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HomeMy WebLinkAboutMINUTES - 12181984 - 2.2 1 TO: _.,F30ARD OF SUPERVISORS tra FROM: Phil Batchelor, County Administrator Costa DATE: December 13, 1984 Court/ SUBJECT: Reorganization of the County Administrator's Office SPECIFIC REQUEST(S) OR RECOMMENDATION(S) & BACKGROUND AND JUSTIFICATION RECOMMENDATIONS: I. That the Board of Supervisors take the following actions: 1 . Adopt a resolution removing the phrase "Human Services" from the classification of Assistant County Administrator--Human Services. 2. Establish the class of Deputy County Administrator--Deep Class; allocate the deep class of Deputy County Administrator to the basic salary schedule at salary level TC-1440 ($2,065•--$4,022) ; reallocate the persons and positions of Deputy County Administrator (Regular) and Management Analyst III to Deputy County Administrator-.-Deep Class. Cancel the classes of Deputy County Administrator (Regular), Management Analyst III and Management Analyst II, and decrease the hours of Deputy County Administrator position #03-067 from 40/40 to 24/40. 3. Adopt a resolution implementing the deep class of Deputy County Administrator and provide for the terms and conditions of employment in that class effective January 1 , 1985. 4. Allocate the classes of Director of Justice Systems Programs, Senior Justice Systems Specialist, and Justice Systems Specialist to the basic salary schedule and classify one full-time position in each class. 5. Adopt a resolution providing for the transfer of the employees of the Criminal Justice Agency into the County Merit System and providing for service and seniority credits and other related matters. 6. tlassify one Administrative ,Aide position for the Office of the County Administrator. 7. Classify one Secretary--Advanced Level position for the Office of the County Administrator. 8. Classify one Administrative Analyst position for the Office of the County Administrator. 9. Approve the attached Appropriation Adjustments which will make the necessary internal adjustments in the budget of the County Administrator to finance the above recommendations. CONTINUED ON ATTACHMENT:X YES SIGNATURE: RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE APPROVE OTHER SIGNATURE(S) ON ACTION OF BOARD ON December 18, 1984 APPROVED AS RECOMMENDED _ OTHER VOTE OF SUPERVISORS _ UNANIMOUS (ABSENT I HEREBY CERTIFY THAT THIS IS A TRUE AYES: NOES: AND CORRECT COPY OF AN ACTION TAKEN ABSENT: ABSTAIN: AND ENTERED ON THE MINUTES OF THE BOARD OF SUPERVISORS ON THE DATE SHOWN. CC: A11 County Departments ATTESTED J �� � 1 J.R. OLSSON, COUNTY CLERK AND EX OFFICIO CLERK OF THE BOARD M382/7-e3 BY ge 4/• //�--�� DEPUTY -2- 10. Concur in the reorganization plan recommended by the County Administrator. II. Reasons for Recommendations: 1 . The duties of the Assistant County Administrator--Human Services have been broadened in the proposed reorganization to the extent that the designation "Human Services" no longer accurately reflects the responsibilities of the position. 2. The recommendation for creation of a deep class will assist in removing the somewhat artificial distinction which exists between 3. the class of Management Analyst and Deputy County Administrator. The use of a deep class also will provide the County Administrator with more flexibility in assigning and properly compensating staff in relation to the duties they are performing. One employee in the department has requested permission to work only three days a week and, therefore, her position is being reduced from a full-time position to a 24/4O's position. 4. For some time, the staff of the Criminal Justice Agency have been & considered members of the County Administrator's staff., although, 5. in fact, they continue to be contract employees of the Criminal Justice Agency. Over the time they have been employed by the Criminal Justice Agency, this staff has developed considerable knowledge and background in the criminal justice system in this County as well as the many issues involved in criminal justice planning. In order to complete the integration of this staff' into the County Administrator's Office, it is appropriate to create Merit System classifications for these three employees. This will also provide the County Administrator with the opportunity to make broader and more appropriate use of the skills and knowledge of this staff. 6. Because of the reduction in hours of one member of the staff, there is a need to provide additional backup to the program and budget staff. The addition of a full-time Administrative Aide position will provide this backup and will permit the assignment of more routine tasks to an individual at a more appropriate salary level than has been possible previously. 7. The addition of a Secretary--Advanced Level will provide full-time secretarial support to the Assistant County Administrator--Finance. The clerical workload on the office has increased substantially as we have increased the emphasis on monitoring of aspects of the county budget, and as our officE? has become more intensely involved in a number of issues which are of concern to the Board. This additional workload cannot be adequately handled with the existing staff. The addition of a secretarial position will also help to avoid the need for the Deputy County Administrators to perform tasks which can be more appropriately handled by the secretary. 