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HomeMy WebLinkAboutMINUTES - 07232002 - C28-C32 JUL I I Nut 07111102 OFFICE OF ! V TOUNTY'ADMIN`7`7,:71 POSITION ADJUSTMENT REQUEST NO. Cf 2__ -7 DATE 7-11- 02- Department: -/I- 02- Department: Department No./ COPERS Employment&Human Services Budget Unit No, 501 Org. No, 5230 Agency No. A19 Action Requested: Establish the classification of EHSD Development and Research Coordinator-Project and add one 40140 IFTE position at salary level M50$6188-7522) Proposed Effective Date: Day after Board action Classification Questionnaire attached: Yes D No© /Cost is within Department's budget: Yes❑ No 171 Total One-Time Costs(non-salary)associated with request: $00 Estimated total cost adjustment(salary/benefits/one time): Total annual cost $121,856.40 Net County Cost --0— Total this FY $121.856.40 N.C.C. this FY SOURCE OF FUNDING TO OFFSET ADJUSTMENT State and Federal Funding and Contract Offset Department must initiate necessary adjustment and submit to CAO. Use additional sheet for further explanations or comments, ILA, ## �t (for)Department Head REVIEWED BY CAO AND RELEASED TO HUMAN RESOURCES DEPARTMENT Deputy County ministrator Date HUMAN RESOURCES DEPARTMENT RECOMMENDATION DATE: 7117/117 Establish the class of Employment and Human Services Development and Research Coordinator-Project; allocate it on the salary schedule to M50-2468 Steps 4-8 ($6188-$7522); and add one full-time position. Resolution 71/17 establishing positions and resolutions allocating classes to the Ebsic/Exempt salary schedule. Effective: CJ Day following Board Action. '7/�t I c .... (Date) (for)Director of Human urces CQUNTY ADMINISTRATOR RECOMMENDATION DATE: 7-1(- - 0 z f ' Approve Reconn endation of Director of Human Resources 0 Disapprove Recommendation of Director of Human Resources E3 Other: (for)County Administrator BOARD OF SUPERVISORS ACTION: John Sweeten,County Administrator and Clerk of the Board of Supervisors Adjustment APPROVED `I$L � R t DATE: { BY: ARO kOF THIS AD JUSTMENT CONSTITUTES A PERSONNEUSALARY RESOLUTION AMENDMENT POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTION Adjust classes)/position(s)as follows: If Request is to Add Project Positions/Classes,please complete other side JUL 1 1 ZUUZ 7-2-02F'C33ilT;C7N ADJUSTMENT REQUEST NO. OFFICE OF {,,,,,+,,tJ( DATE r_C',V,-ry ADMINISTRATOR Department No.l Depen oyen H an Services Budget Unit No. 501 Org No. 5230 Agency No. A-19 Action Requested ESTABLISH the lClassification of EHSD Chief Financial Officer :and':!,,, reclass. Asst. Co. Ulelfare Director person & position #4422 to that class; ESTABLISH the class. of M5 Director o A inistration-Exempt, and ADD- CI Effective Date: Day after Board action one position; ance pos. s an Classification Questionnaire attached: Yes ® No M/Cost is within Department's budget: Yes lei No Total One-Time Costs (non-salary)associated with request: $ Estimated total cost adjustment(salary/benefits/one time): Total annual cost $ 0 Net County Cost $ 0 Total this FY $ N.C.C. this FY $ 0 SOURCE OF FUNDING TO OFFSET ADJUSTMENT Department must Initiate necessary adjustment and submit to CAU. Use additional sheet for further explanations or comments. for) epartme d REVIEWED BY CAO AND RELEASED TO HUMAN RESOURCES DEPARTMENT rwp � � ' , C� D�eputyC�dnty�Admin�lstrator�� Date HUMAN RESOURCES DEPARTMENT RECOMMENDATIONS DATE 7/17102 Establish the class of Employment and Human Services Chief Financial Officer; allocate it on the salary schedule to M50-2698 Steps 1-6 ($6741-$8603); reallocate position #4422 to this new class; abolish the class of Assistant County Welfare Director (RADA); establish the class of Employment and Human Services Director of Administration-Exempt; allocate it on the salary schedule to M50-2800 Steps 1-6 ($7464-$9527); add one full-time position; and cancel positions#4452 and 4466. Amend Resolution 71/17 estabiisNng positions and resolutions allocating classes to the Basic/Exempt salary schedule. Effective: 0 Day following Board Action. l {Date) (for) ector of uman Resources COUNTY ADMINISTRATOR RECOMMENDATION DATE. 7 w/ -0 ? Approve Recommendation of Director of Human Resources Disapprove Recommendation of Director of Human Resources © Other: (for)County Administrator BOARD OF SUPERVISORS ACTION: John Sweeten,Clerk of the Board of Supervisors Adjustmen APPROVED Mf ,.