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HomeMy WebLinkAboutRESOLUTIONS - 01012004 - 2004-196 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY,CALIFORNIA Adopted this Order onmAy I MM by the following vete: /"' . AYES: MMMUMs GMIA, tr , , �� � t.., NOES: WN ABSENT:N= ABSTAIN:NW SUBJECT: Compensation and Benefits } Authorized for County Elected and ) Appointed Department Heads, ) Management, Exempt, and } Resolution No.2 96 Unrepresented Employees for the } Period October 1, 2002 to ) September 30, 2005 and Until } Further Order The Contra Costa County Board of Supervisors acting solely in Its capacity as governing Board of the County of Contra Costa RESOLVES THAT: Effective upon adaption and Continuing to September 30,2005,and until further Order of the Board,the Board adopts the following program of compensation and benefits for County Elected and Appointed Department Heads,Management Employees,Exempt Employees and Unrepresented Employees. Except for provisions that become effective on January 1, 2003, and except for Resolution Nos. 99/555, 2002/608, and 2002/615, this Resolution supercedes all previous resolutions providing compensation and benefits for the employees listed herein,including but not limited to Resolution No.2003/698. 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(#)those general County benefits provided to all Managers,Exempt and Unrepresented employees;(II)those benefits provided exclusively to Management and Exempt employees; (111) benefits provided to Elected and Appointed Department Heads; and (iv) thosebenefits that are provided specifically to Managers and Unrepresented employees within selected departments or classifications. Unless otherwise expressly provided,compensation and benefits under this Resolution are authorized only for permanent and project employees who work full-time or part-time,twenty (20)or more hours each week. 1. BENEFITS FOR MANAGEMENT. EXEMPT R N ED EMPLQYEES are provided for those classes listed in Exhibit A. It. BENEFITS FOR MANAGEMENT AND EXEMPT EMPLOYE19S are provided for those classes listed In Exhibit A,excepting the classes listed in Exhibit B. III. SENEFITS FOR ELECTED AND APPOINTED DERAFtTMENTHEADS are provided for those classes listed In Exhibit C. IV. SPECIAL SENEFMIE98-MMAGEMENT EMPLOYEES DEPARITMENT OR CLASS are provided as indicated In each section. Orlg Dept.: Human Resources Department-Leslie Knight()6-1788} cc: County Administratoes Otte County Counsel-Vickie L.flaws Auditor—Controller-Elizabeth Verigin RESOLUTION NO.2004/196 TABLE OF QQNTENTS Resolution No. 2004/196 1. Benefits for Mang ement Exempt, and Unrel2resented Em to ees 1. Leaves With and Without Pay 1.10 Holidays (list of holidays observed by the County) 1.11 Definitions 1.12 Holidays 1.13 Holidays - Flexible and Alternate Work Schedules 1.14 Holidays .. Part-Time Employees 1.15 No Overtime Pay, Holiday Pay, or Comp Time 1.16 Personal Holiday Credit 1.20 Vacation 1.30 Sick Leave 1.40 Part-Time Employees 1.50 Family Care Leave 1.60 Leave Without Pay-Use of Accruals 2. Health and Dental Benefits 2.10 Health Plan Coverages 2.11 County Health and Dental Plan Contribution Rates 2.12 Life Insurance Benefit Under Health and Dental Plans 2.13 Supplemental Life Insurance 2.14 Health Plan Coverage and Provisions 2.15 Retirement Coverage 2.16 Dual Coverage 2.17 Family Member Eligibility Criteria 2.18 Catastrophic Leave Bank 2.19 Health Care Spending Account 2.20 PERS Long-Time Care 2.21 Dependent Care Assistant Program 3. Personal Protective Equipment 3.10 Safety Shoes 3.11 Safety Eyeglasses 4. Mileage Reimbursement 5. Retirement Contribution i RESOLUTION NO. 2004/196 6. 414H2 Participation 7. Training 7.10 Career Development Training Reimbursement 7.11 Management Development Policy 8. Bilingual Pay Differential 9. Higher Pay for Work in a Higher Classification 10. Workers' Compensation and Continuing Pay 10.1 Waiting Period 10.2 Continuing Pay 10.3 Physician Visits 10.4 Labor Code §4850 Exclusion 11. Other Terms and Conditions of Employment 11.10 Overtime Exempt Exclusion 11.11 Overtime 11.12 Length of Service Credits 11.13 Mirror Classifications 11.14 Deep Classes 11.15 Administrative Provisions Il. Benefits for Management and Exempt Employees 12. Management Longevity Pay 13. Deferred Compensation Incentive 14. Annual Management Administrative Leave 15. Management Life Insurance 16. Vacation Buy Back 17. Professional Development Reimbursement 18. Sick Leave Incentive Plan 19. Video Display terminal (VDT) Users Eye Examination 20. Long-Term Disability Insurance ii RESOLUTION NO. 2004/196 Ill. Benefits for Elected and Appointed De2artment Heads 21. Executive Automobile Allowance 22. Executive Life Insurance 23. Executive Professional Development Reimbursement 24. Appointed Department Heads 25. Elected Department Heads 26. Elected Department Head Benefits IV. Special Benefits for Management Emolovees by Degartment or,Class 27. Accounting Certificate Differential 28. Agriculture Department Differential 29. Angiogram Differential 30. Animal Services Search Warrant 31. Animal Services Uniform Allowance 32. Attorney Fixed-Term Classes 33. Attorney State Bar Dues 34. Attorney Management Administrative Leave 35. Attorney Professional Development Reimbursement 36. Assessor Education Differential 37. Assessor Mileage Reimbursement 38. Budget Coordinator Pay 39. District Attorney Investigator P.O.S.T. 40. Longevity Differential for District Attorney Law Enforcement Management 41. Engineer Continuing Education Allowance 42. Engineer Professional Development Reimbursement 43. Engineer Structural Registration Differential 44, Library Department Holidays 45. Nursing Shift Coordinator Holiday Pay iii RESOLUTION NO. 2004/196 46. Planner Ill/ Environmental Planner Assignment Differential 47. Podiatrists/Optometrists Unrepresented Status 48. Real Property Agent Advanced Certificate Differential 49. Sheriff s Sworn Management P.O.S.T. 50. Sheriffs Continuing Education Allowance 51. Sheriff's Emergency Services Standby Differential 52. Longevity Differential for Sheriff's Law Enforcement Management 53. Sheriffs Uniform Allowance 54. Professional Development Differential for Treasurer-Tax Collector Management Classes 55. Public Works Maintenance Managers Scheduled Day Off 56. Public Works Emergency Work Differential 57. Public Works Seasonal Construction Differential 58. Public Works Maintenance Managers Education Allowance 59. Certified EiectionslRegistration Administrator Certification Differential 60.. Staff Nurse Per Diem Overtime Pay iv RESOLUTION NO. 2004/196 1. BENEFIT'S FOR MANAGEMENT EXEMPT UNREPRESE14'TED EMPLOYEES EES 1. Leaves With; and Without Pav 1.10 Holidays:The County will observe the following holidays during the term covered by this Resolution: New Year's Day Labor Day Martin Luther King Jr. Day Veterans' tray 'residents' Day 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 DefinItlgns: Regular Work Sghhedule: The regular work schedule is eight(8) hours per day, Monday through Friday, inclusive, for a total of forty(40) hours per week. Flexible Work Schedule: A flexible work schedule is when the employee is regularly scheduled to work other than eight(8)hours per day between Monday and Friday, inclusive. The 9/80 schedule and the 4/10 schedule are two examples of flexible work schedules. Alternate Work Schedule: An alternate work schedule is any work schedule where the employee is regularly scheduled to work five (5) days per week, but the employee's regularly scheduled two (2) days off are NOT Saturday and Sunday. 1.12 Holidays: Employees on regular, flexible, and alternate work schedules are entitled to observe a holiday(day off work),without a reduction in pay,whenever a holiday is observed by the County. Any holiday observed by the County that falls on a Saturday is observed on the preceding Friday and any holiday that falls on a Sunday is observed on the following Monday. 1.13 Holidays- Flexible and Alternate Work Schedules:When a holiday falls on the regularly scheduled day off of any employee who is on a flexible or alternate work schedule, the employee is entitled to take the day off,without a reduction in pay, in recognition of the holiday. These employers are entitled to request another day off within the same work week in recognition of their regularly scheduled day off. The requested day riff must be within the same work week as the holiday and it must be pre-approved by the employee's supervisor. 1#the day off is not approved by the supervisor, it is lost. 1 RESOLUTION NO. 2004/196 1.14 Holidays - Part-Time Employees: Permanent, part-time employees are entitled to observe a holiday(day off work) in the same ratio as the number of hours in the part time employee's weekly schedule bears to forty (40) hours. 1.15 No Overtime Pay,Holiday Pay or Comp Time: Unrepresented, management, and exempt employees are not entitled to receive overtime pay, holiday pay, overtime compensatory time, or holiday compensatory time. Employees who are unable or not permitted to observe a holiday (take the day off), are authorized to receive overtime pay ONLY IF the employee is,on the Overtime Exempt Exclusion List(see Section 11). 1.16 Personal Holiday Credit: Employees are entitled to accrue two (2) hours of personal holiday credit each month. This time is prorated for part time employees. No employee may accrue more than forty (40) hours of personal holiday credit. On separation from County service, employees are paid for any unused personal holiday credit hours at the employee's then current rate of pay, up to a maximum of forty (40) hours. 1.20 Vacation: Employees are entitled to accrue paid vacation credit not to exceed the maximum cumulative hours as follows: Monthly Maximum Accrual Cumulative Length of Service Hours Hours Under 11 years 10 240 11 years 10-2/3 256 12 years 11-1/3 272 13 years 12 288 14 years 12-2/3 304 15 through 19 years 13-1/3 320 20 through 24 years 16-2/3 400 25 through 29 years 20 480 30 years and up 23-1/3 560 1.30 Sick Leave: Employees are entitled to accrue paid sick leave credit in accordance with the provisions of the County Salary Regulations and Administrative Bulletin No. 411.7 (Sick Leave Policy) adopted on October 17, 1997, as periodically amended. 1.40 Part-Time Employees:Part-time employees are entitled to accrue paid vacation and sick leave credit on a pro-rata basis. 1.50 Family Care Leave: The provisions of Section 1006.3 of the Personnel Management Regulations and Resolution No. 94/e4116, as alamended,to all emplting to Leaves of Absence and Family Care Medical pp oyees covered by this Resolution. 2 RESOLUTION NO. 2004/196 1.60 Leve Without Pay=Qge- of&Mal§ 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 Hgalth Plan QgyerNes: 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 Plan contracts and one of the Dental Plan contracts between the County and the following providers: a. Contra Costa Health Plans(CCHP), Plan A b. Contra Costa Health Plans(CCH-P), Plan B c. Kaiser Foundation Health Plan d. Health Net HMO e. Health Net PPO f. Delta Dental g. PMI Delta Care Dental 2.11 County Health and _Dental Plan Contribution Rates: The County will pay the following proportions of the monthly premium charge for employees and for their eligible family members: a. Contra Costa County Health Plans, Plan A, ninety-eight percent(98%). b. Contra Costa County Health Plans, Plan B, Ninety percent(90%). c. Kaiser Foundation Health Plan, eighty percent(80%) d. Health Net HMO, eighty percent(80%). e. Health Net PPO, sixty-six and 27/100 percent (66.27%), provided that the County will pay only fifty percent (50%) of any premium increase after January 1, 2000. f. Delta Dental and PMI Delta Care Dental when combined with Contra Costa County Health Plans, Plan A or Plan B, ninety-eight percent(98%). g. Delta Dental when combined with Kaiser Foundation Health Plan, Health Net HMO or Health Net PPO, seventy-eight percent(78%). h. PMI Delta Care Dental when combined with Kaiser Foundation Health Plan, Health Net HMO, or Health Net PPO, seventy-eight percent(78%). i. Delta Dental or PMI Delta Care Dental not combined with any health plan, one hundred percent(100%)less one cent($.01). 2.12 Life Insurance Benefit UnderHealthand Dental Plans: For employees who are enrolled in the County's program of medical or dental coverage, term life insurance in the amount of seven thousand five hundred dollars($7,500)will be provided by the County as part of the County's contribution to the cost of medical or dental coverage. 