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Home My WebLink AboutMINUTES - 05182004 - C18-C24 UU I O 9 Nu POSITION ADJUSTMENT REQUEST NO. , �: A T 10-08-03 _,�. ., Department Nod/ . . ;; i a ,., rt1t4gency ERS Department �aunit Derelo ant budget Unit Nd7,. .`Cr t �3�' veloM No. A 3- Action Reque�- Rec1 i.f Account Clerk - Advanced L��e �'o i.tion #107 "` "` to Ar-countip T - < ropose ec iv a11-7-03 Classification Questionnaire attached: Yes 2; No 0 Cost is within Department's budget: Yes 0 No p Total One-Time Costs (non-salary) associated with request: - Estimated total .cost adjustment (salary/benefits/one time: Total annual cost $ $4884 Net County Cost $ 0 Total this FY $ 32 ,_. N.C.C. thus FY $ 7 '- SOURCE OF FUNDING TO OFFSET` ADJUST CN` -'" Department mint InFflate neoesawy adjustment and submtk to CAO. f Use addMoM sheet for further explanations or commanta. or epar men ea �crc-:a::®sa.a;aass;aaa�v.-:::aas�®a.00�a:�a�a:.��a�a ccaa��ac�a� �caaa�v�c�aaav::aat�voaaad�, aaaa:� a axdx REVIEWED BY CAD AND RELEASED TO HUMAN RESOUR ESQ DE epy c�un min s ra or to ra_.._«..-.,,v�,_�.vase:esaassas�.4_a_day�:sac,::�:cess•:��_szasama��aa�»a�^^.�_�a:-;acaieoaaz:c�s-ar:a�aao.::.:v�a,:°:®� HUMAN RESOURCES DEPARTMENT RECOMMENDATION DATE __513L04 RECLASSIFY One (1.) Account Clerk-Advanced Level (JDTD) position #10785, salary level 3RX-1133 ($3053.53-$3809.49) to Accounting Technician (JD7A) salary level 3RX_1236 ($3381 .38-$4318.Wi _ Amend Pasolution 71/17 establishing pWdona and resolutions allocatlnp olaseeatoffie UW errs �Wwy schedule deavibodabove. Effective: CI Day following Board Action. Mai 1. 2004 (Date) ter rr or of Ruffian Resources ....:ass::::-aces®:»_s:mss;:sa^:sr ......,..s___casa-.-�o:s,aax»cwsccasa�t. ssssssasta:=sossoassasassasc®:-:wasc sagaac-� OUNTY ADMINISTRATOR RECOMMENDATION DATE: prove Recommendation of Director of Human Resources iDisapprove Recommendation of Director of Human Resources �.�"� �� 0 Other: �,, �,_, or o4an m n i s a otw _®__m,..sssasaasaaacos-_....:xsaacaas_�ssecce::ac®asscosaaaasvcramaffivcasacsss_�tsssaaaasasarxaasssosxasas.s-� BOARD OF SUPERVISORS. A,CTION: John Sweeten, Clerk of the Board of Supervisors Adjustment APPROVED ' DISAPPROVED 0 � and County Administrator DATE: f' j < APPROVAL OF THIS ADJUSTMENT CONSTITUTES A PERSONNEL/SALARY RESOLUTION AMENDMENT seas»°:ease--seas°ase::vxsaasse:ssa:scsyseaxsssaaassssaar�aa aarss_aa�r; stssc::as.Wsstcaa�sWtarssssas:searaaa::cas POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTION Adjust class(es)/position(s) as follows: If Request is to .Add Project Positions/Classes, please complete other side.. QA347)Fir7141M - OFFICE OFpate: 3-POSITION ADJUSTMENT REQUEST �!F No.:R/ No4 COUNTY ADMI 19 TRxTort Department'vo.t CC3PERS Department: PUBLIC WORKS Budget Unit No. 0650 Org. No. 4528 Agency No. A-65 Action? Requested: FTeclassifv position #65-1498 and its' incumbent employee #65304, Mark Wharton from Network Administrator I to Network Administrator If. Justification and Position description Questionnaire attached. Proposed Effective Gate: 4-01-04 Classification questionnaire attached: / Y ? No Cost is within department's budget: es �� No Total One-Time Costs (nor:-salary)associated with : i quest: LL�o Estimated Total cast of adjustment(salary/benefits/one-time): <5 Total Annual Cost $6,808.44 Net County Cost $_0 �1a Total This FY $ 1,702.11 N.C.G. This FY `� $-0..' Source of Funding to Offset Adjustment: No General Fund monies or appropriation adjustment is needed Department must initiate necessary appropriation adjustment and submit tol GAC? ase additional shee rfuri !exp€anations or comments. r � { or partment Head: F Reviewed by CAO and Released to Duman Reno rtes I?epartment ,� -�----- Date: -i -n Doputy Coun# Adminis#gator Human Resources Department Recommendation y _ - Date: 5/5/04 _._._. SEE ATTACHED Amend Resolution 71/77 establishing positions and resolutions allocating classes to the slc Exempt Salary Schedule. 0 day following Board action. EI fective: x e 0. pry Date Director of Personnel County Administrator Recommendationy _•Date Approve Recommendation of Director of Human Resources L Disapprove Recommendation of Director of Human Resources o Other (for) Count' Admin€strator Board of Supervisors Action: John Sweeten, Clerk of the Board of Adjustment APPROVED DISAPPROVED G Supervisors and County Administrator Date: ' � f ? BY: .t APPROVAL OF THIS ADJUSTMENT CONSTITUTES A PERSONNEL/SALARY RESOLUTION AMENbMENT POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTION Adust class es)/posiftn(s) as follows: P300(-347)6/00'Rev.) H:\P300\P300 Form John Sweeten.doc APP 0 00 2004 POSITION ADJUSTMENT REQUE / NO. 7 7 OFFICE OP � DATE � rC) NTY AD fNI ,,'�4j, Department No./ 0620 OV CODERS Department Library Budget Unit No. various Org,N9 ari vous,' Agency No, 85 Action Requested Add I Full Time IS Program Analyst I(LPWA),add I Tull Time Clerk Experineced Level(JWXB),add 1 Full Time Custodian 11(GK:WB). Proposed Effective Date: 7/1/04 Classification Questionnaire attached: Yes D No Z/Cost is within .Department's budget: 'Yes Z No ["j Total One-Titre Costs (non-salary) associated with request: $0 Estimated total cost adjustment (salary/benefits/one time: Total annual cost $177,000 Net County Cost $o _ Total this FY $0 N.C.C. this FY $0 SOURCE OF FUNDING TO OFFSET ADJUSTMENT All costs in the FY 04-05 Budget Savings of $65,000 per year by paying for our own custodian and not being billed by General Services. Eliminate one Graphic Resigner,savings$46,000,increases in property tax. Department must initiate necessary adjustment and submit to CAO. Use additional sheet for further explanations or comments �._ .. (for) Department Head --------------------------------_______--------_-_-----____-_-----____._---------__-----------.-------- - ------------ REVIEWED BY CAO AND RELEASED TO HUMAN SERVIq EPA TME2vT s ty County Administrator Bate =-----------------------:=-::w.-:__==c:cc:---:==-------::::_e-:------:-____--:::a::.-- ===_z::--- =`:-- __,:=c:c_:__— ------------- -- ------c: HUMAN RESOURCES DEPARTMENT RECOMMENDATION BATE Add one (1) Information System Program Analyst (LPWA $4,385,53 - $5,330.63), one (1) Custodian 11 (GKWB $2,842.54 a $2,912.29), and one (1) Clerk-Experienced Level (JWXB $2,502.90 Q $3,105.45). Amend Resolution 71/�7 astab:is^ing positions and resolutions allocating classes to the BWc exempt salary schedule Effective: Day following Board Action, \' (Date) (for)Director of Human Resources __-__--__------------------�_-- ------------------____ -_____-____---_--_----_-_-__m_------------------._.__ ___-____--_-__----,_-__--------_---------------------_---_ COUNTY ADMINISTRATOR RECOMMENDATION RATE: -{`Approve Recommendation of Director ofHumat,Resources .Disapprove Recommendation of Director of Human Resources Other: (for)County Adrmnistrator - - ------------------------------- ------------------------- BOARD OF SUPERVISORS ACTION John Sweeten,Clerk of the Board of Supervisors Adjustment APPROVER DISAPPROVED � and Count Administrator i J / DATE: Y: r APPROVAL OF THIS ADJUSTMENT CONSTITUTES A PERSONNEUSALARY RESOLUTION AMENDMENT -----..o_ - -------------- POSIITON ADJZ.;STiv1ENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTION Adjust classes)/position(s) as follows: M, Y 1 0 ZUU POSITION ADJUSTMENT 1REQUES ',v NO is� OFFICE DATE 517104 N ADMINISTRATOR INI ATOR Department No. Department Office of the Sheriff Budget Unit No. 0255 Org o.. 2512 Agency No. 25 t, . Action Requested Reallocate class_ of Sheriffs Telecommunications`technical Marta er PEDP from sale schedule[earei KM5-1632 $6116.53-$7434.68 to salary schedule $6728.18-$8178.15 6;'r I' t i, , t k Proposed Effective Date 611104 Classification Questionnaire attached: Yes E] No Z Cost is within Departments budget: Yes t':I No Total One-Time Costs(non-salary)associated with request: $ 0 Estimated total cost adjustment(salarylbensfitslone time): Total annual cost $ 12,044.00 Net County Cost 0 Total this FY $ 1,003.00 N.C.C.this FY $ 0 SOURCE OF FUNDING TO OFFSET ADJUSTMENT Cost is within Sheriffs Office Budget Department must initiate necessary adjustment and submit to CAC?. Use additional sheet for further explanations or comments. "for De a int Head REVIEWED BY CAO AND RELEASED TO HUMAN RESOURCES DEPARTMENT D!guty C n dministrator Date HUMAN RESOURCESDEPARTMENT ROMMEPIDATIONS DATE Technoloy REALLOCATE the salary of Sheriff Is TeleconmunioationsAManager (PEED) on the salary schedule from KN15 1832 ($6116.53 - $7,434.68) to ISMS 1929 ($6733.11 - $8184.14) Amend Resolution 71/17 establishing positions and resolutions allocating classes to the Baslc/txampt salary schedule. Effective: Day following Action. EJ 6/1/ - -(Date) (for)Director of Human Resources COUNTY ADMINISTRATOR RECO i MENDATION Date TDIsapprove pprove Recommendation of Director of Human Resources Recommendaton of Director of Human Resources ther: _3 for Coun Adrrti ator BOARD OF SUPEf€VISORS ACTION: Johnin,dirk of the Hoard of Supervisors Adjustrment APPROVED r DISAPPROVED and County Administrator DATE t' c j tx a -.r15f BYt APPROVAL OF THIS ADDU TMENT CONSTITUTES A PERSONNELISALARY RESOLUTION AMENDMENT P€3SITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTION Adjust classes)/position(s)as follows: P300(M347)rev3f1b/01 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order o y 1 s 1m4by the following vote: AYES: sumzso'ps GIOIA, uuxm, mm-.mm, Dz,,AL�� Am mom NOES: :u ABSENT, ABSTAIN: SUBJECT: Compensation and Benefits ) Authorized for County Elected and ) Appointed department Heads, ) Management, Exempt, and ) Resolution No. 2004/196 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 upon adoption 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 Leads, Management Employees, Exempt Employees and Unrepresented Employees. Except for provisions that become effective on January 1, 2003, and except for Resolution Nos. 991555, 2002/606, and 2002/615, this Resolution supercedes all previous resolutions providing compensation and benefits forthe employees listed herein, including but not limited to Resolution No. 2003/698. 