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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: 90

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 I (6695) and no SSA for the Chief Engineer II, 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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CalHR Civil Service Improvement Project Starts Phase 2: Class Consolidation


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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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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CalHR Policy Update - Leadership Training and Development Requirements

Posted: 3/16/2017 Tags: legislation policy training Tags Views: 348

CalHR has added Policy Statement 2801 – Leadership Training to the online Human Resources Manual.

New Policy: This policy introduces CalHR’s new Statewide Leadership Development Model, which establishes a comprehensive framework for meeting the training requirements for state employees appointed to and serving in leadership positions. The policy also provides guidance on leadership training requirements as prescribed by changes to Government Code section 19995.4. These changes require that:

  • Supervisors complete a minimum of 80 hours of training within 6 months of initial appointment, but not later than the term of the probationary period.
  • Managers complete a minimum of 40 hours of leadership training and development within 12 months of initial appointment.
  • Career Executive Assignment appointees (CEAs) complete a minimum of 20 hours of leadership training and development upon initial appointment.
  • All supervisors, managers and CEAs complete 20 hours of leadership training and development every two years.

CalHR’s Statewide Training Center catalog offers a variety of classes to develop state leaders. CalHR will also soon be offering an exciting new cohort based 40 hour manager training program, as well as executive development solutions, specifically and uniquely designed to address the new training requirements for state leaders. For specific questions about this policy and/or statewide leaders training solutions being developed and offered by CalHR, please contact Guy Burghgraef at (916) 322-2402 or Guy.Burghgraef@calhr.ca.gov.


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ACSS Advocates for Pay Parity for CCHCS Food Administrators

Posted: 3/2/2017 Tags: compaction legislation representation salary Tags Views: 608

ACSS is working with Food Administrators to address their concerns as part of the ongoing agenda at the Quarterly meetings with the California Correctional Health Care Services (CCHCS). The most recent meeting with CCHCS was on February 10, 2017.

At the meeting, ACSS requested that CCHCS join ACSS’ efforts to advocate for pay parity for Food Administrators. ACSS is advocating for salary increases for Food Administrators with the California Department of Human Resources in light of the recent salary increases provided to rank and file in the new BU 19 MOU.

ACSS raised concerns over Food Administrators being assigned duties and responsibilities outside of the SPB Job Specification for Food Administrator I, specifically clinical duties that are contained in the SPB Job Specification for the Registered Dietitian classification.

If you are being asked to perform duties outside your job specification, please contact your local ACSS Labor Relations Representative for assistance. Here is a list of the ACSS Labor Relations Representatives near you.

You can learn more about your rights when assigned work outside of your classification from the ACSS Quarterly Newsletter Q1 2017.


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