Agenda 09/09-10/2008 Item #16K 2
EXECUTIVE SUMMARY
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Recommendation to adopt a Resolution approving the County Allorney’s Office Fiscal Year
2009 Pay and Classification Plan, which is identical to the current approved plan, and to provide
for a general wage adjustment (Cost-of-Living), effective on October 1, 2008, the first day of the
Fiscal Year 2009.
OBJECTIVE:To obtain approval from the Board of County Commissioners to adopt a Resolution
approving the County Attorney’s Office Fiscal Year 2009 Pay and Classification Plan, which is
identical to the current approved plan, and to provide for a general wage adjustment (Cost-of-Living)
effective on October 1, 2008.
CONSIDERA TIONS:
Each year the Board of County Commissioners is asked to approve the Pay and Classification Plan for the
Office of the County Attorney, as it does for the County Manager. Ail personnel related expenses
associated with the Pay and Classification Plan were included in the Fiscal Year 2009 budget proposal for
this Office. This Office’s proposed Fiscal Year 2009 Pay and Classification Plan is attached as
Exhibit 1 to the attached Resolution. No change has been made to the current plan, which the Board
approved May 13, 2008, which represented an overall reduction in this Office’s maximum pay
ranges. A copy of the May 13, 2008 Executive Summary and Resolution No. 2008" 135 which adopted this
revised Pay Pian is included in the support documents for this item. In keeping with the County
Manager’s proposal, it is recommended that there be both no merit increases for Fiscal Year 2009
in the County Attorney’s Office, but that there be a general cost of living adjustment of up to 4.2%,
effective on October 1, 2008.A more detailed description of the Fiscal Year 2009 salary adjustments is set
forth in Exhibit 2 to the proposed Resolution, which applies to all employees under the administration of
the County Attorney.
FISCAL IMPACT:The fiscal impact is included in the Fiscal Year 2009 budget for the Office of the
County Attorney, which conformed to the budget policy set forth by the Board of County Commissioners.
There is no additional fiscal impact.
GROWTH MANAGEMENT IMPACT:There is no growth management impact associated with
this Executive Summary.
LEGAL CONSIDERATIONS:
RECOMMENDA TION:1t is recommended that the Board of County Commissioners adopt the
proposed Resolution approving the County Attorney’s Office Fiscal Year 2009 Pay and
Classification Plan, which is identical to the current approved plan, and the cost of living adjustment,
described in Exhibit 2 of the proposed Resolution, effective on October 1, 2008.
Prepared By:
Department
County Attorney
Date
8/26/2008 11 :20:56 AM
Approved By:
Department
County
Manager's Office
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Approved
8/26/20084:54 PM
Description:
CI FY 09 Pay and
Classification Plan -
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Cl Revi!';~d FY 08 Pay and
~ation Plan - Exec Summ Revised FY 08 County Attorney's Office Pay and Classification
and Resolution ~.d..Jli-.6.cC Plan - exec summ & reso adopted 5-13-08
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Approval
Date
ATTACHMENTS:
Name;
Resolution approving the County Attorney's Office Fiscal Year
2009 Pay and Classification Plan
Type:
Resolution Letter
Backup Material
No.
RESOLUTION NO. 2008- SEP 0 U 2'
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A RESOLUTION OF THE BOARD OF COUNTY COMMISSIONERS ~Jf --
COLLIER COUNTY, FLORIDA, APPROVING THE COUNTY
ATTORNEY'S OFFICE 2009 FISCAL YEAR PAY AND
CLASSIFICATION PLAN, PROVIDING FOR A GENERAL WAGE
ADJUSTMENT (COST OF LIVING) EFFECTIVE ON OCTOBER I, 2008,
THE FIRST DAY OF THE FISCAL YEAR 2009.
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; and
WHEREAS, for the Office of the County Attorney, 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 Attorney and the approval from time
to time, and as appropriate, of general wage adjustments.
NOW THEREFORE BE IT RESOLVED BY THE BOARD OF COUNTY
COMMISSIONERS OF COLLIER COUNTY, FLORIDA, that:
1. The 2009 Fiscal Year Pay and Classification Plan for employees under the
administration of the County Attorney, a copy of which is attached hereto as Exhibit I, is hereby
approved and adopted.
