HomeMy WebLinkAboutRESOLUTIONS - 01012000 - 2000-298 C- si
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Carder on June 6, 2000 by the following vote:
AYES: SUPERVISORS GIOIA, UILKIIA, OESAULNIER, CANCIAMILLA AND GEMER
NOES: NONE
ABSENT: NONE
ABSTAIN: NONE
SUBJECT: Compensation and Benefits Authorized for }
County Elected and Appointed Department }
Heads, Management, Exempt and ) Resolution No. 2000/ 298
Unrepresented Employees for the Period )
October 1, 1999 to September 30, 2002 )
and Until Further Order }
The Contra Costa County Board of Supervisors acting solely in Its capacity as governing
Board of the County of Contra Costa RESOLVES THAT:
Effective on October 1, 1999, and continuing to September 30, 2002, 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. This resolution supercedes all previous
resolutions providing compensation and benefits for the employees listed herein.
Unless expressly provided otherwise, this Resolution Is subject to the provisions of
Resolutions providing general and pay equity salary adjustments; Administrative Bulletins;
the 1937 County Employees Retirement Act; Memoranda of Understanding covering
represented Managers; the County Salary Regulations and the County Personnel
Management Regulations. This Resolution does not authorize compensation and benefits
for any Management or Unrepresented employees of the Contra Costa County Superior
Court.
Management and Unrepresented employees include employees in Classified, Project and
Exempt classifications. This Resolution Is organized to distinguish (1) those general County
benefits provided to all Managers, Exempt and Unrepresented employees; (11) those
benefits provided exclusively to Management and Exempt employees; (111) benefits provided
to Elected and Appointed Department Heads; and (IV) those benefits which are provided
specially to Managers and Unrepresented employees within selected departments or
classifications.
Unless otherwise expressly provided, compensation and benefits under this resolution are
authorized only for permanent and project employees who work full-time or part-time,
twenty (20) or more hours each week.
L BENEFITS FOR MANAGEMENT, EXEMPT AND UNREPRESENTEd EMPLOYEES
are provided for those classes listed In Exhibit A.
11. BENEFITS FOR MANAGEMENT AND EXEMPT EMPLOYEES are provided for those
classes listed In Exhibit A, excepting the classes listed In Exhibit B.
III. BENEFITS FOR ELECTED I ND APPOINTED DEPARTMENT HEADS are provided for
those classes listed in Exhibit C.
IV. SPECIAL BENEFITS FOR MANAGEMENT EMP QYEES BY DEPARTMENT OR
CLASS are provided as indicated in each section.
Orig Dept.: Human Resources Department--Kathy Ito, 5-1785
cc: Human Resources Department•-Leslie Knight
County Administrator's Office
County Counsel
Auditor-Controller
Pane 1 of 45 RES01MON NO. 2000/298
,F i. BENEFITS FOR MANAGEMENT, EXEMPT AND UNREPRESENTED EMPLOYEES
1. Leaves With and Without Pav
1.10 H : 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 Veteran's Day
Washington's Birthday Thanksgiving Day
Memorial Day Day after Thanksgiving
Independence Day Christmas Day
Such other days as the Board of Supervisors may by Resolution designate
as holidays.
1.11 Any holiday listed above which falls on a Saturday shall be observed on the
proceeding Friday, and any holiday listed above which falls on a Sunday
shall be observed on the following Monday.
1.12 gpplicat[on cif Holiday Credit: Employees on the regular forty (40) hour 8:00
a.m. to 5:00 p.m. Monday through Friday work schedule shall be entitled to
a holiday (day off work) without reduction in pay whenever a holiday is
observed.
1.13 Part-time employees shall receive paid holiday credit in the same ratio to
the holiday credit given full-time employees as the number of hours per
week In the part-time employee's schedule bears to the number of hours in
the regular full-time schedule, regardless of whether the holiday falls on the
part-time employee's regular work day.
1.14 Fioating_Holidays: In addition to the designated holidays, employees shall
accrue two (2) hours of personal paid holiday credit per month. This time
shall be prorated for part-time employees. Such personal holiday time may
be taken in increments of one-half (1/2) hour. No employee may accrue
more than forty (40) hours of personal holiday credit. On separation from
County service, the employee shall be paid for any unused personal holiday
credits at the employee's then current pay rate.
1.15 To equalize holidays between employees on the regular work schedule and
those on other work schedules, employees on a work schedule other than
the regular one shall be entitled to paid holiday credit for any holiday,
whether worked or not, observed by employees on the regular schedule.
1.16 If a holiday is observed on either of the two (2) days off of an employee on a
schedule other than the regular one, for timekeeping purposes, the
employee shall be given credit for overtime or granted compensatory time
off on his/her next scheduled work day. Employees who are not permitted
1
RESOUITI0N NO. 2000/298
to take holidays because of the nature of their work are entitled to overtime
pay for holiday work.
1.20 Vacatiory Employees shall accrue paid vacation credit not to exceed the
maximum cumulative hours as follows:
Monthly Maximum
Accrual Cumulative
Length of Service HOM Hours
Under 11 years 10 240
11 years 10-2/3 256
12 years 11-1/3 272
13 years 12 288
14 years 12-3/2 304
15 through 19 years 13-1/3 320
20 through 24 years 16-2/3 400
25 through 29 years 20 480
30 years and up 23-1/3 560
1.30 Employees shall accrue paid sick leave Credit in accordance with the
provisions of the County Salary Regulations and Administrative Bulletin
411.6 on Sick Leave Policy adopted April 8, 1992, as amended.
1.40 Part-Time Employees: Part-time employees shall accrue paid vacation and
sick leave credit on a pro-rata basis.
1.50 Family Qar.Q 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.
1.60 Leave Without Pay-Use of Accruals: The provisions of Section 1006.6 of
the Personnel Management Regulations, as amended, relating to use of
accruals while on leave without pay, apply to all employees covered by this
Resolution.
2. Health and dental Benefits
2.10 Health Pian overages: Effective 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 Pian 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 Pians (CCHP), Plan B
c. Kaiser Foundation Health Plan
d. Health Net HMO
RL,O=ON N9. 2000/298
e. Health Net PPO
f. Delta Dental
g. PMI Delta Care Dental
2.11 Coin Health and Dental Plan Contribution Rates: The County will pay the
following proportions of the monthly premium charge for employees and for
their eligible family members:
a. Contra Costa County Health Plans, Plan A, ninety-eight percent
(98%).
b. Contra Costa County Health Plans, Plan B, ninety percent (90%).
c. Kaiser Foundation Health Plan, eighty percent (80%).
d. Health Net HMO, eighty percent (80%).
e. Health Net PPO, sixty-six and 27/100 percent (66.27%), provided that
the County will pay only 1`ifty percent (50%) of any premium increase
after January 1, 2000.
f. Delta Dental and PMI Delta Care Dental when combined with Contra
Costa County Health Plans, Plan A or Plan B, ninety-eight percent
(98%).
g. Delta Dental when combined with Kaiser Foundation Health Plan,
Health Net HMO or Health Net PPO, seventy-eight percent (78%).
h. PMI Delta Care Dental when combined with Kaiser Foundation Health
Plan, Health Net HMO, or Health Net PPO, seventy-eight percent
(78%).
L Delta Dental or PMI Delta Care Dental not combined with any health
plan, one hundred percent (100%) less one cent ($.01).
2.12 Life Insurance Benefit Under Health and Dental Plans: Effective January 1,
2000, for employees enrolled in the County's program of medical or dental
coverage, term life insurance will be increased from three thousand dollars
($3,000) to seven thousand five hundred dollars ($7,500) at County cost
when the County contributes to the cost of medical or dental coverage.
2.13 SUpplement I 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 one (1) times their annual salary up to fifty thousand dollars
($50,000) guaranteed issue provided the election is made within the
required enrollment periods.
2.14 Health Plan Coverages and Provisions: The following provisions are
applicable regarding County Health Plan participation:
a. Health. Dental and Life Participation ion by Other Emplgye s: Permanent
part-time employees working nineteen (19) hours per week or less and
permanent-intermittent employees may participate in the County
Health or Dental, and seven thousand five hundred dollars ($7,500)
life insurance plans (with the associated seven thousand five hundred
dollars ($7,500) life Insurance benefit) at the employee's full expense.
3
RRSOIxMON NO. 2000/298
b. Employee Contribution_Deficien ies: The County's contribution to the
Health Pian premium is payable for any month in which the employee
is paid. If an employee's compensation in any month is not sufficient to
pay the employee share of the premium, the employee must make up
the difference by remitting the unpaid amount to the Auditor-Controller.
The responsibility for this payment rests with the employee.
c. Leave of bsence: The County will continue to pay the County share
of health care premiums for enrolled employees who are on an
approved paid or unpaid leave of absence for a period of thirty days
(30) or more provided the employee's share of the health care
premium is paid by the employee.
2.15 Retirement Coverao :
a. Upon retirement, employees and their eligible family members may
remain in their County health/dental plan, but without County-paid life
insurance coverage, if immediately before their proposed retirement
the employees and dependents are either active subscribers to one of
the County contracted health plans or if while on authorized leave of
absence without pay, they have retained continuous group or
individual conversion membership during the leave period. For the
term of this Resolution, the County will make the medical and dental
plan contributions expressed in Section 2.11 for such retired
employees and their eligible family members.
b. 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.
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;
Ili. 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
RESOUMON N0. 2000/298
4. Deferred retirees who elect continued health benefits hereunder
and their eligible family members may maintain continuous
membership in their County health and/or dental plan group
during the period of deferred retirement by paying the full
premium for health and dental coverage on or before the 11 ' of
each month, to the Contra Costa County Auditor-Controller.
When the deferred retirees begin to receive retirement benefits,
they will qualify for the same health and/or dental plan coverage
and County subvention to which retirees who did not defer
retirement are entitled.
5. Deferred retirees may elect continued health benefits hereunder
after retirement and may elect not to maintain participation in
their County health and/or dental plan during their deferred
retirement period, in which case they and their eligible family
members will qualify for the same coverage and County
subvention in any County health and/or dental plan when they
begin to receive retirement benefits as retirees who did not defer
retirement are entitled, provided such reinstatement to a County
group health and/or dental plan will only occur following a three
(3) full calendar month waiting period after the month in which
their retirement allowance commences.
6. Employees who elect deferred retirement will not be eligible in
any event for County health or dental plan subvention unless the
member draws a monthly retirement allowance within twenty-four
(24) months after separation from County service.
7. Deferred retirees and their eligible family members are required
to meet the same eligibility provisions for health/dental plans as
active/retired employees.
2.16 Dual Coveraoe:
a. If a husband and wife both work for the County and one (1) of them is
laid off, the remaining employee, if eligible, shall be allowed to enroll or
transfer into the health coverage combination of his/her choice.
b. An eligible employee who loses medical or dental coverage through a
spouse shall be allowed to enroll or transfer into the County contracted
health coverage combination of his/her choice within thirty (30) days of
the date coverage is no longer afforded under the spouse's plan.
2.17 Family-Member EligibilU Criteria. The following persons may be enrolled
as the eligible Family Members of a medical or dental plan Subscriber:
a. The Subscriber's Spouse.
b. The Subscriber's Domestic Partner.
c. The following children, provided that the child is dependent, unmarried
and under twenty-five (25) years of age:
1. The natural or legally adopted child of a subscriber or the
subscriber's spouse or domestic partner, Including newborn
5
POSOUMON Na. 2000/298
children and children placed in the physical custody of a member
for adoption. In the case of an adopted child, proof of eligibility
by a court adoption order and a copy of a United States income
tax return showing the child as a dependent may be required.
ii. A foster child for whom the subscriber or the subscriber's spouse
or domestic partner is the legal guardian and primary source of
support. Nevertheless, foster children who are eligible for Medi-
cal coverage are not eligible for coverage under the County
health plans. In the case of a foster child, proof of eligibility by a
copy of a Social Service Foster Care Agreement and a letter
from the Employment and Human Services Department verifying
that the child is not eligible for Medi-Cal coverage, shall be
required.
Ill. For dependents aged nineteen (19) to twenty-five (25), a
statement may be required to verify that the child is legally
dependent in accordance with Internal Revenue Service
requirements.
iv. Attainment of limiting age shall not terminate coverage of a child
while the child is and continues to be both (a) incapable of self-
sustaining employment by reason of mental retardation or
physical handicap and (b) chiefly dependent upon the Member
for support and maintenance, proved the proof of such incapacity
and dependency is furnished to the Plan Administrator by the
Subscriber within the thirty-one (31) days of the child's twenty-
fifth (25th) birthday and annually thereafter, if required by the Plan
Administrator.
