Item C03 C.3
t, BOARD OF COUNTY COMMISSIONERS
County of Monroe Mayor Sylvia Murphy,District 5
The Florida Keys � � �l'U � Mayor Pro Tern Danny Kolhage,District 1
�pw° Michelle Coldiron,District 2
Heather Carruthers,District 3
David Rice,District 4
County Commission Meeting
August 21, 2019
Agenda Item Number: C.3
Agenda Item Summary #5732
BULK ITEM: Yes DEPARTMENT: Employee Services
TIME APPROXIMATE: STAFF CONTACT: Bryan Cook(305) 292-4537
N/A
AGENDA ITEM WORDING: Update and Response to points raised by the Board of County
Commissioners (BOCC) during presentation of Evergreen Compensation and Classification Study
Results presented by Evergreen staff on 6/19/19
ITEM BACKGROUND: Evergreen Solutions gave a presentation to the BOCC on June 19, 2019
describing the results of the Compensation and Classification study conducted in 2018-19. During
the meeting, Commissioners raised various questions related to the study. This agenda item
summarizes those questions and provides responses, as appropriate, through description and
supporting attachments.
Questions include:
1. Question: What are some of the specific turnover and recruiting challenges we are
experiencing? Which departments and positions?
Response:
• Vacancy/Job Posting and Applicant Activity reports (tracking of which began in January
2019) and turnover reports are attached.
• Communications from various Senior Managers showing declined job offers or highlighting
recruiting challenges are attached.
2. Question: How was comparison to the private sector accounted for?
Response: We gathered additional private sector data for several transferable positions.
The source of the data is the Economic Research Institute.
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ADMINISTRATIVE ASSISTANT Administrative Assistant $27,863.00 $61,906.00
ADMINISTRATOR,DATABASE Database Administrator $51,853.00 $132,353.00
CERTIFIED NURSING ASSISTANT Certified Nurse Assistant $22,346.00 $42,964.00
CUSTOMER SERVICE REPRESENTATIVE I Customer Service Representative(specialized) $31,731.00 $69,876.00
DIRECTOR EMPLOYEE SERVICES Director Human Resources $98,580.00 $189,487.00
DIRECTOR INFORMATION TECHNOLOGY Information Technology Director $116,369.00 $207,495.00
DIRECTOR, ENGINEERING SERVICES&ROADS Director Engineering $122,462.00 $244,910.00
ELECTRICIAN Electrician-Certified,Journeyman $36,087.00 $78,479.00
ELECTRICIAN Electrician Maintenance $37,596.00 $76,884.00
EQUIPMENT OPERATOR Equipment Operator Construction $31,201.00 $65,287.00
EXECUTIVE ASSISTANT Executive Assistant $41,278.00 $100,112.00
HEAVY EQUIPMENT OPERATOR Equipment Operator Heavy $32,697.00 $73,673.00
MAINTENANCE WORKER4 Maintenance Worker $32,598.00 $64,497.00
ON CALL PERSONAL CARE WORKER/HOMEMAKER Home Care Aide $20,643.00 $34,987.00
OPERATIONS MANAGER/FLEET Fleet Manager $56,693.00 $128,977.00
PARALEGAL Paralegal $34,652.00 $84,529.00
PLANNER Urban Planner $42,007.00 $100,797.00
STAFF ACCOUNTANT Budget Accountant $53,512.00 $111,555.00
SYSTEMS ANALYST I Systems Analyst $53,194.00 $121,051.00
SYSTEMS ANALYST II Systems Analyst Lead $61,567.00 $152,638.00
TECHNICIAN FLEET Fleet Specialist $34,529.00 $82,828.00
3. Question: How was cost of living among various localities accounted for?
Response: Data collected outside of Monroe County's direct region were adjusted for cost-
of-living using national cost—of-living index factors. This calculation allows salary dollars
from entities across the State and country to be compared to Monroe County. Values over
1.0 indicate a lower cost of living relative to the County,values under 1.0 indicate a higher
cost-of-living, and values equal to 1.0 indicate the same cost-of-living for the market peer.
As of 2019, Monroe County had a cost of living index of 113.7. (SEE ATTACHMENT #1)
4. Question: What is the level of job satisfaction in Monroe County vs. other counties?
Response: The general consensus from Monroe County employees was positive with many
employees providing responses that reflected that they value the ability to work for the
community in which they live. Positive comments were also shared regarding the value of
the County's contribution to the employee's health care premiums, conveniences and cost
factor of Teledoc program.
Of note,when comprehensive classification and compensation studies are completed
employee input regarding the culture of the organization, the perceived value of benefits
and compensation, and perceived organizational strengths and weakness are collected from
the employees that attend employee focus group meetings.
In collecting market data, the survey documents that are sent to peer organizations do not
request employee job satisfaction levels. Employee satisfaction level data is not readily
available unless an organization has recently completed a job satisfaction survey. In most
instances, organizations do not share data they collect with outside entities. Data gleaned
from an employee job satisfaction survey,if shared and that has a less than overall positive
outcome(rating), could send a negative impression of the organization to the public, clients,
current and future employees. The majority of employee job satisfaction surveys are
generally completed by private sector employers and used to try to find the root cause of
such issues as high turnover, or moving the organization's position in the marked for sales
or other services.
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5. Question: What is the level of Monroe's total compensation/total rewards (including benefits)?
Response: (SEE ATTACHMENT #2)
6. Question: What about comparison to other counties with:
• similar budgets?
• comparable resident populations?
• similar employee populations?
Response: Monroe County has unique geographic and demographic characteristics that require a
careful selection of peers that may be outside of the region. We selected a mix of comparators
(tourism-based vacation destinations) and competitors (local communities in surrounding area
and state) that provided a statistically valid salary survey (only 2 of the 65 Benchmarks are
considered outliers due to low response rates).
7. Question: What Employee Housing Programs could be considered?
• Possible low interest loan for down payment/down payment assistance
• Signing Bonus
• Government owned housing units
Response: Programs for consideration include (For full or part time County employees):
Rental Assistance: employee may apply for an interest free rental advance loam for orne-half of
the cost to secure housirng irncludirng first and last month"s rent plans damage deposit. The loam
must be repaid irn biweekly payroll deductiorns withirn orne year.
Homeowner Assistance Loan Program: help to provide a secured, subordinate loam to assist
regular full-time employees irn good standirng with dowrn payment, closirng costs, and/or irnterest
rate buoy dowrn of a primary mortgage for housirng purchase irn the amoutA of 10%n of the purchase
price or $30,000, whichever is less. The maximum loan term is 15 years and the fixed innterest
rate is equal to the most receraly published 10-year IJ.S. Treasury rate. (or other similar optiorns).
