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transcript
Classification & Compensation Study
Final Report
for the
Broward County, FL Commission
October 6, 2015
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Management Advisory Group International, Inc.
MANAGEMENT ADVISORY GROUP INTL., INC.
MANAGEMENT CONSULTING SERVICES
October 6, 2015
Kevin Kelleher, Director Human Resources Division 115 S. Andrews Avenue, Room 508 Fort Lauderdale, FL 33301 Dear Mr. Kelleher: Management Advisory Group, Inc. (MAG) is pleased to provide the following Executive Summary and attached detailed report on Broward County’s Classification and Compensation Study. Summary of Purpose and Methodology: MAG conducted a comprehensive classification and compensation study for all represented and non-represented jobs in Broward County government reporting to the Broward County Administrator. This represents approximately 6,000 full and part-time employees currently assigned to approximately 1,000 classifications. The study involved obtaining current job information from employees and their supervisors using an on-line Job Analysis Questionnaire (JAQ) and conducting a salary survey of selected benchmark classes and identified competitor jurisdictions. The focus of this project was to consolidate class titles based on scope and level of duties and responsibilities and develop a unified compensation structure that facilitated maintaining internal relationship equity and parity with relevant job markets. Sections 1 and 2 of the attached report provide more detail on the background and methodology used for this study. Compensation Survey Results: A customized market salary survey was designed and conducted to identify the County’s relative position relative to appropriate peer and competitor jurisdictions. Realigning current classifications with both the external market and internal relationships requires a major overhaul of the current compensation system structure. MAG recommends a standardized compensation structure that will support both appropriate internal relationships and parity with the relevant external market.
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Classification Study Results: The focus of the classification segment of this study was to review current job information from employees and their supervisors and to consolidate class titles to accurately reflect significant similarities in scope and level of duties and responsibilities. As a result of the information received from employees and their supervisors through the completion of on-line JAQs, MAG is proposing consolidating the approximately 1,000 current classifications into a unified classification system having less than 500 classes. Section 4 of the attached report provides more details on the findings and recommendations for the proposed classification and compensation structures. Section 5 of the attached report provides a detailed pay plan that integrates the proposed classification and compensation structures. Section 3 of the attached report provides recommended policies for maintaining the proposed unified classification and compensation structures. The projected cost for implementing this new system is approximately $10,400,000 and impacts just over half of the employees covered by the study. This represents approximately a 3.9% increase over current payroll. Section 6 provides more detail of the implementation costs. MAG would be pleased to answer any questions you might have concerning these recommendations. Sincerely,
Carolyn Long, Senior Vice President Management Advisory Group International, Inc. 13580 Groupe Drive, Suite 200 Woodbridge, Virginia 22192 Phone: 703.590.7250 Fax: 703.590.0366 www.maginc.info
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BROWARD COUNTY, FLORIDA CLASSIFICATION AND COMPENSATION SERVICES
FINAL REPORT TO THE COMMISSION
TABLE OF CONTENTS Table of Contents Section 1.0 – Introduction ................................................................................. Section 1-1 Section 2.0 – Methodology ................................................................................ Section 2-1 Section 3.0 – Compensation Philosophy and Personnel Policies ..................... Section 3-1 Section 4.0 – Findings and Recommendations ................................................. Section 4-1 Section 5.0 – Proposed Pay Plan ..................................................................... Section 5-1 Section 6.0 – Implementation Cost Projection .................................................. Section 6-1
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SECTION 1.0 Broward County, Florida INTRODUCTION
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Section 1: Introduction
Introduction Broward County contracted with Management Advisory Group, Inc. (MAG) of Washington, D.C. and Tallahassee, Florida, to conduct a Classification and Compensation Study covering approximately six thousand (6,000) represented and non-represented employees in approximately 1,000 classifications. This report presents the findings and recommendations of the study. MAG’s findings and recommendations for this report are based on a two phase approach consisting of the following primary components:
Part I: Classification Review Part II: Compensation Review
Project Goals MAG has identified the County’s goal for this project as being to create a unified, consolidated classification and compensation system that will facilitate the County’s ability to attract and retain highly qualified employees through parity with the appropriate market peer and competitor jurisdictions and internally equitable relationships among/between classes in the system. The following were the overall major goals of the project: Part I:
1. Conduct a comprehensive evaluation of the County’s current classification structure and related policies and practices.
2. Conduct a comprehensive evaluation of classifications to determine relative worth within the organization (internal equity) and for the establishment of appropriate pay grades.
3. Develop a revised position classification structure and procedure and provide supporting documentation in the form of narrative class specifications and a methodology for maintaining the system in the future.
4. Review current system policies and regulations relative to classification and provide recommendations to update policies and regulations to facilitate maintenance of the classification structure changes.
5. Develop an implementation/transition plan and supporting procedures for installing the proposed classification system.
6. Conduct regular meetings and/or presentations and prepare communications as often as determined by the County to keep staff apprised of current developments in the review process.
7. Make recommendations for sound organizational structure relative to classification system structure.
Part II:
1. Conduct a comprehensive compensation survey. Survey should identify appropriate benchmark classes within all levels and sections of the organization and should include target
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organizations selected for appropriateness related to the geographic, organization size and specialty needs of the County organization.
2. Review existing compensation structure and, based on survey research, develop and/or recommend a unified compensation structure to meet the County’s needs and compliment the consolidated classification structure.
3. Compare classification/compensation and benefit practices relative to the defined labor market.
4. Produce draft and final study report of findings, recommendations and supporting compensation related data.
Current Classification and Compensation Structure
Broward County currently has approximately 1,000 job classifications with a variety of pay structures (approximately 250 different pay grades) covering represented and non-represented classifications within the organization. These pay structures have been adjusted over time, primarily through the collective bargaining process, to the extent that significant inconsistencies exist in the structures. MAG was requested to review the existing classification/compensation structures and create a compensation structure that would support/compliment a consolidated classification system and be at relative parity with the identified peer/competitor markets. The use of a standardized compensation structure is consistent with best practices for large public sector employers. Project Scope
A list of project tasks and activities completed to this point is indicated by Exhibits 1-1 and 1-2.
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EXHIBIT 1-1 BROWARD COUNTY
PROJECT TASKS
Project Initiation – Developed project proposal, work plan and timeline. Executed project
contract. Discussed and scheduled activities with County Human resources and revised project work plan.
Orientation Sessions - Met with department heads to discuss and describe the project purpose
and focus. Additionally, met with Division Directors and other top level management staff to clarify/identify existing classification and compensation issues.
Distributed JAQ's – Provided Job Analysis Questionnaires (JAQs) in an online/web-based format
and conducted extensive training sessions for County employees to facilitate completion of the questionnaire (JAQ) used to gather current, accurate information on the scope and level of duties, responsibilities and related job attributes.
Developed/Distributed Salary Survey Instrument – Developed a salary survey to gather
compensation information from target organizations for selected County benchmark classifications.
Collected/Analyzed Compensation Data – Collected and reviewed compensation data from
respondent organizations. Conducted Job Analysis – Performed job analysis of evaluation factors based on completed
JAQs. Developed a Consolidated Classification Structure – Based on current, accurate information
obtained through the JAQ completion process, consolidated approximately 1,000 classes into approximately 450 classes based on the scope and level of duties and responsibilities.
Developed a Unified Pay Plan – Developed a proposed unified, open-range pay plan based on
the results of the market salary survey, job analysis, and internal/external equity considerations. Developed Class Descriptions – Created class specifications from JAQ information to represent
work currently be performed throughout the County. Developed Salary Adjustment Recommendations – Developed salary adjustment
recommendations for employees in all included classifications based on the revised pay plan, employee classification and current salary.
Developed Draft Report – Developed and submitted a Draft Report for review integrating the job
analysis, proposed classification and pay plan and salary survey results. Develop Final Report – MAG will develop a Final Report, integrating the job analysis, proposed
classification and pay plan, salary survey results and implementation recommendations. Provide implementation assistance and software support tools; provide guidance on the development of a Compensation Philosophy; and provide training and support to the HR staff in the administration and maintenance of the proposed plan.
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Exhibit 1-2 illustrates a flow-chart process used for developing a proposed pay and classification plan.
EXHIBIT 1-2 BROWARD COUNTY
PROJECT FLOWCHART
EXTERNAL EQUITY (COMPETITIVENESS)
Market Salary Survey
Survey Data Analysis
Plan Design & Structure
Compensation Philosophy
Proposed Consolidated Classification Structure
& Unified Compensation Plan
Department/DivisionCost Calculations
Organization–wide Implementation Costs & Options
COMPENSATION & CLASSIFICATION STUDY PROCESS
INTERNAL EQUITY
Job Analysis Job Analysis Questionnaire® - JAQ Class Specifications Compensation Philosophy System Structure and Movement
Through Ranges
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SECTION 2.0 Broward County, Florida METHODOLOGY
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Section 2: Methodology
Methodology Overview
To begin the study, the project team requested and reviewed preliminary information and arranged for on-site work with Broward County (the County). MAG conducted initial discussions with administration and tailored several instruments to be used in conducting the compensation and classification analysis, including:
a Job Analysis Questionnaire© (JAQ); customized Market Salary Surveys.
The study methodology included:
collection of current personnel and organizational background information; development, distribution, collection and analysis of Job Analysis Questionnaires©; identification and selection of comparable organizations for the specialized market
salary surveys; identification of classification benchmarks; interviews with Department and Division heads to gather additional job-specific
information and local jurisdiction perspective on the current County pay plan; job analysis with recommendations concerning the consolidation and placement of
County classifications to develop a classification structure that will maximize internal equity;
specialized salary surveys and analysis to prepare recommendations regarding market competitiveness to maximize external competitiveness;
creation of new, updated class specifications; and review of current HR policies and procedures related to classification/compensation.
Market Salary Survey The County employs a wide range of jobs that contain a wide and diverse mix of work responsibilities. The specialized Market Salary Surveys reflected the variety of duties and responsibilities in which the County’s employees engage. In a collaborative effort with the County, MAG developed a three tiered list (regional, National and Specialized) of target organizations to be surveyed. MAG conducted the surveys and analyzed and evaluated their results. Exhibit 2-2 provides a list of target organizations. Please note: Surveying private sector employers is not considered “best practice” due to inherent differences in conditions/terms of employment and the fact that private sector employers rarely are willing to share salary information. Organizations typically included as targets in a salary survey are those that met one or more of the following criteria:
competing with the County for employees, for either lower level or higher level positions;
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geographically situated in such a fashion as to automatically be considered a competitor;
structured similarly to the County, or providing similar types of services; attractive to highly valued County employees for one reason or another; and within a reasonable commuting distance, for certain levels of jobs.
Benchmark Classes The more than 100 job classes selected as benchmarks in the survey were clearly and concisely described. All classes had a clear and identifiable relationship to other County classes and were representative of the various functional areas within the various work areas/units. It is also important for the classes selected as benchmarks to represent comparable types and levels of work typically found in the selected target organizations. In the survey instrument, each class was carefully described in a class profile. In addition to the statement of duties and responsibilities, specific information pertaining to the education requirements and work experience needed for the class was included. Such specific information enabled survey respondents to determine how close the match was between the County’s classification and the classification in the survey respondent’s organization. The respondent’s matching class title, annual minimum and maximum salary and annual hours were also requested in the survey. The results of the survey were used in conjunction with the Evaluation Profiles, more detail in Section 3, and organizational reporting relationships to support the assignment of the various classes to appropriate pay grades within the unified pay structure. It is important to note, however, that industry practice is for the market survey results to serve as an indicator of market trends and as a basis to calculate a regression line for determining internal relationship based pay grade assignments.
Exhibit 2-1 indicates benchmark positions/classifications used for the salary survey.
Exhibit 2-2 indicates survey targets used for the salary survey.
EXHIBIT 2-1 BROWARD COUNTY
SURVEY BENCHMARK TITLES/CLASSIFICATIONS
Title Title
ACCOUNT CLERK II ENGINEERING TECHNICIAN II
ACCOUNTANT II EQUIPMENT OPERATOR II
ACCOUNTS SPECIALIST EXECUTIVE ASSISTANT
ADMINISTRATIVE AIDE FACILITIES MAINTENANCE-OPERATIONS SUPERINTENDENT
ADMINISTRATIVE COORDINATOR I FORENSIC TECHNICIAN
ADMINISTRATIVE MANAGER I GROUNDS MAINTENANCE SUPERVISOR I
AIRPORT MANAGER GROUNDSKEEPER
AIRPORT OPERATIONS AGENT II HUMAN RESOURCES ANALYST II
AIRPORT OPERATIONS CONTROL CENTER SPECIALIST INFORMATION SYSTEMS MANAGER
AIRPORT OPERATIONS SUPERVISOR LABOR SUPERVISOR I
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Title Title
ANIMAL CARE SPECIALIST LIBRARIAN I
ASSISTANT TO DIVISION DIRECTOR LIBRARY AIDE
AUTOMOTIVE MECHANIC II MAINTENANCE MECHANIC II
AVIATION BUSINESS SPECIALIST MAINTENANCE SUPERVISOR I
AVIATION DIRECTOR OF MAINTENANCE MAINTENANCE WORKER I
AVIATION DIRECTOR OF OPERATIONS MECHANIC
AVIATION DIRECTOR OF PLANNING NATURAL RESOURCES SPECIALIST II
AVIATION SECURITY COMPLIANCE SPECIALIST OFFICE SUPPORT SPECIALIST
BUDGET AND MANAGEMENT ANALYST PAINTER II
BUILDING CODE INSPECTOR PARK AIDE II
BUILDING OFFICIAL PARKS AND RECREATION MANAGER II
BUS OPERATOR PERMIT/LICENSE CUSTOMER SPECIALIST
CALL CENTER SPECIALIST II PLANS EXAMINER
CASE MANAGEMENT AIDE PLANT OPERATOR I
CASE MANAGEMENT SUPERVISOR PLANT OPERATOR II
CASE MANAGER II PLUMBER II
CHIEF FINANCIAL OFFICER/DIRECTOR OF FASD PORT EVERGLADES BUSINESS PERMIT MANAGER
CHIEF INFORMATION OFFICER PORT EVERGLADES CHIEF HARBORMASTER
CHIEF MEDICAL EXAMINER PORT EVERGLADES CHIEF LINEHANDLER
CONTRACT/GRANT ADMINISTRATOR II PORT EVERGLADES DIRECTOR
COUNTY ADMINISTRATOR PORT EVERGLADES DIRECTOR OF FINANCE
CUSTODIAN II PORT EVERGLADES FTZ OPERATOR
CUSTOMER SERVICE REPRESENTATIVE PORT EVERGLADES LOADING BRIDGE MECHANIC DEPUTY DIRECTOR OF CONVENTION CENTER - GREATER FORT LAUDERDALE CVB
PORT EVERGLADES MARINE OPERATIONS MANAGER
DIRECTOR OF ACCOUNTING PORT EVERGLADES SHIPS SERVICE WORKER
DIRECTOR OF ANIMAL CARE AND ADOPTION
PRESIDENT - GREATER FORT LAUDERDALE CONVENTION AND VISITORS BUREAU
DIRECTOR OF AVIATION PRINCIPAL PLANNER DIRECTOR OF BROWARD ADDICTION RECOVERY CENTER PROJECT MANAGER II
DIRECTOR OF COMMUNITY PARTNERSHIP PURCHASING AGENT II
DIRECTOR OF EMERGENCY MANAGEMENT PURCHASING MANAGER DIRECTOR OF ENVIRONMENTAL PROTECTION AND GROWTH MANAGEMENT RECORDS, TAXES, AND TREASURY SPECIALIST I
DIRECTOR OF HIGHWAY AND BRIDGE MAINTENANCE RECORDS, TAXES, AND TREASURY SUPERVISOR
DIRECTOR OF HUMAN RESOURCES RECREATION COORDINATOR
DIRECTOR OF HUMAN SERVICES
SALES ASSISTANT - GREATER FORT LAUDERDALE CONVENTION AND VISITORS BUREAU
DIRECTOR OF LIBRARIES
SALES MANAGER - GREATER FORT LAUDERDALE CONVENTION AND VISITORS BUREAU
DIRECTOR OF MANAGEMENT AND BUDGET SECURITY GUARD I
DIRECTOR OF PARKS AND RECREATION SENIOR INFORMATION TECHNOLOGY SPECIALIST
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Title Title DIRECTOR OF POLLUTION PREVENTION, REMEDIATION AND AIR QUALITY SENIOR SECRETARY
DIRECTOR OF PUBLIC COMMUNICATIONS SMALL BUSINESS DEVELOPMENT SPECIALIST
DIRECTOR OF PUBLIC WORKS SPECIAL PROJECTS COORDINATOR II
DIRECTOR OF TRAFFIC ENGINEERING SUPERINTENDENT OF TRANSPORTATION
DIRECTOR OF TRANSIT SYSTEMS NETWORK ANALYST II
DIRECTOR OF TRANSPORTATION SYSTEMS NETWORK ANALYST III
DIRECTOR OF WATER AND WASTEWATER SERVICES SYSTEMS/PROGRAM MANAGER
ECONOMIC DEVELOPMENT SPECIALIST TOXICOLOGIST II
ELECTRICIAN II TRAFFIC SIGNALS TECHNICIAN II
EMPLOYEE BENEFITS MANAGER UTILITIES MECHANIC I
ENGINEER II UTILITIES OPERATIONS MANAGER
ENGINEERING INSPECTOR VICE PRESIDENT - GFLCVB
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EXHIBIT 2-2 BROWARD COUNTY SURVEY TARGETS
Organization Organization BALTIMORE-WASHINGTON INTERNATIONAL THURGOOD MARSHALL AIRPORT PALM BEACH COUNTY, FL
BROWARD COUNTY SHERIFF'S OFFICE PHILADELPHIA INTERNATIONAL AIRPORT
CITY OF CORAL SPRINGS, FL PORT OF HOUSTON, TX
CITY OF FORT LAUDERDALE, FL PORT OF JACKSONVILLE, FL
CITY OF HOLLYWOOD, FL PORT OF LONG BEACH, CA
CITY OF MIAMI, FL PORT OF MIAMI, FL
CLARK COUNTY, NV PORT OF SAVANNAH, GA
FAIRFAX COUNTY, VA PORT OF SEATTLE, WA
FLORIDA KEYS AQUEDUCT AUTHORITY PORT OF TAMPA, FL
HILLSBOROUGH COUNTY, FL SALT LAKE CITY INTERNATIONAL AIRPORT
KING COUNTY, WA SAN DIEGO INTERNATIONAL AIRPORT
KISSIMMEE-ST CLOUD CONVENTION AND VISITORS BUREAU SANTA CLARA COUNTY, CA
MIAMI-DADE COUNTY, FL SUFFOLK, COUNTY, NY
NEW ORLEANS CONVENTION AND VISITORS BUREAU TAMPA BAY CONVENTION AND VISITORS BUREAU
ORANGE COUNTY, FL TAMPA INTERNATIONAL AIRPORT
ORLANDO/ORANGE COUNTY CONVENTION AND VISITORS BUREA TARRANT COUNTY, TX
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SECTION 3.0 Broward County, Florida COMPENSATION PHILOSOPHY AND SELECTED POLICIES
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Section 3: Compensation Philosophy and Selected Policies
As part of the overall study, Management Advisory Group was requested to offer observations and recommendations regarding compensation philosophy and personnel policies. The philosophy statement of Broward County includes the expressed outcome for the County to attract, reward and retain highly qualified employees who can help the County achieve its mission. In support of this vision statement, MAG’s recommendation will assist Broward County as it strives to provide a total compensation program that enables the County to:
attract and retain high-quality and diverse applicants, reward and retain qualified employees, provide a fair and consistent framework for assigning pay grades to jobs, maintain the salary structure at market competitiveness, ensure fair and consistent pay practices, comply with applicable laws and regulations, operate within the constraints of fiscal resources, and be an employer that inspires excellence.
Broward County’s compensation philosophy should embrace the following points:
1. The County strives to provide a total compensation program that is competitive among all peer and competitor organizations in the defined marketplace.
2. Benchmarking of classifications is used as a best practice for compensation of similar positions.
3. Competitive ranges are established, based on a combination of market conditions and internal relationships, for classifications to provide the flexibility needed to address the changing needs of the County.
4. Starting pay for new employees is based upon education and work experience related to minimum position requirements, additional compensable factors identified prior to the recruitment and market conditions.
5. Pay adjustments, other than stipends, bonuses and supplemental pay, are equitably provided to employees, when appropriate, to address equity with newly hired employees, market responsiveness, and consistency in the administration of the County’s compensation program.
6. Employees are eligible for pay increases resulting from promotions and reclassifications to a class in a higher pay grade.
7. Employees shall be eligible for pay increases based on objectively evaluated job performance, when funding is available for such increases.
8. Part-time/temporary or other casual employees may not be eligible for the same level of benefits as full-time employees.
9. Fair Labor Standards Act (FLSA), Americans with Disabilities Act (ADA), Affordable Care Act (ACA) and any other legal requirements will be consistently and fairly applied to positions.
10. Non-cash compensation policies such as additional time off, prizes, etc. should be reviewed annually for competitiveness, cost effectiveness and their value to employees and the County.
11. To ensure that Broward County compensation structure remains competitive, pay ranges for all positions are reviewed as needed, but not less than every three to five years.
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Overall Policy Considerations: A comprehensive way of comparing the County’s internal Pay Plan to the external market needs to be developed. This should include a comparison of the overall Pay Plan for the different market groups to a summary of the overall responses from the market for the same groups. This would provide a broad relationship comparison, using a number of data points from the market, to the County Pay Plan. This approach does not preclude the use of market data for an individual job classification suggesting that a particular job classification should be internally re-set, but it does not allow a limited number of external data points to have a disproportionate influence on individual job placement. For general Pay Plan adjustments, the County should use the overall comparison of the Broward County job ranges for the entire Pay Plan and compare that to the overall national market or to the regional market. The survey of the regional market can be accomplished through an annual “mini-survey” of the same selected targets used for the comprehensive salary survey review to determine if they anticipate Pay Grade Structure changes, any “across the board” increases to be provided to employees and any performance/merit percentage budgeted for individual employee adjustments. Those adjustments can then also be compared to the Employment Cost Index (ECI) for state, county and local government and a general Pay Grade Structure adjustment made. It is incumbent on the County that any general Pay Grade Structure adjustment also be accompanied by a process for in-range adjustments for qualified employees. This can be accomplished through an across the board adjustment or an adjustment based on an assessment of performance. Note: if the “across the board” increase for employees is the same as the general structure adjustment, the result will be salary compression at the range minimum, as new employees will enter at a salary very close to that of employees with minimal time with the County. General Personnel Policies:
The following recommendations address both the implementation of the plan as well as the on-going administration/maintenance. This section does not cover all Personnel Policies of the County, only those considered to be relevant specifically to the implementation and administration/maintenance of a new Unified Compensation and Classification Structure. It is important to note that for this new classification/compensation structure to maintain internal equity and external competitiveness, it is necessary for there to be a central control (gatekeeper) that will retain an objective overall organizational perspective. It is MAG’s recommendation that this function reside with the Human Resources Division Director. This is widely considered “best practice” and is typically where this authority resides in public sector organizations. Of course, this authority can usually be over-ridden by the Chief Executive or the governing body of the organization. Numerous opportunities exist for varied work experiences and career advancement within Broward County. The following outlines how associated pay changes can be administered based on the category of change. All final decisions on the administration of pay changes that are not governed by bargaining agreements should be subject to approval by the Director of Human Resources or designee.
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In-range salary adjustments for individual incumbents should be limited with the adoption of these new policies as they do not provide for an equitable approach to compensation management and are dependent on the initiative of individual supervisors and managers. Any such changes should be approved by the Director of Human Resources or designee. Personnel Policies - Changes in Employee Pay The following recommendations regarding potential changes in employee pay, address both the implementation of the plan as well as the on-going administration/maintenance. This section does not cover all Personnel Policies of the County, only those considered to be relevant specifically to the implementation and administration/maintenance of a new Unified Compensation and Classification Structure. If positions are covered by a “Collective Bargaining Agreement” (CBA) and there is a conflict between the CBA and County policy, the CBA shall prevail.
A. Implementation of County-wide Study
Internal Equity/Decompression Adjustments as a result of the implementation of this system-wide study shall not be subject to the same guidelines as the “Reclassification” guidelines, nor are they tied to any other existing or proposed policies governing salary adjustments. Internal Equity/Decompression Adjustments are the result of the application of a formula, applied to all positions in the same pay plan and are administered to ensure that employees’ salaries are internally equitable based on the objective factor of “time in their current position, including time in any other position consolidated into the proposed class”. Internal Equity/Decompression Adjustments are not tied to performance measures.
B. Reclassification
With the adoption of the new compensation Pay Grade Structure and the internal realignment of classifications, as well as individual incumbents to the correct job assignment, reclassification of job/incumbents should be a rare occurrence. The adoption of the new structure, with 7.5% between pay ranges would only support a reclassification when a significant and substantial change has occurred to the work. It is incumbent on the requesting Agency to provide fully documented substantiation of a dramatic and substantial work change. The Human Resources Division should do a review of the position and other positions within the work unit to determine if the change in duties and core functions is sufficient to warrant placement in another job title at a higher or lower level. New job titles, for the most part, will not be adopted. It is a conscious decision on the part of the County to streamline the classification system and to have a “top down” approach to classification. This is characterized by placing work within the existing structure in a more broadly defined classification that is substantially similar to type, scope and level of responsibilities to the work being performed. It need not be identical. 1. When a position has been reclassified to a higher pay grade, the employee’s salary shall increase at least 7.5% or to the minimum of the new pay grades, whichever is greater, but is not more than the maximum salary of the new pay grade. For each additional grade, the employee should receive an additional 3% increase to a maximum of 15% or to the minimum of the pay grade of the class to which the position is reclassified, whichever is greater. In no instance should the salary of the employee in the reclassified position
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exceed the maximum of the pay grade for the class into which the position has been reclassified. 2. When a job has been reclassified to a lower pay grade, the affected employee shall retain their current salary. If the employee is subsequently promoted to a classification at or below the grade of the class from which they were reclassified down, their salary should remain the same as the downgraded salary, except that the employee must be at least at the minimum of the grade.
C. Promotion
MAG has developed a “best practices” approach that permits organizations to move employees between and among different job levels, representing different responsibilities and even work schedules, while retaining a large measure of compensation equity. The following policy recommendations regarding promotion, demotion, transfer, etc., are designed to assist Broward County in having consistent policies for all employees. 1. When an employee is promoted, as a result of a competitive appointment to a vacant position assigned to a higher pay grade, the salary placement within the new pay grade shall be determined as follows: apply 7.5% on the salary of the previous grade for promotions of one pay grade, and an additional 3% for each additional pay grade. The resulting required increase in pay will be no less than the minimum of the new pay grade and no less than a 7.5% salary increase but not more than 15% or the maximum salary of the assigned pay grade, whichever is less. If the employee would be eligible for placement within the new grade at a level greater than 15%, based on the same criteria established to determine placement of an outside applicant within the grade at hire, the employee may be offered that salary based on prior approval from the Human Resources Division. 2. The hourly rate of an employee will be the basis for calculating the pay increase when the promotion results in a change in hours worked.
D. Lateral Transfer
A lateral transfer occurs when an employee moves from one position to a different position in the same pay grade, regardless of title. Because there is no change in pay grade there shall be no adjustment in base salary. A lateral transfer is considered neither a reclassification nor a promotion.
E. Demotion A demotion occurs when an employee is moved from a position in one classification to a position in another classification and the new classification is in a pay grade that is lower than the pay grade of the original classification. Demotions can occur for several reasons:
a. Voluntary Demotion: In keeping with current Broward County policy and to create consistence with recommended policy regarding reclassification, MAG suggests the following policy. When an employee requests a demotion to a different classification in a lower pay grade, the employee shall have their salary
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reduced 7.5% for the first grade lower and 3% for each additional grade to a maximum decrease of 15%, but not less than the minimum of the new pay grade.
b. Disciplinary Demotion: In keeping with current Broward County policy and to
create consistence with recommended policy regarding reclassification and voluntary demotion, MAG suggests the following policy. When an employee is demoted as a result of a disciplinary action, the employee’s salary shall be set on a case-by-case basis by the Director of Human Resources. However, the employee’s salary shall at least be reduced by the same amount as if they had voluntarily demoted (i.e., 7.5% for the first grade lower and 3% for each additional grade).
c. Demotion for the Good of the County: If the demotion is at the request of the
County for the good of the organization, such as an organizational restructuring, the employee shall retain their current salary. If the employee is subsequently promoted to a classification at or below the grade of the class from which they were reclassified down, their salary should remain the same, except that the employee must be at least at the minimum of the grade. This is done when the assignment to the new, lower level position is needed to fill a critical need and usually is done on an emergency basis. This type of demotion would have to be approved by the Director of Human Resources or designee. If subsequently promoted to a classification at or below the pay grade of the class from which demoted, there will be no increase, except to the minimum of the new class.
d. Reduction-in-Force: Demotions resulting from a Reduction-in-Force shall be
considered a “Demotion for the Good of the County” and subject to the same rules as specified above and applicable collective bargaining agreements. If subsequently promoted to a classification at or below the pay grade of the class from which demoted, there will be no increase, except to the minimum of the new class.
F. Within Grade Salary Adjustment
An adjustment to an employee’s salary within the grade may be made based on criteria pre-established through collaboration with and approval from the Human Resources Division. These criteria may include licensure/certification, advanced education, specialized skills or other objectively verifiable measures that are not required for qualification and that enhance the employee’s value to the County. To maintain internal equity, other employees, occupying similarly functioning positions in the same classification, meeting the same criteria should be adjusted in the same manner.
G. Interim or Acting Assignment
If a vacancy or approved long-term absence occurs and there is an operational need to continue services or activities associated with the position, regardless of the budget status of the position, a regular employee, who is found to be qualified for the work by the Human Resources Division, in advance, may be assigned by the Agency Director to temporarily assume a substantial portion of the duties of the position provided that employee meets the minimum qualifications required for the position.
1. An interim or “acting” assignment occurs when the County recognizes a critical job assignment need that must be met and cannot be met through the normal
Exhibit 1 Page 22 of 103
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Management Advisory Group International, Inc. 2015 3-6
recruitment process. This can occur when an unexpected vacancy occurs; when a mission critical job cannot be filled in a timely basis; or when a mission critical objective changes abruptly and requires an immediate action. 2. Interim or “acting” assignments would be anticipated to last more than 30 days and less than 6 months. An interim or “acting” assignment is utilized to fill a vacancy or position occupied by an employee on extended medical or other approved long term leave. 3. If the interim or “acting” assignment is to a position in a lower pay grade, the salary of the assigned employee will not be reduced. 4. If the interim or “acting” assignment is to a position in in a higher pay grade and extends beyond 14 days, but less than 6 months, the change in pay shall be determined using the same guidelines proscribed for a promotion. Employees receiving temporary assignment pay shall sign a document acknowledging that they are receiving “Interim/Acting Assignment Pay” and also acknowledging that when the temporary assignment ends, the “assignment pay” will also end and they shall return to their previous salary adjusted for any salary changes for which the employee was otherwise eligible. The conditions under which temporary/interim work in a higher classification may be assigned vary by collective bargaining agreement, under the “Working Out of Class” provisions. If the employee is in a position covered by a collective bargaining agreement, please also consult the bargaining agreement when considering this type of appointment. 5. Assignment pay commences fourteen (14) days following the formal date of assignment approved by the Director of Human Resources or designee. Assignment pay cannot be processed without first receiving a signed “Interim/Acting Assignment Pay” document from the employee. 6. As deemed appropriate by the County Administrator, vacant Agency Director, Division Director, and similar administrative positions may be filled on an interim basis by the appointment of a current County employee for any period of time up to one (1) year in duration. Pay determination for interim employees acting as Agency Directors, Division Directors, or similar administrative positions, shall be determined using the same guidelines proscribed for a promotion.
