SECTION 8. EMPLOYEE COMPENSATION AND BENEFITS - FISCAL YEAR 2023-2024
This section provides instructions for implementing the Fiscal Year
2023-2024 salary and benefits adjustments provided in this act. All
allocations, distributions, and uses of these funds are to be made in
strict accordance with the provisions of this act and chapter 216,
Florida Statutes.
Unless otherwise specified in this section, references to an "eligible"
employee refer to an employee who is, at a minimum, meeting his or her
required performance standards, if applicable. If an ineligible employee
achieves performance standards subsequent to the salary implementation
date, but on or before the end of the fiscal year, the employee may
receive the increase; however, the increase shall be effective on the
date the employee becomes eligible but not retroactively. In addition,
any salary increase or bonus provided under this section shall be
pro-rated based on the full-time equivalency of the employee's position.
Employees classified as other personal services employees are not
eligible for an increase.
It is the intent of the Legislature that the minimums and maximums for
each pay grade and pay band be adjusted upward commensurate with the
increases provided in subsection (1)(b). In addition, the Legislature
intends that all eligible employees receive the increases specified in
this section, even if the implementation of such increases results in an
employee's salary exceeding the adjusted pay grade maximum.
(1) EMPLOYEE AND OFFICER COMPENSATION
(a) Officer Compensation
The elected officers, members of commissions, and designated employees
shall be paid at the annual rate listed below for the 2023-2024 fiscal
year; however, these salaries may be reduced on a voluntary basis.
7/1/2023
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Governor.................................................. 141,400
Lieutenant Governor....................................... 135,516
Chief Financial Officer................................... 139,988
Attorney General.......................................... 139,988
Agriculture, Commissioner of.............................. 139,988
Supreme Court Justice..................................... 239,442
Judges - District Courts of Appeal........................ 202,440
Judges - Circuit Courts................................... 182,060
Judges - County Courts.................................... 172,015
Judges of Compensation Claims............................. 172,000
State Attorneys........................................... 218,939
Public Defenders.......................................... 202,440
Commissioner - Public Service Commission.................. 143,314
Commissioner - Florida Gaming Control Commission.......... 143,314
Executive Director - Florida Gaming Control Commission.... 143,314
Public Employees Relations Commission Chair............... 106,142
Public Employees Relations Commission Commissioners....... 50,322
Commission on Offender Review Chair....................... 135,000
Commission on Offender Review Commissioners............... 125,000
Criminal Conflict and Civil Regional Counsels............. 130,295
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None of the officers, commission members or employees whose salaries
have been fixed in this section shall receive any supplemental salary or
benefits from any county or municipality.
(b) Employee Compensation
Effective July 1, 2023, funding in the amount of $190,471,533 from the
General Revenue Fund and $176,687,337 from trust funds are provided in
Specific Appropriation 2103 to grant a 5.0 percent competitive pay
adjustment to each eligible employee's June 30, 2023, base rate of pay.
This competitive pay adjustment shall apply to each eligible employee in
the Career Service, the Selected Exempt Service, the Senior Management
Service, the lottery pay plan, the judicial branch pay plan, the pay
plans administered by the Justice Administration Commission, a military
employee of the Florida National Guard on full-time military duty, and a
non-career service employee of the Florida School for the Deaf and the
Blind, based on each eligible employee's base rate of pay. This
competitive pay adjustment shall be made before any other adjustments
authorized in subsection (2) of section 8.
(2) SPECIAL PAY ISSUES
(a) Position Specific Recruitment and Retention
1. Effective October 1, 2023, funds are provided in Specific
Appropriation 2103 in the amount of $33,787,099 from the General Revenue
Fund and $57,898,989 from trust funds to grant a pay adjustment for
recruitment and retention, up to 10.0 percent, after the statewide
competitive pay adjustment is made pursuant to paragraph (1)(b), for
eligible employees. For the purpose of this subsection, the term
"eligible employee" includes a full-time equivalent position (FTE) in
the following position categories:
Accountants; Auditors; Budget; Finance; Information Technology;
Laboratory Technicians; Legal, including Attorneys and Paralegals; and
Nurses.
2. Each state agency is required to submit a plan for implementation of
the pay adjustments by September 1, 2023, to the Executive Office of the
Governor's Office of Policy and Budget for approval and distribution of
funds. Plans shall include at a minimum, the position number for each
employee receiving a special pay adjustment, the associated class code
and class title, the base rate of pay prior to the special pay
adjustment but after the 5.0 percent statewide competitive pay
adjustment, the new base rate of pay after the special pay adjustment,
the associated benefits, total budget allocated for that position and
budget details, including detailed fund source to be used.
