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PALM BEACH COUNTYCLASSIFICATION & PAY PLAN2017 - 2018For the Board of County CommissionersEffective October 1, 2017Prepared by the Human Resources Department

INDEXPage #SECTION ISECTION IISECTION IIISECTION IVPay PoliciesOrganization Chart3Pay Periods and Pay Days4Holiday Schedule5Pay Policies6Classification and Pay ScheduleAlphabetical Listing of Job Classification Titles18Non-Bargaining, CWA Bargaining Unit and Fire Rescue Management UnitSalary Schedule53Salary RangesGeneral Pay Grades and Pay Ranges101Executive Pay Grades and Pay Ranges110Fire Rescue Pay ScheduleAlphabetical Listing of Bargaining Unit Job Classification Titles112IAFF/District Chief Salary Schedules1172

Palm Beach County Board of County Commissioners Organizational StructureElectorateLegendBoard of County CommissionersElected Constitutional OfficersMelissa McKinlay, MayorMack Bernard, Vice MayorHal R. Valeche, Paulette Burdick, Dave Kerner,Steven L. Abrams, Mary Lou BergerSheriff, State Attorney, Public Defender,Clerk & Comptroller, Property Appraiser,Tax Collector, Supervisor of ElectionsCounty AttorneyDenise NiemanCounty AdministratorVerdenia C. BakerSolid line indicates a direct line ofauthority.Independent OfficialsInspector General - John CareyCommission on EthicsMark Bannon - Executive DirectorInternal AuditorJoe BergeronFacilities Development & OperationsAudrey WolfAssistant County AdministratorNancy BoltonCommunity ServicesJames GreenAgencies with a relationship toBoard of County CommissionersAssistant County AdministratorTodd BonlarronAssistant County AdministratorFaye JohnsonCooperative ExtensionRon RiceCriminal Justice CommissionKristina HensonLegislative AffairsRebecca DeLaRosaFinancial Management & BudgetSherry BrownEqual OpportunityPamela GuerrierInformation Systems ServicesSteve BordelonFire RescueMichael MackeySmall Business AssistanceTonya Davis JohnsonHuman ResourcesWayne CondryLibraryDouglas CranePalm TranClinton B. ForbesPublic AffairsLisa De La RiondaWater UtilitiesJames C. StilesTourist Development CouncilGlenn JergensenWater Resources ManagerKen ToddPurchasingKathy ScarlettRisk ManagementScott MartingYouth ServicesTammy FieldsCounty departments, offices andagenciesAgencies with an administrative tieto Board of County CommissionersDeputy County AdministratorvacantAirportsBruce PellyDotted line indicates a partial lineof authority or funding.Housing & Economic SustainabilityJonathan B. BrownMedical ExaminerMichael Bell, M.D.Parks & RecreationEric CallPublic SafetyStephanie SejnohaHousing Finance AuthorityDavid M. BrandtWestgate/Belvedere Homes CRAElizee MichelBusiness Development BoardKelly SmallridgePalm Beach TransportationPlanning AgencyNick UhrenCareerSource Palm Beach CountySteve CraigFlorida Department of HealthPalm Beach CountyAlina Alonso, M.D.Court ProgramsBarbara DawickeAssistant County AdministratorPatrick RutterCommunity RevitalizationHouston TateEngineering & Public WorksDavid L. RicksEnvironmental Resources Mgmt.Deborah DrumPlanning, Zoning & BuildingPatrick RutterResilienceMegan HoustonSolid Waste AuthorityMark HammondTreasure Coast RegionalPlanning CouncilMichael BushaRevised May 2018