H. Trainee Program
The Trainee program is designed primarily as a sourcing option for “hard to fill” positions. Through this program, applicants who do not meet the minimum requirements for a specific job classification may be hired as “Trainees” and given the opportunity to gain the job experience and/or training necessary to qualify and subsequently transition into the job classification. The starting pay rate for a Trainee position will be 7.5% below the minimum of the range for the associated job class. Trainees are considered “At Will” (un-represented) employees. To be eligible for participation, applicants must be at least 18 years of age and comply with all applicable County employment guidelines. Trainee positions are limited term, not to exceed two years, unless extended by the Director of Human Resources. Trainees are eligible for the same benefits, and subject to the same policies and employment provisions as full-time unrepresented employees. Trainee positions must be approved by Human
Exhibit 1 Page 23 of 103
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Management Advisory Group International, Inc. 2015 3-7
Resources in advance. For more information, please refer to the “Trainee Program Guide”, available in Human Resources.
I. Hiring
All hiring policies are dependent on budgeted funds being available.
1. The hire rate for a new employee with no additional equivalent and relevant level experience is at the entry level of the salary range to which the classification is assigned. 2. Hiring up to 10% above the pay range minimum can occur based on criteria established by the hiring Agency with the collaboration and approval of the Human Resources Division. An offer up to 10% above the grade minimum can be made by the hiring Agency, based on the pre-established and approved criteria, without prior Human Resources Division approval, but is subject to verification. 3. Hiring at more than 10% above the minimum of the grade may be approved by the Human Resources Division based on criteria established prior to the recruitment in collaboration with the hiring Agency. The Human Resources Division will review/verify the applicant’s education/experience/additional skills in relation to the pre-established criteria and determine the maximum salary that may be offered. No offer of employment shall be made prior to determination by the Human Resources Division. 4. Internal Equity is an equally important consideration in filling a vacant “hard to fill/mission critical” position. Before a salary offer is determined, the Human Resources Division will also consider the current salaries, length of service and presence of “additional compensable factors” of current employees in similarly functioning positions in the same classification. It is the policy of the County to make every effort to avoid inverted salary relationships created by bringing in newly hired employees at a salary or rate that exceeds the current salaries of comparably qualified current employees in similarly functioning positions in the same classification.
Classification and Reclassification Overall Policy
The Human Resources Division is responsible for maintaining County-wide classification and pay plans. The Division is also responsible for reviewing all proposals for the classification allocation of new positions and reclassification of existing positions within the updated classification/compensation system.
A. Placement of Jobs within the Unified Structure
The County uses an integration of external market rates for selected positions and internal job profiles to classify or reclassify positions. Positions with similar profiles are clustered together. Clusters of classifications are then grouped and assigned to pay grades commensurate with the scope and level of duties and responsibilities of the classifications.
The internal job values used to create job profiles can be applied to a wide range of job duties
Exhibit 1 Page 24 of 103
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Management Advisory Group International, Inc. 2015 3-8
and responsibilities. This approach allows a progressive comparison of internal comparability for classifications ranging from unskilled laborer to the job related skills required for executives. The integration of market information with a job profiles system reduces gender and cultural bias thus directly addressing the issues of pay equity and equal opportunity.
B. Evaluation Profiles Progressive comparison of internal job value is achieved by reviewing each classification in relation to these evaluation factors:
1. Organizational Responsibility; 2. Data Responsibility; 3. People Responsibility; 4. Assets Responsibility; 5. Experience; 6. Education; 7. Mathematical Requirements; 8. Communications Requirements; 9. Judgment Requirements; 10. Complexity of Work; 11. Impact of Errors; 12. Physical Demands; 13. Equipment Usage; 14. Unavoidable Hazards; and 15. Safety of Others.
C. External Competitiveness The labor market relationship between the salary paid by one employer and that prevailing in the labor market is measured, when appropriate, by means of the selection of benchmark job classifications and the conduct of external surveys. A benchmark provides direct reference to market rated positions and to other positions within the classification system and is important in establishing reference points along a pay line. D. Survey Results Survey results are integrated with Job Profile values, using the statistical technique of linear regression to create a pay line for the benchmark classifications being used. The pay line relates benchmark survey data to the factor evaluation point totals of each classification. This "line of best fit" sets out the basic salary relationships applied to all classifications in the system. Using this technique, pay plans will contain a measure of both internal and external equity. E. Job Analysis Questionnaire (JAQ) Job analysis is a technique used to determine specific duties and responsibilities assigned and performed by each position. This information is obtained through the completion of a Job Analysis Questionnaire (JAQ). JAQ’s are used within the classification system to review both existing and proposed jobs and groups of jobs in order to determine proper classification of work within a broader job classification or job title. This form should always be used unless directed otherwise by the Human Resources Division.
If the position is filled, the JAQ is to be completed by the employee and is to be reviewed and signed by the employee's supervisor and then approved by the Agency/ Division Director. If necessary, the JAQ can be supplemented by on-the-job interviews, or job audits. If a position for which a JAQ is to be completed is vacant, the supervisor completes the questionnaire.
Exhibit 1 Page 25 of 103
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Management Advisory Group International, Inc. 2015 3-9
F. Desk Audits The desk audit is an on-site observation and interview with the incumbent employee. Human Resources may schedule and conduct desk audits, if deemed appropriate or necessary, to provide additional or clarifying job information after reviewing a submitted JAQ.
New Positions/Classifications
Process for New Positions: The Human Resources Division reviews requests received from an Agency to determine the appropriate classification assignment and thus the appropriate pay grade for the position. Once appropriately classified, the Office of Budget and Management must determine if sufficient funds are available to create the requested position. Requests may be made by an Agency during the County's annual budget process or at such time as the need is deemed “mission critical”.
A. New positions requested in the annual Budget process shall be reviewed and allocated
to an appropriate classification by the Human Resources Division based upon the information included on the Job Analysis Questionnaire (JAQ) and any other supporting data. If an appropriate classification does not exist, the Human Resources Division may recommend establishment of a new classification following the adoption of the new County Budget. After the budget is adopted, the Human Resources Division will prepare or assist in the preparation and submission of the necessary Agenda Items to the County Commission for the establishment of the new positions and/or classifications.
B. If a request for new positions is made other than during the annual budget process, the
requesting Agency will submit a Job Analysis Questionnaire (JAQ) and any other supporting data. The Human Resources Division will review the submitted information and will recommend an existing classification or establishment of a new classification. The Human Resources Division will then prepare or assist in the preparation and submission of the necessary Agenda Items to the County Commission for the establishment of the new positions and/or classifications.
C. If a new position requires the creation of a new classification, the Human Resources Division shall prepare the class specification, with the assistance of the requesting Agency. The class specification includes information on the nature of work, illustrative tasks and Job Profile information from the completed JAQ. The Human Resources Division will place the classification within the Unified Classification/Compensation structure based on the new class’s Job Profile.
D. Upon approval of the position/classification, the requesting Agency submits the appropriate form to the Human Resources Division to begin the recruitment process to fill a new authorized budgeted position.
E. The effective date of a new position will generally be the first day of the pay period following approval.
Existing Positions/Classifications A. Positions may be reclassified to a different classification if there have been significant changes in the actual duties and responsibilities, the changes are of a permanent nature and intended by management and the reclassification is based upon new or added elements in the job.
B. Upon written request by an Agency, or upon its own motion, the Human Resources Division will conduct a review of the duties and responsibilities of a position if there is reason to
Exhibit 1 Page 26 of 103
3.0 Broward County, Florida Final Report
Management Advisory Group International, Inc. 2015 3-10
believe that a position is improperly classified. The Human Resources Division will obtain information concerning the position believed to be improperly classified and other positions in the work unit by having the incumbents complete JAQs and having it reviewed by the supervisor of the positions, the Division Director and the Agency Director. A field study or job audit may also be conducted, if determined appropriate or necessary by the Human Resources Division. C. Requests to reclassify existing positions are made with Agency Director approval, on the appropriate form, supported by a JAQ. If the action is approved by the Agency Director, the JAQ and the appropriate form are forwarded to the Human Resources Division for review for classification or reclassification. The requesting Agency is responsible for preparing and submitting an agenda item if the reclassification requires the approval of the Board.
Title Changes: Requests for changes to classification titles only, and nothing else, must be submitted by the Agency Director, in writing, to the Human Resources Division. If the change is approved by the Director of Human Resources or Designee, the Human Resources Division will place the new title in the official Classification and Pay Plan. The Agency will be asked to submit the appropriate form to effect the change in the employee's personnel records. Changing the title of an existing classification does not indicate the existence of any significant changes to the scope and level of duties or responsibilities of the position. As such, a title change does not require a probationary period or result in any change in salary, anniversary date or compensation for an incumbent. Salary Structure Adjustment Recommendations The cost to implement and maintain the compensation system should be driven by changes in the labor market and should be applied globally to the system, which adjusts each salary range. Compensation systems that are well maintained address two (2) primary issues on an annual basis:
the cost to maintain competitiveness of the system; and the cost to adjust individual salaries.
Annually, the County may determine the need to adjust pay grades/ranges based on some factor, such as the Employment Cost Index (ECI), to maintain competitiveness at salary range minimums and hiring rates, as well as accommodate current incumbent pay progression within the grades. Ideally, funding permitting, the County should conduct an organization wide salary/market review (essentially replicating the one conducted for this study by MAG) every four (4) to five (5) years to assess relevant labor market conditions, and ensure a competitive posture in employee recruitment and retention. At this time, a more detailed comparison to the external market, as well as to immediate competitors can be made using a comprehensive methodology such as that used in this review. Proposed Compensation Plan Regardless of an organization's philosophy concerning advancement opportunities afforded to employees, it is essential that movements in the economy, and more specifically the labor market in which the County competes, be addressed at the system level. Accordingly, salary administration procedures should take their priority based on funding availability and philosophies on pay. We recommend that a balance be achieved in addressing compensation at both the
Exhibit 1 Page 27 of 103
3.0 Broward County, Florida Final Report
Management Advisory Group International, Inc. 2015 3-11
individual employee and compensation system levels. This can be accomplished using MAG’s Classification Manager® software. Allocation of Employees within the Ranges For employees whose current salary level is below the minimum level in the assigned range, the salary level would be the minimum in the range. For employees with current salary levels exceeding the maximum level in the assigned range, the salary would be frozen at that level, and the employee would be ineligible for any merit or cost of living increases to base salary until the range is adjusted to allow movement. Employees between the range minimum and maximum may be moved through the range based on established criteria determined to be of value to the County. Future Administration of the Plan In order to retain the currency of the plan, the County may exercise an optional maintenance agreement with MAG that would provide a salary survey and a recommended market adjustment of ranges. Under the provisions of MAG’s maintenance agreement, assistance is always available to the County to review requests for reclassification; conduct spot surveys for market sensitive positions; provide ongoing maintenance, such as database updates, reflecting current salaries, terminations and new-hires; and develop or change class specifications. Proposed Compensation Using the New Plan The Classification Manager® software has established a target salary for each employee by first calculating the cost to raise the incumbent to the minimum of the new range (if appropriate) and then using a consistent “time in class” algorithm to place employees at an appropriate place within the new pay range. Plan Implementation MAG recognizes that implementation of new or revised compensation and classification programs must take into account the financial disposition, current salary levels and other variables unique to the County. Only after all of these factors are considered can a feasible implementation program be designed. MAG has worked to provide an implementation plan that will address current inequities and will provide a framework for external competitiveness. It is especially important that during the current economic times that the County retain a highly qualified work force by providing a fair and competitive compensation. Additionally, it is equally important that the County not overpay for positions. Any proposed implementation plan must carefully balance these two important considerations.
Exhibit 1 Page 28 of 103
Management Advisory Group International, Inc. 2015
SECTION 4.0 Broward County, Florida FINDINGS AND RECOMMENDATIONS
Exhibit 1 Page 29 of 103
4.0 Broward County, Florida Final Report
Management Advisory Group International, Inc. 2015 4-1
Section 4.0: Findings and Recommendations
4.1 Results of the Salary Survey As a result of the analysis of the survey information, it appears that Broward County, while significantly below the market for some types of work, is overall close to the market. Because Broward County has no consistent width for many pay grades, the deviation from the market at the minimum and maximum rates for the benchmark jobs gives little usable information. Looking at the midpoint of the County’s current pay grades, nearly a third of the benchmark titles were more than 5% below the market average midpoint. Some of these, particularly upper level technical and middle management titles were considerably more below the market average midpoints. The same was true for top level management titles.
Recommendation: Based on a combination of salary survey results, Evaluation Profiles and internal reporting relationship information, MAG has placed the consolidated titles proposed for the County into a uniform salary scale structure. MAG recommends that the County adopt a policy/practice of salary survey update outlined in Section 3.0. 4.2 Results of Current Pay Grade Structure Review
Broward County currently uses more than 250 individual pay grades in 12 pay plans. There is no consistent structure regarding range width or distance between grades in most of these pay plans and when viewed as a whole there is no discernable overall structural consistency. Pay plans appear to have evolved around bargaining units, primarily. This situation makes having an internally equitable and externally competitive pay structure very difficult, at best. The same was true for top level management titles.
Recommendation: Based on the average range width of area target organizations responding to the salary survey MAG has created a single uniform pay plan having a range/grade width of approximately 60%. This range width is recommended in order to mitigate issues that may arise from the title consolidation and is only slightly wider than the average width in the local market. Based on the need to consolidate job titles and the County’s expressed wish to minimize the future “title proliferation” that has occurred in the past, MAG created a pay plan structure that has 7.5% between pay grades. This distance between grades is designed to again mitigate issues that may arise as a result of the title consolidation. This combination of a relatively wide range/grade width and significant distance between grades should facilitate effective maintenance of the structure and minimize the opportunity for recurrence of “title proliferation” and “grade creep” that has been widespread in the past. “Best practice” in constructing pay grade ranges for organizations wishing to “attract and retain highly qualified” employees is to set the “calculated market point” closer to the minimum of the range than to the maximum. Therefore, MAG constructed the proposed grade ranges for the County with the “calculated market point” approximately one third of the way into the range, instead of at the range midpoint. This allows the County to more quickly pay employees at a rate that makes it less likely for them to leave during the early years of their employment, making the County a “training ground” for peer and competitor jurisdictions.
Exhibit 1 Page 30 of 103
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Management Advisory Group International, Inc. 2015 4-2
4.3 Results of Current Classification Structure Review
Broward County currently has more than 1,000 individual classifications. It appears that many of these classifications have been adopted based on union and/or department specific naming and/or the perceived need to increase the pay of an employee or group of employees. In most cases where there are multiple levels indicated in a series, the primary distinction may be little more than additional “time in the job”. With this degree of “title proliferation”, there is no consistent/objective set of criteria for determining the appropriate classification for a position based on scope/level of duties/responsibilities. This lack of consistent/objective criteria makes career path determination/succession planning difficult and unclear.
Recommendation: Based on the need to consolidate/streamline the classification structure, MAG proposed a “top down” classification structure that focuses on similarities in the scope/level of duties/responsibilities of positions performing work in generalized categories. Our review of the information gathered from employees and their supervisors through the Job Analysis Questionnaire (JAQ) process provided the basis for creating approximately 450 classifications. These consolidated classifications provide a consistent/objective basis for classifying future positions based on the “Evaluation Profile” that results from the consolidation of responses to the “Evaluation Factors” for their jobs obtained through the JAQ process. The proposed, consolidated classification structure is detailed in Section 5.0. 4.4 Measures of Study Success
