Title
a. Adopt a Resolution to amend Personnel Policies and Practices Resolution (PPPR) Number 98-394 Appendices A and B to create the classification of Assistant County Budget Director with the salary range as indicated in Attachment A; and
b. Amend PPPR Number 98-394 Appendices A and B to retitle the classification of County Budget Director to Deputy County Administrative Officer - Fiscal, as indicated in Attachment A; and
c. Amend the FY 2026-27 County Administrative Office Adopted Budget to reallocate one (1) vacant Community Engagement Program Manager position to one Assistant County Budget Director position, as indicated in Attachment A; and
d. Increase the Maximum Filled Full-Time Equivalency (FTE) for the County Administrative Office by one authorized FTE for a total of 47.0 FTE to support budget oversight and development and direct the County Administrative Office to update the official Maximum Filled FTE table following Board approval; and
e. Authorize the Human Resources Department to process hiring transactions consistent with the revised County Administrative Office Maximum Filled FTE limit and direct the Human Resources Department and the Auditor-Controller’s Office to implement the changes in the Advantage Human Resources Management (HRM) System.
Report
RECOMMENDATION:
It is recommended that the Board of Supervisors consider adopting a Resolution to:
a. Amend Personnel Policies and Practices Resolution (PPPR) Number 98-394 Appendices A and B to create the classification of Assistant County Budget Director with the salary range as indicated in Attachment A; and
b. Amend PPPR Number 98-394 Appendices A and B to retitle the classification of County Budget Director to Deputy County Administrative Officer - Fiscal, as indicated in Attachment A; and
c. Amend the FY 2026-27 County Administrative Office Adopted Budget to reallocate one (1) vacant Community Engagement Program Manager position to one Assistant County Budget Director position, as indicated in Attachment A; and
d. Increase the Maximum Filled Full-Time Equivalency (FTE) for the County Administrative Office by one authorized FTE for a total of 47.0 FTE to support budget oversight and development and direct the County Administrative Office to update the official Maximum Filled FTE table following Board approval; and
e. Authorize the Human Resources Department to process hiring transactions consistent with the revised County Administrative Office Maximum Filled FTE limit and direct the Human Resources Department and the Auditor-Controller’s Office to implement the changes in the Advantage Human Resources Management (HRM) System.
SUMMARY
The County Administrative Office requested the Human Resources Department review the organizational structure and classification specifications within the Budget and Policy Analysis Division to better align management responsibilities with operational needs.
As a result of this organizational review, the Human Resources Department recommends establishing the Assistant County Budget Director classification within confidential management and retitling the existing County Budget Director classification to Deputy County Administrative Officer - Fiscal. The proposed changes would clarify the distinction between executive-level fiscal responsibilities and the day-to-day management of the Division. To implement the proposed structure, the County Administrative Office recommends reallocating one (1) existing vacant Community Engagement Program Manager position to the newly established Assistant County Budget Director classification and increasing the Maximum Filled Full-Time Equivalency (FTE) for the County Administrative Office by one (1) authorized FTE for a total of 47.0 FTE.
DISCUSSION:
The Human Resources Department conducted an organizational review of the management structure and classification responsibilities within the Budget and Policy Analysis Division. The objective of the review was to determine whether the existing classification structure appropriately reflects the assigned responsibilities and operational needs of the Division.
The review identified a need to establish a dedicated management classification responsible for the day-to-day operations of the Budget and Policy Analysis Division. To address this need, the Human Resources Department recommends establishing the Assistant County Budget Director classification within the confidential management bargaining unit (ZX). The proposed classification would be responsible for supervising professional analytical staff, coordinating workload assignments, overseeing budget development activities, and managing the Division's daily operations.
Additionally, the Human Resources Department recommends retitling the existing County Budget Director classification to Deputy County Administrative Officer - Fiscal to better reflect the executive management position's responsibilities for Countywide fiscal management, budget policy, financial planning, and resource allocation.
Therefore, the Human Resources Department recommends that the Board of Supervisors approve the creation of the Assistant County Budget Director classification, the retitling of the County Budget Director classification to Deputy County Administrative Officer - Fiscal, the reallocation of one (1) vacant Community Engagement Program Manager position to the newly established Assistant County Budget Director classification, as indicated in Attachment A, and increasing the Maximum Filled Full-Time Equivalency (FTE) for the County Administrative Office by one (1) authorized FTE for a total of 47.0 FTE.
OTHER AGENCY INVOLVEMENT:
The County Administrative Office, and Office of County Counsel concur with the recommendation.
FINANCING:
The annual impact of this recommended action is estimated to be an increase of $35,413 for the remainder of FY 2026-27. During this period, the remaining current budgeted remuneration for the Community Engagement Program Manager (Budget Unit 105004, Fund 1001, Appropriation Unit CAO102) is $129,977, compared with the expected remuneration of $165,390 for an Assistant County Budget Director (Budget Unit 105002, Fund 1001, Appropriation Unit CAO100), resulting in an estimated increased cost of $35,413. The Department will work to manage this increase within their adopted FY 2026-27 budget and will provide a report to the Board of Supervisors when the mid-year estimate and forecast is presented if they are experiencing budgetary challenges resulting from this cost increase.
BOARD OF SUPERVISORS STRATEGIC PLAN GOALS:
The proposed recommended action demonstrates the County’s commitment in recruiting, retaining, and attracting a diverse, talented workforce that supports the mission of the County of Monterey.
__ Well-Being and Quality of Life
__ Sustainable Infrastructure for the Present and Future
__ Safe and Resilient Communities
__ Diverse and Thriving Economy
X Dynamic Organization and Employer of Choice
Link to the Strategic Plan:
<https://www.countyofmonterey.gov/home/showdocument?id=139569>
Prepared by: Wendell Sells, Human Resources Program Manager II, ext. #6066
Approved by: Andreas Pyper, Director of Human Resources, ext. #5043
Attachments:
Attachment A
Resolution