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HomeMy WebLinkAboutMINUTES - 01142003 - C17-C19 POSITION ADJUSTMENT REQUEST E NO. 1 -9 6 00 I7 DATE 12/13/02 P De artment No.1 ee COPERS Department District Attorney Budget Unit No. 0364 Org. No. _Agency No. 42 Action Requested Reclassify vacant position#5970 from Deputy Public Administrator (AXFA)to Public Administrator Program Assistant(AXSD) Proposed Effective Date: 1/15/03 Classification questionnaire attached: Yes No X Cost is within Department's budget: Yes X No Total one-time costs(non-salary)associated with request: $ NIA Estimated total cost adjustment(salary/benefits/one-time); Total annual cost $ Net County Cost: $ N/A r• Total this FY $ N.C.C. this FY $ N/A �. SOURCE OF FUNDING TO OFFSET ADJUSTMENT N/A position downgrade ' if Department must initiate necessary adjustment and submit to CAO. , } use additional sheet for further explanations or comments. 1 � (for) Department Head REVIEWED BY CAO AND RELEASED TO HUMAN RESOURC EPART NT Deputyvcounty Administrator Date HUMAN RESOURCES DEPARTMENT RECOMMENDATION DATE Cancel one Deputy Public Administrator position..#5970, Add one (1) Public Administrator Program Assistant position (AXSD) , Amend Resolution 71/17 establishing positions and resolutions allocating classes to the BasicJExe ry scthoulet as describ ave. Effective rV1 Day following Board action - (Date) (for)Directbr of Human Resources COUNTY ADMINISTRATOR RECOMMENDATION Date I_ , '5' ^ � Approve recommendation of Director of Human Resources ZN Disapprove recommendation of Director of Human Resources ROther Ufci 2dounty Administrator Board of Supervisors Action: John Sweeten, Clerk of the Board of Supervisors Adjustment: Approvedo mi is or Date: t BY. 0 j,9JI1, APPROVAL OF THIS ADJUSTMENT CONSTITUTES A PERSONNEL/SALARY RESOLUTION AMENDMENT POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTION Adjust classes)/positions(s)as follows: If Request is to add project positions/classes,please complete other side. P300(M347)Rev 711185 TO: BOARD OF SUPERVISORS ...��'� ontra FROM: Leslie T. Knight, Director of Human ; Costa ResourcesCounty ` DATE: January 14, 2003 SUBJECT: Compensation and Benefits Authorized for County Elected and Appointed Department Heads, Management, Exempt and Unrepresented Employees for the Period October 1, 2002 to September 30, 2005 and Until Further Order SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION RECOMMENDATION: Adapt attached resolution amending Resolution No. 2000/372 regarding Compensation and Benefits for County Officers, Managers and Unrepresented employees. BACKGROUND: This Resolution supersedes Board of Supervisors' Resolution No. 2000/372 which was adopted on August 15, 2004 . CONTINUED ON ATTACHMENT: X YES SIGNATURE: RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE APPROVE OTHER SIGNATURES: ACTION OF BOARD ON s, •; - s' °` � � �s APPROVED AS RECOMMENDED Ik OTHER >,s VOTE OF SUPERVISORS I HEREBY CERTIFY THAT THIS IS A TRUE AND CORRECT COPY OF AN ACTION TAKEN AND ENTERED ON MINUTES OF .s; THE BOARD OF SUPERVISORS ON THE DATE SHOWN. UNANIMOUS(ABSENT i } AYES: NOES: ABSENT: ABSTAIN: Contact: Cc: ATTESTED JOH4SWEETEN,CLERK OF THE BOARD OFSUPERVISORS BY: e DEPUTY THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on januar4z IL, ?Q0'A by the following vote: AYES: SUPERVISOR GIOIA, UILKEMA, GERBER, GLOVER, & DeSAULNIER NOES: NONE ABSENT: NONE ABSTAIN: NONE SUBJECT: Compensation and Benefits Authorized for County Elected and Appointed Department Heads, Management, Exempt and Resolution No. 2003/1 Unrepresented Employees for the Period October 1, 2002 to September 30, 2005 and Until Further Order The Contra Costa County Board of Supervisors acting solely in its capacity as governing Board of the County of Contra Costa RESOLVES THAT: Effective on October 1,2002, and continuing to September 30,2005, and until further Order of the Board, the Board adopts the following program of compensation and benefits for County Elected and Appointed Department Heads, Management Employees, Exempt Employees and Unrepresented Employees. Except for provisions that become effective on January 1, 2003, and except for Resolution Nos. 99/555, 2002/608, and 2002/615, this Resolution supersedes all previous resolutions providing compensation and benefits for the employees listed herein, including but not limited to Resolution No. 2000/372. Unless expressly provided otherwise, this Resolution is subject to the provisions of Resolutions providing general and pay equity salary adjustments; Administrative Bulletins; the 1937 County Employees Retirement Act; Memoranda of Understanding covering represented Managers; the County Salary Regulations and the County Personnel Management Regulations. This Resolution does not authorize compensation and benefits for any Management or Unrepresented employees of the Contra Costa County Superior Court, Management and Unrepresented employees include employees in Classified, Project and Exempt classifications. This Resolution is organized to distinguish(1)those general County benefits provided to all Managers, Exempt and Unrepresented employees; (11) those benefits provided exclusivelyto Management and Exempt employees;(111)benefits provided to Elected and Appointed Department Heads; and (IV) those benefits which are provided specifically to Managers and Unrepresented employees within selected departments or classifications. Unless otherwise expressly provided, compensation and benefits under this resolution are authorized only for permanent and project employees who work full-time or part-time,twenty (20) or more hours each week. 1. BENEFITS FOR MANAGEMENT,EXEMPT AND UNREPRESENTED EMPLOYEES are provided for those classes listed in Exhibit A. 11. BENEFITS FOR MANAGEMENT AND EXEMPT EMPLOYEES are provided for those classes listed in Exhibit A, excepting the classes listed in Exhibit B. III. BENEFITS FOR ELECTED AND APPOINTED DEPARTMENT HEADS are provided for those classes listed in Exhibit C. IV. SPECIAL BENEFITS FOR MANAGEMENT EMPLOYEES BY DEPARTMENT OR CLASS are provided as indicated in each section. Orig Dept-: Human Resources Department-Eileen Bitten x5-1754 cc: Human Resources Department-Leslie Knight CERTMED COPY County Administrator's Office I certify that this Is a full,two and comw copy of the original document which County Counsel-Vickie L. Dawes Is on file in my offl5e ATTT JOHN SWEETEN Clerk of the board of Auditor—Controller ,T V RESOLUTION NO. 2003/1 1. BENEFITS FOR MANAGEMENT EXEMPT AND UNREPRESENTEDEMPLOYEES 1. Leaves With and 'Without Pay 1.10 Holidays:The County will observe the following holidays during the term covered by this Resolution: New t'ear's Day Labor Day Martin Luther Ding Jr. Day Veteran's Day Washington's Birthday Thanksgiving Day Memorial Day Day after, Thanksgiving Independence Day Christmas Day Such other days as the Board of Supervisors may, by Resolution, designate as holidays. 1.11 Definitions: Work week: The work week begins at 12:00 a.m. (midnight) on Monday and ends at 11:59 p.m. on Sunday. Regular Work Schedule. The regular work schedule is eight (8) hours per day, Monday through Friday, inclusive, for a total of forty (40) hours per week. Flexible Work Schedule: A flexible work schedule is when the employee is regularly scheduled to work other than eight(8) hours per day between Monday and Friday, inclusive. The 9/80 schedule and the 4/10 schedule are two examples of flexible work schedules. Alternate Work Schedule: An alternate work schedule is any work schedule where the employee is regularly scheduled to work five (5) days per week, but the employee's regularly scheduled two (2) days off are NOT Saturday and Sunday. 1.12 Holidays: Employees on regular, flexible, and alternate work schedules are entitled to observe a holiday(day off work),without a reduction in pay,whenever a holiday is observed by the County. Any holiday observed by the County that falls on a Saturday is observed on the preceding Friday and any holiday that falls on a Sunday is observed on the following Monday. 1.13 Holidays - Flexible and Alternate Work Schedules: When a holiday falls on the regularly scheduled day off of any employee who is on a flexible or alternate work schedule, the employee is entitled to take the day off, without a reduction in pay, in recognition of the holiday. These employees are entitled to request another day off within the same work week in recognition of their regularly scheduled day off. The requested day off must be within the same work week as the holiday and it must be pre-approved by the employee's supervisor. If the day off is not approved by the supervisor, it is lost. 1 RESOLUTION NO. 2003/1 1.14 Holidays- Part-Time Employees: Permanent, part-time employees are entitled to observe a holiday (day off work) in the same ratio as the number of hours in the part time employee's weekly schedule bears to forty (40) hours. 1.15 No Overtime Pay, Holiday Pay, or Comp Time: Unrepresented, management, and exempt employees are not entitled to receive overtime pay, holiday pay, overtime compensatory time, or holiday compensatory time. Employees who are unable or not permitted to observe a holiday (take the day off), are authorized to receive overtime pay ONLY IF the employee is on the Overtime Exempt Exclusion List (see Section 11). 1.16 Personal Holiday Credit: Employees are entitled to accrue two (2) hours of personal holiday credit each month. This time is prorated for part time employees. No employee may accrue more than forty (40) hours of personal holiday credit. On separation from County service, employees are paid for any unused personal holiday credit hours at the employee's then current rate of pay, up to a maximum of forty (40) hours. 1.20 Vacation: Employees are entitled to accrue paid vacation credit not to exceed the maximum cumulative hours as follows: Monthly Maximum Accrual Cumulative Length of Service Hours Hours Under 11 years 10 240 11 years 10-2/3 256 12 years 11-113 272 13 years 12 288 14 years 12-2/3 304 15 through 19 years 13-1/3 320 20 through 24 years 16-2/3 400 25 through 29 years 20 480 30 years and up 23-1/3 560 1.30 Employees are entitled to accrue paid sick leave credit in accordance with the provisions of the County Salary Regulations and Administrative Bulletin 411.6 on Sick Leave Policy adopted April 8, 1992, as amended. 1.40 Part-Time Employees: Part-time employees are entitled to accrue paid vacation and sick leave credit on a pro-rata basis. 1.50 Family Care Leave: The provisions of Section 1006.3 of the Personnel Management Regulations and Resolution No. 94/416, as amended, relating to Leaves of Absence and Family Care Medical Leave apply to all employees covered by this Resolution. 2 RESOLUTION NO. 2003/1 1.60 Leave Without Pay-Use of Accruals: The provisions of Section 1006.6 of the Personnel Management Regulations, as amended, relating, to use of accruals while on leave without pay, apply to all employees covered by this Resolution. 2. Health and Dental Benefits 2.10 Health Plan Coverages: Effective January 1, 2004, the County will provide the medical and dental coverage for Management, Exempt, and Unrepresented employees and for their eligible family members, expressed in one of the Health Plan contracts and one of the Dental Plan contracts between the County and the following providers: a. Contra Costa Health Plans (CCHP), Plan A b. Contra Costa Health Plans (CCHP), Plan B c. Kaiser Foundation Health Plan d. Health Net HMO e. Health Net PPO f. Delta Dental g. PMI Delta Care Dental 2.11 County Health and Dental Plan Contribution Rates: The County will pay the following proportions of the monthly premium charge for employees and for their eligible family members: a. Contra Costa County Health Plans, Plan A, ninety-eight percent (98%). b. Contra Costa County Health Plans, Plan B, Ninety percent (90%). c. Kaiser Foundation Health Plan, eighty percent (80%) d. Health Net HMO, eighty percent (80%). e. Health Net PPO, sixty-six and 27/100 percent (66.27°I%), provided that the County will pay only fifty percent (50%) of any premium increase after January 1, 2000. f. Delta Dental and PMI Delta Care Dental when combined with Contra Costa County Health Plans, Plan A or Plan B, ninety-eight percent (98%). g. Delta Dental when combined with Kaiser Foundation Health Plan,Health Net HMO or Health Net PPO, seventy-eight percent (78%). h. PMI Delta Care Dental when combined with Kaiser Foundation Health Plan, Health Net HMO, or Health Net PPO, seventy-eight percent (78%). i. Delta Dental or PMI Delta Care Dental not combined with any health plan, one hundred percent (100%) less one cent ($.01). 2.12 Life Insurance Benefit Under Health and Dental Plans: For employees who are enrolled in the County's program of medical or dental coverage, term life insurance in the amount of seven thousand five hundred dollars($7,50{0 will be provided by the County as part of the County's contribution to the cost of medical or dental coverage. 