HomeMy WebLinkAboutMINUTES - 02231988 - 1.65 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
1988 .
Adopted this Order on February 23 , by the following vote:
AYES: Supervisors Powers , Fanden, McPeak, Torlakson, Schroder .
NOES: None.
ABSENT: None .
ABSTAIN: None.
SUBJECT: In the Matter of Setting Pay
Policy in Volunteer Fire
Protection Districts. 88/75
Whereas the Board of Supervisors in Resolution 80/216 reserves and retains
certain fire district powers to be exercised by the Board with the advice and
assistance of the respective fire commissions, including budget adjustments;
and
Whereas the Boards of Fire Commissioners of East Diablo, Bethel Island, Byron,
Oakley, Crockett and Tassajara Fire Districts from time to time individually
recommend adjustments to the salary rates and other compensation of volunteers
and permanent District employees; and
Whereas the County Administrator has studied compensation practices in the
volunteer fire districts and made recommendations regarding their amount and
administration; and
Whereas it is the intent of the Board of Supervisors to establish a policy for
the fair and consistent administration of salary and compensation adjustments
in the Volunteer Fire Districts; therefore:
The Board of Supervisors establishes the following pay rates and policy for
adoption of pay rates and other compensation in the volunteer fire districts:
1. It is the intent of the Board of Supervisors that all recommendations
regarding adjustment to compensation, pay rates and other allowances for
employees of the six volunteer fire districts be submitted by the
respective Boards of Fire Commissioners via the Office of the County
Administrator for transmittal to the Board of Supervisors for approval .
2. It is the intent of the Board that the volunteer fire districts and the
Board review the base salary ranges for all volunteer positions whenever
merit system salaries for comparable positions are adjusted. Review for
those full-time positions tied to merit system fire .district job
classifications in this Resolution shall be concurrent with the contract
adjustment of the merit system County classes. Review of the salary range
of all other volunteer distrist miscellaneous positions shall be
concurrent with the annual fiscal year budget cycle.
Recommendations from volunteer fire districts regarding the salary range
for all volunteer district positions other than those specifically tied to
merit system classes in this Resolution should consider commonly accepted
salary allocation factors applicable in the classified County Service.
These factors . include, but are not limited to: education and training
required, level of authority and responsibility, number of hours required
or spent performing assigned duties, relationship to similar positions in
other volunteer districts, amount of supervision given or received,
consequence of error and technical expertise required. Compensation of
chief officer, assistant chief officer and related command positions in
each of the volunteer districts should also consider relative measures of
Orig. Dept.:
CC: Page 1
RE.S.OLUT ION NO. 88/75
comparison between and among the districts to insure that equal pay for
equal work is achieved to the greatest extent possible within the separate
fire district organizations. Measures of comparison should include, but
are not limited to: geographic and population configuration, management
philosophy of the Fire Chief and the Fire Commission, level of training,
equipment and facilities available and in use, mutual-aid agreements with
the state, local and volunteer fire departments and level of life and
property loss exposure as measured by assessed valuation, number of annual
responses and fire insurance rating.
3. It is the intent of the Board of Supervisors to establish a relationship
of base salary ranges between permanent full-time positions in the East
Diablo and Bethel Island volunteer districts and merit system fire
district job classifications as shown below effective January 1, 1988:
EAST DIABLO
Chief Tied To Assistant Fire Chief Group II less 97
levels C3-2087 ($4035-$4449)
1st Asst. Chief Tied To Fire Marshal - West
C5-1930 ($3449-$3803)
2nd Asst. Chief Tied To Fire Captain
C5-1877 ($2967-$3607)
BETHEL ISLAND
Chief Tied To Fire Captain L5-1877 ($2967-$3607)
Asst. Chief Tied To Senior Firefighter/Paramedic L5-1831
($2834-$3445)
Battalion Chief Tied To Firefighter/Paramedic L5-1753 ($2621-3186)
4. It is the intent of the Board of Supervisors to adopt extended salary
schedule XA-1408 which contains Ranges A & B of twenty-five (25) steps
each as indicated and to place officer positions in the districts of
Byron, Oakley, Crockett and Tassajara on the XA-1408 schedule as indicated
below effective January 1, 1988:
VOLUNTEER FIRE OFFICERS SALARY SCHEDULE
Salary Schedule #XA-1408 (5% Steps)
RANGE A RANGE B
Step Monthly Rate Step Monthly Rate
1 $ 200 1 $ 700
2 210 2 735
3 221 3 772
4 232 4 810
5 243 5 851
6 255 6 893
7 268 7 938
8 281 8 985
9 295 9 1034
10 310 10 1086
11 326 11 1140
12 342 12 1197
13 359 13 1257
14 377 14 1320
15 396 15 1386
16 416 16 1455
17 437 17 1528
18 458 18 1604
19 481 19 1685
20 505 20 1769
21 530 21 1857
22 557 22 1950
23 585 23 2048
24 614 24 2150
25 645 25 2258
Page 2
RESOLUTION NO . 88/75
BYRON PLACEMENT
Fire Chief Range B/Steps 8-13 ($985-$1257)
1st. Assistant Fire Chief Range A/Step 17 ($437)
2nd. Assistant Fire Chief Range A/Step 12 ($342)
OAKLEY
Fire Chief Range B/Step 21 ($1857)
Assistant Fire Chief Range B/Steps 6-9 ($893-$1034)
Firefighter (full-time) Tied to:
Firefighter C5-1657 ($2381-$2895)
CROCKETT
Fire Chief Range B/Steps 8-13 ($985-$1257)
Assistant Fire Chief Range A/Step 17 ($437)
TASSAJARA
Fire Chief Range B/Step 3 ($772)
5. It is the intent of the Board to adopt job specifications effective
January 1, 1988 for Volunteer Fire Chief (Scheduled Duty Assignment) ,
Volunteer Fire Chief (Unscheduled Duty Assignment) and Assistant Volunteer
Fire Chief (Unscheduled Duty Assignment) which are attached to this
Resolution as Exhibits A, B and C.
