09-22-93 v •
t
MINUTES OF THE BUDGET WORKSHOP MEETING OF ATLANTIC BEACH CITY
COMMISSION HELD IN CITY HALL, 800 SEMINOLE ROAD, AT 6:00 PM ON
WEDNESDAY, SEPTEMBER 22, 1993.
The meeting was called to order by Mayor Gulliford. Present, in
addition to the Mayor, were Commissioners Fletcher, Tucker and
Waters. Also present were City Attorney Jensen, City Manager
Leinbach, Deputy City Manager Jarboe, City Clerk King, Finance
Director Wendland, and Police Captain Campbell. Commissioner
Edwards was ill and was excused.
Mayor Gulliford reported city staff had revised the budget based on
the wishes expressed by the City Commission at previous meetings
and indicated the changes would enable the millage rate to be
reduced from the tentative millage rate of 3. 1721 which had been
set by the City Commission on September 13, to 2 . 9276 .
The City Manager explained city staff had considered the goals of
the City Commission regarding the changes to the pay plan and the
pension plan. He indicated there was a 7. 65% increase in personnel
and . 65% increase in operating and a -9 . 85% in capital costs and a
-7. 27% in debt service, resulting in a net increase of 3. 75% in the
total budget.
Captain Campbell summarized the concerns which had been expressed
by commissioners, staff and citizens regarding the pay plan and
outlined the methods used to revise the pay plan to address those
concerns. He indicated staff had used the Fair Labor Standards Act
as a guideline to make decisions regarding which positions might be
changed from hourly to salaried. A figure of $6. 50 per hour was
used as a base wage and a new pay scale was developed for both
hourly and salary grades. Each employee was then placed in the
appropriate pay range according to job description and require-
ments. Each employee would receive an increase in 1993/94 over the
1992/93 wages but increases would not be on an across-the-board
basis. Each individual job title/description was reviewed.
Capt. Campbell ' s indicated that as of October 1993 when the new
plan would become effective, employee evaluations would no longer
be carried out on an employee' s anniversary date. It was
recommended that effective October 1, 1994, all employees be
evaluated during the month of October and that all wage adjustments
would be based on performance and would become effective on October
1 of that fiscal year.
Capt. Campbell also provided a general employee pay plan flow-chart
which indicated there would be a wage freeze if funds were not
available for wage enhancements. The flow-chart also indicated how
wage increases would be handled if funds more than/less than 2%
were available. A summary of Capt. Campbell ' s comments is
attached hereto and made a part hereof.
Page Two
Minutes of Workshop Meeting
September 22, 1993
•
Lt. Jim Hill (Fire Dept. ) felt the same criteria could not be used
to measure the productivity of a city worker as with business and
Mayor Gulliford felt while there would be some factors which would
be common to all positions, employees would be evaluated on other
factors which were peculiar to that department.
Commissioner Tucker noted that the millage rate being recommended
that evening was lower than the tentative millage which had been
set on September 13 and she asked what had been cut from the budget
to make further millage reduction possible. Mayor Gulliford
indicated it had been possible to meet the commission goals and set
the millage rate at 2.9276 without making further cuts.
Commissioner Fletcher indicated he would like to see projections of
long range impact on the budget for next year and subsequent years
and the Finance Director pointed out it would be impossible to make
projections since wages would be frozen if funds were not
available.
Commissioners were asked to review all recent budget materials
prior to the next commission meeting on Monday, September 27.
Mayor Gulliford complimented the staff on the work they done in
response to the various commission comments and suggestions for
budget adjustments.
There being no further discussion, the Mayor declared the meeting
adjourned at 6 :45 PM.
4Mau een King /
City Clerk
A
GENERAL EMPLOYEE PAY PLAN 6I
DIRECTION
This plan addresses the concerns expressed by the City Commission
during the budget workshops , staff recommendations and comments by
individual commissioners regarding the pay plan for city employees .
The following concerns were established which this plan takes into
consideration .
1 . No employee should earn less that $6 . 50 per hour as a starting
wage .
2 . Eliminate the automatic nature of the present step plan and
implement an enhanced performance based merit system.
3 . Reduce the amount between steps and tie the pay plan into
available funding each year , so as to reduce the geometric
progression of necessary funding increases from year to year
in personnel services .
4 . Provide funding increase for enhanced pension benefits as
recommend to the City Commission by the Pension Board.
To establish a pay plan utilizing the above criteria the following
process was used.
1 . Review the present positions and review those that may need to
be reclassified from Hourly to Salaried, using the Federal
Fair Labor and Standards Act as a guideline .
2 . Starting with the determined $6 . 50 per hour base wage, we
analyzed all present pay scales , developing pay ranges for
both hourly and salaried grades .
3 . Each employee was placed in the appropriate pay range based on
the applicable pay range , Job requirements and performance .
4 . Each employee ' s base wages for the fiscal year 1993/1994 will
be increased over their 1992/1993 wages , however , an across
the board philosophy was not used.
5 . As of october 1 , 1993 the employee ' s anniversary date will not
be used to establish performance evaluation dates . Beginning
October 1 , 1994 , all employees will be evaluated during the
window period of October 1 and November 1 , with any pay
increases being retroactive to october 1 of that fiscal year .
A
GEIERAL EMPLOYEE PAY PLAI FLOW CHART
Daring budget review, identify fonds available for increase in personnel services.
FUIDS AVAILABLE
YES JO
APPLY 2% TEST WAGE HRH
L
22 MET 2% LOT MET
ir
ALL EMPLOYEES WITH 10 MERIT IICREASB
SATISFACTORY EVALUATIOI
RECEIVE 2% MERIT IICREASE
ADDITIOIAL FDIDIIG
AVAILABLE SOME FDIDIIG
AVAILABLE
RECOMMEID POSSIBLE RECOMMEID POSSIBLE
BOLDS TO EMPLOYEES WITH C.O.L.A.
EICEPTIOIAL EVALUATIOIS AID
EMPLOYEES TOPPED OUT II
PAY RAIGE LITH
SATISFACTORI EVALUATIOI
RECOMMEID POSSIBLE RECOMMEID POSSIBLE
C.O.L.A. EICEPTIOIAL BOLUS
AID TO TOPPED OUT
EMPLOYEES WITH
SATISFACTORY
EVALUATIOIS