A Study of Compensation and Annual Raises

Transcription

1 A Study of Compensation and Annual Raises Within Walton County Constitutional Offices and County Commission Departments The Walton County Taxpayers Association, Inc P.O. Box 1085 Santa Rosa Beach, Fl The Eyes and Ears of Walton County for Taxpayers January 22, 2007 (Updated - February 12, 2007)

2 About The Walton County Taxpayers Association The driving force behind escalating property taxes and other revenues are the spending decisions made by local government officials. Governments have sizable spending pressures on them and citizens often demand increased governmental services. But government spending must consider economic growth and the capacity of the taxpayers ability to pay. The Walton County Taxpayers Association has a historical understanding of local government, public policy issues, and the battles fought in the past necessary to structure effective solutions for today and the future. It is the only countywide organization devoted entirely to Walton County taxing and spending issues. Its research and recommendations are reported on regularly by the local news media. The Walton County Taxpayers Association is supported by all types of taxpayers -- homeowners, small businesses, large corporations, professionals, associations, retirees -- simply stated, the taxpayers of Walton County. The Officers, Board Members and committee members of the WCTA are respected leaders and citizens from throughout Walton County, committed to improving Walton County. With your help, The Walton County Taxpayers Association will continue its diligence to make certain your tax investments are fair and beneficial to you, the taxpaying customer, who supports Walton County s government. The WCTA is ever present to ensure that taxes are equitable, not excessive, that their public benefits and costs are weighed, and government agencies are more responsive and productive in the use of your hard-earned tax dollars.

3 Table Of Contents Area Of Study Page Number(s) County Commissioners and Staff 1-11 Board of County Commissioners Employee s Walton County Clerk of Circuit Courts Walton County Tax Collector Walton County Property Appraiser Walton County Supervisor of Elections Sheriff s Office Summary of Studies 58 59

4 County Commissioners & Staff - 1 -

5 County Commissioners & Staff Salaries for County Commissioners are set by the Florida Legislative Committee on Intergovernmental Relations (see below). The salary provisions apply to all designated officers in all counties of the state, except those officials whose salaries are not subject to being set by the Legislature due to the provisions of a county home rule charter, as well as those officials of counties that have a chartered consolidated form of government as provided in Ch , L.O.F. The current salary formula methodology specifies that the latest official population estimates for each county serve as a major component of the salary computation. In addition to the population estimates, the salary formula contains five other components. The base salary and group rate components for the separate officers are specified in various sections of the Florida statutes. The initial factor component is currently set in law as a constant numerical value. The Florida Department of Management Services (DMS) annually certifies the remaining two components, the annual factor and cumulative annual factor, used in the salary formula computations Generally, this annual certification has occurred by the month of September. Exempt employees raises are in effect at the beginning of a new fiscal year, including a COLA (cost of living) and any merit adjustment. Non-exempt employee s raises are split in terms of effective date. Any COLA adjustment is granted at the beginng of the new fiscal year and any step or merit raise is effective on the employee s hire date anniversary

6 Walton County Commissioners Compensation Summary County Commissioners Position Classification 2007 Additional 2006 Additional Travel % Raise Salary Salary Allowance** District 1 Commissioner ELECTED $ 37,663 $35,696 $1,500 $10, % District 2 - BCC Chairman* ELECTED $ 37,663 $1,500 $35,696 $10, % District 3 Commissioner ELECTED $ 37,663 $35,696 $10, % District 4 Commissioner ELECTED $ 37,663 $35,696 $10, % District 5 Commissioner ELECTED $ 37,663 $35,696 $10, % * Note: The Chairman receives an additional $ for the increased responsibility The monthly travel allowance for the Commissioners is $898, and is based on Florida Statute (7)(f) (7)(f) The agency head or his or her designee may grant monthly allowances in fixed amounts for use of privately owned automobiles on official business in lieu of the mileage rate provided in paragraph (d). Allowances granted pursuant to this paragraph shall be reasonable, taking into account the customary use of the automobile, the roads customarily traveled, and whether any of the expenses incident to the operation, maintenance, and ownership of the automobile are paid from funds of the agency or other public funds. Such allowance may be changed at any time, and shall be made on the basis of a signed statement of the traveler, filed before the allowance is granted or changed, and at least annually thereafter. The statement shall show the places and distances for an average typical month's travel on official business, and the amount that would be allowed under the approved rate per mile for the travel shown in the statement, if payment had been made pursuant to paragraph (d). The latest available travel reports filed with the Clerk of Courts are as follows: * Commissioner (Date Filed) Mileage Reported for Month current rate Approved Allowance Befenefit(+) or Cost(-) To Commissioner with (7)(f). adoption District 1 (1-06) 2642 $1, $ $ District 2 (8-06) 2245 $ $ $ District (3-05) 2826 $1, $ $ District 4 (1-06) 3065 $1, $ $ District 5 (6-06) 437 $ $ * See supporting documentation on pages 4 to

