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2000-064
1' F . - ,.meq. as �vfA[�Ei'Cf PROPOSAL FOR A PAY PLAIN and POSITION CI.ASSIFICKrION STUDY Indian River County RFP # 2025 c &A Cody & Associates, Inc. MANAGWENT CONSUI PANTS 305 Jack Drive; Cocoa Beach, Florida 32931 13211 793.3720; FAX {3211793 4353 I f I � . PROPOSAL FOR A PAY PLAIN and POSITION CI.ASSIFICKrION STUDY Indian River County RFP # 2025 c &A Cody & Associates, Inc. MANAGWENT CONSUI PANTS 305 Jack Drive; Cocoa Beach, Florida 32931 13211 793.3720; FAX {3211793 4353 CI i i 6 Cody & c 4sioci atE:i, _qnC2. MANAGEMENT CONSULTANTS 305,lack Drive Cocoa Beach. FL 32931 (407) 783-3720 February 1, 2000 Ms. Fran Powell Purchasing Manager Indlan River County 2625 19" Avenue Vero Beach, Florida 32960 Dear Ms. Powell: Cody Br Associates, lwc. Is pleased to submit this Proposal to conduct a Pay Plan and Position Classification Study. The approach to the project and detailed work plan is Included In this proposal. We understand and an erForm he scaz5e of services requested and the assistance you re to lire in t#t�Classiflcation and Comnensatlo Sn t�dL+. Cody arAssoclates, Inc. is well qualified to perform this project because of our experience in conducting similar studies For many other Counties and governmental clients in the State. We understand your local and regional labor market as well as statewide trends In compensation and job analysis systems having recently completed studies for various counties in all regions In the State. Thank you For the opportunity to assist you In this study. We look Forward to discussing our proposal with you in greater detail. The person who is authorized to make representations for CodyatAssoclates, Inc. is N. E. Pellegrino, Senior Partner; Address: 305 lack Drive, Cocoa Beach, FL 32911; [407) 783-.3720, The terms, conditions and prices For this study are valid for a period of ninety [90) days. S rel�� N. E. Pellegrino Senlor Partner 40 C> FROPOSAI, TO CONL)L]CI' A PAY PIAN and POSITION CLASSIFICATION STUDY Indian River County Table of Contents Section LEITER OF TRANSMiTTAL P I COMPANY QUALIFICATIONS ..................................... 1 IIREFERENCES ................................................ 2 III PROJECT TEAM CREDENTIALS ................................ , ... i IV SUPPORT REQUIRED ............................................ IQ V GOALS AND OBIECTIVES A. EVALUATION AND ANALYSIS OF )OBS ........................ 1 1 B. JOB SPECIFICATIONS ...................................... I 1 C. SA',.ARYPOLICY.......................................... 12 D. COMPENSATION PLAN STRUCTURE .............. . ......... . . 12 E. METHOD OF IMPLEMENTING COMPENSATION RECOMMENDATIONS 13 F. ATTAINMENT OF GOALS ................................ . . 13 • 171 40 Section Page VI CONSULTANT'S APPROACH TO THE PROIECT ........................ 14 A. INTRODUCTION AND PROJECT ORIENTATION .................. 15 B. COORDINATION WITH THE STAFF ............................ 15 C. POINT FACTOR JOB EVALUATION SYSTEM ..................... 16 D. POSITION DESCRIPTION QUESTIONNAIRES .................... 19 E. EMPLOYEE INTERVIEWSIPOSITION EVALUATIONS ............... 19 F. PREPARATION OF ]OB DESCRIPTIONS ......................... 22 G. SALARY SURVEYIMARKET PRICING ........................... 22 H. FAIR LABOR STANDARDS ACT REVIEW ......................... 23 1. FRINGE BENEFIT ANALYSIS .................................. 23 I. INTERPRETATION OF SALARY DATA .......................... 24 K. DEVELOPMENT OF PAY GRADES AND SALARY STRUCTURE ......... 2S L. ANALYSIS OF POST MAXIMUM RECOMMENDATIONS & PROGRAMS .. 25 M. COMPENSATION METHODOLOGY ........................... 2S N. PREPARATION OF REPORT ................................. 26 O. STAFF AND EMPLOYEE ORIENTATION AND TRAINING ............ 26 P. EMPLOYEE COMMUNICATION SUMMARY ...................... 27 Q. INTERNAL REVIEW AND RESPONSE ........................... 28 R. IMPLEMENTATION AND FOLLOW-UP ASSISTANCE ............... 28 VII TENTATIVE TIME SCHEDULE ..................................... 29 VIII FEE SCHEDULE ................... .............. 30 APPENDIX ADDENDUM #1 APPENDIX B COUNTY FORMS APPENDIX C POSITION! DESCRIPTION' QUESTIONNAIRES tPDQI APPENDIX D CLIENT LIST 4M 1771 40 � I I �QMk�A1VY_-UU�L��� i CodysrAssoclmes, Inc. Is a Florida based management consulting Incorporated company which was established in 1969. Our offices are located in Cocoa Beach and Lakeland, Florida. There are also offices in Atlanta, GA, and Washington, D.C. The Cocoa Beach location will be the ortmary office for this protect. I Cody 6FAssoclMs, Inc has provided Wage, Salary and Classification services to over 540 clients i y including industry and businesses; municipal, county, and State government agencies; public school systems; colleges and universities; trade associations; treatment centers; housing authorities; and, utility authorities In the State of Florida. Our company Is known for Its outstanding work product and works very closely with our clients to resolve their problems and fulfill their needs. Cody erAssocldtes, Inc. communicates with our clients to render a personalized management consulting service. Each consulting project Is under the direction of a Senior Partner of the firm. Cody&rAmoclates, Inc. have dealt with counties and other, organizations who have been represented by Certified Bargaining Units throughout the State of Florida since the Collective Bargaining law was enaacted. Cody H'alas"iafra, Mr. 1 - -• - - -- - — - -.-- it 11 The foilowing reference list Is submitted by Cody&Assoclates, Inc. to represent clients where similar studies (classification/compensation) have been performed. The Consultant Invites you to contact any of the following clients to verify our experience and quality of our work product. ALACHUA COUNTY Kim Baldry, Personnel Director P.O. Box 2877; Gainesville, Florida 32602-2877 (3521374-5210 BAY COUNTY oy Bates, Assistant County Manager . a. Box 1818; Panama City, Florida 32402 (850) 7$4-4015 MADISON COUNTY Tim Sanders Clerk of Courts P.O. Box 297; Madison, Florida 32340 (850) 973-1500 PASCO COUNTY John Gallagher, County Manager 7536 State Street; New Port Richey, Florida 34654 (352) 847-8115 PUTNAM COUNTY Carol Holtz, Personnel 81 General Services Director P. 0. Box 758; Palatka, Florida 32178-0758 (9041329-0218 SUMTER COUNTY Bernard Dew, County Administrator 209 North Florida Street; Bushnell, Florida 33513 (3521793-0200 VOLUSiA COUNTY Mike Lary, Personnel Director 123 West Indiana Avenue; Deland, Florida 32720-4607 (904) 736-5920 BAY COUNTY CLERK OF COURTS Ronnie Wheathersbee, Deputy Clerk P. 0. Pox 2269; Panama City, a lorlda 32401 (901) 763-1061 Cody &Allodales, rnc. .2. HIGHLANDS COUNTY CLERK OF COURTS Carroll Lloyd, Director, Accounting az Finance P. O. Box 1827; Sebring, Florida 33871-1827 (941) 385-2581 MONROE COUNTY CLERIC OF CIRCUIT COURTS Danny L. Kolhage, Clerk 500 Whitehead Street; Key West, Florida 33040 (305) 296-1864 MONROE COUNTY PROPERTY APPRAISER Ervin 'Higgs, Property Appraiser 500 Whitehead Street; Key West, Florida 33040 (305) 292-3420 OSCEOLA COUNTY PROPERTY APPRAISER Bob Day, Property Appraiser P. O. Box 422366; Kissimmee, Florida 32742-2366 (407) 847-1350 SEMINOLE COUNTY PROPERTY APPRAISER Terry Goembel, CFE, Assistant Property Appraiser 1 101 East First Street; Sanford, Florida 32771 (407) 321-1130 MANATEE COUNTY TAX COLLECTOR Ken Burton, Tax Collector P.O. Box 25300; Bradenton, Florida 34206 (941) 741-4800 MONROE COUNTY TAX COLLECTOR Harry F. Knight, Tax Collector 500 Whitehead Street; Key West, Florida 33040 (305) 292-3375 PASCO COUNTY TAX COLLECTOR Mike Olson, Tax Collector