Resolution 2004-306
16E?
RESOLUTION NO. 2004- 306
A RESOLUTION APPROVING THE 2005 FISCAL YEAR PA Y AND
CLASSIFICATION PLAN, PROVIDING FOR A GENERAL WAGE ADJUSTMENT
AND MERIT INCREASE AND ALSO AUTHORIZING THE CREATION OF NEW
CLASSIFICATIONS, MODIFICATION AND/OR DELETION OF
CLASSIFICATIONS AND ASSIGNMENT OF PAY RANGES FROM THE 2005
FISCAL YEAR PAY AND CLASSIFICATION PLAN, USING THE EXISTING
"ARCHER" POINT-FACTOR JOB EVALUATION SYSTEM, FOR POSITIONS
BELOW THE LEVEL OF DIRECTOR, SUBJECT TO QUARTERLY RA TIFICA TION
BY THE BOARD OF COUNTY COMMISSIONERS.
WHEREAS, it has been the policy of Collier County to establish and administer a
system of compensation based on principles of public accountability, external
competitiveness, internal equity, relative complexity and responsibility between
classifications, market economic conditions, County financial policies and appropriate
federal, state and local laws pertaining to compensation so as to contribute to an
environment conducive to employee motivation and productivity as is more fully set forth
in Ordinance No. 96-40, as amended by Ordinance No. 2001-50; and
WHEREAS, the Board of County Commissioners believes this policy may be
achieved through a combination of an annual pay and classification plan for employees
under the administration of the County Manager and the approval from time to time, and
as appropriate, of general wage adjustments and merit increase; and
WHEREAS, recent history indicates that the creation of new classifications,
adjustment of salary ranges, modification of job responsibilities and other changes to
prior Annual Pay and Classification Plans, resulting from organizational realignment or
other similar measures, is occurring annually in greater instances, there is a need to
promptly approve such modifications to the pay plan, using the existing "Archer' point-
factor job evaluation system, involving positions lower than the Director level, subject to
subsequent quarterly ratification by the Board of County Commissioners.
NOW THEREFORE BE IT RESOLVED BY THE BOARD OF COUNTY
COMMISSIONERS OF COLLIER COUNTY, FLORIDA, that:
1. The 2005 Fiscal Year Pay and Classification Plan for employees under the
administration of the County Manager, a copy of which is attached hereto as Exhibit 1, is
hereby approved and adopted.
2. A general wage adjustment (i.e., cost of living adjustment) of 2.1 % for
employees under the administration of the County Manager, as is more particularly
described in Exhibit 2 hereto, is hereby approved and adopted.
3. A merit increase for employees under the administration of the County
Manager, as is more particularly described in Exhibit 2 hereto, is hereby approved and
16E2"""
adopted. This merit increase, whether paid as a lump sum or otherwise, depending upon
the status of the employee, is compensation for work to be performed in fiscal year 2005
although the percentage of increase shall be governed by each employee's most recent
performance evaluation prior to October 1, 2004.
4. Employees under the administration of the County Manager who are also
subject to a collective bargaining agreement shall, however, continue to be paid and
receive increases in accordance with the terms of the governing collective bargaining
agreement.
5. In order to avoid future delay in creating new and/or modified
classifications, assigning salary ranges and to promote more efficient hiring practices and
aid in promptly paying County employees whose employment responsibilities have been
adjusted or modified, it is necessary to devise a policy that promotes swift amendments to
the Annual Pay and Classification Plan; and
6. The Board of County Commissioners believes this policy is best achieved,
with respect to positions below the level of Director, by allowing the creation, adjustment
or modification of such job classifications effective immediately, using the existing
"Archer" point-factor job evaluation system and without prior approval from the Board of
County Commissioners, but subject to quarterly ratification by the Board during regularly
scheduled meetings each fiscal year.
PASSED AND DULY ADOPTED by the Board of County Commissioners of
Collier County, Florida, this 28th day of September, 2004.
. ~ " .
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AT~T. ..... (-'c.
Dwt(1Hf"E.: .8ROCK,1Clerk
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L.
BOARD OF COUNTY COMMISSIONERS
COLLIER CO TY, FLORIDA
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A FIALA, Chairman
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By:
A~ ~ f7!J~wLuffiCienCY:
Scott R. Teach, Assistant County Attorney
tlsm'\ UJ E d-
16£2
EXECUTIVE SUMMARY
Recommendation to adopt a resolution approving the 2005 Fiscal Year Pay and
Classification Plan, providing for a general wage adjustment and merit increase and also
authorizing the creation of new classifications, modification and/or deletion of
classifications and assignment of pay ranges from the proposed 2005 Fiscal Year Pay and
Classification Plan, using the existing "Archer" point-factor job evaluation system, for
positions below the level of Director, subject to quarterly ratification by the Board of County
Commissioners.
OBJECTIVE: For the Board of County Commissioners to adopt a Resolution approving the 2005
Fiscal Year Pay and Classification Plan, providing for a general wage adjustment and merit increase
and also authorizing the creation of new job titles, modification of job responsibilities and
adjustment of pay ranges from the proposed 2005 Fiscal Year Pay and Classification Plan, using the
existing "Archer" point-factor job evaluation system, for positions below the level of director,
subject to quarterly ratification by the Board.
