meeting portal - ocean city, md

MAYOR AND CITY COUNCIL

WORK SESSION Tuesday, June 23, 2015 – 1:00 PM

AGENDA

1. CALL TO ORDER

2. NOTICE AND REPORT ON CLOSED SESSION

A. Report on Closed Session - Tuesday, June 23, 2015 - 11:00 a.m. to 1:00 p.m.

3. ACKNOWLEDGEMENTS AND RECOGNITIONS

4. COMMENTS FROM THE PUBLIC

A. Any person who may wish to speak on a matter scheduled for discussion on the Work Session Agenda may be heard during Comments from the Public for a period of three (3) minutes or such time as may be deemed appropriate by the Council President. Anyone wishing to be heard shall state their name, address and the Agenda item on which he or she wishes to speak.

5. NEW BUSINESS

A. Bid Openings 1. 1st Street Water Tank 2. IP Telephony System

B. Request for Approval to Solicit Bids presented by Procurement Manager 1. Jet Fuel 2. Monitors and AEDs 3. Council Chamber Audio and Video System

C. Presentation of the Compensation and Classification Study Recommendations presented by Donald Long, President, Management Advisory Group International

D. Discussion of Part-time and Temporary Pay Table presented by Human Resource Director

E. Request for Resolution to Reimburse Expenditures with Bond Proceeds presented by Finance Administrator

F. Discussion Regarding Implementation of "Sunset" Provision for Non-conforming Signs in Upper Downtown Design Overlay District Identified and Planned for 2016 presented by Zoning Administrator

G. Request to Approve 2015 Picnic Table Agreement for Alaska Stand presented by City Manager (Item added June 23)

6. ADJOURN

TOWN OF

The White Marlin Capital of the World

TO: The Honorable Mayor, Council President and Members of Council

THRU: David L. Recor, ICMA-CM, City Manager

FROM: Diana Chavis, City Clerk

RE: Closed Session Notice and Report

DATE: June 18, 2015

ISSUE(S): Closed Session

SUMMARY: A closed session is scheduled from 11:00 AM – 1:00 PM to

discuss legal and personnel matters.

FISCAL IMPACT: Not Applicable

RECOMMENDATION: Not Applicable

Excellent Service through a High Performing Town Organization

ALTERNATIVES: Not Applicable

RESPONSIBLE STAFF: Not Applicable

COORDINATED WITH: Not Applicable

ATTACHMENT(S): None

Agenda Item #

Council Meeting June 23, 2015

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NOTICE OF CLOSED SESSION OF MAYOR & CITY COUNCIL OF OCEAN CITY

AUTHORITY: State Government Article: Section 10-508(a) Annotated Code of Maryland

PURPOSES:

X

1. To discuss:

(i) the appointment, employment, assignment, promotion, discipline, demotion,

compensation, removal, resignation or performance evaluation of

appointees, employees or officials over whom it has jurisdiction; or

(ii) any other personnel matter that affects one or more specific individuals;

2. To protect the privacy or reputation of individuals with respect to a matter that is

not related to public business

3. To consider the acquisition of real property for the public purpose and matters

directly related thereto;

4. Consider a matter that concerns the proposal for a business or industrial

organization to locate, expand or locate in the state;

5. Consider the investment of public funds;

6. Consider the marketing of public securities;

X 7. Consult with counsel to obtain legal advice;

8. Consult with staff, consultants or other individuals about pending or potential

litigations;

9. Conduct collective bargaining negotiations or consider matters that relate to the

negotiations;

10. Discuss public security if the public body determines that public discussion

would constitute a risk to the public or public security, including;

a) the deployment of fire and police services and staff; and

b) the development and implementation of emergency plans

11. Prepare, administer or grade a scholastic, licensing or qualifying examination;

12. Conduct or discuss an investigative proceeding on actual or possible criminal

conduct;

13. Comply with a specific constitutional, statutory or judicially imposed

requirement that prevents public disclosures about a particular proceeding or

matter; or

14. Before a contract is awarded or bids are opened, discuss a matter directly related

to a negotiation strategy or the contents of a bid or proposal, if public discussion

or disclosure would adversely impact the ability of the public body to participate

in the competitive bidding or proposal process

DATE AND TIME: Tuesday, June 23, 2015 11:00 a.m.

PLACE: City Hall

SUBJECT: Legal and Personnel Matters

VOTE: UNANIMOUS

OTHER: FOR:

AGAINST:

ABSTAIN:

ABSENT:

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REPORT OF CLOSED SESSION

OF THE MAYOR AND CITY COUNCIL OF OCEAN CITY

Prior to this open session of the Mayor and City Council being held on Tuesday,

June 9, 2015, a closed session was held on Tuesday, June 23, 2015 at 11:00 a.m.

The following is a report of the closed session.

1. A statement of the time, place, and purpose of the closed session is attached.

2. A record of the vote of each member as to closing the session is attached.

3. A citation of the authority under the law for closing the session is attached.

4. (a) Topics of Discussion: Legal and Personnel Matters

(b) Persons present:

Mayor Richard Meehan

Council President Lloyd Martin

Council Secretary Mary Knight

City Manager David Recor

Council Members Doug Cymek; Dennis Dare; Wayne Hartman; Matt James;

Tony DeLuca

City Solicitor Guy Ayres

City Clerk Diana Chavis

Action(s) taken:

Motion to close meeting:

End Time:

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TOWN OF





RE: Public Comments

DATE: June 18, 2015

ISSUE(S): Comments from the Public

SUMMARY: Any person who may wish to speak on a matter scheduled for

discussion on the Work Session Agenda may be heard during

Comments from the Public for a period of three (3) minutes or

such time as may be deemed appropriate by the Council

President. Anyone wishing to be heard shall state their name,

address and the Agenda item on which he or she wishes to

speak.





RESPONSIBLE STAFF: Not Applicable


ATTACHMENT(S): None

Agenda Item #


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TOWN OF




FROM: Dean Dashiell, PW Senior Project Manager

RE: 1st Street Water Tank Bid Documents

DATE: June 16, 2015

ISSUE(S): Bid opening

SUMMARY: Receive bids for 1st Street Water Tank and remand to staff for

review and evaluation.

FISCAL IMPACT: This project is to be funded by a Bond Issuance in the late fall of

2015 and was factored into the recent Rate Resolution at an

anticipated cost of $4,500,000.00.


Revitalized Ocean City: Development and Redevelopment


RESPONSIBLE STAFF: Hal Adkins, Public Works Director

Dean Dashiell, PW Senior Project Manager


ATTACHMENT(S): None

Agenda Item #


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1st Street Water Tank Project - Bid Tabulation Sheet

Contractors Bearing Construction

CBI George & Lynch Johnston Construction

PART- A Base Bid

PART- B Contingency

PART-C Logo 1 City Logo OnlyPART-C Logo 2

Beach BallTotal Bid with Logo # 1 w/City Logo OnlyTotal Bid with Logo # 2 w/Beach Ball Scheme

You created this PDF from an application that is not licensed to print to novaPDF printer (http://www.novapdf.com)

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TOWN OF




FROM: Catrice Parsons, Procurement Manager

RE: IP Telephony System RFP Opening

DATE: June 9, 2015

ISSUE(S): Bid Opening for IP Telephony System RFP

SUMMARY: This is a capital improvement plan project that is outlined in the

strategic plan due to end of life for the system and support as of

June 2015.

IT created a phone committee that reviewed various vendor

solutions. This RFP proposes to solicit objectives that were

outlined during the demo process.

FISCAL IMPACT: To be budgeted when associated costs are determined.

RECOMMENDATION: Receive bids and remand to staff for evaluation.



RESPONSIBLE STAFF: Catrice Parsons, Procurement Manager

Terry McGean, City Engineer

COORDINATED WITH: Phone Committee

ATTACHMENT(S): None

Agenda Item #


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Vendor Bid

Alcatel Lucent

Alliance Technology Group

Altura Communication Solutions, LLC

Ark Systems

Arrow System Integration

Atlantech Online, Inc.

Atlantic Technology Services

Black Box Network Services (aka) Vision

Technologies, LLC

Business Information Group

Carousel Industries

Chesapeake Telephone Systems, Inc.

Comcast Business

Comm-works

Data Network Solutions

Dataprise

DISYS Solutions, Inc.

Eplus Technology, Inc.

ePlus Technology, Inc.

Forerunner Technologies, Inc.

Fulton Communications

Immersive Concepts

Impact Business Solutions

IPC Technologies, Inc.

Jive Communications Inc.

LiteCloud Hosting

Mahogany Communications

Mitel Networks Corporation

MS Technologies Corporation

NACR

NEC Corporation of America

Optus, Inc.

OSI Technology

PBX III

Presidio Networked Solutions, Inc.Rally IP

ShoreTel Inc.

Siemens Enterprise Communications, Inc.

Skyline Technology Solutions

Star2Star Communications

TBL Networks

Telephonet Corporation

The Digital Architects Incorporated

True Communications Inc.

Verizon BusinessVertical Communications, Inc.

ZavTex Technology Group

IP Telephony System RFPVendor Listing

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TOWN OF





RE: P06-16 AP Jet Fuel

DATE: June 17, 2015

ISSUE(S): Solicit proposals for the Airport Jet Fuel

SUMMARY: The Procurement Department, in conjunction with the Airport, is

requesting approval from the Mayor & City Council to solicit bids

for jet fuel on a five-year contract.

FISCAL IMPACT: $2,500,000.00 as approved in the FY16 Budget.

RECOMMENDATION: Approve bid solicitation.




Jaime Giandomenico, Airport Manager


ATTACHMENT(S): None

Agenda Item #


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TOWN OF





RE: P01-16 FD Monitors and AEDs

DATE: June 17, 2015

ISSUE(S): Solicit proposals for Fire Department Monitors and AEDs

SUMMARY: The Procurement Department, in conjunction with the Fire

Department, is requesting approval from the Mayor & City

Council to solicit bids for monitors and AED equipment.

FISCAL IMPACT: $460,000.00 as approved in the FY16 Budget.





COORDINATED WITH: Eric Peterson, Fire Department

ATTACHMENT(S): None

Agenda Item #


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TOWN OF





RE: P04-16 Council Chambers Audio & Video System

DATE: June 15, 2015

ISSUE(S): Requesting Council’s approval to solicit bids for Council

Chambers Audio & Video System.

SUMMARY: The Procurement Department, in conjunction with the City

Manager’s Office and City Engineer, is requesting approval from

Council to upgrade the Audio and Video System in the Council

Chambers.

FISCAL IMPACT: $135,000.00 as funded in the FY15 Budget.





Bill Funkhouser, Webmaster

COORDINATED WITH: Terry McGean

ATTACHMENT(S): None

Agenda Item #


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TOWN OF



FROM: David Recor, ICMA-CM, City Manager

RE: Compensation and Classification Study

DATE: June 18, 2015

ISSUE(S): A citywide Pay and Classification Study was designated as a high

priority on the 2014 Strategic Plan’s Policy Agenda.

SUMMARY: In 2014, the Town contracted with Management Advisory Group,

LLC to conduct a comprehensive market survey and Pay Plan

Design Analysis.

The citywide Pay and Classification Study being presented is the

result of:

Conducting employee orientation sessions;

Administering and reviewing job analysis questionnaires;

Conducting Department Head and Employee interviews;

Conducting job analysis of included Town classifications;

Gathering salary and compensation data from competitor

organizations;

Developing a revised compensation and pay plan;

Recommending changes to support an internally equitable

plan; and,

Reviewing departmental requests and making selected

adjustments.

FISCAL IMPACT: $115,165.00 annually; 2% Adjustment reduces to $84,470

Annually or $42,235.00 in FY16.

RECOMMENDATION: Adopt the new Compensation Plan structure, ranges, policies and

adjustments.


ALTERNATIVES: Do not adopt the Plan.

RESPONSIBLE STAFF: David Recor, ICMA-CM, City Manager

Wayne Evans, Human Resources Director

COORDINATED WITH: Don Long, President of the Management Advisory Group,Inc.

ATTACHMENT(S): None

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6/18/2015

1

Management Advisory Group, Inc.

Presentation

Town of Ocean City, MD

Compensation and Classification Study

June 23, 2015

© Management Advisory Group, Inc. 2015

Workshop Discussion for the Compensation and Classification Study

Scope of Work

Overview of Methodology

Salary Survey Results

Major Findings and Recommendations

Implementation and Transition to the New Plan

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Scope of Work

Conducted employee orientation sessions;

Administered and reviewed Job Analysis Questionnaires;

Conducted department head/employee interviews;

Conducted job analysis of included Town classifications;

Gathered salary and compensation data from competitor organizations;

Developed a revised classification structure and plan;

Provided a revised compensation and pay plan; and,

Recommended changes to support an internally equitable plan.

Reviewed departmental requests and made selected adjustments.

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Overview of Methodology

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Peer and Competitors included in the Market Survey for General Titles

Anne Arundel County, MD City of Annapolis, MD City of Baltimore, MD City of Bowie, MD City of Dover, MD City of Gaithersburg, MD City of Rockville, MD City of Salisbury, MD City of Virginia Beach, VA City of Wilmington, DE Frederick, County, MD Kent County, DE Maryland State Police Peninsula Regional Medical Center Rehoboth Beach, MD Salisbury University State of Maryland Sussex County, DE Town of Berlin, MD Town of Bethany Beach, DE Town of Easton, MD University of Maryland Eastern Shore Wicomico County, MD Worcester County, MD

5


MAG Conducted a Custom Market Survey for General Titles

At the market minimum, the Town led the market by +1.19%At the market midpoint the Town led the market by +5.54%At the market maximum the Town led the market by +5.70%

43 positions were included in the survey.

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Peer and Competitors included in the Market Survey for Executive Titles

Anne Arundel County, MD City of Annapolis, MD City of Baltimore, MD City of Bowie, MD City of Dover, DE City of Gaithersburg, MD City of Myrtle Beach, SC City of Raleigh, NC City of Richmond, VA City of Rockville, MD City of Salisbury, MD City of Wilmington, DE City of Wilmington, NC Kent County, DE Salisbury University State of Maryland Town of Berlin, MD Wicomico County, MD Worcester County, MD

7


MAG Conducted a Custom Market Survey for Executive Titles

At the market minimum, the Town lagged the market by – 5.89%At the market midpoint the Town lagged the market by – 3.08%At the market maximum the Town lagged the market by ‐1.29 %

Nine (9) positions were included in the survey.

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Recommendations

Market average range width was 55% (General) to 60% (Executive).

Ocean City average range width is 70% to 83%.

MAG recommends setting the salary ranges for the Unified Pay Plan to 60%.

There is 5% between proposed grades, current percentages vary.

Realign jobs internally to be competitive with market values and to reflectinternal organizational values.

Results: Establishes a competitive position overall and for all positions. Makes the entry levels competitive. Brings the ranges in line with the market.

9


Implementation Summary

Open ranges in a unified structure is increasingly “best practice”.

Formula for placement of current employees:

All employees are brought to the minimum of their proposed pay range.

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Equity Adjustment Report – Unified Pay Plan

The implementation target date will be January 1, 2016.

Of the 398 employees in the Unified Plan, 54 employees are below the proposed market minimums. This annual cost is approximately $115,165.

A 2% adjustment as budgeted January 1, 2016 decreases the incremental cost to minimum to approximately $84,470 annually.

Some employees (23) are not recommended for any adjustment because their current salary exceeds the maximum of the proposed range.

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Recommendations

MAG has provided a “best practices” set of personnel policies for theTown which include: Reclassification Promotion Lateral Transfer Demotion Temporary Assignment Hiring.

The suggested policies reflect “best practices”.

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Transition Plan

Next steps include the following:

Adopt the new compensation plan structure and ranges.

Review, adjust and adopt personnel polices to guide key aspects of compensation.

Implement new structure and adjustments effective January 1, 2016.

Install and license new software for use by HR as part of study.

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Compensation and Classification Study

June 17, 2015

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MANAGEMENT

ADVISORY

GROUP INTL., INC.

MANAGEMENT CONSULTING SERVICES

June 17, 2015

Wayne Evans, Human Resources Director

301 N. Baltimore Avenue

Ocean City, MD 21842

Dear Mr. Evans:

Management Advisory Group International, Inc. (MAG) is pleased to present this Compensation &

Classification Study Report to the Town of Ocean City, Maryland.

This report has been developed based on:

� Job analysis of included Town classifications (internal equity); and

� Market salary survey results (external equity)

� The Draft Report is organized into the following Sections:

o Section 1: Introduction and Methodology

o Section 2: Selected Personnel Policies

o Section 3: Salary Survey

o Section 4: Proposed Pay Plan

o Section 5: Class Comparison List (compares current to recommended)

o Section 6: Alpha Class List (lists recommended positions alphabetically)

o Section 7: Implementation Costs by Department.

MAG would like to express our thanks to all employees and staff who have participated in this

important project. We look forward to your questions and input concerning the proposed plan.

Please feel free to contact us at (703) 590-7250 as needed.

Sincerely,

Donald C. Long, Ph.D.

President

Management Advisory Group International, Inc.

13580 Groupe Drive, Suite 200

Woodbridge, VA 22192

Phone: (703) 590-7250

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Management Advisory Group International, Inc. 2015

TOWN OF OCEAN CITY, MARYLAND

CLASSIFICATION & COMPENSATION STUDY

TABLE OF CONTENTS

Transmittal Letter

Table of Contents

Section 1.0 – Introduction & Methodology Section 1

Section 2.0 – Selected Personnel Policies Section 2

Section 3.0 – Salary Survey Data Section 3

Section 4.0 – Proposed Pay Plan Section 4

Section 5.0 – Classification Comparison List Section 5

Section 6.0 – Alpha Class List Section 6

Section 7.0 – Implementation Cost by Department Section 7

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Management Advisory Group, Inc. 2015

SECTION 1.0

Introduction and Methodology

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Management Advisory Group International, Inc. 2015 1-1

Section 1: Introduction & Methodology

Introduction

The Town of Ocean City, Maryland contracted with Management Advisory Group International, Inc.

(MAG) to conduct a compensation and classification study for all current Town classifications. This report

presents the findings and recommendations of the classification and compensation study. MAG’s findings

and recommendations are based on:

� salary survey results;

� current organizational structure;

� a quantitative point-factor job analysis; and,

� internal and external equity considerations.

The goal of the Town for this project was to provide the foundation for an appropriate classification and

compensation system and pay plan based on current compensation levels for similar public sector

employers, municipalities, and local market competitors. In response, MAG has developed proposed pay

plan and salary adjustment recommendations for current incumbents in included Town classifications.

Project Focus

The objectives of the study were to:

� Conduct job analysis of included Town classifications;

� Gather salary and compensation data from similar/competitor organizations;

� Develop a revised classification plan; and,

� Develop a revised compensation and pay plan.

A list of project tasks and activities is indicated by Exhibit 1-1.

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1.0 Town of Ocean City, Maryland


EXHIBIT 1-1


PROJECT TASKS

Project Initiation – Developed project proposal, work plan and timeline. Discussed with Town administration

and revised project work plan.

Initial Meetings – Met with Town administration and management to clearly define the scope, goal(s), and

objective(s) for the proposed study.

Conducted Department Head Sessions and Distributed JAQs – Conducted sessions to gather input regarding

the proposed project. Provided Job Analysis Questionnaires (JAQs) – MAG’s online job information survey

– to current Town employees in included classifications to gather job specific information on specific

duties, responsibilities, and essential job attributes.

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

information from target organizations for selected Town benchmark classifications.

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

organizations.

Conducted Job Analysis – Performed quantitative point-factor analysis of compensable factors based on

completed JAQs.

Developed Revised Pay Plan – Developed a preliminary proposed pay plan based on the results of the market

salary survey, point-factor job analysis, and internal/external equity considerations.

Developed & Submitted Draft Report – Developed and submitted a Draft Report for Town review integrating

the job analysis, proposed pay and classification plan, salary survey, and related recommendations.

Revise Draft Report – Incorporate Town technical review of Draft Report materials, and included final

employee database revisions.

Develop & Submit Final Report – Submit a Final Report upon final review.

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

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EXHIBIT 1-2


PROJECT FLOWCHART

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Methodology Overview

To begin the study, MAG requested and reviewed preliminary information and arranged for on-site

work with the Town. At this time, MAG conducted initial meetings with Town administration and tailored

several instruments to be used in conducting the compensation and classification analysis, including:

� a Job Analysis Questionnaire© (JAQ); and

� a Market Salary Survey to be conducted with comparable classifications with a selected

group of agencies and employers.

The study methodology included:

� collection of current Town budget, personnel, and organizational background information;

� development, distribution, collection, and analysis of Job Analysis Questionnaires©;

� identification and selection of comparable agencies for the market salary survey;

� identification of classification benchmarks;

� analysis with recommendations concerning the relative ranking of Town positions to

develop a classification plan that will ensure internal equity; and

� a salary/wage survey and analysis

Initial Meetings and Orientation

Upon agreement to proceed, the project team met with Town management to discuss the study’s

objectives, along with the strengths and weaknesses of the current organizational structure and

compensation management systems. Town management provided input regarding the Town’s

compensation philosophies, preferences, and needs of the systems to be developed. MAG’s

representatives requested documentation about current compensation and classification programs, met

with Town management to discuss these systems, and developed an understanding of concerns to be

addressed.

The project team also conducted meetings for Department Heads to provide an overview of the

scope, content, and methodology of the study, encourage employee cooperation and commitment, and

establish appropriate time frames for completing and returning necessary forms.

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Job Analysis Questionnaire©

MAG evaluated the included Town classifications in order to assign positions to an appropriate new

pay range. The job evaluation included various factors, such as:

� Involvement with Data, People, and Assets

� Experience/Vocational Requirements

� Educational/Vocational Requirements

� Mathematical Requirements

� Communications Requirements

� Judgment Requirements

� Impact of Decisions

� Complexity of Work

� Safety of Others Responsibilities

� Americans with Disabilities Act Requirements

� Physical Requirements

� Equipment Usage

� Unavoidable Hazards

� Sensory Requirements

Information about each employee’s job was collected through a Job Analysis Questionnaire© (JAQ).

The questionnaire was available online, through MAG’s website, and was made available to all incumbents

in included Town classifications.

The JAQ asked employees to rank their job in each of the above areas and provide written comments

about their tasks in each area. Based on this information, each job class was evaluated by MAG’s unique

Job Evaluation System. The evaluation from this system resulted in the relative ranking of positions within

the compensation system.

Market Salary Survey

The Town employs a wide range of jobs that contain a mix of work responsibilities found in both the

public and private sectors. The Market Salary Survey reflected the variety of duties and responsibilities in

which Town employees engage. The Market Salary Survey is one of the key components of a classification

and compensation study, as well as one of the more difficult and sensitive activities in the study process.

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In a collaborative effort with Town management, MAG developed a list of target organizations to be

surveyed. Upon Town approval of the target list, the survey instrument, and the benchmark

classifications, MAG conducted the survey and performed the technical analysis and evaluation.

Organizations typically included as targets in a salary survey are those that are:

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

� geographically situated in such a fashion to be considered a competitor;

� structured similarly to the Town, or providing similar types of services;

� attractive to highly valued Town employees for one reason or another; and,

� within a reasonable commuting distance.

Targeted agencies in this study included:

• City Of Annapolis, MD

• City Of Baltimore, MD

• City Of Bowie, MD

• Town Of Easton, MD

• City Of Gaithersburg, MD

• City Of Rockville, MD

• City Of Salisbury, MD

• Anne Arundel County, MD

• Wicomico County, MD

• Salisbury University

• State Of Maryland

• City Of Dover, DE

• City Of Wilmington, DE

• Worcester County, MD

• Kent County, DE

• Maryland State Police

• Sussex County, DE

• Frederick County, MD

• Town Of Bethany Beach, DE

• Rehoboth Beach, MD

• City Of Virginia Beach, VA

• Town Of Berlin, MD

• University Of Maryland Eastern Shore

• Peninsula Regional Medical Center

• Atlantic General Hospital

• City Of Myrtle Beach, SC

• City Of Raleigh, NC

• City Of Richmond, VA

• City Of Wilmington, NC

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The proposed salary ranges for the pay plan are the result of both job analysis and a market salary

survey of target organizations.

Benchmark Classes

The job classes included as benchmarks in the survey were clearly and concisely described. All classes

had a clear and identifiable relationship to other Town classes and were representative of the various

functional areas within the various work areas/units.

• Chief Of Police • Firefighter/Emt IV

• City Manager • Police Corporal

• Fire Chief • Firefighter/Ems Lieutenant

• Recreation/Parks Director • Accountant

• Information Technology Director • Human Resources Analyst

• Human Resources Director • Police Sergeant

• Convention Center Director • City Clerk

• Finance Administrator • Fleet Service Manager

• Public Works Director • Fire/Ems Captain

• Emergency Services Director • GIS Coordinator

• City Engineer • Golf Superintendent

• Building Custodian • Solid Waste Manager

• Maintenance Worker (PW/Maint) • Building Official Chief

• Office Associate III • Risk/Claims Manager

• Police Records Technician • Fire/Ems Deputy Chief

• Heavy Equipment Operator • Police Lieutenant

• Solid Waste Worker II • Police Captain

• Communications Operator I • Bus Driver

• Deputy City Clerk • Surf Rescue Technician (Lifeguard)

(Temporary)

• Carpenter • Police Custody Officer

• Wastewater Plant Operator IV • Revenue Specialist

• Code Enforcement Officer/Building

Inspector

• Administrative Office Associate II

• Vehicle/Equipment Technician II • Network Specialist

• Police Officer • Public Works Chief Deputy Director

• Engineering Technician • Mayor

• Recreation Supervisor • Council President

• Water Plant Operator IV • Council Member

• Firefighter/EMT I • Converged Network Manager

• Beach Patrol 2nd Lieutenant/SRT • Web Graphic Designer

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In the survey instrument, each job was carefully described in a class profile. In addition to the

statement of job duties and responsibilities, specific information pertaining to the education

requirements and work experience needed for the class was included. The respondent’s matching class

title, annual minimum and maximum salary, duty days, and annual hours was also included in the survey.

Because the class profiles were created from the information obtained from completed JAQs, validity was

built into the process through the class profile methodology.

The data from the survey were used to assist with the classification of the various jobs within the pay

structure. It is important to note, however, that the market study simply serves as an indicator of

market trends and, consequently, the internal job analysis is the most critical element in determining

pay grade assignment.

Proposed Pay Plan

MAG has developed a revised pay plan for all positions included in the study. Specific details of the

plan are provided in report tables following this narrative. The proposed pay plan puts all employees into

a Unified range plan.

No employee should receive salary adjustments once their salary has reached the maximum of the

range. The recommendation is to freeze the salary until there is sufficient market adjustment to provide

an increase.

Pay Plan Structures

MAG has established a unified structure for the positions included within the scope of the study. It

is an open range plan. The implementation of a step plan structure is more costly, typically.

The open range approach, as is recommended for employees within the scope of this project, is

common among general employee populations. It is less structured and allows for the recognition of

variable employee performance. It is also much less costly to implement an open range pay structure. This

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approach has the benefit of flexibility and does not obligate the employer to increases based only on

tenure.

There is an increasing trend in local government to move from pay increases for general employees

based on longevity to a merit based plan. The concept that employees should receive more salary simply

because of another year of service is losing favor and is being replaced with performance based plans that

provide variable compensation adjustments ranging from zero to several percentage points, with the

foundation being a job-based/performance related system of review. While not a part of this scope of

work, MAG has developed a web based merit evaluation system that utilizes a unique performance

approach for each job class and is able to be customized down to the level of each individual employee.

Plan Implementation

MAG recommends that the new compensation structures go into effect on January 1, 2016 along

with the recommended salary adjustments to bring employees to the minimum of their recommended

range.

These recommended changes provide a solid foundation for employee compensation that should

serve the Town and the employees well as they move into the future.

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SECTION 2.0

Selected Personnel Policies

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2.0 – Selected Personnel Policies

As part of the overall study, Management Advisory Group was requested to offer observations and

recommendations regarding personnel policies that reflect “Best Practices” in the field of human

resources. An objective statement of personnel policies also includes the expressed outcome to

attract, reward, and retain qualified employees who can help the Town of Ocean City, Maryland

achieve its mission. MAG recommendation(s) will assist the Town of Ocean City as it strives to

provide a total compensation program that enables the Town to:

• attract and retain a high-quality and diverse workforce;

• reward and retain qualified employees;

• provide a fair and consistent framework for assigning jobs;

• maintain salary structures at market competitive levels;

• 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.

As an employer, Town of Ocean City embraces a fair and equitable compensation plan to support

achievement of the following goals.

1. The Town strives to provide a total compensation program that is fiscally sound and

equitable in the defined marketplace.

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

positions.

3. Competitive ranges are established for all positions to provide the flexibility needed to adapt

to market changes, maintain internal equity, and address needs of the Town that will ensure

a high level of service to the residents of the Town.

4. Starting pay for new employees is based upon education and work experience related to

positional requirements as well as market conditions.

5. Pay adjustments, other than allowances and supplements, are provided to employees when

appropriate to address equity, market responsiveness, and consistency in the administration

of the Town’s compensation program.

6. Employees are eligible for pay increases resulting from true promotions and reclassifications.

7. Part-time/temporary employees may not be eligible for the same benefits as full-time

employees.

8. Fair Labor Standards requirements will be applied fairly and consistently to applicable

positions.

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9. Benefit plans and other non-cash compensation plans are reviewed periodically for

competitiveness, cost effectiveness, and their value to employees and the Town.

10. Pay ranges for the Town of Ocean City job groups are reviewed as needed, but not less than

every three years.

Personnel Policies:

The following recommendations cover recommendations for both the implementation of the plan,

as well as, the on-going administration of the plan.

Numerous opportunities exist for varied work experiences and career advancement within the

Town. 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 are subject to approval by the City Manager or his designee. In all

instances of employee/job reassignment, the employee would be placed in the range, not to exceed

the maximum of the range unless specifically stated. Unless otherwise stated, any change in pay

would be effective with the next full pay period.

A. Reclassification

1. When a job has been reclassified to a higher pay grade, the employee(s) salary shall increase

at least 5% in the new pay grade that includes the new salary, but is not more than the

maximum salary of the new pay grade.

If the reclassification results in an upgrade of one pay grade, the pay raise will be moved

upward at least 5% in the new pay range. An upgrade of two or more pay grades will be

eligible for an additional 2.5% increase for each additional pay grade, up to a maximum of

10%. Any increase of more than 10% would require documentation by Town of Ocean City

Human Resources as needed and approval by the City Manager.

For general reclassifications done as a result of an internal or external compensation study,

or as a result of a normal budget process review, if the employee has been in the position

since on, or before, first day of the fiscal year, the effective date of this change will be the

first day of the fiscal year regardless of the Board approval date.

Otherwise, for an individual reclassification, done outside the normal budget cycle, the

effective date of the pay increase will be consistent with the next full pay period.

Reclassification or changes in pay grade, whether resulting from an internal or external

compensation study or individual change in pay grade, shall not be retroactive.

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Internal Equity Adjustments as a result of the implementation of a system-wide study shall

not be subject to the same guidelines as the “Reclassification” guideline. Internal Equity

Adjustments can be the result of the application of a formula, applied to all positions in the

same pay plan, and are done to insure that employees’ salaries are internally equitable and

are not done to reflect an individual “job audit” of a single member incumbent. Internal

Equity Adjustments are also not tied to performance measures. The City Manager may

determine an Internal Equity Adjustment strategy that is separate and apart from the

guidelines that cover reclassification. Internal Equity Adjustments, resulting from an internal

or external comprehensive review, can be to a higher, or lower, pay grade and are not

considered a reclassification, promotion or demotion.

2. When a job has been reclassified to a lower pay grade, the affected employee(s) shall have

their pay grade adjusted accordingly. If the employee’s salary is within the salary range of

the new pay grade, it will be adjusted to the closest range position that includes the

employee’s salary prior to reclassification. The effective date will be the day following the

Council adoption date and the change will be reflected in the next full pay period.

If, after the pay grade adjustment, the employee(s) salary is greater than the maximum salary

of the new pay range, the employee will continue to be paid at the higher rate of pay for the

remainder of the current fiscal year and through the last day of the next full fiscal year. On

the first day of the subsequent fiscal year the salary will be adjusted to the closest range

position in the new pay grade that includes the employee’s salary, but is not more than the

maximum salary of the assigned pay grade.

B. Promotion

1. When an employee is promoted, as a result of a job change or job progression, to a higher

pay grade position, within the same, or to a different, salary schedule, the salary placement

within the new pay grade shall be determined as follows: apply 5% on the salary of the

previous grade/schedule and salary for promotions of one pay grade, and an additional 2.5%

for each additional pay grade up to a maximum of 10%. Placement shall be the closest range

position that includes the new salary in the new pay grade/schedule. The resulting pay will

be no less than the minimum of the new pay grade and no less than a 5% salary increase,

but not more than the maximum salary of the assigned pay grade. The effective date will be

the day of approval and will be included in the next full pay period.

2. There may be times when the uniqueness of an individual job and level or necessary skills

required by the Town, and not just possessed by the incumbent, may require a higher salary

schedule placement than stipulated in this section. Under such circumstances, the City

Manager may recommend a higher salary placement within the assigned pay grade.

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C. Lateral Transfer

A lateral transfer occurs when an employee is transferred from one job class to another in

the same, or substantially equivalent, pay grade. When there is no change in pay grade

there shall be no adjustment in base salary. A lateral transfer is not considered a

reclassification or a promotion. Lateral transfers from one pay plan to another will result in

the employee being placed in the new pay range.

D. Demotion

A demotion occurs when an employee is transferred from one job class to another and the

new job class is in a pay grade (or substantially equivalent pay range) that is less than the

origination pay grade (or substantially equivalent pay range). In most cases, when a

demotion occurs, the incumbent can expect that their pay will be reduced commensurate to

the reduction in pay grade (or pay range). Typically, unless the demotion is for the good of

the Town, there will be a 5% reduction in salary for the first pay grade (or substantially

equivalent pay range), and a 2.5% reduction for each additional pay grade (or substantially

equivalent pay range) up to a maximum of 10%, but no more than the minimum of the new

pay grade to which the new job class is assigned. Changes in pay as a result of a demotion

will be effective the date of approval and reflected in the next full pay period.

Demotions can occur for several reasons:

a. Demotion requested by Incumbents: In some cases, an incumbent will request a demotion

to a different job class in a lower pay grade (or pay range). The reduction in salary would be

handled as outlined above and would take effect within the next pay period.

b. Demotion for disciplinary reasons: The reduction in salary would be handled as outlined

above and would take effect within the next pay period.

c. Demotion for the good of the Town: If the demotion is at the request of the Town for the

good of the organization, there would be no reduction in salary. This is done when the

assignment to the new, lower level position is needed to fill a critical need and usually is done

on a short-term and/or emergency basis. This type of action, if there is no long-term need,

is better handled/managed through a temporary assignment. However, it is possible that a

demotion for the good of the Town could occur on a long-term basis. This type of demotion

would have to be approved by the City Manager. No decrease in salary would occur even if

the current salary exceeds the maximum of the newly assigned range.

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E. Temporary Assignment(s)

1. “Acting” or temporary assignment(s) occurs when the Town recognizes a critical job

assignment need that must be met and cannot be met through the normal recruitment

process. This can occur when an unexpected vacancy occurs; when a mission critical job

cannot be filled in a timely fashion; or when a mission objective changes abruptly and

requires an immediate action.

2. Temporary or “acting” assignment(s) would be anticipated to last more than 30 days, but

less than 6 months. A temporary or “acting” assignment is to fill a vacancy and not to assume

the duties of another employee who is on approved leave, i.e. vacation, holiday, medical, or

other short term absence(s).

3. If the position assigned is lower in pay grade (or substantially equivalent pay range) this

would not result in a lower salary for the assigned employee even if the salary exceeded the

maximum of the new pay range.

4. If the position assigned is higher in pay grade (or substantially equivalent pay range) and

extends beyond 30 days, but less than 6 months, there should be a 5% “temporary

assignment” pay adjustment for the first pay grade and 2.5% for each additional pay grade,

not to exceed the maximum of the assigned range. Employee’s receiving temporary

assignment pay shall sign an agreement acknowledging the understanding that they are

receiving “Temporary Assignment Pay” and also acknowledging understanding that when

the temporary assignment ends, the “assignment pay” will also end.

F. Hiring

1. The hire rate for a new employee with no equivalent and/or relevant level experience is the

minimum of the salary range to which the job classification is assigned.

2. New hiring rates (or re-hires) for employees may consider directly relevant experience

and/or experience that can be verified by the Human Resources Department. Starting

salaries will be considered based on the length of the experience on a one year of credit for

three years of experience, up to a maximum of five years of credit. Employees who have left

the Town and have been officially terminated will be re-hired using this formula and will not

be rehired at the previous salary. Re-hires will be considered using the same formula as new

hires.