P. O. Box 1145; New Port Richey, Florida 34291-114S (352) 847-8165 CITY OF APOPKA )ack Douglas, Assistant Cary Manager P. O. Sox 1229; Apopka, Florida 32.704-1229 (407) 889-1700 CITY OF BRADENTON Brenda Lovett, Personnel Director P. O. Box 25015; Bradenton, Florida 34206-5105 (941) 748-0800 CITY OF CASSELBERRY Crlst_ina Vivo, Personnel Director 115 i vipiet Lake Di ive; C'-Ossellvbcvry, Florida 342707 (407) 83 1 -3S51 CITY OF COOPER CITY Christopher 1. Farrell, City Manager 9090 South West 50th Place; Cooper City, Florida 33828 (954) 434-4300 CITY OF FORT MYERS Beth Ely, Director of Personnel P.O. Drawer 2217; Fort Myers, Florida 33902-2217 (941) 332-6796 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . CITY OF FORT PIERCE JoyceWeathers, Personnel Director P. 0. Box 1480; 'Fort Pierce, Florida 34954 (561) 460-2200 TOWN OF JUPITER Lee Evett, Town Manager 210 Military Trail; Jupiter, Florida 33458 (561) 746-5134 CITY OF KEY WEST Julio Avael, City Manager S25 Angela Street; Key West, Florida 33041 (305 ) 292.8200 CITY OF LAKE MARY John Litton, City Manager 100 North Country Club Road; Lake Mary, Florida 32795 (4071324-3000 CITY OF LEESBURG Tony Otte, Cl'. Manager P.O. Box 490630; Leesburg, Florida 352 728 9700 ( ) CITY OF MOUNT DORA Bernlce Brinson, City Manager P. 0. Box 176; Mount Dora, Florida 32757 (352) 735-7100 CITY OF ROCKLEDGE James P. McKnight, City Manager 1600 Huntington Lane; Rockledge, Florida 32956 (407) 690-3978 CITY OF SATELLITE BEACH Michael P. Crotty, City Manager 565 Cassia Boulevard; Satellite Beach, Florida 32937 (4071773-4407 CITY OF WINTER SPRINGS Ron McLemore, City Manager 1 126 East State Road 434; Winter Springs, Florida 32708 (407) 327-1800 CENTRAL FLORIDA COMMUNITY COLLEGE Charles R. Dassance, President P. 0. Sox 1388; Ocala, Florida 32.678-1388 (352) 237-21 1 1 FLORIDA KEYS COMMUNITY COLLEGE Car. William A. Seekier, President 5901 West Junior College Road; Key West, Florida 33040 (3051296-9081 MANATEE COMMUNITY COLLEGE Lir. Stephr_n 1, Korcheck, President P. 0. Box 1849; Bradenton, Florida 53506 (941) 755-1 5I 1 PALM BEACH COMMUNITY COLLEGE Joseph Schneider, Personnel Director 4200 Congress Avenue; Lake Worth, Florida 33461 (407) 439-8018 Cody &Assorfales, Inc. -4- ST. PETERSBURGJUNIOR COLLEGE Dr. Carl M. Kutner, ]r., President P. Q. Box 13489; St. Petersburg, Florida 33733 (813) 341-3204 SEMINOLE COMMUNITY COLLEGE Russell Calvet, Dean, Personnel Services 100 Weldon Boulevard; Sanford, Florida 32773-6199 (407) 323-1450 VALENCIA COMMUNITY COLLEGE Dr. Michael Break, Human Services Director 1800 South Kirkman Road; Orlando, Florida 32802 (407) 299-5400 HIGHLANDS COUNTY SCHOOL DISTRICT Rught E. Handley, Superintendent 426 School Street; Sebring, Florida 33870 (941) 382-i 121 JEFFERSON nCO NTYE. SCHOOL ] HOOLerDI erdenWilliat 1490 W. Washington; Monticello, Florida 32344 (904) 997-3562 MANATEE COUNT! SCHOOL DISTRICT Walter Domalske, Director, Personnel Services P. O. Box 9060; Bradenton, Florida 34206-9069 (741) 741-7200 CITY OF DAYTONA BEACH HOUSING AUTHORITY Rev. Carl Brinkley, Executive Director 118 Cedar Street; Daytona Beach, Florida 32114 (904) 253-5653 CITY OF FORT PIERCE HOUSING AUTHORITY Executive Director 707 North 7th Street; Fort Pierce, Florida 34950 (56 1) 461-7281 CITY OF GAINESVILLE HOUSING AUTHORITY Fohn E. Cheriy, Executive Director , O. Box 1468; Gainesville, Florida 32602 (352) 378-6433 CITY OF FORT PIERCE UTILITIES AUTHORITY Douglas Gell, Customer Service Director P. Q. Box 3191; Ft. Pierce, Florida 33450 (561) 466-1600 CITY OF NEW SMYRNA BEACH UTILITIES Empployee Relations Manager 12rJ Sams Ave; New Smyrna Beach, Florida 32170-0100 (904) 427-1361 CITY ELECTRIC SYSTEM Larry Thompson, General Manager 10001 )amts Street; Key West, Florida 33040 (305) 294.5272 Cody &Ai.F crctes.Inc. -5- i" ONROE MOSQUITO CONTROL DISTRICT Mr. Edsel M. Fussell, D[rector 5224 College Road; Key West, Florida 33040 (305] 292-7190 STEWART-MARCHMAN TREATMENT CENTER, INC. Ernest D. Cantley, DPA, EXCCUtive Director 3875 Tiger Bay Road; Daytona Beach, Florida 32124- (9C4) 753-6635 WEST COAST REGIONAL WA'T'ER SUPPLY AUTHORITY Holly C. Manning, Human Resource Manager 2535 Landmark Drive, Sulte 211; Clearwater, Florida 34621 (6 13) 796-2355 Cody &,gssxiares,Inc. -6- • • C> 40 6 III Q CT E MALS It is important that you know the specific consultants to be assigned to the day-to-day conduct of the study. Regardless of the size of the organization selected, the consultants the iota will set the theme for the Final producs. Our resources will be organized in the following manner for this assignment: A CH(7LASE. Senior Partner, has a R.S. from Florida Southern College and a Masters Degree In Administration from the university of Miami. Mick will function as the Project Team Manager. Mr. Pellegrino has been a Senior Partner since 1970 and specializes in the areas of personnel administration, organization and management studies, performance evaluation programs, supervisory training, management development and productivity studies. Nick works out of our Cocoa Reach Office, which will be the primary work site for the study. He has worked with over 500 local clients in Florida as our Project Manager and has installed over 450 studies and orolects. Nick's background includes over 35 years experience in human resource management positions with Industry and government. hie has served as an Employee Relations Manager for a large international airline, a major electronics industry, various government agencies, and a large public hospital. Mr. PelleQrino's sppclfic oil this proJect: -Direct the Project Management Plan -Work directly with the Client's staff on a day-to-day basis. -Authority to speak for the Consultant in all study areas. -Conduct the on-site analysis and develop recommendations. -Direct the data collection. II I 11 I Cady d^stxaociates,feec. 7- GEQRGEF [Uli I Senior Partner, has a 8,S. In Business Administration from Syracuse University. Mr. Cody has been a Senior partner of Cody st Associates, Inc. since 1969. He has participated In over 450 projects with governments, the private sector, school districts and colleges either serving as Project Manager or having been involved in the final product. His experience includes serving as a full-time management consultant for over 40 years, specializing in human resources management, operational analysis, performance evaluation analysis, organizational and special management studies. Mr. Cody's specific responsibilities on this project: -Assist In the overall direction of the Project Management Plan. -Work directly with the Client's staff on a day-to-day basis. -Authorlty to speak for the Consultant in all study areas. -Conduct on-site data collection and develop recommendations. S!JSANAT H.. CQiY5'1NEA!!, Senior Consultant, has a Bachelors Degree in Business Administration from the University of Central Florida and a Masters Degree In Business. Ms. Cousineau has been a Senior Partner of CadyarAssocxWes, liar. since 1989. She has worked on seventy-five [75] plus consulting projects for Cody &Assoclares, Inc Involving organizatlon and staffing analysis, position evaluations, compensation studies, performance evaltiatlon program design, labor relations, and drafting job descriptions. She has worked with governments, the prlvate sector, school districts, and community colleges serving as a Consultant and Manager. Susanne has held responsible full-time positions In the human resources and labor relations fields in troth industry and government. Ii r !' . ...... ......... ........................._ _...._........_ __.........._ __........