HomeMy WebLinkAboutMINUTES - 02062007 - C.64 sE L Contra Costa
TO: BOARD OF SUPERVISORS ��' �--°O
County
FROM: LORI GENTLES, Assistant County Administrator- '-- _ `;•
Director of Human Resources
DATE: February 6, 2007 o°S�A' --------
SUBJECT:
----- -SUBJECT: P300# -Human Resources
V
SPECIFIC REQUEST(S) OR RECOMMENDATION(S) & BACKGROUND AND JUSTIFICATION
RECOMMENDATION:
Adopt Position Adjustment Resolution Number to REALLOCATE the salary of Human
N 1 rY
Resources Technician from salary level B85-1251 ($3,544.10 - $4,307.88) to salary level B85-1308
($3,749.88 - $4,558.00), ADD four (4) positions and CANCEL one (1) Personnel Services Supervisor
position in the Human Resources Department
BACKGROUND:
The Human Resources Department conducted an analysis of its various units for the purpose of
reorganizing its operation in order to provide more efficient administrative, labor, benefits, and
recruitment services to County departments. Reorganization efforts began earlier this year in the
Labor Relations Unit. The purpose of this request is to address reorganization in the Employee
Benefits and Personnel Services Units.
Human Resources Department management developed a succession plan for each of its units. The
succession plan includes creating a career path for Human Resources employees, cross-training
opportunities, and providing an environment for employee education and growth. The plan also
addresses changing responsibilities and Human Resources role in providing superior customer
service to County departments in order to meet their increasing personnel, recruitment, classification,
labor, and benefits needs.
Staff determined that the addition of three (3) Human Resources Technicians in the Personnel.
Services Unit (PSU) will help the Human Resources Department to become,a true business partner
with each County department. These para-professional level Human Resources Technicians will
provide a level of customer service that is essential for efficient and expedient operations, and will
allow the Human Resources Analysts to become internaleoQsultants assisting departments with
personnel issues. This will be accomplished without h ing add more costly, hig er level H man
Resource Analyst positions. ~`
CONTINUED ON ATTACHMENT: x YES SIGNAT RE:
—1� RECOMMENDATION OF COUNTY ADMINISTRATOR R5P#P-FN13ATION OF 130ARD COMMI EE
APPROVE OTHER
SIGNATURE(S): /
ACTION OF BOA?9N (p APPROVED AS RECOMMENDED _ OTHER
VOTE OF SUPERVISORS I HEREBY CERTIFY THAT THIS IS A TRUE AND CORRECT
COPY OF AN ACTION TAKEN AND ENTERED ON MINUTES OF
4
UNANIMOUS(ABSENT THE BOARD OF SUPERVISORS ON THE DATE SHOWN.
)
IQLA
AYES: NOES:
ABSENT: ABSTAIN:
Contact: Lori Gentles,5-1766 /
Cc: Human Resources ATTESTED L G'�/ `' " V eo
JOHN CULLEN,CLERK OFT OARD OFSUPERVISORS
BY: DEPUTY
r
(Attachment)
BACKGROUND (Continued):
The Human Resources Technician classification will serve as the first professional level position
within the Personnel Services Unit. The Human Resources Technician classification will also provide
the training necessary to promote to higher-level Human Resources positions, and will be the first
step in the career path for the Human Resources Analyst classification.
The Employee Benefits Unit has experienced staffing and work load changes, due in large part to
streamlining retiree health benefits payment processing, enhancing employee benefits
communications, and research and development of solutions regarding GASB liability. Staff
determined that along with modifications to existing duties/responsibilities, and reclassification of
certain positions, the addition of one (1) Human Resource Technician would help to alleviate the
increased clerical and administrative workload created by these significant employee/retiree benefits
issues. Again, the succession plan provides for a career ladder in the Employee Benefits Unit with
the Human Resources Technician as the first professional level position. The Human Resources
Technician can be considered the transition classification from a Senior-Clerk or Account Clerk to the
para-professional level.
An external salary survey was conducted of the nine (9) Bay Area counties to determine if the salary
for this position is competitive within the relative labor market. Staff found the salary range for the
current Human Resources Technician position is below market and recommends an increase in the
salary range to align the Human Resources Technician classification to prevailing market rates.
FISCAL IMPACT:
The total fiscal impact of this request is $159,530. However, this cost will be offset by unfunding one
(1) budgeted Management Analyst III position in the Personnel Services Unit. The cost for the
Human Resource Technician assigned to the Employee Benefits Unit will also be 100% offset by fees
to user departments resulting in a potential salary savings of approximately $36,000.
CONSEQUENCE OF NEGATIVE ACTION:
Failure to approve the reorganization of the Human Resources Department and failure to reallocate
the salary level of the Human Resources Technician will result in decreased service to County
departments and may jeopardize the Human Resources Department's ability to operate in an efficient
and expedient manner.
a
POSITION ADJUSTMENT REQUEST NO. c ay5
DATE: February 6, 2007
Department No. /
Department Human Resources Department Budget Unit No. 0035 Org No. 1351/ 1305 _Agency No. A-05
Action Requested REALLOCATE the salary of Human Resources Technician(AG7B)on the salary schedule from B85-1251($3.544-
$4,307) to salary level B85-1308($3,749-$4,558) ADD four(4)positions(three in the Personnel Services Unit and one in the Employee
Benefits Services Unit),and CANCEL 1 (one) Personnel Services Supervisor position (#88)in the Human Resources Department.
Proposed Effective Date: February 10, 2007
Classification Questionnaire attached: Yes 11 No 0 /Cost is within Department's budget: Yes 13 NoD
Total One-Time Costs (non-salary) associated with request: $
Estimated total cost adjustment(salary/benefits/one time):
Total annual cost $ 159,530 Net County Cost $ 85,144
Total this FY $ 74,376 N.C.C. this F $55,782
SOURCE OF FUNDING TO OFFSET ADJUSTMENT: Within Department Budget Affs t by Sala a Savings frdn H* her Level
Position-Remaining Funds Offset by Char es to User Departments)
Department must initiate necessary adjustment and submit to CAO.
Use additional sheet for further explanations or comments.
L d4l
-(fbr) Dep irrigniWad-
REVIEWED BY CAO AND RELEASED TO HUMAN RESOURCES DEPARTMELT/
Deputy County Administrator Date
HUMAN RESOURCES DEPARTMENT RECOMMENDATIONS DATE January 23, 2007
REALLOCATE the salary of Human Resources Technician(AG7B)on the salary schedule from B85-1251 to salary level B85-1308, ADD fou
(4)positions(unrepresented).and CANCEL 1 (one) Personnel Services Supervisor position(#88)(unrepresented).
Amend Resolution 71/17 establishing positions and resolutions allocating classes to the Basic t alary schedule.
Effective: M-bay following Board Action.
❑ (Date)
(for) Director of gonWn`lkesources
COUNTY ADMINISTRATOR RECOMMENDATION DATE /
93-'Approve Recommendation of Director of Human Resources
0 Disapprove Recommendation of Director of Human Resources
0 Other:
fl (for) County Admingtrator
BOARD OF SUPERVISORS AC/TION: John B. Cullen, Clerk of the Board of Supervisors
Adjustm By 77 APPROVED L� DISAPPROVED 171 1 and County Adm* *stator
DATE -7
1A rl oc (
APPROVAL OF THIUDJUS MENT C04STITUTES A PERSONNEL/ SALARY RESOLUTION AMENDMEkT___�,
POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTION
Adjust class(es) /position(s) as follows'.
P300(M347)Rev 3/15/01