County Owned Housing: County to construct residential units for employees that consists of a
few hundred units on County owned property. This program would control rental rates as the
property is not competing with the private sector/landlords.
Signing Bonus for new employees to help offset down payments, lease deposits, etc.
PREVIOUS RELEVANT BOCC ACTION:
On June 19, 2019 meeting, Evergreen presented the findings of the study to the BOCC.
On May 17, 2017, the Contractor and the County entered into an agreement to perform a
Compensation and Classification study for County non-union employees, Teamsters bargaining unit
employees and Fire Rescue employees.
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On January 18, 2017, the BOCC accepted and implemented recommendation by Evergreen
Solutions LLC to increase the minimum wage for County employees to $15.00 per hour.
On May 1, 2014 meeting, the Monroe County Board of County Commissioners (BOCC) accepted
and approved the implementation of the results contained in the Contractor's 2013 study; and one of
the recommendations contained in the Contractor's 2013 report was to conduct a pay plan analysis
every 3 —5 years.
CONTRACT/AGREEMENT CHANGES:
N/A
STAFF RECOMMENDATION: N/A -Update Only
DOCUMENTATION:
Declined Job Offers
Open Jobs Vacancy List from January 2019 thru July 2019
ATTACHMENT 41 CONTINUED RESPONSE TO QUESTION 43.
ATTACHMENT 42 -RESPONSE TO QUESTION 45
FINANCIAL IMPACT:
Effective Date:
Expiration Date:
Total Dollar Value of Contract:
Total Cost to County:
Current Year Portion:
Budgeted:
Source of Funds:
CPI:
Indirect Costs:
Estimated Ongoing Costs Not Included in above dollar amounts:
Revenue Producing: If yes, amount:
Grant:
County Match:
Insurance Required:
Additional Details:
N/A
REVIEWED BY:
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Pam Pumar Completed 08/06/2019 8:07 AM
Bryan Cook Completed 08/06/2019 8:13 AM
Natalie Maddox Completed 08/06/2019 8:19 AM
Assistant County Administrator Christine Hurley Completed
08/06/2019 8:24 AM
Cynthia Hall Completed 08/06/2019 11:16 AM
Budget and Finance Completed 08/06/2019 12:01 PM
Maria Slavik Completed 08/06/2019 1:12 PM
Kathy Peters Completed 08/06/2019 1:26 PM
Board of County Commissioners Pending 08/21/2019 9:00 AM
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Pumar-Pam
From: Cook-Bryan
Sent: Wednesday,June 26,2019 2:19 PM
To: Pumar-Pam
Subject: FW:Written Offer - Monroe County PMII
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Please make sure this one is included also.
U)
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From:Knight-Cary
Sent:Wednesday,June 19,201911:19 AM
To:Wilson-Kevin<Wilson-Kevin@MonroeCounty-FL.Gov>;Cook-Bryan<Cook-Bryan@MonroeCounty-FL.Gov>
Subject:FW:Written Offer-Monroe County PMII
FYI,and the beat goes
Cary Knight
Director,Project Management 0
Public Works&Engineering
Monroe County— 7%oXon*4 Kealt U)
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1100 Simonton Street,Suite 2-216
try
Key West,Florida 33040
305.292.4S27(0)
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FLORIDA HAS A VERY BROAD RECORDS LAW. MOST WRITTEN COMMUNICATIONS TO OR FROM THE COUNTY REGARDING
COUNTY BUSINESS ARE PUBLIC RECORDS AVAILABLE TO THE PUBLIC AND MEDIA UPON REQUEST. YOUR EMAIL
COMMUNICATION MAY BE SUBJECT TO PUBLIC DISCLOSURE
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From:)S[mailtoJsch021Photmail.com]
Sent:Tuesday,June 18,2019 6:43 PM
To:Knight-Cary<Kni ht-Car MonroeCount -FL.Gov>
Subject: Re:Written Offer-Monroe County PMI1 >
Cary,
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Thank you for the job offer,it is surely a dream job in the area where our family wants to live. Regretfully, I
need to decline the offer.The health care costs are the deal breaker,once you deduct the cost of a family plan
from the salary, unfortunately we cannot afford to live in the keys. i appreciate you considering me and hope
that I can find a job opportunity with Monroe county in the future that will work for me economically.
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Respectfully,
Jason E Schneider
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Pumar-Pam C.3.a
From: Cook-Bryan
Sent: Wednesday,June 26,2019 2:16 PM
To: Pumar-Pam U)
Subject: FW: Declined Job Offers-Tracking
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From:Haag-Rhonda o
Sent:Thursday,June 20,2019 7:43 AM U)
To:Cook-Bryan<Cook-Bryan @Mon roeCounty-FL.Gov>
Subject:Re: Declined Job Offers-Tracking
Bryan is next Monday okay? I have an out of town meeting I'm headed out to...
I went through 3 job offers for my sr project manager position which were all originally declined because of low salary
(for the level of work required)or cost of living. I have notes on what was verbally offered(by working through H/R)but
not formal written offer letters. I didn't see the point of writing a letter when they had already declined the offer in a
verbal conversation.You could verify though by contacting them... one said she wouldn't come for anything less than
$100,000 after she checked rentals in key largo...just a few months ago. U)
The Keys are not Shangri-La for everyone... My candidates had a sincere interest in helping the natural environment
here, but not at the expense of their personal financial security.
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-Rhonda
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Sent from my iPhone CL
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On Jun 19,2019,at 7:25 PM,Cook-Bryan<Cook-Bryan@monroecounty fl.Qov>wrote:
Senior Managers—
>
If you have any emails or records of job offers that you have made to candidates and the candidate has
declined,either directly due to pay rate or indirectly due to money-related factors like housing or health
insurance costs, please send them to me and Pam Pumar.
2
We would appreciate as much detail as you have,such as:salary we offered,salary the candidate
desired,etc.
We want to gather as much of this story as possible as we continue to make the case on the Evergreen
study.