__ ....._..... Cody & AraeciateJ, Inc. B _� C> 40 0 Ms. Couslneau's specific responsibilities on this project: -Assist In the collection of data. -Assist analyzing data and conducting Interviews. TAY H LOCRWO Senior Consultant, has a Bachelors and Masters Degree in Business Administration From the University of Miaml, and has completed a two year Pre -Law Curriculum from the University of Pittsburgh. Jay has over 35 years of professional experience In Truman resources, compensation, performance analysis, and general management. Mr, Lockwood has held top level management/executive positions In large governrnentai organizatlons. For ten years, Jay was the Human Resources Manager for the Metro -Rade County Department of Housing and Urban Development and administered benefits, compensation plans, performance evaluation, personnel regulations, policies, etc. for a department of 800 employees. He also was involved in classification development and design. Prior to that (25 years), Jay was Assistant Personnel Director for Dade County with responsibilities for compensation, classification, and fringe benefits. Mr. Lockwood has worked on at Ieast thirty (30) consulting projects over the past years on a part time basis In areas of compensation, Job evaluation, etc. He is now a full time member of Cody at Associates, Inc. Mr. Lockwood's specific responsibilities on this project: -Assist In the overall direction of the Project Management Plan. -Conduct on-site data collection and interview activities. Assist In the development of recommendations. Cody &.issacurtes, fnt% i i Mr • s Wiff "• . I The Consultant will only need informational assistance noted below. 1. �TAANd INFC31ZtJ�1T�N It Is requested that the County furnish the following information to the Consultant, (if available): i a. Current organizatfonal and staffing charts of each department. b. Current ciassificatlon plan. C. Personnel policies, rules, regulations, and budgets impacting the Study.. d. Lists of all personnel and their classIncations. e. Current job Descriptions. No other direct support is required. I ............................ Cady &Mscodates, Mc. -10- • i 40 40 V The Following is a summary of the goals and objectives involved In conducting the proposed position classification and compensation study For your employees: A. EVALMATIONAM0ANALYSIS OF]OBS I . A thorough review of all positions to Insure they are property classified, titled and combined Into the compensation pian. 2. IF appropriate, through consolidation, merger, elimination and/or other accepted means, reduce the number of classifications. 3. Establish career paths For various classification groupings. 4. Develop criteria and procedures For the incorporation of new positions and matntenance of the classification plan. Lt. 100 SPECIFICATIONS All job specifications will be reviewed, rewritten and/or updated. Special attention will be given to ensure that the specifications are in compliance with the Americans With Disabilities Act, EE©, comparable worth issues, Equal Pay Act, and other pertinent laws. Cady &Aisaciaecs, Inc. 1 t- 40 40 • 40 C. SAIARYPaLICY Recommend a program For consideration and adoption by the County setting forth: I . The level at which the competitive position should be maintained in relation to those employers In the competing labor markets In order to attract qualified personnel. 2. The level at which the competitive position should be maintained in order to retain competent employees. 3. The appropriate internal wage/fringe benefit mix. U. COMPENSATION PG4N STRUCTURE Review and make recommendations on the following aspects of the Compensation Plan structure: EXISTING SALARY SCHEI3UL_ES 1. Review current composition and rationale of the existing salary schedule and make recormendatdons regarding any changes (consolidations, eliminations, etc.) that may be deemed appropriate and/or necessary. 2. Modify the existing pay grade schedule. 3. Review the pay compression problems and/or concerns (where appropriate). 4. Recommend various increases to employees based on job performance anchor acquisition of additional skills, training or rprtificatlons. Cody &Asioctafes, Inc. .12- S. Recommend feasibility of other compensation benefits and/or program such as bonuses, longevity, etc. for employees who have reached the maximum of their range and are still productive. E; METHOD OF1Hp1EMENTING coNPE'NSA)r1CA( IECt7MM,£NDA71ONS ,An Implementation plan will be developed. The Consultant's recommendations will provide for alternative/multi-year methods or techniques of Implementation. F ATTAINMENT OF 60ALS The attainment of the above goals and objectives will Improve effective management, planning, productivity and achievement by: I . Reducing turnover and related costs. 2. Improving employee morale due to an up-to-date compensation system. 3. Increasing service levels by recognizing and rewarding performance. 4. Relating pay levels to the appropriate labor market. 5. Eliminating inequities In the pay system. b. Provide an Inventory and descriptions of County jobs with updated class specifications, 7. Develop an equitable and competitive benefits package and Internal mix. ....... .......... .......... .......... ....... .......... ............................... .................... ...... ............_.............. Cody stssocOQfes, luc. -13- VY This section describes the work plan. that Cody&Ass©c-Idtes, Inr., will utilEze for the project and includes specific tasks or steps. Our consultants will work closely with your staff to ensure that they have complete understanding of the study. In the proposed work pian the following tasks will be included: A. Introduction and Project Orientation B. Coordination with the Staff C. Point Factor Job Evaluation System D. Position Description Questionnaires E. Employee Interviews/Position Evaluations F. Preparation of Job Descriptions G. Salary Survey/Market Pricing M. Fair Labor Standards Act Review I. Fringe Benefit Analysis J. Interpretation of Salary Data K. Development of Pay Grades and Salary Structure L. Analysis of Post Maximum Recommendatlons and Programs M. Compensation Methodology N. Preparation of Report O. Employee Communication Summary P. Internal Review and Response Q. implementation and Follow-up Assistance Cody d'Stssoda9es, Inc. -14- • 40 • r� i A. INTRODUCA10NAND PROJECT ORIENTATION I. The Consultant will conduct Initial meetings with the management staff. Cody & Associates, Inc. will discuss the current classification and pay plan, philosophy of compensation and pay administration and other specific areas of the project. 2. Our staff will conduct group meetings with supervisors and key employees to explain the objectives and approach to the study. 3. All employees should be notified of the study by a letter from the County requesting cooperation and explaining the scope of the project. The consultant can hold group meetings with all employees to explain the objectives and approach to the study and answer employee concerns, if desired, by the County. B. COORDINATION WITH THE STAY' I , c-cdy6rAssoames, Inc. will meet with County staff assigned to this project to clarify and finalize the scope of work and timetable. 2.. The Consultant will meet with County staff to discuss the job analysis system to be employed, and other project elements.. 3. The County staff and the Consultant will discuss the benchmark positions and appropriate labor market to he surveyed during the study. 4. The present salary administration program will be reviewed during these meetings. ............ ....... ............... ......__... _.................... .. _ ._....