Item C04BOARD OF COUNTY COMMISSIONERS
AGENDA ITEM SUMMARY
Meeting Date: March 20 2013
Bulk Item: Yes No X
Division: Employee Services
Department: Human Resources
Staff Contact /Phone ##: Teresa Aguiar X4458
AGENDA ITEM WORDING: Approval to amend the Plan of Compensation (Pay Plan) to include a
title and pay range for the position of Building Inspector II, Electrical Inspector II, and Plumbing
Mechanical Inspector II.
ITEM BACKGROUND: In September of 2006, the County Administrator approved a department
reorganization of the Building Department. Included in the reorganization plan was the understanding
that when the incumbent obtained the higher level license, he/she would receive the midpoint of a pay
grade 10.
Currently, there is no policy to address this and therefore the pay grade of 10.5 is being established.
In accordance with the Personnel Policies and Procedures, Section 4.04, the Board of County
Commissioners must approve any recommended revisions to the Pay Plan.
PREVIOUS RELEVANT B O C C ACTION: None. The pay plan currently in effect has not been
revised since October 1, 2006.
CONTRACT/AGREEMENT CHANGES: NIA
STAFF RECOMMENDATIONS: Approval.
approx
TOTAL COST $15.162 INDIRECT COST: BUDGETED: Yes X No
DIFFERENTIAL OF LOCAL PREFERENCE:
approx
COST TO COUNTY: $15,162 SOURCE OF FUNDS: 180
REVENUE PRODUCING: Yes _ No -- X AMOUNT PER MONTH Year
APPROVED BY: County Ariy � OpMB/Pur asing Risk Management
DOCUMENTATION: Included X Not Required
DISPOSITION: AGENDA ITEM #
Revised 7/09
MEMORANDUM
MONROE COUNTY GROWTH MANAGEMENT DIVISION
We strive to be caring, professional and fair
To: Teresa Aguiar, Human Resource Director
From: Jerry Smith, Sr. Director/Building Official41
Thru: Christine Hurley, Division Director, Growth Management =••
Date: February 12, 2013
r
v
RE: Standardized system for Building Inspector I and Building Inspector II positions
In 2006 the County Administrator approved a standardized system for Building Inspector
I and Building Inspector II positions within the Growth Management Division, Building
Department. This system included recruitment of building inspectors that hold
standardized inspecting licenses at a pay grade 10. It further authorized an increase to
midpoint of a pay grade 10 for those inspectors that obtained a standard plans examining
license in their respective field (structural, plumbing, mechanical, electrical, etc.). The
department has been operating under this system since thait time.
As discussed, it is necessary to document this system in the County's Pay Plan. We are
requesting you create a pay grade between pay grades 10 and 11 and move the Building
Inspector II to that level; thereby allowing inspectors that have obtained the additional
plans examination license to midpoint ($57,181.90 to $67,684.20). Building Inspector I
pay grade would remain the same at a pay range of $46,678.33 to $67,684.20-,
Further, The Electrical Inspector should also be broken out to two levels.
Electrical Inspector I would have the standard inspection certificate or the ability to
obtain same within 1 year of employment. Range of a grade 1 6.
Electrical Inspector II would have both the standard inspection and plans examination
certificate and would automatically go to range of a grade 10 (mid to high).
Finally, The Plumbing Mechanical Inspector should also be broken out to two levels.
Plumbing Mechanical Inspector I would have the standard inspection certificate or the
ability to obtain same within 1 year of employment. Range of a grade 10.
Plumbing Mechanical Inspector II would have both the standard inspection and plans
examination certificate and would automatically go to range of a grade 10 (mid to high).
Regarding incentive pay for additional certificates: Incentives would be paid when the
employee gains a license out of their original discipline. For example:
If they have a structural inspector license they come in as inspector I. Then once they
pass structural plans examiner license they go to midpoint of grade 1 0. Then, if they pass
a NEW discipline they receive the incentive increase. In this example where the
employee was hired to do structural inspecting and plans examining, if they obtain a
plumbing inspector license they would then get the incentive pay above midpoint,
because now they can do structural inspections, structural plans examination, and a new
service - plumbing inspection. This is a huge benefit to the county and construction
industry because the same person visiting the site can do multiple disciplines inspections.
It's my understanding Human Resources will draft an amendment to the Pay Grades and
Pay Plan and seek Board of County Commission approval of this standardized system.
JSldl
Monroe County Growth Management Division Paget
IMF
.0
a --* r
1 MEMORANDUM
2 MONROE COUNTY PLANNING DEPARTMENT
3 We strive to 6e friodl.1. ro essr nal and fair
4
5 To: Tom Willi, County Administrator
6
7 From: Ty Symroski, Director of Growth Manageftwar-/
8
9 Date: September 22, 2006
to
1 I RE: Building Department Reorganization
12
13 Thank you for signing the bulk of the PAF's sent to you. I hope the following points will
14 answer all your questions such that you can sign the remaining PAF's (attached) and we
15 can complete the reorganization of the Building Department.
16
17 Please note that we are withholding the hiring for the existing vacancies until we have the
18 reorganization and new job descriptions completed.
19
20 1. AssLstant Building -Official l Vlan Examiner for Plantation Key
21
22 This was a typo and has been corrected and is ready for signature.
23
24 2. Plumbin and Mechanical InsRgctor.
25
26 Question. Why is this pay substantially higher than other listed inspectors?
27
28 Answer. All inspector positions are at a pay grade to. The electrical,
29 mechanical/plumbing, and building 1 sitions require plan examiner
30 certification and inspector certification and will start at the mid 10 position. The
31 building inspector I position only requires an inspector certification and will start
32 at base 10. This is a new, vacant position.
33
34 3. The second Customer Service ReRMsentative II (Kelly Du an .
35
36 The PAF for this was not returned and is missing. We are planning on having a
37 Customer Service Representative II at each office to mentor the Customer Service
38 Representative I staff and to fulfill additional duties.
39
40 A new PAF package is being forwarded for your signature to replace the missing
41 one.
42
43 4. Customer Service Re resentative I. Five positions
44
45 Only one PAF was signed, we need the other four (4) signed. These are being
46 included for your signature.
PADivision Administration\StaffiBuilding Dept Re org 20060922& doc
Page l of 2
1
2 5. Licensina Coordinato
3
4 we are seeking a Licensing Coordinator in each office.
5
6 Marathon office is changing the title for the person (0dalys Mayan) who has been
7 doing this for several years under a different fitle and is receiving a moderate
S increase.
9
to The Plantation Key Office position will be a promotion for Lisette Cutie who has
11 been doing this work but under an inappropriate job description. This will be a
12 promotion for one of our bright stars in the department and is why there appears
13 to be an excessive pay increase.