7 Commissioners Staff Each County Commissioner has staff available to assist the Commissioner with the day to day operations of his/her office. They are Walton County Board of County Commissioners and their salaries fall under the salary charts and step charts approved by the Commissioners abut managed by the county Human Resources Division. Currently The District 1 and District 5 Commissioners have a staff of 2 employees, A Commissioners Aid (exempt) and a Executive Assistant (non-exempt) and the District 2,3, and 4 Commissioners only have an Executive Assistant (non-exempt). Walton County Commissioners Staff Compensation Summary Commissioners Staff Position Classification 2007 Annualized 2006 Annualized % Raise Salary**** Salary**** Dist 1 Comm. Aide-New Positio Exempt $ 41,278 Executive Assistant-New Hire Hourly $ $27,955 Dist 2 Executive Assistant Hourly $ $31, $30, % Dist 3 Executive Assistant Hourly $ $30, $29, % Dist 4 Executive Assistant Hourly $36, $28, % Dist 5 Executive Assistant Hourly $ $41, $30, % Dist 5 Commissioner's Aide EXEMPT $ 41,706 38, % **** Based on the hourly rate times 2080 Hours with no overtime Commissioners Staff Average Raises By Classification 20.00% 18.00% 16.00% 14.00% 12.00% 10.00% 8.00% 6.00% 4.00% 2.00% 0.00% Non-Exempt Exempt - 4 -

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15 Board of County Commissioners Employees

16 Board Of County Commissioners Exployees Excerpts from the BCC Policies and Procedures Manual 28.2 ADOPTION OF THE PLAN The Human Resources Director, with input from the Director of Finance, will prepare the Compensation Plan annually during the budget approval process and present it to the County Administrator prior to presenting it to the BCC for approval and adoption. A review of the need for changes will be based on change or responsibilities, availability of labor supply, prevailing rates of pay, the County s financial condition and policies, or other pertinent economic considerations which warrant such action. The budget approval will include the review and adoption of salary range increases for the exempt employees and step increases for the non-exempt employees MARKET ADJUSTMENTS The market adjustment or cost of living adjustment (COLA) is the component that is used to ensure that the salary structure is adjusted equally across-the-board to reflect changes in the wage index. This review is done annually as a part of the budget process and if approved, will normally take effect on October 1. The review is based upon information provided by Human Resources, the Director of Finance, and the County Administrator, with approval by the BCC. In the event of a market adjustment, a percentage increase will be applied equally to all ranges, and may be applied equally to all employee salaries PERFORMANCE EVALUATIONS The performance evaluation component is designed to reward job performance, therefore, serving as an incentive system. Base salary increases are awarded as an incentive system. Base salary increases are awarded to employees whose performance is evaluated as consistently competent and/or above standard SALARY INCREASES a. Full time regular employees (exempt and non-exempt) will be eligible for step increases on their anniversary date. The anniversary date is the hire date, or the date the employee moved to regular status or received a promotion. b. All new regular employees are eligible to be considered for a salary increase upon the completion of six (6) months satisfactory work performance. These increases, if recommended, will include step increases for the non-exempt employees and salary percentage increases for the exempt employees in accordance with the approved fiscal budget. c. The salary increases will be awarded to employees whose overall performance rating meets or exceeds standards. No salary increase will be awarded to an employee whose overall performance does not meet standards. d. Employees rated does not meet standards can be re-evaluated within ninety (90) days from the date of the last evaluation. At the end of this time period, the employee can be considered for a salary increase if performance has increased to meets or exceeds standards. e. Budgetary constraints and market conditions may affect the amount of any salary recommendations. Procedures: 1. Human Resources will be responsible for the distribution of exempt and non-exempt employee performance evaluation forms at least forty-five (45) days prior to the anniversary date. 2. For evaluating positions reporting directly to the BCC, the Human Resources Director will forward to each Commissioner, a performance evaluation form to be completed. The Human Resources Director will collect and review the evaluations and make a presentation to the BCC which may include recommendation for a salary increase. 3. For evaluating Director positions reporting directly to the County Administrator, the Human Resources Director will forward to the County Administrator, a performance evaluation form

17 to be completed. The County Administrator will discuss the evaluation with each Commissioner and submit a recommendation to the Human Resources Director. The Division Director is responsible for evaluations being completed for the employees in their division and will review and sign the evaluations before forwarding to Human Resources. Recommendations for increases will be made by the Division Director and with approval by the Human Resources Director PROMOTIONAL INCREASES 1. Policy When an employee is promoted to a position in a higher grade, the employee s salary will increase at least to the minimum or hiring salary of the new grade. If an employee is at or above the minimum salary, a maximum of a ten percent (10%) increase may be granted. 2. Procedures for Determining Promotional Increase a. The appropriate hiring authority shall recommend an increase within the standards stated in the policy. The promoted employee s most recent performance evaluation shall accompany the request and be submitted to the Human Resources Director for review and final approval. b. The decision regarding a promotional increase shall reflect the promoted employee s experience and qualifications in comparison with other employee s backgrounds in the same job CLASSIFICATIONS OF NEW POSITIONS The Human Resources Director shall create new class specifications for new positions upon receipt of the prescribed forms indicating a statement of duties, responsibilities, and requirements of such positions. Whenever a new position is recommended, a Position Description must be submitted to the Human Resources Director to describe in detail the duties of such position. A desk audit and/or interview with the incumbent or Division Director may be conducted by the Human Resources Director after a new position is created and occupied, in order to verify that the position has been appropriately allocated. 1. The Human Resources Director reviews the recommendations of approval or disapproval of all proposed position creations, allocations, reallocations, and abolishment RECLASSIFICATIONS OF POSITIONS The Human Resources Director shall recommend changing the classification of existing positions when it is determined that the position is incorrectly classified. If an employee has facts which indicate that his/her position is improperly classified, the employee requests that the Human Resources Director review the classification of the position, with the knowledge of his/her Division Director. Such request shall be submitted in writing and shall contain a statement of justification. For this or any other type of request for reclassification from any sources, the Human Resources Director shall thereupon investigate actual or suggested duties of the position and make a recommendation. Reclassification may occur as the result of the conditions described below. 1. The position was incorrectly classified and there has been no substantial change in duties from those in effect when the position was originally categorized. a) If the position is occupied at the time of reclassification, the employee shall be entitled to serve therein and retain the corresponding status after the position is reclassified. 2. There has been a substantial change in the duties and responsibilities associated with a position. a) If the position is assigned a higher pay grade than the current position, such action is considered an upgrade for the position. If the position is occupied at the time of an upgrade, the incumbent does have to meet the minimum qualifications of the new position if they are

