HomeMy WebLinkAboutAGENDA BACKUP (PERSONNEL) 1981
.
ctCSD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO. IX. Personnel
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
December 17, 1981
SUBJECT TYPE OF ACTION
EXPAND DISTRICT PERSONNEL ADVANCEMENT POLICY TO PURCHASING,
CANCEL BUYER AND SR. BUYER CLASS DESCRIPTIONS AND ADOPT BUYER l/iI
AND SR. BUYER CLASS DESCRIPTIONS PERSONNEL
Ken F. Laverty
INITIATING DEPT./DIV.
Administration/Purchasing
SUBMITTED BY
ISSUE: The District Board, at its meeting of November 15, 1979, approved a personnel
advancement procedure for certain positions. We request the District Board to expand
the personnel advancement procedure to include Purchasing.
BACKGROUND: When the personnel advancement procedure was adopted, Purchasing was a
unit that handled only the purchasing requirements of the Plant Operations Department.
Since this time Purchasing has been structured into a centralized District purchasing
division, thus significantly increasing all of duties and responsibilities of Purchas-
ing personnel. In order to develop personnel to meet the needs of the District, a
personnel advancement procedure for Purchasing is needed to train and promote a person
that has successfully passed the requirements and examination to the next level position.
To accomplish the above, the following recommendations have been developed and are
shown below or on attachments.
1. Cancel Buyer and Senior Buyer class descriptions; adopt new class descriptions
for Buyer I, Buyer I I and Senior Buyer.
2. Establish a personnel advancement program for Purchasing personnel in accordance
with the Districtls personnel advancements policy.
3. Develop criteria for performance testing the Purchasing positions.
The new class descriptions are shown as Attachments A, Band C. The advancement.
procedure is shown on Attachment D.
The actions recommended would have the indicated effect on the Purchasing organization.
1. Buyer I would be the entry-level position for Purchasing personnel with duties as
described in Attachment.A. The position would remain at the existing salary range
of R-49 and would require two (2) years of responsible purchasing experience in
governmental, construction, or a closely related field. The Buyer I would have
to successfully pass an advancement test after a minimum of eighteen (18) months
as a Buyer I to be eligible for promotion to the Buyer I I class.
2. Buyer I I would be a qualified professional buyer with duties as described in
Attachment B. The salary level would be set at R-59 for this position. The basis
for establishing this salary range was the review of similar buying positions at
local Districts, Universities, Cities and private industry. The Buyer I I position
would be filled by a Buyer I who has successfully completed the personnel advance-
ment program. The Buyer I I after a minimum of one (1) year could advance to a
Senior Buyer position; in accordance with the District personnel advancement
procedure.
Ken Laverty
~.
COMMENDED FOR BOARD ACTION
INITIATING DEPT./DIV.
3. Senior Buyer, no change in salary rate which is R-68 and only minor changes in
class description to allow for the personnel advancement procedure.
RECOMMENDATIONS:
1. Cancel class description of Buyer and adopt new class description of Buyer I,
R-49.
2. Cancel class description of Senior Buyer and adopt new class description
of Senior Buyer, R~68.
3. Adopt new class description of Buyer I I and establish salary range of.
R-59, $1,675 - $2,026.
4. Authorize the inclusion of Purchasing personnel into the District's personnel
advancement procedure as specified in Attachment D.
INITIATING DEPT./DIV.
REVIEWE
COMMENDED FOR SOARD ACTION
/CHIEF ENG.
, c(<SD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO.
1
ra 1nl ng ")
12/17/81
POSITION PAPER
VIA: ROGER J. DOLAN
General M-.ager-Chief Engineer
DATE
December 17,1981
SUBJECT
ATTENDANCE OF PURCHASING SEMINAR BY C.P. O'CONNOR, SENIOR BUYER
TYPE OF ACTION
Approve Attendance
SUBMITTED BY
Ken F. Laverty
INITIATING DEPT./DIV.
Administration/Purchasing
ISSUE: In order to further train the Purchasing staff to increase its effectiveness
in the procurement of District's goods and services, its requested that C. P. O'Connor,
Senior Buyer be allowed to attend a two day purchas!ng seminar on January 13-14, 1982.
BACKGROUND: The Seminar is entitled "Purchasing Policies, Procedures & Techniques
for the Smaller Company" and will cover the major areas of the District's purchasing
operation, see attached outline for details.
The cost of this Seminar was budgeted for in the 1981-1982 fiscal budget for
Purchasing. The estimated cost to attend this Seminar is:
Seminar Cost
Hotel, one night
Meals
Other Misc.
TOTAL
$510
40
30
40
Sb20
RECOMMENDATION: Approve attendance for C. P. O'Connor, Senior Buyer, at the two
day purchasing seminar at a cost not to exceed $620.
INITIATING DEPT./DIV.
Ken Laverty
/-:t--, REVIEWED AND RECOMMENDED FOR BOARD ACTION
i>,..,~.' '\
\,
.~
~ 'C__
.... =-
=ca=.:.:::ca
.c:~>cn=
..-==ca=
=~==
c....a"c..
= ==
=-
~
~Qt; '!
~Zi:l :
rT' ~l C
~ oS :>>
L....t ~ ~ ~.!
~~S~S
Z - ii;(1)
if ~icil.
rT' ~!o a
~ oQ--'
....U.~~c
~ S:~cX~
"
~
-s
~
f/j
~
~
!
<
~A fitS i
a' "->> "->> ~
... GI GI B
!a .1::: =~
..v "->> ... e:r t
.sa U.c ~
a.A~i
c..-
-VI
81;::
.J>
N
..,
~
o
~ u u
O 00 -
s s ~
iE '" Q en .-
o~<~~
0: .... 0 >
I en......,.-
c:. c:C:
o ;:J '" ::>
z en
Q..
N
,,;
<Il
.,
.~
::s
~
....
o
~
u
CI:l
=
.,
e
g-
o;
>
~
~ ~
i= i=
...
e
o
if
...
E
o
:I:
.!!
..
cii
=
e
~ c:
~ e
::E g-
o<:! '0
c >
"'0 .g ~ 0
... ._~:::: 0
8 c~....
<:; ol s::
~ ~ g'~ e
.... .5.... t.8 Q)
-E E 0'- ~
o 1;l'::zj s:: :>.
1;l "E ccS ...
~ ~~ ., 1i ~ .; N
~..oU.Q_o.,J '"
::l Q.. e~" "Q >~ a-
o.oEo ~ s:: ''=l~
Due rJ) 0 ,,~.
>..2~ ;0;';: Q a-
E:;; ''=~VI ccS
'E = E ~.- VI Gl 'e-
",'_ 0 ~ s:: G) ....
... .2 ~ ~ Q'2 ccS.5:l 0
5 g 0 .- Z;::J e.o VI ,II ~
.<:: u -g -< u 0 ;:I VI ccS
0.- u 0; lXl~U
~ C 'U 1.3: - Sf+.,. fI)
e E E "'U CI:l "'" 0 0 .
a;>-,- ~< 1Jl ....-- ~
E"'=~LO 11)0."0
.c..c:cc..c-.... -oc::.....
C;OOO~ ~ U~-fi lIS s::
CI:l Cl)tI)~
e
.9
;;
u N '"
E u .c: '"
E .. u
" " "'" .;;
Z Z (; ":l ~
<( C
j.
-
rr ..;;;:::~
~
CO
~ =
.... ....
0 >>
f/j 1:: ~ .. ~
OCZl ~~
o .go 'E .....,g
~ ~ =' . f-
a& tI:)~
~ ~ii ....>>
~O ~
::::z ~i
0
(/) :c ~
i - =~
:a
~
I
~ 1
u
,...
.0
cD
..
c:
Gl
a.
~
.!
.!
(/l
1;j
~
'.
E
o
'i
c
.C
a.
a
z
..0
0-
It\
t
4(
4( U
t-
:x:~
uu
ex:
i:.o~
t-.ow
>ZN<<
~OIt\U
ct:u
~~-'~~
Q')j~CDZ
U Z .J
.~u04(
Q.~
lti~
._ III
~'"
~~
lIIu
ECD
-g~
iii~
'0.9
",u
._ CD
",.!:::
:cO
.....01
.. c:
::E .iii
o III
0-5
cr:~
..JQ..
c.9
::ECD
z:;
oe
- Q)
.....~
'" Z Q)
~w ~
u!; .!!!
<(.... Q..
'/
g'~
o-~
4'~
~~
~. e.
~lpI,
@
c..
a' ."
~i.
.., S'
~'1~
::I .
Il>
..,
g-n
i~
::I ...
~~
,sa.
_0
o='
:E_
a.r:
:ra.
nEt
en....
3:~
(Tl:::r
Il>
"V>
nil>
n-o
n-o
::1..,
-'0
::1<
gg.
(5' :r
::I _.
"'I:IV>
a ~
OQ3
P! -.
3;
. ..,
>2
~~
E" 3:
g"Q
::I ~
OQ,
-. ...
"'tl....
c: I
M-l
:::r ::T
ei cr.'
S'n
lJ<lg
3:ti!
~~
~e;
ncr
~ ~
::I ::I
-'"
'''0
"0
..,
o
<
B.
0'
..,
n
...
::1
=.;
o'
~
O'
::I
-g
a'
!:..
0'
:E
'"
::I
n
...
cr
'<
:r
'n
Z
~
o'
::I
!:..
'"0:;:0
--~
I ~.
f""'t- f""'t-
o ~
0-""1
~'-<
~O
~
""1
V'J
~
--
T
~
::s
0..
~
f""'t-
(1)
~
S
o
~
'-<
o
~
1-1
~
~
'-<
"'0
~
o
I
...
-. f""'t- -- r::::r ....-;A f""'t- ~ ~ a c ) ~
u' 0.. ::r' ~ ~ ~ a r::::r -. ~~'::r'
-. ~ ~ ~ ~ ~ - 0 a ~'"O ~ (1)
::s ~ --::s ::s 1-1 '" c: _. ~ ~ (JQ
~ ~ -. () V'J :r f""'t- V'J ::4 ~ "'0
g; ~ Jg g g, ~ ~o g- ~ I a
o-~-g ~ a ~~ ~~::s ~~
f""'t- ='=0 ", (1) (5 O~ t'D f""'t- -' ~
(1) - (JQ * ~ 1-1 1-1 () .., 0 r:; !:j
g. (1) 1-1 ", ::s '-< V'J::J"" ~ ;:J
::s ::s ~ 0.. 5' () (1) '"0 "'0 f""'t- S
_. ~ S 5'(JQ 0 (r ~ ~ ::r' c: ~
~ g:. f""'t- ~::s () ::4 () (1) V'J "'0
_ '" ~ 0 c: f""'t- f""'t- _. ::r' f""'t-_
(1) "",j,J _ 1-1 _. () ~ V'J ~
V'J "'0 0 ~ "'0 S 0 _. V'J S r::::r _.
~ ::J ~ c: "" ..=s "'0 5' ~ (1) ::s
~ ::4 ~ (1) ~ q _ ~ (JQ :::: _ V'J1
(1)-' -"J~-'f""'t- (1).......
V'J ():o 7"::r' ~ ~ V'J 0.. 1-1 0 _.
g ~. 1-1 0 ~ ::n 0 ~ (1) () ~ ::s
f""'t- ~ 0 cia _. () f""'t- ::r' () 0
(1) ::s @ ~ ~ ~ ~. ~ C;;' S _.~.
0.. f.ij _::S ::s =-" f""'t- (5 " "'0 ::s !:j
....... -" (1) 0.. 0 f""'t- ;:J
5" 0 ~ ~ ~ V'J ::s ::r' ~ ~ g.~
Of""'t-(1) o..~ g"" ~"'-< (1)!1l
1-1 ""V'J "" 1-1 ~ ~ !:j ~ _._
g" ~ f""'t- V'J (6""'0 c: ;:J f.ij ::s v (),
;:J ::s ~ '-< ::s 0.. ~ c: c: -
!:j ~ r::::r ;!; () -":::::-: V'J "'0 0 ~ (1)
;:J~-(1) V'Jf""'t-f""'t-I-1I-1_~
(1) f""'t- (1) !:j (1) "'0 '-< ~ -" 0.. -' 1-1
0.. (1) V'J ;:J ::r' 0 () .::s a . (1) ~ _
~"f""'t- ~ ~ ~ V'J 0 0 ~ 1-1 _.~
f""'t- ::r'::S =-" < e.::s ~ 1-1 f""'t- ::s ::s
(1) (1) 0.. () (1)" I <:: '-< 0 (JQ I
{J)~O~~2~
:EO~OC::O
~(J)t"0t"(
.&0 > ::a ~:HJ) ,
O<:~'O~~
f"-C::O~
(O~::af"
::c ~ ::c ::-= nO
f"~>O
20(J)c::~
~r-5!~~
Ot"C)O~
0> .."
=
2
~ g 8: ~ s. ~ ;" s. ~ f
n ~ -"!; ...,::: ." 3:"0
_" !; .. <'''0 _'.. 0
~ - ., 'fi c:! :.~. n ~. :I
Q. g, c: 3 g- " o"::!" g rII
., =: 2. g ~. g. ~ ~ ::r- .
"g~""';;:5' ..'<"l
~ 0 !i.iF3:::'if;~i
~ -. ~ :r E" ::. ~ i' -.
8.~;pI:.. ~~ 1;"2.::
t!.~~X ~ ~t~ -n:i rf
(l~~la~1~]if
1! e e... e: :: ~ ]1 :r E:
s -. < M ~2 ~ '" e1 n
g' rf: ~.!; :r ~ e!.~' JJ" a
e1 :t,;;!. I: n IS nos'
.. ~!:l~ 0 ~.~~~
., 8~!1 g,~ c!" a:r
1. ~ w .... !. ft I ~~"
~_s=actlgn~c::~
8. ~ ~ ~ ~ 8. ~ ~'l ~
e:Qi 1r"ll~'3 - 3:
!!l ='=3'< QnlllZE
g,Ong"a. -'On
~~: :.~ 3:1~s.~
III lr 5. ::>.g S 0" n ~ -
~ S' -. R' =- ~ ~ ~ n Q
!1:"" n n -'''0 :1".;:1
i5..g,if.,~::!;:;li5
..es :;I S' f') O'''C.. if'< :.0 ~
Colli ::r'" "'0 ~:I.-'
!i [e: !. 5-~ E; SOl 5l" ~
-. 25.::1 n n:E
~"O ..., :C[:rS ir
2" ~ 5 !; s :. _" 0" o' !.
g. S. ~ Co ft : ~ :r 2:~
., g" i: 3: sa, 3 .. ir.;;: 5
g,!! n ~3:3 5.3 3:tl
-" ;;" e, ::!" e. 2' ~ E ~ g,
5. - e!. 5 l.; -.. n -"
c .;. 5l" 0 S. B. 3 ;.
.,li...3:>...e!. 0..