14
15 6. Director 1 Building
16
17 This was not signed but there are no comments. we are including a PAF updated
18 with the current salary. The increase is 11.7 % increase. I want to highlight that
19 this is a very important management position for the smooth operation of all three
20 building department offices.
21
22 7. Plan Review Technician II fflaa Ann Brandle
23
24 Mary Ann has been with Monroe County for 16 years and has an Administrative
25 Assistant job description which is inappropriate for the work that she performs.
26
27 She reviews all the plans, coordinates the flood plain issues and is the last stop for
28 all applications that go for signature. She makes sure all the fees are correct and
29 that all of the appropriate people (fire marshal, planner, biologist, county engineer
30 and state agencies) have signed off.
31
32 Please note that Mary Ann has passed the Plan Examiner certification test but
33 cannot obtain a license because she does not have Feld experience.
34
35 S. Effective Bates
36
37 we had been proceeding knowing that the effective dates would all be the same
38 (September 1, 2006). However on approximately half of the PAP's the effective
39 date of September 1, 2006 was crossed out and changed to October 1, 2006.
40 There does not appear to be a pattern to this and will lead to different treatment
41 for employees that are shoulder to shoulder with same job description.
42
43 I therefore request that you change the effective date on all the PAP's to
44 September 1, 2006 as was planned.
PADivision Adminimtion\StaiffIBuilding Dept Re Drg 200649228.doe
Page 2 of 2
f
Cvnfidendal Page I 41312a0671
To: Tom Willi, County Administrator
CC: Ronda Norman, Acting Director/Growth Management
Carolyn UCausl, Administrator/Permitting
From:Joe Paskalik, Sr. Director/Building Official
Date: 4/3/2006
Re: REORGANIZATION/RECLASSIFICATION OF BUILDING DEPARTMENT
The ultimate goal of this reorganization/reclassification proposal is to provide
the highest level of customer service expected by the citizens of Monroe
County. We believe this reorganization can accomplish this goal by the
following processes:
• To channel the flow of information from the top down to be
disseminated bo all staff members throughout all the offices.
• To allow all staff input to be shared by the entire department.
• To uniformly disperse information, policies and procedures to
maintain consistency between all office locations, thereby eliminating
uncertainty and confusion with our customers.
• To provide a structure to better organize staff meetings and training
In areas that directly affect an employee's ability to deal with the
public and provide input for effective performance evaluations.
• To provide an incentive to employees to strive for excellence by
creating a "step" program within the department to allow for
promotions which, in tum, will promote employee retention. It
should be noted that this department has several long term
employees who will be making personal decisions to rears and/or
leave the county in the near future. It is imperative that we not only
retain the newer existing employees who are undergoing extensive
training but to also be able to attract new qualified applicants.
Apol3, 2006
• To utilize experienced employees bo provide additional training and
insight as part of an overall training process.
• To reclassify job positions and job descriptions to accurately portray
actual job duties and responsibilities. Note: While all Building
Department employees are being cross -trained, certain overall
responsibilifiies (i.e. licensing/finance) should and would become the
ultimate responsibility of one person in each office, creating a sense
of ownership and pride of performance.
• To adjust permit fees to cover the costs of reclassifications and any
ensuing increases to create "user fees rather than utilizing ad
valorem taxes.
• To create a "technology fees to allow for the funds to provide staff
witli the proper hardware and software to create a more efficient
permitting process.
• To increase "education fees" to allow funds to provide staff members
additional Job -related training.
• To further utilize the services of responsible private plan reviewers
and inspectors to assist and accommodate the public.
• To utilize the county website to keep the public apprised of new
directives, changes and procedures to alleviate much of the confusion
and misunderstandings currency plaguing the permitting process.
The Building Department has always been in the public spotlight because it Is a
regulatory agency that must rely on local, stabs and federal codes. Over the years,
this department has attempted to obtain approval to restructure our organization
only to be met with resistance by management who had no understanding of the
complexities involved in the various staff positions. This lack of understanding has
resulted in frustration on all levels by: (1) not allowing staff to have the proper tools
and Information to perform their job duties; (2) preventing us from retaining those
employees who can help us excel; (3) lumping job descdptions into apre-set
formula that does not in any way reflect the technical knowledge needed to pertorm
the many duties involved in the permitting process; and, (4) not acknowledging
strong technical, administrative or customer service stalls and experience in lieu of a
"degree". All of these factors have contributed to the suppression of employees
being considered for higher pay grades.
Apd/3, 2006
We have attached a proposed organizational chart as well as a complete list of all
current staff positions, ties and pay grades. Additionally, we have provided you
with our list of proposed position titles, pay grades and the total dollar value
increase these reclassifications would Incur.
Since many of these changes would require new job descriptlons which Is an
extremely time consuming project, we are asking that you review this proposal,
advise us of any additional thoughts or Insight, and pmvide us with your approval
and support to continue with this project.
If there Is any additional Information you require to assist us In reaching our goals,
please let us know. With upcoming budget deadlines looming, your attention to this
request would be greasy appreciated.