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 pleads; 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 onlyfor permanent and project employees who work full-time or part-time,twenty (20) or more hours each week. I. BENEFITS FOR MANAGEMENT EXEMPT AND UNREPRESENTED EMPLOYEES are provided for those classes listed in Exhibit A. II. BENEFITS FOR MANAGEMENT AND EXEMPT EMPLOYEES are provided for those classes listed in Exhibit A, excepting the classes listed in Exhibit B. III. BENEFITS FOR ELECTED AND APPOINTED DEPARTMENT HEADS are provided for these classes listed in Exhibit C. IV. SPECIAL BENEFITS FOR MANAGEMENT EMPLOYEES BY DEPARTMENT OR CLASS are provided as indicated in each section. Orlg Dept.: Human Resources Department-Leslie Knight()6-17665) cc° County Administrator's Office County Counsel-Vickie L.Claves Auditor—Controller-Elizabeth Verigin RESOLUTION NO. 20041196 TABLE OF CONTENTS Resolution No. 20041196 1. Benefits for Management Exempt and Unrepresented Employees 1. Leaves With and Without Pay 1.10 Holidays (list of holidays observed by the County) 1.11 Definitions 1.12 Holidays 1,18 Holidays - flexible and Alternate Work Schedules 1.14 Holidays - Part-Time Employees 1.15 No Overtime Pay, Holiday Pay, or Comp Time 1.16 Personal Holiday Credit 1.20 placation 1.30 Sick Leave 1.40 Part-Time Employees 1,50 Family Care Leave 1.60 Leave Without Pay-Use of Accruals 2. Health and Dental Benefits 2.10 Health Plan Coverages 2.11 County Health and Dental Plan Contribution Rates 2.12 Life Insurance Benefit Under Health and Mental Plans 2.13 Supplemental Life Insurance 2.14 Health Plan Coverage and Provisions 2.15 Retirement Coverage 2.16 Dual Coverage 2.17 f=amily Member Eligibility Criteria 2.18 Catastrophic Leave Bank 2.10 Health Care Spending Account 2.20 PERS Long-Time Care 2.21 Dependent tare Assistant Program 3. Personal Protective Equipment 8.10 Safety Shoes 3.11 Safety Eyeglasses 4, Mileage Reimbursement 5. Retirement Contribution i RESOLUTION NO. 2004/196 6, 4141. 2 Participation 7. Training 7.10 Career Development Training Reimbursement 7.11 Management Development Policy 8. Bilingual Pay Differential 9. Nigher Pay for Werk in a higher Classification 10. Workers' Compensation and Continuing Pay 10.1 Waiting Period 10.2 Continuing Pay 10.3 Physician Visits 10.4 Labor Code §4850 Exclusion 11. Other Terms and Conditions of Employment 11.10 Overtime Exempt Exclusion 11.11 Overtime 11.12 Length of Service Credits 11.13 Mirror Classifications 11.14 Deep Classes 11.15 Administrative Provisions 11. Benefits for Management and Exempt Employees 12. Management Longevity Pay 13. Deferred Compensation Incentive 14. Annual Management Administrative Leave 15. Management Life Insurance 16, Vacation Buy Back 17. Professional Development Reimbursement 18. Sick Leave Incentive Plan 19. Video Display terminal (VDT) Users Eye Examination 20. Long-Term Disability Insurance ii RESOLUTION NO. 2004/196 Ill. Benefits for Elected and Appointed Department Heads 21. Executive Automobile Allowance 22. Executive Life Insurance 23. Executive Professional Development Reimbursement 24. Appointed Department Heads 25. Elected Department Heads 26. Elected Department Head Benefits IV. Special Benefits for Management,Emglo ey es by Department or Mass 27. Accounting Certificate Differential 26. Agriculture Department Differential 29. Anglogram Differential 30. Animal Services Search Warrant 31. Animal Services Uniform Allowance 32. Attorney Fixed-Term Classes 33. Attorney State Bar Dues 34. Attorney Management Administrative Leave 35. Attorney Professional Development Reimbursement 36. Assessor Education Differential 37. Assessor Mileage Reimbursement 36. Budget Coordinator Pay 39. District Attorney Investigator P.O.S.T. 49. Longevity Differential for District Attorney Law Enforcement Management 41. Engineer Continuing Education Allowance 42. Engineer Professional Development Reimbursement 41 Engineer Structural Registration Differential 44. Library Department Holidays 45, Nursing Shift Coordinator Holiday Pay tit RESOLUTION NO. 2004/196 46, Planner III/ Environmental Planner Assignment Differential 47. Podiatrists/Optometrists Unrepresented Status 48. Real Property Agent Advanced Certificate Differential 49. Sheriffs Sworn Management P.O.S.T. 50. Sheriffs Continuing Education Allowance 51. Sheriff's Emergency Services Standby Differential 52. Longevity Differential for Sheriffs Law Enforcement Management 53. Sheriffs Uniform Allowance 54. Professional Development Differential for Treasurer-Tax Collector Management. Classes 55, Public Works Maintenance Managers Scheduled Day Off 56. Public Works Emergency Work Differential 57. Public Works Seasonal Construction Differential 58. Public Works Maintenance Managers Education Allowance 59. Certified Elections;Registration Administrator Certification Differential 60. Staff Nurse Per Diem Overtime Pay iv RESOLUTION NO. 2004/196 1. BENEFITS FOR MANAGEMENT M , EXEMPT AND UNREPRESENTED EMPLOYEES 1. Leaves With and Without Pa 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 Veterans' Day Presidents' Day 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: 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 4/10 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 lost. RESOLUTION NO. 2004/196 1.14 Holidays - Part-Time Employees: 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 Pay, Holiday Pay,_gL�Q�om 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. On 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. 1.26 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 12 288 14 years 12-2/3 304 15 through 19 years 13-1/3 320 20 through 24 years 16-21/3 400 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, 1997, 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. 94/416, as amended, relating to Leaves of Absence and Family Care Medical Leave apply to all employees covered by this Resolution. 2 RESOLUTION NO. 2004/196 1.60 Leave Without Pay-Use of Accruals: The provisions 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 Dental 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 Rates: 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 PPO, 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 Care Dental when combined with Kaiser Foundation Health Plan, Health Net HMO, or Health Net PPO, seventy-eight percent (78%). 1. 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 bythis resolution,employees may subscribe voluntarily and attheirown expense for supplemental life insurance. Employees may subscribe for an amount not 3 RESOLUTION NO. 2004/196 to exceed five hundred thousand dollars ($500,000)guaranteed issue provided the election is made within the required enrollment periods, 2.14 Health Plan Coverages and Provisions: The following provisions are applicable regarding County Health Plan participation: a. Health. Dental and Life Participation by Other Emp.Lo yees: 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. EmpLoyee Contribution Deficiencies:The County's contribution to the Health Plan 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 retirementthe 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 make the medical and dental plan contributions expressed in Section 2.11 for such retired employees and their eligible family members. b. EmDloyees Who File For Deferred Retirement: 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: RESOLUTION NO. 2004/196 i. be qualified for a deferred retirement under the 1937 Retirement Act provisions; ii. be an active member of a County group health and/or dental plan 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)days 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 11',� 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 5 RESOLUTION NO. 2004/196 coverage combination of his/her choice within thirty (30) days of the date 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 following 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 Ignited 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 (25') birthday and annually thereafter, if required by the Plan Administrator, 218 Catastrophic Leave Sank: 