HomeMy WebLinkAboutMINUTES - 01011968 - Personnel Salaries 1968 A PERSONNEL SALARIES
1968 January through June Reel # �V
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Box #:_ Stored: Map N
s
CALENDAR FOR THE BOARD OF SUPERVISORS
JAMES P. KENNY. RICHMOND ALFRED M. DMS
IST DISTRICT CONTRA
COSTA
COUNTY
CHAIRMAN
ALFRED M. DIAS. SAN PABLO 1nll J �1� JAMES E. AIRMANMORIATY i
2ND DISTRICT VICE CHAIRMAN
JAMES E. MORIARTY. LAFAYETTE BOARD CHAMBERS. ROOM 107. ADMINISTRATION BUILDING WALTER T. PAASCH
CLERK
3RD DISTRICT
P.O. sox 911
THOMAS JOHN COLL. CONCORD MRS. GERALDINE RUSSELL
4TH DISTRICT MARTINEZ. CALIFORNIA 94553 ASSISTANT CLERK OF BOARD -
EDMUND A. LINSCHEID, PITTSBURG PHONE 228.3000 REGULAR MEETINGS THE FIRST
STH DISTRICT FOUR TUESDAYS OF EACH MONTH
REGULAR ADJOURNED MEETING
MONDAY
JUNE 24s 1968
9:00 A.M. Roll call.
The Board shall consider requests for salary adjust-
ments and/or fringe benefits for fiscal year 1908-1969
from the following:
9:00 A.M. Mr. Thn Skinner, Representative for the United
Professional Fire Fighters of Contra Costa County,
Local 1230-
9:30 A.M. Representative for the Contra Costa County Appraisers'
Association.
10:00 A.M. Representative of the Joint Negotiating Cormdttee for
Contra Costa County Jknployees Union, Local 302, and
Contra Costa County Anployees Association, Local 1675,
AFL-CIO.
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SALARY AND FRINGE BENEFIT PROPOSALS
FOR FISCAL YEAR 1968-69
OF THE
JOINT ACTION SALARY NEGGTIAMG COMMITTEE
OF THE
ccNTRA COSTA COUNTY EI'4PLOYEES ASSOCIATION, LOCAL 2675
AND
cwTRA COSTA COUNTY E14PPLOYEES UNICK, LOCM, 302
GERALDDIE RUSSELL
RECEIVED
}UN 6 - 1968
W. T. PAASCH
CLERK BOARD OF SUPERVISORS
LBCO TRAOSTAGO.Y• Deputy
+� Mr.
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TABLE OF Citi NTS
1. General Request and Fringe Benefits
2. Public Health Department
3. Medical Services Department
4. Social Services Department
5. Probation Department
6. Field Service Series
7. Maintenance Department
8. Technical, Survey and Engineering Series
g. Airport Operations and Agricultural Department
10. Building Inspection Department and Planning Department
11. District Attorney Department and Public Defender Office
12. Sheriffxs Department
13. Library Department
Zit. Clerical Series
�. R.. .. 4�f4-
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GENERAL SALARY INCREASE
Our Joint Committee on Salary Negotiations of Locals 1675 and 302 requests that the
Commission recammend and4the Board of isors ad t aten -t ¢-
board increase for all C�4�emploYtes. We make this request for many reasons,
but in a rs instance in order to enable the loner paid classificati nL 9-
ceive a more favorable salary increase t th hiMer paid classifications so that
the lower paid emp oyees will receive a better break in the consumer market in the
light of the tremendously high cost of living which exists today.
The American worker has traditionally ridden the back seat in regard to inflationary
trends. Along with the typical adjustment of his wages, relative to the cost of
living, after the change has already been effected, he rarely if ever has the kind
of base salary that protects him from spending his short income dollars for rapidly
rising consumer goods and services. The public employee has particularly been cut
by this tiro-edged sword.
The U. S. Department of Labor through the Bureau of Labor Statistics, publishes
regularly a consumer price index which is designed to reflect changing costs in
terms of the consumer market. Although designed to reflect changing costs, history
has made it a one way street. Cost-of-living changes have come to mean the continued
increase in the cost-of-living.
The Bureau of Labor Statistics also does studies on the income necessary to meet the
cast-of-living. The income necessary for a salaried employee with a family of four
to live moderately in 1966 was $9,191 and if this is adjusted in terms of the con-
tinuing increase in cost-of-living, it means that it will cost a salaried employee
with a family of four $10,000 to make it in 1969. It does not take a survey by an
expert to know that most non-+managewerrt employees/ do not make this income.
In private employment, there has been a continuous trend toward standardization of
'mages along with attempts to keep pace with cost-of-living through procedures such
as the "escalator clause". (Again, this occurs after the increase but does shorten
the period.)
11ih7is aupl.ofees do not have even this much going for thea. The past practice,
prior to the changes now being forced by increased itnion activity, was to give an
annual percentage increase. There was very little if any attention given to seeking
comparability between similar work and similar wages, toward standardizing the wages
within a consumer area, and equalizing cost-of-living increases through across-the-
board adjustments.
Ninety-nine percent of public employees, as is true in any statistical picture of
course, make less than the going wage for the same type of work. This does not mean
much, if the difference between the lowest paid and the highest paid in a consumer
area is not very great; but in public employment, more than $200 separate the top
and bottom in the vast majority of the cases in any classification series. The
chase for the average position means that the great majority are off at least 15%
from other employees doing the same work in a public agency. The difference be-
tween the journeymen in the Public Works Department and the 90% journeymen illustrate
this quite dramatically.
In addition, in the past the public employee is expected to make his usually inade-
quate wage adjustment compete in a consumer=s market of rising prices for a full
year. The game of "catch-up" played by 99% of the public agencies guarantees this.
How do you measure the lose to an employee who is forced to spend his inadequate
dollars for goods and services carrying inflated prices?
When it comes to purchasing goods and services, it costs the ea1yee^ an the lower
end of the totes a just as much to b as the em toe thet P
tae ra take this into account and moth¢ t the miserof making
inadequate wages.
Our Committee seeks the goal of the same wage for the same work, particularly in a
consumer's market such as the Bay Area. This is a long range goal and our current
program is being leveled on paying in the top or third quartile plus an across-the-
board dollar increase.
Our Committee proposes that the wage adjustment be an across-the-board adjustment
accounting for the ast e _ is
un in the first three quarters of 1967-68 over 1 - I undoubtedly o over the
mark by July is a across- he-board increase will p ace mos o e
(continued)
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Page 2 (General Salary Increase)
lower paid employees in the top quartile. As far as our Committee is concerned, this
is only fair and just and helps these employees at the lower level to cope better
with the cost-of-living increase.
In the future, in order to give the employee an opportunity to realize value from his
wages, our C-aamittee will propose that a further adjustment be .hp1d, on the anticipatgt
increase in the consumer s pr ce index for The coming final y&a. Our Committee is
not making s proposa s year because we first of all want to persuade thexma-
jority of this Commission and, in turn, the majority of the Board of Supervisors to
accept the basic concept that we are proposing this year, that a flat dollar across-
the-board increase be granted in order to help the lower paid employee meet the past
yearts cost-of-living increase. Over the past few years the cost-of-living has
been steadily rising on almost a geometrical ratio from about 2% to the current 5%.
At the present there are no economic signs of any arresting of this situation. Th-'=-
fore, our Committee is placing the Cogmission as well as the Board on notice that-in
the future we intend to propose flat across-the-board increases not only for past
year's expenses, but an additional adjustment for the next years cast-of-living in-
creases.
Thank you for consideration of these proposals.
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FRINGE BENEFIT REQUESTS
Our Joint Committee on Salary Negotiations requests the following fringe benefit
improvements:
1. We propose that the County pay the complete cost for emnto ees and their depen-
dents in an improved health plan at-fh eve of he icer J-J coverage.
Our Committee wishes to point out to the Commission and the Board that according
to the most recent data collectcd by the California State Department of Industrial
Relations, the average employer in private industry will be contributing this
year around $29 per month per employee in regard to his health plan coverage. At
the present time the County pays only 75% of the employee=s cost, and this average:
out around $12.50 per month. As you can see, this is substantially below the basic
pattern which has been established in the private sector of our economy.
2. Our Joint Committee proposes that the Board of Supervisors adopt a ar2gp dentaz_
plan in which the County pays the complete cost for both the employee and_ e-
lendents.
3. Our Joint Committee proposes that the Board of Supervisors adopt an income pro-
tgqjti pn plan which wi21 be paid for caaplete y by the Comm and will cover all
raapto ees. We, furthermore, request that in the adoption of such a plan that
the Board establish a joint committee of manage+nant and employee organizations
to administer such a plan in which the employee organizations will have a major-
ity vote on such a committee. our rummittce also regvies .s ►a . some ee agency
other than tTe e�rso_nn_e t - ijgfXj_cg: be designated to b ,A-charge of ad-
ministerin4 c�s,3ns under any income protection plan adop ed by the County.
4. Our Joint Committee requests that the Commission recommend and the Board adopt
a policy which would enable an auployee when assigned to work in a-higher classi-
fication. o receive the additional salary for that classification after beI
asst tial to work in the higher position for-_eight hours or more. Our j int
omC uittee believes that there could be a simple administrative procedure worked
out t„ t�t,;s pul ick- change.
5. Our Joint Committee proposes that all County employees „cam pellt d itbzr
through cash payment or bbvacationti-ie for all sick leave accumulated and not
usse ae dime ' ement or separation from the County.
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6. Our Committee proposes that instead of the present service pin award to employees
after a given period of service with the County, that the Commission recommend
and the Board_ admpt a poli y-wb1ch would rant an additional one dayofRa,#d-lmli-w
day to that employee instead of merely a servicepp t.- Our Carom tee feels that
this would be much more desixous'on�the part of the overwhelming majority of
the County employees.
7. Our Joint Committee requests, as we have in the past, that when_a-hQlt ay fabs on
a Saturday that t i my adgZt a policy that the emR.l oyees�st,al�' itedthe
in�oeE
Fri- day prior to such a holid as . e,a' to cele rl ate such a holm.
Y... ,Y.._._
words, we are request•igg guaranteed holidays inStead�`of'tFie`�oss of holidays 2s
now is the case.
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Our Joint Committee requests that the present vacation policy be changed so as
to provide four weeks, or 20 workingIMS, of paid vacation at the en of ten
,.n�rG CPr r17'4 '�C'Q.
9. Our Join' Committee requests that the qqgrentmileage allowance for e<uplvyees wtio
M t ar,,e Abj it ttwna gehi e e increased s;xhs�ac�tialC"ta c m
ensate them adequately for the mon • they lay out_for so •
Cour Committee es a position a e presen mileage allowance is completely
unrealistic and not at all in line with private industry or with other public
agencies. KLXg=ue;;t that the_present allowance be increased -to at least 151
.per mile for all miles driven with amin_imum of X5.00-per diem for each em-
ployee who must use his own vehicle in County service. Our Caotmittee believes
that base on the fac .s of-Yoth wear and tear on the vehicle, as well as the
increased insitrnnce costs for use of vehicles for work, that our request is
10. Our Joint Committee requests that the Commission recommend and the Board adopt - r
a progralm whereb S .batr21 leaves for professional employees would be imply--;
We know that in scho~o2 TRRFRETs, for instance, a
professional person with seven years of consecutive service is granted cone-
year sabbatical'.leave, and in most instances with half pay while on leave, and
in some cases with full pay.
PLMLIC HIULTH DEP_4RTTZ-T
STAFF PUBLIC HEALTH NURSE. The Joint Action Salary Negotiating Committee requests
nn a zona % crease for the Staff Public Health Nurse above and beyond the h'
$50 per month acro--s-the-board increase. This would give the Staff Public Health .��
Nurse a salary of $796 to $955. The comparison demonstrates that in order to be
placed in a cotpetitive position, that the Staff Public Health Nurse must be granted
the salary which we have requested.
SANITARIAN. The Joint Committee requests a 10% adjustment for the Sanitarians above
ani teyon`S the $50 per month across-the-board increase. This request is made in
order to maintain the basic internal relationshi in the-Public Health Departmznt
between the `-f Pu c HQa�.th...Nstrsee�d�,he_Staff �.,;t�r� This ad justmen is
also necessary in order to place the Sanitarian in this County in a competitive
position. The salary we are requesting would be $796 to $955.
MICROBIOLOGIST. The Joint Committee requests that the Microbiologist be granted a
7 arjus en ove and beyond the $50 per month across-the-board salary increase in
order to place this classification in a competitive position. Our Joint Committee
also requests an additional 10Soin order to bring this classification up into
line with the Staff Public Health Nurse and the Staff Sanitarian. The basic job
qualifications and the level of duties and responsibilities for this classification
are the same as for the other two classifications cited above, and should be brought
into line with the salary of these comparable classifications.
HIMCA.L THERAPIST. The Joint Committee requests a * inequity adjustment above
e per ME h"7Tncrease in order to place this classification in a competitive
position. The salary requested would be $694 to $832. In addition, the Joint Com-
nittee requests a 5% increase in order to correct basic inequities in terms of in-
ternal relationships between this classification and other professional classifica-
tions in both the Public Health Department as well as the Medical Department. Our
Joint Committee also requests that the Occupational Therapist be granted the same
increase as wa are requesting for the Physical Therapist.
HEA12H EDUCATOR. The Joint Committee recommends that the Health Educator be granted
in`a^&drt7`6n 1�6the $50 across-the-board, a 5% adjustment in order to keep this classi-
�ication in line with the market as well as in line with internal relationships. The
salary for the Health Educator we are requesting is $813 to $977 per month.
OTHER INTERNAL kFLATICKSHIP ADJUSTMUTS. Our Joint Committee recommends that the same
in rnare ions ip x c as exfed"in the Public Health Department be main-
tained except for those instances as indicated above where we have requested special
internal relationship adjustments. However, if there are any classifications in this
department which traditionally have been tied to any of the above classifications
which we have requested special internal relationship adjustments for, we then
naturally request that those classifications be granted the sane adjustment in order
to maintain the traditional relationship.
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CLASSIFICATION - FOLIC IF-LTH MFSE
AGEXT 1967-68 SALARY PROPO,m SALARY 1 "-o.
1. San Francisco 896 - 1089
2. San Mateo 746 - 932
3. Alameda 763 - 927
4. Berkeley 763 - 927
5. Los Angeles 696 - 865
6. orange 696 - 865
7. Sacramento 710 - 862
8. OONTRA CCGTA COUNTY 710 - 862 $50. plus 51 or 796 - 955
9. State 676 - 822
10. San Diego 647 - 786
11. Fresno 623 - 757
12, Santa Clara 603 - 731
CLASSIFICATION — MICROBIOLOGIST
AGENCY 1967-68 SALARY PROPOW) SALARY 19§M2-
1. Los ArCeles 735 - 865
2. Tulare 710 - 862
3. San Joaquin County 704 - 856
4. Orange 715 - 842
5. Sacramento 693 - 841
6. San Francisco 686 - 834
7. San Mateo 668 - 834
8. Butte County 665 - 828
9. Kern 677 - 823
10. Alameda 676 - 821
11. San Luis Obispo 666 - 800
12. Ventura 657 - 798
13• Nverside 641 - 798
14. Mrin 650 - 790
15. CONTRA COSTA COUNN 644 - 782 $50. plus 5% or 726 - 871
16. Santa Clara 615 - 751
17. Fresno 608 - 739
18. San Diego 601 - 731
19. State 614 - 710
CLA-,SZF'TQIT-1CT%? PHYSICAL TITIMAPTSr
AGENCY _ f _ _ 1967-68 SALARY-- _ PROPosrD' SAL RY 1968-69
1. San Francisco 703 - 854
2. Orange 735 - 819
3. San Mateo 649 - 811
4. Sacramento 660 - 801
5. State 644 - 783
6. Los Angeles 624 - 776
7. Santa Clara 633 - 768
8. Alameda 628 - 763
9. CONTRA COSTA OdUNTY 628 - 763 $50. plus 2-1b or 694-832
10, U. C. 614 - 746
11. San Diego 663 - 731
12. Fresno 638 - 704
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MEDICAL SERVICES DEPARTM IDTT
STAFF NURSE. The Joint Committee on Salary Negotiations recommends that the Staff
Nurse Be granted in addition to the $50 across-the-board increase a 5% inequity ad-
justment for a salary of $714 to $857 per month. The comparison demonstrates that
in order to be placed in a competitive position the Staff Nurse must be granted the
salary which we have requested.
CLINICAL LABORATORY TECHNOLOGIST. The Joint Csmmittee requests that the Clinical
Woratary` e—dli►ol.ogisr be granTed in addition to the $50 across-the-board increase
a 5°b inequity adjustment, or a salary of $726 to $871 per month. Our Committee fur-
ther requests an additional 10% increase in order to place this classification in
line with the Public Health Microbiologist.
COOK. Our Joint Committee requests that the classification of Cook be granted in
aMion to the $50 across-the-board increase a 21% inequity adjustment, or a salary
of $543 to $649 per month. This request is necessary in order to place this classi-
fication in a competitive position. Our Joint Committee naturally requests that all
other classifications in the Medical Services Department Which have a logical or
benchmark relationship with the above three classifications be granted the same amount
of salary increase as we have requested for these classifications. This is necessary
in order to maintain the proper internal relationships in the department.
SPECIAL INTERIAL RELkTICNMIP ADJL ITS. Our Joint Committee is requesting specific
i ernaT_relat;ians�ifp a:dSus�ert-ts_ o-r e following classifications:
Porter. We request that in addition to the $50 across-the-board increase, that
We- c assifieation of Porter be granted a Wlo salary adjustment in order to bring
the salary for this classification up even with or at the same range with the
classification of Custodian in the County. This would bring the salary for the
Porter up to $486 to $580 per month. Our Joint Committee is very much of the
opinion that the basic work, duties, responsibilities and skills involved in the
classification of these two positions are almost exactly identical or the same.
We therefore can see no reason to justify the payment to the Porter of a saleiy
below that of the Custodian. Our Joint Committee requests the aeditional 22p ,,„
ternal relationship adjustment above the $50 across-the-board increase for the
Utility Worker classification in order to maintain their proper position with
that of the Porter. This also applies to the classification of Laundry Darier,
so that the Laundry Worker classification will be kept in the sw.e basic positwon
that it has been in the past with both Utility Worker and Porter.
houseke=er Grades I and II. Our Joint Committee requests that in addition to the
$fib across- a-moors increase that the Housekeeper Grade I be granted a ro internal
relationship adjustment, or a salary of $531 to $637. We also request that in
addition to the $50 across-the-board increase, that the Housekeeper Grade Is he
granted a 511* internal relationship adjustment, or a salary of x:589 to '710. OQr
Joint Committee makes this request due to the fact that over the past several years
the classifications over which the incumbents in these positions ouper.^,rise have
moved up in salary, whereas the Housekeeper Grades have pretty well remained
Mtatic. Our Joint Cae,eittee feels that if there can be a basic lO,9 to difftir-
ential between other levels of supervision and those employees being superviscd,
chat there is no reason to pay the IT.ousekeeper Grades any less than :he basic
pattern. Our Joint Cawraittee further requests that in order to keep the basic
i.-iternal re=aticnship between the Housekeeper Grade I and the Institutional Lead-
that the Leaft,-tn position be gr^sited the some salary as requested for. Grade I.
Our Joint Committee also requests 'that the Laundry Supervisor be granted in ac.'--
ition to the $50 across-the-board increase a 5% internal relationship ad justmev�';,
or a -Glary of $649 to $778. The basic reason for this request is to maintain
the traditional internal relationship between this position and the Housekeeper
Grade Il. as well as the Executive Housekeeper.
Oncratinq Engineer. Our Joint Committee requests a special 10% internal relatien-
xp'a"�jos anew- _fir the Operating Lrig?neer classification above the $50 across-
the-board increase. This request is mads in order to naintain the basic inta.;�al
relationship between the journeymen classification of Operating Engineer and the
ot.`ter journr,5man c;.assificstions in both the lied iuf% S?rv;::^s and the riaintrnan-,-
1:!t-1 h _CC{.ivc 90% rtf r-w i.ty. Tbere is no 1c.9ic 1 rEil.Son 1tT ?1 ^.evo
4 oaf, the journe men Operating Engineer should receive so much leNs in comp . s3'�-z
than goe=s another Jaurnejm=t L:-o&ing practically alongside of hist. Ou-- .;aunt C::::-
*�i;.tca also requests the same salary adjustment be made for the S tatienarl I -n
r.cr. in order to mtainta,in the internal relationship between this classification and
I
he Opz:ca.ing Engineer. (continued)
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Page 2 (Medica' Services Department)
Licensed Vocational Nurse. Our Joint Committee requests that the present 10% dif-
re'¢`�i�`BY - V-1-5-Me Licensed Vocational Nurse over that of the salary re-
ceived by the non-licensed Hospital Attendant be granted as part of salary in order
to enable the L.V.N.s to receive this salary compensation in the retirement formu-
la when they retire from County employment. By treating the 10% as a special dif-
ferential instead of salary, the L.V.N.1s are being deprived of their proper re-
tirement salary upon retirement. There is absolutely no reason to delay this prob-
lem any longer, and our Joint Committee urges very strongly that this Civil Ser-
vice Commission and the Board of Supervisors correct this problem immediately.
SUOMY. Our Joint Committee wishes to indicate that all internal relationships which
a_i ve"_e_xTsted in the Medical Services Department should be maintained except in those
instances as cited above, and that wherever our Committee has requested special inequi•
ty or internal relationship adjustments, that all other classifications which are re-
lated to that special adjusted classification be granted the same basic increase.
CLASSIFICATION - S?ATT MWE
AGENCY 1967-68 SALARY PRCPC6ED SALARY 1968-69
1. San Francisco 721 - 876
2. San Mateo 614 - 767
3. Federal 614 - 767
4. Sacramento 660 - 763
5. COMM COSTA COUNTY 628 - 763 $50. plus 5% or 714-857
6. Alameda 628 - 763
7. State 599 - 728
8. U. C. 614 - 710
9. Santa Clara 574 - 697
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CLASS .WATION - CLINICAL LABORATORY TEMOL0G7ST
AGENCY 1967-68 SAL.AFr PRoposED SALARY 1968-69
1. San Francisco 721 - 876
2. Orange 735 - 865
3. Los Angeles 735 - 865
4. Sacramento 693 - 841
5. Alameda 727 - 801
6. Shasta 660 - 801
7, San Luis Obispo 666 — 800
8. San Mateo 706 - 789
9. Federal 674 - 786
10. State 676 - 783
11. U. C. 6h4 - 783
12. CONTRA C06TA COUNfY 644 -0 782 $50• plus 51% or 726 - 871
13. Santa Clara 615 - ',S1
14. Fresno 608 - 739
15. San Diego 587 - 713
CLASSIFICATION — COOK
AGENCY 1967-68 SALARY PROPOSED SALARY 1968-69
1. San Francisco 593 — 721
2. Federal 577 - 652
3. Santa Clara 496 - 603
4. san Mateo 534 - 598
5. CONTRA COSTA COUNTY 481 - 584 $50. plus 21% or 543
6. State 480 - 584
7. Sacramento 469 - 570
8. Alameda 481 — 556
socia SERVICES DEPARiMEN
Our Joint Committee on Salary Negotiations wishes to inform the Commission and the
Board that a $50 across-the-board increase will compensate the Social Services Elassi
cations below the Practitioner level sufficiently in terms of the market so that our
Cammittee does not need to make an additional inequity adjustment above the $50 across-
the-board increase. However, we believe that the Social Work Practitioner Series
should all be granted in addition to the $50 across-the-board increase a 5% inequity
adjustment for this Series in order to place 'them in a competitive position.
Our Joint Committee has a basic internal relationship adjustment concerning the Wel-
fare Investigators. Our Cammittee recammends that the Welfare Investigator be granted
a salary adjustment above and beyond our $50 across-the-board increase which will
place them in the same salary range as the District Attorney Investigators. Our
Committee takes the position that both classifications are basically comparable in
terms of training, duties and responsibilities, and that therefore they should re-
ceive equal pay.
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PROBATION DEPARITENT
DEPUTY FROBATICN OFFICER. Our Joint Committee on Salary Negotiations requests that
inaddition`ro`M5 W across-the-board increase, that a IC}% inequity adjustment be
granted to the Deputy Probation Officer. Our Committee believes that this adjust-
ment is necessary in order to place this classification in a competitive position.
The salary requested would be $812 to $975 per month. Our chart does not: include
the salary granted for Deputy Probation Officers in the Federal Goverrment, which is
substantially more than the top salary in the chart.
SPECIAL ADJUSTMENTS. Our Committee recommends that the Group Counsellor be granted
Inacr`dzXio�oi V e3'50 across-the-board increase a 5% adjustment, or a salary of $663 t
$796 per month. This special adjustment for the Group Counsellors is made in order
to begin to take steps to enable the County to recruit and to retain competent Group
Counsellors. The turnover rate in this classification is phenomenal and it is long
overdue that the County recognize that it must take this basic step as a beginning
to alleviate this turnover rate.
PSYCHOLOGIST. our Joint Committee recommends that this classification be granted the
same sal ya y Increase as is granted to the Deputy Probation Officer, which would be
$50 plus 10%. This request: is made in order to maintain the basic internal relation-
ship between the Psychologist and the Senior Deputy Probation Officer.
Our Committee wishes to remind the Commission that certain classifications in the
Probation Department have already been covered by previous recommendations such as
-the Cooks and Bakers and other such classifications. Naturally, the same request is
:rade for these classifications in the Probation Department as Was made for them in
the Medical Services Department. This is also true for the Staff Nurse and Super-
vising Nurse in Juvenile Hall. Our Committee naturally requests that all other in-
ternal relationships in the Probation Department be maintained as has been the case
traditionally in the department.
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ClASSTFICATION - DEPUTY PROBATION OFFICER
AGENCY 1967-68 SALARY PRc Pc5ED SALARY 196"
1. San Francisco 795 - 965
2. State 764 - 927
3. Orange 735 - 914
4. Los Angeles 715 - 889
5. Sacramento 710 - 862
6. Federal 671 - 858
7. San Diego 696 - 845
8. Alameda 693 - 841
9. CONTRA COSTA COUNTY 693 - 841 plush► or 612-975
10. Santa Clara 679 - 829
11, Fresno 654 - 794
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FIELD SERVICE SERM
LABORER. Our Joint Committee on Salary Negotiations proposes that the salary for the
aZEorer classification be granted in addition to the $50 across-the-board increase a
5% inequity adjustment, or a salary of $607 to $663. Our Committee makes this recoa-
mendation in order to place this classification in a competitive position in the
market.
EQUIPMENT OPERATOR I. Our Joint Committee proposes that the salary for this classi-
ica ion a granted, in addition to the $50 across-the-board increase, a 5% inequity
adjustment, or a salary of $678 to $7113. Our Committee believes that this propos"al
is necessary in order to place this classification in a competitive position on the
market.
EQUIPMENT OPERATOR II. Our Joint Committee proposes that this classification be
g a tedd, i ad-d'M on to the $50 across-the-board increase, a 5% inequity adjustment
or-a salary of $710 to $832.per month. Our Committee makes this proposal in order
to maintain this classification in a competitive position in terms of the market.
COMBINATION WELDER. Our Joint Committee proposes that the salary for this classifi-
ca on a gran an increase in addition to the $50 across-the-board a 5o inequity
adjustment, or a salary of $796 to $871. Our Committee takes this position in order
to place this classification in a competitive position in regard to the market.
EQUIR4ENT MECHANIC. Our Joint Committee proposes that the salary for this classif;-
ca ion a Mcre`ase', in addition to the $50 across-the-board, by a 5% inequity ad-
justment, or a salary of $796 to $871 per month. Our Committee makes this proposal
in order to maintain this classification in a competitive position in the market.
SPECIAL ADJUSTMENTS. Our Committee recommends that all other classifications in the
`i"e1i3`�ervice Series be granted the same salary increase as we have requested for ':ne
above classifications in order to maintain the basic internal relationships which have
existed in this series.
0
CLASSIFICATION - LABORER
AGENCY 1967-68 SALARY PROPOSED =MY 1968-69i_
1. San Mateo 724 Flat
2. San Francisco 724 Flat
3. Alawda 578 - 625
4. E. B. W. 529 - 589
5• Santa Clara 482 - 586
6. Berkeley 530 - 584
7. Richmond 530 - 584
8. CONTRA. CC6TA COMQTY 530 — 584 W. Plus 5% or 607 663
9. Sacramento 481 — 556
10. Federal 478 — 548
11. State 480 - 550
f ,
CLASSIFICATION - EQUIPMSM' OPERATCt I
AGFXT 1967-68 SALARY PROPasED SALARY 1968-69
1, Oakland City (Port) 673 - 843
2. City & County of S. F. 834 (68-69)
3. San Mateo County 832
4: Concord City 598 - 727
5. Oakland 676 - 710
6. Richmond 644 - 710
7. Alameda 696 Flat
8. Santa Clara 558 - 679
9. CONTRA COSTA WUNTY 598 - 660 $50. plus 5% or 678 - 743
16. E.B.W. 589 - 656
CLASSIFICATION - EQUIPMENT OPERATOR II
1. San Mateo County 1023
2. Oakland City (Port) 808 - 1012
3. San Francisco 943 Flat
4. Alameda 866 Flat
5. Oakland City 746 - 784
6. E.B.Y. 692 - 770
7. Santa Clara 6i.5 - 751.
8. CCUM COSTA COUNTY 676 - 745 $50. plus 5% or 710 - 83
9, Sscr--D*:-t- 613 - 745
10. Berkeley 660 - 727
11. State 584 - 644
: i
{ 1► 0
CLASSIFICATION - COMBINATION WELDER
AGENCY 1967-68 SAIARY PROPOSED SALARY 1968-69
1. San Mateo Cotmty 958 Flat
2. San Frarnisco 949 Flat
3. Oakland City (Port) 753 - 943
4. Alameda County 866 Flat
5. Concord City 710 - 782
6. CONTRA COSTA CCXNN 710 - 782 #50. plus 5% or 796 - 871
7. E.B.M.U.D. 692 - 770
8. Richmond 693 - 764
CLASSIFICATION - EQUIPMENT MECHANIC
1. Oakland City (Port) 808 - 1012
2. San Mateo 998 Flat
3. Alameda 866 Flat
4. San Francisco 844 Flat
5. Sacramento 821 Flat
6. Santa Clara 647 - 789
7. Oakland City 746 - 784
8. Concord City 710 - 782
9. CONTRA COSTA COUNTY 710 - 782 S50. plus 5% or 796 - 871
10. E. B. W. 692 - 770
11. Richmond 693 - 764
12. State 676 - 746
MAINTENANCE TPAML--dT_
Our Joint Co®mittee on Salary Negotiations maltes no inequity adjustment proposals for
any of the classifications in the Maintenance Department above the flat $50 across-
the-board increase. Our Committee has studied the market, and we are convinced that
the $50 across-the-board increase will make a sufficient adjustment in order to keep
all of the classifications represented by our unions in a competitive position with
the market.
However, as our Joint Committee has indicated when we discussed the Operating Engineer
in the Medical Services Department, the Operating Engineer should be granted in
addition to the $50 across-the-board increase a 10% adjustment in order to place this
journeyman Mechanic at a more reasonable level of salary in comparison to the salary
received by those journeymen who are being paid in the Maintenance Department accord-
ing to 90% of parity. Our Joint Committee can find- no logical reason whatsoever to
rationalize the gross discrepancy between the salaries paid to the journeymen in the
90% group and the salary paid to this journepah Operating Engineer who works right
alongside of the 90,E employee and in the same department. The salary which we are
requesting for the Operating Engineer in the Maintenance Department, as well as for
those who work in the Hospital, would be $812 to $889 per month.
I
Tri 0ICAL, BURLEY AIrD ERT S
JUNIOR CIVIL ENG-WEER. Our Joint Committee on Salary Negotiations proposes that this
c asst ca ion receive in addition to the $50 across-the-board increase, a 2-21% in-
equity adjustment, or a salary of $743 to $892. Our Ca=ittee makes this proposal in
order to maintain this classification in a competitive position in the market. Our
Committee also requests that this classification be placed on a three-step schedule
in order to aid in the recruitment of qualified personnel for this classification.
SPECIAL ADJUSTMENTS. Our Joint Committee requests that all other classifications
whic use a unior Civil Engineering classification as a benchmark be granted the
same basic increase in order to maintain proper internal relationship.
Our Committee does not make any proposal for any other inequity adjustments in this
series, since our survey demonstrates that the $50 across-the-board increase will
place all of the other classifications in this series in a competitive position with
the market.
CLASSIFICATION - JTR IOR CML ENGINEER
AGENCY 1967-68 SALARY PRCPCSED SALARY 1968-69
1. San Francisco 757 - 919 (68-54)
2. Los Angeles 755 - 889
3. Dmnlge 735 - 865
4. State 710 - 863
5. Berkeley 710 - 862
6. Richmond 693 - 843
7. Federal 603 - 842
8. San Mateo 746 - 834
9. San Diego 713 - 825
10. CCUM CWrA C.MTf 676 - 821 plus 2 or 743 - 892
11. E.B.W. 730 - 812
12. 0*land 728 - 804
13. Sacramento 727 - 801
1.4. Alameda 693 - 801
15. Santa Clara 647 - 789
16. u. C. 676 - 783
17. Fresno 687 - 757
A!?PC?�T OPERATIONS AND AMICULTURAL DEPARTMET
Ouf Joint Committee on Salary Negotiations can find no inequity adjustments necessary
above and beyond the $50 across-the-board increase for any of the personnel in the
Airport Operations. The $50 across-the-board is sufficient to keep these classifi-
cations in a good competitive position in the market. However, in regard to the Agri-
cultural Department, our Committee recommends that in addition to the $50 across-the--
board increase, that the Agricultural Inspector Series be granted an additional 2j%
in order to place them in a competitive position in the market. This request is
based upon additional infoamation brought to the attention of the Committee by both
the Personnel Directors recommendations as well as by employees in this series. This
recommendation also includes the Weights and Measures Inspectors in order to maintain
this series in the proper relationship to that of the Agricultural Inspector Series.
All other classifications in the Agricultural Departnent are placed in a competitive
position in the market with the $50 across-the-board increase requested by our Joint
Committee.
i
BUILDING INSPECTIQN DEPARTKW AND PLANNING DEPARTMENT
Our Joint Committee on Salary Negotiations has concluded that the $50 across-the-
board increase will properly compensate the classifications in the Building Inspec-
tion
nspec tion Department in order to place them in a competitive position in the market, Our
Committee does not make any recommendation in addition to the $50 across-the-board
increase.
However, our Committee would respectfully request the Commission to instruct the
Civil Service Commission to study the Housing Improvement Coordinator position and
those other Building Inspectors assigned to this Division in order to ascertain
as to whether or not there should be a different job specification covering those
positions with additional salary attached to any such additional job specifications.
Our Committee has reason to believe that there is justification for an 'upgrading in
this Division.
Our Joint Camnittee on Salary Negotiations makes no recommendation for any inequity
adjustments for any of the series in the Planning Department other than the $50
across-the-board increase. The $50 across-the-board increase will place all posi-
tions in this series in a competitive position with the market.
DISMICT ATTORNEY AND PUBLIC DEF121DER SHIES
Our Committee recommends that all classifications in these two series be granted
in addition to the $50 across-the-board increase, a 2J% inequity adjustment. The
salary for the benchmark classification of Deputy District Attorney III under this
proposal would be $1,204 to $1,454 per month. This would mean that all other classi-
fications in this series should be adjusted likewise in order to maintain a compe-
titive position in the market for all classifications in these two series.
SPECIAL ADJUSMENT. Our Joint Committee requests that the District Attorney Investi-
ga or pose ion a granted an adjustment which would place them back in the position
in relationship to the Detective Sergeant which they were in before last yearfs
adjustment.
Our Joint Committee 6o s not make any additional inequity adjusinents in behalf of
any of the classifications in the Sheriff's Department Series other than our $50
across-the-board increase. It is our Joint Committee's conclusion that the $50 ac-
ross-the-board
c-rossthe-board increase would place all of the classifications in the Sheriff's
Department Series in a caapetitive position in the market.
i
{
LIBRARY DEPARTMENT
Our Joint Committee recommends no additional salary inequity adjustments over the
$50 across-the-board increase for any of the personnel in the Library Department.
Our study indicates that the $50 across-the-board will compensate all classifications
in the Library Department sufficiently to keep them in a competitive position in
the market. However, our Joint Committee once again requests that the Commission
recommend and the Board adopt changes in their shift differential policy which will
properly compensate the professional and other personnel in the Library Department fo;
the evening and weekend work which they must perform.
The present policy eliminates the Library personnel from any shift differential on
the basis that they do not work four hours after 5:00 p.m. Because they must serve
the public, and because they must have full personnel at peak times, the dinner hour
is scheduled from 5:00 p.m. to 6:00 p.m., which is normally a slack time.
In order for the present shift differential to apply to the Library personnel, it
would be necessary to change the present County Ordinance No. 1492, Section 2h4l,
Sub--section e, Sub-sub-section 3, to read: "Except that employees who regularly are
assigned in the Library Department to work three or more hours after 5:00 p.m. on
week-days and Saturdays shall receive a shift differential of 5% of their salary."
Library persrmnel who work under these conditions feel that not to receive this dif-
ferential is discriminatory and not in keeping with Contra Costa County employment
policy.
: r
CLERICAL SERIFS
The Joint Committee on Salary
— Negotiations proposes that the Seno and Account Series
be adjusted by ?J% over the UO across-the-board increase in order to place the In-
termediate Steno-Clerk and the Account Clerk on the sane level as the Clerk III posi-
tion. This means that we are requesting a salary for the Intermediate Steno-Clerk
and the Account Clerk of $543 to $6h8 per month. This is the some salary which
would be received by the Clerk III by our $50 across-the-board increase. Our Joint
Committee also proposes that the Senior Steno-Clerk who serves as a Secretary to a
department or division head be granted a $50 across-the-board increase plus 5%
in order to compensate them for the job of Secretary to the department head or divi-
sion head as is the case in other major counties in the Bay Area, as well as in the
City of Oakland. This means that the salary for the Senior Steno-Clerk Would be
$584 to $760 per month.
Our Joint Committee also proposes that the Senior Account Clerk be granted the same
salary increase as we have requested for the Senior Steno-Clerk, or $50 across-the-
board plus 5% adjustment. All other Clerical classifications will be properly com-
pensated in terns of the market by the $50 across-the-board increase requested by
our Joint Committee.
CoMm iss ,oH aoo, nom Q
Com mss swn
CONTRA COSTA COUNTY
' CIVIL SERVICE
DEPARTMENT
F. E. EVERY
pi-• o .f P..-•• DIRECTOR'S SALARY RECOMMENDATIONS +0
7-14 C- Bow
I
4
E
i
E
[RECEIVED
To: Contra Costa County Board of Supervisors June 12, 1968
From: Civil Service Commission RECOMMENDATIONS JUN MMr g 1969
W. PAASCH -
SUBJECT: Recommended Compensation Program 1968-69 i. General Increase CLE a RA CO TpCRVISORB
_._......._...... Deputy
Pursuant to your Board directives, including Resolution Nos. 1072 All reliable indications o ey . conLinued strong
and 68/1849 the Civil Service Commission has reviewed salaries and upward trend. Information reported indicates this trend approximates
fringe benefits. The program recommended by the Commission follows 5% in both public and private employment. The compensation programs
the Board's policies and procedures as they are understood by the proposed or adopted by major California cities and counties, as
Commission. Details of the program are set forth in the materials as well as the state and federal governments, reflect similar up-
which follow. ward movement. If the intent of the Board's salary policy is to be
implemented, Contra Costa 's wage levels should be adjusted by two s.
Procedures followed in this year's review were established by your ranges (approximately SX).
Board in Resolution 68/184. The Commission received salary and
fringe benefit recommendations and analysis from the Director of 2. Special Adjustments
Personnel which serves as the foundation upon which Commission de-
liberations were conducted. The Commission reviewed voluminous. Special adjustments are recommended for specific classes or groups of
salary and fringe benefit requests and supporting data. Salary classes, within the various occupational groups. These adjustments
hearings were held during which proposals were made by employee are recommended to recognize job growth and increased responsibility,
groups and several department heads. Developments in other agency or to change existing internal relationships to provide a meaningful
compensation programs for fiscal 68-69 were reported and their im- differential between class levels in a series. The classes recom-
pact noted# mended for special increases for the above reasons are broken down
e as followss
The recommended compensation program places emphasis on the mainten- 1 range (approx. 21A) 111 classes involving 726 positions
ante of stable internal salary relationships. Change in established 2 ranges(approx. SX) 6 classes involving 10 positions
relationships is recommended only where compelling evidence demon-
strates need for adjustment. Recruitment rates and salary horizons 3. Allocation to 3-step Range
of non-supervisory worker classes are recommended for adjustments
which will maintain the County's competitive recruitment and reten- Four classes involving 18 positions are recommended for reallocation
tion position. The Commission has not concerned itself with the from 5-step ranges to 3-step ranges. It is the intent of the Civil
m' relative importance or merit of programs which have been authorised Service Commission that incumbents of positions in these classes re-
by your Board, consequently, such considerations have not influenced ceive at least a SX increase*
our salary recommendations. In the Commission's view such consider-
ations are properly a function of the Board. 4. No Recommendation
In the Commission's opinion, the program proposed for 1968-69 meets Responsibility for salary recommendations on a variety of employment* .
the needs of Contra Costa County Administration, County employees, has been placed elsewhere by your Board, so there is no recommends-
and the tax-paying public. The Commission believes you can adopt tion made in these cases. No recommendation is made on those positions
this program with the assurance that it complies with the compensa- whose salaries are set by a fixed formula, or whose salaries are
tion policy enunciated by your Board. "tied" to rates for which the Commission does have responsibility.
ok
s
F
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j
jj
F.
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2.
5, Abolish 11907E of Parity" Policy COST OF RECOMMENDED INCREASES
The Civil Service Commission strongly recommends that the policy of Below is shown a breakdown of the increases recommended. The follow-
compensating trades employments in the Building Maintenance Depart- ing considerations should be noted:
ment at 907E of the construction ,trades rate be abolished and that
the salaries for employees in these classes be set on the same basis 1. The cost figures cover only full time and part time positions now
as other County employees. The specific classes to which this rec- authorised. They do not include costs which may be associated with
ommendation applies ares Carpenter, Carpenter Leadman, Painter, new positions to be authorized by the Board in the fiscal 68-69 bud-
Painter Leadman, Electrician and Steamfittere get, nor do they include the cost of increases which may be adopted
for the positions in which no recommendations are made.
6. 60-hour Duty Week for Fire Service
2. Limited term (temporary) employment costs are directly related to
The Civil Service Commission recommends that the duty week for the regular employment costs, so it may be anticipated that these costs
fire service be reduced from its present 63 hours per week to 60 will advance accordingly.
hours per week. Implicit in this recommendation is the understand-
ing that the current sick leave and vacation balances and rates of 3. There is a direct fringe benefit cost which is proportionate to
accumulation be adjusted accordingly since these balances and the the salary cost for fringe benefit programs already in existence
accrual rates are based upon the number of hours in a duty week. (e. g. increased retirement contribution by the County, necessitated
by the recommended pay rate increases).
7. Ediational Incentive Pay Plen for Sheriff's Uniformed Personnel
County Employments (Including Flood Control and Library)
The Civil Service Commission recommends that an educational incen- No. of No. of
tive program be adopted for uniformed personnel In the Sheriff's Increase Classes % Posns. % Annual Cost
Department. The program proposed by the Sheriff is endorsed by the
Commission, with the following modifications 2 ranges (approx. 5%) 320 68.4 2914 79.3 $1,1299857
3 ranges (approx. 7k%) 109 23.3 619 16.8 4790879
a. Compensation for certificate acquisition be made on a flat- 4 ranges (approx. 10%) 5 1.0 6 .2 99882
rate basis, as follows: Adjust. to 3-step range 4 .9 18 .5 11,042
No recommendation 30 6.4 114 3.1
Deputy Sheriff $ 25 for intermediate certificate Total 468 3674 $1,627,660
--i 50 for advanced certificate
~� Fire Districts
Sergeant $ 25 for intermediate certificate
50 for advanced certificate 2 ranges (approx. 5%) 9 60.0 149 56.2 $ 69,985
3 ranges (approx. 7h%) 2 13.3 107 40.4 849086
Lieutenant $ 25 for advanced certificate 4 ranges (approx. 10'x) 1 6.7 4 1.5 5,060
No recommendation 3 20.0 5 1.9
b. Incentive payment should be made only for the acquisition Total "M5 265 $ 1531
of a certificate beyond that which is required in the minisum
qualifications for a class. Thus, no payment should be made to
la Lieutenant who possesses an intermediate certificate, since The above salary increases, exclusive of Fire District personnel,
that certificate will be required for entrance into the Lieu- amount to an approximate 5.97E of payroll costs of those classes
tenant rank* on which recommendations are made.
e! 2.
RECOMMENDATION REPORT
Thera is attached hereto the Salary Recommendation Report of the Paje Occupational Group Modification
Director of Personnel. The Civil Service Commission examined the
analysis and conclusions incorporated in the report and found them 18 Office Machines Eliminate additional 2k% adjustment for
Comprehensive and thorough. Recommendations included therein have And Stores Reproduction and Distribution Supervi-
been adopted by the Commission with the following exceptions: s_or, and Duplicating Machine 02er�ator,
Patie occupational Group Modificafion 19 Library Eliminate additional 2hx adjustment for
Assistant County Librarian.
1 Field Service Eliminate additional 2k% adjustment for
Eauipment Superintendent. 24 Fiscal and Data Add 2l% to the classes Data Processing
Processing Mane and Data Processing Analyst.
2 Maintenance Eliminate additional Sy, adjustment for
Field Maintenance Foreman and Assistant
Field Maintenance Foreman. 25
26 Fire Service Add 2A to the classes Battalion Chief,
7 Inspectional - Eliminate additional 2k% adjustment for 27 Fire Captain, and Senior Fireman.
Agriculture Assistant Agricultural Commissioner.
9 Police Add 2k% to the following class:ss The attached alphabetical listing of classes and salaries summarizes
Undersheriff,'Captain, Lieutenant_, the Commission's final salary recommendation to your Board.
Sergant, Sergeant-Female, Matron,
Deputy Sheriff, Chief Criminalistics
Lab, Deputy Sheriff Criminalist I, II
and III, Supervising Communications Commissioners
Technician, Communications Technician,
Work Furlough Parole Officer, Chief Booker T. Anderson, President
Investigator, Investigator. William G. Ellis
George D. Kelty
10 Social Service Eliminate additional 2�% adjustment for Sal R. Russo
the following classes: Walter G. Treanor
Assistant Welfare Director; Social Work
Supervisor IV, Social Work Supervisor
III, Social Work Supervisor II,
Vocational Services Supervisor III.
11 Probation Add 2k% to the classes of Psychologist
and Housemother.
14 Hospital Eliminate additional 2�7. adjustment for
Supervising Psychiatric Social Worker.
.._ ........ ..
4'
9roposad' Proposed
Class Saysi Saalary Class Mange Salary
Accountant Auditor I 41 (628-763) Assistant County Probation Officer 71(1305-1586)
Accountant lI 49._(763-927). Assistant County Recorder. 59 (973-1183)
Accountant III 56 (903-1099) Assistant County Treasurer-Tax Collector 61 (1022.1242)
Account Clerk 30 (481-564) Assistant County Welfare Director 70 (1273-1548)
Accounting Supervisor 63 (107301305) Assistant Data_ Processing Operations
Administrative Analyst I 41 (628-763) Supervisor 49 (763.927}
Administrative Analyst II 50 (782-950) Assistant Director of Disaster office 55 (863.1073)
Administrative Analyst III 58 (950-1154) Assistant Director of Nursing 59 (973-1183)
Administrative Analyst IV 64(1099-1337) Assistant Director of Personnel 70 (1273-1548)
Administrative Assistant 59 (973-1183) Assistant District Attorney 80 (1625-1975)
Agricultural Commissioner 73 (1370-1665) Assistant Equipment Superintendent 151 (883-973)
For Animal Control Program, per month 565 Assistant Field Maintenance Foreman 160 (1099-1212)
Agricultural Field Assistant 35 (543-660) Assistant Fire Chief Group 1 62 (1047-1273)
Agricultural Inspector I 40 (613-745) Assistant Fire Chief Group II 57 (927-1126)
Agricultural Inspector II 45 (693-841) Assistant Fire Chief Group III 55 (883-1073)
Agricultural Inspector Trainee 36 (556-676) Assistant Health Officer 77 (1511-1863)
Airport Manager 58 (950-1154) Assistant Hydraulic Engineer 52 (821-997)
Airport Services Assistant 36 (556-676) Assistant Master Calendar Clerk 49 (763-927)
Air Sanitarian Director 62 (1047-1273) Assistant Purchasing Agent 56 (905.1099)
Alcoholic Rehabilitation Coordinator 61 (1022-1242) Assistant Registration 6 Elections
22)
Alcoholic. Rehabilitation Counsellor 53 (841-1022) Supervisor 53 (841-10
Animal Control Director 57 (927-1126) Assistant Right-of-Way Agent 48 (745-9055))
Animal Control Officer 36 (556-676) Assistant Sanitarian 42 (644-782)
Animal Control Supervisor 45 (693-841) Assistant Superintendent, Boys' Ranch 57 (927-1126)
Appraiser I 43 (660-801) Assistant Superintendent, Children's
Appraiser II 49 (763-927) Shelter 58 (950-1154)
Appraiser III 55 (883-1073) Assistant Superintendent, Juvenile Hall 58 (950-1154)
Appraiser's Aide 39 (598-727) Assistant Superintendent of Schools
Assistant Agricultural Commissioner 65 (1126-1370) Administration 69 (1242-1511)
Assistant Airport Manager 45 (693-841) Assistant Supervising Custodian 41 (628-763)
Assistant Automotive Parts Man 35 (543-660) Assistant to the County Administrator 72 (1337-1625)
Assistant Business 6 Services Manager 59 (973-1183) Assistant to the Hospital Administrator 58 (950-1154)
Assistant Civil Engineer 52 (821-997) Assistant Traffic Engineer 52 (821-997)
Assistant Clerk, Board of Supervisors 54 (862-1047) Associate Civil Engineer 60 (997-1212)
Assistant County Administrator, Associate Hydraulic Engineer 60 (997-1212)
Director of Personnel 74 (1404-1706) Associate Right-of-Way Agent 57 (927-1126)
Assistant County Assessor 71 (1305-1586) Attorney Trainee 39 (598-727)
Assistant County Auditor-Controller 72 (1337-1625) Auditor-Appraiser 49 (763-927)
Assistant County Building Inspector 65 (1126-1370) Auditor II 50 (782-950)
Assistant County Clerk 62 (1047-1273) Auditor III 56 (905-1099)
Assistant County Librarian 65 (1126.1370) Automotive Parts Man 40 (613-745)
t
.Proposed Proposed
Class !tangs Salary Class Range Salary
Baker 32 (505-613) Collections Supervisor 51 (801-973)
Battalion Chief 57 (927-1126) Combination Welder 144 (745-821)
Bookmender 27 (447-543) Coswunications Engineer 66 (1154-1404)
Bridge Maintenance Carpender 142 (710-782) Communications Equipment Aide 35 (543-660)
Budget Analyst 58 (950-1154) Communications Technician 145 (763-841)
Building Inspection Engineer 60 (997-1212) Comptomster Operator 28 (458-556)
Building Inspection Office Manager 51 (801-973) Computer-Draftsman 43 (660-801)
Building Inspector 49 (763-927) Construction Inspector 46 (710-862)
Building Inspector# Branch Office Manager 52 (821-997•) Cook 32 (505-613)
Building Maintenance Superintendent .68 (1212-1474) County Building Inspector 71 (1305-1586)
Building Plan Checker 41 (628-763) County Health Officer 86 (1881-2282)
Business 6 Services Manager 71 (1305-1586) County Librarian 74 (1404-1706)
Buyer 46 (710-862) County Probation Officer 73 (1370-1665)
Captain 65 (1126-1370) County Veterans* Service Officer 52 (821-997)
Carpenter, per month pending County Welfare Director 77 (1511-1836)
28 (505-556)1
Carpenter LeadNsan, per month pending custodian128
(693-841)
Chief Appraiser 67 (1183-1439) Cytotechnologist
Chief Assistant Health Officer 88 (1975-2396) Cytology Technician 42 (644-782)
Chief Clinical laboratory Technologist 54 (862-1047) Cytology Technologist 49 (763-927)
Chief Clinical Psychologist 63 (1073-1305) Data Processing Analyst 60 (997-1212)
Chief Deputy Coroner-Public Administrator 61 (1022-1242) Data Processing Equipment Operator I 33 (517-628)
Chief Deputy District Attorney- Civil 76 (1474-1791) Data Processing Equipment Operator It 37 (570-693)
Chief Deputy District Attorney- Criminal 76 (1474-1791) Data Processing Equipment Operator 111 45 (693-841)
Chief Draftsman 53 (841.1022) Data Processing Manager 69 (1242-1511)
Chief Engineer 80 (1625-1975) Data Processing Operations Supervisor 58 (950-1154)
Chief Gardener 52 (821-997) Data Systems Coordinator 60 (997-1212)
-- ._ Chief Investigator 59 (973-1183) Delinquency Prevention Coordinator 57 (927-1126)
Chief Medical Records Librarian 45 (693-841) Demonstration Project Supervisor 60 (997-1212)
Chief of Party 50 (782-950) Dental Assistant 25 (425-517)
Chief of Public Health Medical Services 81 (1665-2024) Departmental Administrative Officer 67 (1183-1439)
Chief Operating Engineer 155 (973-1073) Deputy Agricultural Comwieaioner 51 (801-973)
Chief operating Engineer- Hospital 153 (927-1022) Deputy Chief Engineer 76 (1474-1791)
Chief Rehabilitation Therapist 48 (745-905) Deputy District Attorney Grade 1 50 (782-950)
Chief Telephone Operator 40 (613-745) Deputy District Attorney Grade 11 58 (950-1154)
Deputy District Attorney Grads III 67 (1183-1439) b
Clerk 20 (376-458) Deputy District Attorney IV- Civil 72 (1337-1625)
Clerk 111 33 (517-628) Deputy District Attorney IV- Criminal 72 (1337-1625)
Clinical Laboratory Intern 28 (458-556) Deputy Probation Officer 48 (745-905)
Clinical Laboratory Technologist 45 (693-841) Deputy Public Administrator 1 40 (613-745)
Clinical Psychologist 59 (973-1163) Deputy Public Administrator II 49 (763-927)
h
9
Proposed Proposed
Salary
a
' Class Range. Salary Cl ss Rang* ,y
Deputy Public Defender I 50 (782-950) Electrician, per month 1065 7.
Deputy Public Defender 11 58 (950-1154) Elevator Operator 26 (436-530)
Deputy Public Defender 111 67 (1183-1439) Eltgibility Worker I 29 (469-570)
Deputy Public Defender IV 72 (1337-1625) Eligibility Worker II 33 (517-628)
Deputy Public Works Director 76 (1474-1791) Emergency Planning Coordinator 48 (745-905)
Deputy Sheriff 46 (710-862) Engineering Aide 33 (517-628)
Deputy Sheriff-Chief Criminalistice Equipment 6 Materials Dispatcher 52 (821-997)
Laboratory 66 (1154-1404) Equipment Mechanic 144 (745-821)
Deputy Sheriff - Crininalist I 45 (693-841) Equ ipment Mechanic Leadman 148 (821-905)
Deputy Sheriff - Criminalist I1 55 -(883-1073) Equipment operator Grade 1 137 (628-693)
Operator Grade 11 142 (710-782)
Deputy Sheriff Crintnalist III 60 (997-1212) Euint 46 (710.862? Eq int serviceman 134 (584.644)
-Deputy Sheriff - Female qu PM
Dietitian 43 (660-601) Zqutpmnt Superintendent 154 (950-1047)
Director of Disaster Office 63 (1073-1305) Examination Proctor 34 (530-644)
Director of General Services 74 (1404-1706) Executive Housekeeper 50 (782-950)
Director of Juvenile Institutions 69 (1242-1511) Psmily Support Interviewer 33 (517-628)
Director of Nursing
66 (1154-1404) Field Engineering Assistant 50 (782-950)
Director of Planning 70 (1273-1548) field Maintenance Foreman 64 (1099.1
337)
Director of Public Health Laboratory 57 (927-1126) Field Tac Collector 40 (613-7455))
Director of Public Health Nursing 66 (1154-1404) Fire Apparatus Mechanic 48 (745-905)
Director of Public Works 85 (1836-2232) Fire Captain 52 (821-997)
Director of Sanitation 64 (1099-1337) Fire Chief 1047 69 (1242-1273)
Director of School Building Planning 63 (1073-1305) Fire Chief Group It 62 ( - 1
District Health Officer $1 (1665-2024) Fire Chief Group III 58 (95500.111554)4)
Drainage Maintenance Foreman 46 (710-862) Fire District Communications Clerk 35 (543-660)
Draftsman-Estimator 130 (862-450) Fire Inspector 50 (782-950)43 (660-801}
Driver Clark 32 (505-613) Fireman
---- Duplicating Machina Operator 29 (469-570) Fire Marshal Group 11 55 (883-1073)
Duplicating Services Clark 23 (405-493) Fire Tsainint Instructor 50 (782-950)
Economic Opportunity Comminity Aide 24 (415-505) blood Control Right-of-Way Agent 62 (1047-1273)
Economic Opportunity Comounity Aide hoed Services Manager 50 (782-950)
Trainee 20 (376-458) Gardener 139 (660-727)
Economic Opportunity Program Development Gardener-Caretaker 133 (570-628)
Director 64 (1099-1337) Grading Engineer 55 (883-1073) .
Economic Opportunity Program Specialist 1 51 (801-973) Grading 'Technician 46 (710-862) _r
Economic Opportunity Program Group Counsellor 4O (613-745)
Specialist 11 54 (662-1047) Group Hass Coordinator 466 (927-112
Economic Opportunity Program Group Home Supervisor 4 (710-862})
Specialist III 57 (927-1126) Health Education Coordinator. 55 (883-1073)
Economic Opportunity Program Worker 30 (481-584) Health Educator 49 (763.927)
54 (862-1047}
Election Clerk 20 (376-458) Health Program Assistant W
t
li
X
4
j Proposed Proposed
Class Range Salary Class Range Salary
Hosie Health Aide 20 (376-458) Library Assistant Grade I 27 (447-543)
Home Health Nursing Coordinator 58 (950-1154) Library Assistant Grade II 33 (517-628)
Hospital Administrator 68 (1212-1474) Library Clerk 20 (376-458)
Hospital Attendant 25 (425-517) Library Student Assistant 13 (317-385)
Hospital Office Manager 50 (782-•950) Lieutenant 58 (950-1154)
Housekeeper Grade I 31 (493-598) Marine Appraiser 49 (763-927)
Housekeeper Grade II 39 (598-727) Materials Taster 43 (660-801)
Housemother 29 (469.570) Materials Testing Engineer 63 (1073-1305)
Housing Improvement Coordinator 55 (863-1073) Matron 46 (710-862)
Institution Helper 23 (405-493) Medical Care Administrator 59 (973-1183)
Institution Leadman • 31 (493-598) Medical Records Librarian 38 (584-710)
Instrumentman 43 (660-801) Medical Records Technician 34 (530-644)
Intermediate Clerk 27 (447-543) Medical Social Service Supervisor 52 (821-997)
Intermediate Stenographer Clerk 30 (481-584) Medical Social Worker 48 (745-905)
Intermediate Typist Clerk 27 (447-543) Medical Social Work Specialist 55 (883-1073)
Intermediate Typist Clerk-Receptionist 27 (447-543) Microbiologist Trainee 39 (598-727)
Internal Audit Supervisor 63 (1073-1305) Microfilm Clerk 22 (395-481)
Inventory Records Clerk 41 (628-763) Microfilm Supervisor 35 (543-660)
' Investigator 33 (841-1022) Microfilm Technician 27 (447-543)
t
Investment Supervisor 56 (905-1099) Mobile X-Ray Technician 36 (556-676) '
Job Recruitment Specialist 47 (727-883) Morgue Attendant 29 (469-570)
Junior Civil Engineer 145 (763-8417 Occupational Therapist 44 (676-821).
Junior Draftsman 33 (517-628) Office Engineering Assistant 50 (782-950)
Junior Right-of-Way Agent 39 (598-727) Office Engineering Supervisor 58 (950-1154)
Juvenile Hall Nurse 50 (782-950) Office Machine Technician 32 (505-613)
Kann*laan 34 (530-644) Oil Sprayer 6 Boatman 134 (584-644)
Key Punch Operator 28 (458-556) Operating Engineer 143 (727-801)
Laboratory Assistant 25 (425-517) Painters per month pending
Laborer 132 (556-613) Painter Leadman, per month pending
Land Use 6 Transportation Study Personal Property Appraiser 39 (598-727)
Coordinator 72 (1337-1625) Personnel Analyst II 50 (782-950)
Laundry Supervisor 39 (598-727) Personnel Analyst III 58 (950-1154)
Laundry Worker 28 (458-556) Pirson4si Analyst IV 64 (1099-1337)
Lead Clark III 33 (517-628) Personnel Assistant 58 (950-1154)
Lead Cook 39 (598-727) Pharmacist I 155 (973-1073)
Lead Custodian 134 (584-6") Pharmacist Il 158 (1047-1154)
Legal Clerk 42 (644-782) Pharmacist Trainee 39 (598-727)
Librarian I 41 (628-763) Physical Tbirapiit 44 (676-821)
Librarian II 46 (710-662) Planner I 41 (628-763)
Librarian III 50 (782-950) Planner II 48 (745-905)
Librarians Young Adult Services 50 (782-950) Planner III 55 (883-1073)
Proposed Proposed
Class Ranee Salary Class Ranee Salary
Planner IV 62 (1047-1273) Senior Account Clerk 36 (564-710)
Planning Aide 34 (330-644) Senior Auditor-Appraiser 55 (883-1073)
Porter 27 (447-543) Senior Civil Engineer 64 (1099-1337)
Principal Clark 48 (745-905) Senior Clinical Laboratory Technologist 49 (763-927)
Principal Librarian 36 (905-1099) Senior Comptomater Operator 33 (517-628)
Principal Planner 68 (1212-1474) Senior Deputy Probation Officer 52 (821-997)
Probation Supervisor I 57 (927-1126) Senior Draftsman 40 (613-745)
Probation Supervisor II 60 (997-1212) Senior Enginsering Aide 38 (384-710)
Probation Trainee 37 (570-693) Senior Fireman 46 (710-862)
Programmer I 44, (676-821) Senior Grading Technician 50 (782-950)
Programmer 12 50 (762-930) Senior Group Counsellor 46 (710-862)
Programwer Analyst 53 (883-1073) Senior Hydraulic tnginser 64 (1099-1337)
Programmer Trainee 39 (598-727) Senior Kay Puneb Operator 33 (517-628)
Psychiatric Social Worker 1 48 (745-905) Senior Legal Clerk 48 (745-903)
Psychiatric Social Worker 11 52 (821-997) Senior Microbiologist 50 (782-950)
Psychologist 52 (621-997) Senior Probation Supervisor, Adult 65 (1126-1370)
Public Assistance Unit Clerk 33 (317-628) Senior Probation Supervisor, Juvenile 65 (1126-1370)
Public Health Aide 25 (425-517) Senior Psychologist 57 (927-1126)
Public Health Data 6 Projects Senior Public health Nurse 51 (801-973)
Coordinator 58 (950-1154) Senior Sanitarian 51 (801-973)
Public Health Dental Officer 77 (1511-1836) Senior Sheriff's Communications Clerk 38 (584-710)
Public Health Engineer 70 (1273-1548) Senior Stenographer Clerk 38 (584-710)
Public Health Microbiologist 45 (693-841) Senior Storekeeper 44 (676-821)
Public Health Nurse 48 (745-905) Senior Superior Court Clerk 53 (841-1022)
Public Health Nurse Training Senior Systems Accountant 60 (997-1212)
Coordinator 58 (930-1154) Senior Weights 6 Measures Inspector 45 (693-841)
Public Health Nutritionist 47 (727-883) Sergeant 52 (821-997)
Public Health Social Worker 52 (821-997) Sergeant - Per le 52 (821-997)
Recreation Therapist 40 (613-745) Service Supervisor, Juvenile Ball 30 (782-950)
-- Registration b Election Supervisor - 62 (1047-1273) Sewage Treatment Plant Operator 139 (660-727)
Reproduction 4 Distribution Supervisor 43 (664-801) Savage, Treatment Supervisor 150 (662-950)
Resident in Hospital Administration 21 (365-469) Sheriff's Coruaicattow Clerk 34 (530-644)
Right-of-Way Agent 65 (1126-1370) Social Service Clerical Coordinator 50 (782-930)
Road Maintenance Foreman 146 (782-862) Social Service Project Supervisor 34 (862-1047)
Road Maintenance Superintendent 152 (905-997) SocI&I worker I 36 (556-676)
Sanitarian 47 (727-883) "Social Worker II 42 (644-782)
Sanitation Aids 23 (425-317) Social- Worker III 47 (727-883)
Social worker Trainee 36 (556-676)
Secretary to Member of the Board of Social Work Practitioner I 48 (745-905)
Supervisors 33 (517-628) Social Work Practitioner II 52 (821-997)
Secretary to the County Administrator 44 (676-621) Social Work Supervisor Grade 1 52 (821-997)
i
i
f i is
. Z
•,aF y "
Prosed Proposed
Class Range Salary Class Mange Salary
Social Work Supervisor II 55 (883-1073) Supervising Nurse 52 (821-997)
Social Work Supervisor III 59 (973-1183) Supervising Personal Property Appraiser 52 (821-997)
Social Work Supervisor IV 64 (1099-1337) Supervising Pharmacist 162 (1154-1273)
Special District 6 Precinct Technician 50 (782-930) Supervising Plumbing Inspector 55 (883-1073)
Special Qualifications Worker 19 (367-447) Supervising Psychiatric Social Worker 55 (883-1073)
Staff Nurse 43 (660-801) Supervising Public Health burse Grade I 55 (883-1073)
Stationary Fireman 137 (628-693) Supervising Public Health Nurse
Steawfitter, per month 1240 Grade II 60 (997-1212)
Stenographer Clerk 25 (425-517) Supervising Real Property Appraiser 61 (1022-1242)
Storekeeper 40 (613-745) Supervising Sanitarian 58 (950-1154)
Storeroom Clerk 32 (505-613) Supervising Telephone Operator 32 (505-613)
Student Aide - Civil Engineer 36 (556-676) Supervising Welfare Investigator 54 (862-1047)
Student Vocational Nurse 30c hour Supervising X-Ray Technician 42 (644-782)
Student Worker 17 (349-425) Supervisor of School Records 50 (782-950)
Superintendent, Boys' Ranch 64 (1099-1337) Supervisor of Weed & Vertebrate
Superintendent, Girls' Residential Pest Control 52 (821-997)
Treatment Center 58 (950-1154) Supervisor of Weights b Measures 53 (841-1022)
Superintendent Juvenile Hall 65 (1126-1370) Surgical Nurse 45 {693-841}
Superior Court Clerk 47 (727-883) Surgical Supervisor 54 (862-1047)
Supervising Buildings Custodiaa 53 (841-1022) Systems Accountant 56 (905-1099)
Supervising Cerebral Palsy Therapist 48 (745-905) Systems Accounting Supervisor. 65 (1126-1370)
Supervising Civil Engineer 70 (1273-1548) Systems A Procedures Designer 72 (1337-1625)
Supervising Clerk I 38 (564-710) Tax Office Manager 50 (782-950)
Supervising Clerk II 44 (676-821) Telephone Operator 26 (436-530)
Supervising Clinic Nurse 51 (801-973) Therapist Aide 27 (447-543)
Supervising Communications Technician 151 (883-973) Tissue Technician 36 (556-676)
Supervising Counsellor 53 (841-1022) Traffic Enginser 70 (1273-1548)
Supervising Draftsman 46 (710-862) Traffic Safety Investigator 43 (660-801)
Supervising Electrical Inspector 55 (863-1073) Traffic Sign Man 141 (693-763)
Supervising Eligibility Worker 47 (727-883) Typist Clark 22 (395-481)
Superving Heating and Ventilation Typist Clerk I 22 (395-481)
Inspector 55 (883-1073) Typist Clerk II 27 (447-543)
Supervising Hydraulic Engineer 70 (1273-1548) Umdersheriff 74 (1404-1706)
Supervising Librarian, Central Public Utility Worker 28 (458-556)
Services 54 (862-1047) Venereal Disease Investigator 47 (727-883)
Supervising Librarian of Adult Services 54 (862-1047) Veterans' Service Representative 42 (644-782)
Supervising Librarian of Childrew's Vocational Counsellor 45 (693-841)
Services 54 (862-1047) Vocational Counsellor Trainee 36 (556-676)
Supervising Materials Tester 50 (782-950) Vocational Services:-Supervisor-I 52 (821-997)
Supervising Mobile X-Ray Technician 42 (644-782 Vocational Services Supervisor II 57 (927-1126)
jf
3:
Propot+ad
Class Una* Salary
Vocational Services Supervisor III 60 '(997-1212)
Weed & Vertebrate Pest Control Man 36 (556-670,,
Wead Control Leadoan 38 `(584.710)'
Weights 6 Measures Inspector .46 (613-743)'
Weights & Measures Inspector Trainee 34 (330-644)
Welfare Investigator 47 (727-883)
Window Washer 132 (556-613)
Window Washer Leadman 136 (613-676)
Work Furlough Parole Officer 53 (841-1022)
X-Ray Technician 3.6 (356-676)
Zoning Clerk 41 (628-763)
Zoning Investigator 48 (743-909)
t
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1
K:
TO: Civil Service Commission
County Administrator
FROM: F. E. Emery, Director of Personnel
SUBJECT: Recornmended Compensation Program 1968-69
Pursuant to Board Resolution No. 68/184, my recommendations for with little consideration of the qualified personnel available to
the 1968-69 compensation program are set forth in the attached implement these programs. Competition for the available supply has
materials. I am p r e pa r ed to assist in your understanding of these generated g r eat pressure. Bidding among employers is pushing the
materials and in the formulation of your recommendations to the price of certain occupations dramatically upward. There is no
Board, apparent alternative to the County's maintaining its competitive
position in the labor market for these workers.
