Collier Mosquito Control District · Collier Mosquito Control District retained the services of Cody & Associates, Inc. to conduct a classification, compensation, and benefits study

Classification, Compensation, and Benefits Study

Collier Mosquito Control District

2018

220 Jamaica Drive Cocoa Beach, Florida 32931 (321) 783-9552; Fax (321) 613-3962

E-mail: [email protected]

mailto:[email protected]

Cody & Associates, Inc. MANAGEMENT CONSULTANTS

220 Jamaica Drive, Cocoa Beach, Florida 32931

(321) 783-9552; FAX (321) 613-3962

August 8, 2018

Patrick Linn, Executive Director Collier Mosquito Control District 600 North Road Naples, FL 34104-3464

Dear Mr. Linn,

We have completed our assignment and are submitting our report for the Classification, Compensation, and Benefits Study for all positions in the service of Collier Mosquito Control District.

This report has been prepared as an accounting of our assignment and to record our approach. The recommendations and comments in the report reflect our objective appraisal based on analysis and discussion to the extent possible within the scope of the assignment.

Our objective was to develop a Comprehensive Pay Plan that is equitable to both the employees and to the District.

We appreciate this opportunity to be of service to you and express our thanks for the cooperation and courtesy which was extended to us by your staff during the Study.

Respectfully submitted,

Linda Bunting President

CLASSIFICATION, COMPENSATION, AND BENEFITS STUDY

Collier Mosquito Control District

Table of Contents Section Page

LETTER OF TRANSMITTAL

INTRODUCTION ........................................................................................................ 1

STUDY ASSIGNMENT AND OBJECTIVES .............................................................. 2

POSITION EVALUATION PHASE ............................................................................. 3 • REVIEW OF POSITIONS AND UPDATE JOB DESCRIPTIONS ................ 3

SALARY PHASE....................................................................................................... 4 • OBTAIN SALARY INFORMATION ……………………………….…………… 4 • DEVELOPMENT OF THE SALARY SCHEDULES ..................................... 4 • GENERAL SALARY FINDINGS AND COMMENTS.................................... 5

COMPENSATION PLAN........................................................................................... 6 • PURPOSE .................................................................................................. 6 • APPOINTMENT AND STARTING RATE GUIDELINES.............................. 6 • SALARY RANGES AND PROGRESSION .................................................. 6 • TRAINEE CATEGORY ................................................................................ 7 • PROMOTIONS............................................................................................. 7 • DEMOTIONS................................................................................................ 8 • TRANSFERS................................................................................................ 8 • SPECIAL ASSIGNMENT CATEGORY........................................................ 8 • POST MAXIMUM INCENTIVE..................................................................... 9

BENEFITS …………...………………………………………………….. ........................ 10

IMPLEMENTATION…………………………………………………….. ........................ 11

ENCLOSURE 1 - RECOMMENDED PAY RANGES ENCLOSURE 2 - RECOMMENDED SALARY SCHEDULE ENCLOSURE 3 - BENEFITS SURVEY RESULTS ENCLOSURE 4 - RAW DATA SUMMARY

INTRODUCTION

This report, on the study of the salaries of the positions for Collier Mosquito Control District contains details

of all elements of the Study. In preparing this report, Cody & Associates, Inc. used its best efforts and has

taken reasonable care. To an extent, the report relies on information and data received from third parties

in whom Cody & Associates, Inc. has assumed the accuracy and completeness thereof.

Cody & Associates, Inc. cannot guarantee that any particular result will follow from any action taken on the

basis of this report. The information and opinions expressed in this report have significance only within the

context of the entire report. No parts of this report should be used or relied upon outside of that context.

This analysis is not an end in itself, but a vital element in a sound management program for Collier Mosquito

Control District. A good overall management system requires continuous work and polishing, once the plan

is implemented.

Adjustments will continually have to be made to reflect changes in the labor market place in order to

maintain a current and equitable classification system and pay plan.

1

STUDY ASSIGNMENT AND OBJECTIVES

Collier Mosquito Control District retained the services of Cody & Associates, Inc. to conduct a classification,

compensation, and benefits study for all positions under their jurisdiction.

In our approach to establishing a Position Classification and Pay Plan, we were concerned with the following

basic objectives:

Formulating a Pay Plan that will assist in reducing turnover costs and promote careers with the

District.

Designing a Pay Plan that will attract qualified personnel to render the services that the District

provides.

Establishing equitable classifications.

Establishing competitive salary ranges.

Establishing equitable relationships of one job to another within the workforce (equal pay for

equal work) and relieve compression between pay grades and classifications.

To ensure fair and equal compensation opportunities for equal contributions to the effective

operations in the District.

Designing current salary ranges, which are competitive with reasonably similar positions in the

labor market where the District recruits for employees and which are consistent with the

economic conditions in Collier County.

Comparison of Benefits to the Market.

To achieve these objectives, we divided the assignment into five (5) major segments:

• Obtain salary information from the survey market

• Analyze wage and position information

• Point factor all positions

• Methods of implementing survey results and recommendations

• Benefits survey results

• Report preparation

2

POSITION EVALUATION PHASE

The Position Evaluation Phase of the Study included the following:

REVIEW OF POSITIONS The objective of this phase was to review all job descriptions, position description questionnaires,

and information from interviews. We utilized the information to assure all positions are properly

classified. In the Classification Phase of the Study, we looked at the following information:

• Essential functions

• Education

• Experience

• Knowledge and skill sets required

• Responsibilities for policies and methods

• Consequence of error

• Personal contacts

• Responsibility for records and reports

• Mental demands

• Work environment

• Risk/safety

The above are all functions of the position, not the person in the position. This phase was very important,

since positions vary from one survey agency to the next. Positions were point factored so they could be

compared internally. Some positions where there was a career ladder (Level I, II, III), the positions may have

been ranked and a point factor was not needed since there was a natural progression that must occur. The

point factoring is a tool we utilize for setting the internal relationship for each position. We have enclosed a

summary of the total points, so you can see the breakdown.