2.13 Supplemental Life Insurance: In addition to the life insurance benefits provided by this resolution,employees may subscribe voluntarily and at their own expense for supplemental life insurance. Employees may subscribe for an amount not 3 RESOLUTION NO. 2003/1 to exceed five hundred thousand dollars($500,000)guaranteed issue provided the election is made within the required enrollment periods. 2.14 Health Plan Coverages and Provisions: The following provisions are applicable regarding County Health Plan participation: a. Health. Dental and Life Participation by Other Employees: Permanent part- time employees working nineteen (19) hours per week or less and permanent-intermittent employees may participate in the County Health or Dental plans (with the associated seven thousand five hundred dollars [$7,500] life insurance benefit) at the employee's full expense. b. Employee Contribution Deficiencies:The County's contribution to the Health Plan premium is payable for any month in which the employee is paid. If an employee's compensation in any month is not sufficient to pay the employee share of the premium, the employee must make up the difference by remitting the unpaid amount to the Auditor—Controller. The responsibility for this payment rests with the employee. c. Leave of Absence: The County will continue to pay the County share of health care premiums for enrolled employees who are on an approved paid or unpaid leave of absence for a period of thirty days (30) or more provided the employee's share of the health care premium is paid by the employee. 2.15 Retirement Coverage: a. Upon retirement, employees and their eligible family members may remain in their County health/dental plan, but without County-paid life insurance coverage,if immediately before their proposed retirement the employees and dependents are either active subscribers to one of the County contracted health pians or if while on authorized leave of absence without pay, they have retained continuous group or individual conversion membership during the leave period. For the term of this Resolution, the County will make the medical and dental plan contributions expressed in Section 2.11 for such retired employees and their eligible family members. b. Eml2loyees Who File For Deferred Retirement: Employees, who resign and file for a deferred retirement and their eligible family members,may continue in their County group health and dental plan under the following conditions and limitations. 1. Health and dental coverage during the deferred retirement period is totally at the expense of the employee, without any County contributions. 2. Life insurance coverage is not included. 3. To continue health and dental coverage, the employee must: 4 RESOLUTION NO. 2003/1 i. be qualified for a deferred retirement under the 1937 Retirement Act provisions; ii. be an active member of a County group health and/or dental plan at the time of filing their deferred retirement application and elect to continue plan benefits; iii. be eligible for a monthly allowance from the Retirement System and direct receipt of a monthly allowance within twenty-four (24) months of application for deferred retirement; and iv. file an election to defer retirement and to continue health benefits hereunder with the County Benefits Division within thirty(30)days before separation from County service. 4. Deferred retirees who elect continued health benefits hereunder and their eligible family members may maintain continuous membership in their County health and/or dental plan group during the period of deferred retirement by paying the full premium for health and dental coverage on or before the 11 to of each month, to the Contra Costa County Auditor—Controller. When the deferred' retirees begin to receive retirement benefits, they will qualify for the same health and/or dental plan coverage and County subvention to which retirees who did not defer retirement are entitled. 5. Deferred retirees may elect continued health benefits hereunder after retirement and may elect not to maintain participation in their County health and/or dental plan during their deferred retirement period, in which case they and their eligible family members will qualify for the same coverage and County subvention in any County health and/or dental plan when they begin to receive retirement benefits as retirees who did not defer retirement are entitled,provided such reinstatement to a County group health and/or dental plan will only occur following a three(3)full calendar month waiting period after the month in which their retirement allowance commences. 6. Employees who elect deferred retirement will not be eligible in any event for County health or dental plan subvention unless the member draws a monthly retirement allowance within twenty-four(24)months after separation from County service. 7. Deferred retirees and their eligible family members are required to meet the same eligibility provisions for health/dental plans as active/retired employees. 2.16 Dual Coverage: a. If a husband and wife both work for the County and one (1) of them is laid off, the remaining employee, if eligible, will be allowed to enroll or transfer into the health coverage combination of his/her choice. b. An eligible employee who loses medical or dental coverage through a spouse will be allowed to enroll or transfer into the County contracted health coverage combination of his/her choice within thirty (30) days of the date coverage is no longer afforded under the spouse's plan. 5 RESOLUTION NO. 2003/1 2.17 Family Member Eli ibilit&,riteria. The following persons may be enrolled as the eligible Family Members of a medical or dental plan Subscriber: a. The Subscriber's Spouse. b. The Subscriber's Domestic Partner. c. The following children, provided that the child is dependent, unmarried and under twenty-five (years) years of age: i. The natural or legally adopted child of a subscriber or the subscriber's spouse or domestic partner, including newborn children and children placed in the physical custody of a member for adoption. In the case of an adopted child, proof of eligibility by a court adoption order and a copy of a United States income tax return showing the child as a dependent may be required. ii. A foster child for whom the subscriber of the subscriber's spouse or domestic partner is the legal guardian and primary source of support. Nevertheless, foster children who are eligible for Medi-Cal coverage are not eligible for coverage under the County health plans. In the case of a foster child, proof of eligibility by a copy of a Social Service Foster Care Agreement and a letter from the Employment and Human Services Department verifying that the child s not eligible for Medi-Cal coverage, will be required. iii, For dependents aged nineteen (19)to twenty-five(25), a statement may be required to verify that the child is legally dependent in accordance with Internal Revenue Service requirements. iv. Attainment of limiting age will not terminate coverage of a child while the child is and continues to be both (a) incapable of self-sustaining employment by reason of mental retardation or physical handicap and(b) chiefly dependent upon the Member for support and maintenance, proved the proof of such incapacity and dependency is furnished to the Plan Administrator by the Subscriber within the thirty-one(31)days of the child's twenty-fifth (25"') birthday and annually thereafter, if required by the Plan Administrator. 2.13 Catastrophic Leave_Bank: All employees are included in the Catastrophic Leave Bank and will be allowed to designate a portion of accrued vacation, compensatory time, holiday compensatory time or floating holidays to be deducted from the donor's existing balances and creditedto the bank or a specific eligible employee. a. The County Human Resources Department will operate a Catastrophic Leave Bank which is designed to assist any County employee who has exhausted all paid accruals due to a serious or catastrophic illness, injury,or condition of the employee or family member. The program establishes and maintains a Countywide bank wherein any employee who wishes to contribute may authorize that a portion of his/her accrued vacation, compensatory time, holiday compensatory time or floating holiday be deducted from those account(s) and credited to the Catastrophic Leave Bank. Employees may donate hours either to a specific'eligible employee 6 RESOLUTION NO. 2003/1 or to the bank. Upon approval, credits from the Catastrophic Leave Bank may be transferred to a requesting employee's Sick leave account so that employee may remain in paid status for a longer period of time,thus partially ameliorating the financial impact of the illness, injury or condition. Catastrophic illness or injury is defined as a critical medical condition,a long- term major physical impairment or disability which manifests itself during employment. b. The plan will be administered under the direction of the Director of Human Resources. The Human Resources Department will be responsible for receiving and recording all donations of accruals and for initiating transfer of credits from the Bank to the recipient's sick leave account. Disbursement of accruals are subject to the approval of a six (6) member committee composed of three(3)members appointed by the Counter Administrator and three (3) members appointed by the majority representative employee organizations. The committee will meet as necessary to consider all requests for credits and will make determinations as to the appropriateness of the request. The committee will determine the amount of accruals to be awarded for employees whose donations are non-specific. Consideration of all requests by the committee will be on an anonymous requester basis. c. Hours transferred from the Catastrophic Leave Bank to a recipient will be in the form of sick leave accruals and will be treated as 'regular sick leave accruals. d. To receive credits under this plan, an employee must have permanent status, must have exhausted all time off accruals to a level below eight (8) hours total, have applied for a medical leave of absence and have medical verification of need. e. donations are irrevocable unless the donation to the eligible employee is denied. Donations may be made in hourly blocks with a minimum donation of not less than four(4)hours from balances in the vacation, holiday,floating holiday, compensatory time or holiday compensatory time accounts. Employees who elect to donate to a specific individual will have seventy-five percent (75%) of their donation credited to the individual and twenty-five percent (25%) credited to the Catastrophic Leave Bank. f. Time donated will be converted to a dollar value and the dollar value will be converted back to sick leave accruals at the recipient's base hourly rate when disbursed. Credits will not be on a straight hour-for-hour basis. All computations will be on a standard 173.33 basis, except that employees on other than a forty(40) hour week will have hours prorated according to their status. g. Each recipient is limited to a total of one thousand forty (1046) hours or its equivalent per catastrophic event; each donor is limited to one hundred twenty (120) hours per calendar year. h. All appeals from either a donor or recipient will be resolved on a final basis by the Director of Human Resources. 7 RESOLUTION NO. 200311 i. No employee has any entitlement to catastrophic leave benefits. The award of Catastrophic Leave is at the sole discretion of the committee, both as to amounts of benefits awarded and as to persons awarded benefits. Benefits may be denied,or awarded for less than six(6)months. The committee may limit benefits in accordance with available contributions and choose from among eligible applicants on an anonymous basis those who will receive benefits, except for hours donated to a specific employee. In the event a donation is made to a specific employee and the committee determines the employee does not meet the Catastrophic Leave Bank criteria, the donating employee may authorize the hours to be donated to the bank or returned to the donor's account. The donating employee has fourteen (14) calendar days from notification to submit his/her decision regarding the status of their donation, or the hours will be irrevocably transferred to the Catastrophic Leave Bank. j. Any unused hours transferred to a recipient will be returned to the Catastrophic Leave Bank. 2.19 Health Care Spending Account:After six(6)months of permanent employment, employees may elect to participate in a Health Care Spending Account(HCSA) Program designated to qualify for tax savings under Section 125 of the Internal Revenue Code, but such savings are not guaranteed. The HCSA Program allows employees to set aside a predetermined amount of money from their pay, not to exceed three thousand dollars($3,000)per year, of before tax dollars,for health care expenses not reimbursed by any other health benefits plan. HCSA dollars can be expended on any eligible medical expenses allowed by Internal Revenue Code Section 125. Any unused balance is forfeited and cannot be recovered by the employee. 