HomeMy WebLinkAboutMINUTES - 02061996 - SD9 TO:_ k BOARD OF SUPERVISORS Contra .
PHIL BATCHELOR, COUNTY ADMINISTRATOR to
FROM: Costa
az County
January 29, 1996 .,. ...
DATE: CONSIDERATION OF ',IREPORT FROM THE INTERNA\ �ATIONS
COMMITTEE ON CRITERIA FOR GRANTING EXEMPTIONS TO THE
SUBJECT. HIRING FREEZE AND CRITERIA FOR CREATING AND FILLING
"PROJECT" AND "EXEMPT" POSITIONS
SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION
RECOMMENDATION:
CONSIDER further the report from the 1995 Internal Operations Committee entitled
"Criteria for granting exemptions to the hiring freeze. Criteria for creating and filling
`Project' and `Exempt' positions".
BACKGROUND:
On January 16, 1996, the Board of Supervisors approved the subject report from the
1995 Internal Operations Committee. At that time, while approving the report,
Supervisors Smith and Bishop asked for an opportunity to review the background
information in more detail. The Board therefore directed that the report be placed
back on the agenda for February 6, 1996.
CONTINUED ON ATTACHMENT: YES SIGNATURE:
&I
RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE
71XAPPROVE OTHER
SIGNATURE (S): dw
- e�� �
ACTION OF BOARD ON
&&- ruary b, i uub APPROVED AS RECOMMENDED
OTHER X
Supervisor---morflakson moved approval with'--the understanding that the issue
could be revisited if there are additional thoughts or comments that come
forward during the year.
VOTE OF SUPERVISORS
I HEREBY CERTIFY THAT THIS IS A TRUE
UNANIMOUS(ABSENT ) AND CORRECT COPY OF AN ACTION TAKEN
AYES: NOES: AND ENTERED ON THE MINUTES OF THE BOARD
ABSENT: ABSTAIN: OF SUPERVISORON THE DATE SHOWN.
ATTESTED
Contact: County Administrator PHIL BATCHELOR, ERK OF THE BOARD OF
cc: County Counsel Director of Human Resources SUPERVISORS AND COUNTY ADMINISTRATOR
Finance Committee
Tony Enea, CAO's Office
BY ,DEPUTY
SD.9
OFFICE OF COUNTY ADMINISTRATOR
CONTRA COSTA COUNTY
Administration Building
Martinez, California
DATE: December 18, 1995
TO: INTERNAL OPERATIONS COMMITTEE
SUPERVISOR MARK DeSAULNIER
SUPERVISOR JIM ROGERS
FROM: PHIL BATCHELOR
County Administrator -
By: George Roemer
Senior Deputy County inistrator
SUBJECT: REPORT ON PERSONNEL FREEZE EXEMPTIONS
In recent years, the County has consistently had a hard freeze on
the filling of permanent positions because of the County's ongoing
fiscal situation. This freeze was reaffirmed by the Board of
Supervisors as recently,, as February 28, 1995, on which date the
Board approved the "STATUS REPORT ON THE 1995-96 COUNTY BUDGET AND
RECOMMENDED TIMETABLE FOR ADOPTION OF THE BUDGET" submitted by the
County Administrator.
Recommendation #2, as approved by the Board states, "AGREE with the
need to impose a "hard freeze" on hiring and promotions and
AUTHORIZE the County Administrator to administer the freeze in such
a way as to continue essential functions of County government while
reducing costs through leaving positions vacant whenever possible. "
We have been asked to respond to your request for the criteria used
by the County Administrator's Office in approving freeze
exemptions. The criteria are: 1) availability of funds within
the agency's approved current year budget, 2) likelihood that the
Department will be able to manage its approved budget so as to have
a balanced budget at the end of the fiscal year, 3) programmatic
and operational necessity to fill the position, 4) the extent to
which failure to fill the position on a permanent basis
significantly interferes with the operational mission of the
Department, 5) need to keep the permanent positions vacant in
order to minimize layoff 'of employees resulting from anticipated
budget reductions .
The Board Order of 2/28/95 reaffirming the freeze conveys the
Board' s intent that the County Administrator administer the freeze
in a flexible manner consistent with budget necessity and
operational need. We have consistently endeavored to administer
the freeze in the spirit of the Board' s intent. To this end,
freeze exemptions are reviewed weekly by a Senior Deputy County
Administrator. Freeze exemption requests are processed in an
expeditious manner so as not to unnecessarily interfere with agency
operations.
Currently the County Administrator's Office is reviewing on a
department by department basis the need to continue the freeze.
cc: Leslie Knight, Director, Human Resources
County Administrator' Office
Q
E
''�"s___L„ Human Resources
Contra -=0
Costa Department
County ���`° Third Floor,Administration Bldg.
COST'SCiv 651 Pine Street
Martinez,California 94553-1292
(510)646-4064
Leslie T.Knight
Director of Human Resources
DATE: December 13, 1995
TO: Internal Operations Committee
FROM: Leslie T.6i ),�irector of Human Resources
SUBJECT: Selection Process For Non-Merit System Positions
L PURPOSE
The purpose of this report is to provide information to the Internal Operations Committee on the
selection process for non-merit system positions.
IL BACKGROUND
On October 3, 1995 the Director of Human Resources was asked to meet with the Internal
Operations Committee to provide information on the criteria used to determine when vacant project
and exempt positions require testing and when they may be filled by a direct appointment. The
Director was also asked to provide statistics regarding the percentages of the last 100 project
positions filled by examination or direct appointment and to provide information regarding the
procedure required for direct appointment.
III DISCUSSION
Positions within the County fall into two types of job classes: merit system classes and exempt
classes.
Merit System Classes - Most County employees are in job classifications that are in the Merit
System Employees in these job classes are covered by the provisions of the Personnel Management
Regulations(PMR's)that govern a'wide variety of Human Resources activities including position
classification;recruitment and selection procedures; appointments; separations;layoffs;prohibited
discrimination; certification of names to departments for employment; and other personnel
transactions such as reassignments,transfers, demotions and leaves of absence.
1
Sb
Exempt Classes- Positions established within exempt classes are excluded from the Merit System.
They include positions excluded by category such as electives, commissioners, and officers elected
by the people as well as positions within specific job classes that have been excluded from the Merit
System such as the Airports Manager and most department heads and their executive secretaries.
In addition,project positions are excluded from the Merit System Project positions are created for
a specific limited period of time as part of an approved project. These positions are generally
financed in whole or in part by grants from federal, state, or private agencies.
A. PROJECT POSITIONS
ESTABLISHMEM OF PROJECT POSITIONS
• GOVERNING REGULATIONS
Merit System Ordinance 33-5:
No. Chapter 33-5.ofthe Merit System Ordinance(Attachment#1) sets forth job classes
that are excluded from the Merit System
No. Section 33-5.323 of the Merit System Ordinance states the following: "Project
Positions. Employees in positions(project positions)established by the board for a
specific limited period as part of an approved project are excluded. The county
administrator and the director of personnel shall develop procedures,to be approved
by the board, for designating these positions and employing persons to fill them."
Administrative Bulletin 416.1:
Administrative Bulletin #416.1 (Attachment #2) sets forth the following policies and
procedures on project positions:
► Project positions shall be designated by the County Administrator upon request of the
department head when such positions are created to implement a specific project of
11
limited duration financed in whole or in part by grants from federal, state, or private
agencies.
► Terms of employment and compensation expressed in Resolution No. 81/581 (now
83/1,Attachment#3)!shall apply as the general rules of employment.
► The Director of Personnel shall maintain a classification plan and administer
competitive examinations and selection processes for employment similar to those for
positions in the merit'« service. The county's affirmative action commitments shall
2
apply.
• PRACTICE
► The procedure followed for creating project classes and positions is the same as the
procedure used for merit system classes and positions. The procedure includes the
following steps:
(1) The department requesting the establishment of a project class and/or position
completes a Position Adjustment Request(P300)form(Attachment#4) and
submits it to the County Administrator's Office. Information requested on
the P300 includes: the name of the department submitting the request; the
action being requested(ie. establish a project class, add or cancel a project
position, etc.); and why it is necessary to take the action. Departments are
also asked for budgetary information such as whether the cost of the action
is within the department's budget and the source of funding to offset the
adjustment.
(2) The County Administrator's Office reviews the request from an organizational
and budgetary perspective. The request is also reviewed to determine if a
freeze exemption will be granted. (See December 18, 1995 memorandum
from George Roemer, Senior Deputy County Administrator on Personnel
Freeze Exemptions.)
(3) Once the County Administrator's Office has completed it's review and
approved the release of the P300, it is forwarded to the Human Resources
Department. The action requested on the P300 is then reviewed to ensure
that it is appropriate from a classification perspective. This review varies
depending upon the classification action being requested. Examples include
the following:
• Establishment of New Job Classifications - The proposed class
specification is reviewed to determine if a new class is warranted, if
any necessary revisions are required, and to ensure that the salary is
appropriate.
• Reclassification of positions- Classification questionnaires and other
documentation is reviewed to ensure that the duties and
responsi'bilitiesbemg performed by an incumbent are appropriate for
reclassification to a higher level class.
• Addition and/or cancellation ofpo -Documentation is reviewed
and discussed with operating departments to ensure that the action is
3
SD-GJ
appropriate. Any positions being canceled are checked to make sure
that they are not filled.
(4) After the Human Resources Department has completed its review, the P300
is returned to the County Administrator's Office with the Human Resources
Department's recommendation. Proposed wording for the agenda item which
will appear on the Board of Supervisors' Agenda is submitted with the P300.
(5) The P300 is put on the Board of Supervisors'Agenda for approval
MLING OF PROJECT POSITIONS
• GOVERNING REGULATIONS
The Merit System Ordinance states that procedures shall be developed for designating and
filling project positions. Administration Bulletin #416.1 sets forth the parameters for the
examination and selection process used to fill project positions.
Merit System Ordinance 33-5:
► Project positions are addressed in Section 33-5.323 of the Merit System Ordinance
which states in pertinent part: ........The county administrator and the director of
personnel shall develop procedures, to be approved by the board, for designating
these positions and employing persons to fill them"
Administrative Bulletin 416.1:
The administrative bulletin on Project Positions (#416.1, May 6, 1982) sets forth the
following procedures and policies relating to the filling of Project Positions:
► The Director of Personnel shall maintain a classification plan and administer
competitive examinations and selection processes for employment similar to those for
positions in the merit service. The county's affirmative action commitments shall
apply.
► Departments shall confer with the Office of the County Administrator and the
Director of Personnel on all matters pertaining to project positions.
• PRACTICE
Administrative Bulletin #416.1 states that the Director of Personnel shall administer
competitive examinations and selection processes for employment similar to those for
positions in the merit service.
4
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` SD• i
When an examination is administered for a project class, the process followed is essentially
the same as for a class in the Merit System. However, examination appeal provisions in the
Personnel Management Regulations for merit system classes are not available to candidates
competing in examinations for project classes. Nevertheless, candidates competing in
examinations for project positions can file a complaint with the Director of Human Resources
and it will be reviewed and acted on as necessary.
When an examination is not administered for a project class, a direct appointment is made.
Direct appointments are made to positions in most exempt classes. Appointments to some
exempt positions, including project positions, may be made by direct appointment or by an
examination process. The authority for making direct appointments to merit system positions
is provided for in the Personnel Management Regulations. Section 502 of the PMR's
(Attachment#5)states in pertinent part, `qhe Director of Personnel may determine that the
use of competitive examinations procedures to fill one or more vacancies is impractical and
may suspend competition and authorize direct appointment".
• CRrrFRU
Several factors are taken into consideration in determining whether to administer an
examination for a project position. They include the following:
► Is the staff time needed to formulate and administer a competitive examination
justifiable for the position(s)in question?
• Would the eligible list resulting from the examination be used to fill several
positions and/or used by several departments?
• How many candidates are expected to apply? Difficult to recruit project
positions may be best filled by direct appointment. Furthermore, the
administration of an examination to fill a project position that will attract
several hundred applicants may not be practical.
► Can vacant project positions that require unique skills and abilities that are not readily
available in the job market be filled by current employees? (Merit system employees
who fill the project positions are placed on a leave of absence from their merit system
position.)
► Will the continuity of a project be disrupted by hiring an individuals) who is
unfamiliar with the scope, organization and work being performed in the project?
► How quickly does the position(s)need to be filled? Does the funding of the project
position(s)require that it be filled immediately?
5
► What is the likelihood that the project position(s)will be transferred into the Merit
System? If it is highly likely that the position would be transferred, consideration
should be given to administering an examination.
► Has an examination been requested by the department with the vacancy?
► What are the Affirmative Action implications, if any?
Based on the answers to the foregoing, a determination is made to administer an examination or make
a direct appointment to the project position(s).
B. EXEMPT PosmoNs
Regulations that govern the establishment of exempt classes and positions, and the subsequent filling
of exempt positions, are outlined below.
ESTABLISHMENT OF EXEMPT POSITIONS
• GOVERNING REGULATIONS
Merit System Ordinances:
► Ordinance NO. 80 - 47(Attachment#6) states that, "All regular county officers and
employees shall be included in the merit system except as exempted by ordinance
adopted by the board of supervisors".
► Article 33-5.3 Exclusions of the Merit System Ordinance, sets forth the types of
employees who are excluded from the County's merit system such as Electives,
Commissioners, Officers elected by the people, members of the merit board and of
other boards and commissions, casual patient and inmate employees at county
institutions, and project positions. In addition, the ordinance excludes employees
who are appointed to specific job classifications such as the Community Services
Director, department head executive secretaries, LAFCO Executive Officer and
Superior Court staff
• PRACTICE
The procedure followed for creating exempt classes and positions is the same as the
procedure previously described for project classes and positions, with one exception: an
exempt class must be excluded from the Merit System in accordance with Ordinance NO. 80 -
47. Accordingly,in addition to processing a Position Adjustment Request to establish the job
classification and allocate it to the salary schedule, an ordinance must be prepared and
submitted to the Board of Supervisors to exclude the job class from the Merit System
6
SM
FILLING OF EXEMPT POSITIONS
• GOVERNING REGULATIONS
There are no specific regulations that govern how exempt positions are filled. However, as
in the case of other positions, departments must consider budgetary constraints prior to
filling vacant exempt positions and the establishment of exempt positions must be approved
by the Board of Supervisors.
• PRACTICE
Although no specific procedure exists for filling exempt positions, examinations are often
administered for these positions. This is particularly true for department head positions where
it is desirable to have a state-wide or national recruitment effort to help ensure that the best
qualified individuals are made aware of the vacancy and can be considered for the position.
• CRITERIA
Factors taken into consideration in determining whether to administer an examination for
exempt positions are similar to those previously listed for project positions.
C. STATISTICAL DATA
The last one hundred (100) appointments to project positions are depicted in Attachment #7.
Twenty-nine(29) of the project positions were filled by direct appointment and seventy-one (71)
positions were filled from an eligible list established by an examination.
IV. RECOMMENDATIONS
FINDING: That the current Personnel Adjustment Request form (P300) used to secure and
document the classification and creation of positions does not provide the Board of
Supervisors with complete information concerning the proposed project status, the
nature of the project or the funding source.
REcommENDATION: Adopt the proposed revisions (see Attachment#8, bold type) to
the Position Adjustment Request form (P300) and direct the
County Administrator and the Human Resources Director to
advise County departments to use the revised forms beginning
March 1, 1996.
FINDING: That project positions are by definition unique and extraordinary, represent a wide
range of characteristics pertaining to the nature of the work, duration of the project
7
and types of knowledges and skills required and often evolve and change as the
project matures. Therefore, by the very nature of project positions, it is difficult to
establish one correct methodology for recruiting and selecting persons to fill the
positions. However, as mentioned earlier in this report,there are general principles
currently being applied in making these determinations.
REcomNLNDATIom Adopt, as policy, the following guidelines to be applied in
determining how project positions are to be filled and direct the
Human Resources Director to immediately implement and
administer this policy.
GUIDELINES
► Is the staff time needed to formulate and administer a competitive
examination justifiable for the position(s) in question?
• Would the eligible list resulting from the examination be used to
fill several positions and/or used by several departments?
• How many candidates are expected to apply? Difficult to recruit
project positions may be best filled by direct appointment.
Furthermore, the administration of an examination to fill a
project position that will attract several hundred applicants may
not be practical.
► Can vacant project positions that require unique skills and abilities that
are not readily available in the job market be filled by current
employees? (Merit system employees who fill the project positions are
placed on a leave of absence from their merit system position)
► Will the continuity of a project be disrupted by hiring an individual(s)
who is unfamiliar with the scope, organization and work being
performed in the project?
► How quickly does the position(s) need to be filled? Does the funding of
the project position(s)require that it be filled immediately?
► What is the likelihood that the project position(s)will be transferred into
the Merit System? If it is highly likely that the position would be
transferred, consideration should be given to administering an
examination.
► Has an examination been requested by the department with the
8
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• � moi/ '�
vacancy?
► What are the Affirmative Action implications, if any?
LTK:WGR
Attachments
cc: Phil Batchelor, County Administrator
9
SDI
33-5.303-33-5.307 PERSONNEL ATTACHMENT #1
Chapter 33-5 33-5.377 Risk manager-exempt.
33-5.379 County veterans service officer-
EXCLUSIONS AND OTHER COVERAGE exempt.
33-5.381 Assistant county assessor-exempt
Article 33-53 Exclusions 33-5.383 County clerk-recorder.
Sections: 33-5.385 Montara Bay recreation
33-5.303 General. program-
33-5.305 Electives. commissioners. etc. 33-5.387 County welfare director.
33-5.307 County administrator. 33-5.389 Executive assistant to the
33-5.309 Miscellaneous. hazardous materials
33-5.311 District attorney and sheriff. commission.
33-5313 Health-medical. 33-5.391 Assistant county probation
33-5315 Adjudicative. officer-exempt.
33-5.317 Supervisors' staff. 33-5.393 Retirement administrator.
