HomeMy WebLinkAboutMINUTES - 02072006 - C.40 Scanning Worksheet — CCC Clerk Of The Board
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TO: BOARD OF SUPERVISORS
CONTRA
FROM: Lori Gentles,Assistant County Administrator-
Director of Human Resources COSTA
DATE: February 7,2006• COUNTY
SUBJECT: Compensation and Benefits Authorized for County /�
Elected and Appointed Department Heads,Management, ` O
Exempt and Unrepresented Employees for the Period
. 4
October 1,2002 to September 30,2005 and Until Further
Order o
SPECIFIC REQUEST(S)OR RECOMMENDATION(S)S BACKGROUND AND JUSTIFICATION rn
t ,
cry
I RECOMMENDATION:
Adopt attached Resolution No. 2006122 which supersedes Resolution No. 2005/7(8 regff-'rding
Compensation and Benefits for County Officers, Managers and Unrepresented Employees.
BACKGROUND:
Resolution No. 2006/22 supersedes Board of Supervisors' Resolution No. 2005/704, which
t I was adopted on November 15, 2005. it includes the following changes and additions:
1) Subsection E was added to paragraph 61 to authorize a Code Gray/STAT Team
k i differential for the classification of Staff Nurse-Per Diem.
i ! 2) Paragraph 63 was added to authorize two shift differentials and the Code .
Gray/STAT Team differential for the classification of Nurse Shift Coordinator.
3) The class of Principal Structural Engineer-Building Inspection was added to
paragraph 43.
4) Paragraph 65 was formerly paragraph 64. It was merely renumbered.
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`!
` vim CONTINUED ON ATTACHMENT: X YES SIGNATURE:
M -itECOMMENDATION OF COUNTY ADMINISTRATOR _RECOMMENDATION OF BOARD COMMITTEE
--APPROVE _OTHER
SIGNATURES.
ACTION OF 94D ON Q'v APPROVED AS RECOMMENDED OTHER _
VOTE OF SUPERVISORS
X I HEREBY CERTIFY THAT THIS IS A TRUE AND CORRECT
_UNANIMOUS(ABSENT COPY OF AN ACTION TAKEN AND ENTERED ON THE
AYES: NOES: MINUTES OF THE BOARD OF SUPERVISORS ON THE DATE
ABSENT: ABSTAIN: SHOWN.
Orig.Dept: Human Resources Department ATTESTED
cc: County Administrator JOHN SWEETEN,CL(E K OF THE BOARD OF
Auditor-Controller i SUPERVISORS AND COUNTY ADMINISTRATOR
County Counsel
Health Services �. �/'�
17�y 0 DEPUTY'/\L1. � �
M3B2(1D/BB) BY c
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on IeLSAZ"J y the following vote:
AYES: Gioia,Piepho,DeSaulnier,Glover and Uilkema
NOES: None
ABSENT: None
ABSTAIN: None
SUBJECT: Compensation and Benefits )
Authorized for County Elected and )
Appointed Department Heads, )
Management, Exempt, and ) Resolution No.2006!22
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 Heads, Management Employees, Exempt Employees
and Unrepresented Employees. Except for Resolution Nos. 99/555, 2002/608, and
2002/615,this Resolution supercedes all previous resolutions providing compensation and
benefits for the employees listed herein, including but not limited to Resolution No.
2005/704.
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 (f)those general County
benefits provided to all Managers,Exempt and Unrepresented employees;(li)those benefits
provided exclusively to Management and Exempt employees; (iii) those benefits provided
to Elected and Appointed Department Heads; and (iv) those benefits that are provided
specifically to Managers and Unrepresented employees within selected departments or
classifications.
Unless otherwise expressly provided,compensation and benefits under this Resolution are
authorized only for permanent and project employees who work full-time or part-time,twenty
(20)or more hours each week.
1. BENEFITS FOR MANAGEMENT,EXEMPT AND UNREPRESENTED EMPLOYEES
are provided for those classes listed in Exhibit A.
It. BENEFITS FOR MANAGEMENT AND EXEMPT EMPLOYEES are provided for
those classes listed in Exhibit A,excepting the classes listed in Exhibit B.
Ill. BENEFITS FOR ELECTED AND APPOINTED DEPARTMENT HEADS are provided
for those classes listed in Exhibit C.
IV. SPECIAL BENEFITS FOR MANAGEMENT EMPLOYEES BY DEPARTMENT OR
CLASS are provided as indicated in each section.
Orig Dept.: Human Resources Department-Lori Gentles(x5-1766)
CC' County Administrator's Office
County Counsel-Vickie L.Dawes
Auditor—Controller-Elizabeth Verigin
RESOLUTION NO. 2006122
TABLE OF CONTENTS
Resolution No. 20061
I. 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
1.13 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 Vacation
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 Dental Plans
2.13 Supplemental Life Insurance
2.14 Health Plan Coverage and Provisions
2.15 Retirement Coverage
2.16 Dual Coverage
2.17 Family Member Eligibility Criteria
2.18 Catastrophic Leave Bank
2.19 Health Care Spending Account
2.20 PERS Long-Time Care
2.21 Dependent Care Assistant Program
3. Personal Protective Equipment
3.10 Safety Shoes
3.11 Safety Eyeglasses
4. Mileage Reimbursement
5. Retirement Contribution
RESOLUTION NO. 2006/; 2
lll. 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 Emplo eY es by Department or Class
27. Accounting Certificate Differential
28. Agriculture Department Differential
29. Angiogram 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
38. Budget Coordinator Pay
39. District Attorney Investigator P.O.S.T.
40. Longevity Differential for District Attorney Law Enforcement Management
41. Engineer Continuing Education Allowance
42. Engineer Professional Development Reimbursement
43. Engineer Structural Registration Differential
44. Library Department Holidays
Ill
RESOLUTION NO. 20061A-Z
I. BENEFITS FOR MANAGEMENT, EXEMPT, AND UNREPRESENTED EMPLOYEES
1. Leaves With and Without Pay
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 designate by Resolution 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 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.