S.::'t2e=-(I)!..~e:
I: !!.:; ;; II ir 3 - :;l
1!. p.. < ~ ;;. z ~ :3 ~~
~ Q3=.~l>>g"
n ~ ~ n 0 _. ~ :::;I. "'" :E
". na"g3e!..::1s:
.,.,::rc.O!!..nVlft
~1>>_.~>aC'~3
n "* il. ;p., e: " .. !;
::r"'"'O .., ~ n::l ,=,1>>
~ ~. a= g.. -. = c)" ~.r ~
e.. ~ ~ ~. ~. :E ~ ~ ~
($ if!?~ g S:5'~ a
...
....
'"
~
n
o
S
<
-
:""
:c:
~
-
-
:""
"""
o
o
rJ
.....
2
tJJ
<
:""
><
~
><
-
-
,:""
><
:""
-
:""
:""
~0~~~~ ~~~0~~f~0~~< ~~ 0~~~~ 0 ~~O~~~~
~m~3:E<~~ae<~"'tl-m>~cg3~~OC"O~~D.~~~n"'tl~~~~~~
~sH~ ~ ~3] ~ ;:.;;:gc.. r:l g ;~:g ti ~. 8'~ ~ g ~ g,g ~ ~ 0~7.i'l ~ !:..c:<; [~~ ~ ~ 9:0, ~
--c......'""t')-. t:t"llll: ::rOg.c:"'VlO., ::1""--0 - .--, :so_a: ji
~ ~ ~ ~~s.~g-~ Clg ~,[~~'~~'.~ Ul~g-~V>~ g-g-O'~I~r~ 2.~',:'=g-g-~ ~
~ -. V>"""" - ~ .., ::I ::I c.. '" '< ~ V> n - ..,::!.., V> - ........ .. ..
i'\ n -g "".- ::.'< ....!!.lJ<l "0 OQ ::. -3 V> o' :E ~ '< ::l ~ :E (JQ cr >< '<:r s::'
"'" 0 _. ~ ~~ g g C9 ~ n 5i r: < =: g 5!l ~ . :r::l ;::;....;) g V> "." ;::;. c: '2 t g n r:.
V> a ~ ~ C9 '" ~ c.. ::! o' :r n ~ n ~ ~ ~ ~ n 0 :::r V> @ 0 ::T ~. ~ IS. . '< ..
~ :;. ~ ~. ~ ~ ~ o' [ ~ 6. . n O'~ l') -. [3 ~!:.. ::! 0 €. g. ~ ~. I
~ 3 r:'~ 3. f V> ~ ~g =' 3 ~ '[ ~ .g ~ ~ ~ ~ 0 ~~ S
'" nji:n cr a. a"O n"Oo' e; - .., "O-'~-n
g. ~ t!.~ ... 0 c:rS, as o' a. ~n l 8 B.~ pI~ g-
..... 0 or. "0 ~ -0 ...;) ~ or. ... :;J::I 3;::;' c: ~.o n
'< "0 ~ c: ~ .., -. (;!!:l. n "0 S' ...;) M c:'..;) ~
n [ M pi a~ ;::;. gB. n '" ~ pi: 9
0::1 ~"~ ii ~ ::;. '" - n B. 2 .... -. ~
i'l -. ~ - n - 6. c.. c ~ 0'3 ~
0::::1... 0 B ...,j ... tin....
-S r)Q 2 CO ...,j
cr. ;. Y'
><
-
:""
?<
~
<
-
-
-
~>~ o("')~>~3: ~>Ul("')~>~("') ~ >~O ("')~>~mo("')~>~
~~~i~~~~~~~2~~;~~~~~~~~~~~("')~~~t~n~~~~
~~i=a~~~~~~c~:::r~~~::T~'<~::T~~~~&~~n~~~~~c:r
-. 1II',;-SSSE.,3 ~ or.~~5'::IS-i!iE. n::l~",>oc:::..nc:=
rF. ..,... ;r... Co'" t:...;c..n CIS ~" rr.; ~ "'"~ Co CIS no::l III ::;.'5l 3' =:V> UI
~ ~ 0 :::" - n .. 0 n - ::I ~ - 3 1l::l ~ :E cr - ~ "'~. V> n 2:
~ ::I ~ :=' -g ::: 8 ~ '< ~ ~~ ~::1 f.C2 ... .... S g- n ~ S';::' ~ g. n e; ;;: 0 !:ii'
"0':: pi ",..,:::ra ~" 0::1 0 - 5; ;::;"'<::1 ::I -:.;:.,< ;'0 C:s 2 &::1 '" "'" -.~
a c -- ~!l n ~ r: C:; fJ! ~ 0. t; !!.~ ;;: =...:; ~ ....0: :'::S ~ - =?!l.. ~
n- ,CI E. ~ fr ~ "'In 3 cr pi e; '" g III ~ ~ ::; Co 0 0="0 0" ~ ~!:... 0 ~
:r-. . f' c.."" - ... r.; t"D....::s .., .., r.;.., 3 "'tJ m;:r'< - ...
';''''"< o~n r >< n"'C ~"'::I"r.' "0 ",,,,, -V> "'-n
... c: or. c.. - 3 - . . < - <: - -. -
c.... C9 :;- - 3 ::I 3' !2. ':C ;:. ~ -i!i :;:' n !:!: ,.. 3 or. .0' '" 0' It
=! -0 0 r:. ~ n ~ !. __ c.. ~:'E..:; ~ e ,.:"::S n . J c; c: ::s
S c: ~ .., ':T ~ Co ~ No'; '" :;:' :::::l :$ s.- 3 03::1 n or.
"O!lI ......::In ~ n -:::r ':T~~",- or. ..... or.
g. :.. 12::1''; Co, :;- ~..; == S!:;:...;'" 3 ~
< .~ ~ ~ ~"- n :::r:r-. t';.:; 3 n ~
!:. it :7 c- ~:::..:.'''; ~ ~
.g 'l' ~::. ~ ~ a
~ - R
~ E; '"
;:
~
Sanitary District
BOARD OF DIRECTORS
NO. VI. Adm.
1 12 17 81
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
December 11, 1981
STATE DISABiliTY INSURANCE PROGRAM
TYPE OF ACTION
Adopt Policy and Proce-
dure and Resolution
SUBJECT
SUBMITTED BY
Walter N. Funasaki, Finance Officer
INITIATING DEPT./DIV.
Accounting Division
ISSUE: The District employees elected to obtain disability insurance coverage under
the Cal ifornia Unemployment Insurance Code.
BACKGROUND: In accordance with the terms of the Memorandum of Understanding dated
August 20, 1981, an election was held by secret ballot of all District employees to
determine whether the District should participate in the California State Disability
Insurance program. By a vote of 94 to 64, participation was affirmed.
While disabil ity insurance is compulsory for private organizations under the provisions
of the California Unemployment Insurance Code, it is elective for public agencies.
Section 710.5 of the Code provides that any public agency employer may elect to become
an employer for disability insurance purposes only. Upon filing an election for
coverage under Section 710.5 and obtaining approval of the Employment Development
Department, the District will become an employer subject to the unemployment
compensation disability insurance law to the same extent as other employers. Beginning
at that time, the District shall withhold from the wages of employees the contributions
required for unemployment compensation disability benefits. District participation in
the State Disability Insurance program is intended to commence as of January 1, 1982.
Employee contributions for the 1982 calendar year are required at the rate of eight-
tenths of one percent of the first $17,000 of wages.
The disability insurance benefits will be integrated with the District's sick leave
pol icy as described in the attached Policy and Procedure titled "State Disability
Insurance program" (Attachment I). The Policy and Procedure was developed through
negotiation with the employee bargaining units and has received their ratification.
The application for elective coverage is filed on Form DE 1378 N (Attachment I I).
By such election, the District agrees to remain a covered employer for not less than
two complete calendar years. A copy of the Board resolution approving the filing of
an application for elective coverage is required with the application (Attachment I I I).
RECOMMENDATION: Adopt the Policy and Procedure titled "State Disabil ity Insurance
program" and a resolution approving the filing of an application for elective coverage
under Section 710.5 of the California Unemployment Insurance Code.
REVIEWED AN~~ECOMMENDED FOR BOARD ACTION
INITrNG DEPT./DIV. .
~'c-. ~--~
~M.
~~\
ATTACHMENT I
((sD
Central Contra Costa Sanitary District
NO.
18
POLICY & PROCEDURE
EFFECTIVE
December 17, 1981
SUBJECT
SECTION
STATE DISABiliTY INSURANCE PROGRAM
Personnel
ESTABLISHED BY:
REFERRING TO:
Board of Directors
State Disability Insurance Prog.
Memorandum Of UnderSI:analng I~OT
1982
POll CY:
The Central Contra Costa Sanitary District
insurance program beginning January 1982.
insurance program for wage loss because of
occupat i ona 1 ill ness or i nj ury.
will participate in the California disability
Benefits are paid under the disability
absences resulting primarily from non-
The disability insurance premium is withheld from the employee's paycheck based on a
prescribed rate applied to a maximum wage amount in each calendar year. The premiums
withheld by the District are paid to the State Disabil ity Fund.
PROCEDURE:
1. Claims Processing:
a. The employee is responsible to file a claim directly to the State Disability
Fund.
b. The State Disability Fund will send the District Form DE 2503, Notice of State
Disability Claim Filed.
c. The District will verify information supplied by the employee and complete the
form before returning it to the State Disability Fund.
d. Benefit payments are made directly to the employee by the State Disability Fund.
II. Integration with the District's Sick leave Program:
a. Absence due to non-occupational illness or injury are to be charged to the
available sick leave balance in the usual manner.
b; Based on receipt of Form DE 2503, benefit payments will be withheld from the
employee's paycheck at the maximum weekly benefit amount, and the equivalent
number of sick leave hours will be reinstated to the employee's sick leave
balance.
c. If the benefits paid were based on less than the maximum weekly amount, the
employee should provide copies of DE 2500 C, Record of Disability Benefits
Paid, to the District and an adjustment to net pay and the sick leave balance
will be made.
d. For medical disability absences in excess of 30 days, an employee who does not
wish to integrate State Disability Insurance payments with sick leave benefits
may request a medical leave of Absence for Board consideration.
I SHEET 1 OF 1
-----_._~.._--'-_._._~.~_._"---_.__._-_...__._-~_._---._-~._-----,.._.._,...__._--~'----,---~~--_..--_._-~_._----~.._-----_._----------
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO. VI. Adm.
2 12 17 81
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
December 15, 1981
SUBJECT
AUTHORIZE ESTABLISHMENT OF A DEFERRED COMPENSATION
PLAN COMMITTEE
TYPE OF ACTION
Establish Standing
Committee
SUBMITTED BY
Walter N. Funasaki, Finance Officer
INITIATING DEPT./DIV.
Accounting
ISSUE: The establishment of a District Deferred Compensation Plan Committee composed
of representatives of management and employee groups would facilitate plan administra-
tion.
BACKGROUND: The District established its Deferred Compensation Plan in January 1976
after voluntarily withdrawing from participation in the Federal Social Security System.
The Plan is administered by the District which has the sole authority to enforce the
Plan and is responsible for the operation of the Plan in accordance with its terms; the
District is to determine all questions arising out of the administration, interpretation
and application of the Plan and such determination shall be conclusive and binding.
The District has appointed the Hartford Variable Annuity Life Insurance Company to main-
tain a deferred compensation fund to which deferred compensation payments are credited
for each employee participant. A statement of each employee's account which shows the
amount of deferred compensation credited, share account balances, investment gains or
losses and service fees assessed are provided to each participant quarterly.
The District's budgeted contribution to the Deferred Compensation Plan for 1981-1982 is
$407,548; the deferred compensation contribution by employees through voluntary payroll
withholdings will be approximately $144,000 for 1981-1982.
The establishment of the Deferred Compensation Plan was originally proposed by an
employee committee which, with the assistance of District Counsel, reviewed deferred
compensation plan programs offered by various providers, recommended the selected
program to the Board of Directors and prepared a plan document which met the Internal
Revenue Service requirements for the tax deferral of contributions to the Plan.
The administration of the Plan in the areas of communicating problems regarding
accountability to Hartford Variable Annuity Life Insurance Company, reviewing employee
requests for emergency withdrawal of funds and recommending action for consideration by
the Board of Directors has devolved to the employee committee. As a result of the
departure from the District of committee members, the employee committee is presently
composed of three members; one of the three employees plans to retire within a year.
The significant monetary value of the Deferred Compensation Plan and its importance in
providing a major employee benefit for District employees require establishment of a
standing Deferred Compensation Plan Committee which is charged with the responsibility
to meet at scheduled intervals to insure administration of the Plan according to its
terms, assess the performance of the Hartford Variable Annuity Life Insurance Company in
fund accountability and investment experience, communicate decisions regarding emergency
REVIEWED AND RECOMMENDED FOR BOARD ACTION
INITYNG DEPT./DIV. .
t7Cfth.., ~
withdrawals or other matters made by the Board of Directors and provide periodic reports
in connection with the Plan performance to District management and the Board of Directors.
It is recommended that the committee be composed of one representative of management and
one employee representative from each employee group and with direction and coordination
by the Finance Officer who is responsible for financial transactions between the District
and Hartford. Assistance regarding legal issues is to be provided by District Counsel.
The selection of the representatives and their terms should be provided to the Adminis-
trative Department Manager by the employee groups.
RECOMMENDATION: Authorize the establishment of a District Deferred Compensation Plan
Committee to be composed of one representative of management and each employee group and
with direction and coordination by the Finance Officer to administer the Plan according
to its terms.
REVIEWED AND RECOMMENDED FOR SOARD ACr/ON
INITIATING DEPT./DIV.
GEN. MGR./CHIEF ENG.
WN F : dw
((sD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
No.VI I. Personnel
1 12/3/81
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
November 23, 1981
SUBJECT
APPROVE MODIFICATION OF DISCIPLINARY ACTION FOR
DANIEL NELSON, MAINTENANCE TECHNICIAN I
TYPE OF ACTION
Rescind diciplinary actio
& approve modified
recommendation
SUBMITTED BY INITIATING DEPT./DIV.
Paul Morsen, Administrative Department Mgr. Administrative
BACKGROUND: At your regular meeting of November 5, 1981, the Board approved a two
week suspension without pay for Daniel Nelson due to disciplinary reasons. I have again
reviewed this matter and, based upon all available facts, have concluded that a lesser penalty
would be in the best interests of all concerned.
Due to this being a confidential Personnel matter. I feel it inappropriate to discuss the details
of this recommendation in a public document but, of course, would welcome the opportunity to
provide a detailed explanation in closed session if the Board is so inclined.
RECOMMENDATION: Rescind previously authorized two week suspension without pay for
Daniel Nelson, Maintenance Technician I and approve a seven (7) day suspension without pay.
IN
REVIEWED AND RECOMMENDED FOR BOARD ACTION
c--
<C<SD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO'III. Consent Cal.
