Title
Human Resources Department (HR) and the Assessor’s Office recommending the Board:
1) Approve and adopt the new department-specific classification of Assessment Manager; and
2) Adopt and authorize the Chair to sign Resolution 065-2024 to:
a) Approve the Job Class Number, bargaining unit, and salary range for the new Assessor’s Office department-specific classification of Assessment Manager;
b) Add 2.0 Full-Time Equivalent (FTE) Assessment Manager allocations in the Assessor’s Office;
c) Delete 1.0 FTE Deputy Assessor - Systems and Support allocation in the Assessor’s Office; and
d) Abolish the Deputy Assessor - Systems and Support classification.
FUNDING: General Fund.
Body
DISCUSSION / BACKGROUND
The Assessor's Office initiated a request through HR for the creation of a new class, which will enable them to continue improving operational efficiency and to respond to the changing needs in the Office. This joint effort and recommendation culminate in the proposed creation of a new class of Assessment Manager and adding 2.0 FTE allocations. This strategic move is driven by a need to address several critical factors currently impacting the Assessor’s Office operations:
1. Enhanced Valuation Assessment Standards: The adoption of a new property tax system necessitates stricter valuation assessment controls to ensure both accuracy and regulatory compliance.
2. Workload Increase: As a reference, in 2000, the Assessor's Office had 40.0 FTE staff and the assessment roll value was $12,300,000,000. Since 2000, the County has added over 300 subdivisions, 12,000 parcels, and the assessment roll has grown to over $43,000,000,000 between 2000 and 2023. The Assessor’s Office currently has 40.0 FTEs despite the significant growth in El Dorado County. Consequently, the Assessor’s Office is facing increased workloads due to this growth. Additionally, changes to the California Constitution (Proposition 19) have drastically increased the work needed to complete property transfers due to the application process, tracking of values, and dependency on confirming property values from other Counties. Adding back managerial positions will assist with optimizing systems, implementing cross-training strategies, and developing standards.
3. Recent Disasters and Legislative Adjustments: The county has experienced major events such as the Caldor Fire, Mosquito Fire, and severe Winter Storms, alongside legislative updates including the enactment of Proposition 19. These developments have substantially added to the Assessor’s Office workload, necessitating additional resources for effective procedure implementation, mandated reporting, and enhanced taxpayer services and outreach.
The introduction of the Assessment Manager role aims to achieve the following objectives:
•Increased Operational Oversight: Assessment Managers will provide critical oversight, ensuring compliance with assessment standards while identifying opportunities for operational efficiency enhancements.
•Enhanced Assessment Standards: Dedicated to overseeing improvements in assessment processes, these managers will contribute to heightened accuracy and reliability.
•Supervisory Relief: By reallocating certain supervisory duties to Assessment Managers, supervisory staff will be able to focus more on core operational tasks and training, enhancing overall efficiency.
•Duty Reallocation and Class Abolishment: Responsibilities currently held by vacant Deputy Assessor positions will be transferred to the new class, allowing for the abolishment of the now redundant Deputy Assessor class.
The creation of the Assessment Manager class is pivotal in achieving the Assessor's operational goals, improving standards, and effectively managing their workload.
ALTERNATIVES
The Board could choose not to approve the recommendations and direct Human Resources to make revisions or conduct additional analysis.
PRIOR BOARD ACTION
N/A
OTHER DEPARTMENT / AGENCY INVOLVEMENT
Assessor’s Office
Managers’ Association
CAO RECOMMENDATION
Approve as recommended.
FINANCIAL IMPACT
The deletion of the 1.0 FTE Deputy Assessor - Systems and Support allocation and the addition of the 2.0 FTE Assessment Manager allocations will cost approximately $96,400 a year in additional General Fund Salaries and Benefits appropriations. However due to turnover in the Assessor’s Office it is projected that Permanent Employee Salaries will decrease by $57,450 in Fiscal Year 2024-25 when compared to Fiscal Year 2023-24. There are sufficient Salaries and Benefits savings from vacancies in the current year to cover the additional cost of this change in allocations.
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
CONTACT
Joseph Carruesco, Director of Human Resources