Policy Manual

V21.07b

HARMONY COMMUNITY

DEVELOPMENT DISTRICT

EMPLOYEE POLICY

MANUAL

Revised – July 2021

HCDD Employee Policy Manual

TABLE OF CONTENTS

I. ORGANIZATION OVERVIEW

A. Relationships among Harmony CDD, the District Manager, Field Services Staff,

and Florida Resource Management (FRM) ............................................................................. 1

B. Organization Chart .................................................................................................................. 1

II. MAJOR EMPLOYMENT LAWS

A. Americans with Disabilities Act (ADA) ..................................................................................... 1

B. Equal Employment Opportunity (EEO) .................................................................................... 2

C. Fair Labor Standards Act (FLSA) ............................................................................................ 2

D. Florida Civil Rights Act (FCRA) ............................................................................................... 2

E. Veterans’ Preference ............................................................................................................... 3

F. Florida Whistle-Blower’s Act .................................................................................................... 3

III. EMPLOYMENT POLICIES

A. New Hires ................................................................................................................................ 3

B. Open Door Policy .................................................................................................................... 3

C. Performance Review Policy ..................................................................................................... 4

D. Terminations ............................................................................................................................ 4

E. Exit Interview ........................................................................................................................... 5

IV. COMPENSATION

A. Job Descriptions ...................................................................................................................... 5

B. Compensation for Hours Worked ............................................................................................ 5

C. Raises ..................................................................................................................................... 5

D. Benefits.................................................................................................................................... 5

V. ATTENDANCE AND LEAVE

A. Attendance .............................................................................................................................. 6

B. Work Schedules ...................................................................................................................... 6

C. Employee Attendance Records ............................................................................................... 6

D. Paid Time Off ........................................................................................................................... 6

E. Holidays ................................................................................................................................... 7

VI. GENERAL INFORMATION

A. Personal Appearance/Dress Code .......................................................................................... 7

B. Smoking Policy ........................................................................................................................ 8

C. Safe Use of Cellular Phones .................................................................................................... 8

D. Personal Property .................................................................................................................... 8

E. District Property ....................................................................................................................... 8

F. Jury/Civic Duty ......................................................................................................................... 8

G. Severe Weather Conditions ..................................................................................................... 8

H. Solicitations/Distributions ......................................................................................................... 9

VII. EMPLOYEE RELATIONS

A. Drug-Free Workplace .............................................................................................................. 9

B. Harassment ........................................................................................................................... 10

HCDD Employee Policy Manual

LIST OF APPENDICES

APPENDIX - 1: RECEIPT ACKNOWLEDGMENT

APPENDIX - 2: FRM EMPLOYMENT AGREEMENT

APPENDIX - 3: HARMONY CDD ORGANIZATION CHART

APPENDIX - 4: JOB DESCRIPTIONS AND SALARY RANGES

APPENDIX - 5: EMPLOYMENT EXIT INFORMATION SURVEY

APPENDIX - 6: FRM EMPLOYEE EVALUATION FORM

APPENDIX - 7: FRM DISCIPLINARY FORM

APPENDIX - 8: FRM TERMINATION FORM

APPENDIX - 9: PTO REQUEST FORM

HCDD Employee Policy Manual

I. ORGANIZATION OVERVIEW

A. Relationships among Harmony CDD, the District Manager, Field Services Staff,

and Florida Resource Management (FRM)

Harmony Community Development District (HCDD or “District”) is a special purpose local

government established under Chapter 190, Florida Statutes. The single and special purpose of the

HCDD is to manage the works of the District.

The District has a Board of Supervisors that is authorized to exercise all of the powers granted

to the District by law. § 190.006, Fla. Stat.

The District is also required by law to contract with a District Manager who shall manage the

works of the District. § 190.007(1), Fla. Stat. Harmony’s current District Manager is an employee of

InfraMark

(full contact information is provided on the back cover).

The Field Operations Manager answers to the District Manager, who answers to the Harmony

CDD Board of Supervisors. The Field Operations Manager supervises all CDD Field Services Staff.

The District, through the District Manager, has entered into a co-employment relationship with

Florida Resource Management (“FRM”). Under this relationship, FRM’s responsibilities include: 1)

payroll processing, and 2) providing worker’s compensation coverage and claims handling. New

employees are required to sign an employment agreement with FRM. This agreement is set forth in

Appendix 2. Although FRM is considered an employer for these purposes, it is the District, through

the District Manager, that maintains direction and control over the workplace and supervises all day-

to-day work and activities of the employees. Employees’ first line of contact for any employment

related questions or issues should be through the Field Operations Manager or the District Manager

(full contact information is provided on the back cover), as the situation warrants, and not FRM.