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
November 13,1981
SUBJECT
TYPE OF ACTION
CANCEL SENIOR MATERIALS COORDINATOR CLASS DESCRIP-
TION AND ADOPT NEW CLASS DESCRIPTION
I
PERSONNEL ACTION
SUBMITTED BY
Gail B. Koff, Personnel Officer
INITIATING DEPT./DIV.
Administrative Department
ISSUE: A need exists to update the current Senior Materials Coordinator class description.
BACKGROUl'l:>: Ed Sukacz recently retired from this position and the District is about to
begin recruitment activity to fill this vacancy.
A standard practice of the Personnel Office is to review each class description prior to
advertising a position opening. A review of the Senior Materials Coordinator class
description indicates that minor changes in language could be appropriately handled at this
time.
RECOMMENDATION: Cancel Senior Materials Coordinator class description and adopt new
class description.
#/-
ECOMMENDED FOR BOARD ACTION
GEN. MGR./CHIEF ENG.
<((sD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO. v:
CONSENT CALEND R
8 11 5 81
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
November 3,1981
SUBJECT
RECOMMENDA TION FOR HANDLING FUR THER PETITIONS
OF EMPLOYEES DESIRING TO BE REPRESENTED BY THE
MANAGEMENT SUPPORT/CONFIDENTIAL GROUP
TYPE OF ACTION
Consider Petitions
SUBMITTED BY INITIATING DEPT./DIV.
Paul Morsen, Administrative Department Mgr. Administrative
ISSUE: Additional employees have petitioned the Board requesting that their positions be
represented by the Management Support/Confidential Group.
BACKGROUN): At previous meetings, several petitions have been presented by employees
requesting they be allowed to be represented by the Management Support/Confidential Group.
The Board acknowleged receipt of the petitions and directed that staff draft language that
would provide direction for employees who wish to change representatives and further directed
that this matter be discussed with both bargaining units in a good faith meet and confer
process. Considering the foregoing, it appears that this group of petitions should be handled in
the same manner.
RECOMMENJATION: Acknowledge receipt of the attached petitions and take no action until
procedures are adopted and the meet and confer process regarding this matter is completed.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
<c(sD
Costa
BOARD OF DIRECTORS
District
NO. V. CONSENT CALENDAR
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
October 30, 1981
SUBJECT
ADOPT A NEW CLASS DESCRIPTION FOR SENIOR ENGINEER
(PROJECT MANAGEMENT)
TYPE OF ACTION
PERSONNEL
SUBMITTED BY
Gail Koff
INITIATING DEPT./DIV.
Personnel
BACKGROUND:
The position of Senior Engineer (Project Management) was part of Special
Projects Engineering Division. With the reorganization of the Engineering
Department, the class description for Senior Engineer (Project Management)
required revision to show the new areas of responsibility. A copy of the
proposed class description is attached.
RECOMMENDATION:
Adopt the proposed class description for Senior Engineer (Project
Management) .
REVIEWED AND RECOMMENDED FOR BOARD ACTION
GK '1L JL ~~ CLW
Centra; Con~ra Costa Sanitary Dis-trict
BOARD OF DIRECTORS
NO.V. CONSENT CALENDAR
SUBJECT
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
October 22, 1981
TYPE OF ACTION
~;?&Z;JSM
SUBMITTED BY
ADOPT NEW CLASS DESCRIPTION FOR SENIOR ENGINEER
CONSTRUCTION AND SERVICES.
PERSONNEL
Jay S. McCoy
INITIATING DEPT./DIV.
Construction and Services
ISSUE: A new position of Senior Engineer has been created in the
Construction and Services Division of the Engineering and Construction
Department.
BACKGROUND: The reorganization of the former Engineering Department
included the creation of a new position of Senior Engineer in the
Construction and Services Division. The existing class description
for Senior Engineer does not include an adequate description of the
duties of the new position. tt is therefore necessary to adopt a
new class description including the duties of the new position.
RECOMMENDATION: Adopt a new class description for Senior Engineer -
Construction and Services Division.
R BOARD ACTION
PM
~~ CLW ~GBK
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO.
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
11/5/81
SUBJECT
TYPE OF ACTION
APPROVE EXPENDITURE OF $1 ,000 FOR SUPERVISOR-
MANAGEMENT DINNER, DECEMBER 8, 1981, AT THE
SHERATON INN, CONCORD
Personnel
SUBMITTED BY
Gail B. Koff, Personnel Officer
INITIATING DEPT.!DIV.
Personnel/Administration
ISSUE: The District recommends that a Supervisor-Management Dinner be
held on December 8, 1981 at the Sheraton Inn, Concord.
BACKGROUND: The Supervisor-Management Dinner held last February was
well received by those in attendance and the District recommends that a
sec~~d dinner be held. It is anticipated that each dinner will cost
$13 and we intend to invite approximately 68 employees.
Board Members William Dalton and Al Stanley were present at the last
dinner. We request the Board to advise us as to which Board Members
will attend the December 8 dinner.
RECOMMENDATION: Approve expenditure of $1,000 for Supervisor-Management
Dinner, December 8, 1981, at the Sheraton Inn, Concord.
EVIEWED AND RECOMMENDED FOR BOARD ACTION
<((sD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
NO.
SUBJECT
RECOMMENDA TION FOR HANDLING FUR THER PETITIONS
OF EMPLOYEES DESIRING TO BE REPRESENTED BY THE
MANAGEMENT SUPPORT/CONFIDENTIAL GROUP
TYPE OF ACTION
Consider Petitions
SUBMITTED BY INITIATING DEPT./DIV.
Paul Morsen, Administrative Department Mgr. Administrative
ISSUE: Additional employees have petitioned the Board requesting that their positions be
represented by the Management Support/Confidential Group.
BACKGROUNJ: At your last meeting, several petitions were presented by employees
requesting they be allowed to be represented by the Management Support/Confidential Group.
The Board acknowleged receipt of the petitions and directed that staff draft language that
would provide direction for employees who wish to change representatives and further directed
that this matter be discussed with both bargaining units in a good faith meet and confer
process. Considering the foregoing, it appears that this group of petitions should be handled in
the same manner.
RECOMMENJATION: Acknowledge receipt of the attached petitions and take no action until
procedures are adopted and the meet and confer process regarding this matter is completed.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
c((SD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
1
DATE
October 9, 1981
SUBJECT
CANCEL CLASS DESCRIPTION FOR SENIOR ACCOUNTANT AND
ADOPT NEW CLASS DESCRIPTION
TYPE OF ACTION
ADOPT NEW CLASS
DESCRIPTION
SUBMITTED BY
~alter N. Funasaki
INITIATING DEPT./DIV.
Accounting Department
ISSUE: A scheduled staffing change and conversion to a new financial
management information system make it appropriate to update the Class
Description for Senior Accountant at this time.
BACKGROUND: R. Reagan, Senior Accountant, has submitted his resignation
effective January 8, 1982 to devote full-time to a public accounting
practice which he recently established. In order to hire a replacement
by mid-December, it is necessary to initiate the hiring process immediately.
The present Class Description for Senior Accountant was prepared in 1976.
During the intervening five years, the assigned duties have undergone
modification and the new Class Description has been updated to more clearly
describe present duties.
It is anticipated that the Di.trict's financial reporting system will be
converted in 1981-1982 to a new financial management information system
based on electronic data processing. The new Class Description has been
revised to include knowledge of electronic data processing applications.
The experience requirement has been increased from two to three years with
at least two years in municipal fund accounting.
RECOMMENDATION: Cancel Class Description for Senior Accountant dated
February 1976 and adopt new Class Description.
ECOMMENDED FOR BOARD ACT/ON
CENTRAL CONTRA CO~_A SANITARY DISTRICT
CLASS DESCRIPTION
CODE: DRAFT
EFFECTIVE: October 15, 1981
TITLE: SENIOR ACCOUNTANT
DEFINITION
Under minimal supervision, is responsible to perform complex accounting functions
related to the establishment and maintenance of financial accounts and records; to
prepare financial statements, reconciliations and analyses; and does related work as
required.
EXAMPLE OF DUTIES
Reviews and analyzes accounting operations and systems and, as necessary,
implements new or revised systems and procedures; controls, coordinates and partici-
pates in the preparation of monthly financial statements and account reconciliations;
prepares a variety of journal entries to record payroll, expense accruals, investment
transactions and revenue, fund transfers, capital project authorizations; account adjust-
ments and other account activities; maintains government grant records and prepares
payment requests; assists in preparation of analyses and reconciliations required for
financial audits; assists in the preparation of annual operating budgets; personally
performs a variety of account record keeping, including the maintenance of general
journals, investment subsidiary records, and general and subsidiary ledgers; as assigned,
performs a variety of special projects related to accounting, financial and budgeting
activities; supervises operations of the Accounting Office in the absence of the Finance
Officer.
DESIRABLE QUALIFICATIONS
Knowledge of:
Municipal accounting principles and practices
Enterprise fund accounting procedures
Budget preparation principles
Basic electronic data processing applications
Ability to:
Apply sound accounting procedures to facilitate fiscal control and analysis;
Analyze financial systems, operations, and data and develop sound conclusions
and courses of action;
Understand and function in an EDP environment;
Speak and write effectively;
Establish and maintain cooperative relationships with those contacted in the
course of work;
and
Experience:
Three years of professional accounting and/or auditing experience, including
two years of responsible experience in municipal fund accounting.
Education:
Graduation from an accredited college or university with a bachelor's degree
in accounting.
Costa San
BOARD OF DIRECTORS
District
NO. IV.
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
Oc tobe r 7, 1981
SUBJECT
POSITION PAPER
TYPE OF ACT ION
SUBMITTED BY
APPROVE THE REORGANIZATION OF THE ENGINEERING
DEPARTMENT
REORGANIZATION APPROVAL
CIa rk L. Wedd 1 e
INITIATING DEPT./DIV.
Collection/Engineering Division
ISSUE: The reorganization of the Engineering Department is proposed
for the purpose of consolidating functions and economizing operations.
BACKGROUND: The proposed reorganization is depicted on the attached
organization chart. Significant changes are colored on the chart.
Actions required by the Board are contained in the attached position
papers including new titles and salaries for John Larson and Jay McCoy
and adding one position of Senior Engineer to the Engineering Department.
It is also proposed that the title of the Department be changed to
Engineeri'ng and Construction Department.
RECOMMENDATIONS:
I. Cancel the existing Class Description for Collection System
Engineering and Services Division Manager and adopt a new class
description for Construction and Services Division Manager.
2. Cancel the existing Class Description for Special Projects
Engineering Division Manager and adopt a new class description
for Engineering Division Manager.
3. Reclassify Jay McCoy to Construction and Services Division
Manaaer at a salary of $4216 (minimum range $3575; maximum range
$43L:6) .
4. Reclassify John Larson to Engineering Division Manager at a
salary of $4216 (minimum range $3575; maximum range $434G).
5. Eliminate the position of Construction Division Manager.
6. Establish a position of Senior Engineer in the Construction
and Services Division.
7. The effective date of the above actions will be October 21, 1981.
INITIATING DEPT./DIV.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
~~'~LW
Cont Costa San
BOARD OF DIRECTORS
District
NO.
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
September 21, 1981
SUBJECT
CANCEL EXISTING CLASS DESCRIPTION FOR COLLECTION SYSTE
ENGINEERING AND SERVICES DIVISION MANAGER AND ADOPT
NEW CLASS DESCRIPTION FOR CONSTRUCTION AND SERVICES
TYPE OF ACTION
Clark L. Weddle
INITIATING DEPT./DIV.
Collection System/Engineering
SUBMITTED BY
ISSUE: The reorganization of the Engineering Department includes the
creation of a new position titled Construction and Services Division
Manager.
BACKGROUND: The position of Construction Division Manager is being
eliminated. The Construction Division is being combined with
Collection System Engineering and Services Division and a new Division,
Construction and Services, is being created. The Manager for
Collection System Engineering and Services Division will become
Construction and Services Division Manager. It is necessary to revise
class descriptions to reflect the changes.
RECOMMENDATION: Cancel the class description for Collection System
Engineering and Services Division Manager and adopt a new class
description for Construction and Services Division Manager.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
/CHIEF ENG.
INITIATING DEP~./DIV.
~v4",.;c:. ~
CENTRAL CONTRA C, . A SANITARY DISTRICT
CLASS DESCRIPTION
CODE:
EFFECTIVE:
TITLE: CONSTRUCTION AND SERVICES DIVISION MANAGER
DEFINITION
-,
Under general direction of the Deputy Chief Engineer, manage the Construction
and Services Division of the Engineering and Construction Department of the District;
perform special managerial duties as required; act as Deputy Chief Engineer in his
absence and do all related work as required.
EXAMPLES OF DUTIES
Manages the Construction and Services Division of the Engineering and
Construction Department making independent decisions as necessary in the management
of the division; attends to division personnel management matters, including safety and
training programs, evaluations, promotions, transfers and disciplinary actions;
coordinates work of the division with that of other divisions and departments; reviews
and appraises division project and work reports; reviews and approves designs, plans and
specifications; makes decisions regarding proper sewer service for existing properties
and new developments; confers with the public and representatives of other agencies;
represents the District at public and professional meetings and conferences in regard to
present and future projects and various District matters; prepares reports and position
papers and submits appropriate materials to management and/or the Board of Directors
for necessary action; oversees the investigation of new techniques and products for
approval for use in the District; coordinates and directs through subordinate supervisors
all construction management, investigations, studies, research, analyses, programs,
projects, operations and maintenance assigned to or being a responsibility of the division.
UCENSE REQUIREMENT
Possession of a valid Certificate of Registration as a Professional Engineer in Civil
Engineering isued by the California State Board of Registration for Professional
Engineers.
Possession of an appropriate California Operator's License issued by the State
Department of Motor Vehicles.
DESIRABLE QUALIFICATIONS
Thorough knowledge of:
Engineering princ iples and practices as related and applied to the design,
construction and operation of wastewater collection, treatment and
disposal systems and facilities;
Materials, procedures and equipment used in construction, operation and main-
tenance of wastewater facilities and equipment;
Principles and techniques of organization, management, personnel administra-
tion, budgeting and staff development;
Local, regional, state and federal-related organizations and programs.
and
CONSTRUCTION AND SERVICES DIVISION MANAGER
Ability to:
Plan, organize, direct and control the work of others;
Apply engineering principles and techniques in the solution of difficult and
complex engineering problems;
Prepare clear complete and concise reports and letters;
Perceive and analyze problems and take effective corrective action;
Establish and maintain cooperative working relationships;
"
and
Experience: Ten years of progressively responsible professional engineering
experience, including four years of experience in supervising professional, technical
and trade personnel;
and
Education: Graduation from an accredited college or university with major work in
civil or sanitary engineering or a closely-related field.
