HomeMy WebLinkAboutMINUTES - 06242003 - C.36-C.40 TO: BOARD OF SUPERVISORS _ „, ,,,,”
;.
FROM: Leslie T. Knight, Director of Human ~ ` `;. Costa Resources ',
DATE: June 24, 2003 °`�r -` County
SUBJECT: Compensation and Benefits Authorized for County Elected and Appointed
Department Heads, Management, Exempt and Unrepresented Employees
For the Period October 1, 2002 to September 30, 2005 and Until Further
Order
a
SPECIFIC REQUEST{S}OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION
RECOMMENDATION:
Adopt attached Resolution No. 2003/369 which supercedes Resolution No. 2003{1 regarding
Compensation and Benefits for County Officers, Managers and Unrepresented Employees.
BACKGROUND:
Resolution No. 20031369 supersedes Board of Supervisors" Resolution No. 200311, which was
adopted on January 14, 2003. It includes the following changes and additions:
1) One minute was added to the work week in Section 1.1, Definitions, to make it consistent
with the definition in Section 8.2 (a) of Resolution No. 8311;
2) Additional eligible classes were added to Section 34, Attorney Professional Development
Reimbursement; and
3) Additional sections were added. They include Section 55, Public Works Emergency Work
Differential; Section 56, Public Works Seasonal Construction Differential; Section 57,
Public Works Maintenance Managers Education Allowance; Section 58, Certified
Election/Registration Administrator Certification Differential; and Section 59, Staff Nurse
Per Diem Overtime Pay.
CONTINUED ON ATTACHMENT: '-;YES SIGNATURE•
------------_...�___-------------_---------------_—-----------___----_------------------------------__..__- _...._ .. ----:'-.__.V14�E
�Z----RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENdAT€ON OF BOARC�COAPPRO
OTHER
SIGNATURE{S}: t �
.�.
K
ACTION OF BORA. N, "*" °r APPROVE AS RECOMMENDED ? OTHER ________________
14,
VOTE OF SUPERVISORS I HEREBY CERTIFY THAT THIS IS A TRUE
w AND CORRECT COPY OF AN ACTION TAKEN
UNANIMOUS(ABSENT AND ENTERED ON THE MINUTES OF THE
BOARD OF SUPERVISORS ON THE DATE
AYES: NOES: SHOWN,
ABSENT: ABSTAIN:Ic
_
3}y ,t i i_.. ATTESTED
CONTACT: J N SWEETEN,CLERK OF THE
BOARD OF SUPERVISORS AND
COUNTY ADMINISTRATOR
CC: County Administator
Human Resources <`"
Auditor-Controller {
BY.,, ,�EPUTY
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Carder on MUNE 24, 2003 by the following vote:
AYES: SUPERVISORS GIOIA, UILKEMA, AND DESAULNIER
NOES: NONE
ABSENT: SUPERVISOR FEDERAL GLOVER
ABSTAIN: NONE
DISTRICT III SEAT VACANT
SUBJECT: Compensation and Benefits }
Authorized for County Elected and )
Appointed department Heads, )
Management, Exempt and ) Resolution No. 200n/ 69
Unrepresented Employees for the )
Period October 1, 2002 to )
September 30, 2005 and Until )
Further Order
The Contra Costa County Board of Supervisors acting solely in its capacity as governing
Board of the County of Contra Costa RESOLVES THAT:
Effective on October 1,2002,and continuing to September 30,2005,and until further Order
of the Board, the Board adopts the following program of compensation and benefits for
County Elected and Appointed Department Heads, Management Employees, Exempt
Employees and Unrepresented Employees. Except for provisions that become effective on
January 1, 2003, and except for Resolution Nos. 99/555, 2002/603, and 2002/615, this
Resolution supersedes all previous resolutions prpviding compensation and benefits for the
employees listed herein, including but not limited to Resolution No. 2003/1.
Unless expressly provided otherwise, this Resolution is subject to the provisions of
Resolutions providing general and pay equity salary adjustments;Administrative Bulletins;
the 1937 County Employees Retirement Act; Memoranda of Understanding covering
represented Managers; the County Salary Regulations; and the County Personnel
Management Regulations, This Resolution does not authorize compensation and benefits
for any Management or Unrepresented employees of the Contra Costa County Superior
Court.
Management and Unrepresented employees include employees in Classified, Project and
Exempt classifications. This Resolution is organized to distinguish (i)those general County
benefits provided to all Managers,Exempt and Unrepresented employees;(ii)those benefits
provided exclusively to Management and Exempt employees; (iii) benefits provided to
Elected and Appointed Department Heads; and (iv) those benefits that are provided
specifically to Managers and Unrepresented employees within selected departments or
classifications.
Unless otherwise expressly provided,compensation and benefits under this Resolution are
authorized only for permanent and project employees who work full-time or parttime,twenty
(20) or more hours each week.
I. B N FlT MANA MENT,EXgMPT AND NREPRE NTED EMPLOYEES are
provided for those classes listed in Exhibit A.
II. BENEFITS FOR MANAGEMENT AND EXEMPT, MPLOYEES are provided for those
classes listed in Exhibit A, excepting the classes listed in Exhibit B. ;
Ill. BENEFITS FOS ELECTED AND APPOINTED DEPARTMENT HEADS are provided for a
those classes listed in Exhibit C.
IV. SPWAL BENEFITSF R MANAGT EMPLQYEES RY DEPARTMENT OR
CLA-33 are provided as indicated in each section.
Orifi inept.: Human Resources Department-Leslie Knight(4.1766)
cc: County Administrator's Office
County CouruW-Vickie L.Dawes
Auditor--Controller-Elizabeth Vermin
RESOLUTION NO. 20031369
E. BENEFITS FOR MANAGEMENT EXEMPT AND t1NREPRESENTED EMPLOYEES
1. Leaves With and Without Pav
1 .10 Holidays:The County will observe the following holidays during the term covered
by this Resolution:
New Year's Day Labor Day
Martin Luther King Jr. Day Veteran's day
Washington's Birthday Thanksgiving Day
Memorial Day Day after Thanksgiving
Independence Day Christmas Day
Such other days as the Board of Supervisors may, by Resolution, designate as
holidays.
1.11 Definitions:
Work week: The work week begins at 12:01 a.m. on Monday and ends at twelve
midnight on Sunday.
Regular Work Schedule: The regular work schedule is eight (8) hours per day,
Monday through Friday, inclusive, for a total of forty (40) hours per week.
Flexible Work Schedule: A flexible work schedule is when the employee is
regularly scheduled to work other than eight(8)hours per day between Monday
and Friday, inclusive. The 9/80 schedule and the 4110 schedule are two
examples of flexible work schedules.
Alternate Work Schedule: An alternate work schedule is any work schedule
where the employee is regularly scheduled to work five (5) days per week, but
the employee's regularly scheduled two (2) days off are NOT Saturday and
Sunday.
1.12 Holidays: Employees on regular, flexible, and alternate work schedules are
entitled to observe a holiday(day off work),without a reduction in pay,whenever
a holiday is observed by the County. Any holiday observed by the County that
falls on a Saturday is observed on the preceding Friday and any holiday that falls
on a Sunday is observed on the following Monday.
1.13 Holidays- Flexible and Alternate Work Schedules: When a holiday falls on the
regularly scheduled day off of any employee who is on a flexible or alternate
work schedule, the employee is entitled to take the day off, without a reduction
in pay, in recognition of the holiday. These employees are entitled to request
another day off within the same work week in recognition of their regularly
scheduled day off. The requested day off must be within the same work week
as the holiday and it must be pre-approved by the employee's supervisor. If the
day off is not approved by the supervisor, it is Inst.
1
RESOLUTION NO. 2003/369
1.14 Holidays-Fart-Time Em loypes: Permanent, part-time employees are entitled
to observe a holiday(day off work) in the same ratio as the number of hours in
the part time employee's weekly schedule bears to forty (40) hours.
1.15 No Overtime Pays,Holiday Pay, or Comp Time: Unrepresented, management,
and exempt employees are not entitled to receive overtime pay, holiday pay,
overtime compensatory time, or holiday compensatory time. Employees who
are unable or not permitted to observe a holiday (take the day off), are
authorized to receive overtime pay ONLY IF the employee is on the Overtime
Exempt Exclusion List (see Section 11).
1.16 Personal Holiday Credit: Employees are entitled to accrue two (2) hours of
personal holiday credit each month. This time is prorated for part time
employees. No employee may accrue more than forty (40) hours of personal
holiday credit. Can separation from County service, employees are paid for any
unused personal holiday credit hours at the employee's then current rate of pay,
up to a maximum of forty (40) hours.
1.20 Vacation: Employees are entitled to accrue paid vacation credit not to exceed
the maximum cumulative hours as follows:
Monthly Maximum
Accrual Cumulative
Length of Service Hours Hours
Under 11 years 10 240
11 years 10-2/3 256
12 years 11-1/3 272
13 years 12 238
14 years 12-2/3 304
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
1.30 Sick_Leave: Employees are entitled to accrue paid sick leave credit in
accordance with the provisions of the County Salary Regulations and
Administrative Bulletin No. 411.7 (Sick Leave Policy) adopted on October 17,
1007, as periodically amended.
1.40 Part-Time Employees:Part-time employees are entitled to accrue paid vacation
and sick leave credit on a pro-rata basis.
1.50 Family Care Leave: The provisions of Section 1006.3 of the Personnel
Management 'Regulations and Resolution No. 04/416, as amended, relating to
Leaves of Absence and Family Care Medical Leave apply to all employees
covered by this resolution.
2
RESOLUTION NO. 2003/369
1.60 Leave Without Pay-Use of Accruals: The previsions of Section 1006.6 of the
Personnel Management Regulations, as amended, relating to use of accruals
while on leave without pay, apply to all employees covered by this Resolution.
