This series specification describes the work performed by six professional classes used throughout State service in a wide range of business service activities. Specialist positions within this series are nonsupervisory and typically perform the most complex professional business service work assigned to the specific level.
Classes in this series differ from the general Staff Services Analyst and Associate Business Management Analyst classes in that incumbents perform technical business services duties for the majority of time. The incumbents of the Staff Services Analyst and Associate Business Management Analyst classes perform analytical duties for the majority of time.
Variety and complexity of business service work performed including function s for which responsible; department size and geographic dispersement; level and type of supervision received; extent of authority to make commitments; extent of responsibility for decisions; consequence of errors; level and type of personal contacts required; and number, level and variety of staff supervised. This is the entry, developmental and first Specialist working level in the series.
While in a trainee capacity, incumbents work under close supervision and learn to perform a variety of technical and analytical business service activities. As their skills and abilities develop, incumbents are expected to perform with increasing independence. Fully trained incumbents may, under supervision, independently perform technical business service work of a routine nature in a variety of functions; assist in the performance of more difficult and complex technical and analytical business service work; or be assigned responsibility for one or more of the least complex business service functions which are Equipment and Supplies Management, Support Services and Building Maintenance.8th pay scale gets cabinet nod
Analytical business service work performed at this level is described as that which would otherwise be appropriate for a Management Services Technician.
Positions at this level are nonsupervisory but may serve as lead over lower level clerical and other staff. Analytical work of average difficulty is described as that which would otherwise be appropriate for a Staff Services Analyst.
Incumbents are nonsupervisory but may serve as lead over lower level staff. With an appropriate restructuring of duties, positions allocated to this class may be downgraded to Business Service Assistant Specialist for recruitment purposes. This is the first supervisory level in the series. Positions are nonsupervisory but may serve as lead over lower level staff.
Under direction, incumbents typically supervise 1 all business service functions in a medium to large business service office; or 2 in larger offices, may supervise two or more functions as assistant to a higher level manager. In addition, incumbents may personally perform technical or analytical business service work of highest complexity.
Other classes supervised may include those listed above for the II level supervisor. One year of experience in the California state service performing duties comparable to those of an Office Assistant GeneralRange B, or Management Services Assistant. One year of experience in the California state service performing duties comparable to those of a Business Service Assistant SpecialistRange C, or of a Staff Services Analyst, Range B, in a business service assignment.
Applicants who have completed six months of service performing the duties listed above will be admitted to the examination but must satisfactorily complete one year of experience performing these duties before they can be considered eligible for appointment. Experience: One year of technical experience beyond the Trainee level in one or a combination of the following:. Equipment and supplies management including the preparation of purchase documents.
Building management including lease negotiation and problem resolution.For You. Start Salary Survey. Salary Research. By Company. Salary Negotiation Guide. Career Advice. For Your Business. Get a Demo. Price a Job for Free.
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Reviews Benefits. What am I worth? Development Coordinator. Group Sales Manager. Production Manager, Theater. Find out what you should be paid Use our tool to get a personalized report on your market worth. What's this?For You. Start Salary Survey. Salary Research. By Company. Salary Negotiation Guide. Career Advice. For Your Business. Get a Demo. Price a Job for Free.
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Original PayScale Research. College Salary Report. United States. Average Boston Symphony Orchestra Salary. Salary Show Hourly Rate. Reviews Benefits. What am I worth? Executive Assistant to CEO. Development Manager, Corporate. Education Program Director. Find out what you should be paid Use our tool to get a personalized report on your market worth.
What's this? United States change. Facility Manager. Music Librarian.
Operations Manager. Tell us about your job and pay factors like skills and education.Boards and councils that act in an advisory capacity to the Board of County Commissioners, such as the Broward County Planning Council, are also not included in the pay plan. Each Letter represents classifications provided by the Broward County Commission. Select a letter to look for the classification that best fits your needs.
The first letter of the Class Code denotes which employee group the job classification belongs to. Employee groups include the following collective bargaining units:. Employees in exempt classifications work as many hours as necessary to get the job done. They do not receive overtime, either in time off or in cash compensation. Employees in non-exempt classifications must receive overtime either pay or time off for hours worked in excess of 40 in a standard work week.
The Salary Grade denotes the number of the pay grade associated with the classification description.
Employees in benefit eligible full-time and part-time positions shall be paid no less than the Living Wage rate in Broward County as of January 1st of the calendar year. There are certain classifications with entry level hourly pay rates that reflect the labor market, but are below that of the current living wage. Nevertheless, benefit eligible employees in those positions shall be paid no less than the current living wage.
For additional information, review the Living Wage Ordinance. Class Code. Class Code The first letter of the Class Code denotes which employee group the job classification belongs to.Anastasia Tsioulcas. Boston Symphony Orchestra principal flutist Elizabeth Rowe has filed a lawsuit against the orchestra, claiming that she is making substantially less each year than her closest peer — a man.
Rowe's suit was filed in Massachusetts' Suffolk County Superior Court on Monday morning, the day after a new, statewide equal pay law went into effect. Rowe's lawyer, Elizabeth A. Rodgers, says that her client has met repeatedly this year with the BSO administration in hopes of resolving the matter, including providing them with documentation of MEPA.
The statute passed in but did not take effect until this past Sunday, specifically so that companies had ample time to audit and remedy salary and wage gaps.
Rowe was hired for the Boston Symphony's top flutist job in — a high-profile and extremely competitive position at one of the world's foremost orchestras. According to her suit, she has been profiled as a soloist with the orchestra 27 times in the years since she was hired — more than any other BSO principal musician — and that the orchestra has repeatedly highlighted her in its marketing, publicity and social media materials.