CENTRAL CONTRA (. ,A SANITARY DISTRICT
CLASS DESCRIPTION
CODE:
EFFECTIVE:
TITLE:
ENGINEERING DIVISION MANAGER
DEFINITION
Under general direction of the Deputy Chief Engineer, manage the Engineering
Division of the Engineering and Construction Department of the District; perform
special managerial duties as required; and do all related work as required.
EXAMPLES OF DUTIES
Provides professional engineering expertise in planning, organIzmg, directing and
coordinating the Engineering Division of the Engineering and Construction Department,
making independent decisions as necessary in the management of the division;
coordinates with all departments and divisions in the scheduling and/or development of
District projects, including assignment of projects and activities; coordinates and
participates in the hiring and direction of outside consultants; attends to division
personnel management matters, including safety and training programs, evaluations,
promotions, transfers and disciplinary actions; coordinates work of the division with that
of other divisions and departments; reviews and appraises division project and work
reports; reviews and approves designs, plans and specifications; confers with State and
Federal grant funding agencies, and at professional meetings and conferences in regard
to present and future projects and various District matters; prepares reports and position
papers and submits appropriate materials to management and/or the Board of Directors
for necessary action; oversees the investigations of new techniques and products for
approval for use in the District; coordinates and directs through subordinate supervisors
all investigations, studies, research, analyses, programs, projects, operations and
maintenance assigned to or being a responsibility of the division.
UCENSE REGlUIREMENT
Possession of a valid Certificate of Registration as a Professional Engineer in civil,
mechanical or chemical engineering issued by the California State Board of Registration
for Professional Engineers.
Possession of an appropriate California Operator's License by the State Depart-
ment of Motor Vehicles.
DESIRABLE QUALIFICATIONS
Thorough knowledge of:
Engineering principles and practices as related and applied to the design,
construction and operation of wastewater collection, treatment and
disposal systems and facilities;
Materials, procedures and equipment used in construction, operation and main-
tenance of wastewaterfacilities and equipment;
Principles and techniques of organization, management, personnel administra-
tion, budgeting and staff development;
Local, regional and state related programs, including State and federal grants;
and
ENGINEERING DIVISION MANAGER
Ability to:
Plan, organize, direct and control the work of others; "
Apply engineering prinicples and techniques in the solution of difficult and
complex engineering problems;
Prepare complete and concise technical reports, grants and letters;
Perceive and analyze problems and take effective corrective action;
Establish and maintain cooperative working relationships;
and
Experience:
Ten years of progressively responsible professional engineering experience
including four years of experience in supervising professional, technical and
trade personnel;
and
Education:
Graduation from an accredited college or university with major work in civil,
mechanical or chemical engineering or a closely related field. A Masters
Degree in sanitary or chemical engineering is desirable.
<C<SD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO.
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
SUBJECT
CANCEL EXISTING CLASS DESCRIPTION FOR SPECIAL PROJECTS
ENGINEERING DIVISION MANAGER AND ADOPT NEW CLASS
DESCRIPTION FOR ENGINEERING DIVISION MANAGER
October 9, 1981
TYPE OF ACTION
ENGINEERING
artment
ISSUE: The reorganization of the Engineering Department includes the
creation of a new position titled Engineering Division Manager.
BACKGROUND: The Special Projects Engineering Division is being combined
with portions of the Collection System Engineering and Services Division
to form the Engineering Division. The Special Projects Engineering
Division Manager will become the Engineering Division Manager. It is
necessary to revise the Class Description to reflect this change.
RECOMMENDATION: Cancel the Class Description for Special Projects
Engineering Division Manager and adopt a new Class Description for
Engineering Division Manager.
REVIEWED AND RECOMMENDED FOR BOARD ACT/ON
~::(.
-_._~--'---'--"---"'----,--""-,-------,.,,,,---,,-..--.------...-.--.,'...-.-.-,....--........---..,-..--.----.,
<<ISD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO.
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
RECLASSIFY JOHN LARSON, SPECIAL PROJECTS DIVISION
MANAGER ($3833) TO ENGINEERING DIVISION MANAGER ($4216) RECLASSIFICATION
October 9 1981
TYPE OF ACTION
SUBJECT
SUBMITTED BY INITIATING DEPT./DIV.
Clark L. Weddle, Deputy Chief Enginee Engineering Department
ISSUE: The Engineering Department reorganization includes the combining
of three division manager positions into two positions.
BACKGROUND: With the reorganization in Engineering, the Construction
Division Manager position has been eliminated and two other Division
Manager positions are proposed for reclassification. John Larson is
presently the Manager of the Special Projects Engineering Division.
The former Special Projects Engineering Division will be combined with
the design portion of the former Collection System Engineering and
Services Division. The new Division will have responsibility for
project planning, grants management, rates and charges, drafting and
records, and engineering and design for the collection system and the
Treatment Plant. In keeping with the net added responsibility which
will be placed on Mr. Larson, a ten percent salary increase is warranted.
RECOMMENDATION: Reclassify John Larson, Special Projects Engineering
Division Manager ($3833) to Engineering Division Manager ($4216).
REVIEWED AND RECOMMENDED FOR BOARD ACTION
~1Il..... ~;(. ~)...
./CHIEF ENG.
INITIATING DEPT./DIV.
BOARD OF DIRECTORS
NO.
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
September 21, 1981
TYPE OF ACTION
SUBJECT
RECLASSIFY JAY MCCOY, COLLECTION SYSTEM ENGINEERING
AND SERVICES DIVISION MANAGER ($3833) TO CONSTRUCTION
AND SERVICES DIVISION MANAGER ($4216)
RECLASSIFICATION
SUBMITTED BY
Clark L. Heddle
INITIATING DEPT./DIV.
Collection System/Engineering
ISSUE: The Engineering Department reorganization includes the combining
of three division manager positions into two positions.
BACKGROUND: With the reorganization in Engineering, the Construction
Division Manager position has been eliminated and two other Division
Manager positions are proposed for reclassification. Jay McCoy is
presently the Manager of Collection System Engineering and Services
Division. The Design and Records Sections of that Division will be
transferred to a new Division titled Engineering and Design. The
former Construction Division will be transferred to a new Division
titled Construction and Services Division with Jay McCoy as Manager.
Mr. McCoy will essentially assume the duties of the former Construction
Division Manager. A senior engineer position is proposed for the new
Construction and Services Division to assist Mr. McCoy in his management
of the new Division. In keeping with the net added responsibility
which will be placed on Mr. McCoy, a ten percent salary increase is
warranted.
RECOMMENDATION: Reclassify Jay McCoy, Collection System Engineering
and Services Division Manager ($3833) to Construction and Services
Division Manager ($4216).
REVIEWED AND RECOMMENDED FOR BOARD ACTION
INITIATING DEPT./DIV.
~,,::t. ~~i..>-
- ..~ L\.J
/CHIEF ENG.
Cont San
BOARD OF DIRECTORS
NO.
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
October 13, 1981
SUBJECT
ELIMINATE THE POSITION OF CONSTRUCTION DIVISION
MANAGER FROM THE ENGINEERING DEPARTMENT.
TYPE OF ACTION
SUBMITTED BY
Clark L. Weddle
INITIATING DEPT./DIV.
Engineering Department
BACKGROUND: The proposed reorganization of the Engineering
Department includes the consolidation of three Division Manager
positions into two. The Construction Division Manager position
is being incorporated into the new Construction and Services
Division Manager position. Hence, the Construction Division
Manager position can be eliminated.
RECOMMENDATION: Eliminate the position of Construction Division
Manager from the Engineering Department.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
INITIATING DEPT./DIV.
~.:r.~~
G.
San
BOARD OF DIRECTORS
NO.
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
September 22, 1981
SUBJECT
ESTABLISH A POSITION OF SENIOR ENGINEER IN THE CON-
STRUCTION AND SERVICES DIVISION OF THE ENGINEERING
DEPARTMENT
TYPE OF ACTION
ESTABLISH A POSITION
SUBMITTED BY
Clark L. Heddle
INITIATING DEPT./DIV.
Collection System/Engineering
ISSUE: It is necessary to add a Senior Engineer position to the
Engineering Department so that the proposed Construction and
Services Division can function adequately and properly.
BACKGROUND: The reorganization of the Engineering Department in-
cludes the addition of one Senior Engineer position in the new
Construction and Services Division. The purpose of the proposed
position is to assume some of the responsibility of the former
position of Construction Division Manager. Along with the new
Construction and Services Division Manager, the Senior Engineer
wi 11 oversee all of the construction management functions of the
District. The creation of a position at the level of Senior
Engineer is appropriate because of the capabilities of existing
District engineering personnel and the existence of a void in the
current structure of the Construction Division.
RECOMMENDATION: Establ ish a position of Senior Engineer in
Construction and Services Division of the Engineering Department.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
INITIATING DEPT./DIV.
~~~IW~
"
.;)
..
~
'X
'~
"
, ')
~ ~
~ ~
\0
..J
~ ~
\'
,"
I...
I-
'"
I-~
U:c
iiiu
I-Z
"'0
at:
,..~
",N
~~
"'0 ~
..c ~ ~ ... -
~:z It. ~;
:: ~ ~i
~ S ~. j: _
)- e:; ~_
a Q .~
U u=- .'..
:l ~ i
Q:: UJ ~
ffi ~ '-'
uffi ~
<(
...J
..
ii
..
....
w
'"
u
::::
....
~z
"'-
....a
:cO
0"
u
i -
l~
Ji _
'. [.,. ,'".':;".
.' ....... ,..:.;....
~: :.t>:,,',,_-::::_,"
',' ,'."""C-'.,' .
~' Hill, ,''.Ih:',
. -',
Ji- ,
.W ' _
0::> . .
\" "W ~ i
t::a:::: _ ::: %
!"., , "
~~~~,.' :-
o
tr c
i i 5 1
lj ~ i
1 ~ i
.t . !
. ~
.;
,
j
1 ..
:: i
j . 01
'" ..;
-{BLd
.. 0 ~ .
< - - - - - 1.. iii"': 0 ~'
. ; : I
. ' : ; i
. . .... ",)"
I W Q ~I
. I '
.=
~,~ 5 i
u: III
.
t: t
i.~ 5 ~
u.. Ii
t i--lillc~ f-{ill::-.!
~~i :!~.! :!..1
j:. l1:~ ~Pi
.. _ Ii u.. ... w
..Z t
ci~
zw 1 .
wo
!..:~. '-
?i .c
v.: :::: .i
zr .J
1:,": .~
1-'"
uz
a~
","
......J
...
..,
"'"
....w
z",
~..
"'z
"'~
"
t i i' ,-
,; ::: i
j . .I
U'
!
I-
i
.;
t: '. i
~! : ~
u'; U
";",,-
........ ~
[G
= i
~ : t
t << ~
ITl
; 'i
. : 1
t . or:
. Q
tw j.
(;= H
:. -: OM
\~Y.:...
Jh v
i.~ ·
. J . .J
\
rG' -m- I
'0:'" E i !: f
.J I 'J.
. .. ci "'....:t
~
f
. 0)
.
i c. I
~:ft1
1\~.1
. !':r:
g.~j
.l'" ~~;~,
1,:' 'l
:}.- ;.;
,i~':,,_,'
1':,'
~< I
6
,;
:i".,-:';:'
:
::: ~\
t- ~ ~'
...J
~
iii
~
I-
w
'"
U
W
...
! .. i
j : ~
...
c
o
t
~
'<
'\j
(~
..::
~
~
\.I
...
~-
-.;::
--
III
o
Co
.-
.J
i
~
QJ
Z
o 0
~
f
-~ ~
C
o
III
...
QJ
Co
C
o
-
U
:J
...
-
III
C
O.
U
E i
1..1
n
&
!
..
!
i
'0
.;
z
i
!
.~
! I
~
&
'!
J
!
i
'5
.;
z
a;
C
C
o
III
...
QJ
Co
.."
oc5
W
.."
U
~ ~
o ~
,~",v,. .
fl' ; 1
. . , 1
~i. ~
~"'o
BOARD OF DIRECTORS
NO.
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
October 1, 1981
SU'J:t'ECOMMENDA TION FOR HANDLING PETITIONS OF EMPLOYEES
DESIRING TO BE REPRESENTED BY THE MANAGEMENT SUPPORT
CONFIDENTIAL GROUP
TYPE OF ACTION
Consider Petitions
SUBMITTED BY
Paul Morsen, Administrative Dept. Mgr.
INITIATING DEPT./DIV.
Administrative
Issue: Several employees have petitioned the Board to be allowed to have the Management
Support/Confidential Group represent them in wage, benefit and working condition matters and,
at present, the District has no Policy or Procedure in this regard.
Background: The adoption of the MOU with the Employees' Association for the fiscal year
ending June 30, 1982 included a provision that exempted twelve positions from being represented
by the Employees' Association. Subsequently, the twelve employees in these positions organized
their own bargaining unit with which the Board reached settlement at your last meeting. Several
employees in the District have now petitioned (petitions attached) the Board to change their
representation from the Employees' Association to the Management Support/Confidential Group.
An issue such as this dictates that the District must meet and confer on these peititions in hopes
that a mutually acceptable agreement can be hammered out. At this time, the District has no
Ordinance, Policy or Procedure to provide employees direction when they desire to excercise
their rights under Meyers, Milias Brown (Government Code Section 3500, eta!). Accordingly,
common sense would indicate that such direction should precede any move by the District to act
on the petitions that have been presented. Producing a clear set of rules for movement from one
representative unit to another, the forming of additional units, and a procedure for those who
choose to represent themselves, therefore, should be the District's first priority in this matter.
Recommendation: Direct your representatives to draft language that would provide direction
for employees who wish to change representatives and further direct that this matter be
discussed with both bargaining units in a good faith meet and confer process.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
.~
INI
./DIV.
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO. X. Personnel
1 10/1/81
POSITION PAPER
CANCEL PURCHASING & MATERIALS SUPERVISOR CLASS DESCRIP-
TION AND SAFETY & TRAINING SUPERVISOR CLASS DESCRIPTION
AND ADOPT NEW CLASS DESCRIPTIONS FOR PURCHASING AND
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
September 22, 1981
TYPE OF ACTION
CANCEL & ADOPT
CLASS DESCRIPTIONS
SUBMITTED BY
Gail B. Koff
INITIATING DEPT./DIV.
Personnel Division
In July 1981, the District Board approved certain reorganizational recommendations
regarding the Administration Department. The Purchasing and Materials section and the
Safety and Training functions were both moved to the Administration Department under the
Supervision of Paul Morsen, Administrative Department Manager. The intent for the
reorganization is to provide District-wide availability of these services to all departments.
The class descriptions of the above mentioned positions do not accurately describe the
extended sphere of responsibility to all departments and it is, therefore, our recommenda-
tion to adopt class descriptions which accurately reflect new responsibilities.
The titles have also been changed from "Supervisor" to "Officer" to reflect the
increased District-wide responsibility.
