Title
Adopt a Resolution to:
a. Amend Personnel Policies and Practices Resolution (PPPR) Number 98-394 Appendix A and B to adjust the salary ranges of the Maintenance Painter classification, the Public Health Microbiologist classification series, the Public Health Nutritionist classification series, and the Revenue Officer classification series effective in the current pay period beginning October 3, 2026, as indicated in Attachment A; and
b. 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 Appendix A and B to adjust the salary ranges of the Maintenance Painter classification, the Public Health Microbiologist classification series, the Public Health Nutritionist classification series, and the Revenue Officer classification series effective in the current pay period beginning October 3, 2026, as indicated in Attachment A; and
b. 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 Human Resources Department contracted with an independent consulting firm to conduct multiple base wage compensation studies in accordance with the County’s Compensation Philosophy. As part of this effort, base wage studies were conducted for over 70 classifications. These classifications included the Maintenance Painter classification, the Public Health Microbiologist classification series, the Public Health Nutritionist classification series, and the Revenue Officer classification series.
The above-referenced studies identified sufficient external market matches for the classifications and all were found to be below market average.
A four-year phased implementation plan began during the first full pay period following July 1, 2025. The County of Monterey properly noticed all employee groups regarding the phased implementation plan and met and conferred, as requested. As part of the meet and confer process, the County and Service Employees International Union (SEIU) Local 521 agreed to advance the implementation for those classifications that met specific criteria.
In accordance with the agreement with SEIU Local 521, the Human Resources Department recommends the Board of Supervisors amend the Personnel Policies and Practices Resolution (PPPR) No. 98-394 Appendices A and B to adjust the base wage salary ranges for the Maintenance Painter classification, the Public Health Microbiologist classification series, the Public Health Nutritionist classification series, and the Revenue Officer classification series effective in the pay period beginning October 3, 2026.
DISCUSSION:
The Human Resources Department contracted with independent consulting firm Management Strategies Group, a consulting division of Sloan Sakai Yeung & Wong LLP, to conduct multiple base wage compensation studies. The scope of work included analyses of the Maintenance Painter classification, the Public Health Microbiologist classification series, the Public Health Nutritionist classification series, and the Revenue Officer classification series.
The consulting firm conducted the studies in accordance with the County of Monterey’s Compensation Philosophy. The wage analysis of comparable agencies identified sufficient external matches for the benchmark classifications of Maintenance Painter, Public Health Microbiologist II, Public Health Nutritionist II, and Revenue Officer II. All benchmark classifications were found to be below market average.
In February 2025, the County notified SEIU Local 521 that the base wage compensation studies had been completed. The County further noticed SEIU Local 521 that, as a result of the implementation analysis a 4 year phased-in implementation would begin in July of 2025.
As part of the meet and confer process with SEIU, the County conducted a targeted analysis to identify studies that met to the following criteria:.
• Classifications and positions are non-general fund
• Advancing implementation would not result in layoffs
• Advancing implementation would not cause serious compaction or compression issues
• Advancing implementation would not have cross-department cascading impacts
The targeted analysis found that ten (10) classifications met this criteria whose remaining base wage increases could be advanced and forgo the remaining phased implementation. The classification series are shown below, along with the approximate remaining percentages each will receive.
• Maintenance Painter - 10%
• Public Health Microbiologist I, II and Senior - 5.39%
• Public Health Nutritionist I, II and Supervising - 5.19%
• Revenue Officer I, II and Senior - 10%
Therefore, the Human Resources Department recommends the Board of Supervisors adopt a Resolution to amend Personnel Policies and Practices Resolution (PPPR) No. 98-394 Appendices A and B to adjust the base wage salary ranges for the Maintenance Painter classification, the Public Health Microbiologist classification series, the Public Health Nutritionist classification series, and the Revenue Officer classification series effective in the current pay period beginning October 3, 2026, as indicated in Attachment A.
OTHER AGENCY INVOLVEMENT:
The County Administrative Office, County Counsel, the Health Department, the Treasurer/Tax Collector’s Office, and Natividad Medical Center concur with the recommendation. Implementation of the base wage adjustments fulfills a Letter of Understanding between with the County and SEIU Local 521.
FINANCING:
The salary and benefits increase for the Health Department (Budget Unit 400026, Fund 1001, Appropriation Unit HEA113) for the remainder of FY 2026-27 is approximately $60,782.16; the salary and benefits increase for the Treasurer/Tax Collector (Budget Unit 117002, Fund 1001, Appropriation Unit TRE100) for the remainder of FY 2026-27 is approximately $64,602.00; and the salary and benefits increase for Natividad Medical Center (Budget Unit 960001, Fund 2010, Appropriation Unit NMC100) for the remainder of FY 2026-27 is approximately $15,654.60. These costs are fully supported by the affected departments and are expected to be absorbed within the departments’ existing appropriations.
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
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