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 orfamily member. The program establishes and maintains a Countywide bank wherein any employee who wishes to contribute may 6 RESOLUTION NO. 200141195 authorize that a portion of his/her accrued vacation, compensatory time, holiday compensatory time or personal holiday credit be deducted from those 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 major physical impairment or disability that manifests itself during employment. b. The plan is administered under the direction of the Director of Human Resources. The Haman 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 necessaryto 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 plan, 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(126) 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. i 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 7 RESOLUTION NO. 2094/196 amounts of benefits awarded and as to persons awarded benefits. Benefits maybe 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 does 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 KERS Long-Term 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 personalexpense 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 aside 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 EquipMent: 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 Safely Shoes. The County will reimburse eligible employees far the purchase and repair of safety shoes in an amount not to exceed two hundred twenty-five 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. 8 RESOLUTION NO. 2004/196 3.11 SafetyEyeglasses, 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. Mileage 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, S. Retirement Contribution`Pursuantto CovernrnentCode section 31561.1,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'RetirementAssociation withoutthe 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. . 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. Training 7.10 Career Development Training Reimbursement: 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) hours 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 training/education resources approved by the department are also allowable. c. To encourage personal and professional growth, the County provides reimbursement for certain expenses incurred by employees for job-related 9 RESOLUTION NO. 2004/196 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 Pay 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 pgy for Work 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 41st consecutive hour in the assignment. 10. Workers' Compensation and Continuing paY: For all accepted workers' compensation claims fled 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. ray based on accepted workers' compensation claims filed before January 1, 2000, will be paid as provided in resolution No. 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. In 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 disability exceeds fourteen (14) days. 10 RESOLUTION NO. 2004/196 10.2 Continuing Pay:A permanent employee will receive eighty-six percent(66%) 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 §41350 Exclusion: The foregoing provisions for workers' compensation and continuing pay ars:inapplicable in the case of employees entitled to benefits under Labor Code Section 4350. 11. Other Terms and Conditions of Employment 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, unrepresented, management,and exempt employees may be made eligible for overtime pay if their names are placed on the OvertimeExempt Exclusion 11 RESOLUTION NO. 2004/196 Lfst'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 compensatorytime,.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. Dist will be compensated at one and one-half (1.5) times thein 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,Service 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. Under these 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. 11.13 Mirror Classifications:As determined in the sole discretion of the Director of Human Resources, employees in unrepresented job classifications that mirrorManagement, represented or unrepresented job classifications may . receive the salary and fringe benefits that are received by employees In the mirror classification. 11.14 Deep 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,builetins or directives as necessaryto further define or implement the provisions of this resolution. 12 RESOLUTION NO. 2004/196 III. BENEFITS FOR MANAGEMENT ANEW EXEMPT EMPLOYEEe Employees will receive the benefits provided under Bart I and following additional benefits: 12. Manaaement Longevity Pay. A. Employees who have completed ten (10 years of appointed service for the County will receive a two and orae-half percent(2.5%) longevity differential. B. Employees in positions ineligible to receive vacation or sick leave accruals or to . convert a portion of those 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 incentive: 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 Selary of Amount Incentive prdaram Ellaiblilty $2,500 and below $250 $50 $2,501 —3,334 $500 $50 $3,335—4,167 $750 $50 $4,168® 5,000 $1,000 $50 $5,001 -5,634 $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 sbcty 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 Management Administrative Leave: A. On January V*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. 13 RESOLUTION NO. 2004/196 S. 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 day 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 33). 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, placation Bum: 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. S. 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 Development Reimbursement: Employees(excluding Department Heads,theirChie€Assistant(s),Engineering Managers,and all Attomeyclasses)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 job-related computer hardware and software from a standardized County-approved list orwith Department Head approval, provided each employee complies with the provisions of the 14 RESOLUTION NO. 2004/196 Computer Use and Security Policy adopted by the Board of Supervisors and the applicable 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 between January 1, 2003 and December 31, 2004, inclusive, Individual professional development reimbursement requests must be approved by the Department Head. Reimbursement is through the regular demand process with demands being accompanied by proof of payment (copy of invoice or canceled check). `t 3. 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 Payable 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 has 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-(VDT) Users Eye Examination: Employees are eligible to receive an annual eye examination on County time and at County expense 15 RESOLUTION NO. 2004/195 provided that the employee regularly uses a video display terminal at lust an average of two (2) hours per day as certified by their department. Employees certified for examination under this program must make their request 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 cast, 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 Plan. 20, Long-Term Disability Insurance: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. Ili. BENEFITS FOR ELECTED AND APPOINTED DEPARTMENT HEADS Department Heads will receive the benefits provided under Part I and Part 11 and the following additional benefits: 21. Executive Automobile Allowance: 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 Chief Assistant County Administrator 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 16 RESOLUTION NO. 2004/196 Director of General Services Director of Health Services Director of Human Resources Director of Information Technology LAFCO Director Public Defender 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 fifty thousand dollars($50,000)additional to the insurance provided under Section 2.12. 2 . 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, 1999 for memberships in professional organizations, subscriptions to professional organizations, subscriptions to professional publications attendance fees at job- related professional development activities and purchase of job-related computer hardware and softwarefrom a standardized County-approved list orwith Department Head approval, provided each employee complies with the provisions of the Computer Use and Security Policy adopted by the Board of Supervisors and the applicable 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. 24. Appointed Department Heads: The Appointed Department Heads are the Agricultural Commissioner/Director of Weights and Measures, Chief Assistant County Administrator, Community Services Director, County Counsel, County Librarian, County Probation Officer, County Veteran's Services 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 I nformation Technology, LAFCO Director, Public Defender, Public Works Director and Retirement Administrator. 