8. At the request of the Internal Operations Committee, the Board of Supervisors recently asked this office to review the level of staffing provided to Special Districts and make recommendations back to the Board. It is clear that our office is becoming more involved in Special Districts as we have more of a role in the allocation of the Special District Augmentation Funds and as many of the issues relating to the fire districts require study and analysis. Many of these unresolved issues need coordination and the development of recommenda- tions to the Board which has not been possible with staff who have split their time between Special Districts and the County's insurance programs. The addition of one Administrative Analyst position will allow the office to assign greater resources to deal with Special Districts and should allow our office to more promptly and adequately respond to the Board on issues relating to Special Districts. 00 211 -3- 9. While some of the above recommendations result in a net savings, the overall reorganization will require some internal transfer of funds between various accounts in order to provide for the additional staff and other personnel changes being recommended. See financial impact section below for additional details. 10. We are seeking Board approval of the proposed reorganization as well as the specific personnel actions involved in order to insure that the Board shares the priorities we are recommending for increased emphasis. The proposed reorganization will allow us to centralize and provide greater emphasis to the preparation and monitoring of the budget process. At the same time, this reorganization will provide greater flexibility in allowing the office to respond quickly to issues that require prompt attention and generally to be more responsive to the needs of the Board. In addition, this should improve our working relationship with county departments, special districts , and other elements of the community with which we must work closely. III. Financial Impact: The recommendations result in both savings and additional costs. The addition of the Administrative Aide position will very nearly be offset by the reduction in one of the Deputy County Administrator positions from full time to 24/40's. The additional Administrative Analyst position will be charged in part to the Special District Augmentation Fund in order to help offset the cost of the position. This is viewed as an appropriate charge to the Special District Augmentation Fund because of the increased emphasis which will be provided on Special District issues and the additional support which will be available to Special Districts. The transfer of the Criminal Justice Agency staff to the County Administra- tor's budget will be offset with AB 90 funds which are presently allocated to the Criminal Justice Agency to finance this same staff. The addition of the secretarial position and the implementation of the deep class will be offset by other internal adjustments from the funds provided in the 1984-1985 budget for the County Administrator's Office and other budget units which are the responsibility of the County Administrator. IV. BACKGROUND: In response to the directions provided by the Board of Supervisors, the Office of the County Administrator is attempting to be more responsive to the needs of the Board, provide greater emphasis on managing the fiscal affairs of the County, and insuring that the policy directions provided by the Board are carried out completely and in a timely manner. We believe that the proposed organization outlined in the attached organization chart, and positive action by the 'Board on the recommendations noted above, will provide the office with the tools necessary to adequately accomplish these goals. Our ability to accomplish these goals is dependent upon our ability to respond to the substantially increased workload which is being created as a result of the increased responsiveness and the centralized management control over the County's fiscal affairs. The Board has already approved the centralization of the revenue and collection functions and their transfer to the County Administrator's Office. Also on your agenda for December 18 is a related transfer which will move the Data Processing and Office Services Division from the Auditor-Controller's Office to the Office of the County Administrator. All of these organiza- tional recommendations are designed to further the goals of the office and the direction provided by the Board of Supervisors. 00 212 • T ` • I uCDo � C O CD V<✓L7 G yr !, o Nc to n v v L^ III 0 �^O= N < N h w T t7 rn vN fD•N A-1S.`•. I r9 o 0 07o m N I N N v(.1 -A-1 N O � O � O 0 r UD 7 40 � C.d..�G h t9 n0 r, e., v c. N n g �.lo 3 e^ Z d r* N to m O m 1 O �. _ C_r d N fT d d 1 N N -C IJI 67 N n A r M f0 d h -�"D h � • - +lamT i -S -off /".om � h tp�o h to s mom «. m N fD to e+ Z t O m A n cn /o to to m B n icon cr�1 vtnoi rr1l :� v r1 9 < M < M --- d n m VI O '7 O fD n m -5 N e+ HfD n AICD moo o bio —a, h m� mF�oo m o. .. * z z r+ -1 oC.,h apC) _ (D G C. C, 4 h c c o d a a C N N St O C to co 7crA �+� .�..� to o-�11 -+ a r N m < :3 -.. a �.-9 4A z o ^I a r+ o A v0 3 n LA v L o•tto m a r +=r -1 to to Ai -•h M r* h am+ to r '7 co 7 71 O h v 7r �- tD Nh Opp a h ri- d 0 v to 9 IW d oo{x n= cap �.i. c to to Ow 3to h o. Pr d a ._. rl Z m to d rt t •* n. o X. In z v. C-)N Q. M, s e- > > N to 7 m r _ r+N (1 1 1 A3N o O m 1 A C. 1 O AA O C / S7 O T W D 1 tD N h 1 O_-••N � O 7O O N W A Cl) Z 1 CAM to n o m .y 1 /,►'O d l O H N O to ft o to to Ic ,. to to d A < to _ .-4 A N to m mph O J g A o �o %uv c r+ P�C) Pr N 00 213 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY , CALIFORNIA Adopted this Order on December 18, 1984 , by the following vote: AYES: Supervisors Powers ,, Fanden , Schroder , McPeak, Torlakson NOES: None ABSENT: None ABSTAIN: None RESOLUTION SUBJECT: Retitling of Assistant County Administrator- NO . 