1999.06.09_FAB_Minutes_SpecialTOWN OF HIGHLAND BEACH
FINANCIAL ADVISORY BOARD
SPECIAL MEETING MINUTES
Wednesday, June 9, 1999 9.30 A.M.
Chairman Felix R. Goldenson called the Regular Meeting to order in
Commission Chambers at 9:30 a.m.
Deputy Town Clerk Jane Dillon called the roll. Present were
Chairman Goldenson, Vice Chairman John R. Demarco, Members Charles
D. Cohn, and Marianne Salibello. Byron McKinley was absent.
Finance Director Stan Novak, Town Manager Ben Saag were present as
well as members of the general public.
NEW BUSINESS
Salary Survey: Mr. Saag presented the survey, stating how
comparisons were made with other municipalities and how he came to
recommend suggested salary increases for many of the Town
employees, due to being out of range with other municipalities.
(recommendation attached hereto and made a part of these minutes.)
• There was discussion and questions regarding survey with the
following MOTION put on the table by MR. GOLDENSON/MR. DEMARCO:
THE FINANCIAL ADVISORY BOARD RECOMMENDS THE APPROVAL OF
THE PROPOSED RECLASSIFICATION AND SUBSEQUENT COMPENSATION
INCREASES SUBMITTED TO IT BY THE TOWN MANAGER. (A COPY OF
WHICH IS ATTACHED.)
IN VIEW OF THE FACT THAT THE TOWN MANAGER HAS NOW BEEN HERE
FOR SIX MONTHS AND HIS PERFORMANCE HAS BEEN OUTSTANDING, THE
FINANCIAL ADVISORY BOARD RECOMMENDS THAT THE TOWN COMMISSION
REVIEW HIS COMPENSATION WITH CONSIDERATION GIVEN TO AN
INCREASE IN SAID COMPENSATION.
MOTION met with unanimous approval.
With no further business to come before the Board at this time,
MOTION to adjourn was made by MR. DEMARCO/MR. GOLDENSON at 11:20
A.M.
•
Financial Advisory Board
• June 9, 1999 Page 2 of 2
APPROVE:
Felix R. Goldenson, Chairman
John R. DeMarco, Vice Chairman
Ic
Byro R. McKinle
Charles D. Cohn
�- /i CA&UW,&
• Marianne Salibello
Attest: C�
Date.
0
• PAY SCHEDULE PER TOWN MANAGER RECOMMENDATIONS
•
•
Position
Current
Proposed
Increase
Town Clerk
52,047
54,649
2,602 (5%)
Finance Director
51,111
56,222
5,111 (10%)
Accounting Officer
29,676
32,644
2,968 (10%)
Post Office PT (1)
7,779
8,560
780 (10%)
Post Office PT (2)
9,464
10,410
946 (10%)
Building Official
48,916
53,808
4,892 (10%)
Library Director
34,003
39,103
5,100 (15%)
Police Chief
51,917
57,108
5,192 (10%)
Police Sergeant (1)
43,554
45,732
2,178 (5%)
Police Sergeant (2)
47,260
49,623
2,363 (5%)
Police Officer (1)
37,788
39,678
1,890 (5%)
Police Officer (2)
30,526
32,052
1,526 (5%)
Police Officer (3)
30,526
32,052
1,526 (5%)
Police Officer (4)
35,002
36,752
1,750 (5%)
Police Officer (5) '
40,859
42,902
2,043 (5%)
Police Officer (6)
32,052
33,654
1,602 (5%)
Police Officer (7)
36,229
38,040
1,811 (5%)
Utilities Director
54,430
57,152
2,722 (5%)
Asst. Utilities Director
44,848
47,090
2,242 (5%)
Utility Operator "C"
30,127
33,129
3,012 (10%)
Utility Mechanic (1)
29,588
31,067
1,479 (5%)
Utility Mechanic (2)
21,480
22,554
1,074 (5%)
Maint. Worker (1)
23,872
25,065
1,193 (5%)
Maint. Worker (2)
18,220
19,131
911 (5%)
Total
56,913
• MEMORANDUM
TO: Mayor Reid and Town Commissioners
FROM: Ben Saag, Town Manager
DATE: May 11, 1999
RE: SALARY SURVEY
In preparation for the FY 1999-2000 budget, I asked the Finance Department to
contact other municipalities in Palm Beach County to see how Highland Beach's salaries
compared with other municipalities. I specifically asked that two categories be broken
out of the final tally; those being "competing" municipalities and "similar size"
municipalities. I classified Boca Raton, Delray Beach, Boynton Beach and Palm Beach
County as "competing" municipalities due to their proximity and work force size. I then
classified all communities with less than 5,000 residents as "similar size" municipalities.
This list included Golf, Gulf Stream, Juno Beach, Manalapan, Ocean Ridge, South Palm
Beach and Tequesta. Surprisingly, and pleasingly, 24 municipalities responded to the
survey creating very representative results.
I believe the results of the survey indicate that a serious review of the current pay
• grades and classifications is warranted. While some of our positions are extremely
competitive and comparable in all three averages (total, size and competing), others are
extremely low in one or more of the categories. The expenses related to training and
retaining quality individuals are extensive and should factor into how positions are
classified and compensated. I specifically point your attention to the seven department
head level positions where the greatest amount of discrepancy exists. There is also a
considerable discrepancy in several non -department head level positions.
Given the size of the Town's workforce, I believe it is extremely important that
the Town position itself to be able to employ and retain the highest quality individuals for
the longest tenure possible. Therefore, I am recommending that necessary adjustments be
made.
Depending on the Commission's desire, this item can be handled in one of a
number of different ways. First, the item can be presented, along with staff
recommendations, to the Financial Advisory Board as part of the 1999-2000 budget
review. A second alternative is that the item could be immediately presented to the FAB
for consideration before the preparation of the proposed 1999-2000 budget. The only
position I feel personally uncomfortable forwarding a recommendation on is the Town
Manager position since I believe that any recommendations for reclassification of that
position should come directly from the Commission.
• I will await direction from the Commission on this issue.
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