17 RESOLUTION NO. 2004/196 25. Elected Department beads: The Elected Department Heads are the Assessor, Auditor—Controller, Clerk—Recorder, district Attorney—Public Administrator, Sheriff Coroner, and Treasurer-Tax Collector. 2 . Elected Department Head Benefits; Elected Department Heads will receive only the following benefits under Parts 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. B. The benefits provided under Part 1€, Sections 12, 13, and 20. C. As compensation for not accruing paid vacation credit, in addition to the benefits of Part 1€, 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 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 CP CLASS_ 27. Accounting Certificate Differential: Incumbents of Management professional accounting, auditing or fiscal officer positions who possess one of the following certifications in good standing will receive a differential of five percent(5%)of base monthly salary: (1)A valid Certified Public Accountant (CPA) license issued by the State of California, Department of Consumer Affairs, Beard of Accountancy; (2) a Certified Internal Auditor (CIA) certification issued by the Institute of Internal Auditors; (3)a Certified Management Accountant(CMA)certification issued by the Institute of Management Accountants, or (4) a Certified government Financial Manager (CGFM) certification issued by the Association of government Accountants. 28. Agriculture Department Differential: The classes of Supervising Weights and Measures Inspector (BWHA) and deputy Agricultural Commissioner (BAHA) will 18 RESOLUTION NO. 2004/196 receive a differential of gree 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. 29. 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. 30. 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 compensationper 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. 31. Animal Services 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 ($800) 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. 32. Attorney f=ixed—Term Classes: 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—Fixed Term Flat Rate (2KWF) B. Excepted Benefits 1. Management two and one-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). 5. Annual Vacation Buy-Back (Section 15). 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. 19 RESOLUTION NO. 2004/196 C. Employees in the Fixed-Term Attorney Masses will be credited with forty (40) hours paid administrative leave each January 1, subject to the previsions of Section 14. 33. Attorney State Saar DThe County will reimburse employees in the classes listed in Section 34 for California State Sar Membership dues(but not penalty fees) and, if annually approved in advance by the Department Head, fees for criminal and/or civil specialization. 34. Attorney Management Administrative Leave: A. On January 1St of each year,full time unrepresented, management, and exempt attorneys in the Offices of the District Attorney, County Counsel, Public Defender, and Child Support Services, 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 fonvard. S. Attorneys appointed between January 1St and March 3181, inclusive, are eligible for eighty (80) hours of Management Administrative Leave on the first succeeding January 1 St and annually thereafter. Attorneys appointed between April 1 St and June 30"", inclusive, are eligible for sixty(60) hours of Management.Administrative Leave on the first succeeding January 1111 and eighty (80) hours annually thereafter. Attorneys appointed between July 1St and September 301t', inclusive, are eligible for forty(40)hours of ManagementAdministrative Leave on the first succeeding January 1St and eighty(80) hours annually thereafter. Attorneys appointedbetween October 1St and December 31St, inclusive, .are eligible for twenty (20) hours of Management Administrative Leave on the first succeeding January 131 and eighty (80) hours annually thereafter. C. Permanent part time attorneys are eligible for Management Administrative Leave on a prorated basis, based upon their position hours, beginning on January 1St following their appointment and in the same proportion on each January 1St thereafter. Permanent-intermittent attorneys are not entitled to Management Administrative Leave. Any attorney on a leave of absence will have his/her Management Administrative Leave hours pro rated upon his/her return. 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. 35. Affornev Professional Development Reimbursement: The Countywill 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: 20 RESOLUTION NO. 2004/196 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 maximurn of eight hundred dollars ($800). The eligible classes are as fellows: Assistant County Counsel Chief Trial Deputy Public Defender Assistant County Counsel-Exempt Deputy District Attorney-basic Level* Assistant Public Defender Deputy District Attomey-Advanced Assistant Public Defender-Exempt Deputy District Attorney-Fixed Term's Chief Deputy District Attorney-Exempt Deputy District Attorney-Fixed Term- Deputy County Counsel-Fixed Term* -Flat Rate's 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 I Services Senior Financial Counsel - Exempt Attorney- Entry ChildSupport District Attorney-Public Admin Services Chief Asst. Public Defender-Exempt *Prorated on a monthly basis 36. Assessor Education Differential: Employees in the Management classes of Principal Appraiser (DADC), Supervising Appraiser (DHHC), 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 salaryfor 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, 21 RESOLUTION NO. 2004/196 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. 37. Assessor Mileage 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, 38. 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. 39. District Attorney Investigator P.O.S.T.: Incumbents of the classes of District Attorney Lieutenant of Inspectors (6KNB), District Attorney Lieutenant of Inspectors—Welfare Fraud(6KWC)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. certificate and an approved Baccalaureate Degree. This allowance will be paid to the DA Chief of Inspectors 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 approv d Management and/or Executive P.O.S.T. certificate and possession of an approved Master's Degree. No confining education is required in order to be entitled to any of the foregoing allowances. 40. Longevity Differential for District Attorney Larry Enforcement Management: Sworn management personnel of the Contra Costa County District Attorney's Office in the classes listed below are eligible for a differential of five percent(5%) of base monthly salary on the following conditions: To be eligible for this differential, sworn 22 RESOLUTION NO. 2004/196 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 ) age thirty-five (35). Eligible management classes are. District Attorney Chief of Inspectors-Exempt(6KD1) District Attorney Lieutenant of Inspectors (6KNB) Lieutenant of Inspectors-Welfare Fraud (6KWG) 41. Engineer Continuing„_ I ducattion Allowance: Public Works employees in the classifications of Associate Civil Engineer (NKVC), Assistant County Surveyor (NSGA), Engineering Technician Supervisor-Construction (NSIHE), Engineering Technician Supervisor-Land Surveyor (NSHD), Engineering Technician Supervisor-Materials Testing (NSHC), Deputy Public Works Director-Engineering (NAD 1),Deputy Public Works Director-Transportation Engineering-Exempt(NADg), Deputy Public Works Director-Transportation Engineering-Exempt(NAD9), Deputy Public Works Director Operations and Maintenance (NAD6), Senior Civil Engineer (NKHA),SeniorTraffic Engineer(NKHB),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 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. 42. 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. 23 RESOLUTION NO. 2004/196 B. Registration fees for attendance at professional meetings, conferences and seminars. C. Books,journals and periodicals. D. Tuition and textbook reimbursement for accredited college or university classes. E. Professional license fees required by the employee's classification. F. Application and examination fees for registration as a professional engineer, architect or engineer-in-training. G. Certain job-related instruments, job-related computer hardware and software from a standardized County approved list or with Department Head approval, provided each Engineer complies with the provisions of the Computer Use and Security Policy adapted by the Board of Supervisors and the applicable 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 2004-2005 period, the expense must have been incurred during the period beginning January 1, 2004, through december 31, 2005. Individual professional development reimbursement requests require the approval of the department Head. Reimbursement occurs through the regular demand process with demands being accompanied by proof of payment(copy of invoice or canceled check). 43. Engineer Structural Registration Differential. 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. 44. Libra. Qepartment Holidays: 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. 