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HomeMy WebLinkAboutMINUTES - 02072006 - C.40 Scanning Worksheet — CCC Clerk Of The Board Pallet number Box number Date processed Number"of maps Large Format Non-scan able Prepped by Indexing Information Form Type Yw tlY I Date (YYYY-W-DD) -,)," . OX-9 1 Agenda Item 0 . Q Subject 6VyA- Department Description `I poop Indexed by Scanning Information Scanned by Page count Folder contents required use of the flatbed scanner: Yes / No (Circle One) Flatbed scan: Auditing Information Audit performed by .. � f ... _ ., F .. 1 s � li f ., 't . r 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. "` +� I `! ` 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 7 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 9 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 11 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. 13 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. 17 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