-... .. Cosy &Assoctaits, Inc. 15- C-1 +0 C: POINT FACTOR JOBB EVAWATIO7N SYSTEM 1. BASIC CONCEPTS a. The CodlarAssoclates, Inc. Point Factor job Evaluation System Is a logical, systematic and orderly method of gathering facts about jobs. It requires the application of value judgments in a standardized and understandable way, The objective is to Insure consistency and equity of results in evaluating jobs. b. One purpose of this quantitative job evaluation system is to set the value or a position by determining a numerical score for each job based on job-related tasks, duties and conditions of work performed. C. Positions are evaluated by a trained technician based on the content of the work. performed without regard to the sex or race of the worker. The system concentrates on the content of work rather than characteristics of the Incumbent such as education or personal qualifications. d. Positions which require approximately equal levels of skills, efforts, responsibilities and working conditions are placed into the same level for job difficulty comparisons. The comparable difficulty of a position Is therefore measured within a organization unit or County. e. The point factor comparison cross compares jobs against all other positions In the organization ushlg all lob factors. 2. 6DVANTAGES O%UQ R SYSTEM a. our system assures the objecilvity of the approach, because all positions are compared against the same r_=ctors. Cady &.Associates, Inc. .18 CI 40 40 M b. The system eliminates sexual and cultural bias and addresses Issues of comparable worth. C. The point factor system is less subject to manipulation from within the organization and It Is designed to be free of bias. d. Our Point Factor job Evaluation System includes the ability to relate compensation directly to the labor market by compar;ng positions of approximately equal point values. e. The System assures that all major Job-related factors contributing to job value are considered In the relative grading of positions. f. This Point Factor System makes it much easier to compare dissimilar types of positions because each is broken down Into elements or factors that are common to all positions. g. R conversion to dollars can be directly made on the basis of any wage or salary system determined to be appropriate for the organization. h. This Poirot Factor Job Evaivatlon System facilitates effective personnel administration in that it requires Job related facts and proof of required Job responsibilities and characteristics before a change In the classification and/or the grade can be made. I. This Point Factor System is used to evaluate individual positions when there are questions as to whether the position belongs In one class or another. The position evaluatlon can then be studied to determine the class in which the position belongs or whether a new class Is required. CodgWifJso: idtCS ine- 1T- 4D • 40 j, The System can be used for validating requests for changes In relative grading of classes or for creation of new or revised classes. 3. DESCRIPTION OF THE 1QR EVALUATION SYSTEM a. All jobs are evaluated by a trained technician by assigning points to each factor using a set of job related factors. b. These factors are recognized criteria used to measure knowledge and skill requirements, supervision, responsibility for policy and methods, effect of actions, personal contacts on the job, responsibility for records and reports, and mental, physical and environmental demands. C. A range of degree levels Is possible within each factor. The higher points correspond with higher degrees of difficulty and responsibility. d. The job related Factors represent what is professionally considered to be "of value" In determining job worth. e. This Point Factor job Evaluation System is similar to job evaluation systems used for many years in both the private and public sectors. The system used by Cody 81 Associates, Inc. has been updated to include state-of-the-art technology and trends in comparable worth determination. f. The major function of titre Point Factor job Evaluation System Is to make expllclt which components of work are valued by the employer and to allow for the quantitative measurement of these components. It assists In justifying the policy of the employer with regard to pay and job value In an orderly system. ........... ...................... ... ......... .................. .... __. _..__.. Cody d Rssvclatcs, Inc. IS- in • P. PU'SITIONIJESCRIPTION QUESTIONNAIRES 1. Cody arAssoclMes,111c. will provide a Position Descriptlon Questionnaire (PDQ) to be used In the job analysis and evaluation of positions (Appendix C). 2. The Position Description Questionnaire will be submitted to and completed by all of the employees included in the study. 3. The PDQ will request employees to explain their position, duties, responsibilities and related job data. 4. Questionnaires will also be completed For all proposed and/or vacant positions. S. The employee -originated Position Description Questtonnaires will be routed to the supervisor of the employee for comments relating to the assigned job content of the position. 6. Management and supervisory staff will be asked to make comments concerning the duties of the position without discussing the abilities of the incumbent. L EMPLOYEE INTARVIMSIFOSI1`ONEVALUATIONS I. The objectives of the employee interviews will be to evaluate positlnn duties; responsibilities and functlons. job audits will be made to: a. Determine the relationship and comparable worth of each position to others In the County's organizational structure. ............. ....................... ...... ._...... .................. ..._................. ............ ...... _..__...._ ..__....__. Cody & 7auxiarrs, Inc. -n9• b. Analyze the Features of each position which distinguishes the levels of difficulty and responsibillty between it and other positions in the Study. C. Supplement Job Information not clear in the Position Description Questionnaire. d. Gain a more detailed understanding of the levels of responsibility in each unit. e. Receive Input from incumbents regarding the tyre of work and scope of duties assigned. F.. Receive Information from the managers and supervisors about the relative levels of difficulty of Jobs under their supervision. 2. Codl 8t' Assoclmes, Inc. will meet with department directors, division _ heads _and management personnel in a group to clarify questions relating to the study. 3. Employee interviews will then be conducted by our staff. A representative sam le of the employees will besonta_cted anti interviewed at their work_loeation, The Consultant will Interview each department dead and supervisor of the County. 4. Each position will be evatuated either through a Job audit, observation of work, analysis of the PDQ, discussion with the supervisor, or a combination of these Job analysis methods. 4 5. Positions will be analyzed utilizing the Point Factor job Evaluation System. Cody Associates, Inc. will evaluate each position based only on the lob_rela ed fact required to perform the duties of the position. Cody &Asrocfaru, lnr. .20- 6. The Consultant will develop the structure for the Classification Pian based on results of the job analysis and evaluation. 7. The Consultant will identify and re -label mislabeled positions. B. Out of place or mis-classified positions will be identified and relocated. 4. Each position will be given a quantitative rating based upon our Point Factor Job Evaluation System. 