2.13 SupplementalLifeInsurance: In addition to the life insurance benefits provided by this resolution,employees may subscribe voluntarily and at their own expense for supplemental life insurance. Employees may subscribe for an amount not 3 RESOLUTION NO. 2004/196 to exceed five hundred thousand dollars ($500,000)guaranteed issue provided the election is made within the required enrollment periods. 2.14 Health Plan Coverages and Provisions:The following provisions are applicable regarding County Health Plan participation: a. Health, Dental and Life Participation by Other Employees: Permanent part- time employees working nineteen (19) hours per week or less and permanent-intermittent employees may participate in the County Health or Dental plans (with the associated seven thousand five hundred dollars [$7,500]life insurance benefit) at the employee's full expense. b. Employee Contribution Deficiencies:The County's contribution to the Health Plan premium is payable for any month in which the employee is paid. If an employee's compensation in any month is not sufficient to pay the employee share of the premium, the employee must make up the difference by remitting the unpaid amount to the Auditor—Controller. The responsibility for this payment rests with the employee. c. Leave of Absence: The County will continue to pay the County share of health care premiums for enrolled employees who are on an approved paid or unpaid leave of absence for a period of thirty days (30) or more provided the employee's share of the health care premium is paid by the employee. 2.15 Retirement Coveraae: 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 retirementthe 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: 4 RESOLUTION NO. 2004/195 I. be qualified for a deferredretirementunder the 1937 Retirement Act provisions; ii. be an active member of a County group health and/or dental plan at the time of filing their deferred retirement application and elect to continue plan benefits; iii. be eligible for a monthly allowance from the Retirement System and direct receipt of a monthly allowance within twenty-four(24) months of application for deferrer/ retirement; and Iv. file an election to defer retirement and to continue health benefits hereunder with the County Benefits Division within thirty(30)days before separation from County service. 4. Deferred retirees who elect continued health benefits hereunder and their eligible family members may maintain continuous membership in their County health and/or dental plan group during the period of deferred retirement by paying the full premium for health and dental coverage on or before the 11 t,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 to their County health and/or dental plan during their deferred retirement period, in which case they and their eligible family members will qualify for the same coverage and County subvention in any County health and/or dental plan when they begin to receive retirement benefits as retirees who did not defer retirement are entitled,provided such reinstatement to a County group health and/or dental plan will only occur following a three(3)full calendar month waiting period after the month in which their retirement allowance commences. 6. Employees who elect deferred retirement will not be eligible in any event for County health or dental plan subvention unless the member draws a monthly retirement allowance within twenty-four(24)months after separation from County service. 7. Deferred retirees and their eligible family members are required to meet the same eligibility provisions for health/dental plans as active/retired employees. 2.16 Dual Coverage: a. if a husband and wife both work for the County and one (1) of them is laid off, the remaining employee, if eligible, will be allowed to enroll or transfer into the health coverage combination of his/her choice. b. An eligible employee who loses medical or dental coverage through a spouse will be allowed to enroll or transfer into the County contracted health 5 RESOLUTION NO, 2004/196 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 Eri ibilily 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 (years) years of age: i. The natural or legally adopted child of a subscriber or the subscriber's spouse or domestic partner, including newborn children and children placed in the physical custody of a member for adoption. In the case of an adopted child,proof of eligibility by a court adoption order and a copy of a United States income tax return showing the child as a dependent may be required. ii. A foster child for whom the subscriber of the subscriber's spouse or domestic partner is the legal guardian and primary source of support. Nevertheless,foster children who are eligible for Medi-Cal coverage are not eligible for coverage under the County health plans. In the case of a foster child,proof of eligibility by a copy of a Social Service Foster Care Agreement and a letter from the Employment and Human Services Department verifying that the child s not eligible for Medi-Cal coverage, will be required. iii. For dependents aged nineteen (19)to twenty-five(25),a statement may be required to verify that the child is legally dependent in accordance with Internal Revenue Service requirements. iv. Attainment of limiting age will not terminate coverage of a child while the child is and continues to be both (a) incapable of self-sustaining employment by reason of mental retardation or physical handicap and(b) chiefly dependent upon the Member for support and maintenance, proved the proof of such incapacity and dependency is furnished to the Plan Administrator by the Subscriberwithin the thirty-ane(31)days of the child's twenty-fifth (25t ) birthday and annually thereafter, if required by the Plan Administrator. 2.18 Catastrophic Leave Bank: All employees are included in the Catastrophic Leave Bank and may designate a portion of accrued vacation, compensatory time, holiday compensatory time, or personal holiday credit to be deducted from the donor's existing balances and credited to the bank or to a specific eligible employee. a. The County Human Resources Department operates.a Catastrophic Leave Bank which is designed to assist any County employee who has exhausted all paid accruals due to a serious or catastrophic illness, injury, or condition of the employee or family member. The program establishes and maintains a Countywide bank wherein any employee who wishes to contribute may 6 RESOLUTION NO. 2004/196 ................. authorize that a portion of his/her accrued vacation, compensatory time, holiday compensatory time or personal holiday credit be deducted from those account(s) and credited to the Catastrophic Leave Bank. Employees may donate hours either to a specific eligible employee or to the bank. Upon approval,credits from the Catastrophic Leave Bank may be transferred to a requesting employee's sick leave account so that employee may remain in paid status for a longer period of time,thus partially ameliorating the financial impact of the illness, injury or condition. Catastrophic illness or injury is defined as acritical medical condition,a long-term major physical impairment or disability that manifests itself during employment. b. The plan is administered under the direction of the Director of Human Resources. The Human Resources Department is responsible for receiving and recording all donations of accruals and for initiating.transfer of credits from the Bank to the recipients sick leave account. Disbursement of accruals is subject to the approval of a six(6)member committee composed of three (3) members appointed by the County Administrator and three (3) members appointed by the majority representative employee organizations. The committee will meet as necessary to consider all requests for credits and will make determinations as to the appropriateness of the request. The committee will determine the amount of accruals to be awarded for employees whose donations are non-specific. Consideration of all requests by the committee will be on an anonymous requester basis. c. Hours transferred from the Catastrophic Leave Bank to a recipient will be in the form of sick leave accruals and will be treated as regular sick leave accruals. cl. To receive credits under this plan, an employee must have permanent status, have exhausted all time off accruals to a level below eight(8)hours total, have applied for a medical leave of absence, and have medical verification of need. e. Donations are irrevocable unless the donation to the eligible employee is denied. Donations may be made in hourly blocks with a.minimum donation of not less than four (4) hours from balances in the vacation, holiday, personal holiday, compensatory time or holiday compensatory time accounts. Employees who elect to donate to a specific individual will have seventy-five percent (75%) of their donation credited to the individual and twenty-five percent(25%) credited to the Catastrophic Leave Bank. f. Time donated will be converted to a dollar value and the dollar value will be converted back to sick leave accruals at the recipients base hourly rate when disbursed. Credits will not be on a straight hour-for-hour basis. All computations will be on a standard 173.33 basis,except that employees on other than a forty(40)hour week will have hours prorated according to their status. g. Each recipient is limited to a total of one thousand forty (1040) hours or its equivalent per catastrophic event; each donor is limited to one hundred twenty(120) hours per calendar year. h. All appeals from either a donor or recipient will be resolved on a final basis by the Director of Human Resources. is No employee has any entitlement to catastrophic leave benefits. The award of Catastrophic Leave is at the sole discretion of the committee, both as to 7 RESOLUTION NO. 2004/196 amounts of benefits awarded and as to persons awarded benefits. Benefits may be denied,or awarded forless than six(6)months. The committee may limit benefits in accordance with available contributions and choose from among eligible applicants on an anonymous basis those who will receive benefits, except for hours donated to a specific employee. In the event a donation is made to a specific employee and the committee determines the employee does not meet the Catastrophic Leave Bank criteria,the donating employee may authorize the hours to be donated to the bank or returned to the donor's account. The donating employee has fourteen (14) calendar days from notification to submit his/her decision regarding the status of their donation, or the hours will be irrevocably transferred to the Catastrophic Leave Bank. j. Any unused hours transferred to a recipient will be returned to the Catastrophic Leave Bank. 2.19 Health Care Spending Account:After six(6)months of permanent employment, employees may elect to participate in a Health Care Spending Account(HCSA) Program designated to qualify for tax savings under Section 125 of the Internal Revenue Code, but such savings are not guaranteed. The HCSA Program allows employees to set aside a predetermined amount of money from their pay, not to exceed three thousand dollars($3,000)per year,of before tax dollars,for health care expenses not reimbursed by any other health benefits plan. HCSA dollars can be expended on any eligible medical expenses allowed by Internal Revenue Code Section 125. Any unused balance is forfeited and cannot be recovered by the employee. 2.20 PERS Long-Term Care: The County will deduct and remit monthly premiums to the PERS Long-Term Care Administrator for employees who are eligible and voluntarily elect to purchase long-term care at their personal expense through the PERS Long-Term Care Program. 2.21 Dependent Care Assistant Program: The County will offer the option of enrolling in a Dependent Care Assistance Program (DCAP) designed to qualify for tax savings under Section 129 of the Internal Revenue Code, but such savings are not guaranteed. The program allows employees to set aside up to five thousand dollars ($5,000) of annual salary (before taxes) per 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 will reimburse employees for safety shoes and prescription safety eyeglasses in those Management, Exempt and Unrepresented classifications which the County Administrator has determined eligible for such reimbursement. 