classification & compensation study final report...

Classification & Compensation Study

Final Report

for the

Broward County, FL Commission

October 6, 2015

Exhibit 1 of 103

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Exhibit 1 of 103

Management Advisory Group International, Inc.

MANAGEMENT ADVISORY GROUP INTL., INC.

MANAGEMENT CONSULTING SERVICES

October 6, 2015

Kevin Kelleher, Director Human Resources Division 115 S. Andrews Avenue, Room 508 Fort Lauderdale, FL 33301 Dear Mr. Kelleher: Management Advisory Group, Inc. (MAG) is pleased to provide the following Executive Summary and attached detailed report on Broward County’s Classification and Compensation Study. Summary of Purpose and Methodology: MAG conducted a comprehensive classification and compensation study for all represented and non-represented jobs in Broward County government reporting to the Broward County Administrator. This represents approximately 6,000 full and part-time employees currently assigned to approximately 1,000 classifications. The study involved obtaining current job information from employees and their supervisors using an on-line Job Analysis Questionnaire (JAQ) and conducting a salary survey of selected benchmark classes and identified competitor jurisdictions. The focus of this project was to consolidate class titles based on scope and level of duties and responsibilities and develop a unified compensation structure that facilitated maintaining internal relationship equity and parity with relevant job markets. Sections 1 and 2 of the attached report provide more detail on the background and methodology used for this study. Compensation Survey Results: A customized market salary survey was designed and conducted to identify the County’s relative position relative to appropriate peer and competitor jurisdictions. Realigning current classifications with both the external market and internal relationships requires a major overhaul of the current compensation system structure. MAG recommends a standardized compensation structure that will support both appropriate internal relationships and parity with the relevant external market.

Exhibit 1 of 103

Management Advisory Group International, Inc.

Classification Study Results: The focus of the classification segment of this study was to review current job information from employees and their supervisors and to consolidate class titles to accurately reflect significant similarities in scope and level of duties and responsibilities. As a result of the information received from employees and their supervisors through the completion of on-line JAQs, MAG is proposing consolidating the approximately 1,000 current classifications into a unified classification system having less than 500 classes. Section 4 of the attached report provides more details on the findings and recommendations for the proposed classification and compensation structures. Section 5 of the attached report provides a detailed pay plan that integrates the proposed classification and compensation structures. Section 3 of the attached report provides recommended policies for maintaining the proposed unified classification and compensation structures. The projected cost for implementing this new system is approximately $10,400,000 and impacts just over half of the employees covered by the study. This represents approximately a 3.9% increase over current payroll. Section 6 provides more detail of the implementation costs. MAG would be pleased to answer any questions you might have concerning these recommendations. Sincerely,

Carolyn Long, Senior Vice President Management Advisory Group International, Inc. 13580 Groupe Drive, Suite 200 Woodbridge, Virginia 22192 Phone: 703.590.7250 Fax: 703.590.0366 www.maginc.info

Exhibit 1 of 103

Management Advisory Group International, Inc. 2015

BROWARD COUNTY, FLORIDA CLASSIFICATION AND COMPENSATION SERVICES

FINAL REPORT TO THE COMMISSION

TABLE OF CONTENTS Table of Contents Section 1.0 – Introduction ................................................................................. Section 1-1 Section 2.0 – Methodology ................................................................................ Section 2-1 Section 3.0 – Compensation Philosophy and Personnel Policies ..................... Section 3-1 Section 4.0 – Findings and Recommendations ................................................. Section 4-1 Section 5.0 – Proposed Pay Plan ..................................................................... Section 5-1 Section 6.0 – Implementation Cost Projection .................................................. Section 6-1

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SECTION 1.0 Broward County, Florida INTRODUCTION

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1.0 Broward County, Florida Final Report

Management Advisory Group International, Inc. 2015 1-1

Section 1: Introduction

Introduction Broward County contracted with Management Advisory Group, Inc. (MAG) of Washington, D.C. and Tallahassee, Florida, to conduct a Classification and Compensation Study covering approximately six thousand (6,000) represented and non-represented employees in approximately 1,000 classifications. This report presents the findings and recommendations of the study. MAG’s findings and recommendations for this report are based on a two phase approach consisting of the following primary components:

Part I: Classification Review Part II: Compensation Review

Project Goals MAG has identified the County’s goal for this project as being to create a unified, consolidated classification and compensation system that will facilitate the County’s ability to attract and retain highly qualified employees through parity with the appropriate market peer and competitor jurisdictions and internally equitable relationships among/between classes in the system. The following were the overall major goals of the project: Part I:

1. Conduct a comprehensive evaluation of the County’s current classification structure and related policies and practices.

2. Conduct a comprehensive evaluation of classifications to determine relative worth within the organization (internal equity) and for the establishment of appropriate pay grades.

3. Develop a revised position classification structure and procedure and provide supporting documentation in the form of narrative class specifications and a methodology for maintaining the system in the future.

4. Review current system policies and regulations relative to classification and provide recommendations to update policies and regulations to facilitate maintenance of the classification structure changes.

5. Develop an implementation/transition plan and supporting procedures for installing the proposed classification system.

6. Conduct regular meetings and/or presentations and prepare communications as often as determined by the County to keep staff apprised of current developments in the review process.

7. Make recommendations for sound organizational structure relative to classification system structure.

Part II:

1. Conduct a comprehensive compensation survey. Survey should identify appropriate benchmark classes within all levels and sections of the organization and should include target

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organizations selected for appropriateness related to the geographic, organization size and specialty needs of the County organization.

2. Review existing compensation structure and, based on survey research, develop and/or recommend a unified compensation structure to meet the County’s needs and compliment the consolidated classification structure.

3. Compare classification/compensation and benefit practices relative to the defined labor market.

4. Produce draft and final study report of findings, recommendations and supporting compensation related data.

Current Classification and Compensation Structure

Broward County currently has approximately 1,000 job classifications with a variety of pay structures (approximately 250 different pay grades) covering represented and non-represented classifications within the organization. These pay structures have been adjusted over time, primarily through the collective bargaining process, to the extent that significant inconsistencies exist in the structures. MAG was requested to review the existing classification/compensation structures and create a compensation structure that would support/compliment a consolidated classification system and be at relative parity with the identified peer/competitor markets. The use of a standardized compensation structure is consistent with best practices for large public sector employers. Project Scope

A list of project tasks and activities completed to this point is indicated by Exhibits 1-1 and 1-2.

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EXHIBIT 1-1 BROWARD COUNTY

PROJECT TASKS

Project Initiation – Developed project proposal, work plan and timeline. Executed project

contract. Discussed and scheduled activities with County Human resources and revised project work plan.

Orientation Sessions - Met with department heads to discuss and describe the project purpose

and focus. Additionally, met with Division Directors and other top level management staff to clarify/identify existing classification and compensation issues.

Distributed JAQ's – Provided Job Analysis Questionnaires (JAQs) in an online/web-based format

and conducted extensive training sessions for County employees to facilitate completion of the questionnaire (JAQ) used to gather current, accurate information on the scope and level of duties, responsibilities and related job attributes.

Developed/Distributed Salary Survey Instrument – Developed a salary survey to gather

compensation information from target organizations for selected County benchmark classifications.

Collected/Analyzed Compensation Data – Collected and reviewed compensation data from

respondent organizations. Conducted Job Analysis – Performed job analysis of evaluation factors based on completed

JAQs. Developed a Consolidated Classification Structure – Based on current, accurate information

obtained through the JAQ completion process, consolidated approximately 1,000 classes into approximately 450 classes based on the scope and level of duties and responsibilities.

Developed a Unified Pay Plan – Developed a proposed unified, open-range pay plan based on

the results of the market salary survey, job analysis, and internal/external equity considerations. Developed Class Descriptions – Created class specifications from JAQ information to represent

work currently be performed throughout the County. Developed Salary Adjustment Recommendations – Developed salary adjustment

recommendations for employees in all included classifications based on the revised pay plan, employee classification and current salary.

Developed Draft Report – Developed and submitted a Draft Report for review integrating the job

analysis, proposed classification and pay plan and salary survey results. Develop Final Report – MAG will develop a Final Report, integrating the job analysis, proposed

classification and pay plan, salary survey results and implementation recommendations. Provide implementation assistance and software support tools; provide guidance on the development of a Compensation Philosophy; and provide training and support to the HR staff in the administration and maintenance of the proposed plan.

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Exhibit 1-2 illustrates a flow-chart process used for developing a proposed pay and classification plan.


PROJECT FLOWCHART

EXTERNAL EQUITY (COMPETITIVENESS)

Market Salary Survey

Survey Data Analysis

Plan Design & Structure

Compensation Philosophy

Proposed Consolidated Classification Structure

& Unified Compensation Plan

Department/DivisionCost Calculations

Organization–wide Implementation Costs & Options

COMPENSATION & CLASSIFICATION STUDY PROCESS

INTERNAL EQUITY

Job Analysis Job Analysis Questionnaire® - JAQ Class Specifications Compensation Philosophy System Structure and Movement

Through Ranges

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SECTION 2.0 Broward County, Florida METHODOLOGY

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Section 2: Methodology

Methodology Overview

To begin the study, the project team requested and reviewed preliminary information and arranged for on-site work with Broward County (the County). MAG conducted initial discussions with administration and tailored several instruments to be used in conducting the compensation and classification analysis, including:

a Job Analysis Questionnaire© (JAQ); customized Market Salary Surveys.

The study methodology included:

collection of current personnel and organizational background information; development, distribution, collection and analysis of Job Analysis Questionnaires©; identification and selection of comparable organizations for the specialized market

salary surveys; identification of classification benchmarks; interviews with Department and Division heads to gather additional job-specific

information and local jurisdiction perspective on the current County pay plan; job analysis with recommendations concerning the consolidation and placement of

County classifications to develop a classification structure that will maximize internal equity;

specialized salary surveys and analysis to prepare recommendations regarding market competitiveness to maximize external competitiveness;

creation of new, updated class specifications; and review of current HR policies and procedures related to classification/compensation.

Market Salary Survey The County employs a wide range of jobs that contain a wide and diverse mix of work responsibilities. The specialized Market Salary Surveys reflected the variety of duties and responsibilities in which the County’s employees engage. In a collaborative effort with the County, MAG developed a three tiered list (regional, National and Specialized) of target organizations to be surveyed. MAG conducted the surveys and analyzed and evaluated their results. Exhibit 2-2 provides a list of target organizations. Please note: Surveying private sector employers is not considered “best practice” due to inherent differences in conditions/terms of employment and the fact that private sector employers rarely are willing to share salary information. Organizations typically included as targets in a salary survey are those that met one or more of the following criteria:

competing with the County for employees, for either lower level or higher level positions;

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geographically situated in such a fashion as to automatically be considered a competitor;

structured similarly to the County, or providing similar types of services; attractive to highly valued County employees for one reason or another; and within a reasonable commuting distance, for certain levels of jobs.

Benchmark Classes The more than 100 job classes selected as benchmarks in the survey were clearly and concisely described. All classes had a clear and identifiable relationship to other County classes and were representative of the various functional areas within the various work areas/units. It is also important for the classes selected as benchmarks to represent comparable types and levels of work typically found in the selected target organizations. In the survey instrument, each class was carefully described in a class profile. In addition to the statement of duties and responsibilities, specific information pertaining to the education requirements and work experience needed for the class was included. Such specific information enabled survey respondents to determine how close the match was between the County’s classification and the classification in the survey respondent’s organization. The respondent’s matching class title, annual minimum and maximum salary and annual hours were also requested in the survey. The results of the survey were used in conjunction with the Evaluation Profiles, more detail in Section 3, and organizational reporting relationships to support the assignment of the various classes to appropriate pay grades within the unified pay structure. It is important to note, however, that industry practice is for the market survey results to serve as an indicator of market trends and as a basis to calculate a regression line for determining internal relationship based pay grade assignments.

Exhibit 2-1 indicates benchmark positions/classifications used for the salary survey.

Exhibit 2-2 indicates survey targets used for the salary survey.


SURVEY BENCHMARK TITLES/CLASSIFICATIONS

Title Title

ACCOUNT CLERK II ENGINEERING TECHNICIAN II

ACCOUNTANT II EQUIPMENT OPERATOR II

ACCOUNTS SPECIALIST EXECUTIVE ASSISTANT

ADMINISTRATIVE AIDE FACILITIES MAINTENANCE-OPERATIONS SUPERINTENDENT

ADMINISTRATIVE COORDINATOR I FORENSIC TECHNICIAN

ADMINISTRATIVE MANAGER I GROUNDS MAINTENANCE SUPERVISOR I

AIRPORT MANAGER GROUNDSKEEPER

AIRPORT OPERATIONS AGENT II HUMAN RESOURCES ANALYST II

AIRPORT OPERATIONS CONTROL CENTER SPECIALIST INFORMATION SYSTEMS MANAGER

AIRPORT OPERATIONS SUPERVISOR LABOR SUPERVISOR I

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Title Title

ANIMAL CARE SPECIALIST LIBRARIAN I

ASSISTANT TO DIVISION DIRECTOR LIBRARY AIDE

AUTOMOTIVE MECHANIC II MAINTENANCE MECHANIC II

AVIATION BUSINESS SPECIALIST MAINTENANCE SUPERVISOR I

AVIATION DIRECTOR OF MAINTENANCE MAINTENANCE WORKER I

AVIATION DIRECTOR OF OPERATIONS MECHANIC

AVIATION DIRECTOR OF PLANNING NATURAL RESOURCES SPECIALIST II

AVIATION SECURITY COMPLIANCE SPECIALIST OFFICE SUPPORT SPECIALIST

BUDGET AND MANAGEMENT ANALYST PAINTER II

BUILDING CODE INSPECTOR PARK AIDE II

BUILDING OFFICIAL PARKS AND RECREATION MANAGER II

BUS OPERATOR PERMIT/LICENSE CUSTOMER SPECIALIST

CALL CENTER SPECIALIST II PLANS EXAMINER

CASE MANAGEMENT AIDE PLANT OPERATOR I

CASE MANAGEMENT SUPERVISOR PLANT OPERATOR II

CASE MANAGER II PLUMBER II

CHIEF FINANCIAL OFFICER/DIRECTOR OF FASD PORT EVERGLADES BUSINESS PERMIT MANAGER

CHIEF INFORMATION OFFICER PORT EVERGLADES CHIEF HARBORMASTER

CHIEF MEDICAL EXAMINER PORT EVERGLADES CHIEF LINEHANDLER

CONTRACT/GRANT ADMINISTRATOR II PORT EVERGLADES DIRECTOR

COUNTY ADMINISTRATOR PORT EVERGLADES DIRECTOR OF FINANCE

CUSTODIAN II PORT EVERGLADES FTZ OPERATOR

CUSTOMER SERVICE REPRESENTATIVE PORT EVERGLADES LOADING BRIDGE MECHANIC DEPUTY DIRECTOR OF CONVENTION CENTER - GREATER FORT LAUDERDALE CVB

PORT EVERGLADES MARINE OPERATIONS MANAGER

DIRECTOR OF ACCOUNTING PORT EVERGLADES SHIPS SERVICE WORKER

DIRECTOR OF ANIMAL CARE AND ADOPTION

PRESIDENT - GREATER FORT LAUDERDALE CONVENTION AND VISITORS BUREAU

DIRECTOR OF AVIATION PRINCIPAL PLANNER DIRECTOR OF BROWARD ADDICTION RECOVERY CENTER PROJECT MANAGER II

DIRECTOR OF COMMUNITY PARTNERSHIP PURCHASING AGENT II

DIRECTOR OF EMERGENCY MANAGEMENT PURCHASING MANAGER DIRECTOR OF ENVIRONMENTAL PROTECTION AND GROWTH MANAGEMENT RECORDS, TAXES, AND TREASURY SPECIALIST I

DIRECTOR OF HIGHWAY AND BRIDGE MAINTENANCE RECORDS, TAXES, AND TREASURY SUPERVISOR

DIRECTOR OF HUMAN RESOURCES RECREATION COORDINATOR

DIRECTOR OF HUMAN SERVICES

SALES ASSISTANT - GREATER FORT LAUDERDALE CONVENTION AND VISITORS BUREAU

DIRECTOR OF LIBRARIES

SALES MANAGER - GREATER FORT LAUDERDALE CONVENTION AND VISITORS BUREAU

DIRECTOR OF MANAGEMENT AND BUDGET SECURITY GUARD I

DIRECTOR OF PARKS AND RECREATION SENIOR INFORMATION TECHNOLOGY SPECIALIST

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Title Title DIRECTOR OF POLLUTION PREVENTION, REMEDIATION AND AIR QUALITY SENIOR SECRETARY

DIRECTOR OF PUBLIC COMMUNICATIONS SMALL BUSINESS DEVELOPMENT SPECIALIST

DIRECTOR OF PUBLIC WORKS SPECIAL PROJECTS COORDINATOR II

DIRECTOR OF TRAFFIC ENGINEERING SUPERINTENDENT OF TRANSPORTATION

DIRECTOR OF TRANSIT SYSTEMS NETWORK ANALYST II

DIRECTOR OF TRANSPORTATION SYSTEMS NETWORK ANALYST III

DIRECTOR OF WATER AND WASTEWATER SERVICES SYSTEMS/PROGRAM MANAGER

ECONOMIC DEVELOPMENT SPECIALIST TOXICOLOGIST II

ELECTRICIAN II TRAFFIC SIGNALS TECHNICIAN II

EMPLOYEE BENEFITS MANAGER UTILITIES MECHANIC I

ENGINEER II UTILITIES OPERATIONS MANAGER

ENGINEERING INSPECTOR VICE PRESIDENT - GFLCVB

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EXHIBIT 2-2 BROWARD COUNTY SURVEY TARGETS

Organization Organization BALTIMORE-WASHINGTON INTERNATIONAL THURGOOD MARSHALL AIRPORT PALM BEACH COUNTY, FL

BROWARD COUNTY SHERIFF'S OFFICE PHILADELPHIA INTERNATIONAL AIRPORT

CITY OF CORAL SPRINGS, FL PORT OF HOUSTON, TX

CITY OF FORT LAUDERDALE, FL PORT OF JACKSONVILLE, FL

CITY OF HOLLYWOOD, FL PORT OF LONG BEACH, CA

CITY OF MIAMI, FL PORT OF MIAMI, FL

CLARK COUNTY, NV PORT OF SAVANNAH, GA

FAIRFAX COUNTY, VA PORT OF SEATTLE, WA

FLORIDA KEYS AQUEDUCT AUTHORITY PORT OF TAMPA, FL

HILLSBOROUGH COUNTY, FL SALT LAKE CITY INTERNATIONAL AIRPORT

KING COUNTY, WA SAN DIEGO INTERNATIONAL AIRPORT

KISSIMMEE-ST CLOUD CONVENTION AND VISITORS BUREAU SANTA CLARA COUNTY, CA

MIAMI-DADE COUNTY, FL SUFFOLK, COUNTY, NY

NEW ORLEANS CONVENTION AND VISITORS BUREAU TAMPA BAY CONVENTION AND VISITORS BUREAU

ORANGE COUNTY, FL TAMPA INTERNATIONAL AIRPORT

ORLANDO/ORANGE COUNTY CONVENTION AND VISITORS BUREA TARRANT COUNTY, TX

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SECTION 3.0 Broward County, Florida COMPENSATION PHILOSOPHY AND SELECTED POLICIES

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Section 3: Compensation Philosophy and Selected Policies

As part of the overall study, Management Advisory Group was requested to offer observations and recommendations regarding compensation philosophy and personnel policies. The philosophy statement of Broward County includes the expressed outcome for the County to attract, reward and retain highly qualified employees who can help the County achieve its mission. In support of this vision statement, MAG’s recommendation will assist Broward County as it strives to provide a total compensation program that enables the County to:

attract and retain high-quality and diverse applicants, reward and retain qualified employees, provide a fair and consistent framework for assigning pay grades to jobs, maintain the salary structure at market competitiveness, ensure fair and consistent pay practices, comply with applicable laws and regulations, operate within the constraints of fiscal resources, and be an employer that inspires excellence.

Broward County’s compensation philosophy should embrace the following points:

1. The County strives to provide a total compensation program that is competitive among all peer and competitor organizations in the defined marketplace.

2. Benchmarking of classifications is used as a best practice for compensation of similar positions.

3. Competitive ranges are established, based on a combination of market conditions and internal relationships, for classifications to provide the flexibility needed to address the changing needs of the County.

4. Starting pay for new employees is based upon education and work experience related to minimum position requirements, additional compensable factors identified prior to the recruitment and market conditions.

5. Pay adjustments, other than stipends, bonuses and supplemental pay, are equitably provided to employees, when appropriate, to address equity with newly hired employees, market responsiveness, and consistency in the administration of the County’s compensation program.

6. Employees are eligible for pay increases resulting from promotions and reclassifications to a class in a higher pay grade.

7. Employees shall be eligible for pay increases based on objectively evaluated job performance, when funding is available for such increases.

8. Part-time/temporary or other casual employees may not be eligible for the same level of benefits as full-time employees.

9. Fair Labor Standards Act (FLSA), Americans with Disabilities Act (ADA), Affordable Care Act (ACA) and any other legal requirements will be consistently and fairly applied to positions.

10. Non-cash compensation policies such as additional time off, prizes, etc. should be reviewed annually for competitiveness, cost effectiveness and their value to employees and the County.

11. To ensure that Broward County compensation structure remains competitive, pay ranges for all positions are reviewed as needed, but not less than every three to five years.

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Overall Policy Considerations: A comprehensive way of comparing the County’s internal Pay Plan to the external market needs to be developed. This should include a comparison of the overall Pay Plan for the different market groups to a summary of the overall responses from the market for the same groups. This would provide a broad relationship comparison, using a number of data points from the market, to the County Pay Plan. This approach does not preclude the use of market data for an individual job classification suggesting that a particular job classification should be internally re-set, but it does not allow a limited number of external data points to have a disproportionate influence on individual job placement. For general Pay Plan adjustments, the County should use the overall comparison of the Broward County job ranges for the entire Pay Plan and compare that to the overall national market or to the regional market. The survey of the regional market can be accomplished through an annual “mini-survey” of the same selected targets used for the comprehensive salary survey review to determine if they anticipate Pay Grade Structure changes, any “across the board” increases to be provided to employees and any performance/merit percentage budgeted for individual employee adjustments. Those adjustments can then also be compared to the Employment Cost Index (ECI) for state, county and local government and a general Pay Grade Structure adjustment made. It is incumbent on the County that any general Pay Grade Structure adjustment also be accompanied by a process for in-range adjustments for qualified employees. This can be accomplished through an across the board adjustment or an adjustment based on an assessment of performance. Note: if the “across the board” increase for employees is the same as the general structure adjustment, the result will be salary compression at the range minimum, as new employees will enter at a salary very close to that of employees with minimal time with the County. General Personnel Policies:

The following recommendations address both the implementation of the plan as well as the on-going administration/maintenance. This section does not cover all Personnel Policies of the County, only those considered to be relevant specifically to the implementation and administration/maintenance of a new Unified Compensation and Classification Structure. It is important to note that for this new classification/compensation structure to maintain internal equity and external competitiveness, it is necessary for there to be a central control (gatekeeper) that will retain an objective overall organizational perspective. It is MAG’s recommendation that this function reside with the Human Resources Division Director. This is widely considered “best practice” and is typically where this authority resides in public sector organizations. Of course, this authority can usually be over-ridden by the Chief Executive or the governing body of the organization. Numerous opportunities exist for varied work experiences and career advancement within Broward County. The following outlines how associated pay changes can be administered based on the category of change. All final decisions on the administration of pay changes that are not governed by bargaining agreements should be subject to approval by the Director of Human Resources or designee.

