2000 state of florida career service salary surveyaverages that are representative of public and...

2000 STATE OF FLORIDACAREER SERVICESALARY SURVEY

Final Report to the Legislature

SUBMITTED TO:

DEPARTMENT OF MANAGEMENT SERVICESSTATE OF FLORIDA

HUMAN RESOURCE MANAGEMENT4040 ESPLANADE WAY, SUITE 350

TALLAHASSEE, FLORIDA 32399-0950(850) 922-5449

SUBMITTED BY:

MGT OF AMERICA, INC.2123 CENTRE POINTE BOULEVARD

TALLAHASSEE, FLORIDA 32308(850) 386-3191

December 4, 2000

TABLE OF CONTENTS

PAGE

EXECUTIVE SUMMARY .................................................................................................i

1.0 INTRODUCTION.............................................................................................. 1-1

2.0 METHODOLOGY ................................................................................................2-1

3.0 SALARY SURVEY RESULTS ..............................................................................3-1

4.0 BENEFITS ANALYSIS RESULTS.................................................................... 4-1

5.0 LINKING SALARY AND BENEFITS................................................................. 5-1

6.0 GEOGRAPHICAL ANALYSIS OF COMPENSATION IN THE FLORIDALABOR MARKET ............................................................................................. 6-1

7.0 OVERALL FINDINGS....................................................................................... 7-1

APPENDICES:

Appendix A: RegionsAppendix B: Organizations SurveyedAppendix C: Class and Functional Area IndexAppendix D: Competitive Area DifferentialsAppendix E: Survey Instrument

EXECUTIVE SUMMARY

MGT of America, Inc. Page i

EXECUTIVE SUMMARY

This executive summary of the 2000 State of Florida Career Service Salary

Survey presents the key findings and issues associated with this year's analysis of

public sector compensation patterns in the State of Florida. For the third consecutive

year, MGT of America, Inc. (MGT), a national management consulting firm, was

selected to assist the Florida Department of Management Services (DMS) in the

preparation of this report. MGT conducted the survey in an independent manner;

however, the production of this report was a team effort in conjunction with DMS staff.

The study's primary purpose is to identify the compensation and benefits levels of

a broad range of employers within the State of Florida and compare these levels with

the compensation packages provided by the State of Florida. In addition, compensation

levels in other states were also analyzed to place Florida within the national framework.

An additional feature of this year's study is a detailed geographic analysis of the State’s

labor market. Employers throughout the State were surveyed in order to supply market

averages that are representative of public and private sector entities in each geographic

area of the State. Overall, the salary survey is part of an ongoing effort to provide the

State with the foundation needed to create a dynamic classification and compensation

structure.

Chapter 2.0 describes the methodology employed in detail and parallels the

approach used in the two previous years. Every attempt was made to maintain

consistency with past studies to ensure comparability with previous studies. In 1999

DMS staff and the MGT project team decided through a review of current and historical

pay practices that MGT would develop a survey document that included 88 benchmark

classes, as well as an extensive number of benefits questions. Six hundred (600)

Executive Summary

MGT of America, Inc. Page ii

surveys were sent to a mix of public and private employers. These employers included

municipalities, counties, hospitals, community colleges, sheriff departments, school

districts, private organizations, private correctional facilities, water management districts,

universities, and all of the remaining 49 U.S. State governments. Of the total number of

surveys distributed, two hundred twenty-three (223) usable responses were received for

a total response rate of 37.2 percent.

The distribution of surveys included the following regions within the State:

Northwest, Northeast, Central, Southwest, and Southeast Florida. This distribution was

designed to account for geographical differentials in the cost of living, the demand for

labor, and the necessity of sampling the State of Florida’s regional competitors.

The survey was constructed by developing concise class descriptors and by

formatting questions to collect the matching title, the degree of similarity between the

surveyed organization's class and the State's class, minimum and maximum salary,

actual hiring rate, and the number of full-time equivalent positions. Likewise, analyses

focused on comparing minimum and maximum salaries, actual hiring rates, and full-time

equivalent position data by cross tabulating organizational and regional averages.

Based on the results presented in Chapter 3.0, State of Florida averages are

lower than or equal to market hiring rates in 60 percent of the surveyed classes. Of

these classes, the State pays 28 classes at a rate 15 percent below the survey average,

and pays nine classes at a rate greater than 15 percent above the survey average.

Exhibit 1 below lists those State classes furthest below market average; Exhibit 2 lists

those State classes furthest above market average. Although the majority of positions

below market average are spread fairly evenly across functional areas, those positions

above market average are concentrated in law enforcement, health care, and human

services.

Executive Summary

MGT of America, Inc. Page iii

EXHIBIT 1STATE CLASSES FURTHEST BELOW MARKET AVERAGE

ClassPercentage Below

Market AverageHuman Services Supervisor -90%Planner III -70%Purchasing Supervisor -65%Food Services Administrator -60%Juvenile Detention Officer Supervisor -48%Public Health Nutritionist/Dietician -44%Business Manager III -43%Internal Auditor II -41%Audit Director -38%Computer Operations Supervisor -38%Engineer Supervisor II -37%

Source: 2000 Career Service Salary Survey

EXHIBIT 2STATE CLASSES FURTHEST ABOVE MARKET AVERAGE

ClassPercentage Above

Market AverageSpecial Agent 42%Law Enforcement Sergeant 31%Law Enforcement Captain 30%Law Enforcement Investigator II 26%Law Enforcement Lieutenant 26%Data Base Administrator 22%Senior Registered Nurse Supervisor 19%Registered Nurse Specialist 18%House Parent 17%Food Support Worker 14%

Source: 2000 Career Service Salary Survey

When considering the results by functional areas, 11 of 15 (73 percent) State

hiring rates fall below the market average. Functional areas furthest below market

average include Legal Support (-34 percent); Trades, Operational, and Maintenance

Support (-25 percent); General Services (-23 percent); and Financial Administration (-22

percent). Functional areas above market average include Law Enforcement (29

percent), Management/Administrative Analysis and Research (9 percent), Health Care

(3 percent), and Administrative and Office Support (2 percent).

Executive Summary

MGT of America, Inc. Page iv

When regional differences and competitive area differentials are considered, the

southeastern region of the State has the highest average salary in 67 percent of the

functional areas. When the State of Florida is considered as an additional region, the

State has the highest average salary in 7 percent of all functional areas.

This study assumes that there is a correlation in the labor market between salary

and benefits. This assumption, as explained in Chapter 5.0, states that a job that offers

a salary at less than the market average would offer a benefits package that is

comparably higher than the market average to offset the salary differential. Therefore,

this report analyzes the survey data using a unique methodology that links

compensation and benefits through aggregated analysis and regressed analysis of

survey data.

Based on the results provided in Chapter 4.0 and as discussed in Chapter 5.0, of

the organizations participating in the study, the State of Florida provides one of the most

comprehensive benefits packages. Within the State, the State of Florida ranks first in

benefits as part of the total compensation package. In comparison to other states,

Florida trails only North Carolina, Kansas, and Georgia.

When examined by organizational type, the State of Florida ranks behind school

districts, water management districts, hospitals, and municipalities in the combined

salary/benefits index. The analysis also reveals that the State still maintains a

significant advantage in the labor market in the area of benefits and can continue to use

this advantage when recruiting new employees.

In Chapter 6.0, a detailed analysis of the regional labor market is presented.

When considering public and private sector employees, State employees earn more

than the county average in 52 of 67 (78 percent) counties. Confining the analysis to

public sector employees, the State pays a higher average salary in only 31 of 67 (46

Executive Summary

MGT of America, Inc. Page v

percent) counties. When examining the data by hiring rate, the State has a higher hiring

rate than 42 percent of responding counties.

When the results of this year's study are compared with the previous two years, it

becomes clear that the State of Florida has improved its overall market position

compared with 1999, and is in a better position than in 1998 when examined by

functional area. As seen in Chapter 7.0, the overriding conclusion to be drawn from this

year's data is that the State of Florida is still a leader in the area of benefit provision and

has regained most, if not all, of the ground it lost in the area of compensation vis-à-vis

other organizations between 1998 and 1999. The State will need to continue to keep its

overall market position in mind as it seeks to recruit and maintain a quality work force in

the year ahead.

1.0 INTRODUCTION

MGT of America, Inc. Page 1-1

1.0 INTRODUCTION

In a continuous effort to determine the competitiveness of the State of Florida’s

current compensation plan, the Florida Department of Management Services (DMS)

retained MGT of America (MGT) to assist in its annual salary survey of Career Service

Classes. The goals of the survey include comparing initial compensation levels of 88

benchmark classes to major in-state competitors and out-of-state peers and to

determine if the benefits packages of each organization are comparable.