3.10 Safety Shoes. The County will reimburse eligible employees for the purchase and repair of safety shoes in an amount not to exceed two hundred twenty-five dollars ($225)for the two(2)year period commencing January 1, 2002. There is no limit on the number of shoes or number of repairs allowed. 8 RESOLUTION NO. 20041196 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 and establishment approved by the County. 4. Mileago Reimbursement: The County will pay a mileage allowance for the use of personal vehicles on County business at the rate allowed by the Internal Revenue Service (IRS)as a tax deductible expense, adjusted to reflect changes in this rate on the date it becomes effective or the first of the month following announcement of the changed rate by the IRS, whichever is later. 5. Retirement Contribution:Pursuant to Government Code Section 31581.1,the County will pay fifty percent (50%) of the retirement contributions normally required of members. Employees ars responsible for payment of the employee's contribution for the retirement cast-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 Parti211241100:The County will continue to implement Section 414(h) (2)of the Internal Revenue Code which allows the County Auditor—Controller to reduce the gross monthly pay of employees by an amount equal to the employee's total contribution to the County Retirement System before Federal and State income taxes are withheld,and forward that amount to the Retirement system. This program of deferred retirement contribution will be universal and non-voluntary as is required by statute. 7. Training 7.10 Career Develgpment Toining Reimbursement: All full-time employees (excluding attorney classes) are eligible for career development training reimbursement notto exceed six hundred'fifty dollars($650)perfiscal year. The reimbursement of training expenses includes books and is governed by any Administrative Bulletins on Travel or Training. 7.11 Management Development Policy: Employees are authorized to attend professional training programs, seminars, and workshops, during normal work hours at the discretion of their Department Head,for the purpose of developing knowledge, skills, and abilities, in the areas of supervision, management, and County policies and procedures. Up to thirty(30)hours of such training time is recommended annually. a. Departments are encouraged to provide for professional development training exceeding thirty(30) hours annually for people newly promoted to positions of direct supervision. b. Priority is given to professional training programs offered through the Contra Costa Training Institute. Other related and appropriate training/education resources approved by the department are also allowable. c. To encourage personal and professional growth, the County provides reimbursement for certain expenses incurred by employees for job-related 9 RESOLUTION NO. 2004/196 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. Re=imbursement is through the regular demand process with demands being accompanied by proof of payment (copy of invoice or canceled check). 8. Bilingual Pay Differential: A monthly salary differential will be paid to incumbents of positions requiring bilingual proficiency as designated by the Appointing Authority and the Director of Human Resources. The differential will be prorated for employees working less- than full time and/or on an unpaid leave of absence during any given month. The differential is eighty dollars ($80.40) per month. Designation of positions for which bilingual proficiency is required is the sole prerogative of the County, and such designations may be amended or deleted at any time. 9. Higher pay for Work in a Higher Classification: The County Salary Regulations notwithstanding, when an employee is required to work in a higher paid classification, the employee will receive the higher compensation for such work, pursuant to the County Salary Regulations,plus any differentials and incentives the employee would have received in his/her regular position. Unless the Board has by Resolution otherwise specified, the higher pay entitlement will begin on the 41s' consecutive hour in the assignment. 10. Workers' Compensation and Continuln+ Pay: For all accepted workers' compensation claims filed with the County on or after January 1, 2044, employees will receive eighty-six percent(86%)of their regular monthly salary during any period of compensable temporary disability not to exceed one (1) year. Pay based on accepted workers' compensation claims filed before January 1, 2440, will be paid as provided in resolution No. 98/488. If workers' compensation benefits: become taxable income,the County will restore the former benefit level,one hundred percent (140%)of regular monthly salary. 14.1 Waiting period: There is a three (3) calendar day waiting period before workers' compensation benefits commence. If the injured worker loses any time on the date of injury, that day counts as day one (1) of the waiting period. If the injured worker does not lase time on the date of the injury,the waiting period is the first three(3)days following the date of the injury. The time the employee is scheduled to work during this waiting period will be charged to the employee's sick leave and/or vacation accruals. In order to qualify for workers' compensation the employee must be under the care of a physician. Temporary compensation is payable on the first three(3)days of disability when the injury necessitates hospitalization, or when the disability exceeds fourteen (14)days. 10 RESOLUTION NO. 2004/196 10.2 Continuing Pair:A permanent employee will receive eighty-six percent(86%) of regular monthly salary in lieu of workers' compensation during any period of compensable temporary disability not to exceed one year. "Compensable temporary disability absence"for the purpose of this Section,is any absence due to work-connected disability which qualifies for temporary disability compensationunder workers'compensation law set forth>in Division 4 of the California Labor Coda. When any disability becomes medically permanent and stationary,the salary provided by this Section will terminate. No charge will be made against sick leave or vacation for these salary payments. Sick leave and vacation rights do not accrue for those periods during which continuing pay is received. Employees are entitled to a maximum of one(1) year of continuing pay benefits for any injury or illness. Continuing pay begins at the same time that temporary workers' compensation benefits commence and continues until either the member is declared medically permanent/stationary, or until one(1)year of continuing pay, whichever comes first, provided the employee remains in an active employed status. Continuing pay Is automatically terminated on the date an employee is separated from County service by resignation,retirement,layoff, or the employee is no longer employed by the County. In these instances, employees will be paid workers' compensation benefits as prescribed by workers'compensation laws. All continuing pay must be cleared through the County Administrator's Office, Risk Management Division. 10.3 Ph)sician Visits. Whenever an employee who has been injured on the job and has returned to work is required by an attendings physician to leave work for treatment during working hours, the employee is allowed time off, up to three(3)hours for such treatment,without loss of pay or benefits. Said visits are to be scheduled contiguous to elther the beginning or end of the scheduled workday whenever possible. This provision applies only to injurieslillnesses that have been accepted by the County as work related. 10.4 Lbor Code 04850 Exclusion: The foregoing provisions for workers' compensation and continuing pay are inapplicable in the case of employees entitled to benefits under Labor Code Section 4850. 11. Qther Tarms and Conditions of Ernpioyr t 11.10 Overtime Exempt Exclusion: Employees in unrepresented, management, and exempt classifications are overtime exempt and bre not eligible for overtime pay, holiday pay, overtime compensatory time, or holiday compensatory time. Instead, these employees are awarded Annual ManagernentAdministrative Leave in recognition of the extra burden their job responsibilities may sometimes place on their work schedules. However, unrepresented, management,and exempt employees may be made eligible for overtime pay if their names are placed on the Overtime Exempt Exclusion 1fi RESOLUTION NO. 2004/196 List-by the County Administrator's Office. Employees on the Overtime Exempt Exclusion List are authorized to receive overtime pay, only. These employees are NOT eligible for holiday pay,overtime compensatory time,.or holiday compensatory time. Employees on the Overtime Exempt Exclusion List are also NOT eligible for Annual Management'Administrative Leave for the quarter they are-on the Overtime Exempt Exclusion List. The policies and procedures for the Overtime Exempt Exclusion List are set forth in the County Administrator's memo of November 6,2002,as may be periodically amended. Employees may be approved for placement on the Overtime Exempt Exclusion List If and when they are assigned to a special or temporary project or task that requires persistent,excess work hours,without relief from their regular job duties. Overtime pay will not be authorized as a means to address normal staffing or operational Issues. 11.11 Ove ime: Employees on the Overtime Exempt Exclusion. List will be compensated at one and one-half (1.6) times their base rate of pay .(excluding-differentials)for-authorized work-exceeding-elght_(8)..hours-In a day or forty(40)hours In a week. 11.12 Lenoth of Service Credits:Length of service credit dates from the beginning of the last period of continuous County employment, including temporary, .provisional and permanent status and absences on an approved leave of absence; except that when an employee separates'from a permanent position in good standing and is subsequently re-employed in a permanent County position within two(2)years from the date of separation, the period of separation will be bridged. Under these circumstances,the service credits will include all credits accumulated at the time of separation but will not include the period of separation. The service credits of an employee are determined from employee status records maintained by the Human Resources Department. 11.13 Mirror Classification :As determined in the sole discretion of the Director of Human Resources, employees in unrepresented job classifications that mirror Management, represented or unrepresented job classifications may . receive the salary and fringe benefits that are received by employees in the mirror classification.. 11.14 Deeo Classes: No provision of this Resolution regarding terms and conditions of employment supersedes any provision of any Deep Class Resolution. 11.15 Administrative Provisions: The County Administrator may establish guidelines,bulletins or directives as necessary to further define or implement the provisions of this resolution. 12 RESOLUTION NO. 2004/1-96 H. SENgFITS FOR ME NTAND AAAMPT'E P E Employees will receive the benefits provided under Part 1 and following additional benefits: 12. Management Lange3dfy P `• A. Employees who have completed ten (10 yews of appointed service for the County will receive a two and one-half percent(2.5%) longevity differential. B. _Employees in positions ineligible to receive vacation or sick leave accruals or to . convert a portion of those accruals to rash underthe terms of this Resolution are eligible to receive a five percent(5%)longevity di#f:erentlal upon the completion of ten (10)years service. 13. E ferret c rr pensjWon lncentive: The County will contribu4 sixty dollars($60) per month to each employee who participates in the County's Deferred Compensation Plan. To be eligible for this incentive, the employee must contribute to the deferred compensation plan as indicated below. Employees with Quallfying Base Monthly Contribution Current Monthly Contribution Require to Maintain Sale of: Amoun# Inc five Pro gram E,�,ibilit�r $2,500 and.bellow $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 logger be eligible for the sbdy dollar($60)County supplement. To reestablish eligibility,employees must again .make a Base Contribution Amount as set forth above based on current monthly salary. Employees with a break in deferred compensation contributions either because of an approved medical leave or an approved financial hardship withdrawal will not be required to reestablish eligibility. Further,employees who lose eligibility due to displacement by layoff, but maintain contributions.at the required level and are later employed in an eligible position,will not be required to reestablish eligibility. 