2.20 PERS Long-Term Care:The County will deduct and remit monthly premiums to the PERS Long-Term Care Administrator for employees who are eligible and voluntarily elect to purchase long-term care at their personal expense through the PERS Long-Term Care Program. 2.21 Dependent Care Assistant Program. The County will offer the option of enrolling in a Dependent Care Assistance Program (DCAP) designed to qualify for tax savings under Section 129 of the Internal Revenue Code, but such savings are not guaranteed. The program allows employees to set aside up to five thousand dollars ($5,000) of annual salary (before taxes) per calender year to pay for eligible dependent care (child and elder care) expenses. Any unused balance is forfeited and cannot be recovered by the employee. 3. Personal Protective Equipment: The County will reimburse employees for safety shoes and prescription safety eyeglasses in those Management, Exempt and Unrepresented classifications which the County Administrator has determined eligible for such reimbursement. 3.10 Safety Shoes. The County will reimburse eligible employees for the purchase and repair of safety shoes in an amount not to exceed two hundred twenty-five 8 RESOLUTION NO. 2003/1 dollars ($225)for the two (2) year period commencing January 1, 2002. There is no limit on the number of shoes or number of repairs allowed. 3.11 SafetX Eveglasses. The County will reimburse eligible Management, Exempt and Unrepresented employees for prescription safety eyeglasses which are approved by the County and are obtained from and establishment approved by the County. 4. Mileane Reimbursement: The County will pay a mileage allowance for the use of personal vehicles on County business at the rate allowed by the Internal Revenue Service (IRS) as a tax deductible expense, adjusted to reflect changes in this rate on the date it becomes effective or the first of the month following announcement of the changed rate by the IRS, whichever is later. 5. Retirement Contribution: Pursuant to Government Code Section 31581.1,the County will pay fifty percent (50%) of the retirement contributions normally required of members. Employees are responsible for payment of the employee's contribution for the retirement cost-of-living program as determined by the Board of Retirement of Contra Costa County Employees'Retirement Association without the County paying any part of the employee's share. The County will continue to pay the employer's share of the retirement cost-of-living program contribution. 6. 4141-12 Participation: The County will continue to implement Section 414(h) (2)of the Internal Revenue Code which allows the County Auditor—Controller to reduce the gross monthly pay of employees by an amount equal to the employee's total contribution to the County Retirement System before Federal and State income taxes are withheld,and forward that amount to the Retirement system. This program of deferred retirement contribution will be universal and non-voluntary as is required by statute. 7. Training 7.10 All full-time employees (excluding attorney classes) are eligible for career development training reimbursement not to exceed six hundred fifty dollars ($650)per fiscal year. The reimbursement of training expenses includes books and is governed by any Administrative Bulletins on Travel or Training. 7.11 Management Development Policy: Employees are authorized to attend professional training programs, seminars, and workshops, during normal work hours at the discretion of their Department Head, for the purpose of developing knowledge, skills, and abilities, in the areas of supervision, management, and County policies and procedures. Up to thirty (30) hours of such training time is recommended annually. a. Departments are encouraged to provide for professional development training exceeding thirty (30) hours annually for people newly promoted to positions of direct supervision. b. Priority is given to professional training programs offered through the Contra Costa Training Institute. Other related and appropriate training/education resources approved by the department are also allowable. 9 RESOLUTION NO. 2003/1 c. To encourage personal and professional growth, the County provides reimbursement for certain expenses incurred by employees for job-related training (required training and career development training/education). Provision for eligibility and reimbursement is identified in Administrative Bulletin 112.9. d. The Department Head is responsible for authorization of individual professional development reimbursement requests. reimbursement is through the regular demand process with demands being accompanied by proof of payment (copy of invoice or canceled check). 8. Bilingual Pay Differential: A monthly salary differential will be paid to incumbents of positions requiring bilingual proficiency as designated by the Appointing Authority and the Director of Human resources. The differential will be prorated for employees working less than full time and/or on an unpaid leave of absence during any given month. The differential is eighty dollars ($80.00) per month. Designation of positions for which bilingual proficiency is required is the sole prerogative of the County, and such designations may be amended or deleted at any time. 9. Higher pav for Work in a Higher Classification: The County Salary Regulations notwithstanding, when an employee is required to work in a higher paid classification, the employee will receive the higher compensation for such work, pursuant to the County Salary Regulations, plus any differentials and incentives the employee would have received in his/her regular position. Unless the Board has by Resolution otherwise specified, the higher pay entitlement will begin on the 415` consecutive hour in the assignment. 10. Workers' Compensation and Continuing Pay: For all accepted workers' compensation claims filed with the County on or after January 1, 2000, employees will receive eighty-six percent(86%)of their regular monthly salary during any period of compensable temporary disability not to exceed one (1) year. Pay based on accepted workers' compensation claims filed before January 1, 2000, will be paid as provided in resolution No. 96/488. If workers' compensation benefits become taxable income,the County will restore the former benefit level,one hundred percent (100%) of regular monthly salary. 10.1 Waiting Period: There is a three (3) calendar day waiting period before workers' compensation benefits commence. If the injured worker loses any time on the date of injury, that day counts as day one '(1) of the waiting period. If the injured worker does not lose time on the date of the injury, the waiting period is the first three (3)days following the date of the injury. The time the employee is scheduled to work during this waiting period will be charged to the employee's sick leave and/or vacation accruals. In order to qualify for workers' compensation the employee must be under the care of a physician. Temporary compensation is payable on the first three(3)days of disability when the injury necessitates hospitalization, or when the 10 RESOLUTION NO. 2003/1 disability exceeds fourteen (14) days. 10.2 Continuing Pay:A permanent employee will receive eighty-six percent(86%) of regular monthly salary in lieu of workers'compensation during any period of compensable temporary disability not to exceed one year. "Compensable temporary disability absence"for the purpose of this Section, is any absence due to work-connected disability which qualifies for temporary disability compensation under workers'compensation law set forth in Division 4 of the California Labor Code. When any disability becomes medically permanent and stationary,the salary provided by this Section will terminate. No charge will be made against sick leave or vacation for these salary payments. Sick leave and vacation rights do not accrue for those periods during which continuing pay is received. Employees are entitled to a maximum of one(1) year of continuing pay benefits for any one injury or illness. Continuing pay begins at the same time that temporary workers' compensation benefits commence and continues until either the member is declared medically permanent/stationary, or until one (1)',year of continuing pay, whichever comes first, provided the employee remains in an active employed status. Continuing pay is automatically terminated on the date an employee is separated from County service by resignation,retirement,layoff, or the employee is no longer employed by the County. In these instances, employees will be paid workers' compensation benefits as prescribed by workers'compensation laws. All continuing pay must be cleared through the County Administrator's Office, Risk Management Division. 10.3 Physician Visits: Whenever an employee who has been injured on the job and has returned to work is required by an attending physician to leave work for treatment during working hours, the employee is allowed time off, up to three(3)hours for such treatment,without loss of pay or benefits. Said visits are to be scheduled contiguous to either the beginning or end of the scheduled workday whenever possible. This provision applies only to injuries/illnesses that have been accepted by the County as work related. 10.4 Labor Code §4850_ Exclusion: The foregoing provisions for workers' compensation and continuing pay are inapplicable in the base of employees entitled to benefits under Labor Code Section 4850. 11. Other Terms and Conditions of Empiovment 11.10 Overtime Exempt Exclusion: Employees in unrepresented, management, and exempt classifications are overtime exempt and are not eligible for overtime pay, holiday pay, overtime compensatory time, or holiday compensatory time. Instead, these employees are awarded Annual Management Administrative Leave in recognition of the extra burden their job responsibilities may sometimes place on their work schedules. However, 11 RESOLUTION NO. 2003/1 unrepresented, management, and exempt employees may be made eligible for overtime pay if their names are placed on the Overtime Exempt Exclusion List by the County Administrator's Office. Employees on the Overtime Exempt Exclusion List are authorized to receive overtime pay, only. These employees are NOT eligible for holiday pay,overtime compensatory time,or holiday compensatory time. Employees on the Overtime Exempt Exclusion List are also NOT eligible for Annual Management Administrative Leave for the quarter they are on the Overtime Exempt Exclusion',List. The policies and procedures for the Overtime Exempt Exclusion List are set forth in the County Administrator's memo of November 6, 2002, as may be periodically amended. Employees may be approved for placement on the Overtime Exempt Exclusion List if and when they are assigned to a spacial or temporary project or task that requires persistent,excess work hours,without relief from their regular job duties. Overtime pay will not be authorized as a means to address normal staffing or operational issues. 11.11 Overtime: Employees on the Overtime Exempt Exclusion List will be compensated at one and one-half (1.5) times their base rate of pay (excluding differentials) for authorized work exceeding eight (8) hours in a day or forty (40) hours in a week. 11.12 Length of Service Credits: Length of service credit will date from the beginning of the last period of continuous County employment including temporary, provisional and permanent status and absences on an approved leave of absence; except that when an employee separates from a permanent position in good standing and is subsequently re-employed in a permanent County position within two(2)years from dateof separation, the period of separation will be bridged. Under these circumstances,the service credits will include all credits accumulated at time of separation but will not include the period of separation. The service credits of an employee are determined from employee status records maintained by the Human Resources Department. 11.13 Mirror Classifications: As determined by the Director of Human Resources, employees in unrepresented job classifications which mirror Management, represented or unrepresented job classifications may receive the salary and fringe benefits that are received by employees in the comparable mirror classifications. 11.14 Deep Classes: No provision of this Resolution regarding terms and conditions of employment supersedes any provision in any Deep Class Resolution. 11.15 Administrative Provisions: The County Administrator may establish guidelines,bulletins or directives as necessary to further define or implement the provisions of this resolution. 12 RESOLUTION NO. 2003/1 It. BENEFITS FOR MANAGEMENT AND EXEMPT EMPLOYEES Employees will receive the benefits provided under Part I and following additional benefits: 12. Management Longevity_Pav: A. Employees who have completed ten (10 years of appointed service for the County will receive a two and one-half percent (2.5%) longevity differential. B. Employees in positions ineligible to receive vacation or sick leave accruals or to convert a portion of those accruals to cash under the terms of this Resolution are eligible to receive a five percent (5%) longevity differential upon the completion of ten (10) years service. 