HomeMy WebLinkAboutMINUTES - 04102007 - C.38 TO: BOARD OF SUPERVISORS
o
FF. CONTRA
FROM: Lori Gentles, Director of Human Resources
COSTA
DATE: April 10, 2007 `''`
COUNTY
SUBJECT: Compensation and Benefits Authorized for County
Elected and Appointed Department Heads,
Management, Exempt, and Unrepresented
Employees for the Period October 1, 2005 to
September 30, 2008 and Until Further Order
SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION
RECOMMENDATION:
Adopt attached Resolution No. 2007/192 superseding Resolution No. 2006/743 regarding
Compensation and Benefits for County Elected and Appointed Department Heads, Management,
Exempt, and Unrepresented Employees.
BACKGROUND:
Effective upon adoption, this Resolution-supersedes Board of Supervisors' Resolution No. 2006/743
which was adopted on December 5, 2006. It includes the following changes and additions:
1. Subsection (d) was added to Section 12.10 to•exempt the members of the Board of Supervisors---_
from the 10-year longevity pay benefit unless she/he was.receiving that pay on March 31, 2007.
2. Subsection (d) was added to Section 12.11 to exempt the members of the Board of Supervisors
from the 15-year longevity pay benefit unless she/he was receiving that pay on March 31, 2007.
3. Section 1.13 was clarified by the addition of timekeeping instructions.
4. The different treatments of the classifications listed in Section 45 were rewritten and clarified.
5. An oversight was corrected in Section 47 by pro rating paid personal leave for the eligible classes.
6. The classification of Public Works Maintenance Superintendents was changed to Public Works
Assistant Field Operations Manager in Sections 56, 57, and 58.
7. The errors in Section 68.13 were corrected by changing "seven" to "twenty" in two places.
CONTINUED ON ATTACHMENT: X YES SIGNATU
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_61 ' COMMENDATION OF COUNTY ADMINISTRATOR RECOM AT N OF BOARD COMMITTEE
,,APPROVE OTHER
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SIGNAT-U-RE(S):(a-ze
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ACTION OF BOAR6/N I ��J [2APPROVED AS RECOMMENDED OTHER
VO OF SUPERVISORS
I HEREBY CERTIFY THAT THIS IS A TRUE AND CORRECT
UNANIMOUS(AB ) 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—Lori Gentles(5-1766) ATTESTED
cc: County Administrator's Office JOHN B.CULLEN,CLERKOF THE B ARD OF
County Counsel's Office—Vickie L. Dawes SUPERVISORS AND COUNTY ADMINISTRATOR
Auditor-Controller's Office—Elizabeth Verigin
Contra Costa County Employees'Retirement Association n
BY l`� ` DEPUTY
M382(10/88)
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Nfift Adopted this Order on /0, 2AeC2 �7 by the following vote:
AYES: T- , 'r / I I I
NOES: No
ABSENT: I V
ABSTAIN: IV N�
SUBJECT: Compensation and Benefits Authorized for )
County Elected and Appointed Department )
Heads, Management, Exempt, and )
Unrepresented Employees for the Period ) Resolution No. 2007/192
October 1, 2005 to September 30, 2008 )
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, 2008,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. 2002/608, Item 2 (as to District
Attorney Office Safety Employees) and Item 3 of Resolution 2002/615, 2006/609, and
2006/709, this Resolution supercedes all previous resolutions providing compensation and
benefits for the employees listed herein, including but not limited to Resolution No.
2006/743.
Unless expressly provided otherwise, this Resolution is subject to the provisions of
Resolutions providing general and pay equity salary adjustments; Administrative Bulletins;
the 1937 County Employees Retirement Act; Memoranda of Understanding covering
represented Managers; the County Salary Regulations; and the County Personnel
Management Regulations. This Resolution does not authorize compensation and benefits
for any Management or Unrepresented employees of the Contra Costa County Superior
Court.
Management and Unrepresented employees include employees in Classified, Project and
Exempt classifications. This Resolution is organized to distinguish (i)those general County
benefits provided to all Managers, Exempt and Unrepresented employees; (ii)those benefits
provided exclusively to Management and Exempt employees; (iii) 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.
I. BENEFITS FOR MANAGEMENT,EXEMPTAND UNREPRESENTED EMPLOYEES
are provided for those classes listed in Exhibit A.
II. BENEFITS FOR MANAGEMENT AND EXEMPT EMPLOYEES are provided for
those classes listed in Exhibit A, excepting the classes listed in Exhibit B.
111. 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.
V. ONE TIME WORK LEAVE is provided for those classes listed in Exhibit D.
Orig Dept.: Human Resources Department-Lori Gentles(335-1766)
cc: County Administrator's Office
County Counsel-Vickie L..Dawes
Auditor—Controller-Elizabeth Verigin
Contra Costa County Employees' Retirement Association
RESOLUTION NO. 2007/192
TABLE OF CONTENTS
Resolution No. 2007/192
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
1.70 One Time Work Leave
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
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RESOLUTION NO. 2007/192
4. Mileage Reimbursement
5. Retirement Contribution
6. 414H2 Participation
7. Training
7.10 Career Development Training Reimbursement
7.11 Management Development Policy
8. Bilingual Pay Differential
9. Higher Pay for Work in a Higher Classification
10. Workers' Compensation and Continuing Pay
10.10 Waiting Period
10.11 Continuing Pay
10.12 Physician Visits
10.13 Labor Code §4850 Exclusion
11. Other Terms and Conditions of Employment
11.10 Overtime Exempt Exclusion
11.11 Overtime
11.12 Length of Service Credits
11.13 Mirror Classifications
11.14 Deep Classes
11.15 Administrative Provisions
II. Benefits for Management and Exempt Employees
12. Management Longevity Pay
12.10 Ten Years of Service
12.11 Fifteen Years of Service
13. Deferred Compensation Incentive
14. Annual Management Administrative Leave
15. Management Life Insurance
16. Vacation Buy Back
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RESOLUTION NO. 2007/192
17. Professional Development Reimbursement
18. Sick Leave Incentive Plan
19. Video Display terminal (VDT) Users Eye Examination
20. Long-Term Disability Insurance
III. Benefits for Elected and Appointed Department Heads
21. Executive Automobile Allowance
22. Executive Life Insurance
23. Executive Professional Development Reimbursement
23.1 Executive Advanced Notice Differential
24. Appointed Department Heads
25. Elected Department Heads
26. Elected Department Head Benefits
IV. Special Benefits for Management Employees 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
RESOLUTION NO. 2007/192
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
45. Nursing Shift Coordinator, Staff Nurse-Per Diem, and Staff Advice
Nurse-Per Diem Holiday Pay
46. Planner III/ Environmental Planner Assignment Differential
47. Podiatrists/Optometrists Unrepresented Status
48. Real Property Agent Advanced Certificate Differential
49. Sheriffs Sworn Management P.O.S.T.
50. Sheriffs Continuing Education Allowance
51. Sheriff's Emergency Services.Standby Differential
52. Longevity Differential for Sheriffs Law Enforcement Management
53. Sheriffs Uniform Allowance
54. Professional Development Differential for Treasurer-Tax Collector
Management Classes
55. Public Works Maintenance Managers Scheduled Day Off
56. Public Works Emergency Work Differential
57. Public Works Seasonal Construction Differential
58. Public Works Maintenance Managers Education Allowance
59. Certified Elections/Registration Administrator Certification Differential
60. Staff Nurse-Per Diem and Staff Advice Nurse-Per Diem Overtime Pay
61. Staff Nurse-Per Diem Differentials
62. Staff Advice Nurse-Per Diem Shift Differentials
63. Nurse Shift Coordinator Differentials
64. Employment and Human Services Division Manager Differential
65. Sheriff- Detention Division Meals
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RESOLUTION NO. 2007/192
66. Sheriff- Retirement Tiers; Contribution Toward Cost of Enhanced
Retirement Benefit
66.10 Safety Tier R
66.11 Safety Tier C
66.12 Rehires
66.13 Sworn Employees with More than 30 Years of Service
66.14 Retirement Tier Elections
66.15 Eligible Employees
67. Probation- Safety Employees Retirement Tier; Contribution Toward Cost
of Enhanced Retirement Benefit
67.10 Retirement Tier
68. Longevity Differential For Specified Nursing Manager Classes
68.10 Seven Years of Service
68.11 Ten Years of Service
68.12 Fifteen Years of Service
68.13 Twenty Years of Service
68.14 Eligible Classes
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RESOLUTION NO. 2007/192
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 workweek in recognition of their regularly
scheduled day off. The requested day off must be within the same workweek 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. If the approved day off is a nine
(9) hour workday, the employee must use one (1) hour of non-sick-leave
accruals. If the approved day off is a ten (10) hour workday, the employee must
use two(2) hours of non-sick-leave accruals. If the employee does not have any
non-sick-leave accrual balances, leave without pay (AWOP) will be authorized.
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RESOLUTION NO. 2007/192
1.14 Holidays - Part-Time Employees: Permanent, part-time employees are entitled
to observe a holiday (day off work) in the same ratio as the number of hours in
the part time employee's weekly schedule bears to forty (40) hours.
1.15 No Overtime Pay, Holiday Pay. or Comp Time: Unrepresented, management,
and exempt employees are not entitled to receive overtime pay, holiday pay,
overtime compensatory time,or holiday compensatory time. Employees who are
unable or not permitted to observe a holiday (take the day off), are authorized to
receive overtime pay ONLY IF the employee is on the Overtime Exempt
Exclusion List (see Section 11).
1.16 Personal Holiday Credit: Employees are entitled to accrue two (2) hours of
personal holiday credit each month. This time is prorated for part time
employees. No employee may accrue more than forty (40) hours of personal
holiday credit. On separation from County service, employees are paid for any
unused personal holiday credit hours at the employee's then current rate of pay,
up to a maximum of forty (40) hours.
1.20 Vacation: Employees are entitled to accrue paid vacation credit not to exceed the
maximum cumulative hours as follows:
Monthly Maximum
Accrual Cumulative
Length of Service Hours Hours
Under 11 years 10 240
11 years 10-2/3 256
12 years 11-1/3 272
13 years 12 288
14 years 12-2/3 304
15 through 19 years 13-1/3 320
20 through 24 years 16-2/3 400
25 through 29 years 20 480
30 years and up 23-1/3 560
1.30 Sick Leave: Employees are entitled to accrue paid sick leave credit in
accordance with the provisions of the County Salary Regulations and
Administrative Bulletin No. 411.7 (Sick Leave Policy) adopted on October 17,
1997, as periodically amended.
1.40 Part-Time Employees: Part-time employees are entitled to accrue paid vacation
and sick leave credit on a pro-rata basis.
1.50 Family Care Leave: The provisions of Section 1006.3 of the Personnel
Management Regulations and Resolution No. 94/416, as amended, relating to
Leaves of Absence and Family Care Medical Leave apply to all employees
covered by this Resolution, except that such employees shall not be entitled
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RESOLUTION NO. 20071192
to Family Care or Medical Leave on a calendar year basis. Instead, such
employees shall be entitled to at least eighteen (18) weeks of leave in a
"rolling" twelve (12) month period, which shall be measured backward from
the date the employee uses FMLA leave.
1.60 Leave Without Pay - Use of Accruals: The provisions of Section 1006.6 of the
Personnel Management Regulations, as amended, relating to use of accruals
while on leave without pay, apply to all employees covered by this Resolution.
1.70 One Time Work Leave: Employees in the classifications listed in Exhibit D,
who are in active, leave, or paid leave status in a permanent full-time,
permanent part-time, or permanent-intermittent position as of December 31,
2006, will receive a one-time award of twenty-four (24) work-leave hours.
Permanent part-time and permanent-intermittent employees will receive the
one-time award on a pro-rated basis.
a. Permanent part-time employees will receive a prorated one-time
award of twenty-four (24) hours based on dividing the employee's
official standard hours by forty (40) and multiplying by twenty-four
(24), rounded to the nearest hour with a minimum award of four(4)
hours.
b. Permanent-intermittent employees will receive a prorated one-time
award of twenty-four (24) hours based on each employee's
average regular hours worked during July 1, 2005 through June
30, 2006, multiplied by twenty-four (24), rounded to the nearest
hour with a minium award of four (4) hours.
c. Excluding those employees in 24/7 shift positions, work-leave
balances will be cleared upon termination, promotion, demotion,
or transfer to an ineligible classification, or on September 30,
2008. Employees in 24/7 shift positions who are unable to use
their work-leave hours will be paid off for any unused time upon
approval by the Human Resources Director.
d. Employees will be granted their choice of a work-leave day,
whenever possible. If an employee is not granted their choice of
a work-leave day, the supervisor must suggest alternate dates. If
the employee and supervisor cannot agree on an alternate date,
the employee must observe a work-leave day on the employee's
birthday. An employee whose birthday falls on a scheduled day
off may observe a work-leave day immediately preceding or
following the employee's birthday.
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RESOLUTION NO. 2007/192
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, Pian 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 ten thousand dollars($10,000)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.
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RESOLUTION NO. 2007/192
2.14 Health Plan Coverages and Provisions: The following provisions are applicable
regarding County Health Plan participation:
a. Health, Dental and Life Participation by Other Employees: Permanent part-
time employees working nineteen (19) hours per week or less and
permanent-intermittent employees may participate in the County Health or
Dental plans (with the associated seven thousand five hundred dollars
[$7,500] life insurance benefit) at the employee's full expense.
b. EmRloyee Contribution Deficiencies: The County's contribution to the Health
Plan premium is payable for any month in which the employee is paid. If an
employee's compensation in any month is not sufficient to pay the employee
share of the premium, the employee must make up the difference by
remitting the unpaid amount to the Auditor—Controller. The responsibility for
this payment rests with the employee.
c. Leave of Absence: The County will continue to pay the County share of
health care premiums for enrolled employees who are on an approved paid
or unpaid leave of absence for a period of thirty days (30) or more provided
the employee's share of the health care premium is paid by the employee.
2.15 Retirement Coverage:
a. Upon retirement, employees and their eligible family members may remain
in their County health/dental plan, but without County-paid life insurance
coverage,if immediately before their proposed retirement the employees and
dependents are either active subscribers to one of the County contracted
health plans or if while on authorized leave of absence without pay,they have
retained continuous group or individual conversion membership during the
leave period. For the term of this Resolution, the County will make the
medical and dental plan contributions expressed in Section 2.11 for such
retired employees and their eligible family members.
b. Employees Who File For Deferred Retirement: Employees, who resign and
file for a deferred retirement and their eligible family members, may continue
in their County group health and dental plan under the following conditions
and limitations.
1. Health and dental coverage during the deferred retirement period is
totally at the expense of the employee, without any County
contributions.
2. Life insurance coverage is not included.
3. To continue health and dental coverage, the employee must:
i. be qualified for a deferred retirement under the 1937 Retirement
Act provisions;
ii. be an active member of a County group health and/or dental plan
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RESOLUTION NO. 2007/192
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 th 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.
C. Employees Hired After December 31, 2006- Eligibility for Retiree Health
Coverage: All employees hired after December 31, 2006 are eligible for
retiree health coverage pursuant to subsections (a) and (b), above, upon
completion of fifteen (15)years of service as an employee of Contra Costa
County. For purposes of retiree health eligibility, a year of service is
defined as one thousand (1,000) hours worked within an anniversary year.
The existing method of crediting service while an employee is on an
approved leave of absence will continue for the duration of this Resolution.
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RESOLUTION NO. 2007/192
2.16 Dual Coverage:
a. If a husband and wife both work for the County and one (1)of them is laid off,
the remaining employee, if eligible,will be allowed to enroll or transfer into the
health coverage combination of his/her choice.
b. An eligible employee who loses medical or dental coverage through a spouse
will be allowed to enroll or transfer into the County contracted health
coverage combination of his/her choice within thirty (30) days of the date
coverage is no longer afforded under the spouse's plan.
2.17 Family Member Eligibility Criteria. The following persons may be enrolled as the
eligible Family Members of a medical or dental plan Subscriber:
a. The Subscriber's Spouse.
b. The Subscriber's Domestic Partner.
c. The following children, provided that the child is dependent, unmarried and
under twenty-five (years) years of age:
i. The natural or legally adopted child of a subscriber or the subscriber's
spouse or domestic partner, including newborn children and children
placed in the physical custody of a member for adoption. In the case of
an adopted child, proof of eligibility by a court adoption order and a copy
of a United States income tax return showing the child as a dependent
may be required.
ii. A foster child for whom the subscriber of the subscriber's spouse or
domestic partner is the legal guardian and primary source of support.
