoQ estimated cost = '?U310,iU
• Plus related estimated benefits $ 91876
• Total est. financial Impact $753495
Number of Exempt employees receiving adjustments = 1
Number of NE employees receiving adjustments = 69
Evergreen Solutions,LLC
1L
'A
implem en to tlon (con t.
Move To Midpoint (Market) - 3 Tier (Class Date): Option 11
Salaries are adjusted based on classification date and Compa-Ratio (Marke ).
Ex: Salary at 75% of the market point (Compa-Ratio) would be brought to 79% of the
market point with less than 2 years in the classification.
Salary brought to 90% if classification tenure is 2 to 5 years,
Salary brought to 100% if classification tenure is greater than 5 years.
Increments are designed to give larger adjustments (percentage) for salaries that
are currently furthest from the market point and based on tenure in the classification,
and also provide greater adjustments for salaries based on more tenure in the
classification.
Salaries that are currently at or above the proposed midpoint are not changed.
• Total annualized estimated cost = $1689049
• Plus related estimated benefits 375892
• Total estimated financial impact= $2059941
• Number of Exempt employees receiving adjustments = 10
• Number of NE employees receiving adjustments = 69
Implementation (cont.
Staff Recommended Option (Option II Phased in over 3 years)
Effective October 1 , 2019 all employees are brought to the proposed grade
minimum, then are given one third of the proposed adjustment. On October 1 , 2020
employees receive another third of the proposed adjustment. The third and final
adjustment is applied on October 1 , 2021 .
• Phase 1 estimated cost = $ 68,647 including est. benefits
• # employees who would receive adjustments = 75
• Phase 2 estimated cost = $ 68,647 including est. benefits
• # employees who would receive adjustments = 75
• Phase 3 estimated cost = $ 68,647 including est. benefits
• # employees who would receive adjustments = 75
Implem en to tlon (can t.
Cost Estimates by Department :
MOVE TOWA MOVE TOWARD
MARKET(3 Tier MARKET(Alt 3 Tier
DEPARTMENT �, ��; Class Date) - Annu� Class Date) -
• Cost Annual Cost
City Attorney $ - $ 509.85 $ 509.85
City Clerk $ 160.87 $ 160.87 $ 160.87
City Manager $ - $ 3,867.63 $ 14,145.65
Community Development $ 1,348.33 $ 7,542.22 $ 19,755.73
C RA $ 2,869.53 $ 5,006.64 $ 5,483.86
Finance $ 1,095.82 $ 15,251.52 $ 46,176.21
Human Resources & Risk Management $ - $ - $ -
Information System $ - $ 1,766.15 $ 5,047.74
Parking $ - $ 615.73 $ 2,058.58
Parks & Recreation $ - $ 13,484.52 $ 42,527.21
Public Services $ 3,427.41 $ 17,414.27 $ 32,183.39
Public Services/Fleet $ - $ - $ -
City Total $ 8,901.96 $ 65,619.40 $ 168,049.07
Estimated Benefits $ 9,876.00 $ 37,892.00
Total Esitmated Financial Impact $ 75,495.40 $ 205,941.07
• ALL cost options include bringing employees to proposed minimums
15
Implementation Plan
• Adopt a compensation and classification plan structure.
• Revise existing pay grades and adjust per the adopted comp &
class plan structure.
• Commence to implement October 1 , 2019 — FY 2020.
• Administer and maintain the new plan; communicate accordingly,
and make pay grade/range adjustments as necessary.
• Conduct a comprehensive study every five years.
Thank You
Lee Bouchelle, MS
Senior Consultant
Evergreen Solutions, LLC
2878 Remington Green Circle
Tallahassee, Florida 32308
850.383.0111
www ConsultEvergreen.com
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Overview Commission Salaries Et Benefits
► Budeeted Fiscal year 2019
Annual Gross Salaries:
► Mayor: $35,205
► Vice-Mayor: $33,182
► Commissioners: $33,182
Annual Benefits
► Healthcare (including dental and vision) z -
► $22,440 for family coverage ;
► $8,414 for single coverage },
► FRS 48.7% of Gross pay
► Expense allowance: $6,000 annually ($230.77 per pay period)
*Total Compensation Package w/ family $78,766, w/single $64,740 ''
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Expense Allowance
► An expense allowance is monies allocated to an employee to cover ordinary and
necessary expenses incurred during the course of doing business. It is taxable by
the IRS as ordinary income but it should NOT be considered as part of one's salary.