The recommended compensation program embodied in this report is
the result of a critical review. Meetings with department heads have Consistent with the Board Salary Policy and sound compensation
been held wherever requested to review internal relationships and practices is the provision of meaningful salary differential between
specific compensation problems peculiar to their departments. The workers a n d t he i r supervisors. Compaction of administrative and
initial requests of employee groups have been received and evaluated. supervisory compensation undermines the prestige of these jobs and
A major survey of prevailing practice in public and private employ- removes a major w o r k e r motivation to strive for advancement.
ment has been conducted and published. Through this device, trends Morale and pe r o r m a n c e are certain to suffer. Salary incentives
of wages, generally, and specific movement in occupational g r ou p s must be provided for w o r k e r staff to assume the increased respon-
represented by "benchmark" classes have been identified and evalu- sibility and demands of supervision and administration. The recom-
ated. Developments in compensation programs of other major public mended compensation plan attempts to meet this need.
jurisdictions have been followed and their impact considered. Areas
of recruitment difficulty experienced in the past year have been iden- In conclusion, it might be noted that the perfect compensation plan is
tified, as have high turnover occupations. Surveys covering specific yet to be developed . It is not expected that the program proposed
fringe benefit p r ac tic e s in 352 cities, 40 counties and the State of here will s a t i s f y all n ed s , real or imagined, of the tax paying
California, have been reviewed and evaluated, public, employees and management. Probably, each of t he s e forces
will be d i s appointed with this or any other program that might be
Emphasis has been placed on development of a compensation plan devised. With awareness of the pressures, these recommendations
which will enable the County to be competitive at the entrance levels are my appraisal of the changes required to facilitate recruitment
and in the salary horizons of non-supervisory working levels. Per- and retention of the workers, supervisors and executives necessary
haps, the most frustrating problem with which department heads have to implement services authorized by the Board.
to contend is the continuing loss of trained, able employees combined
with inability to secure satisfactory replacements. Rapid expansion
of s o i a l programs through state and federal funding has proceeded
RECOMMENDATIONS SUMMARIZED Los Angeles Recommended '
5-1/2% for most employees
All .reliable i n d i c a t o r s o f salary movement in both the public and
private sectors reflect the continuing upward trend of wages in Orange County Recommended ,
California and throughout the nation. The Federal Bureau of Lab o r 5-1/2% for most employees - amounts
Statistics reports that the overall increase in negotiated major wage to approximately 676 of payroll
agreements throughout the county was 5. 0% for 1967. The Bay Area
Salary Survey reports an average 4.576 advance in private employment San Diego County Recommended
wage and salary levels between March 1967 and March 1968. Surveys 5% for most employees
in Los Angeles and the California non-metropolitan area demonstrate '
a similar upward surge in salary levels. San Bernardino County Recommended
5% for most employees - amounts
"Cost of living" a s reflected b y t h e F e d e r a l B u r e a u of Labor to approximately 67o of payroll '
Statistics Consumer Price Index is not a valid c r it e r i a f o r setting
salaries. Nevertheless, it is an important measure of trend in our Kern County Recommended
economic climate. The Bay A rea indices a d v a n c e d 4 . 7 8% from 576 for most employees - will amount
March 1967 to March 1968. This parallels the m o v e m e nt of wage to between 5 and 67o of payroll
trend indicators noted above and reinforces their message.
Santa Clara County Recommended '
Competing California public agencies have moved or are moving to 576 for most employees - some large
k e e p p a c e w i t h this change. San Mateo and Sacramento counties groups 7-1/27o and 10% - amounts to
made adjustments which were effective January 1, 1968, amounting approximately 6. 63% of payroll
to 5% and 6. 75% of payroll r e s p e c t i v e l y . The San Francisco City
and County program will advance 7. 92% of p a y r o 11 effective July 1, Alameda County Recommended
1968. Other important changes in the making which affect Contra 5% for most employees - will amount
Costa's salary setting are: to approximately 576 of payroll
Federal Government Adopted by Berkeley Recommended
3% to 97o increases for clerical, admin- Congress - signed 576 for all employees - some
istrative & professional employees aver- into law effective limited special adjustments
age will approximate 6. 3% July 1, 1968 '
The foregoing information argues convincingly f or advance of scales
State of California in all occupations. It can be asserted conservatively that the prevail-
7% for all employees - some additional Recommended by ing practice in Contra Costa County's labor market, both p u 1 i c and
special adjustments Personnel Board - private, is to move wage levels up 576 o r m o r e i n 1944. If .t h e
included in Gov- C ounty employment program is to k e e p p a c e it m u s t be adjusted
ernor's budget commensurately.
Other Adjustments mined. Information on the s e rates will be forwarded as soon as it is
available.
Needs other than those influenced by general trends have become
evident as the review progressed. Situations which necessitate Fringe Benefits
special treatment fall into three broad categories:
' Numerous requests for modification in the County Fringe Benefit Pro-
1. Occupational areas in which the upward movement has gram have been received from the various employee g r o u p s . These
been greater than the general trend of wages. requests a r e listed and evaluated in the appendix to this report. Two
fringe benefit requests of prior years continue u n d e r s t u d y b y the
2. Recognition of situations identified by department heads Board of Supervisors. Therefore, no recommendation is made on the
in which significant job growth and increased assumption requests for a County subvented disability insurance program or on
of responsibility have occurred, necessitating adjust- the requests for modification of the mileage allowance policy.
ments greater than those recommended for other jobs in
the series. In view of the imp a -id i ng increase in Health Plan premiums and the
prospect that the County's participation will require significantly
3. Provision of meaningful salary differentials between greater contributions, the fringe benefit program compares favorably
supervisor and subordinate classes in an occupational with those of competing employers. I recommend no oth e r change.
series, or the modification of existing relationships
between class levels in a series. Cost of Recommended Increases
Changes attributable to the above type situations account for extra Below is shown a breakdown of the increases recommended. The fol-
one range (2-1/2%) adjustments in 102 classes covering 432 positions lowing considerations should be noted:
and two ranges (5%) in 6 classes covering 8 positions. Additionally,
four classes involving 18 positions a r e recommended for allocation a. The cost figures cover only full time and part time
to three step ranges. positions now authorized. They do not include costs
which may be associated with new positions to be
No Recommendation authorized by the Board in the fiscal 68-69 Budget,
nor do they include the cost of increases which may
Responsibility for adjustment of appointive department head salaries be adopted for the positions in which no recommend-
has been placed elsewhere, so there is no recommendation in these ations are made (department heads, exempt positions,
cases. No recommendation is made on the salaries of craft employ- trade rate employees, and municipal court em-
men t
m-ment s in the Building Maintenance Department as these rates are ployees whose salaries are tied to County rates. )
set by a formula in the Ordinance Code. Page 2 of the Recommend-
ation report reflects the potential rates of Steamfitter and Electrician b. Limited term (temporary) employment costs are
for July 1, 1968. No projection for Painter and Carpenter classes directly*related to regular employment costs, so it
is set out because an element of the above formula is as yet undeter- may be anticipated that these costs will advance
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• e 1 : N e C OM M ISSIo N y PDI T/olVE. Com 1ss/D/Y DEL�7"lo ti,="/,
i
i
A A single line figure trailed by =dashes„ represents a I N D E X
—= = position or classification compensated at a flat
A monthly rate. PAGE No.
APPRAISAL 6
CLERICAL 17-18
1
B The short bar represents those Civil Service classes
DEPARTMENT HEADS g ASSISTANTS 28-29
regularly compensated on a three-step range rather
n than the normal five-step salary range.
DOMESTIC 20
1 ECONOMIC OPPORTUNITY 16
ENGINEERING 3-4
C A three-step or five-step bar with no appendages FIELD SERVICES 1
represents a class for which no recommendation for FIRE 25-27
=.0IJadjustment is made
= . FRINGE BENEFIT ANALYSIS APPENDIX
GENERAL ADMINISTRATIVE 22-24
HOSPITAL 14-15
D A bar having appended to it a plain extension is INSPECTION (AGRICULTURAL)
recommended for an increase proportionate to the INSPECTION (BUILDINGS) 8
' :D length of the extension.
LEGAL 21
LIBRARY 19
MAINTENANCE 2
E A bar having appended to it a blank extension plus PLANNING & DRAFTING 5
a second extension is recommended for a special POLICE 9
6 increase proportionate to the length of the addi-
11.
tional extension. PROBATION
` PUBLIC HEALTH 12-13
r F The Salary Survey has been updated to reflect those SOCIAL SERVICE 10
' rates recommended by other public agencies for
fiscal year 1968-69 insofar as they are known. The
Salary Survey pages have been included in this re-
port opposite the departmental charts in which the
benchmark classes appear.
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Equipment *
Superintendent
Assisiant Equipment
: Superintendent F ..........
FIELD SERVICE GROUP
Equipment Mechanic Leadman
Equipment Mechanic ;
Combination Welder
Equipment
Serviceman • y
, Road Maintenance Superintendent
+ Road Maintenance Foreman
: Equipment Operator II ;
,Equipment Operator I ;
Oil Sprayer
and Bootman Enyticant Superintendent: This one position class is responsihla-
Laborer : : lwM7el—
or thCounty nt and passenger aie n mance
i nd repair program. An adds meat is recommended
_ ._
Drainage Maintenance Foreman o increasesory differential overthesuDdrdinata
nt Superintendent class.
Traffic Signman: This one position class is responsible for the
Bridge Maintenance installation and maintenance of non-electric traffic signs on a
CarpentVr : ; Countywide basis. Increasing County urbanisation has led to
rapid expansion of this program, with commensurate increase in the
responsibility delegated to this class« An additional 2k% increase
e ; Traffic Sign Man i is recommended to reflect this job growth.
:Equipment & Materials Dispatcher ;
:Sewage Treatment Supervisor
Sewage Treatment Plant Operator
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Esst.
Maintenance Foreman j
Fld. j/ f
rmn. /
raftsman MAINTENANCE GROUP
Estimator ; .
.__.. Steamfitter 1240 F 7/1168
—.. Electrician w^l 1065 711/68 ;
: :Carpenter Leadman 945
Maintenance Foreman-and Assistant Field MaintenanGe
Carpenter 867 ; Foremans lasses are recommended for add ional
5% adjustment in an ion of creases for
subordinate trades clas directly supervised
Painter Leadman 1040 re the Assist d Maintenance Faremilr�--Tlte
rec adjustment will maintain minimal super
Painter 939 ifferentials.
Chief
Engineereer i
rn Oper. hief Opr.
En r. n r. Hos .
Stat. Supervising Buildings Custodian: This one position class
Fire. is responsible for planning and implementing a custodial
Supv. Buildings maintenance program for 76 County operated buildings.
Custodian There has been significant growth in the numbers of
Asst. Supv, personnel and buildings assigned which should be reflected
Custodian
in an additional 2k% adjustment.
Window; Washer Leadman.
Lead Custodian
Shies,f Ooe_atins, Ena n -r: An additional 2h% increase is
Window Washer . ; : recommended to reflect the continuing growth in the number
and complexity of heating, cooling and ventilating plant
Custodian ; Chief Gardener equipment for which this one position class is accountable.
:Elevator' There are now over 1,000 pieces of equipment in 76
;Operator Gardn. ; buildings which must be maintained in operating order on
Gardn a 24-hour basis.
Care.
L J
C3 ch
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Page 3.
: Deputy
' Public Works Director
Supervising
Civil Engineer ;
Serio ;
Civil 8nglneer
Associate Deputy Public Works Director and Deputy Chief
� s
Cil
E n er Engineer: These are executive assistant classes
Civils ptaintar with broad program authority and responsibility.
An additional 2k% adjustment is recommended to
Jr. Civil Engineer = i retain their present relationship to the subordinate
division head classes.
IGIvi I EnMLLJ
Deputy Chief Engineer
supervising ENGINEERING GROUP
H drdulic Engineer ;
Senior
Hydraulic Engineer Supervising Civil Engineer, Supervising Hydraulic Engineer and Traffic
Associate Engineer: These classes represent the full division head level in the
: Hydraulic Engineeri__J Engineering series in the Public Works Department and Flood Control
' Assistant District. Recent creation of the assistant division head classes,
Hydraulic nng. Senior Civil and Hydraulic Engineer, has created salary compaction.
This should be relieved by an additional 2h% adjustment to increase
the supervisory differential between the
Business & Services division heads and subordinate classes.
Manager
Asst. Business
& Services Mgr. :
: Junior Civil Engineer: This is the entrance level
Traffic Engineer class in the professional engineering series,
requiring a bachelor's degree in Civil Engineering
As t. Traffic or possession of an engineer-in-training
Engineer certificate. Recruitment has been extremely
- difficult. It is recommended that this class be
allocated to Range 145, a three step range which
Materials TestingF-1 : would raise the Recruitment rate from its present
Engineer ; $710 to $763 per month, and will place the County
: in a competitive recruitment position.
10 00
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Page 4
Airport Manager SUBPROFESSIONAL ENGINEERING
Asst. Airport
Mana er :
' Airport
• Services Asst. •
Traffic Safety
Investigator• ;
Office Engineering :
Supervisor :
Office Engineering
Assistant
Field Engineering
Assistant
: Superylsing
' Tes
Ma
ter ter
Chief of Party ;
Construction ;
Ins ector
Computer-
; Draftsman
Materials TesterC
Instrumentman '
Sr. Engr.
Aide Airport Manager: Rapid growth and expansion of County Airport
Engineering facilities have placed increasing demands on this one position
Aide : ; class. An additional 2h% adjustment is recommended to reflect
' this job growth.
M•{ &n Ln cn mD•0 . O. N • is 10 . O . h . M • O . 0 . 0 . O M h M
M • h ' M • N M tD M N O O Ol
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r M r rIn
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Page 5.
Principal P lanner ;
Planner IV
P lanner III ; PLANNING & DRAFTING GROUP
Planner II
Planner I
;
Chief
Draftsman ;
Supervising
• Draftsman
senior
Draftsman
Friunaftsmaaftsman ,
Zoning [
Investi ator :
Zoning : Planner IIIs An additional 2h% adjustment is recommended to increase the spread
Clerk between this class and lower levels in the series and thereby place the County
Planning in a more competitive retention position.
• :Aide:
to f` O1 M n M' O 00 00 O M f` M ' ' Mn M N M to M N Ilf O cn /D 00 to �T
N O tD Of Q n Ol N M to N tD OO
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O Q O O N7 Ln to to LD to tD n n 00 00 00 O1 tT O O M M C� rin- f` 00 Of
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�4uno� 10 'ON
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£69 Z88
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_ Page 6.
�1 Assistant
C
ountv Assessor
: Chief Appraiser
Property Appraiser
F-1
Appraiser III ; APPRAISAL GROUP
Appraiser II ;
Appraiser I
Appraiser II: This class performs the full range of residential, conxnercial
Appraiser' and industrial appraisal work. The benchmark display to the left indicates
Aide ; the County's position is weak. Recent legislation is expected to increase
' the demand for qualified Appraisers. An additional 2�% increase is recommended
Sr. Auditor to improve the County's relative standing and thereby retain experienced
: Appraiser appraisal staff.
Auditor :
Appraiser Appraiser III: Incumbents of this class have responsibility for a crew of raisers A
. pp working in a geographic area or in a specialized program. An
additional 2�% adjustment is recommended to retain the present differential
' upv. Personal over the Appraiser II class.
AD raiser
Pers. Prop. Flood Control Right of Way Agent: This one position class serves as Chief of
A raiser : ; the Right-of-Way Division in the Flood Control District. An additional 2�%
AML 67!E ; adjustment is recommended to increase the supervisory differential over the
• subordinate Associate Right-of-Way Agent class.
' Marine :
,.
Appraiser -
Right of Way AgentT I
-
Associate
R/V Agent
Assistant
i/W Agent
Junior
ooc• Control
It/W Agent
Ln
' ^•cn•M•r M O 'm m O M • ^ • M • . • M • ^ M N • tG M : N ,
N V l0 O1 K Q1to
R O Q 4 to to to to tN0 to !Ma n n 00 m Om0 A 01 0�0 Q rJ
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tl tl` +'t Q it! 1A N ti'f tC W tb R !"� P'+ LO tti QT VS tTf r P• .-+ r' ." .' 7 N
Page 7.
INSPECTIONAL GROUP
Asst. Agricultural AGRICULTURE
. : Commissioner ;
Deputy Ag.
--• m i
Commissioner ; ultural Commissioner. This class serves as the assistant department hea� .iA
Ag. Insp. ; the County Department o as lin�authority over os tions in
II : ;
• Ag. Insp. Animal Control, ';eights and Measures, A ri t.f d and Rodent Control.
I : An additional 5y. recommended prove its relationship a ite µ�
JA� Insp. : : : a classes.
trainee
l I
Agricultural Inspector II: This is the full journeyman level in the Agricultural
Inspection series. This class is lagging in the market; an additional 2h% is
Supervisor Of recommended to improve our position and facilitate the retention of qualified
W71.& Meas. employees. 4'
Senior Wgts.
Meas.Insp. Deputy Agricultural Commissioner: An additional 2�% adjustment is recommended for this
Wgts.& Ilea class to continue its present relationship to the subordinate Agricultural Inspector
Insp.
11 Wgts.eMeas.
Ins .Tr n.
Senior Weights and Measures Inspector: This class has traditionally been parallel to
the Agricultural Inspector II due to equal job values. An additional 21% adjustment is
vert,�� recommended to continue that relationship.
Yest Control, i '
Weed Cantro Supervising Weights and Measures Inspector: An additional 2 '!, adjustment is recommended
Leadman to maintain the present supervisory differential over the subordinate Senior Weights
W.& V.Yes and Measures Inspector class.
Cont. Man ;
Supervisor of Weed & Vertebrate Pest Control: This one position class is a division
. head whose program has undergone significant expansion in the past year. An additional sr.
Fnimal Control 2h% adjustment is recommended to reflect this job growth and to maintain its present
Director relationship to Deputy agricultural Commissioner.
Nupervisor
imal Cont.
;
Animal : : Animal Control Director: The Animal Control program continues to expand at a rapid pace, placing increased
Cont. Off demands on this class for effective administration and public relations. An additional 2k% adjustment is
ltemelman recommended to reflect this growth and to keep pace with the other division head salaries in this department.
dg.Field Agricultural Field Assistant: This one position class is located in the County Farm Advisor's Office. An additional 2�% '+
Assto adjustment is recommended to move this class more in line with 'deed and Vertebrate Pest Control Man.
u! R T M h P'i' O 0O toO 1`f R M M to t"•! N Ln O Cn *" 40 M 00 t8 00 n '{•
N O to of Q R of N to of N 4o O V 00ry R N h ^ PD tl O !'� C•9 00 t0 O P•1 N N ,f
tl v e O M 'n M M 4O to tO h R O0 00 00 Q7 M O C? .+• e- t M N7 r r r tb a7 O
r• r r r .— N
e:
a
y�
f
r�
• pst,,�sa
11
6
''�tq8 Qyetx
��d �d 9 qq8 '• •'
d
. dsA\� �$ a OaUm� atd
va
•". ��b �,"' Oaf V+AS
C)06 '03. J
bib
uSS.•
• OZ pg9
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Otb Og
096
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1 002
1
OD 'n
Qf h
Nom"! d'yD r O n O Q OND N W O yO� Cihf O ^ .N-• N .CI' ^ ^ n n W r O
•'F Q 'Q Q 1fl 1f1 4"1 1fl l0 b t0 h h h 00 M Qf ¢f Q1 ••^ •"' . • N
Page B.
Assistant County
gg BuildingIns ector ;
HoCoordinatorv�
supe. E lectriea INSPECTIONAL GROUP
Inspector BUILDING
5uv. Plumbing
Ins ector
Supv. Heating &
Vent. Inspector
i Building
. Ins actor:
Building
Inspection En r.
[Building Ins p. ;
i
Grading Assistant County Building Inspector: This class serves as the executive
Engineer assistant to the Gounty Building Inspector with commensurate authority
T Sr. Grading over departmental programs. An additional 2h% adjustment is recommended
Technician to maintain the present relationship with the subordinate Building
;., . . . . . : Gradin : Inspection Engineer class.
Technician ;
Building Inspection Engineer: This class requires registration as a Civil
' Engineer and is responsible for the engineering aspects of the Building
Inspection program. An additional 2h% adjustment is recommended to place
Building Inspthis class parallel to Associate Civil Engineer, the comparable level
0£fice Managed
in the Engineering series requiring registration as a Civil Engineer.
Bldg. Plan
: Checker• : : : : :
Dd M h ' f•1 • r M h '1
SN M t0 ' G ' '•• W
00 C
.(I h Qf 1'•'7 h T1 N C, Ol N tGl O o OD Ntn
a v O O 4A tit to ttf t8 sD tD h h DO GQ Qf Di O O � r - � r- .-- •-• � N
' 8£ suOlOsod
A;unoD ;o 'ON
L£1 suoMsod V98V At/9 '
Aluno"o 'ON 1NY3983S
diad Ave
AAMNS Aind34 u n so us '-- '
9£L T C S 1 198 p"-I s0
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Sw 0fa11sA 6L6 r"--- - •asTO� s�usS
ZSL yoot�uY A h06 oostousig usS .
16L OS6
6SL u0331003S 096 : •as�S
' £9L o�T�ia0 T8 --906 os�sN usS :
£9L ��TO's1Y LZ6
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9h8 --- - - - - 929t0 jlUVs
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' TZ8 _ s3saSl
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NPage 9.
Undersheriff
Captain ;
Lieutenant POLICE GROUP
' Sergeant
Sergeant tI
Female
: Deputy :
Sheriff
uep.She
Female :
' Matron
Deputy Sheriff,Chief :
riminalistics Lab.
' DeputySheriff f
Criminalist III J
Deputy Sheriff
: Criminalist II :
Dep. Sheriff
^riminalist I
Communications
Engineer
Supervising Communications
Technician
Communications Technician Deputy Sheriff-Chief, Criminalistics Laboratory: This one
' Comm. Eq. ; position class heads up the rapidly expanding and increasing-
Aide ly important criminalistics program. An additional 2�% is
recommended to recognise the increased responsibility and
r ; ; Sr.Sher b conforms to rates paid Chief Criminalistics in other agencies.
Comm-Clerk : Undersheriff: An additional 2�% adjustment is recommended to
Sheriff's ; : increase the supervisory differential of this executive assis-
' omm.Clk. ; tant over subordinate division heads, and to keep pace with
Work Furlough the increase recommended for the Chief, Criminalistics
Parole Of f laboratory.
Communications Equipment Aide: This class has experienced
Chief continuing growth in assigned areas of responsibility. An
:
I—Investigator additional 2k% adjustment is recommended to reflect that
' Investigator growth.
to r O1 M I� M O 00 00 O M n P•1
011
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M tf1 0 O M 00 1\ V 40 N to N OI G? rN, N M e Z laf! b n h 400 O~f
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Page 10.
Assistant
Count Welfare Director
Social Work
Supervisor Gr. IV
=Supervtsor
WorkSOCIAL SERVICE GROUP
Gr. It
: Social Work
u ervisor Gr.II
Social work :Social Work Supervisor II Social tdork Supervisor III Social Work Su ervisor Ltl,
Practitioner II I : :Ass CountX Welfare Director: The Social Work Supervisor II clas9�fvttctions
Sacs I Bork : :as the supe of units of Practitioners. An additional 2 °1..aditistment is
racttioner ;
required to maintain' mum supervisory differentia -hiwise, the
Supervisor III, Supervisor I ssistant Cou e Director classes are
Social Work : : recommended for an additional 2h% to c the present supervisor/subordinate
Su v. Gr. I ; differentials.
kSocialorke
d We are : : : Vocational Ser Supervisor III: An additional 2�% increase is ended 'to
Worker : increa a supervisory differential over the subordinate Vocational Sery
SQcial ; i ervisor II class.
. . . . . Worker II
Socia : Vocational Svcs. l
Worker I 5u ervisor III
Socia V cational Sv s. '
Wkr. Tr. : supervisor VI
' Vocations vc i : the
Work Practitioner I1 Social Work Practitioner I1: The County's position iii
Supervisor I : the benchmark displays for Practitioners (see facing page) is weak. An additional
� t Jab Recruit. ; ; 2�% adjustment is recommended to improve our ability to recruit at the Practitioner
Specialist ; I level, and to retain experienced workers at the Practitioner II level.
Vocational
Counsellor
JVocaiCaun. emonstrat on
Trnee Projects Supv.
: Social Service
Medical Social Work Specialist: This class is related to the benchmark Practitioner
Medical Social : classes in susurate 2
ch fashion as to require a commeny. adjustment.
itork Specialist �� �
S pv. `Welfare
Invests atar t
Welfare
Investigator : : : : : •: : :
!A h Q9 M I N M' h • co • c0 t0 QMi N M O O 40 1••• n N T 'N, 0 O O tM•i '" 4t80 to 0 so N ,1
V d v N %n M7 b to to n H 0 40 00 M M O O V t2 M C ^ r c 0
£ su-Wsod
A4uno:) }o
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Page I
PROBATION GROUP
Assistant County
Probation Officer Y
Senior Probat-ion
Supervisor-Adult Assistant County Probation Officer: The present supervisory
Senior Probation differential over the division chief classes should not be
Su ervisor-Juv.
Probation reduced. An additional S% adjustment is recommended to
Supervisor II maintain the existing relationships
Probation 1
Supervisor I : Senior Probation Supervisor-Juvenile, Senior Probation
Senior Deputy Director of Juvenile Sua,ervisor-Adults ..An additional S% increase is
Prob. Officer Institutions recommended for these division Chief classes, to
Degut Prob. Superintendent increase the supervisory differential over subordinate
: gffIcer Juvenile Hall levels by 2�x:
Probati6nl Supt. Girl's Res.
Trainee
Asst. Su t. Deputy Probation Officer, Senior Deputy Probation Officer, Probation Supervisor I,
: Juvenile Hall Probation Supervisor II: The benchmark class in this series, Deputy Probation
rAsst. Supt. Officer, is lagging in the market. An additional 2�% adjustment is recommended
h11dren's Shelter to improve the County's competitive position. Differentials in this series are
Supervising already compacted, so an additional 2h% is recommended for the Senior Deputy and
Sr. GProbation Supervisor I and II classes to maintain existing internal relationships.
roup
: Counsellor
' roup Su erl,ntendont
Counsellor Bos Ranc
Asst. Supt.
: Bo sRanchDirector of Juvenile Institutions: There is need to provide a minimum 10% supervisory
differential over the subordinate Superintendent of Juvenile Hall class. An additional
2h% adjustment is therefore recommended,
roup Home
Coordinator Superintendent-Boys' stanch: This one position class has been parallel to the Senior
Group Home y Probation Supervisor-Juvenile and Adult classes. An additional 2�% increase is
Su ervisor recommended to maintain that relationship.
House-
mother : : : Assistant Superintendent, Boys ' Ranch, Group Home Coordinator, Delinquency Prevention
: Senior : Coordinator, Senior Psychologist: These classes have traditionally been parallel
Psychologist
to the Probation Supervisor I class. An additional 2�% adjustment is required to
Psychologist : maintain that relationship and Co move these classes closer to the Assistant
' Superintendents of Juvenile Hall and Children's Shelter.
Delinquency TI
Prev. Coord« :
.., 01 M•h M` O ` 0o ' 00 O M h M M h M N M 4C1 M N in O M +•'• t0 � m ++D t0 n
N a ttr A a h et N tD N rD O O 00 N h N /`. ^ M d O h M r' m tOD n m O
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' Z98 03uaoiezo.s
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1 O p N to
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I'1 Q t0 O IO N N 1l1 O h of Ot ^ h M O h Q N O co h h h m O Pae 12.
Q h V O N tD O tl'1 � O O ^ ^ ^ ^ Q � lD h h W Q1 O N N N 9
{C t0 to h h h 00 to Q1 Ot Q1 N
Chief Assistant Health Officer
District Health Officer
: Chief of Public Health
: Medical Services
Public Health
Dental Officer
Assistant Health Officer : PUBLIC HEALTH GROUP
Director of Public District Health Officer Chief of Public Health Medical Services: An
: Health Nursing additional 2 % adjustment is recommended for both classes to maintain
' Supv. the existing supervisory differential over the subordinate Assistant
Gr.hhII ; Health Officer class.
Nuiosng oid. Public Health Dental Officer Assistant Health Officer: This class is lagging in the bench-
' P. H. N. mark display on the opposite page. An additional 2 x adjustment is recommended to improve
Training Coord. the County's competitive position. The counterpart class, Public Health Dental Officer,
Supv. P.H.N. should be similarly adjusted.
Gr. I :
Senior PHN Public Health Engineers This class heads the Environmental Health function. Relationships
to subordinate Sanitation series classes and to engineering classes requires additional 2�%
P.H.N. : Venereal Disease Investigators An additional 2k% adjustment is recommended to retain the
parallel relationship between this class and the Sanitarian class.
'
V.1). :
Investigator
Public Health
Engineer ;
Air Sanitation
Director Air Sanitation Director: This class is concerned with investigation and analysis
: of environmental pollutants, with emphasis on air and noise pollution requiring a
physical sciences background. An additional 2�% adjustment is recommended to keep
Director of pace with the related Sanitation series classes.
Sanitation
Su
Sanitariang : ; Sanitation Series: An additional 2�% adjustment is recommended for all
' Senior classes in this series. This recommendation is intended to place the
Sanitarian Senior Sanitarian and Senior Public Health Nurse classes at the same salary
Sanitarian ; level. The common salary horizon of $973 per month for both groups is
competitive in the labor market (see page 25 of this report).
' Asst.
Sanitaria
O O M h M M h M N M t0 M N ' If1 O O M t0 l09 N N N M M
W 01 N {0 O V [O N h Q N /0 M Ln N M
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N0 th h O m lb � O M •,•,
N N N N
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d;uno:) }o -ON
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suoi�isod
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1S1dda3Hl IYNOIIYdt1300 3aIM31tIS
'ON
r•-
L9L J- - o aTp ueg isIS0 10180831W HIIY3 ansftd 4vJ TOS9ht£9tT0887a usg
908 s.�sta e�usg , - 6£Lousas618 Bata uy sari 1 68t r sta saus
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688 r - - ONUW20 1
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688 ;a8usa0 Z£6 oaasH uss ;
I f
69.8961 hS8 oosjous=a uss 69.8961 L£OT 009Tausa3 usg
I :
I099 0178 008 091 OZL 089 019 009 OVOT 0001 096 OZ6 088 0b8 009 09L OZL 089 09 009
f
•�'} Uf r m 1D tt! U W 00 e•. %n O W Q C^ W O th N N I[t O h Q Obi �' M M h O qco
1h PN'1 M M h i71 M 1n 00 O M 1ff oo g f� CF i0 �y w O m Qf O O T"' M O 1.. Q
M M S! Kf 0 O 115 111 115 {fl 10 fU /o h h f•+ oo Sq O D! Cy sN• 0 in
Director Public ; ; page 13.
Health Laboratory
Senior
F�Iicrobiolojzist PUBLIC HEALTH PARAMEDICAL
•
Public Health
Microbiologist
Microbiologist
Trainee
4 Laboratar Public Health
Assistant I Social Worker
+
u Vo M1001 Le
X-ray Ti
: Mobile Alcoholic Rehabilitation
X-Ray Tech. : ; :
y Coordinator
Alcoholic Rehab. 1
; ; � : • Counsellor
Health Education
Coordinator Public Health Microbiologist: An additional 2�%
Health Educator ; adjustment is recommended for this class to keep
pace with the trend of wages in other agencies, {
Supporting benchmark data is presented on the
opposite page.
Public Health
Nutritionist
Sanitation Public Health Social Worker: This class requires
Aide Medical Care a Master's Degree in Social :Welfare and has been
Administrator parallel to the Social Work Practitioner II class.
An additional 2h% adjustment is recommended to
Public Health Data and 1
ub. Healtt Projeets Coordinator continue that relationship and to maintain a .
Aide : -J— competitive position in the market.
Health Program
Assistant
Hoche
filth Aide
i supv. C. Supervising Cerebral Palsy Therapist: An additional 2h% increase is
TheraPi
st recommended to maintain the supervisory differential over the subordinate
Physical Physical and Occupational Therapist classes.
Therapist
Occupational
Occupational Therapists Physical Therapist: An additional 2 `ti adjustment
•
Therapist is recommended to keep pace with the movement of salaries in other yj
Therapist : : : agencies. Benchmark data is supplied on the facing page.
; Aide .
Supervising
Clinic i!urse
• M•orf' h•111 • to' 1fl' h ' cn • M • h • M • O m ' 11c • Q M • h • M • • • • • r . . 1••
M O 10 W Q N O` f0 1T d h Ci N 1D Qf M h M ' N ' M cy M 1.y tt} O D>
1••5 M M M M O cT O •7 Q tll t1S f1s c13 io Lo s8 n h cc co oco 5T T O O O b O h M
eN- r w r r
tri
8 suoiaisod `
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M W { M W DD M O W O M p 1D O M N N M O h Q Off tit} N h M O n� Sf M h. Of M M O O M M R7 CI h b qi y W O M 01 O
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Page 14.
' Hospital Administrator
Assi tor1t to the ;
Hospital Administrator ;
loss. in.
Hos p. Adm.
Director of Nursing
FAssistant
Director of Nursin HOSPITAL GROUP
Surgical Supervisor
Supervising Nurse
Surgical Nurse Staff Nurser A net 5'/. adjustment ($801 top rate) maintains the competitive position
of this class in the labor market. It is recommended that the current $693 recruitment
Staff A Nurse rate (2nd step) be continued since it is among the highest in public and private
employment.
Hospital ;
Attendant ;
Clinical Psychologist: A net 5% adjustment ($1183 top rate) will maintain the
Juvenile Hall competitive position of this class. However, survey information indicates that a
Nurse $1022 salary is necessary to recruit PhD Psychologists. It is therefore recommended
that second step recruitment be authorized.
Chief Clinical
Psychola ist
Dental Clinical Psychologist
'
lAssistant•
Supv. Psych. Psychiatric Social Worker I, Psychiatric
Social tlorker f Social Worker II: These classes are
Psychiatriging in the labor market (see benchmark display on opposite
:
Social Workerc II lag
Psychiatric page). An additional 2�% adjustment is recommended to improve
Social Worker I the County's competitive position and to parallel the
ttorgue movement of the counterpart Social Work Practitioner I and II
Attendant classes.
Medical Social I a"na�to rall
An additional 2 yad Social Worker:
[Services Supervisor
recommended to maintain t e Psychiatric
Supervising
a -- el the counterpart Socia1Workiftvtsa
r
--I-I
Eli*ibilit Worke 1 S
R class.
Social Worker II
Medical Social Worker: This class is recommended for a 2h% additional
ttedical -71
adjustment to retain its present parallel relationship to the Psychiatric
Social tlorker Social Worker I and Social Work Practitioner I classes.
7
_ O• M • n cm M • h • O M W CR'. ' M h • M • • M h M + N M ' W • M
•~'•M•d tN0•CMD • O N d' W CM Q h M N W In N W O
M M Q' ONS O O r M r•• »
M M V p p W q M M W W W M M W h h DO Of
0881(1 • eS
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;
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9L9' - 1479
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619 a uea0 E69 --_
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£479 a�e^jad
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3GIM31b1S TZ8 i-_-_ '0 an '
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M M M M M M Q ? O Q ll1 lfl 4l1 LII ip tp ID 1� n n O Qf
0p O Qf
Page 15.
Supervising Pharmacist
Pharmacist II ;
Pharmacist
Pharmacist
Trainee : HOSPITAL PARAMEDICAL
Chief Clinl
Lab. Technologist
ogi ist
[&�,Vr C�ilipictlec On st ;
: Clinical Lab. ;
Tissue T ;
' Clinical ntgrnTechnolo ist Pharmacist Series: A total adjustment of 5% is recommended for the classes in this LLA .
series. Benchmark data indicates that the salary horizon for Pharmacist classes
Cytotechnologist has been significantly shortened by a sharp increase in recruitment rates. For
cytology this reason, it is recommended that the Pharmacist I, II and Supervising Pharmacist
y gyclasses be placed on three-step ranges.
: Cytotechnologist, Clinical Laboratory Technologist, Senior Clinical Laboratory
Chief Medical _Technologist: Benchmark data on the facing page for Clinical Laboratory Technologist
Records Libraria indicates the County's position is weak. An additional 2�% increase is recommended
Med. Records : ; to improve our relative position. It is further recommended that advanced-step
Librarian recruitment for this class be eliminated. A 2�% adjustment is also recommended
Med. Records for Cytotechnologist and Senior Clinical Laboratory Technologist to maintain their
Technician present relationship to the benchmark class.
: Chief Rehab.
' Thera ist Chief Clinical Laboratory Technologist: This class is charged with overall
Occupational responsibility for the Clinical Laboratory at the County Hospital and Clinics.
: Therapist An additional 5% adjustment is recommended to increase the supervisory differential
Physical over subordinate classes by 2�%.
Therapist
Recreation Chief Rehabilitation Therapist, Physical Therapist, Occupation Therapist Recreation
Therapist
Therapist : Therapist: An additional 2 % adjustment is necessary to maintain a competitive
Aide : position in-the .labor market for these classes (see opposite page). The same
Supervising adjustment is necessary for the Chief Rehabilitation Therapist to maintain the
X-myTechnician present 10% supervisory differential.
' X-ray ;
Technician Dietitian: An additional 2�% adjustment is recommended to retain a competitive
position in the labor market.
; Dietitian
'f`•M•Qf•^ . lA . ^ O1 . M ^ M . O O 00
f"1 M D ip W O N D ip QI r O I� Q1 N tD Qt N tD O
O Q O O O O O 0 O n M
M M M M O D e O O ilf ill N Vf tD tD tD f� n 00 � r ^ .•- ^ � rM• �
11 r
co
l'3 1tf r+ 00 W N lff to 04 •'+ IA O w 4 M O 18 O Ln N r N Ln b R 4 Q�1 N .. n M b. n, O
M M et H R Of M Vf 90 O M V1 W O R 4 00 N O U7 07 O O r T M 4
M M M M 4 4 4 4 tt1 Y1 ltt tiS is tC tp R R- R 00 CO ?J OT Q1 r r• !' .
' ' � � � • • � i Page 16.
i f ECONOMIC OPPORTUNITY
E. fl. Program
Development Director
Economic Opportunity
Program Specialist 112 ;
Economic Opportunity
11 1I
E, �. Pro ram
• S ecialist 1
pyProg.
rAid
atni,,.e11
:
E 0. C&I. ;
Aide Tr. . � : • � •
; • : ;
•Y.M,Cn R r N r • K1 ' R ` , M ` R • M ' O ` w , c • a , M , R . M , . • M « R • M • N M • • M • N • Ln
• r '
M d' t0 06 O N d' O R cn N C M N R N R N O • M • N
ozi io bozi4!ouz TO _-- bozktiouz 32 '
�, uz STe
hcgsLnI • rTT b yo. o{ Conu;� Jsmigv 0ea VI°' o! Conu�X
�Jsmsgs -� 0r1 : BbA VksEd � ; bsgiLsT rr1 11ENOCKdbHEIS•C!'EISK
RVA vbev
n• C• -� rre : l kbt21 Cf EKK 2fIbEISi01S COflbl C(-EISK ZscLsmsuto ded
g;cEwouq r32 2Gsrs - -i ray
021 2eurs clsLs 80e ; n• c• _ 0aS '
2scLsu,suro03e ylsmsgs -� 9rI JLqury CJess rae
giLF. 1-129 gsu pscso 81T ; B X' 202
esus crsLs -� t+11 8rT gsu y4srio Dar ;
028 2scLvnocuto 893 0a3
gsu Ws�so Der gsu LLnuc;eco -w TO T3 Tde9-ea E'B•M' 2T2 ,
2' b' 089 � TaeB-Qa gnu 16LnucJeco 221 1ae9-ea
bnt Etub rS! b • Erob 013 '
;
e%+0 e90 ISO leo 900 9r0 890 aS0
gi CLv boziliouz S0 '
g r aaa Mo. o{ ConujA
boziliouz SSa n• c-0. a( conu4A
' E?VA VbEb
PVA `dtsEv OsK' 212 '
= g�sFi 21EN0' Cf ElSK
• - 202 lA bl2l Cf EISK gscLsmsuFo 211 IMIEKWEDIVIE
n c _ 202 IMIE15WEDIYIE bo?WOu? r2 ___� 2r3
e8CLn1U6uG0 r9l No o{ ConujA ; n1Ysgn 2r3 : a
MgTcpwouq
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vcconNl crE�K 2sJ2So gsu ylsrso 2 Td gsu ylscoo00 : OsK• 20T 22e
211 IVJsmsgs _ 28r KicFmouq 221
g9u y{sCso21a 22e EOR'M' 213
22e Bs K' _, 28r evu bLsuc;eco e01 1,09-ea
, gsu hLaucleco 218 108-ed gtc}jmouq 22_1 .
suss CIsLs - e03 W* Erb' 22T
bnC' �wb• ra1 esu y,Lsucreco 2d3 Tape-ea :
330 3e0 000 000 090 250 2e0 e00 3e0 r00 100 080 250 2e0 e00 e00
_O Ul M 40 41'1 4A 4O oo N 4 W v M Q tO 4 4n NN t11 O
A h
N 4h h Of M 1H M O M MI = V !� V !b N W 4 VS Q!
M M M M M M ..7 •� •� o to tin W tO tO h M1 M1 00 Go O/ Ot 01 M -Qr rte.. 4 q M N 4Np O 44f1 Ohl O O r
m W w ew m m o+ Poge 17.
Tax Office Manager
Hospital Office
Manager ; i CLERICAL GROUP
Social Service :
e
Clerical Goord. • '
Supervisor
School Records ;
: Principal Clerk : Asst. Clerk
Bd.oSupervising Su vs.
upery sing
Clerk II
Supervising—T7 ; : Sr. Superior
Clerk I : Court Clerk
: : : Glerk III • Superior
Court Clerk
• Cl r I I
Inter. Senior ;
Typ. Clerk ; Secretary to . ' Legal Cler
Inter
o.Administrator a
T/C kecpt. Clerk
Typist
Glerk Sec.to Mem.
1Bd.of Su v. Asst.Master i
Calendar Cl
Senior :
Steno Clerk
Inter.
Stena Clerk ,
: Steno
Clerk
Senior
Account Clerk Supervising Clerk II: This class serves as head of the
Account clerical support activity in s number of large County
Clerk
departments. There is need to provide increased differential
over subordinate supervisory clerical classes. A 2h%
Inter. additional adjustment is recommended to provide this
; Clerk �
differential.
Clerk •--�
Family Sup. Secretary to the Count Administrator: This class serves as
Election Interviewer ;
Clerk Public Asst. the clerical program supervisor in the office of the County
' Unit Clerk Administrator, and has been parallel with the Supervising i
Eligibility Clerk II class. An additional 2h% adjustment is recommended
Worker II to continue this relationship. ;
Eligibility
Worker I
Of,M1.to . Ln. m . h . cn . M . M1 , M . 4 • CA . • O . M M1 M . . M M1 M • N tO OM'1 N tMD O co oho ON1 OI O O r
M 4 4O o7 4 N b fD of of M1 O7 N 4Q cn N 44 O '•! Co N h {G tO 4i9 h h m
M M M M M O' b Rf O Q 4 4A1 !A 4f1 tO 4O to h h 4 00 oo 'n O1
ZT suoiiisod SOS %-- a7E7S I i/1 suOlOsod
4unoJ }o 'ON SOS --- '0 '(l Aluno:) io 'ON 07 TBYapa3
V3aV Sys i----
. T1817V38V AV9 oluawe.1oaS LIS _ aaalS
801VH3d0 3N0Hd3l31 SOS wpaWeIvl d01V83d0 HJNnd A3)1 LIS ;_ ~_ 00 'n ;
06;� E67- oauama.1osS
On LIS epawaTdl
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fr -
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: 7BS ,--_- S ONISS300ad Viva 69S 1PU011WO
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.1afl
795 •�1iafl 7910 slue
969,' epawej 6 suol+.sod£09 i9sa10 aau S ,ciuno3 fu oN 9L9V38V£8g PueIAWO uaS
99
719 � •� •n � A2I310 WOO2J32101S 011,111,zllf299
789 7L9869 oa38H ueS OILr ,
' 909 'M'9•3 69-8961 EOL ' 0aSj:)u8.13 uaS
999 •dmg 'a^d 799 w3 0,4
' 079 009 09S ON 087 077 007 09£ OZ£ OU 099 079 009 099 OU 087 077 00 09£
' a 4n o0 4o 4n u+ 4o co 4n = 4o a m a 4o o u+ N ao 4o Ml �c oo u7 O e a M v ' vai rn
N a tin h Qf M to O O M 4n 4f} a h a r0 N 4n h Qf M to DD O M N'i OC a h O Q M N 4ND h a
M M M M M M a 4 a a tin 1n us t!'f .it to h h F• pq M M M O a a a tCt Ln to lrf 4n T h h h os m Gf C1
• ; ; : : •� ; ; : ; ; ; : i � past l$,
Senior : : : : Data Processing�����
Storekee er : Equip. O eratorlII
Storekeeper ; Data Proc. »
IECqL. 0 er. II
Automotive : Data Proc.
:arts clan Equip. 0 I
Id
Asst. Auto, ; ; : Senior 'ey
Punch ;
Ph O .
Parts llan : P
StoreroomKey Punch : OFFICE MACHINES & STORES
Clerk O erator
Driver Clerk • � : : :
: : : • : » ; _ :
» Rep. & Dist.
'
Supervisor i
Inve m
Dupl. Mach.
Glor /
: erk� Rec.
; Operator
UPI Svs.
' ; : • . Clerk
Chief Telephone
: Operator :
Supervising Microfilm
Tele. O er. » : ; : Supervisor
Telephone
i Microfilm
Operator Technician Senior Key Punch Operator, Senior Com tometer Operator:
Microfilm An additional 2 `ti adjustment is recommended to increase
Clerk the supervisory differential over subordinate classes.
u licatin g Machine Operator: Market data for offs
Exam Proctor : dug ing equipment operators indicates th ass is
: Comp. lagging. d
Sr. itianal 2 % adjustment recommended
Operator to improve the Co �s competit position.
Operator ; Re roduction and Dis ution isor: This class
' Student has operationa sponsibility for t anding
ii �uplicating and mailing activit An
centra�Worker Senior Storekeeper: An additional 2�% adjustment is a onal 2�% adjustment is recommended to recogn
Office Mach.
recommended to provide a more adequate supervisory . . •
Technician : this growth and to keep pace with the increase
' differential over subordinate classes. recommended for the subordinate class.
•h:M,m.h. r g • h . Qi r M l+ ' M ' O LC ' OO ' O ' M ^ M • ,^• , • h, m • M h • M e O O . pp ' O , f'f ' h • f•1 • • r • M h . M • N
M a Ia oo N O 18 Cf a I� 4n N 40 01 N W O W O O N O w cn M O h in N 4D cn N ID O O
M M M M O O O a O lfl Irf 4n 4n 40 in 1rS h h O M M O O O O O Ln N ul 41'1 to w 4i1 h h O Co oo m c C
. ' •
SZ SU
sod
c OtA ('
.' Rau^o7\ d 1S p9g�L- s raS
utali
9
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r o P o�►15t1
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c.oN
m1 d Sad ��g ra► as
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--
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tSt
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t: �ro .
09,! \ - post get j�ZC a ugyo '
9917 •0 p urs
SOS_'4- rQaOlstU S tg 00SIV
�uall 6 S-LL
�,t5 L•- 00r4 gg61
-8 6t 0p4 90 'ass 69
6g 9 x,05 'ass
50S
•
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0p9 qS
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Oql
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Og+i 0+l�1
OZS
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C. M 0in 47 N f4 M N 4 n a
_6 OC tp 1fl t�l1 00 CO M 1� O300. M n d 00 N tN0 O ^ O r eN- T
d ^
'. n ,: e Q u+ �, M1 Page 19.
LIBRARY GROUP
Assistant County Librarian
Principal Librarian ;
Supervising Librarian
: Adult Services ;
Supervising Librarian
Child. Services
:
ISupervs� Lhbraian
Cent. u c ery cea
i�g
Librarian III
Librarian Young
` Adult Services
Librarian II
Librazian I
Fbrary'Asst.
Grade II
Lb. Ast. : : Count Librarians The scope of this position's responsibility
rade ,
hasjb :,7ir:ease rowth and the Ala arrangements.
Bookmender This as full execut unt Librarian and
rary has ty for all Library operations. n 2Cdtlirtiel.
Clezk ease is recommended to reflect job growth.
t
Asst.
•r•M• •^. , . , ^ . C • M • n , M • 6 • 00 • CO • O ' M • ^ M • • • h • M • N • M • is • M • N • M
y tQ m O N Q tD Q7 D it Ol N tG '31 N • t8 O • Q 00 N t� N f� r W 4f r
M M M M M 4 Q O Q < t{1 IA M IA 1D W W f, fr W
.uolM s o d a�+e�S►
• 8E}uno7 !o 'ON SOS i... - o�us�xOtS :
S
OZs
QTS fills
• osa+tt
' 61cIIS
�st°y*s� •
- 96T gL5
9-8
• suowsod
91 Aku^o� �° °N
d3�d }�d9 t- •pa's tl suollood
o��►a°�x�aS e S u^off ,o ,oN
• Ots a•�aas 4d�ad �d9 •.
qt9 L,. H Npi1n1115N�
'JOS osa� uss a3a1 a�$aS�
869 a 0 axu S
tSv - 0.3uaa�a��aS
' EE9 ta�apa3 C)V epaasat ,
&J9 69
USS
°°$�a end ZSh
69.8961 tZ� L49 •dad 69h + aau S
96h
c' e� t
•:
ues
o�srtaua��' '
69-!0()616ES
• dM� �� 09c
009
095 OZS 48h
00g 09S 0.4s08h
• 0B9 0�t9
091 OZL
O O N
l/1 r OD !O {D Uf 10 00 Uf O 10 OO
N O Y1 1� Of M 1(f W O M Vf m M O n O Q ONO (DD O ^ O cn ^ n M C', '� lGo
fl
M M M M M M O O O O V/ Yf 1A 1fl tD ID 1D 1� n n ONO OD 00f p�j in
Page 20.
;
Se venilepe51110
DOMESTIC GROUP
Food Services
Manager
Lead Cook
• Baker
Cook
Executive
'
Housekeeper
Laundry
Supervisor :
LaundWorks
ry
: Housekee er
Grade �I
Housekeeper
Grade I :
Inst.
Leadman
Porter
Inst.
Helper
' UtiLity Housekeeper Grade I: Institution Leadman: An additional 2k% adjustment is recommended
Worker ; to provide adequate supervisory differential over the subordinate Porter class.
' Housekeeper Grade II: An additional 21A adjustment is recommended 'to keep pace with '
Sppcl cua the increases recommended for the Housekeeper Grade I and Institution Leadman classes.
M O tD 00 O N O 10 OfCn 10 M �y 111 O 01
M M M M M O O O O O Y1 Ln 1'/f M 'DD t'0 tD in n n W OOD 00O ONI 01 O O r
O f� M
• • • suOt iso
Ot suol4+sod S + d
.t4uno'}o 'ON �4una� }o 'ON
• 301M31V1S 301M31V1S
111 A3NHO11V iDiaiS1Q Aind3a 1 N3aN3d3O DI anal uncl3a
At Zt o spa uts ,
££Zi ousozg
_ _ L4Zt oo,3sW u*S ; 906 �a- ----- lop
amsty
08£1 I --— sola y ocn S£6 -- - 2x010 olueS f
Ot£i Oh6 �_ _ 211*guy SCYI :
' 68171 __ _ _�__ _ oast0 sauog S06_ o2uowzosg
8S#ti o UV20 S ; ___ _ _ S06
' SOT i—_ i_ oaslg f OZOT �-—� a8uexO
L_
Sol oauamsxae8 ;
69-8961 £SSI oosjauva,i usg
91171 luaviAol dma aasnjad
0991 OZ91 08171 017171 0017 090 0Z£1 08ZI 01727 0027 0911 OZII 0801 01701 0001 096 OZ6 099 078 008 091 OU 099
n M a N M h a a .o in W r M a
un u, a» o to M r +o o of N N o n .� as to r n M o r a N o In oe /. A
M to CD M itf r t� a fo N 4D Q1 O r ^ N M a oo r
4 a a V In ttf in of W W h 1+ .» oo Of QI r r r r r •'• r r N
Page 21.
.LEGAL GROUP
Assistant District Attorney
Chief Deputy
District Attorney-Civil
Chief Deputy
District Attorne -Criminal
eputy District Attorney
Grade IV - Civil
eputr District Attorney
Grade IV Criminal
:
FD*po District Attorne
Grad IJIL
' Deputy District
m
A toe Gro II
Dep. District
At orne Gr- I Assistant District Attorney, Chief Deputy District Attorney-Civil, Chief Deputy District
Attorney-Criminal, Deputy District Attorney IV-Civil and Criminal, Deputy Public Defender IVt
: The above classes constitute the supervisory and administrative hierarchy in the attorney ser-
ies. The salary compaction that exists at these levels is apparent. An additional 2h%
T-1
Attorney r adjustment is recommended to increase the differential at the Deputy District Attorney IV
Trainee level which supervises Deputy District Attorney IIIs, The additional 2k% adjustment is also '"`
recommended for the Chief Deputies and Assistant District Attorney in order not to further
compress this series.
Deputy Public Defender
-WA
IV
heouty Public
: Defender III
Deputy Public
Defender II
Deputy Pub.
Defender I
• . • . • r • : . M N M : N O . 00
of . � a
to h+ Qf M t� M O aG Co O M t� Ni M tw M r•
P do N tG 01 N W O a 00 N h N I� m N e � f0 a M N N
4 b O .n N Ln {O Sp 40 1'� f•+ DD aD oo (n 01 O O r r r �^•• r .O" N
` 0 suOl sod•
x;uno:) }o 'ON
3CIIM31`d1S ,
ii 1SAIVNV 13NNOS83d _ VU ousax
!xllp vw g
588 puamyalg
Ohb �-- sat a8uy sat
hob- *moss .
II suOWSOd ,
_S06 O uaculaalg Aluno:) }o •OJT
OS6;- 301M31b1S
: -
qS6; spamltd + i 1SAIVNV 3Al1ValSINIWaV
S06
096 -- - �p •n ; - vpaotvty��
0961
Oil uv sO
906 oalvW usg 6hL ► 08010 uv�
Pu91,490
tZl ousai3
Z66 r sluvip ' LU
69-8961 S96 aasiauvsa uvS 99L '--- v=vio !lu*S
: Sht! o�uamlaays '
• £8L ---- .p .n +
££6•i valid •a vs 6hL 'M•S'3
$68 OUS023 618 a8u ,gyp
: : - _
506 o�uamvaays L61 rw vaiasuy oZ
506 69-996I S61 oasiauvaa usS
OS6 L •p on
OSb
OI6 Puvi)lv0
1i Z£6 0a3vw uss
Z66 ' sata$uy SO] £ suOIilsOd ;
AjunoD }o 'ON
Z66 ---- a uvap i 301M31d1S
L_ + '
: 69-996T 176~ 00siauvIA uvS II 1SIAVNV 3AIlVdISINIwOV
866 vpa+ally +
000I 096 OZ6 080 018 008 09L OU 099 079 009 09L OU 099 079 009 09S
fn
0 t0 /D 161 {j1 p$ M • 0 O M1 N N O n R 001 N !^•f O n Q N O Qf OD n N
N t0 Nr :2r r r r r .�-• n O
O p p O 0 0 0 l[1 t^0 � 1^O n n n tq m Qf QI r r • • • lV
: Page 22.
Land Use& Transportation
StMdY Coordinator
Assistant to The
County Administrator
Systems & Procedures ADMINISTRATIVE GROUP
Designer
Administrative
Anal st IV
Data Systems Assistant to the County Administrator S stems & Procedures Designer:
' Coordinator These are executive assistant level classes having broad involvement
Admintstrat ve in County program v procedures and policy. An additional 2%% increase
Ana st II : : is recommended to reflect continued job growth.
Administrative
Anal •st II
Admin. FX�,sistant Director
Analyst of Persopnel
ersonnel Analyst IV
Personnel Data Systems Coordinators M additional 2kX is recommended to
Analyst III reflect this one position classy relationship to data processing
PersoA ; ; : classes which are pushing upward rapidly.
' Anal s
Admin.
Analyst I
Administrative Offi
Departmental ce
Administrative
Assistant Assistant Director of Personnel: M additional 2�% increase is recommended
to bring this rate in conformance with other agencies and to increase the
Per onnel ; supervisory differential over subordinate classes.
Assistant
ospital Administrator
Assistant to the Hospital Administrator: An additional 2k%
Hospital Admin. increase is recommended to reflect job growth
and increased responsibility.
' sst. Superintendent of
ols A
Director of School :
' Buildin Plan
N•O 1CD Cn to Ln cc
00 cn•^ Q• C3 00• 0 • N tt�pS 0 N 1M0 O V cc N n N n M V N M M R 10f7 n 00 ONE O
Q O O Q 0 0 to N to tD t0 n n O 00 co a1 01 O O r ^ r r N
Z suOMsod
A4uno]10 'ON
• MIM31.d1S
Z suoiltsod
A4uno' fo 'ON ?l3J1t19
341M31d1S
3ALLYIN30Hd3H 30IAM ANY8313A , . In, TsaaPa3
6EL ousaad
iZ8 i'---- ata�aag •
T Z9 r -- az•zS :
OL9 ousaad 5h8 -- - oBajQ ung ;
6hL ----- o afQ u S --�---
' __ £98 - '0 -n
US '
908 ------ --- saat0 if�u•S
aaL88 ;-------- as*i0 •z S
- - =--- -
�
CIL ozuea�*S ----- h£8 'M •8 08
CIL 04761 a8uaaO
9bL oazeq usg - - ---
598 ----- asuaaO i £08 zuam4otdm3 azsnTad
' "0 008 09L OU 099 09 009 099 US OZ6 099 019 009 09L OZL 089 Oh9 009 09S OZS
_ M1 Cn +! N M M1. O O W Ln t0-Ir �r n
H 40 OD 1t1 O iP Q M ♦ t0 O Y'f N N O t� O r4 N e a ^ hO+ F+ a0 O9
M tff tl0 O M to co
00 N to 0�1 S r r O
R O q 4 lf'1 tN lfi tf1 tb W t0 (, M1 M1 Oo 0o r r �• r r N
Page 23.
Director
Disaster Office
Asst. Director
Ilisaster Office ,
Emerg. Pan. :
Coordinator
Assistant
: County Clerk
Assistant
County Recorder
Registration and :
Election Supv.
Asst. Reg & Y
Elec. Su.v.
Special Dist.
& Prec. Tech.
Chf. Dep. Coroner-
Pub. Administrator �
FeRa-!uwc
: Dep. Public
Adm. I Asst. Co. Tress._. :
Tax Collector
Investment
Supervisor -
Fi
e ax ; Assistant County Treasurer-Tax Collector:
No ICollectorl I I This assistant department head provides on-going direction to the County's growing
investment and retirement programs. An additional 2k% adjustment is recommended
- to recognize job growth and to bring this class more in line with other assistant
vetera s ' Serv. department head classes.
Of icer
et. erv.
Rep. Field Tax Collector:
i This one-position class is responsible for the collection of certain delinquent
taxes owed the County. Recent changes in program emphasis have resulted in a sig-
; nificant upsurge in workload and responsibility. An additional 2k% adjustment is
recommended to recognize this growth.
1!1•M1 Do LO
Cnf M•M1 M O ' 00 ' Oo O M M1 M r M M1 f"M�, N P N Doo d f0w t�'f '! 00 t0D h MM CNt O
N O -W W r V M1 Qo N tP In N 000 0o O0o M (n O O �•• N M
Q p q M t1i Ln r 1H In " � M h !'� r r r r r r N
' -
11 su01}isod 6 suoi4Isod
�Cjuno: 30 •oN ��unoJ �o oN r `
30IM31d1S V38V Avg 3 £11S i- _rePamVtd
U 1NYlNnomy --- 33NIV81 83WWY8908d 1119_ 63VH usS
01.9j0 ueS 11119 r e 3S
tS8 is�aPa3 - 919 03a
uameaVS
' 99_8 Pusl�lsO TEL ' -_-- saVto a usS
££6 r siV10 sau S L £69
Z98
003VH uVS OIL
---- EBB 69-8961 11£8oosjouirag uVS
i3s3
OS6. 5 :
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Page 24.
Assistant County
Auditor-Controller :
: Systems Accounting
' ;
Supervisor
. • . , F Senior Systems
Accountant
' Systems FISCAL 8 DATA PROCESSING GROUP
Accountant
: Accounting ;
Supervisor--T--T Senior Systems Accountants Systems Accountina Supervisor: An
[Accountant III ; ; additional 2%% increase is recommended for the Senior Systems
Accountant to establish a 10% differential over Systems
Accountant II Accountant and to provide increased promotional incentive
Accountant Internal Audit from the latter class. The supervisory differential between
Auditor I Supervisor the Systems Accounting Supervisor and subordinate classes
. . : Auditor III should be maintained.
Auditor ;
ccounan
Auditor I Data Processing Mgr.
Data Processing
'
Analyst Accounting Supervisor. Internal Audit Supervisors These are
Programmer division head positions supervising the County's accounting
Analyst and auditing functions. An additional 2� adjustment is
Programmer II : recommended to reflect job growth and increased responsibility
and oo keppace with adjustments recommended for other division
Programmer I chief classes.
ProgrammerL ; Data Processing
. . . . . . i Trainee Operations Supv. Assistant Data Processing Operations Supervisor: This one position class serves as
Ope
g Asst. Data Pz the major shift supervisor in the data processing operations division. An additional
2k% adjustment is recommended to bring this class up to counterpart classes in the
Budget Analyst labor market, and to provide adequate differential over the next lower class in the
series, Data Processing Operator III.
Collections Significant Collections Supervisor: Si
Supervisor : g growth has occurred in this activity with the
assignment of welfare repayments and family support collections to this division.
Asst. Purchasing Rapid increase in the number of Hospital billings has also contributed to program
Agent and staffing growth, resulting in the assumption of increased responsibility by the
Collections Supervisor. An additional 2�% adjustment is therefore recommended.
Buyer
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Page 25.
