HomeMy WebLinkAboutMINUTES - 11182008 - C.32 TO: BOARD OF SUPERVISORS CQNTR4
.v
FROM: Carlos Baltodano, Interim Director of Human Resource
COSTA
DATE: November 18, 2008 COUNTY
SUBJECT: Compensation and Benefits Authorized for County Elected and Appointed
Department Heads, Management, Exempt, and Unrepresented Employees
for the Period October 1, 2008 to September 30, 2009 and Until Further Order
SPECIFIC REQUEST($)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION
RECOMMENDATION:
Adopt attached Resolution No. 2008/715 superseding Resolution No. 2008/358 regarding Compensation and
Benefits for County Elected and Appointed Department Heads, Management, Exempt, and Unrepresented
Employees.
FISCAL. IMPACT:
Costs associated with changes will be included in department budgets.
BACKGROUND:
Effective upon adoption, this Resolution supersedes and replaces Board of Supervisors' Resolution No.
20081358, which was adopted on July 22, 2008. It includes the following changes and additions:
1. A number of housekeeping matters, such as the removal of obsolete job classifications and the updating of
the names of classifications that have changed, have been addressed throughout the document.
2. Former Section 2.24. Dual Coverage has been deleted.
3. Former Section 32. Attorney Fixed-Term Classes has been deleted.
4. The document has been renumbered due to the removal of these sections.
5. The new classification of Retirement General Counsel-Exempt has been added to Section 33 and 34.
CONTINUED ON ATTACHMENT: YES SIGNATURE: Afi��
RECOMMENDATION OF COUNTY ADMINISTRATOR _RECOMMEND A N OF BOARD COM nTEE
APPROVE OTHER
SIGNATURE(S): ^,
ACTION OF BOARD ON fab�rtl ,� �tDS APPROVED AS RECOMMENDED Y OTHER
VOTE OF SUPERVISORS
I HEREBY CERTIFY THAT THIS IS A TRUE AND CORRECT
UNANIMOUS(ABSENT 1 COPY OF AN ACTION TAKEN AND ENTERED ON THE
AYES: NOES: MINUTES OF THE BOARD OF SUPERVISORS ON THE DATE
ABSENT: ABSTAIN: SHOWN. / [Q'
069.Dept: Human Resources Department—Carlos Baltodano(5-1766) ATTESTED 1�0J�.M Kq 4 i _
cc: Human Resources Department, DAVID TWA,CLERK OF THE 90ARD OF
County Administrator SUPERVISORS AND COUNTY ADMINISTRATOR
County Counsel
Auditor-Controller
All County Departments BY
9 4,��'"'— DEPUTY
M382(10/88)
THE BOARD-OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on November 18,2008 by the following vote:
AYES: GIOIA,UILKEMA,PIEPHO,&BONILLA
NOES: NONE
ABSENT: GLOVER
ABSTAIN. NONE
SUBJECT: Compensation and Benefits Authorized for )
County Elected and Appointed Department )
Heads, Management, Exempt, and )
Unrepresented Employees for the Period ) Resolution No.2008815
October 1, 2008 to September 30, 2009 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 upon adoption and continuing to September 30,2009,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 Resolution No.2002/608(excluding inconsistent provisions concerning the
amount of employee contributions for retirement benefits), Section 3 of Resolution No.20021615,
and Resolution No. 2006/609, this Resolution supercedes all previous resolutions providing
compensation and benefits for the employees listed herein,including but not limited to Resolution
No.2008/358.
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;the County Salary Regulations;and the County Personnel Management
Regulations. This Resolution does not authorize compensation and benefits for any employees of
the Contra Costa Superior Court or for any management employee who is represented by an
employee organization with a Memorandum of Understanding.
Management and Unrepresented employees include employees in Classified,Project and Exempt
classifications. This Resolution is organized to distinguish (i) those general County benefits
provided to all Managers, Exempt and Unrepresented employees; (ii) those benefits provided
exclusively to Management and Exempt employees; (iii)those benefits provided to Elected and
Appointed Department Heads;and(iv)those benefits that 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 per week.
I. BENEFITS FOR MANAGEMENT EXEMPT AND UNREPRESENTED EMPLOYEES are
provided for those classes listed in Exhibit A.
IL 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.
V. CHIEF ASSISTANT CLASSES for purposes of Section 23 are listed in Exhibit D.
VI. CALPERS HEALTH PLAN CLASSES for purposes of Section 2 are listed in Exhibit E.
Orig Dept.: Human Resources Department-Carlos Baltodano(335-1766)
cc: County Administrator-Lisa Driscoll
County Counsel-Vickie L. Dawes
Auditor—Controller-Elizabeth Verigin
Contra Costa County Employees'Retirement Association
RESOLUTION NO.2008/715
TABLE OF CONTENTS
Resolution-No. 2008/715
I. Benefits for Mana ement Exempt, and Unre resented Employees
1. Leaves With and Without Pay
1.10 Holidays (list of holidays observed by the County)
1.11 Definitions
1.12 Holidays
1.13 Holidays - Flexible and Alternate Work Schedules
1.14. Holidays - Part-Time Employees
1.15 No Overtime Pay, Holiday Pay, or Comp Time
1.16 Personal Holiday Credit
1.17 Vacation
1.18 Sick Leave
1.19 Part-Time Employees
1.20 Family Care Leave
1.21 Leave Without Pay-Use of Accruals
1.22 One Time Work Leave
2. Health, Dental, and Related Benefits
.2.10 Application
2.A. Employees in Classifications Who Receive Health Care Coverage from
County Plans
2.11 Health Plan Coverages
2.12 County Health and Dental Plan Contribution Rates
2.13 Retirement Coverage
2.14 Calculation of Premiums
2.15 Health Plan Coverage and Provisions
2.15 Layoff and Other Loss of Coverage
2.16 Health Plan Coverages and Provisions
2.17 Family Member Eligibility Criteria
2.B. Employees in Classifications Who Receive Health Care Coverage from
CalPERS
2.18 CaiPERS Controls
2.19 Contra Costa Health Plan (CCHP)
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RESOLUTION NO. 2008/715
2.20 CalPERS Health Plan Monthly Premium Subsidy
2.21 CalPERS Retirement Coverage
2.22 CalPERS Premium Payments
2.23 Dental Plan - CalPERS Participants
2.C. All Employees
2.24 Life Insurance Benefit Under Health and Dental Plans
2.25 Supplemental Life Insurance
2.26 Catastrophic Leave Bank
2.27 Health Care Spending Account
2.28 PERS Long-Term Care
2.29 Dependent Care Assistance Program
2.30 Premium Conversion Plan
2.31 Prevailing Section
3. Personal Protective Equipment
3.10 Safety Shoes
3.11 Safety Eyeglasses
4. Mileage Reimbursement
5. Retirement Contribution
6. 414H2 Participation
7. Training
7.10 Career Development Training Reimbursement
7.11 Management Development Policy
8. Bilingual Pay Differential
9. Higher Pay for Work in a Higher Classification
10. Workers' Compensation and Continuing Pay
10.10 Waiting Period
10.11 Continuing Pay
10.12 Physician Visits
10.13 Labor Code §4850 Exclusion
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RESOLUTION NO. 200$1715
11. Other Terms and Conditions of Employment
11.10 Overtime Exempt Exclusion
11.11 Overtime
11.12 Length of Service Credits
11.13 Mirror Classifications
11.14 Deep Classes
11.15 Administrative Provisions
II. Benefits for Management and Exempt Employees
12. Management Longevity Pay
12.10 Ten Years of Service
12.11 Fifteen Years of Service
13. Deferred Compensation Incentive
14. Annual Management Administrative Leave
15. Management Life Insurance
16. Vacation Buy Back
17. Professional Development Reimbursement
18. Sick Leave Incentive Plan
19. Video Display terminal (VDT) Users Eye Examination
20. Long-Term Disability Insurance
III. Benefits for Elected and Appointed Department Heads
21. Executive Automobile Allowance
22. Executive Life Insurance
23. Executive Professional Development Reimbursement
23.1 Executive Advanced Notice Differential
24. Appointed Department Heads
25. Elected Department Heads
26. Elected Department Head Benefits
RESOLUTION NO. 2008/7/5
IV. Special Benefits for Management Employees by Department or Class
27, Accounting Certificate Differential
J
28. Agriculture Department Differential
29. Angiogram Differential
30. Animal Services Search Warrant
31, Animal Services Uniform Allowance
32. Attorney State Bar Dues
33. Attorney Management Administrative Leave
34. Attorney Professional Development Reimbursement
35. Assessor Education Differential
36. Assessor Mileage Reimbursement
37. Certified Elections/Registration Administrator Certification Differential
38. District Attorney Inspectors Longevity Pay
39. District Attorney Inspector P.O.S.T.
40. District Attorney Investigator-.Safety Employees Retirement Tier;
Contribution Toward Cost of Enhanced Retirement Benefit
40.10 Retirement Tier
40.11 Employees With More Than 30 Years of Service
40.12 Eligible Employees
41. Employment and Human Services Division Manager Differential
42. Engineer Continuing Education Allowance
43. Engineer Professional Development Reimbursement
44. Engineer Structural Registration Differential
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RESOLUTION NO. 20081715
45. Library Department Holidays
46. Nursing Shift Coordinator, Staff Nurse-Per Diem, and Staff Advice
Nurse-Per Diem Holiday Pay
47. Staff Nurse-Per Diem and Staff Advice Nurse-Per Diem Overtime Pay
48. Staff Nurse-Per Diem Differentials
49. Staff Advice Nurse-Per diem Shift Differentials
50. Nursing Shift Coordinator Differentials
51. Nurse Manager Longevity Differentials
51.10 Seven Years of Service
51.11 Ten Years of Service
51.12 Fifteen Years of Service
51.13 Twenty Years of Service
51.14 Eligible Classes
52. Environmental Analyst III / Environmental Planner Assignment Differential
53. . Podiatrists / Optometrists Unrepresented Status
54. Probation - Safety Employees Retirement Tier; Contribution Toward cost
of Enhanced Retirement Benefit
54.10 Retirement Tier
54.11 Eligible Employees
55. Public Works Maintenance Managers Scheduled Day Off
56. Public Works Emergency Work Differential
57. Public Works Seasonal Construction Differential
58. Public Works Maintenance Managers Education Allowance
59. Real Property Agent Advanced Certificate Differential
60. Sheriff Sworn Management P.O.S.T.
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RESOLUTION N4. 2008/715
61. Sheriff Continuing Education Allowance
62. Sheriff Emergency Services Standby Differential
63. Sheriff Law Enforcement Longevity Differential
64, Sheriff Uniform Allowance
65. Sheriff- Detention Division Meals
66. Sheriff- Retirement Tiers; Contribution Toward Cost of Enhanced
Retirement Benefit
66.10 Safety Tier A
66.11 Safety Tier C c
66.12 Rehires
66.13 Employees with More than 30 Years of Service
66.14 Retirement Tier Elections
66.15 Eligible Employees
67. Treasurer-Tax Collector Professional Development Differential
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RESOLUTION NO. 2008/715
I. BENEFITS FOR MANAGEMENT EXEMPT AND UNREPRESENTED EMPLOYEES
1. Leaves With and Without Pay
1.10 Holidays:The County will observe the following holidays during the term covered
by this Resolution:
New Year's Day Labor Day
Martin Luther King Jr. Day Veterans' Day
Presidents' Day Thanksgiving Day
Memorial,Day Day after Thanksgiving
Independence Day Christmas Day
Such other days as the Board of Supervisors may designate by Resolution as
holidays.
1.11 Definitions:
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 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 in recognition of their regularly scheduled day off. The requested
day off must be within the same month and workweek 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. if the approved day off is a nine (9) hour workday, the
employee must use one(1)hour of non-sick-leave accruals. If the approved day
off is a ten (10) hour workday,the employee must use two (2)hours of non-sick-
leave accruais. If the employee does not have any non-sick-leave accrual
balances, leave without pay (AWOP) will be authorized.
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RESOLUTION NO. 2008/715
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.
1.17 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 11-1/3 272
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
Effective on November 1, 2007 and for purposes of this section only, employees who
were employed by Contra Costa County, became employees of the Contra Costa
Superior Court by operation of law, and are thereafter rehired by Contra Costa County
in the classification of District Attorney Manager of Law Offices (JJGE), "length of
service" includes all service time with Contra Costa County and all service time with the
Superior Court. However, this benefit is only applicable prospectively from the date the
employee is rehired by Contra Costa County,
1.18 Sick Leave: 'Employees are entitled to accrue paid sick leave credit in
accordance with the provisions of the County Salary Regulations and
Administrative Bulletin No. 411.7 (Sick Leave Policy) adopted on October 17,
1997, as periodically amended.
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RESOLUTION NO. 2008/715
1.19 Part-Time Employees: Part-time employees are entitled to accrue paid vacation
and sick leave credit on a pro-rata basis.
1.20 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, except that such employees shall not be entitled to
Family Care or Medical Leave on a calendar year basis. Instead, such
employees shall be entitled to at least eighteen (18)weeks of leave in a "rolling"
twelve (12) month period, which shall be measured backward from the date the
employee uses FMLA leave.
1.21 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, Dental, and Related Benefits
2.10 Application:
a. Employees in classifications who receive health care coverage from County
Plans: The following Sections apply to all employees in classifications
covered by this Resolution who receive health care coverage from County
Plans and do not receive health plan coverage through CaIPERS: Section
2.11 "Health Plan Coverages,"Section 2.12"County Health and Dental Plan
Contribution Rates," Section 2.13 "Retirement Coverage," Section 2.14
"Calculation of Premiums," Section 2.15 "Layoff and Other Loss of
Coverage," Section 2.16 "Health Plan Coverages and Provisions," and
Section 2.17 "Family Member Eligibility."
b. Employees in classifications who receive health care coverage from
CaIPERS:The following Sections apply to all employees in the classifications
listed in Exhibit F: Section 2.18 "CaIPERS Controls," Section 2.19 "Contra
Costa Health Plan (CCHP)," Section 2.20 "CaIPERS Health Plan Monthly
Premium Subsidy," Section 2.21 "CaIPERS Retirement Coverage," Section
2.22 "Ca1PERS Premium Payments," and Section 2.23 "Dental Plan -
CaIPERS Participants."
c. General provisions: The following Sections apply to all employees in all the
classifications covered by this Resolution: Section 2.24 "Dual Coverage,"
Section 2,25"Life Insurance Benefit Under Health and Dental Plans,"Section
2.26"Supplemental Life Insurance,"Section 2.27"Catastrophic Leave Bank,"
Section 2.28 "Health Care Spending Account," Sections 2.29 "PERS Long-
Term Care," Section 2.30 Dependent Care Assistance Program," Section
2.31 "Premium Conversion Plan," and Section 2.32 "Prevailing Section."