" This is considered a non-accountable plan".
► Typical examples of items that should be included under the expense allowance
would include but are not limited to the following:
► Local mileage, parking, tolls Ft transit fare within the Tri-County area while conducting
City business (no overnight stay) ,
► Non-travel meals - not related to City business ;.
► Entertaining, Personal Flower or Plant Deliveries (congratulatory or condolences)
► Cell phone use ,
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► Individual Professional Subscriptions or Dues for professional or trade organizations
► Basic work related supplies (personal portfolios, basic office supplies, etc.)
*Utilizing an non-accountable expense allowance is preferred over a reimbursement system F
(accountable plan). Reimbursements systems require completion of expenses reports,
�. tracking of receipts, reconciliation reports, requirement to provide a tax exempt certificate
for all purchases, more subject to scrutiny, and wait time for reimbursement check.
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Commission Travel Policy for Conferences
BASIC DEFINITIONS
► Out of State
► Defined as any trip out of the State of Florida
► Out of Town
► Defined as outside of the Tri-County Area within the State of
Florida f . .
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► Local Travel '
► Defined as Travel within the Tri-County area of Palm Beach,
Broward and Miami-Dade Counties. "
' Overnight accommodations has been approved for "Commissioners
only" within the Tri-County area
Commission Travel Policy for Conferences
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► Items included
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► Conference Fee
► Hotel '
► Conference Parking
► Per Diem per IRS limits (Meals Et Incidentals i.e. Tips) ;5
► Rental Car, Shuttles, Taxi, Uber or Mileage if Applicable
► Tolls
*Current allocation - per adopted FY 19 budget - $18K
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Commission Discussion on Proposed Travel/Policy
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r Commission Discussion - Cit Hall Capital Im rovements .
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Including 2nd Floor West Wing
Budget Allocation
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Commission Budget Discussion
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Approved FY 2019
► Professional Services
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► Chamber of Commerce $40K °
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► Grant Writer - Contractual or FY 2020 FT Position $35K
► Ron Book, Legislative $55K
No. The Gabaton Group $45K �.
► Misc. Consulting $10K
► Travel 8t Training $18Kf r
► Promotional Activities
► Chamber Directory $5K .
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► Mayors Award - Olsen Middle School $50
► Miscellaneous Sponsorships $15KIS
► Port Everglades Annual Luncheon $1 K
► State of the City Video $7K '
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* Total $231K
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Commission Budget Discussion
Approved FY 2019
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► Miscellaneous Operating Supplies
► Green Advisory Board $1 .5K
► Other $3.OK
► Uniforms - Clothing Budget ?
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► Public workshop refreshments (coffee, tea, water, etc.)?
► Memberships - Citywide
► Broward League of Cities $2.7K :_
► Florida League of Cities $3.7K
► Florida Shore &t Beach Preservation _z
$500 r
ar ► Greater Chamber of Commerce $210
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► National League of Cities $2.1 K
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�'! ► Miscellaneous Memberships 1 K
* Total
$14.7K
