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State Personnel Board Passes IT Consolidation Plan

Posted: 2/2/2018 Tags: legislation policy representation salary Tags Views: 3368

Effective January 31, 2018, the State Personnel Board approved a plan to consolidate and re-classify a wide range of IT job descriptions as part of the ongoing Civil Service Improvement Project. An estimated 1,694 excluded employees are impacted by this consolidation effort.

Also on January 31, 2018, CalHR released Pay Letter 18-04 which outlines details of the Consolidation plan and how it affects specific job classifications. 36 service-wide classifications consolidated into 9 new classifications as outlined in this SPB Specification sheet. The IT Consolidation Career Path document charts how these new classifications relate to each other and the ranges within each.

If you have individual concerns about how your job is affected by the IT Consolidation plan, please contact your local ACSS Labor Relations Representative.


Updated 2/9/2018

>> Minutes from the January 11, 2018 SPB meeting

>> SPB webpage with other Board Meetings, Agendas and Live Streaming videos


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CalHR Releases Pay Letter with CDTFA Raises and AOD Pay Differential for OIG

Posted: 1/25/2018 Tags: legislation policy representation salary Tags Views: 2045

On January 18, 2018, CalHR released Pay Letter 18-03 which outlines Special Salary Adjustments (SSA) for some Managers and Supervisors of the California Department of Tax and Fee Administration (CDTFA), Franchise Tax Board (FTB) and Employment Development Department (EDD). We reported on this issue earlier this month about how ACSS’ efforts helped alleviate salary compaction for some classifications at CDTFA. The SSA for these classifications are effective as of January 1, 2018.

Pay Letter 18-03 also includes Administrator-of-the-Day (AOD) Pay Differential 422 for excluded employees at the Office of the Inspector General (OIG). This Pay Differential affects the following classifications:

  • Special Assistant Inspector General
  • Senior Assistant Inspector General
  • Chief Assistant Inspector General

ACSS intends to advocate for Pay Differential compensation in a similar approach for excluded classifications at other departments who have AOD responsibilities. We plan on discussing this issue with CalHR in the near future.


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Special Salary Adjustment Resolves Salary Compaction for some CDTFA Excluded Employees

Posted: 1/9/2018 Tags: legislation representation salary Tags Views: 3002

Because of ACSS’ efforts, CalHR has approved the proposed Special Salary Adjustments for excluded employees of the California Department of Tax and Fee Administration (CDTFA). This SSA alleviates salary compaction for impacted classifications at CDTFA and is effective as of January 1, 2018. These are some of the classifications that ACSS identified that CalHR did not adhere to their own criteria to set and maintain a 5% pay differential. Click here to view a copy of the current and proposed salaries for these impacted classifications.

President Frank Ruffino comments on this latest win, “ACSS has been advocating tirelessly on behalf of CDTFA and we have been patiently waiting for results. This is great news for our members and all affected CDTFA excluded employees.”

An official pay letter from CalHR is coming soon and we will share it as soon as it is released.


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IT Class Consolidation Update

Posted: 1/3/2018 Tags: classification legislation representation salary Tags Views: 2598

After several delays last year the IT Class Consolidation proposal will be considered by the State Personnel Board at its January meeting.

CalHR first provided ACSS a draft of the plan in Spring 2017. Since then, ACSS has been meeting and dialoguing with CalHR regarding the proposed changes to IT Classifications. Large numbers of IT Excluded Employees responded to ACSS’ request for input; that feedback was beneficial to our discussions with CalHR. Many of the respondents expressed frustration that pay parity in the IT industry with both the public and private sectors was not addressed in the class series proposed by CalHR. ACSS addressed this issue with CalHR. CalHR’s position is that the Civil Service Improvement Project classification consolidations must be cost neutral. Therefore, CalHR stated they will use existing pay ranges. The State Personnel Board does not set excluded employee salaries. The authority to set excluded employee salaries is under the jurisdiction of CalHR.

Through the meet and confer process ACSS was able to obtain several changes to the proposed IT Class Consolidation plan.

ACSS submitted a position letter to CalHR to address concerns with regard to proposed salary ranges and reallocation of incumbent Data Processing Managers I, II, and III. The letter is part of the SPB Board item package, which is available on the SPB website.

The State Personnel Board Meeting is scheduled for Thursday, January 11th beginning at 10:00 a.m. ACSS will provide an update to excluded IT employees shortly thereafter. 
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Updates on Salary Compaction and IT Classification

Posted: 12/4/2017 Tags: classification compaction legislation representation salary Tags Views: 2672

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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Public Employee Women Can Now Press Claims For Equal Pay

Posted: 10/20/2017 Tags: legislation rights salary Tags Views: 1711

On October 14th, 2017, Governor Brown signed Assembly Bill 46 which allows female public employees to press claims against wage discrimination. Earlier in October 2017, Brown signed the California Fair Pay Act (SB 358), which allowed private-sector female employees to press wage discrimination claims. Assembly Bill 46 extends these rights to excluded state employees.

Assemblyman Jim Cooper (AD 09) authored the bill and comments, “I authored AB 46 because not only am I the father of four women of color, but also because I believe it is important to lead by example and ensure that our pay equity laws apply to all sectors, both private and public.”

According to the Sacramento Bee, women in the state workforce earn about 79.5 cents on the dollar compared to their male counterparts, which constitutes a 16 percent gender wage gap. Cooper’s bill is an important piece of legislation that provides for fair pay adjustments for women throughout the state. Excluded employees can process wage discrimination claims through the Division of Labor Standards Enforcement.


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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: 2258

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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ACSS Met With CalHR in a Positive Meeting to Address Issues

Posted: 9/14/2017 Tags: benefits legislation representation salary Tags Views: 3156

On September 6th, ACSS met with CalHR Director Richard Gillihan to discuss salary compaction and address other issues that affect excluded state employees. ACSS President Frank Ruffino, ACSS Executive Director Rocco Paternoster, and ACSS Assistant Director of Representation Nellie Lynn attended the meeting and agreed it was both positive and productive.

Ruffino commented, “Never before have we seen such cooperation and mutual respect between CalHR and the ACSS leadership team. This was an opportunity for great dialog which I envision will translate into positive results for ACSS members. I am optimistic for the path ahead.”

ACSS voiced concerns on behalf of members in response to our previously reported article on Pay Letter 17-18. In response to that article, members voiced their concerns to us about their specific classification not receiving a Special Salary Adjustment (SSA) similar to their subordinates. After the meeting on September 6th, ACSS and CalHR are closer to reaching some resolutions to provide additional SSAs. We intend to deliver the details to you as soon as we learn more information.

Another issue discussed with CalHR was the implementation of Out-of-State Health Care Benefits for excluded employees. CalHR decided to pass on this benefit to excluded employees based on the efforts of ACSS. The program provides for a monetary benefit for excluded employees headquartered out-of-state who cannot enroll in a CalPERS HMO. More news on this topic is coming soon.

ACSS and CalHR also addressed remaining salary compaction solutions as part of the future pay package and the budget cycle of 2018-2019.The discussion was also very positive and we hope to continue building on these discussions to ensure fair standards for all excluded employees. Progress has been made towards reaching resolutions and we will continue to move forward with our goal of having all excluded employee receive fair and equitable salary and benefits.


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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: 1900

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: 4782

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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