Nevertheless, foster children who are eligible for Medi-Cal coverage are
not eligible for coverage under the County health plans. In the case of a
foster child, proof of eligibility by a copy of a Social Service Foster Care
Agreement and a letter from the Employment and Human Services
Department verifying that the child s not eligible for Medi-Cal coverage,
will be required.
iii. For dependents aged nineteen (19)to twenty-five (25), a statement may
be required to verify that the child is legally dependent in accordance with
Internal Revenue Service requirements.
iv. Attainment of limiting age will not terminate coverage of a child while the
child is and continues to be both (a) incapable of self-sustaining
employment by reason of mental retardation or physical handicap and(b)
chiefly dependent upon the Member for support and maintenance,proved
the proof of such incapacity and dependency is furnished to the Plan
Administrator by the Subscriber within the thirty-one (31) days of the
child's twenty-fifth (25`h) birthday and annually thereafter, if required by
the Plan Administrator.
2.18 Catastrophic Leave Bank: All employees are included in the Catastrophic Leave
Bank and may designate a portion of accrued vacation, compensatory time,
holiday compensatory time, or personal holiday credit to be deducted from the
donor's existing balances and credited to the bank or to a specific eligible
employee.
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RESOLUTION NO. 2007/192
a. The County Human Resources Department operates a Catastrophic Leave
Bank which is designed to assist any County employee who has exhausted
all paid accruals due to a serious or catastrophic illness, injury, or condition
of the employee or family member. The program establishes and maintains
a Countywide bank wherein any employee who wishes to contribute may
authorize that a portion of his/her accrued vacation, compensatory time,
holiday compensatory time or personal holiday credit be deducted from those
account(s) and credited to the Catastrophic Leave Bank. Employees may
donate hours either to a specific eligible employee or to the bank. Upon
approval, credits from the Catastrophic Leave Bank may be transferred to a
requesting employee's sick leave account so that employee may remain in
paid status for a longer period of time,thus partially ameliorating the financial
impact of the illness, injury or condition. Catastrophic illness or injury is
defined as a critical medical condition, a long-term major physical impairment
or disability that manifests itself during employment.
b. The plan is administered under the direction of the Director of Human
Resources. The 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
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RESOLUTION NO. 2007/192
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
benefits, except for hours donated to a specific employee. In the event a
donation is made to a specific employee and the committee determines the
employee does not meet the Catastrophic Leave Bank criteria, the donating
employee may authorize the hours to be donated to the bank or returned to
the donor's account. The donating employee has fourteen (14) calendar
days from notification to submit his/her decision regarding the status of their
donation, or the hours will be irrevocably transferred to the Catastrophic
Leave Bank.
j. Any unused hours transferred to a recipient will be returned to the
Catastrophic Leave Bank.
2.19 Health Care Spending Account: After six (6) months of permanent employment,
employees may elect to participate in a Health Care Spending Account(HCSA)
Program designated to qualify for tax savings under Section 125 of the Internal
Revenue Code, but such savings are not guaranteed. The HCSA Program
allows employees to set aside a predetermined amount of money from their pay,
not to exceed four thousand five hundred dollars ($4,500) per calendar year, of
before tax dollars, for health care expenses not reimbursed by any other health
benefits plan. HCSA dollars can be expended on any eligible medical expenses
allowed by Internal Revenue Code Section 125. Any unused balance is forfeited
and cannot be recovered by the employee. Effective January 1, 2008, the
amount the employee can set aside shall not exceed five thousand dollars
($5,000) per calendar year.
2.20 PERS Long-Term Care: The County will deduct and remit monthly premiums to
the PERS Long-Term Care Administrator for employees who are eligible and
voluntarily elect to purchase long-term care at their personal expense through
the PERS Long-Term Care Program.
2.21 Dependent Care Assistant Program: The County will offer the option of enrolling
in a Dependent Care Assistance Program (DCAP) designed to qualify for tax
savings under Section 129 of the Internal Revenue Code, but such savings are
not guaranteed. The program allows employees to set aside up to five thousand
dollars ($5,000) of annual salary (before taxes) per calendar year to pay for
eligible dependent care (child and elder care) expenses. Any unused balance
is forfeited and cannot be recovered by the employee.
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RESOLUTION NO. 2007/192
3. Personal Protective Equipment: The County will .reimburse employees for safety
shoes and prescription safety eyeglasses in those Management, Exempt and
Unrepresented classifications which the County Administrator has determined eligible
for such reimbursement.
3.10 Safety Shoes. The County will reimburse eligible employees for the purchase
and repair of safety shoes in an amount not to exceed two hundred seventy-five
dollars ($275)for each two (2)year period beginning on January 1, 2002. There
is no limit on the number of shoes or repairs allowed.
3.11 Safety Eyeglasses. The County will reimburse eligible Management, Exempt
and Unrepresented employees for prescription safety eyeglasses which are
approved by the County and are obtained from and establishment approved by
the County.
4. Mileage Reimbursement: The County will pay a mileage allowance for the use of
personal vehicles on County business at the rate allowed by the Internal Revenue
Service(IRS)as a tax deductible expense,adjusted to reflect changes in this rate on the
date it becomes effective or the first of the month following announcement of the
changed rate by the IRS, whichever is later.
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. 4141-112 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 Reim bursementAll full-time employees(excluding
attorney classes)are eligible for career development training reimbursement not
to exceed seven hundred fifty dollars ($750) 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
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RESOLUTION NO. 2007/192
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
through the regular demand process with demands being accompanied by
proof of payment (copy of invoice or canceled check).
8. Bilingual Pay Differential: A monthly salary differential will be paid to incumbents
of positions requiring bilingual proficiency as designated by the Appointing Authority
and the Director of Human Resources. The differential will be prorated for
employees working less than full time and/or on an unpaid leave of absence during
any given month. The differential is one hundred dollars ($100.00) per month.
Designation of positions for which bilingual proficiency is required is the sole
prerogative of the County,and such designations may be amended or deleted at any
time.
9. Higher pay for Work in a Higher Classification: The County Salary Regulations
notwithstanding, when an employee is required to work in a higher paid
classification, the employee will receive the higher compensation for such work,
pursuant to the County Salary Regulations, plus any differentials and incentives the
employee would have received in his/her regular position. Unless the Board has by
Resolution otherwise specified, the higher pay entitlement will begin on the
completion'of the 40th consecutive hour in the assignment, retroactive to the
beginning of the second full day of work in the assignment.
10. Workers' Compensation and Continuing Pay: For all accepted workers'
compensation claims filed with the County during calendar year 2007,
employees will receive eighty percent (80%) of their regular monthly salary
during any period of compensable temporary disability not to exceed one (1)
year. For all accepted workers' compensation claims filed with the County on or
after January 1, 2008, employees will receive eighty percent (75%) of their
regular monthly salary during any period of compensable temporary disability not
to exceed one (1) year. Pay based on accepted workers' compensation claims
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RESOLUTION NO. 2007/192
filed before January 1, 2007, but after December 31, 1999, will be paid as
provided in Resolution No. 2006/22. Pay based on accepted workers'
compensation claims filed before January 1, 2000, will be paid as provided in
resolution No. 96/488. If workers' compensation benefits become taxable income,
the County will restore the former benefit level, one hundred percent (100%) of
regular monthly salary.
10.10 Waiting Period: There is a three (3) calendar day waiting period before
workers' compensation benefits commence. If the injured worker loses any
time on the date of injury, that day counts as day one (1) of the waiting
period. If the injured worker does not lose time on the date of the injury, the
waiting period is the first three (3) days following the date of the injury. The
time the employee is scheduled to work during this waiting period will be
charged to the employee's sick leave and/or vacation accruals. In order to
qualify for workers' compensation the employee must be under the care of
a physician. Temporary compensation is payable on the first three (3) days
of disability when the injury necessitates hospitalization,orwhen the disability
exceeds fourteen (14) days.
10.11 Continuing Pay : A permanent employee will receive the applicable
percentage of regular monthly salary in lieu of workers'compensation during
any period of compensable temporary disability not to exceed one year.
"Compensable temporary disability absence"for the purpose of this Section,
is any absence due to work-connected disability which qualifies for temporary
disability compensation underworkers'.compensation law setforth in Division
4 of the California Labor Code. When any disability becomes medically
permanent and stationary, the salary provided by this Section will terminate.
No charge will be made against sick leave or vacation for these salary
payments. Sick leave and vacation rights do not accrue for those periods
during which continuing pay is received. Employees are entitled to a
maximum of one (1) year of continuing pay benefits for any one injury or
illness.
Continuing pay begins at the same time that temporary workers'
compensation benefits commence and continues until either the member is
declared medically permanent/stationary, or until one (1)year of continuing
pay, whichever comes first, provided the employee remains in an active
employed status. Continuing pay is automatically terminated on the date an
employee is separated from County service by resignation, retirement,layoff,
or the employee is no longer employed by the County. In these instances,
employees will be paid workers' compensation benefits as prescribed by
workers'compensation laws. All continuing pay must be cleared through the
County Administrator's Office, Risk Management Division.
10.12 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
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RESOLUTION NO. 2007/192
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
procedures for the Overtime Exempt Exclusion List are set forth in the County
Administrator's memo of November 6, 2002, as may be amended.
Employees may be approved for placement on the Overtime Exempt
Exclusion List if and when they are assigned to a special or temporary project
or task that requires persistent, excess work hours, without relief from their
regular job duties. Overtime pay will not be authorized as a means to address
normal staffing or operational issues.
11.11 Overtime: Employees on the Overtime Exempt Exclusion List will be
compensated at one and one-half (1.5) times their base rate of pay
(excluding differentials) for authorized work exceeding eight (8) hours in a
day or forty (40) hours in a week.
11.12 Length of Service Credits: Length of service credit dates from the beginning
of the last period of continuous County employment, including temporary,
provisional and permanent status and absences on an approved leave of
absence; except that when an employee separates from a permanent
position in good standing and is subsequently re-employed in a permanent
County position within two (2) years from the date of separation, the period
of separation will be bridged. Under these circumstances,the service credits
will include all credits accumulated at the time of separation but will not
include the period of separation. The service credits of an employee are
determined from employee status records maintained by the Human
Resources Department.
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RESOLUTION NO. 2007/192
11.13 Mirror Classifications: As determined in the sole discretion of the Director of
Human Resources, employees in unrepresented job classifications that
mirror Management, represented or unrepresented job classifications may
receive the salary and fringe benefits that are received by employees in the
mirror classification.
11.14 Deep Classes: No provision of this Resolution regarding terms and conditions
of employment supersedes any provision of any Deep Class Resolution.
11.15 Administrative Provisions: The County Administrator may establish
guidelines, bulletins or directives as necessary to further define or implement
the provisions of this resolution.
II. BENEFITS FOR MANAGEMENT AND EXEMPT EMPLOYEES
Employees will receive the benefits provided under Part I and the following additional
benefits:
12. Management Longevity Pay:
12.10 Ten Years of Service:
a. Employees who have completed ten (10) years of service for the County are
eligible to receive a two and one-half percent (2.5%) longevity differential
effective on the first day of the month following the month in which the employee
qualifies for the ten (10) year service award.
b. In lieu of subsection a, 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 years of service effective on the first day
of the month following the month in which the employee qualifies for the ten (10)
year service award.
c. Effective July 1, 2006, this section does not apply to employees eligible to
receive the Longevity Differential for Specified Nursing Management Classes
(Part 4, section 68.)
d. Effective April 1, 2007, this section does not apply to members of the Board of
Supervisors,except those members who were receiving this benefit as of March
31, 2007.
12.11 Fifteen Years of Service:
a. Employees who have completed fifteen (15)years of service for the County are
eligible to receive an additional two and one-half percent (2.5%) longevity
differential effective on the first day of the month following the month in which
the employee qualifies for the fifteen (15) year service award. For employees
who completed fifteen (15) years of service on or before January 1, 2007, this
longevity differential will be paid prospectively only from January 1, 2007.
b. In lieu of subsection a, employees in positions ineligible to receive vacation or
sick leave accruals or to convert a portion of those accruals to cash under the
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RESOLUTION NO. 2007/192
terms of this Resolution are eligible to receive an additional two and one-half
percent(2.5%)longevity differential upon the completion of fifteen (15)years of
service effective on the first day of the month following the month in which the
employee qualifies for the fifteen (15) year service award. For employees who
completed fifteen years of service on or before January 1, 2007, this longevity
differential will be paid prospectively only from January 1, 2007.
c. This section does not apply to employees eligible to receive the Longevity
Differential for District Attorney Law Enforcement Management(Part 4, section
40,) the Longevity Differential for Sheriffs Law Enforcement Management(Part
4, section 52,) or the Longevity Differential for Specified Nursing Management
Classes (Part 4, section 68.)
d. Effective April 1, 2007, this section does not apply to members of the Board of
Supervisors,except those members who were receiving this benefit as of March
31, 2007.
13. Deferred Compensation Incentive:The County will contribute eighty-five dollars($85)
per month to each employee who participates in the County's Deferred Compensation
Plan. To be eligible for this Deferred Compensation 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
eighty-five dollar ($85) Deferred Compensation Incentive. To reestablish eligibility,
employees must again make a Base Contribution Amount as set forth above based on
current monthly salary. Employees with a break in deferred compensation contributions
either because of an approved medical leave or an approved financial hardship
withdrawal will not be required to reestablish eligibility. Further, employees who lose
eligibility due to displacement by layoff, but maintain contributions at the required level
and are later employed in an eligible position, will not be required to reestablish
eligibility.
14. Annual Management Administrative Leave:
A. On January V of each year, full-time unrepresented, management, and exempt
employees in paid status will be credited with seventy (70) hours of paid
Management Administrative Leave. This time is non-accruable and all balances will
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RESOLUTION NO. 2007/192
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.
D. Unrepresented, management, and exempt employees on the Overtime Exempt
Exclusion List are authorized to receive overtime pay; therefore, their Management
Administrative Leave will be reduced by 25% each time the employee is on the List.
The 25%reduction will be deducted from the employee's current leave balance, but
if there is no balance, it will be deducted from future awarded Annual Management
Administrative Leave. This section does not apply to the unrepresented,
management, and exempt attorneys of the Offices of the District Attorney, County
Counsel, and Public Defender (See Section 34).
15. Management Life Insurance: Employees are covered at County expense by term life
insurance in the amount of fifty seven thousand dollars ($57,000) in addition to the
insurance provided under Section 2.12.
16. Vacation Buy Back:
A. Employees may elect payment of up to one-third (1/3) of their annual vacation
accrual, subject to the following conditions: (1) the choice can be made only once
in each calendar year; (2) payment is based on an hourly rate determined by
dividing the employee's monthly salary by 173.33; and (3)the maximum number of
vacation hours that may be paid in any calendar year is one-third (1/3)of the annual
accrual.
B. Where a lump-sum payment is made to employees as a retroactive general salary
adjustment for a portion of a calendar year that is subsequent to the exercise by an
employee of the vacation buy-back provision herein,that employee's vacation buy-
back will be adjusted to reflect the percentage difference in base pay rates upon
which the lump-sum payment was computed, provided that the period covered by
the lump-sum payment includes the effective date of the vacation buy-back.
17. Professional Development Reimbursement: Employees (excluding Department
Heads, their Chief Assistant(s), Engineering Managers, and all Attorney classes) are
eligible for reimbursement of up to six hundred twenty-five dollars ($625)for each two
(2) year period beginning on January 1, 1999, for memberships in professional
organizations,subscriptions to professional publications,attendance fees atjob-related
professional development activities and purchase ofjob-related computer hardware and
software (excludes automation connectivity, support, or subscription fees) 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
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RESOLUTION NO. 2007/192
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.
Each professional development reimbursement request must be approved by the
Department Head and submitted through the regular demand process. Demands must
be accompanied by proof of payment(copy of invoice or receipt). Certification regarding
compliance with the County's computer use and security policy may be required.
Questions regarding appropriateness of request will be answered by the Office of the
County Administrator.
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 Sick
Continuous Service 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.
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RESOLUTION NO. 2007/192
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.
20. Long-Term Disability Insurance: The County will continue in force the Long-Term
Disability Insurance program with a replacement limit of eighty-five (85%) of total
monthly base earnings reduced by any deductible benefits.
III. BENEFITS FOR ELECTED AND APPOINTED DEPARTMENT HEADS
Department Heads will receive the benefits provided under Part I and Part II and the following
additional benefits:
21. Executive Automobile Allowance: Except as provided in Subsection D, the County
Administrator and the following appointed Department Heads and elected Department
Heads are eligible to receive a monthly automobile allowance plus mileage for miles
driven outside Contra Costa County at the rate per mile allowed by the Internal Revenue
Service (IRS) as a deductible expense. Receipt of the automobile allowance means
that the recipients must furnish a private automobile for County business. Allowance
is made as follows:
A. County Administrator= $600 per month
B. Elected Department Heads = $600 per month
Assessor District Attorney
i Auditor—Controller
Clerk—Recorder Treasurer—Tax Collector
C. Appointed Department Heads = $600 per month
Agricultural Commissioner/Director of Weights and Measures
Chief Assistant County Administrator
Community Services Director
County Counsel
County Librarian
County Probation Officer
County Veteran's Service Officer
County Welfare Director
Director of Animal Services
Director of Building Inspection
Director of Child Support Services
Director of Community Development
Director of General Services
Director of Health Services
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RESOLUTION NO. 2007/192
Director of Human Resources
Director of Information Technology
LAFCO Director
Public Defender
Public Works Director
Retirement Administrator
D. Sheriff-Coroner= $500 per month, plus mileage for miles driven inside and outside
Contra Costa County.