2.18 Ca`t st_rgphic Leave Bank: All employees shall be included in the
Catastrophic Leave Bank and shall be allowed to designate a portion of
accrued vacation, compensatory time, holiday compensatory time or
floating holidays to be deducted from the donor's existing balances and
credited to the bank or a specific donor.
Catastrophic Leave Bank. The County Human Resources Department will
operate a Catastrophic Leave Bank which is designed to assist any County
employee who has exhausted all paid accruals due to a serious or
catastrophic illness, injury, or condition of the employee or family member.
The program establishes and maintains a Countywide bank wherein any
employee who wishes to contribute may authorize that a portion of his/her
accrued vacation, compensatory time, holiday compensatory time or
floating holiday be deducted from those account(s) and credited to the
Catastrophic Leave Bank. Employees may donate hours either to a specific
eligible employee or to the bank. Upon approval, credits from the
Catastrophic Leave Bank may be transferred to a requesting employee's
sick leave account so that employee may remain in paid status for a longer
period of time, thus partially ameliorating the financial impact of the illness,
Injury or condition. Catastrophic Illness or injury Is defined as a critical
medical condition, a long-term major physical impairment or disability which
manifests itself during employment.
6
RESOLt ON N0. 2000/298
Operation. The plan will be administered under the direction of the Director
of Human Resources. The Human Resources Department will be
responsible for receiving and recording all donations of accruals and for
initiating transfer of credits from the Bank to the recipient's sick leave
account. Disbursement of accruals will be 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 shall meet as
necessary to consider all requests for credits and shall make determinations
as to the appropriateness of the request. The committee shall 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.
Hours transferred from the Catastrophic Leave Bank to a recipient will be in
the form of sick leave accruals and shall be treated as regular sick leave
accruals.
To receive credits under this plan, an employee must have permanent
status, must have exhausted all time off accruals to a level below eight (8)
hours total, have applied for a medical leave of absence and have medical
verification of need.
Donations are irrevocable unless the donation to the eligible employee is
denied. Donations may be made in hourly blocks with a minimum donation
of not less than four (4) hours from balances in the vacation, holiday,
floating holiday, compensatory time, or holiday compensatory time
accounts. Employees who elect to donate to a specific individual shall have
seventy-five percent (75%) of their donation credited to the individual and
twenty-five percent (25%) credited to the Catastrophic Leave Bank.
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.
Any recipient will be limited to a total of one thousand forty (1040) hours or
its equivalent per catastrophic event, each donor will be limited to one
hundred twenty (120) hours per calendar year.
All appeals from either a donor or recipient will be resolved on a final basis
by the Director of Human Resources.
No employee will have any entitlement to catastrophic leave benefits. The
award of Catastrophic Leave will be at the sole discretion of the committee,
both as to amounts of benefits awarded and as to persons awarded
7
RFSOUMON NO. 2000/298
benefits. Benefits may be denied, or awarded for less than six (6) months.
The committee will be entitled to limit benefits in accordance with available
contributions and to 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 will have 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.
Any unused hours transferred to a recipient will be returned to the
Catastrophic Leave Bank.
2.18 death 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 pre-
determined amount of money from their pay, not to exceed three thousand
dollars ($3,000) per year, of before tax dollars, for health care expenses not
reimbursed by any other health benefits plan. HCSA dollars can be
expended on any eligible medical expenses allowed by Internal Revenue
Code Section 125. Any unused balance is forfeited and cannot be
recovered by the employee.
2.20 PERS__ Long-Term Care: The County will deduct and remit monthly
premiums to the PERS Long-Term Care Administrator for employees who
are eligible and voluntarily elect to purchase long-term care at their personal
expense through the PERS Long-Term Care Program.
2.21 Dependent Care Assistance Program: The County will offer the option of
enrolling in a Dependent Care Assistance Program (DCAP) designed to
qualify for tax savings under Section 129 of the Internal Revenue Code, but
such savings are not guaranteed. The program allows employees to set
aside up to five thousand dollars ($5,000) of annual salary (before taxes)
per 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.
3. Personal ProtectIve Equipment: The County shall 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 Safely Shoes. The County will reimburse eligible employees for purchase
and repair of safety shoes in an amount not to exceed two hundred dollars
($200) for the two (2) year period commencing January 1, 2000, and two
8
RESo=ON No. 2000/298
hundred twenty-five ($225) for the two (2) year period commencing January
1, 2002. There is no limit on the number of shoes or number of repairs
allowed.
3.11 Safety Eyeglasses, The County will reimburse eligible Management,
Exempt and Unrepresented employees for prescription safety eyeglasses
which are approved by the County and are obtained from an establishment
approved by the County.
4. Mlieage Reimburs ment: A mileage allowance for the use of personal vehicles
on County business shall be paid 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 shall be responsible for payment of the employee's
contribution for the retirement cost-of-living program as determined by the Board of
Retirement of Contra Costa County Employees' Retirement Association without the
County paying any part of the employee's share. The County will continue to pay
the employer's share of the retirement cost-of-living program contribution.
6. 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 All full-time employees (excluding attorney classes) shall be eligible for
career development training reimbursement in the maximum amounts not to
exceed six hundred fifty dollars ($650) per fiscal year. The reimbursement
of training expenses includes books and shall be governed by any
Administrative Bulletins on Travel or Training.
7.11 Management Development Policy: Employees are authorized to attend
professional training programs, seminars, and workshops, during normal
work hours at the discretion of their Department Head, for the purpose of
developing knowledge, skills, and abilities, in the areas of supervision,
management, and County policies and procedures. Up to thirty (30) hours
of such training time is recommended annually.
a. Departments are encouraged to provide for professional development
training exceeding thirty (30) hours annually for people newly
promoted to positions of direct supervision.
9
RESOUITION NO. 2000/298
b. Priority shall be given to professional training programs offered
through the Contra Costa Training Institute. Other related and
appropriate training/education resources approved by the department
will also be allowed.
c. To encourage personal and professional growth, the County provides
reimbursement for certain expenses incurred by employees for job-
related training (required training and career development
training/education). Provision for eligibility and reimbursement is
identified in Administrative Bulletin 112.9.
d. The Department Head is responsible for authorization of individual
professional development reimbursement requests. Reimbursement
will occur 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 shall be paid to
incumbents of positions requiring bilingual proficiency as designated by the
Appointing Authority and the Director of Human Resources. The differential shall
be prorated for employees working less than full time and/or on an unpaid leave of
absence during any given month. The differential shall be:
From October 1, 1999 $70
From October 1, 2000 $75
From October 1, 2001 $80
Designation of positions for which bilingual proficiency is required is the sole
prerogative of the County, and such designations may be amended or deleted at
any time.
9. Higher F'ay for Work Ina Higher Classification: The County Salary Regulations
notwithstanding, when an employee is required to work in a higher paid
classification, the employee shall receive the higher compensation for such work,
pursuant to the County Salary Regulations, plus any differentials and incentives
the employee would have received in his/her regular position. Unless the Board
has by Resolution otherwise specified, the higher pay entitlement shall begin on
the 41 st consecutive hour in the assignment.
10. Workers' Compensation and Continuing..: For all accepted workers'
compensation claims filed with the County on or after January 1, 2000, employees
shall receive eighty-six percent (86%) of their regular monthly salary during any
period of compensable temporary disability not to exceed one (1) year. Pay based
on accepted workers' compensation claims filed before January 1, 2000 shall be
paid as provided In Resolution No. 96/488. If workers' compensation benefits
become taxable income, the County will restore the former benefit level, one
hundred percent (100%) of regular monthly salary.
10.1 Waiting Period: There is a three (3) calendar day waiting period before
workers'compensation benefits commence. If the injured worker loses any
time on the date of injury, that day counts as day one (1) of the waiting
10
RESCUITION NO. 2000/298
period. If the injured worker does not lose time on the date of the injury, the
waiting period will be the first three (3) days following the date of the injury.
The time the employee Is scheduled to work during this waiting period will
be charged to the employee's sick leave and/or vacation accruals. In order
to qualify for workers' compensation the employee must be under the care
of a physician. Temporary compensation is payable on the first three (3)
days of disability when the injury necessitates hospitalization, or when the
disability exceeds fourteen (14) days.
10.2 Cont inuing [fav: A permanent employee shall receive eighty-six percent
(86%) of regular monthly salary in lieu of workers' compensation during any
period of compensable temporary disability not to exceed one year.
"Compensable temporary disability absence" for the purpose of this Section,
is any absence due to work-connected disability which qualifies for
temporary disability compensation under workers' compensation law set
forth in Division 4 of the California Labor Code. When any disability
becomes medically permanent and stationary, the salary provided by this
Section shall terminate. No charge shall be made against sick leave or
vacation for these salary payments. Sick leave and vacation rights shall not
accrue for those periods during which continuing pay is received.
Employees shall be 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 will be
cleared through the County Administrator's Office, Risk Management
Division.
10.3 Physician Visits: Whenever an employee who has been injured on the job
and has returned to work is required by an attending physician to leave
work for treatment during working hours, the employee shall be allowed
time off, up to three (3) hours for such treatment, without loss of pay or
benefits. Said visits are to be scheduled contiguous to either the beginning
or end of the scheduled workday whenever possible. This provision applies
only to injuries/illnesses that have been accepted by the County as work
related.
10.4 Labor Code §4850 Ei glUsion: 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 ErnplgyMent
11
RESOUT.rION NO. 2000/298
11.10 Overtime Exclusion: In recognition of their Management status, all
Management and Exempt employees in classifications designated by the
County Administrator shall be Overtime Exempt. The County Administrator
may exclude certain Management classes from Overtime Exemption.
Provisional appointees to Management classes and employees receiving
higher pay for a higher work in a Management classification who were not
previously in a Management class shall not be included on the Overtime
Exempt Exclusion List since they are not eligible for Management benefits.
11.11 Oyartime: Unrepresented employees and Management and Exempt
employees not designated as Overtime Exempt shall be compensated at
one and one-half (1.5) times the employee's base rate of pay (excluding
differentials) for authorized work exceeding eight (8) hours per day or forty
(40) hours per week.
11.12 Length of Service Credits: Length of service credit shall date from the
beginning of the last period of continuous County employment including
temporary, provisional and permanent status and absences on an approved
leave of absence; except that when an employee separates from a
permanent position in good standing and is subsequently reemployed in a
permanent County position within two (2) years from date of separation, the
period of separation will be bridged. Under these circumstances, the
service credits shall include all credits accumulated at time of separation but
shall not include the period of separation. The service credits of an
employee shall be determined from employee status records of the Human
Resources Department.
11.13 Mirror Classifications: As determined by the Director of Human Resources,
employees in unrepresented job classifications which mirror Management,
represented or unrepresented job classifications may receive the salary and
fringe benefits that are received by employees in the comparable mirror
classifications.
11.14 Deep Classes: No provision of this Resolution regarding terms and
conditions of employment shall supersede any provision in any Deep
Class Resolution.
11.15 Administrative Provisions: The County Administrator may establish
guidelines, bulletins or directives as necessary to further deme or
Implement the provisions of this resolution.
11. BENEFITS FOR MANAGEMENT AND EXEMPT EMPLOYEES
Employees shall receive the benefits provided under Part I and the following additional
benefits:
12. Management Ung2vity Pa
12
RES0LUi0N N0. 2000/298
A. Employees who have completed ten (10) years of appointed service for the
County shall receive a two and one-half percent (2.5%) longevity differential.
B. Employees in positions ineligible to receive vacation or sick leave accruals or
to convert a portion of those accruals to cash under the terms of this
Resolution shall be eligible to receive a five percent (5%) longevity differential
upon the completion of ten (10) years service.
13. Deferred Compensation Incentive: Effective January 1, 2000, the County shall
increase the County contribution from fifty dollars ($50) to sixty dollars ($60) per
month to employees who participate in the County's Deferred Compensation Plan.
To be eligible for this incentive, employees must contribute to the deferred
compensation plan as indicated below.
Employees with Qualifying Monthly Contribution
Current Monthly Base Contribution Required to Maintain
Salary of: Amount Incentive I!roaram Eligibility
$2,500 and below $250 $50
$2,501 —3,334 $500 $50
$3,335 —4,167 $750 $50
$4,168—5,000 $1,000 $50
$5,001 —5,834 $1,500 $100
$5,835—6,667 $2,000 $100
$6,668 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 sixty dollar ($60) County supplement. To reestablish eligibility, employees
must again make a Base Contribution Amount as set forth above based on current
monthly salary. Employees with a break in deferred compensation contributions
either because of an approved medical leave or an approved financial hardship
withdrawal shall 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, shall not be required
to reestablish eligibility.