3

SALARY PHASE

The Salary Phase of the Study included the following:

OBTAIN SALARY INFORMATION

The Consultant’s objective during the salary phase was to analyze compensation of positions with

the District in comparison with the local market along with other Mosquito Control agencies. The

agreed upon labor market included the following: Anastasia Mosquito Control District, Brevard

County Mosquito Control District, Broward County Mosquito Control, Hillsborough County Mosquito

Control, Indian River Mosquito Control District, Keys Mosquito Control District, Lee County

Mosquito Control District, Manatee County Mosquito Control District, Pasco County Mosquito

Control District, Sarasota County Mosquito Control, St. Lucie County Mosquito Control District,

Volusia County Mosquito Control, Collier County BOCC, Collier Fire and Rescue District, Collier

Sheriff, Collier Public Schools, City of Marco Island, and City of Naples.

We had 100% participation in the salary survey. Cost of living adjustments were made to salary

information gathered from agencies across the State.

DEVELOPMENT OF THE SALARY SCHEDULES

The objective of this aspect of the Study was to compile the results of the salary survey and to design

an appropriate Salary Schedule and Pay Plan for all the positions covered. The salary survey was

used as a guide in setting salaries, and internal relationship was a key component in setting salaries.

Across the agencies every Mosquito Control District was setup differently, so in analyzing the data

this was taken into consideration. We point factored all of the positions at CMCD and then treated all

of the positions that were in the same pay grade as a whole in the majority of the cases. This involved

a lot more care and precision in the analysis and allowed us to set a pay structure that aligns with

the positions and their responsibilities within the District. The District utilizes its personnel by

diversifying their duties to fit the needs of the District.

We set the salary ranges based on the median of the market.

4

GENERAL SALARY FINDINGS AND COMMENTS

We restructured the District’s pay plan to have range spreads of approximately 65% and added a

few positions where we could create a career ladder. The Districts current pay plan had pay ranges

with up to an 84% span.

The data utilized was current when we conducted the survey. All agencies were surveyed for this

study and we did not rely on any old data.

5

COMPENSATION PLAN

PURPOSE

The Compensation Plan is intended to provide all employees with equitable and competitive pay,

relative to pay received by other employees performing similar work in the District and relative to

rates received by other employees in the survey market.

APPOINTMENT AND STARTING RATE GUIDELINES

The minimum rate for a position is the appointment (in-hiring) rate for a new employee. This rate

reflects the "market place" value of the position based upon the minimum qualifications needed to

perform the work. We are recommending the District adopt the minimums proposed as a result of

our Study and that these minimums be used as the appointment rates. However, more latitude and

flexibility must be exercised when determining actual in-hiring rates for applicants in hard to fill critical

or managerial positions since experience and availability are key factors. We have found in the

current market many agencies are having to hire above the minimum for more positions due to the

current market.

Generally, appointments above the minimum salary may be authorized in the following situation:

• If the applicants training, experience or other qualifications are above those required for the position then appointments may be approved by the Director or his designee on a case by

case basis and at a rate of up to the mid-point of the range established for the position.

SALARY RANGES AND PROGRESSION

• The Pay Plan consists of a Salary Schedule containing salary ranges, the compensation attached to the ranges, and a listing the assignments of each class in the Classification

Plan to a range in the Salary Schedule.

• An employee can receive a salary increase by one or more of the following ways:

performance salary advancement; across-the-board increase; cost of living; adjustments;

promotion; reclassification; or pay range adjustment.

6

TRAINEE CATEGORY

If an applicant for a position does not meet the minimum qualifications, but is otherwise qualified

for the position, the department head may request the appointment as a "TRAINEE". In such cases,

the employee could be hired at a rate of five to ten percent (5%-10%) below the minimum salary,

until the minimum qualifications have been satisfied.

The individual's probationary period should not begin until he/she has completed the trainee period.

This category is used to train people on-the-job who have the potential to do the work, but lack

some of the skills or experience needed. The normal time a person remains in a trainee category

would be a minimum of six (6) months and a maximum of twenty-four (24) months. This time period

would depend upon the skills or experience needed in individual cases and when certification

requirements are completed.

PROMOTIONS

A Promotion occurs when an employee is moved from a position in one class to another position

in a different class that has a higher maximum salary.

The promoted employee should receive a salary increase to at least the minimum rate of the new

pay range or 6% percent whichever is higher. An amount higher than minimum can be considered

if the individual’s experience, skills, or qualifications merit a higher than minimum rate adjustments.

In some situations, an employee who is promoted from a position which receives paid overtime to

an exempt position which receives no paid overtime could experience an actual pay loss in his/her

annual salary earnings. In cases such as this, a higher promotional pay adjustment to compensate

for this situation should be considered based on the average of the past three years of overtime

worked. This should be added to the salary used to calculate the promotional increase.

The first six (6) months of the promotion can be used by the supervisor to evaluate the performance

of the employee and to assure that the employee can satisfactorily perform the duties of the new

position. At the end of this period, the employee’s supervisor will certify that the employee is

satisfactorily performing his/her duties and the promotional increase discussed above may be

instituted.

7

DEMOTIONS

If an employee is demoted for cause, the demotion will be a lesser job classification that may include

a reduction in pay.

An employee receiving a demotion at their own request or due to inability to perform the work may

be adjusted to a lower job classification. When a demotion of this nature occurs, there should be a

reduction made in the employee’s pay. Some circumstances may dictate, however, that the

employee remains at the same pay level attained prior to the demotion. This will be at the discretion

of the District, but in no case should this exceed the maximum rate of the lower pay range.