Rowe says that she is currently the top-paid female principal player in the BSO, while the BSO's principal oboist, John Ferrillo, is the symphony's top-paid male principal musician. The BSO's three other highest-paid musicians — its principal trumpet, principal viola and timpanist — are all male. Rowe says that Ferrillo's role in the orchestra is the most comparable to her own, and yet she is paid approximately 75 percent of his earnings.
Along with playing next to Rowe for the past 14 years, Ferrillo was part of the hiring committee when Rowe auditioned for the BSO. Within Rowe's lawsuit, he is quoted as calling Rowe "the finest orchestral flutist in North America and absolutely equal to himself.
Both Rowe and Ferrillo lead their respective sections, are members of the Boston Symphony Chamber Players a smaller ensemble of BSO principal musicians who perform and record separately from the larger orchestraand have very similar leadership responsibilities within the BSO. The principal flutist and oboist are often among the top five highest-paid artists within the most prestigious U.
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Since "blind" audition processes were introduced at most American orchestras in the s and s — in which musicians play hidden by screens and usually on carpeting to disguise the distinctive clicking sound of women's shoes on the floor — the number of female musicians hired to play in U.
But more equitable gender and racial representation remains very much an issue in the orchestral world, including the number of female soloists, conductors and composers who are being showcased. In the season, the BSO will feature six female composers out of 45 total. That number ties Boston with the Los Angeles Philharmonic for the greatest number of female composers featured by a major American orchestra in the upcoming season. When Rowe was hired inthere was only one other female principal musician at the BSO: Ann Hobson Pilota now-retired harpist who joined the symphony in and became principal harpist in Within her suit, Rowe alleges that the symphony's management and public relations staff asked her in December to participate in the creation of a National Geographic documentary episode, hosted by Katie Couric, that would address the issue of blind auditions and how its early introduction at the BSO — indecades ahead of other ensembles — reshaped the orchestra's demographics.
Rowe says that she accepted the request, but mentioned again her concerns about current gender-equality issues within the BSO, "including known salary discrimination. Rowe's attorney, Elizabeth A.
Rodgers, says that her client turned to a lawsuit to address her pay disparity as a last-resort measure. A Boston Symphony Orchestra spokesperson tells NPR that it hasn't been served Rowe's lawsuit, so "we have no comment on possible or pending litigation. She joined in Accessibility links Skip to main content Keyboard shortcuts for audio player. NPR Shop. Her suit may be the first filed under a new Massachusetts pay equity law. Music News. Facebook Twitter Flipboard Email.
July 5, PM ET. Enlarge this image.Group: Border Services all employees. Code: Expiry date: June 20, Accordingly, they are determined to establish, within the framework provided by law, an effective working relationship at all levels of the public service in which members of the bargaining units are employed.
The list shall include the name, geographic location and classification of the employees and the date of appointment for each new employee. Where an employee does not have sufficient earnings in respect of any month to permit deductions made under this article, the Employer shall not be obligated to make such deductions from subsequent salary.
The Alliance will inform the Employer accordingly. The Alliance shall endeavour to avoid requests for posting of notices which the Employer, acting reasonably, could consider adverse to its interests or to the interests of any of its representatives. Posting of notices or other materials shall require the prior approval of the Employer except in the case of notices related to the business affairs of the Alliance, including posting of the names of Alliance representatives, and social and recreational events.
Such approval shall not be unreasonably withheld. Permission to enter the premises shall, in each case, be obtained from the Employer.
Such permission shall not be unreasonably withheld. In the case of access to vessels, the Alliance representative upon boarding any vessel must report to the Master, state his or her business and request permission to conduct such business. It is agreed that these visits will not interfere with the sailing and normal operation of the vessels.
Here’s how much the BSO’s highest-paid musicians (all men) made in 2015-16
The duration of such leave shall be for the period the employee holds such office. The Employer shall endeavour to give such notification at the time of suspension or termination. These levels shall be as follows:. No employer representative may hear the same grievance at more than one level in the grievance procedure.
The Alliance shall have the right to consult with the Employer with respect to a grievance at each or any level of the grievance procedure. The selection of the mediator will be by mutual agreement. The Employer will welcome suggestions on the subject from the Alliance, and the parties undertake to consult with a view to adopting and expeditiously carrying out reasonable procedures and techniques designed or intended to prevent or reduce the risk of employment injury.
In all other cases, the following clauses will apply. In no case shall this permit the Employer to reduce the hours of work of a full-time employee permanently. In these operations, such employees will be compensated for their meal period in accordance with the applicable overtime provisions.
Any changes to the scheduled hours shall be by written notice to the employee s concerned.For You. Start Salary Survey. Salary Research. By Company. Salary Negotiation Guide. Career Advice. For Your Business. Get a Demo. Price a Job for Free. Compensation Software. Insight Lab. Compensation Advice. Comp Communication. Compensation Research. Comp Best Practices. Original PayScale Research. College Salary Report. United States. Salary Show Hourly Rate.
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Average Baltimore Symphony Orchestra Salary
What's this? United States change. Detention Officer. Fire Lieutenant. Firefighter Paramedic. Tell us about your job and pay factors like skills and education.
Find your market worth with a report tailored to you. Negotiate your pay with confidence. Enter your job title:. Gender Breakdown This data is based on 9 survey responses. Learn more about the gender pay gap. Job Satisfaction.