3
BUILDING DEPARTMENT
REORGANIZATION RECLASSIFICATION
FISCAL YEAR 2007
PGS
TITLE
'EMPLOYEE
` LOCATICN i
—^
GRADE! CURRENT
FY 2007 BUDGET, PROPOSED TITLE
GMBLGD45
ADMINISTRATIVE ASST
'PAINT L
_ --- MAR
! 7
$33,398.00 i $35,536.00 ADMINISTRATIVE ASSISTANT
GMBLG001
!SR. DIRECTORIBLDG OFFICIAL PASKALIK, J
MAR
_ _ 13
$85,534.00 $86,871.00 SR DIRECTOR/BLDG OFFICIAL
GMBLG035_
_ ISR. ADMINISTRATOR►ABO _ _
`JENKaNS, W
---_ -�� _.-
# MAR
_ _ 11
$68,275.00 $72,644-00 +ABOIiNSPECTOR ELECTRI
1 CAI
GMBLGO06
I PLAN EXAMINER - -- _
µ� ',KOSTIC, H
- ! - MAR
10
$60,024.00 $60,825.00 PLAN EXAMINER
GMBLGO08 'SR. INSPECTORIBUILDING
{ BOWDEN, M
MAR
9 I
$45,987.0 $48.931.00 !BUILDING INSPECTOR II
GRADE I PROPOSED
� NO
I 7
j 535536.00
NO
� 13
' E86,871.00
YES
_. _ 12 $72,644.00
_YES 4
10mid $60,625.00
YES 110
(mid) $55,302.00
SR. INSPECTOR]BUILDING :j��, n� MAR 9 YES
_—.�_._._t._._.._.�w�_ _-_ _—_-.�_. ��40,3D8.00 BUILDING INSPECTOR I 10 $450743.00
GMBLGO14 SR. MAR G INSPECTOR] PLUMBING TUGWELL, P 9 � $49.� ,.INGIMECH INSPECTOR ` YES
_ � . -- ------ -_ ._-- ------•- �67000 $5288100 PLUMB---�- - --- ^_ 10 Mid)' $55,6525 00
GMBLGO17� JCOORDINATORJPERMITTING ITUCKER, M + -- MAR 8 $47,773.001 $5030.00 ADMINISTRATOR/PERMITTING YES 10 $53, 372.00
' ` i
GMBLGO34 __�COORDINATOR/PERMITTING � AAYAN, ❑ s MAR 8 $4'1,915.00 � $+42,474.00 COORDINATORILJCENSING YES 8 mid 544,086.00
+
GMBLGO25 (PERMITTING TECHNICIAN JANTETOMASO, J MAR 7 ! $36*821-00 $39,178.00 CCUSTOMER SERVICE REP I ' YES $41.13700
GMBLGO29 ' PERMITTING TECHNICIAN i PETERS, D MAR 7 $38103.00 542.00 ]CUSTOM V ' ._� . _--!PERMITTING
__. _ $40, ER SERVICE REP II YES 8 mid $44,086.00
GMBLGO39 ! PERMITTING TECHNICIAN lt WILUAMS C _ MAR 7 $36,821.00 $9178.00 F CUSTOMER SERVICE REP I ! YES 8 $4 7 , 137.00
GMBLG037 iSR. ADMINISTRATORIABO PK '! ' ' _ 1 $49, 551.00 _-tABO/PLAN EXAMINER + YES 12 $Sfi, g82.OD
4-
GMBLGO36 _ ACTING ADMINIPERMITTING LICAUSI, C _ PK 1a $52,081.00 $55,414-00 ADMINISTRATOR/BUILDING YES 12 $68,184.00
GMBLG01r0 __ !PLAN EXAMINER - x Ty CAO, E PK 10 $45,143.00 $48,032.00 'PLAN EXAMINER YES ! 10 mid $49,551.00
GMBLG009 SR. INSPECT❑RIELECTRiCAL rREYES, A _- - ---_ ± - -PK -- - 9_ $49,32&00 $52,485.00 ELECTRICAL INSPECTOR YES 4 10 mid $55, 09.4
GMBLG013 �SR.. INSPECTOR/PLUMBING ;BECK R ^- PK ; 9 $58,025.00 $64,825.00 PLUMBINGIMECH INSPECTOR YES 10 Mid)$68,066.00
GMBLG015 + SR. INSPECTOR]BUiLDING r SULLIVAN, S - PK 9 $45,987.00 $48,931.00 -4
' BUILDING INSPECTOR II YES i 10 mid $55, 30Z.0a
SR. INSPECTORIBUILDING vo% :�� r ' 9 $40,308.00 BUILDING INSPECTOR i YES 10 i $45,143, 00
4p
wl
BUILDING DEPARTMENT
REORGANIZATION RECLASSIFICATION
FISCAL YEAR 2007
PDS 0
TITLE
EMPLOYEE
LOCATIONi GRADE CURRENT
2007 BUDGET
PROPOSED TITLE
; FtECL4WSS' GRADE
PROPOSED 2007
GMBLGO33
ADMINISTRATIVE ASSISTANT
BRANDLE, M
PK
7
$41,880.00� $44,560.00
PLAN REVIEW TECHNICIAN
YES
9
$4b.758 00
GNMBLGO21
PERMITTING TECHNICIAN
PK
7
$33,398.00 t
$35,536.00
CUSTOMER SERVICE REP I
YES
� 8
$36,739.00
GMBLGO22
PERMITTING TECHNICIAN
CUTIE, L
PK
7
$33,390.001
$35,536.00
COORDINATORILICENSING
YES
8Imid �
$44,486.00
GMBLGO23
PERMITTING TECHNICIAN _ _ _ _
;DUGAN, K
PK
7
$36,289.00
$38,B'I2.00
_ CUSTOMER SERVICE REP II _
YES
8 mid
$44,086.00
GMBLG027
PERMITTING TECHNICIAN
'HARDY, B _
_ _ PK
7
$33,398.00.
$35,5W.00
i
'CUSTOMER SERVICE REP I
YES
8
$36,739 00
GMBLGO44
;ADMINISTRATIVE ASSISTANT
CARROLL, L
PK
7
$33,398.00
$35,536-00
ADMINISTRATIVE ASSISTANT
NO
7
$35,536.00
GMBLGO24 PERMITTING TECHNICIAN PARTINGTON, M SI 7 $35,068.00 $39,178.00 CUSTOMER SERVICE REP I YES 8 1 13l.Gu
GMBLGO38 PERMITTING TECHNICIAN RAMIREZ, E SI 7 $36,289.001 $38,612.00 CCUSTOMER SERVICE REP I YES 8 W.543 00
SUBTOTAL ! $1.349,655.00
MERIT 5% r
_ _ _ _ � .� $58,282.00
12, 8 60_ i _ -v 14U/.937.00
BLACK NO CHANGE
BLUE RECLASS TO PAY uRADE i
Acker,
Arsenault,
Bowden,
Corcoran,
Karprzak,
Kosdr,
Phinney,
Sellers,
Smith,
Sullivan,
Tugwell,
Wingate,
LICENSE DESCRIPTION
Scott
pint
Mike
Brian
Adam
Harry
Tucker
Corey
Jerry
Steve
Paul
Mary
C20HIC Contractor Electrical
783201
Certified Building Contractor
CBC056849
CBC060371*
Certified Flood lain Manager
Y
Y
Y
Certified Plumbing Contractor
CFC057367*
Coastal Construction Inspector
Y
DBPR Examiner Plans Building
PX3233
PX3253
PX2716
PX2326
PX2923
DBPR Examiner Plans Electrical
PX3105
DBPR Examiner Plans Plumbing/Mechanical
PX3013
Px1961
DBPR In ector 1&2 Family Dwellings
BN6023
BN4598
DBPR Inspector,, -Building
BN6152
BN6274
BN5015
BN4437
BN5832
DBPR Inspector,, Electrical
BN6023
DBPR InspectorInspectorp Plumbin Mechanical
BN5206
BN4007
DBPR Building Code Administrator
BU1569
BU1584
Disaster Service Worker Building Inspector
SAPC50085
FL ASSN Code Enforcement Level i
Y
FL ASSN Code Enforcement Level 2
Y
FL ASSN Code Enforcement Level 3
Y
ICC Building Official, Leal & M mt. Module
5071699
ICC Certified Building Official
Y
ICC Examiner Plans Building
Y
ICC Examiner Plans Electrical
5071699-3E
ICC Inspector, Building
5071699-85
Y
ICC Inspector, Building, Residential
5071699-Bl
Y
ICC Inspector, Combination, Residential
5071699
ICC Inspector, Electrical
5071699-E5
ICC Inspector, Electrical, Residential
5076199-El
Y
ICC Inspector,, Mechanical, Residential
5071699-Ml
Y
1CC Inspector, Plumbing, Commercial
5071699-P2
ICC Inspector, Plumbing, Residential
5071699-Pl
Y
Property Maintenance & Housing Inspector
Y
L
Y
*Inactive Status
Eosition Title: BUILDING INSPECTOR I Class Cade: 10-35 Position Level:10
KEY JOB REQUIREMENTS
Education:
AA Degree/2 year college. A combination of education and experience may be
substituted for formal education.