-� € and County Admin'strator DATE �r �V t�'-4 BZ AP OVAL F THIS ADJUSTMENT CONSTITUTES A PERSONNEL/SALARY RESOLUTION AMENDMENT POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTION Adjust class(es)/position(s)as follows: P300(M347)Rev 3115101 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY,CALIFORNIA Adopted this order on jUly 23, 2002 ,by the following vote: AYES: SUPERVISOR UILKEMA, GERBER, RESOLUTION No. 2002/457 DeSAULINER & GLOVER NoEs: NONE ABSENT: SUPERVISOR GIOIA ABSTAIN: NONE SUBJECT: In the Matter of Implementing a Performance Pay Plan For the Class of Employment and Human Services Chief Financial Officer. 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. Salary Range: Effective July 1, 2002, the class of Employment and Human Services Chief Financial Officer is allocated on the Salary Schedule to a six-step salary range (Salary Level M50 2698—Steps 1 --6). 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 annual evaluation date (set by the appointing authority), the appointing authority may, based upon an annual evaluation of work performance, award one (1) 5% step 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 Employment and Human Services Chief Financial Officer. If the employee does not receive outstanding performance pay on his/her annual evaluation date, an extra salary review date may be set by the appointing authority for six (6) months after the annual 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 prior to the extra review date six(6)months after the employee's annual evaluation date. If the employee was not awarded an outstanding performance step on his/her annual evaluation date, the appointing authority may, based upon an evaluation of work performance, award the outstanding performance pay step effective six (6) months after the annual evaluation date on the first of the month. In no instance, however, shall an employee be awarded or be receiving more than one 5% outstanding performance pay step between annual evaluation dates. 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 evaluation dates. The outstanding performance pay step in effect on the employee's annual evaluation date is subject to evaluation by the appointing authority and must be affirmatively recommended by the appointing authority to be continued. In instances where the employee is receiving outstanding performance pay 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 tate employee had been. receiving using the employee's new merit,step as the base upon which the performance pay step is added. No salary step beyond Step 5 may be awarded for satisfactory performance. Step 6 is reserved exclusively for outstanding performance pay. The Employment and Human Services Chief Financial Officer may not receive more than 5% in outstanding performance pay (one performance step) at any point in time. 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. The annual evaluation date for the outstanding performance pay step shall be set by the appointing authority. E. Cather Provisions - Except as may be changed or modified by resolution hereafter, all provisions of the Salary Regulations are applicable to this class. CONTACT: Leslie Knight(5-1766) cc: Human Resources Department County Administrator Employment and Human Services Department Auditor-Controller l eertlfy that thin is a full,trReand RTIPMD C O Y gtaal�aauntent whicA Is On fila to ttty office ATTEST JOHN SWEETEN Clerk of the hoard of lti,44"41 r,G my¢Z1401, Oy l7c ` �.la4r> s � THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY,CALIFORNIA Adopted this order on July 23, 2002 ,by the following vote: AYES: SUPERVISOR UILKEMA GERBER RESOLUTION No20021458 DeSAULINER & GM NOES: NONE ASSENT: SUPERVISOR GIOIA ABSTAIN: NONE SUBJECT: In the Matter of Implementing a Performance Pay Plan For the Class of Employment and Human Services Director of Administration-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. Sa ary Range: Effective July 1, 2002, the class of Employment and ligular► Services Director of Administration - Exempt is allocated on the Salary Schedule to a six-step salary range(Salary Level M50 2800-Steps 1 -6). 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 annual evaluation date (set by the appointing authority), the appointing authority may, based upon an annual evaluation of work performance, award one (1) 5% step 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 Employment and Human Services Director of Administration-Exempt. If the employee does not receive outstanding performance pay on his/her annual evaluation date, an extra salary review date may be set by the appointing authority for six'(6) months after the annual 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 prior to the extra review date six(6)months after the employee's annual evaluation date. If the employee was not awarded an outstanding performance step on his/her annual evaluation date, the appointing authority may, based upon an evaluation of work performance, award the outstanding performance pay step effective six (6) months after the annual evaluation date on the first of the month. In no instance, however, shall an employee be awarded or be receiving more than one 5% outstanding performance pay step between annual evaluation dates. 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 evaluation dates. The outstanding performance pay step in effect on the employee's annual evaluation date is subject to evaluation by the appointing authority and must be affirmatively recommended by the appointing authority to be continued. In instances where the employee is receiving outstanding performance pay 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 is added. No salary step beyond Step 5 may be awarded for satisfactory performance. Step 6 is reserved exclusively for outstanding performance pay. The Employment and Human Services Director of Administration - Exempt may not receive more than 5% in outstanding performance pay (one performance step) at any point in time. 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. The annual evaluation date for the outstanding performance pay step shall be set by the appointing authority. E. Other provisions - Except as may be changed or modified by resolution hereafter, all provisions of the Salary Regulations are applicable to this class. CONTACT: Leslie Knight(5-1766) cc: Human Resources Department County Administrator Employment and Human Services Department Auditor-Controller CBMMqSD COPY I certify that thls Is a full,no red correct cm of the original document which is on tle In my offloo ATTEST JOHN SWEETEN Clerk of the board of and ounty AA+dminI t ,by ty Clerk. RECEIVED A p; 0 8 2002 POSITION ADJUSTMENT REQUEST I OFFICEOF NO. 7 COUNTY ADMINI "PA77 HATE o..� DEPARTMENT NO./ CODERS DEPARTMENT:health Services/Mental Health BUDGOP , T NO. EQJ . 7RG NO. various AGENCY NO, A-18 ACTION REQUESTED: Transfer,four(4)Mental Health Children's Services Supervisor-Project(VOH2)positions(position# 10340,#10341,#10342,#10343)and incumbents(B Beaver,E Brooks and J Stensonl into the merit sytem classification of Mental Health Program Supervisor CVOHP)and abandon the class of Mental Health Children's Services Supervisor-Project. PROPOSED EFFECTIVE DATE: CLASSIFICATION QUESTIONNAIRE ATTACHED:YES 0 NO 0 /Cost is within dept budget: Yes 0 No❑ TOTAL ONE TIME COSTS(non-salary) ASSOCIATED WITH REQUEST: $ -0- ESTIMATED TOTAL COST ADJUSTMENT(salary/benefits/one-time: TOTAL ANNUALCOST $ 0.00 NET COUNTY COST $ -0- TOTAL THIS FY 1 $ 0.00 N.C.C.THIS FY $ -0- SOURCE OF FUNDING TO OFFSET ADJUSTMENT: SAMSHA Brant(cc#5977,#5976.