Agenda 07/12/2022 Item #16E 1 (Pay increases of $1 per hour effective August 1, 2022 in consideration of execeptional market conditions)07/12/2022
EXECUTIVE SUMMARY
Recommendation to approve pay increases of $1 per hour effective August 1, 2022, in consideration
of exceptional market conditions, for employees in the County Manager's Agency, County
Attorney's Office, Board Office, and for non -union EMS employees below the level of Division
Director or Managing Assistant County Attorney; to approve modifications to the FY2022 Pay and
Classification Plan for the County Manager's Agency; and to provide continued authorization for
the creation of new classifications, modification and/or deletion of classifications, and assignment of
pay ranges from the proposed Pay and Classification Plans, using the existing point -factor job
evaluation system.
OBJECTIVE: To maintain a current and flexible pay plan that best meets the needs of the County.
CONSIDERATIONS: The County engaged Evergreen Solutions, LLC on June 1, 2021, to perform a
Classification and Compensation Study for the County Manager's Agency. Evergreen Solutions
completed a preliminary market analysis and their findings were presented to the Board on January 25,
2022, along with recommendation to revise the FY2022 Pay and Classification Plans for the County
Manager's Agency, County Attorney's Office, and non -union EMS effective January 1, 2022; to
consolidate certain pay grades and adjust the current pay ranges in the County Manager's Agency and
non -union EMS plans by 10%; to adjust the current pay ranges in the County Attorney's Office by 10%;
to provide adjustments to minimum and range penetration increases to address market conditions and
internal equity for the County Manager's Agency, County Attorney's Office, and for non -union EMS
employees. The Board unanimously approved these recommendations, and the changes were
retroactively applied effective January 1, 2022.
An overview of market conditions was also presented at the January 2022 meeting, however much has
changed since that time. These trends continue to impact the County's ability to attract and retain talent.
1. According to the most recent State of Florida Relative Price Level Index Study for 2021, Collier
County continues to be ranked as the 2nd highest cost of living County in the State, which was 6.7%
above the Statewide average cost of living.
2. Median home and rental prices in Collier County are among the highest in the state, forcing large
segments of middle- and working-class families to relocate out of the area or live here beyond their
means. May 2022 real estate data for Collier County shows home prices up 37.1% from last year,
selling for a median price of $650,000.
The Bureau of Labor Statistics released an updated Consumer Price Index (CPI) on June 10, 2022. In
this report, the region including Tampa - St. Petersburg - Clearwater, Florida shows All Urban
Consumers experienced an 11.3% increase in the CPI from May 2021 to May 2022. Increases in our
region significantly exceed the nationwide CP1 increase of 8.6% for the same period.
4. On June 13, 2022, Naples City Council approved a resolution providing City of Naples employees
represented by OPEIU, Local 100, a $ I/hour increase to their base hourly wage, and a lump suirn $500
bonus to assist employees facing high food, housing, and fuel costs.
On November 29, 2021, Naples City Council unanimously approved a two-year wage increase as part
of their new labor contract. This contract included the following wage increases and other benefits.
0 4% raise for fiscal year 2021-22 (retroactive to Oct. 1)
0 5% raise for fiscal year 2022-23
0 Christmas bonuses of $300 annually
0 A Longevity pay annual incentive for long -tenured employees with at least 10 years of
Packet Pg. 1695
07/12/2022
service, ranging from $ 1,000 to a max of $2,5 00
5. On June 28, 2022, the Collier County Sheriff received approval from the Board for a funding increase
of $4,000,000 for pay plan updates intended to address the current economic impact of the sharply
escalating costs of living in Collier County, and to remain competitive for recruitment and retention.
The Collier County Sheriff continues to offer sign -on bonuses; the County Manager's Agency has no
comparable benefit.
6. On June 7, 2022, the Lee County Board of County Commissioners approved agency -wide pay
increases from 3-10% to account for inflation.
7. Increasing County Manager Agency Turnover
• At the end of FY2020, turnover was 11.4%, with 239 employees of 2,098 funded
positions separating service.
• At the end of FY2021, County turnover increased over two percent from the previous
year, to 13.5%. 289 employees of 2,147 funded positions separated in that fiscal year.
• To date in FY2022, there have been 258 employees who have separated since 10/1/2021,
with 20 known separations in the coming months. Should that pace continue, the County
could see nearly 370 staff leave before the end of this fiscal year, which would represent
a turnover of 16.9% of funded agency positions.
In consideration of exceptional market conditions, staff recommends the County take immediate action
and increase employee wages by $1 per hour in the County Manager's Agency, County Attorney's
Office, Board Office, and for non -union EMS employees, with an annual adjustment not to exceed $2,080
per employee. Adjustments would be granted to all County Manager agency employees below the level of
Division Director, pay grade 130; and County Attorney employees below the level of Managing Assistant
County Attorney, pay grade 116; who are under the maximum of their respective pay ranges. For
individuals whose pay rate is within $1/hour of the pay range maximum, they would be brought to the
maximum. Employees under contract or who are subject to a Collective Bargaining Agreement shall
continue to be paid and receive increases in accordance with the applicable contract or governing
Collective Bargaining Agreement. The County Manager's Agency staff will continue to work with the
other Collier constitutional officer agency representatives regarding pay plan and base wage adjustments,
providing information needed to formulate possible pay recommendations specific to their organizations
to bring forward at a future date for consideration.