(b) Department of Corrections
1. Effective July 1, 2023, from the funds in Specific Appropriations
619, 633, 646, 658, 670, 683, and 706, the Department of Corrections
shall adjust the minimum annual base rate of pay to the levels listed
below for each eligible employee in one of the following position
classifications:
Correctional Officer (8003)............................... 47,840
Correctional Officer Sergeant (8005)...................... 52,624
Correctional Officer Lieutenant (8011).................... 60,518
Correctional Officer Captain (8013)....................... 66,570
Correctional Officer Major-SES (8015)..................... 76,556
Correctional Officer Colonel-SES (8017)................... 84,212
Assistant Warden (7941)................................... 92,633
Warden (7948)............................................. 111,160
Assistant Regional Director (8273)........................ 122,276
Regional Director of Institutions (8271).................. 134,504
Classification Supervisor (8053).......................... 76,556
Correctional Service Administrator (8058)................. 84,212
Inspector (8026).......................................... 66,570
Senior Inspector (8028)................................... 76,556
Inspector Supervisor (8029)............................... 84,212
Assistant Chief of Investigations (9019).................. 92,633
Chief of Investigations (9032)............................ 111,160
Deputy Inspector General (8019)........................... 134,504
Correctional Probation Officer (8036)..................... 47,840
Correctional Probation Senior Officer (8039).............. 52,624
Correctional Probation Specialist (8040).................. 60,518
Correctional Probation Supervisor (8045).................. 66,570
Correctional Probation Senior Supervisor (8046)........... 76,556
Deputy Circuit Administrator (5258)....................... 92,633
Circuit Administrator (5256).............................. 111,160
Assistant Regional Director of Community Corrections
(5259).................................................. 122,276
Regional Director of Community Corrections (8272)......... 134,504
2. Effective July 1, 2023, from the funds in Specific Appropriation 619,
658, 683, and 706, $3,365,322 from the General Revenue Fund is provided
for the Department of Corrections to grant a special pay adjustment to
the annual base rate of pay for a retention pay plan for correctional
officers, correctional probation officers, and inspectors as follows:
$1,000 special pay adjustment for each employee with at least two years
but less than three years of combined continuous service in one or more
of the position classification codes listed below.
$500 special pay adjustment for each employee with at least five years
but less than six years of combined continuous service in one or more of
the position classification codes listed below.
$1,000 special pay adjustment for each employee with at least eight
years but less than nine years of combined continuous service in one or
more of the position classification codes listed below.
For purposes of retention pay plan implementation, the term
"correctional officer" means an employee of the Department of
Corrections in the following classification codes: Correctional Officer
(8003); Correctional Officer Sergeant (8005); Correctional Officer
Lieutenant (8011); Correctional Officer Captain (8013); Correctional
Officer Major (8015); and Correctional Officer Colonel (8017). For
purposes of retention pay plan implementation, the term "correctional
probation officer" means an employee of the Department of Corrections in
the following classification codes: Correctional Probation Officer
(8036); Correctional Probation Senior Officer (8039); Correctional
Probation Specialist (8040); Correctional Probation Supervisor (8045);
and Correctional Probation Senior Supervisor (8046). For purposes of
retention pay plan implementation, the term "inspector" means an
employee of the Department of Corrections in the following
classification codes: Inspector-DC (8026); Senior Inspector-DC (8028);
and Inspector Supervisor-DC (8029).
3. Effective July 1, 2023, from the funds in Specific Appropriation 691,
$1,146,753 from the General Revenue fund is provided for Department of
Corrections to grant a special pay adjustment of 5.0 percent, after the
competitive pay adjustment is made pursuant to paragraph (1)(b), for
maintenance staff. For purposes of the maintenance pay increase
implementation, the term "maintenance staff" means an employee of the
Department Of Corrections in the following classification codes:
Vocational Instructor III - F/C (1315); Engineering Technician IV
(4612); Construction Projects Consultant I (4691); Construction Projects
Consultant II (4692); Maintenance & Construction Superintendent (6387);
Plumber (6441); Master Electrician (6446); Senior Refrigeration Mechanic
(6454); Maintenance Mechanic - F/C (6469); and Electronic Technician II
(7234).
(c) Justice Administration Commission
1. Effective July 1, 2023, funds are provided in Specific Appropriation
2103, in the amount of $170,382 from the General Revenue Fund and
$36,822 from trust funds to the Justice Administration Commission to
grant a special pay adjustment of 3.0 percent, after the competitive pay
adjustment is made pursuant to paragraph (1)(b), for employees in
position classification State Attorney (9815).
2. Effective July 1, 2023, funds are provided in Specific Appropriation
2103, in the amount of $14,261,218 from the General Revenue Fund and
$3,527,999 from trust funds to the Justice Administration Commission to
grant special pay adjustments to the annual base rate of pay for
employees in position classification of Assistant State Attorney (6901),
after the competitive pay adjustment is made pursuant to paragraph
(1)(b), as follows:
10 percent special pay adjustment for each employee with a base rate of
pay range between $52,500 to $71,999;
8 percent special pay adjustment for each employee with a base rate of
pay range between $72,000 to $86,999;
6 percent special pay adjustment for each employee with a base rate of
pay range between $87,000 to $101,999;
4 percent special pay adjustment for each employee with a base rate of
pay of $102,000 to $116,999;
3 percent special pay adjustment for each employee with a base rate of
pay of $117,000 or greater.
(d) Department of Children and Families
1. Effective July 1, 2023, funds are provided in Specific Appropriation
2103, in addition to the competitive pay adjustment provided in
paragraph (1)(b), in the amount of $14,237,354 from the General Revenue
Fund to the Department of Children and Families to provide a special pay
adjustment of 5.0 percent for eligible employees in the following Child
Protective position classifications:
Child Protective Field Support Consultant and Analysts (8374); Child
Protective Investigator (8371); Child Protective Investigator
Supervisor-SES (8372); and Senior Child Protective Investigator (8373).