45. Nursing Shift Coordinator. Staff Nurse-Per Diem and Staff Advice Nurse-Per Diem Holiday Pay: Permanent part-time and permanent-intermittent employees in the classifications of Nursing Shift Coordinator, Staff Nurse - Per Diem and Staff Advice Nurse- Per Diem, 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 classifications of Nursing Shift Coordinator, Staff Nurse - Per Diem and Staff Advice Nurse - Per Diem, who work 24 RESOLUTION NO. 20041195 a holiday will be compensated at one and cine-half(1.5) times the hourly rete for all hours worked, up to a maximum of eight (8) hours. 46. Planner III / Environmental Planner Assignment Differential: Incumbents in the classes of Planner 111 (5ATA) and Environmental Planner(5ATC) 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 paid, 47. Podiatrists / 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: Educational 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-time employees are entitled to educational leave under this section on a pro-rated basis. Lang-Term Disability Insurance: The County will continue in force the Long-Term Disability Insurance program with a replacement limit of eighty-five percent(85%)of total monthly base earnings reduced by any deductible benefits. Malpractice Coverage. The County will provide coverage under the Continuing Practice Physician's Insurance Plan. Paid Personal Leave. Permanent full-time employees with three(' )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 (0) at the end of each year. 46. Deal Property Agent Advanced Certificate Differential: Employees in the management classes of Assessor (DAA1), Assistant County Assessor (DAB!), 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 by the 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 25 RESOLUTION NO. 2004/106 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. 49. Sheriffs Sworn Management P.O.S.T.: incumbents of the classes of Sheriff- Coroner(6XA1),Undersheriff Exempt(6XB4)and Commander—Exempt(6XD 1)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. 54. Sheriff's Continuing Education Allowance: Sheriffs Department employees in the classes of Sheriff's Fiscal Officer(64SJ),Sheriff's Chief of Management Services (APDL),Sheriff's Communication Director-Dispatch Services(64GA),Administrative Services Assistant lil(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 Sheriffs Department prior to the fiscal year in which the education or training will occur. 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 Sheriffs Department Standards and Resources Bureau in advance. D. The employee must show evidence of completion with a passing grade. 51. Sheriff's Emergency Services Standby Differential: Employes in the classes of Emergency Planning Specialist—Exempt (9GS1), Emergency P€anning Coordinator (9GSA), Senior Emergency Planning Coordinator(9GWB) and County Emergency Services Manager (9GGA) 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°!x) of base monthly salary. 52. Longevity Differential for Sheriff's Law Enforcement Management: Sworn management personnel of the Contra Costa County Sheriff's Office in the classes listed below are eligible for a differential of five percent(5%) of base monthly salary 26 RESOLVINON NO. 2004/196 upon completion of fifteen (15) years of County service as a full-time, permanent sworn law enforcement officer. Eligible management classes are: Sheriff-Coroner(6XA1) Undersheriff(6X40 Commander(6XD1) 53. 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 ($606) per year effective July 1, 2001, payable one-twelfth (1112) of the yearly total in monthly pay warrants. The management employees eligible for this uniform allowance are: Sheriff's Fiscal Officer (645,3), Sheriff's Chief of Management Services (APDC), Sheriffs Communication Director-Dispatch Services(64GA,Sheriffs Administrative Assistant III (ARTA), Sheriff's Director of Support Services (6AFE), Sheriffs Director of Food Services(GAFF),Records Bureau Manager(64HE)and Manager-Central ID Services (64DB). 54. professional Development Differential for Treasurer-Tax Collector Management Classes: Incumbents of the following 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. Eligible classes are: Treasurer-Tax Collector (S5A1) Assistant County Treasurer-Exempt (55134) 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.) 55. Public Works Maintenance Managers Scheduled Day Off: 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 dayoff pursuant to their Memorandum of Understanding,the Public Works Maintenance Supervisors (PSHB), Public Works Maintenance Superintendents (PSGA), Public Works Maintenance Coordinators(PSSD),Vegetation Management 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. 27 RESOLUTION NO. 2004/196 56. Public Works Emergency Work Differential: Employees in the. classifications of Public Warks Maintenance Supervisor (PSHB), Public Works Maintenance Superintendent(PSCA), and Vegetation Management Supervisor(GPHC)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. 57. Public Works Seasonal Construction Differential:Employees in the classifications of Public Warks Maintenance Supervisor (PSHB), Public Warks Maintenance Superintendent(PSGA), and Vegetation Management Supervisor(GPHG)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. 58. Public Warks Maintenance Managers Education Allowance: Employees in the classifications of Public Works Field Operations Manager (PS 'B), Public Works Maintenance Superintendent (PSCA), Public Works Maintenance Supervisor (PSHB), Vegetation Management Supervisor (CPHS), and Public Works Maintenance Coordinator (PSSD) are eligible to receive a one year Continuing Education Allowance of two and one half percent (2.5/0) 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 prior to beginning the course work. 2. The education ortraining must be reviewed and approved in advance by the 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. 59. Certified Elections/Registration Administrator Certification Differential: 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 verifies eligibility, 28 RESOLUTION NO, 2004/196 60. Staff Nurse - Per Diem and Staff' Advice Nurse - Per Diem Overtime Pavy Employees in the classifications of Staff Nurse-Per Diem, Staff Advice 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. 6 hereby certify that this 1s a true and correct copy of an action taken and rt entered on thrnutes of the Board of Supervisors on the date shown. ATTESTED: JOHN S= ETEN/Cierk of thhe��zf of Supervisors and County Aire inistrator c ` r` j "s By � Deputy 29 RESOLUTION NO. 2004(196 EXHIBIT A Job o a escr p ton SAWA .ACCOUNTANT I SAVA ACCOUNTANT II SATA }ACCOUNTANT III SAV3 ;ACCOUNTANT III-PROD SAV2 {ACCOUNTANT II-PROJECT 3AGB ACQUISITIONS LIBRARIAN 3FA1 ACTING INTERIM CHIEF OF FECFS 2BD1 ADMIN OF FAMILY/INVEST SVCS AP7A ADMINISTRATIVE AIDE-DEEP CLASS AP73 ADMINISTRATIVE AIDE-PROJECT APWA ,ADMINISTRATIVE ANALYST APW2 ,ADMINISTRATIVE ANALYST-PROJECT APDG :ADMINISTRATIVE COORDINAT R ,AP9AADMINISTRATIVE INTERN-DEEP CLA APDB ADMINISTRATIVE SERVICES OFCR ADSL ADMINISTRATIVE SUPPORT ASST APVA ADMINISTRATIVE SVCS ASST II APTA ADMINSTRATIVE SVCS ASST III AJDB AFFIRMATIVE ACTION OFFICER V9HH AFTER SCHOOL PROGRAM SUPV BAA1 IAG COMM-IDIRfWEIGHT&MEAS XQVB AGINC3&ADULT SVCS SR STAFF AS XQwc AGING &ADULT SVCS STAFF ASST X002 AGING/ADULT SERVICES DIRECTOR- V7DB AIDS PROGRAM DIRECTOR 9BSB AIRPORT ENVIRON &COM REL OFF VHD1 ALCOHOL/OTHER DRUG SVCS DIR-EX VADB AMBULATORY CARE ADMIN VWHJ JAMBULATORY CARE CLIN SUPV VAHC AMBULATORY CARE. REG MGR BJHC ANIM L CENTER OPERATIONS SUPV BKS1 ANIMAL CLINIC VETERINARIAN BJHB ANIMAL SERVICES LIEUTENANT BOSS ANIMAL SERVICES VOLUNTEER COOR BJSR ANIMAL SVCS PUBLIC EDUC COORD AD91 APPEALS OFFICER XQ GD AREA AGENCY ON AGING PRGM MGR DAA, ASSESSOR JJNG ASSESSOR'S CLER STAFF MGR APSF ASSESSOR'S CUSTOMER SERV COOR GFHF ASSISTANT BUILDING MAINT MGR 64BA .ASSISTANT CHIEF PUBLIC SVC OFC VIHA IASSISTANT CHIEF, CARD SUPP SRV VHGF 1ASSISTANT CLINICAL LAB MANAGER LAME ;ASSISTANT CLK RCDR DP MANAGER AGA2 'ASSISTANT CO ADM-DIR HUMAN RES SAB1 ASSISTANT CO AUDITOR CONTROLLE ADB4 ASSISTANT COUNTY ADMINISTRATOR DABA ASSISTANT COUNTY ASSESSOR DAB1 ASSISTANT COUNTY ASSESSOR-EXEM 2ED1 ASSISTANT COUNTY COUNSEL-EX 5/1112904 Page 1 EXHIBIT A 3ABA ASSISTANT COUNTY LIBRARIAN 3AB1 ASSISTANT COUNTY LIBRARIAN-EXE ALBS ASSISTANT COUNTY RECORDER-EXMP ALI31 ASSISTANT COUNTY REGISTRAR-EX NSGA 1ASSISTANT COUNTY SURVEYOR 55DF ;ASSISTANT COUNTY TAX COLLECTOR 5584 ;ASSISTANT COUNTY TREASURER-EXE GKGCASSISTANT CUSTODIAL MANAGER V8H-.0 (ASSISTANT DIAGNOSTIC IMAG MNGR A9KA ASSISTANT DIR OF COMMUNITY SVS 9BNA ASSISTANT DIRECTOR OF AIRPORTS VC81 ASSISTANT DIRECTOR OF HLTH SVC AG81 ASSISTANT DIRECTOR OF HR-EXEMP VYSC ASSISTANT DIRECTOR PHARMACY SV IKDC ASSISTANT DIRECTOR-NUTRIT SVCS V5HC ASSISTANT DIR-REHAB THEIR SVCS IWGC IA SSISTANT ENVIR SVCS MANAGER VCSH ;ASSISTANT'FACILITIES MGR RPBA ASSISTANT FIRE CHIEF GROUP I RPB1 ;ASSISTANT FIRE CHIEF-EXEMPT PMGC !ASSISTANT FLEET MANAGER VCGC ASSISTANT HEALTH SVC SYS DIR DYNB =ASSISTANT LEASE MANAGER VCHF ASSISTANT MATERIEL