PALM BEACH COUNTY PAY PLANLISTING OF PAY PERIODS & PAY DAYS FOR FISCAL 2017 - 2018Pay PeriodsPay Days1.September16-September29.October06, 20172.September30-October13.October20, 20173.October14-October27.November03, 20174.October28-November10.November17, 20175.November11-November24.December01, 20176.November25-December08.December15, 20177.December09-December22.December29, 20178.December23-January05.January12, 20189.January06-January19.January26, 201810.January20-February02.February09, 201811.February03-February16.February23, 201812.February17-March02.March09, 201813.March03-March16.March23, 201814.March17-March30.April06, 201815.March31-April13.April20, 201816.April14-April27.May04, 201817.April28-May11.May18, 201818.May12-May25.June01, 201819.May26-June08.June15, 201820.June09-June22.June29, 201821.June23-July06.July13, 201822.July07-July20.July27, 201823.July21-August03.August10, 201824.August04-August17.August24, 201825.August18-August31.September07, 201826.September01-September14.September21, 20184

PALM BEACH COUNTY PAY PLANHOLIDAY SCHEDULE 2017 - 2018Holiday NameDay1.Columbus Day (2nd Monday in Oct).Monday, October 9, 20172.Veterans Day.Friday, November 10, 20173.Thanksgiving Day.Thursday, November 23, 20174.Floating Holiday.Friday, November 24, 20175.Christmas Day.Monday, December 25, 20176.Floating Holiday.Tuesday, December 26, 20177.New Year's Day.Monday, January 1, 20188.Martin Luther King, Jr. Day (3rd Monday in January).Monday, January 15, 20189.President's Day (3rd Monday in February).Monday, February 19, 201810.Memorial Day (last Monday in May).Monday, May 28, 201811.Independence Day.Wednesday, July 4, 201812.Labor Day (1st Monday in September).Monday, September 3, 20185

PAY POLICIES

PALM BEACH COUNTYCLASSIFICATION AND PAY PLANThe following summary of pay policies is based on the policies contained in the Merit System Rules, the CWAContract and the Pay Policies & Procedures manual.This summary is provided in the Pay Plan for easierreference.The annual range given for each grade is based on a 40 hour work week. The work week begins at 12:01 A.M.Saturday and ends the following Friday at 12:00 A.M. Pay checks are issued bi-weekly on alternate Fridays.The Pay Period/Pay Day Schedule is listed on page 3.I.OVERTIME/COMP TIMEMerit Rule - Overtime states,“all overtime must be scheduled and authorized in advance by thedepartment head.” Overtime that is fully documented and approved by a department head or designee inadvance of actual payment is considered to be in compliance with Merit Rules.The job classes designated with exempt (EX) are not eligible for additional pay for overtime, but maybe granted time off on an hour for hour basis. General employees designated as non-exempt (NE) areeligible for overtime pay and may be paid at time and one-half of their regular rate of pay for allhours over 40 in a work week, or an equivalent amount of compensatory time.Overtime payments are computed on a weekly basis using the employee's regular rate of pay (base payplus shift differential, standby pay, leadworker pay, hazard pay, retroactive pay increases and lumpsum merit increases).In making overtime computations, consult the appropriate column to determinewhat is considered time worked. Whether additional time is considered time worked will be determinedbased on the provisions of the Fair Labor Standards Act.7

I.OVERTIME/COMP TIME - ContinuedCWA BARGAINING UNITTime WorkedNot ConsideredTime Worked1.2.Holidays1.Previously Scheduled2.Vacation Leave3. Compassionate/Funeral Leave3.4. Union Leave4.5. Comp Time5.6. Incentive Leave6.7. Jury Duty8. Blood Donation9. Parent/Teacher Conference10. Voluntary Furlough Leave11. Clinic/EAP Visits12. Bldg Evacuations13. County Interviews14. Admin Leave (Disaster)Sick TimeVacation/AnnualLeave Not PreviouslyScheduledL.O.A.Disability LeaveWorkers’ CompMilitary LeaveNON-BARGAINING UNITTime WorkedNot ConsideredTime Worked1.2.HolidaysPreviously ScheduledVacation Leave3. Compassionate/Funeral Leave4. Comp Time5. Incentive Leave6. Jury Duty7. Blood Donation8. Parent/Teacher Conference9. Clinic/EAP Visits10. Bldg Evacuations11. County Interviews12. Admin Leave (Disaster)1.2.3.4.5.6.Sick TimeVacation/AnnualLeave Not PreviouslyScheduledL.O.A.Disability LeaveWorkers’ CompMilitary LeaveEmergency call-back is paid on a portal-to-portal basis (does not include mileage) for actual hoursworked at time and one-half, or a minimum of one hour at straight time, whichever is greater. Suchcompensation shall be made in addition to any standby pay.Bargaining Unit employees should refer to their respective contracts for more complete information.II.SPECIAL COMPENSATIONA.Shift Differential:A shift differential of 5% of the employee’s current rate of pay (if over the maximum, then only5% of the maximum rate) will be paid to employees who work either of the night shifts (majority ofthe shift falls after 5:00 P.M. or before 8:00 A.M.). This applies to all permanent employees.If an employee does not work, they should not be paid shift differential.8

II.SPECIAL COMPENSATION – ContinuedA.Shift Differential - Continued:Employees are not paid shift differential pay on holidays unless they are actually working (ashift in which they would be eligible for shift differential pay) on the holiday (Page 116 of thePayroll Policy and Procedure Manual).Employees on rotating shifts shall receive a pro-rated shift differential.If the employee istransferred from the night shift to the day shift, the shift differential will be discontinued.Shift differential pay does not apply to non-permanent employees.B.Standby Pay:Employees (bargaining and non-bargaining) who work in a classification which requires them to beon emergency standby and subject to call-back in case of emergency shall receive 1.50 per hourfor each hour on standby.If standby assignments cease, the standby pay will be discontinued.If an employee does not work, they should not be paid standby for the shift immediately followingthe shift they are absent and until they return to work. The Standby Pay Adjustment Form shouldbe completed and submitted to the department’s payroll preparer whether or not the employee isstill available for standby duties.Standby pay does not apply to non-permanent employees.C.Leadworker:A leadworker:1. Assigns and reviews the work of other employees2. Is classified at the same pay grade3. Is at a work location removed from regular supervisionSuch limited supervisorydisciplinary rmancereviewsnor

II.SPECIAL COMPENSATION – ContinuedC.Leadworker - Continued:Leadworker pay shall be 6% of the employee’s current rate of pay. If leadworker duties cease, theleadworker pay will be discontinued.If an employee earning leadworker pay (or the person(s) they are leading) does not work, they willnot be paid leadworker pay.Leadworker pay must be submitted on the appropriate form and approved by the Director of HumanResources.Employees are not paid leadworker pay on holidays unless they are actually working and performingleadworker duties on the holiday (Page 126 of the Payroll Policy and Procedure Manual).Leadworker pay does not apply to non-permanent employees.D.Temporary Promotion or Working at Higher Classification:Merit Employees - An employee has to perform the duties during the temporary absence of theincumbent in excess of ten (10) consecutive workdays.This promotion shall not exceed six (6)months unless approval is granted by the Human Resources Director. If an employee is working inan exempt position, there will be no overtime pay.Pay increase is the same as shown underSection III - Pay Upon Promotion. Merit employees are not paid temporary promotion pay on holidaysunless they are actually working on the holiday (See the Payroll Policy and Procedure Manual).CWA Employees - Employees assigned to work in a higher classification for more than eight (8)consecutive hours shall be paid at the minimum of the higher classification or 5% of theemployee’s current rate of pay, whichever is higher.This promotion shall not exceed six (6)months unless approval is granted by the Human Resources Director. A copy must be submitted toClerk/Payroll and Human Resources each pay period. CWA employees are not paid working in a higherclass pay on holidays unless they are actually working on the holiday (See the Payroll Policy andProcedure Manual).To obtain temporary promotion forms, please go to http://pbc/humanresources/forms/.10