In order to address these goals, MGT utilized a sound research methodology for

comparative labor market assessments. MGT researchers first worked with the DMS

Project Team to examine the current status of the State’s compensation plan and to

concentrate on the objectives of this year’s study. MGT then proceeded to design a

survey instrument that would best extract this information along with a valid sampling

methodology to ensure that a representative sample of competitors would be drawn.

Additionally, MGT managed the data collection work and completed all analysis of the

data.

To accurately assess the 88 benchmark classes chosen by DMS, 551 surveys

were distributed to a mix of public and private organizations in the State of Florida, while

49 surveys were sent to other states, for a total of 600 surveys distributed. These

institutions fall into the following categories:

! municipalities;! counties;! hospitals;! community colleges;! sheriff departments;! school districts;! private organizations;! private correctional facilities;! water management districts;! universities; and! state governments.

Introduction


Of the 600 surveys sent out, 223 valid responses were received, or 37.2 percent of the

total sample. From this data, various analyses were performed and are presented in the

following chapters. Both the organizational type and regional location were used to

stratify data. Salary data for each classification is then broken down by the minimum,

maximum, midpoint, and hiring rate. Graphs are provided to help visualize the salary

differential in each region. Additionally, descriptive statistics and actual respondent

narratives are included to summarize the benefit data accurately.

Including this Introduction, the 2000 State of Florida Career Service Salary Survey

Report contains seven (7) chapters. Chapter 2.0 details the methodology used in survey

construction, sampling methodology, data collection methodologies, and survey results.

A detailed analysis of all surveyed classes by organizational type and organizational

region is presented in Chapter 3.0. Responses to the benefits portion of the survey are

described and analyzed in Chapter 4.0. The linkage between compensation and

benefits is discussed at length in Chapter 5.0. Chapter 6.0 provides a detailed analysis

of the geographic differences present in Florida’s labor market. Finally, Chapter 7.0

summarizes the overall findings in this year’s report. It also compares reports from the

previous years and evaluates salary trends. Following Chapter 7.0, appendices display

the survey instrument and additional supporting information.

2.0 METHODOLOGY


2.0 METHODOLOGY

This year marks the third consecutive year that MGT and DMS have cooperatively

administered the Career Service Salary Survey and prepared the annual report. The

2000 State of Florida Salary Survey instrument utilizes both mailed and on-line versions

to collect salary and benefits data on 88 benchmark classes. The value of this yearly

report lies in its consistency, its increased depth of scope, and its rigorous collection

methods. Part of the value is manifested in the use of multiple years for comparisons as

well as detailed geographic labor market analysis.

This chapter outlines the processes followed in developing and implementing this

year’s survey, and begins by detailing the construction of the survey instrument for both

the on-line and mailed versions. Data collection processes and data reliability are then

discussed. Finally, overall survey response level and associated implications are

reviewed.

Survey Construction

In both versions of the survey, the instrument was divided into two sections.

Section A included 88 classes selected by DMS from the State of Florida's current

classification plan. Collectively, these classes serve as benchmarks to gauge the

competitiveness of the State’s compensation plan. In the 1999 survey, additional

classes were added to the high turnover classes that were originally included in the 1998

survey. These classes are defined by high turnover rate and FTE's (full-time-equivalent

employees) totaling 50 or greater in the State of Florida. This year, the DMS project

team worked closely with MGT to refine the survey by identifying those classes in the

1999 survey that did not receive responses or received too few to perform a comparison.

Consequently, these classes were eliminated from the survey, resulting in fewer

Methodology


selected classes than previous years. As in the previous instrument, the surveys

collected matching class title, goodness of fit with the State’s respective class, class

salary minimum and maximum, actual hiring rate, and the number of full-time equivalent

(FTE) positions. The instrument used to extract benefits data is located in Section B.

Only minor changes were made this year to the Benefits Survey.

MGT further refined the survey instrument this year by providing on-line survey

access to all potential respondents as an alternative data collection tool. All respondents

were mailed a survey packet with instructions on how to access the MGT survey web

site. Each respondent was given a unique user identification number and password to

ensure privacy. Slightly over 34.5 percent of the respondents used the web site to

record survey information.

Survey Sample Methodology

The 2000 Career Service Salary Survey targeted 600 organizations from the

following categories:

! municipalities;! counties;! hospitals;! community colleges;! sheriff departments;! school districts;! private organizations;! private correctional facilities;! water management districts;! universities; and! state governments.

These organizations were chosen because they compete with the State of Florida for

potential employees and in most cases possess similar labor needs.1 Potential

respondents within each organizational type were determined by how closely each

1 It is important to note that “competitors”, referred to in this document, does not mean statisticallydetermined competitors. In the absence of well-documented exit interview information, it was necessary tomake distribution assumptions based on perception and market realities instead of actual state data.

Methodology


organization’s positions matched the State of Florida's 88 benchmark classes, the

relative importance of the employer, the geographic location of the organization, and the

overall representativeness of the potential respondent. To ensure comparability,

potential respondents in the 2000 survey remain consistent with those selected in the

1999 survey with the following exceptions:

! All Florida counties, sheriff departments, and school districts weresurveyed;

! All U.S. states were surveyed;

! An additional 120 private firms were included; and

! Each Florida university was solicited, individually.

The distribution of respondent organization types appears in Exhibit 2-1.

EXHIBIT 2-1STRATIFICATION OF THE SALARY SURVEY SAMPLE

BY ORGANIZATION TYPE

Organizational Type CountPercentage of

the SampleMunicipality 80 13.3%Hospital 27 4.5%County Govt. 67 11.2%Community College 28 4.7%Sheriff 67 11.2%Water Management District 5 0.8%School District 67 11.2%University 14 2.3%Private Correctional Facility 4 0.7%Supreme Court 1 0.2%Private Firm 190 31.7%Other States 49 8.2%State of Florida 1 0.2%Total: 600 100%*

Additionally, previous surveys have established a pattern of an organization’s

regional location influencing compensation due to geographical differentials in cost of

living and demand for labor. To remain consistent with surveys from previous years, the

Methodology


geographical divisions of Florida have remained unchanged.2 Together, MGT and DMS

established five distinct labor markets in the 1998 Salary Survey: Northwest Florida,

Northeast Florida, Central Florida, Southwest Florida, and Southeast Florida. Appendix

A provides a map and table of Florida and illustrates the location of counties.

Exhibit 2-2 summarizes the number of organizations targeted per region.

Sampling of these potential respondents across geographic regions appears to be

regularly distributed. The Central region is slightly over-sampled due to the relative

population and employers in that area. A listing of all organizations targeted appears in

Appendix B.

EXHIBIT 2-2STRATIFICATION OF THE SALARY SURVEY SAMPLE

BY ORGANIZATION REGION

Region CountPercentage Of

SampleNorthwest 105 17.5%Northeast 118 19.7%Central 128 21.3%Southwest 111 18.5%Southeast 88 14.7%Other States 49 8.2%State of Florida 1 .2%Total 600 100%*

*Due to rounding, the “Percentage of Sample” column total is 100.1%

Organizations in Exhibit 2-3 are further stratified according to their geographical

region. Again, the Central region is more heavily targeted due to the higher

concentration of employers and population.

2 This report contains an additional chapter, Chapter 6, that specifically looks at the geographiccharacteristics of Florida’s labor market.

Methodology


EXHIBIT 2-3SAMPLING DISTRIBUTION COMPARED BY

ORGANIZATIONAL TYPE AND REGION

RegionOrganizational Type Northwest Northeast Central Southwest Southeast TotalCommunity College 5 5 9 5 4 28Private CorrectionalFacility

1 1 0 1 1 4

County Govt. 15 19 14 15 4 67Hospital 6 4 7 3 7 27Municipality 9 9 21 15 26 80Private Firm 31 41 45 41 32 190School District 16 19 13 15 4 67Sheriff 17 16 14 15 5 67Supreme Court 1 0 0 0 0 1University 3 2 4 1 4 14Water Mgmt. District 1 2 1 0 1 5Total 105 118 128 111 88 550

Survey Collection Methodology

Mailing lists for the survey targets were compiled and then approved by the DMS

Project Team. A survey package was then forwarded to each potential respondent.

This year’s packet included a hard copy of the survey instrument, instructions detailing

how to access the survey on-line, and a letter requesting participation from former DMS

Secretary McGurk. The survey mailings occurred on July 7, 2000.

Response rates were initially tracked weekly. As the deadline for responses

approached, tracking was performed on a biweekly, then on a daily basis, so that follow-

up measures could be designed depending on the nature of nonrespondents. On July

19, postcards were sent to all potential survey respondents reminding them of the

upcoming deadline, providing them with contact information and on-line survey

addresses, and extending the response deadline to July 31. On July 28, a phone

campaign was instituted to target nonrespondents. Finally, on July 31, participants were

notified by postcard mailing of an additional deadline extension to August 15. All

responses received by MGT until September 8 were included.

