Title
Human Resources Department and the Department of Transportation recommending the Board:
1) Approve and adopt the new department-specific classification of Assistant Director of Transportation; and
2) Adopt and authorize the Chair to sign Resolution 223-2024 to:
a) Approve the Job Class Number, bargaining unit, and salary range for the new department-specific classification of Assistant Director of Transportation;
b) Add 1.0 FTE Assistant Director of Transportation allocation in the Transportation Department;
c) Delete 1.0 FTE vacant Supervising Civil Engineer and 1.0 FTE vacant Associate Civil Engineer positions in the Transportation Department to offset the costs of the changes associated with the resolution; and
d) Adjust the salary range for the Director of Transportation by 2.91% to maintain an effective compensation spread.
FUNDING: General Fund.
Body
DISCUSSION / BACKGROUND
The Transportation Department, in collaboration with the Human Resources Department, is recommending the establishment of the Assistant Director of Transportation classification. The addition of this role is intended to provide enhanced leadership capacity to support the Director of Transportation in the overall management and direction of the department, which oversees engineering, maintenance, and transportation services throughout the County. With an increasing complexity of projects and rising expectations for timely and efficient service delivery, the need for additional executive support has become evident.
The Assistant Director of Transportation will serve as a key leadership role, supporting the development and administration of departmental policies and goals, providing strategic oversight of the department’s divisions, and acting as the Director of Transportation in their absence. The position is designed to ensure that the department’s objectives align with the County's strategic goals and that day-to-day operations are efficiently managed, thereby enhancing the overall functioning and responsiveness of the Transportation Department.
The new role also supports succession planning, managerial oversight, fiscal management, budgetary compliance, technical leadership, and staff development within the department. Adding this role is expected to enhance leadership continuity and strengthen the department’s capacity for sustained operational excellence.
To offset the costs of adding this new role, the Transportation Department recommends deleting two vacant positions: a 1.0 FTE Supervising Civil Engineer and a 1.0 FTE Associate Civil Engineer. This action helps balance the budgetary impact of adding the Assistant Director of Transportation, ensuring the department remains fiscally responsible without requiring additional funding.
To maintain an effective compensation structure that fosters promotion from within and adheres to public sector best practices for executive salary adjustments, a salary range increase of 2.91% for the Director of Transportation classification is also recommended. This adjustment will preserve a compensation spread between the Director and Assistant Director roles, encouraging internal career progression, and ensuring competitive executive compensation aligned with industry standards.
ALTERNATIVES
The Board could choose not to approve the new classification of Assistant Director of Transportation and require further analysis.
PRIOR BOARD ACTION
N/A
OTHER DEPARTMENT / AGENCY INVOLVEMENT
County Counsel
CAO RECOMMENDATION
Approve as recommended.
FINANCIAL IMPACT
The annual increase to the Director's salary will be approximately $6,261, and the Assistant Director's salary will be $207,938 (step 5). The department will have salary savings due to deleting the Supervising Civil Engineer ($174,208) and the Associate Civil Engineer ($111,738). This will fully offset the costs of the new position and the Director’s increase and result in approximately $71,747 of additional savings annually.
CLERK OF THE BOARD FOLLOW UP ACTIONS
Upon Board adoption and approval, please provide a copy of the executed Resolution to Heather Andersen in Human Resources.
STRATEGIC PLAN COMPONENT
Workforce Excellence
Priority: Enhance Employee Retention
Action Item: Attract and retain the best employees by providing competitive compensation, training, and advancement opportunities, and creating a positive and thriving culture
CONTACT
Joseph Carruesco, Director of Human Resources