CONSIDERATION:
Attached to the proposed Resolution as Exhibit lis the County's 2005 Fiscal Year Pay and
Classification Plan. Attached as Exhibit 2 to the proposed Resolution is a more detailed description
of the FY 2005 salary adjustments to be effected by the proposed Resolution. The proposed
Resolution shall apply to all employees under the administration of the County Manager except
those employees under the administration of the County Manager who are also subject to a collective
bargaining agreement. Such employees shall continue to be paid and receive increases in
accordance with the governing collective bargaining agreement.
Collier County has been recognized as one of the fastest growing metropolitan areas in the country.
Growth of this magnitude impacts all areas of the County, including its ability to attract and retain
high quality employees. To attain this strategic objective, it is essential that base salaries and ranges
remain competitive, which was achieved through the Pay and Classification Study conducted in
2001. Through analysis of local market data and the data of other Florida governmental agencies, as
well as our ability to attract the best candidates nationally, it has been determined that it is necessary
at this time to adjust the marketpoints of pay ranges 17 through 36 as reflected on Exhibits 1 and 2 to
the proposed Resolution.
In addition the proposed Resolution seeks authorization from the Board to create new classifications,
modify and/or delete classifications and assign pay ranges, using the existing "Archer" point-factor
job evaluation system, for positions below the level of director from the pay ranges set forth in the
proposed Fiscal Year 2005 Pay and Classification Plan, subject to quarterly ratification by the Board.
The County must also consider the issue of longevity and recognize that from time to time it is
necessary to pay "above the maximum" of the range associated with a given classification in order to
retain an individual who possesses skills and knowledge that are essential to the operation of the
16£2
County. This will be achieved by paying employees partially or fully in the form of a lump sum
merit increase on or before November 04, 2004. In addition, merit increases will be paid fully in a
lump sum to all Directors and equivalent positions and to all Division Administrators and will be
paid partially or fully to any other employee whose base pay equals or exceeds 110% of the
marketpoint. The percentage of the lump sum merit increase will be based upon prior performance;
however, the increase will be compensation for work to be performed in Fiscal Year 2005.
Employees below 110% of the marketpoint will also be eligible to receive merit increases, which
may be partially paid as a lump sum depending upon their position within the salary range. The
proposed Resolution also provides for a general wage adjustment of 2.1 %. The details of the general
wage adjustment and merit increase are set forth in Exhibit 2 to the proposed Resolution.
FISCAL IMP ACT: The results of these actions will have a fiscal impact to the County for
minimum salary adjustments and will allow for movement within the range consistent with CMA
Instruction 5341, Compensation Administration.
GROWTH MANAGEMENT IMP ACT: There is no growth management impact associated with
this Executive Summary.
RECOMMENDATION: It is recommended that the Board of Commissioners adopt the proposed
Resolution approving the 2005 Fiscal Year Pay and Classification Plan, the general wage adjustment
and merit increase described in Exhibit 2 to the proposed Resolution and authorizing the creation of
new classifications, modification and/or deletion of classifications and assignment of pay ranges,
using the existing "Archer" point-factor job evaluation system, for positions below the level of
