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Another Successful ACSS Lobby Day!



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On March 21, 2018, ACSS members marched into the Capitol and met with legislators to discuss important issues affecting managers, supervisors and confidential state employees. Lobby Day was a resounding success with 54 members in attendance. Thanks to the dedicated members who attended, our presence at the Capitol was visible and our voices were clearly heard! For 18 consecutive years, ACSS members have participated in Lobby Day to deliver the ACSS message in person to Assemblymembers and Senators. 

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Updates on Salary Compaction and IT Classification

Posted: 12/4/2017 Tags: classification compaction legislation representation salary Tags Views: 2332

ACSS continues to have ongoing discussions with CalHR in regards to salary compaction. ACSS inquired on the status of CalHR’s review and corrective action on the classifications that ACSS identified as not receiving a Special Salary Adjustment on July 1, 2017. We also inquired and discussed the status of CalHR's criteria to establish and maintain a 5% salary differential for impacted excluded classifications. ACSS is waiting for new information and will continue to provide updates.

ACSS also discussed the status of the Civil Service Improvement Class Consolidation issue, especially with regards to the IT Classifications. Unfortunately, submission to the State Personnel Board has again been delayed. However, the IT series of classifications is expected to be reviewed at the January SPB meeting. The Custodian series is expected to be reviewed in the February meeting. The Research Scientist series, the Energy Specialist series, and the Research Manager series are all pending and ACSS is waiting to hear new information on these classification consolidations.

It appears that as the year comes to an end, the momentum has slowed at CalHR. We encourage you to be patient with news of forward progress and to enjoy your time during the holiday season. Momentum will pick back up again with the New Year. Stay tuned as ACSS promises to deliver news to you as we receive it.


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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: 1914

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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Salary Increase for Some Excluded Employees Associated With Bargaining Unit 07

Posted: 8/14/2017 Tags: compaction policy salary Tags Views: 1637

On August 11, 2017, CalHR release Pay Letter 17-22 that affects some Managers and Supervisors associated with Bargaining Unit 7. Pay Letter 17-22 provides information for a 10 percent Special Salary Increase (SSA) for California State Fire Marshall Division Chiefs (class code 8966) and Deputy State Fire Marshall III (class code 9010) classes. This SSA is effective as of July 1, 2017.


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Salary Compaction Victory for Correctional Education Supervisors and Other Special Salary Adjustments for Excluded Employees

Posted: 7/13/2017 Tags: compaction legislation policy representation salary Tags Views: 4368

On July 11, 2017, CalHR released Pay Letter 17-18 which clarifies details on the General Salary Increases (GSIs) for excluded employees, effective July 1, 2017. The Pay Letter also provides more information on Special Salary Increases (SSAs) for certain classifications.

Because of ACSS’ tireless efforts with CalHR and CDCR, we have accomplished a huge milestone by alleviating salary compaction for CDCR Office of Correctional Education Supervisors. In 2015, ACSS reported that we proposed to remedy one of the most egregious cases of salary compaction where the Correctional Education Supervisors were making 13 % less than those they supervised. We are thrilled to report that Pay Letter 17-18 (pages 41-42) officially provides an 8% – 17% special salary increase, to bring those classifications up to a 5% pay differential above the employees they supervise. ACSS continues to strive for a 10% differential for all excluded employees. However, we are extremely pleased that ACSS’s diligence has helped these classes attain some resolution.

The Special Salary Adjustments for excluded employees start on page 39 and include specific classifications in S01, M01, S03, M03, S08, M08, S12, U12, S13, M16, S16, U16, and S17. CalHR’s criteria to pass on the SSA is to follow the administration’s directive to establish and maintain a 5% pay differential. Notable and positive points from the Pay Letter are as follows:

  • M07 & S07 – ACSS reported two months ago that managers and supervisors who supervise investigators in DCA and DOI would receive additional compensation. Pay Letter 17-18 (pages 25-26) officially states the specific amounts of SSAs for Supervising Fraud Investigators of the Department of Insurance and Department of Consumer Affairs to bring the pay differential up to 5% above employees they supervise.

  • BU 10 – On pages 27-28, this pay letter clarifies the GSI amounts for excluded employees associated with Bargaining Unit 10. Specific classifications are listed that detail whether a 2% or a 5% GSI will be given for each classification.

  • S12 – includes SSAs for the CDCR Correctional Plant Supervisor, Correction Plant Manager I and II, Plumber Supervisor, Caltrans Highway Mechanics Supervisor, Mobile Equipment Superintendent I, and Telecommunications Maintenance Supervisor I, II, and III. (See pages 43-44)

Pay Letter 17-18 also includes additional clarification on the General Salary Increases effective July 1, 2017, for Excluded Employees Associated with Bargaining Units 01, 02, 03, 06, 07, 09, 10, 12, 13, 16, 18, 17, 19 and CBID E and U classes.