6. Within the East Diablo Fire District effective January 1, 1988 it is the
intent of the Board of Supervisors that in lieu of all overtime
compensation for hours worked in excess of those regularly assigned, the
positions of Fire Chief and Assistant Fire Chief (including Battalion
Chief assignment) shall be eligible to receive management benefits
available to County fire management classifications as follow:
a. Five days annual non-accruable administrative leave which is in
recognition of the overtime exempt status of management employees.
b. Long term disability insurance which can act as a wage replacement
during long term recuperation from accident or illness.
C. Management incentive differential in the amount of 2.5% of base pay
which is available upon recommendation of the department head after ten
(10) years service.
d. Group life insurance in the amount of $50,000 for department heads and
$30,000 for other management employees.
e. Vacation buy-back on a once-annual basis in the maximum amount of
one-third annual accruals.
f. Per each fiscal year, $300 for department heads and $150 for other
management employees, of professional development reimbursement for
memberships in professional organizations, subscriptions to professional
publications and attendance fees at job-related professional development
activities.
g. A salary differential in the amount of five percent (5%) of the monthly
base salary shall be in effect for management personnel in the District
subject to assigned standby and emergency recall a minimum of two (2)
weeks each month. Such personnel assigned to standby and emergency
Page 3
RESOLUTION NO . 88/75
recall for one (1) week in each four (4) consecutive weeks shall receive a
differential in the amount of two and one-half percent (2 1/2%) of the
monthly base salary. These differentials are not available to the Fire
Chief.
7. Section Two (2) of this Resolution notwithstanding, it is the intention of
the Board of Supervisors on a one-time only non-fiscal year basis to
adjust compensation rates for the following miscellaneous employees of the
various volunteer fire districts effective January 1, 1988.
BYRON NEW RATE
Secretary $400/month
Mechanic $120/month
CROCKETT
Secretary to Fire Commissioner $100/month
Clerk $125/month
Fire Alarm Electrician $150/month
Maintenance Worker $125/month
Janitor (Station 77) $50/month
(Station 78) $100/month
(Station 79) $100/month
OAKLEY
Secretary $200/month
Gardener/Janitor $125/month
Janitor $60/month
Gardener $50/month
TASSAJARA
Assistant Fire Chief $100/month
I hereby certify that this Ise true and correct copy of
an action taken and entered on the minutes of the
Board of Supervi4ors on the date shown.
ATTESTED: � o-3- -��-�4} 1
PHIL BATCHELOR, Clerk of the hoard
of Supervisors and County Administrator
By l/ .!/� , Deputy
Page 4
CC : County Administrator
Auditor-Controller
Personnel -
Volunteer Fire District-s
RESOLUTION NO. 88/75
w'
1 .65
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on February 23 , 1988 , by the following vote:
AYES: Supervisors Powers , Fanden, McPeak, Torlakson, Schroder
NOES: None
ABSENT: None
ABSTAIN: None
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SUBJECT: Evaluation Procedure for Voluntary Fire Districts
In its deliberations on the resolution establishing pay rates
and policy for adoption of pay rate for the Volunteer Fire
Districts of East Diablo, Bethel Island, Byron, Oakley, Crockett,
and Tassajara, Supervisor McPeak recommended that the County
Administrator, working with the County' s Personnel Director and
advisory boards, develop criteria providing for an annual
evaluation procedure relative to the performance of the volunteer
fire personnel.
IT IS BY THE BOARD ORDERED that the recommendation of
Supervisor McPeak is APPROVED.
I hereby certify that this is.a true and correct copy of
an action taken and entered on [lie minutes of the
Board of 5upervis s o the date shown.
�p
ATTESTED: 3G�6
PHIL BATCHELOR, Clerk the Board
ce: County Administrator
Personnel Director of Supervisors and county Administrator
By _
Deputy