14. Annual Management Administrative Leave: Effective January 1, 2000, paid full-
time employees' management administrative leave shall be increased from fifty-
five (55) to sixty (60) hours. This time Is non-accruable and all balances will be
zeroed out effective December 31 each year. Positions not designated as
overtime exempt shall receive overtime pay and shall not be eligible for
Management Administrative Leave. Part-time employees and employees hired
after January 1 shall have such leave prorated based upon position hours.
15. ManagementLifeInsurance: Employees shall be covered at County expense by
term life insurance In the amount of forty seven thousand dollars ($47,000) in
addition to the insurance provided under Section 2.12.
13
RESO=ON NO. 2000/298
16. Vacation ]Buy Back:
A. Employees may elect payment of up to one-third (1/3) of their annual vacation
accrual, subject to the following conditions: (1) the choice can be made only
once in each calendar year; (2) payment shall be based on an hourly rate
determined by dividing the employee's monthly salary by 173.33; and (3) the
maximum number of vacation hours that may be paid in any calendar year is
one-third (1/3) of the annual accrual.
B. In those instances where a lump-sum payment has been made to
Management employees as a retroactive general salary adjustment for a
portion of the calendar year which is subsequent to exercise by a
Management employee of the vacation buy-back provision herein, that
employee's vacation buy back shall be adjusted to reflect the percentage
difference in base pay rates upon which the lump-sum payment was
computed, provided that the period covered by the lump-sum payment was
inclusive of the effective date of the vacation buy back.
17. Professional Develo m�ent,Reimbursement: Employees (excluding Department
Heads, their Chief Assistant(s), Engineering Managers, and all Attorney classes)
shall be eligible for reimbursement of up to five hundred twenty-five dollars ($525)
for each two (2) year period beginning January 1, 1999 for memberships in
professional organizations, subscriptions to professional publications, attendance
fees at job-related professional development activities and purchase of computer
hardware and software. In order to receive reimbursement, the employee must
have been in an eligible classification when the expense was incurred.
In order to receive reimbursement for the 1999-2000 period, the expense must
have been incurred during the period beginning January 1, 1999 through
December 31, 2000. In order to receive reimbursement for the 2001-2002 period,
the expense must have been Incurred during the period beginning January 1, 2001
through December 31, 2002.
Individual professional development reimbursement requests must be approved by
the Department Head. Reimbursement will occur through the regular demand
process with demands being accompanied by proof of payment (copy of Invoice or
canceled check).
18. Sick Leave Incentive Pian: Employees may be eligible for a payoff of a part of
unused sick leave accruals at separation. This program Is an incentive for
employees to safeguard sick leave accruals as protection against wage loss due to
time lost for injury or illness. Payoff must be approved by the Director of Human
Resources, and is subject to the following conditions:
A. The employee must have resigned In good standing.
B. Payout is not available If the employee Is eligible to retire.
14
RESOLMON NO. 2000/298
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 shall be under the following schedule:
Years of Payment Payment of Unused
Continuous Service Sick Leave Payable
3—5 years 30%
5 —7 years 40%
7 plus years 50%
E. No payoff shall be made pursuant to this section unless the Contra Costa
County Employees' Retirement Association has certified that an employee
requesting a sick leave payoff has terminated membership in, and has
withdrawn his or her contributions from, the Retirement Association.
F. It is the intent of the Board of Supervisors that payments pursuant to this
section shall preclude County retirement benefits resulting from employment
by this County or Districts governed by the Board.
19. Video Display Terminal OLDT) Users Eye Examination: Employees shall be
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 for the employee following the
examination, the County agrees to provide, at no cost, basic VDT eyewear
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 Disablllty Insurance: The County shall continue in force the Longi
Term Disability Insurance program with a replacement limit of eighty-five (85%) of
total monthly base earnings reduced by any deductible benefits.
111111. BENEFITS FOR ELECTED AND APPOINTED DEPARTMENT HEADS
Department Heads shall receive the benefits provided under Part I and Part 11 and the
following additional benefits:
21. Executive Automobile Allowance: The County Administrator and the following
appointed Department Heads and elected Department Heads shall be eligible to
15
RESOLUTION NO. 2000/298
receive a monthly automobile allowance plus mileage at the rate per mile allowed
by the Internal Revenue Service (IRS) as a deductible expense. Receipt of the
automobile allowance will require that the recipients furnish a private automobile
for County business. Allowance shall be made as follows:
A. County Administrator= $550 per month
B. Elected Department Heads = $500 per month
Assessor District Attorney
Auditor-Controller Sheriff-Coroner
Clerk-Recorder Treasurer-Tax Collector
C. Appointed Department Heads = $450 per month
Agricultural Commissioner/Director of Weights and Measures
Community Services Director
County Counsel
County Librarian
County Probation Officer
County Veteran's Service Officer
County Welfare Director
Director of Animal Services
Director of Building Inspection
Director of Community Development
Director of General Services
Director of Health Services
Director of Human Resources
Director of Information Technology
LAFCO Director
Public Defender
Public Works Director
Retirement Administrator
If use of a County vehicle Is temporarily required as a result of an emergency such
as an accident or mechanical failure to the recipient's personal automobile, with
the approval of the General Services Department, a County vehicle may be
utilized. The General Services Department will charge the recipient's department
for the cost of the County vehicle usage consistent with County policy.
22. Executive Life Insurance: In lieu of the insurance provided under Section 15,
Department Heads shall be covered at County expense by term life insurance In
the amount of fifty thousand dollars ($50,000) additional to the insurance provided
under Section 2.13.
23. Executive Professional Development Reimbursement: Department Heads and
their chief assistant(s) shall be eligible for reimbursement of up to eight hundred
twenty-five dollars ($825) for each two (2) year period beginning January 1, 1999
for memberships in professional organizations, subscriptions to professional
16
RESOLUTION N0. 2000/298
organizations, subscriptions to professional publications, attendance fees at job-
related professional development activities and purchase of computer hardware
and software. In order to receive reimbursement, the employee must have been in
an eligible classification when the expense was incurred.
In order to receive reimbursement for the 1999-2000 period, the expense must
have been incurred during the period beginning January 1, 1999 through
December 31, 2000. In order to receive reimbursement for the 2001-2002 period,
the expense must have been incurred during the period beginning January 1, 2001
through December 31, 2002. In order to receive reimbursement, the employee
must have been in an eligible classification when the expense was incurred.
24. Elected Department Heads: The Elected Department Heads are the Assessor,
Auditor-Controller, Clerk-Recorder, District Attomey-Public Administrator, Sheriff-
Coroner, and Treasurer-Tax Collector.
25. Elected Department Head Benefits: Elected Department Heads shall receive
only the following benefits:
A. The benefits provided under Part 1, Sections 2.10, 2.11, 2.12, 2.13, 2.14,
2.15, 2.16, 2.17, 2.19, 2.20, 2.21, 5, 6, 7, 8, 10, 11.12.
B. The benefits provided under Part Il, Sections 12, 13 and 20.
C. As compensation for not accruing paid vacation credit, in addition to the
benefits of Part 11, Section 13, six thousand dollars ($6,000) as a deferred
compensation contribution will be added to the elected department head's
deferred compensation account effective July 1 of each year (commencing
July 1, 2000). if after July 1 but prior to June 30 of the next succeeding year,
for any reason, the elected department head's occupancy of office terminates
and/or expires, the elected department head shall be entitled to an additional
deferred compensation account contribution prorated from July 1 to include
the time period the elected department head served prior to the next June 30.
Further, If, for any reason, all or part of such deferred compensation cannot
be paid into a deferred compensation account, the elected department head
shall be entitled to an equivalent lump-sum payment. None of the County's
six thousand dollar ($6,000) contribution may be used to establish eligibility
and qualification to receive the additional sixty dollars ($60) monthly
contribution otherwise provided by the County.
D. The benefits provided under Part III, Sections 21, 22 and 23.
IV. SPECIAL BENEFITS FOR MANAGEMENT EMPLOYEES BY DEPARTMENT OR
CLLR
26. Accounting Certificate Differential: Incumbents of Management professional
accounting, auditing or fiscal officer positions who are duly qualified as a Certified
Public Accountant (CPA), Certified Internal Auditor (CIA), Certified Management
17
RESO]LtrTION N0. 2000/298
Accountant (CMA), or Certified Government Financial Manager (CGFM) shall
receive a differential of five percent (5%) of base monthly salary.
27. Agriculture Department Differen Hal: The classes of Supervising Weights and
Measures Inspector (BWHA) and Deputy Agricultural Commissioner (BAHA) shall
receive a differential of three and one-half percent (3.5%) of base monthly salary
for possession of either a valid Commissioner License or a valid Sealer of Weights
and Measures License.
28. Angiogram Differentlal: Employees in the classes of Chief Radiology
Technologist (V8HB) and Assistant Chief Radiology Technologist (V8HC) when
performing an anglogram other than on day shift, Monday through Friday, will be
additionally compensated at a flat rate of five hundred dollars ($500) per
procedure.
29. Animal Services Search Warrant: Employees in the Management classes of
Deputy Director of Animal Services (BJDF) and Animal Services Lieutenant
(BJHB) will be compensated for time spent in assisting law enforcement agencies
in the serving of search warrants. The amount of special compensation per
incident shall be one hundred dollars ($100) and shall continue to be equal to that
paid Animal Services Officers for performing this duty. Only employees involved in
actual entry team activities shall be so compensated. The department continues to
retain the sole right to select and assign personnel to such search warrant duty.
30. Animal Services Uniform Allowance: The uniform allowance for employees in
the Management classifications of Animal Services Lieutenant (BJHB) and Deputy
Director of Animal Services (BJDF) shall be increased to six hundred eighty-four
dollars ($684) per year effective October 1, 1999, seven hundred twenty-five
dollars ($725) per year on July 1, 2000 and 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, shall be granted to the Animal
Services Management classes.
31. Attorney E xed-Term Classes:
A. The following Fixed-Term Attorney classes are ineligible for the Management
Benefits listed in (B) below.
Deputy County Counsel—Fixed Term (2EWD)
Deputy District Attomey—Fixed Term (2KWD)
Deputy District Attorney.-Fixed Term Fiat Rate (2KWF)
B. Excepted Benefits
1. Management two and one-half percent (2.5%) Longevity Pay Man
(Section 12).
2. Annual Management Administrative Leave (Section 14).
3. Management Attorney Administrative Leave (Section 33).
18
RESO=ON NO. 2000/298
4. Management Life Insurance (Section 15).
5. Management Long-Term Disability (Section 2.17).
6. Annual Vacation Buy-Back (Section 16).
7. Attorney Professional Development Reimbursement (Section 34) fifty
percent (50%) of the eligibility is available on January 1 and fifty percent
(5010) is available on July 1.
C. Employees in the Fixed-Term Attorney classes shall be credited with forty
(40) hours paid administrative leave each January 1, subject to the provisions
of Section 14.
32. Attorney_State_Bar Dues: The County shall reimburse employees in the classes
listed In Section 34 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: In lieu of the sixty (60) hours
provided for Management employees, Management, Exempt, and Unrepresented
attorneys in the Office of the District Attorney, County Counsel and Public
Defender, excluding any fixed-term attorney, shall be credited with ten (10) days
(eighty (80) hours) of Management administrative leave on January 1 providing
that they were appointed to a Management position not later than July 1 of the
preceding year. Employees appointed after July 1 shall be eligible for sixty (60)
hours administrative leave on the first succeeding January 1 consistent with other
Management employees but shall be eligible for eighty (80) hours annually
thereafter. Permanent part-time and full-time employees hired after January 1,
shall have such leave prorated based upon position hours.