2. Effective July 1, 2023, funds are provided in Specific Appropriation
2103, in addition to the competitive pay adjustment provided in
paragraph (1)(b), in the amount of $3,437,540 from the General Revenue
Fund and $4,070,557 from trust funds for the Department of Children and
Families to increase the minimum base rate of pay up to 10 percent for
positions in the Comprehensive Eligibility Services program component.
For the purposes of this paragraph, "comprehensive eligibility services"
means an eligible employee of the Department of Children and Families -
Comprehensive Eligibility Services program listed in one of the
following classifications:
Senior Management Analyst Supervisor-SES (2228); Government Operations
Consultant I PP01 (2234); Operations and Management Consultant I-SES
PP08 (2234); Government Operations Consultant II PP01 (2236); Senior
Human Services Program Specialist (5879); Program Administrator-SES
(5916); Economic Self-Sufficiency Specialist I (6090); Economic
Self-Sufficiency Specialist II (6091); Economic Self-Sufficiency
Specialist Supervisor-SES (6092); Investigation Specialist I (8315);
Investigation Specialist II (8318); Quality Control Analyst (5890);
Quality Control Supervisor-SES (5891); and Investigator Supervisor-SES
(8354).
(e) Department of Business and Professional Regulation
Effective July 1, 2023, funds are provided in Specific Appropriation
2103, in addition to the competitive pay adjustment provided in
paragraph (1)(b), in the amount of $1,391,919 from trust funds to the
Department of Business and Professional Regulation to provide pay
adjustments for recruitment and retention for eligible employees of
Central Intake, Customer Contact Center, and Hotels and Restaurants
Compliance and Enforcement programs in the Department of Business and
Professional Regulation, for the following classifications:
Regulatory Specialist I (0440); Regulatory Specialist II (0441);
Regulatory Specialist III (0444); Regulatory Consultant (0442);
Regulatory Program Administrator-SES (0443); Sanitation and Safety
Specialist (8888); Senior Sanitation and Safety Specialist (8889); and
Sanitation and Safety Supervisor (8895). (Issue Code 5200A50)
(f) Division of Administrative Hearings
Effective July 1, 2023, funds are provided in Specific Appropriation
2103, in addition to the competitive pay adjustment provided in
paragraph (1)(b), in the amount of $1,359,610 from trust funds for the
Division of Administrative Hearings to increase the minimum base rate of
pay for Administrative Law Judges (7722), Deputy Chief Judge of
Compensation Claim (9681); and the Director of Administration (5206) to
$172,000.
(g) Department of Law Enforcement
1. Effective July 1, 2023, funds are provided in Specific Appropriation
2103, in addition to the competitive pay adjustment provided in
paragraph (1)(b), in the amount of $1,358,896 from the General Revenue
Fund and $531,465 from trust funds for the Department of Law Enforcement
to provide a 4 percent pay increase for Special Agent (8581) position
classification and to relieve pay compression for law enforcement
officers in the position classifications below. This pay adjustment is
to be applied after the adjustments for sworn law enforcement officers
in (2)(h)1 and 2.
Special Agent Supervisor (8584); Law Enforcement Sergeant (8519); Law
Enforcement Captain (8632); Law Enforcement Major (8630); Law
Enforcement Lieutenant (8522); Law Enforcement Investigators II (8541);
Law Enforcement Officers (8515); and Special Agent Trainee (8580).
(h) State Law Enforcement Officers
1. Effective July 1, 2023, funds are provided in Specific Appropriation
2103 in the amount of $8,661,754 from the General Revenue Fund and
$23,679,882 from trust funds for each eligible sworn law enforcement
officer to attain the minimum annual base rate of pay of $55,000 to the
officer's June 30, 2023, base rate of pay, after the competitive pay
adjustment is made pursuant to paragraph (1)(b).
2. In addition, a special pay adjustment shall be applied to the
adjusted annual rate of pay after the minimum annual base rate of pay of
$55,000 has been applied for employees in position classification of
sworn law enforcement officer are as follows:
10 percent special pay adjustment for each sworn law enforcement officer
with a base rate of pay between $55,000 to $69,999;
8 percent special pay adjustment for each sworn law enforcement officer
with a base rate of pay between $70,000 to $84,999;
6 percent special pay adjustment for each sworn law enforcement officer
with a base rate of pay between $85,000 to $99,999;
4 percent special pay adjustment for each sworn law enforcement officer
with a base rate of pay between $100,000 to $114,999;
3 percent special pay adjustment for each sworn law enforcement officer
with a base rate of pay greater than $115,000.
3. Effective July 1, 2023, from the funds in Specific Appropriation
2103, $11,286,391 from the General Revenue Fund and $31,039,016 in trust
funds are provided to grant special pay adjustments to the annual base
rate of pay after the adjustments made in subparagraph (2)(h)2 for
employees who are sworn law enforcement officers.
