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Agenda Item
ASR
Control 16-001449 |
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MEETING DATE: |
02/28/17 |
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legal entity taking action: |
Board of Supervisors |
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board of supervisors
district(s): |
All Districts |
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SUBMITTING
Agency/Department: |
Human Resource Services (Approved) |
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Department contact
person(s): |
Bryan Prieto (714) 645-7002 |
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Colette Farnes (714) 834-2832 |
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Subject: Deputy Juvenile Correctional
Officer Series Classification & Salary Adjustments
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ceo CONCUR |
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Clerk of the Board |
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Concur |
No Legal Objection |
Discussion |
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3 Votes Board Majority |
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Budgeted: Yes |
Current Year Cost:
See Financial Impact Section |
Annual Cost:
See Financial Impact Section |
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Staffing Impact: |
No |
# of Positions:
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Sole Source:
N/A |
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Current Fiscal Year Revenue: N/A
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Prior Board Action: N/A
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RECOMMENDED ACTION(S):
Effective March 3, 2017, approve revisions to the classification specifications and set Pay Grades for Deputy Juvenile Correctional Officer I (Title Code 7400PS, Pay Grade C-25), Deputy Juvenile Correctional Officer II (Title Code 7401PS, Pay Grade C-28), Senior Juvenile Correctional Officer (Title Code 7402PS, Pay Grade C-30), and Supervising Juvenile Correctional Officer (Title Code 7403PM, Pay Grade C-35).
SUMMARY:
Approval and adoption of the Probation Department's classification updates and salary adjustments will ensure that the current job duties, working conditions, and minimum qualifications are accurate and compensation is appropriate to meet the Probation Department's organizational needs.
BACKGROUND INFORMATION:
As a result of the approvals by the Board of the Probation Supervisory Management Unit, Memorandum of Understanding and the Probation Services Unit, Memorandum of Understanding on December 23, 2015, and Side Letter Agreements between the County of Orange and the Orange County Employees Association (OCEA), a maintenance study of the Deputy Juvenile Correctional Officer occupational was completed.
The goal of the maintenance study was to update outdated classification specifications, optimize the organizational structure of occupational series, and evaluate current salaries in relation to comparable public employers and where applicable private employers in the Southern California market. The maintenance study ensures that descriptions of the current job duties, working conditions, and minimum qualifications are accurate, and compensation is appropriate to recruit and retain highly qualified employees.
Maintenance
Study Process
The maintenance study process involves analysis to identify the need to create, and/or delete classifications, update job duties described in existing classification specifications, identify necessary changes to minimum qualifications, and delineate the physical, environmental, and mental characteristics of a classification. Human Resource Services (HRS) reviews comparable classification specifications from local jurisdictions and collaborates with department management, subject matter experts, and labor organizations to review and update existing classification specifications. Changes to classification specifications ensure the reflective duties and level of responsibilities are current, the classification occupational series are appropriately structured to efficiently meet the workload demands of the department, and the minimum qualifications are at the appropriate level to attract candidates with the necessary skills, knowledge, and abilities to perform the expected duties.
The market salary study analysis consists of identifying comparators from surrounding public agencies and/or private employers to determine if current salaries are consistent with market salary averages. If it is determined that the minimum salary of a proposed pay grade is below the average within the market, or is below the previously advertised minimum salary for the classification, an advanced recruiting step may be requested. Analysis of data from previous recruitments, internal employee separation reports, and current staffing levels are conducted to determine if recruitment and retention of employees is being impacted by current salaries. In addition to identifying comparable salaries, comparators’ current labor agreements are obtained and reviewed to identify and consider additional premium pay, allowances, and future negotiated salary adjustments offered by comparators.
Deputy Juvenile Correctional Officer Occupational Series
Positions in the Deputy Juvenile Correctional Officer Series are assigned to the Probation Department and are responsible for providing 24-hour supervision to ensure a safe, secure, and humane environment for those persons who are legally incarcerated in juvenile detention facilities.
HRS requests approval to revise the classification specifications and set the Pay Grades on the “C” Salary Schedule for the Deputy Juvenile Correctional Officer occupational series as follows:
HRS conducted a market salary survey and determined that the Deputy Juvenile Correctional Officer II classification (journey level) was slightly above the market average and the Deputy Juvenile Correctional Officer I classification (trainee level) was below the market. Moving the occupational series from the “G” salary schedule to the “C” salary schedule will ensure consistent pay grade alignments between each classification within the series, and it will eliminate the need for an advanced recruiting step for the entry and journey level classifications.
The Department has been experiencing recruitment and retention issues at the Deputy Juvenile Correctional Officer I level with the recruitment step set at Step 12 in the current pay grade. The top of the recommended pay grade for the trainee level reflects a 35.3% increase over Step 12 of the current range. This large percentage increase is unlikely to occur as the recruitment step will be set at Step 1 on the C-25 Pay Grade. Employees hired in the trainee level classification will not be eligible for permanent status in the classification and will be expected to promote to the journey level within their one-year probation period and advance to the journey level pay grade.
The proposed changes to the subject classification specifications are expected to better represent the current functions of the classifications and increase the number of qualified applicants who apply for such positions. Revision of the classification specifications to encompass the duties and responsibilities of positions across all shifts will allow the Department to address changes created by the closure of juvenile institutions resulting from state-mandated program changes and the decline of juveniles incarcerated in the institutions.
The Department plans to implement the consolidation of the Deputy Juvenile Correctional Officers currently restricted to providing overnight supervision with those assigned to day supervision to allow for more efficient scheduling of personnel. As this consolidation is implemented, the Department will continue to assess the organizational need for the advanced journey level classifications in the occupational series. This review may result in future revision of duties, responsibilities, and potential compensation adjustments needed to meet the Department’s organizational structure and obligations to ensure safe and secure facilities for juveniles incarcerated in Orange County.
The following table displays a comparison of salaries for classifications in surrounding counties equivalent to the Deputy Juvenile Correctional Officer II (journey level) classification:
HRS proposes to update the duties and adjust the Pay Grades for Deputy Juvenile Correctional Officer I from G-02 to C-25 (increase of approximately 35.3%), Deputy Juvenile Correctional Officer II from G-01 to C-28 (increase of approximately 1.3%), Senior Juvenile Correctional Officer from G-03 to C-30 (increase of approximately 1.5%), and Supervising Juvenile Correctional Officer from G-04 to C-35 (increase of approximately 1.2%) in order to ensure that pay grade assignment is consistent across the series.
The County notified OCEA of the proposed changes and has received concurrence related to the proposed changes to the classification specifications and Pay Grades. The County currently has 82 budgeted regular positions in the Deputy Juvenile Correctional Officer I classification, 314 budgeted regular positions in the Deputy Juvenile Correctional Officer II classification, 15 budgeted regular positions in the Senior Juvenile Correctional Officer classification, and 42 budgeted regular positions in the Supervising Juvenile Correctional Officer classification. If all positions are filled, the annual cost of implementing the proposed changes is approximately $757,625 and will be absorbed within the existing Probation Department budget.
FINANCIAL IMPACT:
Appropriations for the proposed changes will be absorbed within the FY 2016-17 adopted budget.
STAFFING IMPACT:
N/A
REVIEWING AGENCIES:
Probation Department
ATTACHMENT(S):
Attachment A - Deputy Juvenile Correctional Officer Class Specifications