It is proposed that the salary ranges for these two positions remain unchanged at the
present time. After an appropriate time frame, the position responsibilities will be
reviewed and any recommendations or changes to the current salary structure will be
brought before the Board for their consideration, if appropriate.
RECOMMENDATION: Cancel Purchasing and Materials Supervisor Class Description and
Safety and Training Supervisor class description and adopt new class descriptions for
Purchasing and Materials Officer and Safety and Training Officer.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
. CHIEF ENG.
September 22, 1981
MEMORANDUM TO: MOLLY MULLIN, PRESIDENT, EMPLOYEES ASSOCIATION
FROM: Gail B. Koff, Personnel Officer
SUBJECT: PURCHASING & MATERIALS SUPERVISOR
Enclosed please find the Position Paper for the Board's consideration
regarding a new class description for the Purchasing & Materials position.
As you are probably aware, we are requesting only the concerns you may
have regarding the positions that fall within your representative unit.
Please advise me of any comments you may have regarding the above
position by Monday, September 28,1981.
GB K: wl
Enclosure
C,."..,
:.:.,-,:..,,,
,'..;C..,:"
G..";
..' ,...',
~
l
DRAFT
CENTRAL CONTRA COS SANITARY DISTRICT
CLASS DESCRIPTION
CODE:
EFFECTIVE:
TITLE:
PURCHASING AND MATERIALS OFFICER
DEFINITION
Under general direction of the Administrative Department Manager, plans, directs,
and coordinates the purchasing activities, inventory control, warehousing, inspection,
delivery, rental, lease of materials, surplus disposal, and performs other related work as
required.
EXAMPLES OF DUTIES
This class is responsible for planning, development, and direction of a program in
compliance with District code, for purchasing, rental, and lease of materials, supplies
and equipment and the procuring of services as required by the District. Some typical
examples of work performed are plans, directs, coordinates and reviews the purchasing,
material control, and clerical activities of the Districts purchasing unit; reviews
purchase orders and directs the placement of purchase orders to purchase maintenance,
operational and repair supplies and equipment; coordinates the administration of
purchase orders and assists in foilowup on contracts for material and equipment;
coordinates change orders and billing corrections; directs the preparation of formal
purchasing proposals for materials, supplies and equipment; writes purchasing specifica-
tions when standard or other specifications are not available; keeps informed on
purchasing trends, obtains samples and literature, visits manufacturers, calls at display
rooms and attends demonstrations to keep abreast of new products of interest; develops
diversified sources for purchase of supplies and equipment; conducts analytical studies
and negotiates settlement of claims and price changes for damaged or disputed
shipments and change orders; assists with the preparation of the annual budget, as
requested, for the purchase of materials and equipment for the District; compiles special
and periodic reports regarding purchasing activities; provides an inventory control
program to maintain materials and supplies required by the District at efficient and cost
effective levels; keeps informed of laws, rules and regulations affecting the District's
purchasing unit; seeks advice from the District's legal counsel, as needed; and provides
for the increased efficiency of the unit by training personnel and developing procedures
to meet immediate and future needs.
LICENSE
Possession of an appropriate Cali fornia Operator's license issued by the State
Department of Motor Vehicles.
QUALIFICATIONS
Knowledge of:
Purchasing princ iples, practices and procedures;
Standard price and purchasing reference sources;
Procedures for proposal advertising and bid acceptance;
Technical purchasing specification writing;
Budgeting and budgetary control;
Methods of purchasing by specification and competitive bidding;
Common supply sources;
Inventory control and material storage practices;
legal aspects of purchasing and purchase contracts;
PURCHASING AND MATERIALS OFFICER
C.,.
,.:....:.
..
and
Ability to:
Plan, direct, coordinate and review the work of others;
Analyze technical purchasing problems;
Read and interpret civil and mechanical engineering drawings;
Review requisitions and relate them to current and proposed purchasing
activities and market conditions; _
Prepare clear and concise reports and correspondence;
Direct the maintenance of purchasing records;
Prepare, compile, and analyze statistical data;
Establish and maintain effective relationships with those contacted in the
course of work.
EXPERIENCE
Five years of responsible employment in purchasing and/or materials control of
construction or related materials and equipment which includes a minimum of two years
of responsible supervisory experience.
EDUCA nON
(--
Graduation from an accredited four-year college with major work in business
administration, engineering, or a related field. Additional experience as described above
may be substituted for the required education on a year-for-year basis for up to two
years.
l
DRAFT
CENTRAL CONTRA Cc. . SANITARY DISTRICT
CLASS DESCRIPTION CODE:
EFFECT I VE:
TITLE:
SAFETY AND TRAINING OFFICER
DEFINITION
Under general direction of the Administrative Department Manager, directs,
coordinates and supervises the implementation and maintenance of a comprehensive and
effective District Safety, Health and Training Program and, performs other related work
as required.
EXAMPLE OF DUTIES
Assists the District's various departments in developing and maintaining a
continuous and comprehensive safety and accident prevention program; inspects,
monitors and audits District buildings, property, equipment and work sites; reviews plans
and designs, analyzes work practices and makes recommendations to ensure compliance
with safety standards, laws, and ordinances, as well as safe work techniques; investigates
accidents, analyzes causes, reviews accident injury reports and implements measures to
prevent the recurrence of accidents; serves as staff for District Central Safety
Committee; evaluates District-wide training programs and assists in the departmental
development of needs and objectives and the implementation of these programs; drafts
and recommends District-wide safety and training policies and procedures; provides
annual budget assistance for departmental training programs, secures and coordinates
necessary safety and health consultants or instructors; represents the District at various
public meetings and professional conferences pertaining to safety, health and training
programs; responsible for preparation of annual safety budget and control of expendi-
tures.
LICENSE
Possession of an appropriate California Operator's license issued by State Depart-
ment of Motor Vehicles.
DESIRABLE QUALIFICA nONS
Knowledge of:
Principles of industrial safety, health and accident prevention principles and
practices;
The applicable features of the California Occupational Safety and Health Act
regulations of the California compensation insurance laws;
California traffic laws; fire prevention techniques and the use of fire
suppression equipment/systems;
Personal protective and engineering princ iples applicable to controlling
occupational hazard~ and then elimination;
The principles and procedures of employee training, leadership skills, and
conference and training techniques.
"< ..,........-.--~.~-........ ._.,...._'"....~..,__.._,.''O___ ___~.___~..____.
SAFETY AND TRAiNING OFFICER
Ability to:
Plan, promote and assemble, organize and analyze data;
Prepare clear and concise reports and write and speak effectively;
Implement effective safety, health, and training programs;
Plan and direct the work of others;
Read and interpret civil and mechanical engineering drawings;
Develop and maintain cooperative working relationships with those contacted
in the course of work;
To analyze and identify hazardous operations, c'onditions and equipment and
develop remedial measures.
EXPERIENCE
Five years of experience in industrial safety and employee training which has
included at least two years in the development and instruction of training programs, two
years in developing and conducting a comprehensive safety and accident prevention
program, and one year in responsible supervisory experience.
Experience in a wastewater treatment or water reclamation facility is highly
desirable.
EDUCA nON
Graduation from an accredited four-year college or university or its equivalent.
(Additional qualifying experience may be substituted for the required education on
a year-for-year basis, up to two years.)
~ ) j
-'
c((SD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO.X Personnel
2 10/1/81
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
October 1, 1981
SUBJECT
APPROVE THE PROMOTION OF GREGORY DE CHAMBEAUX,
OPERA TOR I TO OPERATOR III, RANGE 65-A, $1930, EFFECTIVE
OCTOBER 15, 1981
TYPE OF ACTION
Personnel
SUBMITTED BY
Robert A. Baker
INITIATING DEPT./DIV.
Plant Operations Department
Issue: The treatment plant is critically short of persons in the Operator III classification.
Background: The treatment plant presently has three unstaffed Operator III positions. One
position is unstaffed due to the retirement of Ollie Downing, and two positions are unstaffed due
to the extended illnesses of Lee Devol and Robert Sperl.
Gregory DeChambeaux, Operator I, is presently acting as a provisional Operator III. Mr.
DeChambeaux scored No.1 on the Operator III eligibility list, is the only person left on the list,
but is not eligible for promotion until he meets the experience requirement in April, 1982.
Normally, when a vacancy occurs with no eligible person on the Eligibility List, the list is
cancelled, and any employees on the list who do not yet satisfy the job requirements have to
reapply for the position. Due to the critical shortage of Operator Ill's, the Plant Operations
Department recommends that Mr. DeChambeaux be promoted to Operator III with the stipulation
that he serve a 12-month probationary period. Normally, this is done by staff without Board
approval. However, due to the critical staffing shortage, we are requesting Board approval on
this recommendation due to the large variance between class description experience require-
ments and candidate qualifications.
Recommendation: Promote Gregory DeChambeaux to Operator III, Range 65-A, $1930 and
stipulate that he serve a 12-month probationary period.
RECOMMENDED FOR BOARD ACTION
R.A.B.
Costa Sanitary District
BOARD OF DIRECTORS
NO. X. Personnel
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
September 16, 1981
SUBJECT
EST ABLlSHMENT OF MANAGEMENT COMPENSA nON LEVELS FOR
FISCAL YEAR ENDING JUNE 30, 1982
TYPE OF ACTION
ADOPT MANAGEMENT
COMPENSA nON
SUBMITTED BY
Paul Morsen, Administrative Dept. Manager
INITIATING DEPT./DIV.
Administrative
ISSUE: The District's upper level management group has not had salaries adjusted for fiscal year
1981-1982 due to delays in reaching settlements with our other groups.
DISCUSSION: As a result of discussions with the General Manager-Chief Engineer, I have been
directed to prepare a proposal for a compensation package for the District's managers for fiscal
year 1981-1982. Accordingly, four recommendations are presented for the Board's consideration
as regards managers' compensation:
1. Establishment of Salary Ranges for Managers: At the present time, the District's
management employees are compensated at a flat rate. This method of compensation
does not allow the flexibility that would provide for salary negotiations with newly
recruited managers where competition from other employers is keen. In addition,
establishing ranges would tend to maintain the compensatory relationship between
management positions and avoid problems of compaction. Finally, the publishing of
ranges in our recruiting materials will demonstrate possible upward mobility to our
prospective employees.
Attached is a proposed salary range chart for Managers that simply recognizes
minimum and maximum figures allowing the General Manager-Chief Engineer the
flexibility of recommending merit increases within a fixed limit. The chart delineates
the proposed ranges and indicates the placement of our managers within this schedule.
2. Across the Board Increases: It is recommended that a 7.5% across the board increase
be granted to all managers, effective July 1, 1981. The attached salary chart reflects
both the proposed ranges of management employees and their proposed compensation
with the 7.5% increase. This increase will place all managers within their proposed
range with one exception. Robert Baker, Plant Operations Department Manager is
occupying a position that is extremely difficult to find qualified individuals to fill and
one which needs to be compared to managers of the most technically advanced of
wastewater treatment plants. Therefore, an additional $86 per month should be added
to Mr. Baker's salary beyond the 7.5% increase to place the position at the minimum of
the proposed range (present salary of $3,590 monthly+ 7.5% +$86 = $3,945). It is felt
that a 7.5% across the board increase is a reasonable recommendation considering the
recent settlement between the District and the Employees' Association.
3. Merit Increases: It is planned that the General Manager-Chief Engineer would
recommend merit increases for individual managers separately from this document.
These merit increases will take into account a manager's demonstrated performance
and will reflect efficiency, ability and contribution to the District operation. It is
~
GEN. MGR./CHIEF ENG.
~~
(r\el(f f' ", e.. J
proposed that these recommendations be returned to the Board at your regular meeting
of October 1, 1981.
4. Benefits: In addition to those benefits presently available for management
employees, it is recommended that the District make available a selective benefit
program that would allow managers the opportunity to select from the following list
those benefits that would best suit their personal circumstances:
Vision Plan
Additional Life Insurance
Increased Orthodontal Coverage ($500 more)
Short Term Disability Plan (to be coordinated with SDI Election)
Fitness Program Plan
Additional Deferred Compensation
Co-Insurance Reimbursement
Yearly Physical
Tuition (in addition to present)
Long Term Disability
A plan such as this is in keeping with compensation packages in the private sector as
well as larger public section jurisdictions from which the District frequently recruits its
higher level management personnel. It is recommended that each manager be
authorized a monthly sum of $120 to be used to purchase the above benefits. This plan
would be made available on November 1, 1981 and would equal an average 2% increase
for the eight months remaining in fiscal year 1981-82.
RECOMMENDED BOARD ACTION:
1. Implement the attached salary range chart as the compensation schedule for managers.
2. Provide across the board salary increases of 7.5% to all managers with an additional $86
for the Plant Operation Department Manager in order that this position falls in the
recommended salary range.
3. Authorize General Manager-Chief Engineer to bring recommendations for Merit
Increases to the Board at your regular meeting of October 1, 1981.
4. Implement the Selective Benefit Plan for Managers as described in the foregoing and
provide each manager $120 per month to be used in selecting available benefits.
REVIEWED AND RECOMMENDED FOR SOARD ACTION
f .
SALARY
RANGE
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
35
36
37
.
'Jj
. t~(~.
I
'''''.:'''-,;._''~..-
....~" ~ ::.,~"'"'-, ,~::_.:;;.~~<"; '<..: ;';~'l~",!--~~r:;~~~~:"~'~~~t~)~~tk:t~::'f:~~~~"':~'/~::'V~:j4.~;~~,~-;r.;;:,,'.'!'.~:..
.-,.,.._-~.......,.,....-- .'-.'"
PROPOSED MGMT. SALARY RANGES (NOT INCLUDING LONGEVITY PAY
(MONTHL Y SALARY) EFFECTIVE 7/1/81
MIMIMUM
RANGE
MAXIMUM
RANGE
NAME & POSITION
C. Weddle
D. Ni les
R. Baker
/R. Hinkson
.c-- P. Morsen
/J. Larson
..::::::.- J. M c Coy
C. Batts
W. Funasak i
c--G. Koff
~ C. Hopkins
Deputy Chief Engr.
Deputy Gen. Mgr.
PIt. Ops. Dept. Mgr.
Manager, C.S.O.
Admin. Dept. Mgr.
Spec. Projects Div.
Coll.Sys.Engr. Div.
PIt. Mtce.Div.Mgr.