3. Internal Equity is an equally important consideration in filling a vacant position. Before a

salary offer is made, Human Resources will also consider the current salaries and length of

service in the same/similar job class or classes of current incumbents. It is the policy of the

Town to make every effort to avoid inverted salary relationships by bringing in newly hired

employees at a salary or rate that exceeds the current salaries of comparably placed existing

employees in the same/similar job class.

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4. The Human Resources department may additionally consider current salary if the open

position is determined to be a “hard to fill” position. “Hard to fill” positions will be

determined by the Human Resources Department and will be based on the length of time

the position has remained unfilled, the difficulty to recruit, and the market conditions of the

position, at the time of a vacancy.

5. Hiring Range is typically considered that span in salary between the minimum of the range

and the midpoint for most positions. For Directorships or Assistant Director level positions,

the qualifications of the applicant and/or the needs of the Town should include the discretion

to hire anywhere within the range. However, consideration should still be given to existing

salaries of other employees who are in directly comparable positions.

G. Maximum of the Range

Ranges are established to reflect the market value of a job and not an incumbent. Once an

employee reaches the maximum of his/her assigned range, the salary is frozen and the

employee is not eligible for any additional compensation unless there is a range movement

that would result in a higher maximum.

I. Salary Adjustment for Department Directors

There should be some flexibility for making salary adjustments for Departmental Directors

beyond an annual increase, when it is based on exceptional performance. The salaries of

other substantially equivalent employees should also be given consideration so as to not

create undue inequity in the salary relationships.

Future Salary 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, in turn, adjusts each

salary range. Compensation systems that are well maintained address two primary issues

on an annual basis:

• the cost to maintain competitiveness within the system; and,

• the cost to adjust individual salaries.

From time to time, the Town 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 Town should conduct a

salary/market review periodically to assess market conditions, and ensure a competitive

posture in personnel 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.

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To guide salary adjustment(s) for Departmental Directors and their direct reports,

consideration should be given to adopting a performance-based plan which would have

direct job-related criteria and would provide the ability to reward exceptional performance

above that which might be provided under a seniority system. A job related performance

management system allows for the work to be reviewed, goals to be set, and flexibility in

providing a meaningful monetary response to exceptional performance.

Maintaining the Integrity of a Plan

Cost of Living Increases within a Budget Year

Any cost of living adjustment should be applied to the entire range.

If the cost of living adjustment is applied to the base salary, then the employee would get

the cost of living increase.

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 Town of Ocean City competes, be addressed at the system level.

Accordingly, salary administration procedures should take their priority based on funding

levels and the Town’s philosophies on pay.

Allocation of Employees Within the New Proposed 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 until the range

is adjusted to allow movement.

Future Administration of the Plan

In order to retain the currency of the plan, the Town has a 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

Town 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/change class descriptions.

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Plan Implementation

MAG recognizes that implementation of the new or revised compensation and classification

programs must take into account the financial disposition, current salary levels, and other

variables unique to the Town. Only after all of these factors are considered can a feasible

implementation program be designed.

It is especially important that during the current economic times that the Town retain its’

highly qualified work force by providing a fair, and competitive, compensation program.

Additionally, it is equally important, that the Town of Ocean City not overpay for positions.

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SECTION 3.0 Salary Survey Data

5.C.b

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Salary Survey Results for Ocean City, MD MM GENERAL TITLES 2014

Min Mid Max Duty

Days

Ann

Hours

Actual

Job Class Title Averages For Each Job Class

Normal

HoursMin Mid Max

TOWN OF OCEAN CITY, MD

Range

Width

Normalizing Annual Hours: 2080

Range

Width

SURF RESCUE TECHNICIAN (LIFEGUARD) (TEMP 25,189 75 525 2080 $29,286 14%

BUILDING CUSTODIAN 23,220 28,645 34,070 260 2,080 26,000 208046.73% $21,229 $28,813 $36,396 71.4%-9% 1% 6%

BEACH PATROL 2ND LIEUTENANT/SRT 30,874 75 549 2080 $43,771 $60,763 $77,754 77.6%49%

MAINTENANCE WORKER (PW/MAINT) 27,494 34,539 41,585 260 2,080 34,195 208051.25% $24,933 $34,009 $43,085 72.8%-10% -2% 3%

POLICE RECORDS TECHNICIAN 29,166 37,323 45,480 260 2,037 37,336 208055.94% $27,020 $36,948 $46,876 73.5%-8% -1% 3%

BUS DRIVER 29,668 38,595 47,522 260 2,037 208060.18% $29,286 -1%

CARPENTER 31,421 38,781 46,141 260 2,080 208046.85% $31,733 $43,611 $55,489 74.9%1% 11% 17%

OFFICE ASSOCIATE III 31,378 39,814 48,250 260 2,080 208053.77% $27,020 $36,948 $46,876 73.5%-16% -8% -3%

SOLID WASTE WORKER II 32,552 40,662 48,773 260 2,080 208049.83% $29,282 $40,142 $51,002 74.2%-11% -1% 4%

REVENUE SPECIALIST 31,932 41,387 50,843 260 2,080 208059.22% $31,734 $43,611 $55,489 74.9%-1% 5% 8%

ADMINISTRATIVE OFFICE ASSOCIATE II 33,098 42,382 51,667 260 2,072 35,755 208056.10% $34,390 $47,381 $60,372 75.5%4% 11% 14%

HEAVY EQUIPMENT OPERATOR 33,792 42,396 51,099 260 2,080 41,600 208051.21% $29,282 $40,142 $51,002 74.2%-15% -6% 0%

COMMUNICATIONS OPERATOR I 35,833 44,669 53,505 260 2,080 34,237 208049.32% $29,282 $40,142 $51,002 74.2%-22% -11% -5%

ENGINEERING TECHNICIAN 37,073 45,796 54,519 260 2,080 208047.06% $43,771 $59,091 $74,411 70.0%15% 22% 27%

POLICE CUSTODY OFFICER 34,826 46,369 57,913 260 2,080 208066.29% $31,734 $42,841 $53,947 70.0%-10% -8% -7%

VEHICLE/EQUIPMENT TECHNICIAN II 36,158 47,355 58,552 260 2,080 208061.93% $37,269 $51,477 $65,685 76.2%3% 8% 11%

WATER PLANT OPERATOR IV 38,953 48,560 58,167 260 2,080 36,421 208049.33% $40,390 $55,927 $71,465 76.9%4% 13% 19%

WASTEWATER PLANT OPERATOR IV 38,941 48,731 58,521 260 2,080 31,346 208050.28% $34,390 $47,381 $60,372 75.5%-13% -3% 3%

CODE ENFORCEMENT OFFICER/BUILDING INSPE 39,765 49,609 61,497 260 2,080 37,336 208054.65% $37,269 $51,477 $65,685 76.2%-7% 4% 6%

WEB GRAPHIC DESIGNER 39,188 51,417 63,646 260 2,080 208062.41% $43,772 $60,763 $77,754 77.6%10% 15% 18%

FIREFIGHTER/EMT I 39,382 52,117 64,851 260 2,080 208064.67% $38,865 $50,981 $63,096 62.3%-1% -2% -3%

HUMAN RESOURCES ANALYST 42,793 53,567 64,341 260 2,080 208050.36% $47,436 $66,016 $84,597 78.3%10% 19% 24%

ACCOUNTANT 44,728 56,151 69,182 260 2,072 43,285 208054.67% $47,436 $66,016 $84,597 78.3%6% 15% 18%

DEPUTY CITY CLERK 39,861 57,234 62,854 260 2,080 208057.68% $31,734 $43,611 $55,489 74.9%-26% -31% -13%

POLICE OFFICER 44,767 57,706 70,646 260 2,080 43,056 208057.81% $40,304 $53,683 $67,061 66.4%-11% -7% -5%

FIREFIGHTER/EMT IV 46,639 59,759 72,879 260 2,080 208056.26% $61,350 $68,640 $75,930 23.8%24% 13% 4%

NETWORK SPECIALIST 49,776 62,132 74,488 260 2,066 208049.65% $43,771 $60,763 $77,754 77.6%-14% -2% 4%

RECREATION SUPERVISOR 51,893 66,207 80,520 260 2,080 208055.17% $40,390 $55,927 $71,465 76.9%-28% -18% -13%

FIREFIGHTER/EMS LIEUTENANT 54,525 68,954 83,382 260 2,080 208052.92% $65,768 $73,582 $81,396 23.8%17% 6% -2%

GIS COORDINATOR 54,752 69,248 83,744 260 2,080 208052.95% $55,711 $77,925 $100,140 79.8%2% 11% 16%

POLICE CORPORAL 54,942 69,765 84,589 260 2,080 50,440 208053.96% $56,614 $67,056 $77,497 36.9%3% -4% -9%

FIRE/EMS CAPTAIN 59,317 74,870 90,423 260 2,080 208052.44% $73,091 $82,566 $92,041 25.9%19% 9% 2%

POLICE SERGEANT 60,142 75,708 91,273 260 2,080 208051.76% $67,099 $75,204 $83,309 24.2%10% -1% -10%

SOLID WASTE MANAGER 58,835 78,082 97,329 260 2,080 208065.43% $60,375 $84,664 $108,953 80.5%3% 8% 11%

CONVERGED NETWORK MANAGER 62,378 79,142 95,906 260 2,080 208053.75% $60,374 $84,664 $108,953 80.5%-3% 7% 12%

CITY CLERK 62,476 79,461 99,420 260 2,080 208059.13% $51,407 $71,724 $92,041 79.0%-22% -11% -8%

RISK/CLAIMS MANAGER 65,151 84,119 103,087 260 2,054 208058.23% $65,430 $91,985 $118,541 81.2%0% 9% 13%

FLEET SERVICE MANAGER 65,648 84,325 103,001 260 2,080 63,689 208056.90% $51,407 $71,724 $92,041 79.0%-28% -18% -12%

POLICE LIEUTENANT 70,157 88,063 105,969 260 2,080 64,605 208051.04% $98,677 $103,812 $108,948 10.4%29% 15% 3%

Wednesday, June 17, 2015 Page 1 of 28:39:31 PM

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Attachment: Compensation and Classification Study (1255 : Compensation and Classification Study)

Min Mid Max Duty

Days

Ann

Hours

Actual


Normal

HoursMin Mid Max


Range

Width

Normalizing Annual Hours: 2080

Range

Width

BUILDING OFFICIAL CHIEF 71,288 88,830 106,372 260 2,080 208049.21%

FIRE/EMS DEPUTY CHIEF 69,083 93,541 117,998 260 2,080 208070.81% $69,730 $94,136 $118,541 70.0%1% 1% 0%

POLICE CAPTAIN 79,142 95,885 112,627 260 2,080 208042.31% $115,484 $120,244 $125,004 8.2%31% 20% 10%

PUBLIC WORKS CHIEF DEPUTY DIRECTOR 78,304 96,713 122,632 260 2,068 59,155 208056.61% $70,907 $99,940 $128,972 81.9%-10% 3% 5%

47,084 58,481 72,909 251 2,005 42,564Survey Averages 54.78% 47,650 61,911 77,317

1.19% 5.54% 5.70%

62.26%

% Difference

54.85%


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ACCOUNTANT

Compiles and sorts documents, such as invoices and checks, substantiating expenses and payments. Utilizes, maintains and controls software applications to

perform accounting functions and databases. Audits revenue summary sheets, invoices and check requests for exactness, and conformance to policies and

procedures. Analyzes financial information detailing assets, revenues and liabilities; verifies balance sheet, revenue and expenditure accounts, and prepares

reports to verify departmental financial positions; reconciles vendor statements. Studies and standardizes procedures among departments to improve

efficiency. Reconciles bank statements; accounting for investments, preparing investment reports to boards and management. Compiles individual reports for

remittance and refund of tax liabilities and grant compliance documents to Federal and State agencies; submitted by written report or the internet on a monthly

or quarterly basis.

Bachelor's degree (B. A.) from four-year college or university and one (1) to two (2) years related experience; or Associate's degree and five (5) years related

experience; or equivalent combination of education and experience.

DescripDescripDescripDescrip

QualsQualsQualsQuals

MatchingTitle Match

Reported

Min

Reported

Mid

Reported

Max

Actual

Pay

Duty

DaysRespondent

Range

Width

Ann

Hours Min Mid Max

Compared At 2080 Hours/Yr

SENIOR ACCOUNTANT Good 43,285 43,285 260TOWN OF BERLIN, MD 2080 43,285

ACCOUNTANT Good 31,728 47,592 63,456 260WICOMICO COUNTY, MD 100.0% 2080 31,728 47,592 63,456

ACCOUNTANT I Good 34,788 46,076 57,364 260SALISBURY UNIVERSITY 64.9% 2080 34,788 46,076 57,364

ACCOUNTANT I Good 34,959 44,960 54,960 260CITY OF DOVER, DE 57.2% 2080 34,959 44,960 54,960

ACCOUNTANT I Good 38,117 49,299 60,481 260STATE OF MARYLAND 58.7% 2080 38,117 49,299 60,481

ACCOUNTANT Good 38,875 49,462 60,050 260PENINSULA REGIONAL MEDIC 54.5% 2080 38,875 49,462 60,050

ACCOUNTANT I Good 40,917 45,245 49,573 260CITY OF BALTIMORE, MD 21.2% 2080 40,917 45,245 49,573

ACCOUNTANT I Good 42,329 48,547 54,765 260KENT COUNTY, DE 29.4% 2080 42,329 48,547 54,765

ACCOUNTANT I Good 42,634 53,293 63,952 260CITY OF VIRGINIA BEACH, VA 50.0% 2080 42,634 53,293 63,952

ACCOUNTANT Good 44,447 57,969 71,490 260CITY OF SALISBURY, MD 60.8% 2080 44,447 57,969 71,490

ACCOUNTANT I Good 44,801 58,326 71,850 260ANNE ARUNDEL COUNTY, MD 60.4% 2080 44,801 58,326 71,850

STAFF ACCOUNTANT Good 45,308 50,239 55,169 260CITY OF WILMINGTON, DE 21.8% 2080 45,308 50,239 55,169

ACCOUNTANT I Good 46,753 60,779 74,805 260FREDERICK COUNTY, MD 60.0% 2080 46,753 60,779 74,805

ACCOUNTANT Good 53,728 69,847 85,965 260CITY OF ANNAPOLIS, MD 60.0% 2080 53,728 69,847 85,965

ACCOUNTANT Good 54,171 70,929 87,687 260CITY OF ROCKVILLE, MD 61.9% 2080 54,171 70,929 87,687

STAFF ACCOUNTANT Good 57,702 75,013 92,323 260CITY OF GAITHERSBURG, MD 60.0% 2080 57,702 75,013 92,323

ACCOUNTANT Good 60,369 78,479 96,589 260CITY OF BOWIE, MD 60.0% 1950 64,394 83,711 103,028

Average 44,728 56,151 69,18243,28555.0%44,477 55,843 68,780

47,436 66,016 84,597 260TOWN OF OCEAN CITY, MD 78.3% 47,436 66,016 84,5972080ACCOUNTANT

2,707$ Difference

% Difference 5.7%

9,865

14.9%

15,414

18.2%

Wednesday, June 17, 2015 8:38:06 PM

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ADMINISTRATIVE OFFICE ASSOCIATE II

Coordinates and schedules appointments, provides information, greets and assist visitors. Composes, prepares and files routine correspondence and minutes;

reads, routes, processes incoming mail. Researches, compiles and prepares statistical reports as needed. May administer and assist in the collection and

receipting of revenues. Assists in the preparation of the department budget and monitors its annual use. Assists in the planning, design and coordinating of

meetings, and conferences. Handles facility use reservations. Arranges travel schedules and reservations.

Associate's degree (A. A.) or equivalent from two-year college or technical school; or six (6) months to one (1) year related experience and/or training; or

equivalent combination of education and experience. Valid driver's license is required.



MatchingTitle Match

Reported

Min

Reported

Mid

Reported

Max

Actual

Pay

Duty

DaysRespondent

Range

Width

Ann

Hours Min Mid Max


ADMINISTRATIVE ASSISTANT Good 35,755 260TOWN OF BERLIN, MD 2080

ADMINISTRATIVE ASSOCIATE II Good 23,504 31,210 38,917 260PENINSULA REGIONAL MEDIC 65.6% 2080 23,504 31,210 38,917

OFFICE ASSOCIATE II Good 24,013 31,318 38,623 260CITY OF SALISBURY, MD 60.8% 2080 24,013 31,318 38,623

OFFICE ASSISTANT II Good 26,312 34,798 43,285 260CITY OF DOVER, DE 64.5% 2080 26,312 34,798 43,285

OFFICE ASSISTANT II Good 27,872 31,335 34,798 260WORCESTER COUNTY, MD 24.8% 2080 27,872 31,335 34,798

ADMINISTRATIVE OFFICE ASSOCIATE II Good 27,875 39,717 51,558 260WICOMICO COUNTY, MD 85.0% 2080 27,875 39,717 51,558

SECRETARY II Good 30,180 39,291 48,402 260ANNE ARUNDEL COUNTY, MD 60.4% 2080 30,180 39,291 48,402

ADMINISTRATIVE AIDE II Good 31,729 40,775 49,821 260STATE OF MARYLAND 57.0% 2080 31,729 40,775 49,821

ADMINISTRATIVE ASSISTANT II Good 32,532 43,089 53,645 260SALISBURY UNIVERSITY 64.9% 2080 32,532 43,089 53,645

ADMINISTRATIVE ASSISTANT II Good 35,485 46,131 56,776 260CITY OF GAITHERSBURG, MD 60.0% 2080 35,485 46,131 56,776

ADMINISTRATIVE OFFICE ASSOCIATE II Good 37,141 48,283 59,424 260CITY OF BOWIE, MD 60.0% 1950 39,617 51,501 63,386

ADMINISTRATIVE AIDE Good 38,106 49,525 60,944 260FREDERICK COUNTY, MD 59.9% 2080 38,106 49,525 60,944

SECRETARY II Good 38,499 50,408 62,317 260CITY OF ROCKVILLE, MD 61.9% 2080 38,499 50,408 62,317

ADMINISTRATIVE SECRETARY Good 38,877 44,581 50,285 260KENT COUNTY, DE 29.3% 2080 38,877 44,581 50,285

ADMINISTRATIVE ASSISTANT II Good 39,235 49,829 60,422 260CITY OF WILMINGTON, DE 54.0% 2080 39,235 49,829 60,422

ADMINISTRATIVE SPECIALIST II Good 42,634 52,227 61,820 260CITY OF VIRGINIA BEACH, VA 45.0% 2080 42,634 52,227 61,820

Average 33,098 42,382 51,66735,75556.9%32,933 42,168 51,402

34,390 47,381 60,372 260TOWN OF OCEAN CITY, MD 75.5% 34,390 47,381 60,3722080ADMINISTRATIVE OFFICE ASSOCIATE II

1,292$ Difference

% Difference 3.8%

4,999

10.6%

8,705

14.4%


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BEACH PATROL 2ND LIEUTENANT/SRT

Supervises the operation of the Beach Patrol and its employees to fulfill the Division’s mission of education, prevention and intervention to ensure beach

safety. Serves as the officer in charge in the absence of the Captain. Reports to the Recreation & Parks Director in the absence of the Captain. Recruits, tests,

selects, trains and evaluates employees. Develops staffing plans and deployment schedules. Assists in the preparation of the Division budget and monitors

expenditures of funds in accordance with purchasing policies and procedures. Interprets and enforces local ordinances and rules governing activities on the

beach and in the water.

A Bachelor’s degree from a four-year college or university with at least six (6) years of related management experience; or equivalent combination of education

and experience. Valid Drivers License is required. CPR Instructor certification at some time. First Aid Instructor Certification at some time. OCBPSRA Instructor

Certification.



MatchingTitle Match

Reported

Min

Reported

Mid

Reported

Max

Actual

Pay

Duty

DaysRespondent

Range

Width

Ann

Hours Min Mid Max


BEACH LIFEGUARD SUPERVISOR Good 5,149 75CITY OF VIRGINIA BEACH, VA 375 28,558

CHIEF LIFEGUARD Good 7,772 64REHOBOTH BEACH, MD 508 31,824

SECOND LIEUTENANT (BEACH PATROL) Good 11,858 85TOWN OF BETHANY BEACH, D 765 32,240

Average 30,8748,260

43,771 60,763 77,754 260TOWN OF OCEAN CITY, MD 77.6% 43,771 60,763 77,7542080BEACH PATROL 2ND LIEUTENANT/SRT

$ Difference

% Difference

29,889

49.2%


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BUILDING CUSTODIAN

Mops and scrubs floors. Cleans bathrooms, collects trash; dusts; vacuums, sweeps and dry mops floors. Washes windows and scrubs walls. Opens and

secures buildings. Moves furniture and loads and unloads supplies. Shovels snow. Cuts grass and cleans sidewalks. Replaces light bulbs and neon tubes.

Cleans trash cans. Operates vacuum cleaner and buffer.

A minimum of an 8th grade level education, completion of high school preferred; or up to one (1) month related experience or training; or an equivalent

combination of education and experience. Valid driver's license is required. Must be able to pass all required alcohol/drug tests.



MatchingTitle Match

Reported

Min

Reported

Mid

Reported

Max

Actual

Pay

Duty

DaysRespondent

Range

Width

Ann

Hours Min Mid Max


CUSTODIAN Good 25,334 260FREDERICK COUNTY, MD 2080

BUILDING AND GROUNDS Good 26,666 260TOWN OF BERLIN, MD 2080

CUSTODIAL WORKER I Good 20,326 24,899 29,472 260CITY OF VIRGINIA BEACH, VA 45.0% 2080 20,326 24,899 29,472

BUILDING CUSTODIAN Good 20,446 25,563 30,680 260PENINSULA REGIONAL MEDIC 50.1% 2080 20,446 25,563 30,680

JANITOR Good 20,623 29,405 38,187 260WICOMICO COUNTY, MD 85.2% 2080 20,623 29,405 38,187

CUSTODIAL WORKER I Good 20,800 27,435 34,070 260WORCESTER COUNTY, MD 63.8% 2080 20,800 27,435 34,070

CUSTODIAN Good 22,235 28,999 35,763 260CITY OF SALISBURY, MD 60.8% 2080 22,235 28,999 35,763

BUILDING SERVICES WORKER Good 22,261 28,285 34,309 260STATE OF MARYLAND 54.1% 2080 22,261 28,285 34,309

HOUSEKEEPER Good 22,911 26,954 30,996 260SALISBURY UNIVERSITY 35.3% 2080 22,911 26,954 30,996

CUSTODIAN Good 23,160 26,551 29,941 260KENT COUNTY, DE 29.3% 2080 23,160 26,551 29,941

CUSTODIAN I Good 24,232 32,053 39,874 260CITY OF DOVER, DE 64.5% 2080 24,232 32,053 39,874

CUSTODIAN WORKER Good 24,606 30,410 36,213 260ANNE ARUNDEL COUNTY, MD 47.2% 2080 24,606 30,410 36,213

CUSTODIAN Good 25,224 27,886 30,547 260CITY OF WILMINGTON, DE 21.1% 2080 25,224 27,886 30,547

CUSTODIAL WORKER I Good 27,273 27,853 28,433 260CITY OF BALTIMORE, MD 4.3% 2080 27,273 27,853 28,433

CUSTODIAN/MAINTENANCE WORKER Good 27,764 36,094 44,423 260CITY OF GAITHERSBURG, MD 60.0% 2080 27,764 36,094 44,423

Average 23,220 28,645 34,07026,00047.7%23,220 28,645 34,070

21,229 28,813 36,396 260TOWN OF OCEAN CITY, MD 71.4% 21,229 28,813 36,3962080BUILDING CUSTODIAN

-1,991$ Difference

% Difference -9.4%

168

0.6%

2,327

6.4%


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BUILDING OFFICIAL CHIEF

Supervises code enforcement activities. Plans, coordinates, supervises and evaluates the construction inspection program. Conducts difficult field inspections

and assists inspectors in solving problems with contractors and builders. Reviews construction plans for appropriate compliance codes. Testifies in court and

before Boards and Commission bodies in cases of conflict between builders and inspectors. Represents the organization on appropriate committees, work

groups, etc. Advances legislative changes as necessary.

High school diploma or general education degree (GED); at least fourty-eight (48) hours of college credit in the building sciences, engineering, architecture, or a

related field and six (6) years of progressively responsible experience as a building inspector, builder, engineer, or architect, at least five (5) years of which shall

have been at a supervisory level; or equivalent combination of education and experience. Valid driver's license is required. Building Inspector and Building

Plans Examiner certifications from the International Code Council at time of hire; certified Building Official certification within three (3) years.



MatchingTitle Match

Reported

Min

Reported

Mid

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Max

Actual

Pay

Duty

DaysRespondent

Range

Width

Ann

Hours Min Mid Max


HOUSING CODE ENFORCEMENT SUPERVI Good 56,763 62,259 67,755 260CITY OF WILMINGTON, DE 19.4% 2080 56,763 62,259 67,755

CHIEF OF CODE ENFORCEMENT Good 71,753 93,279 114,805 260CITY OF ANNAPOLIS, MD 60.0% 2080 71,753 93,279 114,805

PERMITS AND INSPECTIONS DIVISION CH Good 85,347 110,951 136,555 260CITY OF GAITHERSBURG, MD 60.0% 2080 85,347 110,951 136,555

Average 71,288 88,830 106,37246.5%71,288 88,830 106,372


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BUS DRIVER

Operates bus on any of several different routes. Advises maintenance crews of needed repairs and/or maintenance. Responds courteously to riders, inquiries

and/or comments. Properly completes pre-trip inspections. Sells and collects bus fares and accurately records passenger totals.

Less than high school education; or up to one (1) month related experience or training; or equivalent combination of education and experience. Must have

commercial driver's license, class B, with passenger and airbrake endorsement. Must have current DOT Physical Card and copy of current driving record (is

unacceptable if points are in excess of 3). At least eight (8) months experience with operations of forty (40) foot buses or other similar large commercial

vehicles.



MatchingTitle Match

Reported

Min

Reported

Mid

Reported

Max

Actual

Pay

Duty

DaysRespondent

Range

Width

Ann

Hours Min Mid Max


BUS DRIVER Good 25,334 32,897 40,459 260UNIVERSITY OF MARYLAND E 59.7% 1820 28,954 37,596 46,238

BUS DRIVER Good 25,834 33,831 41,829 260CITY OF ROCKVILLE, MD 61.9% 2080 25,834 33,831 41,829

BUS DRIVER Good 28,658 37,254 45,850 260CITY OF BOWIE, MD 60.0% 2080 28,658 37,254 45,850

DRIVER BUS Good 28,954 37,596 46,238 260SALISBURY UNIVERSITY 59.7% 2080 28,954 37,596 46,238

BUS DRIVER I Good 30,126 39,164 48,202 260CITY OF ANNAPOLIS, MD 60.0% 2080 30,126 39,164 48,202

BUS DRIVER/SITE LEADER Good 35,485 46,131 56,776 260CITY OF GAITHERSBURG, MD 60.0% 2080 35,485 46,131 56,776

Average 29,668 38,595 47,52260.2%29,065 37,812 46,559

11,264 100TOWN OF OCEAN CITY, MD 29,286800BUS DRIVER (TEMPORARY)

-382$ Difference

% Difference -1.3%


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CARPENTER

Performs rough framing for structural alterations. Does inside finishing work, painting and staining; performs general maintenance work on inside of buildings.

Repairs and builds tables, benches, stands, walkways, cabinets and wooden structures, reading and following blueprints. Keeps daily records including time

spent per job as required and supervises crews on these projects.

High school diploma or general education degree (GED); plus four (4) years as a journeyman carpenter, some of which shall have been at a supervisory level

and completion of a standard high school course in carpentry or equivalent combination of education and experience. Valid driver's license is required.



MatchingTitle Match

Reported

Min

Reported

Mid

Reported

Max

Actual

Pay

Duty

DaysRespondent

Range

Width

Ann

Hours Min Mid Max


CARPENTER Good 23,456 33,428 43,399 260WICOMICO COUNTY, MD 85.0% 2080 23,456 33,428 43,399

CARPENTER Good 26,517 33,897 41,276 260STATE OF MARYLAND 55.7% 2080 26,517 33,897 41,276

MAINTENANCE WORKER IV Good 29,245 32,896 36,546 260WORCESTER COUNTY, MD 25.0% 2080 29,245 32,896 36,546

CARPENTER I Good 29,815 30,880 31,945 260CITY OF BALTIMORE, MD 7.1% 2080 29,815 30,880 31,945

CARPENTER I Good 30,174 36,963 43,752 260CITY OF VIRGINIA BEACH, VA 45.0% 2080 30,174 36,963 43,752

BUILDING TECHNICIAN Good 33,585 37,130 40,675 260CITY OF WILMINGTON, DE 21.1% 2080 33,585 37,130 40,675

CARPENTER Good 34,788 46,076 57,364 260SALISBURY UNIVERSITY 64.9% 2080 34,788 46,076 57,364

FORM CARPENTER Good 35,589 46,259 56,930 260FREDERICK COUNTY, MD 60.0% 2080 35,589 46,259 56,930

MAINTENANCE CARPENTER Good 39,617 51,502 63,386 260CITY OF BOWIE, MD 60.0% 2080 39,617 51,502 63,386

Average 31,421 38,781 46,14147.1%31,421 38,781 46,141

31,733 43,611 55,489 260TOWN OF OCEAN CITY, MD 74.9% 31,733 43,611 55,4892080CARPENTER

313$ Difference

% Difference 1.0%

4,830

11.1%

9,348

16.8%


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CITY CLERK

Records minutes of Council meetings and Work Sessions. Indexes and logs ordinances, resolutions and actions of Council. Coordinates with City Solicitor on

legal matters as necessary. Codifies the City Code book and has knowledge of all City ordinances, the City Charter and franchises. Answers official

correspondence and is custodian of City seal. Responsible for Freedom of Information Requests and dissemination of information to the public. Responsible

for implementation and maintenance of document and record retention for City. Insures that all actions of Mayor and Council are legally advertised or public

notice is given. Prepares budget for City Clerk's Department and oversees and approves all expenditures. Responsible for all special and general regular

elections, which includes maintaining current voter registration records, legal notices, statements of candidacy, printing of ballot, absentee balloting, etc.

Bachelor's degree (B. A.) from a four-year college or university; or two (2) to five (5) years related experience and/or training; or equivalent of education and

experience. Municipal Clerk Certification must be obtained in accordance with guidelines established by the International Institution of Municipal Clerks. Valid

driver's license is required. Membership in State Municipal Clerks Association and International Institution of Municipal Clerks is required.



MatchingTitle Match

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Max

Actual

Pay

Duty

DaysRespondent

Range

Width

Ann

Hours Min Mid Max


CITY CLERK Good 75,000 260CITY OF WILMINGTON, DE 2080 75,000

CITY CLERK Good 48,003 62,607 77,210 260CITY OF SALISBURY, MD 60.8% 2080 48,003 62,607 77,210

CITY CLERK Good 66,747 86,771 106,795 260CITY OF ANNAPOLIS, MD 60.0% 2080 66,747 86,771 106,795

CITY CLERK/DIRECTOR OF COUNCIL AFF Good 72,679 93,467 114,254 260CITY OF DOVER, DE 57.2% 2080 72,679 93,467 114,254

Average 62,476 79,461 99,42059.3%62,476 79,461 99,420

51,407 71,724 92,041 260TOWN OF OCEAN CITY, MD 79.0% 51,407 71,724 92,0412080CITY CLERK

-11,069$ Difference

% Difference -21.5%

-7,737

-10.8%

-7,379

-8.0%


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CODE ENFORCEMENT OFFICER/BUILDING INSPECTOR

Inspects construction projects to insure compliance with relevant codes and ordinances and do related work as required. This is technical and skilled work of

sub professional civil engineering in nature in the inspection of newly constructed or renovated structures. Inspects construction projects during construction

and again on completions of construction to insure compliance with review plans and specifications. Reviews minor plans for compliance with the building

code and approves plans for building permit issuance. Requests and posts stop work orders if work has been started without a building permit or is not in

compliance with codes.

High school diploma or general education degree (GED), preferably in the vocational arts, or supplemented by courses in blueprint reading and five (5) years of

experience as a building inspector, builder, engineer, architect or a supervisor, foreman, or competent mechanic in charge of construction; or equivalent

combination of education and experience. Valid driver's license is required. Must be certified by a National Model Code Group as an Inspector, or be able to

achieve certification within one (1) year. Must be certified by the appropriate National Model Code Group as a Building Inspector and achieve Building Plans:

Examiner certification within one (1) year.



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CODE ENFORCEMENT CLERK Good 37,336 37,336 260TOWN OF BERLIN, MD 2080 37,336

BUILDING INSPECTOR I Good 32,552 43,046 53,539 260CITY OF DOVER, DE 64.5% 2080 32,552 43,046 53,539

BUILDING CODES INSPECTOR I Good 35,621 40,860 46,099 260KENT COUNTY, DE 29.4% 2080 35,621 40,860 46,099

CODE ENFORCEMENT OFFICER Good 36,261 54,391 72,521 260WICOMICO COUNTY, MD 100.0% 2080 36,261 54,391 72,521

CODE INSPECTOR I Good 36,763 45,035 53,306 260CITY OF VIRGINIA BEACH, VA 45.0% 2080 36,763 45,035 53,306

CODE ENFORCEMENT INSPECTOR Good 37,118 44,637 52,155 260CITY OF WILMINGTON, DE 40.5% 2080 37,118 44,637 52,155

BUILDING INSPECTOR Good 38,107 49,700 61,293 260CITY OF SALISBURY, MD 60.8% 2080 38,107 49,700 61,293

CODE ENFORCMENT INVESTIGATOR I Good 39,308 43,412 47,515 260CITY OF BALTIMORE, MD 20.9% 2080 39,308 43,412 47,515

BUILDING INSPECTOR Good 40,331 49,795 59,259 260ANNE ARUNDEL COUNTY, MD 46.9% 2080 40,331 49,795 59,259

CODE ENFORCEMENT OFFICER/BUILDING Good 41,184 54,319 67,454 260WORCESTER COUNTY, MD 63.8% 2080 41,184 54,319 67,454

BUILDING INSPECTOR Good 43,249 56,224 69,199 260CITY OF ANNAPOLIS, MD 60.0% 2080 43,249 56,224 69,199

CODE ADMINISTRATION OFFICER I Good 47,556 61,823 76,089 260CITY OF GAITHERSBURG, MD 60.0% 2080 47,556 61,823 76,089

CONSTRUCTION CODES INSPECTOR Good 49,135 64,335 79,535 260CITY OF ROCKVILLE, MD 61.9% 2080 49,135 64,335 79,535

Average 39,765 49,609 61,49737,33654.5%39,765 49,609 61,497

37,269 51,477 65,685 260TOWN OF OCEAN CITY, MD 76.2% 37,269 51,477 65,6852080CODE ENFORCEMENT OFFICER/BUILDING INSPECT

-2,496$ Difference

% Difference -6.7%

1,869

3.6%

4,188

6.4%


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COMMUNICATIONS OPERATOR I

Receives and dispatches police, fire and emergency medical calls to police, fire and emergency services personnel; and performs related work as required.

This is entry-level communications work at the full performance level - receiving, routing and transmitting information via radio, computer terminal and other

communications equipment. Monitors, maintains and manages an assigned public safety operations radio channel and facilitates communications between

public safety personnel, other agencies, other city departments and the residents and visitors of the community. May be required to provide pre-arrival medical

instructions. Maintains and updates required records on each call for service. Operates radio equipment, computer terminals and records management

programs. Completes initial training, periodic re-training, assists in training for new personnel and performs administrative duties as requested.

Graduation from an accredited high school or a general education degree (GED) acceptable to the state Board of Education; prior police, fire and/or EMS

dispatching experience is preferred but not required. Valid driver's license is required. Graduate of the state's First Responder and Emergency Medical

Dispatch class. Graduate of an NCIC certification class for access to the Criminal Justice Information System. Must be able to pass an extensive background

investigation as required for access to all related law enforcement records.