director from the proposed 2005 Pay and Classification Plan, subject to quarterly ratification by the
Board.
Prepared by: Donald B. Albonesi, Manager - Compensation, Human Resources Department
Scott Teach, Assistant County Attorney, County Attorney's Office
16£2
FISCAL YEAR 2005 BOARD OF COLLIER COUNTY Exhibit 1
COMMISSIONERS PAY AND CLASSIFICATION PLAN
LUMP
GRADE TITLE MIN MKTPT MAX SUM
MERIT
POINT
Blue Plan (Non-exempt classifications shown as hourlv: exempt
shown as a[lnué!U
4 COURIER $8.7450 $10.9313 $13.7649 $12.0244
CUSTODIAN $8.7450 $10.9313 $13.7649 $12.0244
LIBRARY PAGE $8.7450 $10.9313 $13.7649 $12.0244
5 CHILDCARE WORKER $9.1731 $11.4663 $14.4389 $12.6130
INVENTORY CLERK $9.1731 $11.4663 $14.4389 $12.6130
MAIL CLERK $9.1731 $11.4663 $14.4389 $12.6130
PARKS & RECREATION ATTENDANT $9.1731 $11.4663 $14.4389 $12.6130
RECREATION WORKER (SUMMER PROGRAMS) $9.1731 $11.4663 $14.4389 $12.6130
6 $9.6323 $12.0404 $15.1620 $13.2444
7 LIFEGUARD $10.1142 $12.6428 $15.9207 $13.9071
PARKS & RECREATION ASSISTANT $10.1142 $12.6428 $15.9207 $13.9071
8 CUSTOMER SERVICE REPRESENTATIVE $10.6200 $13.2750 $16.7163 $14.6025
LIBRARY ASSISTANT $10.6200 $13.2750 $16.7163 $14.6025
MAINTENANCE WORKER $10.6200 $13.2750 $16.7163 $14.6025
9 FISCAL REPRESENTATIVE $11. 1508 $13.9385 $17.5519 $15.3323
KENNEL TECHNICIAN $11.1508 $13.9385 $17.5519 $15.3323
METER READER $11. 1508 $13.9385 $17.5519 $15.3323
SECURITY OFFICER $11 . 1508 $13.9385 $17.5519 $15.3323
10 $11.7077 $14.6346 $18.4288 $16.0981
11 EQUIPMENT OPERATOR $12.2935 $15.3668 $19.3505 $16.9035
LABORATORY TECHNICIAN ASSISTANT $12.2935 $15.3668 $19.3505 $16.9035
PARTS CLERK $12.2935 $15.3668 $19.3505 $16.9035
PLANT OPERATOR, TRAINEE $12.2935 $15.3668 $19.3505 $16.9035
SERVICE WRITER $12.2935 $15.3668 $19.3505 $16.9035
TRAFFIC SIGN TECHNICIAN $12.2935 $15.3668 $19.3505 $16.9035
TRANSPORTATION COORDINATOR $12.2935 $15.3668 $19.3505 $16.9035
VETERINARIAN TECHNICIAN $12.2935 $15.3668 $19.3505 $16.9035
12 F ~. ú ",
CASE MANAGER ASSISTANT $13.0385 $16.2981 $20.5236 $17.9279
CUSTOMER SERVICE SPECIALIST $13.0385 $16.2981 $20.5236 $17.9279
FLEET SERVICES TECHNICIAN $13.0385 $16.2981 $20.5236 $17.9279
LIBRARY ASSOCIATE $13.0385 $16.2981 $20.5236 $17.9279
16£2
MUSEUM ASSISTANT $13.0385 $16.2981 $20.5236 $17.9279
PARKS & RECREATION PROGRAM LEADER $13.0385 $16.2981 $20.5236 $17.9279
SECURITY SERGEANT $13.0385 $16.2981 $20.5236 $17.9279
UTILITY TECHNICIAN $13.0385 $16.2981 $20.5236 $17.9279
13 ADMINISTRATIVE SECRETARY $13.6904 $17.1135 $21.5495 $18.8248
EQUIPMENT OPERATOR, SENIOR $13.6904 $17.1135 $21.5495 $18.8248
FISCAL TECHNICIAN $13.6904 $17.1135 $21.5495 $18.8248
GRAPHICS TECHNICIAN $13.6904 $17.1135 $21.5495 $18.8248
LIBRARY TECHNOLOGY SPECIALIST $13.6904 $17.1135 $21.5495 $18.8248
MAINTENANCE SPECIALIST $13.6904 $17 .1135 $21.5495 $18.8248
PARK RANGER $13.6904 $17 .1135 $21.5495 $18.8248
PERMITTING TECHNICIAN $13.6904 $17.1135 $21.5495 $18.8248
PLANT OPERATOR $13.6904 $17.1135 $21.5495 $18.8248
TRADESWORKER, APPRENTICE $13.6904 $17.1135 $21.5495 $18.8248
VOLUNTEER COORDINATOR $13.6904 $17.1135 $21.5495 $18.8248
14 ANIMAL CONTROL OFFICER $14.3754 $17.9692 $22.6274 $19.7662
CODE ENFORCEMENT INVESTIGATOR $14.3754 $17.9692 $22.6274 $19.7662
CONTRACTS TECHNICIAN $14.3754 $17.9692 $22.6274 $19.7662
CREW LEADER $14.3754 $17.9692 $22.6274 $19.7662
GRAPHICS TECHNICIAN, SENIOR $14.3754 $17.9692 $22.6274 $19.7662
HUMAN RESOURCES TECHNICIAN $14.3754 $17.9692 $22.6274 $19.7662
IMPACT FEE SPECIALIST $14.3754 $17.9692 $22.6274 $19.7662
PURCHASING TECHNICIAN $14.3754 $17.9692 $22.6274 $19.7662
SUPERVISOR - ROAD MAl NT. WAREHOUSE $14.3754 $17.9692 $22.6274 $19.7662
TRAFFIC SIGNAL TECHNICIAN $14.3754 $17.9692 $22.6274 $19.7662
15 ADMINISTRATIVE ASSISTANT $15.0942 $18.8678 $23.7596 $20.7546
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ASSISTANT RECYCLING COORDINATOR $15.0942 $18.8678 $23.7596 $20.7546