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
RESOLUTION NO. 2006/22
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%).
i. Delta Dental or PMI Delta Care Dental not combined with any health plan,
one hundred percent (100%) less one cent ($.01).
2.12 Life Insurance Benefit Under Health and Dental Plans: For employees who are
enrolled in the County's program of medical or dental coverage, term life
insurance in the amount of seven thousand five hundred dollars ($7,500)will be
provided by the County as part of the County's contribution to the cost of medical
or dental coverage.
2.13 Supplemental Life Insurance: In addition to the life insurance benefits provided
by this resolution,employees may subscribe voluntarily and at their own expense
for supplemental life insurance. Employees may subscribe for an amount not to
exceed five hundred thousand dollars ($500,000)guaranteed issue.provided the
election is made within the required enrollment periods.
3
RESOLUTION NO. 2006122
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 w 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 Coveraoe:
a. If a husband and wife both work for the County and one (1)of them is laid off,
the remaining employee, if eligible,will be allowed to enroll or transfer into the
health coverage combination of his/her choice.
b. An eligible employee who loses medical or dental coverage through a spouse
will be. allowed to enroll or transfer into the County contracted health
coverage combination of his/her choice within thirty (30) days of the date
coverage is no longer afforded under the spouse's plan.
5
RESOLUTION NO. 2006/22
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 Human Resources Department is responsible for receiving
and recording all donations of accruals and for initiating transfer of credits
from the Bank to the recipient's sick leave account. Disbursement of
accruals is subject to the approval of a six (6) member committee composed
of three (3) members appointed by the County Administrator and three (3)
members appointed by the majority representative employee organizations.
The committee will meet as necessary to consider all requests for credits and
will make determinations as to the appropriateness of the request. The
committee will determine the amount of accruals to be awarded for
employees whose donations are non-specific. Consideration of all requests
by the committee will be on an anonymous requester basis.
c. Hours transferred from the Catastrophic Leave Bank to a recipient will be in
the form of sick leave accruals and will be treated as regular sick leave
accruals.
d. To receive credits under this 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 (120) hours per calendar year.
h. All appeals from either a donor or recipient will be resolved on a final basis
by the Director of Human Resources.
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
amounts of benefits awarded and as to persons awarded benefits. Benefits
may be denied,or awarded for less than six (6) months. The committee may
limit benefits in accordance with available contributions and choose from
among eligible applicants on an anonymous basis those who will receive
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RESOLUTION NO. 2006/22
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.
5. Retirement Contribution: Pursuant to Government Code Section 31581.1,the County
will pay fifty percent(50%)of the retirement contributions normally required of members.
Employees are responsible for payment of the employee's contribution for the retirement
cost-of-living program as determined by the Board of Retirement of Contra Costa County
Employees' Retirement Association without the County paying any part of the
employee's share. The County will continue to pay the employer's share of the
retirement cost-of-living program contribution.
6. 414H2 Participation: The County will continue to implement Section 414(h) (2)of the
Internal Revenue Code which allows the County Auditor—Controller to reduce the gross
monthly pay of employees by an amount equal to the employee's total contribution to the
County Retirement System before Federal and State income taxes are withheld, and
forward that amount to the Retirement system. This program of deferred retirement
contribution will be universal and non-voluntary as is required by statute.
7. 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
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
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RESOLUTION NO. 2006/22
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.
10.12 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.
10.13 Labor Code §4850 Exclusion: The foregoing provisions for workers'
compensation and continuing pay are inapplicable in the case of employees
entitled to benefits under Labor Code Section 4850.
11. 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 Overtime Exempt Exclusion List by the
County Administrator's Office. Employees on the Overtime Exempt
Exclusion List are authorized to receive overtime pay, only. These
employees are NOT eligible for holiday pay, overtime compensatory time, or
holiday compensatory time. Employees on the Overtime Exempt Exclusion
List are also NOT eligible for Annual Management Administrative Leave for
the quarter they are on the Overtime Exempt Exclusion List. The policies and
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RESOLUTION NO. 2006/22
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 Required
Current Monthly Contribution to Maintain Incentive Program
Salary of: Amount Eligibility
$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 —5,834 $1,500 $100
$5,835—6,667 $2,000 $100
$6,668 and above $2,500 $100
Employees who discontinue contributions or who contribute less than the required
amount per month for a period of one (1) month or more will no longer be eligible for
the sixty dollar($60)County supplement. To reestablish eligibility, employees must
again make a Base Contribution Amount as set forth above based on current
monthly salary. Employees with a break in deferred compensation contributions
either because of an approved medical leave or an approved financial hardship
withdrawal will not be required to reestablish eligibility. Further,employees who lose
eligibility due to displacement by layoff, but maintain contributions at the required
level and are later employed in an eligible position,will not be required to reestablish
eligibility.
14. Annual Management Administrative Leave:
A. On January 1'of each year, full-time unrepresented, management, and exempt
employees in paid status 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.