10, All positlons will be tentatively allocated (assigned) by our staff to specific classes based on the Job analysis phase. The tentative allocation lists and Job rankings will then be reviewed with the Countys management staff. If further study of certain jobs or survey data is requested by the County at this time, the Consultant will accomplish this task within the scope of the study. 11. All changes In classifications and pay grades will also include proposed conversion methods for adopting the changes into the proposed system. 12. Conversion methods will include the financlal costs to the County of the various placements and possible other problems associated with placements. 13. Recommendations will be developed regarding employees who are topped out in their present classification. h Cody & Asxoda rrs, Inc. .21- `-- C-1 r • 4 F PR£PARAWN OFJOB P£SCRIPWNS 1. The Study will Insure that job descriptions match actual duties performed on the job. The Consultant will Insure that the minimum qualifications are job related, nondis- criminatory and that the sante standards of classifications are used across the various County departments. 2. All job descriptions affected by the classification review will be updated. The format will be designed with County staff during the study. 3. The job descriptions will comply with all State and Federal guidelines, including the Standards for a Merit System of Personnel Administration (Office of Personnel Management), the Department of Labor, Health and Human Services, the Equal Opportunity Commission Guidelines, and the Americans With Disabilities Act. The descriptions will be job related, without false barriers for employment or promotion, and pertain specifically to the tasks of the job. The minimum qualifications will be realistic and defensible. 4. Drafts of the position descriptions will be submitted to the County for review prior to finalization. The Consult7irt svlllalso proride completed descriptions on d compdtlble computer diskette. G. sALARYSLIRV£Y%immETwaw The objective of this survey will be to determine what must be provided In terms of salaries in order to be competitive with other employers recruiting in your labor market. I. The Consultant will select "benchmark" classes from the classification plan to 11tillar ill the salary survey. These jobs will represent a cross-section of occupations and pay Cody &Assoeinrrs, Inc. -22- 6r levels within the pay system. The benchmarks will inciude those occupations which can be accurately compared with other employers included in the survey. 2. In cooperation with the appropriate staff, the relevant labor market to be surveyed will be identified. Some positions may be recruited in the local operating area and will be surveyed in the region. ]obs, which are recruited on a statewide or regional basis, will be identified and data collected from the appropriate employers. 3. CbdlmAssoclates, Inc. will compile a list of salary survey participants. The Consultant will organize any required mailing to statewide or regional employers, Including the Initial contact with participants and mailing of any survey instrument utilized. H. FAIR LABOR SrAA(OAROSAC7'REY1E'W The consultants will analyze each job using the short and long test In the Fah' Labor Standards Act to determine which Jobs are exempt or non-exempt From overtime compensation. The results will be Included in the overall recommended pay plan. Z FRINGE BENEMANAI MIS I . OB1ECTIVE Cody NAssoclwtes, lirr. conduct a Fringe benefit survey to compare henOts provided by the County to its employees with those provided by other comparable public and private agencies. Cody &Assochffls, Inc.. -23- • 40 40 i 2. AULOACH a. The consultant will survey employee fringe benefits In the same labor market as utilized for the wage and salary survey. b. Based on the survey data, Cady arAss©eldtes, lirr. will develop employee benefit comparisons and proposals For consideration. C. Innovative benefit plans will be discussed where programs are found to be Feasible and program costs are reasonable. d. The Consultant will evaluate the County's current employee Health Care Benefit Program and make appropriate recommendations. ], Ihl'TERFRETATIOAf OF SAIARYDATA This Is the most important step in the salary schedule design. Since the Consultant works with employers In all regions of the State and has conducted several similar studies For many Florida governmental agencies, Cody at Associates, Inc. understands what lobs are comparable, regardless of titles assigned. The Consultant will provide a report showing results of the salary data and various statistical analysis of the information compiled. After analysis and Interpretation of the salary survey, results will be reviewed with the staff. Cody &AsswPafrs, Inc. -24. K. nEVELOPM w of PA GRAPES AAW SAuRYSTRUCTURE i . Based on the job evaluation and analysis of the salary survey data, CodYNAss®Clates, Irlc will design a salary structure for all jobs. This step will transform the data from the salary survey Into specific salary ranges that progress in a regular manner across all levels. 2. Salary compression and other pay related problems will be addressed during titis step. ltecomrmenclations will be developed to alleviate these conditions. 3, if requested, the Consultant will develop a separate salary/compensation plan for the senior management group and 'bargaining unit employees. 4. The Consultant will review tate tentative salary ranges and pay grade assignments with the staff. L. ANAL PSIS OF POST MAXIMUM RECOMMENDATIONSANO PROGRAMS The consultant will recommend alternative methodslproorams to deal with employees who have reached the maximum of thelr pay range. This will aide the County In the retention of long term employees who are still productive and valuable to the organization. M. COMPENSATION METHODOLOGY The consultant will review the methodology for calculating compensation Including regular, incentives, holiday, call-back, overtime pay, etc. ...... _........ . ... ._. __._.. Cody &31siodpres,Inc. -26- X PRFPARATI©N ®FRIEPORT Cody&Assoclmes, kc. will prepare and present a report which will Include all the details of the project. The final products will include: 1. Detailed discussion of the methodology used In the study and the ultimate fandings. 2. Recommendations Including the Classification Plan and Salary Schedule. 3. Recommended Salary flan. 4. Job Description Manual [under separate cover]. 5. implementation methods and timetable. 0 STAFFANQ EMPLOYEE ORIENTATIONAW TRAINING The staff of the Human Resources Department will receive orientation and training by Cody Br Assoclites, Inc In the following areas: I . Methodology used In developing the classification system; 2. job analysis techniques utilizing the Point factor Job Evaluation System; 3. Princlpies Of the propcsed Compensatloo f latr and huw to w:ktain I,; ulid, 4. CodyxAsscrcimes, Inc.. will also be on tali during the year to assist further in this process. 40 • C1 P. EMPLOI'ff COMMlINlCATYOW SUMMA&r 1. Cody&Assoazes, /lir. will conduct a meeting of all management and key employees to explain the objectives and approach to the study. 2. All employees will be notified of the study requesting cooperation and explaining its scope. 3. Our staff will meet individually with all department directors, division heads and other management staff to discuss their positions. 