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Update on the Information Technology Series Class Consolidation package

Posted: 10/6/2017 Tags: compaction jobs policy representation salary Tags Views: 1804

ACSS met with the California Department of Human Resources (CalHR) regarding the state’s proposed Information Technology Series Class Consolidation package on September 20, 2017.

CalHR planned to submit the Class Consolidation Package to the State Personnel Board (SPB) for approval at the October 12th SPB Board meeting. However, CalHR did not submit the Board item to SPB for the October 12 Board meeting. Per CalHR “there may be slight changes” made to the proposal. If package changes are made and/or this item is returned to a future SPB meeting agenda, ACSS will provide updates such as this one.

ACSS used the feedback provided by many excluded IT employees to advocate on behalf of our members. During our meet and confer with CalHR ACSS addressed these key areas of concern (along with others not listed):

  • Salary compaction: The proposed package does not provide a 10% differential for Supervisors and Managers relative to their staff.
  • Total Compensation: A CalHR report from 2014 showing significant pay lags for IT Related classes in the state as compared to other public and private employers. CalHR sets the pay for excluded employees and the proposed package does not address this issue.
  • Reallocation of Excluded Employees to new classifications: This is a concern affecting Data Processing Manager (DPM) I, II, and III incumbents. New position allocations in some cases did not appropriately consider or account for the duties of employees in those classifications and/or would no longer permit the supervision of current subordinates in the proposed plan.

As a result of ACSS’ ongoing discussions with CalHR and the meet and confer meeting, CalHR made changes to proposed SPB Classification Specifications.

Click here to view the updated IT Consolidation Structure Map.

Please contact Charlotte Hoar at choar@acss.org or call 916-326-4388 if you have questions.


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CalHR Civil Service Improvement Project Starts Phase 2: Class Consolidation

Posted: 4/19/2017 Tags: classification jobs legislation meeting policy representation salary Tags Views: 2528

Over the past year, ACSS spent tremendous effort working with the California Department of Human Resources (CalHR) on the Civil Service Improvement (CSI) Project. Phase 1 aimed to identify and abolish unused job classifications and successfully came to completion. Starting now and within the next 12 months, the CSI Project moves into Phase 2 which proposes several classification consolidation changes that may affect many excluded employees.

According to the 2017 Civil Service Improvement report, the goal of the CSI “initiative is to produce a modern human resources system that will allow state departments to find and quickly hire the best candidates through a fair and merit-based process.” The class consolidation will address the state’s current antiquated classifications system. “A modernized and simplified classification system that reduces the number of classifications and uses standard industry language will allow:

  • An understanding of the various career paths.
  • Job seekers and employees to understand the state’s classification structure.
  • The elimination of duplicative exams and hiring processes.
  • Promotional opportunities with appropriate probationary periods between salary ranges.”

ACSS has been notified of classification consolidation proposals affecting excluded employees associated with Bargaining Unit 10 (Professional Scientific) and Bargaining Unit 15 (Allied Services). The classes affected in these proposals include:

These classification consolidation proposals will tentatively be submitted to the State Personnel Board at the June 1 Board Meeting. If you belong to a classification affected in one of these specific proposals and if you have questions or concerns that you would like ACSS to address, please contact Nellie Lynn, ACSS Assistant Director of Representation, at nlynn@acss.org. Your thoughts and input regarding the proposals are important to ensure that the concerns of all impacted excluded employees are addressed.

In this second phase, ACSS is committed to ensuring that the best interests of members are protected when the consolidation of classifications occurs. We have been reaching out to affected members to assess concerns and identify problem areas. In addition, we have reviewed the documentation of the classification consolidations affecting excluded employees and have requested a meeting with CalHR to bring the concerns of members to the table in regards to this topic on May 4th, 2017.

ACSS will continue to keep members informed as we receive important news and updates about the results of this meeting and additional consolidated classes that may affect excluded employees.


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DSH Release and Transfer of Psychiatric Programs to CDCR/CCHCS

Posted: 2/17/2017 Tags: jobs legislation policy representation Tags Views: 1645

The Governor’s Proposed 2017-2018 Budget included transferring the psychiatric inpatient care program from the Department of State Hospitals (DSH) to the Department of Corrections and Rehabilitation (CDCR) and the California Correctional Health Care Services (CCHCS).

