HomeMy WebLinkAboutRESOLUTIONS - 03301982 - 82/382IN THE BOARD OF SUPERVISORS
OF
CONTRA COSTA COUNTY, STATE OF CALIFORNIA
In the Matter of:
Implementation of the
Clerical Deep Class
)
)
)
)
)
Resolution No . 82/382 ----_________ )
1.
2.
The Board of Supervisors, having enacted Resolution No. 81/581 relating to
the establishment of deep classes and related compensation and terms and
conditions of employment of individuals therein employed, hereby establ'ishes
the terms and conditions of employment applicable to the Clerical Deep
Class, herein after called Clerk.
Compensation in the deep class of Clerk shall be based upon the following
salary schedu l es:
P. I. /Temp
Step Monthly Rate Hourly
Level A -Beginning Level H7-426 Al $ 8•i6 $5.12
Hl-670 A2 888 5.38
A3 932 5.65
A4 979 5 .93
A5 1028 6.23
A6 1079 6.54
Level 8 -Experienced Level Hl-810 Bl 102 1 6.18
B2 1072 6.49
B3 1126 6.82
84 1182 7.16
85 1241 7.52
Level C -Senior Level Hl-933 Cl 1155 7.00
C2 1213 7.35
C3 1273 7. 71
C4 1337 B.10
C5 1404 B.51
Level C -Senior Level H2-007 D1 1241 7.52
Lead-Specialists Only D2 1303 7.89
D3 1368 8.29
D4 14 37 B.70
D5 1509 9.14
Be ginn i ng Leve l:
Step Al is the minimum and step A5 is t he maximum base salary for Beginning
Level positions which do not require typing skills. For positions which
require typing skills, step A2 is the minimum base salary and step A6 is the
max i mum ba s e salary for t he Beginning Leve l.
Experienced Level:
Step Bl is the minimum and step B5 the maxi mum base salary for Experienced
Level positions.
Senior Leve l:
Step Cl is the minimum and step CS the maximum base salary for Senior Level
positions which are not designated as lead-specialist positions. Step D1
is the minimum and step D5 is the maximum base salary for lead -specialist
position s which require lead direction ov e r a work group which consi s ts
ent ire ly or pr edomin ate ly of Senio r Leve l Cle rk s per f orming work whi ch
requ i r es s pec i a li ze d kn owl ed ges and s ki ll s .
RESOLUTION NO. 82/382
3. Part-Time Compensation: A Clerk working permanent part-time shall be paid a
monthly salary in the same ratio to the full-time monthly rate to which the
employee would be entitled as a full-time Clerk as the number of hours per
week in the part-time employee's work schedule bears to the number of hours
in the full-time schedule. Other benefits to which the employee is entitled
shall be assigned on the same pro-rata basis. If the employment is periodic
and irregular (permanent-intermittent), depending on departmental require-
ments, payment for hours worked shall be made at the hourly rate and step
established for the work level (hereinafter referred to as level) to which
the employee has been assigned.
4. Temporary Appointment: A person given a temporary appointment as a Clerk
shall be compensated at the hourly rate of the level to which the employee
has been appointed.
5. Compensation for Portion of Month: Any Clerk who works less than any full
calendar month, except when on earned vacation or authorized sick leave,
shall receive as compensation for his/her services an amount which is in the
same ratio to the establ i shed monthly rate as the number of days worked is
to the actual working days in such Clerk's normal work schedule for the
particular month; but if the employment is intermittent, compensation shall
be on an hourly basis, which is calculated by dividing the monthly rate at
the step earned by 173.33 and multiplying the result by 105%.
6. Initial Appointments to this Class: For purpose of initial appontment to
this class the appointing authority may appoint a Clerk at any step of the
salary range appropriate for the responsibility level of the position being
filled and the appointee's qualifying education and relevant experience;
except that, Beginning Level appointments to positions which do not require
typing skills may be made only at steps Al through A5; Beginning Level
appointments to positions which do require typing may· be made only at steps
A2 through A6. Further, no appointments of individuals who are not County
employees may be made at the Senior Level, except from the Layoff or
Reemployment Lists, without the approval of the Director of Personnel. If
such an appointment is proposed, the Director of Personnel shall give five
(5) days prior notice of such proposed appointment and shall meet at the
request of AFSCME, Local 2700 to discuss the reasons for such an open
appointment.
7. Reemployment in the Class: An employee who terminates service with the
County in good standing as a Clerk or who has received reemployment
privileges in any of the classes which are reallocated to the Clerk deep
class and is subsequently appointed from a reemployment list as a Clerk
within two years from the date of termination may be appointed at any step
as long as the salary step is appropriate for the duties and responsibilities
of the position to be filled as documented by the appointing authority in
accordance with the classification specif i cation.
