6cfSpecial Notice / Hearing: None__
Vote Required: Majority
To: Honorable Board of Supervisors
From: Rocio Kiryczun, Human Resources Director
Subject: Recommended Revision to the Master Salary Resolution
RECOMMENDATION:
title
Adopt a resolution authorizing an amendment to the Master Salary Resolution 080517 to delete twenty-nine positions, add nine positions, adjust the salary range of twenty-three classifications, reclassify four positions, and correct three special compensation provisions.
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BACKGROUND:
On June 25, 2024, this Board adopted Master Salary Resolution 080517 which specifies the number of and provides compensation and benefits for persons employed by the County of San Mateo, sets appropriate rules and regulations, and repeals all inconsistent ordinances and resolutions. Throughout the year, the salary resolution is amended from time to time to meet the needs of the County.
DISCUSSION:
The salary resolution changes herein represent the:
• deletion of twenty-nine positions;
• addition of nine positions;
• adjustment to the salary of twenty-three classifications;
• reclassification of four positions; and
• correction of three special compensation provisions.
These amendments to the resolution have been reviewed and approved by the County Attorney’s Office as to form. The specific actions are discussed in detail below.
VARIOUS DEPARTMENTS
Action A: Note equity and/or salary adjustments for the following classifications:
• B065S, Occupational Therapist-Unclassified Series - 1.5% equity
o Occupational Therapist I and II - Unclassified
• F171S, Rehabilitation Therapist series - 1.5% equity
o Occupational Therapist I and II - CA Children's Services and Physical Therapist I and II - CA Children’s Services
• B056S, Planner-Unclassified Series - 3.10% equity
o Planner I, II, and III - Unclassified
• F075R, Radiologic Technologist I Relief - 13% equity
• F119R, Radiologic Technologist II Relief - 13% equity
• F125R, Radiologic Technologist III Relief - 13% equity
• F130R, Respiratory Therapist I Relief - 0.4% equity
• F132R, Respiratory Therapist II Relief - 0.4 equity
• F134R, Respiratory Therapist III Relief - 0.4% equity
• F081R, Ultrasonographer Relief - 4.6% equity
• F089R, Cardiac Sonographer Relief - 4.6 equity
• V050R, Communications Dispatcher I Relief - 10% salary adjustment
• V048R, Communications Dispatcher II Relief - 10% salary adjustment
Explanation: On December 3, 2024, the Board of Supervisors adopted a resolution approving the Tentative Agreement establishing the terms and conditions of a successor agreement to the Memorandum of Understanding with the American Federation of State, County and Municipal Employees (AFSCME) for the term of October 6, 2024. In the approved tentative agreement, Section 5.1 listed regular classifications that received equity adjustments in addition to the cost-of-living adjustments. Unfortunately, the list erroneously left out the relief and unclassified versions of these classifications.
Salary of V050R, Communications Dispatcher I Relief and V048R, Communications Dispatcher II Relief are adjusted by 10% and the current 10% Communications Dispatcher Differential is removed consistent with Exhibit J, Item 1 of the above-referenced Tentative Agreement.
There is no additional salaries and benefits cost associated with these salary adjustments. The costs, as well as the impact to Actuarial Accrued Liability (AAL) have already been projected in the resolution that was approved by the Board on December 3, 2024.
Action B: Adjust salary of D002, Airport Manager by 5% (equity)
Action C: Note 10% equity adjustment for B205, Deputy Controller - Unclassified
Action D: Adjust salary by 10% for the following Public Safety Communications management classifications and remove 10% dispatcher allowance:
• D062, Communications Program Services Manager
• D065, Public Safety Communications Director - Unclassified
• D089, Assistant Public Safety Communications Director
Explanation: On December 3, 2024, the Board of Supervisors adopted a resolution establishing salaries and benefits for Unrepresented Management unit. It also approved the tentative resolution that provided equity adjustments for certain management classifications determined to be below market median based on a salary survey conducted as part of the Management Compensation Study. The equity adjustments were recommended to bring the salaries of these classifications to the median of the market or in alignment with internal comparators. The resolution identified a total of thirty-seven (37) classifications that were recommended for equity adjustments effective December 8, 2024. Upon implementation it was discovered that the Airport Manager classification which is below market median was erroneously left out of the list of recommended equities.
The Deputy Controller - Unclassified classification was noted for a 10% adjustment in the Management Unit resolution; however, the Unclassified Deputy Controller was not noted on the list even though they share the same compensation grade.
The adjustments under Action D are being done so that the 10% dispatcher allowance can be folded into the base pay of the three Public Safety Dispatch management positions. This action is consistent with recent adjustment and allowance clean-up that was done for non-management dispatcher positions, including the two dispatcher relief classifications listed under Action A.
The adjustment to the Airport Manager represents an approximate monthly and salary benefits cost of $1,170. There is no additional salary and benefits cost associated with the adjustment to the Deputy Controller - Unclassified as the cost, as well as the impact to Actuarial Accrued Liability (AAL) has already been projected in the resolution that was approved by the Board on December 3, 2024. There are no costs associated to the adjustments for the Public Safety Communications management positions as the action is merely rolling up allowances to base pay.
There is no change in the total number of authorized positions.
12000 COUNTY EXECUTIVE OFFICE
Action A: Delete: One position of E405S, Buyer Series
Biweekly Salary: $2,949.60 - $4,252.00
Explanation: This is the deletion of one vacant Buyer II position to be transferred to the Information Services Department. This action does not have an impact on salary and benefits since position is entirely funded by ISD service charges billed to County Departments. The total number of authorized positions is decreased by one position.
Action B: Add: One position of D185, Senior Management Analyst
Biweekly Salary: $4,898.40 - $6,124.00
Explanation: This is the addition of one Senior Management Analyst per board resolution approved by the Board of Supervisors on December 10, 2024, directing the Chief Executive Officer to create a dedicated, full-time staff position to oversee the implementation of a comprehensive Action Plan for Women and Children, aimed at addressing core challenges, such as the wealth gap, childcare access, domestic violence prevention, and reproductive healthcare. This action represents an approximate monthly salary and benefits cost of $20,301. The total number of authorized positions is increased by one.
Action C: Delete: One position of E019, Legislative Analyst-Confidential
Biweekly Salary: $4,441.60 - $5,553.60
Add: One D182S, Management Analyst Series
Biweekly Salary: $3,839.20 - $5,553.60
Explanation: This is a clean-up action only and aligns the classification of the position with how it is currently and historically filled. There is no change to salaries and benefits cost, or to the total number of authorized positions related to this action.
12400 PUBLIC SAFETY COMMUNICATION
Action A: Correct: Section 5 - Special Compensation of the Master Salary Resolution to reinstate the California Commission Peace Officer Standards and Training (POST) certification allowance for management positions in Public Safety Communication
Explanation: Managers in Public Safety Communications shall receive a 2% differential pay in addition to all other compensation if they possess a POST Public Safety Dispatchers’ Intermediate Certificate, or a 5.5% differential pay in addition to all other compensation if they possess a POST Public Safety Dispatchers’ Advanced Certificate. This special compensation provision was erroneously deleted from the Management Resolution that was recently adopted and is being added back to the Master Salary Resolution to document authority for continuing the allowance. This action has no impact to salaries and benefits cost or to the total number of authorized positions.
Action B: Correct: Section 5 - Special Compensation of the Master Salary Resolution to reinstate, with amendments the Public Safety Communications 10% Management Differential
Explanation: Managers in Public Safety Communications who are in generic County management classifications shall receive a 10% Public Safety Communications Allowance. The special compensation provision that provided authority for this allowance was erroneously deleted from the Management Resolution that was recently adopted and is being added back to the Master Salary Resolution with amendments, i.e., specifying that allowance is only for managers in the department who are in generic County management classifications. Managers in Public Safety-specific classifications are not eligible as their allowance will be folded into their base pay as detailed in Action A. This action has no impact to salaries and benefits cost or to the total number of authorized positions.
14000 CONTROLLER’S OFFICE
Action: Add: One position of V260S, IS Support Series (IS Application Support Analyst III)
Biweekly Salary: $3,984.80 - $6,369.60
Explanation: This is the addition of one IS Application Support Analyst III position who will support the Coupa Solution implementation project and serve as system administrator once live and operationalized. This action represents an approximate monthly salary and benefits cost of $21,115. The total number of authorized positions is increased by one.
17000 HUMAN RESOURCES DEPARTMENT
Action: Reclassify: Three positions of D049, Human Resources Manager I
Biweekly Salary: $5,144.80 - $6,428.80
To: Three positions of D245, Human Resources Program Manager
Biweekly Salary: Same
Explanation: This action converts three filled Human Resources positions to the newly created Human Resources Program Manager classification. The creation of the new classification and conversion of positions clarifies the distinction between the human resources manager positions allocated to central Human Resources and managing human resource management programs with countywide scope and impact, versus those human resource managers allocated to operating departments and serving as liaison between the department and central Human Resources Department. There is no change to salaries and benefits associated to this conversion. There is no change to the total number of authorized positions.
18000 INFORMATION SERVICES DEPARTMENT
Action A: Add: One position of G247S, Contract Administrator Series
Biweekly Salary: $3,288.00 - $4,823.20
Explanation: This is the addition of one Contract Administrator (which is a Buyer Series position that is being transferred from Org 12000 and converted upon transfer) to support the increasing contracting needs of the department resulting from procurement and contracting policy changes. This action represents no monthly salary and benefits cost as position is entirely funded by ISD service charges billed to County departments. The total number of authorized positions is increased by one.
25100 DISTRICT ATTORNEY’S OFFICE
Action: Add: One position of B425, Family Justice Center Manager-Unclassified
Biweekly Salary: $6,565.60 - $8,207.20
Explanation: This is the addition of one Family Justice Center Manager-Unclassified position created to oversee and advance a one-stop holistic service and support center for families and survivors of domestic violence, family violence, sexual assault, child abuse, stalking, human trafficking, and elder abuse. This action represents an approximate monthly salary and benefits cost of $27,207, and the total number of authorized positions is increased by one.
32000 PROBATION DEPARTMENT
Action A: Delete: Twelve positions of C001S, Deputy Probation Officer Series
Biweekly Salary: $3,445.60 - $5,087.20
Action B: Delete: Four positions of C006, Group Supervisor III
Biweekly Salary: $3,473.60 - $4,341.60
Action C: Delete: Six positions of E375, Legal Office Specialist
Biweekly Salary: $2,855.20 - $3,568.00
Action D: Delete: One position of E458S, Revenue Collector Series
Biweekly Salary: $2,368.80 - $3,662.40
Explanation: This is the deletion of twenty-three total vacant positions, including twelve (12) Deputy Probation Officers, four (4) Group Supervisor III, six (6) Legal Office Specialists and one (1) Revenue Collector. The deletion of these positions is in alignment with organizational and budgetary changes in the department. This action represents an approximate monthly salary and benefits savings of $343,047. The total number of authorized positions is decreased by twenty-three (23).
55500 PUBLIC HEALTH, POLICY AND PLANNING
Action: Delete: One position of G098S, Social Worker/Children’s Services Social Worker Series
Biweekly Salary: $3,148.00 - $5,145.60
Add: One G040S, Mental Health Case Worker Series (Psychiatric Social Worker I/II)
Biweekly Salary: $2,815.20 - $5,145.60
Explanation: This is the deletion of one vacant Social Worker III position and addition of one Psychiatric Social Worker I/II which is the classification that is more suitable for the psychotherapy work that this position would be performing. This action has no associated salary and benefits cost, and there is no change in the total number of authorized positions.
