Consent-General Government # 23.
Board of Supervisors
Human Resources
- Meeting Date:
- 08/27/2024
- Brief Title
- Personnel Rules and Regulations Update
From:
Mark Bryan, Interim Director of Human Resouces
Staff Contact:
April Rocke, Deputy County Counsel III, County Counsel, x8273
Supervisorial District Impact:
Countywide
Subject
Adopt various clarifying amendments to the Yolo County Personnel Rules and Regulations pertaining to special compensation and differentials for unrepresented employees. (No general fund impact) (Bryan/Rocke)
Recommended Action
Adopt various clarifying amendments to the Yolo County Personnel Rules and Regulations pertaining to special compensation and differentials for unrepresented employees.
Strategic Plan Goal(s)
 |
In Support of All Goals (Internal Departments Only) |
Reason for Recommended Action/Background
Staff proposes to amend the Personnel Rules and Regulations to allow three new special compensation codes for unrepresented employees. A draft of these changes is attached (Attachment A).
The proposed changes only apply to unrepresented employees. No new compensation will be provided to employees; rather, these changes are being made to ensure that previously provided employee compensation meets CalPERS’ pensionable requirements. The compensation codes being added are as follows:
The proposed changes only apply to unrepresented employees. No new compensation will be provided to employees; rather, these changes are being made to ensure that previously provided employee compensation meets CalPERS’ pensionable requirements. The compensation codes being added are as follows:
- Temporary Upgrade Pay: In order to reward employees willing to work in an upgraded position or classification, the County Administrator may adjust the salary of any unrepresented employee up to a maximum of ten percent (10%) of base salary.
- POST Special Compensation: In order to reward unrepresented county peace officers for continued education, the following incentives are approved for the unrepresented classes of Chief District Attorney Investigator and Assistant Chief District Attorney Investigator: (1) seven and one half percent (7.5%) for possession of BA or POST Advanced Certificate; (2) five percent (5%) for possession of POST Supervisory Certificate; and (3) five percent (5%) for possession of POST Management Certificate. The maximum above base pay shall be limited to 15% under this section.
- Notary Public Differential: Unrepresented employees who possess a Notary Public certificate and meet the criteria below may be designated to receive a five percent (5%) notary public differential. Employees may apply for notary public designation from the Human Resources department who will determine the extent to which the certificate is used for county business.
- The employee’s position does not require the use of a Notary Public certificate.
- The employee has been asked to utilize his/her certificate for county business.
- The employee obtained the certificate on his/her own time.
- The employee obtained the certificate at his/her expense.
Collaborations (including Board advisory groups and external partner agencies)
County Administrator's Office
County Counsel
County Counsel
Fiscal Impact
No Fiscal Impact
Fiscal Impact (Expenditure)
- Total cost of recommended action:
- $
- Amount budgeted for expenditure:
- $
- Additional expenditure authority needed:
- $
- On-going commitment (annual cost):
- $
Source of Funds for this Expenditure
- General Fund
- $0
Attachments
Form Review
| Inbox | Reviewed By | Date |
|---|---|---|
| Mark Bryan (Originator) | Mark Bryan | 08/21/2024 12:30 PM |
| County Counsel | Phil Pogledich | 08/21/2024 04:17 PM |
| Cindy Perez | Cindy Perez | 08/22/2024 11:42 AM |
- Form Started By:
- Mark Bryan
- Started On:
- 08/20/2024 12:20 PM
- Final Approval Date:
- 08/22/2024