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  1. #1
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    Pay Raise Watch 2017

    What you heard should be posted itt

  2. #2
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    I heard only the dispatchers are getting raises

  3. #3
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    We wrapped up the plan document which will be presented to the Legislature and Governor on Friday, January 13th. The plan lays out four elements that all parties agree need to be included in the creation of a Career Development Plan.

    1) Increasing the starting salaries along with across the board increases to all active officers to address compression within the ranks. Each party agreed that in order to properly address creating a plan, increasing starting salaries and compression is the starting point. PBA is recommending a $10,000 increase to starting salaries along with $10,000 across the board to all active officers.

    2) Increasing the Salary Incentive monies. The CJSTC Salary Incentive Program has not been increased since 1974. PBA is recommending the state provide matching dollars for state employed law enforcement officers.

    3) Establishing a Career Pathway outline for officers. This provision sets up an agency to help facilitate, or perhaps counsel, an officer's decision on how to move through his or her career within the agency. This was a DMS proposal to assist the agencies with career pathing.

    4) Increasing the CAD by adding locations and more money.

    So you may be wondering, where's the actual structured plan?

    We had substantial disagreement over "how" an actual Career Development Plan should be structured and function within an agency. The parties agreed to submit the product without a structured plan included, but the PBA is submitting a separate document, along with the agreed upon workgroup product, to the Legislature and Governor detailing our specific Career Development Plan (CDP).

    We will attempt to include our CDP proposal into our legislative proposal (SB 168) and (HB 247) creating a Career Development Plan.

    Please read the summary of PBA's plan.

    Career Development Plan
    Florida Police Benevolent Association Law Enforcement Officers Units
    Purpose:
    The plan is designed to provide each law enforcement agency with an enhanced ability to attract and retain high quality law enforcement officers. The officers will have the ability to voluntarily participate in a professional program that provides them with career and educational enhancing opportunities supported by salary increases following completion. The professional development and corresponding salary increases allow the agencies to better compete with local agencies for employing high quality law enforcement officers.

    Immediate Impact Provisions:
    -Increase the starting salaries and adjust active officers' salaries to address wage compression (recommended $10,000 across the board increase)

    -Offer state funded salary incentive matching monies for participating officers

    -Officers will also be considered for any across the board pay increase provided by the Legislature

    Plan Components:
    The plan establishes uniform guidelines that each agency can tailor to fit its specific needs.

    -To address experience:
    an officer must spend at least 18 months in a specific job assignment during the each qualifying period. (qualifying periods are typically four years)

    -To address training and educational enhancement:
    an officer must complete at least 60 additional hours of agency approved training, or course work above the standard training requirements during the qualifying period

    -To address job performance:
    an officer must receive at least 3 out of 4 "Satisfactory" annual performance evaluations during the qualifying period

    a more senior officer must demonstrate an ability to mentor fellow officers, or engage in community outreach. This provision is measured in the last two levels

    an officer must demonstrate a willingness to explore leadership or specialty opportunities during his or her career. This provision is measured in the last level

    -To address salary enhancement:
    qualifying officers will receive a 3% for meeting the minimum standards
    additional 1% salary increases are available for higher personal performance in two categories: 1) annual evaluations that exceed "Satisfactory" at least once during the qualifying period; 2) limited disciplinary action during the qualifying period

    Structure:
    The plan consists of four Professional Levels. These levels are segmented by years of service qualification periods that take place in the first half of an officer's career. Each level contains basic requirements taken from the previous level in order to enhance the overall caliber of the officers participating in the plan.

    Officers are not required to complete a previous level to be eligible for the next level for which he or she qualifies to participate in.

    Predicted Outcome:
    The Career Development Plan will provide an agency with an experienced, well trained, well educated, and team focused officer who performs at, or above "Satisfactory" standards. This officer has at least explored opportunities for promotional advancement, or a specialty position within the agency and is now prepared to complete the second half of his or her career.