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In-range salary adjustments for individual incumbents should be limited with the adoption of these new policies as they do not provide for an equitable approach to compensation management and are dependent on the initiative of individual supervisors and managers. Any such changes should be approved by the Director of Human Resources or designee. Personnel Policies - Changes in Employee Pay The following recommendations regarding potential changes in employee pay, address both the implementation of the plan as well as the on-going administration/maintenance. This section does not cover all Personnel Policies of the County, only those considered to be relevant specifically to the implementation and administration/maintenance of a new Unified Compensation and Classification Structure. If positions are covered by a “Collective Bargaining Agreement” (CBA) and there is a conflict between the CBA and County policy, the CBA shall prevail.

A. Implementation of County-wide Study

Internal Equity/Decompression Adjustments as a result of the implementation of this system-wide study shall not be subject to the same guidelines as the “Reclassification” guidelines, nor are they tied to any other existing or proposed policies governing salary adjustments. Internal Equity/Decompression Adjustments are the result of the application of a formula, applied to all positions in the same pay plan and are administered to ensure that employees’ salaries are internally equitable based on the objective factor of “time in their current position, including time in any other position consolidated into the proposed class”. Internal Equity/Decompression Adjustments are not tied to performance measures.

B. Reclassification

With the adoption of the new compensation Pay Grade Structure and the internal realignment of classifications, as well as individual incumbents to the correct job assignment, reclassification of job/incumbents should be a rare occurrence. The adoption of the new structure, with 7.5% between pay ranges would only support a reclassification when a significant and substantial change has occurred to the work. It is incumbent on the requesting Agency to provide fully documented substantiation of a dramatic and substantial work change. The Human Resources Division should do a review of the position and other positions within the work unit to determine if the change in duties and core functions is sufficient to warrant placement in another job title at a higher or lower level. New job titles, for the most part, will not be adopted. It is a conscious decision on the part of the County to streamline the classification system and to have a “top down” approach to classification. This is characterized by placing work within the existing structure in a more broadly defined classification that is substantially similar to type, scope and level of responsibilities to the work being performed. It need not be identical. 1. When a position has been reclassified to a higher pay grade, the employee’s salary shall increase at least 7.5% or to the minimum of the new pay grades, whichever is greater, but is not more than the maximum salary of the new pay grade. For each additional grade, the employee should receive an additional 3% increase to a maximum of 15% or to the minimum of the pay grade of the class to which the position is reclassified, whichever is greater. In no instance should the salary of the employee in the reclassified position

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exceed the maximum of the pay grade for the class into which the position has been reclassified. 2. When a job has been reclassified to a lower pay grade, the affected employee shall retain their current salary. If the employee is subsequently promoted to a classification at or below the grade of the class from which they were reclassified down, their salary should remain the same as the downgraded salary, except that the employee must be at least at the minimum of the grade.

C. Promotion

MAG has developed a “best practices” approach that permits organizations to move employees between and among different job levels, representing different responsibilities and even work schedules, while retaining a large measure of compensation equity. The following policy recommendations regarding promotion, demotion, transfer, etc., are designed to assist Broward County in having consistent policies for all employees. 1. When an employee is promoted, as a result of a competitive appointment to a vacant position assigned to a higher pay grade, the salary placement within the new pay grade shall be determined as follows: apply 7.5% on the salary of the previous grade for promotions of one pay grade, and an additional 3% for each additional pay grade. The resulting required increase in pay will be no less than the minimum of the new pay grade and no less than a 7.5% salary increase but not more than 15% or the maximum salary of the assigned pay grade, whichever is less. If the employee would be eligible for placement within the new grade at a level greater than 15%, based on the same criteria established to determine placement of an outside applicant within the grade at hire, the employee may be offered that salary based on prior approval from the Human Resources Division. 2. The hourly rate of an employee will be the basis for calculating the pay increase when the promotion results in a change in hours worked.

D. Lateral Transfer

A lateral transfer occurs when an employee moves from one position to a different position in the same pay grade, regardless of title. Because there is no change in pay grade there shall be no adjustment in base salary. A lateral transfer is considered neither a reclassification nor a promotion.

E. Demotion A demotion occurs when an employee is moved from a position in one classification to a position in another classification and the new classification is in a pay grade that is lower than the pay grade of the original classification. Demotions can occur for several reasons:

a. Voluntary Demotion: In keeping with current Broward County policy and to create consistence with recommended policy regarding reclassification, MAG suggests the following policy. When an employee requests a demotion to a different classification in a lower pay grade, the employee shall have their salary

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reduced 7.5% for the first grade lower and 3% for each additional grade to a maximum decrease of 15%, but not less than the minimum of the new pay grade.

b. Disciplinary Demotion: In keeping with current Broward County policy and to

create consistence with recommended policy regarding reclassification and voluntary demotion, MAG suggests the following policy. When an employee is demoted as a result of a disciplinary action, the employee’s salary shall be set on a case-by-case basis by the Director of Human Resources. However, the employee’s salary shall at least be reduced by the same amount as if they had voluntarily demoted (i.e., 7.5% for the first grade lower and 3% for each additional grade).

c. Demotion for the Good of the County: If the demotion is at the request of the

County for the good of the organization, such as an organizational restructuring, the employee shall retain their current salary. If the employee is subsequently promoted to a classification at or below the grade of the class from which they were reclassified down, their salary should remain the same, except that the employee must be at least at the minimum of the grade. This is done when the assignment to the new, lower level position is needed to fill a critical need and usually is done on an emergency basis. This type of demotion would have to be approved by the Director of Human Resources or designee. If subsequently promoted to a classification at or below the pay grade of the class from which demoted, there will be no increase, except to the minimum of the new class.

d. Reduction-in-Force: Demotions resulting from a Reduction-in-Force shall be

considered a “Demotion for the Good of the County” and subject to the same rules as specified above and applicable collective bargaining agreements. If subsequently promoted to a classification at or below the pay grade of the class from which demoted, there will be no increase, except to the minimum of the new class.

F. Within Grade Salary Adjustment

An adjustment to an employee’s salary within the grade may be made based on criteria pre-established through collaboration with and approval from the Human Resources Division. These criteria may include licensure/certification, advanced education, specialized skills or other objectively verifiable measures that are not required for qualification and that enhance the employee’s value to the County. To maintain internal equity, other employees, occupying similarly functioning positions in the same classification, meeting the same criteria should be adjusted in the same manner.

G. Interim or Acting Assignment

If a vacancy or approved long-term absence occurs and there is an operational need to continue services or activities associated with the position, regardless of the budget status of the position, a regular employee, who is found to be qualified for the work by the Human Resources Division, in advance, may be assigned by the Agency Director to temporarily assume a substantial portion of the duties of the position provided that employee meets the minimum qualifications required for the position.

1. An interim or “acting” assignment occurs when the County recognizes a critical job assignment need that must be met and cannot be met through the normal

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recruitment process. This can occur when an unexpected vacancy occurs; when a mission critical job cannot be filled in a timely basis; or when a mission critical objective changes abruptly and requires an immediate action. 2. Interim or “acting” assignments would be anticipated to last more than 30 days and less than 6 months. An interim or “acting” assignment is utilized to fill a vacancy or position occupied by an employee on extended medical or other approved long term leave. 3. If the interim or “acting” assignment is to a position in a lower pay grade, the salary of the assigned employee will not be reduced. 4. If the interim or “acting” assignment is to a position in in a higher pay grade and extends beyond 14 days, but less than 6 months, the change in pay shall be determined using the same guidelines proscribed for a promotion. Employees receiving temporary assignment pay shall sign a document acknowledging that they are receiving “Interim/Acting Assignment Pay” and also acknowledging that when the temporary assignment ends, the “assignment pay” will also end and they shall return to their previous salary adjusted for any salary changes for which the employee was otherwise eligible. The conditions under which temporary/interim work in a higher classification may be assigned vary by collective bargaining agreement, under the “Working Out of Class” provisions. If the employee is in a position covered by a collective bargaining agreement, please also consult the bargaining agreement when considering this type of appointment. 5. Assignment pay commences fourteen (14) days following the formal date of assignment approved by the Director of Human Resources or designee. Assignment pay cannot be processed without first receiving a signed “Interim/Acting Assignment Pay” document from the employee. 6. As deemed appropriate by the County Administrator, vacant Agency Director, Division Director, and similar administrative positions may be filled on an interim basis by the appointment of a current County employee for any period of time up to one (1) year in duration. Pay determination for interim employees acting as Agency Directors, Division Directors, or similar administrative positions, shall be determined using the same guidelines proscribed for a promotion.

H. Trainee Program

The Trainee program is designed primarily as a sourcing option for “hard to fill” positions. Through this program, applicants who do not meet the minimum requirements for a specific job classification may be hired as “Trainees” and given the opportunity to gain the job experience and/or training necessary to qualify and subsequently transition into the job classification. The starting pay rate for a Trainee position will be 7.5% below the minimum of the range for the associated job class. Trainees are considered “At Will” (un-represented) employees. To be eligible for participation, applicants must be at least 18 years of age and comply with all applicable County employment guidelines. Trainee positions are limited term, not to exceed two years, unless extended by the Director of Human Resources. Trainees are eligible for the same benefits, and subject to the same policies and employment provisions as full-time unrepresented employees. Trainee positions must be approved by Human

Exhibit 1 of 103



Resources in advance. For more information, please refer to the “Trainee Program Guide”, available in Human Resources.

I. Hiring

All hiring policies are dependent on budgeted funds being available.

1. The hire rate for a new employee with no additional equivalent and relevant level experience is at the entry level of the salary range to which the classification is assigned. 2. Hiring up to 10% above the pay range minimum can occur based on criteria established by the hiring Agency with the collaboration and approval of the Human Resources Division. An offer up to 10% above the grade minimum can be made by the hiring Agency, based on the pre-established and approved criteria, without prior Human Resources Division approval, but is subject to verification. 3. Hiring at more than 10% above the minimum of the grade may be approved by the Human Resources Division based on criteria established prior to the recruitment in collaboration with the hiring Agency. The Human Resources Division will review/verify the applicant’s education/experience/additional skills in relation to the pre-established criteria and determine the maximum salary that may be offered. No offer of employment shall be made prior to determination by the Human Resources Division. 4. Internal Equity is an equally important consideration in filling a vacant “hard to fill/mission critical” position. Before a salary offer is determined, the Human Resources Division will also consider the current salaries, length of service and presence of “additional compensable factors” of current employees in similarly functioning positions in the same classification. It is the policy of the County to make every effort to avoid inverted salary relationships created by bringing in newly hired employees at a salary or rate that exceeds the current salaries of comparably qualified current employees in similarly functioning positions in the same classification.

Classification and Reclassification Overall Policy

The Human Resources Division is responsible for maintaining County-wide classification and pay plans. The Division is also responsible for reviewing all proposals for the classification allocation of new positions and reclassification of existing positions within the updated classification/compensation system.

A. Placement of Jobs within the Unified Structure

The County uses an integration of external market rates for selected positions and internal job profiles to classify or reclassify positions. Positions with similar profiles are clustered together. Clusters of classifications are then grouped and assigned to pay grades commensurate with the scope and level of duties and responsibilities of the classifications.

The internal job values used to create job profiles can be applied to a wide range of job duties

Exhibit 1 of 103



and responsibilities. This approach allows a progressive comparison of internal comparability for classifications ranging from unskilled laborer to the job related skills required for executives. The integration of market information with a job profiles system reduces gender and cultural bias thus directly addressing the issues of pay equity and equal opportunity.

B. Evaluation Profiles Progressive comparison of internal job value is achieved by reviewing each classification in relation to these evaluation factors:

1. Organizational Responsibility; 2. Data Responsibility; 3. People Responsibility; 4. Assets Responsibility; 5. Experience; 6. Education; 7. Mathematical Requirements; 8. Communications Requirements; 9. Judgment Requirements; 10. Complexity of Work; 11. Impact of Errors; 12. Physical Demands; 13. Equipment Usage; 14. Unavoidable Hazards; and 15. Safety of Others.

C. External Competitiveness The labor market relationship between the salary paid by one employer and that prevailing in the labor market is measured, when appropriate, by means of the selection of benchmark job classifications and the conduct of external surveys. A benchmark provides direct reference to market rated positions and to other positions within the classification system and is important in establishing reference points along a pay line. D. Survey Results Survey results are integrated with Job Profile values, using the statistical technique of linear regression to create a pay line for the benchmark classifications being used. The pay line relates benchmark survey data to the factor evaluation point totals of each classification. This "line of best fit" sets out the basic salary relationships applied to all classifications in the system. Using this technique, pay plans will contain a measure of both internal and external equity. E. Job Analysis Questionnaire (JAQ) Job analysis is a technique used to determine specific duties and responsibilities assigned and performed by each position. This information is obtained through the completion of a Job Analysis Questionnaire (JAQ). JAQ’s are used within the classification system to review both existing and proposed jobs and groups of jobs in order to determine proper classification of work within a broader job classification or job title. This form should always be used unless directed otherwise by the Human Resources Division.

If the position is filled, the JAQ is to be completed by the employee and is to be reviewed and signed by the employee's supervisor and then approved by the Agency/ Division Director. If necessary, the JAQ can be supplemented by on-the-job interviews, or job audits. If a position for which a JAQ is to be completed is vacant, the supervisor completes the questionnaire.

Exhibit 1 of 103



F. Desk Audits The desk audit is an on-site observation and interview with the incumbent employee. Human Resources may schedule and conduct desk audits, if deemed appropriate or necessary, to provide additional or clarifying job information after reviewing a submitted JAQ.

New Positions/Classifications

Process for New Positions: The Human Resources Division reviews requests received from an Agency to determine the appropriate classification assignment and thus the appropriate pay grade for the position. Once appropriately classified, the Office of Budget and Management must determine if sufficient funds are available to create the requested position. Requests may be made by an Agency during the County's annual budget process or at such time as the need is deemed “mission critical”.

A. New positions requested in the annual Budget process shall be reviewed and allocated

to an appropriate classification by the Human Resources Division based upon the information included on the Job Analysis Questionnaire (JAQ) and any other supporting data. If an appropriate classification does not exist, the Human Resources Division may recommend establishment of a new classification following the adoption of the new County Budget. After the budget is adopted, the Human Resources Division will prepare or assist in the preparation and submission of the necessary Agenda Items to the County Commission for the establishment of the new positions and/or classifications.

B. If a request for new positions is made other than during the annual budget process, the

requesting Agency will submit a Job Analysis Questionnaire (JAQ) and any other supporting data. The Human Resources Division will review the submitted information and will recommend an existing classification or establishment of a new classification. The Human Resources Division will then prepare or assist in the preparation and submission of the necessary Agenda Items to the County Commission for the establishment of the new positions and/or classifications.

C. If a new position requires the creation of a new classification, the Human Resources Division shall prepare the class specification, with the assistance of the requesting Agency. The class specification includes information on the nature of work, illustrative tasks and Job Profile information from the completed JAQ. The Human Resources Division will place the classification within the Unified Classification/Compensation structure based on the new class’s Job Profile.

D. Upon approval of the position/classification, the requesting Agency submits the appropriate form to the Human Resources Division to begin the recruitment process to fill a new authorized budgeted position.

E. The effective date of a new position will generally be the first day of the pay period following approval.

Existing Positions/Classifications A. Positions may be reclassified to a different classification if there have been significant changes in the actual duties and responsibilities, the changes are of a permanent nature and intended by management and the reclassification is based upon new or added elements in the job.

B. Upon written request by an Agency, or upon its own motion, the Human Resources Division will conduct a review of the duties and responsibilities of a position if there is reason to

Exhibit 1 of 103



believe that a position is improperly classified. The Human Resources Division will obtain information concerning the position believed to be improperly classified and other positions in the work unit by having the incumbents complete JAQs and having it reviewed by the supervisor of the positions, the Division Director and the Agency Director. A field study or job audit may also be conducted, if determined appropriate or necessary by the Human Resources Division. C. Requests to reclassify existing positions are made with Agency Director approval, on the appropriate form, supported by a JAQ. If the action is approved by the Agency Director, the JAQ and the appropriate form are forwarded to the Human Resources Division for review for classification or reclassification. The requesting Agency is responsible for preparing and submitting an agenda item if the reclassification requires the approval of the Board.

Title Changes: Requests for changes to classification titles only, and nothing else, must be submitted by the Agency Director, in writing, to the Human Resources Division. If the change is approved by the Director of Human Resources or Designee, the Human Resources Division will place the new title in the official Classification and Pay Plan. The Agency will be asked to submit the appropriate form to effect the change in the employee's personnel records. Changing the title of an existing classification does not indicate the existence of any significant changes to the scope and level of duties or responsibilities of the position. As such, a title change does not require a probationary period or result in any change in salary, anniversary date or compensation for an incumbent. Salary Structure Adjustment Recommendations The cost to implement and maintain the compensation system should be driven by changes in the labor market and should be applied globally to the system, which adjusts each salary range. Compensation systems that are well maintained address two (2) primary issues on an annual basis:

the cost to maintain competitiveness of the system; and the cost to adjust individual salaries.

Annually, the County may determine the need to adjust pay grades/ranges based on some factor, such as the Employment Cost Index (ECI), to maintain competitiveness at salary range minimums and hiring rates, as well as accommodate current incumbent pay progression within the grades. Ideally, funding permitting, the County should conduct an organization wide salary/market review (essentially replicating the one conducted for this study by MAG) every four (4) to five (5) years to assess relevant labor market conditions, and ensure a competitive posture in employee recruitment and retention. At this time, a more detailed comparison to the external market, as well as to immediate competitors can be made using a comprehensive methodology such as that used in this review. Proposed Compensation Plan Regardless of an organization's philosophy concerning advancement opportunities afforded to employees, it is essential that movements in the economy, and more specifically the labor market in which the County competes, be addressed at the system level. Accordingly, salary administration procedures should take their priority based on funding availability and philosophies on pay. We recommend that a balance be achieved in addressing compensation at both the

Exhibit 1 of 103



individual employee and compensation system levels. This can be accomplished using MAG’s Classification Manager® software. Allocation of Employees within the Ranges For employees whose current salary level is below the minimum level in the assigned range, the salary level would be the minimum in the range. For employees with current salary levels exceeding the maximum level in the assigned range, the salary would be frozen at that level, and the employee would be ineligible for any merit or cost of living increases to base salary until the range is adjusted to allow movement. Employees between the range minimum and maximum may be moved through the range based on established criteria determined to be of value to the County. Future Administration of the Plan In order to retain the currency of the plan, the County may exercise an optional maintenance agreement with MAG that would provide a salary survey and a recommended market adjustment of ranges. Under the provisions of MAG’s maintenance agreement, assistance is always available to the County to review requests for reclassification; conduct spot surveys for market sensitive positions; provide ongoing maintenance, such as database updates, reflecting current salaries, terminations and new-hires; and develop or change class specifications. Proposed Compensation Using the New Plan The Classification Manager® software has established a target salary for each employee by first calculating the cost to raise the incumbent to the minimum of the new range (if appropriate) and then using a consistent “time in class” algorithm to place employees at an appropriate place within the new pay range. Plan Implementation MAG recognizes that implementation of new or revised compensation and classification programs must take into account the financial disposition, current salary levels and other variables unique to the County. Only after all of these factors are considered can a feasible implementation program be designed. MAG has worked to provide an implementation plan that will address current inequities and will provide a framework for external competitiveness. It is especially important that during the current economic times that the County retain a highly qualified work force by providing a fair and competitive compensation. Additionally, it is equally important that the County not overpay for positions. Any proposed implementation plan must carefully balance these two important considerations.

Exhibit 1 of 103


SECTION 4.0 Broward County, Florida FINDINGS AND RECOMMENDATIONS

Exhibit 1 of 103



Section 4.0: Findings and Recommendations

4.1 Results of the Salary Survey As a result of the analysis of the survey information, it appears that Broward County, while significantly below the market for some types of work, is overall close to the market. Because Broward County has no consistent width for many pay grades, the deviation from the market at the minimum and maximum rates for the benchmark jobs gives little usable information. Looking at the midpoint of the County’s current pay grades, nearly a third of the benchmark titles were more than 5% below the market average midpoint. Some of these, particularly upper level technical and middle management titles were considerably more below the market average midpoints. The same was true for top level management titles.

Recommendation: Based on a combination of salary survey results, Evaluation Profiles and internal reporting relationship information, MAG has placed the consolidated titles proposed for the County into a uniform salary scale structure. MAG recommends that the County adopt a policy/practice of salary survey update outlined in Section 3.0. 4.2 Results of Current Pay Grade Structure Review

Broward County currently uses more than 250 individual pay grades in 12 pay plans. There is no consistent structure regarding range width or distance between grades in most of these pay plans and when viewed as a whole there is no discernable overall structural consistency. Pay plans appear to have evolved around bargaining units, primarily. This situation makes having an internally equitable and externally competitive pay structure very difficult, at best. The same was true for top level management titles.

Recommendation: Based on the average range width of area target organizations responding to the salary survey MAG has created a single uniform pay plan having a range/grade width of approximately 60%. This range width is recommended in order to mitigate issues that may arise from the title consolidation and is only slightly wider than the average width in the local market. Based on the need to consolidate job titles and the County’s expressed wish to minimize the future “title proliferation” that has occurred in the past, MAG created a pay plan structure that has 7.5% between pay grades. This distance between grades is designed to again mitigate issues that may arise as a result of the title consolidation. This combination of a relatively wide range/grade width and significant distance between grades should facilitate effective maintenance of the structure and minimize the opportunity for recurrence of “title proliferation” and “grade creep” that has been widespread in the past. “Best practice” in constructing pay grade ranges for organizations wishing to “attract and retain highly qualified” employees is to set the “calculated market point” closer to the minimum of the range than to the maximum. Therefore, MAG constructed the proposed grade ranges for the County with the “calculated market point” approximately one third of the way into the range, instead of at the range midpoint. This allows the County to more quickly pay employees at a rate that makes it less likely for them to leave during the early years of their employment, making the County a “training ground” for peer and competitor jurisdictions.

Exhibit 1 of 103



4.3 Results of Current Classification Structure Review

Broward County currently has more than 1,000 individual classifications. It appears that many of these classifications have been adopted based on union and/or department specific naming and/or the perceived need to increase the pay of an employee or group of employees. In most cases where there are multiple levels indicated in a series, the primary distinction may be little more than additional “time in the job”. With this degree of “title proliferation”, there is no consistent/objective set of criteria for determining the appropriate classification for a position based on scope/level of duties/responsibilities. This lack of consistent/objective criteria makes career path determination/succession planning difficult and unclear.