#5949,#5978) DEPARTMENT MUST INITIATE NECESSARY ADJUSTMENT AND SUBMIT TO CAO. USE ADDITIONAL SHEET FOR FURTHER EXPLANATIONS OR COMMENTS. Icy a Nqeed,Personnel Servi es Assistant II (for)Willi .Walker,M.D.,Health Services Director REVIEWED BY CAO AND RELEASED TO HUMAN RESOURCES DEPARTMENT C—E-AUTYCONADMINISTRATOR DATE HUMAN RESOURCES DEPARTMENT RECOMMENDATION: DATE_Mdy 21, 02 Transfer four (4) Mental Health Children's Services Supervisor - Project (VQH2) positions (# 10340, 10341 , 10342, and 101343) and Incumbent into the merit system Classification of Mental Health Program Supervisor (VQHP) ; ,land Abandon the Classification of Mental Health Children's SerViceup ry* men eso upon TO establishing positions and resolutions allocatin asses to the Basis/Exempt salary schedule. Effective: , Day following Board Action �l f (date) (for) D CTOR OF N RESOURCES COUNTY ADMINISTRATOR RECOMMENDATION DATE: 7---/7—(T? Approve Recommendation of Director of Human Resources 0 Disapprove Recommendation of Director of Human Resources 13 Other: �TSTRATOR� or) COU BOARD OF SUPERVISORS ACTION: John Sweeten,Clerk of the Board of Supervisors/County Administrator Adjustmen APPROVED . EES DAVE: BY: a(lb��i4A J�� APPRO OF HIS ADJUSTMENT CONSTITUTES A PERSONNEL/S Y RESOLUTION AMENDMENT POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTION. Adjust classes)/position(s)as follows: IF REQUEST IS TO ADD PROJECT POSITIONS/CLASSES,PLEASE COMPLETE OTHER SIDE POSITION ADJUSTMENT REQUEST tJ♦ �� CWDATEi ` O DEPARTMENT NO./ 04( COPERS DEPARTMENT: ealth ServigestPublic health BUDGET UNIT NO. ORG NO.H2Q _AGENCY NO. - ACTION REQUESTED: -timeu t- i J krthe California Ch 1d=Stakes kogram PROPOSED EFFECTIVE DATE: CLASSIFICATION QUESTIONNAIRE ATTACHED:YES NO 0 Cost is within dept budget: Yes 0 No 0 TOTAL ONE TIME COST'S(non-salary) ASSOCIATED WITH REQUEST: $ ESTIMATED TOTAL COST ADJUSTMENT(salary/benefits/one-time): TOTAL ANNUALCOST $ fiM44,16. NET COUNTY COST $ ._ C .;:_... TOTAL THIS FY $ 5_703A N.C.C.THIS FY $ ( � s SOURCE OF FUNDING TO OFFSET ADJUSTMENT: 100%funding from the Medical Home PrQject Grafi DEPARTMENT MUST INITIATE NECESSARY ADJUSTMENT AND SUBMIT TO CAO. USE ADDITIONAL SHEET FOR FURTHER.EXPLANATIONS OR COMMENTS. _`< - Dorette McCollumn,Personnel Services Assistant II (for)William.B.Walker,M.D.,Health Services Director REVIEWED BY CAO AND RELEASED TO HUMAN RESOURCES DEPAR'T'MENT • ( �t — DEPUTY CO TY ADMINISTRATOR DA HUMAN RESOURCES DEPARTME T RECOMMENDATION: DATE__ ,:� � -- Add one full-time 40/40 Senior Health Education Specialist -- Project position (VMWS) at salary level M50-2235. Amend Resolution 71f17 establishing positions and resolutions allot ' classes to the Basis/Exempt salary schedule. Effective; , Day following Board Action ) (date) t (for) DIRECTO HUMAN RESOURCES COUNTY ADMINISTRATOR RECOMMENDATION DATE: t;> 0 "'Approve Recommendation of Director of Human Resources ❑Disapprove Recommendation of Director of Human Resources 00ther: (for) �COT�ADMINISTRATOR � BOARD OF SUPERVISORS ACTION: John Sweeten,Clerk of the Board of Supervisors/County Administrator Adjustor APPROVED �� j # DATE: t c BY: ' trt ' APPROV O IS ADJUSTMENT CONSTITUTES A PERS N L/SALARY S LUTION AMENDMENT POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTION. Adjust classes)/position(s)as follows: IF REQUEST IS TO ADD PROJECT POSITIONS/CLASSES,PLEASE COMPLETE OTHER SIDE REQUEST FOR.PROJECT POSITIONS Department: H a s I i z is nr�'P I Date: f � No. 1. Project Positions Requested: 2. Explain Specific Duties of Position(s) :� 6 W*e1V-0 3. Name/Purpose of Project and Funding Source (do not use acronyms i.e. SB40 Project or SDSS Funds) # -et( ' HdA4 Cc Iro 4. Duration of the Project: Start Date End Date 1. Salary and Benefit Cost 2. Support Costs 3. Less revenue or expenditure 4. Net Costa to General or other fund 6. Briefly describe the alternative approaches to delivering the services which you have considered_ Indicate why these alternatives were not chosen. A)IA- 7. Briefly describe the alternative approaches to delivering the services which you have considered. Indicate why these alternatives were not chosen. 