HomeMy WebLinkAboutMINUTES - 09262000 - D3 3.
+Q: BOARD OF SUPERVISORS
FROM: PHIL BATCHELOR
County Administrator
DATE: September 26, 2000
SUBJECT: FAMILY SUPPORT TRANSITION Resolution:2000/467
Specific Request(s) or Recommendations(s) & Background &Justification
RECOMMENDATIONS:
1. ACKNOWLEDGE that the State has scheduled Contra Costa County to transition Family Support Services
from the District Attorney to a separate County Agency by December 31, 2000.
2. APPROVE and AUTHORIZE the County Administrator to submit a transition plan to the State for approval
by October 15, 2000.
3. AUTHORIZE the County Administrator and the Auditor Controller to establish the Department of Child
Support Services as a separate County Agency (40) and Budget Unit (0240).
4. APPOINT the County Administrator, Phil Batchelor, as the Interim Director of the Department of Child
Support Services in the event that a permanent Director is not selected by October 15th, 2000.
5. AFFIRM that the Director of Child Support Services (approved by the Board on August 8th, 2000), will
report to the State Department of Child Support Services on behalf of the Board of Supervisors for all
aspects of the child support program.
6. ADOPT the attached resolution and ESTABLISH the class of Chief Assistant Director of Child Support
Services — Exempt at salary level M25 2520 ($5,930 — 7,590) and ADD one full time position to the
Department of Child Support Services. Resolution 2000/468
7. ESTABLISH the class of Supervising Attorney of Child Support Services — Exempt at salary level M50 2905
($8,290 — 10,077) and ADD one full-time position to the Department of Child Support Services.
8. AMEND County Ordinance Code Section 33-5.411 to exclude the class of Chief Assistant Director of
Child Support Services and the Supervising Attorney of Child Support Services from the County merit
system.
CONTINUE[)ON ATTACHMENT: X YES Signature: ,
r
G Recommendation of County Administrator
Recommendation of Board Committee
L--''Approve Other
Signature(s):
,r
Action of Board og' September 26, 2000 Approved as Recommended x Other
Vote of Supervisors: I HEREBY CERTIFY THAT THIS IS A TRUE
AND CORRECT COPY OF AN ACTION TAKEN
X Unanimous(Absent ) AND ENTERED ON THE MINUTES OF THE
Ayes: Noes: BOARD OF SUPERVISORS ON DATE SHOWN.
Absent: Abstain:
.� Attested:September 26. 2000
cc: CAO-justice
Human Resources Phil Batchelor,Clerk of the Board of
District Attorney-Gary Yancey of Su(76ors�,Coun�VministratorFamily Support-Gayle GrahamContact:George Roemer 335-1055 By: DEPUTY
9. ADD one full-time Departmental Community and Media Relations Coordinator(ADSE) to the Department
of Child Support Services.
10.AUTHORIZE the Human Resources Director to initiate a competitive recruitment for the Chief Assistant
Director of Child Support Services, Supervising Attorney of Child Support Services, and Departmental
Community and Media Relations Coordinator positions, with targeted appointment dates of November
1, 2040.
1 1.ACKNOWLEDGE the need for an efficient and customer oriented staff in Child Support Services and that
permanent staff positions will reduce current turnover and re-training issues while improving staff
continuity and promoting the ability to draw from experienced clerical resources for senior clerical
positions.
12.APPROVE the attached Position Adjustment Request to ADD 36 Clerk — Experienced level positions and
ADD 8 Account Clerk — Experienced level positions in the District Attorney — Family Support Division.
(State/Federal)
13.ACKNOWLEDGE that to improve public service responsibilities the new Department of Child Support
Services needs a comprehensive business process analysis with concrete recommendations for redesign;
and that the redesign approach should identify any immediate adjustments in the delivery of services
while developing a comprehensive improvement plan to continue through and beyond the transition.
14.APPROVE and AUTHORIZE the County Administrator, or designee, to execute a contract with Williams
Alliance International, in an amount not to exceed $67,000 to provide consulting services for Child
Support Services through June 30, 2001.
15.ACKNOWLEDGE that the final changeover from the District Attorney to the Department of Child Support
Services will require additional Board actions and that the purpose of the foregoing recommendations
is to create the infrastructure for a transitional agency in order to prepare for the actual transfer.
Subsequent Board Orders will include the official transfer of personnel and fixed assets.
FISCAL IMPACT:
Estimate no impact on the General Fund. The cost of these recommendations are included in Family
Support's transition budget request to the State.
BACKGROUND:
The primary purpose of California's child support enforcement program is to collect, from absent parents,
support payments for custodial parents and their children. Prior to recent legislative reforms in California,
the program was administered at the local level by the county district attorneys (DAs), with state oversight
by the Department of Social Services (DSS).