8. Definition of Terms:
a. Reassignment means the movement of an employee from one work level
to another work level assignment within the Clerk deep class within
a single department or from one position to another position within
the Clerk deep class, regardless of level, within a single department.
b. Transfer means any of the following: 1) the movement of an employee
from a position within the Clerk deep class in one department to
another position in the Clerk deep class, regardless of level, in a
different department; 2) the movement of an employee from another
class to the Clerk deep class if both the top and bottom steps (ie.
the whole salary range) of the employee's current class is totally
within the parameters of the Clerk salary range (anywhere between
steps Al and 05) or the Clerk salary range is totally within the
parameters of the class being transferred from, or alternatively as
provided for in Section 1004 of the Personnel Management Regulations;
3) the movement of an employee from the Clerk deep class to
another class if the salary r ange of the class being transferred to
is totally within the paramet ers of the Clerk salary range or if
Clerk is totally within the parameters of the salary range of the
class being transferred to, or alternatively as provided for in
Section 1004 of the Personne 1 Management Regulations; and item 11 V11
of the County's current Memorandum of Understanding with AFSCME ,
Local 2700.
-2 -RESOLUTION NO. 82/382
c. Promotion means the movement of an employee from another class to
Clerk if the salary range of the other class is totally or partially
below that of Clerk; or the movement of an employee from the class
of Clerk to another class which has a salary range which is totally
or partially above that of Clerk.
d. Demotion means the movement of an employee from another class to
Clerk if the salary range of the other class is totally or partially
above that of Clerk; or the movement of an employee from the class
of Clerk to another class which has a salary range which is totally
or partially below that of Clerk.
e. Y-Rate means the withholding of class-wide annual salary adjustment
from an employee who has had his/her salary Y-rated and the place-
ment of that Clerk at the closest salary step of the new range by
the appointing authority.
f. Minimum Qualifications are established for each level and for
certain positions within some levels. No person may be assigned to
a position for which they do not meet the minimum qualifications.
9 . Salary on Reassignment Between Levels:
a. A Clerk at the Beginning Level or Experienced Level, who meets the
minimum requirements for a higher level than that to which the
Clerk is currently assigned and who is assigned by the appointi ng
authority to perform the duties of a higher level assignment on a
permanent basis, shall be placed in the salary range for the hi gher
level at the salary step which is next higher than the base salary
rate he/she was receiving in the lower level assignment. In the
event that this increase is less than five (5) percent, the
employee's salary shall be adjusted to the next higher step on the
new salary range which provides a five (5) percent or greater
increase in salary if the new range permits such adjustment. If an
operating department verifies in writing that an administrat i ve or
clerical error was made in failing to submit the documents
necessary to reassign an employee from the Beginning Level to the
Experienced Level on the first of the month after the employee is
eligible, said reassignment shall be made retroactive to the first
of the month after the employee was eligible.
b. Reassignment from the Beginning Level of Clerk to the Experienced
Level shall be considered as though the two levels were flexibly
staffed. Appeal from denial of reassignment from the Beginning
Level to the Experienced Level shall be considered only under the
procedures, conditions and grounds stated and in the manner pro-
vided for in Section 1002 of the Personnel Management Regulations
and as provided for in Section 31 of the County's current
Memorandum of Understanding with AFSCME, Local 2700.
c. A Clerk at the Senior Level who is assigned permanent lead
responsibility over a work group which consists entirely or
predominantly of Senior Level Clerks performing work which requires
specialized knowledges and skills shall be placed at the same step
on salary schedule Das he/she formerly occupied on salary schedule
C as shown below:
Cl-----) Dl
C2 -----> D2
C3 -----> D3
C4 -----> D4
CS-----> D5
A Clerk at the Beginning or Exp eri enced Level who i s reassigned to
a Seni or Le ve l posi t ion with l ea d r es pon s ibil ities ov er a wo rk
group which consists entirely or predominantly of Senior Level
Clerks performing work which requires s pecialized knowledges and
skills shall be placed on the D salary schedule as provided for in
paragraph 8a .
d. Designation of and assignment to Beg inning, Experienced and Seni or
Leve l s i s t he sol e pr ero gat ive of t he County. Con t inued in cumb en cy
after r eass ignm ent t o an in cr eased r es pon s i bi l ity l e ve l, s ha ll be
dependent on the incumbent receiving a satisfactory performance
evaluation from the appointing authority or designee at the
completion of six (6) months' tenure in the assignment and continued
satisfactory performance thereafter.
-3 -
RESOLUTION NO. 82/382
e. An employee who is reassigned from a higher level position to a
lower level Clerk position during his/her first six (6) months at
the higher level assignment, shall be placed at the salary step of
the lower level position which the employee was at prior to his/her
reassignment, adjusted for any approved merit increments wh i ch
he/she would have received in the prior assignment. Such reassign-
ment may be appealed only for the grounds stated and in the manner
provided for in Section 905 of the Personnel Man agement Regulations
and as provided in Section 19.5 of the County's current Memorandum
of Understanding with AFSCME, Local 2700 .
f . An employee who is reassigned from a higher level position to a
lower level position after having been at the higher assignment
level for over six (6) months shall have his/her salary, at the
discretion of the appointing authority, either Y-rated or placed in
the appropriate salary range for the assignment at the salary step
which provides for at least a five (5) percent reduction in base
salary, to the amount provided for on the salary range.
Section 21.4 of the Memorandum of Understanding between the County
and AFSCME, Local 2700 does not apply to said reassignments.
g. An employee who is reassigned from a Senior Level assignment
requiring lead responsibilities over a work group which consists
entirely or predominantly of Senior Level Clerks performing work
which requires specialized knowledges and skills to a Senior Level
assignment without said responsibilities, shall be placed at the
same step on salary range C as he/she formerly occupied on salary
range Das shown below:
Dl -----> Cl
02 -----> C2
03 -----> C3
04 -----> C4
05 -----> C5
h. An employee who requests reassignment and is reassigned from a
higher level assignment to a lower level assignment shall have
his/her salary set on the salary range for the lower level at the
step for which the salary is equal to or the next step below the
salary received at the higher level.