4. A selected number of tate employees will be Interviewed on-the-job. 5. Input will be received from supervisors during the Job analysis step. b. Management staff will be fully informed of the study details. `l. At several points in the study, the Consultant will brief the County staff on the progress of the Study. B. Our company will present and explain a final report to the County and assist In communicating the findings and recommendations by working with the County's staff In developing a written plan. 9. At the completion of the project, our staff will conduct an orientation meeting with all m?n?gement and Vey employees to explain the approved study in the manner and times mutually agreed upon. 10, The County staff will receive an orientation on the Americans With Disabilities Act and how they are required to funrtion under this Act. Cady evAssoclnsrs, Inc. ?7- +0 • r* 1 i. As Indicated, the Human Resources Department staff will receive training from the Consultant. INTERNAL REVIEWAN® RESPONSE f . All Department Heads and Key Supervisors will be notified of the coptsultant's recom- mended classification for their position and the recommendations concerning their subordinates. 2. The Consultant will meet personally with each Department Head and Supervisor to discuss these recommendations. 3. If further study and/or Job reviews are necessary, the Consultant will accomplish these after these meetings and submit the findings. R. iMFLEME"NTATIONAN© FOLLOW UPASSISTANCE I . Cody&Associwes, Iiir will develop a complete implementation plan, covering various workable alternative and cost features. 2. Cody. rAssoclwtes, Inc. will assist the County during the implementatton phase and answer any questions that arise after completion of the project. S. C rly t A.ssnrL?tee, lilr. will have a staff member avallable to answer any questions for a twelve (12) month period concerning recommendations resulting from the project and provide continuing assistance (at no additional cost) during this period. _ .............. ......................... ......... .................._.......... .... ..................... ........ ... _._._...._..... .................... M ,Cody &Assacfnlrs, lac. .28- • f • r� Vil A. INITIATION DATE This Study could be Initiated within ten ( 10) days from the notification to proceed. 11, CCIMPLETIONPAFES This Study will be completed within ninety (90) days from return of all completed Positron Description Questionnaires to the Consultant. We can, however, modify our time period to fit the needs of the County, If requested. .......................................................................................................................... _ ............ I! Comfy &Auoctates, Inc. -29- C-1 i • Telephone: (A07)561-8000 Em A16 ROA11D OF C OUNYT G(1A1h11SSIONEItS l'urchasing Division 262.5 19th Aornrrr, Vero 1lrarh, Horide 32960 PURCHASING DIVISION ADDENDUM iI I REQULSTED INFORMNI-ION IRC RFP #2025 CQNSUUFANT SERVICES FOR PAY PLAN AND POSITION CLASSIFICATION s°rUDY 5un[om le Iophone- 221.1116 To All Prospective Bidders: Date: January 24, 2000 Enclosed is a copy of the current job descriptions for Indian River County. The deadline date for receipt of proposals is still set for 2:00 P.M. February 4.2000. NameofFirrn COPY & ASSOCIATES, INC. Street Address 305 J a c k Drive City, State, Zip Cocoas Beach, Florida 32931 Authorized Signature ! r Title Senior Partner__._ __.._— ------ -,--- Date 01/29/00 Phone (321) 783-37n--- Please $3 3770rPlease return this addendum willt your proposals on or bcrore February 4, 2000. ME SWORN STATEMENT UNDER SECTION 287.133(3)(n), FLORIDA STATUTES ON PUBLIC ENTITY CRIMES THIS FORM MUST BE SIGNED IN THE PRESENCE OF A NOTARY PUBLIC OR OTHER OFFICER. AUTHORIZED TO ADMINISTER OATHS. I. This sworn statement is submitted with Proposal No.2025 Salary Survey 2. This sworn statement is submittpri by QQQY_$ ASSOCIATES, INC. 305 Jack Drive, Cocoa Beach, FL whose business address 32931 is and (if applicable) its Federal Identification No.(FEIN) is 59-150003] . If entity has no FEIN, include the Social Security Number of the individual signing this sworn statement: 3. My name is N. E. Pellegrino and my relationship to the entity named above is enior Partner - 4. 1 understand that a "public entity crime" as defined in Paragraph 287.133 (1)(g), Florida Statutes, means a violation of any state or federal law by a person with respect to, and directly related to, the transaction of business with any public entity or 'Kith an agency or political subdivision of any other state or with the United States, including, but not limited to, any bid or contract for goods or services to be provided to any public entity or an agency or political subdivision of any other state or of the United States and involving antitrust, fraud, theft, bribery, collusion, racketeering, conspiracy or material misrepresentations. 5. 1 understand that "convicted" or "conviction" as defined in Paragraph 287.133(1)(b), Florida Statutes, means a finding of guilt or a conviction of a public entity crime, with or without an adjudication of guilt. In any federal or state trial court of record relating to charges brought by indictment or information after July I, 1989, as a result of a jury verdict, non -jury trial, or entry of a plea of guilty or nolo contendere.. 6. 1 understand that an "affiliate" as defined in Paragraph 287.133(1)(a), Florida Statutes, means: a. A predecessor or successor of a person convicted of a public entity crime; or b. An entity unrt:er the control of any natural person who is active in tri trlandy�rt�errt Uf the entity and who has been convicted of a public entity crime. the term "affiliate" includes those officers, directors, executives, partners, shareholders, employees, members and agents who are active In the management of an affiliate. the Ownership by one person of shares constituting a controlling interest in another person, or a poolinwk of equipment or income among persons when not for fair market value under an tam's length agreement, shall be a prima facie case that one person controls another person. A person who knowinaly ranters into a Joint venture with a person -who ha- been convicted of a public entity crime in Florida during the preceding 36 months shall be considered an affiliate. 10 7. 1 understand that a "person" as defined in Paragraph 287.133(I)(c), Florida Statutes, means any natural person or entity organized under the laws of any state of the United States with the legal power to enter into a binding contract and which bids or applies to bid on contracts for the provision of goods or services let by a public entity, or which otherwise transacts or applies to transact business with a public entity. The term "person" includes those officers, directors, executives, partners, shareholders, employees, members and agents who are active in management of an entity. 8. Based on information and belief, the statement which I have marked below is true in relation to the entity submitting this sworn statement. (Please indicate which statement applies) Neither the entity submitting this sworn statement, nor any officers, directors, executives, partners, shareholders, employees, members or agents who are active in management of the entity, nor any affiliate of the entity have been charged with and convicted of a public entity crime subsequent to July I, 1989. The entity submitting this sworn statement, or one or more of the officers, directors, executives, partners, shareholders, employees, members or agents who are active in management of the entity, or an affiliate of the entity has been charged with, and convicted. of, a public entity crime subsequent to July 1, 1989, and (Please indicate which additional statement applies) There has been a proceeding concerning the conviction before a hearing officer of thate of 'Florida, Division of Administrative Hearings. The final order entered by the hearing officer did not place the person or affiliate on the convicted vendor Iist.