PEACE RIVER MANASOTA REGIONAL WATER SUPPLY AUTHORITY BOARD OF DIRECTORS MEETING October 4, 2017 CONSENT AGENDA ITEM 4

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1 PEACE RIVER MANASOTA REGIONAL WATER SUPPLY AUTHORITY BOARD OF DIRECTORS MEETING October 4, 2017 CONSENT AGENDA ITEM 4 Classification & Pay Plan Pay Range Indexing Recommended Action - Motion to approve the Classification & Pay Plan Pay Range Indexing of 5% effective October 1, The Classification & Pay Plan approved by the Board of Directors February 2015 stipulates that staff is to conduct an annual review of the plan to determine any recommended adjustment to maintain competitiveness of the Authority. Any adjustments are to be applied globally to the system which in effect adjusts the entire salary range. The adjustment will be made on an annual basis as approved by the Board of Directors and effective on October 1 st of each fiscal year. The pay ranges in the current plan were effective October 1, In accordance with the Authority s policy, staff has conducted a localized survey for pay ranges of our member counties and other local agencies to compare employee compensation. Based on the results of that survey, staff recommends that the Authority s salary ranges be indexed upward 5% to maintain competitive in the regional market. The proposed pay grade pay range adjustment will not impact the FY 2018 Budget. The current salary of one employee will need be the revised to be consistent with minimum (proposed) pay category ranges. This adjustment is equal to an annual increase of less than $200. Budget Action No action needed. Attachments: Tab A Authority Classification & Pay Plan Policy [applicable sections] Tab B Memorandum with Pay Range Survey and Proposed Salary Ranges

2 TAB A Authority Classification & Pay Plan Policy [applicable sections]

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4 TAB B Memorandum with Pay Range Survey and Proposed Salary Ranges

5 MEMORANDUM DATE: October 4, 2017 TO: THRU: FROM: Board of Directors Peace River Manasota Regional Water Supply Authority Patrick J. Lehman Executive Director Ann Lee Finance/Administration Manager SUBJ: Classification and Pay Plan Pay Grade Indexing In June 2014, The Board received the Final Report & Recommendations from Evergreen Solutions to amend the Authority s pay and classification plan. Based on that report the pay plan and classification structure contained in the report was approved for implementation by the Board in February 2015 and included the recommendation for the Authority to conduct a localized survey of market values on an annual basis to determine market competiveness and make the appropriate adjustments, if necessary. Following the recommendations from the Final Report issued by Evergreen Solutions, the Authority staff recently contacted and received pay plan classification and job descriptions from Charlotte, Manatee, DeSoto, Lee and Sarasota Counties (the Authority also went thru this process in Oct 2016, and the paygrades were increased by 5%). Information was also received from the City of Punta Gorda and Tampa Bay Water, but they were excluded from the final results as they were the low and high ends of the data set. Although all of the Authority s job titles and descriptions were surveyed, a subset consisting of approximately 33% of the total positions was used for comparison with these positions reflecting the most consistency within the job descriptions received from the respondents and those of the Authority. The results of the market survey showed that pay grade ranges of the Authority on average are 4.01% lower (based on the maximum pay grade range value) than the local market. Staff also was informed by several of those surveyed that they are currently obtaining a full market study and changes for FY18 were not finalized yet. Based on the results of this recent survey, I recommend that the minimum and maximum values of the Authority s pay grade ranges be increased by 5%. This increase will allow the Authority to continue to be competitive within the local market and assist us in attracting and retaining quality employees. The proposed pay grade pay range adjustment will not impact the FY18 Budget; however will the Authority need to adjust the current salaries of one of our employees to be consistent with the revised (proposed) pay category ranges. This adjustment is equal to an annual increase of less than $200. The summary matrix and a table showing current and proposed pay grade pay ranges are attached. If you have any questions, I am at your disposal.

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