UNIFIED PERSONNEL BOARD AGENDA - Pinellas County, Florida · UNIFIED PERSONNEL BOARD AGENDA. ......

UNIFIED PERSONNEL BOARD AGENDA Date: September 7, 2017 Time: 6:30 p.m. Location: BCC Assembly Room, Fifth Floor, Pinellas County Courthouse 315 Court Street, Clearwater, Florida PLEDGE OF ALLEGIANCE EAC Employees’ Advisory Council Representative Personnel Board I. CONSENT AGENDA

1. Request Approval of the Minutes of the Regular Personnel Board Meeting held August 3, 2017

II. NEW BUSINESS Personnel Board County Attorney

1. Request Approval of the FY2018 Pay Plan Adjustments 2. Request Approval of the Revision to Definitions in the Personnel

Rules 3. Appeal Procedures

Human Resources III. INFORMATIONAL ITEMS 1. Action Taken Under Authority Delegated by the Personnel Board

2. 2018 Changes to the Employee Health Plan 3. Oracle Project Unified Solution (OPUS) Leave Management 4. Other Informational Items

Animal Services IV. OLD BUSINESS 1. Review of Appointing Authority’s Proposed Alternative Discipline in

the Appeal of John Hohenstern, Animal Services

Persons are advised that, if they decide to appeal any decision made at this meeting/hearing, they will need a verbatim record of the proceedings, and, for such purposes, they may need to ensure that a verbatim record of the proceedings is made, which record includes the testimony and evidence upon which the appeal is based. Persons with a disability needing reasonable accommodation(s) to participate in this proceeding should contact the Office of Human Rights, 400 S. Fort Harrison Ave., 5th Floor, Clearwater, FL 33756 (727) 464-4062 (V/TDD) no later than 48 hours prior to the meeting.

Clearwater, Florida, August 3, 2017

The Unified Personnel Board (UPB) met in regular session at 6:30 P.M. on this date in the County Commission Assembly Room, Fifth Floor, Pinellas County Courthouse, 315 Court Street, Clearwater, Florida, with the following members present: Ricardo Davis, Chair; Ron Walker, Vice-Chair; James Dates; Keith C. Dekle; Louise Dolsay; Bill Schulz; and Joan M. Vecchioli.

Also Present: Carl E. Brody, Senior Assistant County Attorney; Holly J. Schoenherr, Director of Human Resources; Tony Fabrizio, Board Reporter, Deputy Clerk; and other interested individuals.

AGENDA

PLEDGE OF ALLEGIANCE

EAC Employees’ Advisory Council Representative

Personnel Board I. CONSENT AGENDA1. Request Approval of the Minutes of the Regular Personnel Board

Meeting held July 6, 2017

Human Resources II. INFORMATIONAL ITEMS1. Action Taken Under Authority Granted by the Personnel Board2. Other Informational Items

Animal Services III. TERMINATION APPEALJohn Hohenstern v. Pinellas County Animal Services

CALL TO ORDER

Chair Davis called the meeting to order at 6:30 P.M.; whereupon, he led the Pledge of Allegiance.

EMPLOYEES’ ADVISORY COUNCIL REPRESENTATIVE

EAC Chairman Lisa Wombles noted her absence at the last UPB meeting and addressed the Board as follows:

• Related that employee participation in the Job Assessment Tool portion of the Classificationand Compensation Study exceeded the consultant’s goal of 60 to 70 percent; whereupon, Ms.Schoenherr noted that 91 percent of the employees completed the form.

1

I.1.

August 3, 2017

• Reviewed the meeting she had with representatives of Hillsborough County’s EmployeeAdvisory Committee to explain how Pinellas County’s Advocate Program works anddiscussed challenges that Hillsborough County employees face in termination appeals becauseof varying disciplinary rules among the Appointing Authorities and the lack of trainedadvocates.

• Expressed concern about a provision in the UPS Board termination appeal hearing guidelinesapproved at the last meeting allowing closing arguments only at the discretion of the Board,indicating that an employee may need the time to sum up a case, but noted that she appreciatesthe Board’s efforts to keep hearings from running longer than necessary.

• Requested clarification as to whether the EAC will be invited to provide input in the HRDirector’s Annual Performance Review; whereupon, brief discussion ensued, and Chair Davisasked Ms. Schoenherr to follow up on how that could be integrated into the process discussedat the last meeting.

• Indicated that employees have expressed concern about a possible increase in the employeecontribution to County healthcare insurance premiums following information provided by Ms.Schoenherr and Benefits Manager Carol Feskanin at the last EAC meeting. Ms. Schoenherrclarified that she and Ms. Feskanin shared with the EAC what the current employeepercentages are for the different insurance tiers and how much lower they are than those ofsimilarly sized counties; and that the County is looking at incrementally raising the employeeproportion, but no target percent has been set. Discussion ensued, and Mr. Dekle indicatedthat he probably would not support any increase in the employee percentage; whereupon, inresponse to query by Chair Davis, Ms. Schoenherr related that HR is scheduled to discuss thematter with the Appointing Authorities tomorrow; and that the UPB has not historically hadauthority over such changes. She offered to present financial information regarding the healthfund at the next meeting, and Chair Davis indicated that the Board would be interested inreceiving it.

CONSENT AGENDA – APPROVED

Upon motion by Mr. Walker, seconded by Mr. Schulz and carried unanimously, the minutes of the regular meeting held July 6, 2017 were approved.

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August 3, 2017

INFORMATIONAL ITEMS Action Taken Under Authority Delegated by the Personnel Board The document titled Action Taken Under Authority Delegated by the Unified Personnel Board has been attached and made a part of the minutes. Ms. Schoenherr noted that only a few changes were made during the referenced period, primarily because the Classification and Compensation Study is underway; and that future changes will be minimal until the study is completed. Other Informational Items The following miscellaneous information items were received for filing: 1. Minutes of the EAC Representative meeting of June 21, 2017 2. Leadership Notes for August 2017 3. Training Calendars for August, September, and October 2017

APPEAL OF TERMINATION OF JOHN HOHENSTERN, FORMERLY OF ANIMAL SERVICES – MATTER REMANDED TO DEPARTMENT FOR ALTERNATE DISCIPLINARY ACTION Appeal of Termination filed by John Hohenstern, formerly an Animal Control Officer II with Animal Services, was presented by Mr. Hohenstern without representation, and by Animal Services Director Doug Brightwell and Assistant County Attorney Ashley Donnell, representing the Appointing Authority. Attorney Brody related that the hearing would be conducted as usual in accordance with Section 8 of the UPB Appeal Procedures; and that the new termination appeal hearing guidelines will also be followed. Chair Davis explained that the guidelines were established to streamline the process in a fair and balanced way, noting that the Board has the discretionary authority to allow additional time when warranted. At the Chair’s direction, those planning to testify were sworn by the Deputy Clerk; whereupon, Attorney Brody related that the only exception raised was agreed to by the parties in advance, and Chair Davis called for opening statements to begin the hearing.