Fire Chief ;
Asst. Fire Chief
GrOUD I:
Battalion Chief
Fire Captain
iSenior ;
Fireman ,
Firman FIRE DISTRICT — GROUP I
ire Training • ;
Instructor
Fire
Inspector
Fire Apparatus
Mechanic :
Battalion Chiefs Surveys show this class to be lagging in the market. The
average differential in Bay Area fire departments between the Battalion Chief
and Captain ranks is 12 X. An additional 2h% increase provides a similar
Fire Dist differential.
Comm Clk.
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w . . • • ..
FIRE DISTRICT _ GROUP II
Fi Chief Cr. II
Assistant +
re :
'
[Fire Chief Gr. 14 • '
Fire Captain
senior :
i Fireman
Fireman
Fie marshal
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; Comm. Cler
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Page 27.
• FIRE DISTRICT
GROUP III
Fire Chief
Cr.
: Assistant Fire
Chief Cr. III
Fire Captain
Sr. Fireman
Fireman
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{p Ip Iii h h h CD w QS f!f m r r r r r r r r .�•• r r r N N N page 26.
County Health Officer
L ; Y Chief Assistant Health Officer
De ut Public Director of Public Works ;
i WorksyDirector
Chief Engineer
Deputy Chief Engineer
County Welfare Director e
. As tanCount • ;
: ra recto
ma
Public Defender
• : : :
• : : ; : A t. Co« A ministrat r APPOINTIVE '
• t s try rson" r DEPARTMENT HEADS & ASSISTANTS
County Librarian '
Asst. Co. Libraria
refor o General
: `Services
County
Probation Office
. Asst. Count
Agricultural Commissione
M;j=n1sr u tura atoner
Buildinggu nszpector
tant .
Buil ss ng �nspector
Director of Planning
• _ •Pfincianncal
: u ing Maintenance :
Meld Mtc. Su erintendent
• : Foreman
G� r ` r M h M ` N M • {D M • N ` tH • O • r ` • of • co • w • N N " N i•7 • M "
' • t'O• t'8,• h • n coc00 00 ONS Ohi NCS O — •r„ C3 00r M Ln r r 00 n N N N N
�• r r r
- i
to
' • . . . • ' • . • a 00 N to r t- 111 of O N M
M t0 O 1!1 N r N IA O r O QMf l�(7 N n M O r M N O Qf DOo O ^ N N
V oo N 10 O to O1 O O r N M Q v Il) 10 !� r N N Page 29.
t0 t0 r r r tD 00 tTl Of '- r r '- . r r r- r r ,
Superintendent of Schools — 2211
District Attorney 1917 ;
A sis ant
. Distr�ct ttorne
' ELECTIVE
Auditor-Controller ] 1836 DEPARTMENT HEADS A ASSISTANTS
• A� stant onl .
• Au tor-Contre
ollr ;
t : Sheriff 1836 :
• Undersheriff T ,
Assessor ] 1836 ;
Assistant I .
• ; County Assessor .
Clerk-Recorder 1706 '
Assist t
Count L;Ferk
• A si tant
Coun� acorder
Treasurer-Tax Collector 1548
. Tajasurer
x Co hector
Coroner-Public 1337
Administrator
Ch. De Coroner-
Publ�c Admin. I
• 00• O• M • r • M M r M • N • M • to M N L O to • r • tD , Ln O ' (0 N ' N N N ' en
tNp tto Cn r4 go o b r ^ a0 00o tO Cn Cn O O r - N m M tl7 n to r 00 � N N N M
r .- r �- '- r r t- �- r �-
N
' FRINGE BENEFITS
' APPENDIX
Various fringe benefit requests were submitted this year by worker Their report indicates the County is contributing to.employee
' organizations. Specific requests are listed below together with fringe benefits at a rate above the average for private em-
the worker organization which submitted the request. Each request ployers.
has been evaluated and, insofar as possible, tested against pre-
vailing practice among public employers in California. With the above in mind, employee group fringe benefit requests
have been analyzed in the light of current practices in other
In a preliminary sense, one point needs to be made any comparison public agencies in California. Major reference sources were:
of public agency and private industry fringe benefit programs is the County Personnel Administrators' Association Fringe Benefit
extremely hazardous. There is little reliable source data pub- Report - March 1968, the League of California Cities Salary 6
lished on the nature and extent of industry fringe packages, save Working Conditions Survey - January 1968, and the California
in the area of percentage of payroll devoted to fringe benefits. State Firemans Association October 1967 Report. Reviewed for
' In this respect, according to the last U. S. Chamber of Commerce comparative purposes are 140 Fire Departments, 352 California
report on industry contributions, Contra Costa is quite competitive. cities, 40 counties, and the State of California.
PREVAILING PRACTICE
IN
' CALIFORNIA CALIFORNIA
COUNTIES CITIES
FRINGE REQUEST NO YES NO YES COMMENTS APPROXIMATE COST
' 1. County pay complete cost of 38 0 - - No California County pays the entire cost County assumption of entire Health
Health Plan for employee and of the Health Plan premiums for employees Plan premium for employees and de-
dependents and increase and dependents. Contra Costa is current- pendents would more than double
' coverage* ly reviewing its rate of contribution to the current year's subvention cost
Local 1675; 302; 535 the Health Plan, with the prospect of a of $450,000.
significant increase in the amount of
County subvention.
2. County adopt and pay complete - - - No public agencies are known to have such $210,000 to $430,000 or higher
cost of a dental plan for em- a plan. Costs of such a plan can vary depending on type of plan.
' ployee and dependentse widely, depending on the benefits pro-
Local 1675; 302; 535 vided and the amount of the "deductible"
provisions. Estimates, based on current
' employee census figures, range from
$210,000 for a Dental plan with $100
annual deductible per family, a somewhat
' limited benefit structure and no ortho-
dontic provision, to $430,000 for a
i
1
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-UT IOU aae saanoll -69-8961
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' PREVAILING PRACTICE
IN
CALIFORNIA CALIFORNIA
COUNTIES CITIES
FRINGE REQUEST NO YES NO YES COMMENTS APPROXIMATE COST
7. Grant Friday off when a holiday 37 3 246 106 County employees continue to average near- 437,676 represents direct cost of
falls on Saturday. ly one holiday off per month. This holiday pay and overtime pay for
Local 1675; 302; 535 average conforms with the practice of a 24-hour operating departments.
majority of other public agencies. Com-
pared with prevailing practice in private $172,771 represents dollar loss
industry, the County holiday program is in County services, based on 1.5
clearly more liberal. Saturday holidays per year.
8. Grant 4 weeks vacation after 10 37 3 338 14 The County continues to have one of the $145,068 represents loss in ser-
' years of services more liberal vacation plans among cities vices based on approximately
Local 1675; 302 and counties in the state. No other 1,062 employees who would be
county or city is known to provide 5 and eligible under such a plan.
' 6 week yearly longevity vacation allow-
ances.
9. a. Increase mileage allowance Current County policy on mileage allow- No cost projections have been
for employees who must use ance payments is under review by the made on this proposal, since this
own car. Board of Supervisor's Administration matter is already under review.
Local 1675; 302 - - - - and Finance Committee.
b. Increase mileage allowance
to $41 per month plus 60
per mile.
Local 535
' 10. Grant fringe benefits on a pro- - - - - Currently the County provides for vaca- This suggestion is not precise
T rated basis to all employees who tion and sick leave accruals on a pro- enough to develop meaningful
are regularly working 16 hours rated basis for, all permanent part-time cost projections.
ror more per week. ' employees.
Local 1675; 302
' 11. a. Implement sabbatical leave
This proposal is not specific
program for professional enough to project meaningful cost
employees. - - - - data.
Local 1675; 302 No local government agencies report such
b. Grant sabbatical leave of a practice. $598,752. Potential cost to
9 months at 80% of full pay County, based on employees in the
for social workers employed Social Service Department who meet
six consecutive years. the suggested criteria.
Local 535
'69-8951
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' PREVAILING PRACTICE
IN
CALIFORNIA CALIFORNIA
COUNTIES CITIES
FRINGE REQUEST NO YES NO YES COMMENTS 'APPROXIMATE COST
' 17. Grant three days leave per - - - Most public agencies and private industry $354,801. Approximate annual cost
year to be used by employee grant approximately 10 days vacation based on current payroll figures.
as needed. after one year of employment. Contra
Local 535 Costa provides for 15 days vacation after
one year, with accumulation permissible
up to 30 days.
18. Establish separate bereavement 30 10 - - Prevailing practice among California In the absence of any suggested
leave, not chargeable as sick counties is to charge bereavement leave plan of administration, meaning-
leave. against sick leave. ful cost figures are impossible
Local 535 to calculate.
19. Grant five additional days - - - - As previously stated, Contra Costa's59S 9,162. Approximate annual cost
vacation per year with accumu- total vacation plan continues to be based on current payroll figures.
lation to 40 days. among the most liberal in the state.
Local 535
' 20. Reduce present work day to 7-h 35 5 351 34 Prevailing practice among California $2,028,213 represents approximate
hour day. cities and counties is a 40-hour work cost in loss of services if the
' Local 535 week. work week were reduced by 2k hours.
21. Permit overtime payment to be 35 5 307 0 Most public agencies in California pro- This proposal does not lend itself
received in cash or compensa- vide only for equal time off for over- to meaningful cost analysis.
tory time off. time worked. Only 5 out of 40 counties
Local 535 grant cash or compensatory time off at
the rate of 1� hours for 1 hour of
overtime worked.
22. Institute flexible workinghours - - - - No local
government agency is known to
whereby employees begin work be- have such a program uniformly applicable
' tween 8:00 and 9:00 and leave to all employees.
between 5:00 and 6:00.
Local 535
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Present Proposed Present Proposed
Class Range Salary Range Salary Class Range Salary Range Salary
Accountant Auditor I 39 (598-727) 41 (628-763) Assistant County Probation Officer 67 (1183-1439) 71 (1305-1586)
' Accountant II 47 (727-883) 49 (763-927) Assistant County Recorder 57 (927-1126) 59 (973-1183)
Accountant III 54 (862-1047) 56 (905-1099) Assistant County Treasurer-Tax Collector 58 (950-1154) 61 (1022-1242)
Account Clerk 28 (458-556) 30 (481-584) Assistant County Welfare Director 68 (1212-1474) 71 (1305-1586)
Accounting Supervisor 60 (997-1212) 63 (1073-1305) Assistant Data Processing Operations
Administrative Analyst I 39 (598-727) 41 (628-763) Supervisor 46 (710-862) 49 (763-927)
Administrative Analyst II 48 (745-905) 50 (782-950) Assistant Director of Disaster Office 53 (841-1022) 55 (883-1073)
Administrative Analyst III 56 (905-1099) 58 (950-1154) Assistant Director of Nursing 57 (927-1126) 59 (973-1183)
Administrative Analyst IV 62 (1047-1273) 64 (1099-1337) Assistant Director of Personnel 67 (1183-1439) 70 (1273-1548)
Administrative Assistant 57 (927-1126) 59 (973-1183) Assistant District Attorney 77 (1511-1836) 80 (1625-1975)
Agricultural Commissioner 73 (1370-1665) 73 (1370-1665) Assistant Equipment Superintendent 149 (841-927) 151 (883-973)
For Animal Control Program, per month 565 565 Assistant Field Maintenance Foreman 158 (1047-1154) 162 (1154-1273)
Agricultural Field Assistant 32 (505-613) 35 (543-660) Assistant Fire Chief Group I 60 (997-1212) 62 (1047-1273)
Agricultural Inspector I 38 (584-710) 40 (613-745) Assistant Fire Chief Group II 55 (883-1073) 57 (927-1126)
Agricultural Inspector II 42 (644-782) 45 (693-841) Assistant Fire Chief Group III 53 (841-1022) 55 (883-1073)
Agricultural Inspector Trainee 34 (530-644) 36 (556-676) Assistant Health Officer 74 (1404-1706) 77 (1511-1863)
Airport Manager 55 (883-1073) 58 (950-1154) Assistant Hydraulic Engineer 50 (782-950) 52 (821-997)
Airport Services Assistant 34 (530-644) 36 (556-676) Assistant Master Calendar Clerk 47 (727-883) 49 (763-927)
Air Sanitarian Director 59 (973-1183) 62 (1047-1273) Assistant Purchasing Agent 54 (862-1047) 56 (905-1099)
Alcoholic Rehabilitation Coordinator 59 (973-1183) 61 (1022-1242) Assistant Registration & Elections
Alcoholic Rehabilitation Counsellor 51 (801-973) 53 (841-1022) Supervisor 51 (801-973) 53 (841-1022)
Animal Control Director 54 (862-1047) 57 (927-1126) Assistant Right-of-Way Agent 46 (710-862) 48 (745-905)
Animal Control Officer 34 (530-644) 36 (556-676) Assistant Sanitarian 40 (613-745) 42 (644-782)
Animal Control Supervisor 43 (660-801) 45 (693-841) Assistant Superintendent, Boys' Ranch 54 (862-1047) 57 (927-1126)
Appraiser I 41 (628-763) 43 (660-801) Assistant Superintendent, Children's
Appraiser II 46 (710-862) 49 (763-927) Shelter 56 (905-1099) 58 (950-1154)
Appraiser III 52 (821-997) 55 (883-1073) Assistant Superintendent, Juvenile Hall 56 (905-1099) 58 (950-1154)
Appraiser's Aide 37 (570-693) 39 (598-727) Assistant Superintendent of Schools
Assistant Agricultural Commissioner 62 (1047-1273) 66 (1154-1404) Administration 67 (1183-1439) 69 (1242-1511)
sw Assistant Airport Manager 43 (660-801) 45 (693-841) Assistant Supervising Custodian 39 (598-727) 41 (628-763)
Assistant Automotive Parts Man 33 (517-628) 35 (543-660) Assistant to the County Administrator 69 (1242-1511) 72 (1337-1625)
Assistant Business & Services Manager 57 (927-1126) 59 (973-1183) Assistant to the Hospital Administrator 56 (905-1099) 58 (950-1154)
Assistant Civil Engineer 50 (782-950) 52 (821-997) Assistant Traffic Engineer 50 (782-950) 52 (821-997)
Assistant Clerk, Board of Supervisors 52 (821-997) 54 (862-1047) Associate Civil Engineer 58 (950-1154) 60 (997-1212)
Assistant County Administrator, Associate Hydraulic Engineer 58 (950-1154) 60 (997-1212)
Director of Personnel 74 (1404-1706) 74 (1404-1706) Associate Right-of-Way Agent 55 (883-1073) 57 (927-1126)
Assistant County Assessor 69 (1242-1511) 71 (1305-1586) Attorney Trainee 37 (570-693) 39 (598-727)
Assistant County Auditor-Controller 70 (1273-1548) 72 (1337-1625) Auditor-Appraiser 47 (727-883) 49 (763-927)
Assistant County Building Inspector 62 (1047-1273) 65 (1126-1370) Auditor II 48 (745-905) 50 (782-950)
Assistant County Clerk 60 (997-1212) 62 (1047-1273) Auditor III 54 (862-1047) 56 (905-1099)
Assistant County Librarian 63 (1073-1305) 66 (1154-1404) Automotive Parts Man 38 (584-710) 40 (613-745)
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' Present Proposed Present Proposed
Class Range Salary Range Salary Class Range Salary Range Salary
' Deputy Public Defender I 48 (745-905) 50 (782-950) Electrician, per month 1011 1065
Deputy Public Defender II 56 (905-1099) 58 (950-1154) Elevator Operator 24 (415-505) 26 (436-530)
Deputy Public Defender III 65 (1126-1370) 67 (1183-1439) Eligibility Worker I 27 (447-543) 29 (469-570)
Deputy Public Defender IV 69 (1242-1511) 72 (1337-1625) Eligibility Worker II 31 (493-598) 33 (517-628)
Deputy Public Works Director 73 (1370-1665) 76 (1474-1791) Emergency Planning Coordinator 46 (710-862) 48 (745-905)
Deputy Sheriff 43 (660-801) 45 (693-841) Engineering Aide 31 (493-598) 33 (517-628)
Deputy Sheriff-Chief Criminalistics Equipment & Materials Dispatcher 50 (782-950) 52 (821-997)
Laboratory 62 (1047-1273) 65 (1126-1370) Equipment Mechanic 142 (710-782) 144 (745-821)
Deputy Sheriff - Criminalist I 42 (644-782) 44 (676-821) Equipment Mechanic Leadman 146 (782-862) 148 (821-905)
Deputy Sheriff - Criminalist II 52 (821-997) 54 (862-1047) Equipment Operator Grade I 135 (598-660) 137 (628-693)
Deputy Sheriff - Criminalist III 57 (927-1126) 59 (973-1183) Equipment Operator Grade II 140 (676-745) 142 (710-782)
Deputy Sheriff - Female 43 (660-801) 45 (693-841) Equipment Serviceman 132 (556-613) 134 (584-644)
Dietitian 40 (613-745) 43 (660-801) Equipment Superintendent 152 (905-997) 155 (973-1073)
Director of Disaster Office 61 (1022-1242) 63 (1073-1305) Examination Proctor 32 (505-613) 34 (530-644)
Director of General Services 74 (1404-1706) 74 (1404-1706) Executive Housekeeper 48 (745-905) 50 (782-950)
Director of Juvenile Institutions 66 (1154-1404) 69 (1242-1511) Family Support Interviewer 31 (493-598) 33 (517-628)
Director of Nursing 64 (1099-1337) 66 (1154-1404) Field Engineering Assistant 48 (745-905) 50 (782-950)
Director of Planning 70 (1273-1548) 70 (1273-1548) Field Maintenance Foreman 62 (1047-1273) 66 (1154-1404)
Director of Public Health Laboratory 55 (883-1073) 57 (927-1126) Field Tax Collector 37 (570-693) 40 (613-745)
Director of Public Health Nursing 64 (1099-1337) 66 (1154-1404) Fire Apparatus Mechanic 46 (710-862) 48 (745-905)
' Director of Public Works 85 (1836-2232) 85 (1836-2232) Fire Captain 49 (763-927) 51 (801-973)
Director of Sanitation 61 (1022-1242) 64 (1099-1337) Fire Chief 69 (1242-1511) 69 (1242-1511)
Director of School Building Planning 61 (1022-1242) 63 (1073-1305) Fire Chief Group II 62 (1047-1273) 62 (1047-1273)
District Health Officer 78 (1548-1881) 81 (1665-2024) Fire Chief Group III 58 (950-1154) 58 (950-1154)
' Drainage Maintenance Foreman 44 (676-821) 46 (710-862) Fire District Communications Clerk 33 (517-628) 35 (543-660)
Draftsman-Estimator 148 (821-905) 150 (862-950) Fire Inspector 48 (745-905) 50 (782-950)
r Driver Clerk 30 (481-584) 32 (505-613) Fireman 41 (628-763) 43 (660-801)
s� Duplicating Machine Operator 27 (447-543) 30 (481-584) Fire Marshal Group II 53 (841-1022) 55 (883-1073)
Duplicating Services Clerk 21 (385-469) 23 (405-493) Fire Training Instructor 48 (745-905) 50 (782-950)
Economic Opportunity Comminity Aide 22 (395-481) 24 (415-505) Flood Control Right-of-Way Agent 59 (973-1183) 62 (1047-1273)
Economic Opportunity Community Aide Food Services Manager 48 (745-905) 50 (782-950)
Trainee 18 (358-436) 20 (376-458) Gardener 137 (628-693) 139 (660-727)
Economic Opportunity Program Development Gardener-Caretaker 131 (543-598) 133 (570-628)
Director 62 (1047-1273) 64 (1099-1337) Grading Engineer 53 (841-1022) 55 (883-1073)
Economic Opportunity Program Specialist I 49 (763-927) 51 (801-973) Grading Technician 44 (676-821) 46 (710-862)
Economic Opportunity Program Group Counsellor 38 (584-710) 40 (613-745)
Specialist II 52 (821-997) 54 (862-1047) Group Home Coordinator 54 (862-1047) 57 (927-1126)
Economic Opportunity Program Group Home Supervisor 44 (676-821) 46 (710-862)
Specialist III 55 (883-1073) 57 (927-1126) Health Education Coordinator 53 (841-1022) 55 (883-1073)
Economic Opportunity Program Worker 28 (458-556) 30 (481-584) Health Educator 47 (727-883) 49 (763-927)
Election Clerk 18 (358-436) 20 (376-458) Health Program Assistant 52 (821-997) 54 (862-1047)
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(919-999) 9£ (17179-0£S) 47£ ueTolugoay Aeg-X a1TgoW (6601-506) 95 (11701-Z99) 475 aosTAaadnS 3uawisaAul
(£7S-117+1) LZ (LIS-SZI) SZ ueToTugoay mIT3azoTW (166-129) ZS (056-291) 09 303e8l3sanu1
(099-£175) S£ (M-LIS) ££ zoslAzadnS mlT3oaolW (£91-829) I47 (LZL-965) 6£ X1910 spaooaH 4303uanul
(1847-56£) ZZ (9517-91£) OZ 41810 m1T3O10TW (SO£I-£LOI) £9 (ZIZI-L66) 09 zosTAzadnS 3Tpny leuaaiul
(LZL-869) 6£ (£69-OLS) L£ eaulezy 3sT8ololgoaoTW (£479-11717) LZ (LIS-9Z17) SZ 3sluoT3daoag-Haa10 3sldAl 93elpauuaaui
(CLOT-£gg) SS (166-IZ8) ZS 3slleloadS -4aoM Igloos IgoTpaW (£75-1477) LZ (LI9-9247) SZ ){1310 3sTdAl airipauua3ul
(906'571) 99 (1478-£69) 97 aad aoM Igloos IgoTPaW (4785-1817) 0£ (955-959) 9Z )iaal0 aagdea8oua3S a3eTpawzaauZ
(L66-IZ$) ZS (096-281) 09 aoslnaadns aalnaas Igloos Ieolpaiq (£79-11147) LZ (119-527) SZ )1aa10 a3ripamaawl
(+1179-0£S) 7£ (£I9-505) Z£ ueTolugoal, spaooag IgoTPaii (109-099) £7 (C91-an) I7 uem3uamna3sul
(OIL-+799) 8£ (919-959) 9£ uujigzgTZ spaooag Ieolpaii (96S-£67) I£ (999-897) 8Z uempeaZ uolinilzsul
(£8TI-£L6) 69 (9ZII-LZ6) 19 103e139lulwpv 31e0 luoTPaii (£647-9017) £Z (697-58£) TZ aadlaH uoT3n3T3sul
(198-£69) 917 (109-099) £7 uoaaeW (CLOT-Egg) SS (ZZOI-1179) £5 aoloulpaoo0 3uamaaoadmi SuTsnoH
(SO£I-£LOI) £9 (Z9ZI-ZZOI) 19 zaaul8u3 8ul3say slel18JUW (999-8517) 9Z (O£5-9£17) 9Z aag3omasnoH
(108-099) £7 (£9L-829) 17aa3sa Z I l za e z W (LZL-869) 6£ (919-955) 9£ II apez0 zadaaHasnoH
s e
(LZ6-£91) 61 (£98-LZL) 11 aasTgaddy aulaeW (96S-£617) I£ (995-957) 8Z I apea0 aadaaHasnoH
(9ZII-LZ6) LS (£LOI-£99) SS 3ueua3nal-i (056 Z80 05 (906-S71) 87 za8euaH aaS330 19ilds0H
(S8£-LI£) £1 (L9€-ZO£) II 7uerslssy 3uapn3s AaeagTl (LIS-SZ7) SZ (£67-507) £Z 3uepua3317 leildsoH
(8S7-91£) OZ (9£7-95£) 91 KaaIO KiezgT-I (7171-2121) 99 (OL£I-Ml) 59 ao3ea3slulwPb 1gildsoH
(929-1I9) ££ (96S-£67) I£ II apea0 j ue3slssy AaezgT'i (7911-056) 89 (6601-506) 99 aolvulpaoo0 BulsanN 43jeaH amoH
(£479-L479) LZ (LIS'SZ17) SZ I apua0 aus3sTssy Azeagl-i (991-91£) OZ (9£7-95£) 81 apTV g31e011 amoH
a� 1e$a8ueg Aavles a8ueg sseTO meleS a'� melVS a s9010
pasodoad 3uasaad pasodozd 3uasaad
Present Proposed Present Proposed
Class Range Salary Range Salary Class Range Salary Range Salary
Planner IV 60 (997-1212) 62 (1047-1273) Senior Account Clerk 36 (556-676) 38 (584-710)
Planning Aide 32 (505-613) 34 (530-644) Senior Auditor-Appraiser 53 (841-1022) 55 (883-1073)
Porter 25 (425-517) 27 (447-543) Senior Civil Engineer 62 (1047-1273) 64 (1099-1337)
Principal Clerk 46 (710-862) 48 (745-905) Senior Clinical Laboratory Technologist 46 (710-862) 49 (763-927)
Principal Librarian 54 (862-1047) 56 (905-1099) Senior Comptometer Operator 30 (481-584) 33 (517-628)
Principal Planner 66 (1154-1404) 68 (1212-1474) Senior Deputy Probation Officer 49 (763-927) 52 (821-997)
Probation Supervisor I 54 (862-1047) 57 (927-1126) Senior Draftsman 38 (584-710) 40 (613-745)
Probation Supervisor II 57 (927-1126) 60 (997-1212) Senior Engineering Aide 36 (556-676) 38 (584-710)
Probation Trainee 35 (543-660) 37 (570-693) Senior Fireman 43 (660-801) 45 (693-841)
Programmer I 42 (644-782) 44 (676-821) Senior Grading Technician 48 (745-905) 50 (782-950)
Programmer II 48 (745-905) 50 (782-950) Senior Group Counsellor 44 (676-821) 46 (710-862)
Programmer Analyst 53 (841-1022) 55 (883-1073) Senior Hydraulic Engineer 62 (1047-1273) 64 (1099-1337)
Programmer Trainee 37 (570-693) 39 (598-727) Senior Key Punch Operator 30 (481-584) 33 (517-628)
Psychiatric Social Worker I 45 (693-841) 48 (745-905) Senior Legal Clerk 46 (710-862) 48 (745-905)
Psychiatric Social Worker II 49 (763-927) 52 (821-997) Senior Microbiologist 48 (745-905) 50 (782-950)
Psychologist 49 (763-927) 51 (801-973) Senior Probation Supervisor, Adult 61 (1022-1242) 65 (1126-1370)
Public Assistance Unit Clerk 31 (493-598) 33 (517-628) Senior Probation Supervisor, Juvenile 61 (1022-1242) 65 (1126-1370)
Public Health Aide 23 (405-493) 25 (425-517) Senior Psychologist 54 (862-1047) 57 (927-1126)
Public Health Data & Projects Senior Public Health Nurse 49 (763-927) 51 (801-973)
Coordinator 56 (905-1099) 58 (950-1154) Senior Sanitarian 48 (745-905) 51 (801-973)
Public Health Dental Officer 74 (1404-1706) 77 (1511-1836) Senior Sheriff's Communications Clerk 36 (556-676) 38 (584-710) f
Public Health Engineer 67 (1183-1439) 70 (1273-1548) Senior Stenographer Clerk 36 (556-676) 38 (584-710)
Public Health Microbiologist 42 (644-782) 45 (693-841) Senior Storekeeper 41 (628-763) 44 (676-821)
Public Health Nurse 46 (710-862) 48 (745-905) Senior Superior Court Clerk 51 (801-973) 53 (841-1022)
Public Health Nurse Training Senior Systems Accountant 57 (927-1126) 60 (997-1212)
Coordinator 56 (905-1099) 58 (950-1154) Senior Weights & Measures Inspector 42 (644-782) 45 (693-841)
Public Health Nutritionist 45 (693-841) 47 (727-883) Sergeant 49 (763-927) 51 (801-973)
Public Health Social Worker 49 (763-927) 52 (821-997) a
Sergeant - Female 49 (763-927) 51 (801-973) �
Recreation Therapist 37 (570-693) 40 (613-745) Service Supervisor, Juvenile Hall 48 (745-905) 50 (782-950)
Registration & Election Supervisor 60 (997-1212) 62 (1047-1273) Sewage Treatment Plant Operator 137 (628-693) 139 (660-727)
Reproduction & Distribution Supervisor 41 (628-763) 44 (676-821) Sewage Treatment Supervisor 148 (821-905) 150 (862-950)
Resident in Hospital Administration 19 (367-447) 21 (385-469) Sheriff's Communications Clerk 32 (505-613) 34 (530-644)
Right-of-Way Agent 63 (1073-1305) 65 (1126-1370) Social Service Clerical Coordinator 48 (745-905) 50 (782-950)
Road Maintenance Foreman 144 (745-821) 146 (782-862) Social Service Project Supervisor 52 (821-997) 54 (862-1047)
Road Maintenance Superintendent 150 (862-950) 152 (905-997) Social Worker I 34 (530-644) 36 (556-676)
Sanitarian 44 (676-821) 47 (727-883) Social Worker II 40 (613-745) 42 (644-782)
Sanitation Aide 23 (405-493) 25 (425-517) Social Worker III 45 (693-841) 47 (727-883)
Seasonal Personal Property Appraiser 37 (570-693) 39 (598-727) Social Worker Trainee 34 (530-644) 36 (556-676)
' Secretary to Member of the Board of Social Work Practitioner I 45 (693-841) 48 (745-905)
Supervisors 31 (493-598) 33 (517-628) Social Work Practitioner II 49 (763-927) 52 (821-997)
Secretary to the County Administrator 41 (628-763) 44 (676-821) Social Work Supervisor Grade I 50 (782-950) 52 (821-997)
(9211-1263 LS (£L01-EBB) SS II aosjnaadnS saoTAaag IeuoTaeooA Z81-779) Z7 (571-£19) 07 ueTolugoas XwH-X alTgoW SujsjnxadnS
{16b`IZB) ZS (096-M) OS I zosTAxadnS saoTnxaS IeuoTIeooA (OS6-79L) 05 (906-971) 87 saasay slej101BH SulslAiadnS
(919-955) 9£ {779-OE6) 7£ aeuTezy aollasuno0 IeuoTaeooA (1701-299) 7S (166-IM ZS saoTnxaS
aollesuno0 IeuoT-4eooA sivaaplT40 30 ueTaeagll SulslnxadnS
(178-£59) 9E (109-099) £7
(ZBL-779) Z7 (971-£19) O7 anT2Bauasa.zdaH aoTnaaS lsueaaaaA (0701-Z98) 75 (166-IZB) ZS saoTnxaS �1npd jo ueTaeagTg SujsTnaadnS
(COO-M) L7 (1Z8-9L9) 77 aoaeST�sanul aseasjp Ie020UOA (0701-Z98) 7S (166-IZ8) ZS saoTnxaS
(989-857) BZ {0£5-9£7) 9Z aalaoM AaT1T3t1 oTTgnd leaxua0 'uwrjaeagT-� SuTsTnaadnS
(5991-OLE1) EL (87SI-ELZt) OL 33Txagsxapu0 (8791`ELZI) OL (6£7I-E91I) L9 xaaujBuH oTlneapdH SujsTnaadnS
(£75-177) LZ (LIS-M) SZ II )iaal0 2sld,Cs (£LOI-£89) SS (ZZOI-178) E8 ao3oadsul
(I87-56E) ZZ (857-91£) OZ I )11910 :jsjddy uoTaelTIUM pug SuTxeaH 8ujnaadnS
(187-96£) ZZ (957-91E) OZ )lxal0 :Isld,(s (£88-121) L7 (178-£69) 57 aaxxoM AITITgIST13 SUISTAlOdnS
(£91-E69) 171 (010-779) 9£I ue;j uSTS oT33exs (£001-£88) SS {2201-178) ES xoaoadsul 1e01213013 SuTsjnaadnS
(108-099) E7 (£91-829) I7 20388TIsaeul Als]W S oT33e2.I. (Z98-0IL) 97 (IZ8-919) 77 uemsajea0 8ujsjnaadnS
(9751'E02I) 01 (6£71-£811) 19 aaauj8u3 oT33e11 (ZZOI-I") ES (EL6-109) 15 aollasuno0 SujsjnaadnS
(919-995) 9£ (779-0£S) 7E uvj3jugoal, ansslj, (096-Z99) 091 (S06-1Z9) 971 uvlolugoay suolloolummo0 8ujsjnxadnS
(E7S-177) LZ (LIS-SZ7) S2 apjV zsjd*aagy (£L6-109) 19 (1Z6-£91) 67 asxnN olullo 8ujsjnaadnS
(OES-9E7) 9Z (508-517) 7Z aoleaad0 auogdalay (IZ9-919) 77 (€91-829) I7 II HxalO SujsjnaadnS
(096-291) OS (906-971) 97 aa8euajj aaT330 xel (011-785) 9E (919-955) 9£ 14sa10 SUISTnxadnS
(SZ91-LE£i) ZL (1191-n ZI) 69 aau8Tsa0 saxnpaooad 4 swa!3sKs ("Si-£LZI) OL (6£71-E8I1) 19 xaauj8u3 1TAT0 8ujsjnaadnS
(OL£I-9ZIl) S9 (ELZI-1701) Z9 xosTAaadng SuTlunooay swaisAS (906-571) 87 (178-E69) 87 asldeaagl Asled Iexgaxa0 8ujsjnxadnS
(6601-506) 99 (L7OI-Z98) 79 jueiun000y swaxsdS (ZZOI-I178) ES (OS6-Z9L) 09 uejpoxsn0 sBulpling SujsjnxadnS
(L7OI-Z99) 78 (L66-1Z8) ZS aosjnaadnS IeoTBanS (Ewlu) L7 (179-E69) S7 HxalO aano0 xoliednS
(179-£69) S7 (108-099) £7 asxnN IeoTBang (OL£I-9ZI1) 59 (SOE1-ELO1) £9 I1eH alluannO ivapualuTxadng
(Z20t-178) ES (056-291) 09 saansweR R sigSTaM jo xosjeaadnS (7511-096) 88 (6601-SO6) 98 aalua0 3uamaea2,L
(L66-IZB) ZS (IM-E91) 67 102au00 Asad IeT,uapTsaH jsixT9 `7uapuaaujxadnS
a3eag8a3aA V paaM jo aosjnaadnS (LE€1-6601) 79 (Z7ZI-ZZOI) 19 goueH �94og 'juapualujaadnS
(096-291) OS (506-871) 87 spaooaH 10040S jo xosTnaadnS (SZ7-67£) L1 (507-£E€) 51 xaHxoM auapn7S
(280-779) Z7 (S7L-£I9) 07 usloluyoay deH-X SuTsjnzadng anog OOE anoy 30£ asxnN IsuoTaeooA auapnis
(1701-Z98) 7S (L66-IZB) Z5 aoaeSTasanul axe;laM SuTsTnsadnS (919-959) 9E (779-OES) 7£ xaauTSuH 1TA10 - apTd auapnis
(£19-805) Z£ {799-187) O£ xoaexad0 auogdala.1 SuTsTAxadnS (E19-505) ZE (785-197) 0£ HaaIO m002a20:3S
(7811-OS6) 88 (£LOI-C99) 95 ueTxeaTueS Sujsjn.xadnS (97L-E19) O7 (011-785) B£ xadaa){axojS
(Z7ZI-ZZO1) 19 (£BI1-EL6) 6S xasjeaddd 4li adoad IgaH SujsTnaadnS (119-SZ7) SZ (E67-507) €Z ){xa10 xagdea8ouaiS a`
(ZIZi-L66) 09 (7911-086) 95 II ape10 07ZI £711 gjuow xad 'xaaajTmeaag
asxnN gaieaH oTlgnd SujsTnaadnS (E69-BZ9) LEI (099-865) S£1 uemaAjA ,CaeuolleaS
(£LO1-£9B} SS (ZZ01-178) £S I apex0 asxnN g�leaH oTlgnd Sa €91
uTsjnadnS (108-099) £7 ( -929) 17 asxnN WI S
aa�aoM IejooS ojx-4eTgo�{sd SujsjnaadnS (177-19£) 61 (SZ7-67€) L1 aalaoM suojaeojjjlenb IeToadS
(660I-506) 99 (ZZOI`i7B) £S
(€LOI-£B8) SS (ZZOI-178) £S xo�oadsul Sujgwnld BujsTnxadnS (056-281) OS (506-57L) 97 ueToTugoal Zoujaazd 4 xoTxasjO IejaadS
(ELZ1-7511) Z91 {ZIZI-L66) 09 jsTovuaegd SujsTnzadnS (OL€I-9ZII) S9 (£LZI-L701) Z9 Al xosjnaadnS HaoM IeTaoS
(166-IZ8) ZS (096-Z8L) OS xasjeaddy Aaxadoad Ieuosaad SujsjnaadnS (ZIZI-166) 09 (9ZTI-LZ6) LS III xosTnaadnS HaoM jolDos
(166-IZB) ZS (056-281) OS asxnN SujsTnaadnS (6601-506) 99 (ZZOi-179) £S II aosjnaadn5 HxoM lvlooS
xe�~a'suvgxZ`eIMS asueg sselaa�slsS a u" ae�ele5 aSuva ssel0
pasodoad wasaxd pasozd juasaad
Present Proposed
Class Range Salary Range Salary
Vocational Services Supervisor,Ill 58 (950-1154) 61 (1022-1242)
Weed & Vertebrate Pest Control Man 34 (530-644) 36 (556-676)
Weed Control Leadman 36 (556-676) 38 (584-710)
Weights & Measures Inspector 38 (584-710) 40 (613-745)
Weights & Measures Inspector Trainee 32 (505-613) 34 (530-644)
Welfare Investigator 45 (693-841) 47 (727-883)
Window Washer 130 (530-584) 132 (556-613)
Window Washer Leadman 134 (584-644) 136 (613-676)
Work Furlough Parole Officer 50 (782-950) 52 (821-997)
X-Ray Technician 34 (530-644) 36 (556-676)
Zoning Clerk 39 (598-727) 41 (628-763)
Zoning Investigator 46 (710-862) 48 (745-905)
r
t
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c0HT,RA , - 00STA COUNTY' ,.
ED
CIVIL SERVICE
DEPARTMENT F CL I L
W.
� SALARY SURVEY
,, ,
CONTRA COSTA COUNTY CIVIL SERVICE DEPARTMENT
SALARY SURVEY APRIL 1968
' This report follows in all essential aspects the Spring 1967 Salary Survey report. Salary data is reported
for 79 "'benchmark" classes plus a special reporting on two "Senior" classes in Contra Costa County. Benchmark
' classes are those which have duties and responsibilities conforming to a fairly uniform pattern, easily identified
in a variety of public and private employment*, and influencing salary levels in related classes. Typically, they INDEX TO BENCHMARK GROUPS
indicate prevailing practice in their job families and closely related occupations.
Page
The only change in benchmark classes has been the deletion of Heed b Vertebrate Pest Controlman due to the
lack of reliable comparisons. There is sufficient data on other classes in the Agricultural Inspection group to APPRAISAL 1
which the Heed & Vertebrate Pest Controlman class is directly related, to indicate the general trend of wages for CLERICAL 2-3
the latter class. DOMESTIC 4
ENGINEERING 5-6
To facilitate interpretation of data provided in this survey report, the following information is submitted: FIELD SERVICES 7
FIRE 8
' 1. The salaries quoted at the beginning and end of each public agency block represent the entrance salary GENERAL ADMINISTRATIVE 9-12
step and the top step for the classification in that agency which compares in scope and level with the listed INSPECTIONAL 13-14
classification in Contra Costa County. In those instances where advanced step recruitment occurs for a class, the LIBRARY 15
' bar is shortened to reflect the advanced hiring rate. The Contra Costa County advanced step recruitment rate MAINTENANCE 16
is reflected by a hashmark as illustrated. MEDICAL 17-18
PLANNING b DRAFTING 19.
2. All salaries listed at opposite ends of each block represent salaries currently being paid. Since the POLICE 20
City and County of San Francisco has established its new salary rates to be effective July 1, 1968, the block for PROBATION 21
San Francisco has been posted to reflect these changes and the notation 111968-691" follows the block. A number PUBLIC HEALTH 22-23
of the San Francisco classes whose rates are tied to a formula or other fixed method of computation do not re- SOCIAL SERVICE 24
fleet the 1968-69 rates, as they will not be determined until June, 1968.
SUPPLEMENT - PUBLIC HEALTH 25
3. Private employment data, where used, is obtained from the cooperative report of the Bay Area Salary
Survey Committee. The figures quoted represent the range of salaries paid to the middle 50% of the employees in
each classification surveyed. Twenty-five per cent of the employees receive a lower salary than that listed at
the left side of the block, and twenty-five per cent of the employees receive a higher salary than that listed at
the right side of the block.
Contra Costa County salary rates
4. In those cases where it has been determined there is relatively little worker mobility and that the re- are indicated by the type of bar
cruitment market is essentially confined to the Bay Area, this is designated below the class title, and compari- shown above.
sons are limited to Bay Area employers. Where it has been determined worker mobility is at least Statewide, and
Contra Costa County's employment situation is affected by employment practices beyond the Bay Area, the designa-
tion "Statewide" is entered below the title, and in addition to Bay Area comparisons, information is listed for
public agencies representative of the several other major employers in California.
Contra Costa County advanced
recruitment rate is illustrated
by the hashmark shown above.
r
f
Page 1.
a 680 720 760 800 840 880 920 960 1000 1040 1080 1120 520 560 600 640 680 720 760 800 840 880 920
900 Private 1049
1013 San Francisca--► 1230 1968-69 749 ._San Diego- 909
8892979
Orange 1107 738 San Francisca 896
882San Mateo 1102 715 Orange 889
E. B. W. 1090 727 883
883 1073 706 San Mateo 882
846 Santa Clara 1028 714 Santa Clara 870
841 Alameda 1023 710 State 863
' 786 San Diego 954 ASSOCIATE RIGHT-of-WAY AGENT 710 Sacramento 862
757 Fresno 920 STATEWIDE 693 Alameda 841
No. of County ;
Positions 2 AUDITOR-APPRAISER
STATEWIDE
No. of County
Positions 6
• 755
._ 608 Orange ,
613 Sacramento 745 ;
v. 896 San Francisco 1089 1968.69 603 Santa Clara 731
749 San Die o 909 587 San Diego 713
715 Orange 889 ; 632 San Mateo706
706 San Mateo 882 570 693
h 710 862 570 Alameda 693
- 710 Sacramento 862 556 State 676
' 693 Alameda 841 538 Fresno 65G APPRAISER'S AIDE
aR 679 Santa Clara 829 APPRAISER II ; 608 STATEWIDE
STATEWIDE No. of County
No. of County
Positions 13
' Positions 35 .
i.
}
{
1 ,
Paq*2. 360 400 440 460 520 560 600 640
320 360 400 440 480 520 560 600
399 Pvt. tape 491 488 San Francisco 593 1968-69
471 Santa Clara 574 468 Pvt. Est SSi
476 C San Francisco 578 1968-69 457 Richmond 557
481 1 Berkej 530 505 Berk, 556 500 1 San Francisco 607 1968-69
415 San Mateo 519 458 556 y 515 E.B.W. 573
425 SiT 458 Alameda 556 457 Richmond 5ST
414 Richmond 504 490 Oak. 541 458 556
407 Santa Clara 496 415 San Mateo 519 ACCOUNT_CLERK 439 San Mateo 549
425 Alaaeda 493 395 State 480 BAY AREA _ 428ranta Clara 520
395 Sacramento 481 INTERMEDIATE No. of County 4Alameda 517
395 U. C. 480 TYPIST CLERKPositions 45 42SState S1T395 Stats 4g0 BAY AREA 425cramento 517 INTERMEDIATE '
433 Oak. 478 No. of County 466 Oak. 515 STENO. CLERK
Positions 229 466
AREA
415 U. C. 505 No. of County
• 416 Federal 499 Positions 20 i
640 680 720 760 800 840 880 920 ;
355 Pvt. Esp.
385 C Pvt. Emp.� 473 :
400S. F. 488 1968-69 453 F Son Francisco 551 1968-69
371 San Mateo 464 834 San Francisco •-•—•-i►1013 1968-69 463 1 E.B.W.1 515
376 458 727 Sacramento 883 405 493
369 Santa Clara 449 693 841 392 San Mateo 491
39S Berk. 436 649 San Mateo 811 436 Berk. 481
358 Sacramento 436 664 Alameda 801 388 Santa Clara 471
359 State 435 633 Santa Clara 768
386 U. C• 469
357 Richmond 435 386 State 469
350 U. C. 425 TYPIST CLERK SUPERIOR COURT CLERK 385 Sacramento 469 i
372 Federal 447 STENOGRAPHER CLERK
349 1 Alameda 425 gAY AREA BAY AREA BAY AREA
342 Federal 411 No. of County : No. of County 367 Alameda 447 No. of County
Positions 216 : Positions 10 Positions 35
' Page 3.
360 400 440 460 510 560 600 640 680 720 320 360 400 440 480 520 560 600 640
569 Pvt. Emp.71654 481 Pvt. Emp. 568 :
5781 SanFrancisco 703 1968-69 343 S.B.W. 605
5561 Alameda 1 676 4771 San Mateo 598
561Federal 674481 584
543660 480 U. C. 584
' 519 San Mateo 649 528 Oakland 583
530 state 644 471 Santa Clara 574
573 B. B. W. 638 469 Alaakda 370
520 1 Santa Clara 1633
5051 Hark. 556 STOREROOM
570 Berkeley 628 458 Sacramento 556 CLERK
' S150aklan 569 : DATA PROCESSING 457 State 1556 BAY AREA
EQUIPMENT OPERATOR II 342 Federal 411 No. of County
BAY AREA Positions 9
' No. of County
Positions 4
4251 Pvt. . 522 396 500•
i
476 San Francisco 578 1968-69 476 San Francisco 578 1968-69
493 Baric. 543 415 San Mateo 519
488 E.B.W. 543 469 Hark. 517
427 San Mateo 534 463 E.B.W. 515
436 530 415 505 —
' 455 Oak. 502 414 Richmond 504 _
• 407 Santa Clara 496 416 Federal 499 ;
40S Alameda 493 407 Sa
nta Cla1481
496
405 Sacramento 493 444 oak490
: 405 U. C. 492 KEY PUNCH OPERATOR 395 Alameda TELEPHONE OPERATOR
405 State 492 395 Sacramento81
BAY AREA BAY AREA
3721 Federal 1447 No. of County 395 U. C. 480 No. of County
Positions 14
395 State 480 Positions 12
Page d, '
320 360 400 440 480 520 560 600 440 480 520 560 600 640 680 720 760
•
442 San Francisco 539 1968-69
366 Santa Clar 471 ;
385 469
403 S. Mat 452
376 1 Alameda 436
358 Sacramento 436
359 State 435
499 Pvt. Grp» 607
I HELPER INSTITUTION H 593 San Francisco 721 1968-69
BAY AREA 577' 1 Federal 652
Na, of County 496 Santa Clara 603
• Positions 55
. 534 San Mateo 598
481 584
480 State 584
469 Sacramento 570
481 Alameda 556
• COOK
BAY AREA
• No. of County
Positions 18
476 •-San Francisco 578 1968-69 _
439 San Mateo 549
425 517
407 Santa Clara 496
425 Alameda 493 :
395 Sacramento 481 PORTER
395 State 480 BAY AREA
No. of County
. Positions 38 • ;
Pcge 5.
600 640 680 720 760 800 8110 880 920 880 920 960 1000 1040 1080 1120 1160 1200 1240 1280
725 LPvt. Emp.j 802
972. Private' Employment 1134
757 San Francisco 919 1968-69 ;
755 Los Angeles 889 1037 San Francisco 1260 1968-69
735 Orange 865 : 1077 Orange 1203 , ;
710 State 863 : 940 Los Angeles 1170
710 Berkeley 862 932 San Mateo 1166 ;
693 Richmond 843 950 State 1155 ;
603 FeM746San
842 950 U. C. 1155
Mateo 834950 1154
713o 825 927 Berkele 1127
676 821 1006 E. B. W. 1120
730W. 812' ; 913 Santa Clara 1111 ;
728 Oakland 804 1002 San Diego 1105 :
727 1 Saermentol 801 908 F Richmond 1102
693 Alameda 801 980 Oakland 1081
647 Santa Clara 789 912 Federal 1073
1 676 U. C. 783
687 Fresno 757
JUNIOR CIVIL ENGINEER ASSOCIATE CIVIL ENGINEER
STATEWIDE STATEWIDE
No. of County No. of County
Positions 10
Positions 10 ;
Page 6. d I04
480 520 560 600 640 680 720 760 800 680 720 760 800 840 880 920 960 100 0
San Francisco w] 783 F San Francisco 1016 F
598 Alameda 727 T46 State 905
556 676 745 905 ,
584 Derkele 644 745 Alameda 905
583 oak. 644 804 Oakland 888
573 E.B.fi. 638 728 Richrond 885
520 Santa Clara 633 SENIOR ENGINEERING AIDE 727 Berkeley 883
4111 Sacramento 584 BAY AREA 791 E.B.M. 880 CHIEF of PARTY ,
No. of County 697 Santa Clara 846 BAY AREA
Positions 16 No. of County
Positions 9 y
560 600 640 680 720 760 800 840 880 920 960
. 4 San Francisco _j 959 F
• 676 f Alameda 821
660 Berkeley 801
628 763
r 673 E.B.W. 749
598 San Mateo 746
• 603 Santa Clara 1731
660 1 Oakland 728 ,
598 Richmond 728 •INSTRUMENTMAN
: 614 State 710 BAY AREA
570 Sacramento 693 No. of County
• Positions 10
Page 7.
560 600 640 680 720 760 800 840 880 920 960 1000 440 480 520 560 600 640 680 720 760
•
532 Santa Clara 647
San Francisco j 644 F 1968-69
556 13 EQUIPMENT
_ ___ 543 Berk. 598 SERVICEMAN
N
San Wte-0 ] 998 F 541 Oakland 598 BAY AREA
Alameda 866 F 481 Sacrassanto 1584 No. of County
J 821 F Positions $
Sacramento
647 Santa Clara 789
746 Oak. 784
710 782 ; 644 Richmond 710
692 E.B.W. 770 : : Alaaeda_ 696 F
693 Richmond. 764 EQUIPMENT MECHANIC 644T660
676 :
676 State 746 BAY AREA 59$
tato, of County 589 E.B.W. 6 EQUIPMENT
Positions 10 OPERATOR GR. 1
532 Santa Clara 647BAY AREA
No. of County
Positions 55
:
— _..._.�....�. _._ 484 Fvt.♦ 527.
_San Francisco 943 F _ San_!!oleo 724 F
~Alameda 866 Fr^ San Francisca 724 F
746 Oak. 784— 578 Ala. 625
692 E.B.W. 770 529 E.B.W. 589
676 745 482 Santa Clara 586
613 Sacramento 745 530 584
660 Berke le 727 530 erkeley 584 ;
' 586 Santa Clara 714 530 ichmond 584
584 state 644 •EQUIPMENT OPERATOR GRADE 11
4$1 Sacramento 556 LABORER
BAY AREA 478 Federal 548 BAY AREA
No. of County No. of County
480 State 530
Positions
11 Positions 40
4
4
Page 8,
560 600 640 680 720 760 800 840 640 680 720 760 800 840 880 920 960 1000
660 lis and 802 ; 801 San Leandro 974 i
747 S. F. 797 802 Sacrament o Cit 960
654 San Jose 796 Berkeley 950 F ;
660 Sacramento City 785 862 Hayrward 950
710 Berkeley 782 776 San Jose 944 ,
644 San Leandro 782 _ Oakland j 935 F
614 Albany 764 S. €., 927 F
693 1 Ala. City 763 883 . Cy, 927
628 763 763 927
628 E1 Cerrito 763 763 E1 Cerrito 927
628 Fremont 763 745 Vallejo 905
625 Stockton 759 740 Stockton 900
711 paklandl 758 727 Fremont 883
621 Antioch 752 716 Antioch 867
613 Vallejo 745 Alb
any 862 F ,
612 Pittsburg 744 693 Martinez 845
583 Martinez 710 692 Pittsburg 841
FIREMAN FIRE CAPTAIN
BAY AREA BAY AREA
No. of County No. of County
Positions 133 Positions 51
Page 9.
680 720 760 800 840 880 920 960 1000 1040 1080 1120 1160 1200 1240 1280 1320 1360 1400 1440 1480 1520 1560
1000 Private Employment 1416 :
• 1260 San Francisco 1533 1968-69
1338 Sacramento 1475
755 Orange 940 1155 State 1405
745 905 1107 Orange 1380 ;
' 745 Sacramento 905 1143 Santa Clara 1378
755 Los Angeles ?8187
89 : 1126 1370
731 Santa Clara 1048 Los Angeles 1306
710 Alameda 821 1013 San Mateo 1267
1014 Fresno 1233
• 1002San Diego
1218 ;
DEPUTY PUBLIC DEFENDER I DEPUTY DISTRICT ATTORNEY III
STATEWIDE STATEWIDE ;
pNo. of County No. of County
Positions 5 Positions 10
Page 10,
560 600 640 680 720 760 800 640 680 720 760 800 840 880 920 960 1000
` 782 Alareda 950
" 775 San Francisco 941 1968-69
• 755 ora a 940
755_1 Los Angeles 940
: • 746 San Mateo 932
824 Oakland 910
• 746 State 903
746 U. C. 905
653 San Francisco 795 1968-69 745 905 ;
641 las Angeles 755 745 Sacrar'onto 905 :
608 Orange 755 739 Fresno 898 ADMINISTRATIVE ANALYST II
673 1 B.B.W. 749 7141 Santa Clara 870 STATEWIDE
614 State 746 No. of County
614 U. C. 746 Positions 3 ;
613 Sacrasteato 745 :
603 Santa Clara 731 795 San Francisco 965 1968-64
598 727 755 r Orange 940
593 Fresno 721 845 Oakland 933 `
587 San Diego 713 725 San Mateo 906 ;
64 Oakland 710 746 State 905
570 Alameda 693 746 U. C. 905
• 745 905
ADMINISTRATIVE ANALYST •1 745 Alameda 905
' STATEWIDE 745 Berkeley 905
No, of County 745 Sacramento 905
Positions 11 812 a.B.W. 904
r 755 Las Angeles 889 :
728 Richmond 885
714 Santa Clara 870
654 Fresno 794 PERSONNEL ANALYST II
" STATEWIDE
No. of County ;
Positions 0
' 11.
520 560 600 640 680 720 760 800 840 880 680 720 760 800 840 880 920 950 1000 Page
629 Pvt. Emp.1 700
775 Private Employment 985
641 Orange 797
638 San Francisco 775 1968-69 805 Federal 966
641 Los An ales 755 834 E.B.W. 928 ;
Y ; 614 U. C. 746 751 Santa Clara 913
598 San Mateo 746 725 San Mateo 906
613 Sacramento 745 782 Sacramento 905
' 603 Santa Clara 731 746 U C 905
598 T27 746 State 905
638 E.B.W. 710 ; 74S 905 ;
584 State T10 745 Alameda 905
573 San pie o b9b ACCOUNTANT AUDITOR I 784 Oakland 866 PROGRAMMER 11
628 Oakland 693 STATEWIDE STATEWIDE
598 Alameda 693 No. of County No. of County
Positions 6 Positions 3
565 Fresno 687
561 Federal 674 : 711 Private Employment 860
775 F San Francisco j 941 1968.69
' 746 U. C. 905
746 State 905
686 San Francisco 834 1968.69 ; 727 883
638 E.B.W. 710 706 San Mateo 882
5aSanta
693 714 Santa Clara 870
558 Clara 679 784 Oakland 866
556mento 676 = 716 Federal 851 ;
556614 749 San Die o 825
__ 5_49614 PROGRAMMER TRAINEE ACCOUNTANT II
Alameda 517F BAY AREA STATEWIDE
"' "
No. of CountNo. of County Y
Positions 9 Positions 4
Page. 12, '
520 560 600 640 680 720 760 800 840 880 920 520 560 600 640 680 720 760 800 840
:
665 Private Ilisployment 803 659 Orange 819
598 San Mateo 746
715 Orange lam— 889 613 745 '
749 J A. H. W. 834 613 Sacramento 745
679 Santa Clara 829 603 Santa Clara 731
• 676 821 641 1 Los Angeles] 715
676 U. C. 821573 San Die o 696
647 San Diego 786 551 Fresno j 670
644 State 1783 ;
644 Berkeley 782
608 1 Fresno 739 : t
561 Federal 674 VETERANS' SERVICE REPRESENTATIVE
STATEWIDE
BUYER No. of County
i Positions 2
STATEWIDE
No. of County • ,
Positions 2
' Pdge
440 480 520 560 600 640 680 720 760 800 840 520 560 600 640 680 720 760 800 13.
530 Los Angelis 659
530 644 -
502 Oran a 624 .
506 Santa Clara 615
5051 Sacramento 613
543 Alameda 598 ;
530 1 or 584 ANIMAL CONTROL OFFICER 653 San Francisco 795 1968-69
' 555 Oak. 583 STATEWIDE1 591 Orange 735 ;
471 San Diego 573 No. of County 598 Sacramento 727
Positions 26 581 San !Mateo j 725
575 Los An ales 715
587 San Diego 713
: 584 710
574 Santa Clara 697
670 San Francisco j 813 1968-69 598 Alameda 693 ,
677 Los Angeles 797 556 State j 676 '
591 Orange 735 5381 Fresno 654
581 San Mateo 725
647 ISan Diegol 713
584 710
584 Alameda 710 WEIGHTS & MEASURES INSPECTOR
556 State 676 STATEWIDE
538 Fresno 654 No. of County
Positions 6
AGRICULTURAL INSPECTOR I
STATEWIDE
' No. of County
Positions 2
Page. 14. '
680 720 760 800 840 880 920 960 1000 1040 1080 1120 1160 1200
988 San Francisco 1200 '
• 751 Santa Clara 913
• i 811 1 San Mateo 906 '
745 Alameda 905
801 1 Sacramento 883
727 883
784 Oakland 866
1710 Richmond 864 ,
710 Berkeley 862 BUILDING INSPECTOR
BAY AREA
• No. of County , am
Positions 16
' Poge 15.
520 560 600 640 680 720 760 800 360 400 440 480 520
638 San Francisca .�775 1968-69
' • 608 orange
755 ,
5
425 517
98 727
6411 L. A. 1 715 4031 San Mateo 505
565 San Mateo 706 414 Rictmond 504
574 Santa Clara 697 411 San Francisco 500 1968-69
598 Berkeley693 405 Alameda 493.
557 Rictmond 677 395 U. C. 480
' 573 San Die qo663
386 Oakland 466
600 -Oakla660 377 State 457
598 Sact660 369 Santa Clara 449
570 Alameda 660
538 1 Fresno 1654
584 State 644BOOKMENDER
558 U. C. 621 LIBRARIAN I BAY AREA
STATEWIDE No, of County
' No. of County Positions 2
Positions 23
Page 16, '
520 560 600 640 680 720 760 800 840 880 920 360 400 440 480 320 560 600 640 680 720
` 659 Pvt. Emp. 738 451 Pvt. 490
_ 813_ S. F. 896 500 1 San Francisca 607 1968-69
754 U.C. 791 491 S. Mat. 549
632 San Mateo 789 446 Richmond 543 '
Alameda_ 782 F 481 530
693 Richmond 764 440 Federal 529
693 763 469 Berk. 517
615 Santa Clara 751 466 Oakland 515 :
710 Oak. 746 Y ; 463 E.B.W. 51S
676 Sacramento 745 407 Santa Clara 496 ,
644 State 710 405 Alameda 493
622 Fed:rel 686 OPERATING ENGINEER 395 Sacramento 481 •CUSTOdIAN
BAY AREA 395 U. Co 480 BAY AREA
• No. of County 395 State 480 No. of County ,
Positions 12 Positions 6g
578 San Francisca 703
574 Pvt. 614 570 Berkeley 628
. 558 1 E.B.W. j 621
598 San Mateo 746
505 Sacramento 613
593 San Francisco 721 1968-69 569 10sk.1 598 -
598 660 543 = 598 _
543 Alameda 1 660 493 F Hayward 598
584 State 644 480 r State 530
428 Santa Clara 1 520
STATIONARY FIREMAN
: BAY AREA
No. of County GARDENER- CARETAKER
,
: Positions 5 BAY AREA
No. of County ,
Positions 14
Page 17.
400 440 480 320 560 600 640 680 720 760 $00 840 880 760 800 840 880 920 960 1000 1040 1080 1120
605 Pvt. 8mp. 700
•919 San Francisco 1116 68-69
992 Orange 1107
' 721 San Francisco 876 1968-69 Los Angeles 1077 F
614 San Mateo 767 950 State 1048
614 Federal 767 905 U. C. 1048
660 Sacramento 763 973 Sacto. 1025
628 763 841 1022
628 Alameda 763 811 San Mates 1013
599 State 72$ 829 Santa Clara 1007
614 U. C. 710 STAFF NURSE _ San Diego 1002 F
574 Santa Clara 697 814 Fresno ^990
BAY AREA
No. of County 862 Alawds 930
Positions 84 PHARMACIST I
' STATEWIDE
• No. of County
Positions 6 .
834 Fresno 1014
437 San Francisco 525 1968-69 813 San Francisco 988 19x68-69
415 San Mateo 519 782 Berkeley 950
407 Santa Clara 496 842: Orange 440
405 493 841 Sacramento 927 _
395 State 480 764 State 927
385 Sacramento 469 763 927
39S Alameda 458 776 Los Angeles 914
HOSPITAL ATTENDANT 782 Alameda 905
BAY AREA 749 San Diego 825 ;
Na. of County PSYCHIATRIC SOCIAL WORKER Ii
Positions 221
STATEWIDE
No. of County
Positions 8
I
Page 18. 4 8
480 520 560 600 640 680 720 760 800 840 880 440 480 520 560 600 640 680 720 760 800 840 8 0
682 Private-] 765
721 San Francisco 876 1968-69: 607 San Francisco 738 1968-69
735 Orange 865 603 Santa Clara 731
735 Los Angeles 865 546 San Mateo 686
693 1 Sacramento 1841 556 676
i 727 Alameda 802 517 Sacramento 676
706 1 San Mateo 789 530 1 Alameda 1644
674 Federal 786 ; 512 Fresno 623
676 State 783 : 452 las Angeles 560 MEDICAL RECORDS LIBRARIAN
644 U. Co 783 STATEWIDE
644 782 : F
No. of County
615 Santa Clara 751 Positions 1
608 Fresno 1739 CLINICAL LAB. TECHNOLOGIST
587 San Diego 1713 STATEWIDE ,
No. of County
• Positions 6
555 Private 643 a
1968-69
593 San Francisco 721 1968-69 721 San Francisco 876
511 Federal 674 : 644 U. C. 1783
-- 598 1 Alameda 660 624 Los Angeles 776
__.. 543 U. G. bb0 624 Orange 755 :
543 Sacramento 660 598 San Mateo 746
530 Orange 659 613 745
5I9gLosAngeles
V633
49 613 Sacramento 745
53044 660 Alameda 727
53044 ; 574 Santa Clara 697
51 X -RAY TECHNICIAN 538 Fresno 654 DIETITIAN
520 ; STATEWIDE 530 State 644 STATEWIDE
488 Fresno 593 No. of County No. of County
483 San Diego 567
Positions 6 Positions 2
Page 19.
560 600 640 680 720 760 820 440 480 520 560 600 640 680 720 760
649 San Mateo 811 ;
624 Los Angeles 776 581 San Mateo 725
608 Orange 755 644 1 Oakland 710
616 San Diego 749 584 710
598 Richmond 748 584 State 710
603 Santa Clara 731 558 Santa Clara 679
598 727 PLANNER I 556 U. C. 676
598 Alameda 727 STATEWIDE 605 B.H.H. 673 ;
'
565 . 1 Fresno j 687 No. of Couhty
Positions 2
' SENI.O_R DRAFTSMAN
BAY AREA
• ; : No. of County
' Positions 23
840 880 920 960 1000 1040 1080 1120 1160 1200 1240 1280
1160 San Diego 1279 • 539 San Francisco 653 1968-69
• 997 1212 519 San Mateo 649
966 Orange 1203 530' Richmond q644
' 959 Santa Clara1 1167 543 E.B.W. 605 ;
1004 Oakland 1108 493 598
905 State 1100 493 Hayward 598
905 Alameda 1100 : 480 State 584 ;
885 Richmond 1075 437 Santa Clara 532
' 883 Berkeley 1074 435 U. C. 530
876 Fresno 1065 PLANNER IV
STATEWIDE JUNIOR DRAFTSMAN
No. of County BAY AREA
Positions 3
No. of County
Positions 5
Page 20,
600 640 680 720 760 800 840 880 920 960 1000 600 640 680 720 760 800 840
i
688 Pvt. 713
-------- • 693 'Walnut Crank 841 '
San Francisco 1 964 F
824 Oak. 866 -- --_ 687 San Jose 836 ;
745 8erkeie 821 • T45 Berkeley 821
644 San Mateo 811 676 Sacramento County 821 ;
664 Santa Clara 806 676 Concord 821
710 782 649 San Mateo county8i1
660 Alameda 763 660 801
676 State 746 COMMUNICATIONS TECHNICIAN 660 Hayward 801
633 Fedasai 688 : BAY AREA 747 S. F. 797
No. of County 688
Positions 4 San Mateo City 791
676 State 783 ; t
676 Alameda County 782
633 Santa Clara 768
628 Martinez 765
r Berkeler 950 P 614 Albany 764
763 927 693 1 Ala.city 763
725 San Mateo 906 660 E1 Cerrito 763
746 State 905 625 Stockton 759
745 Alameda 905 711. Oak, 758
• San Francisca 904 F 621 Antioch 752
731 Santa Clarat862
887 j 6i3 Vallejo 745
710 Sacramento 612 Pittsbur 744
Oakland1 F 606 San Joa uin 736
DEPUTY SHERIFF
BAY AREA
SERGEANT No. of County
BAY AREA Positions 137
No. of County :
Positions 38
' Page 21.
520 560 600 640 680 720 760 800 840 880 920 960 720 760 800 840 880 920 960 1000 1040 1080 1120
795 San Francisco 965 1968-69
764 State 927 1968-69
' 735 Orange 914 965 San Francisco —► 1171
715 Los Angeles 889 927 State 1128
710 Sacramento 862 865 Orange 1077
671 Federal858 857 San Mateo 1071
696 San Diego 848 862 Sacramento 1050
693 841 DEPUTY PROBATION OFFICER 842 Los Angeles 1048
693 Alameda 841 STATEWIDE 862 1047
' 679 Santa Clara 829 No. of County 845 San Diego 1027
654 Fresno794 Positions 75
841 Alameda 10
me23
' 829 Santa Clara 1007
775 •Fresno 943 ;
PROBATION SUPERVISOR I
STATEWIDE
No. of County
624 Los Angeles 776 Positions 17
638 San Francisco 778 1968-69 ;
614 San Mateo Y 767
584 710 862 Sacramento 1000
584 Sacramento 710 776 Orange 966
560 Orange 696 776 Los Angeles 966 -
' 570 Alameda 693 775 Fresno 943
559 San Diego 679 763 927
558 Santa Clara 679 GROUP COUNSELLOR 697 Santa Clara 846 ;
' 565 State 663 STATEWIDE
525 Fresno 638 No. of County PSYCHOLOGIST
• Positions 49
STATEWIDE •
No. of County
Positions 3
Page 22.