33-5.319 Merit board's executive 33-5.395 Assistant county auditor-
secretary. controller-exempt
33-5.321 Department head's executive 33-5.397 Chief investment officer-exempt.
secretary. 33-5.399 Deputy public defender and
33-5323 Project positions. assistant public defender-
33-5.325 Special areas. exempt
33-5.327 Public information. 33-5.401 Director, growth management
33-5.329 Animal services. and economic development
33-5.331 Airports manager. agency-exempt
33-5.335 Community services director. 33-5.403 Director of building inspection.
33-5.337 LAFCO executive officer.
33-5339 Library.
33-5.341 Agriculture-Weights- Article 33-53
measures. Exclusions
33-5.343 Fire officer.
33-5344 Apprentice fire/medics. 33-5303 General. The classes and positions
33-5.345 West fire chief. listed in this article are generally excluded from the
33-5.346 Chief assistant public county's merit system.(Ords. 81-70§2.81-32.73-
defender. 9 § 3: cp. former Art. 32-2.6: prior code § 2413:
33-5.347 Public works. Ord. 325 § 4: see §§ 22-2.507. 509).
33-5.349 Superior court staff.
33-5.351 Public guardian. 33-5305 Electives, commissioners, etc (a)
33-5353 Land information systems Electives. Commissioners. etc. Officers elected by
director. the people, and members of the merit board and of
33-5355 Appeals officers. other boards and commissions, are excluded.
33-5357 Emergency services director. (b) Vice-electives and pay. Persons temporarily
33-5.359 Office services director. discharging the duties of vacant elective offices.
33-5.361 Municipal court marshal. pursuant to designation by the board. are excluded.
33-5.363 Private industry council and shall be paid a monthly salary equivalent to
executive director. one-twelfth the salary of the vacant office. (Orris.
33-5.365 Cleric of the board. 81-70§2.81-32§I[1]:former§§ 32-2.604..602(1.
33-5367 Director of revenue collection. 3. 8): Ord.73-9§ 3.prior code § 2413 [a.c]: Ords.
33-5.369 Community development 1954. 325 § 4[a. c]).
33-5.371 Transportation planning
manager. 33-5307 County administrator.The following
33-5.373 Director of redevelopment. positions in the county administrator's office are
33-5.375 Director and assistant director excluded: county administrator, chief assistant
of general services-exempt _
(Cant.Cons Cwnty 4-921 42
EXCLUSIONS AND OTHER COVERAGE 33-5.309=33-5.317
county administrator,assistant county administrator- (f) The assistant directors of health services are
finance,assistant county administrator,and assistant excluded,and are appointed by the director of health
county administrator-director of personnel.(Ord.85- services.
7 § 2, 81-70 § 2, 81-32 § I[2], 80-56 § 1, 79-43 § (g) Physicians and dentists serving the county
2, 76-21, 73-9 § 3: former § 32-2.602 (8): prior (except those in the classifications of assistant health
code § 2413(h): Ords. 1449, 1444, 1289, 1209,703 officer, and chief of community health service) are
§ 2,627 § 2(8-31-51):see §§ 24-4.002,.004,.012, excluded,and are appointed by the director of health
.013). services.
(h) The health services administrative officer is
33-5309 Miscellaneous.Casual patient and in- excluded,and is appointed by the director of health
mate employees at county institutions, and officers services.
and others serving the county without pay, are ex- (i) The medical director is excluded and is ap-
cluded. (Ords. 81-70 § 2, 81-32 § I[3], 73-9 § 3: pointed by the board upon the recommendation of
former §§ 32.2.608, .602 (2,4): prior code § 2413 the director of health services and the county admin-
(b, d): Ord. 325 § 4). istrator.
0) The marketing director/Contra Costa health
33-5311 District attorney and sheriff. (a) plan is excluded and is appointed by the director of
Investigators, detectives and others, paid from the health services.
special funds furnished to the district attorney and (k) The health plan provider affairs manager-
sheriff under Government Code Sections 29400 ff. exempt is excluded and is appointed by the director
and 29430 ff., are excluded. of health services.
(b) In the district attorney's office, the district (1) The county hospital executive director-exempt
attorney program assistant-exempt class, senior is excluded and is appointed by the director of
deputy district attorneys-exempt, district attorney health services.
chief of inspectors-exempt, special counsel, and (m) The health services personnel officer-exempt
special detectives, are excluded and are appointed director-exempt is excluded and is appointed by the
by the district attorney. director of health services.
(c) Two assistant sheriffs and one chief deputy (n) The substance abuse program director-exempt
sheriff are excluded. (Ords.-87-16 § 2, 85-55 § 2, is excluded and is appointed by the director of
85-29 § 2, 81-70 § 2, 81-32 § I[4], 81-29, 80-70, health services.
74-72§2,73-9§9:former§§32-2.610,.602(5,6): (o) The director of medical staff affairs-exempt
prior code § 2413 (e, f): Ords. 70-47, 1032, 939, is excluded and is appointed by the director of
325 § 4). health services.(Ord.93-31 § 1,Ord.92-2§ 1,Ord.
90-124 § 1, Ords. 90-55, 86-97, 86-32, 85-50 § 2,
33-5313 Health-medical. (a) The director of 83-9, 81-70§ 2, 81-32 § I[5],80-69 § 1, 80-34§ 1,
health services is excluded,and is appointed by the 80-6, 79-29,79-9 § 3: § 32-2.602(7, 13, 16): prior
board. code § 2413 (g, n, r): Ords. 69-81,2030,471: Bd.
(b) The county health officer(Health and Safety Sups. Resol. #79/201).
Code Section 454)is excluded,and is appointed by
the board. 33-5.315 Adjudicative. The county hearing
(c) The county physician (Health and Safety officer, the juvenile court referees, and the assess-
Code Section 1441)is excluded,and is appointed by ment hearing officers are excluded. (Ords. 81-70 §
the board. 2, 81-32 § I[6],73-45 § 2,73-9 § 3: former§§ 32-
(d) The county [local] director of mental health 2.614, .602 (9, 17): prior code § 2413 (j, s): Ords.
services (Welfare and Institutions Code Section 71-110,2023: see Chap. 24-18).
5607,9 Cal. Admin. Code Sections 620, 621 [Dir.
of Local Mental Health Services] is excluded, and 33-5317 Supervisors' staff. Each member of
is appointed by the board the board of supervisors may appoint such excluded
(e) The assistant to the director of health servic- personal staff person(s)as the board authorizes,but
es-exempt is excluded and is appointed by the direr- must first notify the personnel director in writing
for of health services. that each such appointee is excluded from the merit
system.Such appointees cannot later be included in
43 (coo�costa county 5-94)
s.i ..�rv'.'�'.�i'>.'aSa:v.:�:•i.n'ir�Vri+.['...'....-.-_....i....r.:::_..._.:__ __ . . v. ......+�r.mai.+. v� ..w.>....+..s.} i_v.__w�JvJ::v......::.'.....:.... _
33-5:319-33-5.341 PERSONNEL
the merit system without following the normal pro- the criteria established by resolution of the board.
cedures therefor.(Ords. 81-70§2,81-41 § I[3], 81- (Ords. 8453 § 1, 81-70 § 2, 81-32 § I[9], 80-10,
32 § I[7], 73-9 § 3: former §§ 32-2.616, .602(n): 79-122,76-87,76-41,76-22, 7473, 74-15 § 2,73-
prior code § 2413(1): Ord. 1912). 94 § 1).
33-5319 Merit board's executive secretary. 33-5327 Public information.The public infor-
The executive secretary of the merit board is exclud- mation officer and public information assistant are
ed,and is appointed by the merit board. (Ords. 81- excluded,and are appointed by the county adminis-
70 § 2, 81-41: see § 33-3.907). trator. (Orris. 81-70 § 2, 81-32 § I[10],77-116, 74-
15:
415: former § 32-2.624).
33-5321 Department head's executive sec-
retary. The board may authorize any department 33-5329 Animal services. (a) Director. The
head(s)to appoint one excluded executive secretary animal services director is excluded,and is appoint-
each. (Orris. 81-70 § 2, 81-41). ed by the board.
(b) Veterinarians.The animal clinic veterinarians
33-5323 Project positions.Employees in posi- and the veterinarian(hourly rate) are excluded,and
tions(project positions)established by the board for are appointed by the animal services director.(Ords.
a specific limited period as part of an approved 81-70 § 2, 81-32 § I[11, 161, 79-31 § 2, 70-17 §§
project are excluded.The county administrator and 2, 3, 76-62: former §§ 32-2.626, .636).
the director of personnel shall develop procedures,
to be approved by the board, for designating these 33-5331 Airports manager. The manager of
positions and employing persons to fill them.(Ords. airports (airports manager) is excluded, and is ap-
86-96,8170§ 2, 81-32 § I[8],73-9 § 3,former§§ pointed by the public works director. (Ords. 8170
32-2.618. .602(15): prior code § 2413(c): Ord. 69- § 2, 81-32 § I[12], 77-67: former § 32-2.628).
27).
33-5335 Community services director. The
33-5325 Special areas.(a)The following posi- director of the community services department
tions in the Orinda and San Ramon recreation ser- (community services director) is excluded, and is
vices areas (county service areas,R-6 and R-7) are appointed by the board (Orris. 81-70 § 2, 81-32 §
excluded: I[13], 78-81: former § 32-2.630).
Director- Orinda parks and recreation service
area(one position); 33-5337 LAFCO executive officer.The execu-
Clerk-Orinda recreation service area(two posi- tive officer of the local agency formation commis-
tions); sion(LAFCO)is excluded. (Ords. 81-70 § 2, 81-32
Caretaker- Orinda recreation service area (two § I[14], 78-89: former § 32-2.632: Govt C. §
positions); 54777).
Recreation instructor-Orinda recreation service
area; 33-5339 Library. (a) Library special project
Recreation assistant-Orinda recreation service directors-exempt are excluded and are appointed by
area; the county administrator.
Recreation supervisor-Orinda recreation service (b) Assistant county librarians-exempt are exclud-
area(one position); ed and are appointed by the county librarian.
Park attendant- San Ramon recreation service (c) Library student-assistants-exempt are exclud-
area(one position); ed, and are appointed by the county librarian.
Caretaker- San Ramon recreation service area (d) Library aides-exempt are excluded and are
(one position). appointed by the county librarian. (Ord. 90-79 § 1,
(b) The public works director is the appointing, Ords. 90-68§ 1, 81-70 § 2, 81-32 § I[15], 79-73:
authority,and he or his designee shall establish from former § 32-2.634).
time to time the full-time or part-time nature of
these positions, including allocating persons hired 33-5341 Agriculture - Weights-measures.
as recreation instructors to the proper class level and The offices of county agricultural commissioner,and
pay level on the salary range for the class based on of sealer (director) of weights and measures, are
(Contra Cost,County 5-94) 44
EXCLUSIONS AND OTHER COVERAGE 33-5:341
excluded,and are appointed by the board.(Ords.83-
70§2,81-32§I[171,79-17§4:former§32-2.638:
see § 24-24.002,Food-Agric.C. § 2121, and Bus.-'
Profs. C. § 12200).
44-1 (Codua costa couaty 5-94)
33-5317-33-5.339 PERSONNEL
33-5317 Supervisors' staff. Each member of time to time the full-time or part-time nature of -
the board of supervisors may appoint such excluded these positions, including allocating persons hired
personal staff person(s)as the board authorizes,but as recreation instructors to the proper class level and
must first notify the personnel director in writing pay level on the salary range for the class based on
that each such appointee is excluded from the merit the criteria established by resolution of the board.
system.Such appointees cannot later be included in (Ords. 84-53 § 1, 81-70 § 2, 81-32 § I[9], 80-10,
the merit system without following the normal pro- 79-122, 76-87,76-41, 76-22,7473,74-15 § 2,73-
cedures therefor.(Ords.81-70§2,81-41 §I[3],81- 94 § 1).
32 § I[7], 73-9 § 3: former §§ 32-2.616, .602(n):
prior code § 2413(1): Ord. 1912). 33-5327 Public information.The public infor-
mation officer and public information assistant are
33-5319 Merit board's executive secretary. excluded,and are appointed by the county adminis-
The executive secretary of the merit board is exclud- trator. (Ords. 81-70§ 2, 81-32 § I[10],77-116,74-
ed,
4ed, and is appointed by the merit board. (Ords. 81- 1S: former § 32-2.624).
70 § 2, 8141: see § 33-3.907).
33-5329 Animal services. (a) Director. The
33-5.321 Department head's executive sec- animal services director is excluded,and is appoint-
retary. The board may authorize any department ed by the board.
head(s)to appoint one excluded executive secretary (b) Veterinarians.The animal clinic veterinarians
each (Ords. 81-70 § 2, 81-41). and the veterinarian(hourly rate)are excluded,and
are appointed by the animal services director.(Ords.
33-5323 Project positions.Employees in posi- 81-70 § 2, 81-32 § I[l1, 161, 79-31 § 2, 70-17 §§
tions(project positions)established by the board for 2, 3, 76-62: former §§ 32-2.626, .636).
a specific limited period as part of an approved
project are excluded The county administrator and 33-5331 Airports manager. The manager of
the director of personnel shall develop procedures, airports (airports manager) is excluded, and is W
to be approved by the board, for designating these pointed by the public works director. (Ords. 81-70
positions and employing persons to fill them.(Ords. § 2, 81-32 § I[12],77-67: former § 32-2.628).
86-96, 81-70§2, 81-32§I[8],73-9 § 3,former§§
32-2.618, .6q2(15): prior code § 2413(c): Ord 69- 33-5335 Community services director. The
27). director of the community services department
(community services director) is excluded, and is
33-5325 Special areas.(a)The following posi- appointed by the board (Orris. 8170 § 2, 81-32 §
tions in the Orinda and San Ramon recreation ser- I[13], 78-81: former§ 32-1630).
vices areas (county service areas R-6 and R-7) are
excluded: 33-5337 LAFCO executive officer.The execu-
Director- Orinda paries and recreation service tive officer of the local agency formation commis-
area(one position); sion(LAFCO)is excluded(Ords. 81-70§2,81-32
Clerk-Onnda recreation service area(two posi- § I[14], 78-89: former § 32-2.632: Govt. C. §
tions); 54777).
Caretaker-Orinda recreation service area(two
positions); 33-5339 Library. (a) Library special project
Recreation instructor-Orinda recreation service directors-exempt are excluded and are appointed by
area; the county administrator.
Recreation assistant-Onnda recreation service (b) Assistant county librarians-exempt are exclud-
area; ed and are appointed by the county librarian.
Recreation supervisor-Orinda recreation service (c) Library student-assistants-exempt are exclud-
am(one position); ed, and are appointed by the county librarian.
Park attendant- San Ramon recreation service (d) Library aides-exempt are excluded and are
area(one position); appointed by the county librarian. (Ord. 90-79 § 1,
Caretaker- San Ramon recreation service area Ords. 90-68 § 1, 81-70 § 2, 81-32 § IRS], 79-73:
(one position). former § 32-2.634).
(b) The public works director is the appointing -
authority,and he or his designee shall establish from
(contra Costa county 10-94) 44
---------------------------
EXCLUSIONS AND OTHER COVERAGE 33-5.341--33-5.349
33-5.341 Agriculture — Weights-measures.
The offices of county agricultural commissioner,and
of sealer (director) of weights and measures, are
excluded,and are appointed by the board.(Ords.81-
70§2,81-32§I[171,79-17§4:former§32-2.638:
see §24-24.002, Food-Agric.C. § 2121, and Bus.-
Profs.
us.Profs. C. § 12200).
33-5343 Fire officer. (a) The class of fire
chief-Contra Costa County fire protection district is
excluded, and is appointed by the board of super-
visors.
(b)The one-position class of fire officer in the
Contra Costa County fire protection district is ex-
cluded,and is appointed by the fire chief.(Orris.94-
48, § 1, 81-70 § 2, 81-32 § I[181, 79-79: former §
32-2.640).
33-5.344 Apprentice fire/medics. Apprentice
fire/medics are excluded, and are appointed by the
fire chief. (Ord. 83-5 § 1).
33-5.346 Chief assistant public defender.The
chief assistant public defender is excluded and is
appointed by the public defender. (Ord. 83=12 § 1).
33-5347 Public works.(a)Director.The public
works director is excluded,and is appointed by the
board.
(b) Deputies. The chief deputy public works
director, and deputy public works directors, are
excluded, and are appointed by the director. (Ords.
81-70 § 2, 81-32 § 1[20]: see Chap. 24-22, Str. &
Hwys. C. § 2006, Govt. C. §§ 27550 & 24300,
etc.).
33-5.349 Superior court staff. (a) Titles. The '
classes of positions listed in subsection (b) are ex-
cluded from the merit system.They are designated
by their statutory titles (where such exist) and by
their corresponding present local administrative
titles, with parenthetical reference to the relevant
statutory provisions in the Government Code(G.C.)
and the Code of Civil Procedure (C.C.P.)
(b) Classes.The following classes are excluded:
45 (Contra Costa County 495)
33-5.349 PERSONNEL
Statutory Title Local Administrative Title
Superior court executive officer and Superior court executive officer and jury
jury commissioner commissioner
(G.C. § 69898, C.C.P. § 195)
Assistant superior court executive officer Assistant superior court administrator and jury
and chief deputy jury commissioner commissioner
(G.C. § 69898, C.C.P. § 204.1)
Superior court secretary Secretary to the superior court judges
(G.C. 69892)
Assistant superior court secretary Assistant secretary to the superior court judges
(G.C. 69892)
Probate commissioner Probate attorney
(G.C. 69897) Deputy commissioner
Research assistant Legal research attorney
(G.C. 69905) Supervising legal research attorney
Official reporter superior court (regular) Court reporter- superior court
(G.C. 70047) Chief court reporter - superior court
Juvenile court referee Juvenile court referee, and
(G.C. 70141.11) family support referee-exempt
Superior court commissioner Family law commissioner
Supervising counselor of conciliation Chief, family court services
(C.C.P. 1744,Family Conciliation Court)
Associate counselor of conciliation Counselor, family court services
(C.C.P. 1744, Family Conciliation Court)
Family conciliation court secretary Court services clerk I, II, III, IV
(C.C.P. 1744, Family Conciliation Court)
Deputy jury commissioner Court services manager I,II, III
(C.C.P. 195) Superior court systems specialist
Discovery referee
Court services clerk, I, IL III, IV
Court attendant-exempt
Superior court services cleric-technician IV
Court services assistant
Superior court interpreter
(Ord.94-15,§ 1,Ords.91-60,§ 1,91-2,§ 1,89-16,
§ 2, 83-14, 81-70, § 2, 81-63).