If use of a County vehicle is temporarily required as a result of an emergency such as
an accident or mechanical failure to the recipient's personal automobile, with the
approval of the General Services Department, a County vehicle may be utilized. The
General Services Department will charge the recipient's department for the cost of the
County vehicle usage consistent with County Policy.
22. Executive Life Insurance : In lieu of the insurance provided under Section 15,
Department Heads are covered at County expense by term life insurance in the amount
of sixty thousand dollars ($60,000) additional to the insurance provided under Section
2.12.
23. Executive Professional Development Reimbursement Department Heads and their
chief assistant(s) (excluding Attorney classes) are eligible for reimbursement of up to
nine hundred twenty-five dollars($925)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 (excludes automation connectivity, support, or subscription fees) 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.
Each executive professional development reimbursement request must be approved by
the Department Head and submitted through the regular demand process. Demands
must be accompanied by proof of payment (copy of invoice or receipt). Certification
regarding compliance with the County's computer use and security policy may be
required. Questions regarding appropriateness of request will be answered by the
Office of the County Administrator.
23.1 Executive Advanced Notice Differential : An Appointed Department Head or an
eligible key executive employee who gives the appointing authority and the County
Administrator 12 months' advance written notice of his or her voluntary separation from
County employment is eligible for a differential of two percent (2%) of his or her base
rate of pay for each month from the first day of the month following the month in which
notice is given until the date of separation, but not to exceed 12 months. The differential
will be paid in a single lump sum upon separation from County employment, subject to
the usual tax withholding and retirement deductions. If the Appointed Department Head
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RESOLUTION NO. 2007/192
or eligible key executive employee later changes his or her separation date, he or she
will be ineligible for the differential, unless the separation date was changed at the
written request of the appointing authority. The eligible key executive employee
positions will be identified in a subsequent resolution and will only be eligible for this
benefit prospectively after the adoption of the subsequent resolution.
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 Child Support Services, 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 Attorney—Public Administrator,
Sheriff—Coroner, and Treasurer—Tax Collector.
26. Elected De artment Head Benefits: Elected Department Heads will receive only the
following benefits under Parts I, II, and III, together with such benefits as may be
authorized under Part IV:
A. The benefits provided under Part I, 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.
C. As compensation for not accruing paid vacation credit, in addition to the benefits of
Part II, Section 13, twelve thousand dollars ($12,000) as a deferred compensation
contribution will be added to the elected department head's deferred compensation
account effective July 1 of each year(commencing July 1, 2007). If after July 1, but
prior to June 30 of the next succeeding year,for any reason,the elected department
head's occupancy of office terminates and/or expires,the elected department head
is entitled to an additional deferred compensation account contribution prorated from
July 1 to include the time period the elected department head served prior to the
next June 30. Further, if, for any reason, all or part of such deferred compensation
cannot be paid into a deferred compensation account the elected department head
is entitled to an equivalent lump-sum payment. None of the County's twelve
thousand dollar ($12,000) contribution may be used to establish eligibility and
qualification to receive the additional eighty-five dollars ($85) monthly Deferred
Compensation Incentive contribution otherwise provided by the County.
D. The,benefits provided under Part III, Sections 21, 22, and 23.
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IV. SPECIAL BENEFITS FOR MANAGEMENT EMPLOYEES BY DEPARTMENT OR CLASS
27. Accounting Certificate Differential Incumbents of Management professional
accounting, auditing or fiscal officer positions who possess one of the following
certifications in good standing will receive a differential of five percent (5%) of base
monthly salary: (1)A valid Certified Public Accountant(CPA)license issued by the State
of California, Department of Consumer Affairs, Board of Accountancy; (2) a Certified
Internal Auditor (CIA) certification issued by the Institute of Internal Auditors; (3) a
Certified Management Accountant (CMA) certification issued by the Institute of
Management Accountants; or (4) a Certified Government Financial Manager (CGFM)
certification issued by the Association of Government Accountants.
28. Agriculture Department Differential : The classes of Supervising Weights and
Measures Inspector(BWHA)and Deputy Agricultural Commissioner(BAHA)will receive
a differential of three and one-half percent(3.5%)of base monthly salary for possession
of either a valid Commissioner License or a valid Sealer of Weights and Measures
License.
29. Angiogram Differential: Employees in the classes of Chief Radiology Technologist
(V8HB) and assistant Chief Radiology Technologist (V8HC) when performing an
angiogram other than on day shift, Monday through Friday, will be additionally
compensated at a flat rate of five hundred dollars ($500) per procedure.
30. Animal Services Search Warrant: Employees in the Management classes of Deputy
Director of Animal Services (BJDF) and Animal Services Lieutenant (BJHB) will be
compensated for time spent in assisting law enforcement agencies in the serving of
search warrants. The amount of special compensation per incident is one hundred
dollars($100)and it will continue to be equal to that paid to Animal Services Officers for
performing this duty. Only employees involved in actual entry team activities will be so
compensated. The department continues to retain the sole right to select and assign
personnel to such search warrant duty.
31. Animal Services Uniform Allowance: The uniform allowance for employees in the
Management classifications of Animal Services Lieutenant(BJHB)and Deputy Director
of Animal Services (BJDF) is eight hundred dollars ($800) effective July 1, 2001,
payable one-twelfth (1/12) of the yearly total in monthly pay warrants. Any other
increase in the Uniform Allowance, which may be granted to Animal Services Officers
while this Resolution is in effect,is granted to the Animal Services Management classes.
32. Attorney 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)
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B. Excluded Benefits are as follows:
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 34).
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 35): fifty percent
(50%)of the benefit 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.
34. Attorney Management Administrative Leave:
A. On January 1s' of each year, full time unrepresented, management, and exempt
attorneys in paid status in the Offices of the District Attorney, County Counsel,
Public Defender, and Child Support Services, excluding fixed-term and contract
attorneys, will be credited with eighty (80) hours of Management Administrative
Leave. Management Administrative Leave must be used during the calendar year
in which it is credited and any unused hours may not be carried forward.
B. Attorneys appointed between January 1" and June 30th, inclusive, are eligible for
eighty (80) hours of Management Administrative Leave on the first succeeding
January 1St and annually thereafter. Attorneys appointed on or after July 1 ' are
eligible for sixty (60) hours of Management Administrative Leave on the first
succeeding January 1 s` and are eligible for eighty (80) hours annually thereafter.
C. Permanent part time attorneys are eligible for Management Administrative Leave on
a prorated basis,based upon their position hours,beginning on January 1 Stfollowing
their appointment and in the same proportion on each January 1 St thereafter.
Permanent-intermittent attorneys are not entitled to Management Administrative
Leave. Any attorney on a leave of absence will have his/her Management
Administrative Leave hours pro rated upon his/her return.
D. Unrepresented, management, and exempt attorneys on the Overtime Exempt
Exclusion List are authorized to receive overtime pay; therefore,their Management
Administrative Leave will be reduced by 25% each time the attorney is on the List.
The 25% reduction will be deducted from the employee's current leave balance, but
if there is no balance, it will be deducted from future awarded Management
Administrative Leave.
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RESOLUTION NO. 2007/192
35. Attorney Professional Development Reimbursement: The County will reimburse
employees in the below-listed Management attorney classifications up to a maximum of
seven hundred dollars ($700) each fiscal year for the following types of expenses:
A. Purchase of job-related computer hardware and software.
B. Membership dues in legal professional associations.
C. Purchase of legal publications.
D. Training and travel costs for job-related educational courses.
E. Legal on-line computer services.
Any unused accrual may be carried forward to the next fiscal year up to a maximum of
eight hundred dollars ($800). The eligible classes are as follows:
Assistant County Counsel Chief Trial Deputy Public Defender
Assistant County Counsel-Exempt Deputy District Attorney-Basic Level*
Assistant Public Defender Deputy District Attorney-Advanced
Assistant Public Defender-Exempt Public Defender
Asst. Chief Deputy District Atty-Exempt Senior Deputy District Atty-Exempt
Chief Deputy District Attorney-Exempt Supervising Attorney - Child Support
Chief Asst. County Counsel-Exempt Services
Chief Asst. Public Defender- Exempt Attorney - Advanced Child Support
County Counsel Services
Civil Litigation Attorney-Deep Class Attorney - Basic Child Support Services
Deputy County Counsel-Deep Class Attorney - Entry Child Support Services
Deputy County Counsel I
Senior Financial Counsel - Exempt
District Attorney-Public Admin
*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 two and one-half percent (2.5%) 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.
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RESOLUTION NO. 2007/192
E. Society of Real Estate Appraisers Senior Residential Appraiser designation.
F. Any other certification approved by the County Assessor and the Director of Human
Resources.
37. Assessor Mileage Reimbursement: Effective October 1, 1999, in lieu of additional
mileage reimbursement, the salaries of the Supervising Appraiser and Supervising
Auditor-Appraiser classifications are increased by one (1) level. Beginning January 1,
2000, mileage allowance for use of their personal vehicles on County business will be
paid at the rate allowed by the Internal Revenue Service.
38. Budget Coordinator P@L: One (1) Senior Deputy County Administrator position
designated by the County Administrator to serve as Budget Coordinator, is entitled to
receive up to an additional one thousand dollars ($1000) per month.
39. District Attorney Investigator P.O.S.T.: Incumbents of the classes of District Attorney
Lieutenant of Inspectors (6KNB), District Attorney Lieutenant of Inspectors—Welfare
Fraud (6KWG) and District Attorney Chief of Inspectors—Exempt (6KD1) who possess
the appropriate certificates beyond the minimum P.O.S.T. qualifications required in their
class may qualify for one of the following career incentive allowances:
A. A career incentive allowance of two and one-half percent (2.5%) of base monthly
salary will be paid to DA Lieutenant of Inspectors and DA Lieutenant of Inspectors-
Welfare Fraud for the possession of an Advanced P.O.S.T. certificate. This
allowance will be paid to the DA Chief of Inspectors-Exempt for possession of a
Management and/or Executive P.O.S.T. Certificate.
B. A career incentive allowance of five percent(5%)of base monthly salary will be paid
to DA Lieutenant of Inspectors and DA Lieutenant of Inspectors—Welfare Fraud for
possession of an Advanced P.O.S.T. certificate and an approved Baccalaureate
Degree. This allowance will be paid to the DA Chief of Inspectors for possession
of a Management and/or Executive P.O.S.T. certificate and possession of an
approved Baccalaureate Degree.
C. A career incentive allowance of seven and one-half percent(7.5%)of base monthly
salary will be paid to DA Lieutenant of Inspectors and DA Lieutenant of
Inspectors—Welfare Fraud for the possession of an Advanced P.O.S.T. certificate
and possession of an approved Master's Degree. This allowance will be paid to the
DA Chief of Inspectors—Exempt for possession of an approved Management and/or
Executive P.O.S.T. certificate and possession of an approved Master's Degree.
No contining education is required in order to be entitled to any of the foregoing
allowances.
40. Longevity Differential for District Attorney Law Enforcement Management: Sworn
management personnel of the Contra Costa County District Attorney's Office in the
classes listed below are eligible for a differential of five percent (5%) of base monthly
salary on the following conditions: To be eligible for this differential,sworn management
employees must have attained: 1)four (4) years of experience as a peace officer with
Contra Costa County; 2)fifteen (15)years of P.O.S.T. experience; and 3) age thirty-five
(35).
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RESOLUTION NO. 2007/192
Eligible management classes are:
District Attorney Chief of Inspectors—Exempt (6KD1)
District Attorney Lieutenant of Inspectors (6KNB)
Lieutenant of Inspectors—k4felfare Fraud (6KWG)
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. En iineer 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.
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RESOLUTION NO. 2007/192
i
G. Certain job-related instruments,job-related computer hardware and software from
a standardized County approved list or with Department Head approval, provided
each Engineer complies with the provisions of the Computer Use and Security
Policy 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 2004-2005 period, the expense must have
been incurred during the period beginning January 1,2004,through December 31,2005.
Individual professional development reimbursement requests require the approval of the
Department Head. Reimbursement occurs through the regular demand process with
demands being accompanied by proof of payment (copy of invoice or canceled check). j
43. Engineer Structural Registration Differential Incumbents of the management classes
of Structural Engineer-Building Inspection (NESB), Senior Structural Engineer-Building
Inspection (NEVB), Supervising Structural Engineer-Building Inspection (FADB), and
Principal Structural Engineer-Building Inspection (NCHA), employed in the County
Building Inspection Department who possess a valid Certificate of Authority to use the
title "Structural Engineer" issued by the California State Board of Registration for
Professional Engineers, are entitled to receive a differential of five percent (5%) of the
base monthly salary.
44. Library. Department Holidays: For all management and unrepresented employees in
the County Library Department, the day after Thanksgiving is deleted as a holiday and
the day before Christmas is added as a holiday.
45. Nursing Shift Coordinator,Staff Nurse-Per Diem,and Staff Advice Nurse-Per Diem
Holiday Pay: Permanent full time,.permanent part-time and permanent-intermittent
employees in the classification of Nursing Shift Coordinator, who work on a holiday, are
entitled to receive their choice of overtime pay or compensatory time credit for all hours
worked, up to a maximum of eight(8)hours. Employees in the classifications of Nursing
Shift Coordinator-Per Diem, Staff Nurse- Per Diem,and Staff Advice Nurse -Per Diem
who work on a holiday will be compensated at one and one-half(1.5) times the hourly
rate for all hours worked, up to a maximum of eight(8) hours. This provision is effective
on November 1, 2006.
46. Planner III / Environmental Planner Assignment Differential: Incumbents in the
classes of Planner III (5ATA) and Environmental Planner (5ATC) may be given a five
percent(5%)or ten percent(10%)base monthly salary differential at the discretion of the
Department Head while engaged on special project assignments with major political
and/or financial impact. Differentials become effective on the first of the month following
the month approved,and terminate on the last day of the month in which the assignment
is completed, unless terminated earlier by the Department Head. All differential
assignments will be reviewed on July 1 of each year to determine what level of
differential, if any, will continue to be paid.
47. Podiatrists / Optometrists Unrepresented Status: In addition to all general benefits
afforded Unrepresented employees in Section I of this Resolution,the classes of Exempt
Medical Staff Podiatrist (VPS2) and exempt Medical Staff Optometrist (VPS1) are also
eligible for the following benefits:
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RESOLUTION NO. 2007/192
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. Permanent part-time employees are entitled to paid personal leave under this
section on a pro-rated basis.
48. Real Property Agent Advanced Certificate Differential: Employees in the
management classes of Assessor (DAA1), Assistant County Assessor (DAB1), 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.
B. A career allowance of five percent (5%) monthly base pay will be awarded for the
possession of a Management and/or Executive P.O.S.T.Certificate and possession
of an approved Master's Degree.
50. Sheriff's Continuing Education Allowance: Sheriffs Department employees in the
classes of Sheriff's Fiscal Officer (64SJ), Sheriffs Chief of Management Services
(APDC), Sheriffs Communication Director-Dispatch Services (64GA), Administrative
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RESOLUTION NO. 2007/192
Services Assistant III (APTA),and Sheriffs Property and Evidence Manager(64HR)are
eligible to receive a two and one-half percent (2.5%)of base monthly salary Continuing
Education Allowance for any fiscal year in which they complete at least sixty(60) hours
of education or training or at least three(3) semester units of college credit or
combination thereof, approved by the department, subject to the following conditions:
A. An application must be submitted in advance,to the Sheriffs Department prior to the
fiscal year in which the education or training will occur.
B. The education or training must be directly related to the technical or Management
duties of the employee's job.
C. The course must be reviewed and approved by the Sheriffs Department Standards
and Resources Bureau in advance.
D. The employee must show evidence of completion with a passing grade.
51. Sheriff's Emergency Services Standby Differential: Employees in the classes of
Emergency Planning Specialist—Exempt (9GS1), Emergency Planning Coordinator
(9GSA), Senior Emergency Planning Coordinator (9GWB) and County Emergency
Services Manager (9GGA) who perform standby duty of the Office of Emergency
Services at least one (1) week per month, are entitled to receive a differential in the
amount of two and one-half percent (2.5%) of base monthly salary.
52. Longevity Differential for Sheriff's Law Enforcement Management Sworn
management personnel of the Contra Costa County Sheriffs Office in the classes listed
below are eligible for a differential of five percent (5%) of base monthly salary upon
completion of fifteen (15) years of County service as a full-time, permanent sworn law
enforcement officer.