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RESOLUTION NO. 2008/715
2.A. Employees In Classifications Who Receive Health Care Coverage From
County Plans
2.11 Health Plan Coverages: Effective on January 1, 2000,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 Permanente Health Plan
d. Health Net HMO
e. Health Net PPO
f. Delta Dental
g. PMI Delta Care Dental
2.12 County Health and Dental Plan Contribution Rates:
a. Through December 31, 2009, the County will pay the following monthly
premium subsidies for employees and their eligible family members for these
health and dental plans:
1. Contra Costa County Health Plans, Pian A, ninety-eight percent
(98%).
2. Contra Costa County Health Plans, Plan B, ninety percent (90%).
3. Kaiser Permanente Health Plan, eighty percent (80%).
4. Health Net HMO, eighty percent (80%).
5. Health Net PPO,sixty-six and 27/100 percent(66.27%), provided that
the County will pay only fifty percent (50%) of any premium increase
after January 1, 2000.
6. Delta Dental and PMI Delta Care Dental when combined with Contra
Costa County Health Plans, Plan A or Plan B, ninety-eight percent
(98%).
7. Delta Dental when combined with Kaiser Permanente Health Plan,
Health Net HMO or Health Net PPO, seventy-eight percent (78%).
8. PMI Delta Care Dental when combined with Kaiser Permanente
Health Plan, Health Net HMO, or Health Net PPO, seventy-eight
percent (78%).
9. Delta Dental or PMI Delta Care Dental for employees who do not
receive any health care coverage from the County(or from CaIPERS),
one hundred percent (100%) less one cent ($.01).
b. Beginning on January 1, 2010, and for each calendar year thereafter, the
County will pay a monthly premium subsidy for each health and dental plan
listed above that is equal to the actual dollar premium subsidy that is paid by
the County for calendar year 2009. The amount of the County subsidy that
is paid for employees and eligible family members will thereafter be a set
dollar amount and will not be a percentage of the premium charged by the
health or dental plan. If the County contracts with a health or dental plan that
4
RESOLUTION N0, 2008/715
is not listed above, the County will determine the monthly dollar premium
subsidy that it will pay to that health plan for employees and their eligible
family members.
c. In the event that the County premium subsidy amounts are greater than one
hundred percent (100%) of the applicable premium of any health or dental
plan,for any plan year,the County's contribution will not exceed one hundred
percent (100%) of the applicable plan premium.
d. The County may provide less of a monthly premium subsidy for employees
hired on or after January 1, 2009, and their eligible family members. If the
County does not provide any premium subsidy to these employees, the
County will allow these employees, and their eligible family members, to
participate in the County health and dental plans by paying the full premium
cost of the chosen health plan.
2.13 Retirement Coverage:
a. Upon Retirement:
1. Upon retirement and for the term of this resolution, 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/dental plans or if while on
authorized leave of absence without pay, they have retained continuous
coverage during the leave period. The County will pay the health/dental plan
monthly premium subsidies set forth in Section 2.12(a)for retirees and their
eligible family members until December 31, 2009. Beginning on January 1,
2010, the County will pay the same monthly premium subsidies for retirees
and their eligible family members as set forth in Section 2.12(b).
2. Any person who becomes age 65 on or after January 1, 2009 and who is
eligible for Medicare must immediately enroll in Medicare Parts A and B.
3. For employees hired on or after January 1, 2009 and their eligible family
members, no monthly premium subsidy will be paid by the County for any
health or dental plan after they separate from County employment. However,
any such employee who retires under the Contra Costa County Employees'
Retirement Association ("CCC ERA") may retain continuous coverage of any
county health or dental plan provided that (i) he or she begins to receive a
monthly retirement allowance from CCCERA within 120 days of separation
from County employment and (ii) he or she pays the full premium cost.under
the chosen health plan without any County premium subsidy.
b. Employees 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.
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RESOLUTION NO. 2008/715
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:
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 10`h
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 pian coverage and County subvention to which
similarly situated 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 receiver retirement benefits as similarly situated retirees who did not defer
retirement are entitled, provided succi 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.
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RESOLUTION NO. 2008/715
8. This subpart b "Employees Who File for Deferred Retirement' does not
apply to any employee in any classification listed in Exhibit F.
c. Employees Hired After December 31 2006 and Before January 1 2009 -
Eligibility for Retiree Health Coverage: All employees hired after December
31, 2006 and before January 1, 2009 are eligible for retiree health/dental
coverage pursuant to subsections (a) and (b), above, upon completion of
fifteen (15) years of service as an employee of Contra Costa County. For
purposes of retiree health eligibility, one year of service is defined as one
thousand (1,000) hours worked within one anniversary year. The existing
method of crediting service while an employee is on an approved leave of
absence will continue for the duration of this Resolution.
d. Subject to the provisions of Section 2.13 subparts (a)(b), and (c) and upon
retirement and for the term of this resolution, the following employees (and
their eligible family members) are eligible to receive a monthly premium
subsidy for health and dental plans or are eligible to retain continuous
coverage of such plans: County Elected and Appointed Department Heads,
Management Employees, Exempt Employees, Unrepresented Employees,
and each employee who retired from a position or classification that was
unrepresented at the time of his or her retirement.
2.14 Calculation of Premiums:
a. For employees and retirees(and their eligible family members)who are hired
by the County prior to January 1, 2009, the monthly premium cost for each
health and dental pian will be determined by combining the actual premium
cost for employees (and eligible family members) and the actual premium
cost for retirees (and eligible family members). This will establish a single
premium for each health and dental plan without separating employees from
retirees.
b. For employees and retirees(and their eligible family members)who are hired
by the County on or after January 1, 2009, the monthly premium cost for
each health and dental plan will be determined by separating the actual
premium cost for employees (and eligible family members) from the actual
premium cost for retirees (and eligible family members). This will establish
separate premiums for each health and dental plan for these employees and
retirees.
2.15 Layoff and Other Loss of 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 and/or dental coverage combination of his/her choice.
b" An eligible employee who loses medical or dental coverage through a spouse
or partner not employed by the County will be allowed to enroll or transfer
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RESOLUTION NO. 2008/715
into the County health and/or dental plan of his/her choice within thirty (30)
days of the date coverage is no longer afforded under the spouse's plan.
2.16 Health Plan Coverages and Provisions: The following provisions are applicable
regarding County Health and Dental 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 life insurance benefit)at the employee's full
expense.
b. Employee Contribution Deficiencies:The County's contributions to the Health
Plan and/or Dental Plan premiums are 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 solely with the employee.
c. Leave of Absence: The County will continue to pay the County shares of
health and/or dental plan premiums for enrolled employees who are on an
approved paid or unpaid leave of absence for a period of thirty (30) days or
more provided the employee's share of the premiums are paid by the
employee.
d, Coverage Upon Separation: An employee who separates from County
employment is covered by his/her County health and/or dental plan through
the last day of the month in which he/she separates. Employees who
separate from County employment may continue group health and/or dental
plan coverage to the extent provided by the COBRA laws and regulations.
2.17 Family Member Eligibilitv Criteria: The following persons may be enrolled as the
eligible Family Members of a medical or dental plan Subscriber:
a. The Subscriber's Legal Spouse.
b. The Subscriber's Qualified Domestic Partner.
c. Children of the Subscriber, the Subscriber's spouse, or the Subscriber's
Qualified Domestic Partner who are unmarried and are:
1. Under 19 years of age.
2. Age 19 and over,who are dependent qualifying children as defined by the
Internal Revenue Service in Publication 501.
3. Age 19 and over, disabled and incapable of sustaining employment due
to a physical or metal disability that existed prior to the child's attainment of
8
RESOLUTION NO. 2008/715
age 19, and who are qualifying dependent children as defined by the Internal
Revenue Service in Publication 501.
4. Children who qualify as"dependent children"include natural children,step-
children, adopted children, and any children specified in a Qualified Medical
Support Order or similar court order.
2.13. Employees In Classifications Who Receive Health Care Coverage From
CaIPERS
2.18 CaIPERS Controls: The CaIPERS health care program, as regulated by the
Public Employees'Medical and Hospital Care Act(PEMHCA),regulations issued
pursuant to PEMHCA,and the administration of PEMHCA by CaIPERS,controls
on all health plan issues for employees who receive health care coverage from
CaIPERS, including, but not limited to, eligibility, benefit plans, benefit levels,
minimum premium subsidies, and costs.
2.19 Contra Costa Health Plan (CCHP): Because CCHP has met the minimum
standards requred under PEMHCA and is approved as an alternative CalPERS
plan option, employees and COBRA counterparts may elect to enroll in CCHP
under the CalPERS plan rules and regulations.
2.20 CaIPERS Health Plan Monthly Premium Subsidy The County's subsidy to the
CalPERS monthly health plan premiums are as provided below. The employee
must pay any. CalPERS health plan premium costs that are greater than the
County's subsidies identified below.
a. County Premium Subsidy Through December 31 2009. Through December
31, 2009, the County will pay a monthly premium subsidy for the CalPERS
health plan chosen by the employee in an amount not to exceed eighty-seven
percent (87%) of the PERS Bay Area/Sacramento Kaiser premium at each
level (employee only, employee + one, employee + two or more).
b. County Premium Subsidy On and After January 1 2010 Beginning on
January 1, 2010, and for each calendar year thereafter, the County will pay
a monthly premium subsidy for each CalPERS health plan chosen by the
employee that is equal to the actual dollar monthly premium subsidy that was
paid by the County for calendar year 2009 for that plan, or the CaIPERS
statutory minimum employer monthly premium subsidy, whichever amount
is greater.' In no event will the subsidy paid by the County be more than
100% of the premium cost. The amount of the County subsidy that is paid
for employees and eligible family members will thereafter be a set dollar
amount and will not be a percentage of the CaIPERS Bay Area/Sacramento
Kaiser premium. If CaIPERS changes the plans it offers, then the County's
premium subsidy for the new plan(s) will not exceed the actual dollar
equivalent of eight-seven percent (87%) of the PERS Bay Area/Kaiser
premium at each level (employee only, employee + one, employee + two or
more) as of December 31, 2009.
9
RESOLUTION NO. 2008/715
2.21 CalPERS Retirement Coverage: Government Code section 22892 applies to all
employees in those classifications listed in Exhibit F.
2.22 CalPERS Premium Payments: Employee participation in any CalPERS health
plan is contingent upon the employee authorizing payroll deduction by the
County of the employee's share of the premium cost. If an employee's
compensation in any month(including during a leave of absence)is not sufficient
to pay the employee's share of the premium, the employee must pay the
difference to the Auditor-Controller. The responsibility for this payment rests
solely with the employee.
2.23 Dental Plan - CaIPERS Participants:
a. Employees in the classifications listed in Exhibit F may participate in any
available County Group Dental Plan. The County may change dental plan
providers at any time during the term of this resolution.
b. Dental Plan Premium Subsidy:
1. Through.December 31, 2009, the County's monthly premium subsidies
for dental plan premiums are as set forth below. The employee will pay any
dental plan premium costs that are greater than the County's premium
subsidies set forth below.
i. Dental with Health Plan: The County premium subsidy for those
enrolled in a CalPERS Plan, other than the CCHP alternative, will be
seventy-eight percent (78%) of the monthly dental plan premium. The
County premium subsidy for those enrolled in the CalPERS Plan CCHP
alternative will be ninety-eight percent (98%) of the monthly dental plan
premium.
ii. Dental only: Employees who elect dental coverage and who receive
no health coverage from the County, including from CalPERS, will pay
one cent ($.01) per month for dental only coverage.
2. The provisions of Section 2.12, subparts (b),(c), and (d), relating to the
County subsidies for dental coverage apply on and after January 1, 2009.
c. As to dental coverage only, the following Sections apply to all classifications
listed in Exhibit F: Section 2.13 "Retirement Coverage," Section 2.14
"Calculation of Premiums," Section 2.15 "Layoff and Other Loss of
Coverage," Section 2.16 "Health Plan Coverages and Provisions," and
Section 2.17 "Family Member Eligibility Criteria."
10
RESOLUTION NO. 2008/715
2.C. All Employees
2.24 Life Insurance Benefit Under Health and Dental Plans: For employees who are
enrolled in the County's program of medical or dental coverage as either the
primary or the dependent, term life insurance in the amount of ten thousand
dollars ($10,000) will be provided by the County.
2.25 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 to
exceed five hundred thousand dollars ($500,000), of which one hundred
thousand ($100,000)is a guaranteed issue, provided the election is made within
the required enrollment periods.
2.26 Catastrophic Leave Bank:All employees are included in the Catastrophic Leave
Bank and may designate a portion of accrued vacation, compensatory time,
holiday compensatory time, or personal holiday credit to be deducted from the
donor's existing balances and credited to the bank or to a specific eligible
employee.
a. The County Human Resources Department operates 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 personal holiday credit be deducted from those
account(s) and credited to the Catastrophic Leave Bank. Employees may
donate hours either to a specific eligible employee 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 ofthe illness, injury or condition. Catastrophic illness or injury is
defined as a critical medical condition,a long-term major physical impairment
or disability that manifests itself during employment.
b. The plan is administered under the direction of the Director of Human
Resources. The Human Resources Department is 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 is subject to the approval of a six(6) member committee composed
of three (3) members appointed by the County 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.
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RESOLUTION NO. 2008/715
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 pian,an employee must have permanent status,
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,
personal 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 (1040) 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.
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.
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RESOLUTION NO. 2008/715
2.27 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 five thousand dollars ($5,000) per calendar year, of before tax
dollars, for health care expenses not reimbursed by any other health benefit
plans. HCSA dollars may 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.
2.28 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.
2.29 Dependent Care Assistance Program: The County offers the option of enrolling
in a Dependant 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 calendar year to pay for
eligible dependent care (child and elder care) expenses. Any unused balance
is forfeited and cannot be recovered by the employee.
2.30 Premium Conversion Plan: The County offers the Premium Conversion Plan
(PCP) designed to qualify for tax savings under Section 125 of the Internal
Revenue Code, but tax savings are not guaranteed. The program allows
employees to use pre-tax dollars to pay health and dental premiums.
2.31 Prevailing Section: To the extent that any provision of this Section (Section 2.
Health Dental, and Related Benefits) is inconsistent with any provision of any
other County enactment or policy, including but not limited to Administrative
Bulletins, the Salary Regulations, the Personnel Management Regulations, or
any other resolution or order of the Board of Supervisors, the provision(s)of this
Section (Section 2. Health, Dental, and Related Benefits) will prevail.
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 seventy-five
dollars ($275)for each two (2)year period beginning on January 1, 2002. There
is no limit on the number of shoes or repairs allowed.
3.11 Safely Eyeglasses. The County will reimburse eligible Management, Exempt
and Unrepresented employees for prescription safety eyeglasses which are
13
RESOLUTION NO. 20081715
approved by the County and are obtained from an establishment approved by the
County.
