To: Board of Supervisors of the County of Sonoma, Board of Directors of the Sonoma County Water Agency, Board of Commissioners of the Community Development Commission, and Board of Directors of the Sonoma County Agricultural Preservation and Open Space District
Department or Agency Name(s): Human Resources Department
Staff Name and Phone Number: Lisa Conner, 707-565-3207
Vote Requirement: Majority
Supervisorial District(s): Countywide
Title:
Title
Miscellaneous Classification, Compensation, and Allocation Changes
End
Recommended Action:
Recommended action
A) Adopt a Concurrent Resolution amending the Memorandum of Understanding between the County and Sonoma County Deputy Public Defender Attorneys’ Association (SCDPDAA), Salary Table Scales, to establish four new project classifications and salaries, effective July 23, 2024.
B) Adopt a Concurrent Resolution amending Salary Resolution 95‐0926, Salary Tables, to establish the new classifications and salaries for Human Services Compliance Officer and Chief Deputy Law Enforcement Auditor, effective July 23, 2024.
C) Adopt a Resolution amending the Department Allocation List for the Department of Health Services, Human Services Department, and the Independent Office of Law Enforcement Review and Outreach, effective July 23, 2024.
end
Executive Summary:
The County’s Human Resources Department is responsible for managing the County‐wide classification and compensation structure. Components of this responsibility include ensuring employees are appropriately classified, administering the County’s Compensation Plan, and assisting departments with organizational changes when they involve classification reviews. Regularly, the department conducts classification and compensation analyses, develops reports, and presents recommendations to incumbents, unions, departments, and in many situations the Civil Service Commission.
In resolutions before your Board today, Human Resources requests approval to implement the final recommendations resulting from classification and compensation studies for the Department of Health Services, Human Services Department, Independent Office of Law Enforcement Review and Outreach, and Sonoma County Public Defender.
Discussion:
Department of Health Services (DHS)
At the request of the incumbents and SEIU, Human Resources conducted a position review study of four Social Service Worker II positions assigned to the Behavioral Health Division of the Department of Health Services. Through the classification study process, it was determined that the Social Service Worker III classification was a better match for the duties due to the specialized nature and complexity of the work, the degree of independence and decision-making authority, the specific populations served, variety of settings where services are provided, and the positions’ role as an agency resource for other staff and clients for a particular function.
On May 2, 2024, the Civil Service Commission approved the reclassification of the studied positions to the Social Service Worker III classification and the retention of the incumbents in accordance with Civil Service Rule 3.3B. The total annual increased cost of the reclassifications in Fiscal Year 2024-2025 is estimated to be $34,762 and will be funded by State/Federal funds and appropriations during the 1st Quarter Consolidated Budget Adjustment.
Human Services Department (HSD)
Human Resources received a request from HSD, to create a new, single position management-level classification to lead the department’s compliance, privacy, and data security efforts.
Human Resources evaluated the department’s organizational structure and the County’s classification plan and determined that a classification does not currently exist that can appropriately perform the identified body of work and meet the requirements necessary to carry out the essential functions of the position. As a result, Human Resources created the new classification of Human Services Compliance Officer to administrate comprehensive compliance with federal, state, and local regulations, and ensure the confidentiality, security, and integrity of protected data integral to HSD’s mandated service operations and department objectives.
On June 6, 2024, the Civil Service Commission approved the creation of the new classification.
Bargaining Unit, Fair Labor Standards Act (FLSA), and Salary Determinations:
Pursuant to the County’s Employee Relations Policy, Human Resources conducted a Community of Interest review to determine the appropriate representation and bargaining unit for the new classification of Human Services Compliance Officer. The review determined representation by Sonoma County Administrative Management Council (SCAMC - 50) would be most appropriate and that the classification should be exempt, pursuant to the guidelines of the Fair Labor Standards Act.
Based on an evaluation of both market data and internal equity factors, Human Resources has determined the salary for Human Services Compliance Officer should be $12,309/I-step monthly and ongoing salary administration for the classification should be set at 7.5% below the benchmark job classification of Health Care Compliance/Privacy And Security Officer.
Human Resources seeks approval to establish the classification and salary of Human Services Compliance Officer, and to amend the Department Allocation List of the Human Services Department to add a 1.0 FTE Human Services Compliance Officer. The total annual cost in Fiscal Year 2024-2025 including salary and benefits is estimated to be $270,500 and will be funded by 1991 Realignment Fund Balance.
Independent Office of Law Enforcement Review and Outreach (LRO)
Human Resources received a request from the Independent Office of Law Enforcement Review and Outreach (IOLERO), to create a new, single position management-level classification to supervise the Audit and Investigations Section of IOLERO and assist in managing the department as assigned by the Director of IOLERO.
Human Resources evaluated the department’s organizational structure and the County’s classification plan and determined that a classification does not currently exist that can appropriately perform the identified body of work and meet the requirements necessary to carry out the essential functions of the position. As a result, Human Resources created the new classification of Chief Deputy Law Enforcement Auditor to assist in overseeing the auditing of law enforcement investigations, supervise IOLERO-initiated investigations, oversee the office in the Director’s absence, and perform other related duties including the advancement of community engagement and outreach.