E.Xp erience:
5 to 7 years.
Impact ofActions:
Makes decisions and final recommendations which routinely affect the assigned
department and the community.
Complexity:
Highly complex: Work is broad in scope covering one or more complicated areas.
Policy, procedures or precedent are typically created by this position. A high
degree of analytic ability and inductive thinking is required to devise new, non-
standard approaches to highly intricate technically complex problems.
Decision Making:
Analytic: Supervision is present to establish and review broad objectives relative
to basic position duties or departmental responsibilities. Independent judgment is
required to study previously established, omen partially relevant guidelines; plan
for various interrelated activities; and coordinate such activities within a work unit
or while completing a pr9ject.
Communication
Requires regular internal and external contacts to carry out programs and to
with Others:
explain specialized matters. Requires constant contact with the public involving
tact and discretion on matters requiring cooperation, explanation and persuasion,
as well as the enforcement of regulations olicies and procedures.
Managerial Skills:
Responsible for orienting and training others, and assigning and reviewing their
work. May also be responsible for acting in a "lead" or "senior" capacity over
other positions performing essentially the same work, or related technical tasks
and reporting to a higher level on a formal basis.
Working
Work requires occasional physical exertion and/or muscular strain. Work involves
Conditions/
several disagreeable elements and/or exposure to job hazards where there is
Physical Effort:
some possibility of i9jury.
On Call
May be required to provide disaster assistance during times of emergency in any
Re uirements.
capacity deemed appropriate.
Other:
Must possess a Standard Building Inspector License issued by the State of Florida
or a Contractor License is preferred with the ability to obtain a Provisional
Standard Building Inspector License issued by the State of Florida within 90 days
of date of employment and the Standard Building Inspector License issued by the
State of Florida within one year of employment.
MONROE COUNTY
JOB DESCRIPTION
Position Title: BUILDING INSPECTOR I Date: 3 4 13
Position Level: 10 _ I FLSA Status: Non-exempt Class Cade: 10-35
GENERAL DESCRIPTION
Primary function is to inspect structural and non-structural construction for conformance with plans,
specifications and applicable codes in keeping with Monroe County's mission, vision and values.
KEY RESPONSIBILITIES
1. *Take inspection requests, log requests and results into computer.
2. *Perform field inspections for compliance with codes.
3. *Review and approve truss plans for code compliance.
4. *Assist contractors and owners with code compliance and construction information in field.
5. *Perform floodplain inspections as required.
6. *Assist staff at front counter with questions pertaining to construction and codes.
* Indicates an "essential" job function.
The information on this description has been designed to indicate the general nature and level of
work performed by employees within this classification. It is not designed to contain or be
interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of
employees assigned to this iob.
MONROE COUNTY
JOB DESCRIPTION
Position Title: BUILDING INSPECTOR II I Date: 3 4 13
Position Level: 10.5 1 FLSA status: Non-exempt Class Code: 10-
GENERAL DESCRIPTION
Primary function is to inspect structural and nonstructural construction for conformance with plans,
specifications and applicable codes in keeping with Monroe County's mission, vision and values.
KEY RESPONSIBILITIES
1. *Take inspection requests, log requests and results into computer.
2. *Perform field inspections for compliance with codes.
3. *Review and approve truss plans for code compliance.
4. *Assist contractors and owners with code compliance and construction information in field.
5. *Perform floodplain inspections as required.
6. *Assist staff at front counter with questions pertaining to construction and codes.
* Indicates an "essential" job function.
The information on this description has been designed to indicate the general nature and level of
work performed by employees within this classification. It is not designed to contain or be
interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of
employees assigned to this 'ob.
Position Title: BUILDING INSPECTOR II I Class Code: 10- Position Level:10.5
KEY JOB REQUIREMENTS
Education:
AA Degree/2 year college. A combination of education and experience may be
substituted for formal education.
Experience:
5 to 7 years,
Impact of Actions:
Makes decisions and final recommendations which routinely affect the assigned
department and the commun_ity.
Complexity:
Highly complex: Work is broad in scope covering one or more complicated areas.
Policy, procedures or precedent are typically created by this position. A high
degree of analytic ability and inductive thinking is required to devise new, non-
standard approaches to highly intricate technically complex problems.
Decision Making:
Analytic: Supervision is present to establish and review broad objectives relative
to basic position duties or departmental responsibilities. Independent judgment is
required to study previously established, often partially relevant guidelines; plan
for various interrelated activities; and coordinate such activities within a work unit
or while completing a project.
Communication
Requires regular internal and external contacts to carry out programs and to
with Others:
explain specialized matters. Requires constant contact with the public involving
tact and discretion on matters requiring cooperation, explanation and persuasion,
as well as the enforcement of regulations, policies and procedures.
Managerial Skills:
Responsible for orienting and training others, and assigning and reviewing their
work. May also be responsible for acting in a "lead" or "senior" capacity over
other positions performing essentially the same work, or related technical tasks
and reporting to a higher level on a formal basis.
Working
Work requires occasional physical exertion and/or muscular strain. Work involves
Conditions/
several disagreeable elements and/or exposure to job hazards where there is
Physical Effort:
some possibility of injury.
On Call
May be required to provide disaster assistance during times of emergency in any
Requirements:
ca aci deemed appropriate.
Other:
Must possess a Standard Building Inspector License issued by the State of Florida
and a Standard Building Plans Examiner License issued by the State of Florida.
MONROE COUNTY
JOB DESCRIPTION
Position Title: PLUMBING MECHANICAL INSPECTOR I I Date: 3 4 13
Position Level: 10 1 FLSA Status: Nonexempt Class Code: 10--
GENERAL DESCRIPTION
Primary function is to perform mechanical and plumbing plan review for permitting to ensure
compliance with all applicable codes; and perform plumbing and mechanical inspections in the field in
keeping with Monroe County's mission, vision and values.
KEY RESPONSIBILITIES
1.* Perform plan review for compliance to all current mechanical and plumbing codes.
2.* Perform all mechanical and plumbing field inspections for compliance to all applicable codes and
permits.
3.* Research equipment for compliance in related fields (PLB & MEC) and certification from testing
agencies.
4. * Assist staff and community with code and compliance information.
5. *Input inspections and results in computer.