4. Mileage 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 forthe 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. 414H2 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 _Career Development Training Reimbursement:All full-time employees(excluding
attorney classes)are eligible for career development training reimbursement not
to exceed seven hundred fifty dollars($750)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 Policv: 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. 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.
c. The Department Head is responsible for authorization of individual
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RESOLUTION NO. 2008/715
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 one hundred dollars ($100.00) per month.
Designation of positions forwhich bilingual proficiency is required is the sole prerogative
of the County, and such designations may be amended or deleted at any time.
9. Higher Pay 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 entitiementwill begin on the completion of the 40th consecutive
hour in the assignment, retroactive to the beginning of the second full day of work in the
assignment.
10. Workers' Compensation and Continuing_PaY: For all accepted workers'
compensation claims filed with the.-County during calendar year 2007, employees will
receive eighty percent (80%) of their regular monthly salary during any period of
compensable temporary disability not to exceed one (1) year. For all accepted
workers' compensation claims filed with the County on or after January 1, 2008,
employees will receive eighty percent (75%) 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, 2007, but
after December 31, 1999, will be paid as provided in Resolution No. 2006/22. 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.
10.10 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 Jo 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 disability exceeds fourteen (14)days.
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RESOLUTION NO. 2008/715
10.11 Continuing Pay: A permanent employee will receive the applicable percentage
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 worker's' 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.
10.12 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.
10.13 Labor Code §4850 Exclusion: The foregoing provisions for workers'
compensation and continuing pay are inapplicable in the case of employees
entitled to benefits under Labor Code Section 4850.
11. Other Terms and Conditions of Employment
k
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, 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
16
RESOLUTION NO. 2008/715
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 setforth in the County
Administrator's memo of November 6, 2002, as may be amended.
Employees may be approved for placement on the Overtime Exempt
Exclusion List if and when they are assigned to a special 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 dates 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 the date of separation, the period
of separation will be bridged. Under these circumstances,the service credits
will include all credits accumulated at the 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 in the sole discretion of the Director of
Human Resources, employees in unrepresented job classifications that
mirror Management, represented or unrepresented job classifications may
receive the salary and fringe benefits that are received by employees in the
mirror classification.
11.14 Deep Classes:No provision of this Resolution regarding terms and conditions
of employment supersedes any provision of 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.
17
RESOLUTION NO. 2008/715
II. BENEFITS FOR MANAGEMENT AND EXEMPT EMPLOYEES
Management and Exempt employees will receive the benefits set forth in Part 1 and also the
following additional benefits:
12. Management Longevity Pay:
12.10 Ten Years of Service:
a. Employees who have completed ten (10) years of service for the County are
eligible to receive a two and one-half percent (2.5%) longevity differential
effective on the first day of the month following the month in which the employee
qualifies for the ten (10) year service award.
b. In lieu of subsection a, 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 years of service effective on the first day
of the month following the month in which the employee qualifies for the ten (10)
year service award.
c. This section does not apply to employees who are eligible to receive the Nurse
Manager Longevity Differentials set forth in Section 51.
d. Effective April 1, 2007, this section does not apply to members of the Board of
Supervisors,except those members who were receiving this benefit as of March
31, 2007.
e. Effective November 1, 2007, for employees who were employed by Contra
Costa County, became employees of the Contra Costa Superior Court by
operation of law, and thereafter are rehired by Contra Costa County in the
classification of District Attorney Manager of Law Offices (JJGE), eligibility for
this longevity differential will be determined by adding together all service time
with Contra Costa County and all service time with the Contra Costa Superior
Court. If this sum is more than ten (10)years,this longevity differential will only
be paid prospectively from the date the employee is rehired by Contra Costa
County.
12.11 Fifteen Years of Service:
a. Employees who have completed fifteen (15)years of service for the County are
eligible to receive an additional two and one-half percent (2.5%) longevity
differential effective on the first day of the month following the month in which
the employee qualifies for the fifteen (15) year service award. For employees
who completed fifteen (15) years of service on or before January 1, 2007, this
longevity differential will be paid prospectively only from January 1, 2007.
18
RESOLUTION NO. 2008/715
b. In lieu of subsection a, 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 an additional two and one-half
percent(2.5%)longevity differential upon the completion of fifteen(15)years of
service effective on the first day of the month following the month in which the
employee qualifies for the fifteen (15)year service award. For employees who
completed fifteen years of service on or before January 1, 2007, this longevity
differential will be paid prospectively only from January 1, 2007.
c. This section does not apply to employees who are eligible to receive the District
Attorney inspectors Longevity Differential set forth in Section 38, the Nurse
Manager,Longevity Differentials set forth in Section 51, or the Sheriff Law
Enforcement Longevity Differential set forth in Section 63.
d. Effective April 1, 2007, this section does not apply to members of the Board of
Supervisors,except those members who were receiving this benefit as of March
31, 2007.
e. Effective November 1, 2007, for employees who were employed by Contra
Costa County, became employees of the Contra Costa Superior Court by
operation of law, and thereafter are rehired by Contra Costa County in the
classification of District Attorney Manager of Law Offices (JJGE), eligibility for
this longevity differential will be determined by adding together all service time
with Contra Costa County and all service time with the Contra Costa Superior
Court. If this sum is more than fifteen (15) years, this longevity differential will
only be paid prospectively from the date the employee is rehired by Contra
Costa County.
13. Deferred Compensation Incentive:The County will contribute eighty-five dollars($85)
per month to each employee who participates in the County's Deferred Compensation
Plan. To be eligible for this Deferred Compensation Incentive, the employee must
contribute to the deferred compensation plan as indicated below.
Employees with Qualifying Base Monthly Contribution Required
Current Monthly Contribution to Maintain Incentive Program
Salarv!of: Amount Eli ibilit
$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
$6,668 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 will no longer be eligible for the
eighty-five dollar ($85) Deferred Compensation Incentive. To reestablish eligibility,
employees must again make a Base Contribution Amount as set forth above based on
19
RESOLUTION NO. 2008/715
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's` of each year, full-time unrepresented, management, and exempt
employees in paid status will be credited with seventy (70) hours of paid
Management Administrative Leave. This time is non-accruable and all balances will
be zeroed out on December 31 of each year.
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. (See Section 34.)
15. Management Life Insurance: Employees are covered at County expense by term life
insurance in the amount of fifty seven thousand dollars ($57,000) in addition to the
insurance provided under Section 2.12.
16. Vacation Buy Back:
A. Employees rr►ay 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. Where a lump-sum payment is made to employees as a retroactive general salary
adjustment for a portion of a calendar year that is subsequent to the exercise by an
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
20
RESOLUTION NO. 2008/715
which the luaip-sum payment was computed, provided that the period covered by
the lump-sum payment includes the effective date of the vacation buy-back.
17. Professional Development Reimbursement: Employees (excluding Department
Heads, their Chief Assistant(s), Engineering Managers, and all Attorney classes) are
eligible for reimbursement of up to six hundred twenty-five dollars ($625)for each two
(2) year period beginning on January 1, 1999, for memberships in professional
organizations,subscriptions to professional publications,attendance fees atjob-related
professional development activities and purchase of job-related computer hardware and
software (excludes automation connectivity, support, or subscription fees) from a
standardized County-approved list or with Department Head approval, provided each
employee complies with the provisions of the Computer Use and Security, Policy
adopted by the Board of Supervisors and the applicable manuals. In order to receive
reimbursement, the employee must have been in an eligible classification when the
expense was incurred.
Each professional development reimbursement request must be approved by the
Department Head and submitted through the regular demand process. Demands must
be accompanied by proof of payment(copy of invoice or receipt). Certification regarding
compliance with the County's computer use and security policy may be required.
Questions regarding appropriateness of request will be answered by the Office of the
County Administrator.
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 Directorof 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 Sick
Continuous Service Leave Payable
3—5 years 30%
5 —7 years 40%
7 plus years 50%
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RESOLUTION NO. 20081715
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 made pursuant to this
section are in lieu of County retirement benefits resulting from employment by
this County or by Districts governed by this Board.
19. Video Display Terminal (VDT) Users Eye 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.
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 forthe 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.
M. BENEFITS FOR ELECTED AND APPOINTED DEPARTMENT HEADS
Department Heads will receive the benefits set forth in Part I and Part II and the following
additional benefits:
21. Executive Automobile Allowance: Except as provided in Subsection D, the County
Administrator and the following appointed Department Heads and elected Department
Heads are eligible to receive a monthly automobile allowance plus mileage for miles
driven outside Contra Costa County 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= $600 per month
B. Elected Department Heads = $600 per month
Assessor District Attorney
Auditor—Controller
Clerk—Recorder .Treasurer—Tax Collector
22
RESOLUTION NO. 2008/715
C. Appointed Department Heads = $600 per month
Agricultural Commissioner/Director of Weights and Measures
Chief Assistant County Administrator
County Counsel
County Librarian
County Probation Officer
County Veteran's Service Officer
County Welfare Director
Director of Animal Services
Director of Child Support Services
Director of Conservation and Development
Director of General Services
Director of Health Services
Director of Human Resources
Director of Information Technology
LAFCO Director
Public Defender
Public Works Director
Retirement Administrator
D. Sheriff-Coroner= $500 per month, plus mileage for miles driven inside and outside
of Contra Costa County.
E. 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 sixty thousand dollars ($60,000) additional to the insurance provided under Section
2.12.
23. Executive Professional Development Reimbursement:Department Heads and those
chief assistants listed in Exhibit D (excluding Attorney classes) are eligible for
reimbursement of up to nine hundred twenty-five dollars ($925) for each two (2) year
period beginning'January 1, 1999 for memberships in professional organizations,
subscriptions to professional organizations, subscriptions to professional publications,
attendance fees atjob-related professional development activities,and purchase of job-
related computer hardware and software, such as blackberries, I-phones, and treos
(excluding automation connectivity, support, or subscription fees)from a standardized
County-approved list or with Department Head approval, provided each employee
complies with the provisions of the Computer Use and Security Policy adopted by the
Board of Supervisors and the applicable manuals. In order to receive reimbursement,
the employee must have been in an eligible classification when the expense was
incurred.
23
RESOLUTION NO. 20081715
Each executive professional development reimbursement request must be approved by
the Department Head and submitted through the regular demand process. Demands
must be accompanied by proof of payment (copy of invoice or receipt). Certification
regarding compliance with the County's computer use and security policy may be
required. Questions regarding appropriateness of request will be answered by the
Office of the County Administrator.
23.1 Executive Advanced Notice Differential: An Appointed Department Head or an
eligible key executive employee who gives the appointing authority and the County
Administrator 12 months'advance written notice of his or her voluntary separation from
County employment is eligible for a differential of two percent (2%) of his or her base
rate of pay for each month from the first day of the month following the month in which
notice is given until the date of separation,but not to exceed 12 months. The differential
will be paid in a single lump sum upon separation from County employment, subject to
the usual tax withholding and retirement deductions. If the Appointed Department Head
or eligible key executive employee later changes his or her separation date, he or she
will be ineligible for the differential, unless the separation date was changed at the
written request of the appointing authority. The eligible key executive employee
positions will be identified in a subsequent resolution and will only be eligible for this
benefit prospectively after the adoption of the subsequent resolution.
24. Appointed Department Heads:The Appointed Department Heads are the Agricultural
Commissioner/Director of Weights and Measures,Chief Assistant County Administrator,
County Counsel,County Librarian,County Probation Officer,County Veteran's Services
Officer, County Welfare Director, Director of Animal Services, Director of Child Support
Services, Director of Conservation and Development, Director of General Services,
Director of Health Services, Director of Human Resources, Director of Information
Technology, Public Defender, Public Works Director, and Retirement Administrator.
25. Elected Department Heads: The Elected Department Heads are the Assessor,
Auditor—Controller, Clerk—Recorder, District Attorney—Public Administrator,
Sheriff—Coroner, and Treasurer—Tax Collector.
26. 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 fart I,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, and 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 II, Section 13, twelve thousand dollars ($12,000)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, 2007). 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,the elected department head
is 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
24
RESOLUTION NO. 20081715
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
is entitled to an equivalent lump-sum payment. None of the County's twelve
thousand dollar ($12,000) contribution may be used to establish eligibility and
qualification to receive the additional eighty-five dollars ($85) monthly Deferred
Compensation Incentive 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
27. Accounting Certificate Differential: Incumbents of Management professional
accounting, auditing or .fiscal officer positions who possess one of the following
certifications in good standing will receive a differential of five percent (5%) of base
monthly salary:(1)A valid Certified Public Accountant(CPA)license issued by the State
of California, Department of Consumer Affairs, Board of Accountancy; (2) a Certified
Internal Auditor (CIA) certification issued by the Institute of Internal Auditors; (3) a
Certified Management Accountant (CMA) certification issued by the Institute of
Management Accountants; or(4) a Certified Government Financial Manager (CGFM)
certification issued by the Association of Government Accountants,
28. Agriculture Department Differential: The classes of Deputy Sealer Weights/Measure
(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.
29. Angiogram Differential: Employees in the classes of Diagnostic Imaging Manager
(V8HB) and Assistant Diagnostic Imaging Manager (V8HC) 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.
30. 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 compensation per 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.
31. 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 ($800) 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 granted to Animal Services Officers
while this Resolution is in effect,is granted to the Animal Services Management classes.
25
RESOLUTION NO. 20081715
32. Attorney State Bar Dues: The County will reimburse employees in the classes listed
in Section 33 for California State Bar Membership dues (but 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 1S` of each year, full time unrepresented, management, and exempt
attorneys in paid status in the Offices of the District Attorney, County Counsel, Public
Defender,Child Support Services,and the Contra Costa County Employees'Retirement
Association,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. Attomeys appointed between January 15`and June 301h, inclusive,are eligible for eighty
(80)hours of Management Administrative Leave on the first succeeding January I"and
annually thereafter. Attorneys appointed on or after July 15`are eligible for sixty (60)
hours of Management Administrative Leave on the first succeeding January 151 and are
eligible for eighty'(80) hours annually thereafter.
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 I` thereafter. Permanent-
intermittent attorneys are not entitled to Management Administrative Leave. Any
attorney on a leave of absence will have his/her Management Administrative Leave
hours pro rated upon his/her return.
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 seven hundred dollars ($700) 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 on-line computer services.
Any unused accrual may be carried forward to the next fiscal year up to a maximum of eight
hundred dollars ($800).