13. Deferred Compensation Incentive: The County will contribute sixty dollars ($60) per month to employees who participate in the County's Deferred Compensation Plan. To be eligible for this incentive, employees must contribute to the deferred compensation plan as indicated below. Employees with Qualifying Base Monthly Contribution Current Monthly Contribution Required to Maintain Salary of: Amount Incentive Program Eligibility $2,500 and below $250 $50 $2,501 — 3,334 $500 $50 $3,335 —4,167 $750 $50 $4,168 — 5,000 $1,000 50 $5,001 —5,834 $1,500 $100 $5,835—6,667 $2,000 $100 $6,666 and above $2,500 $100 Employees who discontinue contributions or who contribute less than the required amount per month for a period of one(1)month or more Wil no longer be eligible for the sixty dollar($60)County supplement. To reestablish eligibility,employees must again make a Base Contribution Amount as set forth above 'based on current monthly salary. Employees with a break in deferred compensation contributions either because of an approved medical leave or an approved financial hardship withdrawal will not be required to reestablish eligibility. Further,employees who lose eligibility due to displacement by layoff, but maintain contributions at the required level and are later employed in an eligible position,will not be required to reestablish eligibility. 14. Annual Management Administrative Leave: A. On January 1'`of each year, full-time unrepresented, management, and exempt employees will be credited with sixty(60)hours of paid Management Administrative Leave. This time is non-accruable and all balances will be zeroedout on December 31 of each year. 13 RESOLUTION NO. 2003/1 B. Permanent part-time employees are eligible for Management Administrative Leave on a prorated basis,based upon their position hours. Permanent-intermittent employees are not eligible for Management Administrative Leave. C. Employees appointed (hired or promoted) to unrepresented, management, or exempt positions are eligible for Management Administrative Leave on the first day of the month following their appointment date and will receive Management Administrative Leave on a prorated basis for that first year. D. Unrepresented, management, and exempt employees on the Overtime Exempt Exclusion List are authorized to receive overtime pay; therefore, their Management Administrative Leave will be reduced by 25%each time the employee is on the List. The 25%reduction will be deducted from the employee's current leave balance, but if there is no balance, it will be deducted from future awarded Annual Management Administrative Leave. This section does not apply to the unrepresented, management, and exempt attorneys of the Offices of the District Attorney, County Counsel, and Public Defender (Bee Section 33). 15. Management Life Insurance: Employees are covered at County expense by term life insurance in the amount of forty seven thousand dollars($47,000) in addition to the insurance provided under Section 2.12. 16, Vacation Buy Back: A. Employees may elect payment of up to one-third (1/3) of their annual vacation accrual, subject to the following conditions: (1) the choice can be made only once in each calendar year; (2)payment is based on an hourly rate determined by dividing the employee's monthly salary by 173.33; and '(3) the maximum number of vacation hours that may be paid in any calendar year is one-third(1/3) of the annual accrual. B. In those instances where a lump-sum payment has been made to Management employees as a retroactive general salary adjustment for a portion of the calendar year which is subsequent to exercise by a Management employee of the vacation buy-back provision herein, that employee's vacation buy-back will be adjusted to reflect the percentage difference in base pay rates upon which the lump-sum payment was computed, provided that the period covered by the lump-sum payment was inclusive of the effective date of the vacation buy-back. 17. Professional Developmont Reimbursement: Employees (excluding Department Heads,their Chief Assistant(s),Engineering Managers,and all Attorney classes)are eligible for reimbursement of up to five hundred twenty-five dollars ($525)for each two(2)year period beginning on January 1, 1999, for memberships in professional organizations, subscriptions to professional publications, attendance fees at job- related professional development activities and purchase of computer hardware and software. In order to receive reimbursement, the employee must have been in an eligible classification when the expense was incurred. 14 RESOLUTION NO. 2003/1 In order to receive reimbursement for the 2003-2004 period,the expense must have been incurred during the period beginning January 1, 2003, through December 31, 2004. Individual professional development reimbursement requests must be approved by the Department Head. Reimbursement occurs through the regular demand process with demands being accompanied by proof of payment(copy of invoice or canceled check). 18. Sick Leave Incentive Plan: Employees may be eligible for a payoff of a part of unused sick leave accruals at separation, This program is an incentive for employees to safeguard sick leave accruals as protection against wage loss due to time lost for injury or illness. Payoff must be approved by the Director of Human Resources, and is subject to the following conditions: A. The employee must have resigned in good standing. B. Payout is not available if the employee is eligible to retire. C. The balance of sick leave at resignation must be at least seventy percent(70%) of accruals earned in the preceding continuous period of employment excluding any sick leave use covered by the Family and Medical Leave Act, the California Family Rights Act, or the California Pregnancy Disability Act'. D. Payout is by the following schedule: Years of Payment Payment of Unused Continuous Service Sick Leave Payable 3—5 years 30% 5—7 years 40% 7 plus years 50% E. No payoff will be made pursuant to this section unless the Contra Costa County Employees' Retirement Association has certified that an employee requesting a sick leave payoff has terminated membership in, and has withdrawn his or her contributions from, the Retirement Association. F. It is the intent of the Board of Supervisors that payments pursuant to this section preclude County retirement benefits resulting from employment by this County or Districts governed by the Board. 19. Video Qispiay Terminal (VDT) Users Eve Examination: Employees are eligible to receive an annual eye examination on County time and at County expense provided that the employee regularly uses a video display terminal at least an average of two (2) hours per day as certified by their department. 15 RESOLUTION NO. 2003/1 Employees certified for examination under this program must make their request through the Benefits Service Unit of the County Human Resources Department. Should prescription VDT eyeglasses be prescribed for the employee following the examination, the County agrees to provide, at no cost, basic VDT eye wear consisting of a ten dollar {$10} frame and single, bifocal or trifocal lenses. Employees may, through individual arrangement between the employee and the employees' doctor and solely at the employee's expense, include blended lenses and other care, services or materials not covered by the Plan. 20. Long-Term Disability Insurance:The County will continue in force the Long-Term Disability Insurance program with a replacement limit of eighty'-five (85%) of total monthly base earnings reduced by any deductible benefits. Ill. BENEFITS FOR ELECTED AND APPOINTED DEPARTMENT HEADS Department Heads will receive the benefits provided under Part I and Part II and the following additional benefits: 21. Executive Automobile Allowance: Effective July 1,2000,the County Administrator and the following appointed Department Heads and elected Department Heads are eligible to receive a monthly automobile allowance plus mileage at the rate per mile allowed by the Internal Revenue Service(IRS)as a deductible expense. Receipt of the automobile allowance means that the recipients must furnish a private automobile for County business. Allowance is made as follows: A. County Administrator= $550 per month B. Elected Department Heads = $500 per month Assessor District Attorney Auditor—Controller Sheriff—Coroner Clerk—Recorder Treasurer—Tax Collector C. Appointed Department Heads = $450 per month Agricultural Commissioner/Director of Weights and Measures Community Services Director County Counsel County Librarian County Probation Officer County Veteran's Service Officer County Welfare Director Director of Animal Services Director of Building Inspection Director of Community Development Director of General Services Director of Health Services Director of Human Resources Director of Information Technology LAFCO Director 16 RESOLUTION NO. 2008/1 Public Defender Public Works Director Retirement Administrator If use of a County vehicle is temporarily required as a result of an emergency such as an accident or mechanical failure to the recipient's personal automobile, with the approval of the General Services Department, a County vehicle may be utilized. The General Services Department will charge the recipient's department for the cost of the County vehicle usage consistent with County Policy. 22. Executive Life Insurance: In lieu of the insurance provided under Section 15, Department Heads are covered at County expense by term life insurance in the amount of fifty thousand dollars($50,000)additional to the insurance provided under Section 2.12. 23. Executive Professional Development Reimbursement: Department Heads and their chief assistant(s)are eligible for reimbursement of up to eight hundred twenty- five dollars ($825) for each two (2) year period beginning January 1, 1099 for memberships in professional organizations, subscriptionsto professional organizations, subscriptions to professional publications attendance fees at job- related professional development activities and purchase of computer hardware and software. In order to receive reimbursement, the employee must have been in an eligible classification when the expense was incurred. In order to receive reimbursement for the 2003-2004 period,the expense must have been incurred during the period beginning January 1, 2003 through December 31, 2004. 24. Elected Department Heads: The Elected Department Heads are the Assessor, Auditor—Controller, Clerk—Recorder, District Attorney—Public Administrator, Sheriff-Coroner, and Treasurer—Tax Collector. 25. Elected Department Head Benefits: Elected Department Heads will receive only the following benefits under Parts 1, 11, and III, together with such benefits as may be authorized under Part IV: A. The benefits provided under Part 1, Sections 2.10, 2.11, 2.12, 2.13, 2.14, 2.15, 2.16, 2.17, 2.19, 2.20, 2.21, 5, 6, 7, 8, 10, 11.12. B. The benefits provided under Part 11, Sections 12, 13 and 20. C. As compensation for not accruing paid vacation credit, in addition to the benefits of Part 11, Section 13, six thousand dollars($6,000)as a deferred compensation contribution will be added to the elected department head's deferred compensation account effective July 1 of each year(commencing July 1, 2000). If after July 1, but prior to June 30 of the next succeeding year, for any reason, the elected department head's occupancy of office terminates and/or expires, 17 RESOLUTION NO. 2003/1 the elected department head are entitled to an additional deferred compensation account contribution prorated from July 1 to include the time period the elected department head served prior to the next June 30. Further, if, for any reason, all or part of such deferred compensation cannot be paid into a deferred compensation account the elected department head are entitled to an equivalent lump-sum payment. None of the County's six thousand dollar $6,000) contribution may be used to establish eligibility and qualification to receive the additional sixty dollars ($60) monthly contribution otherwise provided by the County. D. The benefits provided under Part III, Sections 21, 22 and 23. IV. SPECIAL BENEFITS FOR MANAGEMENT EMPLOYEES BY DEPARTMENT OR CLASS 26. ACCOUNTING CERTIFICATE DIFFERENTIAL: Incumbents of Management professional accounting, auditing or fiscal officer positions who are duly qualified as a Certified Public Accountant (CPA), Certified Internal Auditor (CIA), Certified Management Accountant (CMA), or Certified Government Financial Manager (CGFM) will receive a differential of five percent (5%) of base monthly salary. 27. Agriculture Department Differential. The classes of Supervising Weights and Measures Inspector (BWHA) and Deputy Agricultural Commissioner (BAHA) will receive a differential of three and one-half percent(3.5%)of base monthly salary for possession of either a valid Commissioner License or a valid Sealer of Weights and Measures License. 