TRANSFERS

An employee transferred to a position in the same classification or to a different position with the

same pay grade should not be eligible for an increase.

An employee transferred to another position in a lower classification or grade shall be handled in

accordance with the rule established for Demotions.

SPECIAL ASSIGNMENT CATEGORY (SAC)

This category can be used when an individual in a position is given an assignment(s) which

encompasses duties and responsibilities of a different, advanced, and/or supervisory nature. These

assignments are usually for a specified limited period of time. This type assignment is temporary in

nature and can be rescinded unilaterally by the District, and does not constitute a promotion. All

assignments which extend beyond 30 work days must be approved by the Director. A pay

supplement may be given for that period of time.

8

POST-MAXIMUM INCENTIVE

The maximums of the recommended pay ranges are the point where an employee's pay

progression usually stops. This marks the place where the "worth" of the position, according to the

market place and comparable jobs has reached its limit. However, we feel that some type of pay

incentive past this maximum point is necessary to continue the productivity of the individual at an

acceptable level.

When the individual has reached the maximum of the pay range, he/she will be eligible for a

performance type adjustment. This adjustment would not be added to the individual's base pay.

The amount of the adjustment will be determined by the Director or his designee. This type of

arrangement has the effect of not compounding salary or fringe benefit costs and limits the overall

short and long-term impact on the District. It also helps in the retention of productive long-term

employees.

9

BENEFITS Cody & Associates, Inc. conducted a benefits survey and the results are enclosed. The District offers

a competitive benefits program.

10

IMPLEMENTATION

To implement the proposed Compensation Plan we recommend using one of the following implementation plans

described below, or any variation. The below implementation methods are a few we suggest.

ALTERNATIVE A

• Adopt the recommended Pay Grades and Salary Schedule.

• Any employee that is currently below the recommended range should be brought to minimum.

• Any employee presently being paid above the maximum for their pay range, should be “frozen” at their present rate.

This approach is the most inexpensive, but can create compression.

ALTERNATIVE B

• Adopt the Pay Grades and Salary Schedule utilizing the recommended salary ranges.

• Adjust the employees into the recommended pay ranges by the same rate that the midpoints of the pay ranges increased to keep the same relative level in the pay range.


This approach would establish both internal and external equity within the organization.

ALTERNATIVE C

• Adopt the Pay Grades and Salary Schedule utilizing the recommended salary ranges.

• Adjust the employees into the recommended pay ranges based on time in grade. This is calculated based on a specified percentage rate for each year of service. Typically, it is calculated at a rate of one percent to three percent for each year of service, based on budget.


This approach would establish internal and external equity within the organization.

ALTERNATIVE D

• Other alternatives have been discussed.

11

Title P/G Min Max P/G Min MaxCommissioners 00 4,800 4,800 00 4,800 4,800Part Time Senior Aircraft Mechanic 01 27,250 52,000 01 28,323 46,733Temporary Spray Technician 02 26,500 48,250 01 28,323 46,733Temporary Research Assistant 02 26,500 48,250 01 28,323 46,733Intern 02 26,500 48,250 01 28,323 46,733Secretary/Receptionist 03 30,000 55,000 04 34,100 56,265Field Technician I 03 30,000 55,000 04 34,100 56,265Research Assistant 03 30,000 55,000 04 34,100 56,265Public Education Assistant 03 30,000 55,000 04 34,100 56,265A/C Parts Assistant 04 33,000 58,500 05 36,146 59,641A/P Associate 04 33,000 58,500 05 36,146 59,641Admin Assistant 04 33,000 58,500 05 36,146 59,641Field Technician II New 05 36,146 59,641Lab Tech I 04 33,000 58,500 05 36,146 59,641Office Coordinator 04 33,000 58,500 05 36,146 59,641Executive Admin Assistant 04 33,000 58,500 07 40,614 67,013A/P Specialist 04 33,000 58,500 07 40,614 67,013Facility Maintenance Technician 05 37,250 66,750 07 40,614 67,013Field Technician Supervisor 05 37,250 66,750 07 40,614 67,013Lab Tech II 05 37,250 66,750 07 40,614 67,013Operations Assistant 05 37,250 66,750 07 40,614 67,013Accounting Specialist I 06 43,250 75,250 09 45,633 75,295Accounting Specialist II New 11 51,274 84,602Aircraft Parts Manager 06 43,250 75,250 09 45,633 75,295Aviation Assistant 04 33,000 58,500 09 45,633 75,295Biologist I 04 33,000 58,500 09 45,633 75,295Public Outreach Specialist I 06 43,250 75,250 09 45,633 75,295Public Outreach Specialist II New 11 51,274 84,602Biologist II 12 54,350 89,678Research Entomologist I 06 43,250 75,250 12 54,350 89,678Technical Development Specialist 07 45,550 89,250 12 54,350 89,678Temporary Pilot 06 43,250 75,250 13 57,611 95,059Director of Communication 08 54,150 98,150 15 64,732 106,808Aircraft Mechanic I 07 45,550 89,250 13 57,611 95,059Aircraft Mechanic II New 14 61,068 100,762Pilot I 07 45,550 89,250 13 57,611 95,059Pilot II New 14 61,068 100,762Research Entomologist II 07 45,550 89,250 15 64,732 106,808Assistant Director of Operations 08 54,150 98,150 15 64,732 106,808Director of Aircraft Maintenance 08 54,150 98,150 15 64,732 106,808Director of Human Resources New 15 64,732 106,808Director of Research 08 54,150 98,150 15 64,732 106,808Research Entomologist II 08 54,150 98,150 15 64,732 106,808Chief Financial Officer 09 62,500 115,250 16 68,616 113,216Chief Operations Officer 09 62,500 115,250 16 68,616 113,216