(Contra Costa County¢95) 46
EXCLUSIONS AND OTHER COVERAGE 33-5351=33-5.383
33-5.351 Public guardian.The public guardian 33-5.369 Community development. (a) Di-
is excluded, and is appointed by the board. (Ord. rector. The director of community development is
81-81 § 3: see § 24-25.002, and W. & I.C. §§ excluded and is appointed by the board of super-
8000ff). visors.
(b) Deputy director-current planning.The deputy
33-5353 Land information systems director. director of community development-current plan-
The land information systems director is excluded, ping-exempt is excluded and is appointed by the
and is appointed by the auditor-controller. (Orris. director of community development. (Ords. 86-12
82-11 § 2, 81-84). § 2, 85-22 § 2).
33-5.355 Appeals officers.Appeals officers,au- 33-5.371 Transportation planning manager.
thorized by the personnel management regulations, The transportation planning manager is excluded
Section 211.1. are excluded, and are appointed by and appointed by the director of the community
the board. (Ords. 82-21 § 2, 81-85). development department. (Ord. 85-26 § 2).
33-5357 Emergency services director. The 33-5373 Director of redevelopment.* The
director of the office of emergency services is ex- director of redevelopment is excluded and is ap-
cluded, and is appointed by the county administra- pointed by the community development director.
tor. (Ord. 82-4). (Ords. 85-32 § 6, 84-45 § 1).
33-5359 Office services director. The office 33-5375 Director and assistant director of
services director is excluded, and is appointed by general services-exempt.(a)The director of general
the county administrator. (Ords. 85-4 § 2, 82-21 § services-exempt is excluded and is appointed by the
1). county administrator.
(b) The assistant director of general services-ex-
33-5.361 Municipal court marshal. (a) The empt is excluded and is appointed by the director of
marshal of the municipal courts is excluded and is general services-exempt. (Orris. 85-79 § 2, 85-54 §
appointed by a majority of the municipal court 2).
judges-
(b) The county municipal court administrator- 33-5377 Risk manager-exempt.The risk man-
exempt is excluded and is appointed by majority of ager-exempt is excluded and is appointed by the
the municipal court judges. county administrator. (Ord. 86-3 § 2).
(c) The assistant county municipal court adminis-
trator-exempt is excluded and is appointed by the 33-5379 County veterans service officer-ex-
county municipal court administrator-exempt.(Ords. empt. The county veterans service officer-exempt
88-10 § 2, 85-25: see Govt. Code §§ 73342, is excluded from the merit system and is appointed
73351(x), 73356(a)). by the board of supervisors. (Ord. 86-19 § 2).
33-5363 Private industry council executive 33-5.381 Assistant county assessor-exempt.
director. The private industry council executive The assistant county assessor-exempt is excluded
director is excluded, and is appointed by the board and is appointed by the county assessor.(Ord.86-23
of supervisors. (Ord. 84-41). § 2).
33-5365 Clerk of the board.The clerk of the 33-5383 County clerk-recorder(a)The assis-
board of supervisors is excluded, and is appointed tant county registrar-exempt is excluded and is
by the board.(Orris.84-48, 84-36:see§ 24-28.002, appointed by the clerk-recorder.
and Govt. C. § 251005). (b) The assistant county clerk-exempt is excluded
and is appointed by the clerk-recorder.
33-5.367 Director of revenue collection. The
director of revenue collection is excluded, and is
appointed by the county administrator. (Ord. 8469
§ 2), • Editor's note: Section 33-5373 was numbered as such at the
direction of the county,pending corrective ordinance.
46-1 (contra costa county 4-95)
33-5.385-33-7.503 PERSONNEL
(c) The assistant county recorder-exempt is ex- (b) Assistant public defender-exempt.The class
cluded and is appointed by the clerk-recorder.(Ords. of assistant public defender-exempt is excluded and
88-11 § 2, 86-23 § 3). is appointed by the public defender. (Ords. 90-8, §
1, 89-59, § 1).
33-5385 Montara Bay recreation program.
(a) The following positions in the Montara Bay 33-5.401 Director, growth management and
recreation program (county service area M-17) are economic development agency-exempt.The direc-
excluded: tor,growth management and economic development
Montara Bay recreation program supervisor-ex- agency-exempt is excluded and is appointed by the
empt (one position) board. (Ord. 90-117).
Intermediate typist clerk-exempt (one position)
(b) The director of community development is 33-5.403 Director of building inspection.The
the appointing authority. (Ords. 86-78, 86-59 § 2). class of director of building inspection is excluded
and the incumbent is appointed by the director,
33-5387 County welfare director..(a) The growth management and economic development
county welfare director is excluded and is appointed agency. (Ord. 90-123 § 1).
by the board of supervisors.
(b)The assistant county welfare director-exempt
is excluded and is appointed by the county welfare Chapter 33-7
director. (Ord. 94-52 § 1, Ord. 87-17 § 2).
OTHER MERIT SYSTEM MATTERS
33-5.389 Executive assistant to the hazardous
materials commission. The executive assistant to Article 33-73 General and Interim
the hazardous materials commission is excluded and Sections:
is appointed by the county administrator. (Ord. 87- 33-7.303 Interim jurisdiction.
24 § 2). Article 33-75 Compensation
Sections:
33-5391 Assistant county probation officer- 33-7503 Merit board members.
exempt. The assistant county probation officer-
exempt is excluded and is appointed by the county Article 33-7.3
probation officer. (Ord. 88-3 § 2). General and Interim
33-5393 Retirement administrator.The retire- 33-7.303 Interim jurisdiction. (a) In addition
ment administrator is exempt and is appointed by to the provisions of Article 33-3.15 (Ord. 80-47
the board of retirement of the Contra Costa County Sections II—V),the following applies to pending
Employees Retirement Association. (Ord. 88-59 § appeals.
2, Res. No. 88/349, Govt. C. § 31522.2). (b) Pending Civil Service Appeals. All appeals
from orders of dismissal, suspension or demotion,
33-5395 Assistant county auditor-controller- pending before the civil service commission on or
exempt.The class of assistant county auditor-con- before June 30, 1981, shall continue and become
troller-exempt is excluded and is appointed by the subject to the jurisdiction of the merit board under
county auditor-controller. (Ord.. 91-8). Ordinance 80-47 (Ordinance Code Articles 33-35
through 33-3.15),effective July 1, 1981.(Orris. 81-
33-5397 Chief investment officer-exempt.The 70 § 3, 81-33).
chief investment officer-exempt is excluded and is
appointed by the treasurer-tax collector.(Ord.92-14 Article 33-75
§ D. Compensation
33-5399 Deputy public defender and assis- 33-7503 Merit board members.(a)Stipends.
tant public defender-exempt. (a) Deputy public Each merit board member shall be
defender-special assignment-exempt.The class of
deputy public defender-special assignment-exempt
is excluded and is appointed by the public defender. -
(Conga Costa County 495) 46-2
• ' ATTACHMENT #2 SD�
Adrh inis trative Bulletin Contra Number 416.1
Costa
316
Office of the County Administrator Costa Date 5-6-82
Court Section Pe rsonne 1
SUBJECT: Project Positions
County Ordinance Code No. 33-5. 323 exempts project positions.
from, the merit system. This section reads as follows:
"Project positions. Employees in positions (project
positions)__-which.: are funded by grants from federal,
state or`private appropriations for a specific limited
period as part.-of- an approved project. The *County
Administrator and Director of Personnel shall develop
procedures; for approval by� the .Board, for designating
these positions and employing persons to fill them. "
The following procedures and policies shall apply to project
positions:
1. Project positions shall be designated by the
County Administrator upon request of the
department head when such positions are
created . to implement a specific project of
limited duration financed in whole or in' part
by grants from federal, state, or private
agencies.
2. Project positions shall be created and
allodated. to class titles by resolution of
the Board of Supervisors as recommended .by
the County Administrator.
3. Terms of employment and compensation expressed
in Resolution No. 81/581 shall apply. as the
general rules of employment:
4. The Director of Personnel shall maintain a
classification ,plan and .administer competitive'
examinations and selection processes for
employment similar to those for .,positions in
the merit service. The county' s affirmative
action .commitments shall apply.
2 .
Departments shall confer with the Office of the County
Administrator and the Director of Personnel on all matters
pertaining to project positions.
Originating Dept. : Personnel
County Administrator
.'� ...�..v vo vva not irv, r AGOUN
+ ATTACHMENT #3
January 4. 1983 50
Adopted this Order on --- ba A -- OU the following vote:
AYES: Supervisors Powers , Fanden, Sch Wk ,&�k*W, McPe k
�100!?iy
NOES: None .
ABSENT: None. .JAN 24 1983
ABSTAIN: None . Mzrfir.>z, CA 94553
SUBJECT: Adoption of Regulations Relating to Salaries RESOLUTION.NO. 83/1
and Terms and Conditions of Employment
Whereas the Board of Supervisors enacted County Resolution 'No. 81/581 establishing
as a resolution former Ordinance Code Division 36 relating to salary and general
terms and conditions of employment; and
Whereas numerous amendments have been made to this resolution and continuing
revisions are found to be necessary; and
Whereas compilation of the revisions of Resolution 81/581 and amendments to it,
along with needed current revisions is appropriate;
In its capacity as the Board of Supervisors of Contra Costa County and as
governing Board of the Contra Costa County, Moraga, Orinda, Riverview and West
County Eire Protection Districts, and the County Flood Control and Water
Conservation District, the Board hereby RESOLVES:
1. The terms of employment and compensation expressed in the attached compilation
are hereby adopted and established by this Resolution as the general rules
governing employment in Contra Costa County in place of Resolution 81/581,
as amended.
2. The terms of employment and compensation adopted and established by this
Resolution are attached hereto and incorporated herein by reference.
3. Adoption of this resolution does not delete, change or modify in any way the
provisions of current Memorandums of Understanding, deep class resolutions
or other resolutions for salaries or other terms and conditions of employment.
4. The continued revision of this compilation shall be the responsibility of the
Director of Personnel. All future amendments to this resolution, including
but not limited to Memorandums of Understanding, deep class resolutions and
other special salary resolutions shall be provided immediately to the
Director of Personnel.
5. Resolutions 81/581, 81/714, 81/757, 81/1012, 81/1468, 82/63, 82/542, 82/579,
82/852, 82/1334 and Board Orders dated June 26, 1979 and July 8, 1980 are
hereby repealled.
I hereby certify that this is a true and correct copy of
an action taken and entered on tho minutes of the
Board of Supervi ors on the data shown.
ATTESTED: .c c 1? 83
J.R. OLSSON, COUNTY CLERK
and ex officio Clerk of the Board
t ,
SDI
CONTRA COSTA COUNTY
SALARY REGULATIONS
TABLE OF CONTENTS
SECTION 1 COUNTY EMPLOYMENT - GENERAL
SECTION 2 SALARY ADMINISTRATION - GENERAL REGULATIONS
SECTION 3 SALARY ADMINISTRATION - ANNIVERSARY DATES AND INCREMENTS
SECTION 4 SALARY ADMINISTRATION - CLASS AND .OTHER CHANGES
SECTION 5 SALARY ADMINISTRATION - PAY FOR.WORK IN A HIGHER CLASSIFICATION
SECTION 6 SALARY ADMINISTRATION - PAYMENT
SECTION 7 CONDITIONS OF EMPLOYMENT - GENERAL
SECTION 8 CONDITIONS OF EMPLOYMENT - HOURS
SECTION 9 CONDITIONS OF EMPLOYMENT - VACATION AND SICK LEAVE
SECTION 10 CONDITIONS OF EMPLOYMENT - RESTRICTIONS
SECTION 11 CONDITIONS OF EMPLOYMENT - DIFFERENTIALS
SECTION 12 CONDITIONS OF EMPLOYMENT - OVERTIME
SECTION 13 CONDITIONS OF EMPLOYMENT - INSURANCE
SECTION 14 CONDITIONS OF EMPLOYMENT - LIVING-IN PROVISIONS
SECTION 15 CONDITIONS OF EMPLOYMENT - SPECIAL PROVISIONS
SECTION 16 SERVICE AWARD PROGRAM
SECTION 17 PEACE OFFICER TRAINING
SECTION 18 EXEMPT MEDICAL STAFF SERVICE
SECTION 19 FIXED TERM EMPLOYEES
SECTION 20 DEEP CLASSES
SECTION 21 EXEMPT APPOINTEES' MERIT SYSTEM STATUS RETENTION
• I 1
SALARY REGULATIONS
SECTION 1
COUNTY EMPLOYMENT - GENERAL
1.1 Application of Resolution. County and officers, deputies, and employees
shall be paid, as compensation for all services required of them by law or by
virtue of their offices, the salaries and other compensation provided for by
this resolution. (Ord. 1493: prior code §2430: Ord. 1285; Res . 81/581; Prior
Ord. Code §36-2.002) .
1.2 Regular County Employees.
a Salaries By Resolution: The compensation of all regular County employees
and employees of the Contra Costa County flood control and water conservation
district, and employees of the Contra Costa County Fire Protection Districts,
except those whose compensation is provided for elsewhere, shall be determined
in accordance with such salary schedule(s) and the allocation of classes thereto
as are provided by board resolution or by other provisions of this resolution
relating to salary administration. (Res. 81/581) .
(b) Allocations and Changes: The Board by resolution may allocate class
titles of employment to ranges or levels of such salary schedule(s) and create
and abolish positions under new and existing class titles.
(c) Effective Dates: Action under this section .becomes effective on the
next day, unless otherwise provided therein. (Ords. 79-94, 79-43 §3, 1493: prior
code §2435: Ord. 1285: see also §24-26.002; Prior Ord. Code 936-2.004) .
1.3 Part-time Compensation. A part-time employee shall be paid a monthly salary
in the same ratio to the full-time monthly rate to which he would be entitled as
a full-time employee under the provisions of this resolution as the number 2of
hours per week in his part-time work schedule bears to the number of hours in
the full-time work schedule of the department. Other benefits to which the
employee is entitled under the provisions of this division shall be assigned on
the same pro rata basis. 'If the number of hours per week in the part-time schedule
varies or is indefinite, the appointing authority shall give the Director of
Personnel an estimate in writing of the average number of hours per week in the
part-time schedule of the employment. If the employment is periodic and irregular,
depending on departmental requirements, payment for hours worked shall be made at
the hourly rate set forth in Section 1.4 which is the equivalent of the monthly
rate to which the employee is entitled under this resolution. (Ord. 1493: prior
code §2438: Ord. 1285; Res. 81/581; Res. 81/757; Prior Ord. Code §36-2.006).
1.4 Temporary Employment. Persons employed in temporary positions shall be
compensated at the hourly rate which is the equivalent of the minimum step of
the salary range to which the particular class of position is allocated, except
that in cases where the appointing authority has determined that it is not possible
to secure qualified persons for temporary employment at the minimum hourly rate,
and the appointing authority so certifies in writing to the Director of Personnel
providing the reasons therefor, the Director of Personnel may then authorize
payment at an hourly rate which is equivalent to one of the higher steps of the
range to which the particular class is allocated. (Ord. 70-43 §2 (part.), 1970;
Ord. 68-19 §2, 1968: Ord. 67-41 §2, 1967; Ord. 1739: Ord. 1727: Ord. 1650: prior
code §2439: Ord. 1285; Prior Ord. Code §36-2.008; Res. 83/1) .
1 - 1
SD•1
Overtime pay at the rate of time and a half shall be payable to such employees
for work in excess of eight hours per day and for work in excess of forty hours
per week occurring before the commencement of the next succeeding work week.
The County Administrator shall promulgate regulations to effectuate this section,
consistent with this code and with the rules of the Director of Personnel .
(Ord. 70-43 §2 (part), 1970;. Ord. 68-19 92, 1968: Ord. 67-41 §2, 1967; Ord. 1739:
Ord. 1727: Ord. 1650: prior code §2439: Ord. 1285; Prior Ord. Code 936-2.008) .
Whenever a temporary position in a skilled trades class is to be filled, the
Director of Personnel may authorize payment to the .temporary employee of the
prevailing wage for that trade. (Ord. 70-43 §2 (part), 1970; Ord. 68-19 §2,
1968: Ord. 67-41 §2, 1967; Ord. 1739: Ord. 1727: Ord. 1650: prior code §2439:
Ord. 1285; Prior Ord. Code §36-2.008).
1.5 Compensation fir Portion of Month. Any employee who works less than any
full calendar month, except when on earned vacation or authorized sick leave,
s4all receive as compensation for his services an amount which is in the same
ratio to the established monthly rate as the number of days worked is to the
actual working days in such employee's normal work schedule for the particular
month; but if the employment is intermittent, compensation shall be on an hourly
basis. (Ord. 1493: prior code §2440: Ord. 1285; Prior Ord. Code §36-2.010).
1.6 County Administrator's Regulations. The County Administrator may promulgate
regulations to carry out this resolution or any portion thereof; these shall
have the force of law. (Ord. 73-101 §1, 1973; Prior Ord. Code §36-2.012).
1.7 Furlough Days Without Pay. Subject to the prior written approval of the
appointing authority, employees may elect to take furlough days or hours without
pay (pre-authorized absence without pay), up to a maximum of 15 calendar days
for any one period. longer pre-authorized absences without pay are considered
leaves of absence without pay. Employees who take furlough time shall have
their compensation for the portion of the month worked computed in acord with
§1.5 of the Salary Regulations.. Full time and part time employees who take
furlough shall have their vacation and sick leave accruals computed as though
they had worked the furlough time. When computing vacation and sick leave credits
for employees taking furlough this section supercedes §9.1 and 9.3 of -the Salary
Regulations regarding computation of vacation and sick leave credits as regards
furlough time only. Furlough time (absence without pay with prior authorization
of the appointing authority) shall be reported separately from other absences
without .pay to the Auditor-Controller. (Res. 83/1240 Effective December 20,
1983 and expires June 30, 1984.