8'4/782 Human Services Position WHEREAS the Board has been presented with the reorganiza- tion plan of the Office of the County Administrator; and WHEREAS under the reorganization plan the duties of the Assistant County Administrator-Human Services have been broadened to the extent that the designation "Human Services" no longer accura- tely reflects the responsibilities of said position; WHEREAS the County Administrator has recommended the remo- val of the phrase "Human Services" from the classification of Assistant County Administrator-Human Services; NOW , THEREFORE , BE IT RESOLVED that the classification titled Assistant County Administrator-Human Services is hereby CHANGED to Assistant County Administrator . BE IT FURTHER RESOLVED that County Counsel is DIRECTED to prepare the appropriate ordinance amendment to accomplish same . he 0!7y cert:'y'eia'1 Ibis 1.. n ...'.zf C,^.irecf copy of an actin tc r-P ahl %:':ytes of the Ni;L Bra L0:4, Cbe!i: o: tele Gourd of Supervisors and County A�'min:strator cc: County Counsel By �`, �` fir` �=-~ , Deputy County Administrator Personnel Director 00 214 RESOLUTION NO. 84/782 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on December 18, 1984 , by the following vote: AYES: Supervisors Powers, Fanderi, Schroder, McPeak, Torlakson NOES: None ABSENT: None ABSTAIN: None SUBJECT: In the Matter of Implementation of the Deep Class of Deputy County RESOLUTION NO. 84/ 778 Administrator 1. WHEREAS, the Board of Supervisors has enacted Resolution 83/1, as amended, hereinafter referred to as the Salary Regulations, and Section 20 of that resolution relating to the compensation and terms and conditions of employment for deep classes; BE IT BY THE BOARD RESOLVED that effective Janaury 1, 1985 the following compensation provisions and terms and conditions of employment are applicable for the deep class of Deputy County Administrator. 2. Salary Range: The compensation for this deep class shall be set by the Board of Supervisors and reviewed periodically. The responsibility level designations refer to the classification specification which defines the duties and responsibilities of the class and the levels therein. Increments between steps are 22%. The Standard.Performance and Outstanding Perform- ance salary steps for each level are shown below. The top two steps at each level are reserved for Outstanding Merit Performance Salary Advancement steps as provided in Section 12b of this resolution. Steps Amount 28 $ 4022 Level-B Merit 27 3924 Performance Steps 26 3829 25 3735 24 3644 Level-B Standard Responsibility 23 3555 Performance Steps (18-26) Level-B 22 3469 21 3384 20 3301 19 3221 19 Level-A Merit 18 3142 18 Performance Steps (18 & 19) ebb—'-1 2991 16 2918 15 2847 14 2777 13 2710 12 Responsibility 2644 11 Level-A Standard Level-A 2579 10 Performance Steps 2516 9 2455 8 2395 7 2337 6 2280 5 2224 4 2170 3 ' 2117 2 2065 1 SALARY SCHEDULE TC-1440 00 215 RESOLUTION NO. 84/778 3. Initial Appointments: For purposes of initial appointment, the County Administrator may appoint a Deputy County Administrator at any base salary step of the Responsibility Level to which the position is assigned. However, a promotional appointment to the class must result in at least a five percent (5%) salary in- crease not to exceed the maximum base salary level for the Responsibility Level to which the appointment is made. Additionally, a transfer appointment is subject to the limitation described in Section 9. 4. Anniversary Dates: Except as provided below, anniversary dates shall be governed by the Salary Regulations. The anniversary date of a Deputy County Admini- strator who is reassigned to a higher or lower Responsibility Level or who has had his/her salary adjusted in accordance with provisions of Section 12 shall remain unchanged. 5. Reemployment: An employee in this deep class who terminates service with the County in good standing and is subsequently appointed from a re-employment list to a position in the deep class within two years from the date of termi- nation may be appointed at any step within the Responsibility Level to which the position is assigned, except that an appointment may not be made at an Outstanding Performance step unless the employee had been evaluated as having Outstanding Performance upon separation. 6. Short-Term Reassignment: An incumbent who is temporarily reassigned from his/her present A level position to a B level position shall have his/her salary increased on the twenty-first (21st) work day of said assignment to the higher step and shall continue to receive the higher pay for the duration of the assignment. Upon termination of the assignment, the incumbent shall immediately revert to the salary step he/she would have received had he/she remained in his/ her permanent assignment. Designation of short-term reassignments may include, but are not limited to, backup for another employee on extended sick leave, vacation, leave of absence or special project. 