TO: Board of Supervisors
FROM: Christine Briceño, Chief Human Resources Officer
REPORT BY: Joy Cadiz, Staff Services Manager
SUBJECT: Resolution Amending the Table and Index of Classes and the Departmental Allocation List for the Auditor-Controller’s Office
RECOMMENDATION
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Adopt a Resolution to amend the Table & Index of Classes, the Departmental Allocation List for the Auditor-Controller, and appropriate personnel policies effective April 8, 2025. (Fiscal Impact: $124,000 Expense; General Fund; Budgeted; Discretionary)
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BACKGROUND
At the request of the Auditor-Controller, Human Resources contracted with Cooperative Personnel Services HR Consulting (CPS HR) to conduct a department-wide reclassification study of the Auditor-Controller’s Office. CPS reported its findings to Human Resources and the Auditor-Controller in the CPS HR Classification Study Report (the “CPS HR Report”). The CPS HR Report recommended that two Accountant-Auditor II incumbents be reclassified to Senior Accountant-Auditor, based on factors including decision-making, scope of responsibility, organizational impact, and consequence of error. Human Resources and the Auditor-Controller support this recommendation to ensure the two incumbents are appropriately classified and compensated.
The CPS HR Report also indicated that duties of five incumbents in the Accounting Technician classification have increased over time in both complexity and magnitude. Human Resources and the Auditor-Controller support the finding that reclassifying the five Accounting Technician positions to Staff Services Analyst I ensures the appropriate classification for these increased duties. To address internal equity among the recommended reclassified Staff Services Analyst I positions and the Accountant-Auditor series, Human Resources recommends a reallocation of the Accountant-Auditor series salary grades. Furthermore, to maintain internal alignment between the Accountant-Auditor II/Senior Accountant-Auditor and Grant Compliance Auditor/Senior Grant Compliance Auditor classifications, Human Resources recommends a reallocation of the Grant Compliance Auditor and Senior Grant Compliance Auditor salary grades to match those of the Accountant-Auditor II and Senior Accountant-Auditor, respectively.
As the Public Service Employee Unit’s representative, SEIU was notified and provided the opportunity to meet and confer on changes to the Accountant-Auditor series and Staff Services Analyst I classification specifications, and reclassification and reallocation recommendations, fulfilling the County’s labor obligation.
The Auditor-Controller’s Office has adequate funds available to cover the increased cost of salaries and benefits for the remainder of the fiscal year through vacancy savings.
Separately from the CPS HR Report, the Chief Executive Officer and Chief Human Resources Officer support the Auditor-Controller’s request to change the Accountant-Auditor Manager classification title to Deputy Auditor-Controller. This change reflects the authorization delegated by the Auditor-Controller to the manager positions to sign State and Federal documents and act on their behalf. This recommended action is a title change only for three incumbents and has no fiscal impact.
Requested Actions:
1. Adopt a Resolution to amend the Table and Index of Classes to add a new Deputy Auditor-Controller classification and delete the Accountant-Auditor Manager classification, and reallocate the salary grades for the Accountant-Auditor I, Accountant-Auditor II, Senior Accountant-Auditor, Grant Compliance Auditor, and Senior Grant Compliance Auditor classifications; the Departmental Allocation List for the Auditor-Controller’s Office by adding 3.0 FTE Deputy Auditor-Controller and 5.0 FTE Staff Services Analyst I, and deleting 3.0 FTE Accountant-Auditor Manager and 5.0 FTE Accounting Technician, with no net increase in full-time equivalents; appropriate personnel policies effective April 8, 2025.
FISCAL & STRATEGIC PLAN IMPACT
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Is there a Fiscal Impact? |
Yes |
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Is it currently budgeted? |
Yes |
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Where is it budgeted? |
1100000 |
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Is it Mandatory or Discretionary? |
Discretionary |
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Discretionary Justification: |
Reclassification studies were conducted in accordance with County Policy and this action implements the findings. |
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Is the general fund affected? |
Yes |
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Future fiscal impact: |
The increased annualized cost of salary and benefits is approximately $124,000 and will be budgeted for accordingly. |
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Consequences if not approved: |
The recommendation, which ensures duties performed are within scope of the proper classification, will not be implemented, and certain classifications’ compensation will not be aligned internally. |
ENVIRONMENTAL IMPACT
ENVIRONMENTAL DETERMINATION: The proposed action is not a project as defined by 14 California Code of Regulations 15378 (State CEQA Guidelines) and therefore CEQA is not applicable.