34. Attorney Professional Development Reimbursement: The County shall
reimburse employees in the below listed Management attorney classifications up to
a maximum of five hundred dollars ($500) each fiscal year for the types of
expenses listed below. Effective July 1, 2000, this maximum reimbursement will
be increased to six hundred dollars ($600) each fiscal year:
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 seven hundred dollars ($700). Effective July 1, 2000, the maximum
unused accrual which may be carred forward to the next fiscal year will be
increased to eight hundred dollars ($800). Classes eligible are:
19
RESOUMON ND. 2000/298
Assistant County Counsel Deputy County Counsel I
Assistant County Counsel-Exempt Senior Financial Counsel-Exempt
Assistant Public Defender District Attorney-Public Admin
Assistant Public Defender-Exempt Chief Asst. Public Defender-Exempt
Chief Deputy District Attorney-Exempt Chief Trial Deputy Public Defender
Deputy County Counsel-Fixed Term* Deputy District Attorney—Basic Level*
County Counsel Deputy District Attorney-Advanced
Asst. Chief Deputy District Atty-Exempt Deputy District Attomey-Fixed Term'
Civil Litigation Attomey-Deep Class Deputy District Attomey-Fixed Term-
Public Defender Flat Rate*
Chief Asst. County Counsel-Exempt Senior Deputy District Atty.-Exempt
Deputy County Counsel-Deep Class
*Prorated on a monthly basis
35. Assessor Education Differenti 1: Employees in the Management classes of
Principal Appraiser (DADC), Supervising Appraiser (DHHC), Supervising Auditor-
Appraiser (DRNA), Assistant County Assessor (DABA) and Assistant County
Assessor-Exempt (DABI) shall be entitled to a salary differential of one and one-
half percent (1.5%) of base monthly salary for possession of a certification for
educational achievement from at least one of the following:
A. American Institute of Real Estate Appraisers Residential Member
designation.
B. State Board of Equalization Advanced Appraiser Certification.
C. International Association of Assessing Officers Residential Evaluation
Specialist.
D. Society of Auditor-Appraiser Master Auditor-Appraiser designation.
E. Society of Real Estate Appraisers Senior Residential Appraiser designation.
F. Any other certification approved by the County Assessor and the Director of
Human Resources.
35. Assessor Mileage Reimbursement: Mileage allowance for the use of personal
vehicles on County business by employees in the class of Supervising Appraiser
(DAHC) and Supervising Auditor-Appraiser (DRNA) shall be at the rate of two
cents ($.02) per mile above the standard mileage reimbursement rate for all miles
driven.
Effective October 1, 1999, in lieu of payment of the aforementioned two cents
($.02) per mile, the salaries of the Supervising Appraiser and Supervising Auditor-
Appraiser classifications shall be increased by one (1) level. Beginning January 1,
2000, mileage allowance for use of personal vehicles on County business shall be
paid according to the rate allowed by the Internal Revenue Service.
20
RESOLUfTON NO. 2000/298
37. alldoet Coordlna_tor Pay: One (1) Senior Deputy County Administrator position
designated by the County Administrator to serve as Budget Coordinator, shall
receive an additional five hundred dollars ($500) per month.
38. District Attorney Investigator P.O.S.T.: The Provisions of Section 17 (Peace
Officer Training) of the County Salary Regulations shall be applicable for
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 qualifications required in their class In the
following manner:
A. A career Incentive allowance of two and one-half percent (2.5%) of base
monthly salary shall 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 shall 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 shall
be paid to DA lieutenant of Inspectors and DA Lieutenant of Inspectors-
Welfare Fraud for possession of an Advanced P.O.S.T. certificate Aad an
approved Baccalaureate Degree. This allowance shall 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 shall 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 shall 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.
D. There shall be no continuing education requirement to be entitled to the
foregoing allowances.
39. District Attorney Physical Fitness Differentlal: Management personnel In the
Contra Costa County District Attorney's Office in the classes listed below shall be
eligible for a five percent (5%) monthly wage differential for participation in a
physical fitness program. To be eligible for this program, Management employees
must have attained 1)four (4) years of experience as a peace officer with Contra
Costa County, 2) fifteen (15) years of P.O.S.T. experience, and 3) age thirty-five
(35). Continued receipt of this differential will require that the employee annually
meet physical fitness standards established by the Wellness Division of the Human
Resources Department in conjunction with the District Attorney.
Management classes eligible are:
RE5t7ii nisi � 200}/298
District Attorney Chief of inspectors-Exempt (6KD1)
District Attorney Lieutenant of Inspectors (6KNB)
Lieutenant of Inspectors-Welfare Fraud (6KWG)
40. Engineer Continuing Education Allowance: Public Works employees in the
classes of Associate Civil Engineer (NKVC), Assistant County Surveyor (NSGA),
Engineering Technician Supervisor-Construction (NSHE), Engineering Technician
Supervisor—Land Surveyor (NSHD), Engineering Technician Supervisor-Materials
Testing (NSHC), Deputy Public Works Director-Engineering (NAD1), Deputy Public
Works Director-Transportation Engineering-Exempt (NAD9), Deputy Public Works
Director Operations and Maintenance (NAD6), Senior Civil Engineer (NKHA),
Senior Traffic Engineer (NKHB), Senior Hydrologist (N9HC) and Supervising Civil
Engineer (NKGA) are eligible to receive a two and one-half percent (2.5%) of base
monthly salary Continuing Education Allowance for a single year if they complete
at least 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 to be completed must be submitted in
writing by the employee to the Public Works Director or his designee prior to
beginning the coursework.
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 differential do so for a period of twelve (12)
months commencing the first day of the month after acceptable proof of
completion is received by the Public Works Director or his designee.
41. Engineer Professlonal Development Reimbursement. Engineering Managers
shall be allowed reimbursement for qualifying professional development
expenses and professional engineering license fees required by the employee's
classification up to a total of seven hundred dollars ($700) for each two (2) year
period beginning January 1, 2000.
Allowable expenses include the following activities and materials directly related
to the profession in which the individual is engaged as a County employee:
A. Membership dues to professional organizations.
B. Registration fees for attendance at professional meetings, conferences and
seminars.
C. Books,journals and periodicals.
D. Tuition and text book reimbursement for accredited college or university
classes.
22
RESOL ION NO. 2000/298
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, computer software and computer hardware
from a standardized County approved list or with Department Head approval,
provided each Engineer complies with the provisions of the Computer Use
and Security Policy adopted by the Board of Supervisors and manuals.
In order to receive reimbursement, the employee must have been in an eligible
classification when the expense was incurred.
In order to receive reimbursement for the 1999-2000 period, the expense must
have been incurred during the period beginning January 1, 1999 through
December 31, 2000. in order to receive reimbursement for the 2001-2002 period,
the expense must have been incurred during the period beginning January 1, 2001
through December 31, 2002.
Individual professional development reimbursement requests are subject to
approval by the Department Head. Reimbursement will occur through the regular
demand process with demands being accompanied by proof of payment (copy of
Invoice or canceled check).
42, Engineer Structural, ai ttration Dlff r� ential: Incumbents of the management
classes of Structural Engineer-Building Inspection (NESB), Senior Structural
Engineer-Building Inspection (NEVB) and Supervising Structural Engineer-Building
Inspection (FADE) 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 shall
receive a differential of five percent (5%) percent of the base monthly salary.
43. Library Department Holidays: For all management and unrepresented
employees in the County Library department, the day after Thanksgiving is deleted
as a holiday and the day before Christmas Is added as a holiday.
44.
Nursing- Shift Coordin for _ o�__tid_ay Pay: Permanent part-time and permanent-
Intermittent employees In the class of Nursing Shift Coordinator who work on a
holiday shall receive their choice of overtime pay or compensatory time credit for
all hours worked, up to a maximum of eight (8) hours. Limited term employees in
the class of Nursing Shift Coordinator who work on a holiday shall be compensated
at one and one-half (1.5) times the hourly rate for all hours worked, up to a
maximum of eight(8) hours.
45. Planer 111 1 Enyir_onmentaal Planner AssignMent DI erential: Incumbents in
the classes of Planner III (5ATA) and Environmental Planner (5ATC) may be given
a five percent (5%) or ten percent (10%) base monthly salary differential at the
discretion of the Department Head while engaged on special project assignments
23
REso"l..tTl"ION No. 2000/298
with major political and/or financial impact. Differentials will become effective the
first of the month following the month approved, and terminate on the last day of
the month in which the assignment is completed, unless terminated earlier by the
Department Head. All differential assignments will be reviewed on July 1 of each
year to determine what level of differential, if any, will continue to be paid.
46. Podiatrists/ tg ome rists 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) shall also be eligible for the following benefits:
Educ do al Leave. Each permanent full-time employee with at least one (1) year
of service shall be 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 shall be entitled to educational leave under this
section on a pro-rated basis.
Long-Term Disability Insurance: The County shall continue in force the Long-Term
Disability Insurance program with a replacement limit of eighty-five percent (8510)
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.
Paid Personal Leave. Permanent full-time employees with three (3) years of
service will be credited with five (5) days of non-accruable paid personal leave
effective January 1 of each calendar year. Balances not used will be returned to
zero (0) at the end of each year.
47. Real Property Agent Advanced Certificate Differential: Employees In the
management classes of Lease Manager (DYDB), Principal Real Property Agent
(DYDA) and Supervising Real Property Agent (DYNA) shall 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 shall be by the Department Head or his/her designee. Eligibility for
receipt of the differential shall begin on the first day of the month following the
month in which eligibility Is verified by the Department Head.
All employees who qualify for the Senior Member certificate must recertify every
five (5) years with the International Right of Way Association In order to retain the
Senior Member designation and continue to receive the differential. In order to
recertify, a Senior Member must accumulate seventy-five (75) hours of approved
education which may Include successfully completing courses, attending
educational seminars or teaching approved courses.
24
RESOUMON NO. 2000/298
4 . heriff s-Sworn Management P. .S.T.; The provisions of Section 17 (Peace
Officer Training) of the County Salary Regulations shall be applicable for
Incumbents of the classes of Sheriff-Coroner (6XA1), Undersheriff-Exempt (8X64)
and Commander-Exempt (8XD1), who possess the appropriate certificates beyond
the minimum qualifications required in their class, in the following manner.
A. A career incentive allowance of two and one-half percent (2.5%) monthly
base pay shall 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 shall be awarded
for the possession of a Management and/or Executive P.O.S.T. Certificate
and possession of an approved Master's Degree.
49. SherifEs Continuing ucatim A-lowance: Sheriffs Department employees in
the classes of Sheriffs Fiscal Officer (54SJ), Sheriffs Chief of Management
Services (AFDC), Sheriffs Communication Director-Dispatch Services (64GA),
Administrative Services Assistant III (AFTA), and Sheriff's Property and Evidence
Manager (54HR) are eligible to receive a two and one-half percent (2.5%) of base
monthly salary Continuing Education Allowance for any fiscal year in which they
complete at least sixty (60) hours of education or training or at least three (3)
semester units of college credit or combination thereof, approved by the
department, subject to the following conditions:
A. An application must be submitted, in advance, to the Sheriffs Department
prior to the fiscal year in which the education or training will occur.
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.
50. SherIfEs E.iY ergStay Serylges 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 for the Office of Emergency
Services at least one (1)week per month, shall receive a differential In the amount
of two and one-half percent (2.5%) of base monthly salary.
51. Sheriffs Phyte! Fitn2as Differential: Sworn management personnel in the
Contra Costa County Sheriffs Office in the classes listed below shall be eligible
upon completion of fifteen (15) years County service as a full-time, permanent
sworn law enforcement officer, for a differential of five percent (5%) of base
25
itESoS.ITt: oN No. 2000/298
monthly salary contingent upon the Sheriffs' certification of the employee's good
faith effort to maintain his/her physical health in accordance with health fitness
standards established by the Wellness Division of the Human Resources
Department in conjunction with the Sheriffs Department.
Classes eligible are: Sheriff-Coroner (6XA1)
Undersheriff(6X4B)
Commander(6XD1)
52. Sheriffs Uniform Allowance: The uniform allowance for non-swom
management employees in the Sheriff-Coroner's Department shall be increased to
six hundred eighty-four dollars ($684) per year effective October 1, 1999, seven
hundred twenty-five dollars ($725) per year on July 1, 2000, and eight hundred
dollars ($800) effective July 1, 2001, payable one-twelfth (1/12) of the yearly total
in monthly pay warrants. The management employees eligible for this uniform
allowance are: Sheriffs Fiscal Officer (64SJ), Sheriff's Chief of Management
Services (APDC), Sheriffs Communication Director-Dispatch Services (64GA),
Sheriffs Administrative Assistant III (ADTA), Sheriffs Director of Support Services
(6AFE), Sheriff's Director of Food Services (GAFF), Records Bureau Manager
(64HE) and Manager-Central ID Services (64DB).