Measuring the success of a comprehensive classification/compensation study, especially one such as this with its sweeping consolidation effort and complete revision of the salary structure, will be of necessity somewhat subjective. This complete system/structure overhaul was designed to provide the County with a sound classification/compensation system structure that would permit maintenance of an internally equitable and externally competitive foundation for attracting and retaining high level employees going forward. The following are some areas where significant change could be noticed. Please note that unless this new foundation is maintained and utilized in a consistent and objective manner, there can be little expectation for improved functioning. In some respects, establishing success criteria for changes as broad and sweeping as the ones anticipated by the County, are rooted in cost avoidance and improving “best practices” and are not as subject to short-term quantitative analysis as would be preferred. Some of the areas where improvement could be observed are:
Turnover – When an organization’s pay structure provides for external competitiveness, there should be a reduction in turnover among employees at all levels of the organization. Remember, there are often reasons for high turnover that are NOT primarily rooted in level of compensation. Turnover is a very costly problem although it not as easily seen because there is little “direct monetary outlay” visible as a result. Quality of Applicants – As an organization’s compensation structure more closely reflects the relevant market, the more likely the organization will be able to attract more highly qualified applicants during the recruitment process. Rate of Offer Declination – As an organization’s compensation structure more closely reflects the relevant market, the likelihood of quality applicants declining an offer of employment for salary related reasons should decrease.
Exhibit 1 Page 31 of 103
4.0 Broward County, Florida Final Report
Management Advisory Group International, Inc. 2015 4-3
Title Proliferation – When a structure is internally equitable and consistently/objectively maintained, there is less likely to be successful requests to establish new classifications to provide an employee or employees slightly higher compensation. Again, the success of a project such as this lies more in the ongoing administration and maintenance of the classification and compensation structures than in the initial creation of these structures. Greater Internal Equity – An initial attempt has been made to establish a transition plan that uses a single formula to establish a target salary for each individual employee based on objective criteria. Employees whose current salary exceed the target salary would not be recommended for an equity adjustment. Salaries of employees that fall below the target salary are recommended for an equity adjustment. Using global criteria replaces a previous practice of regressing internal salaries against salary in the same job category, without respect to other positions in similar or related work and without regard to the overall compensation practices outside the particular classification being reviewed. The proposed compensation and classification plan provides standardized measures for evaluating scope and level of duties/responsibilities (a job profile for each classification title) and for assisting the County in having a consistent platform for determining external hiring ranges and future internal adjustments.
Overall, the success of the implementation of a project such as this needs to be measured over a period of time and requires there be some baseline data related to the criteria being used. Many factors outside the control of either the consultant or the organization may impact any measurement criteria selected. A sudden swing downward in the economy may have the effect of reducing turnover to extremely low rates. Sudden changes in the “market” for certain types of workers may impact not only turnover but the quality of applicants due to the organization’s lack of speed in being able to react to these circumstances. Other markers for success may be rooted in individual perception. Employees and/or departments that perceive greater fiscal constraint in the new compensation and classification structure may not view the results favorably. Employees and/or departments that perceive a financial or practice benefit, may rate the success of the effort as outstanding. 4.5 Future Maintenance It is important to note that for this new classification/compensation structure to maintain internal equity and external competitiveness, it is necessary for there to be a central control (gatekeeper) that will retain an objective overall organizational perspective. Recommendation: It is MAG’s recommendation that this function reside with the Human Resources Division Director. This is widely considered “best practice” and is typically where this authority resides in public sector organizations. Of course, this authority can usually be over-ridden by the Chief Executive or the governing body of the organization.
Exhibit 1 Page 32 of 103
4.0 Broward County, Florida Final Report
Management Advisory Group International, Inc. 2015 4-4
4.5 Implementation Cost Projections In order to implement the proposed classification and compensation structures, MAG proposes the calculation of a “target salary” for each employee based on length of service in the proposed consolidated classification to which their position is assigned. Because of the massive consolidation that has taken place, this length of service has been calculated to include time the employee may have been spent in any of the current classifications combined into the new consolidated classification. This time is calculated in days to the target implementation date. Employees whose current salary is less than the minimum of the proposed pay grade for their new classification will receive an increase sufficient to bring them to this new minimum. Employees whose current salary is less than the calculated “target salary” will receive an increase sufficient to bring them to that “target salary” with the following exception. For budgetary reasons, a cap of a $4,000 total increase was imposed for any employee, unless a greater amount was needed to bring the employee to the minimum of the new pay grade. For employees whose current salary exceeds the target salary, there is no adjustment. No employee whose current salary exceeds the maximum of the new pay grade should receive any increase until market adjustments to the range would allow for additional salary. Salary Adjustment Recommendations The summary implementation cost report by Agency is included in Section 6.0 of this report. Please note: The results of this study do not include five current classifications in the Transit Bargaining Unit (Amalgamated Transit Union, Local 1267) that are subject to a collective bargaining agreement. This agreement contains a step plan which is not contained in any other County Bargaining Unit and which is inherent in the local transit industry. Plan Implementation MAG recommends that the new classification and compensation structures go into effect on January 1, 2016 along with the recommended salary adjustments. It is critical that this overhaul of the classification/compensation structures be implement “as a whole” rather than in a “piecemeal” fashion. Only by implementing the entire proposed structure will the County have the solid overall foundation from which to move forward in attracting and retaining quality employees. These recommendations would accomplish the following:
Greatly simplify the classification/compensation plans for internal administration. Provide consistent, easy to understand classification and compensation plans for
employees. Provide an objective, consistent foundation to resolve internal salary placement
questions for new hires and promotions. Minimize internal salary inequity (compression) for current employees. Minimize the practice of overpaying for a classification or position. Provide an objective, consistent foundation and methodology for future adjustments to
the classification structure to accommodate organizational changes. Provide an objective, consistent foundation and methodology for future adjustments to
the compensation structure to accommodate market changes.
Exhibit 1 Page 33 of 103
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Management Advisory Group International, Inc. 2015 4-5
These recommended changes provide a solid foundation for employee compensation that should serve the County and the employees well as they move forward. The County employees work as a team and have consistently “pulled together” to serve the community during natural disasters as well as difficult economic times. Broward County is a remarkable organization and is served by loyal, dedicated and professional employees. Cost Projections Cost to bring employees to the minimum of their new pay grade: $5,306,427 % of Employees impacted: 28% Cost to move employees to their “target salary” w/$4,000 cap: $5,121,338 % of Employees impacted: 45% Total Cost: $10,427,764 Percentage of Current Payroll: 3.8% % of Employees impacted: 51%
Exhibit 1 Page 34 of 103
Management Advisory Group International, Inc. 2015
SECTION 5.0 Broward County, Florida PROPOSED PAY PLAN
Exhibit 1 Page 35 of 103
Proposed Pay Plans
Wednesday, September 30, 2015 Page 110:24:21 PM
Exhibit 1 Page 36 of 103
Ann Min Ann Max
Broward County, FL
Code Proposed Class Title
Proposed Pay Plans
Unified$18,333 $29,260101
BUS OPERATORM9954
SCHOOL CROSSING GUARDZ5521
$21,186 $33,814103
LIBRARY AIDEW4007
Recreation AideW9615
STUDENT SEASONAL LIFEGUARDZ4123
Student WorkerZ5000
$24,484 $39,076105
CONCESSION ATTENDANTB4106
CustodianB7505
$26,320 $42,007106
DriverW6395
GROUNDSKEEPERB7541
RANGE ATTENDANTB4181
Security GuardB5505
Stable AttendantB4154
$28,294 $45,157107
BRIDGETENDERB7111
CookB6430
Data AideW3105
Maintenance WorkerB7515
Mosquito Control InspectorB6403
Park AideB4103
Print Shop AssistantB0203
Survey TechnicianW3151
WEIGHSTATION OPERATORB7931
$30,416 $48,544108
Accounting ClerkW0121
CONCESSION SUPERVISORX4107
COUNTY COMMISSION RECEPTIONISTZ0017
Equipment OperatorB7107
InternZ2387
LinehandlerU0708
MENTAL HEALTH SPECIALISTW6285
OFFICE SUPPORT SPECIALISTW0136
Records, Taxes and Treasury SpecialistW0225
Stable Attendant, SeniorB4155
StorekeeperB0307
$32,697 $52,185109
ANIMAL CARE SPECIALISTB5402
Building Management CoordinatorX7510
COURIER SUPERVISORW0072
CUSTOMER SERVICE REPRESENTATIVEW0095
Data Entry OperatorW0441
GROUNDS CURATORB7543
Lead LifeguardB4125
Library SpecialistW4031
MEDICAL TRANSCRIBERW6245
Natural Resources Control WorkerB6409
Wednesday, September 30, 2015 Page 210:24:22 PM
Exhibit 1 Page 37 of 103
Ann Min Ann Max
Broward County, FL
Code Proposed Class Title
Proposed Pay Plans
Unified$32,697 $52,185109
PainterB7415
Range MasterX4185
Records Management TechnicianW0305
RECREATION COORDINATORW4105
SecretaryW0031
Tax Appeal SpecialistW0425
TOUR BOAT OPERATORN4172
Traffic Control WorkerB7951
$35,149 $56,098110
Accounting SpecialistW0123
Behavioral Health SpecialistP6607
Call Center SpecialistW0011
CarpenterB7406
Custodial Services SupervisorX7501
ENVIRONMENTAL LABORATORY TECHNICIANW7327
Fender Construction WorkerN0595
FOOD SERVICE SUPVN6427
Linehandler, Lead WorkerU0709
LOCKSMITHB7451
Maintenance Crew SupervisorX7605
PERMIT/LICENSING CUSTOMER SPECIALISTW5494
Print Shop SpecialistB0201
Records, Taxes and Treasury Specialist, SeniorW0227
Sign Shop TechnicianB3203
SOLID WASTE COMPLIANCE AGENTX7381
Water Meter TechnicianB7321
$37,786 $60,306111
Administrative AssistantP0045
Administrative SpecialistN0011
Animal Care Specialist, FieldB5403
AUDIO-VIDEO PRODUCTION SPECIALISTW6451
BRIDGE MECHANICB7113
CAD TECHNICIANW3144
Child Care Licensing SpecialistP6324
Engineering TechnicianW3201
Equipment Operator, SeniorB7108
Forensic Technician/PhotographerW6455
Graphics DesignerW3135
Library Specialist, SeniorW4032
MACHINISTB7471
Maintenance MechanicB7525
Park NaturalistP4131
PlumberB7435
Publications SpecialistP2331
SURVEY PARTY CHIEFW3153
Tourism Program SpecialistN2385
Traffic Signal TechnicianB3214
User Support TechnicianW2271
Utilities MechanicB7339
Wednesday, September 30, 2015 Page 310:24:22 PM
Exhibit 1 Page 38 of 103
Ann Min Ann Max
Broward County, FL
Code Proposed Class Title
Proposed Pay Plans
Unified$37,786 $60,306111
Vehicle MechanicB7221
VETERINARY TECHNICIANW5406
WELDERB7441
$40,619 $64,829112
Accounting Specialist SupervisorW0125
CALL CENTER SUPERVISORX0098
Case Manager/CounselorP6311
Code Enforcement InspectorB7965
CUSTOMER SERVICE SUPERVISORX0096
DIESEL MECHANICB9956
ElectricianB7425
HOUSEHOLD HAZARDOUS WASTE SPECIALISTN0070
MAINTENANCE SCHEDULERX7345
MARKETING DEVELOPMENT ASSOCIATEP4052
Parks SupervisorX4187
REAL-TIME REPORTERW0053
Refrigeration MechanicB7465
SECURITY GUARD SUPERVISORX5503
Tax Appeals SupervisorX0435
Treatment Plant OperatorB7335
Vehicle Mechanic Electrical TechnicianB7225
VETERANS SERVICES OFFICERP2307
$43,666 $69,691113
Administrative CoordinatorP0047
Airport Operations AgentB7731
Business Permits CoordinatorQ0811
Claims AdjusterW5455
Electronics TechnicianB7915
ENGINEERING INSPECTORW3112
EXECUTIVE ASSISTANTN0044
Extension AgentZ9947
HOUSING PROGRAM CONSTRUCTION INSPECTORB5432
LibrarianP4041
Library Specialist SupervisorN4027
Licensed Practical NurseW6892
MEDICAL RECORDS SUPERVISORX6248
MEDICAL TRANSPORT INSPECTORP6254
MEDICAL-LEGAL INVESTIGATORW6241
Regulated Business SpecialistP5305
Revenue, Tax and Records SupervisorX0221
SIGN SHOP SUPERVISORX3205
SMALL BUSINESS DEVELOPMENT SPECIALISTN2298
Traffic Signal Technician, SeniorB3215
Transit Operator TrainerX7807
Transit SchedulerX7809
Treatment Plant Operator, Lead WorkerX7331
Vehicle Mechanic TrainerX7815
Vehicle Mechanic, Lead WorkerB7222
Warehouse SupervisorP0315
Wednesday, September 30, 2015 Page 410:24:22 PM
Exhibit 1 Page 39 of 103
Ann Min Ann Max
Broward County, FL
Code Proposed Class Title
Proposed Pay Plans
Unified$46,941 $74,918114
AIRPLANE PILOT/MECHANICN8903
ANIMAL CARE SUPERVISORX5403
Behavioral Health ClinicianP6609
BUILDING CODE INSPECTORB5422
CURATORZ9994
Emergency Management SpecialistP5111
Grants SpecialistP2353
Housing/Community Development SpecialistP6307
Human Resources GeneralistN2055
INDUSTRIAL HYGIENISTN0068
Longline OperatorB7953
Natural Resources SpecialistP5491
Network Communications TechnicianN2215
Parks Manager, AssociateX4155
Print Shop SupervisorX0109
PROGRAM PERFORMANCE ANALYSTP6379
PUBLIC COMMUNICATIONS SPECIALISTP2328
Public Information SpecialistN1920
Quality Assurance SpecialistP6326
Skilled Trades SupervisorX7525
TRANSIT SUPERVISORX7801
$50,461 $80,537115
AccountantP1015
Airport Operations Agent, SeniorP9925
ANIMAL CARE CLINIC MANAGERN5398
AuditorP1025
BRIDGE MAINTENANCE SUPERVISORX7114
BUS TRAFFIC CONTROLLERP7807
Business SpecialistE0963
CASE MANAGEMENT SUPERVISORP6333
ChemistP6221
CHILD CARE LICENSING SUPERVISORN6394
CODE ENFORCEMENT SUPERVISORX7963
Communications System TechnicianB2253
Contract/Grant AdministratorP2351
Customer Relations SpecialistY0917
Duty HarbormasterU0719
ELEVATOR INSPECTORB5436
Employee Assistance Program CounselorN6353
Engineer InternP3127
Engineering Inspector, SeniorX3115
FORENSIC TECHNICIAN SUPERVISORB6202
Human Services SupervisorP6313
HydrogeologistP3171
Librarian, SeniorP4042
Marketing ManagerN4055
Medical Investigations SupervisorW6233
NUTRITION SERVICES MANAGERN6432
Office ManagerN0051
Wednesday, September 30, 2015 Page 510:24:22 PM
Exhibit 1 Page 40 of 103
Ann Min Ann Max
Broward County, FL
Code Proposed Class Title
Proposed Pay Plans
Unified$50,461 $80,537115
PAYROLL SUPERVISORN0118
PlannerP3315
PLANS EXAMINERB5427
Program/Project CoordinatorN2351
Property AgentW2345
Registered NurseP6281
RISK MANAGEMENT CLAIMS SUPERVISORN5453
SAFETY & HEALTH SPECIALISTN5455
Systems Network AnalystP2275
VETERANS SERVICES MANAGERN2309
$54,246 $86,577116
Accountant SeniorP1016
Administrative OfficerN2369
Assistant Business Development ManagerE0965
Assistant HarbormasterQ0805
Audio-Visual Broadcast SpecialistX2255
Budget & Management AnalystN2333
Building ManagerX7511
CALL CENTER MANAGERN0099
Chief Treatment Plant OperatorX7337
CHILD PROTECTIVE TEAM COORDINATORP6320
ECONOMIC DEVELOPMENT SPECIALISTN1043
ELEVATOR PLANS EXAMINERB7474
Emergency Management Specialist, SeniorN5105
Environmental Compliance SpecialistN8415
GRANTS RESEARCH COORDINATORP6343
Human Services Quality Assurance CoordinatorP6273
Human Services Treatment DirectorN6289
INVESTMENT COORDINATORN1020
Natural Resources Specialist, SeniorP5493
PROFESSIONAL STANDARDS SPECIALISTN8133
PROGRAM PERFORMANCE COORDINATORN6378
Purchasing AgentP2375
Regulated Business SupervisorN5307
Security SupervisorN0831
TRAFFIC SIGNALS SUPERVISORX3215
TRAFFIC SIGNS SUPERINTENDENTX3222
$58,315 $93,070117
AIRPORT OPERATIONS SUPERVISORX7728
ASSISTANT SUPERINTENDENT OF TRANSPORTATIONP7808
Claims ManagerN5451
ELEVATOR SYSTEMS SPECIALISTP7473
ENVIRONMENTAL PROJECT COORDINATORP5437
Facilities Maintenance SuperintendentY7515
FLEET MAINTENANCE SUPERINTENDENTN7951
FLEET MANAGEMENT SUPERINTENDENTN7954
Human Resources Assistant ManagerN2058
Human Services ManagerN6335
Information Technology Applications AnalystP2235
Wednesday, September 30, 2015 Page 610:24:22 PM
Exhibit 1 Page 41 of 103
Ann Min Ann Max
Broward County, FL
Code Proposed Class Title
Proposed Pay Plans
Unified$58,315 $93,070117
INFORMATION TECHNOLOGY CONTRACTS ADMINISTRATORP2279
LANDSCAPE ARCHITECTP3161
Librarian, SupervisorP4043
Maintenance Contract SpecialistX7521
MOSQUITO CONTROL MANAGERP6404
Parks ManagerX4151
Planner, SeniorN3309
Purchasing Agent, SeniorN2375
STREETS MAINTENANCE SUPERINTENDENTX7516
SUPERINTENDENT OF TRANSPORTATIONP7809
SurveyorP3151
Systems AnalystP2285
Systems Network Analyst, SeniorP2276
Technical Training SpecialistP2905
ToxicologistP6225
TRANSIT MAINTENANCE SUPERINTENDENTP7817
TREATMENT PLANT SUPERINTENDENTN7357
$62,688 $100,050118
Accounting SupervisorN1015
Administrative Officer, SeniorN2373
AIRPORT WILDLIFE BIOLOGISTY7729
Audio-Visual SupervisorN1929
Budget & Management Analyst, SeniorN2334
Business Development ManagerE0967
Chemist SupervisorP6222
CHIEF BUILDING CODE INSPECTORX5423
Chief HarbormasterY0915
Community Library ManagerP4037
COMMUNITY TRANSIT OFFICERP2001
Contract/Grant Administrator, SeniorP2352
Environmental Compliance CoordinatorY5449
Housing & Community Development SupervisorY6295
HUMAN RESOURCES OFFICERN2317
Library Services CoordinatorN4035
Natural Resources Section ManagerN0191
Operations SupervisorN6405
Program/Project Coordinator, SeniorN2353
Property ManagerE0925
PUBLIC ART ADMINISTRATORN2807
REAL ESTATE DUE DILIGENCE OFFICERP2345
Registered Nurse SupervisorP6285
Revenue, Tax and Records ManagerY0231
SAFETY & OCCUPATIONAL HEALTH COORDINATORN1205
Security ManagerN0835
Toxicologist, SeniorP6226
TRAFFIC OPERATIONS SUPERINTENDENTTN3221
UTILITIES CHIEF INSPECTORX7352
UTILITIES SUPERINTENDENTY7356
$67,390 $107,554119
Wednesday, September 30, 2015 Page 710:24:22 PM
Exhibit 1 Page 42 of 103
Ann Min Ann Max
Broward County, FL
Code Proposed Class Title
Proposed Pay Plans
Unified$67,390 $107,554119
ADA ADMINISTRATOR/HIPAA PRIVACY OFFICERY8203
ARCHITECT, REGISTEREDY3165
ASSISTANT BUILDING OFFICIALN5426
Assistant Operations ManagerY2360
Construction Project ManagerP3111
Environmental Program SupervisorY5437
EQUAL OPPORTUNITY OFFICERY8231
EXPANSION PROJECT ADMINISTRATORY8096
Foreign Trade Zone ManagerY0905
Human Services AdministratorN6339
Licensed EngineerP3128
NURSE PRACTITIONERN6261
Operations ManagerY2361
Parks Environmental Maintenance SupervisorP4136
Parks Manager, SeniorN4145
Planning Section SupervisorN3315
Real Estate OfficerP2347
ZONING OFFICIALN5418
$72,444 $115,621120
ACCOUNTING MANAGERY0127
AIRPORT MANAGERY7713
Assistant to the DirectorN0047
CHIEF OF ENERGY/BUILDING AUTOMATIONY2392
CLINICAL PSYCHOLOGISTY6279
Community Library Manager, SeniorN4045
DIRECTOR OF FLEET SERVICESE8109
ECONOMIC DEVELOPMENT MANAGERY1044
ELEVATOR SECTION SUPERVISORX7478
EMERGENCY MANAGEMENT SECTION MANAGERY5108
Environmental Program ManagerY8515
GFLCVB ManagerY2501
HOUSING & COMMUNITY DEVELOPMENT MANAGERY6296
Human Resources ManagerY2327
Information Systems SupervisorN2281
Information Technology SpecialistN2287
LABORATORY MANAGERN7324
LEGISLATIVE COORDINATORY8301
PARKS SUPERINTENDENTN4133
Port Maintenance ManagerY0835
Public Information OfficerY9415
PURCHASING MANAGERY2702
REGIONAL E911 COMMUNICATIONS MANAGERY2255
Revenue, Tax and Records Manager, SeniorY0233
Risk ManagerY1010
SAFETY & OCCUPATIONAL HEALTH MANAGERY5456
SMALL BUSINESS DEVELOPMENT MANAGERY2297
Survey Section SupervisorY3155
TRANSIT MANAGERY3401
WATER RESOURCES MANAGERY6409
Wednesday, September 30, 2015 Page 810:24:23 PM
Exhibit 1 Page 43 of 103
Ann Min Ann Max
Broward County, FL
Code Proposed Class Title
Proposed Pay Plans
Unified$77,877 $124,292121
BUILDING OFFICIALP5425
Business Development Manager, SeniorE0969
Business ManagerY2363
CLINICAL DIRECTORY6278
Construction Project Management SupervisorY3115
Engineering Unit SupervisorY3125
Enterprise Assistant Director of AdministrationE9212
Enterprise Assistant Director of PlanningE9252
Enterprise Assistant Director of SecurityE9242
EVALUATION & PLANNING ADMINISTRATORY6377
INFORMATION SYSTEMS MANAGERY2290
NATURAL RESOURCES ADMINISTRATORY5488
NURSING DIRECTORN6239
Regulated Business AdministratorY5309
VETERINARIANY5407
WEB SITE MANAGERY1920
$83,718 $133,614122
ASSISTANT DIRECTOR OF ACCOUNTINGE1015
Assistant Director of Animal Care & AdoptionY8150
ASSISTANT DIRECTOR OF COMMUNITY PARTNERSHIPE1110
ASSISTANT DIRECTOR OF CONSTRUCTION MANAGEMENTE8120
ASSISTANT DIRECTOR OF ECONOMIC & SMALL BUSINESS DEVELOPMENTE2305
ASSISTANT DIRECTOR OF ELDERLY & VETEREN'S SERVICESE6372
ASSISTANT DIRECTOR OF EMERGENCY MANAGEMENTE5104
ASSISTANT DIRECTOR OF FACILITIES MAINTENANCEE7519
ASSISTANT DIRECTOR OF FAMILY SUCCESS ADMINISTRATIONE8033
ASSISTANT DIRECTOR OF HIGHWAY CONSTRUCTION/ENGINEERINGE3128
ASSISTANT DIRECTOR OF HOUSING & COMMUNITY DEVELOPMENTE6298
ASSISTANT DIRECTOR OF HUMAN RESOURCESE2320
ASSISTANT DIRECTOR OF PERMITTING, LICENSING & CONSUMER PROTECTIONE8081
ASSISTANT DIRECTOR OF PLANNING & ENVIRONMENTAL REGULATIONE8112
Assistant Director of Pollution Prevention, Remediation & Air QualityY5435
ASSISTANT DIRECTOR OF PUBLIC COMMUNICATIONSE3138
ASSISTANT DIRECTOR OF PURCHASINGE2375
ASSISTANT DIRECTOR OF RECORDS, TAXES & TREASURYE1062