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Thank you,
Bryan
a�
Bryan Cook
Employee Services Director
Monroe County(Florida Keys)
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Pumar-Pam
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From: Cook-Bryan
Sent: Wednesday,June 26,2019 2:16 PM
To: Pumar-Pam U)
Subject: FW: Declined Job Offers-Tracking IL
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From:Clarke-Judith CL
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Sent:Friday,June 21,2019 9:59 AM
To:Cook-Bryan<Cook-Bryan@ Mon roeCounty-FL.Gov>
Subject: RE: Declined Job Offers-Tracking
Hi Bryan—I have not had a declination of a job yet,but i have a current situation,as you know,that is as follows:
I advertised for an engineering project manager 2 back in fall of 2018. The position requires someone with roadway �s
engineering/construction experience. I received approximately 7 or 8 responses(I am sending this from memory so let
0
me know if we need the very exact details). The ones that were from local people included an author and several
others,some of whom worked in local government but had no specific background in roadway engineering and/or road
construction. There was one individual who had his PE in civil engineering but he took a job(I believe remotely)making U)
somewhere near what he had been making while working remotely for FHWA(over$100,000).
I received an application from an individual with a BS in civil engineering, has passed the EIT exam but has not yet
obtained his PE license.This person had 4 years 3 months of engineering experience with Tennessee DOT as a bridge
inspector, inspection team manager and eventually capital project manager. Starting salary$42,000,salary when he left
$63,000. He left TDOT to work for a large asphalt contractor in 9/17 and was still there at the time of his application to
us{January 2019)and was making a salary of$77,250. CL
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Based on our current pay scale we could start him (above the minimum for the job)at$63,912.20;this includes credit
for years above the minimum and for several FDOT certifications that he has obtained. He indicated that the minimum
that he could accept would be$77,000 to$80,000, which is his current pay range(in Memphis where the cost of living
is considerably lower). Interestingly enough,using the Evergreen study revised pay ranges we could offer him a salary of >
$78,339.12. .�
This candidate is aware of the high cost of living In the Keys and is interested in moving because he and his wife do not g
like the crime in Memphis and they do not want to raise their child there,so there is a"non monetary"aspect to his 2
desire to move here but there is a minimum below which he cannot accept.
Let me know if you want to discuss this or if you need more specific details.
Sincerely, o
Judith S. Clarke,P.E.
Director of Engineering Services
Monroe County
1100 Simonton Street
Key West, Florida 33040
Office:305-295,4329
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Pumar-Pam
From: Ryan Collins <rgcollins82@gmail.com>
Sent: Monday,June 10,201910:52 AM
To: Leto-Beth a
Cc: Strickland-Richard; Henderson-Thomas Q.
Subject: Re: EYW Deputy Director,Airport Ops&Security position C)
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Good Morning All,
0
0.
I am flattered to have been chosen for a phone interview with your team. Regrettably, I wish to withdraw from a
the process for the Deputy Director,Airport Ops and Security. I would love to continue with the interview
process but know how valuable your time is. Ms. Leto emphasized the importance of researching housing
options, prior to moving on with the process. I painstakingly looked at all options to allow for myself and my
young family to move to your beautiful community but simply could not locate a viable option. As i stated in
my cover letter, I lived in a resort community and know how difficult it can be to attract talent and secure a
workforce. I feel that this position was truly a perfect fit for me and it saddens me to have to send this email. I (n
want to thank you all for your time and consideration and hope that you find a great match for your
organization. I will continue to look for opportunities with your organization and hope that future circumstances
will make them possible.
U)
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Best Regards,
Ryan Collins
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On Mon,May 20, 2019 at 3:05 PM Leto-Beth <Lqo Bethg p(nR a ly,-fl. oy"O wrote:
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Good afternoon,
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u have made theshort-list of gualified apl2licants for the position of Deputy Director AiWgrt Overations&
Security at the Key West International Ai Mort. Please set aside Tuesday,June 11 2019 fora phone
interview. You will receive a separate email with short series ofguestions for you to answer od return a a,
colMle of days before the phone call. The email will include the call-in number and access code and a
suggested time for your phone interview.
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Please
et me know if you are still interested in 'on and wish to participate in the phone interview.
Best regards,
Beth Leto,CPM
Sr. Airport Business Manager
Key West International Airport
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Packet Pg. 88
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Pumar-Pam
From: Jonathon Vrabel <jon.e-vrabel@gmail.com>
Sent: Tuesday,June 18,2019 1AS PM
To: Leto-Beth U)
2
Subject: RE: EYW Deputy Director of Airport Ops&Security CLBeth, o
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I am requesting to be removed from consideration for the Deputy Director of Airport Operations&Security o
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position. After in depth research for housing, I do not feel the salary offered will allow for a similar quality of life to
which my family is accustomed. I would like to thank Richard,Thomas,and yourself for your time and consideration you
have given me for this position.
Thank you,
ion Vrabel
C
Sent from Mail for Windows 10 0
From:Leto-Beth U)
Sent:Friday,June 14,2019 2:54 PM
To: 'on. .vrabel U11L,
Subject:Re: EYW Deputy Director of Airport Ops&Security M
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I'm glad that works.
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Thanksl
Beth Leto,CPM
Sr.Airport Business Manager
Key West International Airport
3491 South Roosevelt Blvd.
Key West, FL 33040 >
Phone: 305-809-5239 .�
www.evw.com
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Sent from my iPhone T
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On Jun 14,2019,at 2:34 PM,"lon.e.vrabelemail.com"<' n mil. om>wrote:
Beth,
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1 can make that work. I will fly down on the 30th.
Thank you,
Jon
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Sent from Yahoo M it R, MJd
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Packet Pg. 89
Pumar-Pam I I I milli NOW ..........................
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Subject: FW:Per Your Request
Attachments: Article to B.Cook pdf
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From:Cook-Bryan<Cook-Bryan@MonroeCounty-FL-Gov> U)
Sent:Thursday,June 27, 2019 5:07 PM U)
To:Pumar-Pam<Puma r-Pam@ MonroeCounty-FL.Gov>
Subject: FW. Per Your Request
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Pam,
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Please add Cheryl's recruiting note below. as
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From:Sullivan-Cheryl
Sent:Thursday,June 27,2019 4:48 PM
To:Cook-Bryan<C-o-oA-BnLan@MonroeCounty:FL.Gov> >
Subject: Per Your Request
Bryan, 0
2
Attached is on article you may or may not know about but thought you might find it on interesting read from Brevard w
Co.
Also, you wanted to know about hiring problems at all levels. I have a position which has been open for over a month, 0
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we advertised In house only, then on the Monroe County open site,receiving no Interest I started running it in the 0
Otizen, Key's News and Free Press last Saturday,June 22, as of today we still don't have any applicants. The pay grade
is:206,and I have it in the paper starting at$34,341.00,plus benefits.