14. Annual Management AdminlstMtive leave; A. On January 1$t of each year,full-time unrepresented,management,and exempt employees will be credited with sixty(fit?)hours of paid Management Administrative Leave. This time is non-accruable and all balances will be zeroed out on December 31 of each year. 13 RESOLUTION NO. 2004/1 96 .......... ...... B. Permanent part-time employees are eligible for Management Administrative Leave on a prorated basis,based upon their position hours. Permanent-intermittent employees are not eligible for Management Administrative Leave. C. Employees appointed (hired or promoted)to unrepresented, management, or exempt positions are eligible for Management Administrative Leave on the first day of the month following their appointment date and will receive Management Administrative Leave on a prorated basis for that first year. D. Unrepresented, management, and exempt employees on the Overtime Exempt Exclusion List are authorized to receive overtime pay;therefore,their Management Administrative Leave will be reduced by 25%each time the employee is on the List. The 25% reduction will be deducted from the employee's current leave balance, but if there is no balance, it will be deducted from future awarded Annual Management Administrative Leave. This section does not apply to the unrepresented, management, and exempt attorneys of the Offices of the District Attorney, County Counsel, and Public Defender(See Section 33). 15. Management Life Insurance: Employees are covered at County expense by term life insurance in the amount of forty seven thousand dollars($47,000)in addition to the insurance provided under Section 2.12. 16. Vacation Buy Back: A. Employees may elect payment of up to one-third (1/3)of their annual vacation accrual, subject to the following conditions: (1) the choice can be made only once in each.calendar year; (2)payment is based on an hourly rate determined by dividing the employee's monthly salary by 173.33, and (3) the maximum number of vacation hours that may be paid in any calendar year is one-third(1/3) of the annual accrual. B. Where a lump-sum payment is made to employees as a retroactive general salary adjustment for a portion of a calendar year that is subsequent to the exercise by an employee of the vacation buy-back provision herein, that employee's vacation buy-back will be adjusted to reflect the percentage difference in base pay rates upon which the lump-sum payment was computed, provided that the period covered by the lump-sum payment includes the effective date of the vacation buy-back. 17. Professional QgvLa1oRLnent Reimbursement: Employees(excluding Department Heads,their Chief Assistant(s),Engineering Managers,and all Attorney classes)are eligible for reimbursement of up to five hundred twenty-five dollars($525)for each two(2)year period beginning on January 1, 1999,for memberships in professional organizations, subscriptions to professional publications, attendance fees at job- related professional development activities and purchase of job-related computer hardware and software from a standardized County-approved list orwith Department Head approval, provided each employee complies with the provisions of the 14 RESOLUTION NO. 2004/196 .... ..... .... ..... Computer Use and Security Policy .adopted by the Board of Supervisors and the applicable manuals. In order to receive reimbursement, the employee must have been in an eligible classification when the expense was incurred. In order to receive reimbursement for the 2D03-2004 period, the expense must have been incurred between January 1, 2003 and december 31,2004, inclusive. Individual professional development reimbursement requests mint be approved by the lDepartmant Head'. Reimbursement is through the regular demand process with demands being accompanied by proof of payment (copy of invoice or canceled check). 18. Sick leave lncentive Flan: 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 resignedin good standing. B. Payout is not available if the employee is eligible to retire. C. The balance of sick leave at resignation must be at least seventy percent(70%) of accruals earned in the preceding'continuous period of employment excluding any sick leave use covered by the Family and Medical Leave Act,the California Family Rights Act, or the California Pregnancy Disability Act. D. Payout is by the fallowing schedule: Years of Payment Payment of Unused Continuous Service Sick Leavy Payable 3 — 5 years 30% 5- 7 years 40% 7 plus years 50% E. No payoff will be made pursuant to this section unless the Contra Costa County Employees' Retirement Association has certified that an employee requesting a sick leave payoff has terminated membership in,and has withdrawn his or her contributions from, the Retirement Association. F. It is the intent of the Board of Supervisors that payments pursuant to this section preclude County retirement benefits resulting from employment by this County or Districts governed by the Beard. 19. Video DIsplay Terminal JVDI) Users Eye Examination: Employees are eligible to receive an annual eye examination on county time and at County expense 15 RESOLUTION NO. 2004/195 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 eye wear consisting of a ten dollar ($10) frame and single, bifocal or trifocal lenses. Employees may, through individual arrangement between the employee and the employees' doctor and solely at the employee's expense, include blended lenses and other care, services or materials not covered by the Plan. 20. Lona-Term Disability Insurance:The County will continue in force the Long-Term Disability Insurance program with a replacement limit of eighty-five (85%) of total monthly base earnings reduced by any deductible benefits. 111. BENEFITS FOR ELECTED AND APPOLNTED aEPARTMENT HEADS Department Heads will 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 are eligible to receive a monthly automobile allowance plus mileage at the rete per mile allowed by the Internal Revenue Service(IRS)as a deductible expense. Receipt of the automobile allowance means that the recipients must furnish a private automobile for County business. Allowance is made as follows: A. County Administrator = $550 per month B. Elected Department Heads= $500 per month Assessor District Attorney Auditor..Controller Sheriff—Coroner Clerk—Recorder Treasurer—Tax Collector C. Appointed Department Heads = $450 per month Agricultural Commissioner/Director of Weights and Measures Chief Assistant County Administrator 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 16 RESOLUTION NO. 2004/196 Director of General Services Director of Health Services Director of Human Resources Director of Information Technology LAPCO 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. Exegutivs 1LIf'e Insurance. In lieu of the insurance provided under Section 15, Department Heads are covered at County expense by term life insurance in the amountof frftythousand dollars($50,000)additional to the insurance provided under Section 2.12. 23. F_xeclgiye Pr f+easlon l DeygIoRmenj Reimbursement. Department Heads and their chief assistant(s)are eligible for reimbursement of up to eight hundred twenty- five dollars ($825) for each two (2):year period beginning January 1, 1999 for memberships in professional organizations, subscriptionsto professional organizations, subscriptions to professional publications attendance fees at job- related professional development activities and purchase of job-related computer hardware and software from a standardized County-approved list orwith Department Head approval, provided each employee complies with the provisions of the Computer Use and Security Policy adopted by the Board of Supervisors and the applicable manuals. In order to receive reimbursement, the employee must have been in an eligible classification when the expense was incurred. In order to receive reimbursementforthe 2003-2004 period,the expense must have been incurred during the period beginning .January 1, 2003 through December 31, 2004, 24. ,Adoointed P"artment Heads. The Appointed Department Heads are the Agricultural Commissioner/Director of Weights and Measures, Chief Assistant County Administrator, Community Services Director, County Counsel, County Librarian, County Probation Officer, County Veteran's Services 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 and Retirement Administrator. 17 RESOLUTION Na. 2004/196 25. Elected Department Heads: The Elected Department Heads are the Assessor, Auditor—Controller, Clerk—Recorder, district Attomey--Public Administrator, Sheriff—Coroner, and Treasurer--Tax Collector. 26. Elected Deaartment Head Benefits: Elected Department Heads will receive only the following benefits under Parts 1, It, and Ill, together with such benefits as may be authorized under Part IV: A. The benefits provided under Part I, Sections 2.10, 2.11,2.12, 2.13, 2.14, 2.15, 2.16, 2.17, 2.19, 2.20, 2.21, 5, 6, 7, 8, 10, and 11.12. B. The benefits provided under Part 11, Sections 12, 13, and 20. C. As compensation for not accruing paid vacation credit,in addition to the benefits of Part 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 departmenthead's occupancy of office terminates and/or expires, the elected department head are entitled to an additional deferred compensation account contribution prorated from July 1 to iclu0e Earthethe npe iod the elected department head served prior to the next n , all or part of such deferred compensation cannot be paid into a deferred compensation account the elected department head are entitled to an equivalent lump-sum payment. None of the County's six thousand dollar $6,000) contribution may be used to establish eligibility and qualification to receive the additional sixty dollars ($60) monthly contribution otherwise provided by the County. D. The benefits provided under Part II1, Sections 21, 22, and 23. IV. SPECIAL BENEFITS FOR MANAGEMENT EMPLOYEES BY DEPARTMENT OR CLASS 27. Accountinct Certificate Differential: Incumbents of Management professional accounting, auditing or fiscal officer positions who possess one of the following certifications in good standing will receive a differential of five percent(5%)of base monthly salary: (1)A valid Certified Public Accountant(CPA)license issued by the State of California, Department of Consumer Affairs, Board of Accountancy; (2) a Certified Internal Auditor (CIA) certification issued by the Institute of Internal Auditors; (3)a Certified Management Accountant(CMA)certification issued by the Institute of Management'Accountants; or (4) a Certified Government Financial Manager (CGFM) certification issued by the Association of Government Accountants. 28. Agriculture Department Differential: The classes of Supervising Weights and Measures Inspector (BWHA) and Deputy Agricultural Commissioner (BAHA) will 18 RESOLUTION NO. 2004/196 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 Suter of Weights and Measures License. 29. Anglogram jffere tlal: Employees in the classes of Chief Radiology Technologist (VBHB) and assistant Chief Radiology Technologist (118HC) 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. 30. Animal< Services Search Warrant: Employees in the Management classes of Deputy Director of Animal Services(BJDF)and Animal Services Lieutenant(BJHB) will be compensated for time spent in assisting law enforcement agencies in the serving of search warrants. The amount of special compensation per incident is one hundred dollars ($100) and it will continue to be equal to that paid to Animal ServicesOfficers for performing this drily. Only employees involved in actual entry teem activities will be so compensated. The department continues to retain the sole right to select and assign personnel to such search warrant duty. 31. Animal Serylces Uniform Allowance: The uniform allowance for employees in the Management classifications of Animal Services Lieutenant (BJHB) and deputy Director of Animal Services(BJDF)is eight hundred dollars($800)effective July 1, 2001, payable one-twelfth (1112) of the yearly total in monthly pay warrants. Any other increase In the Uniform Allowance,which may granted to Animal Services Officers while this Resolution is in effect, is granted to the Animal Services Management classes. 