Finance Officer
Personnel Officer
Secretary to Board
* See Position Paper Narrative
** Does not include Longevity pay
*** Does not include longevity or supplemental pay
6,625
6,464
6,306
6,152
6,002
5,856
5,713
5,573
5,437
5,305
5,176
5,050
4,927
4,805
4,688
4,574
4,462
4,354
4,248
4,145
4,044
3,945
3,850
3,756
3,665
8,052
7,856
7,665
7,478
7,295
7,118
6,945
6,775
6,609
6,448
6,292
6,138
5,989
5,840
5,697
5,560
5,423
5,293
5,163
5,039
4,915
4,794
4,680
4,565
4,454
3,575
3,488
3,403
4,346
4,239
4,137
3,321
3,240
3,161
3,083
3,008
2,935
2,864
2,794
2,726
4,036
3,939
3,842
3,747
3,656
3,568
3,481
3,397
3,313
PRESENT
SALARY
$4590
$3930
$3590
$3833
$3500
$3565
$3565
$3380
$3131
$$2539
3056
SALARY
W /7.5%
INCREASE
$4934
$4225 ~,,',
$3945 ,',
$4120 ,'n',
$3763
$3833
$3833
$3634
$3366
\~~~~ .'. .'. -'.
,~ ,.. ,..
c((SD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO~III. Personnel 5
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
August 3, I 981
SUBJECTCANCEL THE EXISTING CLASS DESCRIPTION FOR CIVIL
ENGINEERING ASSIST ANT I AND ADOPT A NEW CLASS
DESCRIPTION FOR CIVIL ENGINEERING ASSISTANT I
TYPE OF ACTION
PERSONNEL
SUBMITTED BY
Jay McCoy
INITIATING DEPT./DIV.
ENGINEERING/COLLECTION SYSTEMS
BACKGROUI'[): This position is the first step in the professional level in the
Engineering/Collections Department and includes personnel in the Survey Division. With
the passing of Senate Bill No.2 in 1979, which becomes effective January I, 1982, the
Engineers exemption in the Land Surveyors Act will no longer be in effect. The class
description for Civil Engineering Assistant I should reflect this by being changed as shown
underlined on the attachment.
RECOMMEl'VATION: Cancel the existing class description for Civil Engineering
Assistant I and adopt a new class description for Civil Engineering Assistant I to reflect
the substitution of Land Surveyor Certificates for required Education.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO.
O I VIA: ROGER J. DOLAN
POSITI N PAPER General Manager-Chief Engineer
DATE
August 6, 1981
TYPE OF ACTION
SUBJECT
CONSIDER DISTRICT POLICY ON OVERTIME PA Y FOR
MANAGEMENT PERSONNEL
PERSONNEL
SUBMITTED BY
Roger J. Dolan
INITIATING DEPT./DIV.
Administrative
ISSUE: A question has been raised concerning District policy regarding the payment of
overtime compensation to District Managers.
BACKGROUI'V: Upon my appointment as General Manager-Chief Engineer of the
District, I was verbally advised of the District policy with regard to overtime. This policy
was essentially as set forth in a memorandum to all District employees from the then
D i s tr i ct Manager -Ch i ef Engi neer , dated May 8, I 963, copy of that memorandum be i ng attached
hereto.
My understanding of that policy was that it had been required by the then Board. As
the policy states, no overtime was to be paid to "Department Heads" unless such was
specifically authorized or ordered by the General Manager-Chief Engineer. In those
cases, the managers would receive straight time payments.
It is my understanding that in 1963, the term "Department Heads" was used to
designate a management-non-management dividing line since in 1963, the highest non-
management position was Engineering Associate and the lowest management position was
Department Head. In the intervening years, higher non-management positions were added
that were considered to be eligible for overtime pay and also lower management positions
were added which were considered not eligible for overtime pay.
The current definition of which positions are management, and therefore generally
not entitled to overtime compensation is as set forth in Chapter 4, Sec. (4-409A) of the
Code. They are General Manager-Chief Engineer, Deputy Chief Engineer, District
Counsel, Secretary of the District, Department and Division Managers, Finance and
Personnel Officers. To these would be added the Deputy General Manager, a position
created in February 1981.
RECOMMENDATION: It is requested that the Board of Directors state what they
consider to be the policy for payment of overtime compensation to management personnel
as the term "management personnel" is defined above.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
-
%0f7 ~:H'-~NG.
/71)/l v ---
INITIATING DEPT./DIV.
Centr1 Contra Costa Sanil.. , District
BOARD OF DIRECTORS
NO. 'VI II. Personnel 1
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
July 23~ 1981
SUBJECT
TYPE OF ACTION
APPOINT LAWRENCE PAUL MORSEN TO THE POSITION OF
ADMINISTRATIVE DEPARTMENT MANAGER, EFFECTIVE
AUGUST 1 1981
Personnel
SUBMITTED BY
INITIATING DEPT./DIV.
Gail B Koff Personnel Officer
Personnel Administration
ISSUE: The District has completed the recruitment activity for the position
of Administrative Department Manager. The management/consulting firm of
Firby & Associates was retained for this purpose.
The District interviewed those candidates selected by Firby & Associates and
after discussion. with the Board~ offered the position to Mr. Morsen~ Director
of Administration and Personnel~ Del Norte County~ Crescent City, California.
Mr. Morsen accepted our offer and began his employment with the District on
August 1, 1981.
RECOMMENDATION: Appoint Lawrence Paul Morsen to the position of Administrative
Department Manager~ effective August 1, 1981.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
ENG.
."",~~ ,,,"-..,,.' ,,...:,,,,,:, - _''';''''",;.,-..\,,~...:~ ~ jf:..
; ,~
~.~:...:;.....;.;.~.~....~~;~,~ '~"~k;'-" "'\"'~~~~~':;~i,.,.'~I.~s.~..:~~~~,..:'~;;'.:-L,:..;,.,',""
Contra Costa Sanitary District
BOARD OF DIRECTORS
NO.
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager Chief Engineer
DATE
SUBJECT
TYPE OF ACT ION
APPROVE TERMINATION OF THOMAS ECKERT,
MAINTENANCE TECHNICIAN I
Personnel
INITIATING DEPT./DIV.
SUBMITTED BY
ISSUE: Mr. Thomas Eckert has been an employee of the District since
September 15, 1980. Mr. Eckert has been absent from his position for
over 30 calendar days and has not contacted the District, despite our
attempts to communicate with him. His continued absence has created
a manpower shortage in the maintenance division which has resulted in
a backlog of work that must be completed.
A certified letter was sent to Mr. Eckert's home advising him that
the Board would be considering his termination of employment.
RECOMMENDATION: In accordance with Chapter 4, Section 4-603 (2) failure
to perform duties, it is recommended that Mr. Eckert be terminated
effective August 6, 1981.
cc: Employees Association
REVIEWED AND RECOMMENDED FOR BOARD ACTION
INITIATING DEPT./DIV.
W
R.A.B.
G.B.K.
<c(sD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO.
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
August 3, I 981
SUBJECT
CONSIDER DISTRICT POLICY ON OVERTIME PAY FOR
MANAGEMENT PERSONNEL
TYPE OF ACTION
PERSONNEL
SUBMIT1:l[D BY
~O er J. Dolan
INITIATING DEPT./DIV.
Administrative
ISSUE: A question has been raised concerning District policy regarding the payment of
overtime compensation to District Managers.
BACKGROUN): Upon my appointment as General Manager-Chief Engineer of the
District, I was verbally advised of the District policy with regard to overtime. This policy
was essentially as set forth in a memorandum to all District employees from the then
District Manager-Chief Engineer , dated May 8, 1963, copy of that memorandum being attached
hereto.
My understanding of that policy was that it had been required by the then Board. As
the policy states, no overtime was to be paid to "Department Heads" unless such was
specifically authorized or ordered by the General Manager-Chief Engineer. In those
cases, the managers would receive straight time payments.
It is my understanding that in 1963, the term "Department Heads" was used to
designate a management-non-management dividing line since in 1963, the highest non-
management position was Associate Engineer and the lowest management position was
Department Head. In the intervening years, higher non-management positions were added
that were considered to be eligible for overtime pay and also lower management positions
were added which were considered not eligible for overtime pay.
The current definition of which positions are management, and therefore generally
not entitled to overtime compensation is as set forth in Chapter 4, Sec. (4-409A) of the
Code. They are General Manager-Chief Engineer, Deputy Chief Engineer, District
Counsel, Secretary of the District, Department and Division Managers, Finance and
Personnel Officers. To these would be added the Deputy General Manager, a position
created i n February I 981.
RECOMMEl\DATION: It is requested that the Board of Directors state what they
consider to be the policy for payment of overtime compensation to management personnel
as the term "management personnel" is defined above.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
INITIATING DEPT./DIV.
<c(sD
Central
BOARD OF DIRECTORS
NO. VII 1.
POSITION n P VIA: ROGER J. DOLAN
~A ER General Manager-Chief Engineer
SUBJECT CREATE ONE ASSOCIATE ENGINEER POSITION AND DELETE ONE
ASSISTANT ENVIRONMENTAL ENGINEER POSITION IN SPECIAL
PROJECTS ENGINEERING DIVISION
DATE
July 31,
TYPE OF ACTION
PERSONNEL
SUBMITTED BY
John Larson
INITIATING DEPT./DIV.
Special Projects Engineering Division
BACKGROUND
The current authorized staffing for the Special Projects Engineering
Division (SPED) includes one vacant Assistant Environmental Engineer
position. Since the time that the position was authorized in April
1979, the character of the projects has changed. The Stage 5A project
completion work, especially the modifications to the Multiple Hearth
Furnaces, requires greater experience. The work is more appropriate
for the Associate Engineer level.
There are adequate funds in the current O&M Budget to cover the cost
of thi s change.
REcm~MENDATION
Authorize the creation of one Associate Engineer (Environmental)
position and delete one existing Assistant Environmental Engineer
position in the Special Projects Engineering Division.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
GK
JAL
--.-, -----.>..>...-~-----,-.~--~..- '_'M~_'."-'_~_"'~____"_~_''''''_'____.____,~_"____.".~a ._._ _ ___.....___.._.._._...._
August 5, 1981
MEMO .TO: Roger J. Dolan
VIA: Cl ark Weddl e c..;tW
FROM: John Larson
SUBJECT: SPECIAL PROJECTS ENGINEERING DIVISION ORGANIZATION
The current Special Projects Engineering Division (SPED) organization
(attachment) includes two engineers at the assistant level. This
organization was selected to provide limited technical support for the
Metcalf & Eddy project, accomplish small design projects (e.g. influent
and primary effluent sampler installation), and provide support to Plant
Operations. Some of this work continues; however, the remainder has
advanced to the design phase. The coordination and project management
responsibilities for the design work is more appropriate to the Associate
Engineer level. The most notable example is the multiple hearth furnace
modification project. Successful completion of this work will require
close coordination between the designer, the contractor, the regulator,
and the operator. Failure to properly coordinate and manage this work will
result in costly delays and possible failure to meet design/operating
requirements.
I recommend that the Assistant Environmental Engineer position vacated
by Doug McMillan be upgraded to an Associate Engineer (Environmental)
po s it ion.
/sf
A ttac hment
SPECIAL PROJECTS ENGINEERING DIVISION
ORGANIZATION
DIVISION MANAGER
John Larson
I
SENIOR ENGINEER
(Project Management)
Vacant
ASSOCIATE ENGINEER
(Contract Specialist)
Curt Swanson
ASSOCIATE ENGINEER
(Environmental)
Joye Kura sa k i
TEMPORARY ASSOCIATE
ENGINEER
(Pilot Plant Operations)
Jarred Miyamoto-Mills
ASSISTANT ENGINEER
Steve McDonald
ASSISTANT ENVIRONMENTAL
ENGINEER
Vacant
SECRETARY
Shirley Fowle
TEMPORARY SUMMER
EMPLOYEE
Greg Slocum
---~----"._'----'''''''''''-'-'''----'''''-'''-'--'-------.._-_..-,.... - . - - ...._.."_._..._,,..,,~-------,_.,-_.,,'~.. '-'--"'-'-"~-~'-'''''-'''''--''''-'''-''-''--
D
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO. I X. Personnel
3 7 16 81
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
July 13, 1981
SUBJECT
DELETE THE SENIOR MECHANICAL ENGINEER POSITION
(RANGE 82) AND CREATE A SENIOR ENVIRONMENTAL ENGINEER
POSITION (RANGE 82)
TYPE OF ACTION
SUBMITTED B~ b tAB k
KO er . a er
W,ITIAT1"W DEPT./PIV.
Plant uperatlons Department Manaqer
ISSUE: The Plant Operations Department requests a position change.
BACKGROUND: In the reorganization of the Plant Ooerations Department, which
was authorized by the Board of Directors in February, 1981, the position of
Solids Conditioning Supervisor was deleted and the position of Senior
Mechanical Engineer was created. The main purpose for creating the Senior
Mechanical Engineeer was to provide training and planning for furnace start-up
and operation.
The Senior Mechanical Enqineer Dosition was extensively advertised, and oral
interviews were held. Unfortunately, no suitable apolicant was found. Based
on our exoerience thus far, it is unlikely that a suitable candidate for this
position can be recruited.
A re-evaluation of the technical/supervisoral needs of the Plant Operations
Department has revealed another option. It is proposed to create a Senior
Environmental Engineer position that will take the responsibility for furnace
start-up coordination. In addition, the Senior Environmental Enaineer will
direct the Process Control Engineer. It is believed that the environmental
engineer marketplace is more favorable than the mechanical engineering market-
place at this time.
RECOMMENDATION: Delete the Senior ~echanical Enqineer position (Ranqe 82)
in the Plant Operations Department and create a Senior Environmental--Engineer
position (Range 82) and adopt the Class Description for Senior Environmental
Engineer.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
RAB
RJD
INITIA~~IV.
_.,__+..._~~,",,_____..__'n""""____'_'_._+__"'"'__ w __.__,.____.__._"'__.,__,____".._.~_____. .. -...-'--- .,---.---~.,,----.-,._._,.---"_._'--.-
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO. IX. Personne
2 7 16/81
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
SUBJECT
7/16/81
TYPE OF ACTION
APPOINTMENT OF CHARLES BATTS TO PLANT MAINTENANCE
DIVISION MANAGER, RANGE 86C, EFFECTIVE MARCH 9, 1981
Personnel
SUBMITTED BY
Gail B. Koff, Personnel Officer
INIJ.IATING DEP-1Tl~DIV... .
personne Momlnlstratlon
ISSUE: A recent review of past Board actions indicated that the Board
never officially appointed Charles Batts to the Plant Maintenance Division
Manager position, as required by District Ordinance Code Section 4-409 (A).
In accordance with the September 26, 1980 position paper enclosed, Mr. Batts
accepted our offer of employment, and has been with the District since
March 9, 1981.
RECOMMENDATION: Appointment of Charles Batts to Plant Maintenance
Division Manager, Range 86C, effective March 9,1981.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
INITIA'(ING/DEPT./DIV. ;' /
#V/drY/ /
<C<SD
Central
BOARD OF DIRECTORS
District
NO. IX.
)ers o9n ~/ 81
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
SUBJECT
Julv 16, 1981
TYPE OF ACTION
ELIMINATE THE POSITION OF PERMANENT-INTERMITTENT
CLAIMS ANALYST, CONSTRUCTION SERVICES DIVISION
Personnel
SUBMITTED BY
Gail B. Koff Personn 1
INITIATING DEPT./DIV.