District employees shall acknowledge receipt and knowledge of this Policy Manual by signing

and submitting a copy of Appendix 1.

B. Organization Chart

See Appendix 3 for the HCDD Organization Chart.

II. MAJOR EMPLOYMENT LAWS

A. Americans with Disabilities Act (ADA)

The ADA is the federal law which prohibits discrimination against any qualified employees or

applicants with a disability. It requires that such persons be provided “reasonable accommodation”

to participate in the job application and selection process; or, if employed, to perform the “essential

functions” of their job; provided such accommodation can be made by the employer without “undue

hardship.” If employees have questions or concerns about who is covered and whether employees

qualify for a special accommodation, contact the District Manager (see back cover for contact details).

HCDD Employee Policy Manual

B. Equal Employment Opportunity (EEO)

EEO refers to federal laws, regulations, and policies prohibiting discrimination in employment

practices. Harmony Community Development District complies with these laws by assuring each

applicant and employee equal opportunities without regard to that person’s race, color, gender,

religion, age, creed, national origin, marital status, disability, or political opinions/affiliations. Except

as otherwise provided by law, the District also assures equal opportunity in recruitment, appointment,

training, promotion, demotion, compensation, retention, discipline, separation, or other employment

practices to any person who is an applicant or employee, including persons with disabilities.

Employees who feel they have been discriminated against should first contact the District

Manager (see back cover for contact details); and then contact the Florida Commission on Human

Relations at 850-488-7082 for more information, or visit their website at http://fchr.state.fl.us/.

C. Fair Labor Standards Act (FLSA)

The FLSA is the federal law requiring that covered employees be paid at least the federal

minimum wage and overtime pay (at time and one-half of the employee’s regular hourly rate of pay)

for all hours worked over 40 hours in a workweek. Employees not covered by the FLSA are referred

to as “exempt” and those who are covered by the FLSA minimum wage and overtime provisions are

referred to as “non-exempt.”

The 40-hour workweek is the work period (also called FLSA period) for most non-exempt

employees. Exempt employees are not eligible for overtime pay under the FLSA. However, under

certain circumstances they may receive leave credits or straight-time pay, depending on the pay plan

and level of their position, for work beyond their scheduled work hours. The work period for exempt

employees is always the same as their pay period. That is, for biweekly employees it covers an 80-

hour period that falls between specific biweekly start dates and end dates.

If employees are not sure whether they are an exempt or non-exempt employee under the FLSA

and whether their work period is the 40-hour workweek, an extended work period, or the same as

employees pay period, they should ask their supervisor.

D. Florida Civil Rights Act (FCRA)

Section 760.05, Florida Statutes, provides that the Florida Commission on Human Relations

(FCHR) shall promote and encourage fair treatment and equal opportunity for all persons regardless

of race, color, religion, sex, national origin, age, handicap, or marital status and mutual understanding

and respect among all members of all economic, social, racial, religious, and ethnic groups; and shall

endeavor to eliminate discrimination against, and antagonism between, religious, racial, and ethnic

groups and their members. The mission of the FCHR is to prevent unlawful discrimination by ensuring

people in Florida are treated fairly and are given access to opportunities in employment, housing, and

certain public accommodations; and to promote mutual respect among groups through education and

partnerships.

For more detailed information, please contact the FCHR at 850-488-7082 or visit their website

at: http://fchr.state.fl.us.

HCDD Employee Policy Manual

E. Veterans’ Preference

Chapter 295, Florida Statutes, sets forth the requirements for public employers to provide

preferences in employment, retention, and promotion to eligible veterans, spouses of veterans, and

other veterans’ preference eligible individuals.

An overview by the Department of Veterans’ Affairs on veterans’ preference can be found at:

http://floridavets.org/?page_id=62. Additional information on veterans’ preference is provided by the

Department of Management Services at:

http://www.dms.myflorida.com/workforce_operations/human_resource_management/for_

state_personnel_system_hr_practitioners/recruitment_and_selection

F. Florida Whistle-Blowers Act

This Act prevents public employers or their independent contractors from taking retaliatory

action against an employee who reports to an appropriate agency, violations of law on the part of a

public employer or independent contractor, as defined in section 112.3187(3)(d), Florida Statutes, that

creates a substantial and specific danger to the public’s health, safety or welfare. It also prevents

public employers or independent contractors from taking retaliatory action against any person who

discloses information to an appropriate agency alleging improper use of governmental office, gross

waste of funds, or any other abuse or neglect of duty on the part of an agency, public officer, or

employee.