10. Short-Term Reassignment: An incumbent who is temporarily reassigned by the
appointing authority and approved by the Personnel Director to a Senior
responsibility level assignment shall have his/her salary incre ased on the
eleventh (11th) work day of said assignment to the higher step and shall
continue to receive the higher pay for the duration of the assi gnment.
Upon termination of the assignment, the incumbent shall immediately revert
to the salary level and step he/she would have received had he/she remained
in his/her permanent assignment. Designation of short-term reassignments
shall be the sole perogative of the County. Such short-term reassignments
may include, but are not limited to: backup for another Clerk on extended
sick leave, vacation, leave of absence or special project. Normally the
following provisions shall apply:
1. The employee sel ected for the assignment will normally be expected
to meet the minimum qualifications for the higher level.
2. Temporary reassignment to a higher level shall not be utilized as
a substitute for regular permanent reassignment procedures.
3. Any incentives (e.g., the education incentive) and special dif-
ferentials (e.g., the bilingual differential and hazardous duty
differential) accruing to the employee in his/h er permanent
as signmen t position s ha ll continu e .
4. Allowable overtime pay, shift differential and/or work location
differentials will be paid on the basis of the rate of pay for the
higher level.
Ordinarily short-term re assignments sh a ll not continue for longer than six
month s unl ess th e shor t-term r e as s i gnm ent i s bac ki ng an uncov er ed position
or is f or an approved special project or is approved for extension by th e
Director of Personnel.
-4 -
RESO LUTION NO. 82/382
11. Salary on Transfer:
a. In a case of the transfer of a Clerk from one department to another
with no change in the responsibility level of the assignment, the
Clerk's salary shall remain unchanged.
b. In a case of the transfer of a Clerk from one department to another
with a change in the responsibility level of the assignment, the
Clerk's salary shall be determined as provided in Section 9.
c. In a case of the transfer of an employee from another class to the
class of Clerk, the employee will be placed on the salary range
for the responsibility level designated for the position at the
step which is equal to the employee's current salary; or if the
salary steps are not exactly equal, the employee shall be placed
at the next step above the employee's current salary, if that can
be accomplished with a salary increase of no more than five (5)
percent, or alternatively at the next lower step in relation to
the employee's current salary if the higher step would result in
an increase greater than five (5) percent. However, an employee's
salary step placement may not exceed the maximum established for
the responsibility level of the position.
d. In the case of the transfer of an employee from the class of Clerk
to another class, the employee will be placed at the step on the
salary range for the new class which is equal to the employee's
current salary, or if salary steps are not exactly equal, the
employee shall be placed at the next step above the employee's
current salary if that can be accomplished with a salary increase
of no more then five (5) percent or alternatively at the next
lower step in relation to the employee's current salary if the
higher step would result in an increase greater than five (5)
percent. However, an employee's salary step placement may not
exceed the maximum step established for the class being
transferred to.
e. In the case of a transfer of an employee from the class of Clerk
to another deep class, the provisions of that deep class resolu-
tion shall apply to the salary on transfer if they conflict with
the provisions of lld above.
f. Continued incumbency after transfer from one department at a lower
responsibility level to another department at a higher respon-
sibility level in the Clerk deep class shall be dependent on the
incumbent receiving a satisfactory performance evaluation from the
appointing authority or designee at completion of six (6) months'
tenure in the assignment and continued satisfactory performance
thereafter. If an employee does not perform satisfactorily during
the first six (6) months following transfer to a higher respon-
sibility level position, the appointing authority may reject the
employee during this trial period 9 in which case the employee will
revert to his/her former department at the previously held respon-
sibility level. Salary will be determined as provided in Section
9d. Such rejection may be appealed only for the grounds stated
and in the manner provided for in Section 905 of the Personnel
Management Regulations, and in Section 19.5 of the County's
current Memorandum of Understanding with AFSCME, Local 2700.
12. Salary on Promotion: A County employee who is promoted to Clerk from a
class with a lower salary range than that of Clerk, shall be placed on the
salary range for the responsibility level of the Clerk position at the step
which is next higher than the rate he/she was receiving before promotion.
In the event this increase is less than five (5) percent, the employee's
salary shall be adjusted to the step on the new range which provides at
least a five (5) percent increase from the employee's previous salary.
However, no salary shall be set above the top step for the assigned
responsibility level.
13. Salary on Demotion: A County employee who promotes from Clerk and is
subsequently reinstated to the class as the result of demotion or failing
probation will be reinstated to the level he/she attained prior to promotion.
Applicable rules on layoff and displacement will be effectuated in the event
a vacant position, at the level to which the employee is to be demoted,
does not exist. When the employee demotes to Clerk at a particular level,
he/she shall have his/her salary reduced to the monthly salary step of
Clerk which is next lower than the salary he/she received before demotion.