DSH provided the Association of California State Supervisors (ACSS) notice of their intent “to release and transfer all DSH staff at DSH-Salinas Valley, DSH-Stockton and DSH- Vacaville, as well as a small number of DSH-Sacramento staff who support operations at the psychiatric programs to CDCR/CCHCS.” The transfer of employees is contingent on the proposal being approved by the Governor and the State Legislature through the budget process.

According to DSH, initially, “organizational structure and classifications will remain the same… However, CDCR and CCHCS are analyzing the classifications and structure. Any proposed action and/or required change will be reviewed and discussed. If there is a determination that a classification/employee is being impacted”, ACSS will be noticed of the proposed change. DSH provided a FAQ, which will be updated periodically throughout this process.

ACSS has requested a meet and confer with DSH and CalHR. Under the Bill of Rights for State Excluded Employees Government Code Section 3533 a “Meet and Confer” means that the state employer shall consider as fully as it deems reasonable, such presentations as are made by ACSS - the verified supervisory employee organization - on behalf of its supervisory members prior to arriving at a determination of policy or course of action.

If you are a DSH excluded employee and have any questions or concerns that you would like ACSS to address, please contact Nellie Lynn, ACSS Assistant Director of Representation, via email at nlynn@ACSS.org. Your thoughts and input regarding the proposed transfer of psychiatric programs are important to ensure that the concerns of all impacted excluded employees are addressed.


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Incentives for DDS Excluded Employees Facing Department Closures

Posted: 10/27/2016 Tags: benefits jobs layoff legislation meeting policy salary Tags Views: 1678

CalHR will implement substantial retention incentives for managers and supervisors of the Department of Developmental Services (DDS) who are facing closures of some DDS facilities. A Meet and Confer meeting between ACSS, DSS and CalHR was held on October 24th, 2016. After serious consideration of ACSS’ input on behalf of excluded employees, DDS will provide impacted employees with a stipend of up to $6,000 for the period worked from July 1, 2016 – December 31, 2018 or closure (whichever comes first).

Click on the links below to read more details about each facility closure:

*Please be aware that not all Porterville GTA employees will receive the stipend. Only those positions that are slated for termination with closure will accrue the stipend. ACSS will provide an update when notice is received regarding which GTA positions will not be affected by the closure.

If you have any questions or concerns, please contact your local ACSS Labor Relations Representative. Click here for contact information for the ACSS Representative near you.


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Notable Points From The Governor's State Budget Report 2016-2017


On Thursday 1/8/16, Governor Brown released his proposed 2016-2017 State Budget. Brown claims that the budget still remains “precariously balanced” for the long term. Brown stated, “While timing is uncertain, the next recession is getting closer, and the state must begin to plan for it.”

Here are the proposals that affect ACSS and ACSS members:

State Employee Compensation

The Budget includes $220 million ($27 million General Fund) in 2016-17 for employee compensation and health care costs for active state employees. Included in these costs are collectively bargained salary increases for many of the state’s rank and file employees represented by bargaining unit 9 (engineers), which the Administration is extending to state managers and supervisors related to these employees. A 5% general raise in July of 2016 is the only currently      >> Read More...


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CalTrans Grants ACSS’ Grievance to Enforce “Call Out” Compensation

Posted: 12/22/2015 Tags: grievance jobs policy representation rights Tags Views: 1631

At the end of October, a CalTrans Supervisor alerted ACSS about concerns regarding a decision by the Department of Transportation (CalTrans) to change the method used to compensation supervisory staff for call outs. CalTrans sent an email informing maintenance supervisors that they would no longer receive a minimum of four hours of work time when called back to work after completing a normal work shift and/or during off-duty hours. Supervisors would only be paid for the actual time of work performed and a minimum of 4 hours of pay for a call out was not applicable to supervisors.