18 changed. A salary adjustment may be granted in accordance with the promotional increase policy. b) If the position is assigned a lower pay grade, this change is called a downgrade of the position. If the position is occupied, the incumbent will continue at the same pay and may receive increases to the maximum of the range of the lower grade. If the current salary is above the maximum for the lower class, the employee shall be permitted to continue at the present rate of pay, but shall not be entitled to future salary increases until it is determined by Human Resources that an increase is appropriate. c) In cases of reclassification of an occupied position, the incumbent is reclassified consistent with the new classification. The review date of the incumbent is not changed by reclassification. Any employee affected 29.5 RECLASSIFICATIONS OF POSITIONS - cont b) by the reclassification of his/her positions, may file with the Human Resources Director, a written request for reconsideration and shall be given a reasonable opportunity to be heard thereon. Source Minutes of the Walton County Budget adoption meeting For the Budget year the BCC approved a Cola adjustment for all employees of 4%, plus a step raise for all qualifying non-exempt, and up to a 7% merit raise for all qualifying exempt employees

19 BCC Exempt Employee 2 year Comparison 2006 Com pensation Levels Salaried BCC Employees By Salary Range 115 Exempt Employees Average Compensation $52, Com pensation Levels Salaried BCC Employees By Salary Range 123 Exempt Employees Average Compensation $59,620 Under $30,000 $30,001- $40, $40,001-$50, Compensation Range $50,001-$60,000 60,001-70,000 $70,001-$80, $80,001-$90, $90,001-$100, $100,001-$110, Greater Than $110, Number of Employees Within Range

20 Exempt Employees SalaryData Position Grade Class Salary '07 Salary '07 % Increase Project Manager (Zone 2) 16 EXEMPT $55,640 $31, % Technician (Grant) 11 EXEMPT $37,966 $22, % Foreman 12 EXEMPT $31,336 $18, % Construction Foreman 12 EXEMPT $38,948 $26, % Mosquito Control Coordinator 14 EXEMPT $44,492 $32, % EOC Manager (50/50%) 18 EXEMPT $72,869 $54, % Planning Technician II (.5) 13 EXEMPT $38,766 $28, % Animal Control Supervisor 12 EXEMPT $37,601 $28, % E911 Coordinator/Trainer 13 EXEMPT $36,665 $27, % Public Relations/Prom MGR 16 EXEMPT $61,000 $46, % Production Manager 18 EXEMPT $68,141 $53, % Chief Inspector/Engineering Services 12 EXEMPT $39,686 $31, % Environmental Manager 15 EXEMPT $55,640 $44, % Planning Technician II 13 EXEMPT $38,766 $30, % Environmental Planner I 14 EXEMPT $48,963 $39, % GIS/Analyst/Planner 15 EXEMPT $66,768 $53, % Batallion Chief 15 EXEMPT $69,998 $56, % Foreman 12 EXEMPT $34,070 $27, % Batallion Chief 15 EXEMPT $72,238 $58, % Senior Budget Analyst 17 EXEMPT $66,768 $54, % Fire Manager 18 EXEMPT $72,869 $59, % Emergency Response Director 20 EXEMPT $82,686 $67, % Manager 18 EXEMPT $74,989 $61, % Shift Supervisor 14 EXEMPT $68,452 $55, % Communications Supervisor 14 EXEMPT $46,606 $38, % Emergency Mngmnt Coord (100%) 16 EXEMPT $49,398 $40, % Manager 16 EXEMPT $62,872 $52, % Interim Deputy PW Director 23 EXEMPT $72,332 $60, % Grants Coordinator 12 EXEMPT $50,076 $42, % Project Manager (Zone 3) 16 EXEMPT $62,244 $52, % Director (.5) 23 EXEMPT $120,189 $100, % GIS/GPS Manager 16 EXEMPT $56,319 $47, % Human Resources Director 19 EXEMPT $85,129 $72, % Party Chief 14 EXEMPT $55,120 $47, % Construction Project Manager 18 EXEMPT $69,406 $59, % GIS/GPS Coordinator 14 EXEMPT $40,919 $35, % Assistant County Engineer 19 EXEMPT $75,949 $65, % Planning Manager 18 EXEMPT $83,460 $71, % Planner I (.5) 14 EXEMPT $48,048 $41, % Environmental Planner I 14 EXEMPT $48,048 $41, % Operations Manager 18 EXEMPT $70,106 $60, % Assistant Planning Mgr (DFS) 17 EXEMPT $67,600 $58, % Assistant Administrator 21 EXEMPT $100,152 $86, % Planner II 15 EXEMPT $56,222 $48, % Planning Processing Coordinator 12 EXEMPT $46,300 $40, % County Administrator 24 EXEMPT $113,480 $98, %