640 680 720 760 800 840 880 920 960 1000
` 1968-69
896 San Francisco-1089--►
• 746 San Mateo 932 '
NOTE; 763 Alameda 927
See page 25 for full evaluation of 763 Berkeley 927
salary data on Public Health Nurse and 696 Los Angeles 865
Sanitarian classes.
696 Oranse 865
` e 710 862
7101 Sacramento 862
676 State 821
647 San Diego 786 PUBLIC HEALTH NURSE
623 Fresno 1757 STATEWIDE
603 Santa Clara 1731 No. of County ;
Positions 29
1360 1400 1440 1480 1520 1560 1600 1640 1680 1720 1760 1800 1840 :
1650 San Francisco ----- w 2005 1968-69 1968-69
1540 Orange go 1919 896 San Francisco---1089---►
1627 Los Angeles 1816 755 Los Angeles 889
1434 State 1750 715 Orange 889 k
1377 San Mateo 1722 710 Berkeley 862
1404 1706 710 Sacramento4"857
862
1481 San Diego 1633 686 San Mateo
•R-—I225 Santa Clara 1489 679 San Diego 825
677 Richmond 822
676 821
ASSISTANT HEALTH OFFICER 676 Alameda 821 SANITARIAN
STATEWIDE ; 644 State 783 STATEWIDE e
' No. of County
No. of County
633 Santa Clara 768 Positions 6
Positions 4 608 Fresno 1739 i
' Page 23.
600 640 680 720 760 800 840 880 920 960 1000 1040 600 640 680 720 760 800 840 880
854 San Francisco 1037 1968-69 703 San Francisco 854 1968-69
746 San Mateo 932 735Orange 819
745 Sacramento 905 649 San Mateo 811
797 Los An ales 889 660 Sacramento 801
715 Orange 889 644 State 783
805 San Die o 887 624 Los A ales 776
801 Alameda 883 633 Santa Clara 768
' 727 883 628 763
704 Fresno 855 HEALTH EDUCATOR 628 Alameda 763
697 Santa Clara 846 STATEWIDE 614 U. C. 746 ;
No, of County 663 Sao Diego 731
Positions 3 PHYSICAL THERAPIST
638 Fresno 704
STATEWIDE
No. of County
Positions 5
: 735 Los Angeles 865
715 Orange 842
693 Sacramento 841 735 r Orange 819
686 San Francisco 834 1968-69 649 San Mateo 811
668 San Mateo 834 660 Sacramento 801 ;
' 676 Alameda 1 821 653 San Francisco 795 1968-69
644782 : 644 State 783 W
615 Santa Clara 751 624 Los Angeles 776
608 Fresno 739 633 Santa Clara 768
601 San Diego 731 628 763 ;
614 State 710 628 Alameda 763
PUBLIC HEALTH MICROBIOLOGIST 601 San Diego 731
STATEWIDE
No. of County OCCUPATIONAL THERAPIST
Positions 3W
STATEWIDE
No. of County ;
Positions 6
Page 24.
520 340 600 640 680 720 760 800 840 880 920 680 720 760 800 840 880 920 960 1000 1040
641 Orange 797 :
653 San Francisco 795 1968-69
624 Los Angeles 776 813 San Francisco 988 1968-69 :
613 745 789 San Mateo 986
613Sacramento 743 782 950
613 San Mateo 745 7551 Los Angeles 1940
603 Santa Clara 731 SOCIAL WORKER 11 755Orange 940 '
601 San Diego 731 STATEWIDE 745 Alameda 903
598 Alameda 727 No. of County 745 Sacramento 905
Positions 240
551 Fresno 670 731 San Diego j 887 SOCIAL WORK
714 Santa Clara 870 SUPERVISOR GR. I
• 687 Fresno 834 STATEWIDE ,
710 Sacrento 862 No. of County
am
• Positions 76
677 Los Angeles 842 ;
693 841 '
733 Orange 819
a 664 Santa Clara 1806 WELFARE INVESTIGATOR
660 Alameda 1801 STATEWIDE :
638 Fresno 775 No. of County
Positions 7 : 1968-69
507 San Diego 616 ` 854 San Francisco 1037 s�
. 789 San !Mateo 986 ;
` 775 San Francisca 941 1968-69 842 Los Angeles 940
---
8421 Orange 1 940 842 Orange 940
797 F Los Angelesl 889 841 Sacramento 927
706 San Mateo 882 763 927
: 745 Alameda 862 751 Santa Clara 913
763 Sacramento 841 786 San Diego 909
693 841 : 745 Alameda 862
SOCIAL WORK SOCIAL WORK
679 Santa Clara 829 PRACTITIONER 11
749 San Die o 825 PRACTITIONER ! STATEWIDE
STATEWIDE : No. of County ,
No. of County Positions 16
Positions 22 ;
e
Page 25.
640 680 720 760 800 840 880 920 960 1000 1040 640 680 720 760 800 840 880 920 960 1000 1040 1080
I 1968-69
896 S. F. Benchmark 1089 1968-69 896 S. F. Benchmark 1089
755 F L. A. Senior Class 940 •797 L. A. Senior Class 992
696L. A. Benchmark 865 155 L. A. Benchmark j 889
' 746 San Mateo 932 745 905
676 821
' 763 927
710 862 715 Oranle 889
763 Berkeley 927 ; 710 State Senior Class 863 ,
644 State Benchmark 783
' 763 Alameda 927
710 Berkeley 862
735 Orange Senior Class 914
' 696 Orange Benchmark 865 710 Sacramento _j 862
746 State Senior Class 905 686 San Mateo 857
676 State Benchmark 821
679 San Diego 1825 ;
710 Sacramento 862 SENIOR PUBLIC HEALTH NURSE SENIOR SANITARIAN
• STATEWIDE 677 Richmond 822 STATEWIDE
!� 697 1 Santa Clara Sr. Class 846 No. of County No. of County
Positions 29 Positions 11
603 S. Clara Benchmar4 731 676 Alameda 821
' 679 1 -San Diego Sr.Class 825 633 Santa Clara 768
647 F San Diego Benchmark 786
608 Fresno 739
623 Fresno 757 ;
1
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Tot Contra Costa County Board of Supervisors June 129 1968
Fromt Civil Service Commission RECOMMENDATIONS
SUBJRCTt Recommended Compensation Program 1966-69 1. General Increase
Pursuant to your Board directives, including Resolution Nos. 1072 All reliable indications of wage movement show a continued strong
and 68/184, the Civil Service Commission has reviewed salaries and upward trend. Information reported indicates this trend approximates
fringe benefits. The program recommended by the Commission follows 5% in both public and private employment. The compensation programs
the Board's policies and procedures as they are understood by the proposed or adopted by major California cities and counties, as
Commission. Details of the program are set forth in the materials as well as the state and federal governments, reflect similar up-
which follow. ward movement. If the intent of the Board's salary policy is to be
• implemented, Contra Costa's wage levels should be adjusted by two
Procedures followed in this year's review were established by your ranges (approximately 5%).
Board in Resolution 68/164. The Commission received salary and
fringe benefit recommendations and analysis from the Director of 2. Sp!cial Adjustments
Personnel which serves as the foundation upon which Commission de-
liberations were conducted. The Commission reviewed voluminous Special adjustments are recommended for specific classes or groups of
salary and fringe benefit requests and supporting data. Salary classes, within the various occupational groups. These adjustments
hearings were held during which proposals were made by employee are recommended to recognise job growth and increased responsibility,
groups and several department heads. Developments in other agency or to change existing internal relationships to provide a meaningful
compensation programs for fiscal 68-69 were reported and their im- differential between class levels in a series. The classes recom-
pact noted* mended for special increases for the above reasons are broken down
as follows:
The recommended compensation program places emphasis on the mainten- 1 range (approx. 21A) 111 classes involving 726 positions
ance of stable internal salary relationships. Change in established 2 ranges(approx. 5%) 6 classes involving 10 positions
relationships is recommended only where compelling evidence demon-
strates need for adjustment. Recruitment rates and salary horizons 3. Allocation to 3-step Range
of non-supervisory worker classes are recommended for adjustments
which will maintain the County's competitive recruitment and reten- Four classes involving 18 positions are recommended for reallocation
tion position. The Commission has not concerned itself with the from 5-step ranges to 3-step ranges. It is the intent of the Civil
relative importance or merit of programs which have been authorized Service Commission that incumbents of positions in these classes re-
by your Board, consequently, such considerations have not influenced ceive at least a 5% increase,
our salary recommendations. In the Commission's view such consider-
ations are properly a function of the Board. 4. No Recommendation
In the Commission's opinion, the program proposed for 1968-69 meets Responsibility for salary recommendations on a variety of employments
the needs of Contra Costa County Administration, County employees, has been placed elsewhere by your Board, so there is no recoemenda-
and the tax-paying public. The Commission believes you can adopt tion made in these cases. No recommendation is made on those positions
this program with the assurance that it complies with the compensa- whose salaries are set by a fixed formula, or whose salaries are
tion policy enunciated by your Board. "tied" to rates for which the Commission does have responsibility.
20
5. Abolish "90x► of Parity" Policy COST OF RRCOMMENDED INCREASES
The Civil Service Commission strongly recommends that the policy of Below is shorn a breakdown of the increases recommended. The follow-
eompensating trades employments in the Building Maintenance Depart• ting considerations should be noted:
stent at 90% of the construction trades rate be abolished and that
the salaries for employees in these classes be set on the sane basis 1. The cost figures cover only full time and part time positions now
as other County employees. The specific classes to which this rec- authorised. They do not include costs which say be associated with
ommmendation applies eras Carpenter, Carpenter Leadman, Painter$ new positions to be authorised by the Board in the fiscal 68-69 bud.
Painter Landman, Electrician and Steasfittere get, nor do they include the cost of increases which say be adopted
for the positions in which no recomimendattons are made.
6. 60-hour Duty Hoek for Fire Service
2. Limited tars (temporary) employment costs are directly related to
The Civil Service Commission recommends that the duty week for the regular employment costs, so it say be anticipated that these costs
fire service be reduced from its present 63 hours per week to 60 will advance accordingly.
hours per week. Implicit in this recommendation is the understand-
ing that the current sick leave and vacation balances and rates of 3. There is a direct fringe benefit cost which is proportionate to
accumulation be adjusted accordingly since these balances and the the salary cost for fringe benefit programs already in existence
accrual rates are based upon the number of hours in a duty week. (a. go increased retirement contribution by the County, necessitated
by the recomsanded pay rate increases).
7. Eduaatiomtal Incentive Pay Plan far Sheriff's Uniformed Personnel
Counter Emtsloymments {Including Flood Control and Library}
The Civil Service Commission recommends that an educational incen- No. of No. of
tive program be adopted for uniformed personnel in the Sheriff'e Increase Classes x Posns. % Annual Cost
Department. The program proposed by the Sheriff is endorsed by the
Cosmission, with the following modifications 2 ranges (approx. 5%) 320 68.4 2914 79.3 $1x1290857
3 mages (approx. 7kx) 109 23.3 619 16.8 4799879
a. Compensation for certificate acquisition be made on a fiat- 4 ranges {approx. 10%) 5 1.0 6 .2 9,882
rate basis, as follows: Adjust. to 3-step range 4 .9 18 .5 110042
No recommendation 30 6.4 114 3.1 --
Deputy Sheriff $ 25 for intermediate certificate Total 468 3674 $1,627,660
50 for advanced certificate
Fire Districts
Sergeant $ 25 for intermediate certificate
50 for advanced certificate 2 ranges (approx. 5%) 9 60.0 149 56.2 $ 699985
3 ranges (approx. 7%x) 2 13.3 107 40.4 84,086
Lieutenant $ 25 for advanced certificate 4 ranges (approx. 10%) 1 6.7 4 1.5 5,060
No recommendation 3 20.0 5 1.9
b. Incentive payment should be made only for the acquisition Total 15 265 $ 1590131
of a certificate beyond that Which is required in the minimums
qualifications for a class. Thus, no payment should be made to
a Lieutenant who possesses an intermediate certificate, since The above salary increases, exclusive of Fire District personnel,
that certificate will be required for entrance into the Lieu- amount to an approximate 5.9% of payroll costs of those classes
tenant ranko on which recommendations are sada.
3.
RECOMMENDATION REPORT
There is attached hereto the Salary Recommendation Report of the Page _Occupational Group Modification
Director of Personnel. The Civil Service Commission examined the
analysis and conclusions incorporated in the report and found them 18 Office Machines Eliminate additional 21A adjustment for
comprehensive and thorough. Recommendattons included therein have and Stores Reproduction and Distribution Supervi-
been adopted by the Commission with the following exceptions: *or and Duplicating Machine Operator.
jLs Occupational Group Nodif ication 19 Library Eliminate additional 21A adjustment for
Assistant County Librarian.
1 Field Service eliminate additional 2k% adjustment for
iauipmant Superintendent. 24 Fiscal and Data Add 21A to the classes Date Processing
Processing Manager and Data FrocessinE Analyst.
2 Maintenance Eliminate additional 5% adjustment for
Field Maintenance Foreman and Assistant
Field Maintenance Foreman. 25
26 Fire Service Add 21A to the classes battalion Chief,
7 Inspectional - Eliminate additional 2k% adjustment for 27 Fire Captain, and Senior Fireman.
Agriculture Assistant Agricultural Commissioner.
9 Police Add 2%% to the following classes: The attached alphabetical listing of classes and salaries summarizes
Undersheriff, Captain, Lieutenant, the Commission's final salary reconmendaiion to your Board.
Sergeant, Sergeant•Famale, Matron,
Deputy Sheriff, Chief Criminalistics
Lab, Deputy Sheriff Criminalist I, II
and III, Supervising Communications Commissioners
Technician, Coamunications Technician,
Work Furlough Parole Officer, Chief Booker T. Anderson, President
Investigator, Investigator. William G. Ellis
George D. Kelty
10 Social Service Eliminate additional 2k% adjustment for Sal R. Russo
the following classes: Walter G. Treanor
Assistant Welfare Director, Social Work
Supervisor IV, Social Work Supervisor
III, Social Work Supervisor II,
Vocational Services Supervisor III.
11 Probation Add 2�% to the classes of Psychologist
and Housemother.
14 Hospital Eliminate additional 21V1. adjustment for
Supervising Psychiatric Social Worker.
Proposed Proposed
Class Range Salary Class Range Salary
Accountant Auditor I 41 (628-763) Assistant County Probation Officer 71 (1305-1586)
Accountant II 49 (763-927) Assistant County Recorder 59 (973-1183)
Accountant III 56 (905-1099) Assistant County Treasurer-Tax Collector 61 (1022-1242)
Account Clerk 30 (481-584) Assistant County Welfare Director 70 (1273-1548)
Accounting Supervisor 63 (1073-1305) Assistant Data Processing Operations
Administrative Analyst I 41 (628-763) Supervisor 49 (763-927)
Administrative Analyst II 50 (782-950) Assistant Director of Disaster Office 55 (883-1073)
Administrative Analyst III 58 (950-1154) Assistant Director of Nursing 59 (973-1183)
Administrative Analyst IV 64 (1099-1337) Assistant Director of Personnel 70 (1279-1548)
• Administrative Assistant 59 (973-1183) Assistant District Attorney 80 (1625-1975)
Agricultural Commissioner 73 (1370-1665) Assistant Equipment Superintendent 151 (883-973)
For Animal Control Program, per month 565 Assistant Field Maintenance Foreman 160 (1099-1212)
Agricultural Field Assistant 35 (543-660) Assistant Fire Chief Group I 62 (1047-1273)
Agricultural Inspector I 40 (613-745) Assistant Fire Chief Group II 57 (927-1126)
Agricultural Inspector II 45 (693-841) Assistant Fire Chief Group III 55 (883-1073)
Agricultural Inspector Trainee 36 (556-676) Assistant Health Officer 77 (1511-1863)
Airport Manager 58 (950-1154) Assistant Hydraulic Engineer 52 (821-997)
Airport Services Assistant 36 (556-676) Assistant Master Calendar Clerk 49 (763-927)
Air Sanitarian Director 62 (1047-1273) Assistant Purchasing Agent 56 (905-1099)
Alcoholic Rehabilitation Coordinator 61 (1022-1242) Assistant Registration & Elections
Alcoholic Rehabilitation Counsellor 53 (841-1022) Supervisor 53 (841-1022)
Animal Control Director 57 (927-1126) Assistant Right-of-Way Agent 48 (745-905)
Animal Control Officer 36 (556-676) Assistant Sanitarian 42 (644-782)
3 Animal Control Supervisor 45 (693-841) Assistant Superintendent, Boys' Ranch 57 (927-1126)
Appraiser I 43 (660-801) Assistant Superintendent, Children's
Appraiser II 49 (763-927) Shelter 58 (950-1154)
• Appraiser III 55 (883-1073) Assistant Superintendent, Juvenile Hall 58 (950-1154)
Appraiser's Aide 39 (598-727) Assistant Superintendent of Schools
Assistant Agricultural Commissioner 65 (1126-1370) Administration 69 (1242-1511)
Assistant Airport Manager 45 (693-841) Assistant Supervising Custodian 41 (628-763)
-� Assistant Automotive Parts Man 35 (543-660) Assistant to the County Administrator 72 (1337-1625)
Assistant Business & Services Manager 59 (973-1183) Assistant to the Hospital Administrator 58 (950-1154)
Assistant Civil Engineer 52 (821-997) Assistant Traffic Engineer 52 (821-997)
Assistant Clerk, Board of Supervisors 54 (862-1047) Associate Civil Engineer 60 (997-1212)
Assistant County Administrator, Associate Hydraulic Engineer 60 (997-1212)
Director of Personnel 74 (1404-1706) Associate Right-of-Way Agent 57 (927-1126)
Assistant County Assessor 71 (1305-1586) Attorney Trainee 39 (598-727)
Assistant County Auditor-Controller 72 (1337-1625) Auditor-Appraiser 49 (763-927)
Assistant County Building Inspector 65 (1126-1370) Auditor II 50 (782-950)
Assistant County Clerk 62 (1047-1273) Auditor III 56 (905-1099)
Assistant County Librarian 65 (1126-1370) Automotive Parts Man 40 (613-745)
Proposed Proposed
Class Range Salary Class Range Salary
Baker 32 (505-613) Collections Supervisor 51 (801-973)
Battalion Chief 57 (927-1126) Combination Welder 144 (745-821)
Bookmender 27 (447-543) Communications Engineer 66 (1154-1404)
Bridge Maintenance Carpender 142 (710-782) Communications Equipment Aide 35 (543-660)
Budget Analyst 58 (950-1154) Communications Technician 145 (763-841)
Building Inspection Engineer 60 (997-1212) Comptometer Operator 28 (458-556)
Building Inspection Office Manager 51 (801-973) Computer-Draftsman 43 (660801)
Building Inspector 49 (763-927) Construction Inspector 46 (710- 862)
Building Inspector, Branch Office Manager 52 (821-997) Cook 32 (505-613)
Building Maintenance Superintendent 68 (1212-1474) County Building Inspector 71 (1305-1586)
Building Plan Checker 41 (628-763) County Health Officer 86 (1881-2282)
Business b Services Manager 71 (1305-1586) County Librarian 74 (1404-1706)
Buyer 46 (710-862) County Probation Officer 73 (1370-1665)
Captain 65 (1126-1370) County Veterans' Service Officer 52 (821-997)
Carpenter, per month pending County Welfare Director 77 (1511-1836)
Carpenter Leadman, per month pending Custodian 128 (505-556)
Chief Appraiser 67 (1183-1439) Cytotechnologist 45 (693-841)
Chief Assistant Health Officer 88 (1975-2396) Cytology Technician 42 (644-782)
Chief Clinical Laboratory Technologist 54 (862-1047) Cytology Technologist 49 (763-927)
Chief Clinical Psychologist 63 (1073-1305) Data Processing Analyst 60 (997-1212)
Chief Deputy Coroner-Public Administrator 61 (1022-1242) Data Processing Equipment Operator I 33 (517-628)
Chief Deputy District Attorney- Civil 76 (1474-1791) Data Processing Equipment Operator II 37 (570-693)
Chief Deputy District Attorney- Criminal 76 (1474-1791) Data Processing Equipment Operator III 45 (693-841)
Chief Draftsman 53 (841-1022) Data Processing Manager 69 (1242-1511)
Chief Engineer 80 (1625-1975) Data Processing Operations Supervisor 58 (950-1154)
Chief Gardener 52 (821-997) Data Systems Coordinator 60 (997-1212)
Chief Investigator 59 (973-1183) Delinquency Prevention Coordinator 57 (927-1126)
Chief Medical Records Librarian 45 (693-841) Demonstration Project Supervisor 60 (997-1212)
Chief of Party 50 (782-950) Dental Assistant 25 (425-517)
Chief of Public Health Medical Services 81 (1665-2024) Departmental Administrative Officer 67 (1183-1439)
Chief Operating Engineer 155 (973-1073) Deputy Agricultural Commissioner 51 (801-973)
Chief Operating Engineer- Hospital 153 (927-1022) Deputy Chief Engineer 76 (1474-1791)
Chief Rehabilitation Therapist 48 (745-905) Deputy District Attorney Grade I 50 (782-950)
Chief Telephone Operator 40 (613-745) Deputy District Attorney Grade II 58 (950-1154)
Deputy District Attorney Grade III 67 (1183-1439)
Clerk 20 (376-458) Deputy District Attorney IV- Civil 72 (1337-1625)
Clerk III 33 (517-628) Deputy District Attorney IV- Criminal 72 (1337-1625)
Clinical Laboratory Intern 28 (458-556) Deputy Probation Officer 48 (745-905)
Clinical Laboratory Technologist 45 (693-841) Deputy Public Administrator I 40 (613-745)
Clinical Psychologist 59 (973-1183) Deputy Public Administrator 11 49 (763-927)
Proposed Proposed
Class Range Salary Class Range Salary
Deputy Public Defender I 50 (782-950) Electrician, per month 1065 t
Deputy Public Defender II 58 (950-1154) Elevator Operator 26 (436-530)
Deputy Public Defender III 67 (1183-1439) Eligibility Worker I 29 (469-570)
Deputy Public Defender IV 72 (1337-1625) Eligibility Worker II 33 (517-626)
Deputy Public Works Director 76 (1474-1791) Emergency Planning Coordinator 48 (745-905)
Deputy Sheriff 46 (710-862) Engineering Aide 33 (517-626)
Deputy Sheriff-Chief Criminalistics Equipment 6 Materials Dispatcher 52 (821-997)
Laborotery 66 (1154-1404) Equipment Mechanic 144 (745-821)
Deputy Sheriff - Criminalist I 45 (693-841) Equipment Mechanic Leadman 148 (821-905)
Deputy Sheriff - Criminslist II 55 (683-1073) Equipment Operator Grade I 137 (628-693)
Deputy Sheriff - Criminalist III 60 (997-1212) Equipment Operator Grade II 142 (710-762)
Deputy Sheriff - Female 46 (710-862) Equipment Serviceman 134 (584-644)
Dietitian 43 (660.801) Equipment Superintendent
154 (930-1047)
Director of Disaster Office 63 (1073-1305) Examination Proctor 34 (530-644)
Director of General Services 74 (1404-1706) Executive Housekeeper 50 (782-950)
Director of Juvenile Institutions 69 (1242-1511) Family Support Interviewer 33 (517-628)
Director of Nursing 66 (1154-1404) Field Engineering Assistant 50 (782-950)
Director of Planning 70 (1273-1548) Field Maintenance Foreman 64 (1099-1337)
Director of Public Health Laboratory 57 (927-1126) Field Tax Collector 40 (613-745)
Director of Public Health Nursing 66 (1154-1404) Fire Apparatus Mechanic 48 (745-905)
Captain 52 (821-997)
Director of Public Works 85 (2836-2232) Fire Ca P
Director of Sanitation 64 (1099-1337) Fire Chief 69 (1242-1511)
Director of School Building Planning 63 (1073-1305) Fire Chief Group II 62 (1047-1273)
District Health Officer 81 (1665-2024) Fire Chief Group III 58 (950-1154)
Drainage Maintenance Foreman 46 (710-862) Fire District Communications Clerk 35 (543-660)
Draftsman-Estimator 150 (862-950) Fire Inspector 50 (782-950)
Driver Clerk 32 (505.613) Fireman
43 (660-801)
--_.. Duplicating Machine Operator 29 (469-570) Fire Marshal Group II 55 (883-1073)
Duplicating Services Clerk 23 (405-493) Fire Training Instructor 50 (782-950)
Economic Opportunity Comminity Aide 24 (415-505) Flood Control Right-of-Way Agent 62 (1047-1273)
Economic Opportunity Community Aide Food Services Manager 50 (782-950)
Trainee 20 (376-458) Gardener 139 (660-727)
Economic Opportunity Program Development Gardener-Caretaker 133 (570-628)
Director 64 (1099-1337) Grading Engineer 55 (883-1073)
Economic Opportunity Program Specialist I 51 (801-973) Grading Technician 46 (710-862)
Economic Opportunity Program Group Counsellor 40 (613-745)
Specialist II 54 (862-1047) Group home Coordinator 57 (927-1126)
Economic Opportunity Program Group Home Supervisor 46 (710-862)
Specialist III 57 (927-1126) Health Education Coordinator 55 (883-1073)
Economic Opportunity Program Worker 30 (481-584) Health Educator 49 (763-927)
Election Clerk 20 (376-458) Health Program Assistant 54 (862-1047)
Proposed Proposed
Class Range Salary Class Range Salary
Hosie Health Aide 20 (376-458) Library Assistant Grade I 27 (447-543)
Home Health Nursing Coordinator 58 (950-1154) Library Assistant Grade II 33 (517-628)
Hospital Administrator 68 (1212-1474) Library Clerk 20 (376-458)
Hospital Attendant 25 (425-517) Library Student Assistant 13 (317-385)
Hospital office Manager 50 (782,950) Lieutenant 58 (950-1154)
Housekeeper Grade I 31 (493-598) Marine Appraiser 49 (763-927)
Housekeeper Grade II 39 (598-727)
Materials Tester 43 (660-801)
29 (469-570) 8 g
Housemother Materials Testis Engineer 63 (1073-1305)
Housing Improvement Coordinator 55 (883-1073) Matron 46 (710-862)
'Institution Helper 23 (405-493) Medical Care Administrator 59 (973-1183)
,.
atitution Leadman 31 (493-598) Medical Records Librarian 38 (584-710)
Instrumentman 43 (660-801) Medical Records Technician 34 (530-644)
Intermediate Clerk 27 (447-543) Medical Social Service Supervisor 52 (821-997)
Intermediate Stenographer Clerk 30 (481-584) Medical Social Worker 48 (745-905)
Intermediate Typist Clerk 27 (447-543) Medical Social Work Specialist 55 (883-1073)
Intermediate Typist Clerk-Receptionist 27 (447-543) Microbiologist Trainee 39 (598-727)
Internal Audit Supervisor 63 (1073-1305) Microfilm Clerk 22 (395-481)
Inventory Records Clerk 41 (628-763) Microfilm Supervisor 35 (543-660)
'Investigator 53 (841-1022) Microfilm Technician 27 (447-543)
Investment Supervisor 56 (905-1099) Mobile X-Ray Technician 36 (556-676)
Job Recruitment Specialist 47 (727-883) Morgue Attendant 29 (469-570)
Junior Civil Engineer 145 (763-841) Occupational Therapist 44 (676-821)
Junior Draftsman 33 (517-628) office Engineering Assistant 50 (782-950)
Junior Might-of-Way Agent 39 (598-727) office Engineering Supervisor 58 (950-1154)
Juvenile Hall Nurse 50 (782-950) office Machine Technician 32 (505-613)
Kennelman 34 (530-644) Oil Sprayer & Bootman 134 (584-644)
Wy Punch Operator 28 (458-556) Operating Engineer 143 (727-801)
aboratory Assistant 25 (425-517)
Painter, per month pending
Laborer 132 (556-613) Painter Leadman, per month pending
Land Use & Transportation Study Personal Property Appraiser 39 (598-727)
Coordinator t 72 (1337-1625) Personnel Analyst II 50 (782-950)
Laundry Supervisor 39 (598-727) Personnel Analyst III 58 (950-1154)
Laundry Worker 28 (458-556) Personnel Analyst IV 64 (1099-1337)
Lead Clerk III 33 (517-628) Personnel Assistant 58 (950-1154)
Lead Cook 39 (598-727) Pharmacist I 155 (973-1073)
Lead Custodian 134 (584-644) Pharmacist II 158 (1047-1154)
Legal Clerk 42 (644-782) Pharmacist Trainee 39 (598-727)
Librarian I 41 (628-763) Physical Therapist 44 (676-821)
Librarian II 46 (710-862) Planner I 41 (628-763)
Librarian III 50 (782-950) Planner II 48 (745-905)
Librarian, Young Adult Services 50 (782-950) Planner III 55 (883-1073)
i
Proposed Proposed
Class Range Salary Class Range Salary
Planner IV 62 (1047-1273) Senior Account Clerk 38 (584-710)
Planning Aide 34 (530-644) Senior Auditor-Appraiser 55 (883-1073)
Porter 27 (447-543) Senior Civil Engineer 64 (1099-1337)
Principal Clerk 48 (745-905) Senior Clinical Laboratory Technologist 49 (763-927)
Principal Librarian 56 (905-1099) Senior Comptometer Operator 33 (517-628)
Principal Planner 68 (1212-1474) Senior Deputy Probation Officer 52 (821-997)
Probation Supervisor I 57 (927-1126) Senior Draftsman 40 (613-745)
Probation Supervisor II 60 (997-1212) Senior Engineering Aide 38 (584-710)
Probation Trainee 37 (570-693) Senior Fireman 46 (710-862)
Programmer I 44 (676-821) Senior Grading Technician 50 (782-950)
Programmer II 50 (782-950) Senior Group Counsellor 46 (710-862)
Programmer Analyst 55 (883-1073) Senior Hydraulic Engineer 64 (1099-1337)
Programmer Trainee 39 (598-727) Senior Key Punch Operator 33 (517-628)
Psychiatric Social Worker 1 48 (745-905) Senior Legal Clerk 48 (745-905)
Psychiatric Social Worker II 52 (821-997) Senior Microbiologist 50 (782-950)
Psychologist 52 (821-997) Senior Probation Supervisor, Adult 65 (1126-1370)
Public Assistance Unit Clerk 33 (517-628) Senior Probation Supervisor, Juvenile 65 (1126-1370)
Public Health Aide 25 (425-517) Senior Psychologist 57 (927-1126)
Public Health Data & Projects Senior Public Health Nurse 51 (801-973)
Coordinator 58 (950-1154) Senior Sanitarian 51 (801-973)
Public Health Dental Officer E 77 (1511-1836) Senior Sheriff's Communications Clerk 38 (584-710)
Public Health Engineer E 70 (1273-1548) Senior Stenographer Clerk 38 (584-710)
Public Health Microbiologist 45 (693-841) Senior Storekeeper 44 (676-821)
Public Health Nurse 48 (745-905) Senior Superior Court Clerk 53 (841-1022)
Public Health Nurse Training Senior Systems Accountant 60 (997-1212)
Coordinator 58 (950-1154) Senior Weights & Measures Inspector 45 (693-841)
Public Health Nutritionist 47 (727-883) Sergeant 52 (821-997)
Public Health Social Worker 52 (821-997) Sergeant - Female 52 (821-997)
Recreation Therapist 40 (613-745) Service Supervisor, Juvenile Hall 50 (782-950)
Registration & Election Supervisor 62 (1047-1273) Sewage Treatment Plant Operator 139 (660-727)
Reproduction & Distribution Supervisor 43 (660-801) Sewage Treatment Supervisor 150 (862-950)
Resident in Hospital Administration 21 (385-469) Sheriffs Communications Clerk 34 (530-644)
K Right-of-Way Agent 65 (1126-1370) Social Service Clerical Coordinator 50 (782-950)
Road Maintenance Foreman 146 (782-862) Social Service Project Supervisor 54 (862-1047)
Road Maintenance Superintendent 152 (905-997) Social Worker I 36 (556-676)
Sanitarian 47 (727-883) Social Worker II 42 (644-782)
Sanitation Aide 25 (425-517) Social Worker III 47 (727-883)
Social Worker Trainee 36 (556-676)
Secretary to Member of the Board of Social Work Practitioner I 48 (745-905)
Supervisors 33 (517-628) Social Work Practitioner II 52 (821-997)
Secretary to the County Administrator 44 (676-821) Social Work Supervisor Grade 1 52 (821-997)
Prosed Proposed
Class Range Salary Class Range Salary
Social Work Supervisor II 55 (883-1073) Supervising Nurse 52 (821-997)
Social Work Supervisor III 59 (973-1183) Supervising Personal Property Appraiser 52 (821-997)
Social Work Supervisor IV 64 (1099-1337) Supervising Pharmacist 162 (1154-1273)
Special District & Precinct Technician 50 (782-950) Supervising Plumbing Inspector 55 (883-1073)
Special Qualifications Worker 19 (367-447) Supervising Psychiatric Social Worker 55 (883-1073)
Staff Nurse 43 (660-801) Supervising Public Health Nurse Grade Z 55 (883-1073)
Stationary Fireman 137 (628-693) Supervising Public Health Nurse 6fl (997-1222)
Steamfitter, per month 1240 Grade II
Stenographer Clerk 25 (425-517) Supervising Real Property Appraiser 61 (1022-1242)
40 (613-745) Supervising Storekeeper P g Sanitarian 58 (950-1154)
Storeroom Clerk 32 (505-613) Supervising Telephone Operator 32 (505-613)
Student Aide - Civil Engineer 36 (556-676) Supervising Welfare Investigator 54 (862-1047)
Student Vocational Nurse 30C hour Supervising X-Ray Technician 42 (644-782)
p
Student Worker
17 (349-425) Supervisor of School Records 50 (782-950)
Superintendent, Boys' Ranch 64 (1099-1337) Supervisor of Weed & Vertebrate
Superintendent, Girls' Residential Pest Control 52 (821-997)
Treatment Center 58 (950-1154) Supervisor of Weights & Measures 53 (841-1022)
Superintendent Juvenile Hall 65 (1126-1370) Surgical Nurse 45 (693-841)
47 (727-883) Sur p
Superior Court Clerk Surgical Supervisor 54 (862-1047)
Supervising Buildings Custodian 53 (841-1022) Systems Accountant 56 (905-1099)
Supervising Cerebral Palsy Therapist 48 (745-905) Systems Accounting Supervisor 65 (1126-1374)
Supervising Civil Engineer 70 (1273-1548) Systems & Procedures Designer 72 (1337-1625)
38 (584-710) Tax Office Manager 50 (782-950)
Supervising Clerk I Operator 26 (436-530)one k4 (676-821) Telephone Supervising Clerk II P
Supervising Clinic Nurse 51 (801-973) Therapist Aide 27 (447-543)
Supervising Communications Technician 151 (883-973) Tissue Technician 36 (556-676)
53 (841-1022) Traffic Engineer 70 (1273-1548)
Supervising Counsellor y Investigator 43 (660-801)46 (710-862) Traffic Safet Investi
Supervising Draftsman g
Supervising Electrical Inspector 55 (883-1073) Traffic Sign Man 141 (693-763)
Supervising Eligibility Worker 47 (727-883) Typist Clerk 22 (395-481)
Superving Heating and Ventilation Typist Clerk I 22 (395-481)
Inspector 55 (883-1073) Typist Clerk II 27 (447-543)
. p
Supervising Hydraulic Engineer 70 (1273-1548) Undersheriff 74 (1404-1706)
Supervising Librarian, Central Public Utility Worker 28 (458-556)
Services 54 (862-1047) Venereal Disease Investigator
47 (727-883)
Supervising Librarian of Adult Services 54 (862-1047) Veterans' Service Representative 42 (644-782)
Supervising Librarian of Children's Vocational Counsellor 45 (693-841)
Services 54 (862-1047) Vocational Counsellor Trainee 36 (556-676)
Supervising Materials Tester 50 (782-950) Vocational Services Supervisor I 52 (821-997)
Supervising Mobile X-Ray Technician 42 (644-782 Vocational Services Supervisor 11 57 (927-1126)
Proposed
Class Range Salary
Vocational Services Supervisor III 60 (497-1212)
Weed & Vertebrate Pest Control Man 36 (556-676)
Weed Control Leadman 38 (584-710)
Weights & Measures Inspector 40 (613-745)
Weights & Measures Inspector Trainee 34 (530-644)
Welfare Investigator 47 (727-883)
Window Washer 132 (556-613)
Window Washer I,eadman 136 (613-676)
Work Furlough Parole Officer 53 (841-1022)
X-Ray Technician 36 (556-676)
Zoning Clerk 41 (628-763)
Zoning Investigator 48 (745.905)
SCHRDWX I
Civil Service Forsonnel
Both the Ddrector of P'lereoantl and the Civil Service
Commission hove reoo nded a five per Cent Incteset for Civil
service county employees. Man Director of Personnel and Civil
Service Commission have mum" Certain special adjoslasnte
is addition; the apse adjustmeoa reoosmsimdsd by the Commission
wry to some dpree from those 31 @F-M nded bF the Director of
Arrsoanel.
I Concur with the proposal of the Director of Personnel and
the Civil Service Oomaissiou to adjust salaries of civil ow Ace
ooumty employees gsnssally by five per Cent. I Concur also With
the special adjustments d by the Personnel Direclor.
I concur also With the Increases recommended by the Civil Service
Commission is the case of Police, Probation, Fisasl sad Data
Processing, and Fir. service personnel; I do not concur With the
decrsaeee by the Civil Service Commissiaa.
my oosments on other seF Madations of the Civil an Ce
Commission ars as follows:
1. mt "Rinsty per Cent of Parity" policy
(involving increases Which automatically
iMComs effective on Jhay 1, 1968 or as soon
thereafter as rsi+os rafts we, M"Otiated)
sbould be continued at this time. >Y molt
policy is to be abolished t1r Board should
*Mw action to froeae the rates and proceed
with a prevailing rate policy e[feotive
Ally 1, 1969.
g. ms 60 boor duty mask for Fire 9mrvioe
(involving a rsdscti,om from the prssemt 63
hours per week) should be appe"aved.
8. mt edwastional incentive pay pus for
muitorued personnel of the Office at the
County sheriff has distinct werit but I
believe that the matter should be given
further study.
In ■y opinion the following additional apeeial adj�actscnts,
which wrra not dad by either the Director of Mrs nnel or
the CYvil Service Camissiow and which reflect my observations,
sbovild be approvedi
Pro"= Proposed
move" Monthly
Iit1,e Ante Mata
The AaYicrlt gn
9Mparviaoz of Mead and
Vertebrate Pact Control 49 ($763-$987) 33 ($W-$19022)
R#eld Sarviae Gacowo
SquiPrat Ss�Mosra I= ($556-$613) L15 ($598-$660)
1po�tiao �L
Mlosinsss and Services
Manger 69 ($1.242-SI03u) 72 ($Ig3ft-$ls627)
Assistant Business and -
Services Manager 57 ($927-49126) 60 ($997-$1,212)
Adainistsative torQ
Administrative Analyst IV
(motive Officer, -
LMC) 62 ($l,Oq-$1.273) 66 ($1,lSM$1,4W)
Director of IMdsaster Offiot 61 ($1,O22-$1,241) 64 ($19099-$1,3W)
Assistant Director of
Disaster Office 53 ($841-$I90M) 56 (3905419099)
ma total weber of positions iwiolved listed Immediately above is
131, of which seven are in the Equipment 'go- w -an classiticstioe.
I '
� a
9CHIDULE 11
iia out Paxsan&"
Pzeseot Proposed
Monthly Monthly
Sacti�.n .8UiW. 2s
Auditor-Controller
(for sende ss as
Controller) $836 $881
Aaooiaotiw O[ficdaisy
Assistant to the Chairman
of the Board of Supervisors $763 $801
Assistant Medical Director 83 ($1.748.-09126) 85
Assistant Secretary to the
Seperior Court and Jhry
Commissioner 31 ($493-$598) 33 ($517-$628)
Clinical Physician x 75 ($10499.$19748) 78 ($1,548-$111881)
Clinical Physician ii 79 ($111586-$111928) 82 ($1.11706-$29074)
County Adw4n4 strator $20625
county Medical Director $21,396 $211516
Mental Health P.aa:+ogran Chief 82 ($19706-09074) 811 ($19791-$29178)
Jbvanile Court Referee 69 ($111242-$111511) 71 ($lp3D5-$111386)
Public Dafender 77 ($19511-$10838) 80 ($10635.$10975)
Resident Physician 1 $821 $8612
Resident Physician 11 $950 $997
Secretary to Members of the
Board of Supervisors 31. ($493$598) 33 ($517-$688)
Secretary to the Superior
Court and Jbry Commissioner 63 ($111073-$111306) 65 ($111126-$111370)
SOUDMX III
RumcutIVIN Ftiorsaioal
(4Yvl1 Service)
Pmt ftd
"N"bly qty
iwiasitasal Commissioner -
Sesler at welots sod 73 ($1,9'1D-$l,6") 75 ($19490'$IL9748)
mosaw4w
6uiidiop Mei 68 ($11p21241904) 70
3tipariataridrot
t Cbmit • l,asd
Cbatarol District So {�,,6�-$1,9►?S) d3 ($1#74d-$2sMW)
Owenty 1lsiidio+p xaispsctcs n {51,906-$'1:386} 74 ($194 4 , 19706)
Comty *Ala 0lf1wt
Cbmty 1AWMiaa 74 (*lq'W i-$1,7ft) 76 ($19474-$1,791)
Camey Probation Otficor 73 ($19S70436"S) 76 ($19474419791)
Cbmay vataraar serviceOfflow S2 ($=-$"7) �4 t# ►- 1, )
O"Aty Wolfarf Director 77 ($11051141i M) 80 ($1605419M)
O,tree"r of tinsral Services 74 ($1,404-$1,706) 76 ($1,474-$19791)
Director of Piaonixq 70 ($1,Z7�-�.,34s} � (�:�►'-Ss,�)
Ddalwtor of fty m ooi 74 ($1,404.51,706) 77
Director of Prblic Works GS ($l,s ,2=) 87 (51,9a4•0#=)
lira Cb1of WOW I 69 ($1,242-$1,510 79 ($&,JW-$1,6as)
VIM cbiGCOUP xx 6a ($19047-$IMS) 64 ($1,OM-$1,317)
lura Chi Groep ixx 38 60 (*W419222)
)
OWN
__ _,C3F3'�D1F°:'F'-'o:nr•,r .. aa, ... 1 ...iriic'; ., ,h". .:.» .z7!t,Y.: _..,.;.. ..,._. _: ••;.�.... ... .. .,. ..._.. . a .. .. r... .a.:, .. ...........-,�,,.�..�..
y'n.
s�
was-
6960 s,
l
asp+► 4. sa'
11940 1
*Paolo
�,a�°` 1o,�iD 11.' 1°
T 400
1.0960 O
Vhsw 7.SO
t!� 1.116
• �' Syb 9,�
4,' its*
votoo
too 9.%o
amt 9910
9.
Poo *SOW Iasi"6,1269.x"6
a.
IVR-VWt3� lo
69,10 s.1oo
si o•�'
4.960 9.' 6
ss
WWI
4
sates v
Hardy Nbdical Plessomel
(Oooaty Hospital Aad Health Dspastrat
TUTS Ps+s..at 3Atia Ps000a�d Rett
Atm Physician $12.50 $19.50
Dentist 10.50 11.00
Dental CmMmatant-Director 1.5.00 1J.50
Plomatrist 9.00 9.50
Optoastsist 9.00 9.50
Aftleosy Otnitist for sxdsnded
am Facility 12.50 13.50
MbdLcal MedLcai Oosul.tants 12.50 13050
Medical Dental GMMItants 12.30 13.38
UNKOai Optoartrist Consultants 10.00 10.30
al
CIIYT ��^
TA fIFITY
BAFL IFEES °#SSIG1fyi, LOCAL 1675
I®ERICIN F'EIBIITIIN IB Sh Fs'C/I TCt�A l MIIIICIFAL Bl'L11(BBS
l " •�
P.O. BOX 222 • 730 FERRY STREET • PHONE: 226-1600
MARTINEZ.CALIFORNIA
May 16, 1968 RECEIVED
Mr. Al Diss r�,!y 16 1968
Chaim an W. T. P A t1 S C H
Hoard of Supervisors CLERKCBOTRAOFS A COVI�ps
Adainistration Building lay wpYe
Martinez, California
Dear Sir:
This is to notify you that the Joint Negotiating Ceemittee an Salaries
and Fringe Benefits of Locals 1675 and 302 hereby request that they be
placed on the Agenda of the Board of Supervisors meeting of Tuesday,
May 21st, for the purpose of requesting the extension of the 900 of
parity policy to all County eaployees in the Field Service Series
classifications.
We are also requesting that spokeaaen from the Central Labor Council
as well as other unions be recognised to speak on this matter also.
Thank you for consideration of this request.
Sincerely yours,
Oa MA OOSTA COURTY EMPLOYEES ASSOCIA71CN P LAOCAI. 1675, AFL-CIO
t
Henry W Cilarim
Business Manager
HW/aw
oeiu/2 Vafl-cio
cc: Mr. Art Carter
Mr. Howard "Chick" Reed
Mr, Cliff Chaney
Mr. Red Aiello
THE UNION FOR PUBLIC EMPLOYEES
ORGANIZED 1941 � �n �
t
JOINT SALARY NEGOTIATING CCMITTEE
Local 2675 Local 302
May 21 1968 ECE VEr
Mr.. Al Dias
Chaim, an
Bocsd of Supervisors T AASCH
- CLE OO OF SUP— SORS
Administration Building o A o r
Martinez, California `- ey ePuty
Dear Sir:
Cnee again the Centra Crista Ccunty'Fnpt6S zes Association, Local. 1675,,-,9p0-_R rs Wore
the Board of Superai cors to-arse -the Poard --to cytknd its polls,► in the payment of
certain classifications according to 9C6% of parity of the ir-4c;;--nidto cumpa:-A le
jobs in the Duilding and Construction Trades Industry to all C6:tnty-employees in the
Field Service Series who meet this criterion.
This y2ar we are making this presentation in behalf of the Joint Salary Ncgoti.a_ting
Camaittee re-rasent?.ng bn h Local 1575 and County Employ?es Union, ,Local 302. Both
County Etployee Unfons agree that the Board of Sunnrvisors should stop it:; disc-rimina-
torl treatment of the employees who work in the Public Works Department in c:1a3sifl-
cations in the Field Service Series. Oar two organi3ations feal that.the critsrion
established by the Board of Supervisors when the Board first adopted the 9C;, of pari-
ty policy was stc:h that such a policy for setting wages at that time should have auto
matically been extended to the employees in the Field Ser� ica Series. It is grossly
unfair for the Burd of Supervisors to disrriainate against this grcup of mpioyces
as has been the case over the pgzt 12 years.
Local 1675 also wishes to inform the £onrd of Supervisors Vn.t the ,contra, Costa Coun-
ty Centr:�l Labor Council ha3 once again reaffirmed its position of supporting our
Joint Salary.1legotiating Commit.teets position for the extension of' tti:s 90% of parity
to the Field Service Series group, and a spo:ieman from the Central Labor Council
will speak on this matter today.
The Joint Salary Negotiating Committee wishes to make it clear that' our unionsdo not
argue with the justice of the principle in-.olvsd in regard to tee paWmt according
to 90% of parity for these clsssifica*inns whlch now rcceiva 9,1% ofparity. We be-
lieve this is a sound principle and is supported in our o-oinirn by thg citizens of
the County. However, as our chart on the back of this pre:;saL6tion a monstrates,
the failure of the Board of Supervisors to ex+-,?nd this 00% of parity policy to the
Field Service Series employees is be-coming a very crucial problem each year. Our
study, as illustrated in the chart on the back of this prese iatiira;, `etc . nstratcs for
instance that the 90% of parity rate for these e7ms:-�1f;cnt3__^1s-is" drastically movir_g
llirther and further apart -frau the actual rate presently paid by thit; Calat�y. For
instance, in regard ti the EquiTment Operator I it t-rou?d in-,m been necessary to in-
crease the wage of that clas:3U"!c tion by 3'2Z six years ago in order to ranch the
90% rate. This year it imuld be ne.essary to increa,c th rate r-Rid to the EqullrmeW
Operator I by 63% in order to pay the e-^g'toyee-. in t-hat classification cording to
9% of parity. In other :cords, in the lal.zt six years the vc-rl�ers doing comparable
work to these anployees in the Equipment Operator 1 c?-%r-sifiration increased over
their ,rage 31% more than t`ie grar-ted to your empl.cy:7en. In regard to the
Equipaent llec.hani.c, it would prese:.T•1y re(raire a 35`° Increase !n Vi-3 wage paid to t,
employees in i.h s classification by the Ceimty in or3.2r to reach the 910% of parity
ra.tc. Six yews ago it would have only cost the County a 20p inr*easa in tl-n verge
paT_d to } c Equig,,r:t Mcchanic In o--,,ear to reach the 90% of parity le-fel, tirh mean:
that in the rain: s--c years the tinrkcrs in this c'assificstion in private industry re••
ccived 15is store S-rage increescs than your er.-cyces received during tmt F<criod.
Our Joint Salary Tlegctlatincl Ccrriitee reauests 1,*hat the Deard of S•.penrisor; •m'..� tc
extt-'id t'.,e 9C1; of parity pay policy to the Field Service SMEs -.ta'sifications as
listed in the chart on the back of this precemnta.tion, 2rc? that 3;ha Board instruct
late C1,111 Servico Omission to determine the appropriate 9n,'6 of parity rate far
these c1a_.ssifications w,,d recomu end such a ratt,e to the Board during the present sala_-
negotiatiens.
(over)
r � �
r
LocAL 1675_22OF PARITY STUDY:
Contra Costa % increase % lost,by
100x- 90% Contra Costa Co. Monthly % increase neaded 6 yrs. ago Co. Employees
Bldg. Trs. Bldg, Trs., County Wage Below Needed to to reach 90% rate in part 6 yrs
Classification Rate Rate Rate 9C% Rate Reach 90% for Ccunty in re 90% rate
Laborer - $1;025 $923 530-584 $339 . 57.5% 33% 214.5%
Equipment Operator I - $t,2lli $1,M 596-660 $434 63% 32% 31%
Equipment Operator IS - $1,243 $11,119 676-745 $374 50%, 24.8% 25-27-
Equipment
5.27Equipment Mtachanie $1,172 $1055 710-782 $273 35% 20% 15%
Combination welder - $1;202 $1,062' 710-782 $300 37.5% 20% 17.5%
Bridge Carpenter - $1,110 $999 676-745 $254 34.5% 15% 19.5%
Equipment Servicemen- $906 $897 '556-613 $2814 46% N/C in 1962 in
Bldg. Trades
- - '- w - - w w -u - - - w
(letter continued)
Our unions wish to glace our respective posittons' cleariy on,record thait we shall never cease in our attsapts to persuade
this Board of ;iuperrisore'to payits etmpioyaes,6n an equal basis-considering their equal gttalifications:and :,job duties
and respexwibilitiel. Both .Local 1675 and 302 consider the-classifications in-the Field Service Series to .be equally
qualified d skilled as are the ciassifications presently receiving the .9096.of Parity, end we reapectfsliy once again
urge this,Board-to Extend the 96% of ptar'ity principle to the'Eield'Service ;Series aaaployaes. ,
Thank you for consideration of this matter.
Sincerely yours,
JOINT SAMY NEGOTIA,1140 COMMITTEE
Henry L. Clarke
Business Manager, Local 1675
RECEIVED
L `?w 1968
W. T. P A A S C H John Sperandio
CLERK B ARD OF SUPERVISORS 2220 Pleasant Hill Rd.
C TRAC C Pleasant Hill Calif.
$ July 18th, 1868
Board Of Supervisors
Box 911 County Office Uldg.
Martinez, Calif.
Dear Sirs.
Not only are the county employees overpaid,but also the
amount of work produced by them is negligable as compared to
private industry.
Im sure that if a large percentage of county employees were
fired, and if a little more work were placed on the remaining
employees, the county could operate in the same manner it is
operating now, ancf�a greatly reduced cost.
I have seen a few shining examples of county inefficienty;
multiply this all along the way, and we have a :.staggering
indiscriminate spending of money.
Further more i have worked for a State governmant and I have seen
its wasteful and careless spending, and I am sure that the Contra
Costa government has the same mood, or attitude of any other
government bocal or federal.
John_ Sperandio
TAXPAYERS AND CITIZENS CO;gMEEZZ
of Contra Costa County BhO57 Sacramento St.Concord, Calif. 94521
July 20, 1968
Gentlemen:
Please be advised that the TAXPAYERS AND CITIZENS COMMITTEE of Contra Costa
County fully supports the Contra Costa Taxpayers Association in recommending no
pay raise for County employees this fiscal year: TCC reccumends the following
additional economies:
1. There should be a moratorium on hiring of County employees for this fiscal
year, -with the possible exception, after careful consideration and evaluation, of
some additional law enforcement personnel.
2. The welfare empire should be reduced at least 50,• Your attention is invited
to the enclosed excerpt from the book "Welfare Wonderland" by Belva Detlof, and
to results of the Washington, A C. investigation of the ADC pzo gram of 1962s
which indicated that only about 1010 of the aid recipients were legally eligible
for the welfare assistance they were receiving.
3• Expenditures to send Comity personnel to Esalen Institute should be elimin-
ated. Esalen Institute is typical of the "Free University" type of learning
spreading throughout the country (especially California), with no structured
curriculum noir any capability of ever evaluating just exactly what was learned.
In addition, there is ample QVidence to indicate that Esalen Institute is a moral
sewer and cesspool, and our County government should not enter into contracts
therewith, and give it an aura of respectability.
4. There should be no expenditures to send County delinquents nor any other per-
sonnel to Synanon. Synanm is a highly structured type of Sensitivity Training:
whose lasting results are extremely questionable. EyManon gives no accounting for
funds received or expended, nor can it supply any verifiable statistical success
results. Further, no officer of the County can enter their premises to check
on residents therein. 3inanon has an outstanding public relations program hacked
by extremely effective legal staff, but to these observers gives all the indica-
tions of a highly sophisticated "con" game.
5• Eliminate the funds for hiring Mrs. Aileen Hernandez of Sen Francisco to con-
duct a survey for the need for a county-wide human relations commission. Her ob-
vious civil rights, NAACP, FEPC, and Federal bureaucracy bias would not favorably
reflect the best interests of the majority of the citizens of our fair County.
Your attention is further invited to the praise given her by the People's World,
weekly communist part�y newspaper. She is listed as the spokesman for the Jeannette
Pankin Brigade W, see People's World, Jan. 20, 19682 p. 12.)
6. Divorce the County completely from that unconstitutional swindle, which is
also known as the "no-win" War on Poverty, which in the final analysis, backed by
unlimited Federal deficit spending, will result in the loss of local governmental
control to the Feddral bureaucracy.
$
_ s .R
a ! !s
-2-
7. It is well to remember in dealing with bureaucracies and their budget re-
quests that they never expect to fully realize their fiscal demands., and that
inevitably some padding exists. No general believes he ever has enough troops
to win a -war or battle., and no admral believes he ever has enough ships and air.-
craft to win a battle or war. All bureaucracies worthy of their name are "empire
builders" and the "empiren never shrinks. Remembering these aforementioned prin-
ciplesy it is requested that all budget requests be slashed unmercifully.
TCC wishes to point out the following facts of tax life to the Board of
Supervisors:
�1� The cost of living has risen 10% since 19651 1
2 The taxpayers have just received a 10% surtax on income taxes.
(3) Federal deficit spending continues unabateds, and taxes are
going nowhere but upb*
(4) The County tax assessments are constantly rising and taking
more money from the taxpayers despite a "lower" tax rate.
(5) Practically all the County school districts have increased
their overrides., reflecting increased costs and taxpayers
are slugged again.
(6) Practically all the City budgets in the County have risen
(Concord 30%).
How much longer do you think that the taxpayers can stand these rising
costs of Government, uith creeping inflation also taking its insidious toll?
TCC respectfully requests that due consideration be givemn to our sugges-
tions for economy in government., and that you take all the steps necessary to re-
duce unnecessary governmental expenses*
We further suggest that you stand up now and be counted as representing all
the taxpayers of this Countys, and not just the liberal, ldftist-oriented "pressure
groups" trying to spend us into oblivion with these socialistiep agitative, and
unproductive theories of g
,overnment that will destroy local government., including
your jobs
Sincerely yours, for I economy . governments,
economy
go'
J a McCarthy, Co-Chairman
TAXPAYERS AND CITIZENS CQ41,11ITTO
of Contra C6sta. County
Encl. 1
CC: Bill Horne
Jo Pe McEtrien
*NOTE: The Jeannette Rankin Brigade is a "peace" group of women protesting the
War in Vietnam* They have now taken a new name - "Congress of American WCment",
although it i,;ill be international in scope. It has 138 sponsorsp and the People's
World lists some: ACLU; WILPF (Women's International League for Peace and Freedom).,
among others. The Northern Calif. leader is Mrs* Harry Bridges; and other members
include Mrs. Vincent Hallinan (the V.Hallinants were identified as the initiators
and principle backers), Ylaivina Reynolds., Jes---dica, Hitford Truebaft. Sponsors in-
clude Mrs, Harry Belafonte., Mrs. Mar-tin L& Kings, Jr.., Vivica Lindfbrs., Susan Sontaggs
and Mrs. Ben Spocko
Ile-
FOREWORD
Welfare has become a way of life for millions of welfare recipients,who had formed an n
Americans. In my own state of California-largest, and hired their own lobbyist, would "rather die
fastest-growing and most prosperous in the nation than let it be known that they were on welfem"I
—one person in every twelve will be on welfare reminded her that when I was a boy in Wiscbnsk.
during 1968. not so very long ago,people said they would vatber
If one and a half million people in California die than go on welfare. Now they object only to- -
alone cannot support themselves, or be supported anyone else knowing about it. Their own con-
if truly in need by family and relatives, then the sciences have ceased to bother them.
human stock which tamed a wilderness has fallen It is this attitude which is creating the spiralling.
into a sick decay which will make them ripe for growth of welfare in these United States aided and.:
_ plucking by any conqueror,foreign or domestic, abetted by the bureaucrats whose job depend on
V But we have not actually sunk this low. It is the size of their welfare"caseloads,"and the proles
�( not true that one and a half million Californians sional "bleeding hearts" who profit from evoking
00
�1 cannot support themselves, or fund help from the ancient image of the homeless,helpless,hiend-
sources other than the taxpayer. The ugly fact is less waif who stands before us with pleading eyes.
that a large proportion of them will not help them- But the days of Charles Dickens the novelist,and
A position with the Department of Medical Social selves, because they have found they can get along his characters like Oliver Twist, are long gone.
Services appeared to offer Mrs. Detlof an opportunity on what is taken from their fellow citizens by the And it is not needy children who cash those state
to be "helpful to those in need" but she soon learned tax collector and given to them by the welfare welfare checks at local liquor stores.
of far different implications. This book gives the high- bureaucrats without any effort whatsoever on their Welfare is one of the biggest businesses id the.
lights of her experiences and some are real shockers. part. United States today.It is the second largest category
State Senator John G. Schmitz and his staff have in- All the welfare recipient has to do is take his of spending by the State of California--second;114
vestigated her subject thoroughly over the past year check out of the mail and walk down to the nearest to education in a$5 billion annual budget. It sup-_
-�� and he states: "The best,most reliable, most unbiased liquor store to cash it. It is an established fact that ports an army of'tens of thousands of guava
and objective source of information we ever found thousands of welfare checks are cashed in exactly employees along with the millions who get the
was Mrs. Belva Detlof. . . . I recommend her book this way. welfare checks.It has become so big a business that
unreservedly to every American who does not want to The bulging welfare rolls in America today do it is-now being unionized. Welfare recipients:are
see a nation of pioneers turn into a nation of para- not mean that vast numbers of our people have actually forming their own unions to demand big-
sites." suddenly become physically and mentally incapable ger and more frequent checks and even leu super
of self-support. They mean that our governments vision by government welfare workers than there
Tk "INOW —local, state and federal, but especially federal-- is now.
have not only tempted people with a life of idle- These are the only unions in the country whose-
ness at the taxpayer's expense, but actually recom- members do not work at all, yet demand,and get,
mended and encouraged that way of life. Welfare more and more pay and privileges for doing noth-
WAm bureaucrats and "social workers" have actually ing.
acted as salesmen of life on the public dole. The situation may seem incredible, but it is
This inside story of "Welfare" deals with cases in
Southern California; but since the guidelines for The majority of Americans would still indig true.My staff and I have investigated it thorouaiily
nantly reject life on the dole, by choice, for them- over the past year. The best, most reliable, mast
such operations are fixed in Washington, D.C., all selves. But many of them do not want to believe unbiased and objective source of information we.
cities and towns in America can point to similar that a significant and growing proportion of their ever found was Mrs. Belva Dedof,formerly on the
cases,varying only slightly according to the locality' fellow citizens are willing to live by choice on Staff of the Los Angeles County Welfare Depot
-
The increasing crime, immorality and corruption public assistance—especially if they can keep it went. She has forgotten more about this "can .
associated with these programs might be checked secret from their neighbors. worths" than most people have yet learned
somewhat by better laws, more strictly enforced; I introduced a bill in the California legislature recommend her book unreservedly to every Amer%
but it is doubtful if much permanent decrease can in the spring of I967 to make welfare payment can who does not want to see a nation of piaoetes
be expected, without a curtailment of govern records open to public inspection _(only payments, turn into a nation of parasites+
mental welfare programs. not any personal or confidential information).One JOHN G.SCHMITZ
........ it seems likely that our rapidly ex- of the chief witnesses against it during committee
panding welfare programs, which relieve more hearings cried melodramatically that she and other CalifOrnia State Senator December 22.1967
and more people of basic responsibility, are head-
ing us toward a rapid reduction of personal in-
FRAUD: UNPUNISHED AND PROTECTED
tegrity and therefore toward a collapse of our •..,• '
vaunted national prosperity. ;Welfare recipiency has become a profession, a way anything he can provide for himself.
It is hoped that readers, mindful of such dan- of life. It is an established means of obtaining the Medical care is no trifling item for welfare re-
gers, can complete this book without blowing a };int of living to which many of this country's cipfents. Among them, can be found some of the
ti fuse—and by the time they finish will firmly re- citizens have become accustomed . . . . in fact, most fervent and dedicated chronic hypoeh;ndzri-
s solve to roll up their sleeves and do something to they demand it. acs on earth. Since total care is entirely free (so
help save our civilization. In many instances, a third generation of welfare far as the recipients are concerned) they make
recipients a busily producing a fourth generation continual use of all available medical faci
SUCCESS . . . . OF A SORT of indolents for the children of responsible indi- Do they have a slight headache . . . . a little
viduals to suppom druff . . . . athlete's foot . . a splinter m
The Los Angeles County Department of Public Welfare recipiency has become a.spreading so- toe . . . . a feeling of depression'(they sbouli
Ar' Assistance and the Department of Charities some- tial cancer,usually transmitted through the female feel depressedl) . . . . nervousness , . impo-
times give the impression of trying to compete of the species to successive generations. tency. . . . a hangover? . . . . Of they shish f0 F
furiously with all the more efficient private medi- If a girl or young woman has an illegitimate their favorite hospital, private or public, or tui
cal facilities. The greater the number of "clients" gild and seeks honest employment to supple- their own private physician who will bill the tat-
(this is the term they use for charity recipientst) ment her welfare grant, it may be inferred that payer for their care Expense is no concern of
they can bring into the capacious and ever-ex- she is not seriously considering welfare as a per• theirs. They don't have to pay the bills. That
panding welfare fold—away from private,and manent.source of income, In due time, she might
the role of the taxpayer!
' 4°
i
privately supported, agencies—the greater the even become independent and self-supporting. Under current welfare procedure in Cal'
t »,' "success"they attribute to themselves. Her child has a fair chance of growing up to be
Does the taxpaying public appreciate such du- up to $300.40 per month is available for boost
Pay g P PP. a worthwhile citizen.
bious"success"?Anybody can be successful if giving But when . . . - the human female pro- keepers and/or attendants of aid recipients.:
-
• away someone else's money . . . . as long as the duces a whole brood of illegitimate children, sed Wives, daughters, and daughters-in-law often re- 4
ceivt "allowances" as housekeepersfor then awn
victim remains deaf, dumb and blind. That pre- b various casual males over the eater t of
y gr Paz' husbands or relatives. How man tax erg would
sents no challenge at all. Of course, there are her fertile ears, it can only be assumed that she y Pay
always ole on the receiving end who believe y y appreciate a $500.00 monthly allowance fora
Y people g is well aware of what she is doing and is satisfied housekeeper in their own families? They.are ._
.R they can get "something for nothing." As far as with her role in life . . . . y
pax funds and public assistance programs are con- -Such women inevitably receive far more from
ing for the luxury, whether or not they can adaod,
cerned, that is true for awhile. Eventual how to provide such items for themselves obit whether''
Eventually, ublic assistance grants than they could possibly or not they approve of such use of their money ,
^
n. ever, there comes a time for payment; in loss of earn by decent, legitimate work. (a dirty word in From the foregoing, it can be deduced that a'
'
self-respect, self-reliance and personal ride, and p' }. y person choosing public assistance as a lifetime pro-
pe p p their o iniont The fact that the receive more
this payment is probably the heaviest loss Society in "aid" than they could get by working hardens £ession is not necessarily impractical. What other-
145
has to bear.. their determination to continue in their chosen trade or profession requires so little in the way'of.