(Please attach a copy of the final order) The person or affiliate was placed on the convicted vendor list. There has been a subsequent proceeding before a hearing officer of the State of Florida, Division of Administrative Hearings. The final order entered by the hearing officer determined that it was in the public interest to remove the person or affiliate from the convicted vendor list. (Please attach a copy of the final order) The person or affiliate has not been placed on the convicted vendor list. (Please describe any action taken by, or pending with, the Department of General Services) Signature: "��i Date STATE OF � CS County Personally appeared before me, the 'undersigned authority, +, citi.�ti� ;,k ' (S CI ' %-i who after first b 'r}g sworn by me, affixed his/her signature in the space provided above on this qday of - a T9 .eC3�D d , _l ofrIP+:hli , e ate at large My Cammissi Expires: It wt�r+r wtaa�ottx s GCa9let� C-1 SWORN STATEMENT UNDER SECTION 105,08, INDIAN RIVE, R COUNTY CODE, ON DISCLOSURE OF RELATIONSHIPS THIS FORM MUST BE SIGNET] IN TIM PRESENCE OF A NOT.aRY PU13i_1C OR OTHER OFFICER AUTHORIZED TO ADMINISTER OATHS. 1, This sworn statement is submitted with Bid, Proposal or Contract No. 202s_ for Pay Plan and Position Classification Study 2. This sworn statement is submitted by: C 0 D v & A s S 0 C l n l S INC. (Name of entity submitting Statement) - whose business address is: 305 Jack Drive• Cor and (if applicable) its Federal Employer Identification Number (FEIN) is 59-1500031 (If the entity has no FEIN, include the Social Security Number of the individual signing this sworn statement 1 3. My name is N. E. Pellegrino (Please print name of individual signing) and my relationship to the entity named above is e a i a r P a r t n e r 4. I understand that an "affiliate" as defined in Section 105.08, Indian River County Code, means: The term "affiliate" includes those officers, directors, executives, partners, shareholders, employees, members, and agents who are active in the management of 12 the entity. i. I understand that the relationship with a County Commissioner or County employee that must be disclosed as follows: Father, mother, son, daughter, brother, sister, uncle, aunt, first cousin, nephew, niece, husband, wife, father-in-law, mother-in-law, daughter- in-law, son-in-law, brother-in-law, sister-in-law, stepfather, stepmother, stepson, stepdaughter, stepbrother, stepsister, half brother, half sister, grandparent, or grandchild. 6. Based on information and belief, the statement which I have marked below is true in relation to the entity submitting this sworn statement. [Please indicate which statement applies.] _jX_ Neither the entity submitting this sworn statement, nor any officers, directors, executives, partners, shareholders, employees, members, or agents who are active in management of the entity, have any relationships as defined in section 105.08, Indian River County Code, with any County Conurissioner or County employee. The entity submitting this sworn statement, or one or more of the officers, directors, executives, partners, shareholders, employees, members, or agents, who are active in management of the entity have the following relationships with a County Commissioner or County employee: Name of Affiliate Name of County Commissioner Relationship 5 or entity or employee (s gn (date) 13 STATE OF [CL) COUNTY Or Tile foregoing instnunent was acknowled o Vare me this ` 1` day of y _1 t vo ' whoLO P�erzonally known tmle"=rvlio produced identification. My Commission Expires: l"7-*-t-15--CZ3 14 NOTARY PUBLIC PRINT: I Ll � State of icfida at Large p1lF • ce CA M CONSULTANTS CERTIFICATION The County of Iridian River requires, as a matter of policy, that any Consultant or firm receiving a contract or award resulting from the. Request for Letters of Interest issued by the County of Indian River, Florida, shall make certification as below. Receipt of such certification, under oath, shall be a prerequisite to the award of contract and payment thereof I(we), hereby certify that if the contract is awarded to me, our firm, partnership, or corporation, that no members of the elected governing body of Indian River County, not any professional management, -administrative official or employee of the County, nor members of his or her immediate family, including spouse, parents, or children, nor any person representing or purporting to represent any members or members of the elected governing body or other official, has solicited, has received or has been promised, directly or indirectly, any financial benefit, including but not limited to a fee, commission, finder's fee, political contribution, goods or services in return for favorable review of any Letter of Interest submitted in response to the Request for Letters of Interest or in return for execution of a contract for performance or provision of services for wltich Request for Letters of Interest are herein sought. Handwritten Signature of Authorized Principal(s): NAME: G F i / TITLE: Fartnar NAIVII OF FUUv"ARTNERSHIPICORPORAATION CORY S ASSOCIATES, INC. DATE 01/29/00 0 0 POSITION DESCRIPTION QUESTIONNAWS APPENDIX C +! • i This supf 3. 4. 6. 7. 91 Cody &,gssocia tes, Inc. MANAGEMENT CONSULTANTS POSITION DESCRIPTION QUESTIONNAIRE form will provide you with the opportunity to describe the kind of work you presently perform. The information will be lemented by discussions with supervisors and in some cases by interviews with employees at work locations. PARTTI;T_O_BE_COMPLETED B'Y_THE_EMPLOYEI, VAME: ILnst} lFirstl ;Middle Initial) OFFICIAL JOB TITLE: AGENCY NAME: DEPARTMENT: 5. DIVISION: IMMEDIATE SUPERVISOR: (Name} (Tital GENERAL DESCRIPTION: (Summarize The Major Duties Of Your Job) ESSENTIAL JOB FUNCTIONS: (List only those fundamental job duties and not those that are marginal or secondary. The time spent on each function should be expressed in percentage or fractions of the week, month or year.) TIME SPENT J l _9 I � I I 9 I I S i 9. ESSENTIAL PHYSICAL SKILLS CHECK THE BLOCKS TO SHOW THE TYPES Or PHYSICAL SKILLS REQUIRED TO PERFORM THE ESSENTIAL JOB FUNCTIONS AND HOW FREQUENTLY THEY OCCUR DURING THE WORK -WEEK, CODE: CONSTANT: More than 80% (6'h hours or more per 8 hour day.) VERY FREQUENT: 51% - 79% M2 6 hours per 8 hour day.) FREQUENT: 21% - 50% (2'Ix - 4 hours per 8 hour day.) OCCASIONAL: 6% - 20% 0 - 2 hours per 8 hour day.) RARELY: 0% - 5% (Less than 1 hour per 8 hour day.) VERY TYPES OF PHYSICAL SKILLS CONSTANT FREQUENT FREQUENT OCCASIONAL RARELY Heavy lifting (45 pounds & over) - Moderate lifting {15 to 44 pounds) Light lifting (under 15 pounds) Heavy carr in (45 pounds & over) Moderate carrying (15 to 44 pounds) Light carrying (under 15 ,pounds} Reaching above shoulder Use of fingers Bath hands required Climbing (use of lags & arms) Climbing {lops only) Good near vision Good distant vision Both eyes re uired Depth perception Distinguishing basic colors Distingui,qhinq shades of colors Good hearin (wish Iv Barin amJ - Good hearing (without h0aFirlo aidl Straight pulling Pulling hand over hand Pushing_ Walking Standing Crawling Kneeling Balancing Smelling Tastin Stooping Jumping _ Throvvin DriVln [eaea,amall vans,pick•ups, at.c.) _ _T -_•___ �-�� Orwin • fD eratin lheavy a uipment.etc.l OTHER IList below): 10. ENVIRONMENTAL CONDITIONS CHECK THE BLOCKS TO SHOW THE ENVIRONMENTAL CONDITIONS UNDER WHICH YOU PERFORM THE ESSENTIAL JOB FUNCTIONS AND HOW FREQUENTLY THEY OCCUR DURING THE W-ORK_WEEK. CODE- CONSTANT: More than 80% (6'% hours or more per 8 hour day.) VERY FREQUENT: 51% - 79%;4% - 6 hours per 8 hour day.) FREQUENT: 21 % - 50% (2'/x - 4 hours per 8 hour day.) OCCASIONAL: 6% - 20% (1 - 2 