8. Departments requesting new project positions must submit an updated cost benefit analysis of each project position at the halfway point of the project duration. This report Is to be submitted to the Human Resources Department which wilt forward the report to the Board of Supervisors. Indicate the date that your cost/benefit analysis will be submitted 9. I-low will the project positions be filled? a. Competitive Examinations(s) _Ljt,, bExisting employment list(s) WVhich one C, Direct appointment of — _ 1. Merit system employee who will be placed on leave from current job. 2. Non-County employee Sie shed !NdtZ:t eo-oe-id :5tt8£t£5Z6 `Soo 033 :48 lues CONTRA COSTA COUNTY EXCH MEDICAL HOME_EBOJECT BUDGET PRPPOSAL Direct Expens!es., Salary & Benefits $108 , 280.00 Senior Health Education Specialist 18 months employment/job description attached. $53, 472/annually, benefits at 35%. Supplies $ 10,000.00 Paper, office equipment, postage, printing, laptop computer. These basic supplies are necessary to carry out the project objectives; "Passport Binders", provider orientation packets, brochures, flyers, survey and educational materials. Tiavel a Mileage $ 2000.00 Travel costs to attend community meetings, visit providers, make presentations & training at community sites and annual trip to Sacramento or Oakland. indirect $ 12,228.00 Clerical & administrative support (FMCH & CCS) 10% of operating costs. Also includes payroll/personnel support activities. TOTAL PROJECT COSTS $132,508.00 J:K-KJKD_ EXPRNSZPESg&1BED Office space, telephone, fax, misc. office supplies, coalition members staff time & travel expenses, facility usage for training, childcare stipends for parent involvement. It is anticipated that with the expected level of participation of providers, health organizations and public and private agencies the in-kind support will exceed the proposals program budget. Soo Z)33 :As Contra CoACOuntyI ,C i mia Children's Services Medical Home Coalition/Project-Coordinstor ffenior Health Education Snecialist) Duty Statement Under the general direction and supervision of-'the CCS Administrator, coordinates and facilitates all of the activities of the Medical Home Coalition/Project. Job Responsibilities: I Plans,conducts,and evaluates the health education and health prevention aspects of the Project and assists in recommending policies to protect and promote Project goals. 2. Coordinates all of the activities of the Contra Costa Medical Rome and Family Centered Care Coalition. 3. Oversees the implementation of the objectives identified by the Coalition and specified in the Proposal to the California Healthcare Foundation. 4. Prepares Fundor requited and other reports as needed. 5. Assists in planning,implementing and evaluating Project objectives and activities. 6. Prepares and gives presentations to community groups,providers,parents and families on Medical Horne and Family Centered Care and promotes linkages and partnerships to reach Project objectives. 7. Works closely with FMCH Programs,Managed Care and Coalition Members, Parents and Families to assist in identifying priority areas for Project activity. 8. Collects and assists in analyzing community and client specific data for use in planning,quality assurance, and outcome evaluation. - 9. Implements literature searches and summarizes findings,for use by the Coalition and the community in planning,implementation and evaluation of the Project. 