    A quick note to everyone - This workgroup/negotiation did provide several useful elements. Yes, it fell short of a structured plan, but we have a document that clearly states from all parties that the salaries need to be raised to be competitive. The Governor sent one of his executive staff to all of our negotiations, which let's us know this is a priority for him, too. We may not agree on the "how," or the "how much." Yet we all agree on the "why" this is necessary.

    As your chief lobbyist, I believe this workgroup product coupled our structured plan proposal places us in a strong position to address salaries this year. Despite, the budget doom and gloom, every party and, even the Legislature, are talking about more salary dollars for you.

    We have a Career Development Plan bill filed in the Senate (SB 168) and our Senate sponsor is the Budget Chairman, Senator Jack Latvala. We have also secured a House sponsor, Representative Bobby Payne (HB 247).

    Additionally, the agencies are asking to increase salaries and the Governor is asking for an across the board raise.

    Take everything together and you have what I like to call "the shotgun approach" to lobbying an issue. Fire a big enough spread and we are bound to hit the target.

    PBA will keep moving forward with our plan on this issue. We made head way up to this point, but we are far from finished.

    Until next time, please stay safe.


    Sincerely,

    Matt Puckett
    Executive Director

  4. #4
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    Guest
    Quote Originally Posted by Unregistered View Post
    We wrapped up the plan document which will be presented to the Legislature and Governor on Friday, January 13th. The plan lays out four elements that all parties agree need to be included in the creation of a Career Development Plan.

    1) Increasing the starting salaries along with across the board increases to all active officers to address compression within the ranks. Each party agreed that in order to properly address creating a plan, increasing starting salaries and compression is the starting point. PBA is recommending a $10,000 increase to starting salaries along with $10,000 across the board to all active officers.

    2) Increasing the Salary Incentive monies. The CJSTC Salary Incentive Program has not been increased since 1974. PBA is recommending the state provide matching dollars for state employed law enforcement officers.

    3) Establishing a Career Pathway outline for officers. This provision sets up an agency to help facilitate, or perhaps counsel, an officer's decision on how to move through his or her career within the agency. This was a DMS proposal to assist the agencies with career pathing.

    4) Increasing the CAD by adding locations and more money.

    So you may be wondering, where's the actual structured plan?

    We had substantial disagreement over "how" an actual Career Development Plan should be structured and function within an agency. The parties agreed to submit the product without a structured plan included, but the PBA is submitting a separate document, along with the agreed upon workgroup product, to the Legislature and Governor detailing our specific Career Development Plan (CDP).

    We will attempt to include our CDP proposal into our legislative proposal (SB 168) and (HB 247) creating a Career Development Plan.

    Please read the summary of PBA's plan.

    Career Development Plan
    Florida Police Benevolent Association Law Enforcement Officers Units
    Purpose:
    The plan is designed to provide each law enforcement agency with an enhanced ability to attract and retain high quality law enforcement officers. The officers will have the ability to voluntarily participate in a professional program that provides them with career and educational enhancing opportunities supported by salary increases following completion. The professional development and corresponding salary increases allow the agencies to better compete with local agencies for employing high quality law enforcement officers.

    Immediate Impact Provisions:
    -Increase the starting salaries and adjust active officers' salaries to address wage compression (recommended $10,000 across the board increase)

    -Offer state funded salary incentive matching monies for participating officers

    -Officers will also be considered for any across the board pay increase provided by the Legislature

    Plan Components:
    The plan establishes uniform guidelines that each agency can tailor to fit its specific needs.

    -To address experience:
    an officer must spend at least 18 months in a specific job assignment during the each qualifying period. (qualifying periods are typically four years)

    -To address training and educational enhancement:
    an officer must complete at least 60 additional hours of agency approved training, or course work above the standard training requirements during the qualifying period

    -To address job performance:
    an officer must receive at least 3 out of 4 "Satisfactory" annual performance evaluations during the qualifying period

    a more senior officer must demonstrate an ability to mentor fellow officers, or engage in community outreach. This provision is measured in the last two levels

    an officer must demonstrate a willingness to explore leadership or specialty opportunities during his or her career. This provision is measured in the last level

    -To address salary enhancement:
    qualifying officers will receive a 3% for meeting the minimum standards
    additional 1% salary increases are available for higher personal performance in two categories: 1) annual evaluations that exceed "Satisfactory" at least once during the qualifying period; 2) limited disciplinary action during the qualifying period

    Structure:
    The plan consists of four Professional Levels. These levels are segmented by years of service qualification periods that take place in the first half of an officer's career. Each level contains basic requirements taken from the previous level in order to enhance the overall caliber of the officers participating in the plan.