ASSISTANT DIRECTOR OF RISK MANAGEMENTE1006
ASSISTANT DIRECTOR OF SEAPORT ENGINEERINGE0933
ASSISTANT DIRECTOR OF TRAFFIC ENGINEERINGE3431
ASSISTANT DIRECTOR OF WASTE & RECYLING SERVIECSE2072
ASSISTANT DIRECTOR OF WATER/WASTEWATER OPERATIONSE7367
BUDGET & MANAGEMENT PROGRAM MANAGERY2334
CHIEF NEGOTIATORY2703
CHIEF OF MEDICAL EXAMINER OPERATIONSY9885
CHIEF TOXICOLOGISTY6219
Engineering Capital Program AdministratorE8122
Enterprise Assistant Director of BusinessE9202
Enterprise Assistant Director of FinanceE9206
Finance SupervisorY0125
GFLCVB Manager, SeniorY2505
Wednesday, September 30, 2015 Page 910:24:23 PM
Exhibit 1 Page 44 of 103
Ann Min Ann Max
Broward County, FL
Code Proposed Class Title
Proposed Pay Plans
Unified$83,718 $133,614122
Library Regional ManagerN4046
REAL PROPERTY DIRECTORY8138
$89,997 $143,635123
DIRECTOR OF BROWARD ADICTION RECOVERYE8038
DIRECTOR OF COMMUNITY PARTNERSHIPE1111
DIRECTOR OF CULTURAL AFFAIRSE8049
DIRECTOR OF ELDERLY & VETERAN'S SERVICESE8037
Director of ERPZ9891
DIRECTOR OF FAMILY SUCCESS ADMINISTRATIONE8032
DIRECTOR OF INFORMATION TECHNOLOGY SECURITYE2247
DIRECTOR OF SOLID WASTE & RECYCLING SERVICESE2071
DIRECTOR OF WATER MANAGEMENTE8160
E911 COMMUNICATIONS ADMINISTRATORY2249
Enterprise Assistant Director of Capital ProjectsE9262
Enterprise Assistant Director of Facilities/MaintenanceE9232
Enterprise Assistant Director of OperationsE9222
Enterprise Director of AdministrationE9211
Enterprise Director of PlanningE9251
Enterprise Director of SecurityE9241
Information Systems AdministratorE2265
Information Systems DirectorY2291
LEGISLATIVE COUNSELY8299
Transit DirectorY3405
$96,747 $154,408124
Administrative ManagerN2371
ASSISTANT DIRECTOR OF ENTERPRISE TECHNOLOGY SERVICESE8040
ASSISTANT DIRECTOR OF LIBRARIESE8012
ASSISTANT DIRECTOR OF MANAGEMENT & BUDGETE8151
DIRECTOR OF ANIMAL CARE & ADOPTIONE8150
Director of Economic & Small Business DevelopmentE8145
DIRECTOR OF EMERGENCY MANAGEMENTE8207
DIRECTOR OF HOUSING & COMMUNITY DEVELOPMENTE6299
Director of Intergovernmental Affairs & Professional StandardsE8201
DIRECTOR OF NATURAL RESOURCES PLANNINGE6216
DIRECTOR OF PERMITTING, LICENSING & CONSUMER PROTECTIONE8082
DIRECTOR OF PLANNING & ENVIRONMENTAL REGULATIONE8115
DIRECTOR OF POLLUTION PREVENTION, REMEDIATION & AIR QUALITYE6207
Director of Public CommunicationE3135
Enterprise Director of BusinessE9201
Enterprise Director of FinanceE9205
ERP PROJECT ADMINISTRATORZ9893
Finance ManagerY0129
$104,003 $165,988125
Assistant to the County AdministratorE8105
DEPUTY DIRECTOR OF ENVIRONMENTAL PROTECTION & GROWTH MANAGEMEE2007
Deputy Director of GFLCVBE8071
DEPUTY DIRECTOR OF HUMAN SERVICESE8308
DIRECTOR OF ACCOUNTINGE8080
DIRECTOR OF CONSTRUCTION MANAGEMENT/COUNTY ARCHITECTE8119
Wednesday, September 30, 2015 Page 1010:24:23 PM
Exhibit 1 Page 45 of 103
Ann Min Ann Max
Broward County, FL
Code Proposed Class Title
Proposed Pay Plans
Unified$104,003 $165,988125
DIRECTOR OF FACILITIES MANAGEMNTE8110
DIRECTOR OF HIGHWAY/BRIDGE MAINTENANCEE8116
DIRECTOR OF HUMAN RESOURCESE8057
DIRECTOR OF PURCHASINGE8113
Director of RailE8154
DIRECTOR OF RECORDS, TAXES & TREASURYE1061
DIRECTOR OF RISK MANAGEMENTE8159
DIRECTOR OF SEAPORT ENGINEERING & CONSTRUCTIONE0934
DIRECTOR OF TRAFFIC ENGINEERINGE8087
DIRECTOR OF WATER/WASTEWATER ENGINEERINGE7366
DIRECTOR OF WATER/WASTEWATER OPERATIONSE7368
Enterprise Director of Capital ProjectsE9261
Enterprise Director of Facilities/MaintenanceE9231
Enterprise Director of OperationsE9221
$111,803 $178,437126
ASSISTANT DIRECTOR OF PUBLIC WORKSE8060
DIRECTOR OF HIGHWAY CONSTRUCTION/ENGINEERINGE8083
DIRECTOR OF LIBRARIESE8054
Director of Management & BudgetE8047
DIRECTOR OF PARKS & RECREATIONE8056
Director of Regional Communications & TechnologyE2255
DIRECTOR OF WATER & WASTEWATER SERVICESE8059
$120,188 $191,820127
Assistant Director of AviationE8090
Assistant Director of Port EvergladesE0943
Deputy Chief Financial OfficerE8045
DEPUTY DIRECTOR OF PUBLIC WORKSE8051
DEPUTY DIRECTOR OF TRANSPORTATIONE8152
Director of Human ServicesD8017
$129,202 $206,207128
ASSOCIATE MEDICAL EXAMINERP8702
Chief Information OfficerE8055
Director of Environmental Protection & Growth ManagementD8127
Director of GFLCVBE8075
PHYSICIANZ6251
$138,892 $221,672129
Assistant County AdministratorE8107
DEPUTY DIRECTOR OF AVIATIONE8088
DEPUTY DIRECTOR OF PORT EVERGLADESE0945
Medical DirectorZ8305
$149,309 $238,298130
Chief Financial OfficerD8013
DEPUTY CHIEF MEDICAL EXAMINERZ8703
Director of Public WorksD8015
Director of TransportationD8051
$160,508 $256,170131
Deputy County AdministratorD8001
$172,546 $275,383132
Chief Medical ExaminerZ8705
Wednesday, September 30, 2015 Page 1110:24:23 PM
Exhibit 1 Page 46 of 103
Ann Min Ann Max
Broward County, FL
Code Proposed Class Title
Proposed Pay Plans
Unified$172,546 $275,383132
Director of AviationD2017
Director of Port EvergladesD0947
$199,398 $318,239134
County AdministratorZ9898
Wednesday, September 30, 2015 Page 1210:24:23 PM
Exhibit 1 Page 47 of 103
Proposed Class List By Title
Wednesday, September 30, 2015 Page 1 of 11
Exhibit 1 Page 48 of 103
Proposed Class List By Title
Broward County, FL
Proposed Class Title Code Pay Plan Grade Min Max #
AP1015Accountant 115 $50,461 $80,537Unified 32
P1016Accountant Senior 116 $54,246 $86,577Unified 20
W0121Accounting Clerk 108 $30,416 $48,544Unified 85
Y0127ACCOUNTING MANAGER 120 $72,444 $115,621Unified 2
W0123Accounting Specialist 110 $35,149 $56,098Unified 29
W0125Accounting Specialist Supervisor 112 $40,619 $64,829Unified 1
N1015Accounting Supervisor 118 $62,688 $100,050Unified 20
Y8203ADA ADMINISTRATOR/HIPAA PRIVACY OFFICER 119 $67,390 $107,554Unified 1
P0045Administrative Assistant 111 $37,786 $60,306Unified 111
P0047Administrative Coordinator 113 $43,666 $69,691Unified 62
N2371Administrative Manager 124 $96,747 $154,408Unified 1
N2369Administrative Officer 116 $54,246 $86,577Unified 51
N2373Administrative Officer, Senior 118 $62,688 $100,050Unified 8
N0011Administrative Specialist 111 $37,786 $60,306Unified 57
N8903AIRPLANE PILOT/MECHANIC 114 $46,941 $74,918Unified 1
Y7713AIRPORT MANAGER 120 $72,444 $115,621Unified 12
B7731Airport Operations Agent 113 $43,666 $69,691Unified 68
P9925Airport Operations Agent, Senior 115 $50,461 $80,537Unified 26
X7728AIRPORT OPERATIONS SUPERVISOR 117 $58,315 $93,070Unified 19
Y7729AIRPORT WILDLIFE BIOLOGIST 118 $62,688 $100,050Unified 1
N5398ANIMAL CARE CLINIC MANAGER 115 $50,461 $80,537Unified 1
B5402ANIMAL CARE SPECIALIST 109 $32,697 $52,185Unified 30
B5403Animal Care Specialist, Field 111 $37,786 $60,306Unified 2
X5403ANIMAL CARE SUPERVISOR 114 $46,941 $74,918Unified 4
Y3165ARCHITECT, REGISTERED 119 $67,390 $107,554Unified 2
N5426ASSISTANT BUILDING OFFICIAL 119 $67,390 $107,554Unified 1
E0965Assistant Business Development Manager 116 $54,246 $86,577Unified 0
E8107Assistant County Administrator 129 $138,892 $221,672Unified 2
E1015ASSISTANT DIRECTOR OF ACCOUNTING 122 $83,718 $133,614Unified 1
Y8150Assistant Director of Animal Care & Adoption 122 $83,718 $133,614Unified 1
E8090Assistant Director of Aviation 127 $120,188 $191,820Unified 2
E1110ASSISTANT DIRECTOR OF COMMUNITY PARTNERSHIP 122 $83,718 $133,614Unified 1
E8120ASSISTANT DIRECTOR OF CONSTRUCTION MANAGEMENT 122 $83,718 $133,614Unified 1
E2305ASSISTANT DIRECTOR OF ECONOMIC & SMALL BUSINESS DEVE 122 $83,718 $133,614Unified 1
E6372ASSISTANT DIRECTOR OF ELDERLY & VETEREN'S SERVICES 122 $83,718 $133,614Unified 1
E5104ASSISTANT DIRECTOR OF EMERGENCY MANAGEMENT 122 $83,718 $133,614Unified 1
E8040ASSISTANT DIRECTOR OF ENTERPRISE TECHNOLOGY SERVICES 124 $96,747 $154,408Unified 1
E7519ASSISTANT DIRECTOR OF FACILITIES MAINTENANCE 122 $83,718 $133,614Unified 1
E8033ASSISTANT DIRECTOR OF FAMILY SUCCESS ADMINISTRATION 122 $83,718 $133,614Unified 1
E3128ASSISTANT DIRECTOR OF HIGHWAY CONSTRUCTION/ENGINEER 122 $83,718 $133,614Unified 1
E6298ASSISTANT DIRECTOR OF HOUSING & COMMUNITY DEVELOPM 122 $83,718 $133,614Unified 1
E2320ASSISTANT DIRECTOR OF HUMAN RESOURCES 122 $83,718 $133,614Unified 1
E8012ASSISTANT DIRECTOR OF LIBRARIES 124 $96,747 $154,408Unified 1
E8151ASSISTANT DIRECTOR OF MANAGEMENT & BUDGET 124 $96,747 $154,408Unified 1
E8081ASSISTANT DIRECTOR OF PERMITTING, LICENSING & CONSUME 122 $83,718 $133,614Unified 1
E8112ASSISTANT DIRECTOR OF PLANNING & ENVIRONMENTAL REGU 122 $83,718 $133,614Unified 1
Y5435Assistant Director of Pollution Prevention, Remediation & Air Qu 122 $83,718 $133,614Unified 1
E0943Assistant Director of Port Everglades 127 $120,188 $191,820Unified 1
E3138ASSISTANT DIRECTOR OF PUBLIC COMMUNICATIONS 122 $83,718 $133,614Unified 1
E8060ASSISTANT DIRECTOR OF PUBLIC WORKS 126 $111,803 $178,437Unified 1
Wednesday, September 30, 2015 Page 2 of 11
Exhibit 1 Page 49 of 103
Proposed Class List By Title
Broward County, FL
Proposed Class Title Code Pay Plan Grade Min Max #
E2375ASSISTANT DIRECTOR OF PURCHASING 122 $83,718 $133,614Unified 1
E1062ASSISTANT DIRECTOR OF RECORDS, TAXES & TREASURY 122 $83,718 $133,614Unified 1
E1006ASSISTANT DIRECTOR OF RISK MANAGEMENT 122 $83,718 $133,614Unified 1
E0933ASSISTANT DIRECTOR OF SEAPORT ENGINEERING 122 $83,718 $133,614Unified 0
E3431ASSISTANT DIRECTOR OF TRAFFIC ENGINEERING 122 $83,718 $133,614Unified 1
E2072ASSISTANT DIRECTOR OF WASTE & RECYLING SERVIECS 122 $83,718 $133,614Unified 1
E7367ASSISTANT DIRECTOR OF WATER/WASTEWATER OPERATIONS 122 $83,718 $133,614Unified 1
Q0805Assistant Harbormaster 116 $54,246 $86,577Unified 4
Y2360Assistant Operations Manager 119 $67,390 $107,554Unified 0
P7808ASSISTANT SUPERINTENDENT OF TRANSPORTATION 117 $58,315 $93,070Unified 3
E8105Assistant to the County Administrator 125 $104,003 $165,988Unified 1
N0047Assistant to the Director 120 $72,444 $115,621Unified 9
P8702ASSOCIATE MEDICAL EXAMINER 128 $129,202 $206,207Unified 4
W6451AUDIO-VIDEO PRODUCTION SPECIALIST 111 $37,786 $60,306Unified 3
X2255Audio-Visual Broadcast Specialist 116 $54,246 $86,577Unified 2
N1929Audio-Visual Supervisor 118 $62,688 $100,050Unified 1
P1025Auditor 115 $50,461 $80,537Unified 2
BP6609Behavioral Health Clinician 114 $46,941 $74,918Unified 59
P6607Behavioral Health Specialist 110 $35,149 $56,098Unified 23
X7114BRIDGE MAINTENANCE SUPERVISOR 115 $50,461 $80,537Unified 1
B7113BRIDGE MECHANIC 111 $37,786 $60,306Unified 0
B7111BRIDGETENDER 107 $28,294 $45,157Unified 20
N2333Budget & Management Analyst 116 $54,246 $86,577Unified 6
N2334Budget & Management Analyst, Senior 118 $62,688 $100,050Unified 2
Y2334BUDGET & MANAGEMENT PROGRAM MANAGER 122 $83,718 $133,614Unified 2
B5422BUILDING CODE INSPECTOR 114 $46,941 $74,918Unified 13
X7510Building Management Coordinator 109 $32,697 $52,185Unified 0
X7511Building Manager 116 $54,246 $86,577Unified 8
P5425BUILDING OFFICIAL 121 $77,877 $124,292Unified 1
M9954BUS OPERATOR 101 $18,333 $29,260Unified 0
P7807BUS TRAFFIC CONTROLLER 115 $50,461 $80,537Unified 7
E0967Business Development Manager 118 $62,688 $100,050Unified 11
E0969Business Development Manager, Senior 121 $77,877 $124,292Unified 0
Y2363Business Manager 121 $77,877 $124,292Unified 7
Q0811Business Permits Coordinator 113 $43,666 $69,691Unified 0
E0963Business Specialist 115 $50,461 $80,537Unified 8
CW3144CAD TECHNICIAN 111 $37,786 $60,306Unified 10
N0099CALL CENTER MANAGER 116 $54,246 $86,577Unified 1
W0011Call Center Specialist 110 $35,149 $56,098Unified 16
X0098CALL CENTER SUPERVISOR 112 $40,619 $64,829Unified 1
B7406Carpenter 110 $35,149 $56,098Unified 35
P6333CASE MANAGEMENT SUPERVISOR 115 $50,461 $80,537Unified 1
P6311Case Manager/Counselor 112 $40,619 $64,829Unified 73
P6221Chemist 115 $50,461 $80,537Unified 9
P6222Chemist Supervisor 118 $62,688 $100,050Unified 4
X5423CHIEF BUILDING CODE INSPECTOR 118 $62,688 $100,050Unified 7
D8013Chief Financial Officer 130 $149,309 $238,298Unified 1
Y0915Chief Harbormaster 118 $62,688 $100,050Unified 1
E8055Chief Information Officer 128 $129,202 $206,207Unified 1
Wednesday, September 30, 2015 Page 3 of 11
Exhibit 1 Page 50 of 103
Proposed Class List By Title
Broward County, FL
Proposed Class Title Code Pay Plan Grade Min Max #
Z8705Chief Medical Examiner 132 $172,546 $275,383Unified 1
Y2703CHIEF NEGOTIATOR 122 $83,718 $133,614Unified 1
Y2392CHIEF OF ENERGY/BUILDING AUTOMATION 120 $72,444 $115,621Unified 1
Y9885CHIEF OF MEDICAL EXAMINER OPERATIONS 122 $83,718 $133,614Unified 1
Y6219CHIEF TOXICOLOGIST 122 $83,718 $133,614Unified 1
X7337Chief Treatment Plant Operator 116 $54,246 $86,577Unified 7
P6324Child Care Licensing Specialist 111 $37,786 $60,306Unified 11
N6394CHILD CARE LICENSING SUPERVISOR 115 $50,461 $80,537Unified 2
P6320CHILD PROTECTIVE TEAM COORDINATOR 116 $54,246 $86,577Unified 1
W5455Claims Adjuster 113 $43,666 $69,691Unified 8
N5451Claims Manager 117 $58,315 $93,070Unified 1
Y6278CLINICAL DIRECTOR 121 $77,877 $124,292Unified 1
Y6279CLINICAL PSYCHOLOGIST 120 $72,444 $115,621Unified 1
B7965Code Enforcement Inspector 112 $40,619 $64,829Unified 17
X7963CODE ENFORCEMENT SUPERVISOR 115 $50,461 $80,537Unified 1
B2253Communications System Technician 115 $50,461 $80,537Unified 6
P4037Community Library Manager 118 $62,688 $100,050Unified 24
N4045Community Library Manager, Senior 120 $72,444 $115,621Unified 9
P2001COMMUNITY TRANSIT OFFICER 118 $62,688 $100,050Unified 3
B4106CONCESSION ATTENDANT 105 $24,484 $39,076Unified 13
X4107CONCESSION SUPERVISOR 108 $30,416 $48,544Unified 2
Y3115Construction Project Management Supervisor 121 $77,877 $124,292Unified 15
P3111Construction Project Manager 119 $67,390 $107,554Unified 49
P2351Contract/Grant Administrator 115 $50,461 $80,537Unified 44
P2352Contract/Grant Administrator, Senior 118 $62,688 $100,050Unified 12
B6430Cook 107 $28,294 $45,157Unified 8
Z9898County Administrator 134 $199,398 $318,239Unified 1
Z0017COUNTY COMMISSION RECEPTIONIST 108 $30,416 $48,544Unified 1
W0072COURIER SUPERVISOR 109 $32,697 $52,185Unified 1
Z9994CURATOR 114 $46,941 $74,918Unified 0
X7501Custodial Services Supervisor 110 $35,149 $56,098Unified 4
B7505Custodian 105 $24,484 $39,076Unified 34
Y0917Customer Relations Specialist 115 $50,461 $80,537Unified 2
W0095CUSTOMER SERVICE REPRESENTATIVE 109 $32,697 $52,185Unified 68
X0096CUSTOMER SERVICE SUPERVISOR 112 $40,619 $64,829Unified 7
DW3105Data Aide 107 $28,294 $45,157Unified 5
W0441Data Entry Operator 109 $32,697 $52,185Unified 10
E8045Deputy Chief Financial Officer 127 $120,188 $191,820Unified 0
Z8703DEPUTY CHIEF MEDICAL EXAMINER 130 $149,309 $238,298Unified 1
D8001Deputy County Administrator 131 $160,508 $256,170Unified 1
E8088DEPUTY DIRECTOR OF AVIATION 129 $138,892 $221,672Unified 1
E2007DEPUTY DIRECTOR OF ENVIRONMENTAL PROTECTION & GROW 125 $104,003 $165,988Unified 1
E8071Deputy Director of GFLCVB 125 $104,003 $165,988Unified 2
E8308DEPUTY DIRECTOR OF HUMAN SERVICES 125 $104,003 $165,988Unified 1
E0945DEPUTY DIRECTOR OF PORT EVERGLADES 129 $138,892 $221,672Unified 1
E8051DEPUTY DIRECTOR OF PUBLIC WORKS 127 $120,188 $191,820Unified 1
E8152DEPUTY DIRECTOR OF TRANSPORTATION 127 $120,188 $191,820Unified 1
B9956DIESEL MECHANIC 112 $40,619 $64,829Unified 1
E8080DIRECTOR OF ACCOUNTING 125 $104,003 $165,988Unified 1
E8150DIRECTOR OF ANIMAL CARE & ADOPTION 124 $96,747 $154,408Unified 1
Wednesday, September 30, 2015 Page 4 of 11
Exhibit 1 Page 51 of 103
Proposed Class List By Title
Broward County, FL
Proposed Class Title Code Pay Plan Grade Min Max #
D2017Director of Aviation 132 $172,546 $275,383Unified 1
E8038DIRECTOR OF BROWARD ADICTION RECOVERY 123 $89,997 $143,635Unified 1
E1111DIRECTOR OF COMMUNITY PARTNERSHIP 123 $89,997 $143,635Unified 1
E8119DIRECTOR OF CONSTRUCTION MANAGEMENT/COUNTY ARCHIT 125 $104,003 $165,988Unified 1
E8049DIRECTOR OF CULTURAL AFFAIRS 123 $89,997 $143,635Unified 1
E8145Director of Economic & Small Business Development 124 $96,747 $154,408Unified 1
E8037DIRECTOR OF ELDERLY & VETERAN'S SERVICES 123 $89,997 $143,635Unified 1
E8207DIRECTOR OF EMERGENCY MANAGEMENT 124 $96,747 $154,408Unified 1
D8127Director of Environmental Protection & Growth Management 128 $129,202 $206,207Unified 1
Z9891Director of ERP 123 $89,997 $143,635Unified 1
E8110DIRECTOR OF FACILITIES MANAGEMNT 125 $104,003 $165,988Unified 1
E8032DIRECTOR OF FAMILY SUCCESS ADMINISTRATION 123 $89,997 $143,635Unified 1
E8109DIRECTOR OF FLEET SERVICES 120 $72,444 $115,621Unified 0
E8075Director of GFLCVB 128 $129,202 $206,207Unified 1
E8083DIRECTOR OF HIGHWAY CONSTRUCTION/ENGINEERING 126 $111,803 $178,437Unified 1
E8116DIRECTOR OF HIGHWAY/BRIDGE MAINTENANCE 125 $104,003 $165,988Unified 1
E6299DIRECTOR OF HOUSING & COMMUNITY DEVELOPMENT 124 $96,747 $154,408Unified 1
E8057DIRECTOR OF HUMAN RESOURCES 125 $104,003 $165,988Unified 1
D8017Director of Human Services 127 $120,188 $191,820Unified 1
E2247DIRECTOR OF INFORMATION TECHNOLOGY SECURITY 123 $89,997 $143,635Unified 0
E8201Director of Intergovernmental Affairs & Professional Standards 124 $96,747 $154,408Unified 1
E8054DIRECTOR OF LIBRARIES 126 $111,803 $178,437Unified 1
E8047Director of Management & Budget 126 $111,803 $178,437Unified 1
E6216DIRECTOR OF NATURAL RESOURCES PLANNING 124 $96,747 $154,408Unified 1
E8056DIRECTOR OF PARKS & RECREATION 126 $111,803 $178,437Unified 1
E8082DIRECTOR OF PERMITTING, LICENSING & CONSUMER PROTECT 124 $96,747 $154,408Unified 1
E8115DIRECTOR OF PLANNING & ENVIRONMENTAL REGULATION 124 $96,747 $154,408Unified 0
E6207DIRECTOR OF POLLUTION PREVENTION, REMEDIATION & AIR Q 124 $96,747 $154,408Unified 1
D0947Director of Port Everglades 132 $172,546 $275,383Unified 1
E3135Director of Public Communication 124 $96,747 $154,408Unified 1
D8015Director of Public Works 130 $149,309 $238,298Unified 1
E8113DIRECTOR OF PURCHASING 125 $104,003 $165,988Unified 1
E8154Director of Rail 125 $104,003 $165,988Unified 1
E1061DIRECTOR OF RECORDS, TAXES & TREASURY 125 $104,003 $165,988Unified 1
E2255Director of Regional Communications & Technology 126 $111,803 $178,437Unified 1
E8159DIRECTOR OF RISK MANAGEMENT 125 $104,003 $165,988Unified 1
E0934DIRECTOR OF SEAPORT ENGINEERING & CONSTRUCTION 125 $104,003 $165,988Unified 0
E2071DIRECTOR OF SOLID WASTE & RECYCLING SERVICES 123 $89,997 $143,635Unified 1
E8087DIRECTOR OF TRAFFIC ENGINEERING 125 $104,003 $165,988Unified 1
D8051Director of Transportation 130 $149,309 $238,298Unified 1
E8059DIRECTOR OF WATER & WASTEWATER SERVICES 126 $111,803 $178,437Unified 1
E8160DIRECTOR OF WATER MANAGEMENT 123 $89,997 $143,635Unified 1
E7366DIRECTOR OF WATER/WASTEWATER ENGINEERING 125 $104,003 $165,988Unified 0
E7368DIRECTOR OF WATER/WASTEWATER OPERATIONS 125 $104,003 $165,988Unified 0
W6395Driver 106 $26,320 $42,007Unified 8
U0719Duty Harbormaster 115 $50,461 $80,537Unified 13
EY2249E911 COMMUNICATIONS ADMINISTRATOR 123 $89,997 $143,635Unified 4
Y1044ECONOMIC DEVELOPMENT MANAGER 120 $72,444 $115,621Unified 1
N1043ECONOMIC DEVELOPMENT SPECIALIST 116 $54,246 $86,577Unified 9
B7425Electrician 112 $40,619 $64,829Unified 52
Wednesday, September 30, 2015 Page 5 of 11
Exhibit 1 Page 52 of 103
Proposed Class List By Title
Broward County, FL
Proposed Class Title Code Pay Plan Grade Min Max #
B7915Electronics Technician 113 $43,666 $69,691Unified 29
B5436ELEVATOR INSPECTOR 115 $50,461 $80,537Unified 9
B7474ELEVATOR PLANS EXAMINER 116 $54,246 $86,577Unified 0
X7478ELEVATOR SECTION SUPERVISOR 120 $72,444 $115,621Unified 1
P7473ELEVATOR SYSTEMS SPECIALIST 117 $58,315 $93,070Unified 1
Y5108EMERGENCY MANAGEMENT SECTION MANAGER 120 $72,444 $115,621Unified 2
P5111Emergency Management Specialist 114 $46,941 $74,918Unified 6
N5105Emergency Management Specialist, Senior 116 $54,246 $86,577Unified 2
N6353Employee Assistance Program Counselor 115 $50,461 $80,537Unified 2
P3127Engineer Intern 115 $50,461 $80,537Unified 23
E8122Engineering Capital Program Administrator 122 $83,718 $133,614Unified 0
W3112ENGINEERING INSPECTOR 113 $43,666 $69,691Unified 12
X3115Engineering Inspector, Senior 115 $50,461 $80,537Unified 5
W3201Engineering Technician 111 $37,786 $60,306Unified 31
Y3125Engineering Unit Supervisor 121 $77,877 $124,292Unified 12
E9212Enterprise Assistant Director of Administration 121 $77,877 $124,292Unified 1
E9202Enterprise Assistant Director of Business 122 $83,718 $133,614Unified 2
E9262Enterprise Assistant Director of Capital Projects 123 $89,997 $143,635Unified 2
E9232Enterprise Assistant Director of Facilities/Maintenance 123 $89,997 $143,635Unified 2
E9206Enterprise Assistant Director of Finance 122 $83,718 $133,614Unified 1
E9222Enterprise Assistant Director of Operations 123 $89,997 $143,635Unified 2
E9252Enterprise Assistant Director of Planning 121 $77,877 $124,292Unified 0
E9242Enterprise Assistant Director of Security 121 $77,877 $124,292Unified 0
E9211Enterprise Director of Administration 123 $89,997 $143,635Unified 2
E9201Enterprise Director of Business 124 $96,747 $154,408Unified 1
E9261Enterprise Director of Capital Projects 125 $104,003 $165,988Unified 4
E9231Enterprise Director of Facilities/Maintenance 125 $104,003 $165,988Unified 1
E9205Enterprise Director of Finance 124 $96,747 $154,408Unified 4
E9221Enterprise Director of Operations 125 $104,003 $165,988Unified 4
E9251Enterprise Director of Planning 123 $89,997 $143,635Unified 0
E9241Enterprise Director of Security 123 $89,997 $143,635Unified 1
Y5449Environmental Compliance Coordinator 118 $62,688 $100,050Unified 1
N8415Environmental Compliance Specialist 116 $54,246 $86,577Unified 2
W7327ENVIRONMENTAL LABORATORY TECHNICIAN 110 $35,149 $56,098Unified 3
Y8515Environmental Program Manager 120 $72,444 $115,621Unified 1
Y5437Environmental Program Supervisor 119 $67,390 $107,554Unified 4
P5437ENVIRONMENTAL PROJECT COORDINATOR 117 $58,315 $93,070Unified 1
Y8231EQUAL OPPORTUNITY OFFICER 119 $67,390 $107,554Unified 1
B7107Equipment Operator 108 $30,416 $48,544Unified 51
B7108Equipment Operator, Senior 111 $37,786 $60,306Unified 37
Z9893ERP PROJECT ADMINISTRATOR 124 $96,747 $154,408Unified 1
Y6377EVALUATION & PLANNING ADMINISTRATOR 121 $77,877 $124,292Unified 1
N0044EXECUTIVE ASSISTANT 113 $43,666 $69,691Unified 7
Y8096EXPANSION PROJECT ADMINISTRATOR 119 $67,390 $107,554Unified 12
Z9947Extension Agent 113 $43,666 $69,691Unified 3
FY7515Facilities Maintenance Superintendent 117 $58,315 $93,070Unified 9
N0595Fender Construction Worker 110 $35,149 $56,098Unified 4
Y0129Finance Manager 124 $96,747 $154,408Unified 0
