The Florida Senate

¹110.2035  Classification and compensation program.--

(1)  The Department of Management Services shall establish and maintain a classification and compensation program addressing Career Service, Selected Exempt Service, and Senior Management Service positions.

(2)  The program shall consist of the following:

(a)  A position classification system using no more than 38 occupational groups and up to a 6-class series structure for each occupation within an occupational group. Additional occupational groups may be established only by the Executive Office of the Governor after consultation with the Legislature.

(b)  A pay plan that shall provide broad-based salary ranges for each occupational group and shall consist of no more than 25 pay bands.

(3)  The following goals shall be considered in implementing and maintaining the program:

(a)  The classification system must significantly reduce the need to reclassify positions due to work assignment and organizational changes by decreasing the number of classification changes required.

(b)  The classification system must establish broad-based classes allowing flexibility in organizational structure and must reduce the levels of supervisory classes.

(c)  The classification system and pay plan must emphasize pay administration and job-performance evaluation by management rather than emphasize use of the classification system to award salary increases.

(d)  The pay administration system must contain provisions to allow managers the flexibility to move employees through the pay ranges and provide for salary increase additives and lump-sum bonuses if authorized by the Legislature.

(4)  The classification system shall be structured such that each confidential, managerial, and supervisory employee shall be included in the Selected Exempt Service, in accordance with part V of this chapter.

(5)  The department shall establish, by rule, guidelines with respect to, and shall delegate to the employing agencies, where appropriate, the authority to administer the following:

(a)  Shift differentials.

(b)  On-call fees.

(c)  Hazardous-duty pay.

(d)  Advanced appointment rates.

(e)  Salary increase and decrease corrections.

(f)  Lead-worker pay.

(g)  Temporary special duties pay.

(h)  Trainer-additive pay.

(i)  Competitive area differentials.

(j)  Coordinator pay.

(k)  Critical market pay.

The employing agency must use such pay additives as are appropriate within the guidelines established by the department and shall advise the department in writing of the plan for implementing such pay additives prior to the implementation date. Any action by an employing agency to implement temporary special duties pay, competitive area differentials, or critical market pay may be implemented only after the department has reviewed and recommended such action; however, an employing agency may use temporary special duties pay for up to 3 months without prior review by the department. The department shall annually provide a summary report of the pay additives implemented pursuant to this section.

(6)  The department shall adopt any rules necessary to implement the classification and compensation program to include Career Service, Selected Exempt Service, and Senior Management Service positions consistent with the plan submitted to the Legislature on December 1, 2001; however, the adopted plan shall include pay bandwidths of 150 percent for each occupational group except the manager and executive occupational groups. The department may adopt emergency rules if necessary to implement this program by July 1, 2002.

History.--s. 14, ch. 2001-43; ss. 42, 43, ch. 2002-402.

¹Note.--

A.  Section 42, ch. 2002-402, amended s. 110.2035 "[i]n order to implement Specific Appropriation 2163 and Section 8 of the 2002-2003 General Appropriations Act."

B.  Section 43, ch. 2002-402, provides that "[t]he amendment of section 110.2035, Florida Statutes, by this act shall expire on July 1, 2003, and the text of that section shall revert to that in existence on June 30, 2002, except that any amendments to such text enacted other than by this act shall be preserved and continue to operate to the extent that such amendments are not dependent upon the portions of such text which expire pursuant to the provisions of this act." Effective July 1, 2003, s. 110.2035, as amended by s. 43, ch. 2002-402, will read:

110.2035  Classification and compensation program.--

(1)  The Department of Management Services, in consultation with the Executive Office of the Governor and the Legislature, shall develop a classification and compensation program. This program shall be developed for use by all state agencies and shall address Career Service, Selected Exempt Service, and Senior Management Service classes.

(2)  The program shall consist of the following:

(a)  A position classification system using no more than 50 occupational groups and up to a 6-class series structure for each occupation within an occupational group. Additional occupational groups may be established only by the Executive Office of the Governor after consultation with the Legislature.

(b)  A pay plan that shall provide broad-based salary ranges for each occupational group.

(3)  The following goals shall be considered in designing and implementing the program:

(a)  The classification system must significantly reduce the need to reclassify positions due to work assignment and organizational changes by decreasing the number of classification changes required.

(b)  The classification system must establish broad-based classes allowing flexibility in organizational structure and must reduce the levels of supervisory classes.

(c)  The classification system and pay plan must emphasize pay administration and job-performance evaluation by management rather than emphasize use of the classification system to award salary increases.

(d)  The pay administration system must contain provisions to allow managers the flexibility to move employees through the pay ranges and provide for salary increase additives and lump-sum bonuses.

(4)  The classification system shall be structured such that each confidential, managerial, and supervisory employee shall be included in the Selected Exempt Service, in accordance with part V of this chapter.

(5)  The Department of Management Services shall submit the proposed design of the classification and compensation program to the Executive Office of the Governor, the presiding officers of the Legislature, and the appropriate legislative fiscal and substantive standing committees on or before December 1, 2001.

(6)  The department shall establish, by rule, guidelines with respect to, and shall delegate to the employing agencies, where appropriate, the authority to administer the following:

(a)  Shift differentials.

(b)  On-call fees.

(c)  Hazardous-duty pay.

(d)  Advanced appointment rates.

(e)  Salary increase and decrease corrections.

(f)  Lead-worker pay.

(g)  Temporary special duties pay.

(h)  Trainer-additive pay.

(i)  Competitive area differentials.

(j)  Coordinator pay.

(k)  Critical market pay.


The employing agency must use such pay additives as are appropriate within the guidelines established by the department and shall advise the department in writing of the plan for implementing such pay additives prior to the implementation date. Any action by an employing agency to implement temporary special duties pay, competitive area differentials, or critical market pay may be implemented only after the department has reviewed and recommended such action; however, an employing agency may use temporary special duties pay for up to 3 months without prior review by the department. The department shall annually provide a summary report of the pay additives implemented pursuant to this section.