3368 ORDINANCE NO.
AN ORDINANCE Of THE CITY Of SANFORD, FLORIDA, AMENDING THE
"COLLECTIVE BARGAINING AGREEMENT" BETVVEEN THE CITY OF
SANFORD AND THE FLORIDA STATE LODGE OF THE FRATERNAL
ORDER OF POLICE TO PROVIDE FOR WAGES FOR FY 97~98 (ARTICLE
37) AND CLOTHING ALLOWANCE (ARTICLE 15) FOR FY 97/98;
PROVIDING FOR SEVERABILITY, CONFLICTS, AND EFFECTIVE DATE
OF OCTOBER 4, 1997.
WHEREAS, the City Commission of the City of Sanford, Florida, deems it necessary
to amend the existing "Collective Bargaining Agreement"to provide for wages and clothing
allowance provisions for FY 97/98.
NOW, THEREFORE, BE IT ENACTED BY THE PEOPLE OF THE CITY OF
SANFORD, FLORIDA:
SECTION 1: That the preceding clauses are adopted as fully set forth herein.
SECTION 2: That the terms of the aforementioned "Collective Bargaining
Agreement" (Article 15 & 37) are hereby amended as specified in "Exhibit "A" which is
attached hereto and are made part of this Ordinance as fully and completely as though it
was fully set forth herein.
SECTION 3: SEVERABILITY. If any section or portion of a section of this Ordinance
proves to be invalid, unlawful or unconstitutional, it shall not be held to impair the validity,
force or effect of any other section or part of this Ordinance.
SECTION 4: CONFLICTS. That all ordinances or parts of ordinances in conflict
herewith be and the same are hereby revoked.
SECTION 5: EFFECTIVE DATE. That this ordinance shall become effective
retroactive to October 4, 1997 after its passage and adoption.
PASSED AND ADOPTED this 27th Day of October. A.D. 1997.
MAYOR
ATTEST: . / - ~
AS THE CITY COMMISSION OF THE
CITY OF SANFORD, FLORIDA
AMENDMENT TO COLLECTIVE BARGAINING AGREEMENT
This Amendment to the Collective Bargaining Agreement is entered into between the CITY
OF SANFORD, hereinafter referred to as the "City," and FLORIDA STATE LODGE OF THE
FRATERNAL ORDER OF POLICE, hereinafter referred to as the "FOP."
WHEREAS, the City and the FOP are parties to a current Collective Bargaining Agreement
which remains in full force and effect until and including September 30, 1998;
WHEREAS, the aforesaid Collective Bargaining Agreement between the City and the FOP
provides that the parties will reopen Article 37 (Wages) for the limited purpose of negotiating wages
for fiscal year 1997-1998, and the parties have met and have concluded their negotiations for wages
for fiscal year 1997-1998;
WHEREAS, the parties previously agreed to reopen Article 15 CtJniforms and Equipment),
Section 2, for the limited purpose of negotiating the clothing allowance for employees covered
thereunder for fiscal year 1997-1998, and the parties have met and have agreed upon a clothing
allowance for fiical year 1997-1998.
NOW, THEREFORE, the parties hereby agree as follows:
1. Effective October i, 1997, in accordance with the DMG Classification and Pay Study,
the salary ranges for bargaining unit employees shall be the following:
Classification Minimum Mid-Point Maximum
Police Officer $24,487 $29,139 $36;731
Police Corporal $26,475 $31,505 $39,713
Police Sergeant $28,463 $33,871 $42,695
2. In accordance with the City of Sanford Classification & Pay Plan Administrative
Guidelines for Fiscal Year 1997-1998, each bargaining unit employee filling a regular authorized
position on October 1, 1997, shall be transitioned into the above new pay sc~edffle for his/h/F"
classification at the same step level in effect as of September 30, 1997;
3. Existing employees as of October 1, 1997, shall be evaluated during the month of
September, 1998, for the purpose of determining eligibility 'for step-to-step movement within the
ab6ve-pay ranges. An evaluation of overall satisfactory performance for fiscal year 1997-1998 shall
entitle the employee being evaluated to a maximum of one (1) step movement within his/her pay
range effective October 1. 1998.. An employee who does not achieve an overall performance rating
of satisfactory or better shall not be eligible for step movement hereunder. Further, no employee will
be eligible for step movement if he/she has attained the maximum (Step 15) of his/her pay range.