-5 -
RESOLUTION NO. 82/382
In the event this decrease is less than five (5) percent, the employee's
salary shall be adjusted to the step on the appropriate salary schedule,
that is five (5) percent less than the next lower step, if the schedule for
that level permits such adjustment. Whenever the demotion is the result of
layoff, the salary of the demoted employee shall be that step on the appli-
cable salary schedule which he/she would have achieved had he/she remained
continuously in the position to which he/she has been demoted, all within
range increments being granted on the anniversary dates in the demotional
class and level. If the demotion is a result of a failure of probation,
the employee shall be placed at the level and salary step he/she was at
prior to being promoted, adjusted for any approved merit increments which
he/she would have received in that class and level.
14. Salary on Voluntary Demotion: Notwithstanding Section 13 above, whenever
any employee voluntarily demotes to Clerk at a particular level, his/her
salary shall remain the same if the steps in the new (demot i onal) salary
schedule permits, and if not, his/her new salary shall be set at the step
next below his/her former salary.
15. Anniversary Dates:
a.
b.
c.
d.
e.
f.
Current Permanent Employees. The anniversary date of an employee
having permanent status in one of the classifications being
reallocated to Clerk at the effective date of this Resolution
shall remain unchanged.
Current Probationary Employees. The anniversary date of an
employee having probationary status as of the effective date of
this resolution in any classification reallocated to the Clerk
deep class, who has not previously completed probation in another
classification being reallocated to Clerk during their current
period of continuous County employment, shall remain unchanged.
Probationary employees in a class being reallocated to Clerk, who
have previously completed probation in a different class which is
also being reallocated to Clerk during their current period of
continuous County employment, shall be considered to hav ,e
permanent status in the deep class of Clerk and their remaining
_probationary term shall be considered as the remainder of the six
month's trial period at the specified level of the Clerk deep
class. Such employees shall keep the anniversary date thay had
prior to their former promotion which is now considered a
reassignment.
New Em1loyees. The anniversary date of new employees appointed at
step A for positions not requiring typing and at step A2 for
positions requiring typing, or at steps Bl, Cl or Dl shall be the
first day of the calendar month after the calendar month when
he/she successfully completes six months full-time service, except
that when he/she began work on the first regularly scheduled work-
day of the month for his/her position which was not the first
calendar day that month, the anniversary date is the first day of
the calendar month when he/she successfully completes six months
full-time service.
The anniversary date of a new employee who is appointed at a step
other than Al or A2 as described above, or steps Bl, Cl or Dl
shall be the first day of the calendar month after the calendar
month when he/she successfully completes one year full-t i me
service, except that when he/she began work on the first regularly
scheduled workday of the month for his/her position which was not
the first calendar day that month, th,~ anniversary date is the
first day of the calendar month when he/she successfully completes
one year full-time service.
Reassignment to Higher Level Position. The anniversary date of a
Clerk who is reassigned from a lower level position to a higher
level position shall remain unchanged.
Reassignment to Lower Level Position. The anniversary date of a
Clerk who is reassigned from a higher level position to a lower
level position shall remain unchanged.
Promotion. The anniversary date of a Contra Costa County employee
who promotes to the class of Clerk shall be the first day of the
calendar month after the calendar month wh en he/she successfully
-6 -
RESOLUTION NO. 82/382
completes six months' fu 11-t ime service, except that when the
promotion was on the first regularly scheduled workday of the month
for his/her position which was not the first calendar day of that
month, the anniversary date is the first day of the calendar month
when he/she successfully completes six months' full-time service.
g. Demotion. The anniversary date of a Contra Costa County employee
who demotes to the class of Clerk shall be the first day of the
calendar month after the calendar month when he/she successfully
completes one year full-time service, except that when the demotion
was on the first regularly scheduled workday of the month for
his/her position which was not the first calendar day of that
month, the anniversary date is the first day of the calendar month
when he/she successfully completes one year full-time service.
h. Transfer. The anniversary date of an employee who transfers to
the class of Clerk remains unchanged.
i. Reemployment. The anniversary of an employee appointed from a
reemployment list is determined as for a new Clerk in (c) above.
16. Merit Increment Salary Adjustments:
a. Based upon each Clerk's performance, the appointing authority may
authorize a merit increment salary adjustment in the salary of that
Clerk except in cases where an employee is already at the maximum
salary step of the salary schedule for his/her position and level.
In the case of satisfactory performance such adjustment shall
consist of an advancement of the employee's salary by one (1) step
on the salary schedule established for that level of the class of
Clerk. In the case of less than satisfactory performance, the
employee's salary may be held or reduced until such time as the
performance of the employee is satisfactory. No salary adjustment
shall be made unless an affirmative recommendation to do so is
made by the appointing authority or designee and no provision of
this Section shall be construed to make the adjustment of salaries
mandatory on the County. The appointing authority may recommend
unconditional denial of the increment or denial subject to review
at some specified date before the next anniversary.
The salary of employees who are on leave of absence from their
positions on any anniversary date and who have not been absent
from their positions on leave without pay more than six (6) months
during their anniversary year preceding the review date shall be
reviewed on the anniversary date. Employees on stipendiary educa-
tional leave are excluded from the above six (6) month limitation.
Persons on military leave shall receive anniversary increments
that may accrue to them during the period of military leave.
b. Effective Date: Adjustments to a Clerk's salary shall be effective
on the employee's anniversary date.