3

August 3, 2017

Following opening statements, testimony, cross-examination, and lengthy questioning of the parties and witnesses by the Board, Chair Davis called for closing arguments; whereupon, Mr. Brightwell summarized the Appointing Authority’s defense and Mr. Hohenstern declined to provide a closing. Thereupon, at the Chair’s request, Attorney Brody reviewed the three issues to be resolved, and following clarification, the Board deliberated on each separately. 1. Does the Board find that the Appellant committed the activities for which he was disciplined?

Ms. Vecchioli opined that the evidence is clear that Mr. Hohenstern exceeded the maximum unscheduled leave time allowed under the Department’s rules, but added that she had reservations about how the policy was interpreted and administered. After no one responded to the Chair’s call for additional comments, she moved, seconded by Mr. Walker, that the Board find that the Appellant committed the activities for which he was disciplined. Upon call for the vote, the motion carried unanimously.

2. Does the Board find that cause existed for the disciplinary action in that the abovementioned

activities violated Personnel Rule 6?

Ms. Vecchioli reviewed Rule 6 and related that it is the general UPS rule governing discipline, and Attorney Brody added that Mr. Hohenstern was cited under Item D6 of the rule, excessive tardiness or absenteeism. Following brief discussion, Ms. Vecchioli moved, seconded by Mr. Schulz, that the Board find that cause did exist. Upon call for the vote, the motion carried unanimously.

3. Does the Board find that the disciplinary action taken by the Appointing Authority was

appropriate?

Mr. Schulz opined that termination was excessive as a disciplinary action, and lengthy discussion ensued in which several members indicated they were struggling with their decision.

Ms. Dolsay stated that she was troubled by the fact management did not have a conversation with Mr. Hohenstern about his absences before terminating him, but also pointed out that he received progressive discipline for other issues, and under the Personnel Rules, transgressions are considered cumulative for purposes of termination whether they are similar in nature or not.

4

August 3, 2017

Mr. Dates indicated that he struggles with termination appeals when they involve a long-term employee, but as a former supervisor, Mr. Hohenstern should have been aware of the policy on unscheduled leave. Ms. Vecchioli opined that management did not have an effective system for tracking unscheduled leave and seemed to use its discovery that Mr. Hohenstern exceeded the limit as a “gotcha” to terminate him; whereupon, she pointed out that he could have applied for Family and Medical Leave Act (FMLA) protection to get his time off to care for his ill father approved and did not; and that his absences became so excessive they were disruptive to the department.

Mr. Dekle opined that the failure of Mr. Hohenstern’s supervisor to counsel him about the accumulated unscheduled leave or advise him to apply for FMLA was an abdication of responsibility; whereupon, Mr. Walker concurred with Mr. Schulz that termination was an excessive response. Mr. Dates suggested that the members were too focused on Mr. Hohenstern’s unscheduled leave and were overlooking his previous problems and the corresponding discipline, and Ms. Vecchioli pointed out that testimony did not support the assertion that a majority of Mr. Hohenstern’s unscheduled leave was due to his father’s illness. Chair Davis noted that whether the Board agrees with the Appointing Authority on the termination or not, the policy allows management to take the action that it did.

Following further discussion, Mr. Schulz moved, seconded by Ms. Dolsay, that the Board find that the disciplinary action taken by the Appointing Authority was not appropriate. Upon call for the vote, the motion carried 5 to 2, with Chair Davis and Mr. Dates dissenting.

Following the vote, Attorney Brody advised that the Appointing Authority can recommend an alternate disciplinary action now or take up to 15 calendar days to do so, and if a decision is not made now, the Board would consider the Department’s proposal at its next regular meeting. Ms. Vecchioli opposed a suggestion by Mr. Dekle that the Board meet sooner to consider the matter if necessary, opining that there are no exigent circumstances justifying a special meeting.

Attorney Donnell related that the Department is not ready to make a recommendation; and that only lower paying positions for which Mr. Hohenstern is overqualified are currently available in Animal Services. Responding to an earlier comment by Mr. Schulz, Ms. Schoenherr clarified that an Appointing Authority has the discretionary authority to transfer an employee to another department without Board approval. Messrs. Dekle and Schulz expressed concern that an employee can prevail in a termination appeal and not get his position back because it has been filled; whereupon, Mr. Dekle requested that the topic be discussed at the next meeting, and Chair Davis indicated that he is welcome to bring it up.

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August 3, 2017

In response to query by Mr. Walker and requests by Chair Davis and Ms. Vecchioli, Ms. Schoenherr agreed to provide information at the next meeting concerning which departments strongly subscribe to the guideline pertaining to disciplinary action for unscheduled leave exceeding 56 hours in any rolling 12-month period and to demonstrate how an employee can track their leave time in the OPUS system.

Responding to query by Ms. Vecchioli as to whether an absence due to an accommodation granted under the Americans with Disabilities Act (ADA) could be counted as unscheduled leave, Ms. Schoenherr indicated that the County Attorney’s Office manages all ADA requests and works with management to determine when an accommodation can include approved leave. In response to a comment by Ms. Dolsay, Ms. Vecchioli clarified that management can only advise, not mandate, that an employee apply for FMLA protection.

A digital recording of the proceeding has been made a part of the record. ADJOURNMENT There being no further business, Chair Davis adjourned the meeting at 8:37 P.M.

____________________________________ Chair

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August 3, 2017

II.I.

Human Resources Director

Action Taken Under Authority Delegated by the Unified Personnel Board The Human Resources Director, having been granted delegated authority to act on behalf of the Unified Personnel Board, has taken the following action from June 25, 2017 through July 22, 2017.

RE-INSTATED SPEC EEO4 OT NO. TITLE CODE CODE PG 21070 Director of Community Relations Professionals Exempt 150

REVISION

SPEC NO. TITLE PG 17160 Utilities Maintenance Specialist 2 CL9

DELETION

SPEC NO. TITLE PG 14920 Extension Services Program Coordinator CL17

EXTENSION OF TEMPORARY EMPLOYMENT

POSITION CLASSIFICATION PG EXTENDED BTS/T46 Special Project Assistant C 150 6 months

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TO: The Honorable Chair and Members of the Unified Personnel Board

FROM: Holly J. Schoenherr, Director of Human Resources

SUBJECT: Pay Plan Adjustments

DATE: September 1, 2017

Recommendation I recommend a two percent (2%) increase to the minimum and maximum pay rates of the following pay plans effective September 30, 2017:

• Classified Pay Plan• Fire Fighting Personnel Pay Plan

Background The last adjustments to the pay rates occurred in 2015 when the minimum and maximum pay rates for the above pay plans were increased by two percent. There was no adjustment to the pay plans in 2016.

One of the strategic goals of Pinellas County is to “Create a Quality Workforce in a Positive, Supportive Organization.” In addition, it is the mission of Human Resources to “Cultivate a diverse, talented, and engaged workforce prepared to effectively serve the citizens of Pinellas County.” In order to fulfill these objectives it is important to provide a competitive pay plan that is based upon market values commensurate with the skill sets needed for success. The proposed budget for FY2018 includes a 3% general increase for County employees.