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POLICE COMMUNICATIONS OFFICER Good 34,237 260TOWN OF BERLIN, MD 2080

COMMUNICATIONS OPERATOR I Good 23,456 33,428 43,399 260WICOMICO COUNTY, MD 85.0% 2080 23,456 33,428 43,399

POLICE COMMUNICATIONS OPERATOR I Good 29,874 38,324 46,774 260STATE OF MARYLAND 56.6% 2080 29,874 38,324 46,774

POLICE COMMUNICATIONS OFFICER I Good 30,251 39,454 48,657 260CITY OF SALISBURY, MD 60.8% 2080 30,251 39,454 48,657

EMERGENCY COMMUNICATIONS SPECIA Good 32,136 37,469 42,802 260CITY OF WILMINGTON, DE 33.2% 2080 32,136 37,469 42,802

EMERGENCY COMMUNICATIONS SPECIA Good 33,336 43,337 53,338 260FREDERICK COUNTY, MD 60.0% 2080 33,336 43,337 53,338

POLICE COMMUNICATION OPERATOR I Good 35,859 44,231 52,603 260ANNE ARUNDEL COUNTY, MD 46.7% 2080 35,859 44,231 52,603

COMMUNICATION OPERATOR Good 38,168 47,050 55,931 260CITY OF DOVER, DE 46.5% 2080 38,168 47,050 55,931

EMERGENCY DISPATCHER Good 39,308 43,412 47,515 260CITY OF BALTIMORE, MD 20.9% 2080 39,308 43,412 47,515

POLICE COMMUNICATIONS OPERATOR I Good 41,036 53,347 65,658 260CITY OF ANNAPOLIS, MD 60.0% 2080 41,036 53,347 65,658

PUBLIC SAFETY COMMUNICATIONS DISP Good 44,567 58,354 72,140 260CITY OF ROCKVILLE, MD 61.9% 2080 44,567 58,354 72,140

OPERATIONS SUPPORT OFFICER - EMERG Good 46,173 52,954 59,735 260KENT COUNTY, DE 29.4% 2080 46,173 52,954 59,735

Average 35,833 44,669 53,50534,23751.0%35,833 44,669 53,505

29,282 40,142 51,002 260TOWN OF OCEAN CITY, MD 74.2% 29,282 40,142 51,0022080COMMUNICATIONS OPERATOR I

-6,551$ Difference

% Difference -22.4%

-4,527

-11.3%

-2,503

-4.9%


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CONVERGED NETWORK MANAGER

Plans and manages the voice, data and video systems which compose the City's converged network. Manages technical aspects of the City's web sites, and

access to the Internet. Upgrades and maintains servers, hardware, software, telecommunication connections, e-mail and security systems. Investigates

system errors, performs backups and ensures user accessibility and site performance. Maintains a fault management and disaster recovery plan for the

converged network. Plans and recommends appropriate hardware and software acquisitions and disposals for the converged network. Manages costs,

contracts and services for the converged network. Develops and writes procedures for the installation, use, troubleshooting, of hardware, software and

communications of the converged network. Provides users with converged network technical support, including responses to their questions concerning use

and access to resources on the converged network.

Bachelor's degree (B. A/B.S.) or equivalent; plus four (4) years related experience and/or training; or equivalent combination of education and experience.

Microsoft CNE and Cisco CNA preferred.



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NETWORK ADMINISTRATOR Good 41,155 53,676 66,196 260CITY OF SALISBURY, MD 60.8% 2080 41,155 53,676 66,196

DIRECTOR OF INTEGRATED TECHNOLOGI Good 63,728 83,165 102,602 260CITY OF WILMINGTON, DE 61.0% 2080 63,728 83,165 102,602

NETWORK AND SYSTEMS MANAGER Good 65,846 86,215 106,584 260CITY OF ROCKVILLE, MD 61.9% 2080 65,846 86,215 106,584

NETWORK OPERATIONS DIVISION MANA Good 70,132 91,172 112,212 260CITY OF GAITHERSBURG, MD 60.0% 2080 70,132 91,172 112,212

NETWORK ADMINISTRATOR Good 71,031 81,484 91,937 260KENT COUNTY, DE 29.4% 2080 71,031 81,484 91,937

Average 62,378 79,142 95,90654.6%62,378 79,142 95,906

60,374 84,664 108,953 260TOWN OF OCEAN CITY, MD 80.5% 60,374 84,664 108,9532080CONVERGED NETWORK MANAGER

-2,004$ Difference

% Difference -3.3%

5,521

6.5%

13,047

12.0%


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DEPUTY CITY CLERK

Assists City Clerk in keeping and maintaining all legislative and administrative records of the City and assists in the operation of the Clerk’s Office. Prepares the

synopsis for all council/work sessions and council meetings. Maintains data files for voter registration and City contracts, agreements and leases. Issues and

accounts for a variety of permits. Provides documents requested by the general public, peers and City officials.

Bachelor’s degree from a four-year college or graduation from college level office management training curriculum. Three (3) years of increasingly responsible

office experience including records management practices and principles. Valid driver's license is required. Must be a member of the state Municipal Clerks

Association. Certification for passport application is required. Must be a member of the International Institute of Municipal Clerks. Municipal Clerk certification

preferred.



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ADMINISTRATIVE ASSISTANT/DEPUTY CI Good 44,949 260CITY OF WILMINGTON, DE 2080 44,949

ASSISTANT COUNTY ADMINISTRATOR Good 98,904 260WORCESTER COUNTY, MD 2080 98,904

ASSISTANT CITY CLERK/DEPUTY DIRECT Good 33,295 42,819 52,342 260CITY OF DOVER, DE 57.2% 2080 33,295 42,819 52,342

DEPUTY CITY CLERK I Good 33,306 40,799 48,293 260CITY OF VIRGINIA BEACH, VA 45.0% 2080 33,306 40,799 48,293

ASSISTANT CITY CLERK Good 35,283 46,017 56,751 260CITY OF SALISBURY, MD 60.8% 2080 35,283 46,017 56,751

DEPUTY CITY CLERK Good 43,249 56,224 69,199 260CITY OF ANNAPOLIS, MD 60.0% 2080 43,249 56,224 69,199

DEPUTY CITY CLERK Good 54,171 70,929 87,687 260CITY OF ROCKVILLE, MD 61.9% 2080 54,171 70,929 87,687

Average 39,861 57,234 62,85457.0%39,861 57,234 62,854

31,734 43,611 55,489 260TOWN OF OCEAN CITY, MD 74.9% 31,734 43,611 55,4892080DEPUTY CITY CLERK

-8,127$ Difference

% Difference -25.6%

-13,623

-31.2%

-7,365

-13.3%


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ENGINEERING TECHNICIAN

Participates in wide variety of activities in the Engineering Department related to design and construction management. Designs small to medium sized

projects including preparation of all plans, permits and specifications. Assists with design of medium to large size projects. Responds to citizen complaints.

Manages/inspects construction of small to medium projects including contractor selection and payment. Assists in management/inspection of construction on

large projects.

Bachelor's degree (B. S.) in Civil Engineering, Construction Management or related field from four-year college or university; or five (5) years related experience

and/or training; or equivalent combination of education and experience. Valid driver's license is required. State Certificate of Sediment and Erosion Control

Training is preferred.



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ENGINEERING TECHNICIAN I Good 29,016 37,683 46,350 260SALISBURY UNIVERSITY 59.7% 2080 29,016 37,683 46,350

CIVIL ENGINEERING DRAFTING TECHNIC Good 29,978 32,488 34,998 260CITY OF BALTIMORE, MD 16.7% 2080 29,978 32,488 34,998

ENGINEERING TECHNICIAN I Good 35,621 40,860 46,099 260KENT COUNTY, DE 29.4% 2080 35,621 40,860 46,099

ENGINEERING TECHNICIAN Good 38,107 49,700 61,293 260CITY OF SALISBURY, MD 60.8% 2080 38,107 49,700 61,293

ENGINEERING TECHNICIAN I Good 40,580 49,711 58,841 260CITY OF VIRGINIA BEACH, VA 45.0% 2080 40,580 49,711 58,841

ENGINEERING TECHNICIAN I Good 49,135 64,335 79,535 260CITY OF ROCKVILLE, MD 61.9% 2080 49,135 64,335 79,535

Average 37,073 45,796 54,51945.6%37,073 45,796 54,519

43,771 59,091 74,411 260TOWN OF OCEAN CITY, MD 70.0% 43,771 59,091 74,4112080ENGINEERING TECHNICIAN

6,698$ Difference

% Difference 15.3%

13,295

22.5%

19,892

26.7%


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FIRE/EMS CAPTAIN

Supervises members and subordinate officers in the performance of their duties. Responds to and takes a leadership role at emergency incidents. Performs

effectively and leads others while under stress or in a crisis situation. Applies management principles to report approval, problem/complaint mediation,

incident documenting and scheduling. Functions as an officer in any of the incident command system positions. Conducts inspections of personnel and

equipment for compliance to department policy and preparedness. Communicates regularly with other officers for consistent application of policies and

procedures.

High school diploma or general education degree (GED), thirty (30) college-level semester hours in fire science, management, emergency services, or related

field. Five (5) years experience as a paramedic, and two (2) years experience as a fire officer. State Licensed Paramedic, Fire Officer II, Class B Driver’s License

or other state equivalent. These requirements may be modified with an equivalent combination of education, training and experience or able to obtain within a

twevle (12) month period.



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FIRE CAPTAIN Good 51,655 67,176 82,696 260CITY OF SALISBURY, MD 60.1% 2080 51,655 67,176 82,696

FIRE CAPTAIN Good 54,329 80,433 106,537 260ANNE ARUNDEL COUNTY, MD 96.1% 2080 54,329 80,433 106,537

FIRE CAPTAIN Good 57,400 79,356 101,312 260FREDERICK COUNTY, MD 76.5% 2080 57,400 79,356 101,312

FIRE CAPTAIN Good 60,986 68,104 75,222 260CITY OF BALTIMORE, MD 23.3% 2080 60,986 68,104 75,222

FIRE CAPTAIN Good 62,582 84,041 105,499 260CITY OF ANNAPOLIS, MD 68.6% 2080 62,582 84,041 105,499

CAPTAIN Good 68,950 70,110 71,270 260CITY OF WILMINGTON, DE 3.4% 2080 68,950 70,110 71,270

Average 59,317 74,870 90,42354.7%59,317 74,870 90,423

73,091 82,566 92,041 260TOWN OF OCEAN CITY, MD 25.9% 73,091 82,566 92,0412080FIRE/EMS CAPTAIN

13,774$ Difference

% Difference 18.8%

7,696

9.3%

1,618

1.8%


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FIRE/EMS DEPUTY CHIEF

Schedules personnel; assigns individuals to special details; inspects personnel and equipment at all stations. Reviews and approves reports; prepares rescue

squad portion of the budget; prepares reports and time sheets as required. Attends meetings and training sessions and answers emergency rescue squad

calls as a member of the squad. Maintains liaison with other municipal departments; meets with sales agencies and makes recommendations on purchases to

the City Manager.

High school diploma or general education degree (GED). Extensive experience as an Emergency Medical Technician and one (1) year supervisory experience.

Valid Class B Non-Commercial Driver's License is required. Must be nationally registered as an Emergency Medical Technician-Paramedic (EMT-P) in the State

or must be able to obtain a state license within sixty (60) days of appointment.



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DEPUTY CHIEF OF FIRE Good 63,728 83,165 102,602 260CITY OF WILMINGTON, DE 61.0% 2080 63,728 83,165 102,602

DEPUTY FIRE CHIEF Good 65,091 84,607 104,122 260CITY OF SALISBURY, MD 60.0% 2080 65,091 84,607 104,122

DEPUTY FIRE CHIEF Good 72,323 97,122 121,920 260CITY OF ANNAPOLIS, MD 68.6% 2080 72,323 97,122 121,920

FIRE DEPUTY CHIEF Good 75,191 109,270 143,348 260ANNE ARUNDEL COUNTY, MD 90.6% 2080 75,191 109,270 143,348

Average 69,083 93,541 117,99870.0%69,083 93,541 117,998

69,730 94,136 118,541 260TOWN OF OCEAN CITY, MD 70.0% 69,730 94,136 118,5412080FIRE/EMS DEPUTY CHIEF

647$ Difference

% Difference 0.9%

595

0.6%

543

0.5%


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FIREFIGHTER/EMS LIEUTENANT

Provides first-line supervision of Fire/EMS providers. Assists with training of departmental personnel, to include implementing daily shift drills and Field

Training functions. Develops and implements strategies and tactics for managing emergency incidents, including fires, rescue situations and medical

emergencies. Communicates on a daily basis with public/peers/healthcare professionals. Prepares reports using both written and automated formats.

Completes fire incident and patient care reports and after action reports on complex incidents. Completes a written report of shift activities.

High school diploma or general education degree (GED). Successful completion of a National Paramedic program and five (5) years of paramedic experience.

State FRI or Pro Board Fire Officer 1 with two (2) years of experience. State FRI or Pro Board Fire Instructor 1. Thirty (30) college-level semester credit hours in

an applicable field; this specific requirement may be modified with an equivalent combination of education, training and experience. Possess and maintain

licensure as a Paramedic. Valid Class B Driver’s License or equivalent is required.



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FIRE LIEUTENANT Good 46,328 60,227 74,125 260CITY OF SALISBURY, MD 60.0% 2080 46,328 60,227 74,125

FIRE LIEUTENANT Good 51,346 76,405 101,464 260ANNE ARUNDEL COUNTY, MD 97.6% 2080 51,346 76,405 101,464

FIRE LIEUTENANT Good 53,604 74,107 94,610 260FREDERICK COUNTY, MD 76.5% 2080 53,604 74,107 94,610

FIRE LIEUTENANT Good 54,408 60,398 66,387 260CITY OF BALTIMORE, MD 22.0% 2080 54,408 60,398 66,387

FIRE LIEUTENANT Good 58,216 78,178 98,139 260CITY OF ANNAPOLIS, MD 68.6% 2080 58,216 78,178 98,139

LIEUTENANT Good 63,250 64,410 65,569 260CITY OF WILMINGTON, DE 3.7% 2080 63,250 64,410 65,569

Average 54,525 68,954 83,38254.7%54,525 68,954 83,382

65,768 73,582 81,396 260TOWN OF OCEAN CITY, MD 23.8% 65,768 73,582 81,3962080FIREFIGHTER/EMS LIEUTENANT

11,242$ Difference

% Difference 17.1%

4,628

6.3%

-1,986

-2.4%


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FIREFIGHTER/EMT I

Responds in a safe manner to medical emergencies and fire emergencies including, but not limited to, vehicular accidents. Renders basic life support under

State medical protocols. Checks for readiness of EMS units and Fire units. Communicates on a daily basis with public/peers/healthcare professionals.

Operates tools, appliances and equipment associated with fire, emergency medical and rescue services, such as self contained breathing apparatus, auxiliary

lighting equipment, fire pumps, automated external defibrillators, airway maintenance equipment, suction devices, airway adjuncts, specialized splinting

equipment and other biomedical equipment. Completes patient care reports using paper-based and computerized records and management systems.

Performs disinfection, general, and preventive maintenance of biomedical equipment to ensure safety and adequate performance; performs general

maintenance and housekeeping duties in and around the fire station. Adheres to Department methods of operation.

High school diploma or general education degree. Successful completion of an EMT-Basic Course. Valid Class "B" Non-Commercial Driver's License or must

obtain a Class B license within sixty (60) days of appointment. Current certification in CPR (Professional Rescuer or Health care provider) life support. Minimum

firefighter I certification.



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FIREFIGHTER Good 35,860 45,859 55,858 260CITY OF WILMINGTON, DE 55.8% 2080 35,860 45,859 55,858

EMT FIRE FIGHTER Good 36,222 47,053 57,884 260CITY OF BALTIMORE, MD 59.8% 2080 36,222 47,053 57,884

FIREFIGHTER/EMT Good 37,178 48,355 59,532 260CITY OF SALISBURY, MD 60.1% 2080 37,178 48,355 59,532

FIREFIGHTER I Good 40,787 56,388 71,988 260FREDERICK COUNTY, MD 76.5% 2080 40,787 56,388 71,988

FIREFIGHTER III/EMT-I OR CRT Good 46,862 62,929 78,995 260CITY OF ANNAPOLIS, MD 68.6% 2080 46,862 62,929 78,995

Average 39,382 52,117 64,85164.2%39,382 52,117 64,851

38,865 50,981 63,096 260TOWN OF OCEAN CITY, MD 62.3% 38,865 50,981 63,0962080FIREFIGHTER/EMT I

-517$ Difference

% Difference -1.3%

-1,136

-2.2%

-1,755

-2.8%


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FIREFIGHTER/EMT IV

Responds to emergency and routine alarms received from a standard signal system or by other means. Acts as a person in charge of an advanced life support

crew; responds to medical emergencies, vehicular accidents, fires, and other emergencies under all kinds of weather conditions. Provides basic and advanced

life support as directed by State Medical Protocols and as directed by physician consultation. Completes patient care reports using paper-based and

computerized records management systems. Operates tools, appliances and equipment associated with fire, emergency medical and rescue services, such as

self contained breathing apparatus, auxiliary lighting equipment, fire pumps, cardiac monitors/defibrillators, airway maintenance equipment such as

laryngoscopes, suction devices, and airway adjuncts, specialized splinting equipment, and other biomedical equipment.

High school diploma or general education degree (GED). Successful completion of an EMT-P course and one (1) year experience as a provider of fire and

emergency medical services. Must undergo in-service training in accordance with the directives of the coordinating council. Class B Non-Commercial driver's

license is required. Individuals who do not have a valid Class B License must obtain Class B License within ninety (90) days of appointment. Certification by

the American Heart Association in basic and advanced cardiac Life Support. Must be nationally Registered Emergency Medical Technician Paramedic and

obtain a State Paramedic License within sixty (60) days of appointment. State Firefighter I certification or equivalent.



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FIREFIGHTER/PARAMEDIC Good 42,275 54,957 67,639 260CITY OF SALISBURY, MD 60.0% 2080 42,275 54,957 67,639

PARAMEDIC I Good 43,659 60,362 77,064 260FREDERICK COUNTY, MD 76.5% 2080 43,659 60,362 77,064

PARAMEDIC EMT - P Good 44,545 56,075 67,605 260CITY OF BALTIMORE, MD 51.8% 2080 44,545 56,075 67,605

FIREFIGHTER/EMT - PARAMEDIC Good 45,374 68,639 91,903 260ANNE ARUNDEL COUNTY, MD 102.5% 2080 45,374 68,639 91,903

FIREFIGHTER MEDIC OR PARAMEDIC Good 46,371 56,805 67,238 260CITY OF VIRGINIA BEACH, VA 45.0% 2080 46,371 56,805 67,238

FIREFIGHTER I/II - EMP-P Good 46,862 62,931 79,000 260CITY OF ANNAPOLIS, MD 68.6% 2080 46,862 62,931 79,000

SENIOR FIREFIGHTER Good 57,387 58,547 59,707 260CITY OF WILMINGTON, DE 4.0% 2080 57,387 58,547 59,707

Average 46,639 59,759 72,87958.3%46,639 59,759 72,879

61,350 68,640 75,930 260TOWN OF OCEAN CITY, MD 23.8% 61,350 68,640 75,9302080FIREFIGHTER/EMT IV

14,711$ Difference

% Difference 24.0%

8,880

12.9%

3,050

4.0%


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FLEET SERVICE MANAGER

Supervises the maintenance and repair of all City vehicles/equipment and interfaces with City departments. Plans, organizes and assigns the work schedule of

mechanics/service workers. Monitors labor and parts charges on vehicles/equipment repaired in shop. Schedules repairs with outside contractors for work

that cannot be done in house. Inspects work in progress and completed work for the correction of the problem and accuracy of repair. Monitors shop

operation expenses and implements programs for improvement.

High school diploma or general education degree (GED) plus five (5) years experience in automotive repair. At least two (2) years of which shall have been in a

supervisory capacity in a large garage. Completion of a standard high school course with training at a vocational or trade school in automotive maintenance and

repair highly desirable; or any equivalent combination of experience and training which provides the required knowledge, skills and abilities. Valid commercial

driver's license is required. Refrigerant Containment License is required.



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FLEET MANAGEMENT SUPERINTENDENT Good 63,689 260WORCESTER COUNTY, MD 2080

FLEET OPERATIONS MANAGER Good 57,702 75,013 92,323 260CITY OF GAITHERSBURG, MD 60.0% 2080 57,702 75,013 92,323

FLEET MANAGER Good 65,846 86,215 106,584 260CITY OF ROCKVILLE, MD 61.9% 2080 65,846 86,215 106,584

FLEET MANAGEMENT ADMINISTRATOR Good 73,397 91,747 110,096 260CITY OF VIRGINIA BEACH, VA 50.0% 2080 73,397 91,747 110,096

Average 65,648 84,325 103,00163,68957.3%65,648 84,325 103,001

51,407 71,724 92,041 260TOWN OF OCEAN CITY, MD 79.0% 51,407 71,724 92,0412080FLEET SERVICE MANAGER

-14,241$ Difference

% Difference -27.7%

-12,601

-17.6%

-10,960

-11.9%


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GIS COORDINATOR

Develops the GIS by building upon existing software, data and applications currently in use. Develops a database management system (DBMS) software

application to organize the efficient storage and access of the centralized master data set. Coordinates and supervises the use of the GIS for data entry and

analysis, mapping, and for the production of products such as maps, drawings, reports and databases. Prepares reports and other outputs as required. Works

closely with various departments to identify data sources and needs. Coordinates and shares data with external agencies such as the County, the State, other

municipalities, and utility companies, etc.

Bachelor's degree in Computer Science, Planning, Engineering, Geography or a related field and a minimum of four (4) years of responsible experience. Valid

driver's license is required.



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GIS TECHNICIAN Good 37,178 40,944 44,710 260CITY OF WILMINGTON, DE 20.3% 2080 37,178 40,944 44,710

GIS COORDINATOR Good 38,543 49,568 60,592 260CITY OF DOVER, DE 57.2% 2080 38,543 49,568 60,592

GIS PLANNER Good 57,702 75,013 92,323 260CITY OF GAITHERSBURG, MD 60.0% 2080 57,702 75,013 92,323

GIS SUPERVISOR Good 59,600 77,500 95,400 260CITY OF BALTIMORE, MD 60.1% 2080 59,600 77,500 95,400

GIS COORDINATOR Good 62,089 80,716 99,343 260CITY OF ANNAPOLIS, MD 60.0% 2080 62,089 80,716 99,343

GIS COORDINATOR Good 73,397 91,747 110,096 260CITY OF VIRGINIA BEACH, VA 50.0% 2080 73,397 91,747 110,096

Average 54,752 69,248 83,74451.3%54,752 69,248 83,744

55,711 77,925 100,140 260TOWN OF OCEAN CITY, MD 79.8% 55,711 77,925 100,1402080GIS COORDINATOR

959$ Difference

% Difference 1.7%

8,678

11.1%

16,396

16.4%


5.C.b

Packet P

g. 65



HEAVY EQUIPMENT OPERATOR

Performs maintenance worker duties when not acting as a heavy equipment operator. Operates at least five of the following: wheeled and tracked vehicles

over ten tons, loader over five tons, excavators, vacuum truck, snow plow, road grader, backhoe, street broom, stationary grapple crane, road mixer, beach

tractors, vibratory roller, sanitizer, paver, sludge spreading equipment, tractor and tanker and other similar types of equipment. Also operates small equipment

such as pumps, saws and lasers. Performs road maintenance, grading and paving, installs underground utility systems such as water mains and services,

storm drains, sewer mains and does repairs on same. Performs snow removal, demolition projects, etc. Performs preventative maintenance on all equipment

used.

High school diploma or general education degree (GED) with one (1) year of satisfactory paid employment in the operation of automotive farm equipment or

trucks, or equipment used in this position. Must have experience with vehicles using pedal operated clutch and four speed manual selection, non-synchromesh

transmission; or equivalent combination of education and experience. Valid commercial class "A" driver's license with endorsement for air brakes, combination

vehicles, hazardous material and tankers is required. Must have current DOT physical card and ability to pass all mandated alcohol/drug tests.



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EQUIPMENT OPERATOR Good 41,600 41,600 260TOWN OF BERLIN, MD 2080 41,600

MOTOR EQUIPMENT OPERATOR III Good 25,502 32,538 39,574 260STATE OF MARYLAND 55.2% 2080 25,502 32,538 39,574

MOTOR EQUIPMENT OPERATOR IV Good 27,875 39,717 51,558 260WICOMICO COUNTY, MD 85.0% 2080 27,875 39,717 51,558

MOTOR EQUIPMENT OPERATOR III Good 29,016 37,683 46,350 260SALISBURY UNIVERSITY 59.7% 2080 29,016 37,683 46,350

HEAVY EQUIPMENT OPERATOR I Good 29,910 39,572 49,234 260CITY OF DOVER, DE 64.6% 2080 29,910 39,572 49,234

MOTOR EQUIPMENT OPERATOR III Good 30,251 39,454 48,657 260CITY OF SALISBURY, MD 60.8% 2080 30,251 39,454 48,657

ROADS WORKER V Good 30,722 40,529 50,336 260WORCESTER COUNTY, MD 63.8% 2080 30,722 40,529 50,336

EQUIPMENT OPERATOR IV Good 30,909 34,172 37,435 260CITY OF WILMINGTON, DE 21.1% 2080 30,909 34,172 37,435

HEAVY EQUIPMENT OPERATOR I Good 31,484 33,084 34,684 260CITY OF BALTIMORE, MD 10.2% 2080 31,484 33,084 34,684

HEAVY EQUIPMENT OPERATOR Good 35,621 40,860 46,099 260KENT COUNTY, DE 29.4% 2080 35,621 40,860 46,099

EQUIPMENT OPERATOR III Good 35,859 44,231 52,603 260ANNE ARUNDEL COUNTY, MD 46.7% 2080 35,859 44,231 52,603

EQUIPMENT OPERATOR Good 37,962 45,965 53,968 260CITY OF ROCKVILLE, MD 42.2% 2080 37,962 45,965 53,968

EQUIPMENT OPERATOR II Good 38,106 49,525 60,944 260FREDERICK COUNTY, MD 59.9% 2080 38,106 49,525 60,944

EQUIPMENT OPERATOR III Good 38,174 49,626 61,078 260CITY OF ANNAPOLIS, MD 60.0% 2080 38,174 49,626 61,078

HEAVY EQUIPMENT OPERATOR Good 38,625 47,316 56,006 260CITY OF VIRGINIA BEACH, VA 45.0% 2080 38,625 47,316 56,006

EQUIPMENT OPERATOR II Good 39,617 51,502 63,386 260CITY OF BOWIE, MD 60.0% 2080 39,617 51,502 63,386

EQUIPMENT OPERATOR III Good 41,042 53,355 65,668 260CITY OF GAITHERSBURG, MD 60.0% 2080 41,042 53,355 65,668

Average 33,792 42,396 51,09941,60051.5%33,792 42,396 51,099

29,282 40,142 51,002 260TOWN OF OCEAN CITY, MD 74.2% 29,282 40,142 51,0022080HEAVY EQUIPMENT OPERATOR

-4,510$ Difference

% Difference -15.4%

-2,254

-5.6%

-97

-0.2%


5.C.b

Packet P

g. 66



HUMAN RESOURCES ANALYST

Performs duties associated with the administration and coordination of the City's Human Resources benefit programs and policies. Supports the Human

Resources Director in the implementation of a diversified human resources program. Serves as a liaison between insurance carriers, insureds and providers

in researching insurance issues and concerns; claim discrepancies, audits/reconciles insurance invoices, and submission of employee benefit changes to

various insurance companies. Maintains records and prepares reports involving insurance coverages. Maintains and monitors various benefit records for

employees to insure compliance with personnel policy. Prepares documentation and provides orientation to departments on proper procedures and practices

of federal, state and city requirements for processing human resource transactions and correspondence.

Bachelor's degree or Associates degree with at least five (5) years experience; or High School diploma with ten (10) years of increasing responsible experience

directly related to human resource function. Valid driver's license is required.



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HR ANALYST I Good 35,840 46,257 56,674 260STATE OF MARYLAND 58.1% 2080 35,840 46,257 56,674

HR BENEFITS MANAGER Good 43,222 57,023 70,824 260WORCESTER COUNTY, MD 63.9% 2080 43,222 57,023 70,824

HUMAN RESOURCES ANALYST I Good 44,792 55,990 67,188 260CITY OF VIRGINIA BEACH, VA 50.0% 2080 44,792 55,990 67,188

PERSONNEL ANALYST I Good 44,801 58,326 71,850 260ANNE ARUNDEL COUNTY, MD 60.4% 2080 44,801 58,326 71,850

EMPLOYEE BENEFITS ADMINISTRATOR Good 45,308 50,239 55,169 260CITY OF WILMINGTON, DE 21.8% 2080 45,308 50,239 55,169

Average 42,793 53,567 64,34150.8%42,793 53,567 64,341

47,436 66,016 84,597 260TOWN OF OCEAN CITY, MD 78.3% 47,436 66,016 84,5972080HUMAN RESOURCES ANALYST

4,643$ Difference

% Difference 9.8%

12,449

18.9%

20,255

23.9%


5.C.b

Packet P

g. 67



MAINTENANCE WORKER (PW/MAINT)

Operates motor vehicles up to ten tons including bobcat, street broom, power saw, light tractor, jackhammer, four-wheel drive, and litter gitter and combination

high pressure jet vac line cleaner, and hot water steamer. Paints street curbs, buildings, etc. Shovels snow and salts/sands sidewalks and roads and city

buildings. Digs and cleans out storm drains, catch basins, culverts and curbs. Cleans beach and city streets of debris. Installs road signs and parking meters.

Repairs decking on boardwalks. Assists in all city special events.

High school diploma or general education degree (GED) with one (1) year of satisfactory paid employment in the operation of automotive farm equipment or

trucks, or equipment used in this position. Must have experience with vehicles using pedal operated clutch and four speed manual selection, non-synchromesh

transmission or equivalent combination of education and experience. Valid driver's license is required.



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MAINTENANCE WORKER Good 34,195 260TOWN OF BERLIN, MD 2080

MAINTENANCE WORKER Good 20,623 29,405 38,187 260WICOMICO COUNTY, MD 85.2% 2080 20,623 29,405 38,187

MAINTENANCE WORKER Good 23,571 28,875 34,178 260CITY OF VIRGINIA BEACH, VA 45.0% 2080 23,571 28,875 34,178

ROADS WORKER (II,III & IV) Good 25,272 35,464 45,656 260WORCESTER COUNTY, MD 80.7% 2080 25,272 35,464 45,656

MAINTENANCE WORKER I Good 25,854 31,928 38,002 260ANNE ARUNDEL COUNTY, MD 47.0% 2080 25,854 31,928 38,002

PARK MAINTENANCE WORKER Good 25,935 33,825 41,714 260CITY OF SALISBURY, MD 60.8% 2080 25,935 33,825 41,714

MAINTENANCE WORKER I Good 27,542 31,569 35,596 260KENT COUNTY, DE 29.2% 2080 27,542 31,569 35,596

MAINTENANCE WORKER Good 27,934 34,112 40,290 260PENINSULA REGIONAL MEDIC 44.2% 2080 27,934 34,112 40,290

EQUIPMENT OPERATOR II Good 28,475 31,481 34,486 260CITY OF WILMINGTON, DE 21.1% 2080 28,475 31,481 34,486

PW MAINTENANCE WORKER I Good 30,126 39,164 48,202 260CITY OF ANNAPOLIS, MD 60.0% 2080 30,126 39,164 48,202

MAINTENANCE WORKER I Good 32,114 41,748 51,382 260CITY OF GAITHERSBURG, MD 60.0% 2080 32,114 41,748 51,382

MAINTENANCE WORKER Good 34,988 42,364 49,740 260CITY OF ROCKVILLE, MD 42.2% 2080 34,988 42,364 49,740

Average 27,494 34,539 41,58534,19552.3%27,494 34,539 41,585

24,933 34,009 43,085 260TOWN OF OCEAN CITY, MD 72.8% 24,933 34,009 43,0852080MAINTENANCE WORKER (PW/MAINT)

-2,561$ Difference

% Difference -10.3%

-531

-1.6%

1,500

3.5%


5.C.b

Packet P

g. 68



NETWORK SPECIALIST

Backs up and restores operation of converged network resources. Monitors virus and spam protection of converged network resources. Performs upgrades of

converged network resources at direction of Network Manager. Participates in support of LAN users including but not limited to addition of new users, user ID's

passwords, and converged network security in accordance with pre-established standards. Installs network printers. Maintains IP address assignment.

Assists Network Manager with installation, troubleshooting, configuration of converged network equipment and resources.

Associate's degree (A.A.) or equivalent from two-year college or technical school; or six (6) months to one (1) year related experience and/or training; or

equivalent combination of education and experience. One or more certifications preferred: Network +, Novell CNA, Microsoft MCP.



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IT TECHNICAL SUPPORT SPECIALIST Good 43,153 56,020 68,887 260STATE OF MARYLAND 59.6% 2080 43,153 56,020 68,887

INFORMATION HELP DESK ENGINEER Good 45,308 50,239 55,169 260CITY OF WILMINGTON, DE 21.8% 2080 45,308 50,239 55,169

IT SUPPORT ASSOCIATE Good 45,483 60,243 75,002 260SALISBURY UNIVERSITY 64.9% 2080 45,483 60,243 75,002

NETWORK SPECIALIST Good 46,173 52,954 59,735 260KENT COUNTY, DE 29.4% 2080 46,173 52,954 59,735

NETWORK SUPPORT SPECIALIST Good 49,504 61,880 74,256 260PENINSULA REGIONAL MEDIC 50.0% 2080 49,504 61,880 74,256

NETWORK AND PC SUPPORT SPECIALIST Good 51,592 67,552 83,511 260CITY OF ROCKVILLE, MD 61.9% 2080 51,592 67,552 83,511

NETWORK OPERATIONS SPECIALIST I Good 52,384 68,099 83,814 260CITY OF GAITHERSBURG, MD 60.0% 2080 52,384 68,099 83,814

IT SPECIALIST Good 55,000 65,000 75,000 260WORCESTER COUNTY, MD 36.4% 2080 55,000 65,000 75,000

NETWORK SPECIALIST Good 55,674 72,376 89,077 260CITY OF BOWIE, MD 60.0% 1950 59,386 77,201 95,015

Average 49,776 62,132 74,48849.3%49,363 61,596 73,828

43,771 60,763 77,754 260TOWN OF OCEAN CITY, MD 77.6% 43,771 60,763 77,7542080NETWORK SPECIALIST

-6,005$ Difference

% Difference -13.7%

-1,369

-2.3%

3,267

4.2%


5.C.b

Packet P

g. 69



OFFICE ASSOCIATE III

Performs routine typing and general clerical tasks in a department. Receives, makes and places telephone calls; answers inquiries pertaining to assigned

scope of work. Maintains records and files; establishes and maintains system of keeping track of requested actions and reports. Types letters, schedules,

tables, statements, reports, forms, memoranda, and other material from copy, rough draft or other equipment where accuracy and speed are essential. May

compose routine letters and other nontechnical correspondence. Checks invoices, statements, mailing lists, and other records.

High school diploma or general education degree (GED) with courses supplemented in office practices and business English plus two (2) years appropriate

experience; or equivalent combination of education and experience. Valid driver's license is required.



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OFFICE ASSOCIATE III Good 25,935 33,825 41,714 260CITY OF SALISBURY, MD 60.8% 2080 25,935 33,825 41,714

CLERK III Good 26,018 31,872 37,726 260CITY OF VIRGINIA BEACH, VA 45.0% 2080 26,018 31,872 37,726

EXECUTIVE OFFICE ASSOCIATE Good 27,875 39,717 51,558 260WICOMICO COUNTY, MD 85.0% 2080 27,875 39,717 51,558

OFFICE ASSISTANT III Good 29,245 38,584 47,923 260WORCESTER COUNTY, MD 63.9% 2080 29,245 38,584 47,923

OFFICE ASSISTANT III Good 29,378 31,629 33,879 260CITY OF BALTIMORE, MD 15.3% 2080 29,378 31,629 33,879

OFFICE SECRETARY III Good 29,874 38,324 46,774 260STATE OF MARYLAND 56.6% 2080 29,874 38,324 46,774

ADMINISTRATIVE SPECIALIST III Good 29,931 39,811 49,691 260FREDERICK COUNTY, MD 66.0% 2080 29,931 39,811 49,691

ADMINISTRATIVE CLERK II Good 30,735 36,225 41,714 260CITY OF WILMINGTON, DE 35.7% 2080 30,735 36,225 41,714

OFFICE ASSOCIATE III Good 32,386 42,101 51,817 260CITY OF ANNAPOLIS, MD 60.0% 2080 32,386 42,101 51,817

OFFICE SUPPORT SPECIALIST Good 33,306 43,368 53,430 260ANNE ARUNDEL COUNTY, MD 60.4% 2080 33,306 43,368 53,430

SENIOR SECRETARY Good 35,621 40,860 46,099 260KENT COUNTY, DE 29.4% 2080 35,621 40,860 46,099

ADMINISTRATIVE ASSISTANT III Good 37,181 48,336 59,490 260CITY OF GAITHERSBURG, MD 60.0% 2080 37,181 48,336 59,490

SECRETARY III Good 40,424 52,929 65,433 260CITY OF ROCKVILLE, MD 61.9% 2080 40,424 52,929 65,433

Average 31,378 39,814 48,25053.8%31,378 39,814 48,250

27,020 36,948 46,876 260TOWN OF OCEAN CITY, MD 73.5% 27,020 36,948 46,8762080OFFICE ASSOCIATE III

-4,358$ Difference

% Difference -16.1%

-2,866

-7.8%

-1,374

-2.9%


5.C.b

Packet P

g. 70



POLICE CAPTAIN

Directs the operation of a major unit of the Department; does related work as required. This is a command and management level position in police work.

