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HomeMy WebLinkAboutMINUTES - 05061997 - C65 POSITION ADJUSTMENT REQUEST . {/ W N0. )� DAT Department No./ COPERS Department HEALS SERVICES/CCHP Budget Unit No. 0860 Org No. 6125 Agency No. 54 Act i on Requested Establ%di class of ImaAive Mrectrr. moria Cbsm Health Plan-fkwt at salary raw C5-2544 ( 779-7 C25)• pn1a2g&i nambe t Rei sai) and pqgti= -A-M 5 Haim Plan rtwi Jer Aeras' Elarpt to the new class; abarbn class of Halth Plan Proposed Ef f ective ate: Provider Affairs fit. ue r-r 'Classification Questionnaire attached: Yes39 No ❑ Job Specification attached --J t,,, _n ' ,.Cost is within Department's budget: Yes No ❑ rn Total One-Time Costs (non-salary) associated with request: $ 0 Estimated total cost adjustment (salary/benefits/one time: ' Total annual cost $6,912.00 Net County Cost $ 0 Total this FY $2,304.00 N.C.C. this FY $ 0 SOURCE OF FUNDING TO OFFSET ADJUSTMENT Member fees .a=T Departrneat must Inttlate necessary adjustment and submit to CAO. Q► -' r Use addftlonal sheet for further explanations or comment& — ROM L. WOW, OFFICER orDepartment ea REVIEWED BY CAO AND RELEASED TO HUMAN RESOURCESP RTMENT ep y o y minis Date HUMAN RESOURCES DEPARTMENT RECOMMENDATION DATE -7 -Establish the class of Deputy Executive Director, Contra Costa Health Plan-Exempt, Salary Level C5 2544 ($5779-7025) and add one Position; cancel Health Plan Provider Affairs Manager-Exempt position #54-2475 Salary Level C5 2405 ($5030-6114) and abandon the class. Amend Resolutlon 71117 establishing poeftlons and resoiudons allooatlng dams to Baslo F"mpt salary sohedule as described above. Effective: ❑ Da following Board Action. 3 (Date) rY�oA'k" a or ireltor4t Hdman Resources COUNTY ADMINISTRATOR RECOMMENDATION - DATE: Approve Recommendation of Director of Human Resources Disapprove Recommendation of Director of Human Resources 0 Other: or) Cbunty Administrator BOARD OF SUPERVISORS�TION: Phil B tchel , Clerk, of the Board of Supervisors Adjustment APPROVED DISAPPROVED 0 and C y Administrator DATE: 7 BY: a APPROVAL OF THIS A7D`JU—STM'ENT CONSTITUTES A PERSONNEL/SALARY RESOLUTION AMENDMENT POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTION 4djust classes)/position(s) as follows: '300 W77 Rev W1195 Health Services Department Personnel Services OFFICE OF THE DIRECTOR Administrative Offices Ot = : :S 597 Center Avenue,Suite 260 Martinez.California 94553-2658 + O (510)313-6600 COSTA COU1`t�.� February 4, 1997 TO: Sara Hoffman Senior Deputy County A istrator FROM: Roger L. Wong Personnel Officer SUBJECT: Reclassification of Position #02475 Currently Allocated to the Classification of Health Plan Provider Affairs Manager - Exempt SCOPE OF REQUEST The Health Services Department requests the reclassification of the position currently held by Richard Harrison (Position #02475) . Currently, Mr. Harrison is classified as a Health Plan Provider Affairs Manager - Exempt. This transaction would cause the creation of a new classification of Deputy Executive Director, Contra Costa Health Plan - Exempt, reclassification of the position held by Mr. Harrison into the new Deputy Director classification, and the deletion of the Health Plan Provider Affairs Manager classification. These personnel actions are necessary in order to classify Mr. Harrison' s position properly and to compensate him for the nature of the services he is required to perform. RATIONALE IN SUPPORT OF RECLASSXFICATION REQUEST Mr. Harrison has been performing the duties of the Health Plan Provider Affairs Manager-Exempt position since October 1986, when the classification was created. At that time, he was responsible only for the management of the Health Plan' s Provider Relations and Member Services functions. Since that time, however, the responsibilities of his position have greatly broadened to the point where the classification in which he is currently allocated no longer adequately describes his responsibilities. In addition to the original responsibilities assigned to the position which were confined to provider relations and member A410 (12/90) Reclassification of Position #02475 February 4, 1997 Page 2 of 6 services, Mr. Harrison has been assigned responsibility for the Health Plan's general administrative activities including contracts and personnel administration, line management of the Finance and Business Services Sections, and management of the administrative functions in the Advice Nurse and Coordinated Care Management Units. He is also responsible for managing and coordinating the operational reviews regularly conducted by the various regulatory agencies and, in general, for maintaining the Health Plan' s relationships with those agencies. His responsibilities have also involved producing or assisting in producing sections of the detail design application for the Local Initiative and is responsible for coordinating the Health Plan's efforts to complete the application process. Perhaps most importantly, Mr. Harrison also functions as the Deputy Executive Director of the Health Plan in respect to authority and responsibility in the operation of the Contra Costa Health Plan. Enclosed is an organizational chart for the Health Plan. The chart depicts the