2024-02-20 VIII A,Compensation Study Results, Ex.9Lt
1 1
w� Classification and Compensation Study
= for the City
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Evergreen Solutions, LLC
of Okeechobee, FL
Presentation of Results
Presented by: Rob Williamson February 20, 2024
Agenda
• Study Process
• Compensation Philosophy
• Compensation Outlook
• Compensation Review
• Implementation Recommendations and Costs
• Next Steps
Study Process
Completed Tasks:
✓ Conducted Kick off call and Project Leadership
Team interviews.
✓ Finalize study goals and timeline
✓ Assessed conditions of the current pay system.
✓ Conducted external equity analysis by surveying
the market to determine competitive salary ranges.
Study Process (Continued)
✓ Created a proposed pay plan using existing internal
equity and update to be competitive externally.
✓ Conducted reviews with Project Leadership Team
✓ Developed optional methods for implementing the
revised plan/pay ranges; and selected most
appropriate.
✓ Estimated annualized salary cost for implementing
the revised plan.
Compensation Philosophy
Reviewed the compensation philosophy:
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Market M* Competitive with the market
Position
Pay
Practices
Equitable, Flexible & Fiscally Responsible
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Pay Plan Open -Range Pay Plan not steps
Design
Pay
nceasep N* Experience & Performanc
Methods
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Compensation Outlook
PRIVATE SECTOR WAGE GROWTH W/ TREND LINE
Dept. of Labor Statistics
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5
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3
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2018 2019 2020 2021
2022 2023
Compensation Outlook
PUBLIC SECTOR
WAGE & BENEFIT GROWTH
Department of Labor Statistics
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Compensation Outlook
Florida Cost of Living
South Florida Inflation Some of the Highest in the Nation,
Driven by Elevated Shelter Costs
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7%
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C 5%
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Metro
Sources: Bureau or labor Statisks. Macrobond. Coster. June 2023
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-10% •5% 0% S% 10% 16% 20%
South Florida Consumer Price Index
Component Annual Change
costar -
Map: Irina Ivanova • Source: Bureau of Labor Statistics
Compensation Review
Conducted a salary survey; collected salary range data
from 14 of 21 approved market peers:
• All City classifications used for survey.
• Average number of matches for each classification of
8.2.
• Not all peers had matches for all classifications. In
those instances, internal equity and/or secondary data
used to aid in placement.
0 Adjusted for cost of living.
Compensation Review (Continued)
** Peers listed in Bold
indicate the peer
responded to the
afth" survey.
f
City of Arcadia
City of Avon Park
City of Clewiston
City of LaBelle
Town of Lake Placid
City of Lakeland
City_ of Palatka
City of Port St. Lucie
City_,____ of Sebastian
_._w.
City of Sebring
City of Stuart
City of Vero Beach
City of Wildwood
Okeechobee County
Desoto County
Glades County
Hardee County
Highlands County
Indian River County
Martin County
St. Lucie County
E
Compensation Review (Continued)
MARKET RESULTS
Market Survey indicates the City is behind the market average at
the minimum, midpoint &maximum for the 60th percentile.
*This reflects the market competitiveness of your current pay
ranges not annual employee salaries.
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Key Study Considerations
1. No employees are recommended for a salary decrease
as a result of this study.
2. Methodology - the Bring to Minimum implementation
brings all employees into the new market competitive
pay ranges.
3. Collaborative - Employees and Project Leadership
Team assisted in identifying concerns.
4. The proposed implementation costs and employee
adjustments are distributed throughout the fiscal year.
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Key Recommendations
1. Adopt the proposed pay plan creating numeric pay grades and
market competitive pay ranges.
2. Reassign classifications to pay grades based on the market results
and internal equity. Some positions will see larger adjustments
than others due to the market response and regional specific
market factors.
3. Select an implementation methodology that aligns with the
compensation philosophy, reduces competitive disadvantages and
aligns with the financial priorities of the City
4. Place employees within their newly recommended market
ompetitive pay grades.
i Evergreen Solutions. LLC
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Recommendation & Costs �����--����LL� ��_���vy
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Next Steps
• Job Description update —update current job
descriptions to align with essential functions, minimum
qualifications and FLSA.
• Job Force Manager Training —training for staff to
perform ongoing pay plan maintenance.
• Provide Draft and Final Reports —provide reports
that memorialize the work and study findings.
• Project Close-out
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Thank You!
Rob Williamson
Project Manager
Evergreen Solutions, LLC
2878 Remington Green Circle
Tallahassee, Florida 32308
850.383.0111 phone
850.383.1511 fax
www.ConsultEvergreen.com
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