Thanks
Cheryl
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Cheryl Sullivan
Director of Solid Waste Management
Packet Pg. 90
C.3.a
Pumar-Pam
From: Graham-Sheryl
Sent: Tuesday„ July 30, 2019 9:39 AM
To: Francis-Lourdes 0
U)
Cc: Cook-BryanM Thurston-Alana; Pumar-Pam
IL
Subject: Re: Daniel Raber
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Yikes.We aren't even close to that. Thank you, Luli.
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Sheryl Graham CL
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Sr. Director
Monroe County Social Services
Bayshore Manor, Community Support Services
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In-Home Services, Monroe County Transit, Nutrition
1100 Simonton Street, 2-257
Key West, FL 33040
(305) 292-4510(office)
(305) 295-4359 (fax) o
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On Jul 30, 2019, at 8:34 AM, Francis-Lourdes<Francis=Lourdes _monroecounty- l.goy>wrote: U)
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My apologies for not responding sooner, I was out of the office yesterday. Mr. Raber said that he makes
about$50,000. With Marhn. He said he was looking for something closer to $ 9-$20/hr or about
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$38,000 at least per year.
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AcL�sz%s�,L�tratow- �
Mani, e,Coticvtty So-c, . Sarvics
1100 SGwco ntavvSt Roi9-mn/1 -195
PhOTW./.' 305 -292 -4511
Fa,xw' 305 -295-4359
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From: Graham-Sheryl
Sent: Monday,July 29, 2019 7:28 PM
To: Cook-Bryan <Cook Bryan(@ Mo nroeCounty-FL.Goy>
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Cc:Thurston-Alana <Thu rston-A4qq Pmonroecounty-fl.Rov>; Francis-Lourdes<Francis,
Lourdes @MonroeCounty-Fi.Gov>; Pumar-Pam <Pumar-Pam M::nroeCount -FL.Gov>
Subject: Re: Daniel Raber
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Luli will need to talk to him, if she doesn't already know,what dollar amount he would need to accept
the job with us. The amount we offered him is on the new hire paperwork. i don't have it in front of
me.
Sheryl Graham
Packet Pg. 91
C.3.a
Sr. Director
Monroe County Social Services
Bayshore Manor, Community Support Services
In-Home Services, Monroe County Transit, Nutrition 0
1100 Simonton Street, 2-257
Key West, FL 33040
(305)292-4510 (office)
IL
(305) 295-4359 (fax)
On Jul 29, 2019, at 4:13 PM, Cook-Bryan <Cook-Bryan@monroecounty-fl.gov>wrote: U)
0
0.
Any idea about how far we were off in dollars? "We offered him: $ and he U)
would need at least$ to accept the job with us."
Pam and I can then determine the approximate percentage that our offer was below
where he needed to be (his personal market rate), which we can use in our business
case for the salary study.
Thanks,
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Bryan
From: Graham-Sheryl U)
Sent: Monday,July 29, 2019 3:16 PM gj
m miracle roo untmwi fl.gpy>; Cook-Bryan <Coo#c�To:Thurston-Alana <Thurston AIVan:d"����
Bryan@ MonroeCounty-FL.Gov>; Francis-Lourdes<Francs Lourrdes@MonroeCounty
FL.Gov> g
Subject: RE: Daniel Raber U)
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He was making commission at Marlin, delivering fuel. I don't know how that would
work. Luli interviewed him and talked with hire after about his license,so I'm sure she
has more insight.
Sheryl L. Graham, M.A., CWDP, GCDF
Sr. Director, Monroe County Social Services:
13agshore Manor, Community Support Services
fn-Home Services, LIHEAP, Nutrition 2
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SH(P, Transportation Services (MM �
Weatherization Assistance Program
1100 Simonton Street 2-257
Key West, FL 33040 0
305.2 g2.4510 (Office)
305.2g5.435q (Fax) .
rahavtin....s�neriJf@mornroecount�jQov 0
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`One moment can change a day, one day can change a fife, and one life can change
the world.' Buddha �
Packet Pg. 92
Fforida has a broad public records law. E,mail communications can be pubfic record and made
available to the public and media upon request. Your e-mail communication may be subject to
pubfic discfosure.
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From:Thurston-Alana (L
Sent: Monday,July 29, 2019 3:11 PM C)
To:Graham-Sheryl<Graham-Sheryl@\AonroeCounty:ELGov>; Cook-Bryan<Cook-
0
Bryan@MonroeCounty-FL.Gov>; Francis-Lourdes<Francis-Lourcles(@MonroeCounty
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FL.Gov!> U)
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Subject: RE: Daniel Raber 00.
U)
You were bringing him in at 3.2% above entry.
Thanks
Afana
Alana Thurston
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Coordinator Human Resources
<imageOOI.jpg>
N10111-OC County Board Of County Commissioners
The Historic Gato Cigar Factory
1100 Simonton Street, Suite 2-268 1 Key West, Florida 330-ko U)
Direct Line (305) 292-1161 1 Direct Fax Line (305) 292-1454
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From:Graham-Sheryl<Graham-Sheryl2MonroeCounty-FL.Gov>
Sent: Monday,July 29, 2019 3:09 PM
To: Cook-Bryan <Cook-Bryan(@MonroeCounty-FL.Gov>;Thurston-Alana <Thurston-
Alana@monroecounty-fl.gov>; Francis-Lourdes<Francis-Lourdes(@MonroeCounty- >
FL.Gov>
Subject: RE: Daniel Raber
2
Luli, did you ask him what kind of salary he would need to come over to us—to leave >
Marlin? His salary expectations were blank on the interview Report. Was he thinking
he would be brought in above the minimum (without a passenger endorsement and
without a CDL/B)?
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Sheryf L. Graham, M.A., CWPP, CiCPF
Sr. Director, Monroe County Social Services:
f3agskore. Manor, Community Support Services
fn-Home Services, LIHEAP, Nutrition
SHIP, Transportation Services (PICT-) E
Weatkerization Assistance Program
1.1-00 Simonton Street 2--2.57
3
Packet Pg. 93
Key West, FL 33040
305.2q2_4510 (Office)
305.245.4359 (Fax)
arakam -skeru W man roecountu-Raov
`One moment can change a day, one day can change a life, and one life can change CL
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the world.' Suddha
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Florida kas a broad public records law. Emmail communications can be public record and made U)
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available to the public and media upon request. Your e-mail eoVAKAunicdtion VK09 be subject to 0
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public disclosure. U)
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From: Cook-Bryan
Sent: Monday,July 29, 2019 3:02 PM
To: Graham-Sheryl<Graham SheryLpMonroeQounj LFL.Go >;Thurston-Alana
<Thu rston-Alana @ monroecountv-f I.Rov>; Francis-Lourdes <Francis-
Lourdes @MonraeCounty-FL.Gov>
.2
Subject: RE: Daniel Raber
U)
U)
How far off were we?