B. Permanent part-time employees are eligible for Management Administrative
Leave on a prorated basis,based upon their position hours. Permanent-intermittent
employees are not eligible for Management Administrative Leave.
C. Employees appointed (hired or promoted) to unrepresented, management, or
exempt positions are eligible for Management Administrative Leave on the first day
of the month following their .appointment date and will receive Management
Administrative Leave on a prorated basis for that first year.
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RESOLUTION NO. 2006122
18. Sick Leave Incentive Plan: Employees may be eligible for a payoff of a part of
unused sick leave accruals at separation. This program is an incentive for
employees to safeguard sick leave accruals as protection against wage loss due to
time lost for injury or illness. Payoff must be approved by the Director of Human
Resources, and is subject to the following conditions:
A. The employee must have resigned in good standing.
B. Payout is not available if the employee is eligible to retire.
C. The balance of sick leave at resignation must be at least seventy percent (70%)
of accruals earned in the preceding continuous period of employment excluding
any sick leave use covered by the Family and Medical Leave Act, the California
Family Rights Act, or the California Pregnancy Disability Act.
D. Payout is by the following schedule:
Years of Payment Payment of Unused
Continuous Service Sick Leave 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 made pursuant to this
section are in lieu of County retirement benefits resulting from employment by
this County or by Districts governed by this 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
provided that the employee regularly uses a video display terminal at least an
average of two (2) hours per day as certified by their department.
Employees certified for examination under this program must make their request
through the Benefits Service Unit of the County Human Resources Department.
Should prescription VDT eyeglasses be prescribed for the employee following the
examination, the County agrees to provide, at no cost, basic VDT eye wear
consisting of a ten dollar ($10) frame and single, bifocal or trifocal lenses.
Employees may, through individual arrangement between the employee and the
employees' doctor and solely at the employee's expense, include blended lenses
and other care, services or materials not covered by the Plan.
15
RESOLUTION NO. 2006122
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
amountof fifty thousand dollars($50,000)additional to the insurance provided under
Section 2.12.
23. Executive Professional Develolment 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 software from a standardized County-approved list or with 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 Information Technology, LAFCO
Director, Public Defender, Public Works Director, and Retirement Administrator.
25. Elected Department Heads: The Elected Department Heads are the Assessor,
Auditor—Controller, Clerk—Recorder, District Attomey—Public Administrator,
Sheriff-Coroner,and Treasurer—Tax Collector.
26. Elected Department Head Benefits: Elected Department Heads will receive only
the following benefits under Parts I, 11, and III, 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 II, Sections 12, 13, and 20.
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RESOLUTION NO. 2006122
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 Fixed—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).
6. Annual Vacation Buy-Back (Section 16).
7. Attorney Professional Development Reimbursement(Section 34)fifty percent
(50%) of the eligibility is available on January 1 and fifty percent (50%) is
available on July 1.
C. Employees in the Fixed-Term Attorney classes will be credited with forty (40)
hours paid administrative leave each January 1, subject to the provisions of
Section 14.
33. Attorney State Bar Dues: The County will reimburse employees in the classes
listed in Section 34 for California State Bar Membership dues (but not penalty fees)
and, if annually approved in advance by the Department Head, fees for criminal
and/or civil specialization.
19
RESOLUTION NO. 2006/22
Assistant County Counsel Chief Trial Deputy Public Defender
Assistant County Counsel-Exempt Deputy District Attomey-Basic Level*
Assistant Public Defender Deputy District Attomey-Advanced
Assistant Public Defender-Exempt Deputy District Attorney-Fixed Term*
Chief Deputy District Attorney-Exempt Deputy District Attorney-Fixed Term-
Deputy County Counsel-Fixed Term* -Flat Rate*
County Counsel Senior Deputy District Atty-Exempt
Asst. Chief Deputy District Atty-Exempt Supervising Attorney- Child Support
Civil Litigation Attorney-Deep Class Services
Public Defender Attorney - Advanced Child Support
Chief Asst. County Counsel-Exempt Services
Deputy County Counsel-Deep Class Attorney - Basic Child Support
Deputy County Counsel I Services
Senior Financial Counsel - Exempt Attorney - Entry Child Support
District Attomey-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 (DAHC), Supervising Auditor-
Appraiser (DRNA), Assistant County Assessor (DABA) and Assistant County
Assessor-Exempt(DABI)is entitled to a salary differential of one and one-half percent
(1.5%) of base monthly salary for possession of a certification for educational
achievement from at least one of the following:
A. American Institute of Real Estate Appraisers Residential Member designation.
B. State Board of Equalization Advanced Appraiser Certification.
C. International Association of Assessing Officers Residential Evaluation Specialist.
D. Society of Auditor-Appraiser-Master Auditor-Appraiser designation.
E. Society of Real Estate Appraisers Senior Residential Appraiser designation.
F. Any other certification approved by the County Assessor and the Director of
Human Resources.
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.
21
RESOLUTION NO. 2006/22
.41. Engineer Continuing Education Allowance: Public Works employees in the
classifications of Associate Civil Engineer (NKVC), Assistant County Surveyor
(NSGA), Engineering Technician Supervisor—Construction (NSHE), Engineering
Technician Supervisor—Land Surveyor (NSHD), Engineering Technician
Supervisor—Materials Testing(NSHC),Deputy Public Works Director-Exempt(NADO)
Senior Civil Engineer (NKHA), Senior Traffic Engineer (NKHB), Senior Hydrologist
(N9HC) and Supervising Civil Engineer (NKGA) 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.
