HomeMy WebLinkAboutMINUTES - 03051991 - 1.3 (2) POSITION ADJUSTi01T REQUEST 1--030 No. � 10
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Dept X10,./ r _ COPERS
Department Social Service :Budge.. JniLTo Qrg. No. 5000Agency No.
53
' Action Requested: That salary rangefo .:1 s�pf�SQ�-al Service 3nformatioD
Systems Analyst be adjus b e�t;1 -1bEligibility_ Work_,Supervisor
r-
Reallocate salary level or Social Service Ditonnation systems Ana.Lyst k
(Class Code XQWD Salary Range '2534-3080) Proposed Effective Date: Dayafter
BoarT rova
, . Explain why adjustment is needed: See attached memo
Classification Questionnaire attached: Yes No x
Cost is within department's budget: Yes x No
Total One-Time Costs (non-salary) associated with this request: $ N/A
Estimated Total cost of adjustment (salary/benefits/one-time):
Total Annual Cost $ 3,049 Net County Cost $ 832.68
Total This FY $ 1,285 N.C.C. This FY $ 346.95
Source of Funding to Offset Adjustment:
Department must initiate necessary appropriation adjustment +:
. and submit to CAO. Use additional sheets for further 38
explanations or comments. - (for) D ad
17
Reviewed by CAO and Released To Personnel Department
Deputy C ty Administrator Date
Personnel Department Recommendation Date: 2-13-91
Reallocate class of Social Service information Systems Analyst QWD) -f?`omsa•l;ary level
C5-1719 ($2534-3080) to salary level C5-1790 ($2720-3306).
Amend Resolution 71/17 establishing positions and resolutions allocating classes to the
Basic/Exempt Salary Schedule, as described above.
Effective: ®da followin Board -action.
4,01Date (f i ct r ersonnel
---------------=__---__-
---- -------------
County Administrator RecommeendationDate:IT
rA
prove Recommendation of Director of Personnel
sapprove Recommendation of Director of Personnel
Other:
.(foil) County dministrator
Board of Supervisors Action ""Phil 'Batchelor, Clerk of 'the Board of
Adjustment APPROVED on :MAR 5 1991 ;Supervisors and .County Administrator
MAR 5 ?991 Date: By.
APPROVAL OF THIS ADJUSTMENT CONSTITUTES A 'PERSONNEL/SALARY RESOLUTION AMENDMENT.
P300 (M347) 7/89 (Rev. )
SOCIAL SERVICE DEPARTMENT CONTRA COSTA COUNTY
TO: Phil Batchelor, County Administrator DATE: 1-29-91
FROM: James A. Rydingsword, Director cc: T. Enea
BY: Judy Campbell, Dept. Personnel Officer Exec. Team
L. Fugazi
S. Beadle
SUBJ: SALARY INEQUITY ADJUSTMENT:
SOCIAL SERVICE INFORMATION SYSTEMS ANALYST
I. REQUEST ACTION
This memo and the attached P300 request that the salary range for
the class of Social Service Information Systems Analyst be
adjusted to the level of Eligibility Work Supervisor I.
II. FINANCIAL IMPACT
Difference between the two classes is $257 per month, or $3, 084
annually. County general fund impact of that amount would be
$832. 68 (27% share) .
III. BACKGROUND/REASONS FOR REQUEST
In February, 1990, after a lengthy development process in which
AFSCME Local 512 participated closely, two new classes were
established by Board Action: Senior Social Service Information
Systems Analyst, and Social Service Information Systems Analyst.
Persons from other classes were reallocated to the Senior level.
One position was created at the lower Analyst level but was not
filed.
The lower level class was particularly established to allow for
lateral transition form Eligibility Work Supervisor I into a
systems career track. The minimum qualifications and experience
can only be met by an individual with public assistance
supervisory experience.
The Analyst class salary was therefore set to mirror that of
Eligibility Work Supervisor I. Salary schedules in early 1990
show the two classes' salaries as identical.
In the late summer and fall of 1990, specific inequity
adjustments were made to the class of Eligibility Work Supervisor
I. Those adjustments resulted in the current salary disparity of
top step of $3306 for the Supervisors and $3049 for the formerly
parallel analyst class. This effectively renders that class
inoperable in that an incumbent would need to take a significant
demotion to be in the class.
Gen 9c (New 3186)
IV. CONSEQUENCE OF NEGATIVE ACTION
Failure to re-establish the parity between these classes will
result in the Department's inability to fulfill agreements with
an employee organization to allow bridge entry into the Systems
area. With the anticipated implementation of Magic it will
become important to utilize appropriate staff, classes, and
positions fully. Ability to move a current supervisor into the
Systems area may help eliminate impact of pending layoff in that
class.
Attachment
JC:td
P300 Disk 1 jcwp
ssinfo.300 _