2. Health and [ental Benefits
2.10 Health Plan Coverages: Effective January 1, 2000, the County will provide the
medical and dental coverage,for Management, Exempt, and Unrepresented
employees and for their eligible family members,expressed in one of the Health
Plan contracts and one of the Dental Plan contracts between the County and the
following providers:
a. Contra Costa Health Plans (CCHP), Plan A
b. Contra Costa Health Plans (CCHP), Plan B
c. Kaiser Foundation Health Plan
d. Health Net HMO
e. Health Net PPO
f. Delta Dental
g. PMI Delta Care Dental
2.11 County Health and Dental Plan Contribution bates: The County will pay the
following proportions of the monthly premium charge for employees and for their
eligible family members:
a. Contra Costa County Health Plans, Plan A, ninety-eight percent (98%).
b. Contra Costa County Health Plans, Plan B, Ninety percent (90%).
c. Kaiser Foundation Health Plan, eighty percent (80%)
d. Health Net HMO, eighty percent (80%).
e. Health Net PPC}, sixty-six and 27/100 percent (66.27%), provided that the
County will pay only fifty percent (50%) of any premium increase after
January 1, 2000.
f. Delta Dental and PMI Delta Care Dental when combined with Contra Costa
County Health Plans, Plan A or Plan B, ninety-eight percent (98%).
g. Delta Dental when combined with Kaiser Foundation Health Plan, Health Net
HMO or Health Net PPO, seventy-eight percent (78%).
h. PMI Delta Gare Dental when combined with Kaiser Foundation Health Plan,
Health Net HMO, or Health Net PPO, seventy-eight percent (78%).
i. Delta Dental or PMI Delta Care Dental not combined with any health plan,
one hundred percent (100%) less one cent ($.01).
2.12 Life Insurance Benefit Under Health and Dental Plans: For employees who are
enrolled in the County's program of medical or dental coverage, term life
insurance in the amount of seven thousand five hundred dollars ($7,500)will be
provided by the County as part of the County's contribution to the cost of medical
or dental coverage.
2.13 Supplemental Life insurance: In addition to the life insurance benefits provided
by this resolution,employees may subscribe voluntarily and at their own expense
3
RESOLUTION NO. 2003/369
for supplemental life insurance. Employees may subscribe for an amount not
to exceed five hundred thousand dollars ($500,000)guaranteed issue provided
the election is made within the required enrollment periods.
2.14 Health Plan fioverac _and Provisions:The following provisions are applicable
regarding County Health Plan participation:
a. Health. Dental and Life Participation by tither Employees: Permanent part-
time employees working nineteen (19) hours per week or less and
permanent-intermittent employees may participate in the County Health or
Dental plans (with the associated seven thousand five hundred dollars
[$7,500] life insurance benefit) at the employee's full expense.
b. EMgloyee Contribution Deficiencies:The County's contribution to the Health
Flan premium is payable for any month in which the employee is paid. if an
employee's compensation in any month is not sufficient to pay the employee
share of the premium, the employee must make up the difference by
remitting the unpaid amount to the Auditor—Controller. The responsibility for
this payment rests with the employee.
c. Leave of Absence: The County will continue to pay the County share of
health care premiums for enrolled employees who are on an approved paid
or unpaid leave of absence for a period of thirty days (30)or more provided
the employee's share of the health care premium is paid by the employee.
2.15 Retirement Coverage:
a. Upon retirement, employees and their eligible family members may remain
in their County health/dental plan, but without County-paid life insurance
coverage,if immediately before their proposed retirement the employees and
dependents are either active subscribers to one of the County contracted
health plans or if while on authorized leave of absence without pay, they
have retained continuous group or individual conversion membership during
the leave period. For the term of this Resolution, the County will mare the
medical and dental plan contributions expressed in Section 2.11 for such
retired employees and their eligible family members.
b. EMpl ees Who File For Deferred Retir-ement: Employees, who resign and
file for a deferred retirement and their eligible family members,may continue
in their County group health and dental plan under the following conditions
and limitations.
1. Health and dental coverage during the deferred retirement period is
totally at the expense of the employee, without any County
contributions.
2. Life insurance coverage is not included.
3. To continue health and dental coverage, the employee must:
4
RESOLUTION NO. 20031369
1. be qualified for a deferred retirement under the 1937 Retirement
Act provisions;
li. be an active member of a County group health and/or dental pian
at the time of filing their deferred retirement application and elect
to continue plan benefits;
iii. be eligible for a monthly allowance from the retirement System
and direct receipt of a monthly allowance within twenty-four(24)
months of application for deferred retirement; and
iv. file an election to defer retirement and to continue health benefits
hereunder with the County Benefits Division within thirty(30)clays
before separation from County service.
4. Deferred retirees who elect continued health benefits hereunder and
their eligible family members may maintain continuous membership
in their County health and/or dental plan group during the period of
deferred retirement by paying the full premium for health and dental
coverage on or before the 111�' of each month, to the Contra Costa
County Auditor—Controller. When the deferred retirees begin to
receive retirement benefits, they will qualify for the same health
and/or dental plan coverage and County subvention to which retirees
who did not defer retirement are entitled.
5. Deferred retirees may elect continued health benefits hereunder after
retirement and may elect not to maintain participation in their County
health and/or dental plan during their deferred retirement period, in
which case they and their eligible family members will qualify for the
same coverage and County subvention in any County health and/or
dental plan when they begin to receive retirement benefits as retirees
who did not defer retirement are entitled,provided Such reinstatement
to a County group health and/or dental plan will only occur following
a three(3)full calendar month waiting period after the month in which
their retirement allowance commences.
6. Employees who elect deferred retirement will not be eligible in any
event for County health or dental plan subvention unless the member
draws a monthly retirement allowance within twenty-four(24)months
after separation from County service.
7. Deferred retirees and their eligible family members are required to
meet the same eligibility provisions for health/dental plans as
active/retired employees.
2.16 Dual Coverage:
a. If a husband and wife both work for the County and one (1) of them is laid
off, the remaining employee, if eligible, will be allowed to enroll or transfer
into the health coverage combination of his/her choice.
b. An eligible employee who loses medical or dental coverage through a
spouse will be allowed to enroll or transfer into the County contracted health
coverage combination of his/her choice within thirty (30) days of the date
5
RESOLUTION NO. 2003/369
coverage is no longer afforded under the spouse's plan.
2.17 Family Member Eligibility Criteria. The following persons may be enrolled as the
eligible Family Members of a medical or dental plan Subscriber:
a. The Subscriber's Spouse.
b. The Subscriber's Domestic Partner.
c. The fallowing children, provided that the child is dependent, unmarried and
under twenty-five (years) years of age:
i. The natural or legally adopted child of a subscriber or the subscriber's
spouse or domestic partner, including newborn children and children
placed in the physical custody of a member for adoption. In the case of
an adopted child, proof of eligibility by a court adoption order and a copy
of a United States income tax return showing the child as a dependent
may be required.
ii. A foster child for whom the subscriber of the subscriber's spouse or
domestic partner is the legal guardian and primary source of support.
Nevertheless, foster children who are eligible for Medi-Cal coverage are
not eligible for coverage under the County health plans. In the case of
a foster child, proof of eligibility by a copy of a Social Service Foster Care
Agreement and a letter from the Employment and Human Services
Department verifying that the child s not eligible for Medi-Cal coverage,
will be required.
iii. For dependents aged nineteen (19)to twenty-five(25), a statement may
be required to verify that the child is legally dependent in accordance with
Internal Revenue Service requirements.
iv. Attainment of limiting age will not terminate coverage of a child while the
child is and continues to be both (a) incapable of self-sustaining
employment by reason of mental retardation or physical handicap and(b)
chiefly dependent upon the Member for support and maintenance,
proved the proof of such incapacity and dependency is furnished to the
Plan Administrator by the Subscriber within the thirty-one(31)days of the
child's twenty-fifth (251') birthday and annually thereafter, if required by
the Plan Administrator.
2.18 Catastrophic Leave Bank. All employees are included in the Catastrophic Leave
Bank and may designate a portion of accrued vacation, compensatory time,
holiday compensatory time, or personal holiday credit to be deducted from the
donor's existing balances and credited to the bank or to a specific eligible
employee.
a. The County Human Resources Department operates a Catastrophic Leave
Bank which is designed to assist any County employee who has exhausted
all paid accruals due to a serious or catastrophic illness, injury, or condition
of the employee or family member. The program establishes and maintains
a Countywide bank wherein any employee who wishes to contribute may
authorize that a portion of his/her accrued vacation, compensatory time,
holiday compensatory time or personal holiday credit be deducted from those
6
RESOLUTION NO. 20031369
account(s) and credited to the Catastrophic Leave Bank. Employees may
donate hours either to a specific eligible employee or to the bank. Upon
approval, credits from the Catastrophic Leave Bank may be transferred to a
requesting employee's sick leave account so that employee may remain in
paid status for a longer period of time,thus partially ameliorating the financial
impact of the illness, injury or condition. Catastrophic illness or injury is
defined as a critical medical condition,a long-term majorphysical impairment
or disability that manifests itself during employment.
b. The plan is administered under the direction of the Director of Human
Resources. The Human Resources Department is responsible for receiving
and recording all donations of accruals and for initiating transfer of credits
from the Bank to the recipient's sick leave account. Disbursement of
accruals is subject to the approval of a six(6)member committee composed
of three (3) members appointed by the County Administrator and three (3)
members appointed by the majority representative employee organizations.
The committee will meet as necessary to consider all requests for credits and
will make determinations as to the appropriateness of the request. The
committee will determine the amount of accruals to be awarded for
employees whose donations are non-specific..Consideration of all requests
by the committee will be on an anonymous requester basis.
c. Hours transferred from the Catastrophic Leave Bank to a recipient will be in
the form of sick leave accruals and will be treated as regular sick leave
accruals.
d. To receive credits under this pian, an employee must have permanent
status, have exhausted all time off accruals to a level below eight (8) hours
total, have applied for a medical leave of absence, and have medical
verification of need.
e. Donations are irrevocable unless the donation to the eligible employee is
denied. Donations may be made in hourly blocks with a minimum donation
of not less than four (4) hours from balances in the "vacation, holiday,
personal holiday, compensatory time or holiday compensatory time
accounts. Employees who elect to donate to a specific individual will have
seventy-five percent (75%) of their donation credited to the individual and
twenty-five percent (25%) credited to the Catastrophic Leave Bank.
f. Time donated will be converted to a dollar value and the dollar value will be
converted back to sick leave accruals at the recipient's base hourly rate when
disbursed. Credits will not be on a straight hour-for-hour basis. All
computations will be on a standard 173.33 basis, except that employees on
other than a forty(40) hour week will have hours prorated according to their
status.
g. Each recipient is limited to a total of one thousand forty (1040) hours or its
equivalent per catastrophic event; each donor is limited to one hundred
twenty (120) hours per calendar year.
h. All appeals from either a donor or recipient will be resolved on a final basis
by the Director of Human Resources.