ACSS will continue in our efforts to advocate on behalf of our members for fair and equitable salary and benefits.


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Excluded Employees Receive Salary Increases Effective July 1, 2017

Posted: 6/30/2017 Tags: compaction legislation policy representation salary Tags Views: 8458

Late yesterday, CalHR released a Human Resource Manual Update* that provides information about raises for excluded employees. As per our previous news post back in October 2016, excluded employees will receive a General Salary Increase (GSI) effective July 1, 2017, based on the bargaining unit they are affiliated. See the chart below for details:

 EXCLUDED EMPLOYEES AFFILIATED WITH BARGAINING UNIT:  GSI
 1, 3, 4, 11, 14, 15, 17, 20, 21, - SEIU  4%
 2  5%
 6  3% 
 7  3%
 9  2%
 10  2% or 5%
 12  4%
 13  3%
 16  2%
 18  3%
 19  4%

 

Salary increases for excluded employees affiliated with Bargaining Unit 5 (Highway Patrol) and Bargaining Unit 8 (Firefighters) will be addressed in future pay letters.

Effective July 1, 2017, most Managerial, Supervisory, and Confidential employees designated E48, E68, E78, E79, E97, E98, and E99 will receive a GSI of four percent (4%).

Exceptions to the salary increases above will be identified in pay letters that will be released in the following weeks.

In addition to the GSI, Other Post-Employment Benefits (OPEB) prefunding will begin. Click here for more information on OPEB for each bargaining unit.

ACSS continues to work hard on your behalf to attain pay parity and fair compensation for all excluded employees. As always, we will provide you with further updates as we receive additional news from CalHR.


*The PML Process has been replaced by the CalHR Human Resources Manual online.


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CalHR Assures ACSS that Pay Raises are Coming Soon for Excluded Employees

Posted: 6/1/2017 Tags: compaction legislation policy representation salary Tags Views: 9017

On May 31, 2017, ACSS met with CalHR to discuss the May Revise of the Budget, raises from Collective Bargaining, pay raises for excluded employees, and consolidation of classifications. In attendance were CalHR Director Richard Gillihan, ACSS Executive Director Rocco Paternoster, ACSS President Frank Ruffino, ACSS Assistant Director of Representation Nellie Lynn, and ACSS Legislative Advocate Ted Toppin. The meeting was productive, positive and informative. After discussing the outcome of the May Revise Budget at length, Gillihan reassured ACSS that the budget contains raises for all excluded employees. Final numbers of how much of a raise has yet to be disclosed. ACSS will know more details about pay raises for excluded employees when the budget comes out of conference and is sent to the Governor’s desk.

ACSS continues to work hard to resolve salary compaction and pay equity for ALL excluded employees. With pay raises from October 2016 and upcoming pay raises in July 2017, ACSS’ efforts are proving to be successful. ACSS President Frank Ruffino noted, "This is the first time in history that excluded employees have received two separate general pay increases within a year. ACSS’ tireless efforts on your behalf have been successful and we anticipate more productive and positive meetings with CalHR in the future.”

ACSS plans to have another meeting with CalHR in August 2017 to resolve even more classes affected by salary compaction.


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ACSS Efforts Result in Special Salary Adjustments for Food Administrators and Supervisors of Building Trades

Posted: 5/18/2017 Tags: compaction legislation policy representation Tags Views: 2025

On May 11, 2017, CalHR released Pay Letter 17-13. It authorizes the retroactive rank and file General Salary Increase (GSI) and Special Salary Adjustments (SSAs) for BU12, BU18 and BU19. The Pay Letter also passes on several SSAs to excluded employees in S12 and S19, which addresses salary compaction for some classifications

ACSS has been working hard in collaboration with CalHR to address salary compaction and create a fair differential of pay between excluded employees and those they supervise. Please take special note of the following:

S19 - The Food Administrator I, Correctional Facility (Class 2153) and Food Administrator II, Correctional Facility (Class 2147) are getting a larger SSA than rank and file to address salary compaction, effective January 1, 2017. The SSA for the Food Administrator I brought the pay differential up to 5% over the Registered Dietitians Correctional Facility they supervise. This is a huge improvement from October 2015 when the Food Administrator I’s were upside down and were paid -0.4% less than the Registered Dietitians Correctional Facility they supervise.

Classification SSA
Food Administrator I, CF (Class 2153) + 11.27%
Food Administrator II, CF (Class 2147) + 7.00%

S12 – The Supervisor of Building Trades, Correctional Facility (6763) and Electrician Technician Supervisor (6960) are also getting a larger SSA than rank and file to address salary compaction, effective January 1, 2017. This SSA for these classifications also brings the pay differential up to 5% over those they supervise.