32. Attorney Flxed—Term Classes: A. The following Fixed—Term attorney classes are ineligible for the Management Benefits listed in (B) below. Deputy County Counsel"-Fixed Term (2EWD) Deputy District Attorney—Fixed Term (2KWD) Deputy District Attorney-Fixed Term Fiat Rate(2KWF) B. Excepted Benefits 1. Management two and one-half percent(2.5%) Longevity Pay Plan(Section 12). 2. Annual Management Administrative Leave(Section 14).; 3. Management Attorney Administrative Leave (Section 33). 4. Management Life Insurance(Section 15). 5. Management Long-Term Disability(Section 2.17). 6. Annual Vacation Buy-Back(Section 16). 7. Attorney Professional Development Reimbursement (Section 34) fifty percent (50%) of the eligibility its available on January '1 and fifty percent (50%)'is available on July 1. 19 RESOLUTION NO. 20041196 C. Employees in the Fixed-Term Attorney classes will be credited with forty (40) hours paid administrative leave each January 1, subject to the provisions of Section 14. 33. Attorney State Bar flues: The County will 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. 34. Attomey Management Administrattvsa Leave: A. On January 1111 of each year,full time unrepresented, management, and exempt attorneys in the Offices of the District Attorney, County Counsel, Public Defender, and Child Support Services, excluding fixed-term and contract attorneys, will be credited with eighty(80) hours of Management Administrative Leave. Management Administrative Leave must be used during the calendar year in which it is credited and any unused hours may not be carried forward. B. Attorneys appointed between January 111 and March 31$', inclusive, are eligible for eighty (80) hours of Management Administrative Leave on the first succeeding January 181 and annually thereafter. Attomeys appointed between April 181 and June 301', inclusive, are eligible for sixty(60)hours of Management Administrative Leave on the first succeeding January 161 and eighty (80) hours annually thereafter. Attorneys appointed between July 1s1 and September 301, inclusive, are eligible for forty(40)hours of Management Administrative Leave on the firstsucceeding January 18#and eighty(80) hours annually thereafter. Attorneys appointed between October I"and December 3181, inclusive,.are eligible for twenty(20) hours of Management Administrative Leave on the first succeeding January 1" and eighty (80) hours annually thereafter. C. Permanent part time attorneys are eligible for Management Administrative Leave on a prorated basis, based upon their position hours, beginning on January 1s' following their appointment and in the same proportion on each January 1s1 thereafter. Permanent-intermittent attomeys are not entitled to Management Administrative Leave. Any attorney on a leave of absence will have his/her Management Administrative Leave hours pro rated upon his/her return. D. Unrepresented, management, and exempt attorneys on the Overtime Exempt Exclusion List are authorized to receive overtime pay; therefore, their Management Administrative Leave will be reduced by 25% each time the attorney is on the List. The 25% reduction will be deducted from the employee's current leave balance, but if there is no balance, it will be deducted from future awarded Management Administrative Leave. 35. Attorney Professional Development Reimbursement: The County will reimburse employees in the below-listed Management attorney classifications up to a maximum of six hundred dollars ($600) each fiscal year for the following types of expenses: 20 RESOLUTION NO. 2004/196 A. Purchase of job-related computer hardware and software. B. Membership hues in legal professional associations. C. Purchase of legal publications. D. Training and travel costs for job-related educational courses. E. Legal on-fine computer services. Any unused accrual may be carried forward to the next fiscal year up to a maximum of eight hundred dollars ($800). The eligible classes are as follows. Assistant County Counsel Chief Trial Deputy Public Defender Assistant County Counsel-Exempt Deputy District Attorney-Basic Level* Assistant Public Defender Deputy District Attorney-Advanced Assistant Public Defender-Exempt Deputy District',Attorney-Fixed Term* Chief Deputy District Attorney-Exempt Deputy District Attorney-Fixed Term- Deputy County Counsel-Fixed Term* -Flat Rate* County Counsel Senior Deputy District Atty-Exempt Ass#. Chief Deputy District Atty-Exempt Supervising Attorney Child Support Civil Litigation Attorney-Deep Class Services Public Defender Attorney-Advanced Child Support Chief Asst. County Counsel-Exempt Services Deputy County Counsel-Deep Class Attorney- Basic Child Support Deputy County Counsel_I Services Senior Financial Counsel - Exempt Attorney- Entry Child Support District Attomey-Public Admin Services Chief Asst. Public Defender-Exempt *Prorated on a monthly basis 36. Assessor Edu ation DIf# rentlal: Employees in the Management classes of Principal Appraiser (DADC), Supervising Appraiser(DHHC), Supervising Auditor- Appraiser (DRNA), Assistant County Assessor (DASA) and Assistant County Assessor-Exempt (DAB!) is entitled to a salary differential of one and one-half percent(1.5%)of base monthly salary for possession of a certificaltion 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. Intermational Association of Assessing Officers Residential Evaluation Specialist. D. Society of Auditor-Appraiser Master Auditor-Appraiser designation. 21 RESOLUTION NO. 2004/196 .............. 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. 37. Assessor Mileage Reimbursement: Effective October 1, 1999, in lieu of additional mileage reimbursement, the salaries of the Supervising Appraiser and Supervising Auditor-Appraiser classifications are increased by one (1) level. Beginning January 1, 2000, mileage allowance for use of their personal vehicles on County business will be paid at the rate allowed by the Internal Revenue Service. 38. Budget Coordinator Pay: One (1) Senior Deputy County Administrator position designated by the County Administrator to serve as Budget Coordinator, is entitled to receive an additional one thousand dollars ($1000) per month. 39. District Attor-ney Investigator P.O.S.T.: Incumbents of the classes of District Attorney Lieutenant of Inspectors (6KNB), District Attorney Lieutenant of Inspectors—Welfare Fraud(6KWG)and District Attorney Chief of Inspectors—Exempt (6KDI) who possess the appropriate certificates beyond the minimum P.O.S.T. qualifications required in their class may qualify for one of the following career incentive allowances: A. A career incentive allowance of two and one-half percent(2.5%)of base monthly salary will be paid to DA Lieutenant of Inspectors and DA Lieutenant of Inspectors-Weifare Fraud for the possession of an Advanced P.O.S.T. certificate. This allowance will be paid to the DA Chief of Inspectors-Exern pt for possession of a Management and/or Executive P.O.S.T. Certificate. B. A career incentive allowance of five percent(5%)of base monthly salary will be paid to DA Lieutenant of Inspectors and DA Lieutenant of Inspectors—Welfare Fraud for possession of an Advanced P.O.S.T. certificate and an approved Baccalaureate Degree. This allowance Will be paid to the DA Chief of Inspectors for possession of a Management and/or Executive P.O.S.T. certificate and possession of an approved Baccalaureate Degree. C. A career incentive allowance of seven and one-half percent (7.5%) of base monthly salary will be paid to DA Lieutenant of Inspectors and DA Lieutenant of Inspectors—Welfare Fraud for the possession of an Advanced P.O.S.T. certificate and possession of an approved Master's Degree. This allowance will be paid to the DA Chief of Inspectors—Exempt for possession of an approv-d Management and/or Executive P.O.S.T. certificate and possession of an approved Masters Degree. No contining education is required in order to be entitled to any of the foregoing allowances. 40. Longevity Differential for District Attorney Law Enforcement Management: Sworn management personnel of the Contra Costa County District Attorney's Office in the classes listed below are eligible for a differential of five percent(5%) of base monthly salary on the following conditions: To be eligible for this differential, Sworn 22 RESOLUTION NO. 2004/196 ............ ............. 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). Eligible management classes are: District Attorney Chief of Inspectors—Exempt(6KD1) District Attorney Lieutenant of Inspectors (6KNB) Lieutenant of Inspectors—Welfare Fraud (6KWG) 41. Engln2er Continuing Education Allowance: Public `Works employees in the classifications of AssociateCivil' 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 (NA I),,Deputy Public Works Director-Transportation Engineering-Exempt(NAD9), Deputy Public Works Director—Transportation Engineering—Exem pt(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 one year Continuing Education Allowance of two and one-half percent(2.5%)of base monthly salary if they complete at least(60) fours of approved education or training or at least three (3) semester units of approved college credit or approved combination thereof, subject to the following conditions. A. The specific education or training must be submitted in writing by the employee to the Public Works Director or his designee prier to beginning the course work. B. The education or training must be reviewed and approved in advance by the Public Works Director or his designee as having a relationship to the technical or managerial responsibilities of the employee's current or potential County job classifications. C. Employees who qualify for this allowance do so for a period of only twelve(12) months, commencing on the first day of the month after proof of completion is received and approved by the Public Works Director or his designee. This allowance automatically terminates at the end of the twelve(12) month period. 42. Engineer Professional Development'Re►imb1 r,_sement: Engineering Managers will be allowed reimbursement for qualifying professional development expenses and professional engineering license fees required by the employee's classification up to a total of 'seven hundred dollars ($700) for each two ( ) 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. 23 RESOLUTION NO. 20041196 B. Registration fees for attendance at professional meetings, conferences and seminars. C. Books,journals and periodicals. D. Tuition and textbook reimbursement for accredited college or university classes. E. Professional license fees required by the employee's classification. F. Application and examination fees for registration as a professional engineer, architect or engineer-in-training. G. Certain job-related instruments, job-related computer hardware and software from a standardized County approved list or with Department Head approval, provided each Engineer complies with the provisions of the Computer Use and Security Policy adopted by the Board of Supervisors and the applicable manuals. 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 2004-2005 period,the expense must have been incurred during the period beginning January 1, 2004, through December 31, 2005. Individual professional development reimbursement requests require the approval of the Department Head. Reimbursement occurs through the regular demand process with demands being accompanied by proof of payment(copy of invoice or canceled check). 43. Engineer Structural Registration Differential: Incumbents of the management classes of Structural Engineer-Building Inspection (NESB), Senior Structural Engineer-Building Inspection(NEVE)and Supervising Structural Engineer-Building Inspection (FADB) employed in the County Building inspection Department who possess a valid Certificate of Authority to use the title "Structural Engineer" issued by the California State Board of Registration for Professional Engineers are entitled to receive a differential of five percent(5%)of the base monthly salary. 