10. Organizes and arranges for focus/discussion groups. H. Coordinates relevant training activities as needed, 12. Attends Statewide and other meetings as requested 13. Attends training and workshops on topics directly related to the Project. gig �5e8 !Ad?a:t zo-o£-idv Soo 030 :A8 ;U93 RECEIVED A � POSITION ADJUSTMENT REQ►U `)0, 4!., , 470. A OFFICE. OF �°e, ` .1i DATE_. COUNTY AI3tl ` - " 4 --3 ' DEPARTMEN'IfRN( � COPERS DEPARTMENT: Health Services/Public Health BUDGET UNITNO. 0450 ORO NO.5776 AGENCY NO.A-18 ACTION REQUESTED: Add L)One full-time Public Health Program Specialist-Proiect.2.1 One full-time Sr.Health Education Specialist-Project. 3.)One full-time Community health Worker I-Project for the Community Wellness and Prevention Program PROPOSED EFFECTIVE DATE: CLASSIFICATION QUESTIONNAIRE ATTACHED:YES NO G7 Cost is within dept budget: Yes 0 No TOTAL ONE TIME COSTS(non-salary) ASSOCIATED WITH REQUEST: $ -0- ESTIMATED TOTAL COST ADJUSTMENT(salary/benefits/one-time): TOTAL ANNUALCOST $ 176,597,40 NET COUNTY COST $ -0- TOTAL THIS FY $29,432.90 N.C.C. THIS FY $ -0- SOURCE OF FUNDING TO OFFSET ADJUSTMENT: 100%Funding:John Muir/Mt.Diablo Community Benefit Corporation,the California Endowment,Keller Canyon,Komen Foundation for Breast Cancer Prevention and the Robert Wood Johnson Foundation DEPARTMENT MUST INITIATE NECESSARY ADJUSTMENT AND SUBMIT TO CAO. USE ADDITIONAL SHEET FOR FURTHER EXPLANATIONS OR COMMS S. Dorette McCollumn,Personnel Services Assistant II (for)William.B.Walker,M.D.,Health Services Director REVIEWED BY CAO AND RELEASED TO HUMAN RESOURCES DEPARTMENT DEPUTY COUNTY ADMINISTRATOR 6ATIf M MAN RESOURC D P RECOMMENDATION: DATE Add one Full-time 40140 Public Health Program Specialist 1-Project (VBS2) position at salary level M50-2294; Add one (1) Full-time 40140 Senior Health Education Specialist — Project position (VMW5) at salary level 111150-2235;Add one (1) Full-time 40/40 Community Wealth Worker 1 — Project position (VK1t I) at salary level M50-1533. Amend Resolution 71/17 establishing positions and resolutions ting classes to the Basis/Exempt salary schedule. Effective: ,(Day following Board Action U (date) �', •. i 5 (for) DIRECTOR F HUMAN RESOURCES ` C LINTY ADMII`tISTRATOR RECOMMENDATION DATE:,ZA pprove Recommendation of Director of Human Resources Q Disapprove Recommendation of Director of Human Resources 11 Other: or) COUN Y ADMINISTRATOR BOARD OF SUPERVISORS ACTION: John Sweeten,Clerk of the Board of Supervisors/County Administrator Adjustmen PROVED DATE: t K-' )3Y: i APPROV F ADJTTST MENT CONSTITUTES A PERS NNELJSALAR RESOLUTION AMENDMENT POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTION. Adjust class(es)/position(s)as follows: REQUEST FOR PROJECT POSITIONS Department: Health Services Department Date: December 5. 2001 No. I. Project positions requested:Public Health Program Specialist I 2. Explain specific duties of position(s): The.Breast Cancer Patient Navigator Coordinator(PNP Coordinator) will be responsible for coordinating/supervising Five (5)Breast Cancer Patient Navigators in a variety of`hospital and clinic settings. The PNP Coordinator oversees the completion project activities. S/he will work with Contra Costa medical services providers to increase access to monolingual women. S/he will take the lead in identifying and securing additional revenue for the expansion of the Patient Navigator Project. 3. Name/purpose of project and funding source (do not use acronyms, i.e. SB40 Project or SDSS Funds)Breast Cancer Prevention Patient Navigator Project. Coordinate patient navigators who support and advocate for non English speaking, underserved, low-income women as they are screened and treated for.Breast Cancer. Project,funded through the John Muir/Mt. Diablo Community Benefit Corporation, The California Endowment, :Geller Canyon and the Komen Foundation4for Breast Cancer Prevention, 4. Duration of the project: Start Date: 1/1102 End Date: 12/30/05 (Open ended) Is funding for a specified period of time(Le.,2 years) or on a year-to-year basis? Please explain. Initial funding is for 5 years continual funding will be sought. 