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Commission Budget Discussion
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Approved FY 2019
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No. Aide t0 Private Organizations $40K
*Increased/amended after budget adop on t0: $55.2K \
FY 2019 approved donations providedin handout for Commission discusSOn. /
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Commission Discussion on Super Bowl Initiatives
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Commission Budget Worksheet Report
PD Budget Year2020
DANIA BEACH
SEA It LIVE IT LOVE IT
2016 Actual 2017 Actual 2018 Actual 2019 Adopted 2019 Amended
Account Account Description Amount Amount Amount Budget Budget
Salaries and Wages
11-10 Salaries and Wages Executive 113,552.16 118,271.29 147,535.60 169,240.23 169,240.23
11-13 Salaries and Wages Expense Allowance 29,934.22 30,128.64 30,082.60 30,000.10 30,000.10
12-14 Salaries and Wages Cell Phone Stipend 965.20 964.41 962.56 959.92 959.92
Salaries and Wages Totals $144,451.58 $149,364.34 $178,580.76 $200,200.25 $200,200.25
Payroll Tax
21-10 FICA Taxes 8,226.06 8,267.28 9,831.21 12,352.89 12,352.89
21-20 FICA Medicare 1,923.82 1,933.47 2,299.22 2,889.00 2,889.00
Payroll Tax Totals $10,149.88 $10,200.75 $12,130.43 $15,241.89 $15,241.89
Retirement Contributions
22-20 Retirement Contributions FRS Pension 46,585.00 50,811.81 68,512.01 82,419.90 82,419.90
Insurance and Other
23-10 Life and Health Insurance Insurance 50,357.78 71,378.82 82,676.23 91,864.24 91,864.24
24-10 Workers'Compensation Premium 471.57 554.49 261.82 422.82 422.82
Insurance and Other Totals $50,829.35 $71,933.31 $82,938.05 $92,287.06 $92,287.06
10 Personal Services Totals $252,015.81 $282,310.21 $342,161.25 $390,149.10 $390,149.10
30 Operating Expenditures
Professional Services
31-10 Prof.Services General 136,749.86 102,166.54 159,628.87 184,992.00 184,992.00
40-10 Travel and Per Diem Training* 6,134.31 12,699.29 14,927.97 18,000.00 18,000.00
41-10 Communications Services Telephone .00 407.87 250.38 700.00 700.00
47-10 Printing and Binding General 69.45 89.94 .00 500.00 500.00
48-10 Promotional Activities General 14,239.50 14,739.13 21,465.17 28,050.00 28,050.00
48-13 Promotional Activities MLK Celebration .00 .00 .00 .00 320.00
51-10 Office Supplies General 5.88 183.49 113.88 250.00 250.00
52-20 Operating Supplies Miscellaneous 734.37 1,467.83 4,468.47 4,525.00 4,525.00
54-20 Books/Publications, Memberships,Subscriptions 8,558.00 8,860.21 9,490.00 10,340.00 10,340.00
30 Operating Expenditures Totals $166,491.37 $140,614.30 $210,344.74 $247,357.00 $247,677.00
80 Grants and Aids
82-10 Aids to Private Organizations** 35,000.00 35,000.00 40,000.00 40,000.00 55,200.00
Department it-City Commission Totals
$453,507.18 $457,924.51 $592,505.99 $677,506.10 $693,026.10
* Trending towards budget overage
*' Increased after original budget was adopted.
Run by Adam Segal on 04/18/2019 09:42:50 AM Page 1 of 1
CITY OF DANIA BEACH CHARITABLE DONATION FUNDING LIST FY 2018-2019
2017-2018 1017-2018 2018-2019 2018-2019
City State Donation City Paid Donation Commission
Organization Contact Person Street Address Zip Request Donation Request Approved
ADRC-Aging&Disability Resource Edith Lederberg, Sunrise, FL
Center of Broward County Executive Director 5300 Hiatus Road 33351 $ 17,975.00 $ 6,370.00 $18,736.00 $ 6,370.00
Barbara-Ann North
Weinstein, 840 SW 81st Lauderdale,
Family Central President/CEO Avenue FL 33068 n/a n/a $ 6,000.00 $
Joyce Curtis, Hollywood,
Jubilee Center of South Broward Executive Director 2020 Scott Street FL 33022 $ 5,000.00 $ 1,350.00 $ 5,000.00 $ 1,350.00
255 NW 12th Dania Beach,
Tamara James Foundation Tammie James Avenue FL 33004 $ 10,000.00 $ 2,730.00 $10,000.00 $ 2,730.00
Mary Riedel, Lauderdale,
Women In Distress President/CEO PO Box 676 FL 33302 $ 3,500.00 $ 3,640.00 $ 3,000.00 $ 3,640.00
363 t.