5. *Perform floodplain inspections as required.
7. *Issue "stop work orders" for non-conformance.
S. *Investigate complaints and coordinate w/Code Enforcement.
9. *Input permit fees and plan review notes on computer.
* Indicates an "essential" job function.
The information on this description has been designed to indicate the general nature and level of
work performed by employees within this classification. It is not designed to contain or be
interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of
employees assigned to this iob.
Position Title: PLUMBING/MECHANICAL Class Code: 10- Position Level: 10
INSPECTOR I
KEY JOB REOUIREMENT5
Educaiffon:
Vocational or Technical School.
Experience:
7-10 years.
Impact ofActions:
Makes decisions and final recommendations which routinely affect the assigned
department and the communi .
Complexity:
Analytic: work is non -standardized and widely varied requiring the interpretation
and application of a substantial variety of procedures, policies, and/or
precedents used in combination. Frequently, the application of multiple,
technical activities is employed; therefore, analytical ability and inductive
thinking are required. Problem solving involves identification and analysis of
diverse issues.
Decision Making:
Analytic: Supervision is present to establish and review broad objectives relative
to basic position duties or departmental responsibilities. Independent judgment
is required to study previously established, often partially relevant guidelines;
plan for various interrelated activities; and coordinate such activities within a
work unit or while completing a pr9ject.
Communication
Requires regular internal and external contacts to carry out programs and to
with others:
explain specialized matters. Occasionally requires contact with officials at higher
levels on matters requiring cooperation, explanation and persuasion, as well as
with the public involving the enforcement of regulations, policies and
procedures.
Managerial skills:
Responsible for orienting and training others, and assigning and reviewing their
work. May also be responsible for acting in a "lead" or "senior" capacity over
other positions performing essentially the same work, or related technical tasks
and reporting to a higher level on a formal basis.
Working
Work requires occasional physical exertion and/or muscular strain. Work
Conditions/
involves several disagreeable elements and/or exposure to job hazards where
Physical Effort:
there is some possibility of injury.
On Call
May be required to provide disaster assistance during times of emergency in any
Requirements.-,
capacity_deemed appropriate.
Other.-
Must possess at a minimum a Standard Plumbing Mechanical Inspector License
issued by the State of Florida or a Contractor License with the ability to obtain a
Provisional Standard Plumbing Inspector License issued by the State of Florida
within 90 days of employment and the Standard Plumbing Mechanical Inspector
License issued by the State of Florida within one year of employment.
MONROE COUNTY
JOB DESCRIPTION
Position Title: PLUMBING MECHANICAL INSPECTOR II I Date: 3 4 13
Position Level: 10.5 FLSA Status: Nonexempt I Class Code: 10-
GENERAL DESCRIPTION
Primary function is to perform mechanical and plumbing plan review for permitting to ensure
compliance with all applicable codes; and perform plumbing and mechanical inspections in the field in
keeping with Monroe County's mission, vision and values.
KEY RESPONSIBILITIES
1.* Perform plan review for compliance to all current mechanical and plumbing codes.
2.* Perform all mechanical and plumbing field inspections for compliance to all applicable codes and
permits.
3.* Research equipment for compliance in related fields (PLB & MEQ and certification from testing
agencies.
4. * Assist staff and community with code and compliance information.
5. *Input inspections and results in computer.
6. *Perform floodplain inspections as required.
7. *Issue "stop work orders" for non-conformance.
S. *Investigate complaints and coordinate w/Code Enforcement.
9. *Input permit fees and plan review notes on computer.
* Indicates an "essential" job function.
The information on this description has been designed to indicate the general nature and level of
work performed by employees within this classification. It is not designed to contain or be
interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of
employees assigned to this iob.
Position Title: PLUMBING/MECHANICAL
Class Code: 10-
Position Level: 10.5
INSPECTOR II
KEY JOB REQUIREMENTS
Education:
Vocational or Technical School.
Lx erience:
7-10 years.
Impact ofActions:
Makes decisions and final recommendations which routinely affect the assigned
department and the community.
Complexity:
Analytic: Work is non -standardized and widely varied requiring the interpretation
and application of a substantial variety of procedures, policies, and/or
precedents used in combination. Frequently, the application of multiple,
technical activities is employed; therefore, analytical ability and inductive
thinking are required. Problem solving involves identification and analysis of
diverse issues.
Decision Making:
Analytic: Supervision is present to establish and review broad objectives relative
to basic position duties or departmental responsibilities. Independent judgment
is required to study previously established, often partially relevant guidelines;
plan for various interrelated activities; and coordinate such activities within a
work unit or while completing a ro'ect,
Communication
Requires regular internal and external contacts to carry out programs and to
with Others:
explain specialized matters. occasionally requires contact with officials at higher
levels on matters requiring cooperation, explanation and persuasion, as well as
with the public involving the enforcement of regulations, policies and
--Procedures.
Managerial Skills:
Responsible for orienting and training others, and assigning and reviewing their
work. May also be responsible for acting in a "lead" or "senior" capacity over
other positions performing essentially the same work, or related technical tasks
and reporting to a higher level on a formal basis.
Working
Work requires occasional physical exertion and/or muscular strain. Work
Conditions/
involves several disagreeable elements and/or exposure to job hazards where
Ph sical Effort:
there is some poss1bility of injury.
On Call
May be required to provide disaster assistance during times of emergency in any
Requirements.-
capacity deemed appropriate.
Other.-,
Must possess a Standard Plumbing Mechanical Inspector License issued by the
State of Florida and a Standard Plumbing Mechanical Plans Examiner License
issued by the State of Florida.
MONROE COUNTY
JOB DESCRIPTION
Position Title: ELECTRICAL INSPECTOR I I Date: 3 4 13
Position Level: 10 1 FLSA status: NONEXEMPT I Class Code: 10-22
GENERAL DESCRIPTION .
Primary function is to perform electrical plan review for permittingto ensure compliance with all
P
applicable codes; and perform electrical inspections in the field in keeping with Monroe County's
mission, vision and values.
KEY RESPONSIBILITES
1. *Perform plan review for compliance to all current electrical codes.
2. *Perform all electrical field inspections for compliance to all applicable codes and permits.
3. *Research equipment for compliance in related fields (electrical) and certifications from testing
agencies.
4. *Assist staff and community with code and compliance information.
5. *Input inspections and results in computer.
6. *Perform floodplain inspections as required.
7. *Issue "stop work" orders for non-conformance or life -safety issues.
S. *Investigate complaints and coordinate with Code Enforcement.
9. *Input permit fees and plan review notes on computer.
* Indicates an "essential" 'ob function.
The information on this description has been designed to indicate the general nature and level of
work performed by employees within this classification. It is not designed to contain or be
interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of
__employees assigned to this 'ob.
Position Title: ELECTRICAL INSPECTOR I Class Code: 10-22 Position Level: 10
KEY JOB REQUIREMENTS
Education:
Vocational or Technical School.