55600 HEALTH IT
Action: Reclassify: One position of V260S, IS Support Series (IS Business Analyst II)
Biweekly Salary: $3,984.80 - $5,928.80
To: One position of D060, Financial Services Manager I
Biweekly Salary: $4,898.40 - $6,124.00
Explanation: This is the reclassification of one filled IS Business Analyst II position to Financial Services Manager I as recommended by a recently completed classification study of the position. This action represents an approximate monthly salary and benefits cost of $647. There is no change in the total number of authorized positions.
56000 EMERGENCY MEDICAL SERVICES
Action: Delete: One position of G236, Community Program Supervisor
Biweekly Salary: $4,244.80 - $5,308.00
Add: One D131, Program Services Manager I
Biweekly Salary: $4,441.60 - $5,553.60
Explanation: This is the deletion of one vacant Community Program Supervisor position and addition of one Program Services Manager I to align with programmatic changes necessary to meet statutory and regulatory mandates governing provider standards. This action represents an approximate monthly salary and benefits cost of $814. There is no change in the total number of authorized positions.
57000 AGING AND ADULT SERVICES
Action: Delete: One position of E337, Office Specialist
Biweekly Salary: $2,408.00 - $3,009.60
Add: One G112S, Community Worker Series
Biweekly Salary: $2,201.60 - $3,036.80
Explanation: This is the deletion of one vacant Office Specialist position and addition of one Community Worker II. The latter classification is more aligned with the duties of the position. This action represents an approximate monthly salary and benefits cost of $90. There is no change in the total number of authorized positions.
61000 BEHAVIORAL HEALTH AND RECOVERY SERVICES
Action: Add: One position of F122S, Physician Series (Adult Psychiatrist)
Biweekly Salary: $11,140.00 - $13,926.40
Explanation: This is the addition of one Adult Psychiatrist to support the department’s operational and clinical needs. This action represents an approximate monthly salary and benefits cost of $46,166. The total number of authorized positions is increased by one.
66000 SAN MATEO MEDICAL CENTER
Action: Correct: Section 5 - Special Compensation, County Health, Item 14 of the Master Salary Resolution which provides for a 5.74% lead orderly allowance.
Explanation: This action amends this item of the Master Salary Resolution to correct the classification eligible for this allowance to Medical Services Assistant I, not Medical Office Assistant I. The amended item states that a “Medical Services Assistant I designated as Lead Orderly shall receive a 5.74 percent differential pay, in addition to all other compensation. Only one employee in the day shift and one employee in the evening shift may be so assigned.” This is a clean-up item only and represents no changes to salary and benefits cost.
Financial Impact on County’s Retirement System
Government Code Section 31515.5 requires the County to provide the estimated financial impact that proposed benefit changes or salary increases for current employees would have on the funding status of SamCERA‘s retirement fund, the County’s retirement system.
As reflected in the attached letter from SamCERA’s actuary, Milliman, the changes reflected in this amendment, specifically the adjustment to the salary of the Airports Manager that are in addition to the assumed annual salary increases of affected current employees, increases the Actuarial Accrued Liability (AAL) by approximately $48,000. While the Unfunded Actuarial Accrued Liability (UAAL) of SamCERA will be higher by this amount, the funded ratio, rounded to the nearest one basis point, will be unchanged.
Equity Impact
These amendments to the Master Salary Resolution ensure that pay for County classifications are externally and internally competitive; and that positions and vacancies are classified appropriately as to maintain pay equity and pay transparency and promote the goals of diverse and inclusive hiring consistent with the Human Resources Department’s mission and values.
FISCAL IMPACT:
These actions represent an estimated monthly salary and benefits savings of $225,537 or an annual savings estimate of $2,706,444.