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CITIZEN LIAISON $15.0942 $18.8678 $23.7596 $20.7546
CREW LEADER, SENIOR $15.0942 $18.8678 $23.7596 $20.7546
EMERGENCY MANAGEMENT TECHNICIAN $15.0942 $18.8678 $23.7596 $20.7546
EMS SUPPLY CENTER SPECIALIST $15.0942 $18.8678 $23.7596 $20.7546
FEMA COORDINATOR $15.0942 $18.8678 $23.7596 $20.7546
GRANTS SUPPORT SPECIALIST $15.0942 $18.8678 $23.7596 $20.7546
HEAVY EQUIPMENT OPERATOR $15.0942 $18.8678 $23.7596 $20.7546
HUD GRANT ANALYST $15.0942 $18.8678 $23.7596 $20.7546
LABORATORY TECHNICIAN $15.0942 $18.8678 $23.7596 $20.7546
LICENSING COMPLIANCE OFFICER $15.0942 $18.8678 $23.7596 $20.7546
MANAGER - PARTS $15.0942 $18.8678 $23.7596 $20.7546
NETWORK SPECIALIST $15.0942 $18.8678 $23.7596 $20.7546
ODOR CONTROL SPECIALIST $15.0942 $18.8678 $23.7596 $20.7546
PLANNING TECHNICIAN $15.0942 $18.8678 $23.7596 $20.7546
PRETREATMENT INSPECTOR $15.0942 $18.8678 $23.7596 $20.7546
RISK TECHNICIAN $15.0942 $18.8678 $23.7596 $20.7546
SCADA OPERATOR $15.0942 $18.8678 $23.7596 $20.7546
SHIP LOAN PROCESSOR $15.0942 $18.8678 $23.7596 $20.7546
TELECOMMUNICATIONS ANALYST $15.0942 $18.8678 $23.7596 $20.7546
16£2
TOURISM ADMINISTRATIVE ASSISTANT $15.0942 $18.8678 $23.7596 $20.7546
TRADESWORKER, JOURNEYMAN $15.0942 $18.8678 $23.7596 $20.7546
16 ACCOUNTING TECHNICIAN $15.8488 $19.8111 $24.9471 $21.7922
ADMINISTRATIVE AIDE TO THE BCC $15.8488 $19.8111 $24.9471 $21.7922
ADMINISTRATIVE ASSISTANT, SENIOR $15.8488 $19.8111 $24.9471 $21.7922
CODE ENFORCEMENT INVESTIGATOR, SENIOR $15.8488 $19.8111 $24.9471 $21.7922
ENGINEERING TECHNICIAN $15.8488 $19.8111 $24.9471 $21.7922
EXECUTIVE SECRETARY $15.8488 $19.8111 $24.9471 $21.7922
FACILITIES COMPLIANCE OFFICER $15.8488 $19.8111 $24.9471 $21.7922
GIS TECHNICIAN $15.8488 $19.8111 $24.9471 $21.7922
INSTRUMENT A TION/ELECTRICAL TECHNICIAN $15.8488 $19.8111 $24.9471 $21.7922
LIBRARY OUTREACH SPECIALIST $15.8488 $19.8111 $24.9471 $21.7922
OPERATIONS COORDINATOR $15.8488 $19.8111 $24.9471 $21.7922
PLANT MECHANIC $15.8488 $19.8111 $24.9471 $21.7922
PLANT OPERA TOR, SENIOR $15.8488 $19.8111 $24.9471 $21.7922
PROPERTY ACQUISITION SPECIALIST $15.8488 $19.8111 $24.9471 $21.7922
PUBLIC INFORMATION SPECIALIST $15.8488 $19.8111 $24.9471 $21.7922
WELL DRILLING INSPECTOR $15.8488 $19.8111 $24.9471 $21.7922
White Plan (Non-exempt classifications shown as hourlv: exempt
shown as annuall
17
FIELD SUPERVISOR $35,951 $43,315 $54,144 $47,647
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LIBRARIAN $35,951 $43,315 $54,144 $47,647
MUSEUM CURATOR - COLLECTIONS $35,951 $43,315 $54,144 $47,647
MUSEUM CURATOR - EDUCATION $35,951 $43,315 $54,144 $47,647
PARKS SPECIAL POPULATIONS COORDINATOR $35,951 $43,315 $54,144 $47,647
RECYCLING SPECIALIST $35,951 $43,315 $54,144 $47,647
SUPERVISOR - GRAPHICS $35,951 $43,315 $54,144 $47,647
SUPERVISOR - LICENSING COMPLIANCE $35,951 $43,315 $54,144 $47,647
F
SUPERVISOR - PARKS PROGRAMS $35,951 $43,315 $54,144 $47,647
18 ASSISTANT MANAGER - MUSEUM $37,750 $45,482 $56,853 $50,030
, 1
i
CABLE FRANCHISE COORDINATOR $37,750 $45,482 $56,853 $50,030
CASE MANAGER $37,750 $45,482 $56,853 $50,030
CHEMIST $37,750 $45,482 $56,853 $50,030
EDITOR/VIDEOGRAPHER $37,750 $45,482 $56,853 $50,030
EMS COMPLIANCE SPECIALIST $37,750 $45,482 $56,853 $50,030
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4.-,__
ENVIRONMENTAL SPECIALIST $37,750 $45,482 $56,853 $50,030
TH
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FIELD SUPERVISOR, SENIOR $37,750 $45,482 $56,853 $50,030
FILM AND ENTERTAINMENT INDUSTRY LIAISON $37,750 $45,482 $56,853 $50,030
C:;Ei'"j; " ¡
LIBRARIAN, SENIOR $37,750 $45,482 $56,853 $50,030
PLANNER $37,750 $45,482 $56,853 $50,030
to, F"E'\/! F< . SIC;N'3
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PROPERTY ACQUISITION SPECIALIST, SENIOR $37,750 $45,482 $56,853 $50,030