ACSS determined this new method of compensation for call outs was a violation of statute, regulations and CalHR policy. ACSS filed a grievance on behalf of the ACSS Member as well as all CalTrans excluded employees. The two primary classifications impacted are CalTrans Maintenance Supervisor (6301) and CalTrans Maintenance Area Superintendent (6282).

On December 16, 2015, ACSS received CalTrans’ response granting the grievance. The response stated “We appreciate you bringing this matter to our attention. It was never our intention to unilaterally terminate any benefit which we have the authority to provide to our employees … Therefore, it is our determination after further analysis that the CMS and CMAS classifications are in fact entitled to the 4-hour minimum when called back into work. Therefore, based on my review of the information presented above, your grievance is hereby granted.”

As a result of ACSS’ efforts, these CalTrans excluded employees have retained their rightful benefits. ACSS became their voice, supported them through this complicated workplace issue, and resolved the conflict on behalf of excluded employees.


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Budget Proposal Aims to End "Six-Month Vacancy" Illegal Position Shuffling

Posted: 5/20/2015 Tags: budget jobs policy politics salary Tags Views: 1718

 

Jerry Brown's 2015-16 budget proposes a plan to wipe out an existing law that requires departments to eliminate state positions that go empty for six months. Departments have been deceptively manipulating personnel to inflate salary budgets and use money for other expenses. By shuffling around staff and making it appear that these positions are still being used, the positions are not eliminated and the department retains their funding.  A series of investigations and audits are bringing transparency to this issue and are putting a stop to all the unnecessary shuffling.  Read more on this issue in the full SacBee article.


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CalHR and the Administration Work Together to Eliminate Unused Classifications

Posted: 4/17/2015 Tags: compaction jobs Tags Views: 5319

Posted: 4/17/2015

In order to make the state more efficient and nimble, CalHR is working with the Administration to abolish unnecessary classifications that have been unused over the past 24 months. Cal HR submitted a Classification Consolidation Project strategic plan to the State’s Personnel Board on January 8, 2015 in alignment with the Governor’s 2015-16 Budget Summary to “streamline the state’s job classifications”.

In 2007, SPB and DPA identified over 4,200 separate classifications, of which, 1,000 were vacant. The lengthy list of classifications proposed for the chopping block are the first phase in improving the Civil Service System by consolidating the classifications into broader, more usable occupational families. According to CalHR, “each classification will be reviewed to ensure we do not take away opportunities for upward mobility, restrict entry into state service, eliminate necessary bridging classifications, or negatively impact current or future state employees/members”. Click here to see the entire list of classifications proposed to be abolished.

By removing unused classifications, we anticipate that the complicated task of ending salary compaction may be simplified. In the Classification Consolidation Project report, an item in the Post-Project Implementation Challenges section states “salary compaction issues will occur, but consideration should be given to offering safety and pay differentials for supervisors and managers.” ACSS is determined to work with CalHR to make this project progress smoothly and with utmost fairness.

As always, ACSS will update you on progress with this important issue.


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Notable Points From The Governor's State Budget Report

Posted: 1/13/2015 Tags: budget governor health jobs pension policy retirement salary Tags Views: 2861

Posted: 1/13/2015

On Friday 1/9/15, Governor Brown released his proposed 2015-2016 State Budget. Brown claims that the budget still remains “precariously balanced” and urges “financial restraint and prudence” in order to avoid another recession in the future. Here are the proposals that affect ACSS and ACSS members:

>> Read More...


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New Sexual Harassment Prevention Training Requirements for Supervisors

Posted: 11/5/2014 Tags: jobs training Tags Views: 2042

Posted: 11/5/2014

Cal HR issued a memo in regards to a new training policy as a result of the implementation of AB 2053 (Gonzalez 2014), which amends a provision of the Fair Employment and Housing Act, Government Code section 12950.1.

As of January 1, 2015, AB 2053 requires the state to include prevention of abusive conduct as a new component of the two-hour sexual harassment training for all supervisory employees within six months of appointment and every two years thereafter. AB 2053 also requires the state to incorporate prevention of abuse conduct into the 80 hours of supervisory training.

For definitions on “abusive conduct” and more information, click here to view the official memo.


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