Eligible management classes are: Sheriff-Coroner (6XA1)
Undersheriff(6X4B)
Commander (6XD1)
53. Sheriff's Uniform Allowance The Sheriff-Coroner(6XA1)and non-sworn management
employees in the Sheriff-Coroner's Department will be paid a uniform allowance in the
amount of eight hundred seventy-two dollars ($872) per year effective July 1, 2007,
payable one-twelfth (1/12)of the yearly total in monthly pay warrants. The management
employees eligible forthis uniform allowance are:Sheriff's Fiscal Officer(64SJ),Sheriffs
Chief of Management Services (APDC), Sheriffs Communication Director-Dispatch
Services (64GA, and Sheriffs Administrative Assistant III (ADTA).
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.
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RESOLUTION NO. 2007/192
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 Assistant Field Operations Managers(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 Assistant Field Operations
Manager (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 Assistant Field Operations
Manager(PSGA), and Vegetation Management Supervisor(GPHG)who are scheduled
by the Public Works Director or his designee to work during the "construction season,"
will be compensated at the rate of one (1.00) times their base rate of pay (excluding
differentials)for all authorized work performed in excess of their regularly scheduled work
day or work week.
58. Public Works Maintenance Managers Education Allowance : Employees in the
classifications of Public Works Field Operations Manager (PSFB), Public Works
Assistant Field Operations Manager (PSGA), Public Works Maintenance Supervisor
(PSHB), Vegetation Management Supervisor (GPHG), and Public Works Maintenance
Coordinator (PSSD) 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 sixty
(60) hours of approved education or training or at least three (3) semester units of
approved college credit or approved combination thereof, subject to the following
conditions:
A. The specific education or training must be submitted in writing by the employee to
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RESOLUTION NO. 2007/192
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 of
course work is received and approved by the Public Works Director or his designee.
This allowance automatically terminates at the end of the twelve (12)month period.
59. Certified Elections/Registration Administrator Certification DifferentiaEmployees
in the classification of Clerk Recorder(ALA1)are entitled to receive a monthly differential
in the amount of five percent (5%) of base monthly salary for possession of a valid
Certified Elections/Registration Administrator Certificate issued by The Election Center-
Professional Education Program. Verification of eligibility is by the County Administrator
or designee. Eligibility for receipt of the differential begins on the first day of the month
following the month in which the County Administrator verifies eligibility.
60. Staff Nurse-Per Diem and Staff Advice Nurse-Per Diem Overtime Pay: Employees
in the classifications of Staff Nurse-Per Diem and Staff Advice Nurse-Per Diem,who are
unrepresented and paid on an hourly basis, will be compensated at the rate of one and
one-half(1.5)times their base rate of pay(excluding differentials)for authorized work in
excess of eight (8) hours in a day.
61. Staff Nurse-Per Diem Differentials: Effective September 1, 2003, employees in the
classification of Staff 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.
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.
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RESOLUTION NO. 2007/192
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. Eveninq 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 twenty four(24)
months,even if the special project assignment is longer.When approved,the differential
will become effective on the first day of the following month. No more than two (2)
employees may receive this differential at the same time, even though there may be
more than two (2) special project assignments.
65. Sheriff- Detention Division Meals: Employees assigned to the Detention Division will
have fifteen dollars ($15.00) per month deducted from their pay checks in exchange for
meals provided by the Department. The employee may choose not to eat facility food.
In that case, no fees will be deducted.
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RESOLUTION NO. 2007/192
66. Sheriff- Retirement Tiers: Contribution Toward Cost of Enhanced Retirement
Benefit
66.10. Safety Tier A. For sworn Sheriffs management employees who are employed
by the County as of December 31, 2006, the retirement formula shall be "3
percent at 50." The cost of living adjustment (COLA) to the retirement
allowance shall not exceed (3) percent per year. The employee's final
compensation shall be based on a twelve month (12) month salary average.
Beginning January 1, 2007 and through the remainder of the term of the 2005-
2008 memorandum of understanding between the Deputy Sheriffs Association
and the County and any extension thereof, the employee shall pay three
percent (3%) of his or her retirement base to pay part of the employer's
contribution for the cost of Safety Tier A. Such payments shall be made on a
pre-tax basis in accordance with applicable tax laws. "Retirement base" means
base salary and other payments, such as salary differential and flat rate pay
allowances, used to compute retirement deductions.
66.11 Safety Tier C. For sworn Sheriffs management employees hired by the County
after December 31, 2006,the retirement formula shall be"3 percent at 50." The
cost of living adjustment (COLA) to the retirement allowance shall not exceed
(2) percent per year. The employee's final compensation shall be based on his
or her highest thirty-six (36) month salary average. From January 1, 2007 and
through the remainder of the term of the 2005-2008 memorandum of
understanding between the Deputy Sheriffs Association and the County and any
extension thereof,the employee shall pay two and one-tenths percent(2.1%)of
his or her retirement base to pay part of the employer's contribution for the cost
of this retirement benefit. Such payments shall be made on a pre-tax basis in
accordance with applicable tax laws. All other safety tiers are closed to
employees hired after December 31, 2006. "Retirement base" means base
salary and other payments, such as salary differential and flat rate pay
allowances, used to compute retirement deductions.
66.12 Rehires. Sworn Sheriffs management employees who leave County service
and are rehired shall be automatically placed in that retirement tier for which
they are eligible under the County Employees Retirement Law.
66.13 Sworn Employees with more than 30 years of Service. Commencing January
1, 2007, a sworn Sheriff's management employee designated by the Contra
Costa County Retirement Association as a member with credit for more than 30
years of continuous service as a safety member shall not make payments from
his or her retirement base to pay part of the employer's contribution for the cost
of the safety retirement benefit.
66.14 Retirement Tier Elections. If members of the Deputy Sheriffs Association have
the opportunity to elect different retirement tiers, sworn Sheriffs management
employees employed by the County as of December 31, 2006 shall be offered
the opportunity to elect new safety retirement tiers at the same time, and on the
same terms and conditions that are applicable to members of the Deputy
Sheriffs Association.
32
RESOLUTION NO. 2007/192
66.15 Eligible Employees: The classifications to which this section 66 applies are:
Sheriff-Coroner
Under Sheriff- Exempt
Assistant Sheriff
Chief Deputy Sheriff-Exempt
Commander
67. Probation- Safety Employees Retirement Tier; Contribution Toward Cost of
Enhanced Retirement Benefit.
67.10 Retirement Tier . For Probation management employees who are safety
members of CCCERA, the retirement formula shall be "3 percent at 50." The
cost of living adjustment (COLA) to the retirement allowance shall not exceed
(3) percent per year. The employee's final compensation shall be based on a
twelve month (12)month salary average. The employee shall pay nine percent
(9%) of his or her retirement base to pay part of the employer's contribution for
the cost of these safety retirement benefits. Such payments shall be made on
a pre-tax basis in accordance with applicable tax laws. "Retirement base"
means base salary and other payments, such as salary differential and flat rate
pay allowances, used to compute retirement deductions. The classes subject
to this section 67 are:
Assistant Chief Public Service Officer
Chief Deputy Probation Officer
County Probation Officer- Exempt
Institutional Supervisor II
Probation Manager
68. Longevity Differential for Specified Nursing Manager Classes.
68.10 Seven Years of Service. Employees who have completed seven (7) years of
appointed service for the County are eligible to receive a two and one-half
percent (2.5%) longevity differential effective on the first day of the month
following the month in which the employee completes seven years of service.
For employees who completed seven(7)years of appointed service on or before
July 1, 2006, this longevity differential will be paid prospectively only from July
1, 2006.
68.11 Ten Years of Service . Employees who have completed ten (10) years of
appointed service for the County are eligible to receive an additional two and
one-half percent (2.5%) longevity differential effective on the first day of the
month following the month in which the employee qualifies for the ten (10)year
service award, for a total longevity differential of five percent (5%). For
employees who completed ten (10)years of appointed service on or before July
1, 2006, this longevity differential will be paid prospectively only from July 1,
2006.
68.12 Fifteen Years of Service. Employees who have completed fifteen (15)years of
appointed service for the County are eligible to receive a additional two and one-
half percent (2.5%) longevity differential effective on the first day of the month
following the month in which the employee qualifies for the fifteen (15) year
33
RESOLUTION NO. 2007/192
service award, for a total longevity differential of seven and one-half percent
(7.5%). For employees who completed fifteen (15) years of appointed service
on or before July 1, 2006, this longevity differential will be paid prospectively
only from July 1, 2006.
68.13 Twenty Years of Service. Employees who have completed twenty(20)years of
appointed service for the County are eligible to receive an additional two and