Recommendation: Based on the need to consolidate/streamline the classification structure, MAG proposed a “top down” classification structure that focuses on similarities in the scope/level of duties/responsibilities of positions performing work in generalized categories. Our review of the information gathered from employees and their supervisors through the Job Analysis Questionnaire (JAQ) process provided the basis for creating approximately 450 classifications. These consolidated classifications provide a consistent/objective basis for classifying future positions based on the “Evaluation Profile” that results from the consolidation of responses to the “Evaluation Factors” for their jobs obtained through the JAQ process. The proposed, consolidated classification structure is detailed in Section 5.0. 4.4 Measures of Study Success

Measuring the success of a comprehensive classification/compensation study, especially one such as this with its sweeping consolidation effort and complete revision of the salary structure, will be of necessity somewhat subjective. This complete system/structure overhaul was designed to provide the County with a sound classification/compensation system structure that would permit maintenance of an internally equitable and externally competitive foundation for attracting and retaining high level employees going forward. The following are some areas where significant change could be noticed. Please note that unless this new foundation is maintained and utilized in a consistent and objective manner, there can be little expectation for improved functioning. In some respects, establishing success criteria for changes as broad and sweeping as the ones anticipated by the County, are rooted in cost avoidance and improving “best practices” and are not as subject to short-term quantitative analysis as would be preferred. Some of the areas where improvement could be observed are:

Turnover – When an organization’s pay structure provides for external competitiveness, there should be a reduction in turnover among employees at all levels of the organization. Remember, there are often reasons for high turnover that are NOT primarily rooted in level of compensation. Turnover is a very costly problem although it not as easily seen because there is little “direct monetary outlay” visible as a result. Quality of Applicants – As an organization’s compensation structure more closely reflects the relevant market, the more likely the organization will be able to attract more highly qualified applicants during the recruitment process. Rate of Offer Declination – As an organization’s compensation structure more closely reflects the relevant market, the likelihood of quality applicants declining an offer of employment for salary related reasons should decrease.

Exhibit 1 of 103



Title Proliferation – When a structure is internally equitable and consistently/objectively maintained, there is less likely to be successful requests to establish new classifications to provide an employee or employees slightly higher compensation. Again, the success of a project such as this lies more in the ongoing administration and maintenance of the classification and compensation structures than in the initial creation of these structures. Greater Internal Equity – An initial attempt has been made to establish a transition plan that uses a single formula to establish a target salary for each individual employee based on objective criteria. Employees whose current salary exceed the target salary would not be recommended for an equity adjustment. Salaries of employees that fall below the target salary are recommended for an equity adjustment. Using global criteria replaces a previous practice of regressing internal salaries against salary in the same job category, without respect to other positions in similar or related work and without regard to the overall compensation practices outside the particular classification being reviewed. The proposed compensation and classification plan provides standardized measures for evaluating scope and level of duties/responsibilities (a job profile for each classification title) and for assisting the County in having a consistent platform for determining external hiring ranges and future internal adjustments.

Overall, the success of the implementation of a project such as this needs to be measured over a period of time and requires there be some baseline data related to the criteria being used. Many factors outside the control of either the consultant or the organization may impact any measurement criteria selected. A sudden swing downward in the economy may have the effect of reducing turnover to extremely low rates. Sudden changes in the “market” for certain types of workers may impact not only turnover but the quality of applicants due to the organization’s lack of speed in being able to react to these circumstances. Other markers for success may be rooted in individual perception. Employees and/or departments that perceive greater fiscal constraint in the new compensation and classification structure may not view the results favorably. Employees and/or departments that perceive a financial or practice benefit, may rate the success of the effort as outstanding. 4.5 Future Maintenance It is important to note that for this new classification/compensation structure to maintain internal equity and external competitiveness, it is necessary for there to be a central control (gatekeeper) that will retain an objective overall organizational perspective. Recommendation: It is MAG’s recommendation that this function reside with the Human Resources Division Director. This is widely considered “best practice” and is typically where this authority resides in public sector organizations. Of course, this authority can usually be over-ridden by the Chief Executive or the governing body of the organization.

Exhibit 1 of 103



4.5 Implementation Cost Projections In order to implement the proposed classification and compensation structures, MAG proposes the calculation of a “target salary” for each employee based on length of service in the proposed consolidated classification to which their position is assigned. Because of the massive consolidation that has taken place, this length of service has been calculated to include time the employee may have been spent in any of the current classifications combined into the new consolidated classification. This time is calculated in days to the target implementation date. Employees whose current salary is less than the minimum of the proposed pay grade for their new classification will receive an increase sufficient to bring them to this new minimum. Employees whose current salary is less than the calculated “target salary” will receive an increase sufficient to bring them to that “target salary” with the following exception. For budgetary reasons, a cap of a $4,000 total increase was imposed for any employee, unless a greater amount was needed to bring the employee to the minimum of the new pay grade. For employees whose current salary exceeds the target salary, there is no adjustment. No employee whose current salary exceeds the maximum of the new pay grade should receive any increase until market adjustments to the range would allow for additional salary. Salary Adjustment Recommendations The summary implementation cost report by Agency is included in Section 6.0 of this report. Please note: The results of this study do not include five current classifications in the Transit Bargaining Unit (Amalgamated Transit Union, Local 1267) that are subject to a collective bargaining agreement. This agreement contains a step plan which is not contained in any other County Bargaining Unit and which is inherent in the local transit industry. Plan Implementation MAG recommends that the new classification and compensation structures go into effect on January 1, 2016 along with the recommended salary adjustments. It is critical that this overhaul of the classification/compensation structures be implement “as a whole” rather than in a “piecemeal” fashion. Only by implementing the entire proposed structure will the County have the solid overall foundation from which to move forward in attracting and retaining quality employees. These recommendations would accomplish the following:

Greatly simplify the classification/compensation plans for internal administration. Provide consistent, easy to understand classification and compensation plans for

employees. Provide an objective, consistent foundation to resolve internal salary placement

questions for new hires and promotions. Minimize internal salary inequity (compression) for current employees. Minimize the practice of overpaying for a classification or position. Provide an objective, consistent foundation and methodology for future adjustments to

the classification structure to accommodate organizational changes. Provide an objective, consistent foundation and methodology for future adjustments to

the compensation structure to accommodate market changes.

Exhibit 1 of 103



These recommended changes provide a solid foundation for employee compensation that should serve the County and the employees well as they move forward. The County employees work as a team and have consistently “pulled together” to serve the community during natural disasters as well as difficult economic times. Broward County is a remarkable organization and is served by loyal, dedicated and professional employees. Cost Projections Cost to bring employees to the minimum of their new pay grade: $5,306,427 % of Employees impacted: 28% Cost to move employees to their “target salary” w/$4,000 cap: $5,121,338 % of Employees impacted: 45% Total Cost: $10,427,764 Percentage of Current Payroll: 3.8% % of Employees impacted: 51%