7. Reassignments Within Class: Any incumbent of this deep class who is re- assigned between vacant positions at different responsibility levels or who has the functions of his/her present position increased or decreased sufficient for placement in a different responsibility level or for placement at a higher or lower step in the same responsibility level , may have his/her salary adjusted at the discretion of the appointing authority to any base salary step in the new or existing responsibility level . However, no such adjustment upward may occur more frequently than six months following the date of initial or transfer appointment to the class except that the County Administrator may immediately review and adjust upward the salaries of those employees listed in Section 14 upon initial reallocation to this deep class. An incumbent reassigned down- ward between responsibility levels or between steps in the same responsibility level may have his/her salary Y-raised as defined in the Salary Regulations as an alternative to immediate salary reduction. However, in reassignments, whether within the same level or between levels, written documentation shall be provided to and approved by the Director of Personnel prior to action by the County Administrator. 8. Reclassification of Positions.: The salary of an employee whose position is reclassified from any other class to this deep class shall be established in accordance with Section 3 (Initial Appointment). The salary of an employee whose position is reclassified from Deputy County Administrator to another classi- fication shall be governed by ordinances and/or resolutions governing the classifi- cation to which the employee is reclassified. 9. Transfers: A transfer from another class by an employee with permanent status to this deep class may be accomplished if both the top and bottom steps (i.e. , the whole salary range) of -the employee's current class are totally within the parameters of the Deputy Country Administrator deep class salary range (anywhere between the lowest step for the lowest level and the highest step, including any Outstanding Performance steps, for the highest level ), or if the salary range of this deep class is totally within the parameters of the class being transferred from, or if the top step of the salary range of the employee's current class is within 5% of the top step of Deputy County Administrator as provided in the Personnel Management Regulations. -2- 00 216 Salary upon transfer to this deep class will be set by the appointing authority as described in Section 3 provided that a transferee may not be appointed at a salary step in this (Jeep class which exceeds by more than 5% the base salary he/she is receiving in the class from which he/she is trans- ferring. A transfer from this deep class by an employee with permanent status to another class may be accomplished if the salary range of the class being transferred to is totally within the parameters of the Deputy County Administrator salary range, or if this deep class is totally within the parameters of the salary range of the class being transferred to, or if the top step of this deep class is within 5% at the top -step of the class being transferred to as provided in the Personnel Management Regulations, unless these provisions conflict with those in another deep class resolution, in which case the pro- visions of the deep class resolution for the class being transferred to shall apply. Salary upon transfer to another class from this deep class shall be set according to the ordinances or resolutions applicable to the class to which the employee is transferring. 10. Promotions: A promotion from one class to this deep class occurs when an employee is appointed to Deputy County Administrator from another class which has a salary range with a top step that is below the top step (including Out- standing Performance steps) of the Deputy County Administrator and where a deep class transfer has not occurred. Salary on promotion to Deputy County Administrator will be set by the County Administrator as provided in Section 3. A promotion from Deputy County Administrator to another class occurs when an employee is appointed to another class which has a salary range with a top step that is above the top step of this deep class. Salary on promotion from Deputy County Administrator will be set according to the ordinances or resolutions applicable to the class to which the employee is promoting. 11 . Demotions: A demotion from another class to this deep class occurs when an emcee is appointed to Deputy County Administrator from another class which has a salary range with a top step that is above the top step (including Outstanding Performance steps) of this deep class. Salary on demotion from another class to Deputy County Administrator shall be in accordance with the Salary Regulations except that no demotional appoint- ment may be made at any step designated as an Outstanding Performance step for the responsibility level of the position except when the appointing authority determines that the demoted employee previously performed in an outstanding manner duties substantially similar to those of this deep class-and level designated for the position to which demoted, in which case the appointing authority may make a demotional appointment at an Outstanding Performance step in accordance with the Salary Regulations. A demotion from Deputy County Administrator to another class occurs when an employee is appointed to another class which has a salary range with a top step that is below the top step of this deep class and where a deep class transfer has not occurred. Salary on demotion from Deputy County Administrator to another class shall be in accordance with Salary Regulations or other applicable ordinances or resolutions relating to the class to which the demotion is made. 00 21'7 -3- 12. Merit Performance Salary Advancements : Permanent employees in the Deputy County ministrator deep class shat 1be`eligible for a salary advancement of up to 2 steps on the salary range upon their assigned anniversary date based on the employee's performance. (For employees serving a probation period, the anniversary date typically occurs at the completion of probation and an- nually thereafter; however, in some instances, the Salary Regulations and Section 4 of this resolution provide for other anniversary dates.) Additionally, ef- fective on the date of any reassignment as provided for in Section 7 of this resolution or upon the date of any transfer or reallocation to Deputy County Administrator and continuing for a period of six months thereafter, the incumbent will be subject to performance review by the County Administrator and may be subject to reassignment or salary adjustment for less than Satisfactory per- formance. The County Administrator will conduct performance evaluations periodically, typically annually prior to the employee's anniversary date and at any other appropriate time. The performance evaluation will be based on performance of assigned functions which will be established by the County Administrator. 