On June 6, 2024, the Civil Service Commission approved the creation of the new classification.
Bargaining Unit, Fair Labor Standards Act (FLSA), and Salary Determinations:
Pursuant to the County’s Employee Relations Policy, Human Resources conducted a Community of Interest review to determine the appropriate representation and bargaining unit for the new classification of Chief Deputy Law Enforcement Auditor. The review determined representation by Sonoma County Administrative Management Council (SCAMC - 50) would be most appropriate and that the classification should be exempt, pursuant to the guidelines of the Fair Labor Standards Act.
Based on an evaluation of internal equity factors, Human Resources has determined the salary for Chief Deputy Law Enforcement Auditor should be $18,034/top monthly I-step and ongoing salary administration for the classification should be set at 10% above the classification of Law Enforcement Auditor III.
Human Resources seeks approval to establish the classification and salary of Chief Deputy Law Enforcement Auditor, and to amend the Department Allocation List of IOLERO to add a 1.0 FTE Chief Deputy Law Enforcement Auditor.
During FY 2024-25 Budget Hearings, the Board approved funding in the amount of $159,000 for the addition of a Chief Deputy Law Enforcement Auditor, however the position was not added at that time as the appropriate classification had not yet been created. This item will add the position that was approved during Budget Hearings. The total cost of salary and benefits for this new classification is estimated to be $308,000. Funds were reappropriated from Services and Supplies to cover the remaining cost for this position.
Sonoma County Public Defender
Human Resources received a request from the Public Defender’s Office to create a new Deputy Public Defender I-IV - Project series to provide classifications for attorneys in limited-duration grant-related assignments which do not exceed sixty months in duration.
Human Resources evaluated the department’s organizational structure and the County’s classification plan and determined that project-designated classifications do not currently exist that can appropriately perform the identified body of work and meet the requirements necessary to carry out the essential functions of these positions. As a result, Human Resources created the new classifications of Deputy Public Defender I - Project, Deputy Public Defender II - Project, Deputy Public Defender III - Project, and Deputy Public Defender IV - Project to perform work of limited duration in specific areas of the law.
On April 18, 2024, the Civil Service Commission approved the creation of these new Deputy Public Defender I-IV - project classifications.
Bargaining Unit, Fair Labor Standards Act (FLSA), and Salary Determinations:
Pursuant to the County’s Employee Relations Policy, Human Resources conducted a Community of Interest review to determine the appropriate representation and bargaining unit for the new classifications of Deputy Public Defender I - Project, Deputy Public Defender II - Project, Deputy Public Defender III - Project, and Deputy Public Defender IV - Project. The review determined representation by Sonoma County Deputy Public Defender Attorneys’ Association (SCDPDAA - 60) would be most appropriate for these four Project classifications and that the classifications should be exempt, pursuant to the guidelines of the Fair Labor Standards Act. Human Resources, Sonoma County Public Defender, and SCDPDAA participated in a meet and confer session regarding the new classifications, resulting in the attached Letter of Agreement between the parties (Resolution 1; Attachment B).
Based on an evaluation of internal equity factors, Human Resources has determined the salary for Deputy Public Defender I - Project should be $13,282/top monthly I-step, the salary for Deputy Public Defender II - Project should be $14,519/top monthly I-step, the salary for Deputy Public Defender III - Project should be $16,587/top monthly I-step, the salary for Deputy Public Defender IV - Project should be $18,578/top monthly I-step, and for ongoing salary administration, the respective salaries of the new Project classes will be tied to the equivalent non-project classes in the regular Deputy Public Defender series.
Human Resources seeks approval to establish the classifications and salaries of Deputy Public Defender I - Project, Deputy Public Defender II - Project, Deputy Public Defender III - Project, and Deputy Public Defender IV - Project.
Strategic Plan:
N/A
Racial Equity:
Was this item identified as an opportunity to apply the Racial Equity Toolkit?
No
Prior Board Actions:
Throughout the year, Human Resources submits several Miscellaneous Classification, Compensation, and Allocation Change Board Items that require Board approval to be fully adopted and implemented.