7
RESOLUTION NO. 2003/369
L No employee has any entitlement to catastrophic leave benefits. The award
of Catastrophic Leave is at the sole discretion of the committee, both as to
amounts of benefits awarded and as to persons awarded benefits. Benefits
may be denied,or awarded for less than six(6)months. The committee may
limit benefits in accordance with available contributions and choose from
among eligible applicants on an anonymous basis those who will receive
benefits, except for hours donated to a specific employee. In the event a
donation is made to a specific employee and the committee determines the
employee dues not meet the Catastrophic Leave Bank criteria,the donating
employee may authorize the hours to be donated to the bank or returned to
the donor's account. The donating employee has fourteen (14) calendar
days from notification to submit his/her decision regarding the status of their
donation, or the hours will be irrevocably transferred to the Catastrophic
Leave Bank.
j. Any unused hours transferred to a recipient will be returned to the
Catastrophic Leave Bank,
2.19 Health Care Spending Account:After six(6)months of permanent employment,
employees may elect to participate in a Health Care Spending Account(HCSA)
Program designated to qualify for tax savings under Section 125 of the Internal
Revenue Code, but such savings are not guaranteed. The HCSA Program
allows employees to set aside a predetermined amount of money from their pay,
not to exceed three thousand dollars($3,000)per year,of before tax dollars, for
health care expenses not reimbursed by any other health benefits plan. HCSA
dollars can be expended on any eligible medical expenses allowed by Internal
Revenue Code Section 125. Any unused balance is forfeited and cannot be
recovered by the employee.
2.20 PERS Lon n erm Care:The County will deduct and remit monthly premiums to
the PERS Long-Term Care Administrator for employees who are eligible and
voluntarily elect to purchase long-term care at their personal expense through
the PERS Long-Term Care Program.
2.21 Dependent Care Assistant Program: The County will offer the option of enrolling
in a Dependent Care Assistance Program (DCAP) designed to qualify for tax
savings under Section 129 of the Internal Revenue Code, but such savings are
not guaranteed. The program allows employees to set wide up to five thousand
dollars ($5,000) of annual salary (before taxes) per calendar year to pay for
eligible dependent care (child and elder care) expenses. Any unused balance
is forfeited and cannot be recovered by the employee.
3. Personal Protective EquiRment: The County will reimburse employees for safety
shoes and prescription safety eyeglasses in those Management, Exempt and
Unrepresented classifications which the County Administrator has determined eligible
for such reimbursement.
3.10 Safety Shoes. The County will reimburse eligible employees for the purchase
and repair of safety shoes in an amount not to exceed two hundred twenty-five
8
RESOLUTION NO. 2003/369
dollars ($225)for the two (2) year period commencing January 1, 2002. There
is no limit on the number of shoes or number of repairs allowed.
3.11 Safety Eyeglasses. The County will reimburse eligible Management, Exempt
and Unrepresented employees for prescription safety eyeglasses which are
approved by the County and are obtained from and establishment approved by
the County.
4. Mfleage Reimbursement: The County will pay a mileage allowance for the use of
personal vehicles on County business at the rate allowed by the Internal Revenue
Service (IRS) as a tax deductible expense, adjusted to reflect changes in this rate on
the date it becomes effective or the first of the month following announcement of the
changed rate by the IRS, whichever is later.
5. Retirement Contribution:Pursuant to Government Code Section 31581.1,the County
will pay fifty percent (50%) of the retirement contributions normally required of
members. Employees are responsible for payment of the employee's contribution for
the retirement cost-of-living program as determined by the Board of Retirement of
Contra Costa County Employees'Retirement Association without the County paying any
part of the employee's share. The County will continue to pay the employer's share of
the retirement cost-of-living program contribution.
6. 414H2 Participation: The County will continue to implement Section 414(h) (2)of the
Internal Revenue Code which allows the County Auditor—Controller to reduce the gross
monthly pay of employees by an amount equal'to the employee's total contribution to
the County Retirement System before Federal and State income taxes are withheld,and
forward that amount to the Retirement system. This program of deferred retirement
contribution will be universal and non-voluntary as is required by statute.
7. Trainina
7.10 All full-time employees (excluding attorney classes) are eligible for career
development training reimbursement not to exceed six hundred fifty dollars
($650)per fiscal year. The reimbursement of training expenses includes books
and is governed by any Administrative Bulletins on Travel or Training.
7.11 Management Development Policy: Employees are authorized to attend
professional training programs, seminars, and workshops, during normal work
hours at the discretion of their Department Head,for the purpose of developing
knowledge, skills, and abilities, in the areas of supervision, management, and
County policies and procedures. Up to thirty(30) fours of such training time is
recommended annually.
a. Departments are encouraged to provide for professional development
training exceeding thirty (30) hours annually for people newly promoted to
positions of direct supervision.
b. Priority Is given to professional training programs offered through the Contra
Costa Training Institute. Other related and appropriate trainingleducation
resources approved by the department are also allowable.
9
RESOLUTION NO. 20031369
c. To encourage personal and professional growth, the County provides
reimbursement for certain expenses incurred by employees for job-related
training (required training and career development training/education).
Provision for eligibility ,and reimbursement is identified in Administrative
Bulletin 112.9.
d. The Department Head is responsible for authorization of individual
professional development reimbursement requests. Reimbursement is
through the regular demand process with demands being accompanied by
proof of payment (copy of invoice or canceled check).
8. Bilingual P y Differential: A monthly salary differential will be paid to incumbents
of positions requiring bilingual proficiency as designated by the Appointing Authority
and the Director of Human Resources. The differential will be prorated for
employees working less than full time and/or on an unpaid leave of,absence during
any given month. The differential is eighty dollars ($80.00) per month.
Designation of positions for which bilingual proficiency is required is the sole
prerogative of the County, and such designations may be amended or deleted at
any time.
9. Higher pay for Werk In a Higher Classification: The County Salary Regulations
notwithstanding, when an employee is required to work in a higher paid
classification, the employee will receive the higher compensation for such work,
pursuant to the County Salary Regulations, plus any differentials and incentives the
employee would have received in his/her regular position. Unless the Board has by
Resolution otherwise specified, the higher pay entitlement will begin on the 41"`
consecutive hour in the assignment.
10. Workers' Compensation and Continuing Pay: For all accepted workers'
compensation claims filed with the County on or after January 1, 2000, employees
will receive eighty-six percent(86%)of their regular monthly salary during any period
of compensable temporary disability not to exceed one (1) year. Pay based on
accepted workers' compensation claims filed before January 1, 2000, will be paid
as provided in resolution leo. 96/488. If workers' compensation benefits become
taxable income,the County will restore the former benefit level,one hundred percent
(100%)of regular monthly salary.
10.1 Waiting Period: There is a three (3) calendar day waiting period before
workers' compensation benefits commence. If the injured worker loses any
time on the date of injury, that day counts as day one (1) of the waiting
period. If the injured worker does not lose time on the date of the injury, the
waiting period is the first three (3)days following the date of the injury. The
time the employee is scheduled to work during this waiting period will be
charged to the employee's sick leave and/or vacation accruals. 1n order to
qualify for workers' compensation the employee must be under the care of
a physician. Temporary compensation is payable on the first three (3)days
of disability when the injury necessitates hospitalization, or when the
10
RESOLUTION NO. 2003/369
disability exceeds fourteen (14)days.
10.2 Continuing P :A permanent employee will receive eighty-six percent(86%)
of regular monthly salary in lieu of workers'compensation during any period
of compensable temporary disability not to exceed one year. Compensable
temporary disability absence"for the purpose of this Section,is any absence
due to work.-connected disability which qualifies for temporary disability
compensation under workers'compensation law set forth in Division 4 of the
California Labor Code. When any disability becomes medically permanent
and stationary,the salary provided by this Section will terminate. No charge
will be made against sick leave or vacation for these salary payments. Sick
leave and vacation rights do not accrue for those periods during which
continuing pay is received. Employees are entitled to a maximum of one(1)
year of continuing pay benefits for any one injury or illness.
Continuing pay begins at the same time that temporary workers'
compensation benefits commence and continues until either the member is
declared medically permanent/stationary, or until one (1)year of continuing
pay, whichever comes first, provided the employee remains in an active
employed status. Continuing pay is automatically terminated on the date an
employee is separated from County service by resignation,retirement,layoff,
or the employee is no longer employed by the County. In these instances,
employees will be paid workers' compensation benefits as prescribed by
workers'compensation laws. All continuing pay must be cleared through the
County Administrator's Office, Risk Management Division.
10.3 Physician Visits: Whenever an employee who has been injured on the job
and has returned to work is required by an attending physician to leave work
for treatment during working hours, the employee is allowed time off, up to
three(3)hours for such treatment,without loss of pay or benefits. Said visits
are to be scheduled contiguous to either the beginning or end of the
scheduled workday whenever possible. This provision applies only to
injuries/illnesses that have been accepted by the County as work related.
10.4 Labor Code X4850 Exclusion: The foregoing provisions for workers'
compensation and continuing pay are inapplicable in the case of employees
entitled to benefits under Labor Code Section 4850.
11. Cather Terms and Conditions of EmRiovment
11.10 Overtime Exempt Exclusion: Employees in unrepresented, management,
and exempt classifications are overtime exempt and are not eligible for
overtime pay, holiday pay, overtime compensatory time, or holiday
compensatory time. Instead, these employees are awarded Annual
Management Administrative Leave in recognition of the extra burden their job
responsibilities may sometimes place on their work schedules. However,
11
RESOLUTION NO. 2003/369
unrepresented, management,and exempt employees may be made eligible
for overtime pay if their names are placed on the Overtime Exempt Exclusion
List by the County Administrator's Office. Employees on the Overtime
Exempt Exclusion List are authorized to receive overtime pay, only. These
employees are NOT eligible for holiday pay,overtime compensatory time,or
holiday compensatory time. Employees on the Overtime Exempt Exclusion
List are also NOT eligible for Annual Management Administrative Leave for
the quarter they are on the Overtime Exempt Exclusion List. The policies
and procedures for the Overtime Exempt Exclusion List are set forth in the
County Administrator's memo of November 6, 2002, as may be periodically
amended.
Employees may be approved for placement on the Overtime Exempt
Exclusion list if and when they are assigned to a special or temporary
project or task that requires persistent,excess work hours,without relief from
their regular job duties. Overtime pay will not be authorized as a means to
address normal staffing or operational issues.
11.11 Overtime: Employees on the Overtime Exempt Exclusion List will be
compensated at one and one-half (1.5) times their base rate of pay
(excluding differentials) for authorized work exceeding eight (8) hours in a
day or forty(40) hours in a week.
11.12 Length of Servige Credits: Length of service credit dates from the beginning
of the last period of continuous County employment, including temporary,
provisional and permanent status and absences on an approved leave of
absence; except that when an employee separates from a permanent
position in good standing and is subsequently re-employed in a permanent
County position within two (2) years from the date of separation, the period
of separation will be bridged. Underthese circumstances,the service credits
will include all credits accumulated at the time of separation but will not
include the period of Separation. The service credits of an employee are
determined from employee status records maintained by the Human
Resources Department.