2. A general wage adjustment (i.e., cost ofliving adjustment) of up to 4.2% effective
on October I, 2008, for employees under the administration of the County Attorney, as is more
particularly described in Exhibit 2 hereto, is hereby approved and adopted.
PASSED AND DULY ADOPTED by the Board of County Commissioners of Collier
County, Florida, this 9th day of September, 2008.
ATTEST:
DWIGHT E. BROCK, CLERK
BOARD OF COUNTY COMMISSIONERS
COLLIER COUNTY, FLORIDA
By:
By:
TOM HENNING, CHAIRMAN
, Deputy Clerk
o ,County Attorney
EXHIBIT 1
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FISCAL YEAR 2009 COLLIER COUNTY ATTORNEY OFFICE
PAY AND CLASSIFICATION PLAN
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MARKET MATCH
TITLE GRADE MINIMUM POINT MAXIMUM POINT
Deputv Assistant Countv Attorney 35 97,228 125,058 156,323 97,228
Section Chief 33 71,211 113,432 141,790 71,211
Assistant County Attorney I Of Counsel 31 61,515 102,886 128,608 61,515
Leaal Office Administrator 23 48,245 68,924 86,155 75,816
Leaal Assistant I Paraleaal 19 43,281 56,759 70,949 62,435
Lepal Secretary 15 33,406 43,846 54,808 48,231
Leaal Administrative Secretary 13 28,568 39,770 49,712 43,747
Deputy Assistant County Attorney encompasses Grades 32 through 35
Section Chief encompasses Grades 27 through 33
Assistant County Attorney encompasses Grades 24 through 31
Legal Office Administrator enCompasses Grades 19 through 23
Legal Assistant I Paraiegalel1compasses Grades 17 through 19
Legal Secretary encompasses Grades 14 through 15
Le al Administrative Secreta encom asses Grades 11 throu h 13
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EXHIBIT 2
FY 2009 COMPENSATION ADMINISTRATION PLAN
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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.
Recognizes that the current financial/economic/budget climate for FY 2009 impacts the
affordability of merit increases
2. OBJECTIVES
In support of this compensation philosophy, the following objectives have been established for
FY 2009:
Maintain a broadband pay plan that targets appropriate reward mechanisms for
management, professional/technical and hourly employees.
Do not adjust salary ranges
Provide no merit awards for FY 2009
3. GENERAL WAGE ADJUSTMENT
Provide a 4.2% cost of living adjustment (COLA) to base salaries of eligible employees; the
COLA will be truncated to less than 4.2%, if necessary, so that salaries are not driven over the
maximum of the pay ranges by the COLA.
4. PAY PLAN MAINTENANCE
The County Attorney has adopted the ranges established by the County Manager agency;
however, some pay ranges have been combined to achieve a broadband effect. These ranges
are on the attached Pay Plan.
5. MERIT
There will be no merit awards in Fiscal Year 2009 because of the current financial/economic
climate.
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EXECUTIVE SUMMARY
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That the Board of County Commissioners approve, and authorize the Chainnan to sign, a
Resolution revising the County Attorney Office Fiscal Year Pay and Classification Plan
effective May 14,2008, and approve the new job descriptions for Section Chiefs and the
Of Counsel position.
OBJECTIVE: That the Board of County Commissioners approve, and authorize the
Chairman to sign, a Resolution revising the County Attorney Office Fiscal Year Pay and
Classification Plan effective May 14, 2008, and approve the new job descriptions for
Section Chiefs and the Of Counsel position..
CONSIDERATIONS: On April 24, 2008, the County Attorney reorganized the
structure of the Collier County Attorney Office, substantially adopting the organizational
structure successfully used by the Lee County Attorney Office for the past 20 years. As
part of this reorganization, the position of Managing Assistant County Attorney (a senior
level FRS position) was eliminated, and three Section Chief positions (which are not
senior FRS positions) were created. The purpose of this reorganization was to allow
more experienced attorneys in this Office to directly oversee and manage the day-to-day
duties of the assistant county attorneys, and to also create a natural career pathway
through the Office. Section Chiefs report directly to the Deputy County Attorney
(fonnerly known as the Chief Assistant County Attorney), who will be responsible for the
day-to-day operations of the Office. This will free the County Attorney to be able to
devote more time to Board and senior staff issues. This arrangement is common through
the State. A temporary six month Of-Counsel position was also created, which will
disappear when Mr. Weigel leaves the Office.