B. Registration,fees for attendance at professional meetings, conferences and
seminars.
C. Books,journals and periodicals.
D. Tuition and text book reimbursement for accredited college or university classes.
E. Professional license fees required by the employee's classification.
F. Application and examination fees for registration as a professional engineer,
architect or engineer-in-training.
23
RESOLUTION NO. 2006122
i
47. Podiatrists I 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 (VPS 1) 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.
Long-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 (3)years of service
will be credited with five (5) days of non-accruable paid personal leave effective
January 1 of each calendar year. Balances not used will be returned to zero (0) at
the end of each year.
48. Real Property Agent Advanced Certificate Differential: Employees in the
management classes of Assessor(DAA1),Assistant County Assessor(DAB 1),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
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(6XD1)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.
25
RESOLUTION NO. 2006122
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)
Treasurer's Investment Officer-Exempt (S5S3)
Assistant County Treasurer-Exempt (S5134)
Assistant County Tax Collector (S5DF)
Chief Deputy Treasurer Tax Collector-Exempt (S5132)
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 day off pursuant to their Memorandum of Understanding,the Public Works
Maintenance Supervisors (PSHB), Public Works Maintenance Superintendents
(PSGA), Public Works Maintenance Coordinators (PSSD),Vegetation 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.
56. Public Works Emergency Work Differential: Employees in the classifications of
Public Works Maintenance. Supervisor (PSHB), Public Works Maintenance
Superintendent (PSGA), and Vegetation Management Supervisor (GPHG)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 Works Maintenance Supervisor (PSHB), Public Works 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.
27
RESOLUTION NO. 2006122
C. Detention Facility Assignment. An employee who works in a County Detention
Facility(including Martinez,West County, Marsh Creek, Byron Boys Ranch,and
Juvenile Hall) will be paid a differential of ten percent (10%) of the employee's
base rate of pay.
D. Emergency Department Differential. An employee who works in the Emergency
Department of Contra Costa Regional Medical Center will be paid a differential
of five percent (5%) of the employee's base rate of pay.
E. Code Gray/STAT Team Differential. An employee who is assigned by
administration to respond to emergency Code Gray calls as a member of the
STAT Team will be paid a differential of ten percent (10%) of the employee's
base rate of pay.
62. Staff Advice Nurse-Per Diem Shift Differentials: Effective September 1 , 2003,
employees in the classification of Staff Advice Nurse-Per Diem, who are
unrepresented and paid on an hourly basis, are eligible for the following differentials
under the stated circumstances:
A. Evening Shift. An employee who works an evening shift of four (4) hours or
more between the hours of 5:00 p.m. and 11:00 p.m. will be paid a shift
differential of twelve percent (12%) of the employee's base rate of pay.
B. Night Shift. An employee who works a night shift of four (4) hours or more
between the hours of 11:00 p.m. and 8:00 a.m. will be paid a shift differential of