Present Proposed

Recommended Pay Ranges

Enclosure 112

Title P/G Min Max P/G Min MaxPresent Proposed

Chief Pilot 08 54,150 98,150 15 64,732 106,808Executive Director 10 71,250 132,500 20 86,626 142,933

Recommended Pay Ranges

Enclosure 113

SALARY SCHEDULE

P/G Minimum Midpoint Maximum Minimum Midpoint Maximum

01 28,323 37,528 46,733 13.62 18.04 22.47

02 30,131 39,923 49,716 14.49 19.19 23.90

03 32,054 42,472 52,889 15.41 20.42 25.43

04 34,100 45,183 56,265 16.39 21.72 27.05

05 36,146 47,893 59,641 17.38 23.03 28.67

06 38,315 50,767 63,219 18.42 24.41 30.39

07 40,614 53,813 67,013 19.53 25.87 32.22

08 43,050 57,042 71,033 20.70 27.42 34.15

09 45,633 60,464 75,295 21.94 29.07 36.20

10 48,372 64,092 79,813 23.26 30.81 38.37

11 51,274 67,938 84,602 24.65 32.66 40.67

12 54,350 72,014 89,678 26.13 34.62 43.11

13 57,611 76,335 95,059 27.70 36.70 45.70

14 61,068 80,915 100,762 29.36 38.90 48.44

15 64,732 85,770 106,808 31.12 41.24 51.35

16 68,616 90,916 113,216 32.99 43.71 54.43

17 72,733 96,371 120,009 34.97 46.33 57.70

18 77,097 102,153 127,210 37.07 49.11 61.16

19 81,723 108,282 134,842 39.29 52.06 64.83

20 86,626 114,779 142,933 41.65 55.18 68.72

21 91,824 121,666 151,509 44.15 58.49 72.84

22 97,333 128,966 160,599 46.79 62.00 77.21

23 103,173 136,704 170,235 49.60 65.72 81.84

Proposed

Annual Rate

Proposed

Hourly Rate

Enclosure 214

AgencyAnastasia Mosquito Control District YesBrevard County Mosquito Control District NoBroward County Mosquito Control District NoHernando County Mosquito Control District CPI= 3%- Emp must receive a 3.0 on their annual evaluationHillsborough County Mosquito Control District No responseIndian River Mosquito Control District Yes, it is given in a lump sum check Keys Mosquito Control District No, all increases are Board approved. Lee County Mosquito Control District

Manatee County Mosquito Control District Raises are discussed and determined on an annual basisPasco County Mosquito Control District 2% or COLA; whichever is greaterSarasota County Mosquito Control District NASt.Lucie County Moquito Control District No responseVolusia County Mosquito Control District NA

AgencyAnastasia Mosquito Control District

Brevard County Mosquito Control District

Broward County Mosquito Control District

Hernando County Mosquito Control District

Hillsborough County Mosquito Control District No responseIndian River Mosquito Control District

Keys Mosquito Control District

Automatic inflation adjustment (i.e. CPI+x% per year, x=merit)?

No, Board has option to approve a COLA every October 1st, pay plan grids are adjusted by % amount, step increases every 3 years on anniversary date

Sick/Vacation/Personal Day Plans versus PTO?

Vacation: 0-3 years= 10 days, 3-10 years= 15 days, 10-15 year= 20 days, 15-20 years= 25 days, 20+ years= 30 years. Sick days: 10 days.

Vacation: 1-5 years= 12/year, 6-10 yrs= 15/year, 11-15 yrs= 18/year, 16-19 yrs= 21/yr, 20+ yrs= 24/yr. Sick Days: 1-10 yrs= 12/yr, 11+ years= 15/yr

Vacation: 0-5 yrs = 14 days, 5-10 yrs= 15 days, 10+ years= 20 days. Sick days: 8 hours per month

PTO; 0-3 years= 144 hrs, 4-6 years= 192 hours, 7-9 years= 208 hours, 10-15 years= 224 hours, 16+ years= 240 hours

Vacation: 1 year = 5 days, 2 - 5 years = 10 days, 6 - 10 years = 15 days, 11+ years = 20 days. Sick days: 96.2 hours annually.

Vacation: 1-2 years= 12 days, 3-15 years= 15 days, 15+ years= 21 days. Sick days: 1+ years= 12 days

15 Enclosure 3

AgencyLee County Mosquito Control District

Manatee County Mosquito Control District

Pasco County Mosquito Control District

Sarasota County Mosquito Control District

St.Lucie County Moquito Control District No responseVolusia County Mosquito Control District 1 month-7 years= 224 hours/year, 8-13 years= 248

hours/year, 14-19 years- 280 hours/year, 20+ years= 304 hours/year

Sick/Vacation/Personal Day Plans versus PTO?

PTO; 0-5 years= 16.25 days, 5-10 years= 21.125 days, 10-15 years= 26 days, 15+ years= 30.875 days, Part-time emp hired prior to 10/1/17=9.75 eight hour days

Vacation: 0-5 years= 5 hrs/pay period, 6-10 years= 6 hrs/ pay period, 11+ years= 7 hrs/pay period. Sick days: 4 hrs/ pay period. Personal time off: 1 personal day, 1 birthday

Vacation: 1-5 years= 1.85 hrs/week, 6-10 years= 2.31 hrs/week, 11-15 years= 2.77 hrs/week, 16-20 years= 3.23 hrs/week, 21-25 years= 3.69 hrs/week, 26+ years= 4.15 hrs/week. Sick days: 1.85 hrs/week. Personal time off: 1 day per/year

Vacation: 0-2 yrs= 16 days/yr, 2-5 yrs= 19 days/yr, 5-10 yrs= 22 days/yr, 10-15 yrs= 25 days/ yr, 15+ yrs= 28 days/yr. 3 personal days per year.