Violations of this act should be reported in accordance with section 112.3187, Florida Statutes.

Any employee who has a complaint should immediately contact the Field Operations Supervisor, the

District Manager, and/or the Office of the Inspector General.

III. EMPLOYMENT POLICIES

A. New Hires

Harmony Community Development District, through FRM, hires only U.S. citizens and lawfully

authorized alien workers. As required by federal law, new hires must present documentation of

employment authorization within three days of employment and employees with work visas that have

an expiration date must provide continued proof of a valid visa or work authorization or face

termination. Harmony residents will have preference in the hiring process.

B. Open Door Policy

Anytime an employee needs to discuss concerns related to their job they may contact the Field

Operations Manager or the District Manager (see back cover for contact information), as the situation

warrants. All matters discussed will be kept confidential to the extent possible and no reprisal of any

kind will be taken against anyone. Sometimes this may be regarding an employee’s performance

review or disciplinary action. Sometimes it may be suggestions to improve the working environment

or a problem with another employee. No matter the situation, the District Manager, Field Operations

Manager, or designee will likely be able to correct the problem or clear up the misunderstanding on a

face-to-face basis.

HCDD Employee Policy Manual

Resolving matters may require bringing in other employees if they are a part of the problem or

concern. If the employee, the Field Operations Manager, or the District Manager deems that it is

necessary, either or both employees may bring in a witness.

It is the intent of the District to review all concerns and/or complaints and make every effort to

give them complete, careful, and fair consideration.

C. Performance Review Policy

Performance reviews provide a means for discussing, planning, and reviewing the performance

of each employee. Regular performance reviews: 1) help employees clearly define and understand

their responsibilities; 2) provide criteria by which employees’ performance will be evaluated; 3) suggest

ways in which employees can improve performance; and 4) provide a fair basis for awarding

compensation based on performance.

During the employee’s first year, performance reviews will be performed every 3 months.

Following the first year, performance reviews will be performed annually.

The performance review will be performed according to the criteria on the FRM Employee

Evaluation Form contained in Appendix 6.

D. Terminations

Termination, which is formalized and documented per Appendix 8, is defined by the category

and action to be taken as follows:

Resignation – When the termination is voluntary on the part of the employee, a two-week notice, in

writing, is expected. Employees shall have a right to terminate their employment at any time.

Three (3) consecutive days of absence without notice to appropriate management is considered

resignation without notice.

Release – This is a termination that results during the probationary period when it has been

demonstrated to the District that the employee may not be suited for the type of work or may lack the

qualifications necessary to perform the position.

Lay-off – Lay-off results when no work is available for the employee. In the event of a lay-off, the

employee shall receive pay in lieu of PTO not taken.

Retirement – An employee may retire upon notifying the District no less than thirty (30) days prior to

the proposed retirement date. Provided such notice has been given, the employee shall receive pay

in lieu of PTO not taken.

Discharge – The District reserves the right at any time to terminate employment with or without cause.

An employee who is discharged is usually not subject to rehire. In case of discharge with cause, an

employee will not receive any PTO or other accrued non-wage benefits unless mandated by law. In

the case of discharge without cause, the employee will receive pay in lieu of PTO not taken. Whether

it is with or without cause, an employee who is subject to discharge retains such recourse as may be

provided in applicable State and Federal law.

HCDD Employee Policy Manual

E. Exit Interview

Exit interviews are used to collect feedback from employees who separate so as to promote

continuous quality improvement. Employees are encouraged to conduct an in-person exit interview

with the District Manager. If employees desire an exit interview, please contact the District Manager

(contact details are on back cover). Even when employees do not desire an in-person exit interview,

they are encouraged to complete the exit informational survey attached as Appendix 5.

IV. COMPENSATION

A. Job Descriptions

Job Descriptions are contained in Appendix 4.

B. Compensation for Hours Worked

Starting wages are offered on a competitive basis commensurate with experience and breadth

of position offered as established in the attached Appendix 4.

