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Home My WebLink AboutMINUTES - 01092007 - C.41 SF L Contra Costa TO: BOARD OF SUPERVISORS County FROM: LORI GENTLES, Assistant County Administrator- Director of:Human Resources (iU� GTvk DATE: January 9, 2007 SUBJECT: P300 #20201 -Human Resources SPECIFIC REQUEST(S) OR RECOMMENDATION(S) & BACKGROUND AND JUSTIFICATION RECOMMENDATION: Adopt Position Adjustment Resolution Number 20201, ESTABLISHING the classifications of Chief of Labor Relations (AGDG), allocating to the salary schedule at salary level B85-2221 and adding one (1) position (Unrepresented); Principal Labor Relations Negotiator (AGFA), allocating to the salary schedule at salary level B85-2020 and, adding one (1) position (Unrepresented); Labor Relations Specialist I (AGSG), allocating to the salary schedule at salary level B85-1517 and adding one position (Unrepresented); Labor Relations Specialist II (AGSF), and allocating to the salary schedule at salary level B85-1750 and adding two:(2) positions (Unrepresented). ABOLISH the classification of Labor Relations Manager - Exempt (AGD1) and CANCEL position #129 in the Human Resources Department effective January 1, 2007. FISCAL IMPACT: The potential impact of this Position Adjustment for FY 06-07 could be $131,827. However, only the following positions are anticipated to be: filled this year: Principal Labor Relations Negotiator, Labor Relations Specialist II (2 positions) for a,possible cost of $123,471. This cost will be further offset by approximately $62,000 in salary savings from a vacant Management Analyst III position leaving a FY 06-07 cost of $61,500 which is within the department's budget. Additional salary savings may also occur if existing staff were to fill these positions. (continued on attachment) CONTINUED ON ATTACHMENT: x YES SIGNATU E: RECOMMENDATION OF COUNTY ADMINISTRATOR REC EtPATIO*0F(K0f RD COMMITTEE APPROVE OTHER SIGNATURE(S): ACTION OF BOARD ON ✓ � / O'LrsV ROVED AS RECOMMENDED OTHER VOTE OF SUPERVISORS I HEREBY CERTIFY THAT THIS IS A TRUE AND CORRECT COPY OF AN ACTION TAKEN AND ENTERED ON MINUTES OF THE BOARD OF SUPERVISORS ON THE DATE SHOWN. UNANIMOUS(ABSENT ) AYES: NOES: ABSENT: ABSTAIN: Contact: Lori Gentles, 5-1766 Cc: Human Resources ATTESTED JOHN CULLEN,CL K F THE BOARD OFSUP VISORS BY: DEPUTY Q i POSITION ADJUSTMENT REQUEST NO. 20201 DATE. December 6, 2006 ' Department No. / Department Human Resources Department Budget Unit No. 0035 Org No. 1315 Agency No. A-05 Action Requested ESTABLISH the classification of Chief of Labor Relations, allocate it to the Salary Schedule, and ADD one(1) position: ESTABLISH the classification of Principal Labor Relations Negotiator, allocate it to the Salary Schedule, and ADD one(1)position; ESTABLISH the classification of Labor Relations Specialist I allocate it to the Salary Schedule and add one(1)position ESTABLISH the classification of Labor Relations Specialist II allocate it the to Salary Schedule and ADD two(2)positions ABOLISH the classification of Labor Relations Manager-Exempt in the Human Resources Department. Proposed Effective Date: January 1,2007 Classification Questionnaire attached: Yes ❑ No ❑/Cost is within Department's budget: Yes 10 No ❑ Total One-Time Costs (non-salary) associated with request: $ Estimated total cost adjustment(salary/benefits/one time): Total annual cost $ -449:67-2 21FF� / Net County Cost $440-.672• " 8�i/6- , Total this FY $ 4-20J-4't--- /3/, 9'.?7 N.C.C.this FY $-4-20,1#1-- .1&11,9;z7 SOURCE OF FUNDING TO OFFSET ADJUSTMENT: Within Department Budget (Offset bV 4ary Savin s Department must initiate necessary adjustment and submit to CAO. j Use additional sheet for further explanations or comments. X;A- (for) Department Head REVIEWED BY CAO AND RELEASED TO HUMAN RESOURCES DEPAIM T Depu y County Administrator Date HUMAN RESOURCES DEPARTMENT RECOMMENDATIONS DATE December 6. 