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Human Resources Department recommending the Board adopt and authorize the Chair to sign Resolution 026-2026 to:
1) Approve, due to upward reclassifications, the deletion of 1.0 FTE Manager of Mental Health Programs and 3.0 FTE Program Manager - Protective Services allocations and the addition of 1.0 FTE Manager of Mental Health Programs (Y-rated) and 3.0 FTE Program Manager - Protective Services (Y-rated) allocations in the Health and Human Services Agency;
2) Approve the upward reclassification of the affected incumbent employees in these positions to the new corresponding Y-rated classifications; and
3) Approve exceptions to the County of El Dorado Personnel Rules Resolution 166-2022 regarding Status of Employees in Reclassified Positions (Rule 507), Salary on Promotion (Rule 608), and Underfill or Overfill of Full/Part Time Positions (Rule 505) to effectuate the reclassification of the affected incumbent employees.
FUNDING: Federal Medi-Cal (50%) and Behavioral Health Realignment (50%) for the Manager of Mental Health Programs (Y-rated) position and Federal Funding (40%), State General Fund Allocation (15%), and County Realignment (45%) for the Program Manager - Protective Services (Y-rated) positions.
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DISCUSSION / BACKGROUND
On April 1, 2025, with Legistar file 25-0520, the Board of Supervisors approved a new Memorandum of Understanding (MOU) with the El Dorado County Managers’ Association, representing the Management (MA) bargaining unit. As part of the MOU, MA agreed to an elimination of on-call pay for incumbent employees in the classifications of Manager of Mental Health Programs and Program Manager - Protective Services. In exchange for this elimination, incumbent employees in the affected classifications would receive a Y-rated, eighteen percent (18%) “base wage increase” (otherwise known as “on-call buyout”); however, future employees in these classifications would not be entitled to the on-call buyout.
Following the Board’s approval of the MOU, a dispute arose regarding how to implement this provision between Human Resources and MA. The parties eventually came to an agreement regarding this implementation and subsequently entered into a settlement agreement.
Pursuant to the settlement agreement, the affected employees, now currently four incumbents in total, are to be reclassified, for purposes of salary only, to new Y-rated classifications as listed on the associated resolution to this Board item. Each affected employee will be placed at their current corresponding step, with the exception of one of the affected employees who is due for a merit step increase and who will be placed at step 3 instead of step 2, of the newly adopted salary schedule. Upon reclassification to the new classifications, the affected employees will no longer receive any differential relating to the on-call compensation buyout; the affected employees will not receive cost-of-living-adjustments or equity increases until the top salary step of the non-Y-rated classifications, as applicable to the respective affected employee, equals or exceeds the present salary step of the respective affected employees’ new Y-rated classifications. When this occurs, the affected employee(s) will be reclassified to the non-Y-rated classifications, and the Y-rated classifications will be abolished. The salary steps for the new Y-rated classifications will be eighteen percent above the salary steps for the non-Y-rated Manager of Mental Health Programs and/or Program Manager-Protective Services classifications as they existed on April 1, 2025 (i.e., not including any subsequent increases); and MA represents that the named affected employees are its only members entitled to the on-call compensation buyout, and no other MA members now or in the future are entitled to this on-call buyout. MA also agrees that no other payment shall be made with respect to the claims made in the grievance.
This action implements the settlement agreement by (i) deleting one Manager of Mental Health Programs and three Program Manager - Protective Services positions and adds one Manager of Mental Health Programs (Y-rated) and three Program Manager - Protective Services (Y-rated) positions; (ii) approving the upward reclassification of the affected incumbent employees in these positions to the new corresponding Y-rated classifications; and (iii) approving exceptions to the County of El Dorado Personnel Rules Resolution No. 166-2022 regarding Status of Employees in Reclassified Positions (Rule 507), Salary on Promotion (Rule 608), and Underfill or Overfill of Full/Part Time Positions (Rule 505) to effectuate the reclassification of the affected incumbent employees.
ALTERNATIVES
The County negotiated this settlement agreement in good faith with the Association under authority and direction of the Board, thus there are no recommended alternatives.
PRIOR BOARD ACTION
04/01/2025 Legistar file 25-0520: Board adopted the most recent MOU for this bargaining unit.
OTHER DEPARTMENT / AGENCY INVOLVEMENT
El Dorado County Managers’ Association
CAO RECOMMENDATION
Approve as recommended.
FINANCIAL IMPACT
The increase is approximately $7,506. There is no Net County Cost associated with this agenda item. Sufficient appropriations were included in the fiscal year 2025-26 Adopted Budget and will be included in future budgets.
CLERK OF THE BOARD FOLLOW UP ACTIONS
Upon Board adoption and approval, please provide a copy of the executed Resolution to Human Resources.
STRATEGIC PLAN COMPONENT
N/A
CONTACT
Joseph Carruesco, Director of Human Resources