Plans, directs, supervises, coordinates, and evaluates activities of assigned officers and employees. Performs administrative, supervisory, preventive and

enforcement tasks assigned. Identifies objectives, problems and concerns and initiates activities to address each. Plans bureau, and/or division activities and

prepares and implements a budget accordingly. Serves as a representative for the Chief of Police before the public and other agencies and organizations.

Bachelor's degree (B. A.) from four-year college or university, with a concentration or major in business or public administration, management, law enforcement,

the social behavioral sciences, or related fields is preferred; or one (1) year experience at the level of police lieutenant; or an equivalent combination of

education and experience is qualifying for this position. Graduation from both the supervisory and administrative courses mandated by the State Police

Training Commission or equivalent and approved courses is required. Certificate of basic law enforcement training as issued by the State Police and

Correctional Training Commission. Valid driver's license is required. Certificate in Crash Injury Management for Law Enforcement Officers is required.



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POLICE CAPTAIN Good 61,054 78,326 95,598 260CITY OF SALISBURY, MD 56.6% 2080 61,054 78,326 95,598

DEPUTY SHERIFF/CAPTAIN Good 69,216 90,848 112,480 260WICOMICO COUNTY, MD 62.5% 2080 69,216 90,848 112,480

POLICE CAPTAIN Good 71,234 99,946 128,657 260ANNE ARUNDEL COUNTY, MD 80.6% 2080 71,234 99,946 128,657

MSP CAPTAIN Good 72,122 98,524 124,925 260MARYLAND STATE POLICE 73.2% 2080 72,122 98,524 124,925

POLICE CAPTAIN Good 76,457 94,393 112,330 260CITY OF ANNAPOLIS, MD 46.9% 2080 76,457 94,393 112,330

OPERATIONS OFFICER Good 80,000 90,000 100,000 260WORCESTER COUNTY, MD 25.0% 2080 80,000 90,000 100,000

POLICE CAPTAIN Good 87,347 109,179 131,010 260CITY OF BOWIE, MD 50.0% 2080 87,347 109,179 131,010

CAPTAIN Good 95,138 98,984 102,829 260CITY OF WILMINGTON, DE 8.1% 2080 95,138 98,984 102,829

POLICE CAPTAIN Good 99,713 102,765 105,816 260CITY OF DOVER, DE 6.1% 2080 99,713 102,765 105,816

Average 79,142 95,885 112,62745.4%79,142 95,885 112,627

115,484 120,244 125,004 260TOWN OF OCEAN CITY, MD 8.2% 115,484 120,244 125,0042080POLICE CAPTAIN

36,342$ Difference

% Difference 31.5%

24,359

20.3%

12,377

9.9%


5.C.b

Packet P

g. 71



POLICE CORPORAL

Performs highly responsible police work requiring sworn status to maintain public peace, protection of life and property, enforce laws, and conduct complex

investigations with no supervision. Serves as first line superviser of a group of police cadets/police officers/police officers first class or other civilian employees

on an assigned shift, section or unit of a division. Assists police officers/police officers first class and others in the detection and investigation of offenses and

other irregularities. Apprehends offenders and assists in their prosecution when required. Assists in the submission of supervisory reports as required to

include performance evaluations, employee payroll, overtime, schedules, and statistical reports.

Thirty (30) college level semester hours in law enforcement, social and behavioral science or related fields desired. Must have a minimum of two (2) years

experience as a police officer first class. Valid driver’s license is required. Certificate of graduation from an accredited police academy that meets State Police

and Correctional Training Commissions approval. Completion of a first line supervisory training course approved by the State Police and Correctional Training

Commissions within the first year of appointment to this position.



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POLICE CORPORAL Good 50,440 260TOWN OF BERLIN, MD 2080

POLICE CORPORAL Good 45,725 58,334 70,942 260CITY OF SALISBURY, MD 55.1% 2080 45,725 58,334 70,942

POLICE CORPORAL Good 46,368 67,607 88,846 260ANNE ARUNDEL COUNTY, MD 91.6% 2080 46,368 67,607 88,846

DEPUTY SHERIFF/CORPORAL Good 47,847 63,324 78,801 260WICOMICO COUNTY, MD 64.7% 2080 47,847 63,324 78,801

CORPORAL Good 50,045 66,020 81,994 260WORCESTER COUNTY, MD 63.8% 2080 50,045 66,020 81,994

MSP CORPORAL Good 50,564 70,775 90,985 260MARYLAND STATE POLICE 79.9% 2080 50,564 70,775 90,985

POLICE CORPORAL Good 54,322 70,619 86,915 260CITY OF ANNAPOLIS, MD 60.0% 2080 54,322 70,619 86,915

POLICE CORPORAL Good 55,977 74,880 93,782 260CITY OF ROCKVILLE, MD 67.5% 2080 55,977 74,880 93,782

POLICE CORPORAL Good 60,531 75,664 90,797 260CITY OF BOWIE, MD 50.0% 2080 60,531 75,664 90,797

POLICE CORPORAL Good 63,198 80,712 98,225 260CITY OF GAITHERSBURG, MD 55.4% 2080 63,198 80,712 98,225

CORPORAL (ENTRY, SENIOR AND MASTE Good 64,485 69,082 73,679 260CITY OF WILMINGTON, DE 14.3% 2080 64,485 69,082 73,679

POLICE CORPORAL Good 65,295 70,406 75,517 260CITY OF DOVER, DE 15.7% 2080 65,295 70,406 75,517

Average 54,942 69,765 84,58950,44056.2%54,942 69,765 84,589

56,614 67,056 77,497 260TOWN OF OCEAN CITY, MD 36.9% 56,614 67,056 77,4972080POLICE CORPORAL

1,672$ Difference

% Difference 3.0%

-2,710

-4.0%

-7,092

-9.2%


5.C.b

Packet P

g. 72



POLICE CUSTODY OFFICER

Assists in the processing and court appearances of prisoners to include fingerprinting, property retention, DNA collection and R.M.S./J.M.S. data entry.

Maintains an accurate account of persons and property in the custody of the Department from time of entry into the Public Safety Building until release from

custody. Transports arrestees from the point of arrest to the Public Safety Building for processing purposes associated with initial appearances. Transports

prisoners held for confinement by a District Court Commissioner or Judge of the District Court to the County Jail. Completes police reports on minor crimes and

miscellaneous incidents through “walk-in” complaints and/or the Telephone Reporting Unit. Provides assistance to citizens who respond to the Public Safety

Building. Answers emergency and non-emergency telephone calls and directs calls to the appropriate extension. Maintains and enters data to the Sex

Offender Registry. Directs miscellaneous maintenance work on the facility, equipment and vehicles by Public Safety Aides.

High school diploma or general education degree (GED). Minimum one (1) year of service as an City Police Department Public Safety Aide and successfully

complete the State P.C.T.C. Entrance Level for Jail and Correctional Officers Training. Must be at least twenty-one (21) years of age. Must have a valid driver’s

license. Must complete the State P.C.T.C. Correctional Officer Training for certification. Must have an acceptable criminal record and be able to meet all the

criteria set by the State P.C.T.C. concerning psychological examinations, prior drug usage, and polygraph examinations.



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CORRECTIONAL OFFICER I Good 27,875 39,717 51,558 260WICOMICO COUNTY, MD 85.0% 2080 27,875 39,717 51,558

CORRECTIONAL OFFICER I Good 33,715 43,419 53,123 260STATE OF MARYLAND 57.6% 2080 33,715 43,419 53,123

CORRECTIONAL OFFICER Good 37,336 47,424 57,512 260FREDERICK COUNTY, MD 54.0% 2080 37,336 47,424 57,512

DETENTION OFFICER Good 40,376 54,917 69,458 260ANNE ARUNDEL COUNTY, MD 72.0% 2080 40,376 54,917 69,458

Average 34,826 46,369 57,91367.1%34,826 46,369 57,913

31,734 42,841 53,947 260TOWN OF OCEAN CITY, MD 70.0% 31,734 42,841 53,9472080POLICE CUSTODY OFFICER

-3,092$ Difference

% Difference -9.7%

-3,529

-8.2%

-3,965

-7.4%


5.C.b

Packet P

g. 73



POLICE LIEUTENANT

Assumes responsibility for directing personnel, including first-level supervisors, and may direct administrative operations within the department. Assumes the

administrative and managerial responsibility of the police captain in his/her absence. Plans, coordinates, manages, controls, and evaluates the work of a

functioning unit and its personnel. Addresses public concerns, mediates and resolves problems as a departmental representative.

A minimum of an Associate’s Degree in law enforcement or a related field is desired. Must have completed the entrance level and yearly in-service training as

mandated by the State Police and Correctional Training Commissions. An equivalent combination of education and experience is acceptable upon approval. A

non-probationary employee with the educational requirements for the job classification of “police sergeant”. Must have a minimum of two (2) years experience

as a “police sergeant” with this agency. Valid driver’s license is required. Certificate of graduation from an accredited police academy that meets State Police

and Correctional Training Commissions approval. Must attend an administrator training course approved by the State Police and Correctional Training

Commissions within the first year of appointment to this position



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POLICE LIEUTENANT Good 64,605 260TOWN OF BERLIN, MD 2080

POLICE LIEUTENANT Good 54,923 70,330 85,736 260CITY OF SALISBURY, MD 56.1% 2080 54,923 70,330 85,736

LIEUTENANT Good 57,928 76,430 94,931 260WORCESTER COUNTY, MD 63.9% 2080 57,928 76,430 94,931

POLICE LIEUTENANT Good 62,872 88,213 113,554 260ANNE ARUNDEL COUNTY, MD 80.6% 2080 62,872 88,213 113,554

DEPUTY SHERIFF/LIEUTENANT Good 64,620 84,801 104,981 260WICOMICO COUNTY, MD 62.5% 2080 64,620 84,801 104,981

POLICE LIEUTENANT Good 66,161 86,009 105,857 260CITY OF ANNAPOLIS, MD 60.0% 2080 66,161 86,009 105,857

MSP LIEUTENANT Good 67,403 92,077 116,750 260MARYLAND STATE POLICE 73.2% 2080 67,403 92,077 116,750

POLICE LIEUTENANT Good 70,572 94,403 118,233 260CITY OF ROCKVILLE, MD 67.5% 2080 70,572 94,403 118,233

POLICE LIEUTENANT Good 73,634 98,717 123,799 260CITY OF GAITHERSBURG, MD 68.1% 2080 73,634 98,717 123,799

POLICE LIEUTENANT Good 74,973 89,665 104,357 260CITY OF BALTIMORE, MD 39.2% 2080 74,973 89,665 104,357

POLICE LIEUTENANT Good 78,335 97,919 117,503 260CITY OF BOWIE, MD 50.0% 2080 78,335 97,919 117,503

LIEUTENANT (ENTRY AND SENIOR) Good 81,965 85,326 88,686 260CITY OF WILMINGTON, DE 8.2% 2080 81,965 85,326 88,686

POLICE LIEUTENANT Good 88,503 92,872 97,241 260CITY OF DOVER, DE 9.9% 2080 88,503 92,872 97,241

Average 70,157 88,063 105,96964,60553.3%70,157 88,063 105,969

98,677 103,812 108,948 260TOWN OF OCEAN CITY, MD 10.4% 98,677 103,812 108,9482080POLICE LIEUTENANT

28,520$ Difference

% Difference 28.9%

15,749

15.2%

2,979

2.7%


5.C.b

Packet P

g. 74



POLICE OFFICER

Patrols an assigned sector being alert to unusual circumstances and initiating crime prevention and community service activities. Investigates unusual

occurrences and reports findings. Serves as a witness in various law courts. Checks businesses to prevent criminal activity and maintains order in areas

where the public congregates. Responds to calls for service of both criminal and noncriminal nature. Enforces State laws and City ordinances. Prevents and

detects criminal acts. Prepares detailed reports for those activities, which must meet prescribed standards. Protects crime scenes and investigates criminal

offenses. Transports apprehended individuals in accordance with departmental regulations. Enforces traffic regulations and investigates vehicular collisions;

assures proper flow of traffic. Prepares reports as required.

High school diploma or general education degree (GED); or six (6) months to one (1) year related experience and/or training; or an equivalent combination of

education and experience. Completion of minimum standards course as required by state Police Training Commission. A valid driver's license or must be able

to obtain a driver's license within thirty (30) days of appointment. Must have an acceptable police record. Individual will be required to maintain proficiency

and certification in police work through annual in-service training. State Police Training Certification; Firearms Certification; Defensive Tactics Certification;

NHTSA certification for field sobriety tasks.



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POLICE OFFICER Good 43,056 260TOWN OF BERLIN, MD 2080

POLICE OFFICER I Good 34,538 43,450 52,362 260STATE OF MARYLAND 51.6% 2080 34,538 43,450 52,362

POLICE OFFICER Good 39,026 49,597 60,167 260CITY OF SALISBURY, MD 54.2% 2080 39,026 49,597 60,167

DEPUTY SHERIFF Good 41,808 55,121 68,433 260WICOMICO COUNTY, MD 63.7% 2080 41,808 55,121 68,433

POLICE OFFICER Good 42,870 62,507 82,143 260ANNE ARUNDEL COUNTY, MD 91.6% 2080 42,870 62,507 82,143

MSP TROOPER Good 44,124 61,756 79,387 260MARYLAND STATE POLICE 79.9% 2080 44,124 61,756 79,387

POLICE OFFICER Good 44,573 52,408 60,242 260CITY OF WILMINGTON, DE 35.2% 2080 44,573 52,408 60,242

DEPUTY SHERIFF FIRST CLASS Good 45,406 59,894 74,381 260WORCESTER COUNTY, MD 63.8% 2080 45,406 59,894 74,381

PATROLMAN Good 45,999 49,299 52,599 260CITY OF DOVER, DE 14.3% 2080 45,999 49,299 52,599

POLICE OFFICER Good 46,199 62,666 79,133 260CITY OF BALTIMORE, MD 71.3% 2080 46,199 62,666 79,133

POLICE OFFICER Good 47,006 61,107 75,209 260CITY OF ANNAPOLIS, MD 60.0% 2080 47,006 61,107 75,209

POLICE OFFICER Good 47,476 59,345 71,214 260CITY OF BOWIE, MD 50.0% 2080 47,476 59,345 71,214

POLICE OFFICER Good 48,355 63,314 78,272 260CITY OF ROCKVILLE, MD 61.9% 2080 48,355 63,314 78,272

POLICE OFFICER I Good 54,593 69,723 84,852 260CITY OF GAITHERSBURG, MD 55.4% 2080 54,593 69,723 84,852

Average 44,767 57,706 70,64643,05657.9%44,767 57,706 70,646

40,304 53,683 67,061 260TOWN OF OCEAN CITY, MD 66.4% 40,304 53,683 67,0612080POLICE OFFICER

-4,463$ Difference

% Difference -11.1%

-4,024

-7.5%

-3,585

-5.3%


5.C.b

Packet P

g. 75



POLICE RECORDS TECHNICIAN

Performs law enforcement related data entry specific to municipal enforcement and service related activities. Perform routine and non-routine clerical

duties/procedures related to the processing of parking fines and vehicle tows as well as customer service inquires related to payments of fines and report

processing. Maintains and disseminates criminal history information in compliance with Federal and State regulations. Processes and distributes forms and

records to appropriate parties; maintains logs and other records of operations; and tracks the status of processing operations.

Graduate from an accredited high school or General Education Degree (GED) with a proficiency in the understanding and use of office related software

packages to include Microsoft Word, Excel, Access, and PowerPoint. An Associate's Degree from a college and/or technical school as well as one year of

general clerical experience is preferred. Must be able to successfully complete training/ attain certifications specific to the job task associated with UCR,

MILES/NCIC, and FOIA. Must have an acceptable criminal history record and be able to meet all the background criteria set by Department to include

successful completion of a polygraph examination. Valid driver's license is required.



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POLICE RECORDS TECHNICIAN Good 37,336 260TOWN OF BERLIN, MD 2080

POLICE RECORDS TECHNICIAN Good 20,623 29,405 38,187 260WICOMICO COUNTY, MD 85.2% 2080 20,623 29,405 38,187

SECRETARY/RECORDS CLERK Good 25,935 33,825 41,714 260CITY OF SALISBURY, MD 60.8% 2080 25,935 33,825 41,714

POLICE RECORDS SPECIALIST Good 29,797 34,297 38,796 260CITY OF WILMINGTON, DE 30.2% 2080 29,797 34,297 38,796

BOOKING OFFICER/CORRECTIONAL REC Good 31,720 40,165 48,610 260ANNE ARUNDEL COUNTY, MD 53.2% 2080 31,720 40,165 48,610

POLICE RECORDS SPECIALIST Good 33,033 42,809 52,584 260CITY OF ANNAPOLIS, MD 59.2% 1820 37,753 48,924 60,095

Average 29,166 37,323 45,48037,33657.7%28,222 36,100 43,978

27,020 36,948 46,876 260TOWN OF OCEAN CITY, MD 73.5% 27,020 36,948 46,8762080POLICE RECORDS TECHNICIAN

-2,145$ Difference

% Difference -7.9%

-375

-1.0%

1,395

3.0%


5.C.b

Packet P

g. 76



POLICE SERGEANT

Exercises first-line supervision over a group of assigned officers/employees. Renders assistance to officers and members of the public. Performs basic police

tasks and first-line supervisory functions. Submits supervisory reports as required. Applies basic principles of supervision, including performance evaluations,

discipline, problem identification, problem solving, and scheduling. Address public concerns and mediates and resolves problems as a representative of the

Department. Oversees the recruitment, hiring, and training of the seasonal officers; including the supervision of the acting full-time rank.

High school diploma or general education degree (GED) plus two (2) years police officer experience upon completion of minimum standards course. Thirty (30)

college level semester hours in law enforcement, social and behavior science or related fields. Valid State minimum standards certificate issued by the State

Police Training Commission is required. Valid driver's license is required.



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POLICE OFFICER SERGEANT DGS Good 41,511 52,530 63,549 260STATE OF MARYLAND 53.1% 2080 41,511 52,530 63,549

POLICE SERGEANT Good 49,699 63,517 77,334 260CITY OF SALISBURY, MD 55.6% 2080 49,699 63,517 77,334

DEPUTY SHERIFF/SERGEANT Good 51,344 67,937 84,529 260WICOMICO COUNTY, MD 64.6% 2080 51,344 67,937 84,529

MSP SERGEANT Good 54,104 75,731 97,358 260MARYLAND STATE POLICE 79.9% 2080 54,104 75,731 97,358

SERGEANT Good 55,162 72,790 90,418 260WORCESTER COUNTY, MD 63.9% 2080 55,162 72,790 90,418

POLICE SERGEANT Good 56,441 79,190 101,939 260ANNE ARUNDEL COUNTY, MD 80.6% 2080 56,441 79,190 101,939

POLICE SERGEANT Good 58,396 75,914 93,432 260CITY OF ANNAPOLIS, MD 60.0% 2080 58,396 75,914 93,432

POLICE SERGEANT Good 61,715 82,555 103,394 260CITY OF ROCKVILLE, MD 67.5% 2080 61,715 82,555 103,394

POLICE SERGEANT Good 65,958 78,880 91,801 260CITY OF BALTIMORE, MD 39.2% 2080 65,958 78,880 91,801

POLICE SERGEANT Good 68,840 86,051 103,261 260CITY OF BOWIE, MD 50.0% 2080 68,840 86,051 103,261

POLICE SERGEANT Good 69,518 88,783 108,048 260CITY OF GAITHERSBURG, MD 55.4% 2080 69,518 88,783 108,048

POLICE SERGEANT Good 74,255 81,907 89,559 260CITY OF DOVER, DE 20.6% 2080 74,255 81,907 89,559

SERGEANT (ENTRY AND MASTER) Good 74,897 78,415 81,933 260CITY OF WILMINGTON, DE 9.4% 2080 74,897 78,415 81,933

Average 60,142 75,708 91,27353.8%60,142 75,708 91,273

67,099 75,204 83,309 260TOWN OF OCEAN CITY, MD 24.2% 67,099 75,204 83,3092080POLICE SERGEANT

6,957$ Difference

% Difference 10.4%

-503

-0.7%

-7,964

-9.6%


5.C.b

Packet P

g. 77



PUBLIC WORKS CHIEF DEPUTY DIRECTOR

Prepares the proposal or plan to establish time frame, funding limitations, procedures for accomplishing the goals/objectives, staffing requirements, and

allotment of available resources to various phases of effort. Establishes work plan and staffing requirements for each phase of the goals/objectives and

arranges for allocation and assignment of personnel and equipment. Confers with staff to outline work plan and to assign duties, responsibilities, and scope of

authority. Directs and coordinates activities of personnel to ensure progress is on schedule and within prescribed budget. Prepares status reports and

modifies schedules or plans as required. Prepares reports for management, client, or others. Confers with personnel to provide technical advice and to resolve

problems. Coordinates departmental activities with activities of other governmental departments.

A.A. in Construction Management or Civil Engineering with fifteen (15) years of experience in those specific fields, seven (7) years of which must be in an

increasingly responsible supervisory capacity; or B.S. in Construction Management or Civil Engineering with ten (10) years’ experience in those specific fields,

five (5) years of which must be in an increasingly responsible supervisory capacity. Valid driver's License is required. Licensing as a Professional Engineer (P.E.)

is desirable but not mandatory.



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PUBLIC WORKS SUPERINTENDANT Good 59,155 59,155 260TOWN OF BERLIN, MD 2080 59,155

DEPUTY DIRECTOR PUBLIC WORKS Good 56,657 84,986 113,314 260WICOMICO COUNTY, MD 100.0% 2080 56,657 84,986 113,314

DEPUTY DIRECTOR - ENGINEERING (PUB Good 65,309 85,177 105,045 260CITY OF SALISBURY, MD 60.8% 2080 65,309 85,177 105,045

ASSISTANT CHIEF, DIVISION OF UTILITIE Good 68,200 88,650 109,100 260CITY OF BALTIMORE, MD 60.0% 2080 68,200 88,650 109,100

DEPUTY COMMISSIONER OF PUBLIC WO Good 68,689 89,638 110,587 260CITY OF WILMINGTON, DE 61.0% 2080 68,689 89,638 110,587

ASSISTANT DIRECTOR OF PUBLIC WORKS Good 71,031 81,484 91,937 260KENT COUNTY, DE 29.4% 2080 71,031 81,484 91,937

ASSISTANT DIRECTOR, PUBLIC WORKS Good 76,966 100,056 123,145 260CITY OF BOWIE, MD 60.0% 1950 82,097 106,726 131,355

DEPUTY DIRECTOR, PUBLIC WORKS Good 83,061 113,259 143,457 260ANNE ARUNDEL COUNTY, MD 72.7% 2080 83,061 113,259 143,457

PUBLIC WORKS OPERATIONS DIVISION C Good 85,347 110,951 136,555 260CITY OF GAITHERSBURG, MD 60.0% 2080 85,347 110,951 136,555

DEPUTY DIRECTOR OF UTILITIES Good 92,652 121,313 149,974 260CITY OF ROCKVILLE, MD 61.9% 2080 92,652 121,313 149,974

PUBLIC WORKS CHIEF DEPUTY DIRECTO Good 110,000 122,500 135,000 260WORCESTER COUNTY, MD 22.7% 2080 110,000 122,500 135,000

Average 78,304 96,713 122,63259,15558.9%77,791 96,106 121,811

70,907 99,940 128,972 260TOWN OF OCEAN CITY, MD 81.9% 70,907 99,940 128,9722080PUBLIC WORKS CHIEF DEPUTY DIRECTOR

-7,397$ Difference

% Difference -10.4%

3,227

3.2%

6,340

4.9%


5.C.b

Packet P

g. 78



RECREATION SUPERVISOR

Plans and develops recreational activities and services to meet needs in community. Assigns personnel to conduct activities or may personally conduct; fills in

as needed to make activities successful; coordinates activities into complete programs. Prepares/conducts studies of recreational needs; recommends

programs to fill needs; provides feasibility information for same. Evaluates and prepares reports on recreation programs; modifies and improves programs as

needed; speaks to community groups. Prepares budget requests; authorizes expenditures and negotiates contracts. Develops government funding proposals;

serves as technical advisor to other department personnel and provides technical assistance to other outside groups. Markets programs and department

operations; creates fliers and brochures; writes press releases; performs positive public relations.

Bachelor's degree (B. A.) from a four-year college or university; or two (2) to four (4) years related experience and/or training; or equivalent combination of

education and experience. Valid driver's license is required. Advanced first aid and CPR preferred. CPRP (Certified Parks & Recreation Professional)

designation preferred.



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RECREATION PROGRAM SUPERVISOR I Good 42,329 48,547 54,765 260KENT COUNTY, DE 29.4% 2080 42,329 48,547 54,765

RECREATION SUPERINTENDENT Good 45,000 52,500 60,000 260WORCESTER COUNTY, MD 33.3% 2080 45,000 52,500 60,000

RECREATION SUPERVISOR Good 50,060 65,078 80,096 260FREDERICK COUNTY, MD 60.0% 2080 50,060 65,078 80,096

RECREATION SUPERVISOR Good 51,950 69,747 87,543 260ANNE ARUNDEL COUNTY, MD 68.5% 2080 51,950 69,747 87,543

RECREATION PROGRAM SUPERVISOR Good 52,384 67,849 83,314 260CITY OF GAITHERSBURG, MD 59.0% 2080 52,384 67,849 83,314

SUPERINTENDENT OF RECREATION Good 52,953 68,737 84,520 260CITY OF WILMINGTON, DE 59.6% 2080 52,953 68,737 84,520

RECREATION PROGRAM SUPERVISOR Good 57,759 75,086 92,414 260CITY OF ANNAPOLIS, MD 60.0% 2080 57,759 75,086 92,414

RECREATION PROGRAM SUPERVISOR Good 62,710 82,110 101,509 260CITY OF ROCKVILLE, MD 61.9% 2080 62,710 82,110 101,509

Average 51,893 66,207 80,52054.0%51,893 66,207 80,520

40,390 55,927 71,465 260TOWN OF OCEAN CITY, MD 76.9% 40,390 55,927 71,4652080RECREATION SUPERVISOR

-11,503$ Difference

% Difference -28.5%

-10,279

-18.4%

-9,055

-12.7%


5.C.b

Packet P

g. 79



REVENUE SPECIALIST

Examines records such as bills, insurance claims, and electronic claims, explanation of benefits and related documents and correspondence. Converses or

corresponds with patient, and other personnel, such as Emergency Services Department, hospitals and medical center staff, insurance and Medicare

representatives to obtain facts regarding patient inquiry or complaint to process claims. Examines pertinent information to determine accuracy of patient

complaint and to determine responsibility for errors. Accepts payments at counter and by mail. Posts payments to patient accounts. Balances posting report

to cash received and prepares consolidated bank deposit. Determines patient balance if any, and continues billing process, flagging accounts in software

program.

One (1) year certificate from college or technical school; and/or training; or equivalent combination of education and experience.



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REVENUE SPECIALIST Good 23,456 33,428 43,399 260WICOMICO COUNTY, MD 85.0% 2080 23,456 33,428 43,399

REVENUE SPECIALIST I Good 33,715 43,419 53,123 260STATE OF MARYLAND 57.6% 2080 33,715 43,419 53,123

REVENUE AGENT III Good 38,625 47,316 56,006 260CITY OF VIRGINIA BEACH, VA 45.0% 2080 38,625 47,316 56,006

Average 31,932 41,387 50,84362.5%31,932 41,387 50,843

31,734 43,611 55,489 260TOWN OF OCEAN CITY, MD 74.9% 31,734 43,611 55,4892080REVENUE SPECIALIST

-198$ Difference

% Difference -0.6%

2,224

5.1%

4,646

8.4%


5.C.b

Packet P

g. 80



RISK/CLAIMS MANAGER

Provides insurance coverage in areas of need at the most economical costs through the selection of optimum combination of policies, extensions, deductibles,

limits, insurance brokers and markets. Provides effective safety, industrial health and loss prevention programs from each department. Makes periodic

inspections to insure that standards are maintained. Establishes effective department budgeting, manpower planning, training and development to accomplish

required objectives. Analyzes and classifies risks as to frequency and potential severity and measures financial impact of risk on company. Selects appropriate

technique to minimize loss such as avoidance, loss prevention and reduction, retention, grouping of exposure units and transfer. Prepares operational and risk

reports for management analysis. Directs loss prevention and safety programs. Selects and directs activities of safety, engineering and loss prevention experts.

Bachelor's degree from four-year college or university and five (5) years experience in risk management, insurance, occupational safety and health or related

subjects; or a minimum of four (4) years experience in workers compensation, claims management or multi-line claims management; or equivalent combination

of education and experience. Valid driver's license is required.



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DIRECTOR OF RISK MANAGEMENT AND E Good 59,063 76,782 94,501 260CITY OF WILMINGTON, DE 60.0% 2080 59,063 76,782 94,501

RISK MANAGER Good 60,369 78,479 96,589 260CITY OF BOWIE, MD 60.0% 1950 64,394 83,711 103,028

INSURANCE AND RISK FINANCE MANAG Good 63,300 82,250 101,200 260CITY OF BALTIMORE, MD 59.9% 2080 63,300 82,250 101,200

SAFETY AND RISK MANAGER Good 69,138 90,526 111,913 260CITY OF ROCKVILLE, MD 61.9% 2080 69,138 90,526 111,913

RISK MANAGEMENT ADMINISTRATOR Good 69,862 87,327 104,792 260CITY OF VIRGINIA BEACH, VA 50.0% 2080 69,862 87,327 104,792

Average 65,151 84,119 103,08758.3%64,346 83,073 101,799

65,430 91,985 118,541 260TOWN OF OCEAN CITY, MD 81.2% 65,430 91,985 118,5412080RISK/CLAIMS MANAGER

278$ Difference

% Difference 0.4%

7,866

8.6%

15,454

13.0%


5.C.b

Packet P

g. 81



SOLID WASTE MANAGER

Directs the general operation of all activities of the Solid Waste Division, plans and evaluates the work of personnel in the Division; establishes short and long

term goals and establishes policy for the Division. Plans various routes for solid waste removal; investigates complaints concerning waste removal procedures.

Inspects landfills periodically to assure efficiency and effectiveness of operation. Conducts periodic unannounced checks of equipment to assure cleanliness

and serviceability. Prepares performance reports on personnel immediately subordinate and prepares other reports as required.

Bachelor's degree (B. A.) from four-year college or university; or four (4) to six (6) years related experience and/or training; or equivalent combination of

education and experience. Valid driver's license is required.



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SANITATION SUPERINTENDENT Good 44,447 57,969 71,490 260CITY OF SALISBURY, MD 60.8% 2080 44,447 57,969 71,490

SOLID WASTE MANAGER Good 55,000 65,000 75,000 260WORCESTER COUNTY, MD 36.4% 2080 55,000 65,000 75,000

DEPUTY DIRECTOR SOLID WASTE Good 56,657 84,986 113,314 260WICOMICO COUNTY, MD 100.0% 2080 56,657 84,986 113,314

ASSISTANT CHIEF, SOLID WASTE DIVISIO Good 68,200 88,650 109,100 260CITY OF BALTIMORE, MD 60.0% 2080 68,200 88,650 109,100

MANAGER, SOLID WASTE OPERATIONS Good 69,872 93,808 117,743 260ANNE ARUNDEL COUNTY, MD 68.5% 2080 69,872 93,808 117,743

Average 58,835 78,082 97,32965.1%58,835 78,082 97,329

60,375 84,664 108,953 260TOWN OF OCEAN CITY, MD 80.5% 60,375 84,664 108,9532080SOLID WASTE MANAGER

1,540$ Difference

% Difference 2.6%

6,582

7.8%

11,624

10.7%


5.C.b

Packet P

g. 82



SOLID WASTE WORKER II

Operates front-end, automated, side-load and rear-load refuse trucks. May be required to learn how to operate roll-off truck. Performs preventive maintenance

reports on assigned vehicle. Transports trash and garbage to disposal sites/Transfer Station or Worcester County Landfill. Assists Solid Waste Worker I in

assigned duties; cleans trucks as needed.

High school diploma or general education degree (GED); or six (6) to eight (8) months related experience and/or training; or equivalent combination of

education and experience. Valid Class A or B Commercial Driver's License required with current DOT physical card.



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LANDFILL OPERATOR Good 27,872 36,764 45,656 260WORCESTER COUNTY, MD 63.8% 2080 27,872 36,764 45,656

SOLID WASTE TECHNICIAN Good 27,875 39,717 51,558 260WICOMICO COUNTY, MD 85.0% 2080 27,875 39,717 51,558

WASTE MANAGEMENT OPERATOR II Good 28,720 35,182 41,644 260CITY OF VIRGINIA BEACH, VA 45.0% 2080 28,720 35,182 41,644

SOLID WASTER DRIVER/COLLECTOR Good 36,536 47,496 58,455 260CITY OF BOWIE, MD 60.0% 2080 36,536 47,496 58,455

SOLID WASTER LEAD WORKER Good 36,616 38,986 41,355 260CITY OF BALTIMORE, MD 12.9% 2080 36,616 38,986 41,355

SANITATION OPERATOR Good 37,692 45,830 53,968 260CITY OF ROCKVILLE, MD 43.2% 2080 37,692 45,830 53,968

Average 32,552 40,662 48,77351.6%32,552 40,662 48,773

29,282 40,142 51,002 260TOWN OF OCEAN CITY, MD 74.2% 29,282 40,142 51,0022080SOLID WASTE WORKER II

-3,270$ Difference

% Difference -11.2%

-520

-1.3%

2,229

4.4%


5.C.b

Packet P

g. 83



SURF RESCUE TECHNICIAN (LIFEGUARD) (TEMPORARY)

Patrols the public beach area to monitor activities of beach patrons, to promote safety and to prevent illegal conduct. Educates the public, warns swimmers of

potential dangers, rescues distressed swimmers, responds to emergencies, administers first aid, reunites lost and found swimmers and enforces ordinances.

Observes activities in assigned area from tower or on foot, in vehicles or from boat to detect hazardous conditions such as swimmers in distress, disturbances,

or safety infractions. Cautions people against use of unsafe beach areas, prohibited activities or illegal conduct. Operates vehicles and boats as needed.

Previous experience as a lifeguard desirable. CPR & basic first aid certificates required.



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BEACH LIFEGUARD Good 4,294 75CITY OF VIRGINIA BEACH, VA 375 23,816

LIFEGUARD (REGULAR) Good 6,698 64REHOBOTH BEACH, MD 520 26,790

LIFEGUARD (SRT) Good 8,160 85TOWN OF BETHANY BEACH, D 680 24,960

Average 25,1896,384

11,264 100TOWN OF OCEAN CITY, MD 29,286800SURF RESCUE TECHNICIAN (LIFEGUARD) (TEMPOR

$ Difference

% Difference

4,098

14.0%


5.C.b

Packet P

g. 84



VEHICLE/EQUIPMENT TECHNICIAN II

Performs highly complex automotive repair work; does related work as required. This is a skilled mechanic's position at a certified level involved in the

maintenance and repair of gasoline and diesel equipment. Diagnoses and makes mechanical/electronic repairs on all sizes of gasoline and diesel equipment.

Uses electronic diagnostic equipment, traces out and repairs any vehicle system to include electrical/electronic, carburetor/fuel injection, hydraulic/pneumatic

heat and air conditioning and any other major repair which requires the experience of an accredited gasoline/diesel mechanic. Repairs diesel passenger

buses, fork lifts, street sweepers and off road equipment.

High school diploma or general education degree (GED), preferably in the vocational arts, completion of an apprenticeship in automotive mechanics and/or five

(5) years of practical experience certified by the National Institute of Automotive Services; five (5) years of repairing gasoline/diesel equipment at a master

level, or equivalent combination of education and experience. Valid Commercial Driver's License is required with appropriate endorsements. Refrigerant

Containment Licenses required .