28. Angiogram Differential: Employees in the classes of Chief Radiology Technologist (VBHB) and assistant Chief Radiology Technologist (VBHC) when performing an angiogram other than on day shift, Monday through Friday, will be additionally compensated at a flat rate of five hundred dollars($500)per procedure. 29. Animal Services Search Warrant: Employees in the Management classes of Deputy Director of Animal Services(BJDF)and Animal Services Lieutenant(BJHB) will be compensated for time spent in assisting law enforcement agencies in the serving of search warrants. The amount of special compensationper incident is one hundred dollars ($100) and it will continue to be equal to that paid to Animal Services Officers for performing this duty. Only employees involved in actual entry team activities will be so compensated. The department continues to retain the sole right to select and assign personnel to such search warrant duty. 30. Animal Services Uniform Allowance: The uniform allowance for employees in the Management classifications of Animal Services Lieutenant (BJHB) and Deputy Director of Animal Services (BJDF)is eight hundred dollars ($8001)effective July 1, 2001, payable one-twelfth (1/12) of the yearly total in monthly pay warrants. Any other increase in the Uniform Allowance,which may be chanted to Animal Services Officers while this Resolution is in effect, is granted to the Animal Services Management classes. 18 RESOLUTION NO. 2003/1 31. Attorney Fixed—Term Classes: A. The following Fixed—Term attorney classes are ineligible for the Management Benefits listed in (B) below. Deputy County Counsel—Fixed Term (2EWD) Deputy District Attorney—Fixed Term (2KW D) Deputy District Attorney—Fixed Term Flat Rate (2KWF) B. Excepted Benefits 1. Management two and one-half percent (2.5%) LongevityPay Plan (Section 12). 2. Annual Management Administrative Leave (Section 14).' 3. Management Attorney Administrative Leave (Section 33). 4. Management Life Insurance (Section 15). 5. Management Long-Term Disability (Section 2.17). 6. Annual Vacation Buy-Back (Section 16). 7. Attorney Professional Development Reimbursement (Section 34) fifty percent (50%) of the eligibility is available on January 1 and fifty percent (50%) is available on July 1. C. Employees in the Fixed-Term Attorney classes will be credited with forty (40) hours paid administrative leave each January 1, subject to the provisions of Section 14. 32. Attorney State Bar Clues: The County will reimburse employees in the classes listed in Section 34 for California State Bar Membership dues (bait not penalty fees) and, if annually approved in advance by the Department Head', fees for criminal and/or civil specialization. 33. Attorney Management Administrative leave: A. On January 1st of each year, full time unrepresented, management, and exempt attorneys in the Offices of the District Attorney, County Counsel, and Public Defender, excluding fixed-term and contract attorneys, will be credited with eighty (80)hours of Management Administrative Leave. Management Administrative Leave must be used during the calendar year in which it is credited and any unused hours may not be carried forward. B. Attorneys appointed between January 1st and June 30th, inclusive, are eligible for eighty (80) hours of Management Administrative Leave on the first succeeding January 161 and annually thereafter. Attorneys appointed on or after July 15t are eligible for sixty (60) hours of Management Administrative Leave on the first succeeding January 1st and are eligible for eighty (80) hours annually thereafter. 19 RESOLUTION NO. 2003/1 C. Permanent part time attorneys are eligible for Management Administrative Leave on a prorated basis, based upon their position hours, beginning on January 1'S# following their appointment and in the same proportion on each January 1" thereafter. Permanent-intermittent attorneys are not entitled to Management Administrative Leave. D. Unrepresented, management, and exempt attorneys on the Overtime Exempt Exclusion List are authorized to receive overtime pay; therefore, their Management Administrative Leave will be reduced by 25% each time the attorney is on the List. The 25% reduction will be deducted from the employee's current leave balance, but if there is no balance, it will be deducted from future awarded Management Administrative Leave, 34. Attorney Professional development Reimbursement: The County will reimburse employees in the below-listed Management attorney classifications up to a maximum of six hundred dollars ($600) each fiscal year for the following types of expenses: A. Purchase of job-related computer hardware and software. B. Membership dues in legal professional associations. C. Purchase of legal publications. D. Training and travel costs for job-related educational courses. E. Legal online computer services. Any unused accrual may be carried forward to the next fiscal year up to a maximum of eight hundred dollars ($800). The eligible classes are as follows: 20 RESOLUTION NO. 200311 L 35. Assessor.Education Differential: Employees in the Management classes of Principal Appraiser (DADC), Supervising Appraiser (DHHC), Supervising Auditor- Appraiser (DRNA), Assistant County Assessor (DASA) and Assistant County Assessor-Exempt (DABI) is entitled to a salary differential of one and one-Ralf percent(1.5%)of base monthly salary for possession of a certification for educational achievement from at least one of the following: A. American Institute of Real Estate Appraisers Residential Member designation. B. State Board of Equalization Advanced Appraiser Certification. C. International Association of Assessing Officers Residential Evaluation Specialist. D. Society of Auditor-Appraiser Master Auditor-Appraiser designation. E. Society of Real Estate Appraisers Senior Residential Appraiser designation. F. Any other certification approved by the County Assessor and the Director of Human Resources. 36. Assessor Mileairge Reimbursement: Effective October 1, 1999, in lieu of additional mileage reimbursement, the salaries of the Supervising Appraiser and Supervising Auditor-Appraiser classifications are increased by one (1) level. Beginning January 1, 2000, mileage allowance for use of their personal vehicles on County business will be paid at the rate allowed by the Internal Revenue Service. 37. Budget Coordinator Pao: One (1) Senior Deputy County Administrator position designated by the County Administrator to serve as Budget Coordinator, is entitled to receive an additional one thousand dollars ($1000) per month. 38. District Attorney Investigator P.O.S.T.: incumbents of the classes of District Attorney Lieutenant of Inspectors (6KNB), District Attorney Lieutenant of Inspectors—Welfare Fraud(6KWG)and District Attorney Chief of inspectors-Exempt (6KD1) who possess the appropriate certificates beyond the minimum P.O.S.T. qualifications required in their class may qualify for one of the following career incentive allowances: A. A career incentive allowance of two and one-half percent(2.5%)of base monthly salary will be paid to DA Lieutenant of Inspectors and DA Lieutenant of Inspectors-Welfare Fraud for the possession of an Advanced P.O.S.T. certificate. This allowance will be paid to the DA Chief of Inspectors-Exempt for possession of a Management and/or Executive P.O.S.T. Certificate. B. A career incentive allowance of five percent(5%)of base monthly salary will be paid to DA Lieutenant of Inspectors and DA Lieutenant of Inspectors—Welfare Fraud for possession of an Advanced P.O.S.T. certificate and an approved 21 RESOLUTION NO. 2003/1 Baccalaureate Degree. This allowance will be paid to the DA Chief of Inspectors for possession of a Management and/or Executive P.O.S.T. certificate and possession of an approved Baccalaureate Degree. C. A career incentive allowance of seven and one-half percent (7.5%) of base monthly salary will be paid to DA Lieutenant of Inspectors and DA Lieutenant of Inspectors—Welfare Fraud for the possession of an Advanced P.O.S.T. certificate and possession of an approved Master's Degree. This allowance will be paid to the DA Chief of Inspectors—Exempt for possession of an approved Management and/or Executive P.O.S.T. certificate and possession of an approved Master's Degree. No contining education is required in order to be entitled to any of the foregoing allowances. 39. District Attorney Physical Fitness Differential: Management personnel in the Contra Costa County District Attorney's Office in the classes listed below are eligible for a five percent(5%) monthly wage differential for participation in a physical fitness program. To be eligible for this program, Management employees must have attained: 1) four (4) years of experience as a peace officer with Contra Costa County; 2) fifteen (15) years of P.O.S.T. experience, and 3) age thirty-five (35). Continued receipt of this differential requires that the employee annually meet physical fitness standards established the Wellness Division of the Human Resources Department in conjunction with the District Attorney. Management classes eligible are: District Attorney Chief of Inspectors—Exempt (6KD1) District Attorney Lieutenant of Inspectors (6KNB) Lieutenant of Inspectors—Welfare Fraud (6KWG) 40. Engineer Continuing Education Allowance: Public Works employees in the classes of Associate Civil Engineer (NKVC), Assistant County Surveyor (NSGA), Engineering Technician Supervisor—Construction (NSHE), Engineering Technician Supervisor-Land Surveyor (NSHD), Engineering Technician Supervisor-Materials Testing (NSHC), Deputy Public Works Director—Engineering (NADI), Deputy Public Works Director-Transportation Engineering—Exempt(NAD9), Deputy Public Works Director—Transportation Engineering—Exempt(NAD9),Deputy Public Works Director Operations and Maintenance (NAD6), Senior Civil Engineer (NKHA), Senior Traffic Engineer(NKHB),Senior Hydrologist(N9HC)and Supervising Civil Engineer(NKDA) are eligible to receive a two and one-half percent (2.5%) of base monthly salary Continuing Education Allowance for a single year if they complete at least(60)hours of approved education or training or at least three (3) semester units of approved college credit or approved combination thereof, subject to the following conditions. A. The specific education or training to be completed must be submitted in writing by the employee to the Public Works Director or his designee prior to beginning the course work. B. The education or training must be reviewed and approved in advance by the 22 RESOLUTION NO. 2003/1 Public Works Director or his designee as having a relationship to the technical or managerial responsibilities of the employee's current or potential County job classifications. C. Employees who qualify for this differential do so for a period of twelve (12) months commencing the first day of the month after acceptable proof of completion is received by the Public Works Director or his designee. 41. Engineer Professional Development Reimbursement: Engineering Managers will be allowed reimbursement for qualifying professional development expenses and professional engineering license fees required by the employee's classification up to a total of seven hundred dollars ($700) for each two (2) year period beginning January 1, 2000. Allowable expenses include the following activities and materials directly related to the profession in which the individual is engaged as a County employee: A. Membership dues to professional organizations. B. Registration fees for attendance at professional meetings, conferences and seminars. C. Books, journals and periodicals. D. Tuition and text book reimbursement for accredited college or university classes. E. Professional license fess required by the employee's classification. F. Application and examination fess for registration as a professional engineer, architect or engineer-in-training. G. Certain job-related instruments,computer software and computer hardware from a standardized County approved list or with Department Head approval,provided each Engineer complies with the provisions of the Computer Use and Security Policy adopted by the Board of Supervisors and manuals. In order to receive reimbursement, the employee must have been in an eligible classification when the expense was incurred. In order to receive reimbursement for the 2003-2004 period, the expense must have been incurred during the period beginning January 1, 2003, through December 31, 2004. Individual professional development reimbursement requests are subject to approval by the Department Head. Reimbursement occurs through the regular demand process with demands being accompanied by proof of payment (copy of invoice or canceled check). 23 RESOLUTION NO. 200311 42. Engineer Structural Registration Differential: Incumbents of the management classes of Structural Engineer-Building Inspection (NESS), Senior Structural Engineer-Building Inspection (NEVE) and Supervising Structural',Engineer-Building Inspection (FADS) employed in the County Building Inspection Department who possess a valid Certii•icate of Authority to use the title "Structural Engineer' issued by the California State Board of Registration for Professional Engineers are entitled to receive a differential of five percent (5%) of the base monthly salary. 