On February 5, 1981 the Board approved several recommendations made by
staff regarding the Construction Services Division. One of the Board approved
recommendations was the continuation of one Permanent-Intermittent Claims
Analyst position for purchasing related activities. Since the District had
not yet centralized the purchasing function of the District, continued purchas-
ing demands of the Construction Services Division justified the continuation
of this position for the immediate future.
Within the scope of this years request for Personnel changes, the District
recommended and the Board approved consolidation of all District purchasing
activities under the Administration Department. The Purchasing Division
requested an additional position (Sr. Buyer) to absorb this increased workload
which included the purchasing needs of the Construction Services Division.
Therefore, the Permanent-Intermittent Claims Analyst position in the Construction
Services Division became surplus when the Board approved the additional Sr. Buyer
position.
Although this issue was discussed at some length, a position paper concern-
ing this matter was not included in the Personnel Budget Request Book nor was it
reflected in the 1981-82 CSD Personnel Salaries Budget.
We have met and conferred on the program for implementation of this staff
reduction with the Employees Association. The District advised Donal Gallagher,
Permanent-Intermittent Claims Analyst, that his position would become surplus
on June 30, 1981 and offered him the Permanent Sr. Buyer position in the
Purchasing Division. Mr. Gallagher accepted the appointment of Sr. Buyer,
Range 68E, effective July 1, 1981.
RECOMMENDATION: Eliminate the position of Permanent-Intermittent Claims
Analyst, Construction Services Division
REVIEWED AND RECOMMENDED FOR BOARD ACTION
l,. .-
I
Centr.a~ Contra Costa San~1Y.dry District
BOARD OF DIRECTORS
NO. XI. Personnel - 1
7 2 81
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE,
SUBJECT INCREASE MAItHENANCE TECHN I C IAN III, I NSTRUMENTATI ON
SALARY TO R69 ($1978 to $2392) AND II~CREASE MAINTENANCE
TECHNICIAN IV, INSTRUMENTATION SALARY TO R74 ($2228 to $2698)
June 24., 1981
TYPE OF ACTION
Personnel
Robert A. Baker
INITIATING DEPT./DIV.
Plant Operations
SUBMITTED 8V
Issue: An industry-wide shortage of qualified Instrument Technicians has resulted in
elevated salaries in the marketplace. The Central Contra Costa Sanitary District's
salary range for Maintenance Technician I I I, Instrumentaion is no longer competitive.
Background: In the past several months, it has become evident that the Instrumentation
Technician salaries are critically low. In the spring of 1981, one Instrumentation
Technician I I I resigned his position with the District to take a similar position with
the city of San Francisco. His reason for leaving was advancement opportunity and pay.
A second Instrumentation Technician I I I applied for a position in Instrumentation
Maintenance at the San Jose Treatment Plant strictly on the monetary issue; fortunately
he decided to stay for personal reasons. A third Instrumentation Technician I I I has
been offered a position with the city of San Francisco, but wishes to remain with
the District if the economic penalty is not too great. The following is a comparison
of the present Instrumentation Technician salaries between Central Contra Costa Sanitary
District, San Jose, and the city of San Francisco:
CCCSD
San Jose
San Franc i sco;';
$1796 - $2176 per month
$1954 - $2374 per month
- $2743 per month
*San Francisco is currently offering top step salary for Instrumentation
Technician.
The District's Water Pollution Control/Reclamation Plant is unique in many ways;
from the aspect of instrumentation, its computer control and highly automated systems
challenge the most experienced and professional Instrument Technicians. Our Instrumenta-
tion Class Descriptions require an accompl ished and skilled individual who can maintain,
install, test, cal ibrate, and diagnose problems in all types of instruments. The plant
depends on such instruments for process control, equipment protection, problem identifi-
cation, as well as safety and environmental monitoring. These requirements make the
position of Instrumentation Technician one of the most critical within the plant, and
one of the most difficult positions to replace.' A recent classified ~dvertisement ran
by the District for this position in several area newspapers brought very few responses
from possible applicants; further review showed that only one may be qualified.
This position paper would affect the salary of the six budgeted Instrumentation
positions and would be in addition to any general increase granted by the Board of
Directors in 1981. Maintenance Technician I I I 's in the electrical and mechanical areas
REVIEWED AND RECOMMENDED FOR BOARD ACTION
RAB
C4b
INlm DEPT./DIV.
GK
RJD
I
'-
Position Paper: Incre
~_.ary Range
-2-
would not be affected by this increase. There is substantial precedent in private
industry and governmental agencies for compensating Instrumentation Technicians at
a higher level than other trades.
This position paper is to bring the District's salary range for qualified
Instrumentation Technicians to a level required to attract people in today's
business environment.
Recommendation: It is recommended that the Board adopt the R69 salary range for
Maintenance Technician I II, Instrumentation and the R74 salary range for
Maintenance Technician IV, Instrumentation.
June 24, 1981
MEMORANDUM TO, Roger J. Dolan, General Manager-Chief Engineer ~
VIA: Robert A. Baker, Plant Operations Department Manager
SUBJECT: INSTRUMENTATION TECHNICIAN SALARY RANGE
The Treatment Plant Maintenance Division has become acutely aware of
a problem within the Instrumentation Section. The problem is twofold;
first, we have been unable to fill the open Instrumentation Maintenance
Technician I II position which is now vacant. In my conversations with
Ms. Gail Koff, the response to our advertisements placed in the Contra
Costa Times, San Francisco Chronicle, Oakland Tribune, San Jose Mercury,
and Sacramento Bee have been poor. The hope was to get two strong, well-
qualified candidates; one for the present vacancy and one to fill the
position requested in the plant's 1981-82 personnel budget.
The second problem is the fact that other sanitary districts could
well lure our present instrument staff away. As you are aware, our vacancy
is due to Gary Moller's leaving to go the city of San Francisco; Jim Meiers
also applied for a position with the city of San Jose but for personal
reasons decided not to take the examination at that time. These facts
have required us to review our shop practices and salary ranges for the
Instrumentation positions.
A recent development has brought these problems into focus. Doyle Hill,
the instrumentman who has just developed a cathodic protection system for
our dissolved oxygen probes, has received an offer from the city of
San Francisco which amounts to almost a 40 percent increase in pay. He
has been put in the difficult position of staying with the District at the
R65 -B step or going with San Francisco. Like many people in this area,
Doyle has recently purchased a home and is feeling the pressure of the
financial burden. To lose people of this cal iber, who are proficient,
skilled technicians that already know our plant and its processes, would
greatly reduce the effectiveness of our maintenance effort and be debil ita-
ting to proper plant operation.
It is with these facts in mind that I submit the attached position
paper to correct this situation. I am proposing that the salary range
of the entire instrumentation work force be raised. As a guide for a
proper salary range, I have requested the data for this position from the
Oxicon Salary Survey and set the salaries accordingly. I would hope the
Memo To: Roger J. Dolan
-2-
June 24, J 981
Board would look favorably on this, even though I realize that the
timing is poor since we are in negotiations with the Employees' Association.
The position paper states the case fairly clearly for this increase
in pay for the Instrumentation Technicians. If there are any changes or
questions, please do not heSi7'~4 me; ,
Charles Bat~
CB:gv Plant Maintenance Division Manager
Attachment
cc: G. Koff
R~ J~~
Robert A. Baker
Plant Operations Department
Manager
D~..'.'
"
,
,,'
Central (,,,,"Vlra Costa Sani'tar) )istrict
BOARD OF DIRECTORS
1'<(
VII. Personnel - 2
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
5/28/81
SUBJECT
ADOPT POLICY AND PROCEDURE ON MILITARY LEAVE
TYPE OF ACTION
Personnel
SUBMITTED ,BY ,
Gall B. Koff, Personnel Offlcer
INITIATING DEPT./DIV.
Personnel/Administration
The District has prepared a Military Leave Policy & Procedure (Exhibit A)
with respect to compensation for employees on military leave, which is in
compliance with the California Military and Veterans Code.
Board representatives have met and conferred with the Employees Association
on the policy and procedure language. The Employees Association suggested some
modification, including a provision for compensation on a proportional basis
for employees who have less than a full year service with the District. Board
representatives agreed to include all of the Associations modifications except
the provision to include employees with less than one year service. The
applicable State and Federal statutes do not require compensation for these
employees. The purpose of the District policy is to comply fully with the law
pertaining to military leave pay. The policy is not intended to create
additional benefits in excess of the legal requirements or in excess of the
negotiated wage structure set forth in the current Memorandum of Understanding
with the Employees Association. Board representatives advised the Employees
Association that we would not recommend this provision to the Board of Directors
although we agreed to attach a copy of the Employees Associations statement
to this position paper (Exhibit B.)
Although not discussed in the meet & confer meetings, the applicable effective
date of this policy was addressed in Molly Mullin's memorandum of May 8, 1981. It
is the Board Representatives recommendation to make the Policy & Procedure effective
on the same date as Board approval.
RECOMMENDATION: Adopt Policy & Procedure on Military Leave.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
-1
<((sD
Central Contra Costa Sanitary District
NO.
POLICY & PROCEDURE
EFFECTIVE
6/17/81
SUBJECT
SECTION
MILITARY LEAVE
Personnel
ESTABLISHED BY:
Gail B. Koff, Personnel Officer
REFERRING TO:
POLICY
Employees who are assigned to military duty are entitled to military leave in accordance
with the provisions of applicable state laws (California Military and Veterans Code
Section 395 et seq.).
Employees who have been in the service of the District for a period of not less than one
year prior to the date on which the military leave commences are entitled to receive one
hundred (100) percent of their full compensation without remittance to the District of any
military pay received for such military duty for the first thirty (30) calendar days of a
military leave for active military duty.
PROCEDURE
I. Pay for such purposes shall not exceed thirty (30) days in anyone calendar year.
There shall be no carry-over of unused military leave time from one year to the
next.
2. In determining whether an employee has completed one year's service with the
District, time spent in recognized military service shall count as District
employment.
3. Prior to use of any military leave, employees must submit an official copy of
Military Order; along with a Leave Request Form, via the Supervisor, to the
Personnel Office. Upon return from military leave, employees must submit an
official notice from the Military Unit Commander verifying attendance and
inclusive hours and dates.
4. Failure of the employee to submit the required documentation shall result in
charging such time as leave without pay.
I SHEET
OF
.
CENTRAL ["'NTRA COSTA SANIT,"-~Y DISTRICT
EMPLOYEES' ASSOCIA THJN EXHIBIT B
,r'
1250 SPRINGBROOK ROAD
P.O. BOX 5266
WALNUT CREEK, CALIFORNIA 94596
May 8, 1981
, ;.
MEMORANDUM TO: GAIL B. KOFF, PERSONNEL OFFICER
, " ~.,,' ,'.;.., '> " " ~l > ' . ~ ", I . '1 t~, 1-' ':))', l. ,';,l }' ,) '). .... ',.t.} ',) ., J' Ii"
... , ~) , '), ,', \ ~" / - I J" ,) "
FROM:
Molly Mullin, President, CCCSDEA ~
SUBJECT:
MILITARY LEAVE POLICY
..
The C.C~C.S.D. Employees' Association requests consideration for
employees, , (other than temporary and emergency appointees), with less
'than one (1) year of riist'iid:' serVice~ inasmuch'as the subject' policy
is' founded 'upon patrioti'c' nat':ionai service barring any adverse economi~
impact to the employee. It is the Employees' Association's viewpoint
that this policy should provide no less than the District's existi~~
policy entitling employees to leave for community service as a j~or.
Such jury duty leave ,does not require a,prequalification of any period
of District service before effecting the entitlement.
,-, > The-basis 'for 'the 25% figure 'for 'remittance'~ies in'the'assertioh
that military base pay is for performance of duty up to 24 hours per
day, regardless of time allotted for sleep, 7 days per week for the
entire calendar period of military service. This assertion relates
to District regular compensation on a 40-hour work week basis by the
following equation:
"
.
Military equivalent = 8 hrs. District x
24 hrs . Military
5 days District
7 days Military
, ,
. .
= 0.238 District~25% Military
It is the Employee's Association's understanding, per discussions
at the our last meet & confer session on the issue, that there will be
no impact on existing employees facing upcoming summer military duty
as this Policy and Procedure has not been formally adopted. I have
attached our input for your review and consideration.' I have charged
the standing Wage & Benefit meet and confer committee with the responsi-
bility of meeting on military leave. The contact person for setting up
a meeti~g is Pete Wiebens.
/nun
Attachment: ,
"
"
cc:
" ,
Wage & Benefit Committee members
~'-_""'''''....c.',,~
, '((~D
Central ~ontra Costa San it;" y District
EXHIBIT B
NO.
POLICY & PROCEDURE
EFFECTIVE
CCCSDEA DRAFT 5/8
SECTION
SUBJECT
MILITARY LEAVE
PERSONNEL
", . t'
" ESTABLISHED BY:
REFERRING TO:
") .' ;... ...
, " }l ) , . \ 'I,' . .' I f~' 't-.
'~ .> ,. ,. ::.\ j ~
" ). .0,_ )..t. ') .,) , I .
I j'. ...
'1 " ., ?
. .'
.,. \
/ - I )" ,) \.
,
POLICY
";
EMPLOYEES WHO ARE ASSIGNED TO r-ULITARY DUTY ARE ENTITLED TO MILITARY LEAVE IN AC-
CORDANCE WITH Tt-E PROVISIONS OF APPLICABLE STATE LAWS (CALIFORNIA ~1ILITARY AND
VETERANS CoDE SECTION 395 ET SEQ.)
EMA..:OYEES WHO HAVE BEEN IN THE SERVICE OF THE DISTRicT FOR A PERIOD oF N!JT. LE,SS TtiAN
ONE YEAR 'PRIOR'TO THE DATE ON'WHICH'THE MILITARY LEAVE' COMMENCES ARE ENTITLED TO
RECEIVE ONE HLNDRED PERCENT OF THEIR FlLL COMPENSATION WITHOUT REMITTANCE TO THE
DISTRICT OF ANY MILITARY PAYS RECEIVED FOR SUCH MILITARY DUTY FOR THE FJRST (30)
, ;
CALENDAR DAYS OF .A MILITARY L~VE FOR ACTIVE MILITARY DUTY .;'_ '
,. ,
EMPLOYEES, WHO HAVE BEEN IN THE SERVICE OF THE DISTRICT FCR A PERIOD OF LESS THAN
ONE YEAR PRIOR TO THE DATE ON WHICH THE MILITARY LEAVE COfvlv1ENCES, t-1AY RECEIVE 100%
> OF THEIR REGlLAR.'COMPENSATION FOR 'nE FIRST'THIRTY' (30)' CALENDAR 'DAYS' OF A MILITARY'
LEAVE FOR ACTIVE DUTY PROVIDING SUCH EMPLOYEES REMIT TO ~ DISTRICT TWENTY-FIVE
PERCENT (25%) OF THEIR DAILY MILITARY BASE PAY RECEIVED FOR SUCH MILITA,RY DUTY.