Exhibit 1 of 103


SECTION 5.0 Broward County, Florida PROPOSED PAY PLAN

Exhibit 1 of 103

Proposed Pay Plans

Wednesday, September 30, 2015 Page 110:24:21 PM

Exhibit 1 of 103

Ann Min Ann Max

Broward County, FL

Code Proposed Class Title

Proposed Pay Plans

Unified$18,333 $29,260101

BUS OPERATORM9954

SCHOOL CROSSING GUARDZ5521

$21,186 $33,814103

LIBRARY AIDEW4007

Recreation AideW9615

STUDENT SEASONAL LIFEGUARDZ4123

Student WorkerZ5000

$24,484 $39,076105

CONCESSION ATTENDANTB4106

CustodianB7505

$26,320 $42,007106

DriverW6395

GROUNDSKEEPERB7541

RANGE ATTENDANTB4181

Security GuardB5505

Stable AttendantB4154

$28,294 $45,157107

BRIDGETENDERB7111

CookB6430

Data AideW3105

Maintenance WorkerB7515

Mosquito Control InspectorB6403

Park AideB4103

Print Shop AssistantB0203

Survey TechnicianW3151

WEIGHSTATION OPERATORB7931

$30,416 $48,544108

Accounting ClerkW0121

CONCESSION SUPERVISORX4107

COUNTY COMMISSION RECEPTIONISTZ0017

Equipment OperatorB7107

InternZ2387

LinehandlerU0708

MENTAL HEALTH SPECIALISTW6285

OFFICE SUPPORT SPECIALISTW0136

Records, Taxes and Treasury SpecialistW0225

Stable Attendant, SeniorB4155

StorekeeperB0307

$32,697 $52,185109

ANIMAL CARE SPECIALISTB5402

Building Management CoordinatorX7510

COURIER SUPERVISORW0072

CUSTOMER SERVICE REPRESENTATIVEW0095

Data Entry OperatorW0441

GROUNDS CURATORB7543

Lead LifeguardB4125

Library SpecialistW4031

MEDICAL TRANSCRIBERW6245

Natural Resources Control WorkerB6409


Exhibit 1 of 103

Ann Min Ann Max

Broward County, FL


Proposed Pay Plans

Unified$32,697 $52,185109

PainterB7415

Range MasterX4185

Records Management TechnicianW0305

RECREATION COORDINATORW4105

SecretaryW0031

Tax Appeal SpecialistW0425

TOUR BOAT OPERATORN4172

Traffic Control WorkerB7951

$35,149 $56,098110

Accounting SpecialistW0123

Behavioral Health SpecialistP6607

Call Center SpecialistW0011

CarpenterB7406

Custodial Services SupervisorX7501

ENVIRONMENTAL LABORATORY TECHNICIANW7327

Fender Construction WorkerN0595

FOOD SERVICE SUPVN6427

Linehandler, Lead WorkerU0709

LOCKSMITHB7451

Maintenance Crew SupervisorX7605

PERMIT/LICENSING CUSTOMER SPECIALISTW5494

Print Shop SpecialistB0201

Records, Taxes and Treasury Specialist, SeniorW0227

Sign Shop TechnicianB3203

SOLID WASTE COMPLIANCE AGENTX7381

Water Meter TechnicianB7321

$37,786 $60,306111

Administrative AssistantP0045

Administrative SpecialistN0011

Animal Care Specialist, FieldB5403

AUDIO-VIDEO PRODUCTION SPECIALISTW6451

BRIDGE MECHANICB7113

CAD TECHNICIANW3144

Child Care Licensing SpecialistP6324

Engineering TechnicianW3201

Equipment Operator, SeniorB7108

Forensic Technician/PhotographerW6455

Graphics DesignerW3135

Library Specialist, SeniorW4032

MACHINISTB7471

Maintenance MechanicB7525

Park NaturalistP4131

PlumberB7435

Publications SpecialistP2331

SURVEY PARTY CHIEFW3153

Tourism Program SpecialistN2385

Traffic Signal TechnicianB3214

User Support TechnicianW2271

Utilities MechanicB7339


Exhibit 1 of 103

Ann Min Ann Max

Broward County, FL


Proposed Pay Plans

Unified$37,786 $60,306111

Vehicle MechanicB7221

VETERINARY TECHNICIANW5406

WELDERB7441

$40,619 $64,829112

Accounting Specialist SupervisorW0125

CALL CENTER SUPERVISORX0098

Case Manager/CounselorP6311

Code Enforcement InspectorB7965

CUSTOMER SERVICE SUPERVISORX0096

DIESEL MECHANICB9956

ElectricianB7425

HOUSEHOLD HAZARDOUS WASTE SPECIALISTN0070

MAINTENANCE SCHEDULERX7345

MARKETING DEVELOPMENT ASSOCIATEP4052

Parks SupervisorX4187

REAL-TIME REPORTERW0053

Refrigeration MechanicB7465

SECURITY GUARD SUPERVISORX5503

Tax Appeals SupervisorX0435

Treatment Plant OperatorB7335

Vehicle Mechanic Electrical TechnicianB7225

VETERANS SERVICES OFFICERP2307

$43,666 $69,691113

Administrative CoordinatorP0047

Airport Operations AgentB7731

Business Permits CoordinatorQ0811

Claims AdjusterW5455

Electronics TechnicianB7915

ENGINEERING INSPECTORW3112

EXECUTIVE ASSISTANTN0044

Extension AgentZ9947

HOUSING PROGRAM CONSTRUCTION INSPECTORB5432

LibrarianP4041

Library Specialist SupervisorN4027

Licensed Practical NurseW6892

MEDICAL RECORDS SUPERVISORX6248

MEDICAL TRANSPORT INSPECTORP6254

MEDICAL-LEGAL INVESTIGATORW6241

Regulated Business SpecialistP5305

Revenue, Tax and Records SupervisorX0221

SIGN SHOP SUPERVISORX3205

SMALL BUSINESS DEVELOPMENT SPECIALISTN2298

Traffic Signal Technician, SeniorB3215

Transit Operator TrainerX7807

Transit SchedulerX7809

Treatment Plant Operator, Lead WorkerX7331

Vehicle Mechanic TrainerX7815

Vehicle Mechanic, Lead WorkerB7222

Warehouse SupervisorP0315


Exhibit 1 of 103

Ann Min Ann Max

Broward County, FL


Proposed Pay Plans

Unified$46,941 $74,918114

AIRPLANE PILOT/MECHANICN8903

ANIMAL CARE SUPERVISORX5403

Behavioral Health ClinicianP6609

BUILDING CODE INSPECTORB5422

CURATORZ9994

Emergency Management SpecialistP5111

Grants SpecialistP2353

Housing/Community Development SpecialistP6307

Human Resources GeneralistN2055

INDUSTRIAL HYGIENISTN0068

Longline OperatorB7953

Natural Resources SpecialistP5491

Network Communications TechnicianN2215

Parks Manager, AssociateX4155

Print Shop SupervisorX0109

PROGRAM PERFORMANCE ANALYSTP6379

PUBLIC COMMUNICATIONS SPECIALISTP2328

Public Information SpecialistN1920

Quality Assurance SpecialistP6326

Skilled Trades SupervisorX7525

TRANSIT SUPERVISORX7801

$50,461 $80,537115

AccountantP1015

Airport Operations Agent, SeniorP9925

ANIMAL CARE CLINIC MANAGERN5398

AuditorP1025

BRIDGE MAINTENANCE SUPERVISORX7114

BUS TRAFFIC CONTROLLERP7807

Business SpecialistE0963

CASE MANAGEMENT SUPERVISORP6333

ChemistP6221

CHILD CARE LICENSING SUPERVISORN6394

CODE ENFORCEMENT SUPERVISORX7963

Communications System TechnicianB2253

Contract/Grant AdministratorP2351

Customer Relations SpecialistY0917

Duty HarbormasterU0719

ELEVATOR INSPECTORB5436

Employee Assistance Program CounselorN6353

Engineer InternP3127

Engineering Inspector, SeniorX3115

FORENSIC TECHNICIAN SUPERVISORB6202

Human Services SupervisorP6313

HydrogeologistP3171

Librarian, SeniorP4042

Marketing ManagerN4055

Medical Investigations SupervisorW6233

NUTRITION SERVICES MANAGERN6432

Office ManagerN0051


Exhibit 1 of 103

Ann Min Ann Max

Broward County, FL


Proposed Pay Plans

Unified$50,461 $80,537115

PAYROLL SUPERVISORN0118

PlannerP3315

PLANS EXAMINERB5427

Program/Project CoordinatorN2351

Property AgentW2345

Registered NurseP6281

RISK MANAGEMENT CLAIMS SUPERVISORN5453

SAFETY & HEALTH SPECIALISTN5455

Systems Network AnalystP2275

VETERANS SERVICES MANAGERN2309

$54,246 $86,577116

Accountant SeniorP1016

Administrative OfficerN2369

Assistant Business Development ManagerE0965

Assistant HarbormasterQ0805

Audio-Visual Broadcast SpecialistX2255

Budget & Management AnalystN2333

Building ManagerX7511

CALL CENTER MANAGERN0099

Chief Treatment Plant OperatorX7337

CHILD PROTECTIVE TEAM COORDINATORP6320

ECONOMIC DEVELOPMENT SPECIALISTN1043

ELEVATOR PLANS EXAMINERB7474

Emergency Management Specialist, SeniorN5105

Environmental Compliance SpecialistN8415

GRANTS RESEARCH COORDINATORP6343

Human Services Quality Assurance CoordinatorP6273

Human Services Treatment DirectorN6289

INVESTMENT COORDINATORN1020

Natural Resources Specialist, SeniorP5493

PROFESSIONAL STANDARDS SPECIALISTN8133

PROGRAM PERFORMANCE COORDINATORN6378

Purchasing AgentP2375

Regulated Business SupervisorN5307

Security SupervisorN0831

TRAFFIC SIGNALS SUPERVISORX3215

TRAFFIC SIGNS SUPERINTENDENTX3222

$58,315 $93,070117

AIRPORT OPERATIONS SUPERVISORX7728

ASSISTANT SUPERINTENDENT OF TRANSPORTATIONP7808

Claims ManagerN5451

ELEVATOR SYSTEMS SPECIALISTP7473

ENVIRONMENTAL PROJECT COORDINATORP5437

Facilities Maintenance SuperintendentY7515

FLEET MAINTENANCE SUPERINTENDENTN7951

FLEET MANAGEMENT SUPERINTENDENTN7954

Human Resources Assistant ManagerN2058

Human Services ManagerN6335

Information Technology Applications AnalystP2235


Exhibit 1 of 103

Ann Min Ann Max

Broward County, FL


Proposed Pay Plans

Unified$58,315 $93,070117

INFORMATION TECHNOLOGY CONTRACTS ADMINISTRATORP2279

LANDSCAPE ARCHITECTP3161

Librarian, SupervisorP4043

Maintenance Contract SpecialistX7521

MOSQUITO CONTROL MANAGERP6404

Parks ManagerX4151

Planner, SeniorN3309

Purchasing Agent, SeniorN2375

STREETS MAINTENANCE SUPERINTENDENTX7516

SUPERINTENDENT OF TRANSPORTATIONP7809

SurveyorP3151

Systems AnalystP2285

Systems Network Analyst, SeniorP2276

Technical Training SpecialistP2905

ToxicologistP6225

TRANSIT MAINTENANCE SUPERINTENDENTP7817

TREATMENT PLANT SUPERINTENDENTN7357

$62,688 $100,050118

Accounting SupervisorN1015

Administrative Officer, SeniorN2373

AIRPORT WILDLIFE BIOLOGISTY7729

Audio-Visual SupervisorN1929

Budget & Management Analyst, SeniorN2334

Business Development ManagerE0967

Chemist SupervisorP6222

CHIEF BUILDING CODE INSPECTORX5423

Chief HarbormasterY0915

Community Library ManagerP4037

COMMUNITY TRANSIT OFFICERP2001

Contract/Grant Administrator, SeniorP2352

Environmental Compliance CoordinatorY5449

Housing & Community Development SupervisorY6295

HUMAN RESOURCES OFFICERN2317

Library Services CoordinatorN4035

Natural Resources Section ManagerN0191

Operations SupervisorN6405

Program/Project Coordinator, SeniorN2353

Property ManagerE0925

PUBLIC ART ADMINISTRATORN2807

REAL ESTATE DUE DILIGENCE OFFICERP2345

Registered Nurse SupervisorP6285

Revenue, Tax and Records ManagerY0231

SAFETY & OCCUPATIONAL HEALTH COORDINATORN1205

Security ManagerN0835

Toxicologist, SeniorP6226

TRAFFIC OPERATIONS SUPERINTENDENTTN3221

UTILITIES CHIEF INSPECTORX7352

UTILITIES SUPERINTENDENTY7356

$67,390 $107,554119


Exhibit 1 of 103

Ann Min Ann Max

Broward County, FL


Proposed Pay Plans

Unified$67,390 $107,554119

ADA ADMINISTRATOR/HIPAA PRIVACY OFFICERY8203

ARCHITECT, REGISTEREDY3165

ASSISTANT BUILDING OFFICIALN5426

Assistant Operations ManagerY2360

Construction Project ManagerP3111

Environmental Program SupervisorY5437

EQUAL OPPORTUNITY OFFICERY8231

EXPANSION PROJECT ADMINISTRATORY8096

Foreign Trade Zone ManagerY0905

Human Services AdministratorN6339

Licensed EngineerP3128

NURSE PRACTITIONERN6261

Operations ManagerY2361

Parks Environmental Maintenance SupervisorP4136

Parks Manager, SeniorN4145

Planning Section SupervisorN3315

Real Estate OfficerP2347

ZONING OFFICIALN5418

$72,444 $115,621120

ACCOUNTING MANAGERY0127

AIRPORT MANAGERY7713

Assistant to the DirectorN0047

CHIEF OF ENERGY/BUILDING AUTOMATIONY2392

CLINICAL PSYCHOLOGISTY6279

Community Library Manager, SeniorN4045

DIRECTOR OF FLEET SERVICESE8109

ECONOMIC DEVELOPMENT MANAGERY1044

ELEVATOR SECTION SUPERVISORX7478

EMERGENCY MANAGEMENT SECTION MANAGERY5108

Environmental Program ManagerY8515

GFLCVB ManagerY2501

HOUSING & COMMUNITY DEVELOPMENT MANAGERY6296

Human Resources ManagerY2327

Information Systems SupervisorN2281

Information Technology SpecialistN2287

LABORATORY MANAGERN7324

LEGISLATIVE COORDINATORY8301

PARKS SUPERINTENDENTN4133

Port Maintenance ManagerY0835

Public Information OfficerY9415

PURCHASING MANAGERY2702

REGIONAL E911 COMMUNICATIONS MANAGERY2255

Revenue, Tax and Records Manager, SeniorY0233

Risk ManagerY1010

SAFETY & OCCUPATIONAL HEALTH MANAGERY5456

SMALL BUSINESS DEVELOPMENT MANAGERY2297

Survey Section SupervisorY3155

TRANSIT MANAGERY3401

WATER RESOURCES MANAGERY6409


Exhibit 1 of 103

Ann Min Ann Max

Broward County, FL


Proposed Pay Plans

Unified$77,877 $124,292121

BUILDING OFFICIALP5425

Business Development Manager, SeniorE0969

Business ManagerY2363

CLINICAL DIRECTORY6278

Construction Project Management SupervisorY3115

Engineering Unit SupervisorY3125

Enterprise Assistant Director of AdministrationE9212

Enterprise Assistant Director of PlanningE9252

Enterprise Assistant Director of SecurityE9242

EVALUATION & PLANNING ADMINISTRATORY6377

INFORMATION SYSTEMS MANAGERY2290

NATURAL RESOURCES ADMINISTRATORY5488

NURSING DIRECTORN6239

Regulated Business AdministratorY5309

VETERINARIANY5407

WEB SITE MANAGERY1920

$83,718 $133,614122

ASSISTANT DIRECTOR OF ACCOUNTINGE1015

Assistant Director of Animal Care & AdoptionY8150

ASSISTANT DIRECTOR OF COMMUNITY PARTNERSHIPE1110

ASSISTANT DIRECTOR OF CONSTRUCTION MANAGEMENTE8120

ASSISTANT DIRECTOR OF ECONOMIC & SMALL BUSINESS DEVELOPMENTE2305

ASSISTANT DIRECTOR OF ELDERLY & VETEREN'S SERVICESE6372

ASSISTANT DIRECTOR OF EMERGENCY MANAGEMENTE5104

ASSISTANT DIRECTOR OF FACILITIES MAINTENANCEE7519

ASSISTANT DIRECTOR OF FAMILY SUCCESS ADMINISTRATIONE8033

ASSISTANT DIRECTOR OF HIGHWAY CONSTRUCTION/ENGINEERINGE3128

ASSISTANT DIRECTOR OF HOUSING & COMMUNITY DEVELOPMENTE6298

ASSISTANT DIRECTOR OF HUMAN RESOURCESE2320

ASSISTANT DIRECTOR OF PERMITTING, LICENSING & CONSUMER PROTECTIONE8081

ASSISTANT DIRECTOR OF PLANNING & ENVIRONMENTAL REGULATIONE8112

Assistant Director of Pollution Prevention, Remediation & Air QualityY5435

ASSISTANT DIRECTOR OF PUBLIC COMMUNICATIONSE3138

ASSISTANT DIRECTOR OF PURCHASINGE2375

ASSISTANT DIRECTOR OF RECORDS, TAXES & TREASURYE1062

ASSISTANT DIRECTOR OF RISK MANAGEMENTE1006

ASSISTANT DIRECTOR OF SEAPORT ENGINEERINGE0933

ASSISTANT DIRECTOR OF TRAFFIC ENGINEERINGE3431

ASSISTANT DIRECTOR OF WASTE & RECYLING SERVIECSE2072

ASSISTANT DIRECTOR OF WATER/WASTEWATER OPERATIONSE7367

BUDGET & MANAGEMENT PROGRAM MANAGERY2334

CHIEF NEGOTIATORY2703

CHIEF OF MEDICAL EXAMINER OPERATIONSY9885

CHIEF TOXICOLOGISTY6219

Engineering Capital Program AdministratorE8122

Enterprise Assistant Director of BusinessE9202

Enterprise Assistant Director of FinanceE9206

Finance SupervisorY0125

GFLCVB Manager, SeniorY2505


Exhibit 1 of 103

Ann Min Ann Max

Broward County, FL


Proposed Pay Plans

Unified$83,718 $133,614122

Library Regional ManagerN4046

REAL PROPERTY DIRECTORY8138

$89,997 $143,635123

DIRECTOR OF BROWARD ADICTION RECOVERYE8038

DIRECTOR OF COMMUNITY PARTNERSHIPE1111

DIRECTOR OF CULTURAL AFFAIRSE8049

DIRECTOR OF ELDERLY & VETERAN'S SERVICESE8037

Director of ERPZ9891

DIRECTOR OF FAMILY SUCCESS ADMINISTRATIONE8032

DIRECTOR OF INFORMATION TECHNOLOGY SECURITYE2247

DIRECTOR OF SOLID WASTE & RECYCLING SERVICESE2071

DIRECTOR OF WATER MANAGEMENTE8160

E911 COMMUNICATIONS ADMINISTRATORY2249

Enterprise Assistant Director of Capital ProjectsE9262

Enterprise Assistant Director of Facilities/MaintenanceE9232

Enterprise Assistant Director of OperationsE9222

Enterprise Director of AdministrationE9211

Enterprise Director of PlanningE9251

Enterprise Director of SecurityE9241

Information Systems AdministratorE2265

Information Systems DirectorY2291

LEGISLATIVE COUNSELY8299

Transit DirectorY3405

$96,747 $154,408124

Administrative ManagerN2371

ASSISTANT DIRECTOR OF ENTERPRISE TECHNOLOGY SERVICESE8040

ASSISTANT DIRECTOR OF LIBRARIESE8012

ASSISTANT DIRECTOR OF MANAGEMENT & BUDGETE8151

DIRECTOR OF ANIMAL CARE & ADOPTIONE8150

Director of Economic & Small Business DevelopmentE8145

DIRECTOR OF EMERGENCY MANAGEMENTE8207

DIRECTOR OF HOUSING & COMMUNITY DEVELOPMENTE6299

Director of Intergovernmental Affairs & Professional StandardsE8201

DIRECTOR OF NATURAL RESOURCES PLANNINGE6216

DIRECTOR OF PERMITTING, LICENSING & CONSUMER PROTECTIONE8082

DIRECTOR OF PLANNING & ENVIRONMENTAL REGULATIONE8115

DIRECTOR OF POLLUTION PREVENTION, REMEDIATION & AIR QUALITYE6207

Director of Public CommunicationE3135

Enterprise Director of BusinessE9201

Enterprise Director of FinanceE9205

ERP PROJECT ADMINISTRATORZ9893

Finance ManagerY0129

$104,003 $165,988125

Assistant to the County AdministratorE8105

DEPUTY DIRECTOR OF ENVIRONMENTAL PROTECTION & GROWTH MANAGEMEE2007

Deputy Director of GFLCVBE8071

DEPUTY DIRECTOR OF HUMAN SERVICESE8308

DIRECTOR OF ACCOUNTINGE8080

DIRECTOR OF CONSTRUCTION MANAGEMENT/COUNTY ARCHITECTE8119


Exhibit 1 of 103

Ann Min Ann Max

Broward County, FL


Proposed Pay Plans

Unified$104,003 $165,988125

DIRECTOR OF FACILITIES MANAGEMNTE8110

DIRECTOR OF HIGHWAY/BRIDGE MAINTENANCEE8116

DIRECTOR OF HUMAN RESOURCESE8057

DIRECTOR OF PURCHASINGE8113

Director of RailE8154

DIRECTOR OF RECORDS, TAXES & TREASURYE1061

DIRECTOR OF RISK MANAGEMENTE8159

DIRECTOR OF SEAPORT ENGINEERING & CONSTRUCTIONE0934

DIRECTOR OF TRAFFIC ENGINEERINGE8087

DIRECTOR OF WATER/WASTEWATER ENGINEERINGE7366

DIRECTOR OF WATER/WASTEWATER OPERATIONSE7368

Enterprise Director of Capital ProjectsE9261

Enterprise Director of Facilities/MaintenanceE9231

Enterprise Director of OperationsE9221

$111,803 $178,437126

ASSISTANT DIRECTOR OF PUBLIC WORKSE8060

DIRECTOR OF HIGHWAY CONSTRUCTION/ENGINEERINGE8083

DIRECTOR OF LIBRARIESE8054

Director of Management & BudgetE8047

DIRECTOR OF PARKS & RECREATIONE8056

Director of Regional Communications & TechnologyE2255

DIRECTOR OF WATER & WASTEWATER SERVICESE8059

$120,188 $191,820127

Assistant Director of AviationE8090

Assistant Director of Port EvergladesE0943

Deputy Chief Financial OfficerE8045

DEPUTY DIRECTOR OF PUBLIC WORKSE8051

DEPUTY DIRECTOR OF TRANSPORTATIONE8152

Director of Human ServicesD8017

$129,202 $206,207128

ASSOCIATE MEDICAL EXAMINERP8702

Chief Information OfficerE8055

Director of Environmental Protection & Growth ManagementD8127

Director of GFLCVBE8075

PHYSICIANZ6251

$138,892 $221,672129

Assistant County AdministratorE8107

DEPUTY DIRECTOR OF AVIATIONE8088

DEPUTY DIRECTOR OF PORT EVERGLADESE0945

Medical DirectorZ8305

$149,309 $238,298130

Chief Financial OfficerD8013

DEPUTY CHIEF MEDICAL EXAMINERZ8703

Director of Public WorksD8015

Director of TransportationD8051

$160,508 $256,170131

Deputy County AdministratorD8001

$172,546 $275,383132

Chief Medical ExaminerZ8705


Exhibit 1 of 103

Ann Min Ann Max

Broward County, FL


Proposed Pay Plans

Unified$172,546 $275,383132

Director of AviationD2017

Director of Port EvergladesD0947

$199,398 $318,239134

County AdministratorZ9898


Exhibit 1 of 103

Proposed Class List By Title

Wednesday, September 30, 2015 Page 1 of 11

Exhibit 1 of 103


Broward County, FL

Proposed Class Title Code Pay Plan Grade Min Max #

AP1015Accountant 115 $50,461 $80,537Unified 32

P1016Accountant Senior 116 $54,246 $86,577Unified 20

W0121Accounting Clerk 108 $30,416 $48,544Unified 85

Y0127ACCOUNTING MANAGER 120 $72,444 $115,621Unified 2

W0123Accounting Specialist 110 $35,149 $56,098Unified 29

W0125Accounting Specialist Supervisor 112 $40,619 $64,829Unified 1

N1015Accounting Supervisor 118 $62,688 $100,050Unified 20

Y8203ADA ADMINISTRATOR/HIPAA PRIVACY OFFICER 119 $67,390 $107,554Unified 1

P0045Administrative Assistant 111 $37,786 $60,306Unified 111

P0047Administrative Coordinator 113 $43,666 $69,691Unified 62

N2371Administrative Manager 124 $96,747 $154,408Unified 1

N2369Administrative Officer 116 $54,246 $86,577Unified 51

N2373Administrative Officer, Senior 118 $62,688 $100,050Unified 8

N0011Administrative Specialist 111 $37,786 $60,306Unified 57

N8903AIRPLANE PILOT/MECHANIC 114 $46,941 $74,918Unified 1

Y7713AIRPORT MANAGER 120 $72,444 $115,621Unified 12

B7731Airport Operations Agent 113 $43,666 $69,691Unified 68

P9925Airport Operations Agent, Senior 115 $50,461 $80,537Unified 26

X7728AIRPORT OPERATIONS SUPERVISOR 117 $58,315 $93,070Unified 19

Y7729AIRPORT WILDLIFE BIOLOGIST 118 $62,688 $100,050Unified 1

N5398ANIMAL CARE CLINIC MANAGER 115 $50,461 $80,537Unified 1

B5402ANIMAL CARE SPECIALIST 109 $32,697 $52,185Unified 30

B5403Animal Care Specialist, Field 111 $37,786 $60,306Unified 2

X5403ANIMAL CARE SUPERVISOR 114 $46,941 $74,918Unified 4

Y3165ARCHITECT, REGISTERED 119 $67,390 $107,554Unified 2

N5426ASSISTANT BUILDING OFFICIAL 119 $67,390 $107,554Unified 1

E0965Assistant Business Development Manager 116 $54,246 $86,577Unified 0

E8107Assistant County Administrator 129 $138,892 $221,672Unified 2

E1015ASSISTANT DIRECTOR OF ACCOUNTING 122 $83,718 $133,614Unified 1

Y8150Assistant Director of Animal Care & Adoption 122 $83,718 $133,614Unified 1

E8090Assistant Director of Aviation 127 $120,188 $191,820Unified 2

E1110ASSISTANT DIRECTOR OF COMMUNITY PARTNERSHIP 122 $83,718 $133,614Unified 1

E8120ASSISTANT DIRECTOR OF CONSTRUCTION MANAGEMENT 122 $83,718 $133,614Unified 1

E2305ASSISTANT DIRECTOR OF ECONOMIC & SMALL BUSINESS DEVE 122 $83,718 $133,614Unified 1

E6372ASSISTANT DIRECTOR OF ELDERLY & VETEREN'S SERVICES 122 $83,718 $133,614Unified 1

E5104ASSISTANT DIRECTOR OF EMERGENCY MANAGEMENT 122 $83,718 $133,614Unified 1

E8040ASSISTANT DIRECTOR OF ENTERPRISE TECHNOLOGY SERVICES 124 $96,747 $154,408Unified 1

E7519ASSISTANT DIRECTOR OF FACILITIES MAINTENANCE 122 $83,718 $133,614Unified 1

E8033ASSISTANT DIRECTOR OF FAMILY SUCCESS ADMINISTRATION 122 $83,718 $133,614Unified 1

E3128ASSISTANT DIRECTOR OF HIGHWAY CONSTRUCTION/ENGINEER 122 $83,718 $133,614Unified 1

E6298ASSISTANT DIRECTOR OF HOUSING & COMMUNITY DEVELOPM 122 $83,718 $133,614Unified 1

E2320ASSISTANT DIRECTOR OF HUMAN RESOURCES 122 $83,718 $133,614Unified 1

E8012ASSISTANT DIRECTOR OF LIBRARIES 124 $96,747 $154,408Unified 1

E8151ASSISTANT DIRECTOR OF MANAGEMENT & BUDGET 124 $96,747 $154,408Unified 1

E8081ASSISTANT DIRECTOR OF PERMITTING, LICENSING & CONSUME 122 $83,718 $133,614Unified 1

E8112ASSISTANT DIRECTOR OF PLANNING & ENVIRONMENTAL REGU 122 $83,718 $133,614Unified 1

Y5435Assistant Director of Pollution Prevention, Remediation & Air Qu 122 $83,718 $133,614Unified 1

E0943Assistant Director of Port Everglades 127 $120,188 $191,820Unified 1

E3138ASSISTANT DIRECTOR OF PUBLIC COMMUNICATIONS 122 $83,718 $133,614Unified 1

E8060ASSISTANT DIRECTOR OF PUBLIC WORKS 126 $111,803 $178,437Unified 1


Exhibit 1 of 103


Broward County, FL


E2375ASSISTANT DIRECTOR OF PURCHASING 122 $83,718 $133,614Unified 1

E1062ASSISTANT DIRECTOR OF RECORDS, TAXES & TREASURY 122 $83,718 $133,614Unified 1

E1006ASSISTANT DIRECTOR OF RISK MANAGEMENT 122 $83,718 $133,614Unified 1

E0933ASSISTANT DIRECTOR OF SEAPORT ENGINEERING 122 $83,718 $133,614Unified 0

E3431ASSISTANT DIRECTOR OF TRAFFIC ENGINEERING 122 $83,718 $133,614Unified 1

E2072ASSISTANT DIRECTOR OF WASTE & RECYLING SERVIECS 122 $83,718 $133,614Unified 1

E7367ASSISTANT DIRECTOR OF WATER/WASTEWATER OPERATIONS 122 $83,718 $133,614Unified 1

Q0805Assistant Harbormaster 116 $54,246 $86,577Unified 4

Y2360Assistant Operations Manager 119 $67,390 $107,554Unified 0

P7808ASSISTANT SUPERINTENDENT OF TRANSPORTATION 117 $58,315 $93,070Unified 3

E8105Assistant to the County Administrator 125 $104,003 $165,988Unified 1

N0047Assistant to the Director 120 $72,444 $115,621Unified 9

P8702ASSOCIATE MEDICAL EXAMINER 128 $129,202 $206,207Unified 4

W6451AUDIO-VIDEO PRODUCTION SPECIALIST 111 $37,786 $60,306Unified 3

X2255Audio-Visual Broadcast Specialist 116 $54,246 $86,577Unified 2

N1929Audio-Visual Supervisor 118 $62,688 $100,050Unified 1

P1025Auditor 115 $50,461 $80,537Unified 2

BP6609Behavioral Health Clinician 114 $46,941 $74,918Unified 59

P6607Behavioral Health Specialist 110 $35,149 $56,098Unified 23

X7114BRIDGE MAINTENANCE SUPERVISOR 115 $50,461 $80,537Unified 1

B7113BRIDGE MECHANIC 111 $37,786 $60,306Unified 0

B7111BRIDGETENDER 107 $28,294 $45,157Unified 20

N2333Budget & Management Analyst 116 $54,246 $86,577Unified 6

N2334Budget & Management Analyst, Senior 118 $62,688 $100,050Unified 2

Y2334BUDGET & MANAGEMENT PROGRAM MANAGER 122 $83,718 $133,614Unified 2

B5422BUILDING CODE INSPECTOR 114 $46,941 $74,918Unified 13

X7510Building Management Coordinator 109 $32,697 $52,185Unified 0

X7511Building Manager 116 $54,246 $86,577Unified 8

P5425BUILDING OFFICIAL 121 $77,877 $124,292Unified 1

M9954BUS OPERATOR 101 $18,333 $29,260Unified 0

P7807BUS TRAFFIC CONTROLLER 115 $50,461 $80,537Unified 7

E0967Business Development Manager 118 $62,688 $100,050Unified 11

E0969Business Development Manager, Senior 121 $77,877 $124,292Unified 0

Y2363Business Manager 121 $77,877 $124,292Unified 7

Q0811Business Permits Coordinator 113 $43,666 $69,691Unified 0

E0963Business Specialist 115 $50,461 $80,537Unified 8

CW3144CAD TECHNICIAN 111 $37,786 $60,306Unified 10

N0099CALL CENTER MANAGER 116 $54,246 $86,577Unified 1

W0011Call Center Specialist 110 $35,149 $56,098Unified 16

X0098CALL CENTER SUPERVISOR 112 $40,619 $64,829Unified 1

B7406Carpenter 110 $35,149 $56,098Unified 35

P6333CASE MANAGEMENT SUPERVISOR 115 $50,461 $80,537Unified 1

P6311Case Manager/Counselor 112 $40,619 $64,829Unified 73

P6221Chemist 115 $50,461 $80,537Unified 9

P6222Chemist Supervisor 118 $62,688 $100,050Unified 4

X5423CHIEF BUILDING CODE INSPECTOR 118 $62,688 $100,050Unified 7

D8013Chief Financial Officer 130 $149,309 $238,298Unified 1

Y0915Chief Harbormaster 118 $62,688 $100,050Unified 1

E8055Chief Information Officer 128 $129,202 $206,207Unified 1


Exhibit 1 of 103


Broward County, FL


Z8705Chief Medical Examiner 132 $172,546 $275,383Unified 1

Y2703CHIEF NEGOTIATOR 122 $83,718 $133,614Unified 1

Y2392CHIEF OF ENERGY/BUILDING AUTOMATION 120 $72,444 $115,621Unified 1

Y9885CHIEF OF MEDICAL EXAMINER OPERATIONS 122 $83,718 $133,614Unified 1

Y6219CHIEF TOXICOLOGIST 122 $83,718 $133,614Unified 1

X7337Chief Treatment Plant Operator 116 $54,246 $86,577Unified 7

P6324Child Care Licensing Specialist 111 $37,786 $60,306Unified 11

N6394CHILD CARE LICENSING SUPERVISOR 115 $50,461 $80,537Unified 2

P6320CHILD PROTECTIVE TEAM COORDINATOR 116 $54,246 $86,577Unified 1

W5455Claims Adjuster 113 $43,666 $69,691Unified 8

N5451Claims Manager 117 $58,315 $93,070Unified 1

Y6278CLINICAL DIRECTOR 121 $77,877 $124,292Unified 1

Y6279CLINICAL PSYCHOLOGIST 120 $72,444 $115,621Unified 1

B7965Code Enforcement Inspector 112 $40,619 $64,829Unified 17

X7963CODE ENFORCEMENT SUPERVISOR 115 $50,461 $80,537Unified 1

B2253Communications System Technician 115 $50,461 $80,537Unified 6

P4037Community Library Manager 118 $62,688 $100,050Unified 24

N4045Community Library Manager, Senior 120 $72,444 $115,621Unified 9

P2001COMMUNITY TRANSIT OFFICER 118 $62,688 $100,050Unified 3

B4106CONCESSION ATTENDANT 105 $24,484 $39,076Unified 13

X4107CONCESSION SUPERVISOR 108 $30,416 $48,544Unified 2

Y3115Construction Project Management Supervisor 121 $77,877 $124,292Unified 15

P3111Construction Project Manager 119 $67,390 $107,554Unified 49

P2351Contract/Grant Administrator 115 $50,461 $80,537Unified 44

P2352Contract/Grant Administrator, Senior 118 $62,688 $100,050Unified 12

B6430Cook 107 $28,294 $45,157Unified 8

Z9898County Administrator 134 $199,398 $318,239Unified 1

Z0017COUNTY COMMISSION RECEPTIONIST 108 $30,416 $48,544Unified 1

W0072COURIER SUPERVISOR 109 $32,697 $52,185Unified 1

Z9994CURATOR 114 $46,941 $74,918Unified 0

X7501Custodial Services Supervisor 110 $35,149 $56,098Unified 4

B7505Custodian 105 $24,484 $39,076Unified 34

Y0917Customer Relations Specialist 115 $50,461 $80,537Unified 2

W0095CUSTOMER SERVICE REPRESENTATIVE 109 $32,697 $52,185Unified 68

X0096CUSTOMER SERVICE SUPERVISOR 112 $40,619 $64,829Unified 7

DW3105Data Aide 107 $28,294 $45,157Unified 5

W0441Data Entry Operator 109 $32,697 $52,185Unified 10

E8045Deputy Chief Financial Officer 127 $120,188 $191,820Unified 0

Z8703DEPUTY CHIEF MEDICAL EXAMINER 130 $149,309 $238,298Unified 1

D8001Deputy County Administrator 131 $160,508 $256,170Unified 1

E8088DEPUTY DIRECTOR OF AVIATION 129 $138,892 $221,672Unified 1

E2007DEPUTY DIRECTOR OF ENVIRONMENTAL PROTECTION & GROW 125 $104,003 $165,988Unified 1

E8071Deputy Director of GFLCVB 125 $104,003 $165,988Unified 2

E8308DEPUTY DIRECTOR OF HUMAN SERVICES 125 $104,003 $165,988Unified 1

E0945DEPUTY DIRECTOR OF PORT EVERGLADES 129 $138,892 $221,672Unified 1

E8051DEPUTY DIRECTOR OF PUBLIC WORKS 127 $120,188 $191,820Unified 1

E8152DEPUTY DIRECTOR OF TRANSPORTATION 127 $120,188 $191,820Unified 1

B9956DIESEL MECHANIC 112 $40,619 $64,829Unified 1

E8080DIRECTOR OF ACCOUNTING 125 $104,003 $165,988Unified 1

E8150DIRECTOR OF ANIMAL CARE & ADOPTION 124 $96,747 $154,408Unified 1


Exhibit 1 of 103


Broward County, FL


D2017Director of Aviation 132 $172,546 $275,383Unified 1

E8038DIRECTOR OF BROWARD ADICTION RECOVERY 123 $89,997 $143,635Unified 1

E1111DIRECTOR OF COMMUNITY PARTNERSHIP 123 $89,997 $143,635Unified 1

E8119DIRECTOR OF CONSTRUCTION MANAGEMENT/COUNTY ARCHIT 125 $104,003 $165,988Unified 1

E8049DIRECTOR OF CULTURAL AFFAIRS 123 $89,997 $143,635Unified 1

E8145Director of Economic & Small Business Development 124 $96,747 $154,408Unified 1

E8037DIRECTOR OF ELDERLY & VETERAN'S SERVICES 123 $89,997 $143,635Unified 1

E8207DIRECTOR OF EMERGENCY MANAGEMENT 124 $96,747 $154,408Unified 1

D8127Director of Environmental Protection & Growth Management 128 $129,202 $206,207Unified 1

Z9891Director of ERP 123 $89,997 $143,635Unified 1

E8110DIRECTOR OF FACILITIES MANAGEMNT 125 $104,003 $165,988Unified 1

E8032DIRECTOR OF FAMILY SUCCESS ADMINISTRATION 123 $89,997 $143,635Unified 1

E8109DIRECTOR OF FLEET SERVICES 120 $72,444 $115,621Unified 0

E8075Director of GFLCVB 128 $129,202 $206,207Unified 1

E8083DIRECTOR OF HIGHWAY CONSTRUCTION/ENGINEERING 126 $111,803 $178,437Unified 1

E8116DIRECTOR OF HIGHWAY/BRIDGE MAINTENANCE 125 $104,003 $165,988Unified 1

E6299DIRECTOR OF HOUSING & COMMUNITY DEVELOPMENT 124 $96,747 $154,408Unified 1

E8057DIRECTOR OF HUMAN RESOURCES 125 $104,003 $165,988Unified 1

D8017Director of Human Services 127 $120,188 $191,820Unified 1

E2247DIRECTOR OF INFORMATION TECHNOLOGY SECURITY 123 $89,997 $143,635Unified 0

E8201Director of Intergovernmental Affairs & Professional Standards 124 $96,747 $154,408Unified 1

