Fort Lauderdale HR seeks $125,000 for pay study, proposes FMLA, training and retirement staffing changes

Human Resources presented its FY decision packages to the Fort Lauderdale Budget Advisory Board, asking for a $125,000 classification-and-compensation study and a set of staffing changes intended to address recruiting, pay equity and expanded benefits administration.

The request matters because HR leaders told the board the city’s last comprehensive comp study was done in 2017 and implemented in 2018, leaving pay data eight years old and contributing to hiring above range midpoints and internal equity pressure. HR asked the board to consider converting a three-quarter Family and Medical Leave Act (FMLA) administrator to full time, moving training functions to contracted professional services while eliminating one training specialist FTE, and adding a part-time retirement specialist to improve timeliness and compliance with state retirement rules.

Jerome (Human Resources presenter) told the board the classification-and-compensation package would fund a comprehensive study and benchmarking primarily within the state and among employers the city considers comparable. “Largely the ability to recruit and retain,” Jerome said, “and in that vein I was going to be asking for a classification and compensation study.” He asked the board to note the last study’s data is now eight years old and that a typical life cycle for a comp study is about five years.

On the FMLA position, HR said the current part-time role is actually a three-quarter position that investigates leave eligibility, gathers sensitive documentation and now administers the new parental-leave benefit begun January 1 for nonunion employees. HR requested converting that role to full-time because of continued high FMLA volume since 2021 and the new administrative workload tied to parental leave and collective-bargaining negotiations.

HR proposed moving one training specialist from an FTE to contracted professional services. The department said it would relinquish a $130,000 FTE (saving roughly $80,000) and retain about $50,000 to pay outside trainers for active-shooter, cybersecurity and compliance training, reflecting “industry best practice” and concerns about the trauma of certain on-site interactive training.

A second staffing request is a part-time retirement specialist to administer Florida Retirement System (FRS) requirements, track employees who become FRS-eligible after six months, and reduce late-contribution penalties the city has incurred. HR described that responsibility as having moved to HR with the new HRIS and said benefit staff lack the specialized background to manage FRS and defined-contribution inquiries efficiently.

Board members asked about sign-on bonuses and internal equity. HR said sign-on incentives (used by the police department and funded from salary savings) are a tool HR can use. On equity, Jerome said the study would review starting and maximum rates so the city could adjust ranges and provide internal career-ladder opportunities rather than across-the-board raises for employees already at range maximums.

The board did not take a formal vote at this workshop-style session; HR indicated these decision packages will be included in the formal budget submission for the city manager’s review.

Less-urgent budget items and next steps include finalizing vendor bids for the comp study and refining the professional-services scope for training. HR asked the board to flag any recommendations for the upcoming regular meeting where the board may take official positions.