53. Professional a elopment Differential for Treasurer-Tax Collector
Management Clas$ s: Incumbents of the following listed classifications in the
Treasurer-Tax Collectors Department shall be eligible to receive a monthly
differential equivalent to five percent (5%) of base salary for possession of at least
one (1) of the following specified professional certifications and for completion of
required continuing education requirements associated with the individual
certifications. Verification of eligibility for any such differential shall be in writing by
the Treasurer-Tax Collector or his/her designee. Under this program, no employee
shall receive more than a single five percent (5%) differential at one time
irrespective of the number of certificates held.
Classes eligible are: Treasurer-Tax Collector(S5A1)
Assistant County Treasurer-Exempt (S5134)
Assistant County Tax Collector (SSDF)
Treasurer's Accounting Officer(SSSG)
Treasurer's Investment Operations Analyst (S5SD)
Tax Operations Supervisor (SSHC)
Qualifying Certificates: Certified Cash Manager(C.C.M.)
Certified Financial Planner (C.F.P.)
Certified Government Planner (C.G.F.P.)
Certified Treasury Manager(C.T.M.)
Chartered Financial Analyst (C.F.A.)
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: Jwe 6. 2WO—
Phil Ba el ,Clerk ;;;dl�of S and+Cor
426 By:
Deputy Clerk
RESOLUrION NO. 2000/298
Exhibit A
uuery: Management Classified and Exempt
Job Code Desa ton
XGW6 AAA STAFF ASST. i - PROJ
SAWA ACCOUNTANT I
SAVA ACCOUNTANTII
SATA ACCOUNTANT 111
SAV3 ACCOUNTANT 111-PROD
SAV2 ACCOUNTANT 11-PROJECT
3AGB ACQUISITIONS LIBRARIAN
APIA ADMIN AIDE (DEEP CLASS)
AP73 ADMINISTRATIVE AIDE-PROJECT
APWA ADMINISTRATIVE ANALYST
APW2 ADMINISTRATIVE ANALYST-PROJECT
APDG ADMINISTRATIVE COORDINATR
AP9A ADMINISTRATIVE INTERN-DEEP CLA
APDB ADMINISTRATIVE SERVICES OFCR
ADSG ADMINISTRATIVE SUPPORT ASST
APVA ADMINISTRATIVE SVCS ASST If
APTA ADMINSTRATIVE SVCS ASST III
VQDJ ADULT/OLDR ADULT PR CHIEF
AJDB AFFIRMATIVE ACTION OFFICER
V91-11 AFTER SCHOOL PRGM SUPV-PR
XQD2 AGING/ADULT SERVICES DIRECTOR-
9BSB AIRPORT ENVIRON & COM REL OFF
VEDA ;ALCOHOLISM PROGRAM CHIEF
VADB AMBULATORY CARE ADMIN
VWHJ r " AMBULATORY CARE CLIN SUPV
VAHC AMBULATORY CARE REG MGR
BKS1 _6 ANIMAL CLINIC VETERINARIAN
BJHB {ANIMAL SERVICES LIEUTENANT
BJSS ANIMAL SERVICES VOLUNTEER COOR
BJSR .'ANIMAL SVCS PUBLIC EDUC COORD
AD91 APPEALS OFFICER
MEGA r •ARCHITECTURAL SERVICE MANAGER
XQTD AREA AGENCY ON AG ST AS III
XQWC AREA AGENCY ON AG ST ASST I
XQVB , AREA AGENCY ON AG ST AST 11
JJNG ;1% ASSESSOR`S CLER STAFF MGR
GFHF ASSISTANT BUILDING MAiNT MGR
2KD3 At,ASSISTANT CHIEF DEPUTY DA-E
GWHAr,` ASSISTANT CHIEF OPERATING ENG
64SA ASSISTANT CHIEF PUBLIC SVC OFC
VSHC ASSISTANT CHIEF RADIOLOGIC TEC
V5HP ASSISTANT CHIEF, CARD SUPP SRV
VFHD ASSISTANT CLINICAL LAB MANAGER
LAHE ASSISTANT CLK RCDR DP MANAGER
SAB1 ASSISTANT CO AUDITOR CONTROLLE
ADB4 ASSISTANT COUNTY ADMINISTRATOR
DABA ASSISTANT COUNTY ASSESSOR
DAB1 ASSISTANT COUNTY ASSESSOR-EXEM
6/5/00 Page 1 of 14
RE50Imw No. 2000/298
Query: Management Classified and Exempt
Job Code Descr pt on
2EDAj ASSISTANT COUNTY COUNSEL
2ED1 ASSISTANT COUNTY COUNSEL-EX
3ABA ASSISTANT COUNTY LIBRARIAN
3AB1 ASSISTANT COUNTY LIBRARIAN-EXE
ALBS ASSISTANT COUNTY RECORDER-EXMP
ALB1 ASSISTANT COUNTY REGISTRAR-EX
NSGA ASSISTANT COUNTY SURVEYOR
SSDF :ASSISTANT COUNTY TAX COLLECTOR
S5134 = ASSISTANT COUNTY TREASURER-EXE
XADA n ASSISTANT COUNTY WELFARE DIR
AGBC ASSISTANT DIR HUMAN RESOURCES
913NA ASSISTANT DIRECTOR OF AIRPORTS
VCB1 a ;ASSISTANT DIRECTOR OF HLTH SVC
VYSC _ ASSISTANT DIRECTOR PHARMACY SV
1 KDC ASSISTANT DIRECTOR-NUTRIT SVCS
SMGB ASSISTANT DIR-FAM SUP COLL SVC
V5HQ ASSISTANT DIR-REHAB THER SVCS
1WGC ::;:►ASSISTANT ENVIR SVCS MANAGER
VCSH ASSISTANT FACILITIES MGR
PMGC �%'ASSISTANT FLEET MANAGER
VCGC ";<:S ASSISTANT HEALTH SVC SYS DIR
DYNE ASSISTANT LEASE MANAGER
�.
VCHF '%ASSISTANT MATERIEL MANAGER
XASG ASSISTANT PROPERTIES TRUST OFC
25DA ASSISTANT PUBLIC DEFENDER
25D2 -.-:-ASSISTANT PUBLIC DEFENDER-EXEM
Al NB ASSISTANT RETIREMENT ADMIN
AJDP ASSISTANT RISK MANAGER
6X132 ASSISTANT SHERIFF
6XB1 ASSISTANT SHERIFF-CHF EXE ASST
ADBA ASSISTANT TO THE COUNTY ADMIN
VCS1 ASSISTANT TO THE HLTH SVC DIR
VCSD ASSISTANT TO THE HLTH SVCS DIR
NEVA ASSOC CAPITAL FAC PROD MANAGER
VCDA ASSOC HOSP EXEC DIR-PT CR
NEVII :ASSOCIATE ARCHITECTURAL ENG-PR
NKVC ASSOCIATE CIVIL ENGINEER
N4HA ASSOCIATE TRAFFIC ENGR
SFWA ;AUDITOR
SFVA %AUDITOR 11
SFTA -AUDITOR III
J994 i` BD OF SUPVR ASSIST-SPEC
J995 Ar BD OF SUPVR ASST-CHIEF ASST
J992 ';.BD OF SUPVR ASST-GEN OFF
J993 `'
>:, BD OF SUPVR ASST-GEN SECT
V9HD BIOMEDICAL EQUIPMENT MNGR
VHSC _' BORN FREE CLINIC COORD
VHHE BORN FREE PROD SUPV
6/6/00 Page 2 of 14
RESOLUTION NO. 2000/298
jery: Management Classified and Exer
Job Code Descr ption
ADSF BUDGET AND PROJECTS COORD
SAHK BUDGET SPECIALIST I
SAHL BUDGET SPECIALIST 11
ADSA 10BUDGET SYSTEM ADMIN
ADSC M BUDGET TECHNICIAN
FADC BUILD INSP SPEC FROG COOR
GFDD .`BUILDING AND GROUNDS MGR
GFDE BUILDING MAINTENANCE MANAGER
A003 c C C T V PROD SPEC - PRJ
ADSB :#CABLE TV ADMINISTRATOR
TZ
VBGC " CALIF CHILD SVCS PROG ADM
ADSF CAPITAL FACILITIES ADMIN
ADT2v CAPITAL FACILITIES ANYL-P
VPD4 ?<'CCHP MEDICAL DIRECTOR-EXEMPT
ADDK CCTV PRODUCTION MANAGER
ADDL CCTV PRODUCTION SPECIALST
ADSD CCTV PROGRAM COORDINATOR
3AGC CENTRAL LIBRARY MANAGER
VWNB CENTRAL PROCESSING SUPVR
9XDB CENTRAL SERVICES SUPERVISOR
JJDA 4 CHF CLK - BD/SUPV
RADA w CHF DEP AGRI COMMR
BWDA CHF DEP SEALER W/M
6NNA CHF INVSTGR-PUBLIC DEF
25DB CHF TRIAL DEPUTY PUB DEF
BJDB CHIEF ANIMAL CONTROL SUPV
2ED2 CHIEF ASSISTANT COUNTY COUNSEL
25D1 CHIEF ASSISTANT PUBLIC DEF
ADB1 CHIEF ASST CO ADMIN
6XB3 CHIEF DEP SHERIFF - EXPT
BABB CHIEF DEPUTY AGRIC COMM/SEALER
2KD2 CHIEF DEPUTY DISTRIC ATTORNEY
7ADC CHIEF DEPUTY PROBATION OFFICER
AXD1 CHIEF DEPUTY PURL ADMIN-EXEMPT
AXDC CHIEF DEPUTY PUBLIC ADMIN
VCB3 -CHIEF EXECUTIVE OFFICER-CCHP-E
SSBC ;; CHIEF INVESTMENT OFFICER
VSGE CHIEF PED. THERAPIST
PSFA .CHIEF PUB WKS MTCE SUPT
64ND = CHIEF PUBLIC SERVICE OFCR
VSHB i 11 CHIEF RADIOLOGIC TECHNOLOGIST
GWGA CHIEF STATIONARY ENGINEER
VSHG an CHIEF, CARDIO SUPPORT SERVICES
FADG > :r CHIEF, PROPERTY CONSERVATION
99N3 'z CHILD DEVEL SITE SUPV 111-PROJ
99N2 z CHILD DEVEL SITE SUPV II-PROJ
991-14 CHILD DEVEL SITE SUPV I-PROD
VBGB ,; CHILD HLTH & DIS PROG MANAGER
6/5/00 Page 3 of 14
RESOLUTION NO. 2000/298
uuery. Management Classified and Exemp
Job Code Descripgon
9JS2 CHILD NUTRT DIV NUTRT-PRJ
9JS3 CHILD NUTRT FD OP SUP-PRJ
XADS CHILDREN AND FAMILY SVCS DIR-E
VQDB ,CHLDRN/ADLSCNT PROG CHIEF
VMHC 5 CHRON DIS & ENV PROD MGR
2ETG CIVIL LIT ATTY-ADVANCED
2ETE CIVIL LIT ATTY-BASIC LVL
2ETF CIVIL LIT ATTY-STANDARD
JPHD :4 CIVIL OPER SUPV
VFSA CLINICAL LAB SUPPORT TECH
VFGC CLINICAL LABORATORY MANAGER
LAGD CLK-REC DATA PROC MANAGER
LWS1 CO INFO SYS SECURITY ADM-EXEMP
SMHA -' COLLECTIONS SERVICES MGR
9JW4 +COM SVC CONT& GRNT SPEC 1
APS4 ' COMM SVC NUTRITION SUPV-P
9J1-11 =COMM SVCS ACCTNT SUPVSR-P
9JS4 Y;COMM SVCS BLCK GRNT PG CO
JJHB :` COMM SVCS DEPT OFFICE MNGR-PRJ
9JT2 COMM SVCS DEPTL SECRTRY-P
9KD5 7 COMM SVCS FACILITIES MAiNT MNG
.w;
APD1 COMM SVCS FD SVC MNGR-PRJ
9JW2 - COMM SVCS JUNIOR ACCT-PRJ
9.171 COMM SVCS PERSONNEL TECH
99V8 -: COMM SVCS PROD ANALYST-PR
9855 COMM SVCS PROGRAM MONITOR-PROJ
VMHB COMM WELL & PREV PRO_ DIR
6XD1 COMMANDER-EXEMPT
9JV1 COMMNTY SVC SR ACCT-PROJ
V7DA COMMUNICABLE DIS PRM CHF
9KDB COMMUNITY SVS PROD COORD
LAWE COMP AID DRAFT & DES PRGM
LAVD COMP AID DRF & DES PRG 11
NPHD COMPUTER MAPPING SERVICES MGR
LKVA COMPUTER OPERATIONS ANALYST
LJHF COMPUTER OPERATIONS COORD
LKHA COMPUTER OPERATIONS SUPERVISOR
VQHM CONSERVATORSHIP FROG SUPV
VQDL CONSV/GRD PROG MGR
VQGC :..CONTINUING CARE PRG CHF
ADTF CONTRACT COMPLIANCE SPEC
XQHD ; :CONTRACTS & GRANTS ADM
XQWA CONTRACTS AND GRANTS SPLST 1
XQTA -4; CONTRACTSJGRNTS SPLST If
JJHI ,,:;COUNTY COUNSEL OFFICE MANAGER
9GD2 COUNTY EMERGENCY SVCS DIR
VCB2 <'u COUNTY HOSP EXEC DIR-EXEM
ALBD -,�.'COUNTY RECORDS MANAGER
615/00 RESOLUTION NO. 2000/298 Page 4 of 14
jery. Management Classified and Exen..