From: Graham-Sheryl
Sent: Monday,July 29, 2019 2:38 PM
U)
To:Thurston-Alana <ThLirston-Ala_na@monroecounty-fl.gov>; Francis-Lourdes<Frands-
Lourdes @MonroeCounty-FL.Gov> CL
E
Cc: Cook-Bryan <Cook-Bryan@MonroeCounty-FL.Gov> 0
Subject: RE: Daniel Raber
It wasn't your fault at all or a timing issue. It was a salary issue.
Sheryl L. arahavK, M.A., CWPP, aCVF
Sr. Director, Monroe County Sock( Services:
i3a A
,gskore Manor, Community Support Services >
(pi-Home Services, LIHEAP, Nutrition
SHIP, Transportation Services (MCT)
Weatkerization Assistance Program 0
1-1.00 Simonton Street 2--257 0
Key
West, FL 33040
305-21,72.45.10 (Office)
305.29.5-435q (Fax)
qrctkavA-sikarWl@monroecoukitij -F[QQV
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`One Moment can change a day
, one day can change a fife, and one life can change
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4
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Fforfda kas a broad public records fawn. E-mail communications can be public record and Made
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IL
From:Thurston-Alana
Sent: Monday,July 29, 2019 2:36 PM
0
To: Graham-Sheryl <Graham-Shervl@MonroeCounty-FL.Gov>; Francis-Lourdes<Francis-
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Lourdes@MonroeCounty-FL.Gov> r_
Cc: Cook-Bryan<Cook-Bryan@MonroeCounty-FL.Go > 0CL
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Subject: RE: Daniel Raber
Sorry to hear that(@ i was trying to get him onboard quickly for you.
M
Afana
Alana Thurston
.2
Coordinator Human Resources �L_U)
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<image001.jpg>
Monroe County Board Of County Commissioners
The Historic Gato Cigar Factory
1100 Simonton Street, Suite 2-268 1 Key West, Florida 33040
Direct Line (305) �292-1461 1 Direct Fax Line (305) 292-4-154
CL
E
From:Graham-Sheryl<Graham-Shervl@MonroeCounty-FL.Gov> 0
Sent: Monday,July 29, 2019 2:35 PM
To:Thurston-Alana <Thurston-Alana(@monroecounty-fl.gov>; Francis-Lourdes<Frands-
Lourdes @ MonroeCou nty-FL,Gov>
Cc: Cook-Bryan <Cook-Bryan(@MonroeCounty-FL.Gov> >
Subject: RE: Daniel Raber
He just backed out on us due to salary.
Sheryl! L. Qr4k4m, M.A., CWPP, C4CPF
Sr. Director, Monroe County Social Services:
13a 0
,gskore Manor, Community Support Services .0
0
In-Home Services, LIHEAP, Nutrition
SHIP, Transportation Services (MM
Weatkerization Assistance Program
1100 Simonton Street 2-257
Key West, FL 33040
E
305.2.q2.4510 (Office)
305.2,75.4357q (Fax)
5
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From:Thurston-Alana
Sent: Monday,July 29, 2019 2:32 PM
To: Graham-Sheryl <Gralham-Shery[RrMonr(..)eCounty- J....G.ap; Francis-Lourdes<i::rancis
I q u rcLcLs_@4 C f.Ln ro ELQL�j.D!y±Lg > CL
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Subject: RE: Daniel Raber
I can send him for his DOT physical at Physician's Health Center in the upper (n
keys, to get that out of the way.
.2
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14(ana
Alana Thurston
.2
Coordinator Human Resources
<,mage001.jpg>
Monroe County Board OfCOUnty Commissioners
E
The Historic Gato Cigar Factory 0
I 100 Simonton Street, Suite 2268 1 Key West, Florida 33010
Direct Line (30,15) 292-1• J61 �� Direct Fax Line 305) 292-1�51
From: Graham-Sheryl) <C:irahairn-1 li ma Il l nirop.C---
Sent: Monday,July 29, 2019 2.27 PM
To:Thu rsto n,,Ala na <Fh�..�ir�,;ro in_,M a.i j Francis-Lourdes 0
...................................................................!............ ........ ............................. T
............-.............................. . 0 r
Subject: RE: Daniel Raber
He is NOT coming.
0
.0
Sher 0
,91 L. Qrakam, M.A., CWr>P, QCVF
Sr. Director, Monroe County Social Services:
f3a,gskore Manor, Communi(t_q Support Services
In-Home Services, LfHEAP,, Nutrition
SHIP, Tran5portat;on Services (MCT)
E
Weatherization Assistance Program
1-1-00 SiKAonton Street 21-257
6
Packet Pg. 96
Key West, FL 33040
305-21U.451-0 (Office)
305.2175-435q (Fax)
.2
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CL
From:Thurston-Alana
Sent: Monday,July 29, 2019 1:35 PM
To: Francis-Lourdes<Francis-Lourdes(SMonroeCountv-FL.Gov>
Cc: Graham-Sheryl <Graham-Sheryl -MonroeCounty-FL.Gov>
Subject: Daniel Raber
.2
Hi Lourdes, U)U)
Is Daniel coming this afternoon?
Thanks
.2
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Arana
E
0
Alana Thurston
Coordinator Human Resources
<image001Jpg> >
Monroe County Board of County Commissioners
The Historic Gato Cigar Factory
1100 Simonton Street, Suite 2-268 1 Key West, Florida 33040 .2
Direct Line (305) 292-4461 Direct Fax Line (3005) 292-4-454
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C.3.c
(ATTACHMENT #1)
Continued response to question #3. 4-
The exhibit below shows the target market peers and the cost-of-living adjustments utilized in U)
calculations of salary survey data.
COST OF LIVING ADJUSTMENT EXAMPLE
Before COL Adjustment: Salary Range Midpoint
Hilton Head Island, SC $100,000
After COL Adjustment: Salary Range Midpoint COL Factor New Midpoint
Hilton Head Island, SC $100,000 x 1.056 = $105,624
as
The cost-of-living adjustment increases Hilton Head Island's salary range midpoint to be
properly compared to Monroe County's salary range midpoint due to the difference in the cost- >
of-living.