11.18 Mirror Classifications.As determined in the sole discretion of the Director of
Human resources, employees in unrepresented job classifications that
mirror Management, represented or unrepresented job classifications may
receive the salary and fringe benefits that are received by employees in the
mirror classification.
11.14 DeW Classes: No provision of this Resolution regarding terms and
conditions of employment supersedes any provision of any Deep Class
Resolution.
11.15 Administrative Provisions: The County Administrator may establish
guidelines,bulletins or directives as necessary to further define or implement
the provisions of this resolution.
12
RESOLUTION NO. 20031369
ii. BENEFITS EC}R M ME,NT AND EXEMPT EMPLOYEES
Employees will receive the benefits provided under Part I and following additional benefits:
12. Management Longevity lav:
A. Employees who have completed ten (10 years of appointed service for the
County will receive a two and'one-half percent (2.5%) longevity differential.
B. Employees in positions ineligible to receive vacation or sick leave accruals or to
convert a portion of these accruals to cash under the terms of this Resolution are
eligible to receive a five percent(5%) longevity differential upon the completion
of ten (10) years service.
13. Deferred Compensation lncentive: The County will contribute sixty dollars ($60)
per month to each employee who participates in the County's Deferred
Compensation Plan. To be eligible for this incentive,the employee must contribute
to the deferred compensation plan as indicated below.
Employees with Qualifying Base Monthly Contribution
Current Monthly Contribution Required to Maintain
Salary of: Amount Incentive Program Eligibility
$2,500 and below $250 $50
$2,501 --3,334 $500 50
$3,335--4,167 $750 $50
$4,168-- 5,000 $1,400 $50
$5,001 — 5,834 $1,500 $100
$5,835—6,667 $2,000 $100
$6,668 and above $2,500 $100
Employees who discontinue contributions or who contribute less than the required
amount per month for a period of one(1)month or more will no longer be eligible for
the sixty dollar($60)County supplement. To reestablish eligibility,employees must
again make a Base Contribution Amount as set forth above based on current
monthly salary. Employees with a break in deferred compensation contributions
either because of an approved medical leave or an approved financial hardship
withdrawal will not be required to reestablish eligibility. Further,employees who lose
eligibility due to displacement by layoff, but maintain contributions at the required
level and are later employed in an eligible position,will not be required to reestablish
eligibility.
14. Annual Manggement Administrative Leave:
A. On January I"of each year,full-time unrepresented, management, and exempt
employees will be credited with sixty(60)hours of paid Management Administrative
Leave. This time is non-accruable and all balances will be zeroed out on December
31 of each year.
1
RESOLUTION NO. 2003/369
B. Permanent part-time employees are eligible for Management Administrative
Leave on a prorated basis,based upon their position hours. Permanent-intermittent
employees are not eligible for Management Administrative Leave.
C. Employees appointed (hired or promoted)to unrepresented, management, or
exempt positions are eligible for Management Administrative Leave on the first clay
of the month following their appointment date and will receive Management
Administrative Leave on a prorated basis for that first year.
D. Unrepresented, management,and exempt employees on the Overtime Exempt
Exclusion List are authorized to receive overtime pay;therefore,their Management
Administrative Leave will be reduced by 25%each time the employee is on the List.
The 25%reduction will be deducted from the employee's current leave balance,but
if there is no balance, it will be deducted from future awarded Annual Management
Administrative Leave. This section does not apply to the unrepresented,
management, and exempt attorneys of the Offices of the District Attorney, County
Counsel, and Public Defender(See Section 3 ).
15. Management Life Insurance: Employees are covered at County expense by term
life insurance in the amount of forty seven thousand dollars ($47,000)in addition to
the insurance provided under Section 2.12.
16. Vacation Buy Back:
A. Employees may elect payment of up to one-third (1/3) of their annual vacation
accrual, subject to the following conditions. (1) the choice can be made only
once in each calendar year; (2)payment is based on an hourly rate determined
by dividing the employee's monthly salary by 173.33; and (3) the maximum
number of vacation hours that may be paid in any calendar year is one-third(1/3)
of the annual accrual.
B. Where a lump-sum payment is made to employees as a retroactive general
salary adjustment for a portion of a calendar year that is subsequent to the
exercise by an employee of the vacation buy-back provision herein, that
employee's vacation buy-back will be adjusted to reflect the percentage
difference in base pay rates upon which the lump-sum payment was computed,
provided that the period covered by the lump--sum payment includes the effective
date of the vacation buy-back.
17. Professional Qevelopmnt Reimbursement: Employees(excluding Department
Heads,their Chief Assistant(s),Engineering Managers,and all Attorney classes)are
eligible for reimbursement of up to five hundred twenty-five dollars ($525)for each
two(2)year period beginning on January 1, 1999, for memberships in professional
organizations, subscriptions to professional publications, attendance fees at job-
related professional development activities and purchase of computer hardware and
software. In order tor receive reimbursement, the employee must have been in an
eligible classification when the expense was incurred.
14
RESOLUTION NO. 2003/369
In order to receive reimbursement for the 2003-2004 period,the expense must have
been incurred between en January 1, 2003 and December 31, 2004, inclusive.
Individual professional development reimbursement requests must be approved by
the Department dead. Reimbursement is through the regular demand process with
demands being accompanied by proof of payment (copy of invoice or canceled
check).
18. Sick Leave Incentive Plan: Employees may be eligible for a payoff of a part of
unused sick leave accruals at separation. This program is an incentive for
employees to safeguard sick leave accruals as protection against wage loss due to
time lost for injury or illness. Payoff must be approved by the Director of Human
Resources, and is subject to the following conditions:
A. The employee must have resigned in good standing.
B. Payout is not available if the employee is eligible to retire.
C. The balance of sick leave at resignation must be at least seventy percent(70%)
of accruals earned in the preceding continuous period of employment excluding
any sick leave use covered by the Family and Medical Leave Act, the California
Family Rights Act, or the California Pregnancy Disability Act.
D. Payout is by the following schedule:
Years of Payment Payment of Unused
Continuous Service Sick Leave Pgyable
3 —5 years 30%
5--7 years 40%
7 plus years 50%
E. No payoff will be made pursuant to this section unless the Contra Costa County
Employees' Retirement Association hes certified that an employee requesting
a sick leave payoff has terminated membership in, and has withdrawn his or her
contributions from, the Retirement Association.
F. It is the intent of the Board of Supervisors that payments pursuant to this section
preclude County retirement benefits resulting from employment by this County
or Districts governed by the Board.
19. Video Display Terminal (YDI) Users Eye Examination: Employees are eligible
to receive an annual eye examination on County time and at County expense
provided that the employee regularly uses a video display terminal at least an
average of two (2) hours per day as certified by their department.
Employees certified for examination under this program must make their request
15
RESOLUTION NO. 2003/369
through the Benefits Service Unit of the County Human Resources Department.
Should prescription VDT eyeglasses be prescribed for the employee following the
examination, the County agrees to provide, at no cost, basic VDT eye wear
consisting of a ten dollar ($10) frame and single, bifocal or trifocal lenses.
Employees may, through individual arrangement between the employee and the
employees' doctor and solely at the employee's expense, include blended lenses
and other care, services or materials not covered by the Flan.
20. Long-Term Disabill1y Ingurance:The County will continue in force the Long-Term
Disability insurance program with a replacement limit of eighty-five (85%) of total
monthly base earnings reduced by any deductible benefits.
Ill. BENEFITS FOR ELECTED}AND APPOINTED DEPARTMENT HMDS
Department Heads will receive the benefits provided under Part I and Bart 11 and the
following additional benefits:
21. Executive Automobile Allowance:Eff=ective July 1,2000,the County Administrator
and the following appointed Department Heads and elected Department Heads are
eligible to receive a monthly automobile allowance plus mileage at the rate per mile
allowed by the Internal Revenue Service(IRS)as a deductible expense. Receipt of
the automobile allowance means that the recipients must furnish a private
automobile for County business. Allowance is made as follows:
A. County Administrator= $550 per month
B. Elected Department Heads = $500 per month
Assessor District Attorney
Auditor-Controller Sheriff-Coroner
Clerk-recorder Treasurer--Tax Collector
C. Appointed Department Heads = $450 per month
Agricultural Commissioner/Director of Weights and Measures
Community Services Director
County Counsel
County Librarian
County Probation Officer
County Veteran's Service Officer
County Welfare Director
Director of Animal Services
Director of Building Inspection
Director of Community Development
Director of General Services
Director of Health Services
Director of Human Resources
Director of Information Technology
LAFCO Director
Public Defender
15
RESOLUTION NO. 20031369
Public Works Director
Retirement Administrator
If use of a County vehicle is temporarily required as a result of an emergency
such as an accident or mechanical failure to the recipient's personal automobile,
with the approval of the General Services Department, a County vehicle may be
utilized. The General Services Department will charge the recipient's
department for the cost of the County vehicle usage consistent with County
Policy.
22. Executive Life Insurance: In lieu of the insurance provided under Section 15,
Department Heads are covered at County expense by term life insurance in the
amount of fiftythousand dollars{$50,000}additional to the insurance provided under
Section 2.12.
23. Executive Professional Development Reimbursement: Department Heads and
their chief assistant(s)are eligible for reimbursement of up to eight hundred twenty-
five dollars ($825) for each two (2) year period beginning January 1, 1099 for
memberships in professional organizations, subscriptions to professional
organizations, subscriptions to professional publications attendance fees at job-
related professional development activities and purchase of computer hardware and
software. In order to receive reimbursement, the employee must have been in an
eligible classification when the expense was incurred.
In order to receive reimbursement for the 2003-2004 period,the expense must have
been incurred during the period beginning January 1, 2003 through December 31,
2004.
24. Elected Department Heads: The Elected Department Heads are the Assessor,
Auditor—Controller, Clerk--Recorder, District Attorney--Public Administrator,
Sheriff—Coroner, and Treasurer—Tax Collector.
25, Elected Department Head Benefits: Elected Department Heads will receive only
the fallowing benefits under marts 1, 11, and 111, together with such benefits as may
be authorized under Part IV:
A. The benefits provided under Part 1, Sections 2.10, 2.11, 2.12, 2.13, 2.14, 2.15,
2.16, 2.17, 2.19, 2.20, 2.21, 5, 6, 7, 8, 10, and 11.12.
S. The benefits provided under Part It, Sections 12, 13, and 20.
C. As compensation for not accruing paid vacation credit,in addition to the benefits
of Part 11, Section 13, six thousand dollars($6,000)as a deferred compensation
contribution will be added to the elected department head's deferred
compensation account effective July 1 of each year(commencing July 1, 2000).