12a. Standard Performance. If an employee receives an overall rating of STANDARD from the County Administrator the employee may be advanced up to two (2) steps on the salary range provided however that said advancement may not exceed the maximum base salary rate for the assigned responsibility level as designated in Section 2. 12b. Outstanding Performance. If an employee receives an overall rating of Outstan ing from the County Administrator, the employee may be advanced up to three (3) steps on the salary range (i.e. , ordinarily this would be two (2) steps for standard performance and one (1 ) additional step for outstanding performance). However, if the employee is at the maximum base step, up to two (2) steps may be granted for Outstanding Performance; or if the employee is at one step less than the maximum base! step, one (1 ) step for standard perform- ance and two (2) steps for Outstanding Performance may be granted). In no case, however, may advancement exceed by more than two (2) steps the maximum base salary step for the responsibility level to which the incumbent's position is allocated. The County Administrator may conduct an evaluation of an employee's performance at a time other than the employee's anniversary date. If the employee receives an overall rating of Outstanding, the employee may be ad- vanced on the salary range up to the maximum step the employee could have received for Outstanding Performance on the prior anniversary date (as described above); said adjustment may not be effective sooner than 90 days after any other adjustment to the employee's salary excluding general adjustments to the salary range. Any step or steps awarded to reflect outstanding performance shall remain in effect only until the day prior to the employee's next anniversary date and will terminate on that date at the close of business or at the County Admini- strator's discretion, whichever is sooner. 12c. Below Standard Performance. If an employee receives an overall rating of BELOW STANDARD from the County.Administrator the employee maybe awarded, at the County Administrator's discretion, no merit performance salary advance- ment and may be held at the current step until re-evaluated. Such employee may also be subject to Y-Rate or reduction in salary as provided in the Salary Regulations. An employee who receives an overall rating of Below Standard may be re-evaluated at any time during the subsequent year and, if the employee then receives a rating of STANDARD or OUTSTANDING, the employee's salary may be adjusted in accordance with Sections 12a and b above. The decision of the County Administrator shall be final . 13. Classification Documentation. Movements between steps within the same responsibility level or etween responsibility levels will be by written documentation provided to and approved by the Director of Personnel . 00 218 -4- 14. Allocation of Current Employ;- All employees encumbering positions in the classes of Deputy County Administrator and Management Analyst III shall be allocated effective January 1, 1985 to the step on the salary range in the deep class of Deputy County Administrator as provided herein: Deputy County Administrator: Employee Position Present Salary Salary and Step Name Number Number and Step at Reallocation WELCH, T. 09403 03-005 $ 3826 (5) $ 3829 (B-26) BROWN, G. 14104 03-006 3826 (5) 3829 (B-26) BELL, D. 16735 03-007 3826 (5) 3829 (B-26) Management Analyst III: McGRAW, T. 17012 03-010 3001 (5) 3066 (A-17) JOHNSON, G. 21444 03-011 3001 (5) 3066 (A-17) LUCAS, A. 28531 03-014 3001 (5) 3066 (A-17) BURKE, M. 30668 03-01.5 3001 (5) 3221 (B-19) CHAN, C. 31839 03-067 3001 (5) 1839.60 (A-17) 24/40* *Position reduced to 24/40 upon reallocation. 15. Seniority and Anniversary Dates: 15a. Seniority for employees initially reallocated to this deep class shall have their seniority established for layoff and displacement purposes indicated below. Anniversary dates for purposes of performance review are established as indicated: Name Class Seniority Anniversary Date Welch, Thomas 10/15/62 September lst Brown, Gary 08/17/66 October 1st Bell , DeRoyce 06/19/68 (01/16/67)* June lst McGraw, Terry 06/19/68 (04/03/67)* October lst Johnson, George 03/02/70 March lst Lucas, Dean 12/01/76 March 1st Burke, Marilyn 10/17/77 September 1st Chan, Carol 09/29/80 January 1st *(County) 15b. Seniority for employees promoted, demoted or transferred to the deep class of Deputy County Administrator shall be governed by appropriate provisions of the County Personnel Management Regulations and the following additional clarifying provisions for multi-level deep classes. (a) For purposes of layoff and displacement, no incumbents who occupy lower level assignment positions shall be considered as meeting the position requirements for higher level positions. 