Fiscal Summary
|
Expenditures |
FY24-25 Adopted |
FY25-26 Projected |
FY26-27 Projected |
|
Budgeted Expenses |
HSD: $276,000 LRO: $159,000 |
DHS: $35,805 HSD: $287,600 LRO: $321,320 |
DHS: $36,879 HSD: $298,000 LRO: $337,336 |
|
Additional Appropriation Requested |
DHS: $34,762 |
|
|
|
Total Expenditures |
$ 469, 762 |
$644,725 |
$672,215 |
|
Funding Sources |
|
|
|
|
General Fund/WA GF |
LRO: $159,000 |
LRO: $321,320 |
LRO: $337,336 |
|
State/Federal |
DHS: $34,762 HSD: $276,000 |
DHS: $35,805 HSD: $287,600 |
DHS: $36,879 HSD: $298,000 |
|
Fees/Other |
|
|
|
|
Use of Fund Balance |
|
|
|
|
General Fund Contingencies |
|
|
|
|
Total Sources |
$469, 762 |
$ 644,725 |
$672,215 |
Narrative Explanation of Fiscal Impacts:
Department of Health Services
Adding 4.0 FTE Social Service Worker III and deleting 4.0 FTE Social Service Worker II represents a total net increase in labor costs of $34,762 in FY 2024/2025. Assuming a 3% COLA, for FY 2025/2026 the net increase for salary and benefits will be $35,805 and in 2026/2027 the cost will be $36,789. The job class upgrade in FY 2024/2025, and future fiscal years, will be funded by State/Federal funds. Department of Health Services will add $34,762 of appropriations during 1st Quarter Consolidated Budget Adjustment for the change in the job class of the position. Appropriations for the subsequent fiscal years will be included in the recommended budget process.
Human Services Department
The cost for a 1.0 FTE Human Services Compliance Officer in FY 2024/2025 is $276,000 at the I-Step. A one-time cost of $5,500 per new FTE added have been added to FY 2024/2025 for computer and internal rate expenses. The cost for a 1.0 FTE Human Services Compliance Officer in subsequent years is $287,600 and $298,000 in FYs 2025/2026 and 2026/2027, respectively. The increased cost for FYs 2025/2026 and 2026/2027 includes a 4% Cost of Living Adjustment (COLA) each year. This position will be funded by 1991 Realignment fund balance. No additional general fund is requested.
Independent Office of Law Enforcement Review and Outreach
IOLERO’s budget is entirely funded by the General Fund, equal to at least 1% of the Sheriff’s budget as mandated by Measure P. The total estimated cost for this position is $308,000 in FY 2024/25, $321,320 in FY 2025/26, and $337,336 in FY 2026/27. The increased cost for FYs 2025/26 and 2026/27 includes a 4% Cost of Living Adjustment (COLA) each year. The department reappropriated funds from Supplies and Services to cover approximately 50% of the cost of this position. During FY 2024-25 Budget Hearings, the Board approved an additional $159,000 of ongoing funding to support this position. Eventually a portion of these costs may be absorbed into the 1% of Sheriff’s Budget calculation.
No new office space or equipment would be needed to retain this position as office and equipment can be covered through existing resources.
Sonoma County Public Defender
There are no fiscal impacts associated with the creation of the new job classifications. Sonoma County Public Defender will request approval to add allocations at a future date, addressing any fiscal impact at that time.
|
Staffing Impacts: |
|
|
|
|
Position Title (Payroll Classification) |
Monthly Salary Range (A-I Step) |
Additions (Number) |
Deletions (Number) |
|
Chief Deputy Law Enforcement Auditor |
$14,836.00 - $18,034.00 |
1.0 |
|
|
Human Services Compliance Officer |
$10,126.00 - $12,309.00 |
1.0 |
|
|
Social Service Worker II |
$6,471.81 - $7,864.96 |
|
(4.0) |
|
Social Service Worker III |
$6,878.80 - $8,362.39 |
4.0 |
|
Narrative Explanation of Staffing Impacts (If Required):
Department of Health Services
There is no net change to the number of FTEs. The incumbents in the studied Social Service Worker II positions will be retained in the Social Service Worker III allocations in accordance with Civil Service Rule 3.3B.
Human Services Department
There are no staffing impacts associated with the addition of the new 1.0 allocation. Human Services will work with Human Resources to conduct a recruitment to fill the position.
Independent Office of Law Enforcement Review and Outreach
There are no staffing impacts associated with the addition of the new 1.0 allocation. IOLERO will work with Human Resources to conduct a recruitment to fill the position.
Sonoma County Public Defender
There are no staffing impacts associated with the creation of the new job classifications. Sonoma County Public Defender will request approval to add allocations at a future date.
Attachments:
1. Resolution 1: Concurrent Resolution amending the Memorandum of Understanding between the County and Sonoma County Deputy Public Defender Attorneys’ Association (SCDPDAA), Salary Table Scales, to establish four new project classifications and salaries.
2. Resolution 1: Attachment A - Appendix A - Salary Table Scales
3. Resolution 1: Attachment B - Side Letter Agreement
4. Resolution 2: Concurrent Resolution amending Salary Resolution 95‐0926, Salary Tables, to establish the new classifications and salaries for Human Services Compliance Officer and Chief Deputy Law Enforcement Auditor
5. Resolution 2: Attachment A - Appendix A - Salary Tables
6. Resolution 3: Resolution amending the Department Allocation List for the Department of Health Services, Human Services Department, and the Independent Office of Law Enforcement Review and Outreach
Related Items “On File” with the Clerk of the Board:
1. Classification Study Report on Social Service Worker IIs
2. Classification Study Report on Human Services Compliance Officer
3. Classification Study Report on Chief Deputy Law Enforcement Auditor
4. Memo to Civil Service Commission on Deputy Public Defender I-IV - Project Series