American Cancer Society-Dania Commercial Blvd. I auderdale,
Beach Relay for Life Jessica DeBlois Suite 100 FL 33309 n/a n/a $ - $ -
Merws or me vanum noaca raw lien aro
Library-Assist in promotion&development of Linda Wilson, 1 Park Avenue Dania Beach,
public librnrn in DB Secretary East Fl,33004 $ 3,500.00 $ 3,640.00 $ 3,500.00 $ 3,640.00
Stephanie Pollard, 250 NE 33rd Oakland Park,
Broward 2-1-1 Director,Grants Street FL 33334 $ 2,500.00 $ 1,820.00 $ 2,500.00 $ 1,820.00
Marjorie Evans,CEO pompano
Faye Wright-Simpson, Beach,FL
Broward Children's Center Grant Writer 200 SE 19th Ave 3,3040 $ 10,000.00 $ 2,730.00 $ 7,000.00 $ 2,730.00
Dania Beach,
WELLS Foundation,Inc. Alma Wright 800 NW 1st Ave FL 33004 n/a n/a $ - $ -
Liberia Economic&Social Henry L.Graham, 3220 North 24th Hollywood,
Development,Inc. Executive Director Ave FL 33020 $ 5,000.00 $ 1,820.00 $ 4,500.00 $ 1,820.00
Polly Wilkie, 10400 Griffin Cooper City,
Prestige Club of SW Broward CEO/Founder Road,Suite 303c FL 33328 $ 10,000.00 $ 3,640.00 $ 8,000.00 $ 3,640.00
Hollywood Florida Scholarship Hollywood,
Foundation Pat Clnukerman PO Box 81761 FL 33081 $ 5,000.00 $ 2,730.00 $ 5,000.00 $ 2,730.00
Broward Regional Health Planning Michael DeLuca, 200 Oakwood Hollywood,
Council,Inc(BRHPC) President&CEO Lane,Suite 100 FL 33020 $ 15,000.00 " °� 30 4 - $ -
o ywoo ,
St.Luke Lodge#530 Aaron Griffin 2207 Forrest Street FL 33020 n/a n/a $ $ -
Junior Achievement of South Florida Laurie Sallarulo, 1130 Coconut Coconut
JA World Huizenga Ctr at Broward CEO Creek Blvd Creek,FL $ 9,200.00 $ $ 3,380.00 $CEd orley,BA Ft.Laud
House of Hope,Inc Development Mgr. 908 SW 1st St 3';3312 $ 2,500.00 $ $ 2,500.00 $
4hariene vares; Sunnse, FL
Go Green Kids World,Inc Director 580SE 13th St 3,3351 n/a n/a $ - $ -
1�ollywood,
For the Love of our Nation Corp Orvrill Dwyer 618 N 24th Ave FL 33020 $ 25,000.00 $ 1,800.00 $ $ 2,000.00
Center for Hearing and Regional Executive 2900 W Cypress Ft Laud FL
Communication Director Creek Road 33309 $ 1,480.00 $ $ $ -
6301 NW 5 Way Ft Laud FL
Early Learning Coalition of Broward Christina Klima Suite 3400 33309 $ 15,000,00 $ 1,365.00 $15,000.00 $ 1,365.00
Ent Laud FL
Royal Palm Chapter#121 Anthony S.Graham 1121 NW 5 St. 33311 $ 2,000.00 $ 1,365.00 $ 2,000.00 $ 1,365.00
$125,655.00 $35,000.00 $96,116.00 $ 35,200.00
2018-2019
Commission
Organization Contact Person Street Address Zip Code Approved
Tracy Jackson, 1050 NW 2nd St
Collins Elementary School Principal Dania Beach,FL 33004 $ 2,000.00
Lewis Jackson, 300 SE 2nd Ave I
Dania Elementary School Principal Dania Beach,FL 33004 $ 2,000.00
Valerie Harris, 330 SE I Ith Terr
Olsen Middle School Principal Dania Beach,FL 33004 $ 2,000.00
3500 N 22 Ave
Attacks Middle School Errol Evans,Principal Hollywood,FL 33020 $ 2,000.00
Lotosha Williams, 2400 Meade Street I
Mary M.Bethune Elementary School Principal Hollywood,FL i330201 $ 2,000.00
Lourdes Gonzalez, 5400 Stirling Rd
Hollywood Hills High School Principal Hollywood,FL 33021 $ 2,000.00
Patty Brown, 1901 N Fed Hwy
South Broward High School Interm Princi al Hollywood,FL 33020 $ 2,000.00
$ 14,000.00
Total $ 49,200.00
Gangrel's Wrestling Asylum Inc 1/8/19 Commission approved donation 1 000.00
Total 50,200.00
Chris Hixon Athletic Scholarship
Foundation 1212712018 Commission approved donation Total 5 000.00
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