Methodology


Two hundred sixty-five respondents (265), or 44.16 percent of the organizations,

responded to the survey by September 8. Of the 265, 223 responses, or 37.2 percent of

the total, were complete and usable. This is an increase of 59 actual respondents over

last year. Although the percentage is lower than last year, it must be taken into

consideration that this year’s survey incorporated 120 additional private organizations. If

the increased targets were accounted for, the adjusted rate response rate would be 46.5

percent.

Response levels stratified by organizational type are documented in Exhibit 2-4.

As in last year’s survey response rates, organizational types remain within five (5)

percentage points of the expected count with the exception of municipalities and private

organizations.

EXHIBIT 2-4COMPARISON OF ORGANIZATIONAL TYPE RESPONSE LEVELS

Organizational TypeExpected

Count% ofTotal

RespondentsCount

% ofTotal

% Expected -% Actual

Community College 28 4.7 22 9.9 -5.2Private Correctional Facility 4 0.7 0 0 0.7County Govt. 67 11.2 30 13.5 -2.3Hospital 27 4.5 7 3.1 1.4Municipality 80 13.3 53 23.8 -10.5Private Firm 190 31.7 21 9.4 22.3School District 67 11.2 20 9 2.2Sheriff 67 11.2 37 16.6 -5.4Supreme Court 1 0.2 0 0 0.2University 14 2.3 9 4 -1.7Water Management District 5 0.8 3 1.3 -0.5State of Florida 1 0.2 1 0.4 -0.2Other States 49 8.2 20 9 -0.8Total 600 100* 223 100*Average .02*Due to rounding, the “% of Total” columns will not exactly equal zero.

The underrepresentation of private organizations is a function of a variety of factors,

including a concern with revealing information to competitors, smaller human resource

Methodology


functions, and an inability to assemble the necessary data within the survey’s time

constraints. The MGT-DMS Project Team utilized multiple methods, including phone

calls and faxes, to try to overcome these obstacles. Due to these efforts, private firms

increased their representation by three (3) percentage points from last year, yet they

continue to represent a low proportion of the sample. Despite these low counts, the

results are factored into the conclusions. The overrepresentation of municipalities

enhances the survey because of the comparability between municipalities and the State

of Florida classifications and the fact that municipalities are the state's largest

competitor.

EXHIBIT 2-5COMPARISON OF RESPONSE LEVELS BASED ON REGION

RegionExpected

Count% of

Total*Respondents

Count% of

Total*% Expected -

% ActualNorthwest 105 19.1 42 20.8 -1.7Northeast 118 21.5 36 17.8 3.7Central 128 23.3 54 26.7 -3.4Southwest 111 20.2 37 18.3 1.9Southeast 88 16.0 33 16.3 -0.3Total 550 100 202 100.0Average 0.2*Due to rounding, “% of Totals” column totals are within .1% of 100.

Regionally, the difference between expected and actual responses averages two-

tenths. Furthermore, all of the differences fall within four (4) percentage points of the

average. The Northeast and Southwest regions were the only two below the expected

value.

To further demonstrate that the respondents are distributed in a representative

manner, Exhibit 2-6 is included. Respondents for each organizational type are

categorized by region. Hospitals are underrepresented in the Southwest region, and no

region had any respondents from a private correctional facility.

Methodology


EXHIBIT 2-6RESPONSES BY ORGANIZATION TYPE AND REGION

Organizational Type Northwest NortheastRegionCentral Southwest Southeast Total

Community College 5 5 8 3 1 22Private CorrectionalFacility

0 0 0 0 0 0

County Govt. 6 7 9 5 3 30Hospital 2 1 2 0 2 7Municipality 7 8 14 9 15 53Private Firm 8 4 3 2 4 21School District 4 2 7 5 2 20Sheriff 6 6 8 13 4 37Supreme Court 0 0 0 0 0 0University 3 2 2 0 2 9Water Mgmt District 1 1 1 0 0 3Total 42 36 54 37 33 202

Slight differences from 1999 to 2000 in overall representation per organization do

exist. The most pronounced change is the increase in representation across regions,

with the exception of the Southeast. From an organizational viewpoint, only water

management districts provided fewer respondents than last year, and the responses

differ only by one.

Data Reliability and Cleaning

To ensure accurate and reliable results, MGT staff was charged with data

verification. Each survey was checked to ensure that appropriate matching class titles

were selected and pay ranges were checked for reasonableness. Out of the 223

surveys received, none provided responses that required further investigation. In the

interest of comparability, hourly salaries were adjusted to reflect a typical 2,080 hour

year. When hiring ranges rather than fixed amounts were listed, the average was taken

and listed as the hiring range. In the case of the State of Florida, when no FTEs are

listed for a class, the salary information was taken from the previous fiscal year. If the

Methodology


position was not filled at that time, the minimum of the salary range is listed as the hiring

rate. However, it is important to note that this was a relatively rare occurrence.

Structure of Comparisons

In order to understand the State of Florida's ability to attract employees, the hiring

rate serves as the primary point of comparison. The hiring rate is the best indicator of

the barriers to attracting employees as well as short-term retention capability of the

employer. By focusing on the point of entry, annual uniform comparisons are possible.

DMS supplied salary and benefits data to MGT in the same format as other

respondents. Salary data was provided in the same form as last year, by basing

responses on the average of the actual hiring rate. Using actual data rather than

projections provides a more realistic estimate of state hiring rates. In addition, hiring rate

data is combined with the benefits index to determine the relative position of the State of

Florida vis-à-vis its competitors.

Conclusion

The primary difference between the 1999 and 2000 salary surveys is that this

year’s survey exhibits a general increase of respondents. All categories, with the

exception of water management districts, counties, and hospitals, showed a higher

response rate. The largest increase was found in the sheriffs’ departments, followed by

the school districts and private firms. Exhibit 2-7 displays the organizational types and

the number of respondents in 1999 and 2000 and the change between years.

Methodology


EXHIBIT 2-7DIFFERENCES IN RESPONDENTS BETWEEN 1999 AND 2000

OrganizationReporting in

1999Reporting in

2000Change

from 1999 to 2000Community College 19 22 3Private Correctional Facility 0 0 0County Govt. 32 30 -2Hospital 9 7 -2Municipality 46 53 7Private Firm 11 21 10School District 10 20 10Sheriff 21 37 16Supreme Court 0 0 0University 0 9 9Water Management District 4 3 -1State of Florida 1 1 0Other States 10 20 10

3.0 SALARY SURVEYRESULTS

CODE 1427ACCOUNTANT I(Financial Administration)

Survey Averages

Organization FTE MIN MIDPOINT MAX Hiring RateMunicipality 53 $15,919 $35,376 $54,832 $26,913Hospital 36 $19,500 $39,627 $59,753 $30,325County 148 $14,040 $33,530 $53,019 $26,015Community College 56 $15,229 $36,408 $57,586 $24,218Sheriff 23 $18,346 $40,035 $61,723 $25,323Water Mgt District 5 $25,896 $36,182 $46,467 $28,018School District 31 $12,750 $34,688 $56,625 $31,311Private 28 $20,000 $63,000 $106,000 $35,472Universities 319 $17,977 $27,980 $37,983 $21,559Florida Market Average - $17,740 $38,536 $59,332 $27,684State of Florida 521 $22,046 $27,714 $33,382 $23,199% Difference - 24% -28% -44% -16%

Florida Market Competitors

$0 $6,000 $12,000 $18,000 $24,000 $30,000 $36,000

Municipality

Hospital

County

Community College

Sheriff

Water Mgt District

School District

Private

Universities

Florida Market Average

State of Florida

Hiring Rate by Organization

Performs accounting work involving the application of accounting techniques to a variety of fiscal transactions. (Does not require the application of GAAP.) Prepares financial statements and reports. Designs and implements accounting systems. This is level one of four levels.