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Duty

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Hours Min Mid Max


AUTO MECHANIC II Good 25,935 33,825 41,714 260CITY OF SALISBURY, MD 60.8% 2080 25,935 33,825 41,714

MECHANIC II Good 27,875 39,717 51,558 260WICOMICO COUNTY, MD 85.0% 2080 27,875 39,717 51,558

VEHICLE AND EQUIPMENT MECHANIC II Good 32,261 42,568 52,874 260WORCESTER COUNTY, MD 63.9% 2080 32,261 42,568 52,874

AUTOMOTIVE MECHANIC II Good 34,819 42,942 51,064 260ANNE ARUNDEL COUNTY, MD 46.7% 2080 34,819 42,942 51,064

AUTOMOTIVE SERVICES MECHANIC Good 37,199 49,270 61,341 260SALISBURY UNIVERSITY 64.9% 2080 37,199 49,270 61,341

VEHICLE EQUIPMENT TECHNICIAN I Good 38,106 49,525 60,944 260FREDERICK COUNTY, MD 59.9% 2080 38,106 49,525 60,944

FLEET MAINTENANCE TECHNICIAN II Good 46,493 60,442 74,390 260CITY OF ANNAPOLIS, MD 60.0% 2080 46,493 60,442 74,390

VEHICLE MAINTENANCE TECHNICIAN II Good 46,580 60,554 74,528 260CITY OF BOWIE, MD 60.0% 2080 46,580 60,554 74,528

Average 36,158 47,355 58,55262.6%36,158 47,355 58,552

37,269 51,477 65,685 260TOWN OF OCEAN CITY, MD 76.2% 37,269 51,477 65,6852080VEHICLE/EQUIPMENT TECHNICIAN II

1,111$ Difference

% Difference 3.0%

4,122

8.0%

7,134

10.9%


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WASTEWATER PLANT OPERATOR IV

Checks pumps, valves, electric motors, chlorinators, sulfonator chemical pumps, well pumps and other equipment. Reads meters and gauges and maintains

records of readings; conducts all required laboratory tests. Observes graphs, takes samples to check water quality, maintains operating logs and other required

records, takes inventory or materials and supplies and reports results to supervision. Mixes chemicals and changes chlorine and SO 2 cylinders; operates

headworks, flow equalization system, incinerators, oxygen generator, aeration basins, DAF units and solids handling processes. Prepares reports and generally

maintains and operates the plant in a neat and satisfactory manner; participates in the cleaning, preventive maintenance, grounds keeping and painting as

required.

High school diploma or general education degree (GED) with ten (10) years experience in the field of wastewater treatment. Education completed beyond

minimum requirements may be substituted for some experience. Recommend courses in water and wastewater technology at college level. Basic knowledge

of mechanics is required. Permanent Class 5 Wastewater Operator's license issued by the State is required. Valid driver's license is required.



MatchingTitle Match

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Hours Min Mid Max


WASTEWATER PLANT OPERATOR IV Good 31,346 260TOWN OF BERLIN, MD 2080

WASTEWATER PLANT OPERATOR IV Good 37,336 49,265 61,194 260WORCESTER COUNTY, MD 63.9% 2080 37,336 49,265 61,194

SENIOR WASTEWATER PLANT OPERATOR Good 38,397 47,404 56,410 260ANNE ARUNDEL COUNTY, MD 46.9% 2080 38,397 47,404 56,410

WWF PLANT OPERATOR IV Good 38,877 44,581 50,285 260KENT COUNTY, DE 29.3% 2080 38,877 44,581 50,285

WWTP OPERATOR IV Good 41,155 53,676 66,196 260CITY OF SALISBURY, MD 60.8% 2080 41,155 53,676 66,196

Average 38,941 48,731 58,52131,34650.3%38,941 48,731 58,521

34,390 47,381 60,372 260TOWN OF OCEAN CITY, MD 75.5% 34,390 47,381 60,3722080WASTEWATER PLANT OPERATOR IV

-4,551$ Difference

% Difference -13.2%

-1,350

-2.8%

1,851

3.1%


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WATER PLANT OPERATOR IV

Assumes operation of water plant under general supervision of the Superintendent or Asst. Superintendent. Checks pumps, valves, electric motors,

chlorinators, filters, chemical pumps, well pumps, and other equipment. Reads meters and gauges and maintains records of readings; conducts all required

laboratory tests. Adjusts chemicals to achieve optimal treatment processes. Observes graphs, takes samples to check water quality, maintains operating logs

and other required records, takes inventory of materials and supplies and reports results to the Superintendent or Asst. Superintendent. Mixes chemicals and

changes chlorine cylinders; supervises unlicensed and class III operators.

Associate's degree (A. A.) or equivalent from two-year college or technical school; or six (6) months to one (1) year related experience and/or training; or

equivalent combination of education and experience. Valid Driver's License is required. State Class IV Water Treatment License is required.



MatchingTitle Match

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WATER PLANT OPERATOR IV Good 36,421 260TOWN OF BERLIN, MD 2080

PLANT OPERATOR III Good 33,585 37,130 40,675 260CITY OF WILMINGTON, DE 21.1% 2080 33,585 37,130 40,675

WATER PLANT OPERATOR IV Good 37,336 49,265 61,194 260WORCESTER COUNTY, MD 63.9% 2080 37,336 49,265 61,194

SENIOR WATER PLANT OPERATOR Good 38,397 47,404 56,410 260ANNE ARUNDEL COUNTY, MD 46.9% 2080 38,397 47,404 56,410

WATER PLANT OPERATOR IV Good 46,494 60,442 74,390 260CITY OF ANNAPOLIS, MD 60.0% 2080 46,494 60,442 74,390

Average 38,953 48,560 58,16736,42148.0%38,953 48,560 58,167

40,390 55,927 71,465 260TOWN OF OCEAN CITY, MD 76.9% 40,390 55,927 71,4652080WATER PLANT OPERATOR IV

1,437$ Difference

% Difference 3.6%

7,367

13.2%

13,298

18.6%


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WEB GRAPHIC DESIGNER

Creates and maintains the various City's web pages. Develops artistic and graphic designs to attract internet visitors. Integrates video, animation, still images,

text and audio into an appealing graphical design of Web pages. Consults with technical and marketing staff to plan Web site development. Refreshes Web

site content to ensure accuracy and timeliness of information and images. Utilizes various graphical software tools and technologies to transform graphical

concepts into specific Web pages. Creates custom HTML applications for Web sites including database functions. Builds tables, frames, and forms, and writes

scripts within the browser. Communicates with other personnel regarding technical requirements of Web site and upcoming projects or events related to Web

site. Solicits feedback on Web pages produced from other departments. Makes changes to Web site/pages based on feedback from management and users.

Meets with other departments on projects, technical specifications, and deadlines.

Associate's degree (A. A.) or equivalent from two-year college or technical school recognized standing with major work in Internet technologies; or six (6) months

to one (1) year related experience and/or training; or equivalent combination of education and experience which provides the required knowledge, skills and

abilities. Valid driver's license is required.



MatchingTitle Match

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COMPUTER GRAPHICS SPECIALIST Good 31,728 47,592 63,456 260WICOMICO COUNTY, MD 100.0% 2080 31,728 47,592 63,456

WEBMASTER Good 39,235 49,829 60,422 260CITY OF WILMINGTON, DE 54.0% 2080 39,235 49,829 60,422

MULTIMEDIA GRAPHIC DESIGNER Good 42,635 52,227 61,820 260CITY OF VIRGINIA BEACH, VA 45.0% 2080 42,635 52,227 61,820

WEBMASTER Good 43,153 56,020 68,887 260STATE OF MARYLAND 59.6% 2080 43,153 56,020 68,887

Average 39,188 51,417 63,64664.7%39,188 51,417 63,646

43,772 60,763 77,754 260TOWN OF OCEAN CITY, MD 77.6% 43,772 60,763 77,7542080WEB GRAPHIC DESIGNER

4,584$ Difference

% Difference 10.5%

9,346

15.4%

14,108

18.1%


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Min Mid Max Start Avg Actual


Range

WidthMin Mid Max


Range

Width

Salary Survey Results for TOWN OF OCEAN CITY, MD MM EXECUTIVE TITLES 2014

EMERGENCY SERVICES DIRECTOR $64,350 $90,070 $114,476 $92,700 77.9% $70,907 $99,940 $128,972 81.9%9.2% 9.9% 11.2%

RECREATION/PARKS DIRECTOR $80,651 $104,115 $127,579 $67,320 58.2% $70,907 $99,940 $128,972 81.9%-13.7% -4.2% 1.1%

INFORMATION TECHNOLOGY DIRECTOR $82,503 $107,083 $131,663 $87,550 59.6% $70,907 $99,940 $128,972 81.9%-16.4% -7.1% -2.1%

HUMAN RESOURCES DIRECTOR $83,850 $110,329 $136,808 $74,106 63.2% $70,907 $99,940 $128,972 81.9%-18.3% -10.4% -6.1%

PUBLIC WORKS DIRECTOR $90,334 $116,303 $142,272 $118,131 57.5% $83,277 $117,974 $152,670 83.3%-8.5% 1.4% 6.8%

FINANCE ADMINISTRATOR $91,452 $118,011 $144,570 $92,150 58.1% $83,277 $117,974 $152,670 83.3%-9.8% 0.0% 5.3%

FIRE CHIEF $93,242 $120,111 $146,979 57.6% $75,866 $102,419 $128,972 70.0%-22.9% -17.3% -14.0%

CHIEF OF POLICE $94,564 $123,214 $151,864 $85,630 60.6% $132,504 $137,966 $143,427 8.2%28.6% 10.7% -5.9%

CITY MANAGER $107,420 $134,837 $162,255 $137,672 51.0% $97,805 $132,036 $166,268 70.0%-9.8% -2.1% 2.4%

$87,596 $113,786 $139,829 $94,407Survey Averages 60.41% $82,727 $110,385 $138,044

-5.89% -3.08% -1.29%

66.87%


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CHIEF OF POLICE

Directs and coordinates activities of governmental police department in accordance with authority delegated by Police Commission by performing the duties

personally or through subordinate supervisors. Promulgates rules and regulations for department as delegated by regulating code. Coordinates and

administers daily police activities. Coordinates internal investigation of members of department for alleged wrong doing. Suspends, reprimands, or demotes

members of force for infractions of rules and regulations or inefficiency. Directs activities of personnel engaged in preparing budget proposals, maintaining

police records, and recruiting staff.

Master's degree desired/Bachelor's degree required in criminal justice, public administration or related field with ten (10) years or more of progressively

responsible command experience or equivalent combination of education and experience. Completion of FBI National Academy or equivalent program

required. Must be certified police officer. Valid driver's license is required.



MatchingTitle Match ExemptMin Mid Max Avg Pay

Actual

PayRespondent

Range

Width


POLICE CHIEF Good $84,760TOWN OF BERLIN, MD

WORCESTER COUNTY SHERIFF Good $86,500WORCESTER COUNTY, MD

CHIEF OF POLICE Good $70,532 $91,990 $113,447 60.8%CITY OF SALISBURY, MD

CHIEF OF POLICE Good $74,071 $96,663 $119,254 61.0%CITY OF WILMINGTON, DE

CHIEF OF POLICE Good $75,332 $119,817 $164,301 118.1%SALISBURY UNIVERSITY

CHIEF OF POLICE Good $88,344 $113,611 $138,877 57.2%CITY OF DOVER, DE

CHIEF OF POLICE Good $89,438 $114,482 $139,526 56.0%CITY OF MYRTLE BEACH, SC

CHIEF OF POLICE Good $90,494 $117,642 $144,790 60.0%CITY OF BOWIE, MD

POLICE CHIEF Good $93,119 $121,055 $148,990 60.0%CITY OF ANNAPOLIS, MD

POLICE CHIEF Good $98,169 $131,397 $164,624 67.7%CITY OF RALEIGH, NC

CHIEF OF POLICE Good $98,745 $128,368 $157,991 60.0%CITY OF GAITHERSBURG, MD

CHIEF OF POLICE Good $103,603 $137,704 $171,805 65.8%ANNE ARUNDEL COUNTY, MD

CHIEF OF POLICE Good $109,408 $137,366 $165,323 51.1%CITY OF ROCKVILLE, MD

CHIEF OF POLICE Good $111,957 $140,345 $168,732 50.7%CITY OF RICHMOND, VA

POLICE CHIEF Good $126,126 $151,346 $176,566 40.0%CITY OF WILMINGTON, NC

Average $94,564 $123,214 $151,864 $85,63060.6%

$132,504 $137,966 $143,427TOWN OF OCEAN CITY, MD 8.2%CHIEF OF POLICE

$37,940$ Difference

% Difference 28.6%

$14,752

10.7%

($8,437)

-5.9%

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CITY MANAGER

Leads, directs and coordinates administration of city government in accordance with policies determined by the Mayor and City Council. Performs duties

personally or through subordinates. Appoints department heads and staffs as provided by state laws or local ordinances.

Master's degree (M. A.) or equivalent; ten (10) years related experience and/or training; or equivalent combination of education and experience. Valid driver's

license is required. Should be an active member of International City Manager Association.




Actual

PayRespondent

Range

Width


CITY MANAGER Good $130,000CITY OF ANNAPOLIS, MD

CITY MANAGER Good $165,000CITY OF MYRTLE BEACH, SC

CITY MANAGER Good $147,900CITY OF ROCKVILLE, MD

CITY MANAGER Good $183,456CITY OF WILMINGTON, NC

TOWN ADMINISTRATOR Good $108,150TOWN OF BERLIN, MD

COUNTY EXECUTIVE Good $85,000WICOMICO COUNTY, MD

CHIEF ADMINISTRATIVE OFFICER Good $144,200WORCESTER COUNTY, MD

CITY ADMINISTRATOR Good $82,269 $107,297 $132,325 60.8%CITY OF SALISBURY, MD

CITY MANAGER Good $102,267 $131,517 $160,766 57.2%CITY OF DOVER, DE

COUNTY ADMINISTRATOR Good $119,127 $136,714 $154,300 29.5%KENT COUNTY, DE

CITY MANAGER Good $126,017 $163,823 $201,628 60.0%CITY OF GAITHERSBURG, MD

Average $107,420 $134,837 $162,255 $137,67251.0%

$97,805 $132,036 $166,268TOWN OF OCEAN CITY, MD 70.0%CITY MANAGER

($9,615)$ Difference

% Difference -9.8%

($2,801)

-2.1%

$4,013

2.4%

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EMERGENCY SERVICES DIRECTOR

Directs, manages and administers, supervises, and coordinates the activities and operations of the Communications, Electronic Services and Emergency

Management Divisions. Approves the structure, recruiting, selection and promotional decisions of the organization. Receives and investigates citizen

complaints regarding employee conduct and departmental procedures. Maintains liaison with all department heads, police, fire and emergency medical service

departments. Submits proposed annual departmental budget and administers adopted budget. Submits proposed budget amendments as circumstances

warrant.

Requires ten (10) years of increasingly responsible administrative and supervisory experience in public safety, to include assignment in emergency

communications and emergency management programs. A Bachelors degree (BA) from an accredited college or university with major course work in business

administration, public administration, emergency management or a related field is required, but the equivalent combination of education and substantial prior

experience may be substituted. A national certification as a CEM (Certified Emergency Manager) is desired; valid driver's license is mandatory.




Actual

PayRespondent

Range

Width


EMERGENCY SERVICES DIRECTOR Good $92,700 $92,700WORCESTER COUNTY, MD

DIRECTOR EMERGENCY SERVICES Good $56,657 $84,986 $113,314 100.0%WICOMICO COUNTY, MD

DIRECTOR OF EMERGENCY MANAGEMENT Good $60,252 $82,942 $105,632 75.3%ANNE ARUNDEL COUNTY, MD

EMERGENCY MANAGEMENT DIRECTOR Good $63,728 $83,165 $102,602 61.0%CITY OF WILMINGTON, DE

EMERGENCY COMMUNICATIONS DIRECTOR Good $76,761 $106,559 $136,357 77.6%CITY OF RALEIGH, NC

Average $64,350 $90,070 $114,476 $92,70077.9%

$70,907 $99,940 $128,972TOWN OF OCEAN CITY, MD 81.9%EMERGENCY SERVICES DIRECTOR

$6,558$ Difference

% Difference 9.2%

$9,869

9.9%

$14,496

11.2%

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FINANCE ADMINISTRATOR

Plans, organizes, and directs financial activities of the City government by performing the duties personally or through subordinate supervisors. Performs long-

term financial planning, debt management, directs investment of City funds, serves on internal and external management boards and applies organizational

and problem solving skills to changing situations and demands. Prepares Comprehensive Annual Financial Report and other managerial reports which

summarize the City's financial position and provide related income, expense, and budgetary information in accordance with generally accepted accounting

principles and statements issued by the Governmental Accounting Standards Board. Manages operations of Finance Department and consolidated financial

systems for all revenue, accounting and payroll for all City funds. Advises City Manager and City Council on investments and provides for receipt, disbursement,

banking, custody of funds and financial instruments, and accounts for investment transactions.

Bachelor's Degree in Accounting and Master's degree in Business, Public Administration, or equivalent; with four (4) to ten (10) years related experience and/or

training; or equivalent combination of education and experience. Certified Public Accountant license is desired.




Actual

PayRespondent

Range

Width


COMPTROLLER Good $98,149SALISBURY UNIVERSITY

DIRECTOR OF FINANCE Good $65,000TOWN OF BERLIN, MD

FINANCE DIRECTOR Good $113,300WORCESTER COUNTY, MD

DIRECTOR FINANCE Good $64,249 $96,374 $128,498 100.0%WICOMICO COUNTY, MD

DIRECTOR OF FINANCE Good $79,770 $104,100 $128,429 61.0%CITY OF WILMINGTON, DE

FINANCE DIRECTOR Good $89,138 $115,879 $142,621 60.0%CITY OF ANNAPOLIS, MD

DIRECTOR, FINANCE Good $90,494 $117,642 $144,790 60.0%CITY OF BOWIE, MD

CONTROLLER Good $91,681 $121,861 $152,040 65.8%ANNE ARUNDEL COUNTY, MD

DIRECTOR OF FINANCE Good $91,989 $105,493 $118,996 29.4%KENT COUNTY, DE

CHIEF FINANCIAL OFFICER Good $98,169 $131,397 $164,624 67.7%CITY OF RALEIGH, NC

FINANCE DIRECTOR Good $126,126 $151,346 $176,566 40.0%CITY OF WILMINGTON, NC

Average $91,452 $118,011 $144,570 $92,15058.1%

$83,277 $117,974 $152,670TOWN OF OCEAN CITY, MD 83.3%FINANCE ADMINISTRATOR


% Difference -9.8%

($38)

0.0%

$8,100

5.3%

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FIRE CHIEF

Exercises all lawful powers of the office and issues such lawful orders as are necessary to ensure the effective performance of the department. Performs a

variety of technical, administrative and supervisory work in planning, organizing, directing and implementing fire prevention, suppression and emergency

medical services to prevent or minimize the loss of life and property by fire and emergency and medical conditions. Directly supervises the officers, fire fighters

and EMT’s and all Fire Marshal personnel of the Fire Department with assistance from subordinate officers.

Bachelor's degree (BA) from an accredited university with ten (10) years of experience in Fire and /or Emergency Medical Services, and five (5) years in a

command capacity or an equivalent combination of education and experience. A valid driver’s license as required, and any credentials, which may be or

become required within the Fire Services and Emergency Medical Services Community. Completion of the National Fire Academy’s Executive Fire Officer

Program is highly desirable.




Actual

PayRespondent

Range

Width


FIRE CHIEF Good $65,309 $85,177 $105,045 60.8%CITY OF SALISBURY, MD

CHIEF OF FIRE Good $74,071 $96,663 $119,254 61.0%CITY OF WILMINGTON, DE

FIRE CHIEF Good $81,939 $110,035 $138,130 68.6%CITY OF ANNAPOLIS, MD

FIRE CHIEF Good $89,438 $114,482 $139,526 56.0%CITY OF MYRTLE BEACH, SC

FIRE CHIEF Good $93,495 $125,140 $156,785 67.7%CITY OF RALEIGH, NC

FIRE CHIEF Good $103,603 $137,704 $171,805 65.8%ANNE ARUNDEL COUNTY, MD

CHIEF OF FIRE AND EMERGENCY SERVICES Good $111,957 $140,345 $168,732 50.7%CITY OF RICHMOND, VA

FIRE CHIEF Good $126,126 $151,341 $176,556 40.0%CITY OF WILMINGTON, NC

Average $93,242 $120,111 $146,979 57.6%

$75,866 $102,419 $128,972TOWN OF OCEAN CITY, MD 70.0%FIRE CHIEF


% Difference -22.9%

($17,691)

-17.3%

($18,007)

-14.0%

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HUMAN RESOURCES DIRECTOR

Provides assistance and advice to the City Manager and other administrative officials in all personnel matters. Develops and maintains a broad human

resources program with emphasis on recruitment, selection and orientation of employees, training, classification, compensation and benefits administration.

Assures compliance with State, Federal and local laws regarding personnel. Participates in labor negotiations with current internal organizations and in

continuing associated relations. Formulates the operating policy and procedures for City personnel and recommends policies to the City Manager.

Bachelor's degree (B. A.) from a four-year college or university with degree in Personnel Administration, Psychology or related field; plus a minimum of eight (8)

years experience in Human Resources Administration or equivalent combination of education and experience. Valid driver's license is required. Appropriate

professional Society for Human Resources Management or other certifications desirable.




Actual

PayRespondent

Range

Width


DIRECTOR OF HUMAN RESOURCES Good $59,600TOWN OF BERLIN, MD

HUMAN RESOURCE DIRECTOR Good $88,612WORCESTER COUNTY, MD

DIRECTOR HUMAN RESOURCES Good $64,249 $96,374 $128,498 100.0%WICOMICO COUNTY, MD

HR BUSINESS PARTNER Good $68,200 $88,650 $109,100 60.0%CITY OF BALTIMORE, MD

HUMAN RESOURCES DIRECTOR Good $70,000 $130,000 $190,000 171.4%SALISBURY UNIVERSITY

PERSONNEL DIRECTOR Good $71,031 $81,484 $91,937 29.4%KENT COUNTY, DE

HUMAN RESOURCES DIRECTOR III Good $72,168 $94,024 $115,879 60.6%STATE OF MARYLAND

HUMAN RESOURCES DIRECTOR Good $72,673 $93,464 $114,254 57.2%CITY OF DOVER, DE

DIRECTOR OF HUMAN RESOURCES Good $74,071 $96,663 $119,254 61.0%CITY OF WILMINGTON, DE

DIRECTOR, HUMAN RESOURCES Good $76,966 $100,056 $123,145 60.0%CITY OF BOWIE, MD

HUMAN RESOURCES DIRECTOR Good $89,043 $119,182 $149,320 67.7%CITY OF RALEIGH, NC

HUMAN RESOURCES DIRECTOR Good $89,138 $115,879 $142,621 60.0%CITY OF ANNAPOLIS, MD

HUMAN RESOURCES DIRECTOR Good $89,173 $109,463 $129,752 45.5%CITY OF MYRTLE BEACH, SC

PERSONNEL OFFICER Good $91,681 $121,861 $152,040 65.8%ANNE ARUNDEL COUNTY, MD

DIRECTOR OF HUMAN RESOURCES Good $98,745 $128,368 $157,991 60.0%CITY OF GAITHERSBURG, MD

DIRECTOR OF HUMAN RESOURCES Good $100,815 $127,345 $153,875 52.6%CITY OF RICHMOND, VA

DIRECTOR OF HUMAN RESOURCES Good $104,234 $125,086 $145,938 40.0%CITY OF WILMINGTON, NC

DIRECTOR OF HUMAN RESOURCES Good $109,408 $137,366 $165,323 51.1%CITY OF ROCKVILLE, MD

Average $83,850 $110,329 $136,808 $74,10663.2%

$70,907 $99,940 $128,972TOWN OF OCEAN CITY, MD 81.9%HUMAN RESOURCE DIRECTOR


% Difference -18.3%

($10,389)

-10.4%

($7,836)

-6.1%

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INFORMATION TECHNOLOGY DIRECTOR

Consults with management to determine information requirements of the City, to determine boundaries and priorities of new projects, to determine extent of

programming and code required and to discuss system capacity and equipment acquisitions. Confers with department heads involved with proposed projects

to ensure cooperation and further define nature of project. Consults with others as appropriate to define equipment needs. Reviews project feasibility studies.

Establishes work standards. Prepares progress reports to inform management of project status and deviation from goals. Contracts with management

specialists, technical personnel, or vendors to solve problems. Develops programs, enters code & revises or directs revision of existing programs. Develops

budget & monitors expenditures. Revises computer operating schedule to introduce new program testing and operating runs. Reviews reports of computer and

peripheral equipment production, malfunction, and maintenance to ascertain costs and plan operating changes.

Bachelor's degree (B. S.) from four-year college or university; or six (6) to ten (10) years related experience and/or training; or equivalent combination of





Actual

PayRespondent

Range

Width


IT MANAGER Good $87,550WORCESTER COUNTY, MD

DIRECTOR OF INFORMATION TECHNOLOGY Good $56,657 $84,986 $113,314 100.0%WICOMICO COUNTY, MD

DIRECTOR OF INTEGRATED TECHNOLOGIES Good $63,728 $83,165 $102,602 61.0%CITY OF WILMINGTON, DE

DIRECTOR, INFORMATION TECHNOLOGY Good $65,309 $85,177 $105,045 60.8%CITY OF SALISBURY, MD

IT DIRECTOR III Good $67,606 $88,082 $108,557 60.6%STATE OF MARYLAND

CHIEF TECHNOLOGY DIRECTOR Good $69,624 $96,652 $123,679 77.6%CITY OF RALEIGH, NC

INFORMATION TECHNOLOGY DIRECTOR Good $76,314 $98,141 $119,967 57.2%CITY OF DOVER, DE

DIRECTOR OF INFORMATION TECHNOLOGY Good $77,424 $88,791 $100,157 29.4%KENT COUNTY, DE

IT DIRECTOR Good $83,000 $116,500 $150,000 80.7%SALISBURY UNIVERSITY

DIRECTOR, INFORMATION TECHNOLOGY Good $90,494 $117,642 $144,790 60.0%CITY OF BOWIE, MD

INFORMATION TECHNOLOGY OFFICER Good $91,681 $121,861 $152,040 65.8%ANNE ARUNDEL COUNTY, MD

DIRECTOR OF INFORMATION TECHNOLOGY Good $98,745 $128,368 $157,991 60.0%CITY OF GAITHERSBURG, MD

DIRECTOR OF INFORMATION TECHNOLOGY Good $100,815 $127,345 $153,875 52.6%CITY OF RICHMOND, VA

DIRECTOR OF INFORMATION TECHNOLOGY Good $104,234 $125,086 $145,938 40.0%CITY OF WILMINGTON, NC

DIRECTOR OF INFORMATION TECHNOLOGY Good $109,408 $137,366 $165,323 51.1%CITY OF ROCKVILLE, MD

Average $82,503 $107,083 $131,663 $87,55059.6%

$70,907 $99,940 $128,972TOWN OF OCEAN CITY, MD 81.9%INFORMATION TECHNOLOGY DIRECTOR


% Difference -16.4%

($7,143)

-7.1%

($2,690)

-2.1%

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PUBLIC WORKS DIRECTOR

Plans, directs, and coordinates the activities of the Water, Wastewater, Transportation, Construction, Maintenance, Solid Waste, Airport and Service Center, and

Administration subdivisions of the overall Public Works Department inclusive of associated Capital Improvement Projects. Confers with officials responsible for

street and building construction and maintenance, and for supplying water, wastewater, solid waste, transportation and airport or other services to coordinate

use of human resources and equipment and to consolidate purchasing requests. Reviews preliminary budgets and adjusts items for conformance to

anticipated needs.

Bachelor's degree (B. A.) from four-year college or university; or ten (10) to twelve (12) years related experience and/or training; or equivalent combination of





Actual

PayRespondent

Range

Width


PUBLIC WORKS DIRECTOR Good $91,052TOWN OF BERLIN, MD

PUBLIC WORKS DIRECTOR Good $145,210WORCESTER COUNTY, MD

DIRECTOR OF PUBLIC WORKS Good $64,249 $96,374 $128,498 100.0%WICOMICO COUNTY, MD

COMMISSIONER OF PUBLIC WORKS Good $74,071 $96,663 $119,254 61.0%CITY OF WILMINGTON, DE

WASTE WATER PLANT MANAGER Good $74,600 $96,950 $119,300 59.9%CITY OF BALTIMORE, MD

DIRECTOR, PUBLIC WORKS Good $76,174 $99,348 $122,522 60.8%CITY OF SALISBURY, MD

PUBLIC WORKS DIRECTOR Good $84,137 $108,201 $132,264 57.2%CITY OF DOVER, DE

DIRECTOR OF PUBLIC WORKS Good $89,138 $115,879 $142,621 60.0%CITY OF ANNAPOLIS, MD

PUBLIC WORKS DIRECTOR Good $89,438 $114,482 $139,526 56.0%CITY OF MYRTLE BEACH, SC

DIRECTOR, PUBLIC WORKS Good $90,494 $117,642 $144,790 60.0%CITY OF BOWIE, MD

DIRECTOR OF PUBLIC WORKS Good $91,989 $105,493 $118,996 29.4%KENT COUNTY, DE

PUBLIC WORKS DIRECTOR Good $93,495 $125,140 $156,785 67.7%CITY OF RALEIGH, NC

DIRECTOR OF PUBLIC WORKS AND ENGINEERING Good $98,745 $128,368 $157,991 60.0%CITY OF GAITHERSBURG, MD

DIRECTOR OF PUBLIC WORKS Good $100,815 $127,345 $153,875 52.6%CITY OF RICHMOND, VA

DIRECTOR OF PUBLIC WORKS Good $103,603 $137,704 $171,805 65.8%ANNE ARUNDEL COUNTY, MD

DIRECTOR OF PUBLIC WORKS Good $109,408 $137,366 $165,323 51.1%CITY OF ROCKVILLE, MD

DIRECTOR OF PUBLIC SERVICES Good $114,660 $137,592 $160,524 40.0%CITY OF WILMINGTON, NC

Average $90,334 $116,303 $142,272 $118,13157.5%

$83,277 $117,974 $152,670TOWN OF OCEAN CITY, MD 83.3%PUBLIC WORKS DIRECTOR


% Difference -8.5%

$1,671

1.4%

$10,399

6.8%

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RECREATION/PARKS DIRECTOR

Directs and oversees the operations of the department including recreation programs, administration, parks and public lands, festivals (Winterfest, Springfest

and Sunfest), senior citizens programs, golf course operations and maintenance. Develops and administers department budget; oversees purchasing within

fiscal guidelines. Prepares goals and objectives to guide the staff in projects and operations of the department. Oversees program and event planning and

supervision. Works with Mayor and Council, Recreation/Parks Commission, Tourism Commission, civic groups, etc. in promoting Ocean City's recreational

programs, services and facilities.

Bachelor's degree (B. A.) from four-year college or university and at least seven (7) years of management experience or twelve (12) years related management

experience and technical training; or equivalent combination of education and experience. Valid driver's license is required. Certified Park and Recreation

Professional (CPRP) through the National Recreation and Parks certification board.




Actual

PayRespondent

Range

Width


PARKS AND RECREATION DIRECTOR Good $67,320WORCESTER COUNTY, MD

DIRECTOR OF RECREATION, PARKS AND TOURISM Good $64,249 $96,374 $128,498 100.0%WICOMICO COUNTY, MD

RECREATION AND DOWNTOWN SUPERINTENDENT/PARKS AND LA Good $67,288 $84,110 $100,932 50.0%CITY OF WILMINGTON, NC

RECREATION MANAGER Good $68,200 $88,650 $109,100 60.0%CITY OF BALTIMORE, MD

DIRECTOR OF PARKS AND RECREATION Good $68,689 $89,639 $110,589 61.0%CITY OF WILMINGTON, DE

PARKS AND RECREATION DIRECTOR Good $72,679 $93,467 $114,254 57.2%CITY OF DOVER, DE

DIRECTOR OF COMMUNITY SERVICES Good $84,393 $96,782 $109,171 29.4%KENT COUNTY, DE

DIRECTOR OF RECREATION AND PARKS Good $89,138 $115,879 $142,621 60.0%CITY OF ANNAPOLIS, MD

DIRECTOR OF PARKS, RECREATION AND COMMUNITY FACILITIES Good $90,786 $117,025 $143,263 57.8%CITY OF RICHMOND, VA

DIRECTOR OF RECREATION AND PARKS Good $91,681 $121,861 $152,040 65.8%ANNE ARUNDEL COUNTY, MD

DIRECTOR OF RECREATION AND PARKS Good $109,408 $137,366 $165,323 51.1%CITY OF ROCKVILLE, MD

Average $80,651 $104,115 $127,579 $67,32058.2%

$70,907 $99,940 $128,972TOWN OF OCEAN CITY, MD 81.9%RECREATION/PARKS DIRECTOR


% Difference -13.7%

($4,175)

-4.2%

$1,393

1.1%

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Min Mid Max Start Avg Actual


Range

WidthMin Mid Max


Range Width

Salary Survey Results for Ocean City, MD MM ELECTED OFFICIALS ONLY

COUNCIL MEMBER $19,348 $19,348 $10,000 -93.5%

COUNCIL PRESIDENT $24,333 $24,333 $11,000 -121.2%

$21,841 $21,841Survey Averages $10,500

#Type! -108.01% #Type!

Wednesday, March 04, 2015 Page 2 of 211:49:17 AM

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COUNCIL MEMBER

Proposes and passes local laws and ordinances that may relate to budgets, local taxes, land use, zoning and licenses for both business and recreation.

Serves as a resentative of the city's population, making interaction with the public essential to performing their duties effectively. Listens to concerns and

suggestions from the public during open meetings, explains new legislation and the impacts of legislation on the community to members of the public and

represents constituents during interaction with state, federal or other local governments.

This is an elected official. Qualifications and requirements will vary.




Actual PayRespondent

Range Width


COUNTY COUNCIL MEMBER Good $36,000 $36,000ANNE ARUNDEL COUNTY, MD

CITY ALDERMAN Good $13,500 $13,500CITY OF ANNAPOLIS, MD

COUNCIL MEMBER Good $14,719 $14,719CITY OF BOWIE, MD

COUNCIL MEMBER Good $7,416 $7,416CITY OF DOVER, DE

CITY COUNCIL MEMBER Good $17,116 $17,116CITY OF GAITHERSBURG, MD

CITY COUNCIL MEMBER Good $21,626 $21,626CITY OF ROCKVILLE, MD

COUNCIL MEMBER Good $27,650 $27,650CITY OF WILMINGTON, DE

COUNTY COUNCIL MEMBER Good $25,000 $25,000FREDERICK COUNTY, MD

COUNTY COMMISSIONER Good $30,874 $30,874KENT COUNTY, DE

COUNTY COUNCIL MEMBER Good $27,978 $27,978SUSSEX COUNTY, DE

COUNCIL MEMBER Good $2,000 $2,000TOWN OF BERLIN, MD

TOWN COUNCIL MEMBER Good $5,000 $5,000TOWN OF EASTON, MD

COUNCIL MEMBER Good $16,000 $16,000WICOMICO COUNTY, MD

COUNTY COMMISSIONER Good $26,000 $26,000WORCESTER COUNTY, MD

Average $19,348 $19,348

$10,000TOWN OF OCEAN CITY, MD COUNCIL MEMBER

$ Difference

% Difference

($9,348)

-93.5%

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COUNCIL PRESIDENT

Performs same duties as all members of Council, with the additional duties and responsibilities of serving as Council Chairperson and spokesperson for

Council.

This is an elected official. Qualifications and requirements will vary.




