MEMORANDUM OF AGREEMENT BETWEEN …€¦ · AND COUNTY EMPLOYEES MANAGEMENT ASSOCIATION ... ADMINISTRATIVE LEAVE LETTER ... sick leave, and authorized compensatory time off,

MEMORANDUM OF AGREEMENT

BETWEEN

COUNTY OF SANTA CLARA

AND

COUNTY EMPLOYEES MANAGEMENT ASSOCIATION

AFFILIATED WITH OPERATING ENGINEERS

LOCAL UNION NO. 3 OF THE INTERNATIONAL UNION OF OPERATING

ENGINEERS AFL-CIO

JUNE 24, 2013 THROUGH JUNE 22, 2014

TABLE OF CONTENTS

ARTICLE 1 – RECOGNITION ..................................................................................................... 1

Section 1.1 – Exclusive Bargaining Representative ....................................................................... 1

Section 1.2 – Workload................................................................................................................... 2

ARTICLE 2 – SALARIES.............................................................................................................. 3

Section 2.1 – Basic Wage ............................................................................................................... 3

Section 2.2 – Evening/Night Shift for Certain Nurse Classifications and Computer

Operations Shift Supervisor ...................................................................................... 4

Section 2.3 – Pest Advisory Differential ........................................................................................ 4

Section 2.4 – Bilingual Differential ................................................................................................ 4

Section 2.5 – Nurse Longevity Pay................................................................................................. 4

Section 2.6 – Nurse Realignments .................................................................................................. 6

Section 2.7 – Compensation Compaction Review Process and Outcomes .................................... 6

Section 2.8 – Automatic Check Deposit ......................................................................................... 9

ARTICLE 3 – RETIREMENT ..................................................................................................... 10

ARTICLE 4 – SHIFT ROTATION .............................................................................................. 12

ARTICLE 5 – INSURANCE PREMIUMS .................................................................................. 13

Section 5.1 – Medical Insurance ................................................................................................... 13

Section 5.2 – Dental Insurance ..................................................................................................... 14

Section 5.3 – Life Insurance ......................................................................................................... 14

Section 5.4 – Vision Care Plan ..................................................................................................... 14

Section 5.5 – County-wide Benefits ............................................................................................. 14

Section 5.6 – Medical Benefits for Retirees ................................................................................. 14

ARTICLE 6 – DOMESTIC PARTNERS ..................................................................................... 16

ARTICLE 7 – STATE DISABILITY INSURANCE (SDI) ......................................................... 17

ARTICLE 8 – PROFESSIONAL DEVELOPMENT ALLOWANCE AND

EDUCATIONAL LEAVE ..................................................................................... 18

Section 8.1 – Tuition Reimbursement Program ............................................................................ 18

Section 8.2 – Professional Development Program ....................................................................... 18

ARTICLE 9 – TRAINING FUND ............................................................................................... 19

ARTICLE 10 – UNIFORM ALLOWANCE ................................................................................ 20

ARTICLE 11 – STATE MANDATED LICENSURE/CERTIFICATION FUND ...................... 21

Section 11.1 – General Provisions ................................................................................................ 21

Section 11.2 – State Mandated License and Certification Fee Reimbursement ........................... 21

Section 11.3 – Reasons for Denial ................................................................................................ 21

Section 11.4 – Eligible Classifications ......................................................................................... 21

ARTICLE 12 – TEMPORARY ASSIGNMENT RESPONSIBILITY

DIFFERENTIAL (TARD) .................................................................................. 22

ARTICLE 13 – LATERAL TRANSFER ..................................................................................... 23

ARTICLE 14 – STO AND SICK LEAVE ................................................................................... 24

Section 14.1 – Scheduled Time Off .............................................................................................. 24

Section 14.2 – Sick Leave Bank Accrual...................................................................................... 25

ARTICLE 15 – LAYOFF PROCEDURES .................................................................................. 29

Section 15.1 – Seniority Defined .................................................................................................. 29

Section 15.2 – Transfer of Prior Agency Service ......................................................................... 29

Section 15.3 – Changes to Classes ................................................................................................ 29

Section 15.4 – Order of Layoff ..................................................................................................... 29

Section 15.5 – Notice of Layoff .................................................................................................... 31

Section 15.6 – Reassignment in Lieu of Layoff ........................................................................... 31

Section 15.7 – Layoff .................................................................................................................... 31

Section 15.8 – Inplacement ........................................................................................................... 31

Section 15.9 – Re-employment List.............................................................................................. 33

Section 15.10 – Temporary Work for Laid Off Employees ......................................................... 33

Section 15.11 – Names Dropped from Re-employment List ........................................................ 33

Section 15.12 – Rights Restored ................................................................................................... 33

ARTICLE 16 – GRIEVANCE PROCEDURE ............................................................................. 34

Section 16.1 – Grievance Defined ................................................................................................ 34

Section 16.2 – Grievance Presentation ......................................................................................... 34

Section 16.3 – Pre-Arbitration ...................................................................................................... 35

Section 16.4 – Arbitration Panel ................................................................................................... 36

Section 16.5 – Arbitration Release Time ...................................................................................... 36

ARTICLE 17 – LETTER OF REPRIMAND ............................................................................... 37

ARTICLE 18 – PERFORMANCE APPRAISAL AND DEVELOPMENT PROCESS .............. 38

ARTICLE 19 – ALTERNATE WORK SCHEDULES AND TELEWORKING ........................ 39

ARTICLE 20 – SAFETY SHOES ................................................................................................ 40

ARTICLE 21 – PROBATIONARY PERIOD .............................................................................. 41

ARTICLE 22 – FAIR LABOR STANDARDS ACT ................................................................... 42

ARTICLE 23 – LABOR MANAGEMENT COLLABORATION .............................................. 43

ARTICLE 24 – CONTRACTING OUT ....................................................................................... 44

Section 24.1 – Notice to the Union ............................................................................................... 44

Section 24.2 – Response to Notice ............................................................................................... 44

Section 24.3 – Meeting ................................................................................................................. 44

ARTICLE 25 – FULL AGREEMENT ......................................................................................... 45

ARTICLE 26 – SAVINGS CLAUSE ........................................................................................... 46

ARTICLE 27 – TERM OF AGREEMENT .................................................................................. 47

SIDELETTER OF AGREEMENT – Health Care Assistance ...................................................... 47

SIDELETTER OF AGREEMENT – “ME TOO” ........................................................................ 49

SIDELETTER OF AGREEMENT – Cross Departmental Opportunity Pilot Program ............... 50

APPENDIX A – Classifications Eligible for License Reimbursement ........................................ 52

APPENDIX B – Salary Schedule ................................................................................................. 54

ADMINISTRATIVE LEAVE LETTER .................................................................................... 111

MEMORANDUM OF UNDERSTANDING

This is a Memorandum of Understanding between the County of Santa Clara (County) and the

County Employees Management Association (CEMA) a California Corporation, which is

affiliated with Operating Engineers, Local Union #3, AFL-CIO.

This Memorandum is the result of both parties meeting and conferring in good faith. The parties

agree that the rates of pay contained herein comply with Section 709 of the Charter of the

County of Santa Clara for the full term of this Agreement, which is June 24, 2013 through

June 22, 2014.

1

ARTICLE 1 – RECOGNITION

Section 1.1 – Exclusive Bargaining Representative The County recognizes County Employees Management Association (CEMA) as exclusive

bargaining representative for all classified and unclassified employees in coded classifications

within the Supervisory-Administrative bargaining unit.

For the purposes of this Agreement, an employee shall be defined as a person employed in a

coded classification in the bargaining unit covered by this Agreement.

These employees are considered management employees and are expected to perform the duties

and responsibilities required to accomplish their job. Premium pay and other special

compensation are inapplicable to CEMA represented employees (except for cash overtime or

compensatory time off for those classifications designated by the County as non-exempt under

the Fair Labor Standards Act, and except for bilingual pay, uniform allowance, night shift

differential, pest advisory differential and vacation add-back as provided in this Agreement).

Employees who are designated as exempt under FLSA in this Unit are considered salaried. The

rates of pay shown in the Appendices reflect the appropriate salary which is due to the level of

responsibility and the inapplicability of the various forms of premium pay and special

compensations.

The County has designated the following classifications to be non-exempt under the provisions

of the Fair Labor Standards Act:

B1T Associate Management Analyst A

B1R Associate Management Analyst B

J30 Credentials Specialist

B9C Health Care Financial Analyst Associate

B5Y Health Care Program Analyst I

B5Z Health Care Program Analyst Associate

B18 Human Relations Coordinator I

B95 Liability Claims Adjuster I

B1W Management Aide

X20 Supervising Probation Counselor

T29 Park Ranger Supervisor

Employees in the above classifications shall receive overtime pay in accordance with FLSA.

For non-exempt employees who do not meet the FLSA criteria for different work periods,

overtime is defined as time worked beyond forty (40) hours in any seven (7) consecutive day

work period or eight (8) hours in any one day (twenty-four hours) period. Non-exempt

employees assigned under FLSA to work periods other than seven (7) or fourteen (14)

consecutive day work periods, shall have work periods and daily overtime defined accordingly.

2

As allowed by the 7k exemption for law enforcement employees, the County has designated a

fourteen day work period. Overtime is defined as time worked beyond eighty (80) hours in a

fourteen consecutive day work period or a regular scheduled shift duration in any workday.

Time for which pay is received but not worked, such as holiday, STO, sick leave, and authorized

compensatory time off, is counted towards the base period. Employees shall not be assigned

irregular work hours to avoid the payment of overtime. The County Executive shall determine by

administrative order those classes and positions which shall be eligible for overtime work and for

cash payment.

When overtime work is assigned and is authorized by an appointing authority to be worked,

compensation for such time worked by non-exempt employees shall be time off with pay

computed at the rate of one and one-half (1 1/2) hours off for every hour of overtime worked,

except that such overtime work shall be paid in cash at the rate of one and one-half (1 1/2) times

the regular hourly rate when specifically authorized by administrative order of the County

Executive. Compensatory time off accruals/balance shall be limited to a maximum of two

hundred and forty (240) hours.

All compensatory time off must be taken within twelve (12) months of the date the overtime was

worked. Any balance remaining after twelve (12) months shall be paid in cash at the regular rate.

Compensatory time balances shall be paid in cash on separation. An employee may elect in

advance to receive compensatory time off credit in lieu of cash compensation for overtime where

compensatory time off is allowed, if the appointing authority agrees.

Section 1.2 – Workload Most employees in CEMA represented classifications are salaried employees who work the

necessary hours to fulfill the duties of the position without overtime pay. Depending on the

circumstances employees may work more or less than 40 hours in a particular work week. The

County acknowledges that consistently working excess hours beyond a 40 hour work week may

not be in the interest of employees or the County. If an employee thinks they are working

excessive hours on a regular basis, they can request that CEMA and the County evaluate the

impact of the workload on the employee.

The County and CEMA agree to jointly develop and offer to employees in CEMA represented

classifications and Executive Managers training that would facilitate workload evaluation

discussions including the following components:

a) Communication skills between employee and employer,

b) Reaffirmation and identification of priorities,

c) Time management and its impact on workload,

d) How to rebalance workload,

e) Other issues as applicable.

3

ARTICLE 2 – SALARIES

Section 2.1 – Basic Wage Salaries for the term of the agreement for represented classifications are contained in Appendix

B.

2% Wage Increase for Structural Changes:

For the period between December 23, 2013, through June 22, 2014, the County will provide 4%

wage increase (equivalent to a 2% annual wage increase) in exchange for structural changes

made herein. Effective June 22, 2014, at 11:59 p.m. the wage increase amount shall decrease

from approximately 4% to 2%.

Self Funded Raise (June 24, 2013 through August 18, 2013):

For the period of June 24, 2013, through August 18, 2013, the County agrees to provide self-

funded 4.581% wage increase for “classic” employees who paid 5.08% towards the employer

PERS share.

Self Funded Raise Effective August 19, 2013:

Classic Miscellaneous Employees

The employee shall continue to pay towards employer PERS share a total of 8.011%

(contribution of 5.08% plus existing contribution 2.931%). In addition, the employee will

continue to pay a total of 1% on the employee’s PERS share. Total employee paid contribution

for PERS is 9.011%. In return for the ongoing payment of 5.08% towards the employer PERS

share, the County will provide equivalent self-funded wage increase which is approximately

4.581%.

Classic Safety Employees

The employee will continue to contribute 5.08% towards employer PERS share in addition to the

existing contribution the employee makes to the employee/member share. In return for the

ongoing payment of 5.08% towards the employer PERS share, the County will provide

equivalent self-funded wage increase which is approximately 4.581%.

Public Employee Pension Reform Act (PEPRA) Miscellaneous Employees

These employees shall contribute no less than that paid to PERS by the classic miscellaneous

employees (this includes amounts for both employer and employee share). In return the County

will provide equivalent self-funded wage increase which is approximately 4.581%.

Public Employee Pension Reform Act (PEPRA) Safety Employees

These employees shall contribute no less than that paid to PERS by the classic safety employees

(this includes amounts for both employer and employee share). In return the County will provide

equivalent self-funded wage increase which is approximately 4.581%.

4

Section 2.2 – Evening/Night Shift for Certain Nurse Classifications and Computer Operations Shift Supervisor a) The following classifications, when assigned to work evening shifts on a regular, ongoing

basis, shall receive an additional $320.00 biweekly. Evening shift shall be defined as any

scheduled shift of at least eight hours beginning on or after 2:00 p.m. and ending on or before

2:00 a.m.

S80 Admin Nurse II

S12 Utilization Review Coordinator

b) The following classifications, when assigned to work night shifts on a regular, ongoing basis,

shall receive an additional $580.00 biweekly. Night shift shall be defined as any scheduled

shift of at least eight hours beginning on or after 10:00 p.m. and ending on or before 10:00

a.m.

S80 Admin Nurse II


c) One (1) Computer Operations shift Supervisor position, when assigned to work evening

shifts on a regular, ongoing basis shall receive an additional $212.00 biweekly. Evening shift

shall be defined as any scheduled shift of at least eight hours beginning on or after 2:00 pm

and ending on or before 2:00 a.m.

d) One (1) Computer Operations shift Supervisor position, when assigned to work night shifts

on a regular, ongoing basis shall receive an additional $264.00 biweekly. Night shift shall be

defined as any scheduled shift of at least eight hours beginning on or after 10:00 pm and

ending on or before 10:00 a.m.

Section 2.3 – Pest Advisory Differential A Park Field Support Manager who obtains and maintains a valid Agricultural Pest Control

Advisor License issued by the State of California and is assigned to perform pest control

advisory functions shall be compensated at a range approximately seven and a half percent

(7.5%) higher than that specified for regular positions in this classification. This differential shall

be limited to one position in Parks.

Section 2.4 – Bilingual Differential CEMA represented employees who meet the requirements set forth in Section 52: Special

Compensation F. Language Translations Differential of the Salary Ordinance shall continue to be

eligible for bilingual pay. Effective August 11, 2008, such bilingual pay shall be one hundred

fifty dollars ($150) per month.

Section 2.5 – Nurse Longevity Pay a) Incumbents in these nursing-related classifications shall be eligible for salary step six after

accumulation of thirty-six (36) months of competent service at the fifth step of the current

classification.

5

Incumbents in these nursing-related classifications shall be eligible for compensation at a rate

five percent (5%) higher than Step 5 after accumulation of thirty-six (36) months of

competent service at the fifth step of the current classification.

S80 Administrative Nurse II

B56 Clinical Risk Prevention Program Manager

S90 Dir Nursing Acute Psych Svcs

H55 Dir Q&U Amb & Comm Hlth/Mng Cr

N56 Dir Valley Speciality Center

N5A Dir of Care Management

B05 Dir of Cardiovascular Services

N54 Dir of Nursing Professional Practice

B5B Manager of Care Management

B6F Mgr Adult Custody M H

S66 Nurse Mgr Artificial Kidney Unit

S43 Nurse Mgr Burn Center

S31 Nurse Mgr Cld Shlt Cstdy Health

S42 Nurse Mgr Critical Care

S53 Nurse Mgr Emergency Department

S65 Nurse Mgr Labr Del Pernl Evl Prd

S63 Nurse Mgr Medical Surgical Nursing

S84 Nurse Mgr Mental Health Nursing

S64 Nurse Mgr Mother Infant Care Ctr

S81 Nurse Mgr Neonatal ICU

S55 Nurse Mgr Operating Room Services

S67 Nurse Mgr Pediatrics-ICU

S61 Nurse Mgr Post Anesthesia Cr Unt

S62 Nurse Mgr Rehabilitation

S18 Patient Services Case Coord

C87 Q I Coord – SCVMC

S20 Q I Mgr - A&D Serv

S07 Q I Mgr - Ambulatory CHS

S01 Q I Mgr – Hospital

S71 Trauma Program Coordinator


S19 Utilization Review Coord-VHP

S10 Utilization Review Supervisor

b) Incumbents in these nursing-related classifications shall be eligible for up to an additional

5% pay above the established maximum in the broad range after accumulation of thirty-six

(36) months of competent service at the top of the salary range in the current classification.

S72 Q I Mgr - Acute Psych Svcs

S69 Q I Mgr - Inpatient Nursing

S13 Q I Mgr - MH Outpt Progs

6

Section 2.6 – Nurse Realignments The following classifications, during the term of this Agreement, shall be aligned with the

appropriate classes in RNPA:

S80 Administrative Nurse II

B56 Clinical Risk Prevention Prog Mgr

B05 Director of Cardiovascular Svs

S03 Infection Control Nurse Supervisor

B6F Manager, Adult Custody Mental Health Services

S66 Nurse Manager Artificial Kidney Unit

S43 Nurse Manager Burn Center

S31 Nurse Manager Children Shelter Custody Health

S42 Nurse Manager Critical Care

S53 Nurse Manager Emergency Department

S65 Nurse Manager Labor Del Pernl Evl Prd

S63 Nurse Manager Medical Surgical Nursing

S84 Nurse Manager Mental Health Nursing

S64 Nurse Manager Mother Infant Care Center

S81 Nurse Manager Neonatal ICU

S55 Nurse Manager Operating Room Services

S67 Nurse Manager Pediatrics-ICU

S61 Nurse Manager Post Anesthesia Care Unit

S62 Nurse Manager Rehabilitation

P70 Nursing Info Systems Mgr

S18 Patient Services Case Coord

C70 Public Health Nurse Manager I

C69 Public Health Nurse Manager II

C87 Quality Improvement Coordinator - SCVMC

S20 Quality Improvement Manager - Alc & Drug Srv

S07 Quality Improvement Manager - AMB CHS

S01 Quality Improvement Manager - Hospital

S69 Quality Improvement Manager Inpt Nursing

S13 Quality Improvement Manager - MH Ops

S72 Quality Improvement Manager - A P SV

P62 Specialty Programs Nurse Coordinator

S71 Trauma Program Coordinator

B12 Utilization Management QA Mgr


S19 Utilization Review Coordinator - VHP

S10 Utilization Review Supervisor

Section 2.7 – Compensation Compaction Review Process and Outcomes a) Definition

Compensation compaction exists when there is an insufficient difference in the

compensation between a supervisory classification/position and its subordinate

classification(s)/position(s). Compensation compaction becomes an issue for the County

when the County’s Employee Services Agency (ESA) determines that a supervisor or

7

manager is not compensated appropriately above subordinates for performance of

supervisory duties and/or when it is difficult to recruit for a supervisory or management

position because lower-level qualified employees believe that the added responsibility of

a promotion is not worth the small difference in salary.

Compaction can result from a classification study that increased the salary for a sub-

ordinate classification or from contract negotiations that afforded the lower classification

a significant realignment. Another factor found to contribute to compaction includes pay

differentials that are available to the subordinate class but not to the supervisory

classification. Even though the County does not have a policy stating a minimum

percentage of salary difference between a supervisor and a subordinate classification,

general compensation principles indicate that a supervisor with the same skill-set as a

subordinate should earn more than the subordinate.

b) Review Process – Below is the process that an employee in a CEMA-represented

classification may undertake to ensure that the employee’s position is properly

compensated in relation to the position(s) supervised.

1) Employee

If an employee believes that there is insufficient difference in compensation between

the employee’s position and one or more subordinate positions, the employee will

complete the Compensation Compaction Review Request Form. The employee will

forward the form to his/her immediate supervisor/manager and request to meet to

discuss the information provided.

