DATE: August 22, 2023
TO: Board of Supervisors
SUBMITTED BY: Hollis Magill, Director of Human Resources
SUBJECT: Salary Resolution Amendment
RECOMMENDED ACTION(S):
TITLE
Approve Amendment to the Salary Resolution, adding a 10-year retention pay premium differential for identified Senior Management classifications, effective August 21, 2023, as reflected on Appendix "B".
REPORT
There is a $308,959 increase in Net County Cost (NCC) associated with the recommended action for FY 2023-24. Approval of the recommended action would update Footnotes "5" and "6", adding a 5% retention pay premium differential for 10 years of continuous service for eligible incumbents in identified classifications as well as clarifying the intent of these pay provisions.
ALTERNATIVE ACTION(S):
If your Board were not to approve the recommended action, the Salary Resolution would remain unchanged, and the identified Senior Management classifications would not receive a 10-year retention pay premium differential.
FISCAL IMPACT:
The total estimated cost of the recommended action for FY 2023-24 is approximately $494,387; $308,959 of which is NCC. The cost of the recommended action for FY 2024-25 is estimated at $89,889 ($56,174 NCC). Impacted department appropriations for FY 2023-24 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 for FY 2024-25.
DISCUSSION:
In 2022, your Board approved successor Memoranda of Understanding for Representation Units 1, 10, 11, 14, 30, 31, 35, and 38, authorizing a 5% retention pay premium differential for 10 years of continuous service. Approval of the recommended action would update Footnotes "5" and "6", providing a similar 10-year retention pay premium differential for the following Senior Management classifications, maintaining equity with subordinate staff.
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