Experience:
5-7 years.
Impact ofActions:
Makes decisions and final recommendations which routinely affect the assigned
department and the communily.
Complexity:
Analytic: Work is non -standardized and widely varied requiring the interpretation
and application of a substantial variety of procedures, policies, and/or precedents
used in combination. Frequently, the application of multiple, technical activities is
employed; therefore, analytical ability and inductive thinking are required.
Problem solving involves identification and analysis of diverse issues.
Decision Making:
Analytic: Supervision is present to establish and review broad objectives relative
to basic position duties or departmental responsibilities. Independent judgment
is required to study previously established, often partially relevant guidelines;
plan for various interrelated activities; and coordinate such activities within a
work unit or while completing a ro'ect.
Communication
Requires regular contacts to carry our programs and to explain specialized
with Others:
matters. Also requires continuing contacts with officials at higher levels on
matters requiring cooperation, explanation and persuasion, as well as with the
public involving the enforcement of regulations, policies and rocedures.
Managerial Skills:
Responsible for orienting and training others, and assigning and reviewing their
work. May also be responsible for acting in a "lead" or "senior" capacity over
other positions performing essentially the same work, or related technical tasks
and reporting to a higher level on a formal basis.
Working
work required occasional physical exertion and/or muscular strain. work involves
Conditions/
several disagreeable elements and/or exposure to job hazards where there is
Physical Effort:
some possibility of injury.
On Call
May be required to provide disaster assistance during times of emergency in any
Requirements.-
capacity deemed appropriate.
Other.,,
Must possess a Standard Electrical Inspector License issued by the State of
Florida.
MONROE COUNTY
JOB DESCRIPTION
Position Title: ELECTRICAL INSPECTOR II I Date: 3 4 13
Position Level: 10.5 1 FLSA Status: NONEXEMPT I Class Code: 10-
GENERAL DESCRIPTION
Primary function is to perform electrical plan review for permitting to ensure compliance with all
applicable codes; and perform electrical inspections in the field in keeping with Monroe County's
mission, vision and values.
KEY RESPONSIBILITES
1. *Perform plan review for compliance to all current electrical codes.
2. *Perform all electrical field inspections for compliance to all applicable codes and permits.
3. *Research equipment for compliance in related fields (electrical) and certifications from testing
agencies.
4. *Assist staff and community with code and compliance information.
5. *Input inspections and results in computer.
6. *Perform floodplain inspections as required.
7. *Issue "stop work" orders for non-conformance or life -safety issues.
8. *Investigate complaints and coordinate with Code Enforcement.
9. *Input permit fees and plan review notes on computer.
* Indicates an "essential"job function.
The information on this description has been designed to indicate the general nature and level of
work performed by employees within this classification. It is not designed to contain or be
interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of
employees assigned to this iob.
Position Title: ELECTRICAL INSPECTOR II Class Code: 10- Position Level: 10.5
KEY JOB REQUIREMENTS
Education:
Vocational or Technical School.
By erience:
5-7 years.
.Impact ofActions.
Makes decisions and final recommendations which routinely affect the assigned
de artment and the communily.
Complexity:
Analytic: Work is non -standardized and widely varied requiring the interpretation
and application of a substantial variety of procedures, policies, and/or precedents
used in combination. Frequently, the application of multiple, technical activities is
employed; therefore, analytical ability and inductive thinking are required.
Problem solving involves identification and analysis of diverse issues.
Decision Making:
Analytic: Supervision is present to establish and review broad objectives relative
to basic position duties or departmental responsibilities. Independent judgment
is required to study previously established, often partially relevant guidelines;
plan for various interrelated activities; and coordinate such activities within a
work unit or while completing a project.
Communication
Requires regular contacts to carry our programs and to explain specialized
with Others:
matters. Also requires continuing contacts with officials at higher levels on
matters requiring cooperation, explanation and persuasion, as well as with the