Y0125Finance Supervisor 122 $83,718 $133,614Unified 0
N7951FLEET MAINTENANCE SUPERINTENDENT 117 $58,315 $93,070Unified 1
Wednesday, September 30, 2015 Page 6 of 11
Exhibit 1 Page 53 of 103
Proposed Class List By Title
Broward County, FL
Proposed Class Title Code Pay Plan Grade Min Max #
N7954FLEET MANAGEMENT SUPERINTENDENT 117 $58,315 $93,070Unified 1
N6427FOOD SERVICE SUPV 110 $35,149 $56,098Unified 2
Y0905Foreign Trade Zone Manager 119 $67,390 $107,554Unified 1
B6202FORENSIC TECHNICIAN SUPERVISOR 115 $50,461 $80,537Unified 1
W6455Forensic Technician/Photographer 111 $37,786 $60,306Unified 8
GY2501GFLCVB Manager 120 $72,444 $115,621Unified 2
Y2505GFLCVB Manager, Senior 122 $83,718 $133,614Unified 8
P6343GRANTS RESEARCH COORDINATOR 116 $54,246 $86,577Unified 1
P2353Grants Specialist 114 $46,941 $74,918Unified 3
W3135Graphics Designer 111 $37,786 $60,306Unified 3
B7543GROUNDS CURATOR 109 $32,697 $52,185Unified 1
B7541GROUNDSKEEPER 106 $26,320 $42,007Unified 45
HN0070HOUSEHOLD HAZARDOUS WASTE SPECIALIST 112 $40,619 $64,829Unified 4
Y6296HOUSING & COMMUNITY DEVELOPMENT MANAGER 120 $72,444 $115,621Unified 1
Y6295Housing & Community Development Supervisor 118 $62,688 $100,050Unified 4
B5432HOUSING PROGRAM CONSTRUCTION INSPECTOR 113 $43,666 $69,691Unified 1
P6307Housing/Community Development Specialist 114 $46,941 $74,918Unified 9
N2058Human Resources Assistant Manager 117 $58,315 $93,070Unified 5
N2055Human Resources Generalist 114 $46,941 $74,918Unified 20
Y2327Human Resources Manager 120 $72,444 $115,621Unified 4
N2317HUMAN RESOURCES OFFICER 118 $62,688 $100,050Unified 6
N6339Human Services Administrator 119 $67,390 $107,554Unified 7
N6335Human Services Manager 117 $58,315 $93,070Unified 11
P6273Human Services Quality Assurance Coordinator 116 $54,246 $86,577Unified 4
P6313Human Services Supervisor 115 $50,461 $80,537Unified 25
N6289Human Services Treatment Director 116 $54,246 $86,577Unified 1
P3171Hydrogeologist 115 $50,461 $80,537Unified 3
IN0068INDUSTRIAL HYGIENIST 114 $46,941 $74,918Unified 2
E2265Information Systems Administrator 123 $89,997 $143,635Unified 3
Y2291Information Systems Director 123 $89,997 $143,635Unified 1
Y2290INFORMATION SYSTEMS MANAGER 121 $77,877 $124,292Unified 24
N2281Information Systems Supervisor 120 $72,444 $115,621Unified 31
P2235Information Technology Applications Analyst 117 $58,315 $93,070Unified 8
P2279INFORMATION TECHNOLOGY CONTRACTS ADMINISTRATOR 117 $58,315 $93,070Unified 1
N2287Information Technology Specialist 120 $72,444 $115,621Unified 43
Z2387Intern 108 $30,416 $48,544Unified 17
N1020INVESTMENT COORDINATOR 116 $54,246 $86,577Unified 1
LN7324LABORATORY MANAGER 120 $72,444 $115,621Unified 2
P3161LANDSCAPE ARCHITECT 117 $58,315 $93,070Unified 1
B4125Lead Lifeguard 109 $32,697 $52,185Unified 11
Y8301LEGISLATIVE COORDINATOR 120 $72,444 $115,621Unified 2
Y8299LEGISLATIVE COUNSEL 123 $89,997 $143,635Unified 1
P4041Librarian 113 $43,666 $69,691Unified 103
P4042Librarian, Senior 115 $50,461 $80,537Unified 49
P4043Librarian, Supervisor 117 $58,315 $93,070Unified 17
Wednesday, September 30, 2015 Page 7 of 11
Exhibit 1 Page 54 of 103
Proposed Class List By Title
Broward County, FL
Proposed Class Title Code Pay Plan Grade Min Max #
W4007LIBRARY AIDE 103 $21,186 $33,814Unified 235
N4046Library Regional Manager 122 $83,718 $133,614Unified 5
N4035Library Services Coordinator 118 $62,688 $100,050Unified 2
W4031Library Specialist 109 $32,697 $52,185Unified 102
N4027Library Specialist Supervisor 113 $43,666 $69,691Unified 17
W4032Library Specialist, Senior 111 $37,786 $60,306Unified 32
P3128Licensed Engineer 119 $67,390 $107,554Unified 17
W6892Licensed Practical Nurse 113 $43,666 $69,691Unified 14
U0708Linehandler 108 $30,416 $48,544Unified 20
U0709Linehandler, Lead Worker 110 $35,149 $56,098Unified 3
B7451LOCKSMITH 110 $35,149 $56,098Unified 3
B7953Longline Operator 114 $46,941 $74,918Unified 2
MB7471MACHINIST 111 $37,786 $60,306Unified 1
X7521Maintenance Contract Specialist 117 $58,315 $93,070Unified 0
X7605Maintenance Crew Supervisor 110 $35,149 $56,098Unified 30
B7525Maintenance Mechanic 111 $37,786 $60,306Unified 52
X7345MAINTENANCE SCHEDULER 112 $40,619 $64,829Unified 8
B7515Maintenance Worker 107 $28,294 $45,157Unified 194
P4052MARKETING DEVELOPMENT ASSOCIATE 112 $40,619 $64,829Unified 5
N4055Marketing Manager 115 $50,461 $80,537Unified 4
Z8305Medical Director 129 $138,892 $221,672Unified 1
W6233Medical Investigations Supervisor 115 $50,461 $80,537Unified 1
X6248MEDICAL RECORDS SUPERVISOR 113 $43,666 $69,691Unified 1
W6245MEDICAL TRANSCRIBER 109 $32,697 $52,185Unified 1
P6254MEDICAL TRANSPORT INSPECTOR 113 $43,666 $69,691Unified 1
W6241MEDICAL-LEGAL INVESTIGATOR 113 $43,666 $69,691Unified 6
W6285MENTAL HEALTH SPECIALIST 108 $30,416 $48,544Unified 9
B6403Mosquito Control Inspector 107 $28,294 $45,157Unified 7
P6404MOSQUITO CONTROL MANAGER 117 $58,315 $93,070Unified 1
NY5488NATURAL RESOURCES ADMINISTRATOR 121 $77,877 $124,292Unified 2
B6409Natural Resources Control Worker 109 $32,697 $52,185Unified 10
N0191Natural Resources Section Manager 118 $62,688 $100,050Unified 8
P5491Natural Resources Specialist 114 $46,941 $74,918Unified 72
P5493Natural Resources Specialist, Senior 116 $54,246 $86,577Unified 17
N2215Network Communications Technician 114 $46,941 $74,918Unified 4
N6261NURSE PRACTITIONER 119 $67,390 $107,554Unified 5
N6239NURSING DIRECTOR 121 $77,877 $124,292Unified 1
N6432NUTRITION SERVICES MANAGER 115 $50,461 $80,537Unified 1
ON0051Office Manager 115 $50,461 $80,537Unified 9
W0136OFFICE SUPPORT SPECIALIST 108 $30,416 $48,544Unified 119
Y2361Operations Manager 119 $67,390 $107,554Unified 0
N6405Operations Supervisor 118 $62,688 $100,050Unified 2
PB7415Painter 109 $32,697 $52,185Unified 25
B4103Park Aide 107 $28,294 $45,157Unified 76
P4131Park Naturalist 111 $37,786 $60,306Unified 6
Wednesday, September 30, 2015 Page 8 of 11
Exhibit 1 Page 55 of 103
Proposed Class List By Title
Broward County, FL
Proposed Class Title Code Pay Plan Grade Min Max #
P4136Parks Environmental Maintenance Supervisor 119 $67,390 $107,554Unified 1
X4151Parks Manager 117 $58,315 $93,070Unified 14
X4155Parks Manager, Associate 114 $46,941 $74,918Unified 22
N4145Parks Manager, Senior 119 $67,390 $107,554Unified 10
N4133PARKS SUPERINTENDENT 120 $72,444 $115,621Unified 2
X4187Parks Supervisor 112 $40,619 $64,829Unified 4
N0118PAYROLL SUPERVISOR 115 $50,461 $80,537Unified 1
W5494PERMIT/LICENSING CUSTOMER SPECIALIST 110 $35,149 $56,098Unified 19
Z6251PHYSICIAN 128 $129,202 $206,207Unified 2
P3315Planner 115 $50,461 $80,537Unified 7
N3309Planner, Senior 117 $58,315 $93,070Unified 20
N3315Planning Section Supervisor 119 $67,390 $107,554Unified 5
B5427PLANS EXAMINER 115 $50,461 $80,537Unified 14
B7435Plumber 111 $37,786 $60,306Unified 21
Y0835Port Maintenance Manager 120 $72,444 $115,621Unified 2
B0203Print Shop Assistant 107 $28,294 $45,157Unified 1
B0201Print Shop Specialist 110 $35,149 $56,098Unified 3
X0109Print Shop Supervisor 114 $46,941 $74,918Unified 1
N8133PROFESSIONAL STANDARDS SPECIALIST 116 $54,246 $86,577Unified 5
P6379PROGRAM PERFORMANCE ANALYST 114 $46,941 $74,918Unified 2
N6378PROGRAM PERFORMANCE COORDINATOR 116 $54,246 $86,577Unified 1
N2351Program/Project Coordinator 115 $50,461 $80,537Unified 40
N2353Program/Project Coordinator, Senior 118 $62,688 $100,050Unified 23
W2345Property Agent 115 $50,461 $80,537Unified 3
E0925Property Manager 118 $62,688 $100,050Unified 1
N2807PUBLIC ART ADMINISTRATOR 118 $62,688 $100,050Unified 1
P2328PUBLIC COMMUNICATIONS SPECIALIST 114 $46,941 $74,918Unified 8
Y9415Public Information Officer 120 $72,444 $115,621Unified 3
N1920Public Information Specialist 114 $46,941 $74,918Unified 13
P2331Publications Specialist 111 $37,786 $60,306Unified 6
P2375Purchasing Agent 116 $54,246 $86,577Unified 31
N2375Purchasing Agent, Senior 117 $58,315 $93,070Unified 4
Y2702PURCHASING MANAGER 120 $72,444 $115,621Unified 4
QP6326Quality Assurance Specialist 114 $46,941 $74,918Unified 2
RB4181RANGE ATTENDANT 106 $26,320 $42,007Unified 27
X4185Range Master 109 $32,697 $52,185Unified 1
P2345REAL ESTATE DUE DILIGENCE OFFICER 118 $62,688 $100,050Unified 1
P2347Real Estate Officer 119 $67,390 $107,554Unified 2
Y8138REAL PROPERTY DIRECTOR 122 $83,718 $133,614Unified 1
W0053REAL-TIME REPORTER 112 $40,619 $64,829Unified 2
W0305Records Management Technician 109 $32,697 $52,185Unified 2
W0225Records, Taxes and Treasury Specialist 108 $30,416 $48,544Unified 89
W0227Records, Taxes and Treasury Specialist, Senior 110 $35,149 $56,098Unified 41
W9615Recreation Aide 103 $21,186 $33,814Unified 33
W4105RECREATION COORDINATOR 109 $32,697 $52,185Unified 16
B7465Refrigeration Mechanic 112 $40,619 $64,829Unified 25
Y2255REGIONAL E911 COMMUNICATIONS MANAGER 120 $72,444 $115,621Unified 3
P6281Registered Nurse 115 $50,461 $80,537Unified 9
P6285Registered Nurse Supervisor 118 $62,688 $100,050Unified 5
Wednesday, September 30, 2015 Page 9 of 11
Exhibit 1 Page 56 of 103
Proposed Class List By Title
Broward County, FL
Proposed Class Title Code Pay Plan Grade Min Max #
Y5309Regulated Business Administrator 121 $77,877 $124,292Unified 3
P5305Regulated Business Specialist 113 $43,666 $69,691Unified 3
N5307Regulated Business Supervisor 116 $54,246 $86,577Unified 2
Y0231Revenue, Tax and Records Manager 118 $62,688 $100,050Unified 5
Y0233Revenue, Tax and Records Manager, Senior 120 $72,444 $115,621Unified 2
X0221Revenue, Tax and Records Supervisor 113 $43,666 $69,691Unified 14
N5453RISK MANAGEMENT CLAIMS SUPERVISOR 115 $50,461 $80,537Unified 1
Y1010Risk Manager 120 $72,444 $115,621Unified 2
SN5455SAFETY & HEALTH SPECIALIST 115 $50,461 $80,537Unified 3
N1205SAFETY & OCCUPATIONAL HEALTH COORDINATOR 118 $62,688 $100,050Unified 1
Y5456SAFETY & OCCUPATIONAL HEALTH MANAGER 120 $72,444 $115,621Unified 1
Z5521SCHOOL CROSSING GUARD 101 $18,333 $29,260Unified 0
W0031Secretary 109 $32,697 $52,185Unified 50
B5505Security Guard 106 $26,320 $42,007Unified 19
X5503SECURITY GUARD SUPERVISOR 112 $40,619 $64,829Unified 2
N0835Security Manager 118 $62,688 $100,050Unified 3
N0831Security Supervisor 116 $54,246 $86,577Unified 1
M9952Service Attendant 0
X3205SIGN SHOP SUPERVISOR 113 $43,666 $69,691Unified 1
B3203Sign Shop Technician 110 $35,149 $56,098Unified 4
X7525Skilled Trades Supervisor 114 $46,941 $74,918Unified 78
Y2297SMALL BUSINESS DEVELOPMENT MANAGER 120 $72,444 $115,621Unified 0
N2298SMALL BUSINESS DEVELOPMENT SPECIALIST 113 $43,666 $69,691Unified 10
X7381SOLID WASTE COMPLIANCE AGENT 110 $35,149 $56,098Unified 5
B4154Stable Attendant 106 $26,320 $42,007Unified 9
B4155Stable Attendant, Senior 108 $30,416 $48,544Unified 1
B0307Storekeeper 108 $30,416 $48,544Unified 28
X7516STREETS MAINTENANCE SUPERINTENDENT 117 $58,315 $93,070Unified 1
Z4123STUDENT SEASONAL LIFEGUARD 103 $21,186 $33,814Unified 89
Z5000Student Worker 103 $21,186 $33,814Unified 191
P7809SUPERINTENDENT OF TRANSPORTATION 117 $58,315 $93,070Unified 5
W3153SURVEY PARTY CHIEF 111 $37,786 $60,306Unified 4
Y3155Survey Section Supervisor 120 $72,444 $115,621Unified 1
W3151Survey Technician 107 $28,294 $45,157Unified 4
P3151Surveyor 117 $58,315 $93,070Unified 3
P2285Systems Analyst 117 $58,315 $93,070Unified 57
P2275Systems Network Analyst 115 $50,461 $80,537Unified 36
P2276Systems Network Analyst, Senior 117 $58,315 $93,070Unified 42
TW0425Tax Appeal Specialist 109 $32,697 $52,185Unified 8
X0435Tax Appeals Supervisor 112 $40,619 $64,829Unified 1
P2905Technical Training Specialist 117 $58,315 $93,070Unified 3
N4172TOUR BOAT OPERATOR 109 $32,697 $52,185Unified 3
N2385Tourism Program Specialist 111 $37,786 $60,306Unified 1
P6225Toxicologist 117 $58,315 $93,070Unified 3
P6226Toxicologist, Senior 118 $62,688 $100,050Unified 6
B7951Traffic Control Worker 109 $32,697 $52,185Unified 11
N3221TRAFFIC OPERATIONS SUPERINTENDENTT 118 $62,688 $100,050Unified 1
B3214Traffic Signal Technician 111 $37,786 $60,306Unified 29
B3215Traffic Signal Technician, Senior 113 $43,666 $69,691Unified 9
Wednesday, September 30, 2015 Page 10 of 11
Exhibit 1 Page 57 of 103
Proposed Class List By Title
Broward County, FL
Proposed Class Title Code Pay Plan Grade Min Max #
X3215TRAFFIC SIGNALS SUPERVISOR 116 $54,246 $86,577Unified 2
X3222TRAFFIC SIGNS SUPERINTENDENT 116 $54,246 $86,577Unified 1
Y3405Transit Director 123 $89,997 $143,635Unified 2
P7817TRANSIT MAINTENANCE SUPERINTENDENT 117 $58,315 $93,070Unified 2
Y3401TRANSIT MANAGER 120 $72,444 $115,621Unified 4
X7807Transit Operator Trainer 113 $43,666 $69,691Unified 3
X7809Transit Scheduler 113 $43,666 $69,691Unified 5
X7801TRANSIT SUPERVISOR 114 $46,941 $74,918Unified 28
B7335Treatment Plant Operator 112 $40,619 $64,829Unified 26
X7331Treatment Plant Operator, Lead Worker 113 $43,666 $69,691Unified 6
N7357TREATMENT PLANT SUPERINTENDENT 117 $58,315 $93,070Unified 5
UW2271User Support Technician 111 $37,786 $60,306Unified 11
X7352UTILITIES CHIEF INSPECTOR 118 $62,688 $100,050Unified 1
B7339Utilities Mechanic 111 $37,786 $60,306Unified 50
Y7356UTILITIES SUPERINTENDENT 118 $62,688 $100,050Unified 1
VB7221Vehicle Mechanic 111 $37,786 $60,306Unified 28
B7225Vehicle Mechanic Electrical Technician 112 $40,619 $64,829Unified 2
X7815Vehicle Mechanic Trainer 113 $43,666 $69,691Unified 1
B7222Vehicle Mechanic, Lead Worker 113 $43,666 $69,691Unified 4
N2309VETERANS SERVICES MANAGER 115 $50,461 $80,537Unified 1
P2307VETERANS SERVICES OFFICER 112 $40,619 $64,829Unified 7
Y5407VETERINARIAN 121 $77,877 $124,292Unified 2
W5406VETERINARY TECHNICIAN 111 $37,786 $60,306Unified 5
WP0315Warehouse Supervisor 113 $43,666 $69,691Unified 7
B7321Water Meter Technician 110 $35,149 $56,098Unified 3
Y6409WATER RESOURCES MANAGER 120 $72,444 $115,621Unified 1
Y1920WEB SITE MANAGER 121 $77,877 $124,292Unified 1
B7931WEIGHSTATION OPERATOR 107 $28,294 $45,157Unified 2
B7441WELDER 111 $37,786 $60,306Unified 2
ZN5418ZONING OFFICIAL 119 $67,390 $107,554Unified 1
Wednesday, September 30, 2015 Page 11 of 11
Exhibit 1 Page 58 of 103
Class Comparison List Consolidated by Pay G
rade
Wednesday, Septem
ber 30
, 201
5Page 1
of 40
10:21:15 PM
Exhibit 1 Page 59 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
10
1U
nified$
18
,33
3$
29
,26
0
SCH
OO
L CRO
SSING
GU
ARD
10
2U
nified$
19
,70
8$
31
,45
5
10
3U
nified$
21
,18
6$
33
,81
4
W4
00
7$
23,0
86
$3
6,72
7W
14
00
LIBR
ARY AID
ELIB
RAR
Y AIDE
W9
61
1$
18,4
86
$2
9,40
8W
02
00
Recreation Aide
RECR
EATION
AIDE I
W9
61
2$
22,5
23
$3
5,83
2W
13
00
Recreation Aide
RECR
EATION
AIDE II
Z41
20
$2
1,98
5$
23,3
24
Z00
60
STUD
ENT SEASO
NAL LIFEG
UAR
DSEASO
NAL LIFEG
UAR
D
Z41
23
$2
1,98
5$
23,3
24
Z00
60
STUD
ENT SEASO
NAL LIFEG
UAR
DSTU
DEN
T SEASON
LIFEGU
ARD
Z01
21
$1
4,06
4$
22,3
74
Z61
25
Student Worker
STUD
ENT AC
COU
NT CLER
K I
Z22
68
$1
7,33
5$
26,9
06
Z64
29
Student Worker
STUD
ENT CO
MP SYS TECH
Z41
08
$1
0,93
3$
16,4
00
Z61
13
Student Worker
STUD
ENT CO
NCESSIO
N ATTD
Z41
09
$1
2,56
8$
20,9
92
Z61
31
Student Worker
STUD
ENT CO
NCESSIO
N SU
PV
Z40
00
$9
,01
7$
13
,99
5Z6
11
1Student W
orkerSTU
DEN
T LIBR
ARY PAG
E
Z75
10
$2
3,00
0$
41,9
88
Z61
24
Student Worker
STUD
ENT M
AINT W
OR
KER
I
Z01
32
$1
0,98
7$
17,0
52
Z61
29
Student Worker
STUD
ENT O
FF SUPP CLER
K
Z41
03
$1
0,94
6$
19,9
82
Z61
17
Student Worker
STUD
ENT PAR
K AID
E I
Wednesday, Septem
ber 30
, 201
5Page 2
of 40
10:21:15 PM
Exhibit 1 Page 60 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
10
3U
nified$
21
,18
6$
33
,81
4
Z41
86
$1
8,87
8$
34,4
62
Z61
15
Student Worker
STUD
ENT R
ANG
E AIDE
Z23
83
$1
1,26
1$
17,4
78
Z61
18
Student Worker
STUD
ENT R
ECYCLING
AIDE
Z41
18
$1
6,63
6$
24,9
54
Z61
21
Student Worker
STUD
ENT SR
LIFEGU
ARD
Z41
54
$2
0,67
4$
32,0
00
Z61
12
Student Worker
STUD
ENT STAB
LE ATTD I
10
4U
nified$
22
,77
5$
36
,35
0
10
5U
nified$
24
,48
4$
39
,07
6
B4
10
6$
21,8
66
$3
2,80
0B
02
50
CO
NCES
SION
ATTEND
ANT
CO
NC
ESSION
ATTEND
ANT
B7
50
1$
21,8
92
$3
9,96
4B
05
00
CustodianC
USTO
DIAN
I
B7
50
2$
23,5
75
$4
3,03
7B
08
00
CustodianC
USTO
DIAN
II
N0
60
1$
26,7
04
$4
1,28
4T0
10
0Custodian
PE BU
ILDIN
G SER
VICE WK
R
N0
60
2$
30,1
11
$4
6,55
2T0
40
0Custodian
PE LEAD B
LDG
SVC WK
R
Wednesday, Septem
ber 30
, 201
5Page 3
of 40
10:21:15 PM
Exhibit 1 Page 61 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
10
6U
nified$
26
,32
0$
42
,00
7
W0
07
3$
24,8
62
$3
9,55
1W
18
00
Driver
CO
UR
IER
W6
39
1$
22,5
23
$3
5,83
2W
13
00
Driver
VAN D
RIVER
B7
54
1$
25,3
87
$4
6,34
6B
11
00
GR
OU
ND
SK
EEPERG
RO
UN
DSK
EEPER
N0
61
0$
26,7
04
$4
1,28
4T0
10
0G
RO
UN
DSK
EEPERPE G
RO
UN
DSK
EEPER
B4
18
1$
23,5
75
$4
3,03
7B
08
00
RAN
GE ATTEN
DAN
TR
ANG
E ATTEND
ANT
B5
50
1$
22,4
39
$4
0,96
2B
06
00
Security Guard
SECU
RITY G
UAR
D I
B5
50
2$
25,3
87
$4
6,34
6B
11
00
Security Guard
SECUR
ITY GU
ARD
II
B4
15
1$
21,8
66
$3
2,80
0B
01
50
Stable AttendantSTAB
LE ATTEND
ANT I
B4
15
2$
27,9
91
$4
1,98
7B
07
50
Stable AttendantSTAB
LE ATTEND
ANT II
10
7U
nified$
28
,29
4$
45
,15
7
B7
11
1$
23,0
00
$4
1,98
7B
07
00
BR
IDG
ETEND
ERB
RID
GETEN
DER
B6
42
5$
23,5
75
$4
3,03
7B
08
00
CookC
OO
K II
W3
10
1$
24,2
55
$3
8,58
6W
17
00
Data Aide
DATA AID
E I
B7
51
1$
23,0
00
$4
1,98
7B
07
00
Maintenance W
orkerM
AINTEN
ANC
E WO
RK
ER I
B7
51
2$
24,7
68
$4
5,21
5B
10
00
Maintenance W
orkerM
AINTEN
ANCE W
OR
KER
II
N0
60
4$
31,3
25
$4
8,42
9T0
50
0M
aintenance Worker
PE MAIN
T CON
ST WK
R
N0
60
5$
35,3
29
$5
4,61
8T0
80
0M
aintenance Worker
PE SHIPS SER
VICE WK
R
N0
60
6$
33,9
45
$5
2,47
8T0
70
0M
aintenance Worker
PE TERM
SVC LEAD
WK
R
B6
40
1$
24,1
65
$4
4,11
2B
09
00
Mosquito Control Inspector
MO
SQU
ITO CO
NTR
L INSP I
B6
40
2$
27,3
40
$4
9,90
9B
14
00
Mosquito Control Inspector
MO
SQU
ITO CO
NTR
L INSP II
B4
10
1$
21,8
92
$3
9,96
4B
05
00
Park AidePAR
K AID
E I
B4
10
2$
24,7
68
$4
5,21
5B
10
00
Park AidePAR
K AID
E II
B0
19
8$
30,5
94
$4
7,50
4B
12
50
Print Shop AssistantD
IGITAL PR
INT SPECIALIS
T
Wednesday, Septem
ber 30
, 201
5Page 4
of 40
10:21:16 PM
Exhibit 1 Page 62 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
10
7U
nified$
28
,29
4$
45
,15
7
Service Attendant
W3
15
2$
28,1
28
$4
4,74
8W
22
00
Survey TechnicianIN
STRU
MEN
T PERSO
N
B7
93
1$
25,7
38
$3
9,96
4B
05
50
WEIG
HSTATIO
N O
PERATO
RW
EIGH
STATION
OPER
ATOR
10
8U
nified$
30
,41
6$
48
,54
4
W0
11
1$
28,1
28
$4
4,74
8W
22
00
Accounting Clerk
ACCO
UN
T CLER
K I
W0
11
2$
31,4
09
$4
8,75
1W
26
50
Accounting Clerk
ACCO
UN
T CLER
K II
W0
11
3$
34,2
72
$5
4,52
2W
30
00
Accounting ClerkACCO
UN
T CLER
K III
W0
10
3$
24,2
55
$3
8,58
6W
17
00
Accounting Clerk
CASH
IER
U0
70
5$
42,3
83
$5
7,00
3U
19
00
Accounting ClerkPE B
OO
KK
EEPER
X41
07
$2
5,13
6$
41,9
86
X01
00
CON
CESSIO
N SU
PERVISO
RC
ON
CESSION
SUPER
VISOR
Z00
17
$2
5,11
6$
39,9
55
Z07
00
CO
UN
TY CO
MM
ISSIO
N
REC
EPTION
ISTC
OU
NTY CO
MM
RECEPTIO
NIS
T
B7
10
1$
24,7
68
$4
5,21
5B
10
00
Equipment O
peratorEQ
UIPM
ENT O
PERATO
R I
B7
10
2$
26,0
23
$4
7,50
4B
12
00
Equipment O
peratorEQ
UIPM
ENT O
PERATO
R II
N0
60
8$
38,2
89
$5
9,19
4T1
00
0Equipm
ent Operator
PE EQU
IPMEN
T OPER
ATOR
N2
38
8$
28,1
12
$4
5,24
3N
00
20
InternC
OLLEG
E INTER
N
N2
38
9$
31,3
91
$4
9,93
9N
00
30
InternG
RAD
UATE IN
TERN
Z23
85
$1
4,05
6$
22,6
21
Z61
26
InternSTU
DEN
T COLLEG
E INTER
N
U0
70
6$
31,5
18
$4
2,43
9U
12
00
LinehandlerPE LIN
EHAN
DLER
W6
28
5$
24,8
62
$3
9,55
1W
18
00
MEN
TAL HEALTH
SPECIALIST
MEN
TAL HLTH
SPEC
W6
26
5$
28,8
32
$4
5,86
7W
23
00
MEN
TAL HEALTH
SPECIALISTPEER
MEN
TOR
W0
04
1$
30,6
44
$4
7,56
1W
80
07
OFFIC
E SUPPO
RT S
PECIALISTAD
MIN
AIDE
W6
33
0$
28,1
28
$4
4,74
8W
22
00
OFFIC
E SUPPO
RT S
PECIALISTC
ASE MAN
AGEM
ENT AID
E
W6
24
7$
23,0
86
$3
6,72
7W
14
00
OFFIC
E SUPPO
RT S
PECIALISTM
EDIC
AL REC
OR
DS C
LERK
Wednesday, Septem
ber 30
, 201
5Page 5
of 40
10:21:16 PM
Exhibit 1 Page 63 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
10
8U
nified$
30
,41
6$
48
,54
4
Z73
88
$1
1,26
1$
17,4
78
Z61
18
OFFIC
E SUPPO
RT S
PECIALISTN
EIGH
REC
YCLING
AIDE
W0
13
4$
21,9
74
$3
4,10
5W
11
00
OFFIC
E SUPPO
RT S
PECIALISTO
FFICE S
UPPO
RT C
LERK
W0
13
6$
25,4
83
$4
0,54
0W
19
00
OFFIC
E SUPPO
RT SPECIALIST
OFFICE SU
PPOR
T SPEC
U0
73
1$
31,5
18
$4
2,43
9U
12
00
OFFIC
E SUPPO
RT S
PECIALISTPE H
ARB
OR
MASTER
OFF SPEC
W0
13
7$
28,8
32
$4
5,86
7W
23
00
OFFIC
E SUPPO
RT S
PECIALISTSEN
IOR
OFFICE SU
PP SPEC
W0
00
7$
24,2
55
$3
8,58
6W
17
00
OFFIC
E SUPPO
RT S
PECIALISTTELEPH
ON
E OPER
ATOR
II
W0
22
1$
26,1
20
$4
1,55
4W
20
00
Records, Taxes and Treasury
SpecialistR
TT SPECIALIST I
W0
22
2$
28,8
32
$4
5,86
7W
23
00
Records, Taxes and Treasury
SpecialistR
TT SPECIALIST II
B4
15
3$
31,6
70
$4
7,50
4B
12
75
Stable Attendant, Senior
STABLE ATTEN
DAN
T III
B0
30
3$
35,6
36
$5
3,74
7B
17
50
StorekeeperPC/STO
REK
EEPER TECH
N0
62
4$
31,3
25
$4
8,42
9T0
50
0Storekeeper
PE STOR
EKEEPER
B0
30
1$
29,9
09
$4
3,27
3B
13
25
StorekeeperSTO
REK
EEPER I
B0
30
2$
32,8
36
$4
7,72
7B
21
50
StorekeeperSTO
REK
EEPER II
B0
30
5$
36,9
09
$5
3,74
7B
17
75
StorekeeperSTO
RES SU
PERVISO
R
10
9U
nified$
32
,69
7$
52
,18
5
B5
40
2$
33,2
73
$4
9,90
9B
14
50
ANIM
AL CARE SPECIALIST
ANIM
AL CARE SPECIALIST
Building M
anagement C
oordinator
W0
07
2$
29,5
53
$4
7,01
4W
24
00
CO
UR
IER SU
PERVISO
RC
OU
RIER
SUPER
VISOR
W0
09
5$
28,8
32
$4
5,86
7W
23
00
CUSTO
MER
SERVIC
E R
EPRESEN
TATIVEC
USTO
MER
SER
VICE REP
W7
81
5$
28,1
28
$4
4,74
8W
22
00
CUSTO
MER
SERVIC
E R
EPRESEN
TATIVETR
ANSIT O
PER SEN
AGEN
T
Wednesday, Septem
ber 30
, 201
5Page 6
of 40
10:21:16 PM
Exhibit 1 Page 64 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
10
9U
nified$
32
,69
7$
52
,18
5
W7
81
4$
26,1
20
$4
1,55
4W
20
00
CUSTO
MER
SERVIC
E R
EPRESEN
TATIVETR
ANSIT O
PERATIO
NS AG
ENT
W0
43
8$
26,1
20
$4
1,55
4W
20
00
Data Entry O
peratorD
ATA CON
TRO
L OPER
ATOR
W0
43
9$
30,2
91
$4
8,18
9W
26
00
Data Entry O
peratorSEN
IOR
DATA C
ON
TRO
L OPER
B7
54
3$
28,0
24
$5
1,15
7B
15
00
GR
OU
ND
S C
UR
ATOR
GR
OU
ND
S CU
RATO
R
B4
11
9$
33,2
73
$4
9,90
9B
14
50
Lead LifeguardLIFEG
UAR
D
W4
02
6$
33,0
00
$5
1,21
9W
80
08
Library SpecialistLIB
RAR
Y SPECIALIST I
W6
24
5$
28,8
32
$4
5,86
7W
23
00
MED
ICAL TRAN
SCR
IBER
MED
ICAL TR
ANSC
RIB
ER
B6
40
7$
13,3
28
$2
3,17
3B
11
25
Natural R
esources Control Worker
AQU
ATIC CO
NTR
OL W
KR
I
B6
40
8$
33,0
33
$5
2,43
6B
16
25
Natural R
esources Control Worker
AQU
ATIC CO
NTR
OL W
KR
II
B7
54
1$
25,3
87
$4
6,34
6B
11
00
Natural R
esources Control Worker
GR
OU
ND
SKEEPER
B7
41
1$