If general increases are approved for FY2018, those increases will be awarded the pay period beginning October 1, 2017. Implementing the pay plan adjustments on September 30, 2017, will allow us to (a) provide employees currently paid at the maximum of their pay grade with the full benefit of the general increase, and (b) award general increases based on an adjusted (higher) midpoint.

Adjustment of Pay Grade Maximums: Adjusting pay grade maximums prior to a general increase will allow for some increase to base pay for employees who are currently at the maximum of their pay grades. Otherwise, the general increase for those employees would be all as a lump sum payment with no increase to base pay.

Adjustment of Pay Grade Midpoints: If a general increase is approved, increases will be calculated as 3% of the midpoint of the employee’s pay grade in accordance with Personnel Rules. Adjusting the pay grade midpoints prior to a general increase, therefore, will provide all employees with a slightly higher general increase than what they would have received if there were no adjustment to the pay grades.

II.1.

Adjustment of Pay Grade Minimums: It is our intention to implement the timing of the pay grade adjustment with the general increase so that those employees at the minimum of the pay grade will receive the 3% (of the midpoint) general increase to bring their compensation slightly above the newly adjusted minimum. Note that employees will not receive a 2% pay increase to the new pay grade minimum, followed by the general increase; this would result in an increase of over five percent. The attached document has been developed to further clarify the purpose and function of these proposed processes.

2

Note: For Illustration Purposes - FY18 Pay Grade Increase and General Increase Model

Current Pay Grade table

Minimum Midpoint 3rd Quartile Maximum

Hourly 15.27$ 19.47$ 21.57$ 23.66$

Biweekly 1,221.60$ 1,557.60$ 1,725.60$ 1,892.80$

Annual 31,761.60$ 40,497.60$ 44,865.60$ 49,212.80$

Pay Grade Adjustment (becomes the new table for the Pay Grade)

2%

Minimum Midpoint 3rd Quartile Maximum

Hourly $15.58 $19.86 $22.00 $24.13

Biweekly 1,246.40$ 1,588.80$ 1,760.00$ 1,930.40$

Annual 32,406.40$ 41,308.80$ 45,760.00$ 50,190.40$

Calculating the General Increase

Increase percentage

3%

New Midpoint

of the Grade

Increase

PercentageIncrease

CL10 41,308.80$ x 3% = 1,239.26$

Increase is the increase percentage of the new midpoint of the grade

Scenarios

Current Increase NewPercent

Change

Employee 1 (at Min) 31,761.60$ 1,239.26$ 33,000.86$ 3.90%

Employee 2 (at 1st Qrtl) 36,129.60$ 1,239.26$ 37,368.86$ 3.43%

Employee 3 (at Mid) 40,497.60$ 1,239.26$ 41,736.86$ 3.06%

Employee 4 (at 3rd Qrtl) 44,865.60$ 1,239.26$ 46,104.86$ 2.76%

Employee 5 (at Max) 49,212.80$ 1,239.26$ 50,452.06$

50,190.40$ New Max of Pay Grade

49,212.80$ Old Max of Pay Grade

977.60$ 1.99%

1,239.26$ Increase for the Pay Grade

977.60$ Move to new max of Pay Grade

261.66$ Lump Sum

CL10

CL10

Increase to move to New

Max of Pay Grade

$50,452.03 is above the new max of the pay grade so the increase is split into: 1) a base