26
RESOLUTION NO. 2008/715
The eligible classes are as follows:
Assistant County Counsel Senior Financial Counsel - Exempt
Assistant County Counsel-Exempt Chief Trial Deputy Public Defender
Assistant Public Defender Public Defender
Assistant Public Defender-Exempt Senior Deputy District Attorney-Exempt
Asst. Chief Deputy District Atty-Exempt Supervising Attorney- Child Support
Chief Deputy District Attorney-Exempt Services
Chief Asst. County Counsel-Exempt Attorney- Advanced Child Support
Chief Asst. Public,Defender- Exempt Services
Civil Litigation Attorney-Deep Class Attorney-Basic Child Support Services
County Counsel Attorney- Entry Child Support Services
Deputy County Counsel-Deep Class Retirement General Counsel-Exempt
District Attorney-Public Administrator
35. Assessor Education Differential: Employees in the Management classes of Principal
Appraiser (DADC), Supervising Appraiser (DAHC), Supervising Auditor-Appraiser
(DRNA), Assistant County Assessor(DASA) and Assistant County Assessor-Exempt
(DA131) is entitled to a salary differential of two and one-half percent (2.5%) of base
monthly salaryfor 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 Mileage Reimbursement: Effective October 1, 1999, in lieu of additional
mileage reimbursement, the salaries of the Supervising Appraiser (DAHC) and
Supervising Auditor-Appraiser (DRNA) 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. Certified Elections/Registration Administrator Certification Differential:Employees
in the classification of Clerk-Recorder (ALA1) are entitled to receive a monthly
differential in the amount of five percent (5%)of base monthly salary for possession of
a valid Certified Elections/Registration Administrator Certificate issued by The Election
Center-Professionai Education Program. Verification of eligibility is by the County
Administrator or designee. Eligibility for receipt of the differential begins on the first day
of the month following the month in which the County Administrator verifies eligibility.
38. District Attorney Inspectors Longevity Differential: Incumbents of the classes of
District Attorney Chief of Inspectors—Exempt (6KD1), District Attorney Lieutenant of
Inspectors(6KNB),and Lieutenant of Inspectors—Welfare Fraud(6KWG)are eligible for
a differential of five percent(5%)of base monthly salary when the following conditions
27
RESOLUTION NO. 2008/715
are satisfied:The employee has(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)has reached
the age of thirty-five (35).
39. District Attorney Inspector 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 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.
40. District Attorney.Investigator - Safety Employees Retirement Tier: Contribution
Toward Cost of Enhanced Retirement Benefit :
40.10 Retirement Tier. The retirement formula of"3 percent at 50" applies to employees
in the classifications set forth in Subsection 41.12, below. The cost of living
adjustment(COLA)to the retirement allowances of these employees will not exceed
three percent (3%) per year. The final compensation of these employees will be
based on a twelve(12)month salary average. Each employee will pay nine percent
(9%) of his or her retirement base to pay part of the employer's contribution for the
cost of these safety retirement benefits. Such payments will be made on a pre-tax
basis in accordance with applicable tax laws.. "Retirement base"means base salary
and other payments, such as salary differential and flat rate pay allowances, used
to compute retirement deductions.
40.11 Employees with more than 30 years of Service. Commencing on July 1, 2007,
eligible employees in the classifications set forth in Subsection 41.12, below, and
designated by the Contra Costa County Employees' Retirement Association as
safety members with credit for more than thirty (30)years of continuous service as
safety members, will not make payments from their retirement base to pay part of
the employer's contribution towards the cost of the safety retirement benefit.
28
RESOLUTION NO. 2008/715
40.12 Eligible Employees.
This section applies only to the following classifications:
District Attorney Chief of inspectors-Exempt (6KD1)
District Attorney Lieutenant of Inspectors (6KNB)
Lieutenant of Inspectors-Welfare Fraud (6KWG)
41. Employment and Human Services Division Manager Differential: Employees in the
classification of Employment and Human Services Division Manager(XADD)are eligible
to receive a 5% salary differential, for a special project assignment. The qualifying
special project must involve executive leadership, management, oversight, and
supervision of operational division managers. The employee must be assigned to the
qualifying specialproject by the Director of Employment and Human Services and the
Director must approve the differential. The duration of the differential may not exceed
twenty four (24) 'months, even if the special project assignment is longer. When
approved, the differential will become effective on the first day of the following month.
No more than two (2) employees may receive this differential at the same time, even
though there may be more than two (2) special project assignments.
42. Engineer Continuing' Education Allowance: Public Works employees in the
classifications 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-Exempt (NADO) Senior Civil Engineer
(NKHA), Senior Traffic Engineer(NKHB), Senior Hydrologist(N9HC)and Supervising
Civil Engineer (NKGA) are eligible to receive a one year Continuing Education .
Allowance of two and one-half percent (2.5%) of base monthly salary 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 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
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 allowance do so for a period of only twelve (12)
months, commencing on the first day of the month after proof of completion is
received and approved by the Public Works Director or his designee. This
allowance'automatically terminates at the end of the twelve (12) month period.
43. Engineer Professional Development Reimbursement: Employees in the
classification of 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 on January 1,2000. Effective July 1,2007,the allowable
reimbursement amount will be increased by one hundred fifty dollars ($150)for a total
of eight hundred fifty dollars ($850). Effective on January 1, 2008, Engineering
Managers will be allowed reimbursement for qualifying professional development
29
RESOLUTION NO. 2008/715
expenses and professional engineering license fees required by the employee's
classification up to a total of nine hundred dollars ($900) for each two (2) year period.
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 textbook reimbursement for accredited college or university classes.
E. Professional license fees required by the employee's classification.
F. Application and examination fees for registration as a professional engineer,
architect or engineer-in-training.
G. Certain job-related instruments,job-related computer hardware and software 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 the applicable manuals.
Individual professional development reimbursement requests require the approval of the
Department Head. Reimbursement occurs through the regular demand process with
demands being accompanied by proof of payment(copy of invoice or canceled check).
In order to receive reimbursement, the employee must have been in an eligible
classification when the expense was incurred.
44. Engineer Structural Registration Differential: Incumbents of the management
classes of Structural Engineer-Building Inspection(NESB),Senior Structural Engineer-
Building Inspection (NEVB), Supervising Structural Engineer-Building inspection
(FADB),and Principal Structural Engineer-Building Inspection(NCHA),employed in the
County Building Inspection Department who possess a valid Certificate 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.
45. 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.
46. Nursing Shift Coordinator,Staff Nurse-Per Diem,and Staff Advice Nurse-Per Diem
Holiday Pav: Permanent full time, permanent part-time and permanent-intermittent
employees in the classification of Nursing Shift Coordinator (VWHH), 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. Employees in the
classifications of Nursing Shift Coordinator-Per Diem(VWHD), Staff Nurse-Per Diem
(VWWA), and Staff Advice Nurse - Per Diem (VWXF), who work on a holiday, will be
compensated at one and ane-half(1.5)times the hourly rate for all hours worked, up to
a maximum of eight (8) hours. This provision is effective on November 1, 2006.
30
RESOLUTION NO. 2008/715
47. Staff Nurse-Per Diem and Staff Advice Nurse-Per Diem Overtime Pay: Employees
in the classifications of Staff Nurse-Per Diem and Staff Advice Nurse-Per Diem,who are
unrepresented and paid on an hourly basis, will be compensated at the rate of one and
one-half(1.5) times their base rate of pay (excluding differentials) for authorized work
in excess of eight (8) hours in a day.
48. Staff Nurse-Per Diem Differentials: Effective September 1, 2003, employees in the
classification of Staff Nurse-Per Diem, who are unrepresented and paid on an hourly
basis, are eligible for the following differentials under the stated circumstances:
A. Evening Shift. An employee who works an evening shift of four (4) hours or more
between the hours of 5:00 p.m. and 11:00 p.m. will be paid a shift differential of
twelve percent(12%) of the employee's base rate of pay.
B. Night Shift. An employee who works a night shift of four(4)hours or more between
the hours of 11:00 p.m. and 8:00 a.m. will be paid a shift differential of fifteen
percent (15%) of the employee's base rate of pay.
C. Detention Facility Assignment. An employee who works in a County Detention
Facility (including Martinez, West County, Marsh Creek, Byron Boys Ranch, and
Juvenile Hall)will be paid a differential of ten percent(10%)of the employee's base
rate of pay.
D. Emergency Department Differential. An employee who works in the Emergency
Department of Contra Costa Regional Medical Center will be paid a differential of
five percent (5%) of the employee's base rate of pay.
E. Code Gray/STAT Team Differential. An employee who is assigned by
administration to respond to emergency Code Gray calls as a member of the STAT
Team will be paid a differential of ten percent(10%)of the employee's base rate of
pay.
49. Staff Advice Nurse-Per Diem Shift Differentials: Effective September 1, 2003,
employees in the classification of Staff Advice Nurse-Per Diem,who are unrepresented
and paid on an hourly basis, are eligible for the following differentials under the stated
circumstances:
A. Evening Shift. An employee who works an evening shift of four (4) hours or
more between the hours of 5:00 p.m. and 11:00 p.m. will be paid a shift
differential of twelve percent (12%) of the employee's base rate of pay.
B. Night Shift. An employee who works a night shift of four (4) hours or more
between the hours of 11:00 p.m. and 8:00 a.m. will be paid a shift differential of
fifteen percent (15%) of the employee's base rate of pay.
50. Nursing Shift Coordinator Differentials: Effective September 1, 2003, employees in
the classification of Nursing Shift Coordinator are eligible for the following differentials
under the stated circumstances:
A. Evening Shift. An employee who works an evening shift of four (4) hours or
more between the hours of 5:00 p.m. and 11:00 p.m. will be paid a shift
differential of twelve percent (12%) of the employee's base rate of pay.
31
RESOLUTION NO. 2008/715
I
j
i
B. Night Shift. An employee who works a night shift of four (4) hours or more
between the hours of 11:00 p.m. and 8:00 a.m. will be paid a shift differential of
fifteen percent (15%) of the employee's base rate of pay.
i.
C. Code Gra /STAT Team Differential. An employee who is assigned by
administration to respond to emergency Code Gray calls as a member of the
STAT Team will be paid a differential of ten percent (10%) of the employee's
base rate of pay.
51. Nurse Manager Longevity Differentials. Employees in the classifications listed in
subsection 52.141 below, are eligible for the following longevity differentials:
j
51.10 Seven Yearsl'of Service. Employees who have completed seven (7) years of
appointed se 'price for the County are eligible to receive a two and one-half percent
(2.5%) longevity differential effective on the first day of the month following the
month in which the employee completes.seven years of,service. For employees
who completed 'seven (7)years of appointed service on or before July 1, 2006, this
longevity differential will be paid prospectively only from July 1, 2006.
I.
51.11 Ten Years of Service. Employees who have completed ten(10)years of appointed
service for the;County are eligible to receive an additional two and one-half percent
(2.5%) longevity differential effective on the first day of the month following the .
month in which the employee qualifies for the ten(10)year service award,for a total
longevity differential of five percent (5%). For employees who completed ten (10)
years of appointed service on or before July 1, 2006, this longevity differential will
be paid prospectively only from July 1, 2006.
51.12 Fifteen Yearsi.of Service. Employees who have completed fifteen (15) years of
appointed service for the County are eligible to receive a additional two and one-half
percent (2.5%)longevity differential effective on the first day of the month following
the month in which the employee qualifies for the fifteen(15)year service award,for
a total longevity differential of seven and one-half percent (7.5%). For employees
who completed fifteen(15)years of appointed service on or before July 1,2006,this
longevity differential will be paid prospectively only from July 1, 2006.
W
51.13 Twenty Years of Service. Employees who have completed twenty (20) years of
appointed service for the County are eligible to receive an additional two and one-
half percent '(2.5%) longevity differential effective on the first day of the month
following the month in which the employee completes twenty years of service, for
a total longevity differential of ten percent (10%). For employees who completed
twenty (20) years of appointed service on or before July 1, 2006, this longevity
differential will be paid prospectively only from July 1, 2006.
i
51.14 Eligible Classes.
This section applies only to the following classifications:
Chief Nursing Officer-Exempt(VWD1)
Nursing Program Manager (VWHF)
Nursing Shift Coordinator(VWHH)
Director of Ambulatory Care Nursing Services (VWDC)
Ambulatory Care Clinical Supervisor (VWHJ)
32
RESOLUTION NO. 2008/715
52. Environmental Analyst III, Planner III, and Environmental Planner Assignment
Differential: Incdmbents in the classes of Environmental Analyst III (5RTA), Planner
III (5ATA), and Environmental Planner(5ATC) may be given a five percent(5%) or ten
percent(10%)base monthly salary differential 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 The reviewed on July 1 of each year to determine what level of
differential, if any,'will continue to be paid.
53. 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 enItitled 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.
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 retumed to zero(0)at the end of each
year. Permanent�!part-time employees are entitled to paid personal leave under this
section on a pro-rated basis. .
i
54. Probation - Safety Employees Retirement Tier: Contribution Toward Cost of
Enhanced Retire'ment,Benefit:
i
54,10 Retirement Tier. The retirement formula of"3 percent at 50" applies to employees
in the classifications set forth in Subsection 55.11, below. The cost of living
adjustment(COLA)to the retirement allowances of these employees will not exceed
three percent 1'(39/6) per year. The final compensation of these employees will be
based on a twelve(12)month salary average. Each employee will pay nine percent
(9%) of his or her retirement base to pay part of the employer's contribution for the
cost of these safety retirement benefits. Such payments will be made on a pre-tax
basis in accordance with applicable tax laws. "Retirement base"means base salary
and other payments, such as salary differential and flat rate pay allowances, used
to compute retirement deductions.
33
RESOLUTION NO. 2008/715
i
54.11 Eligible Employees.
This section applies only to the following classifications:
I..
Assistant"Chief Public Service Officer(64BA)
Chief Deputy Probation Officer(7ADC)
County Probation Officer- Exempt (7AA1)
Institutional Supervisor II (7KGA)
ProbationManager (7AGB) '
55. Public Works Maintenance Managers Scheduled Day Off: 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, employees in the
classifications of Public Works Maintenance Supervisor(PSHB),Public Works Assistant
Field Operations Manager (PSGA), Public Works Resources Manager (PSSD),
Vegetation Management Supervisor (GPHG), and Public Works Field Operations
Manager(PSFB)Iwho supervise,oversee,or support the field maintenance employees,
must also take the next Monday off as their regularly scheduled day off,or they lose the
day off.
56. Public Works Emergency Work Differential: Employees in the classifications of
Public Works Maintenance Supervisor(PSHB),Public Works Assistant Field Operations
Manager(PSGAj, and Vegetation Management Supervisor(GPHG)who are required
by the Public Works Directoror his designee to work in response to an"emergency,"will
be compensated„ at the rate of one (1.00) times their base rate of pay (excluding
differentials)for authorized work performed in excess of their regularly scheduled work
day or work week.
57. Public Works Seasonal Construction Differential: Employees in the classifications
of Public Works Maintenance Supervisor (PSHB), Public Works Assistant Field
Operations Manager(PSGA),and Vegetation Management Supervisor(GPHG)who are
scheduled by thel'Public Works Director or his designee to work during the"construction
season," will be compensated at the rate of one (1.00) times their base rate of pay
(excluding differentials) for all authorized work performed in excess of their regularly
scheduled work day or work week.