one-half percent (2.5%) longevity differential effective on the first day of the
month following the month in which the employee completes twenty years of
service, for a total longevity differential of ten percent (10%). For employees
who completed twenty(20)years of appointed service on or before July 1,2006,
this longevity differential will be paid prospectively only from July 1, 2006.
68.14 Eligible Classes. Eligible classes to which section 68 applies are:
Chief Nursing Officer
Nursing Program Manager
Nursing Shift Coordinator
Director of Ambulatory Care Nursing
Ambulatory Care Nursing Clinical Services Supervisor
I hereby certify that this is a true and correct copy of an action taken and
entered on the minutes of theBoard ofSupervisorson the date shown.
ATTESTED: 4KiliL� �V/ O
JOHN CULLEN,Clerk of th6 Board of Surrvisors and
County Administrator
By
D`
34
RESOLUTION NO. 2007/192
Exhibit A
Miscellaneous Management, Exempt, and Unrepresented Employees
Job Code Job Title
SAWA ACCOUNTANTI
SAVA ACCOUNTANT II
SATA ACCOUNTANT III
AP7A ADMINISTRATIVE AIDE-DEEP CLASS
AP73 ADMINISTRATIVE AIDE-PROJECT
APWA ADMINISTRATIVE ANALYST
APW1 ADMINISTRATIVE ANALYST-PROJECT
AP9A ADMINISTRATIVE INTERN-DEEP CLS
ADSG ADMINISTRATIVE SUPPORT ASST
APVA ADMINISTRATIVE SVCS ASST II
APTA ADMINISTRATIVE SVCS ASST III
APV2 ADMINISTRATIVE SVCS ASST II-PR
APDB ADMINISTRATIVE SVCS OFFICER
AJDB AFFIRMATIVE ACTION OFFICER
V9HH AFTER SCHOOL PROGRAM SUPV
XQVB AGING &ADULT SVCS SR STAFF AS
XQWC AGING &ADULT SVCS STAFF ASST
XQD2 AGING/ADULT SVCS DIRECTOR-EX
BAA1 AGRICULTURAL COM-DIR WTS/MEAS
V7DB AIDS PROGRAM DIRECTOR
913DA AIRPORT BUS AND DEV MANAGER
9BSB AIRPORT ENVIRON & COM REL OFCR
9BHC AIRPORT OPERATIONS MANAGER
VHD1 ALCOHOL/OTHER DRUG SVCS DIR-EX
VADB AMBULATORY CARE ADMIN
VAHC AMBULATORY CARE REG MANAGER
BJHC ANIMAL CENTER OPERATIONS SUPV
BKS1 ANIMAL CLINIC VETERINARIAN
BJHB ANIMAL SVCS LIEUTENANT
BJSR ANIMAL SVCS PUBLIC EDUC COORD
BJSS ANIMAL SVCS VOLUNTEER COORD
AD91 APPEALS OFFICER
XQGD AREA AGENCY ON AGING PRGM MNGR
DAA1 ASSESSOR
JJNG ASSESSOR'S CLERICAL STAFF MNGR
APSF ASSESSOR'S CUSTOMER SERV COORD
NEVA ASSOC CAPITAL FAC PROJ MANAGER
NKVC ASSOC CIVIL ENGINEER
NSHB ASSOC COUNTY SURVEYOR
VCS1 ASSOC DIRECTOR HS-EXEMPT
WHA ASSOC TRAFFIC ENGINEER
VIHA ASST CHIEF CARD SUPPORT SVCS
64BA ASST CHIEF PUBLIC SVC OFFICER
Resolution No. 2007/192 Page 1 of 14
Exhibit A
Miscellaneous Management, Exempt, and Unrepresented Employees
Job Code Job Title
VHGF ASST CLINICAL LAB MANAGER
AGA2 ASST COUNTY ADM-DIR HUMAN RESC
ADB4 ASST COUNTY ADMINISTRATOR
DABA ASST COUNTY ASSESSOR
DAB1 ASST COUNTY ASSESSOR-EXE
SAB1 ASST COUNTY AUDITOR CONTROLLE
2ED1 ASST COUNTY COUNSEL-EXEMPT
3ABA ASST COUNTY LIBRARIAN
3AB1 ASST COUNTY LIBRARIAN-EXEMPT
ALB3 ASST COUNTY RECORDER-EXEMPT
ALB1 ASST COUNTY REGISTRAR-EXEMPT
NSGA ASST COUNTY SURVEYOR
SSDF ASST COUNTY TAX COLLECTOR
S5134 ASST COUNTY TREASURER-EXEMPT
VBHC ASST DIAGNOSTIC IMAG MNGR
913NA ASST DIR OF AIRPORTS
VLGA ASST DIR OF ENV HLTH SVCS
VLFA ASST DIR OF HAZ MAT PROGRAM
VCB1 ASST DIR OF HEALTH SVCS
AGB1 ASST DIR OF HUMAN RESOURCES-EX
VYSC ASST DIR PHARMACY SVCS
1KDC ASST DIR-NUTRIT SVCS
VSHQ ASST DIR-REHAB THEIR SVCS
2KD3 ASST DISTRICT ATTORNEY-EXEMPT
VCSH ASST FACILITIES MANAGER
GFFA ASST FACILITIES MNT. MANAGER
PMGC ASST FLEET MANAGER
VCGC ASST HEALTH SVC SYS DIR
DYNB ASST LEASE MANAGER
VCHF ASST MATERIAL MANAGER
XASG ASST PROPERTIES TRUST OFFICER
25D2 ASST PUBLIC DEFENDER-EXEMPT
97B1 ASST RETIREMENT ADMIN-EXEMPT
AJDP ASST RISK MANAGER
ADBA ASST TO THE COUNTY ADMIN
29TA ATTORNEY ADVANCE-CHLD SPPT SVC
29VA ATTORNEY BASIC-CHILD SPPT SVCS
29WA ATTORNEY ENTRY-CHILD SPPT SVCS
APDH AUDITOR CONTR BUS & SYS MNGR
SFWA AUDITOR I
SFVA AUDITOR 11
SFTA AUDITOR III
SAA1 AUDITOR-CONTROLLER
Resolution No. 2007/192 Page 2 of 14
Exhibit A
Miscellaneous Management, Exempt, and Unrepresented Employees
Job Code Job Title
J995 BD OF SUPVR ASST-CHIEF ASST
J992 BD OF SUPVR ASST-GEN OFFICE
J993 BD OF SUPVR ASST-GEN SECRETARY
J994 BD OF SUPVR ASST-SPECIALIST
V9HD BIOMEDICAL EQUIPMENT MNGR
ADSF BUDGET AND PROJECTS COORD
ADSA BUDGET SYSTEM ADMINISTRATOR
ADSC BUDGET TECHNICIAN
GFDD BUILDING AND GROUNDS MANAGER
FADC BUILDING INSP SPEC PROG COORD
X7SC BUSINESS SVCS REPRESENTATIVE
LTWK BUSINESS SYSTEMS ANALYST
LTNE BUSINESS SYSTEMS MANAGER
STWA BUYER I
STTA BUYER II
VBGC CALIF CHLDRN SVCS PROG ADMIN
ADSE CAPITAL FACILITIES ADMIN
ADT2 CAPITAL FACILITIES ANALYST-PRJ
NEG1 CAPITAL PROJECTS DIV MGR-EX
X7SB CAREER CENTER COORDINATOR
VPD4 CCHP MEDICAL DIRECTOR-EXEMPT
ADDK CCTV PRODUCTION MANAGER
ADD3 CCN PRODUCTION SPECIALIST-PRJ
ADDL CCN PRODUCTION SPECIALST
ADSD CCN PROGRAM COORDINATOR
3AGC CENTRAL LIBRARY MANAGER
VWNB CENTRAL PROCESSING SUPVR
SAGC CHIEF ACCOUNTANT
ADB1 CHIEF ASST COUNTY ADMIN
2ED2 CHIEF ASST COUNTY COUNSEL
SMB1 CHIEF ASST DIRECTOR OF DCSS-EX
SMBA CHIEF ASST DIRECTOR/DCSS
2KD2 CHIEF ASST DISTRICT ATTORNEY-E
25D1 CHIEF ASST PUBLIC DEFENDER
SFDB CHIEF AUDITOR
VIGA CHIEF CARDIO SUPPORT SVCS
JJDA CHIEF CLERK-BOARD OF SUPV
BABB CHIEF DEP AGRIC COMM/SEALER
7ADC CHIEF DEP PROBATION OFFICER
AXDC CHIEF DEP PUBLIC ADMIN
AXD1 CHIEF DEP PUBLIC ADMIN-EXEMPT
S5B2 ICHIEF DEP TREASURE/TAX COLL-EX
VCB3 ICHIEF EXECUTIVE OFFICER-CCHP-E
Resolution No. 2007/192 Page 3 of 14
Exhibit A
Miscellaneous Management, Exempt, and Unrepresented Employees
Job Code Job Title
LTA1 CHIEF INFO OFF/DIR OF INFO TEC
6EH1 CHIEF INVESTIGATOR PD-EXEMPT
SSBC CHIEF INVESTMENT OFFICER
AGD3 CHIEF OF LABOR RELATIONS - EX
VSGE CHIEF PED THERAPIST
FADG CHIEF PROPERTY CONSERVATION
PSFA CHIEF PUB WKS MTCE SUPT
ADS2 CHIEF PUBLIC COMMUN OFFICER-EX
GWGA CHIEF STATIONARY ENGINEER
25DB CHIEF TRIAL DEPUTY PUBLIC DEF
VBGB CHILD HLTH & DIS PROG MANAGER
9JS2 CHILD NUTRT DIV NUTRI-PROJECT
9JS3 CHILD NUTRT FOOD OPER SUPV-PRJ
APSE CHILD SPPRT BUSINESS SVCS MNGR
LTWJ CHILD SPPRT INFO SYS ANALYST
SMNA CHILD SPPRT SUPERVISOR
2Y7C CHILD SPPRT SVCS ATTRNY ASST
9CDA CHILD SPPRT SVCS MANAGER
XAD5 CHILDREN AND FAMILY SVCS DIR-E
VMHC CHRONIC DISEASE & ENV PROG MGR
2ETG CIVIL LITIG ATTY-ADVANCED
2ETE CIVIL LITIG ATTY-BASIC LVL
2ETF CIVIL LITIG ATTY-STANDARD
JPHD CIVIL OPERATIONS SUPERVISOR
ALA1 CLERK RECORDER
VHFA CLINICAL LAB MANAGER
SMHA COLLECTIONS SVCS MANAGER
V7DA COMMUNICABLE DIS PGRM CHIEF
CCD1 COMMUNITY SVCS DIRECTOR-EXEMPT
APSA COMMUNITY SVCS FISCAL OFFICER
CCHA COMMUNITY SVCS PERSONNEL ADMIN
9J71 COMMUNITY SVCS PERSONNEL TECH
64NE COMMUNITY WARNING SYS MANAGER
VMHB COMMUNITY WELL & PREV PRO DIR
NPHD COMPUTER MAPPING SERVICES MNGR
LKVA COMPUTER OPERATIONS ANALYST
LKGA COMPUTER OPERATIONS MANAGER
LKHA COMPUTER OPERATIONS SUPERVISOR
VQDL CONSERV/GDNSHP PROGRAM MGR
VQHM CONSERVATORSHIP PROG SUPV
ADTF CONTRACT COMPLIANCE SPEC
XQHE CONTRACTS ADMINISTRATOR
XQHD CONTRACTS/GRANTS ADMINISTRATOR
Resolution No. 2007/192 Page 4 of 14
Exhibit A
Miscellaneous Management, Exempt, and Unrepresented Employees
Job Code Job Title
XQWA CONTRACTS/GRANTS SPLST I
XQTA CONTRACTS/GRANTS SPLST II
ADA2 COUNTY ADMINISTRATOR
2EA1 COUNTY COUNSEL
9GD2 COUNTY EMERGENCY SVCS DIR
VCB2 COUNTY HOSP EXEC DIR-EXEMPT
3AAA COUNTY LIBRARIAN
7AA1 COUNTY PROBATION OFFICER-EX
AJDK COUNTY SAFETY OFFICER
96A1 COUNTY VETERANS' SVCS OFFICER
XAA2 COUNTY WELFARE DIRECTOR-EXEMPT
CJH3 CS MENTAL HLTH CLIN SUPV-PROJ
GKGC CUSTODIAL & RECYCLE SVCS MNGR
GKHC CUSTODIAL SVCS SUPERVISOR
2Y7B DA ATTORNEY ASSISTANT
APDD DA CHIEF OF ADMINISTRATIVE SVC
JJGE DA MANAGER OF LAW OFFICES
JJHG DA OFFICE MANAGER
J3T7 DA PROGRAM ASSISTANT-EXEMPT
2KA1 DA PUBLIC ADMININSTATOR
LWSA DATABASE ADMINISTRATOR
ADSH DEPTL COMM & MEDIA REL COORD
XQSJ DEPTL PERS COMPUTER COORD
BAHA DEPUTY AGRICULTURE COMMR
LTD2 DEPUTY CIO-GIS-EXEMPT
JJHD DEPUTY CLERK-BOARD OF SUPV
ADDG DEPUTY CO ADMINISTRATOR
2ETK DEPUTY CO COUNSEL-ADVANCED
2ETH DEPUTY CO COUNSEL-BASIC
2ETJ DEPUTY CO COUNSEL-STANDARD
3AFE DEPUTY CO LIBRARIAN-PUB SVCS
3AFG DEPUTY CO LIBRARIAN-SUPT SVCS
LWS1 DEPUTY DIR CHF INFO SEC OFC-EX
5AB2 DEPUTY DIR COM DEV/CURR-EX
5AH2 DEPUTY DIR COM DEV/TRANS-EX
BJDF DEPUTY DIR OF ANIMAL SERVICES
VQFB DEPUTY DIR OF MENTAL HEALTH
LTDA DEPUTY DIR/INFO TECHNOLOGY
2KWF DEPUTY DISTRICT ATTORNEY-FT-FL
VCD2 DEPUTY EXECUTIVE DIR/CCHP-EX
NAD8 DEPUTY GENERAL SVCS DIRECTOR/E
AXFA DEPUTY PUBLIC ADMINISTRATOR
NADO DEPUTY PUBLIC WORKS DIRECTOR-E
Resolution No. 2007/192 Page 5 of 14
Exhibit A
Miscellaneous Management, Exempt, and Unrepresented Employees
Job Code Job Title
BWHA DEPUTY SEALER WEIGHTS/MEASURE
VBGA DEVELOPMENTAL CENTER DIRECTOR
VSHH DEVELOPMENTAL PROGRM SUPV
VBHB DIAGNOSTIC IMAGING MANAGER
VRG1 DIR MKTG/MEM SVCS & PR-CCHP-EX
VWDB DIRECTOR HOSPITAL NURSING SVCS
9BD1 DIRECTOR OF AIRPORTS
BJA1 DIRECTOR OF ANIMAL SERVICES
FAA1 DIRECTOR OF BLDG INSPECTION-EX
SMA1 DIRECTOR OF CHILD SUPPORT SVCS
5AA1 DIRECTOR OF COMMUNITY DEVLPMNT
VLD1 DIRECTOR OF ENV HEALTH SVCS-EX
VCFA DIRECTOR OF FAMLY, M & CH
NAA2 DIRECTOR OF GENERAL SERVICES-E
VLD2 DIRECTOR OF HAZ MAT PROGRAM-EX
VCA1 DIRECTOR OF HEALTH SERVICES
VNDB DIRECTOR OF HLTH INFO MGMT
ADDF DIRECTOR OF JUSTICE SYST PROG
VPS4 DIRECTOR OF MED STAFF AFFAIRS
VODA DIRECTOR OF PH LAB SVCS
VYDC DIRECTOR OF PHARMACY SVCS
VWDD DIRECTOR OF PSYCH NURSING SVCS
VWSE DIRECTOR OF QUALITY MANAGEMENT
5AB1 DIRECTOR OF REDEVEL-EXEMPT
VSGH DIRECTOR OF REHAB THERAPY SVCS
SMD1 DIRECTOR OF REVENUE COLLECTION
ADSB DIRECTOR OFFICE OF COMM/MEDIA
WGS DIRECTOR PUB HLTH CLINIC SVCS
VATC DISABILITY BENEFITS COORD
2RS7 DISCOVERY REFEREE
ARDC DIVERSITY SVCS COORDINATOR
NPGA DRAFTING SVCS COORDINATOR
NPHC DRAFTING SVCS MANAGER
XASJ EHS CHIEF FINANCIAL OFFICER
XAD6 EHS DIRECTOR OF ADMIN-EXEMPT
XADD EHS DIVISION MANAGER
XAD1 EHS DIVISION MANAGER-PROJECT
XQNA EHS FACILITIES MANAGER
XQHF EHS PROG INTEGRITY COORD
XQH3 EHS PROG INTEGRITY COORD-PROJ
EBHA ELECTIONS OUTREACH COORDINATOR
ALHB ELECTIONS PROCESSING SUPVR
EBSA ELECTIONS SVCS MANAGER
Resolution No. 2007/192 Page 6 of 14
Exhibit A
Miscellaneous Management, Exempt, and Unrepresented Employees
Job Code Job Title
VBSC EMERGENCY MEDICAL SVS DIRECTOR
VBHB EMERGENCY MEDICAL SVS PRG CORD
9GSA EMERGENCY PLANNING COORD
9GS1 EMERGENCY PLANNING SPEC-EXEMPT
9GGA EMERGENCY SERVICES MANAGER
AGD2 EMPLOYEE BENEFITS MANAGER
AGSC EMPLOYEE BENEFITS SPECIALIST
AJHA EMPLOYEE BENEFITS SUPERVISOR
AJVC EMPLOYEE REHAB COUNSELOR
NSHC ENGINEERING TECH SUPV MAT TSTG
NSHE ENGINEERING TECHNICIAN SUPV CO
NSHD ENGINEERING TECHNICIAN SUPV LS
NBHB ENGINEERING TECHNICIAN SUPV-TR
5ATC ENVIRONMENTAL PLANNER
1WDB ENVIRONMENTAL SVCS MANAGER
1 WHB ENVIRONMENTAL SVCS SUPERVISOR
J3H2 EXEC ASST TO THE CO ADMINIS-EX
J3HA EXEC ASST TO THE CO ADMINISTR
XQSB EXEC ASST/DEVELP DISBL COUNCIL
XDS1 EXEC ASST/HAZ MAT COMM
J3T6 EXEC SECRETARY/MERIT BOARD
J3T5 EXEC SECRETARY-EXEMPT
J3TJ EXECUTIVE SECRETARY-DCSS
VPS1 EXEMPT MED STF OPTOMETRIST
VPS2 EXEMPT MED STF PODIATRIST
GFDG FACILITIES MAINTENANCE MANAGER