PROPERTY MANAGEMENT SPECIALIST $37,750 $45,482 $56,853 $50,030
PUBLIC INFORMATION COORDINATOR $37,750 $45,482 $56,853 $50,030
PURCHASING AGENT $37,750 $45,482 $56,853 $50,030
SECURITY LIEUTENANT $37,750 $45,482 $56,853 $50,030
SUPERVISOR - OPERATIONS $37,750 $45,482 $56,853 $50,030
VETERAN SERVICES OFFICER $37,750 $45,482 $56,853 $50,030
19 ACCOUNTANT $40,075 $48,283 $60,354 $53,111
CAD TECHNICIAN $40,075 $48,283 $60,354 $53,111
ENVIRONMENTAL SPECIALIST, SENIOR $40,075 $48,283 $60,354 $53,111
EXTENSION AGENT $40,075 $48,283 $60,354 $53,111
HUMAN RESOURCES GENERALIST $40,075 $48,283 $60,354 $53,111
IMPACT FEE ANALYST $40,075 $48,283 $60,354 $53,111
MANAGEMENT/BUDGET ANALYST $40,075 $48,283 $60,354 $53,111
OPERATIONS ANALYST $40,075 $48,283 $60,354 $53,111
REVIEW APPRAISER $40,075 $48,283 $60,354 $53,111
RIGHT OF WAY COORDINATOR $40,075 $48,283 $60,354 $53,111
RISK ANALYST $40,075 $48,283 $60,354 $53,111
SAFETY COORDINATOR $40,075 $48,283 $60,354 $53,111
SHIP PROGRAM COORDINATOR $40,075 $48,283 $60,354 $53,111
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SUPERVISOR - ATHLETICS $40,075 $48,283 $60,354 $53,111
SUPERVISOR - CODE ENFORCEMENT $40,075 $48,283 $60,354 $53,111
SUPERVISOR - COMMUNITY CENTERS $40,075 $48,283 $60,354 $53,111
SUPERVISOR - EMS SUPPLY CENTER $40,075 $48,283 $60,354 $53,111
SUPERVISOR - LANDFILL OPERATIONS $40,075 $48,283 $60,354 $53,111
SUPERVISOR - PERMITTING $40,075 $48,283 $60,354 $53,111
SUPERVISOR - REVENUE $40,075 $48,283 $60,354 $53,111
Ni
TOURISM SALES COORDINATOR $40,075 $48,283 $60,354 $53,111
TOURIST DEVELOPMENT TAX COORDINATOR $40,075 $48,283 $60,354 $53,111
TRAINING COORDINATOR $40,075 $48,283 $60,354 $53,111
20 ACCOUNTANT, SENIOR $42,036 $50,646 $63,308 $55,711
ASSOCIATE DATABASE ADMINISTRATOR $42,036 $50,646 $63,308 $55,711
CONTRACTS AGENT $42,036 $50,646 $63,308 $55,711
OCCUPATIONAL HEALTH NURSE $42,036 $50,646 $63,308 $55,711
PLANNER, SENIOR $42,036 $50,646 $63,308 $55,711
PROPERTY MANAGEMENT SPECIALIST, SENIOR $42,036 $50,646 $63,308 $55,711
PUBLIC RELATIONS SPECIALIST - TOURISM $42,036 $50,646 $63,308 $55,711
16£2
REAL ESTATE APPRAISER $42,036 $50,646 $63,308 $55,711
RECYCLING COORDINATOR $42,036 $50,646 $63,308 $55,711
REUSE COORDINATOR $42,036 $50,646 $63,308 $55,711
SAFETY ENGINEER $42,036 $50,646 $63,308 $55,711
SUPERVISOR - BUILDING AUTOMATION CENTER $42,036 $50,646 $63,308 $55,711
SUPERVISOR - ENGINEERING INSPECTIONS $42,036 $50,646 $63,308 $55,711
SUPERVISOR - FLEET MAINTENANCE $42,036 $50,646 $63,308 $55,711
SUPERVISOR - HUMAN SERVICES GRANTS $42,036 $50,646 $63,308 $55,711
SUPERVISOR - LABORATORY $42,036 $50,646 $63,308 $55,711
SUP'V - ROAD MAINT. CONTRACTS AND PROJECl $42,036 $50,646 $63,308 $55,711
WEBMASTER $42,036 $50,646 $63,308 $55,711
WELLNESS COORDINATOR $42,036 $50,646 $63,308 $55,711
21 APPLICATIONS ANALYST $44,139 $53,180 $66,475 $58,498
CONTRACTS SPECIALIST $44,139 $53,180 $66,475 $58,498
ENVIRONMENTAL SPECIALIST, PRINCIPAL $44,139 $53,180 $66,475 $58,498
EXTENSION AGENT, SENIOR $44,139 $53,180 $66,475 $58,498
GIS ANALYST $44,139 $53,180 $66,475 $58,498
HRIS ANAL YST $44,139 $53,180 $66,475 $58,498
LANDSCAPE ARCHITECT $44,139 $53,180 $66,475 $58,498
MANAGER - BRANCH LIBRARY $44,139 $53,180 $66,475 $58,498
MANAGER - CODE ENFORCEMENT OPERATIONS $44,139 $53,180 $66,475 $58,498
MANAGER - MUSEUM $44,139 $53,180 $66,475 $58,498
PROGRAMMER ANALYST $44,139 $53,180 $66,475 $58,498
PUBLIC AFFAIRS OFFICER $44,139 $53,180 $66,475 $58,498
REVIEW APPRAISER, SENIOR $44,139 $53,180 $66,475 $58,498
SUPERVISOR - BUILDING MAINTENANCE $44,139 $53,180 $66,475 $58,498
SUPERVISOR - CASE MANAGEMENT $44,139 $53,180 $66,475 $58,498
SUPERVISOR - FLEET OPERATIONS $44,139 $53,180 $66,475 $58,498
SUPERVISOR - LIBRARY $44,139 $53,180 $66,475 $58,498
SUPERVISOR - PARK RANGERS $44,139 $53,180 $66,475 $58,498