responsibilities of the position as clearly greater in functional span than other managers in the division. As will be discussed later in this memorandum, positions such as Mr. Harrison' s in the Health Maintenance Organizations are referred to alternately as Deputy Executive Director or Chief Operating Officer. He chairs the ongoing Operations Council meetings of the Health Plan Management Staff, acts as Chief of Staff consulting regularly with other Health Plan senior managers, and serves as the Acting Director in the absence of the Executive Director, Contra Costa Health Plan. The accretion of Mr. Harrison's responsibilities are to a great extent occasioned by the growth the Contra Costa Health Plan since its inception. While the Plan began with a membership count of 10, 000 and a budget of $19 million, it has now grown to an over- expanding business of 25, 000 health insurance members and a budget of $55 million. This is a business which competes with other health insurance carriers such as Kaiser, HealthNet, Lifeguard and Blue Cross. Due to its size and growing complexity, it has become necessary that Mr. Harrison assume duties normally assigned to a Deputy Director. The attached classification questionnaire describes the duties that Mr. Harrison is presently performing in his expanded assignment. In addition, I have attached a draft classification specification for the proposed classification of Deputy Executive Director, CCHP. SALARY REC000MTION Department administration and the Health Services Personnel Division recommend that the proposed classification of Deputy Reclassification of Position #02475 February 4, 1997 Page 3 of 6 Executive Director, CCHP be compensated at a salary range of $5,779 to $7, 025. This represents a 15% increase from the current salary range of the Health Plan Provider Affairs Manager - Exempt which is currently compensated at $5,030 to $6, 114 . We feel that a 15% differential is necessary to compensate the higher level responsibilities assigned to the proposed Deputy Executive Director classification as compared with the responsibilities described in the current Health. Plan Provider Affairs Manager classification. Normative Analysis The Contra Costa Health Plan is clearly a business enterprise with competitors in private industry. The health care insurance industry is among the most dynamic sectors of the economy. As such, there exists severe competition for health insurance executives. It is critical that the department maintain competitiveness with other health plans and that our salaries are competitive to the extent possible. While it may be argued that most other public employees have private industry counter-part positions with which to compare, classifications in the Contra County Health Plan clearly have the additional enterprise incentive with which to contend. The following survey information was extracted from a report compiled by a private industry salary survey firm. Within the private sector, salary data is considered confidential information in order to guard against the proselytizing of employees. Therefore, the data is reflected in averages rather than by health care organization. NONNN Under 25, 000 $114, 865 25 to 50, 000 $127, 303 50 to 100, 000 $134, 624 101 to 200, 000 $175, 722 Over 200, 000 I $234, 554 With over 25, 000 members, the Contra Costa Health Plan fits in the 25, 000 to 50, 000 bracket. Reclassification of Position #0247.5 February 4, 1997 Page 4 of 6 Local $129,280 Regional $177, 651 National $272, 773 As the Contra Costa Health Plan is local in geographical scope, the appropriate comparison should be with the local bracket. x"akz� ;, aas t '�a'" ° '* x '+�_-r e-.20--l-l"PM - �" .w.,.a�^ �. Ta�'.. ? ,��' �.� S f. r.- `t'➢.,*Y.�w -, �7s.ak,:.�� a ^ '+:f x;x i.c,.,a:+& �sa, s: . ar.,.0 �.a.m.Hw, i,3'•udb` `sx�_-�kC,Xs "u,_a. ..�,.. a...�3. Northeast $181, 614 South/Southeast $168, 163 Midwest $136, 871 Mountain $175, 487 Farwest $168, 587 The Contra Costa Health Plan would most closely be characterized as being within the Farwest area. 8s x t�E GE AIAY. BYM( .air,. � ;aa '3,ktm< Staff $159, 702 Group $141, 905 I.P.A. $152, 164 Network $178, 067 Mixed $182, 862 While the Contra Costa Health Plan began as a staff model health maintenance organization, it has evolved into a network model. Reclassification of Position #02475 February 4, 1997 Page 5 of 6 The above survey data is based on a survey of comparable positions in other Health Maintenance Organizations. Comparability was established in that the survey data compared only Deputy Executive Director positions which are characterized as providing assistance to a Executive Director of a Health Maintenance Organization and overseeing operative components of major departments. Within the Health Plan, Mr. Harrison's position is known alternately as the Deputy Director or the Chief Operating Officer. It is acknowledged that the county cannot compete with these salaries given our internal salary structure. This normative external salary data, however, illustrates the . need to provide every possible credit to salary consideration for the proposed classification under review. Internal Ratio-Comparative Analysis A comparison with the only