4. .A bargaining unit employee hired after October 1, 1997, and who has completed six
( (6) months of satisfactory service (.pursuant to evaluation) as of September 30,' 1998, will be eligible
for a maximum of one (1) step movement effective October 1, 1998, based on the terms and
considerations set forth above. A bargaining unit employee hired after OctOber 1, 1997, .and who
has not completed six (6) months of satisfactory service (pursuant to evaluation) as of September
30, 1998, will become eligible for a maximum of one (1) step movement at the completion of his/her
sixth (6*) month of satisfactory service (pursuant to evaluation) and will have no further entitlement
to step movement consideration in that particular fiscal year (i.e., the fiscal year in which he/she
completed six (6) months of satisfactory service).
5. The classification and pay plan provisions set forth in paragraphs 1 through 4 above
shall be subject to Sections I, II, III, and IV of the City of Sanford's Classification and Pay Plan
Administrative Guidelines for Fiscal Year 1997-1998 (Exhibit "A" attached hereto) and the salary
schedule for pay grades 513 (Police Officer), 515 (Police Corporal), and 517 (Police Sergeant)
(Exhibit "B" attached hereto).
6. In fiscal year 1997-1998, a bargaining unit employee assigned to a position in which
the Department requires the weming of plain clothes shall be eligible to receive a clothing allowance
of two (2) $300 payments (for a total of $600) during the fiscal year. Administration of such
clothing allowance shall be governed by established Departmental policy.
7. The aforesaid wage and clothing allowance provisions shall constitute an amendment
(' to the current Collective Bargaining Agreement for fiscal year 1997-1998, upon approval and
execution by the FOP and approval and adoption by the City Commission through ordinance:
APPROVED AND EXECUTED: RECOMMENDED SUBJECT TO THE
APPROVAL OF THE'CITY
' o :
Florida State Lodge, Fratemal Order Labor Counsel, City of Sanford
of Police
G:~259100\DVK436nc -2-
CITY OF SANFORD
CLASSIFICATION &.PAY PLAN
ADMINISTRATIVE GUIDELINES FOR FISCAL YEAR 1997/98
SECTION I
INSTALLATION OF THE "CLASSIFICATION & PAY PLAN"
1. The effective date of this 'Classification & Pay Plan" shall be October 1, 1997 as
appmved and adopted by the City Commission via Ordinance No.
dated September 22, 1997.
2. Every effort has been undertaken to ensure that all regular, full-time and regular
part-time positions as reflected in the 'authorized positions" portion of this
"Classifica~on & Pay Plan" are properly classified and graded based upon extemal
salary survey comparison and internal equity issue analysis pertaining to the
functionS, duties, and responsibilities of each position.
3. ' Approval and adoption of this 'ClassiFication & Pay Plan" by the City Codremission
constitutes direction to the City Manager and Pemonnel Director to implement same
· as described herein including those personnel considerations addressed dudng the
(, FY 97~98 budget deliberation process and to make all 'necessary administrative
interpretations of same as needed.
4. The implementation and applicability of this 'Classification & Pay Plan" as it relates
to employees covered by collective bargaining agreements is subject to the
provisions of said collective bargaining agreement. -'
SECTION II ....
PERFORMANCE EVALUATIONS
Performance evaluations shall continue to be utilized for the traditional purpose of
providing employees with objective measurements as to how well his/her individual
performance contributes to the overall goals and objectives of the organization.
Such evaluations shall also continue to be utilized as a tool to encourage employee
development and high individual achievement.