21 Exempt Employees SalaryData Position Grade Class Salary '07 Salary '07 % Increase Staff Engineer 19 EXEMPT $70,980 $62, % Project Manager (Zone 1) 16 EXEMPT $61,152 $53, % Human Resources Coordinator 14 EXEMPT $54,600 $48, % Athletic Program Coordinator 12 EXEMPT $37,432 $32, % Mosquito Control Manager 14 EXEMPT $45,382 $40, % Foreman 13 EXEMPT $44,023 $39, % Development Order Inspector 14 EXEMPT $55,430 $49, % Foreman 12 EXEMPT $44,373 $39, % Asst Manager/Electrician 14 EXEMPT $52,595 $47, % Citizens Services Director 19 EXEMPT $71,715 $64, % Construction Manager 20 EXEMPT $91,806 $82, % Finance Director 23 EXEMPT $101,990 $91, % Manager 14 EXEMPT $50,187 $45, % Manager 15 EXEMPT $58,991 $53, % Manager in Training 14 EXEMPT $33,946 $30, % Public Works Accounting Tech 12 EXEMPT $38,841 $35, % Foreman 12 EXEMPT $45,662 $41, % Plans Review Engineer Manager 22 EXEMPT $95,247 $86, % Planner II (DFS) (.5) 15 EXEMPT $54,767 $49, % Plans Review Engineer II 19 EXEMPT $81,026 $73, % Fleet Manager 14 EXEMPT $53,113 $48, % Foreman 12 EXEMPT $53,008 $48, % Surveyor 19 EXEMPT $75,000 $68, % Beach Management Manager 19 EXEMPT $75,920 $69, % Purchasing Agent 13 EXEMPT $44,985 $41, % Sales/Marketing Manager 17 EXEMPT $75,400 $68, % Foreman 14 EXEMPT $53,772 $49, % Foreman 14 EXEMPT $58,122 $53, % Jr. Party Chief 12 EXEMPT $33,175 $30, % Deputy Bldg Off (DFS) 18 EXEMPT $76,440 $70, % Deputy Bldg Off (SWA) 18 EXEMPT $76,440 $70, % Foreman 12 EXEMPT $51,255 $46, % Building Official 19 EXEMPT $86,486 $79, % Code Enforcement Coordinator 15 EXEMPT $50,450 $46, % Foreman 14 EXEMPT $50,023 $45, % Foreman 14 EXEMPT $50,380 $46, % Plans Review Engineer I 16 EXEMPT $55,429 $50, % Legal Services Director 24 EXEMPT $124,784 $114, % Manager 14 EXEMPT $49,800 $45, % Foreman 12 EXEMPT $42,282 $39, % Telecommunications Coor. 13 EXEMPT $45,427 $42, % Foreman 12 EXEMPT $53,247 $49, % Building Inspector/Plans Reviewer 16 EXEMPT $67,486 $63, % Interim Administrative Manager 19 EXEMPT $69,628 $65, % Licensing Coordinator 12 EXEMPT $46,340 $43, % Branch Manager (Coastal) 14 EXEMPT $41,241 $38, % Sales Manager 15 EXEMPT $44,990 $42, %

22 Exempt Employees SalaryData Position Grade Class Salary '07 Salary '07 % Increase Foreman 12 EXEMPT $36,358 $34, % Veterans Officer 12 EXEMPT $41,089 $39, % Senior Planner 17 EXEMPT $58,253 $55, % Library System Library Mgr (DFS) 16 EXEMPT $51,254 $48, % Beach Maintenance Foreman 12 EXEMPT $34,663 $33, % TDC Executive Director 23 EXEMPT $115,643 $111, % Administration Manager 19 EXEMPT $62,926 $60, %

23 BCC Non-Exempt Employee 2 year Comparison BCC 2006 Compensation Levels Hourly Employees Average $12.19 per hour And Range From $6.40 Per Hour ( $13,312 annually), To $24.28 per hour ($50,502 annually) The annual calculations are based on 2080 hrs worked per year with no overtime BCC 2007 Compensation Levels Hourly Employees Average $13.39 per hour And Range From $6.73 Per Hour ( $13,998 annually), To $29.71 per hour ($61,796 annually) The annual calculations are based on 2080 hrs worked per year with no overtime Under $8.00/hr 6 15 $8.00/hr to $8.99/hr Select $ per hour Ranges $9.00/hr to 9.99/hr $10.00/hr to $10.99/hr $11.00/hr to $11.99/hr $12.00/hr to $14.99/hr $15.00/hr to $19.99/hr Over $20.00/hr Number of Employes In Each Range

24 Non-Exempt Salary Data POSITION D O H GR. STEP 2006 Rate 2007 Rate % Raise Paramedic(DFS) 3/1/ % Maintenance Worker 9/10/ % Benefits Specialist 5/4/ % Secretary 12/21/ % Building Inspector II 8/8/ % Work Order Specialist 8/16/ % GIS Technician 7/1/ % Maintenance Clerk 10/9/ % Communications Shift Supervisor 11/14/ % Equipment Operator II 7/19/ % Maintenance Technician (New Hire) Field Service Technician 10/14/ % Custodain (New Hire) 7/25/ % Firefighter/EMT (DFS) (New Hire) Information Specialist 7/7/ % Cudtodian (New Hire) Paramedic (FP) 1/29/ % 911 Dispatcher Paramedic (DFS) 10/30/ % Truck Driver II 2/10/ % Administrative Assistant 8/24/ % PIO Assistant 10/23/ % Equipment Operator II 5/18/ % Truck Driver I 4/28/ % 911 Dispatcher 1/24/ % Electrician 2/24/ % EMT (PAX) 2/1/ % Equipment Operator II 8/8/ % Customer Service Representative 11/7/ % Administrative Assistant 2/2/ % Clerk (Coastal) 1/6/ % Code Enforcement Officer I Equipment Operator I 8/2/ % Administrative Assistant 12/6/ % Firefighter/EMT (MH) On-Call Relief EMT 10/25/ % 911 Dispatcher % Executive Assistant Equipment Operator II 2/22/ % County Agent 2/6/1987 C C % Lieutenant (RB) 2/27/ % Truck Driver I 9/8/ % Assistant Foreman 2/13/ % Equipment Operator I 6/23/ % Equipment Operator II 9/15/ % Customer Service Coordinator Senior Probation Officer 4/2/ % Processing Clerk 11/7/ % Firefighter/Paramedic Equipment Operator II 7/11/ % Secretary On-Call Relief Firefighter/EMT 7/28/ % Beach Maintenance Specialist 5/31/ %

