To: Board of Supervisors
From: Human Resources
Meeting Date: February 14, 2017
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Department Contact: |
Heidi Dunham |
Phone: |
234-6600 |
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Department Contact: |
Tim Mitchell |
Phone: |
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 Authorizing Adoption of the Classifications of Supervising Deputy Probation Officer and Assistant Chief Probation Officer; Approval of Changes in Classification Title from Corrections Counselor to Juvenile Corrections Officer and from Juvenile Hall Supervisor to Supervising Juvenile Corrections Officer; and Approval of Changes to the Position Allocation Table as Follows: Probation, Budget Unit 2560 - Delete Two (2) Full-Time Equivalent (FTE) Deputy Probation Officer III; Add Two (2) FTE Supervising Deputy Probation Officer; Delete One (1) FTE Supervising Staff Assistant; and Add One (1) FTE Assistant Chief Probation Officer
End
Recommended Action/Motion:
recommendation
Adopt Resolution adopting the classifications of Supervising Deputy Probation Officer and Assistant Chief Probation Officer; approve the changes in classification title from Corrections Counselor to Juvenile Corrections Officer and from Juvenile Hall Supervisor to Supervising Juvenile Corrections Officer; and approve changes to the Position Allocation Table as follows: Probation, Budget Unit 2560 - delete two (2) full-time equivalent (FTE) Deputy Probation Officer III; add two (2) FTE Supervising Deputy Probation Officer; delete one (1) FTE Supervising Staff Assistant; and add one (1) FTE Assistant Chief Probation Officer; and authorize Chair to sign same.
End
Previous Board/Board Committee Actions:
On June 21, 2016, the Board of Supervisors adopted the Master Position Allocation Table for the FY 2016-2017 Budget, Resolution No. 16-071.
Summary of Request:
Human Resources (HR) 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.
At the request of the Chief Probation Officer (CPO), HR conducted a study of the Probation Department’s existing structure. Taking under advisement the negotiated agreement with Mendocino County Probation Employees’ Association that the County look into the creation of lead worker classifications, the result of HR’s findings determined that, based on increasing workloads and effective systems applied by comparison counties, the Department would indeed benefit from the creation of a lead classification within the Deputy Probation Officer (DPO) series. With the current DPO III classification acting in the role of supervisor, creation of a new Supervising DPO classification will in turn place the DPO III in a lead capacity, affording the Department an additional level of guidance between line staff and supervisors.
In regards to the title changes requested for those positions within Juvenile Hall, this was determined appropriate based on industry standards for similar positions. Changing the titles to conform with those widely recognized throughout the probation community may help to generate larger or better-qualified applicant pools, as those actively searching for positions may not know what the titles previously applied by Mendocino County correspond to.
HR further recommends the addition of an Assistant Chief Probation Officer (ACPO). Again, having reviewed those reporting structures applied by comparison counties, most have established an ACPO classification. The ACPO will assist the CPO in planning, directing, managing, and overseeing the activities and operations of the Department.
Based on a review of their first quarter budget update, the Probation Department anticipates the ability to absorb any costs associated with these amendments. The Department has eliminated all extra-help within the Adult Probation Division, and there are additional cost savings due to vacant positions. At their meeting on January 18, 2017, the Civil Service Commission approved the classification specifications of the new positions proposed, in addition to the recommended title changes. HR has conducted the necessary communications with the appropriate bargaining units.
Alternative Action/Motion:
Direct staff to study alternatives.
Supplemental Information Available Online at: N/A
Fiscal Impact:
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Source of Funding: Budget Unit 2560 |
Budgeted in Current F/Y: No |
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Current F/Y Cost: $30,776 Increase |
Annual Recurring Cost: $100,022 |
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Supervisorial District: All |
Vote Requirement: Majority |
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Agreement/Resolution/Ordinance Approved by County Counsel: Yes
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CEO Liaison: Janelle Rau, Deputy CEO |
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CEO Review: Yes |
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Comments: