county m e m 0 ran d m p~l ~county acer®€¦ · this memo respectfully requests ... tahoe branch...

195

COUNTY ~ M E M 0 RAN D u M OF P~l ~COUNTY EXECUTIVE OFFICE

~ acer® TO: Honorable Board of Supervisors DATE: October 24, 2017

FROM: David Boesch, County Executive Officer Lori Walsh, Human Resources Director BY:

SUBJECT: Elected Department Heads, Classified and Unclassified Management employees compensation and amendments to Chapter 3

ACTION REQUESTED

1. Adopt the ordinances, introduced October 3, 2017, amending the uncodified Schedule of Classifications and Compensation Ordinance to adjust compensation for elected department heads, classified and unclassified management employees including appointed department heads and safety management.

2. Adopt the ordinance, introduced October 3, 2017, amending Chapter 3 of the Placer County Code to reflect changes in elected department heads, classified and unclassified management employee compensation and benefits, and update Chapter 3 p~ovisions pertaining to the ten-step salary plan, step advancement, demotion, Tahoe Branch Assignment Premium and Tahoe Rural Health pay.

BACKGROUND

Placer County currently employs approximately 260 management staff, including safety management, elected and appointed department heads. On July 25, 2017, the Board concluded labor negotiations with the Placer Public Employees Organization (PPEO) and approved a fiveyear Memorandum of Understanding that incorporates general wage increases with certain compensation adjustments that will save the County money over the long term, even beyond the term of the agreement. It is recommended the Board grant a comparable general wage increase to the members of the management team, including safety managers who are not subject to annual wage adjustments under Measure F, and incorporate the long term savings gained from some of the compensation adjustments in the PPEO agreement. This memo respectfully requests your Board's approval of a proposed compensation package for elected department heads, classified and unclassified management employees, including elected department heads and safety management.

This memorandum also seeks to update provisions of Chapter 3 of the Placer County Code to implement the proposed management compensation package and to clean-up several provisions of Chapter 3 to reflect current practices pertaining to demotion and Tahoe-related pay.

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BASIS FOR RECOMMENDATION

A. Management Compensation

In an effort to attract and retain talent, a modest increase in compensation is recommended for elected department heads, and classified and unclassified management employees, including appointed department heads and safety managers who are not included in the Sheriff's ordinance initiative (Measure F). The management compensation package identified below is consistent with compensation adjustments made for employees in other units. 1 Following is the recommended compensation package for managers:

1) General Wage Increases: a) Four percent for elected and appointed department heads, and all unclassified and

classified managers except safety managers identified in the Placer County Sheriff's ordinance initiative (Measure F) 2 effective October 28, 2017, or 30 days thereafter for elected officials as required by law; and

b) Three percent for elected and appointed department heads, and all unclassified and classified managers, to include safety managers who are not identified in the Placer County Sheriff's ordinance initiative (Measure F), effective June 9, 2018.

2) Tahoe Branch Assignment Premium for all management, including safety:3

a) Effective the first pay period following July 1, 2018, Tahoe Branch Assignment Premium shall be $825 per month;

b) Effective the first pay period following July 1, 2019, Tahoe Branch Assignment Premium shall be $875 per month;

c) Commencing January 1, 2018, all management employees, including safety management, hired into or transferring into a position located in the North Lake Tahoe area will qualify for the Tahoe Branch Assignment Premium if they also reside in the North Lake Tahoe area, as defined by the County Code.

d) In consideration of the increase in the Tahoe Branch Assignment Premium, eliminate the Tahoe Rural Health Subsidy for all safety managers effective 11:59 p.m. on December 31, 2018.4

1 Pursuant to the current PPEO MOU, employees in the general and professional unit will receive wage increases as follows: four percent effective August 19, 2017; three percent in July 2018, and two percent in July 2019 and 2020. Pursuant to the Placer County Sheriff's ordinance initiative (Measure F), salary increases for Deputy Sheriffs were implemented at slightly over four percent, and Sheriff's managers received an average increase of nearly four percent. 2 Safety Management employees not identified in Measure F include: Assistant Chief Probation Officer, Assistant Juvenile Detention Facility Superintendent, Chief Probation Officer, Correctional Lieutenant, Investigator-Chief District Attorney, Investigator-Supervising District Attorney, Juvenile Detention Facility Superintendent and Probation Manager. · 3 currently, Tahoe Branch Assignment Premium varies between $675 and $775/month for management employees. The recommended increases are not greater than the increases agreed upon for the PPEO and Deputy Sheriff's Association bargaining units. 4 Currently, employees are eligible for reimbursement of $2,000-$3,000 per calendar year, in addition to a Tahoe Branch Assignment Premium.