1 - 2
SECTION 2
SALARY ADMINISTRATION -* GENERAL REGULATIONS
2.1 General Regulations.* Except as hereinafter provided or as provided by
various Memorandums of Understanding, new employees shall be appointed at the
minimum step of the salary range established for the particular class of position
to which the appointment is made; however, new employees in deep classes may be
appointed at any step provided for in the implementing deep class resolution.
(Res . 83/1).
However, on the written recommendation of the appointing authority based upon the
necessity to provide an appointment above the first step in order-,to secure the
appointment of the person best qualified by virtue of education, experience and
other relevant factors, the Director of Personnel may authoril- that a particular
non-deep class position be filled at a step above the minimum of the salary range
for the class, but no employee may be appointed at a step above the top base step
allocated for the class. Whenever a position is filled in this manner, unless
otherwise provided for, incumbents of .positions in the same class earning less
than the step in the particular salary range at which the new employee enters
shall not have their step changed as a result of the new appointment. (Res.
81/1284; Res. 81/757; Res. 83/1).
A person appointed from a reemployment or layoff list, on recommendation of the
Director of Personnel and approval -of the Board of Supervisors, may be appointed
at the same step of the salary range established for the particular class of
position as the step whi.ch .the employee was receiving at the effective date of
resignation or layoff. This action shall not require modification of the
salaries of other incumbents of positions in the same class earning less than
the step at which the reemployed person enters. (Res. 81/757).
If a position is transferred from the service of some other governmental
jurisdiction to the service of this County, after the position has been allocated
to the classification plan by the Director of Personnel, the incumbent of the
position shall be assigned to the step on the salary range established for the
class which is equal to, or if not equal to, next above the salary .rate which he
was receiving from the other jurisdiction before transfer, provided that no
employee shall be assigned below the second step of the salary range established
for that class; if,. :the. transferred employee is already receiving a salary
greater than the maximum step of the class to which the position is allocated,
he shall continue to -receive that salary rate until a step in the range equals
or exceeds this rate. When transferred employees are assigned to a salary rate,
the salary rates of incumbents of other positions in the same class shall not be
affected. (Ord. 69-33 §1, 1969; Ord. 68-11 §1, 1968; Ord. 1945; Ord. 1727;
prior code 92442(a): Ord. 1351; Ord. 1285; Prior Ord. Code §36-4.202) .
*For the statutory provisions regarding the method of appointment of County
employees, see Gov. C. §25300. See also, CONST. art XI §1(b) as to the power of
the County to provide the method of appointment.
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SECTION 3
SALARY ADMINISTRATION - ANNIVERSARY DATES AND INCREMENTS
3.1 Designated.
a Permanent Employees: Each permanent employee has an anniversary date
for pay purposes as herein provided.
(b) New Employees:
(1) Six-Month Probations. The anniversary of a new employee with a
six-month probation period is the first day of the calendar month after the
calendar month when he successfully completes his probation period; except that,
when he began work on the first regularly scheduled workday for his position
which was not the first calendar day that month, his anniversary is the first
day of the calendar month when he successfully completes probation.
(2) Over Six-Months Probation. The anniversary of a new employee
with a probation period of over six months is the first day of the seventh
calendar month after the calendar month when he began work; except that, when he
began work on the first regularly scheduled work day for his position which was
not the first calendar day that month, his anniversary is the first day of the
sixth calendar month after the calendar month when he began work.
(c) Promotions: The anniversary of a promoted employee is determined as
for. a new employee in (b) above, depending on whether the new position's
probation period is six months of more.
(d) Demotions: The anniversary of a demoted employee is the first day of
the calendar month after the calendar month when the demotion was effective.
(e) Transfers and Reclassifications: The anniversary of a transferred
employee, or one whose position has been reclassified to a class allocated to
the same salary range, remains unchanged.
(f) Reemployments: The anniversary of an employee appointed from a
reemployment list to the first step of the applicable salary range and not
required to serve a probation period pursuant to County Personnel Management
Regulations is determined as for a new employee who is appointed the same date,
classification and step and who then successfully completes the required
probation period. (Res. 81/1468).
(g) Other Salaries and Transfers: Notwithstanding other provisions of
this section, mthe anniversary of an employee who is appointed from outside the
County's classified service at a rate above the minimum salary for class, or who
is transferred from another governmental entity to this County's classified
service, is one year from the first day of the calendar month after the calendar
month when he was appointed or transferred; except that when the appointment or
transfer is effective on his first regularly scheduled work day of that month,
his anniversary is one year after the first calendar day of that month. (Ord.
68-34 §1,1968; Ord. 2009; Ord 1727; prior code §2442(b) : Ord. 1351; Ord. 1285;
Prior Ord. Code §36-4.402) .
(h) On Reduction in Compensation and on Reinstatement to former Compensation
Level after Reduction in Compensation: The anniversary of an employee who is
reduced in compensation or who is reinstated to his former compensation level
after reduction in compensation remains unchanged. (Res. 82/579) .
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r
3.2 Increments Within Range. The salary of each employee, except those with
employees already at the maximum salary step of the appropriate salary range,
shall be reviewed on the anniversary date as set forth in Section 3.1, to
determine whether the salary of the employee shall be advanced to the next higher
step in the salary range. Advancement shall be granted only on the affirmative
recommendation of the appointing authority, based on the satisfactory performance
by the employee. The appointing authority may recommend unconditional denial of
the increment or denial subject to review at some specified date before the next
anniversary.
The salary of persons who are on leave of absence from their county positions on
any anniversary date and who have not been absent from their positions on leave
without pay more than six months during their anniversary year preceding the
review date shall be reviewed on the anniversary date. Employees on stipendiary
educational leave are excluded from the above six month limitation. Persons on
military leave shall receive anniversary increments that l:..Iy accrue to them
during the period of military leave. (Ord. 1727; prior code §2442(c): Ord. 1351;
Ord. 1285; Prior Ord. Code §36-4.602) .
3.3 Frequency of Increments. Except, as otherwise provided, increments within
range shall not be granted more frequently than once a year, nor shall more than
one step within-range increment be granted at one time. In case an appointing
authority recommends denial of the within-range increment on some particular
anniversary date, but recommends a special salary review at some date before the
next anniversary as provided for in Section 3.1, the special salary review shall
not affect the regular salary review. on the next anniversary date. No provision
of this chapter shall be construed to make the granting of increments mandatory
on the County. ' (Ord. 1727; prior code §2442(8): Ord. 1351; Ord. 1285; Prior
Ord. Code §36-4.604) .
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SD cl
SECTION 4
SALARY ADMINISTRATION - CLASS AND OTHER CHANGES
4.1 Salary - On Promotion. Any employee who is appointed to a position of a
class allocated to a hig er salary range than the class he previously occupied
shall receive the salary in the new salary range which is next higher than the
rate he was receiving before promotion. In the event this increase is less than
five percent, the employee's salary shall be adjusted to the step in the new
range which is five percent greater than the next higher step, if the new range
permits such adjustment. In the event of the promotion of a laid off employee
from the layoff list to the class from which the employee was laid off, the
employee shall be appointed at the 'step which the employee had formerly attained
in the higher class unless such step results in an increase of less than five
percent (5%), in -which case the salary shall be adjusted to the step in the new
range which is five percent greater than the next higher step, if the new range
permits such adjustment. (Ord. 1727: prior code §2442(4): Ord. 1351; Ord. .1285;
Prior Ord. Code §36-4.802, Res. 82/8521.
4.2 Salary - On Demotion. Any employee who is demoted to a position of a class
having a salary schedule lower than the class of position from which he was
demoted shall have his salary reduced to the monthly salary step in the range
for the class of position to which he has been demoted next lower than the
salary he received before demotion. In the event this decrease is less than
five percent, the employee's salary shall be adjusted to the step in the new
range which is five percent less than the next lower step, if the new range
permits such adjustment. Whenever the demotion is the result of layoff, either
by abandonment of position or displacement by another employee with greater
seniority rights, the salary of the demoted employee shall be that step on the
salary range which he would have achieved had he remained continuously in the
position to which he has been demoted, all within-range increments being granted
on the anniversary dates in the demotional class. (Ord. 1727; prior code
§2442(e): Ord. 1351; Ord. 1285; Prior Ord. Code 936-4.804).
4.3 Salary - On Voluntar_ Demotion. Notwithstanding Section 4.2' whenever any
employee voluntarily demotes to a position in a class having a salary schedule
lower than that of the class from which he demotes, unless the Board provides
otherwise by resolution, his salary shall remain the same if the steps in his
new (demoted) salary ,range permit, and if not, his new salary shall be set at the
step next below his former salary. (Ord. 77-114 §1; Prior Ord. Code §36-4.805.
4.4 Salary - On Reduction in Compensation. The appointing .authority may reduce
the compensation of an employee by allocating his salary to a lower step on the
salary range for the employee's class. (Res. 82/579).
4.5 Salary - On Y-Rating. The appointing authority may Y-rate the salary of an
employee as a reduction in compensation in which case, the employee shall not
receive classwide salary increases for his class. (Res. 82/579) .
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4.6 Salary - On Reinstatement to Former Compensation Level After Reduction in
Compensation or Y-Rating. In his discretion, the appointing authority may
increase the salary of an employee whose salary has been reduced under Section 4.4
hereinabove to any step on the salary range for the class up to the step which
the employee formerly had attained prior to the reduction of his compensation,
plus any step increases granted during the period in which compensation was
reduced, not to exceed the top step of the salary range for that class . When an
employee's salary has been Y-rated as a reduction in compensation, the appointing
authority, in his discretion, may terminate the Y-rate and have the employee's
salary adjusted to the current salary rate established for his class and step.
(Res . 82/579) .
.4.7 Position, An incumbent of a position which is reclassified to a class which
is allocated to the same range of the basic salary schedule as is the class of the
position before it was reclassified, shall be paid at the same step of the range
as he was receiving under the previous classification. An incumbent of a position
which is reclassified to a class which is allocated to a lower range of the basic
salary schedule than is the class of the position before it was reclassified,
shall continue to receive the same salary as before the reclassification, but if
such salary is greater than the maximum of the range of the class to which the
position has been reclassified, the salary of the incumbent shall be reduced to
the maximum salary for the new classification. The salary of an incumbent of a
position which is reclassified to a class which is allocated to a range "of the
basic salary schedule greater than the range of the class of the position before
it was reclassified shall be governed by the provisions of Section 4.1. (Ord.
1727: prior code §2442(1) : Ord. 1351: Ord. 1285; Prior Ord. Code §36-4.1002) .
4.8 Salary Reallocation-.— An employee who has permanent status in a position of
a class which is reallocated to a salary range above or"below that to which it
was previously allocated shall be compensated at the same step in the new salary
range as he was receiving in the range to which the class was previously allocated,
except that .when the reallocation is from a five-step to a three-step range, or
vice versa, he shall receive the step on the new range which is in the same
ratio to his salary before reallocation as is the top step of the new range to
the top step of the range to which the class was previously allocated, but in no
case shall any employee be compensated at less than the first step of the range
to which the class is allocated. Provisional employees in positions of a class
which are reallocated to a different salary range shall continue to receive the
entrance step except as otherwise authorized under Section 2.1. - (Ord. 70-43 §2
(part), 1970: Ord. 1727:- prior code §2442(h): Ord. 1351: Ord. 1285; Prior Ord.
Code M-4.1004).
4.9 Classification Allocations to Salary Ranges. In the event a classification
is allocated by the Board of Supervisors from a five-step range to a three-step
range of the basic salary schedule, or vice versa, each incumbent of a position
in the reallocated class shall be placed upon the step of the new range which
-equals the rate of pay he was receiving at the time of reallocation, except that
no incumbent shall be placed at less than the second step of the new range. In
the event that the steps in the new range do not contain the same rates as the
old range, each incumbent shall be placed upon the step of the new range which
is next above the salary rate he was receiving in the old range. (Ord. 69-34
§1, 1969: prior code §2434.4; Prior Ord. Code §36-4.1006; Res. 83/1) .
4 - 2
4.10 Salary on Transfer - Same Class. An employee who is transferred from one
` position to another position in the same class shall be compensated at the same
step in the salary range as he previously received. (Ord. 1727: prior code
-' §2442(f): Ord. 1351: Ord. 1285; Prior Ord. Code 936-4.1202).
4.11 Salary on Transfer - Different Class at Same Salary. Whenever a permanent
employee is appointed to a position of a class which is allocated to the same -
salary range as is the class of the position which he previously occupied, he
shall continue to be compensated at the same step of the salary range to which
the classes are allocated. -For purposes of further annual increment within the
salary range, his anniversary date shall remain the same as it was before the
appointment. (Ord. 1727: prior code §2442(j): Ord. 1351: Ord. 1285; Prior Ord.
Code 136-4.1204).
4.12 Salary on Transfer - Different Class Within Five Percent (5%) at Too Step.
An employee who transfers to a position in a different class than that he previously
occupied, but at a different salary range within five percent (5%) at the top
step, shall -be paid at the same salary as he was receiving before the transfer;
but if the former salary is not a step on the new range, the employee shall be
paid at the next higher step on the new range; or if no higher step is
available, the employee shall be paid at the 'next lower step on the new range.
For purposes of annual increments within the salary range, the anniversary date
shall remain the same as it was before the transfer. (Res. 83/1).
4.13 Salary on Transfer - Deep Class. Whenever an employee transfers to or
from a position in a deep class, as defined in Section 20.2, which may occur
whenever the salary relationship of the two classes is either in accordance with
Section 4.11 or 4.121
or if one class salary. range falls totally within the
salary range from bottom to top step of the ,other class or if any of the above
would apply on base salary alone, not considering "outstanding performance"
steps designated by deep class resolution, or as' may be otherwise provided in
the appropriate deep class resolution, the salary of the employee will be set
at the step equal to the employee's current salary or if the salary steps are
not exactly equal, the employee's salary shall be set at the next higher step
above -the employee's current salary (within' a designated deep class level if
transferring to a deep class) if that can be accomplished with a salary increase
of no more than five (5) percent, or alternatively, if not possible, at the
next lower step on the new range, or as provided in the deep class resolution.
However, if the deep class transfer occurs to or from a deep class with specified
levels identified for certain positions and their incumbents, the employee's
salary in the new class shall be set in accordance with the section on "Salary
on. Promotion" if the employee is transferring to another class or to a level in
a deep class for which the salary is at least five (5) percent above the top
base step of the deep class. level or class in which they have status currently.
(Res. 84/445, added 7/31/84)(Res. 87/559, effective 9/1/87)
4.14 Salary on Voluntary Demotions - Deep Class. Wheneveran employee voluntarily
demotes.to or from a position in a deep class, as defined in Section 20.2, which
occurs when the top base step of the current class is higher than the top base
step of -the class the employee is going to, or as _may be otherwise provided .in
the appropriate deep class resolution, the salary of the employee will be in
accordance with Section 4.3. However, if the deep class -voluntary demotion
occurs to or from a deep class with specified levels identified for certain
positions and their incumbents, the employee's salary in the new class shall be
set in accordance with the section on "Salary on Promotion" if the employee is
4 - 3
moving into another class or level in a deep class for which the salary is at
least five (5) percent above the top base step of the deep class level or class
�- . in which they have status currently. In those situations where an employee is
moving into another class or a level in a deep class for which the salary is
between five (5) percent below and five (5) percent above the top base step of
the deep class level or class in which they have status currently, the
employee's salary in the new class shall be set in accordance with Section 4.13.
(Res. 87/559, effective 9/1/.87)
4.15 Deep Class Transfers and Voluntary Demotions - Anniversary Dates_ Whenever an
employee transfers or voluntarily demotes and the salary step is set according to
the section on "Salary on Promotion", as provided in Section 4.13 and 4.14, the
anniversary date shall be established using the "promotional rule" as defined in
Section 3.1(c). (Res. 87/559, effective 9/1/87)
.4 - 4
SECTION 5
SALARY ADMINISTRATION - PAY FOR WORK IN A HIGHER CLASSIFICATION
5.1 Work in Higher Classification - Higher Pay. When an employee in a permanent
position is required to work in a higher paid classification, he shall receive the
higher compensation for such work, pursuant to Section 4.1 on salary on promotion,
plus any differentials and incentives he would have received in his regular position.
Unless the Board has by resolution otherwise specified, the higher pay shall begin
on the twenty-first calendar day of the new assignment. The County Administrator
shall issue regulations specifying policy and procedures to implement this provision
and shall, on request of appointing authorities, make required determinations
pursuant to it. (Ords. 77-119 §1, 74-50 §3, 69-65 §1: prior code §2442(k); Ord.
1285; Prior Ord. Code §36-4.1402; 21st calendar day - Res. 79/781, Board Order,
August 11, 1981 (Management and unrepresented employees), rtes. 82/379 (United
Professional Firefighters); 11th work day - M.O.U.'s, Res. 82/471 (California
Nurses Association), Res. 81/1006 (Contra Costa County Employees' Association,
Local 1), Res. 80/1469 (Deputy Sheriff's Association), Res. 81/75 (District
Attorney Investigator's Association); Res. 81/1048 (United Clerical Employees),
Res. 82/808 (Deputy Clerks' Unit), Res. 81/1049 (Professional and Technical
Employees); 18th work day - M.O.U.'s, Res 81/1064 (Social Services Union, Local
535); 21st work day - M.O.U. 's, Res. 81/1104 (Appraiser's Association) and
Res. 81/1114 (Western Council of Engineers).
t
5 - 1
SECTION 6
SALARY ADMINISTRATION - PAYMENT
6.1 Dates Designated. On the tenth day of each month the Auditor shall draw
his warrant upon the Treasurer in favor of each officer, deputy and employee of
the County and of the Contra Costa County flood control and water conservation
district, and of the County fire districts, for the amount of salary due him for
the preceding month; but each such person (except those paid on an hourly rate)
may choose to receive an advance on his monthly salary, in which case the Auditor
shall, on the twenty-fifth day of each month draw his warrant upon the Treasurer
in favor of such person. (Ord. 70-43 §4, 1970: Ord. 1553: prior code §2450;
Prior Ord. Code §36-4.1602) .