Job Code DescRpton
AJDK COUNTY SAFETY OFFICER
VQDK CRISIS SERVICES PROD CHF
GKDC CUSTODIAL MANAGER
GKHC CUSTODIAL SERVICES SUPERVISOR
LWSA DATABASE ADMINISTRATOR
JJHD ' DEP CLK - BD OF SUPV.
SAFE DEP CO LIBRARIAN-PUBLIC SVCS
3AFG DEP CTY LIBRARIAN-SUPPORT SVCS
5AH2 DEP DIR COM DEV - TRNS-EX
VCDE DEP DIR/ENV HLTH-HAZ MAT
5AB2 DEP DIR-COMM DEV-CUR-EXPT
VCD2 j;DEP EX DIR-CC HLTH PL-EX
JJGA DEPARTMENT OFFICE MANAGER
ARDS DEPARTMENT PERSONNEL OFFICER
SAHC }. DEPARTMENTAL ACCOUNTANT
S1 WE '"DEPARTMENTAL SYST SPEC 1
S1 VC -.DEPARTMENTAL SYST SPEC 11
Si V1 DEPARTMENTAL SYST SPEC 11-PROJ
LATE DEPT DATA PROC ANALYST
XQSJ ;DEPT PERS COMPUTER COORD
JDHC DEPT. ACCOUNT CLERK MNGR.
ADSH -.:DEPTL COMM & MEDIA REL COORD
BAHA DEPUTY AGRICULTURE COMMR
ADDG DEPUTY COUNTY ADMINISTRATOR
2EWA 's DEPUTY COUNTY COUNSEL I
2ETK DEPUTY COUNTY COUNSEL-ADV
2ETH DEPUTY COUNTY COUNSEL-BASIC
2ETJ DEPUTY COUNTY COUNSEL-STANDARD
LTDA DEPUTY DIR/INFO TECHNOLOGY
LTD1 DEPUTY DIR/INFO TECHNOLOGY-EXE
V4DE DEPUTY DIRECTOR ENV HLTH
BJDF DEPUTY DIRECTOR OF ANIMAL SVCS
2KTG DEPUTY DISTRICT ATTORNEY-ADV
2KTF 'DEPUTY DISTRICT ATTORNEY-BASIC
NAD8 'DEPUTY GENERAL SVCS DIRECTOR
NAD7 DEPUTY GENERAL SVS DIR FA
NAD9 DEPUTY PUB WORKS DIR-TRN/ENG-E
AXFA DEPUTY PUBLIC ADMNSTR
NAD1 DEPUTY PUBLIC WORKS DIR-ENGR
NAD6 DEPUTY PUBLIC WORKS DIR-OP/MTN
VBGA DEVELOPMENTAL CENTER DIR
V5HH 1 DEVELOPMENTAL PROGRM SUPV
9BD1 ',DIRECTOR OF AIRPORTS
VWDC DIRECTOR OF AMBULATORY CARE NS
VQD3 DIRECTOR OF ENV HLTH HAZ MAT-E
V4D 1 DIRECTOR OF ENVIR HLTH SVCS-EX
VCFA DIRECTOR OF FAMLY, M & CH
VNDB DIRECTOR OF HLTH INFO/RISK MNG
6/5/00 Page 5 of 14
RESOLUTION NO. 2000/298
uuery: Management Classified and Exempt
Job Code Desc ptlon
ADDF DIRECTOR OF JUSTICE SYST PROD
VPS4 DIRECTOR OF MED STAFF AFF
1 KDB ,DIRECTOR OF NUTRITIONAL SVCS
VYDC ,>DIRECTOR OF PHARMACY SERVICES
VWDD 'DIRECTOR OF PSYCH NURSING SVCS
5AB1 DIRECTOR OF REDEVEL-EXEMPT
VSGH ;DIRECTOR OF REHAB THERAPY SVCS
SMD1 DIRECTOR OF REVENUE COLL
VWDB DIRECTOR, HOSPITAL NURSING SVC
XQDB DIRECTOR, OFFICE ON AGING
AJDM DIRECTOR, ORG, DEV & TRAINING
VODA DIRECTOR, PH LAB SERVICES
VQDH '.DIRECTOR, PLNG & MNGMNT SUPPRT
VVGS DIRECTOR, PUB HLTH CLINIC SVCS
VHHB .::DISCOVERY FACILITY DIRECTOR
2RS7 DISCOVERY REFEREE
6KNB <<DISTRICT ATTNY LIEUT OF INSP
JJHG DISTRICT ATTORNEY OFFICE MGR
APDD ."=r DISTRICT ATTY CHF OF ADM SVCS
:
6KD1 of DISTRICT ATTY CHIEF OF INSP-EX
JJGE DISTRICT ATTY MGR OF LAW OFCS
J3T7 DISTRICT ATTY PROD ASST-EXEMP
ARDC DIVERSITY SERVICES COORDINATOR
LSHB DP DATA ENTRY SHIFT SUPV
NPHC DRAFTING SERVICES MANAGER
NPGA DRAFTING SVCS COORDINATOR
VHDA 75RUG ABUSE PROGRAM CHIEF
VHGD DRUG ABUSE PROGRAM SUPV
SFTB E D P - AUDITOR
ALH13 ELECTION PROCESSING SUPERVISOR
ALGB ELECTIONS AND REG MANAGER
VBSC EMER MEDICAL SVCS_ DIR
9GSA EMERG PLNG COORD
9GS1 '"EMERGENCY PLANNING SPEC-EX
9GGA °EMERGENCY SERVICES MANAGER
AJDL EMPLOYEE BENEFITS MANAGER
AGSCa EMPLOYEE BENEFITS SPECIALIST
AJHA EMPLOYEE BENEFIT_ S SPRVSOR
AJVC ;:;=EMPLOYEE REHAB COUNSELOR
VBHB EMS PROGRAM COORDINATOR
NSHC #. ENG TECH SUPV- MATS TSTG
NSHE ENGINEERING TECHNICIAN SUPV CO
NSHD -�A ENGINEERING TECHNICIAN SUPV LS
SATC yK ENVIRONMENTAL PLANNER
1 WDBi ENVIRONMENTAL SERVICES MGR
1 WHB f ENVIRONMENTAL SVCS SUP
9KHB r . EOP SPLST 11
9KH2 = v EOP SPLST 11 -PROD
6/5/00 Page 6 of 14
RESOLUT'109"N O. 2000/298
fiery: Management Classified and Exam,
Job Code Description
9KHA ';` EOP SPLST ill
9KH1 s EOP SPLST III -PROJECT
XQSB `. : EX AST/DEV DISK COUNCIL
XQSL EXEC ASSIST- PUBLIC/ENVIR
XDS1 EXEC ASST/HAZ MAT COMM
J3T6 EXEC. SECTY.- MERIT BOARD
J3T5 EXECUTIVE SECRETARY
VCDC FACILITIES MANAGER
NEFA FACILITIES SERVICES MANAGER
GFHE 'FACILITIES TRADES SUPV
9MW8 =FACS ASST DISE/MH MGR-PROJECT
9MS7 FACS ASST FAM ADVOCACY MGR-PR
S1 SB ;FAM SUPT AUTOMATION SPECL
SMNA - FAMILY SUPPORT COLLECTION SUPV
JJNH 14 FAMILY SUPPORT OFFICE MGR
P2NB ` FIRE DIST APP SUPV-RIVER
P2NA FIRE DIST APPARATUS SUPVR
P2NC FIRE DISTRICT APPARATUS MNGR
APDE FIRE DISTRICT CHIEF/ADMIN SVCS
SBSF FIRE DISTRICT FISCAL SPECIALST
PMFB FLEET MANAGER
PMHC FLEET SERVICE CENTER SUPV
9MD2 FMLY/CHILD SVC ASSOCIATE DIR-P
9MD3 FMLY/CHILD SVC ASST DIRECTOR-P
9MH1 FMLY/CHILD SVC CHILD SVC MGR-P
9MS3 FMLY/CHILD SVC FMLY ADV MGR-PJ
9MH3 FMLY/CHILD SVC NUTRITIONIST-P
9MS1 FMLY/CHILD SVC PROG ANALYST-P
9MF1 FMLY/CHILD SVC SITE SUPV Ill-P
9MG1 FMLY/CHILD SVC SITE SUPV 11-P
9MH2 FMLY/CHILD SVC SITE SUPV 1-P
9MS2 FMLYICHILD SVC SP NEED/MH MG-P
9MD1 FMLY/CHILD SVC/HS DIV DIR-P
VEGA GAADDS PROGRAM MANAGER
XHS1 GENERAL ASSISTANCE HEAR REP-PR
APSB GENERAL SERVICES FISCAL OFFC
GPHH GROUNDS MAINTENANCE SUPV
GPDE GROUNDS MANAGER
V41-11) HAZARD WASTE REDUCTION MG
98S4 HD ST FAMILY SVCS MGR-PRJ
3AHE ' HEAD CATALOGUER
9KW9 '.HEAD START ACCOUNTANT-PJ
9J1-12 HEAD START DIV NUTRITIONIST-PR
9HS5 HEAD START HEALTH SVC MNG
VCGE HEALTH PLAN BUSINESS SVCS MNGR
V9HG : ?HEALTH PLAN PATIENT SVCS SUPV
VCHB HEALTH PLAN•SALES MANAGER
VCFB ' HEALTH SERVICES INFO TECH SUPV
6/5/00 Page 7 of 14
RESOLUTION NO. 2000/298
-`uery: Management Classified and Exen,;e
Job Cade Desc ptlon
VCDF HEALTH SERVICES SYSTEMS DIR
LPTA : w HEALTH SRVCS INFO SYS PROD/ANL
VCNC ;`, HEALTH SVC ADMISSIONS MGR
VANF :`HEALTH SVCS ADMIN-LEVEL A
YANG HEALTH SVCS ADMIN-LEVEL B
VANH HEALTH SVCS ADMIN-LEVEL C
VCN2 HEALTH SVCS PERSNL OFR EX
VCGD :HEALTH SVCS SYS SEC ADMINIST
VCSG HLTH PLAN MED ECON ANALYS
VCSK HLTH PLAN MEMBER ADVOCATE
VCS3 HLTH PLN SVCS ASST-EX
VCTB HLTH SERVICES ACCOUNTANT
VCDD ;,r HLTH SVC DIR/PLNG & FAC
LKFA HLTH SVC INFO SYS OPERTNS MGR
VCXC F'HLTH SVC PLNR/EVAL-LVL A
VCXD HLTH SVC PLNR/EVAL-LVL B
VBSM HLTH SVCS EMERG PREP MGR
LTTC HLTH SVCS INFO SYSTEMS SPEC
VASE r HLTH SVCS PLAN/EVAL DIRECTOR
VCTA HLTH SVCS REIM ACCOUNTANT
XQSM HLTH SVCS SPEC PRJ ADM
VVFC HOME HEALTH AGENCY DIR
VVHB HOME HEALTH NURSING SUPVR
V5HE HOME HLTH REHAB THPY CORD
V9SD HOMELESS SERVICES SPECIALIST
VBHE HOMELESS SVC PROG MANAGER
GFSA HOSPITAL FACILITIES SUPERVISOR
9KD3 HOUSING & ENERGY DIV MGR
FAHB HOUSING REHABILITATION COORD
5RSM HSG & COMM DEVEL PLNR
AGVE ;HUMAN RESOURCES ANALYST I
AGVC HUMAN RESOURCES ANALYST If
AGTC HUMAN RESOURCES ANALYST ill
AGSD HUMAN RESOURCES PROGRAM COORD
AGSB HUMAN RESOURCES PROGRAM SPEC
AGDF HUMAN RESOURCES PROJECT MNGR
AG7B :: HUMAN RESOURCES TECHNICIAN
AG71 HUMAN RESOURCES TECHNICIAN-PRO
N9SB `>HYDROLOGIST
VWSF ;<INFECTION CONTROL COORD
LAVC INFO CENTER SPECIALIST 11
LP7A INFO SYS PROG/ANALYST TRAINEE
LPWA t 2'r INFO SYS PROGRAMMER/ANALYST I
LPVA INFO SYS PROGRAMMER/ANALYST 11
LPNB INFO SYS PROGRAMMER/ANALYST IV
LPTB INFO SYS PROGRAMMER/ANLYST 111
LTVE INFO SYSTEMS SPECIALIST it
LTWC INFO SYSTEMS TECHNICIAN 1
6/6/00 Page 8 of 14
RESOLUTION NO. 2000/258
_aery: Management Classified and Exem;p
Job Code Desc pt on
LWTA °� INFORMATION SYSTEMS AUDITOR
LTNA INFORMATION SYSTEMS MANAGER I
LTNB ..R INFORMATION SYSTEMS MANAGER 11
LPNA :`"INFORMATION SYSTEMS PROJ MGR
7KGA INSTITUTIONAL SUPERVISOR 11
AJWC "INSURANCE ANALYST I
AJVB INSURANCE ANALYST 11
7KFE JUVENILE INSTITUTION SUPT
AGTD LABOR RELATIONS ANAL III