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fivil MIRGE COUNTY, FL 113.7
Bro,wafd CO!Ljr y, FL 1 in,.n, .0
City of Aspen, CO 123.2 a 923
Cape Cod, IVIA 132.0, a 8f5i 5
Tom of Hilton Head Island, SIC 107.7 056 U)
City of Homestead, FL I O'g.7 toL703 3 0 9�"3
City of J ack,,so i-fij I le, FL 1.07C,
City of Key 'IN est, F L 113.7 L.Ccc,
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City of I'd i ami, F L 10'3.7 L.0136 U)
City of Orlando, FL 1 nj E.3
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City of St. Petersburg, FL 123.E 1.00(1 0
City of Ta in-p a, FL 107.7 °L.G561 u
City il Palm Beach, FL 124.6 a 9�93
Collier C011-11-Ity, FL 223.3 L.004 tm
Florida Keys A qLj e A Ldh, FL 123.7 "L.00101 >
Florida Keys CC, FL 123.7 1.Doc,
Hawaii Gore, HI 140-4 a 8icl
Iviliami-Date COUnty, FL 109.7 1. 3 .0
Monroe C01-11-ity School Board, FL 123.7 000, Mn
t,,Jar1tLJCP',et, IVIA 137.3 a 828
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Pinellas COLAY, FL 123.E 1.001,
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Tom of J acks on, 'INY 129.0, a sal
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Breck,enridge, CO 109.E L.0,37 CY
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C.3.d
(ATTACHMENT #2)
Response to Question #5
cas
Response: Monroe County's employee benefits are commensurate to those offered by its peer
organizations. The County reported 27.7% of its payroll is made up of employee benefits costs.
Peer average percentage of payroll reported as: 32.4 % (of significance—Monroe County has a
complex employee benefits program that consists of varying levels based on date of employment
with the County. This type program has been phased out in many organizations and has been
reset so that benefits are the same for all employees, with no correlation to an employee's
employment date with the organization.
Plans the County provides at a lesser benefit level or does not offer the same benefit options a
include:
0
U
Short term disability insurance is not offered by the County as an employer paid benefit and not
as an optional benefit County employee may purchase under a group policy. 2
In contrast: 25% of peer organizations offer employer paid short term disability and 42% offer a
group plan where employees may purchase this coverage.
Long term disability insurance is not offered as an employer paid or employee paid benefit.
a�
In contrast: 58% of the County's peer organizations offer long term disability insurance coverage LO
paid by the employer and 25% offer employee paid coverage. z
0
*Monroe County offers an employee-paid group rate for Short and Long Term Disability �s
insurance, but does not offer employer-paid coverage.
0
Plans where Monroe County's employee benefits are equal to those offered by its peer
organizations include: cis
a.
Life insurance: Monroe County pays 100% of employee life insurance for eligible employees. (n
w
In contrast: all of the responding peers pay 100% of employee life insurance for eligible
employees.
w
Optional life insurance: Monroe County's employees pay the full cost of this benefit(100%paid
by employee).
In contrast: Only 86% of peer organizations offer optional employee life insurance coverage
(paid by employee). a
*Monroe County's optional life plan includes Accidental Death and Dismemberment coverage.
Packet Pg. 108
C.3.d
Optional accidental death insurance coverage: Monroe County offers this option, which is paid
100%by employees and 100% of the peer organization offer the same benefit 100%paid by
employees.
Monroe County's Optional Life includes Accidental Death and Dismemberment, waiver of
premium, and accelerated death benefit, with portable coverage. 100% of peers offer this
coverage 100%paid by employees; stand-alone product Monroe County offers this bundled with
Optional Life Insurance. U)
Employee Assistance Program: Monroe County affords its employees an EAP program. In
contrast, 93 percent of its peers provide this benefit to its employees. The County's program
provides coverage for employee family members while only 85 percent of the peers offer this
extended coverage.
Tuition Reimbursement: Monroe County provides tuition reimbursement with an unlimited cap
for this benefit while, in contrast only 66 percent of the peers offer this benefit with the average
cap of$2,766.
Employee Leave: Monroe County's sick leave benefits are similar to the average of its peers
with the average accrual of sick leave at 8 hours per month in comparison to peer organizations
at 8 hours (average)per month.
Average cap for annual leave for Monroe County is 480 hours in comparison to its peers on
average of 228 hours.
LO
Leave payout upon employee separation from organization:
Sick leave payout: Monroe County— based on years of service with the County (number varies) 0
Average for peers - 960 hours
w
Annual leave payout: Monroe County— all accrued leave—480 hours
Average for peers-303 hours
w
(n
Recognized Holidays: Monroe County— 13 for all employees
IL
Average for peers — 12 days
w
Retirement programs: Monroe County: 2
In contrast, the average number of plans offered for peer organizations is 2.5
w
Years to Vest: Monroe County's pension plan requires 8 years to fully vest. In contrast to peer
average of 6.6 years.
D.R.O.P. —Monroe County participates in the State of Florida's Deferred Retirement
Opportunity Program. In contrast, 25 percent of its peers participate in D.R.O.P.
Additional retirement plans: Monroe County does offer additional retirement plans 457. In
contrast, 12 percent of its peers offer additional retirement programs.
Packet Pg. 109
C.3.d
Additional benefits to include:
Longevity Pay—Monroe County does not offer—in contrast 54 percent of peers do
Merit Pay—Monroe County participates (varies based on budget)— 50 percent of peers offer
Merit pay
c�
Merit Bonuses —Monroe County does not offer—in contrast 20 percent of peers offer
Housing incentives —Monroe County does not offer—in contrast 10 percent of peers offer
Auto allowances —Monroe County offers to County Administrator only—in contrast 40 of
Peers offer to senior management employees
Take Home Vehicle—Monroe County—program varies depending on classification—in
contrast peer average is 50 percent of responding organizations have
this program
as
Uniform Cleaning—Monroe County does not have this program in contrast 54 percent of
responding peers offer this benefit. W
Degree obtained incentive—Monroe County offers this program in contrast to average peer
participation in this program of 50 percent.
Certification obtained incentive—Monroe County offers this program in contrast to average peer LO
participation in this program of 70 percent.
z
Maternity/Paternity pay—Monroe County does not offer this benefit in contrast 20 percent of �s
responding peers reported having this program.
0
Paid FMLA (other program)—Monroe County does not participate in this program in contrast 20
percent of its peers participate. z
0
Other employer paid medical assistance programs: �s
Monroe County affords its employees unlimited Teladoc services to employees and their
families. In contrast, 54 peer of the responding peers provide similar programs to its employees.