E8054DIRECTOR OF LIBRARIES 126 $111,803 $178,437Unified 1

E8047Director of Management & Budget 126 $111,803 $178,437Unified 1

E6216DIRECTOR OF NATURAL RESOURCES PLANNING 124 $96,747 $154,408Unified 1

E8056DIRECTOR OF PARKS & RECREATION 126 $111,803 $178,437Unified 1

E8082DIRECTOR OF PERMITTING, LICENSING & CONSUMER PROTECT 124 $96,747 $154,408Unified 1

E8115DIRECTOR OF PLANNING & ENVIRONMENTAL REGULATION 124 $96,747 $154,408Unified 0

E6207DIRECTOR OF POLLUTION PREVENTION, REMEDIATION & AIR Q 124 $96,747 $154,408Unified 1

D0947Director of Port Everglades 132 $172,546 $275,383Unified 1

E3135Director of Public Communication 124 $96,747 $154,408Unified 1

D8015Director of Public Works 130 $149,309 $238,298Unified 1

E8113DIRECTOR OF PURCHASING 125 $104,003 $165,988Unified 1

E8154Director of Rail 125 $104,003 $165,988Unified 1

E1061DIRECTOR OF RECORDS, TAXES & TREASURY 125 $104,003 $165,988Unified 1

E2255Director of Regional Communications & Technology 126 $111,803 $178,437Unified 1

E8159DIRECTOR OF RISK MANAGEMENT 125 $104,003 $165,988Unified 1

E0934DIRECTOR OF SEAPORT ENGINEERING & CONSTRUCTION 125 $104,003 $165,988Unified 0

E2071DIRECTOR OF SOLID WASTE & RECYCLING SERVICES 123 $89,997 $143,635Unified 1

E8087DIRECTOR OF TRAFFIC ENGINEERING 125 $104,003 $165,988Unified 1

D8051Director of Transportation 130 $149,309 $238,298Unified 1

E8059DIRECTOR OF WATER & WASTEWATER SERVICES 126 $111,803 $178,437Unified 1

E8160DIRECTOR OF WATER MANAGEMENT 123 $89,997 $143,635Unified 1

E7366DIRECTOR OF WATER/WASTEWATER ENGINEERING 125 $104,003 $165,988Unified 0

E7368DIRECTOR OF WATER/WASTEWATER OPERATIONS 125 $104,003 $165,988Unified 0

W6395Driver 106 $26,320 $42,007Unified 8

U0719Duty Harbormaster 115 $50,461 $80,537Unified 13

EY2249E911 COMMUNICATIONS ADMINISTRATOR 123 $89,997 $143,635Unified 4

Y1044ECONOMIC DEVELOPMENT MANAGER 120 $72,444 $115,621Unified 1

N1043ECONOMIC DEVELOPMENT SPECIALIST 116 $54,246 $86,577Unified 9

B7425Electrician 112 $40,619 $64,829Unified 52


Exhibit 1 of 103


Broward County, FL


B7915Electronics Technician 113 $43,666 $69,691Unified 29

B5436ELEVATOR INSPECTOR 115 $50,461 $80,537Unified 9

B7474ELEVATOR PLANS EXAMINER 116 $54,246 $86,577Unified 0

X7478ELEVATOR SECTION SUPERVISOR 120 $72,444 $115,621Unified 1

P7473ELEVATOR SYSTEMS SPECIALIST 117 $58,315 $93,070Unified 1

Y5108EMERGENCY MANAGEMENT SECTION MANAGER 120 $72,444 $115,621Unified 2

P5111Emergency Management Specialist 114 $46,941 $74,918Unified 6

N5105Emergency Management Specialist, Senior 116 $54,246 $86,577Unified 2

N6353Employee Assistance Program Counselor 115 $50,461 $80,537Unified 2

P3127Engineer Intern 115 $50,461 $80,537Unified 23

E8122Engineering Capital Program Administrator 122 $83,718 $133,614Unified 0

W3112ENGINEERING INSPECTOR 113 $43,666 $69,691Unified 12

X3115Engineering Inspector, Senior 115 $50,461 $80,537Unified 5

W3201Engineering Technician 111 $37,786 $60,306Unified 31

Y3125Engineering Unit Supervisor 121 $77,877 $124,292Unified 12

E9212Enterprise Assistant Director of Administration 121 $77,877 $124,292Unified 1

E9202Enterprise Assistant Director of Business 122 $83,718 $133,614Unified 2

E9262Enterprise Assistant Director of Capital Projects 123 $89,997 $143,635Unified 2

E9232Enterprise Assistant Director of Facilities/Maintenance 123 $89,997 $143,635Unified 2

E9206Enterprise Assistant Director of Finance 122 $83,718 $133,614Unified 1

E9222Enterprise Assistant Director of Operations 123 $89,997 $143,635Unified 2

E9252Enterprise Assistant Director of Planning 121 $77,877 $124,292Unified 0

E9242Enterprise Assistant Director of Security 121 $77,877 $124,292Unified 0

E9211Enterprise Director of Administration 123 $89,997 $143,635Unified 2

E9201Enterprise Director of Business 124 $96,747 $154,408Unified 1

E9261Enterprise Director of Capital Projects 125 $104,003 $165,988Unified 4

E9231Enterprise Director of Facilities/Maintenance 125 $104,003 $165,988Unified 1

E9205Enterprise Director of Finance 124 $96,747 $154,408Unified 4

E9221Enterprise Director of Operations 125 $104,003 $165,988Unified 4

E9251Enterprise Director of Planning 123 $89,997 $143,635Unified 0

E9241Enterprise Director of Security 123 $89,997 $143,635Unified 1

Y5449Environmental Compliance Coordinator 118 $62,688 $100,050Unified 1

N8415Environmental Compliance Specialist 116 $54,246 $86,577Unified 2

W7327ENVIRONMENTAL LABORATORY TECHNICIAN 110 $35,149 $56,098Unified 3

Y8515Environmental Program Manager 120 $72,444 $115,621Unified 1

Y5437Environmental Program Supervisor 119 $67,390 $107,554Unified 4

P5437ENVIRONMENTAL PROJECT COORDINATOR 117 $58,315 $93,070Unified 1

Y8231EQUAL OPPORTUNITY OFFICER 119 $67,390 $107,554Unified 1

B7107Equipment Operator 108 $30,416 $48,544Unified 51

B7108Equipment Operator, Senior 111 $37,786 $60,306Unified 37

Z9893ERP PROJECT ADMINISTRATOR 124 $96,747 $154,408Unified 1

Y6377EVALUATION & PLANNING ADMINISTRATOR 121 $77,877 $124,292Unified 1

N0044EXECUTIVE ASSISTANT 113 $43,666 $69,691Unified 7

Y8096EXPANSION PROJECT ADMINISTRATOR 119 $67,390 $107,554Unified 12

Z9947Extension Agent 113 $43,666 $69,691Unified 3

FY7515Facilities Maintenance Superintendent 117 $58,315 $93,070Unified 9

N0595Fender Construction Worker 110 $35,149 $56,098Unified 4

Y0129Finance Manager 124 $96,747 $154,408Unified 0

Y0125Finance Supervisor 122 $83,718 $133,614Unified 0

N7951FLEET MAINTENANCE SUPERINTENDENT 117 $58,315 $93,070Unified 1


Exhibit 1 of 103


Broward County, FL


N7954FLEET MANAGEMENT SUPERINTENDENT 117 $58,315 $93,070Unified 1

N6427FOOD SERVICE SUPV 110 $35,149 $56,098Unified 2

Y0905Foreign Trade Zone Manager 119 $67,390 $107,554Unified 1

B6202FORENSIC TECHNICIAN SUPERVISOR 115 $50,461 $80,537Unified 1

W6455Forensic Technician/Photographer 111 $37,786 $60,306Unified 8

GY2501GFLCVB Manager 120 $72,444 $115,621Unified 2

Y2505GFLCVB Manager, Senior 122 $83,718 $133,614Unified 8

P6343GRANTS RESEARCH COORDINATOR 116 $54,246 $86,577Unified 1

P2353Grants Specialist 114 $46,941 $74,918Unified 3

W3135Graphics Designer 111 $37,786 $60,306Unified 3

B7543GROUNDS CURATOR 109 $32,697 $52,185Unified 1

B7541GROUNDSKEEPER 106 $26,320 $42,007Unified 45

HN0070HOUSEHOLD HAZARDOUS WASTE SPECIALIST 112 $40,619 $64,829Unified 4

Y6296HOUSING & COMMUNITY DEVELOPMENT MANAGER 120 $72,444 $115,621Unified 1

Y6295Housing & Community Development Supervisor 118 $62,688 $100,050Unified 4

B5432HOUSING PROGRAM CONSTRUCTION INSPECTOR 113 $43,666 $69,691Unified 1

P6307Housing/Community Development Specialist 114 $46,941 $74,918Unified 9

N2058Human Resources Assistant Manager 117 $58,315 $93,070Unified 5

N2055Human Resources Generalist 114 $46,941 $74,918Unified 20

Y2327Human Resources Manager 120 $72,444 $115,621Unified 4

N2317HUMAN RESOURCES OFFICER 118 $62,688 $100,050Unified 6

N6339Human Services Administrator 119 $67,390 $107,554Unified 7

N6335Human Services Manager 117 $58,315 $93,070Unified 11

P6273Human Services Quality Assurance Coordinator 116 $54,246 $86,577Unified 4

P6313Human Services Supervisor 115 $50,461 $80,537Unified 25

N6289Human Services Treatment Director 116 $54,246 $86,577Unified 1

P3171Hydrogeologist 115 $50,461 $80,537Unified 3

IN0068INDUSTRIAL HYGIENIST 114 $46,941 $74,918Unified 2

E2265Information Systems Administrator 123 $89,997 $143,635Unified 3

Y2291Information Systems Director 123 $89,997 $143,635Unified 1

Y2290INFORMATION SYSTEMS MANAGER 121 $77,877 $124,292Unified 24

N2281Information Systems Supervisor 120 $72,444 $115,621Unified 31

P2235Information Technology Applications Analyst 117 $58,315 $93,070Unified 8

P2279INFORMATION TECHNOLOGY CONTRACTS ADMINISTRATOR 117 $58,315 $93,070Unified 1

N2287Information Technology Specialist 120 $72,444 $115,621Unified 43

Z2387Intern 108 $30,416 $48,544Unified 17

N1020INVESTMENT COORDINATOR 116 $54,246 $86,577Unified 1

LN7324LABORATORY MANAGER 120 $72,444 $115,621Unified 2

P3161LANDSCAPE ARCHITECT 117 $58,315 $93,070Unified 1

B4125Lead Lifeguard 109 $32,697 $52,185Unified 11

Y8301LEGISLATIVE COORDINATOR 120 $72,444 $115,621Unified 2

Y8299LEGISLATIVE COUNSEL 123 $89,997 $143,635Unified 1

P4041Librarian 113 $43,666 $69,691Unified 103

P4042Librarian, Senior 115 $50,461 $80,537Unified 49

P4043Librarian, Supervisor 117 $58,315 $93,070Unified 17


Exhibit 1 of 103


Broward County, FL


W4007LIBRARY AIDE 103 $21,186 $33,814Unified 235

N4046Library Regional Manager 122 $83,718 $133,614Unified 5

N4035Library Services Coordinator 118 $62,688 $100,050Unified 2

W4031Library Specialist 109 $32,697 $52,185Unified 102

N4027Library Specialist Supervisor 113 $43,666 $69,691Unified 17

W4032Library Specialist, Senior 111 $37,786 $60,306Unified 32

P3128Licensed Engineer 119 $67,390 $107,554Unified 17

W6892Licensed Practical Nurse 113 $43,666 $69,691Unified 14

U0708Linehandler 108 $30,416 $48,544Unified 20

U0709Linehandler, Lead Worker 110 $35,149 $56,098Unified 3

B7451LOCKSMITH 110 $35,149 $56,098Unified 3

B7953Longline Operator 114 $46,941 $74,918Unified 2

MB7471MACHINIST 111 $37,786 $60,306Unified 1

X7521Maintenance Contract Specialist 117 $58,315 $93,070Unified 0

X7605Maintenance Crew Supervisor 110 $35,149 $56,098Unified 30

B7525Maintenance Mechanic 111 $37,786 $60,306Unified 52

X7345MAINTENANCE SCHEDULER 112 $40,619 $64,829Unified 8

B7515Maintenance Worker 107 $28,294 $45,157Unified 194

P4052MARKETING DEVELOPMENT ASSOCIATE 112 $40,619 $64,829Unified 5

N4055Marketing Manager 115 $50,461 $80,537Unified 4

Z8305Medical Director 129 $138,892 $221,672Unified 1

W6233Medical Investigations Supervisor 115 $50,461 $80,537Unified 1

X6248MEDICAL RECORDS SUPERVISOR 113 $43,666 $69,691Unified 1

W6245MEDICAL TRANSCRIBER 109 $32,697 $52,185Unified 1

P6254MEDICAL TRANSPORT INSPECTOR 113 $43,666 $69,691Unified 1

W6241MEDICAL-LEGAL INVESTIGATOR 113 $43,666 $69,691Unified 6

W6285MENTAL HEALTH SPECIALIST 108 $30,416 $48,544Unified 9

B6403Mosquito Control Inspector 107 $28,294 $45,157Unified 7

P6404MOSQUITO CONTROL MANAGER 117 $58,315 $93,070Unified 1

NY5488NATURAL RESOURCES ADMINISTRATOR 121 $77,877 $124,292Unified 2

B6409Natural Resources Control Worker 109 $32,697 $52,185Unified 10

N0191Natural Resources Section Manager 118 $62,688 $100,050Unified 8

P5491Natural Resources Specialist 114 $46,941 $74,918Unified 72

P5493Natural Resources Specialist, Senior 116 $54,246 $86,577Unified 17

N2215Network Communications Technician 114 $46,941 $74,918Unified 4

N6261NURSE PRACTITIONER 119 $67,390 $107,554Unified 5

N6239NURSING DIRECTOR 121 $77,877 $124,292Unified 1

N6432NUTRITION SERVICES MANAGER 115 $50,461 $80,537Unified 1

ON0051Office Manager 115 $50,461 $80,537Unified 9

W0136OFFICE SUPPORT SPECIALIST 108 $30,416 $48,544Unified 119

Y2361Operations Manager 119 $67,390 $107,554Unified 0

N6405Operations Supervisor 118 $62,688 $100,050Unified 2

PB7415Painter 109 $32,697 $52,185Unified 25

B4103Park Aide 107 $28,294 $45,157Unified 76

P4131Park Naturalist 111 $37,786 $60,306Unified 6


Exhibit 1 of 103


Broward County, FL


P4136Parks Environmental Maintenance Supervisor 119 $67,390 $107,554Unified 1

X4151Parks Manager 117 $58,315 $93,070Unified 14

X4155Parks Manager, Associate 114 $46,941 $74,918Unified 22

N4145Parks Manager, Senior 119 $67,390 $107,554Unified 10

N4133PARKS SUPERINTENDENT 120 $72,444 $115,621Unified 2

X4187Parks Supervisor 112 $40,619 $64,829Unified 4

N0118PAYROLL SUPERVISOR 115 $50,461 $80,537Unified 1

W5494PERMIT/LICENSING CUSTOMER SPECIALIST 110 $35,149 $56,098Unified 19

Z6251PHYSICIAN 128 $129,202 $206,207Unified 2

P3315Planner 115 $50,461 $80,537Unified 7

N3309Planner, Senior 117 $58,315 $93,070Unified 20

N3315Planning Section Supervisor 119 $67,390 $107,554Unified 5

B5427PLANS EXAMINER 115 $50,461 $80,537Unified 14

B7435Plumber 111 $37,786 $60,306Unified 21

Y0835Port Maintenance Manager 120 $72,444 $115,621Unified 2

B0203Print Shop Assistant 107 $28,294 $45,157Unified 1

B0201Print Shop Specialist 110 $35,149 $56,098Unified 3

X0109Print Shop Supervisor 114 $46,941 $74,918Unified 1

N8133PROFESSIONAL STANDARDS SPECIALIST 116 $54,246 $86,577Unified 5

P6379PROGRAM PERFORMANCE ANALYST 114 $46,941 $74,918Unified 2

N6378PROGRAM PERFORMANCE COORDINATOR 116 $54,246 $86,577Unified 1

N2351Program/Project Coordinator 115 $50,461 $80,537Unified 40

N2353Program/Project Coordinator, Senior 118 $62,688 $100,050Unified 23

W2345Property Agent 115 $50,461 $80,537Unified 3

E0925Property Manager 118 $62,688 $100,050Unified 1

N2807PUBLIC ART ADMINISTRATOR 118 $62,688 $100,050Unified 1

P2328PUBLIC COMMUNICATIONS SPECIALIST 114 $46,941 $74,918Unified 8

Y9415Public Information Officer 120 $72,444 $115,621Unified 3

N1920Public Information Specialist 114 $46,941 $74,918Unified 13

P2331Publications Specialist 111 $37,786 $60,306Unified 6

P2375Purchasing Agent 116 $54,246 $86,577Unified 31

N2375Purchasing Agent, Senior 117 $58,315 $93,070Unified 4

Y2702PURCHASING MANAGER 120 $72,444 $115,621Unified 4

QP6326Quality Assurance Specialist 114 $46,941 $74,918Unified 2

RB4181RANGE ATTENDANT 106 $26,320 $42,007Unified 27

X4185Range Master 109 $32,697 $52,185Unified 1

P2345REAL ESTATE DUE DILIGENCE OFFICER 118 $62,688 $100,050Unified 1

P2347Real Estate Officer 119 $67,390 $107,554Unified 2

Y8138REAL PROPERTY DIRECTOR 122 $83,718 $133,614Unified 1

W0053REAL-TIME REPORTER 112 $40,619 $64,829Unified 2

W0305Records Management Technician 109 $32,697 $52,185Unified 2

W0225Records, Taxes and Treasury Specialist 108 $30,416 $48,544Unified 89

W0227Records, Taxes and Treasury Specialist, Senior 110 $35,149 $56,098Unified 41