I shall never forget the glow I once saw on the profession of "welfare recipient". They are fully training, schooling, or ability? What other situs-
face of one Director, when, after tabulating the in accord with President Johnson's deathless titin this side of the grave offers such complete'
activities of her office, she discovered that we words: "We are going to take from the 'haves' and unlimited, indeed perpetual, security?
had processed one thousand more recipients dor- and give to the 'have-hots'.�� other line of endeavor provides total medical cov-
ing
owing January, 1964 than during the previous Janu- In addition to outright cash grants provided erage without payment?How else can one so easily
ary, 1963. .. ,•••• •••• for those on public assistance, there are many get up to $304.00 a month for a housekeeper? In
valuable "fringe benefits"'. These include hos i
Many not in need or distress receive assistance g P- other words, what other vocation guarantees so
� at the total expense of the taxpayers. Immorality talization, medical and dental care, surgery, phar- much with so little effort on the part of the m..
maceuticals, psychiatric care, nursing care in the
' is subsidized, and thereby encouraged. Every per- PSY g cipient? ti
version is supported and perpetuated. Children home, and even "home-makers", i.e. attendants or Do you wonder that the experienced welfare
housekeepers. •'
M remain unprotected (with the full knowledge of P recipients, who have learned the tricks of the;
the social workers) in the homes of immoral, sa- A11 this extensive and costly care is provided at trade" from parents and grandparents, are now` rr
distic and perverted adults. All this is provided no cost or effort on the part of recipients and their handing this knowledge on to their offspring and' 1
by the blood, sweat and tears of those weary beasts families. Here, again, the taxpayer is forced by supplying the expert instruction that will enable w
}'# of burden . . . . the TAXPAYERS of the legislation of doubtful constitutionality to provide their children in turn, to become life-long prat
'` United States and California. services for these strangers that often far exceed titioners of the art of welfare recipiency. +.:0 0• Y
F tx tat w t i dl t o`l a
XSI� ,#ti+_ ht - -, a 5 Sok r t _
} +i k w ;` h r- , " �_ _1 -1 I �� 7",_.,,IN ,� ,, -1
, - - ;, , - .--40.. - .. "'A
X. � r9. u
-. r , -1 ..a, t-....,�(
'}�f `K-- !, 'Oh�S'rt�.0 "yz U
''#9 7x+a . 7 �; i•,'. 1 iS. '}' .y w,,c t'°"' sun .. -
tv ,,_ ; ; ,.� _. -++r i :J y�yea -rY ..
&,,m't.., ,, N. -,.� t '-S^? .a'.".;K t..},'ul,<c°''�' �h 1.. t;�x '.t
...'.pY n t 1 y N ,� 1 -s: - d 'i+3.r 1 5 $. ,'o.A C5 :.{ *+"
, „ n F 3 -..1 }' i t t','ykcxa .t •:fF?w ``site-- e„x
.;y' xi-,i w .t �. firs�: 2^c �v ,-S"'�a �" k r i �.r c gyp.,, cx"`"•Y'k r,'F'` u t. 9,• r
�r;rirt.�� a. �...-,..,»+ �+st ��!'.•+'t i`iz .t'..-.Si....�a...".:<.> .J.�'..- .,.. . '' �"u'..''' wN �.{r•r..£.t• -;aE
which they live....all this,supposedly, from- �ssam�trtsst� C as A t�Zta atttie from Puerto Rich to the aatnur£ed but Ant a fritsfd:14e
CASE HISTORIES wrlhrr funds. A � nor re. U.sa ;a 1455.Since he came&ma Puerto was not suppatl[I Irk
Several questions. however. remain main. On Manch 6. 1962.the Chairman of the sub me�°y'�'
FICKPOCKM IGR i MADS q Rim.be was not considered an alien.He was trot I eapfa£aed to her t�under the esrcwaatanas .,
fwertd: a) where was the elusive but ever-loving committee on the District of Columbia requested immediately eligible•however,for all of the fret it appeared doubdul that#could be apI"a ,-.
In California• '"%hail Assuming the Role of spouse all these yeas? b) if he was working, the Comptroller General of the United States to medial are he and his family requested Anti for aaiicial insemination and asked her to watt in
Sp«use"cases are called MARS cases. Every so why did the family receive tout public assistance? maize an investigation into eases serviced by the received. the lobby Unfit Ihad eiari&datteseclassile. ,
hrn. interested taxpayers become outraged at c) why should the taxpayers have supported this District of Columbia Public Assistance Division, Mr. Apriila is not a lazy man, nor don he A:she I&to iaurn to the,waiting rcrom�the "
cl5 type of immorality,governmentally subsidized family,and assisted them in their purchase Of a Department of Public Welfare under the Aid m lack the enterprising spirit so valuable to this told me urgently that:that was little time:m,
by tax-funds,and create a little disturbance.The home under the circumstances? Dependent Children"program'% country,In the 10 yeas he and his wife have been "waste".The man'w6o bad iatiarniaed to.arae �•
welfare authorities console such distressed tax. Many of the taxpayers who were forced to assist Of 236 cases investigated•only twenty-three were in California they have been able so buy and pay his sperm was a sailor due'to'ship`osst the very ,.'
payers with the assurance that'*There are so very, this family,while it bought and laid for a home. found m be completely eligible,with no infrac• for six houses.From these,they have collects.con- next day, - ' - - e
very few of ttrrsr sous."In a manner 4(speaking do not hold title Erre and clear to a boort of thea tions of eligibility requirements This mcans that sidcrabie amounts in rent. After she left. I called the physician who bad
than are tailing the truth,but suppressing a signs- awn,,•, only 9.7% of the rases investigated were tegalty, One reason this couple has inert able to buy referred the woman to out deirrtiiseat I ax
ficins detail.it doer not salt tong for a mai"our • • eligible for all cite welfare assistance they sorra' aihd P+7 for so much real state was that they, plasma. that this wontan.'aaoatdmg t8 ha Mal`wining the role Of spouse"to:cake a fertile we!- Anna Maes welfare rase was opened in Los receiving,,59.8%were found to be ABSOLUTELY fare masher pregnant. 7'htcn, magically, it is no IeT1 8 obtained all aF their medial arc free of charge statement.was not even taarried 1 alta explaieed
longer a MARS case! The conception, tile ib Angeles County in 1444.It has never been claseh- INELIGIBLE for any financial assistance, i.e., (m them)through the tax-supported medial facil- that for most of her life she had bear supported by
PAlread•same of her children are themselves head: more than half the anti.In other words,almost
-
legitimate offs ring, in some distorted .manner, y 60m °f the receiving financial assistance fries of the is County of Los Angeles. For meal sats funds Thea I to
out that eertadnlyist
offspring. of brood groups supported by use funds Anna, t'<�s 8 fronting an this mkt, he and his family during teemed inadvisable so txeste another pstxgmsicy
instantly
"legalizes" the union. Thcre are many, herself,has a few resile ymn ahead of her.In the under the•socalled Aid to Dependent Children mon of these years. had been fully covered by (at taxpayers'expense)so that another child could
mail),men assuming the tale of spxsuse to welfare past site has never failed to cogccivc and ptoduce "Plan"were NOT ELIGIBLE in any Awry for such medial insurance through Mr.Aprilla's place of be added to the relief rafts,
mothers, to swhatn hese been txrxm mane, many with automatic regularity.Theta is no reason to: assistance. enplaymcnt! tYc were neves provided with iulormatfan-a
illegitimate infants. nu: this information is not think that she will change this pattern now.This ••- •• Yct,until I interviewed Ms.Aprilla,no admin to the final determination on the
rrtrascd for public tansaemption' a Private lu" u!....and even in a private cions worker had questioned or discovered their for such applicants. Later, howeevver, I.woper est�;
might.gala logically,bring her net human pro Pei W pr' q pp
• • • duction total to a roximatet twenty mdividuaN rota. considerable investment in real estate,the income that the supervisorand the Medial Director bad
AlmaAtma, all the
averages pens es sheer deems e c Y g She told me indignantly that she had no inten- from the rcntals,or the medical insurance.The "solved" the problem in their a ual-mamati. '
a mon ,pth tut all the cordial ocpettsa she deems all supported since conception by tax sande.Count- tion of twin rd�'n a sycntt- tate room,math px
necessary for herself and her fifteen children, ing the medical care.hospitalization,pharmaccu- g P itt payers were (and probably still art) being They no longer required such appliounts to"I"
At the moment she is again pregnant She an tical',etc, provided this family. the cast to the las a ward.Her husband lad pard for everything• forced to provide free medial care for a family with the cligi tilitt standards
identify the fathers of only five of her children. taxpayers can be conservatively estimated at six despite the fact that they originally attempted that can very well afford to pay for its own.Cam. • Is •
One father she actually married.... but briefly, hundred dollars per month. Over a period of to get it free from a County facility.Because of putatively itw taxpayers own six houses.free and I co and Mary Cotton readily admit not hatrftts
this.I suggested that since her husband had been dear! • • . .meed in Califamia uouZ MaEch. 196L Ibat
Monogamy is not for Aetna Mary.The test of the twenty years slut amounts to 5144.100.00. This obit to enough mon to saver her art,at that
get R money Mrs Cotton would ties have beam
children were sired by parties unknown. figure.acs not include the costs accumulated by time.perhaps he could do so again.At any rate,she Theodore Kanndos was barn in Hungary. He eligible for Aid to the Totall>r Dirbled
Anna*s children who already are aid recipients. was not chi bad been in l.as Angeles only seven months when
Of course, Atma Mary's grant wouluntil-at
d be still gible ftp free medial are frust our !east April, 1967. ' ...... Herm+•+••
larger. had not her older children already em- Can we estimate stat at teas half of Aura's County.This infuriated her. he applied for free medial assistance. A tingle warrant,and all thereaher,"were set u in the
barked on their own careen in illegitimacy and children will imitate their mother and tiro an wel• Next day&tic was back,with het buss AmL-I-his man, tee was carning (by his own statement) P
nine, which are now being wpara et 1y financed farel (The average. utuatly, is a grear-drat time they were inteivfeirecl hiy"the Medical Di- $435.10-per month;and toad prepaid group meds amou�'t.oLj32Y.,,.ci.wbicb.3213 W,uvo..pati " ---;-
caI insurance throe the----Union.This insur- for a fult time howatseter
out of public funds higher.) During the next twenty ),errs, should rector.It sinned many jobs had been found for awe covered out-patient medial tare as well as The woman and hes husband admit that her is-
t4hat Alma Mary and her children have and even half of Anna's children follow the family Mr.Elenas by tite church group which sponsored earning •;650• a month. The maternal
twill cost the defenseless taxpayer is bei-and calcu- tradition of welfare recipicncy, and should they the famii's coatis to the United States. Each hospital are- g > ''
p'> y S When asked whyhe felt he should begivenmother lives with them {She tt not preaard b
. lation. To date-apart from delivery costs and avenge the same amount in aid grants (records time•however,tic had quickly terminated his em- free medial arc• e explained that he hajust be of help in the house,because she is said to be
other medial larges, and apart from those indicate that grants are tieing speedily increavef), p(oymenL Ile refused to work unless his net aro- I too old and m have a ban condition,which has
children who qualify for aid grants of their own- dhe cost to the taxpayers would be$1.440.000.00• ings exceeded one hundred dollars per wctk- gene into debt some rt hundred dollars for new never been verified.j'There are four children.two
furniture for his apartment Such a debt made
AFnta Mary and her family avenges from$500.00 for merely one half of this xainans offspring.- Once, when his take-home pay was ninctytigdst him feel alta nervous and insecure.He could not of whom could also render saint ariwance;if the ..
to$600.00 per month.This dots not make Altai And there are thousands and thousands of dolUrs,he stilt quit the job. q family desired
conveniently repay the money he had borrowed
Mary fcx!guilty.It does not worry the mate part• women today'like Anna Alael After a few moments'discussion with the Medi- The family is buying the Inane where they lite-
nen who provide tier with practically unintcr- . • • cal Director• medical service orders to a private for the furniture and at the same time pay for The wife appears to be suffering from neuritis,
were given them at lax ex medical Attention.
rupted pregnancies. Nor does it seem m disturb Wilma Roberts knows how sa play it physician 8i WYm PG°x' Her social worker entered this statement in tie
smart,,•-v smart! A few cos • . • Kantu as knew his insurance would almost en-
tau social worker who continue stzenely to pia ern Y ago, using tirely cover his medial care since it was the result case report: "It is obvious that the a otnan is.
out aid funds and to shelter Alma Mary and her her excess welfare funds, she bought a lot with MIASQUEUDE PARTY of an accident:but he did not want to have so completely incapacitated,since worker noted Air
a
kind under such a cloak of protective re and two houses.Here she maintains an establishment The man is a fairly reasonable facsimile of Frank- out a single penny of his own. pay spilled sugar as she was trying to swtetsw An
secrecy. • • • for hencif.her four minor illegitimate offspring, tin D.Roosevelt.Sr.He appears to make an almost This alien preferred to have the native-born coffee.' a • it
her three illegitimate adult daughters and their conscious effort to mimic the date president.As a citizens provide him with medical carel ANYTHING GOES
Mercedes Howard was brought to----Hospital illegitimate children. She and the older daugh• arson copy he is complete as to looming voice,at- Kanodos carried no alien registration card,as
with the fallowing diagnosis:"Ill with exhaustion sees all worL diligently at the dital profruions of ways jovial appearance and wtwd chain Let us tall required by die Federal living in
l government and the Im• That wait other woman' I�-
tier baby-sitter had to leave and she just unmarried mother and prostitute. The welfare him Samuel Dawns,which will suffice for our put- migration Department.He claimed that he never Beach' who came replady so-•--Hospstrl for-
cannot cape with her young family", On inter- cash grant for this active little grou}j is far in pose, had done so,and did not intend to do so. medial are-Atsbatto she adsiged ascanft her
viewing Mercedes. 1 found her to (se a rather txcrss of 53000-00 per month.Add it to all the Dir.Downs was ranking very.very big in a little . . . rnm home,fret and dear,and aldwudk-pee cE
attractive young woman in her late twenties. medical tare required by these praltutive fnart
tules, res ,ata (NOT in Los Angela Counry), lie Otto Nichu is was burrs in Germany.He seemed the several diamond rings$be wen ant hie
At the moment, however, her disposition left and)'oil can set that they con rite taxpaying public was die*"unpaid" field'teptnentative of the to have considerable difficulty remembering just been nearly four kxr^ dot isdsted'dee bt w
much to be desired.In fact,she was acting the part quite a sum of monry. Of cootie, Wilnea is a United States Congrenmaa in that area.He was when he had entered the United Sates.Actually, tout income seas only sixty-six doDaa per waawh-
of a shrew.At twenty4even)eats of age she had taxpayer. too.She pays taxes an tlhe two homes the chairman of the local Democratic Commitmt he still considered Germany his home, and an She and I both kmw th>e assessors baidy
been pregnant ten times. As the result. she had she owns free and clear . . . . paid far from ContinuitfT attire is lamb politiat affairs !u was Address in Germany as his"home aoldtew This pay the taxes on her seat pity,In alae frit
delivered tight living infants had one abortion, welfare gents tt'ittnas fovtth daughter was tam abways busy arranging luncheons, conferences. man was a glider enthusiast and had been injured. and clow her.Nevertheless.I tolowei kwon,now pregnant again, to be lauiichcd on the remunerative career of meetings big dinners with top ranking Democrat in an accident while pursuing his hobby.At the titmt and accepted by a her wunL'
'hen Mercedes came from her native Arizona• unmarried mother and srostitvre.That,of course, There was still another seaman with dassis h-
telt three of her cdutdrrn behind. She was i politicians,mayors of the county's cities{including time of his injury, he was (so he said) unem• of.altars at her aamiaaad who
feasted aediral..
would incarasc the lout collected by this lively dee largest), played and receiving fiftq-five dollars weekly un-
quick to say that rhe did not know wtat had hall- family. Dir.Downs claims m have barn nate.Esam em Y 'art at•---Hospital'ei en though sheeoddenift
pened to them and that she couldn't care less. Since Wilma and her dao hter%all live csnid gno ploymrnt compensation His wife was hove paid far the services of a private piyaieitt
S } one of the highest ranking bat known Eastern employed however. Then wets no children de- Since she had Jong receised medk-I ore'braes _
Atter arriving in California she produced- together,thea is always souucone at homy in case private universities He is stove,polished•artiets- pendent upon the couple. After his injusyv he the Com medial
with dee kind and considerate help of the Bureau of a visit from one of their social workers•while lata At this particular time this man lived,in s County fae0ity a determiiwviiad '
of isrgan receiving seventy-five dollars per week dis- rut that she should cousin def rhes determination d.
!doss italc fi cat�orechihldren�all lluatunu r t atairmt o l not ntrtrndy excessively pxegnanc are threo-tteolroom,twotstth home With its own Pm ability compensation in lieu of the unemployment charger Yet there was proof she to-do
posiss. dant
1 r8 Y" S vase swimming pesos. His rent was in excess of compensation. ;20,000 in cold cub at the time
Mercedes told mc•site was demanding that the When intetviewod at-*--ypospiul in 1964.Alice onrhundrtdditty dolts» pa month. tie drove Until a few days before the accident, he had White investigation to establish the truth or,,
Bureau of Public Assistance provide her with a Wilson stated sire was receiving approxittauly (drives) a namely new model car of expensive been employed as an engineer acting;20600 a falsehood of statements made byraipieets,d fay
full-timeeto housekeeper. instead of a stere baby, three hundred datlan month from Aid to ittaka week. His medial insurance from that icon medial are in las les
titter,to help eke are of t}te five children is the Families with Dependent Children,Although,ac- Yet. Mr. Downs was (and probably still is)a still covattt this accident and the axe for the frowned on, now that rtthe Stade the Fed"
}roma white she was going though this tenth welfare recipient-According ro else care record in
pregnancy. She said crossly that site intended t° cording to Alice.her spouse was working at two the local welfare offices this man is a ttripient of. ml°ry' Government and the County admiaistratian all'
rctuain in the hospital•until said full-time house- Jobs anti earning in excess of five hundred dollars Aid to the Totally Disabled The woman he con- Yet,after the accident•he applied for mediacare.l combine to provide such free re•any invdtilp.
keeper was provided. tier most fervent haps was per month,he was not contributing to the(am- tinually introduced publicly as his"wife"is)!sled are at----Hospital and was admitted for erten• tion to verify such statements is LXJJ,kMy
that her "worker" (social cawworL r from the ily.{Actually a little telephonic invesigstion re- in the caw rttord as a tax•paid"attendant."The sivc,ditficultorthopedicsurgery....free to him FORBIDDENt
realm the man was netting considerably more titan wha had Appointed ML Downs as at the taxpayers'expense. Thu seems utterly fantastic,yet I knew it to be
Bureau of Public Assistance} was having"one half corigressman pest . • • a fact.Especially does it scan fantastic what ane.
of a time Lakin care of those five braut" Eve hundred dalton per month,) his"un d"field rt taiive was well aware I Y
S Pi°t lrresrn Florcnoia Martinez was boss in Mexico in 1913. calixes that the Federal Government (Abe isiti•'
Alice stated that•she was too"proud"to go to of this fact. bemuse there were several ietters According to the records she has been receiving Prue of this interlocking"plan") is pretirtrbly
jtfarilvn Houser was bon in Oklahoma in.925• tier hustand and beg him for support mousey. tram the congressman urging that this man be public assistatue rimae 1947. Slate 1951, haw familiar with the report rima the United Staees
About 1944 she derided to make her home in Since public assistance was so easy to obtain stir paid a grater amount of tax-funds for his "at- ever,she has litcrally been commuting back and Comptroller General's ol6ce in 296L tagmdits�
Los Angeles.Some time before this the:tarried had chosen that route. tendant".Yet,the res alwa s refaced to
Samuel House•,but the marriage was of brief dun Had public assistance been less simple anti easy the woman as Mr.Downs`wife in public .... ford'between her home in Mexico and the home fraud in welfare cases in Washington,D.G.Tbe
ation. To Marilyns knowledge, there had been to obtain• this marriage and many more like it at the same time he was receiving the full quota of friends in Los Angeles County, report,you may recall,showed that only 9%of the
no divorce.This was no deterrent to the almost might have been,out of sheer necessity,salvaged of Aid to the Totally Disabled,Mr. Downs was florcncia was an unmarried woman with five cases investigated were receiving public asrwsx
Wal r ancies whereby she has added site y h also receiving cataria i bentfiss for his disability illegitimate offspring•according to her first report- legally and in the proper amounts.
P r8ts y and eventuate remora- In 1964• she sudden) discovered that she had Dfedi•CaL lie its counterparts in the other• •
infanu to the five allegedly tattuerrd by THE PROMIISED LAND Pim another atbswaiwr Esu the attendant who pub Y States credulous to hate' the Fad
^l,Four different men arc named as the fa• lirly'posed as his wife. two additional children supposedly born to hit in enough jottted
'hers. The United States off America is indeed the"pmts• .......... 1951 and 1952.She insisted thew children were oral Government in these frtt medical ewe"pillow
From her profession as welfare recipientDtari• "it land".... for aliens. ...... The only iniestigation regarding Dir. Downs' hen• although they had always stayed with her grams",ends by being a program of"fire grebe"
syn collects a tidy monthly income- One of the The arrogance of a good many aliens verges on income from other sources had been to merely mother is Mexico. Now she wanted additional Instructions, rulings, -manual team;
the fantastic.They will arrive in this coup one a�
children was fathered by a aur who conveniently ay ask bins if lee tad such income.His"sworn state- public assistance for them. etc- Misting to medial pubitt Auistattae asst„.
admitted paternity before dying.This made the perk.The next week finds them DEMANDING ment" had tern accepted as PROOR He had . . • * straight ut of duct in Woridtr pie
child eligible for Old Age and Survivor's Benefit, seise assistance,The know they have ixen at. The most inrexating thing about her was that I'
Ina Y cY ,worn that he had no income other than that from straight g .alarc that EVERY applicant from the Social Security Department of tare Fed. lowed to enter the country on the understanding the Welfare Depssrtmrnt. she was completely candid about the fact that she PeTV'Dpedt•Cal MUST be tatif_ied for it.pplicant sot .
-trial Government.Aiso,the child we.a bene that they will not become public.target for at ...... ACf(ALLY resided is Mexico,tither than is the __ .. 4 _ T �
___ _
leas five years. They know that deportation is Many are ttnasgtneadea"perpetuatsd tender' United Sates and than she had aero lived is shit the Oim'Asked to,gave tie.arsine•ill'
of a Vrttnn Survivor's Pension. These sums p°, Californay •ahicid. Rich a remarkable w
added to her Aid to Families with De dent rite prescribed Punishment for such vioLuions. Y • country for more than a few months at a times eeamt wid"yed and very t,repenLat to
Children
welfare
fh month Naturally.
$600.00.saThe animist tfaamily. hrh�of healthy young bides many
afforded welfare
a opients mouse of this,she was totally ineligible t��b� $18:from the Federal Government orr''
andY y y g y Pec" things assistance,and should have bun y
known in his comtmuni pons cars'bcfore. fiatioa Wean'taffadmaprrttrtn
receives frit obstetrical and cordial arc for her maths and two ishan„ arrived in the United gas the re. -b a and P�y Id "
self and the children. Slates from Venezuela in September, 1960.They respected owner of two separate active businesses • • • Dfedf•Cal (like similar"pbw in other pad'''
,dgis matriarch of.the'welfare tolls is blooming were of Cuban origin.but had left Cuba several His attractive wife, who attends many festivities At • • cipaung States) is handled in the mot ca[eI[ee
!f assured At the time I interviewed her,yens ixfore tanning todee United States and did and social affairs is always beautifully groomed Dfr.and DIn Diorama had arrived in the United funnier No attention is paid to tine fan hitt
it just leen delivered of her eleventh child not enter under the Cuban Refugee Act- and gowned States California and Los Angeles County just recrFwent may also ham private°r gtrrnp
Lying there in a hospital bed.Marilyn appeared They sinned a most personable young couple. Yet. William John's mother lives in a local five months (so they stated) before they appliedmedial insurance'Nor to the fact that an itdirid
to tea personage of same importance in her awn v well-dressed in a so for public cul may.be covered by disability benefit wrath- .
px mgt par ern sophisticated -high-style" boarding homy and naives Aid m the TOtaHv p Inc assistance.Neither admitted sa having man's compensation,a at.
right One got the impression she was accustomed manner.Even the two children wire wearing the receive Old appears
an
sr'i he n This. hoold wever,
x to alien
alien registration cards. As the interview pro. California's percent Gurssaor,floral.»<egt�I
to giving orders and of having thaw orders obeyed. Lind of garments found only t. the most exclusive enait Dir.John's making known his isotone to gotta., it developed that they had been here has stated that in a very few yeah Medflii world,
I was struck by her air of authority and exquisite children'wear shopu la fact.their clOdha wort the load welfare It would result In his only x couplt 4f days Qa the advice of friends, consume an amount equal to at in ethanes of cit
disdain. Her long• slender hands were soft and far more fadtionable and costly than those worn agency. also Mexican nationals,they had applied at once States tout internet
beautifully manicured....not the hands one by most of the taxpagas sad their children, bavin8 so pay far part if mat aB,of his modsces for free care.since,itwas"soeasy toges" To summarize,the pertinent questions are:
expects of a woman on public assistance,just do- It had taken the Edcnas three years to reach living the Th s the old ed lady
so is Wined onn Finally the man admitted they were on tate 1.Lit wroible tha y sad an ioteMfgatdet
livlivered of h The er eleventh
eovernightd.ba tier make-up
is Los Angeles: but it tarok them only a couple of Aihas no responsibility.Ti Totally
at Mr.J tion,He was actually employed as a carpenter by into the veracity of an ap plica ses:tames be
8 months to arrive at the medians aid office after ...... the Government o[Dfexico. FORBIDDEN?
was an expensive one. Her gown,with matching getting to California. Their interview with me -Elie younger Mn John states that because of her In providing such aid in California, several 2.Should the taxpayer provide fm:medAttil
negligee casually draped over cite foot of the fwd, did not trprestni their first demand for tax-funds husband's support for her mother-in-law,she must federal laws were violated, all with the aid and are for those financially awe to provide 4 for-
was simple,elegant and costly. They had previously applied at Los Angeles.•-• work in one of the couples stores in order to make connivance of public employees in this country, themselves?
Matilhn's amusement at the questions I asked Hospital and been given referrals to private 'ends meet'. This the will no longer do. Social • • 3.Should the tax
her was unconcrtled, as if such inquiries were W7m t an
q "part-pay"clinics worker feel that only if this man is relieved of IT'S MAGIC are whore a rccipieat has other programs or plan
beneath her. ......... Mrs. £teras haughtily refused to answer the support of his mother will his marriage survive-" The fertility clinic at•---Hospital is a flousish-available to him?
It occurred m me that the men who visited this -I '
handsome creature probably paid very well for usual questions.although I explained to her that Therefore,the man's mother blame a recipient ing department....at the expense of the tax- And finally must taxpayers be fora cdttci supprft
her favorx -
everyone applying for the fret medial a•-ia,�e of local tax funds,as a beneficiary of the"pro Wycm a"plan"that ori anti , - in hmmltroptfnf the
• • • (even the eligible native-born citizen) was ex- gram"entitled Aid to the Totally Disabled She One flay I interviewed a woman who was ap• Suit?
Either Herren was bars in Mexico.At fifteen petted to answer the same questions Finally.after is in no sense totally or even partially disabled Plying at this particular clinic for artificial i.e.• There is one more question: WHY!
she came to California to confer upon site United her refusal to answer questions,I suggested that ,;,, there sou anomer enrrT in the case NS semination. She had already seen the pbync»ut "na "��"�� '�
States taxpayers. 4111�mr 'L
in due time.the full burden of site use the referrals she had been given at the that, ih the mother would became who was to perform the taste-Everything had been Ibis�fi�alsAU W01
her seventeen children.She began her successful hopiut.This she indignantly declined to do,sat- gritting eligiblefar Otd 5txurit at 65•inn the sake of �O�apt clearance with the Department at fe��'hg'M a di hY�T�s'�n
Age y topping both the greases trate d lir-'
career as a 01"'family'was
en with thtfare e birth of recipient
at the child ripe
ngel),ge of inadia tshe
fo ndnot fe clinics re to 6heraced t c�paia her oa Aid to the young ,he Totaes ltt was DisahIrd rs tttrkeep
tht D(Reviewing edical Sthe wOKmans case. I ducavtred that npidy �es. tax dollars and the lmtin oia Its
claims only one father for all firm children• f er care with a PRIVATE ph)sitiarL younger btn John tout.not bear to see any of the woman and her children (both legitimate and D copy SIA6 S cepla dl
even ims to be legally married Moreover, When asked haw she handled the medial prob- her hustuml*s income go to the support of his illegitimate) had been supported for many,many to copies 35`00 2e.e•eiss$Isa
a frugal one.and able in a compare- ferns for which the original referrals had been uv yam on the Aid to Needy Children"program•'.in �!a0�k
tivety short time.to buy and pay for the home in given her,she said her husband had placed her'in � • • • tact. when asking to me she said that she was COtK1lwiC�rY IM Box COM,OAC,
THE NE•ISIORK OF PATRIOTIC M=R WRITERS, BM 2003D, PASADENA, CAWF.91105. 4c EACH,50/$1.75,100/$3.00.SDSCRIPIION$2.00 PER YR, ~bwa~'Catlaalw Nth
1.
C,
'+nraf*'f'}1'`.. " `,'t kt �, ,tt t r., 1. tx „e, .
.,., r' .wr .r; ._ k,rd`"i.° :!+ '- "1. '� le ifs Yi,
1. 1 e.1 zr t r
s`-a .�;' i ,_our ^hs`J,yriga'x a" ''&�,{},
T:, Mit,y! Y t
e.' , i• t.
A C�FSTY
CY�1T � t
FIiFLYI'FBS
Is
4041CIL 1175
AMERICAN FBIRMIN YF S4`�t , 1 - yA11 NUNICIFAL BIFLUIES
P.O. BOX 222 • 730 FERRY STREET 0 PHONE: 228-1600
MARTINEZ.CALIFORNIA
July 18, 1968
ERECEIVEDrlr. Al Dias968Chai manW. T. PAAS CH
Board of Supervisors ERK OO ROOFSUPERVISORSAdministration Building o RA Co
Martinez, California Deputy
Dear Sir:
In behalf of the Joint Action and Salary Negotiating Committee of
Local 1675 and Local 302, I hereby request that a spokesman from
our organizations be recognized to speak before the Board of
Supervisors in regard to the salary and fringe benefit impasse
existing at this time. This request is that such spokesnan be
placed on the agenda of your Board of Supervisors meeting of
Tuesday, July 23rd.
Thank you for consideration of this matter.
Sincerely yours,
CCNTRA COSTA COUNTY EMPLOYEES ASSOCIATION, LOCAL 1675, AFL-CIO
� i .
�y
Henry QL. Clarke
Business Manager
HLCAW
oeW243/af l-c io
cc: Mrs. Geraldine Russell
Mr. J. P. McBrien
4
THE UNION FOR PUBLIC EMPLOYEES
ORGANIZED 1941
'tnyjK' .�i n
i ECEIVED
R
W. T. PAASCH
Board of Supervi onr : -CLIIRK BOARD Or SUPERVISORS
RA
WPB ;
Re: Flat 55 raise for county employees
The greatest thing about a flat 5% raise is
as fol.lowa:
Employee; earning 500 per mo. gross 25.00
employees earning 1500 per mo. gross 75.00
Emplioyees, who earn $15000 use county carsr county ga:s, and
county insurance. These employees can add approximately 175.00
per month to thair income- they a_re using county facilities:.
Granted their cost of living; is: higher,, they purchase steaks for
dinner and I don t t meats sal 3 sbury ones:.
You people, the- Board of Supervisors, have the use of county
cars and nothing less than cars: of your choice, including
Chryslers: with air conditioning,, for your- part time jobs for
which you receive $15,000 per year.* y6st of you make more at
your full time job than your part time county jobpays: you.
:'!here is your humility?
4 county employee.
(If I signed my name, could I
continue my status: as: a county
employea?)
c.c. Icn. "scree 'filler
Board of. Supervisors
Local 1675
Contra Costa Times
Oakland 'Tribune
A�
S
C I I T f` l ' rfIVITV
EIILrIyIE8As3ar ntt 1675
A�IBtICAYg/gtATIIY
Of Skil;I =10 ;.a ;SAI! Nt1MIC1!'AL BMFLIYBS
P.O. BOX 222 • 730 FERRY STREET • PHONE: 228-1600
MARTINEZ.CALIFORNIA
UCEIVED
July 11, 1968
Mr. Al Dias W. i :1"S,I
Chairman
CLE OA n=SUP-_11V+FORS
Board of Supervisors lay
Aftinistration Building
Tiartinez, California
Dear Sir:
In behalf of the Joint Action and Salary Negotiating Committee of
Local 1675 and Local 302, I hereby request that a spokesman from
our organizations be recognized to speak before the Board of
Supervisors in regard to the salary and fringe benefit impasse
existing at this time. This request is that such spokesman be
placed on the agenda of your Board of Supervisors meeting of
Tuesday, July 26th.
Thank you for consideration of this matter.
Sincerely yours,
CCNTRA OUSTA COUNTY EMPLOYEES ASSOCIATICN, LOCAL 2675, AFI.-CIO
CH6V CKaarke��
Business Manager
HLC/aw
oeiu/243/afl-cio
cc: Mrs. Geraldine Russell
Mr. J. P. McBrien/ /
THE UNION FOR PUBLIC EMPLOYEES
ORGANIZED 1941
i
JOINT ACTION Ca01ITTEB
Local 302 Local 1675
RECEIVED
July 8, 1968 AIL L 8 - 1968
W. T. PAASCH
CLERK 8 ARD OF SUPERVISORS
rR r
Mr. Al Dias ,�,.
Chairman
Board of Supervisors
Administration Building
Martinez, California
Dear Sir:
In behalf of the Joint Action and Salary Negotiation Committee of
Local 302 and Local 1675 we are reminding you and the Board of
Supervisors of the position of our Joint Committee regarding the
present salary and fringe benefit situation.
We repeat for your information that we still demand the full implemen-
tation of our Joint Action and Salary Negotiation Committee Program on
salaries and fringe benefits. This means a $50.00 per month across-
the-board salary increase plus inequity adjustments above $50.00, as
well as the detailed presentation made by our Joint Committee on fringe
benefits.
We wish to remind the Board of Supervisors that our Joint Committee in-
structed us to request that your Adainistration and Finance Committee
meet continuously with our Joint Salary Negotiatia0 Committee on the
matter of salaries and fringe benefits until an agreement has been
reached.
We further wish to rescind the Board that we are calling a mass meeting
of all County employees for Monday, July 15th, at 8:00 p.m. at College
Park High School in Concord in order to- enable the County employees to
instruct our Joint Salary Negotiating Committee as to What further
action they wish us to take.
Thank you for consideration of this matter.
Sincerely,
JOINT ACTICH CO_Yar r"E, LOCALS 302 AND 1675
` RHerbert Sch err Henry S. ,rC(1ask�e
Business Manager, Local 302 Business Manager, Local 1675
cc-. Geraldine Russell
J. P. M.cBrien
Each Board Member
I. V
rid!
JOIN? ACME CQgtTt'TBE
LOCAL. 302 LOCAL 16?5
f 1968
RECEIVED
K'. Al nines 2 - 196$
MM1=M W. T. P A A S C H
Bxnd o,irviaaws _ CLCRK BOARD OF SUPERVISORS
A inistrutian Building ay co RA CO.
Oepufl
our sir:
The Joint Action and Salary Vepotiotiip Co wittee of Local 302 and
Local 1675 has mat 3a reawd to the i nIMY and fringe ban
fit a ctuat ion and has wtod to iaattrct its soh M t as follMS
1. That we still dou d the full taplsnwttatim of ante Joint
Action Salary Negotiating Cowittoe. Propot on salaries SW
fringe benefits.
2. That the Aoatd of 9upmiswa kwt:uct it•.oesinistmtim and
FhMee Caanittas to meet cantiAa WLY vibe nae Join& SdW
Negotiating Cowittee wtil as optwasot an salveles and
fringe bewfits has beam ahsd.
3. To infom the Boat'd that tis we caltiip a sows most%$ of all
Cowty smployeas for M ndgte July 15th, at st Go P.M. in
order to amble the countlr septw to iesterct oar ,point
Salary NagotiatiM Cawitt s w too at twt wr action they
should take.
Thank you for consideration of Wo mattes.
Sintftvly yo&sj
JOINT ACTUN CtliNtlME, LOM 302 MD 1675
Lova! 3E3 Looa1 16'�
HEALTH DEPARTMENT
Contra Costa County
� �1 P.O. Bax 872, Martinez
TO: ft �%t� t � i�Yl � t uv�w V� 11t�(ct Date: �E ✓UVtQ
FROM: Subject
U Ass)
T H , S H 1 Elf,
��� 0 ,
axihg-A
per..�� � i'u �t. - �'�'�-�•c.�..- ��"wv�"' t s s � �-t�,,
t4 C 0 3�, cv, av\l If
OL-
�.
ccs v to
RECEIVED
A
AN 2 4 1968
W. T. PAASCH
CLERK BOARD OF SUPERVISORS 'D1�- cZ-In
�A�9
a=RA GOS7A C0.
B�!S�fi�a R t�11ty
t!
J�jw as low
Tot Civil S�rvioe Commissions
Front J. H. Baiwre 11,D,, Asst, H+salth Offleer, Rooltb Dep%e
I nns spesking for the oth^r Asst* health Officers and for
mv3o1f. I -mLsh to mpke b points,
1. Tfie co-parntivs salary :data from our Civil 3ersiao Deng,
lh -z. th3 Contra Costa County salary for Asci* health officer
l n Tc'i"7 9 to la per cent or n ore,
2. For gem* tl--re the gay rate for elinto physielone and the
Clinician Il position at County hospital has bees anproxinintely
lb ro!r cent above the Assistant tiealth Officer position as
mown bolow.
3. V i- manna the eltnieiaae working un7er Assistant Routh
'dicer aupervisioa +►re being V(44 more than their responsible
supervisors.
4. In my own position responsiblN fo.- the pro-employment prom
.Cram 1 3o -oat of the clinical work because we bra unsble to
reer,ait outsi:-1e p"yxLc1gns to do t r4a work at present scales
evon though when they do work they ears 16 per cent pore than
,10 <►s+istant iii*alth Officers*
b. Since the A:;sistant iieavh orficer is ohorge of prs•employAsat
exoninetions is in a Virealr olInteol position as well as
carrying administrative responsibilitles, this position
sha4d be i-mn4lmtely moved at least to the salary scale of tbo
Clinic IL physician at County roseitelo tt
Present Asst, 14 Offieor top annual seals 200472
As«et. Health Officer oar with proposed 7O raise 22,03P
Asst, H. Officer pay with proposeC 10% rales 999719
Present oiinioiaee I1 at Cou=nty Hospital 2"30134 ,
Present Asst, U. QPtieer salary role@& lb% 230b44
Present clinician earning late at 19,60AV
roughly adjusted ter fringe benefUs 93#800
i
Cox TU IWAT COUNTY
1�IPLIYBI3NSIC11T1/ LICAL 1175
INERICH FC1111TION Of 11FLOTHS
P.O. BOX 222 730 FERRY STREET • PHONE: 228-1600
MARTINEZ,CALIFORNIA
June 28, 1968 RECEIVED
Lir. Al Dias AN 2 8 '1968
Chairman W. T AASCH
Board of Supervisors CL ° OF SUP Isoas
Contra Costa County ey ° A ° I
Administration Building Deputy
Martinez, California
Dear Sir:
I a , hereby requesting in behalf of the Joint Salary Negotiating
Committee of Locals 1675 and 302 that spokesmen from our Committee
be placed on the agenda of your Board of Supervisors meeting of
Tuesday, July 2, 1968.
The purpose of this request is to enable our spokenen to discuss
with the Board of Supervisors the present impasse in regard to
salary and fringe benefits for County employees.
Thank you for consideration of this matter.
Sincerely yours,
CONTRA OOSTA COUNTY EMPLOYEES ASSOCIATION, LOCAL. 1675, AFSCME, AFL CIO
Henry Clarke
Business Manager
HLC/aw
oeiu/243/afl-cio
cc: Geraldine Russell
J. P. McBrien
THE UNION FOR PUBLIC EMPLOYEES
ORGANIZED 1941 Fen�in
i
G�rr�sa G�'o11a ea�c '
P.O. Box 333 Martinez, California
„F�is151��T,• ;i
9
FORWARD
r
The Deputy Sheriff's Association has prepared-a salary survey for
the fiscal year 1968-1969. The Association has used departments
of different jurisdictions. In some cases, however, very similar
to the Contra Costa County Civil Service Department's salary sur- ;
vey.
The Association requests a 7h% wage adjustment for those employees
within the police group and internal salary adjustments as follows:
Communication Equipment Aid 5%
Deputy Sheriff Criminalist I 5% (-, Y✓�'.
Deputy Sheriff Criminalist III 2hZ ��'� i
Deputy Sheriff Chief Criminalistic Laboratory 5Z
Undersheriff .
i
i
v CE Y FD
t
JUN 2Z_ 1968 �
. T PAASCH
Cie so OF SUPE v ORS
+
O O
BY T
puty
9 S
• • e ear e
rte`•;�
P.O. Box 333 Martinez, California
syr"i�i
k
i
The Deputy Sheriff's Association has used the information on the
educational incentive pay from the 1967-1968 annual salary survey
of the Peace Officer's Research Association of California incorpor-
ated.
The cities now involved in this type of program are too numerous to
mention, however, for example cities over 100,000 population are
Berkeley, Fresno, Garden Grove, Oakland, Pasadena, Sacramento, San
Diego, San Francisco, and Torrance. The city of Los Angeles not
having this program, however, compensate with a longevity pay as
follows: 10-15 years $22.00 per month; 15-20 years $45.00 per month;
20 years and over $68.00 per month.
• Cities of 50,000 to 100,000 population that have the education incentive
to name a few are Alameda, Alhambra, Burbank, Compton, Palo Alto, Rich- i
mond, San Leandro, Stockton, and Vallejo.
Cities of 25,000 to 50,000 are also numerous as are the cities of i
10,000 to 25,000 population bracket i.e. Albany, Fontana, Hanford,"
Indio, Redding, Roseville, San Anselmo, San Pablo, and Union City. f
Cities of 10,000 and less also participate, i.e. Alturas, Arcata,
Belvedere, Biggs, Capitol&, Corte Madera, and Kensington to name a
few. '
Counties have started the education incentive program on a small scale.
The following are a far of the counties that have programs of this nature:
Fresno Merced Stanislaw
Glenn Riverside Tehama
Humboldt Sacramento Tulare
The trend is that more and more departments are falling in line with this
type of incentive program and the Deputy Sheriff's Association asked that
the Board of Supervisors, the Civil Service Commission, and the Director
and Staff of Contra Costa County give a fair study to this request. We are F
requesting a 5t increase for a bolder of an Intermediate certificate and
IOx for an advanced certificab Within the police srodp.
t
ear e6dAz eat
P.O. Box 333 �, L_ Martinez, California
.,rye
The request for communication equipment aid- needs at least 12;IZ'wage
adjustment to come into line with departments such as Alameda County.
at $660 per month; San Mateo County at $686 per month; Santa Clara.
County at $696 per month. -
At this writing Alameda County has been granted a 5Z raise for employees
and a 1OZ raise for uniformed personnel. A 7hZ increase would not come
close to the figures of the mentioned counties,in particular Alameda
County; for an example will go to $698. A 7hZ raise to Contra Costa
equipment aid personnel would be only $658 per month.
The Deputy Sheriff's Association asks that consideration be given to
• a uniform allowance increase from $10 to $15 per montb to compensate
for the increase in the cost of purcbase and clessis- of uniforms.
J
r
i
P.O. Box 333 4 ,U? 't Martinez, California
DEPUTY SEIRIFF +
600 640 680 720 760 800, 840 880
693 , ; 841 ;
' 687 San 'o" 836
i
+ 745 Ber 821
676821 !
Cone"°rd ,
660 801
660801 t
Ha ",►arab: ,
747 797 +
644 S 782
• 644 Fr s 782 r t
644 782 ; e6o,
t 714 778
633 763 +
711 958
Getw4 gAza r 4-1,u
P.O. Box 333 i Martinez, California
w�
SERGEANT
710 7501790 830 870 910 950 990
833 974
950 Flat
r i 950
862 M t
i � t � i
782 950
776
944
1
763 _ 927
i 763 92?
821 905 i ,
745
t
name Couk .a r i 905
t , 777
t 745 1905
t
813 887
i t i 861 FUt
i
r
P.O. Box 333 `''t t_ Martinez, California i
Criminalist I
640 680 72n 76n inn_ Aan .9�0
I 1 f
735Or a Const 914
746 906
712
890
714 ,, •max t
' � �` 870
f
I
1 663IS= Diego D f� , 805 1 1 I
641 797
1
644 787
t 1 I I 1 1 I
�Y
P.U. Box 333 J'' Martinez, California
r
Chief Criminalist
930 1065 3.195 1325 1460
M
1158 Internal Revenue" -6hol -and TBX-Lab 1459
t f f 1167 Santa Clara"C
1418
'
3.107 1380
f 1
' 1107 x. 1308
f1273 '
f 1047 .
1243 Plato 1
998 '+ State 1213 , f `
j 1071 San Mateo �,. . 1198 ,
940 1170
j t f 1 1
931' B i 1132 1
i f f
#
t '
P.O. Box 333 �w,_r Martinez, California
To:. Geraldine Russell, Asst. Clerk of the Date: April 15, 1968
Board of Supervisors
From: Arthur A. Hagist, Sergeant
Deputy Sheriffs' Association
Subject: Internal Salary adjustment and general salary increase
proposed effective fiscal year 1968-69.
In accordance with Resolution #68-186 adopted by the Board of
Supervisors on March 26, 1968, the Deputy Sheriffs' Association of
Contra Costa County submit the following proposals concerning Inter-
nal salary adjustment and overall salary increases.
The Deputy Sheriffs' Association feels the following recommenda-
tions
ecommendtions to be reasonable and equitable to the County and to the Sheriff's
Office personnel.
Internal Salary Adjustment Proposal - police group
Communications Equipment Aide
We propose the Communications Equipment Aide be increased 5X
Deputy Sheriff Criminalist I position
Increase 59.
Deputy Sheriff Criminalist III
Increase 2h%
Deputy Sheriff Chief, Criminalistics Laboratory
Increase 5%
Undersheriff
Increase 211%
The above adjustments will better aid-the purpose of providing sufficient
differential between grades.
General Salary Increase - police group
We propose that a general salary increase of 7142 for the
pn]ice group he granted.
4
P.O. Box 333 f Nur. �` Martinez, California f
Fringe Benefits — police group
The Deputy Sheriffs' Association recommend that favorable
consideration be given to an educational incentive program, one
that would follow that of the Police Officers Standard Training
Program. This being 5% increase in salary for attaining an
Intermediate certificate and •10%. for an advanced certificate. This
type of program is now widely used throughout the area. Continu-
ation of this incentive pay is only made possible by continued
schooling of X number of units per year.
We also recommend that the uniform allowance be increased
from $10 monthly to $15 monthly.
AA8/nfa _
CC: J. P. Mc Brien, County. Administsatos `
F. E. Emery, Personnel Director
4.
t y -
r
Q RECEIVED
!UN 21(!- 1968
0 :?. 0 ?'3SCrL
CLERf;��TISCH
ISORS
ByDeputy
i
Sub-professional -l'ositions: Aide and _EOP !•porker Classification
x
?;E�^�UEST: 5sa?ary increase in addition, to any other County
acrocc-the-board personnel increases.
2--ices are ,canes tea to t:or': hours ucyond the normal
wee : which includes n?`ht -ectin'-s lastin-, until
1-2.00 a.m. , T-7ae1.en 4-s, and to rrovide community li aso.a.
beLxcen the low income coaZf u-aii"y and the va_iour.
i t es;:ab'ic_ ma t` depart mento. The;; have been instru-
! r'er.cui in increasing the rappo_-t bet leen County Govern-
men- and the low income c0:' iLni ty, in advising- the
County = to job and employ=a-?t reeds , and in securing
surplus government materials and property at cost
S^VinJ t0 the COL'nty.
AdclitZona l ly, the aide and "EC2, T'ior'lcer positions are
s teDDin g stones to motivate tlac"-e people to secure the
necessary education and job training to advance to
entry level professional pocitions in the various 'county
Department' s and Coamuni ty Service Agencies. Therefore,
their current salary should be within a "parity" level
i•1it:1 t'_^_ose rpoS?tions so that Vney can easily move into
the salary Levels of such classifications.
Professional Positions: EOP Specialist I, II, T_II .and Director
REQUEST: 2;',;- above and in addition to any other across-the-
board Comaty 'personnel salary increases.
To date, all Droiessional sLa=f in OEO have accumulated
nor_-=ei=ursable time in access of 100 hours each. Each
employee is on call around the clock and is continually
required to attend co-imi unity and 020 meetings often
ex-endi_z- as long as. 8 hours beyond the normal work day.
Thus each employee in this capacity is woexing an average
12 to 14 hour day plus Luny wee3:ends Der year. Because
of the .pressures of the day-to-day operations, compen-
�atory time is not adequately ta'_;.er_ and overtime is not
alloT.•:ed. Therefore, to offset the hi,-,:,,h degree of pressure
and the -Line requirements far beyond that of any other
departnent, this salary request is made.
B1.1133 j s L1/� l�-�/tet Q�-� �,� ... � d �,z, �-•1.•.Y,G�g71�q�l�
TO- ;."r. Al:'red . . DiasJI c ����EIV'ED June 24, 1068
Board or Su.ler v i sors
Fron: Qccunati onal and Phi sica-IV. T PAASCH bi,ect: Adjustment In
Therapists CLERK BOARD OF SUPERVISORS Salary Increase
CO RA COSTA CO.
B _ Deputy
The C�ccr ,^t r o^al and r hysical Therani sts eq loyed by Co.2ira
Costae County are v}.a~_i nousl y appealing to you to recognize that we
are entitled to a hir-her ircrease in salary then has beer recot.nended
by the Evil Service Commission.
There are tinny t!,�eranNr posit=:_ons available in the Da,r Area,(at
least 22 in hysical Thera7,y alone. ) There are not enough therapists
to fill these positrons. So=?e oL these posii.;i ons have not been
fi'L1e=:' ir: over a gear and a half. Yo-IL-1 nary therapists :rant to go
into a County Hospital or school work. I'm svre you are aware of the `
arvearat:ce of the Leh= biiit;ation ward and there try deparumen4 at
Contra Costa. County Hospltal. It is not an attractive or convenient
place to work. Therefore, in order to fill the therapy positions, vre
need an attractive snlar -. fr
Within the County at the present time, ther<pists who carrir ��uch ;
less :respo:nsi bilitY are receivi.-L- a higher salary then that of Contra
Costa- Count;; therapists. The therapists enployeed by the County are
resisonsible for t;he training nn,' supervision of therarist aids. This
isone 'of the res-con _bilities not use?4 _lir carrier by therapists in f
other institutl.o'ls. GCcrpational anr'; shysical th-e.r.'apists employedd
by Contra Costa County are resronsible for the total treatment clan.
Of the patient. This 'mens th-it e=nch therapist must be faniliar with
both CiccuDationa1 an,,' Physical Chera;r;t techniques.
Apparently, the pros essional responsibilities of the therapists
has not bee., consi6ered. We are being classifies: as technicians; i.e. ,
one who rie=ely .)erfo_, :s a treat :ent tihich has been prescribed. This
was tt?e pos7 i,i cn or thet$.:env r- - over a decade ago. As I-eith other
allies r�es:ical professions, .ue to r�anT�o�:er shortage, ts:e role of the
thcr_.p=s=. has cha:-ged. T12c: tr.er a=gists are now prof essibnal people who
u_r 0cp the referral ow a physician, eT, n1uate ';a tie is by performing
cer tin i?iasnost?c an,;l prognostic CesiS, plan a treaCre_ t progr.-.r_ for
their _ratict?ts; act as ti^eran'' consul i,;^ts to the nursing S gaff ' a&j
teach an: sr.,,-ervise their supportive personnel. We also act as
consultants .-o the -Ubl9_c T'ealt-h :Furse arc: various community groups
Vrtlo ara not connec`e:' .•rith the County. Another one of our functions
is to te�-.ch s 4u'�er ts, o::?e r_e^It i? '.if;s s
L?L}?.?C aae^i4i,- iI:L.'1'SG� a C ?ZI tine Contra Costa Cr3Z'n ;y Hospital, ti?e
1.Z2?'S1 i?C rySt'_i'� '_ Z3 a i:?Y?�^s trprsporting --nd 7'osi do:Lng.
xL Ci:-I.l Serti-'ico von.�a.'..I.ers ti .� t- 10je a factor in y
eCt.C= ,_..1 41 �� salary
C! iCatt.O , the.''1 CGw t"•'�'• OLL'S ?s CriL'.1`ra i v`.i : and ofte'? above
2.
other nedical groups. Our Fro.-Cession requires a Bachelors Degree at
an accrediaterl�� College or university :!e are also require to be
regesterec? I a:ti onally as well as with State i-:dci cal Boards. We take
ac:d!iiional courses in specialized areas pert.'hent to work to keep up
frith the latest rescerch and to provide up to date medical care. We
are considers in the health fields as I• edical Specialists having
five years or more of specialized education.
In comparison tri.th Nursing, we often have more education_ and we
certainly, accepfinore responsibility Lhar. a Staff R.F. Yet our salary
is )628,--1.,753, tr-hereas a graduating Senior ,urte trho is not registered
starts at y693. This is equal to our 3rd step. A Senior Furse Ath
less education and responsibilities starts at top"
which is our top
step. A Surernisil1� 11"'.rse that uses us as consultants Start at
$745-7','2'0,05 and the Public Health iTurse that tre are equal in educati op
to an,' COnaLiltants to has a sta-'ti ng salary at this time of 'x710.
Is it not the polic; for the Cotmy to enumerate the person_ for the
responsibilities that -they carry and not necessarily- for what the
market salary bears?
The County I•:edical Services need. i,heranists because many of the
Certif ed Rehabilitation Services are reinburset for their patient
care, i.e Short Doyle Program, County zeh?bilitation Ce-nter, etc.
lTe are -as'__:_u� for a salary increase of 2U� to bring us to the salary
level that will help us tn_uh our recruitment difficulties and to bring
us to the salary level of other professional groups.
ri
June 22, 1968
1 �
R TO: dmini^ r o +
A �t ati n and Finance Com--.attee
FROM: Maxine Johnson, Contra Costa County Public Fmployee's Local 302
Hospital Representative
In January of this year the Board granted a %' increase for the R*N.
series of Contra Costa County ;Medical series to bring our Nurses into
a competitive position with Alameda County which is in our recruitment
area.
Unless the Board, at this time, grants an additional increase over the
salaries recommended by the Civil Service Commission we will again be
in a lag; therefore we request the following:
1. 7 ' increase
2. tither an additional granted no-or., to go into
effect January 1, 2969, or leave the R. I. series
open for review on January I, 1969.
3. Continue the allowance of hiring; at the 3rd step
of the range instead of 2nd step, as recommended
by Eric Emery.
f
CONTRVOSTA COUNTY I'WDICAL SERVICES .
SALARY SURVEY, 1968 - 69
Tor�all R.N. `s - 71% increase July, 1963 212% increase effective January 1969
•(Nurses)
Highland Hospital Director of Nursing - 1274 - 1338 - 1405 - 1475 - 1549
Fairmont Hospital Director of Nursing - 1100 - 1155 - 1213 - 1274 - 1338
Highland & Fairmont Associate Director - 1100 - 1155 - 1213
Highland & Fairmont Assistant Director - 998 - 1048 - 1100
Supervising Nurse - 905 - 955 - 993
Operating Room Supervisor - 905 - 955 - 998 - 1048 - 1100
Head Nurse - 801 - 841 - 383 - 927
Per Diem R.N. - $38 for lst 130 days; $39.50 next 130 days
Staff Nurse I (with diploma) - 676
Staff idurse 11 (1 yr. experience) - 710 - 745 - 782 - 321
Staff Nurse III - 745 - 732 - "021 - 862
Surgical Attendant (has not been filled) - 469 - 493 - 517 - 543 - 570
LVN - 469 - 493 - 517 - 543
Orderly (male) - 469 - 493 _ 517
Nurse Aide - 405 - 425 - 447 - 469 - 493
Highland Hospital Administrator - 1440 - 1512 - 1580 - 1667 - 1750
Highland Associate Hospital Administrator - 1155 - 1213 - 1274 - 1338 - 1405
Highland Assistant Hospital Administrator - 998 - 1048 - 1100 - 1155 - 1215
Fairmont Hospital Administrator - 1306 - 1371 - 1440 - 1512 - 1533
Fairmont Assistant Hospital Administrator - 905 - 950 - 998 - 104E - 1100
CcC Staff Nurse rates as of January 1, 1958. �-L 8'- lei G 9�
New C.N.A. agreement (contract) for 44 bay area hospitals.
Starting rate: $630 - $i50 with six &onths hospital or clinic experience.,
15% agreed to by Joint Committee as established differentia? for County
Hospital Nurses would call for a 12 6 increase for the Registered Nursa series.
Z i/,/_/ J`
This would peat CGC Staff Nurses in Range {#46 - $710 -- $852 3rd Step $782.
�tty J.
R Al
11
4 -
e i
LICEPISED VOCATIONAL NURSE
June 211, 1968
Sometime ago the Board granted 10% additional for the hospital
attendant classification who held a California License or
Certification as Licensed Vocational Nurse. Although, I'm
A
almost certain that the legislative intent of the Board 'that
i n
this become part of the base pay., it has been interpreted as
1
a differential or fringe benefit and that this extra 10% is
not included in the employee's retirement income. There isa
-possibility that there is a legal tray to include this as it
now stands by a District attorney's opinion. We request the
Board to ask for the opinion immediately. If this way does
not prove to be possible, we request a reclassification of this
class as has been done in other counties. a-ample - Alameda
County - which has adopted the very type classifications I
requested a couple of ,years back.
1. Vocational Nurse
2. Nurses Aide
3. Orderly
1-,Te requestAhe Board a commitment that this be done so that it
will go into affect no later than the Board's first meeting
in January.
2•iaxi ne Johnson, R.M.
Focal 302's hospital Representative
1i
ORDERLY
June 24, 1968
--Request -that the medical services may hire male hospital
.A1
attendant at 3rd step of the adopted range because of
severe recruitment problems as there is almost a complete
Birth of this class with a tremendous demand on the labor
market.
We further request that by the first of the year, 1969: a
new class, that of supervising orderly, be established.
_ -
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SAN .FRANCISCO
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STATE OF CALIF
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LOS ANGELES I I 1
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SACRAMENTO I '
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SAN MATEO '
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ALAMEDA
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RECEIVED
SANTA CLARA
I I ; JUN 2 4. 1968 t
I T PAASCH
I CLER O OF SUP IGORR
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ey DeP�cy
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CONTRA COSTA ; I
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Iy I 1 I
LEGEND 556 584 613 644 678 710 745 782 821 862 905 950 997 1047 1099 1154 1212 1273
a TRAINEE POSITION i
FIRST WORKING LEVEL
FULL JOURNEYMAN POSITIONS
FIRST SUPERVISING POSITIONS
i
Oepa4 94e�` 4wckJ- 4-
- ai-
e Coda eat
P.O. Box 333 ,� t r Martinez, California
i � y
h
II �t
June 20, 196$
Chairman,
Board of Superfisors,
Administration Bldg.,
Martinez, California
Dear Sir:
Kindly be advised the undersigned Salary Chairman for Deputy Sheriffs'
Association Inc of Contra Costa County hereby respectfully requests
the Board of Supervisors grant this organization a specified date and
time to be heard converning salary adjustments, and other benefits we
wish to present.
Mary thanks for your consideration.
Very truly yours,
DEPUTY SHERIFFS' ASSOCIATION INC
by(-i..kfek<A. Hagist ,, Salary Chairman
,SUN 2 0 1968
W. T. PAASCH
CLERK BOARD OF COSTA SUPERVISORS
AHfmhs B
JOINT SALARY NEC-Cru ?W CCYal 1rME =
Local 1675 Local 302
June 18, 1968 .. �1►,1:1C
EI VED
Mr. Al Dias ;
Chairman .'1.►N 181968
Board of Supervisors W. "T. P A A S C H
Administration Building CL£RK BOARD OF SUPERVISORS
Martinez, California
Depot
Dear Sir:
I am appearing here today in behalf of the Joint Shy Negotiating CcmmaQittee of
Locals 1675 and 302 in order to first of all urge the Foard of Supftvisors__Yo post
pone the reccmmendation of the County Personnel Committee in regard to the health
plans.
I sarin specifically requesting that the Board take no action in regard to the recom-
mendation on the part of the Personnel Committee to set up a trust fund arrangement
for the payment to the health plans in the future. Our Joint Negotiating.Committee
requests that the Board throw open for public bid the California Physicians Service
Health Plan for County employees and that the CPS continue 'their present coverage
at the new negotiated cost rate from month to month in order to enable-the bids to
be presented to the Personnel Committee and the Board of Supervisors.
Cur Joint Salary Negotiating Committee also requests that the Board of Supervisors
agree to pay the complete cost for both the employee and his dependents for the
health plans.
Our Committee believes that the proposed trust fund will in effect force the �ean-
ployees who are enrolled in the Kaiser Pormanentc Health Plan to subsidize the 'em
ployees in the higher cost program of the CFS. Furthermore, we believe whoever• aa:d
ministers the trust fund will be so able to manipulate the cost in terms of the
percentage being paid by the County toward the dependents so as to in effect ca3use
those County employeec with depcn4ents to pay more percentage-wise of,the -6ost-tha3n
they have in the past. Our Joint Committee cites the fact that the average worker
In private industry receives arour_d $28.50 per month per employee for their health, .
plan coverage, and urges the Board of Supervisors to follow this prevailing practicer
by picking up the complete cost of the health plans.
Our Joint Salary Negotiating. Committee protests very strongly the manner in which
the Personnel Coma ittee railroaded this proposal over the majority of the County
employee representatives. This basic concept of the trust fund was presented in-the
meeting of the County Personne l Carom ittee on Monday, June 10th, and was voted out by .
a majority of.the administration and the two County Board of Supervisors members
over the.majority of the, employee organization representatives. In effect we were_
givensomething at that meeting on Monday, June 10th, and asked to vote on the de..
tails of that proposal without even having time to consult our mm- experts-or-to .
consult our ovm Board of Directors or membership. This obviously represents.aan
attempt on the part of the County Administration and the Personnel Director to rem
down the throats of the County employees a proposal which suits them, regardless of
how it affects the overwhelming majority of the County employees. Our Joint Salary
Negotiating Committee believes firmly in the healthy practice of open competition and
requests that this Board of Supervisors agree with us and have the whole CFS contract
thrown open for bid in order to enable competition to take place.
Cur Joint Salary Negotiating Committee also protests the unfair structure .of the
County Personnel Committee. We believe that this Comittee has- too many management
and employer representatives on it; in fact, the management andemployer, represen-
tatives out-vote by a majority of one the representatives of the employee orgaaniza-
tior_s. . We urge that this structure be changed so as to enable a majority vote of-
the employee organizations to sit on such Committee since whatever is recammended
out of this Committee must go before the Board of Supervisors sitting as. a whole for
their final determination, anyway. We do not believe that'Mr. Emery or Mr.. Mc$rien,
or some other administrator represents the employee. Therefore, we urge this Board
to remove two of the adaministrator representatives off of this Ccmmittee, or add
an additional- employee representative from both of the unions in our Joint Salary
Negotiating Committee.
I wish to protest also to the Board of Supervisors the manner in which the Personnel
Director Lod the Civil Service Commission railroaded through the recommendations cf,
the Personnel Director on salaries and fringe benefits. The Personnel Director sent ,
notices to our anions on Friday, the 7th of June, and knew very well that those
(over)
Page 2
notices would not be opened by our office secretaries until around 9:00 or 9:30 a.m.
on Monday, June 11th. The notices were concerning a meeting of the Civil Service ,
Commission to be held on Monday, June 10th, at 7:3A a.m., in order to consider the
salary recommendations on the part of the Civil Service Commission.
By the time our office secretary had gone through the sail and stmped,,-.ths it, J
was 9:30 a.m. on Monday, June 10th, before we knew of this meeting.,;-,The,least the
Personnel Director and his--office could have done was to have called our; rsspacti
_ v4., ;
offices on Friday,; June' 7th, and notified us of this special meeting. Obviously,
they did not want any of our union representatives in attendance and, therefore,
obviously did not give us the courtesy of a phone call notifying us of this meeting.
However, this is-only- part of a procedure that is developing in.this.County,;which
disturbs our unions very much. The mere fact that the Board of Supervisors adopted-
salary setting procedures that instructed the Personnel Director to give his recom-
mendations first to the Civil Service Commission before any other recommendations
cane before them is an obvious attempt on the part, of:the;.®ployer_.and..the admini-
stration to undezmine and attempt to destroy-the employee unions in. this. Count y. -
The basis of good faith negotiations is that all parties coneerned; .M the part- of
the employer including the management representing the employer, should, sit and.
listen to the testimony of employee organizations,in regard to both-salaries,as-well,
as fringe benefits before any type of recommendation is made on either, the Personnel ,
Directorrs part or the Civil Service Commission. r
However,, by this Board directing the Personnel Director: to give, his recom'endation
first on salaries and fringe benefits before any formal testimony is rendered by
employee organizations before the Commission and the Personnel Director, is' nothing
more than the attempt either conscious or otherwise, on the part of this Board of
Supervisors to undermine and destroy.County employee unions. The-Personnel Director,-,,.,-
in effect is an ana of the employer_. He is not only Personnel Director,- but 'an
Assistant County Administrator. . For this Board of Supervisors to direct that.he
render his decisions before listening to employee organizations is_.nothing more than.
the overt attempt on the part of this Board to- destroy 'good faith negotiations with
Employee unions. Once the. Personnel Director has presented his reeo�endations to
the Ccmmission and.the Board, it becomes public and tends;to freeze any further move
meet in.regard to increasing his recommendations. This certainly has been.the case
in the last two years. C'n top of-this, for the _C;ivil Service Coamis'sim' to meet in ,
almost complete secrecy -and render their. decisions is another _exaap_e of the attempt
to destroy good faith negotiations with our unions.