17. Transfers To/From Deputy Clerk and Account Clerk Series: For purposes of
transfer, employees in the Clerk deep class at the Beginning Level who meet
the minimum requirements for Deputy Clerk I will be considered as
appropriate for transfer to the Deputy Clerk I class and vice versa;
employees in the Clerk deep c1ass at the Experienced Level who meet the
minimum requirements for Deputy Clerk II will be considered as appropr ·iate
for transfer to the Deputy Clerk II class and vice versa; employees in the
Clerk deep class at the Experienced Level who meet the minimum requirements
for Account Clerk I will be considered as appropriate for transfer to
Account Clerk I (and to any Account Clerk deep class level equivalent to
Account Clerk I which may be established at some date following implemen-
tation of this resolution) and vice versa. For purposes of transfer, thes~
classes and levels within the deep class(es) shall be considered as
meeting the requirements of Section 8.b. of this resolution.
18. Reclassification of Position: The salary of an employee whos e position is
reclassified from a class on the basic salary schedu ·1e to the Clerk classi-
fication shall be established in accordance with the applicable sections of
this resolution. The salary of an employee who is in a position that is
reclassified from Clerk to another class on the basic salary schedule shall
be determined based upon the provisions of Resolution 81/581 or other
applicable deep class resolutions or ordinances.
-7-
resolution no . 82/382
19. Recruitment Difficulty Bonus: Upon request of the appointing author i ty and
approval of the Director of Personnel, certain positions on the night (ie.
graveyard) shift in this deep class may be designated by the Director of
Personnel for a recruitment difficulty bonus of $75.00 per month to be paid
to incumbent employees for each fun month of employment in said positions
and pro-rated for each partial month of employment or for part-time
employment. Employees in positions with assignments which include night
(ie. graveyard) shifts, and employees on other shifts who are assigned to
cover such a shift(s), shall be compensated on a pro-rated basis for night
shifts worked. Pro-rating split shifts shall be based on the weekly work
schedule assigned on the basis of $15.00 per weekly scheduled night shift
worked for a whole month. For example, an employee who is assigned a
regular weekly split shift of two (2) days, one (1) swing and two (2) night
shifts would be paid $30.00 per month for the two (2) night shifts worked.
In the case of rotating shifts, the average number of night shifts per week
over the regular rotation schedule shall be the number of night shifts paid
at the $15.00 per shift basis. Split shift payments shall be pro-rated for
each partial month of employment. Permanent intermittent employees in said
positions shall be paid the equivalent hourly bonus for each hour worked to
be computed by dividing the full-time monthly bonus by 173.33 hours ($.43
per hour). For positions to qualify for this bonusj the appointing
authority must provide information sufficient to the Director of Personnel
showing significant difficulties in recruiting and/or retainin9 employees
in the positions. Night (ie. graveyard) shift is hereby, defined as any
assigned scheduled work shift beginning and ending between the hours of
10:00 p.m. and 8:00 a.m.
20. Position Requirements: As provided in the Clerk class specification,
positions may be identified as Beginning Level, Experienced Level or Senior
Level positions. Further, some positions may require additional skills
such as typing. Some Senior Level positions may also be designated as
Lead-Specialist positions.
For purposes of initial appointment, reassignment, promotion, demotion or
transfer, positions at the Beginning Level and Experienced Level may be
moved from one level to another by designation of the appointing authority
sufficient to the Director of Personnel.
Positions designated as Senior Level positions on the basis of their duties
may be redesignated to another assignment level on the basis of changed
duties and responsibilities only with the approval of the Director of
Personnel. At the request of the appointing authority, positions
designated at a lower level may be redesignated to the Senior Level on the
basis of increased duties and respons i bilities only with the approval of
the Director of Personnel.
Upon reallocation to the Clerk deep class, no positions will be designated
as "typing required", except certain vacant positions as requested by the
appointing authority and approved by the Director of Personnel. As
positions vacate within the Clerk deep class, those positions which require
typing at the required rate will be requested by the appointing authority
for a "typing required'' position restrict i on; upon review of the need for
this position restriction, the Director of Personnel will approve or
disapprove the restriction of positions with this requirement.
21. Filling Vacant Positions:
a. At the discretion of the appointing authority, positions at the
Beginning, Experienced and Senior Level may be filled by reassign-
ment, transfer, demotion, promotion or by appointment from an
appropriate employment list.
b. Reassignment Selection Procedures Within Level. When a position
at the Beginning, Experienced or Senior Lev e l is to be filled by
in -department r eassi gnment at the same lev e l, the appointing .
authority may consider all interested departmental employees ,n
the class by posting a description of the vacant position in
various locations for five (5) calendar days or otherwise notifying
all departmental clerical staff who meet the minimum qualifications
or other limitations. Consideration of individuals may be limited
only on the ba s is of me et ing the minimum qua lifications for the
level of position, possession of special position requirements and
-8 -
RESOLUTION NO. 82/382
at the discretion of the appointing authority, the geographic
location, service area or unit from which interested applicants
will be considered. Appointing authorities may also limit con-
sideration to non-probationary employees and employees who have
served in their present assignments for more than six months.