$3,000 special pay adjustment for each sworn law enforcement officer
with less than four years of combined continuous service in one or more
of the position classifications;
$5,000 special pay adjustment for each sworn law enforcement officer
with at least four years but less than six years of combined continuous
service in one or more of the position classifications;
$7,000 special pay adjustment for each sworn law enforcement officer
with at least six years but less than eight years of combined continuous
service in one or more of the position classifications;
$9,000 special pay adjustment for each sworn law enforcement officer
with at least eight years but less than ten years of combined continuous
service in one or more of the position classifications;
$11,000 special pay adjustment for each sworn law enforcement officer
with at least ten years of combined continuous service in one or more of
the position classifications.
4.a.For the purpose of implementing (2)(h)1. 2. and 3., the term "sworn
law enforcement officer" means an employee in one of the following
position classifications certified as a law enforcement officer pursuant
to section 943.13, Florida Statutes:
b. Department of Agriculture and Consumer Services
Law Enforcement Officer (8515); Law Enforcement Corporal (8517); Law
Enforcement Sergeant (8519); Law Enforcement Investigator II (8541); Law
Enforcement Lieutenant (8522); Law Enforcement Captain (8525); Law
Enforcement Major (8526); Director of Agricultural Law Enforcement
(8542); Assistant Director of Law Enforcement (8551); Law Enforcement
Major (8630); Law Enforcement Captain (8632); Chief of Uniform Services
(7858); and Chief of Investigative Services (7788).
c. Department of Business and Professional Regulation
Law Enforcement Investigator II (8541); Law Enforcement Lieutenant
(8522); Law Enforcement Major (8630); and Law Enforcement Captain
(8632).
d. Department of Environmental Protection
Law Enforcement Investigator II (8541); Law Enforcement Lieutenant
(8522) and Law Enforcement Captain (8632).
e. Department of Financial Services
Law Enforcement Investigator I (8540); Law Enforcement Investigator II
(8541); Chief Workers' Compensation Fraud (7957); Chief General Fraud
(7958); Chief Fire and Arson Investigations (7962); Law Enforcement
Lieutenant (8522); Law Enforcement Major (8630); Law Enforcement Captain
(8632); Assistant Director of Insurance Fraud (9776); and Director of
Insurance Fraud (9779).
f. Highway Safety and Motor Vehicles
Trooper (8030); Highway Patrol Sergeant (8031); Highway Patrol Pilot
(8032); Highway Patrol Pilot II (8033); Highway Patrol Corporal (8034);
Highway Patrol Investigator Sergeant (8035); Highway Patrol Captain
(8038); Highway Patrol Lieutenant (8042); Law Enforcement Major (8626),
Law Enforcement Captain (8632); Deputy Director of Florida Highway
Patrol (7932); Chief of Florida Highway Patrol (7981); and Director of
Florida Highway Patrol (9762).
g. Department of Law Enforcement
Law Enforcement Officer (8515); Law Enforcement Sergeant (8519); Law
Enforcement Investigator II (8541); Special Agent (8581); Special Agent
Trainee (8580); Law Enforcement Lieutenant (8522); Law Enforcement
Captain (8632); Director of Investigations (8529); Chief of
Investigations (8530); Special Agent Supervisor (8584); Inspector
(8590); Chief of Law Enforcement Services (8383); Director of Capitol
Police (9736); Director, Criminal Justice Prof. Program (9828); and
Assistant Executive Director (9883).
h. Gaming Control Commission
Law Enforcement Investigator II (8541); Law Enforcement Section Leader
(9154); Director of Law Enforcement (9838); Inspector General (9415)
i. Department of Legal Affairs
Law Enforcement Investigator II (8541); Law Enforcement Lieutenant
(8522); Law Enforcement Captain (8525); Law Enforcement Major (8630);
Law Enforcement Captain (8632); and Director of Law Enforcement
Relations, Victim Services and Criminal Justice (7949).
j. Department of Lottery
Special Agent-Supervisor (1126); Director of Security (2601); Deputy
Director of Security (2603); and Special Agent II (2608).
k. Fish and Wildlife Conservation Commission
Law Enforcement Officer (8515); Law Enforcement Corporal (8517); Law
Enforcement Airplane Pilot I (8532); Law Enforcement Airplane Pilot II
(8534); Law Enforcement Investigator I (8540); Law Enforcement
Investigator II (8541); Law Enforcement Lieutenant (8522); Law
Enforcement Captain (8525); Law Enforcement Manager (8565); Law
Enforcement Program Administrator (8798); Law Enforcement Section Leader
(9154); Deputy Director of Law Enforcement (9498); and Director of Law
Enforcement (9694).
l. Florida School for the Deaf and the Blind
Law Enforcement Officer (8515); Law Enforcement Investigator II (8541);
Law Enforcement Lieutenant (8522) and Security and Law Enforcement Chief
(8520)
m. Justice Administration Commission
Investigator I (6661); Investigator II (6662); Investigator III (6663);
Investigator IV (6664); Investigator V (6665)
n. State Court System
Chief Deputy Marshal-Supreme Court (1500); Chief Deputy Marshal -
District Court (1501); Deputy Marshal - Supreme Court (1505); Deputy
Marshal - District Court (1506); Deputy Marshal Supervisor - Supreme
Court (1510); Deputy Marshal Supervisor - District Court (1515); Marshal
Supreme Court (9040); and Marshal - District Court (9050).