Special licenses, if required for the employee’s position, are paid for by the District and merit a

wage increase. Said increase anticipates that employees will maintain the special license and continue

in the position that the employee had when obtaining the license.

Information regarding pay and salary ranges is also contained in Appendix 4.

C. Raises

All positions are subject to a 90-day probationary period; if satisfactorily completed, most

positions are provided a modest wage increase. Employees may be entitled to an annual pay increase

subject to the discretion and approval of the Board of Supervisors.

The Field Operations Manager may be granted a longevity and/or performance increase subject

to the discretion and approval of the District Manager and the Board of Supervisors.

D. Benefits

Employees may be entitled to health, dental, and vision benefits once they have completed their

90-day probationary period. Coverage for the employee is provided at a maximum premium rate of

$1,000.00 per month. Spouse and/or family coverage is available, but the employee must pay the full

cost of that additional coverage through a payroll deduction. Employees can enroll in the insurance

plan during the open enrollment period of October 1 through November 30 and can opt out of the

insurance plan at any time. For more information on benefits, please contact the District Field

Operations Manager. If an employee elects not to receive insurance benefits through the District, the

employee may be subject to an additional compensation package.

HCDD Employee Policy Manual

V. ATTENDANCE AND LEAVE

A. Attendance

Employees are required to be present on their assigned jobs for the total hours in the

established workday or work period unless their supervisor authorizes absence from duty. Employees

who expect to be absent from work for any reason should request approval from their supervisor as

much in advance as possible. Paid Time Off requests will be handled on a first-come, first-serve basis.

When an employee will be late to or absent from work, the supervisor is to be notified by phone.

Absences without authorization will result in leave without pay and may be cause for disciplinary action,

up to and including discharge.

B. Work Schedules

Standard business/office hours are from 7 a.m. to 7 p.m., seven (7) days a week. Seasonal

changes may be implemented from time to time that may affect the standard schedule. However,

employees are only expected to work forty (40) hours per week. Staff will rotate responsibility for

weekend shifts. Regular days off can only occur in the following cycles: Friday-Saturday or Sunday-

Monday.

Two rest breaks of fifteen (15) minutes each may be taken during an eight (8) hour shift. The

Field Operations Manager or his assistant must be notified before and after the lunch and rest breaks.

Breaks are to be observed according to the procedures of the work unit to which the employee is

assigned, and breaks may not be combined or accumulated to cover a late arrival, early departure or

extended lunch. Lunch breaks should be taken at the employee’s own initiative between 11:30 A.M.

and 2:00 P.M. Lunch breaks are limited to one (1) hour.

If an employee must leave the jobsite (District systems and facilities) for any reason, the

employee must inform the Field Operations Manager.

C. Employee Attendance Records

The Field Operations Manager will record and maintain timesheets for all staff.

D. Paid Time Off

Paid time off (PTO) may be used to cover sick days and vacation/personal time. Before taking

PTO for vacation/personal time, the employee must submit an advanced request for supervisor

approval. Such request may be denied if the employee’s absence would adversely affect the work

unit. Vacation/personal time taken on weekend shifts (Friday, Saturday, Sunday, or Monday) must

be specifically approved by the Field Operations Manager.

Paid time off is “use-it or lose-it” and will reset each year on October 1st, which is the beginning

of the District’s fiscal year. That is to say, if any employee has accrued leave hours that are not used

by October 1st, they will be forfeited.

After the 90-day probationary period and up to 1 year of service, new employees will accrue

PTO leave at a rate of 6 hours per month; a total of 54 hours during the first year. After the employee’s

HCDD Employee Policy Manual

3 year anniversary, the employee will accrue PTO leave at a rate of 10 hours per month; a total of 120

hours during each year. After the employee’s 5-year anniversary, the employee will accrue PTO leave

at a rate of 12 hours per month; a total of 144 hours during each year. These hours include sick,

personal, and vacation accruals.

Although the total amount of an employee’s PTO hours is determined based on the above

monthly accrual schedule, the total hours will be banked and may be used in advance during the fiscal

year. In other words, an employee does not have to wait until the end of the fiscal year to take a

vacation that would use all PTO hours that the employee is entitled to accrue during that fiscal year.

An employee who is absent without authorization will be placed on leave without pay and may

be subject to appropriate disciplinary action, up to and including discharge.

Paid Time Off (PTO) will be subject to advanced approval of the Field Operations Manager.