2) Supervisor

Within ten County business days of receiving the form, the immediate

supervisor/manager will review the form for accuracy of the reporting relationship

identified, attach an organizational chart to the form and schedule a meeting with the

employee to discuss the request. After the immediate supervisor/manager meets with

the employee, the immediate supervisor/manager will send the form to the

Department Head with comments, including possible solutions if ESA determines

that compaction exists.

3) Department Head

The Department Head will review the form and organizational chart, make comments

and send the completed form to ESA for a determination of whether compaction

exists. A copy of the completed form shall be provided to the employee. The

Department Head may take interim action(s) within existing management authority to

address the possible compaction pending the decision from ESA. The Department

shall notify CEMA of the interim action(s) and meet and confer upon request.

4) Review of Submitted Requests

Either party can request a meeting to determine the order in which requests will be

evaluated. Consideration will be given to the order in which the request was

submitted, severity of the compaction, ease of solution, duration of compaction and

the County’s resources and business needs.

8

5) ESA

ESA will review the request and verify the accuracy of the salary data, taking into

consideration the factors that create compaction, and determine whether there is an

insufficient difference in compensation between the positions under review. ESA

will confer with the Department and develop a final recommendation.

ESA will send CEMA the findings and recommendation(s) and the basis for its

findings. CEMA will have ten (10) County business days to review and request a

meet and confer with the County over the results of its review. CEMA will provide

the findings and recommendations to the employee.

If ESA finds that the position may not be appropriately classified, the employee will

complete a Position Description Questionnaire and the position will be studied.

ESA’s findings as a result of the study will be posted to CEMA. CEMA will have

ten (10) County business days to review and request to meet and confer with the

County over the results of the study.

c) Outcomes of the Review Process

The County has the ability to address compaction administratively by reassigning

supervisory responsibilities or reorganizing reporting relationships, as examples.

If administrative solutions are not practicable and ESA has determined that compaction

exists, a future compensation adjustment is warranted. Even if there is a finding of

compaction, the employee will not be eligible for an adjustment in compensation during

the term of this agreement.

Below is a solution that allows the County to address compaction for a specific position

within a classification without adjusting the salary for the classification.

Compaction Compensation for a Single Position within a Classification:

When compensation compaction exists between a supervisory position (as compared to a

classification) represented by CEMA and that position’s subordinate(s), the County may

compensate the supervisor up to ten (10) percent above the supervisor’s step. That

compaction compensation shall be subject to the approval of the Personnel Director based

on the ongoing, regular assignment to supervise such positions in accordance with Merit

System Rules A25-347 – “Supervisory employee” defined.

The County shall review positions receiving this compaction compensation not less than

annually to ensure that the compensation continues to be warranted. Should it be

determined that such compensation is no longer warranted, this compaction

compensation shall cease.

9

d) General Terms

If there is a finding that compensation compaction does not exist, a request for

compaction review of the position may not be re-submitted unless there are changes in

circumstances related to the position, including but not limited to the following: a

reorganization, reclassification or realignment of subordinate classes, or changes that

result from contract negotiations.

Requests for review will be included on the quarterly classification study report and

reviews will be completed within a year of the compaction review request. If the review

cannot be completed within one year, ESA will notify CEMA. If a classification study is

conducted the parties will agree on a reasonable completion date.

The Compensation Compaction Review Process and Outcomes is not subject to the

grievance procedure.

Section 2.8 – Automatic Check Deposit All employees hired after the effective date of this agreement shall be paid by automatic check

deposit. By January 2007 all employees hired prior to the effective date of this agreement shall

be paid by automatic check deposit.

10

ARTICLE 3 – RETIREMENT

Effective June 22, 1992, (pay period 92/14), employees in the miscellaneous retirement system

shall be eligible for the 2% at 55 Retirement Plan. The County of Santa Clara's increase in

contribution to PERS as a result of implementation of the 2% at 55 Retirement Plan as well as

existing employer payment of employee PERS contribution shall be reflected as part of the

effective wages.

The County will increase the lump sum death benefit to $5,000 and will implement the pre-

retirement optional settlement 2 death benefits.

The County shall continue to pay on behalf of all employees covered under Public Employees’

Retirement System (PERS) Miscellaneous seven percent (7%) member contribution to PERS as

well as an additional 0.49% which is attributable to reporting Employer Paid member

Contribution (EPMC) as special compensation.

Classic miscellaneous employees shall refer to those employees who are eligible for and are

placed in the 2.5% at age 55 retirement tier. Classic safety employees shall refer to those

employees who are eligible for and are placed in the 3% at age 50 retirement tier. Public

Employee Pension Reform Act (PEPRA) miscellaneous employees shall refer to those

employees who are eligible for and placed in the 2% at age 62 retirement plan. PEPRA safety

employees shall refer to those employees who are eligible for and are placed in the 2.7% at age

57 retirement tier.

Probation Manager and Supervising Probation Counselor (Classic Safety)

The County shall continue to pay on behalf of employees in the classifications of Probation

Manager and Supervising Probation Counselor seven percent (7%) within the required nine

percent (9%) member contribution to PERS as well as an additional forty-nine one hundredth

percent (0.49%) which is attributable to reporting EPMC as special compensation. The employee

shall continue to pay towards employer PERS contribution share of 5.08% (plus existing

contribution 2% towards the employee share). Total employee paid contribution for PERS is

7.08%.

Park Ranger Supervisor and Park Ranger Operations Manager (Classic Safety)

The County shall contribute two percent (2%) within the nine percent (9%) of the required

member contribution to PERS for the classifications of Supervising Park Ranger and Manager,

Park Ranger Operations as well as an additional four one-hundredth percent (0.04%) which is

attributable to reporting EPMC as special compensation. The employee shall continue to pay

towards employer PERS contribution share of 5.08% (plus existing contribution 7% towards the

employee share). Total employee paid contribution for PERS is 12.08%.

In accordance with Section 20636, subsection (c)(4) of the California Public Employee

Retirement Law, the County and CEMA agree that the full monetary value of the Employer Paid

Member Contribution (EPMC) will continue to be reported to PERS as special compensation.

Taking into consideration of the reporting of EPMC as special compensation the County is

entitled to add the additional percentage amount which is attributable to this optional

contribution to the base wage for effective wage.

11

The County further agrees to amend its contract with PERS effective December 17, 2007 for the

2.5% at 55 Plan for Miscellaneous employees. In consideration for this amendment the Union

agrees for each employee covered under this benefit to contribute to PERS, through payroll

deduction effective December 17, 2007, an amount equal to 3.931% of PERS reportable gross

pay for the duration of this Agreement.

Classic Miscellaneous Employees

The employee’s contribution toward employer PERS contribution shall be at total of 8.011%

(new contribution 5.08% and existing contribution 2.931%). In addition, the employee will

continue to pay a total of 1% on the employee’s PERS contribution share. Total CEMA

employee paid contribution for PERS is 9.011%.

PEPRA Miscellaneous Employees

These employees shall contribute no less than that paid to PERS by the classic miscellaneous

employees (this includes amounts for both employer and employee share).

PEPRA Safety

These employees shall contribute no less than that paid to PERS by the classic safety employees

(this includes amounts for both employer and employee share).

12

ARTICLE 4 – SHIFT ROTATION

For employees in this unit, who are assigned shift work, the matter of shift rotation is a proper

subject for discussion with their manager. If the manner in which shifts are assigned is not

agreeable to a majority of the employees, or if CEMA requests, a meeting shall be held with an

executive level manager of that area. If, following this meeting, issues still remains for

discussion, upon request, CEMA may meet with the appropriate department/agency head and the

Department of Labor Relations. The department/agency head will make the final decision on all

unresolved issues.

13

ARTICLE 5 – INSURANCE PREMIUMS

Section 5.1 – Medical Insurance Effective October 18, 2013, the County and covered employees shall share in the cost of medical

plan premiums. The County will pay 96% of the total premium and the covered employees will

pay 4% of the total premium for the covered employee’s selected medical plan and coverage

tier.

The County shall provide an allowance to each covered employee who paid 4% premiums

between October 18, 2013 and June 22, 2014 equivalent to the amount paid by the covered

employees towards health insurance premiums. There shall be no medical premium allowances

beyond June 22, 2014. This is allowance shall not be applicable to employees obligated to pay

the current contribution of $42.83 (which may be adjusted based on the formula outlined in the

sideletter agreement titled Health Care Assistance for Health Net family coverage).

For County employees occupying permanent part-time positions who work a minimum of 40

hours per pay period, the County will pay a prorated portion of the medical plan premiums

described above based upon the covered worker’s standard hours.

The parties agree that the Kaiser Plan, Valley Health Plan and the Health Net plan (or

replacement plan for Health Net) shall continue under the current coverage in effect on June 24,

2013.

Effective with coverage on or about January 1, 2012, the Kaiser Plan co-payments will be

changed to:

$10 co-payment for office visits,

$35 co-payment for emergency room visits,

$5-$10 co-payment for prescriptions (30-day supply)

$10-$20 co-payment for prescriptions (100-day supply)

$100 co-payment for hospital admission

Effective with coverage on or about January 1, 2012 the Health Net Plan will be changed to:

$15/$20/30% (Tiers 1/2/3) co-payment for office visits

$50/$75/30% co-payment for emergency room visits

$5/$15/$30 (generic/brand/formulary) co-payment for prescription (30-day supply)

$10/$30/$60 co-payment for prescription (90-day supply).

The parties agree that effective November 1, 1999, hearing aid coverage shall be added to all

health plans.

The County will pay the 96% of the total premium and the covered employees will pay 4% of the

total premium for the employee premium while on medical, maternity or industrial injury leave

of absence up to thirteen (13) pay periods.

14

Section 5.2 – Dental Insurance The County agrees to contribute the amount of the current monthly insurance premium for dental

coverage to cover the employee and full dependent contribution. The existing Delta Dental Plan

coverage will be continued in accordance with the following schedule:

Basic and Prosthodontics: 75-25 - no deductible. $2,000 maximum per patient per calendar year.

Orthodontics: 60-40 - no deductible. $2,000 lifetime maximum per patient (no age limit).

The County will pick up inflationary costs for the term of the agreement.

The County will continue to provide an alternative dental plan. The current alternative dental

plan is Liberty Dental. The County will contribute up to the same dollar amount to this

alternative dental plan premium as is paid to the Delta Dental Plan.

Section 5.3 – Life Insurance The County agrees to provide the same Basic Group Life Insurance Plan for the term of the

Agreement as is provided under agreements with other bargaining units. The present policy is

$50,000 per employee.

Section 5.4 – Vision Care Plan The County agrees to provide a Vision Care Plan for all employees and dependents. The Plan

will be the Vision Service Plan - Plan A with benefits at 12/12/24 month intervals with twenty

dollar ($20.00) deductible for examinations and twenty dollar ($20.00) deductible for materials.

The County will fully pay the monthly premium for employee and dependents and pick up

inflationary costs during the term of this agreement.

Section 5.5 – County-wide Benefits The parties agree that, during the term of this Agreement, County-wide changes in benefits, such

as medical, dental, life insurance, vacation, sick leave, holidays, or retirement, shall be applied to

employees in this unit.

Section 5.6 – Medical Benefits for Retirees a) For employees hired on or after August 12, 1996.

The County shall contribute an amount equal to the cost of Kaiser retiree-only medical plan

premium to the cost of the medical plan of employees who have completed eight (8) years of

service (2088 days of accrued service) or more with the County and who retire on PERS

directly from the County. Retirees over 65 or otherwise eligible for Medicare Part B must be

enrolled in such a plan, and the County shall reimburse the retiree for the cost of Medicare

part B premium on a quarterly basis. This reimbursement is subject to the maximum County

contribution for retiree medical. The surviving spouse or domestic partner (as defined in the

Domestic Partner section of this Agreement) of an employee eligible for retiree medical

benefits may continue to purchase medical coverage after the death of the retiree.

15

b) For employees hired on or after June 19, 2006.


premium to the cost of the medical plan of employees who have completed ten (10) years of

service (2610 days of accrued service) or more with the County and who retire on PERS





Domestic Partner section of this Agreement) of an employee eligible for retiree medical


c) For employees hired on or after August 19, 2013.


premium to the cost of the medical plan of employees who have completed fifteen (15) years

of service (3,915 days of accrued service) or more with the County and who retire on PERS





Domestic Partner section of this agreement) of an employee eligible for retiree medical


d) Such years of service expressed in a), b) and c) above must be continuous service with the

County and shall have been completed immediately preceding retirement directly on PERS

from the County.

e) Employee Contribution Toward Retiree Medical Obligation Unfunded Liability.

The current OPEB contribution shall be suspended from June 24, 2013 to June 8, 2014.

Effective June 9, 2014, all coded employees shall contribute on a biweekly basis an amount

of $13.50. Such contributions are to be made on an after-tax basis and employees shall have

no vested right to the contributions made by the employees. Such contributions shall be used

by the County exclusively to offset a portion of the County’s annual required contribution

amount to the California Employers Retirement Benefit Trust established for the express

purpose of meeting the County’s other post employment benefits (OPEB) obligations and

shall not be used for any other purpose.

The County will rebate to employees $13.50, the OPEB contribution made during the period

between June 24, 2013 to August 18, 2013, subject to standard payroll deductions.

16

ARTICLE 6 – DOMESTIC PARTNERS

a. Registered Domestic Partners

County employees who have filed a Declaration of Registered Domestic Partnership in

accordance with the provisions of Family Code 297-297.5 shall have the same rights, and

shall be subject to the same responsibilities, obligations as are granted to and imposed

upon spouses. The terms spouse in this contract shall apply to Registered Domestic

Partners.

b. Unregistered Domestic Partners

County employees who have an Affidavit of Domestic Partnership for Health or Dental

Plan Enrollment Of Same-Sex Domestic Partners and Domestic Partner’s Children

currently on file with the County benefits office, who are not also Registered Domestic

Partners under 297-297.5, may continue to receive benefits as provided in the Affidavit

agreement through June 30, 2012. Effective July 1, 2012, the County will only recognize

employee who have registered their Domestic Partnership through the Secretary of State.

c. Tax Liability

Employees are solely responsible for paying any tax liability resulting from benefits

provided as a result of their domestic partnership.

17

ARTICLE 7 – STATE DISABILITY INSURANCE (SDI)

The County and CEMA agree as follows regarding coverage of the Supervisory-Administrative

Unit by the State Disability Insurance plan (SDI):

a) The County will continue registration of the Supervisory- Administrative Unit with the

director of Employment Development Department for the purposes of SDI coverage for

represented employees.

b) The Controller's Office shall withhold wage earner contributions each pay period at the rate

set pursuant to the Unemployment Insurance Code and forward the funds to the State

Disability Fund.

c) Within one week of being disabled from work, the employee or his/her representative must

contact the office designated by the County to provide information on the following:

1. The date the disability/illness commenced;

2. The estimated duration of the disability

3. A phone number where the employee can be reached;

4. The election of sick leave/scheduled time off usage during the first week of disability;

5. Whether or not the employee is planning to file for SDI;

6. The election to integrate sick leave and scheduled time off pay with SDI benefits.

d) An employee who is determined to be eligible to receive SDI benefits and who has made

timely election to integrate shall be paid a biweekly amount (sick leave/scheduled time off)

which, when added to SDI benefits, shall approximately equal his/her normal biweekly net

pay after taxes. Such warrants will be issued on normal County paydays.

If notification is not received, no integration of sick leave or scheduled time off will be

effected. However, one time only, the employee may elect integration and it shall be

implemented at the start of the next pay period. In such case, integration payments shall be

made prospective only.

The employee will have the responsibility to notify the office designated by the County of

any change in status (either health or length of disability) that may affect his/her return to

County employment.

18

ARTICLE 8 – PROFESSIONAL DEVELOPMENT ALLOWANCE AND EDUCATIONAL LEAVE

The County will fund a Tuition Reimbursement Program and a Professional Development

Program. The maximum County expenditures for these programs shall not exceed two hundred

thousand dollars $200,000 per fiscal year during the term of this Agreement. The amount will be

rolled over from year to year during the term of the agreement. The County shall provide an

accounting of funds on a quarterly basis.

Employees in CEMA represented classifications shall not be required to utilize professional

development or tuition reimbursement for County mandated training.

Section 8.1 – Tuition Reimbursement Program The training undertaken must be related to the employee's occupational area or have

demonstrated value to the County. Total reimbursement shall be limited to One thousand five

hundred dollars ($1,500) during fiscal years 2013 and 2014. If authorized courses are only

available during working hours the employee must make up 25% of the time away from the job.

All requests regardless of their status (approved/denied by the supervisor) shall be forwarded

within ten business days to Learning and Employee Development for review. The County will

notify CEMA of the denied requests. Specifics of the program will be set by the CEMA/County

committee listed in Section 8.2.

Below are additional expenses eligible for reimbursement under this section which must be

professionally related in the employee’s occupational area:

Online courses

Digital media courses and materials

Digital or Print Professional journals, magazine subscriptions and/or books

Section 8.2 – Professional Development Program This fund shall cover group and individual programs and one annual individual professional

membership or professional forum on a matching basis. The matching expenses shall be on a

50/50 basis for individual programs and 25/75 CEMA/County basis for group programs. The

maximum draw per employee per fiscal year is limited to one thousand dollars ($1,500). All

requests regardless of their status (approved/denied by the supervisor) shall be forwarded within

ten business days to Learning and Employee Development for review. The County will notify

CEMA of the denied requests. Individual and group programs are subject to approval by a

County/CEMA committee which administers the programs, including the selection of group

programs and approval of programs selected by individuals.

19

ARTICLE 9 – TRAINING FUND

The County has established a Manager/Supervisor Program for the purpose of training all

managerial and administrative professional staff. All CEMA represented employees will have an

opportunity to attend the Manager/Supervisor Program courses.

The County has set aside eighty five thousand dollars ($85,000) per fiscal year during the term of

this Agreement to conduct this training program for all CEMA represented employees. The

County shall maintain control of program design, and funds not expended shall be rolled over

from year to year during the term of the Agreement. Specifics of any program beyond the

Manager/Supervisor Program will be set by the CEMA/County committee listed in section 8.2 -

Professional Development Program.

The County shall provide an accounting of the funds on a semi-annual basis to CEMA. The

County agrees to meet no less than quarterly with the CEMA Professional Development

Committee to discuss input to the training program.

20

ARTICLE 10 – UNIFORM ALLOWANCE

A yearly uniform allowance of five hundred dollars ($500.00) shall be payable quarterly to the

following eligible employees: Park Maintenance Supervisor, Supervising Custody Support

Assistant, Emergency Medical Services Specialist, Law Enforcement Records Manager and Law

Enforcement Records Supervisor. The following safety employees shall receive eight hundred

fifty dollars ($850) annually, to be paid quarterly: Manager Park Ranger Operations and Park

Ranger Supervisor. Said uniform allowance shall be payable the first pay period of February,

May, August and November during the term of the Memorandum of Understanding.

21

ARTICLE 11 – STATE MANDATED LICENSURE/CERTIFICATION FUND

The County shall establish a fund of seven thousand five hundred ($7,500) for each year of the

term of this Agreement, to be administered at a County-wide level. The purpose of the fund will

be to provide, within the allowable total, up to one hundred percent (100%) reimbursement to

employees for the cost of State mandated licenses and certificates (excluding driver licenses)

incurred between June 27, 2011 and June 23, 2013. The County shall provide an accounting of

funds on a quarterly basis.

Section 11.1 – General Provisions a) Only employees in classifications as listed in this section are eligible for reimbursement of

costs of State required licenses in accordance with the provisions of this fund.

b) Employees shall not lose any rights to this fund due to reclassification or retitling of a

classification as long as the new classification also has a State required license.

c) Should State Legislation be passed mandating licensure for additional classifications

represented by CEMA, or modifying existing mandated licensure for any of the classes listed

in this section, the County and CEMA shall meet and confer over their inclusions in this

provision.

d) These funds shall apply to all employees in classifications noted in this section who are

required by the State to pay required licensure/certification fees. Eligible employees may

only apply for license/certification reimbursement once during the term of this Agreement.

e) Total reimbursement for each employee in this program will not exceed one hundred percent

(100%).

