Title
Human Resources Department recommending the Board:
1) Adopt and authorize the Chair to sign Resolution 168-2026 to:
a) Establish the new classification, Job Class Number (2415), bargaining unit assignment (UM), FLSA status (Exempt), and salary range for Legal Administrative Services Officer;
b) Approve the upward reclassification of 1.0 FTE Administrative Analyst I/II (Confidential) to Legal Administrative Services Officer with no change in total FTEs;
2) Waive the competitive recruitment and selection process under Personnel Rule 507.1.2 to allow the direct appointment of the incumbent in Position 879 to Legal Administrative Services Officer, and waive the required probationary period at the appointing authority’s request with concurrence from the Human Resources Director; and
3) Approve and adopt the revised classification specifications for Deputy County Counsel, Sr. Deputy County Counsel, and Assistant County Counsel, with no changes to those classifications’ titles, Job Class Numbers, salary ranges, bargaining unit assignments, or authorized allocations.
FUNDING: General Fund.
Body
DISCUSSION / BACKGROUND
County Counsel and Human Resources reviewed the department’s lead administrative position to align the County’s classification plan with the work being performed and the department’s continuing operational needs. The proposed action establishes a separate confidential administrative operations position, and upwardly reclassifies the incumbent to the new allocation, and updates the existing County Counsel attorney classification specifications.
Human Resources reviewed the Administrative Analyst II position, including the PDQ, supplemental information, and completed a single classification study. The position has evolved into County Counsel’s principal non-legal administrative role, with ongoing responsibility for departmental budget and fiscal administration, procurement, personnel administration, direct supervision of legal support staff, records management and litigation holds, information systems, and administrative policies and processes. These functions are the position’s continuing purpose and exceed the intended journey-level analytical scope of Administrative Analyst II.
The proposed Legal Administrative Services Officer class recognizes this department-wide administrative responsibility and direct supervision while preserving County Counsel’s final authority over departmental policy, significant expenditures, organizational structure, attorney staffing, major personnel matters, and legal-service priorities. The new class is proposed as Unrepresented Management (UM) and FLSA exempt, consistent with the prior study, subject to final compensation and exemption review.
Human Resources recommends upwardly reclassifying the Administrative Analyst - Confidential to the new class. Approval of the requested Board waiver will permit the incumbent’s direct appointment under Personnel Rule 507.1.2 upon approval of the appointing authority and confirmation from Human Resources that the incumbent’s minimum qualifications, time in position, and the required evolution of duties over the preceding 26 pay periods have been satisfied. Salary placement will follow Personnel Rule 612.2 and applicable promotion provisions; probation is requested to be waived by the appointing authority and is supported by the Human Resources Director.
As part of the same review, Human Resources and County Counsel propose updating the Deputy County Counsel, Sr. Deputy County Counsel, and Assistant County Counsel specifications to reflect current duties, responsibilities, terminology, and qualifications. This action will not change the existing class titles, Job Class Numbers, salary ranges, bargaining unit assignments, or authorized allocations.
ALTERNATIVES
The Board may decline or modify the proposed classification and reclassification, retain the current allocations, or direct additional review. If the proposed classification or allocations are not approved, the affected position will remain in their current classification. The Board may also approve the attorney specification revisions separately from the personnel allocation actions.
PRIOR BOARD ACTION
N/A
OTHER DEPARTMENT / AGENCY INVOLVEMENT
County Counsel
CAO RECOMMENDATION
Approve as recommended.
FINANCIAL IMPACT
The estimated additional salary and benefit cost of the reclassification is $12,782 annually and $8,404 for the remainder of Fiscal Year 2026-27, based on an effective date of 10/31/2026. The additional cost will be funded through salary savings.
The attorney specification revisions have no financial impact because they do not change compensation or authorized staffing.
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