(3) BENEFITS: HEALTH, LIFE, AND DISABILITY INSURANCE
(a) State Life Insurance and State Disability Insurance
Funds are provided in each agency's budget to continue paying the state
share of the current State Life Insurance Program and the State
Disability Insurance Program premiums.
(b) State Health Insurance Plans and Benefits
1. For the period July 1, 2023, through June 30, 2024, the Department of
Management Services shall continue within the State Group Insurance
Program State Group Health Insurance Standard Plans, State Group Health
Insurance High Deductible Plans, State Group Health Maintenance
Organization Standard Plans, and State Group Health Maintenance
Organization High Deductible Plans.
2. For the period July 1, 2023, through June 30, 2024, the benefits
provided under each of the plans shall be those benefits as provided in
the current State Employees' PPO Plan Group Health Insurance Plan
Booklet and Benefit Document, and current Health Maintenance
Organization contracts and benefit documents, including any revisions to
such health benefits approved by the Legislature.
3. Effective July 1, 2023, the state health insurance plans, as defined
in subsection (3)(b), shall limit plan participant cost sharing
(deductibles, coinsurance, and copayments) for covered in-network
medical services, the amount of which shall not exceed the annual cost
sharing limitations for individual coverage or for family coverage as
provided by the U.S. Department of Health and Human Services pursuant to
the provisions of the federal Patient Protection and Affordable Care Act
of 2010 and the Internal Revenue Code. Medical and prescription drug
cost sharing amounts incurred by a plan participant for covered
in-network service shall be aggregated to record the participant's total
amount of plan cost sharing limitations. The plan shall pay 100 percent
of covered in-network services for a plan participant during the
applicable calendar year once the federal cost share limitations are
reached.
4. Effective July 1, 2023, a participant has the option to receive a
covered immunization from a participating provider pursuant to a
participant's current State Employees' PPO Plan Group Health Insurance
Plan Booklet and Benefit Document, a participating provider pursuant to
a participant's current Health Maintenance Organization contract and
benefits document, or a participating pharmacy in the State Employees'
pharmacy benefit manager's network.
5. Effective January 1, 2024, the Division of State Group Insurance
shall continue to allow service delivery through telehealth in its
health benefits contracts.
6. The high deductible health plans shall continue to include an
integrated Health Savings Account (HSA). Such plans and accounts shall
be administered in accordance with the requirements and limitations of
federal provisions related to the Medicare Prescription Drug Improvement
and Modernization Act of 2003. The state shall make a monthly
contribution to the employee's health savings account, as authorized in
section 110.123(13), Florida Statutes, of $41.66 for employees with
individual coverage and $83.33 for employees with family coverage.
(c) State Group Health Insurance Premiums for the Period July 1, 2023,
through June 30, 2024.
Funds are provided in each state agency and state university's budget to
pay the state share of the State Group Health Insurance premiums for the
fiscal year. The agencies shall pay the specified premiums on behalf of
employees who have enhanced benefits, including those employees
participating in the Spouse Program in accordance with section
60P-2.0036, Florida Administrative Code, and those employees filling
positions with "agency pay-all" benefits.
1. For the coverage period beginning August 1, 2023, the state share of
the State Group Health Insurance premiums per month for the executive,
legislative, and judicial branch agencies shall be as follows:
a. Standard Plan or High Deductible Plan - Individual - $763.46
b. Standard Plan or High Deductible Plan - Family - $1,651.08
c. Standard Plan for an employee with enhanced benefits, excluding the
Spouse Program - Individual - $805.12
d. Standard Plan for an employee with enhanced benefits, excluding the
Spouse Program - Family - $1,801.08
e. Standard Plan for each employee participating in the Spouse Program -
Family - $900.54
f. High Deductible Plan for an employee with enhanced benefits,
excluding the Spouse Program - Individual - $770.12
g. High Deductible Plan for an employee with enhanced benefits,
excluding the Spouse Program - Family - $1,685.38
h. High Deductible Plan for each employee participating in the Spouse
Program - Family - $842.70
2. For the coverage period beginning August 1, 2023, the employee share
of the State Group Health Insurance premiums per month shall be as
follows:
a. Standard Plan - Individual - $50.00
b. Standard Plan - Family - $180.00
c. High Deductible Plan - Individual - $15.00
d. High Deductible Plan - Family - $64.30
e. Standard Plan or High Deductible Plan for an employee filling a
position with "agency payall" benefits - Individual - $8.34
f. Standard Plan or High Deductible Plan for an employee filling a
position with "agency payall" benefits - Family - $30.00
g. Standard Plan or High Deductible Plan for each employee participating
in the Spouse Program - $15.00
3. For the coverage period beginning August 1, 2023, the monthly premium
for a Medicare participant participating in the State Group Health
Insurance program shall be as follows:
a. Standard Plan - One Eligible - $430.18
b. Standard Plan - One Under/One Over - $1,243.63
c. Standard Plan - Both Eligible - $860.35
d. High Deductible Plan - One Eligible - $324.26
e. High Deductible Plan - One Under/One Over - $1,061.06
f. High Deductible Plan - Both Eligible - $648.52
g. The monthly premium for a Medicare participant enrolled in a Health
Maintenance Organization Standard Plan or High Deductible Health Plan or
a Medicare Advantage Plan shall be equal to the negotiated monthly
premium for the selected state-contracted Health Maintenance
Organization or selected state-contracted plan.