pay increase and 2) a lump sum

Grade Rate Minimum Midpoint 3rd Quartile Maximum

Hourly $9.84 $12.24 $13.45 $14.65

Biweekly $787.20 $979.20 $1,076.00 $1,172.00

Annual $20,467.20 $25,459.20 $27,976.00 $30,472.00

Hourly $10.34 $12.86 $14.12 $15.38

Biweekly $827.20 $1,028.80 $1,129.60 $1,230.40

Annual $21,507.20 $26,748.80 $29,369.60 $31,990.40

Hourly $10.85 $13.50 $14.83 $16.16

Biweekly $868.00 $1,080.00 $1,186.40 $1,292.80

Annual $22,568.00 $28,080.00 $30,846.40 $33,612.80

Hourly $11.40 $14.18 $15.56 $16.95

Biweekly $912.00 $1,134.40 $1,244.80 $1,356.00

Annual $23,712.00 $29,494.40 $32,364.80 $35,256.00

Hourly $11.96 $15.01 $16.54 $18.06

Biweekly $956.80 $1,200.80 $1,323.20 $1,444.80

Annual $24,876.80 $31,220.80 $34,403.20 $37,564.80

Hourly $12.57 $15.86 $17.51 $19.16

Biweekly $1,005.60 $1,268.80 $1,400.80 $1,532.80

Annual $26,145.60 $32,988.80 $36,420.80 $39,852.80

Hourly $13.20 $16.66 $18.39 $20.11

Biweekly $1,056.00 $1,332.80 $1,471.20 $1,608.80

Annual $27,456.00 $34,652.80 $38,251.20 $41,828.80

Hourly $13.85 $17.53 $19.37 $21.21

Biweekly $1,108.00 $1,402.40 $1,549.60 $1,696.80

Annual $28,808.00 $36,462.40 $40,289.60 $44,116.80

Hourly $14.54 $18.42 $20.36 $22.30

Biweekly $1,163.20 $1,473.60 $1,628.80 $1,784.00

Annual $30,243.20 $38,313.60 $42,348.80 $46,384.00

Hourly $15.27 $19.47 $21.57 $23.66

Biweekly $1,221.60 $1,557.60 $1,725.60 $1,892.80

Annual $31,761.60 $40,497.60 $44,865.60 $49,212.80

Hourly $16.03 $20.44 $22.64 $24.85

Biweekly $1,282.40 $1,635.20 $1,811.20 $1,988.00

Annual $33,342.40 $42,515.20 $47,091.20 $51,688.00

Hourly $16.84 $21.55 $23.90 $26.25

Biweekly $1,347.20 $1,724.00 $1,912.00 $2,100.00

Annual $35,027.20 $44,824.00 $49,712.00 $54,600.00

Pinellas County Classified Pay Plan

Actual Pay Rates May Vary Due to Rounding

CL12

Effective Date December 27, 2015

CL11

CL10

CL9

CL8

CL7

CL6

CL5

CL1

CL2

CL3

CL4

Hourly $17.68 $22.72 $25.24 $27.76

Biweekly $1,414.40 $1,817.60 $2,019.20 $2,220.80

Annual $36,774.40 $47,257.60 $52,499.20 $57,740.80

Hourly $18.56 $23.91 $26.59 $29.26

Biweekly $1,484.80 $1,912.80 $2,127.20 $2,340.80

Annual $38,604.80 $49,732.80 $55,307.20 $60,860.80

Hourly $19.49 $25.20 $28.06 $30.92

Biweekly $1,559.20 $2,016.00 $2,244.80 $2,473.60

Annual $40,539.20 $52,416.00 $58,364.80 $64,313.60

Hourly $20.46 $26.58 $29.63 $32.69

Biweekly $1,636.80 $2,126.40 $2,370.40 $2,615.20

Annual $42,556.80 $55,286.40 $61,630.40 $67,995.20

Hourly $21.49 $27.98 $31.22 $34.47

Biweekly $1,719.20 $2,238.40 $2,497.60 $2,757.60

Annual $44,699.20 $58,198.40 $64,937.60 $71,697.60

Hourly $22.56 $29.40 $32.82 $36.24

Biweekly $1,804.80 $2,352.00 $2,625.60 $2,899.20

Annual $46,924.80 $61,152.00 $68,265.60 $75,379.20

Hourly $23.69 $30.99 $34.64 $38.29

Biweekly $1,895.20 $2,479.20 $2,771.20 $3,063.20

Annual $49,275.20 $64,459.20 $72,051.20 $79,643.20

Hourly $24.88 $32.75 $36.68 $40.62

Biweekly $1,990.40 $2,620.00 $2,934.40 $3,249.60

Annual $51,750.40 $68,120.00 $76,294.40 $84,489.60

Hourly $26.12 $34.54 $38.74 $42.95

Biweekly $2,089.60 $2,763.20 $3,099.20 $3,436.00

Annual $54,329.60 $71,843.20 $80,579.20 $89,336.00

Hourly $27.43 $36.35 $40.81 $45.27

Biweekly $2,194.40 $2,908.00 $3,264.80 $3,621.60

Annual $57,054.40 $75,608.00 $84,884.80 $94,161.60

Hourly $28.79 $38.26 $42.99 $47.73

Biweekly $2,303.20 $3,060.80 $3,439.20 $3,818.40

Annual $59,883.20 $79,580.80 $89,419.20 $99,278.40

Hourly $30.23 $40.15 $45.10 $50.06

Biweekly $2,418.40 $3,212.00 $3,608.00 $4,004.80

Annual $62,878.40 $83,512.00 $93,808.00 $104,124.80

Hourly $8.21 $29.86 $40.69 $51.51

Biweekly $656.80 $2,388.80 $3,255.20 $4,120.80

Annual $17,076.80 $62,108.80 $84,635.20 $107,140.80

CL19

CL13

CL55

CL24

CL23

CL22

CL21

CL20

CL18

CL17

CL16

CL15

CL14

Pinellas County Fire Fighting Personnel Pay Plan

Effective Date April 17, 2016 Based on 48 hour work week


Grade Rate Minimum Midpoint 3rd Quartile Maximum

CF10

Hourly $13.37 $17.04 $18.88 $20.71

Biweekly $1,283.52 $1,635.84 $1,811.52 $1,988.16

Annual $33,362.68 $42,531.84 $47,099.52 $51,692.16

CF15 Hourly $16.25 $21.01 $23.39 $25.77 Biweekly $1,560.00 $2,016.96 $2,245.44 $2,473.92 Annual $40,560.00 $52,440.96 $58,381.44 $64,321.92

DRAFTPinellas County Classified Pay Plan

Effective September 30, 2017


Grade Rate Type Minimum Midpoint MaximumHourly 10.04 12.50 14.94

Bi-weekly 803.20 1,000.00 1,195.20

Annual 20,883.20 26,000.00 31,075.20


Bi-weekly 844.00 1,049.60 1,255.20

Annual 21,944.00 27,289.60 32,635.20


Bi-weekly 885.60 1,102.40 1,318.40

Annual 23,025.60 28,662.40 34,278.40


Bi-weekly 930.40 1,156.80 1,383.20

Annual 24,190.40 30,076.80 35,963.20


Bi-weekly 976.00 1,224.80 1,473.60

Annual 25,376.00 31,844.80 38,313.60


Bi-weekly 1,025.60 1,295.20 1,563.20

Annual 26,665.60 33,675.20 40,643.20


Bi-weekly 1,076.80 1,359.20 1,640.80

Annual 27,996.80 35,339.20 42,660.80


Bi-weekly 1,130.40 1,430.40 1,730.40

Annual 29,390.40 37,190.40 44,990.40


Bi-weekly 1,186.40 1,503.20 1,820.00

Annual 30,846.40 39,083.20 47,320.00

CL1

CL2

CL3

CL4

CL5

CL6

CL7

CL8

CL9





Bi-weekly 1,246.40 1,588.80 1,930.40

Annual 32,406.40 41,308.80 50,190.40


Bi-weekly 1,308.00 1,668.00 2,028.00

Annual 34,008.00 43,368.00 52,728.00


Bi-weekly 1,374.40 1,758.40 2,142.40

Annual 35,734.40 45,718.40 55,702.40


Bi-weekly 1,442.40 1,853.60 2,265.60

Annual 37,502.40 48,193.60 58,905.60


Bi-weekly 1,514.40 1,951.20 2,388.00

Annual 39,374.40 50,731.20 62,088.00


Bi-weekly 1,590.40 2,056.80 2,523.20

Annual 41,350.40 53,476.80 65,603.20


Bi-weekly 1,669.60 2,168.80 2,667.20

Annual 43,409.60 56,388.80 69,347.20


Bi-weekly 1,753.60 2,283.20 2,812.80

Annual 45,593.60 59,363.20 73,132.80


Bi-weekly 1,840.80 2,399.20 2,956.80

Annual 47,860.80 62,379.20 76,876.80


Bi-weekly 1,932.80 2,528.80 3,124.80

Annual 50,252.80 65,748.80 81,244.80

CL15

CL10

CL11

CL12

CL13

CL14

CL16

CL17

CL18

CL19





Bi-weekly 2,030.40 2,672.80 3,314.40

Annual 52,790.40 69,492.80 86,174.40


Bi-weekly 2,131.20 2,818.40 3,504.80

Annual 55,411.20 73,278.40 91,124.80


Bi-weekly 2,238.40 2,966.40 3,694.40

Annual 58,198.40 77,126.40 96,054.40


Bi-weekly 2,349.60 3,122.40 3,894.40

Annual 61,089.60 81,182.40 101,254.40


Bi-weekly 2,466.40 3,276.00 4,084.80

Annual 64,126.40 85,176.00 106,204.80


Bi-weekly 669.60 2,436.80 4,203.20

Annual 17,409.60 63,356.80 109,283.20

CL55

CL22

CL23

CL24

CL20

CL21

DRAFTPinellas County Fire Fighting Pay Plan


Based on a 48 Hour Work Week


Grade Rate Type Minimum Midpoint Maximum

Hourly 13.64 17.38 21.12

Bi‐weekly 1,309.44 1,668.48 2,027.52

Annual 34,045.44 43,380.48 52,715.52

Grade Rate Type Minimum Midpoint Maximum

Hourly 16.58 21.43 26.29

Bi‐weekly 1,591.68 2,057.28 2,523.84

Annual 41,383.68 53,489.28 65,619.84

CF10

CF15

To: The Honorable Chair and Members of the Unified Personnel Board

From: Holly J. Schoenherr, Director of Human Resources

Date: September 1, 2017

Subject: Change to Definitions in the Personnel Rules

Recommendation Add a definition for Years of Service to the Personnel Rules. Years of Service would be defined as “Continuous employment in the Unified Personnel System from the employee’s most recent date of hire. Prior periods of employment will not be counted toward current service.”

