RESOLUTION 11-157�"�|E��43
Before the Board of Supervisors in and for the
County of Monterey, State of California
Adopted Resolution 11-157 to: PPPR Control # 11-003
a. Amend Personnel Policies and Practices
Resolution No. 98-394 to amend Section
A.2.4 Difficult to Recruit Positions to
include the Worker's Compensation
Manager position in the County
Administrative Office-Risk Management
Division; and
b. Authorize the Auditor-Controller to
implement the terms of this amendment.....
Upon motion of Supervisor Potter, seconded by Supervisor Armenta, and carried by those
members present, the Board hereby;
a. Amended Personnel Policies and Practices Resolution No. 98-394 to amend Section A.2.4
Difficult to Recruit Positions to include the Worker's Compensation Manager position in the
County Administrative Office-Risk Management Division; and
b. Authorized the Auditor-Controller to implement the terms of this amendment.
A.2.4 Difficult to Recruit Positions- Placement Above the Salary Range-
Applicable only to the Peace Officer Series in the Sheriff's Office, the Election Services
Specialist in the Elections Department and the Worker's Compensation Manager position
in the County Administrative Office- Risk Management Division.
Except as otherwise provided in the Resolution, a new employee shall be appointed at the first
step of the salary grade. Section A.2.1 addresses advancement within the salary range for
difficult to recruit positions. Section A.2.4 addresses advancement beyond the existing salary
range when specific criteria are met and permits adjustments for other members of the same
classification within the same department.
a) Application of A.2.4
Labor market conditions may occasionally make it difficult to recruit for certain
classifications. In such cases, recruitments are opened and either: 1) no suitable candidates
are identified; or 2) suitable candidates are identified, but do not accept offers of
employment even at the top step of the relevant salary range.
1) Unsuccessful Recruitments
An unsuccessful recruitment is defined as a recruitment that was opened and did not result in
any offers of employment to applicants, because no suitable candidates were identified in the
examination process. Not all unsuccessful recruitments qualify for the provisions of this
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RESOLUTION 11-157�"�|E��43
section; the recruitment must qualify under subsection c) below. The intent of this section is
to allow subsequent recruitment to open offering a stipend above and beyond the base salary,
where it is established that the recruitment was unsuccessful because the salary range is too
low.
2) Unsuccessful Offers of Employment
An unsuccessful offer of employment is defined as an offer at the highest allowable step of
the salary range that is declined by an applicant who has been identified as suitable through
an examination process. Not all unsuccessful offers qualify for the provisions of this section;
the recruitment must qualify under subsection c) below. The intent of this section is to allow
departments to offer a stipend above and beyond the base salary to a suitable applicant,
where it is established that the offer was declined because the salary offered was too low and
there are no other suitable applicants on the eligible list.
b) Relief for Unsuccessful Recruitments of Unsuccessful Offers
If the recruitment or offer qualifies as unsuccessful or the offer of employment is declined as
defined in subsection a) above), the appointing authority may request that the CAO or his
or her designee) approve a recruitment stipend to be paid in addition to the highest step for a
subsequent recruitment or for an additional job offer.
1) Unsuccessful Recruitments
Requests for relief for Unsuccessful Recruitments, if approved, will permit Departments to
reopen a new recruitment with a stipend that is 5% five percent) or 10% ten percent) above
the highest step of the classification.
2) Unsuccessful Offers
Requests for relief for Unsuccessful Offers will permit a Department to make an additional
offer to a suitable candidate with a stipend that is 5% five percent) or 10% ten percent)
above the highest step of the classification.
c) Evaluation Criteria
It is recommended that Departments consider the criteria outlined below when submitting
requests for relief provided in this section. Departments seeking relief under the provisions of
this section should support the request with relevant information, which includes but is not
limited to the following factors: 1) Whether previous recruitments for the same classification
have been unsuccessful; 2) Whether there is evidence of a workforce shortage of
applicants) in the particular classification; 3) Whether the current salary range is not
competitive within the relevant market ad why; 4) Whether previous offers at the highest
permissible step in the salary range have been unsuccessful; and 5) Vacancy rate data
relating to the specific classification.
d) Adjustments to Department Incumbents in the Same Classification
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RESOLUTION 11-157�"�|E��43
In the event the CAO or his/her designee authorizes a position to be granted a stipend, the
CAO or his/her designee may also grant the same stipend to all current permanent full-time
or part-time employees serving in the same classification within the Department under the
following guidelines.
1) All permanent or regular) full-time or part-time employees assigned to the affected
classification in the specific agency or department, who have completed one year of service
at the top step of the salary grade for that specific classification shall, upon review of their
qualifications and satisfactory performance, be granted a stipend in the same amount as that
granted under Section b).
2) All permanent full-time or part-time employees assigned to the affected classification in
the specific agency or department, who have completed one year of service below the top
step of the salary grade for that specific classification may, upon review of their
qualifications and satisfactory performance, may be granted a stipend in the same amount as
granted under Section b).