other Executive Director/Assistant Executive Director classification series percentage relationship in the Health Services Department indicates that the recommended salary range is appropriate: � . � �hk* �arw§ kl t yam§a §k $x County Hospital Executive (Flat Rate) $10, 301 Director - Exempt Associate Hospital Executive $6, 342 - $7, 709 Director Percentage Differential 33% Executive Director Contra Costa Health Plan $5, 727 - $9, 156 Exempt Deputy Executive Director Contra Costa Health Plan $5, 779 - $7, 025 Exempt Percentage ifferen. : 30g The above display illustrates the logic of the recommended salary range. Reclassification of Position #02475 February 4, 1997 Page 6 of 6 CONCLUSION The reclassification of this position will provide both a more appropriate classification to describe the duties of this position in addition to providing fair compensation for a critical position for this exempt-status classification. Enclosed is a classification questionnaire as completed by Mr. Harrison in addition to a proposed class specification. It is significant to note that this position is one of the few in the department not at the division manager level which has been assigned exempt status. This is a pivotal position which is crucial to the success of Contra Costa Health Plan. With the commencement of the Local Initiative, it would be most appropriate that this position be properly classified. Enclosures cc: Milt Camhi Larry Fugazi Pat Godley Jim Miller r st Machines or Equipment Operated as Port of Job: psimote the name and title of the person who supervises position ifton S. Camhi, Executive Director, Contra Costa Health Plan al the names of employees supervised. It a whole uni is supervised simply name the unit and state • number of employees, usiness Services Unit, 13. . . Finance Unit, 1 . . . Darlene Koch, Business Services Manager lember Services Unit 3 Elizabeth Bradshaw,viAc. Tech. , Judi l,ouro, - rovider Relations. '1 Member Services Manager, S. Penfold, Secretary. public contacts are required either in person or by phone, state with whom,and in general, for what purposes: fr Harrison meets or has telephone contact.with members of the Health Plan as a result of his esponsibilities in member services. He-: meets with physicians and other medical providers and ,en dors in his provider affairs Manager role, and meets with members of the public who are MCC nem r . that decisions must be made in performing the work i taffirg decisimsI allixatim of resaares decisi ans, decisii rs cap ami%4 ch of sural possible cmtractrns will e*xm certain setvi-es, gxxatianl decisic ns regm3firg the most efficient tend effective gays to perfornn servi m and ctivities. Nhat ars of the job require t • greatest skill knowledge and nvolve the gr•nt�s respon iblllly t naa�ec�e of HM regulations and t ie details o cmtracts wl regulatory agerriies are extzerely itiportar►t•. f gatiatirg skills that lead to wirrwin ouboams are critical as 12 rml 1m of the Health PLm's $55 millicn e)per�- it es are based an negotiated aggem ants. The above statements accurately describe this job os it h b n for the pas `S• x and M years Months (Signature ( Dote) ' COMMENTS OF IMMEDIATE SUPERVISOR In what way are the above statements incomplete, inaccurate or misleading: What is the basic purpose r function of this position 7 What changes have occurred iin�the work of this position 7 / ALA c0 /7I9#1 v`V dry 07401'e& 5 What parts of t�)ob do�ry�o�u�chy� or r view los•Iy and why i 11 the position requires typing or shafthdOU, are they incidental or essential 7 Typing: Time Required! Shorthand, Time Required, f`] re. NH•.• t• N rw• e►eetel e•nt�ft/•ele�e�jewd� do•swte of frotn:af and toodoad 6a mess rhle lee, rleeri.•d •frroli", I` Required &Aar qulred e rl•nt•r eI"— T� Required license or certificate i t (Signature) (Date) / 9— COMMENTS OF DEPARTMENT HEAD Comment on the statement of the employee and supervisor. Designate any other positions In the department which you believe are similar in duties and responsibilities. I Rinnnhrr•i _ _ ---- (Dole) CONTRA COSTA COUNTY CLASSIFICATION GUESTIONNAIRL Richard T. Harrison Health Services Health Plan NAME — DEPARTMENT DIVISION Health Plan Provider Affairs Manager Deputy Executive Director OFFICIAL JOB CLASSIFICATION WORKING JOB TITLE Place of Work and Assigned Hours 595 Center Avenue, Suite 100,Martinez . _ Hours: Monday - Friday, 7:30 to 4 :30 I assist is the administration and coordination of Health Plan activities = I act as Executive Director in his absence, and in that role represent the Health Plan at Health Services Department, County, and State _ meetings, and at meetings of the County Board of Supervisors and the Managed Care Commission I advise the Executive Director-Contra Costa Health Plan on- operations and on problems encountered with Health Plan service activities I chair the weekly operations council meetings of the Health Plan Senior managers an others consider operationalissues and make decisions ` _.