I respectfully request this Board of Supervisors to direct-its"Administration and
Finance Committee to set up a schedule of hearings vith 'our Joint Salary Negotiating
Caenittee -in order to enable our unions to,present in great�detaiI- arid-depth"our =
organizational differences with the recommendations of Eric Bteey. - I donrt"believe
that the Civil Service Ccmmission had much tc 'do with -these recommendations. I
believe that the Civil Service Commission is beceming'nothing but a palm and an in-:
stranent in the hands of Eric Emery, and the employer, and that for'anyone-to pretend
otherwise is ridiculous. 'The Commission can no 'longer "ptetend-*te' be-an - mpartial
body -- it has sold out its heritage!
I would certainly hope that the majority of this Board of ,Supervisors will here,
today, now, disclaim any attempts to undermine and destroy-the.,County,.employee: unions :_�
and that they will instruct their Administration and Finance Committee-to meet.on a;
scheduled basis mith our Joint Salary Negotiating Committee. in-order-to.make-sure
that at least a camnittee of the Board of Supervisors receives-a,camplete factual.
picture from the employee unions as well as to assure and guarantee that- our employee
unions will-have received some kind of a caaplete,and thorough-.hearing on the-part;
of some public officials in this County in-regard to our salary and fringe,.benefits.
In closing, I would hope that this Board of Supervisors would-dedicate'itself I to a-
more fair and impartial'negotiating procedure with'the` employee unions, `and-dedicate'-
this
nd dedicateethis new procedure to the memory of Cliff Chaney,-- the late'President of County En-
ployees Union, Local 302, who spent so much of his lifettiae working` ta bring about r
good faith negotiations and procedures between County employee unions and the Board
of Supervisors._
Thank you.
Sincerely,
JOINT SALARY NEGOTIATING CCM11ITTEE
Henry L-. Clarke
Business Manager, Local 1675
BOARD OF SUPERVISORS
CONTRA COSTA COUNTY
y
DATE: June 18. 1961
I
z
T0: Mr. Don Skinner
United Professional Fire Fighters
of Contra Costa County, Local 1230
755 San Miguel Road
Concord, California
FROM: W. T. PAASCH,
Clerk of Board
SUBJECT: Salary presentation before the Board.
Your matter has been listed on the Board
calendar for Monnddayy,, June 24, 1968 SPr&CZAL 1KEETING)
and will be taken up at approximately 9sOO a.m.
Time allotted for the presentation;
Approximately 0 minutls����..�.�a�.
Barbara Kemp
Deputy Clerk ?.
cc, District Attorney
Administrator
61-4-500
Form 26.2
United Professional Fire liters g;°°
i u
Of Contra Costa County I.A.F.F. Local 1230
Contra Costa County Board of Supervisors 6-17-68
Chairman, A. Dias
Administration Bldg. RECEIVED
ED
Martinez, Calif.
W. T. PAASCH
CROOF SUPERvISOi11¢
CO.
Dear Sir, 18YREj u•we
We would like to be placed on the Board of Supervisors agenda of
June 25th to present our salary presentation for the fire fighters
of Contra Costa County.
We realize this is a late date but due to the lateness of the recommendations
of the Civil Service Commission this will be the only opportunity for the
fire fighters to make their request. Thanking you very much.
Yours truly,
Skinn
Affiliated with American Federation of Labor and Congress of Industrial Organizations . InternationaI Association of Fire Fighters �15
California State Federation of Labor . Federated Fire Fighters of California . Contra Costa County Central Labor Council
k
... E
4
,,=,rte..,
Ci11T ,rn OUNTY
EIPGIYEES, - {LICJL 1675
Ise
IMCRICAX FE1111TIP of S��� ,< It VE111CIPAL C®PLiYBCS
P.O. Box 222 a 730 FERRY STREET • PHONE: 228-1600
° MARTINEZ.CALIFORNIA
Jane 11, 1968
RECEIVED
Mr. Al Dias JUN 12 1968
Chaixmen W. T. N A A S C H
Hoard of Supervisors I CLERK BOARD OF SUPERVIsop s
Adninistration Building ey RA COSTA CO.
Martinez, California pPt
Dear Sir:
This is to formally request that a spokesun for our union, Contra
Costa County Employees Association, Local 1675, be placed m the
agenda of the next regular meeting on Tuesday, June 18th, to discuss
salary setting procedures as related to racmt actions by the Civil
Service Commission, as wail as to make a minority report on recent
decisions reached by the Personnel Committee in respect to the
County Health Plan.
Many thanks for your prompt consideration in this matter.
Sincerely yours,
LOCAL 1675, AFSCRE, AFL-CIO
HUo.
Clarke
Business Manager
HLC/W
oei4/243/afl-cio
THE UNION FOR PUBLIC EMPLOYEES
ORGANIZED 1941
i
OFFICE OF THE PUBLIC DEFENDER
Contra Costa County
Martinez, California
Date: June 7, 1968
TO: Mrs. Geraldine Russell, Assistant Clerk of Board
of Supervisors
FROM: William R. Higham, Public Defender
SUBJECT: Corrected Copy of Exhibit I, our
Salary Adjustment Recommendations
As per our conversation of this date I am enclosing seven (7)
copies of our revised Exhibit I for inclusion in our salary
adjustment recommendations of May 14, 1968. The original
Exhibit I should be disregarded as it is in error insofar as
it shows Deputy Grade II proposal and improperly includes a
range for the department head.
I am sending six (6) copies to the Civil Service Department.
Thank you for your assistance in this matter.
WRH:ca
Enc.
cc: Civil Service Dept.
Administrator's Office
p: raCEIVVD
JUN 7 - 1968
W. T. PAASCH
CLERK BOARD OF SUPERVISORS
O T A STA,pO.
B Deputy
! 1
V
• *OFFICE OF THE PUBLIC DEFENDER
WILLIAM R. CONTRA COSTA COUNTY DEDC. FUTIES:
PUBLIC DEFENDER
ENDER HENRYRYER
HAMMOND K. HOLT
PATRICK R. MURPHY P.O. BOX 1029 R. CORBIN HOUCHINS
DEPUTY PUBLIC DEFENDER IV JAMES L. THELEN
901 PINE STREET THOMAS A. WAGNER
INVESTIGATORS: MARTINEZ. CALIFORNIA 94553
ROBERT GORMAN
M. C. PREMINGER TELEPHONE 220.3000 EXTENSION 2481
AREA CODE 415 yY - in
May 1 , lab 8 1074E=.f WED
MAY 14 1968
Board of Supervisors,
Contra Costa Count W. T. P AAS C H
County CLMIt 6014E�D OF SUAtR1nwn
Administration BuildiN CMTA
Martinez, California 9553 °''._
Attention: Geraldine Russell, Assistant Clerk of Board
Gentlemen:
The following salary adjustment recommendations for personnel
in the Public Defender's Office are respectfully submitted as follows:
DEPUTY PUBLIC DEFENDER, GRADES I, II, & III.
We recommend that the respective salary ranges for these
three classes be increased by 71 percent. Deputy Public
Defender Grade I positions are the entry level for our
attorney class and as such are the subject of vigorous
competitive recruiting. The increase in legal manpower
needs felt throughout this country, particularly insofar
as such needs relate to the staffing of governmental and
legal-aid type offices, render it important that we main-
tain our ability to attract and employ competent new at-
torneys . With respect to our journeyman positions, (Deputy
Public Defender II and Deputy Public Defender III) it is to
be noted that both classifications lag behind comparable
classes in other counties, particularly in Northern Calif-
ornia. This is particularly true in Northern California,
and is most pronounced in the case of our Deputy Public
Defender II position, where Contra Costa County lags be-
hind one comparable Northern California county by 72 per-
cent and two other comparable Northern California counties
by 15 percent. (See Exhibit 2) . In view of anticipated
salary increases in other counties, there appears no doubt
that at least a 71 percent salary increase for these two
classifications is indicated.
DEPUTY PUBLIC DEFENDER GRADE IV
This classification is the subject of serious compaction
problems. In the Public Defender's Office this grade is,
at the present time, the second highest position in the
office; recognition must be given to the extensive super-
'S
visory responsibilities consistent therewith. In addition, a
serious salary lag exists with respect to this position as com-
pared to similar positions throughout the State of California
in other Public Defender's offices . (See Exhibit 3) .
Therefore, we recommend a 122 percent increase for the classi-
fication of Deputy Public Defender IV.
INVESTIGATORS
We recommend that a 72 percent increase be made in the salary
range for this class to maintain a current relationship with
prevailing rates and anticipated increases in comparable posi-
tions in other governmental agencies. In this 'Latter regard,
internal relationships within the County of Contra Costa it-
self must be considered.
CLERICAL STAFF
This department has not undertaken any specific salary study
with respect to our clerical staff; however, in the light of
the salary diminution caused by cost of living increases, and
in the further light of anticipated actions of other counties,
we recommend a minimum of 5% increase for clerical staff in
order to maintain our current relative position with pre-
vailing rates and anticipated increases in comparable posi-
tions in other governmental agencies and private industry.
By way of clarification of the above recommendations, we sub-
mit hereWith three charts as exhibits. Exhibit I indicates present
and proposed salary ranges for Deputy Public Defenders I. II, III
and IV, and further indicates impact of same on present (and, hope-
fully, one future) higher grades. Exhibit II shows, in bar-graph
form, the relationship of our journeymen positions (Deputy Public
Defender II and III) with other comparable counties. Stress is
laid on the particular relevance of such comparisons as they exist
in Northern California. Exhibit III is a chart of salary ranges
as they exist in ten of the larger Public Defender offices in Calif-
ornia.
Thank you for your consideration of these recommendations and
support data.
Vk4iG
Public Def der
WRH:plh
n In .f N M n K of o0 7p 10
lH m O U7 O tD •7 M .'r IhD O lfl QNp r• N ttf O 1� V of f� M
a Q Q ? t� IM[1 N lw b too lO n h Ir Go w m T O�1 O O • rN., rref" r r r ~ N
DPiJT�C G`'RADE: I
DEPUTY GRADE II �►. _
:DEP,UTY; GRADE SII
DEPUTY GRADE IV
. (rIkoro8ED) :CHI 7.t DEPUTY H
:PRESENT ; PROPOSED RAXGE
:TAgLE`bF PRESENT AND PROPOSED SALARY RANGES FOR PRESENT
AND I ROPOSEb FUTURE:PUBLIC DtFENDPR CLASSIFICATIONS.,
CONTRA COSTA COUNTY, ;1968
N •1 W OM1 G •/ In 1`4 M N In w O V M N n N n N r V O n M r w m V M N
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�i NORTHERN, CQUNTIE$
` w ALAMED,A 6OUNTY:
CONTRA; COSTA COUNTY �+
SACAAAENTO COUM . -
:SANTP; CL•ARA COUNZ?Y
ASbUTHERN:CRUNTIE3
• FRESNO (BOUNTY
;LO$ ANGELES° COUNTY
:ORANGE COUNTY
a' :SAN HERNARDINO COUNTY
NORTHERN COUNTIES
' AIiMEDA ;COUNTY ;
:CONTRA COSTA COUNTY ;
n W' ;SACRAMENTO XOtINTX ;
;SANTA: CLARA C6UNTY
800TIIERtI COUNTIES
: 'R1SNA COUNTY
A YOS ANGLES C6UNTY ;
a: ORANG)3 COUNTY:
SAN BERNARkNO C6UNTY ;
;TAALF, OF CQMPARATIVE,`• SAT;JARY: RANGES f 011 TWO J-OURNEYPQAN: LEvri is OF bEPU`. Y PUBLIC DEFP,NDERS IN SELECTED COi NTIES
;MAY 8, 1968
IA' M ' n ' m ' M ' fn ' O ' f4 ' JO ' CO ' M J'. f'1 ' ' i i N • t- ' J`! ' n ' • M • • • d • • ^ "
M t D N O N V JD Ol 1 n DJ N JD OJ N w A
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t •
UUNTY ALAMEDA CONTRA SACRAMENTO SANTA FRESNO LOS ORANGE SAN SAN
COSTA CLARA ANGELES BERNARDINC FRANCISCO VENTURA I
.PUBLIC DEFENDER 1512- 1511-1836 1837-2025 1563-1900 . 1428-1736 . 1867-2327 1627-2027 1481-18oi 2265 154o-1872
1837
CHIEF DEPUTY 1512-1666 1118-136o 1499-1867 1311-1594 2105 1362-1656
OPUTY GRADE IV 1371-166 1242-1511 14Z5-1626 1350-1596 1458-1816 1236-154o 1863 48 Mo-1400'
(max. ) 42 Mo-1350
)EPUTY GRADE III 1155-1405 1126-1370 1338-1475 1134-1378 1o14-1233 1306-1627 1107-1380 1132-1376 36 Mo-1300
30 Mo-1250
24 MO-1050
DEPUTY GRADE II 1o48-12711 905-1099 1155-1274 979-1191 920-1118 1o48-13o6 889-1107 954-1002 1063 18 Mo-goo
(min. ) 12 MO-825
DEPUTY GRADE I 710-821 745-905 745-905 731-878 7o4-855 755-889 755-940 749-786 6 Mo-760
Entry-715
%NIOR INVESTIGATO 1 763-927 782-950 782-950 731-878 775-943 819-1020 842-1o48 795-965 779-946
II-755-940
INVESTIGATOR . 66o-8o1 644-782 664-806 608-739 I- 677-797 755-914 696-845 707-859
rNTERVIEWER 664-8o6 4o,?-488
515 MAY 8,19E 8
,,1� uERK _ EXHIBIT III
4
June , 1968
Mrs. Mickie Gentry, President
Contra Costa County Employees Association
Local 1675, AFL-CIO
P. 0. Box 222 '
Martinez, California
Dear Mrs. Gentry: ;.
This will confirm the appearance of a representative
of your Association before the Board on June 11,1968 at
9;34 a.m., and that he will speak on a matter concerning
the County Personnel Committee.
Very truly yours,
W. T. PAA3CH, CLERK
By
Beverly J. Nageje
Deputy Clerk
WTP:bjn
75
EMPLOYER AICAL 1675
INE11til FBIBRITIIX IF STilTt,F:CiI Y=A51 MUNICIPAL 11PLITIES
P.O. BOX 222 • 730 FERRY STREET • PHONE: 228-1600
MARTINEZ.CALIFORNIA
May 29, 1968
Mr. Al Dias
Chairman
Board of Supervisors
Administration Building
Martinez, California
Dear Sir:
I an hereby requesting that a spokesman for our organization be
recognized by the Board of Supervisors at its next aseting
which I understand will be Wednesday, June 5th.
I an requesting that a spokesman frac our organisation be allowed
to speak before the Board of Supervisors regarding some problems
in relationship to the County Personnel C�aittse. I respectfully
request that the spokesman for our organisation be placed an your
agenda if at all possible between 11:00 aa. and 12:00 Noon.
However, if that is not possible, I would request that we be placed as
the agenda any time that is convenient to the Board on Wednesday,
June 5th.
Thank you for consideration of this aatter.
Sincerely yours,
CONTRA OOSTA COUNTY I14PUWFM ASMCIATIOY, LOCAL, 16759 HL-CIO
Mickie Gentry
President
xi/aw RECEIVED
oe iu/213/afl-c io
cc: Geraldine Russell MAY 31 1968
-J. P. McBrisn
CLERK BOARD OF SUPERVISORS
ONT OSTA CO.
9Y D*Puw
THE UNION FOR PUBLIC EMPLOYEES
ORGANIZED 1941 }"
r
JOINT SALARY lit econATIve cava TEE
Local 1675 Local 302
RECEIVED
May 21, 1968 ;.
Mr.. Al Dias !x'13
ChaimaZ
W. T AA=
Botrd of Supervisors cca na air owe
Adninistratian Building ° A
Martinez, California Cy —0.5
►qtr
€( Deer Sir:
! Once again the Contra Costa County 5aplo5mes Association, Local 1675, tW:ars b fhre :
the Board of Superv;.cors to �urgn the Board to cx*,c:r►d its policy in the p�nent of
certain classifications according 4a 9.r% of parity of tt-.e tmgr, paid to ccmparahle
jobs in the Building and Ccn-^.truction Trades Industry to all Cminty expl.qY+Pes in the
Field Service Saxes utio meet this criterion.
This year tre ars. making this presentation in behalf of the Joi.rt Salary Wcgotiattzg
Camaiittag re—, asmtsng britt. Loral 1i"15 snd County Employnes ih►ion, Local 302, Bute
County B-.ployee tarns agree that the Board of Su*-:rvisors should stop it., discriaina
tort treatment, of the employces who work in the l�tblic V-.%rks Departaent ;n classi:ri-
cation: in the Field S:rvice Series. Our two organi3,-ultras foal that the critarton
estaalishsd by the Bn_.rd of. Super:kora when the Board first adopted the 0004 ol~ para-
ty policy was s+ic:h that such a policy for setting wages a4 that time should hasp-z auto..
matically been extended to the employees in the Field :rice Series. It is grossly
unfair for the Board of Supervisors to discriminate against this cnreup of OaPlOYCes
as has bsen the c,,=e over the past 12 ycsxs.
Local 1675 also wishes to info-m the Eoard of S•.tpervisors thzt the Contra Costa Coun•-
ty Central Labor Council ha.,; once again reaffirmed its position of e. orting our
Joint Salary Vegatieting Committee=s position for the extension of this 90"% of parity
to the Field Service Serie:: group, and a spo:tesznm frcm the. Csntral Labor Council
will speak on this matter today.
The ,Joint Salary tlegotiating Csnmittee tri^.hos to make it clear that our union,do not
argue with the justice of the principle in.?o2ved in regard to tee Iia}merit according
to 9C% of parity for these clasr:ificat!nn:; which now re.celve 97,E of parity. We be-
lieve this is a sound princ%,le and is supported in ow crpi*tirn by the citizens of
the Cottr.ty. However, as oar chart on the hick of this pra:;Vutbation e-monstrates,
the failure of the Board of Supervisors to er#,end this 90% of parity policy to the
Feld Service Series employees is becoming a very crucint problem each year. Our
study, as illu s'.rated in the chart on the buck of this presenbat io, , cim:tnnstratcs for
instance that the 907. of parity rate for these cls Zsif_cnMc^s is drastically moving
further and further apart .from the: actual rate presw tt?y paid by thi!3 County. For
Lnstance, in regard to the qui; ent, Qpgrator I it would h,-ve been n=?ccss-asy to in.-
crease the cage of txt._t ela,siiicrtion by 322% six years ago in curt^..r to reach the:
9c,% rate. Thlc year it. would be. naressary to inorrasc th rate paid to the Equipmenf
Operator I by 6i5, in order to ppy the em_playec:; in ib%_t class fication according to
9Ct. of parity. En other ;words, :tt tha last, six years the vert era doing ccmpanble
work to these arplo-yees in the Equipnent Operator I c?acsifica►tio.+.t increacod over
t.he_=r :-rage 31% more than the inrr^n-z granted to your ecnp!.yams. ' In rq-gard to the
Erntig-,Pnt ide hari.c, it Mould present-ly ra(:=.ire a 35% incrPece !n i?:.; wage paid to the
o:ployscs in this classification by the Crttnty in ord-zr to reach the 90% of parity
r4t.:. Six y^^xs agn it wavld have only cost the County a 20V* in-pasz in ft r. t!xga
gu'•l to ":. e Equipcent Mcchanfr in ot--dzr to reaeh Vaz 9% of par"=ty le'•�1, which . a..
that i-t thpranl, s~rc years the Fnrke rs in this classification in private Industry ro .
ceded i lj nnre vage increescs th.-A your ac 1c�►cps received during that Freriod.
W •mint. Sale,.y Ycgotiating C --antes requests Una} the Heard of &tporvivo .-P .,mte
s rC+.id t'.P 9 cf Pa+";:y pay pa:icy to the Pie::�d Scr•.rire Se„ic, vias sificdtion., as
listed in the chart on the back of this presr-ntation, ural tMb tt,e Bored i_^_:truet
the Civil Scrvlco Ca=iszion to determine the appropriate 9(l.' of parity rate for
these cUssifications and reeow.end such a rate to the Board dpi.-Ing the Present sale:~
negotiations.
(aver)
,♦ _ •� ' r= •y. .• `; ; �. . . ... ... • �. i .. �. • .1 ' •.• 4 ♦. • ,tet •+ I
Loca 1675 9% OFPARITY STt 2. _
..
Contra Costs 4 increase 4 lost by
• 100% 90% Contra Costa Co. Monthly 4 Increase neaded 6 yrs. ago Co. Fmp'_oyees
.. Bldg. Trs. Bldg, Trs. County W."ge Below Needed to to reach 904 rate in part 6 yrs
Classification . Rate Rate Rate 9Gro Rata Reach 9036 for Cckuity is re 9p4 rate
• �i� 4 i.- w -.rte i Ir.l�w. __ `_���o�IiYY WiO.1i.i-..
Laborer • $1,025 $923 530-584 $339 57.5$ 334 2!4.5%
Equipment Operator I • $1,214' $1,094 598-660 $434 63% 3% 314 -
Equipment Operator II - $12243 $11119 676-745 $374 50% .144,6% 25.24
Equipment Mchanio •. '$1,172 $1,055 710-782 $273 35% 20% ' 15%
Combination Welder - $1,202 $12082 710-782 $300 37.5 204 17.54 "
t
Bridge Carpenter - $18110 $999 676-745 $254 35.54 151 19.54
Equipment Serviceman- $906 $897 556-613 $284 464 U/C in 1962 1n
Bldg. Trades
1 • W � .� Y � Y rll i V -+ •I V MM yr V W W V Y 4+ W �r W iY r Y V V �.1 IY V• r W V W .+ Y W W i+ Yr �IIi h• r '
(letter continued)
Our unions wish to place our respective positions clearly on record that we shall never cease in our attempts to persuade
this Board of :wpervisors to pay its employees on an equal basis considering their equal qualifications and job duties
and responsibilities. Both Local 1675 and 302 consider the classifications in the Field Service Series to be equally
qualified and skillfd as are the classifications presently receiving the 9th of parity, and we respectfully once again _
urge this Board to extend the 904 of parity principle to the Field Service Series enployaes.
Thank you for consideration of this matter.
f Sincerely yours, .
I JOMT WMY.Y 14EWTUTEM W-91ITTEE
Henry L. Clarks
`i ' Business Manage:, Local 1675
A CEIVED
11 -9 9 1968
PLANNING DEPARTMENT W. T. P A A S C H
CLE $O OF SUPERVISORS
Contra Costa County o A cosi
Mrs. Jerry Russell or wpue
TO: Asst. Clerk of the Board DATE: April 29, 1968
FROM: Mr. H. Russell Griffith �N` SuW: Salary Adjustments
Acting Director of P Planning Department
-----------------------------------------------------------------------------------------------------
Pursuant to the recent memo frac Mr. F. E. Emery, Personnel Director, I an
submitting my reccumendations on salary adjustments as they relate to the
County Planning Department.
PROFMJ08AL SERIES - INTERNAL ADJtJSTI�IwTB
1. There should be an overlap between all classes. In the adjustment last
year this was overlooked between Planner III and Planner IV. You will
note a 5% increase.
2. In the benchmark submitted by Civil Service, I note that Planner I is quite
low. Inasmuch as this is the class that has generated the most interest in
filing for examinations, I am recommending a 2J% upgrading.
3. After adjusting Planner I and Planner III the whole series needs to be adjusted
as follows:
Positions Adjusted
In Dept. Class salary,
2 Planner I Upgrade 2_a11% $613 - $745
4 Planner II upgrade 2; $727 - $883
3 (1 vacant) Planner III Upgrade 5 $862 - $10+7
3 Planner IV Upgrade 2J% $1022 - $1242
l Principal
Planner Upgrade 2J% $1183 - $1+39
4. In the Planner IV and .Principal Planner Class our department is closely related
to Public Works Department where similar division head positions are higher -
for this reason I recommend a 2j% increase. This in turn will require the whole
series to be upgraded to keep the overlap in effect - see chart submitted.
Professional Series - Prevailing practice caq tition for planners bas beccme
quite acute and to prevent raids on this office ftva the local cities, I an
reenm an additional 2J, for the entire series, which brings the upgrade
to 5% a�.
NOTE: Next Sunday, May 5, the American Society of Planning Officials 'are
holding their annual Planning Conference Job Market. Last Year oven
700 positions were listed at the conference, this year the conference
is being held at the Fairmont Hotel and over 2000 delegates are ex-
pected to attend. We are told that as mmV and perhaps more jobs are
open for interviews with agencies attending the conference.
,Yr
e !
f 0 r
Mm. Jerry Russell -2- April 29, 1968
SUB-PROFESSIORAL SERIES - IITERBAL ADJUSTMENTS
Positions Adjuster
In Dept. Class salary
3 Zoning Investigator Upgrade 20, $7274883
1 Zofling Clerk Upgrade 2 $6134745
6 Sr. Draftsman Upgrade 2 $5984727
1 Planning Aide Upgrade 5% $5304644
HRG:EA
Attach-1
. BULK RATE
ID
AMERICAN SOCIETY OF PLANNING OFFICIALS u'p iT�e
2333 EAST 60TH STREET CHICAGO,ILLINOIS 60637-AREA CODE 3I2.324 3400
CHICAGO, ILUNOIS
RETURN REQUESTED PERMIT No. 7731
C1146200 01 TS
RUSSELL GRIFFITH
CONTRA COSTA COUNTY PLANNING
P.O. SOX i#951
MARTINEZ CA 94553
TAB CONFERENCE A\'D JOB MARKET ISSUE
TAB's conference issue will be distributed at the 34th Annual ASPO Na-
tional Planning Conference, the Fairmont Hotel, San Francisco, May 4-9,
1968,in addition to the regular mailing to members on May 1.
The ASPO Conference Job Market--the most important opportunity of the
year for planning agencies to arrange personal interviews--will be on
Sunday, May 5. Space at the interviewing tables is reserved for con-
ference issue advertisers with a maximum of two spaces per agency.
The Job Market gives agencies a chance to meet a great many applicants
for each position and has proved over the past decade an excellent meth-
od for contacting suitable staff members. Only conference registrants
(nearly 2,000 in 1967) may be admitted to the market, but registration is
not limited to ASPO members,and it is possible to anticipate a large and
varied group of professional applicants for positions available.
Advertisers using the April 15 TAB #8 issue previous to the conference
edition for their original listing and the conference issue for the con-
secutive free re-run might expect the best results in terms of reaching
applicants in time to set up conference interviews. However, the free
re-run may be placed in the June I TAB #10 issue if requested.
An addition to the standard ad requisition form is included in this is-
sue, with space for listing conference interviewers at no charge. Ad-
vertising will be billed at the regular rate (please remember the new
1968 rate schedule).
Printing and mailing schedules require some variation in TAB copy dead-
lines. Following is a reminder of those deadlines for conference and
pre-conference issues. Only one issue is published during the conference
month.
#7, April l . . copy due ?larch 20
#8, April 15 . . . copy due Avril I
(recommended for conference advertising)
#9, May 1 . . . . copy due April 5
#10, June 1 . . . . copy due May 17
IF YOU HAVE SCHEDULED ADVEIRTIS LNG FOR TAB'S CONFERENCE ISSUE AND IN-
DICATED CO\'FERENCE LNTERVIEWERS, A TABLE WILL BE WAITING FOR YOU AT
THE JOB MARKET SESSION ON SUNDAY, MAY 5, 1:30 P.lJ.
' � � � = � • ttslnllNl tl��M! zz �
• ; . tinwMe ltd :; . 1=dZ /dI¢ PLANNING
mss• ' '
Chief
• •
t Juncos ,
s�ltsrn 7:21 . % '
of
.
Fint ! seor /
CIO
FOE
OFFICE OF THE COUNTY ASSESSOR
INTER-OFFICE MEMO
TO* GATES Assistant Clerk, 1968
Board of Supervisors REC D
TF
FROM: E. F. Wanaka APR 3 0 1968
County Assesso-,,--4
SUBJECT: 1968 Salary Review W. T. P
CLERK BOARD OF SUPERAASCH
V'SORS
CO T
COSTA CO-
By
The formulation of salary recommendations for the appraisal
series up to the level of Supervising Appraiser involves more than
the comparison of the salary of local appraisal classes with that
of same classes of another county. The by-product -of the extensive
research done by the Appraisers' Association is the highlighting
of the difference in duties and responsibilities in the several
appraisal classes in different counties. The Personnel Director
has mentioned this problem on several occasions. He has stated
that there is extreme difficulty in relating job classifications
between Contra Costa and other counties.
The Assistant Assessor' s observation and correspondence with
other counties leads him to believe that this is one of the main
difficulties in arriving at a meaningful salary recommendation.
This is not meant to fault the Civil Service staff for the job they
have done. The distinquishing characteristics and typical tasks
which are currently on record in the Civil Service office are no
doubt the basis for the comparison with other counties. The fact
that these do not accurately reflect the appraisers' responsibilities
and duties as currently delenated should be corrected through our
mutual efforts.
We have been sent questionnaires for each of the appraisal
classes by Civil Service requesting information on which to up date
the job descriptions and duties. Unfortunately, through the press
of other business, we have been unable to complete all of these.
One case in point, however, is that of the Supervising Appraiser
which was completed by the Chief Appraiser and Assistant Assessor
and returned to Civil Service for their consideration. A few weeks
after this was done, Civil Service returned to us the re-write of
our suqaestions. The result indicated to us that there must be a
serious problem in communications between the two departments
because the specifications as revised very closely resembled those
a 1
R
0 •
Assistant Clerk, -2- April 26, 1968
Board of Supervisors
of our Appraiser III rather than those of Supervising Appraiser.
There are probably several explanations for this: One would be
that their revision was based on the job title rather than the
duties and responsibilities. The solution of this, of course, is
a change in job titles, an action which has been recommended for
some time by people in this office. Another possible explanation
is that Civil Service patterned their revision around the speci-
fications of one or more other counties. The third possibility
is that our minimum qualifications at this level are too light.
We have recently developed this thought after comparing the State
qualifications with our own.
There must be an explanation for the persistence during
salary discussions in comparing our second working level, Journey-
man Appraiser, with the first working level appraisers in other
counties and the State. If the reason has ever been brought out,
we certainly failed to recognize it. In a recent review of the
training and experience requirements in other counties and the
State, differences with our own were noticed. I believe changing
our experience requirements to conform to those of other counties
and the State will eliminate a job comparison problem area. It is
my recommendation that this change be made at the earliest possible
date; hopefully in time for the final decisions on appraisers' sal-
aries. Briefly, I recommend that the experience requirements of the
several appraisal classifications be established substantially as
follows:
Appraiser I - One year of experience as an Appraiser's
Aide in the Contra Costa County service, or one
year experience in a local assessor's office or in
the California State service performing property
appraisal duties comparable to those of Appraiser' s
Aide.
Appraiser II - Two years of experience as an Appraiser I
in the Contra Costa County service or the equiva-
lent thereof.
Appraiser III - Two years of experience as an Appraiser II
in the Contra Costa County service or the equiva-
lent thereof.
Supervising Appraiser - Two years of experience as an
Appraiser III in the Contra Costa County service or
the equivalent thereof.
ff
t
0 0
Assistant Clerk,
Board of Supervisors -3- April 26, 1968
The above experience requirements should not create any hard-
ship on our present appraisal staff. A study of the service dates
of our current Appraiser II's shows that 33 of the 35 have experi-
ence in excess of five years. The other two will complete five
years of service in May and October 1969. All of our Appraiser III's,
with one exception, have the experience combination of at least seven
years total service and two years as an Appraiser III. The one
exception has outside experience to qualify him as a Supervising
Appraiser.
No doubt, refinements should be added respecting the equiva-
lent experience in other governmental jurisdictions and in private
business. I don' t believe it should be our purpose to foreclose
consideration of experience in these areas. Examinations should
continue to be given on an open and promotional basis.
From the information I have, I believe the above action will
justify a 5 percent special adjustment in the Appraiser II salary
schedule and put our appraisers in a pay range comparable to that
of appraisers in other counties charged with similar responsibil-
ities. This adjustment, together with accompanying internal adjust-
ments (Appraiser I and Appraiser III ) and the adjustment in the
Appraiser's Aide schedule, which appears to be justified by compar-
ison to other counties, are portrayed in red on the accompanying
salary graph. The explanation for the adjustments is as follows:
The Appraiser I is given a half step increase to maintain
its same relationship with the Appraiser's Aide, and ends
with a one full step overlap with the Appraiser II. The
Appraiser III likewise is given a one step increase in
order to maintain its former relationship with the
Appraiser II. Probably the Supervising Appraiser should
be given a half step increase and leave a one full step
overlap with the Appraiser III.
The change in the schedules for Auditor-Appraiser and Senior
Auditor-Appraiser is an internal adjustment resulting from the
change in the Real Property Appraiser schedule, and is justified
in the following manner:
According to the salary survey prepared by the Civil
Service Department, the prevailing practice tends
toward paying Auditor-Appraisers the same as Real
Property Appraisers. Of the counties included in the
salary survey, we find only Santa Clara has a higher
Assistant Clerk,
Board of Supervisors -4- April 26, 1968
pay range for Auditor-Appraisers than the Real Property
Appraisers. All the counties have the two classes in
the same pay range except San Francisco which has its
Real Property Appraisers at a range considerably higher
than that of Auditor-Appraisers.
While the realignment of the minimum qualifications as outlined
above may not in itself justify comparison of the benchmark appraiser
class with what we believe are comparable classes in other counties,
it is my suggestion that the Civil Service staff consider the ap-
praisers' salary schedules in the light of revised specifications,
typical tasks, etc. , which should be accomplished immediately. The
revision in the specifications so that they would more accurately
reflect the duties and responsibilities of the several appraisal
classes as they are currently delegated would undoubtedly justify
the requested salary adjustment.
M t0 .00 IA O l0 p M d �; .,.C] c%8
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Assistant
:
Count A
Chief Appraiser
P[ ropertySupv. Steal
Appraiser
l I
Ap raiser III ; APPRAISAL GROUP
AP raiser
ppraiser I
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; Aide :
Sr. Auditor
ApprE AIaiser ;
' Auditor : ; : - •
upv. Personal
. . . . era. Prop. ;
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Marine
Ap• raiser•
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to I� Qf M f, M p ' 00 ' 00 ' O ' M
• T Q O d 1ff %n Ln Ln tNC 400 t0 to cn n • /. 000 • 0 • Goo ONE • Of • O • O • 00 N • M M • d 00
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Office of
COUNTY TAX COLLECTOR-TREASURER
Contra Costa County
Rooms 100— 101 Finance Building
Martinez, California
TO: Assistant Clerk DATE: April 26, 1968
Board of Supervisors
FROM: &Mett Hitchcock SUBJECT: 1968 Salary Review
Treasurer-Tax Collector
Request is made to adjust the following positions during the
1968 Salary Review:
Assistant Treasurer-Tax Collector: From Range #58 to Range #62
The increase will reflect the salary more in line with other
assistant department head positions. The following shows the
assistants salaries as a percentage of the salary of the principal
he represents:
Assistant District Attorney .957%
Chief Deputy Coroner, Public Adm..906%
Undersheriff -8W
Assistant Auditor-Controller .864%
Assistant County Assessor .843%
Assistant Treasurer-Tax Collector.763%
Above increase would adjust percentage to .842% of principals
salary.
Investment Supervisor: Should be adjusted from Range #54 to
Te #56 to maintain internal salary relationships with above
assistant position.
Tax Office Manager: Should be adjusted from Range #48 to
nge .s position should be removed from the clerical
series and placed in the administrative series to reflect the
position's responsibility. The adjustment would also maintain
internal salary relationships with above two positions.
Meld Tax Collector: Should be adjusted from Range #37 to
Range , . This increase would raise position to a comparable
salary in Alameda County with a position of identical duties. -
Alameda County Supervisor is paid $782.00 per month with a
5% increase contemplated, Field Tax Collector #1, $727.00 with
a 5% increase contemplated.
WAlw
[RECEIVED
+&"--?4- .1968
.e Wr PAASCH
OF SUPE VISOR;
B 13Y
-
M '1 h1i r• M V V' R LL� u1N u1. ID i -
Ta: Of f ice Manager
Hosppital Office
anager CLERICAL GROUP
M ,
Social ServIE'e'
Clerical Coord.
• ; ; : ; nper�r Igor ; r
School Records
Principal Clerk Asst. Clerk ;
7 ; Bd.of Su vs.
• ; ; ; Supervising ;
Clerk II
Supervising ; Sr. Superior
Clark I
• Court Clerk •
i Clerk III ; ; Superior
.
Lead Court Clerk
C ark- III-
Inter.
enio
TYr
r x + p Cler
Secretary to . Legal
# rater. o.Administrator ;
T/C Recpt. ; Clerk
i pi
C Jerkat
;
..+ Isec.to Mem.
Bd.of Su v.
Asst.Master ;
Senior ; ; [Calendar C1 ;
Steno Clerk
f Inter.
Steno Cler
Steno
Clerk
' en or
Account Clerk
: Account
_h Clerk
Inter
A Clerk.
Clerk
• Family Sup. :
Election Int2ryiewer
Clerk Public Asst.
• Unit Clerk
Eligibility :
. Worker II
. ; E igibility
Worker ICO;
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Director
Disaster Office ;
[ Asst. Director
Disaster Office
Emerg. Plan. ;
Coordinator
Assistant
County Clerk
FAssistant
ounty Recorder ;
Registration and t '
: Election Supv.
Asst. Reg. & ;
: Elec. Supv.
Special Dist.
& Prec. Tech.
uhf: Dep. Coroner- :
ub Administrator
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Adm. I
Asst. Co. Treas.-
Tax Collector
Investment
Supervisor
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Contra costa county
TO: Mr. Alfred M. Dias, Chairman April. 25, 1968
Board of Supervisors
FROM: Glen W. Kent, M.i)a Subject: Salary Adjustments
Acting Health Officer 1968 - 1969
- - - - - - - - - - - - - - - - - - .- - - - - - - - - - - - - - - - - - -
From all indications, it appears that additional salary ad-
justments are necessary for the Public Health Nursing series for the
fiscal year 1968-69 if we are to establish and maintain a competitive
relationship with private and public agencies vieing for -these
employees. The recruitment salary for the benchmark class of Public
Health Burse has fallen significantly behind the neighboring juris-
dictions of Berkeley, Alameda and San Mateo.
While the main concern will be focused on the nursing series,
-we are presenting data to indicate the overall problem, of salary
relationships for the medically oriented series of positions who
attain similar levels of training and experience and/or who serve
in positions directly re fated to and supportive of a medically
oriented pregramo
Our recommendations for 1968-69 will cover three chain points
as follows:
1. Grant salary increases which will establish a competitive
relationship for the nursing series which is competitive with other
jurisdictions in the Bay A-rea.
2, Establish and maintain a salary relationship for classes
directly related to a medically oriented program which is realistic
and feasible in terms of proper compensation for the training and
experience requirements of these classes.
3> Adjust certain internal inequities for miscellaneous classes
not affected by the nursing series adjustments.
Our recommendations and justifications for each series of
employments is as follows.-
1.
ollows:1e Public Health brarsiaS Series
Information currently available on nursing salaries in the
State of California and particularly in the Bay Area, indicates that -
additional adjustments will be made again this year to nurses employed
ix, Paas 2 4--25-63
by public and private hospitals and agencies. A feasible program of
salary adjustments for the nursing series should be considered so
that Contra Costa County can maintain a competitive position to at-
tract and retain qualified nursing personnel. To achieve this end,
we recommend that the salaries for the recruitment level or bench-
mark class of Public Health Nurse be adjusted to the same level as
San Mateo, Berkeley and Alameda. This would require a 706 adjustment
for the series as follows:
Public Health Nurse 49(763-927)
Senior Public Health Nurse 52 (821-997)
Supervising Public Health Norse Grade 2 56 (905-1099)
Public Health Nurse Training Coordinator 59(973-1183)
Rome Health Agency Coordinator 59(973-1183)
Supervising Public Health Nurse Grade ICI 61(1022-1242)
Director of Public Health Pursing 57(1183-1439)
2. Public Health Microbiologist
In a medically oriented program of Public Health, the Micro-
biologist is a key person in the detection and control of communicable
diseases. in addition, they provide consultation to hospitals,
physicians and other laboratories.
Educational requirements for these classes are most demanding
in that a Bachelors Degree is required plus a traineeship and certi-
fication by state esamination. The courses required in attaining
the educational background are most demanding and difficult.
Finally, the recruitment problems involved in getting people to
enter this field have become more and more difficult because of the
inadequate salaries paid. Salaries have simply not kept pace with
the nursing field and if they are not brought more in line, students
and Microbiologists will seek more lucrative fields.
To adjust salaries for the Microbiologist series to compensate
for the level of training and experience required a 10% salary ad-
justment is necessary.
Our recommendations are as follows:
Microbiologist Trainee 41(628-763)
Public Health Microbiologist 46 (710-862)
Senior Microbiologist 52 (821-997)
Director of Public Health Laboratory 59(973-1183)
1.3
-25--68
3. Therapist Series
The direct care and rehabilitation of the patient is so
directly dependent on the therapist that it is impossible to separate
them from the medical team. In terms of educational and training
requirements, the therapists must attain the same level as the Public
Health nurse with a different area of specialization. To allow a
more realistic salary position for this series, a 7'W adjustment is
necessary.
Our recommendations are as follows:
Occupational Therapist 44(676-821)
Physical Therapist "(676-821)
Supervising Cerebral Palsy Therapist 48(745-905)
4. Venereal Disease Invest*gator
This single position class has always been tied directly to
the Public Health Nurse in terms of salary. The duties performed
are of a specialized nature and require that the incumbent work in a
sensitive area of disease control and provide consultation to phy-
sicians, laboratories, Public Health Nurses and other medical pro-
fessionals. We recommend that the salary for this class again be
reestablished at the -u blic Health Nurse level and maintained in the
future. A 121A adjustment is necessary.
Our recoatendation is as follows:
Venereal Disease Investigator 49(763-927)
5. Health Program Assistant
When the class of Health Program Assistant was established,
the salary range was set to provide a promotional opportunity for
Supervising Public Health Nurses Grade I. The duties and responsi-
bilities of the position are significantly greater and broader than
the Supervisor I and the fact 'vras so established in the classification
study. To provide the proper promotional salary level, this class
should be established at a minimum of 5% ahead of the Supervisor I.
To establish and maintain the proper salary relationship a 15%
adjustment is necessary. Our recommendation therefore is as follows;
Health Program ?assistant 58(950-1154)
1 i
Mr. Z01,as � 4 � 4-25-68
6. Medical Care Administrator
The class of Medical Care Administrator was established this
past fiscal at a salary level equal to the Supervising Public Healtb
Nurse Grade 11 because of the duties assigned and level of responsi-
bility of the position. To maintain the same salary relationship a
10% adjustment is necessary.
Our Recommendation for this class is as follows:
Medical Care Administrator 61(1022-1242)
7. Sanitation Series
Traditionally the Sanitarians have been paid at a salary
range equal to or above that of the Public Health Nurse. Here again,
the educational and training requirements are similar in that a
Bachelors Degree in science is required plus examination and regis-
tration as a Sanitarian in the State of California. To bring this
series more in line with Bay Area jurisdictions and the Public Health
Nursing series we are recommending a salary adjustment of 10% as
follows:
Assistant Sanitarian "(676-821)
Sanitarian 48(745-905)
Senior Sanitarian 52 (821-997)
Supervising Sanitarian 59(973-1183)
Director of Sanitation 65 (1126-1370)
Air Sanitation Director 63(1073-1305)
Public Health Engineer 71(1305-1586)
8. Health Education
.Educational and training requirements for this series
certainly has not been recognized in the pay plan for Contra Costa
County. A Masters Degree is a requirement for the entrance level
class. To bring this series in line v7i.th the pay levels of others
with this degree of educational requirements a 5% adjustment is
necessary.
our recommendations are as follows:
Health Educator 49(763-927)
Health Education Coordinator 55 (883-1073)
j
s
Mi. Dias 5 4-25-68
9. Health Officers
The benchmark class of assistant Health Officer clearly
indicates a need for an adjustment in the Health Officer series.
To maintain a competitive position =with agencies in the State, a
5% adjustment is required.
Our recommendations are as follows:
Assistant Health Officer 76 (1474-1791)
Public Health Dental officer 76 (1474-1791)
District Health Officer 80(1625-1975)
Chief of P. H. Medical Services 80(1625-1975)
Chief Assistant Health Officer 88(1975-2396)
10. Miscellaneous Classes
Certain other classes related to a medically oriented program
were established to recognize certain levels of education, training
and job assignments. In view of the nursing series adjustments, it
becomes essential that the foll(nf_ng classes be adjusted as follms:
Public Health Social Worker 511801-973) 5%
Public Health Ratritionist 47 (727-883) 5%
Alcoholic Rehabilitation Coordinator 62E1047-1273) VA
Alcoholic Rehabilitation Counsellor 54(862-1047) 716
Psychiatric Social Worker I1 51(801-973) 5%
Supervising Mobile X-Ray Tech-nician 42 (644-782) 5%
X-Ray Technician 36 (556-676) 5%
Public Health Aide 25 (425-517) 5%
Sanitation Aide 25(425-517) 5%
Therapist Aide 27 (447-543) 5%
Laboratory Assistant 25 (425-517) 5%
Home Health Aide 20(376-458) 5%
Benchmark Adiustments
1. Administrative Series
The benchmark class of Administrative Analyst does not compare
favorably with other agencies in the State. We cannot continue to
ignore benchmark comparisons for this series and expect to recruit and
retain qualified personnel. To bring this series in proper line with
salaries paid to other jurisdictions, a 5% increase is necessary.
Pir a Dias 6 4-25-68
Our recosmendations for this series are as follows
Administrative Analyst I 41(628-763)
Administrative Analyst III 58(950-1154)
Public Health Data & Projects Coordinator 58(950-1154);
Departmental Administrative Officer 67(1183-1439)
General Clerical
To keep pace with the increases anticipated for 1968--69 in other
jurisdictions for the clerical series, we recomend a S% adjustment
for all clerical classes.
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Stud Coordinator
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Director Public
Health Laborator
Senior :
Microbiologist PUBLIC HEALTH PARAMEDICAL
• : ; ; ; ; _
Public Health
: Microbiologist
: Microbiologist
Trainee
Laborator Public Health
Assistant Social Worker ;
' X-ray .Tech.
Mobile Alcohol
X-Ray Tech. is R ehabilitation f
Coordinator
Alcoholic Rehab. ; : : Y
Counsellor
Health Education
Coordinator
Health Educator
Public Health ,
.
Nutritionist
Sanitation
Aide i Medical Care
• ; Administrator
Public Health Data and
P. H.
Projects Coordinator
Aide ; Health Pro ram r
Assistan
fi}
Home
Hlth. Aide
: Supv. C0 P.
Therapist ;
Physical •
Therapist ;
Occupational
Therapist ;
`
[Therapist ;
• - Aide • : � � •
: Supezvis ing ;
Clinic Nurse
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Hospital Administrator
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•: Hospital xdminystrator
Res. in
Hosp. Adm. ;
Director of Nursing
Assistant
Director of Nursing
FSurgical Supervisor
•
Supervising Nurse
• : Surgical Nurse ; HOSPITAL GRbUP '
Staff Nurse
—Hospital
Attendant
Juvenile
Nurse
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� : • '
Psych olo ist :
Dental : Clinical Psychologist :
Assistant
Supv. Psych.
• � ; Social Worker
Psychiatric
: Social Worker II ;
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PROBATION DEPARTMENT
CONTRA COSTA COUNTY
COUNTY ADMINISTRATION BUILDING
P O. Box 791
MARTINEZ, CALIFORNIA 94553
PHONE 220.3000
TO: Geraldine Russell, Date: Apri 1 24, 1968
)sistant Clerk o Board
Jo (Z
From: 0' rA'�Davis, Subject: 1968 Salary Review
C
my Probation Officer
As requested in the Director of Personnel 's memorandum of April 2, 1968$
we are forwarding the Domestic Group, Probation Group, and Administration
Group Charts showing Department recommendations on internal position
adjustments, and bench mark raises based on market rates.
In the Probation Department field series, a 21 percent internal adjustment
is requested in five positions, to maintain a minimum of 71 to 10 percent
spread between positions of higher responsibility. A salary raise of 10
percent for the bench mark position of Deputy Probation Officer seems fully
justified by "market" comparisons used by the Personnel Department, which
shows seven jurisdictions paying more than this County and only two less. -
In the Institutional Series, an internal adjustment from 21 percent to 10
percent is recommended, based on a reclassification plan which is now under
study by the County Personnel Department. A 10, percent raise for the bench
mark position of Group Counselor is requested based on market conditions, or
salaries paid in comparable jurisdictions.
Chart 11 shows the two new positions requested in the reclassification study,
namely the Group Counselor Trainee 1, and Group Counselor IV, and the salary
relationships of all positions in the institutional series if the internal
adjustment and salary increase recommended is followed.
Chart 11 also shows the relationship between the institutional position
series and the field positions with these added positions.
It is recognized that it might take more than one year to bring the institu-
tional series to the level recommended.
JAD:slg
eel
RECEIVRD
V
APR 2 4 1968
W. T. PAASCH
CLERK BOARD OF SUPERVISOR
ICONT
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Assistant County \`
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: Senior Probation �\
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Senior Probation
• Su ervisor-Juv. : •
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• Su ervisor II
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Institutions
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—Qffix\
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Counsellor
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CONTRA COSTA COUNTY DEPARTMENT OF EDUCATION
Floyd Marchus, County Superintendent of Schools
Pleasant Hill, California
April 10, 1968 UCEI V ED
APR 23 1968
W. T. PAASCH
CLERK BOARD OF SUPERVISORS
To: J. P. McBrien, County Administrator 'WONTFJA COSTA CO.
.
, , AVdU__ MPUW
From: Floyd Marchus, County Superintendent of Schools
Subject: Evaluation of Salary Range for Selected Positions in the
Office of the County Superintendent of.Schools
In accordance with instructions received from the Civil Service
Commission, the Office of the County Superintendent of Schools would like to make
the following recommendations regarding salary range adjustments for the following
staff positions:
Present Range Recommended Range
Supervisor of School Records 48 - $ 745 to 905 48 - $ 745 to 905
Director of School Building Planning 61 - $1022 to 1242 64 - $1099 to 1337
Assistant Superintendent, Administration 67 - $1183 to 1439 69 - $1242 to 1511
The recommended salaries above are necessary to obtain and hold adminis-
trators with the high caliber talents desirable for these positions.
The recommended increases will place these positions more nearly in line
with comparable positions within our office and make them more competitive with
salaries paid for similar work in other school districts.
The following pages give supporting data to show that present salaries
are below those paid to employees in similar positions within the area. A
description of qualifications, duties and responsibilities of the above positions
is also included to assist in evaluating our request.
FM:vg
Attachment
cc; F. E. Emery, Civil Service Personnel Director
15 cc
� i
SUPERVISOR OF SCHOOL RECORDS
Position and Salary Comparisons
1967-68
Position Location Monthly Salaries
Business Manager Santa Clara County Schools $1286
Accounting Officer Contra Costa Junior College
District $1074
Director of Accounting Mt. Diablo Unified School
District $1029
Senior Accountant Richmond Unified School
District 935
Within Our Office
Director, Information Services Contra Costa County Schools '1047
Supervisor, School Records
(Director, Business Services) Contra Costa County Schools 905
All four of these positions are, comparable as to qualifications, respon-
sibilities, duties and staff relationships. The four positions report directly to
the assistant or associate superintendent. The qualifications required for the
position are quite similar and the nature of the duties are comparable.
Recommended Salary Range, Range 48 $745 - 905
-1-
r
it
DIRECTOR OF SCHOOL BUILDING PLANNING
1966-67
Comparison of Position: Monthly Salaries
District Engineer and Director of Construction 1105 - 1416
and Operations, Fresno City Unified School District,
Fresno, California.
Supervising Architect, Office of Architecture and 1167 - 1428
Construction, State of California.
Position requires California certificate or registration
as an architect, graduation from college with a major
in architecture and five years of responsible experience
in architectural planning and design.
Civil Engineer, Public Works Department, Contra 1098 - 1337
Costa County.
Under general direction to have responsible charge of a
major engineering division of the Public Works Department;
to plan, direct, coordinate and review the work of
professional and non-professional personnel engaged in
highway engineering; and to do related work as required.
Position requires California registration as a civil engineer.
Building Design Coordinator, Public Works Department, 1099 - 1337
Contra Costa County.
Director of School Building Planning, Contra Costa 1022 - 1242
County Schools.
Recommended Salary Range, July 1, 1968 - Range 64 $1099 - 1337
_ -2-
ASSISTANT SUPERINTENDENT, ADPIINISTRATION
1967-68
Comparison of Positions: Monthly Salaries
Within Our Office
Assistant Superintendent (Special Schools $1530
for 1968-69)
Within Our County
Assistant Superintendent (Business Service) 1792
Mt. Diablo Unified School District
Assistant Superintendent (Business) 2833
San Ramon Valley Unified School District
Assistant Superintendent (Business) 1583
Acalanes Union High School District
Within Our Area
Assistant Superintendent (Administration) 1488
Marin County Schools
Assistant Superintendent (Business Administration) 1634
Alameda County Schools
Assistant Superintendent (Administration) 1597
Fresno County Schools
Assistant Superintendent (Administration) 1596
Santa Clara County Schools
Assistant Superintendent (Administration) 1183-1439
Contra Costa County Schools
Recommended Range, July 1, 1968 - Range 69 $1242 - 1511
-3-
SUPERVISOR OF SCHOOL RECORDS
Seven main tasks are:
1. Employing, supervising, and training personnel.
2. Supervising day-to-day accounting for 19 school districts with their
some 83,000 employees.
3. Supervising or actually preparing state and federal reports,
demanding thorough knowledge of regulations, rules and laws as well
as their interpretation and application.
4. Monitoring the budgets of federal projects.
Duties of the position have been increased in recent years by compilations
necessitated by district organization studies, the addition of audio-visual
classified employees to those supervised, and the growing complexity of state
and federal requirements.
Employing, Supervising, Training:
Confers with the assistant superintendent on delineating qualifications of
persons to be employed in the business division. Interviews and employs.
Supervises classified employees of the clerical, accounting, audio-visual,
library, and federal projects staffs (total of 46). Maintains employment records,
including time. Delegates work on the basis of workload and particular abilities
of employees. Studies operations in the light of achieving maximum efficiency.
Trains new employees and employees assigned to new work. Performs functions
of numerous positions when employees are absent. (Note: Training of new
employees is a highly important and time consuming task, arising from the fact
that the department's business operations differ from those of any other county
department because of the specialized nature of public school finance.)
—4—
Supervising Accountant Work:
Fields covered are: warrants and payrolls; school attendance; retirement
teachers, classified, OAST; credentials; budgeting and accounting procedures.
In processing payroll warrants, supervises the handling of: certification,
statements of freedom from tuberculosis, income tax deductions, retirement
deductions, hospital plan and insurance deductions, liens and garnishees, notices
of employment.
Performs liaison service with the auditor-controller, deals with cancellation
of warrants, expedites processing, rectifies errors, confers on legality. In
liaison with the district, computes payment to employees separated in mid-pay
period, confers on annuity rates for retirement; rectifies errors, confers on
credentials and contract.
Interprets instructions, school laws, and regulations in order to assist the
employees in the discharge of their work. Maintains such contacts as are
necessary with county, state, and federal agencies. Gives direct assistance to
clerical workers when needed. Oversees completion of reports by the deadline dates.
Checks the Education Code, Administrative Manual, and Accounting Manual.
Responds to requests by letter, telephone, or in person.
Preparing Reports:
Supervises the preparation of the following reports to local districts, county,
state and federal agencies, and general public: banding capacity; analysis of
expenditures; assessed valuation; transportation; apportionment for growth; ADA -
enrollment; driver education; annual financial report of the condition of
California school districts; income tax deductions; PL 874 (allowances for
federally connected pupils); PL 864 (National Defense Education Act) ; and federal
projects.
Also processes district applications _to state and federal agencies by deter-
mining procedures, assembling data, conferring with the districts, checking
completed forms, questionnaires, etc.
Preparing Budgets:
Prepares assessed valuation data. Analyzes, by funds, the restricted taxes
for both preceding and coming fiscal years. Calculates expenditures of the
previous year, arriving at an actual cash balance for the coming fiscal year.
This service is performed for all districts except the Richmond Unified and Mt.
Diablo Unified School Districts. Compiles forms for computing state apportion-
ment. Helps compute income for the next year. Confers with district represent-
ative and with him compiles budget and arrives at est1mated tax rate. Circulates
copies of budgets to newspapers for advertising. Forwards copies of the budgets
to the auditor-controller, County Board of Supervisors, and State Department of
Education. Computes the very complex area-wide tax for 9 school district.
-5-
Preparing Budgets: (Continued)
Figures the restricted taxes (24) for all school districts. Also assists
Richmond Unified and Mt. Diablo Unified School Districts on their budget to
arrive at correct tax rate.
Other:
In addition to these major functions, the position renders certain other
services.
The supervisor has assisted in the training of welfare recipents. This
year, for example, as a result of this training, seven people have been taken
off the Social Welfare rolls and placed in full time employment positions.
The supervisor is chief source of information; answering requests from both
professional and lay persons, officials and taxpayers, and from all segments of
the school system: teachers, administrators, board members. As much as possible,
requests are categorized and the information incorporated in such reports as the
.annual financial report, enrollment reports, etc.
Minimum Qualifications:
Education: Completion of the 12th grade, including courses in bookkeeping
and/or accounting.
Experience: Five years of experience in a position which would give
familiarity with school law and finances. Thorough knowledge of the provisions
of the California Education and Administrative Codes pertaining to the operations
of the Office of the County Superintendent of Schools. Thorough knowledge of
school accounting procedures and requirements. Working knowledge of school
district budget preparation and administration. Working knowledge of accepted
office practices and procedures. Ability to assemble and analyze financial and
statistical data. Ability to interpret rules, regulations, graphs, and related
statistic measures. Ability to supervise other employees. Ability to maintain
cooperative relationship with the public. Familiarity with accounting principles
and practices. Ability to meet with high level officials and communicate with
these said officials.
-6-
DIRECTOR OF SCHOOL BUILDING PLANNING
Definition:
Under general direction, this single position class advises local school
districts on school building plans and programs; establishes and maintains
liaison with architects and builders on individual projects; consults with
local districts on school building construction inspection, and gives preliminary
and final review for approval to school construction plans.
Distinguishing Characteristics:
This single position class is distinguished as that class having primary
responsibility for effectuating the authority of the County Superintendent of
Schools to review for approval, all school building plans for districts having
a student population of less than 10,000. Advises and prepares building program
for special schools of the County Superintendent of Schools.
Typical Tasks:
Through analysis of rate and pattern of economic development and population
growth advises District Superintendents and other officials on acquisition and
utilization of school sites; confers with district officials and participates
in development of specifications for buildings as integral units in a complex
of school plans. (Specifications developed include level of use, design, materials
and method of construction with a view towards total efficiency in terms of usage,
maintenance and constructions costs.) Establishes and maintains liaison with
architects and contractors to insure development of structurally and financially
feasible specifications. Reviews final school building plans for approval by the
Superintendent of Schools. Gives advice and assistance to districts with respect
to negotiation and letting of contracts for school design, construction or alter-
ation. Consults with districts with respect to financing; advises districts on
eligibility for and preparation and submission of application for State funds,
assisting in representing districts before the Division of School House Planning,
State Department of Education, and the State Allocations Board, Department of
Finance. Advises on building inspection standards and procedure within districts
and conducts or arranges for required training of inspectional staffs, represents
smaller districts before State and local agencies treating of activities of concern
to the districts. Maintains liaison with Planning authorities, Public Health,
Public Works, District Attorney's Office and other agencies regarding school
building matters; appears before P.T.A. groups and other community and civic
organizations interested in school planning and operation and stimulates public
understanding and support of school system development.
In addition the director assists school districts in the preparation of
educational specifications, prepares cost estimates for construction bonds,
assists the school districts in the initial screening in selecting an architect,
evaluates the architect's professional training as well as his general and specific
architectural experience in school planning. Assists in planning special schools
for the mentally retarded and physically handicapped children.
-7-
Minimum Qualifications:
Education: (Architecture at college of recognized standing requres
five years.)
1. Five years of education in a college of recognized standing with a
major in architecture or engineering and four years of professional experience
in building design or construction which included design or construction of
public buildings, or
.2. Eight years of experience in building inspection, including three
years of inspection of public building construction projects, or
3. Five years of administrative experience in a school district or major
educational institution which included responsibility for a major building
program, or
4. An equivalent combination of the above.
5. California registration as an architect.
License Required: Valid California Motor Vehicle Operator's license.
Good knowledge of the processes, methods, equipment and materials used
in the construction of large public buildings; good knowledge of state and
local building codes and safety orders which apply to school building construc-
tion; •working knowledge of the standards used in grading workmanship and materials
used in building construction work; ability to read and interpret building plans
and blueprints; a good knowledge of design requirements for various school levels;
knowledge of State requirements and procedure with respect to procurement of
State aid for school building projects; ability to deal effectively with public
officials; contracting and architectural firms, and the general public; ability
to speak and write effectively; ability to collect and analyze data, draw con-
clusions and prepare reports and recommendations.
ASSISTANT SUPERINTENDENT OF SCHOOLS, ADMINISTRATION
Definition:
Within established policy, the incumbent of this position functions as a
consultant to county school districts on administration of business, fiscal,
noncertificated personnel and general legal matters; directs the organization and
conduct of like matters for the Office of the County Superintnendent of Schools;
develops budgets and performs related activities as required.
General Responsibilities:
The incumbent of this position reports to the associate superintendent and
superintendent of schools and has responsibilities for technical-professional
consultation and guidance to school districts as well as to county office personnel
in all areas of school business administration with emphasis on budgetary, fiscal
and general legal matters. The incumbent provides administrative supervision to
the director of school data processing.
Typical Tasks:
Receives queries from school district officials on a wide variety of school
business administrative matters involving budgetary, fiscal, noncertificated
personnel, and general legal matters; advises such officials of administrative
or Education Code requirements and/or accepted technical-professional standards
of action and operation; coordinates activities with other county or state offices
as required by statute or indicated by circumstances; develops the budget for
the Office of the County Superintendent of Schools including federal projects
and the special schools operated by the county, and effects continuing review of
budget compliance through fiscal reports; arranges transportation and rental
facilities for the special schools; negotiates contracts with school districts and
federal project representatives.
Minimum Qualifications:
Education: Graduation from a fully accredited college or university with
major work in education.
Credential: Possession of an administrative credential.
Experience: Four years of teaching experience, at least two years of which
must have been in administration. Should have wide experience in school business
management as well as experience in the administration of the regular school
programs.
Needs thorough knowledge of state laws and county ordinances relating to
school administration; knowledge of the principles and practices of school
budgeting; knowledge of financial record keeping principles, practices and pro-
cedures; ability to conduct comprehensive administrative studies, develop systems,
and improve procedures; ability to read and interpret school law accurately;
ability to prepare clear and comprehensive reports and correspondence; and the
ability to work cooperately with school district officials.
-9-
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Use& Transportatud Coordinator
Assistant to The
County Administrator ;
Systems "&& Procedures A
Designer DMINISTRATIY GROUP
Administrative :
Anal st IV
: Data Systems
Coordinator
: Administrative
Ana 1l si llll
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Analyst ZI
Admin. Assistant Director
Analyst of 'Pelsonnel ;
ersonnel Analyst IV
Personnel
Anal st III
Personnel
Analyst II
Admin. :
Analyst I ;
Departmental
Administrative Office
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Social Service
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School Records ;
' Principal Clerk Asst. Clerk
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Supervising ;
Clerk I Sr. Superinr: ;
; Court Clerk ;
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T/C Recpt. ; ; Clerk '
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Asst.Master
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Steno
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Clerk
senior
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Account
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Clerk
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Election n e e
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PAASCH. COUNTY CLERK V/J. R.OLSSON
P. O. sox sts ELECTION SUPERVISOR
226-3000 523 MAIN STREET
CONTRA COSTA COUNTY
REGISTRATION-ELECTION DEPARTMENT
MARTINEZ. CALIFORNIA
94553
April 15,- 1968
RECEIVED
R 2 2 1968
W. T. PAASCH
The Honorable Board of Supervisors CLERK BOARD OF SUPERVISORS
TRA ACO
Room 103, County Administration Building ley 01
Martinez,- California 94553
Gentlemen:
Pursuant to April 2,' 1968,' Civil Service Request and
Board of Supervisors Resolution 68/184 1 have analyzed the
positions under by jurisdiction on the series charts provided.,
Adjustments have been made over several budget years
to put the classifications in proper perspective,;
Cost of living increases are not part of my study -
Adjustments requested and granted to other departments should
also reflect in comparable positions in my departments;'
County growth continues to increase work volume and
consequently increases employee value.
Reclassifications are in process in my Recorder's
division that should reflect in salaries there;
Very truly yours.:
/,)-/"
W. T. PAASCH
County Clerk
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Planner II
Planner I
Chief
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Manager CLERICAL, GROUP
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Supervising
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Clerk :
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Unit Clerk
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iI
OFFICE OF COUNTY LIBRARIAN
' CONTi2A COSTA COUNTY
1750 OAK PARK BOULEVARD, PLEASANT HILL 94523
TO: Board of Supervisors DATE: April 17, 1958
FROM: Mrs. Bertha D. Hel}um, County Librarian
SUBJECT: 1968 Salary Review
We have no recommendations for modifications in internal salary relationships
in the County Library Department. We do, however, request an overall 5%
increase in salaries to keep up with other jurisdictions.
We are not asking for further increases in salaries since our imediate and
desperate need is for added positions in the 1968169 library budget.
BDA:er
FRECEIVED
A497�,�,,�1 PR 18 1968
T. PAASCH
OARD OF SUPERVISORS
V "'"�'C !�✓C/ NIRA 1'11 CO.
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SALA R Y PROPOS AL
1968 - 1969
Social Workers Union, Local 535 AFL-CIO
RECEIVED
W. T. P AA S C H
CLERK HOARD OF SUPERVISORS
C TRA COSTA CO.
OY DeDut
lam:c�a''3
The Fresidents National Advisory Commission. on
Civil Disorders called it over and over again,
,s the alternative-the alternative to riots, to
urban chaos , to poverty , to despair , to the
death of the cities , to the deterioration of
American into two armed camps.
"The Alternative will require a
commitment to National Action—
c-omaassionate , massive and sus-
tained .,
us-toined , backed by the resources
of the richeeL and most powerful
nation on this earth. From every
American it will require new atti-
tudes ,
tti-
tudes , new understanding, and above
all, new will."