AGVD :LABOR RELATIONS ANALYST 11
AGD1 LABOR RELATIONS MANAGER-EXEMPT
AJSD ,LABOR RELATIONS SPECIALIS
DYDB LEASE MANAGER
AJWF LIABILITY CLAIMS ADJUSTER
SASELIBRARY ADULT SVCS MANAGR
3KNB *"'LIBRARY CIRCULATION MANAGER
3ASF ;; LIBRARY CMNTY RLTNS MANGR
SAGE °LIBRARY COLL/TECHNICAL SVCS MG
3ASD LIBRARY EXT SVC MANAGER
3AVC LIBRARY LITERACY DIRECTOR
3AV2 LIBRARY LITERACY DIR-PJ
3AA1 =LIBRARY SPCL PRJ DIRECTOR-EX
3AGD ";LIBRARY SUPERVISOR
3ASX LIBRARY YOUTH SVC MANAGER
6KWG LT OF INSP - WELF FRAUD
VQHJ M H ACUTE SERVICES SUPVR
VQHG M H ADULT_ SERVS SUPVR
VQH2 M H CHILD SVCS SUPV-PROJ
VQHF M H CHILD SVCS SUPVR
VQHK M H GRIM JUST PGM SUPV
VQHL M H RESIDENTIAL SVCS COOR
ADTE MANAGEMENT ANALYST 11
ADTD =MANAGEMENT ANALYST III
5PDB MANAGER, APPLICATION/PERMIT CE
VCN1 MARKETING DIR/CCHP-EXEMPT
VCGA MATERIAL MANAGER
VBFA MEDICAL CARE ADMINISTRATOR
VCA2 MEDICAL DIRECTOR
3AHD . '--MEDICAL LIBRARIAN
VNHB MEDICAL RECORDS ADMINISTRATOR
X4HE ;.MEDICAL SOC SVC DIRECTOR
VPD1 ::,";'MENTAL HEALTH MEDICAL DIRECTOR
�+
VQSF 'Q',MENTAL HEALTH QUAL IMPRO COORD
VASE MENTAL HLTH PROJECT MGR
ADD4 MGR, CAP FAC/DEBT MGMT-EX
VQHH °�' MH CONT CARE SVCS SUPV
9XHD � MICROFILM PRODUCTION SUPV
9XHA `*, MICROFILM SUPERVISOR
6/5/00 Page 9 of 14
RESOLUTION NO. 2000/298
—Jery: Management Classified and Exemp.
Job Code Description
VQS1 MNTL HLTH EDUC LIAISON-EX
VQHP r;'MNTL HLTH PROD SUPV
APN1 MUNICIPAL CT FIS & AIM MG
FASD -'NEIGHBORHOOD PRESVR PROG SPEC
LBSA J'i NETWORK ADMINISTRATOR
LNSA NETWORK ADMINISTRATOR I
LNSB NETWORK ADMINISTRATOR 11
LBVA NETWORK ANALYST I
LBTA NETWORK ANALYST 11
LBV1 NETWORK ANALYST I-PROJECT
LBWA NETWORK MANAGER
LNWA NETWORK TECHNICIAN 1
LNVA ".VNETWORK TECHNICIAN 11
VWHF t NURSING PROGRAM MANAGER
VWHH =NURSING SHIFT COORDINATOR
JJHC OFFICE MANAGER
AJSF ORG, DEV, AND TRNG CONSULTANT
AGV2 OUTRCH & RCRT PRGM ASST P
AGDC OUTREACH AND RECRUIT SUPV
VAGD PATIENT BILLING MANAGER
VASB PATIENT OMBUDSPERSON
VASD ;PATNT RELTNS SVCS COORD
SATB PAYROLL ACCOUNTANT
LWWC PAYROLL SYSTEMS ACCOUNTANT I
LWVC PAYROLL SYSTEMS ACCOUNTANT 11
VHSB PERINATAL SUBS ABUSE COOR
AGT1 PERS ANALYST 111 - PROJ
LAHF PERSONAL COMPUTING SVS MG
ARVA PERSONNEL SERVICES ASST 11
ARTA ' i PERSONNEL SERVICES ASST III
AGGA PERSONNEL SERVICES MANAGER
AGDE PERSONNEL SERVICES SUPERVISOR
AVDF PIC DEPUTY DIRECTOR
AVS2 PIC EMPLOYMENT SPCLST-PRJ
AV713 PIC STAFF AIDE
AVVB PIC STAFF ANALYST 11
AVTB PIC STAFF ANALYST III
5AWA PLANNER I
5AW 1 ,-,.PLANNER 1 -PROJECT
SAVA - PLANNER 11
5AV 1 ., PLANNER 11 -PROJECT
BATA PLANNER 111
5AS1 a;PLANNING & ECON COORD-PJ
SRSW jqPLANNING DEMOGRAPHER
51 SA x PLANNING TECHNICIAN SPEC
VBSG �: _ PRE-HOSPTL CARE CRDNTOR
SACC PRINCIPAL ACCOUNTANT
DADC PRINCIPAL APPRAISER
6/5/00 Page 10 of 14
RESOLUTION NO. 2000/298
uuery: Management Classified and Exempt
Job Code Bescription
SFDB ,;,PRINCIPAL AUDITOR
PAVE p PRINCIPAL BUILDING INSPECTOR
5AHD PRINCIPAL PLANNER-LEVEL A
SAHE "PRINCIPAL PLANNER-LEVEL B
DYDA PRINCIPAL REAL PROPERTY AGENT
AVSD PRIVATE INDUSTRY COON EMP SPEC
2RS8 PROBATE ATTY/DEP COMMSNR
7AGB PROBATION MANAGER
7AG1 PROBATION MANAGER-PROJECT
LAWS PROGRAM ANALYST-EDP
LAWA -: PROGRAMMER I
LAVA PROGRAMMER II
XASB xF:PROPERTIES TRUST OFFICER
LWVD PROPERTY TAX BUS SYS MANAGER
V7VC 'PUB HLTH EPUBIOSTATICIAN
VVHG 'PUB HLTH NURSE FROG MGR
AXED PUBLIC ADM PROGRAM ASST
LJTB PUBLIC DEFENDER DATA SPEC
VBSJ PUBLIC HEALTH DIV ADMIN
VBSD PUBLIC HEALTH PRGM SPEC I
VBND PUBLIC HEALTH PRGM SPEC 11
VBS2 PUBLIC HEALTH PRGM SPEC I-PROJ
ADS1 PUBLIC INFORMATION OFCR
APDF PUBLIC WORKS CHIEF OF ADM SVCS
APSC PUBLIC WORKS FISCAL OFFICER
PSSD PUBLIC WORKS MAINTENANCE COORD
PSHB PUBLIC WORKS MAINTENANCE SUPVR
PSHF PUBLIC WORKS MTCE PRGS MGR
PSGA PUBLIC WORKS MICE SUPT
STDC PURCHASING SERVICES MNGER
APSD PW CUSTOMER SVCS COORDINATOR
PSSB PW MTCE SPEC
VWSE QUALITY ASSURANCE COORD
J9HF RECORDER'S OPERATIONS MANAGER
GPHJ RECYCLE & WORK PROGRAM SUPV
51 SD REDEVELOPMENT/HOUSING SPEC I
51 SE REDEVELOPMENT/HOUSING SPEC 11
VCHD REGISTRAR OF VITAL STATS
V5HN REHAB THERAPY SVCS SUPV
VPD5 RESIDENCY DIRECTOR-EXEMPT
5ASA RESOURCE RECOVERY SPEC
SAHG RETIREMENT ACCOUNTING MGR
JWHG RETIREMENT BENEFITS MANGR
Al HA RETIREMENT OFFICE MANAGER
AJD1 } ;RISK MANAGER
AJWG SAFETY SVCS SPCLST-LVL A
AJWH SAFETY SVCS SPCLST-LVL B
AVS4 SBDC BUSINESS CONSULT-PRJ
6/5/00 Page 11 of 14
RESOLUTION N0. 20001298
4 k
„-jery. Management Classified and Exerrv,
Job Code escr pt on
J3S2 .'SECRETARY TO UNDERSHERIFF
J3HA SECTY TO THE COUNTY ADMIN
SITS '`SENIOR BUYER
s
NEHA SENIOR CAPITAL FAC PROJ MNGR
NKHA SENIOR CIVIL ENGINEER
S1 VB SENIOR DEPTMNTL SYS SPEC
S1 V2 SENIOR DEPTMNTL SYS SPEC-PROD
ADDH SENIOR DEPUTY COUNTY ADMN
2KD1 SENIOR DEPUTY DISTRICT ATTRNY
9GWB SENIOR EMERGENCY PLNG COORD
2ED3 SENIOR FINANCIAL COUNSEL-EXMPT
N9HC SENIOR HYDROLOGIST
AJTB ..SENIOR INSURANCE ANALYST
AVS3 ,- SENIOR PIC EMPLOY SPEC-PR
5RSJ SENIOR PLANNING GEOLOGIST
51 SC -,--'SENIOR PLANNING TECHNCIAN
LATF ,SENIOR PROGRAMMER
NEVB SENIOR STRUCTURAL ENGINEER-BI
NKHB SENIOR TRAFFIC ENGINEER
5AHB SENIOR TRANSPORTATION PLANNER
AJTC SENIOR WORKERS COMP CLMS ADJS
ADHA SERVICE INTEGRATION TEAM COORD
64HR SHERIFF PROP & EVID MNGR
APDC SHERIFFS CHIEF OF MGNT SVCS
64GA SHERIFF'S COM-DIR-DISPATC
J3TO SHERIFF'S EXECUTIVE ASSISTANT
64SJ SHERIFF'S FISCAL OFFICER
PMSB SHERIFF'S FLEET SERVICES COOK
64SK SHRF'S MUTUAL AID COORD
AVD3 SMALL BUSINESS DEVE CEN DIR-PR
XQHC SOC SERV BUS SYST APP MGR
XADC SOC SRV CHIEF - FIN MGMT
XADB SOC SVC ADM OFCR
XAS1 SOC SVC PURL INFO OFCR-EX
X4SG SOCIAL SERVICE APPEALS OFFICER
X4S2 SOCIAL SERVICE APPEALS OFF-PRJ
XADD SOCIAL SERVICE DIVISION MANAGR
XAD1 SOCIAL SERVICE DIVISION MGR-PR
XASH SOCIAL SERVICE FISC COMP ACCT
XAGA ;SOCIAL SERVICE FRAUD PREV MNGR
JJGD `XTSOCIAL SVC DATA OPS SPEC
ADDE ::?SPECIAL DISTRICT ANALYST
AGTB SPECIAL EMPLYMT PGM COORD
9KN2 �'=SR ASSESSMENT SPEC - PRJ
AGT3 SR OUTR & REC PRGM ASST-P
AGTE SR OUTR & RECRT PROD ASST
AVEC +` SR PIC EMPLOYMENT SPEC
LATC .w`#SR PROGRAM ANALYST-EDP
6f5fOO Page 12 of 14
RESOLUTION NO. 2OOO/29$
Query: Management Classified and Exempt
Job Code Description
XAHB :,SS APPEALS SUPERVISOR
V9HC 4 STAFF AND PAT CARE COOR
XADE :'.STAFF DEVELOPMENT SUPERVISOR
XQH2 STATEWIDE AUT WELF SYS MG
LMS1 STORMWATER PCP CMPTR SPEC
NASB STORMWATER POLL CONT MNGR
NESB STRUCTURAL ENGINEER-BUILD INSP
VHG5 SUBSTAN ABUS PRO MGR-PROD
VHD1 SUBSTANCE ABUSE PGRM DIR
VHGE SUBSTANCE ABUSE PROGRAM MNGR
JPHA SUPERIOR COURT CLERK SUPV
SAW SUPERVISING ACCOUNTANT
DAHC SUPERVISING APPRAISER
NKGA SUPERVISING CIVIL ENGINEER
1 KHA SUPERVISING COOK-JUVENILE HALL
NXHA SUPERVISING GRAPHICS TECH
VVHC SUPERVISING PUB MLT NURSE
DYNA SUPERVISING REAL PROPERTY AGNT
FADB SUPERVISING STRUCTIONAL ENG-BI
BWHA SUPERVISING W/M INSP
9BHC SUPERVISOR OF AIRPORT OPS
FADF SUPERVISOR, INSPECTION SVCS
9XHB SUPPLY AND DIST SUPERVISOR
DRNA SUPV AUDITOR-APPRAISER
VFHE SUPV CLINICAL LAB SCIENTIST
V4HC SUPV ENVIRON HEALTH SPEC
VSHB SUPV NURSE - JUV HALL
VSHJ SUPV PEDIATRIC THERAPIST
VOHC SUPV PH MICROBIOLOGIST
VWSG SYMPTOM CONTROL PROG COOK