In 1999 the California legislature passed a reform package of bills, including Chapter 478 (AB1 96, Kuehl),
Chapter 479 (AB 150, Aroner), and Chapter 480 (SB 542, Burton and Schiff), which together are intended
to achieve more uniformity in service delivery and better performance in the Child Support Enforcement
Program by overhauling the organization, administration, and funding for the program. Among the more
significant changes are the creation of a new state Department of Child Support Services (DCSS); the transfer
of local administration from the county district attorneys to separate county child support agencies; and the
transfer of responsibility for procurement of the automation system from the state Health and Human Services
Data Center (HHSDQ to the Franchise Tax Board (FTB).
As of January 1, 2000, state level administration and oversight of California's child support enforcement
program was transferred from the Department of Social Services (DSS) to the Department of Child Support
Services (DCSS). The new state Department of Child Support Services (DCSS) is responsible for compliance
with all federal and state laws pertaining to the administration of child support enforcement, and completion
of a single statewide automation system. The new DCSS is responsible for developing guidelines for the
process of transferring Child Support Enforcement from the county district attorney to a separate county
agency.
2
The legislation requires that prior to the State approving a transition date, a local Director of Child Support
Services must be selected, and a transition plan developed and submitted to the State for approval. Contra
Costa County's transition plan must be received by the State no later than October 15, 2000.
The State has targeted a transition date of December 31, 2000, for Contra Costa County to transfer Child
Support Services from the District Attorney to a separate county agency. Formal authorization is contingent
upon approval of the transition plan and the hiring of a director for the new department.
A major focus of the legislation is to improve customer service through more effective case handling, better
complaint resolution and additional resources dedicated to public service responsibilities. The Department
would benefit from a business process analysis to define the most critical change items. Williams Alliance
International worked with Alameda County in the fall of 1997, to develop a Strategic Process Management
approach for their Family Support Services. Strategic Process Management (SPM) is a flexible, process based
approach to strategic change that focuses on critical change objectives for the organization's core, cross-
departmental processes. Williams Alliance International is well qualified and has an excellent understanding
of Child Support Services and Strategic Process Management.
(famsupB02)
3
eel
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this order on September .26, 204Q.,._-.by the following vote:
AYES: Supervisors Gioia, Uilkema, DeSaulnier, Canciamilla NOES: None
and Gerber
ABSENT: None
ABSTAIN: None
SUBJECT: RESOLUTION NO-20OW-468
In the Matter of Establishing the class of
Chief Assistant Director of Child Support
Services -Exempt, Adding one Position
and Implementing a Performance Pay
Plan for the class of Chief Assistant Director
of Child Support Services-Exempt.
THE CONTRA COSTA COUNTY BOARD OF SUPERVISORS in its capacity as governing Board of the
County of Contra Costa and all districts of which it is ex-officio governing Board RESOLVES THAT:
A. Classification, Position and Salary Range: Effective September 1, 2000, the class of Chief Assistant
Director of Child Support Services-Exempt is established, and allocated on the Salary Schedule to a seven-step
salary range, Salary Level M25-2520 ($5930-7590). One(1)position is also added to the class.
B. Merit Salary Increment Review: On the employee's anniversary date, the appointing authority may, based
upon an evaluation of work performance, award a merit increment of 5% for satisfactory performance of the
employee. The salary advancement shall be granted only on the affirmative action of the appointing authority. In
no case shall a step be awarded beyond step 5 of the salary range for satisfactory performance. The appointing
authority may unconditionally deny a salary increment advancement or may deny the step subject to review at a
specified date before the next anniversary date.
C. Performance Review: On the employee's anniversary date, the appointing authority may, based upon an
annual evaluation of work performance, award at that time either one (1) 2,5% performance increment or two
(2) 2.5% performance increment for outstanding performance and/or the achievement of specific performance-
based objectives (hereinafter referred to as outstanding performance) to the incumbent in the class of Chief
Assistant Director of Child Support Services-Exempt.
If the employee does not receive outstanding performance pay on the annual performance evaluation date, an
extra salary review date may be set by the appointing authority to occur six (6) months after the annual
performance evaluation date. This date may be set by the appointing authority upon return of the Salary Review
Report to the Director of Human Resources or at another time within the intervening six(6) months.
If the employee received an outstanding performance step of 2.5% on the annual performance evaluation date,
the appointing authority may, based upon an evaluation of work performance, award an additional 2.5%
outstanding performance pay step effective six (6) months after the annual performance evaluation date on the
first of the month. If an employee was not awarded an outstanding performance pay step on the annual
performance evaluation date, the appointing authority may, based on an evaluation of work performance, award
one (1) or two (2) outstanding performance pay steps effective six (6) months after the annual performance
evaluation date on the first of the month. In no instance, however, shall an employee be awarded more than two
(2) 2.5% outstanding performance pay steps between annual performance evaluation dates.