SUPERVISOR - RECREATION $44,139 $53,180 $66,475 $58,498
SUPERVISOR - VEGETATION MANAGEMENT $44,139 $53,180 $66,475 $58,498
URBAN DESIGN PLANNER $44,139 $53,180 $66,475 $58,498
22 CHIEF BUILDING INSPECTOR $46,346 $55,839 $69,799 $61,423
DATABASE PROGRAMMER $46,346 $55,839 $69,799 $61,423
ENGINEER $46,346 $55,839 $69,799 $61,423
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GIS PROGRAMMER ANALYST, SENIOR $46,346 $55,839 $69,799 $61 ,423
GRANTS DEVELOPMENT & MGMT COORDINATOR $46,346 $55,839 $69,799 $61 ,423
LAND SURVEYOR $46,346 $55,839 $69,799 $61,423
LIBRARY AUTOMATION SPECIALIST $46,346 $55,839 $69,799 $61,423
MANAGEMENT/BUDGET ANALYST, SENIOR $46,346 $55,839 $69,799 $61,423
MANAGER - CAREER DEVELOPMENT & TRAINING $46,346 $55,839 $69,799 $61,423
MANAGER - COMPENSATION $46,346 $55,839 $69,799 $61,423
MANAGER - EMPLOYMENT OPERATIONS $46,346 $55,839 $69,799 $61,423
MANAGER - ENVIRONMENTAL COMPLIANCE $46,346 $55,839 $69,799 $61,423
MANAGER - FED/STATE GRANTS ADMIN $46,346 $55,839 $69,799 $61,423
MANAGER - FED/STATE GRANTS OPERATIONS $46,346 $55,839 $69,799 $61,423
MANAGER-GROUP INSURANCE $46,346 $55,839 $69,799 $61,423
16£2
MANAGER - LABOR & EMPLOYEE RELATIONS $46,346 $55,839 $69,799 $61,423
MANAGER - OCCUPATIONAL HEALTH & SAFETY $46,346 $55,839 $69,799 $61,423
MANAGER - PARK OPERATIONS $46,346 $55,839 $69,799 $61,423
MANAGER - PROPERTY ACQUISITION & SALES $46,346 $55,839 $69,799 $61,423
MANAGER-REVENUE $46,346 $55,839 $69,799 $61,423
MANAGER - RISK $46,346 $55,839 $69,799 $61,423
MANAGER - SHEL TER OPERATIONS $46,346 $55,839 $69,799 $61,423
MANAGER - SOLID WASTE OPERATIONS $46,346 $55,839 $69,799 $61,423
MANAGER - WASTE REDUCTION AND RECYCLING $46,346 $55,839 $69,799 $61,423
MANAGER - WASTEWATER RECYCLING $46,346 $55,839 $69,799 $61,423
NETWORK ENGINEER $46,346 $55,839 $69,799 $61,423
PLANNER, PRINCIPAL $46,346 $55,839 $69,799 $61,423
PROJECT MANAGER $46,346 $55,839 $69,799 $61,423
SENIOR SUPERVISOR - LIBRARY $46,346 $55,839 $69,799 $61,423
SIGNAL SYSTEMS NETWORK ENGINEER $46,346 $55,839 $69,799 $61,423
SUPERVISOR - ACCOUNTING $46,346 $55,839 $69,799 $61,423
23 ASSISTANT TO THE COUNTY MANAGER $48,664 $58,631 $73,289 $64,494
CHIEF PLANNER $48,664 $58,631 $73,289 $64,494
EMERGENCY MANAGEMENT COORDINATOR $48,664 $58,631 $73,289 $64,494
EXECUTIVE MANAGER TO THE BCC $48,664 $58,631 $73,289 $64,494
MANAGER - CONTRACTS ADMINISTRATION $48,664 $58,631 $73,289 $64,494
MANAGER - FINANCIAL OPERATIONS - CDES $48,664 $58,631 $73,289 $64,494
MANAGER - IMPACT FEES $48,664 $58,631 $73,289 $64,494
MANAGER - PUBLIC TRANSIT $48,664 $58,631 $73,289 $64,494
MANAGER - PURCHASING ACQUISITIONS $48,664 $58,631 $73,289 $64,494
MANAGER - PURCHASING OPERATIONS $48,664 $58,631 $73,289 $64,494
MANAGER - TELECOMMUNICATIONS $48,664 $58,631 $73,289 $64,494
NETWORK SECURITY ADMINISTRATOR $48,664 $58,631 $73,289 $64,494
SUPERINTENDENT - TREATMENT PLANT $48,664 $58,631 $73,289 $64,494
SUPERVISOR - FIELD ENGINEERING INSPECTION: $48,664 $58,631 $73,289 $64,494
24 DATABASE ADMINISTRATOR $51,097 $61,563 $76,954 $67,719
ENGINEER, SENIOR $51,097 $61,563 $76,954 $67,719
MANAGER - AIRPORT $51,097 $61,563 $76,954 $67,719
MANAGER-COMPUTER SUPPORT $51,097 $61,563 $76,954 $67,719
MANAGER - FINANCE - AIRPORT $51,097 $61,563 $76,954 $67,719
MANAGER - GRANTS AND HOUSING $51,097 $61,563 $76,954 $67,719
MANAGER-MPO $51,097 $61,563 $76,954 $67,719
MANAGER - PARK MAINTENANCE $51,097 $61,563 $76,954 $67,719
MANAGER - RECREATION $51,097 $61,563 $76,954 $67,719
MANAGER-SCADA $51,097 $61,563 $76,954 $67,719
SECURITY CHIEF $51,097 $61,563 $76,954 $67,719
SENIOR MANAGEMENT AND OPS CONSULTANT $51,097 $61,563 $76,954 $67,719
25 EMS ADMINISTRATIVE CAPTAIN $53,707 $64,707 $80,884 $71,178
MANAGER - BUSINESS APPLICATIONS $53,707 $64,707 $80,884 $71,178
MANAGER - GEOGRAPHICAL INFORMATION SYST $53,707 $64,707 $80,884 $71,178
MANAGER - LANDSCAPE OPERATIONS $53,707 $64,707 $80,884 $71,178