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3) Effective March 1, 2019, a new ten-step salary schedule with a range of two and onehalf percent between each step will be implemented for all management employees, including safety management, hired on or after that date.5

4) Management employees, including safety management hired on or after January 1, 2018 in a management classification, will generally be eligible for advancement from Step 1 to Step 2 upon satisfactory completion of the probationary period or 2080 paid hours at Step 1 , whichever is longer. 6

B. Chapter 3 Amendments

Amendments to the Placer County Code, Chapter 3 are recommended to implement the changes in management compensation listed above. In addition, amendments are recommended to update and revise Chapter 3 to ensure the language is consistent with current practices. Specifically, the following additional amendments are recommended:

• Amend Chapter 3, Section 3.08.370, to clarify a "demotion" in employment occurs when there is at least a five percent difference between the top salary step of the current and new classifications, consistent with current practice;

• Amend Chapter 3, Sections 3.12.020 and 3.12.030 to recognize specialized certificate/license pay for the classifications of Building Manager, Utility Program Manager and Deputy Director of Facilities, Parks, Property, and Museums, as indicated in the attached draft ordinance; and

• Amend Chapter 3, Sections 3.12.080 and 3.12.090 to correct language pertaining to Tahoe Branch Assignment Premium and Tahoe rural health program for confidential employees.

FISCAL IMPACT

Implementation of the proposed compensation package will increase compensation costs by approximately $1.2 million in Fiscal Year (FY) 2017-18 and by $3.3 million in FY 2018-19. Increased compensation costs will be absorbed in the adopted FY 2017-18 budget, and will be proposed for inclusion in the FY 2018-19 budget. Cost savings resulting from the change to a 10-step salary schedule will begin to be realized after its implementation in 2019 and have not been included in the above estimates.

Attachment 1 -Amended Schedule of Classifications and Compensation Ordinance - Classified and Unclassified Management Employees Attachment 2- Amended Schedule of Classifications and Compensation Ordinance- Elected Department Heads Attachment 3 - Ordinance Amending Chapter 3

5 Currently, the range between steps is five percent. 6 Currently, only six months continuous, full-time service in Step 1 is required.

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Before the Board of Supervisors County of Placer, State of California

In the matter of: An ordinance implementing salary, compensation and benefit adjustments for Classified and Unclassified Management Employees.

Ordinance No.:

Introduced:

-----

The following Ordinance was duly passed by the Board of Supervisors of the County of

Placer at a regular meeting held ____________ , by the following

vote on roll call:

Ayes:

Noes:

Absent:

Signed and approved by me after its passage.

Chair, Board of Supervisors

Attest:

Clerk of said Board

THE BOARD OF SUPERVISORS OF THE COUNTY OF PLACER, STATE OF CALIFORNIA, DOES HEREBY ORDAIN AS FOLLOWS:

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Section 1: This ordinance implements salary, compensation and benefit adjustments for Classified and Unclassified Management, and Specified Safety Management employees as set out in Exhibit A.

Section 2: This ordinance shall be effective the first day of the pay period following adoption unless otherwise set forth in Exhibit A.

Section 3: This ordinance is adopted as an un-codified ordinance.

Attachments

Exhibit A Salary, Compensation, and Benefit Adjustments for Classified and Unclassified Management, and Specified Safety Management Employees

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Exhibit A

Salary, Compensation, and Benefit Adjustments for Classified and Unclassified Management, and Specified Safety Management

Employees

Salary Adjustments

1. Effective October 28, 2017, (pay date November 24, 2017) a four percent General Wage Increase will be implemented for all appointed department heads and unclassified and classified managers. Included in this increase are those safety managers not identified in the Placer County Sheriff's ordinance initiative (Measure F).

2. Effective June 9, 2018, (pay date July 6, 2018) a three percent General Wage Increase will be implemented for all appointed department heads and unclassified and classified managers. Included this increase are those safety managers not identified in the Placer County Sheriff's ordinance initiative (Measure F).

Tahoe Branch Assignment Premium for all Management, including Safety:

1. Effective the first pay period following July 1, 2018, Tahoe Branch Assignment Premium shall be $825 per month;

2. Effective the first pay period following July 1, 2019, Tahoe Branch Assignment Premium shall be $875 per month; and

3. Commencing January 1, 2018, all employees hired into or transferring into a position located in the North Lake Tahoe area will qualify for the Tahoe Branch Assignment Premium if they reside in the North Lake Tahoe area, as defined by the County Code.

Tahoe Rural Health Subsidy:

Effective after 11:59 p.m. on December 31, 2018, the Tahoe Rural Health Subsidy will be eliminated for Safety Management.

201


In the matter of: An ordinance implementing salary and compensation adjustments for Elected Department Heads.

Ordinance No.:

Introduced:

-----



vote on roll call:

Ayes:

Noes:

Absent:



Attest:

Clerk of said Board


202

Section 1: This ordinance implements salary and compensation adjustments for Elected Department Heads as set out in Exhibit A.

Section 2: This ordinance shall be effective the first pay period 30 days following adoption unless otherwise set forth in Exhibit A.

Section 3: This ordinance is adopted as an un-codified ordinance.

Attachments

Exhibit A Salary and Compensation Adjustments for Elected Department Heads

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Exhibit A

Salary and Compensation Adjustments for Elected Department Heads

Wage Adjustments

1. Effective the first pay period 30 days following adoption, a four percent General Wage Increase will be implemented for all Elected Department Heads.

2. Effective June 9, 2018, (pay date July 6, 2018) a three percent General Wage Increase will be implemented for all Elected Department Heads.

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In the matter of: An ordinance amending the Placer County Code, Chapter 3, Article 3.04 Personnel Regulations Generally, Section 3.04.610 Compensation plan and salary step, and Section 3.04.650 Progression in Steps; Article 3.08 Civil Service System, Section 3.08.370 Transfer-Promotion and demotion; Article 3.12 Allocations and Compensation, Section 3.12.20 Classified Service-salary and benefits notations, Section 3.12.080 Supplemental compensation-Tahoe, and Section 3.12.090 Tahoe rural health program.

Ordinance No.: -----

Introduced: ------



vote on roll call:

Ayes:

Noes:

Absent:



Attest:

Clerk of said Board

Page 1 of 7

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Section 1. That Section 3.04.610 of Chapter 3 of the Placer County Code, Article 3.04 Personnel Regulations Generally, Part 6 Compensation, Section 3.04.610 Compensation plan and salary step is hereby amended and shall read as follows:

A. The board of supervisors, upon considering all recommendations, may enact in whole or in part the compensation plans proposed for employees in the classified and unclassified service. The compensation plan enacted for employees in the classified service shall include a salary grade for each class consisting of minimum, intervening and maximum steps.

B. For PPEO represented employees, Confidential Employees, Safety Management, Management, and Unclassified Non-Management Employees. Effective March 2, 2019, each job classification shall have two salary ranges: Range A and B. Procedures for step advancement, promotion, demotion, transfer and layoff as set forth in Chapter 3 and the applicable MOU shall apply. Any future unit wide salary change shall be applied equally to Range A and Range B. 1. Salary Range A

Salary Range A shall be the salary range in place for each job classification as of March 1, 2019. Existing employees in permanent positions as of March 1, 2019, shall be assigned to Range A for the remainder of their continuous employment with the County.

2. Salary Range B

***

Employees who are hired on or after March 2, 2019, shall be assigned to Salary Range B. The top step of Salary Range B shall be equal to the top step of Salary Range A for each job classification. Salary Range B shall consist of 10 (ten) steps (steps 1-1 0). The range between each Step 1 through 10 shall be approximately 2.5% not to exceed the top step of Salary Range A.

Section 2. That Section 3.04.650 of Chapter 3 of the Placer County Code, Article 3.04, Part 6 Compensation, Section 3.04.650 Progression in Steps is hereby amended and shall read as follows:

A. PPEO General and Professional Units, Confidential Employees, Safety Management, Management and Unclassified Non-Management Employees. Normally, and as a general rule, upon progress and productivity, employees may be considered eligible for increases in salary according the following general plan. 1. The numbers 1-5 or 1-10 denote the various steps in the Salary Ranges A

and B, respectively. 2. Step 1 will normally be paid upon initial employment. 3. Step 2 will normally be paid upon satisfactory completion of the probationary

period, or for unclassified employees, upon the satisfactory completion of two thousand eighty (2080) paid hours.