VCDC FACILITIES MANAGER
9MD3 FACS ASSISTANT DIRECTOR-PRJ
9MW8 FACS ASST DISB/MH MGR-PROJECT
9MS7 FACS ASST FAM ADVOCACY MNGR-PR
9MH1 FACS CHILD SVC MANAGER-PROJECT
9MS3 FACS FAMILY ADVOCACY MNGR-PRJ
9MS2 FACS SP NEED/MH MNGR-PROJECT
P2NC FIRE DISTRICT APPARATUS MNGR
APDE FIRE DISTRICT CHIEF/ADMIN SVCS
GFDF FIRE DISTRICT FACILITIES MNGR
SBSF FIRE DISTRICT FISCAL SPECIALST
LTNC FIRE DISTRICT INFO SYST MANGR
REDB FIRE DISTRICT TELECOMM MANAGER
RWSD FIRE EMS QUALITY IMPR COORD
PMFB FLEET MANAGER
PMHC FLEET SERVICE CENTER SUPV
6CW1 FORENSIC ANALYST-PROJECT
Resolution No. 2007/192 Page 7 of 14
Exhibit A
Miscellaneous Management, Exempt, and Unrepresented Employees
Job Code Job Title
GFSA GENERAL SVCS FACILITIES SUPVR
APSB GENERAL SVCS FISCAL OFFICER
GPHH GROUNDS MAINTENANCE SUPV
GPDE GROUNDS MANAGER
V4HD HAZARDOUS WASTE REDUCTION MNGR
VCGE HEALTH PLAN BUSINESS SVCS MNGR
VRGB HEALTH PLAN CLINICAL PRG OFCR
VRGC HEALTH PLAN DIR COMP & GOV REL
VCSG HEALTH PLAN MED ECON ANALYS
VCSK HEALTH PLAN MEMBER ADVOCATE
V9HG HEALTH PLAN PATIENT SVCS SUPV
VYSE HEALTH PLAN PHARMACY MANAGER
VCHB HEALTH PLAN SALES MANAGER
VCS3 HEALTH PLAN SERVICES ASST-EX
VCTB HEALTH SVCS ACCOUNTANT
VANF HEALTH SVCS ADMIN-LEVEL A
VANG HEALTH SVCS ADMIN-LEVEL B
VANH HEALTH SVCS ADMIN-LEVEL C
VCDD HEALTH SVCS DIR/PLNG & FAC
VBSM HEALTH SVCS EMERG PREP MANAGER
LKFA HEALTH SVCS INFO SYS OPS MNGR
LPTA HEALTH SVCS INFO SYS PROG/ANL
LBTB HEALTH SVCS INFO SYSTEMS SPEC
VCFB HEALTH SVCS INFO TECH SUPV
VCN2 HEALTH SVCS PERSNL OFFICER-EX
VASE HEALTH SVCS PLAN/EVAL DIRECTOR
VCXC HEALTH SVCS PLNR/EVAL-LEVEL A
VCXD HEALTH SVCS PLNR/EVAL-LEVEL B
VCTA HEALTH SVCS REIM ACCOUNTANT
XQSM HEALTH SVCS SPECIAL.PROJ ADMIN
VCDF HEALTH SVCS SYSTEMS DIRECTOR
WFC HOME HEALTH AGENCY DIRECTOR
VBHE HOMELESS SVCS PROG MANAGER
V9SD HOMELESS SVCS SPECIALIST
AGVE HUMAN RESOURCES ANALYST I
AGVC HUMAN RESOURCES ANALYST II
AGSE HUMAN RESOURCES MGMT SYS COORD
AGDF HUMAN RESOURCES PROJECT MNGR
AG7B HUMAN RESOURCES TECHNICIAN
N9SB HYDROLOGIST
LWTA INFO SYS AUDITOR
LTNA INFO SYS MANAGER I
LTNB INFO SYS MANAGER II
Resolution No. 2007/192 Page 8 of 14
Exhibit A
Miscellaneous Management, Exempt, and Unrepresented Employees
Job Code Job Title
LPWA INFO SYS PROGRAMMER/ANALYST I
LPVA INFO SYS PROGRAMMER/ANALYST II
LPNB INFO SYS PROGRAMMER/ANALYST IV
LPTB INFO SYS PROGRAMMER/ANLYST III
LPNA INFO SYS PROJECT MANAGER
LTWC INFO SYS TECHNICIAN I
LFWA INFO SYSTEM ADMINISTRATOR I
LFVA INFO SYSTEM ADMINISTRATOR II
LFTA INFO SYSTEM ADMINISTRATOR III
LBSB INFO TECH PROJECT MANAGER
7KGA INST SUPERVISOR II
AJWC INSURANCE ANALYST I
AJVB INSURANCE ANALYST II
VTWB INTERIM PERMIT NURSE
AGVD LABOR RELATIONS ANALYST II
AGSF LABOR RELATIONS SPECIALIST I
AGSG LABOR RELATIONS SPECIALIST II
ADS4 LAFCO EXECUTIVE OFFICER
5ASF LAND INFORMATION BUS OPS MNGR
2YWB LAW CLERK I
2YVA LAW CLERK II
2YTA LAW CLERK III
64WB LAW ENFORCE TRNG INSTR-PER DM
AJTA LEAD EXAMINATION PROCTOR
AJWF LIABILITY CLAIMS ADJUSTER
3KW4 LIBRARY AIDE-EXEMPT
3KHA LIBRARY CIRCULATION MANAGER
3ASF LIBRARY CMNTY RLTNS MANGR
3AGE LIBRARY COLL/TECHNICAL SVCS MG
3ASH LIBRARY LITERACY DIRECTOR
3KWA LIBRARY STUDENT ASSISTANT
3KW2 LIBRARY STUDENT ASSISTANT-EX
ADTE MANAGEMENT ANALYST II
ADTD MANAGEMENT ANALYST III
5PDB MANAGER APPLICATION/PERMIT CE
ADD4 MANAGER CAP FAC/DEBT MGMT-EX
VRWA MANAGER OF MKTG & MEM SVCS
VCGA MATERIAL MANAGER
VBFA MEDICAL CARE ADMINISTRATOR
VCA2 MEDICAL DIRECTOR
VNHB MEDICAL RECORDS ADMINISTRATOR
X4HE MEDICAL SOC SVC DIRECTOR
VQDM MH CLINICAL OPERATIONS CHIEF
Resolution No. 2007/192 Page 9 of 14
Exhibit A
Miscellaneous Management, Exempt, and Unrepresented Employees
Job Code Job Title
VQSH MH CONSUMER EMPOWER PROG COORD
VQSJ MH FAMILY SERVICES COORDINATOR
VQDN MH PROGRAM CHIEF
VQDC MH PROGRAM MANAGER
VQHP MH PROGRAM SUPERVISOR
VQSE MH PROJECT MANAGER
VQSA MH PROVIDER SVCS COORD
VQSF MH QUALITY IMPROVEMENT COORD
VQHQ MH VOCATIONAL SERVICES COORD
VQH3 MH VOCATIONAL SVCS COORD-PRJ
V07A MICROBIOLOGIST TRAINEE
9XHA MICROFILM SUPERVISOR
FAHB NEIGHBORHOOD PRESVR PROG MNGR
FASD NEIGHBORHOOD PRESVR PROG SPEC
XQS4 NEIGHBORHOOD SVCS COORD-PROJ
LNSA NETWORK ADMINISTRATOR I
LNSB NETWORK ADMINISTRATOR II
LBVA NETWORK ANALYST I
LBTA NETWORK ANALYST II
LBHA NETWORK MANAGER
LNWA NETWORK TECHNICIAN I
LNVA NETWORK TECHNICIAN II
JJHC OFFICE MANAGER
X7GA ONE-STOP OPER CONSORT ADMN
X7HC ONE-STOP OPER CONSORT ASST ADM
XAGB ORG & STAFF DEVELOP MANAGER
VAGD PATIENT BILLING MANAGER
VAGA PATIENT FINANCIAL SERVICES MGR
VASB PATIENT OMBUDSPERSON
VASD PATIENT RELTNS SVCS COORD
SATB PAYROLL ACCOUNTANT
SATC PAYROLL SYSTEMS ACCOUNTANT
SAHM PAYROLL SYSTEMS ADMINISTRATOR
ARVA PERSONNEL SERVICES ASST II
ARTA PERSONNEL SERVICES ASST III
AGDE PERSONNEL SERVICES SUPERVISOR
5AWA PLANNER I
5AVA PLANNER II
5ATA PLANNER III
5AV1 PLANNER II-PROJECT
5AW1 PLANNER I-PROJECT
VBSG PRE-HOSPTL CARE COORDINATOR
DADC PRINCIPAL APPRAISER
Resolution No. 2007/192 Page 10 of 14
Exhibit A
Miscellaneous Management, Exempt, and Unrepresented Employees
Job Code Job Title
FAVE PRINCIPAL BUILDING INSPECTOR
AGH1 PRINCIPAL L/R NEGOTIATOR- EX
5AHD PRINCIPAL PLANNER-LEVEL A
5AHE PRINCIPAL PLANNER-LEVEL B
DYDA PRINCIPAL REAL PROPERTY AGENT
NCHA PRINCIPAL STRUCTURAL ENGNR-BI
9XGA PRINT& MAIL SERVICES MANAGER
9XHE PRINT & MAIL SERVICES SUPV
7AGB PROBATION MANAGER
LWVD PROPERTY TAX BUS SYS MANAGER
AXSD PUBLIC ADM PROGRAM ASST
25A1 PUBLIC DEFENDER
V7VC PUBLIC HLTH EPIDE/BIOSTATICIAN
VWHL PUBLIC HLTH NURSE PROG MANAGER
VBSD PUBLIC HLTH PRGM SPEC I
VBND PUBLIC FILTH PRGM SPEC II
VBS2 PUBLIC HLTH PRGM SPEC I-PRJ
ADS1 PUBLIC INFORMATION OFFICER
STDC PURCHASING SVCS MANAGER
PSGA PW ASST FIELD OPERATIONS MNGR
APSD PW CUSTOMER SERV COORDINATOR
NAA1 PW DIRECTOR
PSFB PW FIELD OPERATIONS MANAGER
APSC PW FISCAL OFFICER
LWSB PW GIS COORDINATOR
PSHB PW MAINTENANCE SUPERVISOR
PSSD PW RESOURCES MANAGER
DYD1 REAL ESTATE MANAGER-EXEMPT
J9HF RECORDER'S OPERATIONS MANAGER
9T95 RECREATION INSTRUCTOR-LVL 422
5AH4 REDEVELOPMENT PROJ MANAGER-PRJ
51 SD REDEVELOPMENT/HOUSING SPEC 1
51 SE REDEVELOPMENT/HOUSING SPEC II
VCHD REGISTRAR OF VITAL STATS
V5HN REHABILITATION THERAPY SVC SUP
VPD5 RESIDENCY DIRECTOR-EXEMPT
5A7A RESOURCE RECOVERY ASSISTANT
5ASA RESOURCE RECOVERY SPECIALIST
97NA RETIREMENT ACCOUNTANT
97DA RETIREMENT ACCOUNTING MANAGER
97HA RETIREMENT ADMINISTRATION MNGR
97GA RETIREMENT BENEFITS MANAGER
97HB IRETIREMENT BENEFITS PRG COORD
Resolution No.2007/192 Page 11 of 14
Exhibit A
Miscellaneous Management, Exempt, and Unrepresented Employees
Job Code Job Title
97132 RETIREMENT CHF INVEST OFCR-EX
97SA RETIREMENT COMMUNICATIONS CORD
97SB RETIREMENT INFO TECH COORD I
97SC RETIREMENT INFO TECH COORD 11
97HC RETIREMENT SUP ACCOUNTANT
AJD1 RISK MANAGER
6FHA SAFETY SVCS MANAGER
AJWG SAFETY SVCS SPCLST-LVL A
AJWH SAFETY SVCS SPCLST-LVL B
AVS4 SBDC BUSINESS CONSULTANT-PRJ
AVD3 SBDC DIRECTOR-PROJECT
CCG1 SCHOOL READINESS FROG COOR-PRJ
J3S2 SECRETARY TO UNDERSHERIFF
ADHA SERVICE INTEGRATION TEAM COORD
ADGA SERVICE INTERGRATION PROG MNGR
APDC SHERIFF'S CHF OF MGNT SVCS
64VA SHERIFF'S CRIME ANALYST
J3T0 SHERIFF'S EXECUTIVE ASST-EX
64SJ SHERIFF'S FISCAL OFFICER
PMSB SHERIFF'S FLEET SVCS COORD
64SK SHERIFF'S MUTUAL AID COORD
64HR SHERIFF'S PROPERTY& EVID MNGR
X4SG SOC SVC APPEALS OFFICER
X4S2 SOC SVC APPEALS OFFICER-PRJ
XAHB SOC SVC APPEALS SUPERVISOR
XQHC SOC SVC BUSINESS SYST APP MNGR
XASH SOC SVC FISCAL COMPLIANCE ACCT
XAGA SOC SVC FRAUD PREVENTION MNGR
ADB5 SPECIAL ASST TO THE CO ADMN-EX
ADDE SPECIAL DISTRICT ANALYST
ADS5 SPECIAL PROJECT MANAGER
LTVJ SR BUSINESS SYSTEMS ANALYST
STTB SR BUYER
NEHA SR CAPITAL FAC PROJECT MNGR
NKHA SR CIVIL ENGINEER
ADDH SR DEPUTY COUNTY ADMNISTRATOR
2KD1 SR DEPUTY DISTRICT ATTORNEY-EX
9GWB SR EMERGENCY PLANNING COORD
2ED3 SR FINANCIAL COUNSELOR-EXEMPT
N9HC SR HYDROLOGIST
AJTB SR INSURANCE ANALYST
51 SC SR PLANNING TECHNICIAN
NEVB ISR STRUCTURAL ENGINEER-BI
Resolution No. 2007/192 Page 12 of 14
Exhibit A
Miscellaneous Management, Exempt, and Unrepresented Employees
Job Code Job Title
NEV2 SR STRUCTURAL ENGINEER-PRJ
NKHB SR TRAFFIC ENGINEER
5AHB SR TRANSPORTATION PLANNER
5ASE SR WATERSHED MGMT PLNG SPEC
AJTC SR WORKERS COMP CLAIMS ADJS
VWXF STAFF ADVICE NURSE-PER DIEM
V9HC STAFF AND PAT CARE COORDINATOR
XADE STAFF DEVELOPMENT SUPERVISOR
VWWA STAFF NURSE-PER DIEM
LMS1 STORMWATER PCP CMPTR SPEC
NASB STORMWATER POLL CONT MNGR
NESB STRUCTURAL ENGINEER-BUILD INSP
NK7A STUDENT AIDE-CIVIL ENGINEER
999E STUDENT WORKER-DEEP CLASS
VHG5 SUBSTANCE ABUSE PROGRAM MGR-P
VHGE SUBSTANCE ABUSE PROGRAM MNGR
VHHB SUBSTANCE ABUSE PROGRAM SUPV
SAHJ SUPERVISING ACCOUNTANT
DAHC SUPERVISING APPRAISER
V4HE SUPERVISING ARP ENGINEER
29HA SUPERVISING ATTORNEY-DCSS
DRNA SUPERVISING AUDITOR-APPRAISER
NEHC SUPERVISING CAPITAL FAC PRJ MG
NKGA SUPERVISING CIVIL ENGINEER
VHHF SUPERVISING CLINICAL LAB SCIEN
1 KHA SUPERVISING COOK-JUVENILE HALL
VLHA SUPERVISING ENVIRON HLTH SPEC
NXHA SUPERVISING GRAPHICS TECH
VSHJ SUPERVISING PEDIATRIC THERAPST
VOHC SUPERVISING PH MICROBIOLOGIST
WHC SUPERVISING PH NURSE
DYNA SUPERVISING REAL PROPERTY AGNT
FADB SUPERVISING STRUCTURAL ENG-BI
FADF SUPERVISOR INSPECTION SERVICES
9XHB SUPPLY AND DIST SUPERVISOR
VWSG SYMPTOM CONTROL PROG COORD
LWWB SYSTEMS ACCOUNTANT I
LWVB SYSTEMS ACCOUNTANT II
LWWA SYSTEMS SOFTWARE ANALYST I
LWVA SYSTEMS SOFTWARE ANALYST II
SSHC TAX OPERATIONS SUPERVISOR
PEDC TELECOM MANAGER
VBHC TOBACCO PREY PROJ COORDINATOR
Resolution No. 2007/192 Page 13 of 14
Exhibit A
Miscellaneous Management, Exempt, and Unrepresented Employees
Job Code Job Title
5ATB TRANSPORTATION PLANNER
NAGA TRANSPORTATION PROGRAM MANAGER
SSSG TREASURER'S ACCOUNTING OFFICER
S5S3 TREASURER'S INVEST OFFICER-EX
SSSD TREASURER'S INVEST OPS ANALYST
S5A1 TREASURER-TAX COLLECTOR
GPHG VEGETATION MANAGEMENT SUPV
96TA VETERANS SVC BRANCH OFF MNGR
96WA VETERANS SVC REPRESENTATIVE
2KHA VICT/WIT ASSISTANCE PROG MNGR
XDWF VOL AND EMERGENCY PROG SPEC
VCND VOL SVCS AND COMM RES ADMN
X4HD VOLUNTEER PROGRAM COORD
5ASD WATERSHED MGMNT PLNG SPEC
9KN3 WEATHERIZATION/HM REPAIR SUPV
AJVE WELLNESS COORDINATOR
AJVF WORKERS COMP CLAIMS ADJUST II
AJWJ WORKERS COMP CLAIMS ADJUSTER I
AJHB WORKERS COMP CLAIMS SUPERVISOR
XAD4 WORKFORCE INV BD EXC DIR-EX
XAD3 WORKFORCE SVCS DIRECTOR-EXEMPT
XANA IWORKFORCE SVCS SPECIALIST
Resolution No. 2007/192 Page 14 of 14
Exhibit B
Unrepresented
Job Code JjJob Title
ADD3 i CCTV PRODUCTION SPECIALIST-PRJ
2KWD iDEPUTY DISTRICT ATTORNEY-FT
2KWF DEPUTY DISTRICT ATTORNEY-FT-FL
6XW3 jDEPUTY SHERIFF RESERVE-EXEMPT
6XWC DEPUTY SHERIFF-PER DIEM
6XW1 (DEPUTY SPEC IN CO SVC AREA P-1
AV71 j EHS WORKER TRAINEE
X761 I EHS WORKFORCE DEV YOUTH TRN-PJ
X762 EHS WORKFORCE DEV YOUTH WKR-PJ
VPS1 EXEMPT MED STF OPTOMETRIST
VPS2 !EXEMPT MED STF PODIATRIST
VTWB !INTERIM PERMIT NURSE
2YWB LAW CLERK I
2YVA LAW CLERK II
2YTA LAW CLERK III
