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Home My WebLink AboutMINUTES - 03121985 - 1.17� O POSITION ADJUSTMENT REQUEST No. 13!5 7 Date: 2/21/85 Dept. No./ *t ' �' �- �' L. Copers Department _ Social Service Departmen$udget Unit No. 500- 9rg No. 5115 Agency No. 53 Action Requested: Add ttn Senior Level Clerks t gg Jtr; i Proposed Effective Date: 3-1-84 Explain why adjustment is needed: See attached nbaro Classification Questionnaire attached: Yes No Q Estimated cost of adjustment: $ Cost is within department 's budget: Yes Q No [] If not within budget, use reverse side to explain how costs are to be funded. Department must initiate necessary appropriation adjustment. Use additional sheets for further explanations or comments. ,n 0 0 o • DnTWad Personnel Department Recommendation Date: Add two Senior Level Clerk positions, Salary Level C5 1087 (1347-1637). Amend Resolution 71/17 establishing positions and resolutions allocating classes to the Basic/Exempt Salary Schedule, as described above. Effective: ffig day following Board action. 0 Date for irector 6T P sonnel County Administrator Recommendation _ Date: Approve Recommendation of Director of Personnel 0 Disapprove Recommendation of Director of Personnel 0 Other: for County Administrator Board of Supervisors Action MAR 12 1985 Phi! RatchOor. Clerk of the Board.of_ 4d j ustment APPROVED on Supc�isdrs and Counter Administrator )ate: MAR 12 1985 By: 04zz" IPPRnVAl nF TNTS An,111CNTMFNT rnmrTTTI ITEC .,�_DcacnNNPI-i.c,ei,nov_occni+iTin&i.;nMcninMCk1T._. . f i 4 r SOCIAL SERVICE DEPARTMENT CONTRA COSTA COUNTY TO Harry D. Cistexman, Director of Personnelif'-9 2 'U February 21, 1985 Attn: Sill Ray, Supervising Personnel Analyst p� C!ViL 5c«:viC: )L";-; ire Aiello FROM R. E. Jornlin, Directo,2%ee cc By: Charles Couch, Administrative Services Asst. III SUBJ P-300 ADDITION OF 'Iw0 (2) SENIOR LEVEL CZII2K POSITIONS I I � i When the Social Service Department proposed the Workfare-Wbrkshap program to the Board of Supervisors, the proposal included two clerical positions. It was the intent of the Department to use two vacant positions and cover the salary costs within the $220,000 program budget. The available vacant positions were, however, eliminated by the Administrator in the cancellation of "excess" vacant positions- 'In light of that circumstance', the Department has reviewed its use of clerical staff to evaluate ways in which existing staff could be used to cover the needs of this program. However, since we will not be able to t� house the program in our existing offices, we are required to add the two clerical positions at the Senior Clerk level to handle reception duties. We intend to see 1200 to 1800 clients per month in these workfare offices. There will be three groups of 20 people meeting each day for job clubs. There will be one 20-person workshop each day. There will be two to three orientation groups of 15 to 20 people meeting each day; and added to the groups will be job skills development training for individuals scheduled all day long. Without the ability to house these activities in our existing facilities where existing reception staff would be available to assist in handling this volume of public contact, we must add .two clerical positions. The coordination of 'scheduling, training materials, and the ability to deal with the numerous unanticipated needs of the General Assistance clients are critical to the'success of this operation. Some of the most difficult to handle reception contacts in+our offices are with General Assistance clients. These are the very people who are being redirected to this program as a condition of their continuing eligibility. The combination of this concentration of oai-lex and difficult client interaction and the independent nature of the offices along with the need to provide lead direction of clerical duties all I justify the Senior Level Cl i k. The program proposal for FY P4-85 included $25,000 for clerical staff costs. We would be expending less than half that amount. The funding, therefore, is available, the need is critical, but the positions must .be created to allow us to operate. If you have any questions, you may contact me at 671-4157. REJ:CC:an Attach,qemt GEN 9 (Rev. 1/79 f :OCIAL SERVICE DEPARTMENT CONTRA COSTA COUNTY TO Y D. Cisterman, Director of Per**,- � 3 35 '' intDATE February 27, 1985 Attn: Hill Flay, Supervising Personnel Analyst ._.. CiViL FROM R. E. Jornlin, Directowo. cc Course Aiello By: Charles Couch, Administrative Services Asst. III SUBJ P-300(Dated 2/21/85) ADDING TWO SENIOR LEVEL CLERICAL POSITIONS i 4 In reponse to your request for additional information on the duties of these two positions, the following is being supplied. These two positions are to be used as the primary clerical staff in two offices - one in Pittsburg and one in RicYmond - which are separate fraL the Social Service Department offices. They will function as clerical support to the operation of the Ttibrkfare Program. They will be functioning as receptionists handling the General Assistance client population being directed through the Tbrkfare Program. As explained in the P-300 cover memo the volume of 'client contact is high because these clients will be dealt with in groups as well as individually. Because the Workfare offices are separate, these clerks will be operating without on-site supervision. They will also be required to set priorities, make assignments and give lead direction to other--clerical staff who assist in the operation of the--Wr1if are-Programs. The clerical duties include coordinating training and orientation sessions and dealing with the General Assistance clients who attend or don't attend. These clerical positions Prepare and set up ;the materials for those sessions - using the assistance of other clerical staff frcm .our district offices. They oomplete input documents for entering information into ocnprterized records system so that General Assistance client records reflect what sessions were attended and what program requirements met. When General Assistance clients are discontinued because they fail to meet program requirements it will frequently be the receptionist who must deal with their behavior. Since these offices are separate frau our district offices, there will not be eligibility or Services staff in the building to refer the clients to for explanation. For these reasons, we feel these two positicns should be at the Senior Clerk level. We intend to fill the assignments by internal bid so that experienced Senior Level Clerk 'staff may assume these duties. The resulting vacancies elsewhere will then be filled by promotion. REJ:CC:an I i I GEN 9 (Rev. 1/79)