43. Library Department Holidays: For all management and unrepresented employees in the County Library Department, the day after Thanksgiving is deleted as a holiday and the day before Christmas is added as a holiday. 44. Nursing Shift Coordinator Holiday Pay: Permanent part-time and permanent- intermittent employees in the class of Nursing Shift Coordinator who work on a holiday are entitled to receive their choice of overtime pay or compensatory time credit for all hours worked, up to a maximum of eight (8) hours. Limited term employees in the class of Nursing Shift Coordinator who work on a holiday will be compensated at one and one-half(1.5)times the hourly rate for all hours worked, up to a maximum of eight (8) hours. 45. Planner III /-Environmental Planner Assignment Differential: Incumbents in the classes of Planner III (5ATA) and Environmental Planner (5ATC) may be given a five percent (5%) or ten percent (10%) base monthly salarydifferential at the discretion of the Department Head while engaged on special project assignments with major political and/or financial impact. Differentials become effective on the first of the month following the month approved, and terminate on the last day of the month in which the assignment is completed, unless terminated earlier by the Department Head. All differential assignments will be reviewed on July 1 of each year to determine what level of differential, if any, will continue to be paid. 46. Podiatrists-/ Optometrists Unrepresented Status: In addition to all general benefits afforded Unrepresented employees in Section I of this Resolution, the classes of Exempt Medical Staff Podiatrist (VPS2) and exempt Medical Staff Optometrist (VPS1) are also eligible for the following benefits: Educational Leave. Each permanent full-time employee with at least one(1)year of service are entitled to five (5) days leave with pay each year to attend courses, institutions, workshops or classes which meet requirements for American Medical Association Category One Continuing Medical Education. Requests must be submitted for approval in advance to the Medical Director and Service Chief. Permanent part-time employees are entitled to educational leave under this section on a pro-rated' basis. Long-Term Disability Insurance: The County will continue in force the Long-Term Disability Insurance program with a replacement limit of eighty-five percent(85%)of total monthly base earnings reduced by any deductible benefits. Malpractice Coverage. The County will provide coverage under the Continuing Practice Physician's Insurance Plan. 24 RESOLUTION NO. 2003/1 Paid Personal Leave. Permanent full-time employees with three 3)years of service will be credited with five (5) days of non-accruable paid personal leave effective January 1 of each calendar year. Balances not used will be returned to zero (0) at the end of each year. 47. Real; Propgft Agent Advanced Certificate Differential: Employees in the management classes of Assessor (DAA1), Assistant County Assessor (DAB1), Lease Manager(DYDB),Principal Real Property Agent(DYDA)and Supervising Real Property Agent(DYNA)are entitled to receive a monthly differential in the amount of five percent (5%) of base monthly salary for possession of a vapid Senior Member Certificate issued by the International Executive Committee of the International Right of Way Association. Verification of eligibility will be by the Department Head or his/her designee. Eligibility for receipt of the differential begins on the first day of the month following the month in which eligibility is verified by the Department Head. All employees who qualify for the Senior Member certificate must recertify every five (5)years with the international Right of Way Association in order to retain the Senior Member designation and continue to receive the differential. In order to recertify, a Senior Member must accumulate seventy-five (75) hours of approved education which may include successfully completing courses, attending educational seminars or teaching approved courses. 48. Sheriff's Sworn Management P.O.S.T.: Incumbents of the classes of Sheriff- Coroner(6XA1),Undersheriff Exempt(6XB4)and Commander—Exempt(6XD1)who possess the appropriate certificates beyond the minimum P.O.S.T. qualifications required in their class may qualify for one of the following career incentive allowances: A. A career incentive allowance of two and one-half percent (2.5%) monthly base pay will be awarded for the possession of a Management',and/or Executive P.O.S.T. Certificate and possession of an approved Baccalaureate Degree. B. A career allowance of five percent(5%)monthly base pay will be awarded for the possession of a Management and/or Executive P.O.S.T. Certificate and possession of an approved Master's Degree. 49. Sheriff's Continuing Education Allowance: Sheriff's Department employees in the classes of Sheriff's Fiscal Officer(64SJ), Sheriff's Chief of Management Services (APDL),Sheriff's Communication Director-Dispatch Services(64GA),Administrative Services Assistant III (APIA), and Sheriff's Property and Evidence Manager(64HR) are eligible to receive a two and one-half percent (2.5%) of base monthly salary Continuing Education Allowance for any fiscal year in which they complete at least sixty(60)hours of education or training or at least three(3)semester units of college credit or combination thereof, approved by the department, subject to the following conditions: A. An application must be submitted in advance, to the Sheriff's'Department prior to the fiscal year in which the education or training will occur. 25 RESOLUTION NO. 2003/1 B. The education or training must be directly related to the technical or Management duties of the employee's job. C. The course must be reviewed and approved by the Sheriff's Department Standards and Resources Bureau in advance. D. The employee must show evidence of completion with a passing grade. 50. Sheriff's Emergency Services Standby Differential: Employees in the classes of Emergency Planning Specialist—Exempt (9GS1), Emergency Planning Coordinator (9GSA), Senior Emergency Planning Coordinator (9GWB) and County Emergency Services Manager (9GGA) who perform standby duty of the Office of Emergency Services at least one (1)week per month, are entitled to receive a differential in the amount of two and one-half percent (2.5%)of base monthly salary. 51. Sheriff's Physical Fitness Differential: Sworn management personnel in the Contra Costa County Sheriff's Office in the classes listed below are eligible upon completion of fifteen (15) years County service as a full-time, permanent sworn law enforcement officer, for a differential of five percent (5%) of base monthly salary contingent upon the Sheriffs certification of the employee's good faith effort to maintain his/her physical health in accordance with health 'fitness standards established by the Wellness Division of the Human Resources Department in conjunction with the Sheriff's Department. Classes eligible are: Sheriff-Coroner(6XA1) Undersheriff (6X4B) Commander(6XD1) 52. Sherlff's Uniform Allowance: The Sheriff-Coroner (6XA1) and non-sworn management employees in the Sheriff-Coroner's Department will be paid a uniform allowance in the amount of eight hundred dollars ($800) per year effective July 1, 2001, payable one-twelfth (1/12) of the yearly total in monthly pay warrants. The management employees eligible for this uniform allowance are: Sheriff's Fiscal Officer (64SJ), Sheriff's Chief of Management Services (APDC), Sheriff's Communication Director-Dispatch Services(64GA,Sheriff's Administrative Assistant III (ADTA), Sheriff's Director of Support Services (6AFE), Sheriff's Director of Food Services(GAFF),Records Bureau Manager(64HE)and Manager-Central ID Services (64DB). 53. Professional Development Differential for Treasurer-Tax Collector Manmement_Classes: Incumbents of the following listed classifications in the Treasurer-Tax Collector's Department are eligible to receive a monthly differential equivalent to five percent(5%)of base salary for possession of at least one(1)of the following specified professional certifications and for completion of required continuing education requirements associated with the individual certifications. Verification of eligibility for any such differential must be in writing by the Treasurer- Tax Collector or his/her designee. Under this program, no employee may receive more than a single five percent (5%) differential at one time irrespective of the number of certificates held. 26 RESOLUTION NO. 2003/1 Classes eligible are: Treasurer-Tax Collector (S5A1) Assistant County Treasurer-Exempt (55134) Assistant County Tax Collector(SSDF) Treasurer's Accounting Officer (SSSG) Treasurer's Investment Operations Analyst (SSSD) Tax Operations Supervisor (SSHC) Qualifying Certificates: Certified Cash Manager (C.C.M.) Certified Financial Planner(C.F.P.) Certified Government Planner (C.G.F.P.) Certified Treasury Manager (C.T.M.) Chartered Financial Analyst (C.F.A.) 54. public Warks Maintenance Managers Scheduled Day 0 : When a holiday falls on a Friday that is a regularly scheduled day off for Public Works field maintenance employees and those employees take the next Monday off as their regularly scheduled day off pursuant to their Memorandum of Understanding,the Public Works Maintenance Supervisors (PSHl3), Public Works Maintenance Superintendents (PSGA), Public Works Maintenance Coordinators (PSSD),Vegetation Maintenance Supervisors (GPHG), and Public Works Field Operations Managers (PSFB) who supervise, oversee,or support those employees, must also take the next Monday off as their regularly scheduled day off, or they lose the day off. I hereby certify that this is a true and correct copy of an action taken and entered on the minutes of the Board of Supervisors W the date shown. ATTESTED '' < � 3SWEETE ierk of the Board of Su I pArvisors and G44u ty Administrator By is " s Deputy 27 RESOLUTION NO. 2403/1 Exhibit A - Management, Exempt and Unrepresented Employees Job Title Jab Code AAA STAFF ASST. I - PROJ XQW6 ACCOUNTANT € SAWA ACCOUNTANT II SAVA ACCOUNTANT II-PROJECT SAV2 ACCOUNTANTIII _ BATA ACCOUNTANT III-PROD -� _SAV3 ACQUISITIONS LIBRARIAN 3AGB ADMIN AIDE (DEEP CLASS) AP7A ADMINISTRATIVE AIDE-PROJECT ~AP73 ADMINISTRATIVE ANALYST �_ � APWA ADMINISTRATIVE ANALYST-PROJECT APW2 ADMINISTRATIVE COORDINATR � APDG ADMINISTRATIVE INTERN-DEEP CLA AP9A ADMINISTRATIVE SERVICES OFCR_ APDB ADMINISTRATIVE SUPPORT ASST ADSG ADMINISTRATIVE SVCS ASST 11 APVA ADMINSTRATIVE SVCS ASST III APTA AFFIRMATIVE ACTION OFFICER AJDB AFTER SCHOOL PROGRAM SUPV V9HH AG COMM-DIR/WEIGHT & MEAS BAA1 AGING & ADULT SVCS SR STAFF ASXQVB AGING & ADULT SVCS STAFF ASST XQWC AGING/ADULT SERVICES DIRECTOR- XQD2 AGR FIELD ASST _ B9WA AIDS PROGRAM DIRECTOR _ V7DB AIRPORT ENVIRON & COM REL OFF 9BSB ALCOHOLISM PROGRAM CHIEF VEDA AMBULATORY CARE ADMIN VADB AMBULATORY CARE CLIN SUPV V1f1;HJ AMBULATORY CARE REG MGR VAHC ANIMAL CLINIC VETERINARIAN BKS1 ANIMAL SERVICES LIEUTENANT BJHB ANIMAL SERVICES VOLUNTEER COOR ^� BJSS ANIMAL. SVCS PUBLIC EDUC COORD BJSR APPEALS OFFICER _ AD91 AREA AGENCY ON AGING PRGM MGR f— � XQGD ASSESSOR __ DAA1 ASSESSOR'S CLER STAFF MGR JJNG ASSISTANT BUILDING MA€NT MGR GFHF ASSISTANT CHIEF DEPUTY DA-E 203 ASSISTANT CHIEF OPERATING ENG GWHA ASSISTANT CHIEF PUBLIC SVC OFC 64BA ASSISTANT CHIEF, CARD SUPP SRV V5HP ASSISTANT CLINICAL LAB MANAGER VFHD ASSISTANT CLK RCDR DP MANAGER LANE_ ASSISTANT CO ADM-DIR HUMAN RES AGA2 ASSISTANT CO AUDITOR CONTROLLE SAB1 ASSISTANT COUNTY ADMINISTRATOR ADB4 1/10/03 Page 1 of 16 Exhibit A - Management, Exempt and Unrepresented Employees Job Title j Job Code ASSISTANT COUNTY ASSESSOR _ DABA ASSISTANT COUNTY ASSESSOR-EXEM — DABI ASSISTANT COUNTY COUNSEL-EX — 2ED1 ASSISTANT COUNTY LIBRARIAN - BABA ASSISTANT COUNTY LIBRARIAN-EXE _ 3AB1 ASSISTANT COUNTY RECORDER-EXMP ALB3 ASSISTANT COUNTY REGISTRAR-EX �— ALB1 ASSISTANT COUNTY SURVEYORNSGA ASSISTANT COUNTY TAX COLLECTOR SSDF ASSISTANT COUNTY TREASURER-EXE �� � S5134 ASSISTANT CUSTODIAL. MANAGER — GKGC ASSISTANT DIAGNOSTIC IMAG MNGR VBHC ASSISTANT DIR HUMAN RESOURCESAGBC ASSISTANT DIR OF COMMUNITY SVS _ A9KA — ASSISTANT DIR-REHAB THER SVCS_ V5H4 ASSISTANT DIRECTOR OF AIRPORTS 9BN4 ASSISTANT DIRECTOR OF HLTH SVC VCB1 ASSISTANT_DIRECTOR PHARMACY SV VYSC ASSISTANT DIRECTOR-NUTRIT SVCS �— 1KDC ASSISTANT ENVIR SVCS MANAGER 1WGC ASSISTANT FACILITIES MGR VCSH ASSISTANT FLEET MANAGER PMGC ASSISTANT HEALTH SVC SYS DIR VCGC u ASSISTANT LEASE MANAGER —_ DYNB ASSISTANT MATERIEL MANAGER VCHP ASSISTANT PROPERTIES TRUST OFC — XASG ASSISTANT PUBLIC DEFENDER 25DA ASSISTANT PUBLIC DEFENDER-EXEM —— 25D2 ASSISTANT RETIREMENT ADMIN - Al NB ASSISTANT RETIREMENT ADMIN-EX A1131 ASSISTANT RISK MANAGER — AJDP ASSISTANT SHERIFF _ 6XB2 ASSISTANT SHERIFF-CHF EXE ASST i SXBI ASSISTANT TO THE COUNTY ADMIN ADBA ASSISTANT TO THE HLTH SVC DIRVC51 ASSISTANT TO THE HLTH SVCS DIR __ _ VCSD ASSOC CAPITAL FAC PROJ MANAGER — NEVA ASSOC HOSP EXEC DIR-PT CR __ VCDA ASSOCIATE ARCHITECTURAL ENG-PR �— NEV1 ASSOCIATE CIVIL ENGINEER