HomeMy WebLinkAboutMINUTES - 04052005 - C64 TO: THE BOARD OF SUPERVISORS *,•'" ._.~� =T'*,.
Contra
FROM. Lori Gentles, Interim Assistant County Administrator- Director of " Costa..,..,�-s
Human Resources '� _ County
DATE: April 5, 2995
SUBJECT: Establishing the Class of Employee Benefits Manager—Exempt; Allocating it on the Salary
Schedule; Adding One Position; Amending Resolution 97/505 to Provide Performance Pay;
Abolishing the class of Employee Benefits Manager and Canceling one position; and Removing
Employee Benefits Manager from Resolution 97/506.
SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION
RECOMMENDATION:
ADOPT the attached Board Resolution to establish the class of Employee Benefits Manager—Exempt(AGD2);
allocate it on the Salary Schedule to B851953($7,101.88-$9,517.20);and add one position. Abolish the class
of Employee Benefits Manager(AJDL)and cancel one position. Amend Resolution 97/506 to add the class of
Employee Benefits Manager—Exempt and to make the Performance Pay Pian provisions(currently applicable to
Employee Benefits Manager), applicable to Employee Benefits Manager—Exempt. Remove the Class of
Employee Benefits Manager from the Performance Pay Plan.
FISCAL IMPACT:
There is no fiscal impact. The salary range and performance pay provisions for the class and position being
abolished (Employee Benefits Manager) and the new class and position being added (Employee Benefits
Manager—Exempt)are the same.
REASONS FOR RECOMMENDATION/BACKGROUND:
This action is necessary to exclude the Employee Benefits Manager from the Merit System like other key
level management classes in the Human Resources Department. The Employee Benefits Manager—
Exempt position is a member of senior staff and is responsible for overseeing the County's benefits
program that impacts all employees and retirees. In addition, to managing a major department function, the
Employee Benefits Manager plays a key role during the negotiation process, with People-Soft upgrades,
and in the administration of other county-wide programs such as wellness and deferred compensation.
Changing the class to exempt status will provide consistency and put it on a par with the other high level
management classes in the Human Resources Department.
CONSEQUENCES OF NEGATIVE ACTION:
Denial of this action results in this class not having exempt status like other senior level classes in the Human
Resources Department.
CONTINUED ON ATTACHMENT: YES SIGNATURE:
RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE
APPROVE OTHER
SIGNATURE(S):
ACTION OF BOARD ON 0 APPROVED AS RECOMMENDED OTHER
t
VOTE OF SUPERVISORS
I HEREB CERTIFY THAT THIS i A TRUE
AND CORRECT COPY OF AN A TION TAKEN
UNANIMOUS(ABSENT ) AND ENTERED ON THE MINUTES OF THE BOARD
AYES NOES OF SUPERVISORS ON THE DATE SHOWN.
ABSENT ABSTAIN
Contact: Bill Ray ATTESTED
cc: Administrator John Sweeten.,CLERK OF THE BOARD OF
Auditor-Controller SUPERVISORS ND COUNTY ADMINISTRATOR
BY ,DEPUTY
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on APRIL 5 2005 by the following vote:
AYES: SUPERVISORS GIOIA, UILKEMA, PIEPHO AND DeSAULNIER
NOES: NONE
ABSENT: SUPERVISOR FEDERAL D. GLOVER
ABSTAIN: NONE
SUBJECT: In the Matter of Establishing the Class of RESOLUTION NO. 2005/ 207
Employee Benefits Manager—Exempt; Allocating
it on the Salary Schedule; Adding One Position;
and Amending Resolution 97/506 to Provide
Performance Pay; Abolishing the class of
Employee Benefits Manager and Canceling one
position; and Removing Employee Benefits
Manager from Resolution 97/506.
THE CONTRA COSTA COUNTY BOARD OF SUPERVISORS in its capacity as governing Board of
the County of Contra Costa and all districts of which it is ex-officio governing Board RESOLVES THAT:
WHEREAS, the class of Employee Benefits Manager (AJDL} was included in Board Resolution No.
97/506 together with five (5) other classes that were reallocated on the salary schedule to provide for
performance pay in the Human Resources Department; and
WHEREAS, the class of Employee Benefits Manager was reallocated from a six (6) step salary range
to a seven step (7) salary range having two performance pay steps (steps 6 and 7), and
WHEREAS, the Employee Benefits Manager class is being abolished and replaced by the exempt
class of Employee Benefits Manager-Exempt; and
WHEREAS, the performance pay provisions in the Resolution No. 97/506 will now be applicable to the
Employee Benefits Manager— Exempt class:
NOW, THEREFORE, BE IT RESOLVED that:
(1) Effective May 30, 2005, the Employee Benefits Manager class {AJDL} is abolished and one position
is canceled;
(2) Effective April 5, 2005, the class of Employee Benefits Manager - Exempt is established; allocated
to B85 1953 (Steps 1 through 7) of the salary schedule; and one position is added;
(3)The performance pay plan provisions set forth in Resolution 97/506 that are applicable to Employee
Benefits Manager (AJDL} are made applicable to Employee Benefits Manager-Exempt (ASD2};
and
(4) The class of Employee Benefits Manager is removed from Resolution 97/506 and replaced with the
class of Employee Benefits Manager-Exempt.
I HEREBY CERTIFY THAT THIS IS A TRUE AND CORRECT
COPY OF AN ACTION TAKEN AND ENTERED ON THE
MINUTES OF THE BOARD OF SUPERVISORS ON THE DATE
SHOWN.
Orig.Dept: Human Resources Department
cc: County Administrator ATTESTED APR TT. 2005
JOHN SWETEN,CLERK OF THE BOARD OF
UPERVISORS AND COUNTY ADMINISTRATOR
111�0
BY
RESOLUTION NO. 2005/ 207