Classification SSA
Supervisor of Building Trades, CF (Class 6763) + 5.95%
Electrician Technician Supervisor (Class 6960) + 6.42%

ACSS’ efforts have made a huge impact on these classifications to improve their unfair salary differentials. ACSS will keep working with CalHR to resolve salary compaction for many other excluded employees by advocating for a fair and equitable 10% differential. Meanwhile, CalHR continues to follow the administration's directive to establish and maintain a 5% differential. As always, ACSS will provide updates of any new classifications where salary compaction has been addressed.


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Special Salary Adjustments for excluded employees related to Bargaining Units 7, 13 and 15.

Posted: 4/25/2017 Tags: compaction legislation policy representation salary Tags Views: 4638

California Department of Human Resources (CalHR) released Pay Letters 17-08, 17-09 and 17-10 which include Special Salary Adjustments (SSA) for excluded employees related to Bargaining Unit 13 (Stationary Engineers) and Bargaining Unit 15 (Allied Services) as well as changes to pay differentials affecting excluded employees. In addition, there is an update regarding the SSA for excluded employees related to Bargaining Unit 7 who supervise sworn investigators (class code 8610) employed by the Department of Insurance and Department of Consumer Affairs.

In Pay Letter 17-08, Chief Engineer II class (S13, Class code 6695) shall receive an SSA increase of 0.87%effective November 1, 2016. ACSS advocated for the same 2% SSA to be passed to the Chief Engineer II (6695) and Chief Engineer I, Correctional Facility (6699). CalHR’s decision was to provide a 0.87% SSA for the Chief Engineer II (6695) and no SSA for the Chief Engineer I, CF (6699). According to CalHR this is consistent with their criteria and will make the pay differential between this class and the class it supervises 5%. CalHR stated that the Chief Engineer I, CF (6699) is at 5% or greater pay differential. Therefore, the SSA was not passed on.

In Pay Letter 17-09, Supervising Cook I (2180), Supervising Cook II (2181) and Correctional Supervising Cook, Correctional Facility (2183) classes (S15 and U15 Supervisory Ranges) shall receive a $300 increase SSA, effective retroactively as of July 1, 2016.

In Pay Letter 17-10:

  • Pay Differential 067 – S04, S15, S17 eligible classes listed on PD67. Criteria for the IWSP reduced from 173 to 120 hours per pay period.
  • Pay Differential 132 and Pay Differential 135 – eligible prisons and excluded employees related to SEIU BUs recruitment and retention (R&R) incentive increased from $2,400 to $2,600 and the follow prisons are now eligible for the R&F Pelican Bay, California Correctional Center, and High Desert State prisons are added.

In a Side Letter, CalHR and CSLEA reached an agreement for a new pay differential to provide a 7.44% salary increase for the Investigator (8610) class at the Department of Insurance and Department of Consumer Affairs. CalHR confirmed that related managers and supervisors are getting compensation increases. CalHR has not released a Pay Letter for this SSA yet. Specifics regarding the amount of the compensation increase and the affected excluded employee classifications will be available once the Pay Letter is released.

As more news arrives, ACSS will continue to keep ACSS members informed about pay increases and special salary adjustments for these and all other excluded employees in the future. ACSS continues to fight for fair and equitable salary and benefits for excluded employees, which includes advocating for a 10% pay differential between excluded employees and the employees they supervise.


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Success at ACSS Lobby Day 2017!



Click here to view larger.

On March 14, 2017, ACSS members marched into the Capitol and met with legislators to discuss important issues affecting managers, supervisors and confidential state employees. Lobby Day was a resounding success with 114 members in attendance. Thanks to the dedicated members who attended, our presence at the Capitol was visible and our voices were clearly heard!

For 17 consecutive years, ACSS members have participated in Lobby Day to deliver the ACSS message in person to Assemblymembers and Senators. This year, we continued to lobby for the resolution of salary compaction and we asked for support of Assembly Bill 52 (Public employees - Orientation and informational programs, written by Jim Cooper, AD 09). Lawmakers listened to our message and acknowledged our concerns.

ACSS thanks the attendees who helped make ACSS Lobby Day 2017 a huge success. Over the years, ACSS has worked hard and progressed to make our presence known, and is now a well-recognized association that lawmakers pay attention to, thanks in part to the efforts of members who attend Lobby Day.


Assm. Freddy Rodriguez (AD 52) meets with the ACSS Executive Committee after delivering a speech at the Lobby Day Training presentation.



A group of ACSS members meets with CA State Senator Dr. Richard Pan (SD 06) on Lobby Day.



From left, ACSS Members Brian Adams, Rolinda Gomez, Abdou Lyagarou, and Brett Blaydes prepare for their meeting with their Legislator.



ACSS President Frank Ruffino and ACSS Vice President Elnora Fretwell socializing with CA State Senator Steven Bradford at the ACSS Ice Cream Social event.


Please check back at the Lobby Day webpage at a later date to view a gallery of all 2017 Lobby Day photos - coming soon!


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