4. Employees will be considered for increase to Step 3 at the satisfactory completion of two thousand

B. Deputy Sheriff's Association,Safety Management, Management Employees.

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***

Section 3. That Section 3.08.370 of Chapter 3 of the Placer County Code, Article 3.08 Civil Service System, Part 5 Alteration in Employment Status is hereby amended and shall read as follows:

Movement of an employee from a position in a lower classification to a position in a higher classification is a promotion, unless the increase in the top step of the classifications to the higher classification is less than five percent or unless such advancement is the result of a reclassification of an occupational group without regard to departmental lines. Any transfer of an employee from a position in a higher classification to a position in a lower classification is a demotion unless the difference in the top step of the classifications is less than five percent. A transfer may be accomplished only in the manner provided for making promotional or demotional appointments as provided in these rules. Employees transferring from one classification to another must meet the entrance requirements established for the new classification

Section 4. That section 3.12.020 of Chapter 3 of the Placer County Code, Allocations and Compensation, Classified service-Salary and benefit notations, is hereby amended and shall read as follows:

ADMIN. CODE 15585 14210 14207 13545 4445 14202 14205 11404 13522 13875 13877 13519

CLASSIFICATION TITLE Architectural Assistant I *a Architectural Assistant II *a Assistant Surveyor *c Capital Improvements Manager *a Clinical Psychologist *b Engineer- Assistant *c Engineer -Associate *c Parks and Grounds Worker- Senior *a Property Manager *a Public Works Manager *c Public Works Manager- Engineer* Utility Program Manager *c

*a All employees in this class shall be paid at the corresponding step of the next higher salary grade upon presentation of the certificate of registration as a licensed architect issued by the California State of Architectural Examiners. *b Ten (1 0) percent pay differential if the position is required to maintain active hospital

privileges and agrees to provide standby coverage at the request of the administrator of health and medical services.

Page 3 of7

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*c The county will pay an additional five percent of the base hourly rate, plus longevity if applicable, to employees in the classes of assistant engineer, associate engineer, aR9 assistant surveyor, and Utility Program Manager upon presentation of a certificate of registration as a civil engineer or land surveyor issued by the California State Board of Registration for Professional Engineers.

*d Salary to be added to those positions assigned as residents.

*** 28. Building Inspector Certificate Pay. Certificates that are attained by employees in the classifications of building inspector 1111, senior aR9 supervising, and building manager beyond those presented to meet the minimum qualification as stated in the class specifications shall be compensated at the rate of fifty dollars ($50.00) per certificate per month up to a maximum of two hundred dollars ($200.00) per month for each of the certificates listed: plans examiner, plumbing, mechanical, electrical (commercial or residential). The county will reimburse a qualifying employee for all initial exams and renewal fees associated with the above certificates for up to three exams per year.

Section 5. That Section 3.12.030 of the Placer County Code, Allocations and Compensation, Unclassified service-Salary and benefits notations, is hereby amended and shall read as follows:

ADMIN. CODE 19824 19825 19838 19863

CLASSIFICATION TITLE Health Officer *a Chief Physician *a Physician *a Deputy Director of Facility Services- Parks, Property & Museums *b

*a Physicians are eligible to receive the following additional compensation:

Twenty (20) percent pay differential if the incumbent has one or more board certifications as recognized by the American Board of Medical Specialties, or an affiliated Board, and the California Medical Board in a specialty or specialties that are relevant to the provision of county medical/psychiatric services;

Five percent pay differential if the incumbent is eligible for one or more board certifications as recognized by the American Board of Medical Specialties, or an affiliated Board, and the California Medical Board in a specialty or specialties that are relevant to the provision of county medical/psychiatric services;

Fifteen (15) percent pay differential for forensic pathology specialization in addition to that stated above;

Five percent pay differential for the chief physician for supervision of the child psychiatrist(s);

Physicians hired as psychiatrists shall be eligible to receive either of the following compensation in addition to what is listed above;

Fifteen (15) percent pay differential for psychiatrist specialization; or

Thirty (30) percent pay differential for child psychiatrist specialization.

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*b The Deputy Director of Facility Services- Parks, Property & Museums is eligible to receive a five (5) percent pay differential if the incumbent possesses a valid license to practice architecture issued by the California Architects Board.

Section 6. That Section 3.12.080, Article 3.12 Allocations and Compensation, Tahoe Branch Assignment Premium, of Chapter 3 of the Placer County Code is hereby amended and shall read as follows:

Employees meeting the following criteria shall receive the following monthly additional compensation:

A. An eligible employee is one who is permanently stationed within the Lake Tahoe Basin; or an employee permanently stationed at Serene Lakes, or easterly thereof and who lives at Serene Lakes, or easterly thereof.

B. PPEO Represented, Confidential and Safety Management. Tahoe Branch Assignment Premium shall be paid at the rate of six hundred seventy-five ($675.00) per month.

4-C. PPEO Represented and Management Employees. Tahoe Branch Assignment Premium pay shall be paid at the rate of seven hundred seventy-five dollars ($775.00) per month.

GD. PPEO Represented, Confidential aRd, Safety Management, Management, and Unclassified Non-Management Employees:

1. Effective the first pay period following July 1, 2018, Tahoe Branch Assignment Premium shall be eight hundred and twenty five dollars ($825) per month.

2. Effective the first pay period following July 1, 2019, Tahoe Branch Assignment Premium shall be eight hundred and seventy-five dollars ($875) per month.

3. Upon the effective date of this ordinance Commencing August 8, 2017 for Confidential Employees, and January 1, 2018 for Management and Safety Management, employees hired into or transferring into a position located in the North Lake Tahoe area and who reside in the following areas will qualify for the Tahoe Branch Assignment Premium: the Serene Lake area and all areas in Placer County east of the Serene Lake area; the Emerald Bay area and all areas in California north of the Emerald Bay area; the South Lake Tahoe area in El Dorado County, CA; all of the Lake Tahoe Basin area including Washoe County, Nevada (but only that portion of Washoe County that is within the Tahoe Basin); and the Town of Truckee and the unincorporated Truckee area in Nevada County, CA, and immediate vicinity.

4. Employees will be required to request the Tahoe Branch Assignment Premium and will need to demonstrate and certify residency within the specified areas.

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5. Employees will be required to notify Human Resources if they no longer reside in an area qualifying for Tahoe Branch Assignment Premium.

6. Employees already receiving Tahoe Branch Assignment Premium at the time this ordinance is effective will continue to receive the premium for the uninterrupted and continuous duration of the employee's position in the North Lake Tahoe area. If an employee no longer occupies a position in the North Lake Tahoe area, but resumes a position in the North Lake Tahoe area after the adoption of this Agreement, the residency requirement of this section will apply to the employee upon re-occupying the same or different position in the North Lake Tahoe area.

7. Residency under this section shall be determined in accordance with California Government Code section 244 .

.QE. For employees represented by the Placer County Deputy Sheriff's Association, Tahoe Branch Assignment Premium Pay shall be as set forth in the Memorandum of Understanding between the county and the PCDSA.

E-F. For employees represented by the Placer Public employees Organization, Tahoe Branch Assignment Premium shall be as set forth in the Memorandum of Understanding between the County and the PPEO.

Section 7. That Section 3.12.090 of Chapter 3 of the Placer County Code, Article 3.12 Allocations and Compensation, Tahoe rural health program, is hereby amended and shall read as follows:

A. Safety Management Employees. The county provides a rural health subsidy allowance for Tahoe area employees who do not have access to a county offered health maintenance organization and are covered by a county offered PPO. The rural health subsidy allowance will be used for the reimbursement of medical expenses, as defined under IRS Code Section 213, which are not covered by any other insurance plan. The reimbursement cannot cover employee premium payments.

1. Employees who have one-party coverage will be entitled to receive the Tahoe rural health subsidy for a maximum of two thousand dollars ($2,000.00) each calendar year.

2. Employees who have two-party or family coverage will be entitled to receive a maximum of three thousand dollars ($3,000.00) each calendar year.

B. Employees who receive the 401 (K) contribution in lieu of county-paid health insurance will not be entitled to this benefit.

C. Payment will be for reimbursement of actual medical expenses during the associated calendar year and not reimbursable under any other plan. Any unused balance will not be carried over to the following calendar year.

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D. Effective at 11:59 p.m. on December 31, 2018, the Tahoe Rural Health Subsidy for Safety Management employees will be eliminated.

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