    Officers are not required to complete a previous level to be eligible for the next level for which he or she qualifies to participate in.

    Predicted Outcome:
    The Career Development Plan will provide an agency with an experienced, well trained, well educated, and team focused officer who performs at, or above "Satisfactory" standards. This officer has at least explored opportunities for promotional advancement, or a specialty position within the agency and is now prepared to complete the second half of his or her career.


    A quick note to everyone - This workgroup/negotiation did provide several useful elements. Yes, it fell short of a structured plan, but we have a document that clearly states from all parties that the salaries need to be raised to be competitive. The Governor sent one of his executive staff to all of our negotiations, which let's us know this is a priority for him, too. We may not agree on the "how," or the "how much." Yet we all agree on the "why" this is necessary.

    As your chief lobbyist, I believe this workgroup product coupled our structured plan proposal places us in a strong position to address salaries this year. Despite, the budget doom and gloom, every party and, even the Legislature, are talking about more salary dollars for you.

    We have a Career Development Plan bill filed in the Senate (SB 168) and our Senate sponsor is the Budget Chairman, Senator Jack Latvala. We have also secured a House sponsor, Representative Bobby Payne (HB 247).

    Additionally, the agencies are asking to increase salaries and the Governor is asking for an across the board raise.

    Take everything together and you have what I like to call "the shotgun approach" to lobbying an issue. Fire a big enough spread and we are bound to hit the target.

    PBA will keep moving forward with our plan on this issue. We made head way up to this point, but we are far from finished.

    Until next time, please stay safe.


    Sincerely,

    Matt Puckett
    Executive Director
    Thanks for at least trying Matt. However, the Gov just announced he's gonna cut another $618 million dollars in taxes. There goes FHP raises. I believe he's trying for Bill Nelson's senate seat while Bill Nelson is gonna try for the Govenor's seat. However you look at it . . .it's doom and gloom for FHP.

  5. #5
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    Guest
    Matt:
    Why don't u publish a list of key legislators that we and our friends can write to in order to make this plan a reality.

  6. #6
    Whostheeffinnewguy
    Guest
    Quote Originally Posted by Unregistered View Post
    Matt:
    Why don't u publish a list of key legislators that we and our friends can write to in order to make this plan a reality.
    Hey new jack, I've been through three governor's and we make less than we did five years ago thanks to skeletor. This is PBA blowing smoke so that you keep paying dues. We have only had cost of living raises for decades this isn't gonna happen, now 10-65 signal 4.

  7. #7
    Unregistered
    Guest
    Matt,
    is this proposal for FHP or for all state law enforcement?

  8. #8
    Unregistered
    Guest
    The only way the state legislation will change is by voting them out of office. If you look at the Florida House, Senate, and governor. They have been under republican rule for more that 20 years but this state love misery and the legislators know they will keep voting republican or a different republican but get the same results in all branches.

    They will never change and the people in this department will keep voting the same. 10-65 signal 4, be happy with what you have or move to a different job. This will never change.

  9. #9
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    Guest
    Thank you Matt for publishing this information I think it would go along way for people who really care about what is going on this year. Thank you Matt for publishing this information I think it would go along way for people who really care about what is going on this year. I have been around for a while and this is the first time that I heard that the governor's office sent staff members to meetings hopefully this will be positive for everyone. Please don't let the negativity on this site from people who just can't see anything else other from doom and gloom affect the positive work and energy you are doing.

  10. #10
    Unregistered
    Guest

    Pba

    If you pay union dues, you're a moron. I don't get how anyone in FHP pays their 35 bucks a month. Pathetic.

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