25 Equipment Operator I 9/4/ % Laborer 6/14/ % Clerk/Bookmobile Driver (DFS) 5/31/ % % POSITION D O H GR. STEP Rate Rate Raise Maintenance Worker 12/16/ % Administrative Assistant 6/18/ % P/T Clerk (.50 FTE) % Construction Electrician Lieutenant (DFS) Dispatcher 11/18/ % Equipment Operator I 9/26/ % Maintenance Worker 11/14/ % Administrative Assistant 9/25/ % Clerk (Freeport) 5/2/ % Firefighter/EMT (UNI) 5/10/ % On-Call Relief Firefighter/EMT Maintenance Worker 8/20/ % Lead Custodian 1/28/ % Plans Clerk 2/23/ % Permit Clerk 9/7/ % Equipment Operator I 6/21/ % On-Call Relief EMT Administrative Assistant (50/50%) 2/2/ % Asst. Beach Maint Foreman 11/27/ % Housing Inspector 10/1/ % On-Call Relief EMT 8/28/ % Firefighter/Paramedic (TRI-V) 6/11/ % On-Call Relief Firefighter/Paramedic Equipment Operator I Truck Driver I Firefighter/Paramedic (RB) 10/14/ % Firefighter/Paramedic Equipment Operator I 8/21/ % Truck Driver II 3/11/ % Equipment Operator I 6/11/ % Firefighter/EMT (PAX) 1/17/ % Construction Maintenance Worker On-Call Relief Firefighter/EMT 10/21/ % Administrative Assistant 4/8/ % Assistant Budget Analyst 2/5/ % Clerk (Freeport) Marketing Coordinator 4/25/ % Clerk (DFS) & Flowersview 8/1/ % Administrative Assistant 11/18/ % Maintenance Worker 5/25/ % Equipment Operator II 8/4/ % Truck Driver I 10/19/ % Equipment Operator I 1/22/ % Custodian Beach Maintenance Specialist Senior Probation Officer 6/22/ % Code Enforcement Officer I Executive Assistant 5/9/ %

26 Senior Buyer 5/28/ % Welder/Machinist 11/1/ % Planning Communications Coord (.5) 5/31/ % P/T Council on Aging Clerk 5/20/ % Clerk (Coastal) P/T (.50) Building Inspector II POSITION D O H GR. STEP 2006 Rate 2007 Rate % Raise Inventory Control Specialist 12/28/ % Equipment Operator II 12/27/ % Lieutenant (MH) 2/8/ % Equipment Operator II 9/17/ % Equipment Op/Truck Dr II 1/26/ % Assistant Manager 9/16/ % Assistant Foreman 9/9/ % Paramedic (PAX) 8/7/ % Custodian 12/2/ % Equipment Operator II On-Call Relief EMT 5/12/ % Laborer Clerk (Coastal) P/T (.75) 12/14/ % Beach Maintenance Specialist 5/3/ % Tri-County Attendant 9/25/ % Animal Control Officer 10/24/ % Clerk/Receptionist 6/6/ % Excavator Operator II 8/1/ % Firefighter/Paramedic (TRI-V) Truck Driver I 5/22/ % Firefighter/Paramedic (RB) 1/3/ % Mechanic II 3/2/ % Beach Maintenance Specialist 12/17/ % Relief Animal Control Officer (New Hire) Firefigher/EMT (New Hire) Mechanic II 7/29/ % Equipment Operator I 10/3/ % Lieutenant (FP) 9/28/ % Equipment Operator II 1/2/ % On-Call Relief Firefighter/EMT (New Hire) Building Inspector I 4/18/ % Firefighter/Paramedic (MH) % Crane Operator 9/26/ % Maintenance Worker (New Hire) Construction Concrete Specialist (New Hire) Firefighter/Paramedic (UNI) % 911 Dispatcher (New Hire) Assistant Foreman 4/28/ % Equipment Operator I 7/25/ % Equipment Operator II 9/1/ % Mechanic III 12/31/ % Truck Driver I 6/12/ % Equipment Operator II 9/7/ % Technician 7/15/ % Lieutenant (PAX) 1/17/ % Equipment Operator II 3/31/ % Truck Driver I (New Hire) Equipment Operator II 12/12/ %