MANAGER - LIBRARY EXTENSION SERVICES $53,707 $64,707 $80,884 $71,178
MANAGER - PARKS-BEACHIWATER $53,707 $64,707 $80,884 $71,178
MANAGER - RIGHT OF WAY $53,707 $64,707 $80,884 $71,178
16£::>
-.,-
MANAGER - TRAFFIC OPERATIONS $53,707 $64,707 $80,884 $71,178
MANAGER - WASTEWATER COLLECTION $53,707 $64,707 $80,884 $71,178
MANAGER - WATER DISTRIBUTION $53,707 $64,707 $80,884 $71,178
MANAGER - WATER PRODUCTION $53,707 $64,707 $80,884 $71,178
PLANT MANAGER $53,707 $64,707 $80,884 $71,178
PROJECT MANAGER, SENIOR $53,707 $64,707 $80,884 $71,178
SUPERINTENDENT - ROADS & BRIDGES $53,707 $64,707 $80,884 $71,178
26 ASSISTANT DIRECTOR - LIBRARY $56,335 $67,873 $84,841 $74,660
ASSISTANT FIRE CHIEF -ISLE OF CAPRI $56,335 $67,873 $84,841 $74,660
MANAGER - ENGINEERING REVIEW SERVICES $56,335 $67,873 $84,841 $74,660
MANAGER - FACILITIES $56,335 $67,873 $84,841 $74,660
MANAGER - NETWORK OPERATIONS $56,335 $67,873 $84,841 $74,660
MANAGER - PLANNING $56,335 $67,873 $84,841 $74,660
MANAGER - REVENUE SERVICES $56,335 $67,873 $84,841 $74,660
27 CHIEF PILOT $59,151 $71,266 $89,083 $78,393
ENGINEER - TRAFFIC OPERATIONS $59,151 $71,266 $89,083 $78,393
MANAGER - FLIGHT OPERATIONS TRAINING $59,151 $71,266 $89,083 $78,393
PROJECT MANAGER, PRINCIPAL $59,151 $71,266 $89,083 $78,393
28 MANAGER - PROPERTY ACQUISITION & CONST M $62,109 $74,830 $93,538 $82,313
SHELTER VETERINARIAN $62,109 $74,830 $93,538 $82,313
i r'i
Red Plan (All classifications are exempt}
29 DIRECTOR - CDES FINANCIAL ADMIN & HOUSING $66,132 $77,802 $97,253 $66,132
DIRECTOR - DOMESTIC ANIMAL SERVICES $66,132 $77 ,802 $97,253 $66,132
DIRECTOR - FLEET MANAGEMENT $66,132 $77,802 $97,253 $66,132
DIRECTOR - MUSEUM $66,132 $77,802 $97,253 $66,132
DIRECTOR - NATURAL RESOURCES $66,132 $77,802 $97,253 $66,132
DIRECTOR - SOCIAL SERVICES $66,132 $77,802 $97,253 $66,132
DIRECTOR - TOURISM $66,132 $77,802 $97,253 $66,132
DIRECTOR - UNIVERSITY EXTENSION SVCS. $66,132 $77,802 $97,253 $66,132
DIRECTOR - VETERAN SERVICES $66,132 $77,802 $97,253 $66,132
FIRE CHIEF $66,132 $77,802 $97,253 $66,132
30 DIRECTOR - ALT. TRANSPORTATION MODES $69,508 $81,774 $102,218 $69,508
DIRECTOR - CDES ENGINEERING SERVICES $69,508 $81,774 $102,218 $69,508
DIRECTOR - CDES OPERATIONS $69,508 $81,774 $102,218 $69,508
DIRECTOR - CODE ENFORCEMENT $69,508 $81,774 $102,218 $69,508
DIRECTOR - COMMUNICATION & CUST. RELATIOf\ $69,508 $81,774 $102,218 $69,508
DIRECTOR - COMPREHENSIVE PLANNING $69,508 $81,774 $102,218 $69,508
DIRECTOR - EMS OPERATIONS $69,508 $81,774 $102,218 $69,508
DIRECTOR - POLLUTION CONTROL $69,508 $81,774 $102,218 $69,508
DIRECTOR - PURCHASING/GENERAL SERVICES $69,508 $81,774 $102,218 $69,508
DIRECTOR - RISK MANAGEMENT $69,508 $81,774 $102,218 $69,508
DIRECTOR - ROAD MAINTENANCE $69,508 $81,774 $102,218 $69,508
DIRECTOR - SOLID WASTE $69,508 $81,774 $102,218 $69,508
16£2
DIRECTOR - TRANSPORTATION PLANNING $69,508 $81,774 $102,218 $69,508
DIRECTOR - UTILITIES FINANCE OPERATIONS $69,508 $81,774 $102,218 $69,508
DIRECTOR - ZONING AND LAND DEVELOPMENT $69,508 $81,774 $102,218 $69,508
EMS BATTALION CHIEF $69,508 $81,774 $102,218 $69,508
EMS CAPTAIN $69,508 $81,774 $102,218 $69,508
31 CHIEF - EMERGENCY MEDICAL SERVICES $72,983 $85,862 $107,328 $72,983
DIRECTOR - BUILDING REVIEW & PERMITTING $72,983 $85,862 $107,328 $72,983
DIRECTOR - FACILITIES MANAGEMENT $72,983 $85,862 $107,328 $72,983
DIRECTOR - HUMAN RESOURCES $72,983 $85,862 $107,328 $72,983
DIRECTOR - INFORMATION TECHNOLOGY $72,983 $85,862 $107,328 $72,983
DIRECTOR - LIBRARY $72,983 $85,862 $107,328 $72,983
DIRECTOR - MANAGEMENT AND BUDGET $72,983 $85,862 $107,328 $72,983
DIRECTOR - PARKS AND RECREATION $72,983 $85,862 $107,328 $72,983
DIRECTOR - PUBLIC UTILITIES ENGINEERING $72,983 $85,862 $107,328 $72,983
DIRECTOR - TRAFFIC OPERATIONS $72,983 $85,862 $107,328 $72,983