CODE 1427ACCOUNTANT I

Florida Market Competitors by Region

Region FTE MIN MAX Hiring RateNW 189 $15,229 $50,268 $23,263NE 168 $17,992 $50,448 $24,657 Survey AveragesCentral 99 $12,750 $57,586 $25,662SW 91 $14,040 $106,000 $29,574 State FTE MIN MIDPOINT MAX Hiring RateSE 152 $18,549 $56,625 $29,974 Alabama 96 $24,645 $31,012 $37,378 $24,645State of Florida 521 $22,046 $33,382 $23,199 Arkansas 142 $22,579 $33,487 $44,394 $28,802

Delaware 60 $26,800 $33,550 $40,300 $26,800CAD'S By County* Georgia - - - - -Region 1 $1,269 Hawaii - - - - -(Palm Beach, Broward, Dade, Monroe) Indiana 41 $19,656 $25,298 $30,940 $19,656Hillsborough/Pinnellas $645 Illinois - $27,456 $33,852 $40,248 $27,456* Throughout this chapter, CAD refers to Competitive Area Differentials. Kansas 119 $27,310 $32,864 $38,418 $27,310* Amounts shown are annual allotments. Kentucky 56 $16,080 $19,216 $22,351 $16,080They are NOT factored into the above salaries. Maryland 3 $21,931 $27,227 $32,523 $21,931

Massachussettes 114 $27,822 $33,072 $38,321 $30,168Michigan 19 $27,081 $30,026 $32,970 $27,081Mississippi 95 $22,953 $31,561 $40,168 $22,953Missouri 126 $23,712 $28,968 $34,224 $23,712Nebraska 35 $24,092 $29,492 $34,892 $24,092New Hampshire 45 $23,537 $25,668 $27,799 $23,537New York - $28,738 - - $28,738North Carolina 77 $28,531 $37,748 $46,964 $28,531Wisconsin 22 $32,539 $40,103 $47,666 $32,539Wyoming 75 $19,152 $27,294 $35,436 $19,164States Average - $24,701 $30,614 $36,764 $25,178State of Florida 521 $22,046 $27,714 $33,382 $23,199% Difference - -11% -9% -9% -8%

States

$0 $5,000 $10,000 $15,000 $20,000 $25,000 $30,000

NW

NE

Central

SW

SE

State of Florida

Hiring Rate by Region


CODE 1436 ACCOUNTANT III(Financial Administration)

Survey Averages



$0 $7,500 $15,000 $22,500 $30,000 $37,500

Municipality

Hospital

County

Community College

Sheriff

Water Mgt District

School District

Private

Universities


State of Florida


Performs professional accounting work involving independent application of a variety of accounting skills to a phase of an agency’s accounting program. This is level three of four levels.


CODE 1436ACCOUNTANT III



Delaware 51 $28,700 $35,900 $43,100 $31,500Georgia - - - - -

CAD'S By County Hawaii 76 $31,716 $38,448 $45,180 $31,716Region 1 $1,269 Indiana 47 $25,064 $31,200 $37,336 $25,064(Palm Beach, Broward, Dade, Monroe) Illinois - $30,000 $37,248 $44,496 $30,000Hillsborough/Pinnellas $645 Kansas 81 $31,595 $37,523 $43,451 $31,595

Kentucky 170 $23,542 $28,133 $32,723 $23,542Maryland 48 $28,350 $35,292 $42,233 $28,350Massachussettes 120 $32,585 $38,919 $45,253 $35,421Michigan 51 $33,659 $40,007 $46,354 $33,659Mississippi 134 $25,166 $34,603 $44,040 $25,166Missouri 21 $32,856 $41,304 $49,752 $32,856Nebraska 4 $32,172 $39,384 $46,595 $32,172New Hampshire 25 $18,919 $26,571 $34,223 $28,919New York 469 $35,945 $40,342 $44,739 $35,945North Carolina 188 $35,378 $47,206 $59,033 $35,378Wisconsin 65 $38,110 $46,521 $54,931 $38,110Wyoming 32 $25,380 $36,168 $46,956 $25,380States Average - $30,202 $38,037 $45,873 $31,025State of Florida 246 $26,319 $33,972 $41,624 $27,651% Difference - -13% -11% -9% -11%

States

$0 $7,500 $15,000 $22,500 $30,000 $37,500

NW

NE

Central

SW

SE

State of Florida



CODE 1442ACCOUNTANT SERVICES SUPERVISOR(Financial Administration)

Survey Averages



$0 $10,000 $20,000 $30,000 $40,000 $50,000 $60,000

Municipality

Hospital

County

Community College

Sheriff

Water Mgt District

School District

Private

Universities


State of Florida


Supervises accounting systems analysts, accountants, and support personnel in a major section of a complex accounting program.


CODE 1442ACCOUNTANT SERVICES SUPERVISOR


Region FTE MIN MAX Hiring RateNW 85 $22,214 $73,964 $42,023NE 47 $22,800 $84,000 $33,616 Survey AveragesCentral 27 $25,800 $85,406 $37,665SW 25 $29,936 $83,865 $42,354 State FTE MIN MIDPOINT MAX Hiring RateSE 75 $24,980 $87,000 $40,699 Alabama 8 $50,151 $63,335 $76,519 $50,151State of Florida 53 $31,867 $50,453 $34,647 Arkansas - $35,117 $52,046 $68,974 $35,117


CAD'S By County Hawaii 5 $41,772 $50,610 $59,448 $41,772Region 1 $1,269 Indiana 7 $31,928 $39,988 $48,048 $31,928(Palm Beach, Broward, Dade, Monroe) Illinois - $28,653 $39,906 $51,158 $28,653

Kansas 62 $36,566 $44,044 $51,522 $51,522Kentucky 41 $31,335 $42,018 $52,701 $31,335Maryland 126 $34,444 $42,948 $51,452 $34,444Massachussettes 62 $39,887 $47,583 $55,278 $43,164Michigan 20 $42,908 $51,511 $60,114 $42,908Mississippi 131 $30,154 $41,462 $52,769 $30,154Missouri - $44,736 $54,672 $64,608 $44,736Nebraska - $39,975 $48,970 $57,964 $39,975New Hampshire 1 $35,861 $39,308 $42,754 $35,861New York 6 $52,028 $58,985 $65,941 $52,028North Carolina 27 $42,430 $56,744 $71,058 $42,430Wisconsin 5 $34,372 $42,965 $51,558 $34,372Wyoming 16 $29,220 $41,640 $54,060 $31,075States Average - $37,849 $47,673 $57,496 $39,028State of Florida 53 $31,867 $41,160 $50,453 $34,647% Difference - -16% -14% -12% -11%

States

$0 $7,500 $15,000 $22,500 $30,000 $37,500 $45,000

NW

NE

Central

SW

SE

State of Florida



CODE 0712ADMINISTRATIVE ASSISTANT II(Administrative and Office Support)

Survey Averages

Organization FTE MIN MIDPOINT MAX Hiring RateMunicipality 132 $16,726 $43,363 $70,000 $26,538Hospital 45 $24,481 $38,586 $52,690 $31,972County 242 $17,667 $34,615 $51,563 $26,225Community College 125 $18,000 $33,535 $49,070 $23,678Sheriff 27 $17,236 $35,658 $54,079 $26,912Water Mgt District 31 $25,272 $31,450 $37,627 $25,329School District 28 $16,909 $52,251 $87,593 $42,573Private 38 $19,000 $34,500 $50,000 $24,885Universities 284 $22,723 $37,671 $52,619 $24,548Florida Market Average - $19,779 $37,959 $56,138 $28,073State of Florida 626 $26,319 $33,972 $41,624 $28,928% Difference - 33% -11% -26% 3%


$0 $10,000 $20,000 $30,000 $40,000 $50,000

Municipality

Hospital

County

Community College

Sheriff

Water Mgt District

School District

Private

Universities


State of Florida


Assists management in coordinating administrative assignments that are complex in nature and very broad in objective. Plans administrative objectives and priorities. Develops, analyzes, and/or recommends changes in administrative policies, rules and regulations. This is level two of three levels.


CODE 0712ADMINISTRATIVE ASSISTANT II



Delaware 92 $25,100 $31,350 $37,600 $27,000Georgia 35 $29,382 $39,662 $49,941 $29,382

CAD'S By County Hawaii 5 $38,628 $46,812 $54,996 $38,628Region 1 $1,269 Indiana 81 $25,064 $31,200 $37,336 $25,064(Palm Beach, Broward, Dade, Monroe) Illinois - $30,119 $41,906 $53,692 $30,119Out of State/Country $1,269 Kansas 80 $24,773 $29,817 $34,861 $24,773

Kentucky 723 $23,542 $28,133 $32,723 $23,542Maryland 158 $26,578 $33,066 $39,554 $26,579Massachussettes 355 $31,092 $37,046 $43,000 $33,756Michigan 288 $36,164 $45,393 $54,622 $36,164Mississippi 45 $22,067 $30,343 $38,618 $22,067Missouri - - - - -Nebraska 37 $27,840 $34,081 $40,321 $27,840New Hampshire 25 $26,657 $30,415 $34,173 $26,657New York 276 $35,945 $40,342 $44,739 $35,945North Carolina 352 $24,136 $31,650 $39,164 $24,136Wisconsin 4 $31,779 $39,723 $47,666 $31,779Wyoming 19 $22,044 $31,410 $40,776 $22,800States Average - $27,622 $34,870 $42,117 $27,902State of Florida 626 $26,319 $33,972 $41,624 $28,928% Difference - -5% -3% -1% 4%

States

$0 $5,000 $10,000 $15,000 $20,000 $25,000 $30,000

NW

NE

Central

SW

SE

State of Florida



CODE 5297ADVANCED REGISTEREDNURSE PRACTITIONER(Health Care)

Survey Averages

Organization FTE MIN MIDPOINT MAX Hiring RateMunicipality 1 $34,036 $43,098 $52,159 $44,202Hospital 103 $38,600 $58,508 $78,416 $55,373County 8 $31,090 $53,328 $75,566 $40,841Community College - - - - -Sheriff 3 $24,000 $45,669 $67,337 $34,680Water Mgt District - - - - -School District 1 $32,000 $56,647 $81,294 $44,188Private 4 $44,200 $53,400 $62,600 $53,400Universities 35 $29,749 $54,755 $79,761 $42,500Florida Market Average - $33,382 $52,201 $71,019 $45,026State of Florida 155 $36,256 $51,852 $67,448 $50,711% Difference - 9% -1% -5% 13%


$0 $10,000 $20,000 $30,000 $40,000 $50,000 $60,000

Municipality

Hospital

County

Community College

Sheriff

Water Mgt District

School District

Private

Universities


State of Florida


Performs advanced and specialized nursing duties requiring certification in a specialty area. Provides primary care and performs medical acts within protocols established mutually with a licensed medical professional.