64WB LAW ENFORCE TRNG INSTR-PER DM
AJTA (LEAD EXAMINATION PROCTOR
3KW4 'LIBRARY AIDE-EXEMPT
3KWA LIBRARY STUDENT ASSISTANT
3KW2 !LIBRARY STUDENT ASSISTANT-EX
V07A !MICROBIOLOGIST TRAINEE
9T95 RECREATION INSTRUCTOR-LVL 422
VWXF :STAFF ADVICE NURSE-PER DIEM
VWWA !STAFF NURSE-PER DIEM
NK7A STUDENT AIDE-CIVIL ENGINEER
999E (STUDENT WORKER-DEEP CLASS
4/4/2007 Resolution No. 2007/192 Page 1 of 1
Exhibit C
Elected and Appointed Department Heads
Job Code JjJob Title
BAA1 JAGRICULTURAL COM-DIR WTS/MEAS
DAA1 1ASSESSOR
AGA2 ,ASST COUNTY ADM-DIR HUMAN RESC
SAA1 AUDITOR-CONTROLLER
LTA1 ICHIEF INFO OFF/DIR OF INFO TEC
ALA1 CLERK RECORDER
9KA1 (COMMUNITY SVCS DIRECTOR-EXEMPT
ADA2 !COUNTY ADMINISTRATOR
2EA1 !COUNTY COUNSEL
3AAA (COUNTY LIBRARIAN
7AA1 ICOUNTY PROBATION OFFICER-EX
96A1 !COUNTY VETERANS' SVCS OFFICER
XAA2 COUNTY WELFARE DIRECTOR-EXEMPT
2KA1 IDA PUBLIC ADMININSTATOR
BJA1 DIRECTOR OF ANIMAL SERVICES
FAA1 DIRECTOR OF BLDG INSPECTION-EX
SMA1 !DIRECTOR OF CHILD SUPPORT SVCS
5AA1 DIRECTOR OF COMMUNITY DEVELOPMENT
NAA2 DIRECTOR OF GENERAL SERVICES-E
VCA1 !DIRECTOR OF HEALTH SERVICES
ADS4 LAFCO EXECUTIVE OFFICER
25A1 !PUBLIC DEFENDER
NAA1 DPW DIRECTOR
97A1 !RETIREMENT CHIEF EXEC OFCR-EX
6XA1 !SHERIFF-CORONER
S5A1 ;TREASURER-TAX COLLECTOR
4/4/2007 Resolution No. 2007/192 Page 1 of 1
Exhibit D
One Time Work Leave
Job Code 7 Job Title
SAWA ;ACCOUNTANT I
SAVA !ACCOUNTANT II
SATA ACCOUNTANT III
APIA (ADMINISTRATIVE AIDE-DEEP CLASS
AP73 ADMINISTRATIVE AIDE-PROJECT
APWA ADMINISTRATIVE ANALYST
APW1 ADMINISTRATIVE ANALYST-PROJECT
AP9A ;ADMINISTRATIVE INTERN-DEEP CLS
ADSG !ADMINISTRATIVE SUPPORT ASST
APVA !ADMINISTRATIVE SVCS ASST II
APTA !ADMINISTRATIVE SVCS ASST III
APV2 !ADMINISTRATIVE SVCS ASST II-PR
APDB !ADMINISTRATIVE SVCS OFFICER
AJDB 11AFFIRMATIVE ACTION OFFICER
V9HH AFTER SCHOOL PROGRAM SUPV
XQVB !AGING &ADULT SVCS SR STAFF AS
XQWC (AGING &ADULT SVCS STAFF ASST
XQD2 !AGING/ADULT SVCS DIRECTOR-EX
BAA1 IAGRICULTURAL COM-DIR WTS/MEAS
V7DB !AIDS PROGRAM DIRECTOR
9BDA AIRPORT BUS AND DEV MANAGER
9BSB AIRPORT ENVIRON &COM REL OFCR
VHD1 lALCOHOL/OTHER DRUG SVCS DIR-EX
VADB AMBULATORY CARE ADMIN
VAHC AMBULATORY CARE REG MANAGER
BJHC ANIMAL CENTER OPERATIONS SUPV
BKS1 !ANIMAL CLINIC VETERINARIAN
BJHB !ANIMAL SVCS LIEUTENANT
BJSR !ANIMAL SVCS PUBLIC EDUC COORD
BJSS jANIMAL SVCS VOLUNTEER COORD
AD91 jAPPEALS OFFICER
XQGD AREA AGENCY ON AGING PRGM MNGR
JJNG ,ASSESSOR'S CLERICAL STAFF MNGR
APSF 'ASSESSOR'S CUSTOMER SERV COORD
NEVA IASSOC CAPITAL FAC PROJ MANAGER
NKVC !ASSOC CIVIL ENGINEER
NSHB !ASSOC COUNTY SURVEYOR
VCS1 ASSOC DIRECTOR HS-EXEMPT
N4HA IASSOC TRAFFIC ENGINEER
VIHA !ASST CHIEF CARD SUPPORT SVCS
64BA !ASST CHIEF PUBLIC SVC OFFICER
VHGF JASST CLINICAL LAB MANAGER
AGA2 ;ASST COUNTY ADM-DIR HUMAN RESC
4/4/2007 Resolution No. 2007/192 Page 1 of 14
Exhibit D
One Time Work Leave
Job Code Job Title
ADB4 !ASST COUNTY ADMINISTRATOR
DABA (ASST COUNTY ASSESSOR
DAB1 !ASST COUNTY ASSESSOR-EXE
SAB1 JASST COUNTY AUDITOR CONTROLLE
2ED1 JASST COUNTY COUNSEL-EXEMPT
3ABA jASST COUNTY LIBRARIAN
3AB1 ASST COUNTY LIBRARIAN-EXEMPT
ALB3 'ASST COUNTY RECORDER-EXEMPT
ALB1 'ASST COUNTY REGISTRAR-EXEMPT
NSGA ASST COUNTY SURVEYOR
S5DF 'ASST COUNTY TAX COLLECTOR
S5134 ASST COUNTY TREASURER-EXEMPT
V8HC ASST DIAGNOSTIC IMAG MNGR
9BNA (ASST DIR OF AIRPORTS
VLFB jASST DIR OF ENV HLTH SVCS
VLFA IASST DIR OF HAZ MAT PROGRAM
VCB1 (ASST DIR OF HEALTH SVCS
AGB1 ASST DIR OF HUMAN RESOURCES-EX
VYSC IASST DIR PHARMACY SVCS
1KDC (ASST DIR-NUTRIT SVCS
V5HQ !ASST DIR-REHAB THER SVCS
2KD3 1ASST DISTRICT ATTORNEY-EXEMPT
VCSH !ASST FACILITIES MANAGER
GFFA ASST FACILITIES MNT. MANAGER
PMGC (ASST FLEET MANAGER
VCGC ASST HEALTH SVC SYS DIR
DYNB ASST LEASE MANAGER
VCHF 'ASST MATERIEL MANAGER
XASG ,ASST PROPERTIES TRUST OFFICER
25D2 ';ASST PUBLIC DEFENDER-EXEMPT
97131 ASST RETIREMENT ADMIN-EXEMPT
AJDP I ASST RISK MANAGER
ADBA (ASST TO THE COUNTY ADMIN
29TA 'ATTORNEY ADVANCE-CHLD SPPT SVC
29VA ATTORNEY BASIC-CHILD SPPT SVCS
29WA 'ATTORNEY ENTRY-CHILD SPPT SVCS
APDH AUDITOR CONTR BUS & SYS MNGR
SFWA !AUDITOR I
SFVA !AUDITOR II
SFTA AUDITOR III
J995 BD OF SUPVR ASST-CHIEF ASST
J992 1BD OF SUPVR ASST-GEN OFFICE
J993 !BD OF SUPVR ASST-GEN SECRETARY
4/4/2007 Resolution No. 2007/192 Page 2 of 14
Exhibit D
One Time Work Leave
Job Code JjJob Title
J994 I BD OF SUPVR ASST-SPECIALIST
V9HD ;BIOMEDICAL EQUIPMENT MNGR
ADSF BUDGET AND PROJECTS COORD
ADSA (BUDGET SYSTEM ADMINISTRATOR
ADSC BUDGET TECHNICIAN
GFDD BUILDING AND GROUNDS MANAGER
FADC 'BUILDING INSP SPEC PROG COORD
X7SC BUSINESS SVCS REPRESENTATIVE
LTWK (BUSINESS SYSTEMS ANALYST
LTNE !BUSINESS SYSTEMS MANAGER
STWA !BUYER I
STTA 'BUYER II
VBGC jCALIF CHLDRN SVCS PROG ADMIN
ADSE 'CAPITAL FACILITIES ADMIN
ADT2 (CAPITAL FACILITIES ANALYST-PRJ
NEG1 (CAPITAL PROJECTS DIV MGR-EX
X7SB ,CAREER CENTER COORDINATOR
VPD4 ICCHP MEDICAL DIRECTOR-EXEMPT
ADDK jCCTV PRODUCTION MANAGER
ADD3 CCTV PRODUCTION SPECIALIST-PRJ
ADDL I CCN PRODUCTION SPECIALST
ADSD (CCTV PROGRAM COORDINATOR
3AGC I CENTRAL LIBRARY MANAGER
VWNB CENTRAL PROCESSING SUPVR
SAGC jCHIEF ACCOUNTANT
ADB1 'CHIEF ASST COUNTY ADMIN
2ED2 ICHIEF ASST COUNTY COUNSEL
SMB1 'CHIEF ASST DIRECTOR OF DCSS-EX
SMBA (CHIEF ASST DIRECTOR/DCSS
2KD2 'CHIEF ASST DISTRICT ATTORNEY-E
25D1 CHIEF ASST PUBLIC DEFENDER
SFDB I CHIEF AUDITOR
VIGA ICHIEF CARDIO SUPPORT SVCS
JJDA ICHIEF CLERK-BOARD OF SUPV
BABB 'CHIEF DEP AGRIC COMM/SEALER
7ADC ICHIEF DEP PROBATION OFFICER
AXDC 'CHIEF DEP PUBLIC ADMIN
AXD1 iCHIEF DEP PUBLIC ADMIN-EXEMPT
S5B2 'CHIEF DEP TREASURE/TAX COLL-EX
VCB3 ICHIEF EXECUTIVE OFFICER-CCHP-E
LTA1 CHIEF INFO OFF/DIR OF INFO TEC
6NNA 'CHIEF INVESTIGATOR-PUBLIC DEF
SSBC CHIEF INVESTMENT OFFICER
4/4/2007 Resolution No. 2007/192 Page 3 of 14
Exhibit D
One Time Work Leave
Job Code IIJob Title
V5GE CHIEF PED THERAPIST
FADG ;CHIEF PROPERTY CONSERVATION
PSFA !CHIEF PUB WKS MTCE SUPT
ADS2 ICHIEF PUBLIC COMMUN OFFICER-EX
GWGA ;CHIEF STATIONARY ENGINEER
25DB ;CHIEF TRIAL DEPUTY PUBLIC DEF
VBGB jCHILD HLTH & DIS PROG MANAGER
9JS2 CHILD NUTRT DIV NUTRI-PROJECT
9JS3 CHILD NUTRT FOOD OPER SUPV-PRJ
APSE ICHILD SPPRT BUSINESS SVCS MNGR
LTWJ ;CHILD SPPRT INFO SYS ANALYST
SMNA jCHILD SPPRT SUPERVISOR
2Y7C iCHILD SPPRT SVCS ATTRNY ASST
SMDA (CHILD SPPRT SVCS MANAGER
XAD5 !CHILDREN AND FAMILY SVCS DIR-E
VMHC ICHRONIC DISEASE & ENV PROG MGR
2ETG ICIVIL LITIG ATTY-ADVANCED
2ETE !CIVIL LITIG ATTY-BASIC LVL
2ETF (CIVIL LITIG ATTY-STANDARD
JPHD ;CIVIL OPERATIONS SUPERVISOR
VHFA :CLINICAL LAB MANAGER
SMHA !COLLECTIONS SVCS MANAGER
V7DA COMMUNICABLE DIS PGRM CHIEF
CCB1 (COMMUNITY SVCS DEP DIR-PROJECT
9KA1 COMMUNITY SVCS DIRECTOR-EXEMPT
APSA !COMMUNITY SVCS FISCAL OFFICER
CCHA :COMMUNITY SVCS PERSONNEL ADMIN
9,171 (COMMUNITY SVCS PERSONNEL TECH
64NE (COMMUNITY WARNING SYS MANAGER
VMHB ICOMMUNITY WELL & PREV PRO DIR
NPHD 'COMPUTER MAPPING SERVICES MNGR
LKVA !COMPUTER OPERATIONS ANALYST
LKGA COMPUTER OPERATIONS MANAGER
LKHA ICOMPUTER OPERATIONS SUPERVISOR
VQDL ICONSERV/GDNSHP PROGRAM MGR
VQHM :CONSERVATORSHIP PROG SUPV
ADTF CONTRACT COMPLIANCE SPEC
XQHE !CONTRACTS ADMINISTRATOR
XQHD ;CONTRACTS/GRANTS ADMINISTRATOR
XQWA ;CONTRACTS/GRANTS SPLST I
XQTA I CONTRACTS/GRANTS SPLST II
ADA2 (COUNTY ADMINISTRATOR
2EA1 :COUNTY COUNSEL
4/4/2007 Resolution No. 2007/192 Page 4 of 14
Exhibit D
One Time Work Leave
Job Code 7Job Title
9GD2 jCOUNTY EMERGENCY SVCS DIR
VCB2 ;COUNTY HOSP EXEC DIR-EXEMPT
3AAA jCOUNTY LIBRARIAN
7AA1 iCOUNTY PROBATION OFFICER-EX
AJDK COUNTY SAFETY OFFICER
96A1 I COUNTY VETERANS' SVCS OFFICER
XAA2 !COUNTY WELFARE DIRECTOR-EXEMPT
CJH3 ICS MENTAL HLTH CLIN SUPV-PROJ
GKGC CUSTODIAL & RECYCLE SVCS MNGR
GKHC (CUSTODIAL SVCS SUPERVISOR
2Y7B IDA ATTORNEY ASSISTANT
APDD IDA CHIEF OF ADMINISTRATIVE SVC
JJGE DA MANAGER OF LAW OFFICES
JJHG DA OFFICE MANAGER
J3T7 IDA PROGRAM ASSISTANT-EXEMPT
LWSA DATABASE ADMINISTRATOR
ADSH DEPTL COMM & MEDIA REL COORD
XQSJ DEPTL PERS COMPUTER COORD
BAHA I DEPUTY AGRICULTURE COMMR
LTD2 DEPUTY CIO-GIS-EXEMPT
JJHD ;DEPUTY CLERK-BOARD OF SUPV
ADDG jDEPUTY CO ADMINISTRATOR
2ETK DEPUTY CO COUNSEL-ADVANCED
2ETH j DEPUTY CO COUNSEL-BASIC
2ETJ DEPUTY CO COUNSEL-STANDARD
3AFE j DEPUTY CO LIBRARIAN-PUB SVCS
3AFG DEPUTY CO LIBRARIAN-SUPT SVCS
LWS1 j DEPUTY DIR CHF INFO SEC OFC-EX
5AB2 I DEPUTY DIR COM DEV/CURR-EX
5AH2 jDEPUTY DIR COM DEV/TRANS-EX
BJDF DEPUTY DIR OF ANIMAL SERVICES
LTDA DEPUTY DIR/INFO TECHNOLOGY
2KTG DEPUTY DISTRICT ATTORNEY-ADV
2KTF DEPUTY DISTRICT ATTORNEY-BASIC
2KWD DEPUTY DISTRICT ATTORNEY-FT
2KWF DEPUTY DISTRICT ATTORNEY-FT-FL
VCD2 DEPUTY EXECUTIVE DIR/CCHP-EX
NAD8 DEPUTY GENERAL SVCS DIRECTOR/E
AXFA :DEPUTY PUBLIC ADMINISTRATOR
NADO DEPUTY PUBLIC WORKS DIRECTOR-E
BWHA DEPUTY SEALER WEIGHTS/MEASURE
VBGA 'DEVELOPMENTAL CENTER DIRECTOR
VSHH DEVELOPMENTAL PROGRM SUPV
4/4/2007 Resolution No. 2007/192 Page 5 of 14
Exhibit D
One Time Work Leave
Job Code 7Job Title
V8H13 DIAGNOSTIC IMAGING MANAGER
VRG1 DIR MKTG/MEM SVCS & PR-CCHP-EX
VWDB DIRECTOR HOSPITAL NURSING SVCS
9BD1 !DIRECTOR OF AIRPORTS
BJA1 ':DIRECTOR OF ANIMAL SERVICES
FAA1 DIRECTOR OF BLDG INSPECTION-EX
SMA1 DIRECTOR OF CHILD SUPPORT SVCS
5AA1 DIRECTOR OF COMMUNITY DEVLPMNT
VLD1 jDIRECTOR OF ENV HEALTH SVCS-EX
VCFA DIRECTOR OF FAMLY, M & CH
NAA2 iDIRECTOR OF GENERAL SERVICES-E
VLD2 DIRECTOR OF HAZ MAT PROGRAM-EX
VCA1 !DIRECTOR OF HEALTH SERVICES
VNDB DIRECTOR OF HLTH INFO/RISK MNG
ADDF !DIRECTOR OF JUSTICE SYST PROG
VPS4 DIRECTOR OF MED STAFF AFFAIRS
VODA !DIRECTOR OF PH LAB SVCS
VYDC DIRECTOR OF PHARMACY SVCS
VWDD jDIRECTOR OF PSYCH NURSING SVCS
VWSE DIRECTOR OF QUALITY MANAGEMENT
5AB1 (DIRECTOR OF REDEVEL-EXEMPT
VSGH DIRECTOR OF REHAB THERAPY SVCS
SMD1 DIRECTOR OF REVENUE COLLECTION
ADSB (DIRECTOR OFFICE OF COMM/MEDIA
WGS !DIRECTOR PUB HLTH CLINIC SVCS
VATC DISABILITY BENEFITS COORD
2RS7 !DISCOVERY REFEREE
ARDC (DIVERSITY SVCS COORDINATOR
NPGA !DRAFTING SVCS COORDINATOR
NPHC DRAFTING SVCS MANAGER
XASJ EHS CHIEF FINANCIAL OFFICER
XAD6 EHS DIRECTOR OF ADMIN-EXEMPT
XADD EHS DIVISION MANAGER
XAD1 EHS DIVISION MANAGER-PROJECT
XQNA EHS FACILITIES MANAGER
XQHF EHS PROG INTEGRITY COORD
XQH3 j EHS PROG INTEGRITY COORD-PROJ
EBHA iELECTIONS OUTREACH COORDINATOR
ALHB ELECTIONS PROCESSING SUPVR
EBSA ELECTIONS SVCS MANAGER
VBSC j EMERGENCY MEDICAL SVS DIRECTOR
VBHB EMERGENCY MEDICAL SVS PRG CORD
9GSA EMERGENCY PLANNING COORD
4/4/2007 Resolution No. 2007/192 Page 6 of 14
Exhibit D
One Time Work Leave
Job Code Job Title
9GS1 !EMERGENCY PLANNING SPEC-EXEMPT
9GGA !EMERGENCY SERVICES MANAGER
AGD2 !EMPLOYEE BENEFITS MANAGER
AGSC !EMPLOYEE BENEFITS SPECIALIST
AJHA EMPLOYEE BENEFITS SUPERVISOR
AJVC EMPLOYEE REHAB COUNSELOR
NSHC !ENGINEERING TECH SUPV MAT TSTG
NSHE ;ENGINEERING TECHNICIAN SUPV CO
NSHD ENGINEERING TECHNICIAN SUPV LS
NBHB ENGINEERING TECHNICIAN SUPV-TR
5ATC ENVIRONMENTAL PLANNER
1WDB ENVIRONMENTAL SVCS MANAGER
1 WHB ENVIRONMENTAL SVCS SUPERVISOR