Employees must fill out the PTO Request Form contained in Appendix 9. In the case of illness or

emergency when a PTO Request Form cannot be submitted to the Field Operations Manager in

advance, employees are still required to notify the Field Operations Manager by phone.

E. Holidays

The following are holidays upon which Harmony CDD will be closed:

• New Year’s Day — January 1

• Memorial Day — Last Monday in May

• Independence Day — July 4

• Labor Day — First Monday in September

• Thanksgiving Day — Fourth Thursday in November

• Christmas Day — December 25

The following are additional holidays upon which Harmony CDD may be closed (floating

holidays):

• Easter

• Day after Thanksgiving

• Christmas Eve

Employees will be credited a maximum of eight (8) hours of pay on these holidays. If an

employee is scheduled to work on a holiday, the employee will receive regular pay for the hours worked

that day as well as an additional eight (8) hours of holiday pay.

VI. GENERAL INFORMATION

A. Personal Appearance/Dress Code

Employees are expected to be neat and clean in appearance and dress appropriately for public

contact. No camouflage clothing will be permitted. Employees must wear the Harmony CDD Field

Operations shirt with jeans, solid cargo pants, or solid shorts.

HCDD Employee Policy Manual

B. Smoking Policy

Smoking or vaping is not permitted when employees are working in close proximity to Harmony

Residents.

C. Safe Use of Cellular Phones

The District promotes safe use of any cellular phones by encouraging drivers to follow common

sense tips to ensure their wireless phone is not a distraction. It is even more important to pay attention

to the road and make driving safety the employee’s first priority. Do not use a cellular phone when

driving. Stop at a safe location to answer calls or text messages. Driving while texting is against the

law and law enforcement officers are authorized to stop motor vehicles and issue citations as a

secondary offense to persons who are texting while driving. It will also result in a verbal warning from

the Field Operations Manager.

Abuse or over-use of personal phones or private use of the CDD phone will result in a verbal

warning. Continued violations following a verbal warning may be cause for additional disciplinary

action, up to and including discharge.

D. Personal Property

The District cannot assume responsibility for the loss or theft of employees' personal property

or valuables. Employees are encouraged to keep such property in a safe place.

E. District Property

District vehicles and other property are only to be used for District purposes.

F. Jury/Civic Duty

If employees are subpoenaed for involuntary jury duty, or as a witness in a court of law,

employees must notify the District as soon as possible of the time and place employees are to serve.

Employees must provide the District with a copy of employee’s subpoena or other court order.

An employee shall receive full pay for any absence from work necessary to serve on a jury,

provided, however, any compensation received for said service or attendance, other than mileage,

shall be given to the District. Any employee who is dismissed from jury duty prior to noon shall return

to work for the afternoon session.

If the employee fails to return to work as required, then he shall submit a PTO Request Form

and the time off will be charged to the employee’s PTO. Any employee who is required to attend court

on his day off is exempt from the reimbursement procedure.

G. Severe Weather Conditions

The District is concerned with the safety of its employees regarding the transportation to and

from work during inclement weather. Employees should use their best judgment in determining

whether it is safe to report to work during hurricanes, floods, tornadoes, or other inclement weather.

HCDD Employee Policy Manual

Employees are responsible for contacting the Field Operations Manager to find out opening and

closing hours during such circumstances. If employees cannot make it to work on time, the employee

must call the Field Operations Manager as soon as possible, to let him/her know when the employee

will be able to arrive at work. If inclement weather occurs during the work day, employees are to report

to the Field Operations Manager’s office and wait for the weather to pass before returning to work.

H. Solicitations/Distributions

Solicitations and distributions can put undue pressure on employees and interfere with work

activities. Therefore, the following shall apply to solicitations or distributions of literature.

There will be no solicitation or distributions of literature during working time or at any time in

working areas.

Solicitations which are forbidden include, but are not limited to, solicitations for magazines or

periodicals, subscriptions, memberships in organizations, and political contributions.

Distributions which are forbidden include, but are not limited to, political or religious literature,

advertising brochures, and packages of materials, leaflets, or information bulletins.

Strict compliance with this rule is required of all employees. Violation of this rule will be grounds

for discipline, up to and including discharge.

VII. EMPLOYEE RELATIONS

A. Drug-Free Workplace

The District acknowledges that drug use has serious adverse effects in the workplace resulting

in lost productivity and poses a threat to public health and safety. Maintaining a healthy and productive

workforce with safe working conditions free from the effects of drugs decreases the occurrence of

injuries on the job, absenteeism and theft, and promotes employee morale.

