Title
Auditor-Controller's Office recommending the Board authorize the Auditor-Controller to hire as follows, exceeding the department’s position allocation through October 30, 2026:
1) One Accountant/Auditor, effective upon Board approval of this item;
2) One Administrative Technician, effective August 8, 2026 (Pay Period 18);
3) One Accounting System Administrator, effective September 5, 2026 (Pay Period 20); and
4) One Sr. Administrative Analyst, effective September 5, 2026 (Pay Period 20).
FUNDING: General Fund with partial recovery through the Countywide Cost Allocation Plan.
Body
DISCUSSION / BACKGROUND
On September 16, 2025, with Legistar file 25-1498, the Board approved the Retirement Incentive Plan (RIP). The RIP aims to reduce salary and benefits expenditures by offering an opportunity for attrition through a voluntary separation incentive. On February 3, 2026, with Legistar file 26-0212, the Board authorized the Director of Human Resources, with concurrence of the Chief Administrative Officer, to review and approve departmental requests to allow approved Phase 2 Retirement Incentive Plan applicants to extend their retirement date to no later than October 31, 2026, to allow eligible employees to complete important fiscal year-end close and property tax roll preparation duties.
Seven employees from the Auditor-Controller’s office are participating in the RIP, resulting in a loss of over 220 years of experience and over 20% of allocated positions. The department has received written notice from all participants.
El Dorado County Personnel Rules, Part 11-Appointments, Section 1106 -Training/Transition Overlap allows for the Chief Administrative Officer and Director of Human Resources to approve requests for up to a thirty (30) working day transition and training overlap. However, due to the complexity of these positions, the impact of multiple retirements within a small-time span, and the scope of services requiring comprehension and proficiency, the Auditor-Controller is requesting the Board approve an extended transition period that will not exceed 100 days.
Due to specialized positions in comparatively small Auditor-Controller units, adequate time is needed to sufficiently train these new hires. A succession plan allowing for incumbents to train new employees is critical. The majority of the overlap time will take place during or immediately following one of the Auditor-Controller’s busiest times of the fiscal year, providing both valuable training opportunities and contributing to the need for extended overlap.
ALTERNATIVES
The Board could choose not to approve this overlap, in which case the Auditor would not be able to hire replacements, beyond the already allowed 30 working day overlap, for the resigning employees until the employees separate or other vacancies in the department occur.
PRIOR BOARD ACTION
See above.
OTHER DEPARTMENT / AGENCY INVOLVEMENT
Human Resources
CAO RECOMMENDATION / COMMENTS
Approve as recommended.
FINANCIAL IMPACT
There should be adequate appropriations in the Auditor-Controller's budget to cover some overlap of positions for the purpose of training, however additional appropriations may be required to cover the retirees’ accrual payouts. The overlap could cost approximately $105,000. The Office will monitor the cost of the overlaps and retiree payouts, and if needed, request appropriations for the overlap and RIP as part of the Adopted Budget.
CLERK OF THE BOARD FOLLOW UP ACTIONS
Clerk of the Board to provide Certified Minute Order to the Auditor-Controller’s Office, 360 Fair Lane, Placerville, CA.
STRATEGIC PLAN COMPONENT
Good Governance
CONTACT
Joe Harn, Auditor-Controller