2006 ESTABLISH the classification of Chief of Labor Relation's, allocate it to the Salary Schedule at salary level B85-2221,ADD one(1)position (unrepresented); ESTABLISH the classification of Principal Labor Relations Negotiator, allocate it to the Salary Schedule at salary level B85- 2020, and ADD one(1)position(unrepresented); ESTABLISH the classification of Labor Relations Specialist I, allocate it to the Salary Schedule at salary level B85-1517, and add one(1)position(unrepresented); ESTABLISH the classification of Labor Relations Specialist II, allocate it the to Salary Schedule, at salary level B85-1750 and, ADD two(2)positions(unrepresented); ABOLISH the classification of Labor Relations Manager—Exempt and CANCLEL position#129 in the Human Resources Department. Amend Resolution 71/17 establishing positions and resolutions allocating classes to the Basic/Exempt salary schedule. Effective: Day following Board Action. dmtearr 1-20IIT (D,ate) (for) Director of Human Resources COUNTY ADMINISTRATOR RECOMMENDATION DATE I i.v Approve Recommendation of Director of Human Resources ❑ Disapprove Recommendation of Director of Human Resources ❑ Other: (for) County Adr#istrator BOARD OF SUPERVISORS ACTION: John B. Cullen, Clerk of the Board of Supervisors Adjustment APPROVED a"%, DISAPPROVED ❑ and County dministrator/ DATE 0 BY4iv ( /l A PROVAL OF THIS ADJUSTMENT CONSTITUTES A PERSONNEL/SALARY RESOLUTION AMENDMENT POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTION Adjust class(es)/ position(s) as follows: P300(M347)Rev 3/15/01 i i i (Attachment) i BACKGROUND: j The staffing capacity to handle daily employee relations needs, (i.e., grievances, disciplinary issues, training, etc.) and negotiations with multiple bargaining units, including police and fire, is inadequate. In 2007, the Labor Relations Unit will tie negotiating, or continue to negotiate, with five (5) employee organizations (Deputy District Attorneys, Probation Peace Officer. Association, County Defender's Association, IHSS, and CNA), three of which will be first-time agreements. The lack of available labor personnel hampers the County's efforts to reach equitable agreements in a timely manner. We need adequate staff and resources to get through what will likely be another difficult period of negotiations. In order to meet this need, staff recommends a complete reorganization of the Labor Relations Unit. Several labor relations staff models exist within the 58 California Counties. In a recent survey of County Personnel Directors, most models include a centralized labor relations unit housed in Human Resources. Labor relations staff function as the sole chief negotiators for various bargaining units. Our model will consist of a Chief of Labor Relations, who will have overall responsibility for the Unit and be the primary County representative during contract negotiations; one Principal.Labor Relations Negotiator, who .will not only assist in managing the contract negotiation process, but will have responsibility for the day-to-day operation of the Labor Relations Unit; three Labor Relations Specialists, who will participate in "at-the-table" negotiations, conduct preliminary research, and handle labor and operation issues with;the County's various departments. CONSEQUENCE OF NEGATIVE ACTION: i Failure to approve the Labor Relations:Unit reorganization by adding appropriate staff, will jeopardize the County's ability to successfully negotiate equitable labor agreements in a timely manner, and will jeopardize the County's ability to resolve labor disputes and advise department staff regarding MOU, procedure and policy interpretation. I I i i i i i I