The Commission had mora specific recommendations
about the way government could choose the alter-
native. Among them:
A FcLVA,tll'ING OF THL SYSTZM.. .l�
S.F. Sunday Examiner and Chronicle , larch 10, y .
Axa
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s
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I. Salary Increases of $100
A substantial increase is necessary to maintain parity with Marin,
San Francisco, Los Angeles, and expected increases in other Northern
California counties.
P4ZESEn1T- R'�GpMMENOED
Pos ►Tiotq SALJ\P-y RANGE SALAfZy RANGE.
S W Z 530 - 644- 34 62-8 - 765 41
S w ZL X 13 - 7/45 40 710 - 862-
SW =
62SW = 69-3 - 84--1 4.5 . 801- 973 S1
QRACT Z 693- 841 4-5 601 - 973 51
Q9,ka. m 765- 927 4-9 562- /047 54
S WS I 782.-- 950 5-0 883--/073 57_5-
S
sS US U 927- 112-6 57 1022-- 12-42 1
V0 66o --8o 1 43 763- 92-7 4-9
0 e� �- 53o -644 34 628- 763 41
E+-lU 447-54.3 ?-7 643 - 660 3�--
-1-t6. 4-95- 598 31 598 - 7,27 09
Fitted into the existing salary range structure, this translates
into a 17-1/2 percent -increase. At the present time, three counties,
Los Angeles, San Francisco, and Orange starting salaries for newly
hired Social Workers are above $600 per month. Fifty percent of the
total Social Work staff working for California counties -have beginning
salaries above $600 per month.
, .. WIP.
er
za
II. Five Percent Differential for Intake Workers
Intake Social Workers and Supervisors should receive a 5 percent
pay differential to compensate for the more demanding responsibilities
and knowledge required for their jobs. Intake Social workers must
know all eligibility requirements in all aid categories and also be
adept at crisis counseling. Intake Supervisors often serve as coun-
selors for other supervisors and generally have more developed skills.
III. Additional Sick Leave, Personal Leave, Bereavement Time
Every worker should accrue sick leave at the rate of two days per
month and should be allowed to use it from the first day of employment.
At termination of employment, accumulated time should be reimbursed at
2/3 pay or converted to vacation time, depending on the worker's pre-
ference.
Since everyone eventually has business that must be done during
working hours, we feel that three days per year should be allowed
each worker to be used as needed.
Bereavement time following a death in the immediate family or for
serious illness of a family member should be allowed for the recupera-
tion of the worker before having to return to daily work. We feel
that this consideration would result in increased efficiency and a
presently lacking sense of loyalty toward the agency. This time off
should not be taken from accumulated sick leave.
IV. Vacations, Overtime, 7-1/2 Hour Workday
e Five additional vacation days per year for all workers.
a 7-1/2 hour workday.
e Optional overtime or compensatory time to be reimbursed at 1-1/2
time hourly rate.
It is well knotan that good social work depends on the emotional
and intellectual strength of the individual worker. We are constantly
called upon to invest ourselves in an unending variety of extraordinary
situations and to go from one to another with composure and equanimity.
The strain engendered is often exhausting*. Time, and time alone, array
from cares and duties, allows the accumulated tensions to drain off.
Presently, there is not time enough for the average worker to
remain abreast of the current developments in the field and unless
we move ahead, we move backwards. There is no standing still. As the
responsibilities of the county increase with its population, so will
the need increase for a dynamic, resourceful, effective team of social
workers. To meet the need, time must be allowed for personal develop-
ment on an individual worker level through longer vacations and a
shorter work creek.
We feel that NAS14 standards should be observed and only 7-1/2 hours
of work should be required per day. Time spent working in excess of
37-1/2 hours per week should be reimbursed at 1-1/2 times this value
in either salary or compensatory time. Allowance should be made for
the accrual of at least 40 vacation days.
V. Fully Paid Medical Dental Psychiatric Services Including
Prescription Drupe Coverage
Comprehensive health insurance could be justified merely in
terms of what are now normative fringe benefits in organized occupa-
tions. However, we feel we must demand these benefits as intrinsic
to the performance of our jobs. Just as the county carries insurance
on all its automobiles used in driving to our clients ' homes, we must
demand insurance for ourselves while in these homes. Social `corkers
are constantly exposed to unsanitary conditions in which illness,
4.
infectious or contaFzious, is the rule rather than the exception. When
physical illness to one of us results, however., we have only very
inadequate medical coverage to fall back on. Similarly, we must
enter into the most demanding psychological situations with openness,
sensitivity and compassion. We therefore must demand that we be
covered, in light of the risks we endure, for all medical exigencies.
The present Medi-Cal program covers our clients in this manner. It
is time that those who work in a milieu encompassing the same health
dangers are similarly covered and continuously covered even if ill-
ness or accident requires a lengthy convalescence.
VI. Flexible Work Hours
In order to lessen the burden on working mothers and persons
commuting through heavy traffic, we advocate a flexible work plan
allowing workers to arrive between 8:00 and 9 :00 a.m. and leave be-
tween 5 :00 and 6 :00 p.m. This would keep the office open one hour
later,, allowing workers to provide service to those working clients
who cannot be contacted on the job and who should be given as much
help as possible. Arranfrements could be made at the unit level to
meet the required number of hours per day.
VII. Increased Mileage Pay
It is advantageous to both the county and to the worker for the
worker to use his own car. However, since social LTorkers drive
fewer miles than other county employees, the present mileage rate
does not meet their fixed expenses. Fixed expense, averaged by the
American Automobile Association, is $82 per month, but we know that
this will be higher for social workers because insurance for young
5.
persons is higher and because they must have coverage for clients
riding in their cars.
We feel that a reasonable flat rate, paid to all who use their
cars, would be $41 per month plus 6 cents per mile.
VIII. Sabbatical Leave After Six Years At 80 Percent Pay For Nine Months
We concur with NASW standards for social vrork personnel that a
sabbatical leave be granted employees after six consecutive years of
employment . A leave of 9 months at 30 percent pay is reasonable on
the condition that the employee return to the agency for at least
one year following the leave .
All departments concerned with welfare services would profit
from the ideas generated in the intensive study and research occurr-
ing during sabbatical leaves. The workers would tend not to change
employment in order to obtain this chance for study and development .
The workers would profit from the study, the agency would profit
from more consistent contact with a single worker and from the de-
velopment of new approaches to their problems.
IY. Time Off For Conferences , Educational Leave, and Personal Development
In our rapidly changing society, we have learned to accomodate
many changes and have devised laws to make them permanent and static.
Ile will, someday soon, have to learn to accomodate to the idea that
w� arc: in a conztant state of flux; that no change is permanent, and
no regulation in law or in bureaucracy remains stable. To stay in
tune with developments in our oi:rn vast field, and throughout society
in general, we must educate ourselves continually. We need time to
confer with other segments of our field, to meet together and form
new ideas and new associations.
ov
The agency, for it-s own welfare, should encourage its workers
to educate and develop themselves just as we urge our clients to
do so.
X. County Sponsored Graduate Stipends At Full Pay
We ask that the county provide full pay graduate stipends for
any worker who has worked for the agency for four years. Employees
-unity for advancement beyond the
without an NI.S.W. now have no opportunity
Social Worker III or Supervisor 1 level. This program would attract
prospective Social Workers to C,-ntra Costa County, provide an incen-
tive for those already employed to remain., and upgrade the quality
of service our agency provides by improving the workers ' skills.
Present state stipends are limited in number and., though marginally
adequate for a single person, are of little value to the head of a
household who cannot afford to give up his salary for two years of
graduate study.
Enrollment in schools of social welfare in California are very
limited, and many qualified applicants are turned away. More ade-
quate stipends wo-ald enable workers to enter graduate programs 'lut-
side California by providing money needed to meet transportation
expenses and higher tuition costs.
We ask that a minimum of twenty stipends be available each year
to those meeting the required standards (4 years of satisfactory
service with the ecunty, acceptance at an accredited school of
social work, and commitment to return to Contra Costa County one
year for each year of the stipend--or repay at 6 percent interest) .
lie feel that the county will save money by initiating this program
because it will attract motivated workers to the county, retain
7.
those who might otherwise leave the agency, and improve the skills
of those returning to agency service with their H.S.W. 's.
XI. Retain Jury Duty Pay
Selection for jury duty is a random process in the public in-
terest and independent of the will or desire of any citizen. As
such, employees should not be penalized for such public service.
The CCSS Department presently requires its employees to return jury
pay in order to receive their normal pay. This policy does not take
Into consideration extra money spent in order to perform jury duty
such as parking, lunch, etc. It should also be noted that CCSS
Department does not presently require reservists to return their pay
for these reasons. . Therefore, in order that the Department policy
should be consistent and not penalize its employees in the perfor-
mance of their civic duty, we recommend that employees be permitted
to keep jury pay in order to pay expenses incurred for jury duty.
Salary Report compiled by: Jay Connell, Linda Gunhouse, and
Kay Riddle.
F
In
;K
CONTRA C ONTRA C OSTA COUNTY MEDICAL SERYI
I>a
2500 Alhambra Avenue Martinez, Calif. D a r--
TO: Contra Cocta County Beard of Su ory sons April 15, 1968 D U)
oan a
FROM: .peg npgn��� M_ n_ MPdiral niroctor� p ca ,.
V o
RE: _Jusgrifi atinn of 196R Salarg Rr vi_pw 1 N
After carefully reviewing the salary survey of the Civil Service Department,
and considering the present labor market in the health field, we feel that
the following justifications for the recommendations made should be given.
We believe that a 5% general increase for all Medical Services personnel
will suffice in the majority of classes of personnel working in the hospital.
This will meet with general market competition and cost of living. There are
exceptions and we will go into these exceptions in detail. The number of the
recommendations in various groups are marked with an asterick. These recom-
mendations, we feel, are flexible, that is the present market is unstable, but
what we have recommended, we believe will cover the instability of this
particular market. However, when it comes time for the Board to make its
final decision on these, the market may have settled, and therefore, the
recommendations may not necessarily be as high as we now have them. We
will certainly keep the Board informed of these situations and adjust these
recommendations downward. We feel it is impractical and even foolhardy to
make these recommendations lower at the present time.
Because of the fluid state of these markets in a number of cases, we have
recommended second and third step recruitment. The reason for this is as
follows: The salary ranges of the personnel listed are either the range in
the private market or in the range of the County's three-step range, rather than
the full five and as management, we feel it is unnecessary to artificially boost
the ranges to such a high level. On the other hand, it has been virtually
impossible for us to recruit qualified personnel at a number of the first step
range. Competitive market situations demand second and third step recruitment
in certain fields. That is the reason why these recommendations have been made
and marked.
We will go through the review according to the groupings which Civil Service has
set up. Group I, Hospital Group, Regarding the salaries of the Hospital
Administrator and the Assistant to the Hospital Administrator, these will be
taken up in detail when we speak of the Administrative group.
The Nursing Series -- as you can see this is asterisked, therefore we feel the
position of the market is unstable at the present time and we feel a recommendation
of 10Z is initially necessary. If neighboring counties settle for raises that
will be comparable to less than this 5 or 7'k%, we feel that this would be acceptable.
We also feel that if the raise goes beyond 5% that the salary of the Director of
Nurses and of the Assistant Director of Nurses should be 211% less than those for
the Supervising Nurse and Staff Nurse. Presently it is essential for us to keep
a differential of roughly $100.00 above the private market and to be at least
equal to that of Alameda County since nurses who work under Allied Hospital of
the East Bay and Alameda County are our biggest source of recruitment. Regarding
the Hospital Attendant class, we recommend minimum of. 7112 looking at the present
market. The Registered Nursing series received tremendous boosts over the past
few years, the Hospital Attendant class has not risen proportionately. Persons
* _t-�64}asyl in the Bay Area are pressuring very hard for substantial raises.
P,G
2
Justification of 1968 Salary Review
We feel that we should keep roughly the same recruitment level and advantage that we
now have over members of Union Local 250 of the Hospital Employees, in order to
keep our recruitment factor at a workable level. The Dental Assistants and Morgue
Attendants raises are also internally tied to those of Hospital Attendant which
is tied to outside market.
In the Clinical Psychology category, a second step recruitment would put us in a
marketable position along with a general wage increase. In the whole Social
Work series, we feel other than the 5% market consideration that the Psychiatric
Social Workers should be recruited at a second step. We also believe that the
Medical Social Worker should receive the same raise as the Psychiatric Social
Worker I as their qualifications are basically the same.
Group II - Hospital Paramedical - Pharmacy Series. The Pharmacy Series we have
had extensive problems in recruitment; therefore, we must recommend besides
the 5% increase a third step recruitment for the Pharmacist I.
Laboratory Series--Next to nursing this has been the most rapidly rising
group regarding the retention of benefits. Attached are the recommendations of
the California Medical Laboratory Technicians Association. We believe these
recommendations to be high; however, we do respect some of the recommendations that
this group has made and we would like to parallel a few in order to be more comparable
to market and realistic and fair to our personnel. So, other than the market
considerations which will be extensive, we have had poor market relationship in
this area and we are recommending IOX for our Chief Clinical Laboratory Technologist,
a 71�% for the Senior Clinical Laboratory Technologist, and 52 for the Cyto-
technologist and Clinical Laboratory Technologist, with a third step hiring
range for the Clinical Laboratory Technologist. The other relationships are
really internal in this series.
Regarding the Medical Records Library series, it is imperative that the Medical
Records Technician keep a differential above that of the Clerk III. It is
presently 2112, and this must be maintained. Othewise we lose personnel from
Medical Records Technician training to Clerk III work.
The Rehabilitation and the Therapy class market demands a 7k% differential for
these personnel. Also, with the opening of our new Multipurpose Centers we will
be recruiting six or eight more positions in this grouping. This is a very
scarce market and we must remain competitive. The Therapist Aid class is one
that originally came from the class of Hospital Attendant and has a differential
of 5% above the Hospital Attendant; we must recommend that this entire relationship
be maintained.
In the X-ray series, we believe the market demands a V17. consideration for these
employees, and this is one area where government employment is somewhat lower
than the private market. A 7k% increase will keep us comparable to the public
market. As we have had considerable trouble recruiting dieticians, we must
recommend a second step recruitment and 5%.
Office Machines in Stores--For the sake of internal relationships with other
hospital service area heads, we recommend. 711% for the Senior Storekeeper and
�e m
3
the normal increase for Storeroom Clerk and Driver Clerk.
Domestic Group--Looking at the market considerations, we--must-recommend A%
for our Baker-Cook. series. In order to readjust internal relationships we
recommend 7-�Z for our Housekeepers Gtade__II, Housekeeper- land Institutional
Leadmen. These positions have received considerably more responsibility since
the Executive Housekeeper has not been filled and since, at the present time,
it is up for reclassification to a straight Administrative position. Therefore,
these positions, as well as that of the Laundry Supervisor, will now have more
responsibility. As the Porter Class has been traditionally tied to the Custodians,
we must recommend that this relationship not be broken.
Clerical Group--Because of the added complexities that legislative requirements
have made upon the Hospital Office Manager, we recommend a VIZ increment for
this position. We believe that the 52 general increase should suffice in the
rest of the Clerical Series Maintenance Group. The Operating Engineers and
Stationary Firemen have been astericked. It appears these positions are low
and, therefore, we are recommending 7-�x and realizing that is is a market con-
sideration and if the general raise is less than that we would be willing to
request less.
Gardener-Caretaker--This series appears to be quite low compared with the area and
therefore we feel it is only fair to recommend 7'hz, and granting the rest of
the series the regular 5% increase.
Administrative Group - The health field is presently the third largest industry
in this nation and within the next five years it is expected to become the
largest industry in the nation. As an industry grows, the demands for personnel
in it become acute. This is true at all levels; it is especially true at the
administrative level. We feel it is essential to recruit and maintain administrative
personnel who are professionally trained and who would be attracted to our very
complex Medical Services organization. In the past the Civil Service Department
has tied the Hospital Administrator and the Assistant to the Hospital Administrator
to the Administrative Group, claiming it is part of the County administrative
picture. We feel that we cannot agree with this because it has kept the salaries
of our administrative people artificially low to the point that we now believe
it is discriminatory to say nothing of unfair to these personnel. The attached
survey shows salary ranges of Hospital Administrators both in county hospitals
that have both a Medical Director as a department head and a Hospital Administrator
as a department head. In any instance the salaries that we pay our Administrator
and Assistant to the Hospital Administrator are very, very low. Our recom-
mendations are not the top; they are only competitive. We might add that compared
to the private hospital industry, salaries of governmental hospitals are low
so we are paying the lowest of the low and we believe that this is completely unfair
and certainly will not attract qualified individuals to our Medical Services.
There has commonly been a differential of at least 10% between persons supervising
and the person supervised. This being the case, the actual recommendation should
be that the Hospital Administrator should be 10% above his assistant, and the
Assistant in turn, should be 10% above the next highest paid department head,
who happens to be the Director of Nursing. Because of the revolution in
nursing we will even dismiss this internal relationship, which is normal and
comparable and common in any hospital situation. However, even a cursory look
at hospitals that are 300 beds and over will show that what is requested, 17h%,
is not only not unreasonable but minimally reasonable at that.
Thank you very much for your consideration.
FMM:lbw
•
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Contra Costa County al Service Department
MEMORANDUM
TO: Assistant Clerk,Board of Supervisors
FROM: R. E. Jornlin, Welfare Director eJ DATE: April 15, 1968
SUBJECT: 1968 Salary Review
By his memorandum of April 2, 1968, the Director of Personnel has asked that I
prepare a statement regarding the internal adjustments of classes within the
department and also the prevailing rate structure be considered in my recom-
mendation for salary increases for fiscal year 1968-1969. Accordingly, I have
reviewed the salary survey furnished to me and carefully considered the ap-
propriate internal relationships of classes used in this department. The
attached charts indicate in green where I feel the prevailing salary practices
within the area is the important factor. I have used red where the important
factor is the establishment of maintainence of a good internal relationship
of salary. Specific commentary on each item follows:
1. Social Worker II
An increase of 7 1/2$ is necessary in order for this county
to hold its relationship to other social service departments
in our wage area. Last year this class fell behind a half step.
This condition should not be allowed to continue as it is
important that we be able to hire experienced caseworkers who
come into this area. This allows us to save considerable money
that otherwise would go toward the training of inexperienced
staff.
2. Social Worker I
An increase of 7 1/2$ is indicated for this class in order that
its relationship with the experienced level class is maintained.
It should also be pointed out that there are very few bachelor
degreed classes in any jurisdictions in our area that have a
starting salary of under $600.
3. Social Work Practitioner I
This class has a dubious honor of having the highest vacancy
ratio of all our classes. It is imperative that this class
be given a 10% increase so that we will be in a sound competitive
position with respect to obtaining staff with masters degrees to
carry out our programs.
4. Social Worker III
In the recent classification program implementation, it was
decided that Social Worker III should be on a parity with
Social Work Practitioner I. Therefore a 10% increa
for,this class to maintain that parity. ` ED
app, 1 1968
W. T. PAASCH
CLERK. BOARD Or SUPERVISORS
CONTRA OSTA CO.
s3v _ Deputy
-2
5. Social Work Practitioner U
It is essential that this class be retained at a 10% differential
above Social Work Practitioner I. Also, we must improve its
position relative to other jurisdictions if we are ever to expect
to recruit new staff at this level. Therefore, a 10% increase is
indicated.
6. Social Work Supervisor I
A 7 1/2% increase is essential for this class in order to maintain
our position in our wage area. Also we need to tie this class to
the Social Work Practitioner II. This 7 1/2% increase would put it
on a parity with the recommended increase for Social Work Prac-
titioner II.
7. Social Work Supervisor II
On the premise that a minimum differential between classes in the
same series should be 10%, 1 am recommending that this class be
granted a 10% increase. Only in this way can the appropriate
differential be maintained.
8. Social Work Supervisor III, IV, and Assistant Director
A 10% increase is needed for each of these classes in order to
maintain existing internal relationships with other classes in
our professional series.
9. Vocational Counselor Trainee
A 7 1/2% increase is necessary for this class in order to maintain
its parity with the class of Social Worker I.
10. Vocational Counselor and Job Recruitment Specialist
A 5% increase is indicated for these classes in order to maintain
a good position in the recruitment area.
11. Vocational Services Supervisor I and II
A 7 1/2% increase is necessary for the I level in order to
maintain its parity with the Social Work Supervisor I class.
The same increase of 7 1/2% is necessary for the Il level in
order to retain its relationship with the Social Work Supervisor
II class.
12. Vocational Services Supervisor III
A 10% increase is necessary for this class in order that it
retain its relationship with our division level Social Work
Supervisor III.
-3
13. Social Services Project Supervisor
A 5% cost of living increase is necessary for this class to
retain its present relationship in the market area.
14. Demonstration Project Supervisor
A 10% increase is necessary in order that this class
maintain its parity and relationship with the Social Work
and Vocational Services supervisors.
15. Medical Social Work Specialist
A 10% increase is recommended to retain its present relation-
ship to other classes in the Social Work series.
16. Welfare Investigator and Supervisor Welfare Investigator
Both of these classes should receive a 5% increase in order
to retain their market position and their relationship to
each other.
17. Administrative Analyst I and II
If we are to establish ourselves in a good competitive
position for these classes, a 10% increase is essential.
The past year's experience indicated difficulty in filling
vacancies.
18. Administrative Analyst III
A 7 1/2% increase is necessary for this class to maintain
established relationships to the lower classes.
19. Department Administrative Officer
A 7 1/2% increase is necessary for this class to maintain
its relationship to Administrative Analyst III and Administrative
Assistant.
20. Personnel Assistant
For several years I have recommended that this class be placed
on a parity with Administrative Assistant. Assuming a 7 1/2%
increase for Administrative Assistant it is requested that this
class be given a 10% increase.
21. Typist Clerks, Intermediate Typist Clerks, Steno Clerks,
Intermediate Steno Clerks, and Account Clerk
The salary survey indicates that a 5% increase is needed for
each of these classes if we are to maintain a good position
in the prevailing market.
I
[ i
22. Clerk III, Lead Clerk III, and Public Assistance Unit Clerk
A 5% increase is needed for these classes to maintain their
relationship to the benchmark classes.
23. Supervising Clerk I and II
These positions should be established at a 15% differential
above the positions supervised. This will require a 7 1J2%
increase for Supervising Clerk I and a 10% increase for a
Supervising Clerk II. The clerical complexity and responsibility
needs to be recognized and established.
24. Principal Clerk
No recommendation is made on this class as the incumbent has
announced her plans for retirement. The department plans to
split the district in Richmond so that this classification
will no longer be required.
25. Social Services Clerical Coordinator
An increase of 7 1!2% is necessary to retain a supervisory
differential above the class of Supervising Clerk II which
this position functionally advises.
26. Eligibility Worker I and II
A 5% increase is necessary to maintain the internal relation-
ship of this class to others in the department. A 7 1j2%
increase is necessary for the Eligibility Worker II in order
that it be placed at the level the department originally
requested when the class was established. It is imperative
that this class receive appropriate recognition as being more
difficult than the class of Public Assistance Unit Clerk.
27. Economic Opportunity Community Aide Trainee and £OC Aide
A 5% increase is necessary for these classes to retain their
relationship in the department.
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DevelopmentroDirector
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JOHN A. NEJEDLY DEPUTIES-CRIMINAL DIVISION
DISTRICT ATTORNEY OFFICE OF DISTRICT ATTORNEY
JOHN B. CLAUSEN 0. L.
BARTLETT S. H. MEWODA4 X
ASSISTANT DISTRICT ATTORNEY O. L. BOAZ J. W. ODA
GEORGE W. MCCLURE CONTRA COSTA COUNTY K. J. BRANCH D. T OHERIDA
CHIEF CIVIL DEPUTY H. C. FRYER ROB7. HERMA AN
DONALD R. WALKER G. L. GLENN C. E. SHERMAN
B. D. GLENN T. C. SMITH
CHIEF CRIMINAL DEPUTY COURT HOUSE. 5TH FLOOR J. F. HALLISEY L. L. SNYDER
DEPUTIES-CIVIL DIVISION P.O. BOX 670 W. R. HARTMAN G. F. SWIFT
S. FISH MAN MARTINEZCALIFORNIA. 94553. J. D. HATZENBUHLER J. J. WAGNER
H. T. GONSALV ES L. F. HOLDRICH T. A. WATROUS
E. V. LANE.JR. PHONE (415) 228.3000
J. D. POLISNER INVESTIGATORS
A. W. WALENTA.JR.
DAVID COOK, JR., CHIEF
V. J. WESTMAN G.J. 1. AXELSEN
FRANCIS
FAMILY SUPPORT SECTION April 15, 1968 J. WJ. FRANC
K. D. EWART
ALASZ
R. D.JONES C. A. MYHRE
P. C. RANK WCE
Alfred M. Dias, Chairman RECEIVED
Board of Supervisors
Contra Costa County ar
/;��{
Administration Building � lJJV
L Martinez, California 94553 T PAASCH
CLEJ9,L6- OF SUPERVISORS
RA CO O.
py _ Deputy
Dear Mr. Dias :
The following salary adjustments are recommended for person-
nel in this office:
Clerical Series :
In order to just maintain the relative position of our
clerical people with other competing agencies, it appears
that a 5% salary adjustment is required. Increases in
cost of living and contemplated action by other agencies
dicate such increase to maintain prevailing practice.
Some consideration should be given to ordering a study for
the Richmond area to develop solutions to the difficult
recruitment problems being experienced in the clerical
areas .
We recommend a 5% across the board for the clerical series,
including the family support interviewers. See Chart T.
Investigators :
We recommend a 7 1/2x increase for both investigator and
chief investigator positions: A study of comparable agencies
demonstrating prevailing practice is included as Chart V.
These positions are tied to the Sheriff series and should be
increased with them.
We will shortly submit a request for the creation of an
investigator II classification_ which will be placed salary-
wise between the current investigator and chief investigator
and will require an upward shift of the chief investigator
position. This matter should be left open for consideration
during the year. See Chart II.
w
Alfred M. Dias April 15, 1968
Deputies:
We have again conducted our annual survey directly with all
comparable counties in the state and submit the information
on the attached Chart IV. As you will note, we again dis-
agree with the information provided by Mr. Emery. Our study,
directly with the counties involved, shows that salaries
reported by Mr. Emery for the deputy district attorney grade
III for the Counties of San Diego, San Mateo and Los Angeles
are actually their grade II salaries. Our chart shows the
correct salaries for grade III positions in each of these
counties.
On the basis of comparable salaries paid in the reported
counties, which we believe demonstrates the prevailing
practice, a 7 112% increase across the board in all
attorney positions is justified, as most of these agencies
are also considering comparable salary adjustments.
We suggested to you last year and again recommend that
serious consideration be given an additional 5% increment
to the grade IV positions and above to begin to reduce the
salary overlap in the higher supervisory positions. As
you will note from the attached Chart I, there is a 2 1j2%
spread between the top of the grade II position and
beginning grade III that- provides a meaningful salary
recognition for attaining desired proficiency and accepting
the additional responsibility. Between grade III and IV
there is not only no gap but a 10% overlap in salary ranges
so that a grade III at the top of his scale when promoted
to grade IV has only one salary step left before reaching
the top of the grade IV scale. Good personnel practice
requires that such additional responsibilities should be
recognized by appropriate wage incentive. We recommend an
additional 5% for grade IV positions and above.
Our recommendations are depicted on Chart' III.
very truly,
John A ejedl
Di at
Attor y
JAN--JBC:if
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social Service
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SALARIES of DISTRICT ATTORNEYS—(DA)/COUNTY COUNSELS (CC}
COUNTY YEARLY SALARY
LOS ANGELES DA $35,000
LOS ANGELES CC 32,$00
SANTA CLARA DA 28,30$
ORANGE CC 25,704-31,944
SAN FRANCISCO DA 30,306
SANTA CLARA CC 23,280-289308
SAN DIEGO CC 22 ,692-27 ,576
ALAMEDA DA 27 ,456
SAN MATEO CC 27,336
SAN MATEO DA 27 ,336
SACRAMENTO DA 26,160
SACRAMENTO CC 23 ,724-26,160
ALAMEDA CC 26 ,148
ORANGE DA 25,000
SAN DIEGO DA 259000
,CONTRA,;.,COSTA DA 23;000 c2733G,
11/1/68
- NNN NNNNNNF-+ NNNN NNNNi-+ NNNN 1-+ 1-+
�J co
\D P r%) ON co 0 N � OONN O00 00 0* VVI \10 w � --3 %.0 r) �N3t UN -pr -4 0 w --4 0 t � p -;r coo N OON 0 w
COUNTY O1WO -JU'WNNNNNwVtaatit-JN -3W \UMF'wNNWl." �1UP. %O -pN00ONVt \JnON NM
- 5� Seale
Orange CC 1l0
San Francisco DA Ib34 10131
Alameda DA 1693 942
Riverside CC 756 940
Orange DA 55 94o GRADE ONE
Santa Clara CC 751-E
91 DEPUTY DISTRICT ATTORNEY
San Diego CC 0 & COUNTY COUNSEL
San Diego DA 0
San Mateo DA V25 06
Sac ento CC 1745 905
Sac ento DA L745.. 0
Contra Costa DA 4 0
Los Angeles CC _ $$
Los Angeles DA 1 88
Santa Clara DA 1731 T
Alameda CC 1676 821
Attorney Gen -F746-8211
Orange cc 1 7 13801
Los Angeles CC 1048 1306
Los Angeles DA 1048 1 06
Alameda CC 1048 1274
Sacento CC GRADE TWO '11155-12741
Sactento DA DEPUTY DISTRICT ATTORNEY11155-1274
--. San Mateo CA & COUNTY COUNSEL - 1013 12671
San Diego CC 11002 1218
San Diego DA 1002 1218
San Francisco DA 1988 1200
Santa Clara CC 1979 11 1
Santa Clara DA 1979 11917
Alameda DA 1942 1191
Riverside CC 1940 11701
Orange DA 110 ---�
Contra Costa DA -507-
Attorney
0
Attorney Gen '53 104$
4/1/68
NNN !-+ N NN'N NNN NNN NN !-+ NNNl-+ NN NN
m m w m m kO ko kO kO kO O O O op N Pro.N NWWW 111 In �J1 O\ 41-1 -J co
N 01 DD U N DD O 1\) lJ� �1 �O N �1 �O N V1 O�I-+ O W -4 O W �] FJ 9 M N M O £ kO W
M W O -4 lA W N N N N N W Vl �l O W -4 N 11 W kO M �W N N W \.n -4 U � F-+ M%.n Vn ON w P O\
COUNTY - 5% Scale
Los Angeles CC 06 16
Los Angeles DA 11306 16
Orange CC L236 1 40
Sacramento CC
Sacramento DA GRADE THREE 11-4-48-1-41
San Mateo DA DEPUTY DISTRICT ATTORNEY 166 1401
Alameda DA & COUNTY COUNSEL 111C)l 144
San Francisco DA 11971 14251
San Diego Cc 1
SarWego DA 1160
A1aEffda CC 140
Attorney Gen 1 f�CP 141
Orange DA 11107
Riverside CC 11107
Santa Clara CC112.34-137
Santa Clara DA 11144 -
Contra Costa DA
J.
1 Los Angeles CC 11498 181
Los Angeles DA 11498
Attorney Gen. 11479) 17gil
San Francisco DA LL429 17331
Ora& CC GRADE FOUR 18o - 17191
Sacramento CC DEPUTY DISTRICT ATTORNEY -
Sacramento DA & COUNTY COUNSEL 147ci-
Santa Clara CCOM
Santa Clara DA 12
San Diego CCAIN
1 1 4
San Diego DA 159
Alameda DA
San Mateo DA 11267 _ 1 s
Alameda CC 1274 195491 '
Riverside CC 9 Qk�
OrangeDA 11236 1 4
Contra Costa DA 1104 1911
4/1/68
F•� F-+ F� NNNNNNNNNNNN NNNNNNNNNNNNI- NNNNNNNNN
r \0 %.0%z ,100 00 O N N N N N N W W W -J -J --] 00 OD 10 10 O O P N N W
O � OW� N �WZ � W N NWIOJI � OHO F IN' OD0�1lNJ1UM1 � ODNO� N� OND1�JtON10�oN O �� OOD .
COUNTY - 5% Scale
l
Orange CC 1627 P027J
Attorney Gen 1626 19761
San Mateo DA 1 40 192
Santa Clara DA 11563 19001
Los Angeles CC CHIEF DEPUTY [1499 186
San Francisco DA DISTRICT ATTORNEY 11533 186
Los Angeles DA 'AND. No information
Santa Clara CC COUNTY COUNSEL [1 520 1848
Sacramento DA11666-18371
Samento CC No position
O rage DA 058 1816
Alameda DA 11486 1806
San Diego CC 11481 1801
Alameda CC 17501
Riverside CC 11380 17201
San Diego DA 16741.
Contra Costa DA L-1370 166
San Francisco 11733 210
Los Angeles (CC) 11673 2081E Spec. Asst. CC
Attorney Gen 11708 20 6
Loongeles ASSISTANT No information
Orange DISTRICT 1627 20271
Alameda ATTORNEY 1976
Contra Costa
San Diego 1758
Sacramento No position
Santa Clara No position>See above
San Mateo No position
4/1/68
D.A. CHIEF INVESTIGATOR WAGE COMPARISON APRIL 196$
00• 950 1000 1050 1100 1150 1200 1250 1300 1350 1400 1450
11243rn�ctxnavfra 1371
1048 e&jvrY 1306
4rRu+la��'Rerr�
1178 129
1047 eowrFA(?C,;pry vey c5Ns/rtFF 6ppr1;IN 12
YDL»/F6 t�APf tN 4
999 _ su/ ,qc ecsNf 1213
AN
O TGUN 7 T 1198
CISAN I'1A r- Nfy 11981
1950 >7Lr3MaAA 1/NrY/SNrrt/FF C /,y 1]�}5
OAN l'frANe'15C O �(L/C'4t l"A��/N 1 '
JnN7,q t•G.,1RA <`Gt/Nrr +R, 11331
CM/.f /N 'f ♦ d
a,9N D1 eG.G CG Uwt 7Ya As
V CN/!f /N JL$r/GATG 110
0 C+ca+vrr�6i C•:aTA+ 1104
tdUNTY 1,1116991
905
FN/af /Nl/73 r/ca TOR
( f jlZZA
7/, G�
G
CHART V
,D.A. INVESTIGATOR WAGE COMPARISON APRIL 1968
0 0 Soo 850 goo 990 1000 1050 1100 1150 1200 1250
C)& NCRKa�s r
YnutG tda'ErtO�C 1 Q
863 F£P/ate r?c t.+r-7 �3ur�c�ru ('II 104
1933 N UT�ZTF'ILB K 02A -.
1828 yrNtttLND P ctns tf,-tacr.sgur 1010
t
�
Z� 2 !
.! ._ D,.�. /NtJEST/GAipl? 79
3
t
795 SaN r"RHw��sao rcct.vrY
D A. /ND'.SJT/GATO/G 963
r .]H+� 17 r1f60 CtIN 7Y C1
a D,/q. �NU�'3Tt�/tTd Ll
pp nK /LtG4 QOUNT ,
787
•SAfR'gH/zNTO
82 /N✓�
782 INp?3TICAr4M, 95017,/
F-71
ontYry Rn rvxrr 887
1 0.�, /Nu.s�t/car !J
i
CHART V—A -'
t $ i
INVESTIGATOR
The seven investigators in the District Attorney's Office are
charged primarily with the responsibility of pre-trial investigations
of criminal cases after a complaint and warrant has been issued.
They aid the deputy district attorney in preparing cases for trial.
They further handle complicated cases such as embezzlement, and con-
sumer fraud which are not within the limited sphere of local law
enforcement agencies.
It is requested that the District Attorney Investigator position
be bench-marked at a level of 5% above the Sheriff's Department
Sergeant and Detectives for the following reasons:
1. The more stringent specifications for the position of District
Attorney Investigator. This can be seen by the accompanying comparison
which sets forth on the next page the educational and experience re-
quirements of the position .of Sergeant-Lieutenant and District Attorney
Investigator. Out of over 60 applicants for the District Attorney
Investigator position in 1961 only two qualified thru the oral and
written examination. In 1967 of 114 applicants only twelve (12) were
certified.
2 . The lack of promotional opportunities within the District
Attorney's Office as compared with the Sheriff's Department. There
are no intermediate positions between the Chief Investigator and
Investigator.
3. The more sophisticated nature of investigations within the
District Attorney's Office require a much broader scope. of knowledge
for investigation techniques and maturity t�ian that of Sheriff Sergeant-
Detective.
A salary survey taken in March of this year further shows that
Contra Costa County is falling behind other comparable counties in the
District Attorney Investigators and Chief Investigator position. This
survey is shown on the accompanying page. Note that all counties sur-
veyed are higher than Contra Costa with the exception of Santa Clara
County.
SALARY SURVEY APRIL, 1968 CALIFORNIA DISTRICT ATTORNEY
INVESTIGATORS
This survey encompasses California Counties with a population
comparable to Contra Costa County (in excess of 400,000) . San
Francisco and Alameda County are excluded because they are non-
civil service.
Special Agents in the State Bureau of Criminal Identification
and Investigation are included because the duties involved are very
similar to the District Attorney Investigator here and because the
specifications for this position are lower than these of Contra
Costa County Investigators.
COUNTY POSITION SALARY
Contra Costa Chief Investigator $1099
Investigator 950
Los Angeles Chief Investigator 1719
Investigator 992
Orange Chief Investigator 1343
Supv. Investigator 10?7
Senior Investigator 992
San Diego Chief Investigator 1105
Investigator 954
San Mateo Chief Investigator 1198
Lieutenant 1071
Inspector 958
Santa Clara Chief Investigator 1134
Senior Investigator 979
Investigator 887
Sacramento Chief Investigator 1102
Investigator 950
Attorney General Special Agent II CII 1101
Special Agent I CII 1049
,r saa^;lit w r..r:,.•�•�.•, .v. -i.
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1 Q a,a Q in to N 1n tG b t0 h h h r
: Director
Disaster Office ;
Asst. nirector
Disaster Office ;
EmergPan.
Coordinator
Assistant
County Clerk
: Assistant ;
County Recorder ,
v ; Re istration and
Election Supv.
LE
Reg. & :
EleC. Supv.
Special Dist. ; LF
;��r1� � � 1968
•� : & Prec. Tech,
TPAASCH
Chf. Dep. Coroner- : �Aa� auey
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t
CONTRA COSTA COUNTY • i
BUILDING INSPECTION DEPARTMENT
I i'.. . i t i1 3
Inter - Office Memo ( k.V. i A A S C H
!:LEP.Ft ROARO OF SUPERVISORS
} CONTRA ClTA CO.
TO: Board of Supervisors DATE: April 16, 1968
FROM: R•J. Kraintz, County Building Inspectors
SUBJECT: 1968 SALARY REVIEW -
Miis letter of transmittal has some general facts that are pertinent to
the conclusions drawn in this report.
We are usingthe comparison jurisdictions submitted by the Civil Service
Department to keep all understandings in the same general plane of thought
to better understand each other.
It is presumed that County authorities reading this report will take into
consideration the fact that a total expenditure by the Department allows
for extra service features. To make the distinction on a direct com-
parison with these other jurisdictions, some allowance in personnel figures
must be made.
Furthermore, one important area of consideration, whether or not plainly
indicated, is the fact that this fiscal construction period ending June 30,
1968 offers a work volume, with necessary extensions, in the amount of
$50,000,000. This figure without inflation adjustment would compare
favorably with previous high production years.
Because of past policy that fringe County benefits -- such as offered by
building departments to communities -- should more or less pay their own
way, we are therefore judged a good deal on the volume of construction
work, rather than on service to the community.
Building Departments have traditionally been obligated to handle fee
structures commensurate with the size of their budgets and this has sig-
nificantly affected approval of the departmental operations. Modern
inspection has increased the amount of service needed.
Me State has now deemed it necessary that counties now have building: depart-
ments, as evidenced by the attached excerpt from the Health and Safety Code,
Division 13, Title 8, Section 1?952; this gives the same statutory depart-
mental status to County structure as many of the other agencies. It is now
the obligation of the department head to maintain statutory matters in accord
with the State Division of Housing minimum code requirements and to maintain
adequate personnel properly trained at compensations that make this possible
-- a part of our present program.
It is with these factors in mind that I submit this report in what I consider
a consistent manner with the like departments to be the most equitable salary
adjustment with all the facts at hand.
RJK:M
,Attach.
• _ „ t tli t.t a4:;titc+l t• � �. // /3
.. "Oz i/
;. — 15 --
least equivalent to, the requirements of this part, and rules and regula-
tions promulgated pursuant thereto and Ill order to substantiate claims
for alternates, the Building department of any city or county may re-
quire tests as proof of compliance to be made at tine expense of the:.!
owner or his agent by all approved testing agency.
17952. Ili the event of noncnforcenicut of this part or the rules and '
t , regulations promulgated pursuant thereto or of any ordinance or local
i. regulation adopted pursuant to Section 17951, tine provisions of this
t part and the rules and regulations promulgated thereunder sliall be -
enforced by the department in ally such city or county after the
department has given written notice to tine governing body of such city
or county of a violation of this part or the rules or regulations pro- ,
mulgated thereunder and the city or county has failed to initiate
l proceedings to secure correction of the violation within 30 days of
i the date of such notice. Tile city or county may reiluest a liearin�lie-
fore the State Housing Appeals Board within said 30 dans to show
cause for nonenforcement. Isufonemetit by floe department shallall not
t be initiated until the decision of the board;adverse to the city or county,
is rendered. (Amended by Stats. ]91'03, Oil. 1999.)
C11APTrR 5. ADMINISTRATION AND EVFORcr,5tF.tiT
.Article 1. Enforcement Agencies
j 17960. The building department of every city shall enforce within,
the city all the provisions of this part and rules and regulations promul;;;
gated thereunder pertaining to the erection, construction, rcconstruc-.
3 �, tion, movement, enlargement, conversion, alteration, repair, removil,
�+r,,�' demolition, or arrangement of apartment houses, hotels, or dwellings.•:
17961. The housing department or, if there is no housing depart-.,
? meat, the health department, of every city shall enforce within the city ,
all the provisions of this part and rules and regulations promulgated _
j thereunder pertaining to the maintenance, sanitation. ventilation, use,
or occupancy of apartment houses, hotels, or dwellings.
a 17961.5. The chief of any city or any county fire department or::
fire protection district and their authorized representatives shall en-
force in their respective areas all those provisions of this part and•.; } ,�
those rules and regulat ions promulgated thereunder pertaining to fire ;
prevention, fire protection, the control of the spread of fire, and safety
from fire or panic.
17962. If there is no building department, housing department. or
health depariment in a city, tile officer who i%charged with the enforce- ,
ment of ordinant•c: or laws re-rniaiing file erection. cow4rurtion, salter-
atiton, miaiwomone.`, sanitation, ventilation, or occupancy of buiitlingm.
or of tht, pt.lieo. fire. or health remilations, in the city, shall enforce .
within the city all the provisions of this part and rules and regallatimis -
prow.ol;tated thereunder.
17963. Ili ever;- eounly the officer who is char„ed with the cnforoe:
meat (,f ordinances or lit-ti-, regulating the erection, construction, altera-
tion, maintenance, sanitation, ocenpancy, or ventilation of buildingr�,,,.
or of the police, fire, or health regulations, in the county. shall eliforcg,a,
outside the territorial limits of any city, all the provisions of this part,
F
SALARY SURVEY
RECOA%MUMIOM
1968 -- 1969
Building Inspection Department
Contra Costa County
Martinez, California
April 15, 1968
Martinez, California
April 15, 1968
SAIARY SURVEY
In this comparison study of salaries, we will emphasize heavily the
bench mark employee section, or the Deputy Building Inspector. For this
purpose, we take the established jurisdictions as presented by the Civil
Service 'Department with certain tabulations to show a comparative work
load. It may be interesting, as a matter of observation, to consider
the number of personnel per million dollars of valuation shown as a
figure representing work load volume; and, I might add, this method is
also used by the State in allocating work responsibility at the State
level.
JURISDICTION NIDIBER OF PERSONNEL VALUATION PROCESSED
Santa Clara County 13 $14,666,000
San :'Mateo County 16 20,246,000
Alameda County 22 29,090,000
(total)
*Contra Costa County (39) 28 38,772,000
Oakland 85 73,854,000
Richmond 11 12,805,000
Berkeley 20 17,000,000
The asterisk indicates Contra Costa County total personnel; that
includes extra-service groups not generally had or included by the other
listed inspection agencies. A comparable number of the same operational
Dersonnel to other jurisdictions for Contra Costa County, would eliminate
Housing and Grading personnel and allow 28 people to do $38,000,000
worth of work, which is a reasonable relationship as will be noted by
using the comparison chart.
Pa ge 2
k-15-68
Much service work like complaints and other trips made by departmental
personnel are related to the population size which in Contra Costa County
in the unincorporated area is 210,000 people; extra calls are cost and
time consuming management problems, all of which added to our work load
in comp-.rison with other jurisdictions, is higher.
We conclude from the observations of the Civil Service salary survey
material, that Contra Costa by the nature of its fees position and work
responsibility, should be favorably comp"red with Santa Clara County
in salary, although steady work assignments are more conveniently found
in larger valuation figures than those that Santa Clara County presents.
Furthermore, economy moves to utilize a general inspector in the County
are often compared with agencies like Oakland, where electrical, plumbing,
and he�!ting and ventilating inspectors are specialists only - - and
more personnel is needed to handle this kind of work. Salary comparisons
therefore should favor the general purpose inspector.
Since Oakland has a high volume operating building department,
it would be interesting to make a direct comparison with their system.
The Oakland salary aT)proach is made on the comparison of building trades,
the State, University of California, and the city and county salaries
of several surrounding areas; their conclusions, already completed and
established to go into effect on July 1, 1968 follows:
Electrical Inspector _ - - - $1029
Plumbing Inspector - - - - $1029
Building Inspector - - - - $ 933
To relate this as an average cost in terms of a general inspector,
we would give a conservative 1007 figure for the time spent by electrical,
plumbing and heating inspectors on the job; and 607 of the time is done
in the carpenter time.
Svlary Survey Page 3
4-15-68
The plumbing inspectors visit the job maybe twice. A general
inspector would be responsible for everything, and would see that the
job is closed out properly; he has a wide awareness of the public
relations problem in handling total completions on a technical performance
level. Therefore, to compute job costs on averages, we offer the
following formula:
$1029 x 2 + $933 x 3 - $971, average.
5
Our inspector, paid to handle all jobs, would in terms of job
costs earn $971 per month, rated value of applied technical or mixed
inspections.
The Santa Clara County story, with $14,000,000 yearly valuation
work load volume, as compared with the $37,000,000 work load volume of
Contra Costa County, sows Santa Clara County Building Inspector salaries
at $913 last year. With a 5% increase normal (and much lower than trades
increases presently being studied by unions) we conclude we would be
equal with Santa Clara County if $950 per month is given to our Deputy
Building Inspectors.
I still find a question of this value in today's salary scheduling
as being sufficient in terms of all the competitive analyses that makes
sense. He Is our first line of contact with the public. He works on
his own responsibility a great deal of every day; he has several
technical concepts as applied by different trades to inspect. In effect,
the inspector must be a good "switch" hitter. He takes on a lot of
instructions from several supervisors - - and the end result creates
most of the image the Department his to offer the public.
1
' � • Page 4 "
Salary Survey 4-15-68
Factors I consider necessary to this report to establish
an equitable comparison are:
1. I believe the inspectors will find a 7-�% increase to $950
per month reasonable (Range 50 $782-950).
2. Since $950 is a little lower than the $971 we worked out, it
is because the job assignment for inspectors is usually 907.
housing inspection.
3. Again I offer Oakland's salary schedule as a more complete
approach to a comparison (effective July 1, 1968):
Electrical Inspector - - - - - $1029
Plumbing Inspector - - - - - $1029
Building Inspector - - - - - $ 933
4. I would like to point out the County salary comparison (made
by Civil Service) with Oakland is misleading, since they use the
Lowest figure - - but don't include work responsibility, which
is part electrical, part plumbing and part heating and ventil-
ating, as well as structural which adds up to total responsibil-
ity for all items, including certain zoning characteristics.
5. The County general inspector is used for ready dispatch of
field situations and is calculated to be more economical than
the special inspector system in the smaller areas of cities.
6. The general inspector consequently becomes responsible for a
Great rrany items, and the requirement for more specific
knowledge in these many things make his job more difficult.
7. The county tvne of traveling inspector makes him have a much
higher accident exposure and physical exertion.
fit. With the travel problem encountered in the County, many more
inspectors would be needed to serve as specialists.
Page 5
Salary Survey 4-15-6$
9. Travel distances would greatly inconvenience contractors
waiting for each s?ecialist to arrive at his job if this system
were used.
10. The personality clash, which is always possible in all jobs,
can be more significant, for more people would be entering the
act. We have chosen to use the general inspector to hold down
that part of the operation.
11. There are indications that the numerous drafts for statutory
licensing of inspectors to improve salary considerations among
other things, are in the legislative hopper at this time; it is
felt their status position in general relations to other like
services is suffering in the salary structure.
I would litre to analyze the other comparative jurisdictions that
nay more than Contra Costa County but do not have a very high operational
level; namely, San Mateo, Santa Clara, Berkeley and Richmond.
In Richmond's case, the comparison is illogical as they are declining
in population. Berkeley does most of its work in rehabilitation,
additions, and reconstruction. There are no new lands for expansion as
compared with Contra Costa County.
In the single instance of the San Ramon area, a city-sized develop-
ment holding 25,000 people is in its seventh year of expansion - - and
started with several ranch houses;
We think a modern, motivated, progressive department should take
its benchmark seriously enough to offer the recommendation to at least
consider a minimum salary of $950.
11
r .
K
Pg. 6
Salary Survey 4-15-68
RECOMMENDATIONS, SUPERVISING AND SPECIAL CATEGORIES.
The supervising inspectors of the Department are organized to include
the following:
Assistant County Buildine Inspector.
The Assistant County Building Inspector is shown as receiving a some-
what lower salary bracket than assistants in other departments of the
County. Some consideration should be given to the fact that, in
line with other services, a 7-1/2% increase as delineated on the chart
for other supervising positions might prove to be marginal. A 10%
increase is a more equitable figure and would be compatible with the
duties and responsibilities of this position.
Housing Improvement Coordinator.
This position covers housing inspections in his jurisdiction which are
not new construction. The Housing Section includes three inspectors
and a secretary under the supervision of the Housing Improvement Co-
ordinator. The section handles statutory inspection requirements in
trailer courts, mobile home parks, etc.; does demolition work and
handles house moving. There is no urgency to comply with contractor's
requests, however. We feel the responsibility of the Housing Improve-
ment Coordinator to be comparable to that of the other supervising
inspectors, and offer a 7-1/2% increase for a salary increase.
Supervising Electrical Inspector.
The Supervising Electrical Inspector has two men to him nominally.
His experience with the department is of long-time service, totalling
twenty-one years. Because industry type inspections differ from
housing inspections, and there is a feeling that a specialist is needed
for this type of work in order to comply with local and State building
laws, detailed and constant study of the changes in the electrical
Pg• 7
Salary Survey 4-15-68
industry is necessary; because of this need to be sufficiently in-
formed, a great deal of research and education on a continuing basis
must be done by the Supervising Electrical Inspector.
Supervising Plumbin-- Inspector.
The Supervising Plumbing Inspector position differs from the Supervising
Electrical Inspector in that no direct assignment of personnel is made
to him. However, the Supervising Plumbing Inspector makes direct con-
tact with his industry on a total basis since it is organized differently
and effective contractor control can be had by this method through the
hired personnel of the plumbing industry. No difficulty in code or
fee schedule adoptions are encountered by us because of centralized
authority in the contractor's groups. Diligent effort is made by the
Supervising Plumbing Inspector to investigate any complaints that may
be registered; we have considerable confidence in his actions, based
on twenty years in department performance. We believe his is a
higher individual job performance requirement and he is effective
in carrying out quality control operations.
Heating and Ventilatinz Surervisor.
The Supervising Heating and Ventilating Inspector handles all the
commercial work, and also includes a territory of routines inspections.
He attends meetings of the industry and upgrades the code. He is
somewhat comparable to the Supervising Plumbing Inspector in his method
of operation and application to the job -- and likewise in salary value.
REGO:
The four supervisors as listed in the Building Inspection categories
offer different degrees of personal application to handling the public
contacts made, which I consider very important here. Me variability
1
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se
Pg. 8
Salax7 Survey 4-15-68
in supervising responsibilities is offset.
I do therefore recommend a 7-1/21, P-eneral increase in these four
catetaories. In this connection, I might add that Building Department
Supervising personnel does not increase its staff with increased work
volume; it is expected to handle an overload.
It might also be pointed out that an average of 6% in construction
wages last year was granted, according to an article from the U.S.
News World Report. It is obvious Haat the San Francisco Bay Area did
not have average increases, as it is the highest cost and salary area
in the United States. There are indications that union demands will
probably exceed 7-1/2% in all of the categories.
I therefore feel safe in assuming that this presentation is correct
and any submissions other than the ones I present, differing with
my point of view, are those of the individual writer. In this connection,
I attach three exhibits reflecting the viewpoints of three supervising
inspectors as follows;
Exhibit 1 - Prepared by the Supervising Electrical Inspector.
Exhibit 2 - Prepared by the Housing Improvement Coordinator.
Exhibit 3 - Prepared by the Grading Engineer.
Rt1�tM Ai nuc Tng Qui nn &,vi n . _r.
This is a single job that nominally involves a section of a building
department's operation. In many cases, it is filled by a structural
engineer. Somewhat lesser responsibilities accrue to this job because
high rise buildings are not a problem; but large area industrial and
large low expanse structures are often plan check problems here. He
now operates as a Registered Engineer, and would like to relate to
,Associate Civil Engineer in salary. This would include a half-bracket
increase plus the increase to be granted to the Associate Civil Engineer.
I
pg. 9
Salary Survey 4-15-68
We feel this is a very nominal increase in terms of the work involved.
Our Engineer has an excellent performance record in this Meld. To
explain large structural engineering plan checking analyses is to say
that he reviews the calculations and drawings of others to see that
they conform with the building code. A knowledge of the engineering
principles involved is essential to seek corrections from engineers
and architects. (See Addendum, Pg. 11).
Building Inspection Branch Office Mana--er.
The Branch Office Manager is an operating building inspector as well
as part time Office Manager; he issues building permits and maintains
zoning paper work as well. The Building Inspection Branch Office
Manager is hereby recommended for a 5% increase.
Grading Engineer.
The Grading Engineer position is a relatively new adaptation of inspec-
tion to the work of a building inspection department, and is vital to
our building stability as he requires soils investigations and reports
to warrant building permit issuance in questionable areas. The nature
of this position does not find many comparative analogous positions in
the Building Department to find ready comparisons for salary purposes.
We believe he has analyzed the situation fairly well (see Exhibit 3),
but we do not agree with all the conclusions. We offer, as our chart
will indicate, the prevailing wage position being applied to the
Building Department of 7-1/2C
Senior Gradin-- Technician and Gradin-- Technicians.
The salary of the Grading Technicians have been tied in with the salaries
of the Deputy Building Inspectors, so that any irage increase for the
inspectors would in turn affect the Grading Technicians. This would be
true of the Senior Grading Technician as well as the Grading Technicians;
Pg. 10
Salary Survey 4-15-68
therefore, on a direct comparison basis, we recommend a 7-1/2%
increase for these categories.
Buildir_- Inspector Office Manager.
The Building Inspection Office Manager classification is related
to the general field of inspection because he has charge of counter
plan checking and for all the form design that transpires as a
result of the Department's paper activity; therefore, technically,
he understands the Housing Code to an inspectorfs level. This
section of the office work is regarded by contractors to be the
best in the area for technical sufficiency and execution of the
clerical and detailed plan checking work; much of this is under his
supervision. He also has an efficient office system to take care of
the collection of some $400,000 worth of Building Department fees;
he has suggested certain County legislation to cover this operation.
The Office Manager maintains a continuous record system on which the
entire functions of the office are considered and administered in
what I consider a very agreeable manner; this includes not only the
collection of monies, but a record of any complaints on inspections
as well as on work done without a permit on which reports have been
received from inspectors in their patrolling activities or from
telephoned information from the public.
The Office Manager maintains statistical records and is generally in
a position to answer for any paper work executed by this Department;
he has excellent standing among all personnel for his diligent pursuit
of his job. I believe he should be paid in accordance with the sub-
mitted material for we cannot be governed by other departments in this
category. Me comparison to his job, for the need we have, is that of
Pg. 11
Salam Survey 4-15-68
a Time Keeper in large construction jobs; these are very hard jobs
to man in private industry, and pay very well.
We recommend that the Building Inspection Office Manager be given a
10% increase, by virtue of the work load he carries and the inter-
department appraisal of difficult relative positions.
Building Plan Checker.
The Building Plan Checkers, like the Building Inspection Office
Manager, is over-all recommended for a 10% increase, in view of the
fact that elan check work in most offices is done by building inspec-
tors. Our plan check work is done in a little different way; but our
estimate of the efficiency of our plan checkers in this work is that
it is equal to or better than that done in most other places for
watever assignments in zoning or building inspection work they are
given to enforce.
Wx:M
Attachments
Addendum to Building Inspection Engi.neerts category:
It is becoming increasingly clear that the field inspector can only
do an adequate job if he has adequate plans, placing the burden of
good plan checking on the Engineers shoulders as he has the ultimate
responsibility for technical work.
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6
0 CONTRA COSTA COUNTY 0
BUILDING INSPECTION DEPARTMENT
Inter - Office Memo
TO: DATE: April 11, 1968
FROM: A. T. Cooper
SUBJECT: 1968 Salary Review — Supervising Electrical Inspector
e
The adjustment shown for the Supervising Electrical Inspector is based on
current practice by Bay Area cities and counties.
By using the Reading Formula based on the average of thirteen cities and
counties plus the Electrical Union current wage scale after adjustment, the.:
salary position shown is almost equal with the salary schedule for the like
' position in the City of Oakland's Electrical Inspection Department.
i�
j
J
°{ MIBIT 1.
SUPPORTING STATEMENTS GIVING REASONS FOR CHANGES IN DEPARTMENTAL RELATIONSRIPS
This leadership position maintains a strong local autonomy and policy asking
authority in a metropolitan region.
All areas of code enforcement depend on the electrical section for their
enforcing power.
The future of the County's recognition in leadership in regional government
justifies the advancement in departmental salary relationship or job position
differential.
As the supervision is specific and in the upper levels of a very technical and
most important specialty, this advancement in differential requires consideration,
This position has provided the keystone for housing as well as business
structure improvement or rehabilitation by setting up the initial plan for
control.
This position provides and makes available the electrical technology necessary
to provide a working system for the growing consolidation of fire districts
and urban renewal.
The advancement of the position of the electrical specialist is justified in
its vigorous approach to the physical, economic and social well being of the
area by providing an orderly development. and furnishing a strong coordination
in local government services and policies.
Because of the increasing use of electricity and the findings of fact, this
position not only protects health and safety, but life itself in many cases,
Due to changes in the state laws regarding the County's responsibility and
liability this position has moved up into a place of prime importance.
As the present position controls and covers more areas of electrical install-
ations than any other similar titled job, and further because these extra areas
covered are separated into other departments -- Street Signals and Lighting -
Public Works Design Division, Sewer, Waste and Water Division, -- Maintenance
New County Buildings, County Airport, -•S3nitary Districts, —Water Districts •-
this position is therefore elevated in the positional chart above a normal
chief electrical inspector.
This position directs more personnel than any other supervisory position in
the same department.
Insofar as work level and responsibility this job should be classified at least
equal to or better than the County Building Inspector's assistant.
From the standpoint of financial positioning this highly technical specialty
craft does mat at present match M of parity of equal positions on the outside.
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• CONTRA COSTA COUNTY .
i
BUILDING INSPECTION DEPARTMENT
Inter - Office Memo
TO: R. J. Kraintz, County Suilding Inspector DATE: April 12, 1968
FROM: G. D. Salyer, Housing Improvement Coo rdinotor���j�(�
SUBJECT: 2uilding Department Internal Salary Relation
After reading the attached report and noting the large oao in
responsibility and dutias compared with the other supervisory
classes, I feel justified in requesting to be placed on the
some level with the Assistant County °wilding Inspector.
GDS:cv
MCHIBIT 2.
/ \
'
-
CONTRA COSTA CODNIY ��
���x .
BUILDING INSPECTION DEPARTMENT
Ioter - OfficeMeono
TO: R. J. Krointtz, County Building Inspector DATE; April 12^ 1968
FROM: C. D. Salyer, Housing Improvement Coordinator
SUBJECT: Internal Salary Relation - GuiIdlng Orportment
In reference to the above subject d1ooueomd at the staff
meeting Uodnosday, April 10th, "hero w.-isn't sufficient time to
consider the position of Housing Improvement Coordinator and come
to a definite internal adjustment recommendation. I have made a
further study of the subject and present the following should you
desire to make use of it. °
The responsibility of Housing Improvement Coordinator is
unique when compared to the other Department supervisory pos£tiono.
The incumbent of this position eor000 in many capacities which are
more related to the duties of on Assistant to the Chief Building
Inspector than the present duties of the Assistant 3ullding Inspector.
For example:
I~ Appointed by Eo--rd 0rdsr to serve as the Assistant to
'the Chief Building Inspector as Technical Adviser to
a IC-man 2u--rd appointed C-;tizons Committae, This
Comm!.ttae makes recommendations to the Board on Housing
and Community Development programs.
2. Serves as the corresponding secretary to this Committee,
3. Sunervlees housing surveys, the compilation of survey
d3,o and makes analysis from the data,
4. Reports in person to Citizens Committees, County Admin-
istrator and staff, other county Departments, agencies
and committees whom have interest in housing and oommuni-t7
development.
S. Presents personal and written reports on housino and
other related matters to members of the Board and Eoard
Committecs,
6. Supervises the D:paztzont*s Housing Inspectors In Public
hearings before the Poord on Hou'sing Abatement matters,
�3KBIT 2°
. .
�
r •
R. J. Krointz -2- April 12, 1958
Has represented the Department at the Governor's Conference
an Housin7 in Los Anoeles and Sacramento and chapter meeting
of the Notional Association of Housing and Redevelopment
Agency.
Same of the other characteristics of this position provides
direct su^ervision over a group of subordinates made up" of inspectional
and clerical personnel engaged in inspectional, raccrd keeping, and
procedural activities required by the many prooroms.
This class is further distinguish'od from the other Building
Inspection supervisory classes in that it is responsible for the
preparation of deficiencies reports With respect to structural
stability, sonitatian, electrical, plumbing and heating systems, and
occupancy.
A fact to consider is that the other supervisory classes, are
? responsible for the supgrVi::ion of only one of the components of a
! structure. Thi major perticn of their personnel supervision is can-
earned with now and unoccupied structures. A simple job when one
can-siders that most of the work is performed by professional tradesmen.
IIn comparison the work on existing structures is by unprofessionals.
The structures ere generally occupied and in such poor areas economically
that adequote finances for reconstruction is impossible.
In addition to the many responsibilities heretofore mentioned,
there is the responsibility of the Mobilehome Park Inspection Program
that must be coordinated with the State Department of Housin, and
Community Development. Supervision of the House Moving Section of the
Ordinance Code. Also responsible for the general maintenance and
application of the County's '-Iorkable Program.
Also assist in the development of inspectional procedural
ordinances and training of inspectors.
• Assistant County
.
Building Inspector ;
: HousinImprov.
' f Coordinator • •' '
• Supv. Electrical : INSPECTIONAL GROUP
Inspector BUILDING
. Supv. Plumbing i
. Ins ector . ,
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lo
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• Ins r ,.
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• CONTRA COSTA COUNTY
BUILDING INSPECTION DEPARTMENT
Inter - Office Memo
TO: R. J. Kraintz, Chief Building Insp (n-t,• DATE: April 12, 1968
FROM- A. L. Stanley, Grading Engineer
• c
SUBJECT: SALARY - GRADING ENGINEER POSITION
The Grading Engineer position, since its inception in 1961, has taken
an ever increasing role in the control of land development. The position
as originally conceived and designed, was for the purpose of enforcement
of the newly adopted Grading Ordinance.
Increased concern for topography, stability, drainage, development
patterns in the County and the responsibilities assigned to County govern-
ment by judicial and legislative lav has expanded the position to a co-
ordinator of all aspects of land development. The position now reviews and
controls all developments in the County from their inception, or idea stage,
to completion of the final home or structure. These developments range from
a single lot to the largest industrial and comercial complexes. Complete
control does not rest in this position alone; it is spread out through many
other Coupty departments and other agencies, but coordination and enforce-
ment has been assigned this position. I believe this has proven to be very
effective and has promoted excellent development procedures through standard-
isation.
Some of the items I consider important, which have been accomplished:
1.) The Planning Commission now considers topography, stability and
geologic problems as a major land development design factor.
2.) Major slide and instability problem have been substantially
reduced.
3.) Individual lot drainage and erosion problems have been substantially
reduced.
l..) Contractors, developers, engineers, realtors, and all other pro-
fessions related to land development have an awareness of the many
hazards and problems to be encountered in hillside development.
5.) The people have someone to contact with their complaints on grading,
drainage, slide and erosion problems and receive some knowledgeable
guidance and recommendations to solve their problem
6.) Acceptance by the people of particularly unpopular and almost
unprecedented regulations with only one appeal being submitted
to the Board of Adjustment, which was subsequently withdrawn.
Inter-Office Memo April 122 1968
R. J. Kraintz page - 2
7.) Acceptance of our standards and approvals by the F.H.A.,
San Francisco Section, as complying with their require-
ments.
8.) Acceptance of our determinations by the State Real Estate
Commissioners Office for compliance with State require.
meats on subdivision soil reports and certifications.
Since a more definitive job description has been developed
through the experience of the past seven years, and Civil Service
has adopted revised specifications, I believe now would be an
opportune time to re-evaluate its relationship to other similar
County positions and make the warranted salary adjustment.
The position should be placed on a similar level as other
division heads in the County service, with the same Technical Engineering
experience and educational requirements and same supervisory and
administrative requirements. The only two positions with which the
Grading Engineer class can readily be compared using the above criteria
are Materials Testing Engineer and Office Engineering Supervisor,
although the Office Engineering Supervisor position is not classified
as a Division Head.