J3H2 EXEC ASST TO THE CO ADMINIS-EX
J3HA !EXEC ASST TO THE CO ADMINISTR
XQSB 1EXEC ASST/DEVELP DISBL COUNCIL
XDS1 EXEC ASST/HAZ MAT COMM
J3T6 j EXEC SECRETARY/ MERIT BOARD
J3T5 EXEC SECRETARY-EXEMPT
J3TJ EXECUTIVE SECRETARY-DCSS
VPS1 EXEMPT MED STF OPTOMETRIST
VPS2 EXEMPT MED STF PODIATRIST
GFDG !FACILITIES MAINTENANCE MANAGER
VCDC !FACILITIES MANAGER
9MD3 FACS ASSISTANT DIRECTOR-PRJ
9MW8 (FACS ASST DISB/MH MGR-PROJECT
9MS7 I FACS ASST FAM ADVOCACY MNGR-PR
9MH1 FACS CHILD SVC MANAGER-PROJECT
9MS3 jFACS FAMILY ADVOCACY MNGR-PRJ
9MS2 !FACS SP NEED/MH MNGR-PROJECT
P2NC jFIRE DISTRICT APPARATUS MNGR
APDE AFIRE DISTRICT CHIEF/ADMIN SVCS
GFDF !FIRE DISTRICT FACILITIES MNGR
SBSF FIRE DISTRICT FISCAL SPECIALST
LTNC ,FIRE DISTRICT INFO SYST MANGR
REDB !FIRE DISTRICT TELECOMM MANAGER
RWSD ;FIRE EMS QUALITY IMPR COORD
PMFB FLEET MANAGER
PMHC FLEET SERVICE CENTER SUPV
XHS1 !GENERAL ASSISTANCE HEAR REP-PR
GFSA (GENERAL SVCS FACILITIES SUPVR
APSB ;GENERAL SVCS FISCAL OFFICER
GPHH GROUNDS MAINTENANCE SUPV
4/4/2007 Resolution No. 2007/192 Page 7 of 14
Exhibit D
One Time Work Leave
Job Code 11job Title
GPDE GROUNDS MANAGER
V4HD 'HAZARDOUS WASTE REDUCTION MNGR
VCGE !HEALTH PLAN BUSINESS SVCS MNGR
VCSG (HEALTH PLAN MED ECON ANALYS
VCSK (HEALTH PLAN MEMBER ADVOCATE
V9HG HEALTH PLAN PATIENT SVCS SU PV
VYSE HEALTH PLAN PHARMACY MANAGER
VCHB HEALTH PLAN SALES MANAGER
VCS3 'HEALTH PLAN SERVICES ASST-EX
VCTB HEALTH SVCS ACCOUNTANT
VANF HEALTH SVCS ADMIN-LEVEL A
YANG HEALTH SVCS ADMIN-LEVEL B
VANH HEALTH SVCS ADMIN-LEVEL C
VCDD HEALTH SVCS DIR/PLNG & FAC
VBSM (HEALTH SVCS EMERG PREP MANAGER
LKFA i HEALTH SVCS INFO SYS OPS MNGR
LPTA j HEALTH SVCS INFO SYS PROG/ANL
LTTC HEALTH SVCS INFO SYSTEMS SPEC
VCFB HEALTH SVCS INFO TECH SUPV
VCN2 I HEALTH SVCS PERSNL OFFICER-EX
VASE HEALTH SVCS PLAN/EVAL DIRECTOR
VCXC HEALTH SVCS PLNR/EVAL-LEVEL A
VCXD 'HEALTH SVCS PLNR/EVAL-LEVEL B
VCTA HEALTH SVCS REIM ACCOUNTANT
XQSM HEALTH SVCS SPECIAL PROJ ADMIN
VCDF HEALTH SVCS SYSTEMS DIRECTOR
WFC HOME HEALTH AGENCY DIRECTOR
VBHE HOMELESS SVCS PROG MANAGER
V9SD HOMELESS SVCS SPECIALIST
AGVE I HUMAN RESOURCES ANALYST I
AGVC HUMAN RESOURCES ANALYST II
AGSE HUMAN RESOURCES MGMT SYS COORD
AGDF !HUMAN RESOURCES PROJECT MNGR
AG713 HUMAN RESOURCES TECHNICIAN
N9SB HYDROLOGIST
LWTA INFO SYS AUDITOR
LTNA !INFO SYS MANAGER I
LTNB !INFO SYS MANAGER II
LPWA INFO SYS PROGRAMMER/ANALYST I
LPVA INFO SYS PROGRAMMER/ANALYST II
LPNB ;INFO SYS PROGRAMMER/ANALYST IV
LPTB INFO SYS PROGRAMMER/ANLYST III
LPNA INFO SYS PROJECT MANAGER
4/4/2007 Resolution No. 2007/192 Page 8 of 14
Exhibit D
One Time Work Leave
Job Code =Job Title
LTWC INFO SYS TECHNICIAN I
LFWA !INFO SYSTEM ADMINISTRATOR I
LFVA INFO SYSTEM ADMINISTRATOR II
LFTA INFO SYSTEM ADMINISTRATOR III
LBSB INFO TECH PROJECT MANAGER
7KGA INST SUPERVISOR II
AJWC !INSURANCE ANALYST I
AJVB INSURANCE ANALYST II
AGVD (LABOR RELATIONS ANALYST II
AGD1 ;LABOR RELATIONS MANAGER-EXEMPT
ADS4 ILAFCO EXECUTIVE OFFICER
5ASF iLAND INFORMATION BUS OPS MNGR
2YWB LAW CLERK I
2YVA SLAW CLERK II
2YTA ILAW CLERK III
AJWF LIABILITY CLAIMS ADJUSTER
3KHA ;LIBRARY CIRCULATION MANAGER
3ASF ;LIBRARY CMNTY RLTNS MANGR
3AGE LIBRARY COLL/TECHNICAL SVCS MG
3ASH (LIBRARY LITERACY DIRECTOR
3KWA 'LIBRARY STUDENT ASSISTANT
3KW2 !LIBRARY STUDENT ASSISTANT-EX
ADTE MANAGEMENT ANALYST II
ADTD I MANAGEMENT ANALYST III
5PDB ;MANAGER APPLICATION/PERMIT CE
ADD4 MANAGER CAP FAC/DEBT MGMT-EX
VRWA MANAGER OF MKTG & MEM SVCS
VCGA !MATERIAL MANAGER
VBFA f MEDICAL CARE ADMINISTRATOR
VCA2 !MEDICAL DIRECTOR
VNHB ;MEDICAL RECORDS ADMINISTRATOR
X4HE MEDICAL SOC SVC DIRECTOR
VQDM QMH CLINICAL OPERATIONS CHIEF
VQDN QMH PROGRAM CHIEF
VQDC I MH PROGRAM MANAGER
VQHP !MH PROGRAM SUPERVISOR
VQSE IMH PROJECT MANAGER
VASA !MH PROVIDER SVCS COORD
VQSF j MH QUALITY IMPROVEMENT COORD
VQH3 ;MH VOCATIONAL SVCS COORD-PRJ
9XHA MICROFILM SUPERVISOR
FAHB ;NEIGHBORHOOD PRESVR PROG MNGR
FASD ;NEIGHBORHOOD PRESVR PROG SPEC
4/4/2007 Resolution No. 2007/192 Page 9 of 14
Exhibit D
One Time Work Leave
Job Code JjJob Title
XQS4 NEIGHBORHOOD SVCS COORD-PROJ
LNSA (NETWORK ADMINISTRATOR I
LNSB NETWORK ADMINISTRATOR II
LBVA 'NETWORK ANALYST I
LBTA NETWORK ANALYST II
LBHA j NETWORK MANAGER
LNWA j NETWORK TECHNICIAN I
LNVA j N ETWORK TECH N I CIAN II
JJHC !OFFICE MANAGER
X7GA ZONE-STOP OPER CONSORT ADMN
X7HC I ONE-STOP OPER CONSORT ASST ADM
XAGB jORG & STAFF DEVELOP MANAGER
VAGD PATIENT BILLING MANAGER
VAGA (PATIENT FINANCIAL SERVICES MGR
V9NB .PATIENT FINANCIAL SVCS MANAGER
VASB ;PATIENT OMBUDSPERSON
VASD PATIENT RELTNS SVCS COORD
SATB PAYROLL ACCOUNTANT
LWWC j PAYROLL SYSTEMS ACCOUNTANT I
LWVC PAYROLL SYSTEMS ACCOUNTANT II
ARVA j PERSONNEL SERVICES ASST II
ARTA !PERSONNEL SERVICES ASST III
AGDE j PERSONNEL SERVICES SUPERVISOR
5AWA ;PLANNER I
5AVA PLANNER II
5ATA !PLANNER III
5AV1 !PLANNER II-PROJECT
5AW1 (PLANNER I-PROJ ECT
VBSG CPRE-HOSPTL CARE COORDINATOR
DADC PRINCIPAL APPRAISER
FAVE PRINCIPAL BUILDING INSPECTOR
5AHD (PRINCIPAL PLANNER-LEVEL A
5AHE PRINCIPAL PLANNER-LEVEL B
DYDA ;PRINCIPAL REAL PROPERTY AGENT
NCHA IPRINCIPAL STRUCTIONAL ENGNR-BI
9XGA ;PRINT& MAIL SERVICES MANAGER
9XHE PRINT & MAIL SERVICES SUPV
7AGB I PROBATION MANAGER
LWVD PROPERTY TAX BUS SYS MANAGER
AXSD PUBLIC ADM PROGRAM ASST
25A1 PUBLIC DEFENDER
V7VC PUBLIC HLTH EPIDE/BIOSTATICIAN
WHG PUBLIC HLTH NURSE PROG MANAGER
4/4/2007 Resolution No. 2007/192 Page 10 of 14
Exhibit D
One Time Work Leave
Job Code Job Title
VBSD PUBLIC HLTH PRGM SPEC I
VBND PUBLIC HLTH PRGM SPEC II
VBS2 PUBLIC HLTH PRGM SPEC I-PRJ
ADS1 PUBLIC INFORMATION OFFICER
STDC PURCHASING SVCS MANAGER
PSGA "PW ASST FIELD OPERATIONS MNGR
APSD !PW CUSTOMER SERV COORDINATOR
NAA1 PW DIRECTOR
PSFB PW FIELD OPERATIONS MANAGER
APSC I PW FISCAL OFFICER
LWSB DPW GIS COORDINATOR
PSHB j PW MAINTENANCE SUPERVISOR
PSSD DPW RESOURCES MANAGER
DYD1 REAL ESTATE MANAGER-EXEMPT
J9HF I RECORDER'S OPERATIONS MANAGER
9T95 (RECREATION INSTRUCTOR-LVL 422
5AH4 REDEVELOPMENT PROJ MANAGER-PRJ
51 SD REDEVELOPMENT/HOUSING SPEC 1
51 SE REDEVELOPMENT/HOUSING SPEC II
VCHD REGISTRAR OF VITAL STATS
V5HN 'REHABILITATION THERAPY SVC SUP
VPD5 :RESIDENCY DIRECTOR-EXEMPT
5A7ARESOURCE RECOVERY ASSISTANT
5ASA :RESOURCE RECOVERY SPECIALIST
97NA RETIREMENT ACCOUNTANT
97DA RETIREMENT ACCOUNTING MANAGER
97NA RETIREMENT ADMINISTRATION MNGR
97GA RETIREMENT BENEFITS MANAGER
97HB RETIREMENT BENEFITS PRG COORD
97132 j RETIREMENT CHF INVEST OFCR-EX
97A1 j RETIREMENT CHIEF EXEC OFCR-EX
97SA RETIREMENT COMMUNICATIONS CORD
97SB !RETIREMENT INFO TECH COORD I
97SC RETIREMENT INFO TECH COORD II
AJD1 BRISK MANAGER
6FHA SAFETY SVCS MANAGER
AJWG SAFETY SVCS SPCLST-LVL A
AJWH ;SAFETY SVCS SPCLST-LVL B
AVS4 ;SBDC BUSINESS CONSULTANT-PRJ
AVD3 ;SBDC DIRECTOR-PROJECT
CCG1 SCHOOL READINESS PROG COOR-PRJ
J3S2 SECRETARY TO UNDERSHERIFF
ADHA SERVICE INTEGRATION TEAM COORD
4/4/2007 Resolution No. 2007/192 Page 11 of 14
Exhibit D
One Time Work Leave
Job Code Job Title
ADGA (SERVICE INTERGRATION PROG MNGR
APDC (SHERIFF'S CHF OF MGNT SVCS
64VA !SHERIFF'S CRIME ANALYST
J3T0 (SHERIFF'S EXECUTIVE ASSISTANT
64SJ SHERIFF'S FISCAL OFFICER
PMSB 'SHERIFF'S FLEET SVCS COORD
64SK SHERIFF'S MUTUAL AID COORD
64HR (SHERIFF'S PROPERTY& EVID MNGR
X4SG SOC SVC APPEALS OFFICER
X4S2 (SOC SVC APPEALS OFFICER-PRJ
XAHB ISOC SVC APPEALS SUPERVISOR
XQHC SOC SVC BUSINESS SYST APP MNGR
XASH iSOC SVC FISCAL COMPLIANCE ACCT
XAGA !SOC SVC FRAUD PREVENTION MNGR
ADB5 (SPECIAL ASST TO THE CO ADMN-EX
ADDE SPECIAL DISTRICT ANALYST
ADS5 jSPECIAL PROJECT MANAGER
LTVJ jSR BUSINESS SYSTEMS ANALYST
STTB ISR BUYER
NEHA SR CAPITAL FAC PROJECT MNGR
NKHA SR CIVIL ENGINEER
ADDH SSR DEPUTY COUNTY ADMNISTRATOR
2KD1 SSR DEPUTY DISTRICT ATTORNEY-EX
9GWB SR EMERGENCY PLANNING COORD
2ED3 ISR FINANCIAL COUNSELOR-EXEMPT
N9HC iSR HYDROLOGIST
AJTB I SR INSURANCE ANALYST
51SC 1SR PLANNING TECHNICIAN
NEVB !SR STRUCTURAL ENGINEER-BI
NEV2 ISR STRUCTURAL ENGINEER-PRJ
NKHB SIR TRAFFIC ENGINEER
5AHB SR TRANSPORTATION PLANNER
5ASE SR WATERSHED MGMT PLNG SPEC
AJTC ISR WORKERS COMP CLAIMS ADJS
V9HC STAFF AND PAT CARE COORDINATOR
XADE !STAFF DEVELOPMENT SUPERVISOR
LMS1 1STORMWATER PCP CMPTR SPEC
NASB :STORMWATER POLL CONT MNGR
NESB !STRUCTURAL ENGINEER-BUILD INSP
VHG5 SUBSTANCE ABUSE PROGRAM MGR-P
VHGE !SUBSTANCE ABUSE PROGRAM MNGR
VHHB 'SUBSTANCE ABUSE PROGRAM SUPV
SAHJ SUPERVISING ACCOUNTANT
4/4/2007 Resolution No. 2007/192 Page 12 of 14
Exhibit D
One Time Work Leave
Job Code Job Title
DAHC jSUPERVISING APPRAISER
V4HE jSUPERVISING ARP ENGINEER
29H1 (SUPERVISING ATTORNEY-DCSS
29HA SUPERVISING ATTORNEY-DCSS
DRNA :SUPERVISING AUDITOR-APPRAISER
NEHC _ jSUPERVISING CAPITAL FAC PRJ MG
NKGA SUPERVISING CIVIL ENGINEER
VHHF SUPERVISING CLINICAL LAB SCIEN
1KHA SUPERVISING COOK-JUVENILE HALL
V4HC :SUPERVISING ENVIRON HLTH SPEC
NXHA jSUPERVISING GRAPHICS TECH
VSHJ SUPERVISING PEDIATRIC THERAPST
VOHC ISUPERVISING PH MICROBIOLOGIST
WHC SUPERVISING PH NURSE
DYNA (SUPERVISING REAL PROPERTY AGNT
FADB ISUPERVISING STRUCTIONAL ENG-BI
9BHC SUPERVISOR AIRPORT OPERATIONS
FADF SUPERVISOR INSPECTION SERVICES
9XHB !SUPPLY AND DIST SUPERVISOR
VWSG SYMPTOM CONTROL PROG COORD
LWWB !SYSTEMS ACCOUNTANT I
LWVB 'SYSTEMS ACCOUNTANT II
LWWA SYSTEMS SOFTWARE ANALYST I
LWVA I SYSTEMS SOFTWARE ANALYST II
SSHC ITAX OPERATIONS SUPERVISOR
PEDC TELECOM MANAGER
VBHC TOBACCO PREV PROJ COORDINATOR
5ATB (TRANSPORTATION PLANNER
NAGA (TRANSPORTATION PROGRAM MANAGER
SSSG !TREASURER'S ACCOUNTING OFFICER
S5S3 ITREASURER'S INVEST OFFICER-EX
SSSD TREASURER'S INVEST OPS ANALYST
GPHG VEGETATION MANAGEMENT SUPV
96TA VETERANS SVC BRANCH OFF MNGR
96WA VETERANS SVC REPRESENTATIVE
2KHA IVICT/WIT ASSISTANCE PROG MNGR
VCND :VOL SVCS AND COMM RES ADMN
X4HD VOLUNTEER PROGRAM COORD
5ASD WATERSHEAD MGMNT PLNG SPEC
9KN3 IWEATHERIZATION/HM REPAIR SUPV
AJVE 'WELLNESS COORDINATOR
AJVF WORKERS COMP CLAIMS ADJUST II
AJWJ 'WORKERS COMP CLAIMS ADJUSTER I
4/4/2007 Resolution No. 2007/192 Page 13 of 14
Office of the Clerk of the Board of Supervisors
CONTRA COSTA COUNTY
651 Pine Street, Room 106
Martinez, CA 94553
Phone: 925.335.1900
Fax: 925.335. 1913
NOTICE OF CORRECTION TO RECORD
Board Agenda Item No.: C.38
Date: April 10, 2007
Please note that the following correction was made to the record for this item:
Page 26 of Resolution No. 2007/192, paragraph 45, was corrected so that the last line
now reads: "This provision is effective on November 1, 2006" (instead of 2007).
Only the corrected page (and a copy of the Board Order.,for your reference) is being sent
to you here. Please replace page 26 in the previous copy that was.submitted to you, or
call me ifyou'd like the complete item again in its entirely: 335-1908
P SE EST OY
F A . PR IOU COP S
OF HIS ECO
:x D R LAC H E
ra WIT HE AC D
Submitted by: Jane Pennington 04/25/07
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