27 Beach Maintenance Specialist 11/6/ % Equipment Operator II 2/15/ % Lieutenant 7/2/ % Assistant Asphalt Foreman 7/25/ % EMT (DFS) 11/11/ % Truck Driver I (New Hire) Laborer 7/13/ % % POSITION D O H GR. STEP Rate Rate Raise Equipment Operator II 11/24/ % Student Contract Labor % Administrative Assistant 11/14/ % Administrative Assistant 10/31/ % Firefighter/EMT (UNI) (New Hire) Soil Conservation Technician (New Hire) Asst. Foreman 6/18/ % Equipment Operator I 10/26/ % Asphalt Equipment Operator II 5/26/ % Code Enforcement Officer III 4/23/ % Paramedic (FP) 6/9/ % Asphalt Equipment Operator I 6/13/ % Building Inspector III 5/10/ % Equipment Operator I 5/3/ % Paramedic (PAX) 2/28/ % Laborer 12/17/ % Secretary 6/6/ % 911 Dispatcher (New Hire) Data Entry/Marketing Assistant 3/23/ % Laborer 4/7/ % Equipment Operator I 10/28/ % Truck Driver I 6/18/ % Lead Fabricator/Machinist 5/12/ % Paramedic (MH) 4/ % Executive Assistant 9/3/ % EMS Billing Clerk 1/10/ % GPS Field Technician 7/1/ % Administrative Assistant 7/1/ % Truck Driver I 11/2/ % Construction Concrete Specialist (New Hire) Maintenance Worker 8/3/ % Laborer 7/25/ % Equipment Operator II 8/1/ % Firefighter/EMT (UNI) 4/30/ % GIS Technician 9/10/ % Equipment Operator I 6/17/ % Truck Driver II 4/18/ % Truck Driver II (New Hire) Mechanic II 3/29/ % Building Inspector II (New Hire) Firefighter/Paramedic (DFS) 1/28/ % Equipment Operator I 3/1/ % Laborer (New Hire) Animal Control Officer 9/15/ % Firefighter/EMT (TRI-V) (New Hire) Equipment Operator II 7/29/ % Laborer 10/18/ %

28 POSITION D O H GR. STEP 2006 Rate 2007 Rate % Raise Administrative Assistant 3/1/ % Administrative Assistant 11/10/ % Firefighter/Paramedic (PAX) 7/15/ % Assistant Grants Coordinator 8/8/ % Legal Secretary II 12/6/ % 911 Dispatcher 11/8/ % Clerk (Coastal) (New Hire) Data Operator/Plans (New Hire) Contract Coordinator 9/11/ % Custodian 9/5/ % Beach Maintenance Specialist 4/28/ % Planning Assistant 4/20/ % On-Call Relief Firefighter/EMT 5/19/ % Equipment Operator II 6/21/ % 911 Dispatcher 5/10/ % GPS Field Technician 7/1/ % Firefighter/Paramedic (GSK) (New Hire) Secretary 8/18/ % On-Call Relief Firefighter/Paramedic 1/23/ % On-Call Relief Firefighter/EMT (New Hire) Equipment Operator II 3/15/ % On-Call Relief Firefighter/Paramedic 6/8/ % Secretary (New Hire) Planning Clerk (New Hire) Mechanic III 5/31/ % Permit Clerk 11/17/ % Permit Clerk 6/5/ % Receptionist 2/7/ % Marine Agent 8/11/2000 C % Information Specialist 4/1/ % Junior Buyer 12/6/ % Maintenance Technician (New Hire) Maintance Worker/Carpenter 11/25/ % Permit Clerk 1/12/ % Permit Clerk 3/28/ % Custodian 8/1/ % Equipment Operator II (New Hire) Clerk (DFS) 5/31/ % Administrative Assistant (DFS) 6/1/ % Inventory Clerk 1/12/ % Permit Clerk 3/5/2002 C % Laborer 6/11/ % Equipment Operator I 12/16/ % Equipment Operator II 7/7/ % On-Call Relief Firefighter/Paramedic 1/4/ % On-Call Relief EMT 11/7/ % Custodian 3/11/ % Courier 1/28/ % Legal Clerk (New Hire) Communications Shift Supervisor 4/29/ % Rodman 2/26/ % Buyer 4/3/ % Firefighter/Paramedic (DFS) 3/9/ % On-Call Relief Firefighter/EMT (New Hire) Relief 911 Dispatcher 4/1/ %

29 POSITION D O H GR. STEP 2006 Rate 2007 Rate % Raise Administrative Assistant 9/15/ % Code Enforcement Officer III 5/16/ % Equipment Op/Truck Dr II 7/1/ % Custodian 4/4/ % Housing Coordinator 10/22/ % 911 Dispatcher 8/1/ % Mapping Technician 10/17/ % Administrative Assistant 4/28/ % Paramedic (MH) 1/3/ % Office Manager 4/3/ % Paramedic (MH) (New Hire) Horticultural/Forest Agent 5/29/2000 C % Firefighter/EMT (TRI-V) (New Hire) Dispatcher (New Hire) On-Call Relief EMT (New Hire) 5/18/ % Equipment Operator I 7/1/ % Beach Maintenance Specialist 5/20/ % Fabricator/Machinist 4/30/ % EMT (DFS) 6/27/ % Assistant Foreman 6/18/ % Laborer 10/29/ % Equipment Operator II 1/2/ % Truck Driver II 9/16/ % Customer Service Representative 11/1/ % Firefigher/Paramedic (DFS) 4/4/ % Crane Operator 3/7/ % Budget Analyst 5/17/ % Clerk (Freeport) 2/11/ % Truck Driver I 2/21/2000 C % Laborer 7/18/ % Firefighter/EMT (TRI-V) 4/25/ % Assistant Foreman 6/21/ % Horticultural Assistant 8/23/ % Permit Clerk 10/24/ % Equipment Operator II 1/28/ % Equipment Operator I 11/14/ % Mail Clerk 6/30/ % EMT (FP) 3/9/ % Equipment Operator II 11/12/ % Low Boy Operator 5/19/ % Laborer 1/20/ % Assistant Vets Officer 8/3/ % Equipment Operator II 8/14/ % 911 Dispatcher 11/24/ % Laborer 10/29/ % Maintenance Worker 10/11/ % Firefighter/Paramedic (MH) 12/6/ % Equipment Operator II 6/11/ % Equipment Operator II 1/28/ % Equipment Operator II 4/28/ % Firefighter/Paramedic (MH) % Striper 2/10/ % Lieutenant (GSK) 11/17/ % Truck Driver I 10/24/ % Maintenance Worker 9/2/ %