public involving the enforcement of regulations,_policies and procedures.
Managerial Skills:
Responsible for orienting and training others, and assigning and reviewing their
work. May also be responsible for acting in a "lead" or "senior" capacity over
other positions performing essentially the same work, or related technical tasks
and reporting to a higher level on a formal basis.
Working
Work required occasional physical exertion and/or muscular strain. Work involves
Conditions/
several disagreeable elements and/or exposure to job hazards where there is
Physical Effott.-
some ossibili of *n*ury.
On Call
May be required to provide disaster assistance during times of emergency in any
Requirements.,
capacity deemed appLo nate.
Other:
Must possess a Standard Electrical Inspector License issued by the State of
Florida for Commercial and Residential Inspection as well as a Standard Electrical
Plans Examiner License for Commercial and Residential issued by the State of
Florida.
GRADE I MINIMUM I MIDPOINT I MAXIMUM I I INIMUM I MIDPOINT I MAXIMUM
16
$107,704.99
$140,019.21
$172,328.49
$ 51.78
$ 67.32
$ 82.85
15
$86,164.24
$112,012.89
$137,862.80
$ 41.43
$ 53.85
$ 66.28
14
$76,395.65
$97,404.04
$118,412.44
$ 36.73
$ 46.83
$ 56.93
13
$66,429.46
$84..699-33
$102,966.68
$ 31.94
$ 40.72
$ 49.50
12
$58j919.91
$73,650.83
$88.380.49
$ 28.33
$ 35.41
$ 42.49
11
$51j235-41
$64,043.32
$76.,852-49
$ 24.63
$ 30.79
$ 36.95
10.5
$57tl8l.90
n/a
$67,684.20
$ 27.49
n/a
$ 32.54
10
$46,678-33
$57,181.90
$67,684.20
$ 22.44
$ 27.49
$ 32.54
9
$41,678.24
$511055-45
$60,433.90
$ 20.04
$ 24.55
$ 29.05
8
$37..988.28
$45,584.68
$531#183.59
$ 18.26
$ 21.92
$ 25.57
7
$34,533.66
$41,0441.64
$48,348-38
$ 16.60
$ 19.92
$ 23.24
6
$31j394.92
$37,,673-66
$43,,952.38
$ 15.09
$ 18.11
$ 21.13
5
$28,540.61
$34,249.23
$39..956.60
$ 13.72
$ 16.47
$ 19.21
4
$25,945.55
$31,135.66
$36,p324-52
$ 12.47
$ 14.97
$ 17.46
3
$24.,710.95
$29,653.13
$341#595-32
$ 11.88
$ 14.26
$ 16.63
2
$21,507.20
$24,882.18
$281257.15
$ 10.34
$ 11.96
$ 13.59
MONROE COUNTY
PAY CLASSIFICATION
PAYGRADE
Position Title
Class Code
ELECT
COUNTY COMMISSIONER
18-1
ELECT
COUNTY COMMISSIONER
18-1
ELECT
COUNTY COMMISSIONER
18-1
ELECT
COUNTY COMMISSIONER
18-1
ELECT
COUNTY COMMISSIONER
18-1
CONTRACT
COUNTY ATTORNEY
17-1
CONTRACT
DIRECTOR MARINE AGENT
1 g-2
161CONTRACT
COUNTY ADMINISTRATOR
16-1
15
CHIEF ASSISTANT COUNTY ATTORNEY
15-2
15
DEPUTY COUNTY ADMINISTRATOR
15-1
14
DIVISION DIRECTOR EMPLOYEE SERVICES
14-2
14
DIVISION DIRECTOR GROWTH MANAGEMENT
14-8
14
DIVISION DIRECTOR PUBLIC WORKS AND SPECIAL PROJECTS
14-6
14
FIRE CHIEF/DIVISION DIRECTOR EMERGENCY SERVICES
14-4
14
SR DIRECTOR PLANNING AND ENVIRONMENTAL RESOURCES
14--13
14
ASSISTANT COUNTY ATTORNETY III
14-7
14
ASSISTANT COUNTY ATTORNEY - LITIGATOR
14-5
13
ASSISTANT COUNTY ATTORNEY II
13-7
13
DIRECTOR EMERGENCY MANAGEMENT
13-6
13
DIRECTOR OF PROJECT MANAGEMENT
13-14
13
FIRE RESCUE DEPUTY CHIEF -OPERATIONS
13-15
13
SR DIRECTOR AIRPORTS
13-10
13
SR DIRECTOR BUDGET AND FINANCE
13-3
13
SR DIRECTOR BUILDING OFFICIAL
13-1
13
SR DIRECTOR CODE ENFORCEMENT
13-8
12
AIRPORT MANAGER
12-5
12
ASSISTANT DIRECTOR PUBLIC WORKS
12-9
12
COMPREHENSIVE PLANNING MANAGER
12-7
12
DIRECTOR FLEET MANAGEMENT
12-1
12
DIRECTOR LIBRARIES
12-10
12
DIRECTOR MIDDLE KEYS OPERATIONS
12-13
12
DIRECTOR UPPER KEYS OPERATIONS
12-11
12
DIRECTOR VETERANS AFFAIRS
12-14
12
LAND STEWARD
12-4
12
PLANNING & DEVELOPMENT REVIEW
12-73
12
SOCIAL SERVICES DIRECTOR
12-21
12
SR ADMINISTRATOR GRANTS
12-22
12
TRANSPORTATION PLANNING MANAGER
12-15
04/07 Page 1
MONROE COUNTY
PAY CLASSIFICATION
PAYGRADE
osfion Tftle
Class Code
11
APPLICATION ANALYST
1 1 _5
11
CONTRACT ADMINISTRATOR
1 1 _21
11
COORDINATOR SCENIC HIGHWAY
11_14
11
PLANS EXAMINER
1 1 -4
11
SUSTAINABILITY INITIATIVE PROJECT COORDINATOR
11-1
11
SR ADMINISTRATOR AIRPORT BUSINESS
1 1 -{1
11
SR ADMINISTRATOR BAYSHORE
1 1_3
04/07 Page 2
MONROE COUNTY
PAY CLASSIFICATION
PAYGRADE
osdion Tde
Class -Code
11
SR ADMINISTRATOR ENVIRONMENTAL RESOURCES
11-7
11
SR ADMINISTRATOR MARINE RESOURCES
11-9
11
SR ADMINISTRATOR SEWER PROJECTS
1 1_23
11
SR ADMINISTRATOR SOLID WASTE MANAGEMENT
1 1-1 3
11
SR ADMINISTRATOR TECHNICAL SERVICES
1 1 -27
11
SR BUDGET ADMINISTRATOR
11-8
11
SR PROJECT ADMINISTRATOR
1 1_31
10.5
BUILDING INSPECTOR II
10_8
10.5
ELECTRICAL INSPECTOR II
10.5
PLUMBING MECHANICAL INSPECTOR II
10
ADMINISTRATOR BUILDING 8 PARKS 8 BEACHES
10-15
10
ADMINISTRATOR BUILDING MAINTENANCE
10-10
10
SERVER ADMINISTRATOR
10.5
10
ADMINISTRATOR HUMAN RESOURCES
10-20
10
ADMINISTRATOR LIBRARIES
10_9
10
ADMINISTRATOR LIBRARY HEADQUARTERS
10-18
10
ADMINISTRATOR PERMITTING
10-31
10
ADMINISTRATOR RISK MANAGEMENT
1 p_1 g
10
AIRPORT SYSTEMS TECHNICIAN
10.16
10
ASSISTANT FIRE MARSHAL
10-7
10
BUILDING INSPECTOR I
10-35
10