CODE 5297ADVANCED REGISTEREDNURSE PRACTITIONER



Delaware 16 $40,300 $50,350 $60,400 $45,300Georgia 185 $38,838 $52,647 $66,456 $38,838Hawaii - $51,708 $56,790 $61,872 $51,708

CAD'S By County Indiana 2 $39,026 $48,113 $57,200 $39,026Region 1 $2,475 Illinois - $39,657 $45,017 $50,376 $39,657

(Palm Beach, Broward, Dade, Monroe) Kansas - - - - -Kentucky 4 $24,468 $36,190 $47,911 $45,192Maryland 20 $36,765 $45,864 $54,963 $36,765Massachussettes 39 $49,050 $59,708 $70,365 $53,842Michigan 1 $39,401 $45,926 $52,451 $39,401Mississippi 45 $52,000 $71,500 $91,000 $52,000Missouri - $44,736 $54,672 $64,608 $44,736Nebraska 3 $48,816 $68,448 $88,080 $48,816New Hampshire 8 $30,571 $35,150 $39,728 $30,571New York 73 $35,945 $40,342 $44,739 $35,945North Carolina 50 $44,432 $59,445 $74,458 $55,615Wisconsin 8 $55,663 $69,580 $83,497 $55,663Wyoming 35 $25,380 $36,168 $46,956 $29,315States Average - $40,371 $51,107 $61,843 $42,773State of Florida 155 $36,256 $51,852 $67,448 $50,711% Difference - -10% 1% 9% 19%

States

$0 $10,000 $20,000 $30,000 $40,000 $50,000 $60,000

NW

NE

Central

SW

SE

State of Florida



(Corrections and Custody)

Survey Averages

Organization FTE MIN MIDPOINT MAX Hiring RateMunicipality - - - - -Hospital - - - - -County - - - - -Community College - - - - -Sheriff 18 $29,702 $63,253 $96,804 $46,008Water Mgt District - - - - -School District - - - - -Private - - - - -Universities 1 $32,516 $43,355 $54,193 $32,516Florida Market Average - $31,109 $53,304 $75,499 $39,262State of Florida 90 $30,945 $40,699 $50,453 $33,866% Difference - -1% -24% -33% -14%


$0 $10,000 $20,000 $30,000 $40,000 $50,000

Municipality

Hospital

County

Community College

Sheriff

Water Mgt District

School District

Private

Universities


State of Florida


CODE 5715 ASSISTANT DETENTION CENTER SUPERINTENDENT II

Assists in the management of the programmatic and physical facilities operations at a secure detention facility. Participates in formulating policies and procedures which significantly impact personnel and/or budget administration. Conducts inspections of facilities to determine compliance with policies and procedures. This is level two of two levels.



Region FTE MIN MAX Hiring RateNW - - - -NE 2 $32,852 $78,138 $44,751 Survey AveragesCentral 3 $32,516 $68,368 $37,809SW 13 $29,702 $82,374 $43,905 State FTE MIN MIDPOINT MAX Hiring RateSE 1 $74,352 $96,804 $74,352 Alabama 6 $30,750 $43,821 $56,891 $30,750State of Florida 90 $30,945 $50,453 $33,866 Arkansas 14 $37,396 $55,441 $73,485 $37,396

Delaware 4 $43,100 $53,850 $64,600 $45,800Georgia 39 $30,102 $42,462 $54,822 $30,102Hawaii - - - - -

CAD'S By County Indiana - - - - -Region 1 $2,399.76 Illinois - $46,041 $77,116 $108,191 $46,041(Palm Beach, Broward, Dade, Monroe) Kansas - - - - -

Kentucky 32 $34,468 $41,190 $47,911 $34,468Maryland 19 $47,796 $59,723 $71,650 $47,796Massachussettes 77 $28,391 $33,159 $37,927 $30,686Michigan 50 $38,816 $46,897 $54,977 $38,816Mississippi 3 $59,124 $81,295 $103,466 $59,124Missouri 23 $31,572 $39,126 $46,680 $31,572Nebraska 3 $34,591 $42,374 $50,157 $34,591New Hampshire - - - - -New York 45 $66,120 $74,929 $83,737 $66,120North Carolina - - - - -Wisconsin - - - - -Wyoming 7 $33,624 $47,916 $62,208 $41,700States Average - $40,135 $52,807 $65,479 $41,069State of Florida 90 $30,945 $40,699 $50,453 $33,866% Difference - -23% -23% -23% -18%

States

$0 $7,500 $15,000 $22,500 $30,000 $37,500 $45,000

NE

Central

SW

SE

State of Florida


CODE 5715 ASSISTANT DETENTION CENTER SUPERINTENDENT II


(Financial Administration)

Survey Averages

Organization FTE MIN MIDPOINT MAX Hiring RateMunicipality 6 $38,896 $58,026 $77,155 $51,567Hospital 2 $44,219 $70,220 $96,221 $60,215County 6 $35,781 $61,945 $88,108 $62,538Community College 1 $29,500 $48,500 $67,500 $50,000Sheriff - - - - -Water Mgt District 2 $64,376 $82,424 $100,472 $66,987School District 4 $31,123 $62,660 $94,196 $56,056Private 1 - - $68,000 -Universities 5 $32,516 $70,663 $108,810 $43,517Florida Market Average - $39,487 $64,920 $87,558 $55,840State of Florida 4 $41,600 $56,118 $70,637 $40,585% Difference - 5% -14% -19% -27%


$0 $15,000 $30,000 $45,000 $60,000 $75,000

Municipality

Hospital

County

Community College

Sheriff

Water Mgt District

School District

Private

Universities


State of Florida


CODE 1665 AUDIT DIRECTOR

Performs administrative work planning and directing the internal audit program for a state agency. Formulates or assists in the formulation of policies and procedures which have a significant impact in the personnel administration and/or preparation and administration of budgets.




Delaware 4 $56,500 $70,600 $84,700 $60,100CAD'S By County Georgia 8 $47,286 $63,741 $80,196 $47,286Region 1 $1,268.76 Hawaii - $41,775 $50,612 $59,448 $41,772(Palm Beach, Broward, Dade, Monroe) Indiana 2 $52,572 $67,457 $82,342 $52,572

Illinois - $33,410 $53,245 $73,079 $33,410Kansas 13 $42,370 $50,971 $59,571 $42,370Kentucky 256 $31,335 $37,445 $43,555 $31,335Maryland 2 $39,250 $48,986 $58,722 $39,250Massachussettes 7 $39,669 $47,474 $55,278 $43,164Michigan 53 $52,847 $64,436 $76,024 $52,847Mississippi 2 $38,924 $53,521 $68,117 $38,924Missouri 12 $37,860 $47,250 $56,640 $37,860Nebraska 10 $37,186 $45,553 $53,920 $37,186New Hampshire - - - - -New York 27 - - - -North Carolina 4 $42,430 $56,744 $71,058 $42,430Wisconsin - - - - -Wyoming 6 $33,624 $47,916 $62,208 $41,748States Average - $40,939 $52,859 $64,779 $41,834State of Florida 4 $41,600 $56,118 $70,637 $40,585% Difference - 2% 6% 9% -3%

States

$0 $10,000 $20,000 $30,000 $40,000 $50,000 $60,000

NW

NE

Central

SW

SE

State of Florida


CODE 1665 AUDIT DIRECTOR


(Financial Administration)

Survey Averages

Organization FTE MIN MIDPOINT MAX Hiring RateMunicipality 1 $37,274 $48,454 $59,634 $59,634Hospital - $38,106 $47,757 $57,408 $57,408County - - - - -Community College - - - - -Sheriff - - - - -Water Mgt District - - - - -School District 2 $20,840 $47,034 $73,228 $49,005Private 1 - - $45,999 $45,999Universities 2 $39,960 $55,980 $72,000 $66,350Florida Market Average - $34,045 $49,806 $61,654 $55,679State of Florida 27 $36,727 $49,152 $61,578 $42,516% Difference - 8% -1% 0% -24%


$0 $10,000 $20,000 $30,000 $40,000 $50,000 $60,000

Municipality

Hospital

County

Community College

Sheriff

Water Mgt District

School District

Private

Universities


State of Florida


CODE 1668 AUDIT EVALUATION AND REVIEW ANALYST

Reviews and evaluates audits conducted by Certified Public Accountant (C.P.A.) firms and field office staff auditors of contractors and third party service providers and/or audits of the Internal Auditors or Contract Auditors. Must have a Certified Public Accountant C.P.A. or Certified Internal Auditor (C.I.A.) certificate and four years professional auditing experience.