00 219 -5- (b) For purposes of layoff and displacement, incumbents in higher level positions shall be considered as meeting the position requirements for lower level assignment positions. (c) Notwithstanding (b) above, incumbents of higher level positions may not displace into positions requiring special licenses experiences or skills, such as bilingual proficiency, unless they possess such licenses, experiences or skills. 16. Other Provisions. Except as may be changed or modified by resolution hereafter, all provisions of the Salary Regulations are applicable to the Deputy County Administrator deep class as are applicable resolutions governing management benefits. 1 hereby certify that this is a true and correct copy of an action taken and entered on the minutes of the Orig. Dept. : Personnel Board of Supervisors on the dote shewn. � � cc: General Government Division ATTESTED: ?, : County Administrator N PHIL BATCHELOR, Cierif of vie Ccsrd Auditor-Controller of Supervisors end Counity A-'r-,iaistrator County Counsel By Deputy -6- 0© 220 POSITION ADJUSTMENT REQUEST No. /.3�/ ?-!2 Date: 12/7/84 Dept. No./ Copers Department County Administrator Budget Unit No. 0003 Org. No. Agency No. 03 Action Requested: Establish the class of Deputy County Administrator Deep Class; reallocate persons and pose ions of Deputy County Administrator (regular)_ and ManagementAnalyst ; and cancel e classes of Deputy county Administrator regu ar , management Analyst an anagemen Analyst ; and ease hours ot Proposed Effective Date: 171/85 Deputy County Administrat 3-067 to Explain why adjustment is needed: Classification Questionnaire attached: Yes Q No [] Estimated cost of adjustment: $ Cost is within department's budget: Yes Q No [] If not within budget, use reverse side to explain how costs are be funded. Department must initiate necessary appropriation adjustment. Use additional sheets for further explanations or comments. or Department Personnel Department Recommendation Date: December 7, 1984 Allocate the deep class of Deputy County Administrator to the Basic Salary Schedule at salary level TC-1440 ($2065-4022); reallocate persons and positions of Deputy County Administrator (regular) and Management Analyst III; cancel the classes of Deputy County Administrator (regular) salary level C5-1936 ($3147-3826), Management Analyst III salary level C5-1693 ($2469-3001) and Management Analyst II salary level C5-1498 ($2032-2469); and decrease hours of 40/40 Deputy County Administrator position #03-067 to 24/40. This class is exempt from overtime. Amend Resolution 71/17 establishing positions and resolutions allocating classes to the Basic/Exempt Salary Schedule, as described above. Effective: L] day following Board action. in 1/1/85 ate or D rector of ersonne County Admin' rator Recommendation 7 Date: Approve Recommendation of Director of Personnel c3 Disapprove Recommendation of Director of Personnel 0 Other: Af for County Administrator Board of Supervisors Action Phil Batchelor, Clerk of the iri Adjustment APPROVED,� on December 18, 1984 oa & Cou tMmA rator Date: December 18, 1984 By: Qf APPROVAL OF THIS ADJUSTMENT CONSTITUTES A PERSONNEL/SALARY RESOLUTION AMENDMENT. IA. 19 A r It 00 221 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY,. CALIFORNIA Adopted this Order on December 18, 1984 , by the following vote: AYES: Supervisors Powers, Fanden, Schroder, McPeak, Torlakson NOES: None ABSENT: None ABSTAIN: None SUBJECT: In the Matter of Transfer of Criminal Justice Agency Employees RESOLUTION NO. 84/ 779 to the County Merit System WHEREAS, the County Administrator has recommended that staff employees of the Contra Costa Criminal Justice Agency, a joint powers entity established in 1972, be transitioned into the Office of the County Administrator and granted merit system status; and WHEREAS, the Board of Directors of the Contra Costa Criminal Justice Agency has concurred in the County Administrator's recommendation; and WHEREAS, authority to confer County merit system status on persons in the personnel system of another governmental subdivision who have achieved status comparable to permanent status in the County merit system is contained in Part 16 of the County Personnel Management Regulations and Section 2 of the County Salary Regulations; therefore THE BOARD OF SUPERVISORS RESOLVES that: 1. Effective January 1, 1985, the following employees of the Contra Costa County Criminal Justice Agency are assigned merit system status and compensation in the County classes indicated: Monthly Employee Name County Classification Salary & Step ROEMER, George Director of Justice System Programs $4224 (3) GOLDSTEIN, Renee Senior Justice System Specialist $3922 (5) NELSON, Catherine Justice System Specialist $3067 (5) 2. Effective January 1, 1985, service and seniority credits for the employees within the County merit system are: County Dept. Classification County Employee Name Appointment Date Appointment Date Service Date ROEMER, George November 12, 1973 September 15, 1976 November 12, 1973 GOLDSTEIN, Renee November 13, 1975 February 10, 1977 November 13, 1975 NELSON, Catherine January 1, 1982 January 1, 1982 August 3, 1980 3. Effective January 1, 19135 vacation, sick leave and floating holiday balances for the employees are: Employee Name Vacation Sick Leave Floating Holiday ROEMER, George 213.0 hours 468.0 hours 2.0 hours GOLDSTEIN, Renee 220.72 hours 362.5 hours 16.0 hours NELSON, Catherine -0- , 115.6 hours 2.0 hours 1 hereby certify that this is a true and correct copy of Orig. Dept. : Personnel an action taken and entored on :he minutes of the General Government Division Board of Supervisors on tNe