30 POSITION D O H GR. STEP 2006 Rate 2007 Rate % Raise Equipment Operator II (New Hire) Firefighter/EMT (UNI) (New Hire) Equipment Operator II (New Hire) Electrician Trainee 2/11/ % Equipment Operator II (New Hire) Paramedic (MH) (New Hire) On-Call Relief Firefighter/EMT 12/27/ % Permit Clerk 8/31/ % Firefighter/EMT (GSK) (New Hire) Firefighter/Paramedic (GSK) 5/2/ % Firefighter/EMT (PAX) 10/24/ % Equipment Op/Truck Dr II 11/1/ % On-Call Relief EMT 10/27/ % On-Call Relief Firefighter/EMT (New Hire) Administrative Assistant Receptionist/Clerk 5/13/ % Clerk (DFS) P/T (.50) 1/27/ % Executive Assistant 2/24/ % Processing Clerk 10/21/ % On-Call Relief Firefighter/EMT (New Hire) Firefighter/EMT (UNI) (New Hire) Firefighter/Paramedic (DFS) (New Hire) EMT (PAX) 10/1/ % Firefighter/Paramedic (DFS) 6/13/ % Equipment Operator II 6/3/ % Administrative Assistant 9/20/ % Fleet Maintenance Coordinator 11/6/ % Clerk/Receptionist 12/9/ % Custodianl 5/2/ % Truck Driver I 3/8/ % Administrative Assistant 4/18/ % Building Inspector II 6/1/ % Equipment Operator II 4/8/ % Beach Maintenance Technican 7/8/ % Mechanic II 1/5/ % Equipment Operator II 11/1/ % Auto Cad Technician 10/5/ % Custodian 6/7/ % Executive Assistant 1/2/ % Purchasing Clerk 7/19/ % Employment Specialist 5/16/ % 911 Dispatcher (New Hire) H Coordinator 9/3/ C % 911 Dispatcher (New Hire) Clerk (DFS) 1/16/ % Administrative Assistant 9/10/ % Administrative Assistant 5/31/ % Relief Animal Control Officer (New Hire) Office Manager 1/18/ % Secretary (.75) 5/1/ % Paramedic (FP) 8/13/ % Equipment Operator II 6/30/ % Construction Maintenance Technician (New Hire) Lead Administrative Assistant 9/7/ %

31 POSITION D O H GR. STEP 2006 Rate 2007 Rate % Raise On-Call Relief Firefighter/Paramedic 3/9/ % Form Carpenter 5/18/ % Communications Shift Supervisor 12/13/ % Clerk (DFS) 8/23/ % Firefighter/EMT (DFS) (New Hire) Equipment Op/Truck Dr I 8/1/ % Temporary Clerk 8/25/ % Laborer 1/20/ % Firefighter/EMT (PAX) 2/8/ % Paramedic (DFS) Lieutenant (TRI-V) 12/3/ % Executive Assistant 10/15/ % On-Call Relief EMT 10/27/ % Probation Officer 7/14/ % HVAC Technician 2/2/ % Relief Animal Control Officer Paramedic (FP) 2/12/ % Equipment Operator II 7/21/ % Maintenance Worker (New Hire) On-Call Relief Firefighter/Paramedic (New Hire) C Equipment Operator I 9/14/ % Building Inspector II 10/7/ % Code Enforcement Officer III 7/16/ % Laborer 10/29/ % Equipment Operator I 5/15/ % Truck Driver I 5/17/ % Administrative Assistant (New Hire)

32 2007 Category Comparisons 2007 BCC Employee Average Raise 14.00% 12.00% 10.00% 8.00% Exempt 13.27% 6.00% 4.00% Non-Exempt (Hourly) 10.04% 2.00% 0.00% BCC

33 CLERK of CIRCUIT COURTS

34 Clerk of Circuit Courts The salary for the Clerk of Circuit Courts is set by the Florida Legislative Committee on Intergovernmental Relations (see below). The salary provisions apply to all designated officers in all counties of the state, except those officials whose salaries are not subject to being set by the Legislature due to the provisions of a county home rule charter, as well as those officials of counties that have a chartered consolidated form of government as provided in Ch , L.O.F. The current salary formula methodology specifies that the latest official population estimates for each county serve as a major component of the salary computation. In addition to the population estimates, the salary formula contains five other components. The base salary and group rate components for the separate officers are specified in various sections of the Florida statutes. The initial factor component is currently set in law as a constant numerical value. The Florida Department of Management Services (DMS) annually certifies the remaining two components, the annual factor and cumulative annual factor, used in the salary formula computations Generally, this annual certification has occurred by the month of September