D. Continuationaermination,oUOutstanding.Performance Pay Steps: Any outstanding performance pay
step(s) in effect on the employee's annual performance evaluation date are subject to evaluation by the
appointing authority and must be affirmatively recommended by the appointing authority to continue or be
increased.
At the discretion of the appointing authority, effective the first of a calendar month, approval for outstanding
performance pay may be rescinded, based upon an evaluation of work performance, at any time between annual
performance evaluation dates.
RESOLUTION NO.20091468
E. Correlation of Merit and Performance Pay Step(s): In instances where the employee is receiving
outstanding performance pay steps(s)at the time that a merit increment is approved, the employee's base
salary step for satisfactory performance will be adjusted to reflect the 5% merit increase. The employee's
salary step placement will then be further adjusted for the current outstanding performance pay that the
employee had been receiving using the employee's new merit step as the base upon which the performance
pay step(s) are added.
F. Step Placement Limitations: No salary step beyond Step 5 may be awarded for satisfactory performance.
Steps six (6) and seven (7) are reserved exclusively for outstanding performance pay. No provision of this
section shall allow salary placement beyond the uppermost step of the salary schedule/level to which the class is
allocated.
D. Other Provisions: Except as may be changed or modified by resolution hereafter, all provisions of the
Salary Regulations are applicable to this class.
CONTACT:
cc: Eileen Bitten, Assistant Director of Human Resources
Human Resources Department (Larry Daniel)
County Administrator I hereby certify that this Is a true and correct
Auditor Controller copy of an action taken and entered on the
minutes of the Board of Supervisors on the
date shown.
ATTESTED: --ftLtember 26, 2000
PHIL BATCHELOR, Clerk of the Board
of S=erv1s r and Cc"- Administrator
BY Deputy
RESOLUTION NO. 2000 468
POSITION ADJUSTMENT REQUEST NO.
DATE: 8/23/00
e , " CORS `
Department No./
Department: DistXJct Atto=A5r J"aem`lv Su sort Budget Unit No. 0245 Org No. 2992 Agency No. 042
Action Requested: Add 36 C s k snce Lrevrel ,7W3C8 osition at s a leve M50-1 58
02,157 .. 22,62.2) and 8 Ac cunt C erk risnce 1 JDVC at sale level M50-2652 370-
880
Proposed Effective Date: October 1, 2000
Classification Questionnaire attached: Yes [ I No [XI
Cost is within Department's budget: Yes [XI No [ ]
Total one-time costs (non-salary) associated with request: $ -0-
Estimated total cost adjustment (salary/benefits/one-tiros) : $ _o_
Total annual cost $ 1,8S2,008.00 Net County Cost $ --0-
Total this FY 00/01$ 1,302,993.00 N.C.C. this FY $ -0-
Soo of rUNDING TO OFFSET ADJUSTMENT: red sral A nistrative Reimbursement and State and
Federal SEIF Revenue
Department must initiate necessary adjustment and submit to CAO.
Use additional sheet for further explanations or comments.
(for) Department Read
f
REVIEWED By CAC? AND RELEASED TO HUMAN RESOURC D
Deputy ount 'nistrator Data
HUMAN RESOURCES DEPARTMENT RECOMMENDATION DATE Auguz% 22,
ADD thirty-six (36) Clerk —Experienced level (JWXB) positions at salary level M50-1558
($2,157-2,622); AICD eight (8) Account Clerk - Experienced Level (JDVC) positions at salary
level M50-1652 ($2,370-2,880).
Amend Resolution 71/17 establishing positions and resolutions allocating classes to the B is ary schedule as
described above.
Effective: [ ) Day following Hoard action 1
(Date)
or) sector of Human uses 8
COUNTY ADMINISTRATOR RECOMMENDATION DATE
Approve recommendation of Director of Human Resources
[ I Disapprove recommendation of Director of Human Resources
[ I Other:
(for) Coun Administrator
BOARD or SUPERVISORS ACTION": Phil Batchelor, Clerk of the Board of Supervisors
Adjus n : A PROVED D4 DISAPPROVED [ I and Co Administrator
DATE:
BY: AAAD
APPROVAL or THIS ADJUSTMENT CONSTITUTES A PERSO L/SALARY RESOLUTION AMENDMENT
POSITION ADJUSTMENT ACTION To BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTION
Adjust classes)/positlon(s) as .follows:
If Request is to add project post tions/claasses, Please comrplets other side.
P300(W47) ROV 7/1135