MANAGER XASG ASSISTANT PROPERTIES TRUST OFC 25D2 ASSISTANT PUBLIC DEFENDER-EXEM A,B1 `ASSISTANT RETIREMENT ADMIN-EX AJDP JASSISTANT RISK MANAGER 6XB2 =ASSISTANT SHERIFF 6X81 'ASSISTANT SHERIFF-CHI= EXE ASST ARBA ASSISTANT TO THE COUNTY ADMIN VCSD ASSISTANT TO THE HLTH SVCS DIR NEVA ASSOC CAPITAL FAC PROD MANAGER VCDA ASSOC HOSP EXEC DIR-PAT CARE NKVC ASSOCIATE CIVIL ENGINEER NSHB ASSOCIATE COUNTY SURVEYOR VCS1 ASSOCIATE DIRECTOR HS-EXEMPT WHA ASSOCIATE TRAFFIC ENGINEER 2KD3 ASST DISTRICT ATTORNEY-EXEMPT 2BS9 ASST FAMILY LAW FACILITATOR-P 29TA ATTORNEY ADVANCE-CHLD SPPT SVC 29VA ATTORNEY BASIC-CHILD SPPT SVGS 20-WA .ATTORNEY ENTRY-CHILD SPPT SVCS APDH 1AUD CONTR 'BUSINESS & SYS MNGR SFWA ,AUDITOR I SFVA AUDITOR 11 SF T A 1AUDITOR III SAA1 ;AUDITOR-CONTROLLER ADA1 IBD OF SUPERVISORS MEMBER J994 ;BD OF SUPVR ASSIST-SPEC J995 'BD OF SUPVR ASST-CHIEF ASST J992 JBD OF SUPVR ASST-GEN OFF 5/11/2004 Page 2 EXHIBIT A J993 BD OF SUPVR ASST-GEN SECT V9HL IBIOMEDICAL EQUIPMENT MNGR VHSC BORN FLEE CLINIC COORD VHHE BORN FREE PROG SUPV ADSF ,BUDGET AND PROJECTS COORD ADSA ;BUDGET SYSTEM ADMINISTRATOR ADSL ;BUDGET TECHNICIAN FA=NG ;BUILD INSP SPEC PROD COOR GFDD SUILDING AND GROUNDS MGR GFDE ;BUILDING MAINTENANCE MANAGER X7SC ,BUSINESS SVCS REPRESENTATIVE L7 /K 'BUSINESS SYSTEMS ANALYST LTNE JBUSINESS SYSTEMS MANAGER STWA !BUYER l STTA ;BUYER II ADD3 1C C T V PROD SPEC - PRJ VBGC :CALIF CHILD SVCS PROD ADMIN ARSE CAPITAL FACILITIES ADMIN ADT2 ;CAPITAL FACILITIES ANYL-P NEG1 ,CAPITAL PROJECTS DIV MGR-EX VQDM CARE MANAGEMENT ADMINISTRATOR X7SB CAREER CENTER COORDINATOR VPD4 CCHP MEDICAL DIRECTOR-EXEMPT ADDK CCTV PRODUCTION MANAGER ADDL CCTV PRODUCTION SPECIALST ADSL CCTV PROGRAM COORDINATOR 3AGC CENTRAL LIBRARY MANAGER VWNB CENTRAL PROCESSING SUPVR 9XDB CENTRAL SERVICES SUPERVISOR RADA ;CHF DEP AGRI COMMR BWDA ;CHF DEP SEALER W/M LTA1 ,CHF INFO OFF/DIR OF INFO TECH 6NNA ,CHF INVSTGR-PUBLIC DEF 25DB 'CHF TRIAL DEPUTY PUB DEF SAGO ,CHIEF ACCOUNTANT BJDB iCHIEF ANIMAL CONTROL SUPV ADB1 CHIEF ASSISTANT COUNTY ADMIN 2ED2 CHIEF ASSISTANT COUNTY COUNSEL SMSA CHIEF ASSISTANT DIRECTOR/CSS 25D'I 'CHIEF ASSISTANT PUBLIC DEF SMB1 I CHIEF ASST DIRECTOR OF CSS-EX 2KD2 ICHIEF ASST DISTRICT ATTORNEY-E 2AB4 JCHIEF ASST EXEC OFFICER-SUP CT SFDB JCHIEF AUDITOR JJDA CHIEF CLERK-BOARD OF SUPV 6XB3 CHIEF DEP SHERIFF- EXPT S5B2 CHIEF DEP TREASUREITAX LOLL-EX BABB CHIEF DEPUTY AGRIC COMM/SEALER 7ADC CHIEF DEPUTY PROBATION OFFICER AXD1 CHIEF DEPUTY PUBL ADMIN-EXEMPT AXDC CHIEF DEPUTY PUBLIC ADMIN VCB3 CHIEF EXECUTIVE OFFICER.-CCHP-E 5/11/2004 Parse 3 EXHIBIT A S613C CHIEF INVESTMENT OFFICER VBGE ;CHIEF PED. THERAPIST PSFA ;CHIEF PUS WKS MTCE SUPT 64ND iCHIEF PUBLIC SERVICE OFCR GW GA :CHIEF STATIONARY ENGINEER VILA ;CHIEF, CARDIO SUPPORT SERVICES FANG ICHII✓F, PROPERTY CONSERVATION VBGB iCHILD HLTH & DIS FROG MANAGER 9JS2 `CHILD NUTRT DIV NUTRI-PRJ 9JS3 1CHILD NU`I'RT FOOD OPER SUPV-PRJ APSE CHILD SPPRT BUSINESS SVCS MNGR 2Y7C CHILD SPPRT SVCS ATTRNY ASST SMDA CHILD SUPPORT SERVICES MANAGER SMNA CHILD SUPPORT SUPERVISOR LTWJ CHILD SUPPT INFO SYS ANALYST XADB CHILDREN AND FAMILY SVCS DIR-E VMHC CHRON DIS & ENV FROG MGIC 2ETG CIVIL LIT ATTY-ADVANCED 2ETE CIVIL LIT ATTY-BASIC LVL 2ETF CIVIL LIT ATTY-STANDARD JPHD CIVIL OPER SUPV ALAI CLERK RECORDER V=SA CLINICAL LAB SUPPORT TECH VHFA CLINICAL LABORATORY MANAGER LAW CLK-REC DATA PROC MANAGER SMHA COLLECTIONS SERVICES MGR JJH8 COMM SVCS DEPT OFFICE MNGR-PRJ 9KA COMM SVCS DIRECTOR-EXEMPT 9J71 I COMM SVCS PERSONNEL TECH 64¢ NE E---�JCOMM WARNING SYSTEM MANAGER VMHB COMM WELL&PREV PRO DIR 6XD1 COMMANDER-EXEMPT V7DA COMMUNICABLE DIS PRM CHF APSA COMMUNITY SVCS FISCAL OFFICER LAWE COMP AID GRAFT& DES PRGM JLAVD COMP AID DRF& DES PRG II NPHD COMPUTER MAPPING SERVICES MGR LKVA -----COMPUTER OPERATIONS ANALYST LKGA COMPUTER OPERATIONS MANAGER L KHA COMPUTER OPERATIONS SUPERVISOR VQHM ?CONSERVATORSHIP PROD SUPV VQDL iCONSVfGRD PROD MGR VQGC CONTINUING CARE PRG CHF ADTF CONTRACT COMPLIANCE SPEC XQHD CONTRACTS & GRANTS ADM XQHE CONTRACTS ADMINISTRATOR XQWA !CONTRACTS AND GRANTS SPLST I XQTA ;CONTRACTSIGRNTS SPLST Ii ADA2 ICOUNTY ADMINISTRATOR 21 Al iCOUNTY COUNSEL 9GD2 {COUNTY EMERGENCY SVCS DIR VCB2 COUNTY HOSP EXEC DIR-EXEM 6/1112034 Page 4 EXHIBIT A 3AAA COUNTY LIBRARIAN 7AAA ;COUNTY PROBATION OFFICER 7AA' - jCOUNTY PROBATION OFFICER-EX ALBO 'COUNTY RECORDS MANAGER AJDK COUNTY SAFETY OFFICER 96A1 COUNTY VETERANS'SERVICES OFF XAA2 COUNTY WELFARE DIRECTOR-EXEMPT 2CS3 !COURT ACCOUNTANT 2CV6 COURT ADMIN CLERK III-TEMPORAR 2CW8 :COURT ADMIN CLERK 11-TEMPORARY J353 COURT ADMINISTRATIVE ASST 1-EX J3 S4 !COURT AE3MINISTRATIVEAEST 11-E 2AN2 !COURT CHIEF FINANCIAL OFFICIrR 2CV7 COURT CLERK III-TEMPORARY 2CW9 COURT CLERK 11-TEMPORARY 2CW4 ICOURT CLERK I-TEMPORARY 2CT5 COURT CLERK IV-TEMPORARY 2RSO COURT COMMISSIONER 2RS3 COURT COMMISSIONER-EXEMPT 2AN4 COURT FACILITIES MANAGER 2AH1 COURT FISCAL SERVICES COORD-EX 2AH2 COURT FISCAL SERVICES MANAGER 2BW5 COURT HUMAN RESOURCE.ANALYST-E 2CW3 COURT HUMAN RESOURCES CLERK I 2CW7 COURT HUMAN RESOURCES CLERK 11 2CT COURT HUMAN RESOURCES CLERK IV 2CV3 COURT HUMAN RESOURCES CLK III 2AS9 COURT HUMAN RESOURCES DIRECTOR 2AH3 COURT HUMAN RESOURCES MANAGER LT'�t4 COURT INFO SYS TECH ASST-EX 2BS6 COURT INFO SYS TECHNICIAN 11 LTN3 COURT INFORMATION OFFICER-EX 2BV1 COURT INFORMATION SYS TECH I JQS5 COURT INFORMATION TECH MNGR 2BW1 COURT INTERPRETER.PRO TEM/FULL 2BW7 COURT INTERPRETER PRO TEM/HALF 2BW4 COURT INVESTIGATOR-TEMPORARY 29TB COURT LEAD LEGAL RESEARCH ATTY 29WB COURT LEGAL RESEARCH ATTORNEY 29W1 COURT LEGAL RESEARCH ATTRNY-PR JPS COURT REPORTER PER DIEM 2BT6 COURT SENIOR H R ANALYST-EXEMP 2AB7 COURT SERVICES COORD-EXEM 2AB3 COURT SERVICES COORDINATOR-PRO 2AB6 COURT SERVICES MANAGER-EX 2AT1 COURT STAFF DEVEL SPECIALIST-E 2BW5 COURT SUPPORT SVCS ASST-E 9H3 ;COURT SUPV LEGAL RESEARCH ATTY 2AD" ;COURT SVC ADM-N- -EXEMPT-LEVEL A 2AD2 ;COURT SVCS ADMIN-EX-LVL B 2CS4 !COURTROOM CLERK 11-TEMPORARY 2BD2 IGT DIRECTOR OF INFO TECHNOLOGY 5111/2004 Page EXHIBIT A GKDC ;CUSTODIAL MANAGER GKHC lCU sTODIAL SERVICES SUPERVISOR 2Y7B I DA ATTORNEY ASSISTANT LWSA ;DATABASE ADMINISTRATOR JJHD ';DEP CLK-BD OF SUPV. 3APE IDEP CO LIBRARIAN-PUBLIC SVCS 3AFG DEP CTY LIBRARIAN-SUPPORT SVCS 5AH2 DEP DDR COM DEV-TRNS-EX LWS1 'DEP DIR/CHIEF INFO SEC OFF-EX VCDE ;DEP DIR/1_NV HLTH-HAZ MAT 5A82 ;DEP DDR-COMM DEV-CUR-EXPT VCD2 ;DEP EX DIR-CC HLTH PL-EX 2AF1 :DEP EXEC OFFCR-SUP COURT-EXMPT BWHA ;DEP SEALER OF WEIGHT& MEASURE 6XW1 DEF SPEC CO SVC AREA P-1 JJGA ;DEPARTMENT OFFICE MANAGER SAHC DEPARTMENTAL ACCOUNTANT ARDS .DEPARTMENTAL PERSONNEL OFFICER XQSJ ::DEPT PERS COMPUTER COORD ADSH ,DEFTL COMM & MEDIA REL COORD BAHA 'DEPUTY AGRICULTURE COMMR LTD2 ;DEPUTY CIO-CIS-EXEMPT ADDG ;DEPUTY COUNTY ADMINISTRATOR 2EWA ;DEPUTY COUNTY COUNSEL I 2EWB IDEFUTY COUNTY COUNSEL SML CLMS 2E T K ,DEPUTY COUNTY COUNSEL-ADV 2ETH ;DEPUTY COUNTY COUNSEL-BASIC 2EWD ;DEPUTY COUNTY COUNSEL-FT 2ETJ ;DEPUTY COUNTY COUNSEL-STANDARD LTDA ;DEPUTY DIR/INFO TECHNOLOGY LTD1 (DEPUTY DIR/INFO TECHNOLOGY-EXE V4DE ;DEPUTY DIRECTOR ENV HLTH BJDF ;DEPUTY DIRECTOR OF ANIMAL SVCS 2KTG !DEPUTY DISTRICT ATTORNEY-ADV 2KTF ,DEPUTY DISTRICT ATTORNEY-BASIC 2K`ND ;DEPUTY DISTRICT ATTORNEY-FT 2KWF ;DEPUTY DISTRICT ATTORNEY-FT-FL NAD8 !DEI=UTY GENERAL SVCS DIRECTOR/E AXFA i DEPUTY PUBLIC ADMNSTR NADO DEPUTY PUBLIC WORKS DIRECTOR-E 6XW3 DEPUTY SHERIFF RESERVE-EXEMPT 6XWC DEPUTY SHERIFF-PER DIEM VBGA DEVELOPMENTAL CENTER DIR V5HH DEVELOPMENTAL PROGRM SUPV V8HB DIAGNOSTIC IMAGING MANAGER VRG1 DIR MKTGfMEM SVCS & PR-CCHP-EX VLD2 DIR OF HAZARDOUS MATERIALS PRG ADSB DIR, OFFICE OF COMM & MEDIA 3BD1 DIRECTOR OF AIRPORTS 29H4 DIRECTOR OP ALT DIS RES P VWDC 3 DIRECTOR OF AMBULATORY CARE NS BJA1 !DIRECTOR OF ANIMAL SERV 5/11/20,04 Page 6 EXHIBIT A FAA1 DIRECTOR OF BLDG INSPECTION-EX SMA1 DIRECTOR OF CHILD SUPPORT SVCS 5AA1 DIRECTOR OF COMMUNITY DEVLPMNT V4:)l DIRECTOR OF ENVIR FILTH SVCS-EX VCFA DIREC'T'OR OF FAMLY, M &CH NAA2 DIRECTOR OF GENERAL SERVICES-E VCA1 DIRECTOR OF HEALTH SERVICES VNDB DIRECTOR OF HLTH INFOIRISK MNG ADDF DIRECTOR OF JUSTICE SYST PROM VPS4 DIRECTOR OF MED.STAFF AFF `KDB DIRECTOR OF NUTRITIONAL SVCS VYDC DIRECTOR OF PHARMACY SERVICES VWDD DIRECTOR OF PSYCH NURSING SVCS VWSE DIRECTOR OF QUALITY MANAGEMENT 5AB1 DIRECTOR OF REDEVEL-EXEMPT V5GH DIRECTOR OF REHAB THERAPY SVCS SMD1 IDIRECTOR OF REVENUE COLLECTION WIDEDIRECTOR. HOSPITAL NURSING SVC AJDM DIRECTOR, ORG, DEV&TRAINING VODA DIRECTOR, PH LAB SERVICES VVGS DIRECTOR, PUB FILTH CLINIC SVCS VATC 'DISABILITY BENEFITS COORD 2RS7 1DISCOVERY REFEREE. 