6.2 Amount of Advance. The advance shall be in an amount equal to one-third of
the employee's basic monthly salary except that it shall not exceed the am.cunt
of the basic monthly salary less all requested or required deductions. (Ord.
1553: prior code §2451; Prior Ord. Code §36-4.1604) .
6.3 Election for Advances. The election shall be made by filing on or before
April 30th or October 31st of each year or during the first month of employment
by filing on forms prepared by the Auditor-Controller a notice of election to
receive salary advance. Each election shall become effective on the first day
of the month following the deadline for filing the notice and shall remain
effective until revoked. (Ord. 1553: prior code §2452; Prior Ord. Code
§36-4.1606) .
6.4 Deductions. In the case of an election made pursuant to this division, all
required or requested deductions from salary shall be taken from the second
installment, which is payable on the tenth day of the following month. (Ord.
1553: prior code §2453; Prior Ord. Code §36-4.1608) .
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SECTION 7
CONDITIONS OF EMPLOYMENT - GENERAL
7.1 Applicability. The conditions of employment in this salary resolution
shall apply to all employment in positions whose compensation is provided by
this resolution, other than elected officers, those modifications for employees
occupying "living-in" positions as described in Sections 14.2 through 14.9 and
other modifications as may be made by resolution. (Ord. 73-75 §1 (part), 1973:
Ord. 1650: Ord. 1493: Ord. 1463: prior code §2441(a) (part) : Ord. 1334: Ord.
1285; Prior Ord. Code §36.6.202) .
7.2 Appointinq Authority.
a) Department Head. Unless otherwise provided by ordinance or statute, all
appointments shall be made by the head of the department in .hich the positions
are, in accordance with the Personnel Management Regulations and those of the
Director of Personnel consistent therewith.
(b) Oelegability. A department head may delegate (and withdraw and
redelegate) this appointing power to orne or more subordinates named in writing(s)
filed with the Director of Personnel from time to time. (Ords. 79-64, 79-62,
73-75, 1650, 1493: prior code §2441(b) : Ords. 1285 §8-A, 1041 §8-A, 793 §9-A,
491 §9-A, 395 §9-A, 365 §9-A; see also Govt. Code 1190; Prior Ord. Code §36.6.204;
Res. 81/757) .
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SECTION 8
CONDITIONS OF EMPLOYMENT - HOURS
8.1 On-call and Call-back time.
a On-Call Time - Definition and Credit. On-call time is any period during
which the employee is not actually on duty but must be ready to immediately report
for duty and be reachable by his superior on ten minutes' notice or less. He
shall get one hour of actual work time credit for each four hours of such on-call
time, unless otherwise provided by board resolution.
(b) On-Call Time - Scheduling. Where the appointing authority requires on-call
arrangements, he shall designate which employees have on-call responsibilities,
shall schedule the hours when these employees are on call, and may include the
on-call time credit as part of the employee's normal workweek.
(c) Call-Back Time. An employee called back to duty shall be paid for the
actual time cn duty plus one hour (but not less than two hours total for each
call-back), unless otherwise provided by board resolution. (Ords. 80-83, 79-63,
68-209 1650, 1493, 1463: prior code §2441(g) : Ords. 1334, 1285 §8G, 793 §9G, 759:
see also §§22-2.202 and 36-6.404; Prior Ord. Code §36-6.402) .
8.2 Normal Workweek and Overtime.
Ta-T--Normal Workweek. The normal workweek for County employees is forty
hours between 12:01 a.m. Monday to twelve midnight Sunday, usually five eight-hour
days; however, where operational requirements of a department require deviations
from the usual pattern of five eight-hour days per workweek, an employee's work
hours may be scheduled to meet these requirements, but his working time shall not
exceed an average of forty hours per seven-day period throughout an operational
cycle, and the department head shall prepare written schedules in advance to
support all deviations, the schedules to encompass the complete operational cycle
contemplated.
(b) Overtime. "Overtime" is any authorized service performed in excess of
the normal workweek. Compensation is as provided for in Section 12. (Ords. 78-19
§1, 1707, 1650, 1493, 1463: prior code 92441(h): Ords. 1334, 1285; Prior Ord.
Code §36-6.404) .
8.3 114-10" Shift - Exceptions from General Salary Resolution Provisions. The
provisions of Sections 8.3 through 8.7 are an exception to the general rules in
this resolution; but, except as otherwide provided in Sections 8.3 through 8.7,
the provisions of this code apply to the employment described herein. (Ord.
72-85 §1 (part); Prior Ord. Code §36-8.2002; Res. 83/1) .
8.4 114-10" Shift - Employees. "4-10" shift employees are those employees of
the Sheriff's Department who are assigned to work four ten-hour days per week.
(Ords. 79-75, 72-85; Prior Ord. Code §36-8.2004) .
8.5 114-10" Shift - Normal Work Schedule. The normal work schedule for "4-10"
shift employees is four ten-hour working days, during a work week consisting of
any seven-day period. (Ord. 72-85 §1 (part); Prior Ord. Code §36-8.2006) .
8 - 1
a
8,6 "4-10" Shift - Overtime. Except as otherwise provided, overtime for "4-10"
shift employees shall be any authorized service exceeding their normal "4-10" shift
work schedule, and shall be compensated at one and one-half times the employee's
basic hourly salary rate. (Ord. 72-85 §1 (part) ; Prior Ord. Code §36-8.2008) .
8.7 114-10" Shift - Holidays.
TaT Credit for Holidays. Credit for holidays shall be given either on the
holiday if it falls on the "4-10" shift employee's regular working day or on his
next regular working day if it falls on one of his regular days off.
(b) Holiday Overtime Pay. Each 114-10" shift employee shall receive overtime
pay for holidays to the extent that regular County employees are credited with
holiday time. Holiday "overtime pay" includes compensatory time off for holidays
pursuant to the County Administrator's regulations under Section 12.1.
(c) Absence on Holiday. The maximum time charged to sick leave vacation
or leave without pay on a holiday shall be two hours. (Ord. 72-85 41 (part) ;
Prior Ord. Code §36-8.2010) .
8 - 2
SECTION 9
CONDITIONS OF EMPLOYMENT - VACATION AND SICK LEAVE
9.1 Vacation - General Provisions.
T_aT Employees in permanent positions are entitled to vacations with pay
which accrue according to, and may be accumulated to maximums set forth in the
table below. Accrual is by hours of working time per calendar month of service
and begins on the date of appointment to a permanent position, except that
increased accruals granted in recognition of long service begin on the first of
the month following the month in which the employee qualifies for the corresponding
service award pursuant to Section 16, and except that accrual for portions of a
month shall be in minimum amounts of one hour calculated on the same basis as
for partial month compensation pursuant to Section 1.5. Vacation credits may be
used only after completion of six months' service in a permanent position, but
may be used to supplement exhausted sick leave in cases of absence during the
first six months; and none shall be allowed in excess of actual accrual at the
time vacation is taken. On separation from County service, an employee shall be
paid for any unused vacation credits at' his then current pay rate.
(b) Except when the Board provides otherwise by resolution, the following
rates for accrual of vacation credits shall apply:
Monthly Maximum
Accrual Cumulative
Length of .Service Hours Hours
Under 15 years 1�— —2w
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
(c) Regulations. The County Administrator may promulgate regulations
implementing this section.
(d) When a County employee transfers, promotes, demotes, or is reallocated
from a job classification where the maximum cumulative hours of vacation accumulation
is higher than the job classification to which the employee transfers, promotes,
demotes or is reallocated, such employee shall retain all unused vacation credits
previously accumulated in. the job classification with the higher .accrual rate.
(Ords. 79-90 §1, 71-110 915, 1971; 70-43 §2, 1979; 1686; 1650; 1543; 1493; 1467;
1463: prior code s2441(b) ; Ord. 1334; Prior Ord. Code §36-6.602; Res. 81/1390;
Res. 82/542) .
9.2 Vacation - Management Reimbursement.
TaT Vacation Payment. Employees, in management classifications (includin
those working twenty-four-hour shift patterns in merit system fire districts
designated by board resolution, may choose reimbursement for up to one-third of
their annual vacation accrual, subject to the following conditions:
(1) The choice can be made only once in each calendar year;
(2) payment shall be based on an hourly rate determined by dividing
the employee's monthly salary by 173.33 (242.67 for employees working twenty-
four-hour shifts in fire districts);
9 - 1
(3) the maximum number of hours that may be reimbursed in any year is
as follows (parenthetical figures for employees working twenty-four-hour shifts
in fire districts) :
For employees hired prior to October 1, 1979:
Years of Service Maximum Annual Payment
Under years 40 56 hours
11 years 43 (60) hours
12 years 45 (64) hours
13 years 48 (68) hours
14 years 51 (72) hours
15 through 19 53 (76) hours
20 through 24 67 (92) hours
25 through 29 80 (112) hours
30 years or more 93 (132) hours
For employees hired on or after October 1, 1979:
Years of Service Maximum Annual Payment
Under 5 years 27 37 hours
5 through 10 years 40 (56) hours
11 years 43 (60) hours
12 years 45 (64) hours
13 years 48 (68) hours
14 years 51 (72) hours
15 through 19 53 (76) hours
20 through 24 67 (92) hours
25 through 29 80 (112) hours
30 years or more 93 (132) hours
(4) accrued vacation balance shall be reduced by the- number of hours
reimbursed.
(b) Regulations. The County Administrator may promulgate regulations
implementing this section. (Ords. 79-90 §2; 76-20, 75-52; Prior Ord. Code
§36-6.603; Res . No. 83/90).
9.3 Sick Leave.
a Accrual. Unless otherwise provided by board resolution,' employees in
permanent positions accrue sick leave credits at the rate of eight working hours'
credit for each completed calendar month of service therein, and for part of a
month in minimum amounts 'of one. working hour's credit on the same basis as partial
month compensation in Section 1.5. Unused sick leave credits accumulate from
year to year.
(b) Use. Employees may use paid sick leave credit in accordance with the
Board's policy and the appointing authority's approval.
(c) Cancellation. Sick leave credits are cancelled on separation, except
for retirement use according to Section 3.2, and except that a layed-off employee's
accumulated credits shall be restored if he is reemployed in a permanent position
within the period of this layoff reemployment eligibility.
(d) Regulations . The County Administrator shall promulgate regulations
implementing and elaborating the policies expressed in board resolutions and
ordinances, including regulating the manner of claiming and proving the proper use
of paid sick leave credits. (Ords. 79-107, 73-47 §2,1493: prior code §2441(c) : Ords .
1285 §8, 1041, 793, 752-A, 718, 491, 395, 380, 365; Prior Ord. Code 936-6.604) .
9 - 2
SECTION 10
CONDITIONS OF EMPLOYMENT - RESTRICTIONS
10.1 Marshals, Constables and Deputies. Marshals, constables, deputy marshals
and deputy constables are prohibited at all times from accepting assignments for
and performing services on a private basis which by their character and nature
can be performed in an official capacity. (Ord. 1928: Ord. 1650: Ord. 1493:
Ord. 1463: prior code §2441(1) : Ord. 1334: Ord. 1285; Prior Ord. Code §36-6.802) .
10 - 1
SECTION 11
CONDITIONS OF EMPLOYMENT - DIFFERENTIALS
11.1 Differentials - Shift. Every employee, whose position has a regularly
assigned daily work schedule:
(1) Requiring for completion more than one and one-half hours over the
normal actual working time; or
(2) including at least four hours of actual working time from five p.m.
through nine a.m. inclusive; or
(3) involving rotation between the shifts commonly called day, afternoon
and graveyard shifts;
shall receive extra pay of only one shift differential of five percent of his
base salary rate, unless otherwise provided by board resolution. This does not
apply to employees in the Sheriff's Department_ whose positions qualify for
safety membership in the retirement system. The Board may by resolution provide
for shift differentials for such other employees as it deems necessary. (Ords.
78-3, 74-50 §4, 2034 §1, 1933, 1695, 1650, 1493, 1463: prior code §2441(e):
Ords. 1334, 1285; Prior Ord. Code §36-8.602) .
11.2 Differentials - For Certain Employees. Any employee assigned to a position,
the work location of which is in the isolation, chest or observation wards, or
in the admitting office or emergency room of the County Hospital, and the work
assignment of which requires continuous direct personal contact with patients in
these wards or rooms, and any other employee whom the Board may by resolution
authorize, shall receive per hour worked a premium of five percent of the hourly
equivalent of his base rate, or such other additional compensation as the board
may by resolution authorize, in addition to his regular compensation, and in
addition to the differential provided for in Section 11.1 where he meets the
requirements of both Sections 11.1 and 11.2. (Ords. 76-72 §1, 74-50 §5, 69-58
§1, 1650, 1493, 1463• prior code. §2241(f); Ords. 1334, 1285, 1041 §8F, 711 14,
657; Prior Ord. Code §36-8.604) .
11.3 Differentials - Vocational Education Teachers. Employees who possess a
valid vocational education credential and whose duties include teaching in a
vocational education project approved by the California State Department of
Education shall receive a premium of five percent of their base salary rate.
(Ords. 67-24 92, 2035 §1, 1966, 1650, 1493, 1463: prior code §2441(0) : Ords. 1334,
1285; Prior Ord. Code §364:606) .
11 - 1
SECTION 12
CONDITIONS OF EMPLOYMENT -, OVERTIME
12.1 Overtime - Pay and Regulations.
a Pay - Exception. All overtime as defined in Section 8 shall be
compensated at one rate; but no employee with authority to schedule work time
for himself or others shall receive overtime pay.
(b) Regulations - Compensatory Time. The County Administrator shall
promulgate regulations to implement this section and Section 8, consistent with
this code. The regulations shall provide for a periodic choice by individual
employees entitled to choose, whether to be paid at the overtime.rate or to receive
compensatory time off at the rate established by board resolution. The regulations
shall provide for accrual of such compensatory time off, which shall.be in addition
to permissible holiday time accumulation and total vacation accumulation permitted
:ander Section 9. The regulations may provide for a certain fixed basis per year
or per month regardless of the number of actual or overtime holidays worked
during the period by the various employees choosing this method of compensation.
(Ords. 78-19 §2, 1747, 1650, 1649, 1493, 1463: prior code §2441(1) Ords. 1334,
1285; Prior Ord. Code §36-8.1002) .
12.2 Overtime Pay by Resolutions. The Board may from time to time by resolution
make provisions, in addition to but not in conflict with this resolution, for
extra pay or other benefits to employees for work in addition to their normal
work times. (Ord. 79-111; Prior Ord. Code §36-8.1004) .
12 - 1
SECTION 13
CONDITIONS OF EMPLOYMENT - INSURANCE
13.1 Insurance - General Regulations .
a General. The County shall provide programs of insurance covering such
aspects of life, accident, health, disability and liability as are specified here
or by other board action.
(b) Eligibility Generally. Section 7.1 notwithstanding, all of the
following whose work schedule is at least half of the normal full-time working
schedule are eligible and may choose to participate in this program by application
to the County: all elective and appointive officers of the County and judicial
and other designated districts, physicians and dentists employed by the County
pursuant to contract, and all permanent employees occupying permanent positions.
The program(s) may include families, dependents, retired persons and the like.
(c) Subvention. The County's contribution to the premium(s) or other
charge(s) of each covered person is payable for any month in which he draws
compensation for actual time worked or is credited for work time through vacation
or sick leave accruals. The Board shall fix from time to time the amounts of the
premium(s) or other charge(s) and of the County's contribution(s) thereto.
(d) Administrative Regulations. This program, the payment of the County's
contribution(s), the arrangements for coverage of eligible persons and other
administrative details shall be subject to the agreements made from time to time
with the person(s) offering this service and to such regulations promulgated by
the County Administrator as may be necessary to carry out the intent of this
division including coverage of part-time positions, those receiving retirement
benefits under the employee retirement system of this County, employees on
stipendiary educational leave and others. (Ords. 73-61 §1, 71-48 §1, 70-43 §2,
68-35 §1, 1758, 1677 1559, 1543, 1493: prior code §2441(j): Ords. 1334 §6, 1285
§8; Prior Ord. Code §36-8.1202) .
t
13 - 1
SECTION 14
CONDITIONS OF EMPLOYMENT - LIVING-IN PROVISIONS
14.1 Maintenance Deduction - Generally. Whenever any maintenance is provided
to an employee, charges for maintenance shall be made in the amounts and in the
manner that the Board of Supervisors shall prescribe by resolution. (Ord. 1650:
Ord. 1493; Ord. 1463: prior code §2441(d) : Ord. 1334: Ord. 1285; Prior Ord. Code
§36-8.202) .
14.2 Living-in Positions - Exception to Other Provisions. The provisions of
Section 14 are an exception to the general rules in this salary resolution, but,
except as otherwise provided in Section 14, the provisions of this code apply to
the employment described herein. (Ord. 1823: prior code §2441.1(x): Ord. 1285;
Prior Ord. Code §36-8.402) .
14.3 Living-in Positions - Defined. "Living-in positions" are those filled by
permanent employees and for which the Board of Supervisors has approved work
schedules exceeding an average of forty`hours a week recommended by the department
head pursuant to Section 8.2, where part of the schedule is sleeping time and
the employee is required to sleep at the place of employment. (Ord. 1823; prior
code §2441.1(b): Ord. 1285; Prior Ord. Code §36-8.404) .
14.4 Living-in Positions - Vacation and Sick Leave. Vacation and sick leave
accrual and usage procedures in Section 9 apply to incumbents of living-in
positions, except that accruals and maximum balances shall be computed in the
same ratio as the employee's average work week bears to the standard forty-hour
work week. Whenever an employee moves from a permanent position which does not
qualify under Section 14 to a position which does qualify, or vice versa, his
sick leave and vacation balances will be adjusted in the same ratio as his new
work week bears to his former work week. (Ord. 1823: prior code §2441.1(c):
Ord. 1285; Prior Ord. Code §36-8.406) .