NKVC ASSOCIATE TRAFFIC ENGR N4HA ASST FAMILY LAW FACILITATOR-P _ 2BS9 ATTORNEY ADVANCE-CHLD SPPT SVC -- 29TA ATTORNEY BASIC-CHILD SPPT SVCS 29VA ATTORNEY ENTRY-CHILD SPPT SVCS 29WA AUD CONTR BUSINESS & SYS MNGR APDH AUDITOR I SF_WA AUDITOR 11 _ v SFVA 1/10/03 Page 2 of 16 Exhibit A - Management, Exempt and Unrepresented Employees Job Title Job Carie AUDITOR III _ SFTA AUDITOR-CONTROLLER SAA1 BD OF SUPVR ASSIST-SPEC J994 BD OF SUPVR ASST-CHIEF ASST J995 BD OF SUPVR ASST-GEN OFF J992 BD OF SUPVR ASST-GEN SECTJ993 BIOMEDICAL EQUIPMENT MNGR � � _ V9HD BORN FREE CLINIC COORD VHSC BORN FREE PROD SUPV VHHE BUDGET AND PROJECTS COORD ADF .BUDGET SPECIALIST ISAHK BUDGET SPECIALIST 11 _ SAHL BUDGET SYSTEM ADMINISTRATOR ADSA BUDGET TECHNICIAN ADSC BUILD INSP SPEC PROG COOK FADC BUILDING AND GROUNDS MCR GFDD BUILDING_MAINTENANC_E MANAGER GFDE BUSINESS SVCS REPRESENTATIVE X7SC BUSINESS SYSTEMS ANALYST LTWK BUSINESS SYSTEMS MANAGER — LINE BUYER 1 — STWA BUYER 11STTA C C T V PROD SPEC - PRJ _ ADD3 CABLE TV ADMINISTRATOR ADSB CALIF CHILD SVCS PROG ADMIN VBGC CAPITAL FACILITIES ADMIN ARSE CAPITAL FACILITIES ANYL-P ADT2 CAPITOL PROJECTS DIVISION MNCR_ NECA CARE MANAGEMENT ADMINISTRATOR VQDM CAREER CENTER COORDINATOR X7SB CCHP MEDICAL DIRECTOR-EXEMPT VPD4 CCTV PRODUCTi67N MANAGER_ ADDK CCTV PRODUCTION SPECIALST ADDL CCTV PROGRAM COORDINATOR ADSD CENTRAL LIBRARY MANAGER 3AGC - CENTRAL PROCESSING SUPVR ~ VWNB CENTRAL SERVICES SUPERVISOR 9XDB CHF DEP AGR(COMMR RADA _ CHF DEP SEALER W/M BWDA CHF INFO OFF/DIR OF INFO TECH LTA CHF INVSTGR-PUBLIC DEF 6NNA CHF TRIAL DEPUTY PUB DEF 25DB CHIEF ACCOUNTANT _ SACC CHIEF ANIMAL CONTRf3L SUPV BJDB CHIEF ASSISTANT COUNTY ADMIN ADB1 CHIEF ASSISTANT COUNTY COUNSEL 2ED2 CHIEF ASSISTANT DIRECTOR/CSS _ SMBA CHIEF ASSISTANT PUBLIC DEF 25D1 1/10/03 Page 3 of 16 Exhibit A - Management, Exempt and Unrepresented Employees Job Tide Job Code CHIEF ASST DIRECTOR OF CSS-EX SMB1 CHIEF AUDITOR i SFDB CHIEF CLERK-BOARD OF SU—PV—'— JJDA CHIEF DEP SHERIFF - EXPT _ �6XB3 CHIEF DEP TREASURE/TAX COLL-EX S5B2 CHIEF DEPUTY AERIC COMM/SEALER BABB CHIEF DEPUTY DISTRIC ATTORNEY 2KD2 CHIEF DEPUTY PROBATION OFF€CER7ADC CHIEF DEPUTY PURL ADMIN-EXEMPT AXD1 CHIEF DEPUTY PUBLIC ADMIN _ �_.. �... AXDC CHIEF EXECUTIVE OFFICER-CCHP-E VC3 CHIEF INVESTMENT OFFICER - SSBC CHIEF PED. THERAPIST VSGE CHIEF PUS WKS MTCE SUPT_ PSFA CHIEF PUBLIC SERVICE OFCR 64ND CHIEF STATIONARY ENGINEER GWGA CHIEF, CARDIO SUPPORT SERVICES VSHG CHIEF, PROPERTY CONSERVATION FADE CHILD DEVEL SITE SUPV I-PROJ 991-14 CHILD DEVEL SITE SUPV 1€-PROJ 99N2 CHILD DEVEL SITE SUPV III-PROJ 99N3 CHILD HLTH & DIS PROD MANAGER VBGB CH€LD NUTRT DIV_ NUTRI-PRJ 9JS2 CHILD NUTRT FD OP SUP-PRJ _JS3__ CHILD SPPRT BUSINESS SVCS MNGR APSE CHILD SPPRT SVCS ATTRNY ASST 2Y7C CHILD SUPPORT SERVICES MANAGER SMDA CHILD SUPPORT SUPERVISOR � SMNA CHILD SUPPT INFO} SYS ANALYST LTWJ CHILDREN AND FAMILY SVCS DIR-E �— XADS CHRON DIS & ENV FROG MGR VMHC CIVIL LIT ATTY-ADVANCED2ETG CIVIL LIT ATTY-BASIC LVL `_. 2ETE C€VIL LIT ATTY-STANDARD 2ETF CIVIL OPER SUPV JPHD CLERK RECORDER CLINICAL LAB SUPPORT TECH VFSA CLINICAL LABORATORY MANAGER VFGC &LK-REC DATA PROC MANAGER LAGD COLLECTIONS SERV€CES MGR SMHA COM SVC CONT& GRNT SPEC I 9JW4 _ COMM SVC NUTRITION SUPV-P APS4 COMM SVCS ACCTNT SUPVSR-P 9JH 1 COMM SVCS BLCK GRNT PG CO _ 9JS4 COMM SVCS DEPT OFFICE MNGR-PRJ JJHB COMM SVCS DEPTL SECRTRY-P 9JT2 COMM SVCS DIRECTOR-EXEMPT _ __ 9KA1 COMM SVCS FACILITIES MAINT MNG 9KD5 1/10/03 Page 4 of 16 Exhibit A - Management, Exempt and Unrepresented Employees Job Title Jeb Code COMM SVCS FD SVC MNGR-PRJ APD1 COMM SVCS JUNIOR ACCT-PRJ 9JW2 COMM SVCS PERSONNEL TECH 9J71 COMM SVCS PROG ANALYST-PR 99V8 COMM SVCS PROGRAM MONITOR-PROJ 9855 COMM WARNING SYSTEM_MANAGER --6-4—NE COMM WELL & PREV PRO DIR VMHB COMMANDER-EXEMPT - _ 6XD1 COMMNTY SVC SR ACCT-PROJ 9JV1 COMMUNICABLE DIS PRM CHF V7DA COMMUNITY SVCSF€SCAL OFFICER.__--- APSA COMMUNITY SVS FROG COORU 9KD8 COMP AID GRAFT & UES PRGM _ LAWE COMP AID DRF & DES PRG 11 — LAVD COMPUTER MAPPING SERVICES MGR NPHD COMPUTER OPERATIONS ANALYST LKVA COMPUTER OPERATIONS COORD LJHF COMPUTER OPERATIONS MANAGER LKGA COMPUTER OPERATIONS SUPERVISOR LKHA CONSERVATORSHIP PROD SUPV VQHM CONSV/GRD PROD MGRVQDL CONTINUING CARE PRG CHF VQGC CONTRACT COMPL€ANCE SPEC _ ADTF CONTRACTS & GRANTS ADM XQHD CONTRACTS ADMINISTRATOR XQHE CONTRACTS AND GRANTS SPLST I XQWA CONTRACTS/GRNTS SPLST 11 XQTA COUNTY ADMINISTRATOR AUA2 COUNTY COUNSEL 2EA1 COUNTY COUNSEL OFFICE MANAGER JJHI COUNTY EMERGENCY SVCS DIR9GD2 COUNTY HOSP EXEC DER-EXEM VCB2 COUNTY LIBRARIAN __ 3AAA COUNTY PROBATION OFF€CER __ 7AAA COUNTY PROBATION OFFICER-EX 7AA1 COUNTY RECORDS MANAGER ALBD COUNTY SAFETY OFFICER AJDK COUNTY VETERANS' SERVICES OFF _ - 96A1 COUNTY WELFARE DIRECTOR-EXEMPT - XAA2 CUSTODIAL MANAGER GKDC CUSTODIAL SERVICES SUPERVISOR GKHC UA ATTORNEY ASSISTANT 2Y713 DATA PROC TECH WR€TER $1 DSA DATABASE AMINISTRATOR _ LWA DEP CLK - BD OF SUPV. JJHD DEP CO LIBRARIAN-PUBLIC SVCS3AFE DEP CTY LIBRARIAN-SUPPORT SVCS 3AFE_ DEP DIR COM DEV - TRNS-EX 5AH2 1/10/03 Page 5 of 16 Exhibit A - Management, Exempt and Unrepresented Employees Jab Titre Jab Code DEP DIR-COMM DEV-CUR-EXPT 5AB2 DEP DIR/CHIEF INFO SEC OFF-EX LWS1 DEP DIR/ENV HLTH-HAZ MAT ~ VCDE DEP EX DIR-CC FILTH PL-EX VCD2 DEP SEALER OF WEIGHT & MEASURE BWHA DEP SPEC CO SVC AREA P-1 6XW1 DEPARTMENT OFFICE MANAGER JJGA DEPARTMENT PERSONNEL OFFICER ARDS DEPARTMENTAL ACCOUNTANT SAHC DEPT PERS COMPUTER COORD — XQSJ DEPT. ACCOUNT CLERK MANAGER JDHC DEPTL COMM & MEDIA REL COORD ADSH DEPUTY AGRICULTURE COMMR BAHA DEPUTY CIC?-GIS-EXEMPT LTD2 DEPUTY COUNTY ADMINISTRATORADDG DEPUTY COUNTY COUNSEL I _ 2EWA — DEPUTY COUNTY COUNSEL SML CLMS i � 2EWB DEPUTY COUNTY COUNSEL-ADV 2ETK DEPUTY COUNTY COUNSEL-BASIC 2ETH DEPUTY COUNTY COUNSEL-FT _ _ 2EWD DEPUTY COUNTY COUNSEL-STANDARD 2ETJ DEPUTY DIR/INFO TECHNOLOGY _ LTDA DEPUTY DIR/INFO TECHNOLOGY-EXE LTD1 -- DEPUTY DIRECTOR ENV HLTH V4DE DEPUTY DIRECTOR OF ANIMAL SVCS BJDF DEPUTY DISTRICT ATTORNEY-ADV - 2KTG DEPUTY DISTRICT ATTORNEY-BASIC 2KTF DEPUTY DISTRICT ATTORNEY-FT — 2KWD DEPUTY DISTRICT ATTORNEY-FT-FL 2KWF DEPUTY GENERAL SVCS DIRECTOR/E NADS DEPUTY GENERAL SVS DIR FA � NAD7 DEPUTY PUBLIC ADMNSTR _ AXFA DEPUTY PUBLIC WORKS DIRECTOR-E NADO DEPUTY SHERIFF RES-EXEMPT 6XW3 DEPUTY SHERIFF-PER DIEM_ SXWC DEVELOPMENTAL—CENTER DIR VBGA DEVELOPMENTAL PROGRM SUPV V5­HH DIAGNOSTIC IMAGING MANAGER V8H13 DIRECTOR OF AIRPORTS 9BD1 DIRECTOR OF AMBULATORY CARE NS VWDC DIRECTOR OF ANIMAL SERV _ BJA1 _ TI DIRECTOR OF BLDG INSPECON-EX FAA1 DIRECTOR OF CHILD SUPPORT SVCS SMA1 DIRECTOR OF COMMUNITY DEVLPMNT 5 DIRECTOR OF ENV HLTH HA2 MAT-E _ VQD3 DIRECTOR OF ENVIR HLTH SVCS-EX V4D1 DIRECTOR OF FAMLY, M & CH VCFA DIRECTOR OF GENERAL SERVICES-E 4AA2 1/10/03 Page 6 of 16 Exhibit A - Management, Exempt and Unrepresented Employees Job Title Job Code DIRECTOR OF HEALTH SERVICES VCA1 DIRECTOR OF HLTH INFO/RISK MNG VNDB DIRECTOR OF JUSTICE SYST FROG ADDF DIRECTOR OF MED STAFF_AFF VPS4 DIRECTOR OF NUTRITIONAL SVCS 1 KDB DIRECTOR OF PHARMACY SERVICES -- VYDC DIRECTOR OF PSYCH NURSING SVCS VWDD DIRECTOR OF REDEVEL-EXEMPT 5AB1 DIRECTOR OFREHAB THERAPY SVCS V5GH DIRECTOR OF REVENUE COLL SMD1 DIRECTOR, HOSPITAL NURSING SVC — VWDB DIRECTOR, OFFICE ON AGING_. XQDB DIRECTOR, ORG, DEV & TRAINING AJDM DIRECTOR, PH LAB SERVICES VODA DIRECTOR, PLNG & MNGMNT SUPPRT — VO.DH DIRECTOR, PUB HLTH CLINIC SVCS VVGS DISCOVERY REFEREE 2RS7 DISTRICT ATTNY LIEUT OF INSP 6KNB DISTRICT ATTORNEY OFFICE MGR JJHG DISTRICT ATTORNEY-PUBLIC ADMIN — — _2KA1 DISTRICT ATTY CHF OF ADM SVCS _ ' APDD DISTRICT ATTY CHIEF OF INSP-EX 6KD1 DISTRICT ATTY MGR OF LAW OFCS — JJGE DISTRICT ATTY FROG ASST-EXEMP — J3T7 VER DISITY_SERVICES COORDINATOR ARRC DP DATA ENTRY SHIFT SUPV LSHB DRAFTING SERVICES MANAGER NPHC DRAFTING SVCS COORDINATOR NPGA DRUG ABUSE PROGRAM CHEEF VHDA DRUG ABUSE PROGRAM SUPVVHGD DUAL DIAD. PROG. COORD-PJ VQN1 E D P - AUDITOR _ SFTB EHS CHIEF FINANCIAL OFFICER XASJ EHS DEV & RESEARCH COORD-PROD XQS2 EHS DIRECTOR OF ADMIN-EXEMPT _ XAD6 ELECTION PROCESSING SUPERVISORALHB ELECTIONS AND REG MANAGER u _ ALGB EMERG PLNG COORD __ 9GSA EMERGENCY PLANNING SPEC-EX __.__._ 9GS1 EMERGENCY SERVICES MANAGER 9GGA EMPLOYEE BENEFITS MANAGER AJDL EMPLOYEE BENEFITS SPECIALIST AGSC EMPLOYEE BENEFITS SPRVSOR AJHA EMPLOYEE REHAB COUNSELOR AJVC EMPLOYMENT & HUMAN SVC FAC MGR XQNA EMPLOYMENT/HUMAN SVCS WKR TRNE AV71 EMS DIRECTOR —� —_ — VBSC_ EMS PROGRAM COORDINATOR VBHB 1/10/03 Page 7 of 16 Exhibit A - Management, Exempt and Unrepresented Employees Job Title Job Code ENG TECH SUPV- MATS TSTG NSHC ENGINEERING TECHNICIAN SUPV CO NSHE ENGINEERING TECHNICIAN SUPV LS NSHD ENVIRONMENTAL PLANNER 5ATC ENVIRONMENTAL SERVICES MGR v 1 WDB ENVIRONMENTAL SVCS SUP 1 WHB EOP SPECIALIST I-PROJECT9KT1 EOP SPLST I 9KTA EOP SPLST II - 9KHB EOP SPLST II -PROD _ 9KH2 EOP SPLST III _ 9KHA EOP SPLST III �I'ROJECT -�_ 9KH1 EOP WORKER 1-PROJECT 9KW1 EOP WORKER II-PROJECT 9KV1 EOP WRKR 1 � 9KWA EOP WRKR It _ — - 9KVA EX AST/DEV DISRL COUNCIL XQSB EXAMINATION PROCTOR AJ_WA EXEC ASSIST- PUBLIC/ENVIR _ __ XQSL EXEC ASST TO THE CO ADMINISTREXJ3HA EC ASST/HAZ MAT COMM __ .�� XDS1 EXEC. SECTYI MERIT BOARD J3T6 EXECUTIVE SECRETARY J3TJ EXECUTIVE SECRETARY/EXEMPT J3T5 EXEMPT MED STF PODIATRIST VPS2 EXMPT MED STF OPTOMETRIST VPS1 FACILITIES MANAGER VCDC FACILITIES TRADES SUPV GFHE FACS ASST DISE/MH MGR-PROJECT9MW8 FACS ASST FAM ADVOCACY MGR-PR — 9MS7 FAMILY NURSE PRACT INTERN VW81 FAMILY SUPPORT OFFICE MGR JJNH FIRE DIST APP SUPV-RIVER P2NB FIRE DIST APPARATUS SUPVR P2NA FIRE DIST TELECOMM MANAGER REDB FIRE DISTRICT APPARATUS MNGR P2NC FIRE DISTRICT CHIEF/ADMIN SVCS APDE FIRE DISTRICT FACILITIES MGR GFDF FIRE DISTRICT FISCAL SPECIALST SBSF FIRE DISTRICT INFO SYST_ MANGR ��— LTNC FIRE EMS QUALITY IMPR COORD RWSD FLEET MANAGER_ PMFB FLEET SERVICE CENTER SUPV PMHC FMLY/CHILD SVC ASSOCIATE DIR-P 9MD2 FMLY/CHILD SVC ASST DIRECTOR-P 9MD3 FMLY/CHILD SVC CHILD SVC MGR-P � 9MH 1 FMLY/CHILD SVC FMLY ADV MGR-PJ 9MS3 FMLY/CHILD SVC PROD ANALYST-P 9MS1 1/10/03 Page 8 of 16 Exhibit A - Management, Exempt and Unrepresented Employees Job T Ile Job Code FMLY/CHILD SVC PROGRAM ANALYST SMSA FMLY/CHILD SVC SP NEED/MH MG-P 9MS2 FMLY/CHILD SVC/HS DIV DIR-P 9MD1 GAADDS PROGRAM MANAGER VEGA um GENERAL ASSISTANCE HEAR REP-PR XHS1 GENERAL SERVICES FISCAL OFFC APSE GENERAL SVCS FACILITIES SUPVR GFSA GROUNDS MAINTENANCE SUPV GPHH GROUNDS MANAGERGPDE HAZARD WASTE REDUCTION MG V4HD HD ST FAMILY SVCS MGD-PRJ 98S4 HEAD CATALOGUER 3AHE HEAD START DIV NUTRITIONIST-PR 9JH2 HEAD START HEALTH SVC MNG 9HS5 HEALTH PLAN BUSINESS SVCS MNGR VCGE HEALTH PLAN PATIENT SVCS SUPV V9HG HEALTH PLAN PHARMACY MANAGERVYSE HEALTH PIAN SALES MANAGER VCHB HEALTH SERVICES INFO TECH SUPV VCFB HEALTH SERVICES SYSTEMS DIR VCDF HEALTH SRVCS INFO SYS PROG/ANL LPTA HEALTH SVC ADMISSIONS MGR VCNC HEALTH SVCS ADMIN-LEVEL A�__ VANF HEALTH SVCS ADMIN-LEVEL B� _ u VANG HEALTH SVCS ADMIN-LEVEL C VANH HEALTH SVCS PERSNL OFR EX VCN2 HEALTH SVCS-`SYS SEC ADMINIST VCGD HLTH PLAN MED ECON ANALYSVCSG HLTH PLAN MEMBER ADVOCATE _ VCSK HLTH PLN SVCS ASST-EX _ VCS3 HLTH SERVICES ACCOUNTANT VCTB HLTH SVC DIR/PLNG & FAC VCDD HLTH SVC INFO SYS OPERTNS MGR - LKFA HLTH SVC PLNR/EVAL-LVL A VCXC HLTH SVC PLNR/EVAL-LVL B VCXD HLTH SVCS EMERG PREP MGD _ VBSM HLTH SVCS INFO SYSTEMS SPEC LTTC HLTH SVCS PLAN/EVAL DIRECTOR VASE HLTH SVCS REIM ACCOUNTANT VCTA HLTH SVCS SPEC PRJ ADM XQSM HOME HEALTH AGENCY DIDVVFC HOME HEALTH NURSING SUPVR ___.. VVHB HOME HLTH REHAB THPY CORD V5HE HOMELESS SERVICES SPECIALIST �� V9SD HOMELESS SVC PROD MANAGER VBHE HOUSING REHABILITATION COORD FAHB HSG & COMM REVEL PLNR 5RSM HUMAN RESOURCES ANALYST I AGVE 1/10/03 Page 9 of 16 Exhibit A - Management, Exempt and Unrepresented Employees Job Title Jab Code HUMAN RESOURCES ANALYST 11 AGVC HUMAN RESOURCES ANALYST 111 AGTC HUMAN RESOURCES PROGRAM COORD AGED HUMAN RESOURCES PROGRAM SPEC AGSB HUMAN RESOURCES PROJECT MNGR AGDF HUMAN RESOURCES TECHNICIANAG713 HC}UMAN RESOURCES TECHNICIAN-PR _ _AG71 HYDROLOGIST _ N9SB INFECTION CONTROL COORD _­._ VWSF INFO CENTER SPECIALIST 11 LAVC INFO) SYS FROG/ANALYST TRAINEE _ LP7A INFO SYS PROGRAMMER/ANALYST I LPWA INF© SYS PROGRAMMER/ANALYST 11 LPVA INFO) SYS PROGRAMMER/ANALYST IVu� LPNB INFO) SYS PROGRAMMER/ANLYST 111 _ LPTB INFO SYSTEMS SPECIALIST 11 LTVE INFO) SYSTEMS TECHNICIAN I LTWC INFO SYSTEMS TECHNICIAN 11 _ LTVC INFORMATION SYSTEMS AUDITOR LWTA INFORMATION SYSTEMS MANAGER I LTNA INFORMATION SYSTEMS MANAGER 11 LTNB_ INFORMATION SYSTEMS PROD MGR LPNA INSTITUTIONAL SUPERVISOR 11 7KGA INSURANCE ANALYST I AJWC INSURANCE ANALYST 11 AJVB INTERIM PERMIT NURSE - VTWB LABOR RELATIONS ANAL III AGTD LABOR RELATIONS ANALYST 11� _ AGVD _ LABOR RELATIONS MANAGER-EXEMPT AGD1 LABOR RELATIONS SPECIALIST AJSD LAFCO EXECUTIVE OFFICER ADS4 LAW CLERK I 2YWB LAW CLERIC 11 2YVA LAW CLERK III _ 2YTA LAW ENFORCE TRNG INSTR-PER DM 64WB LEAD EXAMINATION PROCTOR AJTA LEASE MANAGER DY_D1 LEASE MANAGER _ DYDB LIABILITY CLAIMS ADJUSTER ry AJWF L113 STUDENT ASST-EXEMPT 3KW2 LIBRARY ADULT SVCS MANAGR 3AE LIBRARY AIDE-EXEMPTLI _��� � 3KW4 BRARY CIRCULATION MANAGER 3KNB LIBRARY CMNTY RLTNS MANGR 3ASF LIBRARY COLL/TECHNICAL SVCS MG SAGE LIBRARY EXT SVC MANAGER � � 3ASn LIBRARY LITERACY DIR-PJ 3AV2 LIBRARY LITERACY DIRECTOR 3AVC 1/10/03 Page 10 of 16 Exhibit A - Management, Exempt and Unrepresented Employees Jab Title .lob Crede LIBRARY SPCL PRJ DIRECTOR-EX3AA1 LIBRARY STUDENT ASSISTANT -- 3KWA LIBRARY SUPERVISOR - 3AGD LIBRARY YOUTH SVC MANAGER 3ASX LT OF INSP - WELF FRAUD 6KWG M H ACUTE SERVICES SUPVR VQHJ M H ADULT SERVS SUPVRVQHG M H CHILDRENS' SERVICES SUPVR ._._ .