If after July 1, but prior to June 30 of the next succeeding year, for any reason,
the elected department head's occupancy of office terminates and/or expires,
the elected department head are entitled to an additional deferred compensation
17
RESOLUTION NO, 2003/369
account contribution prorated from July 1 to include the time period the elected
department head served prior to the next June 30. Further, if, for any reason,
all or part of such deferred compensation cannot be paid into a deferred
compensation account the elected department head are entitled to an equivalent
lump-sum payment. None of the County's six thousand dollar $6,000)
contribution may be used to establish eligibility and qualification to receive the
additional sixty dollars ($60) monthly contribution otherwise provided by the
County.
D. The benefits provided under Part Ill, Sections 21, 22, and 23.
IV. SPECIAL BENEFITS FOR MANAGEMENT EMPLOYEES BY DEPARTMENT E31�t
CLASS
26. Accounting Certificate Differential: Incumbents of Management professional
accounting, auditing or fiscal officer positions who are duly qualified as a Certified
Public Accountant (CPA), Certified Internal Auditor (CIA), Certified Management
Accountant(CMA),or Certified Government Financial Manager(CGFM)will receive
a differential of five percent (5%)of base monthly salary.
27. A-gricuiture D portment differential: The classes of Supervising Weights and
Measures Inspector (BWHA) and Deputy Agricultural Commissioner (BAHA) will
receive a differential of three and one-half percent(3.5%)of base monthly salary for
possession of either a valid Commissioner License or a valid Sealer of Weights and
Measures License.
28. Angiogram Differential: Employees in the classes of Chief Radiology Technologist
(V8HB) and assistant Chief Radiology Technologist (V8HC) when performing an
angiogram other than on day shift, Monday through Friday, will be additionally
compensated at a flat rate of five hundred dollars ($500) per procedure.
29. Animal Services Search Warrant: Employees in the Management classes of
Deputy Director of Animal Services(BJDF)and Animal Services Lieutenant(BJHB)
will be compensated for time spent in assisting law enforcement agencies in the
serving of search warrants. The amount of special compensation per incident is one
hundred dollars ($100) and it will continue to be equal to that paid to Animal
Services Officers for performing this duty. Only employees involved in actual entry
team activities will be so compensated. The department continues to retain the sole
right to select and assign personnel to such search warrant duty.
30. Animat S+arvices Uniform Allowance: The uniform allowance for employees in the
Management classifications of Animal Services Lieutenant (BJHB) and Deputy
Director of Animal Services(BJDF)is eight hundred dollars($8013)effective July 1,
2001, payable one-twelfth (1/12) of the yearly total in monthly pay warrants. Any
other increase in the Uniform Allowance,which may be granted to Animal Services
Officers while this Resolution is in effect, is granted to the Animal Services
Management classes.
31. Attorney Fixe-Term Classes:
18
RESOLUTION NO. 2003/369
A. The following Fixed--Term attorney classes are ineligible for the Management
Benefits listed in (B) below.
Deputy County Counsel—Fixed Term (2EWD)
Deputy District Attorney—Fixed Term (2KWD)
Deputy District Attorney Fined Term Flat Fate (2KWF)
B. Excepted Benefits
1. Management two and Lane-half percent(2.5%) Longevity Pay Plan (Section
12).
2. Annual Management Administrative Leave (Section 14).
3. Management Attorney Administrative Leave (Section 33).
4. Management Life Insurance(Section 15).
5. Management Long-Term Disability (Section 2.17).
+6. Annual Vacation Buy-Back (Section 16).
7. Attorney Professional Development Reimbursement (Section 34) fifty
percent (50%) of the eligibility is available on January 1 and fifty percent
(50%) is available on July 1.
C. Employees in the Fixed-Term Attorney classes will be credited with forty (40)
hours paid administrative leave each January 1, subject to the provisions of
Section 14.
32. Attorney :state Bar dues: The County will reimburse employees in the classes
listed in Section 34 for California State Bar Membership dues (but not penalty fees)
and, if annually approved in advance by the Department Head, fees for criminal
and/or civil specialization.
33. Attorney Management Administrative Leave:
A. On January 1'#of each year, full time unrepresented, management, and exempt
attorneys in the Offices of the District Attorney, County Counsel, and Public
Defender, excluding fixed-term and contract attorneys, will be credited with eighty
(80)hours of Management Administrative Leave. Management Administrative Leave
must be used during the calendar year in which it is credited and any unused hours
may not be carried forward.
B. Attorneys appointed between January 1"and June 301', inclusive,are eligible for
eighty (80) hours of Management Administrative Leave on the first succeeding
January I" and annually thereafter. Attorneys appointed on or after July 161 are
eligible for sixty (60) hours of Management Administrative Leave on the first
succeeding January 1"and are eligible for eighty (80) hours annually thereafter.
C. Permanent part time attorneys are eligible for Management Administrative Leave
19
RESOLUTION NO. 2003{369
on a prorated basis, based upon their position hours, beginning on January 11
following their appointment and in the same proportion on each January X51
thereafter. Permanent-intermittent attorneys are not entitled to Management
Administrative Leave.
D. Unrepresented, management, and exempt attorneys on the Overtime Exempt
Exclusion List are authorized to receive overtime pay; therefore, their Management
Administrative Leave will be reduced by 25% each time the attorney is on the List.
The 25% reduction will be deducted from the employee's current leave balance, but
if there is no balance, it will be deducted from future awarded Management
Administrative Leave,
34. Attorney Professional Development reimbursement: The County will reimburse
employees in the below-listed Management attorney classifications up to a maximum
of six hundred dollars ($600) each fiscal year for the following types of expenses:
A. Purchase of job-related computer hardware and software.
B. Membership dues in legal professional associations.
C. Purchase of legal publications.
D. Training and travel costs for job-related educational courses.
E. Legal on-line computer services.
Any unused accrual may be carried forward to the next fiscal year up to a maximum
of eight hundred dollars ($800). The eligible classes are as follows.
Assistant County Counsel Chief Trial Deputy Public Defender
Assistant County Counsel-Exempt Deputy District Attorney-Basic Level*
Assistant Public Defender Deputy District Attorney-Advanced
Assistant Public Defender-Exempt Deputy District Attorney-Fixed Term*
Chief Deputy District Attorney-Exempt Deputy.District Attorney-Fixed Term-
Deputy County Counsel-Fixed Term* -Flat Rate*
County Counsel Senior Deputy District Atty-Exempt
Asst. Chief Deputy District Atty-Exempt Supervising Attorney- Child Support
Civil Litigation Attorney-Deep Class Services
Public Defender- Attorney-Advanced Child Support
Chief Asst. County Counsel-Exempt Services
Deputy County Counsel-Deep Class Attorney- Basic Child Support
Deputy County Counsel t Services
Senior Financial Counsel - Exempt Attorney- Entry Child Support
District Attorney-Public Admin Services
Chief Asst. Public Defender-Exempt
*Prorated on a monthly basis
20
RESOLUTION NO. 2003/369
35. Assessor gducation Diff rent ai: Employees in the Management classes of
Principal Appraiser (DADC), Supervising Appraiser (Dl-HC), Supervising Auditor-
Appraiser (DRNA), Assistant County Assessor (DASA) and Assistant County
Assessor-Exempt (DABI) is entitled to a salary differential of one and one-half
percent(1.5%)of base monthly salary for possession of a certification for educational
achievement from at least one of the following:
A. American Institute of Real Estate Appraisers Residential Member designation.
B. State Board of Equalization Advanced Appraiser Certification.
C. International Association of Assessing Officers Residential Evaluation
Specialist.
D. Society of Auditor-Appraiser Master Auditor-Appraiser designation.
E. Society of Real Estate Appraisers Senior Residential Appraiser designation.
F. Any other certification approved by the County Assessor and the Director of
Human Resources.
36. Assessor KiiMe Reimbursement: Effective October 1, 1999, in lieu of
additional mileage reimbursement, the salaries of the Supervising Appraiser and
Supervising Auditor-Appraiser classifications are increased by one (1) level.
Beginning January 1, 2000, mileage allowance for use of their personal vehicles on
County business will be paid at the rate allowed by the Internal Revenue Service.
37. Budget Coordinator Pay: One (1) Senior Deputy County Administrator position
designated by the County Administrator to serve as Budget Coordinator, is entitled
to receive an additional one thousand dollars ($1000) per month.
38. DWrict Attomey investigator P.O.S.T.: Incumbents of the classes of District
Attorney Lieutenant of Inspectors (6KNB), District Attorney Lieutenant of
Inspectors—Welfare Fraud(6KWG)and District Attorney Chief of Inspectors--Exempt
(6KD1) who possess the appropriate certificates beyond the minimum P.O.S.T.
qualifications required in their class may qualify for one of the following career
incentive allowances:
A. A career incentive allowance of two and one-half percent(2.5%)of base monthly
salary will be paid to DA Lieutenant of Inspectors and DA Lieutenant of
Inspectors-Welfare Fraud for the possession of an Advanced P.O.S.T.
certificate. This allowance will be paid to the DA Chief of Inspectors-Exempt for
possession of a Management and/or Executive P.O.S.T. Certificate,
B. A career incentive allowance of five percent(5%)of base monthly salary will be
paid to DA Lieutenant of Inspectors and DA Lieutenant of Inspectors—Welfare
Fraud for possession of an Advanced P.O.S.T. certificatenod an approved
Baccalaureate Degree. This allowance will be paid to the DA Chief of Inspectors
21
RESOLUTION NO. 2003/369
for possession of a Management and/or Executive P.O.S.T. certificate and
possession of an approved Baccalaureate Degree.
C. A career incentive allowance of seven and one-half percent (7.5%) of base
monthly salary will be paid to DA Lieutenant of Inspectors and DA Lieutenant of
Inspectors—Welfare Fraud for the possession of an Advanced P.O.S.T.
certificate and possession of an approved Master's Degree. This allowance will
be paid to the DA Chief of Inspectors—Exempt for possession of an approved
Management and/or Executive P.O.S.T. certificate and possession of an
approved Master's Degree.
No contining education is required in order to be entitled to any of the foregoing
allowances.
39. District Attorney Physical Fitness Differential: Management personnel in the
Centra Costa County District Attorney's Office in the classes listed below are eligible
for a five percent(5%)monthly wage differential for participation in a physical fitness
program. To be eligible for this program, Management employees must have
attained: 1) four (4) years of experience as a peace officer with Contra Costa
County; 2) fifteen (15) years of P.O.S.T. experience; and 3) age thirty-five (35).
