Resolution 2005-352
RESOLUTION NO. 2005- 352
. A RESOLUTION APPROVING THE 2006 FISCAL YEAR PAY AND
CLASSIFICA TION PLAN, A GENERAL WAGE ADJUSTMENT (COLA)
AND MERIT INCREASE RETROACTIVE TO SEPTEMBER 17, 2005
(THE FIRST DAY OF THE FIRST PAY PERIOD IN FISCAL YEAR 2006),
FOR THE OFFICE OF THE COUNTY ATTORNEY.
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 referenced, for
example, in Ordinance No. 96-40, as f1mended by Ordinance No. 2001-50; 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 and merit increases.
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 Attorney, a copy of which is attached hereto as Exhibit 1, is
hereby approved and adopted.
2. A general wage adjustment (Le., cost of living adjustment) of 3.9%
retroactive to September 17, 2005 for employees under the administration of the County
Attorney, as is more particularly described in Exhibit 2 hereto, is approved and adopted.
3. A merit increase retroactive to September 17, 2005 for employees under
the administration of the County Attorney, as is more particularly described in Exhibit 2
hereto, is hereby approved and 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 the fiscal year 2006 although the percentage of increase shall be
governed by each employee's most recent performance evaluation prior to October 1,
2005.
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PASSED AND DUL Y ADOPTED by the Board of County Commissioners of
Collier County, Florida, this 11th day of October, 2005.
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A TTES'f'~lO~ . t'~1 ", BOARD OF COUNTY COMMISSIONERS
DW(GHf'E:'BRQcK. CLERK COLLIER COUNTY, FLORIDA
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.O.C. By: ~W. C~
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'-;" .L ~ . FRED W. COYLE, CHAIR N
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Approved as to form and
legal SUfficienCY:AL~
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David C. Weigel
County Attorney
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EXHIBIT 1
Fiscal Year 2006
TITLE GRADE MINIMUM MARKETPLACE LUMP SUM MAXIMUr
MERIT
POINT
Chief Assistant County Attornev 36 97,399 110,681 97,399 138,351
Assistant County Attorney 33 56,376 94,663 90,156 118,329
LeQal Office Administrator 23 51,082 60,097 66,107 75,121
LeQal Assistant / ParaleQal 20 39,626 51,912 57,103 64,890
Legal Secretary 17 T 32,966 44,398 48,838 55,498
Legal Administrative Secretary 13 25,570 35,596 39,156 44,823
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EXHIBIT 2
ADMINISTRA TIVE GUIDE FOR FY 2006 COMPENSATION PLAN
This is the Administrative Guide that is referred to in Section B., 2. of COA Instruction 5341
1: PHILOSOPHY
The philosophy of Collier County Government has been to implement and
maintain a fairly reasoned compensation plan that other public sector employers strive
to model. This plan will enable the County Attorney Office to recruit and retain the most
knowledgeable and skilled employees available, which in turn will assist in providing an
ongoing level of service to Board of County Commissioners that exceeds expectations.
By implementing and maintaining this compensation plan the Board will allow the Office
of the County Attorney to continue mdving towards the vision of having the best
possible employees, which produce high quality results, are creative and proactive, and
fiscally responsible.
2. GENERAL WAGE ADJUSTMENT
The Office of the County Attorney shall provide a 3.9% cost of living adjustment
(COLA) to the base salaries of eligible employees.
3. MERIT and PAY PLAN MAINTENANCE
The Office of the County Attorney shall continue its practice of giving merit
increases based upon individual employee most current performance evaluation scores.
The Board approved 5.65% of the total salary expense for the Office of the County
Attorney to be allocated for merit and COLA. Of that 5.65%, 3.9% shall be allocated to
COLA leaving 1.75% to be allocated to merit and pay plan maintenance. The merit
funds shall be allocated as a percentage of the lump sum merit point of the salary range
and added to the base salary for the individual positions in grades 13 through 23,
except if an employee is at or above the lump-sum merit point identified on the Pay and
Classification Plan for that position. If the employee is below the lump sum merit plan
but the full amount of the merit increase would move them above, then they will have
added to the base salary that amount that brings them to the lump sum merit point and
any additional shall be paid for the fiscal year 2006 in the form of a one-time lump sum
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bonus. If the employee is above the lump sum merit point, that employee shall receive
any merit increase for fiscal year 2006 in the form of a one-time lump sum bonus.
Employees in grades 32 and above shall receive any merit increase for fiscal year 2006
in the form of a one-time lump sum bonus.
This allocation practice will bring individual employees in the lower half of the
salary range up to the market-point of the range in a more rapid manner and will slow
the progression of the employees above market-point of the range. This type of system
represents a reasoned approach based on performance and position in range, and
slows down movement through the pay scale.
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04-COA -01081/170
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