The Drug-Free Workplace Act promotes the goal of drug-free workplaces within government

through fair and reasonable drug-testing methods for the protection of public employees and

employers.

Section 112.0455, Florida Statutes, identifies and defines the types of authorized drug testing:

job applicant testing, routine fitness for duty testing, follow-up testing, random testing, and reasonable

suspicion drug testing. Random testing and job applicant testing are currently carried out only under

separate, specific legislative authorization. “Reasonable suspicion drug testing” means drug testing

based on a belief that an employee is using or has used drugs in violation of the employer’s policy

drawn from specific objective facts and reasonable inferences drawn from those facts in light of

experience. A job applicant is defined in section 112.0455, Florida Statutes, as “a person who has

applied for a position with an employer and has been offered employment conditioned upon

successfully passing a drug test.” To learn more about the other types of drug-testing, review section

112.0455, Florida Statutes.

HCDD Employee Policy Manual

All employees are expected to adhere to the District’s standards of conduct concerning the

possession and/or use of drugs or alcohol while on duty or while in or on District property. Violations

of this policy will result in disciplinary action, up to and including discharge.

B. Harassment

The District has a strict policy against discrimination and harassment in the workplace. It is

expected that all employees will interact fairly and honestly with one another to ensure that the work

environment is free of intimidation and harassment.

The District is committed to providing all job applicants and employees with an environment free

of discrimination and unlawful harassment. Actions, words, jokes, or remarks based on an individual's

sex, race, ethnicity, age, religion, physical impairment, or any other legally protected characteristic will

not be tolerated. This policy also prohibits harassment in any form, including verbal, physical, and

visual harassment.

Unwelcome sexual conduct, such as sexual advances, requests for sexual favors, or other

verbal or physical conduct of a sexual nature when it is made as a term or condition of employment

or, unwelcome sexual conduct, which creates an intimidating, hostile, or offensive work environment

will not be tolerated.

Any employee who believes a co-worker, member of management, or agent of the District has

unlawfully harassed him/her should promptly report the matter to District Manager (contact details on

back cover). Every employee can raise concerns and make reports without fear of reprisal.

The District will make every effort to ensure that complaints of harassment are resolved

promptly and effectively. All actions taken to resolve complaints of harassment through investigations

shall be conducted confidentially to the extent possible.

Similar actions of harassment directed towards residents and/or visitors of the District by

employees are also prohibited and will not be tolerated. Employees are expected to be courteous and

respectful of residents and visitors at all times. Any reports regarding such behavior will be promptly

investigated.

Any employee after appropriate investigation, who is found to have engaged in the harassment

of an employee, resident, or visitor, will be subject to disciplinary actions, up to and including discharge,

with or without warning per Appendix 7.

{ This Page Intentionally Blank }

APPENDIX – 1

ACKNOWLEDGMENT OF RECEIPT

I acknowledge receipt of the Harmony Community Development District Employee Handbook. I

accept my responsibility to read and understand this handbook, including the District’s policy on

discipline and standards of conduct. I understand the topics discussed in this handbook represent the

general policies of the District and that the District may impose additional requirements, depending

upon the nature of my position.

Employee Name: _________________________________________________

(Please print)

___________________________________ _________________

Employee Signature Date

APPENDIX – 2

APPENDIX – 3

Harmony CDD

Field Services Organization Chart

Board of Supervisors

Section 190.006, Fla. Stat.

District Manager

Angel Montagna, InfraMark

407-566-1935

Section 190.007(1), Fla. Stat.

Field Staff

Florida Resource Management

. Payroll

. Workers’ Compensation

Field Operations Manager

Gerhard van der Snel

APPENDIX – 4

HCDD Field Services

Field Operations Manager Job Description

Responsibilities and requirements include:

• Hiring and training of new staff

• Performance monitoring and evaluations

• Monitoring existing projects

• Planning day-to-day operations

• Managing Bi-weekly Payroll and Benefits Packages

• Manage budget and coordinate materials to ensure ongoing operations

• Analyzing workload

• Planning, attending and following-up after CDD Board of Supervisors meetings

• Arranging for maintenance & repair of fleet of vehicles/equipment to minimize downtime

• Ongoing cross-training to be proficient in all tasks to fill-in for absent employees as needed

• General administrative duties to ensure employees are working effectively and efficiently

• Managing and controlling the resident Pool Access ID Card System

• Administrating the Online Resident Boat Reservation System

• Controlling and managing the Rain Bird Maxicom Irrigation System

• Maintaining the Door King Access System for pools and Buck Lake

• Required 24/7 availability in case of emergencies

HCDD Field Services

Aquatics/Custodial Manager Job Description

Responsibilities and requirements include:

• Required Certification: Certified Pool Operator.