44. Library DARartment Holida g: 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. 45. Nursing Shift Coordinator Staff Nurse-Per Diem and Staff Advice Nurse-Per Diem Holiday Pay: Permanent part-time and permanent-intermittent employees in the classifications of Nursing Shift Coordinator, Staff Nurse - Per Diem and Staff Advice Nurse -'Per Diem, who work on a holiday are entitled to receive their choice of overtime pay or compensatory time credit for all hours worked, up to a maximum of eight (8) hours. Limited term employees in the classifications of Nursing Shift Coordinator, Staff Nurse - Per Diem and Staff Advice Nurse- Per Diem, who work 24 RESOLUTION NO. 2004/196 a holiday will be compensated at one and cine-half(1.5)times the hourly rate for all hours worked, up to a maximum of eight(8) hours. 46. Planner!ii ! nvlronmen ai annex Assignment t lff_entl t: 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 with major political and/or financial Impact, Differentials became effective on the first of the month following the month approved, and terminate on the last clay of the month in which the assignment is completed, unless terminated earlier by the Department Head. All differentialassignments will be reviewed on July 1 of each year to determine what level of differential, if any, will continue to be paid. 47. Podlatrists / t'3nt2Metrlsts Unrlpresented 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(VP'S1)are also eligible for the following benefits: Educational Leave. Each permanent full-time employee with at least one(1)year of service are entitled to five (5) days leave with pay each year to attend courses, institutions, workshops or classes which meet requirements for American Medical Association Category One Continuing Medical Education. Requests must be submitted for approval in advance to the Medical director and Service Chief. Permanent part-time employees are entitled to educational leave under this section on a prorated basis. Long--Term Disability Insurance: The County will continue in force the Long-"term Disability Insurance program with a replacement limit of eighty-five percent(85%)of total monthly base earnings reduced by any deductible benefits.' Malpractice Coverage. The County will provide coverage under the Continuing Practice Physician's Insurance Plan. 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 'I of each calendar year. Balances not used will be returned to zero (a) at the end of each year. 48. Real PrnPeY AgentAdvanced Certificate t3iffereintlal: Employees in the management classes of Assessor (DAM), Assistant County;Assessor (DAB1), Lease Manager(D YDB),Principal Real Property Agent(DYDA)and Supervising Real Property Agent(DYNA)are entitled to receive a monthly differential in the amount of five percent (5%) of base monthly salary for possession of a valid Senior Member Certificate issued by the International Executive Committee of the International Right of Way Association. Verification of eligibility will be by the Department Head or his/her designee. Eligibility for receipt of the differential begins on the first day of the month following the month in which eligibility 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 25 RESOLUTION NO. 2004/196 .................. ............. 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. 49. Sheriff a Sworn Management P.O.S.T.: Incumbents of the classes of Sheriff- Coroner(6XAI),Undersheriff—Exempt(6XB4)and Commander—Exempt(6XD 1)who possess the appropriate certificates beyond the minimum P.O.S.T. qualifications required in their class may qualify for one of the following career incentive allowances: A. A career incentive allowance of two and one-half percent(2.5010) monthly base pay will be awarded for the possession of a Management and/or Executive P.O.S.T. Certificate and possession of an approved Baccalaureate Degree. B. A career allowance of five percent(5%)monthly base pay will be awarded for the possession of a Management and/or Executive P.O.S.T. Certificate and possession of an approved Masters Degree. 50. Sheriff's Continuing Education Allowance: Sheriff's Department employees in the classes of Sheriffs Fiscal Offlcer(64SJ),Sheriff s Chief of Management Services (APDL),Sheriff's Communication Director-Dispatch Services(64GA),Administrative Services Assistant III(APTA),and Sheriff s Property and Evidence Manager(64 H R) are eligible to receive a two and one-half percent (2.5010) 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 leastthree(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. 51. Sheriffs Emergency Services Standby Differential: Employees in the classes of Emergency Planning Specialist—Exempt (9GS1), Emergency Planning Coordinator (9GSA), Senior Emergency Planning Coordinator(9GWB)and County Emergency Services Manager (9GGA) who perform standby duty of the Office of Emergency Services at least one(1)week per month, are entitled to receive a differential in the amount of two and one-half percent(2.5%)of base monthly salary. 52. Longevity Differential for Sheriffs Law Enforcement Management: Sworn management personnel of the Contra Costa County Sheriff's Office in the classes listed below are eligible for a differential of five percent(5%) of base monthly salary 26 RESOLUTION NO, 2004/196 ......... ............ .................. upon completion of fifteen (15) years of County service as a full-time, permanent swam law enforcement officer. Eligible management classes are: Sheriff-Coroner(6XA1) Undersheriff(6X4B) Commander(6XD 1) 53. Sheriffs Uniform Allowance: The Sheriff-Comner< (6XA1) and non-sworn management employees in the Sheriff-Coroner's Department will be paid a uniform allowance in the amount of eight hundred dollars ($800) per year effective July 1, 2001, payable one-twelfth (1/12) of the yearly total`in monthly pay warrants. The management employees eligible for this uniform allowance are. Sheriff's Fiscal Officer (64SJ'), Sheriff's Chief of Management Services (APDL), Sheriff's Communication Director-Dispatch Services(64GA,Sheriff s Administrative Assistant Ill (ADTA), Sheriff's Director of Support Services (6AFE), Sheriffs Director of Food Services(6AFF),Records Bureau Manager(64HE)and Manager-Central ID Services (648), 54. P of signal, aevelo menu t7ifFsren ial for, Tre'' rer Tac Collector Mian gement Closes: Incumbents of the following listed classifications in the Treasurer-Tax Collector's Department are eligible to receive a monthly differential equivalent to five percent(5%)of base salary for possession of at least one(1)of the following 'specified professional certifications and for completion of required continuing education requirements associated with the individual certifications. Verification of eligibility for any such differential must be in writing;by the Treasurer- Tax Collector or his/her designee. Under this program, no employee may receive more than a single five percent (5%) differential at one time irrespective of the number of certificates held.' Eligible classes 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(SSSD) Tax Operations Supervisor(S5H'C) 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.) 55. Public WQdSs M Intenance Managers c edui d Dg Off: When a holiday falls on a Friday that is a regularly scheduled day off for Public Works field maintenance employees and those employees take the next Monday off as their regularly scheduled day off pursuant to their Memorandum of Understanding,the Public Works Maintenance Supervisors (PSHB), Public Works Maintenance Superintendents (PSGA),Public Works Maintenance Coordinators(PSSD),Vegetation Management Supervisors (GPHG), and Public Works Field' Operations Managers (PSI=B) who supervise,oversee,or support those employees,must also take the next Monday off as their regularly scheduled day off, or they lose the day off. 27 RESOLUTION NO. 2004/196 56. Public Works Emergency Work Differential: Employees in the, classifications of Public Works Maintenance Supervisor (PSHB), Public Works Maintenance Superintendent(PSGA), and Vegetation Management Supervisor(GPHG)who are required by the Public Works Director or his designee to work in response to an ilemergency," will be compensated at the rate of one (1.00)times their base rate of pay(excluding differentials)for authorized work performed in excess of their regularly scheduled work day or work week. 57. Public Works Seasonal Construction Differential:Employees in theclassifications of Public Works Maintenance Supervisor (PSHB), Public Works Maintenance Superintendent(PSGA), and Vegetation Management Supervisor(GPHG)who are scheduled by the Public Works Director or his designee to work during the "construction season,"will be compensated at the rate of one(1.00)times.their base rate of pay (excluding differentials) for all authorized work performed in excess of their regularly scheduled work day or work week. 58. Public WorksMaintenanceManagers Education Allowance: Employees in the classifications of Public Works Field Operations Manager (PSFB), Public Works Maintenance Superintendent (PSGA), Public Works Maintenance Supervisor (PSHB), Vegetation Management Supervisor (GPHG), and Public Works Maintenance Coordinator (PSSD) are eligible to receive a one year Continuing Education Allowance of two and one half percent (2.5%) of base monthly salary if they complete at least sixty(60) hours of approved education or training or at least three(3)semester units of approved college credit or approved combination thereof, subject to the following conditions: 1. The specific education or training must be submitted in writing by the employee to the Public Works Director or his designee prior to beginning the course work. 2. 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. 3. Employees who qualify for this allowance do so for a period of only twelve (12) months, commencing on the first day of the month after proof of completion of course work is received and approved by the Public Works Director or his designee. This allowance automatically terminates at the end of the twelve(12) month period. - 59. Certified Elections/Registration Administrator Certification Differential: Incumbents in the classification of Clerk Recorder (ALAI) are entitled to receive a monthly differential in the amount of five percent (5%) of base monthly salary for possession of a valid Certified Elections/Registration Administrator Certificate issued by The Election Center- Professional Education Program. Verification of eligibility is by the County Administrator or designee. Eligibility for receipt of the differential begins on the first day of the month following the month in which the County Administrator verifies eligibility. 28 RESOLUTION NO. 2004/196 ............ .......... .............. CO. Staff NuMe, - Per Diem Per Olem Oy !rne a and St Nurse art -Y Employees in the classifications of Staff Nurse-Per Diem,Staff Advice Nurse-Per Diem,who are unrepresented and paid on an hourly basis will be compensated at the rate of one and one- half(1.5) times their base rate of pay(excluding differentials)for authotized:work in excess of eight (8) hours in a day. I hereby certify that this Is a true.and correct copy of an action taken and entered on the rWnotes of the Board of Superv(sors on the date shown. ATTE Ir JOHN SYVEN/Clerk of thellBoard of Supervtsors and County A MI Istrator By Deputy 29 RESOLUTION NO. 2004/196 EXHIBIT A Job e Description SHWA ACCOUNTANTI SAVA ACCOUNTANT II SATA ACCOUNTANT Ill SAV3 ACCOUNTANT III-PROD SAV2 ACCOUNTANT II-PROJECT 3AGB ACQUISITIONS LIBRARIAN 8FA1 ACTING INTERIM CHIEF OF FECES 2BD1 JADMIN OF FAMILY/INVEST SVCS APIA ADMINISTRATIVE AIDE-DEEP CLASS AP73 1ADMINISTRATIVE,AIME-PROJECT APWA JADMINISTRATIVE ANALYST APW2 ADMINISTRATIVE ANALYST-PROJECT APDG ADMINISTRATIVE COORDINATR AP9A ADMINISTRATIVE INTERN-DEEP CLA APDB ADMINISTRATIVE SERVICES OFCR ADSG ADMINISTRATIVE SUPPORT ASST APVA JADMINISTRATIVE SVCS ASST I1 APTA ADMINSTRATIVE SVCS ASST III AJDB AFFIRMATIVE ACTION OFFICER V9HH AFTER SCHOOL PROGRAM SUPV BAA1 AG COMM-DIR/WEIGHT&MEAS XQVB AGING&ADULT SVCS SR STAFF AS XQWC AGING &ADULT SVCS STAFF ASST XQD2 AGING/ADULT SERVICES DIRECTOR- V7DB JAIDS PROGRAM DIRECTOR 9BSB JAIRPORT ENVIRON &COM REL OFF VHD1 ALCOHOL/OTHER DRUG SVCS D1R-EX VADB AMBULATORY CARE ADMIN VWHJ AMBULATORY CARE CLIN SUPV VAHC AMBULATORY CARE REG MGR BJHC ANIMAL CENTER OPERATIONS SUPV BKS1 ANIMAL CLINIC VETERINARIAN BJHB ANIMAL SERVICES LIEUTENANT BJ SS ANIMAL SERVICES VOLUNTEER COOR BJSR ANIMAL SVCS PUBLIC EDUC COORD AD91 APPEALS OFFICER XQGD AREA AGENCY ON AGING PRGM MGR DAA1 ASSESSOR JJNG ASSESSOR'S CLER STAFF MGR APSF ASSESSOR'S CUSTOMER SERV COOR GFHF ASSISTANT BUILDING MAINT MGR 64BA ASSISTANT CHIEF PUBLIC SVC OFC VIHA ASSISTANT CHIEF, CARD SUPP SRV VHGF ASSISTANT CLINICAL LAB MANAGER LAHE ASSISTANT CLK RCDR DP MANAGER AGA2 ASSISTANT CO ADM-DIR HUMAN RES __-_- SAB1 ASSISTANT CO AUDITOR CONTROLLE ADB4 ASSISTANT COUNTY ADMINISTRATOR DABA ASSISTANT COUNTY ASSESSOR DAB1 ASSISTANT COUNTY ASSESSOR-EXEM 2ED1 ASSISTANT COUNTY COUNSEL-EX 6/11/2004 Page 1 EXHIBIT A 3ABA ASSISTANT COUNTY LIBRARIAN 3AB1 ASSISTANT COUNTY LIBRARIAN-EXE ALB3 ASSISTANT COUNTY RECORDER-EXMP ALB1 ASSISTANT COUNTY REGISTRAR-EX NSGA ASSISTANT COUNTY SURVEYOR S5DF ASSISTANT COUNTY TAX COLLECTOR S5B4 ASSISTANT COUNTY TREASURER-EXE GKGC ASSISTANT CUSTODIAL MANAGER VBHC ASSISTANT DIAGNOSTIC IMAG MNGR' A9KA ASSISTANT DIR OF COMMUNITY SVS 9HNA ASSISTANT DIRECTOR OF AIRPORTS VCB1 ASSISTANT DIRECTOR OF HLTH SVC AGBI ASSISTANT DIRECTOR OF HR-EXEMP VYSC ASSISTANT DIRECTOR PHARMACY SV 1 KDC ASSISTANT DIRECTOR-NUTRIT SVCS V5HQ ASSISTANT DIR--REHAB THER SVCS 1WGC ASSISTANT ENVIR SVCS MANAGER VCSH ASSISTANT FACILITIES MGR RPBA ASSISTANT FIRE CHIEF GROUP I RPB1 ASSISTANT FIRE.CHIEF-EXEMPT PMGC ASSISTANT FLEET MANAGER VCGC ASSISTANT HEALTH SVC SYS DIR DYNB JASSISTANT LEASE MANAGER VCHF ASSISTANT MATERIEL MANAGER XASG ASSISTANT PROPERTIES TRUST OFC 25032 ASSISTANT PUBLIC DEFENDER-EXEM A1B1 ASSISTANT RETIREMENT ADMIN EX AJDP ASSISTANT RISK MANAGER 6XB2 ASSISTANT SHERIFF 6XB1 ASSISTANT SHERIFF-CHF EXE ASST ARBA ASSISTANT TO THE COUNTY ADMIN UCSD ASSISTANT TO THE HLTH SVCS DIR NEVA ASSOC CAPITAL FAC PROJ MANAGED' VCDA ASSOC HOSP EXEC DIR-PAT CARE NKVC ASSOCIATE CIVIL ENGINEER NSHB> ASSOCIATE COUNTY SURVEYOR VCS1 ASSOCIATE DIRECTOR HS-EXEMPT WHA ASSOCIATE TRAFFIC ENGINEER 2KD3 ASST DISTRICT ATTORNEY-EXEMPT 28S9 ASST FAMILY LAW FACILITATOR-P 29TA ATTORNEY ADVANCE-CHLD SPPT SVC 29VA ATTORNEY BASIC-CHILD SPPT SVCS 29WA ATTORNEY ENTRY-CHILD SPPT SVCS APDH AUD CDNTR BUSINESS&SYS M'NGR SFWA AUDITOR 1 SFVA AUDITOR 11 SFTA AUDITOR III SAA1 AUDITOR:CONTROLLER ADA1 BD OF SUPERVISOR"-MEMBER J994 BD OF SUPVR ASSIST-SPEC J995 BD OF SUPVR ASST-CHIEF ASST J992 BD OF SUPVR ASST-GEN OFF 5/11/2004 Page 2 ...................................... ..................................... ..................... EXHIBIT A 993 BD O�FE UPVR ASST-GEN SECT M V9HD ?NSICAL EQUIPMENT MNGR VHSC BORN FREE CLINIC COORD vHHE BORN FREE PROD SUPV ADSF BUDGET AND PROJECTS COORD ADSA BUDGET SYSTEM ADMINISTRATOR ADSC BUDGET TECHNICIAN FADC BUILD INSP SPEC; PROG COOK GFDD BUILDING AND GROUNDS MGR GFDE BUILDING MAINTENANCE MANAGER X7SC BUSINESS SVCS REPRESENTATIVE LTWK BUSINESS SYSTEMS ANALYST LTNE BUSINESS SYSTEMS MANAGER STWA BUYER I STTA BUYER II AD03 C C T V PROD SPEC-PRJ VBGC CALIF CHILD SVCS FROG ADMIN ADSE CAPITAL FACILITIES ADMIN ADT2 CAPITAL FACILITIES ANYL-P NEGI CAPITAL PROJECTS DIV MGR-EX Qom CARE MANAGEMENT ADMINISTRATOR X7SB CAREER CENTER COORDINATOR 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 CENTRAL SERVICES SUPERVISOR BADA CHF DEP AGRI COOM-R BWDA CHF DEP SEALER W/M LTAI CHF INFO OFFIDIR OF INFO TECH'' 6NNA CHF jNvsTGR-PUBLIC DEF 25DB CHF TRIAL DEPUTY PUB DEF SAGC CHIEF ACCOUNTANT BJDB CHIEF ANIMAL CONTROL SUPV ...... ADBI CHIEF ASSISTANT COUNTY ADMIN CHIEF ASSISTANT COUNTY COUNSEL SMBA CHIEF ASSISTANT DIRECTORICSS 25DI CHIEF ASSISTANT PUBLIC DEF SMBI CHIEF ASST DIRECTOR OF CSS-EX 2KD2 CHIEF ASST DISTRICT ATTORNEY-E 2AB4 (;Hit:t-ASST EXEC OFFICER-SUP CT SFDB CHIEF AUDITOR JJDA CHIEF CLERK-BOARD OF SUPV 6XB3 CHIEF DEP SHERIFF- EXPT S5B2 CHIEF DEP TRF-ASURE/TAX,COLL-EX BABB CHIEF RIC COMWSEALERg 7ADC CHIEF DEPUTY PROBATION OFFICER AXDl CHIEF DEPUTY PUBL ADMIN-EXEMPT AXDC CHIEF DEPUTY PUBLIC ADMIN VCB3 CHIEF EXECUTEVE OFFICER-CCHP-E Page 3 5/11/2004 ............................ ......... ... EXHIBIT A S5BC ICHIEF INVESTMENT OFFICER V5GE CHIEF PED.THERAPIST PSI°A CHIEF PUB WKS MTCE SUPT 64ND CHIEF PUBLIC SERVICE OFCR GWGA CHIEF STATIONARY ENGINEER VILA CHIEF, CARDIO SUPPORT SERVICES FADG CHIEF, PROPERTY CONSERVATION VBGB CHILD FILTH&DIS PROD MANAGER 9JS2 CHILD NUTRT DIV NUTRI-PRJ 9JS3 ICHILD NUTRT FOOD OPER SUPV-PRJ APSE. CHILD SPPRT BUSINESS SVCS MNGR 2Y7C CHILD SPPRT SVCS ATTRNY ASST SMDA CHILD SUPPORT SERVICES MANAGER SMNA CHILD SUPPORT SUPERVISOR LTWJ ICHILD SUPPT INFO SYS ANALYST XAD5 ICHILDREN AND FAMILY SVCS DIR-E VMHC CHRON DIS& ENV PROD MGR 2ETG CIVIL LIT ATTY-ADVANCED 2ETE CIVIL LIT ATTY-BASIC LVL 2ETE CIVIL LIT ATTY-STANDARD JPHD CIVIL OPER SUPV ALAI CLERK RECORDER VFSA CLINICAL LAB SUPPORT TECH VHFA CLINICAL LABORATORY MANAGER LAND CLK-REC DATA PROC MANAGER SMHA COLLECTIONS SERVICES MGR JJH8 COMM SVCS DEPT OFFICE MNGR PRJ 9KA1 ICOMM SVCS DIRECTOR-EXEMPT 9J71 ICOMM'SVCS PERSONNEL TECH 64NE JCOMM WARNING SYSTEM MANAGER VMHB I COMM WELL&PRE'V PRO DIR 6XD1 COMMANDER-EXEMPT V7DA ICOMMUNICABLE DIS PRM CHF APSA ICOMMUNITY SVCS FISCAL OFFICER LAWE ICOMP AID DRAFT&DES PRGM LAVID ICOMP AID DRF &IBES PRC It NPHD ICOMPUTER MAPPING SERVICES MGR' LKVA I COMPUTER OPERATIONS ANALYST LKGA ICOMPUTER OPERATIONS MANAGER LKHA ICOMPUTER OPERATIONS SUPERVISOR VQHM CONSERVATORSHIP PROG SUPV VQDL CONSV/GRD PROC MGR VQGC ICONTINUING CARE PRG CHF ADTF CONTRACT COMPLIANCESPEC XQHD CONTRACTS &GRANTS ADM XQHE CONTRACTS ADMINISTRATOR XQWA CONTRACTS AND GRANTS SPLST I XQTA CONTRACTS/GRNTS SPLST II ADA2 COUNTY ADMINISTRATOR 2EA1 COUNTY COUNSEL 9GD2 COUNTY EMERGENCY SVCS DIR VCI32' COUNTY HOSP EXEC DIR--EXEM ---- 5/11/2004 Page 4 .......... ... ................ . ......... ......... ..._...__ ......__ ................................................................... .. EXHIBIT A 3AAA COUNTY LIBRARIAN 7AAA COUNTY PROBATION OFFICER 7AA1 COUNTY PROBATION OFFICER-EX ALBD COUNTY RECORDS MANAGER AJDK COUNTY SAFETY OFFICER 96A1 COUNTY VETERANS'SERVICES OFF. XAA2 COUNTY WELFARE DIRECTOR-EXEMPT 2CS3 COURT ACCOUNTANT 2CV6 COURT ADMIN CLERK III-TEMPORAR 2CW8 COURT ADMIN CLERK 11-TEMPORARY J3S3COURT ADMINISTRATIVE ASST i-EX J3S4 COURT ADMINISTRATIVE ASST 11-E 2AN2 COURT CHIEF FINANCIAL OFFICER 2CV7 COURT CLERK III-TEMPORARY 2CW9 ICOURT CLERK 11-TEMPORARY 2CW4 COURT CLERK I-TEMPORARY 2CT6 COURT CLERK IV-TEMPORARY 2RSO COURT COMMISSIONER 2RS3 COURT COMMISSIONER-EXEMPT 2AN4 COURT FACILITIES MANAGER 2AH1 COURT FISCAL SERVICES COORD-EX 2AH2 COURT FISCAL SERVICES MANAGER 2BW6 COURT HUMAN RESOURCE ANALYST-E 2CW3 COURT HUMAN RESOURCES CLERIC I 2CW7 COURT HUMAN RESOURCES CLERK II 2CT3 COURT HUMAN RESOURCES CLERK IV 2CV3 COURT HUMAN RESOURCES CLK III 2AS9 COURT HUMAN RESOURCES DIRECTOR 2AH3 COURT HUMAN RESOURCES MANAGER LTW4 COURT INFO SYS TECH ASST-EX 2BS6 COURT INFO SYS TECHNICIAN 11 LTN3 COURT INFORMATION OFFICER-EX 2BV1 COURT INFORMATION SYS TECH i JQS5 COURT INFORMATION TECH MNGR 2BW1 COURT INTERPRETER PRO TEM/FULL 2BW7 COURT INTERPRETER PRO TEMIHALF 2BW4 COURT INVESTIGATOR-TEMPORARY 29TB COURT LEAD LEGAL RESEARCH ATTY 29WB COURT LEGAL RESEARCH ATTORNEY 29W1 COURT LEGAL RESEARCH ATTRNY-PR JPS3 COURT REPORTER PER DIEM 2BT6 COURT SENIOR H R ANALYST-EXEMP 2AB7 COURT SERVICES COORD-EXEM 2AB8 COURT SERVICES COORDINATOR-PRO 2AB6 COURT SERVICES MANAGER-EX 2AT1 COURT STAFF DEVEL SPECIALIST-E 2BW5 COURT SUPPORT SVCS ASST-E 29H3 COURT SUPV LEGAL RESEARCH ATTY 2AD1 COURT SVC ADMN-EXEMPT-LEVEL A 2AD2 COURT SVCS ADMIN-EX-LVL B 2CS4 COURTROOM CLERK 11-TEMPORARY 2BD2 CT DIRECTOR OF INFO TECHNOLOGY 5/11/2004 Page 5 EXHIBIT A' GKDC CUSTODIAL MANAGER GKHC CUSTODIAL SERVICES SUPERVISOR 2Y78 DA ATTORNEY ASSISTANT LWSA DATABASE ADMINISTRATOR JJHD DEF'CLK-BD OF SUPV. SAFE CEP CO LIBRARIAN-PUBLIC SVCS 3AFG DEP CTY LIBRARIAN-SUPPORT SVCS 5AH2 DEP DIR COM DEV-TRNS-EX LWS1 DEP DIR/CHIEF INFO?SEC OFF-EX VCDE DEP DIR/ENV HLTH-HAZ MAT 5AB2 DEP DIR-COMM DEV-CUR-EXPT VCD2 DEP EX DIR-CC HLTH PL-EX 2AF1 DEP EXEC OFFCR-SUP COURT-EXMPT BWHA DEP SEALER OF WEIGHT&MEASURE 6XW1 DEP SPEC CO SVC AREA P-1 JJGA DEPARTMENT OFFICE MANAGER SAHC DEPARTMENTAL ACCOUNTANT ARDB DEPARTMENTAL PERSONNEL OFFICER XQSJ DEPT PERS COMPUTER COORD ADSH DEPTL COMM &MEDIA REL COORD BAHA DEPUTY AGRICULTURE COMMR LTD2 DEPUTY CIO-GIS-EXEMPT ADDG DEPUTY COUNTY ADMINISTRATOR 2EWA DEPUTY COUNTY COUNSEL I 2EWB DEPUTY COUNTY COUNSEL SML CLMS 2ETK DEPUTY COUNTY COUNSEL-ADV 2ETH DEPUTY COUNTY COUNSEL-8ASIC' EWD IDEPUTY COUNTY COUNSEL-FT 2ETJ DEPUTY COUNTY COUNSEL-STANDARD LTDA DE=PUTY DIR/INFO TECHNOLOGY LT01 IDEPUTY DIR/INFO TECHNOLOGY-EXE V4DE DEPUTY DIRECTOR ENV HLTH BJDF DEPUTY DIRECTOR OF ANIMAL SVCS ZKTG DEPUTY DISTRICT ATTORNEY-ADV 2KTF DEPUTY DISTRICT ATTORNEY-BASIC KWD DEPUTY DISTRICT ATTORNEY-FT 2KWF JDFPUTY DISTRICT ATTORNEY-FT-FL NAD8 IDEPUTY GENERAL SVCS DIRECTOR/E AXFA IDEPUTY PUBLIC ADMNSTR NADO IDEPUTY PUBLIC WORKS DIRECTOR-E 6XW3 DEPUTY SHERIFF RESERVE-EXEMPT 6XWC DEPUTY SHERIFF-PER DIEM VBGA DEVELOPMENTAL CENTER DLR VSHH DEVELOPMENTAL PROGRM SUPV V8HB DIAGNOSTIC IMAGING MANAGER VRG1 DIR MKTG/MEM SVCS & PR-CCHP EX VLD2 DIR OF HAZARDOUS MATERIAL=S PRG ADSH DIR,OFFICE OF COMM &MEDIA 9BD1 DIRECTOR OF AIRPORTS 29H4 - DIRECTOR OF ALT DIS RES P VWDC DIRECTOR OF AMBULATORY CARE NS BJAI DIRECTOR OF ANIMAL SERV 5111/2004 Page 6 ............................. ............................ ....................... EXHIBIT A FAAl DIRECTOR OF BLDG INSPECTION-EX SMAI DIRECTOR OF CHILD-SUPPORT SVCS CTC 5AA1 DIRECTOR OF COMMUNITY DEVLPMNT CTC V4D1 DIRECTOR OF ENVIR HLTH SV FX C VCFA DIRECTOR OF FAMLY. M &-CH NAA2 1DIRECTOR OF GENERAL SERVICESE VCAI DIRECTOR OF HEALTH SERVICES VNDB DIRECTOR OF HLTH INFOIRISK MNG ADDF DIRECTOR OF JUSTICE SYST PROG VPS4 DIRECTOR OF MED STAFF AFF F 1 KDB DIRECTOR OF NUTRITIONAL SVCS VYDC IDIRECTOR OF PHARMACY SERVICES VWDD IDIRECTOR OF PSYCH NURSING SVCS VWSE JDIRECTOR OF QUALITY MANAGEMENT 5ABI IDIRECTOR OF REDEVEL-EXEMPT V5GH DIRECTOR OF REHAB THERAPY SVCS smol DIRECTOR OF REVENUE COLLECTION VWDB DIRECTOR, HOSPITAL NURSING SVC DIRECTOR C T T DIRECTOR, FREH 1 0 0 V OR OF REVENUE I OR' HOSP'T' E AJDM DIRECTOR, ORG, DEV TRAINING VODA DIRECTOR,PH LAB SERVICES VVGS DIRECTOR, PUB HLTH CLINIC SVCS ATC DISABILITY BENEFITS COORD 2RS7 DISCOVERY REFEREE 6KNB DISTRICT ATTNY LIEUT OF INSP JJHG DISTRICT ATTORNEY OFFICE MGR 2KA I DISTRICT ATTORNEWPUBLIC ADMIN APDD DISTRICT ATTY CHF OF ADM SVCS 6KD1 DISTRICT ATTY CHIEF OF INSP-EX JJGE DISTRICT ATTY MGR OF LAW OFCS J3T7 DISTRICT ATTY PROG ASST-EXEMP AROC DIVERSITY V SERVICES COORDINATOR NPHC DRAFTING SERVICES MANAGER MPGA DRAFTING SVCS COORDINATOR VHDA DRUG ABUSE PROGRAM CHIEF VHGD DRUG ABUSE PROGRAM 5UFV VQNI DUAL DIAD. PROG.COORD-PJ XASJ EHS CHIEF FINANCIAL OFFICER XAD6 EHS DIRECTOR OF ADMIN-EXEMPT XADD EHS DIVISION MANAGER X761 EHS WORKFORCE©EV YOUTH TRN-PJ X762 EHS WORKFORCE DEV YOUTH WKR-PJ XQS3 EHSD PROG INTEGRITY ASST-PROD XQH3 EHSD PROG INTEGRITY COORD-PRO,! ALHB ELECTION PROCESSING SUPERVISOR 9GSA EMERG PLNG COORD 9GS1 EMERGENCY PLANNING SPEC-EX 9GGA EMERGENCY SERVICES MANAGER AJDL EMPLOYEE BENEFITSMANAGER AG SC EMPLOYEE BENEFITS SPECIALIST AJHA EMPLOYEE BENEFITS SPRVSOR AJVC EMPLOYEE REHAB COUNSELOR XQNA EMPLOYMENT KRUMAN SVC FAC MGR Page 7 5/11/2004 ............. ...... EXH'I'BIT A AV71 JEMPLOYMENTIHUMAN SVCS WKR TRNE VBSC JEMS DIRECTOR VBHB EMS PROGRAM COORDINATOR NSHC ENG TECH SUPV-MATS TSTt NSHE ENGINEERING TECHNICIAN SUPV CO NSHD ENGINEERING TECHNICIAN SUPV LS NBHB ENGINEERING TECHNICIAN SUPV TR 5ATC ENVIRONMENTAL PLANNER 1 WDB ENVIRONMENTAL SERVICES MGR 1 WHB ENVIRONMENTAL SVCS SUP 9KTA EOP SPLST 1 XQSB JEX AST/DEV DISK COUNCIL AJWA IEXAK41NATION PROCTOR XQSL JEXEC ASSIST-PUBLICIENVIR J3H2 EXEC ASST TO THE CO ADMINIS-EX J3HA EXEC ASST TO THE CO ADMINISTR XDS1 EXEC ASSTIHAZ MAT COMM J3T6 EXEC.SECTY1 MERIT BOARD 2AA2 EXECUTIVE OFFICER-SUPERIOR CT J3TJ EXECUTIVE SECRETARY J3T5 EXECUTIVE SECRETARYIEXEMPT VPS2 JEXEMPT MECO STF PODIATRIST VPS3 I EXIVIPT MED STF OPTOMETRIST VCDC JFACILITIES MANAGER GFHE 1FACILITIES TRADES SUPV 9MW8 FACS ASST DISBIMH MGR-PROJECT 9MS7 FACS ASST FAM ADVOCACY MGR-PR 2RB3 IFAMILY LAW FACILITATOR-EX JJNH IFAMILY SUPPORT OFFICE MGR RRPA1 FIRE CHIEF-CONTRA COSTA 8FA2 FIRE CHIEF-EAST CCFPD REDS FIRE DIST TELECOMM MANAGER P2NC FIRE DISTRICT APPARATUS MNGR APDE FIRE DISTRICT CHIEFIADMIN SVCS GFDF FIRE DISTRICT FACILITIES MGR SBSF FIRE DISTRICT FISCAL SPECIALST LTNC FIRE DISTRICT INFO SYST MANGR RWSD FIRE EMS QUALITY IMPR COORD RJGA FIRE MARSHAL RWHA IFIRE TRAINING CHIEF 8FH1 I FIRE TRAINING SUPERVISOR-ECCFP 8F81 IFIRST ASSISTANT FIRE CHIEF-ECC 8FB4 IFIRST ASSISTANT FIRE CHIEF-ECC