Fort Walton Beach Resolution — 01-20 - Pay & Classification Study — reading text

Long Range 26 38, 993 50, 878 68, 376 9401 Operations Manager 9801 Operations Manager 9001 Operations Manager 27 40, 278 52, 554 70, 630 9021 City Engineer 28 41, 563 54, 230 72,882 0802 Assist. Parks/ Rec Dir, 8010 Deputy Fire Chief 29 42, 847 55, 906 75, 133 9004 Assist. Public Works Director 4101 Chief Accountant 33 47, 986 62,611 84, 145 8001 Fire Chief 2001 Human Resources Director 1201 MJ, S. Director 0801 Parks/ Recreation Director 5001 Purchasing Director 36 51, 840 67, 639 90, 901 1401 Community Dev, Srvs, Dir, 6001 Golf Club Administrator 7001 Police Chief 9003 Public Works Director 6 DMG-MAXlMUS, INC, MAY 17, 2001)  Ft. Walton Beach Pollee JOB CLASSIFICATION LIST - GRADE ORDER ANNUAL SALARY RANGE MinImum Mid- Point Maximum JOB CODE AND TITLE 1 24, 214 30, 808 39, 195 7004 Police Officer 2 30, 001 38, 170 48, 563 ' 7003 Police Sergeant 3 37, 711 47, 979 61, 042 7002 Police Captain 1 DMG- MAXIMUS. Ino, July 27, 2001)  Helen Spencer City Clerk i"' I A Compensation and Classification Study for II MIl FORT WALTON BEACH, IIIII! IIIIIIII FLORIDA III ill FINAL REPORT III III August, 2001 Presented by: ill DMG. MAXIMUS, INC. 1949 Commonwealth Lane Tallahassee, Florida 32303 850/386- 1101 Fax: 850/386- 3599 @2001, DMG-MAXIMUS, Inc, till IAXIMUS  City of Fort Walton Beach Classification & Compensation Report Report & ReCOmmendatioi this In accordance with the agreement between the City and DMG-MAXIMUS, Compensation and Classification report is provided for review and consideration by the of narrative focusing on study appointed board and management staff. The report is composed and observations from the classification process. The resulting objectives, study methodology, tables and charts in this report provide critical recommendations regarding classification for each position and assignments for all studied positions in the City. Appropriate pay ranges I" related infonnation is identified to ensure a clear understanding of the recommendations. director The study was successfully initiated through meetings with the human resources of the and management level staff, In these management meetings, the scope and objectives and finalized, The discussions were wide- ranging, yet were consistent project were discussed with the overall objective of developing a fair and equitable compensation program. a comprehensive The next phase of the study involved having each employee complete which documents job .duties and which serves as the basis for IS- page) job questionnaire and review by conducting job analysis and job classification, A schedule for their completion ill departmental supervisors was established. III Job Factors Evaluated DMG-MAXIMUS II. This study includes the review of approximately 145 positions, to an appropriate pay utilized the Archer ( Job) Evaluation System to assist in assigning positions Point- Factor Job Evaluation System, developed and used by DMG- range. The Archer Matrix- universal compensable factors MAXIMUS is a valid and reliable system that employs a set of a quantitative score for each job listed below. The evaluations from this system resulted in within the degrees ofdifficulty/complexity) and established the relative ranking of positions of the following: compensation system. The analysis included the review  City of Fort Walton Beach Classification & Compensation Report Report & o' Recommendarons Benchmark Positions: 4, and to create a pay structure, Not all positions were surveyed in order to establish a " pay line" The positions that were surveyed ( benchmarks) included: Positions Fire Chief Police Chief NC HeatingIPlumbing Tech Golf Club Supt. Police Sergeant Accountant Heavy Equipment Operator Public Works Director Auto Mechanic HR Director Records Clerk Bldg, Inspector I Lead Mechanic Refuse Collector Buyer Library Assistant I Sanitation Operator I Carpenter Library Director Service Worker I Code Inspector MIS Director Skilled Mechanic II III Communications Officer Network Analyst Traffic Technician I Construction Foreman II Planner I Wastewater Plant Operator Custodial Worker Police Captain Water Treatment Operator Electrician Ii the various jobs within the pay The data from the survey was utilized to assist in classifying information structure, The proposed classification and compensation plan is based on the significant generated through this process, in a position profile. In addition With the survey instrument, each job was carefully described ill information pertaining to the educational to the statement of job duties and responsibilities, specific for the position was also included, This is extremely helpful requirements and work experience needed in the organization and that of the survey in determining how close the " match" is between the position III respondent. content information provided by the The position profiles were created using the current job Since the position profile data used in the incumbents in the various positions selected as benchmarks, s own jobs, validity is built into the process through the survey is generated from the organization' position profile methodology. and salary The ArcherD/ MG- MAXIMUS Compensation program integrates all of the