Section 11.2 – State Mandated License and Certification Fee Reimbursement a) All eligible employees whose State mandated license/certificate expires between June 27,

2011 and June 23, 2013, must present a receipt showing proof of payment and/or the

renewed license/certificate within thirty (30) working days after the expiration of the

license/certificate in order to receive reimbursement.

b) Requests for reimbursement are to be submitted on the form provided by the County.

Section 11.3 – Reasons for Denial Management may disapprove an application for reimbursement under this provision under the

following circumstances:

a) There are not sufficient funds available in the program.

b) The employee has already received the maximum allowed under this program.

Section 11.4 – Eligible Classifications Only employees in the classifications listed in Appendix A are eligible for reimbursement of

costs of a State required license in accordance with the provision of this fund.

22

ARTICLE 12 – TEMPORARY ASSIGNMENT RESPONSIBILITY DIFFERENTIAL (TARD)

Employees within the bargaining unit will receive compensation for additional higher level

duties assigned and performed during the temporary absence of an incumbent in a higher

classification. The temporary absence may be the result of the higher level employee being

absent from duty or as a result of the higher level employee being temporarily re-assigned to

perform a special assignment. Such payment will be made consistent with the promotional pay

procedures under the Merit System Rules and will only apply where the assignment is made for a

period of one (1) working day or more. When such pay for higher-level duties is appropriate

under these terms and conditions, it will commence on the first day of the assignment and

continue throughout the duration thereof. Application of TARD as a result of the higher

classification’s incumbent’s reassignment requires the approval of the County Executive. It shall

be the responsibility of the appointing authority to ensure that there are sufficient appropriations

for the TARD assignment. No TARD assignment may be made to a position for longer than

twenty-six pay periods.

Application of TARD may be extended to vacancies only upon the approval of the County

Executive. The provisions described above are also applicable to TARD coverage for vacant

positions. An employee assigned TARD to a fill a vacant must meet the minimum qualifications

for the higher-level position.

23

ARTICLE 13 – LATERAL TRANSFER

When making a lateral transfer or demotion to another class, an application review by the

Personnel Director shall be deemed an appropriate qualifying examination for CEMA employees

in instances where a qualifying examination is required. If otherwise qualified under this

provision and the only prohibition to lateral transfer is the salary of the new class, it shall be

deemed to be a lateral transfer if the move from one classification to another does not exceed

fifteen percent (15%) upward range movement.

24

ARTICLE 14 – STO AND SICK LEAVE

Section 14.1 – Scheduled Time Off The parties have agreed to a Scheduled Time Off (STO) program which covers all former paid

leave.

a) STO Bank Accrual

Each employee shall be entitled to annual Scheduled Time Off. Scheduled time off is earned

on an hourly basis. For purposes of this section, a day is defined as eight (8) work hours.

Effective the first pay period following Labor Day, September 4, 2006 holidays shall be

separated from STO and paid as they are observed. If an employee is required to or assigned

to work a holiday, he/she shall have the option of taking an alternate day off at a time

mutually agreed upon by the appropriate supervisor or receiving an STO add-back of one

day. The accrual schedule shall be as follows:

Total Service Years & Work

Day Equivalent

Yearly

Accrual in

Work Days

Accrual

Factor Per

Hour

Accrual

Factor Per

PP

Maximum*

Allowable Balance

1st year 19 .073075 5.846 57 work days

1st through 261 days (456 hours)

2nd

through 4th

year 21 .080769 6.461 63 work days

262 through 1044 days (504 hours)

5th

through 9th

year 25 .096153 7.692 75 work days


10th

through 14th

year 27 .103846 8.307 81 work days


15th

through 19th

year 29 .111538 8.923 87 work days


20th

and thereafter 31 .119230 9.538 93 work days

4960 days (744 hours)

*Base (includes one additional day).

b) Separate STO Bank

Any STO hours that exceed the cap when it is lowered, will be placed into a separate leave

bank and the hours will be available to be used as STO. The separate leave bank will have a

“sunset” date in twenty (20) years (from June 25, 2012); however, unused hours in the bank

cannot be lost. Excess hours and a few additional hours will be moved into the separate

leave bank so that employees who are very near, but not over, the reduced cap will not

immediately be at the cap in the first pay period.

c) Pre-Scheduled Usage Scheduled Time Off may be used for any lawful purpose by the employee; the time requested

shall require the approval of management with due consideration of employee convenience

and administrative requirements.

25

d) Scheduled Time Off Bank Carry Over In the event the employee does not take all the scheduled time off to which entitled in the

succeeding twenty-six (26) pay periods, the employee shall be allowed to carry over the

unused portion, provided that the employee may not accumulate more than three (3) years'

earnings except:

1. When absent on full salary due to work-related compensation injury which prevents the

employee reducing credits to the maximum allowable amount, or

2. In the case of inability to take paid time off because of extreme emergency, such as fire,

flood or other similar disaster, an additional accumulation may be approved by the

County Executive.

If the appointing authority does not provide vacation for an employee sufficient to reduce

accumulated STO balance to the maximum allowable balance permitted, the employee

may take vacation as a matter of right immediately before the end of the pay period in

which the STO would be lost.

e) Scheduled Time Off Bank Pay-Off Upon termination of employment an employee shall be paid the monetary value of the earned

Scheduled Time Off balance as of the actual date of termination of employment.

Section 14.2 – Sick Leave Bank Accrual a) Sick leave Bank Accrual

Each employee shall be entitled to an annual sick leave bank accrual. Sick leave is accrued

on an hourly basis and computed at the rate of sixty-four (64) hours per year and may be

accrued without limitation. The accrual factor per hour is .030769 and the accrual factor per

full pay period is 2.462.

b) First Day Usage

Prior Contract History: Four days (32 hours) of sick leave were converted into the STO

accrual leaving employees to accrue 8 days (64 hours) of sick leave instead of 12 days (96

hours). These additional four days of STO were integrated into the STO yearly accrual rate

(Section 14.1 a).

To allow more flexibility in the use of an employee’s accrued leave banks while maintaining

the eligibility for cash out, the following terms shall apply:

During each payroll calendar year employees may use up to a maximum of 32 hours of STO

for absences due to personal illness or any other absences which are chargeable to sick leave

in accordance with the following terms:

For the purpose of first day usage, a day is defined as 8 hours.

For employees who work less than full time, the first day STO and the requirement of 32

hours of STO usage would be prorated.

The first 8 hours of such absences shall be charged to STO.

26

Employees working longer shifts have the option of using STO or sick leave for the

remainder of the shift.

If the STO bank is exhausted, the first 8 hours shall be Leave Without Pay.

Such absences beyond the first 8 hours shall be charged to sick leave unless the employee

requests to use STO up to a maximum of 32 hours.

After using 32 hours of STO for such absences within each payroll calendar year,

subsequent absences shall be charged to sick leave including the first day.

For the purpose of this section 14.2.b, absences chargeable to sick leave include but are

not limited to family care usage and bereavement leave.

For employees who are hired into the bargaining unit after the beginning of the payroll

calendar year, the requirement to use 32 hours of STO shall not be prorated.

Notwithstanding the above, an employee who experiences a continuation of a verified

personal illness or that of a member of the immediate family within 14 calendar days of

her/his original return to work, may charge the renewed absence directly to accumulated sick

leave balance but subject to any restrictions in Section 14.2 c).

Exceptions may be granted for absences due to life threatening illness requiring ongoing

treatment beyond four incidents of absence in a calendar year upon review and approval of

an executive manager.

c) Family Care Usage An employee is entitled to use one-half (1/2) of his/her annual accrued leave in order to care

for a sick or injured member of the employee's immediate family requiring care. The initial

period of time granted, up to one full day, must be charged to the STO bank unless the

employee has used 32 hours of STO for absences outlined in 14.2.b in which case the leave is

charged to the sick leave, not STO. "Immediate family" shall mean the mother, father,

grandmother, grandfather of the employee or of the spouse or of the domestic partner of the

employee and the spouse, son, son-in-law, daughter, daughter-in-law, the employee’s brother

or sister, or any other person living in the immediate household of the employee.

d) Doctor's Notes Request for sick leave with pay in excess of three (3) working days must be supported by a

statement from an accredited physician. Management may require such a supporting

statement for absences less than three (3) days.

e) Bereavement Leave Leaves of absence with pay shall be granted employees in order that they may discharge the

customary obligations arising from the death of a member of their immediate family.

"Immediate family" shall mean the mother, father, grandmother, grandfather of the employee

or of the spouse of the employee and the spouse, son, son-in-law, daughter, daughter-in-law,

brother, sister, brother-in-law, sister-in-law, or grandchild of the employee or any person

living in the immediate household of the employee. Up to five (5) days with pay shall be

granted. The first two (2) days shall not be charged to any employee bank. If necessary, the

third day shall be charged to the STO bank unless the employee has used 32 hours of STO

for absences outlined in 14.2.b in which case the leave is charged to the sick leave, not STO.

The fourth and fifth days shall be charged to the sick leave bank unless the employee

27

requests to use STO. Up to an additional three days, two of which are chargeable to sick

leave and the third day not charged to any accumulated balance, is authorized if out-of-state

travel is required.

f) Sick Leave Bank Pay Off Upon death, retirement or resignation in good standing, an employee shall be paid for any

balance in the sick leave bank at the following rate.

Days of Service % Paid at

0 through 2610 0%

2611 " 2871 20%

2872 " 3132 22%

3133 " 3393 24%

3394 " 3654 26%

3655 " 3915 28%

3916 " 4176 30%

4177 " 4437 32%

4438 " 4698 34%

4699 " 4959 36%

4960 " 5220 38%

5221 " 5481 40%

5482 " 5742 42%

5743 " 6003 44%

6004 " 6264 46%

6265 " 6525 48%

6526 " accumulation 50%

g) Reinstatement Pay Back Employees receiving a sick leave bank payoff in accordance with Section f) may, if

reinstated within one (1) year, repay the full amount of sick leave bank payoff received and

have the former sick leave bank balance restored. Repayment in full must be made prior to

reinstatement.

h) STO Cash Out Employees who use no sick leave for a period of one year beginning pay period 13/01

December 24, 2012, through pay period 14/26 December 22, 2013, shall be allowed to cash

out forty (40) hours of STO with an option to cash out an additional forty (40) hours of STO.

Employees who use no more than 16 hours of sick leave for a period of one year beginning

pay period 13/01 December 24, 2012 through pay period, 13/26 December 22, 2013, and

each December to December period thereafter during the term of this agreement, June 24,

2013 through June 22, 2014, shall be allowed to cash out forty (40) hours of STO. Those

employees who use no sick leave during that period have an option to cash out an additional

40 hours of STO (for a total of 80 hours). Eligible employees shall submit their request to

ESA Human Resources during the month of January and payment shall be made during the

month of February.

28

Sick leave charged for any purpose (i.e., bereavement leave) is used to determine STO cash

out eligibility.

29

ARTICLE 15 – LAYOFF PROCEDURES

When the County determines that a layoff is imminent within the bargaining unit, it shall give

the Union such advance notice as is reasonable under the circumstances. Such notice shall

describe the general areas which may be affected and the circumstances requiring the layoff.

Upon request, the Union shall be afforded the opportunity to meet with the County to discuss

these matters and any proposed alternatives.

Section 15.1 – Seniority Defined Except as otherwise provided in Section 15.2, seniority is defined as days of accrued service

within any coded classification with the County. For layoff purposes all time on Worker's

Compensation and Military Leave shall be added to this computation.

Section 15.2 – Transfer of Prior Agency Service If a function of another agency is transferred to the County, the seniority of employees who

transfer with the function shall be computed based upon application of the definition of Section

15.1, to each employee's prior service with the other agency.

Section 15.3 – Changes to Classes To the extent possible, employees should not lose their rights under this article because classes

have been revised, established, abolished or retitled.

Section 15.4 – Order of Layoff a) Bilingual Designation - The department shall at least annually determine the number of

positions in each classification that require a specific skill paid for through a differential.

The number of such positions must be approved by the Director of Personnel. In all cases

the employees in the department certified in that skill shall be retained in order of

seniority until the requisite number of skill-positions are filled. The parties agree that the

term "skill" as used in this section relates to bilingual skills.

b) Special Skills – Before each layoff, the department may identify one or more position(s)

that require one or more special skills, abilities or knowledge areas (for simplicity

“skills”) that it believes must be retained. The list of criteria below is not an exhaustive

list, and management may provide other criteria if it can demonstrate the operational need

for the particular skills(s).

1) Cannot perform the work without the special skill as determined by an outside

entity (e.g., legal, regulatory, certification).

2) The skill is tied to grant funding.

3) The skill is required and/or was recruited for as part of selective certification or

the recruitment process when the position was last filled.

4) The position has previously been designated as requiring a special skill and the

underlying conditions remain the same.

30

ESA will review the request to retain the position that requires the special skill(s) and

send the recommendation to retain the position to CEMA. CEMA will have ten (10)

County business days to review the recommendation and request to meet and confer. If

there is no agreement, the employee shall remain in seniority order for the purposes of the

layoff.

If the parties agree that the skill(s) required to perform the duties of the position are to be

retained, there shall be a determination of which employees within the classification

possess the required skills. This may result in an employee, with the skill(s), being

retained out of seniority order.

If there is more than one employee within the classification who possesses the skill(s),

and is subject to layoff, then seniority as defined under section 15.1 and order of layoff

outlined in section 15.4 c) will determine the lay off between the employees who possess

the skills.

If a less-senior employee’s layoff notice is rescinded, and the less-senior employee is

recalled due to the special skill and in that process the employee with more seniority is

bypassed and laid off from the classification, then the more-senior affected employee will

be placed on the re-employment list.

In addition, the more senior affected employee shall be eligible for additional

consideration in the layoff and re-employment process:

1. Inplacement – The employee can elect to be considered for in-placement instead

of returning to former class.

2. Second-Inplacement – The employee may be considered for another inplacement if

the first inplacement was not a good fit as determined by ESA and CEMA.

3. Probationary Period – The parties may mutually agree to extend the probationary

period for the inplacement.

4. Re-employment List – The affected employee will remain on the re-employment list

until re-employed, provided the employee has not declined two offers of re-

employment within the same classification or equivalent classification. Refusal to

accept one of the two offers of re-employment shall cause the name of the person to

be dropped from the re-employment list.

5. Training – ESA will make every effort to work with the Department to develop a

training plan to assist the employee in the new inplacement position.

c) Except as set forth earlier, in this section regarding special skills and bilingual

designation, when one (1) or more employees performing in the same class in a County

department/agency are to be laid off, the order of layoff in the affected

department/agency shall be as follows:

1. Provisional employees in inverse order of seniority.

2. Probationary employees in inverse order of seniority.

3. Permanent employees in inverse order of seniority.

31

Section 15.5 – Notice of Layoff Employees subject to the provisions of this article shall be given at least twenty (20) working

days written notice prior to the effective date of layoff. The procedures listed below shall be

applied prior to the effective date of the layoff.

Section 15.6 – Reassignment in Lieu of Layoff a) Vacant Code in County

In the event of notice of layoff, any employee so affected will be allowed to transfer to a

vacant position the County has determined to be filled in the same classification in any

County department/agency.

b) Former Classification

In the event there are no vacancies as listed in a) above, an employee will be offered a vacant

position in any classification at the same level in which permanent status had formerly been

held, first in the affected department/agency and then County-wide.

c) Displacement

In the event there are no vacancies as listed in a) or b) above, the employee shall have the

right, upon request, to be returned to any classification in the department/agency at the same

level in which permanent status had formerly been held and the regular layoff procedure in

that same level shall apply.

d) Lower Level Classifications

In the event that an employee does not have enough seniority to claim a position under b) or

c) above, those sections shall be applied to each subsequent lower level classification in

which permanent status had formerly been held.

Section 15.7 – Layoff In the event that an employee is not reassigned in lieu of layoff as in Section 15.6 above, the

employee shall be laid off. If an employee elects not to exercise the rights in Section 15.6(c)

he/she may be deemed to have been offered and to have declined such work.

Section 15.8 – Inplacement If an employee has been issued a layoff notice pursuant to Section 15.5, Notice of Layoff, and

has no reassignment in lieu of layoff rights pursuant to Section 15.6 or 15.7 then that employee

shall be considered for inplacement.

Inplacement is an offer of transfer (within specific wage bands) or demotion to an employee with

a layoff notice to a vacant position which the County intends to fill during the layoff notice

period.

The following conditions apply to the inplacement process:

a) An employee must be qualified to transfer or demote. The Personnel Director shall

determine qualifications

1. Testing requirements will be the same as if the employee had been reclassified.

32

2. In determining qualifications and possible positions, transfers and demotions to both

related and non-related classes may be considered.

b) Transfer will be deemed a "lateral transfer" if movement from one class to another does

not exceed an upward salary change of twelve percent (12%).

c) Normal transfer (ordinance code) rules apply (i.e.: the employee can be taken on a

permanent or probationary basis at the discretion of the appointing authority). If an

employee has underlying permanent status the probationary period following the transfer

shall be considered a subsequent probation. Consistent with this status, the employee on a

subsequent probation with underlying permanent status, has Personnel Board appeal

rights.

d) The employee may express a preference for certain occupational fields, appointments or

departments. However, the employee has no right to claim any position nor is the County

required to offer inplacement.

e) The position shall not be considered "vacant" for inplacement purposes if the position has

been identified as claimable under Section 15.6(a), or (c) by another employee who has

been issued a layoff notice under Section 15.5, Notice of Layoff, or by an employee on a

re-employment list established pursuant to Section 15.9., Re-employment List.

f) An employee who is placed under this inplacement section or laid off under Section 15.7

shall have his/her name placed on all re-employment lists pursuant to the appropriate

classification

g) In determining placement offers, CEMA and the County, on a case by case basis, may by

mutual agreement include as part of the placement offer:

1. basic skill competency training and/or;

2. literacy training and/or;

3. other methods (other than transfer or demotion) of filling vacant positions

that do not violate Merit System principles or County Ordinance Code

provisions.

h) All inplacement offers must be made and accepted or rejected prior to the effective date

of the layoff notice. Time permitting, the Personnel Department may assist employees on

the re-employment list in addition to those workers with layoff notices. Such employees

shall be entitled to all provisions of this Agreement.

33

i) If an employee is not placed by the effective date of the layoff notice, he/she shall be laid

off under the provisions of the layoff notice.

Section 15.9 – Re-employment List a) The names of such probationary and permanent employees reassigned or laid off in

accordance with Section 15.6(b), (c), or Section 15.7 of this article shall be entered upon a re-

employment list in inverse order as specified under Section 15.4. Upon certification of the re-

employment list to the appointing authority, the person standing highest on a re-employment

list for a particular classification when a vacancy exists in that classification in any

department/agency shall be offered the appointment. Employees on re-employment lists shall

retain the right to take promotional exams and/or receive promotional preference on exams.

The re- employment lists shall take precedence over all other methods of appointment.

b) When required by the needs of the department and approved by the Director of Personnel,

selective certification may be utilized to re-employ employees with particular skills as listed

in Section 15.4.

Section 15.10 – Temporary Work for Laid Off Employees Interested employees who are placed upon the re-employment list due to layoff and who elect to

be available for temporary work shall be given preference for such work in their former

department/agency in the classification from which they were laid off. The election to be

available for temporary work must be made at the time of layoff. Employees may decline to be

available for temporary work or may decline such work itself without affecting any rights under

this article.

Section 15.11 – Names Dropped from Re-employment List No name shall be carried on a re-employment list for a period longer than two (2) years, and the

names of persons re-employed in a permanent position within the same classification shall, upon

re-employment, be dropped from the list. Refusal to accept the one of two offers of re-

employment within the same classification, shall cause the name of the person to be dropped

from the re-employment list.

Section 15.12 – Rights Restored Upon re-employment of an employee from a re-employment list, all rights acquired by an

employee prior to his/her placement on such list shall be restored.