PMFB IFLEET MANAGER PMHC IFLEET SERVICE CENTER SUPV 9MD2 JFMLYICHILD 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 9MS2 FMLY/CHILD SVC SP NEED/MH MG-P 9MDl jFMLYlCHILD SVC/HS DIV DIR-P XHS1 GENERAL ASSISTANCE HEAR REP-PR 5/11/2004 Page 8 EXHIBIT A APSE JGENERAL SERVICES FISCAL OFFC GFSA GENERAL SVCS FACILITIES SUPVR GPHH GROUNDS MAINTENANCE SUPV GPDE GROUNDS MANAGER V4HD HAZARD WASTE REDUCTION MG VCGE HEALTH PLAN BUSINESS SVCS MNGR V9HG HEALTH PLAN PATIENT SVCS SUPV VYSE HEALTH PLAN PHARMACY MANAGER VCHB HEALTH PLAN SALES MANAGER VCFB HEALTH SERVICES INFO TECH SUPV VCDF HEALTH SERVICES SYSTEMS DIR LPTA HEALTH SRVCS INFO SYS PROG/ANL VCNC HEALTH SVC ADMISSIONS MGR VANF HEALTH SVCS ADMIN-LEVEL A VANG 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 VC53 HLTH PLN SVCS ASST-EX VCTB HLTH SERVICES ACCOUNTANT VCDD HLTH SVC DIR/PLNG&PAC LKFA HLTH SVC INFO SYS OPERTNS MGR VCXC lHLTH SVC PLNR/EVAL-LVL A VCXD HLTH SVC PLNWEVAL-LVL B VBSM HLTH SVCS EMERG PREP MGR LTTC HLTH SVCS INFO SYSTEMS SPEC VASE HLTH SVCS PLAN/EVAL DIRECTOR VCTA HLTH SVCS REIM ACCOUNTANT XQSM HLTH SVCS SPECIAL PROJECTS ADM . VVFC HOME HEALTH AGENCY DIR VVHB HOME HEALTH NURSING SUPVR V9SD HOMELESS SERVICES SPECIALIST VBHE HOMELESS SVC PROG MANAGER FAHB HOUSING REHABILITATION COORD AGVE HUMAN RESOURCES ANALYST I AGVC HUMAN RESOURCES ANALYST It AGSE HUMAN RESOURCES MGMT SYS COORD AGSD HUMAN RESOURCES PROGRAM COORD ACDF HUMAN RESOURCES PROJECT MNGR AG7B HUMAN RESOURCES TECHNICIAN AG71 HUMAN RESOURCES TECHNICIAN-PRO N9SB HYDROLOGIST VWSF INFECTION CONTROL COORD LP7A INFO SYS PROGIANALYST TRAINEE LPWA INFO SYS PROGRAMMER/ANALYST I LPVA INFO SYS PR,OGiUAMMER/ANALYST II LPNB INFO SYS PROGRAMMER/ANALYST EV LPTB INFO SYS PROGRAMMER/ANLYST III LTWC INFO SYSTEMS TECHNICIAN LNC INFO SYSTEMS TECHNICIAN It Page 9 5/11/2004 EXHIBIT A LBSB INFO TECH PROJECT MANAGER LWTA INFORMATION SYSTEMSAUDITOR LINA INFORMATION SYSTEMS'MANAGER I LTNB INFORMATION SYSTEMS:'MANAGER It LPNA INFORMATION SYSTEMS PROJ MGR 7KGA INSTITUTIONAL SUPERVISOR II AJWC INSURANCE ANALYST I AJVB INSURANCE ANALYST II VTWB INTERIM PERMIT NURSE 2RA1 .JUDGE, SUPERIOR'CT-GPIII 8RA1 JUDGE,SUP CT,CO SHAR'ONLY 2RS1 JUVENILE COURT REFEREE-EX AGVD LABOR RELATIONS ANALYST 11 AGD1 LABOR RELATIONS MANAGER-EXEMPT AJSD LABOR RELATIONS SPECIALIST ADS4 LAFCO EXECUTIVE OFFICER 2YWB LAW CLERK I 2YVA LAW CLERK If 2YTA LAW CLERK Ill 64WB LAW ENFORCE TRNG INSTR-PER DM AJTA LEAD EXAMINATION PROCTOR DYD1 LEASE MANAGER JPV4 LEGAL CLERK-TEMPORARY AJWF LIABILITY CLAIMS ADJUSTER 3KW2 LIB STUDENT ASST-EXEMPT SASE LIBRARY ADULT SVCS MANAGR 3KW4 LIBRARY AIDE-EXEMPT 3KNB LIBRARY CIRCULATION MANAGER 3ASF LIBRARY CMNTY RLTNS MANGR 3AGE LIBRARY COLLITECHNICAL SVCS MG 3ASD LIBRARY EXT SVC MANAGER 3AVC LIBRARY LITERACY DIRECTOR` 3AV2 LIBRARY LITERACY DIR-PJ 3AA1 LIBRARY SPCL PRJ DIRECTOR-EX 3KWA LIBRARY STUDENT ASSISTANT 3AGD LIBRARY SUPERVISOR 3ASX LIBRARY YOUTH SVC MANAGER 6KWG LT OF INSP -WELF FRAUD VQHG M H ADULT SERVS SUPVR VQHK M H CRIM JUST PGM SUPV VQHL M H RESIDENTIAL SVCS COOK ADTE MANAGEMENT ANALYST II ADTD MANAGEMENT ANALYST Ill ADT1 MANAGEMENT ANALYST'III-PROJECT VRWA IMANAGER {7F MKTG&MEM SVCS 5PDB MANAGER, APPLICATIONIPERMIT CE, ADD4 MANAGER,CAF'FAC/DEBT MGMT-EX 9XDC MANAGER, CENTRAL SERVICES VCGA MATERIAL MANAGER 2BS0 MEDIATOR FCS-TEMPORARY VBFA MEDICAL CARE ADMINISTRATOR VCA2 MEDICAL DIRECTOR' 5/1112004 Page 10 .............. EXHIBIT A 3AHD MEDICAL LIBRARIAN VNHB MEDICAL RECORDS ADMINISTRATOR X4HE MEDICAL SOC SVC DIRECTOR VASF MEDICAL STAFF SERVICES SUPV vosl MENTAL HEALTH EDUC LIAISON-EX VPDI MENTAL HEALTH MEDICAL DIRECTOR VQDN MENTAL HEALTH PROGRAM CHIEF VQDC MENTAL HEALTH PROGRAM MANAGER VQHP MENTAL HEALTH PROGRAM SUPV VQSF MENTAL HEALTH QUAL IMPRO COORD VQHH MENTAL HLTH CONT CARE SVCS SUP VASE MENTAL HLTH PROJECT MGR VQHJ MH ACUTE SERVICES SUPVR VASA MH PROVIDER SERVICES COORDINAT V07A MICROBIOLOGIST TRAINEE 9XHD MICROFILM PRODUCTION SUPV 9XHA MICROFILM SUPERVISOR FASO NEIGHBORHOOD PRESVR PROD SPEC XQS4 NEIGHBORHOOD SVCS COORD-PROD LNSA NETWORK ADMINISTRATOR I LNSB NETWORK ADMINISTRATOR 11 LBVA NETWORK ANALYST I LBTA INETWORK ANALYST 11 LBvl NETWORK ANALYST I-PROJECT LBHA NETWORK MANAGER LNWA NETWORK TECHNICIAN I LNVA NETWORK TECHNICIAN 11 !VWHF NURSING PROGRAM MANAGER VWHI NURSING PROGRAM MANAGER-PROD VWHH NURSING SHIFT COORDINATOR JJHC OFFICE MANAGER XAGB ORG&STAFF DEVELOP MANAGER AJSF ORG, DEV,AND TRNG CONSULTANT AGDC OUTREACH AND RECRUIT SUPV VAGD PATIENT BILLING MANAGER V9NB PATIENT FINANCIAL SVCS MANAGER VASE PATIENT OMBUDSPERSON VASD PATNT RELTNS SVCS COORD SATE PAYROLL ACCOUNTANT LVVWC PAYROLL SYSTEMS ACCOUNTANT I LWVC PAYROLL SYSTEMS ACCOUNTANT It VHSB PERINATAL SUBS ABUSE COOR AGTI PERS ANALYST III-PROJ ARVA PERSONNEL SERVICES ASST 11 ARTA PERSONNEL SERVICES ASST III ALGA PERSONNEL SERVICES MANAGER AGDE PERSONNEL SERVICES SUPERVISOR AVDF PIC DEPUTY DIRECTOR 5AWA PLANNER 5AW9 PLANNER -PROJECT 5AVA PLANNERII .5AVI IPLANNER 11 -PROJECT 5/11/2004 Page 19 ..................................... EXHIBIT A 5ATA IPLANNER III VBSG IPRE.HOqPTL CARE CRONTOR DADC PRINCIPAL APPRAISER FADE PRINCIPAL BUILDING INSPECTOR 5AHD PRINCIPAL PLANNER-LEVEL A 5AHE JPRINCIPAL PLANNER-LEVEL B DYDA JPRINGIPAL REAL PROPERTY AGENT 7AGB PROBATION MANAGER LWVD 1PROPERTY TAX BUS SYS MANAGER V7VC PUB HLTH EPI/BIOSTATICIAN VVHG JPUS HLTH NURSE PIROG MGR AXSD J PUBLIC ADM PROGRAM ASST 25A1 IPUBLIC DEFENDER VBSJ IPUBLIC HEALTH DIV ADMIN VBSD IPUBLIC HEALTH PRGM SPEC i VEND IPUBLIC HEALTH PREM SPEC 11 VBS2 IPUBLIC HEALTH PREM SPEC I-PROD ADS1 PUBLIC INFORMATION OFCR 64HM PUBLIC SERVICE OFFICER-ASST MCS NAAI PUBLIC WORKS DIRECTOR APSC PUBLIC WORKS FISCAL OFFICER LWSB PUBLIC WORKS CIS COORDINATOR PSSD I PUBLIC WORKS MAINTENANCE COORD PSHB IPUBLIC WORKS MAINTENANCE SUPVR PSGA IPUBLIC WORKS MTCE SUPT STDC 1PURCHASING SERVICES IVINGER APSD JPW CUSTOMER SERV COORDINATOR PSFB JPW FIELD OPERATIONS MANAGER J9HF IRECORDERS OPERATIONS MANAGER 9T95 I RECREATION INSTRUCTOR-LVL 422 GP'HJ RECYCLE&WORK PROGRAM SUPV 51SD REDEVELOPMENTIHOUSING SPEC i 515E REDEVELOPMENTIHOUSING SPEC It VCHD REGISTRAR OF VITAL STATS V5HN 1REHABILITATION THERAPY SVC SUP VPD5 IRESIDENCY DIRECTOR-EXEMPT 5A7A IRESOURCE RECOVERY ASSISTANT 5ASA IRESOURCE RECOVERY SPEC SBTA IRETIREMENT ACCOUNTANT SAHG IRETIREMENT ACCOUNTING MANAGER Al HA IRETIREMENT ADMINISTRATION MNGR A1AA IRETIREMENT ADMINISTRATOR JWHC RETIREMENT BENEFITS MANAGER JWHK RETIREMENT BENEFITS PRC COORD AJD1 RISK MANAGER 6FHA SAFETY SERVICES MANAGER AJWG SAFETY SVCS SPCLST-LVL A AJWH ISAFETY SVCS SPCL.ST-LVL 8 AVS4 SBDC BUSINESS CONSULT-PRJ 8FB3 SECOND ASST FIRE CHIEF144lECCI` 8FB2' SECOND ASST FIRE CHIEF-ECCFPIJ lJ3S2 SECRETARY TO UNDERSHERIFI` 5/11/2004 04 Page 12 EXHIBIT A STTB SENIOR BUYER NEHA SENIOR CAPITAL FAC PROD MNGR NKHA SENIOR CIVIL ENGINEER ADDH SENIOR DEPUTY COUNTY ADMN 2KD1 SENIOR DEPUTY DISTRICT ATTRNY 9GWB SENIOR EMERGENCY PLNG COORD 2ED3 ISENIOR FINANCIAL COUNSEL-EXMPT N9HC SENIOR HYDROLOGIST AJTB SENIOR INSURANCE ANALYST 51SC SENIOR PLANNING TECHNICIAN NEVE SENIOR STRUCTURAL ENGINEER-BI NEV2 SENIOR STRUCTURAL ENGINEER-PR NKHS SENIOR TRAFFIC ENGINEER 5AHB SENIOR TRANSPORTATION PLANNER AJTCSENIOR WORKERS COMP CLMS ADJS ADHA SERV{CE INTEGRATION TEAM COORD ADGA ISERVICE INTERGRATION FROG MNGR 6XA1 SHERIFF-CORONER AFDC SHERIFF'S CHIEF OF MGNT SVCS 64GA SHERIFF'S COM-DIR-DISPATC 64VA SHERIFF'S CRIME ANALYST J3T0 SHERIFF'S EXECUTIVE ASSISTANT 64SJ SHERIFF'S FISCAL OFFICER, PMSB ISHERIFFS FLEET SERVICES COOK 64HR SHERIFFS PROPERTY&EVID MNGR 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 ISOCIAL SERVICE APPEALS OFF-PRJ XAD1 SOCIAL SERVICE DIVISION MGR-PR RASH SOCIAL SERVICE FISC COMP ACCT XAGA SOCIAL SERVICE FRAUD PREV MNGR JJGD SOCIAL SVC DATA OPS SPEC ADB$ SPECIAL ASST TO THE CO ADMN-EX ADDS SPECIAL DISTRICT ANALYST AGTB SPECIAL EMPLYMT PGM COORD VHHF SPVSG CLINICAL LAB SCIENTIST 2BN1 SR ASST FMLY LAW FACILITATOR-1' LTVJ SR BUSINESS SYSTEMS ANALYST 5ASE SR WATERSHED MGMT PLNG SPEC XAHB SS APPEALS SUPERVISOR VWXF STAFF ADVICE NURSE-PER DIEM V9HC STAFF AND PAT CARE COOR XADE STAFF DEVELOPMENT SUPERVISOR VWXB STAFF NURSE-PER DIEM LMS1 STORMWATER PCP CMPTR SPEC NASB STORMWATER POLL CONT MNGR NESB STRUCTURAL ENGINEER-BUILD INSP Page 13 511112004 .................................................................. ................. EXHIBIT A NK7A I STUDENT AIDE-CIVIL ENGR 999E ISTUDENT WORKER-DEEP CLASS VHG5 BSTAN ABUS PRO MCR-PROD VHGE SUBSTANCE ABUSE PROGRAM MNGR VHHB ISUBSTANCE'ABUSE PROGRAM SUPV SAW SUPERVISING ACCOUNTANT DAHC ISUPERVISING APPRAISER V4HE ]SUPERVISING ARP ENGINEER 29HA ISUPERVISING ATTORNEY CSS NERC I SUPERVISING CAPITAL FAC PRJ MG NKDA ISUPERVISING CIVIL ENGINEER 1 KHA ISUPERVISING COOK-JUVENILE HALL RJHC I SUPERVISING FIRE INSPECTOR NXHA ISUPERVISING GRAPHICS TECH WHQ ISUPERVISING PUB HLT NURSE DYNA ISUPERVISING REAL PROPERTY AGNT FADB ISUPERVISING STRUCTIONAL ENG-81 98HC ISUPERVISOR OF AIRPORT OPS FADE SUPERVISOR, INSPECTION SVCS 9XHB SUPPLY AND DIST SUPERVISOR 29HI SUPV ATTORNEY CHILD SUP SERVIC .DRNA JSUPV AUDITOR-APPRAISER V4HC JSUPV ENVIRON HEALTH SPEC VSHB JSUPV NURSE-JUV HALL V5HJ JSUPV PEDIATRIC THERAPIST VOHC JSUPV PH MICROBIOLOGIST VWSG ISYMPTOM CONTROL PRBC COOK LWWB I SYSTEMS ACCOUNTANT I LWVB ]SYSTEMS ACCOUNTANT 11 LWVVA ISYSTEMS SOFTWARE ANALYST I LWVA SYSTEMS SOFTWARE ANALYST 11 S5HC TAX OPERATIONS SUPERVISOR PEDC TELECOM MANAGER VWHK TELEPHONE TRIAGE MANAGER VBHC ITOBACCO PREV PROJ COOK 5ATB [TRANSPORTATION PLANNER NAGA ITRANSPORTATION PROGRAM MANAGER S5SD ITREAS INVESTMENT OPER ANALYST SSSG ITREASURER'S ACCOUNTING OFFICER S5S3 ITREASURER'S INVEST OFFICER-EXM S5A1 ITREASURER-TAX COLLECTOR s55c ITR-TX COL RECONCIL OFCR 6XB4 JUNDERSHERIFF-EXEMPT Vvvs0-- JUTILIZATION REVIEW COORD VVVHGs JUTILIZATION REVIEW SUPV GPHG IVEGETATION MANAGEMENT SUPV 96TA IVETERANS'SERV BRANCH OFF MGR 96WA VETERANS SERVICE REP BKW1 VETERINARIAN VCND VOL SVC AND COMM RES ADMN X4HD VOLUNTEER PROGRAM GOORD 5ASD IWATERSHEAD MGMNT PLNG SPEC 5/11/2004 Page 14 ...................... EXHIBIT A 9KN3 WEATHERIZATION/HM REPAIR SUPV AJVE IWELLNESS COORDINATOR AJVF WORKERS COMP CLAIMS ADJUST 11 AJWJ WORKERS COMP CLAIMS ADJUSTER 1 XAD4 WORKFORCE INV BO EXC DER-EX XAD3 WORKFORCE SERVICES DIRECTOR-EX XANA JWORKFORCE SERVICES SPECIALIST 5/11/2004 Page 15 EXHIBIT B Jab Cade Description AOD3 C C TY PROD SPEC-PRJ 6XW1 DEP SPEC CO SVC AREA P-1 2EWB DEPUTY COUNTY COUNSEL SMC.CLMS 2EWD DEPUTY COUNTY COUNSEL-FT 2KWD DEPUTY DISTRICT ATTORNEY-FT 2KWF DEPUTY DISTRICT ATTORNEY-FT-FL 6XW3 DEPUTY SHERIFF RESERVE-EXEMPT 6XWC DEPUTY SHERIFF-PER DIEM 11C2W DUAL OIAG.PROD.COORD-PJ X761 EHS WORKFORCE DEV YOUTH TRN-PJ X762 EHS WORKFORCE DEV YOUTH WKR-PJ XQS3 EHSD PROD INTEGRITY ASST-PROD AV71 EMPLOYMENTIHUMAN SVCS WKR TRNE 9KTA EOP SPLST I AJWA EXAMINATION PROCTOR VPS2 EXEMPT MED STF PODIATRIST VPS1 EXMPT MED>STF OPTOMETRIST L3VC INFO SYSTEMS TECHNICIAN II VTWB INTERIM PERMIT NURSE 2YWB LAW CLERK. 2YVA LAW CLERK It 2YTA LAW CLERK III 64WB LAW ENFORCE TRNG INSTR-PER UM AJTA ILEAD EXAMINATION PROCTOR JPV4 I LEGAL CLERK-TEMPORARY 3KW2 ILIB STUDENT ASST-EXEMPT 3KW4 I LIBRARY AIDE-EXEMPT 3AV2 LIBRARY LITERACY DIR-PJ 3KWA LIBRARY STUDENT ASSISTANT BSCI MEDIATOR FCS-TEMPORARY V07A MICROBIOLOGIST TRAINEE AGT1 PERS ANALYST III -PROJ 9T95 RECREATION INSTRUCTOR-LVL 422 2BN 1 SR ASST FMLY LAW FACILITATOR-P VWXF STAFF ADVICE NURSE-PER DIEM VWXB STAFF NURSE-PER DIEM NK7A STUDENT AIDE-CIVIL ENGR 999E STUDENT WORKER-DEEP CLASS BKW1 VETERINARIAN 5/11/2004 Page 1 EXHIBIT C Job Code Descriptlon BAA1 JAGRICULTURAL COMMISSIONER-DIREC'fOR OF WEIGHTS & MEASURES DAA1 ASSESSOR AGA2 ASSISTANT COUNTY ADMINISTRATOR-DIRECTOR OF HUMAN RESOURCES SAM AUDITOR-CONTROLLER ADB1 CHIEF ASSISTANT COUNTY ADMINISTRATOR LTA1 CHIEF INFORMATION OFFICERIDIRECTOR OF INFORMATION TECHNOLOGY ALAI CLERK RECORDER 9KA1 COMMUNITY SERVICES DIRECTOR-EXEMPT ADA2 COUNTY ADMINISTRATOR 2EA1 ICOUNTY COUNSEL 3AAA ICOUNTY LIBRARIAN 7AAA ICOUNTY PROBATION OFFICER 7AAI ICOUNTY PROBATION OFFICER-EXEMPT 96A1 ICOUNTY VETERANS' SERVICES OFFICER XAA2 COUNTY WELFARE DIRECTOR-EXEMPT BJA1 IDIRECTOR OF ANIMAL SERVICES FAA1 IDIRECTOR OF BUILDING INSPECTION-EXEMPT SMA1 IDIRECTOR OF CHILD SUPPORT SERVICES 5AA1 IDIRECTOR OF COMMUNITY DEVELOPMENT NAA2 DIRECTOR OF GENERAL SERVICES-EXEMPT VCA1 DIRECTOR OF HEALTH SERVICES 2KA1 DISTRICT ATTORNEY-PUBLIC ADMINISTRATOR ADS4 LAFCO EXECUTIVE OFFICER 25A1 PUBLIC DEFENDER NAAI PUBLIC WORKS DIRECTOR AIAA IRETIREMENT ADMINISTRATOR 6XA1 SHERIFF-CORONER S5A1 TREASURER-TAX COLLECTOR 5/12/2004 Page 1