58. Public Works Maintenance Managers Education Allowance: Employees in the
classifications of Public Works Field Operations Manager (PSFB), Public Works
Assistant Field Operations Manager (PSGA), Public Works Maintenance Supervisor
(PSHB), Vegetation Management Supervisor (GPHG), and Public Works Resources
Manager(PSSD)are eligible to receive a one year Continuing Education Allowance of
two and one half,percent(2.5%)of base monthly salary if they complete at least sixty
(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 must be submitted in writing by the employee
to the Public Works Director or his designee prior to beginning the course work.
i
B. The education or training must be reviewed and approved in advance by the
Public Works Director or his designee as having a relationship to the technical
34
i.
RESOLUTION NO. 2008/715
i
or managerial responsibilities of the employee's current or potential County job
classifications.
C. Employees who qualify for this allowance do so for a period of only twelve (12)
months, commencing on the first day of the month after proof of completion of
course work is received and approved by the Public Works Director or his
designee. ,,This allowance automatically terminates at the end of the twelve(12)
month period.
59. Real Property Agent Advanced Certificate Differential: Employees in the
management classes of Assessor(DAA1), Assistant County Assessor(DAB1), Lease
Manager(DYDB)JIPrincipal 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 valid 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 isfverified 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.
60. Sheriff Sworn Management P.O.S.T.: Incumbents of the classes of Sheriff-Coroner
(6XA1), Undershe'riff—Exempt (6X64) 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.
i'
61. Sheriff Continuing Education Allowance: Sheriffs Department employees in the
classes of Sheriff's Fiscal Officer (64SJ), Sheriffs Chief of Management Services
(APDC),Administrative Services Assistant III (APTA), Sheriff's Director of Property and
Evidence (64FG)! Detention Services Supervisor(64HA), Inmate industries Engraving
Program Supervisor (64HG), Inmate Industries Supervisor (64HF), Manager-Central
Identification Services(64DB), Records Manager(64HE), Sheriffs CAD/RMS Systems
Manager(PEDG),,Sheriff s Communications Center Director(64NC), Sheriffs Director
of Food Services (64FF), Sheriffs Director of Support Services (6AFE), Sheriffs
Telecommunication Technology Manager(PEDD),and Forensics Manager(6CGA)are
eligible to receive=and 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
35
RESOLUTION NO. 2008/715
i
of education or i'training or at least three(3) semester units of college credit or
combination thereof, approved by the department, subject to the following conditions:
I
A. An application must be submitted in advance, to the Sheriffs Department prior
to the fiscal year in which the education or training will occur.
i
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 Sheriffs Department
Standards and Resources Bureau in advance.
D. The employee must show evidence of completion with a passing grade.
62. Sheriff 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 leastlone (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.
63. Sheriff Law Enforcement Lonaevily Differential: Incumbents in the classifications
of Sheriff-Coroner(6W),Undersheriff(6XB4),and Commander(6XD 1)are eligible for
a differential of five percent(5%)of base monthly salary upon completion of fifteen(15)
years of County service as a full-time, permanent, sworn law enforcement officer.
64. Sheriff 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 seventy-two dollars ($872) per year effective July 1, 2007,
payable one-twelfth(1/12)of the yearly total in monthly pay warrants. The management
employees eligiOle for this uniform allowance are: Sheriffs Fiscal Officer (64SJ),
Sheriffs Chief of Management Services (APDC), Supervising Sheriffs Dispatcher
(64HD), and Sheriffs Communications Center Director (64NC).
65. Sheriff-Detention Division Meals: Employees assigned to the Detention Division will
have fifteen dollars($15.00)per month deducted from their pay checks in exchange for-
meals provided by the Department. The employee may choose not to eat facility food.
In that case, no fees will be deducted.
66. Sheriff - Retirement Tiers-, Contribution Toward Cost of Enhanced Retirement
Benefit:
66.10. Safety Tier A The retirement formula of"3 percent at 50" applies to employees in
the classifications set forth in Subsection 67.15, below, who are employed by the
County as ofl December 31, 2006. The cost of living adjustment (COLA) to the
retirement allowances of these employees will not exceed three percent (3%) per
year. The final compensation of these employees will be based on a twelve (12)
month salaryaverage. Beginning on October 1, 2006 and continuing through the
remainder of the term of the 2005-2008 Memorandum of Understanding between
the Deputy Sheriffs Association and the County and any extensions thereof, each
employee wiA';pay three percent(3%)of his or her retirement base to pay part of the
employer's contribution towards the cost of Safety Tier A. Such payments will be
36
RESOLUTION NO. 20081715
made on a pre-tax basis in accordance with applicable tax laws. "Retirement base"
means base salary and other payments,such as salary differentials and flat rate pay
allowances, uj ed to compute retirement deductions.
66.11 Safety Tier C.� The retirement formula of 1 percent at 50" applies to employees in
the classifications set forth in Subsection 67.15, below,who are hired by the County
after December 31, 2006. The cost of living adjustment (COLA) to the retirement
allowances of1hese employees will not exceed two percent(2%)per year. The final
compensation of these employees will be based on their highest thirty-six (36)
month salary average. Beginning on January 1, 2007 and continuing through the
remainder of the term of the 2005-2008 Memorandum of Understanding between
the Deputy Sheriff's Association and the County and any extensions thereof, each
employee will I,pay two and one-tenths percent(2.1%)of his or her retirement base
to pay part ofthe employer's contribution towards the cost of Safety Tier C. Such
payments will±'be made on a pre-tax basis in accordance with applicable tax laws.
All other safety tiers are closed to employees hired by the County after December
31, 2006. "Retirement base" means base salary and other payments, such as
salary differentials and flat rate pay allowances, used to compute retirement
deductions.
66.12 Rehires. Should an employee in any of the classifications set forth in Subsection
67.15, below,Ileave County service and thereafter be rehired,that employee will be
placed in the 'retirement tier for which he or she is then eligible in accordance with
the County Employees Retirement Law as determined by the Contra Costa County
Employees' Retirement Association.
66.13 Employees with more than 30 years of Service. Commencing January 1, 2007,
employees in the classifications set forth in Subsection 67.15, below, and
designated by the Contra Costa County Employees' Retirement Association as
safety members with credit for more than thirty(30) years of continuous service as
safety members, will not make payments from their retirement base to pay part of
the employer',,"s contribution towards the cost of the safety retirement benefit.
66.14 Retirement Tier Elections. If members of the Deputy Sheriffs'Association have the
opportunity to elect different retirement tiers, employees in the classifications set
forth i.n Subsection 67.15, below, and employed by the County as of December 31,
2006,will be offered the same opportunity to elect new safety retirement tiers at the
same time and on the same terms and conditions that are applicable to members
of the DeputyliSheriffs' Association.
I
66.15 Eligible Employees.
This section applies only to the following classifications:
Sheriff-Coroner
Unde j,Sheriff- Exempt
Assistant Sheriff
Chief Deputy Sheriff-Exempt
Commander
67. Treasurer-Tax Collector Professional Development Differential: 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
37
RESOLUTION NO. 2008/715
i
,
possession of at least one (1) of the following specified professional certifications and
for completion of i,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
regardless of the number of certificates held.
Eligible classes are,: Treasurer-Tax Collector(S5A1)
Treasurer's Investment Officer-Exempt (S5S3)
Assistant County Treasurer-Exempt (S5134)
Assistant County Tax Collector(S5DF)
Chief Deputy Treasurer Tax Collector-Exempt (S5132)
Treasurer's Accounting Officer(S5SG)
Treasurer's Investment Operations Analyst (S5SD)
Tax Operations Supervisor (S5HC)
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.)
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 on the date shown.
ATTESTED:
DAVID TWA,Clerk of the Board of Supervisors and
County Administrator
i
By Deputy
i
i
i
38
RESOLUTION NO. 2008/715
i
Exhibit A
Management, Exempt and Unrepresented
Job Code iJob Title
SAWA ACCOUNTANT _
!SAVA ACCOUNTANT II
SATA 'ACCOUNTANT 111 —
APT1 ADMINISRATIVE_SVCS ASST III-PR
;APIA_ I 'ADMINISTRATIVE AIDE-DEEP CLASS
1AP73 ADMINISTRATIVE AIDE-PROJECT
'APWA j ADMINISTRATIVE ANALYST
'APW1 ;ADMINISTRATIVE ANALYST-PROJECT
AP9A ADMINISTRATIVE INTERN-DEEP CLS _
ADSL :ADMINISTRATIVE SUPPORT ASST
-
_APVA ADMINISTRATIVE SVCS ASST 11 —
APTA I' ADMINISTRATIVE SVCS ASST 111_
APV2 ;ADMINISTRATIVE SVCS ASST 11-PR _
APD$ i. ADMINISTRATIVE SVCS OFFICER _
— _...—_.
3AGF ADULT LITERACY PROGRAM MANAGER
'VWHK JkI:WZE NURSE MANAGER
VWHN :ADVICE NURSE SUPERVISOR
AJDB ;AFFIRMATIVE ACTION OFFICER --
'V9HH AFTER SCHOOL PROGRAM SUPV
'XQVB ;AGING &ADULT SVCS SR STAFF AS
-_ :AGING&ADULT SVCS STAFF ASST
,XQD2 iAGINGIADULT SVCS DIRECTOR-EX _
iBAA1 ;AGRICULTURAL COM-DIR WTS/MEAS — —
.V7DB :AIDS PROGRAM DIRECTOR
9BDA AIRPORT BUS AND DEV MANAGER_ _
+9BSB I AIRPORT ENVIRON &COM REL OFCR�- --
'9BHC ) AIRPORT OPERATIONS MANAGER
`VHD1 i �ALCOHOL/OTHER DRUG SVCS DIR-EX
'VADB ;AMBULATORY CARE ADMIN —1
!VWHJ A :AMBULATORY CARE CLIN SUPV
.VAHC AMBULATORY CARE REG MANAGER i
BJHC ;ANIMAL CENTER OPERATIONS SUPV ~j
.....------- —._
BKS1 �', :ANIMAL CLINIC VETERINARIAN
'BJHB j, ANIMAL SVCS LIEUTENANT j
BJSS :ANIMAL SVCS VOLUNTEER COORD !
AD91 �' :APPEALS OFFICER 4— _
XQGD—j 'AREA AGENCY ON AGING PRGM MNGR —'
DAA1- It ;ASSESSOR _
'JJNG ;ASSESSOR'S CLERICAL STAFF MNGR
!APSF 1ASSESSOR'S CUSTOMER SERV COORD
VCS1 iASSIST TO HLTH SVC DIR-EX i
::ASSISTANT DIRECTOR-PROJECT
Resolution No. 2008/715. Page 1 of 16
i
Exhibit A
Management, Exempt and Unrepresented
;Job Code Job Title
NEVA ASSOC CAPITAL FAC PROJ MANAGER
NKVC ; ;ASSOC CIVIL ENGINEER
N4HA SOC TRAFFIC ENGINEER _
NEWC j ASST CAPITAL FAC PROJ MANAGER
V1HA :ASST CHIEF CARD SUPPORT SVCS -
64BA j ASST CHIEF PUBLIC SVC OFFICER
VHGF - ASST CLINICAL LAB MANAGER _
VASG !' ASST CONTRACTS ADMINISTRATOR
AGA2 :ASST COUNTY ADM-DIR HUMAN RESC
ADB4 (ASST COUNTY ADMINISTRATOR
IDABA r ASST COUNTY ASSESSOR
DAB1 :ASST COUNTY ASSESSOR-EXE
ISAB1 IASST COUNTY AUDITOR CONTROLLE
2ED1 % :ASST COUNTY COUNSEL-EXEMPT
3ABA ,'j ;ASST COUNTY LIBRARIAN
3AB1 j, '.ASST COUNTY LIBRARIAN-EXEMPT _
�ALB3 ;ASST COUNTY RECORDER-EXEMPT
!ALB1 j' :ASST COUNTY_REGISTRAR-EXEMPT
_
S5DF !ASST COUNTY TAX COLLECTOR
S5134 f ;ASST COUNTY TREASURER-EXEMPT
1V8HC i' ASST DIAGNOSTIC IMAG MNGR i
r913NA wASST DIR OF AIRPORTS
VLGA j !ASST DIR OF ENV HLTH SVCS
VLFA ;ASST DIR OF HAZ MAT PROGRAM
VCB1 :ASST DIR OF HEALTH SVCS
;AGB: ii ,ASST DIR OF HUMAN RESOURCES-EX
!VWGB ASST DIR OF SAFETY& PERF IMPR
L\ffSC :ASST DIR PHARMACY SVCS
1KDC G :ASST DIR-NUTRIT SVCS
'V5HQ j JASST DIR-REHAB THER SVCS
2KD3 I :ASST DISTRICT ATTORNEY-EXEMPT _
IVCSH i, ;ASST FACILITIES MANAGER
!GFFA ASST FACILITIES MNT. MANAGER j
,RPBA �' '.ASST FIRE CHIEF GROUP I
RPB1 j 'ASST FIRE CHIEF-EXEMPT
_
�PMGC ASST-FLEET MANAGER
LBGD _ jASST HLTH SVCS SYS DIR-NET OPS _-
LL� BG1 ;ASST HS SYS DIR-APP SFTWR-EX
DYNB ;ASST LEASE MANAGER _
rVCHF I' ;ASST MATERIEL MANAGER
_ i
i25D2 'ASST PUBLIC DEFENDER-EXEMPT _)
9781 ASST RETIREMENT ADMIN-EXEMPT _-
Resolution No. 2008/7/5 Page 2 of 16
Exhibit A
Management, Exempt and Unrepresented
;Job Code Job Title
;ASST RISK MANAGER j
16XB2 % ;ASST SHERIFF
16X61 j ASST SHERIFF-CHF EXE ASST
iADBA ASST TO THE COUNTY ADMIN
29TA ° ;ATTORNEY ADVANCE-CHLD SPPT SVC
29VA j ATTORNEY BASIC-CHILD SPPT SVCS
29 :ATTORNEY ENTRY-CHILD SPPT SVCS
LAPDH 'AUDITOR CONTR BUS & SYS MNGR
ISFWA AUDITOR I
SFVA
} ;AUDITOR II
SFTA AUDITOR III
j SAA1 f _AUDITOR-CONTROLLER N
_LBWB AUTOMATED CALL DIS COORD I
LBNA } .AUTOMATED CALL DIS COORD II
LBSC j, AUTOMATED CALL DIST ADMINISTRA
s$FH2 '_BATTALION CHIEF-ECCFPD —
8FH3 I:BATTALION CHIEF-ECCFPD-40 HOUR
J995 BD OF SUPVR ASST-CHIEF ASST
_..