34

ARTICLE 16 – GRIEVANCE PROCEDURE

Section 16.1 – Grievance Defined a) Definition

A grievance is defined as an alleged violation, misinterpretation or misapplication of the

provisions of this Memorandum of Agreement, Merit System Rules, or other County

ordinances, except as excluded under b) below.

b) Matters Excluded From Consideration Under the Grievance Procedure 1. Performance Evaluations/Management Planning and Appraisal Report

2. Probationary release of employees

3. Position Classification

4. Workload/Caseload

5. Merit System Examinations

6. Items requiring capital expenditures

7. Items within the scope of representation and subject to the meet and confer process

8. Disciplinary Actions taken under Section 708 of the Charter

9. Denials of Alternate Work Schedules and Telework

10. Compaction Review Process and Outcomes

11. Workload

Section 16.2 – Grievance Presentation a) Informal Resolution

The employee(s) shall discuss the grievance with his/her immediate supervisor within ten (l0)

working days of the occurrence or discovery of an alleged grievance. Within ten (l0) working

days, the supervisor shall give his/her decision to the employee. A group grievance shall

proceed in the same manner.

b) Formal Grievance

1) Step One - Within ten (l0) working days if the employee is not satisfied with the response

from the supervisor or the employee has not received a response within the ten (l0)

working day limit, the employee or CEMA may present the grievance in writing to the

Office of Labor Relations. The grievance form shall contain information which:

a. Identifies the aggrieved;

b. The specific nature of the grievance;

c. The time or place of its occurrence;

d. The section of the MOU or other sections identified in Section 16.1 alleged to have

been violated, improperly interpreted, applied or misapplied;

e. The consideration given or steps taken to secure informal resolution;

f. The corrective action desired; and,

35

g. The name of any person or representative chosen by the employee to file the

grievance on his/her behalf.

2) Step One - Decision

a. A decision shall be made by Labor Relations in writing within twenty (20) working

days of receipt of the grievance. A copy shall be sent to CEMA and this copy shall

dictate the time limits.

b. At the request of either party, a meeting will be held within twenty (20) working days

of receiving the grievance, for the purpose of a mutual exchange of information. If

such a meeting is requested, the decision shall be due twenty (20) working days from

the date of the meeting.

c. Existing grievances shall not be amended to include additional alleged violations.

3) Step Two - If the aggrieved continues to be dissatisfied, CEMA may, within twenty (20)

working days after receipt of the Step One Decision, request that the grievance be

referred to an impartial arbitrator mutually agreed upon or jointly selected from a panel

provided in section 16.4. The arbitrator's compensation and expenses shall be borne

equally by the Union and the County.

The decision made by the arbitrator shall be final and binding.

Section 16.3 – Pre-Arbitration All parties will attempt to stipulate or agree on the issue(s)/question(s) to be submitted to an

arbitrator.

The Arbitrator shall be advised of and agree to the following provisions:

1. Within twenty (20) working days of receipt of the grievance at Step Two, one (1)

arbitrator shall be selected from the panel and the parties shall use their best efforts to

schedule a hearing within thirty (30) calendar days. At this time the parties will

stipulate whether to provide pre-hearing briefs.

2. If the selected arbitrator cannot be scheduled within one hundred twenty (120)

calendar days, the parties will mutually agree to either another arbitrator or extend the

time limits for the hearing.

3. Arbitration proceedings shall be recorded but not transcribed except at the request of

either party or the arbitrator. If a transcript is prepared, the parties shall share equally

in the cost. Upon mutual agreement, the County and the Union may submit written

briefs to the arbitrator for decision in lieu of the hearing. The parties may submit pre-

and or post-hearing briefs to the arbitrator and provide copies to the parties. Pre-

hearing briefs shall be submitted thirty (30) calendar days in advance of the hearing.

36

4. No issue that was not specified in the grievance may be raised in the arbitration. This

memorandum of agreement shall be submitted as a joint exhibit. Nothing in the

agreement shall be construed to empower any arbitrator to change, modify or amend

any of its provisions.

Section 16.4 – Arbitration Panel Unless mutually agreed, for the term of this agreement the County and the CEMA shall use the

following panel:

Morris Davis

John Kagel Christopher Burdick

Norman Brand Fred D’Orazio

Catherine Harris Carol Vendrillo

The parties may also mutually agree to choose another arbitrator not on the above list.

Section 16.5 – Arbitration Release Time The following statement on employee participation in grievance arbitration hearings is agreed to:

a) The employee on whose behalf the grievance has been filed will be granted release time for

the entire hearing. Release time to serve as a witness will be granted on a scheduled basis,

i.e., when the employee is scheduled to appear. In the case of a group grievance, release time

will be granted for the designated spokesperson for the entire hearing.

b) Other requests for leave for the purpose of defending the grievance in the arbitration hearing

will also be granted provided the absence does not unduly interfere with the performance of

service.

37

ARTICLE 17 – LETTER OF REPRIMAND

A letter of reprimand shall be retained in an employee’s personnel file for a period of two (2)

years from the date of issue. At the end of the two (2) year period, it shall be removed from the

personnel file provided that no related disciplinary action or letter of reprimand has been issued

during the intervening period.

38

ARTICLE 18 – PERFORMANCE APPRAISAL AND DEVELOPMENT PROCESS

Performance appraisals shall be completed annually by the employee’s immediate Supervisor

/Manager on ESA-approved forms. A copy of the completed appraisal shall be retained in the

employee’s personnel file.

An employee who is dissatisfied with his/her appraisal may request and receive a review from

the next highest level manager. This request must be received in writing within twenty (20)

working days of the receipt of the completed of the appraisal. If still dissatisfied, the employee

may request a further review from the Department/Agency Head. If the employee reports

directly to the Department Head, the employee may request a further review from the next

highest level person. Changes made as a result of the review process will be included in the

appraisal document.

The performance appraisal document may be used by either party in the transfer and promotion

process but may not be used in the disciplinary process, the oral board process or in a

probationary release.

39

ARTICLE 19 – ALTERNATE WORK SCHEDULES AND TELEWORKING

The County of Santa Clara recognizes that flexible work arrangements and reduced commutes

can benefit the employee, the department and the public by making the most efficient use of staff

time.

The County shall provide alternate work schedules and telework opportunities to CEMA

represented classifications. Eligibility for these opportunities shall be in accordance with the

County of Santa Clara Alternate Work Schedule Policy or Teleworking Policy for CEMA

represented classifications.

This section is not subject to the grievance procedure.

40

ARTICLE 20 – SAFETY SHOES

County Employees Management Association (CEMA) represented employees shall be eligible

for County approved safety shoes, as authorized and approved by the County Executive, in

accordance with the Protective Footwear Policy and Safety Shoes Reimbursement Program.

Classification eligibility shall be determined by review/approval of the Agency/Department

Head, Employee Services Agency (ESA) Insurance Division and the Office of Labor Relations.

Employees may appeal denials through the County-wide Safety Committee. The decision of the

Committee is final.

41

ARTICLE 21 – PROBATIONARY PERIOD

1. Original probationary period for employees shall be nine (9) months to be counted by pay

periods. The ending date shall be counted as nine (9) calendar months moved to the

beginning of the next pay period.

2. Subsequent probationary period for employees shall be six (6) months, to be counted by

pay periods. The ending date shall be counted as six (6) calendar months moved to the

beginning of the next pay period.

42

ARTICLE 22 – FAIR LABOR STANDARDS ACT

The County and Union will comply with FLSA provisions with regards to discipline for FLSA

exempt employees.

The County and Union will meet to develop the guidelines to implement the exceptions of

disciplining for less than one work week.

43

ARTICLE 23 – LABOR MANAGEMENT COLLABORATION

The County and CEMA agree to establish regular labor-management meetings as often as

necessary to address needs in a timely way, but no less than twice a year. The purpose of the

meetings between CEMA business representatives, including liaisons, and County department

management is to proactively address mutually agreed upon agenda items, which may include:

1. Strategic Planning,

2. Initiatives,

3. Budget,

4. External legislative regulatory updates,

5. Staffing issues and trends,

6. Discussion of classifications/individuals consistently working excess hours beyond a 40 hour

work week,

7. Other items.

CEMA business representatives and liaisons shall be invited to meetings that any other

bargaining groups are invited to when the outcome could impact CEMA represented employees.

44

ARTICLE 24 – CONTRACTING OUT

Section 24.1 – Notice to the Union The County shall give the Union prior written notice of all new proposed contracts valued at

$100,000 or more per fiscal year between the County and private third parties, that are required

to be presented to the Board of Supervisors for acceptance and/or approval for work currently

being done by classifications represented by the bargaining unit.

Section 24.2 – Response to Notice Notice from County as described in Section 22.1 is to be given to the Union by electronic mail.

To request a meeting regarding the impact to the bargaining unit, the Union shall respond by

electronic mail within five (5) working days from date of receipt of the County’s notice, with a

request to meet on the impact to the bargaining unit.

Section 24.3 – Meeting The County and the Union shall meet on the impact for not more than twenty (20) working days

from receipt of written request from the Union. If concerns are not alleviated or agreement is not

reached, the County may proceed.

The Board of Supervisors may proceed without giving prior written notice if it determines

circumstances exist or will exist that justify urgency action. Reasonable advance written notice

of intention to proceed on such a basis shall be provided the Union prior to the Board meeting to

accept and/or approve the County’s contract with the third party; but nothing herein shall hamper

the Board's lawful exercise of authority under state law in emergency situations.

45

ARTICLE 25 – FULL AGREEMENT

It is understood this Agreement represents a complete and final understanding on all negotiable

issues between the County and its Departments and CEMA. This Agreement supersedes all

previous memoranda of understanding or memoranda of agreement between the County and its

Departments and CEMA except as specifically referred to in this Agreement. All ordinances or

rules covering any practice, subject or matter not specifically referred to in this Agreement shall

not be superseded, modified or repealed by implication or otherwise by the provisions hereof.

The parties, for the term of this Agreement, voluntarily and unqualifiedly agree to waive the

obligation to negotiate with respect to any practice, subject or matter not specifically referred to

or covered in this Agreement even though such practice, subject or matter may not have been

within the knowledge of the parties at the time this Agreement was negotiated and signed. In the

event any new practice, subject or matter arises during the term of this Agreement and an action

is proposed by the County, CEMA shall be afforded all possible notice and shall have the right to

meet and confer upon request. In the absence of agreement on such a proposed action, the

County reserves the right to take necessary action by Management direction.

46

ARTICLE 26 – SAVINGS CLAUSE

If any provision of this Agreement should be held invalid by operation of law or by any court of

competent jurisdiction, or if compliance with or enforcement of any provision should be

restrained by any tribunal, the remainder of this Agreement shall not be affected thereby, and the

parties shall enter into negotiations for the sole purpose of arriving at a mutually satisfactory

replacement for such provision.

If the State of California notifies the County of Santa Clara that legislation has been

implemented which assesses monetary penalties to local governments which settle wages and/or

benefits with increases in excess of certain limits (such legislation currently pending is titled AB

1040), those benefits and/or wages shall not be implemented or continue to be paid. The parties

shall immediately enter into negotiations for the sole purpose of arriving at a mutually agreed

upon alternative.

The County reserves the right to cease payment or seek repayment of wages and/or benefits upon

which the State of California is basing the monetary penalty. The County Employees

Management Association reserves the right to contest the legality of the payment cessation or

repayment.

It is understood that the purpose of this Section is to ensure that the County does not incur any

liability or penalties on either the original agreement provisions, or the negotiated alternate

provisions.

47

ARTICLE 27 – TERM OF AGREEMENT

This Agreement shall become effective only upon ratification by CEMA and approval by the

Board of Supervisors and shall remain in full force and effect to and including June 24, 2013,

through June 22, 2014 and from year to year thereafter; provided, however, that either party may

serve written notice on the other at least sixty (60) days prior to June 22, 2014 or any subsequent

June 22nd

of its desire to terminate this Agreement or amend any provision thereof.

48

SIDELETTER OF AGREEMENT – Health Care Assistance

between

County of Santa Clara

and

County Employees Management Association (CEMA)

A cap for premium contribution for employee with Health Net family coverage is established

effective after the September 1999 open enrollment window. This cap is built from the current

employee contribution rate of $32.31 with an escalator based on subsequent Health Net

percentage premium increases by applying that premium increase factor at each new plan year.

This escalator is to be adjusted based on a review of Kaiser rate increases.

During the term of the agreement employees will continue the current contribution of $42.83

(which may be adjusted based on the formula outlined above).

Both parties agree to delete the sideletter on June 22, 2014.

49

SIDELETTER OF AGREEMENT – “ME TOO” BETWEEN


AND

COUNTY EMPLOYEES MANAGEMENT ASSOCIATION (CEMA)

During Fiscal Year 2014 should a majority of employees receive a wage increase paid as

incentive for structural changes that is greater than CEMA’s, CEMA will also receive the same

wage increase.

Any self-funded wage increase shall be excluded. Any realignments provided for specifically in

the contracts of the majority shall be considered as part of the incentive pay for structural

changes.

50

SIDELETTER OF AGREEMENT – Cross Departmental Opportunity Pilot Program BETWEEN


AND

COUNTY EMPLOYEES MANAGEMENT ASSOCIATION (CEMA)

The County is offering selected employees in CEMA represented classifications an opportunity

to gain valuable experience by working on a limited basis on an activity or project outside the

employees’ current job. Each selected employee would spend no more than 10% of working

time (not to exceed 6 months) in another department within the Agency or across the County for

a specified period of time as agreed upon by the employee’s supervisor and the receiving

supervisor. The employee would remain in the employee’s current classification. This side letter

is not grievable.

The goal is to maximize the interest and experiences of selected employees in CEMA

represented classifications by providing opportunities to work on short-term projects in

departments across the County and to leverage and/or develop the talent and expertise of

represented employees for effective County operations.

The Employee Services Agency (ESA) shall oversee this pilot program and collaborate with

CEMA to evaluate it.

Participation in this pilot program requires management approval before applying. The

experience gained by this opportunity can be included on future job applications and resumes.

Temporary Assignment Responsibility Differential (TARD) does not apply to those who

participate in this pilot program.

The estimated duration and time commitment for an activity or project opportunity shall be

discussed with all impacted departments and shall be agreed upon by the employee and the

sending and receiving departments before the start of the project. Estimated duties or time

commitment may be changed by agreement by the employee and the sending and receiving

departments. Opportunities can be initiated by employees and/or departments. The department

receiving the employee shall be responsible for training, supervising, developing a work plan,

and providing feedback to the employee. Duties of the activity or project opportunity are

generally within the selected employee’s current classification. It is recommended that the

employee have an assigned work location in the receiving office. The selected employee may be

allowed and encouraged to participate in regular functions of the receiving department such as

staff meetings, within the 10% assignment as needed.

The selected employee and the work unit would work out details including the following.

Receiving Site Employee Responsibility

Orient employee to the organization

and project

Commit to specific time period

Include employee in office activities No TARD

Develop a work plan and expectations Not grievable

Provide supervision and feedback

51

A team of CEMA and ESA representatives will jointly develop guidelines, an application, and

evaluation before implementation of the pilot program by January 1, 2014.

52

APPENDIX A – Classifications Eligible for License Reimbursement

Administrative Nurse II,

Administrative Director, Laboratory

Assistant Administrative Director, Laboratory

Assistant Chief Respiratory Care Practitioner

Assistant Director of Pharmacy Services

Chief Cardiovascular Technologist

Chief Nuclear Medicine Technologist

Chief Radiation Therapist

Chief Respiratory Therapist/Practitioner

Clinical Biochemist

Clinical Microbiologist

Clinical Toxicologist

Deputy Sealer of Weights and Measures

Diagnostic Imaging Assistant Director

Director of Diagnostic Imaging Services

Director of Medical Social Services

Director of Pharmacy Services SCVHHS

Emergency Medical Services Field Coordinator

Health Care Program Manager II (where license required)

Nurse Manager Artificial Kidney Unit

Nurse Manager Burn Center

Nurse Manager Children’s Shelter & Custody Health Services

Nurse Manager Critical Care

Nurse Manager Emergency Department

Nurse Manager Labor & Delivery, PEP Laboratory

Nurse Manager Medical Surgical Nursing

Nurse Manager Mental Health Nursing

Nurse Manager Mother Infant Care Center

Nurse Manager Neonatal ICU

Nurse Manager Operating Room Services

Nurse Manager Pediatrics ICU

Nurse Manager Post Anesthesia Care Unit

Nurse Manager Rehabilitation

Patient Services Case Coordinator

Public Health Nurse Manager I

Public Health Nurse Manager II

Quality Improvement Manager – Acute Psychiatric Services

Quality Improvement Manager – Alcohol & Drug Services

Quality Improvement Manager – Ambulatory CHS

Quality Improvement Manager – Inpatient Nursing

Quality Improvement Manager – Mental Health Outpatient Programs

Radiation Therapist

Senior Health Care Program Analyst

Supervising Diagnostic Imaging Technologist

Supervising Environmental Health Specialist

53

Supervising Pharmacist

Supervising Respiratory Care Practitioner

Supervising Transportation Engineer

Trauma Program Coordinator

Utilization Review Coordinator

Supervisor, Surveying and Mapping Program

Vector Control Operations Supervisor

APPENDIX B – Salary Schedule

Effective August 19, 2013:

Job Code Job Title

Biweekly Step 1

Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5

B77 ACCOUNTANT III 2688.08 2822.80 2964.48 3112.88 3268.56 5824.17 7081.88

Z1B ACCOUNTING MANAGER-SCVHHS 3414.40 3585.12 3764.40 3952.64 4150.32 7397.87 8992.36

C91 ACCOUNTS PAYBLE MGR - HHS 2622.32 2753.68 2892.00 3036.88 3188.80 5681.69 6909.07

B2T ADMIN ACUTE PSYCHIATRIC SVCS 3204.40 3364.72 3533.04 3709.76 3895.20 6942.87 8439.60

C03 ADMIN BOOKING MANAGER 3316.80 3482.72 3656.88 3839.76 4031.84 7186.40 8735.65

B59 ADMIN CORONER 2906.08 3051.84 3204.40 3364.72 3533.04 6296.51 7654.92

B2H ADMIN DIRECTOR, LAB 5006.48 5262.16 5530.80 5813.28 6110.16 10847.37 13238.68

S80 ADMIN NURSE II 5351.92 5625.28 5912.48 6214.24 6531.68 11595.83 14151.97

B2L ADMIN SERVICES MGR I 3022.00 3174.24 3333.12 3499.84 3674.80 6547.67 7962.07

B2J ADMIN SERVICES MGR II 3348.32 3515.84 3691.60 3876.24 4070.08 7254.69 8818.51

B2R ADMIN SUPPORT OFFICER I 2310.88 2426.08 2547.12 2674.08 2808.08 5006.91 6084.17

B2P ADMIN SUPPORT OFFICER II 2462.32 2585.12 2714.48 2850.48 2993.60 5335.03 6486.13

B2N ADMIN SUPPORT OFFICER III 2714.48 2850.48 2993.60 3143.52 3300.72 5881.37 7151.56

B27 ADMINISTRATIVE SVCS MGR-ISD 3515.76 3691.60 3876.16 4070.00 4273.52 7617.48 9259.29

A45 ADMINISTRATOR SATELLITE CLINIC 3533.04 3709.76 3895.20 4090.08 4294.64 7654.92 9305.05

A1A ADMINISTRATOR VALLEY HLTH PLAN 3268.56 3432.16 3603.76 3783.92 3973.20 7081.88 8608.60

B04 AIDS PROGRAM MGR 3268.56 3432.16 3603.76 3783.92 3973.20 7081.88 8608.60

T86 AIRPORT BUSINESS MGR 2572.64 2701.28 2836.72 2978.96 3128.08 5574.05 6777.51

C95 AIRPORT NOISE ABAMT PROG COORD 2310.88 2426.08 2547.12 2674.08 2808.08 5006.91 6084.17

T89 AIRPORT OPERATIONS SUPV 2322.64 2438.40 2560.00 2688.08 2822.80 5032.39 6116.07

C59 AMBULATORY SERVICE MGR 3674.80 3858.56 4051.60 4254.24 4466.96 7962.07 9678.41

B6V ANIMAL CONTROL PROGRAM MANAGER 3022.00 3174.24 3333.12 3499.84 3674.80 6547.67 7962.07

V99 ANIMAL SHELTER SUPERVISOR 2426.08 2547.12 2674.08 2808.08 2948.88 5256.51 6389.24

G7F APPLICATION JOINT APPL DEV SPC 3051.84 3204.40 3364.72 3533.04 3709.76 6612.32 8037.81

APPENDIX B Salary Schedule

55


Job Code Job Title

Biweekly Step 1

Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5

J36 ART EDUCATION PROG DIR 3128.08 3284.56 3448.80 3621.28 3802.32 6777.51 8238.36

N08 ASSET DEVELOPMENT MANAGER 4130.08 4336.56 4553.44 4782.24 5026.32 8948.51 10890.36

C4C ASSIST CHIEF ASSESSMT SSE DIV 3709.76 3895.20 4090.08 4294.64 4509.44 8037.81 9770.45

V10 ASSISTANT CLAIMS MANAGER 2190.00 2299.68 2414.08 2534.64 2661.04 4745.00 5765.59

B1T ASSOC MGMT ANALYST A 1956.72 2055.12 2158.16 2266.24 2379.04 4239.56 5154.59

B1R ASSOC MGMT ANALYST B 2277.28 2390.72 2510.16 2635.12 2767.28 4934.11 5995.77

B2X ASSOC TRNG & STAFF DEV SPEC I 1890.80 1985.52 2085.28 2190.00 2299.68 4096.73 4982.64

B2F ASSOC TRNG & STAFF DEV SPEC II 2212.16 2322.64 2438.40 2560.00 2688.08 4793.01 5824.17

B2Q ASST ADMIN DIRECTOR LAB 4445.12 4669.36 4907.68 5158.32 5421.60 9631.09 11746.80

C46 ASST CHIEF APPRAISER 3709.76 3895.20 4090.08 4294.64 4509.44 8037.81 9770.45

C56 ASST CHIEF AUDITOR APPRAISER 3709.76 3895.20 4090.08 4294.64 4509.44 8037.81 9770.45

U94 ASST CHIEF OF PROTECTIVE SERV 2522.40 2648.08 2780.80 2920.24 3066.72 5465.20 6644.56

R47 ASST CHIEF RESPIRATORY CR PRC 2850.48 2993.60 3143.52 3300.72 3465.76 6176.04 7509.15

V66 ASST CRIME LABORATORY DIR 3973.20 4171.84 4380.48 4600.08 4834.96 8608.60 10475.75

G75 ASST CUSTOMER SUPPORT SERV MGR 4212.88 4423.60 4646.08 4883.28 5132.72 9127.91 11120.89

H39 ASST DIR FOOD SERVICES 3022.40 3173.92 3332.80 3499.60 3674.64 6548.53 7961.72

A2P ASST DIR OF COUNTY AIRPORTS 3128.08 3284.56 3448.80 3621.28 3802.32 6777.51 8238.36

R26 ASST DIR OF PHARMACY SERVICES 5930.24 6233.04 6551.36 6885.92 7237.44 12848.85 15681.12

C20 ASST DIR OF PROCUREMENT 3802.32 3992.48 4192.24 4401.92 4621.92 8238.36 10014.16

C67 ASST DIR PATIENT BUSINESS SRVS 3621.28 3802.32 3992.64 4192.32 4401.92 7846.11 9537.49

J75 ASST DIR, HLTH INFO MGMT SVCS 3008.24 3158.72 3316.80 3482.72 3656.88 6517.85 7923.24

G20 ASST DP OPERATIONS MGR 4212.88 4423.60 4646.08 4883.28 5132.72 9127.91 11120.89

L78 ASST LAND DEVELOPMENT COORD 3268.56 3432.16 3603.76 3783.92 3973.20 7081.88 8608.60

M67 ASST MANAGER BUILDING OPS 3691.60 3876.24 4070.08 4273.68 4487.44 7998.47 9722.79

X75 ASST MANAGER,VECTOR CNTL DIST 2964.48 3112.88 3268.56 3432.16 3603.76 6423.04 7808.15

F46 ASST SUPV DEPUTY COURT CLERK 2045.52 2148.24 2255.76 2368.48 2486.40 4431.96 5387.20

G05 ASST SUPV PROGRAM ANALYST 4212.88 4423.60 4646.08 4883.28 5132.72 9127.91 11120.89

G02 ASST TECH PLANNING & CTL MGR 4212.88 4423.60 4646.08 4883.28 5132.72 9127.91 11120.89


56


Job Code Job Title

Biweekly Step 1

Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5

B1M BOND AND INVESTMENT ANALYST 3051.84 3204.40 3364.72 3533.04 3709.76 6612.32 8037.81

C64 BUDGET & PUBLIC POLICY ANALYST 1939.20 4014.40 4201.60 8697.87

C92 BUDGET OPERATIONS MANAGER 3730.56 5492.56 8082.88 11900.55

M05 BUILDING OPERATIONS SUPV 3143.52 3300.72 3465.76 3639.04 3821.12 6810.96 8279.09

G1P BUSINESS INFO TECH CONSULTANT 3746.16 3933.44 4130.08 4336.64 4554.56 8116.68 9868.21

G53 BUSINESS IT STRATEGIC PLANNER 4031.84 4233.28 4445.12 4669.36 4907.68 8735.65 10633.31

B53 BUSINESS MGR-CLK OF THE BOARD 3421.60 4535.04 7413.47 9825.92

G1B CALL CENTER MGR, VALLEY CONN 3876.24 4070.08 4273.68 4487.44 4716.08 8398.52 10218.17

V70 CALWIN PLANNING IMPL MANAGER 3768.24 4979.12 8164.52 10788.09

B7R CANCER CARE PROGRAM COORD 1975.84 2075.20 2179.36 2288.32 2402.40 4280.99 5205.20

B9P CENSUS/REDISTRICTING PRG MGR 3022.00 3174.24 3333.12 3499.84 3674.80 6547.67 7962.07

J56 CENTRAL REFERENCE COORD 2753.68 2892.00 3036.88 3188.80 3348.32 5966.31 7254.69

B57 CENTRAL SERVICE MGR-SS 3674.80 3858.56 4051.60 4254.24 4466.96 7962.07 9678.41

G84 CENTRAL SUPPLY DISTRIBTN SUPV 2212.16 2322.64 2438.40 2560.00 2688.08 4793.01 5824.17

S36 CHIEF CARDIOVASCULAR TECH 2892.00 3036.88 3188.80 3348.32 3515.84 6266.00 7617.65

R01 CHIEF CCS THERAPIST 3764.40 3952.64 4150.32 4357.84 4577.28 8156.20 9917.44

R73 CHIEF CLIN NEUROPHYSIOLC TECH 3188.80 3348.32 3515.84 3691.60 3876.24 6909.07 8398.52

G87 CHIEF COMMUNICATIONS DISP 4031.84 4233.28 4445.12 4669.36 4907.68 8735.65 10633.31

V84 CHIEF CORONER INVESTIGATOR 3348.32 3515.84 3691.60 3876.24 4070.08 7254.69 8818.51

R92 CHIEF NUCLEAR MEDICAL TECH 2864.40 3008.24 3158.72 3316.80 3482.72 6206.20 7545.89

L21 CHIEF OF CONSTRUCTION SRV 4273.68 4487.44 4716.08 4956.88 5210.00 9259.64 11288.33

L22 CHIEF OF DESIGN SERVICES 4487.44 4716.08 4956.88 5208.40 5476.00 9722.79 11864.67

U95 CHIEF OF PROTECTIVE SERV 3316.80 3482.72 3656.88 3839.76 4031.84 7186.40 8735.65

R42 CHIEF PUBLIC HEALTH LABORATORY 3839.76 4031.84 4233.28 4445.12 4669.36 8319.48 10116.95

S54 CHIEF RADIATION THERAPIST 3992.64 4192.32 4401.92 4623.12 4859.12 8650.72 10528.09

E06 CHIEF REGISTRAR OF VITAL STAT 2148.24 2255.76 2368.48 2486.40 2610.48 4654.52 5656.04

R18 CHIEF RESPIRATORY CARE PRACTNR 4192.32 4401.92 4623.12 4859.12 5107.20 9083.36 11065.60

R89 CHIEF UROLOGY TECHNICIAN 2622.32 2753.68 2892.00 3036.88 3188.80 5681.69 6909.07


57


Job Code Job Title

Biweekly Step 1

Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5

J5A CIRCULATION SYSTEMS SUPERVISOR 2345.60 2462.64 2585.36 2714.32 2850.16 5082.13 6175.35

B33 CLAIMS MGR 3268.56 3432.16 3603.76 3783.92 3973.20 7081.88 8608.60

D60 CLERICAL OFFICE SUPV 1947.68 2045.52 2148.24 2255.76 2368.48 4219.97 5131.71

F1G CLERK-RECORDER SUPERVISOR 2402.40 2522.40 2648.08 2780.80 2920.24 5205.20 6327.19

L49 CLIMATE CHANGE/SUSTAIN PRG MGR 3348.32 3515.84 3691.60 3876.24 4070.08 7254.69 8818.51

B4A CLINICAL ADMIN SERVICES MGR 2993.60 3143.52 3300.72 3465.76 3639.04 6486.13 7884.59

B3A CLINICAL ADMIN SUPPT OFFCR I 2310.88 2426.08 2547.12 2674.08 2808.08 5006.91 6084.17

B3B CLINICAL ADMIN SUPPT OFFCR II 2462.32 2585.12 2714.48 2850.48 2993.60 5335.03 6486.13

B3C CLINICAL ADMIN SUPPT OFFCR III 2714.48 2850.48 2993.60 3143.52 3300.72 5881.37 7151.56

R52 CLINICAL BIOCHEMIST 5341.36 5614.00 5900.72 6202.08 6518.88 11572.95 14124.24

B6T CLINICAL DOCUMENTATION ANALYST 2600.16 2730.08 2866.56 3009.92 3160.32 5633.68 6847.36

J07 CLINICAL DOCUMENTATION SPEC 3709.12 3890.96 4082.72 4284.08 4495.12 8036.43 9739.43

R51 CLINICAL MICROBIOLOGIST 5341.36 5614.00 5900.72 6202.08 6518.88 11572.95 14124.24

R2N CLINICAL NUTRTITION SVCS MGR 3220.16 3381.28 3550.32 3727.84 3914.24 6977.01 8480.85

C2A CLINICAL RESEARCH PROG DIR 4031.84 4233.28 4445.12 4669.36 4907.68 8735.65 10633.31

C2B CLINICAL RESEARCH PROG MGR 2744.24 2881.36 3025.36 3177.04 3336.32 5945.85 7228.69

B56 CLINICAL RISK PRV PROG MGR 4208.96 4419.44 4640.48 4872.56 5117.44 9119.41 11087.79

P30 CLINICAL STANDARDS COORD 3051.84 3204.40 3364.72 3533.04 3709.76 6612.32 8037.81

C5B CODE ENFORCEMENT PRG MGR 3348.32 3515.84 3691.60 3876.24 4070.08 7254.69 8818.51

J08 CODING QUALITY & EDUCATION MGR 3837.20 4029.12 4230.64 4442.24 4664.32 8313.93 10106.03

C93 COLLECTION SERVICES MANAGER 3621.28 3802.32 3992.64 4192.32 4401.92 7846.11 9537.49

K05 COMMUNICATIONS ENGINEER 3691.60 3876.24 4070.08 4273.68 4487.44 7998.47 9722.79

K02 COMMUNICATIONS ENGINEERING MGR 3914.24 4110.00 4315.52 4531.92 4763.28 8480.85 10320.44

J55 COMMUNITY LIBRARIAN 3381.28 3550.32 3727.84 3914.24 4110.00 7326.11 8905.00

C41 COMPLIANCE OFFICER 4315.52 4531.92 4763.28 5006.48 5262.16 9350.29 11401.35

G24 COMPUTER OPERATIONS SHIFT SUPV 2585.12 2714.48 2850.48 2993.60 3143.52 5601.09 6810.96

V23 CONSUMER AFFAIRS COORD 2486.40 2610.48 2741.12 2878.48 3022.00 5387.20 6547.67

B32 COORD OF PROGRAMS FOR DISABLED 3022.00 3174.24 3333.12 3499.84 3674.80 6547.67 7962.07


58


Job Code Job Title

Biweekly Step 1

Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5

M03 CORR SUPPORT SERVICES MGR 3112.88 3268.56 3432.16 3603.76 3783.92 6744.57 8198.49

U76 CORR TRAINING SPECIALIST 2661.04 2793.52 2934.56 3081.68 3235.76 5765.59 7010.81

S32 CORRECTIONAL FOOD SERVICES DIR 3746.16 3933.44 4130.08 4336.64 4554.56 8116.68 9868.21

X21 COTTAGE MANAGER 2964.48 3112.88 3268.56 3432.16 3603.76 6423.04 7808.15

B36 COUNTY COMMUNICATIONS ASST DIR 4380.48 4600.08 4834.96 5081.84 5341.36 9491.04 11572.95

G8E COUNTY IT PROJ PORTFOLIO MGR 4787.04 5031.44 5288.40 5558.40 5842.24 10371.92 12658.19

G44 COUNTY NETWORKS MANAGER 4787.04 5031.44 5288.40 5558.40 5842.24 10371.92 12658.19

L11 COUNTY SURVEYOR SUPV SURV MAP 3783.92 3973.20 4171.84 4380.48 4600.08 8198.49 9966.84

L12 COUNTY TRANSPORTATION PLANNER 3098.08 4556.88 6712.51 9873.24

G48 COUNTY WEBMASTER 3639.04 3821.12 4012.16 4212.88 4423.60 7884.59 9584.47

J30 CREDENTIALS SPECIALIST 2168.80 2277.28 2390.72 2510.16 2635.12 4699.07 5709.43

G8D CTY INFO TECH SECURITY OFFICER 4150.32 4357.84 4577.28 4810.96 5056.56 8992.36 10955.88

H08 CUSTODIAL & GROUNDS SUPT 3268.56 3432.16 3603.76 3783.92 3973.20 7081.88 8608.60

B13 CUSTODIAL SERVICES MANAGER 2522.40 2648.08 2780.80 2920.24 3066.72 5465.20 6644.56

G03 CUSTOMER SUPPORT SERVICES MGR 4787.04 5031.44 5288.40 5558.40 5842.24 10371.92 12658.19

B2S DATA BASE ADMIN MGR 4212.88 4423.60 4646.08 4883.28 5132.72 9127.91 11120.89

Y60 DAY CARE CENTER DIR 2065.12 2168.80 2277.28 2390.72 2510.16 4474.43 5438.68

B8D DEBT MANAGEMENT OFFICER 3418.40 3589.36 3768.80 3957.20 4155.04 7406.53 9002.59

Z1C DECISION SUPPORT MGR-SCVHHS 3783.92 3973.20 4171.84 4380.48 4600.08 8198.49 9966.84

L23 DEP DIR EMERGENCY PREPAREDNESS 3333.12 3499.84 3674.80 3858.56 4051.60 7221.76 8778.47

J09 DEP DIR, CODING & CLIN DOC IMP 4506.24 4732.24 4973.76 5227.68 5494.72 9763.52 11905.23

B96 DEPT FISCAL OFFICER 3364.72 3533.04 3709.76 3895.20 4090.08 7290.23 8861.84

V03 DEPUTY AGRICULTURAL COMMISSNR 3081.68 3235.76 3397.76 3567.68 3746.16 6676.97 8116.68

Y33 DEPUTY DIR CHILDREN'S SHELTER 3585.12 3764.40 3952.64 4150.32 4357.84 7767.76 9441.99

B66 DEPUTY DIR OF MGMT INFO SVCS 4964.40 6042.72 10756.20 13092.56

B41 DEPUTY DIR PUB HLTH MED SVCS 3764.40 3952.64 4150.32 4357.84 4577.28 8156.20 9917.44

V26 DEPUTY SEALER WEIGHT MEASURES 2948.88 3096.72 3251.68 3414.40 3585.12 6389.24 7767.76

R84 DIAGNOSTIC IMAGING ASST DIR 4739.60 4981.60 5236.00 5503.28 5784.32 10269.13 12532.69


59


Job Code Job Title

Biweekly Step 1

Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5

R7A DIAGNOSTIC IMAGING INFO SS I 3008.24 3158.72 3316.80 3482.72 3656.88 6517.85 7923.24

R7B DIAGNOSTIC IMAGING INFO SS II 3432.16 3603.76 3783.92 3973.20 4171.84 7436.35 9038.99

R30 DIAGNOSTIC IMAGING INFO SYS MG 4357.84 4577.28 4810.96 5056.56 5314.80 9441.99 11515.40

C5C DIR CARE, CONT, PERF, AN & SPT 4115.68 4321.60 4537.76 4764.64 5003.04 8917.31 10839.92

V08 DIR DIV CONSMR PROTECTION 3737.20 5033.44 8097.27 10905.79

V09 DIR -DIV HAZ MAT COMPLIANCE 3737.20 5038.48 8097.27 10916.71

Y58 DIR NEW CHILD SHELTER FUND-U 3533.04 3709.76 3895.20 4090.08 4294.64 7654.92 9305.05

S90 DIR NURSING ACUTE PSYCH SVCS 5625.28 5912.48 6214.24 6531.68 6865.36 12188.11 14874.95

R06 DIR NUTRITION & FOOD SERVICES 3567.68 3746.16 3933.44 4130.08 4336.64 7729.97 9396.05

B05 DIR OF CARDIOVASCULAR SERVICES 5351.92 5625.28 5912.48 6214.24 6531.68 11595.83 14151.97

A2M DIR OF CHILDREN SERVICES 3316.80 3482.72 3656.88 3839.76 4031.84 7186.40 8735.65

B7N DIR OF COUNTY AIRPORTS 3802.32 3992.64 4192.32 4401.92 4623.12 8238.36 10016.76

R81 DIR OF DIAGNOSTIC IMAGING 5784.32 6079.76 6390.16 6716.56 7059.52 12532.69 15295.63

B7M DIR OF HEALTH EDUCATION 2993.60 3143.52 3300.72 3465.76 3639.04 6486.13 7884.59

J74 DIR OF HEALTH INFO MGMT SVCS 3821.12 4012.16 4212.88 4423.60 4646.08 8279.09 10066.51

Y01 DIR OF MEDICAL SOCIAL SERVICES 3204.40 3364.72 3533.04 3709.76 3895.20 6942.87 8439.60

N54 DIR OF NURSING PROF PRACTICE 5625.28 5912.48 6214.24 6531.68 6865.36 12188.11 14874.95

R25 DIR OF PHARMACY SVCS SCVHHS 6683.12 7024.48 7382.96 7760.24 8156.56 14480.09 17672.55

U87 DIR OF PROGRAM DEVELOPMENT-U 3727.84 3914.24 4110.00 4315.52 4531.92 8076.99 9819.16

T33 DIR OF PUBLIC COMMUNICATION 3821.12 4012.16 4212.88 4423.60 4646.08 8279.09 10066.51

B70 DIR OF RESEARCH-PUBLIC HEALTH 3783.92 3973.20 4171.84 4380.48 4600.08 8198.49 9966.84

B68 DIR OF RESOURCE MANAGEMENT 3823.20 4880.24 8283.60 10573.85

