Resolution 2006-224
RESOLUTION NO. 2006- 224
A RESOLUTION APPROVING THE 2007 FISCAL YEAR PAY AND
CLASSIFICATION PLAN, A GENERAL WAGE ADJUSTMENT (COLA)
AND MERIT INCREASE FOR THE OFFICE OF THE COUNTY
ATTORNEY EFFECTIVE ON SEPTEMBER 16, 2006 (THE FIRST DAY
OF THE FIRST PAY PERIOD IN FISCAL YEAR 2007)
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 amended 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 2007 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 4.7%
effective on September 16, 2006 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 effective on September 16, 2006 for employees under
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PASSED AND DULY ADOPTED by the Board of County Commissioners of
Collier County, Florida, this t~jt\ day of September, 2006.
ATTEST:
DWIGHTE'.'8ROCK, CLERK
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BOARD OF COUNTY COMMISSIONERS
COLLIER COUNTY, FLORIDA
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By:
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" Attest It.b)' 1 I
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J ames Coletta, Chairman
Approved as to form and
legal sufficiency:
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David C. Weigel
County Attorney
EXHIBIT 1
COLLIER COUNTY ATTORNEY PAY AND CLASSIFICATION PLAN
EftectiveFiscal.Year2001
TITLE GRADE MINIMUM MARKETPLACE LUMP SUM MAXIMUM
MERIT
POINT
:hief Assistant County Attorney 36 95,228 122,486 95,228 160,764
V1anaging Assistant County Attorney 34 86,375 105,809 86,375 145,816
~ssistant County Attorney 33 60,073 95,972 60,073 138,874
_egal Office Administrator 24 51,893 67,309 74,040 88,343
_egal Assistant / Paralegal 21 42,267 55,429 60,972 76,314
_egal Secretary 17 34,661 45,493 50,042 62,158
_egal Administrative Secretary 13 28,230 37,426 41,169 49,123
:hief Assistant County Attorney encompasses Grades 32 through 36
V1anaging Assistant County Attorney encompasses Grades 30 through 34
~ssistant County Attorney encompasses Grades 24 through 33
_egal Office Administrator encompasses Grades 21 through 24
_egal Assistant / Paralegal encompasses Grades 17 through 21
_egal Secretary encompasses Grades 15 through 17
_e al Administrative Secreta en com asses Grades 11 throu h 13
EXHIBIT 2
ADMINISTRATIVE GUIDE FOR FY 2007 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 moving 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 continue with a cost of living adjustment
(COLA) across the board equivalent to 4.7% of base salary. This is based on the
percentage to be granted to other county employees. The COLA will be added to the
base salary of each employee.
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 6.2% of the total salary expense for the Office of the County
Attorney to be allocated for merit and COLA. Of that 6.2%, 4.7% shall be allocated to
COLA leaving 1.5% to be allocated to merit and pay plan maintenance. The merit funds
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 2007 in the form of a one-time lump sum
bonus. If the employee is above the lump sum merit point, that employee shall receive
any merit increase for fiscal year 2007 in the form of a one-time lump sum bonus.
Employees in grades 32 and above shall receive any merit increase for fiscal year 2007
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.
04-COA-0 1081/201