Resolution 2008-256
RESOLUTION NO. 2008-~
A RESOLUTION OF THE BOARD OF COUNTY COMMISSIONERS OF
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 1, 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 1, is hereby
approved and adopted.
2. A general wage adjustment (i.e., cost of living 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, Flo~, ~b~3th day of September, 2008.
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A TTE5,'F: ~'.:'. ~, BOARD OF COUNTY COMMISSIONERS
, bWIGli"T ~~i3RbC~ CLERK COLLIER C TY, E RIDA
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By:
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G, CHA N
EXHIBIT 1
FISCAL YEAR 2009 COLLIER COUNTY ATTORNEY OFFICE
PAY AND CLASSIFICATION PLAN
MARKET MATCH
TITLE GRADE MINIMUM POINT MAXIMUM POINT
Deoutv Assistant Countv Attornev 35 97,228 125,058 156,323 97,228
Section Chief 33 71,211 113,432 141,790 71,211
Assistant Countv Attornev 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
Leaal Secretarv 15 33,406 43,846 54,808 48,231
Leaal Administrative Secretarv 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! Paralegal encompasses Grades 17 through 19
Legal Secretary encompasses Grades 14 through 15
Le al Administrative Secreta encom asses Grades 11 throu h 13
EXHIBIT 2
FY 2009 COMPENSATION ADMINISTRATION PLAN
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.