Roles and Responsibilities


PACERS are special individuals throughout the organization who have been identified as change agents that will assist with Broward County’s implementation of easyPay. There are three PACERS roles:

  • HR/Payroll Liaison
  • Strategic Communications Partner
  • Sterling Internal Examiner

Some PACERS have more than one role in an agency. All PACERS share common responsibilities, and each type of PACER has additional responsibilities, based on their role.

As PACERS, you will be the easyPay Change Management Team’s first, most important resource to promote Presence, Awareness, Communications, Encouragement, Reinforcement and Support for the easyPay implementation throughout your agencies. 

All PACERS - Responsibilities

  • Attend a monthly PACERS meeting hosted by the Change Management Team to learn what’s new with the project, receive updates for your tool kit, discuss any areas of resistance, share new FAQs received by agency employees and provide feedback on the effectiveness of easyPay outreach efforts.
  • Wear an easyPay button to identify yourself as an agency expert on easyPay.
  • Report rumors, large and small, to
  • Promote positive conversations about easyPay with agency leadership and staff. Share your knowledge, and tell employees what you know about the new system.
  • Work with your fellow PACERS, as an extension of the Change Management Team, to support awareness, training and education on easyPay, and the adoption of change throughout the organization. Be sure agency executive leadership and administrative staff is kept informed.

HR/Payroll Liaisons – Additional Responsibilities

You are the first point of contact for your agency’s managers, supervisors and employees!

  • Maintain a tool kit of information provided to you by the Change Management Team, including but not limited to News Clips, Frequently Asked Questions (FAQs), videos, presentations, flyers, brochures and reference materials. Store information online and/or in your purple easyPay folder.
  • Maintain a log of agency FAQs.
  • Keep the Change Management Team up-to-date with any HR/Payroll Liaison staffing or role changes within your agency.
  • Distribute flyers, posters, brochures and messages about easyPay.
  • Support the organization’s staff in learning about and understanding new payroll processes and procedures as they are introduced.
  • Ensure messages are verbally communicated throughout the organization through face-to-face activities and conversations with employees and staff.
  • Provide feedback to both employees and the Change Management Team.

Strategic Communications Partners – Additional Responsibilities

You are the first line of communication to your agency’s executive leadership team, employees and staff!

  • Ensure that the HR/Payroll Liaison for your agency receives the latest information about easyPay, including tool kit updates, provided by the Change Management Team.
  • Receive and ensure distribution of posters, brochure, and flyers, News Clips and other messages about easyPay.
  • Share FAQs you receive with your agency HR/Payroll Liaison to support the development of a centralized list for the agency.
  • Ensure that appropriate easyPay messages are included on a timely basis in your agency’s internal communications vehicles; e.g. newsletters, intranet, email blasts and staff meetings, and that messages are consistent with enterprise wide messages.
  • Recommend and provide content for updates to the easyPay website and other internal web pages based on feedback received from agency employees.
  • Work with the Change Management Team to coordinate agency visits with executive leadership, managers, supervisors and employees.

Sterling Internal Examiners – Additional Responsibilities

You play an important role in the successful implementation of easyPay due to your experience in process improvement, verbal and written communications and quality assurance. Provide feedback on how the organization is responding to the implementation of easyPay.

  • Identify organizational implementation challenges and offer suggested strategies to resolve them.
  • Share agency successes and recognition opportunities.
  • Assist the Change Management Team in developing communications to address challenges identified within your agency.
  • Work with the Change Management Team to coordinate agency visits with executive leadership, managers, supervisors and employees.