•y or develop recommendations for their resolution _T I manage the provider network development process including evaluating the need for providers, surveying for provider interest in joining the panel, negotiating and developing terms and conditions for the agreements and coordinating communication between providers and other Health Plan operating units I recommend and establish new or revised - objectives, policies and standards for assigned programs and services I coordinate the activities of various consultants who provide technical assistance to staff of the Health Plan I coordinate the activities of Health Plan dt z foo :R z z E. L) > < D U3 L) z < ;> < O 0 C7 zU a,.I z0 0 z z LU z > 00 0 cn d0wz F > � Od UG > u z 00 00 -------- rn ul L) C7 04 <-3 < CL. vat w 0 ------- Co 0 (n 0 co u U) Ad Lo DRAFT CONTRA COSTA COUNTY Established: January 1997 DEPUTY EXECUTIVE DIRECTOR, CONTRA COUNTY HEALTH PLAN-EXEMPT DEFINITION• Under general direction, to plan, organize and direct the administrative and operational aspects of the Contra Costa Health Plan; to assist in the operation of the division entitled the Contra Costa Health Plan; to supervise and manage divisional staff; and to perform other related work as required. DISTINGUISHING CHARACTERISTICS: This single position class is exempt from the Merit System and is distinguished from other health care administrative positions by its broad span of authority within the Contra Costa Health Plan by being responsible for a variety of administrative and operational functions including contracts and personnel administration, line management of business services and finance units, and management of the administrative functions of the Advice Nurse and Coordinated Care Management Units. It is distinguished from the classification of Marketing Director/CCHP Exempt in that the latter directs the Plan's overall commercial and non-commercial marketing activities. This class reports to the Executive Director- Contra Costa Health Plan MANAGEMENT RESPONSIBILITIES: ■ Serves as Executive Director as necessary; ■ Represents the Contra Costa Health Plan at County and State meetings, and at meetings before the County Board of Supervisors and the Managed Care Commission; ■ Manages the provider network development process including evaluating the need for providers, surveying the interest level of paiticipation in panels; ■ Negotiating and developing terms and conditions for agreements with providers and coordinating communication between providers and other Health Plan operating units; ■ Coordinates the activities of various consultants who provide technical assistance to staff of the Health Plan; ■ Chairs Operations Council Meetings of the Health Plan Senior Management Meeting, ensuring that issues are adequately considered and resolved; ■ Coordinates activities of the Health Plan staff when audits occur involving regulatory agencies such as the State Departments of Corporations and Health Services and the Federal Health Care Financing Agency; ■ Consults with other Health Plan managers, hospital/clinic staff and other divisions of the Health Services Department to develop corrective action plans in response to deficiencies identified by auditors from regulatory agencies; ■ Represents the Health Plan at meetings with staff of other divisions with the Health Department, other County Departments, State and Federal Agencies, community agencies, and the general public; ■ Negotiates contract terms and conditions with physicians and other medical service providers and vendors who provide services to Health Plan members; ■ Consults with subordinate supervisors and other Health Plan Senior Managers to resolve problems such as personnel actions, operating procedures, and utilization of personnel, equipment and supplies; ■ Conducts or directs studies and analyses to determine the operational efficiency and effectiveness of Health Plan staff regarding Health Plan activities; ■ Develops staffing and service plans to meet Health Plan goals and standards; MINIMUM QUALIFICATIONS: Education: Possession of a Master's Degree from an accredited college or university with a major in Business Administration, Public Administration, Hospital or Health Care Administration,Public Health Administration or a closely related field. Experience: Four years of full time experience or its equivalent in an administrative capacity in a health service agency or program, at least two years of which was in a health maintenance organization or prepaid health plan. Substitution: Two years of additional qualifying administrative experience may be substituted for the required Master's Degree. KNOWLEDGE$, SKILLS AND ABILITIES: Knowledge of the current practices of health care administration; knowledge of laws and regulations governing prepaid health plans and health maintenance organizations; knowledge of the principles and techniques of successfully operating a prepaid health plan; knowledge of contemporary health policy issues; knowledge of modern concepts of management and supervision; ability to gather and analyze data; ability to analyze complex administrative problems and recommend effective solutions; ability to negotiate contracts with various provider parties; ability to present cost consequences of alternative solutions to decision makers; ability to interpret and apply rules and regulations; ability to supervise the work of others. Department Approval: Date: Human Resources Approval: Date: