SANTA CRUZ COUNTY
PERSONNEL ADMINISTRATIVE MANUAL

PURPOSE:

To define the salary review process in conjunction with a classification study.


LEGAL BASIS:

California Constitution, Article 11
Government Code Section 25300
Personnel Regulations, Section 181.10


POLICY:

When a department has requested a classification study of all of the positions in a job class, and the Personnel Director has determined that such a study is necessary, the department may request a salary review for that job class, provided:

(1) there can be demonstrated a need such as:

1. high vacancy rate
   
   
2. unsuccessful recruitments
   
   
3. turnover to accept other employment
   
   
4. diminishing quality of applicant pool
   

AND (2) a method can be determined to fund salary and related costs entailed in bringing the salary for the job class to market.


PROCEDURE:

1. A department may request a salary review of a job class in conjunction with a classification study of all positions in that class.
   
   
2. Employment Services Division (ESD) staff responsible for the classification study will evaluate scope of the review and make preliminary estimates of the cost of implementing changes to salary.
   
   
3. ESD staff will inform the County Administrative Office of the request, the scope, and indicate the preliminary estimated costs.
   
   
4. ESD staff will seek approval from the County Administrative Office to proceed with consideration of the salary adjustment. If approval is not gained, ESD staff will continue with the classification study with the direction of making no recommendation for changes in pay and so notify the requesting department.
   
   
5. If approval is gained ESD staff will conduct an external and internal salary review, and prepare a report including an allocation listing, for review by Employee Relations/Salary Administration (ERSA) staff. Classification recommendations, class specifications and allocations will be completed with approval sought separate from and prior to the Salary Review process. (See Personnel Policy - Conducting Classification Studies).
   
   
6. ERSA staff will develop a recommendation concerning any salary adjustment in cooperation with ESD staff.
   
   
7. ERSA staff will prepare cost information for implementation of recommended changes.
   
   
8. ERSA staff will present the recommendations to the department initiating the request.
   
   
9. If agreement is reached with the department, ERSA staff will present these with recommendations along with cost information to the County Administrative Office.
   
   
10. If agreement is not reached with the department, the department representative and ERSA staff will meet with the County Administrative Officer to gain resolution of the points of disagreement.
    
    
11. If approved, ERSA staff will present recommendations to the appropriate employee organization.
    
    
12. If agreement is reached with the employee organization, ERSA staff will take necessary actions (e.g. preparation of Civil Service action or Board letter) for implementation.