Title
Human Resources Department recommending the Board:
1) Adopt and authorize the Chair to sign Resolution 169-2026 to approve, due to an upward reclassification, the deletion of 1.0 FTE Sr. Administrative Analyst allocation and the addition of 1.0 FTE Program Manager allocation in the Department of Transportation; and
2) Approve the incumbent appointment to the Program Manager position pursuant to Personnel Rule 507.12, which allows direct appointment for an upward reclassification when the incumbent has been performing the higher-level duties for the required period.
FUNDING: Road Fund.
Body
DISCUSSION / BACKGROUND
Human Resources (HR) conducted a classification study of a single-encumbered Sr. Administrative Analyst position in the Department of Transportation (DOT), using a whole-job analysis approach, to evaluate the position’s core duties, level of responsibility, scope of work, and required qualifications. This study assessed the position in its entirety, comparing it with related classifications in accordance with County allocation factors.
As part of this review, HR determined that the responsibilities assigned to the position have evolved over time and now reflect a higher level of program oversight, independent decision-making, and supervisory authority that is encompassed within the Sr. Administrative Analyst classification. These changes in the scope and nature of the position's duties result in a stronger alignment with the Program Manager classification.
Based on the study findings, HR recommends reclassifying the position and incumbent (in position #3426) through an upward reclassification from Sr. Administrative Analyst to Program Manager. Upon Board approval, the conditions for the upward reclassification and the associated waiver of competitive examination under Personnel Rule 507.1.2 will be satisfied, permitting the incumbent to be appointed directly to the Program Manager position. The salary adjustment resulting from the reclassification will be made in accordance with Personnel Rule 612.2 for upward reclassifications. The probationary period is requested to be waived by the appointing authority and is supported by the Human Resources Director under Personnel Rule 507.1, consistent with the employee having satisfactorily performed the duties of the higher classification for the required duration.
ALTERNATIVES
The Board could choose not to approve the proposed upward reclassification and corresponding allocation changes, and direct Human Resources to make revisions or conduct additional analysis.
PRIOR BOARD ACTION
N/A
OTHER DEPARTMENT / AGENCY INVOLVEMENT
Department of Transportation and County Counsel
CAO RECOMMENDATION
Approve as recommended.
FINANCIAL IMPACT
The estimated additional salary and benefit cost of the reclassification is $10,145 annually and $6,670 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.
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
Enhance Employee Retention
Action Item: Attract and retain the best employees by providing a competitive compensation, training, and advancement opportunities, and creating a positive and thriving culture.
CONTACT
Joseph Carruesco, Director of Human Resources