Background Pinellas County’s long-standing historical practice has been to award benefits, such as leave accrual rate and service awards, based on continuous service. This is a widely understood, accepted, and applied practice. Yet, it is not specified in the rules that County policy and practice confers County benefits for continuous service. In recent months, there have been two separate instances of employees questioning the practice who had a break in service and were seeking a written reference. One believed that the leave accrual rate should be based on total service. The other sought to receive a service award for total years of service. The only written reference in a policy or rule HR could provide came from Personnel Rule 5 – Reduction In Force, Section D.4.c. which states that “A laid off employee who is re-employed within one year from the effective date of layoff shall… accrue Annual Leave at the same accrual rate the employee was accruing at the time of layoff…“ This expressly stated condition demonstrated that annual leave accrual was otherwise based on continuous service. Pinellas County’s practices in this manner are long-standing and consistent with many other employers. We recommend adding the definition to make the policy clear.

II.2.

http://www.pinellascounty.org/hr/rules/pdf/rule-5.pdf

Revised: 09/07/2017 Definitions Page 1 of 2

Definitions For the purpose of these Rules, the following words and terms shall have the meaning indicated unless the context clearly indicates otherwise: Appointing Authority - The Appointing Authorities of the Unified Personnel System are: the Board of

County Commissioners, the Clerk of the Circuit Court, the Property Appraiser, the Supervisor of Elections, the Tax Collector, the County Administrator, the County Attorney, the Executive Director of the Pinellas Planning Council, the Executive Director of the Pinellas County Construction Licensing Board, the Chief Information Officer of Business Technology Services, the Human Rights Officer, and the Director of Human Resources. They have the power to appoint the employees who shall hold some or all positions under their supervision.

Classified Excluded - Classified Service salaried employees certified by the Appointing Authorities

through the County Attorney to the Director of Human Resources as meeting an exemption from the overtime requirements of the Fair Labor Standards Act. These classifications are identified in the Classification Plan.

Classified Hourly - Classified Service employees who are eligible for and paid overtime in

accordance with the Fair Labor Standards Act. These classifications are identified in the Classification Plan.

Class Specification - A written description of the essential characteristics of a job classification

and the factors and work requirements that distinguish it from other job classifications. The class specification shall outline the nature of work involved; illustrative tasks performed; knowledge, abilities and skills needed; and the experience and training desired or mandatory for the job classifications.

Demotion - The change of an employee from one job classification to another job classification for

which the maximum of the pay rate for the new position is lower than that of the employee’s current pay grade.

Job Classification - A group of duties and responsibilities assigned by competent supervision

requiring the full-time or part-time employment of one person. Each such job classification shall have a job title, a job description, and a pay grade and, where possible and practical, an appropriate test to determine the fitness of interested applicants.

Job Title - A definite descriptive designation for a job classification. Lateral - The change of an employee from one job classification to another job classification with the

same pay grade as that of the employee’s current pay grade. Members of the Classified Service - All personnel employed in the County Service, except those

serving in a job classification which is specifically declared by the Pinellas County Unified Personnel Board to be an Exempt Service position.

Members of the County Service - All personnel employed by and under the jurisdiction of the Board

of County Commissioners or a Constitutional Officer in one of the job classifications set forth in

the Pinellas County Unified Personnel System either as members of the Classified Service or as members of the Exempt Service.

Members of the Exempt Service - All personnel employed in the County Service in one of the

Exempt Service positions, as set forth by the Pinellas County Unified Personnel Board. Pay Grade - A salary range with a minimum and maximum pay bracket established to fairly and

competitively compensate an employee for assigned work under the specific job classification. Pay Grade Change - An increase or decrease in the pay grade established for a specific job

classification, such changes being made for the purpose of ensuring that a fair, equitable, and competitive pay grade is currently in effect. This is also known as a reallocation.

Permanent Position - A position for which the duties and responsibilities are expected to occur on

an ongoing basis and which is funded with recurring funds. Position - An approved budgeted personnel allocation. Position Reclassification - The change of a job classification due to a permanent change in or an

increase or decrease in the assigned duties and responsibilities of the position, or to correct inequities created by the reclassification of other positions.

Probationary Period - That period of time beginning with a person's employment in the Classified

Service and normally ending one year from the date of hire. Appointing Authorities may remove probationary hired employees from probation when deemed appropriate. Such decisions to remove or maintain the probationary period shall not be grievable.

Probationary Status Employee - A Classified Service employee currently serving a probationary

period of service. Promotion - The change of an employee from one job classification to another job classification for

which the maximum of the pay rate for the new position is higher than that of the employee’s current pay grade.

Provisional Employment - Employment in a Classified Service position in the absence of an eligible

register, such employment not to exceed six months from the date of such employment nor more than 45 days following the establishment of an eligible register, whichever is less in length of time.

Regular Status Employee - A Classified Service employee who has satisfactorily completed a

probationary period of service. Temporary Employee - An employee within a position designated as temporary. A temporary

position is one for which the duties and responsibilities are expected to occur for a short time frame or occur on a seasonal basis.

Transfer - The change of an employee from one position to another position within the same job

classification and pay grade as the employee’s current position. Years of Service - Continuous employment in the Unified Personnel System from the employee’s

most recent date of hire. Prior periods of employment will not be counted toward current service.

Revised: 09/07/2017 Definitions Page 2 of 2

Human Resources Director

Action Taken Under Authority Delegated by the Unified Personnel Board

The Human Resources Director, having been granted delegated authority to act on behalf of the Unified Personnel Board, has taken the following action from July 23, 2017 through August 19, 2017.

PAY GRADE CHANGE TO EXEMPT CLASSIFICATION

PRESENT CURRENT RECOMMENDED SPEC NO. CLASSIFICATION PAYGRADE PAY GRADE 10854 911 Public Safety Center Manager CL20 SM7

PAY ADDITIVE MARKET DRIVEN SKILLS SUPPLEMENT (MDSS)

DEPARTMENT OF SAFETY & EMERGENCY SERVICES REGIONAL 911

SPEC NO. TITLE PG 10884 911 Quality Assurance Specialist CL13

REVISIONS

SPEC NO. TITLE PG 03462 Assistant County Attorney 1 SM7 03464 Assistant County Attorney 2 SM3a 18772 Board Reporter CL12 18776 Board Reporter, Senior CL14 03480 Chief Assistant County Attorney E2 02490 Environmental Program Manager CL20 03442 Legal Administrative Assistant P2 03478 Managing Assistant County Attorney SM1 03470 Senior Assistant County Attorney SM2b

III.1.

2018 Changes to the Pinellas County Employee Health Plan

Due to the anticipated increase in health care costs, the budget for the Pinellas County Employee Health Fund for FY2018 is ten percent (10%) higher than the FY2017 budget. Human Resources has been working with our benefits consultant, Willis Towers Watson, to identify short-term and long-term strategies to manage these rising costs in a fiscally responsible manner.