hours per 8 hour day.) RARELY: 0% - 5% (Loss than 1 hour per 8 hour day.) TYPES OF VERY ENVIRONMENTAL CONDITIONS CONSTANT FREQUENT FREQUENT OCCASIONAL RARELY Work inside Work outside In heat In cold In high humdit In dampness or chilliness In dry conditions In or with noisy conditions In darkness- Where? in or with dusty_conditions With Silica, Asbestos, etc. With fumes or gases With chemicals - What t es? With solvents - What types? With grease or oils With radiant energy With electrical ener On slippery surfaces On uneven surfaces In or with movie objects In or with moving vehicles On or with ladders/scaffolding- -At heights above ground level up to feet Below ground IeVel(ditchos,tunnets,afc.) With feet, legs, or hands in water With ex lasives _ With vibrations Working closel with others Working alone With eoor lighting Where? With poor ventilation - Where? With odors - Where? OTHER: (Describe anX othut conditloos rsot covered above in this block) WORK HAZARDS: - SAFETY EQUIPMENT USED OR NEEDED: 11. OTHER JOB FUNCTIONS: (List all other job tasks which are not included in the E=ssential Job Function List. Show the amount of time spent on each function.) TIME SPENT 1 � I` I I 12. Number of people you supervise? List names and titles. Elf over 7, list titles only.) G i 13. Scheduled hours worked per week? (Hours) 14 Aachineslequipment used regularly in your work and average times daily. Equipment Time Equipment Time Equipment Time Tho roragoiny slat7rrrenle 6:1 this form are complete and accurate to the host of my knowlodge. DATE: EMPLOYEE SIGNATURE: -4- PA#IT.IIL-TO_B COMPJ,ETED_BY_THE SUPERVISOR Indicate if you agree or disagree with the list of Essential Job Functions as stated by the employee. If you disagree, explain why. 2. !List any Essential Job Functions which may have been omitted by the employee. Indicate time spent on each function. 3. Denote additions or modifications to the employee's statements relating to Essential Physical Skills and Environmental Conditions and any other section completed by the employee. 4, List the Knowledge, Abilities and Skills needed to perform the Essential Job Functions of this position: Kn_owledge:. Abilities: SAR15: State the minimum qualifications needed to Perform the Essential Job Functions of this position; E uceti= I fi[�r;'�.C�- ��snptt�a.Ysars_ancLtyp�syf) DATE: r l�Pn'sus,�ettrfr:�at%¢rLsf�r�3e�isir�e7t2�. SUPERVISOR: Name Title PARTJII._. STATEMEN=—O"EPAELTME:NT HEAD_OR OTHER ADMINISTRATOR DATE: SIGNATURE: JO.B-ANALYS.T—NO.TES_AND. COMMENTS: J 40 • f, The following Is a list of clients Cody&Ass®cla os, Mchas provided services. The projects include job analysis, position classification, ADA compliance, design and writing job descriptions, broadbanding, salary pian development, benefit surveys, performance appraisal, management and efficiency studies, organization studies, staffing analysis, rules and regulations design and updating, etc. BD.4►90 OEA20 NTY CC3MMI.SSIONE� ALACHUA LIBERTY, GA BAY MADISON BREVARD MANATEE CITRUS MARION COLLIER MARTIN DESOTO MONROE DIXIE OCALA FLAGLER ORANGE GADSDEN OSCEOLA GILCHRIST PASCO GLADES PINELtiAS HAMILTON FOLIC HARDEE PUTNAM HERNANDO ST. LUCIE HIGH[ANDa SANTA Rn -SA HILLSBOROUGH SARASOTA INDIAN RIVER SEMINOLE LAFAYETTE SUMTER LAK£. TIFT, GA LEON VOLUSIA LEVY WASHINGTON LIBERTY i 40 I" APOPKA ATLANTIC BEACH AUBURNDALE AVON PARK BARTOW BELLEVIEW BLOU NTSTOW N BOCARATON BRADENTON CALLAWAY CAPE CANAVERAL CASSELBERRY CLEARWATER CLERMONT COCOA COCOA BEACH COOPER CITY CORAL GABLES CRYSTAL RIVER DANIA DAYTONA BEACH DEERFIELD BEACH DELAND DELRAY BEACH DUNDEE EDGEWATER FELLSMERE FERNANDINA BEACH FLAGLER BEACH FORT MEADE FORT MYERS FORT PIERCE FORT WALTON BEACH GAINESVILLE GU'LFPORT HAINES CITY HALLANDALE HOLLY H",t.L HOLLYWOOD CITU GOVERNMENTS INDIAN HARBOUR BEACH INDIAN RIVER SHORES INDIAN ROCKS BEACH INVERNESS JACKSONVILLE JUNO BEACH JUPITER KEY WEST KISSIMMEE LAKE MARY LAKE WALES LAKELAND LAKE WORTH LAUDERHILL LONGWOOD LYNN HAVEN MAITLAND MARIAN NA MELBOURNE MIAMI SHORES MIAMI SPRINGS MILTON MI RAMAR MOUNT DORA NAPLES NEPTUNE BEACH NEW PORT RICH'EY NEW SMYRNA BEACH NORTH LAUDERDALE NORTH MIAMI I+IORTH P019T OAKLAND PARK OCALA OLDSMAR ORMOND BEACH OAKLAND PARK PANAMA CITY PAPIKEn PEMBROKE PINES PLANTATION PLANT CITY POMPANO BEACH PORT ORANGE PORT ST. JOE PORT ST. LUCIE PUNTA GORDA QUI NCY RIVIERA BEACH ROCKLE DGE ROYAL PALM BEACH SAFETY HARBOR ST. CLOUD ST. PETE BEACH SANIBEL SARASOTA SEBASTIAN SEBRING SNELLVILLE, GA. STUART SUNRISE TALLAHASSEE TAMARAC TARPON SPRINGS TAMPA TAVARES TEMPLE TERRACE TIFTON. GA TITUSVILLE TREASURE ISLAND VEilIwE VERO BEACH WAUCHULA WILTON MANORS WINTER HAVEN WINTFR PARK WINTER SPRINGS UMAI ILLA A2ME CCJUIL+T_ Y OFFICLALS Bay Clerk of Courts Monroe Tax Collector Bay Sheriff Osceola Clerk of Courts Bay Tax Collector, Osceola Property Appraiser Broward Sheriff Osceola Sheriff Citrus Tax Collector Osceola Supervisor of Elections Charlotte Property Appraiser Osceola Tax Collector Collier Clerk of Courts Palm Beach Tax Collector Collier Tax Collector Pasco Tax Collector Collier Property Appraiser Pasco Sheriff Gilchrist Clerk of Courts Pasco Supervisor of Elections Hendry Tax Collector Polk Clerk of Courts Highlands Clerk of Courts Polk Property Appraiser Highlands Property Appraiser Polk Tax Collector Highlands Sheriff Santa Rosa Clerk of Courts Highlands Tax Collector Santa Rosa Property Appraiser Indian River Clerk of Courts Santa Rosa Sheriff Indian River Tax Collector Santa Rosa Tax Collector Lake Tax Collector Sarasota Clerk of Courts Lee Tax Collector Sarasota Proper ry Appraiser Manatee Property Appraiser Sarasota Tax Collector MenatFe Tax Collector Spminol a 4 voperty A pra;sci Marion Clerk of Courts Seminole Tax Collector Marion Property Appraiser Volusia Clerk of Courts Monroe Clerk of Courts Voiusia Propeny Appraiser Monroe Property Appraiser Volusla Sheriff SCH 20L DISTRICTS & C LL EKES Brevard Community College Broward Community College Central Florida Community College Daytona Beach Community College Florida Keys Community College Gulf Coast Community College Highlands School District Hillsborough Community College Indian River School District Jefferson School District Lake Community College Lake -Sumter Community College Manatee Community College Manatee School District Okaloosa-Walton Community College Palm Beach Community College Polk Community College Polk School Board Santa Rosa School District St. Johns River Community College St. Petersburg Junior College Seminole Community College Tallahassee Community College Valencia Community College PRI!!.4TESECT©RAND OMER CLIENTS Brevard Housing Authority Cedar Hammock Fire District Citrus & Chemical Bank Coordinated Benefits Plans, Inc. Daytona Beach Housing Authority East Coast Migrant Program, FL East Coast Migrant Program, VA Florida Assoc of Insurance Agents Florida League of Cities Florida Tile Fort tierce Housing Authority Fort Pierce Utilities Authority Gainesville Housing Authority Gainesville Regional Utilities Heartland Private Industry Council Hillsborough Area Rapid Transit Fiilibborough Private industry Council Jacksonville Transit Authority Lakeland Housing Authority Metro Sarasota Fire Rescue District Monroe Mosquito Control District Mountain Lake Corporation Naples Cable TV New Smyrna Beach Utilities -Commission Orange County Convention Center Poe & Associates, Inc. Polk General Hospital R.P. Tew Blood Bank Rappahannock-Hapidan CommunityService Guard, VA St. Johns River Water Management District St. Lucie County Fire District Sikes Corporation Suwannee River Water Management District Tile Council of America, NJ Valley Cummunity Service Buard, VA