fifteen percent (15%) of the employee's base rate of pay.
63. Nurse Shift Coordinator Differentials: Effective September 1, 2003, employees in
the classification of Nurse Shift Coordinator are eligible for the following differentials
under the stated circumstances:
A. Evening Shift. An employee who works an evening shift of four (4) hours or
more between the hours of 5:00 p.m. and 11:00 p.m. will be paid a shift
differential of twelve percent (12%) of the employee's base rate of pay.
B. Night Shift. An employee who works a night shift of four (4) hours or more
between the hours of 11:00 p.m. and 8:00 a.m. will be paid a shift differential of
fifteen percent (15%) of the employee's base rate of pay.
C. Code Gray/STAT Team Differential. An employee who is assigned by
administration 'to respond to emergency Code Gray calls as a member of the
STAT Team will be paid a differential of ten percent (10%) of the employee's
base rate of pay.
64. Employment and Human Services Division Manager Differential: Employees in
the classification of Employment and Human Services Division Manager are eligible
to receive a 5% salary differential for a special project assignment. The qualifying
special project must involve executive leadership, management, oversight, and
supervision of operational division managers. The employee must be assigned to the
qualifying special project by the Director of Employment and Human Services and the
Director must approve the differential. The duration of the differential may not exceed
29
RESOLUTION NO. 2006/22
EXHIBIT A
MANAGEMENT, EXEMPT AND UNREPRESENTED EMPLOYEES
JOB
JOB TITLE CODE
ACCOUNTANT I SAWA
ACCOUNTANT II SAVA
ACCOUNTANT III SATA
ADMINISTRATIVE AIDE-DEEP CLASS AP7A
ADMINISTRATIVE AIDE-PROJECT AP73
ADMINISTRATIVE ANALYST APWA
ADMINISTRATIVE INTERN-DEEP CLASS AP9A
ADMINISTRATIVE SUPPORT ASSISTANT ADSG
ADMINISTRATIVE SERVICES ASSISTANT II APVA
ADMINISTRATIVE SERVICES ASSISTANT III APTA
ADMINISTRATIVE SERVICES ASSISTANT 11-PROJECT APV2
ADMINISTRATIVE SERVICES OFFICER APDB
AFFIRMATIVE ACTION OFFICER AJDB
AFTER SCHOOL PROGRAM SUPERVISOR V9HH
AGING &ADULT SERVICES SENIOR STAFF ASSISTANT XQVB
AGING &ADULT SERVICES STAFF ASSISTANT XQWC
AGING/ADULT SERVICES DIRECTOR-EXEMPT XQD2
AIDS PROGRAM DIRECTOR V7DB
AIRPORT BUSINESS AND DEVELOPMANT MANAGER 9BDA
AIRPORT ENVIRON &COM REL OFCR 9BSB
ALCOHOLIOTHER DRUG SVCS DIR-EX VHD1
AMBULATORY CARE ADMINISTRATOR VADB
AMBULATORY CARE CLINICAL SUPERVISOR VWHJ
AMBULATORY CARE REG MANAGER VAHC
ANIMAL CENTER OPERATIONS SUPERVISOR BJHC
ANIMAL CLINIC VETERINARIAN BKS1
ANIMAL SERVICES LIEUTENANT BJHB
ANIMAL SERVICES PUBLIC EDUCATION COORDINATOR BJSR
ANIMAL SERVICES VOLUNTEER COORDINATOR BJSS
APPEALS OFFICER AD91
AREA AGENCY ON AGING PROGRAM MANAGER XQGD
ASSESSOR'S CLERICAL STAFF MANAGER JJNG
ASSESSOR'S CUSTOMER SERV COORD APSF
ASSOC CAPITAL FAC PROJ MANAGER NEVA
ASSOC CIVIL ENGINEER NKVC
ASSOC COUNTY SURVEYOR NSHB
ASSOC DIRECTOR HS-EXEMPT VCS1
ASSOC TRAFFIC ENGINEER N4HA
ASST CHIEF CARD SUPPORT SVCS VIHA
ASST CHIEF PUBLIC SVC OFFICER 154BA
112512D06 RESOLUTION NO. 2006122 Page 1 of 14
EXHIBIT A
MANAGEMENT, EXEMPT AND UNREPRESENTED EMPLOYEES
AUDITOR III SFTA
BD OF SUPVR ASST-CHIEF ASST J995
BD OF SUPVR ASST-GEN OFFICE J992
BD OF SUPVR ASST-GEN SECRETARY J993
BD OF SUPVR ASST-SPECIALIST J994
BIOMEDICAL EQUIPMENT MNGR V9HD
BUDGET AND PROJECTS COORD ADSF
BUDGET SYSTEM ADMINISTRATOR ADSA
BUDGET TECHNICIAN ADSC
BUILDING AND GROUNDS MANAGER GFDD