DIRECTOR - TRANSPORTATION ENGINEERING $72,983 $85,862 $107,328 $72,983
DIRECTOR - TRANSPORTATION OPERATIONS $72,983 $85,862 $107,328 $72,983
DIRECTOR - WASTEWATER $72,983 $85,862 $107,328 $72,983
DIRECTOR - WATER $72,983 $85,862 $107,328 $72,983
32 DIRECTOR - BUREAU OF EMERGENCY MGMT $76,633 $90,156 $112,695 $76,633
EMS DIVISION CHIEF $76,633 $90,156 $112,695 $76,633
33 $80,464 $94,663 $118,329 $80,464
34 ADMINISTRATOR - ADMINISTRATIVE SERVICES $84,487 $99,396 $124,245 $84,487
ADMINISTRATOR - COMMUNITY DEVELOPMENT $84,487 $99,396 $124,245 $84,487
ADMINISTRATOR - EMERGENCY SERVICES $84,487 $99,396 $124,245 $84,487
ADMINISTRATOR - PUBLIC SERVICES $84,487 $99,396 $124,245 $84,487
ADMINISTRATOR - PUBLIC UTILITIES $84,487 $99,396 $124,245 $84,487
ADMINISTRATOR - TRANSPORTATION $84,487 $99,396 $124,245 $84,487
35 ASSISTANT COUNTY MANAGER $88,711 $104,366 $130,458 $88,711
36 DEPUTY COUNTY MANAGER $93,147 $109,585 $136,981 $93,147
FIRE SERVICES Non-Baraainina (Hourly rates\
301 FIREFIGHTER
$10.4331
$13.0415
$16.5492
$14.3455
306 FIRE LIEUTENANT
$13.2870
$16.6090
$20.6458
$18.2699
16£2
FY 2005 COMPENSATION ADMINISTRATION PLAN
Exhibit 2
1. PHILOSOPHY
The philosophy of Collier County Government is to provide a market-based compensation
program that meets the following goals:
Facilitates the hiring and retention of the most knowledgeable, skilled and experienced
employees available.
Supports continuous training, professional development and enhanced career mobility.
Recognizes and rewards individual and team achievement.
2. OBJECTIVES
In support of this compensation philosophy, the following objectives have been established for
FY 2005:
Maintain three distinct pay plans that target appropriate reward mechanisms for
management, professional/technical and hourly employees.
Adjust salary ranges as needed to more closely match the appropriate market for each
plan.
Slow the growth of senior management level base salaries by continuing to pay
performance awards as one-time, lump-sum merit increases rather than incremental
increases to base pay.
Maintain a market-driven hard salary cap for each position.
3. GENERAL WAGE ADJUSTMENT
Provide a 2.1 % cost of living adjustment (COLA) to base salaries of eligible employees. COLA
increases will be partially or fully granted in fiscal year 2004 depending upon the position of an
employee's salary within the pay ranges. Employees at the top of the pay range for their position
will not receive COLA.
4. PAY PLAN MAINTENANCE
The marketpoints of the salary ranges for Collier County will be increased by 2% for pay grades
17 through 28 (the White Plan) and by I % for pay grades 29 through 36 (the Red Plan). The
corresponding range minimums and maximums will also be adjusted to continue to make
progress towards the goals outlined in the 2004 Compensation Study. These adjustments will
ensure that these ranges will remain competitive with those in the external marketplace.
5. MERIT
Merit pay increases based upon individual employee performance evaluation scores will be
awarded in October to eligible employees. Merit pay will be calculated as a percentage ofthe
market point of the salary range for the individual positions and will be added to base pay for
those eligible employees whose salary is less than 110% of the marketpoint of their respective
pay range (the lump sum merit point). The percentage of the merit increase will be based upon
prior performance; however, the increase will be compensation for work to be performed in
Fiscal Year 2005. Merit increases will be paid to all Directors and equivalent positions and to all
Division Administrators in the form of a lump sum merit increase. Furthermore, merit increases
will be paid partially or fully in a lump sum to any other employee whose base salary equals or
exceeds 110% of the marketpoint of the range (the lump sum merit point).