date Shown. County Administrator ATTESTED: Z___,et`1`e`) /U /L f v Audi tor-Control l er PHIL BATCHELOR, Clerk of the Board County Counsel of Supervisors and County Administrator 4 �Y Deputy ©0 222 L RESOLUTION NO. 84/779 POSITION ADJUSTI4ENT REQUEST No. 1.3504 Date: 12/7/84 Dept. No./ Copers Department County Administrator Budget Unit No. 0003 Org. No. 0003 Agency No. 03 Action Requested: Establish the classes of Director of Justice System Programs, Senior Justice System Specialist and Justice System Specialist; and classify u - ime position in each class. Proposed Effective Date: Explain why adjustment is needed: Classification Questionnaire attached: Yes [] No Estimated cost of adjustment: $ Cost is within department's budget: Yes No If not within budget, use reverse side to explain how costs are to be funded. Department must initiate necessary appropriation adjustment. Use additional sheets for further explanations or comments. for Department ad Personnel Department Recommendation Date: December 7, 1984 Allocate the classes of Director of Justice System Programs, Senior Justice System Specialist and Justice System Specialist to the Basic Salary Schedule at salary levels C3-2035 ($383:1-4224), C5-1961 ($3227-3922) and C5-1715 ($2524-3067) respectively; and classify 1 40/40 position in each class. These classes are exempt from overtime. Amend Resolution 71/17 establishing positions and resolutions allocating classes to the Basic/Exempt Salary Schedule, as described above. Effective: $i day following Board action. Date for Direc r ersonne CountyAdminis for Recommendation Date: PC,p ng:z pprove Recommendation of Director of Personnel 0 Disapprove Recommendation of Director of Personnel C3 Other: for County Administrator Board of Supervisors Action . Phil Batchelor, Clerk of the Adjustment APPROVED on December 18, 1984 for Date: December 18, 1984 By. Q r9 APPROVAL OF THIS ADJUSTMENT CONSTITUTES A PERSONNEL/SALARY RESOLUTION AMENDMENT. (M347) 6/82 00 223 POSITION ADJUST1ENT REQUEST No. /35(6 Date: 11/9/84 Dept. No./ Copers Department County Administrator Budget Unit No. 0003 Org. No. 0003 Agency No. 03 Action Requested: Add one (1) Administrative Aide (APIA) Proposed Effective Date: 11/27/84 Explain why adjustment is needed: Classification Questionnaire attached: Yes [] No Estimated cost of adjustment: $ 1500 Cost is within department's budget: Yes ❑ No ❑ for remainder) of year. If not within budget, use reverse side to explain how costs are to be funded. OVER Department must initiate necessary appropriation adjustment. Use additional sheets for further explanations or comments. L2� for Depart H a Personnel Department Recommendation Date: November 16, 1984 Classify 1 Administrative Aide position, salary level C5-1080 (1338-1626). Amend Resolution 71/17 establishing positions and resolutions allocating classes to the Basic/Exempt Salary Schedule, as described above. Effective: day following Board action. tQ,Cl _ Date for Director o ersonne Countyin ':�Approv ratorRecommendationDate:e Recommendation of Director of Personnel D Disapprove Recommendation of (Director of Personnel 0 Other: Vbrl C66fity Administrator Phil Batchelor, Clerk of the Board of Supervisors Action Board & County Administrator Adjustment APPROVED on December 18, 1984 Date: December 18, 1984 By: APPROVAL OF THIS ADJUSTMENT CONSTITUTES A PERSONNEL/SALARY RESOLUTION AMENDMENT. M 6/82 00 224 POSITION ADJUSTMENT REQUEST No. Date: 12/11/84 Dept. No./ Copers Department County Administrator Budget Unit No. 0003 Org. No. 0003 Agency No. _03 Action Requested: Add 1 (40/40) Secretary-Advanced Level position. Proposed Effective Date: ASAP Explain why adjustment is needed: To provide a Secretary for the Budget Director. Classification Questionnaire attached: Yes [] No ❑ Estimated cost of adjustment: $ Cost is within department's budget: Yes ❑ No ❑ If not within budget, use reverse side to explain how costs are to be funded. Department must initiate necessary appropriation adjustment. Use additional sheets for further explanations or comments. for Department Head Personnel Department Recommendation Date: December 11, 1984 Classify 1 (40/40) Secretary-Advanced Level position, salary level T8 0943 ($1569-1912). Amend Resolution 71/17 establishing positions and resolutions allocating classes to the Basic/Exempt Salary Schedule, as described above. Effective: Ig day following Board action. Date Ar Areor ersonnel County Admin' trator Recommendation g Date: Approve Recommendation of Director of Personnel D Disapprove Recommendation of Director of Personnel 0 Other: or County Administrator Board of Supervisors Action Phil Batchelor, Clerk of the AdJjustment APPROVEDi l on a count A in' r for �)ecember 18, 1984 Date: December 18, 1984 By: L_AAPPROVAL OF THIS ADJUSTMENT CONSTITUTES A PERSONNEL/SALARY RESOLUTION AMENDMENT. (M347) 6/82 00 225 I POSITION ADJUSTMENT REQUEST No. /3 S Y D Date: 12/14/84 Department County Administrator DeEit. No./ Copers Budget Unit-,fiG-:0003 Org. No.0003 Agency No. 03 Action Requested: Add 1 (40/40) Administrative Analyst position. Proposed Effective Date: 1/1/85 Explain why adjustment is needed: Classification Questionnaire attached: Yes [] No F] Estimated cost of adjustment: $ Cost is within department's budget: Yes No If not within budget, use reverse side to explain how costs are t funded. Department must initiate necessary appropriation adjustment. Use additional sheets for further explanations or comments. for Departme ad Personnel Department Recommendation Date: December 14, 1984 Classify 1 (40/40) Administrative Analyst position, salary level C5-1278 ($1631-1982). Amend Resolution 71/17 