During the month of July 2017, Human Resources met with each Appointing Authority, and collectively on August 4, 2017, to discuss possible changes to the Employee Health Plan. The following items received broad support and have therefore been identified for implementation on January 1, 2018. These changes have also been discussed with the Employees’ Advisory Council representatives at their July and August 2017 meetings.

1. Prescriptions: Exclusive Smart90/Walgreens

Description Decision Factors Est. Savings Express Scripts (ESI) Smart90 program requires members to fill maintenance medications through Walgreens or ESI Home Delivery. By limiting the retail option to Walgreens, savings are achieved through deeper discounts.

• Maintenance medication, with a 90-daysupply, can currently be filled either throughExpress Scripts Home Delivery or at a retailpharmacy

• 17% of maintenance scripts are filled throughmail order

• Of the remaining 83% of maintenance scripts,our members fill 44% at Walgreens, whichmakes Walgreens the most utilized pharmacy

$300,000 annually

2. Tobacco Premium

Description Decision Factors Est. Savings Introduce a $600 annual premium for employees (not dependents) who are tobacco users and do not complete a tobacco cessation program. Users are identified through an employee attestation at Annual Enrollment. A tobacco user is defined as someone who has used tobacco, including e-cigarettes, once in the past six months.

• The CDC and other reputable organizationshave published evidence regarding the harmfuleffects of tobacco use. Studies have suggestedthat tobacco users cost businesses, on average,more than $6,000 per year when compared tonon-tobacco users.

• The premium will be assessed based on anattestation that employees complete duringonboarding or Annual Enrollment

• About 50% of large employers currentlyimpose a tobacco premium, and a growingnumber of employers (including SarasotaCounty) have policies prohibiting hiring oftobacco users.

• Tobacco-using employees may have thepremium waived upon successful completionof a tobacco cessation program (free of chargeto employees).

$180,000 annually

III.2.

https://www.cdc.gov/tobacco/data_statistics/fact_sheets/health_effects/effects_cig_smoking/index.htm

3. Employee Premium Contribution Minor adjustments to the employee’s share of the premium will help move Pinellas County’s Health Fund toward a more sustainable fiscal position and keeps us as an employer in a competitive position with our peers. Employee (EE) % Contribution Change Tier EE % Share

Peer* Average 2017 EE Share Pinellas County

2018 EE Share Pinellas County

Employee 13.2% 2.2% 2.7% Employee + Spouse 23.2% 14.0% 15.0% Employee + Child(ren) 19.0% 12.6% 13.2% Employee + Family 22.2% 16.3% 17.2%

Employee (EE) $ Contribution Change Per Pay Tier EE $ Share

Peer* Average 2017 EE $ Share

Per Pay 2018 EE $ Share

Per Pay $ Increase Per Pay

Employee $45.43 $8.36 $10.45 $2.09 Employee + Spouse $165.18 $107.69 $120.61 $12.92 Employee + Child(ren) $136.52 $91.64 $96.22 $4.58 Employee + Family $198.66 $181.29 $197.61 $16.32

*Peer group includes Hillsborough County, City of Lakeland, Lee County, Manatee County, Pinellas County, Sarasota County, Seminole County, St. Lucie County, City of St. Petersburg, and City of Tampa

4. Domestic Partner Coverage Employees covering domestic partners will be asked to provide updated affidavits and supporting documentation during Annual Enrollment. This is standard practice for organizations that offer this benefit.

Annual Enrollment Communication Plan Annual Enrollment is scheduled for Oct. 30 through Nov. 17, 2017. The HR team has been developing our communication strategy which includes the following: Sept. 15 – Annual Enrollment website launched Sept. 15 – Annual Enrollment information and “What’s New” covered in The Pen Sept. 18-30 – Employee meeting announcements and start of Two-Minute Tuesday videos Oct. 1 – Mailers sent to employees Oct. 2-23 – Employee meetings at various County locations Oct. 5 – To Your Health Oct. 16 – More coverage in The Pen Nov. 1-17 – Offer “Benefit Rep On-Site” days for drop-ins, questions, enrollment assistance at various County locations

OPUS – Employee Leave componentNavigation: PIN Employee Self Service > Absence Management > Absence Summary tab

Navigation: PIN Employee Self Service > Absence Management > Entitlement Balances tab

III.3

https://opusint.co.pinellas.fl.us/OA_HTML/RF.jsp?function_id=12238&resp_id=50659&resp_appl_id=800&security_group_id=0&lang_code=US&params=g8ESsKNfyIG9g-N-BrRmVEK35RvIrMoTXDRhgS6iNOI&oas=fI3zOdGdAL6ObL8kmg7BNw..

https://opusint.co.pinellas.fl.us/OA_HTML/RF.jsp?function_id=12238&resp_id=50659&resp_appl_id=800&security_group_id=0&lang_code=US&params=g8ESsKNfyIG9g-N-BrRmVEK35RvIrMoTXDRhgS6iNOI&oas=fI3zOdGdAL6ObL8kmg7BNw..

OPUS – PIN PAY Supervisor Hours Detail Report

1. Click on PIN Manager Self Service

2. From the menu, under Reports, select “Schedule”


3. Enter “PIN” in program name field, you will get a list. Select “PIN PAY Supervisor Hours Detail Report”. Click Next.


4. Fill in all the parameters from the corresponding list for each field. You can click on the magnifying glass, then “Go” for a list of values to selectfor each field. Then click “Next”.

Note: Leave the Employee Name field blank to show all employees for that supervisor. If you enter invalid dates or dates for which the payroll has not yet run, the entire report will show no results.

The following breakouts are available to choose from in the * Hours Category drop-down field:

ALL PAID HOURS REPORT COMP HOURS REPORT VARIOUS EXCHANGE HOURS REPORT FLOATS AND PERSONAL REPORT FMLA HOURS USED REPORT LEAVE DETAIL REPORT VARIOUS LWP HOURS REPORT OVERTIME WORKED REPORT HRS UNSCHEDULED HOURS REPORT HOURS WORKED REPORT


5. To schedule the report to run immediately, just click “Next” button.


6. On this screen, you can set the formatting of the report. The default format is PDF. Then click the “Next” button.


7. On this screen, you can schedule Notifications for yourself or others. The Notification will appear under All Actions Awaiting Your Attention with a link to the report. If you do not wish to schedule a Notification, just click the “Next” button.


8. On this screen, you can give a printer name to print the report. Or you can review the output at the end of the process then print results. Click the “Next” button when ready to proceed to the next step.

Note: Printing is not recommended since the information is easily accessible online at any time.


9. Review all the details entered in the previous screens, at this point if you want to make any changes, please do so, by clicking the “Back” button. Otherwise click “Submit”.


