Agenda 01/10/2023 Item #16F1 (To maintain a current and flexible pay plan that best meets the needs of the County)16.F.1
01 / 10/2023
EXECUTIVE SUMMARY
Recommendation to approve modifications to the County Manager Agency and EMS Non -Union 2023 Fiscal
Year Pay & Classification Plans which consist of changes made from October 8, 2022, through December 31,
2022, and to authorize an increase in deferred compensation matching for Executive Coordinators to
Commissioners; regular full- and part-time employees below the Assistant County Attorney level in the
County Attorney's Office; and regular full- and part-time employees below the Division Director level in the
County Manager's Agency effective January 1, 2023.
OBJECTIVE: To maintain a current and flexible pay plan that best meets the needs of the County.
CONSIDERATIONS: Pursuant to Ordinance No. 96-40, as amended by Ordinance No. 2001-50, the Board of
County Commissioners has authorized the County Manager to make additions, modifications and deletions to the
Pay and Classification Plan, subject to retroactive ratification by the Board. This occurs three times during the fiscal
year - in January, in April and in July.
The modifications to the County Manager Agency and EMS Non -Union 2023 Fiscal Year Pay & Classification
Plan for the first quarter of FY23 consist of three new classifications, one reclassification, four classification title
revisions and two Fair Labor Standards Act (FLSA) status changes.
As a recruitment and retention incentive, and to encourage employees to save for retirement, effective January 1,
2023, it is recommended that Executive Coordinators to Commissioners; all regular full- and part-time employees
below the Assistant County Attorney level in the County Attorney's Office; and all regular full- and part-time non-
union employees in the County Manager's Agency below the level of Division Director be eligible to receive a
dollar -for -dollar match to their pre-tax deferred compensation account(s), up to a maximum annual contribution of
$750. The current match is approved at $500 per employee. The recommendation to increase employee matching
contributions is based on feedback received from the Pay and Classification Study conducted by an external
consultant, Evergreen Solutions, LLC, which was completed and presented to the Board of County Commissioners
last fiscal year. The deferred compensation match for Division Directors, Assistant County Attorneys and
Managing Assistant County Attorneys will remain unchanged at $1,500 annually; matching for Department Heads,
Deputy County Managers and the Deputy County Attorney remains unchanged at $3,000 annually. Approximately
970 BCC employees participated in the matching program in 2022. Given that enrollment and deferral changes
fluctuate throughout the year, the fiscal impact for this recommendation is estimated with 1000 employees
participating in the deferred compensation matching program.
FISCAL IMPACT: Pay plan changes may have a fiscal impact to the County Manager's Agency in the form of
salary adjustments. The fiscal impact of the deferred compensation match increase for all groups included in the
increased matching program for FY23 is estimated between $150,000 and $250,000, based on actual program
participation and when deferral matching occurs.
Sufficient funding exists to implement the desired compensation actions, but budget amendments may be necessary
to align funds within the appropriate personnel service cost centers.
GROWTH MANAGEMENT IMPACT: There is no growth management impact associated with this Executive
Summary.
LEGAL CONSIDERATIONS: This item is approved as to form and legality and requires majority vote for
approval. - CMG
RECOMMENDATION: That the Board approves modifications to the County Manager Agency and EMS Non -
Union 2023 Fiscal Year Pay & Classification Plan made from October 8, 2022, through December 31, 2022, and
authorizes an increase in deferred compensation matching for Executive Coordinators to Commissioners; regular
full- and part-time employees below the Assistant County Attorney level in the County Attorney's Office; and
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16.F.1
O1/10/2023
regular full- and part-time employees below the Division Director level in the County Manager's Agency effective
January 1, 2023, and authorize budget amendments.
PREPARED BY: Amy Lyberg, Division Director - Human Resources
ATTACHMENT(S)
1. Exhibit 1 Adds Deletes Mods to pay plan - October through December 2022 (PDF)
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16.F.1
01 / 10/2023
COLLIER COUNTY
Board of County Commissioners
Item Number: 16.17.1
Doc ID: 24246
Item Summary: Recommendation to approve modifications to the County Manager Agency and EMS Non -Union
2023 Fiscal Year Pay & Classification Plans which consist of changes made from October 8, 2022, through
December 31, 2022, and to authorize an increase in deferred compensation matching for Executive Coordinators to
Commissioners; regular full- and part-time employees below the Assistant County Attorney level in the County
Attorney's Office; and regular full- and part-time employees below the Division Director level in the County
Manager's Agency effective January 1, 2023.
Meeting Date: 01/10/2023
Prepared by:
Title: Division Director - Human Resources — Human Resources
Name: Amy Lyberg
12/30/2022 12:26 PM
Submitted by:
Title: Division Director - Human Resources — Human Resources
Name: Amy Lyberg
12/30/2022 12:26 PM
Approved By:
Review:
Human Resources
County Attorney's Office
County Attorney's Office
Office of Management and Budget
Office of Management and Budget
County Manager's Office
Board of County Commissioners
Amy Lyberg
Director Review
Colleen Greene
Level 2 Attorney Review
Jeffrey A. Klatzkow Level 3 County Attorney's Office Review
Debra Windsor
Level 3 OMB Gatekeeper Review
Susan Usher
Additional Reviewer
Amy Patterson
Level 4 County Manager Review
Geoffrey Willig
Meeting Pending
Completed
12/30/2022 12:27 PM
Completed
12/30/2022 2:41 PM
Completed
12/30/2022 2:59 PM
Completed
01/03/2023 8:31 AM
Completed
01/03/2023 9:34 AM
Completed
01/04/2023 2:55 PM
01/10/2023 9:00 AM
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