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File #: 21-1628    Version: 1
Type: Agenda Item Status: Approved
File created: 10/7/2021 In control: Board of Supervisors
On agenda: 11/16/2021 Final action: 11/16/2021
Title: Chief Administrative Officer and Director of Human Resources recommending the Board: 1) Receive an update from staff regarding the total compensation analysis for the Supervisor’s Assistant classification; and 2) Approve and authorize the chair to sign Resolution 141-2021 revising the Salary Schedule for the Supervisor’s Assistant classification effective the first pay period after adoption. FUNDING: General Fund.
Attachments: 1. A - Approved Blue Route 11-16-21, 2. B - Resolution 11-16-21, 3. C - Supervisors Assistant Market Data 11-16-21, 4. Executed Resolution 141-2021
Related files: 21-1382, 21-1383
Title
Chief Administrative Officer and Director of Human Resources recommending the Board:
1) Receive an update from staff regarding the total compensation analysis for the Supervisor’s Assistant classification; and
2) Approve and authorize the chair to sign Resolution 141-2021 revising the Salary Schedule for the Supervisor’s Assistant classification effective the first pay period after adoption.

FUNDING: General Fund.
Body
DISCUSSION / BACKGROUND
On September 21, 2021, the Board directed staff to return to the Board within 60 days to explore recommendations for the Board of Supervisors’ Assistants total compensation (Legistar item 21-1383). Subsequently, the Department of Human Resources completed an analysis of the total compensation for the Supervisor’s Assistant classification.
Based on the October 2021 market study, the Supervisor’s Assistant salary was 9.96% behind market median.
At the September 21, 2021 Board meeting, the Board approved Legistar item 21-1382, in which the Chief Administrative Officer and the Director of Human Resources recommended the Board bring unrepresented classifications to within 5% (+/-1%) of the market median in an effort to address the County’s difficulty in recruiting and retaining qualified employees, salary compaction, and overall consistent labor negotiation strategy. Therefore, the Chief Administrative Officer and the Director of Human Resources recommend that the Board authorize the Chair to sign the corresponding Resolution, to bring the Supervisor’s Assistant classification to within 5% (+/-1%) of the market median. The +/- 1% accounts for rounding all total compensation elements which is standard methodology for compensation analysis and consistent with past practice.
ALTERNATIVES
The Board may choose not to approve the new salary scale at this time or provide the Department of Human Resources with an alternate direction.

PRIOR BOARD ACTION
See above.

OTHER DEPARTMENT / AGENCY INVOLVEMENT
N/A

CAO RECOMMENDATION
Ap...

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