Attached are two charts: One relating the Grading Engineer
position to these positions and the other relating the Grading Engineer
position to other Division Head Classifications.
The charts indicate a minimum 10% adjustment is warranted immediately
and a subsequent adjustment of 10% in the next few, years is necessary to
put the position in its correct relationship with the other related
positions.
I would appreciate your consideration of this proposal and an
opportunity to review it with you personally.
AhS:ads
attach.
t' of Gradi�jEh inter toSimilar Positions
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•
CONTRA COSTA COUNTY
BUILDING INSPECTION DEPARTMENT
Inter - Office Memo
Data: App 12, 19W
TO: R. J. Krainta, County Building Inspector
FROM: A. L. Stanley, Grading Engineer
SUBJECT: 1966 SALA:,Y SURVEY - GRADING SECTION
The Grading Section is a separate part of the Building Inspection
Dapartment and related to the Bench Mark Classification of Building
Inspector only through common administration and that area of building
construction with which the Grading Section is concerned. It is there-
fore necessary to apply a separate but not unrelated not of standards to
the positions within the Grading Section. A more significant relationship
exists between the Engineoring Technician classifications and the Grading
Section positions for the following reasons:
l.) The area of recruitment ibr the Grading Section personnel is
the Engineering Technician series. All personnel that have
come to the Grading Section have been from this series and the
specifications for the positions require technical engineering
experience and education.
2.) The natural promotional step for personnel in the Grading Section
is in the Engineering Technician series, which has remained true
In all cases.
3.) The work of the Grading Section is almost entirely concerned
with engineering works and land development; only a small
portion is devoted to building construction.
The Bench Mark positions for the engineering Technician classification
are Senior 'Emginoering Aide and Instrumentman.
It is evident, upon reviewing the above positions, that a miniaam
adjustment will be necessary to maintain this countyls position in the
recruitment market; as potential ?fix adiustment will be necessary if the
other Bay Area jurisdictions also increase their compensation due to cost•
of-living increases.
The relationship of the Grading Section positions and the Engineering
Technician series must be maintained to assure recruitment of qualified
technical personnel.
Attached are charts indicating the necessary increases: (The position
of Grading Engineer is covered by separate attached memo and information.)
ALS:ads
attach.
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i 481 Sacramento 586 BAY AREA
• No. of County C
Positions 16
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• San Francisco 1 959 f ;
• 676 Alameda 821
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• 598 San Matso 746 '
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• 598Richmond 728 INSTRUMENTMAN
614 Stats j 710 SAY AREA
570 Sac ram*nto---j 693 No. of County
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CONTRA COSTA COUNTY FLOOD CONTROL AND WATER CONSERVATION DISTRICT
COUNTY ADMINISTRATION BUILDING, 3rd FLOOR, MARTINEZ, CALIFORNIA
Inter-Office Memo
�L w.�',..:•-CEIVED
DATE: 16 April 1968 APR 16, :9, ,11
TO: Assistant Clerk of the BoardA
�'�. T. P S H
CLERK GOARD OF SUPERVISORS
FROM: C. C. Rich, Chief Engineer PrATRA COSTA CO,
y eputy
SUBJECT: 1968 SALARY REVIEW
Pursuant to Board Resolution 68-184, Contra Costa County Flood Control District herewith
submits our recommendations for salary adjustment for the 1968-69 fiscal year.
In conformance with past years we are not recommending any specific changes in those
classifications held in common with other districts and departments throughout the
county. This memo will therefore be aimed primarily to internal adjustments and
group requirements that particularly affect the operation of the Flood Control District.
ENGINEERING
Our study of the bench mark for the engineering series indicates the need for the
following adjustments:
Junior Civil Engineer
In order to maintain top recruitment we feel that the entry level for Junior
Civil Engineer should be made at the third step rather than the second which
is the current practice. Recruitment in this particular area has been difficult
in the past and we feel will no doubt continue to be difficult without this
adjustment.
Hydraulic Engineer and Deputy Chief Engineer
You recall that last year we requested an increase of 5$ for these two positions
in order to provide the basis for a new classification between Associate and
full grade engineer. A new position should be forthcoming in the near future
and the present 2j$ break in classifications between the Associate and Hydraulic
Engineer does not provide adequate separation between the classes. We believe
that the higher responsibility of the Deputy Chief Engineer and full grade
engineer is sufficient to warrant an additional 5% for these two levels.
Over-all Engineering Series
In addition to the above recommendations for internal adjustments we believe that
the entire professional engineering group should be increased 5% in order to
maintain our current competitive position with other agencies. If a general
increase of the same amount is to be made this separate adjustment of the group
would not be necessary.
l
Assistant Clerk of the Board -2- 16 April . 1968
Right of Way Group
The new position of Flood Control Right of Way Agent which was recently filled
this past year indicates a need for an adjustment of this grouping. The present
overlap of 10,E with the Associate position does not provide adequate compensation
for the higher responsibilities of direction, training, and division head duties
that the new position requires. We therefore recommend an additional 5% increase
for the Flood Control Right of Way Agent position.
The right of way series is also in need of an overall increase of 5%. This
would be in addition to the Flood Control position mentioned above and we
believe is consistent with the degree of difficulty of right of way operations
as opposed to the appraiser positions listed in the same grouping. The trend
has become even greater with the elimination of appraiser positions from both
Public Works and the District acknowledging the fact that appraising is but
one facet of the right of way agent's duties.
Administrative Group
The duties of the Administrative Assistant for the Flood Control District are
difficult and complex and we believe that the salary should be more closely
aligned to Departmental Administrative Officer.
In addition to the above recommendations we request that the Board and Civil Service
Commission continue to keep salaries sufficient for recruitment and to maintain our
present competitive positions with other agencies.
REM:wf
cc: Civil Service, Attention Sam McMurry
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} OeL. SOBRANTE FIE DISTRICT
Business Calls: 223-2300 Emergencies Only: 223-4422
4640 Appian Way, EI Sobrante, California, 94803
CHARLEY MATTESON, Fire Chief
Commiuionert
put,
CEI T�j D
J, R. BRUSIEpp1 �/ 1%VINCENT MIRANTE R 16 1968
. T. PAASCH
M. O, SPRAGUE CLERK BOARD OF SUPERVISORS
RA car
C. J. WRIGHT BY
R. H. MYERS
April 16, 1968
Assistant Clerk
Board of Supervisors
Contra Costa County
Administration Building
Martinez, California 91+553
Subject: Justification for salary reclassification
We would like to recommend that the Class III District,
Group III Classification be abandon and be reclassified with
the Group II Fire District for Assistant Chief and Fire
Chief's salary due to the, fact that we have approximately
forty-five (453 personnel to supervisor and train, which is
more personnel than the Group II have; also that our train-
ing program requires a lot more of our time and effort due
to the somewhat higher turnover.
We sincerely urge that this matter be given serious
consideration.
Sincerely yours,
El Sobrante Board of a Commissioners
RM/jr Chairman, R. H. My
ce
_
_ G ROU P itl
• 9f re I I I4
• Nssistan! Fits
Chief Cr., It ;
Firg Captain ,
Sr•. Fitcmt:n
T i
ECEI T E
CONTRA COSTA COUNTY APRk ;';,z
Inter-Office Memo
W. T. pAASCH
CLERK BOARD OF SUPERVISORS
TO : Geraldine Russell, Asst. Clerk of t pu , 1968
Board of Supervisors
FROM : Walter F. Young, Sheriff
SUBJECT : Internal salary adjustment and general salary increase proposed
effective fiscal year„ 1968-69.
In accordance with the memorandum received from Mr. F. E. Emery,
Director of Personnel, Civil Service Department, April 2, 1968, and
in keeping with the Board Resolution #68-184, I subait the following
proposals concerning internal salary adjustments and overall salary
increase proposals for members of my department.
Internal Salary AdJustment Proposal - police r up
Communications Eouipment Aide
I propose the Communications Equipment Aide be increased
5% to decrease the differential between that position and
Communications Technician from 25% to 20%.
Deputy Sheriff Criminalist I position
Increase 5%
Deputy Sheriff Criminalist III
Increase 20
Deputy Sheriff Chief, Criminalistics Laboratory
Increase 5%
Undersheriff
Increase 2J%
All adjustments in the Criminalistics series and Undersheriff are
for the purpose of providing sufficient differential between grades.
Cook
I request consideration for a minimum of 7*% internal
adjustment for Cook's classification. There are two cooks,
one stationed at the main jail at Martinez, and the second
Geraldine Russell, Asst. Clerk of the Board - page 2 - April 129 1968
at the Rehabilitation Center. In addition to their duties
as cooks, they are each responsible for supervising and
continuous training of inmate assistant cooks. The total
duties imposed upon the cooks in the jail positions far
exceed that imposed on other cooks in county employment.
General Salary Increase - Police group
I propose that a general salary increase of 7j% for the
police group be granted.
Fringe Benefits - Police group
I recommend that favorable consideration be given toward
establishment of an educational incentive program as proposed
and previously submitted to the County Administrator and Personnel
Director. I also recommend that the uniform allowance be increased
from $10.00 monthly to $15.00 monthly.
WFY/hva
CC: J. P. Mc Brien, County Administrator
F. E. Emery, Personnel Director
A. Hagist, Sgt., Deputy Sheriffs* Association
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Captain
Lieutenant POLICE GROUP
Sergeant
Sergeant
Fema le
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Sheriff
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emale
Matron ;
Deputy Sheriff,Chief
riminalistics Lab.
Deputy Sheriff :
Criminalist III
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Dep. Sheriff
[Cri
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Supervising Communications
Technician
'Communications Technician
Sr.Sheriff Is
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Aide
Work Furlough ;
arole Officer
Chief
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Study Coordinator
Assistant o The
County Administrator
Systems& rocedures
Designer : ADMINISTRATIVE GROUP
Administrative
Analvat IV
Data Systems ;
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ave
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Anal st II
; Assistant Director
�Admin.
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CONTRA COSTA COUNTY
J� Department of Agriculture
Inter-Office Memo
TO: Assistant Clerk, DATE: April 15, 1968
Board of Supervisors
FROr1: A. L. Seeley, Agricultural Commissioner
SUBJSCT: Recommended Salary Adjustments '
Animal Control Supervisor
A 5% adjustment from range 43 ($660-$801) to range 45
($693-$841).
Responsibility for supervising and training additional per-
sonnel has been added to the workload during 1967. The
number of officers supervised increased from 8 to 121and 15
for each supervisor. As a larger population is being served
and enforcement is being tightened this class is required to
make more independent decisions and handle more complaints.
The only other county having a comparable program and duties
is Sacramento County. The following comparison indicates
justification for an adjustment:
Sacramento Contra Costa
Present top salary $841 801
No. of personnel supervised 9 - 12 16 - 18
Animal Control Director
A 5% adjustment from range 54 ($862-$1047) to range 56
($905-$1099).
Responsibilities for this division head position have expanded
tremendously with the additional personnel and expansion of
programs authorized in 1967. Sacramento County is the only
known jurisdiction having a similar program, and where the
Job specifications are nearly identical for the division head
position. The following comparison shows strong justification
for an adjustment :
Sacramento Contra Costa
Present top salary $ 1102 $1047
Total Division Personnel 22 40
.Anticipated expenditures,
1967-68 $227,000 $415,000
RECEIVED
APR 15 66:83
W. T. PAASCH
CLERK BOARD OF SUPERVISORS
CO T COSTA CQ.
Om'ty
I pf
Assistant Clerk, -2- 46 April 15, 1968
Board of Supervisors
Agricultural Inspector I
A 2J% adjustment from range 38 4584-$710) to range
39 ($598-$727)-
This benchmark class is lagging behind the "prevailing
practice" salaries paid other jurisdictions used in the
published survey. Two jurisdictions are below Contra Costa,
one is even, and five pay higher salaries. The lowest
jurisdiction pays $56 less than Contra Costa County and
the highest pays $103 more than Contra Costa County. The
average top salary for all jurisdictions on the survey is
$726.
Agricultural Inspector Trainee
Agricultural Inspector II
Deputy Agricultural Commissioner
The entire series for Agricultural Inspector and De uty
Agricultural Commissioner should also receive a 2J;
adjustment based on the benchmark class of Agricultural
Inspector I.
Weights & Measures Inspector
A 2t% adjustment from range 38 ($584-$710) to range
39 $5984727).
The relationship of this benchmark class should be main-
tained with the class of Agricultural Inspector I.
Weights & Measures Inspector Trainee
Senior Weights and Measures Inspector
The entire series for Weights and Measures Inspector should
also receive' a 2�% adjustment based on the benchmark class
of Weights and Measures Inspector.
Supervisor of Weights & Measures
A 5% adjustment from range 50 ($7824950) to range 52
($821-$997).
This one position class heads up the Weights & Measures
Division. The addition of a new program (Electric Meter
Testing) and personnel have added to the responsibilities
and specialized knowledge required of this position. There
is a need to establish at this time a differential of 7.,1%
above the class of Deputy Agricultural Commissioner.
Y
Assistant Clerk, -3- April 15, 1968
Board of Supervisors
Sup.
Dep. Ag.. Comm. Wts. & Measures
Positions Supervised 2-4 full time 8 full time
6 on seasonal.
programs
Responsibility for: Branch office, & County-wide,
6 of 8 agricul- for all Weights
tural fields. & Measures
programs
The only position in California where the duties and respon-
sibilities are comparable is Orange County (Sealer-Commissioner
office) where this position has division head status and is
paid $1020 or x`70 more. Contra Costa County job specifications
require a Sealer of Weights and Measures certificate whereas
Orange County requires only a Deputy Sealer certificate to hold
the position.
Supervisor of Weed & Vertebrate Pest Control
A 71% adjustment from range 49 ($763-$927) to range 52
($821-$997).
The transfer of the roadside weed control program from the
Public Works Department to ours, together with 3 positions
and new specialized equipment, has greatly expanded the
responsibilities of this position. Since the roadside weed
control program was assumed last year the program has already
expanded in scope and responsibility beyond that originally
anticipated by:
1. Weed control for fire prevention purposes on
approximately 200 miscellaneous properties.
2. Performing miscellaneous weed control for all
other county departments (except weed control in
ornamental plantings under the jurisdiction of
Building Maintenance).
A comparison based on information from Orange County indicates
a substantial pay increase is justified.
Or�an$e Contra Costa
Salary $735- 914 $763-8927
No. of employees supervised 4 9
Amount budgeted for weed and
vertebrate pest control $68,000 $158,000
Ground squirrel control prog. Yes Yes
Some rat control work Yes Yes
Roadside weed control and
flood control channel
spraying No Yes
The additional 7.1% adjustment would not have any adverse
relationship presently between this position and the Supervisor
of Weights and Measures or the Deputy Agricultural Commissioners.
a
r
1 S
tx
Assistant Clerk, s
Board of Supervisors -4- April 15, 1968
Assistant Agricultural Commissioner
A 7.,'y% adjustment from range 62 ($1047412?3) to range 65
($1126-$1370).
This one position class is the full executive assistant to
the Agricultural Commissioner-Sealer, responsible for
administration of a rapidly increasing amount of the county-
wide programs, policies, and procedures of Agriculture,
Weights and Measures and Animal Control. The recruitment,
interviewing, and hiring of 17 new positions added to the
staff last year was a prime responsibility of this position.
New programs were assigned to the Department in two divisions
such as the roadside weed control program, the spraying of
weeds for fire prevention purposes, miscellaneous weed spraying
for other county departments, and the electric meter testing
program.
A comparison with another combination Agricultural Commissioner-
Sealer County (Orange County) having similar responsibilities
shows justification for a much higher salary in Contra Costa
County for the Assistant Commissioner-Sealer.
Oran a Contra Costa
Salary $9 - 1203 T1_077_-J 1273
Minimum requirements Deputy Comm. Agric. Comm.
(State Certificates) & &
Deputy Sealer Sealer of W. & M.
Personnel working in
functions supervised by
Assistant Comm.-Sealer 62 75
Total budget where Assistant
has responsibility $688,000 $750,000
There is a strong need to bring the Assistant Agricultural
Commissioner-Sealer more in line with other assistant department
head positions in Contra Costa County. At least a 7J% adjust-
ment is strongly recommended to reflect the increased responsi-
bility and job growth.
For the following positions no inequity or benchmark adjustment
Is evident at this time. Any cost of living raise granted to
other employees should also be granted to the following classes:
Kennelman
Animal Control Officer
Weed & Vertebrate Pest Cor_trolman
Weed Control Leadman
at
_ � _,,,,....,•.,,.'�%[x`wr -t7 7dn'AT�i7Aw,YR� r'3; "v $s7 4:�' '..
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R K R •'* ll'9 1ff to to IC to O h h n 07 OO Cf Cr) Q1 • ^ . : ; • • ; : : -
Asst. Agricultural
: Commissioner ;
Deputy Ag.
Commissioner
: Ag. Insp.
Insp..
AgINSPECTIONAL GROUP
; :
: . : . . . : AGRICULTURE
Agr. Insp ;
Tainee.
• ; ; Supervisor Of ;
W' t.& Meas.
Senior Wgts.
. . . . . . & Meas.Insp. ;
Wgts.h Meall
Insp.
Wgts.6LMeas•
: •: : Ins ..Trn..
I%W.Weed& Vert. ;
Pest Control
Weed Ccntrol
Leadman
. .• .Cont. Man •
Animal Control
Director ;
- Animal Cont.
Supervisor
Animal :
Cont. Offl,
;
Kerne loran ; � : : : : I � •�
Ag.Field I
.Asst.
• ^• ,C•1•h M• O O O en . . en . h N • N • N •Cn C4 LO co C-4 O O • O • h 1"f • O to R ^ n
• N 4' IG Q1 •4 to 1A w Io to h h ab CY t» 00 OD of Of O O .- r„ r• ^ •' r N r
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•
.f
F. E. E^.Cry, Director of Forsoawl Feb nm-.,f 230 1968
L. I:. Nurphy Amsistant tFiold Maintenanco
Actin" Superint.,endent of Buildingo Foramn (2) - Waco increasa Request
Ufactive 7-1-68
The waZos of the A=istant Field I•aint-mance For=on, .11fred Cirizele and
Harold i' en1�inc, h vo not kept ani oast of their over increasing duties c-nd
res nonsibilities. Th,=o two =a are in a very particuLir catogory of responsi-
bility; i.e., c=fts-:on field and shop supervision and all dutios connected with
the cm.-nlex layout., cn,,imerizag and material ordering for the crafts. Their work-
load is c toadily increasing; and grea.to.,r dor=dz are m o of tlu= all tho time
W oto?d you plea--o conzidor a substantial vago increase for thcoo two Assistant
Field Itainten ce Fore:on? This is the third year that wo havo mdo U-.is regcest
a-nd aero domed, and 4r_th the passim of each year.. tho request is more urgent*
Ir. Ciri=10 and lir. Valeeuino have both vorzcd for this departm=t for a period
of fif'boan years emd Pro very doservin, of this wago roquwt at this t3Jme I
fool thew =on aro entitled to a earn of a 3-step iacreasee
Your oarnost consideration of this request would be appreciated:
ilrBl:ap
cc: J. F. YkBrion: County Administrator
J-D 1510EIVI' D
APR 15 11,9168
W. T. PAASCH
CLERK BOARD OF SUPERVISORS
C TR OSTA�C9D. -ty
BY
CC
ii
F. E. Emery, Director of Personnel February 23, 1968
Civil Service
L. N. '(Mlurphy Salary Review A.F. Martin,
Acting Superintendent of Buildings Supervising Buildings Custodiar
i he.- attachod letter from Al Martin states his contention '
why ho feels he is entitled to a substantial pay increase.
I concur uith ter. Martins request and recommend that you
consider a three step raise for him in 1968-1969.
U-1G::be
cc:. County administrator
r
f
Director of Personnel February 23, 1968
C-- vi? Service
L. M, Murphy Salary Review - Custodi. ns
noting Superintendent of Buildings
Your earnest consideration of a substantial salary increase-
for custcdians will be appreciated. Difficulties encountered
in recruiting and retaining custodians point primarily to the
fact that Oho salary is not substantial enough to encourage
men to earnestly consider these ,fobs as a permanent; means of
livelyhood.
I concur fully with the contents of the attached letter from-
Air. Martins Supervising Buildings Custodian.
1.UM:be
r
We of Building Maintenance Deparime4o
CONTRA COSTA COUNTY
Room 115 Court House, Martinez
To: L. M. Murphy Deft: February 13, 1968
Acting Superin�endept of Buildings
(.����.
suitlecti Custodian Salary
From: A. F. Martin
Supervising Suildi gs Custodian
As you are aware, the average person we are employing as a-
Custodian lately is generally the type that comes to ,work
with the thought of putting in eight hours as easily'as
possible, showing little or no interest in the work.
It is my belief that we do not getproperlyqualified
people because of the low pay scale. The Custodian* scale
is less than the Laborer. The scale for Ct;stodian is
"481-530 per month, compared to the scale for Laborer of
;;530-584-584 per month.
The conception of the average person is that the Custodian
comes to worl<, -picks up the waste paper, sweeps and dusts
and that is all. Nothing could be further from the truth.
Today, the Custodian must be able to operate the mechanized
equipment; know proper application of cleansers for walls,,
floors and floor dressings; furniture cleaning and minor
maintenance.
We have had good prospects come into the office to discuss
the idea of coming to work for the department as a Custodian,
and the opportunities For advancement to better positions.
This has been good because we are definitely in need of
trainees for future positions as Custodian Leadmen, but as
soon as we come to discussing the salary end of it, they are
discouraged at the amount. They often complain a Custodian
has to take a written exam, plus an oral exam and a Laborer
takes no exam but is paid more money. This inequity Petween
the salary of the Custodian and Laborer is so apparent, good
prospects are not going to apply for a Custodian position when
they can get more, money as a Laborer.
*In my opinion, tho County must raise the level of Ctistodian
salary to the equal of a Laborer or we must be satisfied with
the type of employee content to plod on for eight hours,,. with
no interest or initiative.
Your recommendation- and consideration will be appreciated.
ARPI:bc
■
- .ce of Building Maintenance Depo, 4
CONTRA COSTA COUNTY
Room 115 Court House, Mertine:
To: L. fil. Murphy aete: February 13, 1968
,acting Superintendent of Buildings
1 '
Prom:A. F. f4artin subject: Salary Review
Supervising Buildings Custodia
5 Pe g 9
Please consider my request for a substantial pay. increase for
the following reasons. ' 4
I am responsible for planning, organizing and supervising a.
program of maintenance for seventy-six County operated buildings, :. .
three more large buildings and several small buildings will go
on the line in 1968.
When I 6Jas�irst employed, the total personnel '.in the Custodial.:
Division was thirty-f-ivc-, The--present -creat- co,ns.ist-s--of:-seventy- ..,=
six. Due to the addition of new buildings and work . load'.this -�,
tuill probably be increased by nineteen more in 196E bringing'-
- trTQty-five in the division. This �s larger, than
many departments.
The work day is now twenty-four hours, sevenday"s' a w'bek, nye, j
duties are such that I am subject to emergency calls at all
times, with no additional compensation above my base salary.
I have made this brief as I know you are aware of the responsi-
bilities and conditions of the position.
AFS1:be
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JOINT SALARY C0101ITTEE, LOCAL 1675 AND LOCAL 302 .
April 15, 1968
RECEI�
Mr. Al Dias APS;' 15 i,68
Chairman
Board of Supervisors W. Ti. P A A S C H
ERVISIOM
Contra Costa County oLen oNnT °QsrA
Administration Building 13
Martinez, California
Dear Sir:
The Joint Salary Committee of Local 1675 and Local 302 will be presenting
in the near future to the Board a request that the Board of Supervisors
amend its policy whereby they pay 90% of the outside Building and Con-_
struction Trades rate to certain classifications so that this 90% of
parity formula shall apply also to the following classifications:
Equipment Mechanic
Equipment Serviceman
Combination Welder
Equipment Operator I and II
Laborer
Bridge Maintenance Carpenter, and
Oil Sprayer and Bootman
The 90% of parity would also apply also to the classifications who are Foremen
and Supervisors over the above classifications, insofar as they would receive
the sane percentage increase as these classifications would receive.,.-under the
90% of parity formula.
We are making this separate presentation to the Board because, as you know,
this is a policy decision which can only be changed or amended or extended by
action of the Board of Supervisors, and cannot be changed by action of the
Civil Service Commission other than by recommendation.
Sincerely yours,
JOINT SALARY COD94MEE
Co-Chairman: Sal (Red) Aiello, Local 1675
and
Rudy Webbe, Local 302
cc: Geraldine Russell
Office of •
COUNTY AUDITOR-CONTROLLER Contra Costa County i� VED
Martinez, California 1�
APR 15 1988
April 15, 1968
W. T. paASCH
CLERK QOARD OF SUPERVISORS
CONTRA COSTA CO.
BY
TO: Board of Supervisors
FROM: 't -Cont ller
H. Donald Fun Audi or ro
SUBJECT: Salary Review 1968-69
In compliance with the salary reviewing procedure, we are submit-
ting the enclosed material showing and supporting our recommendations for
salary changes affecting the Auditor-Controller's Department, which includes the
Purchasing, the Data Processing, and the Central Services Divisions.
We believe that the nature of the Auditor-Controller's obligations
to the public (over 900 million dollars of receipts and disbursements last
year) and to County management is such that it is essential to have highly
qualified employees, especially in the higher, professional, levels. The
number of available, certified, candidates for these professional positions
continues to be minimal as shown in the accompanying material.
We hope that favorable action on these recommendations will:
1. help Civil Service recruit qualified personnel:
2. help reduce turnover;
3. help prevent a deterioration of the professional quality of this
office.
DLB:mmw
Enclosures
Office of
COUNTY AUDITOR-CONTROLLER
Contra Costa County
Martinez, California
April 1S, 1968
TO: Board of Supervisor
FROM: H. Dona k, A ito -Controller
By: j ngham, Administrative Assistant
SUBJECT: Salary ecommendations
We have reviewed the salary structure in the Auditor-Controller's
Department and the Spring Salary Survey Report. Our recommendations for internal
and for market adjustments follows:
AUDITOR-CONTROLLER AND PURCHASING DIVISIONS
1. Auditor II - Increase 7'h% from range 48 (745-905) to range 51 (801-973).
Recruitment in this classification has been at the 3rd step of the present
salary range (821), which has provided the minimum number of acceptable
applicants to fill current vacancies, exhausting the eligible list created
by the last examination given in September, 1967. Although surveys seem to
indicate that the salary range is not significantly below other agencies,
the extreme difficulty experienced by Civil Service in obtaining qualified
personnel in this classification indicates that additional inducements
must be made to attract qualified applicants, and equally important, to
retain the present staff. There are presently 5 positions in this classifica-
tion.
2. Accountant II - Increase 7h% from range 47 (727-883) to range 50 (782-950).
Recruitment At the present entrance level of $727 in 1967 produced the minimus
number of acceptable applicants for vacancies at that time. A vacancy in
this classification has existed since February 21, 1968. A new examination
was initiated because a full certification of names could not be provided
from previous examinations. The position which is vacant is a professional,
supervisory position which when not filled creates operational and organiza-
tional problems of the first magnitude. As is the case with Auditor II,
surveys notwithstanding, additional inducements must be made to attract
acceptable applicants and to retain the present staff. There are. presently
4 positions in this classification, 3 of which are in this office.
3. Accountant Auditor I - Increase 7h% from Range 39 (S98-727) to Range 42
(644-782). The same reasoning applies to this classification as with the
Auditor II and Accountant II. There are presently 6 positions in this classi-
fication in the County, 4 of which are in this office.
c ;
Board of Supervisors April 15, 1968
Salary Recommendations
4. Systems Accountant - Increase 7h$ from range 54 (862-1047) to range 57
(927-1126). The work assignments of a Systems Accountant require the
knowledge and skills not only of systems design procedures, but also the
encompassment of the fields of accounting, auditing, data processing and
administration in the areas of organization, personnel and its other facets.
The refinement and sophistication of data processing equipment and its
demands of detailed understanding of the process has greatly increased the
complexities of developing a complete system from the reporting source
through the finished output of the data processing equipment. The recogni-
tion of the knowledge and skills required in this classification justify
this adjustment request. There are presently 5 positions in this classi-
fication, all of which are in this office.
S. Senior Systems Accountant - Increase 12h% from range 57 (927-1126) to
range 62 (1047-1273) . This adjustment is necessary to obtain a desired
salary range differential between the Systems Accountant classification
and the Senior Systems Accountant classification. This position is assigned
projects which are highly complex in nature, and works with a high degree
of independence of judgment and minimum supervision. With the expansion
of the Systems Division staff, this position assists the Systems Account-
ing Supervisor in directing work and providing supervision of the lower
classification. There is presently 1 position in this classification.
6. Systems Accounting Supervisor - Increase 10% from range 62 (1047-1273) to
range 66 (1154-1404) . This adjustment is necessary to obtain a desired
salary range differential between this classification and the Senior Systems
Accountant. The increase in staff and in workload demands in this division,
and the increase in sophistication of systems and computer techniques, has
substantially increased the responsibilities of this position in the area
of supervision and in the analysis of the division's project status, both
current and projections for future studies. There is presently one posi-
tion in this classification.
7. Collections Supervisor - Increase 10% from Salary Range 48 (745-905) to
Salary Range 52 (821-997). The billing and collections activities in the
Collection Section of this office have significantly increased in the past
year, particularly in billings by the County Hospital. Collections pertain-
ing to Welfare repayments and family support are now being performed by
this section. This workload increase has resulted in an increase in the
present staff, with an anticipated further staff increase in 1968-69 of
approximately 3 additional employees. In addition to the increased super-
vision requirement created by the staff increase, the responsibilities placed
on this position by virtue of the addition of several different types of
accounts added, which requires a familiarity with the entire billing and
collection procedure and an understanding of the nature of the accounts,
justify the requested adjustment in the salary range for this classifica-
tion. There is presently one position in this classification.
3
is
Board of Supervisors April 15, 1968
Salary Recommendations
8. Accounting Supervisor - Increase 10% from range 60 (997-1212) to range 64
(1099-1337 . This position is head of the largest division in the depart-
ment. Besides responsibility for seven sub-divisions, the incumbent carries
a heavy load of very important assignments, especially in the area of assist-
ing the County Administrator in negotiations with the State on Welfare and
medical aid fiscal problems. Recognition of the incumbent's abilities and
productivity in these areas is both justified and appropriate. There is
presently 1 position in this classification.
9. To achieve a desired internal structure, an increase of 7h% is requested
for the following classifications which have been affected by the adjust-
ments requested in the specific classifications listed above.
No. of Present Salary Requested Salary
Classification Employees Range Amount Range Amount
Assistant Auditor-Controller 1 70 1273-1548 73 1370-1665
Internal Auditor Supervisor 1 60 997-1212 63 1073-1305
Budget Analyst 1 56 905-1099 59 973-1183
Auditor III 1 54 862-1047 57 927-1126
Accountant III 1 54 862-1047 57 927-1126
Assistant Purchasing Agent 1 54 862-1047 57 927-1126
Buyer 2 44 676-821 47 727-883
Inventory Records Clerk 1 39 598-727 42 644-782
10. Account Clerk - Increase 73�$ from range 28 (458-556) to range 31 (493-598).
This adjustment is necessary to provide an appropriate salary compensation for
duties which require working with highly complex accounting and bookkeeping
systems. These systems require the ability to provide proper input documents,
both original and correcting or adjustment documents, into data processing
systems, and to apply proper reconciliation techniques in assuring the propri-
ety and correctness of output documents. The responsibilities involving
receipts and disbursements of millions of dollars, resulting in stringent
demands for accuracy, justify the requested adjustment in the salary range
for this classification. There are presently 34 employees in this classifica-
tion in the County, 13 of which are in this office.
11. Senior Account Clerk - Increase 5% from salary range 36 (556-676) to salary
range 38 (584-710). This increase is requested in order to provide an adequate
differential between the salary for this class and the salary recommended
above for the Account Clerk class. There are presently 7 positions in this
classification, 5 of which are in this department.
12. Senior Comptometer Operator - Increase 5% from Salary Range 30 (481-584) to
Salary Range 32 (505-613). This increase is appropriate in order to provide
a proper spread between this position and the positions (Cmptometer Operators)
supervised by it. The present spread is only 10%. There is presently 1
position in this classification.
i I
Auditor-Controller Department
AUDITOR-CONTROLLER AND PURCHASING DIVISIONS
Summary of Requested Salary Adjustments
For Fiscal Year 1968-69
April 15, 1968
No. of Present Salary Requested Salary Percent
Classification Employees Range Amount Range Amount Increase
Assistant Auditor-Controller 1 70 1273-1548 73 1370-1665 7h
Systems Accounting Supervisor 1 62 1047-1273 66 1154-1404 10
Senior Systems Accountant 1 57 927-1126 62 1047-1273 12h
Systems Accountant 5 54 862-1047 57 927-1126 7h
Internal Audit Supervisor 1 60 997-1212 63 1073-1305 7h
Auditor III 1 54 862-1047 57 927-1126 7h
Auditor II 5 48 745-905 51 801-973 7h
Accounting Supervisor 1 60 997-1212 64 1099-1337 10
Accountant III 1 54 862-1047 57 927-1126 n
Accountant II 3 47 727-883 50 782-950 7h
Accountant Auditor I 4 39 S98-727 42 644-782 7'h
Budget Analyst 1 56 905-1099 59 973-1183 7h
Collections Supervisor 1 48 745-905 52 821-997 10
Inventory Records Clerk 1 39 598-727 42 644-782 7'h
Senior Account Clerk 5 36 556-676 38 584-710 5
Account Clerk 13 28 458-SS6 31 493-S98 7'h
Senior Comptometer Operator 1 30 481-584 32 505-613 S
Assistant Purchasing Agent 1 54 862-1047 57 927-1126 n
Buyer 2 44 676-821 47 727-883 7h
Number of employees shown are those in the Auditor-Controller
Department only.
TJC:mmw
Board of Supervisors April 15, 1968
Salary Recommendations
DATA PROCESSING AND CENTRAL SERVICES DIVISIONS
Recommendation for salaries of Office Service Division
employees for fiscal year 1968-69 are as follows.
Programmer I - Recommend a 7�9 increase
Programmer II - Recommend a 7Vj increase
Programmer Analyst - Recommend a 73!�% increase
Data Processing Analyst - Recommend a 7'W increase
The benchmark class of Programmer II, studied in the 1968
Salary Survey by Civil Service Department, indicates that private
employment is now paying approximately 10% more for its Programmer
than we are.
History of our department shows that when Programmers resign
from Contra Costa County they, in nine cases out of ten, do not go
to work for another Civil Service Department. Therefore, in these
advanced classes our primary competitor is private industry.
Also, when we compare ourselves with other counties we find
that we are second from the bottom (5% lower) and eighth from the
top salary range (7o higher) .
We recommend a 71,yb increase in hopes to reduce our turnover
and improve our competitive position.
Senior Key-punch Operator: Recommend a 7'-6 increase.
Current salary is only 10% above that of keypunch operator.
Responsibilities of this position include the supervision and
training of 13 permanent and 2 temporary keypunch operators.
Assistant Data Processing Operations Supervisor: Recommend a
10. increase.
This position has the responsibilities of direct supervision
of operations on the day shift and indirect supervision of operations
on the swing and graveyard shifts. Over 30 keypunch and equipment
operators are supervised by this position.
The -position requires both technical knowledge of increasingly
complex Data Processing equipment and operations.
The current salary range is 21!§6 more than that of the shift
supervision (Data Processing Equipment Operator III), after shift
differential has been added. There is now a 5% gap between the top
step of the Assistant's range and the bottom step of the Data Process-
ing Operations Supervisor' s range.
Board of Supervisors April 15, 1968
Salary Recommendations
In order to procure and retain a qualified person in this
position the salary should be adjusted upwards by 10%.
Reproduction and Distribution Supervisor: Recommend a 10% increase.
According to a survey by our department of 1966-67 salaries,
which was completed over a year ago, the average range for this
classification was $693-$851.
The operations supervised by this position have grown
significantly in the last few years, not only in volume but in
service provided.
Therefore, for 1968-69 we are requesting a 10% increase to
(1) bring the salary for this position up to the 1966-67 average
and (2) compensate for the increasing responsibilities.
Data Processing Manager: Recommend a 10% increase.
Bay Area salaries for Data Processing Managers are as
follows:
San Francisco $2157 - $2622
Marin 1666 - 1833
Alameda 1274 - 1549
Santa Clara 1225 - 1489
San Mateo 1042 - 1303
The average range for this position of $1473-$1759 is
misleading because San Mateo, the only county with a range
lower than Contra Costa County, is equipped with a small scale
Computer (IBM 360/30) and has a staff of only 38.
The Contra Costa County Data Processing Manager is responsible
for two computers (an IBM 360/40 and an IBM 360/30 which was added
to the department in August of 1967) and 63 permanent employees.
By excluding San Mateo the average range is $1581-$1873.
A 10% increase in 1968-69 would bring the salary of Contra
Costa's Data Processing Manager to the range of $1273-$1548, still
below San Francisco, Marin and Alameda Counties salaries of 1967-68.
This increase is needed in order to enable Contra Costa County
to keep up with the current salary market in the bay area. In this
recommendation no consideration is given to proposed increases in
the mill for other Bay Area counties, nor to the ever increasing
sophistication of Data Processing equipment and operations over the
past few years.
i
-7-
Board of Supervisors April 15, 1968
Salary Recommendations
According to the Labor Department's Bureau of Labor
Statistics' report of November, 1967 "cost of living" rose
almost 4% in 1967. It is expected to rise another 4% in
1968, even if the President' s tax bill passes.
We assume that the other counties in the Bag Area are
aware of this rise in the "cost of living" and will recommend
salary increases to offset it. We therefore, recommend a
minimum increase of 5% for the following positions:
Operations Supervisor
Data Processing Equipment Operator III
Data Processing Equipment Operator II
Data Processing Equipment Operator I
Keypunch Operator
Programmer Trainee
Driver Clerk
Storeroom Clerk
Duplicating Machine Operator
Duplicating Services Clerk
M �
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(8 )
Recap of Office Services Salary Recommendations:
67-68 SALARY RECOM. 68-69 RECOM. SALARY
POSITION RANGE AMOUNT INCR. %) RANGE AMOUNT
D. P. Manager 66 $1154-1404 10 70 $1273-$i548
D. P. Analyst 57 927-1126 7.5 60 997- 1212
Prog. Analyst 53 841-1022 7.5 56 9o5- 1099
Programmer II 48 7)19- 905 7.5 51 801- 973
Programmer I 42 6! - 782 7.5 45 693- 841
Programmer Tr. 37 570- 693 5 39 598- 727
D. P. Oper. Supvr. 56 905-1099 5 58 950- 1154
Asst. D. P. Oper. Supvr. 46 710- 862 10 50 782- 950
D. P. Equip. Oiler. III 43 66o- 801 5 45 693- 841
D. P. Equip. Oper. II 35 543- 660 5 37 570- 693
D. P. Equip. Oper. I 31 493- 598 5 33 517- 628
Sr. KIP Oper. 30 481- 584 7.5 33 517- 628
KIP Oper. 26 436- 530 5 28 458- 556
Repro. & Distr. Supvr. 41 62$- 763 10 45 693- 841
Storeroom Clerk 30 481- 584 5 32 505- 613
Driver Clerk 30 481- 584 5 32 505- 613
Dupl. Mach. Oper. 27 447- 543 5 29 469- 570
Dupl. Svc. Oper. 21 385- 469 5 23 405- 493
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OICONTRA COSTA COUNTY
DEPUTY SHERIFFS' ASSOCIATION INC.
If/96,f P.O. BOX 333 MARTINEZ, CALIFORNIA 94553
To: Geraldine Russell, Asst. Clerk of the Date: April 15, 1968
Board of Supervisors
From: Arthur A. Hagist, Sergeant
Deputy Sheriffs' Association
Subject: Internal Salary adjustment and general salary increase
proposed effective fiscal year 1968-69.
In accordance with Resolution #68-184 adopted by the Board of
Supervisors on March 26, 1968, the Deputy Sheriffs' Association of
Contra Costa County submit the following proposals concerning Inter-
nal salary adjustment and overall salary increases.
The Deputy Sheriffs' Association feels the following recommenda-
tions to be reasonable and equitable to the County and to the Sheriff's
Office personnel.
Internal Salary Adjustment Proposal - police group
Communications Equipment Aide
We propose the Communications Equipment Aide be increased 5%
Deputy Sheriff Criminalist I position
Increase 59
Deputy Sheriff Criminalist III
Increase 231%
Deputy Sheriff Chief, Criminalistics Laboratory
Increase 5%
Undersheriff
Increase 2!1%
The above adjustments will better aid the purpose of providing sufficient
differential between grades.
General Salary Increase - police group
We propose that a general salary increase of 7k% for the
police group be granted.
I
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#CONTRA COSTA COUNTY40
DEPUTY SHERIFFS' ASSOCIATION INC.
P.0. BOX 333 MARTINEZ, CALIFORNIA 44553
- 2 -
Fringe Benefits - police group
The Deputy Sheriffs' Association recommend that favorable
consideration be given to an educational incentive program, one
that would follow that of the Police Officers Standard Training
Program. This being 5% increase in salary for attaining an
Intermediate certificate and 10% for an advanced certificate. This
type of program is now widely used throughout the area. Continu-
ation of this incentive pay is only made possible by continued
schooling of X number of units per year.
We also recommend that the uniform allowance be increased
from $10 monthly to $15 monthly.
AAH/nfa
CC: J. P. Mc Brien, County Administrator
F. E. Emery, Personnel Director
r
I
V
' f: • PUBLIC WORKS DEPARTMENT •
VICTOR W. SAUER CONTRA COSTA COUNTY F. R. BROWN
PUBLIC WORKS DIRECTOR CHIEF DEPUTY PUBLIC WORKS DIRECTOR
ROAD COMMISSIONER.SURVEYOR 6TH FLOOR. ADMINISTRATION BUILDING
MARTINEZ. CALIFORNIA 94553 R. D. BROATCH
TELEPHONE 220.3000 DEPUTY PUBLIC WORKS DIRECTOR
April 15, 1968
Supervisor Alfred M. Dias, Chairman
KE CEIVED
Board of Supervisors APR 151968
Administration Building
Martinez, California W. T. P A A S H
6l:�RFi 60ARD OF SUPERVISORS
tl NTRASTA CO.
2 Deputy
Dear Sir: Subiects 1968 Salary Review
This memorandum is in response to Resolution Number 68/184, dated
March 26, 1968.
The Public Works Department is recommending primarily on internal
salary relationships affecting classes existing only in the Department.
The recommendations are in addition to any general or overall increase.
Absent any data on the probabilities of an overall increase, specific
recommendations may be higher or lower than if such data were available.
Engineering and Technical
Deputy Public Works Director 5%
Civil Engineer 5%
Traffic Engineer 5%
L.
Materials Testing Engineer 2 %
These proposals relate largely to two items:
1. Continued increasing responsibilities are being borne by
managerial personnel.
2. The proposed class of Senior Civil Engineer, which upon
approval will serve as Assistant Division Head, makes de-
sirable a recognition for the difference between Associate
Civil Engineer and Civil Engineer. The Traffic Engineer
should be retained at the Civil Engineer level.
The Materials Testing Engineer should be adjusted to reflect a
better relationship to Associate Civil Engineer and the proposed
Senior Civil Engineer.
Assistant Traffic Engineer 5%
This position has been required to assume more and broader responsi-
bilities with the promotion of the Traffic Engineer. Recognition
for this seems most appropriate.
1
- 1 -
/yL�-tu->rP
Y
0 i
Supervisor Alfred M. Dias - 2 - 4/15/68
Junior Civil Engineer 2�%
Recruitment for this entrance class has been most difficult. While
payment of reasonable salaries is not the major problem, neverthe-
less it appears that some additional recruitment incentive would be
helpful, particularly in view of the announced increase in San
Francisco of a starting salary of $757 a month,
Construction Inspector 21g6
The restructuring of this class several years ago resulted in a re-
quirement for more mature judgment and ability to work independently.
A further salary increase at this time looks logical to indicate the
growth of the class.
Junior Draftsman 0
Senior Draftsman 0
Supervising Draftsman 0
Considering the diverse use of this class throughout County service,
a special increase for Public works draftsmen only is not currently
feasible. However, it is strongly recommended that the whole series
be quickly reviewed in the Public Works Department to determine
whether separate classifications and salary treatment are needed to
reflect more precisely the skills, abilities and requirements involved
in the work in this Department.
General Administrative Series
Business & Services Manager 5%
Assistant Business & Services Manager 2h%
Administrative Assistant 2�%
While these classes are a part of the General Administrative Series,
they are required to pick up part of the burdens of the larger
Public works Department work load. Therefore, serious consideration
is requested for favorable salary action either separately or as a
part of the General Administrative Series.
Field Service Series
Equipment Superintendent 23 '%
Assistant Equipment Superintendent 2 %
Equipment Mechanic Leadman 215%
Road Maintenance Superintendent 2106
Road Maintenance Foreman 2106
Equipment & Materials Dispatcher 21.�%
Sewage Treatment Supervisor 2' %
Supervisor Alfred M. Vs - 3 - • 4/15/68
These are the managerial and supervisory classes in the Field
Service Series. A continuing and determined successful effort has
been made to up-grade the abilities and operations of these person-
nel. The success of their efforts are revealed in an enforced and
effective safety program, generally higher quality of work, and a
more efficient work force. We firmly believe that these increases
are justified.
Equipment Mechanic 5%
Combination Welder 5%
Equipment Serviceman 7'�6
The Equipment Mechanic class in Contra Costa County has been most
difficult to fill with trained, competent help. Nearly every man
recruited in the past several years has been required to undergo
lengthy on-the-job and auxiliary training to become a full journey-
man with the Department. As a partial remedy for this condition,
the Department is readying an apprenticeship program for recommenda-
tion to the County Administrator and the Director of Personnel.
Meanwhile, the additional salary is merited by virtue of the higher
skills required in the equipment mechanic work in this Department.
The Combination Welder is a critical class which works closely with
the Equipment Mechanics in the shop and with the operators and
supervisory personnel in the field. His journeyman skills are on
par with those of the Equipment Mechanics and he should receive the
same consideration.
The Equipment Serviceman class has been overhauled to fit into our
preventive maintenance program. It has been given the primary duty
of safety checking all vehicles to catch problems before they become
hazardous or expensive. This emphasis requires a higher skilled,
more knowledgeable incumbent than is usual in this type of work.
The proposed additional increment is designed to reflect the sub-
journeyman status of this class.
Equipment Operator Grade I 2W.
Oil Sprayer & Bootman 5%
Laborer 2h%
The Equipment Operator Grade I is the journeyman, key class of the
road maintenance work. Smaller crews and more sophisticated and
expensive equipment have increased the responsibilities and skills
required of these personnel. With the development of more profes-
sional attitudes as reflected in better safety practices, greater
care of equipment and higher skill in operating, Equipment Operators
Grade I have become more productive and valuable.
The Oil Sprayer and Bootman class is being phased out with the
duties being absorbed in the Equipment Operator Grade I class.
This proposal is designed to improve the relationship between the
two classes.
E
Q
0
Supervisor Alfred M. Dias - 4 - 4/15/58
The Laborer is the entrance class in the Road Maintenance operation.
Careful recruitment with heavy emphasis on promotional potential
has enabled the Department to obtain a sharply rising quality of
work among these personnel. Nineteen have been promoted to Equip-
ment Operator Grade I within three years. This proposed increase
recognizes the higher level of work being performed in this class.
Traffic Signman 211%
Sewage Treatment Plant Operator 2h%
The Traffic Signman, because of the continuing urbanization of the
County, has become more important to our operations. More work
involving serious decisions on the priority of placement and re-
placement of signs justifies upgrading this class.
All Sewage Treatment Plant Operators now have their Class IV licenses.
This self-generated upgrading of the personnel reflects the morale
and desire for better efficiency which characterizes our total sewage
treatment operation and enables the Department to meet increasingly
restrictive water pollution standards with available plant and
equipment.
Right of Way Series
Right of Way Agent 7h%
Associate Right of Way Agent 5%
Assistant Right of Way Agent 5%
Junior Right of Way Agent 5%
We continue to believe that the Right of Way function is under-valued,
especially when related to the engineering functions with which it
must work most closely. This proposal is a move to correct this de-
fective relationship.
Airport Series
Airport Manager 59.1
Assistant Airport Manager 5%
Airport Services Assistant 5%
Prevailing wage data, attached, indicates a strong need for adjust-
ment. As Buchanan Field continues to be developed, the responsibili-
ties of all classes in this series increase. As the 27th busiest
airport in the nation, Buchanan Field is operating near to current
capacity, placing heavy demands upon all employees.
General
Accountant Grade II 5%
Accounting Clerk 5%
Supervisor Alfred M. Dias - 5 - 4/15/68
Although recognizing that these classes are also in use in other
Departments, the Public Works Department nevertheless is concerned
that there is insufficient salary recognition of the work performed
by the classes in this Department. Perhaps the studies proposed
and under way will bring relief of a more permanent basis, but
present action is desired to ease what the Department feels is an
inequitable situation.
Very truly yours,
.
Q�tor
. sauer
Public Works Director
VWSsob
Attachment
ccs J. P. McBrien, County Administrator
F. E. Emery, Director of Personnel
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JOINT SALARY CC1KMITTEE
Contra Costa County Employees Association - Contra Costa County Emplcayees Union
Local 1675, AFSCME Local 302, BSEIU
P. 0. Box 222 2727 Alhambra Avenue
Martinez, California Martinez, Cat ifornia
April 15, 1968
Mr. Al Dias �► 1�,,a 1
Chairman
Board of Supervisors APR 15 V"IG
Contra Costa County ��. T. P H a S C H
Administration Building ; CtF_RK BOARD OF SUPERVISORS
Martinez, California ey NrRA c STA00.
Dear Sir:
Following is the ,joint wage and fringe proposal by Contra Costa County Employees
Union, Local 302, BSEIU, and Contra Costa County Employees Association, Local 1675,
JWWW', for the fiscal year 1968-69. We propose in addition to the general salary
Increase specific inequity adjustments which will be outlined in a detailed salary
comparison to be presented to the Civil Service Commission.
1. We propose a fifty dollar (S50) across-the-board salary increase for all em-
ployees (the inequity adjustments cited above will be above and beyond the
flat across-the-board increase proposed for all County employees and will be
aimed at wiping out a variety of salary inequities based upon comparisons or
long term imbalances).
2. We propose the following fringe benefits:
a. The County pay the complete cost for employees and dependents in an
Improved health plan at the levels of the Kaiser "J-J" Plan and providing
the following additional benefits over present coverage:
(1) Emplgyee and dependents receive the same benefits.
(2) Prepaid maternity care.
(3) Prescription drugs at $1.00 per prescription for manufacturer's
smallest therapeutic package, or one month's supply, whichever is
less.
(4) Immunization at no cost.
(5) Psychiatric care at no cost.
b. The Board of Supervisors adopt a group dental plan and pay the complete
cost for such a plan for both employee and depenronts.
c. Establishment of an income protection (disability insurance) plan to be
paid for by the County and to cover all employees.
3. We also propose the following fringe benefits:
a. An employee temporarily assigned to a higher pay bracket for any period
should be paid at the higher level for the entirety of the period in
which he serves in the higher position.
b. Employees should be compensated either throu0 paynent or vacation time
for all sick leave accumulated at the time of retirement or separation.
c. A paid one daffy holiday should be substituted for the current service
pin awarded employees for a given period of service to the County.
d. When a holiday falls on a Saturday, the Friday prior to that Saturday
should be taken as holiday time in the same sense that Mondays now
serve when a holiday falls on a Sunday.
Page 2
e. Four (4) weeks vacation time should be granted at the and of ten (10)
years service.
f. The current mileage allowance for employees who must use their own
vehicles in County selvics must be increased to compensate then
adequately for money laid out by the employees inmolved.
g. All County employees working sixteen (16) hours or more a week on
a regular basis must be compensated for fringes at a pro rated
level.
h. A program of sabbatical lmves for professional employees should be
implemented as quickly is possible.
Sincerely,
JOIN SALARY COM`'iMU
Co-au-Lft men: Sal (Red) Aiello, Local 1675
and
Rudy Webbe, Local 302
cc: Geraldine Russell, Secretary
Board of Supervisors
r/
United. Professional Fire i0hters
0f Contra Costa County I.A.F.F Local 1230
RECEIVED
April 12, 1968 ' 1 l�c3
W. T. PAASCH
Board of Supervisors CLERK BOARD OF SUPERVISORS
W.
of Contra Costa Co. By Co D.Put
P.O. Box 911
Martinez, Calif.
Re: Resolution Number 68/184
Gentlemen,
The time is soon approaching for the Board to initiate
deliberations regarding the coming fiscal period.
In keeping with your newly established policy; whereby
requests for salary adjustments or improvements in fringe
benefits must be submitted no later than April 15, We
hereby request that the following be considered:
1. 5% General Salary Increase
2, 56 Hour Work Week (Program Basis)
3. 5% Inequity Adjustments for the Classes of:
a. Sr. Fireman
b. Fire Captain
c. Battalion Chief
4. 5% Educational Incentive
5. Re-establish Saturday Holidays
In the near future the Board will receive a brochure; which
' outlines our proposals, which we hope will be incorporated
into the forth-coming budget.
S' ,
kh.11iam Cullen, Sec,
IAFF Local 1230, Inc.
cc: Fire Chief's C.S. Comm.
County Administrator
Countly, Peersonnel Director
7a'—
Affiliated with American Federation of Labor and Congress of Industrial Organizations . International Association of FIre Fighters
California State Federation of Labor . Federated Fire Fighters of California . Contra Costa County Central Labor Council 15
CONTRA COSTA COUNTY APPSAISM'I ASSOCIATION
P.O. BOX 63
MiRTIZZ, CALIPORNIA
April 12, 1966 D j,��TIVET1
Board of Supervisors APR 12 1968
Contra Costa County W. T. P A A S C H
Administration Building CLERK BOARD OF SUPERVI&OEM
Martinez, California
N r�
Psr
Gentlemen:
With reference to your Resolution 68L14establishg procedures for the review of
county compensation. we herewith submit our requests for salary adjust n st We
appraisal series for 1968 as follows:
Appraiser's Aide and Appraiser I - The entry salary for tbs Aide is behind.all but
two agencies, and the salary level upon completion of 1 year's service is very peer.
(See Exhibit A). Our first working level (Appraiser I) salary level is the lowest
of all agencies. To strengthen our position we request a special 2J% adjustment for
these positions.
Appraiser II - The county's position in this important benchmark class is quite low
when properly represented (see Exhibit B). All but one agency pay their full
journeyman appraisers more than ours. The State Board of Equalisation's recommsmiatiemi
regarding Appraisar's salaries are noteworthy (see Exhibit C).
To reflect job growth and increased responsibilities the differential over subordinate
appraisers needs to be widened. Further, it is not prevailing practice to pay this
class less than its counterpart Auditor Appraiser. To properly compensate the county's
journeyman appraisers a 5% special adjustment is requested for this class.
Aip2LAser III - The salary differential between this beginning level supervisor and
the next higher class is too great (see Exhibit D). Again it is not prevailing
practice to pay this class less than its counterpart Auditor Appraiser. To gin the
needed salary differential, and properly reflect the job growth of this class
occassioned by the significant changes in the assessment field and increased super-
visorial responsibilities, a 5% special adjustment is requested.
Our Appraisers are extremely dissatisfied with the lack of consideration received last
year when detailed factual data was presented to the Civil Service Commission and the
Board supporting our recommended 5% adjustments for the II and III classes. We feel the
increases are necessary to continue to attract and retain the caliber of apparaisal.
personnel the Assessor's Office has enjoyed. The assessment reforms receutly enacted
now make it more important than ever to retain our experienced appraisers to insure
assessment equity under the law. Our appraisers have for the past several years ranked
among the top !, counties in the state in terms of equity, yet we find ourselves among
the very lowest on salary comparisons.
We would appreciate your favorable consideration and action in this matter, and
sincerely believe that once the recommended aligbments aro achieved, the appraisal
series will be at salary levels satisfactory to all concerned.
very/truly yours,
cc: Assessor By�[� �y✓N4 -
County Administrator President Chairman, Mary comm-6
Civil Service Office j CONTRA COSTA COUNTY APPRRAISIRS'.ASSOCIATION
SAIARI FRO &EssZ01i OF "ApjRAIURIS_AI "
MN RICIWIIWW EASE TO FIRST SAR LEVEL
Entry After 1 Year
IWV— ROU
State $556 $710
CONTRA COSTA 570 620
Alameda 570 in
San Disgo 587 6"
Santa Clara 603 66C!
Les Angeles 608 696
prangs 608 715
Sacramento 613 710
San Mate* 632 670
San Francises 775 s14
Conclasiont Our recruitment rate is second lowest and is at
least 2j¢ behind most agencies. Fu rthsrmsreg
our first step rate for Appraiser I ($628)
supports the used for at least a 2j% increase
for this class.
Exhibit A
APPRAISER II "UNCHMARI"
Subject to
Experience Position
680. 720 _.. 760 W0 840.. 880. . 920- 960 . 1000 1040 ._ 1080 Title Idni
896 San Francisco 1089 Senior lot ?os
863 State 10AS Associate 2nd Yes
776 Los Angeles 966 II tad Yes aP
693 L Alameda 950 II - III 2nd Yes
749 San Diego 909 II 2" Yes
715 OraAgr 669 I lot No
706 Sam Mateo 882 II lot No
710 Socrawato 862 Appraiser lot No
710 CONTRA COSTA 862 II tad Yom
Santa Clara 829 II lot No
680 720 7 d00 40 860_._._920 960 1000 1040 1080
C2VjjWU: Our Appraiser II is in very poor position on the beacbmark. Note also that be is down with the
let experienced level appraisers wbo a," all able to be promoted to the position shown without
regard- te job opeolags. A special adjustinemt of at joist 56 is clearly indicates to improve our
positioa,q reflect job grovtb, wud vide► the differential over subordinate classes.
t
Exhibit E
i
i
$, Yca—RPT FAM -132
nN AMS - ASSBSM'S-SCMsCAL MMM LltM- JAIUUrN
G"IBRM STATI BOARD OF rbgUAUUUOE DIVISION OF =WARM
"The positions covered is those recommendatiess require M#Uy skilled
incumbents with professional talents. The training and background of an appraiser is
in largo part a long and arduous educational process net unlike the study for a
college degree. Whether the journeyman appraiser is valuing property lorAted in a
large metropolitan county or in a sparsely populated mountain count:, his work follows
the saint time-honored process of interpreting evidences of market value,
"The duties performed by state persommel is the field of appraisal (and
assessmont mapping) are eomoaraller, Ig th@@@ nlftnd bin► !!IM nmrssmseal, The
salaries paid by the State are the subject of detailed annul stwly by the State
Personnel Hoard, God studies are being oeat'nuelly made to sake thou comparable to
these paid in private Industry. The state basis is therefore used as the best known
factual guide an vihich to base salary recaasdatiems,
"Ideally an assessor's offiee shoueld be staffed with at least, jssit��
Ag=is*r„gr hii,� Dat assessors who have undertaken a rapid expansion of staff
have snawutered a lack of available journeymss, Those assessers have bad to rely
upon a trainee class to a large extent. The purpose of the trainee class, ho wer,. is
primarily to satisfy the and of developing journeymen. This Blass should not bo:used
as a permanent classification of personnel. Personnel recruited at the trainse.level
should be given the opportunity to adwasas to the jearme4man level as mesa as shills-
are learned. When this practice is not empleyed, county assessors lose frostily'
trained personnel to competing asencios.•
Exhibit C
r
F
W i� APPRAI.__SUN U- D UPP USU II,I•
San Francisco $193
COYM COSTA 186
Los Angeles 159
Alameda 150
Santa Clara 1"
San !fate* 116
Sacramento 105
Orange 63
San Diego 50
State CA,
Conclusion: It is not prevailing practice to bate
such a lams differential ($186) between
these classes. Tbo proposed realigimsmt
of our Appraiser III salary will narrow
the differential to $135 or two and one
half steps.
Sihibit D
R OF PO01S IN SACH CLlss (AS O ,2
Appraiserts Appraiser Appraiser Supervising
A enc Aide
CONTRA COSTA 24 35 12 5
Alameda 22 20 16 6
Orange 53 13 2 4
Sacramento 16 45 7 5
San Diego 35 35 16 6 (1)
San Francisco N.A. N.A. N.A. N.A.
San Mateo - - - - 35 - - - .. 9 5
Santa Clara - - - - - - - - -(2) 21 7
State 30 47 (3) 15 (4) 4
Los Angeles 2511 230 135 54
(1) Estisated
(2) Adding 50 to 200 more positions
(3) Associate Appraiser (does not include several specialty positions)
U) Senior Appraiser (does not include several specialty positions)
Exhibit 9
� J
G
JOINT' SALARY Ct]rlNXrTEE
Contra Costa County Employees Association - Contra Costa County Employees Union
Local 1675, AFSCM Local 302, BSER
P. 0. Box 222 2727 Alhambra Avenue
Martinez, California Martinez, Cal ifornia
April 15, 1965
Mr, Al Dias RECEIVED
Chairman
Board of Supervisors
Contra Costa County
Administration Building CL eo PAA PCH �SORS
Martinez, California C RA DOST P.ty
By .-
Dear Sir:
Following Is the ,joint wage and frinje proposal by Contra Costa County Employees
Union, Local 302, BSEIU, and Contra Costa County Employees Association, Local 1675,
jWg=,, for the fiscal year 1968-69. We propose in addition to the general salary
Increase specific inequity adjustments which will be outlined in a detailed salary
comparisgn to be presented to the Civil Service Commission.
1. We propose a fifty dollar MO) across-the-board salary increase for all em-
ployees (the inequity adjustments cited above will be above and beyond the
flat across-the-board increase proposed for all County employees and will be
aimed at wiping out a variety of salary inequities based upon comparisons or
long term imbalances).
2. We propose the following fringe benefits:
a. The County pay the complete cost for employees and dopendeats in an
Improved health plan at the levels of the Kaiser *J-J" P1en and providing .
the following additional benefits over present coverage:
(1) Employee and dependents receive the same benefits.
(2) Prepaid maternity care.
(3) Prescription drugs at $1.00 per prescription for manufacturer's
smallest therapeutic package, or one month's supply, whichever is
less.
(4) Immunization at no cost.
(5) Psychiatric care at no cost.
b. The Board of Supervisors adopt a group dental plan and pay the complete
cost for such a plan for both employee and depene-Ats.
c. Establishment of an income protection (disability insurance) plan to be
paid for by the County and to cover all employees.
3. We also propose the following fringe benefits:
a. An employee temporarily assigned to a higher pay jb=ket for any period
should be paid at the hider level for the entirety of the period in
which he serves in the higher position.
b. Employees should be compensated either thrbulipaysent or vacation time
for all sick leave accumulated at the time of retirement or separation.
c. A paid one daffy holiday should be substituted for the current service
pin awarded employees for a given period of service to the County.
d. When a holiday falls on a Saturday, the Friday prior to that Saturday
should be taken as holiday time in the same sense that Mondays now
serve when a holiday
_,jf._alls on a Sunday.
i
Page 2
e. Four (4) weeks vacation time should be graented at the end of ten (10)
years service.
f. The current mileage allawancs for eaployees who must use their own
vehicles in County setvice gust be increased to compensate thea
adequately for aonsy laid out by the enplayees Imolved.
g. All County employees working siiteen (26) hours or more a week on
a regular basis mist be compensated for fringes at a pro rated
level.
h. A program of sabbatical leaves for professional employees should be
impleaented as quickly ps possible.
Sincerely,
JOIXT SALARY CoWaTTEE
Co-a a•snat: Sal (Red) Aiello, Local 1675
and
Rudy Webbe, Local 302
cc: Geraldine Russell, Secretary
Beard of Supervisors
Y
i
SCONTRA COSTA COUNTY
CIVIL SERVICE DEPARTMENT
Inter-Office Memo
�!��7
April 2. 1968
TO-. Heads of Departments PROM.^ -7- ery, Director of Persow3slAPR 1
SUBJECT: 1968 Salary Review {N, T. A A S C H
GLFp gp OF 5UPERVtSORB
AD GOSTA WO
y
On March 26, 1968, the Board of Supervisors adopted Resolution 68/184 (copy attached
for ready reference) which establishes the procedure to be mood in the Spring, Salary
Review. The resolution also sets forth a tentative time schedule which is intended to
permit the adoption of a salary program, effective July 1. 1968. This action provides
a firm basis on which salary deliberations may now proceed.
Attached you willfind a series chart for your department. Accompanying the chart is
a tranvparency which is designed for use in a projector during any discussions with the
staff or the Civil Service Commission. Also enclosed ars special pencils for use in
marl sing the chart and the transparency.
It is zuggestzed that you evaluate internal salary relationships within your department
and indicate any proposed modifications an the chart by extending the appropriate bars
with the _RED PENCIL. The salary review program anticipates that many of the internal
relationship problems can be resolved through operating department-Civil Service staff
conferencem. Insofar as agreement is reached on necessary changes„ the Director of
Personnel will comm-nicate tbam to the County Administrator and the Civil Service
CorroAssion.
The Spring Salary Survey Report on benchmark classes will be transmitted to yon on
Apel 4, Through this imformation, it is expected there will emerge an overview of
waga trends. Add;atiorsz-11y, data on benchmark classes found in your department will
assist you in €sr-mutating prevailing practice recommendations for the occupational
g=ups p-_cuiliar to youz- department. Once the internal relationship structure is firmed
-t2p, adjustmeu of benchmark classes should be the criteria for general movement of the
-a.rc cular occupa,t:onr.1 series of which the benchmark class is the fomtdation. Please
dizt!nguish your recommendation on "prevailing practice" adjustments for specific
oc-cupational caries on the ch it by using the GREEN PENCIL,
When the desiZed internal adjustments for specific classes and the "prevailing practice'
k:lr 'rnarhot" recomanendations► for serines of classes are marl please transmit the chart
�ra'LaroL raritz�n ;u✓ti£i:ati+cac to the Assistant Clerk, Boazd of Snaervisora by April l�
the tw ����areracy, xxx:rked in identical fashion to flee chart. sh u d be retained in
your poosersion nor use during the ensuing salary conferences,
€Jporn recr v"& ^ t►o�reco=meadation from the Assistant Clerk of the Board. the Ci1dL_
Szrvice sz`.a i will contact you to arrrnge zor a discussion of the proposed adjustments,
� y �