BUILDING INSP SPEC PROG COORD FADC
BUSINESS SVCS REPRESENTATIVE X7SC
BUSINESS SYSTEMS ANALYST LTWK
BUSINESS SYSTEMS MANAGER LTNE
BUYER I STWA
BUYER II STTA
CALIF CHLDRN SVCS PROG ADMIN VBGC
CAPITAL FACILITIES ADMIN ADSE
CAPITAL FACILITIES ANALYST-PRJ ADT2
CAPITAL PROJECTS DIV MGR-EX NEG1
CAREER CENTER COORDINATOR X7SB
CCHP MEDICAL DIRECTOR-EXEMPT VPD4
CCN PRODUCTION MANAGER ADDK
CCN PRODUCTION SPECIALIST-PRJ ADD3
CCN PRODUCTION SPECIALST ADDL
CCN PROGRAM COORDINATOR ADSD
CENTRAL LIBRARY MANAGER 3AGC
CENTRAL PROCESSING SUPVR VWNB
CHIEF ACCOUNTANT SAGC
CHIEF ASST COUNTY ADMIN ADB1
CHIEF ASST COUNTY COUNSEL 2ED2
CHIEF ASST DIRECTOR OF DCSS-EX SMB1
CHIEF ASST DIRECTOR/DCSS SMBA
CHIEF ASST DISTRICT ATTORNEY-E 2KD2
CHIEF ASST PUBLIC DEFENDER 25D1
CHIEF AUDITOR SFDB
CHIEF CARDIO SUPPORT SVCS VIGA
CHIEF CLERK-BOARD OF SUPV JJDA
CHIEF DEP AGRIC COMMISEALER BABB
CHIEF DEP PROBATION OFFICER 7ADC
CHIEF DEP PUBLIC ADMIN AXDC
CHIEF DEP PUBLIC ADMIN-EXEMPT AXD1
CHIEF DEP SHERIFF-EXEMPT 6X63
1125/2006 RESOLUTION NO. 2006122 Page 3 of 14
EXHIBIT A
MANAGEMENT, EXEMPT AND UNREPRESENTED EMPLOYEES
CONTRACTS/GRANTS SPLST II XQTA
COUNTY EMERGENCY SVCS DIR 9GD2
COUNTY HOSP EXEC DIR-EXEMPT VCB2
COUNTY SAFETY OFFICER AJDK
CUSTODIAL MANAGER GKDC
CUSTODIAL SVCS SUPERVISOR GKHC
DA ATTORNEY ASSISTANT 2Y7B
DA CHIEF OF ADMINISTRATIVE SVC APDD
DA CHIEF OF INSPECTORS-EXEMPT 6KD1
DA LIEUTENANT OF INSPECTORS 6KNB
DA MASNAGER OF LAW OFFICES JAE
DA OFFICE MANAGER JJHG
DA PROGRAM ASSISTANT-EXEMPT J3T7
DATABASE ADMINISTRATOR LWSA
DEPTL COMM & MEDIA REL COORD ADSH
DEPTL PERS COMPUTER COORD XQSJ
DEPUTY AGRICULTURE COMMIR BAHA
DEPUTY CIO-GIS-EXEMPT LTD2
DEPUTY CLERK-BOARD OF SUPV JJHD
DEPUTY CO ADMINISTRATOR ADDG
DEPUTY CO COUNSEL-ADVANCED 2ETK
DEPUTY CO COUNSEL-BASIC 2ETH
DEPUTY CO COUNSEL-STANDARD 2ETJ
DEPUTY CO LIBRARIAN-PUB SVCS 3AFE
DEPUTY CO LIBRARIAN-SUPT SVCS 3AFG
DEPUTY DIR CHF INFO SEC OFC-EX LWS1
DEPUTY DIR COM DEV/CURR-EX 5AB2
DEPUTY DIR COM DEV/TRANS-EX 5AH2
DEPUTY DIR OF ANIMAL SERVICES BJDF
DEPUTY DIR/INFO TECHNOLOGY LTDA
DEPUTY DISTRICT ATTORNEY-ADV 2KTG
DEPUTY DISTRICT ATTORNEY-BASIC 2KTF
DEPUTY DISTRICT ATTORNEY-FT 2KWD
DEPUTY DISTRICT ATTORNEY-FT-FL 2KWF
DEPUTY EXECUTIVE DIR/CCHP-EX VCD2
DEPUTY GENERAL SVCS DIRECTOR/E NADB
DEPUTY PUBLIC ADMINISTRATOR AXFA
DEPUTY PUBLIC WORKS DIRECTOR-E NADD
DEPUTY SEALER WEIGHTSIMEASURE BWHA
DEPUTY SHERIFF RESERVE-EXEMPT 6XW3
DEPUTY SHERIFF-PER DIEM 6XWC
DEPUTY SPEC IN CO SVC AREA P-1 6XW1
DEVELOPMENTAL CENTER DIRECTOR VBGA
1/25/2006 RESOLUTION NO. 2006122 Page 5 of 14
i
EXHIBIT A
MANAGEMENT, EXEMPT AND UNREPRESENTED EMPLOYEES
EMPLOYEE BENEFITS MANAGER AGD2
EMPLOYEE BENEFITS SPECIALIST AGSC
EMPLOYEE BENEFITS SUPERVISOR AJHA
EMPLOYEE REHAB COUNSELOR AJVC
ENGINEERING TECH SUPV MAT TSTG NSHC
ENGINEERING TECHNICIAN SUPV CO NSHE
ENGINEERING TECHNICIAN SUPV LS NSHD
ENGINEERING TECHNICIAN SUPV-TR NBHB
ENVIRONMENTAL PLANNER 5ATC
ENVIRONMENTAL SVCS MANAGER 1 WDB
ENVIRONMENTAL SVCS SUPERVISOR 1 WHB
EXEC ASST TO THE CO ADMINIS-EX J3H2
EXEC ASST TO THE CO ADMINISTR J3HA
EXEC ASST/DEVELP DISBL COUNCIL XQSB
EXEC ASST/HAZ MAT COMM XDS1
EXEC SECRETARY/MERIT BOARD J3T6
EXEC SECRETARY-EXEMPT J3T5
EXEMPT MED STF OPTOMETRIST VP51
EXEMPT MED STF PODIATRIST VPS2
FACILITIES MAINTENANCE MANAGER GFDG
FACILITIES MANAGER VCDC
FACS ASSISTANT DIRECTOR-PRJ 9MD3
FACS ASST DISB/MH MGR-PROJECT 9MWB
FACS ASST FAM ADVOCACY MNGR-PR 9MS7
FACS CHILD SVC MANAGER-PROJECT 9M-Hl
FACS FAMILY ADVOCACY MNGR-PRJ 9MS3