Region FTE MIN MAX Hiring RateNW 2 $39,960 $72,000 $43,956NE - $38,106 $57,408 $38,106 Survey AveragesCentral 1 $20,840 $73,228 $38,313SW 3 $28,400 $60,700 $39,454 State FTE MIN MIDPOINT MAX Hiring RateSE - - - - Alabama - - - - -State of Florida 27 $36,727 $61,578 $42,516 Arkansas 1 $27,324 $40,529 $53,734 $53,734

Delaware 1 $69,200 $86,500 $103,800 $73,500Georgia - - - - -Hawaii - - - - -

CAD'S By County Indiana - - - - -Region 1 $1,268.76 Illinois - - - - -(Palm Beach, Broward, Dade, Monroe) Kansas 25 $36,566 $44,044 $51,522 $51,522

Kentucky 14 $31,335 $37,445 $43,555 $43,555Maryland - - - - -Massachussettes - - - - -Michigan - - - - -Mississippi - - - - -Missouri - - - - -Nebraska - - - - -New Hampshire - - - - -New York - - - - -North Carolina 44 $37,040 $49,428 $61,816 $61,816Wisconsin - - - - -Wyoming - - - - -States Average - $40,293 $51,589 $62,885 $56,825State of Florida 27 $36,727 $49,152 $61,578 $42,516% Difference - -9% -5% -2% -25%

States

$0 $7,500 $15,000 $22,500 $30,000 $37,500 $45,000

NW

NE

Central

SW

SE

State of Florida


CODE 1668 AUDIT EVALUATION AND REVIEW ANALYST


Survey Averages

Organization FTE MIN MIDPOINT MAX Hiring RateMunicipality 12 $36,197 $65,512 $94,827 $56,136Hospital 1 $32,989 $56,261 $79,533 $49,289County 7 $13,456 $58,406 $103,355 $45,025Community College 12 $34,145 $74,573 $115,000 $52,789Sheriff 10 $22,000 $54,621 $87,242 $43,644Water Mgt District - - - - -School District 7 $49,092 $73,601 $98,110 $58,471Private 7 $72,000 $85,500 $99,000 $72,000Universities 38 $28,990 $50,833 $72,675 $40,118Florida Market Average - $36,109 $64,913 $93,718 $52,184State of Florida 14 $32,709 $43,273 $53,838 $36,501% Difference - -9% -33% -43% -30%


$0 $15,000 $30,000 $45,000 $60,000 $75,000

Municipality

Hospital

County

Community College

Sheriff

Water Mgt District

School District

Private

Universities


State of Florida


CODE 0742 BUSINESS MANAGER III(Financial Administration)

Manages a large financial and business operation performing and processing major fiscal general services budget and personnel functions. Participates in formulating policies and procedures which significantly impact personnel and/or budget administration. This is level three of three levels.




Delaware - - - - -Georgia 70 $32,238 $43,530 $54,822 $32,238

CAD'S By County Hawaii - - - - -Region 1 $1,268.76 Indiana 27 $28,340 $35,295 $42,250 $28,340(Palm Beach, Broward, Dade, Monroe) Illinois $46,041 $77,116 $108,191 $46,041Hillsborough/Pinnellas $644.76 Kansas 62 $36,566 $44,044 $51,522 $36,566

Kentucky 28 $28,486 $34,041 $39,595 $28,486Maryland - - - - -Massachussettes 77 $36,109 $43,064 $50,018 $39,222Michigan 7 $42,908 $51,511 $60,114 $42,908Mississippi 2 $39,484 $54,290 $69,096 $39,484Missouri 5 $32,856 $41,304 $49,752 $32,856Nebraska 13 $34,591 $42,374 $50,157 $34,591New Hampshire 13 $35,861 $39,313 $42,764 $35,861New York 9 $81,358 $92,165 $102,972 $81,358North Carolina 6 $46,486 $62,232 $77,978 $46,486Wisconsin - - - - -Wyoming 1 $38,700 $55,146 $71,592 $58,151States Average - $39,770 $51,184 $62,598 $41,180State of Florida 14 $32,709 $43,273 $53,838 $36,501% Difference - -18% -15% -14% -11%

States

$0 $10,000 $20,000 $30,000 $40,000 $50,000 $60,000

NW

NE

Central

SW

SE

State of Florida


CODE 0742 BUSINESS MANAGER III


Survey Averages



$0 $5,000 $10,000 $15,000 $20,000

Municipality

Hospital

County

Community College

Sheriff

Water Mgt District

School District

Private

Universities


State of Florida

Hiring Rate By Organization

CODE 0001CLERK (Administrative and Office Support)

Performs clerical work which is repetitive in nature and limited in variety.





CAD's By County Hawaii 154 $16,524 $20,964 $25,404 $16,524Region 1 $1,268.76 Indiana 995 $15,106 $18,902 $22,698 $15,106(Palm Beach, Broward, Dade, Monroe) Illinois $19,008 $22,032 $25,056 $19,008Out of State/Country $1,268.76 Kansas 610 $15,205 $18,294 $21,382 $15,205

Kentucky 170 $12,080 $14,436 $16,791 $12,080Maryland 373 $18,136 $22,459 $26,782 $18,136Massachussettes 58 $19,325 $21,729 $24,132 $19,325Michigan 172 $25,515 $28,052 $30,589 $25,515Mississippi 105 $12,413 $17,068 $21,723 $12,413Missouri 42 $15,516 $17,784 $20,052 $15,516Nebraska 39 $14,522 $17,777 $21,032 $14,522New Hampshire 2 $14,820 $15,766 $16,712 $14,820New York 5908 $20,321 $22,810 $25,298 $20,321North Carolina 6 $16,502 $20,554 $24,606 $16,700Wisconsin 171 $19,366 $22,476 $25,586 $19,366Wyoming 91 $12,564 $17,904 $23,244 $13,344States Average - $16,189 $19,768 $23,346 $16,238State of Florida 96 $15,073 $18,544 $22,015 $15,648% Difference - -7% -6% -6% -4%

States

$0 $5,000 $10,000 $15,000 $20,000

NW

NE

Central

SW

SE

State of Florida

Hiring Rate By Region

CODE 0001 CLERK


Survey Averages

Organization FTE MIN MIDPOINT MAX Hiring RateMunicipality 14 $22,112 $56,056 $90,000 $34,057Hospital 7 $23,878 $42,505 $61,131 $36,366County 22 $29,983 $58,693 $87,402 $41,031Community College 9 $21,000 $48,000 $75,000 $30,865Sheriff 8 $24,329 $45,385 $66,440 $34,625Water Mgt District 1 $30,514 $38,439 $46,363 $30,514School District 16 $30,795 $53,654 $76,513 $48,239Private 2 $47,890 $71,835 $95,779 $47,890Universities 14 $11,723 $50,299 $88,875 $29,116Florida Market Average - $26,914 $51,652 $76,389 $36,967State of Florida 20 $26,319 $33,972 $41,624 $28,856% Difference - -2% -34% -46% -22%


$0 $15,000 $30,000 $45,000 $60,000

Municipality

Hospital

County

Community College

Sheriff

Water Mgt District

School District

Private

Universities


State of Florida


CODE 2025 COMPUTER OPERATIONS SUPERVISOR(Information Technology Resources)

Supervises Computer Operators. Organizes and establishes operating controls and reports from Computer Operators to ensure timely processing of the data as scheduled.