establishing positions and resolutions allocating classes to the Basic/Exempt Salary Schedule, as described above. Effective: [) day following Board action. �{ 1/1/85 Date for Director rsonne CountyAdmi trator Recommendation Date: Approve Recommendation of Director of Personnel 0 Disapprove Recommendation of Director of Personnel 0 Other: for County Administra or Board of Supervisors Action Phi Bache or Clem, of the Adjustment APPROVED on, December 18, 1984 hoar & oun v A9minis ra or Date: December 18, 1984 By: APPROVAL OF THIS ADJUSTMENT CONSTITUTES A PERSONNEL/SALARY RESOLUTION AMENDMENT. M347 6/82-- 00 226 12, TO: BOARD OF SUPERVISORS Contra FROM: Phil Batchelor, Costa County Administrator Co""to DATE: December 17, 198449 " " "1 SUBJECT: Allocation from Special District Augmentation Fund for Administrative Services SPECIFIC REQUEST(S) OR RECOMMENDATION(S) Q BACKGROUND AND JUSTIFICATION RECOMMENDATION Approve an allocation of $25, 000 from the Special District Augmentation Fund (SDAF) to cover increased administrative services being provided by staff from the Office of the County Administrator for special districts . BACKGROUND The total distribution of property taxes to the Special District Augmentation Fund now exceed $20 million annually. Allocations are made to special districts by the Board of Supervisors on the basis of the priority of the public services provided by districts and their operational needs. The rapid development of the County has placed a heavy burden on the fire service which must protect persons and property. Additional staff effort is being directed to finance these needs in the reorganization of the County Administrator' s Office. It is appropriate and recommended that an allocation of $25, 000 be made from the SDAF to fence these administrative efforts. CONTINUED ON ATTACHMENT: YES SIGNATURE: KA XX RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE XX APPROVE OTHER SIGNATURE(S) ACTION OF BOARD ON December 18, 1984 APPROVED AS RECOMMENDED X OTHER VOTE OF SUPERVISORS XX UNANIMOUS (ABSENT ------ I HEREBY CERTIFY THAT THIS IS A TRUE 00 227 AYES: NOES: _ AND CORRECT COPY OF AN ACTION TAKEN ABSENT: ABSTAIN: AND ENTERED ON THE MINUTES OF THE BOARD OF SUPERVISORS ON THE DATE SHOWN. CC: County Administrator ATTESTED December 18, 1984 Auditor-Controller J.R. OLSSON, COUNTY CLERK AND EX OFFICIO CLERK OF THE BOARD M362/7-e3 BY � - �� ��' _. DEPUTY i C014TRA COSTA COUNTY APPROPRIATION ADJUSTMENT T/C 2 7 I. DEPARTMENT OR ORGANIZATION UNIT: ACCOUNT CODING County Administrator )RGANIZATION SUB-OBJECT 2. FIXED ASSET OBJECT OF EXPENSE OR FIXED ASSET ITEM N0. QUANTITY DECREAS� INCREASE 0003 1011 Permanent Salaries $121, 490 0003 1042 F.I.C.A. 8, 490 0003 1044 Retirement 22 , 920 0003 1060 Employee Group Insurance 8 , 510 0003 1063 Unemployment Insurance 120 0003 1070 Workers Compensation 630 0003 2262 Occupancy Cost - County-owned Bldg. 7, 430 0003 2310 Professional Services 30 ,000 0003 2315 Data Processing Services 15,000 3250 2310 Professional Services $89, 030 0025 2250 Rent & Lease Equipment 100, 560 0990 6301 Reserve for Contingencies 25, 000 0990 6301 Appropriable New Revenue 25,000 APPROVED 3. EXPLANATION OF REQUEST AUDITO ONTROLLER To adjust the budget for the Office of the County By NO " 04 Administrator to finance the reorganization plan presented to the Board of Supervisors on COUNT AD NISTRATOR December 18, 1984 and other estimated expenditures during the balance of the fiscal year. By: Date 11/asy ZS BOARD OF SUPERVISORS YES: .5wP✓4. Pa.+eei, S t h n d t►, Of EPy k� 77!,s/a K4.er NO: „�fi On Asst. CAO- CLERK &F 0604i.a( eI AA Finance 12 /18/84 81ONATURE TITLE DATE C By: APPROPRIATION A POO .l A 3 ADJ. JOURNAL NO. (M 129 Rev. 7/77) SEE INSTRUCTIONS ON REVERSE SIDE 00 228 CONTRA COSTA COUNTY ESTIMATED REVENUE ADJUSTMENT T/C 2 4 I.OEPAATNENT OR ORGANIZATION UNIT;ACCOUNT CODING County Administrator ORGANIZATION ACCOUNT 2' REVENUE DESCRIPTION INCREASE <DECREASE> 0005 9015 Tax - Special District Augmentation Fund $25 , 000 APPROVED 3. EXPLANATION OF REOUEST AUDITOR-CONTRO.LER To adjust revenue to reflect allocation of By: Dote / $25, 000 from the Special District Augmentation Fund to recognize administrative effort by the COUNTY DMI TRAITOR Office of County Administrator with respect to financing of special districts. Refer to By: Datd�'/l��. December 13, 1984 report on the reorganization of the Office of County Administrator. BOARD OF SUPERVaSORS YES: S+�/�✓� �OwC��, F.7bde v sG�e rider, ilC��K, Tip/,Kis s NO: �',�„�� Date'a/ Asst CAO- +' S',JERK O f SIGNATURE Finan LE 2 DATE I REVENUE Aa. RA00 5/a3 (M 9134 Rev.. 11/61) JOURNAL NO. 00 229 TAE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on December 18, 1984 , by the following vote: AYES: Supervisors Powers , Fanden, Schroder, McPeak, Torlakson NOES: None ABSENT: None ABSTAIN: None SUBJECT: Proposal to Provide Additional Staff Assistance to the County's Affirmative Action Officer On recommendation of Supervisor T. Powers , IT IS BY THE BOARD ORDERED that the County Administrator is REQUESTED to review the feasibility of assigning additional staff to assist the County's Affirmative Action Officer relative to the extension of the Affirmative Action Program to County Special Districts and Service Areas , said study to include consideration of funding said staff position from the Special District Augmentation Fund . I hereby certi'v!hs..:U01:is 3 trir..;nd cc-rect copy of as zction to*,t,;i :.:i?! Li:.'.ELi7 on lihc minutes of the Boerd co Svporvfsors c:� C%c date shown. ATTES'Er.: c` 1,41e � 1' ' y� P!i!t_ d thte Board of supery sors and County administrator 6y ` , Deputy cc: County Administrator 00 230