W9615Recreation Aide 103 $21,186 $33,814Unified 33

W4105RECREATION COORDINATOR 109 $32,697 $52,185Unified 16

B7465Refrigeration Mechanic 112 $40,619 $64,829Unified 25

Y2255REGIONAL E911 COMMUNICATIONS MANAGER 120 $72,444 $115,621Unified 3

P6281Registered Nurse 115 $50,461 $80,537Unified 9

P6285Registered Nurse Supervisor 118 $62,688 $100,050Unified 5


Exhibit 1 of 103


Broward County, FL


Y5309Regulated Business Administrator 121 $77,877 $124,292Unified 3

P5305Regulated Business Specialist 113 $43,666 $69,691Unified 3

N5307Regulated Business Supervisor 116 $54,246 $86,577Unified 2

Y0231Revenue, Tax and Records Manager 118 $62,688 $100,050Unified 5

Y0233Revenue, Tax and Records Manager, Senior 120 $72,444 $115,621Unified 2

X0221Revenue, Tax and Records Supervisor 113 $43,666 $69,691Unified 14

N5453RISK MANAGEMENT CLAIMS SUPERVISOR 115 $50,461 $80,537Unified 1

Y1010Risk Manager 120 $72,444 $115,621Unified 2

SN5455SAFETY & HEALTH SPECIALIST 115 $50,461 $80,537Unified 3

N1205SAFETY & OCCUPATIONAL HEALTH COORDINATOR 118 $62,688 $100,050Unified 1

Y5456SAFETY & OCCUPATIONAL HEALTH MANAGER 120 $72,444 $115,621Unified 1

Z5521SCHOOL CROSSING GUARD 101 $18,333 $29,260Unified 0

W0031Secretary 109 $32,697 $52,185Unified 50

B5505Security Guard 106 $26,320 $42,007Unified 19

X5503SECURITY GUARD SUPERVISOR 112 $40,619 $64,829Unified 2

N0835Security Manager 118 $62,688 $100,050Unified 3

N0831Security Supervisor 116 $54,246 $86,577Unified 1

M9952Service Attendant 0

X3205SIGN SHOP SUPERVISOR 113 $43,666 $69,691Unified 1

B3203Sign Shop Technician 110 $35,149 $56,098Unified 4

X7525Skilled Trades Supervisor 114 $46,941 $74,918Unified 78

Y2297SMALL BUSINESS DEVELOPMENT MANAGER 120 $72,444 $115,621Unified 0

N2298SMALL BUSINESS DEVELOPMENT SPECIALIST 113 $43,666 $69,691Unified 10

X7381SOLID WASTE COMPLIANCE AGENT 110 $35,149 $56,098Unified 5

B4154Stable Attendant 106 $26,320 $42,007Unified 9

B4155Stable Attendant, Senior 108 $30,416 $48,544Unified 1

B0307Storekeeper 108 $30,416 $48,544Unified 28

X7516STREETS MAINTENANCE SUPERINTENDENT 117 $58,315 $93,070Unified 1

Z4123STUDENT SEASONAL LIFEGUARD 103 $21,186 $33,814Unified 89

Z5000Student Worker 103 $21,186 $33,814Unified 191

P7809SUPERINTENDENT OF TRANSPORTATION 117 $58,315 $93,070Unified 5

W3153SURVEY PARTY CHIEF 111 $37,786 $60,306Unified 4

Y3155Survey Section Supervisor 120 $72,444 $115,621Unified 1

W3151Survey Technician 107 $28,294 $45,157Unified 4

P3151Surveyor 117 $58,315 $93,070Unified 3

P2285Systems Analyst 117 $58,315 $93,070Unified 57

P2275Systems Network Analyst 115 $50,461 $80,537Unified 36

P2276Systems Network Analyst, Senior 117 $58,315 $93,070Unified 42

TW0425Tax Appeal Specialist 109 $32,697 $52,185Unified 8

X0435Tax Appeals Supervisor 112 $40,619 $64,829Unified 1

P2905Technical Training Specialist 117 $58,315 $93,070Unified 3

N4172TOUR BOAT OPERATOR 109 $32,697 $52,185Unified 3

N2385Tourism Program Specialist 111 $37,786 $60,306Unified 1

P6225Toxicologist 117 $58,315 $93,070Unified 3

P6226Toxicologist, Senior 118 $62,688 $100,050Unified 6

B7951Traffic Control Worker 109 $32,697 $52,185Unified 11

N3221TRAFFIC OPERATIONS SUPERINTENDENTT 118 $62,688 $100,050Unified 1

B3214Traffic Signal Technician 111 $37,786 $60,306Unified 29

B3215Traffic Signal Technician, Senior 113 $43,666 $69,691Unified 9


Exhibit 1 of 103


Broward County, FL


X3215TRAFFIC SIGNALS SUPERVISOR 116 $54,246 $86,577Unified 2

X3222TRAFFIC SIGNS SUPERINTENDENT 116 $54,246 $86,577Unified 1

Y3405Transit Director 123 $89,997 $143,635Unified 2

P7817TRANSIT MAINTENANCE SUPERINTENDENT 117 $58,315 $93,070Unified 2

Y3401TRANSIT MANAGER 120 $72,444 $115,621Unified 4

X7807Transit Operator Trainer 113 $43,666 $69,691Unified 3

X7809Transit Scheduler 113 $43,666 $69,691Unified 5

X7801TRANSIT SUPERVISOR 114 $46,941 $74,918Unified 28

B7335Treatment Plant Operator 112 $40,619 $64,829Unified 26

X7331Treatment Plant Operator, Lead Worker 113 $43,666 $69,691Unified 6

N7357TREATMENT PLANT SUPERINTENDENT 117 $58,315 $93,070Unified 5

UW2271User Support Technician 111 $37,786 $60,306Unified 11

X7352UTILITIES CHIEF INSPECTOR 118 $62,688 $100,050Unified 1

B7339Utilities Mechanic 111 $37,786 $60,306Unified 50

Y7356UTILITIES SUPERINTENDENT 118 $62,688 $100,050Unified 1

VB7221Vehicle Mechanic 111 $37,786 $60,306Unified 28

B7225Vehicle Mechanic Electrical Technician 112 $40,619 $64,829Unified 2

X7815Vehicle Mechanic Trainer 113 $43,666 $69,691Unified 1

B7222Vehicle Mechanic, Lead Worker 113 $43,666 $69,691Unified 4

N2309VETERANS SERVICES MANAGER 115 $50,461 $80,537Unified 1

P2307VETERANS SERVICES OFFICER 112 $40,619 $64,829Unified 7

Y5407VETERINARIAN 121 $77,877 $124,292Unified 2

W5406VETERINARY TECHNICIAN 111 $37,786 $60,306Unified 5

WP0315Warehouse Supervisor 113 $43,666 $69,691Unified 7

B7321Water Meter Technician 110 $35,149 $56,098Unified 3

Y6409WATER RESOURCES MANAGER 120 $72,444 $115,621Unified 1

Y1920WEB SITE MANAGER 121 $77,877 $124,292Unified 1

B7931WEIGHSTATION OPERATOR 107 $28,294 $45,157Unified 2

B7441WELDER 111 $37,786 $60,306Unified 2

ZN5418ZONING OFFICIAL 119 $67,390 $107,554Unified 1


Exhibit 1 of 103

Class Comparison List Consolidated by Pay G

rade

Wednesday, Septem

ber 30

, 201

5Page 1

of 40

10:21:15 PM

Exhibit 1 of 103

Brow

ard County, FL

Class Comparison List by Proposed Pay G

rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

ange

Code

Grade

10

1U

nified$

18

,33

3$

29

,26

0

SCH

OO

L CRO

SSING

GU

ARD

10

2U

nified$

19

,70

8$

31

,45

5

10

3U

nified$

21

,18

6$

33

,81

4

W4

00

7$

23,0

86

$3

6,72

7W

14

00

LIBR

ARY AID

ELIB

RAR

Y AIDE

W9

61

1$

18,4

86

$2

9,40

8W

02

00

Recreation Aide

RECR

EATION

AIDE I

W9

61

2$

22,5

23

$3

5,83

2W

13

00

Recreation Aide

RECR

EATION

AIDE II

Z41

20

$2

1,98

5$

23,3

24

Z00

60

STUD

ENT SEASO

NAL LIFEG

UAR

DSEASO

NAL LIFEG

UAR

D

Z41

23

$2

1,98

5$

23,3

24

Z00

60

STUD

ENT SEASO

NAL LIFEG

UAR

DSTU

DEN

T SEASON

LIFEGU

ARD

Z01

21

$1

4,06

4$

22,3

74

Z61

25

Student Worker

STUD

ENT AC

COU

NT CLER

K I

Z22

68

$1

7,33

5$

26,9

06

Z64

29

Student Worker

STUD

ENT CO

MP SYS TECH

Z41

08

$1

0,93

3$

16,4

00

Z61

13

Student Worker

STUD

ENT CO

NCESSIO

N ATTD

Z41

09

$1

2,56

8$

20,9

92

Z61

31

Student Worker

STUD

ENT CO

NCESSIO

N SU

PV

Z40

00

$9

,01

7$

13

,99

5Z6

11

1Student W

orkerSTU

DEN

T LIBR

ARY PAG

E

Z75

10

$2

3,00

0$

41,9

88

Z61

24

Student Worker

STUD

ENT M

AINT W

OR

KER

I

Z01

32

$1

0,98

7$

17,0

52

Z61

29

Student Worker

STUD

ENT O

FF SUPP CLER

K

Z41

03

$1

0,94

6$

19,9

82

Z61

17

Student Worker

STUD

ENT PAR

K AID

E I

Wednesday, Septem

ber 30

, 201

5Page 2

of 40

10:21:15 PM

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

ange

Code

Grade

10

3U

nified$

21

,18

6$

33

,81

4

Z41

86

$1

8,87

8$

34,4

62

Z61

15

Student Worker

STUD

ENT R

ANG

E AIDE

Z23

83

$1

1,26

1$

17,4

78

Z61

18

Student Worker

STUD

ENT R

ECYCLING

AIDE

Z41

18

$1

6,63

6$

24,9

54

Z61

21

Student Worker

STUD

ENT SR

LIFEGU

ARD

Z41

54

$2

0,67

4$

32,0

00

Z61

12

Student Worker

STUD

ENT STAB

LE ATTD I

10

4U

nified$

22

,77

5$

36

,35

0

10

5U

nified$

24

,48

4$

39

,07

6

B4

10

6$

21,8

66

$3

2,80

0B

02

50

CO

NCES

SION

ATTEND

ANT

CO

NC

ESSION

ATTEND

ANT

B7

50

1$

21,8

92

$3

9,96

4B

05

00

CustodianC

USTO

DIAN

I

B7

50

2$

23,5

75

$4

3,03

7B

08

00

CustodianC

USTO

DIAN

II

N0

60

1$

26,7

04

$4

1,28

4T0

10

0Custodian

PE BU

ILDIN

G SER

VICE WK

R

N0

60

2$

30,1

11

$4

6,55

2T0

40

0Custodian

PE LEAD B

LDG

SVC WK

R

Wednesday, Septem

ber 30

, 201

5Page 3

of 40

10:21:15 PM

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

ange

Code

Grade

10

6U

nified$

26

,32

0$

42

,00

7

W0

07

3$

24,8

62

$3

9,55

1W

18

00

Driver

CO

UR

IER

W6

39

1$

22,5

23

$3

5,83

2W

13

00

Driver

VAN D

RIVER

B7

54

1$

25,3

87

$4

6,34

6B

11

00

GR

OU

ND

SK

EEPERG

RO

UN

DSK

EEPER

N0

61

0$

26,7

04

$4

1,28

4T0

10

0G

RO

UN

DSK

EEPERPE G

RO

UN

DSK

EEPER

B4

18

1$

23,5

75

$4

3,03

7B

08

00

RAN

GE ATTEN

DAN

TR

ANG

E ATTEND

ANT

B5

50

1$

22,4

39

$4

0,96

2B

06

00

Security Guard

SECU

RITY G

UAR

D I

B5

50

2$

25,3

87

$4

6,34

6B

11

00

Security Guard

SECUR

ITY GU

ARD

II

B4

15

1$

21,8

66

$3

2,80

0B

01

50

Stable AttendantSTAB

LE ATTEND

ANT I

B4

15

2$

27,9

91

$4

1,98

7B

07

50

Stable AttendantSTAB

LE ATTEND

ANT II

10

7U

nified$

28

,29

4$

45

,15

7

B7

11

1$

23,0

00

$4

1,98

7B

07

00

BR

IDG

ETEND

ERB

RID

GETEN

DER

B6

42

5$

23,5

75

$4

3,03

7B

08

00

CookC

OO

K II

W3

10

1$

24,2

55

$3

8,58

6W

17

00

Data Aide

DATA AID

E I

B7

51

1$

23,0

00

$4

1,98

7B

07

00

Maintenance W

orkerM

AINTEN

ANC

E WO

RK

ER I

B7

51

2$

24,7

68

$4

5,21

5B

10

00

Maintenance W

orkerM

AINTEN

ANCE W

OR

KER

II

N0

60

4$

31,3

25

$4

8,42

9T0

50

0M

aintenance Worker

PE MAIN

T CON

ST WK

R

N0

60

5$

35,3

29

$5

4,61

8T0

80

0M

aintenance Worker

PE SHIPS SER

VICE WK

R

N0

60

6$

33,9

45

$5

2,47

8T0

70

0M

aintenance Worker

PE TERM

SVC LEAD

WK

R

B6

40

1$

24,1

65

$4

4,11

2B

09

00

Mosquito Control Inspector

MO

SQU

ITO CO

NTR

L INSP I

B6

40

2$

27,3

40

$4

9,90

9B

14

00

Mosquito Control Inspector

MO

SQU

ITO CO

NTR

L INSP II

B4

10

1$

21,8

92

$3

9,96

4B

05

00

Park AidePAR

K AID

E I

B4

10

2$

24,7

68

$4

5,21

5B

10

00

Park AidePAR

K AID

E II

B0

19

8$

30,5

94

$4

7,50

4B

12

50

Print Shop AssistantD

IGITAL PR

INT SPECIALIS

T

Wednesday, Septem

ber 30

, 201

5Page 4

of 40

10:21:16 PM

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

ange

Code

Grade

10

7U

nified$

28

,29

4$

45

,15

7

Service Attendant

W3

15

2$

28,1

28

$4

4,74

8W

22

00

Survey TechnicianIN

STRU

MEN

T PERSO

N

B7

93

1$

25,7

38

$3

9,96

4B

05

50

WEIG

HSTATIO

N O

PERATO

RW

EIGH

STATION

OPER

ATOR

10

8U

nified$

30

,41

6$

48

,54

4

W0

11

1$

28,1

28

$4

4,74

8W

22

00

Accounting Clerk

ACCO

UN

T CLER

K I

W0

11

2$

31,4

09

$4

8,75

1W

26

50

Accounting Clerk

ACCO

UN

T CLER

K II

W0

11

3$

34,2

72

$5

4,52

2W

30

00

Accounting ClerkACCO

UN

T CLER

K III

W0

10

3$

24,2

55

$3

8,58

6W

17

00

Accounting Clerk

CASH

IER

U0

70

5$

42,3

83

$5

7,00

3U

19

00

Accounting ClerkPE B

OO

KK

EEPER

X41

07

$2

5,13

6$

41,9

86

X01

00

CON

CESSIO

N SU

PERVISO

RC

ON

CESSION

SUPER

VISOR

Z00

17

$2

5,11

6$

39,9

55

Z07

00

CO

UN

TY CO

MM

ISSIO

N

REC

EPTION

ISTC

OU

NTY CO

MM

RECEPTIO

NIS

T

B7

10

1$

24,7

68

$4

5,21

5B

10

00

Equipment O

peratorEQ

UIPM

ENT O

PERATO

R I

B7

10

2$

26,0

23

$4

7,50

4B

12

00

Equipment O

peratorEQ

UIPM

ENT O

PERATO

R II

N0

60

8$

38,2

89

$5

9,19

4T1

00

0Equipm

ent Operator

PE EQU

IPMEN

T OPER

ATOR

N2

38

8$

28,1

12

$4

5,24

3N

00

20

InternC

OLLEG

E INTER

N

N2

38

9$

31,3

91

$4

9,93

9N

00

30

InternG

RAD

UATE IN

TERN

Z23

85

$1

4,05

6$

22,6

21

Z61

26

InternSTU

DEN

T COLLEG

E INTER

N

U0

70

6$

31,5

18

$4

2,43

9U

12

00

LinehandlerPE LIN

EHAN

DLER

W6

28

5$

24,8

62

$3

9,55

1W

18

00

MEN

TAL HEALTH

SPECIALIST

MEN

TAL HLTH

SPEC

W6

26

5$

28,8

32

$4

5,86

7W

23

00

MEN

TAL HEALTH

SPECIALISTPEER

MEN

TOR

W0

04

1$

30,6

44

$4

7,56

1W

80

07

OFFIC

E SUPPO

RT S

PECIALISTAD

MIN

AIDE

W6

33

0$

28,1

28

$4

4,74

8W

22

00

OFFIC

E SUPPO

RT S

PECIALISTC

ASE MAN

AGEM

ENT AID

E

W6

24

7$

23,0

86

$3

6,72

7W

14

00

OFFIC

E SUPPO

RT S

PECIALISTM

EDIC

AL REC

OR

DS C

LERK

Wednesday, Septem

ber 30

, 201

5Page 5

of 40

10:21:16 PM

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

ange

Code

Grade

10

8U

nified$

30

,41

6$

48

,54

4

Z73

88

$1

1,26

1$

17,4

78

Z61

18

OFFIC

E SUPPO

RT S

PECIALISTN

EIGH

REC

YCLING

AIDE

W0

13

4$

21,9

74

$3

4,10

5W

11

00

OFFIC

E SUPPO

RT S

PECIALISTO

FFICE S

UPPO

RT C

LERK

W0

13

6$

25,4

83

$4

0,54

0W

19

00

OFFIC

E SUPPO

RT SPECIALIST

OFFICE SU

PPOR

T SPEC

U0

73

1$

31,5

18

$4

2,43

9U

12

00

OFFIC

E SUPPO

RT S

PECIALISTPE H

ARB

OR

MASTER

OFF SPEC

W0

13

7$

28,8

32

$4

5,86

7W

23

00

OFFIC

E SUPPO

RT S

PECIALISTSEN

IOR

OFFICE SU

PP SPEC

W0

00

7$

24,2

55

$3

8,58

6W

17

00

OFFIC

E SUPPO

RT S

PECIALISTTELEPH

ON

E OPER

ATOR

II

W0

22

1$

26,1

20

$4

1,55

4W

20

00

Records, Taxes and Treasury

SpecialistR

TT SPECIALIST I

W0

22

2$

28,8

32

$4

5,86

7W

23

00


SpecialistR

TT SPECIALIST II

B4

15

3$

31,6

70

$4

7,50

4B

12

75

Stable Attendant, Senior

STABLE ATTEN

DAN

T III

B0

30

3$

35,6

36

$5

3,74

7B

17

50

StorekeeperPC/STO

REK

EEPER TECH

N0

62

4$

31,3

25

$4

8,42

9T0

50

0Storekeeper

PE STOR

EKEEPER

B0

30

1$

29,9

09

$4

3,27

3B

13

25

StorekeeperSTO

REK

EEPER I

B0

30

2$

32,8

36

$4

7,72

7B

21

50

StorekeeperSTO

REK

EEPER II

B0

30

5$

36,9

09

$5

3,74

7B

17

75

StorekeeperSTO

RES SU

PERVISO

R

10

9U

nified$

32

,69

7$

52

,18

5

B5

40

2$

33,2

73

$4

9,90

9B

14

50

ANIM

AL CARE SPECIALIST

ANIM

AL CARE SPECIALIST

Building M

anagement C

oordinator

W0

07

2$

29,5

53

$4

7,01

4W

24

00

CO

UR

IER SU

PERVISO

RC

OU

RIER

SUPER

VISOR

W0

09

5$

28,8

32

$4

5,86

7W

23

00

CUSTO

MER

SERVIC

E R

EPRESEN

TATIVEC

USTO

MER

SER

VICE REP

W7

81

5$

28,1

28

$4

4,74

8W

22

00

CUSTO

MER

SERVIC

E R

EPRESEN

TATIVETR

ANSIT O

PER SEN

AGEN

T

Wednesday, Septem

ber 30

, 201

5Page 6

of 40

10:21:16 PM

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

ange

Code

Grade

10

9U

nified$

32

,69

7$

52

,18

5

W7

81

4$

26,1

20

$4

1,55

4W

20

00

CUSTO

MER

SERVIC

E R

EPRESEN

TATIVETR

ANSIT O

PERATIO

NS AG

ENT

W0

43

8$

26,1

20

$4

1,55

4W

20

00

Data Entry O

peratorD

ATA CON

TRO

L OPER

ATOR

W0

43

9$

30,2

91

$4

8,18

9W

26

00

Data Entry O

peratorSEN

IOR

DATA C

ON

TRO

L OPER

B7

54

3$

28,0

24

$5

1,15

7B

15

00

GR

OU

ND

S C

UR

ATOR

GR

OU

ND

S CU

RATO

R

B4

11

9$

33,2

73

$4

9,90

9B

14

50

Lead LifeguardLIFEG

UAR

D

W4

02

6$

33,0

00

$5

1,21

9W

80

08

Library SpecialistLIB

RAR

Y SPECIALIST I

W6

24

5$

28,8

32

$4

5,86

7W

23

00

MED

ICAL TRAN

SCR

IBER

MED

ICAL TR

ANSC

RIB

ER

B6

40

7$

13,3

28

$2

3,17

3B

11

25

Natural R

esources Control Worker

AQU

ATIC CO

NTR

OL W

KR

I

B6

40

8$

33,0

33

$5

2,43

6B

16

25

Natural R


AQU

ATIC CO

NTR

OL W

KR

II

B7

54

1$

25,3

87

$4

6,34

6B

11

00

Natural R


GR

OU

ND

SKEEPER

B7

41

1$

28,0

24

$5

1,15

7B

15

00

PainterPAIN

TER I

B7

41

2$

29,4

42

$5

3,74

7B

17

00

PainterPAIN

TER II

N0

62

1$

33,9

45

$5

2,47

8T0

70

0Painter

PE PAINTER

X41

83

$3

6,38

3$

56,4

68

X80

06

Range M

asterR

ANG

E MASTER

I

W0

30

9$

25,4

83

$4

0,54

0W

19

00

Records M

anagement Technician

REC

OR

DS M

GM

T TECH

II

X41

44

$4

0,16

0$

63,8

90

X80

12

RECR

EATION

COO

RD

INATO

RAQ

UATIC

COO

RD

INATO

R

N4

14

1$

31,3

91

$4

9,93

9N

00

30

RECR

EATION

COO

RD

INATO

RATH

LETIC CO

OR

DIN

ATOR

W4

10

5$

30,2

91

$4

8,18

9W

26

00

RECR

EATION

COO

RD

INATO

RR

ECREATIO

N CO

OR

DIN

ATOR

W2

80

2$

28,8

32

$4

5,86

7W

23

00

SecretaryAR

TS ASSISTANT

W0

03

7$

32,6

21

$5

1,89

4W

28

00

SecretaryLEG

AL SECR

ETARY II

U0

72

7$

34,0

74

$4

5,92

9U

14

00

SecretaryPE SECR

ETARY

W0

02

8$

28,8

32

$4

5,86

7W

23

00

SecretarySEC

RETAR

Y

W0

02

9$

32,6

21

$5

1,89

4W

28

00

SecretarySEN

IOR

SECRETAR

Y

W0

43

1$

25,4

83

$4

0,54

0W

19

00

Tax Appeal SpecialistVAB

SPECIALIST I

W0

43

2$

28,8

32

$4

5,86

7W

23

00


SPECIALIST II

W0

43

3$

31,8

25

$5

0,62

9W

27

00


SPECIALIST III

N4

17

2$

31,3

91

$4

9,93

9N

00

30

TOU

R B

OAT O

PERATO

RTO

UR

BO

AT OPER

ATOR

B7

94

1$

24,1

50

$4

1,98

7B

07

25

Traffic Control Worker

TRAFFIC C

ON

TRO

L WK

R I

B7

94

2$

27,3

24

$4

7,50

4B

12

25

Traffic Control Worker

TRAFFIC C

ON

TRO

L WK

R II

Wednesday, Septem

ber 30

, 201

5Page 7

of 40

10:21:16 PM

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

ange

Code

Grade

11

0U

nified$

35

,14

9$

56

,09

8

W0

10

7$

34,2

72

$5

4,52

2W

30

00

Accounting SpecialistACCO

UN

TS PAYABLE SPEC

W0

10

9$

35,1

29

$5

5,88

5W

31

00

Accounting SpecialistACCO

UN

TS SPECIALIST

W0

10

8$

34,2

72

$5

4,52

2W

30

00

Accounting SpecialistB

ILLING

SPECIALIST

W0

11

6$

34,2

72

$5

4,52

2W

30

00

Accounting SpecialistPAYR

OLL SPECIALIST I

W0

11

7$

38,9

90

$5

8,41

4W

33

00

Accounting SpecialistPAYR

OLL SPECIALIST II

U0

70

4$

42,3

83

$5

7,00

3U

19

00

Accounting SpecialistPE B

ILLING

CON

TRO

LLER

W2

37

9$

27,4

42

$4

3,65

6W

21

00

Accounting SpecialistPR

OC

UR

EMEN

T ASSIST II

W6

33

0$

28,1

28

$4

4,74

8W

22

00

Behavioral H

ealth SpecialistC

ASE MAN

AGEM

ENT AID

E

W6

35

1$

30,2

91

$4

8,18

9W

26

00

Behavioral H

ealth SpecialistSU

BST AB

USE CASEW

RK

W0

09

2$

31,4

09

$4

8,75

1W

26

50

Call Center SpecialistC

ALL CENTER

SPEC I

W0

09

3$

33,5

77

$5

3,19

2W

29

00

Call Center SpecialistC

ALL CENTER

SPEC II

B7

40

1$

16,1

93

$2

6,87

3B

17

25

CarpenterC

ARPEN

TER I

B7

40

2$

35,5

72

$5

6,46

8B

19

25

CarpenterC

ARPEN

TER II

N0

61

9$

38,2

89

$5

9,19

4T1

00

0Carpenter

PE CARPEN

TER

X75

03

$3

2,17

6$

53,7

44

X21

00

Custodial Services Supervisor

CU

STOD

IAL SU

PERVISO

R I

X75

04

$3

3,80

5$

56,4

65

X25

00

Custodial Services Supervisor

CU

STOD

IAL SU

PERVISO

R II

W7

32

7$

32,6

21

$5

1,89

4W

28

00

ENVIR

ON

MEN

TAL LABO

RATO

RY

TECH

NIC

IANEN

V LABO

RATO

RY TECH

N0

60

3$

36,7

98

$5

6,89

0T0

90

0Fender C

onstruction Worker

PE FEND

ER CO

NST W

KR

N0

59

9$

39,9

29

$6

1,73

0T1

10

0Fender C

onstruction Worker

PE LEAD FEN

DER

CON

ST WK

R

N6

42

7$

31,3

91

$4

9,93

9N

00

30

FOO

D S

ERVIC

E SUPV

FOO

D SER

VICE SU

PV

U0

70

7$

36,9

45

$4

9,73

3U

16

00

Linehandler, Lead Worker

PE CHIEF LIN

EHAN

DLER

B7

45

1$

29,4

42

$5

3,74

7B

17

00

LOC

KSM

ITHLO

CK

SMITH

X75

42

$3

7,31

5$

62,3

27

X33

00

Maintenance Crew

SupervisorG

RO

UN

DS M

AINT SU

PV I

X75

43

$4

1,18

8$

68,7

97

X41

00

Maintenance Crew

Supervisor

GR

OU

ND

S MAIN

T SUPV II

X76

01

$3

7,31

5$

62,3

27

X33

00

Maintenance Crew

Supervisor

LABO

R SU

PERVISO

R I

X76

02

$4

1,18

8$

68,7

97

X41

00

Maintenance Crew

Supervisor

LABO

R SU

PERVISO

R II

W5

49

4$

32,6

21

$5

1,89

4W

28

00

PERM

IT/LICENSIN

G CU

STOM

ER

SPECIALIST

PERM

IT/LIC CU

STMR

SPEC

X02

03

$4

0,50

0$

53,7

48

X80

04

Print Shop SpecialistPR

INTIN

G TECH

NICIAN

III

Wednesday, Septem

ber 30

, 201

5Page 8

of 40

10:21:16 PM

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

ange

Code

Grade

11

0U

nified$

35

,14

9$

56

,09

8

W0

22

3$

31,8

25

$5

0,62

9W

27

00


Specialist, SeniorR

TT SPECIALIST III

B3

20

2$

30,9

32

$5

6,46

8B

19

00

Sign Shop TechnicianSIG

N SH

OP TECH

NICIAN

II

X73

81

$3

6,38

3$

56,4

68

X80

06

SOLID

WASTE C

OM

PLIANC

E AGEN

TSO

LID W

ASTE CO

MPL AG

ENT

X73

82

$3

6,38

3$

56,4

68

X80

06

SOLID

WASTE C

OM

PLIANC

E AGEN

TSO

LID W

ASTE CO

MPLI ASST

B7

31

2$

28,7

24

$5

2,43

6B

16

00

Water M

eter TechnicianM

ETER SVC

TECH II

11

1U

nified$

37

,78

6$

60

,30

6

P00

42$

36,4

05

$5

6,50

2P0

400

Administrative Assistant

ADM

IN CO

OR

DIN

ATOR

I

X75

08

$2

8,43

9$

47,5

02

X11

00


BU

ILDIN

G M

GM

NT ASSIST

W2

30

0$

34,2

72

$5

4,52

2W

30

00


EQU

AL OPP ASS

ISTANT

W6

43

4$

23,3

56

$3

8,08

4W

80

01


EXTENSIO

N PR

OG

ASSIST

W2

40

4$

28,4

56

$4

4,16

6W

80

03


GFLCVB

HO

USIN

G R

EP

W2

40

5$

28,4

56

$4

4,16

6W

80

03


GFLC

VB M

ARK

ETING

ASSIST

W2

40

6$

28,4

56

$4

4,16

6W

80

03


GFLC

VB SALES ASSISTAN

T

W2

41

4$

39,2

27

$6

0,88

3W

80

11


GFLCVB

SPOR

TS DVLP SPEC

W1

20

2$

28,8

32

$4

5,86

7W

23

00


INVESTIG

ATIVE SVCS SPEC

W0

09

1$

34,2

72

$5

4,52

2W

30

00


LEGAL IN

FOR

MATIO

N CO

OR

D

U0

71

2$

34,0

74

$4

5,92

9U

14

00


PE COR

P COM

M SPEC

U0

72

1$

32,8

17

$4

4,17

2U

13

00


PE FTZ WAR

EHO

USE AS

ST

P23

61$

36,4

05

$5

6,50

2P0

400


SPECIAL PR

OJ C

OO

RD

I

W5

53

3$

31,4

09

$4

8,75

1W

26

50


WO

RK

ERS

COM

P CLAIM

S ASST

N0

04

5$

36,4

05

$5

6,50

2N

00

60

Administrative Specialist

ADM

IN SEC

RETAR

Y

N0

01

8$

32,6

21

$5

1,89

4N

00

40


AGEN

DA SECR

ETARY

Z98

73

$4

1,53

0$

61,5

86

Z07

09


CO

UN

TY ADM

IN ASSIST

Wednesday, Septem

ber 30

, 201

5Page 9

of 40

10:21:16 PM

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

ange

Code

Grade

11

1U

nified$

37

,78

6$

60

,30

6

Z98

74

$4

3,27

4$

70,1

01

Z07

10


DEPU

TY CO

UN

TY ADM

IN AID

E

N0

02

6$

32,6

21

$5

1,89

4N

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40


DIVISIO

N AD

MIN

ASSIST

N6

52

2$

36,4

05

$5

6,50

2N

00

60


ECON

OM

IC D

EVEL ASSISTANT

Z99

32

$2

1,46

2$

25,5

16

Z47

47


EXTENSIO

N H

OR

T ASSIST

N9

93

8$

25,1

36

$3

9,01

2N

00

10


HO

RTIC

ULTU

RAL TEC

H

N2

31

1$

31,3

91

$4

9,93

9N

00

30


HU

MAN

RES

ASSISTANT

N2

31

2$

37,3

15

$5

7,91

5N

00

70


HU

MAN

RES

TECH SPEC

N0

05

2$

41,0

56

$6

3,63

7N

00

80


OFFIC

E MAN

AGER

II

N0

90

2$

36,4

05

$5

6,50

2N

00

60


PE ADM

INIS

TRATIVE SPEC

N0

02

7$

34,2

72

$5

4,52

2N

00

50


SENIO

R D

IV ADM

IN ASSIST

B5

39

7$

36,4

62

$5

7,87

9B

20

25

Animal C

are Specialist, FieldSEN

IOR

ANIM

AL CAR

E SPEC

W6

45

1$

35,1

29

$5

5,88

5W

31

00

AUD

IO-VID

EO PR

OD

UC

TION

SPEC

IALISTAU

DIO

-VIDEO

PRO

D SPEC

BR

IDG

E MEC

HAN

IC

W3

14

2$

30,2

91

$4

8,18

9W

26

00

CAD TECH

NICIAN

CAD

DR

AFTER

W3

14

4$

35,1

29

$5

5,88

5W

31

00

CAD TECH

NICIAN

CAD

TECH

NIC

IAN

W3

14

9$

36,4

26

$5

6,53

6W

80

10

CAD

TECH

NIC

IANC

ADD

SYSTEMS TEC

HN

ICIAN

X31

54

$3

9,20

4$

65,4

82

X37

00

CAD TECH

NICIAN

SUR

VEY SUPER

VISOR

P63

25$

37,2

99

$5

8,11

0P0

600

Child Care Licensing SpecialistC

HILD

CARE LICEN

SPEC II

W3

11

5$

35,1

29

$5

5,88

5W

31

00

Engineering TechnicianEN

GIN

EERIN

G TEC

H I

W3

11

7$

41,1

69

$6

1,04

8W

90

03

Engineering TechnicianEN

GIN

EERIN

G TEC

H II

B7

10

3$

28,7

24

$5

2,43

6B

16

00

Equipment O