This section does not change the reassignment policies agreed to
in Section 21.5 of the Memorandum of Understanding between the
Union and the County. Further limitations or changes in this or
other reassignment policies may be agreed to between the Union
and various appointing authorities. All qualified, interested
employees who indicate their interest in reassignment through the
established mechanism shall be provided an opportunity to interview
for the reassignment. This in no way limits the ability of the
appointing authority to consider other qualified applicants for
a position or to appoint any specific individual to a vacant
position. The transfer list may be used to provide additional
names for consideration by the appointing authority.
c. Reassignment Selection Procedures -Jo a Higher Level. When a
position at the Senior Level is to be filled by in-department
reassignment from a lower level to the Senior Level, the
appointing authority will consider all interested departmental
employees in the class by posting a description of the vacant
position in various locations for five (5) calendar days or
otherwise notifying all departmental clerical staff who meet the
minimum qualifications or other limitations. Consideration of
individuals may be limited only on the basis of meeting the mini-
mum qualifications for the level of position and/or possession of
special position requirements; further limitations on individuals
to be considered may be made by the appointing authority on the
basis of geographic location, service area or unit only after
obtaining the consent of the Union to these limitations. Further
limitations or changes in this reassignment policy may be agreed
to between the Union and various appointing authorities.
All qualified, interested employees who indicate their interest in
reassignment through the established mechanism shall be provided
an opportunity to interview for the reassignment. This in no way
limits the ability of the appointing authority to consider other
qualified applicants for a position or to appoint any specific
individual to a vacant position. The transfer list may be used to
provide additional names for consideration by the appointing
authority.
d. If an appointing authority is willing to consider interested
employees either at the same level or at a lower level for
reassignment to a vacant position, the department may combine the
procedures in (b) and (c) above in one notification.
22. Seniority:
a. An employee's seniority for layoff and displacement purposes in
the "deep class" of Clerk shall be determined by adding
a) his/her length of service in other classes at the same or
higher salary levels as determined by the salary schedule in
effect at the time of layoff and by adding b) his/her length of
service in the classes which are reallocated to the deep class of
Clerk to other service described i n (a) above. Service for layoff
and displacement purposes includes only the employee's last
continuous permanent County employment.
b. For purposes of layoff and displacement, an employee's seniority
shall include service in classes from which a transfer is provided
for under Section 17 of this resolution; further, employees
reallocated or transferred without examination from one class to
another class having a salary within five percent of the former
class, as provided for in Section 305.2 of the Personnel
Management Regulations and item 11 V11 of the County's current
Memorandum of Understanding with AFSCME, Local 2700, shall carry
the seniority accrued in the former class into the new class.
c. 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 assignment positions.
-9-
RESOLUTION NO. 82/382
d. For purposes of layoff and displacement, incumbents in higher
level assignment positions will be considered as meeting the
position requirements for lower level assignment positions.
e •. Neither (b) nor (c) above shall be construed as allowing employees
without skills such as typing, stenography or bilingual ability to
fill positions with such or similar requirements.
f. Other rules affecting seniority are contained in the County's
Personnel Management Regulations, and in Section 11 of the County's
current Memorandum of Understanding with AFSCME, Local 2700.
23. Allocation of Current Employees: Employees encumbering positions in the
classes of Clerk, Intermediate Clerk, Typist Clerk, Intermediate Typist
Clerk, Senior Clerk, Insurance Clerk, Assessment Services Clerk, Legal
Clerk Assistant, Legal Services Clerk, Juvenile/Criminal Courtroom
Assistant and Personnel Data Processing Technician on the effective date of
this resolution shall be allocated to the salary range of the deep class of
Clerk as provided below and as is further modified by the attached list of
current employees which is incorporated herein.
Current Classification & Ste_p_ New Sa li!J'.'.._ Step Pa~ Series Level & Step
Clerk 1 JU H7-426 1
2 A2 Hl-670 1
3 AJ 2
4 A4 3
5 AS 4
Typist Clerk 1 A2 Hl-670 1
2 A3 2
3 A4 3
4 AS 4
5 A6 5
Intermediate Clerk & 1 Bl Hl-810 1
Intermediate Typist Clerk 2 8:2 2
3 83 3
4 B4 4
5 B5 5
Senior Clerk, Insurance 1 Cl Hl-933 1
Clerk, Assessment Services 2 C2 2
Clerk, Legal Clerk 3 C3 3
Assistant, Legal Services 4 C4 4
Clerk, Juvenile/Criminal 5 C5 5
Courtroom Assistant,
Personnel Data Processing
Technician
24. Review Period: The prov1s1ons contained in this resolution shall be
considered to be on a trial basis until June 30, 1983, at which time they
shall expire unless extended or modified by the County for a longer period
of time or made permanent. If the provisions of this resolution are
allowed to expire, the anniversary dates of employees covered by this
resolution will remain the same.
25. Other Provisions: The provisions of Resolution 81/581 are applicable
except those provisions which have been modified by this resolution or
those provisions which hereinafter may be modified by resolutions.
26. Effective Date: This resolution is effective April 1, 1982.
PASSED BY THE BOARD on March 30, 1982 by unanimous vote.
cc: Personnel
County Administrator
Auditor-Controller
County Counsel
United Clerical Employees,
Local 2700, AFSCME
,f,,,,,.,l#J-rtify that this is s true and correctcopyof
•·eatf,:.: · taken and entered on the mirwt;;s of the
lioaro' ;,f Supervisors o n t.'ic, date ::thown.