5. Project Annual Cost 1. Salary and Benefit Cost S 305200 2. Support Costs 1800 (1 position for 3 years) (services,supplies, equipment, etc.) 3. Less revenue or expenditure $307,000 4. Net cost to General or other funds $ 00 6. Briefly explain the consequences of not filling the project position(s) in terms of: a) potential future costs-none b) legal implications-none c) financial implications—Jahn Muir/Mt. Diablo Community Benefit Corporation has made continued funding contingent upon the PNP Coordinator position being a benefited Civil Service position. d) political implications-none e) organizational implications— We must create and fill this position in order to meet our contractual obligations with primary funder. 7. Briefly describe the alternative approaches to delivering the services which you have considered. Indicate why these alternatives were not chosen. ♦ Contract Employee: conflict with Civil Service Rules and does not meet primary funders requirements. Farm P300 8. Departments requesting new project positions must submit an updated cast benefit analysis of each project position at the halfway point of the project duration. This report is to be submitted to the Human Resources Department,which will forward the report to the Board of Supervisors. Indicate the date that your cost/benefit analysis will be submitted: G months 9. How will the project position(s) be filled? a. Competitive examination(s) b. _X Existing employment list(s). 'Which one(s): Public Health Program Specialist I C. Direct appointment of: 1. Merit system employee who will be placed on leave from current job. 2. Non-County employee Provide a,justification if filling position(s)by Cl or C2. USE ADDITIONAL PAPER IF NECESSARY Form P300 REQUEST FOR PROJECT POSITIONS Department: Health Services Department Date: March 28.2002 No. 1. Project positions requested:Senior Health Education Specialist 2. Explain specific duties of position(s): • Coordinator multi-organizational, broad-based asthma coalitions • Provide lead direction to Community Health Worker • Design and implement public education and asthma awareness plan • Implement Community Asthma prevention plan to reduce environmental triggers for asthma Name/purpose of project and funding source (do not use acronyms, i.e. SB40 Project or SDSS Funds). The California Endowment: Community Action to Fight Asthma [28-692] Term: 3/1/02—2/28/05 Total Award: $450,000 Portion of award designated toisupport this position: $190,599 The'Robert Wood Johnson Foundation: Childhood Asthma Management Program [29-781] Term: 10/1/01 —9/30/04 Total Award: $499,552 Portion of award designated to support this position: $54,356 3. Duration of the project: Start Date: 03/1102 End Date: Ongoing Project support Is funding for a specified period of time(i.e.,2 years) or on a year-to-year basis? Please explain. .This position is funded through a two Asthma Control projects in Contra Costa health Services, the Robert Wood Johnson Foundation and the California Endowment. These non-county funding streams are expected to continue for at least 3 years. 4. Project Annual Cost(3 year Projection) 1. Salary and Benefit Cost$219,140 2. Support Costs $ 1500 (services, supplies, equipment, etc.) 3. Less revenue or expenditure$244,9554. Net cost to general or other funds $0 Briefly explain the consequences of not filling the project position(s) in terms of: a) potential future costs-none b) legal implications-none c) financial implications -none d) political implications-none e) organizational implications-none Form P300 5. Briefly describe the alternative approaches to delivering the services that you have considered. Indicate why these alternatives were not chosen. Contract Employee: conflict with Civil Service Rules 6. Departments requesting new project positions must submit an updated cost benefit analysis of each project position at the halfway point of the project