HomeMy WebLinkAboutMINUTES - 04082008 - C.41 BOARD OF SUPERVISORS
CONTRA
FROM: Lori Gentles, Director of Human Resources - COSTA
r
DATE: April 8, 2008 "��-----, - COUNTY
SUBJECT: Approval of a Request to Adjust the Salary Step Placement for Certain Employees in the
Classification of Senior Community Library Manager
SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION
RECOMMENDATION:
Adopt Resolution No. 2008/Zy3 APPOINTING employee #68602 and employee #52582 at Step 3 of the
Senior Community Library Manager's salary range.
FINANCIAL IMPACT:
The Senior Community Library Manager's positions are currently vacant, and the cost is within the
Department's budget. Freeze Exemption Request has been approved.
BACKGROUND:
As of 2005 the County Library has been experiencing severe recruitment and retention issues with the
Community Library Manager and Senior Community Library Manager classifications. In an effort to maintain
services the Library has been utilizing current employees, Greta Galindo (#68602) and Susan Weaver
(#52582) for temporary upgrades into these positions since February 2005 and July 2006. Over the past three
(3) years recruitment efforts for these classes have only drawn in three (3) to eleven (11) candidates per
recruitment. Of those candidates selection and hiring has been challenging. This recruitment has proven to
be difficult due to extended timeframe put on the filing period, low number of applications received and low
number of qualified candidates accepted.
The Senior Community Library Managers have overall responsibility for directing and managing the day-to-day
activities, supervision, training and development of the community library's full and part-time staff.
Additionally, the position requires a high degree of knowledge of community library's budgets, operations
development of children, teen and adult collections and programs appropriate for their community. Further,
they are responsible for the planning and development of the Library's community partnerships with local
schools, community groups, government agencies, commit te nd olunteer programs
CONTINUED ON ATTACHMENT: X YES SIGNATU E:
_/RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE
APPROVE OTHER
SIGNATURE S
�f,. W�,--,)
ACTION OF B D ON APPROVED AS I2ECOMMENDED�,\ OTHER
VOTE OF SUPERVISORS
I HEREBY CERTIFY THAT THIS IS A TRUE AND CORRECT
NANIMOUS(ABSENT ) COPY OF AN ACTION TAKEN AND ENTERED ON THE
AYES: NOES: MINUTES OF THE BOARD OF SUPERVISORS ON THE DATE
ABSENT: ABSTAIN: SHOWN.
Orig. Dept: Lori Gentles, 5-1766 ATTESTED "� c7ZUV
cc: Human Resources Department JO B. CULLEN,CL RK OF THE BOARD OF
County.Administrator SUPERVISORS AND COUNTY ADMINISTRATOR
County Counsel
Auditor-Controller
Library BY TY
M382(10/88)
y%
Board of Supervisors
Page 2
April 8, 2008
Additionally, both of the current employees have been actively recruited by other agencies offering higher
salaries for the same positions they are currently in "working out of class". _
This action to authorize an exception to the County Salary Regulations would allow more than a five percent
(5%) increase upon promotion. The increase would be a total of 10%, placing them at step 3 of the salary
.range, above what is allowed per the Salary Regulations on promotions. If the County Salary Regulations on
promotions were strictly adhered to, the current incumbents would not receive any increase. This would
unduly harm the incumbents and would be an essential freeze of their salaries since 2005 and 2006
respectfully.. This action would also allow the County Library to maintain services and retain employees with
the level of expertise necessary to provide the services to our surrounding communities.
The current County Salary Regulations for promotions have been increasingly problematic as it restricts our
ability to appropriately compensate internal employees commensurate with their skills and abilities who
successfully compete for an internal promotional opportunity. To correct this problem, Human Resources is
staffing a cross-sectional team of departmental personnel liaisons to review outdated and restrictive provisions
in the Personnel Management Regulations and Salary Regulations. Moving in this direction will prevent us
from having to request these actions in the future.
CONSEQUENCE OF NEGATIVE ACTION:
If this request is not approved, the Library will not be able to make a competitive job offer and retain two
experienced employees, and will face further recruitment and retention issues within the Senior Community
Library Manager's classification.
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on by the following vote:
AYES: L
l l�
NOES: �' / ,�^
ABSENT:
ABSTAIN:
SUBJECT: In the Matter of Adjusting the Salary ) RESOLUTION NO. 2008/Zy3
Step Placement for Certain Employees )
in the Classification of Senior )
Community Library Manager )
THE CONTRA COSTA COUNTY BOARD OF SUPERVISORS in its capacity as governing
Board of the County of Contra Costa and all districts of which it is ex-officio governing Board
RESOLVES THAT:
WHEREAS, the County Salary Regulations state that, "Any employee who is appointed to a
position of a class allocated to a higher salary range then the class he/she previously occupied
shall receive the salary in the new salary range which is next higher than the rate he/she was
receiving before promotion"; and
WHEREAS, the Contra Costa County Library has experienced recruitment and retention
issues within the Senior Community Library Manager's classification since 2005; and
WHEREAS, the Library is requesting that Greta Galindo, #68602., and Susan Weaver,
#52582, be appointed at Step 3 of the Senior Community Library Manager Salary range which
will authorize an exception to the County Salary Regulations that will allow more than a five
percent (5%) increase upon promotion. Both employees will be functioning as the Senior
Community Library Managers, one at the Antioch Library and the other at the Lafayette
Library. Both employees were approved temporary assignments as acting Senior Community
Library Managers since February 2005 and July 2006 respectively; and
WHEREAS, the Department recognizes both employees as experienced employees;
NOW THEREFORE, BE IT RESOLVED that the two employees shall be appointed to Step 3
of the merit salary range for Senior Community Library Manager effective April 1, 2008.
I HEREBY CERTIFY THAT THIS IS A TRUE AND CORRECT
COPY OF .AN ACTION TAKEN AND ENTERED ON THE
MINUTES OF THE BOARD OF SUPERVISORS ON THE DATE
SHOWN.
Orig. Dept: Human Resources Department—Lori Gentles(5-1766) '
cc: Human Resources Department ATTESTED�
County Administrator JOHN B.CULLEN,CLEAK OF THE BOARD OF
County Counsel SUPERVISORS AND COUNTY ADMINISTRATOR
Auditor-Controller
Library /
BY ® �` ,DEPUTY
RESOLUTION NO. 2008/Z �3