A T TESTED: _!A_R_3 _0..;.;19;..;;:8,;;.2 ___ _
,l.R. OL3SON, COUN"f Y CL ERK
snd ex officio Clerk of the Board
8y G ~.&eu1e _. 0,,,,,,,,,
-10-
RESOLUTION NO. 82/382
C. Matthews
, r 0 ~cE'VED : r,....:. : I coRREcTrn
\ !' PR~,S 1982 CL RI CAL DEEP CLASS ALLOCATION LISTING COPY
i, J.R OLSSON 4/28/82
'
,. ~--~ORS
' ,I r. , A co I C N N p _ ' . Deputy Urr. eW eW ay
'· -------~ Employee Class Curr. Class Series & New
Name Number Agency Code Step Code Level ~tep
Draper, Mary 30468 Pers JWVA 5 JWXC Hl-933 4
Lynde, Sharon L. 31915 Pers J4SA 4 JWXC Hl-933 4
Richards, Marvel 26206 Pers JWVA 5 JWXC Hl-933 4
Rounsaville, C. Jean 22951 Pers JWTA 5 JWXD H2-007 5
Garbers, Michele E. 32894 Sher JWVA 5 JWXC Hl-933 4
MacZolla, Longna 21786 Sher JWVA 5 JWXC Hl-933 4
Schaney, Kristine K. 21065 Sher JWVA 5 JWXC Hl-933 4
Surges, Jeanie K. 13855 Sher JWVA 5 JWXC Hl-933 4
Redstreake, Judyth 10150 Sher JWTA 5 JWXD H2-007 5
Terrill, Mary 15300 Prob JDVA 5 JWXC Hl-933 5
Thomas, Roberta 33130 Agric JWVA 5 JWXC Hl-933 4
Nutt, Janet 33440 Bldg!ns JWVA 4 JWXC Hl-933 3
Piazza, Charlotte 31277 Bldg!ns JWVA 5 JWXC Hl-933 4
Brown, Jennifer L. 30484 AnimSvc JWVA 5 JWXC Hl-933 4
Lewandowski, Mary B. 25912 DA JWVA 5 JWXC Hl-933 4
Mccready, Nancy J. 11437 DA JWVA 5 JWXC Hl-933 4
Patterson, Marcie 31281 DA JWVA 5 JWXC Hl-933 4
Penney, Debby 31653 DA JWVA 3 JWXC Hl-933 2
Walz, Joan M. 24323 DA JWVA 5 JWXC Hl-933 4
Balderranna, Hope 26098 PubDef JWVA 5 JWXC Hl-933 4
Del Real, Linda S. 27202 PubDef JWVA 2 JWXC Hl-933 1
Hubert, Barbara 33096 PubDef JWVA 4 JWXC Hl-933 3
Bernhardt, Patricia 27742 HS/PH JWVA 5 JWXC Hl-933 4
Hamburgh, Catherine R. 21454 HS/PH JWVA 5 JWXC Hl-933 4
Nydegger, Patricia 05212 HS/PH JWVA 5 JWXC Hl-933 ,4
Booth, Mary 20861 SocSvc JWVA 5 JWXC Hl-933 4
Bright, Joette M. 24230 SocSvc JWVA 5 JWXC Hl-933 4
Brunson, Shirley 36725 SocSvc JWVA 2 JWXC Hl-933 1
Elsentus, Dorothy 27645 SocSvc JWVA 5 JWXC Hl-933 4
Epperson, Leona 18032 ·socSvc JWVA 5 JWXC Hl-933 4
Fitzgerald, Joyce 32704 SocSvc JWVA 5 JWXC Hl-933 4
Friedman, Angelina 28115 SocSvc JWVA 5 JWXC Hl-933 4
Grillo, Jeannine H. 27400 SocSvc JWVA 5 JWXC Hl-933 4
Himsl, Carol 10194 SocSvc JWVA 5 JWXC Hl-933 4
Hughes, Kathy 23806 SocSvc JWVA 5 JWXC Hl-933 4
Umeda, Kathleen 26031 SocSvc JWVA 5 JWXC Hl-933 4
Johnson, Lavonne 35921 SocSvc JWVA 2 JWXC Hl-933 1
Linares, Patsy L. 27473 SocSvc JWVA 5 JWXC Hl-933 4
Mansfield, Norma J. 20320 SocSvc JWVA 5 JWXC Hl-933 4
Marine, Elizabeth L. 27472 SocSvc JWVA 5 JWXC Hl-933 4
McCoy, Barbara A. 16369 SocSvc JWVA 5 JWXC Hl-933 4
McFarlin, Pamela J. 26690 SocSvc JWVA 5 JWXC Hl-933 4
Medeiros, Marlene E. 20640 SocSvc JWVA 5 JWXC Hl-933 4
Moss, Keilath 25585 SocSvc JWVA 5 JWXC Hl-933 4
Pedras, Teresa M. 21639 SocSvc JWVA 5 JWXC Hl-933 4
Richards, Kathryn L. 25242 SocSvc JWVA 5 JWXC Hl-933 4
Santos, Sonja 35725 SocSvc JWVA 3 JWXC Hl-933 2
Fd:::30LUTIO N NO. 7;;./4gt7
,
Name
Scott, Miriam A.
Spears, Catherine
Spriesterbach, Marie T.
Strom, Stephanie A.
Taylor, Betty J.