10. This screen gives the request ID. Press OK.

11. Click Output to view the results. You can print or save it to your local directory.

12. On the Report Screen that shows your output, you can use the browser’s Back button to return to the OPUS System. 13. The system saves your requests in the list above. 14. Once you accumulate several reports, you may use this drop down menu to refine your search for a past report. Note: it defaults to view the reports from the “Last 24 hours”

30-AUG-2017 09:43:33

LEAVE DETAIL REPORT ==========================================================

Page 1 of 3

ORGANIZATION: HRD:Human Resources Services

SUPERVISOR: White, Mr. Christopher M (Chris)

From: 09-JUL-2017 To: 19-AUG-2017

Employee No: 3754 Name: James, Mrs. Janie Fields

Date Earned Element Name Hours=========== ============= ===== 14-JUL-17 Annual Leave Scheduled 8.00

17-JUL-17 Annual Leave Scheduled 8.00

03-AUG-17 Annual Leave Scheduled 8.00


14-AUG-17 Floating Holiday 8.00




17-AUG-17 Annual Leave Unscheduled 2.00


Employee Total: 72.00 Hours

Employee No: 19542 Name: Withrow, Mr. Jeffrey S



11-JUL-17 Annual Leave Unscheduled 0.75

30-AUG-2017 09:43:33


Page 2 of 3




20-JUL-17 Floating Holiday 2.00










Employee No: 27198 Name: Fields, Mr. Gene

Date Earned Element Name Hours=========== ============= ===== 09-AUG-17 Annual Leave Scheduled 3.50



Employee No: 28324 Name: McKee, Ms. Barbara A



30-AUG-2017 09:43:33


Page 3 of 3

Date Earned Element Name Hours=========== ============= =====












Employee No: 28930 Name: White, Mr. Christopher M (Chris)

Date Earned Element Name Hours=========== ============= =====





Employee Count: 5 ORG Total Hours: 222.75 Hours

APPROVED BY THE EAC

Employees’ Advisory Council – Representative Meeting Minutes County Office Annex, Room 429, Clearwater, FL Wednesday, July 19, 2017, 2:30 p.m. – 4:30 p.m.

Call to Order The EAC Representative meeting was called to order at 2:30 p.m. by Chair Lisa Arispe. Henry Gomez joined the meeting representing BCC Group 1 in the absence of Representative Mario Rugghia.

Approval of Minutes Donna Beim motioned to approve the EAC Representative Minutes for June 21, 2017. The motion was seconded by Clare McGrane.

Comments from Holly Schoenherr, Director of Human Resources Holly mentioned that the Total Compensation Statements were mailed out to all employees. The feedback has been mostly positive from the employees.

HCP Associates will be distributing the invitation for the employee survey on August 14, 2017 via email. All employees are encouraged to participate. The purpose of this survey is to gather information regarding the work environment.

Evergreen Solutions reported that 86% [ later updated to 91% ] of employees completed the Job Assessment Tool (JAT). The average participation for this type of study is 70%. The supervisors are reviewing the JATs for their employees during the weeks of July 17-31, 2017. So far 42% of the supervisors have completed their review and added comments if appropriate.

The posting for Human Resources Workforce Manager has closed. There were 111 applicants. Holly has conducted 24 telephone interviews. She has selected 5 candidates to interview in person during the week of July 17-21, 2017. A member of the EAC will be asked to participate in the interview process.

Tim Closterman presented information regarding the Suggestion Awards Program. The committee met last month regarding the suggestions which have been submitted the past quarter. Tim provided information on each suggestion and the status of each one. During 2016, eight suggestions were received and 50% were approved by the committee. The EAC is considering a new proposal be developed for the suggestions which are approved. Currently if a suggestion is adopted, employees may receive a cash reward of 10% of the estimated cost saving for the first year, up to $2,500. The Council would like higher money rewards implemented considering the long term saving for the County. Information on the Suggestions Awards Program can be found on the Human Resources website [ visit www.pinellascounty.org/hr/suggestion ].

Carol Feskanin, Benefits and Wellness Manager, has been meeting with our healthcare consultants to review possible changes to health insurance benefits. Carol provided a summary of benchmarking data compiled by several surrounding counties regarding the contributions made by the employees and the employer. In aggregate, Pinellas County contributes more money for the employees’

III.4.

http://www.pinellascounty.org/hr/suggestion

insurance then most of the surrounding counties. Since 2008, Pinellas County has been absorbing the increases in the health insurance premiums and may need to balance some of the costs with the employees. It is also a consideration to implement a tobacco premium for employees. If an employee completes a tobacco cessation program (covered at no cost), the tobacco premium can be removed. Pinellas County is projecting a 10% increase to the health fund expenditures for FY18. Carol will keep the EAC apprised of any potential changes to the benefits. Ashley Skubal asked if a wellness incentive could be included in 2018 for employees that complete an annual preventive dental exam/cleaning and an annual eye exam. Carol will discuss this suggestion with Crystal who oversees the incentives. New Business Lisa met with some employees from Hillsborough County who requested information on the EAC and the Employee Advocate program. There are many differences between the counties. In Hillsborough County, each Appointing Authority has their own progressive discipline and they each have their own set of rules. Hillsborough County also does not have EAC delegates.

Elections – Ashley Skubal made a motion to approve the Employees’ Advisory Council Election Procedures as written. Donna Beim seconded the nomination. Vote passed unanimously. The EAC election process will begin in the fall. EAC Representative areas up for election include: BCC Group 1, BCC Group II, BCC Group VII, BCC Group VIII, Supervisor of Elections, Clerk North, Property Appraiser’s Office, and At-Large. Old Business Ashley mentioned that an employee is being charged for a prescription which is supposed to be free. Carol replied that Benefits has been in contact with that person. Pinellas County is not considering any changes in benefits for maternity leave. The federal FMLA rules are followed. If an employee wishes to take additional time off beyond FMLA, they should discuss leave/other time off options with their supervisor.

Adjourned Peg Poole made a motion to adjourn at 4:30. Ashley Skubal seconded the motion. Lisa Arispe* Richard Carvale* Peg Poole* Linda Cahill* Bill Gorman Donna Beim* Clare McGrane* Doris McHugh* Alicia Parinello* Randy Rose* Mario Rugghia Ashley Skubal* Charles Toney Lisa Wright Marion Nuraj* *EAC Representatives in attendance at this meeting.

http://www.pinellascounty.org/hr/eac/pdf/EAC-Election-Procedures.pdf

http://www.pinellascounty.org/hr/eac/pdf/EAC-Election-Procedures.pdf

APPROVED BY THE EAC

Employees’ Advisory Council – Delegate Meeting Minutes

Extension Services, 12520 Ulmerton Road, Largo, FL Thursday, July 27, 2017, 8:00 a.m. – 10:00 a.m.