Actual PayRespondent

Range Width


COUNTY COUNCIL CHAIRMAN Good $40,500 $40,500ANNE ARUNDEL COUNTY, MD

COUNCIL PRESIDENT Good $8,652 $8,652CITY OF DOVER, DE

PRESIDENT OF CITY COUNCIL Good $34,950 $34,950CITY OF WILMINGTON, DE

COUNTY COUNCIL PRESIDENT Good $25,000 $25,000FREDERICK COUNTY, MD

COUNTY COMMISSIONER PRESIDENT Good $30,874 $30,874KENT COUNTY, DE

COUNTY COUNCIL PRESIDENT Good $29,020 $29,020SUSSEX COUNTY, DE

TOWN COUNCIL PRESIDENT Good $6,000 $6,000TOWN OF EASTON, MD

COUNCIL PRESIDENT Good $18,000 $18,000WICOMICO COUNTY, MD

COUNTY COMMISSION PRESIDENT Good $26,000 $26,000WORCESTER COUNTY, MD

Average $24,333 $24,333

$11,000TOWN OF OCEAN CITY, MD COUNCIL PRESIDENT

$ Difference

% Difference

($13,333)

-121.2%

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Management Advisory Group International, Inc. . 2015

SECTION 4.0 Proposed Pay Plan

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Ann MinAnn MinAnn MinAnn Min MidMidMidMid Ann MaxAnn MaxAnn MaxAnn Max

Town of Ocean City, MDTown of Ocean City, MDTown of Ocean City, MDTown of Ocean City, MD% Of Market% Of Market% Of Market% Of Market100100100100

CodeCodeCodeCode Proposed Class TitleProposed Class TitleProposed Class TitleProposed Class Title Hrly MinHrly MinHrly MinHrly Min MidMidMidMid Hrly MaxHrly MaxHrly MaxHrly Max

Proposed Pay PlansProposed Pay PlansProposed Pay PlansProposed Pay Plans

UnifiedUnifiedUnifiedUnified$22,745$22,745$22,745$22,745 $28,659$28,659$28,659$28,659 $36,397$36,397$36,397$36,397101101101101 $10.94$10.94$10.94$10.94 $13.78$13.78$13.78$13.78 $17.50$17.50$17.50$17.50

BUILDING CUSTODIAN1213

$25,077$25,077$25,077$25,077 $31,597$31,597$31,597$31,597 $40,128$40,128$40,128$40,128103103103103 $12.06$12.06$12.06$12.06 $15.19$15.19$15.19$15.19 $19.29$19.29$19.29$19.29

CONVENTION MAINTENANCE WORKER I4112

WATER PLANT OPER-UNLICENSED3339

$26,330$26,330$26,330$26,330 $33,176$33,176$33,176$33,176 $42,134$42,134$42,134$42,134104104104104 $12.66$12.66$12.66$12.66 $15.95$15.95$15.95$15.95 $20.26$20.26$20.26$20.26

CENTRAL MAIL ASSOCIATE1202

COURIER3210

SECURITY GUARD6334

$27,647$27,647$27,647$27,647 $34,835$34,835$34,835$34,835 $44,241$44,241$44,241$44,241105105105105 $13.29$13.29$13.29$13.29 $16.75$16.75$16.75$16.75 $21.27$21.27$21.27$21.27

CONVENTION MAINTENANCE WORKER II4113

MAINTENANCE WORKER3196

$29,029$29,029$29,029$29,029 $36,577$36,577$36,577$36,577 $46,453$46,453$46,453$46,453106106106106 $13.96$13.96$13.96$13.96 $17.59$17.59$17.59$17.59 $22.33$22.33$22.33$22.33

ANIMAL CONTROL OFFICER2229

CUSTODY OFFICER TRAINEE2203

GOLF GREENSKEEPER4192

OFFICE ASSOCIATE4109

PARKS WORKER4188

POLICE RECORDS TECHNICIAN2228

PROPERTY/EVID CUST TECH-TRA2212

SIGN TECHNICIAN3199

WAREHOUSE TECH I6112

$30,481$30,481$30,481$30,481 $38,406$38,406$38,406$38,406 $48,775$48,775$48,775$48,775107107107107 $14.65$14.65$14.65$14.65 $18.46$18.46$18.46$18.46 $23.45$23.45$23.45$23.45

BUILDING CUSTODIAN SUPERVISOR1212

BUS DRIVER3449

METER TECHNICIAN3110

WASTEWATER PLANT OPERATOR I3635

WATER METER TECHNICIAN3338

$32,005$32,005$32,005$32,005 $40,326$40,326$40,326$40,326 $51,214$51,214$51,214$51,214108108108108 $15.39$15.39$15.39$15.39 $19.39$19.39$19.39$19.39 $24.62$24.62$24.62$24.62

ADMIN OFFICE ASSOCIATE I1505

LANDSCAPER4193

POLICE CUSTODY OFFICER2207

$33,605$33,605$33,605$33,605 $42,342$42,342$42,342$42,342 $53,775$53,775$53,775$53,775109109109109 $16.16$16.16$16.16$16.16 $20.36$20.36$20.36$20.36 $25.85$25.85$25.85$25.85

COMMUNICATIONS OPERATOR I2217

HEAVY EQUIPMENT OPERATOR3195

MUSEUM CURATOR ASSISTANT4110

PERMIT PROCESSOR1889

PROPERTY/EVIDENCE TECHNICIAN2211

SOLID WASTE WORKER II3223

TRADES HELPER5192

TRANSPORTATION MAINT TECH3418

WAREHOUSE TECH II6113

WASTEWATER PLANT OPERATOR II3636

WASTEWATER PURCHASING TECH6111

WATER PLANT OPERATOR I3330

$35,285$35,285$35,285$35,285 $44,460$44,460$44,460$44,460 $56,464$56,464$56,464$56,464110110110110 $16.96$16.96$16.96$16.96 $21.37$21.37$21.37$21.37 $27.15$27.15$27.15$27.15

ADMIN OFFICE ASSOCIATE II1103

ADMINISTRATIVE COORDINATOR2498

CARPENTER3191

ELECTRICIAN - GENERAL3192

REVENUE SPECIALIST1510

Thursday, June 18, 2015 Page 412:03:00 PM

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UTILITY CONSTRUCTION INSPECTOR3113

VEHICLE/EQUIP TECH I6216

$37,050$37,050$37,050$37,050 $46,682$46,682$46,682$46,682 $59,287$59,287$59,287$59,287111111111111 $17.81$17.81$17.81$17.81 $22.44$22.44$22.44$22.44 $28.50$28.50$28.50$28.50

AIRPORT TECHNICIAN3555

COMMUNICATIONS OPERATOR II2218

DEPUTY CITY CLERK1205

HUMAN RESOURCE SPECIALIST1443

LINE MAINTENANCE SUPERVISOR3694

PROCESS EQUIPMENT MECHANIC3638

PW CREW LEADER3187

RECREATION/PARKS CREW LEADER4189

SOUND/LIGHT TECHNICIAN5193

TRACTOR TRAILER/TANKER DRIVER3226

TURF EQUIPMENT TECHNICIAN4185

WASTEWATER PLANT OPERATOR III3634

WATER PLANT OPERATOR II3331

$38,902$38,902$38,902$38,902 $49,017$49,017$49,017$49,017 $62,251$62,251$62,251$62,251112112112112 $18.70$18.70$18.70$18.70 $23.57$23.57$23.57$23.57 $29.93$29.93$29.93$29.93

COMMUNICATIONS OPERATOR III2219

EVENT COORDINATOR5177

GOLF 2ND ASSIST SUPERINTENDENT4191

INTERNAL OPERATIONS COORD3417

POLICE CRIME SCENE TECH TRAINEE2231

POLICE TRAINING&RECRUIT SPEC2206

PURCHASING ASSOCIATE1508

SPECIAL EVENTS COORDINATOR5105

VEHICLE/EQUIP MECH FIREFIGHTER2499

VEHICLE/EQUIP TECH II6214

WASTEWATER LAB TECHNICIAN I3642

$40,847$40,847$40,847$40,847 $51,467$51,467$51,467$51,467 $65,364$65,364$65,364$65,364113113113113 $19.64$19.64$19.64$19.64 $24.74$24.74$24.74$24.74 $31.42$31.42$31.42$31.42

POLICE PUBLIC AFFAIRS SPC.2204

WASTEWATER PLANT OPERATOR IV3633

WATER PLANT OPERATOR III3332

$42,890$42,890$42,890$42,890 $54,041$54,041$54,041$54,041 $68,632$68,632$68,632$68,632114114114114 $20.62$20.62$20.62$20.62 $25.98$25.98$25.98$25.98 $33.00$33.00$33.00$33.00

BEACH PATRL 2ND LIEUTENANT/SRT4111

BUILDING ANALYST1882

BUILDING INSPECTOR1885

CODE ENFORCEMENT OFFICER1886

ELECTRICIAN - MASTER3203

EQUIPMENT/SHOP MANAGER3197

EXECUTIVE OFFICE ASSOCIATE1105

FOOD AND BEVERAGE MANAGER4186

LICENSE INSPECTOR1555

PLUMBING INSPECTOR3685

POLICE CRIME ANALYST1500

POLICE CRIME SCENE TECH I2233

WASTEWATER LAB TECHNICIAN II3641

WATER METER MAINT SUPERVISOR3394

ZONING ANALYST1883

$45,034$45,034$45,034$45,034 $56,743$56,743$56,743$56,743 $72,063$72,063$72,063$72,063115115115115 $21.65$21.65$21.65$21.65 $27.28$27.28$27.28$27.28 $34.65$34.65$34.65$34.65

WASTEWATER PROCESS SHIFT LEADER3629


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WEB DESIGNER1304

$47,286$47,286$47,286$47,286 $59,580$59,580$59,580$59,580 $75,667$75,667$75,667$75,667116116116116 $22.73$22.73$22.73$22.73 $28.64$28.64$28.64$28.64 $36.38$36.38$36.38$36.38

BUILDING INSPECTOR - SENIOR1884

CONVENTION ADMIN SERVICES MGR5175

CONVENTION MAINTENANCE SUPERVISOR5173

ENGINEERING TECHNICIAN1662

FACILITIES SUPERVISOR4184

FINANCE COORDINATOR5118

GOLF ASSISTANT MANAGER4108

GOLF ASSISTANT SUPERINTENDENT4102

HR LEARNING AND DEVELOPMENT MANAGER1441

INSTRUMENTATION TECHNICIAN3630

MUSEUM CURATOR5301

POLICE CRIME SCENE TECH II2232

RECREATION SUPERVISOR4183

SPECIAL EVENTS OPERATIONS MGR5103

TECHNOLOGY SUPPORT SPECIALIST1992

WASTEWATER MAINT SUPERVISOR3639

WASTEWATER PROCESS SUPERVISOR3637

WASTEWATER SCADA TECHNICIAN3644

WATER PLANT OPERATOR IV3333

$49,650$49,650$49,650$49,650 $62,559$62,559$62,559$62,559 $79,450$79,450$79,450$79,450117117117117 $23.87$23.87$23.87$23.87 $30.08$30.08$30.08$30.08 $38.20$38.20$38.20$38.20

CONVENTION SALES MANAGER5402

DEPUTY FIRE MARSHAL I2502

$52,133$52,133$52,133$52,133 $65,687$65,687$65,687$65,687 $83,422$83,422$83,422$83,422118118118118 $25.06$25.06$25.06$25.06 $31.58$31.58$31.58$31.58 $40.11$40.11$40.11$40.11

ACCOUNTANT1511

BUILDING/GROUNDS SUPERVISOR3188

CONVENTION MAINTENANCE MANAGER4114

CONVENTION TOURISM SALES MGR5403

DEPUTY FIRE MARSHAL II2503

ELECTRICIAN SUPERVISOR3190

ELECTRONICS TECH/EMER EQUIP SP2398

HUMAN RESOURCE ADMINISTRATOR1442

MAINT & CONSTR SUPERVISOR3194

NETWORK SPECIALIST2293

PLANNER1805

PLANS EXAMINER1806

POLICE ACCOUNTANT-FISCAL SUPV1504

POLICE RECORDS MANAGEMENT SUPV2225

PROCUREMENT/SUPPLY SUPERVISOR6119

RECREATION MANAGER4196

RISK MGMT ASSOCIATE1509

SOLID WASTE SUPERVISOR3294

TECHNOLOGY SUPPORT SPECIALIST - SENIOR1993

$54,739$54,739$54,739$54,739 $68,971$68,971$68,971$68,971 $87,594$87,594$87,594$87,594119119119119 $26.32$26.32$26.32$26.32 $33.16$33.16$33.16$33.16 $42.11$42.11$42.11$42.11

TRANSPORTATION OPERATIONS MANAGER3402

WASTEWATER LAB SUPERVISOR3640

WASTEWATER PLNT OPER - CHIEF3631

WATER PLANT OPERATOR-CHIEF3335

$57,476$57,476$57,476$57,476 $72,420$72,420$72,420$72,420 $91,973$91,973$91,973$91,973120120120120 $27.63$27.63$27.63$27.63 $34.82$34.82$34.82$34.82 $44.22$44.22$44.22$44.22


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DEPUTY FIRE MARSHAL/PLANS EXAM2556

EMERGENCY MANAGEMENT PLANNER2305

ENGINEER ENVIRONMENTAL1603

GIS COORDINATOR1804

SURVEYOR1660

$60,350$60,350$60,350$60,350 $76,041$76,041$76,041$76,041 $96,572$96,572$96,572$96,572121121121121 $29.01$29.01$29.01$29.01 $36.56$36.56$36.56$36.56 $46.43$46.43$46.43$46.43

BUILDING SUPERINTENDENT5176

PARKS ASSISTANT SUPERINTENDENT4107

PAYROLL MANAGER1503

REVENUE SUPERVISOR1554

$63,367$63,367$63,367$63,367 $79,843$79,843$79,843$79,843 $101,400$101,400$101,400$101,400122122122122 $30.47$30.47$30.47$30.47 $38.39$38.39$38.39$38.39 $48.75$48.75$48.75$48.75

AIRPORT MANAGER3501

FIRE MARSHAL2336

FIRE/EMS CAPTAIN2332

FLEET SERVICE MANAGER6201

INTERNAL AUDITOR1305

$66,536$66,536$66,536$66,536 $83,835$83,835$83,835$83,835 $106,471$106,471$106,471$106,471123123123123 $31.99$31.99$31.99$31.99 $40.31$40.31$40.31$40.31 $51.19$51.19$51.19$51.19

CITY CLERK1201

COMMUNICATIONS DIVISION MGR2303

COMMUNICATIONS MANAGER5221

CONVENTION OPERATIONS MANAGER5172

CONVENTION SALES/MARKETING DIR5404

ENGINEERING MANAGER1602

FACILITIES MANAGER3111

PW CONSTRUCTION MANAGER3101

PW MAINTENANCE MANAGER3102

SOLID WASTE MANAGER3201

TRANSPORTATION-ASSIST SUPT.3403

WASTEWATER ASSISTANT SUPT.3632

$69,863$69,863$69,863$69,863 $88,027$88,027$88,027$88,027 $111,794$111,794$111,794$111,794124124124124 $33.59$33.59$33.59$33.59 $42.32$42.32$42.32$42.32 $53.75$53.75$53.75$53.75

CONVERGED NETWORK MANAGER1904

FIRE/EMS ASSISTANT CHIEF2504

GOLF PROFESSIONAL/MGR4105

GOLF SUPERINTENDENT4104

PARKS SUPERINTENDENT4194

POLICE LIEUTENANT2221

PROCUREMENT MANAGER6101

RECREATION SUPERINTENDENT4101

RISK/CLAIMS MANAGER1701

$73,356$73,356$73,356$73,356 $92,428$92,428$92,428$92,428 $117,384$117,384$117,384$117,384125125125125 $35.27$35.27$35.27$35.27 $44.44$44.44$44.44$44.44 $56.43$56.43$56.43$56.43

ASSISTANT FINANCE DIRECTOR1502

BUILDING OFFICIAL CHIEF1802

ELECTRONIC SERVICES MANAGER2400

PW DEPUTY DIRECTOR3109

PW SENIOR PROJECT MANAGER3104

SPECIAL EVENTS DIRECTOR5102

SPECIAL PROGRAMS MANAGER1553

TOURISM & MARKETING DIRECTOR5106

TRANSPORTATION SUPERINTENDENT3401

WASTEWATER SUPERINTENDENT3601


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WATER SUPERINTENDENT3301

ZONING ADMINISTRATOR1801

$77,023$77,023$77,023$77,023 $97,050$97,050$97,050$97,050 $123,253$123,253$123,253$123,253126126126126 $37.03$37.03$37.03$37.03 $46.66$46.66$46.66$46.66 $59.26$59.26$59.26$59.26

BUDGET MANAGER1303

DEPUTY FIRE/EMS CHIEF2501

FIRE/EMS DEPUTY CHIEF2301

INFORMATION TECHNOLOGY DIRECTOR1901

PLANNING & ZONING DIRECTOR1800

POLICE CAPTAIN2220

$80,875$80,875$80,875$80,875 $101,902$101,902$101,902$101,902 $129,416$129,416$129,416$129,416127127127127 $38.88$38.88$38.88$38.88 $48.99$48.99$48.99$48.99 $62.22$62.22$62.22$62.22

CONVENTION CENTER DIRECTOR5101

PW CHIEF DEPUTY DIRECTOR3103

RECREATION/PARKS DIRECTOR4100

$84,918$84,918$84,918$84,918 $106,997$106,997$106,997$106,997 $135,886$135,886$135,886$135,886128128128128 $40.83$40.83$40.83$40.83 $51.44$51.44$51.44$51.44 $65.33$65.33$65.33$65.33

EMERGENCY SERVICES DIRECTOR2302

FIRE CHIEF2500

HUMAN RESOURCE DIRECTOR1401

$93,622$93,622$93,622$93,622 $117,964$117,964$117,964$117,964 $149,815$149,815$149,815$149,815130130130130 $45.01$45.01$45.01$45.01 $56.71$56.71$56.71$56.71 $72.03$72.03$72.03$72.03

CHIEF OF POLICE2201

CITY ENGINEER1601

FINANCE DIRECTOR1501

PUBLIC WORKS DIRECTOR3100

195 Active Proposed Classes in the Unified Pay Plan


5.C.b

Packet Pg. 107

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1255

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SECTION 5.0 Classification Comparison List

5.C.b

Packet Pg. 108

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Min Min Min Min Max Max Max Max

Proposed Pay Plan: UnifiedProposed Pay Plan: UnifiedProposed Pay Plan: UnifiedProposed Pay Plan: Unified

GradeGradeGradeGrade

Town of Ocean City, MDTown of Ocean City, MDTown of Ocean City, MDTown of Ocean City, MDClass Comparison List By Pay PlanClass Comparison List By Pay PlanClass Comparison List By Pay PlanClass Comparison List By Pay Plan

Proposed Class TitleProposed Class TitleProposed Class TitleProposed Class Title Original TitleOriginal TitleOriginal TitleOriginal Title

Annual RangeAnnual RangeAnnual RangeAnnual Range

Working TitleWorking TitleWorking TitleWorking Title

$22,745$22,745$22,745$22,745 $28,659$28,659$28,659$28,659 $36,397$36,397$36,397$36,397101101101101

BUILDING CUSTODIAN 21,229 36,396BUILDING CUSTODIAN 28,812

$25,077$25,077$25,077$25,077 $31,597$31,597$31,597$31,597 $40,128$40,128$40,128$40,128103103103103

CONVENTION MAINT WORKER I 23,006 39,111CONVENTION MAINTENANCE WORKER I 31,058

WATER PLANT OPER-

UNLICENSED

24,932 42,385WATER PLANT OPER-UNLICENSED 33,659

$26,330$26,330$26,330$26,330 $33,176$33,176$33,176$33,176 $42,134$42,134$42,134$42,134104104104104

CENTRAL MAIL ASSOCIATE 23,006 39,599CENTRAL MAIL ASSOCIATE 31,303

OFFICE ASSOCIATE II 24,932 43,084COURIER 34,008

SECURITY GUARD 23,006 39,599SECURITY GUARD 31,303

$27,647$27,647$27,647$27,647 $34,835$34,835$34,835$34,835 $44,241$44,241$44,241$44,241105105105105

CONVENTION MAINT WORKER II 24,932 42,385CONVENTION MAINTENANCE WORKER II 33,659

MAINTENANCE WORKER 27,020 45,934MAINTENANCE WORKER 36,477

$29,029$29,029$29,029$29,029 $36,577$36,577$36,577$36,577 $46,453$46,453$46,453$46,453106106106106

ANIMAL CONTROL OFFICER 24,932 43,084ANIMAL CONTROL OFFICER 34,008

PUBLIC SAFETY AIDE 23,006 39,111CUSTODY OFFICER TRAINEE 31,058

GOLF GREENSKEEPER 24,932 43,084GOLF GREENSKEEPER 34,008

OFFICE ASSOCIATE III 27,020 46,875OFFICE ASSOCIATE 36,947

POLICE OFFICE ASSOCIATE III 37,269 63,358OFFICE ASSOCIATE 50,313

PARKS WORKER 24,932 43,084PARKS WORKER 34,008

PARKS WORKER/PROJECT

CREW

24,932 43,084PARKS WORKER 34,008

POLICE RECORDS TECHNICIAN 27,020 46,875POLICE RECORDS TECHNICIAN 36,947

PROPERTY/EVID CUST TECH-

TRA

27,020 45,934PROPERTY/EVID CUST TECH-TRA 36,477

SIGN TECHNICIAN 27,020 46,875SIGN TECHNICIAN 36,947

WAREHOUSE TECH I 24,932 43,084WAREHOUSE TECH I 34,008

$30,481$30,481$30,481$30,481 $38,406$38,406$38,406$38,406 $48,775$48,775$48,775$48,775107107107107

BUILDING CUSTODIAN

SUPERVISOR

27,020 46,875BUILDING CUSTODIAN SUPERVISOR 36,947

BUS DRIVER 29,282 51,001BUS DRIVER 40,141

MAINTENANCE WORKER 27,020 45,934METER TECHNICIAN 36,477

METER TECHNICIAN 27,020 46,875METER TECHNICIAN 36,947

WASTEWATER PLANT

OPERATOR I

27,020 45,934WASTEWATER PLANT OPERATOR I 36,477

WATER METER TECHNICIAN 27,020 46,875WATER METER TECHNICIAN 36,947

$32,005$32,005$32,005$32,005 $40,326$40,326$40,326$40,326 $51,214$51,214$51,214$51,214108108108108

ADMIN OFFICE ASSOCIATE I 29,282 51,001ADMIN OFFICE ASSOCIATE I 40,141

OFFICE ASSOCIATE III 27,020 46,875ADMIN OFFICE ASSOCIATE I 36,947

Thursday, June 18, 2015

5.C.b

Packet P

g. 109









$32,005$32,005$32,005$32,005 $40,326$40,326$40,326$40,326 $51,214$51,214$51,214$51,214108108108108

HORTICULTURALIST 31,733 55,488LANDSCAPER 43,611

PARKS WORKER/LANDSCAPE

CREW

24,932 42,385LANDSCAPER 33,659

POLICE CUSTODY OFFICER 31,733 53,947POLICE CUSTODY OFFICER 42,840

$33,605$33,605$33,605$33,605 $42,342$42,342$42,342$42,342 $53,775$53,775$53,775$53,775109109109109

COMMUNICATIONS OPERATOR I 29,282 49,779COMMUNICATIONS OPERATOR I 39,530

HEAVY EQUIPMENT OPERATOR 29,282 51,001HEAVY EQUIPMENT OPERATOR 40,141

MUSEUM CURATOR ASSISTANT 29,282 51,001MUSEUM CURATOR ASSISTANT 40,141

PERMIT PROCESSOR 29,282 51,001PERMIT PROCESSOR 40,141

PROPERTY/EVIDENCE

TECHNICIAN

29,282 51,001PROPERTY/EVIDENCE TECHNICIAN 40,141

SOLID WASTE WORKER II 29,282 51,001SOLID WASTE WORKER II 40,141

T SOLID WASTE WORKER II 29,282 31,518SOLID WASTE WORKER II 30,400

TRADES HELPER 29,282 51,001TRADES HELPER 40,141

TRANSPORTATION MAINT TECH 29,282 51,001TRANSPORTATION MAINT TECH 40,141

WAREHOUSE TECH II 29,282 51,001WAREHOUSE TECH II 40,141

WASTEWATER PLANT

OPERATOR II

31,733 53,947WASTEWATER PLANT OPERATOR II 42,840

WASTEWATER PURCHASING

TECH

29,282 51,001WASTEWATER PURCHASING TECH 40,141

0 0WATER PLANT OPERATOR I 0

$35,285$35,285$35,285$35,285 $44,460$44,460$44,460$44,460 $56,464$56,464$56,464$56,464110110110110

ADMIN OFFICE ASSOCIATE I 29,282 51,001ADMIN OFFICE ASSOCIATE II 40,141

ADMIN OFFICE ASSOCIATE II 34,390 60,371ADMIN OFFICE ASSOCIATE II 47,381

ADMINISTRATIVE COORDINATOR 29,282 51,001ADMINISTRATIVE COORDINATOR 40,141

CARPENTER 31,733 55,488CARPENTER 43,611

ELECTRICIAN - GENERAL 31,733 53,947ELECTRICIAN - GENERAL 42,840

REVENUE SPECIALIST 31,733 55,488REVENUE SPECIALIST 43,611

PW CREW LEADER 31,733 55,488UTILITY CONSTRUCTION INSPECTOR 43,611

UTILITY CONSTRUCTION

INSPECTOR

31,733 55,488UTILITY CONSTRUCTION INSPECTOR 43,611

VEHICLE/EQUIP TECH I 31,733 55,488VEHICLE/EQUIP TECH I 43,611

$37,050$37,050$37,050$37,050 $46,682$46,682$46,682$46,682 $59,287$59,287$59,287$59,287111111111111

AIRPORT TECHNICIAN 31,733 53,947AIRPORT TECHNICIAN 42,840

COMMUNICATIONS OPERATOR II 32,641 55,488COMMUNICATIONS OPERATOR II 44,065

DEPUTY CITY CLERK 31,733 53,947DEPUTY CITY CLERK 42,840

HUMAN RESOURCE SPECIALIST 31,733 55,488HUMAN RESOURCE SPECIALIST 43,611

LINE MAINTENANCE

SUPERVISOR

31,733 55,488LINE MAINTENANCE SUPERVISOR 43,611


5.C.b

Packet P

g. 110









$37,050$37,050$37,050$37,050 $46,682$46,682$46,682$46,682 $59,287$59,287$59,287$59,287111111111111

PROCESS EQUIPMENT

MECHANIC

34,390 60,371PROCESS EQUIPMENT MECHANIC 47,381

PW CREW LEADER 31,733 55,488PW CREW LEADER 43,611

R/P CREW LEADER 31,733 55,488RECREATION/PARKS CREW LEADER 43,611

R/P CREW LEADER-

HORTICULTURIST

31,733 55,488RECREATION/PARKS CREW LEADER 43,611

SOUND/LIGHT TECHNICIAN 31,733 55,488SOUND/LIGHT TECHNICIAN 43,611

TRACTOR TRAILER/TANKER

DRIVER

31,733 55,488TRACTOR TRAILER/TANKER DRIVER 43,611

TURF EQUIPMENT MANAGER 34,390 58,463TURF EQUIPMENT TECHNICIAN 46,427

WASTEWATER PLANT OPER III 31,733 55,488WASTEWATER PLANT OPERATOR III 43,611

0 0WATER PLANT OPERATOR II 0

$38,902$38,902$38,902$38,902 $49,017$49,017$49,017$49,017 $62,251$62,251$62,251$62,251112112112112

COMMUNICATIONS OPERATOR

III

35,512 60,371COMMUNICATIONS OPERATOR III 47,942

EVENT COORDINATOR 34,390 58,463EVENT COORDINATOR 46,427

GOLF 2ND ASSIST

SUPERINTENDENT

34,390 60,371GOLF 2ND ASSIST SUPERINTENDENT 47,381

INTERNAL OPERATIONS COORD 34,390 60,371INTERNAL OPERATIONS COORD 47,381

POLICE CRIME SCENE TECH

TRAINE

34,390 58,463POLICE CRIME SCENE TECH TRAINEE 46,427

POLICE TRAINING&RECRUIT

SPEC

34,390 58,463POLICE TRAINING&RECRUIT SPEC 46,427

PURCHASING ASSOCIATE 34,390 58,463PURCHASING ASSOCIATE 46,427

SPECIAL EVENTS COORDINATOR 34,390 60,371SPECIAL EVENTS COORDINATOR 47,381

VEHICLE/EQUIP MECH

FIREFIGHTER

35,512 60,371VEHICLE/EQUIP MECH FIREFIGHTER 47,942

VEHICLE/EQUIP TECH II 37,269 65,685VEHICLE/EQUIP TECH II 51,477

WASTEWATER LAB TECHNICIAN I 34,390 58,463WASTEWATER LAB TECHNICIAN I 46,427

$40,847$40,847$40,847$40,847 $51,467$51,467$51,467$51,467 $65,364$65,364$65,364$65,364113113113113

POLICE PUBLIC AFFAIRS SPC. 37,269 63,358POLICE PUBLIC AFFAIRS SPC. 50,313

WASTEWATER PLANT

OPERATOR IV

34,390 60,371WASTEWATER PLANT OPERATOR IV 47,381

0 0WATER PLANT OPERATOR III 0

$42,890$42,890$42,890$42,890 $54,041$54,041$54,041$54,041 $68,632$68,632$68,632$68,632114114114114

BEACH PATRL 2ND

LIEUTENANT/SRT

43,771 77,754BEACH PATRL 2ND LIEUTENANT/SRT 60,762

ADMIN OFFICE ASSOCIATE II 34,390 60,371BUILDING ANALYST 47,381

CODE ENFOR OFF/BUILDG

INSPTR

37,269 63,358BUILDING INSPECTOR 50,313


5.C.b

Packet P

g. 111









$42,890$42,890$42,890$42,890 $54,041$54,041$54,041$54,041 $68,632$68,632$68,632$68,632114114114114

ZONING/HOUSING

ENFORCEMENT OFF

37,269 65,685CODE ENFORCEMENT OFFICER 51,477

ELECTRICIAN - MASTER I 37,269 65,685ELECTRICIAN - MASTER 51,477

EQUIPMENT/SHOP MANAGER 37,269 65,685EQUIPMENT/SHOP MANAGER 51,477

CITY CLERK 51,406 92,040EXECUTIVE OFFICE ASSOCIATE 71,723

EXECUTIVE OFFICE ASSOCIATE I 37,269 65,685EXECUTIVE OFFICE ASSOCIATE 51,477

FOOD AND BEVERAGE

MANAGER

34,390 60,371FOOD AND BEVERAGE MANAGER 47,381

LICENSE INSPECTOR 37,269 63,358LICENSE INSPECTOR 50,313

PLUMBING INSPECTOR 40,389 71,465PLUMBING INSPECTOR 55,927

POLICE CRIME ANALYST 37,269 65,685POLICE CRIME ANALYST 51,477

POLICE CRIME SCENE TECH I 37,269 65,685POLICE CRIME SCENE TECH I 51,477

POLICE CRIME SCENE TECH

TRAINE

34,390 58,463POLICE CRIME SCENE TECH I 46,427

WASTEWATER LAB TECHNICIAN

II

37,269 65,685WASTEWATER LAB TECHNICIAN II 51,477

WATER METER MAINT

SUPERVISOR

37,269 65,685WATER METER MAINT SUPERVISOR 51,477

ZONING ANALYST 37,269 65,685ZONING ANALYST 51,477

$45,034$45,034$45,034$45,034 $56,743$56,743$56,743$56,743 $72,063$72,063$72,063$72,063115115115115

WASTEWATER PROCESS SHIFT

LEADR

37,269 65,685WASTEWATER PROCESS SHIFT LEADER 51,477

WEB DESIGNER 43,771 77,754WEB DESIGNER 60,762

$47,286$47,286$47,286$47,286 $59,580$59,580$59,580$59,580 $75,667$75,667$75,667$75,667116116116116

CODE ENFOR OFF/SENIOR

BLDG INS

40,389 71,465BUILDING INSPECTOR - SENIOR 55,927

CONVENTION ADMIN SERVICES

MGR

40,389 71,465CONVENTION ADMIN SERVICES MGR 55,927

OPERATIONS SUPERVISOR 40,389 71,465CONVENTION MAINTENANCE SUPERVISOR 55,927

ENGINEERING ASSOCIATE 40,389 71,465ENGINEERING TECHNICIAN 55,927

FACILITIES SUPERVISOR 40,389 71,465FACILITIES SUPERVISOR 55,927

FINANCE COORDINATOR 40,389 71,465FINANCE COORDINATOR 55,927

GOLF MANAGER ASSISTANT 40,389 71,465GOLF ASSISTANT MANAGER 55,927

GOLF SUPINTDT ASSISTANT 40,389 71,465GOLF ASSISTANT SUPERINTENDENT 55,927

0 0HR LEARNING AND DEVELOPMENT

MANAGER

0

INSTRUMENTATION TECHNICIAN 47,435 84,596INSTRUMENTATION TECHNICIAN 66,016

MUSEUM CURATOR 40,389 71,465MUSEUM CURATOR 55,927

POLICE CRIME SCENE TECH II 40,389 71,465POLICE CRIME SCENE TECH II 55,927

RECREATION SUPERVISOR 40,389 71,465RECREATION SUPERVISOR 55,927


5.C.b

Packet P

g. 112









$47,286$47,286$47,286$47,286 $59,580$59,580$59,580$59,580 $75,667$75,667$75,667$75,667116116116116

SPECIAL EVENTS OPERATIONS

MGR

40,389 71,465SPECIAL EVENTS OPERATIONS MGR 55,927

SUPPORT SPECIALIST 40,389 71,465TECHNOLOGY SUPPORT SPECIALIST 55,927

PROCESS EQUIP MAINT

SUPERVISOR

40,389 71,465WASTEWATER MAINT SUPERVISOR 55,927

WASTEWATER PROCESS

SUPERVISOR

40,389 71,465WASTEWATER PROCESS SUPERVISOR 55,927

WASTEWATER SCADA

TECHNICIAN

40,389 68,662WASTEWATER SCADA TECHNICIAN 54,526

WATER PLANT OPERATOR IV 40,389 71,465WATER PLANT OPERATOR IV 55,927

$49,650$49,650$49,650$49,650 $62,559$62,559$62,559$62,559 $79,450$79,450$79,450$79,450117117117117

CONVENTION SALES MANAGER 43,771 74,411CONVENTION SALES MANAGER 59,091

DEPUTY FIRE MARSHAL I 49,485 71,414DEPUTY FIRE MARSHAL I 60,450

$52,133$52,133$52,133$52,133 $65,687$65,687$65,687$65,687 $83,422$83,422$83,422$83,422118118118118

ACCOUNTANT 47,435 84,596ACCOUNTANT 66,016

BUILDING/GROUNDS

SUPERVISOR

43,771 77,754BUILDING/GROUNDS SUPERVISOR 60,762

CONVENTION MAINTENANCE

SUPV

43,771 77,754CONVENTION MAINTENANCE MANAGER 60,762

CONVENTION TOURISM SALES

MGR

43,771 77,754CONVENTION TOURISM SALES MGR 60,762

DEPUTY FIRE MARSHAL II 56,999 78,341DEPUTY FIRE MARSHAL II 67,670

ELECTRICIAN - MASTER 40,389 71,465ELECTRICIAN SUPERVISOR 55,927

ELECTRONICS TECH/EMER

EQUIP SP

45,737 77,754ELECTRONICS TECH/EMER EQUIP SP 61,745

HUMAN RESOURCE ANALYST 47,435 84,596HUMAN RESOURCE ADMINISTRATOR 66,016

MAINT & CONSTR SUPERVISOR 43,771 77,754MAINT & CONSTR SUPERVISOR 60,762

NETWORK SPECIALIST 43,771 77,754NETWORK SPECIALIST 60,762

PLANNER 47,435 84,596PLANNER 66,016

PLANS EXAMINER 43,771 77,754PLANS EXAMINER 60,762

POLICE ACCOUNTANT-FISCAL

SUPV

47,435 84,596POLICE ACCOUNTANT-FISCAL SUPV 66,016

POLICE RECORDS

MANAGEMENT SUPV

47,435 84,596POLICE RECORDS MANAGEMENT SUPV 66,016

PROCUREMENT/SUPPLY

SUPERVISOR

47,435 84,596PROCUREMENT/SUPPLY SUPERVISOR 66,016

0 0RECREATION MANAGER 0

RISK MGMT ASSOCIATE 43,771 77,754RISK MGMT ASSOCIATE 60,762

SOLID WASTE SUPERVISOR 43,771 77,754SOLID WASTE SUPERVISOR 60,762


5.C.b

Packet P

g. 113









$52,133$52,133$52,133$52,133 $65,687$65,687$65,687$65,687 $83,422$83,422$83,422$83,422118118118118

SR. SUPPORT SPECIALIST 43,771 77,754TECHNOLOGY SUPPORT SPECIALIST -

SENIOR

60,762

$54,739$54,739$54,739$54,739 $68,971$68,971$68,971$68,971 $87,594$87,594$87,594$87,594119119119119

OPERATIONS MANAGER 43,771 77,754TRANSPORTATION OPERATIONS MANAGER 60,762

WASTEWATER LAB SUPERVISOR 47,435 84,596WASTEWATER LAB SUPERVISOR 66,016

WASTEWATER PLNT OPER -

CHIEF

47,435 84,596WASTEWATER PLNT OPER - CHIEF 66,016

WATER PLANT OPERATOR-CHIEF 47,435 84,596WATER PLANT OPERATOR-CHIEF 66,016

$57,476$57,476$57,476$57,476 $72,420$72,420$72,420$72,420 $91,973$91,973$91,973$91,973120120120120

DEPUTY FIRE MARSHAL/PLANS

EXAM

62,519 85,941DEPUTY FIRE MARSHAL/PLANS EXAM 74,230

EMERGENCY MANAGEMENT

PLANNER I

43,771 77,754EMERGENCY MANAGEMENT PLANNER 60,762

ENGINEER II-ENVIRONMENTAL 51,406 92,040ENGINEER ENVIRONMENTAL 71,723

GIS COORDINATOR 55,710 100,140GIS COORDINATOR 77,925

SURVEYOR 51,406 92,040SURVEYOR 71,723

$60,350$60,350$60,350$60,350 $76,041$76,041$76,041$76,041 $96,572$96,572$96,572$96,572121121121121