Continued receipt of this differential requires that the employee annually meet
physical fitness standards established the Wellness Division of the Human
Resources Department in conjunction with the District Attorney.
Management classes eligible are:
District Attorney Chief of Inspectors—Exempt (6KD1)
District Attorney Lieutenant of Inspectors (6KNB)
Lieutenant of Inspectors--Welfare Fraud (6KWG)
40. F-ngineer Contlnuing Education Allowance: Public Works employees in the
classifications of Associate Civil Engineer (NKVC), Assistant County Surveyor
(NSGA), Engineering Technician Supervisor—Construction (NSHE), Engineering
Technician Supervisor—Land Surveyor (NHD), - Engineering Technician
Supervisor-Materials Testing (NSHC), Deputy Public Works Director—Engineering
(NAD1),Deputy Public Works Director—Transportation Engineering—Exempt(NAD9),
Deputy Public Works Director—Transportation Engineering--Exempt(NAD9),Deputy
Public Works Director Operations and Maintenance (NAD6), Senior Civil Engineer
(NKHA),Senior Traffic Engineer(N'KHB),Senior Hydrologist(N9HC)and Supervising
Civil Engineer (NKDA) are eligible to receive a one year Continuing Education
Allowance of two and one-half percent(2.5%)of base monthly salary if they complete
at least (60) hours of approved education or training or at least three (3) semester
units of approved college credit or approved combination thereof, subject to the
following conditions.
A. The specific education or training must be submitted in writing by the employee
to the Public Works Director or his designee prior to beginning the course work.
B. The education or training must be reviewed and approved in advance by the
Public Works Director or his designee as having a relationship to the technical
22
RESOLUTION NO. 2003/369
or managerial responsibilities of the employee's current or potential County job
classifications.
C. Employees who qualify for this allowance do so for a period of only twelve (12)
months, commencing on the first day of the month after proof of completion is
received and approved by the Public Works Director or his designee. This
allowance automatically terminates at the end of the twelve (12) month period.
41. Engineer Professional Development Reimbursement: Engineering Managers will
be allowed reimbursement for qualifying professional development expenses and
professional engineering license fees required by the employee's classification up to
a total of seven hundred dollars ($700) for each two (2) year period. beginning
January 1, 2000.
Allowable expenses include the following activities and materials directly related to
the profession in which the individual is engaged as a County employee:
A. Membership dues to professional organizations.
B. Registration fees for attendance at professional meetings, conferences and
seminars.
C. Books,journals and periodicals.
D. Tuition and text book reimbursement for accredited college or university classes.
E. Professional license fees required by the employee's classification.
P. Application and examination fees for registration as a professional engineer,
architect or engineer-in-training.
G. Certain job-related instruments,computer software and computer hardware from
a standardized County approved list orwith Department Head approval,provided
each Engineer complies with the provisions of the Computer Use and Security
Policy adopted by the Board of Supervisors and manuals.
In order to receive reimbursement, the employee must have been in an eligible
classification when the expense was incurred.
In order to receive reimbursement for the 2003-2004 period,the expense must have
been incurred during the period beginning January 1, 2003, through December 31,
2004.
Individual professional development reimbursement requests are subject to approval
by the department Head. Reimbursement occurs through the regular demand
process with demands being accompanied by proof of payment (copy of invoice or
canceled check).
23
RESOLUTION NO. 2003/369
42. Engineer Structurai Registration Clifferentiai: Incumbents of the management
classes of Structural Engineer-Building Inspection (NESE), Senior Structural
Engineer-Building Inspection (NEVB)and Supervising Structural Engineer-Building
Inspection (FADB) employed in the County Building Inspection Department who
possess a valid Certificate of Authority to use the title Structural Engineer" Issued
by the California State Board of Registration for Professional Engineers are entitled
to receive a differential of five percent (5%)of the base monthly salary.
43. L Ibrary CtM tment Hoo dM s: For all management and unrepresented employees
in the County Library Department, the day after Thanksgiving is deleted as a holiday
and the day before Christmas is added as a holiday.
44. pursing Shift Coordinator Holiday-Pa : Permanent part-time and permanent-
intermittent employees in the class of Nursing Shift Coordinator who work on a
holiday are entitled to receive their choice of overtime pay or compensatory time
credit for all hours worked, up to a maximum of eight (8) hours. Limited term
employees in the class of Nursing Shift Coordinator who work on a holiday will be
compensated at one and one-half(1.5)times the hourly rate for all hours worked,up
to a maximum of eight (8) hours.
45. Planner III t Environmental Plgnner Assignment DIf erential: Incumbents in
the classes of Planner III (5ATA) and Environmental Planner (SATO) may be given
a five percent (5%) or ten percent (10%) base monthly salary differential at the
discretion of the Department Head while engaged on special project assignments
with major political and/or financial impact. Differentials become effective on the first
of the month following the month approved, and terminate on the last day of the
month in which the assignment is completed, unless terminated earlier by the
Department Head. All differential assignments will be reviewed on July 1 of each
year to determine what level of differential, if any, will continue to be pard.
46. Podiatrists t Optometrists Unrepresented Status: In addition to all general
benefits afforded Unrepresented employees in Section I of this Resolution, the
classes of Exempt Medical Staff Podiatrist (VPS2) and exempt Medical Staff
Optometrist (VPS1) are also eligible for the following benefits:
Educationai Leave. Each permanent full-time employee with at least one(1)year of
service are 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 Medical Director and Service Chief.
Permanent part-tune employees are entitled to educational leave under this section
on a pro-rated basis.
L orrc Term Disability Insurance: The County will continue in force the Long-Terra
.Disability Insurance program with a replacement limit of eighty-five percent(85%)of
total monthly base earnings reduced by any deductible benefits.
Malpractioe Coverage. The County will provide coverage under the Continuing
Practice Physician's Insurance Plan.
24
RESOLUTION NO. 2003/369
S
Paid Personalleave. Permanent full-time employees with three(3)years of service
will be credited with five (5) days of non-accruable paid personal leave effective
January 1 of each calendar year. Balances not used will be returned to zero (n) at
the end of each year.
47. Real Propeft Agognt Advanced Certificate 1)ifferen ial: Employees in the
management classes of Assessor (DAA1), Assistant County Assessor (DAB1),
Lease Manager(DYDB),Principal Real Property Agent(DYDA)and Supervising Real
Property Agent(DYNA)are entitled to receive a monthly differential in the amount of
five percent (5%) of base monthly salary for possession of a valid Senior Member
Certificate issued bythe International Executive Committee of the International Right
of Way Association. Verification of eligibility will be by the Department Head or
his/her designee. Eligibility for receipt of the differential begins on the first day of the
month following the month in which eligibility is verified by the Department Head.
All employees who qualify for the Senior Member certificate must recertify every five
(5)years with the International Right of Way Association in order to retain the Senior
Member designation and continue to receive the differential. In order to recertify, a
Senior Member must accumulate seventy-five (75) hours of approved education
which may include.successfully completing courses,attending educational seminars
or teaching approved courses.
48. Sheriffs Sworn Management P.O.S.T.: Incumbents of the classes of Sheriff-
Coroner(6XA1),Undersheriff—Exempt(6XB4)and Commander—Exempt(8X01)who
possess the appropriate certificates beyond the minimum P.O.S.T. qualifications
required in their class may qualify for one of the following career incentive
allowances:
A. A career incentive allowance of two and one-half percent (2.5%) monthly base
pay will be awarded for the possession of a Management and/or Executive
P.O.S.T. Certificate and possession of an approved Baccalaureate Degree.
B. A career,allowance of five percent(5%)monthly base pay will be awarded for the
possession of a Management and/or Executive P.O.S.T. Certificate and
possession of an approved Master's Degree.
49. Sheriff's Continuing Education Allowance: Sheriff's Department employees in
the classes of Sheriff's Fiscal Officer(64SJ),Sheriff's Chief of Management Services
(APDC),Sheriff's Communication Director-Dispatch Services(64GA),Administrative
Services Assistant I II (APTA),and Sheriff's Property and Evidence Manager(64HR)
are eligible to receive a two and one-half percent (2.5%) of base monthly salary
Continuing Education Allowance for any fiscal year in which they complete at least
sixty(60)hours of education or training or at least three(3)semester units of college
credit or combination thereof, approved by the department, subject to the following
conditions.
A. An application must be submitted in advance, to the Sheriff's Department prior
to the fiscal year in which the education or training will occur.
25
RESOLUTION NO. 2003/369
B. The education or training must be directly related to the technical or
Management duties of the employee's job.
C. The course must be reviewed and approved by the Sheriff's Department
Standards and Resources Bureau in advance.
D. The employee must show evidence of completion with a passing grade.
50. Sheriff's Emar„gency Services Standby Differential: Employees in the classes of
Emergency Planning Specialist--Exempt(9GS1), Emergency Planning Coordinator
(9GSA), Senior Emergency Planning Coordinator(9GWB) and County Emergency
Services Manager (9GCA) who perform standby duty of the Office of Emergency
Services at least one (1)week per month, are entitled to receive a differential in the
amount of two and one-half percent (2.5%) of base monthly salary.
51. Sheriff's 1~'hysical Fitne s Differential: Sworn management personnel in the
Contra Costa County Sheriff's Office in the classes listed below are eligible upon
completion of fifteen(15)years County service as a full-time, permanent sworn law
enforcement officer, for a differential of five percent (5%) of base monthly salary
contingent upon the Sheriff's certification of the employee's good faith effort to
maintain his/her physical health in accordance with health fitness standards
established by the Wellness Division of the Human Resources Department in
conjunction with the Sheriff's Department.
Classes eligible are: Sheriff-Coroner(6XA1)
Undersheriff(6X4B)
Commander(6XD1)
52. Sheriff's Uniform Allowance: The Sheriff-Coroner (6XA1) and non-sworn
management employees in the Sheriff-Coroner's Department will be paid a uniform
allowance in the amount of eight hundred dollars ($800) per year effective July 1,
2001, payable one-twelfth (1/12) of the yearly total in monthly pay warrants. The
management employees eligible for this uniform allowance are; Sheriff's Fiscal
Officer (64SJ), Sheriff's Chief of Management Services (AFDC), Sheriff's
Communication Director-Dispatch Services(64CA,Sheriff's Administrative Assistant
I 11 (ALTA), Sheriffs Director of Support Services (6AFE), Sheriff's Director of Food
Services(GAFF),Records Bureau Manager(64HE)and Manager-Central I Services
(64DB).