CIP ADMINISTRATOR AND INSPECTOR
10-53
10
CONTRACT MONITOR
10-13
10
DEVELOPMENT ADMINISTRATOR
10.52
10
ELECTRICAL INSPECTOR
10_22
10
EXECUTIVE ADMINISTRATOR
1 a2
10
MANAGER LIBRARY TECHNICAL SERVICES
10.24
10
PARALEGAL ADMINISTRATIVE LIAISON
10-33
10
PLUMBING MECHANCIAL INSPECTOR
10_34
10
RADIOLOGICAL EMERGENCY PREPAREDNESS ADMINISTRATOR
10-30
10
SR GIS PLANNER
10.51
10
SR LEAD MECHANIC
1 0_27
10
SR PLANNER
10_1
9
ATTENDANT SUPERVISOR
c}qq
9
BIOLOGIST
9_1 7
9
SUPERVISOR FACILITIES MAINTENANCE
9_34
9
EXECUTIVE ASSISTANT
9-8
9
EXECUTIVE ASSISTANT COUNTY ATTORNEY
9-83
9
FLIGHT NURSE - ON CALL
9_81
9
FLIGHT NURSE
9$2
9
GIS PLANNER
9-28
9
INDIGENCE EXAMINER
9-35
9
LEAD MECHANIC
9-12
04/07 Page 4
MONROE COUNTY
PAY CLASSIFICATION
PAYGRADE
Posdion Title
Class Code
9
MANAGER BRANCH LIBRARY
9-3
9
MASTER ELECTRICIAN
9-24
9
MASTER MECHANIC GENERATOR TECHNICIAN
9-51
9
PARALEGAL LITIGATION
9-21
9
PARALEGAL
9-36
9
PLANNER
9-2
9
PURCHASING MANAGER
9-13
9
SR BUDGET ANALYST
9-25
9
SR COORDINATOR AIRPORT GRANTS &FINANCE
9-43
9
SR COORDINATOR BENEFITS
9-42
9
SR COORDINATOR BUILDING
9-14
9
SR COORDINATOR CODE COMPLIANCE
9-9
9
SR COORDINATOR COUNTY ATTORNEY
9-33
9
SR COORDINATOR FINANCE &ACCOUNTING
9-16
9
SR COORDINATOR FLEET
9-18
9
SR COORDINATOR FLOODPLAIN
9-40
9
SR LIBRARIAN
9-1 g
9
SR PROJECT MANAGEMENT/WASTEWATER TECHNICIAN
9-38
9
SR SYSTEMS ANALYST
9-7
9
SUPERVISOR CONSTRUCTION INSPECTION
9-1
9
SUPERVISOR ROADS &BRIDGES
9-32
9
SUPERVISOR CASE MANAGER
9-5
8 COORDINATOR EMPLOYEE BENFITS
8-6
8 BUDGET ANALYST
8-42
8 CASE MANAGER
8-7
8 COORDINATOR
8-51
8 COORDINATOR BUDGET AND PERSONNEUPERSONNEL LIAISION
8-5
8 COORDINATOR ELECTRONICS
8-4
8 COORDINATOR ENVIRONMENTAL
8-26
8 COORDINATOR EQUAL EMPLOYMENT
8-10
8 COORDINATOR HUMAN RESOURCES
8-3
8 COORDINATOR INHOME AND NUTRITION SERVICES
8-57
8 COORDINATOR INHOME SERVICES
8-30
8 COORDINATOR LICENSING
8-8
8 COORDINATOR PLANNING COMMISSION
8-38
8 COORDINATOR RECYCLING
8-24
8 COORDINATOR ROADS & BRIDGES
8-35
8 CUSTOMER SERVICE REPRESENTATIVE 1
8-28
8 CUSTOMER SERVICE REPRESENTATIVE II
8-55
8 EXTENSION COORDINATOR
8-18
8 LIBRARIAN
8-40
8 LIBRARIAN TECHNICAL SERVICES
8-15
8 MAINTENANCE WORKER III
8-58
8 MOBILE MECHANIC
8-22
8 SR ADMINISTRATIVE ASSISTANT
8-1 g
04/07 Page 5
MONROE COUNTY
PAY CLASSIFICATION
PAYGRADE
Posdion TRIe
Class Code
8
SR BUYER
&17
8
SR SPECIALIST CUSTOMER SERVICE
8-20
8
SUPERINTENDENT CARD SOUND OPERATIONS
8-31
8
SUPERINTENDENT MAINTENANCE CORRECTIONS
8-37
S
SYSTEMS ANALYST
8-33
8
TRANSPORTATION COORDINATOR
8-13
8
VETERANS SERVICE COUNSELOR
8-12
7
ADMINISTRATIVE ASSISTANT
7$
7
BUSINESS MANAGER
7_29
7
CASE COORDINATOR I
7_7
7
COORDINATOR SPECIAL NEEDS
7-36
7
ELIGIBILITY SPECIALIST
7-35
7
FOREMAN PAINTING
7_16
7
FOREMAN PLUMBING
7_1 2
7
FOREMAN ROADS &BRIDGES
7_5
7
ASSISTANT ENVIRONMENTAL COORDINATOR
7-37
7
HEARING REPORTER
7_13
7
MARINE PUMP OUT CAPTAIN
7_38
7
SERVICE MECHANIC
7_28
7
SIGN TECHNICIAN INSTALLER
7_10
7
SPECIALIST BUILDING MAINTENANCE
7-6
7
SPECIALIST WORKERS COMPENSATION
7_9
7
SR LIBRARY ASSISTANT BRANCH
7_32
7
SR LIBRARY ASSISTANT LEGAL RESEARCH
7_34
7
SR TECHNICIAN AIR CONDITIONING
7_3
7
SR TECHNICIAN MAINTENANCE
7_31
7
SR TECHNICIAN MAINTENANCE AIRPORT
7-33
7
SR TECHNICIAN MAINTENANCE ELECTRIC
7-1 1
7
SR TECHNICIAN POLLUTION CONTROL
7-4
6
AIRPORT MAINTENANCE TECHNICIAN
6-31
6
ASSISTANT AIRPORT MAINTENANCE
6-5
6
ADMINISTRATIVE ASSISTANT
6-21
6
ASSISTANT LIBRARY TECHNICAL SERVICES
6-20
6
ASSISTANT RISK MANAGEMENT
6_22
6
ASSISTANT SUPERINTENDENT
6-3
6
ATTENDANT
6-4
6
ELECTRICIAN
6-14
6
FACILITIES MAINTENANCE TECHNICIAN
6_1
6
FOREMAN PARKS 8 BEACHES MAINTENANCE
6-13
6
HEAVY EQUIPMENT OPERATOR
g_g
6
LANDFILL OPERATOR
6_17
6
LIBRARY ASSISTANT
6-1 1
6
LOGISTICS ASSISTANT
6-1 g
04/07 Page 6
MONROE COUNTY
PAY CLASSIFICATION
PAYGRADE Position Tdie Class Cmde
6 MECHANIC 1 6-12
6 RESERVATIONISTISCHEDULER DISPATCHER 6-2
6 SR PLUMBER 6-19
6 STAFF ASSISTANT 6-1 p
6 TRANSPORTATION COORDINATOR/COUNSELOR'S ASSISTANT 6-8
04/07 Page 7
MONROE COUNTY
PAY CLASSIFICATION
PAYGRADE
P6sftion Tidle
Class Code
5
ASSISTANT SPECIALIST TRUSTEE PROGRAM
5-2
5
EQUIPMENT OPERATOR
5-10
5
MAINTENANCE WORKER II
5-17
5
PAINTER
5-9
5
SITE MANAGER CONGREGATE MEALS
5-6
5
SITE MANAGER CONGREGATEIHOME DELIVERED MEALS
5-8
5
SITE MANAGER HOME DELIVERED MEALS
5-15
5
SR LANDSCAPER
5-1 3
5
WEIGHMASTER
5-7
LEAD CUSTODIANIMAINTENANCE MECHANIC 4-12
MAINTENANCE MECHANIC FACILITIES 4-1
MAINTENANCE MECHANIC PARKS & BEACHES 4-2
MAINTENANCE WORKER 4-10
TRANSPORTATION DRIVER 4-6
LEAD CUSTODIAN MAINTENANCE WORKER 3-2
MAINTENANCE WORKER (FACILITIES) 3-1
MAINTENANCE WORKER PARKS & BEACHES 3-7
NUTRITION PROGRAM SITE ASSISTANT 3-5
TOLL COLLECTOR 3_3
CUSTODIAN
2-3
CUSTODIAN BAYSHORE MANOR
2-4
RECEPTIONIST
2-5
DISASTER WORKER
23-2
INVASIVE EXOTIC PLANT & CONTROL
20-3
04/07 Page 8