28,0
24
$5
1,15
7B
15
00
PainterPAIN
TER I
B7
41
2$
29,4
42
$5
3,74
7B
17
00
PainterPAIN
TER II
N0
62
1$
33,9
45
$5
2,47
8T0
70
0Painter
PE PAINTER
X41
83
$3
6,38
3$
56,4
68
X80
06
Range M
asterR
ANG
E MASTER
I
W0
30
9$
25,4
83
$4
0,54
0W
19
00
Records M
anagement Technician
REC
OR
DS M
GM
T TECH
II
X41
44
$4
0,16
0$
63,8
90
X80
12
RECR
EATION
COO
RD
INATO
RAQ
UATIC
COO
RD
INATO
R
N4
14
1$
31,3
91
$4
9,93
9N
00
30
RECR
EATION
COO
RD
INATO
RATH
LETIC CO
OR
DIN
ATOR
W4
10
5$
30,2
91
$4
8,18
9W
26
00
RECR
EATION
COO
RD
INATO
RR
ECREATIO
N CO
OR
DIN
ATOR
W2
80
2$
28,8
32
$4
5,86
7W
23
00
SecretaryAR
TS ASSISTANT
W0
03
7$
32,6
21
$5
1,89
4W
28
00
SecretaryLEG
AL SECR
ETARY II
U0
72
7$
34,0
74
$4
5,92
9U
14
00
SecretaryPE SECR
ETARY
W0
02
8$
28,8
32
$4
5,86
7W
23
00
SecretarySEC
RETAR
Y
W0
02
9$
32,6
21
$5
1,89
4W
28
00
SecretarySEN
IOR
SECRETAR
Y
W0
43
1$
25,4
83
$4
0,54
0W
19
00
Tax Appeal SpecialistVAB
SPECIALIST I
W0
43
2$
28,8
32
$4
5,86
7W
23
00
Tax Appeal SpecialistVAB
SPECIALIST II
W0
43
3$
31,8
25
$5
0,62
9W
27
00
Tax Appeal SpecialistVAB
SPECIALIST III
N4
17
2$
31,3
91
$4
9,93
9N
00
30
TOU
R B
OAT O
PERATO
RTO
UR
BO
AT OPER
ATOR
B7
94
1$
24,1
50
$4
1,98
7B
07
25
Traffic Control Worker
TRAFFIC C
ON
TRO
L WK
R I
B7
94
2$
27,3
24
$4
7,50
4B
12
25
Traffic Control Worker
TRAFFIC C
ON
TRO
L WK
R II
Wednesday, Septem
ber 30
, 201
5Page 7
of 40
10:21:16 PM
Exhibit 1 Page 65 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
11
0U
nified$
35
,14
9$
56
,09
8
W0
10
7$
34,2
72
$5
4,52
2W
30
00
Accounting SpecialistACCO
UN
TS PAYABLE SPEC
W0
10
9$
35,1
29
$5
5,88
5W
31
00
Accounting SpecialistACCO
UN
TS SPECIALIST
W0
10
8$
34,2
72
$5
4,52
2W
30
00
Accounting SpecialistB
ILLING
SPECIALIST
W0
11
6$
34,2
72
$5
4,52
2W
30
00
Accounting SpecialistPAYR
OLL SPECIALIST I
W0
11
7$
38,9
90
$5
8,41
4W
33
00
Accounting SpecialistPAYR
OLL SPECIALIST II
U0
70
4$
42,3
83
$5
7,00
3U
19
00
Accounting SpecialistPE B
ILLING
CON
TRO
LLER
W2
37
9$
27,4
42
$4
3,65
6W
21
00
Accounting SpecialistPR
OC
UR
EMEN
T ASSIST II
W6
33
0$
28,1
28
$4
4,74
8W
22
00
Behavioral H
ealth SpecialistC
ASE MAN
AGEM
ENT AID
E
W6
35
1$
30,2
91
$4
8,18
9W
26
00
Behavioral H
ealth SpecialistSU
BST AB
USE CASEW
RK
W0
09
2$
31,4
09
$4
8,75
1W
26
50
Call Center SpecialistC
ALL CENTER
SPEC I
W0
09
3$
33,5
77
$5
3,19
2W
29
00
Call Center SpecialistC
ALL CENTER
SPEC II
B7
40
1$
16,1
93
$2
6,87
3B
17
25
CarpenterC
ARPEN
TER I
B7
40
2$
35,5
72
$5
6,46
8B
19
25
CarpenterC
ARPEN
TER II
N0
61
9$
38,2
89
$5
9,19
4T1
00
0Carpenter
PE CARPEN
TER
X75
03
$3
2,17
6$
53,7
44
X21
00
Custodial Services Supervisor
CU
STOD
IAL SU
PERVISO
R I
X75
04
$3
3,80
5$
56,4
65
X25
00
Custodial Services Supervisor
CU
STOD
IAL SU
PERVISO
R II
W7
32
7$
32,6
21
$5
1,89
4W
28
00
ENVIR
ON
MEN
TAL LABO
RATO
RY
TECH
NIC
IANEN
V LABO
RATO
RY TECH
N0
60
3$
36,7
98
$5
6,89
0T0
90
0Fender C
onstruction Worker
PE FEND
ER CO
NST W
KR
N0
59
9$
39,9
29
$6
1,73
0T1
10
0Fender C
onstruction Worker
PE LEAD FEN
DER
CON
ST WK
R
N6
42
7$
31,3
91
$4
9,93
9N
00
30
FOO
D S
ERVIC
E SUPV
FOO
D SER
VICE SU
PV
U0
70
7$
36,9
45
$4
9,73
3U
16
00
Linehandler, Lead Worker
PE CHIEF LIN
EHAN
DLER
B7
45
1$
29,4
42
$5
3,74
7B
17
00
LOC
KSM
ITHLO
CK
SMITH
X75
42
$3
7,31
5$
62,3
27
X33
00
Maintenance Crew
SupervisorG
RO
UN
DS M
AINT SU
PV I
X75
43
$4
1,18
8$
68,7
97
X41
00
Maintenance Crew
Supervisor
GR
OU
ND
S MAIN
T SUPV II
X76
01
$3
7,31
5$
62,3
27
X33
00
Maintenance Crew
Supervisor
LABO
R SU
PERVISO
R I
X76
02
$4
1,18
8$
68,7
97
X41
00
Maintenance Crew
Supervisor
LABO
R SU
PERVISO
R II
W5
49
4$
32,6
21
$5
1,89
4W
28
00
PERM
IT/LICENSIN
G CU
STOM
ER
SPECIALIST
PERM
IT/LIC CU
STMR
SPEC
X02
03
$4
0,50
0$
53,7
48
X80
04
Print Shop SpecialistPR
INTIN
G TECH
NICIAN
III
Wednesday, Septem
ber 30
, 201
5Page 8
of 40
10:21:16 PM
Exhibit 1 Page 66 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
11
0U
nified$
35
,14
9$
56
,09
8
W0
22
3$
31,8
25
$5
0,62
9W
27
00
Records, Taxes and Treasury
Specialist, SeniorR
TT SPECIALIST III
B3
20
2$
30,9
32
$5
6,46
8B
19
00
Sign Shop TechnicianSIG
N SH
OP TECH
NICIAN
II
X73
81
$3
6,38
3$
56,4
68
X80
06
SOLID
WASTE C
OM
PLIANC
E AGEN
TSO
LID W
ASTE CO
MPL AG
ENT
X73
82
$3
6,38
3$
56,4
68
X80
06
SOLID
WASTE C
OM
PLIANC
E AGEN
TSO
LID W
ASTE CO
MPLI ASST
B7
31
2$
28,7
24
$5
2,43
6B
16
00
Water M
eter TechnicianM
ETER SVC
TECH II
11
1U
nified$
37
,78
6$
60
,30
6
P00
42$
36,4
05
$5
6,50
2P0
400
Administrative Assistant
ADM
IN CO
OR
DIN
ATOR
I
X75
08
$2
8,43
9$
47,5
02
X11
00
Administrative Assistant
BU
ILDIN
G M
GM
NT ASSIST
W2
30
0$
34,2
72
$5
4,52
2W
30
00
Administrative Assistant
EQU
AL OPP ASS
ISTANT
W6
43
4$
23,3
56
$3
8,08
4W
80
01
Administrative Assistant
EXTENSIO
N PR
OG
ASSIST
W2
40
4$
28,4
56
$4
4,16
6W
80
03
Administrative Assistant
GFLCVB
HO
USIN
G R
EP
W2
40
5$
28,4
56
$4
4,16
6W
80
03
Administrative Assistant
GFLC
VB M
ARK
ETING
ASSIST
W2
40
6$
28,4
56
$4
4,16
6W
80
03
Administrative Assistant
GFLC
VB SALES ASSISTAN
T
W2
41
4$
39,2
27
$6
0,88
3W
80
11
Administrative Assistant
GFLCVB
SPOR
TS DVLP SPEC
W1
20
2$
28,8
32
$4
5,86
7W
23
00
Administrative Assistant
INVESTIG
ATIVE SVCS SPEC
W0
09
1$
34,2
72
$5
4,52
2W
30
00
Administrative Assistant
LEGAL IN
FOR
MATIO
N CO
OR
D
U0
71
2$
34,0
74
$4
5,92
9U
14
00
Administrative Assistant
PE COR
P COM
M SPEC
U0
72
1$
32,8
17
$4
4,17
2U
13
00
Administrative Assistant
PE FTZ WAR
EHO
USE AS
ST
P23
61$
36,4
05
$5
6,50
2P0
400
Administrative Assistant
SPECIAL PR
OJ C
OO
RD
I
W5
53
3$
31,4
09
$4
8,75
1W
26
50
Administrative Assistant
WO
RK
ERS
COM
P CLAIM
S ASST
N0
04
5$
36,4
05
$5
6,50
2N
00
60
Administrative Specialist
ADM
IN SEC
RETAR
Y
N0
01
8$
32,6
21
$5
1,89
4N
00
40
Administrative Specialist
AGEN
DA SECR
ETARY
Z98
73
$4
1,53
0$
61,5
86
Z07
09
Administrative Specialist
CO
UN
TY ADM
IN ASSIST
Wednesday, Septem
ber 30
, 201
5Page 9
of 40
10:21:16 PM
Exhibit 1 Page 67 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
11
1U
nified$
37
,78
6$
60
,30
6
Z98
74
$4
3,27
4$
70,1
01
Z07
10
Administrative Specialist
DEPU
TY CO
UN
TY ADM
IN AID
E
N0
02
6$
32,6
21
$5
1,89
4N
00
40
Administrative Specialist
DIVISIO
N AD
MIN
ASSIST
N6
52
2$
36,4
05
$5
6,50
2N
00
60
Administrative Specialist
ECON
OM
IC D
EVEL ASSISTANT
Z99
32
$2
1,46
2$
25,5
16
Z47
47
Administrative Specialist
EXTENSIO
N H
OR
T ASSIST
N9
93
8$
25,1
36
$3
9,01
2N
00
10
Administrative Specialist
HO
RTIC
ULTU
RAL TEC
H
N2
31
1$
31,3
91
$4
9,93
9N
00
30
Administrative Specialist
HU
MAN
RES
ASSISTANT
N2
31
2$
37,3
15
$5
7,91
5N
00
70
Administrative Specialist
HU
MAN
RES
TECH SPEC
N0
05
2$
41,0
56
$6
3,63
7N
00
80
Administrative Specialist
OFFIC
E MAN
AGER
II
N0
90
2$
36,4
05
$5
6,50
2N
00
60
Administrative Specialist
PE ADM
INIS
TRATIVE SPEC
N0
02
7$
34,2
72
$5
4,52
2N
00
50
Administrative Specialist
SENIO
R D
IV ADM
IN ASSIST
B5
39
7$
36,4
62
$5
7,87
9B
20
25
Animal C
are Specialist, FieldSEN
IOR
ANIM
AL CAR
E SPEC
W6
45
1$
35,1
29
$5
5,88
5W
31
00
AUD
IO-VID
EO PR
OD
UC
TION
SPEC
IALISTAU
DIO
-VIDEO
PRO
D SPEC
BR
IDG
E MEC
HAN
IC
W3
14
2$
30,2
91
$4
8,18
9W
26
00
CAD TECH
NICIAN
CAD
DR
AFTER
W3
14
4$
35,1
29
$5
5,88
5W
31
00
CAD TECH
NICIAN
CAD
TECH
NIC
IAN
W3
14
9$
36,4
26
$5
6,53
6W
80
10
CAD
TECH
NIC
IANC
ADD
SYSTEMS TEC
HN
ICIAN
X31
54
$3
9,20
4$
65,4
82
X37
00
CAD TECH
NICIAN
SUR
VEY SUPER
VISOR
P63
25$
37,2
99
$5
8,11
0P0
600
Child Care Licensing SpecialistC
HILD
CARE LICEN
SPEC II
W3
11
5$
35,1
29
$5
5,88
5W
31
00
Engineering TechnicianEN
GIN
EERIN
G TEC
H I
W3
11
7$
41,1
69
$6
1,04
8W
90
03
Engineering TechnicianEN
GIN
EERIN
G TEC
H II
B7
10
3$
28,7
24
$5
2,43
6B
16
00
Equipment O
perator, SeniorEQ
UIPM
ENT O
PERATO
R III
B7
10
4$
30,1
79
$5
5,09
1B
18
00
Equipment O
perator, SeniorEQ
UIPM
ENT O
PERATO
R IV
B7
10
5$
30,9
32
$5
6,46
8B
19
00
Equipment O
perator, SeniorEQ
UIPM
ENT O
PERATO
R V
W6
45
2$
35,1
29
$5
5,88
5W
31
00
Forensic Technician/PhotographerFO
REN
SIC PH
OTO
GR
APHER
B6
20
1$
34,2
71
$5
3,19
2B
40
01
Forensic Technician/PhotographerFO
REN
SIC TEC
HN
ICIAN
W3
13
2$
38,9
90
$5
8,41
4W
33
00
Graphics D
esignerG
RAPH
ICS D
ESIGN
ER II
B0
19
9$
33,0
33
$5
2,43
6B
16
25
Graphics D
esignerPR
INT PR
OD
UC
TION
CO
OR
D
W4
02
7$
38,9
90
$5
8,41
4W
33
00
Library Specialist, Senior
LIBR
ARY SPECIALIST II
B7
47
1$
32,4
98
$5
9,32
6B
21
00
MACH
INIST
MAC
HIN
IST
Wednesday, Septem
ber 30
, 201
5Page 1
0 of 4
010:21:16 P
M
Exhibit 1 Page 68 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
11
1U
nified$
37
,78
6$
60
,30
6
B7
52
1$
28,0
24
$5
1,15
7B
15
00
Maintenance M
echanicM
AINTEN
ANCE M
ECHAN
IC I
B7
52
2$
30,9
32
$5
6,46
8B
19
00
Maintenance M
echanicM
AINTEN
ANCE M
ECHAN
IC II
T06
17
$3
9,92
9$
61,7
30
T11
00
Maintenance M
echanicPE B
UILD
ING
TECH I
T06
18
$3
5,32
9$
52,4
97
N9
90
8M
aintenance Mechanic
PE BU
ILDIN
G TECH
II
N0
61
5$
39,9
29
$6
1,73
0T1
10
0M
aintenance Mechanic
PE LOAD
ING
BR
IDG
E MEC
H
N0
61
6$
38,2
89
$5
9,19
4T1
00
0M
aintenance Mechanic
PE OVER
HEAD
DO
OR
MECH
P41
21$
36,4
05
$5
6,50
2P0
400
Park Naturalist
PARK
S NATU
RALIST I
N0
62
2$
38,2
89
$5
9,19
4T1
00
0Plum
berPE PLU
MB
ER
B7
43
1$
29,4
42
$5
3,74
7B
17
00
Plumber
PLUM
BER
I
B7
43
2$
30,9
32
$5
6,46
8B
19
00
Plumber
PLUM
BER
II
P23
26$
32,9
81
$5
1,18
8P0
200
Publications SpecialistPU
BLIC
ATION
S SPEC
I
P23
27$
38,2
25
$5
6,68
1P0
500
Publications SpecialistPU
BLIC
ATION
S SPEC
II
Q0
816
$4
9,46
5$
69,2
31
Q0
600
SUR
VEY PARTY C
HIEF
PE REG
SUR
VEY PARTY C
HF
W3
15
3$
31,8
25
$5
0,62
9W
27
00
SUR
VEY PARTY C
HIEF
SUR
VEY PARTY C
HIEF
N2
38
2$
41,0
56
$6
3,63
7N
00
80
Tourism Program
Specialist
GFLCVB
HO
USIN
G M
GR
B3
21
1$
31,6
87
$5
5,09
1B
18
25
Traffic Signal TechnicianTR
AFFIC SIGN
ALS TEC I
B3
21
2$
35,8
51
$6
2,33
1B
23
25
Traffic Signal TechnicianTR
AFFIC SIGN
ALS TEC II
W2
26
9$
34,6
71
$5
3,81
2W
80
09
User Support Technician
CO
MPU
TER SYSTEM
S TECH
U0
71
7$
49,6
25
$6
6,77
6U
22
50
User Support Technician
PE END
-USER
SUP SPEC
W2
27
1$
41,1
69
$6
1,04
8W
90
03
User Support Technician
SYSTEMS N
ETWO
RK
AN I
B7
33
7$
35,6
36
$5
3,74
7B
17
50
Utilities M
echanicU
TILITIES MECH
ANIC I
B7
33
8$
39,7
20
$5
6,46
8B
20
75
Utilities M
echanicU
TILITIES MECH
ANIC II
B7
21
1$
28,0
24
$5
1,15
7B
15
00
Vehicle Mechanic
AUTO
MECH
ANIC
I
B7
21
2$
30,1
79
$5
5,09
1B
18
00
Vehicle Mechanic
AUTO
MECH
ANIC II
B7
20
9$
30,1
79
$5
5,09
1B
18
00
Vehicle Mechanic
AUTO
MECH
ANIC
/WELD
ER
N0
61
2$
38,2
89
$5
9,19
4T1
00
0Vehicle M
echanicPE AU
TO M
ECH
ANIC
I
W5
40
8$
32,6
21
$5
1,89
4W
28
00
VETERIN
ARY TECH
NIC
IANSEN
IOR
VET TECHN
ICIAN
W5
40
6$
27,4
42
$4
3,65
6W
21
00
VETERIN
ARY TECH
NIC
IANVETER
INAR
Y TECHN
ICIAN
B7
44
1$
30,1
79
$5
5,09
1B
18
00
WELD
ERW
ELDER
Wednesday, Septem
ber 30
, 201
5Page 1
1 of 4
010:21:16 P
M
Exhibit 1 Page 69 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
11
2U
nified$
40
,61
9$
64
,82
9
W0
11
5$
45,7
43
$6
9,15
0W
35
30
Accounting Specialist SupervisorACCO
UN
TS PAYABLE SU
PV
X00
98
$4
1,18
8$
68,7
97
X41
00
CALL CENTER
SUPER
VISOR
CALL CEN
TER SU
PV
P63
31$
34,6
51
$5
5,12
4P0
300
Case Manager/Counselor
CASE M
ANAG
ER I
P63
32$
41,5
30
$6
1,58
6P0
900
Case Manager/Counselor
CASE M
ANAG
ER II
P63
17$
32,1
76
$5
1,18
8P0
150
Case Manager/Counselor
CR
ISIS INTER
VENT CN
SLR
X78
25
$3
8,24
7$
63,8
85
X35
00
Code Enforcement Inspector
CO
NSU
MER
PRO
T INSP II
N7
82
6$
43,2
73
$7
0,10
0N
01
00
Code Enforcement Inspector
CO
NSU
MER
PRO
T INSP III
B7
96
2$
37,6
88
$6
8,80
1B
26
00
Code Enforcement Inspector
SENIO
R C
OD
E ENFO
RCE O
FF
X00
96
$3
5,51
7$
59,3
23
X29
00
CUSTO
MER
SERVIC
E SUPER
VISOR
CU
STOM
ER S
ERVICE SU
PV
X78
16
$3
9,54
9$
59,3
23
X29
50
CU
STOM
ER SER
VICE SU
PERVISO
RTR
ANSIT O
PER SU
PV
B9
95
6$
38,4
36
$5
7,87
9B
20
50
DIESEL M
ECHAN
ICD
IESEL MECH
ANIC
B7
42
1$
30,9
32
$5
6,46
8B
19
00
ElectricianELECTR
ICIAN I
B7
42
2$
33,3
12
$6
0,80
9B
22
00
ElectricianELECTR
ICIAN II
N0
62
0$
39,9
29
$6
1,73
0T1
10
0Electrician
PE ELECTRICIAN
N0
06
5$
47,0
86
$7
3,35
7N
01
10
HO
USEH
OLD
HAZAR
DO
US W
ASTE SPEC
IALISTH
H H
AZARD
WST CO
LL CO
OR
D
N1
21
1$
41,1
33
$6
5,68
3N
00
90
HO
USEH
OLD
HAZAR
DO
US W
ASTE SPEC
IALISTSEN
IOR
HH
HAZ W
ASTE SPEC
X73
45
$4
0,16
0$
63,8
90
X80
12
MAIN
TENAN
CE SCHED
ULER
MAIN
TENAN
CE SCH
EDU
LER
P40
52$
42,8
53
$6
3,54
6P0
950
MAR
KETIN
G D
EVELOPM
ENT
ASSOC
IATEM
ARK
ETING
DEVELO
P ASSO
C
X41
44
$4
0,16
0$
63,8
90
X80
12
Parks SupervisorAQ
UATIC
COO
RD
INATO
R
X41
38
$3
5,51
7$
59,3
23
X29
00
Parks SupervisorEQ
UESTR
IAN FAR
M M
GR
X41
84
$4
0,16
0$
63,8
90
X80
12
Parks SupervisorR
ANG
E MASTER
II
W0
05
3$
39,7
44
$6
3,22
9W
34
00
REAL-TIM
E REPO
RTER
REAL-TIM
E REPO
RTER
N0
61
4$
39,9
29
$6
1,73
0T1
10
0R
efrigeration Mechanic
PE A/C M
ECH
ANIC
B7
46
1$
33,8
58
$5
3,74
7B
17
35
Refrigeration M
echanicR
EFRIG
ERATIO
N M
ECH
I
B7
46
2$
36,4
62
$5
7,87
9B
20
25
Refrigeration M
echanicR
EFRIG
ERATIO
N M
ECH
II
X55
03
$3
7,31
5$
62,3
27
X33
00
SECU
RITY G
UAR
D SU
PERVISO
RSEC
UR
ITY GU
ARD
SUPV
X04
34
$3
9,20
4$
65,4
82
X37
00
Tax Appeals SupervisorVAB
SUPER
VISOR
B7
33
1$
35,3
06
$4
7,50
4B
13
27
Treatment Plant O
peratorPLAN
T OPER
ATOR
I
Wednesday, Septem
ber 30
, 201
5Page 1
2 of 4
010:21:16 P
M
Exhibit 1 Page 70 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
11
2U
nified$
40
,61
9$
64
,82
9
B7
33
2$
39,7
20
$5
6,46
8B
20
75
Treatment Plant O
peratorPLAN
T OPER
ATOR
II
B7
21
5$
30,1
79
$5
5,09
1B
18
00
Vehicle Mechanic Electrical
TechnicianAU
TO ELEC TECH
II
P23
07$
41,5
30
$6
1,58
6P0
900
VETERAN
S SERVIC
ES OFFIC
ERVETER
ANS S
ERVIC
ES OFFC
R
11
3U
nified$
43
,66
6$
69
,69
1
P00
43$
41,5
30
$6
1,58
6P0
900
Administrative Coordinator
ADM
IN CO
OR
DIN
ATOR
II
P23
62$
41,5
30
$6
1,58
6P0
900
Administrative Coordinator
SPECIAL PRO
J COO
RD
II
P10
31$
36,4
05
$5
6,50
2P0
400
Administrative C
oordinatorSTATISTIC
IAN
B7
72
5$
30,3
16
$4
9,65
1B
13
50
Airport Operations Agent
AIRPO
RT O
PER AG
ENT I
B7
72
6$
36,9
09
$5
3,74
7B
17
75
Airport Operations Agent
AIRPO
RT O
PER AG
ENT II
B8
41
1$
36,9
09
$5
3,74
7B
17
75
Airport Operations Agent
AIRPO
RT O
PS CO
N CTR
SPEC
B9
92
0$
36,9
09
$5
3,74
7B
17
75
Airport Operations Agent
AVIATION
SEC CO
MPL AG
ENT
Business Perm
its Coordinator
W5
45
1$
38,3
76
$5
6,67
4W
32
30
Claim
s AdjusterC
LAIMS AD
JUSTO
R I
W5
45
2$
45,7
43
$6
9,15
0W
35
30
Claim
s AdjusterC
LAIMS AD
JUSTO
R II
B7
91
2$
38,4
36
$5
7,87
9B
20
50
Electronics TechnicianELECTR
ON
ICS TECH
II
B7
91
3$
43,0
18
$6
7,12
2B
25
50
Electronics TechnicianELECTR
ON
ICS TECH
III
W3
11
2$
40,7
38
$6
6,43
0W
35
00
ENG
INEER
ING
INSPECTO
REN
GIN
EERIN
G IN
SPECTOR
W3
15
2$
28,1
28
$4
4,74
8W
22
00
ENG
INEER
ING
INSPECTO
RIN
STRU
MEN
T PERSO
N
W3
15
3$
31,8
25
$5
0,62
9W
27
00
ENG
INEER
ING
INSPECTO
RSU
RVEY PAR
TY CHIEF
N0
04
4$
43,2
73
$7
0,10
0N
01
00
EXECUTIVE ASSISTAN
TEXEC
UTIVE ASSISTAN
T
N9
94
2$
42,3
72
$6
4,40
4N
29
00
Extension AgentC
OU
NTY EXTEN
AGEN
T II
Z99
49
$2
5,02
4$
38,9
97
Z01
80
Extension AgentEXTEN
SION
AGEN
T IV
N9
92
9$
24,6
70
$4
3,51
4Z4
64
9Extension Agent
EXTENSIO
N AG
T 4-H
Wednesday, Septem
ber 30
, 201
5Page 1
3 of 4
010:21:16 P
M
Exhibit 1 Page 71 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
11
3U
nified$
43
,66
6$
69
,69
1
B5
43
2$
34,9
98
$6
3,88
8B
24
00
HO
USIN
G PR
OG
RAM
CO
NSTR
UCTIO
N IN
SPEC
TOR
HO
USIN
G PR
OG
CON
STR IN
SP
P40
21$
42,8
53
$6
3,54
6P0
950
LibrarianLIB
RAR
IAN I
P40
28$
45,6
31
$6
7,66
5P1
400
Library Specialist Supervisor
LIBR
ARY SPECIALIST III
N4
02
9$
49,8
62
$7
3,94
0N
01
30
Library Specialist Supervisor
LIBR
ARY SPECIALIST IV
W6
28
2$
36,1
37
$5
7,45
8W
32
50
Licensed Practical Nurse
PSYCHIATR
IC LPN
X62
48
$3
4,65
0$
57,8
77
X27
00
MED
ICAL REC
OR
DS
SUPER
VISOR
MED
ICAL R
ECO
RD
S SUPV
P62
54$
41,5
30
$6
1,58
6P0
900
MED
ICAL TRAN
SPOR
T INSPEC
TOR
MED
ICAL TR
ANSPO
RT IN
SP
W6
24
1$
36,9
07
$5
8,71
4W
32
00
MED
ICAL-LEGAL IN
VESTIGATO
RM
EDICAL-LEG
AL INVEST
W6
24
3$
39,7
44
$6
3,22
9W
34
00
MED
ICAL-LEGAL IN
VESTIGATO
RSR
MED
ICAL LEG
AL INVSTG
R
P53
02$
41,1
88
$6
3,92
7P0
975
Regulated B
usiness Specialist
CO
NSU
MER
REL AN
ALYST II
X02
25
$3
9,20
4$
65,4
82
X37
00
Revenue, Tax and R
ecords Supervisor
RTT SU
PERVIS
OR
X32
05
$4
0,18
4$
67,1
19
X39
00
SIGN
SHO
P SUPER
VISOR
SIGN
SHO
P SUPER
VISOR
N2
29
8$
52,6
40
$8
4,06
2N
01
60
SMALL B
USIN
ESS DEVELO
PMEN
T SPEC
IALISTSM
ALL BU
SINESS D
EV SPEC
B3
21
3$
39,5
73
$6
8,80
1B
26
25
Traffic Signal Technician, SeniorTR
AFFIC SIGN
ALS TEC III
X78
05
$4
1,18
8$
68,7
97
X41
00
Transit Operator Trainer
TRAN
SIT INSTR
UC
TOR
X78
03
$3
8,24
7$
63,8
85
X35
00
Transit SchedulerTR
ANSIT SCH
EDU
LER I
X78
04
$4
1,18
8$
68,7
97
X41
00
Transit SchedulerTR
ANSIT SCH
EDU
LER II
X73
34
$4
9,45
1$
67,1
19
X39
50
Treatment Plant O
perator, Lead W
orkerASSIST CH
IEF PLANT O
PER
X78
12
$4
1,18
8$
68,7
97
X41
00
Vehicle Mechanic Trainer
TRAN
SIT MAIN
T INSTR
UCT
B7
21
3$
34,1
44
$6
2,33
1B
23
00
Vehicle Mechanic, Lead W
orkerAU
TO M
ECHAN
IC III
W4
01
7$
35,1
29
$5
5,88
5W
31
00
Warehouse Supervisor
LIBR
ARY D
ELIVERY SU
PV
X03
15
$4
3,27
4$
72,2
80
X45
00
Warehouse Supervisor
MATER
IAL CON
TRO
L SPVSR
B0
30
5$
36,9
09
$5
3,74
7B
17
75
Warehouse Supervisor
STOR
ES SUPER
VISOR
P03
11$
41,1
88
$6
3,92
7P0
975
Warehouse Supervisor
WAR
EHO
USE M
ANAG
ER
Wednesday, Septem
ber 30
, 201
5Page 1
4 of 4
010:21:16 P
M
Exhibit 1 Page 72 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
11
4U
nified$
46
,94
1$
74
,91
8
N8
90
3$
48,4
08
$7
3,90
2N
01
20
AIRPLAN
E PILOT/M
ECHAN
ICAIR
PLANE PILO
T/MECH
X54
03
$4
1,18
8$
68,7
97
X41
00
ANIM
AL CARE SU
PERVISO
RAN
IMAL CAR
E SUPER
VISOR
P66
01$
20,0
63
$3
0,79
3P0
800
Behavioral H
ealth ClinicianC
PT CASE COO
RD
INATO
R I
P66
02$
44,3
08
$6
7,34
6P1
300
Behavioral H
ealth ClinicianC
PT CASE COO
RD
INATO
R II
P63
28$
42,8
53
$6
3,54
6P0
950
Behavioral H
ealth ClinicianC
RISIS IN
TERVEN
T SPEC
P63
18$
20,0
63
$3
0,79
3P0
800
Behavioral H
ealth ClinicianFAM
ILY THER
APIST I
P63
21$
44,3
08
$6
7,34
6P1
300
Behavioral H
ealth ClinicianFAM
ILY THER
APIST II
P63
53$
41,5
30
$6
1,58
6P0
900
Behavioral H
ealth ClinicianSU
BST AB
US
E SPEC II
B5
42
2$
51,1
72
$7
5,94
3B
27
50
BU
ILDIN
G CO
DE IN
SPECTOR
BU
ILDIN
G CO
DE IN
SPECTOR
CUR
ATOR
P51
06$
49,8
62
$7
3,94
0P2
000
Emergency M
anagement Specialist
EMER
GEN
CY M
GM
T SPEC II
P23
58$
47,0
86
$7
1,56
7P1
700
Grants Specialist
SENIO
R G
RAN
TS RES SPEC
P63
04$
36,4
05
$5
6,50
2P0
400
Housing/Com
munity D
evelopment
SpecialistC
OM
MU
NITY D
V SPEC I
P63
05$
48,4
08
$7
1,78
3P1
800
Housing/Com
munity D
evelopment
SpecialistC
OM
MU
NITY D
V SPEC II
P62
94$
31,3
91
$4
9,93
9P0
100
Housing/Com
munity D
evelopment
SpecialistH
OU
SING
PRO
G CO
MPL S
PEC
P62
91$
48,4
08
$7
1,78
3P1
800
Housing/Com
munity D
evelopment
SpecialistH
OU
SING
PRO
G CO
OR
D
N2
05
2$
49,8
62
$7
3,94
0N
01
30
Hum
an Resources G
eneralistEM
PLOYEE B
EN AN
ALYST II
N2
31
4$
41,0
56
$6
3,63
7N
00
80
Hum
an Resources G
eneralistH
UM
AN R
ES AN
ALYST I
N2
31
5$
49,8
62
$7
3,94
0N
01
30
Hum
an Resources G
eneralistH
UM
AN R
ES AN
ALYST II
N0
06
8$
47,0
86
$7
3,35
7N
01
10
IND
USTR
IAL HYG
IENIST
IND
USTR
IAL HYG
IENIST
B7
94
3$
44,8
17
$7
0,12
8B
26
50
Longline Operator
LON
GLIN
ER O
PERATO
R
P54
35$
46,5
24
$6
8,98
9X8
01
5N
atural Resources Specialist
ENVIR
ON
MEN
TAL TECH
P54
82$
42,2
18
$6
5,52
5P1
000
Natural R
esources SpecialistN
ATUR
AL RES S
PEC I
P54
83$
51,3
19
$7
9,95
2P2
225
Natural R
esources SpecialistN
ATUR
AL RES S
PEC II
N2
21
2$
47,0
86
$7
3,35
7N
01
10
Netw
ork Com
munications
TechnicianC
OM
MU
NIC N
ET TECH III
X41
45
$3
5,51
7$
59,3
23
X29
00
Parks Manager, Associate
PARK
S & R
EC MG
R I
Wednesday, Septem
ber 30
, 201
5Page 1
5 of 4
010:21:16 P
M
Exhibit 1 Page 73 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
11
4U
nified$
46
,94
1$
74
,91
8
X41
46
$3
9,20
4$
65,4
82
X37
00
Parks Manager, Associate
PARK
S & R
EC MG
R II
P41
22$
41,5
30
$6
1,58
6P0
900
Parks Manager, Associate
PARK
S NATU
RALIST II
X02
06
$4
4,35
6$
74,0
87
X47
00
Print Shop SupervisorPR
INT SH
OP M
ANAG
ER
P63
79$
41,5
30
$6
1,58
6P0
900
PRO
GR
AM PER
FOR
MAN
CE
ANALYST
PRO
GR
AM PER
F ANALYST
P63
46$
42,8
53
$6
3,54
6P0
950
PUB
LIC CO
MM
UN
ICATION
S SPEC
IALISTH
UM
AN SVC R
EGIO
NAL CO
OR
D
P23
28$
47,0
86
$6
9,82
3P1
500
PUB
LIC CO
MM
UN
ICATION
S SPEC
IALISTPU
BLIC CO
MM
UN
SPEC
P23
29$
45,6
31
$6
7,66
5P1
400
PUB
LIC CO
MM
UN
ICATION
S SPEC
IALISTPU
BLIC ED
UC
ATION
COO
RD
P23
69$
44,3
08
$6
7,34
6P1
300
PUB
LIC CO
MM
UN
ICATION
S SPEC
IALISTW
EB SITE SPEC
IALIST
N8
42
7$
47,0
86
$7
3,35
7N
01
10
Public Information Specialist
AVIATION
COM
M O
UTR
COO
RD
N1
92
5$
41,1
33
$6
5,68
3N
00
90
Public Information Specialist
DIG
ITAL MED
IA DESIG
NER
N2
39
8$
47,0
86
$7
3,35
7N
01
10
Public Information Specialist
GFLCVB
MAN
AGER
I
N4
02
9$
49,8
62
$7
3,94
0N
01
30
Public Information Specialist
LIBR
ARY SPECIALIST IV
N1
92
6$
51,1
11
$7
8,00
3N
01
40
Public Information Specialist
SENIO
R D
IGITAL M
EDIA D
SG
N6
39
7$
41,1
33
$6
5,68
3N
00
90
Quality Assurance Specialist
CH
ILD CAR
E QU
ALITY SPEC
P62
71$
42,8
53
$6
3,54
6P0
950
Quality Assurance Specialist
HEALTH
CARE Q
LT ASSUR
SP
X76
02
$4
1,18
8$
68,7
97
X41
00
Skilled Trades SupervisorLAB
OR
SUPER
VISOR
II
X75
14
$4
7,76
6$
79,7
84
X53
00
Skilled Trades SupervisorM
AINTEN
ANC
E SUPV I
X75
15
$5
2,72
5$
88,0
66
X61
00
Skilled Trades SupervisorM
AINTEN
ANC
E SUPV II
Q0
808
$5
9,37
9$
83,1
04
Q0
850
Skilled Trades SupervisorPE M
AINT SU
PERVISO
R
X78
10
$5
1,60
1$
77,4
02
X50
90
Skilled Trades SupervisorTR
ANSIT M
AINT SU
PV
X78
02
$4
4,08
1$
66,1
20
X37
50
TRAN
SIT SUPER
VISO
RTR
ANSIT D
ISPATCH
SUPV
X78
01
$4
4,08
1$
66,1
20
X37
50
TRAN
SIT SUPER
VISO
RTR
ANSIT SU
PERVISO
R
Wednesday, Septem
ber 30
, 201
5Page 1
6 of 4
010:21:16 P
M
Exhibit 1 Page 74 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
11
5U
nified$
50
,46
1$
80
,53
7
P10
11$
41,5
30
$6
1,58
6P0
900
AccountantACC
OU
NTAN
T I
P10
12$
47,0
86
$7
1,56
7P1
700
AccountantACC
OU
NTAN
T II
Q0
801
$4
9,46
5$
69,2
31
Q0
600
AccountantPE AC
COU
NTAN
T
X77
27
$4
1,18
8$
68,7
97
X41
00
Airport Operations Agent, Senior
AIRPO
RT O
PER SEN
AGEN
T
P99
21$
41,5
30
$6
1,58
6P0
900
Airport Operations Agent, Senior
AVIATION
SEC CO
MPL SPEC
N5
39
8$
51,1
11
$7
8,00
3N
01
40
ANIM
AL CARE CLIN
IC MAN
AGER
ANIM
AL CARE CLIN
IC MG
R
P10
22$
51,3
19
$7
6,09
8P2
100
AuditorAU
DITO
R II
X71
14
$4
3,27
4$
72,2
80
X45
00
BR
IDG
E MAIN
TENAN
CE SU
PERVISO
RB
RID
GE M
AINTEN
ANCE SU
PV
P78
07$
47,0
86
$6
9,82
3P1
500
BU
S TR
AFFIC C
ON
TRO
LLERB
US TR
AFFIC CO
NTR
OLLER
P99
27$
48,1
39
$7
2,10
5P1
900
Business Specialist
AVIATION
BU
SIN
ESS SPEC
P63
33$
45,6
31
$6
7,66
5P1
400
CASE M
ANAG
EMEN
T SU
PERVIS
OR
CASE M
ANAG
EMEN
T SUPV
P62
12$
51,3
19
$7
9,95
2P2
225
Chemist
CH
EMIST II
N6
39
4$
43,2
73
$7
0,10
0N
01
00
CHILD
CARE LICEN
SING
SU
PERVISO
RC
HILD
CARE LIC SU
PV
X79
63
$4
9,44
0$
75,1
45
X80
20
COD
E ENFO
RCEM
ENT S
UPER
VISO
RC
OD
E ENFO
RCEM
ENT SU
PV
B2
25
1$
46,5
93
$7
5,94
3B
27
00
Com
munications System
TechnicianC
OM
MU
NIC S
YS TECH
I
B2
25
2$
53,2
42
$8
3,49
7B
28
00
Com
munications System
TechnicianC
OM
MU
NIC S
YS TECH
II
P28
03$
44,3
08
$6
5,70
3P1
100
Contract/G
rant Administrator
ARTS M
GM
T SPEC I
P28
04$
49,8
62
$7
3,94
0P2
000
Contract/Grant Adm
inistratorAR
TS MG
MT SPEC II
P24
21$
45,6
31
$6
7,66
5P1
400
Contract/G
rant Administrator
CO
NSTR
UC
TION
MG
MT S
PEC
P23
54$
36,4
05
$5
6,50
2P0
400
Contract/G
rant Administrator
CO
NTR
ACT/G
RAN
T ADM
N I
P23
55$
41,5
30
$6
1,58
6P0
900
Contract/G
rant Administrator
CO
NTR
ACT/G
RAN
T ADM
N II
P23
56$
47,0
86
$7
1,56
7P1
700
Contract/G
rant Administrator
CO
NTR
ACT/G
RAN
T ADM
N III
X78
19
$5
1,60
1$
77,4
02
X50
90
Contract/G
rant Administrator
WAR
RAN
TY COO
RD
INATO
R
Y09
16$
60,9
37
$9
9,93
8Y1
00
0Custom
er Relations Specialist
PE CUSTO
MER
REL M
GR
U0
71
6$
49,6
25
$6
6,77
6U
22
50
Duty H
arbormaster
PE DU
TY HAR
BO
RM
ASTER
B5
43
6$
53,2
42
$8
3,49
7B
28
00
ELEVATOR
INSPECTO
RELEVATO
R IN
SPECTOR
N6
35
4$
51,3
19
$8
0,21
8N
01
50
Employee Assistance Program
Counselor
SENIO
R EM
P AST PRG
CNSL
P31
21$
42,2
18
$6
5,52
5P1
000
Engineer InternEN
GIN
EER I
Wednesday, Septem
ber 30
, 201
5Page 1
7 of 4
010:21:16 P
M
Exhibit 1 Page 75 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
11
5U
nified$
50
,46
1$
80
,53
7
P31
23$
51,3
19
$7
9,95
2P2
225
Engineer InternEN
GIN
EER II
X31
13
$4
9,44
0$
75,1
45
X80
20
Engineering Inspector, SeniorSEN
IOR
ENG
INEER
ING
INSP
B6
20
2$
46,5
93
$7
5,94
3B
27
00
FOR
ENS
IC TEC
HN
ICIAN
SUPER
VISOR
FOR
ENSIC
TECH
NIC
IAN SU
PV
P63
33$
45,6
31
$6
7,66
5P1
400
Hum
an Services SupervisorC
ASE MAN
AGEM
ENT SU
PV
P66
03$
51,3
19
$7
6,09
8P2
100
Hum
an Services SupervisorC
PT CASE COO
RD
INATO
R III
P63
42$
45,6
31
$6
7,66
5P1
400
Hum
an Services SupervisorC
RISIS IN
TERVEN
TION
SUPV
P63
22$
51,3
19
$7
6,09
8P2
100
Hum
an Services SupervisorFAM
ILY THER
APIST III
P63
36$
47,0
86
$7
1,56
7P1
700
Hum
an Services SupervisorPR
OG
RAM
DEVELO
P SPEC
P63
64$
47,0
86
$6
9,82
3P1
500
Hum
an Services SupervisorSU
BST AB
US
E SUPER
VISOR
P31
75$
51,3
19
$7
9,95
2P2
225
Hydrogeologist
HYD
RO
GEO
LOG
IST II
P31
77$
58,1
95
$8
6,29
7P2
450
Hydrogeologist
HYD
RO
GEO
LOG
IST III
P40
22$
47,0
86
$6
9,82
3P1
500
Librarian, SeniorLIB
RAR
IAN II
N4
05
1$
49,8
62
$7
3,94
0N
01
30
Marketing M
anagerM
ARK
ETING
DEVELO
P MG
R
W6
24
2$
46,0
92
$7
5,15
9W
36
00
Medical Investigations Supervisor
MED
ICAL-LEG
AL INVEST SU
P
N6
43
2$
51,1
11
$7
8,00
3N
01
40
NU
TRITIO
N SER
VICES M
ANAG
ERN
UTR
ITION
SERVICES M
GR
X00
51
$3
5,51
7$
59,3
23
X29
00
Office M
anagerO
FFICE MAN
AGER
I
N0
05
2$
41,0
56
$6
3,63
7N
00
80
Office M
anagerO
FFICE MAN
AGER
II
N0
11
8$
51,1
11
$7
8,00
3N
01
40
PAYRO
LL SUPER
VISOR
PAYRO
LL SU
PERVISO
R
P33
12$
49,8
62
$7
7,68
4P2
150
PlannerASSO
C PLAN
NER
B5
42
7$
58,4
75
$8
3,49
7B
28
50
PLANS
EXAMIN
ERPLAN
S EXAMIN
ER
N6
33
5$
51,1
11
$7
8,00
3N
01
40
Program/Project Coordinator
CH
ILD/FAM
ILY RES SPEC
N3
31
6$
51,3
19
$8
0,21
8N
01
50
Program/Project Coordinator
DEVELO
P REVIEW
COO
RD
N2
04
9$
49,8
62
$7
3,94
0N
01
30
Program/Project Coordinator
HEALTH
/WELF PR
OM
O CO
OR
D
N0
82
8$
56,7
93
$8
8,26
8N
01
70
Program/Project Coordinator
PE SEC & SFT C
ON
TR AD
MIN
N2
36
3$
47,0
86
$7
3,35
7N
01
10
Program/Project Coordinator
SPECIAL PRO
J COO
RD
III
W2
34
2$
46,0
92
$7
5,15
9W
36
00
Property AgentPR
OPER
TY AGEN
T II
P62
83$
51,8
57
$7
6,89
8P2
170
Registered N
ursePSYCH
IATRIC
NU
RSE I
N5
45
3$
48,4
08
$7
3,90
2N
01
20
RISK
MAN
AGEM
ENT C
LAIMS
SUPER
VISOR
RISK
MG
MT CLAIM
S SUPV
Wednesday, Septem
ber 30
, 201
5Page 1
8 of 4
010:21:16 P
M
Exhibit 1 Page 76 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
11
5U
nified$
50
,46
1$
80
,53
7
N5
46
0$
48,4
08
$7
3,90
2N
01
20
SAFETY & H
EALTH SPECIALIST
INVESTIG
ATIVE SVCS COO
RD
N5
45
5$
47,0
86
$7
3,35
7N
01
10
SAFETY & H
EALTH SPEC
IALISTSAFETY/H
EALTH SPEC
N1
20
8$
51,1
11
$7
8,00
3N
01
40
SAFETY & H
EALTH S
PECIALIST
SENIO
R S
AFETY/HLTH
SPEC
P22
72$
51,3
19
$7
6,09
8P2
100
Systems N
etwork Analyst
SYSTEMS N
ETWO
RK
AN II
N2
30
9$
51,1
11
$7
8,00
3N
01
40
VETERAN
S SERVIC
ES MAN
AGER
VETERAN
S SER
V SECT M
GR
11
6U
nified$
54
,24
6$
86
,57
7
P10
13$
54,0
95
$8
2,22
3P2
350
Accountant SeniorACC
OU
NTAN
T III
Q0
802
$6
1,77
7$
86,4
64
Q0
900
Accountant SeniorPE SEN
ACCO
UN
TANT
N2
36
6$
49,8
62
$7
3,94
0N
01
30
Administrative O
fficerAD
MIN
MAN
AGER
I
N2
36
7$
56,7
93
$8
8,26
8N
01
70
Administrative O
fficerAD
MIN
MAN
AGER
II
N2
42
2$
52,6
40
$8
4,06
2N
01
60
Administrative O
fficerC
ON
STRU
CTIO
N M
GM
T ADM
IN
Assistant Business D
evelopment
Manager
Q0
806
$5
6,46
5$
79,0
32
Q0
750
Assistant Harborm
asterPE ASSIST H
ARB
OR
MAS
TER
X22
53
$5
8,32
7$
86,4
94
X80
27
Audio-Visual Broadcast Specialist
SENIO
R C
OM
M SYS TEC
H
N2
33
6$
51,1
11
$7
8,00
3N
01
40
Budget &
Managem
ent AnalystASSO
C BU
DG
ET/MG
T ANALYST
N2
33
2$
56,7
93
$8
8,26
8N
01
70
Budget &
Managem
ent AnalystB
UD
GET &
MG
MT AN
ALYST
X75
05
$4
9,44
0$
75,1
45
X80
20
Building M
anagerB
UILD
ING
MAN
AGER
I
X75
06
$5
8,97
4$
91,5
28
X64
00
Building M
anagerB
UILD
ING
MAN
AGER
II
N0
09
9$
56,7
93
$8
8,26
8N
01
70
CALL CENTER
MAN
AGER
CALL CEN
TER M
ANAG
ER
X73
35
$5
3,18
0$
74,0
87
X47
50
Chief Treatment Plant O
peratorC
HIEF PLAN
T OPER
ATOR
P63
20$
55,5
50
$8
2,37
5P2
375
CHILD
PRO
TECTIVE TEAM
COO
RD
INATO
RC
HILD
PRO
TECT TEAM CO
OR
D
Wednesday, Septem
ber 30
, 201
5Page 1
9 of 4
010:21:16 P
M
Exhibit 1 Page 77 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
11
6U
nified$
54
,24
6$
86
,57
7
N1
04
3$
52,6
40
$8
4,06
2N
01
60
ECON
OM
IC DEVELO
PMEN
T SPEC
IALISTECO
NO
MIC
DEVELO
P SPEC
N2
39
8$
47,0
86
$7
3,35
7N
01
10
ECON
OM
IC DEVELO
PMEN
T SPEC
IALISTG
FLCVB
MAN
AGER
I
N0
91
8$
43,2
73
$7
0,10
0N
01
00
ECON
OM
IC DEVELO
PMEN
T SPEC
IALISTPE PR
OPER
TY MG
R ASSIST
N0
90
3$
56,7
93
$8
8,26
8N
01
70
ECON
OM
IC DEVELO
PMEN
T SPEC
IALISTPE SEN
TRAD
E ANALYST
N0
95
8$
63,9
82
$1
02,2
78
N0
19
0ECO
NO
MIC D
EVELOPM
ENT
SPECIALIST
PE SR CU
STOM
ER R
EL MG
R
N2
27
5$
56,7
93
$8
8,26
8N
01
70
ECON
OM
IC DEVELO
PMEN
T SPEC
IALISTSR
SMALL B
US D
EV SPEC
ELEVATOR
PLANS EXAM
INER
N5
10
3$
56,7
93
$8
8,26
8N
01
70
Emergency M
anagement Specialist,
SeniorSEN
IOR
EMER
GEN
CY MG
MT SP
N8
41
6$
56,7
93
$8
8,26
8N
01
70
Environmental Com
pliance Specialist
AVIATION
ENV CO
MPL SPEC
P63
43$
56,8
73
$8
4,33
7P2
400
GR
ANTS R
ESEARCH
CO
OR
DIN
ATOR
GR
ANTS R
ESEAR
CH
CO
OR
D
P62
70$
52,6
41
$7
8,06
0P2
175
Hum
an Services Quality Assurance
CoordinatorQ
UALITY ASSU
RAN
CE C
OO
RD
N6
28
8$
64,4
62
$9
0,25
3N
01
75
Hum
an Services Treatment D
irectorTR
EATMEN
T DIR
ECTOR
N1
02
0$
52,6
40
$8
4,06
2N
01
60
INVESTM
ENT CO
OR
DIN
ATOR
INVESTM
ENT CO
OR
DIN
ATOR
P54
84$
58,1
95
$8
6,29
7P2
450
Natural R
esources Specialist, Senior
NATU
RAL R
ES SPEC III
N2
09
2$
49,8
62
$7
3,94
0N
01
30
PRO
FESSIO
NAL S
TAND
ARD
S SPEC
IALISTEQ
UAL O
PP INVESTIG
ATOR
N8
13
3$
52,6
40
$8
4,06
2N
01
60
PRO
FESSIO
NAL S
TAND
ARD
S SPEC
IALISTPR
OFESSIO
NAL STD
S SPEC
N6
37
8$
52,6
40
$8
4,06
2N
01
60
PRO
GR
AM PER
FOR
MAN
CE
COO
RD
INATO
RPR
OG
RAM
PERF C
OO
RD
P23
71$
44,3
83
$6
2,14
8P0
925
Purchasing AgentPU
RC
HASIN
G AG
ENT I
P23
72$
54,0
37
$7
5,62
9P2
050
Purchasing AgentPU
RC
HASIN
G AG
ENT II
P23
73$
59,5
78
$8
3,39
8P2
380
Purchasing AgentPU
RC
HASIN
G AG
ENT III
Wednesday, Septem
ber 30
, 201
5Page 2
0 of 4
010:21:16 P
M
Exhibit 1 Page 78 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
11
6U
nified$
54
,24
6$
86
,57
7
P23
77$
55,1
25
$7
7,19
8P2
200
Purchasing AgentPU
RC
HASIN
G AG
ENT III
N5
30
6$
51,3
19
$8
0,21
8N
01
50
Regulated B
usiness Supervisor
CO
NSU
MER
REL SU
PV
N0
82
6$
49,8
62
$7
3,94
0N
01
30
Security Supervisor
PE SECUR
ITY CO
MPL M
GR
X32
15
$4
8,96
0$
81,7
78
X55
00
TRAFFIC S
IGN
ALS SU
PERVISO
RTR
AFFIC SIGN
ALS SPVSR
X32
22
$5
6,80
0$
84,2
29
X80
26
TRAFFIC S
IGN
S SUPER
INTEN
DEN
TTR
AFFIC SIGN
S SUPT
11
7U
nified$
58
,31
5$
93
,07
0
X77
28
$5
0,08
8$
81,6
38
X60
00
AIRPO
RT O
PERATIO
NS SU
PERVISO
RAIR
POR
T OPER
SUPER
VISOR
P78
08$
48,1
39
$7
2,10
5P1
900
ASSISTAN
T SUPER
INTEN
DEN
T OF
TRAN
SPOR
TATION
ASSIST SUPT O
F TRAN
SP
N5
45
0$
56,7
93
$8
8,26
8N
01
70
Claim
s Manager
WO
RK
ER'S CO
MP M
GR
P74
73$
58,1
95
$8
6,29
7P2
450
ELEVATOR
SYSTEMS SPECIALIST
ELEVATOR
SYSTEMS SPEC
P54
37$
56,8
73
$8
4,33
7P2
400
ENVIR
ON
MEN
TAL PRO
JECT
COO
RD
INATO
REN
VIR PR
OJECT CO
OR
D
Y75
18$
60,9
37
$9
9,93
8Y1
00
0Facilities M
aintenance Superintendent
FACIL M
AINT-O
PS SUPT
N7
52
7$
52,6
40
$8
4,06
2N
01
60
Facilities Maintenance
SuperintendentM
AINTEN
ANC
E MG
MT AD
MIN
N7
95
1$
56,7
93
$8
8,26
8N
01
70
FLEET MAIN
TENAN
CE
SUPER
INTEN
DEN
TFLEET M
AINTEN
ANCE SU
PT
N7
95
4$
56,7
93
$8
8,26
8N
01
70
FLEET MAN
AGEM
ENT
SUPER
INTEN
DEN
TFLEET M
ANAG
EMEN
T SUPT
N2
31
6$
56,7
93
$8
8,26
8N
01
70
Hum
an Resources Assistant
Manager
HU
MAN
RES
ANALYST III
N6
33
7$
51,1
11
$7
8,00
3N
01
40
Hum
an Services Manager
HU
MAN
SVC SECTIO
N M
GR
I
N6
33
8$
56,7
93
$8
8,26
8N
01
70
Hum
an Services Manager
HU
MAN
SVC SECTIO
N M
GR
II
Wednesday, Septem
ber 30
, 201
5Page 2
1 of 4
010:21:16 P
M
Exhibit 1 Page 79 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
11
7U
nified$
58
,31
5$
93
,07
0
N2
23
0$
43,2
73
$7
0,10
0N
01
00
Information Technology
Applications AnalystB
USIN
ESS APPL ANLY I
P22
31$
51,3
19
$7
6,09
8P2
100
Information Technology
Applications AnalystB
USIN
ESS APPL ANLY II
P22
32$
59,5
05
$8
8,23
5P2
500
Information Technology
Applications AnalystB
USIN
ESS APPL ANLY III
P22
79$
59,5
05
$8
8,23
5P2
500
INFO
RM
ATION
TECHN
OLO
GY
CO
NTR
ACTS AD
MIN
ISTRATO
RIT C
ON
TRAC
TS AD
MIN
P31
61$
56,8
73
$8
4,33
7P2
400
LAND
SCAPE AR
CHITECT
LAND
SCAPE ARCH
ITECT
P40
23$
51,3
19
$7
6,09
8P2
100
Librarian, SupervisorLIB
RAR
IAN III
Maintenance C
ontract Specialist
P64
04$
51,3
19
$7
6,09
8P2
100
MO
SQU
ITO CO
NTR
OL M
ANAG
ERM
OSQ
UITO
CON
TRO
L MG
R
P41
47$
51,3
19
$7
6,09
8P2
100
Parks Manager
PARK
S & R
EC MG
R III
N4
14
8$
56,7
93
$8
8,26
8N
01
70
Parks Manager
PARK
S & R
EC MG
R IV
Y77
46$
67,0
31
$1
09,9
31
Y20
00
Planner, SeniorAIR
POR
T PLANN
ER
N3
30
7$
56,7
93
$8
8,26
8N
01
70
Planner, SeniorPR
INC
IPAL PLANN
ER
N3
31
3$
56,7
93
$8
8,26
8N
01
70
Planner, SeniorSEN
IOR
PLANN
ER
N2
37
4$
64,4
62
$9
0,25
3N
01
75
Purchasing Agent, SeniorPU
RCH
ASING
AGEN
T IV
X75
16
$6
9,19
6$
102
,60
7X8
03
7STR
EETS MAIN
TENAN
CE SU
PERIN
TEND
ENT
STREETS M
AINT SU
PT
P78
09$
52,6
41
$7
8,06
0P2
175
SUPER
INTEN
DEN
T OF
TRAN
SPOR
TATION
SUPT O
F TRAN
SPOR
TATION
P31
56$
65,9
00
$9
7,72
0P2
725
SurveyorSU
RVEYO
R AN
D M
APPER
N2
28
1$
43,2
73
$7
0,10
0N
01
00
Systems Analyst
INFO
RM
SYSTEMS AN
I
P22
82$
51,3
19
$7
6,09
8P2
100
Systems Analyst
INFO
RM
SYSTEMS AN
II
P22
83$
59,5
05
$8
8,23
5P2
500
Systems Analyst
INFO
RM
SYSTEM
S AN III
P22
72$
51,3
19
$7
6,09
8P2
100
Systems Analyst
SYSTEMS N
ETWO
RK
AN II
P26
03$
59,5
05
$8
8,23
5P2
500
Systems N
etwork Analyst, Senior
CO
MM
UN
IC CO
OR
D
P26
04$
59,5
05
$8
8,23
5P2
500
Systems N
etwork Analyst, Senior
SENIO
R TELECO
M SYS AN
ALY
P22
73$
59,5
05
$8
8,23
5P2
500
Systems N
etwork Analyst, Senior
SYSTEMS N
ETWO
RK
AN III
P29
01$
45,6
31
$6
7,66
5P1
400
Technical Training SpecialistTEC
HN
ICAL TR
AINER
I
Wednesday, Septem
ber 30
, 201
5Page 2
2 of 4
010:21:16 P
M
Exhibit 1 Page 80 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
11
7U
nified$
58
,31
5$
93
,07
0
P28
98$
59,5
05
$8
8,23
5P2
500
Technical Training SpecialistTEC
HN
ICAL TR
AINER
III
P62
17$
45,4
64
$7
0,56
3P1
600
ToxicologistTO
XICO
LOG
IST I
P78
17$
56,8
73
$8
4,33
7P2
400
TRAN
SIT MAIN
TENAN
CE SU
PERIN
TEND
ENT
TRAN
SIT MAIN
T SUPT
N7
35
7$
64,4
62
$9
0,25
3N
01
75
TREATM
ENT PLAN
T SU
PERIN
TEND
ENT
TREATM
ENT PLAN
T SUPT
11
8U
nified$
62
,68
8$
10
0,0
50
N1
01
4$
60,8
56
$9
7,49
4N
01
80
Accounting SupervisorACC
OU
NTAN
T IV
Y01
27$
60,9
37
$9
9,93
8Y1
00
0Accounting Supervisor
ACCO
UN
TING
MAN
AGER
N0
11
9$
56,7
93
$8
8,26
8N
01
70
Accounting SupervisorPAYR
OLL M
ANAG
ER
Y63
39$
67,0
31
$1
09,9
31
Y20
00
Accounting SupervisorSU
PPOR
T SERVICES M
GR
Y99
97$
60,9
37
$9
9,93
8Y1
00
0Adm
inistrative Officer, Senior
ASSIST TO D
IV DIR
E73
65
$6
0,9
37
$9
9,9
38
Y10
00
Administrative O
fficer, SeniorASST TO
DIR
WST &
WSTW
TR
Y77
29$
60,9
37
$9
9,93
8Y1
00
0AIR
POR
T WILD
LIFE BIO
LOG
ISTAIR
POR
T WILD
LIFE BIO
N1
92
7$
51,3
19
$8
0,21
8N
01
50
Audio-Visual SupervisorAU
DIO
VISUAL PR
OG
MG
R
N2
33
6$
51,1
11
$7
8,00
3N
01
40
Budget &
Managem
ent Analyst, Senior
ASSOC
BU
DG
ET/MG
T ANALYST
Y23
35$
67,0
31
$1
09,9
31
Y20
00
Budget &
Managem
ent Analyst, Senior
PRIN
BU
DG
ET/MG
MT AN
ALYST
N6
36
7$
51,1
11
$7
8,00
3N
01
40
Business D
evelopment M
anagerC
OM
MU
NITY R
EL COO
RD
N2
39
4$
43,2
73
$7
0,10
0N
01
00
Business D
evelopment M
anagerG
FLCVB
ADVER
TISING
MG
R
N2
40
9$
51,3
19
$8
0,21
8N
01
50
Business D
evelopment M
anagerG
FLCVB
SALES MG
R
N0
91
5$
67,0
31
$1
09,9
31
Y20
00
Business D
evelopment M
anagerPE TR
ADE D
EVELOPM
ENT M
GR
P62
13$
58,1
95
$8
6,29
7P2
450
Chemist Supervisor
CH
EMIST III
Wednesday, Septem
ber 30
, 201
5Page 2
3 of 4
010:21:16 P
M
Exhibit 1 Page 81 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
11
8U
nified$
62
,68
8$
10
0,0
50
X54
23
$5
8,97
4$
91,5
28
X64
00
CHIEF B
UILD
ING
COD
E INSPEC
TOR
CH
IEF BU
ILD CO
DE IN
SPEC
Y09
11$
67,0
31
$1
09,9
31
Y20
00
Chief Harborm
asterPE CH
IEF HAR
BO
RM
ASTER
P40
38$
51,3
19
$7
6,09
8P2
100
Comm
unity Library Manager
LIBR
ARY B
RAN
CH M
GR
I
P40
39$
54,0
95
$8
2,22
3P2
350
Comm
unity Library Manager
LIBR
ARY B
RAN
CH M
GR
II
P20
01$
58,1
95
$8
6,29
7P2
450
COM
MU
NITY TR
ANSIT O
FFICERC
OM
MU
NITY TR
ANSIT O
FF
P28
05$
58,1
95
$8
6,29
7P2
450
Contract/G
rant Administrator,
SeniorAR
TS MG
MT SPEC III
P23
56$
47,0
86
$7
1,56
7P1
700
Contract/G
rant Administrator,
SeniorC
ON
TRAC
T/GR
ANT AD
MN
III
Y54
45$
67,0
31
$1
09,9
31
Y20
00
Environmental Com
pliance Coordinator
ENVIR
COM
PL ADM
IN
Y62
96$
60,9
37
$9
9,93
8Y1
00
0H
ousing & Com
munity
Developm
ent SupervisorH
OU
SE & C
OM
M D
VLP MG
R
N2
31
7$
60,8
56
$9
7,49
4N
01
80
HU
MAN
RESO
UR
CES O
FFICERH
UM
AN R
ESO
UR
CES OFFICER
N4
03
2$
60,8
56
$9
7,49
4N
01
80
Library Services Coordinator
LIBR
ARIES M
ANAG
ER
N5
48
5$
63,9
82
$1
02,2
78
N0
19
0N
atural Resources Section M
anagerN
ATUR
AL RES S
PEC IV
Y09
52$
73,7
33
$1
20,9
23
Y30
00
Operations Supervisor
PE MAR
INE O
PERATIO
NS
MG
R
N6
40
6$
56,7
93
$8
8,26
8N
01
70
Operations Supervisor
WATER
RES
OU
RC
ES OPS SPV
N4
13
2$
60,8
56
$9
7,49
4N
01
80
Program/Project Coordinator,
ASSIST PARK
S & R
EC SU
PT
Y23
18$
67,0
31
$1
09,9
31
Y20
00
Program/Project Coordinator,
HU
MAN
RES
ANALYST IV
Y09
20$
73,7
33
$1
20,9
23
Y30
00
Program/Project Coordinator,
PE ENVIR
ON
PRO
JECT M
GR
N2
36
4$
52,6
40
$8
4,06
2N
01
60
Program/Project Coordinator,
SPECIAL PRO
J COO
RD
IV
Y73
89$
67,0
31
$1
09,9
31
Y20
00
Program/Project Coordinator,
SWR
S PRO
GR
AM M
ANAG
ER
Y34
01$
67,0
31
$1
09,9
31
Y20
00
Program/Project Coordinator,
TRAN
SIT MAN
AGER
N0
91
9$
56,7
93
$8
8,26
8N
01
70
Property Manager
PE PRO
PERTY M
GR
N2
80
7$
56,7
93
$8
8,26
8N
01
70
PUB
LIC ART AD
MIN
ISTRATO
RPU
BLIC
ART AD
MIN
ISTRATO
R
P23
45$
65,9
00
$9
7,72
0P2
725
REAL ESTATE D
UE D
ILIGEN
CE
OFFIC
ERR
EAL ESTATE DU
E DILG
OFF
P62
84$
59,5
05
$8
8,23
5P2
500
Registered N
urse SupervisorPSYC
HIATR
IC N
UR
SE II
Y02
26$
60,9
37
$9
9,93
8Y1
00
0R
evenue, Tax and Records M
anagerR
TT OPER
ATION
S MAN
AGER
Wednesday, Septem
ber 30
, 201
5Page 2
4 of 4
010:21:16 P
M
Exhibit 1 Page 82 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
11
8U
nified$
62
,68
8$
10
0,0
50
N1
20
5$
51,3
19
$8
0,21
8N
01
50
SAFETY & O
CC
UPATIO
NAL H
EALTH
COO
RD
INATO
RSAFETY/O
CC
UP H
LTH C
OO
RD
N0
82
7$
56,7
93
$8
8,26
8N
01
70
Security Manager
PE SECUR
ITY MG
R
N3
40
3$
56,7
93
$8
8,26
8N
01
70
Security Manager
TRAN
SIT SECU
RITY M
ANAG
ER
P62
18$
59,6
54
$9
2,58
6P2
600
Toxicologist, SeniorTO
XICOLO
GIST II
N3
22
1$
64,4
62
$9
0,25
3N
01
75
TRAFFIC O
PERATIO
NS
SU
PERIN
TEND
ENTT
TRAFFIC O
PERATIO
NS SU
PT
X73
52
$5
3,88
5$
83,9
50
X80
25
UTILITIES CH
IEF INSPEC
TOR
UTILITIES CH
IEF INSPEC
Y73
56$
60,9
37
$9
9,93
8Y1
00
0U
TILITIES SUPER
INTEN
DEN
TU
TILITIES SUPT
11
9U
nified$
67
,39
0$
10
7,5
54
Y82
03$
67,0
31
$1
09,9
31
Y20
00
ADA AD
MIN
ISTRATO
R/H
IPAA PR
IVACY O
FFICER
ADA/H
IPAA PRIVAC
Y OFF
Y31
65$
60,9
37
$9
9,93
8Y1
00
0AR
CHITECT, R
EGIS
TERED
ARCH
ITECT REG
N5
42
6$
60,8
56
$9
7,49
4N
01
80
ASSISTANT B
UILD
ING
OFFIC
IALASSIST B
LDG
OFFIC
IAL
Assistant Operations M
anager
P31
07$
51,3
19
$7
9,95
2P2
225
Construction Project Manager
PRO
JECT MAN
AGER
I
P31
08$
58,1
95
$8
6,29
7P2
450
Construction Project Manager
PRO
JECT MAN
AGER
II
P31
09$
65,9
00
$9
7,72
0P2
725
Construction Project Manager
PRO
JECT MAN
AGER
III
Y54
39$
67,0
31
$1
09,9
31
Y20
00
Environmental Program
SupervisorEN
VIR LIC
ENSIN
G M
GR
Y82
31$
67,0
31
$1
09,9
31
Y20
00
EQU
AL OPPO
RTU
NITY O
FFICER
EQU
AL OPP O
FFICER
Y80
96$
67,0
31
$1
09,9
31
Y20
00
EXPANSIO
N PR
OJEC
T AD
MIN
ISTRATO
REXPAN
SION
PRO
JECT AD
MIN
Y09
10$
60,9
37
$9
9,93
8Y1
00
0Foreign Trade Zone M
anagerPE FO
R TR
ADE ZO
NE O
PER
Y63
48$
67,0
31
$1
09,9
31
Y20
00
Hum
an Services Administrator
CH
ILDR
EN'S SVCS AD
MIN
Wednesday, Septem
ber 30
, 201
5Page 2
5 of 4
010:21:16 P
M
Exhibit 1 Page 83 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
11
9U
nified$
67
,39
0$
10
7,5
54
Y62
63$
67,0
31
$1
09,9
31
Y20
00
Hum
an Services Administrator
HEALTH
CARE SVCS AD
MIN
Y83
10$
67,0
31
$1
09,9
31
Y20
00
Hum
an Services Administrator
HO
MELESS SER
VICES ADM
IN
N6
34
7$
63,9
82
$1
02,2
78
N0
19
0H
uman Services Adm
inistratorH
UM
AN SVC
REG
ION
AL MG
R
P31
25$
62,5
60
$9
2,77
1P2
625
Licensed EngineerEN
GIN
EER III
N6
26
1$
63,9
82
$1
02,2
78
N0
19
0N
UR
SE PRACTITIO
NER
NU
RSE PR
ACTITIO
NER
Operations M
anager
P41
26$
44,3
08
$6
5,70
3P1
100
Parks Environmental M
aintenance Supervisor
PARK
S STAFF ENVIR
SPEC
N4
14
9$
64,4
62
$9
0,25
3N
01
75
Parks Manager, Senior
PARK
S & R
EC MG
R V
Y33
08$
73,7
33
$1
20,9
23
Y30
00
Planning Section SupervisorPLAN
NIN
G AD
MIN
ISTRATO
R
N3
31
4$
63,9
82
$1
02,2
78
N0
19
0Planning Section Supervisor
PLANN
ING
SECTIO
N M
GR
P23
44$
63,9
82
$9
4,87
8P2
675
Real Estate O
fficerASSIST R
EAL ESTATE OFCR
N5
41
8$
63,9
82
$1
02,2
78
N0
19
0ZO
NIN
G O
FFICIAL
ZON
ING
OFFICIAL
12
0U
nified$
72
,44
4$
11
5,6
21
Y01
27$
60,9
37
$9
9,93
8Y1
00
0ACCO
UN
TING
MAN
AGER
ACCOU
NTIN
G M
ANAG
ER
Y77
13$
67,0
31
$1
09,9
31
Y20
00
AIRPO
RT M
ANAG
ERAIR
POR
T MAN
AGER
Y99
26$
67,0
31
$1
09,9
31
Y20
00
AIRPO
RT M
ANAG
ERAVIATIO
N B
US
INESS M
GR
N9
92
3$
56,7
93
$8
8,26
8N
01
70
AIRPO
RT M
ANAG
ERAVIATIO
N SEC
UR
ITY MG
R
Y82
10$
67,0
31
$1
09,9
31
Y20
00
Assistant to the Director
ASSIST TO O
FFICE D
IR
Y99
95$
81,1
07
$1
33,0
16
Y40
00
Assistant to the Director
ASSIST TO TH
E DEPT D
IR
Y23
92$
67,0
31
$1
09,9
31
Y20
00
CHIEF O
F ENER
GY/B
UILD
ING
AU
TOM
ATION
CH
IEF ENER
GY/B
LDG
AUTO
Y62
79$
67,0
31
$1
09,9
31
Y20
00
CLINIC
AL PSYCH
OLO
GIST
CLIN
ICAL PSYCH
OLO
GIS
T
N4
04
2$
56,7
93
$8
8,26
8N
01
70
Com
munity Library M
anager, SeniorASSIST R
EG LIB
RAR
Y MG
R
Wednesday, Septem
ber 30
, 201
5Page 2
6 of 4
010:21:16 P
M
Exhibit 1 Page 84 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
12
0U
nified$
72
,44
4$
11
5,6
21
N4
02
4$
56,7
93
$8
8,26
8N
01
70
Com
munity Library M
anager, SeniorLIB
RAR
IAN IV
DIR
ECTO
R O
F FLEET SERVICES
Y10
44$
67,0
31
$1
09,9
31
Y20
00
ECON
OM
IC DEVELO
PMEN
T M
ANAG
ERECO
NO
MIC
DEVELO
P MG
R
X74
78
$6
0,85
6$
97,4
94
X65
00
ELEVATOR
SECTION
SUPER
VISOR
ELEVATOR
SECTION
SUPV
Y51
08$
67,0
31
$1
09,9
31
Y20
00
EMER
GEN
CY MAN
AGEM
ENT
SECTIO
N M
ANAG
EREM
ERG
ENC
Y MG
MT SEC
TN M
GR
Y84
15$
67,0
31
$1
09,9
31
Y20
00
Environmental Program
Manager
AVIATION
ENV C
OM
PL MG
R
Y24
13$
60,9
37
$9
9,93
8Y1
00
0G
FLCVB
Manager
GFLC
VB M
GR
SPOR
TS DVLP
Y23
96$
67,0
31
$1
09,9
31
Y20
00
GFLC
VB M
anagerG
FLCVB M
KTG
SVCS DIR
Y62
96$
60,9
37
$9
9,93
8Y1
00
0H
OU
SING
& CO
MM
UN
ITY D
EVELOPM
ENT M
ANAG
ERH
OU
SE & C
OM
M D
VLP MG
R
Y23
21$
81,1
07
$1
33,0
16
Y40
00
Hum
an Resources M
anagerC
OM
P SVCS & R
ECRD
MG
R
Y23
22$
81,1
07
$1
33,0
16
Y40
00
Hum
an Resources M
anagerEM
P BEN
EFITS MG
R
Y23
24$
81,1
07
$1
33,0
16
Y40
00
Hum
an Resources M
anagerLAB
OR
RELATIO
NS M
GR
Y23
25$
81,1
07
$1
33,0
16
Y40
00
Hum
an Resources M
anagerSTAFFIN
G SER
VICES MG
R
N2
23
3$
63,9
82
$1
02,2
78
N0
19
0Inform
ation Systems Supervisor
BU
SINESS APPL AN
LY IV
N2
28
4$
63,9
82
$1
02,2
78
N0
19
0Inform
ation Systems Supervisor
INFO
RM
SYSTEMS AN
IV
N2
27
4$
63,9
82
$1
02,2
78
N0
19
0Inform
ation Systems Supervisor
SYSTEMS N
ETWO
RK
AN IV
N2
60
0$
63,9
82
$1
02,2
78
N0
19
0Inform
ation Systems Supervisor
TELECOM
PRO
GR
AM M
GR
N2
28
5$
63,9
82
$1
02,2
78
N0
19
0Inform
ation Technology SpecialistSEN
IOR
INFO
TECH SPEC
N7
32
4$
63,9
82
$1
02,2
78
N0
19
0LAB
OR
ATOR
Y MAN
AGER
LABO
RATO
RY M
ANAG
ER
Y83
01$
73,7
33
$1
20,9
23
Y30
00
LEGISLATIVE CO
OR
DIN
ATOR
LEGISLATIVE C
OO
RD
INATO
R
N4
13
3$
69,2
35
$1
02,6
68
N0
20
0PAR
KS SU
PERIN
TEND
ENT
PARK
S & R
EC SUPT
Y08
32$
67,0
31
$1
09,9
31
Y20
00
Port Maintenance M
anagerPE C
ON
T CRAN
E MAIN
T MG
R
Y09
37$
67,0
31
$1
09,9
31
Y20
00
Port Maintenance M
anagerPE SEAPO
RT M
AINT M
GR
Y94
12$
67,0
31
$1
09,9
31
Y20
00
Public Information O
fficerAVIATIO
N PU
BLIC
INFO
OFF
Y09
35$
67,0
31
$1
09,9
31
Y20
00
Public Information O
fficerPE CO
RP &
COM
MU
N R
EL MG
R
Y22
97$
67,0
31
$1
09,9
31
Y20
00
Public Information O
fficerSM
ALL BU
SINESS D
EV MG
R
Y27
02$
67,0
31
$1
09,9
31
Y20
00
PUR
CHASIN
G M
ANAG
ERPU
RC
HASIN
G M
ANAG
ER
Wednesday, Septem
ber 30
, 201
5Page 2
7 of 4
010:21:16 P
M
Exhibit 1 Page 85 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
12
0U
nified$
72
,44
4$
11
5,6
21
Y22
55$