To go with the organizational changes, I promoted Managing Assistant County Attorney
Scott R. Teach to the position of Deputy County Attorney; Assistant County Attorney
Heidi F. Ashton-Cicko to Section Chief for Land Use and Transportation; and Assistant
County Attorney Jacqueline W. Hubbard to Section Chief for Litigation. I left open the
third Section Chief position at this time. No salary increases are being given at this time
due to budgetary restraints.
As a result of this reorganization, a revised Collier County Attorney Pay and
Classification Plan in necessary. The proposed Plan is attached to the proposed
Resolution. This Plan mirrors to a great extent the Pay Plan utilized by the Lee County
Attorney Office, as adjusted for Collier County pay grades as set forth in the Collier
County Manager's Pay Plan, which has been this Board's previous direction. The reason
for utilizing Lee County as the salary comparable is that in general Lee County is the
only market this Office competes with for employees.
It should be noted that although the new proposed Pay Plan represents an overall
reduction in this Office's maximum pay ranges, no employee will be immediately
adversely affected by this reduction.
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To further implement this new organizational structure, it is necessary to adopt job
descriptions for the newly created positions of Section Chief and Of Counsel. Proposed
job descriptions for these new positions are attached to this Executive Summary.
FISCAL IMPACT: There is no fiscal impact associated with this Executive Summary.
GROWTH MANAGEMENT IMPACT: There is no Growth Management Impact
associated with this Executive Summary.
RECOMMENDATION: That the Board of County Commissioners approve, and
authorize the Chairman to sign, a Resolution revising the County Attorney Office Fiscal
Year Pay and Classification Plan effective May 14, 2008, and approve the new job
descriptions for Section Chiefs and the Of Counsel position.
Prepared by: Jeffrey A. Klatzkow, County Attorney
RESOLUTION NO. 2008-~
A RESOLUTION APPROVING THE REVISED COUNTY ATTORNEY OFFICE 2008
FISCAL YEAR PAY AND CLASSIFICATION PLAN EFFECTIVE ON MAY 14, 2008.
WHEREAS, it has been the policy of Collier County to establish and administer a
system of compensation based on principles of public accountability, extemal
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 referenced. for
example, in Ordinance No, 96-40. as amended by Ordinance No, 2001-50; and
WHEREAS. the reorganization of the Offica of the County Attorney it is
necessary to revise tha County Attomey Pay and Classification Plan previously
approved by the Board of County Commissionars,
NOW THEREFORE BE IT RESOLVED BY THE BOARO OF COUNTY
COMMISSIONERS OF COLLIER COUNTY, FLORIDA, that:
1, The Revised 2006 Fiscal Year Pay and Classification Plan for employees
under the administration of the County Attomey, a copy of which is attached hereto as
Exhibit 1, is hereby approved and adopted,
PASSED AND DULY AOOPTED by the Board of County Commissioners of
Collier County, Florida, this ~ day of May. 2008,
ATTEST:
DWIGHT E. BROCK, CLERK
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BOARD OF COUNTY COMMISSIONERS
COLLl~UNTY LORIDA.
By: :J'fjt---
TOM HENNING, CHAIR~
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EXHIBIT 1
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REVISED COLLIER COUNTY ATTORNEY PAY AND CLASSIFICATION PLAN
, .' Effective Ma1114, 2008 '.
MARKET MATCH
TITLE GRADE MINIMUM POINT MAXIMUM POINT
Deputy Assistant County Attorney 35 97 228 125,058 156,323 97,228
Section Chief 33 71,211 113,432 141,790 71,211
Assistant County Attorney I Of Counsel 31 61,515 102886 128,608 61,515
Legal OffICe Administrator 23 48,245 68 924 86,155 75,816
Leoal Assistant I Paraleoal 19 43,281 56,759 70,949 62,435
LSQal Secretary 15 33.406 43,846 54,608 48,231
LSQal Administrative Secretary 13 28,568 39,770 49,712 43,747
Deputy Assistant County Attomey encompasses Grad". 32 through 35
Section Chief encompasses Grades 27 through 33
Assistant County Attorney encompasses Grades 24 through 31
.begal Office Administrator encompasses Grades 19 th,!!ugh 23
lal Assistant I Paralegal encompa~ Grades 17 through 19
.gal Secretary encompasses Grad". 14 through 15
Le al Administrative Secreta encom asses Grades 11 throu h 13