6KNB !DISTRICT ATTNY LIEUT OF INSP JJHt DISTRICT ATTORNEY OFFICE MGR 2KA1 1DISTRICT ATTORNEY-PUBLIC ADMIN APDD DISTRICT ATTY CHF OF ADM SVCS 6KD1 ;DISTRICT ATTY CHIEF OF INSP-EX JJGE ;DISTRICT ATTY MGR OF LAW OFCS J3 T 7 1DISTRICT ATTY FROG ASST-EXEMP ARDC ;DIVERSITY SERVICES COORDINATOR N P H C IDRAFTING SERVICES MANAGER NPGA DRAFTING SVCS COORDINATOR VHDA DRUG ABUSE PROGRAM CHIEF VHGD DRUG ABUSE PROGRAM SUPV VCN1 DUAL DIAL. FROG. COORD-PJ XASJ EHS CHIEF FINANCIAL OFFICER XAD6 EHS DIRECTOR OF ADMIN-EXEMPT XADD EHS DIVISION MANAGER X761 EHS WORKFORCE DEV YOUTH TRN-PJ X762 EHS WORKFORCE DEV YOUTH WKR-PJ XQS3 EHSD FROG INTEGRITY ASST-PROD XQH3 JEHSD PROM INTEGRITY COORD-PROJ A°HB ELECTION PROCESSING SUPERVISOR 9GSA EMERG PLNG COORD 9GS9 EMERGENCY PLANNING SPEC-EX 9GGA EMERGENCY SERVICES MANAGER AJDL •EMPLOYEE BENEFITS MANAGER AGSC EMPLOYEE BENEFITS SPECIALIST AJHA EMPLOYEE BENEFITS SPRVSOR AJVC EMPLOYEE REHAB COUNSELOR XQNA EMPLOYMENT& HUMAN SVC FAC MCR 5/11/2004 Page 7 EXHIBIT A AV71 'EMPLOYMENT/HUMAN SVCS WKR TRNE VBSC iEMS DIRECTOR VBHB LEMS PROGRAM COORDINATOR NSHC ENG TECH SUPV- MATS TSTG NSHE 'ENGINEERING TECHNICIAN SUPV CO NSHD :ENGINEERING TECHNICIAN SUPV LS NBHB ;ENGINEERING TECHNICIAN SUPV-TR 5ATC I ENVIRONMENTAL PLANNER 1WDB ;ENVIRONMENTAL SERVICES MCR 1 WHB ENVIRONMENTAL SVCS SUP 9KTA ;EOP SPLST I XQSB I EX AST/DEV DISK COUNCIL AJWA `EXAMINATION PROCTOR XQSL ;EXEC ASSIST-PUBLIC/ENVIR J3H2 EXEC ASST TO THE CO ADMINIS-EX J3HA !EXEC ASST TO THE CO ADMINISTR XDS1 EXEC ASSTIHAZ.MAT COMM J3T6 I EXEC. SECTY/MERIT BOARD 2AA2 !EXECUTIVE OFFICER-SUPERIOR CT J3TJ EXECUTIVE SECRETARY J3T5 EXECUTIVE SECRETARYIEXEMP T VPS2 EXEMPT MED STF PODIATRIST VpS1 EXMPT MED STF OPTOMETRIST VCDC IFACILITIES MANAGER GFHE !FACILITIES TRADES SUPV 9MW8 FACS ASST MSB/MH MGR-PROJECT 9MS7 FACS ASST FAM ADVOCACY MGR-PR 2RB3 FAMILY LAW FACILITATOR-EX JJNH FAMILY SUPPORT OFFICE MGR RPA1 FIRE CHIEF-CONTRA COSTA 8FA2 FIRE CHIEF-EAST CCFPD REDB !FIRE DIST TELECOMM MANAGER P2NC !FIRE DISTRICT APPARATUS MNGR APDE FIRE DISTRICT CHIEF/ADMIN SVCS GFDF FIDE DISTRICT FACILITIES MCR SBSF FIRE DISTRICT FISCAL SPECIALST LTNC FIRE DISTRICT INFO SYST MANG'R RWSD ;FIRE EMS QUALITY IMPR COORD RJGA FIRE MARSHAL RWHA .FIRE TRAINING CHIEF 8FH1 ;F€RE TRAINING SUPERVISOR-ECCFP SFt51 :FIRST ASSISTANT FIRE CHIEF-ECC $FB4 (FIRST ASSISTANT FIRE CHIEF-ECC PMFB FLEET MANAGER PMHC FLEET SERVICE CENTER SUPV 9MD2 FMLY/CHILD SVC ASSOCIATE DIR-P 9MD3 FMLY/CHILD SVC ASST DIRECTOR-P 9MH1 FMLYICHILD SVC CHILD SVC MGR-P 9M S3 FMLY/CHILD ,SVC FMLY ADV MGR-PJ 9MS2 FMLY/CHILD SVC SP NEED/MH MG-P 9M-Dl FMLYICHILD SVC/HS DIV DER-P XHS1 GENERAL ASSISTANCE HEAR REF'-PR 5/1112004 Page 8 EXHIBIT A APSB !GENERAL SERVICES FISCAL OFFS GFA !GENERAL SVCS FACILITIES SUPVR GPHH !GROUNDS MAINTENANCE SUPV GPDE !GROUNDS MANAGER V4HD (HAZARD WASTE REDUCTION MG VCG= !HEALTH PLAN BUSINESS SVCS MNGR V9HG !HEALTH FLAN PATIENT SVCS SUPV VYSE HEALTH PLAN PHARMACY MANAGER VCHBHEALTH PLAN SALES MANAGER VCFB ,HEALTH SERVICES INFO!TECH SUPV VCDF !HEALTH SERVICES SYSTEMS DIR LPTA 'HEALTH SRVCS INFO SYS FROG/ANL V C N C' sHEALTH SVC ADMISSIONS MGR VANE (HEALTH SVCS ADMIN-LEVEL A YANG HEALTH SVCS ADMIN-LEVEL B VANH HEALTH SVCS ADMIN-LEVEL C VCN2 HEALTH SVCS PERSNL OFR EX VCGD HEALTH SVCS SYS SEC ADMINIST VCSG HLTH PLAN MED EGON ANALYS VCSK HLTH PLAN MEMBER ADVOCATE VCS3 HLTH PLN SVCS ASST-EX VCTB HLTH SERVICES ACCOUNTANT VCDD HLTH SVC DIRIPLNG & FAC - LKFA HLTH SVC INFO?SYS OPERTNS MGR VCXC HLTH SVC PLNR/EVAL-LVL A VCXD HLTH SVC PLNR/EVAL-LVL B VBSM HLTH SVCS EMERG PREP MCR LTTC HLTH SVCS INFO SYSTEMS SPEC VASE HLTH SVCS PLAN/EVAL DIRECTOR VCTA lHLTH SVCS REIM ACCOUNTANT XQSM IHE_TH SVCS SPECIAL PROJECTS ADM . VVFC ;HOME HEALTH AGENCY DIR VVHB lHO3ME HEALTH NURSING SUPVR V9SD HOMELESS SERVICES SPECIALIST VBHE HOMELESS SVC FROG MANAGER FAHB :HOUSING REHABILITATION COORD AGVE HUMAN RESOURCES ANALYST 1 AGVC HUMAN RESOURCES ANALYST 11 AGSE HUMAN RESOURCES MGMT SYS COORD AGSD ,HUMAN RESOURCES PROGRAM COORD AGDF HUMAN RESOURCES PROJECT MNGR AG7B iHUMAN RESOURCES TECHNICIAN AG71 HUMAN RESOURCES TECHNICIAN-PRO N9SB HYDROLOGIST VWSF INFECTION CONTROL COORD LP7A JINFO SYS FROG/ANALYST TRAINEE LPi, A IINFO SYS PROGRAMMER/ANALYST I LPVA INFO SYS PROGRAMMER/ANALYST 11 LPNB INFO SYS PROGRAMMERIANALYST IV LPTB INFO SYS PROGRAMMER/ANLYST III LTVVC INFO SYSTEMS TECHNICIAN I LLTVC INFO SYSTEMS TECHNICIAN If 5/1112004 Pale 9 EXHIBIT A LBSB INFO TECH PROJECT MANAGER L'd`ylTA ;INFORMATION SYSTEMS AUDITOR LTNA INFORMATION SYSTEMS MANAGER I LTNB INFORMATION SYSTEMS MANAGER 11 LPNA INFORMATION SYSTEMS PROD MGR 7KGA INSTITUTIONAL SUPERVISOR 11 AJWC INSURANCE ANALYST I AJVB INSURANCE ANALYST lI VTIJVB INTERIM PERMIT NURSE 2RA1 JUDGE, SUPERIOR CT.-GPIII 8RA'I JUDGE, UP CTyCO SHAR ONLY 2RS1 JUVENILE COURT REFEREE-EX AGVD LABOR RELATIONS ANALYST If AG01 LABOR RELATIONS MANAGER-EXEMPT AJSD LABOR RELATIONS SPECIALIST ADS4 LAFCO EXECUTIVE OFFICER 2YWB ILAW CLERK I 2YVA ILAW CLERK If 2YTA ,LAW CLERK III 64%,,NB LAW ENFORCE TRNG INSTR-PER DM AJTA LEAD EXAMINATION PROCTOR DYD1 LEASE MANAGER IJPV4 ,LEGAL CLERK-TEMPORARY �AJWF .LIABILITY CLAIMS ADJUSTER 3K1Te+'2 LIB STUDENT ASST-EXEMPT �3ASE 'LIBRARY ADULT SVCS MANAGR 3KW4 LIBRARY AIDE-EXEMPT 13KNB (LIBRARY CIRCULATION MANAGER BASF LIBRARY CMNTY RLTNS MANGR 13AGE 1LIBRARY COLUTECHNICAL SVCS MG 3ASD LIBRARY EXT SVC MANAGER 3AVC LIBRARY LITERACY DIRECTOR 3AV2 LIBRARY LITERACY DIR-PJ 3AA1 LIBRARY SPCL PRJ DIRECTOR-EX 3KWA LIBRARY STUDENT ASSISTANT 3AGD LIBRARY SUPERVISOR 3ASX LIBRARY YOUTH SVC MANAGER 6KWG jLT OF INSP -WELF FRAUD VQH G ,M H ADULT SERVS SUPVR VOHK 'M H GRIM JUST PGM SUPV VQHL M H RESIDENTIAL SVCS COOR AD T E MANAGEMENT ANALYST 11 ADT D MANAGEMENT ANALYST III ADT 1 MANAGEMENT ANALYST III-PROJECT VRWA :MANAGER OF MKTG &MEM SVCS sPDB WANAGERy APPLICATION/PERMIT CE ADD4 IMANAGER, CAP FAC/DEBT MGMT-EX SXDC (MANAGER, CENTRAL SERVICES VCGA (MATERIAL MANAGER 213S01 MEDIATOR FCS-TEMPORARY VBFA MEDICAL CARE ADMINISTRATOR VCA2MEDICAL DIRECTOR 55/11/2004 Page 10 EXHIBIT A 3AHD .MEDICAL LIBRARIAN VNHB iMED€CAL RECORDS ADMINISTRATOR X4HE :MEDICAL SOC SVC DIRECTOR VASF IMEDICAL STAFF SERVICES SUPV VQSI :MENTAL HEALTH EDUC LIAISON-EX VPD1 ;MENTAL HEALTH MEDICAL DIRECTOR VQDN :MENTAL HEALTH PROGRAM CHIEF VQDC !MENTAL HEALTH PROGRAM MANAGER VQHP MENTAL HEALTH PROGRAM SUPV VQSF MENTAL HEALTH QUAL IMPRO COORD VQHH ;MENTAL HLTH CONT CARE SVCS SUP VQSE ;MENTAL HLTH PROJECT MCR VQHJ ;MH ACUTE SERVICES SUPVR VQSA ;MH PROVIDER SERVICES COORDINAT - V07A jMICROBIOLOGIST TRAINEE 9XHD MICROFILM PRODUCTION SUPV 9XHA MICROFILM SUPERVISOR FASD NEIGHBORHOOD PRESVR PROD SPEC XQS4 INEI'GHBORHOOD SVCS COORD-PROJ LNSA ;NETWORK ADMINISTRATOR I LNSB ;NETWORK ADMINISTRATOR If L.BVA INETWORK ANALYST I LBTA 'NETWORK ANALYST 11 LBV1 NETWORK ANALYST I-PROJECT LBHA !NETWORK MANAGER LNWA 'NE=TWORK TECHNICIAN I LNVA NETWORK TECHNICIAN 11 VWHF NURSING PROGRAM MANAGER VWHI :NURSING PROGRAM MANAGER-PROD VWHH NURSING SHIFT COORDINATOR JJHC ;OFFICE MANAGER XAGB !ORC &STAFF DEVELOP MANAGER AJSF IORG, DEV,AND TRNG CONSULTANT AGDC !OUTREACH AND RE=CRUIT SUPV VAGD IPATIEN T BILLING MANAGER V9NB (PATIENT FINANCIAL SVCS MANAGER VASB ;PATIENT OMBUDSPERSON VASD I PATNTREL.TNS SVCS COORD SATB !PAYROLL ACCOUNTANT LWWC IPAYROLL SYSTEMS ACCOUNTANT I LWVC 'PAYROLL SYSTEMS ACCOUNTANT IE VHSB 1 PERINATAL SUBS ABUSE COOR s AGTI (PERS ANALYST III- PROJ ARVA ;PERSONNEL SERVICES ASST 11 ARTA 1PERSONNEL SERVICES ASST III ALGA !PERSONNEL SE=RVICES MANAGER AGDE4 PERSONNEL SERVICES SUPERVISOR AVDF 1PIC DEPUTY DIRECTOR 5AWA jPLANNER 1 5AW1 PLANNER I -PROJECT SAVA .PLANNER 11 15 1. 0LANNER 11 -PROJECT 5/11/2004 Page i 9 EXHIBIT A 5ATA PLANNER III VBSG PRE-HOSPTL CARE CRDNTOR DADC PRINCIPAL APPRAISER FAVE PRINCIPAL BUILDING INSPECTOR 6AHD PRINCIPAL PLANNER-LEVEL A 5AHE PRINCIPAL PLANNED.-LEVEL B DYDA !PRINCIPAL REAL PROPERTY AGENT 7AGB PROBATION MANAGER LMD !PROPERTY TAX ESUS SYS MANAGER V7VC !PUB HLTH EPI/BIOSTATICIAN VVHG !PUB HLTH NURSE FROG MGR AXSD !PUBLIC ADM PROGRAM ASST 25A1 jPUBLIC DEFENDER VBSJ !PUBLIC HEALTH DIV ADMIN VBSD ;PUBLIC HEALTH PRGM SPEC I VBNC PUBLIC HEALTH PROM SPEC I€ VBS2 !PUBLIC HEALTH PREM SPEC I-PROD ADS! }PUBLIC INFORMATION OFCR 64HM PUBLIC SERVICE OFFICER-ASST MCS NAAI PUBLIC WORDS [DIRECTOR AMSC PUBLIC WORKS FISCAL OFFICER LWSB PUBLIC WORKS GIS COORDINATOR SSC PUBLIC WORKS MAINTENANCE COORD PSHB PUBLIC WORKS MAINTENANCE SUPVR PSGA PUBLIC WORKS MTCE SUPT S T IAC PURCHASING SERVICES MNGER APSD PW CUSTOMER SERV COORDINATOR PSFB -,PW FIELD OPERATIONS MANAGER J9HF !RECORDER'S OPERATIONS MANAGER 9T95 (RECREATION INSTRUCTOR-LVL 422 GPH 3 ;RECYCLE&WORK PROGRAM SUPV 51 SD ;REDEVELOPMENT/HOUSING SPEC I 61SE :REDEVELOPMENT/HOUSING SPEC It VCHD !REGISTRAR OF VITAL STATS V5HN .REHABILITATION THERAPY SVC SUP VPD-9 iRESIDENCY DIRECTOR-EXEMPT 5A7A RESOURCE RECOVERY ASSISTANT aASA RESOURCE RECOVERY SPEC SBTA RETIREMENT ACCOUNTANT SANG RETIREMENT ACCOUNTING MANAGER Al HA RETIREMENT ADMINISTRATION MNGR A1AA RETIREMENT ADMINISTRATOR JWHG RETIREMENT BENEFITS MANAGER JWHK RETIREMENT BENEFITS PRG COORD AJDl RISK MANAGER 6FHA SAFETY SERVICES MANAGER AJWG 'SAFETY SVCS SPCLST-LVL A AJWH !SAFETY SVCS SPCLST-LVL B AVS4 iSBDC BUSINESS CONSULT-PRJ 6FB3 !SECOND ASST FIRE CHIEF/40/ECCF 8FB2 ;SECOND ASST FIRE CHIEF-ECCFPD J3S2 ;SECRETARY TO UNDERSHERIFF 5/1112004 Page 12 EXHIBIT A STTB ,SENIOR BUYER NEHA ;SENIOR CAPITAL FAC PRGJ MNGR NKHA (SENIOR CIVIL ENGINEER ADDH SENIOR DEPUTY COUNTY ADMN 2KD1 SENIOR DEPUTY DISTRICT ATTRNY 9GWB SENIOR EMERGENCY PLNG COORD 2ED3 SENIOR FINANCIAL COUNSEL-EXMPT N9HC SENIOR HYDROLOGIST AJTB SENIOR INSURANCE ANALYST 51SC SENIOR PLANNING TECHNICIAN NEVB SENIOR STRUCTURAL ENGINEER-BI NEV2 !SENIOR STRUCTURAL ENGINEER-PR NKHB (SENIOR TRAFFIC ENGINEER 5AHB iSENIOR TRANSPORTATION PLANNER AJTC ,SENIOR WORKERS COMP CLMS ADJS ADHA 'SERVICE