14.5 Living-in Positions - Equivalent Hourly Rate. The equivalent hourly rate
as described in Section 1.4 shall be determined by dividing twelve times the
base salary by fifty-two times the average weekly work hours. (Ord.- 1823: prior
code §2441.1(d): Ord. 1285; Prior Ord. Code §36-8.408).
14.6 Living-in Positions - Overtime. Except as otherwise provided, overtime
for incumbents of living-in positions shall be any authorized service performed
in excess of the living-in work schedule, and shall be compensated at one and
one-half times the employee's hourly rate as described in Section 14.5. (Ord.
1823: prior code §2441.1(e) : Ord. 1285; Prior Ord. Code §36-8.410) .
14.7 Living-in Positions - Holidays. Each incumbent of a living-in position
who qualifies under Section 14 shall receive one-half day's pay, calculated at
the overtime rate as described in Section 14.6, for each holiday recognized by
the County. Holiday pay will be in addition to the regular base pay and will be
paid to each incumbent whether he is scheduled to work on the holiday or not.
To be eligible for such holiday pay an employee must have been in a pay status
in a qualifying position on the day preceding the holiday and on the day next -
succeeding the holiday. For purposes of qualifying for holiday pay, regi-lar days
14 - 1
• -Svl
off and leaves of absence of fifteen calendar days or less will be considered as
being in a pay status. Except as otherwise provided, overtime pay will be paid
in addition to holiday pay only when an employee works on a holiday which is not
part of his regular work schedule. (Ord. 1823: prior code §2441.1(f) : Ord. 1285;
Prior Ord. Code §36-8.412) .
14.8 Living-in Positions - Shift Differential . Living-in positions are not subject
to the shift differential provisions of Section 11. (Ord. 1823: prior code
§2441.1(g) : Ord. 1285; Prior Ord. Code §36-8.414) .
14.9 Living-in Positions - Coroner's Bureau. Three deputy sheriff positions in
the Coroner's Bureau of the Sheriff-Coroner's Department are "living-in positions."
(Prior Ord. Code §36-8.405; Res. 81/714) .
14.10 Living-in Positions - Holidays for Coroner's Bureau. Each incumbent of a
Coroner's Bureau living-in position who qualifies under Section 14 shall receive
she equivalent of eight hours of standard work week overtime pay, calculated at
the overtime rate as described in Section 14.6, for each holiday recognized by
the County. Holiday pay will be in addition to the regular base pay and will be
paid to each incumbent whether he is sdheduled to work on the holiday or not. To
be eligible for such holiday pay an employee must have been in a pay status in
a qualifying position on the day preceding the holiday and on the day next
succeeding the holiday. For purposes of qualifying for holiday pay, regular days
off and leaves of absence of fifteen calendar days or less will be considered as
being in a pay status. Except as otherwise provided, overtime pay will be paid
in addition to holiday pay only when an employee works on a holiday which is not
part of his regular work schedule. (Prior Ord. Code §36-8.413; Res.. 81/714).
14 - 2
SECTION 15
CONDITIONS OF EMPLOYMENT - SPECIAL PROVISIONS
15.1 Continuing Pa - Disability Absence.
a A permanent employee shall continue to receive his full regular salary
during any period of compensable temporary disability absence. "Compensable
temporary disability absence," for the purpose of this section, is any absence
due to work-connected disability which qualified for temporary disability
compensation under the Workmens' Compensation Law set forth in Division 4 of the
California Labor Code. When any disability becomes permanent, the salary
provided in this section shall terminate. _
(b) The employee shall return to the County all temporary disability
payments received by him from the State Compensation Insurance Fund.
(c) No charge shall be made against sick leave or vacation for these
salary payments. Sick leave and vacation rights shall not accrue for those
periods during which such salary payments are made.
(d) The County contribution to the employees group medical plan under Section
13 shall continue during any period of, compensable temporary disability absence.
(e) The maximum period for the described salary continuation for any one
injury or illness shall be one year from the date of temporary disability.
(Ords. -1650, 1591 1493, 1463: prior code §2441(k) ; Prior Ord. Code §36-8.1402).
15.2 Allowances - Personal Property Loss. Every employee of this County and
regular and marine patrol reserves of the Office of the County Sheriff shall be
compensated for the loss or damage, without his fault and in the course of his
employment, of the employee's personal property necessarily worn or carried in
order to fulfill the duties and requirements of his employment. The measure of
this compensation shall be the repair or replacement cost of the property. No
employee shall be compensated for such loss or damage until he has made every
reasonable attempt to obtain reimbursement from every other person liable for the
loss or damage. Claims for this compensation shall be processed according to
order of the Board of Supervisors. (Ords. 15601, 14931 1470: prior code 92443(c):
Ords. 1456, 1441, 1285; Prior Ord. Code §36-8.1604).
15.3 Allowances - Police Dogs. Each Deputy Sheriff who, upon assignment from
the Sheriff, owns and provides care and feeding in his home to &- dog used for
police work shall receive an allowance of eighty dollars per month to cover the
ordinary expenses of such care and feeding, subject to such regulationsas may
be promulgated by the County Administrator. (Ords. 74-80 §3, 69-15 §1, 1470:
prior code §2443(d): Ords. 1456, 1441, 1285; Prior Ord. Code §36-8.1606) .
15.4 Travel - Mileage. Subject to limitations elsewhere provided and upon rendering
detailed expense accounts, all County and judicial district officers, deputies
and employees shall be allowed their actual (not constructive), reasonable and
necessary expenses in performing their official duties, including travel therein.
For such expenses of travel necessarily done by private automobile, unless provided
otherwise by board resolution, employees shall be allowed twenty-two cents per
mile up through four hundred miles per month and sixteen cents per mile over four
hundred. The County Administrator shall promulgate regulations covering these
matters and the submission of these account claims to the Auditor-Controller.
(Ords. 77-114 §2, 74-441, 71-48 §25 68-44, 1493, 1470: prior code §2443(a) ; Ords .
1456, 1441, 1285, etc., 215 §23; Prior Ord. Code §36-8.1802; Res. 83/1) .
15 - 1
15.5 Travel - Advance Amounts. Officers, deputies and employees who travel
beyond the territorial limits of this County on official business shall be
entitled to receive in advance of travel an amount equal to the estimated
expenses to be incurred. If the advanced amount exceeds the amount of expenses
actually and necessarily incurred, the excess shall be repaid to the County upon
the return of the officer, deputy or employee to this County. (Ords. 1493, 1470:
prior code s2443(b) : Ords. 1441, 1285; Prior Ord. Code §36-8.1804).
15.6 Safety Suggestions - Awards. There is established a.program of awards to
County personnel for safety suggestions beneficial to the County service. The
County Administrator is authorized to promulgate regulations for this program.
(Ord. 68-18 §1: prior code §2464.5; Prior Ord. Code �36-10.402) .
15.7 Safe-driving Awards.
a) Program. To encourage and reward safe driving, the sheriff-coroner
shall maintain a safe-driving award program for personnel in that dpoartment,
and shall promulgate such regulations as may be necessary to implement it.
(b) Awards. These awards shall be given for these amounts of safe
driving (the bonds shall be Series EE, or future currently comparable bonds of
equal cost to County) : '
(1) 25,000 miles - Pocket-size badge holder;
(2) 50,000 miles - Pocket-style duplicate badge;
(3) 75,000 miles - Fifty-dollar U.S. Savings Bond;
(4) 100,000 miles - One-hundred-dollar U.S. Savings Bond;
(5) 150,000 miles - Timepiece suitably engraved, not to cost County
more than one hundred fifty dollars.
(Ord. 80-48, 76-42;. Prior Ord. Code §36-10.602) .
15.8 Employee Suggestion - Awards.
a) Program. There is established a program of awards to County personnel _
for suggestions to help develop more cost effective methods of doing County
business.
(b) Awards. The employees submitting the three best suggestions approved
each quarter by an interdepartmental evaluation committee shall be recognized
for their suggestions by presentation of a suitable memento, a letter in their
personnel files and a cash award as follows:
1) Best suggestion - $100 cash award
2) Second place suggestion - $50 cash award
(3) Third place suggestion - $25 cash award
(c) The County' Administrator is authorized to promulgate implementing
regulations on this program, including the establishment of criteria excluding
awards to management personnel for operations under their supervision. (Board
Orders dated June 26, 1979 and July 8, 1980; Res. 83/1) .
15 - 2
SECTION 16
SERVICE AWARD PROGRAM
16.1 Service Recognition - Program Administration. A program of recognition for
length of service in the employment of this County is established. Responsibility
for the administration of this program is in the Personnel Department. (Prior
code §2460: Ord. 787; Prior Ord. Code §36-10-202) .
16.2 Service Recognition - Calculating Service. The length of service credits of
each employee of the County shall date from the beginning of the last period of
continuous County employment (including temporary, provisional, and permanent
status, and absences on approved leave of absence) . When an employee separates
from a permanent position in good standing and within two years is reemployed in a
permanent County position, service credits shall include all cred;::s accumulated at
time of separation, but shall not include the period of separation. The Director
of Personnel shall determine these matters based on the employee status records
in his department. (Ords. 76-71 §l, 1838: prior code §2461: Ord. 787; Prior Ord.
Code §36-10.204) . .
16.3 Service Recognition -- Service Pins .
Ta7 Time of Making Awards. Awards for service shall be made at intervals
prescribed by the Board of Supervisors.
(b) Form of Awards. Service awards shall be a certificate, pin, tie clip
or other accessory item (herein called pins), and, in addition, after thirty
years of service, a timepiece. The certificate pin or other accessory item
alternatives, upon which the. County seal or logo shall be attached or shown, and
the timepiece shall be as prescribed by the Director of Personnel. The maximum
cost to the County of the thirty year timepiece shall be as set by the Director
of Personnel within budgetary constraints; suitable engraving of said timepiece
shall likewise be prescribed by the Director of Personnel, cost of the engraving
to be paid by the County. . (Res. 68/172, 78/1200, 83/1, 83/698) .
(c) Frequency of Awards. The first service recognition (pin) shall be
. awarded after each employee's first ten years of service. Thereafter a new and
distinguishable pin shall be awarded after each additional five years of service.
Elected officials with eight years or more of service who leave the County service
shall be presented with a service pin showing the actual number of years served
by them. (Ords. 67-74 §1, 1838: prior code 92462: Ords. 826, 787; Prior Ord.
Code 936-10.206) .
(Amended 5/10/83)
16 - 1
S.D.
SECTION 17
PEACE OFFICER TRAINING
17.1 Incentive Program - Purposes.* In accordance with the policies expressed
in Penal Code Sections 13500 and following and Chapter 2 of Title 11 of the
California Administrative Code (Sections 1000 and following); and to attract law
enforcement officers with high education standards, to broaden the professional
experience of present officers and to maintain a high quality police service to
cope with increased demands placed upon this function, there is established the
following career incentive program, which provides a career incentive allowance
based on two and one-half percent of base pay for possessing the first P.O.S.T.
certificate (intermediate or advanced) not required by the minimal qualifications
of the class and an additional allowance based on two and one-half percent of
base pay per month for possessing a second P.O.S.T. certificate (advanced) not
required by the minimal qualifications cf the class. (Ords. 73-64 §1, 72-60 §2
(part), 69-31 §1 (part): prior code §2441.2(a); Prior Ord. Code §36-8.802).
17.2 Incentive Program - Definitions. ,
a) unless otherwise specified or required by the context, the following
terms have the following meanings in Section 16.
(b) "Officer" means any peace officer member of the Sheriff's Department,
District Attorney's Office, Marshal 's Office or Constable's Office, who has
successfully completed at least one probationary period and who occupies a
permanent full-time position, in pay status, as a peace officer in this County.
(c) "Intermediate peace officers standards and training certificate" and
"advanced peace officer standards and training certificate" have the meanings
defined in the regulations of the Commission on Peace Officer Standards and Training
of the California State Department of Justice. (P.O.S.T.). (Ords. 72-60 §2 (part),
71-31 §1, 69-31 §1 (part): prior code §2441.2(b) ; Prior Ord. Code §36-8.804) .
17.3 Incentive Program - Intermediate Certificate. Every officer below the class
of: Lieutenant in the Sheriff's Department, District Attorney Investigator Grade II
in the District Attorney's Office or Deputy Marshal I in a Marshal's Office shall
receive a career incentive allowance of two and one-half percent of base pay per
month for the possession of a valid intermediate P.O.S.T. certificate. (Ords.
73-64 §2, 72-60 §2 (part), 71-31 §2, 69-31 §1 (part): prior code §2441.2(c);
Prior Ord. Code §36-8.806).
17.4 Incentive Program - Advanced Certificate. Every officer up to and including
the class of: Lieutenant in the Sheriff's Department, District Attorney
Investigator Grade II in the District Attorney's Office or Deputy Marshal II in
a Marshal 's Office shall receive a career incentive allowance of two and one-half
percent of base pay per month for the possession of a valid advanced P.O.S.T.
certificate. (Ords. 73-64 §3, 72-60 §2 (part), 71-31 §3, 69-31 §1 (part): prior
code §2441.2(4); Prior Ord. Code §36-8.808).
17.5 Incentive Program - Pay Status. These allowances shall be in addition to
regular compensation and shall not be considered part of the base pay for payroll
computation purposes. (Ords. 72-60 §2 (part), 69-31 §1 (part): prior code
§2441.2(e); Prior Ord. Code §36-8.810) .
*For peace officer training fund, see Ch. 62-6, County Ordinance Code.
17 - 1
i,
SECTION 18
EXEMPT MEDICAL STAFF SERVICE
18.1 Scope. This section-supercedes all of the other provisions of this salary
resolution except as expressly made applicable herein. This section applies to
all Exempt Medical Staff employed in the Health Services Agency whose job
classification titles are prefaced by "Exempt Medical Staff." (Ords 79-91
§2,77-38; Prior Ord. Code §36-11.004; Res. 80/598, Res. 82/63, Res. 82/1334) .
18.2 Definitions. The following definitions shall apply to all Exempt Medical
Staff whose compensation is governed by this resolution.
(a) Normal Work' Week. The normal work week for Exempt _Medical Staff
Members shall consist of five eight-hour days or a total of forty hours, 12:01
a.m. Monday to 12:00 midnight Sunday; however, where opera.. :onal" requirements
require deviations from the usual pattern of five eight-hour days per work week,
an Exempt Medical Staff Member's work hours may be scheduled to meet these
requirements. The appointing authority or designee shall prepare written
schedules in advance to encompass the complete operational cycle contemplated.
(b) Additional Duties . Additional duties may be assigned which consist
of any authorized service performed in a clinical program or facility which is
outside the Exempt Medical Staff Member's normal duties and responsibilities and
which is performed outside of their normal work hours, e.g. emergency assignments
and special assignments of staff in the ambulatory services to night, weekend or
holiday clinics in excess of their normal work schedule.
(c) Physician Call. Physician Call time is any time when the Exempt Medical
Staff Physician must hold. himself ready to immediately report for duty and must
arrange so that his superior or other person on duty can reach him on short notice.
Physician Call may include responsibility for conducting certain additional clinical
duties.
(d) Chief of Service. A Chief of Service is an assignment in which an
Exempt Medical Staff Member is assigned to plan, organize and direct the medical
practice of a particular medical service, program or clinic or the administration
of a medical practice review committee. (Res. 82/63) .
18.3 Salary Rates . Exempt Medical Staff classifications shall be allocated to
salary ranges or single flat rates as specified by Resolution of"..the Board for
Exempt Medical Staff Members working full time. (Res. 82/63) .
18.4 Adjustment of Salary Rates. The Board of Supervisors by resolution may
adjust the pay levels for the classifications of Exempt Medical Staff Members by
adjusting the salary ranges upward or downward. (Res. 82/63).
18.5 Part-Time Compensation. An Exempt Medical Staff Member working part-time
shall be paid a monthly salary in the same ratio to the full-time monthly rate to
which he would be entitled as an Exempt Medical Staff Member working full-time as
the number of hours per week in his part-time work schedule bears to the number of
hours in the regular full-time schedule. Other benefits to which the employee is
entitled under the provisions of this division may be assigned on the same pro-rata
basis. If the employment is periodic and irregular, depending on departmental
requirements, payment for hours worked shall be made at the hourly rate established
for the salary step to which the Exempt Medical Staff Member would be assigned if
he were working permanent full-time or part-time. (Res. 82/63) .
18 - 1
18.6 Temporary Employment. Exempt Medical Staff Members employed in temporary
positions shall be compensated at the hourly rate which is established for the
salary step to which the Exempt Medical Staff Member would be assigned if he were
working permanent full-time or part-time. (Res . 82/63) .
18.7 Compensation for Portion of Month. Any Exempt Medical Staff Member who works
less than any full calendar month, except when on earned vacation or authorized
sick leave, shall receive as compensation for his services an amount which is in
the same ratio to the established monthly rate as the number of days worked is to
the actual working days in such Exempt Medical Staff Member's normal work schedule
for the particular month; but if the employment is intermittent, compensation
shall be on an hourly basis. (Res. 82/63.
18.8 (a) ARpointmenit. Exempt Medical Staff Members shall be employed only in
classes for which they are qualified by virtue of their education, experience and
professional license, and shall be paid at a rate established for their classification.
For classifications for which a range of steps have been established, Exempt Medical
Staff Members shall be appointed at the step of the salary range for their class
which is appropriate to their particular qualifications and the position to be
filled. The determination of an Exempt ,Medical Staff Member's qualifications and
designation of the appropriate step of the salary range shall be by the appointing
authority or designee and shall be final .
(b) Reappointment. Exempt Medical Staff Members who terminate their services
with the County and are subsequently reemployed in the same medical staff class-
ification within two years from the date of termination may be appointed at the
step of the salary range at which they were employed at the time of termination.
(Res. 82/63) .
18.9 Performance Evaluation. The duties and performance of each Exempt Medical
Staff Member shall be reviewed and evaluated periodically, typically on an annual
basis. The Exempt Medical Staff Member shall see a copy of the evaluation if it is
negative. The evaluation by the appointing authority or designee shall be final.
(Res. 82/63) .