BUILDING SUPERINTENDENT 51,406 92,040BUILDING SUPERINTENDENT 71,723

PARKS ASSIST

SUPERINTENDENT

51,406 92,040PARKS ASSISTANT SUPERINTENDENT 71,723

PAYROLL MANAGER 51,406 92,040PAYROLL MANAGER 71,723

REVENUE SUPERVISOR 51,406 92,040REVENUE SUPERVISOR 71,723

$63,367$63,367$63,367$63,367 $79,843$79,843$79,843$79,843 $101,400$101,400$101,400$101,400122122122122

AIRPORT MANAGER 55,710 94,708AIRPORT MANAGER 75,209

FIRE MARSHAL/CAPTAIN 54,141 92,040FIRE MARSHAL 73,091

FIRE/EMS CAPTAIN 54,141 92,040FIRE/EMS CAPTAIN 73,091

FLEET SERVICE MANAGER 51,406 92,040FLEET SERVICE MANAGER 71,723

INTERNAL AUDITOR 55,710 100,140INTERNAL AUDITOR 77,925

$66,536$66,536$66,536$66,536 $83,835$83,835$83,835$83,835 $106,471$106,471$106,471$106,471123123123123

EXECUTIVE OFFICE ASSOCIATE II 40,389 71,465CITY CLERK 55,927

COMMUNICATIONS DIVISION

MGR

58,906 100,140COMMUNICATIONS DIVISION MGR 79,523

COMMUNICATIONS MANAGER 55,710 100,140COMMUNICATIONS MANAGER 77,925

CONVENTION OPERATIONS

MANAGER

55,710 100,140CONVENTION OPERATIONS MANAGER 77,925

CONVENTION

SALES/MARKETING DIR

55,710 100,140CONVENTION SALES/MARKETING DIR 77,925

ENGINEERING MANAGER 55,710 100,140ENGINEERING MANAGER 77,925

FACILITIES MANAGER 60,374 102,637FACILITIES MANAGER 81,506


5.C.b

Packet P

g. 114









$66,536$66,536$66,536$66,536 $83,835$83,835$83,835$83,835 $106,471$106,471$106,471$106,471123123123123

PW CONSTRUCTION MANAGER 60,374 102,637PW CONSTRUCTION MANAGER 81,506

PW MAINTENANCE MANAGER 60,374 108,953PW MAINTENANCE MANAGER 84,664

SOLID WASTE MANAGER 60,374 108,953SOLID WASTE MANAGER 84,664

TRANSPORTATION-ASSIST SUPT. 55,710 100,140TRANSPORTATION-ASSIST SUPT. 77,925

WASTEWATER ASSISTANT SUPT. 55,710 100,140WASTEWATER ASSISTANT SUPT. 77,925

$69,863$69,863$69,863$69,863 $88,027$88,027$88,027$88,027 $111,794$111,794$111,794$111,794124124124124

CONVERGED NETWORK

MANAGER

60,374 108,953CONVERGED NETWORK MANAGER 84,664

FIRE/EMS ASSISTANT CHIEF 58,906 100,140FIRE/EMS ASSISTANT CHIEF 79,523

GOLF PROFESSIONAL/MGR 60,374 108,953GOLF PROFESSIONAL/MGR 84,664

GOLF SUPERINTENDENT 60,374 108,953GOLF SUPERINTENDENT 84,664

PARKS SUPERINTENDENT 60,374 108,953PARKS SUPERINTENDENT 84,664

POLICE LIEUTENANT 98,677 108,947POLICE LIEUTENANT 103,812

PROCUREMENT MANAGER 65,429 111,230PROCUREMENT MANAGER 88,329

RECREATION SUPERINTENDENT 60,374 108,953RECREATION SUPERINTENDENT 84,664

RISK/CLAIMS MANAGER 65,429 118,541RISK/CLAIMS MANAGER 91,985

$73,356$73,356$73,356$73,356 $92,428$92,428$92,428$92,428 $117,384$117,384$117,384$117,384125125125125

FINANCE ADMIN. ASSISTANT 65,429 118,541ASSISTANT FINANCE DIRECTOR 91,985

BUILDING OFFICIAL CHIEF 65,429 118,541BUILDING OFFICIAL CHIEF 91,985

ELECTRONIC SERVICES

MANAGER

64,090 108,953ELECTRONIC SERVICES MANAGER 86,521

PW DEPUTY DIRECTOR 65,429 118,541PW DEPUTY DIRECTOR 91,985

PW SENIOR PROJECT MANAGER 65,429 118,541PW SENIOR PROJECT MANAGER 91,985

SPECIAL EVENTS

SUPERINTENDENT

60,374 102,637SPECIAL EVENTS DIRECTOR 81,506

SPECIAL PROGRAMS MANAGER 65,429 118,541SPECIAL PROGRAMS MANAGER 91,985

TOURISM & MARKETING

DIRECTOR

60,374 108,953TOURISM & MARKETING DIRECTOR 84,664

TRANSPORTATION

SUPERINTENDENT

65,429 118,541TRANSPORTATION SUPERINTENDENT 91,985

WASTEWATER

SUPERINTENDENT

65,429 118,541WASTEWATER SUPERINTENDENT 91,985

WATER SUPERINTENDENT 65,429 118,541WATER SUPERINTENDENT 91,985

PLANNING/COMM DEV ASSIST

DIR

65,429 118,541ZONING ADMINISTRATOR 91,985

$77,023$77,023$77,023$77,023 $97,050$97,050$97,050$97,050 $123,253$123,253$123,253$123,253126126126126

BUDGET MANAGER 65,429 118,541BUDGET MANAGER 91,985

FIRE MARSHAL/DEPUTY CHIEF 75,866 128,972DEPUTY FIRE/EMS CHIEF 102,419

FIRE/EMS DEPUTY CHIEF 75,866 128,972FIRE/EMS DEPUTY CHIEF 102,419


5.C.b

Packet P

g. 115









$77,023$77,023$77,023$77,023 $97,050$97,050$97,050$97,050 $123,253$123,253$123,253$123,253126126126126

INFORMATION TECHNOLOGY

DIR

70,907 128,972INFORMATION TECHNOLOGY DIRECTOR 99,939

INFORMATION TECHNOLOGY

MANAGER

70,907 128,972INFORMATION TECHNOLOGY DIRECTOR 99,939

0 0PLANNING & ZONING DIRECTOR 0

POLICE CAPTAIN 115,484 125,004POLICE CAPTAIN 120,244

$80,875$80,875$80,875$80,875 $101,902$101,902$101,902$101,902 $129,416$129,416$129,416$129,416127127127127

CONVENTION CENTER

DIRECTOR

70,907 120,542CONVENTION CENTER DIRECTOR 95,724

PW CHIEF DEPUTY DIRECTOR 70,907 128,972PW CHIEF DEPUTY DIRECTOR 99,939

RECREATION/PARKS DIRECTOR 70,907 128,972RECREATION/PARKS DIRECTOR 99,939

$84,918$84,918$84,918$84,918 $106,997$106,997$106,997$106,997 $135,886$135,886$135,886$135,886128128128128

EMERGENCY SERVICES

DIRECTOR

70,907 128,972EMERGENCY SERVICES DIRECTOR 99,939

FIRE CHIEF 75,866 128,972FIRE CHIEF 102,419

HUMAN RESOURCE DIRECTOR 70,907 128,972HUMAN RESOURCE DIRECTOR 99,939

$93,622$93,622$93,622$93,622 $117,964$117,964$117,964$117,964 $149,815$149,815$149,815$149,815130130130130

CHIEF OF POLICE 132,504 143,427CHIEF OF POLICE 137,965

CITY ENGINEER 83,276 152,670CITY ENGINEER 117,973

FINANCE ADMINISTRATOR 83,276 152,670FINANCE DIRECTOR 117,973

PUBLIC WORKS DIRECTOR 83,276 152,670PUBLIC WORKS DIRECTOR 117,973


5.C.b

Packet P

g. 116



SECTION 6.0 Alpha Class List

5.C.b

Packet Pg. 117

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Proposed Class List By TitleProposed Class List By TitleProposed Class List By TitleProposed Class List By Title

Town of Ocean City, MDTown of Ocean City, MDTown of Ocean City, MDTown of Ocean City, MD

Proposed Class TitleProposed Class TitleProposed Class TitleProposed Class Title CodeCodeCodeCode Pay PlanPay PlanPay PlanPay Plan GradeGradeGradeGrade MinMinMinMin MktMktMktMkt MaxMaxMaxMax ####

A

1511ACCOUNTANT 118 $52,133 $65,687 $83,422Unified 4

1505ADMIN OFFICE ASSOCIATE I 108 $32,005 $40,326 $51,214Unified 11

1103ADMIN OFFICE ASSOCIATE II 110 $35,285 $44,460 $56,464Unified 4

2498ADMINISTRATIVE COORDINATOR 110 $35,285 $44,460 $56,464Unified 1

3501AIRPORT MANAGER 122 $63,367 $79,843 $101,400Unified 1

3555AIRPORT TECHNICIAN 111 $37,050 $46,682 $59,287Unified 2

2229ANIMAL CONTROL OFFICER 106 $29,029 $36,577 $46,453Unified 1

1502ASSISTANT FINANCE DIRECTOR 125 $73,356 $92,428 $117,384Unified 1

B

4111BEACH PATRL 2ND LIEUTENANT/SRT 114 $42,890 $54,041 $68,632Unified 1

1303BUDGET MANAGER 126 $77,023 $97,050 $123,253Unified 1

1882BUILDING ANALYST 114 $42,890 $54,041 $68,632Unified 1

1213BUILDING CUSTODIAN 101 $22,745 $28,659 $36,397Unified 5

1212BUILDING CUSTODIAN SUPERVISOR 107 $30,481 $38,406 $48,775Unified 1

1885BUILDING INSPECTOR 114 $42,890 $54,041 $68,632Unified 1

1884BUILDING INSPECTOR - SENIOR 116 $47,286 $59,580 $75,667Unified 1

1802BUILDING OFFICIAL CHIEF 125 $73,356 $92,428 $117,384Unified 1

5176BUILDING SUPERINTENDENT 121 $60,350 $76,041 $96,572Unified 1

3188BUILDING/GROUNDS SUPERVISOR 118 $52,133 $65,687 $83,422Unified 1

3449BUS DRIVER 107 $30,481 $38,406 $48,775Unified 7

C

3191CARPENTER 110 $35,285 $44,460 $56,464Unified 5

1202CENTRAL MAIL ASSOCIATE 104 $26,330 $33,176 $42,134Unified 1

2201CHIEF OF POLICE 130 $93,622 $117,964 $149,815Unified 1

1201CITY CLERK 123 $66,536 $83,835 $106,471Unified 1

1601CITY ENGINEER 130 $93,622 $117,964 $149,815Unified 1

1886CODE ENFORCEMENT OFFICER 114 $42,890 $54,041 $68,632Unified 1

2303COMMUNICATIONS DIVISION MGR 123 $66,536 $83,835 $106,471Unified 1

5221COMMUNICATIONS MANAGER 123 $66,536 $83,835 $106,471Unified 1

2217COMMUNICATIONS OPERATOR I 109 $33,605 $42,342 $53,775Unified 8

2218COMMUNICATIONS OPERATOR II 111 $37,050 $46,682 $59,287Unified 4

2219COMMUNICATIONS OPERATOR III 112 $38,902 $49,017 $62,251Unified 4

5175CONVENTION ADMIN SERVICES MGR 116 $47,286 $59,580 $75,667Unified 1

5101CONVENTION CENTER DIRECTOR 127 $80,875 $101,902 $129,416Unified 1

4114CONVENTION MAINTENANCE MANAGER 118 $52,133 $65,687 $83,422Unified 1

5173CONVENTION MAINTENANCE SUPERVISOR 116 $47,286 $59,580 $75,667Unified 3

4112CONVENTION MAINTENANCE WORKER I 103 $25,077 $31,597 $40,128Unified 8

4113CONVENTION MAINTENANCE WORKER II 105 $27,647 $34,835 $44,241Unified 2

5172CONVENTION OPERATIONS MANAGER 123 $66,536 $83,835 $106,471Unified 1

5402CONVENTION SALES MANAGER 117 $49,650 $62,559 $79,450Unified 1

5404CONVENTION SALES/MARKETING DIR 123 $66,536 $83,835 $106,471Unified 1

5403CONVENTION TOURISM SALES MGR 118 $52,133 $65,687 $83,422Unified 1

1904CONVERGED NETWORK MANAGER 124 $69,863 $88,027 $111,794Unified 1

3210COURIER 104 $26,330 $33,176 $42,134Unified 1

2203CUSTODY OFFICER TRAINEE 106 $29,029 $36,577 $46,453Unified 2

D

1205DEPUTY CITY CLERK 111 $37,050 $46,682 $59,287Unified 1

2502DEPUTY FIRE MARSHAL I 117 $49,650 $62,559 $79,450Unified 1

Thursday, June 18, 2015 Page 2 of 6

5.C.b

Packet Pg. 118

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2503DEPUTY FIRE MARSHAL II 118 $52,133 $65,687 $83,422Unified 2

2556DEPUTY FIRE MARSHAL/PLANS EXAM 120 $57,476 $72,420 $91,973Unified 1

2501DEPUTY FIRE/EMS CHIEF 126 $77,023 $97,050 $123,253Unified 1

E

3192ELECTRICIAN - GENERAL 110 $35,285 $44,460 $56,464Unified 3

3203ELECTRICIAN - MASTER 114 $42,890 $54,041 $68,632Unified 1

3190ELECTRICIAN SUPERVISOR 118 $52,133 $65,687 $83,422Unified 1

2400ELECTRONIC SERVICES MANAGER 125 $73,356 $92,428 $117,384Unified 1

2398ELECTRONICS TECH/EMER EQUIP SP 118 $52,133 $65,687 $83,422Unified 1

2305EMERGENCY MANAGEMENT PLANNER 120 $57,476 $72,420 $91,973Unified 1

2302EMERGENCY SERVICES DIRECTOR 128 $84,918 $106,997 $135,886Unified 1

1603ENGINEER ENVIRONMENTAL 120 $57,476 $72,420 $91,973Unified 1

1602ENGINEERING MANAGER 123 $66,536 $83,835 $106,471Unified 1

1662ENGINEERING TECHNICIAN 116 $47,286 $59,580 $75,667Unified 1

3197EQUIPMENT/SHOP MANAGER 114 $42,890 $54,041 $68,632Unified 1

5177EVENT COORDINATOR 112 $38,902 $49,017 $62,251Unified 2

1105EXECUTIVE OFFICE ASSOCIATE 114 $42,890 $54,041 $68,632Unified 3

F

3111FACILITIES MANAGER 123 $66,536 $83,835 $106,471Unified 1

4184FACILITIES SUPERVISOR 116 $47,286 $59,580 $75,667Unified 2

5118FINANCE COORDINATOR 116 $47,286 $59,580 $75,667Unified 1

1501FINANCE DIRECTOR 130 $93,622 $117,964 $149,815Unified 1

2500FIRE CHIEF 128 $84,918 $106,997 $135,886Unified 1

2336FIRE MARSHAL 122 $63,367 $79,843 $101,400Unified 1

2504FIRE/EMS ASSISTANT CHIEF 124 $69,863 $88,027 $111,794Unified 1

2332FIRE/EMS CAPTAIN 122 $63,367 $79,843 $101,400Unified 5

2301FIRE/EMS DEPUTY CHIEF 126 $77,023 $97,050 $123,253Unified 1

6201FLEET SERVICE MANAGER 122 $63,367 $79,843 $101,400Unified 1

4186FOOD AND BEVERAGE MANAGER 114 $42,890 $54,041 $68,632Unified 1

G

1804GIS COORDINATOR 120 $57,476 $72,420 $91,973Unified 1

4191GOLF 2ND ASSIST SUPERINTENDENT 112 $38,902 $49,017 $62,251Unified 1

4108GOLF ASSISTANT MANAGER 116 $47,286 $59,580 $75,667Unified 1

4102GOLF ASSISTANT SUPERINTENDENT 116 $47,286 $59,580 $75,667Unified 1

4192GOLF GREENSKEEPER 106 $29,029 $36,577 $46,453Unified 1

4105GOLF PROFESSIONAL/MGR 124 $69,863 $88,027 $111,794Unified 1

4104GOLF SUPERINTENDENT 124 $69,863 $88,027 $111,794Unified 1

H

3195HEAVY EQUIPMENT OPERATOR 109 $33,605 $42,342 $53,775Unified 19

1441HR LEARNING AND DEVELOPMENT MANAGER 116 $47,286 $59,580 $75,667Unified 1

1442HUMAN RESOURCE ADMINISTRATOR 118 $52,133 $65,687 $83,422Unified 1

1401HUMAN RESOURCE DIRECTOR 128 $84,918 $106,997 $135,886Unified 1

1443HUMAN RESOURCE SPECIALIST 111 $37,050 $46,682 $59,287Unified 2

I

1901INFORMATION TECHNOLOGY DIRECTOR 126 $77,023 $97,050 $123,253Unified 2

3630INSTRUMENTATION TECHNICIAN 116 $47,286 $59,580 $75,667Unified 1

1305INTERNAL AUDITOR 122 $63,367 $79,843 $101,400Unified 1

3417INTERNAL OPERATIONS COORD 112 $38,902 $49,017 $62,251Unified 1


5.C.b

Packet Pg. 119

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L

4193LANDSCAPER 108 $32,005 $40,326 $51,214Unified 2

1555LICENSE INSPECTOR 114 $42,890 $54,041 $68,632Unified 1

3694LINE MAINTENANCE SUPERVISOR 111 $37,050 $46,682 $59,287Unified 1

M

3194MAINT & CONSTR SUPERVISOR 118 $52,133 $65,687 $83,422Unified 8

3196MAINTENANCE WORKER 105 $27,647 $34,835 $44,241Unified 9

3110METER TECHNICIAN 107 $30,481 $38,406 $48,775Unified 3

5301MUSEUM CURATOR 116 $47,286 $59,580 $75,667Unified 1

4110MUSEUM CURATOR ASSISTANT 109 $33,605 $42,342 $53,775Unified 1

N

2293NETWORK SPECIALIST 118 $52,133 $65,687 $83,422Unified 3

O

4109OFFICE ASSOCIATE 106 $29,029 $36,577 $46,453Unified 3

P

4107PARKS ASSISTANT SUPERINTENDENT 121 $60,350 $76,041 $96,572Unified 1

4194PARKS SUPERINTENDENT 124 $69,863 $88,027 $111,794Unified 1

4188PARKS WORKER 106 $29,029 $36,577 $46,453Unified 7

1503PAYROLL MANAGER 121 $60,350 $76,041 $96,572Unified 1

1889PERMIT PROCESSOR 109 $33,605 $42,342 $53,775Unified 1

1805PLANNER 118 $52,133 $65,687 $83,422Unified 1

1800PLANNING & ZONING DIRECTOR 126 $77,023 $97,050 $123,253Unified 1

1806PLANS EXAMINER 118 $52,133 $65,687 $83,422Unified 1

3685PLUMBING INSPECTOR 114 $42,890 $54,041 $68,632Unified 1

1504POLICE ACCOUNTANT-FISCAL SUPV 118 $52,133 $65,687 $83,422Unified 1

2220POLICE CAPTAIN 126 $77,023 $97,050 $123,253Unified 3

1500POLICE CRIME ANALYST 114 $42,890 $54,041 $68,632Unified 1

2233POLICE CRIME SCENE TECH I 114 $42,890 $54,041 $68,632Unified 2

2232POLICE CRIME SCENE TECH II 116 $47,286 $59,580 $75,667Unified 1

2231POLICE CRIME SCENE TECH TRAINEE 112 $38,902 $49,017 $62,251Unified 1

2207POLICE CUSTODY OFFICER 108 $32,005 $40,326 $51,214Unified 6

2221POLICE LIEUTENANT 124 $69,863 $88,027 $111,794Unified 9

2204POLICE PUBLIC AFFAIRS SPC. 113 $40,847 $51,467 $65,364Unified 1

2225POLICE RECORDS MANAGEMENT SUPV 118 $52,133 $65,687 $83,422Unified 1

2228POLICE RECORDS TECHNICIAN 106 $29,029 $36,577 $46,453Unified 3

2206POLICE TRAINING&RECRUIT SPEC 112 $38,902 $49,017 $62,251Unified 1

3638PROCESS EQUIPMENT MECHANIC 111 $37,050 $46,682 $59,287Unified 3

6101PROCUREMENT MANAGER 124 $69,863 $88,027 $111,794Unified 1

6119PROCUREMENT/SUPPLY SUPERVISOR 118 $52,133 $65,687 $83,422Unified 1

2212PROPERTY/EVID CUST TECH-TRA 106 $29,029 $36,577 $46,453Unified 1

2211PROPERTY/EVIDENCE TECHNICIAN 109 $33,605 $42,342 $53,775Unified 1

3100PUBLIC WORKS DIRECTOR 130 $93,622 $117,964 $149,815Unified 1

1508PURCHASING ASSOCIATE 112 $38,902 $49,017 $62,251Unified 1

3103PW CHIEF DEPUTY DIRECTOR 127 $80,875 $101,902 $129,416Unified 1

3101PW CONSTRUCTION MANAGER 123 $66,536 $83,835 $106,471Unified 1

3187PW CREW LEADER 111 $37,050 $46,682 $59,287Unified 3

3109PW DEPUTY DIRECTOR 125 $73,356 $92,428 $117,384Unified 1

3102PW MAINTENANCE MANAGER 123 $66,536 $83,835 $106,471Unified 1


5.C.b

Packet Pg. 120

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3104PW SENIOR PROJECT MANAGER 125 $73,356 $92,428 $117,384Unified 1

R

4196RECREATION MANAGER 118 $52,133 $65,687 $83,422Unified 1

4101RECREATION SUPERINTENDENT 124 $69,863 $88,027 $111,794Unified 1

4183RECREATION SUPERVISOR 116 $47,286 $59,580 $75,667Unified 5

4189RECREATION/PARKS CREW LEADER 111 $37,050 $46,682 $59,287Unified 5

4100RECREATION/PARKS DIRECTOR 127 $80,875 $101,902 $129,416Unified 1

1510REVENUE SPECIALIST 110 $35,285 $44,460 $56,464Unified 4

1554REVENUE SUPERVISOR 121 $60,350 $76,041 $96,572Unified 1

1509RISK MGMT ASSOCIATE 118 $52,133 $65,687 $83,422Unified 1

1701RISK/CLAIMS MANAGER 124 $69,863 $88,027 $111,794Unified 1

S

6334SECURITY GUARD 104 $26,330 $33,176 $42,134Unified 2

3199SIGN TECHNICIAN 106 $29,029 $36,577 $46,453Unified 2

3201SOLID WASTE MANAGER 123 $66,536 $83,835 $106,471Unified 1

3294SOLID WASTE SUPERVISOR 118 $52,133 $65,687 $83,422Unified 2

3223SOLID WASTE WORKER II 109 $33,605 $42,342 $53,775Unified 24

5193SOUND/LIGHT TECHNICIAN 111 $37,050 $46,682 $59,287Unified 1

5105SPECIAL EVENTS COORDINATOR 112 $38,902 $49,017 $62,251Unified 3

5102SPECIAL EVENTS DIRECTOR 125 $73,356 $92,428 $117,384Unified 1

5103SPECIAL EVENTS OPERATIONS MGR 116 $47,286 $59,580 $75,667Unified 1

1553SPECIAL PROGRAMS MANAGER 125 $73,356 $92,428 $117,384Unified 1

1660SURVEYOR 120 $57,476 $72,420 $91,973Unified 1

T

1992TECHNOLOGY SUPPORT SPECIALIST 116 $47,286 $59,580 $75,667Unified 1

1993TECHNOLOGY SUPPORT SPECIALIST - SENIOR 118 $52,133 $65,687 $83,422Unified 3

5106TOURISM & MARKETING DIRECTOR 125 $73,356 $92,428 $117,384Unified 1

3226TRACTOR TRAILER/TANKER DRIVER 111 $37,050 $46,682 $59,287Unified 1

5192TRADES HELPER 109 $33,605 $42,342 $53,775Unified 7

3418TRANSPORTATION MAINT TECH 109 $33,605 $42,342 $53,775Unified 1

3402TRANSPORTATION OPERATIONS MANAGER 119 $54,739 $68,971 $87,594Unified 1

3401TRANSPORTATION SUPERINTENDENT 125 $73,356 $92,428 $117,384Unified 1

3403TRANSPORTATION-ASSIST SUPT. 123 $66,536 $83,835 $106,471Unified 1

4185TURF EQUIPMENT TECHNICIAN 111 $37,050 $46,682 $59,287Unified 1

U

3113UTILITY CONSTRUCTION INSPECTOR 110 $35,285 $44,460 $56,464Unified 2

V

2499VEHICLE/EQUIP MECH FIREFIGHTER 112 $38,902 $49,017 $62,251Unified 1

6216VEHICLE/EQUIP TECH I 110 $35,285 $44,460 $56,464Unified 2

6214VEHICLE/EQUIP TECH II 112 $38,902 $49,017 $62,251Unified 9

W

6112WAREHOUSE TECH I 106 $29,029 $36,577 $46,453Unified 2

6113WAREHOUSE TECH II 109 $33,605 $42,342 $53,775Unified 1

3632WASTEWATER ASSISTANT SUPT. 123 $66,536 $83,835 $106,471Unified 1

3640WASTEWATER LAB SUPERVISOR 119 $54,739 $68,971 $87,594Unified 1

3642WASTEWATER LAB TECHNICIAN I 112 $38,902 $49,017 $62,251Unified 1

3641WASTEWATER LAB TECHNICIAN II 114 $42,890 $54,041 $68,632Unified 1

3639WASTEWATER MAINT SUPERVISOR 116 $47,286 $59,580 $75,667Unified 1


5.C.b

Packet Pg. 121

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3635WASTEWATER PLANT OPERATOR I 107 $30,481 $38,406 $48,775Unified 3

3636WASTEWATER PLANT OPERATOR II 109 $33,605 $42,342 $53,775Unified 2

3634WASTEWATER PLANT OPERATOR III 111 $37,050 $46,682 $59,287Unified 1

3633WASTEWATER PLANT OPERATOR IV 113 $40,847 $51,467 $65,364Unified 11

3631WASTEWATER PLNT OPER - CHIEF 119 $54,739 $68,971 $87,594Unified 1

3629WASTEWATER PROCESS SHIFT LEADER 115 $45,034 $56,743 $72,063Unified 4

3637WASTEWATER PROCESS SUPERVISOR 116 $47,286 $59,580 $75,667Unified 3

6111WASTEWATER PURCHASING TECH 109 $33,605 $42,342 $53,775Unified 1

3644WASTEWATER SCADA TECHNICIAN 116 $47,286 $59,580 $75,667Unified 1

3601WASTEWATER SUPERINTENDENT 125 $73,356 $92,428 $117,384Unified 1

3394WATER METER MAINT SUPERVISOR 114 $42,890 $54,041 $68,632Unified 1

3338WATER METER TECHNICIAN 107 $30,481 $38,406 $48,775Unified 2

3330WATER PLANT OPERATOR I 109 $33,605 $42,342 $53,775Unified 0

3331WATER PLANT OPERATOR II 111 $37,050 $46,682 $59,287Unified 0

3332WATER PLANT OPERATOR III 113 $40,847 $51,467 $65,364Unified 0

3333WATER PLANT OPERATOR IV 116 $47,286 $59,580 $75,667Unified 8

3335WATER PLANT OPERATOR-CHIEF 119 $54,739 $68,971 $87,594Unified 1

3339WATER PLANT OPER-UNLICENSED 103 $25,077 $31,597 $40,128Unified 1

3301WATER SUPERINTENDENT 125 $73,356 $92,428 $117,384Unified 1

1304WEB DESIGNER 115 $45,034 $56,743 $72,063Unified 1

Z

1801ZONING ADMINISTRATOR 125 $73,356 $92,428 $117,384Unified 1

1883ZONING ANALYST 114 $42,890 $54,041 $68,632Unified 1

195 Job Classes


5.C.b

Packet Pg. 122

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SECTION 7.0 Implementation Cost by Department

5.C.b

Packet Pg. 123

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Town of Ocean City, MD Implementation ReportTown of Ocean City, MD Implementation ReportTown of Ocean City, MD Implementation ReportTown of Ocean City, MD Implementation Report

Proposed Pay PlanProposed Pay PlanProposed Pay PlanProposed Pay Plan UnifiedUnifiedUnifiedUnified

Dep't Name: AIRPORT Dep't Code: 57Dep't Name: AIRPORT Dep't Code: 57Dep't Name: AIRPORT Dep't Code: 57Dep't Name: AIRPORT Dep't Code: 57

Original

Proposed

Class

Title Code #

Step Salary

Experience Adjustments

Position #Grade

Min Max

FTE

Duty

Hire Date

Exper.Date

Promotion

Days All'd

Flat % Mkt

Min Max

Step

Asgn Employee NameOrgExp

DRAFTDRAFTDRAFTDRAFT

% Chg

% Of Market100

Mkt

CompaRatio

Unit Name: Unit Code: Unit Name: Unit Code: Unit Name: Unit Code: Unit Name: Unit Code:

Summary for Summary for Summary for Summary for

Current PayrollCurrent PayrollCurrent PayrollCurrent Payroll $150,030$150,030$150,030$150,030

$0$0$0$0

Adjustment To MinimumAdjustment To MinimumAdjustment To MinimumAdjustment To Minimum $3,428$3,428$3,428$3,428

Adjustment To MarketAdjustment To MarketAdjustment To MarketAdjustment To Market $0$0$0$0

Adjustment Toward MaximumAdjustment Toward MaximumAdjustment Toward MaximumAdjustment Toward Maximum $0$0$0$0

OrgExp AdjustmentOrgExp AdjustmentOrgExp AdjustmentOrgExp Adjustment $0$0$0$0

Stipends / SupplementsStipends / SupplementsStipends / SupplementsStipends / Supplements $0$0$0$0

Proposed PayrollProposed PayrollProposed PayrollProposed Payroll $153,457$153,457$153,457$153,457

3333

# Adjusted To Minimum# Adjusted To Minimum# Adjusted To Minimum# Adjusted To Minimum 1111

# Adjusted To Step# Adjusted To Step# Adjusted To Step# Adjusted To Step 0000

# Adjusted To Market# Adjusted To Market# Adjusted To Market# Adjusted To Market 0000

# OrgExp Adjustments# OrgExp Adjustments# OrgExp Adjustments# OrgExp Adjustments 0000

# Assignment# Assignment# Assignment# Assignment 0000

# Positions# Positions# Positions# Positions

Adjustment To StepAdjustment To StepAdjustment To StepAdjustment To Step $0$0$0$0

# Adjusted Toward Maximum# Adjusted Toward Maximum# Adjusted Toward Maximum# Adjusted Toward Maximum 0000

% Change% Change% Change% Change 2.28%2.28%2.28%2.28%

Total Applied AdjustmentsTotal Applied AdjustmentsTotal Applied AdjustmentsTotal Applied Adjustments $3,428$3,428$3,428$3,428

Flat 0% AdjustmentFlat 0% AdjustmentFlat 0% AdjustmentFlat 0% Adjustment 1111# Positions Adjusted (any type)# Positions Adjusted (any type)# Positions Adjusted (any type)# Positions Adjusted (any type) 2222# Not Adj# Not Adj# Not Adj# Not Adj



$0$0$0$0







4444












Thursday, June 18, 2015 Pg 3 of 20Report# 1DRAFTDRAFTDRAFTDRAFT

5.C.b

Packet P

g. 124


Don

Typewritten Text

Airport

Don

Typewritten Text

City Clerk

KAllmond

Rectangle

Original Proposed Class Title Code # Step Salary Experience Adjustments Grade Position # Min Max FTE Duty Hire Date Exper.Date Promotion Days All'd Flat % Mkt Min Max Step OrgExp Asgn Employee Name % Chg Mkt Compa Ratio



Dep't Name: CITY MANAGER Dep't Code: 13Dep't Name: CITY MANAGER Dep't Code: 13Dep't Name: CITY MANAGER Dep't Code: 13Dep't Name: CITY MANAGER Dep't Code: 13

Original

Proposed

Class

Title Code #

Step Salary


Position #Grade

Min Max

FTE

Duty

Hire Date

Exper.Date

Promotion

Days All'd

Flat % Mkt

Min Max

Step



% Chg

% Of Market100

Mkt

CompaRatio




$0$0$0$0







6666













Current PayrollCurrent PayrollCurrent PayrollCurrent Payroll $1,176,472$1,176,472$1,176,472$1,176,472

$0$0$0$0






Proposed PayrollProposed PayrollProposed PayrollProposed Payroll $1,193,552$1,193,552$1,193,552$1,193,552

21212121













5.C.b

Packet P

g. 125


Don

Typewritten Text

City Manager

Don

Typewritten Text

Communications

Don

Typewritten Text

KAllmond

Rectangle




Dep't Name: CONSTRUCTION INSPECTION Dep't Code: 18Dep't Name: CONSTRUCTION INSPECTION Dep't Code: 18Dep't Name: CONSTRUCTION INSPECTION Dep't Code: 18Dep't Name: CONSTRUCTION INSPECTION Dep't Code: 18

Original

Proposed

Class

Title Code #

Step Salary


Position #Grade

Min Max

FTE

Duty

Hire Date

Exper.Date

Promotion

Days All'd

Flat % Mkt

Min Max

Step



% Chg

% Of Market100

Mkt

CompaRatio




$0$0$0$0







12121212














$0$0$0$0







32323232













5.C.b

Packet P

g. 126


Don

Typewritten Text

Construction Inspection

Don

Typewritten Text

Convention Center Administration

Don

Typewritten Text

KAllmond

Rectangle




Dep't Name: EMERGENCY MEDICAL SERVICES Dep't Code: 27Dep't Name: EMERGENCY MEDICAL SERVICES Dep't Code: 27Dep't Name: EMERGENCY MEDICAL SERVICES Dep't Code: 27Dep't Name: EMERGENCY MEDICAL SERVICES Dep't Code: 27

Original

Proposed

Class

Title Code #

Step Salary


Position #Grade

Min Max

FTE

Duty

Hire Date

Exper.Date

Promotion

Days All'd

Flat % Mkt

Min Max

Step



% Chg

% Of Market100

Mkt

CompaRatio




$0$0$0$0

Adjustment To MinimumAdjustment To MinimumAdjustment To MinimumAdjustment To Minimum $0$0$0$0






8888










Total Applied AdjustmentsTotal Applied AdjustmentsTotal Applied AdjustmentsTotal Applied Adjustments $0$0$0$0




$0$0$0$0







6666













5.C.b

Packet P

g. 127


Don

Typewritten Text

Emergency Medical Services

Don

Typewritten Text

Don

Typewritten Text

Don

Typewritten Text

Don

Typewritten Text

Don

Typewritten Text

Engineering

Don

Typewritten Text

KAllmond

Rectangle




Dep't Name: FINANCE Dep't Code: 14Dep't Name: FINANCE Dep't Code: 14Dep't Name: FINANCE Dep't Code: 14Dep't Name: FINANCE Dep't Code: 14

Original

Proposed

Class

Title Code #

Step Salary


Position #Grade

Min Max

FTE

Duty

Hire Date

Exper.Date

Promotion

Days All'd

Flat % Mkt

Min Max

Step



% Chg

% Of Market100

Mkt

CompaRatio




$0$0$0$0







14141414














$0$0$0$0







2222













5.C.b

Packet P

g. 128


Don

Typewritten Text

Finance

Don

Typewritten Text

Fire Company

KAllmond

Rectangle




Dep't Name: FIRE MARSHAL Dep't Code: 28Dep't Name: FIRE MARSHAL Dep't Code: 28Dep't Name: FIRE MARSHAL Dep't Code: 28Dep't Name: FIRE MARSHAL Dep't Code: 28

Original

Proposed

Class

Title Code #

Step Salary


Position #Grade

Min Max

FTE

Duty

Hire Date

Exper.Date

Promotion

Days All'd

Flat % Mkt

Min Max

Step



% Chg

% Of Market100

Mkt

CompaRatio




$0$0$0$0







7777














$0$0$0$0







8888













5.C.b

Packet P

g. 129


Don

Typewritten Text

Fire Marshal

Don

Typewritten Text

Golf Course Maintenance

Don

Typewritten Text

KAllmond

Rectangle




Dep't Name: HUMAN RESOURCES Dep't Code: 16Dep't Name: HUMAN RESOURCES Dep't Code: 16Dep't Name: HUMAN RESOURCES Dep't Code: 16Dep't Name: HUMAN RESOURCES Dep't Code: 16

