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Resolution 2011-176 RESOLUTION NO. 2011- 176 A RESOLUTION APPROVING THE COUNTY ATTORNEY OFFICE 2012 FISCAL YEAR PAY AND CLASSIFICATION PLAN. 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 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. NOW THEREFORE BE IT RESOLVED BY THE BOARD OF COUNTY COMMISSIONERS OF COLLIER COUNTY, FLORIDA, that: 1. The 2012 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. Because of current economic conditions, there will be no general wage, merit, or cost-of-living adjustment in Fiscal Year 2012 for employees under the administration of the County Attorney, as is more particularly described in Exhibit 2 hereto. PASSED AND DULY ADOPTED by the Board of County Commissioners of Collier County, Florida, this ~day of September, 2011. BOARD OF COUNTY COMMISSIONERS COLLIER COUNTY, FLORIDA ~W~ By: FRED W. COYLE, CHAI N Attett ., t()~ 111 gAat,""lc:~,-~,\:,,"" .. '\ . ':>" Ap rov to form and Ie ncy: EXHIBIT 1 2012 FISCAL YEAR COLLIER COUNTY ATTORNEY OFFICE PAY AND CLASSIFICATION PLAN MARKET MA TCH TITLE GRADE MINIMUM POINT MAXIMUM POINT Deputy Assistant County Attornev 35 97,228 125,058 156,323 97,228 Section Chief 33 71 ,211 113,432 141,790 71 ,211 Assistant County Attorney / Of Counsel 31 61,515 102,886 128,608 61 ,5 1 5 Le2al Office Administrator 23 48,245 68,924 86,155 75,816 Le2a1 Assistant / Parale2al 19 43,281 56,759 70,949 62,435 Le2al Secretary 15 33,406 43,846 54,808 48,231 Legal Administrative Secretary 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 1 Administrative Secre encom asses Grades 11 throu 13 EXHIBIT 2 FY 2012 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 deyelopment and enhanced career mobility. Recognizes and rewards individual and team achievement. Recognizes that the current financial/economic/budget climate for FY 2012 impacts the affordability of merit increases. 2. OBJECTIVES In support of this compensation philosophy, the following objectives have been established for FY 2012: Maintain a broadband pay plan that targets appropriate reward mechanisms for management, professional/technical and hourly employees. Do not adjust salary ranges in FY 2012. Provide no merit awards for FY 2012. Provide no general wage or cost-of-living adjustments for FY 2012. 3. GENERAL WAGE ADJUSTMENT There will be no general wage adjustment or cost-of-living in Fiscal Year 2012 because of current economic conditions. 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 2012 because of current economic conditions.