duration. This report is to be submitted to the Human Resources Department, which will forward the report to the Board of Supervisors. Indicate the date that your cost/benefit analysis will be submitted: 6 months 7. How will the project position(s)be filled? a. Competitive examination(s) b. _X Existing employment list(s). Which one(s): Senior Health Education Specialist C. Direct appointment of: 1. Merit system employee who will be placed on leave from current job. 2. .Non-County employee Provide a justification if filling position(s)by�CI or C2. USE ADDITJONAL PAPER IF NECESSARY Form P300 ............................................................................................................................................................................................................................................................................................................................ REQUEST FOR PROJECT POSITIONS Department: Health Services Doartment Date: March 28. 2002 No. 1. Project positions requested. Community Health Worker 2. Explain.specific duties of position(s). • Training residents in approaches to reducing their exposure to asthma risks • Working with residents to create"Model Healthy Hames"that demonstrate practical home-based solutions. • Participate in the creation of a"West County Asthma Coalition." Name/purpose of project and funding source(do not use acronyms,i.e. SB40 Project or SDSS Funds). The California Endowment: Community Action to Fight Asthma [28-692] Terra: 3/1/02—2/28/05 Total Award: $450,000 Portion of award designated to,support this position: $70,259 The Robert Wood Johnson Foundation: Childhood Asthma Management Program [29-781] Term: 10/1/01 —9/30/04 Total Award: $499,552 Portion of award designated to support this position: $52,200 3. Duration of the project: Start Date: 0311102 End Date: Ongoing Project support Is funding for a specified period of time(i.e.,2 years) or on a year-to-year basis? Please explain. This position is funded through a two Asthma Control projects in Contra Costa Health Services, the Robert Wood Johnson Foundation and the California Endowment. Mese non-county funding streams are expected to continue,for at least 3 Years. 4. Project Annual fest(3 year Projection) 1. Salary and Benefit Cost$ 12.2,459 2. Support Costs $ 0 (services, supplies,equipment, etc.) 3. Less revenue or expenditure $122,45.9 3. Net cost to general or other funds $0 Briefly explain the consequences of not filling the project position(s) in terms of. a) potential future costs- none b) legal implications-none c) financial implications -none d) political implications-none e) organizational implications-none Form P300 5. Briefly describe the alternative approaches to delivering the services that you have considered. Indicate why these alternatives were not chosen. ♦ Contract Employee: conflict with Civil Service Rules 6. Departments requesting new project positions must submit an updated cost benefit analysis of each project position at the halfway point of the project duration. This report is to be submitted to the Human Resources Department,which will forward the report to the Board of Supervisors. Indicate the date that your cost/benefit analysis will be submitted: 6 months 7. How will the project position(s) be filled? �,4 a. Competitiveexamination(s) t�tlilYl Nt aiA Works b. X Existing employment Iist(s). Which one(s): C. Direct appointment of: 1. Merit system employee who will be placed on leave from current job. 2. Non-County employee Provide a justification if filling position(s)by�C1 or C2. USE ADDITJONAL PAPER IF NECESSARY Form P300 ............................................................................................................................................................................................................................................................................................................................