-- VQHF M H CRIM JUST PGM SUPV VQHK WH RESIDENTIAL SVCS COOK VQHL MANAGEMENT ANALYST 11 AOTE MANAGEMENT 4_NkL_YSf III � ADTD MANAGEMENT ANALYST III-PROJECT ADT1 MANAGER, APPLICATION/PERMIT'CE5PDB MANAGER, CENTRAL SERVICES 9XDC MARKETING D#R/CCHP-EXEMPT �VCN1 MATERIAL MANAGER _ VCGA MEDICAL CARE ADMINISTRATOR VBFA MED#CAL-DIRECTOR-- VCA2 MEDICAL LIBRARIAN _.� 3AHD MEDICAL RECORDS ADMINISTRATOR VNHB MEDICAL SOC SVC DIRECTOR X4HE MEDICAL STAFF SERVICES SUPV -� VASF MENTAL HEALTH MEDICAL DIRECTORVPD1 MENTAL HEALTH PROGRAM CHIEF _._ VQDN MENTAL HEALTH PROGRAM MANAGER VQDC MENTAL HEALTH PROGRAM SUPV VQHP MENTAL HEALTH QUAL IMPRO COORD VQSF MENTAL HLTH PROJECT MGR - VQSE MGR, CAP FAC/DEBT MGMT-EX ADD4 MH CONT_CAVE-SVCS SUPV VQHH MICROBIOLOGIST TRAINEE. _ V07A MICROFILM PRODUCTION SUPV _ 9XHD _ MICROFILM SUPERVISOR 9XHA MNTL HLTH EDUC LIAISON-EX VQS1 NEIGHBORHOOD PRESVR FROG SPEC FASD NETWORK ADMINISTRATOR I LNSA NETWORK ADMINISTRATOR 11 LNSB NETWORK ANALYST I ~ LBVA NETWORK ANALYST I-PROJECT LBV1 NETWORK ANALYST 11 LBTA NETWORK MANAGER LBHA NETWORK TECHNICIAN I LN_WA_ NETWORK TECHNICIAN 11 LNVA NURSING PROGRAM MANAGER _ VWHF NURSING PROGRAM MANAGER-PROJ VWH1 NURSING SHIFT COORDINATOR VW_HH OFFICE MANAGER JJHC 1/10/03 Page 11 of 16 Exhibit A - Management, Exempt and Unrepresented Employees Job Title .lab Code ORG, DEV, AND TRNG CONSULTANT AJSF OUTRCH & RCRT PRGM ASST P �v AG_V2 OUTREACH AND RECRUIT SUPV AGDC PATIENT BILLING MANAGER _ VACD PATIENT FINANCIAL SVCS MANAGER V9NB PATIENT OMBUDSPERSON VASB ..� PATNT RELTNS SVCS COORD VASD PAYROLL ACCOUNTANT SATS PAYROLL SYSTEMS ACCOUNTANT { � LWWC PAYROLL SYSTEMS ACCOUNTANT 11 - LWVC PERINATAL SUBS ABUSE COOR VHSB PERS ANALYST III - PROJ AGT1 PERSONNEL SERVICES ASST II ARVA PERSONNEL SERVICES ASST 1I1 — ARTA PERSONNEL SERVICES MANAGER ALGA PERSONNEL SERVICES SUPERVISOR AGDE PIC DEPUTY DIRECTOR AVDF PIC EMPLOYMENT SPCLST-PRJ AVS2 PIC STAFF AIDE AV713 PIC STAFF ANALYST 11 — AVVB PIC STAFF ANALYST III — AVTB — PIC SYJP WORKER-PROJECT - 9992 PIC YOUTH TRAINIEE-PROJECT _ AV72 PLANNER I 5AWA PLANNER I -PROJECT 5A_W1 PLANNER 11 SAVA PLANNER II -PROJECT 5AV 1 PLANNER III _ SATA PLANNING & ECON COORD-PJ 5AS1 PLANNING DEMOGRAPHER SRSH PLANNING TECHNICIAN SPEC 51 SA PRE-HOSPTL CARE CRDNTOR VBSG PRINCIPAL APPRAISER DADC PRINCIPAL BUILDING INSPECTOR � FAVE PRINCIPAL PLANNER-LEVEL A 5AHD PRINCIPAL PLANNER-LEVEL B � SAHE PRINCIPAL REAL PROPERTY AGENT DYDA PRIVATE IND CNCL EXEC DIR _ AVDE PRIVATE INDUSTRY COUN EMP SPEC AVSD PROBATION MANAGER 7AGB PROBATION MANAGER-PROJECT 7AG1 PROGRAMMER TRAINEE LA7A PROPERTIES TRUST OFFICER ) XASB PROPERTY TAX BUS SYS MANAGER LWVD PUB HLTH EPUB10STATICIAN � V7VC PUB HLTH NURSE PROG MGR VVHG PUBLIC ADM PROGRAM ASST AXSD PUBLIC DEFENDER 25A1 1/10103 Page 12 of 16 Exhibit A - Management, Exempt and Unrepresented Employees Job Title Job Code PUBLIC DEFENDER DATA SPECLJTB PUBLIC HEALTH DIV ADMIN _ VBSJ PUBLIC HEALTH PRGM SPEC I _ ��— VBSD PUBLIC HEALTH PREM SPEC I-PROJ VBS2 PUBLIC HEALTH PREM SPEC It - - VBND PUBLIC INFORMATION OFCR � ADS1 PUBLIC SERVICE OFFICER-ASST MG 64HM PUBLIC WORKS CHIEF OF ADM SVCS APDF PUBLIC WORKS DIRECTOR NAA1 PUBLIC WORKS FISCAL OFFICER - J~ APSC PUBLIC WORKS GIS COORDINATOR LWSB PUBLIC WORKS MAINTENANCE COORD . _ PSSD PUBLIC WORKS MAINTENANCE SUPVR PSHB PUBLIC WORKS MTCE SUPT PSGA_ PURCHASING SERVICES MNGER_ STDC PW CUSTOMER SVCS COORDINATOR _ — APSD PW FIELD OPERATIONS MANAGER PSFB PW MTCE_ SPEC PSSB QUALITY ASSURANCE COORD._ _ _ VWSE RECORDER'S OPERATIONS MANAGER J9HF RECREATION INSTRUCTOR-LVL 422 _ � T95 RECYCLE & WORK PROGRAM SUPVGPHJ REDEVELOPMENT/HOUSING SPEC41 _ 51 SD REDEVELOPMENTIHOUSING SPEC 11 _ 51 SE - REGISTRAR OF VITAL STATS i VCHD REHABILITATION THERAPY SVC SUP _ VSHN RESIDENCY DIRECTOR-EXEMPT VPD5 RESOURCE RECOVERY ASSISTANT _ 5A7A RESOURCE RECOVERY SPEC __ ���^�� SASA RETIREMENT ACCOUNTING MANAGER SAHG RETIREMENT ADMINISTRATION MNGR Al HA RETIREMENT ADMINISTRATOR_ ­ v Al AA RETIREMENT BENEFITS MANAGER JWHG RETIREMENT BENEFITS PRG COORD u JWHK RISK MANAGER _.____ AJD1 SAFETY SVCS SPCLST-LVL A AJWG SAFETY SVCS SPCLST-LUL B —� AJWH SBDC BUSINESS CONSULT-PRJ � AVS4 SECRETARY TO UNDERSHERIFF J3S2 SENIOR BUYER_ _.� STTB SENIOR CAPITAL FAC PROJ MNGR _ NEHA SENIOR CIVIL ENGINEER _ NKHA SENIOR DEPUTY COUNTY AD_MN ADDH SENIOR DEPUTY DISTRICT ATTRNY 2KD1 SENIOR EMERGENCY PLNG_COORD9GWB SENIOR FINANCIAL COUNSEL-EXMPT -� 2ED3 SENIOR HYDROL­OG ISTi N9HC SENIOR INSURANCE ANALYST AJTB 1/10103 Page 13 of 16 Exhibit A - Management, Exempt and Unrepresented Employees Job Me Job Cade SENIOR PIC EMPLOY SPEC-PR AVS3 SENIOR PLANNING GEOLOGIST 5RSJ SENIOR PLANNING TECHNICIAN �' 51 SC SENIOR STRUCTURAL ENGINEER-BI NEVB SENIOR STRUCTURAL ENGINEER-PR NEV2 SENIOR TRAFFIC ENGINEER NKHB SENIOR TRANSPORTATION PLANNER 5AHI3 SENIOR WORKERS COMP CLMS ADJS AJTC SERVICE INTEGRATION TEAM COORD ADHA SERVICE INTERGRATION PROG MNGR ADGA SHERIFF PROP & EVID MNGR _ 64HR SHERIFF`S CHIEF OF MGMT SVCS APDC SHERIFF'S COM-DIR-DISPATC 64GA SHERIFF'S CRIME ANALYST 64VA SHERIF'F'S EXECUTIVE ASSISTANT J3T0_� SHERIFF'S FISCAL OFFICER 64SJ SHERIFF'S FLEET SERVICES COOR PMSB SHERIFF-CORONER _ u 6XA1 SHRF'S MUTUAL AID COORD 64SK SMALL BUSINESS DEVE CEN DIR-PR AVD3 SOC SERV BUS SYST APP MGR XQHC SOC SRV CHIEF - FIN MGMT XADC SOC SVC ADM OFCR XADB SOC SVC PURL INFO OFCR-EX XAS1 SOCIAL SERVICE APPEALS OFF-PRJ X4S2 SOCIAL SERVICE APPEALS OFFICERX4SG SOCIAL SERVICE DIVISION MANAGR � XADD SOCIAL SERVICE DIVISION MGR-PR XAD1 SOCIAL SERVICE FISC COMP ACCT XASH SOCIAL SERVICE FRAUD PREV MNGR XAGA SOCIAL SVC DATA OPS SPEC _ — JJGD SPECIAL ASST TO THE CO_ADMN-EX ADB5 SPECIAL DISTRICT ANALYST ADDS SPECIAL EMPLYMT PGM COORD AGTB SR ASSESSMENT SPEC - PRJ 9KN2 SR BUSINESS SYSTEMS ANALYST _ LTVJ SR OUTR & REC PREM ASST-P AGT3 SR OUTR & RECRT PROD ASST AGTE SR PIC EMPLOYMENT SPEC AVSC_ SR ED WATERSH *MGMT PLNG SPEC _ 5ASE SS APPEALS SUPERVISOR XAHB STAFF ADVICE NURSE-PER DIEM _. VWXF STAFF AND PAT CARE COOR V9HC STAFF DEVELOPMENT SUPERVISOR XADE STAFF NURSE-PER DIEM VWXB STATEWIDE AUT WELT SYS MG XQH2 STORM_WATER PCP CMPTR SPEC LMS1 STORMWATER POLL CONT MNGR ` NASB 1/10/03 Page 14 of 16 Exhibit A - Management, Exempt and Unrepresented Employees Job Tltle Job Coda STRUCTURAL ENGINEER-BUILD INSP NEB STUDENT AIDE-CIVIL ENGR _ NK7A STUDENT WORKER-DEEP CLASS 999E SUBSTAN ABUS PRO MGR-PROD VHG5 SUBSTANCE ABUSE PGRM DIR � VHD1 _ SUBSTANCE—ABUSE' PROGRAM MNGR VHGE SUBSTANCE ABUSE PROGRAM SUPV VHHB SUPERVISING ACCOUNTANT SAHJ SUPERVISING APPRAISER DAHC SUPERVISING ARP_ENGINEER_ V4HE SUPERVISING ATTORNEY CSS 29HA SUPERVISING CIVIL ENGINEERNKGA SUPERVISING COOK-JUVENILE HALL _ 1 KHA SUPERVCSING GRAPHICS TECH NXHA SUPERVISING PUB HLT NURSEVVHC_ SUPERVISING REAL PROPERTY AGNT _ DYNA SUPERVISING STRUCTIONAL ENG-BI - FADB SUPERVISOR OF AIRPORT OPS_ 98HC SUPERVISOR, INSPECTION SVCS FADE SUPPLY AND DIST SUPERVISOR — 9XHB SUPV ATTORNEY CHILD SUP SERVIC 29H1 SUPV AUDITOR-APPRA_ISER DRNA SUPV CLINICAL LAB SCIENTIST VFHE SUPV ENVIRON HEALTH SPEC V4HC SUPV NURSE - JU_V HALL VSHB SUPV PEDIATRIC THERAPIST VSHJ SUPV PH MICROBIOLOGIST VOHC SYMPTOM CONTROL PROG COOK VWSG SYST ACCTG SUPV _ S 1 HA SYSTEMS ACCOUNTANT I LWWB SYSTEMS ACCOUNTANT If - LWVB SYSTEMS AND PROG MGR LAFB SYSTEMS SOFTWARE ANALYST I LWWA SYSTEMS SOFTWARE ANALYST II LWVA SYSTEMS SOFTWARE MANAGER LBNX SYSTEMS SOFTWARE SPEC LBWX TAX OPERATIONS SUPERVISOR S5HC TECHNICAL SERVICES MGR LBGA TELECOMM MANAGER PEDC TELEPHONE TRIAGE MANAGER VWHK TOBACCO PREV PROD COOR VBHC TR-TX COL RECONCIL OFCR 5550 TRAFFIC ENGINEER N4DA_ TRANSPORTATION PLANNER SATE TREAS INVESTMENT OPER ANALYST S5SD TREASURER'S ACCOUNTING OFFICER S5G_ TREASURER'S INVEST OFFICER-EXM � S5S3 TREASURER-TAX COLLECTOR S5A1 1/10/03 Page 15 of 16 Exhibit A - Management, Exempt and Unrepresented Employees Job Tltle Job Code UNDERSHERIFF-EXEMPT 6XB4 UTILIZATION REVIEW COORD VWSD UTELIZA TION REVIEW SUPV VWHG VEGETATION MANAGEMENT SUPV GPHG VETERANS SERVICE REP 96WA VETERANS' SERV BRANCH OFF MGR 96TA VETERINARIAN BKW 1 VOL SVC AND COMM RES ADMN � VCND VOLUNTE=ER PROGRAM COORD X4HD WATERSHEAD MGMNT PLNG SPEC SASD WEIGHTS AND MEASURES AIDE BW7B WELLNESS COORDINATOR �AJVE= WORK PROGRAM SUPERVISOR GPHF WORKERS COMP CLAIMS ADJUST EI AJVF WORKERS COMP CLAIMS ADJUSTERI AJWJ WORKFORCE INV BD EXC DIR-EX XAD4 WORKFORCE SERVICES DIRECTOR-EX XAD3 WORKFORCE SERVICES SPECIALIST XANA WTHRZTN/HM REPR SUPV - PJ 9KN3 1110103 Page 16 of 16 Exhibit B-Unrepresented Employees JobTlife Job Code AGR FIELD ASST B9WA C C T V PROD SPEC-PRJ ADD3 DATA PROC TECH WRITERS1SA DEP SPEC CO SVC AREA P-1 �J u 6XW1 DEPUTY COUNTY COUNSEL SML CLMS2EWE DEPUTY COUNTY COUNSEL-FT _ 2EWD DEPUTY DISTRICT ATTORNEY-FT 2KWD DEPUTY DISTRICT ATTORNEY-FT-FE2KWF DEPUTY SHERIFF RES-EXEMPT _ 6XW3 DEPUTY SHERIFF-PER DIEM6XWC DUAL DIAG. PROD. COORD-PJ _ � VQN1 EMPLOYMENT/HUMAN SVCS WKR TRNE AV71 EOP SPECIALIST I_-PROJECT 9KT1 EOP SPLST I _ _ 9KTA EOP WORKER I-PROJECT 9KW1 EOP WORKER II-PROJECT 9KV1 EOP WRKR 19KWA EOP_WRKR II — _ 9KVA EXAMINATION PROCTOR AJWA_ EXEMPT MED STF PODIATRIST - VPS2 EXMPT MED STF OPTOMETRIST VPS1� FAMILY NURSE PRACT INTERN VW81_ INFO SYSTEMS TECHNICIAN ll LTVC INTERIM PERMIT NURSE VTV1tB_ LAW CLERK I 2YWB LAW CLERK it 2YVA LAW CLERK Ill � 2YTA� LAW ENFORCE TRNG INSTR-PER_DM 64WB LEAD EXAMINATION PROCTOR AJTA LIB STUDENT ASST-EXEMPT 3KW2 LIBRARY AIDE-EXEMPT 3KW4 LIBRARY LITERACY DIR-PJ 3AV2 LIBRARY STUDENT ASSISTANT 3KWA MICROBIOLOGIST TRAINEE � � V07A OUTRCH& RCRT PREM ASST P Y �AGV2 PERS ANALYST Ill-PROJ AGT1 PIC SYJP WORKER-PROJECT_ — � 9992 PIC YOUTH TRAINEE-PROJECT ­ AV72 - PROGRAMMER TRAINEELA7A RECREATION INSTRUCTOR-LVL 422 �. _. 9T95 STAFF ADVICE NURSE-PER DIEM VWXF STAFF NURSE-PER DIEM _ vVWXB STATEWIDE AUT WELF SYS MG XQH2 STUDENT AIDE-CIVIL ENGR NK7A STUDENT WORKER-DEEP CLASS999E VETERINARIAN BKW1 WEIGHTS AND MEASURES AIDE BW713 116193 Page 1 of 1 Exhibit C - Elected and Appointed Department Heads Job Tltle .Job Code AC COMM-DIR/WEIGHT & MEAS BAA1 ASSESSOR DAA1 ASSISTANT CO ADM-DIR HUMAN RES AGA2 AUDITOR-CONTROLLER SAA1 CHF INFO OFF/DIR OF INFO TECH LTA1 CLERK RECORDER ALA1 COMM SVCS DIRECTOR-EXEMPT 9KA1 COUNTY ADMINISTRATOR ADA2 COUNTY COUNSEL 2EA1 COUNTY LIBRARIAN 3AAA COUNTY PROBATION OFFICER 7AAA COUNTY PROBATION OFFICER-EX 7AA1 COUNTY VETERANS' SERVICES OFF 96A1 COUNTY WELFARE DIRECTOR-EXEMPT XAA2 DIR OF INET OF POL & INNOV-EX 5AA2 DIRECTOR OF ANIMAL SERV BJA1 DIRECTOR OF BLDG INSPECTION-EX FAA1 DIRECTOR OF CHILD SUPPORT SVCS SMA1 DIRECTOR OF COMMUNITY DEVLPMNT 5AA1 DIRECTOR OF GENERAL SERVICES-E NAA2 DIRECTOR OF HEALTH SERVICES VCA1 DISTRICT ATTORNEY-PUBLIC ADMIN 2KA1 LAFCO EXECUTIVE OFFICER ADS44 PRIVATE IND CNCL EXEC DIR AVDE PUBLIC DEFENDER 25A1 PUBLIC WORKS DIRECTOR NAA1 RETIREMENT ADMINISTRATOR Al AA SHERIFF-CORONER 6XA1 TREASURER-TAX COLLECTOR S5A1 1/10/03 Page 1 of 1 llL.VClYGtJ NOV 2 1 2002 POSITION ADJUSTMENT REQUEST Cell No.. OFFICE OF Date: 1 W6 COUNTY ADMINiSTRATOI`i Department No./ Department: General Services Budget Unit No: 0063 Org No.: 4262 Agency No.: 0066 Action Requested: Reclassify Storekeeper (91VA), Ross Norgaard position #11169 at salary level M50-1869 ($2,944-3,578)to Materials"Technician at salary level M50-1961 ($3,227-3,922). C�7 Proposed Effective Date: January 1,2002 s,- Classification Questionnaire Attached: Yes No w IZZ Cost is within Department's Budget: Yes1r Noy Total One-Time Costs(non-salary)Associated With Request: $0 -er Estimated Total Cost Adjustment(salary/benefits/one time cost): $0 ``y Total Annual Cost $4,128 Net County Cost $1,151 Total This FY $2,064 N.C.C. This FY $575.50 SOURCE OF FUNDING TO OFFSET ADJUST: Department overhead and charge out to departments Department must initiate necessary adjustment and submit to CAO. Use additional sheet for further explanations or comments. t (for) Department Head REVIEWED BY CAO AND RELEASED TO HUMAN RESOURCES DEPARTMENT Deputy Co ty Administrator Gate HUMAN RESOURCES DEPARTMENT RECOMMENDATION '- Date Dec. 18, 2002 Reclassify one Storekeeper position #11169 (91VA) to Materials Technician. (91VC) .. . Amend Resolution 71117 establishing positions and resolutions allocating classe&tolhe Basic/Exempt salary schedule as escribed above. Effective: ® Day following Board Action. January 1 P 03 (Date) (or) hector of Human Resources COUNTY ADMINISTRATOR RECOMMENDATION Date (''2- Approve Recommendation of Director of Human Resources Disapprove Recommendation of Director of Human Resources Other: (for)County Administrator BOARD OF SUPERVISORS ACTION: John Sweeten, Clerk of the Board of Supervisors Adjustmen PPROVED KINE NE t my A�ministrator DATE: `t t By: APPROVAL OF THl DJUSTMENT CONSTITUTES A PERSON EUSALARY R ,8 t_UTION AMENDMENT POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTION Adjust classes)/position(s)as follows: P300(M347) Rev 7/1/95 GAFmpAction12442t3teve\P-300 Materials Tech reclass.doc