As described herein, an overall performance rating of "s.atisfactory" shall be the
minimum standard associated with eligibility for annual step movement from the
minimum to the maximum of a position's pay range. An employee who does not
achieve an overall performance rating of satisfactoD/or better shall not be eligible
for step movement for that particular FY.
Exhibit "A"
( CITY OF SANFORD
CLASSIFICATION & PAY PLAN
ADMINISTRATIVE GUIDELINES FOR FISCAL YEAR 1997/98
'1. Existing employees as .of October 1, 1997 shall be evaluated during the n{onth of
September, 1998 for the purpose of determining eligibility for step to step
movement. An evaluation indicative of overall satisfactory performance for FY "'
97/98 shall entitle the employee being evaluated to a ma?dmum of one (1) step
movement within his/her grade level range effective October 1. 1998,
This same process will occur in each subsequent fiscal year dudrig the
September/October timeframe until such time as the maximum (step 15) of the pay
grade has been attained.
2. Employees hired after October 1 of any year who have completed six (6) months
of satisfactory service as of September 30th of the following year will be entitled to
the same consideration as outlined above in the terms of eligibility for a maximum
of one (1) step movement effective October 1 of the following year.
3. Employees hired after October I of any year who have not completed six (6)
months of satisfactory service as of September 30th of the following year will
( become eligible for a maximum of one (1) step movement at the completion of the
6th month of satisfactory service and will have no further entitlement to step
movement consideration in that particular FY.
4.No new hire appointment may be made above step five (5) of a pay. grade without
City Manager approval. :
5. Although the use of special performance evaluations are encouraged in cases of ....
medtorious or adverse performance at any time, such evaluations will not be the
basis for non-roUtine step to step movement.
6. Dudng the ceume of FY 97/98 and prior to September 1, 1998 a revised
performance appraisal system will likely be developed and implemented. Until such
vision is implemented, the existing performance appraisal system will continue to
be in effect.
Although, at this time, step to step movement is not directly tied to levels of
performance other than overall satisfactory service, it is possible that other
performance levels (i.e. above satisfactory, outstandin{;I) may become a key
ingredient in determining eligibility for "special performance pay" should such a
program be approved and funded by the City Commission.
CITY OF SANFORD
CLASSIFICATION & PAY PLAN
ADMINISTRATIVE GUIDELINF~ FOR FISCAL YEAR 1997/98
Should such funds become available, it is probable that the allocation of s~me will
be based upon levels of performance above the "satisfactory" level and would be
provided in the form of (one time lump sum) "special performance pay" over and ' '
above the routine step movement paid on October 1st of each year beginning in
October, 1998 based upon the previous year's performance.
"Special Performance Pay" shall only be available to employees who worked a full
twelve (12) months of the year on which performance is based.
7. Department Heads will be held accountable for the timely submission of all
performance evaluations when they are due in accordance with these administrative
guidelines.
Requests to extend evaluation peribds should only be for extrao.rdinary reasons and
by mutual agreement between the employee being rated, the Departmeht Head,
and the City Manager. Such requests must be in written format and be on file with
the Personnel Director no later than the original due date of the evaluation.
Requests of this nature cannot exceed six (6) months and in n_no case shall
extensions be retroactive to the original due date.
SECTION III
KEY EMPLOYMENT DATES :
1. Date of Entry (DOE) - The date of initial hire (DOE) is still the key date in ....
determining such things as benefit entitlement, probationary vs, classified status, :
normal retirement eligibility, etc. It also establishes the initial date of classfficatlon,
2. Promotion - A promotion is defined as the movement from a Iowe~'p~y grade to
higher pay grade vacancy as a result of a competitive consideration process. All
promotions shall be accompanied by an increase in pay to be determined by the
Department and governed by budgetary constraint.
Whenever a promotion occurs, the effective date of the promotion becomes the
employee's new date of classification.
3. Demotion - A demotion is defined as the movement from a higher pay grade to a
lower pay grade. Such movement may be voluntary or involuntary.
