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THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Resolution on March 20, 2001, by the following vote:
AYES: SUPERVISORS GIOIA, GERBER, DESAnNIER, GLOVER, AND UILKEMA
NOES: NONE
ABSENT: NONE
ABSTAIN: NONE
Resolution No. 20011 125
Subject: Approve the Side Letter of Agreement )
between the County and Local 512 adjusting )
pay for Eligibility Work Supervisor I's assigned )
to the Service Integration Team. )
THE CONTRA COSTA COUNTY BOARD OF SUPERVISORS, in its capacity as
governing Board of the county of Contra Costa and all districts of which it is.ex-officio
governing Board, RESOLVES THAT:
The Board of Supervisors of Contra Costa County shall APPROVE the attached Side
Letter of Agreement between Contra Costa County and AFSCME, Local 512 to amend
Section 5.1, General Wage Increase, of the October 1, 1999 — September 30, 2002
Memorandum of Understanding, to adjust the base pay and the Service Integration
Team (SIT) differential of the Eligibility Work Supervisor I's assigned to SIT.
I hereby certify that this is a true and correct copy of an
action taken and entered on the minutes of the Board of
Supervisors on the date shown:
ATTESTED: March 20. 2001
JOHNS TEN,C of the Board of Supervisors
and C ty Administ or
RESOLUTION NO. 2001/12 Deputy
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r Contra �� b t_ Human Resoue
F
-_ Department
Costa .�•�J�-= f� - ��
S Administration Bldg.
'� " Boa 651 Pine Street, Third Floor
�'� y Martinez, California 94553-1292
County -.:J;
(925) 335-1770
Leslie T.Knight
Director of Human Resources
February 26, 2001
Mr. Jim Hicks, Business Agent
AFSCME Local 512
1000 Court Street
Martinez, CA 94553
Re: Side Letter of Agreement— SIT Differential
Dear Mr. Hicks:
The following represents the understandings reached between the Contra Costa County
and AFSCME Local 512 regarding the Service Integration Team (SIT) differential as
follows:
1. Effective July 1, 2000, the County agrees to modify Secton 5.1 — General Wage
Increase, subsection D, of the October 1, 1999 — September 30, 2002,
Memorandum of Understanding by incorporating the 8.5% CalWORKS
differential and the agreed upon 1.28% base salary increase into the base pay of
the Eligibility Work Supervisor I's assigned to SIT.
2. Upon incorporating the 8.5% CalWORKS differential and the agreed upon 1.28%
base salary increase into the base pay of the Eligibility Work Supervisor I's
assigned to SIT, the County will pay a 2.5% of base pay differential in recognition
of the Ca IWO RKS-related duties described on the attached list.
If the foregoing conforms with your understanding, please indicate concurrence by
affording your signature in the space provided below:
COUNTY ASG` I�IE Local 2
C
I
- i �
tUglbility Work Supervisors -- Additional CaIWORKs related duties: t�3
•
• Increased and ch nged responsibilities in area of Wetfare-to-Wont: emphasis
on developing ane entAncing skills with staff on employment-focused service
delivery.
Development an implementation of pilot projects necessary for the
Departmont's deo otlopm6nt of County CaMORKs plan: continued!involvement
in ongoing, ref nement and operationalization of plan :after initial
implementation.
• Increased supervisory responsibilitles (i.e., some larger units, additional types
and classed of staff, :technical/coordinative responsibilities) provide input
concerning O-ffe veness of new evolving job assignments and o,per"ational
procedures for CAIWORKs plan.
• Supervision sof ot-stationed sites and staff, and coordination :with partner
agencies onprog:am matters for that out station operation_
• Development, a /or input into development and implementation of policies
and procedures elated'to co-location with other agencies_ Responsibility for
additional progra elements or systems.
• Development, Implementation and review of quality control procedures and
policies, particularly related to new Ca1WORKs programs and other impacted
programs.
• Development, ir#iplementation and supervision of MediCal outreach with
community partnOrs-
• Liaison responsibilities, as assigned, with other public agencies, community
based orgari�atiOns, partners in the community and faith based organl2tations.
• Increased trains 7 and:monitoring responsibilities due to displaced staff, new
staff, reorganize on and new or revised job assignments.
• Increased interaction with the community in promotion of the Department's
mission and goals.
III . APPROVAL OF FIRST $500 INCENTIVE PAYMENT BASED ON date if hire as
a Social Casework Specialist I or II
Human Resources Director
IV. APPROVAL OF SECOND 9 MONTH INCENTIVE PAYMENT BASED ON
SUCCESSFUL COMPLETION OF NINE MONTHS EHSD SERVICES AS
SOCIAL CASEWORK SPECIALIST I/II
Human Resources Director