16 Enclosure 3

AgencyAnastasia Mosquito Control District Yes, up to 240 hours per yearBrevard County Mosquito Control District Yes, if no sick leave is used, 8 hrs of annual leave is awardedBroward County Mosquito Control District YesHernando County Mosquito Control District NoHillsborough County Mosquito Control District No responseIndian River Mosquito Control District

Keys Mosquito Control District NoLee County Mosquito Control District NoManatee County Mosquito Control District

Pasco County Mosquito Control District

Sarasota County Mosquito Control District NASt.Lucie County Moquito Control District No responseVolusia County Mosquito Control District No

AgencyAnastasia Mosquito Control District Yes, optional AFLACBrevard County Mosquito Control District BothBroward County Mosquito Control District Yes, LTD dependent on salaryHernando County Mosquito Control District LTD 60%, max of $5,000 per monthHillsborough County Mosquito Control District No responseIndian River Mosquito Control District Yes, but it is 100% paid by employeeKeys Mosquito Control District STD 66% of pay, 68% per thousand insured through AFLACLee County Mosquito Control District

Manatee County Mosquito Control District NoPasco County Mosquito Control District LTD 60%, $0 cost to employeeSarasota County Mosquito Control District NASt.Lucie County Moquito Control District No responseVolusia County Mosquito Control District

Yes; STD is paid 100%% by District, emp pays 50% of LTD, benefit for both is 50% of salary

Both- 60% of salary. No cost to employee for long term; employee pays $13.80/month for short term

Yes, in April & November, employees with at least 120 hrs of accumlated sick leave can cash out up to 40 hrs. Employees with at least 80 hrs of accumlated sick leave can cash out up to 24 hrs.

yes, after accumulating 30 days medical leave, employee will be compensated for 1/2 of accumulated leave during the year, after acuumulating 60 days leave, employee will be paid for each additional day over the maximum.

If emp has taken at least a 40 hr vacation within the year, can cash out in December. If over 480 vacation hours, it is mandatory the employee cash out hours over 480 in January of each year.

Short/Long Term Disability?

Employee option to cash out a portion of Sick/Vac/PTO yearly?

17 Enclosure 3

AgencyAnastasia Mosquito Control District NoBrevard County Mosquito Control District NoBroward County Mosquito Control District

Hernando County Mosquito Control District NoHillsborough County Mosquito Control District No responseIndian River Mosquito Control District NoKeys Mosquito Control District Yes Lee County Mosquito Control District NoManatee County Mosquito Control District

Pasco County Mosquito Control District NoSarasota County Mosquito Control District No responseSt.Lucie County Moquito Control District No responseVolusia County Mosquito Control District NA

Yes, up to 40 hrs to care for a member of their immediate family

Yes. To be a member, you must work for the District for 9 months and have 55 hours of sick leave on the books. If you elect to join at that time, you donate 24 hours of your sick leave into the bank. Before any employee can request to use hours from the sick leave bank, they must have used all of their hours on the books. At that point they can apply to use the sick leave bank. Each case is presented to the Sick Leave Bank Committee, who votes and determines if that employee can use time from sick leave bank to be paid during their illness.

Sick Bank?

18 Enclosure 3





Hillsborough County Mosquito Control DistrictIndian River Mosquito Control District


Lee County Mosquito Control District

Manatee County Mosquito Control DistrictPasco County Mosquito Control District

Sarasota County Mosquito Control District

St.Lucie County Moquito Control District No responseVolusia County Mosquito Control District

Health Insurance to include amount of deductable

Emp - Cost to employee - $0 Ded- $3,500. Emp+spouse - Cost to emp - $7.75 ded - $7,000, children - Cost to emp - $6 ded - $7,0000, family- Cost to employee $15.50 Ded - $7,000

Various plans with a low cost to emp of $35 for emp to a high cost of $85, Emp + Spouse cost to emp $108 to $334, Emp + Children cost to emp $85 - $265, Emp + Family $179 - $385Emp - Cost to emp - $10.83 Ded $1,350. Emp+spouse - Cost to emp - $32.50 ded $2,700, Emp + children - cost to emp - $21.67 ded $2,700 , or Emp + family - $130 Ded $2,700

Various plans with the low cost plan to emp for Emp -Cost - $0 to Ded - $500, Emp+ spouse - Cost - $459.90 ded $1,500, Emp + children - Cost $427.50 Ded $1,500, Emp + family - Cost $518.90 Ded $1,500

Emp - Cost to employee - $0 Ded- $500 in network. Emp+spouse - Cost to emp - $74.04 ded - $1,000 in network, children - Cost to emp - $54.72 ded - $1,0000 in network, family- Cost to employee $128.76 Ded - $1,000 in network

Cost to employee for emp only $0 ded - $500, Emp+ spouse cost - $238.34, Ded - $1,000, Emp+children and Family Cost - $238.34 ded - $1,500

Cost to emp for emp only (Low plan) - $176.78 Ded - $1,500 , Emp+ spouse cost $388.88 ded $3,000, Emp + children cost - $300.64 ded $3,000, Emp + family cost $509.78 ded $3,000

No cost to emp for any family $5.000 ded for all.Cost to emp for emp only - $0 ded - $0, emp + spouse cost - $193.84 ded $0, emp + children cost - $164.76 ded $0, emp + family cost - $358.60 ded $0

EMP PAYS: Emp= $97.50/month, Emp+spouse= $564.68/month, Emp+child(ren)= $479.81/ month, Emp+family= $689.26/month

Emp cost for emp only - $86.66, emp + spouse cost - $312.93. emp + children cost - $289.47. emp + family cost -

19 Enclosure 3

AgencyAnastasia Mosquito Control District NABrevard County Mosquito Control District YesBroward County Mosquito Control District YesHernando County Mosquito Control District YesHillsborough County Mosquito Control District No responseIndian River Mosquito Control District YesKeys Mosquito Control District YesLee County Mosquito Control District YesManatee County Mosquito Control District Only what is offered under Aetna Health PlanPasco County Mosquito Control District YesSarasota County Mosquito Control District NoSt.Lucie County Moquito Control District No responseVolusia County Mosquito Control District Included in health insurance

Prescription Drug Plan?

20 Enclosure 3





Hillsborough County Mosquito Control DistrictIndian River Mosquito Control District


Lee County Mosquito Control District

Manatee County Mosquito Control District No cost to emp for family $50 deductiblePasco County Mosquito Control District

Sarasota County Mosquito Control District No responseSt.Lucie County Moquito Control District No responseVolusia County Mosquito Control District

$0 deductible for all Cost to emp for emp only - $12.11, Emp + Spouse - $21.78, Emp + Children - $24.22, Emp + Family - $29.06

Cost to emp is $0 for emp only up to $15.50for emp + Family - Ded of $50 Offer 3 plans with costs ranging from $12.23 - $32.72 to empl for emp only, emp + Spouse $24.64 - $64.42, Emp + Children $22.83 - $59.27, Emp + Family $34.14 - $100.51

Cost to emp for emp only - $48.52 with $75 deductible, emp + 1 cost - $80.08 ded $225, emp + 2 cost $121.30 ded $225

Cost is passed onto employee. Emp only $31.87, Emp + spouse $63.68, Emp + children $67.52, Emp + family $104.15Cost is $0 to emp for all ded for emp only $50, emp + spouse - $100, Emp + Family $150(Low plan) Cost to emp for emp only - $13.54 with $100 deductible, emp + spouse cost - $28.10 ded $100 X 3, emp + Children cost $30.10 ded $100 X3, emp + family cost $44.72 ded $100 X3

Low plan cost to emp for emp only - $16.55 ded $0 emp + spouse cost - $28.99 ded $0, emp + family cost - $45.54 ded

Cost to emp for emp only $0. ded - $50, emp + spouse cost - $25.63 ded $50, emp + children cost - $32.07 ded $50, emp + family cost - $57.68 ded - $150.

Dental Insurance

21 Enclosure 3





Hillsborough County Mosquito Control District No responseIndian River Mosquito Control District

Keys Mosquito Control District $10 deductible for all and cost to emp $0Lee County Mosquito Control District

Manatee County Mosquito Control District No cost to emp for family. It is a discounted plan.Pasco County Mosquito Control District

Sarasota County Mosquito Control District No responseSt. Lucie County Mosquito Control District No responseVolusia County Mosquito Control District

AgencyAnastasia Mosquito Control District Yes, $30,000 for emp, $2,500 per dependentBrevard County Mosquito Control District 1 Time Benefit, $0 to empBroward County Mosquito Control District County paid $25,000. Emp can purchase up to $300,000.Hernando County Mosquito Control District $10,000Hillsborough County Mosquito Control District No responseIndian River Mosquito Control District

Keys Mosquito Control District 40,000 active employee; 20,000 retireeLee County Mosquito Control District YesManatee County Mosquito Control District Yes, 1 years salary up to $50,000Pasco County Mosquito Control District Yes- $50,000Sarasota County Mosquito Control District NoSt. Lucie County Mosquito Control District No responseVolusia County Mosquito Control District Yes- 1 years salary

Vision Insurance

Cost to emp is 3.62 for emp only up to $9.82 for emp + Family - Discounted PlanOffer a low and a high plan cost to emp for emp only $4 - $4.61, emp + Spouse $8 - $9.21, Emp + Children $7 - $8.06, $0 deductible for all. Cost to emp for emp only - $6.93, Emp + Spouse - $13.89, Emp + Children - $13.17, Emp + Family - Two plans. Lower plan Emp only cost is $5.66 Emp + Family $14.42

Cost is passed onto employee. Emp only $6.57, Emp + family $17.65

Ded for all is $10 exam/$10 frames/lenses Cost to emp for emp only - $7.64, emp + spouse - $15.56, emp + children - $14.08, emp + family - $22.00

Cost to emp for emp only $9.40, emp + spouse cost $18.81, emp + children cost - $15,95, emp + family cost $26.26. No deductible on all.

Cost to emp for emp only $5.29. ded - $0, emp + spouse cost - $10.32 ded $0, emp + children cost - $10.55 ded $0, emp + family cost - $15.51 ded - $0.

Life Insurance

Yes, 1.5 times employee salary up to $75K. Employees 65+ max benefit is $48,750.

22 Enclosure 3

AgencyAnastasia Mosquito Control District Yes, $0 cost to empBrevard County Mosquito Control District

Broward County Mosquito Control District Yes, $0 cost to empHernando County Mosquito Control District YesHillsborough County Mosquito Control District No responseIndian River Mosquito Control District Yes cost passed onto employee. Keys Mosquito Control District 40,000, $1.20Lee County Mosquito Control District YesManatee County Mosquito Control District NoPasco County Mosquito Control District Yes, $0 cost to empSarasota County Mosquito Control District NoSt. Lucie County Mosquito Control District No responseVolusia County Mosquito Control District NA