perator, SeniorEQ

UIPM

ENT O

PERATO

R III

B7

10

4$

30,1

79

$5

5,09

1B

18

00

Equipment O

perator, SeniorEQ

UIPM

ENT O

PERATO

R IV

B7

10

5$

30,9

32

$5

6,46

8B

19

00

Equipment O

perator, SeniorEQ

UIPM

ENT O

PERATO

R V

W6

45

2$

35,1

29

$5

5,88

5W

31

00

Forensic Technician/PhotographerFO

REN

SIC PH

OTO

GR

APHER

B6

20

1$

34,2

71

$5

3,19

2B

40

01

Forensic Technician/PhotographerFO

REN

SIC TEC

HN

ICIAN

W3

13

2$

38,9

90

$5

8,41

4W

33

00

Graphics D

esignerG

RAPH

ICS D

ESIGN

ER II

B0

19

9$

33,0

33

$5

2,43

6B

16

25

Graphics D

esignerPR

INT PR

OD

UC

TION

CO

OR

D

W4

02

7$

38,9

90

$5

8,41

4W

33

00

Library Specialist, Senior

LIBR

ARY SPECIALIST II

B7

47

1$

32,4

98

$5

9,32

6B

21

00

MACH

INIST

MAC

HIN

IST

Wednesday, Septem

ber 30

, 201

5Page 1

0 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

ange

Code

Grade

11

1U

nified$

37

,78

6$

60

,30

6

B7

52

1$

28,0

24

$5

1,15

7B

15

00

Maintenance M

echanicM

AINTEN

ANCE M

ECHAN

IC I

B7

52

2$

30,9

32

$5

6,46

8B

19

00

Maintenance M

echanicM

AINTEN

ANCE M

ECHAN

IC II

T06

17

$3

9,92

9$

61,7

30

T11

00

Maintenance M

echanicPE B

UILD

ING

TECH I

T06

18

$3

5,32

9$

52,4

97

N9

90

8M

aintenance Mechanic

PE BU

ILDIN

G TECH

II

N0

61

5$

39,9

29

$6

1,73

0T1

10

0M

aintenance Mechanic

PE LOAD

ING

BR

IDG

E MEC

H

N0

61

6$

38,2

89

$5

9,19

4T1

00

0M

aintenance Mechanic

PE OVER

HEAD

DO

OR

MECH

P41

21$

36,4

05

$5

6,50

2P0

400

Park Naturalist

PARK

S NATU

RALIST I

N0

62

2$

38,2

89

$5

9,19

4T1

00

0Plum

berPE PLU

MB

ER

B7

43

1$

29,4

42

$5

3,74

7B

17

00

Plumber

PLUM

BER

I

B7

43

2$

30,9

32

$5

6,46

8B

19

00

Plumber

PLUM

BER

II

P23

26$

32,9

81

$5

1,18

8P0

200

Publications SpecialistPU

BLIC

ATION

S SPEC

I

P23

27$

38,2

25

$5

6,68

1P0

500

Publications SpecialistPU

BLIC

ATION

S SPEC

II

Q0

816

$4

9,46

5$

69,2

31

Q0

600

SUR

VEY PARTY C

HIEF

PE REG

SUR

VEY PARTY C

HF

W3

15

3$

31,8

25

$5

0,62

9W

27

00

SUR

VEY PARTY C

HIEF

SUR

VEY PARTY C

HIEF

N2

38

2$

41,0

56

$6

3,63

7N

00

80

Tourism Program

Specialist

GFLCVB

HO

USIN

G M

GR

B3

21

1$

31,6

87

$5

5,09

1B

18

25

Traffic Signal TechnicianTR

AFFIC SIGN

ALS TEC I

B3

21

2$

35,8

51

$6

2,33

1B

23

25

Traffic Signal TechnicianTR

AFFIC SIGN

ALS TEC II

W2

26

9$

34,6

71

$5

3,81

2W

80

09

User Support Technician

CO

MPU

TER SYSTEM

S TECH

U0

71

7$

49,6

25

$6

6,77

6U

22

50


PE END

-USER

SUP SPEC

W2

27

1$

41,1

69

$6

1,04

8W

90

03


SYSTEMS N

ETWO

RK

AN I

B7

33

7$

35,6

36

$5

3,74

7B

17

50

Utilities M

echanicU

TILITIES MECH

ANIC I

B7

33

8$

39,7

20

$5

6,46

8B

20

75

Utilities M

echanicU

TILITIES MECH

ANIC II

B7

21

1$

28,0

24

$5

1,15

7B

15

00

Vehicle Mechanic

AUTO

MECH

ANIC

I

B7

21

2$

30,1

79

$5

5,09

1B

18

00

Vehicle Mechanic

AUTO

MECH

ANIC II

B7

20

9$

30,1

79

$5

5,09

1B

18

00

Vehicle Mechanic

AUTO

MECH

ANIC

/WELD

ER

N0

61

2$

38,2

89

$5

9,19

4T1

00

0Vehicle M

echanicPE AU

TO M

ECH

ANIC

I

W5

40

8$

32,6

21

$5

1,89

4W

28

00

VETERIN

ARY TECH

NIC

IANSEN

IOR

VET TECHN

ICIAN

W5

40

6$

27,4

42

$4

3,65

6W

21

00

VETERIN

ARY TECH

NIC

IANVETER

INAR

Y TECHN

ICIAN

B7

44

1$

30,1

79

$5

5,09

1B

18

00

WELD

ERW

ELDER

Wednesday, Septem

ber 30

, 201

5Page 1

1 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

ange

Code

Grade

11

2U

nified$

40

,61

9$

64

,82

9

W0

11

5$

45,7

43

$6

9,15

0W

35

30

Accounting Specialist SupervisorACCO

UN

TS PAYABLE SU

PV

X00

98

$4

1,18

8$

68,7

97

X41

00

CALL CENTER

SUPER

VISOR

CALL CEN

TER SU

PV

P63

31$

34,6

51

$5

5,12

4P0

300

Case Manager/Counselor

CASE M

ANAG

ER I

P63

32$

41,5

30

$6

1,58

6P0

900


CASE M

ANAG

ER II

P63

17$

32,1

76

$5

1,18

8P0

150


CR

ISIS INTER

VENT CN

SLR

X78

25

$3

8,24

7$

63,8

85

X35

00

Code Enforcement Inspector

CO

NSU

MER

PRO

T INSP II

N7

82

6$

43,2

73

$7

0,10

0N

01

00


CO

NSU

MER

PRO

T INSP III

B7

96

2$

37,6

88

$6

8,80

1B

26

00


SENIO

R C

OD

E ENFO

RCE O

FF

X00

96

$3

5,51

7$

59,3

23

X29

00

CUSTO

MER

SERVIC

E SUPER

VISOR

CU

STOM

ER S

ERVICE SU

PV

X78

16

$3

9,54

9$

59,3

23

X29

50

CU

STOM

ER SER

VICE SU

PERVISO

RTR

ANSIT O

PER SU

PV

B9

95

6$

38,4

36

$5

7,87

9B

20

50

DIESEL M

ECHAN

ICD

IESEL MECH

ANIC

B7

42

1$

30,9

32

$5

6,46

8B

19

00

ElectricianELECTR

ICIAN I

B7

42

2$

33,3

12

$6

0,80

9B

22

00

ElectricianELECTR

ICIAN II

N0

62

0$

39,9

29

$6

1,73

0T1

10

0Electrician

PE ELECTRICIAN

N0

06

5$

47,0

86

$7

3,35

7N

01

10

HO

USEH

OLD

HAZAR

DO

US W

ASTE SPEC

IALISTH

H H

AZARD

WST CO

LL CO

OR

D

N1

21

1$

41,1

33

$6

5,68

3N

00

90

HO

USEH

OLD

HAZAR

DO

US W

ASTE SPEC

IALISTSEN

IOR

HH

HAZ W

ASTE SPEC

X73

45

$4

0,16

0$

63,8

90

X80

12

MAIN

TENAN

CE SCHED

ULER

MAIN

TENAN

CE SCH

EDU

LER

P40

52$

42,8

53

$6

3,54

6P0

950

MAR

KETIN

G D

EVELOPM

ENT

ASSOC

IATEM

ARK

ETING

DEVELO

P ASSO

C

X41

44

$4

0,16

0$

63,8

90

X80

12

Parks SupervisorAQ

UATIC

COO

RD

INATO

R

X41

38

$3

5,51

7$

59,3

23

X29

00

Parks SupervisorEQ

UESTR

IAN FAR

M M

GR

X41

84

$4

0,16

0$

63,8

90

X80

12

Parks SupervisorR

ANG

E MASTER

II

W0

05

3$

39,7

44

$6

3,22

9W

34

00

REAL-TIM

E REPO

RTER

REAL-TIM

E REPO

RTER

N0

61

4$

39,9

29

$6

1,73

0T1

10

0R

efrigeration Mechanic

PE A/C M

ECH

ANIC

B7

46

1$

33,8

58

$5

3,74

7B

17

35

Refrigeration M

echanicR

EFRIG

ERATIO

N M

ECH

I

B7

46

2$

36,4

62

$5

7,87

9B

20

25

Refrigeration M

echanicR

EFRIG

ERATIO

N M

ECH

II

X55

03

$3

7,31

5$

62,3

27

X33

00

SECU

RITY G

UAR

D SU

PERVISO

RSEC

UR

ITY GU

ARD

SUPV

X04

34

$3

9,20

4$

65,4

82

X37

00

Tax Appeals SupervisorVAB

SUPER

VISOR

B7

33

1$

35,3

06

$4

7,50

4B

13

27

Treatment Plant O

peratorPLAN

T OPER

ATOR

I

Wednesday, Septem

ber 30

, 201

5Page 1

2 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

ange

Code

Grade

11

2U

nified$

40

,61

9$

64

,82

9

B7

33

2$

39,7

20

$5

6,46

8B

20

75

Treatment Plant O

peratorPLAN

T OPER

ATOR

II

B7

21

5$

30,1

79

$5

5,09

1B

18

00

Vehicle Mechanic Electrical

TechnicianAU

TO ELEC TECH

II

P23

07$

41,5

30

$6

1,58

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900

VETERAN

S SERVIC

ES OFFIC

ERVETER

ANS S

ERVIC

ES OFFC

R

11

3U

nified$

43

,66

6$

69

,69

1

P00

43$

41,5

30

$6

1,58

6P0

900

Administrative Coordinator

ADM

IN CO

OR

DIN

ATOR

II

P23

62$

41,5

30

$6

1,58

6P0

900

Administrative Coordinator

SPECIAL PRO

J COO

RD

II

P10

31$

36,4

05

$5

6,50

2P0

400

Administrative C

oordinatorSTATISTIC

IAN

B7

72

5$

30,3

16

$4

9,65

1B

13

50

Airport Operations Agent

AIRPO

RT O

PER AG

ENT I

B7

72

6$

36,9

09

$5

3,74

7B

17

75


AIRPO

RT O

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ENT II

B8

41

1$

36,9

09

$5

3,74

7B

17

75


AIRPO

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PS CO

N CTR

SPEC

B9

92

0$

36,9

09

$5

3,74

7B

17

75


AVIATION

SEC CO

MPL AG

ENT

Business Perm

its Coordinator

W5

45

1$

38,3

76

$5

6,67

4W

32

30

Claim

s AdjusterC

LAIMS AD

JUSTO

R I

W5

45

2$

45,7

43

$6

9,15

0W

35

30

Claim

s AdjusterC

LAIMS AD

JUSTO

R II

B7

91

2$

38,4

36

$5

7,87

9B

20

50

Electronics TechnicianELECTR

ON

ICS TECH

II

B7

91

3$

43,0

18

$6

7,12

2B

25

50

Electronics TechnicianELECTR

ON

ICS TECH

III

W3

11

2$

40,7

38

$6

6,43

0W

35

00

ENG

INEER

ING

INSPECTO

REN

GIN

EERIN

G IN

SPECTOR

W3

15

2$

28,1

28

$4

4,74

8W

22

00

ENG

INEER

ING

INSPECTO

RIN

STRU

MEN

T PERSO

N

W3

15

3$

31,8

25

$5

0,62

9W

27

00

ENG

INEER

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INSPECTO

RSU

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TY CHIEF

N0

04

4$

43,2

73

$7

0,10

0N

01

00

EXECUTIVE ASSISTAN

TEXEC

UTIVE ASSISTAN

T

N9

94

2$

42,3

72

$6

4,40

4N

29

00

Extension AgentC

OU

NTY EXTEN

AGEN

T II

Z99

49

$2

5,02

4$

38,9

97

Z01

80

Extension AgentEXTEN

SION

AGEN

T IV

N9

92

9$

24,6

70

$4

3,51

4Z4

64

9Extension Agent

EXTENSIO

N AG

T 4-H

Wednesday, Septem

ber 30

, 201

5Page 1

3 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

ange

Code

Grade

11

3U

nified$

43

,66

6$

69

,69

1

B5

43

2$

34,9

98

$6

3,88

8B

24

00

HO

USIN

G PR

OG

RAM

CO

NSTR

UCTIO

N IN

SPEC

TOR

HO

USIN

G PR

OG

CON

STR IN

SP

P40

21$

42,8

53

$6

3,54

6P0

950

LibrarianLIB

RAR

IAN I

P40

28$

45,6

31

$6

7,66

5P1

400

Library Specialist Supervisor

LIBR

ARY SPECIALIST III

N4

02

9$

49,8

62

$7

3,94

0N

01

30

Library Specialist Supervisor

LIBR

ARY SPECIALIST IV

W6

28

2$

36,1

37

$5

7,45

8W

32

50

Licensed Practical Nurse

PSYCHIATR

IC LPN

X62

48

$3

4,65

0$

57,8

77

X27

00

MED

ICAL REC

OR

DS

SUPER

VISOR

MED

ICAL R

ECO

RD

S SUPV

P62

54$

41,5

30

$6

1,58

6P0

900

MED

ICAL TRAN

SPOR

T INSPEC

TOR

MED

ICAL TR

ANSPO

RT IN

SP

W6

24

1$

36,9

07

$5

8,71

4W

32

00

MED

ICAL-LEGAL IN

VESTIGATO

RM

EDICAL-LEG

AL INVEST

W6

24

3$

39,7

44

$6

3,22

9W

34

00

MED

ICAL-LEGAL IN

VESTIGATO

RSR

MED

ICAL LEG

AL INVSTG

R

P53

02$

41,1

88

$6

3,92

7P0

975

Regulated B

usiness Specialist

CO

NSU

MER

REL AN

ALYST II

X02

25

$3

9,20

4$

65,4

82

X37

00

Revenue, Tax and R

ecords Supervisor

RTT SU

PERVIS

OR

X32

05

$4

0,18

4$

67,1

19

X39

00

SIGN

SHO

P SUPER

VISOR

SIGN

SHO

P SUPER

VISOR

N2

29

8$

52,6

40

$8

4,06

2N

01

60

SMALL B

USIN

ESS DEVELO

PMEN

T SPEC

IALISTSM

ALL BU

SINESS D

EV SPEC

B3

21

3$

39,5

73

$6

8,80

1B

26

25

Traffic Signal Technician, SeniorTR

AFFIC SIGN

ALS TEC III

X78

05

$4

1,18

8$

68,7

97

X41

00

Transit Operator Trainer

TRAN

SIT INSTR

UC

TOR

X78

03

$3

8,24

7$

63,8

85

X35

00

Transit SchedulerTR

ANSIT SCH

EDU

LER I

X78

04

$4

1,18

8$

68,7

97

X41

00

Transit SchedulerTR

ANSIT SCH

EDU

LER II

X73

34

$4

9,45

1$

67,1

19

X39

50

Treatment Plant O

perator, Lead W

orkerASSIST CH

IEF PLANT O

PER

X78

12

$4

1,18

8$

68,7

97

X41

00

Vehicle Mechanic Trainer

TRAN

SIT MAIN

T INSTR

UCT

B7

21

3$

34,1

44

$6

2,33

1B

23

00

Vehicle Mechanic, Lead W

orkerAU

TO M

ECHAN

IC III

W4

01

7$

35,1

29

$5

5,88

5W

31

00

Warehouse Supervisor

LIBR

ARY D

ELIVERY SU

PV

X03

15

$4

3,27

4$

72,2

80

X45

00


MATER

IAL CON

TRO

L SPVSR

B0

30

5$

36,9

09

$5

3,74

7B

17

75


STOR

ES SUPER

VISOR

P03

11$

41,1

88

$6

3,92

7P0

975


WAR

EHO

USE M

ANAG

ER

Wednesday, Septem

ber 30

, 201

5Page 1

4 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

ange

Code

Grade

11

4U

nified$

46

,94

1$

74

,91

8

N8

90

3$

48,4

08

$7

3,90

2N

01

20

AIRPLAN

E PILOT/M

ECHAN

ICAIR

PLANE PILO

T/MECH

X54

03

$4

1,18

8$

68,7

97

X41

00

ANIM

AL CARE SU

PERVISO

RAN

IMAL CAR

E SUPER

VISOR

P66

01$

20,0

63

$3

0,79

3P0

800

Behavioral H

ealth ClinicianC

PT CASE COO

RD

INATO

R I

P66

02$

44,3

08

$6

7,34

6P1

300

Behavioral H

ealth ClinicianC

PT CASE COO

RD

INATO

R II

P63

28$

42,8

53

$6

3,54

6P0

950

Behavioral H

ealth ClinicianC

RISIS IN

TERVEN

T SPEC

P63

18$

20,0

63

$3

0,79

3P0

800

Behavioral H

ealth ClinicianFAM

ILY THER

APIST I

P63

21$

44,3

08

$6

7,34

6P1

300

Behavioral H

ealth ClinicianFAM

ILY THER

APIST II

P63

53$

41,5

30

$6

1,58

6P0

900

Behavioral H

ealth ClinicianSU

BST AB

US

E SPEC II

B5

42

2$

51,1

72

$7

5,94

3B

27

50

BU

ILDIN

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DE IN

SPECTOR

BU

ILDIN

G CO

DE IN

SPECTOR

CUR

ATOR

P51

06$

49,8

62

$7

3,94

0P2

000

Emergency M

anagement Specialist

EMER

GEN

CY M

GM

T SPEC II

P23

58$

47,0

86

$7

1,56

7P1

700

Grants Specialist

SENIO

R G

RAN

TS RES SPEC

P63

04$

36,4

05

$5

6,50

2P0

400

Housing/Com

munity D

evelopment

SpecialistC

OM

MU

NITY D

V SPEC I

P63

05$

48,4

08

$7

1,78

3P1

800

Housing/Com

munity D

evelopment

SpecialistC

OM

MU

NITY D

V SPEC II

P62

94$

31,3

91

$4

9,93

9P0

100

Housing/Com

munity D

evelopment

SpecialistH

OU

SING

PRO

G CO

MPL S

PEC

P62

91$

48,4

08

$7

1,78

3P1

800

Housing/Com

munity D

evelopment

SpecialistH

OU

SING

PRO

G CO

OR

D

N2

05

2$

49,8

62

$7

3,94

0N

01

30

Hum

an Resources G

eneralistEM

PLOYEE B

EN AN

ALYST II

N2

31

4$

41,0

56

$6

3,63

7N

00

80

Hum

an Resources G

eneralistH

UM

AN R

ES AN

ALYST I

N2

31

5$

49,8

62

$7

3,94

0N

01

30

Hum

an Resources G

eneralistH

UM

AN R

ES AN

ALYST II

N0

06

8$

47,0

86

$7

3,35

7N

01

10

IND

USTR

IAL HYG

IENIST

IND

USTR

IAL HYG

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B7

94

3$

44,8

17

$7

0,12

8B

26

50

Longline Operator

LON

GLIN

ER O

PERATO

R

P54

35$

46,5

24

$6

8,98

9X8

01

5N

atural Resources Specialist

ENVIR

ON

MEN

TAL TECH

P54

82$

42,2

18

$6

5,52

5P1

000

Natural R

esources SpecialistN

ATUR

AL RES S

PEC I

P54

83$

51,3

19

$7

9,95

2P2

225

Natural R

esources SpecialistN

ATUR

AL RES S

PEC II

N2

21

2$

47,0

86

$7

3,35

7N

01

10

Netw

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munications

TechnicianC

OM

MU

NIC N

ET TECH III

X41

45

$3

5,51

7$

59,3

23

X29

00

Parks Manager, Associate

PARK

S & R

EC MG

R I

Wednesday, Septem

ber 30

, 201

5Page 1

5 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

ange

Code

Grade

11

4U

nified$

46

,94

1$

74

,91

8

X41

46

$3

9,20

4$

65,4

82

X37

00


PARK

S & R

EC MG

R II

P41

22$

41,5

30

$6

1,58

6P0

900


PARK

S NATU

RALIST II

X02

06

$4

4,35

6$

74,0

87

X47

00

Print Shop SupervisorPR

INT SH

OP M

ANAG

ER

P63

79$

41,5

30

$6

1,58

6P0

900

PRO

GR

AM PER

FOR

MAN

CE

ANALYST

PRO

GR

AM PER

F ANALYST

P63

46$

42,8

53

$6

3,54

6P0

950

PUB

LIC CO

MM

UN

ICATION

S SPEC

IALISTH

UM

AN SVC R

EGIO

NAL CO

OR

D

P23

28$

47,0

86

$6

9,82

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PUB

LIC CO

MM

UN

ICATION

S SPEC

IALISTPU

BLIC CO

MM

UN

SPEC

P23

29$

45,6

31

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7,66

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PUB

LIC CO

MM

UN

ICATION

S SPEC

IALISTPU

BLIC ED

UC

ATION

COO

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P23

69$

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7,34

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PUB

LIC CO

MM

UN

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S SPEC

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EB SITE SPEC

IALIST

N8

42

7$

47,0

86

$7

3,35

7N

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10

Public Information Specialist

AVIATION

COM

M O

UTR

COO

RD

N1

92

5$

41,1

33

$6

5,68

3N

00

90


DIG

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IA DESIG

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N2

39

8$

47,0

86

$7

3,35

7N

01

10


GFLCVB

MAN

AGER

I

N4

02

9$

49,8

62

$7

3,94

0N

01

30


LIBR

ARY SPECIALIST IV

N1

92

6$

51,1

11

$7

8,00

3N

01

40


SENIO

R D

IGITAL M

EDIA D

SG

N6

39

7$

41,1

33

$6

5,68

3N

00

90

Quality Assurance Specialist

CH

ILD CAR

E QU

ALITY SPEC

P62

71$

42,8

53

$6

3,54

6P0

950

Quality Assurance Specialist

HEALTH

CARE Q

LT ASSUR

SP

X76

02

$4

1,18

8$

68,7

97

X41

00

Skilled Trades SupervisorLAB

OR

SUPER

VISOR

II

X75

14

$4

7,76

6$

79,7

84

X53

00

Skilled Trades SupervisorM

AINTEN

ANC

E SUPV I

X75

15

$5

2,72

5$

88,0

66

X61

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Skilled Trades SupervisorM

AINTEN

ANC

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Q0

808

$5

9,37

9$

83,1

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850

Skilled Trades SupervisorPE M

AINT SU

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X78

10

$5

1,60

1$

77,4

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X50

90

Skilled Trades SupervisorTR

ANSIT M

AINT SU

PV

X78

02

$4

4,08

1$

66,1

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X37

50

TRAN

SIT SUPER

VISO

RTR

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ISPATCH

SUPV

X78

01

$4

4,08

1$

66,1

20

X37

50

TRAN

SIT SUPER

VISO

RTR

ANSIT SU

PERVISO

R

Wednesday, Septem

ber 30

, 201

5Page 1

6 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

ange

Code

Grade

11

5U

nified$

50

,46

1$

80

,53

7

P10

11$

41,5

30

$6

1,58

6P0

900

AccountantACC

OU

NTAN

T I

P10

12$

47,0

86

$7

1,56

7P1

700

AccountantACC

OU

NTAN

T II

Q0

801

$4

9,46

5$

69,2

31

Q0

600

AccountantPE AC

COU

NTAN

T

X77

27

$4

1,18

8$

68,7

97

X41

00

Airport Operations Agent, Senior

AIRPO

RT O

PER SEN

AGEN

T

P99

21$

41,5

30

$6

1,58

6P0

900

Airport Operations Agent, Senior

AVIATION

SEC CO

MPL SPEC

N5

39

8$

51,1

11

$7

8,00

3N

01

40

ANIM

AL CARE CLIN

IC MAN

AGER

ANIM

AL CARE CLIN

IC MG

R

P10

22$

51,3

19

$7

6,09

8P2

100

AuditorAU

DITO

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X71

14

$4

3,27

4$

72,2

80

X45

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BR

IDG

E MAIN

TENAN

CE SU

PERVISO

RB

RID

GE M

AINTEN

ANCE SU

PV

P78

07$

47,0

86

$6

9,82

3P1

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BU

S TR

AFFIC C

ON

TRO

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US TR

AFFIC CO

NTR

OLLER

P99

27$

48,1

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$7

2,10

5P1

900

Business Specialist

AVIATION

BU

SIN

ESS SPEC

P63

33$

45,6

31

$6

7,66

5P1

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CASE M

ANAG

EMEN

T SU

PERVIS

OR

CASE M

ANAG

EMEN

T SUPV

P62

12$

51,3

19

$7

9,95

2P2

225

Chemist

CH

EMIST II

N6

39

4$

43,2

73

$7

0,10

0N

01

00

CHILD

CARE LICEN

SING

SU

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RC

HILD

CARE LIC SU

PV

X79

63

$4

9,44

0$

75,1

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X80

20

COD

E ENFO

RCEM

ENT S

UPER

VISO

RC

OD

E ENFO

RCEM

ENT SU

PV

B2

25

1$

46,5

93

$7

5,94

3B

27

00

Com

munications System

TechnicianC

OM

MU

NIC S

YS TECH

I

B2

25

2$

53,2

42

$8

3,49

7B

28

00

Com

munications System

TechnicianC

OM

MU

NIC S

YS TECH

II

P28

03$

44,3

08

$6

5,70

3P1

100

Contract/G

rant Administrator

ARTS M

GM

T SPEC I

P28

04$

49,8

62

$7

3,94

0P2

000

Contract/Grant Adm

inistratorAR

TS MG

MT SPEC II

P24

21$

45,6

31

$6

7,66

5P1

400

Contract/G

rant Administrator

CO

NSTR

UC

TION

MG

MT S

PEC

P23

54$

36,4

05

$5

6,50

2P0

400

Contract/G

rant Administrator

CO

NTR

ACT/G

RAN

T ADM

N I

P23

55$

41,5

30

$6

1,58

6P0

900

Contract/G

rant Administrator

CO

NTR

ACT/G

RAN

T ADM

N II

P23

56$

47,0

86

$7

1,56

7P1

700

Contract/G

rant Administrator

CO

NTR

ACT/G

RAN

T ADM

N III

X78

19

$5

1,60

1$

77,4

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X50

90

Contract/G

rant Administrator

WAR

RAN

TY COO

RD

INATO

R

Y09

16$

60,9

37

$9

9,93

8Y1

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0Custom

er Relations Specialist

PE CUSTO

MER

REL M

GR

U0

71

6$

49,6

25

$6

6,77

6U

22

50

Duty H

arbormaster

PE DU

TY HAR

BO

RM

ASTER

B5

43

6$

53,2

42

$8

3,49

7B

28

00

ELEVATOR

INSPECTO

RELEVATO

R IN

SPECTOR

N6

35

4$

51,3

19

$8

0,21

8N

01

50

Employee Assistance Program

Counselor

SENIO

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Engineer InternEN

GIN

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Wednesday, Septem

ber 30

, 201

5Page 1

7 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

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Payroll TitleO

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in M

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11

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Engineer InternEN

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X31

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Engineering Inspector, SeniorSEN

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FOR

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Hydrogeologist

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P31

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Hydrogeologist

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P40

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Librarian, SeniorLIB

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Marketing M

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Medical Investigations Supervisor

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Program/Project Coordinator

CH

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Registered N

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RISK

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VISOR

RISK

MG

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Wednesday, Septem

ber 30

, 201

5Page 1

8 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

ange

Code

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11

5U

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,46

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SAFETY & H

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INVESTIG

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SAFETY & H

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SAFETY & H

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Systems N

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SYSTEMS N

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9$

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VETERAN

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Accountant SeniorACC

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Accountant SeniorPE SEN

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Budget &

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Chief Treatment Plant O

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CHILD

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OR

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Wednesday, Septem

ber 30

, 201

5Page 1

9 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

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Annual R

ange

Code

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11

6U

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PLANS EXAM

INER

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Emergency M