R33 DIR OF THERAPY SERVICES 4294.64 4509.44 4739.60 4981.60 5236.00 9305.05 11344.67

B3G DIR PATIENT ACCESS 4115.68 4321.60 4537.76 4764.64 5003.04 8917.31 10839.92

H55 DIR Q&U AMB & COMM HLTH/MNG CR 5625.28 5912.48 6214.24 6531.68 6865.36 12188.11 14874.95

N56 DIR VALLEY SPECIALITY CENTER 5906.48 6208.08 6524.88 6858.24 7208.48 12797.37 15618.37

J10 DIR, CODING DOC & HIMS 5227.68 5494.72 5775.20 6070.16 6380.24 11326.64 13823.85

D1H DIR, OFFICE OF VETERANS' AFFRS 3432.16 3603.76 3783.92 3973.20 4171.84 7436.35 9038.99


60


Job Code Job Title

Biweekly Step 1

Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5

P74 DIR, R & O MEASUREMENT, A & D 3533.04 3709.76 3895.20 4090.08 4294.64 7654.92 9305.05

P75 DIR, R & O MEASUREMENT, PROB 3533.04 3709.76 3895.20 4090.08 4294.64 7654.92 9305.05

N5A DIRECTOR OF CARE MANAGEMENT 5625.28 5912.48 6214.24 6531.68 6865.36 12188.11 14874.95

A2J DIRECTOR OF HOMELESS SYSTEMS 3485.52 3659.84 3842.96 4035.12 4236.88 7551.96 9179.91

D1J DIRECTOR OF REENTRY SERVICES 3683.12 3867.36 4060.72 4263.84 4477.04 7980.09 9700.25

P7A DIRECTOR OF RESEARCH - SSA 3783.92 3973.20 4171.84 4380.48 4600.08 8198.49 9966.84

E03 DISPUTE RESOLUTION PRG CORD 2850.48 2993.60 3143.52 3300.72 3465.76 6176.04 7509.15

B4S DIV MGR, CHILD SUPPORT SVCS 3502.24 3677.52 3861.36 4054.56 4257.28 7588.19 9224.11

B0A DIVISION DIR AD MED & THPY SVC 3839.76 4031.84 4233.28 4445.12 4669.36 8319.48 10116.95

B0C DIVISION DIR, ADLT TR SV, A&D 3839.76 4031.84 4233.28 4445.12 4669.36 8319.48 10116.95

B0D DIVISION DIR, CFCS, A & D 3839.76 4031.84 4233.28 4445.12 4669.36 8319.48 10116.95

B0E DIVISION DIR, QI & DS, A & D 3839.76 4031.84 4233.28 4445.12 4669.36 8319.48 10116.95

B48 DIVISION MGR-CLK OF THE BOARD 2793.52 2934.56 3081.68 3235.76 3397.76 6052.63 7361.81

G90 ELECTION DIVISION COORD 2964.48 3112.88 3268.56 3432.16 3603.76 6423.04 7808.15

G63 ELECTION PROCESS SUPV II 2233.92 2345.44 2462.32 2585.12 2714.48 4840.16 5881.37

G86 ELECTION SERVICES COORD 2906.08 3051.84 3204.40 3364.72 3533.04 6296.51 7654.92

K89 ELECTRICAL SYSTEMS SUPERVISOR 3397.76 3567.68 3746.16 3933.44 4130.08 7361.81 8948.51

S09 EMERGENCY MEDICAL SERV SPCLST 3299.60 3464.72 3638.08 3819.92 4010.96 7149.13 8690.41

B10 EMERGENCY PLANNING COORD 2687.84 2822.48 2964.32 3112.80 3268.40 5823.65 7081.53

C8A EMPLOYEE ASSISTANCE PROG MGR 3188.80 3348.32 3515.84 3691.60 3876.24 6909.07 8398.52

Y20 EMPLOYMENT PROGRAM MGR 3096.72 3251.68 3414.40 3585.12 3764.40 6709.56 8156.20

Y25 EMPLOYMENT PROGRAM SUPV 2878.48 3022.00 3174.24 3333.12 3499.84 6236.71 7582.99

M02 ENGINEERING & SCHEDULING SUPV 3284.56 3448.80 3621.28 3802.32 3992.64 7116.55 8650.72

G0A ENTERPRISE CONTENT MANAGER 4787.04 5031.44 5288.40 5558.40 5842.24 10371.92 12658.19

C2G ENTERPRISE FUND BUDGET MGR 4294.64 4509.44 4739.60 4981.60 5236.00 9305.05 11344.67

F68 ENTERPRISE ITPS MANAGER 4787.04 5031.44 5288.40 5558.40 5842.24 10371.92 12658.19

V11 ENVIRONMENTAL HEALTH PROG MGR 3567.68 3746.16 3933.44 4130.08 4336.64 7729.97 9396.05

J1A EPIC APPLICATION COORDINATOR 3444.72 3617.04 3798.00 3987.92 4187.28 7463.56 9072.44


61


Job Code Job Title

Biweekly Step 1

Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5

J1B EPIC INSTRUCTIONAL DESIGNER 3236.48 3398.32 3568.32 3746.80 3934.16 7012.37 8524.01

J1D EPIC INTERFACE ANALYST I 3204.40 3364.72 3533.04 3709.76 3895.20 6942.87 8439.60

J1C EPIC INTERFACE ANALYST II 3524.88 3701.12 3886.24 4080.72 4284.72 7637.24 9283.56

J1F EPIC REPORT WRITER I 2942.32 3089.44 3244.00 3406.24 3576.56 6375.03 7749.21

J1E EPIC REPORT WRITER II 3236.48 3398.32 3568.32 3746.80 3934.16 7012.37 8524.01

J1G EPIC SR APPLICATION COORD 3702.96 3888.32 4082.80 4286.96 4501.28 8023.08 9752.77

J1H EPIC SR INSTRUCTIONAL DESIGNER 3479.20 3653.20 3835.92 4027.76 4229.12 7538.27 9163.09

J1I EPIC SR INTERFACE ANALYST 3789.12 3978.64 4177.68 4386.72 4605.92 8209.76 9979.49

J1J EPIC SR REPORT WRITER 3479.20 3653.20 3835.92 4027.76 4229.12 7538.27 9163.09

J1N EPIC SR SERVER SYSTEMS ENGR 4012.16 4212.88 4423.60 4646.08 4883.28 8693.01 10580.44

B2C EQUAL OPPORTUNITIES ANALYST I 2168.80 2277.28 2390.72 2510.16 2635.12 4699.07 5709.43

B2A EQUAL OPPORTUNITIES ANALYST II 2597.76 2727.68 2864.40 3008.24 3158.72 5628.48 6843.89

C11 EQUAL OPPORTUNITY OFFICER 3022.00 3174.24 3333.12 3499.84 3674.80 6547.67 7962.07

C61 EXEMPTION MANAGER 2808.08 2948.88 3096.72 3251.68 3414.40 6084.17 7397.87

K62 FIELD SURVEY SUPERVISOR 3112.88 3268.56 3432.16 3603.76 3783.92 6744.57 8198.49

A6C FINANCIAL ANALYST I 2277.28 2390.72 2510.16 2635.12 2767.28 4934.11 5995.77

A6B FINANCIAL ANALYST II 2741.12 2878.48 3022.00 3174.24 3333.12 5939.09 7221.76

V90 FINGERPRINT IDENTIFICATION DIR 3188.80 3348.32 3515.84 3691.60 3876.24 6909.07 8398.52

B6A FIXED INCOME PORTFOLIO MANAGER 4134.88 4341.68 4558.72 4786.48 5025.84 8958.91 10889.32

M2S FLEET LOGISTICS SUPERVISOR 2744.24 2881.36 3027.04 3177.04 3336.32 5945.85 7228.69

M21 FLEET MAINTENANCE SUPERVISOR 3204.40 3364.72 3533.04 3709.76 3895.20 6942.87 8439.60

M07 FLEET MGR 3821.12 4012.16 4212.88 4423.60 4646.08 8279.09 10066.51

M2M FLEET OPERATIONS MANAGER 3502.32 3677.60 3861.60 4054.72 4257.44 7588.36 9224.45

H41 FOOD PRODUCTION CAFETERIA MGR 2402.40 2522.40 2648.08 2780.80 2920.24 5205.20 6327.19

H56 FOOD SERVICE SUPERVISOR 2255.76 2368.48 2486.40 2610.48 2741.12 4887.48 5939.09

V7F FORENSIC ACCOUNTANT 3543.92 3721.12 3907.36 4102.80 4308.00 7678.49 9334.00

B7U GENERAL ACCOUNTING MGR 2966.16 4155.04 6426.68 9002.59

K7C GEO INFO SYS ANALYST SUP 3533.04 3709.76 3895.20 4090.08 4294.64 7654.92 9305.05


62


Job Code Job Title

Biweekly Step 1

Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5

K63 GEOGRAPHIC INFO SYSTEMS MGR 4150.32 4357.84 4577.28 4810.96 5056.56 8992.36 10955.88

H27 GROUNDS SUPERVISOR 2345.44 2462.32 2585.12 2714.48 2850.48 5081.79 6176.04

V52 HAZARDOUS MATERIALS PRGM MGR 4031.84 4233.28 4445.12 4669.36 4907.68 8735.65 10633.31

B9C HEALTH CARE FIN ANALYST ASSOC 1956.72 2055.12 2158.16 2266.24 2379.04 4239.56 5154.59

B9D HEALTH CARE FIN ANALYST I 2277.28 2390.72 2510.16 2635.12 2767.28 4934.11 5995.77

B9E HEALTH CARE FIN ANALYST II 2741.12 2878.48 3022.00 3174.24 3333.12 5939.09 7221.76

B9Q HEALTH CARE FINANCIAL MANAGER 3364.72 3533.04 3709.76 3895.20 4090.08 7290.23 8861.84

B5Z HEALTH CARE PROG ANALYST ASSOC 1938.24 2035.52 2137.68 2244.80 2356.88 4199.52 5106.57

B5Y HEALTH CARE PROGRAM ANALYST I 2255.76 2368.48 2486.40 2610.48 2741.12 4887.48 5939.09

B5X HEALTH CARE PROGRAM ANALYST II 2714.48 2850.48 2993.60 3143.52 3300.72 5881.37 7151.56

C84 HEALTH CARE PROGRAM MGR I 2948.88 3096.72 3251.68 3414.40 3585.12 6389.24 7767.76

C83 HEALTH CARE PROGRAM MGR II 3220.16 3381.28 3550.32 3727.84 3914.24 6977.01 8480.85

H30 HEALTH CENTER MANAGER 5672.96 5962.64 6267.20 6587.12 6923.44 12291.41 15000.79

C9A HEALTH INFORMATION OFFICER 2851.04 2993.76 3143.52 3300.72 3465.68 6177.25 7508.97

B01 HEALTH PLANNING SPEC III 2510.16 2635.12 2767.28 2906.08 3051.84 5438.68 6612.32

B19 HEALTH PROGRAM SPEC 3204.40 3364.72 3533.04 3709.76 3895.20 6942.87 8439.60

H23 HEALTH REALIZATION ANALYST I 2661.04 2793.52 2934.56 3081.68 3235.76 5765.59 7010.81

H22 HEALTH REALIZATION ANALYST II 2978.96 3128.08 3284.56 3448.80 3621.28 6454.41 7846.11

D1F HEALTH SERVICES OFFICE SUPV 2055.12 2158.16 2266.24 2379.04 2497.76 4452.76 5411.81

C13 HEALTHCARE SERV BSNS DEV ANAL 3235.76 3397.76 3567.68 3746.16 3933.44 7010.81 8522.45

A2K HOMELESS AND HSING CONCERNS CO 3235.76 3397.76 3567.68 3746.16 3933.44 7010.81 8522.45

C68 HOSPITAL ADMIN SUPPORT OFCER 2622.32 2753.68 2892.00 3036.88 3188.80 5681.69 6909.07

B18 HUMAN RELATIONS COORD I 1881.60 1975.84 2075.20 2179.36 2288.32 4076.80 4958.03

B16 HUMAN RELATIONS COORD II 2168.80 2277.28 2390.72 2510.16 2635.12 4699.07 5709.43

B14 HUMAN RELATIONS COORD III 2610.48 2741.12 2878.48 3022.00 3174.24 5656.04 6877.52

B17 HUMAN RELATIONS MGR 3603.76 3783.92 3973.20 4171.84 4380.48 7808.15 9491.04

H95 IMMIGRANT SERVICES COOR 2850.48 2993.60 3143.52 3300.72 3465.76 6176.04 7509.15

S56 INFECTION CONTROL NURSE MGR 6261.20 6580.88 6916.88 7270.16 7641.44 13565.93 16556.45


63


Job Code Job Title

Biweekly Step 1

Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5

S03 INFECTION CONTROL NURSE SUPV 5272.48 5541.76 5824.72 6122.24 6434.88 11423.71 13942.24

G4E INFO TECH SECURITY ENGINEER 3876.24 4070.08 4273.68 4487.44 4716.08 8398.52 10218.17

G14 INFORMATION SYSTEMS MGR I 3533.04 3709.76 3895.20 4090.08 4294.64 7654.92 9305.05

G12 INFORMATION SYSTEMS MGR II 3876.24 4070.08 4273.68 4487.44 4716.08 8398.52 10218.17

G11 INFORMATION SYSTEMS MGR III 4273.68 4487.44 4716.08 4956.88 5210.00 9259.64 11288.33

G5D INFORMATION TECH PROJ MGR 3746.16 3933.44 4130.08 4336.64 4554.56 8116.68 9868.21

N9A INSTIT REV BOARD ADMINISTRATOR 3022.00 3174.24 3333.12 3499.84 3674.80 6547.67 7962.07

J1K INSTRCTNAL DESIGN MGR, SCVHHS 3653.12 3835.84 4027.68 4229.12 4440.56 7915.09 9621.21

B86 INSURANCE PROGRAM MANAGER 3821.12 4012.16 4212.88 4423.60 4646.08 8279.09 10066.51

B49 INSURANCE TECHNICAL MANAGER 3128.08 3284.56 3448.80 3621.28 3802.32 6777.51 8238.36

B4B INTERNAL AUDIT MANAGER 4077.04 4280.96 4491.28 4719.92 4955.92 8833.59 10737.83

B45 INTERNAL AUDITOR I 1919.36 2015.76 2116.96 2223.04 2334.08 4158.61 5057.17

B30 INTERNAL AUDITOR II 2345.44 2462.32 2585.12 2714.48 2850.48 5081.79 6176.04

B28 INTERNAL AUDITOR III 2701.28 2836.72 2978.96 3128.08 3284.56 5852.77 7116.55

G49 IT PLANNER/ARCHITECT 4130.08 4336.64 4554.56 4787.04 5031.44 8948.51 10901.45

H12 JANITOR SUPERVISOR 2116.96 2223.04 2334.08 2450.24 2572.64 4586.75 5574.05

F3A JUVENILE PROBATION RECORDS SUP 2201.84 2312.16 2427.68 2548.48 2675.76 4770.65 5797.48

D4F LAFCO ANALYST 3173.12 3332.88 3499.76 3674.72 3858.48 6875.09 8360.04

D6F LAFCO EXECUTIVE OFFICER 3585.28 3764.48 3952.64 4150.24 4357.68 7768.11 9441.64

H80 LAUNDRY SERVICES SUPERVISOR 1900.00 1995.36 2095.44 2200.64 2310.88 4116.67 5006.91

B62 LAW ENFORCEMENT RECDS ADMIN 3639.04 3821.12 4012.16 4212.88 4423.60 7884.59 9584.47

B63 LAW ENFORCEMENT RECDS MGR 3066.72 3220.16 3381.28 3550.32 3727.84 6644.56 8076.99

D41 LAW ENFORCEMENT RECORDS SUPV 2701.28 2836.72 2978.96 3128.08 3284.56 5852.77 7116.55

B7V LEGISLATIVE ANALYST 2597.76 2727.68 2864.40 3008.24 3158.72 5628.48 6843.89

Q19 LEGISLATIVE REPRESENTATIVE-U 3501.60 5445.20 7586.80 11797.93

B95 LIABILITY CLAIMS ADJUSTER I 1783.52 1872.48 1966.32 2065.12 2168.80 3864.29 4699.07

B94 LIABILITY CLAIMS ADJUSTER II 2168.80 2277.28 2390.72 2510.16 2635.12 4699.07 5709.43

B93 LIABILITY CLAIMS ADJUSTER III 2572.64 2701.28 2836.72 2978.96 3128.08 5574.05 6777.51


64


Job Code Job Title

Biweekly Step 1

Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5

J59 LIBRARY CIRCULATION SUPV 2233.92 2345.44 2462.32 2585.12 2714.48 4840.16 5881.37

J41 LIBRARY SERVICES MANAGER 3552.24 3729.84 3916.32 4112.24 4317.84 7696.52 9355.32

J61 LITERACY PROGRAM MANAGER 2906.08 3051.84 3204.40 3364.72 3533.04 6296.51 7654.92

G67 LOCAL AREA NETWORK SPECIALIST 3674.80 3858.56 4051.60 4254.24 4466.96 7962.07 9678.41

E30 MAIL ROOM SUPERVISOR 1690.24 1774.80 1863.44 1956.72 2055.12 3662.19 4452.76

N29 MAINTENANCE COORD-VMC 2822.80 2964.48 3112.88 3268.56 3432.16 6116.07 7436.35

B5M MAINTENANCE PROJECT MANAGER 3022.00 3174.24 3333.12 3499.84 3674.80 6547.67 7962.07

G6M MANAGEMENT INFO SVCS MGR III 4503.04 4728.16 4964.56 5212.72 5473.28 9756.59 11858.77

B5B MANAGER OF CARE MANAGEMENT 4756.48 4994.40 5245.36 5513.04 5794.48 10305.71 12554.71

N26 MANAGER OF CONSTRUCTION 3674.80 3858.56 4051.60 4254.24 4466.96 7962.07 9678.41

Z78 MANAGER OF REAL ESTATE ASSETS 4130.08 4336.64 4554.56 4787.04 5031.44 8948.51 10901.45

E4K MANAGER, VIRTUAL LIBRARY 2793.52 2934.56 3081.68 3235.76 3397.76 6052.63 7361.81

R20 MANAGING DIETITIAN 2808.08 2948.88 3096.72 3251.68 3414.40 6084.17 7397.87

K40 MAPPING & I. D. SUPERVISOR 2356.88 2474.32 2597.76 2727.68 2864.40 5106.57 6206.20

N25 MATERIALS TESTING SUPV 2822.80 2964.48 3112.88 3268.56 3432.16 6116.07 7436.35

J1T MEANINGFUL USE PROGRAM MANAGER 3348.32 3515.84 3691.60 3876.24 4070.08 7254.69 8818.51

B3E MEDIA SPECIALIST/COORD-CEMA 2288.32 2402.40 2522.40 2648.08 2780.80 4958.03 6025.07

B1V MEDICAL ADMIN SUPPORT OFFCR I 2390.72 2510.16 2635.12 2767.28 2906.08 5179.89 6296.51

J70 MEDICAL LIBRARIAN 2906.08 3051.84 3204.40 3364.72 3533.04 6296.51 7654.92

D22 MEDICAL STAFF COORD 2427.52 2548.48 2675.60 2809.44 2950.24 5259.63 6392.19

C01 MEDICAL TRANSLATOR COORD 2414.08 2534.64 2661.04 2793.52 2934.56 5230.51 6358.21

B72 MENTAL HEALTH DIVISION MANAGER 3933.44 4130.08 4336.64 4554.56 4787.04 8522.45 10371.92

P14 MENTAL HEALTH PROG SPEC II 3081.68 3235.76 3397.76 3567.68 3746.16 6676.97 8116.68

B1W MGMT AIDE 1741.04 1828.00 1919.36 2015.76 2116.96 3772.25 4586.75

B1L MGMT ANALYSIS PROG MGR I 3022.00 3174.24 3333.12 3499.84 3674.80 6547.67 7962.07

B1J MGMT ANALYSIS PROG MGR II 3348.32 3515.84 3691.60 3876.24 4070.08 7254.69 8818.51

B1H MGMT ANALYSIS PROG MGR III 3783.92 3973.20 4171.84 4380.48 4600.08 8198.49 9966.84


65


Job Code Job Title

Biweekly Step 1

Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5

B1P MGMT ANALYST 2741.12 2878.48 3022.00 3174.24 3333.12 5939.09 7221.76

G69 MGMT INFO SVCS MGR I 3666.88 4513.20 7944.91 9778.60

G68 MGMT INFO SVCS MGR II 4093.52 4975.76 8869.29 10780.81

G65 MGMT INFO SVCS PROJECT MGR 3535.92 4298.24 7661.16 9312.85

B29 MGMT INFO SYS TEMS AUDITOR 2780.80 2920.24 3066.72 3220.16 3381.28 6025.07 7326.11

F89 MGMT INFO SYSTEMS ANALYST I 2780.80 2920.24 3066.72 3220.16 3381.28 6025.07 7326.11

F86 MGMT INFO SYSTEMS ANALYST II 2993.60 3143.52 3300.72 3465.76 3639.04 6486.13 7884.59

B6F MGR ADULT CUSTODY M H 5351.92 5625.28 5912.48 6214.24 6531.68 11595.83 14151.97

B73 MGR INTEGRATED PEST MGMT 3348.32 3515.84 3691.60 3876.24 4070.08 7254.69 8818.51

B6C MGR OF ADMITTING & REGISTRATN 3188.80 3348.32 3515.84 3691.60 3876.24 6909.07 8398.52

B6J MGR OF PARK MAINTENANCE SVCS 3482.72 3656.88 3839.76 4031.84 4233.28 7545.89 9172.11

S27 MGR OF SUPPLY PROC, PROC DIST 2585.12 2714.48 2850.48 2993.60 3143.52 5601.09 6810.96

C94 MGR OF VOLUNTEER SERVICES 2906.08 3051.84 3204.40 3364.72 3533.04 6296.51 7654.92

A2H MGR OFFICE WOMEN'S ADVOCACY 3235.76 3397.76 3567.68 3746.16 3933.44 7010.81 8522.45