FACS HS DIV DIRECTOR-PROJECT 9MD1
FACS SP NEED/MH MNGR-PROJECT 9MS2
FIRE DISTRICT APPARATUS MNGR P2NC
.FIRE DISTRICT CHIEF/ADMIN SVCS APDE
FIRE DISTRICT FACILITIES MNGR GFDF
FIRE DISTRICT FISCAL SPECIALST SBSF
FIRE DISTRICT INFO SYST MANGR LTNC
FIRE DISTRICT TELECOMM MANAGER REDS
FIRE EMS QUALITY IMPR COORD RWSD
FLEET MANAGER PMFB
FLEET SERVICE CENTER SUPV PMHC
GENERAL ASSISTANCE HEAR REP-PR KHS1
GENERAL SVCS FACILITIES SUPVR GFSA
GENERAL SVCS FISCAL OFFICER APSE
GROUNDS MAINTENANCE SUPV GPHH
GROUNDS MANAGER GPDE
HAZARDOUS WASTE REDUCTION MNGR V4HD
1/25/2006 RESOLUTION NO. 2006122 Page 7 of 14
EXHIBIT A
MANAGEMENT, EXEMPT AND UNREPRESENTED EMPLOYEES
INFO SYS TECHNICIAN 11 LTVC
INFO TECH PROJECT MANAGER LBSB
INST SUPERVISOR 11 7KGA
INSURANCE ANALYST i AJWC
INSURANCE ANALYST 11 AJVB
INTERIM PERMIT NURSE VTWB
LABOR RELATIONS ANALYST 11 AGVD
LABOR RELATIONS MANAGER-EXEMPT AGD1
LAND INFORMATION BUS OPS MNGR 5ASF
LAW CLERK I 2YWB
LAW CLERK 11 2YVA
LAW CLERK III 2YTA
LAW ENFORCE TRNG INSTR-PER DM 64WB
LEAD EXAMINATION PROCTOR AJTA
LIABILITY CLAIMS ADJUSTER AJWF
LIBRARY AIDE-EXEMPT 3KW4
LIBRARY CIRCULATION MANAGER 3KHA
LIBRARY CMNTY RLTNS MANGR 3ASF
LIBRARY COLLITECHNICAL SVCS MG 3AGE
LIBRARY LITERACY DIRECTOR 3ASH
LIBRARY STUDENT ASSISTANT 3KWA
LIBRARY STUDENT ASSISTANT-EX 3KW2
LIEUTENANT OF INSP-WELF FRAUD 6KWG
MANAGEMENT ANALYST II ADTE
MANAGEMENT ANALYST III ADTD
MANAGER APPLICATION/PERMIT CE SPDB
MANAGER CAP FAC/DEBT MGMT-EX ADD4
MANAGER OF MKTG & MEM SVCS VRWA
MATERIAL MANAGER VCGA
MEDICAL CARE ADMINISTRATOR VBFA
MEDICAL DIRECTOR VCA2
MEDICAL RECORDS ADMINISTRATOR VNHB
MEDICAL SOC SVC DIRECTOR X4HE
MH CLINICAL OPERATIONS CHIEF VQDM
MH PROGRAM CHIEF VQDN
MH PROGRAM MANAGER VQDC
MH PROGRAM SUPERVISOR VQHP
MH PROJECT MANAGER VASE
MH PROVIDER SVCS COORD VASA
MH QUALITY IMPROVEMENT COORD VQSF
MH VOCATIONAL SVCS COORD-PRJ VQH3
MICROBIOLOGIST TRAINEE V07A
MICROFILM SUPERVISOR 9XHA
1/25/2006 RESOLUTION NO. 2006/22 Page 9 of 14
EXHIBIT A
MANAGEMENT, EXEMPT AND UNREPRESENTED EMPLOYEES
PUBLIC ADM PROGRAM ASST AXSD
PUBLIC HLTH EPI/BIOSTATICIAN V TVC
PUBLIC HLTH NURSE PROG MANAGER WHG
PUBLIC HLTH PRGM SPEC I VBSD
PUBLIC HLTH PRGM SPEC If VEND
PUBLIC HLTH PRGM SPEC I-PRJ VBS2
PUBLIC INFORMATION OFFICER ADS1
PURCHASING SVCS MANAGER STDC
PW ASST FIELD OPERATIONS MNGR PSGA
PW CUSTOMER SERV COORDINATOR APSD
PW FIELD OPERATIONS MANAGER PSFB
PW FISCAL OFFICER APSC
PW GIS COORDINATOR LWSB
PW MAINTENANCE SUPERVISOR PSHB
PW RESOURCES MANAGER PSSD
REAL ESTATE MANAGER-EXEMPT DYD1
RECORDER'S OPERATIONS MANAGER J9HF
RECREATION INSTRUCTOR-LVL 422 9T95
.RECYCLE&WORK PROGRAM SUPV GPHJ
REDEVELOPMENT PROJ MANAGER-PRJ 5AH4
REDEVELOPMENT/HOUSING SPEC 1 51 SD
REDEVELOPMENTIHOUSING SPEC 11 51 SE
REGISTRAR OF VITAL STATS VCHD
REHABILITATION THERAPY SVC SUP V5HN
RESIDENCY DIRECTOR-EXEMPT VPD5
RESOURCE RECOVERY ASSISTANT SA7A
RESOURCE RECOVERY SPECIALIST 5ASA
RETIREMENT ACCOUNTANT 97NA
RETIREMENT ACCOUNTING MANAGER 97DA
RETIREMENT ADMINISTRATION MNGR 97HA
RETIREMENT BENEFITS MANAGER 97GA
RETIREMENT BENEFITS'PRG COORD 97HB
RETIREMENT CHF INVEST OFCR-EX 97B2
RETIREMENT COMMUNICATIONS CORD 97SA
RETIREMENT INFO TECH COORD I 97SB
RETIREMENT INFO TECH COORD it 97SC
RISK MANAGER AJD1
SAFETY SVCS MANAGER 6FHA
SAFETY SVCS SPCLST-LVL A AJWG
SAFETY SVCS SPCLST-LVL B AJWH
SBDC BUSINESS CONSULTANT-PRJ AVS4
SBDC DIRECTOR-PROJECT AVD3
SCHOOL READINESS PROG COOR-PRJ CCG1
112512DDB RESOLUT)ON NO. 2DD6/22 Page 11 of 14
EXHIBIT A
MANAGEMENT, EXEMPT AND UNREPRESENTED EMPLOYEES