18.10 (a) Salary Adjustment. Based upon a review of each Exempt Medical Staff
Member's duties and performance, the appointing authority or designee may authorize
an adjustment in the salary of the Exempt Medical Staff Member. Such -adjustments
shall be made to the next higher or next lower salary step on the range. No
salary adjustment shall be made unless a recommendation to do so is made by the
appointing authority, or designee, and no provision of this section shall be
construed to make the adjustment of salaries mandatory on the County.
(b) Frequency. An Exempt Medical Staff Member shall be eligible for a
salary review one year after the date of his original appointment and annually
thereafter. At that time, the appointing authority or designee may authorize a
salary adjustment, deny the adjustment unconditionally or deny the adjustment
subject to review at some specified date before the next anniversary. Under
special circumstances, the appointing authority or designee may make a one-step
adjustment in advance of the date on which an Exempt Medical Staff Member becomes
eligible for that adjustment. When such an advance adjustment is made, however,
the Exempt Medical Staff Member may not receive another adjustment until the date
of eligibility following that for which the adjustment was authorized in advance.
(c) Effective Date. Adjustments to Exempt Medical Staff Members' salaries
shall be effective on the first day of the month following the month in which the
adjustment is authorized by the appointing authority or designee. (Res . 82/63) .
18 - 2
18.11 Exempt Medical Staff Incentive Pay. Two additional steps have been added
to the base pay range for each Exempt Medical Staff classification (except the
Resident Physician classifications) for the purpose of providing incentive pay
to permanent employees in those classifications. Administration of the incentive
pay plan must be preceded by implementation of incentive pay criteria to be
developed by a joint management/medical staff committee consisting of Exempt
Medical Staff and Health Services Department management representatives . The
committee shall consider performance expectations and quality of service and
patient/visit indicators.
The Health Services Director or his designee may conduct an evaluation of an exempt
medical staff employee's performance at any time for the purpose of incentive
pay review. If an exempt medical staff employee receives an overall rating of
outstanding, said employee may be advanced up to two (2) , two and.-_a half percent
(2.5%) incentive pay levels on the pay range for that particular "Exempt Medical
Staff classification, provided, however, that said incentive pay shall remain in
effect only until June 30 of the fiscal year in which the incentive pay is granted
and will terminate on that date or at the appointing authority's discretion,
whichever is sooner. (Res. 82/1334, Res. 83/1029) .
Amended 9/13/83 (Eff. 8/1/83) .
18.12 Salary on Change of Assignment.
T-a) - If a significant change is made in the duties, responsibilities, work
schedule or work location assigned to an Exempt Medical Staff Member, the appointing
authority or designee may review the changes to determine if they are. of such a
magnitude to warrant an adjustment in the salary level of the Exempt Medical Staff
Member. If it is determined that an adjustment is appropriate, the appointing
authority or designee may adjust the salary upward or downward to the appropriate
step of the range. If such an assignment is temporary (typically not exceeding
one year duration), the Exempt Medical Staff Member shall return at the termination
of the assignment to the step of the range he/she would have received had he/she
remained in his/her regular assignment.
(b) Effective Date. Salary adjustments reflecting changes in assignment
of an Exempt Medical Staff Member shall be effective on the first day of the
month following the month in which the adjustment is made by the appointing
authority or designee. (Res. 82/63) .
18.13 Salary - On Promotion or Demotion. When an employee of a class on the basic
or exempt salary schedule is appointed to a position in an Exempt Medical Staff
classification, the salary range for which is either higher than or lower than
the class he previously occupied, his salary shall be established in accordance
with Section 18.8(a) (Appointment). (Res. 82/63) .
18.14 Salary on Promotion - Exempt Medical Staff Resident Physicians. Exempt
Medical Staff Resident Physicians are expected to spend approximately one year
in each of the three classifications. However, the duration of an employee's
training at one of the levels may be extended at the discretion of the appointing
authority or designee. Exempt Medical Staff Resident Physicians advancing to a
next higher resident physician classification shall be paid at the monthly rate
for that classification. (Res. 82/63) .
18 - 3
18.15 Reclassification of Position. The salary of an employee whose position is
reclassified from a class on the basic or exempt salary schedule to an Exempt
Medical Staff classification shall be established in accordance with Section
18.8(a) (Appointment).
18.16 Reassignment. Exempt Medical Staff Members who are reassigned from one
position to another position within the same classification shall be compensated
at the same step in the salary range as they were previously. If the reassignment
is accompanied by a significant change in the duties, responsibilities, work
schedule or work location, the Exempt Medical Staff Members salary may be adjusted
in accordance with Section 18.12 (Salary on Change of Assignment).
18.17 Additional Duties. In addition to their regular duties, an exempt medical
staff member may be compensated for time spent performing additional assigned
duties which may consist of any authorized service performed in a clinical program
or facility which is outside the exempt medical staff member's normal duties and
responsibilities and which is performed outside of their normal work hours.
Permanent full-time and part-time Exempt Medical Staff Members who are assigned
additional duties defined in Section 18.2(b) shall be paid for such additional
work at an hourly rate established by the Board. Such assignments must be made in
advance by the Health Services Director, Assistant Health Services Director or Chief
of Service. (Ord. 77-38 91 (part); Prior Ord. Code 936-11.012; Res. 82/63).
18.18 Physician Call Pay - General . In addition to their compensation for regular
duties, exempt medical staff physicians may be compensated for time spent on
physician call. The rate of compensation for each exempt medical staff physician
shall be established by the appointing authority or designee, from a range of pay
rates authorized by resolution of the board. Designation of the rate will be at
the discretion of the appointing authority or designee who shall consider guidelines
to be established by resolution of the board which may include the amount of time
spent on physician call, the professional demands of the service, the frequency
and duration of recall incidents and the professional qualifications of the
physician. (Ord. 77-38 §1 (part); Prior Ord. Code §36-11.010; Res. 82/63).
18.19 Ph sician-Call Pay.
a The Board shall annually authorize expenditures for Physician-Call
costs to the specific medical services requiring such availability of an Exempt
Medical Staff Physician. .
(b) From the funds allocated to each medical service, the appointing authority
or designee shall designate an. annual rate of pay for each Exempt Medical Staff
Physician performing Physician-Call in that particular medical service. The annual
rate shall be designated for each Exempt Medical Staff Physician to reflect the
portion of the total Physician-Call duties and responsibilities of the particular
medical service which are assigned to the Exempt Medical Staff Physician, and
may be adjusted upwards or downwards to further reflect any significant change in
the Exempt Medical Staff Physician's responsibility for Physician-Call services.
The total of the pay rates designated for all the Exempt Medical Staff Physicians
in a particular medical service may be less than but shall not exceed the annual
authorization of Physician-Call expenditures for that service. In designating
or adjusting the pay rate, the appointing authority or designee shall consider
criteria including, but not limited to:
18 - 4 -
(1) The medical demands of the service including the '
duties and responsibilities of the physician when
called;
(2) the number of call incidents typically encountered
in the medical service;
(3) the amount of time the Exempt Medical Staff
Physician is typically required to spend at the
facility when called;
(4) the number of hours of Physician-Call assigned to
the Exempt Medical Staff Physician; and
(5) the professional qualifications of the Exempt
Medical Staff Physician.
(c) Payment shall be on a monthly basis, each monthly payment consisting
of one-twelfth (1/12) of the designated annual rate. (Res. 82/63) .
18.20 Chief of Service Duties. The Health Services Director may periodically
assign Exempt Medical Staff Members to perform Chief of Service--duties and may
designate an additional amount, not to exceed $263, to be paid each month for
this assignment. (Res. 82/1334) .
18.21 Saturday Night Emergency Room Duty. The Exempt Medical Staff Members
assigned to duty in the emergency room from 7:00 p.m. Saturday to 7:00 a.m.
Sunday shall be paid an additional $126 for each shift worked. (Res. 82/1334) .
18.22 Thanksgiving/Christmas Emergency Room Duty. The Exempt Medical Staff
Members7 assigned to duty in the emergency room for a shift on Thanksgiving Day,
or Christmas Day shall be paid an additional $126 for each shift worked. (Res.
82/1334) .
18.23 Mileage. Effective November 1, 1982 mileage allowance for the use of
personal vehicles on County business shall be paid according to the following
per month formula:
1 - 400 miles $ .22 per mile
401 - plus miles .16 per mile
The above rates shall be adjusted to reflect an increase or decrease in the cost
of gasoline which shall be determined as provided below on the basis of the
average price for "gasoline, all types" per gallon as listed in Table 5,
"Gasoline average prices per gallon, U. S. City average and selected areas" for
the San Francisco-Oakland, California area published by the Bureau of Labor
Statistics, U. ' S. Department of Labor, hereinafter referred to as the "Energy
Report".
The above mileage rates shall be increased or decreased by one cent (1t) for
each fifteen cents (15t) increase or decrease in the base price for gasoline
which shall be defined as the average price of gasoline per gallon for July,
1979 as published in the Energy Report. Any such rate increase or decrease
shall be effective the first of the month following publication of the index.
The above formula rates include price increases reported since July, 1979.
The mileage rate increase or decrease based on the Energy Report shall be
contingent upon the availability of the official monthly Energy Report in its
present form and calculate on the same basis unless otherwise agreed upon by the
parties. (Res. 82/63, Res. 82/1334) .
18 - 5
18.24 Educational Leave. Each permanent full-time employee with one (1) or more
years of service shall be entitled to five (5) days leave with pay each year to
attend courses, institutions, workshops or classes which meet requirements for
American Medical Association Category One Continuing Medical Education. Requests
must be submitted for approval in advance to the appropriate Assistant Health
Services Director of Service Chief so coverage can be arranged. (Res. 82/1334) .
18.25 Vacation - General Provisions.
a Exempt Medical Staff Members in permanent positions are entitled to
vacations with pay which accrue according to, and may be cumulated to maximums
set forth in, the table below. Accrual is by hours of working time per calendar
month of service and begins on the date of appointment to a permanent position,
except that increased accruals granted in recognition of long service begin on
the first. of the month following the month in which the Exempt Medical Staff
Member accrues the time set forth in Subsection (b), and except that accrual for
portions of a month shall be in minimum amounts of one hour calculated on the
same basis as for partial-month compensation pursuant to Section 18.7. Vacation
credits may be used only after completion of six months service in a permanent
position but may be used by Exempt Medical Staff Members to supplement exhausted
sick leave in cases of absence during the first six months, and in addition, by
Exempt Medical Staff Resident Physicians in order to reconcile vacation schedules
to training needs. No vacation shall be allowed in excess of actual accrual at
the time vacation is taken. On separation from County service Exempt Medical
Staff Members shall be paid for any unused vacation credits at their then
current pay rate.
(b) The rates at which vacation credits accrue, and the maximum cumulation
thereof, are as follows:
Monthly Maximum
Accrual Cumulative
Lemon thh of Service Hours Hours
Under 15 years 0— 240
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
(Res. 82/63) .
18.26 Sick Leave.
a Accrual. Exempt Medical Staff Members in permanent positions shall
accrue sick leave credits, at the rate of eight working hours credit for each
completed calendar month of service in the permanent position. Credits for a
portion of a month in minimum amounts of one hours working time shall accrue on
the same basis as partial-month compensation as specified in Section 18.7.
Unused sick leave credits shall accumulate from year to year.
(b) Use. Exempt Medical Staff Members may use paid sick leave credit in
accordance with the Board's policy and the approval of the appointing authority
or designee.
(c) Cancellation. When Exempt Medical Staff Members are separated,
accumulated sick leave credits shall be cancelled, unless the separation results
from a layoff, in which case the accumulated credits shall be restored, if they
are reemployed in a permanent position within the period of their layoff
eligibility.
18 - 6
(d) Regulations. The County Administrator shall promulgate regulations
implementing and elaborating the policies expressed in Board resolutions and
ordinance, including regulating the manner of claiming and proving the proper
use of paid sick leave credits. (Res. 82/63) .
18.27 Insurance - General Regulations.
a General. The County shall provide programs of insurance covering such
aspects of life, accident, health, disability and liability as are specified
here or by other Board action.
(b) Administrative Regulations. This program, the payment of the County's
contribution(s), the arrangements for coverage of eligible persons and other
administrative details shall be subject to the agreements made from time to time
with the person(s) offering this service and to such regulations promulgated by
the County Administrator as may be necessary to carry out the' intent of this
division including coverage of part-time positions, those receiving retirement
benefits under the employees retirement system of this County, employees on
stipendiary educational leave and others. (Res. 82/63) .
18.28 Payment. Payment procedures shall be as specified in this Resolution.
(Res. 82/63) .
18.29 County Administrator's Regulations. The County Administrator may promulgate
regulations to carry out this resolution or any portion thereof; these shall
have the force of law. (Res. 82/63).
18 - 7
SD
.q
SECTION 19
FIXED TERM EMPLOYEES
19.1 Terms of Employment by Resolution. The Board may, from time to time by
resolution, prescribe and/or provide for the number, compensation, tenure, and
appointment of fixed-term entry-level employees, including the terms and conditions
of their employment and the rates and methods of their comensation, notwithstanding
the provisions of this resolution. (Ord. 80-21: see §32-4.682; Prior Ord. Code
§36-16.002) .
19 - 1
SECTION 20
DEEP CLASSES
20.1 Scope. This chapter .applies to all employees in all deep classes, and for
them it supersedes all of the other provisions of this resolution, except as
expressly provided in this resolution or in board resolutions; provided, that
this section shall not be applied to fixed term employees. (Ord. 80-23; Prior
Ord. Code §36-18.002; Res. 83/1) .
20.2 Deep Class Defined. "Deep class" means a group of positions with duties
of different levels of difficulty, responsibility and/or authority, but of
sufficient similarity that the class title describes each position in the class,
and for which the Board has adopted a salary schedule of more than five steps.
(Ord. 80-23; Prior Ord. Code §36-18.004) .
20.3 Terms of Employment and Compensation. The Board shall by resolution from
time to time prescribe and/or provide for the number, compensation, tenure and
appointment of these employees, including the terms and conditions of their
employment and their rates of pay. (Ord. 80-23; Prior Ord. Code §36-18.006).
20.4 Appointments. When appointing each such employee, the appointing authority
shall allocate that person to a level on the salary range, based on that person's
qualifications in accordance with guidelines established by board resolution.
(Ord. 80-23; Prior Ord. Code §36-18.008) .
20 - 1
Sb -9
SECTION 21
EXEMPT APPOINTEES' MERIT SYSTEM STATUS RETENTION
21.1 Whenever a merit system employee having permanent status is appointed to a
County position excluded from the merit system by ordinance, said employee shall
be considered on a leave of absence from the merit system position and shall retain
all merit system seniority and status for the class held immediately preceding
the exempt appointment, unless the employee is terminated from the exempt position
for cause, as stated in the regulations adopted by the Board of Supervisors
governing separations in which case the procedures for separations and the right
of appeal provided in the regulations shall apply, and in-which case the termination
for cause shall be automatically applicable to both the exempt position and the
merit system position. (Res. 81/1012).
21.2 Unless separated for cause, an employee excluded from the merit system
whose exempt appointment is terminated shall automatically end the leave of
absence from the merit system and revert to the class held immediately prior to
the exempt appointment. Such reversion will be governed by the merit system
rules on seniority and layoff; however, displacement shall occur only within the
department in which the exempt appointment occurred. (Res. 81/1012) .
21.3 The provisions of this section shall not apply to exempt appointments made
by the Board of Supervisors, exempt appointments serving at the pleasure of the
Superior or Municipal Judges, Exempt Medical Staff appointments or appointments
to project positions, unless specifically authorized by the Board. (Res.
81/1012) .
21 - 1
ATTACHMENT #4 S� 1
• POSITION ADJUSTMENT REQUEST NO. Y'
DAT
Department No./ COPERS
Department Budget Unit No. Org No. Agency No.
Action Requested
Proposed Effective Date:
Classification Questionnaire attached: Yes ❑ No []/Cost is within Department's budget: Yes❑ No❑
Total One-Time Costs (non-salary) associated with request: $
Estimated total cost adjustment (salary/benefits/one time:
Total annual cost $ Net County Cost $
Total this FY $ N.C.C. this FY $
SOURCE OF FUNDING TO OFFSET ADJUSTMENT
Department must initiate necessary adjustment and submit to CAO.
Use additional sheet for further explanations or comments.
orDepartment Head
REVIEWED BY CAO AND RELEASED TO HUMAN SERVICES DEPARTMENT
Deputy County Adminisfrator Date
HUMAN RESOURCES DEPARTMENT RECOMMENDATION DATE
Amend Resolution 71/17 establishing positions and resolutions allocating classes to the Basic/Exempt salary schedule.
Effective: ❑ Day following Board Action.
❑ (Date)
or Director of Human Resources
COUNTY ADMINISTRATOR RECOMMENDATION DATE:
0 Approve Recommendation of Director of Human Resources
0 Disapprove Recommendation of Director of Human Resources
0 Other:
or County mi m s rator
BOARD OF SUPERVISORS ACTION: Phil Batchelor, Clerk of the Board of Supervisors
Adjustment APPROVED ❑ DISAPPROVED ❑ and County Administrator
DATE: BY:
APPROVAL OF THIS ADJUSTMENT CONSTITUTES A PERSONNEL/SALARY RESOLUTION AMENDMENT
POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTION
Adjust classes)/position(s) as follows:
P-qn 1 /tnA7% 0-1 S/1 f0<
ATTACHMENT #5 `��•�
(09/94)
PART 5
SELECTION PROCEDURES
501. TYPES OF SELECTION PROCEDURES. Appointment to positions shall be by
competitive examination except as otherwise provided for in these regulations.
502. SUSPENSION OF COMPETITION. The Director of Personnel may determine that the
use of competitive examination procedures to fill one or more vacancies is impractical and may
suspend competition and authorize direct appointment. A report of these suspensions of
competition giving the reasons shall be reported to the Board of Supervisors on a monthly basis.
503. PROMOTION BY RECLASSIFICATION WITHOUT EXAMINATION. An employee
may be promoted from one classification to a higher classification without examination and the
employee's position reclassified under the following conditions:
(a) An evaluation of the position must show that the duties and responsibilities have
significantly increased and constitute a higher level of work.