Call to Order The EAC Delegate meeting was called to order at 8:05 a.m. by Chair, Lisa Arispe. Guest Speaker Alan Bollenbacher, Pinellas County Utilities, provided an overview of the Utilities Maintenance division and the need for qualified people to perform the job duties. With the assistance of Jack Loring from Human Resources a Personal Development Program is now in place whereby employees can be afforded the opportunity to obtain the training and on-the-job hours required in order to secure licenses for certain jobs. Anyone who may be interested in further information regarding this program may contact Alan directly at (727) 464-5825. Comments from Holly Schoenherr, Director of Human Resources Holly spoke about the upcoming Employee Voice Survey and the importance for all employees to participate. The survey will be conducted through our consultants, HCP Associates, not Human Resources. Sarah Lindemuth with HCP Associates spoke about the employee survey which will distributed in August. This survey will gather information regarding the work environment. Employees can provide both positive and negative information. Anonymity is very important; therefore, demographic information will not be reported at the department level and will only be reported as summarized totals for Appointing Authorities with 150+ employees. The survey will be launched on August 14, 2017 to all employees. Employees needing assistance completing the survey may call HCP Associates at (813) 318-0565. Paper surveys can be requested from HCP Associates also. Information can also be obtained at: [email protected] or www.pinellascounty.org/hr/employeevoice. Jack Loring, Classification and Compensation Division, discussed the proposal being presented to the Personnel Board to provide all classified employees with a 2% pay grade adjustment. The last paygrade adjustment was in 2015. If approved, all employees will receive communications from Human Resources outlining the calculations performed to make the pay adjustments. The Personnel Board will vote on this proposal during either the August 3, 2017 or September 7, 2017 meeting. A separate proposal is also on the table for a 3% general increase. The final budget approval by the BCC takes place in September. If approved, the pay grade adjustment of 2% and the general increase of 3% will take effect October 1, 2017.

The Job Assessment Tool (JAT) has concluded with Evergreen Solutions reporting that 91% of County employees participated in the questionnaire. Evergreen Solutions has begun evaluating and comparing the individual pay classes. Updates on the Classification & Compensation Study can found on the Human Resources website at www.pinellascounty.org/hr/study.

Holly explained the differences between the Classification & Compensation Study and the Employee Survey. The Classification & Compensation Study addresses the work performed by employees and the Employee Survey addresses the work experience at Pinellas County. The proposed 2% pay grade increase and the 3% general increase are not related to either study.

mailto:[email protected]

http://www.pinellascounty.org/hr/employeevoice

http://www.pinellascounty.org/hr/study.

Suggestion Awards Committee Donna Beim shared information regarding the Suggestion Awards Program offered by Pinellas County. She encouraged the delegates to request their coworkers submit cost saving ideas where currently they can be awarded up to $2,500. The Appointing Authorities have suggested for the EAC to make suggestions to enhance the current program to encourage more participation. The EAC would like the awards to be increased and have a variety of types of awards other than a one-time payout for the cost savings for the County. New Business Lisa Arispe provided an update on the Workforce Manager opening to replace Bryan Cook who took another position in Monroe County. Interviews of candidates will be conducted in August. The EAC will be involved in the interviews. Elections for EAC Representatives will be conducted in late November. Voting will be conducted electronically through Survey Monkey. The areas to elect representatives include: BCC Group 1, BCC Group II, BCC Group VI, BCC Group VIII, Supervisor of Elections, Clerk North, Property Appraiser’s Office, and At-Large. Nominations will be accepted in October. Communication will be distributed closer to the nomination period. Adjourned Lisa Arispe* Richard Carvale* Peg Poole* Linda Cahill Bill Gorman* Donna Beim* Clare McGrane* Doris McHugh* Alicia Parinello* Randy Rose* Mario Rugghia* Ashley Skubal* Charles Toney Lisa Wright Marion Nuraj* *EAC Representatives in attendance at this meeting.

Published by the Pinellas County Human Resources Department. Issues for previous months are found at www.pinellascounty.org/hr/leadership.

Our increasingly diverse workplace presents many opportunities for us to experience differences of opinion. Today, more and more individuals appear to be openly expressing those opinions. This can lead to passionate and spirited discussions that at times spill over into the workplace. Pinellas County expects all who enter our workplace to be treated with dignity and respect. We must maintain this standard and foster a respectful workplace even when reasonable people disagree strongly about matters near and dear to their hearts and their values. With the daily doses of disrespect in the mainstream and social media and the frequent exposure to partisan rhetoric, it can be challenging to avoid mirroring this potentially disruptive behavior in the workplace. But disrespectful, rude, and discourteous behavior is counterproductive to Pinellas County Government’s mission and poses a significant threat to the well-being of employees and their ability to effectively serve our citizens. It can lead to decreased morale, loss of productivity, stress, anxiety, absenteeism, and damaging conflicts. How can we maintain civility in our workplace while it appears to be eroding in the society at large? First, begin by leading by example. No matter how fundamentally you may disagree with someone’s views, you can set the example by treating them respectfully and engaging in calm discussions. Keep the workplace respectful by:

• Communicating openly, honestly, and courteously

• Treating people as they wish to be treated • Addressing conflict constructively, and • Holding others accountable for disrespectful

behavior

Pinellas County compensates its employees to engage in their assigned work. Conversations should not

Maintaining Civility in the Workplace

disrupt County operations. It’s important to avoid interfering with the productivity or morale of our workplace. Conversations should not become loud, disrespectful, or animated. They should also not draw employees away from their assigned work. If you are on the receiving end of disrespectful behavior, the first step you can take is to respectfully inform the other party that the conversation offends you or is interfering with your work. Explain why and ask the other party to stop. If the other party does not respect your wishes, inform your management so they have an opportunity to address it. If you observe disrespectful or disruptive behavior and feel comfortable providing feedback to that individual, do so in a respectful manner. If you are not comfortable, report it to management. If you are the instigator of disrespectful or disruptive behavior in the workplace, stop as soon as you become aware that your behavior is offending others. If you do not stop, this can lead to disciplinary action, up to and including termination. If you are management either observing or receiving a report of disrespectful or disruptive behavior, address it immediately through counseling. Consider discipline for more egregious behaviors. Ensure that you are fairly enforcing standards of good behavior by not treating the expression of points of view you disagree with more harshly than those you favor. Pinellas County’s Anti-Harassment Policy also reminds us that we cannot create an offensive or hostile work environment by disparaging another’s race, color, national origin, religion, gender, sexual orientation, disability, pregnancy, age, political affiliation, military status, or any other characteristic protected by law. Training classes on the updated Anti-Harassment Policy are available for supervisors and employees. Keep Pinellas County a respectful place to work.

SEPTEMBER 2017

SIGN UP: Any employee may request a new issue be emailed each month by subscribing to Leadership Notes newsletter.

L E F T – R I G H T | R E D – B L U E | O L D – N E W | F O R – A G A I N S T

http://www.pinellascounty.org/hr/leadership

http://www.pinellascounty.org/hr/pdf/policies_proc/anti-harassment-policy.pdf

http://www.pinellascounty.org/hr/training/pdf/Consortium-Training-Catalog.pdf

http://www.pinellascounty.org/hr/training/pdf/Consortium-Training-Catalog.pdf

https://www.surveymonkey.com/r/dr9xybb

Request enrollment for classes in OPUS. Users without OPUS access may register through their training coordinator. Class dates and times are subject to change. Not all classes are open to non-County Consortium members. Contact Training & Development at 464-3796 or email [email protected].

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