STUDENT WORKER-DEEP CLASS 999E
SUBSTANCE ABUSE PROGRAM MGR-P VHG5
SUBSTANCE ABUSE PROGRAM MNGR VHGE
SUBSTANCE ABUSE PROGRAM SUPV VHHB
SUPERVISING ACCOUNTANT SAHJ
SUPERVISING APPRAISER DAHC
SUPERVISING ARP ENGINEER V4HE
SUPERVISING ATTORNEY-DCSS 29H1
SUPERVISING ATTORNEY-DCSS 29HA
SUPERVISING AUDITOR-APPRAISER DRNA
SUPERVISING CAPITAL FAC PRJ MG NEHC
SUPERVISING CIVIL ENGINEER NKGA
SUPERVISING CLINICAL LAB SCIEN VHHF
SUPERVISING COOK-JUVENILE HALL 1KHA
SUPERVISING ENVIRON HLTH SPEC V4HC
SUPERVISING GRAPHICS TECH NXHA
SUPERVISING PEDIATRIC THERAPST V5HJ
SUPERVISING PH MICROBIOLOGIST VDHC
SUPERVISING PH NURSE VVHC
SUPERVISING REAL PROPERTY AGNT DYNA
SUPERVISING STRUCTIONAL ENG-BI FADB
SUPERVISOR AIRPORT OPERATIONS 9BHC
SUPERVISOR INSPECTION SERVICES FADF
SUPPLY AND DIST SUPERVISOR 9XHB
SYMPTOM CONTROL PROG COORD VWSG
SYSTEMS ACCOUNTANT I LWWB
SYSTEMS ACCOUNTANT 11 LWVB
SYSTEMS SOFTWARE ANALYST I LWWA
SYSTEMS SOFTWARE ANALYST 11 LWVA
TAX OPERATIONS SUPERVISOR S5HC
TELECOM MANAGER PEDC
TELEPHONE TRIAGE MANAGER VWHK
TOBACCO PREV PROJ COORDINATOR VBHC
TRANSPORTATION PLANNER 5ATB
TRANSPORTATION PROGRAM MANAGER NAGA
TREASURER'S ACCOUNTING OFFICER S5SG
TREASURER'S INVEST OFFICER-EX S5S3
TREASURER'S INVEST OPS ANALYST S5SD
UNDERSHERIFF-EXEMPT 6XB4
UTILIZATION REVIEW.COORD VWSD
UTILIZATION REVIEW MANAGER VWHG
VEGETATION MANAGEMENT SUPV GPHG
VETERANS SVC BRANCH OFF MNGR 96TA
1125/2006 RESOLUTION NO. 2006/22 Page 13 of 14
EXHIBIT B
UNREPRESENTED
[ADD3
ob
JOB TITLE ode
CCN PRODUCTION SPECIALIST-PROJECT
DEPUTY DISTRICT ATTORNEY-FIXED TERM KWD
DEPUTY DISTRICT ATTORNEY-FIXED TERM-FLAT RATE 2KWF
DEPUTY SHERIFF RESERVE-EXEMPT 6XW3
DEPUTY SHERIFF-PER DIEM 6XWC
DEPUTY SPEC IN CO SVC AREA P-1 6XW1
EHS WORKER TRAINEE AV71
EHS WORKFORCE DEVELOPMENT YOUTH TRAINEE-PROJECT X761
EHS WORKFORCE DEVELOPMENT YOUTH WORKER-ROJECT X762
EXEMPT MEDICAL STAFF PODIATRIST VPS2
EXEMPT MEDICAL STAFF OPTOMETRIST VPS1
INFORMATION SYSTEMS TECHNICIAN II LNC
INTERIM PERMIT NURSE VTWB
LAW CLERK I 2YWB
LAW CLERK II 2YVA
LAW CLERK III 2YTA
LAW ENFORCEMENT TRAINING INSTRUCTOR-PER DIEM 64WB
LEAD EXAMINATION PROCTOR AJTA
LIBRARY AIDE-EXEMPT 3KW4
LIBRARY STUDENT ASSISTANT 3KWA
LIBRARY STUDENT ASSISTANT-EXEMPT 3KW2
MICROBIOLOGIST TRAINEE V07A
RECREATION INSTRUCTOR-LVL 422 9T95
STAFF ADVICE NURSE-PER DIEM VWXF
STAFF NURSE-PER DIEM VWWA
STUDENT AIDE-CIVIL ENGINEER NK7A
STUDENT WORKER-DEEP CLASS 999E
1/26/2006 RESOLUTION NO. 20D6/7-2 Page 1 Df 1
EXHIBIT C
ELECTED AND APPOINTED DEPARTMENT HEADS
Job
JOB TITLE ICode
AGRICULTURAL COM-DIR WEIGHTS/MEASURES BAA1
ASSESSOR DAA1
ASSISTANTT COUNTY ADMINISTRATOR-DIRECTOR HUMAN RESOURCES-EXEMPT AGA2
AUDITOR-CONTROLLER SAA1
CHIEF INFORMATION OFFICER/DIRECTOR OF INFORMATION TECHNOLOGY LTA1
CLERK RECORDER ALA1
COMMUNITY SERVICES DIRECTOR-EXEMPT 9KA1
COUNTY ADMINISTRATOR ADA2
COUNTY COUNSEL 2EA1
COUNTY LIBRARIAN 3AAA
COUNTY PROBATION OFFICER-EXEMPT 7AA1
COUNTY VETERANS"SERVICES OFFICER 96A1
COUNTY WELFARE DIRECTOR-EXEMPT XAA2
DIRECTOR OF ANIMAL SERVICES BJA1
DIRECTOR OF BUILDING INSPECTION-EXEMPT FAA1
DIRECTOR OF CHILD SUPPORT SERVICES SMA1
DIRECTOR OF COMMUNITY DEVELOPMENT 5AA1
DIRECTOR OF GENERAL SERVICES-EXEMPT NAA2
DIRECTOR OF HEALTH SERVICES VCA1
DISTRICE ATTORNEY-PUBLIC ADMINISTRATOR 2KA1
LAFCO EXECUTIVE OFFICER ADS4
PUBLIC DEFENDER 25A1
PUBLIC WORKS DIRECTOR NAA1
RETIREMENT CHIEF EXECUTIVE OFFICER-EXEMPT 97A1
SHERIFF-CORONER 6XA1
TREASURER-TAX COLLECTOR IS5A1
1/25/2006 RESOLUTION NO. 2006122 Page 1 of 1