B6K MGR PARK RANGER OPERATIONS 3482.72 3656.88 3839.76 4031.84 4233.28 7545.89 9172.11

B54 MGR PATIENT ACCOUNTING SCVHHS 2993.60 3143.52 3300.72 3465.76 3639.04 6486.13 7884.59

R68 MGR TECH OPR-ARTFCL KIDNY UNIT 2597.76 2727.68 2864.40 3008.24 3158.72 5628.48 6843.89

B7K MGR TRAINING AND STAFF DEV 3448.80 3621.28 3802.32 3992.64 4192.32 7472.40 9083.36

K4A MGR, OFFICE OF SUSTAINABILITY 3783.92 3973.20 4171.84 4380.48 4600.08 8198.49 9966.84

B8F MGR, TRNG AND STAFF DEV, SSA 3348.32 3515.84 3691.60 3876.24 4070.08 7254.69 8818.51

G31 NETWORK DESIGNER 4051.60 4254.24 4466.96 4692.64 4932.24 8778.47 10686.52

G5C NETWORK OPERATIONS SUPV 3674.80 3858.56 4051.60 4254.24 4466.96 7962.07 9678.41

S66 NRS MGR ARTIFICIAL KIDNEY UNIT 5351.92 5625.28 5912.48 6214.24 6531.68 11595.83 14151.97

S43 NRS MGR BURN CENTER 5351.92 5625.28 5912.48 6214.24 6531.68 11595.83 14151.97

S31 NRS MGR CLD SHLT CSTDY HLTH 5351.92 5625.28 5912.48 6214.24 6531.68 11595.83 14151.97

S42 NRS MGR CRITICAL CARE 5351.92 5625.28 5912.48 6214.24 6531.68 11595.83 14151.97

S53 NRS MGR EMERGENCY DEPARTMENT 5351.92 5625.28 5912.48 6214.24 6531.68 11595.83 14151.97

S65 NRS MGR LABR DEL PERNL EVL PRD 5351.92 5625.28 5912.48 6214.24 6531.68 11595.83 14151.97


66


Job Code Job Title

Biweekly Step 1

Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5

S63 NRS MGR MEDICAL SURGICAL NRSIN 5351.92 5625.28 5912.48 6214.24 6531.68 11595.83 14151.97

S84 NRS MGR MENTAL HEALTH NURSING 5351.92 5625.28 5912.48 6214.24 6531.68 11595.83 14151.97

S64 NRS MGR MOTHER INFANT CR CTR 5351.92 5625.28 5912.48 6214.24 6531.68 11595.83 14151.97

S81 NRS MGR NEONATAL ICU 5351.92 5625.28 5912.48 6214.24 6531.68 11595.83 14151.97

S55 NRS MGR OPERATING ROOM SERVS 5351.92 5625.28 5912.48 6214.24 6531.68 11595.83 14151.97

S67 NRS MGR PEDIATRICS-ICU 5351.92 5625.28 5912.48 6214.24 6531.68 11595.83 14151.97

S61 NRS MGR POST ANESTHESIA CR UNT 5351.92 5625.28 5912.48 6214.24 6531.68 11595.83 14151.97

S62 NRS MGR REHABILITATION 5351.92 5625.28 5912.48 6214.24 6531.68 11595.83 14151.97

P70 NURSING INFO SYSTEMS MGR 5143.04 5405.52 5681.44 5971.60 6276.56 11143.25 13599.21

H54 NUTRITION SERVICES MGR 3220.16 3381.28 3550.32 3727.84 3914.24 6977.01 8480.85

X88 OCC SFTY ENVIR COMPL MGR 3821.12 4012.16 4212.88 4423.60 4646.08 8279.09 10066.51

C76 OFFICE MGMT COORD 2288.32 2402.40 2522.40 2648.08 2780.80 4958.03 6025.07

B4P OMBUDSPERSON PRG COORDINATOR 2850.48 2993.60 3143.52 3300.72 3465.76 6176.04 7509.15

T03 PARK FIELD SUPPORT MGR 2741.12 2878.48 3022.00 3174.24 3333.12 5939.09 7221.76

T30 PARK MAINTENANCE SUPERVISOR 2920.24 3066.72 3220.16 3381.28 3550.32 6327.19 7692.36

T29 PARK RANGER SUPERVISOR 2920.24 3066.72 3220.16 3381.28 3550.32 6327.19 7692.36

T34 PARKS INTERPRETIVE PRG SUPV 2920.24 3066.72 3220.16 3381.28 3550.32 6327.19 7692.36

T35 PARKS NATURAL RESOURCES PG SUP 2920.24 3066.72 3220.16 3381.28 3550.32 6327.19 7692.36

S18 PATIENT SERVICES CASE COORD 4229.60 4441.20 4663.36 4896.64 5143.04 9164.13 11143.25

B7J PAYROLL MANAGER 2966.16 4155.04 6426.68 9002.59

L52 PLANNER/ESTIMATOR 2767.28 2906.08 3051.84 3204.40 3364.72 5995.77 7290.23

L82 PLANNING & DEVELOPMENT COORD 3543.92 4669.84 7678.49 10117.99

G56 PRECINCT OPERATIONS SUPERVISOR 2345.44 2462.32 2585.12 2714.48 2850.48 5081.79 6176.04

V40 PRETRIAL PRG MGMT SPEC 3268.56 3432.16 3603.76 3783.92 3973.20 7081.88 8608.60

C24 PREVENTION PROGRAM ANALYST I 2661.04 2793.52 2934.56 3081.68 3235.76 5765.59 7010.81

C23 PREVENTION PROGRAM ANALYST II 2978.96 3128.08 3284.56 3448.80 3621.28 6454.41 7846.11

C63 PRIN BUDGT & PUBLIC POLICY ANA 3053.68 4513.28 6616.31 9778.77

N30 PRINCIPAL CONSTRUCTION INSP 3112.88 3268.56 3432.16 3603.76 3783.92 6744.57 8198.49


67


Job Code Job Title

Biweekly Step 1

Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5

L76 PRINCIPAL PLANNER 3098.08 4556.88 6712.51 9873.24

C34 PRINCIPAL REAL ESTATE AGENT 3364.72 3533.04 3709.76 3895.20 4090.08 7290.23 8861.84

F78 PRINTING SUPERVISOR 3051.84 3204.40 3364.72 3533.04 3709.76 6612.32 8037.81

H3A PROBATION FOOD SERVICES MGR 3188.80 3348.32 3515.84 3691.60 3876.24 6909.07 8398.52

X44 PROBATION MGR 3877.12 4071.12 4274.56 4488.40 4713.92 8400.43 10213.49

P09 PROCUREMENT CONTRACTS SPCLST 3173.12 3332.88 3499.68 3674.80 3858.48 6875.09 8360.04

P07 PROCUREMENT MANAGER 3515.76 3691.60 3876.16 4070.00 4273.52 7617.48 9259.29

G2P PROCUREMENT SYSTEMS MANAGER 4150.32 4357.84 4577.28 4810.96 5056.56 8992.36 10955.88

B3P PROGRAM MGR I 3022.00 3174.24 3333.12 3499.84 3674.80 6547.67 7962.07

B3N PROGRAM MGR II 3348.32 3515.84 3691.60 3876.24 4070.08 7254.69 8818.51

B7F PROGRAM MGR/SCHOOL-LINKED SRV 3316.80 3482.72 3656.88 3839.76 4031.84 7186.40 8735.65

Y52 PROJ MGR, MED COV EXPANSI PROG 3235.76 3397.76 3567.68 3746.16 3933.44 7010.81 8522.45

M43 PROJECT CONTROL SPECIALIST 2701.28 2836.72 2978.96 3128.08 3284.56 5852.77 7116.55

Y50 PROJECT MGR 3235.76 3397.76 3567.68 3746.16 3933.44 7010.81 8522.45

G54 PROJECT SUPPORT SVCS MANAGER 4787.04 5031.44 5288.40 5558.40 5842.24 10371.92 12658.19

B8E PROPERTY TAX MANAGER 3418.40 3589.36 3768.80 3957.20 4155.04 7406.53 9002.59

K41 PROPERTY TRANSFER SUPV 2356.88 2474.32 2597.76 2727.68 2864.40 5106.57 6206.20

J29 PROVIDER RELATIONS MANAGER 3204.40 3364.72 3533.04 3709.76 3895.20 6942.87 8439.60

J31 PROVIDER RELATIONS SPECIALIST 2597.76 2727.68 2864.40 3008.24 3158.72 5628.48 6843.89

B7P PUBLIC COMMUNICATIONS PRG MGR 3051.84 3204.40 3364.72 3533.04 3709.76 6612.32 8037.81

C70 PUBLIC HEALTH NURSE MGR I 4944.00 5191.20 5456.16 5734.88 6027.76 10712.00 13060.15

C69 PUBLIC HEALTH NURSE MGR II 5191.20 5456.16 5734.88 6027.76 6335.28 11247.60 13726.44

B7T PUBLIC HEALTH PREPAREDNESS MGR 3515.84 3691.60 3876.24 4070.08 4273.68 7617.65 9259.64

C87 Q I COORD-SCVMC 4208.96 4419.44 4640.48 4872.56 5117.44 9119.41 11087.79

S72 Q I MGR - ACUTE PSYCH SVCS 5194.64 6321.84 11255.05 13697.32

S01 Q I MGR - HOSPITAL 5194.40 5459.60 5738.48 6031.36 6339.44 11254.53 13735.45

S69 Q I MGR - INPATIENT NURSING 5194.64 6321.84 11255.05 13697.32

S13 Q I MGR - MH OUTPT PROGS 5194.64 6321.84 11255.05 13697.32


68


Job Code Job Title

Biweekly Step 1

Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5

S07 Q I MGR-AMBULATORY CHS 5194.40 5459.60 5738.48 6031.36 6339.44 11254.53 13735.45

G1R QUALITY ASSURANCE MANAGER 4150.32 4357.84 4577.28 4810.96 5056.56 8992.36 10955.88

S20 QUALITY IMPRV MGR-ALC & DRG SR 4398.00 4617.92 4848.96 5091.92 5351.92 9529.00 11595.83

F10 RECORDING DIVISION SUPV I 2116.96 2223.04 2334.08 2450.24 2572.64 4586.75 5574.05

F04 RECORDING DIVISION SUPV II 2402.40 2522.40 2648.08 2780.80 2920.24 5205.20 6327.19

J84 RECORDS MGR-CLK OF THE BOARD 2714.48 2850.48 2993.60 3143.52 3300.72 5881.37 7151.56

P61 REHABILITATION SVCS PROG MGR 3818.72 5043.44 8273.89 10927.45

C48 REVENUE CONTROL ANALYST 1674.80 3160.32 3628.73 6847.36

N60 ROAD OPERATIONS SUPERINTENDENT 3333.12 3499.84 3674.80 3858.56 4051.60 7221.76 8778.47

M34 ROADS OPS SUPT-PEST CONRL ADVS 3585.12 3764.40 3952.64 4150.32 4357.84 7767.76 9441.99

S9E SCVHHS ENVIR SVCS DIRECTOR 3348.32 3515.84 3691.60 3876.24 4070.08 7254.69 8818.51

S9M SCVHHS ENVIR SVCS MANAGER 2413.52 2533.68 2660.08 2792.80 2932.64 5229.29 6354.05

Z1D SCVHHS REIMBMNT MGR/ASST CTRL 4294.64 4509.44 4739.60 4981.60 5236.00 9305.05 11344.67

K17 SECURITIES ANALYST 3051.84 3204.40 3364.72 3533.04 3709.76 6612.32 8037.81

U92 SHERIFF TRAINING SPECIALIST 2661.04 2793.52 2934.56 3081.68 3235.76 5765.59 7010.81

C66 SOCIAL SERVICES CLERICAL MGR 2334.08 2450.24 2572.64 2701.28 2836.72 5057.17 6146.23

B9B SOCIAL SERVICES FISCAL OFFICER 3381.28 3550.32 3727.84 3914.24 4110.00 7326.11 8905.00

E53 SOCIAL SERVICES PRG CNTRL SUPV 2727.68 2864.40 3008.24 3158.72 3316.80 5909.97 7186.40

Y32 SOCIAL SERVICES PRG MGR I 3096.72 3251.68 3414.40 3585.12 3764.40 6709.56 8156.20

Y31 SOCIAL SERVICES PRG MGR II 3432.16 3603.76 3783.92 3973.20 4171.84 7436.35 9038.99

Y30 SOCIAL SERVICES PRG MGR III 3783.92 3973.20 4171.84 4380.48 4600.08 8198.49 9966.84

Z82 SPECIAL PROJECTS DIRECTOR-U 4070.08 4273.68 4487.44 4716.08 4956.88 8818.51 10739.91

P62 SPECIALTY PROGRAMS NURSE COORD 4419.44 4640.48 4872.56 5117.44 5378.64 9575.45 11653.72

B76 SR ACCOUNTANT 3051.84 3204.40 3364.72 3533.04 3709.76 6612.32 8037.81

G85 SR BUSINESS INFO TECH CONSULT 4150.32 4357.84 4577.28 4810.96 5056.56 8992.36 10955.88

G1A SR CALL CENTER COORDINATOR 3051.84 3204.40 3364.72 3533.04 3709.76 6612.32 8037.81

D80 SR CASHIER 1819.20 1910.08 2006.00 2106.64 2212.16 3941.60 4793.01

U75 SR CORR TRAINING SPECIALIST 3022.00 3174.24 3333.12 3499.84 3674.80 6547.67 7962.07


69


Job Code Job Title

Biweekly Step 1

Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5

R39 SR DIAGNOSTIC IMG INFO SYS SPC 4012.16 4212.88 4423.60 4646.08 4883.28 8693.01 10580.44

S2E SR EMERGENCY MED SVCS SPCLST 3548.64 3726.16 3912.64 4108.24 4313.60 7688.72 9346.13

B06 SR EMERGENCY PLANNING COORD 3038.48 3190.72 3350.24 3517.92 3693.76 6583.37 8003.15

V20 SR ENVIRONMENTAL SAFETY TRN 2964.48 3112.88 3268.56 3432.16 3603.76 6423.04 7808.15

A6A SR FINANCIAL ANALYST 3022.00 3174.24 3333.12 3499.84 3674.80 6547.67 7962.07

B9F SR HEALTH CARE FIN ANALYST 3022.00 3174.24 3333.12 3499.84 3674.80 6547.67 7962.07

W71 SR HEALTH CARE PROG ANALYST 3022.00 3174.24 3333.12 3499.84 3674.80 6547.67 7962.07

C82 SR HEALTH CARE PROGRAM MGR 3515.84 3691.60 3876.24 4070.08 4273.68 7617.65 9259.64

G3A SR INFO TECHNOLOGY PROJECT MGR 4150.32 4357.84 4577.28 4810.96 5056.56 8992.36 10955.88

B31 SR INTERNAL AUDITOR 3081.68 3235.76 3397.76 3567.68 3746.16 6676.97 8116.68

V72 SR LOSS PREVENTION SPEC 3022.00 3174.24 3333.12 3499.84 3674.80 6547.67 7962.07

P13 SR MENTAL HEALTH PROG SPEC 3482.72 3656.88 3839.76 4031.84 4233.28 7545.89 9172.11

B1N SR MGMT ANALYST 3022.00 3174.24 3333.12 3499.84 3674.80 6547.67 7962.07

B3V SR MGMT INFO SYSTEMS ANALYST 3204.40 3364.72 3533.04 3709.76 3895.20 6942.87 8439.60

B22 SR MGMT INFO SYSTEMS AUDITOR 3364.72 3533.04 3709.76 3895.20 4090.08 7290.23 8861.84

L80 SR PLANNER 3235.76 3397.76 3567.68 3746.16 3933.44 7010.81 8522.45

G07 SR PROGRAMMING ANALYST 3933.44 4130.08 4336.64 4554.56 4787.04 8522.45 10371.92

C72 SR REAL ESTATE AGENT 3364.72 3533.04 3709.76 3895.20 4090.08 7290.23 8861.84

G26 SR SYSTEMS SOFTWARE ENGINEER 4012.16 4212.88 4423.60 4646.08 4883.28 8693.01 10580.44

B23 SR TRAINING & STAFF DEVELOPMNT 3022.00 3174.24 3333.12 3499.84 3674.80 6547.67 7962.07

V65 SSA APPLCTN DEC SUPP MGR 3313.60 4628.24 7179.47 10027.85

W20 SSA INFO TECHNOLOGY SPEC 3804.88 7316.16 8243.91 15851.68

Y51 SSA PROGRAM SPECIALIST 3348.32 3515.84 3691.60 3876.24 4070.08 7254.69 8818.51

Y34 SSA SECURITY AND SAFETY MGR 2993.60 3143.52 3300.72 3465.76 3639.04 6486.13 7884.59

J32 STERILE PROCESS EDUCATION CORD 2212.16 2322.64 2438.40 2560.00 2688.08 4793.01 5824.17

V2F SUP WEIGHTS AND MEASURES INSP 2248.48 2357.92 2471.84 2590.64 2715.92 4871.71 5884.49

R02 SUPERVISING CCS THERAPIST 3364.72 3533.04 3709.76 3895.20 4090.08 7290.23 8861.84

J62 SUPERVISING LIBRARIAN 2793.52 2934.56 3081.68 3235.76 3397.76 6052.63 7361.81


70


Job Code Job Title

Biweekly Step 1

Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5

V8A SUPERVISING WELFARE FRAUD INVE 3250.96 3413.68 3584.88 3765.76 3955.36 7043.75 8569.95

D95 SUPV ACCOUNT CLERK I 2212.16 2322.64 2438.40 2560.00 2688.08 4793.01 5824.17

D94 SUPV ACCOUNT CLERK II 2414.08 2534.64 2661.04 2793.52 2934.56 5230.51 6358.21

V04 SUPV AGRICULTURAL BIOLOGIST 2635.12 2767.28 2906.08 3051.84 3204.40 5709.43 6942.87

C80 SUPV APPRAISAL DATA COORD 2345.44 2462.32 2585.12 2714.48 2850.48 5081.79 6176.04

C45 SUPV APPRAISER 3381.28 3550.32 3727.84 3914.24 4110.00 7326.11 8905.00

D86 SUPV ASSESSMENT CLERK 2148.24 2255.76 2368.48 2486.40 2610.48 4654.52 5656.04

C54 SUPV AUDITOR-APPRAISER 3381.28 3550.32 3727.84 3914.24 4110.00 7326.11 8905.00

D53 SUPV BOARD CLERK 2414.08 2534.64 2661.04 2793.52 2934.56 5230.51 6358.21

E84 SUPV CHILD SUPPORT OFFICER 2767.28 2906.08 3051.84 3204.40 3364.72 5995.77 7290.23

D34 SUPV CLERK 2148.24 2255.76 2368.48 2486.40 2610.48 4654.52 5656.04

G91 SUPV COMMUNICATIONS DISPATCHER 3656.88 3839.76 4031.84 4233.28 4445.12 7923.24 9631.09

N27 SUPV CONSTRUCTION INSPECTOR 2822.80 2964.48 3112.88 3268.56 3432.16 6116.07 7436.35

V39 SUPV CRIMINALIST 3515.84 3691.60 3876.24 4070.08 4273.68 7617.65 9259.64

G70 SUPV CUSTODY SUPPORT ASSISTANT 2158.16 2266.24 2379.04 2497.76 2622.32 4676.01 5681.69

F40 SUPV DEPUTY COURT CLERK II 2244.80 2356.88 2474.32 2597.76 2727.68 4863.73 5909.97

V45 SUPV DEPUTY PUBLIC GUARDIAN 3051.84 3204.40 3364.72 3533.04 3709.76 6612.32 8037.81

R83 SUPV DIAGNOSTIC IMAG TECH 4150.32 4357.84 4577.28 4810.96 5056.56 8992.36 10955.88

V14 SUPV ENVIRONMENTAL HEALTH SPEC 3499.84 3674.80 3858.56 4051.60 4254.24 7582.99 9217.52

V24 SUPV ESTATE ADMINISTRATOR 3051.84 3204.40 3364.72 3533.04 3709.76 6612.32 8037.81

D10 SUPV HEALTH SERVICES REP I 1966.32 2065.12 2168.80 2277.28 2390.72 4260.36 5179.89

D08 SUPV HEALTH SERVICES REP II 2148.24 2255.76 2368.48 2486.40 2610.48 4654.52 5656.04

D59 SUPV INDEXER 2035.52 2137.68 2244.80 2356.88 2474.32 4410.29 5361.03

B21 SUPV INTERNAL AUDITOR 3533.04 3709.76 3895.20 4090.08 4294.64 7654.92 9305.05

D05 SUPV LEGAL CLERK 2402.40 2522.40 2648.08 2780.80 2920.24 5205.20 6327.19

D64 SUPV LEGAL SECRETARY I 2474.32 2597.76 2727.68 2864.40 3008.24 5361.03 6517.85

V82 SUPV PARALEGAL 2850.48 2993.60 3143.52 3300.72 3465.76 6176.04 7509.15

D44 SUPV PATIENT BUSINESS SV CLK 2379.04 2497.76 2622.32 2753.68 2892.00 5154.59 6266.00


71


Job Code Job Title

Biweekly Step 1

Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5

R56 SUPV PHARMACIST 5341.36 5614.00 5900.72 6202.08 6518.88 11572.95 14124.24

V51 SUPV PRETRIAL SERVICES 2864.40 3008.24 3158.72 3316.80 3482.72 6206.20 7545.89

X20 SUPV PROBATION COUNSELOR 3348.80 3516.40 3692.16 3876.80 4070.72 7255.73 8819.89

U9D SUPV PROTECTIVE SVCS OFFICER 2101.44 2202.32 2309.28 2419.68 2537.20 4553.12 5497.27

V96 SUPV PUBLIC DEFENDER INVEST 3709.76 3895.20 4090.08 4294.64 4509.44 8037.81 9770.45

S44 SUPV PUBLIC HEALTH NURSE 3674.80 3858.56 4051.60 4254.24 4466.96 7962.07 9678.41

F30 SUPV RECORDABLE DOC TECH 1928.80 2025.68 2127.28 2233.92 2345.44 4179.07 5081.79