INTEGRATION TEAM COORD ALGA ,SERVICE INTERGRAT ION PROD MNGR 6XA1 iSHERIFF-CORONER APDL SHERIFFS CHIEF OF MGNT SVCS 64GA SHERIFF'S COM-DIR-DISPATC 64VA SHERIFF'S CRIME ANALYST J3Tg SHERIFF'S EXECUTIVE ASSISTANT 64SJ ISHERIFFS FISCAL OFFICER PMSB SHERIFFS FLEET SERVICES COOR 64HR SHERIFF'S PROPERTY& EVID MNGR 64SK SHRFS MUTUAL AID COORD AVD3 SMALL BUSINESS DEVE CEN DIR-PR XOHC SOC SERV BUS SYST APP MGR XADC !SOC SRV CHIEF- FIN MGMT XADB ISOC SVC ADM OFCR XAS1 (SOC SVG PURL INFO OFCR-EX X4SG SOCIAL SERVICE APPEALS OFFICER X4S2 SOCIAL SERVICE APPEALS OFF-PRJ XAD1 SOCIAL SERVICE DIVISION MGR-PR XASH SOCIAL SERVICE FISC COMP ACCT XAGA SOCIAL SERVICE FRAUD PREV MNGR JJGD SOCIAL SVC DATA OPS SPEC ADB5 SPECIAL ASST TO THE CO ADMN-EX ADDE SPECIAL DISTRICT ANALYST AGTB ;SPECIAL EMPLYMT PGM COORD VHHF ISPVSG CLINICAL LAB SCIENTIST 2BN1 SR ASST FMLY LAW FACILITATOR-P LTVJ SR BUSINESS SYSTEMS ANALYST SASE i SR WATERSHED MGMT PLNG SPEC XAHB ;SS APPEALS SUPERVISOR VWXF ISTAFF ADVICE NURSE-PER DIEM V9HC ISTAFF AND PAT CARE COOR XADE STAFF DEVELOPMENT SUPERVISOR VWXB STAFF NURSE-PER DIEM LMS1 STORMWATER PCP CMPTR SPEC NASB STORMWATER POLL CONT MNGR NESS STRUCTURAL ENGINEER-BUILD INSP 5/11/2334 Page 13 EXHIBIT A NK7A ISTUDENT AIDE-CIVIL ENGR 999E ISTUDENT WORKER-DEEP CLASS VHGr0 .SUBSTAN ABUS PRO MGR-PROD VHGE SUBSTANCE ABUSE PROGRAM MNGR VHHB ;SUBSTANCE ABUSE PROGRAM SUPV SAHJ `SUPERVISING ACCOUNTANT DAHC SUPERVISING APPRAISER WHE SUPERVISING ARP ENGINEER 29HA SUPERVISING ATTORNEY CSS NEHC SUPERVISING CAPITAL FAC PRJ MG NKDA 'SUPERVISING CIVIL ENGINEER lKHA ':SUPERVISING COOK-JUVENILE HALL RJHC ,SUPERVISING FIRE INSPECTOR NXHA ISUPERVISING GRAPHICS TECH VVHC SUPERVISING IUB HLT NURSE DYNA SUPERVISING REAL PROPERTY AGNT FADB SUPERVISING STRUCTIONAL ENG-BI 9HC SUPERVISOR OF AIRPORT OPS FADF ;SUPERVISOR, INSPECTION SVCS 9XHB 'SUPPLY AND DIST SUPERVISOR 29H'I ;SUPV ATTORNEY CHILD SUP SERVIC .DRNA SUPV AUDITOR-APPRAISER V4HC SUPV ENVIRON HEALTH SPEC VSHB SUPV NURSE-JUV HALL V5HJ SUPV PEDIATRIC THERAPIST VOHC SUPV PH MICROBIOLOGIST VWSG '•SYMPTOM CONTROL PROG COOK L'NWB I SYSTEMS ACCOUNTANT I LVVVB SSYSTEMS ACCOUNTANT €€ LWWA I SYSTEMS SOFTWARE ANALYST 1 BVVA ,SYSTEMS SOFTWARE ANALYST II S5HC =TAX PERATIONS SUPERVISOR PEDC iTELECOMM MANAGER VWHK TELEPHONE TRIAGE MANAGER VBHC ;TOBACCO PREV PROD COOR 5ATB ;TRANSPORTATION PLANNER NAGA !TRANSPORTATION PROGRAM MANAGER Sr-SD TREAS INVESTMENT OPER ANALYST S5SG TREASURER'S ACCOUNTING OFFICER S5S3 TREASURER'S INVEST OFFICER-EXM S5A1 TREASURER-TAX COLLECTOR S5SC ;TR-TX COL RECONCIL OFCR 5X134 ;UNDERSHERIFF-EXEMPT VWSD i UTILIZATION REVIEW COORD VWHG UTILIZATION REVIEW SUPV GPHG VEGETATION MANAGEMENT SUPV 96TA VETERANS'SERV BRANCH OFF MGR 96VVA VETERANS SERVICE REP BKW'I ;VETERINARIAN VCND IVOL SVC AND COMM RES ADMN X4HD .VOLUNTEER PROGRAM COORD 5ASD "'ATERSHEAD MGMNT PLNG SPEC 5/11/2004 Page '4 EXHIBIT A 9KN3 WEATHERIZATION/HM REPAIR SUPV AJVE WELLNESS COORDINATOR A„VF WORKERS COMP CLAIMS ADJUST II AJWJ WORKERS COMP CLAIMS ADJUSTER I XAD4 WORKFORCE INV BD EXC ©IR-EX XAD3 IWORKFORCE SERVICES DIRECTOR-EX XAIVA iWORKFORCE SERVICES SPECIALIST 5M 1/2004 Daae 15 EXHIBIT B Job Code Description ADDS C C T V PROD SPEC - PRJ 6XW1 €DEP SPEC CO SVC AREA P-1 2EWB ;DEPUTY COUNTY COUNSEL SML CLMS 2EiN! :ISI=PUTY COUNTY COUNSEL-FT 2KWD ISI=DUTY DISTRICT ATTORNEY-FT 2KWF IDEPUTY DISTRICT ATTORNEY-FT-FL 6XW3 DEPUTY SHERIFF RESERVE-EXEMPT WAIC DEPUTY SHERIFF-PER DIEM VQN1 DUAL MAC. PROD. COORD-PJ X761 EHS WORKFORCE DEV YOUTH TRN-PJ X762 EHS WORKFORCE DEV YOUTH WKR-PJ XQS3 :EHSD PROD INTEGRITY ASST-PROD AV71 EMPLOYMENT/HUMAN SVCS WKR.TRNE 9KTA EOP SPL ST I AJWA EXAMINATION PROCTOR VPS2 EXEMPT MED STF PODIATRIST VPS1 EXMPT MED STF OPTOMETRIST LTVC INFO SYSTEMS TECHNICIAN 11 VTW13 !INTERIM PERMIT NURSE 2YWB i LAW CLERK I 2YVA I LAW CLERK 11 2YTA ,LAW CLERK III 64WB ;LAW ENFORCE TRNG INSTR-PER DM AJTA LEAD EXAMINATION PROCTOR JPV4 LEGAL CLERK-TEMPORARY 3KW2 LIB STUDENT ASST-EXEMPT 3KW4 ILIBRARY AIDE-EXEMPT 3AV2 (LIBRARY LITERACY DIR-PJ 3KWA I LIBRARY STUDENT ASSISTANT 213SO MEDIATOR FCS-TEMPORARY V07A MICROBIOLOGIST TRAINEE AGT1 PERS ANALYST III - PROJ 9T95 RECREATION INSTRUCTOR-LVL 422 2BN1 SR ASST FMLY LAW FACILITATOR-P VWXF STAFF ADVICE NURSE-PER DIEM V\A'XS !STAFF NURSE-PER DIEM NK7A 'STUDENT AIDE-CIVIL ENGR 999E STUDENT WORKER-DEEP CLASS BKW1 ;VETERINARIAN 5/11/2004 Pane 1 EXHIBIT C Job Code Description SAAll AGRICULTURAL COMMISSIONER-DIRECTOR OF WEIGHTS & MEASURES DAA'E ASSESSOR AG.A .ASSISTANT COUNTY ADM]N ISTRATOR-DIRECTOR OF HUMAN RESOURCES SAM ;AUDITOR-CONTROLLER ADB`i CHIEF ASSISTANT COUNTY ADMINISTRATOR LTA'I I CHIEF INFORMATION OFFICERMIRECTOR OF INFORMATION TECHNOLOGY ALAI CLE=RK RECORDER 9KA'I COMMUNITY SERVICES DIRECTOR-E=XEMPT ADA2 COUNTY ADMINISTRATOR 2EAl ;COUNTY COUNSEL 3AAA ,COUNTY LIBRARIAN ?AAA CCOUNTY PROBATION OFFICER 7AA'I ICOUNTY PROBATION OFFICER-E=XEMPT 96A'I COUNTY VETERANS' SERVICES OFFICER XAA2 COUNTY WELFARE DIRECTOR-EXEMPT BJA'I DIRECTOR OF ANIMAL SERVICES FAAl !DIRECTOR OF BUILDING INSPECTION-EXEMPT SMA'I iDIRECTOR OF CHILD SUPPORT SERVICES 5AAl DIRECTOR,OF COMMUNITY DEVELOPMENT NAA2 DIRECTOR OF GENERAL SERVICES-EXEMPT VCA1 DIRECTOR OF HEALTH SERVICES 2KAI iDISTRICT ATTORNEY-PUBLIC ADMINISTRATOR ADS- iLAFCO EXECUTIVE OFFICE=R 25A'I 1PUBLIC DEFENDER NAA! 'PUBLIC WORKS DIRECTOR A'IAA RETIREMENT ADMINISTRATOR 5XA1 SHE=RIFF-CORONER S5A'E TREASURER-TAX COLLECTOR. 5/12/2004 Rage 1 APP, 2 7 204 POSITION ADJUSTMENT REQEUST NO. OFFICE OF Tell DATE - - ' � O N ADS IST9,7 DEPARTMENT/ COPERS DEPARTMENT: Health Services BUDGET' UNIT NO. _ 0540 ORG NO. 6577 AGENCY NO. A-18 Action Requested: Add one 1 40/40 Patient Financial S rvic s S lalist— Pro'e t (V9V1) Position. Proposed Effective date: Classification Questionnaire attached: Yes 13 No ✓ / Cost within Department's budget: Yes J No C, Total One-Time Costs (non-salary) associated with request: $ 0 w Estimated total east adjustment (salary/benefits/one time): Total annual cost $ 63,630.43 Net County Cost $ 0 ` Total this FY $----5302.54 N.C.C. this FY $ 0 , SOURCE OF FUNDING TO OFFSET-ADJUSTMENT 150% EQHC-Revenue Offset - Department must initiate necessary adjustment and Submit to CAO. r Use additional sheet for further explanations or comments. (f r) Department He REVIEWED BY CAO ANIS RELEASED TO HUMAN RECOURCES DEPARTMENT Deputy County Administrator Date HUMAN RESOURCES DEPARTMENT RECOMMENDATION DATE May � 2004 ADD one (1)40/40 V-17 Patient Financial Services Specialist--Project(Ml)position at salary level 3RX-1176 ($3166.34-$4069.09) Amend Resolution 71/17 establishing positions and resolutions alloc I ng cl sses to the Basic,/Exempt salary schedule. Effective: X4;pay following Board Action. C� (Date) - -• (for) Director of Human Resources COUNTY ADMINISTRATOR RECOMMENDATION DATE: � Approve Recommendation of Director of Human Resources u Disapprove Recommendation of Director of Human Resources c. Other: -- (for)County Administrator BOARD OF SUPERVISORS ACTION: John Sweeten, Clerk of the Board of Supervisors and County APPROVED DISAPPROVED❑ Adjustment Administrator Date: ''` L ; ' B _!: . ' POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTION. Adjust classes)/position(s) as follows: If Request is to Add Project Positions/Classes, please complete other side AP-1 2 7 2004 POSITION ADJUSTMENT REQEUST l t ,-) -.-, NO. I ALI xd. DATE Li 1 -Z OF FIDE OF �� t.✓f i� ' C.OUNTY AD# ILI "TIA O RDEPARTMENT) COPIERS DEPARTMENT: Heealtb�Services/Finance BUDGET UNIT NO. 054-Q.--. ORG NO. 6555 AGENCY NO. A-1 Action Requested: Add one 1 40/46 Inf rmationS stems Mana er I LINA Position. Proposed Effective Date: Classification Questionnaire attached: Yes 0 No .1 / Cost within Department's budget: Yes .! No 0, Total One-Time Costs (non-salary) associated with request: $ 0 CJ Estimated total cost adjustment (salary/benefits/orae tire): m Total annual cost $ 116 464.00 Net County Cost $ 0 Total this FY $ 97t}5.3 N.C.C. this FY $ 0 SOURCE OF FUNDING TO OFFSET ADJUSTMENT Cancellation of current contract in amount of6,000- Department must initiate necessary adjustment and submit to CAO. Use additional sheet for further explanations or comments. ` (fo ) Department Head REVIEWED BY CAO AND RELEASED TO HUMAN RECOURCES DEPARTMENT Deputy County Administrator Date HUMAN RESOURCES DEPARTMENT RECOMMENDATION DATE ADD one(1)40140 FTE Information Systems Manager I (LINA)position at salary level B85-1884($6439,69-$18629.81) Amend Resolution 71/17 establishing positions and resolutions all ng-cI;;sses to the Basic xempt salary schedule. Effective: )Rpay following Board Action. i 1 (Date) (for) Director of Human Resources COUNTY ADMINISTRATOR RECOMMENDATION DATE: Approve Recommendation of Director of Human Resources /o Disapprove Recommendation of Director of Human Resources o Other: (ir6r) County Administrator BOARD OF SUPERVISORS ACTION: John Sweeten, Clerk of the Board of Supervisors and County APPROVED : DISAPPROVEDC, Adjustment Administrator 1� a fDate: � v #,L-_ BY: 4;��..•1 � �- POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTION. Adjust classes)/postion(s) as follows: If Request Is to Add Project Positions/Classes, please complete other side