73,7
33
$1
20,9
23
Y30
00
REG
ION
AL E91
1
CO
MM
UN
ICATIO
NS
MAN
AGER
REG
ION
AL E91
1 C
OM
M M
GR
Y10
65$
67,0
31
$1
09,9
31
Y20
00
Revenue, Tax and R
ecords M
anager, SeniorSEN
IOR
MG
R R
EC/TAXES/TR
S
Y10
09$
60,9
37
$9
9,93
8Y1
00
0R
isk Manager
RISK
INS
/CO
NTR
ACTS MG
R
Y54
56$
67,0
31
$1
09,9
31
Y20
00
SAFETY & O
CC
UPATIO
NAL H
EALTH
MAN
AGER
SAFETY/OC
CU
P HLTH
MG
R
SMALL B
USIN
ESS DEVELO
PMEN
T M
ANAG
ER
Y31
57$
67,0
31
$1
09,9
31
Y20
00
Survey Section Supervisor
SUR
VEYOR
/MAPPER
MAN
AGER
Y79
50$
67,0
31
$1
09,9
31
Y20
00
TRAN
SIT MAN
AGER
FLEET MAN
AGER
Y34
01$
67,0
31
$1
09,9
31
Y20
00
TRAN
SIT MAN
AGER
TRAN
SIT MAN
AGER
Y64
09$
67,0
31
$1
09,9
31
Y20
00
WATER
RESO
UR
CES M
ANAG
ERW
ATER R
ESO
UR
CES M
ANAG
ER
12
1U
nified$
77
,87
7$
12
4,2
92
P54
25$
69,2
35
$1
02,6
68
P28
25B
UILD
ING
OFFICIAL
BU
ILDIN
G O
FFICIAL
Business D
evelopment M
anager, Senior
Y23
65$
60,9
37
$9
9,93
8Y1
00
0B
usiness Manager
BU
SINESS O
PERATIO
NS
MG
R
Y40
30$
67,0
31
$1
09,9
31
Y20
00
Business M
anagerLIB
RAR
IES BU
SINESS AD
MIN
Y62
78$
73,7
33
$1
20,9
23
Y30
00
CLINIC
AL DIR
ECTOR
CLIN
ICAL DIR
ECTOR
Y31
29$
73,7
33
$1
20,9
23
Y30
00
Construction Project Managem
ent Supervisor
ENV EN
G PLAN
& D
EV MG
R
Y31
10$
73,7
33
$1
20,9
23
Y30
00
Construction Project Managem
ent Supervisor
PRO
JECT MAN
AGER
IV
Y31
26$
73,7
33
$1
20,9
23
Y30
00
Engineering Unit Supervisor
ENG
INEER
IV
Wednesday, Septem
ber 30
, 201
5Page 2
8 of 4
010:21:16 P
M
Exhibit 1 Page 86 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
12
1U
nified$
77
,87
7$
12
4,2
92
E09
29
$7
5,9
46
$1
24
,55
0E3
00
0Enterprise Assistant D
irector of Adm
inistrationPE ASSIST D
IR AD
MIN
Enterprise Assistant Director of
Planning
Enterprise Assistant Director of
Security
Y63
77$
73,7
33
$1
20,9
23
Y30
00
EVALUATIO
N &
PLANN
ING
AD
MIN
ISTRATO
REVALU
ATION
/PLAN AD
MIN
Y26
01$
73,7
33
$1
20,9
23
Y30
00
INFO
RM
ATION
SYSTEM
S MAN
AGER
CO
MM
UN
IC MG
R
Y22
54$
67,0
31
$1
09,9
31
Y20
00
INFO
RM
ATION
SYSTEM
S MAN
AGER
CO
MM
UN
IC SYS M
GR
Y22
11$
73,7
33
$1
20,9
23
Y30
00
INFO
RM
ATION
SYSTEM
S MAN
AGER
DATA C
ENTER
OPS M
GR
Y29
04$
73,7
33
$1
20,9
23
Y30
00
INFO
RM
ATION
SYSTEMS M
ANAG
ERD
ESKTO
P SUPP SVCS M
GR
Y22
90$
67,0
31
$1
09,9
31
Y20
00
INFO
RM
ATION
SYSTEM
S MAN
AGER
INFO
RM
SYSTEM
S MG
R
Y23
68$
73,7
33
$1
20,9
23
Y30
00
INFO
RM
ATION
SYSTEM
S MAN
AGER
SENIO
R W
EB TEC AR
CH
ITECT
Y10
25$
67,0
31
$1
09,9
31
Y20
00
INFO
RM
ATION
SYSTEM
S MAN
AGER
SYSTEMS C
ON
SULTIN
G M
GR
Y22
35$
73,7
33
$1
20,9
23
Y30
00
INFO
RM
ATION
SYSTEMS M
ANAG
ERSYSTEM
S/PRO
GR
AM M
GR
Y54
88$
73,7
33
$1
20,9
23
Y30
00
NATU
RAL R
ESOU
RCES
AD
MIN
ISTRATO
RN
ATUR
AL RESO
UR
CES AD
MIN
N6
23
9$
60,8
56
$9
7,49
4N
01
80
NU
RSIN
G D
IRECTO
RN
UR
SING
DIR
ECTO
R
Y53
08$
81,1
07
$1
33,0
16
Y40
00
Regulated B
usiness Administrator
CO
NSU
MER
PRO
TECT ADM
IN
N7
96
4$
69,2
35
$1
02,6
68
N0
20
0R
egulated Business Adm
inistratorPER
MIT/LIC
/CON
PR SC M
GR
Y54
07$
67,0
31
$1
09,9
31
Y20
00
VETERIN
ARIAN
VETERIN
ARIAN
Y19
20$
73,7
33
$1
20,9
23
Y30
00
WEB
SITE MAN
AGER
WEB
SITE MAN
AGER
12
2U
nified$
83
,71
8$
13
3,6
14
Wednesday, Septem
ber 30
, 201
5Page 2
9 of 4
010:21:16 P
M
Exhibit 1 Page 87 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
12
2U
nified$
83
,71
8$
13
3,6
14
E10
15
$7
5,9
46
$1
24
,55
0E3
00
0ASSIS
TANT D
IREC
TOR
OF
ACCOU
NTIN
GASSIST D
IR ACC
OU
NTIN
G
Y81
49$
81,1
07
$1
33,0
16
Y40
00
Assistant Director of Anim
al Care &
AdoptionAN
IMAL CAR
E SVCS ADM
IN
E11
10
$6
9,0
42
$1
13
,23
0E2
00
0ASSIS
TANT D
IREC
TOR
OF
CO
MM
UN
ITY PARTN
ERSH
IPASSIST D
IR C
OM
M PAR
TNSH
P
E81
20
$7
5,9
46
$1
24
,55
0E3
00
0ASSIS
TANT D
IREC
TOR
OF
CON
STRU
CTION
MAN
AGEM
ENT
ASSIST DIR
CO
NSTR
C M
GM
T
E23
05
$7
5,9
46
$1
24
,55
0E3
00
0ASSIS
TANT D
IREC
TOR
OF
ECON
OM
IC &
SMALL B
USIN
ESS D
EVELOPM
ENT
ASSIST DIR
ECON
/SM B
USIN
E63
72
$6
9,0
42
$1
13
,23
0E2
00
0ASSIS
TANT D
IREC
TOR
OF ELD
ERLY
& VETER
EN'S SER
VICES
ASSIST DIR
ELDER
LY/VETS
E51
04
$6
9,0
42
$1
13
,23
0E2
00
0ASSIS
TANT D
IREC
TOR
OF
EMER
GEN
CY MAN
AGEM
ENT
ASSIST DIR
EMER
G M
GM
T
E75
19
$6
9,0
42
$1
13
,23
0E2
00
0ASSIS
TANT D
IREC
TOR
OF
FACILITIES M
AINTEN
ANCE
ASSIST DIR
FACIL M
AINT
E80
33
$6
9,0
42
$1
13
,23
0E2
00
0ASSIS
TANT D
IREC
TOR
OF FAM
ILY SU
CCESS AD
MIN
ISTRATIO
NASSIST D
IR FAM
SUC
C AD
MN
E31
28
$8
3,5
40
$1
37
,00
6E4
00
0ASSIS
TANT D
IREC
TOR
OF H
IGH
WAY
CON
STRU
CTION
/ENG
INEER
ING
ASSIST DIR
HW
Y/CO
NST/EN
G
E62
98
$7
5,9
46
$1
24
,55
0E3
00
0ASSIS
TANT D
IREC
TOR
OF H
OU
SING
&
CO
MM
UN
ITY DEVELO
PMEN
TASSIST D
IR H
S & C
OM
M D
VP
E23
20
$8
3,5
40
$1
37
,00
6E4
00
0ASSIS
TANT D
IREC
TOR
OF H
UM
AN
RESO
UR
CES
ASSIST DIR
HU
MAN
RESR
CS
E80
81
$8
3,5
40
$1
37
,00
6E4
00
0ASSIS
TANT D
IREC
TOR
OF
PERM
ITTING
, LICENSIN
G &
CO
NSU
MER
PRO
TECTION
ASSIST DIR
PERM
/LIC/CON
S
E81
12
$8
3,5
40
$1
37
,00
6E4
00
0ASSIS
TANT D
IREC
TOR
OF
PLANN
ING
& EN
VIRO
NM
ENTAL
REG
ULATIO
N
ASST DIR
PLAN EN
V REG
Y54
34$
81,1
07
$1
33,0
16
Y40
00
Assistant Director of Pollution
Prevention, Rem
ediation & Air
Quality
ENVIR
ASSESS/R
EMED
MG
R
Wednesday, Septem
ber 30
, 201
5Page 3
0 of 4
010:21:16 P
M
Exhibit 1 Page 88 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
12
2U
nified$
83
,71
8$
13
3,6
14
E31
38
$8
3,5
40
$1
37
,00
6E4
00
0ASSIS
TANT D
IREC
TOR
OF PU
BLIC
C
OM
MU
NIC
ATION
SASSIST D
IR PU
BLIC C
OM
MU
N
E23
75
$7
5,9
46
$1
24
,55
0E3
00
0ASSIS
TANT D
IREC
TOR
OF
PUR
CHASIN
GASSIST D
IR PU
RCH
ASING
E10
62
$8
3,5
40
$1
37
,00
6E4
00
0ASSIS
TANT D
IREC
TOR
OF
REC
OR
DS, TAXES &
TREASU
RY
ASSIST DIR
REC
/TAXES/TR
S
E10
06
$7
5,9
46
$1
24
,55
0E3
00
0ASSISTAN
T DIR
ECTO
R O
F RISK
M
ANAG
EMEN
TASSIST D
IR R
ISK
MG
MT
ASSISTAN
T DIR
ECTO
R O
F SEAPOR
T EN
GIN
EERIN
G
E34
31
$8
3,5
40
$1
37
,00
6E4
00
0ASSIS
TANT D
IREC
TOR
OF TR
AFFIC EN
GIN
EERIN
GASSIST D
IR TR
AFFIC EN
G
E20
72
$8
3,5
40
$1
37
,00
6E4
00
0ASSIS
TANT D
IREC
TOR
OF W
ASTE &
REC
YLING
SERVIEC
SASST D
IR W
ST & R
CL SVC
S
E73
67
$6
9,0
42
$1
13
,23
0E2
00
0ASSIS
TANT D
IREC
TOR
OF
WATER
/WASTEW
ATER O
PERATIO
NS
ASSIST DIR
WATER
/WSW
OPS
Y23
34$
81,1
07
$1
33,0
16
Y40
00
BU
DG
ET & M
ANAG
EMEN
T PR
OG
RAM
MAN
AGER
BU
DG
ET & M
GM
T PRO
G M
GR
Y27
03$
81,1
07
$1
33,0
16
Y40
00
CH
IEF NEG
OTIATO
RC
HIEF N
EGO
TIATOR
Y98
85$
81,1
07
$1
33,0
16
Y40
00
CHIEF O
F MED
ICAL EXAMIN
ER
OPER
ATION
SC
HIEF O
F MED
EXAM O
PS
Y62
19$
81,1
07
$1
33,0
16
Y40
00
CHIEF TO
XICOLO
GIST
CH
IEF TOXICO
LOG
IST
Engineering Capital Program
Administrator
E09
31
$7
5,9
46
$1
24
,55
0E3
00
0Enterprise Assistant D
irector of B
usinessPE ASSIST D
IR B
USN
DEV
E09
32
$8
9,2
19
$1
46
,31
7E5
00
0Enterprise Assistant D
irector of B
usinessPE D
IR B
US
N D
EVELOPM
ENT
E09
38
$7
5,9
46
$1
24
,55
0E3
00
0Enterprise Assistant D
irector of Finance
PE ASSIST DIR
FINAN
CE
Finance Supervisor
Y23
84$
73,7
33
$1
20,9
23
Y30
00
GFLC
VB M
anager, SeniorG
FLCVB
DIR
MU
LTICLT TO
UR
Wednesday, Septem
ber 30
, 201
5Page 3
1 of 4
010:21:16 P
M
Exhibit 1 Page 89 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
12
2U
nified$
83
,71
8$
13
3,6
14
Y23
97$
73,7
33
$1
20,9
23
Y30
00
GFLC
VB M
anager, SeniorG
FLCVB D
IR SALES/M
KTG
Y23
95$
81,1
07
$1
33,0
16
Y40
00
GFLC
VB M
anager, SeniorG
FLCVB R
EG D
IR O
F SALES
Y23
93$
73,7
33
$1
20,9
23
Y30
00
GFLC
VB M
anager, SeniorG
FLCVB
VICE PR
ES CO
MM
N2
41
2$
81,1
07
$1
33,0
16
Y40
00
GFLC
VB M
anager, SeniorG
FLCVB
VP FILM/EN
TRTN
MT
Y24
17$
81,1
07
$1
33,0
16
Y40
00
GFLC
VB M
anager, SeniorG
FLCVB
VP SALES/MAR
KET
N4
04
3$
60,8
56
$9
7,49
4N
01
80
Library Regional M
anagerR
EGIO
NAL LIB
RAR
Y MG
R
Y81
38$
73,7
33
$1
20,9
23
Y30
00
REAL PR
OPER
TY DIR
ECTOR
REAL PR
OPER
TY DIR
12
3U
nified$
89
,99
7$
14
3,6
35
E80
38
$8
9,2
19
$1
46
,31
7E5
00
0D
IREC
TOR
OF B
RO
WAR
D AD
ICTION
R
ECO
VERY
DIR
BW
D AD
REC
VRY
E11
11
$8
9,2
19
$1
46
,31
7E5
00
0D
IREC
TOR
OF CO
MM
UN
ITY PAR
TNER
SHIP
DIR
CO
MM
UN
ITY PARTN
RS
HP
E80
49
$8
3,5
40
$1
37
,00
6E4
00
0D
IREC
TOR
OF CU
LTUR
AL AFFAIRS
DIR
CULTU
RAL AFFAIR
S
E80
37
$8
9,2
19
$1
46
,31
7E5
00
0D
IREC
TOR
OF ELD
ERLY &
VETER
AN'S SER
VICES
DIR
ELDER
LY/VETERAN
S SV
E81
26
$8
3,5
40
$1
37
,00
6E4
00
0D
irector of ERP
DIR
ERP B
US IN
TEGR
ATION
E80
32
$8
9,2
19
$1
46
,31
7E5
00
0D
IREC
TOR
OF FAM
ILY SUCCESS
ADM
INISTR
ATION
DIR
FAMILY SU
CC
ESS ADM
IN
DIR
ECTO
R O
F INFO
RM
ATION
TECH
NO
LOG
Y SECU
RITY
E20
71
$9
8,1
41
$1
60
,95
0E6
00
0D
IREC
TOR
OF SO
LID W
ASTE &
RECYCLIN
G SER
VICESD
IR SO
LID W
ASTE REC
SVC
S
Wednesday, Septem
ber 30
, 201
5Page 3
2 of 4
010:21:16 P
M
Exhibit 1 Page 90 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
12
3U
nified$
89
,99
7$
14
3,6
35
E81
60
$8
3,5
40
$1
37
,00
6E4
00
0D
IREC
TOR
OF W
ATER
MAN
AGEM
ENT
DIR
WATER
MG
MT
Y22
49$
81,1
07
$1
33,0
16
Y40
00
E91
1 C
OM
MU
NICATIO
NS
ADM
INISTR
ATOR
E91
1 C
OM
M AD
MIN
ISTRATO
R
E09
33
$7
5,9
46
$1
24
,55
0E3
00
0Enterprise Assistant D
irector of Capital Projects
ASSIST DIR
SEAPOR
T ENG
E84
19
$7
5,9
46
$1
24
,55
0E3
00
0Enterprise Assistant D
irector of Capital Projects
AVIATION
ASST D
IR AIR
EX
E84
05
$6
9,0
42
$1
13
,23
0E2
00
0Enterprise Assistant D
irector of Facilities/M
aintenanceAVIATIO
N AS
ST DIR
MAIN
T
Y75
18$
60,9
37
$9
9,93
8Y1
00
0Enterprise Assistant D
irector of Facilities/M
aintenanceFAC
IL MAIN
T-OPS SU
PT
E73
67
$6
9,0
42
$1
13
,23
0E2
00
0Enterprise Assistant D
irector of O
perationsASSIST D
IR W
ATER/W
SW O
PS
E09
40
$7
5,9
46
$1
24
,55
0E3
00
0Enterprise Assistant D
irector of O
perationsPE ASSIST D
IR O
PER
E84
07
$8
3,5
40
$1
37
,00
6E4
00
0Enterprise D
irector of Adm
inistrationAVIATIO
N D
IR AD
MIN
E09
30
$8
9,2
19
$1
46
,31
7E5
00
0Enterprise D
irector of Adm
inistrationPE D
IR AD
MIN
ISTRATIO
N
Enterprise Director of Planning
Y99
22$
83,5
40
$1
37,0
06
E40
00
Enterprise Director of Security
AVIATION
SECU
RITY D
IR
E22
44
$8
3,5
40
$1
37
,00
6E4
00
0Inform
ation Systems Adm
inistratorD
IR APPLICATIO
N SER
VICES
E24
00
$8
3,5
40
$1
37
,00
6E4
00
0Inform
ation Systems Adm
inistratorD
IR IN
FRAS
TRU
CTUR
E SVCS
E22
76
$8
3,5
40
$1
37
,00
6E4
00
0Inform
ation Systems Adm
inistratorD
IR IT B
USIN
ESS SERVICES
E73
71
$8
3,5
40
$1
37
,00
6E4
00
0Inform
ation Systems D
irectorD
IR W
ATER/W
SW IN
FO TECH
Y82
99$
81,1
07
$1
33,0
16
Y40
00
LEGIS
LATIVE COU
NSEL
LEGISLATIVE C
OU
NSEL
Y34
01$
67,0
31
$1
09,9
31
Y20
00
Transit Director
TRAN
SIT MAN
AGER
Wednesday, Septem
ber 30
, 201
5Page 3
3 of 4
010:21:16 P
M
Exhibit 1 Page 91 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
12
4U
nified$
96
,74
7$
15
4,4
08
Y23
90$
81,1
07
$1
33,0
16
Y40
00
Administrative M
anagerG
FLCVB
VICE PR
ES ADM
IN
E80
40
$8
9,2
19
$1
46
,31
7E5
00
0ASSIS
TANT D
IREC
TOR
OF
ENTER
PRISE TECH
NO
LOG
Y SER
VICES
ASSIST DIR
ETS
E80
12
$8
3,5
40
$1
37
,00
6E4
00
0ASSIS
TANT D
IREC
TOR
OF
LIBR
ARIES
ASSIST DIR
LIBR
ARIES
E81
51
$9
8,1
41
$1
60
,95
0E6
00
0ASSIS
TANT D
IREC
TOR
OF
MAN
AGEM
ENT &
BU
DG
ETASSIST D
IR M
GM
T/BU
DG
ET
E81
50
$8
9,2
19
$1
46
,31
7E5
00
0D
IREC
TOR
OF AN
IMAL C
ARE &
AD
OPTIO
ND
IR AN
IMAL CAR
E & AD
OPT
E81
44
$9
8,1
41
$1
60
,95
0E6
00
0D
irector of Economic &
Small
Business D
evelopment
RH
S DIR
ECON
/SM B
USN
DEV
E82
07
$9
8,1
41
$1
60
,95
0E6
00
0D
IREC
TOR
OF EM
ERG
ENC
Y M
ANAG
EMEN
TD
IR EM
ERG
ENCY M
GM
T
E62
99
$8
9,2
19
$1
46
,31
7E5
00
0D
IREC
TOR
OF H
OU
SING
&
CO
MM
UN
ITY DEVELO
PMEN
TD
IR H
OU
SE & CO
MM
DVLP
E82
04
$9
8,1
41
$1
60
,95
0E6
00
0D
irector of Intergovernmental
Affairs & Professional Standards
RH
S DIR
INTR
GV AF/PF STD
E62
16
$8
9,2
19
$1
46
,31
7E5
00
0D
IREC
TOR
OF N
ATUR
AL R
ESOU
RC
ES PLANN
ING
DIR
NATU
RAL R
ESRC
S PLAN
E80
82
$8
9,2
19
$1
46
,31
7E5
00
0D
IREC
TOR
OF PER
MITTIN
G,
LICENSIN
G &
CON
SUM
ER
PRO
TECTIO
N
DIR
PERM
IT/LIC/CON
S PRO
T
DIR
ECTO
R O
F PLANN
ING
&
ENVIR
ON
MEN
TAL REG
ULATIO
N
E62
07
$8
9,2
19
$1
46
,31
7E5
00
0D
IREC
TOR
OF PO
LLUTIO
N
PREVEN
TION
, REM
EDIATIO
N &
AIR
QU
ALITY
DIR
POLL PR
EV/REM
/AIR
E31
37
$9
8,1
41
$1
60
,95
0E6
00
0D
irector of Public Com
munication
RH
S DIR
PUB
LIC C
OM
MU
NIC
E84
03
$8
3,5
40
$1
37
,00
6E4
00
0Enterprise D
irector of Business
AVIATION
DIR
BU
SINESS
E81
00
$8
3,5
40
$1
37
,00
6E4
00
0Enterprise D
irector of FinanceAVIATIO
N D
IR FIN
ANCE
E73
59
$8
3,5
40
$1
37
,00
6E4
00
0Enterprise D
irector of FinanceFIN
ANC
E DIR
WATER
/WW
E09
39
$8
3,5
40
$1
37
,00
6E4
00
0Enterprise D
irector of FinancePE D
IR FIN
ANCE
Wednesday, Septem
ber 30
, 201
5Page 3
4 of 4
010:21:16 P
M
Exhibit 1 Page 92 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
12
4U
nified$
96
,74
7$
15
4,4
08
Z98
93
$9
8,14
1$
160
,95
0Z8
00
5ER
P PRO
JECT ADM
INISTR
ATOR
ERP PR
OJECT AD
MIN
Finance Manager
12
5U
nified$
10
4,0
03
$1
65
,98
8
E81
02
$9
8,1
41
$1
60
,95
0E6
00
0Assistant to the C
ounty Adm
inistratorR
HS ASST TO
CO
UN
TY ADM
IN
E20
07
$9
8,1
41
$1
60
,95
0E6
00
0D
EPUTY D
IREC
TOR
OF
ENVIR
ON
MEN
TAL PRO
TECTION
&
GR
OW
TH M
ANAG
EMEN
T
DEPU
TY DIR
ENV PR
OT/G
WTH
E80
62
$7
5,9
46
$1
24
,55
0E3
00
0D
eputy Director of G
FLCVB
DEPU
TY DIR
CON
V CTR
E80
63
$9
8,1
41
$1
60
,95
0E6
00
0D
eputy Director of G
FLCVB
GFLCVB
VICE PRESID
ENT
E83
08
$9
8,1
41
$1
60
,95
0E6
00
0D
EPUTY D
IREC
TOR
OF H
UM
AN
SERVIC
ESD
EPUTY D
IR H
UM
AN SVCS
E80
80
$8
9,2
19
$1
46
,31
7E5
00
0D
IREC
TOR
OF AC
COU
NTIN
GD
IR AC
CO
UN
TING
E81
19
$8
3,5
40
$1
37
,00
6E4
00
0D
IREC
TOR
OF CO
NSTR
UC
TION
M
ANAG
EMEN
T/COU
NTY AR
CHITECT
DIR
CO
NST M
GM
T/CO
ARC
H
E81
10
$9
8,1
41
$1
60
,95
0E6
00
0D
IREC
TOR
OF FACILITIES
MAN
AGEM
NT
DIR
FACILITIES
MAN
AGEM
NT
E81
16
$8
9,2
19
$1
46
,31
7E5
00
0D
IREC
TOR
OF H
IGH
WAY/B
RID
GE
MAIN
TENAN
CE
DIR
HW
Y/BR
IDG
E MAIN
T
E80
57
$9
8,1
41
$1
60
,95
0E6
00
0D
IREC
TOR
OF H
UM
AN R
ESOU
RCES
DIR
HU
MAN
RESO
UR
CES
E81
13
$9
8,1
41
$1
60
,95
0E6
00
0D
IREC
TOR
OF PU
RC
HASIN
GD
IR PU
RCH
ASING
E80
65
$8
3,5
40
$1
37
,00
6E4
00
0D
irector of Rail
DIR
OF R
AIL
Wednesday, Septem
ber 30
, 201
5Page 3
5 of 4
010:21:16 P
M
Exhibit 1 Page 93 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
12
5U
nified$
10
4,0
03
$1
65
,98
8
E10
61
$9
8,1
41
$1
60
,95
0E6
00
0D
IREC
TOR
OF R
ECOR
DS, TAXES &
TR
EASUR
YD
IR R
EC/TAXES/TRS
E81
59
$8
9,2
19
$1
46
,31
7E5
00
0D
IREC
TOR
OF R
ISK M
ANAG
EMEN
TD
IR R
ISK M
ANAG
EMEN
T
DIR
ECTO
R O
F SEAPOR
T EN
GIN
EERIN
G &
CON
STRU
CTION
E80
87
$8
9,2
19
$1
46
,31
7E5
00
0D
IREC
TOR
OF TR
AFFIC EN
GIN
EERIN
GD
IR TR
AFFIC ENG
INEER
ING
DIR
ECTO
R O
F W
ATER/W
ASTEWATER
EN
GIN
EERIN
G
DIR
ECTO
R O
F W
ATER/W
ASTEWATER
OPER
ATION
S
E80
94
$8
3,5
40
$1
37
,00
6E4
00
0Enterprise D
irector of Capital Projects
AVIATION
DIR
AIRPO
RT EXP
E84
08
$8
3,5
40
$1
37
,00
6E4
00
0Enterprise D
irector of Capital Projects
AVIATION
DIR
CAPITAL IM
P
E09
34
$8
3,5
40
$1
37
,00
6E4
00
0Enterprise D
irector of Capital Projects
DIR
SEAPOR
T ENG
/CO
NS
TRU
C
E73
66
$8
3,5
40
$1
37
,00
6E4
00
0Enterprise D
irector of Capital Projects
DIR
WATER
/WASTEW
ATER EN
G
E84
04
$8
3,5
40
$1
37
,00
6E4
00
0Enterprise D
irector of Facilities/M
aintenanceAVIATIO
N D
IR M
AINT
E84
01
$8
3,5
40
$1
37
,00
6E4
00
0Enterprise D
irector of Operations
AVIATION
DIR
OPER
ATION
S
E73
68
$8
3,5
40
$1
37
,00
6E4
00
0Enterprise D
irector of Operations
DIR
WATER
/WASTEW
ATER O
PS
E09
41
$8
3,5
40
$1
37
,00
6E4
00
0Enterprise D
irector of Operations
PE DIR
OPER
ATION
S
Wednesday, Septem
ber 30
, 201
5Page 3
6 of 4
010:21:16 P
M
Exhibit 1 Page 94 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
12
6U
nified$
11
1,8
03
$1
78
,43
7
E80
60
$9
8,1
41
$1
60
,95
0E6
00
0ASSIS
TANT D
IREC
TOR
OF PU
BLIC
W
OR
KS
ASSIST DIR
PUB
LIC W
OR
KS
E80
83
$8
9,2
19
$1
46
,31
7E5
00
0D
IREC
TOR
OF H
IGH
WAY
CON
STRU
CTION
/ENG
INEER
ING
DIR
HW
Y/CON
STRU
CTION
/ENG
E80
54
$9
8,1
41
$1
60
,95
0E6
00
0D
IREC
TOR
OF LIB
RAR
IESD
IR LIB
RAR
IES
E805
2$
107
,95
4$
177
,04
8E7
00
0D
irector of Managem
ent & B
udgetR
HS D
IR M
ANAG
EMEN
T/BU
DG
T
E80
56
$9
8,1
41
$1
60
,95
0E6
00
0D
IREC
TOR
OF PAR
KS
&
REC
REATIO
ND
IR PAR
KS &
REC
REATIO
N
E22
45
$8
9,2
19
$1
46
,31
7E5
00
0D
irector of Regional
Com
munications &
TechnologyD
IR C
OM
M TECH
NO
LOG
Y
E80
59
$9
8,1
41
$1
60
,95
0E6
00
0D
IREC
TOR
OF W
ATER &
W
ASTEWATER
SERVICES
DIR
WATER
& W
STWATER
SVC
12
7U
nified$
12
0,1
88
$1
91
,82
0
E842
9$
122
,92
8$
201
,60
8E9
03
0Assistant D
irector of AviationASSIST D
IR AV AD
MIN
/FIN
E809
5$
122
,92
8$
201
,60
8E9
03
0Assistant D
irector of AviationASSIST D
IR AV AIR
POR
T DV
E095
7$
122
,92
8$
201
,60
8E9
03
0Assistant D
irector of Port Everglades
PE ASSIT DIR
POR
T STR PL
Deputy Chief Financial O
fficer
E80
51
$9
8,1
41
$1
60
,95
0E6
00
0D
EPUTY D
IREC
TOR
OF PU
BLIC
W
OR
KS
DEPU
TY DIR
PUB
LIC W
OR
KS
E815
2$
101
,37
9$
168
,00
6E6
04
0D
EPUTY D
IREC
TOR
OF
TRAN
SPOR
TATION
DEPU
TY DIR
OF TR
ANSPO
RT
D8
01
1$
107
,95
4$
177
,04
9D
20
20
Director of H
uman Services
RH
S DIR
HU
MAN
SERVICES
Wednesday, Septem
ber 30
, 201
5Page 3
7 of 4
010:21:16 P
M
Exhibit 1 Page 95 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
12
8U
nified$
12
9,2
02
$2
06
,20
7
P87
02$
125
,87
2$
212
,18
0P6
000
ASSOC
IATE MED
ICAL EXAMIN
ERASSO
C MED
ICAL EXAM
E805
3$
120
,99
9$
189
,99
9E9
01
0Chief Inform
ation Officer
CH
IEF INFO
RM
ATION
OFFC
R
D8
12
5$
107
,95
4$
177
,04
9D
20
20
Director of Environm
ental Protection &
Grow
th Managem
entR
HS D
IR EN
VR PR
OT/G
RO
WTH
E805
8$
107
,95
4$
177
,04
8E7
00
0D
irector of GFLC
VBR
HS G
FLCVB
PRESID
ENT
Z62
51
$1
49
,96
8$
20
3,5
28
Z84
85
PHYSIC
IANPH
YSICIAN
12
9U
nified$
13
8,8
92
$2
21
,67
2
E81
02
$9
8,1
41
$1
60
,95
0E6
00
0Assistant County Adm
inistratorR
HS ASST TO
COU
NTY AD
MIN
E808
8$
134
,76
9$
221
,02
0E9
05
0D
EPUTY D
IREC
TOR
OF AVIATIO
ND
EPUTY D
IR AVIATIO
N
E094
5$
134
,76
9$
221
,02
0E9
05
0D
EPUTY D
IRECTO
R O
F POR
T EVER
GLAD
ESD
EPUTY D
IR PO
RT EVER
Z83
06
$1
68
,41
9$
25
0,2
29
Z70
00
Medical D
irectorH
UM
AN SVC
S MED
ICAL D
IR
13
0U
nified$
14
9,3
09
$2
38
,29
8
D8
01
0$
122
,92
8$
201
,60
8D
10
00
Chief Financial Officer
RH
S CFO/D
IR FIN
/ADM
SVCS
Z87
03
$1
37
,82
7$
22
6,0
37
Z80
81
DEPU
TY CHIEF M
EDIC
AL EXAMIN
ERD
EPUTY C
HIEF M
ED EXAM
Wednesday, Septem
ber 30
, 201
5Page 3
8 of 4
010:21:16 P
M
Exhibit 1 Page 96 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
13
0U
nified$
14
9,3
09
$2
38
,29
8
D8
01
4$
122
,92
8$
201
,60
8D
10
00
Director of Public W
orksR
HS D
IR PU
BLIC
WO
RK
S
D8
05
5$
122
,92
8$
201
,60
8D
10
00
Director of Transportation
RH
S DIR
TRAN
SPOR
TATION
13
1U
nified$
16
0,5
08
$2
56
,17
0
D8
00
0$
134
,94
3$
221
,42
2D
30
30
Deputy County Adm
inistratorR
HS D
EPUTY C
OU
NTY AD
MIN
13
2U
nified$
17
2,5
46
$2
75
,38
3
Z87
04
$1
81
,79
4$
28
8,3
99
Z85
85
Chief Medical Exam
inerR
HS CH
IEF MED
EXAMIN
ER
D2
01
5$
283
,24
9$
283
,24
9D
45
45
Director of Aviation
RH
S DIR
AVIATION
D0
94
6$
149
,34
9$
262
,24
7D
44
00
Director of Port Everglades
RH
S DIR
POR
T EVERG
LADES
Wednesday, Septem
ber 30
, 201
5Page 3
9 of 4
010:21:16 P
M
Exhibit 1 Page 97 of 103
Brow
ard County, FL
Class Comparison List by Proposed Pay G
rade
Pay PlanG
rade
Payroll TitleO
perational TitleM
in M
ax
Annual R
ange
Code
Grade
13
3U
nified$
18
5,4
87
$2
96
,03
6
13
4U
nified$
19
9,3
98
$3
18
,23
9
Z98
71
$2
98
,70
0$
29
8,7
00
Z50
50
County Administrator
RH
S COU
NTY AD
MIN
ISTRATO
R
13
5U
nified$
21
4,3
53
$3
42
,10
7
Wednesday, Septem
ber 30
, 201
5Page 4
0 of 4
010:21:17 P
M
Exhibit 1 Page 98 of 103
Proposed Pay Grades
Tuesday, September 2
9, 2
015
Page 17
:05
PM
Exhibit 1 Page 99 of 103
Min
Max
Pay PlanU
nified
Grade
Proposed Pay Grades - B
roward County, FL
Annual
F/T Annual Days
26
0
F/T Annual Hours
20
80
$1
8,3
33
$29
,26
01
01
$1
9,7
08
$31
,45
51
02
$2
1,1
86
$33
,81
41
03
$2
2,7
75
$36
,35
01
04
$2
4,4
84
$39
,07
61
05
$2
6,3
20
$42
,00
71
06
$2
8,2
94
$45
,15
71
07
$3
0,4
16
$48
,54
41
08
$3
2,6
97
$52
,18
51
09
$3
5,1
49
$56
,09
81
10
$3
7,7
86
$60
,30
61
11
$4
0,6
19
$64
,82
91
12
$4
3,6
66
$69
,69
11
13
$4
6,9
41
$74
,91
81
14
$5
0,4
61
$80
,53
71
15
$5
4,2
46
$86
,57
71
16
$5
8,3
15
$93
,07
01
17
$6
2,6
88
$10
0,0
50
118
$6
7,3
90
$10
7,5
54
119
$7
2,4
44
$11
5,6
21
120
$7
7,8
77
$12
4,2
92
121
$8
3,7
18
$13
3,6
14
122
$8
9,9
97
$14
3,6
35
123
$9
6,7
47
$15
4,4
08
124
$10
4,003
$16
5,9
88
125
$11
1,803
$17
8,4
37
126
$12
0,188
$19
1,8
20
127
$12
9,202
$20
6,2
07
128
Tuesday, September 2
9, 2
015
Page 27
:05
PM
Exhibit 1 Page 100 of 103
Min
Max
Pay PlanU
nified
Grade
Proposed Pay Grades - B
roward County, FL
Annual
F/T Annual Days
26
0
F/T Annual Hours
20
80
$13
8,892
$22
1,6
72
129
$14
9,309
$23
8,2
98
130
$16
0,508
$25
6,1
70
131
$17
2,546
$27
5,3
83
132
$18
5,487
$29
6,0
36
133
$19
9,398
$31
8,2
39
134
$21
4,353
$34
2,1
07
135
Tuesday, September 2
9, 2
015
Page 37
:05
PM
Exhibit 1 Page 101 of 103
Management Advisory Group International, Inc. 2015
SECTION 6.0 Broward County, Florida IMPLEMENTATION COST PROJECTION
Exhibit 1 Page 102 of 103
6.0 Broward County, Florida Final Report
Management Advisory Group International, Inc. 2015 1-1
Section 6: Implementation Cost Summary
Overall Cost Summary Cost to bring employees to the minimum of their new pay grade: $5,306,427 % of Employees impacted: 28% Cost to move employees to their “target salary” w/$4,000 cap: $5,121,338 % of Employees impacted: 45% Total Cost: $10,427,764 Percentage of Current Payroll: 3.8% % of Employees impacted: 51%
Cost by Agency
Agency Adjustment to MIN
Decompression ADJ
Total Adjustment
Aviation $1,522,706 $405,249 $1,927,954 Cultural Council $7,610 $21,599 $29,208 Office of Management & Budget $48 $9,587 $9,635 Greater Fort Lauderdale Convention & Visitors Bureau $21,638 $36,718 $58,357 Office of Economic & Small Business Development $3,288 $4,712 $8,000 Environmental Protection & Growth Management $282,968 $423,619 $706,587 Finance & Administrative Service $335,460 $441,619 $777,079 Human Services $528,050 $649,696 $1,177,746 Office of Intergovernmental Affairs & Professional Standards
$12,420 $15,608 $28,028
Libraries $318,927 $1,022,989 $1,341,915 Office of Medical Examiner & Trauma Services $79,615 $52,972 $132,586 Office of Regional Communications & Technology $0 $3,928 $3,928 Parks & Recreation $880,040 $634,336 $1,514,376 Port Everglades $30,824 $96,516 $127,340 Office of Public Communications $16,490 $62,865 $79,356 Public Works $896,375 $1,046,843 $1,943,219 Transportation $369,968 $192,482 $562,450 TOTAL $5,306,427 $5,121,338 $10,427,764
Exhibit 1 Page 103 of 103