R17 SUPV RESPIRATORY CARE PRACTNR 3482.72 3656.88 3839.76 4031.84 4233.28 7545.89 9172.11

V32 SUPV REVENUE COLLECTIONS OFC 2610.48 2741.12 2878.48 3022.00 3174.24 5656.04 6877.52

G80 SUPV STOREKEEPER 2148.24 2255.76 2368.48 2486.40 2610.48 4654.52 5656.04

L15 SUPV SURVEY MAP PROG 3268.56 3432.16 3603.76 3783.92 3973.20 7081.88 8608.60

C90 SUPV TAX COLLECTION CLERK 2148.24 2255.76 2368.48 2486.40 2610.48 4654.52 5656.04

L31 SUPV TRANSPORTATION ENGR 4012.16 4212.88 4423.60 4646.08 4883.28 8693.01 10580.44

D56 SUPV, HLTH INFO MGMT SVCS 2572.64 2701.28 2836.72 2978.96 3128.08 5574.05 6777.51

G04 SYSTEMS & PROGRAM MGR 4787.04 5031.44 5288.40 5558.40 5842.24 10371.92 12658.19

C89 TAX COLLECTION MGR 3316.80 3482.72 3656.88 3839.76 4031.84 7186.40 8735.65

C77 TAX ROLL MGR 2701.28 2836.72 2978.96 3128.08 3284.56 5852.77 7116.55

G06 TECHNICAL PLANNING & CNTL MGR 4554.56 4787.04 5031.44 5288.40 5558.40 9868.21 12043.20

J53 TECHNICAL SERVICES MGR 3381.28 3550.32 3727.84 3914.24 4110.00 7326.11 8905.00

K16 TELECOMMUNICATIONS ENGINEER 3348.32 3515.84 3691.60 3876.24 4070.08 7254.69 8818.51

E27 TELECOMMUNICATIONS OPS MGR 3839.76 4031.84 4233.28 4445.12 4669.36 8319.48 10116.95

R16 THERAPY SERVICES ADMIN MGR 3268.56 3432.16 3603.76 3783.92 3973.20 7081.88 8608.60

R31 THERAPY SERVICES PROGRAM MGR 3621.28 3802.32 3992.64 4192.32 4401.92 7846.11 9537.49

N77 TRAFFIC PAINTER SUPV 2560.00 2688.08 2822.80 2964.48 3112.88 5546.67 6744.57

B2E TRAINING & STAFF DEV SPEC 2688.08 2822.80 2964.48 3112.88 3268.56 5824.17 7081.88

S71 TRAUMA PROGRAM COORD 4730.64 4967.12 5220.24 5486.88 5767.12 10249.72 12495.43

T39 TREASURY COORDINATOR 2244.80 2356.88 2474.32 2597.76 2727.68 4863.73 5909.97

B87 TRUST & FIDUCIARY ACCNTNG MGR 3022.00 3174.24 3333.12 3499.84 3674.80 6547.67 7962.07


72


Job Code Job Title

Biweekly Step 1

Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5

B12 UTILIZATION MGMT Q-A MGR 4821.68 5062.80 5315.92 5581.92 5862.96 10446.97 12703.08

S12 UTILIZATION REVIEW COORDINATOR 4208.96 4419.44 4640.48 4872.56 5117.44 9119.41 11087.79

S19 UTILIZATION REVIEW COORD-VHP 4208.96 4419.44 4640.48 4872.56 5117.44 9119.41 11087.79

S10 UTILIZATION REVIEW SUPV 4640.48 4872.56 5117.44 5378.64 5653.20 10054.37 12248.60

X74 VECTOR CONTROL DISTRICT MGR 3364.72 3533.04 3709.76 3895.20 4090.08 7290.23 8861.84

X84 VECTOR CONTROL OPERS SUPV 2402.40 2522.40 2648.08 2780.80 2920.24 5205.20 6327.19

X85 VECTOR CONTROL SCI-TECH SRV MG 2964.48 3112.88 3268.56 3432.16 3603.76 6423.04 7808.15

C02 VHP/MANAGED CARE COMPL OFFICER 3268.56 3432.16 3603.76 3783.92 3973.20 7081.88 8608.60

C4A VITAL RECORDS SUPERVISOR I 2045.52 2148.24 2255.76 2368.48 2486.40 4431.96 5387.20

C43 VITAL RECORDS SUPERVISOR II 2356.88 2474.32 2597.76 2727.68 2864.40 5106.57 6206.20

X70 WEED ABATEMENT COORD 2635.12 2767.28 2906.08 3051.84 3204.40 5709.43 6942.87

M10 WORK CENTER MANAGER 3381.28 3550.32 3727.84 3914.24 4110.00 7326.11 8905.00

J57 YOUNG ADULT COORD 2701.28 2836.72 2978.96 3128.08 3284.56 5852.77 7116.55


73

Effective December 23, 2013

Job Code

Job Title Biweekly Step 1

Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5

B77 ACCOUNTANT III 2795.60 2935.68 3083.04 3237.36 3399.28 6057.13 7365.10





B59 ADMIN CORONER 3022.32 3173.84 3332.56 3499.28 3674.32 6548.36 7961.02


S80 ADMIN NURSE II 5565.92 5850.24 6148.96 6462.80 6792.88 12059.49 14717.90






















74


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5


























C64 BUDGET & PUBLIC POLICY ANALYST 2016.72 0.00 0.00 0.00 4174.96 4369.56 9045.74

C92 BUDGET OPERATIONS MANAGER 3879.76 0.00 0.00 0.00 5712.24 8406.14 12376.52



75


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5



B53 BUSINESS MGR-CLK OF THE BOARD 3558.40 0.00 0.00 0.00 4716.40 7709.86 10218.86


V70 CALWIN PLANNING IMPL MANAGER 3918.96 0.00 0.00 0.00 5178.24 8491.08 11219.52





















B33 CLAIMS MGR 3399.28 3569.44 3747.84 3935.20 4132.08 7365.10 8952.84




76


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5






























77


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5





L12 COUNTY TRANSPORTATION PLANNER 3222.00 0.00 0.00 0.00 4739.12 6981.00 10268.09
















B66 DEPUTY DIR OF MGMT INFO SVCS 5162.96 0.00 0.00 0.00 6284.40 11186.41 13616.20









78


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5

V08 DIR DIV CONSMR PROTECTION 3886.64 0.00 0.00 0.00 5234.72 8421.05 11341.89

V09 DIR -DIV HAZ MAT COMPLIANCE 3886.64 0.00 0.00 0.00 5240.00 8421.05 11353.33
















B68 DIR OF RESOURCE MANAGEMENT 3976.08 0.00 0.00 0.00 5075.44 8614.84 10996.78












79


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5






























80


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5


















M07 FLEET MGR 3973.92 4172.64 4381.36 4600.48 4831.92 8610.16 10469.16





B7U GENERAL ACCOUNTING MGR 3084.80 0.00 0.00 0.00 4321.20 6683.73 9362.60







81


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5










C9A HEALTH INFORMATION OFFICER 2965.04 3113.44 3269.20 3432.72 3604.24 6424.25 7809.18




















82


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5














D4F LAFCO ANALYST 3300.00 3466.16 3639.68 3821.68 4012.80 7150.00 8694.40







Q19 LEGISLATIVE REPRESENTATIVE-U 3641.60 0.00 0.00 0.00 5662.96 7890.13 12269.74









83


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5




















B1W MGMT AIDE 1810.64 1901.12 1996.08 2096.32 2201.60 3923.05 4770.13




B1P MGMT ANALYST 2850.72 2993.60 3142.88 3301.20 3466.40 6176.56 7510.53

G69 MGMT INFO SVCS MGR I 3813.52 0.00 0.00 0.00 4693.68 8262.62 10169.64

G68 MGMT INFO SVCS MGR II 4257.20 0.00 0.00 0.00 5174.72 9223.93 11211.89

G65 MGMT INFO SVCS PROJECT MGR 3677.28 0.00 0.00 0.00 4470.16 7967.44 9685.34



84


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5






























85


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5















B7J PAYROLL MANAGER 3084.80 0.00 0.00 0.00 4321.20 6683.73 9362.60


L82 PLANNING & DEVELOPMENT COORD 3685.60 0.00 0.00 0.00 4856.56 7985.46 10522.54





C63 PRIN BUDGT & PUBLIC POLICY ANA 3175.76 0.00 0.00 0.00 4693.76 6880.81 10169.81


L76 PRINCIPAL PLANNER 3222.00 0.00 0.00 0.00 4739.12 6981.00 10268.09




X44 PROBATION MGR 4032.16 4233.92 4445.52 4667.92 4902.40 8736.34 10621.86


86


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5




B3P PROGRAM MGR I 3142.88 3301.20 3466.40 3639.76 3821.76 6809.57 8280.48

B3N PROGRAM MGR II 3482.24 3656.40 3839.20 4031.28 4232.88 7544.85 9171.24




Y50 PROJECT MGR 3365.12 3533.60 3710.32 3896.00 4090.72 7291.09 8863.22










C87 Q I COORD-SCVMC 4377.28 4596.16 4826.08 5067.44 5322.08 9484.10 11531.17

S72 Q I MGR - ACUTE PSYCH SVCS 5402.40 0.00 0.00 0.00 6574.64 11705.20 14245.05

S01 Q I MGR - HOSPITAL 5402.16 5677.92 5968.00 6272.56 6592.96 11704.68 14284.74

S69 Q I MGR - INPATIENT NURSING 5402.40 0.00 0.00 0.00 6574.64 11705.20 14245.05

S13 Q I MGR - MH OUTPT PROGS 5402.40 0.00 0.00 0.00 6574.64 11705.20 14245.05







87


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5


P61 REHABILITATION SVCS PROG MGR 3971.44 0.00 0.00 0.00 5245.12 8604.78 11364.42

C48 REVENUE CONTROL ANALYST 1741.76 0.00 0.00 0.00 3286.72 3773.81 7121.22
















B76 SR ACCOUNTANT 3173.84 3332.56 3499.28 3674.32 3858.08 6876.65 8359.17



D80 SR CASHIER 1891.92 1986.48 2086.24 2190.88 2300.64 4099.16 4984.72








88


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5











L80 SR PLANNER 3365.12 3533.60 3710.32 3896.00 4090.72 7291.09 8863.22





V65 SSA APPLCTN DEC SUPP MGR 3446.08 0.00 0.00 0.00 4813.36 7466.50 10428.94

W20 SSA INFO TECHNOLOGY SPEC 3957.04 0.00 0.00 0.00 7608.80 8573.58 16485.73













89


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5

C45 SUPV APPRAISER 3516.48 3692.32 3876.88 4070.80 4274.40 7619.04 9261.20





D34 SUPV CLERK 2234.16 2345.92 2463.20 2585.84 2714.88 4840.68 5882.24












D59 SUPV INDEXER 2116.88 2223.12 2334.56 2451.12 2573.28 4586.57 5575.44




V82 SUPV PARALEGAL 2964.48 3113.28 3269.20 3432.72 3604.32 6423.04 7809.36








90


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5












C77 TAX ROLL MGR 2809.28 2950.16 3098.08 3253.20 3415.92 6086.77 7401.16


















91


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5










92

Effective June 22, 2014

Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5

B77 ACCOUNTANT III 2739.69 2876.966 3021.379 3172.613 3331.2944 5935.99 7217.8





B59 ADMIN CORONER 2961.87 3110.363 3265.909 3429.294 3600.8336 6417.39 7801.8


S80 ADMIN NURSE II 5454.60 5733.235 6025.981 6333.544 6657.0224 11818.30 14423.54






















93


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5


























C64 BUDGET & PUBLIC POLICY ANALYST 1976.39 0.000 0.000 0.000 4091.4608 4282.16 8864.83

C92 BUDGET OPERATIONS MANAGER 3802.16 0.000 0.000 0.000 5597.9952 8238.02 12128.98



94


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5



B53 BUSINESS MGR-CLK OF THE BOARD 3487.23 0.000 0.000 0.000 4622.072 7555.66 10014.48


V70 CALWIN PLANNING IMPL MANAGER 3840.58 0.000 0.000 0.000 5074.6752 8321.25 10995.12





















B33 CLAIMS MGR 3331.29 3498.051 3672.883 3856.496 4049.4384 7217.80 8773.78




95


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5






























96


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5





L12 COUNTY TRANSPORTATION PLANNER 3157.56 0.000 0.000 0.000 4644.3376 6841.38 10062.73
















B66 DEPUTY DIR OF MGMT INFO SVCS 5059.70 0.000 0.000 0.000 6158.712 10962.68 13343.87









97


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5

V08 DIR DIV CONSMR PROTECTION 3808.91 0.000 0.000 0.000 5130.0256 8252.63 11115.05

V09 DIR -DIV HAZ MAT COMPLIANCE 3808.91 0.000 0.000 0.000 5135.2 8252.63 11126.26
















B68 DIR OF RESOURCE MANAGEMENT 3896.56 0.000 0.000 0.000 4973.9312 8442.54 10776.85












98


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5






























99


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5


















M07 FLEET MGR 3894.44 4089.187 4293.733 4508.470 4735.2816 8437.95 10259.77





B7U GENERAL ACCOUNTING MGR 3023.10 0.000 0.000 0.000 4234.776 6550.05 9175.34







100


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5










C9A HEALTH INFORMATION OFFICER 2905.74 3051.171 3203.816 3364.066 3532.1552 6295.76 7653




















101


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5














D4F LAFCO ANALYST 3234.00 3396.837 3566.886 3745.246 3932.544 7007.00 8520.51







Q19 LEGISLATIVE REPRESENTATIVE-U 3568.77 0.000 0.000 0.000 5549.7008 7732.33 12024.35









102


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5




















B1W MGMT AIDE 1774.43 1863.098 1956.158 2054.394 2157.568 3844.59 4674.73




B1P MGMT ANALYST 2793.71 2933.728 3080.022 3235.176 3397.072 6053.02 7360.32

G69 MGMT INFO SVCS MGR I 3737.25 0.000 0.000 0.000 4599.8064 8097.37 9966.24

G68 MGMT INFO SVCS MGR II 4172.06 0.000 0.000 0.000 5071.2256 9039.45 10987.65

G65 MGMT INFO SVCS PROJECT MGR 3603.73 0.000 0.000 0.000 4380.7568 7808.09 9491.63



103


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5






























104


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5















B7J PAYROLL MANAGER 3023.10 0.000 0.000 0.000 4234.776 6550.05 9175.34


L82 PLANNING & DEVELOPMENT COORD 3611.89 0.000 0.000 0.000 4759.4288 7825.75 10312.09





C63 PRIN BUDGT & PUBLIC POLICY ANA 3112.24 0.000 0.000 0.000 4599.8848 6743.19 9966.41


L76 PRINCIPAL PLANNER 3157.56 0.000 0.000 0.000 4644.3376 6841.38 10062.73




X44 PROBATION MGR 3951.52 4149.242 4356.610 4574.562 4804.352 8561.61 10409.42


105


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5




B3P PROGRAM MGR I 3080.02 3235.176 3397.072 3566.965 3745.3248 6673.38 8114.87

B3N PROGRAM MGR II 3412.60 3583.272 3762.416 3950.654 4148.2224 7393.95 8987.81




Y50 PROJECT MGR 3297.82 3462.928 3636.114 3818.080 4008.9056 7145.27 8685.96










C87 Q I COORD-SCVMC 4289.73 4504.237 4729.558 4966.091 5215.6384 9294.42 11300.54

S72 Q I MGR - ACUTE PSYCH SVCS 5294.35 0.000 0.000 0.000 6443.1472 11471.09 13960.15

S01 Q I MGR - HOSPITAL 5294.12 5564.362 5848.640 6147.109 6461.1008 11470.58 13999.05

S69 Q I MGR - INPATIENT NURSING 5294.35 0.000 0.000 0.000 6443.1472 11471.09 13960.15

S13 Q I MGR - MH OUTPT PROGS 5294.35 0.000 0.000 0.000 6443.1472 11471.09 13960.15







106


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5


P61 REHABILITATION SVCS PROG MGR 3892.01 0.000 0.000 0.000 5140.2176 8432.69 11137.13

C48 REVENUE CONTROL ANALYST 1706.92 0.000 0.000 0.000 3220.9856 3698.33 6978.8
















B76 SR ACCOUNTANT 3110.36 3265.909 3429.294 3600.834 3780.9184 6739.12 8191.98



D80 SR CASHIER 1854.08 1946.750 2044.515 2147.062 2254.6272 4017.17 4885.02








107


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5











L80 SR PLANNER 3297.82 3462.928 3636.114 3818.080 4008.9056 7145.27 8685.96





V65 SSA APPLCTN DEC SUPP MGR 3377.16 0.000 0.000 0.000 4717.0928 7317.17 10220.36

W20 SSA INFO TECHNOLOGY SPEC 3877.90 0.000 0.000 0.000 7456.624 8402.11 16156.01













108


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5

C45 SUPV APPRAISER 3446.15 3618.474 3799.342 3989.384 4188.912 7466.65 9075.97





D34 SUPV CLERK 2189.48 2299.002 2413.936 2534.123 2660.5824 4743.86 5764.59












D59 SUPV INDEXER 2074.54 2178.658 2287.869 2402.098 2521.8144 4494.84 5463.93




V82 SUPV PARALEGAL 2905.19 3051.014 3203.816 3364.066 3532.2336 6294.57 7653.17








109


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5












C77 TAX ROLL MGR 2753.09 2891.157 3036.118 3188.136 3347.6016 5965.03 7253.13


















110


Job Code


Biweekly Step 2

Biweekly Step 3

Biweekly Step 4

Biweekly Step 5

Monthly Step 1

Monthly Step 5









111

ADMINISTRATIVE LEAVE LETTER

112

Documents

MEMORANDUM OF AGREEMENT BETWEEN …€¦ · AND COUNTY EMPLOYEES MANAGEMENT ASSOCIATION ... ADMINISTRATIVE LEAVE LETTER ... sick leave, and authorized compensatory time off,