�s
Packet Pg. 110
C'�j1��C,jG
Evergreen Classification and Compensation Study
Summary of Responses to BOCC questions
• Turnover
• Recruiting Challenges
• Comparison to Private Sector
• Cost of living in other localities
• Level of job satisfaction
• Value of Total Compensation/Rewards
• Comparisons based on budgets, residents or employee populations
• Employee Housing options
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What are some of the specific turnover and recruiting challenges we are facing? /
2018 Total Turnover = 14.32% National Average Turnover
41) • All Employers: 3.7%
• State/Local Government: 1.5%
• South Region: 3.8%
Source: Bureau of Labor Statistics
• Resignations and Terminations • Retirements and Deaths
Employee Services Response
What are some of the specific turnover and recruiting challenges we are facing? _
Unemployment Rate — 2018
Source: NACo
2018 UNEMPLOYMENT RATE - LABOR FORCE
• Lowest unemployment rate in the State
Competition for available candidates
wa FOR MORE
Monroe Canty,FL
26%
709 4" LAIMNBIMI
Employee Services Response
rf.•••
What are some of the specific turnover and recruiting challenges we are facing? l
Unemployment Rate - 2018 /
Source: NACo
ALL COUNTIES IN FLORIDA
• 2018 UNEMPLOYMENT RATE-LABOR 2018 POPULATION LEVEL
-�- L ADD AN INDICATO8
FORCE ^
Monroe County,FL 2.6% 75.0 K
Okaloosa County,FL 2.9% 207.3 K
St.Johns County,FL 2.9% 254.3 K
Wakulla County,FL 3.1% 32.5 K
Walton County,FL 3.1% 71.4 K
• Lafayette County,FL 3.2% 8.7 K
Nassau County.FL 3.2% 85.8 K
Orange County,FL 3.2% 1.4 M
Seminole County,FL 3.2% 467.8 K
- Alachua County,FL 3.3% 270.0 K
Bradford County,FL 3.3% 27.7 K
Clay County,FL 3.3% 216.1 K
Leon County,FL 3.3% 292.5 K
• Pinellas County,FL 3.3% 975.3 K
Santa Rosa County,FL 3.3% 179.3 K
Baker County,FL 3.4% 28.4 K
Rrnwarri(nnnty FI aa; ' n M Employee Services Response
tl'
What are some of the specific turnover and recruiting challenges we are facing? I j
Job Vacancy Reports — Recruitment Aging
2019 YTD: 13 of 22 Departments had positions open longer than 90 days
Job Title Department Days Open
Senior Administrator Code Compliance 472
Building Inspector 2 - Plans Examiner (2 Positions) Building 397
One/Two Family Dwelling Inspector/Plans Examiner Building 383
Multimedia Technician Information Technology 369
Senior Budget Analyst OMB 350
Logistics Assistant Fire Rescue 345
Project Manager 2 Social Services 287
Transportation Driver Social Services 268
Apprentice Mechanic Fleet 188
Certified Nursing Assistant Social Services 185
Project Manager 2 (2 Positions) Project Management 170
Sr. Administrator - Floodplain Planning 152
Maintenance Worker 5 (2 Positions) Public Works 151
Environmental Specialist Solid Waste 135
Supervisor Facilities Maintenance 115
Customer Service Representative Building 105 Employee Services Response
Veterans Service Counselor Veterans Affairs 94
07•N"
A
What are some of the specific turnover and recruiting challenges we are facing? I))
W �
Declined Job Offers
• Candidates who declined job offers since June 2019
• Also shown is the difference recommended by the Evergreen study to move our rates to market for
each position
Evergreen
Approximate Study
Difference Needed Difference to
Job Title Department Candidate Issue by Candidate Market
Senior Project Manager Sustainability Salary $ 25,000 $ 25,482
Engineering Project Manager Roads and Bridges Salary $ 13,000 $ 11,402
Transportation Driver Social Services Salary $ 6,000 $ 4,579
Project Manager 2 Project Management Family Insurance Cost $ 14,400 $ 18,507
Deputy Director - Ops and Security Airports Housing Cost $ 18,000 $ 21,448
Deputy Director - Ops and Security (2nd) Airports Salary $ 20,000 $ 21,448
Assistant Director of Airports Airports Salary + Vacation $ 19,200 $ 20,495
Employee Services Response
O. 1.
Summaryof Responses to BOCC questions " .- -, j'
. /
How was comparison to the private sector accounted for?
• Evergreen included private sector data for transferable positions
• Source: Economic Research Institute
• Specific to Key West / Florida Keys
Monroe County Classification Title ERI Match ERI Minimum ERI Maximum
ADMINISTRATIVE ASSISTANT Administrative Assistant $27,863.00 $61,906.00
ADMINISTRATOR, DATABASE Database Administrator $51,853.00 $132,353.00
CERTIFIED NURSING ASSISTANT Certified Nurse Assistant $22,346.00 $42,964.00
CUSTOMER SERVICE REPRESENTATIVE I Customer Service Representative (specialized) $31,731.00 $69,876.00
DIRECTOR EMPLOYEE SERVICES Director Human Resources $98,580.00 $189,487.00
DIRECTOR INFORMATION TECHNOLOGY Information Technology Director $116,369.00 $207,495.00
DIRECTOR, ENGINEERING SERVICES & ROADS Director Engineering $122,462.00 $244,910.00
ELECTRICIAN Electrician -Certified, Journeyman $36,087.00 $78,479.00
ELECTRICIAN Electrician Maintenance $37,596.00 $76,884.00
EQUIPMENT OPERATOR Equipment Operator Construction $31,201.00 $65,287.00
EXECUTIVE ASSISTANT Executive Assistant $41,278.00 $100,112.00
HEAVY EQUIPMENT OPERATOR Equipment Operator Heavy $32,697.00 $73,673.00
MAINTENANCE WORKER 4 Maintenance Worker $32,598.00 $64,497.00
ON CALL PERSONAL CARE WORKER/HOMEMAKER Home Care Aide $20,643.00 $34,987.00 Report:
OPERATIONS MANAGER/ FLEET Fleet Manager $56,693.00 $128,977.00 Chapter 4,
PARALEGAL Paralegal $34,652.00 $84,529.00
PLANNER Urban Planner $42,007.00 $100,797.00 page 4-11 -
STAFF ACCOUNTANT Budget Accountant $53,512.00 $111,555.00 Exhibit 4-G
SYSTEMS ANALYST I Systems Analyst $53,194.00 $121,051.00
SYSTEMS ANALYST II Systems Analyst Lead $61,567.00 $152,638.00 Evergreen Response
TECHNICIAN FLEET Fleet Specialist $34,529.00 $82,828.00
Summary of Responses to BOCC questions
How was cost of living among various localities accounted for?
