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HomeMy WebLinkAboutMINUTES - 05102004 - 2004-645 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Resolution on December 7, 2004, by this following vote: AYES: SUP MSMS MIA, to M%, MM2G, DeSAt3J.1 M AND aDM NOES: t= ABSENT: tM ABSTAIN: I Resolution No. 20041 Subject: IMPLEMENTING AN ASSIGNMENT) DIFFERENTIAL FOR THE CLASS } EMPLOYMENT AND HUMAN ) SERVICES DIVISION MANAGER ) WHEREAS, The Employment and Human Department is implementing the CaIWIN systems and a redesign of the Child Welfare Services; AND WHEREAS, The projects require organizational changes which will result in additional workload assignment to two Employment and Human Services Division Managers; AND WHEREAS, The Director of Employment and Human Services wishes to recognize the designation of two Employment and Human Services Division Managers as"Lead Operational Division Manager"who have undertaken the lead direction, oversight and supervision of other division managers; NOW, the Board of Supervisors in its capacity as governing Board of the County of Contra Costa, and all districts which it is the ex-officio governing Board, RESOLVES THAT: Incumbents in the class of Employment and Human Services Division Manager may be awarded a 5% salary differential for special project assignments, which include executive leadership, management, oversight, and supervision of operational division managers. Differentials are based on assignments to projects approved by the Director of Employment and Human Services. When the employee is assigned to a qualifying project or assignment, a differential of 5% may be awarded. The assignment shall be temporary and is not to exceed a period of twenty-four (24) months. No more than two (2) incumbents of the class of Employment and Human Services Division Manager shall receive the differential during the same period of time. 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: (date) JOHN SWEETEN, Clerk of the Board of Supervisors and County Administrator By_ l 11. . ` ,Deputy Contact: Human Resources Department, Personnel Services Division (5-1716) cc: Auditor-Controller County Counsel County Administrator Employment and Human Services Department, Administration RESOLUTION NO, 20041-64s EMPLOYMENT AND HUMAN SERVICES CONTRA COSTA COUNTY DATE October 20, 2004 TO Leslie Knight, Director Human Resources, Administrative Unit FROM John B. Cullen, Director, EHSD SUBJECT EHSD Division Manager- Lead I have two major programmatic/operational challenges that require a short term (12-24 months) redeployment of executive level resources. The consequences of which is that I will need to designate two EHSD Division Managers as "lead staff" that will provide oversight, direction and evaluation to other EHSD division managers. Here are the details: Challenge#1 The department is in our first year countdown to implementation of the CaIWIN automation system, which will support CalWORKs, Food Stamps, Medi-Cal, General Assistance and other smaller programs. The technical side of development has been our primary focus, along with the other 17 counties building this system. Now, in addressing our August 05 `Go Live' date, it is critical that I assign executive leadership to manage the many operational changes that will be necessary to enable a successful CaIWIN implementation. 1n doing so, I plan to `free up' 40% of the time of the program Director for Workforce Services (Wendy Therrian) to manage the implementation side of CaIWIN for EHSD. A Program Director, with appropriate staff assistance and expertise, will best enable a mobilization of resources, change management, balancing of priorities and negotiations that will result in an effective implementation. In making this assignment to our WFS Director, we will need to assign someone else the responsibility for day-to-day operations of the Workforce Services Bureau during this CaIWIN implementation phase (next 12-18 months). I would plan to use a `Lead Operational Division Manager' for these tasks. Responsibilities are attached. We will not be adding.a new management classification, nor position for this duty given the short term nature .and our budget constraints. I will be consolidating management responsibilities within both the Workforce Services and Aging & Adult Bureaus; thus designating an existing EHSD Division Manager for this limited time assignment. in fairness to the person selected, I wish to provide a 5% salary increase/adjustment in addition to the Division Manager pay scale, including pay-for-performance. The expanded responsibilities assumed by the program Director would not be-additionally compensated. Challenge #2 The Department is also in the toddler stages of implementing our Child Welfare Services redesign. This effort, supported by grants from the federal, state and local governments, and several foundations, will result in significant changes to the way child welfare services are provided in this state. Summaries of the work, its vision, goals, and service delivery redesigns have been provided to FHS and the BOS and can be forwarded to provide more detail on the enormity and impact of this work. Like with the previous challenge area, I must make organizational changes that will allow more direct executive leadership. `Freeing up' and assigning more time of our Program Director for Children &. Family Services (Danna Fabella) to this area, will result in the need to formally designate a Division Manager to provide lead direction, oversight and supervision to the other operational division managers in the Bureau (same concept as with Challenge #l.) The proposed responsibilities for this lead manager are also attached. I would expect this assignment to also be temporary, although a little more difficult to predict (est. 18-24 months), due to the longer incubation of child welfare policy decisions at the state level and slower roll-out of redesign components. Like with our other change, I do see this as temporary and do not wish to institutionalize this assignment by creating another new management classification. Rather, we'll continue to consolidate management assignments, reassign some redesign responsibilities from division managers to the Program Director and designate one of the existing CPS managers as the `lead'. I would also expect to compensate this person as stated earlier (5% over and above existing salary level including pay-for-performance). We would not change the compensation for the increased responsibilities of the Program Director. Please provide your thoughts on this proposal, any alternative ideas and let me know what would be the quickest way to make these changes.