3) Unless the circumstances justify otherwise, no stipend shall be granted to any current
employee until recruitment has been opened with the stipend and a suitable candidate
identified during the examination process has been extended an offer of employment AND
has accepted the offer of employment. Once a candidate has been employed with the stipend,
the CAO or his/her designee may grant the same stipend to current permanent full-time or
part-time employees serving in the same classification
e) In the event the CAO or his/her designee determines that the circumstances have changed,
and the conditions supporting the request for relief under subsection c)) no longer exist, the
CAO shall declare the provisions of this section inoperable for such affected classifications
and the salary and stipend for the classification will be frozen.
The stipend will cease at such time as the top step of the current salary exceeds the
employee's frozen base salary plus stipend.
For example:
Base salary on the date the stipend was awarded:
5% stipend
$10.00
$0.50
Year I Year 2 Year 3 Year 4
Action 3% COLA 3% COLA 3% COLA
Market catches The new base The new base salary
up-stipend plus salary of $10.61 is of $10.92 is greater
base frozen at less than $10.84 than $10.84
$10.84
Base Salary 10.00 10.30 10.92
Stipend 50 54 00
Employee 10.50 10.84 10.84 10.92
Receives Employee is
granted increase to
$10.92)
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RESOLUTION 11-157�"�|E��43
f)
When the base salary exceeds $10.84 the employee will receive an increase to base
salary.
It is the intent that the stipend will cease in the same manner as described in the Y-rating
sections.)
Limitations:
1) Application of the provisions of this section shall not be automatic nor shall such a
determination have any bearing on the same or similar classifications within the
Agency or Department or any other Agency or Department with similar classifications.
2) Application of the provisions of this section maybe dependent on or limited by
available financing within he department.
3) Provisions of this section may apply notwithstanding the provision of Section A.2.1 or
other provisions of this Resolution governing step placement of new hires.
This policy is applicable only to the peace officer series within the Sheriffs, the Election
Services Specialist in the Elections Department and the Worker's Compensation Manager
position in the County Administrative Office- Risk Management Division.
Added Section A.2.4 01/15/08:
Amended 03-25-08; 08-011
PASSED AND ADOPTED on this 24th day of May, 2011, by the following vote, to wit:
AYES: Supervisors Armenta, Calcagno, Salinas, Parker, and Potter
NOES: None
ABSENT: None
1, Gail T. Borkowski, Clerk of the Board of Supervisors of the County of Monterey, State of California, hereby
certify that the foregoing is a true copy of an original order of said Board of Supervisors duly made and entered
in the minutes thereof of Minute Book 75 for the meeting on May 24, 2011.
Dated: May 26, 2011 Gail T. Borkowski, Clerk of the Board of Supervisors
County of Monterey, State of California
By
Deputy
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SIGNED BOARD REPORT"�|E��MONTEREY COUNTY BOARD OF SUPERVISORS
MEETING: May 24, 2011 Consent AGENDA NO.:
SUBJECT: Adopt a resolution to:
a. Amend Personnel Policies and Practices Resolution No. 98-394 to amend
Section A.2.4 Difficult to Recruit Positions to include the Worker's
Compensation Manager position in the County Administrative Office-Risk
Management Division; and
b. Authorize the Auditor-Controller to implement the terms of this amendment.
DEPARTMENT: County Administrative Office-Risk Management Division
RECOMMENDATION:
It is recommended that the Board of Supervisors adopt a resolution to:
a. Amend Personnel Policies and Practices Resolution No. 98-394 to amend Section A.2.4 Difficult to
Recruit Positions to include the Worker's Compensation Manager position in the County
Administrative Office-Risk Management Division; and
b. Authorize the Auditor-Controller to implement the terms of this amendment.
SUMMARY/ DISCUSSION:
The recommended action is designed to provide relief to the County Administrative Office- Risk
Management Division for repeated unsuccessful recruitments and failed offers of employment.
The Difficult to Recruit Policy language was approved by your Board for addition to the County's
Personnel Policy and Practices Resolution in January 2008. It was intended to address those unique
situations in which valid, documented efforts to recruit qualified applicants failed to result in a hire.
The policy was later limited to recruitment efforts within the Sheriff's Office and the Election
Specialist positions in the Elections Department.
The County Administrative Office-Risk Management Division has made unsuccessful recruitment
attempts to fill this position. The Worker's Compensation Manager position is a key position in
managing the County's worker's compensation claims and potentially limiting the exposure to liability
related to these claims by establishing and maintaining a consistent worker's compensation program.
The most recent recruitment was open in August 2010 and has resulted in declined offers of
employment due to low pay and absence of support staff dedicated to this function in comparison to
other comparable agencies. The recommended action will amend the current policy as indicated in
Attachment A and allow the Assistant County Administrative Officer to make an offer of employment
with an additional 5% or 10% above the top step of the current salary range.
OTHER AGENCY INVOLVEMENT:
None.
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SIGNED BOARD REPORT"�|E��FINANCING:
The position is currently vacant, however, once the position is filled it will result in an estimated
annualized cost increase of up to $10,100 for the County Administrative Office-Risk Management
Division 1050-8053 budget. The additional cost will be funded from to the Workers' Compensation
Internal Service Fund.
Associate Personnel Analyst
Date: t i
Keilh'Honda
Assistant County Administrative Officer
Date: I 1~/I I
cc: Mike Miller, Auditor-Controller
All Department Heads
All Personnel Analyst
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