'J992 ; 'BD OF SUPVR ASST-GEN OFFICE _
j 93 BD OF SUPVR ASST-GEN SECRETARY _
1.1994 1131)OF SUPVR ASST-SPECIALIST
IADA1 " !BD OF SUPVR MEMBER
_--';
V9111) `BIOMEDICAL EQUIPMENT MNGR p, _
'ADSC BUDGET TECHNICIAN
IGFDD 'BUILDING AND GROUNDS MANAGER
FADC ;BUILDING INSP SPEC PROG COORD
X7SC BUSINESS SVCS REPRESENTATIVE
ILTWK '.;BUSINESS SYSTEMS ANALYST 1
jLTNE BUSINESS SYSTEMS MANAGER
STWA j' BUYER I
':STTA i BUYER II
VBGC ;CALIF CHLDRN SVCS PROG ADMIN �!
1ADT2. iCAPITAL FACILITIES ANALYST-PRJ
—..
...._......
NEG1 iJ� 'CAPITAL PROJECTS DIV MGR-EX _
!X7SB CAREER CENTER COORDINATOR —�
VPD4 �!CCHP MEDICAL DIRECTOR-EXEMPT
1ADDK !CCTV PRODUCTION MANAGER —
[ADD3 1CCTV PRODUCTION SPECIALIST-PRJ
ADDL
CCTV PRODUCTION SPECIALST
`ADSD ;CCTV PROGRAM COORDINATOR
3AGC ;CENTRAL LIBRARY'MANAG_ER
VWNB { CENTRAL PROCESSING SUPVR
i
Resolution No. 2008/715 Page 3 of 16
I
Exhibit A
Management, Exempt and Unrepresented
— ..........
._...--- -----------. -
Job Code; Jab Title
SAGC
CHIEF ACCOUNTANT
AD$1 r
j ;CHIEF ASST COUNTY ADMIN
2ED2 'CHIEF ASST COUNTY COUNSEL
;SMSA 'CHIEF ASST DIRECTOR/DCSS -
2KD2 C :CHIEF ASST DISTRICT ATTORNEY-E
L25D1 ;CHIEF ASST PUBLIC DEFENDER
_...._....._._. ------I
;CHIEF AUDITOR
�VIGA f CHIEF CARDIO SUPPORT SVCS _
jJJDA :CHIEF CLERK-BOARD OF SUPV—
BABB j', CHIEF DEP AGRIC COMMISEALER
jBAB1 CHIEF DEP AGRIC COMM/SEAL-EX—�
'7ADC :CHIEF DEP PROBATION OFFICER
......._..�.
AXDC - j :CHIEF DEP PUBLIC ADMIN
AXD1 j CHIEF DEP PUBLIC ADMIN-EXEMPT
6XB3 i CHIEF DEP SHERIFF-EXEMPT ,
jS5132 'CHIEF DEP TREASURE/TAX COLL_EX
`NAB1 k ;CHIEF DEPUTY PW DIRECTOR-EX
`VCB3 'CHIEF EXECUTIVE OFFICER-CCHP-EM�� i
1TA1 I _ :CHIEF INFO OFF/DIR OF INFO TEC .
6EH1
!CHIEF INVESTIGATOR PD-EXEMPT
!CHIEF INVESTMENT OFFICER
VWD1 !' CHIEF NURSING OFFICER-EXEMPT
._..._...—..-_...........
_ ----
`VWDG ICHIEF OF DET HLTH NURSING SVCS
jAGD3 ! jCHIEF OF LABOR RELATIONS-EX
N5GE :CHIEF PED THERAPIST
IFADG i :CHIEF PROPERTY CONSERVATION
PSFA CHIEF PUB WKS MTCE SUPT - ^
ADS2 CHIEF PUBLIC COMMUN OFFICER-EX —
GWGA i, :CHIEF STATIONARY ENGINEER — -
'125DB :CHIEF TRIAL DEPUTY PUBLIC DEF
VBGB ';CHILD HLTH &DIS PROG MANAGER
9JS2 p, 'CHILD NUTRT DIV NUTRI-PROJECT
9JS3 - :CHILD NUTRT FOOD OPER SUPV-PRJ ^ —!
;APSE 'CHILD SPPRT BUSINESS SVCS MNGR
_..._..._.._._.......
.....
LTWJ j 'CHILD SPPRT INFO SYS ANALYST
SMA !CHILD SPPRT SUPERVISOR
�9CDA 'CHILD SPPRT SVCS MANAGER --
.XAD5 iCHILDREN AND FAMILY SVCS DIR-E
19MH1 CHILDREN SVCS MGR-PROJECT
VMHC j' CHRONIC DISEASE & ENV PROG MGR
r2EfG CIVIL LITIG ATTY-ADVANCED
2ETE !CIVIL LITIG ATTY-BASIC LVL
Resolution No. 2008/715 Page 4 of 16
Exhibit A
Management, Exempt and Unrepresented
;Job Code, Job Title
2ETF I CIVIL LITIG ATTY-STANDARD
!CIVIL OPERATIONS SUPERVISOR
1ALA1 'CLERK RECORDER
!VHFA 'CLINICAL LAB MANAGER
ISMHA COLLECTIONS SVCS MANAGER
6XD I .:COMMANDER-EXEMPT
;V70A `COMMUNICABLE DIS PGRM CHIEF
................
3AGG 'COMMUNITY LIBRARY MANAGER
1
BJSR !COMMUNITY OUTREACH & EDUC MGR
!COMMUNITY NITY SVCS DIRECTOR-EXEMPT
APSA 'COMMUNITY SVCS FISCAL OFFICER
:CCHA !COMMUNITY SVCS PERSONNEL ADMIN
19 'COMMUNITY SVCS PERSONNEL TECH
i64NE !COMMUNITY WARNING SYS MANAGER
.................
'VMHB i COMMUNITY WELL& PREV PRO DIR
;9MS7 !COMPREHENSIVE SVCS ASST MGR-PR
'COMPREHENSIVE SVCS MAN -PRJ
.NPHD ;COMPUTER MAPPING SERVICES MNGR
LKVA !COMPUTER OPERATIONS ANALYST
I LKGA 'COMPUTER OPERATIONS MANAGER
iLKHA 1COMPUTER OPERATIONS SUPERVISOR
iVQDL 'CONSERV/GDNSHP PROGRAM MGR
iVQHM CONSERVATORSHIP FROG SUPV
iADTF CONTRACT COMPLIANCE SPEC
QXQHE 1� !CONTRACTS ADMINISTRATOR
!CONTRACTS/GRANTS SPLST I
.:XQTA I ,CONTRACTS/GRANTS SPILST 11
*COUNTY ADMINISTRATOR OR
12EAI 'COUNTY COUNSEL
9 D2 j ;COUNTY EMERGENCY SVCS DIR
` DB6 j !,COUNTY FINANCE DIRECTOR-EX
1VCB2 i 11COUNTY HOSP EXEC DIR-EXEMPT
3AAA !COUNTY LIBRARIAN
17AA1 !COUNTY PROBATION OFFICER-EX
'COUNTY SAFETY OFFICER
NAF1 `COUNTY SURVEYOR-EXEMPT
96A1 !COUNTY VETERANS'SVCS OFFICER
!
1)(A.A2 'COUNTY WELFARE DIRECTOR-EXEMPT
rCJ 37 liCi'MENTAL HLTH CLIN SUPV-PROJ
.......... ...............
'GKGC 'CUSTODIAL& RECYCLE SVCS MNGR
.GKHC CUSTODIAL SVCS SUPERVISOR
1APDD MA CHIEF OF ADMINISTRATIVE SVC
L
Resolution No. 2008/715 Page 5 of 16
i
Exhibit A
Management, Exempt and Unrepresented
;Job Code; ;Job Title
16KD1 I IDA CHIEF OF INSPECTORS-EXEMPT
l6KNB j DA LIEUTENANT OF INSPECTORS ~—
IJJGE 'DA MANAGER OF LAW OFFICES
JJHGDA OFFICE MANAGER_ —
J3T7 IDA PROGRAM ASSISTANT-EXEMPT
`2KA1 DA PUBLIC ADMININSTATOR _
DATABASE ADMINISTRATOR -
AAD1 DEP DIR OF CONSERV& DEV-EX j
ADSH ( ;DEPTL COMM &MEDIA REL COORD j
!XQSJ- �DEPTL PERS COMPUTER COORD
.BAHA j 'DEPUTY AGRICULTURE COMMR
VD2 1' 'DEPUTY CIO-GIS-EXEMPT
JJHD j DEPUTY CLERK-BOARD OF SUPV ^-—
IADDG I, ;DEPUTY CO ADMINISTRATOR
12ETK j, "DEPUTY CO COUNSEL-ADVANCED
-_-.._............_ —
12ETH i ;DEPUTY CO COUNSEL-BASIC
i2ETJ ;DEPUTY CO COUNSEL-STANDARD
:SAFE !DEPUTY CO LIBRARIAN-PUB SVCS _
3AFG ;DEPUTY CO LIBRARIAN-SUPT SVCS
"LWS1 DEPUTY DIR CHF INFO SEC OFC-EX — —
5AB2 DEPUTY DIR COM DEV/CURR-EX _
15AH2 j 'DEPUTY DIR COM DEV/TRANS-EX
BJDF g IDEPUTY DIR OF ANIMAL SERVICES -
VQFB :DEPUTY DIR OF MENTAL HEALTH
rLTD1 ¢ ;DEPUTY DIR/INFO TECHNOLOGY-EXE- --
`2KWF l DEPUTY DISTRICT_ATTORNEY-FT-FL
L—... -
:VCD2 !DEPUTY EXECUTIVE DIR/CCHP-EX
NAD8 DEPUTY GENERAL SVCS DIRECTOR/E
AXFA j, !DEPUTY PUBLIC ADMINISTRATOR
`NADO 'DEPUTY PUBLIC WORKS DIRECTOR-E
-- -------- ...............
'BWHA ;DEPUTY SEALER WEIGHTSIMEASURE _
6XW3 ;DEPUTY SHERIFF RESERVE-EXEMPT i-
16XWC !DEPUTY SHERIFF-PER DIEM
16XW1 DEPUTY SPEC IN CO SVC AREA P-1
164HA j DETENTION SVCS SUPERVISOR 1
jVBGA DEVELOPMENTAL CENTER DIRECTOR
iV5HH- u !DEVELOPMENTAL PROGRM S_UPV
V8HB jDIAGNOSTIC IMAGING MANAGER
_-
,VRG1 'DIR MKTG/MEM SVCS & PR-CCHP-EX
_ i
4AA1 DIR OF CONSERVATION & DEVLP-EX
WFA DIR OF SAFETY& PERF IMPROVEME
ADD5 f .DIR OFFICE CHILD SVCS- EX
Resolution No. 2008/715 Page 6 of 16
Exhibit
Management, Exempt and Unrepresented
!Job Code, Job Title
�VWDB �DIRECTOR HOSPITAL NURSING SVCS
~~~. DIRECTOR OF.-- _'.-
�VWDC OF AMBULATORY CARE NS
1BJA1 'DIRECTOR OF ANIMAL*SERVICES
1SMA1 DIRECTOR OF CHILD SUPPORT SVCS____]
15AAI !DIRECTOR OF COMMUNITY DEVLPMNT
1VLD1 '.DIRECTOR OF ENV HEALTH SVCS-EX i
1VCFA ;DIRECTOR OF FAMILY, M &CH
NAA2 DIRECTOR OF GENERAL SERVICES-E
ECTOR OF HAZMAT PROGRAM-EX
.VCA1 'DIRECTOR OF HEALTH SERVICES JVPS4 bIRECTOR OF MED STAFF AFFAIRS VODA :DIRECTOR OF PH LAB SVCS'!VYDC DIRECTOR OF PHARMACY SVCS:DIRECTOR OF PSYCH NURSING SVCS DIRECTOR OF QUALITY MANAGEMENT 15A!31 -7DIRECTOR OF REDEVEL-EXEMPT 1V5GH DIRECTOR OF REHAB THERAPY SVCS!SMD1 'DIRECTOR OF REVENUE COLLECTION iADSB 'DIRECTOR OFFICE OF COMM/MEDIA:VWDF IDIRECTOR, INPATIENT NURSING OP!VATC DISABILITY BENEFITS COORD,2RS7 DISCOVERY REFEREE IARDC iDIVERSITY SVCS COORDINATOR NPGA 1DRAFT'ING SVCS COORDINATOR INPHC DRAFTING SVCS MANAGER XASJ IEHS CHIEF FINANCIAL OFFICER IXAD6 EHS DIRECTOR OF ADMIN-EXEMPT iXADD EHS DIVISION MANAGER IXAD`I :EHS DIVISION MANAGER-PROJECT jXQNA 'EHS FACILITIES MANAGER;AV71 !EHS WORKER TRAINEE-PROJECT EHS WORKFORCE DEV YOUTH TRN-PJ 1X762 :EHS WORKFORCE DEV YOUTH WKR-PJ,EBHA !ELECTIONS OUTREACH COORDINATOR EBSA ELECTIONS SVCS MANAGER Resolution No. 3008/715 Page 7of18
Exhibit A
Management, Exempt and Unrepresented
Job Codej Job TitleSc ! EMERGENCY MEDICAL SVS DIRECTOR
VBHB 'EMERGENCY MEDICAL SVS PRG CORD
9GS_A EMERGENCY PLA_NNI_NG_COORD —`
19GS1 !EMERGENCY PLANNING SPEC-EXEMPT
!9GGA EMERGENCY SERVICES MANAGER
AGD2 T
!EMPLOYEE BENEFITS MANAGER
AGSC '" !EMPLOYEE BENEFITS SPECIALIST i
....._........ I
"AJHA ,EMPLOYEE BENEFITS SUPERVISOR
AJVC i EMPLOYEE REHAB COUNSELOR
GBSA ;ENERGY MANAGER _
rNSHC ENGINEERING TECH SUPV MAT TSTG
NSHE i 'ENGINEERING TECHNICIAN SUPV CO
INSHD I' :ENGINEERING TECHNICIAN SUPV LS
VBHB !' ENGINEERING TECHNICIAN SUPV-TR
15RWA 'ENVIRONMENTAL ANALYST I f
5RVA ENVIRONMENTAL ANALYST II
(ENVIRONMENTAL ANALYST III
A WDB ! ENVIRONMENTAL SVCS MANAGER
'' ',ENVIRONMENTAL SVCS SUPERVISOR
iJ3112 EXEC ASST TO THE CO ADMINIS-EX
43HA 1_ iEXEC ASST TO THE CO ADMINISTR j
XQSB ;EXEC ASST/DEVELP DISBL COUNCIL
XDS1 ;' EXEC ASST/HAZ MAT COMM
J3T6 ;EXEC SECRETARY(MERIT BOARD —i
J3T5 EXEC SECRETARY-EXEMPT 1
.__.._._._. _....-_...........
_............-J
J_3TJ f !EXECUTIVE SECRETARY-DCSS
IVPS1 'EXEMPT MED STF OPTOMETRIST i
�VPS2 :EXEMPT MED STF PODIATRIST
sGFDG FACILITIES MAINTENANCE MANAGER
VCDC ;FACILITIES MANAGER
RPA1 'FIRE CHIEF-CONTRA COSTA
'8FA2 !FIRE CHIEF-EAST CCFPD
P2NC 1 y_ :FIRE DISTRICT APPARATUS MNGR !
iAPDE !FIRE DISTRICT CHIEF/ADMIN SVCS j
GFDF :FIRE DISTRICT FACILITIES MNGR
SBSF (FIRE DISTRICT FISCAL SPECIALST —
LTNC- [FIRE DISTRICT INFO SYST MANGR
RBHA FIRE DISTRICT LOGISTICS MGR j
REDB !FIRE DISTRICT TELECOMM MANAGER
RWSD FIRE EMS QUALITY IMPR COORD —m
1 RJGA FIRE MARSHAL
RWHA sFIRE TRAINING CHIEF
Resolution No. 2008/715 Page 8 of 16
I'
Exhibit A
Management, Exempt and Unrepresented
.Job Code 'Job Title
118FH1 'FIRE TRAINING SUPV-EAST CCFPD
18FB4 _:FIRST ASST FIRE CHF 40-EC_C_FPD
8FB1 :FIRST ASST FIRE CHF 56-ECCFPD- r
----.__
PMFB '.FLEET MANAGER
PMHC -FLEET SERVICE CENTER SUPV
16CW1 j 'FORENSIC ANALYST-PROJECT J--
6CGA !FORENSIC MANAGER^-- —
._ - - --- ...........
'GFSA P GENERAL SVCS FACILITIES SUPVR
APSB �, :GENERAL SVCS FISCAL OFFICER
m_--__ . �.__..__—................
—� ._._.........._
1GPHH I' (GROUNDS MAINTENANCE SUPV
. ........
---- _— --- - _ --i
IGPDE GROUNDS MANAGER
VLSA I HAZARDOUS MATERIALS OMBUDSPER
V4HD HAZARDOUS WASTE REDUCTION MNGR
VWHM HEALTH CARE RISK MANAGER i
IVASH i' HEALTH EQUITY PROGRAM MANAGER
IVCGE HEALTH PLAN BUSINESS SVCS MNGR
FVRGB ;, !.HEALTH PLAN CLINICAL PRG OFCR
WRGC :HEALTH PLAN DIR COMP &GOV REL --
1VCSG �!, HEALTH PLAN MED ECON ANALYS
'VCSK l; !HEALTH PLAN MEMBER ADVOCATE
V9HG ;HEALTH PLAN PATIENT SVCS SUPV
`NYSE
'HEALTH PLAN PHARMACY MANAGER
'VRHA j, HEALTH PLAN QUAL MGMT PROG MGR
�VCS3 ;HEALTH PLAN SERVICES ASST-EX I
- _-............
VCTB j— ;HEALTH SVCS ACCOUNTANT
VANF j 'HEALTH SVCS ADMIN-LEVEL A
:YANG !HEALTH SVCS ADMIN-LEVEL B
IVANH `HEALTH SVCS ADMIN-LEVEL C
VCDD f. `HEALTH SVCS DIR/PLNG& FAC -- _
VBSM i, :HEALTH SVCS EMERG PREP MANAGER j
LKFA i HEALTH SVCS INFO SYS OPS MNGR
!LBTC ` HEALTH SVCS INFO SYS PROG/ANL_ I
jLBTB ! !HEALTH SVCS INFO SYSTEMS SPEC --
IVCFB ;, :HEALTH SVCS INFO TECH SUPV
VCN2 I i HEALTH SVCS PERSNL OFFICER-EX
VASE 'HEALTH SVCS PLAN/EVAL DIRECTOR
wx 1HEALTH SVCS PLNR/EVAL-LEVEL A --
!VCXD "HEALTH SVCS PLNR/EVAL-LEVEL B
VCTA `HEALTH SVCS REIM ACCOUNTANT _
IXQSM 1' :HEALTH SVCS SPECIAL PROD ADMIN
VCD1 i HEALTH SVCS SYSTEMS DIRECTOR-E
!VCHB z LTH PLAN SALES/OUTRCH MANAGER
Resolution No. 2008/715 Page 9 of 16
i
Exhibit A
Management, Exempt and Unrepresented
Job Code. ;Job Title
'VOHA_ HLTHIHUMAN SVC RES& EVAL MGR
...........
_........................... -_--- ----
'WFC :HOME HEALTH AGENCY DIRECTOR
'VBHE I HOMELESS SERVICES PROGRAM DIR
IV9SD HOMELESS SVCS SPECIALIST
VRGD HP DIR,OF PROVIDER REL& CRED
f _....
VRGE HP DIRECTOR OF CONTRACTING
AGSE HR DATA ADMINISTRATOR -_—
<AGVF _HUMAN RESOURCES CONSULTANT _
AGDF HUMAN RESOURCES PROJECT MNGR
!AG7B j 'HUMAN RESOURCES TECHNICIAN
`N9SB ` 'HYDROLOGIST
-- .......... ..__
X7GB INDP LIV SKILL PRG COORDINATOR
X7HD INDP LIV SKILL PROG ASST COORD
.-VWSF G '.INFECTION PREY AND CONTROL MGR
LWTA `INFO SYS AUDITOR
±LT
NA :INFO SYS MANAGER I
LTNB INFO SYS MANAGER 11
iLPWA INFO SYS PROGRAMMER/ANALYST I i
............
LPVA ;INFO SYS PROGRAMMER/ANALYST Il
�.LPNB INFO SYS PROGRAMMER/ANALYST IV
`LPTB !' 'IN SYS PROGRAMMERIANLYST III
LPNA ('_ 1NFO_S_YS PROJECT MANAGER
LTWC '' INFO SYS TECHNICIAN I T
LFWA j INFO SYSTEM ADMINISTRATOR I
!LFVA INFO SYSTEM ADMINISTRATOR 11
LFTA `INFO SYSTEM ADMINISTRATOR III
LBS13 INFO TECH PROJECT MANAGER
64HG !INMATE INDUST ENGRAVE PROG SUP
64HF ` `INMATE INDUST SUPERVISOR
7KGA !INST SUPERVISOR II
AJWC 'INSURANCE ANALYST I
!AJVB INSURANCE ANALYST II
LVLSB - ;INTEGRATED PEST MGMT COORD
VTWB 'INTERIM PERMIT NURSE
17KFE ;JUVENILE INSTITUTION SUPT i
AGVD :LABOR RELATIONS ANALYST II
iAG- C LABOR RELATIONS_ASSISTANT -
iAGSF 'LABOR RELATIONS SPECIALIST I -_
AGSG ;LABOR RELATIONS SPECIALIST 11
5ASF '' LAND INFORMATION BUS OPS MNGR
_ LAW CLERK I _
2YVASLAW CLERK II
Resolution No. 2008/715 Page 10 of 16
Exhibit A
Management, Exempt and Unrepresented
:Job Code'; job Title
_--- -
2YTA LAW CLERK III
64WB '_LAW ENFORCE TRNG INSTR-PER DM `—
AJTA J'LEAD EXAMINATION PROCTOR
2Y7B LEGAL ASSISTANT
AJWF LIABILITY CLAIMS ADJUSTER
3KW4 LIBRARY AIDE-EXEMPT
:3KHA ;LIBRARY CIRCULATION MANAGER
3ASF ° ;LIBRARY CMNTY RLTNS MANGR
3AGE LIBRARY COLL/TECHNICAL SVCS MG
I3AHB 'LIBRARY READING &LITERACY MGR
3KWA :LIBRARY STUDENT ASSISTANT
'3KW2 LIBRARY STUDENT ASSISTANT-EX
6KWG 'LIEUTENANT OF INSP-WELF FRAUD
ADVB ! 'MANAGEMENT ANALYST
5PDB MANAGER APPLICATION/PERMIT CE - _-
':.ADD4 MANAGER CAP FAC/DEBT MGMT-EX
64DB MANAGER CENTRAL ID SVCS
VRWA MANAGER OF MKTG &MEM SVCS
VCGA MATERIAL MANAGER
VBFA ,MEDICAL CARE ADMINISTRATOR
;VCA2 �'. MEDICAL DIRECTOR i
VNHB !MEDICAL RECORDS ADMINISTRATOR
X41IE i' MEDICAL SOC SVC DIRECTOR
.VQDM f MH CLINICAL OPERATIONS CHIEF
VQSH MH CONSUMER EMPOWER PROG COORD
VQSJ `MH FAMILY SERVICES COORDINATOR
1VPD1 ;MH MEDICAL DIRECTOR-EX —_ -a
'.:VQDN -MH PROGRAM CHIEF i
!VQDC _ ;MH PROGRAM MANAGER —_---
1VQHP - MH PROGRAM SUPERVISOR
IVQSE `MH PROJECT MANAGER
;VASA MH PROVIDER SVCS-COORD --
:VQSF T MH QUALITY IMPROVEMENT COORD _
VQHQ MH VOCATIONAL SERVICES COORD - 1
'VQH3 'MH VOCATIONAL SVCS COORD-PRJ
:V07A !MICROBIOLOGIST TRAINEE
r9XHA ! `MICROFILM SUPERVISOR
FAHB 'NEIGHBORHOOD PRESVR PROG MNGR i
FASD j, NEIGHBORHOOD PRESVR PROG SPEC
�XQS4 NEIGHBORHOOD SVCS COORD-PROJ
ANSA NETWORK ADMINISTRATOR I
ILNSB ; 'NETWORK ADMINISTRATOR 11 —
Resolution No. 2008/715 Page 11 of 16
Exhibit A
Management, Exempt and Unrepresented
Job Code! :Job Title
LBVA [NETWORK ANALYST I
..............................
:LBTA 'NETWORK ANALYST 11
1LBHA i NETWORK MANAGER
.LNWA i NETWORK TECHNICIAN I
LNVA !NETWORK TECHNICIAN II
VWHF :NURSING PROGRAM MANAGER
.VWH1 :NURSING PROGRAM MANAGER-PROJ
:VWHD wNURSING SHIFT COORD- PER DIEM
SHIFT COORDINATOR
F,FjHC h OFFICE MANAGER
X7GA ':ONE-STOP OPER CONSORT ADMN
iX7HC -STOP OPER CONSORT ASST ADM
11XAGB IORG &STAFF DEVELOP MANAGER
'VAGD 'PATIENT BILLING MANAGER
VAGA "PATIENT FINANCIAL SERVICES MGR
1V
ASB PATIENT OMBUDSPERSON
':NASD ':,PATIENT RELTNS SVCS COORD ......
SATB !PAYROLL ACCOUNTANT
SATC 'PAYROLL SYSTEMS ACCOUNTANT
ISAHM PAYROLL SYSTEMS ADMINISTRATOR
IARVA 'PERSONNEL SERVICES ASST 11
4ARTA1PERSONNELSERVICES ASST III
!AGDE :PERSONNEL SERVICES SUPERVISOR
:5AWA 1 PLANNER I
-71
15AVA 'PLANNER 11
15ATA I.PLANNER III,
15AV1 !PLANNER 11-PROJECT
i5AW1 PLANNER I-PROJECT
IVBSG 'PRE-HOSPTL CARE COORDINATOR
,ADS5 PRI N MANAGEMENT ANALYST- PROJ
IDADC :PRINCIPAL APPRAISER
AHE j PRINCIPAL BUILDING INSPECTOR
H 1 ':PRINCIPAL L/R NEGOTIATOR- EX
ADHB i PRINCIPAL MANAGEMENT ANALYST
15AHD IPRINCIPAL PLANNER-LEVEL A
15AHE 'PRINCIPAL PLANNER-LEVEL B
.DYDA !PRINCIPAL REAL PROPERTY AGENT
!NCHA '!PRINCIPAL STRUCTIONAL ENGNR-BI
1 iXGA 1PRW&MAIL SERVICES MANAGER
,9XHE :PRINT& MAIL SERVICES SUPV
j7KFF !PROBATION FIELD SERVS DIRECTOR
'7AGB !PROBATION MANAGER
Resolution No. 20081715 Page 12 of 16
i
Exhibit A
Management, Exempt and Unrepresented
:Job Code' Job Title
°APHA PROGRAM/PROJECTS COORDINATOR
VAVA PROPERTIES TRUST OFFICER_
LWVD PROPERTY TAX BUS SYS MANAGER
AXSD PUBLIC ADM PROGRAM ASST
i25A1 ; !PUBLIC DEFENDER -T-
WVC !PUBLIC HLTH EPIDEBIOSTATICIAN
'VWHL `PUBLIC HLTH NURSE PROG MANAGER
`VBSD I.PUBLIC HLTH PRGM SPEC I
VBND :PUBLIC HLTH PRGM SPEC 11
.._..... .........
!VBS2 I :PUBLIC HLTH PRGM SPEC I-PRJ
rADSI ,` :PUBLIC INFORMATION OFFICER -
::STDG :PURCHASING SVCS MANAGER
PSGA iPW ASST FIELD OPERATIONS MNGR-
'APSD i^ PW CUSTOMER SERV COORDINATOR
NAA1
PW DIRECTOR
jPSF6 PW FIELD OPERATIONS MANAGER
- �,--- —i
APSC_ a, DPW FISCAL OFFICER _
LWSB i PW GIS COORDINATOR --
iPSHB PW MAINTENANCE SUPERVISOR
___
?PSSD 'PW RESOURCES MANAGER -
DYD1 REAL ESTATE MANAGER-EXEMPT
..._........ _.. .-........:
J9HF RECORDER'S OPERATIONS MANAGER
`64HE RECORDS MANAGER
19T95 - RECREATION INSTRUCTOR-LVL 422
5AH4 ' REDEVELOPMENT PROD MANAGER-PRJ
51 SD _'REDEVELOPMENT/HOUSING SPEC I
51SE +REDEVELOPMENT/HOUSING SPEC 11
VCHD !_REGISTRAR OF VITAL STATS
VSHN REHABILITATION THERAPY SVC SUP
VPD5 y.RESIDENCY DIRECTOR-EXEMPT
j5A7A :RESOURCE RECOVERY ASSISTANT -�--
,5ASA !RESOURCE RECOVERY SPECIALIST
1.97NA RETIREMENT ACCOUNTANT
97DA :RETIREMENT ACCOUNTING MANAGER
......... ---
97HA I RETIREMENT ADMINISTRATION MN_GR
1.97G RETIREMENT BENEFITS MANAGER
'97HB RETIREMENT BENEFITS PRG COORD
l97B2 'RETIREMENT CHF INVEST OFCR-EX I
97A1 _ _.RETIREMENT CHIEF EXEC OFCR-EX _ 1
97SA ;RETIREMENT COMMUNICATIONS CORD -
9783 .RETIREMENT GENERAL COUNSEL-EX
'97SB °RETIREMENT INFO TECH COORD I I
Resolution No. 2008/715 Page 13 of 16
Exhibit A
Management, Exempt and Unrepresented
.Job C_odei _:Job Title
97SC !RETIREMENT INFO TECH COORD 11
97TF ;RETIREMENT INVESTMENT ANALYST
197HC `- ;RETIREMENT SUP ACCOUNTANT -----'
IAJD1 'RISK MANAGER
I6FHA 'SAFETY SVCS MANAGER
AJWG ;SAFETY SVCS SPCLST-LVL A
AJWH ':SAFETY SVCS SPCLST-LVL B
AVS4 SBDC BUSINESS CONSULTANT-PRJ
SBDC DIRECTOR-PROJECT
AVD3_
CCG1 - - ;SCHOOL READINESS PROG COOR-PRJ
8F63 �' `SECOND ASST FIRE CHF40 ECCFPD
8FB2 I ;SECOND ASST FIRE CHF-ECCFPD
'J3S2 I !SECRETARY TO UNDERSHERIFF
lNSGA !SENIOR LAND SURVEYOR
jADTD j, ?SENIOR MANAGEMENT ANALYST I
ADHA SERVICE INTEGRATION TEAM COORD
ADGA r SERVICE INTERGRATION PROG MNGR
64FG ;SHERIFF DIR OF PROP EVIDENCE ^-
6XA1 (SHERIFF-CORONER
PEDG 'SHERIFF'S CAD/RMS_SY_STEMS MNGR —
APDC ;SHERIFF'S CHF OF MGNT SVCS —
164NC �' ;SHERIFF'S COM CENTER DIRECTOR I
_ _ _ —.........
