Title
Human Resources Department and the Chief Administrative Office, recommending the Board:
1) Approve and adopt the new classification specification for Chief Information Officer (CIO);
2) Adopt and authorize the Chair to sign Resolution 111-2025 to:
a) Approve the Job Class Number, bargaining unit assignment to the Unrepresented Department Heads bargaining unit, and salary range for the CIO classification;
b) Add 1.0 Full-Time Equivalent (FTE) CIO allocation in the Information Technologies Department; and
c) Direct that, upon appointment of the CIO, the 1.0 FTE Director of Information Technologies allocation be deleted; and
3) Direct Human Resources to update the authorized personnel allocation and the published salary schedule accordingly.
FUNDING: General Fund.
Body
DISCUSSION / BACKGROUND
The Information Technologies Department (IT) has delivered notable achievements in recent years, including the establishment of a Project Management Office, completion of the County-wide Microsoft 365 migration on schedule and $145,000 under budget, and implementation of an industry-standard cyber security framework (NIST). These successes demonstrate a mature, customer-focused operation.
Grand Jury Recommendation and Board Response
While the 2024-25 Grand Jury suggested that a dedicated Chief Information Officer could further enhance county-wide alignment, the Board of Supervisors’ (Board) formal response (June 2025) acknowledged IT’s strengths and partially disagreed with several findings. However, the Board concurred that re-evaluating the top IT position would:
• strengthen strategic coordination with elected departments that maintain independent IT environments;
• provide a single point of contact for enterprise architecture, data governance, and cyber security policy; and
• position the County competitively for state and federal technology grants.
Job Specification Development
Human Resources and the Chief Administrative Office collaborated to draft the attached CIO class specification. The specification does not replace a well-functioning department, but rather codifies the broader, county-wide responsibilities already assumed by IT leadership and aligns with Recommendation R1 of the Grand Jury report as modified by the Board’s response.
Salary & Bargaining Unit
The proposed salary range mirrors the former Director of IT range, ensuring internal equity and continuity. Placement in the UD bargaining unit is consistent with other department-head classifications. HR will monitor market conditions and return with an adjustment if future recruitments indicate the range is no longer competitive.
Approval of this item will:
• formalize the updated CIO role in conjunction with the Board’s response to the Grand Jury report;
• maintain existing budget authority by reallocating the Director of IT position; and
• support succession planning by recognizing the high-level management experience of the Assistant Director of IT.
Succession and Allocation Adjustment
Consistent with the Board’s direction for streamlined leadership, this item authorizes Human Resources to delete the Director of IT allocation once the CIO is appointed and to conclude the interim Director assignment, either by moving the current interim incumbent into the CIO position if selected through the recruitment process, or, if another candidate is chosen, by returning the incumbent to their permanent Assistant Director of IT role.
ALTERNATIVES
The Board could choose not to approve the recommendation and direct Human Resources to consider alternative classification options or further analysis.
PRIOR BOARD ACTION
06/10/2025 Legistar file 25-0631 - Board’s response to Grand Jury Report Case 25-05
OTHER DEPARTMENT / AGENCY INVOLVEMENT
Chief Administrative Office and County Counsel
CAO RECOMMENDATION
Approve as recommended.
FINANCIAL IMPACT
There will be no change to Net County Cost as a result of this item. The Department has budgeted for the Director of Information Technologies for the full Fiscal Year and by deleting this position, there will be sufficient funding for the Chief Information Officer.
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