( CITY OF SANFORD
CLASSIFICATION & PAY PLAN
ADMINISTRATIVE GUIDELINES FOR FISCAL YEAR 1997/98
Although demotions are generally associated with a loss in pay, this is no~ always
the case. Departments shall make every effort to place a demoted employee in the
lower pay grade into a step which is as close as possible to the employee's pay
pdor to the demotion without exceeding the previous pay 9re.
Whenever a demotion occurs, the effective date of the demotion becomes the
employee's new date of classification.
4. Reclassification/Regrade - A "reclassification" action occurs whenever there has
been a significant change in the functions, duties, and responsibilities of a particular
position or class of positions. These significant changes must be of a permanent
nature and not merely a result of temporary need. "A reclassification" action does
not necessarily trigger a change in pay grade level since pay grade levels are
determined by an analysis of job'comparable worth, prevailing wage, and other
internal and/or external equity issues.
A "reclassification" action does not change an existing employee's date of
(. classification.
A "regrade" action occurs whenever it is determined that a particular position or
class of positions pay range is in need of adjustment. Such determination is based
upon prevailing wage comparison, comparable worth comparisons, intema! or
external equity analysis, and/or significant increase or decrease in ddnction, duties,
and responsibilities, of a permanent nature. A "regrade" action generally reflects the
worth of the position rather than the worth of the incumbent.
Whenever a ?rC-~grade" action is approved, the position or class of positions affected
will be placed into the approved pay grade level and all incumbents will be placed
in the same step level held at the effective date of the "regrade".
A "regrade" action does not change an existing employee's date of classification.
Should a "reolassi~cation" and/or Iregrade" action affect a yacant position, and
should such position be filled via promotion or new hire, a change in date of
classification will occur.
4
CITY OF SANFORD
CLASSIFICATION & PAY PLAN
ADMINISTRATIVE GUIDELINES FOR FISCAL YEAR 1997/98
SECTION IV
STEP IN GRADE SYSTEM
1, The City of Sanford's pay plan consists of a step in grade system with .each pay
grade level containing fifteen (15) steps from the minimum to the maximum of the
pay grade range,
2, Movement from step to step within the range is based upon timein service and
satisfactory job performance. All such movement shall be effective en the
employees' step eligibility date.
For purpose of initial implementation on October 1, 1997 and October 1st of each
year thereafter, all employees shall have the date October 1 as their official ~tep
eligibility date. However, there shall be no other step movement during FY 97~98
except as addressed in Section II paragraph 3. Instead, lhe revised pay schedules
reflecting salary ranges reported as a result of the classification and pay study
conducted dudng 1997 shall become effective October 1, 1997. Each employee as
of that date, filling a regular authorized position, shall be transitioned into the revised
pay schedule for his/her classification at the same step level in effect as of
September 30, 1997. In some cases it may be necessary to affect other
adjustments (i.e., to higher step levels) to avoid any loss of pay ;i~sociated ~vith
houdy pay as a one time adjustment concurrent with the implementation of this pay
plan effective October 1, 1997.
3. Not later than September 30th of each year beginning with FY 97198, all employees
shall 'receive performance appraisals based upon their job performance dudrig that
fiscal year and step to .step movement (one (1) step maximum) s~all'be attained'"
based upon overall satisfactory job performance. Such movement will then become
effective October 1st for the following fiscal year.
(Note: See Section II of these administrative guidelines for additional information
regarding step to step movement for new hires and for information pertaining to
performance evaluations.)
CERTIFICATE
I, Janet R. Dougherty, City Clerk of the City of Sanford,
Florida, do hereby certify that a true and correct copy of the
foregoing Ordinance NO, 3368 , PASSED and ADOPTED by the City
Commission of the City of Sanford, Florida, on the 27th day of
October , 19 97 , was POSTED at the front door of the City
Hall in the City of Sanford, Florida, on the 28th day of
October , 19 97
City of Sanford, Florida