• For all water bodies open to the Harmony public: Ensure all chemical balances and safety

guidelines are within FDOH specifications

• Daily clean and deep clean all public and inside pool restrooms on CDD property

• Performing maintenance on restroom plumbing

• Cleaning and repairing pool furniture

• Monitoring safety and rules in all areas within the Harmony pools and splash pad

• Conducting pool ID checks

• Blow off the pool decks and splash pad daily

• Maintaining splash pad and pool equipment, (i.e., changing filters and performing minor repairs)

• Opening and closing the pools by procedure

• All other duties required in the changing environment of the CDD Field Services

APPENDIX – 4

HCDD Field Services

Dock Master Job Description

Responsibilities and requirements include:

• Maintain the cleanliness and safety of the Buck Lake Dock and Boathouse

• Responsible for the entire reservation process on a day-to-day basis.

• Responsible for keeping up the maintenance of equipment and Boats/Kayaks/Canoes.

• Will receive basic cross-training on all facets of CDD Field Services.

• All other duties required in the changing environment of the CDD Field Services

HCDD Field Services

Pond Master Job Description

Responsibilities and requirements include:

• Required Certification: Florida Aquatics Pesticide/Herbicide Certification

• Performing overall maintenance of all Harmony Ponds

• Providing a monthly pond report to the Field Operations Manager

• Keeping record of and updating all MDS sheets

• Ordering required chemicals

• Maintaining all equipment required for spraying ponds

• Safely storing all chemicals used on ponds

• Applying chemicals to ponds, as needed

HCDD Field Services

Irrigation Job Description

Responsibilities and requirements include:

• Performing installation, maintenance and repair of all irrigation systems

• Operating small power equipment and hand tools to install, maintain and repair irrigation

systems and related components including irrigation lines, sprinkler heads, control panels,

valves, etc.

• Possessing a basic knowledge of the Rain Bird Maxicom System and its functions

• Will receive basic cross-training on all functions of CDD Field Services

• All other duties required in the changing environment of CDD Field Services

APPENDIX – 4

HCDD Field Services

Floater Job Description

Responsibilities and requirements include:

• Maintaining and emptying dog potty stations throughout the week

• Performing minor custodial work

• Maintaining all sidewalks, including power washing and grinding.

• Maintaining the cleanliness of the192 median (i.e., removing road debris, etc.)

• Filling in for Dock Master 2 days a week, when necessary

• Performing play area safety and maintenance checks

• Replenishing gas for vehicles and water for CDD Field Services Staff

• Working on special projects, as needed

• Will receive basic cross-training on all aspects of CDD Field Services

• All other duties required in the changing environment of CDD Field Services

HCDD Field Services

Pay Scale and Salary Information

Position Description

Starting

Mid Point

Maximum

Hourly Positions

Floater

$ 12.50

per/hr

$ 13.50

per/hr

$ 14.50

per/hr

Dock Master

$ 14.50

per/hr

$ 15.50

per/hr

$ 16.50

per/hr

Irrigation Worker

$ 15.00

per/hr

$ 16.00

per/hr

$ 17.00

per/hr

Aquatics/Custodial Manager

$ 16.00

per/hr

$ 17.00

per/hr

$ 18.00

per/hr

• Modest $0.50/hr increase generally provided after 90-day probationary period.

• Maintaining certifications required for position warrants $1.00/hr increase.

• Employees may be entitled to an annual pay increase subject to the

discretion and approval of the Board of Supervisors.

Salaried Position

Field Operations Manager

$ 52,500

annum

$ 57,500

annum

$ 62,500

annum

• May be granted a longevity &/or performance increase subject to the

discretion and approval of the Board of Supervisors.

a/o October 2019

Compensation in lieu of Insurance Benefits:

Any employee who chooses to not purchase insurance through payroll deductions will be

offered offsetting equivalent compensation in the form of a $2.00 per/hr pay increase. This offer

applies equally to all job categories, all pay scales, and all positions.

