DATE: November 8, 2022
TO: Board of Supervisors
SUBMITTED BY: Hollis Magill, Director of Human Resources
SUBJECT: Salary Resolution Amendments
RECOMMENDED ACTION(S):
TITLE
1. Approve Amendment to the Salary Resolution, Section 100, adding footnote 5, effective November 14, 2022, as reflected on Appendix “B”;
2. Approve Amendment to the Salary Resolution, Section 100, adding footnote 6, effective November 14, 2022, as reflected on Appendix “B”;
3. Approve Amendment to the Salary Resolution, Section 100, adding footnote 7, effective November 14, 2022, as reflected on Appendix “B”; and
4. Approve Amendment to the Salary Resolution, Section 100, updating footnote 3, effective November 14, 2022, as reflected on Appendix “B”.
REPORT
There is a total increase of $137,814 in Net County Cost (NCC) associated with the recommended actions, primarily over fiscal years 2022-23 and 2023-24. Approval of the recommended actions will authorize the Department of Human Resources to update the Fresno County Salary Resolution to bring senior management and unrepresented classifications in line with their subordinate represented classifications through the addition of five (5) year retention pay provisions and a sixth salary step for Supervising District Attorney Investigators, and will increase the current POST Certificate incentive for Supervising District Attorney Investigators for consistency with increases received by their subordinates.
ALTERNATIVE ACTION(S):
If your Board were not to approve the recommended actions, section 100 of the Salary Resolution would remain unchanged.
FISCAL IMPACT:
The estimated cost of the first recommended action for FY 2022-23 is approximately $45,125 ($26,624 NCC). The cost of the recommended action in FY 2023-2024 is estimated at $75,098 ($44,308 NCC). Impacted department appropriations for fiscal year 2022-23 will be monitored and budget adjustments will be brought to your Board prior to fiscal year end, if needed. Sufficient appropriations will be included in budget requests beginning FY 2023-2024.
The estimated cost of the second recommended action for FY 2022-23 is approximately $15,691 ($11,455 NCC). The cost of the recommended action in FY 2023-2024 is estimated at $26,114 ($19,063 NCC). Impacted department appropriations for fiscal year 2022-23 will be monitored and budget adjustments will be brought to your Board prior to fiscal year end, if needed. Sufficient appropriations will be included in budget requests beginning FY 2023-2024.
The estimated cost of the third recommended action for FY 2022-23 is approximately $27,831 ($19,519 NCC). The cost of the recommended action in FY 2023-2024 is estimated at $16,723 ($11,729 NCC). Impacted department appropriations for fiscal year 2022-23 will be monitored and budget adjustments will be brought to your Board prior to fiscal year end, if needed. Sufficient appropriations will be included in budget requests beginning FY 2023-2024.
The estimated cost of the fourth recommended action for FY 2022-23 is approximately $3,429 ($1,920 NCC). The cost of the recommended action in FY 2023-2024 is estimated at $5,707 ($3,196 NCC). Impacted department appropriations for fiscal year 2022-23 will be monitored and budget adjustments will be brought to your Board prior to fiscal year end, if needed. Sufficient appropriations will be included in budget requests beginning FY 2023-2024.
DISCUSSION:
The first recommended action would add footnote 5 to Section 100 of the Salary Resolution to provide a 2.5% retention pay premium differential to eligible incumbents in the following classifications upon completion of five years of satisfactory service at that classification level, as defined in Salary Resolution sections 410.1 and 410.2 and upon the recommendation of the incumbent’s Department Head. Any break in County service will reset the clock for calculation of this premium.
Ø Assistant District Attorney
Ø Chief Deputy District Attorney
Ø Assistant Public Defender
Ø Chief Defense Attorney
Ø Deputy Chief Probation Officer
Ø Assistant Deputy Chief Probation Officer
Ø Chief Child Support Attorney
The second recommended action would add footnote 6 to Section 100 of the Salary Resolution to provide a 5.0% retention pay premium differential to eligible incumbents in the following classifications upon completion of five years of satisfactory service at that classification level, as defined in Salary Resolution sections 410.1 and 410.2 and upon the recommendation of the incumbent’s Department Head. Any break in County service will reset the clock for calculation of this premium.
Ø Chief of Investigations
Ø Deputy Chief of Investigations
Ø Undersheriff
The third recommended action would add footnote 7 to Section 100 of the Salary Resolution to move the Supervising District Attorney Investigator classification to a six (6) step salary range, consistent with subordinate classifications, effective November 14, 2022. An employee will be eligible to advance to step six (6), consist with Salary Resolution section 400 and after the employee has completed five years of continuous service as a sworn law enforcement officer within the County of Fresno.
The fourth recommended action would up update footnote 3 in Section 100 of the Salary Resolution to increase the POST Certificate incentive from 5.0% to 7.0% for eligible Supervising District Attorney Investigators consistent with subordinate classifications, effective November 14, 2022.
REFERENCE MATERIAL:
BAI #52, June 21, 2022
BAI #53, June 21, 2022
BAI #52, June 7, 2022
BAI #36, April 19, 2022
BAI #27, March 8, 2022
ATTACHMENTS INCLUDED AND/OR ON FILE:
Salary Resolution Amendment - Appendix “B”
CAO ANALYST:
Samantha Buck