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CY MG

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41

6$

56,7

93

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Environmental Com

pliance Specialist

AVIATION

ENV CO

MPL SPEC

P63

43$

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GR

ANTS R

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Hum

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Natural R

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PRO

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PRO

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MAN

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Purchasing AgentPU

RC

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G AG

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72$

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Purchasing AgentPU

RC

HASIN

G AG

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P23

73$

59,5

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$8

3,39

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380

Purchasing AgentPU

RC

HASIN

G AG

ENT III

Wednesday, Septem

ber 30

, 201

5Page 2

0 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

ange

Code

Grade

11

6U

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54

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86

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77$

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Purchasing AgentPU

RC

HASIN

G AG

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Regulated B

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CO

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MER

REL SU

PV

N0

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6$

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Security Supervisor

PE SECUR

ITY CO

MPL M

GR

X32

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8,96

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81,7

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TRAFFIC S

IGN

ALS SU

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TRAFFIC S

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11

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Claim

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WO

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ELEVATOR

SYSTEMS SPECIALIST

ELEVATOR

SYSTEMS SPEC

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ENVIR

ON

MEN

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JECT

COO

RD

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OR

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Y75

18$

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aintenance Superintendent

FACIL M

AINT-O

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52

7$

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Facilities Maintenance

SuperintendentM

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95

1$

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FLEET MAIN

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PT

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95

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FLEET MAN

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Hum

an Resources Assistant

Manager

HU

MAN

RES

ANALYST III

N6

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7$

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Hum

an Services Manager

HU

MAN

SVC SECTIO

N M

GR

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N6

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8$

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$8

8,26

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Hum

an Services Manager

HU

MAN

SVC SECTIO

N M

GR

II

Wednesday, Septem

ber 30

, 201

5Page 2

1 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

ange

Code

Grade

11

7U

nified$

58

,31

5$

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0$

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73

$7

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Information Technology

Applications AnalystB

USIN

ESS APPL ANLY I

P22

31$

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19

$7

6,09

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USIN

ESS APPL ANLY II

P22

32$

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$8

8,23

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USIN

ESS APPL ANLY III

P22

79$

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$8

8,23

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INFO

RM

ATION

TECHN

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P31

61$

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LAND

SCAPE AR

CHITECT

LAND

SCAPE ARCH

ITECT

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23$

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Librarian, SupervisorLIB

RAR

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Maintenance C

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19

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MO

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Parks Manager

PARK

S & R

EC MG

R III

N4

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8$

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$8

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Parks Manager

PARK

S & R

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$1

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Planner, SeniorAIR

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ER

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7$

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$8

8,26

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Planner, SeniorPR

INC

IPAL PLANN

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8,26

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Planner, SeniorSEN

IOR

PLANN

ER

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4$

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$9

0,25

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01

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Purchasing Agent, SeniorPU

RCH

ASING

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SurveyorSU

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Systems Analyst

INFO

RM

SYSTEMS AN

I

P22

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Systems Analyst

INFO

RM

SYSTEMS AN

II

P22

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Systems Analyst

INFO

RM

SYSTEM

S AN III

P22

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6,09

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Systems Analyst

SYSTEMS N

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P26

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8,23

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Systems N

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CO

MM

UN

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Systems N


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Systems N


SYSTEMS N

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P29

01$

45,6

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400

Technical Training SpecialistTEC

HN

ICAL TR

AINER

I

Wednesday, Septem

ber 30

, 201

5Page 2

2 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

ange

Code

Grade

11

7U

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58

,31

5$

93

,07

0

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98$

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$8

8,23

5P2

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Technical Training SpecialistTEC

HN

ICAL TR

AINER

III

P62

17$

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$7

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3P1

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ToxicologistTO

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LOG

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P78

17$

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TRAN

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7$

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Accounting SupervisorSU

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ASSIST TO D

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Budget &

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Budget &

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Business D

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Business D

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Chemist Supervisor

CH

EMIST III

Wednesday, Septem

ber 30

, 201

5Page 2

3 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


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Pay PlanG

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Annual R

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11

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Chief Harborm

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Comm

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LIBR

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Comm

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LIBR

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Contract/G

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Environmental Com

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Library Services Coordinator

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PE MAR

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MG

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ASSIST PARK

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TT OPER

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Wednesday, Septem

ber 30

, 201

5Page 2

4 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


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Pay PlanG

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Payroll TitleO

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Annual R

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TRAN

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Construction Project Manager

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Y54

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Environmental Program

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GR

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Hum

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CH

ILDR

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Wednesday, Septem

ber 30

, 201

5Page 2

5 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

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PARK

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Parks Manager, Senior

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CHIEF O

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Wednesday, Septem

ber 30

, 201

5Page 2

6 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

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Payroll TitleO

perational TitleM

in M

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Com

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Port Maintenance M

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Port Maintenance M

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Wednesday, Septem

ber 30

, 201

5Page 2

7 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

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Annual R

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Revenue, Tax and R

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Survey Section Supervisor

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TRAN

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Construction Project Managem

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ENV EN

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Construction Project Managem

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PRO

JECT MAN

AGER

IV

Y31

26$

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33

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23

Y30

00

Engineering Unit Supervisor

ENG

INEER

IV

Wednesday, Septem

ber 30

, 201

5Page 2

8 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

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Code

Grade

12

1U

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77

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29

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Enterprise Assistant Director of

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Enterprise Assistant Director of

Security

Y63

77$

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Regulated B

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WEB

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AGER

WEB

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AGER

12

2U

nified$

83

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8$

13

3,6

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Wednesday, Septem

ber 30

, 201

5Page 2

9 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

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Code

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12

2U

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83

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Y81

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Assistant Director of Anim

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IN

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Assistant Director of Pollution

Prevention, Rem

ediation & Air

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ENVIR

ASSESS/R

EMED

MG

R

Wednesday, Septem

ber 30

, 201

5Page 3

0 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

ange

Code

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12

2U

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83

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PE ASSIST DIR

FINAN

CE

Finance Supervisor

Y23

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GFLC

VB M

anager, SeniorG

FLCVB

DIR

MU

LTICLT TO

UR

Wednesday, Septem

ber 30

, 201

5Page 3

1 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

ange

Code

Grade

12

2U

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83

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GFLC

VB M

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VB M

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GFLC

VB M

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VB M

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GFLC

VB M

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Wednesday, Septem

ber 30

, 201

5Page 3

2 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

ange

Code

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12

3U

nified$

89

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ASSIST DIR

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AVIATION

ASST D

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Y99

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Enterprise Director of Security

AVIATION

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RITY D

IR

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6E4

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ation Systems Adm

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Y34

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Transit Director

TRAN

SIT MAN

AGER

Wednesday, Septem

ber 30

, 201

5Page 3

3 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

ange

Code

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12

4U

nified$

96

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ASSIST DIR

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RH

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RH

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munication

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AVIATION

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SINESS

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N D

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0Enterprise D

irector of FinancePE D

IR FIN

ANCE

Wednesday, Septem

ber 30

, 201

5Page 3

4 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

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ange

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Grade

12

4U

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96

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12

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$1

65

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8

E81

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$9

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60

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0Assistant to the C

ounty Adm

inistratorR

HS ASST TO

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UN

TY ADM

IN

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eputy Director of G

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irector of Rail

DIR

OF R

AIL

Wednesday, Septem

ber 30

, 201

5Page 3

5 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

ange

Code

Grade

12

5U

nified$

10

4,0

03

$1

65

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8

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61

$9

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41

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60

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OF R

ECOR

DS, TAXES &

TR

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EC/TAXES/TRS

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OF R

ISK M

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ISK M

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F SEAPOR

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OF TR

AFFIC EN

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DIR

SEAPOR

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AVIATION

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PE DIR

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ATION

S

Wednesday, Septem

ber 30

, 201

5Page 3

6 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

ange

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12

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11

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ent & B

udgetR

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PE ASSIT DIR

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fficer

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uman Services

RH

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Wednesday, Septem

ber 30

, 201

5Page 3

7 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

Annual R

ange

Code

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ICAL EXAMIN

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ICAL EXAM

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ation Officer

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Wednesday, Septem

ber 30

, 201

5Page 3

8 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

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ange

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RH

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T EVERG

LADES

Wednesday, Septem

ber 30

, 201

5Page 3

9 of 4

010:21:16 P

M

Exhibit 1 of 103

Brow

ard County, FL


rade

Pay PlanG

rade

Payroll TitleO

perational TitleM

in M

ax

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ange

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7

Wednesday, Septem

ber 30

, 201

5Page 4

0 of 4

010:21:17 P

M

Exhibit 1 of 103

Proposed Pay Grades

Tuesday, September 2

9, 2

015

Page 17

:05

PM

Exhibit 1 of 103

Min

Max

Pay PlanU

nified

Grade

Proposed Pay Grades - B

roward County, FL

Annual

F/T Annual Days

26

0

F/T Annual Hours

20

80

$1

8,3

33

$29

,26

01

01

$1

9,7

08

$31

,45

51

02

$2

1,1

86

$33

,81

41

03

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2,7

75

$36

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01

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4,4

84

$39

,07

61

05

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6,3

20

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,00

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06

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09

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,09

81

10

$3

7,7

86

$60

,30

61

11

$4

0,6

19

$64

,82

91

12

$4

3,6

66

$69

,69

11

13

$4

6,9

41

$74

,91

81

14

$5

0,4

61

$80

,53

71

15

$5

4,2

46

$86

,57

71

16

$5

8,3

15

$93

,07

01

17

$6

2,6

88

$10

0,0

50

118

$6

7,3

90

$10

7,5

54

119

$7

2,4

44

$11

5,6

21

120

$7

7,8

77

$12

4,2

92

121

$8

3,7

18

$13

3,6

14

122

$8

9,9

97

$14

3,6

35

123

$9

6,7

47

$15

4,4

08

124

$10

4,003

$16

5,9

88

125

$11

1,803

$17

8,4

37

126

$12

0,188

$19

1,8

20

127

$12

9,202

$20

6,2

07

128


9, 2

015

Page 27

:05

PM

Exhibit 1 of 103

Min

Max

Pay PlanU

nified

Grade

Proposed Pay Grades - B

roward County, FL

Annual

F/T Annual Days

26

0

F/T Annual Hours

20

80

$13

8,892

$22

1,6

72

129

$14

9,309

$23

8,2

98

130

$16

0,508

$25

6,1

70

131

$17

2,546

$27

5,3

83

132

$18

5,487

$29

6,0

36

133

$19

9,398

$31

8,2

39

134

$21

4,353

$34

2,1

07

135


9, 2

015

Page 37

:05

PM

Exhibit 1 of 103


SECTION 6.0 Broward County, Florida IMPLEMENTATION COST PROJECTION

Exhibit 1 of 103



Section 6: Implementation Cost Summary

Overall Cost Summary Cost to bring employees to the minimum of their new pay grade: $5,306,427 % of Employees impacted: 28% Cost to move employees to their “target salary” w/$4,000 cap: $5,121,338 % of Employees impacted: 45% Total Cost: $10,427,764 Percentage of Current Payroll: 3.8% % of Employees impacted: 51%

Cost by Agency

Agency Adjustment to MIN

Decompression ADJ

Total Adjustment

Aviation $1,522,706 $405,249 $1,927,954 Cultural Council $7,610 $21,599 $29,208 Office of Management & Budget $48 $9,587 $9,635 Greater Fort Lauderdale Convention & Visitors Bureau $21,638 $36,718 $58,357 Office of Economic & Small Business Development $3,288 $4,712 $8,000 Environmental Protection & Growth Management $282,968 $423,619 $706,587 Finance & Administrative Service $335,460 $441,619 $777,079 Human Services $528,050 $649,696 $1,177,746 Office of Intergovernmental Affairs & Professional Standards

$12,420 $15,608 $28,028

Libraries $318,927 $1,022,989 $1,341,915 Office of Medical Examiner & Trauma Services $79,615 $52,972 $132,586 Office of Regional Communications & Technology $0 $3,928 $3,928 Parks & Recreation $880,040 $634,336 $1,514,376 Port Everglades $30,824 $96,516 $127,340 Office of Public Communications $16,490 $62,865 $79,356 Public Works $896,375 $1,046,843 $1,943,219 Transportation $369,968 $192,482 $562,450 TOTAL $5,306,427 $5,121,338 $10,427,764

Exhibit 1 of 103

classification & compensation study final report...

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