64VA :SHERIFF'S CRIME ANALYST
64FF !SHERIFF'S DIRECTOR OF FOOD SVC
r6AFE ;SHERIFF'S DIRECTOR OF SUP SVCS
J3T0 _ j, SHERIFF'S EXECUTIVE ASST-EX
i64SJ ;SHERIFF'S FISCAL OFFICER
;PMSG i 'SHERIFF'S FLEET SVCS COORD
164SK ;SHERIFF'S MUTUAL AID COORD �—
'PEDD !SHERIFF'S TELECOM TECH MANAGER
X4SG SOC SVC APPEALS OFFICER
;X452 ;SOC SVC APPEALS OFFICER-PRJ I.
XAHB ;SOC SVC APPEALS SUPERVISOR
'XQHC 'SOC SVC BUSINESS SYST APP MNGR !
^XASH ;SOC SVC FISCAL COMPLIANCE ACCT
'XAGA :SOC SVC FRAUD PREVENTION MNGR
ADBS SPECIAL ASST TO THE CO ADMN-EX
I LTVJ_ SR BUSINESS SYSTEMS ANALYST
STTB �I,SR BUYER
—i ;SR CAPITAL FAC PROJECT MNGR
NEHA
'NKHA '.SR CIVIL ENGINEER
3AGH ISR COMMUNITY LIBRARY MANAGER
Resolution No. 2008/715 Page 14 of 16
Exhibit A
Management, Exempt and Unrepresented
Job Code; Job Title
:
:ADDH 'SR DEPUTY COUNTY ADMNISTRATOR
2KD1 SR DEPUTY DISTRICT ATTORNEY-EX
i9GWB SR EMERGENCY PLANNING GOORD
19GW1 'ISR EMERGENCY PLNG COORD-PROJ
:2ED3 'SR FINANCIAL COUNSELOR-EXEMPT
,:AGTF j SR HUMAN RESOURCES CONSULTANT
............ .
N9HC !SR HYDROLOGIST
.AJTB ":.SR INSURANCE ANALYST
151 SC SSR PLANNING TECHNICIAN
!NEVE SR STRUCTURAL ENGINEER-Bl
__..—.........m.........._..;
N E.V2 j SR STRUCTURAL ENGINEER-PRJ
NKHB 'SR TRAFFIC ENGINEER
5AHB ;SR TRANSPORTATION PLANNER
i
i 5ASE 11SR WATERSHED MGMT PLNG SPEC
!AJTC SR WORKERS COMP CLAIMS ADJ S
!VWXF '.STAFF ADVICE NURSE-PER DIEM
V9HC STAFF AND PAT CARE COORDINATOR
IXADE j ;STAFF DEVELOPMENT SUPERVISOR
1VWWA 'STAFF NURSE-PER DIEM
iI ___.......... --------
1MS1 STORMWATER PCP CMPTR SPEC
—---------
'STORM
NASB WATER POLL CONT MNGR
'
INESB ;STRUCTURAL ENGINEER-BUILD INSP
.NK7A !STUDENT AIDE-CIVIL ENGINEER
1999E ,STUDENT WORKER-DEEP CLASS
'VHG5 ;SUBSTANCE ABUSE PROGRAM MGR-P
;SUBSTANCE ABUSE PROGRAM MNGR
!VHHB 1 iSUBSTANCE ABUSE PROGRAM SUPV
SAHJ 1 iSUPERVISING ACCOUNTANT I
DAHC !SUPERVISING APPRAISER
`V41IE :�SUPERVISING ARP ENGINEER
................ ....................
lf29HA ;SUPERVISING ATTORNEY-DCSS
DRNA SUPERVISING AUDITOR-APPRAISER
NEHC SUPERVISING_CAPITAL FAC PRJ MG
NKdA :SUPERVISING CIVIL ENGINEER
`VHHF ;SUPERVISING CLINICAL LAB SCIEN
1 KHA :SUPERVISING COOK-JUVENILE HALL
T
VLHA :SUPERVISING ENVIRON HLTH SPEC
;RJHC 1;SUPERVISING FIRE INSPECTOR
16CHA f—(SUPERVISING FRNSC TOXICOLOGIST
wNXHA. SUPERVISING GRAPHICS TECH
.V5HJ SUPERVISING PEDIATRIC THERAPST
..................—
'VOHCc
;SUPERVISING PH MICROBIOLOGIST
Resolution No. 2008/715 Page 15 of 16
Exhibit A
Management, Exempt and Unrepresented
'Job Code: Job Title
IWHC SUPERVISING PH NURSE
DYN_A :SUPERVISING REAL PROPERTY AGNT
iFADB ;SUPERVISING STRUCTURAL ENG-BI
FADF —i 'SUPERVISOR INSPECTION SERVICES
j 9XHB SUPPLY AND DIST SUPERVISOR
VWSG SYMPTOM CONTROL PROG COORD
LWWB SYSTEMS ACCOUNTANT I
LWVB SYSTEMS ACCOUNTANT II
LWWA ; SYSTEMS SOFTWARE ANALYST I
..........
LWVA 'SYSTEMS SOFTWARE ANALYST II
`•:S5HC :TAX OPERATIONS SUPERVISOR !
PEDC *TELECOM MANAGER j
!VBHC !TOBACCO PREY PROJ COORDINATOR —~
'5ATB I'' TRANSPORTATION PLANNER
'NAGA TRANSPORTATION PROGRAM MANAGER
XQHG TRANSPORTATION SERVICES MANAGE
XQNI ;TRANSPORTATION SERVICES SPCLST
IS5SG TREASURER'S ACCOUNTING OFFICER
S5S3 EASURER'S INVEST OFFICER-EX
S5SD 'TREASURER'S INVEST OPS ANALYST
S5A1 TREASURER-TAX COLLECTOR
;6XB4 j UNDERSHERIFF-EXEMPT
VWSD i, UTILIZATION REVIEW COORD —
VWHG JJTILIZATION REVIEW MANAGER
IGPHG VEGETATION MANAGEMENT SUPV
96TA VETERANS SVC BRANCH OFF MNGR
'96WA VETERANS SVC REPRESENTATIVE
2KHA VICT/WIT ASSISTANCE PROG MNGR
'KDWF ;VOL AND EMERGENCY PROG SPEC _
'VCND !VOL SVCS AND COMM RES ADMN – _^
`X4HD :VOLUNTEER PROGRAM COORD
SASD WATERSHED MGMNT PLNG SPEC
9KN3 WEATHERIZATIONIHM REPAIR SUPV
AJVE WELLNESS COORDINATOR
AJVF WORKERS COMP CLAIMS ADJUST II
AJWJ WORKERS COMP CLAIMS ADJUSTER I
iAJHB `WORKERS COMP CLAIMS SUPERVISOR
�X�AD4 :WORKFORCE INV BD EXC DIR-EX
,,XAD3 'WORKFORCE SVCS DIRECTOR-EXEMPT
XANA . 'WORKFORCE SVCS SPECIALIST
Resolution No. 2008/715 Page 16 of 16
Exhibit B
Unrepresented
;Job Code ; Job Title
ADD3 CCTV PRODUCTION SPECIALIST-PRJ
.2KWF^- _ DEPUTY DISTRICT ATTORNEY-FT-FL ---
'6XW3 DEPUTY SHERIFF RESERVE-EXEMPT
6XWC!DEPUTY SHERIFF-PER DIEM
6XW1 DEPUTY SPEC IN CO SVC AREA P-1
AV71 /EHS WORKER TRAINEE-PROJECT
—� ................_. — —- ——
'X761 'EHS WORKFORCE DEV YOUTH TRN-PJ
X762 EHS WORKFORCE DEV YOUTH WKR-PJ_
1VPS1 EXEMPT MED STF OPTOMETRIST
'VPS2 j :EXEMPT MED STF PODIATRIST
6CW1 4 FORENSIC ANALYST-PROJECT --
VTWB
fINTERIM PERMIT NURSE
2YWB LAW CLERK I
- —
2YVA ::LAW CLERK {I� --------
12YTA ;LAW CLERK III--------
'64WB LAW ENFORCE TRNG INSTR-PER DM
AJTA LEAD EXAMINATION PROCTOR,
3KW4 qLIBRARY AIDE-EXEMPT _
31<WA ;LIBRARY STUDENT ASSISTANT
3KW2 _ :LIBRARY STUDENT ASSISTANT-EX
V07Amm MICROBIOLOGIST TRAINEE
VWHD ;NURSING SHIFT COORD-PER DIEM
'9T95 RECREATION INSTRUCTOR-LVL 422
VWXF STAFF ADVICE NURSE-PER DIEM
-VWWA STAFF NURSE-PER DIEM
iNK7A 'STUDENT AIDE-CIVIL ENGINEER
999E 'STUDENT WORKER-DEEP CLASS
Resolution No. 2008/715 Page 1 of 1
i
Exhibit C
Elected and Appointed Department Heads
`Job Code i Job Title
BAA1 AGRICULTURAL COM-DIR WTSIMEAS
`DAA1 ASSESSOR
AGA2 ASST COUNTY ADM-DIR HUMAN RESC
`SAA1 !AUDITOR-CONTROLLER
1ADA1 iSD OF SUPVR MEMBER
ITA1 'CHIEF INFO OFF/DIR OF INFO TEC
A_LA1 CLERK RECORDER__ _
lADA2 COUNTY ADMINISTRATOR
'2EA1 'COUNTY COUNSEL
3AAA 'COUNTY LIBRARIAN
7AA1 COUNTY PROBATION OFFICER-EX
96A1 :COUNTY VETERANS'SVCS OFFICER
XAA2 COUNTY WELFARE DIRECTOR-EXEMPT
2KA1 DA PUBLIC A_DMININSTATOR .__..-
4AA1— DI OF CONSERVATION & DEVLP-EX _
1BJA1 DIRECTOR OF ANIMAL SERVICES
:SMA1 ;DIRECTOR OF CHILD SUPPORT SVCS
5AA1 DIRECTOR OF COMMUNITY DEVLPMNT _
AAA2 DIRECTOR OF GENERAL SERVICES-E
VCA1 :DIRECTOR OF HEALTH SERVICES
RPA1 FIRE CHIEF-CONTRA COSTA
�25A1 PUBLIC DEFENDER
�NAA1 — ;: PW-DIRECTOR
97A1 ;RETIREMENT CHIEF EXEC OFCR-EX
•:,6XA1 j 'SHERIFF-CORONER _
S5A1 ;° ;TREASURER-TAX COLLECTOR
Resolution No. 2008/715 Page 1 of 1
EXHIBIT D
DEPARTMENT HEADS AND THEIR CHIEF ASSISTANT(S)
Department Head Chief Assistant Department Head
Agriculture Commissioner/Director of Weights and Chief Deputy Agriculture Commissioner/Sealer of
Measures Wei hts and Measures
Director of Animal Services Deputy Director of Animal Services
Assessor Assistant;C—ounty Assessor
Auditor-Controller Assistant County Auditor-Controller
Board of Supervisors Member No Assistant
Chief Information Officer/Director of information Deputy Chief Information Officer
Technology
Clerk-Recorder Assistant County Registrar
Assistant County Recorder
Director of Child Support Services Chief Assistant Director of Child Support Services
Director of Community Development Deputy Director of Community Development/
' Current Planning
Deputy Director of Community Development/
Transportation Planning
Director of Redevelopment
Director of Conservation and Development Deputy Director of Conservation and Development
County Administrator Chief Assistant County Administrator
District Attorney-Public Administrator Chief Assistant District Attorney
County Welfare Director Aging/Adult Services Director
Children and Family Services Director
Community Services Director
EHS Chief Financial Officer
EHS Director of Administration
FACS Assistant Director- Project
Workforce Services Director
Fire Chief- Contra Costa County Assistant Fire Chief
Director of General Services Deputy General Services Director
Director of Health Services Assistant Director of Health Services
Assistant County Administrator-Director of Human Assistant Director of Human Resources
Resources
County Librarian Deputy County Librarian—Public Services
Deputy unty Librarian—Support Services
County Probation Officer Chief Deputy Probation Officer
Public Defender Chief Assistant Public Defender
Public Works Director Deputy Public Works Director
Retirement Chief Executive Officer Retirement Chief Investment Officer
Director of Revenue Collections No Chief Assistant
Risk Manager No Chief Assistant
Sheriff-Coroner Undersheriff
Treasurer-Tax Collector Chief Deputy Treasurer-Tax Collector
County Veterans' Services Officer No Chief Assistant
(11/05/08)
11/18/08 RESOLUTION NO. 2008/715 Page 1 of 1
EXHIBIT E
CaiPERS Health Plan Classes
Job Code .lob Title
6)(A1 SHERIFF-CORONER
6X61 ASSISTANT SHERIFF-CHIEF EXEC ASST
6X62 ASSISTANT SHERIFF
6XB3 CHIEF DEPUTY SHERIFF-EXEMPT
6XB4 UNDERSHERIFF-EXEMPT
6XD1 COMMANDER-EXEMPT
11/18/08 RESOLUTION NO. 20081715 Page 1 of 1