S1HA SYST ACCTG SUPV
LWWB SYSTEMS ACCOUNTANT I
LWVB SYSTEMS ACCOUNTANT 11
LAFS SYSTEMS AND PROD MGR
LWWA SYSTEMS SOFTWARE ANALYST I
LWVA SYSTEMS SOFTWARE ANALYST Il
LBNX SYSTEMS SOFTWARE MANAGER
LBWX SYSTEMS SOFTWARE SPEC
SSHC TAX OPERATIONS SUPERVISOR
LBGA TECHNICAL SERVICES MGR
PEDC TELECOMM MAINTENANCE MANAGER
VWHK TELEPHONE TRIAGE MANAGER
VBHC TOBACCO PREV PROD COOR
N4DA TRAFFIC ENGINEER
5ATB TRANSPORTATION PLANNER
SSSD TREAS INVESTMENT OPER ANALYST
SSSG TREASURER'S ACCOUNTING OFFICER
S5S3 TREASURER'S INVEST OFFICER-EXM
6/5/00 Page 13 of 14
RESOLUTION NO. 2000/298
Query: Management Classified and Exempt
Job Cadeescapt on
SSSC t'TR-TX COL RECONCIL OFCR
6X134 4 UNDERSHERIFF-EXEMPT
VWSD =``=UTILIZATION REVIEW COORD
VWHG 'UTILIZATION REVIEW SUPV
VWHG_
GPHG VEGETATION MANAGEMENT SUPV
96TA 'VETERANS' SERV BRANCH OFF MGR
96WA VETRAN SERVICES REPRESENTATIVE
VCND VOL SVC AND COMM RES ADMN
X4HD VOLUNTEER PROGRAM COORD
5ASD WATERSHEAD MGMNT PLNG SPEC
AJVE WELLNESS COORDINATOR
GPHF WORK PROGRAM SUPERVISOR
XAD4 WORKEFORCE INV BD EXC DIR-EX
AJWE ' WORKERS COMP CLAIMS ADJST
XAD3 -WORKFORCE SERVICES DIRECTOR-EX
XANA WORKFORCE SERVICES SPECIALIST
9KN3 WTHRZTN/HM REPR SUPV - PJ
6/5/00 Page 14 of 14
RESOLUTION NO. 2000/298
Query: Unrepresented
Job Code Description
B9WA AGR FIELD ASST
STWA BUYER I
STTA BUYERII
99V7 ? CHILD DEV FD SVC AST-P-SB
S1SA DATA PROC TECH WRITER
6XW 1 DEP SPEC CO SVC AREA P-1
2EWB r. DEPUTY COUNTY COUNSEL SML CLMS
2EWD DEPUTY COUNTY COUNSEL-FT
2KWD DEPUTY DISTRICT ATTORNEY-FT
2KWF DEPUTY DISTRICT ATTORNEY-FT-FL
6XW3 DEPUTY SHERIFF RES-EXEMPT
6XWC _ DEPUTY SHERIFF-PER DIEM
VQN1 DUAL DIAD. PROD. COORD-PJ
9KTA EOP SPLST I
9KT1 EOP SPLST I -PROJ
9KW1 EOP WORKER I -PROJECT
9KV1 EOP WORKER 11 -PROJECT
9KWAEOP WRKR I
9KVA . EOP WRKR Il
AJWA EXAMINATION PROCTOR
VPS2 EXEMPT MED STF PODIATRIST
VPS1 EXMPT MED STF OPTOMETRIST
VW81 „�FAMILY NURSE PRACT INTERN
9KN5 G• HS SPECIAL NEEDS COORDINATOR-P
LTVC INFO SYSTEMS TECHNICIAN 11
VTWB INTERIM PERMIT NURSE
2YWB LAW CLERK 1
2YVA LAW CLERK 11
2YTA !LAW CLERK 111
AJTA '-; LEAD EXAMINATION PROCTOR_
„x
3KW2 LIB STUDENT ASST-EXEMPT
3KW4 LIBRARY AIDE-EXEMPT
3KWA LIBRARY STUDENT ASSISTANT
V07A ? MICROBIOLOGIST TRAINEE
9992 PIC SYJP WORKER-PROJECT
AV71 PIC WORKER TRAINEE-PROJ
AV72 l PIC YOUTH TRAINEE-PROJECT
LATA 4 PROGRAMMER TRAINEE
9T96 ; RECREATION INST.-LVL 422
VWXB '' STAFF NURSE-PER DIEM
NK7ASIR
STUDENT AIDE-CIVIL ENGR
999E STUDENT WORKER-DEEP CLASS
BKW1 VETERINARIAN
BW`7B WEIGHTS AND MEASURES AIDE
6/6/00 Page 1 of 1
RESOLUTION N0. 2000/298
o-
Exhibit A-2
Effective on the dates indicated, Exhibit A of Resolutions 99/585 and 99/655 are amended to
include the following listed management and unrepresented classifications and these classes shall
be allocated to the salary schedule as indicated:
1.
DAA Code Job Tittle ,S Al
10/1/99 6hW3 Deputy Sheriff Reserve—Exempt M50-1836
10/1/99 ATDL Employee Benefits Manager M50-2572
10/1/99 A6DF Human Resources Project Manager M50-2573
1/l/00 7AGB Probation Manager M50-2429
1/l/00 VQDL Conservatorship/Guardianship Program Mgr. M50-2469
1/1/00 BAHA Deputy Agricultural Commissioner M50-2345
1/l/00 NSHC Engineering Tech Supervisor—Materials Testing M50-2318
l/l/00 NSHE Engineering Tech Supervisor—Construction M50-2318
1/l/00 NSHD Engineering Tech Supervisor—Land Surveyor M50-2318
1/1/00 NSGA Assistant County Surveyor M50-2472
6/1/00 STTB Sr. Buyer M50-2253
2. In lieu of retroactive pay requiring special payroll recomputation and processing, the County
will make a lump sum payment to each eligible employee, without interest, for the months
owed computed as follows: employee regular pay, overtime pay and specific other earnings
ordinarily computed as a percentage of base pay will be added together to determine the
appropriate pay base. This base will then be multiplied by the applicable percentage to
arrive at the employee's lump sum payment.
3. The base salary for the classes of District Attorney Chief of Inspectors — Exempt (6KD1),
District Attorney Lieutenant of Inspectors (6KNB), and Lieutenant of Inspections — Welfare
Fraud (6KWG) shall reflect the following increases:
October 1, 1998 3.5%increase
April 1, 1999 2.5%increase
October 1, 1999 3.0%increase
October 1,2000 3.0%increase
Retroactive pkv for the Classifications of District Attomey Chief of Tnmp tors — Exempt
(6KD l). District Attorncv,Lieutenant of Inspg rs (6KNB) and Lieutenant of n=ec io
Welfare Fraud ( W r). The classes of District Attorney Chief of Inspectors — Exempt
(6K.D1), District Attorney Lieutenant of Inspectors (6KNB), and Lieutenant of Inspections —
Welfare Fraud (6KWG)shall receive a two and one-half percent (2.5%) Lump Sum Payment
that will be calculated for all eligible earnings from April 1, 1999 through September 30,
1999. A one-half percent (.5%) Lump Sum Payment will be applied to all eligible earnings
through November 30, 1999.
RESOLUTION NO. 2000/295
Exhibit B
Query: Unrepresented
Job Code Bescriptlon
B9WA ACR FIELD ASST
STWA BUYER I
STTA BUYER II
99V7 CHILD DEV FD SVC AST-P-SB
S1SA DATA PROC TECH WRITER
6XW 1 DEP SPEC CO SVC AREA P-1
2EWS DEPUTY COUNTY COUNSEL SML CLMS
2EWD DEPUTY COUNTY COUNSEL-FT
2KWD DEPUTY DISTRICT ATTORNEY-FT
2KWF DEPUTY DISTRICT ATTORNEY-FT-FL
6XW3 DEPUTY SHERIFF RES-EXEMPT
6XWC DEPUTY SHERIFF-PER DIEM
VQN1 DUAL DIAD. PROD. COORD-PJ
9KTA EOP SPLST I
9KT1 EOP SPLST I -PROD
9KW1 EOP WORKER I -PROJECT
9KV1 EOP WORKER 11 -PROJECT
9KWA EOP WRKR I
9KVA EOP WRKR 11
AJWA EXAMINATION PROCTOR
VPS2 EXEMPT MED STF PODIATRIST
VPS1 EXMPT MED STF OPTOMETRIST
VW81 FAMILY NURSE PRACT INTERN
914 HS SPECIAL NEEDS COORDINATOR-P
LTVC INFO SYSTEMS TECHNICIAN 11
r
VTWBa*INTERIM PERMIT NURSE
2YWS LAW CLERK I
2YVA yea LAW CLERK 11
2YTA A,LAW CLERK III
AJTA LEAD EXAMINATION PROCTOR
3KW2 :w• LIB STUDENT ASST-EXEMPT
3KW4 LIBRARY AIDE-EXEMPT
3KWA ;,Vl LIBRARY STUDENT ASSISTANT
V07A MICROBIOLOGIST TRAINEE
9992 ;,,PIC SYJP WORKER-PROJECT
AV71 PIC WORKER TRAINEE-PROJ
AV72 PIC YOUTH TRAINEE-PROJECT
LA7A ....PROGRAMMER TRAINEE
9T95 + RECREATION INST.-LVL 422
VWXB STAFF NURSE-PER DIEM
NVA STUDENT AIDE-CIVIL ENGR
999E STUDENT WORKER-DEEP CLASS
BKW1 VETERINARIAN
BW7B 99 WEIGHTS AND MEASURES AIDE
816100 Page 1 of 1
RLSOLUTION 'NO. 2000/298
Exhibit C
Title Job Code
County Administrator ADA2
Assessor DAA1
Auditor-Controller SAM
Clerk-Recorder ALAI
District Attorney 2KA1
Sheriff-Coroner 6XA1
Treasurer-Tax Collector S5A1
Agricultural Commissioner/Director of Weights&Measures BAAI
Community Services Director 9KAI
County Counsel 2EA1
County Librarian 3AAA
County Probation Officer 7AAA
County Veteran's Service Officer 96AI
County Welfare Director XAA2
Director of Animal Services BJAI
Director of Building Inspection FAA1
Director of Community Development 5AA1
Director of General Services NAA2
Director of Health Services VCAI
Director of Human Resources AGA2
Director of information Technology LTAI
LAFCO Director ADS4
Public Defender 25AI
Public Works Director NAAI
Retirement Administrator AIAA
RESOLUTION NO. 2000/298