CAD's By County Hawaii 8 $29,712 $37,722 $45,732 $29,712Region 1 $1,809.60 Indiana 3 $22,152 $28,561 $34,970 $22,152(Palm Beach, Broward, Dade, Monroe) Illinois - $24,120 $28,596 $33,072 $24,120

Kansas 25 $27,310 $32,864 $38,418 $27,310Kentucky 12 $25,896 $31,034 $36,171 $25,896Maryland 16 $28,350 $35,292 $42,233 $28,350Massachussettes 25 $37,786 $45,170 $52,553 $41,092Michigan 30 $34,849 $41,238 $47,627 $34,849Mississippi 13 $17,976 $24,717 $31,458 $17,976Missouri 8 $29,172 $36,030 $42,888 $29,172Nebraska 4 $34,591 $42,374 $50,157 $34,591New Hampshire 8 $26,657 $29,065 $31,473 $26,657New York 167 $35,945 $40,342 $44,739 $35,945North Carolina 14 $32,425 $43,117 $53,809 $32,447Wisconsin 6 $38,293 $50,955 $63,617 $38,293Wyoming 2 $29,220 $41,640 $54,060 $39,657States Average - $29,282 $36,781 $44,281 $30,205State of Florida 20 $26,319 $33,972 $41,624 $28,856% Difference - -10% -8% -6% -4%

States

$0 $10,000 $20,000 $30,000 $40,000 $50,000

NW

NE

Central

SW

SE

State of Florida


CODE 2025 COMPUTER OPERATIONS SUPERVISOR


Survey Averages

Organization FTE MIN MIDPOINT MAX Hiring RateMunicipality 20 $15,054 $29,107 $43,160 $23,602Hospital 27 $16,057 $25,985 $35,912 $21,008County 53 $15,002 $27,750 $40,498 $22,730Community College 24 $16,612 $33,306 $50,000 $21,233Sheriff 15 $20,301 $34,710 $49,119 $23,554Water Mgt District - - - - -School District 25 $12,480 $40,514 $68,547 $27,049Private 8 $17,842 $33,027 $48,212 $21,362Universities 43 $17,747 $33,957 $50,166 $21,990Florida Market Average - $16,387 $32,294 $48,202 $22,816State of Florida 26 $19,313 $24,047 $28,780 $21,102% Difference - 18% -26% -40% -8%


$0 $5,000 $10,000 $15,000 $20,000 $25,000 $30,000

Municipality

Hospital

County

Community College

Sheriff

Water Mgt District

School District

Private

Universities


State of Florida


CODE 2020 COMPUTER OPERATOR I(Information Technology Resources)

Assists in the operation of a central site computer system or remote job entry computer and related peripheral equipment (excluding micro/personal type computers). This is level one of three levels.





CAD's By County Hawaii 20 $23,496 $24,826 $26,156 $23,496Region 1 $1,809.60 Indiana 4 $17,134 $19,704 $22,274 $17,134(Palm Beach, Broward, Dade, Monroe) Illinois - $22,332 $26,766 $31,200 $22,332


States

$0 $5,000 $10,000 $15,000 $20,000 $25,000

NW

NE

Central

SW

SE

State of Florida


CODE 2020 COMPUTER OPERATOR I


Survey Averages

Organization FTE MIN MIDPOINT MAX Hiring RateMunicipality 15 $18,148 $35,386 $52,624 $29,720Hospital 11 $25,542 $51,490 $77,438 $36,766County 46 $20,363 $42,405 $64,446 $29,677Community College 14 $18,557 $38,859 $59,160 $27,896Sheriff 7 $25,194 $44,960 $64,725 $33,227Water Mgt District 1 $24,690 $34,466 $44,242 $24,690School District 30 $20,560 $39,157 $57,753 $33,894Private 11 $22,000 $43,604 $65,208 $44,862Univerisites 30 $21,745 $40,679 $59,613 $25,626Florida Market Average - $21,867 $41,223 $60,579 $31,818State of Florida 53 $25,047 $32,137 $39,227 $26,656% Difference - 15% -22% -35% -16%


$0 $10,000 $20,000 $30,000 $40,000 $50,000

Municipality

Hospital

County

Community College

Sheriff

Water Mgt District

School District

Private

Univerisites


State of Florida


CODE 2101 COMPUTER PROGRAMMER(Information Technology Resources)

Writes, codes, tests and maintains computer programs.





CAD's By County Hawaii - - - - -Region 1 $1,809.60 Indiana 22 $25,948 $32,955 $39,962 $25,948(Palm Beach, Broward, Dade, Monroe) Illinois - $34,764 $42,546 $50,328 $34,764


States

$0 $6,000 $12,000 $18,000 $24,000 $30,000

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State of Florida


CODE 2101 COMPUTER PROGRAMMER


Survey Averages



$0 $10,000 $20,000 $30,000 $40,000

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Universities


State of Florida


CODE 2102COMPUTER PROGRAMMER/ANALYST I(Information Technology Resources)

Performs independent work writing, coding, testing, and maintaining computer programs; and/or assisting in providing analytical support for the design, development, maintenance, and enhancement of computer systems components. This is level one of two levels.





CAD's By County Hawaii 22 $31,716 $38,448 $45,180 $31,716Region 1 $1,809.60 Indiana - - - - -(Palm Beach, Broward, Dade, Monroe) Illinois - $38,760 $47,640 $56,520 $38,760


States

$0 $10,000 $20,000 $30,000 $40,000

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State of Florida


CODE 2102COMPUTER PROGRAMMER/ANALYST I


Survey Averages



$0 $10,000 $20,000 $30,000 $40,000 $50,000

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Community College

Sheriff

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Private

Universities


State of Florida


CODE 2103COMPUTER PROGRAMMER/ANALYST II(Information Technology Resources)

Analyzes, enhances, designs and develops computer applications and systems design. Analyzes and interprets computer program data.





CAD's By County Hawaii 54 $34,308 $41,592 $48,876 $37,908Region 1 $1,809.60 Indiana - - - - -(Palm Beach, Broward, Dade, Monroe) Illinois - $43,476 $53,676 $63,876 $43,476


States

$0 $10,000 $20,000 $30,000 $40,000 $50,000

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NE

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State of Florida


CODE 2103COMPUTER PROGRAMMER/ANALYST II


Survey Averages

Organization FTE MIN MIDPOINT MAX Hiring RateMunicipality 3 $24,294 $24,916 $25,537 $24,294Hospital - - - - -County 2487 $20,580 $32,521 $44,462 $24,702Community College - - - - -Sheriff 3185 $18,000 $35,350 $52,700 $23,985Water Mgt District - - - - -School District - - - - -Private - - - - -Universities 9 $19,114 $25,485 $31,856 $21,222Florida Market Average - $20,497 $29,568 $38,639 $23,551State of Florida 11403 $24,625 $31,369 $38,113 $24,024% Difference - 20% 6% -1% 2%


$0 $5,000 $10,000 $15,000 $20,000 $25,000

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Hospital

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Community College

Sheriff

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Universities


State of Florida


CODE 8003CORRECTIONAL OFFICER(Corrections and Custody)

Provides custody of, controls, and restrains inmates in a correctional institution or facility. Prepares reports relating to inmates and institutional or facility activities.





CAD's By County Hawaii 857 $17,687 $24,584 $34,800 $17,687Region 1 $2,499.84 Indiana 3307 $20,956 $26,923 $32,890 $34,061(Palm Beach, Broward, Dade, Monroe) Illinois - $27,312 $32,795 $38,278 $20,956Indian River, Martin, Okeechobee, St. Lucie $1,199.88 Kansas 409 $21,382 $25,740 $30,098 $21,999

Kentucky 1588 $17,687 $21,136 $24,584 $26,579Maryland 4493 $26,579 $33,067 $39,554 $26,579Massachussettes 3068 $34,061 $40,451 $46,840 $34,061Michigan 5560 $27,040 $32,928 $38,816 $27,040Mississippi 464 $19,950 $27,432 $34,913 $23,171Missouri 4391 $21,300 $25,542 $29,784 $23,281Nebraska 255 $23,281 $27,325 $31,369 $23,281New Hampshire 404 $23,171 $25,168 $27,165 $23,171New York 21686 $30,570 $34,215 $37,860 -North Carolina 8898 $21,412 $27,875 $34,337 $30,570Wisconsin 1269 - - $37,700 -Wyoming 200 $16,644 $23,718 $30,792 -States Average - $22,986 $28,715 $34,774 $25,365State of Florida 11403 $24,625 $31,369 $38,113 $24,024% Difference - 7% 9% 10% -5%

States

$0 $5,000 $10,000 $15,000 $20,000 $25,000

NW

NE

Central

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State of Florida


CODE 8003CORRECTIONAL OFFICER


Survey Averages

Organization FTE MIN MIDPOINT MAX Hiring RateMunicipality - - - - -Hospital - - - - -County 26 $22,700 $55,404 $88,108 $36,115Community College - - - - -Sheriff 44 $26,000 $59,350 $92,700 $44,168Water Mgt District - - - - -School District - - - - -Private - - - - -Universities 1 $27,363 $36,485 $45,606 $27,363Florida Market Average - $25,354 $50,413 $75,471 $35,882State of Florida 270 $32,285 $40,196 $48,106 $39,022% Difference - 27% -20% -36% 9%


CODE 8013CORRECTIONAL OFFICER CAPTAIN(Corrections and Custody)

Supervises staff and directs the work of all security activities on an assigned shift at a correctional institution or facility housing the most difficult to manage inmates. Provides security for major reception and medical centers in maximum security prisons, youthful offender institutions for extreme behavioral problems, and/or institutions composed of two or more major units.