4. For the coverage period beginning August 1, 2023, the monthly premium
for an "early retiree" participating in the State Group Health Insurance
program shall be as follows:
a. High Deductible Plan - Individual - $736.80
b. High Deductible Plan - Family - $1,632.05
c. The monthly premium for an "early retiree" participating in the
Standard Plan shall be equal to 100 percent of the total premium charged
(state and employee contributions) for an active employee participating
in the Standard Plan with the same coverage.
5. For the coverage period beginning August 1, 2023, a COBRA participant
participating in the State Group Health Insurance program shall continue
to pay a premium equal to 102 percent of the total premium charged
(state and employee contributions) for an active employee participating
in the same plan option.
(d) The state Employees' Prescription Drug Program shall be governed by
the provisions of section 110.12315, Florida Statutes. Under the State
Employees' Prescription Drug Program, the following shall apply:
1. Effective July 1, 2023, for the purpose of encouraging an individual
to change from brand name drugs to generic drugs, the department may
continue to waive co-payments for a six month supply of a generic statin
or a generic proton pump inhibitor.
2. The State Employees' Prescription Drug Program shall provide coverage
for smoking cessation prescription drugs; however, members shall be
responsible for appropriate co-payments and deductibles when applicable.
(4) OTHER BENEFITS
(a) The following items shall be implemented in accordance with the
provisions of this act and with the applicable negotiated collective
bargaining agreement:
1. The state shall provide up to six (6) credit hours of tuition-free
courses per term at a state university or Florida College System
institution to full-time employees on a space available basis as
authorized by law.
2. The state shall continue to reimburse, at current levels, for
replacement of personal property.
3. Each agency, at the discretion of the agency head, may expend funds
provided in this act for bar dues and for legal education courses for
employees who are required to be a member of the Florida Bar as a
condition of employment.
4. The state shall continue to provide, at current levels, clothing
allowances and uniform maintenance and shoe allowances.
(b) All state branches, departments, and agencies which have established
or approved personnel policies for the payment of accumulated and unused
annual leave, shall not provide payment which exceeds a maximum of 480
hours of actual payment to each employee for accumulated and unused
annual leave.
(c) Upon termination of employees in the Senior Management Service,
Selected Exempt Service, or positions with comparable benefits, payments
for unused annual leave credits accrued on the member's last anniversary
date shall be prorated at 1/12th of the last annual amount credited for
each month, or portion thereof, worked subsequent to the member's last
anniversary date.
(5) PAY ADDITIVES AND OTHER INCENTIVE PROGRAMS
The following pay additives and other incentive programs are authorized
for the 2023-2024 fiscal year from existing agency resources consistent
with provisions of sections 110.2035 and 216.251, Florida Statutes, the
applicable rules promulgated by the Department of Management Services
and negotiated collective bargaining agreements.
(a) Each agency is authorized to continue to pay, at the levels in
effect on June 30, 2007, on-call fees and shift differentials as
necessary to perform normal operations of the agency.
(b) Each agency that had a training program in existence on June 30,
2006, which included granting pay additives to participating employees,
is authorized to continue such training program for the 2023-2024 fiscal
year. Such additives shall be granted under the provisions of the law
administrative rules, and collective bargaining agreements.
(c) Each agency is authorized to continue to grant temporary special
duties pay additives to employees assigned additional duties as a result
of another employee being absent from work pursuant to the Family
Medical Leave Act or authorized military leave. The notification process
described in section 110.2035(7)(d), Florida Statutes, does not apply to
additives authorized in this paragraph.
(d) Each agency is authorized to grant merit pay increases based on the
employee's performance rating of at least commendable as evidenced by a
performance evaluation conducted pursuant to Chapter 60L-35, Florida
Administrative Code, or a similar performance evaluation applicable to
other pay plans. The Chief Justice may exempt judicial branch employees
from the performance evaluation requirements of this paragraph.
(e) Contingent upon the availability of funds and at the agency head's
discretion, each agency is authorized to continue to grant temporary
special duties pay additives, of up to 15 percent of the employee's base
rate of pay, to each employee temporarily deployed to a facility or area
closed due to emergency conditions from another area of the state that
is not closed.
(f) The Fish and Wildlife Conservation Commission is authorized to
continue to grant temporary special duty pay additives to law
enforcement officers who perform additional duties as K-9 handlers,
regional recruiters/media coordinators, and breath test
operators/inspectors, and may grant temporary special duty pay additives
to law enforcement officers who perform additional duties as offshore
patrol vessel crew members, special operations group members, and
long-term covert investigations.
(g) The Fish and Wildlife Conservation Commission is authorized to grant
critical market pay additives to employees residing in and assigned to
Lee County, Collier County, Monroe County, Broward County, or Miami-Dade
County, at the levels that the employing agency granted salary increases
for similar purposes prior to July 1, 2006. These pay additives shall be
granted only during the time in which the employee resides in, and is
assigned duties within, these counties. In no instance may the employee
receive an adjustment to the employee's base rate of pay and a critical
market pay additive based on the employee residing in and being assigned
in the specified counties.