53. Professional D veto meat Differ n 'al for Trews rer-Tax Collector
Management Classes. Incumbents of the fallowing listed classifications in the
Treasurer-Tax Collector's Department are eligible to receive a monthly differential
equivalent to five percent(5%)of base salary for possession of at least one(1)of the
following specified professional certifications and for completion of required
continuing education requirements associated with the individual certifications.
Verification of eligibility for any such differential must be in writing by the Treasurer-
Tax Collector or his/her designee. Under this program, no employee may receive
more than a single five percent (5%) differential at one time irrespective of the
number of certificates held.
26
RESOLUTION NO. 2003/369
Classes eligible are: Treasurer-Tax Collector (S5A1)
Assistant County Treasurer-Exempt (S5134)
Assistant County Tax Collector(S5DF)
Treasurer's Accounting Officer (S5SG)
Treasurer's Investment Operations Analyst (S5SD)
Tax Operations Supervisor(S5HC)
Qualifying Certificates: Certified Cash Manager (C.C.M.)
Certified Financial Planner(C.F.P.)
Certified Government Planner(C.G.F.P.)
Certified Treasury Manager(C.T.M.)
Chartered Financial Analyst (C.F.A.)
54. Pudic Works Maintenance Mara er Scheduled Dgy : When a holiday falls
on a Friday that is a regularly.scheduled day off for Public Works field maintenance
employees and those employees take the next Monday off as their regularly
scheduled day off pursuant to their Memorandum of Understanding,the Public Works
Maintenance Supervisors (PSHB), Public Works Maintenance Superintendents
(PSGA),Public Works Maintenance Coordinators(PSSD),Vegetation Maintenance
Supervisors (GPHG), and Public Works Field Operations Managers (PSFB) who
supervise,oversee,or support those employees,must also take the next Monday off
as their regularly scheduled day off, or they lose the day off.
55. Public Works Emergency Work Differential: Employees in the classifications of
Public Works Maintenance Supervisor (PSHB) and Public Works Maintenance
Superintendent (PSGA) who are required by the Public Works Director or his
designee to work in response to an "emergency, will be compensated at the rate of
one (1.00) times their base rate of pay (excluding differentials)for authorized work
performed in excess of their regularly scheduled work day or work week.
56. Public Works Seasonal Construction Differential:Employees in the classifications
of Public Warks Maintenance Supe€visor (PSHB) and Public Works Maintenance
Superintendent (PSGA) who are scheduled by the Public Works Director or his
designee to work during the"construction season," will be compensated at the rate
of one (1.00) times their base rate of pay (excluding differentials)for all authorized
work performed in excess of their regularly scheduled work day or work week.
57. Public Warks Maintenance Managers Education Allowance: Employees In the
classifications of Public Works Field Operations Manager (PSFB), Public Works
Maintenance Superintendent (PSGA), Public Works Maintenance Supervisor
(PSHB), Vegetation Management Supervisor (GPHG), and Public Works
Maintenance Coordinator (PSSD) are eligible to receive a one year Continuing
Education Allowance of two and one half percent (2.5%) of base monthly salary if
they complete at least sixty(60) hours of approved education or training or at least
three(3)semester units of approved college credit or approved combination thereof,
subject to the following conditions:
1. The specific education or training must be submitted in writing by the employee
to the Public Works Director or his designee prier to beginning the course work.
27
RESOLUTION NO. 2003/369
2. The education ortraining must be reviewed and approved in advance bythe Public
Works Director or his designee as having a relationship to the technical or
managerial responsibilities of the employee's current or potential County job
classifications.
3. Employees who qualify for this allowance do so for a period of only twelve (12)
months, commencing on the first day of the month after proof of completion of
course work is received and approved by the Public Works director or his
designee. This allowance automatically terminates at the end of the twelve (12)
month period.
58. Certified Elections0e istraition Administrator Certification Mprentlal.
Incumbents in the classification of Clerk Recorder (ALAI) are entitled to receive a
monthly differential in the amount of five percent (5%) of base monthly salary for
possession of a valid Certified Elections/Registration Administrator Certificate issued
by The Election: Center- Professional Education Program. Verification of eligibility
is by the County Administrator or designee. Eligibility for receipt of the differential
begins on the first day of the month following the month in which the County
Administrator vermes eligibility.
59. Staff Nurse Per Diem Overtime Pay. Employees in the classification of Staff Nurse
Per Diem who are unrepresented and paid on an hourly basis will be compensated
at the rate of one and one-half (1.5) times their base rate of pay (excluding
differentials)for authorized work in excess of eight (8) hours in a day.
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: JUNE 24� 200
JOHN SWEETEN, Clerk of the Board of
Supervisors and County Administrator
f/
v putt'
By u
28
RESOLUTION NO. 2003/369
TO: BOARD OF SUPERVISORS 41 hi. Contra
Costa
FROM: John Cullen, Director County
and Human Services D tment r_. f 1 '":
DATE: June 2, 2003 t "✓7
SUBJECT: APPROVE AND AUTHORIZE the Employment and Human Services Director, or designee to
ACCEPT California Department of Aging, FY 2003/2004 funding for Title III and Title VII of
the Older Americans Act in the amount of$2
,789,590. (#29-002-134)
SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION
RECOMMENDED ACTION!
APPROVE and AUTHORIZE the Employment and Human Services Director, or designee to ACCEPT
California Department of Aging, FY 2003/2004 funding for Title III and Title VII of the Older Americans Act in
the amount of$2,789,590. (#29-002-134)
F.INANC'IA!, IMPACT:
Per California Department of Aging Agreement(FF-0304-07) County to receive funding in the amount of
$2,789,590.. Required County match$97,221; 100%County.
RACKGROUND
The Employment and Human Services Department, Aging and Adult Services, Adult Area on Aging(AAA)
provides services to low income, older residents of Contra Costa County as defined in Title III of the Older
Americans Act. Services include, but are not limited to, disease prevention and health promotion, nutrition
counseling and nutrition risk screening services, mediation management, and information through multipurpose
senior centers, congregate meal sites, home delivered meal programs, or at other appropriate sites. Title VII of
the Older Americans Act provides for elder abuse prevention and ombudsman services.
tCONTINUED ON ATTACHMENT: Y S SIGNATURE: Ib
'`RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE
APPROVE OTHER
SIGNATURE(S):
ACTION OF BO ON_ t1 w` APPROVED AS RECOMMENDED OTHER
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 SUPERVISORS ON THE DATE SHOWN.
z
ATTESTED
JOHN EETEN,CLERK OF THE BOARD OF
SUPERVISORS AND COUNTY ADMINISTRATOR
Contact: BR =I c
CC. EHSD CONTRACTS UNIT(EB) '
COUNTY ADMINISTRATOR BY
,DEPUTY
AUDITOR-CONTROLLER
SHARON JOHNSON(SUMMIT)
SCOTT DANIELSON(SUMMIT)
CONTRACTOR
Contra
TO: BOARD OF SUPERVISORS
Costa
FROM: John Cullen, Director "� f
Employment and Human Services Department d �", County
Robert Lanter, Director
�
Workforce Development Board
DATE: June 4, 2403
SUBJECT: APPROVE and AUTHORIZE the Employment and Human Services Director, or designee,
on behalf of the Workforce Development Board, to ACCEPT funding from the City of San
Jose (#29-150) as the fiscal agent for the State of California Employment Development
Department Regional Technologies Employment Consortium Project (RE-TEC Grant) to assist
workers affected by business closures and lay-offs from high tech and Internet related
companies in the amount of$325,080 for the period of July 1, 2003 through March 31, 2004.
SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION
RECOMMENDED ACTION:
APPROVE and AUTHORIZE the Employment and Human Services Director, or designee, on behalf of the
Workforce Development Board, to ACCEPT funding from the City of San Jose (#29-150) as the fiscal agent
for the State of California Employment Development Department Regional Technologies Employment
Consortium Project (RE-TEC Grant) to assist workers affected by business closures and lay-offs from high
tech and Internet related companies in the amount of$325,080 for the period of July 1, 2003 through
March 31, 2004.
FINANCIAL IMPACT:
No County Costs. County to receive $325,080 from the City of San Jose, as fiscal agent for the RE-TEC
Grant Project.
BACKGROUND:
The Workforce Development Board of Contra Costa (WDB) is a member of a consortium of Bay Area
workforce development agencies that are collaborating in the State of California Employment development
Regional Technologies Employment Consortium Project (RE-TEC Grant). The city of San Jose is the fiscal
agent of the consortium. The WDB intends to utilize these grant funds to provide skill building services to
workers affected by business closures and layoffs from high tech and Internet related companies throughout
Contra Costa County.
CONTINUED ON ATTACHMENT: Y 5S SIGNATURE: ( 1 '
k
L� kECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE
-APPROVE OTHER
SIGNATURE(S):
ACTION OF BO N °': t yam` t z) APPROVED AS RECOMMENDED OTHER
VOTE OF SUPERVISORS
-'' 1 HEREBY CERTIFY THAT THIS IS A TRUE
4- UNANIMOUS(ABSENT_ a _ } AND CORRECT COPY OF AN ACTION TAKEN
AYES: NOES: AND ENTERED ON THE MINUTES OF THE BOARD
ABSENT: ABSTAIN: OF SUPERVISORS ON THE DATE SHOWN.
1. _ ATTESTED s f., C
JOHN ETEN,CLERK OF THE BOARD OF
SUPER ISORS AND COUNTY ADMINISTRATOR
Contact: BOB LANTER 6-53$2 }
EHSD(CONTRACTS UNIT)-EB .
COUNTY ADMINISTRATOR BY DEPUTY
AUDITOR-CONTROLLER
CONTRACTOR
-- Contra
TO: .BOARD OF SUPERVISORS : ; t.
JIM s Cosh
FROM: John Cullen, Director County
Employment and Human Services Department °°'-� - -
Bob Lanter, Executive Director +
Workforce Investment Board
DATE: dune 3, 2003
SUBJECT: APPROVE and AUTHORIZE the Employment & Human Services Department Director, or
designee, on behalf of the Workforce Development Board, to ACCEPT the Title I Workforce
Investment Act youth allocation subgrant (#29-095-3) from the State of California Employment
Development Department with a funding limit of$1,224,071 for youth programs for the
period April 1, 2003 through June 30, 2005.
SPECIFIC REQUEST(S)OR RECOMMENDATION(S)s BACKGROUND AND JUSTIFICATION
P,Fj CIMMFNDF,D ACTTON:
APPROVE and AUTHORIZE the Employment & Human Services Department Director, or designee, on
behalf of the Workforce Development Board, to ACCEPT the Title I Workforce Investment Act youth
allocation subgrant (#29-095-2) from the State of California Employment Development Department with a
funding limit of$1,224,071 for youth programs for the period April 1, 2003 through June 30, 2005.