APPENDIX – 5

CONFIDENTIAL

Exit Information Survey

***If you desire an in-person exit interview, you may contact the District Manager directly by phone or

email (see back cover for current contact details). Otherwise, please fill out this form and return it to:

Harmony District Manager, 175 Hampton Point Drive, Suite 4, St. Augustine, Florida 32092.

Job Title: ________________________

Supervisor: ______________________

1. How did you learn about the job opening for your current position?

2. Why did you accept that job offer versus another?

3. Were the duties and demands of your job (i.e. maintaining the works of the District) described

accurately during the interview process?

4. Were you given training to perform the job? How would you assess the quality of that

training? What are some of the areas for improvement?

5. Were your own expectations for the job met?

6. Describe the workplace environment.

7. Were there any special problem areas within the works of the District (the systems, facilities,

parks and recreation, etc.)?

8. What improvements can you suggest to your job (to make it easier, more challenging and

more interesting)?

9. Were you and your supervisor able to work together effectively?

APPENDIX – 5

10. What kind of feedback did you receive from your supervisor and how frequently?

11. How could your supervisor have helped you more on the job?

12. How would you describe your supervisor's management style?

13. How would you describe the management style of the District Manager?

14. What do you like most about working here?

15. What do you like the least about working here?

16. What do you feel good about accomplishing in your job and in your time here?

17. What factors contributed to your decision to leave? What might have been done to prevent

you from leaving?

18. What makes your new job more attractive than your present job?

19. What are your general feelings about working for this CDD?

20. Would you consider returning to this CDD if a position were available in the future?

APPENDIX – 6

APPENDIX – 7

APPENDIX – 8

FLORIDA RESOURCE MANAGEMENT

(FRM) EMPLOYEE TERMINATION

Name of Employee: __________________________________________

Termination Effective Date: __________________________________________

Reg. Hours to be paid on final check: __________________________________________

Vacation Hours to be paid: __________________________________________

Supervisor Name: __________________________________________

Reason for Termination:

Voluntary Resignation (check one) Involuntary Termination (check one)

_____ Secured better position _____ Absenteeism or Tardiness

_____ Dissatisfied (type of work) _____ Failure to Meet Performance Expectations

_____ Dissatisfied (salary) _____ Insubordination

_____ Dissatisfied (supervisor) _____ Not qualified for the position

_____ Dissatisfied (working conditions) _____ Gross Misconduct

_____ Generally dissatisfied _____ Dishonesty or Theft

_____ Retirement _____ Job abandonment

_____ Returned to school _____ Death

_____ Moving out of area _____ Other

_____ Family or personal circumstances

_____ In Lieu of Discharge

_____ No Reason Given

Lay Off (check one)

______ Lack of Work ______ Job Eliminated

Reason for leaving (Supervisor’s statement) _______________________________________________________

___________________________________________________________________________________________

Eligible for Re-hire? ______ Yes _____ No

If no, Explain:

__________________________________________________________________________

___________________________________ __________________

Supervisor Signature Date

APPENDIX – 9

HCDD Field Operations

Paid Time Off (PTO)

Request Form

Please submit this form for approval at least two weeks in advance of your preferred PTO dates.

Date: _____________

Employee Name: ___________________________________

Title: _________________________

Department: ___________________

Remaining Banked PTO Days: _____________

PTO Dates Requested: ____/____/______ through ____/____/______

Returning: ____/____/______

Total Number of Days Requested: _____________

__________________________________ Date ____________

Signature of Employee

Approval:

__________________________________ Date ____________

Field Operations Manager

EMPLOYEE PERSONAL NOTES

_______________________________________________________________________________

Contact Information

District Manager: Angel Montagna

E-Mail: Angel.Montagna@inframark.com

Phone: 497-566-1935

Address: 175 Hampton Drive, Suite 4

St. Augustine, FL 32092

Field Services Manager: Gerhard van der Snel

E-Mail: Gerhard.vanderSnel@inframark.com

Phone: 407-301-2235

Address: 7360 Five Oaks Drive

Harmony, FL 34773

(FCHR): Florida Commission on Human Relations

Website: https://fchr.myflorida.com/

Phone: 850-488-7082

Address: 4705 Esplanade Way, Room 110

Tallahassee, FL 32399

(CIGF): Chief Inspector General of Florida

Website: http://www.floridaoig.com/

E-Mail: [email protected]lorida.com

Phone: 850-717-9264

Address: Room 1901 - The Capitol

Tallahassee, FL 32399-0001