$0 $10,000 $20,000 $30,000 $40,000 $50,000

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Hospital

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Private

Universities


State of Florida







Kentucky 31 $25,896 $31,034 $36,171 $25,896Maryland 172 $34,444 $42,948 $51,452 $34,444Massachussettes 72 $35,247 $47,493 $59,739 $46,634Michigan 120 $37,396 $44,809 $52,221 $37,396Mississippi 73 $29,215 $40,171 $51,126 $29,215Missouri 98 $28,068 $34,602 $41,136 $28,068Nebraska 46 $32,177 $39,417 $46,657 $32,177New Hampshire 5 $33,571 $36,650 $39,728 $33,571New York 106 $53,589 $60,754 $67,919 $53,589North Carolina 135 $27,362 $36,126 $44,890 $29,450Wisconsin - - - - -Wyoming 2 $25,380 $36,168 $46,956 $36,791States Average - $32,595 $41,050 $49,504 $34,042State of Florida 270 $32,285 $40,196 $48,106 $39,022% Difference - -1% -2% -3% 15%

States

$0 $10,000 $20,000 $30,000 $40,000 $50,000 $60,000

NW

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State of Florida


CODE 8013CORRECTIONAL OFFICER CAPTAIN


Survey Averages

Organization FTE MIN MIDPOINT MAX Hiring RateMunicipality - - - - -Hospital - - - - -County 202 $22,269 $37,738 $53,206 $30,761Community College - - - - -Sheriff 371 $21,564 $43,532 $65,500 $31,037Water Mgt District - - - - -School District - - - - -Private - - - - -Universities 1 $21,784 $29,046 $36,307 $21,784Florida Market Average - $21,872 $36,772 $51,671 $27,861State of Florida 3990 $28,167 $34,611 $41,056 $30,542% Difference - 29% -6% -21% 10%


$0 $6,000 $12,000 $18,000 $24,000 $30,000

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Private

Universities


State of Florida


CODE 8005 CORRECTIONAL OFFICER SERGEANT(Corrections and Custody)

Performs first level supervision of Correctional Officers.






Kentucky 167 $19,455 $23,249 $27,043 $19,455Maryland 447 $32,274 $40,222 $48,169 $32,274Massachussettes 227 $39,502 $46,961 $54,420 $39,502Michigan 766 $31,049 $37,146 $43,242 $31,049Mississippi 902 $23,095 $31,756 $40,416 $23,095Missouri 517 $22,848 $27,852 $32,856 $22,848Nebraska 61 $28,093 $32,171 $36,249 $28,093New Hampshire 81 $27,290 $29,755 $32,219 $27,290New York 1328 $36,220 $40,393 $44,566 $36,220North Carolina 1183 $23,194 $30,311 $37,427 $24,964Wisconsin - - - - -Wyoming 25 $19,152 $27,294 $35,436 $25,158States Average - $26,909 $33,315 $39,720 $27,403State of Florida 3990 $28,167 $34,611 $41,056 $30,542% Difference - 5% 4% 3% 11%

States

$0 $10,000 $20,000 $30,000 $40,000 $50,000

NW

NE

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State of Florida


CODE 8005 CORRECTIONAL OFFICER SERGEANT


Survey Averages

Organization FTE MIN MIDPOINT MAX Hiring RateMunicipality 12 $21,695 $58,313 $94,931 $40,920Hospital 1 $44,408 $60,954 $77,500 $47,669County 35 $22,270 $56,167 $90,064 $43,546Community College 6 $38,000 $61,324 $84,648 $49,437Sheriff 7 $24,821 $60,656 $96,491 $40,180Water Mgt District 3 $36,358 $53,321 $70,283 $37,256School District 3 $38,265 $61,065 $83,865 $45,926Private 3 $47,890 $71,835 $95,779 $50,945Universities 6 $29,749 $61,675 $93,600 $41,967Florida Market Average - $33,717 $60,590 $87,462 $44,205State of Florida 30 $41,600 $56,118 $70,637 $56,865% Difference - 23% -7% -19% 29%


$0 $10,000 $20,000 $30,000 $40,000 $50,000 $60,000

Municipality

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Sheriff

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Universities


State of Florida


CODE 2127DATA BASE ADMINISTRATOR(Information Technology Resources)

Plans, designs, develops, operates, maintains, and provides for the security and integrity of the data base environment for an agency.


CODE 2127DATA BASE ADMINISTRATOR




CAD's By County Hawaii - - - - -Region 1 $1,809.60 Indiana - - - - -(Palm Beach, Broward, Dade, Monroe) Illinois $33,410 $53,245 $73,079 $33,410

Kansas 2 $40,352 $48,558 $56,763 $40,352Kentucky 20 $37,914 $45,308 $52,701 $37,914Maryland 31 $39,250 $48,986 $58,722 $39,250Massachussettes 7 $39,669 $47,474 $55,278 $43,164Michigan 169 $42,470 $55,635 $68,800 $42,470Mississippi 6 $48,291 $66,401 $84,510 $48,291Missouri 4 $48,720 $59,676 $70,632 $48,720Nebraska 1 $48,023 $55,127 $62,230 $48,023New Hampshire 11 $46,722 $51,480 $56,238 $46,722New York 91 $52,004 $57,857 $63,709 $52,004North Carolina 15 $53,322 $71,596 $89,870 $59,034Wisconsin 2 $52,243 $80,978 $109,713 $52,243Wyoming 2 $44,532 $63,456 $82,380 $61,752States Average - $44,825 $58,046 $71,267 $46,293State of Florida 30 $41,600 $56,118 $70,637 $56,865% Difference - -7% -3% -1% 23%

States

$0 $10,000 $20,000 $30,000 $40,000 $50,000 $60,000

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State of Florida



Survey Averages

Organization FTE MIN MIDPOINT MAX Hiring RateMunicipality 10 $24,709 $53,351 $81,993 $37,564Hospital 2 $24,300 $30,850 $37,400 $24,300County 42 $27,768 $53,893 $80,018 $40,782Community College 8 $28,979 $48,430 $67,881 $38,198Sheriff 3 $17,000 $26,357 $35,714 $21,589Water Mgt District 9 $22,360 $41,028 $59,696 $29,994School District 7 $20,840 $37,865 $54,889 $33,457Private - - - - -Universities 12 $21,784 $41,242 $60,700 $32,225Florida Market Average - $23,468 $41,627 $59,786 $32,264State of Florida 27 $34,675 $46,163 $57,651 $36,555% Difference - 48% 11% -4% 13%


$0 $10,000 $20,000 $30,000 $40,000 $50,000

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State of Florida


CODE 2121 DATA BASE ANALYST(Information Technology Resources)

Performs technical work in the implementation, operation, maintenance, security, integrity, and design of the data base environment for an agency.


CODE 2121DATA BASE ANALYST




CAD's By County Hawaii - - - - -Region 1 $1,809.60 Indiana - - - - -(Palm Beach, Broward, Dade, Monroe) Illinois - $43,476 $53,676 $63,876 $43,476

Kansas 3 $33,197 $39,947 $46,696 $33,197Kentucky - - - - -Maryland 31 $39,250 $48,986 $58,722 $39,250Massachussettes 7 $39,669 $47,474 $55,278 $43,164Michigan 794 $30,380 $42,689 $54,998 $30,380Mississippi 5 $35,956 $49,440 $62,923 $35,956Missouri 248 $35,592 $44,910 $54,228 $35,592Nebraska - $34,291 $40,443 $46,595 $34,291New Hampshire 22 $44,714 $49,024 $53,333 $44,714New York 137 $46,727 $52,132 $57,537 $46,727North Carolina 44 $46,486 $62,232 $77,978 $51,556Wisconsin 8 $38,108 $50,863 $63,617 $38,108Wyoming 26 $25,380 $36,168 $46,956 $27,000States Average - $37,759 $47,718 $57,677 $38,708State of Florida 27 $34,675 $46,163 $57,651 $36,555% Difference - -8% -3% 0% -6%

States

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State of Florida



(Human Services Aide)

Survey Averages

Organization FTE MIN MIDPOINT MAX Hiring RateMunicipality - - - - -Hospital - - - - -County 8 $21,020 $26,454 $31,888 $21,020Community College - - - - -Sheriff - - - - -Water Mgt District - - - - -School District 215 $11,960 $22,861 $33,762 $14,878Private - - - - -Universities 69 $12,758 $33,476 $54,193 $22,637Florida Market Average - $15,246 $27,597 $39,948 $19,512State of Florida 98 $16,064 $19,802 $23,540 $17,290% Difference - 5% -28% -41% -11%


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State of Florida


2000 state of florida career service salary surveyaverages that are representative of public and...

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