Additionally, a recommendation is being made to adjust the pay range for the title of Executive
Coordinator to Commissioners. The classification was created at the direction of the Board and authorized
as a discrete position for each Commissioner in March 2013; the pay range for the position has not
changed since that time. In light of external market conditions, the pay range is proposed to change from
$48,000 - $7 1,000/year to $52,000 - $78,000/year.
Staff also recommends modifications to the annual Fiscal Year Pay and Classification Plan which are
subject to retroactive ratification by the Board. This occurs three times during the fiscal year - in January,
in April and in July, pursuant to Ordinance 13-40. The modifications to the County's 2022 Fiscal Year
Pay & Classification Plan for the third quarter consist of the removal of two obsolete classifications and
one reclassification.
FISCAL IMPACT: The estimated cost of the associated adjustments to base pay is $412,344 for the
remainder of FY2022. Sufficient funding exists to implement the desired compensation actions; but
I Packet Pg. 1696 1
07/12/2022
budget amendments may be necessary to align the budget within the appropriate personnel service cost
centers.
Full implementation related to the Evergreen Study is still intended for the beginning of FY2023 forecast
to cost approximately $ 10,000,000, with full details to be presented with FY2023 final budget approval.
GROWTH MANAGEMENT IMPACT: There is no growth management impact associated with this
Executive Summary.
LEGAL CONSIDERATIONS: This item has been reviewed by the County Attorney, raises no legal
issues and requires majority vote for approval. -JAK
RIECOMMENDATION: Recommendation to approve pay increases effective August 1, 2022;
authorizes an adjustment to the pay range for the Executive Coordinator to Commissioner classification,
and the removal of two obsolete classifications and one reclassification made to the County Manager's
Agency 2022 Fiscal Year Pay & Classification Plan; and if actions warrant, authorize all necessary budget
amendments.
PREPARIED BY: Brittney Mahon, Manager - Human Resources
Attachment:
1) Exhibit I
ATTACHMENT(S)
1. Exhibit 1, adds, deletes, mods to pay plan - April through June 2022 (XLSX)
I Packet Pg. 1697 1
07/12/2022
COLLIER COUNTY
Board of County Commissioners
Item Number: 16.E.1
Doc ID: 22723
Item Summary: Recommendation to approve pay increases of $1 per hour effective August 1,
2022, in consideration of exceptional market conditions, for employees in the County Manager's Agency,
County Attorney's Office, Board Office, and for non -union EMS employees below the level of Division
Director or Managing Assistant County Attorney; to approve modifications to the FY2022 Pay and
Classification Plan for the County Manager's Agency; and to provide continued authorization for the
creation of new classifications, modification and/or deletion of classifications, and assignment of pay
ranges from the proposed Pay and Classification Plans, using the existing point -factor job evaluation
system.
Meeting Date: 07/12/2022
Prepared by:
Title: Human Resources Generalist — Human Resources
Name: Brittney Mahon
07/06/2022 3:00 PM
Submitted by:
Title: Division Director - Human Resources — Human Resources
Name: Amy Lyberg
07/06/2022 3:00 PM
Approved By:
Review:
Human Resources Amy Lyberg Director Review Completed 07/06/2022 3:13 PM
County Attorney's Office Jeffrey A. Klatzkow Level 2 Attorney Review Completed 07/06/2022 3:15 PM
County Attorney's Office Jeffrey A. Klatzkow Level 3 County Attorney's Office Review Completed 07/06/2022 3:23 PM
Office of Management and Budget Debra Windsor Level 3 OMB Gatekeeper Review Completed 07/06/2022 3:36 PM
Office of Management and Budget
County Managers Office
Board of County Commissioners
Susan Usher Additional Reviewer
Amy Patterson Level 4 County Manager Review
Geoffrey Willig Meeting Pending
Completed 07/0612022 3:48 PM
Completed 07/06/2022 3:59 PM
07/12/2022 9:00 AM
I Packet Pg. 1698 1
LH
PJS ZZA=l : CZLZZ) ZZOZ ounr LIBnoit4l I!jdV - ueld Aed ol spow Isajolop 'sppe 'L I!q!t4xg :ju9wt43ejjV
0
M
-0
CD
CO
6.0
>1 =
-0
co
co
co
C)- c
0
E
co
co
0
C)-
0-
E
E
T) E
2
2
(n
E (n
E
U)
U)
0 a) X
u 0� a)
-0
0
-0
0
04
04
CD
04
E
0
CD
CD
CD
C,
CD
CL
00
E
=
o
0
o
0
o
0
E
pl-i
Cli
cc�
0
00
rl-
04
r CN
CD
CN
LO
r:
L)
L)
C)
co
C)
co
C)
m
c
0
.2
LE
LL
LL
0
(D
z
LL
z
0
C)
Z)
U)
z
0
C)
0
w
z
U)
z
U)
2
w
U)
0
CY)
CD
to
T-
Ch
a.
a.