Original

Proposed

Class

Title Code #

Step Salary


Position #Grade

Min Max

FTE

Duty

Hire Date

Exper.Date

Promotion

Days All'd

Flat % Mkt

Min Max

Step



% Chg

% Of Market100

Mkt

CompaRatio




$0$0$0$0







5555














$0$0$0$0







2222













5.C.b

Packet P

g. 130


Don

Typewritten Text

Human Resources

Don

Typewritten Text

Impound Lot

KAllmond

Rectangle




Dep't Name: INFORMATION TECHNOLOGY Dep't Code: 71Dep't Name: INFORMATION TECHNOLOGY Dep't Code: 71Dep't Name: INFORMATION TECHNOLOGY Dep't Code: 71Dep't Name: INFORMATION TECHNOLOGY Dep't Code: 71

Original

Proposed

Class

Title Code #

Step Salary


Position #Grade

Min Max

FTE

Duty

Hire Date

Exper.Date

Promotion

Days All'd

Flat % Mkt

Min Max

Step



% Chg

% Of Market100

Mkt

CompaRatio




$0$0$0$0







9999














$0$0$0$0







1111













5.C.b

Packet P

g. 131


Don

Typewritten Text

Information Technology

Don

Typewritten Text

Mayor and City Council

Don

Typewritten Text

KAllmond

Rectangle




Dep't Name: MUSEUM Dep't Code: 46Dep't Name: MUSEUM Dep't Code: 46Dep't Name: MUSEUM Dep't Code: 46Dep't Name: MUSEUM Dep't Code: 46

Original

Proposed

Class

Title Code #

Step Salary


Position #Grade

Min Max

FTE

Duty

Hire Date

Exper.Date

Promotion

Days All'd

Flat % Mkt

Min Max

Step



% Chg

% Of Market100

Mkt

CompaRatio




$0$0$0$0







2222














$0$0$0$0







36363636













5.C.b

Packet P

g. 132


Don

Typewritten Text

Museum

Don

Typewritten Text

Police Patrol

Don

Typewritten Text

KAllmond

Rectangle




Dep't Name: PUBLIC WORKS Dep't Code: 30Dep't Name: PUBLIC WORKS Dep't Code: 30Dep't Name: PUBLIC WORKS Dep't Code: 30Dep't Name: PUBLIC WORKS Dep't Code: 30

Original

Proposed

Class

Title Code #

Step Salary


Position #Grade

Min Max

FTE

Duty

Hire Date

Exper.Date

Promotion

Days All'd

Flat % Mkt

Min Max

Step



% Chg

% Of Market100

Mkt

CompaRatio




$0$0$0$0







5555














$0$0$0$0







9999













5.C.b

Packet P

g. 133


Don

Typewritten Text

Public Works

Don

Typewritten Text

Public Works

KAllmond

Rectangle




Dep't Name: PW - BLDGS & GROUNDS Dep't Code: 33Dep't Name: PW - BLDGS & GROUNDS Dep't Code: 33Dep't Name: PW - BLDGS & GROUNDS Dep't Code: 33Dep't Name: PW - BLDGS & GROUNDS Dep't Code: 33

Original

Proposed

Class

Title Code #

Step Salary


Position #Grade

Min Max

FTE

Duty

Hire Date

Exper.Date

Promotion

Days All'd

Flat % Mkt

Min Max

Step



% Chg

% Of Market100

Mkt

CompaRatio




$0$0$0$0







27272727














$0$0$0$0







31313131













5.C.b

Packet P

g. 134


Don

Typewritten Text

PW - Bldgs & Grounds

Don

Typewritten Text

PW - Street Maintenance

Don

Typewritten Text

KAllmond

Rectangle




Dep't Name: RECREATION Dep't Code: 40Dep't Name: RECREATION Dep't Code: 40Dep't Name: RECREATION Dep't Code: 40Dep't Name: RECREATION Dep't Code: 40

Original

Proposed

Class

Title Code #

Step Salary


Position #Grade

Min Max

FTE

Duty

Hire Date

Exper.Date

Promotion

Days All'd

Flat % Mkt

Min Max

Step



% Chg

% Of Market100

Mkt

CompaRatio




$0$0$0$0







27272727














$0$0$0$0







2222













5.C.b

Packet P

g. 135


Don

Typewritten Text

Recreation

Don

Typewritten Text

Risk Management

KAllmond

Rectangle




Dep't Name: SERVICE CENTER ADMINISTRATION Dep't Code: 74Dep't Name: SERVICE CENTER ADMINISTRATION Dep't Code: 74Dep't Name: SERVICE CENTER ADMINISTRATION Dep't Code: 74Dep't Name: SERVICE CENTER ADMINISTRATION Dep't Code: 74

Original

Proposed

Class

Title Code #

Step Salary


Position #Grade

Min Max

FTE

Duty

Hire Date

Exper.Date

Promotion

Days All'd

Flat % Mkt

Min Max

Step



% Chg

% Of Market100

Mkt

CompaRatio




$0$0$0$0







19191919














$0$0$0$0







21212121













5.C.b

Packet P

g. 136


Don

Typewritten Text

Service Center Administration

Don

Typewritten Text

Solid Waste Transfer

KAllmond

Rectangle




Dep't Name: SPECIAL EVENTS Dep't Code: 42Dep't Name: SPECIAL EVENTS Dep't Code: 42Dep't Name: SPECIAL EVENTS Dep't Code: 42Dep't Name: SPECIAL EVENTS Dep't Code: 42

Original

Proposed

Class

Title Code #

Step Salary


Position #Grade

Min Max

FTE

Duty

Hire Date

Exper.Date

Promotion

Days All'd

Flat % Mkt

Min Max

Step



% Chg

% Of Market100

Mkt

CompaRatio




$0$0$0$0







4444














$0$0$0$0







2222













5.C.b

Packet P

g. 137


Don

Typewritten Text

Special Events

Don

Typewritten Text

Don

Typewritten Text

Tourism Promotions

Don

Typewritten Text

KAllmond

Rectangle




Dep't Name: TRANSPORTATION BUSES Dep't Code: 55Dep't Name: TRANSPORTATION BUSES Dep't Code: 55Dep't Name: TRANSPORTATION BUSES Dep't Code: 55Dep't Name: TRANSPORTATION BUSES Dep't Code: 55

Original

Proposed

Class

Title Code #

Step Salary


Position #Grade

Min Max

FTE

Duty

Hire Date

Exper.Date

Promotion

Days All'd

Flat % Mkt

Min Max

Step



% Chg

% Of Market100

Mkt

CompaRatio




$0$0$0$0







13131313














$0$0$0$0







40404040













5.C.b

Packet P

g. 138


Don

Typewritten Text

Transportation Buses

Don

Typewritten Text

Wastewater

Don

Typewritten Text

KAllmond

Rectangle




Dep't Name: WATER Dep't Code: 52Dep't Name: WATER Dep't Code: 52Dep't Name: WATER Dep't Code: 52Dep't Name: WATER Dep't Code: 52

Original

Proposed

Class

Title Code #

Step Salary


Position #Grade

Min Max

FTE

Duty

Hire Date

Exper.Date

Promotion

Days All'd

Flat % Mkt

Min Max

Step



% Chg

% Of Market100

Mkt

CompaRatio




$0$0$0$0







20202020













5.C.b

Packet P

g. 139


Don

Typewritten Text

Water

Don

Typewritten Text

KAllmond

Rectangle


Summary for Town of Ocean City, MDSummary for Town of Ocean City, MDSummary for Town of Ocean City, MDSummary for Town of Ocean City, MD


$0$0$0$0


$0$0$0$0





398398398398


# Adjusted Toward Market# Adjusted Toward Market# Adjusted Toward Market# Adjusted Toward Market 0000






# Adjusted To Step# Adjusted To Step# Adjusted To Step# Adjusted To Step 0000Adjustment To StepAdjustment To StepAdjustment To StepAdjustment To Step $0$0$0$0


FICA Rate:

Proposed Payroll plus FICAProposed Payroll plus FICAProposed Payroll plus FICAProposed Payroll plus FICA $23,037,266$23,037,266$23,037,266$23,037,266

% Change in Total Payroll% Change in Total Payroll% Change in Total Payroll% Change in Total Payroll 0.50%0.50%0.50%0.50%


0

Flat 0% AdjustmentFlat 0% AdjustmentFlat 0% AdjustmentFlat 0% Adjustment

Adjustment Toward MktAdjustment Toward MktAdjustment Toward MktAdjustment Toward Mkt

54545454# Positions Adjusted (any type)# Positions Adjusted (any type)# Positions Adjusted (any type)# Positions Adjusted (any type) 344344344344# Not Adj# Not Adj# Not Adj# Not Adj


5.C.b

Packet P

g. 140


TOWN OF



FROM: David Recor, ICMA-CM, City Manager

RE: Part-time and Temporary Pay Table

DATE: June 18, 2015

ISSUE(S): Management Advisory Group’s review and recommendation for

Part-time and Temporary Pay

SUMMARY: Part-time and temporary pay rates were last adjusted in 2011

when a lower starting rate was added to the existing three-step

pay table. The rest of the existing pay table remained

unchanged and were no step increases for the temporary and

part-time employees. Returning temporary seasonal and part-

time employees were placed in the step table at the same rate

they were in the previous season.

A two percent adjustment to the starting step rate was budgeted

for FY16. The accompanying table illustrates the effect of a two-

percent adjustment advancing the start rate to absorb Step 2 for

pay grades 1 through 6, with the idea of eventually migrating to

single-rate temporary/part time pay grades. The entry rate

adjustment ensures competitive rates for ongoing seasonal and

part-time recruitment processes.

Adjustments for full time positions, as proposed by the

Management Advisory Group study of minimum pay ranges, will

impact temporary starting pay where equivalent positions exist.

Adjustments for those temporary/part-time position start rates

will result in an FY16 incremental increase of approximately

$16,379.00 above the budgeted two percent.

EMT/Paramedic/Firefighter Part time Pay Table

A similar situation exists with the starting rates for

EMT/Paramedic/Firefighter pay tables, not as a result of the

Management Advisory Group Study but due to the addition of a

lower Step 1 rate in 2011. To return these positions to parity

with equivalent full time rates will result in a FY16 incremental

increase of approximately $11,175 above the budgeted 2%.

FISCAL IMPACT: Total FY16 incremental increase of approximately $27,554.00

above the budgeted 2%.

RECOMMENDATION: Adopt the Part-time and Temporary Pay Table as presented.


ALTERNATIVES: Keep the existing part-time and temporary pay scale.

RESPONSIBLE STAFF: Wayne Evans, Human Resources Director

Agenda Item #


5.D

Packet Pg. 141

Agenda Item #


Jennie Knapp, Budget Manager


ATTACHMENT(S): None

5.D

Packet Pg. 142

Part-time / temporary pay table

Proposed as budgeted FY16

Temp New Hire Step 1Pay Step plus

Grade 1 2% 2 3 4

1 8.70 8.87 8.70 8.91 9.14

2 9.42 9.61 9.46 9.70 9.94

3 10.21 10.41 10.29 10.55 10.81

4 11.06 11.28 11.20 11.48 11.77

5 11.99 12.23 12.18 12.49 12.80

6 12.99 13.25 13.26 13.59 13.93

7 14.08 14.36 14.42 14.78 15.15

8 15.26 15.56 15.69 16.09 16.49

9 16.53 16.86 17.07 17.50 17.94

10 17.92 18.28 18.58 19.04 19.52

12 21.04 21.46 21.99 22.54 23.10

EMT-B 18.02 18.38 18.69 19.15 19.63

EMT-I 19.69 20.08 20.50 21.01 21.54

EMT-P 21.52 21.95 22.49 23.05 23.62

Returning Rate

5.D.a

Packet Pg. 143

Att

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art-

tim

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emp

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Tab

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TOWN OF




FROM: Martha Bennett, Finance Administrator

RE: Request for Resolution to Reimburse Expenditures with Bond Proceeds

DATE: June 11, 2015

ISSUE(S): Resolution to reimburse expenditures with bond proceeds.

SUMMARY: Request permission to have bond counsel prepare resolution for

July 6 Council meeting authorizing the reimbursement of

expenditures from a 20-year bond to be issued in December

2015 for:

1st Street Water Tower

Wastewater Clarifier

Wastewater Mains

Treatment Plant Electrical Service

FISCAL IMPACT: Resolution of $17.4 million is the total amount of projects and

issuance costs approved in Water & Wastewater Rate Study on

March 17, 2015.

RECOMMENDATION: Approve preparation of resolution.


ALTERNATIVES: Delay projects unitl after bond sale

RESPONSIBLE STAFF: Hal Adkins, Public Works Director

COORDINATED WITH: Guy Ayres, City Solicitor; Cheryl Guth, McGuire Woods

ATTACHMENT(S): None

Agenda Item #


5.E

Packet Pg. 144

Town of Ocean City, Maryland

GO Municipal Purpose Bonds of 2015

Estimated Estimated

Project Issuance

Costs Costs Total

WW 4th Secondary Clarifier 5,500,000 115,000 5,615,000

Wastewater mains 6,000,000 125,000 6,125,000

WW treatment plant electrical service 1,250,000 25,000 1,275,000

1st Street water tower 4,300,000 85,000 4,385,000

Total 17,050,000$ 350,000$ 17,400,000$

5.E.a

Packet Pg. 145

Att

ach

men

t: 2

015

bo

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pro

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list

(12

47 :

Req

ues

t fo

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Rei

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urs

e E

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dit

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s w

ith

Bo

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Pro

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s)

TOWN OF




FROM: Blaine Smith, Zoning Administrator

RE: Report and Policy for Nonconforming Signage in Upper Downtown Design Overlay

DATE: June 17, 2015

ISSUE(S): Informational report on nonconforming signs which are subject

to being phased out in the Upper Downtown Design Overlay

District by June 5, 2016.

SUMMARY: Summary of regulations:

Upper Downtown Design Overlay Zone is from 3rd Street

to 17th Street.

Zoning ordinance Section 110-865.25, item (6)(c) sets

forth that nonconforming signs shall be made to conform

to the requirements of this section within ten years of

passage of this division. The ordinance became effective

on June 5, 2006.

Section 110.865.25, item (4)(d) prohibits signs which are

placed or erected within or project into or over any public

right-of-way easement, unless otherwise approved by the

Mayor and City Council, with review by OCDC. We have

inventoried 15 free-standing project signs which are

located within the Baltimore Avenue right-of-way from 3rd

Street to 15th Street. Some of these free standing signs

meet sign regulations otherwise, whereas, others are

nonconforming to the new regulations.

Attached is a list of signs found to be nonconforming with

Section 110-865.25 – Signage. The list is comprehensive

but may not be inclusive of all nonconforming signs. This

is our best effort to appraise the Mayor and City Council

of the impact enforcement will have on property/sign

owners.


RECOMMENDATION: To send advance notification, with Mayor and Council’s

concurrence, of enforcement procedures and to determine if

existing signs will be allowed to remain in the City Rights-of-Way

subject to being brought into compliance with new regulations.


ALTERNATIVES: Address policy of allowing signs to remain on City Rights-of-Way.

RESPONSIBLE STAFF: Blaine Smith, Zoning Administrator

Agenda Item #


5.F

Packet Pg. 146

Agenda Item #



ATTACHMENT(S): None

5.F

Packet Pg. 147

Upper Downtown Design Overlay Zone (3rd Street to 17th Street)

Section 110-865-.25 - Signage

The following signs are legal nonconforming signs located within the Baltimore Avenue right-of-way

which are prohibited unless otherwise approved by the Mayor and City Council, with review by OCDC.

1. St. Paul’s by the Sea Church has a free standing sign and parking directional sign at 3rd Street

and Baltimore Avenue, otherwise they are compliant.

2. Breakers Hotel has a parking lot sign north of 3rd Street and Baltimore Avenue. It exceeds

the maximum 10 feet height limit.

3. Shoreham/Shenanigans Hotel has a free standing sign at 4th Street and Baltimore Avenue

4. O C Café has a free standing sign within corner visibility at 4th Street and Baltimore Avenue.

5. Tidelands Hotel has two free standing signs. One exceeds height limitations.

6. Americana Hotel has a free standing sign at 6th Street and Baltimore Avenue which exceeds

height limitations.

7. Majestic Hotel has a free standing sign at 7th Street and Baltimore Avenue.

8. Americana Hotel has a free standing sign at 10th Street and Baltimore Avenue. Sign exceeds

height limitations.

9. Royalton Hotel has a free standing sign at 11th Street and Baltimore Avenue. It is compliant

with size and height regulations.

10. Brass Balls Saloon has a free standing sign north of 11th Street and Baltimore Avenue. It

exceeds the height and size limitations. (22’-4” height and 117 square feet size)

11. Howard Johnson Hotel has a free standing sign north of 11th Street and Baltimore Avenue. It

is compliant with size and height regulations.

12. Decatur House Condominium has a free standing sign at 12th Street and Baltimore Avenue. It

is compliant with size and height regulations.

13. Beach Plaza Hotel has a free standing sign at 13th Street and Baltimore Avenue which

exceeds height limitations.

14. Commander Hotel has a free standing sign at 14th Street and Baltimore Avenue. It exceeds

the height and size limitations. (29’-6” height and 150 square feet size)

15. Harrison Hall Hotel has a free standing sign at 15th Street and Baltimore Avenue. It exceeds

the maximum height and size limitations.

16. Comfort Inn Hotel north of 5th Street and Baltimore Avenue exceeds height limitations.

17. There are several smaller signs within Baltimore Avenue subject to Mayor and City Council

authorization to remain within the right-of-way.

The following signs are legal nonconforming signs located on private property:

1. Candy Kitchen has a free standing sign at 9th Street and Baltimore Avenue. It has a

nonconforming electronic sign reader board as part of the sign.

2. Buckingham Hotel has a free standing sign south of 15th Street and Baltimore Avenue which

was granted a sign variance by the Board of Zoning Appeals for an electronic reader board.

5.F.a

Packet Pg. 148

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3. CVS has a free standing sign at 17th Street and Philadelphia Avenue. It exceeds the height

and size limitations. (40 feet height and 150 square feet size). Wall signs exceed the

maximum of 75 square feet per wall.

4. Shopping Center located between 15th Street and 16th Street and Philadelphia Avenue has

several roof signs (7) which are prohibited.

5. Davinci’s Restaurant has a free standing sign on the parking lot at 15th Street and

Philadelphia Avenue. It exceeds the 10 feet maximum height and is nonconforming to size

limitations.

6. Commander Hotel has an off-premise free standing parking lot sign at 14th Street and

Philadelphia Avenue. It is in the corner visibility area.

7. Paint Store at 8th Street and Philadelphia Avenue has a roof sign which is prohibited.

8. Mitchell’s Market located at 4th Street and Philadelphia Avenue has a nonconforming

awning/sign.

9. Layton’s Plaza located at 16th Street and St. Louis Avenue has a free standing sign within the

corner visibility area.

10. Admiral Motel located at 9th Street and Philadelphia Avenue has a wall sign which exceeds

75 square feet maximum size.

11. Motel at 9th Street and Philadelphia Avenue has an electronic reader board sign in an R-2

zone which is prohibited/nonconforming.

5.F.a

Packet Pg. 149

Att

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(1)

a.

b.

c.d.e.

(2)

Sec. 110-865.25. - Signage.The purpose of these regulations is to regulate signs in a fair and comprehensive manner in order

to protect the public health, safety, and welfare and to enhance the visual appearance of the district while assuring the efficient transfer of information. It shall be illegal for a sign to be placed or maintained in this district except as provided for in this chapter.

The regulation of signs in the neighborhoods is necessary and in the public interest for the following reasons:

To protect the general public from damage or injury caused or partially attributable to signs, which, by reason of their size, location, construction, or manner of display, confuse, mislead, or obstruct the vision necessary for traffic safety. To provide a pleasing, uncluttered overall environmental setting and community appearance which is deemed vital to tourism and the continued economic attractiveness of this area. To protect property values within the neighborhood.To improve the legibility and effectiveness of commercial and governmental signs.To permit signs appropriate to the stated and planned character of this area.

Definitions.Awning sign. A sign that is part of or attached to an awning, canopy, or other protective cover over a door, window or entrance.

Banner. A sign intended to be hung with or without frames, possessing characters, letters, illustrations or ornamentations applied to paper, plastic, or fabric of any kind. National flags, flags of political subdivision, and other such flags shall not be considered banners.

Bulletin board. A changeable copy sign, which identifies and announces schedules for churches, schools, or other non-commercial use or activities.

Construction sign. A sign, which is located on a construction site during construction denoting the architect, engineer, contractor, subcontractor, builder, lending institution, etc., affiliated with the construction.

Directional sign. A sign, located on premise, directing traffic movement onto or within the premise.

Free-standing sign. A self-supporting sign resting on or supported by means of poles, standards or any other type of base on the ground.

Government sign. See "public/government sign."

Hanging sign. A sign that hangs from the underside of the roof of a porch or covered walkway.

Incidental sign. A sign whose main purpose is to direct or inform the reader, but not to identify or advertise the primary business, organization, institution, product or service located on the premise. Examples include signs indicating hours of business, entrance, exit, vacancy, office, menus, carryout window, open house, no trespassing, no dumping, garage sale, and yard sale.

Page 1 of 7Ocean City, MD Code of Ordinances

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Monument sign. A freestanding sign which rests directly on the ground and not on a pole.

Off-premise sign. A sign advertising an establishment, product, service, or activity, which is not sold, produced, or provided on the specific property on which the sign is located, e.g., "billboards."

Off-premise parking sign. A sign indicating that parking on a parcel or site is restricted to a designated business or businesses not located on such parcel or site.

Parking lot control sign. A sign located within a private or public parking lot, which provides information regarding the users, hours of operation, towing procedures, etc., of the lot.

Political campaign sign. Any temporary sign intended to identify a political party, group or candidate or to advertise an election, referendum, meeting or similar local, state, or national political activity.

Portable sign. Any sign whose design and/or construction is intended to be of a portable nature, whether anchored, carried, left free standing, towed, self propelled or attached to a vehicle or trailer.

Projecting sign A sign, other than a wall sign, which projects from a structure or building face, including but not limited to signs on awnings and marquees.

Public/government sign. A sign erected by a city, county, state, or federal government agency in furtherance of their governmental responsibilities.

Real estate sign. A sign advertising the sale, lease or future use of real estate, placed upon the property so advertised.

Residential personal identification sign. A sign bearing only street or property numbers or names of occupants of premises.

Roof sign. A sign located or erected on or attached to a roof and which extends above the ridge or peak of the roof. Also included is any sign which receives partial or total support from a roof by means of girders, wires, etc., attached to, located or erected on a roof.

Sign. Any device, structure, fixture or placard using graphics, symbols, characters or letters which advertises or identifies any business, organization, institution, person, product, service, event or location.

Subdivision, project, or multi-family development identification sign:

(Permanent). A sign intended to identify a single-family or multi-family residential development.

(Temporary). A temporary sign intended to announce a future development of a project under development.

Temporary business sign. A sign advertising or announcing the initial opening of a business. This is not meant to pertain to a seasonal opening.



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Vehicle sign. A sign or advertising device, but not a bumper sticker, which is painted, mounted, affixed or otherwise attached to a vehicle or trailer, which is used for the purpose of providing advertisement of projects and services or directing people to a business, service or other activity.

Vending machine sign. A sign that is part of a vending machine and advertises a product available from the machine on which it is located.

Wall sign. A sign painted on or affixed to and mounted parallel to a building facade or wall in such a manner that the facade or wall becomes the supporting structure for the sign.

Window sign. A sign installed on the inside or outside of a window, which is visible from the sidewalk or street.

General provisions. Only signs specifically permitted in this chapter are allowed, and all signs must comply with the provisions of this chapter. All permitted signs shall be subject to the following regulations:

No sign may be placed or erected without first having obtained the appropriate permit or approvals, unless a permit is not required by these regulations, with review opportunity from OCDC. A sign may be illuminated, unless otherwise prohibited, if illumination is confined to the surface of the sign. The sign and illumination shall be located and arranged to avoid glare or reflection onto any public street or sidewalk, into the path of oncoming vehicles, or onto any adjacent property. Other than permitted temporary signs, all signs must be permanently attached to a structure or anchored to the ground. All signs shall be constructed or placed in accordance with the pertinent requirements of the adopted Building Code of Ocean City. Calculation of sign area. The sign area is the area of the smallest geometric shape or combination of shapes, which enclose the extreme points or edges of the sign. This area does not include supporting structures unless they include graphics, characters or letters, which advertise or identify any business, organization, institution, person, product, event or location.

On a multi-faced sign, the total size of all faces shall not exceed two times the maximum permitted square feet, and no single face shall exceed the maximum permitted square feet. The area of a sign comprised of individual letters or figures shall be the area of the smallest geometric shape that encompasses all of the letters or figures. The area of a sign painted upon or applied to a building shall include all lettering, wording, designs and symbols together with any background of a different color or material than the building.

Nothing in this chapter shall restrict the erection or placement of governmental or other public signs. Amusement places and recreational areas - signs within these areas, which do not identify or advertise the area as an entity, are exempt from the regulations of this division. The message displayed by an electronic or computer controlled sign may not change



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more often than one time each five seconds. Signs that block water vistas in the public rights-of-way are not permitted unless approved by agreement by Town of Ocean City with input from OCDC. Signs shall not cover significant architectural detail.

Prohibited signs. The following signs are prohibited in the Upper Downtown Area and, if in existence as of the date of enactment of this division, shall be removed or brought into conformity as per the sign amortization schedule.

Signs containing statements, words, or pictures of an obscene, indecent, or immoral character. Signs which imitate an official traffic sign or signal or which contain the words "stop," "go slow," "caution," "danger," "warning" or similar words. Signs which are of a size, location, movement, content, coloring or manner of illumination which may be confused with or construed as a traffic control device, or which hide from view any traffic or street sign or signal, or which obstruct the view in any direction at a street intersection in accordance with section 66-10 of the Code of the Town of Ocean City. Signs which are placed or erected within or project into or over any public right-of-way or easement, unless otherwise approved by the Mayor and City Council, with review by OCDC. Signs that are attached to utility poles, trees, fences, benches or other signs.Off-premise signs of a commercial nature.Portable signs and banners unless otherwise permitted.Vehicle signs as defined and regulated by chapter 66 of the Code of the Town of Ocean City. Balloons, kites or other unattended flying device, which are signs as defined in this ordinance and which are meant to advertise or identify a specific business, product, or event. Signs which contain or consist of flashing, blinking, revolving, or rotating lights, (including electronic or computerized signs), unless the sign is giving public service information such as time, date, temperature, weather or similar information. However, these signs are permitted on properties zoned B-2, LC-1 and R-3 as regulated by section 110-865.25(5)b.5.iii.(c). Signs containing flashing, blinking, revolving, or rotating lights which existed prior to the enactment of this ordinance which do not conform to these regulations are to be brought into conformity with this ordinance as specified in section 110-865.25(6) regarding nonconforming signs. Roof signs.

Permitted signs.The following signs do not require a permit.

One residential personal identification sign not exceeding four square feet in size.Temporary real estate signs (such as "for sale") located on the premise and subject to the following conditions:

Signs may not be illuminated.



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The number of signs is limited to one per street, which the premise faces, and only one sign may face each street. Signs identifying a unit for sale in a multiple-family development may be placed either on the premise of the unit for sale or in front of the building containing the unit. The size of signs shall not exceed 16 square feet and 12 feet in height.Signs must be removed after the sale of the property.

Public or governmental signs.Temporary political campaign signs placed or erected prior to a federal, state or local election. Such signs must be removed within one week after the election. Parking lot control signs.Incidental signs, subject to the following conditions:

No individual sign may be larger than four square feet.The aggregate of all incidental signs on a property may not exceed 24 square feet.Signs may not exceed 36 inches in height.

Vending machine signs which may not exceed the limits of the machine on which they are located. Signs located under areas covered by canopies or awnings and within porch areas, and visible primarily to viewers within these areas, with the following conditions:

No sign may be larger than four square feet.The aggregate of all such signs on a property may not exceed eight square feet.

The following signs require a sign permit.One sign identifying an approved home occupation not exceeding four square feet.One bulletin board for a permitted church, school or other noncommercial use or activity, provided it does not exceed 20 square feet and seven feet in height. Construction signs, provided that such signs shall be limited to one for each firm, each not to exceed six square feet in size and no higher than three feet. All such signs must be removed prior to the issuance of a certificate of occupancy. Subdivision, project or multi-family development identification signs (temporary) - one sign on each street frontage, each sign not exceeding 32 square feet in size and 12 feet in height. These signs may not be erected prior to site plan approval of the project and must be removed prior to the issuance of a certificate of occupancy for the development. Any three of the signs described in subsections i. through iv. below.

Wall signs - A structure may have wall signs with an aggregate size of no more than one and one-half square feet for each lineal foot of the length of a wall facing a street or body of water, but in no case measuring an aggregate of more than 75 square feet. Structures abutting more than one street or body of water may have wall signs, with an aggregate as described above, for each wall facing a street or body of water. The signs may be distributed on any exterior walls of the structure, and may not be placed so as to exceed the limits of the wall on which



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they are placed. Hanging signs shall be considered to be wall signs for the purposes of this section and are permitted as part of the aggregate size for wall signs. Projecting signs - One projecting sign per business, no larger than six square feet. Buildings on corner lots may have one projecting sign facing each street. No such sign may project more than three feet from any wall. Projecting signs must be a minimum of eight feet above grade, and the maximum height of any projecting sign may not exceed the height of the building to which it is attached or 15 feet above grade, whichever is lower. The Mayor and City Council must approve signs that project over or into a public way or the Boardwalk as regulated by section 66-14 of the Code. Freestanding signs:

One freestanding sign per lot facing each major street that the lot fronts upon (major streets defined in this division as Baltimore Avenue, Philadelphia Avenue and St. Louis Avenue.) Such signs may be no larger than 100 square feet. The maximum eight of a freestanding sign may not exceed 20 feet above grade. The maximum size of freestanding signs may be increased by 50 percent if a monument sign is used. The maximum height of monument signs is six feet above grade. One electronic or computer sign shall be permitted in commercial and R-3 districts. Their signboards must not exceed 32 square feet. The message displayed by such signs may not change more often than one time each five seconds.

Awning signs - One awning sign, the size of which shall not exceed 25 percent of the area of the awning. The location of the sign shall not exceed the limits of the awning and the sign shall only be located on a valance, which may be no taller than one foot. Window signs, which do not cumulatively exceed 25 percent of the area of the window on which they are placed. Shopping centers, as defined in section 110-2 of the Code of Ocean City, may have one free standing sign as regulated by subsection (c), and one wall sign or projecting sign for each business as regulated by subsections (a) and (b) and shall provide a uniform signage plan for approval. Hotels and motels are permitted one additional wall sign (in addition to signs permitted elsewhere in this ordinance) to identify accessory uses within the

hotel. Accessory uses in this subsection include uses such as restaurants, bars, lounges, shops, meeting and convention facilities. The additional sign may be no larger than 50 percent of the maximum size of a primary wall sign that could be located on the property.



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Off-premise parking lot signs shall not exceed ten feet in height when placed behind a fence and the placement of such signs shall be limited to one street frontage.

Nonconforming signs.Signs, which were legally in existence prior to the adoption of this division, which do not conform to the provisions of this division are declared nonconforming signs. It is the intent of this section to encourage the eventual elimination of nonconforming signs, since they are of concern with regard to the public health, safety, welfare and community appearance just as are new signs. It is also the intent that any elimination of nonconforming signs be effected so as to avoid unreasonable denial of established property rights. All existing signs, which are identified in subsection (4) of this section as prohibited signs shall be removed within 90 days of the effective date of this division, with the exception of the signs described in subsection (4)j. and subsection (4)k. (i.e., signs containing flashing, blinking, revolving or rotating lights and roof signs), which may follow the schedule insection 110-865.25(6)c. Any nonconforming sign except those identified in subsection 110-865.25(6)b. shall be made to conform to the requirements of this section within ten years of the passage of this division, but otherwise shall be removed, replaced, or made to confirm to the requirements of this division when it is:

Changed or replaced with another sign; however, the face or copy of a nonconforming sign may be changed without bringing the sign into conformity, providing such changes are nonstructural in nature. Structurally altered so as to extend its useful life.Expanded or enlarged.Relocated.Repaired or re-established after damage by more than 50 percent of its value at the time of the damage or destruction. Modified in any way that would increase the degree of nonconformity.

Nonconforming window signs that exceed the aggregate window coverage stipulated insection 110-865.25(5)b.5.(e) shall be made to conform to the requirements of this section within one year after adoption of this division. Nothing in this section shall prevent ordinary maintenance performed on a nonconforming sign or sign structure. Variances. The Board of Zoning Appeals shall have the power to grant variances to the sign regulations contained in this Overlay Zone only. Variances to this section shall be guided by and follow the procedures in section 110-95

(Ord. No. 2006-19, 6-5-2006)



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TOWN OF





RE: 2015 Picnic Table Agreement

DATE: June 22, 2015

ISSUE(S): 2015 Picnic Table Agreement – Alaska Stand

SUMMARY: Alaska Stand owner Bob Givarz is interested in renewing an

agreement to place three (3) picnic tables in the City right-of-

way on 9th Street and the Boardwalk. Traditionally, picnic table

agreements are renewed on April 1 of each year.

Mr. Givarz did not have an agreement in 2014, opting to place

the picnic tables on his property in that area. He chose not to

renew on April 1 of this year, hoping additional benches would be

placed in the area. Currently, there are four (4) benches at that

location, and the Town does not have sufficient inventory to add

additional benches as requested. He would, therefore, like to

move the picnic tables back to the original location which

requires right-of-way authorization.

FISCAL IMPACT: Annual base charge of $200 plus $25 per table for a total of

$275.00.

RECOMMENDATION: Consider late renewal of agreement for 2015.

1st Class Resort and Tourist Destination

ALTERNATIVES: Do not execute agreement.

RESPONSIBLE STAFF: Diana Chavis, City Clerk

COORDINATED WITH: John VanFossen, Public Works Deputy Director; Bob Givarz,

Alaska Stand

ATTACHMENT(S): None

Agenda Item #


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Diana Chavis

From: Town of Ocean City, Maryland <[email protected]>Sent: Sunday, June 21, 2015 10:02 PMTo: Diana ChavisSubject: Message from website

Message from website Name Bob Givarz

Email address [email protected]

Message I want to renew my agreement with the city for

use of the public right of way for picnic tables

for the Alaska Stand at 9th st. Because of the

success of the city bench dedication program

few benches are left to fill in at the west end

concrete pad. I request permission to place 3

picnic tables on the south side of the pad.

Drawings of the layout have been submitted

along with insurance documents naming the

city as an additional insured.

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Diana Chavis

From: John VanFossenSent: Friday, June 19, 2015 5:10 PMTo: Thomas DyCc: Diana Chavis; Dustin Gilbert; Fred Wimbrow; James Moxley; Joe Listman; Pam Peters;

Shawn Hines; Terry Steimer; Thomas DySubject: 9th St. - Head of Street

All,,,,,, To add to my earlier e‐mail, Bob will be moving some of his picnic tables from in front of his business to behind our benches that are currently in that cluster. Bob will be contacting Diana at city hall to process needed paperwork and approvals…….. The 4 existing benches there will stay and not be in his way. Thanks John………

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2015 Picnic Table Agreement

The Mayor and City Council of Ocean City do hereby authorize an agreement, made this _______day of

__________, 2015, by and between (hereinafter referred to as owner) to place picnic tables, for use

by the general public, within the right‐of‐way as designated on the attached site drawing. It is further

agreed that the owner shall meet the following conditions:

1. Tables are to be available for use by the general public at all times;

2. Tables are to be cleaned and maintained in good repair by the owner;

3. A annual base charge of $200.00 plus $25.00 per table shall be paid to the Mayor and Council upon execution of this agreement;

4. Failure to correct damaged, unsafe or unsanitary conditions within 48 hours of written notification shall terminate this agreement and tables will be removed;

5. Approval for placement of the tables shall be granted by the Mayor and Council at a public meeting;

6. For the protection of the public and the Mayor and Council, owner must obtain, at the owners expense, comprehensive general liability insurance coverage, which insurance coverage shall include personal injury and shall be at least in the amount of one million dollars ($1,000,000.00) combined single limit. Said insurance coverage shall name the Mayor and Council as the additional insured, and a certificate of insurance evidencing such coverage shall be furnished to the Mayor and Council by the owner and approved by the Town’s Risk Manager.

7. This agreement may be renewed April 1st of each year, at the sole option of the Mayor and Council.

8. A drawing to scale shall be attached indicating exact location and placement of tables.

_____________________________ _________________________ Witness Mayor Richard W. Meehan

_________________________ Council President Lloyd Martin

_____________________________ Council Secretary Mary Knight

_____________________________ _________________________ Witness Bob Givarz Alaska Stand 821 Atlantic Avenue

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