(b) The employee in the position must have performed at the higher level for at least
six (6) months. This regulation also may be applied to an employee in a flexibly staffed
occupational series, if the employee has occupied the position in the lower class, or has performed
the work of the lower class for at least six(6) months; or under circumstances deemed appropriate
by the Director of Personnel, the six (6) month's requirement may be waived upon the request
of the appointing authority.
(c) The employee must meet the minimum qualifications for the higher classification.
(d) The action crust have the recommendation of the appointing authority and the
approval of the Director of Personnel. The appropriate rules regarding probationary status and
salary on promotion are applicable.
(e) A record of such certifications will be maintained by the Personnel Department.
(Amended 09/22/82)
504. COMPETITIVE SELECTION PROCEDURES. The Director of Personnel shall designate
selection procedures which may be written tests, oral tests, performance tests, physical agility
tests,assessment centers,training and experience evaluations or other selection procedures,or any
combination of these. Selection procedures shall be practical and job related, constructed to
sample the knowledges, skills, abilities and/or personal attributes required for successful job
performance.
505. ASSIGNMENT OF WEIGH'T'S. The Director of Personnel shall assign weights to each
part of the examination which shall be included in the examination announcement.
506. PROHIBITED QUESTIONS. There shall be no questions of any applicant during the
testing procedures as to political views, religious beliefs, labor affiliations, race or other questions
which are unlawfully discriminatory.
Contra Costa County
ATTACHMENT #6
MERIT SYSTEM ORDINANCE J
ORDINANCE NO. 80- 47
(New Merit System) -
i
The people of the County of Contra Costa ordain as follows:
SECTION I. Ordinance No. 325 (as originally enacted and as codified
in Division 32 of the County Ordinance Code) , . •and Division 32 are here,-
by
ere-by repealed and replaced by the- following provisions:
MERIT SYSTEM ESTABLISHED
1. ADOPTION. Under .the authority granted in the County Civil
Service Ena z.ng Law, the merit system set forth in this- ordinance is
adopted in order to _place county employment on a merit basis for the
purpose of obtaining the highest efficiency and assuring that the
best qualified persons available shall be brought into and retained
and promoted in the service of the county.
2. AMENDMENT AND REPEAL. Amendments that are hot substantial
may be made gy a our- i s vote of the board of supervisors. with-
out submission to a vote of the people; but no amendment repealing
this ordinance shall be effective unless the proposition of its
repeal first has been submitted to a vote of the qualified electors
of the county at -a general or special election .and has received the
affirmative vote of a majority of the electors voting on the
proposition.
3. COVERAGE. All regular county officers and employees shall
be included in a merit system except as exempted by ordinance.
adopted -by the .board of supervisors.
4. DISTRICTS. The Board of Supervisors may apply this Merit
System 'to Ue personnel of any district, entity or agency of which
it is the governing body, with such changes as are desirable or
necessary.
NON-DISCRIMINATION
5. NO DISCRIMINATIONNo person in the merit system or seek
ing admission ereto s al. be appointed, promoted, disciplined,
t reduced, removed or in any way favored., disfavored, or discriminated
{..
against- because of his political or religious or labor-organization
opinions or affiliations, or his race, color, national origin, sex,
age, or handicap.
ORD. NO. 80-47
MERIT BOARD
6. MERIT BOARD CREATED. By resolution the Board of Supervisors
shall create a merit oar in accordance with Government Code sections
31110, 31111 and 31112.
7. REMOVAL. The _Board of Supervisors, by four affirmative
votes, may remove a Merit Board member during the term of office, but
must state in writing` the reasons for removal and allow the member an
opportunity for a public hearing.
8. -STAFF. The Merit Board shall employ an Executive Secretary
and may emp� other staff subject to position and budget approval by
the Board of. Supervisors.
9. POWERS AND DUTIES. (a) General. The Merit Board shall
hear and make Zinal aeterminations on: appeals from orders and
actions of dismissal, suspension, or reduction in rank or compen-
sation unless alternative jurisdiction is conferred by the Board of
Supervisors. When it is given such jurisdiction by the Board of
Supervisors, it may decide discrimination complaints and other
matters.
(b) Others. It shall hear and make recommended determi-
nations ono er matters, when it is given jurisdiction of such
matters by the Board of Supervisors..
(c) Oversee Merit System. The Merit Board, as a whole shall
monitor the operation of the county personnel management system
including the merit system and report its recommendations from time
to time to the Board of_Supervisors.
10. SUBPENAS. The Merit Board is granted power to issue subpenas.
as provided iw G vernment Code 531110.2.
DISMISSAL, SUSPENSION, DEMOTION
11. DISCIPLINE PROCEDURE. Any officer or employee in the merit
system may a dismisse , suspended, or reduced in rank or.. compen-
sation only as provided in Government Code 531108.
MERIT SYSTEM REGULATIONS
12. GENERAL. The Board of Supervisors on recommendation of the
. County Admin—'1strator shall by resolution establish regulations for
the merit system to carry this division into effect. These regu-
(7 lations shall have the force of law and shall be administered and
enforced by the County .Administrator or his designee.
Ord. No. 80-47 -2-
5b.9
-13. - SUBJECTS. Tne regulations shall include provision for the .
following su sects: Classifications; Appointments; Examinations;
Citizenship; Veterans; Eligible Lists; Temporary Appointments; Special
Appointments; Probation Periods; Reinstatement; Transfers and
Re-Employment; Promotions; Separations; Demotions; Lay-Offs; Leaves;
Transfers to County Service.
` SECTION II. Present Provisions Effective in Interim. If passed by a
majority of the voters voting thZreon on June 3,, 1980# this ordinance
shall not displace or affect any existing provisions of ordinance,
regulation, or other administrative order or bulletin on the subjects
covered herein until its operative date as set forth in SECTION IV,
below, and until .then such provisions shall remain in effect unless
amended or repealed in the meantime.
SECTION III. Ri hts Preserved. This ordinance shall not operate to
e[ prive any employee of any rig t which has accrued prior to its
operative date (July '1, 1981) .
SECTION IV. Effective & Operative Dates. If passed by a majority of
tUevoters voting thereon on June 3,--1-980, this ordinance shall take
effect on July 1, 1980, but shall become operative on July 1, 1981.
It shall be assigned an appropriate number by the Clgrk of the Board
of Supervisors.
SECTION V. Memorandum of Understanding. If this ordinance is passed
y a majority of the voters voting ereon on June 3, 1980, all exist-
ing memoranda of understanding are amended to incorporate all existing
civil .service and personnel rules, regulations and administrative
bulletins -related to personnel matters in existence on March 18 , 1980'
with the exception of those rules, regulations, and bulletins relating
to initial appointment.
CLERK'S CERTIFICATION
I hereby certify this Ordinance was passed on June 3, 1980, by
a. maj"ority of the electorate voting _thereon.
J. R. OLSSON, County Clerk
By ,c,..�� Gcj•.- Deputy Clerk
Date or, lode)
-3-
Ord. No . 80-47
r
` ATTACHMENT#7
• STATISTICS ON LAST 100 PROJECT POSITIONS
FILLED BY EXAMINATION OR DIRECT APPOINTMENT
7/31/95 Head Start Parent Inv Spec Comm Svcs Federal Exam 4
81I/9S Child Dev Head Teacher Comm Svcs State Exam 3
811/95 Child Dev Supp Svc Asst Comm Svcs State Exam 3
811/9S Child Dev Supp Svc Asst Comm Svcs State Exam 3
8/I195 Head Start Fancily Svcs Asst Comm Svcs Federal Exam 4
8/1/95 Head Start Gr Op Prg Area Coor Comm Svcs Federal Dir App(1) 4
8/1/95 Head Start Gr OR Prg Area Coor Comm Svcs Federal Dir App(1) 4
8/I/9S Head Siad Lrtermeduue Clerk Comm Svcs Federal Exam 4
• 811195 Administrative Aide Assessor • Dir App S
817195 Comm Svc Block Gr Prg Coor Comm Svcs Federal Exam 6
8/7/95 Head Start Education Specialist Comm Svcs Federal Exam 4
8114195 Head Start Health Svcs Asst Comm Svcs Federal Exam 4
8/14/95 Head Start Head Teacher Comm Svcs Federal Exam 4
8/14/95 Head Start Head Teacher Comm Svcs Federal Exam 4
8114195 Head Stant Read Teacher Comm Svcs Federal Exam 4
8/14/95 Had Start Head Teacher Comm Svcs Federal Exam 4
8121195 Account Clerk lh*ee PIC Federal Dir App 7
8121/95 Head Start Family Svcs Asst Comm Svcs Federal Dir App(7) 4
8121/95 Read Start Family Svcs Asst Comm Svcs Federal Dir App(1) 4
8121195 Head Start Family Svcs Asst Comm Svcs Federal Dir App(1) 4
8/21/95 Head Start Teacher H Comm Svcs Federal Exam 4
8111/95 Head Start Teacher H Comm Svcs Federal Exam 4
8/21/95 Head Start Teacher H Comm Svcs Federal Exam 4
8121/95 Had Start Teacher H Comm Svcs Federal Exam 4
8/21/95 Head Start Teacher H Comm Svcs Federal Exam 4
8121195 Had Stant Teacher H Comm Svcs Federal Siam 4
8121195 Head Start Teacher H Comm Svcs Federal Exam 4
8/21195 Head Start Teacher H Comm Svcs Federal Exam 4
8/21195 Head Start Teacher H Comm Svcs Federal Exam 4
8/21/95 Head Start Teacher H Comm Svcs Federal Exam 4
8121/95 Had Start Teacher H Comm Svcs Federal Exam 4
8121195 Head Start Teacher II Comm Svcs Federal Exam 4
8121195 Head Start Health Svcs Asst Comm Svcs Federal Exam 4
8121195 Head Start Health Svcs Asst Comm Svcs Federal Exam 4
*Position funded by School Districts, Cities, Special Districts and State.
STATISTICS ON LAST 100 PROJECT POSITIONS
FILLED BY EXAMINATION OR DIRECT APPOINTMENT
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8121195 Head Start Education Specialist Comm Svcs Federal Exam 4
8/21/95 Head Start Teacher 1 Comm Svcs Federal Exam 4
8121195 Head Start Teacher 1 Comm Svcs Federal Exam 4
8121195 Head Start Teacher 1 Comm Svcs Federal Exam 4
8121195 Head Start Teacher I Comm Svcs Federal Exam 4
8121195 Head Start Teacher 1 Comm Svcs Federal Exam- 4
8121195 Head Start Teacher I Comm Svcs Federal Exam-,. , 4
8121195 Head Start Teacher I Comm Svcs Federal Exam 4
8121195 Head Start Teacher I Comm Svcs Federal Exam 4
8128195 Child Nutrition Food Svcs Asst Comm Svcs St&Fed Exam 8
8128195 Head Star!Teacher H Comm Svcs Federal Exam 4
8128195 Head Start Teacher H Comm Svcs Federal Exam 4
8128195 Head Start Teacher 11 Comm Svcs Federal Dir App(1) 4
8128195 Head Start Teacher H Comm Svcs Federal Dir App(1) 4
8128195 Head Start Health Svcs Asst Comm Svcs Federal Exam 4
8128195 Head Start Head Teacher Comm Svcs Federal Dir App(1) 4
8128195 Head Start Head Teacher Comm Svcs Federal Dir App(1) 4
8/28/95 Head Start Head Teacher Comm Svcs Federal Dir App(1) 4
8128195 Head Start Teacher I Comm Svcs Federal Dir App(1) 4
8128195 Head Start Teacher I Comm Svcs Federal Dir App(1) 4
8128195 Head Start Teacher 1 Comm Svcs Federal Dir App(1) 4
8128/95 Head Start Teacher I Comm Svcs Federal Dir App(1). 4
8128195 Head Stant Teacher I Comm Svcs Federal Dir App(1) 4
8128195 Head Start Teacher I Comm Svcs Federal Exam 4
8128195 Medical Social Worker Health Svcs Federal Dir App 9
911195 Child Der Head Teacher Comm Svcs State Exam 3
911195 Child Dev Head Teacher Comm Svcs State Exam 3
911195 Child Dev Teacher Asst Comm Svcs State Exam 3
9/1/95 Child Dev Teacher Asst Comm Svcs State Exam 3 y ~�
911195 Child Dev Teacher Asst Comm Svcs State Exam 3 `
911195 Child Dev Teacher Asst . Comm Svcs State Exam 3
911195 Child Dev Teacher Asst Comm Svcs State Exam 3
911195 Child Dev Teacher Asst Comm Svcs State Exam 3
911195 Child Dev Teacher Asst Comm Svcs State Exam 3
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• STATISTICS ON LAST IOD PROJECT POSITIONS
FILLED BY EXAMINATION OR DIRECT APPOINTMENT
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911195 Child Dev Teacher Asst Comm Svcs State Exam 3
911195 Child Dev Teacher Asst Comm Svcs State Exam 3
911195 Child Dev Teacher Asst Comm Svcs State Exam 3
9/1195 Child Dev Teacher Asst Comm Svcs State Exam 3
911/95 Child Dev Teacher Asst Comm Svcs State Exam 3
911195 Child Dev Teacher Comm Svcs State Exam 3
911195 Child Dev Teacher Comm Svcs State Exam 3
9/1/95 Child Dev Teacher Comm Svcs State Exam 3
9/5/95 Child NuhWon Food Svcs Than Comm Svcs St&Fed Exam 8
9/5/95 Child Nutrition Food Svc Than Comm Svcs St&Fed Exam 8
9/11/93 Child Nutrition Food Svcs Than Comm Svcs St&Fed Exam 8
9111195 Comm Svcs Bldg Svcs Worker Comm Svcs State Exam 3
9111195 Child Nutrition Food Svc Than Comm Svcs St&Fed Exam 8
9111/95 Comm Svcs Bldg Svc Worker Comm Svcs State Exam 3
9112195 Head Start Teacher H Comm Svcs Federal Exam 4
9112/95 Head Start Teacher H Comm Svcs Federal Hxam 4
9118195 Child Nutrition Worker I Comm Svcs St&Fed Exam 8
9/21195 Head Start Disability Coor Comm Svcs Federal Dir App(1) 4
9/22/95 Beam Start Prg Manager Comm Svcs Federal Exam 4
=195 Head Start Family Svc Specialist Comm Svcs Federal Dir App(1) 4
9125195 Head Start Home Base Specialist Comm Svcs Federal Dir App(1) 4
9/25195 Head Start Home Base Worker Comm Svcs Federal Dir App(1) 4
9125/95 Head Start Home Base Worker Comm Svcs Federal Dir App(1) 4
9/25/95 Hard Start Home But Worker Comm Svcs Federal Dir App(1) 4
9/ZS/9S Head Stant Home Base Worker Gomm Svcs Federal Dir App(1) 4
0125195 Head Start Home Base Worker Comm Svcs Federal Dir App(1) 4
9125195 Hard Start Some Base Worker Comm Svcs Federal Dir App(1) 4
9130195 Substance Abuse Counselor Health Svcs State Dir App(2) 10
9130195 Substance Abuse Counselor Health Svcs State Dir App(2) 10
1012195 Head Start Teacher I Comm Svcs Federal Exam 4
11/13/95 Head Start Family Svc Asst Comm Svcs Federal Foam 4
11/13195 Head Start Family Svc Asst Comm Svc Federal Exam 4
NOTES
1. Central County Head Start Program which was formerly the Family Stress Center.
2. Direct appointment made to avoid layoff of employee from Merit System class of Substance .
House Counsellor.
3. The Child Development Program is a State funded program which is subject to renewal each
year.
4. The Head Start Program is a Federal funded program which is-subject to renewal each year.
5. This position is funded on an annual basis from a variety of non-County revenue sources.
Should funding terminate, the department will reevaluate the project position.
6. This position is funded through the Community Services Block Grant Fund which is a Federal
program subject to renewal each year.
7. This position is funded through the Job Training and Partnership Act which_is a Federal funded
program subject to renewal each year.
8. This position is partially funded by the Head Start Program and the Child Development
Program. Funding is subject to renewal each year.
9. This position is Federally funded through the Ryan White Care Act. Should funding'terminate,
this project position will be cancelled.
14. This position is funded by the Born Free Project which is a State funded program. Should
funding terminate, this project position will be cancelled.
ATTACHMENT #
s. POSITION ADJUSTMENT REQUEST NO.
DATE
Department No. COPERS
Department Budget Unit No. Org No. Agency No.
Action Requested
Proposed Effective Date:
Classification Questionnaire attached: Yes ❑ No O/Cost is within Department's budget: Yes❑ No❑
Total One-Time Costs (non-salary) associated with request: $
Estimated total cost adjustment (salarybenefits/one time:
Total annual cost $ Net County Cost $
Total this FY $ N.C.C. this FY $
SOURCE OF FUNDING TO OFFSET ADJUSTMENT
Type of class/position: Classified ❑ Exempt ❑ Project ❑
If Project position, funding source:
Duration of project:
Department must initiate necessary adjustment and submit to CAO.
Use additional sheet for further explanations or comments.
(for) Department Head
REVIEWED BY CAO AND RELEASED TO HUMAN SERVICES DEPARTMENT
Deputy County Administrator Date
HUMAN RESOURCES DEPARTMENT RECOMMENDATION DATE
Amend Rem tion 71117 efthUshing podgem and res"kw aSoaft eksm to the Badd&empt naiary schedule.
Effective: ❑ Day following Board Action.
❑ (Date)
(for) Director of Human Resources
COUNTY ADMINISTRATOR RECOMMENDATION DATE:
❑ Approve Recommendation of Director of Human Resources
❑ Disapprove Recommendation of Director of Human Resources
❑ Other:
(for) County Administrator
BOARD OF SUPERVISORS ACTION: Phil Batchelor, Clerk of the Board of Supervisors
Adjustment and County Administrator
APPROVED ❑ DISAPPROVED ❑
DATE: BY:
APPROVAL OF THIS ADJUSTMENT CONSTITUTES A PERSONNEL/SALARY RESOLUTION AMENDMENT
----------------------------------------------------------
_POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING
BOARD ACTION
Adjust classes)/position(s) as follows:
P300(M347) Rev 5/1/"