(h) The Fish and Wildlife Conservation Commission may provide a duty
officer shift differential pay additive of 10 percent and a midnight
shift differential of 15 percent to duty officers who are assigned to
work those respective shifts.
(i) The Department of Highway Safety and Motor Vehicles is authorized to
grant critical market pay additives to sworn law enforcement officers
residing in and assigned to:
1. Lee County, Collier County, or Monroe County, at the levels that the
employing agency granted salary increases for similar purposes prior to
July 1, 2006;
2. Hillsborough, Orange, Pinellas, Duval, Marion, and Escambia counties
at $5,000, or, in lieu thereof, an equivalent salary adjustment that was
made during Fiscal Year 2015-2016;
3. Alachua, Baker, Brevard, Clay, Charlotte, Flagler, Indian River,
Manatee, Martin, Nassau, Osceola, Pasco, Sarasota, Santa Rosa, Seminole,
St. Johns, St. Lucie, and Volusia counties at $5,000.
These critical market pay additives and equivalent salary adjustments
may be granted only during the time in which the employee resides in,
and is assigned to duties within, those counties. In no instance may the
employee receive an adjustment to the employee's base rate of pay and a
critical market pay additive based on the employee residing in and being
assigned in the specified counties.
(j) The Department of Highway Safety and Motor Vehicles may grant
special duties pay additives of $2,000 for law enforcement officers who
perform additional duties as K-9 handlers; felony officers; criminal
interdiction officers; criminal investigation and intelligence officers;
new recruit background checks and training, and technical support
officers; drug recognition experts; hazardous material squad members;
compliance investigation squad members; motorcycle squad members; Quick
Response Force Team; Honor Guard; or Florida Advanced Investigation and
Reconstruction Teams.
(k) The Department of Highway Safety and Motor Vehicles may provide a
critical market pay additive of $1,300 to non-sworn Florida Highway
Patrol personnel working and residing in Miami-Dade and Broward counties
for class codes 0108, 2236, 6466, 0162, 0045, 3142, and 0004. These
critical market pay additives shall be granted only during the time in
which the employee resides in, and is assigned to duties within, these
counties.
(l) The Department of Highway Safety and Motor Vehicles is authorized to
grant a critical market pay additive of $5,000 per year to non-sworn
Florida Highway Patrol personnel for class codes 8407, 8410, 8417, and
8513 working and residing in the following counties: Duval, Nassau,
Baker, Clay, St. Johns, Hillsborough, Polk, Pinellas, Manatee, Pasco,
Lee, Charlotte, Glades, Hendry, Collier, Miami-Dade, Monroe, Palm Beach,
Martin, Broward, Seminole, Orange, Lake, Osceola, and Brevard. This
additive shall be granted only during the time in which the employee
resides in and is assigned to duties within.
(m) The Department of Highway Safety and Motor Vehicles is authorized to
grant a critical market pay additive of $5,000 per year to Motorist
Services personnel for class codes 9000 and 9002 working and residing in
Miami-Dade and Broward counties. This additive shall be granted only
during the time in which the employee resides in and is assigned to
duties within those counties. In addition, Motorist Services personnel
for class code 9018 with the working class title of Community Outreach
Specialist shall also receive a $5,000 critical market pay additive per
year.
(n) The Department of Highway Safety and Motor Vehicles is authorized to
continue to grant a pay additive of $162.50 per pay period for law
enforcement officers assigned to the Office of Motor Carrier Compliance
who maintain certification by the Commercial Vehicle Safety Alliance.
(o) The Department of Transportation is authorized to continue its
training program for employees in the areas of transportation
engineering, right-of-way acquisition, relocation benefits
administration, right-of-way property management, real estate appraisal,
and business valuation under the same guidelines established for the
training program prior to June 30, 2006.
(p) The Department of Transportation is authorized to grant a pay
additive of $2.00 per hour for incident management services performed
for critical coverage areas on the state highway system during
nonstandard work hours, including nights and weekends.
(q) The Department of Corrections is authorized to grant critical market
pay additive of $105.38 per pay period to employees residing in and
assigned to Broward, Martin, Miami-Dade, Monroe, Okeechobee, Palm Beach,
St. Lucie, Indian River, Charlotte, Lee, Glades, Hendry, and Collier
counties. These pay additives shall be granted only during the time in
which the employee resides in, and is assigned duties within, these
counties.
(r) The Department of Corrections may continue to grant hazardous duty
pay additives, as necessary, for those employees assigned to the
Department of Corrections institutions' Rapid Response Teams (including
the baton, shotgun, and chemical agent teams) and the Correctional
Emergency Response Teams.