FINANCIAL IMPACT;
$1,224,071: 100% funded by the Federal Workforce Investment Act of 1998. No County Cost.
R A C'KGROEND:
The U.S. Department of Labor issued Workforce Investment Act(WIA) grant funding by formula to States for
distribution to local Workforce Investment Boards to fund employment and employment-related services,
including specific allocation for youth employment and occupational skills training. On March 7, 2000, the
Board of Supervisors (Item C.157) authorized the County Five-Year WIA Plan for submission to the Governor
in order to apply for the formula WIA funds. The State of California Employment Development Department
provided notice on April 11, 2003 to the Contra Costa County Workforce Development Board(WDB)of the
availability of up to $1, 224,071 in youth formula allocation funds under the Title I WIA subgrant for Program
Year(PY)2003/04. The Title I WIA subgrant also has an adult and dislocated worker formula allocation but
that portion of the subgrant has been delayed pending approval of the State budget for FY 2003/04 budget and
will be issued to the WDB at a later time.
The County, through the Employment and Human Services Department(EHSD), serves as the fiduciary agent
for these funds. This action will enable EHSD to execute the subgrant agreement on behalf of the WDB in order
to receive the grant funds. The funds received through this subgrant will be used to provide a wide range of
educational, employment, occupational training and other supportive services to eligible youth in Contra
Costa County, excluding the City of Richmond, which receives its funding directly from the State.
CONTINUED ON ATTACHMENT: Y s SIGNATURE:
RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE
APPROVE OTHER
SIGNATURES
ACTION OF BO�ID `N ° LIAV14i t u ` z APPROVED AS RECOMMENDED__ OTHER
VOTE OF SUPERVISORS
- I HEREBY CERTIFY THAT THIS IS A TRUE
` UNANIMOUS(ABSENT AND CORRECT COPY OF AN ACTION TAKEN
AYES: NOtS: AND ENTERED ON THE MINUTES OF THE BOARD
ABSENT:, ABSTAINS _ OF SUPERVISORS ON THE DATE SHOWN,
7-
ATTESTED
JOHNSWEETEN,CLERK OF THE BOARD OF
SUPERVISORS AND COUNTY ADMINISTRATOR
Contact;
cc: JOHN CULLEN-EHSD
DON CRUZE—EHSD
WEND'Y THERRIAN-EHSD �.
EHSD(CONTRACTS UNIT)-VM
COUNTY ADMINISTRATOR BY -s ../"� ,. ,DEPUTY
AUDITOR-CONTROLLER
TO: BOARD OF SUPERVISORS
Contra
FROM: TONY COLON, DIRECTOR Costa
COMMUNITY SERVICES DEPARTMENT
DATE: JUNE 24, 2003 ��-gym " C o u n t
,
SUBJECT: AUTHORIZATION TO SUBMIT GRANT APPLICATION FOR EARLY
HEAD START HOME VISITING PROGRAM SERVICES
Specific Request(S) or Recommendation (S)& Background and Justification
RECOMMENDATION M:
APPROVE and AUTHORIZE the Community Services Department Director or
designee to submit a grant application to the U.S. Department of Health and
Human Services, Administration for Children and Families in the amount of
$100,000 for Early Head Start Home Visiting program services for the period
from September 1, 2003 through August 31, 2004.
FINANCIAL IMPACT:
If this grant application is approved by the U.S. Department of Health and Human
Services, Administration for Children and Families (ACF), the funding will be
added to the department's FY 03-04 budget. A one-time waiver of the non-federal
in-kind share will be submitted with the application. No net County cost will be
needed to match this grant. If the waiver is not approved, an in-kind match of
$25,000 is available through matching funds provided by community childcare
partners and State preschool.
CHILDREN'S IMPACT STATEMENT:
The Community Services Department Head Start/Early Head Start Program
supports two of Contra Costa County's community outcomes: "Children Ready
for and Succeeding in School" and "Families that are Safe, Stable and
Nurturing." These outcomes are achieved by offering comprehensive services,
including high quality early childhood education, nutrition, health, and social
services, along with a strong parent "involvement focus, to low-income children
throughout Contra Costa County. The overall goal of the program is to bring
about a greater degree of social competence in preschool children from low-
income families.
REASONS FOR RECOMMENDATIONSIBACKGROUND:
The Early Head Start Nome Visiting program is a pilot program to provide infants
and toddlers home visiting services, laying a strong foundation for early learning.
The program is also designed to build relationships, communication, and
understanding between parents and caregivers to the benefit of the children. In
addition, the program will provide caregivers with training and increase the
number of qualified caregivers in the field.
Please see attached 16-point narrative. The Head Start Local Policy Council will
review this application on June 18, 2003.
CONTINUED ON ATTACHMENT: X YES SIGNATURE:
-----�----------------------w �--- --- �o____ ____ -----__�� _ ---_ ----- --
- COMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDAT! OF BOARD C MMITTEE
APPROVE OTHER
SIGNATURE(S): ./ t
- --- �_ — --_-- �__ --- -- ----------------------_ _
------------_-_---------- -------------------------------------------
ACTION OF BOA N ' L�✓ x `- '# s _, APPROVE AS RECOMMENDED `. OTHER
VOTE OF SUPEi}IISORS' I HEREBY CERTIFY THAT THIS IS A TRUE
g• s AND CORRECT COPY OF AN ACTION TAKEN
UNANIMOUS(ABSENT'' _) AND ENTERED ON THE MINUTES OF THE
BOARD OF SUPERVISORS ON THE DATE
AYES: NOES: SHOWN.
ABSENT: ABSTAIN:
moi .---^' Y.: .t�'tti. ' � c •-, +, �;a
ATTESTED � 1j
CONTACT: Tony Colon,646-5990 fgdN SWEETEN,CLER� K OF THE
I�OARD OF SUPERVISORS AND
CO TY A M
CC: CAO � a?
CSO(3 original,signed,sealed copies) BY ' , r Fr TY
Contra Costa County Community Services Department
Early Head Start Enhanced Home Visiting Pilot Project
EXECUTIVE SUMMARY
INCOMING FUNDS NARRATIVE STATEMENT
1. PROJECT/PROGRAM TITLE. Early Head Start Enhanced Home Visiting Pilot
Project
2. FUNDING AGENCY. Department of Health and. Human Services, Administration for
Children and Families(ACF).
3. SUBMITTAL STATUS. Request for one-time pilot project funding. This application is
due June 30, 2003.
4. PROPOSED TERM. Funding is requested for the period from Septemberl, 2003
through August 31, 2004.
5. CURRENT FUNDING. Funding is provided by federal dollars and local in-kind.
County, as Grantee, is required to generate a 20% in-kind match of the total project
budget.
Early Head
Start
2003 Basic Grant Funding Federal Fundin : $1,871488
Local Share: $467,872
Throe h in-kind j
Total $2,339,360
Net County Cost $0
6. FUTURE FUNDING. This is a one-time pilot project-funding request.
7. BUDGET SUMMARY.
Early Head Start Enhanced Hume Visiting PilotPrAect
Personnel(including Fringe): 0.5 FTE Coordinator, 1.5 FTE Early $70,000
Childhood Educators
Materials and Supplies Other Misc.costs $25,000
Travel and Training $5,000
Total $100,000
A one-time request for waiver of the non-Federal share will be submitted with the
application. If the waiver is approved, no County funding will be required. The
County's one-tune request for waivers has never been denied.
1
8. STAFFING REQUIREMENTS. As Grantee, CCC operates the Head Start and Early
Head Start Programs, which is administered by the Community Services Department.
The Enhanced Home Visiting Pilot Project will fund a 0.5 FTE Program Coordinator, and
1.5 FTE Early Childhood Educators
9. PROGRAM NEED.
Of the children living in Contra Costa in 2000, children ages 0-5 account for 80,169 of
the population and children ages 6-13 account for 116,931 of the population. Of those
children ages 0-5, fifteen percent of them live in poverty and twenty percent are headed
by a single parent. Sixty percent of children ages 0-13 are children living with working
parents. In Contra Costa the cost of annual licensed childcare full time for an infant(0-24
months) is $9,727.
In 2001-02, 10,116 families requested childcare. Of those families requesting care, 6,040
requested infant care (under 2 years). Parents gave "Employment" as the top reason for
childcare referral requests followed by"looking for work," and"in school/training.
There is a demonstrated need for families to rely on unlicensed, "kith and kin"childcare
in Contra Costa County. The causes are multifactorial and include the excess of demand
over supply for licensed childcare services,the limited resources of many families living
in Contra Costa County, the challenging job market, and the need of many workers to
travel long distances to work. Because many of these unlicensed providers have had no
formal training in early childhood education there is a great need to provide them with
training,technical assistance, and other resources to ensure the health and safety of the
children in their care
10. RELATIONSHIP TO OTHER PROGRAMS. There are no other known projects to
accomplish these tasks. The Contra Costa County Community Services Department
collaborates with First Five Contra Costa and other community based organizations in the
provision of home visiting services, but there are no other projects specifically designed
to provide in-home caregivers that are not the parents or legal guardians, with support,
training, and technical assistance to ensure the health and safety of the children in their
care.
11. PROJECT GOALS.
1. To provide infants and toddlers with enhanced home visiting services, laying a
strong foundation for early learning.
2. To build relationships, communication and understanding between parents and
caregivers to the benefit of the children.
3. To provide caregivers with training and increase the number of qualified
caregivers in the field.
12. STATED OBJECTIVES.
To meet the goals outlined above, the Community Services Department will expand and
enhance its existing home visiting program by 15 infant and toddler slots to include
2
provision of services to home based caregivers who are other than parents or legal
guardians of the enrolled children.
13. ACTIVITY SUMMARY. The CCC CSD will hire the appropriate staff enroll target
infants/toddlers and their families and provide services consistent with existing,
successful home based program methods to accomplish the stated goals and objectives.
14. EVALUATION METHOD (S). Evaluation will consist of successful enrollment of 15
infants and toddlers currently in unlicensed home-based settings where the primary
caregiver is other than the parent or legal guardian. Training, technical assistance and
other forms of support will be documented. Child outcomes will be monitored
throughout the program year. Providers will be evaluated using currently accepted
Infant/toddler environmental rating instruments.
15. CHANGES COMPARED TO PRIOR YEAR (if any). N/A, this is a one-time pilot
project-funding opportunity.
16. POTENTIAL CONTROVERSIAL ISSUES. None. Public reception of the county's
Early Head Start Program remains positive. Improvement of services in the County will
foster this public image.
3