AgencyAnastasia Mosquito Control District YesBrevard County Mosquito Control District NoBroward County Mosquito Control District YesHernando County Mosquito Control District YesHillsborough County Mosquito Control District No responseIndian River Mosquito Control District Yes, cost passed onto employeeKeys Mosquito Control District YesLee County Mosquito Control District YesManatee County Mosquito Control District Yes, through AFLAC & Liberty Mutual InsurancePasco County Mosquito Control District YesSarasota County Mosquito Control District NoSt. Lucie County Mosquito Control District No responseVolusia County Mosquito Control District NA

Offered by private company not affiliated with Benefits program

AD&D Insurance

Section 125 Plans

23 Enclosure 3

AgencyAnastasia Mosquito Control District Florida Retirement SystemBrevard County Mosquito Control District Florida Retirement SystemBroward County Mosquito Control District Florida Retirement SystemHernando County Mosquito Control District Florida Retirement SystemHillsborough County Mosquito Control District Florida Retirement SystemIndian River Mosquito Control District Florida Retirement SystemKeys Mosquito Control District Florida Retirement SystemLee County Mosquito Control District Florida Retirement SystemManatee County Mosquito Control District Florida Retirement SystemPasco County Mosquito Control District Florida Retirement SystemSarasota County Mosquito Control District Florida Retirement SystemSt. Lucie County Mosquito Control District Florida Retirement SystemVolusia County Mosquito Control District Florida Retirement System

AgencyAnastasia Mosquito Control District NoBrevard County Mosquito Control District Yes, do not matchBroward County Mosquito Control District YesHernando County Mosquito Control District NoHillsborough County Mosquito Control District No responseIndian River Mosquito Control District Yes, do not matchKeys Mosquito Control District Yes, do not matchLee County Mosquito Control District Yes, 0%Manatee County Mosquito Control District

Pasco County Mosquito Control District Yes- 0%Sarasota County Mosquito Control District VoluntarySt. Lucie County Mosquito Control District No responseVolusia County Mosquito Control District No

No, we offer a 403(b) and the District does not contribute or match

Retiree Benefits

457 Plan (matching contributions)

24 Enclosure 3

AgencyAnastasia Mosquito Control District NoBrevard County Mosquito Control District NoBroward County Mosquito Control District N/AHernando County Mosquito Control District NoHillsborough County Mosquito Control District No responseIndian River Mosquito Control District N/AKeys Mosquito Control District NoLee County Mosquito Control District NoManatee County Mosquito Control District NoPasco County Mosquito Control District NoSarasota County Mosquito Control District N/ASt. Lucie County Mosquito Control District No responseVolusia County Mosquito Control District N/A


Brevard County Mosquito Control District N/ABroward County Mosquito Control District NoHernando County Mosquito Control District Yes, if emp is laid off, they will receive 100% of PTOHillsborough County Mosquito Control District No responseIndian River Mosquito Control District

Keys Mosquito Control District NoLee County Mosquito Control District NoManatee County Mosquito Control District NoPasco County Mosquito Control District N/ASarasota County Mosquito Control District N/ASt. Lucie County Mosquito Control District No responseVolusia County Mosquito Control District N/A

Yes, annual leave accrued 100%, sick leave if over 10 year employed 25%

Yes, emp with 10+ years of service paid a maximum of 20 days of accum vacation leave upon retirement, termination of empl. Payment will not be paid to empl who leave the employment of District with less than 10 years of service.

Pilot only Matching Contribution Plan (special risk)

Severance Policies

25 Enclosure 3

AgencyAnastasia Mosquito Control District OTBrevard County Mosquito Control District NoBroward County Mosquito Control District YesHernando County Mosquito Control District

Hillsborough County Mosquito Control District No responseIndian River Mosquito Control District NoKeys Mosquito Control District NoLee County Mosquito Control District NoManatee County Mosquito Control District Over-time and comp time at 1.5Pasco County Mosquito Control District N/ASarasota County Mosquito Control District N/ASt. Lucie County Mosquito Control District No responseVolusia County Mosquito Control District N/A


Brevard County Mosquito Control District NoBroward County Mosquito Control District No forma incentive programHernando County Mosquito Control District Yes, $50-$500 in awardsHillsborough County Mosquito Control District No responseIndian River Mosquito Control District

Keys Mosquito Control District NoLee County Mosquito Control District NoManatee County Mosquito Control District Yes, if elected EOM receive a day offPasco County Mosquito Control District N/ASarasota County Mosquito Control District N/ASt. Lucie County Mosquito Control District No responseVolusia County Mosquito Control District N/A

on-call pay $1.50, night differential for working between the hours of 10 PM-6 AM

Yes, if no sick time is used in quarter, an additional 8 hours of leave rewarded

Incentive System

Premium Pay

Yes, advanced certification pay - $500 one time check and higher pay range with a maximum of $1,500.

26 Enclosure 3

AgencyAnastasia Mosquito Control District Yes, during winter monthsBrevard County Mosquito Control District Department Dependent/case dependentBroward County Mosquito Control District

Hernando County Mosquito Control District Yes, if department can accommodateHillsborough County Mosquito Control District No responseIndian River Mosquito Control District NoKeys Mosquito Control District Flex time as long as 8 hours are accounted forLee County Mosquito Control District Only supervisorsManatee County Mosquito Control District YesPasco County Mosquito Control District N/ASarasota County Mosquito Control District N/ASt. Lucie County Mosquito Control District No responseVolusia County Mosquito Control District N/A

AgencyAnastasia Mosquito Control District Yes, but is deducted from Emp sick leaveBrevard County Mosquito Control District Yes, 3 working daysBroward County Mosquito Control District YesHernando County Mosquito Control District

Hillsborough County Mosquito Control District No responseIndian River Mosquito Control District Yes, 3 working daysKeys Mosquito Control District Yes, not exceed 24 consecutive hoursLee County Mosquito Control District Yes, 5 days paid leave for death of a covered relativeManatee County Mosquito Control District

Pasco County Mosquito Control District 3 days for immediate or extended familySarasota County Mosquito Control District N/ASt. Lucie County Mosquito Control District No responseVolusia County Mosquito Control District N/A

Yes, depends on position, agency, and collective bargaining agreement

Yes, 5 days paid for immediate family members, P/T 3 work days. 3 paid work days for extended family, P/T 1 paid work day

Yes, 3 days for immediate family, part-time emp up to 1.5 working days for immediate family

Bereavement Leave

Alternate Work Schedules

27 Enclosure 3

AgencyAnastasia Mosquito Control District 13Brevard County Mosquito Control District 11Broward County Mosquito Control District 10Hernando County Mosquito Control District 12Hillsborough County Mosquito Control District No responseIndian River Mosquito Control District 10Keys Mosquito Control District No responseLee County Mosquito Control District Regular holidays with some fluctuationManatee County Mosquito Control District 11Pasco County Mosquito Control District 10Sarasota County Mosquito Control District 11St. Lucie County Mosquito Control District No responseVolusia County Mosquito Control District N/A

AgencyAnastasia Mosquito Control District $1,500 per 6 month periodBrevard County Mosquito Control District N/ABroward County Mosquito Control District YesHernando County Mosquito Control District YesHillsborough County Mosquito Control District No responseIndian River Mosquito Control District

Keys Mosquito Control District N/ALee County Mosquito Control District NoManatee County Mosquito Control District NoPasco County Mosquito Control District YesSarasota County Mosquito Control District N/ASt. Lucie County Mosquito Control District No responseVolusia County Mosquito Control District N/A

Holidays

Yes, if education is a direct benefit to IRMCD. If over $1,500 must go through major funding request.

Tuition Reimbursement

28 Enclosure 3

AgencyAnastasia Mosquito Control District Yes, training for all professional licensingBrevard County Mosquito Control District N/ABroward County Mosquito Control District N/AHernando County Mosquito Control District Yes, emp training, supervisor training, and wellness programsHillsborough County Mosquito Control District No responseIndian River Mosquito Control District NoKeys Mosquito Control District N/ALee County Mosquito Control District NoManatee County Mosquito Control District Yes, District will pay for fees, travel expenses, etc.Pasco County Mosquito Control District NoSarasota County Mosquito Control District N/ASt. Lucie County Mosquito Control District No responseVolusia County Mosquito Control District N/A

AgencyAnastasia Mosquito Control District Yes, $50 for service awardsBrevard County Mosquito Control District N/ABroward County Mosquito Control District Yes, 5 year increments Hernando County Mosquito Control District Certificate ceremonyHillsborough County Mosquito Control District No responseIndian River Mosquito Control District NoKeys Mosquito Control District

Lee County Mosquito Control District Lapel pins are awarded at 5, 10, 15, 20, 25, 30 and 35 years

Manatee County Mosquito Control District

Pasco County Mosquito Control District NoSarasota County Mosquito Control District N/ASt. Lucie County Mosquito Control District No responseVolusia County Mosquito Control District N/A

Yes, will receive administrative leave in increments of 28 hours for years of service in 5 year increments

At 10, 20, and 30 years of service the emp receives and automatic longevity raise of 5%

Service Awards

Development Programs

29 Enclosure 3

RAW DATA SUMMARY

Job Minimum Maximum Minimum Midpoint Maximum Minimum Midpoint Maximum

Commissioners 4,800 4,800

Part-Time Senior Aircraft Mechanic 27,250 52,000

Temporary Spray Technician, Temporary Research Assistant, Intern 26,500 48,250 27,937 35,172 42,406 27,800 35,469 43,138

Secretary/Receptionist; Field Technician; Public Education Assistant; Research

Assistant30,000 55,000 33,313 42,908 52,504 33,869 44,561 55,253

Office Coord; A/P Spec; A/P Assoc, Exec Adm Assist, Admin Asst; Biologist; A/C Parts

Assistant, Aviation Assistant - Lab Tech 133,000 58,500 36,665 47,617 58,570 36,473 47,417 58,361

Field Technician Supervisor, Operations Assistant, Facility Maintenance Technician -

Lab Tech 237,250 66,750 39,490 54,148 68,806 39,533 54,451 69,369

Aircraft Parts Manager; Acg Specialist, Temporary Pilot, Public Information Officer, Public Outreach Specialist - Ent 1 Bio 1

43,250 75,250 46,732 59,949 73,166 45,965 59,800 73,635

Aircraft Mechanics, Pilots, Research Entomologist I Ent 2, Bio 2, Tech

Development Specialist45,550 89,250 58,348 75,015 91,683 58,192 74,339 90,486

Chief Pilot; Director of Aircraft Maintenance; Director, Research; Assistant Director,

Operations, Research Entomologist II - Dir of Communication

54,250 98,150 66,243 85,156 104,068 67,405 84,762 102,118

Director, Administration; Director, Operations; Deputy Director 62,500 115,250 69,595 88,042 106,490 69,935 84,760 99,585

Executive Director 71,250 132,500 84,287 102,188 120,089 85,681 105,307 124,932

* Public Relations Specialist added January 2017** Deputy Director -- transitional position (T. Wilmot)

Chief Pilot 77,491 97,338 117,185 78,926 100,684 122,442 Pilot 63,933 82,393 100,852 63,906 84,967 106,029

*** Job titles changed from "Inspector" to "Field Technicians" effective 2/2017. One Inspector position changed to "Facilities Maintenance Technician" pay

grade moved to 5, in relation to Operations Assistant.

CCMCD Average Median

30 Enclosure 4

Documents

Collier Mosquito Control District · Collier Mosquito Control District retained the services of Cody & Associates, Inc. to conduct a classification, compensation, and benefits study