To: BOARD OF SUPERVISORS
From: Human Resources
Meeting Date: June 24, 2025
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Department Contact: |
Cherie Johnson |
Phone: |
707-234-6600 |
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Department Contact: |
Brandy Dalzell |
Phone: |
707-234-6600 |
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Item Type: Consent Agenda |
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Time Allocated for Item: N/A |
Agenda Title:
title
Adoption of Resolution Amending the Position Allocation Table as Follows: Budget Unit 1320 (Human Resources), Add 1.0 FTE, Senior HR Analyst, $83,075.20 - $100,942.40/Annually; Delete 1.0 FTE, (Position No. 4071) HR Manager, $98,779.20 - $120,078.40/Annually
End
Recommended Action/Motion:
recommendation
Adopt Resolution amending the Position Allocation Table as follows: budget unit 1320 (Human Resources), add 1.0 FTE, Senior HR Analyst, $83,075.20 - $100,942.40/annually; delete 1.0 FTE, (Position No. 4071) HR Manager, $98,779.20 - $120,078.40/annually; and authorize Chair to sign same.
End
Previous Board/Board Committee Actions:
On June 23, 2024, the Board of Supervisors adopted the Master Position Allocation Table for the FY 2024-2025 Budget, Resolution Number 24-098.
Summary of Request:
The Human Resources Department is charged, as part of the overall maintenance of the classification and compensation plan, to evaluate current classifications, create new classifications (including appropriate salary levels), reclassify positions, examine requests for salary grade adjustments, analyze allocations, and make recommendations for additions, modifications, and corrections.
The department recommends eliminating the 1.0 FTE HR Manager position and replacing it with a 1.0 FTE Senior HR Analyst. The current HR Manager position is underfilled with a HR Analyst, and the department’s operational needs do not warrant another management-level role. Instead, there is a greater need for a high-level individual contributor who can support strategic HR functions and data analysis.
This change aligns staffing with actual workload demands and will result in cost savings to the budget, as the Senior HR Analyst position has a lower salary range than the HR Manager. Overall, this change will increase efficiency, provide needed analytical support, and maintain a lean and effective organizational structure.
The impact below for this fiscal year is calculated at step 5 and includes the cost of benefits. The recurring cost shown below is calculated at step 5, including the cost of benefits.
Alternative Action/Motion:
Do not adopt recommendation and direct staff.
Strategic Plan Priority Designation: An Effective County Government
Supervisorial District: All
Vote Requirement: Majority
Supplemental Information Available Online At: N/A
Fiscal Details:
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source of funding: Budget Unit 1320 |
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current f/y cost: $100,942 (includes cost of benefits) |
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budget clarification: FY 25/26 has been budgeted accordingly. |
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annual recurring cost: $100,942 (includes cost of benefits) |
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budgeted in current f/y (if no, please describe): No |
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revenue agreement: N/A |
AGREEMENT/RESOLUTION/ORDINANCE APPROVED BY COUNTY COUNSEL: Yes
CEO Liaison: Executive Office
CEO Review: Yes
CEO Comments:
FOR COB USE ONLY
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Executed By: Atlas Pearson, Senior Deputy Clerk |
Final Status: Adopted |
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Date: June 24, 2025 |
Executed Item Type: Resolution |
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Number: 25-109 |
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