Taylor, Connie R.
Trezza, Kathryn
Valentine, Phyllis J.
Watts, Josephine
Williams, Verna M.
Cevetto, Mary C.
Frances, James
Molina, Patricia A.
Westhoff, Frances J.
Aguilar, JoAnn
Anderson, Marilyn
Beiden, Jan
Benjamin, Bobbie
Cid, Joyce
Coolidge, John
Fisher, Lois
Gonzalez, Imelda
Hartz, Sharon
Hill, Kattie Lee
Hutchinson, Elizabeth
Jurgens, Constance
Le Gette Lucille
Leonard, Nancy
Lobato, Stephanie
Milligan, Susan
Mourning, Deloris R.
Poarch, Patricia
Post, E 11 en E.
Rankin, Kathleen
Rapp, Erma Lee
Redwine, Victoria
Roberts, April R.
Russo, Alynn
Sanchez, Helen
Spruyt, Joan L.
Trichell, Arlene
Vasquez, Josephine
Winton, Shirley L.
Earle, Sarah V.
Guttry, Shirley A.
Roark, Barbara A.
Millar, Janelle
Finley, Susan M.
Ware, Josephine H.
Crow, Peggy
Garcia, Deborah
Curr. New
Employee Class Curr. Class
Number Agency Code Step Code
23334 SocSvc JWVA 5 ... ,wxc
32931 SocSvc JWV.A 5 ~IWXC
26464 SocSvc JWV.A 5 ~IWXC
32512 SocSvc JWV.A 4 ~IWXC
25282 SocSvc JWVA 5 ~IWXC
27271 SocSvc JWVA 2 ... ,wxc
32731 SocSvc JWVA 5 ~,wxc
22579 SocSvc JWVA 5 ... ,wxc
19775 SocSvc JWVA 5 ~IWXC
37504 SocSvc JWVA 2 ~IWXC
22773 SocSvc JWTA 5 ~IWXD
18758 SocSvc JWTA 5 JWXD
23892 SocSvc JWTA 4 JWXD
22932 SocSvc JWTA 5 ~IWXD
20094 HlthSvc JWVB 5 ~IWXC
29072 HlthSvc JWVA 5 ~IWXC
26862 HlthSvc JWV,A 5 ~IWXC
34288 HlthSvc JWVA 3 ~IWXC
28148 HlthSvc JWVA 2 ~IWXC
24170 HlthSvc JWVA 5 JWXC
32060 HlthSvc JWV,A 3 JWXC
24368 HlthSvc JWVA 5 ~IWXC
18547 HlthSvc JWV,l\ 5 JWXC
26335 HlthSvc JWVA 5 JWXC
24409 HlthSvc JWVB 5 JWXC
34531 HlthSvc JWV,l\ 3 JWXC
24379 HlthSvc JWVB 5 JWXC
36581 HlthSvc JWVB 2 JWXC
32281 HlthSvc JWVB 2 JWXC
29881 HlthSvc JWVA 5 JWXC
33819 HlthSvc JWVA 1 JWXC
11387 HlthSvc JWVA 3 JWXC
34614 HlthSvc JWV1~ 3 JWXC
26189 HlthSvc JWVA 5 JWXC
32918 HlthSvc JWVA 5 JWXC
32946 HlthSvc JWVA 5 JWXC
35052 HlthSvc JWVA 1 JWXC
32890 HlthSvc JWVA 5 JWXC
29202 HlthSvc JWVB 5 JWXC
22709 HlthSvc JWVA 5 JWXC
32977 HlthSvc JWVA 5 JWXC
32851 HlthSvc JWVB 5 JWXC
33359 HlthSvc JWV1\ 3 JWXC
22284 HlthSvc JWTA 5 JWXD
29851 HlthSvc JWTA 4 JWXD
26242 HlthSvc JWTA 4 JWXD
30775 CommSvc JWVI\ 5 JWXC
25138 PubWks JWVI\ 5 JWXC
19731 CCCFD JWVA 5 JWXC
22823 WCFD JWVA 4 JWXC
29951 VetSvc JWVA 5 JWXC
F1,-:cr", 1~1 .. 'O '," 1•·,•o (7-l r,; 'l
l l-V ·-'~V i ~ '-' • d ;;..; :j t)o'---
New Pay
Series & New
Le VE! l ~tep
Hl-933 4
Hl-933 4
Hl-933 4
Hl-933 3
Hl-933 4
Hl-933 1
Hl-933 4
Hl-933 4
Hl-933 4
Hl-933 1
H2-007 5
H2-007 5
H2-007 4
H2-007 5
Hl-933 4
Hl-933 4
Hl-933 4
Hl-933 2
Hl-933 1
Hl-933 4
Hl-933 2
Hl-933 4
Hl-933 4
Hl-933 4
Hl-933 4
Hl-933 2
Hl-933 4
Hl-933 1
Hl-933 1
Hl-933 4
Hl-933 1
Hl-933 2
Hl-933 2
Hl-933 4
Hl-933 4
Hl-933 4
Hl-933 1
Hl-933 4
Hl-933 4
Hl-933 4
Hl-933 4
Hl-933 4
Hl-933 2
H2-007 5
H2-007 4
H2-007 4
Hl-933 4
Hl-933 4
Hl-933 4
Hl-9 33 3
Hl-933 4