35 A review of employee positions and their compensation reveals that they have both Exempt and Nonexempt employees. Certain positions within the Clerks office are funded with tax dollars from the Board of County Commissioners as well as position funded from fees associated with court costs and fees collected (fee based). All positions under the Clerk of Circuit Courts are managed by an internal HR department with two (2) employees. Certain positions salaries must be approved by the Florida Department of Revenue. Exempt employees raises are in effect at the beginning of a new fiscal year, including a COLA (cost of living) and any merit adjustment. Non-exempt employee s raises are split in terms of effective date. Any COLA adjustment is granted at the begining of the new fiscal year and any step or merit raise is effective on the employee s hire date anniversary. Clerk of Courts Exempt Employee Data HIRE Salary Salary % POSITION Classification DATE FY 06 FY 07 Change Chief Deputy Clerk Exempt 09/24/76 $89,469 $100, % Finance Director Exempt 03/12/01 $87,446 $96, % HR Manager Exempt 04/02/93 $51,244 $56, % Administrative Supervisor Exempt 07/08/91 $39,036 $41, % MIS Director Exempt 12/18/97 $96,270 $102, % Civil Court Supervisor Exempt 09/22/94 $45,248 $47, % Records Center Supervisor Exempt 05/01/85 $45,248 $47, % Circuit Court Supervisor Exempt 09/01/89 $39,036 $41, % Finance Manager Exempt 11/17/00 $59,177 $62, % Coastal Annex Supervisor Exempt 02/01/87 $44,178 $46, % County Court Supervisor Exempt 08/28/96 $45,248 $47, % Clerk of Court * Exempt 01/08/76 $98,563 $102, % * Includes additional supplemental pay of $2,000 for being a certified Clerk of Courts

36 Clerk of Courts Non-Exempt Employee Data HIRE Salary Salary % POSITION Classification DATE FY 06 FY 07 Change Official Records Clerk Non-Exempt 11/15/04 $11.60 $ % Criminal Court Clerk I Non-Exempt 09/18/06 $10.58 $ % Official Records Clerk Non-Exempt 10/14/02 $11.15 $ % Criminal Court Clerk II Non-Exempt 03/06/00 $13.25 $ % Criminal Court Clerk III Non-Exempt 10/01/97 $12.68 $ % Civil Court Clerk I Non-Exempt 11/08/04 $10.81 $ % Civil Court Clerk I Non-Exempt 09/08/04 $10.81 $ % Civil Court Clerk I Non-Exempt 03/18/03 $11.04 $ % Administrative Clerk I Non-Exempt 09/11/06 $10.58 $ % Civil Court Clerk III Non-Exempt 01/24/94 $15.23 $ % Official Records Clerk Non-Exempt 12/08/03 $12.15 $ % Sys/Network Administrator Non-Exempt 01/24/97 $29.78 $ % Finance Clerk III Non-Exempt 07/22/02 $13.93 $ % Official Records Clerk Non-Exempt 05/13/91 $15.12 $ % Official Records Clerk Non-Exempt 05/13/91 $15.12 $ % Civil Court Clerk II Non-Exempt 07/23/01 $12.97 $ % Records Management Clerk Non-Exempt 02/28/05 $10.81 $ % Payroll Specialist Non-Exempt 02/08/99 $16.02 $ % Civil Court Clerk III Non-Exempt 03/30/94 $15.92 $ % Admin/HR Assistant Non-Exempt 08/19/02 $13.72 $ % IT Tech Support Analyst III Non-Exempt 10/22/01 $25.29 $ % Criminal Court Clerk I Non-Exempt 04/20/04 $11.04 $ % Finance Clerk I Non-Exempt 11/17/03 $11.04 $ % Criminal Court Clerk III Non-Exempt 06/15/92 $15.56 $ % Help Desk Support Non-Exempt 02/04/04 $14.50 $ % Civil Court Clerk I Non-Exempt 01/12/98 $12.29 $ % Finance Specialist Non-Exempt 05/03/99 $16.02 $ % Criminal Court Clerk II Non-Exempt 03/03/03 $11.89 $ % Coastal Annex Clerk Non-Exempt 03/27/06 $11.15 $ % Criminal Court Clerk I Non-Exempt 03/13/06 $10.58 $ % Coastal Annex Clerk Non-Exempt 08/15/06 $11.15 $ % Criminal Court Clerk I Non-Exempt 05/08/06 $10.58 $ % Civil Court Clerk I Non-Exempt 08/30/05 $10.81 $ % TD Tax Collections Specialist Non-Exempt 04/21/97 $22.01 $ % Programmer II Non-Exempt 04/22/02 $23.00 $ % Criminal Court Clerk III Non-Exempt 05/20/96 $14.89 $ % Payroll Clerk III Non-Exempt 05/01/99 $13.93 $ % Criminal Court Clerk II Non-Exempt 07/28/03 $11.89 $ % Official Records Clerk Non-Exempt 03/18/02 $11.89 $ % Civil Court Clerk I Non-Exempt 07/06/99 $11.77 $ % Criminal Court Clerk III Non-Exempt 07/13/98 $14.57 $ % Criminal Court Clerk II Non-Exempt 07/28/03 $12.15 $ % Finance Clerk I Non-Exempt 07/05/05 $10.81 $ % Finance Clerk III Non-Exempt 07/31/00 $13.93 $ % IT Tech Support Analyst III Non-Exempt 08/16/00 $27.12 $ % Finance Clerk I Non-Exempt 08/01/05 $10.81 $ % Administrative Clerk II Non-Exempt 06/13/05 $11.89 $ % Administrative Clerk I Non-Exempt 10/09/06 $11.01 $ % Administrative Clerk II Non-Exempt 08/04/03 $11.64 $ %

37 2007 Clerk of Courts Raises by Classification 2007 Clerk Of Circuit Courts Average Raise 7.60% 7.40% 7.20% 7.00% Non-Exempt (Hourly) 7.55% 6.80% 6.60% Exempt 6.74% 6.40% 6.20% Clerk of Circuit Courts All positions are covered with a Salary Chart that include position grades and steps within those grades. Clerk s Office Pay Scale Non Exempt

38 Clerk s Office Pay Scale Non Exempt continued

39 Clerk s Office Pay Scale Exempt