Market Peers Cost of living Index COI
(From COLLora) Factor
MON ROE COUNTY, FL 113.7
Broward County FL 110.: 1.033
City of Aspen. CO 123.1 C.923
Cape Cod. fAA. 132 C C.861
Town of Hilton Head Island. SC 1:7 7 1.C56
City of Homestead. FL 1::9.7 1.C36
City of JacKsorMlle. FL 1;,6.3 1.C7C
City of Key 'Nest. FL 113.7 1.000
City of Marathon. FL 113.7 1.00C
City of M i anti. FL 1 C9.7 1.C36
City of Orlando. FL 106.3 1.C70
City of St. Petersburg, FL 113.6 1.001
Cite of Ta rrp a. FL 107 L.C56
City of "r est Palm Beach. FL 124.6 C.993
Cother County. FL 113.3 1.004
Florida Key's Ague Auth. FL 113.7 1.DOC
Florida Key's CC. FL 1 i_ 1.00C Evergreen Response
Hawaii County. HI 14^.= 0.81C
1.1 I ni—natp C:ni Intl FI i nq 7 ? n1A
cb
Summary of Responses to BOCC questions
_g 9
How was cost of living among various localities accounted for?
Cost of living indices are used as an indicator of how much a salary would need to be adjusted to account for the
higher/lower cost of living in one region compared to another and to provide an estimate of a given salary's
purchasing power or relative standard of living (e.g., expenditures on housing/food costs and-taxes).
For example: Monroe County has a higher cost of living index (113.7) than the Town of Hilton Head, SC (Beaufort
County = 107.7). Salary data collected from the town of Hilton Head would need to be adjusted upward by a
factor of 1.056 to be comparable. (113.7/107.7 = 1.056)
Conversely, Monroe County has a lower cost of living than the Cape Cod area (Barnstable County = 132.0). Salary
data collected from Cape Cod would be adjusted by a factor of 0.86 to be comparable. (113.7/132.0 = 0.86)
Evergreen incorporated these factors for each peer when building the proposed pay plan.
Evergreen Response
9
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Summary of Responses to BOCC questions
What is the level of Job Satisfaction in Monroe County vs. other counties?
Monroe County feedback:
• Meaningful work
• Ability to serve the community in which they live
• Value of health coverage; particularly Teladoc
Peers:
• Employee Satisfaction data not collected
• Out-of-scope for a compensation and classification survey Report:
Chapter 2,
• Not a quantifiable measure
page 2-1 —
Section 2.1
General
Feedback
Evergreen Response
10
Summary of Responses to BOCC questions kik)
What is the level of Monroe County's total compensation/total rewards (including benefits)?
Benefits Cost as Percentage of Payroll
Peer Average 32.40%
-4.7%
o
Monroe County 27.70%
This -4.7% difference in MC Benefits Cost vs. Peers compounds the difference in Total Compensation:
For an equivalent salary, MC Total Compensation vs. Peers =
Evergreen Response
1
Summary of Responses to BOCC questions
What is the level of Monroe County's total compensation/total rewards (including benefits)?
Monroe County Peer Averages
Medical 2 Plans - Cost Share Offered - Cost Share
Pharmacy Included w/Medical Offered - Cost Share
Dental Offered Offered
Vision Offered Offered
Tele-medicine Service Yes 54% Provide
Seniority-based premiums Yes No
Evergreen Response
Report: Chapter 4, pages 4-13 & 4-14, Exhibits — 4-K, 4-L & 4-M 12
`tQi Sc'G
r�Summar of Responses to BOCC questions ,
What is the level of Monroe County's total compensation/total rewards (including benefits)?
Monroe County - Peer Averages
Provided Available Provided Available
Short Term Disability No Yes 25% 42%
Long Term Disability No Yes 58% 25%
Life Insurance Basic Supplemental - 86%
Accidental Death/Dismemberment No Yes - 100%
Employee Assistance Program Yes 93% 85% incl. family members
Evergreen Response
Report: Chapter 4, pages 4-15 — Exhibits — 4-N, 4-0 & 4-P 13
t';2' i*'. ?.,
Summary of Responses to BOCC questions :1 Iv))
What is the level of Monroe County's total compensation/total rewards (including benefits)?
Monroe County - Peer Averages
Medical 2 Plans - Cost Share Offered - Cost Share
Pharmacy Included w/Medical Offered - Cost Share
Dental Offered Offered
Vision Offered Offered
Tele-medicine Service Yes 54% Provide
Seniority-based premiums Yes No
Evergreen Response
Report: Chapter 4, pages 4-15 — Exhibits — 4-N, 4-0 & 4-P 14
z "v.
Summary of Responses to BOCC questions
What is the level of Monroe County's total compensation/total rewards (including benefits)?
Monroe County Peer Averages
Paid FMLA No 20% Provide
Maternity/Paternity Pay No 20% Provide
Longevity Pay No 54%
Merit Pay Sometimes 50%
Merit Bonuses No 20%
Housing Incentive No 10%
Auto Allowance County Administrator 40% to Senior Management
Take Home Vehicle Minimal 50% have a program
Tuition Reimbursement Yes - no cap 66% provide; avg. cap of $2,766
Degree Obtained Incentive Yes 50% have a program
Certification Obtained Incentive Yes 70% have a program
Evergreen Response
15
Report: Chapter 4, Page 4-19 — Exhibit 4-W
What about comparison to counties with similar budgets, comparable resident
populations, and similar employee populations?
Unique geographic and demographic characteristics
Mix of benchmark peers:
• Competitors — local, region, state
• Tourism-based vacation destinations
• Nearly identical peer groups were used in the two previous Evergreen studies (2017, 2014) and
the Coopers-Lybrand study (late 1990's), plus addition of tourism-based public sector peers
• High response rate from peers
• High number of responses for each position surveyed
• Adjusted for local cost of living differences
• Accounted for Florida Keys private sector
• Survey is statistically valid
• Different set of peers or positions surveyed would not yield an appreciably different result
Report: Chapter 4, pages 4-1 and 4-2 Evergreen Response
Summary of Responses to BOCC questions
What Employee Housing Programs could be considered?
• Rental Assistance
• Homeowner Assistance Loan Programs
• Signing Bonus
• County Owned Housing
Report: Chapter 5, Section 5.5 page 5-14 Evergreen Response