Title
Human Resources Department recommending the Board:
1) Adopt and authorize the Chair to sign Resolution 016-2026 to approve, due to an upward reclassification, the deletion of 1.0 FTE Administrative Technician allocation and the addition of 1.0 FTE Human Resources Analyst I/II allocation in the Human Resources Department; and
2) Waive the requirement for filling the Human Resources Analyst I/II position through a competitive examination process, allowing the current incumbent, (position 1698), to be appointed to the position as provided for in Section 507.1.2 of the Personnel Rules.
FUNDING: General Fund, with partial cost recovery in future years through the Countywide Cost Allocation Plan.
Body
DISCUSSION / BACKGROUND
HR conducted a classification study of a single-encumbered Administrative Technician using a whole-job analysis approach, which evaluated the position based on its core duties, responsibilities, level of work, and the required qualifications. This study assessed the position in its entirety, comparing it with other roles based on overall difficulty and performance.
The study revealed that the incumbent is performing at the level of a Human Resources Analyst I position. Consequently, HR recommends that the Board approve the reclassification of this allocation and incumbent from Administrative Technician to Human Resources Analyst I.
Upon the Board’s approval, all conditions for the upward reclassification and the waiver of examination under Personnel Rule 507.1.2 will be met. This will exempt the position from the standard competitive examination process for filling a Human Resources Analyst I/II position, allowing the incumbent to be directly appointed.
Furthermore, the salary adjustment will align with Personnel Rule 612.2 for Upward Reclassification. Additionally, under Personnel Rule 507.1, the probationary period for the incumbent will be waived by the appointing authority with approval from the Director, given that the employee has satisfactorily performed the duties of the new classification for the required period.
Lastly, the proposed action deletes one Administrative Technician position and adds one Human Resources Analyst I/II. The total number of filled Human Resources Analyst allocations is expected to remain at four for the foreseeable future. The incremental salary cost associated with the reclassification is offset through position management and does not result in an increase in total filled staffing.
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
County Counsel
CAO RECOMMENDATION
Approve as recommended.
FINANCIAL IMPACT
The approximate annual cost of the upward reclassification is $10,903 with the cost for the remainder of FY 2025-26 totaling $4,660. The impact for the current fiscal year will be offset by savings within the department.
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