(s) The Department of Corrections may continue to grant a temporary
special duties pay additive of up to 10 percent of the employee's base
rate of pay for each certified correctional officer (class code 8003);
certified correctional officer sergeant (class code 8005); certified
correctional officer lieutenant (class code 8011), and certified
correctional officer captain (class code 8013). For purposes of
determining eligibility for this special pay additive, the term
"certified" means the employee has obtained a correctional mental health
certification as provided through the department. To be certified, a
correctional officer must: (a) initially complete 5 courses consisting
of a total of 54 hours of instruction taught by a department instructor
with a correctional officer behavioral mental health certification
through the American Correctional Association; (b) upon completing that
instruction, satisfactorily pass a department examination; and (c) twice
each year satisfactorily complete 16 additional hours of training and an
examination, including in the year the correctional officer satisfies
(a) and (b). The courses and training must educate correctional officers
in identifying symptoms of mental illness in prisoners while helping to
foster a safer environment for inmates with mental illness. Such
additive may be awarded only during the time the certified officer is
employed in an assigned mental health unit post.
(t) The Department of Corrections may continue to grant a one-time
$1,000 hiring bonus to newly-hired correctional officers (class code
8003) who are hired to fill positions at a correctional institution that
had a vacancy rate for such positions of more than 10 percent for the
preceding calendar quarter. The bonus may not be awarded before the
officer obtains his or her correctional officer certification. Current
employees and former employees who have had a break in service with the
Department of Corrections of 31 days or less are not eligible for this
bonus.
(u) The Department of Corrections is authorized to continue to grant a
one-time $1,000 hiring bonus to newly hired teachers and instructors
(class codes 1313, 1315, 4133, 8085, 8093, 9095) at a correctional
institution. Current employees and former employees who have had a break
in service with the Department of Corrections of 31 days or less are not
eligible for this bonus.
(v) The Department of Children and Families may grant a temporary
special duties pay additive of 5 percent of the employee's base rate of
pay to:
1. All employees in the Human Services Worker I, Human Services Worker
II, and Unit Treatment and Rehabilitation Specialist classes who work
within the 13-1E, 13-1W, 32N, or 32S living areas at the Northeast
Florida State Hospital. Such additive may be awarded only during the
time the employees work within those living areas at the Northeast
Florida State Hospital.
2. All employees in the Human Services Worker I, Human Services Worker
II, and Unit Treatment and Rehabilitation Specialist classes who work
within the Specialty Care Unit or Medical Services Unit at the Florida
State Hospital. Such additive may be awarded only during the time those
employees work within the Specialty Care Unit or Medical Services Unit
at the Florida State Hospital.
3. All employees in Child Protective Investigator and Senior Child
Protective Investigator classes who work in a weekend unit. Such
additive may be awarded only during the time such employees work in a
weekend unit.
4. All Adult Registry Counselors who work in a weekend unit at the Abuse
Hotline. Such additive may be awarded only during the time such
employees work in a weekend unit.
(w) The Department of Children and Families may, subject to the
availability of funds, grant a one-time hiring bonus up to $3,000 for
Child Protective Investigators and Adult Protective Investigators and up
to $1,500 in the Human Services Worker I, Human Services Worker II, and
Unit Treatment and Rehabilitation Specialist classes. Current employees
and former employees who have had a break in service with the Department
of Children and Families of 31 days or less are not eligible for this
bonus.
(x) The Department of Health may, subject to the availability of funds,
grant a one-time hiring bonus of up to $2,500 to new employees hired
into a hard-to-fill job classification as specified in the department 's
Personnel and Human Resource Management, Pay and Salary Adjustments
internal policy. The employee will receive half of the determined bonus
after the completion of three months of continuous service with the
department. The employee will receive the remaining half of the
determined bonus after one year of continuous service and the completion
of all required certifications, if applicable. Current department
employees and former department employees who had a break in service of
31 days or less are not eligible for this bonus.
(y) The Department of Health is authorized to grant a critical market
pay additive of up to $5,000 per year to Career Service personnel
working and residing in Miami-Dade, Broward, and Palm Beach counties.
This critical market pay additive shall be granted only during the time
in which the employee resides in and is assigned to duties within those
counties.
(z) The Department of Health may, subject to the availability of budget
authority, salary rate, and grant funding, provide salary increases for
a cohort of positions sharing the same job classification or job
occupations in the Division of Disability Determination if authorized by
Social Security Administration.
(aa) The Department of Lottery is authorized to provide a critical
market pay (CMP) additive of $1,300 to Lottery personnel working in the
following district offices: Hillsborough, Lee, Palm Beach and
Miami-Dade. These critical market pay additives shall be granted only
during the time the employee is assigned duties within those areas.
(ab) The Department of Financial Services may grant temporary special
duty pay additives of $2,000 for law enforcement officers who perform
additional duties as K-9 handlers.
(6) COLLECTIVE BARGAINING
All collective bargaining issues at impasse between the State of Florida
and AFSCME Council 79, the Federation of Public Employees, the
Federation of Physicians and Dentists, the Florida Fire Service
Association, the Police Benevolent Association, the Florida Nurses
Association, and the Florida State Lodge Fraternal Order of Police
related to wages, insurance benefits, and other economic issues shall be
resolved pursuant to Item "(1) EMPLOYEE AND OFFICER COMPENSATION," Item
"(2) SPECIAL PAY ISSUES," Item "(3) BENEFITS: HEALTH, LIFE, AND
DISABILITY INSURANCE, Item "(4) OTHER BENEFITS," and Item "(5) PAY
ADDITIVE AND OTHER INCENTIVE PROGRAMS," and other legislation enacted to
implement this act.