PROCEDURE
:1. PAY FOR SUOi PlRPOSES SHALL NOT EXCEED THIRTY (30) DAYS IN ANY ONE CALENDAR
YEAR. THERE SHALL BE NO CARRy-oVER OF LNUSED MILITARY LEAVE TIME FROM ONE
YEAR TO TJ-E NEXT.
;, .
. .
2. IN DETERMINING WHETHER AN 84P\..OYEE HAS COMPLETED ONE YEAR'S SERVICE WITH THE
DISTRICT, TIME SPENT IN RECOGNIZED MILITARY SERVICE DlRING THE YEAR PRIOR TO
THE DATE ON WHICH THE MILITARY LEAVE CG1MENCES SHALL COUNT AS DISTRICT EMPLOY-
MENT.
3. PRIOR TO USE OF ANY MILITARY LEAVE, EMPlOYEES MUST SUBMIT AN OFFICIAL COpy OF
MILITARY ORDER, ALONG WITH A LEAVE REQUEST FORM, VIA THE SUPERVISOR, TO THE
PERSONNEL OFFICE. UPON RETlRN FROM r.lILITARY LEAVE, EMPLOYEES MUST SUBrJlIT AN
OFFICIAL NOTICE FROM THE MILITARY UNIT COMMANDER VERIFYING ATTENDANCE AND
INCLUSIVE DATES OF DUTY.
EMPLOYEES WITH LESS THAN ONE YEAR'S DISTRICT SERVICE MUST ALSO SUBMIT A
CERTIFIED COPY OF PER DIEM MILITARY PAY RECEIVED, (VOUCHER OR CHECK), FOR
CALCULATION OF DISTRICT REMITTANCE.
,
4. FAILURE OF THE EMPLOYEE TO SUBMIT THE REQUIRED OOCU1ENTATION SHALL RESULT IN
CHARGING SUCH TIME AS LEAVE WITHOUT PAY.
I SHEET OF
CENTRAL CONTRA COSTA SANITARY DISTRICT
EMPLOYEES' ASSOCIATION
1250 SPRINGBROOK ROAD
P.O. BOX 5266
WALNUT CREEK, CALlFORI-.lIA 94596
May 20, 1981
Ms. Mary Lu Christie
Corbett, Kane & Berk
Suite 500, Cutter Tower
2200 Powell Street
O&kland CA 94608
Dear Ms. Christie:
Thank you for carboning me on your May 19 transmittal letter to J. J.
Carniato regarding the policy and procedure on Military Leave.
I have reviewed the policy and procedure that you recommend for adoption
by the Board of Directors. I feel that your policy as written is inadequate
as it leaves no written guidelines to be followed if an employee with less
than one year's employment at the District is called to report for military
service.
Additionally, in your letter to Mr. Carniato, you have commented on two
"seemingly inaccurate statements'l from my May 8 memorandum to Gail Koff. My
statements are not inaccurate, they were misconstrued -- by you. - I have no
problem with the Board approving a policy and the District following the ap-
proved policy. I do; however, have a problem with any actions withholding
payor requesting a reimbursement of military pay in the absence of an approved
procedure.
Secondly, you construed my notification that Pete Wiebens schedules
meetings, as he is the contact person for the Wage & Benefit Committee, to
mean that I have requested a meeting. I have not. However, we are available
if you desire to meet. If so, contact Pete Wiebens. This statement was a
reiteration of my request on April 24 to Corbett, Kane & Berke that all
communications be directed to Pete Wiebens. it is obvious that you did
not understand this as you mailed your letter directly to me.
Very truly yours,
ryu1; J< /7~
Mb 11 y I. Mu 11 in
President
..
/mm
CCCSD Board of DirectorsV
cc: J. Carniato
R. Dolan
G. Koff
G. Lucey
-.-------.-.--..-..----------,.--...-.-..---.-- -_._._^..__.~,_._-"._---,_._---_..,--_...,_.__._,.~_..'_.~,'..."----_._,.__._,-----_._~-------,_._-,"_._---_._.._._---_._-,-_.-~
(((sD
Centrai .,;ontra Costa San ita.
BOARD OF DIRECTORS
District
-
NO.
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
May 27, 1981
SUBJECT TYPE OF ACTION
ADOPT THE NEW CLASS DESCRIPTION FOR MAINTENANCE
SUPERINTENDENT AND CANCEL THE EXISTING CLASS DESCRIPTION Personnel
Charles Batts
INITIATING DEPT./DIV.
Plant Operations/Maintenance
SUBMITTED BY
ISSUE: The Maintenance Superintendent's Class Description must be changed to
reflect present duties and reporting responsibilities.
BACKGROUND: The Maintenance Superintendent's Class Description was written in
1977 during plant startup and does not reflect existing duties. This position
now reports to the Plant Maintenance Division Manager and is responsible for
controlling the activities of six Maintenance Technician IV's. The Class
Description has been altered to emphasize supervisory abil ity. The attached
Class Description for the Maintenance Superintendent reflects this change in
responsibility and qualifications and has gone through the meet and confer
process with the Employees' Association.
RECOMMENDATIONS: Adopt the new class description for Maintenance Superintendent
and cancel the existing class description.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
RJD
GK
<((sD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
No.VII. Personnel - 1
5 7 81
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
SUBJECT
May 4, 1981
TYPE OF ACTION
APPOINTMENT OF JOHN LARSON AS SPECIAL PROJECTS
ENGINEERING DIVISION MANAGER (SPED), RANGE 86,
EFFECTIVE MAY II, 1981
PERSONNEL
SUBMITTED BY
CLARK L. WEDDLE
INITIATING DEPT./DIV.
ENGINEERING
ISSUE: The SPED Division Manager position was approved by the Board of
Directors on August 7, 1980. No person has been appointed to the position.
BACKGROUN:>: The SPED was established to enhance the District's engineer-
ing capabilities for assistance to Plant Operations and coordination of consulting
firms working on plant-related projects. Engineers were hired to establish this
Division and it has functioned in a satisfactory manner, primarily under the
direction of John Larson, a Senior Engineer.
To fulfill the position of Division Manager, a national search was conducted by
advertisements placed in various newspapers and technical journals. A number of
applicants applied for the position. Their job applications and personnel resumes
were reviewed and telephone interviews were conducted with those having the
best qualifications. From this effort, it was determined and agreed to by the
General Manager-Chief Engineer, the Deputy Chief Engineer, and the Personnel
Officer that John Larson was the most qualified person for the position.
John Larson has a B.S. degree in Mechanical Engineering and an M.S. degree in
Sanitary Engineering. He has worked for the District as a Senior Engineer for the
past three years. Prior to this time, Mr. Larson worked a number of years in the
Special Projects Division at EBMUD's treatment plant. In addition to his strong
educational background, Mr. Larson has had considerable construction work
experience while in the U.S. Navy. Mr. Larson has been active in technical
associations and he is a registered mechanical engineer in the State of California.
RECOMMEN)ATlON: Appointment of John Larson to the position of Special
Projects Engineering Division Manager, Range 86, $3,565/month, to be effective
May II, 1981. Successful completion of a one-year probationary period is
required.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
INITIATING DE
~.;c .
c((SD
Central ~ontra Costa Sanital y District
BOARD OF DIRECTORS
NO'VII. Personnel
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
SUBJECT
April 17, 1981
TYPE OF ACTION
CREATE ONE TEMPORARY ENGINEERING ASSISTANT POSITION
IN THE SPECIAL PROJECTS ENGINEERING DIVISION
Personnel
SUBMITTED BY
John A. Larson, Special Projects
Initiating Dept. Div.
Special Projects Engineerin Division
BACKGROUND:
In previous years, engineering students and newly graduated engineers have
been recruited by the Special Projects Engineering Division as temporary employees.
These temporary employees have accomplished productive work and, in turn, they
have gained useful engineering experience.
This year, there is a significant backlog of projects that could be undertaken
by a temporary employee. The backlogged projects include facilities planning for
Stage 5B and Stage 6 and miscellaneous small design projects. This level of work
is appropriate to the Engineering Assistant classificat10n (Salary Range 71-A,
$11. 96/hour).
The duration of the temporary position would be twelve weeks (June 22, 1981
through September 11, 1981) and the approximate cost would be $6,000. Funds were
budgeted in the 1980-81 personnel budget for this purpose through June 30, 1981 and
the remainder of the funds will be requested as part of the 1981-82 personnel
budget. .
RECOMMENDATION:
Authorize the creation of one temporary engineering position (Salary Range
71-~ $11.96/hour) in the Special Projects Engineering Division for the period
from June 22, 1981 thorugh September 11, 1981.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
e~
OF
cc<SD
Central Cont
BOARD OF DIRECTORS
NO. VI I. Personnel
2 4 23 81
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
SUBJECT
TYPE OF ACTION
RESCIND RESOLUTION # 81-26 AND ADOPT NEW RESOLUTION
PERSONNEL
SUBMITTED BY
Gail B. Koff, Personnel Officer
INITIATING DEPT./DIV.
At the Board meeting of February 5, 1981, the Board approved a position paper
with the title "Make Certain Organizational Changes, Create And Eliminate Certain
Positions, Adopt Class Descriptions, Reclassify, Transfer And Appoint Certain
Employees To New Positions." Item 5 of the recommendation requested Board
conceptual agreement, but delegated to staff the responsibility of meeting and
conferring on several personnel-related class descriptions, includtrig Sent6r
Engineer (Mechanical) and Associate Engineer (Maintenance).
Meet and Confer Sessions have been taking place and the Board approved the above-
mentioned class descriptions at the Board Meeting of April 2,1981.
Resolution # 81-26 incorrectly lists those same two class descriptions as being
approved on February 5, 1981 and we therefore need to correct that resolution.
RECOMMENDATION: Rescind Resolution #81-26 and adopt new resolution as attached.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
BOARD OF DIRECTORS
NO. VII. Personnel - 2
4 9 81
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
April 7, 1981
SUBJECT TYPE OF ACTION
CREATE TWO TEMPORARY ENGINEERING ASSISTANT POSITIONS
FOR THE SLIDE/TAPE OPERA TOR TRAINING PROJECT PERSONNEL
SUBMITTED BY
Robert Baker, Plant Operations Dept. Mgr.
INITIATING DEPT./DIV.
Plant Operations
BACKGROU(\[): The elimination of the Plant Operations Division Manager position and the
increase in "Fix and Finish" related workload has reduced the staff time available for the
grant funded slide/tape operator training project. In order to complete the project in a
timely manner, it will be necessary to hire additional personnel.
Preliminary discussions have been held with Dr. David Jenkins of the University of
California concerning the use of graduate students in the "sewage treatment plant
management" sanitary engineering program for work/study projects. It is proposed that two
U.c. Berkeley sanitary engineering students be hired at the range 71-A salary level
($1l.96jhour)to work on the project this summer. The cost to hire these students for the
summer wi II be about $17,000. The funds for the portion of the work to be performed before
July I, 1981 will come from the presently allocated Plant Operation Department budget.
The funds for the portion of the work to be performed after July I, 1981 wi II be requested as
part of the Plant Operations Department fiscal 1981-82 personnel budget.
RECOMMENDATION: Authorize the creation of two temporary Engineering Assistant
positions for the slide/tape operator training project.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
INITIATING DEPT./DIV.
/Ifft
<C<SD
Central
BOARD OF DIRECTORS
N~ VII. Personne -
4/9/81
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
4 9 81
SUBJECT
TYPE OF ACTION
ADOPT A CLASS DESCRIPTION FOR THE POSITION OF ASSOCIATE
ENGINEER (MAINTENANCE), RANGE 77
PERSONNEL
SUBMITTED BY
Gail B. Koff, Personnel Officer
INITIATING DEPT./DIV.
Administration/Personnel
At the Board Meeting of February 5, 1981, the District presented a reorganization
concept for the Plant Operations Department. This reorganization was approved
and adopted by the Board with the understanding that class descriptions for new
pos"itions would be subject to meet and confer with the Employees Association.
Meet and Confer sessions have taken place and the Employees Association is in
agreement with the Associate Engineer (Maintenance) class description.
RECOMMENDATION: Adopt a class description for the position of Associate Engineer
(Maintenance), Range 77.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
G.B.K.
CENTRAL CONTRA C(
. SANITARY DISTRICT
CLASS DESCRIPTION
CODE:
EFFECTIVE:
c'"
TITLE: ASSOCIATE ENGINEER (MAINTENANCE)
DEFINmON
Under general direction of the Plant Maintenance Division Manager, provides engineering
and technical support and planning leadership for the Maintenance Division; performs
related work as required.
EXAMPLES OF DUTIES
Assists in planning, directing, and reviewing the activities of the Maintenance Division;
develops job planning, preventive maintenance, testing and other maintenance programs;
provides technical expertise in the maintenance and repair of plant equipment piping,
structures, and grounds; prepares plans and estimates for plant modifications; reviews
plans for plant modifications and improvements; investigates field problems and makes
reports and recommendations; makes economic evaluations of repair versus replacement
costs; coordinates activities with outside engineers and contractors; works with plant
Machine Shop on repair, modification, and fabrication problems.
LICENSE
C'
Possession of a valid Certificate of Registration as a Professional Engineer in Mechanical
Engineering or a closely related field. Possession of an appropriate California operators
license issued by the State Department of Motor Vehicles.
DESIRABLE QUALIFICATIONS
Knowledge of:
Civil and Mechanical Engineering principles and practices as related to the design,
construction and maintenance of wastewater treatment plants;
Mechanical, electrical and instrumentatio'n equipment found in wastewater treatment
plants;
Repair methods and practices;
Machinery practices and principles;
Basic metallurgy and materials;
Preventive maintenance programs;
Specialized testing equipment used for preventive maintenance such as vibration
analysis, infra red scanner and others.
Ability to:
Plan, coordinate and organize work activities;
Prepare complete and comprehensive reports;
Establish and maintain cooperative work relationships.
EXPERIENCE
(
'-.
Five years of increasingly responsible engineering experience, including at least two years
of experience comparable to that of a Civil Engineering Assistant II in the Central Contra
Costa Sanitary District.
... ;r- ~'.."'. ;.~.<..... _-.~' ......\.,,,..'>1. "'''.~--
- ",'------ .-.----..-- -"-'-'-- - .------,
,,~~-""... " '"cr,,,--,', ._~'.;. "-...;...... '_,,""",,,,"
------~--.:- -'~_.._.- '-------..-.:..-_~,~~......._...._....._"'c....,_,".~._;...;.". '"
_.._---------_..._--,...,'_._------"-,------"._._..~-_.._--~---"---,---_.__.,------_.__._-_.._--_.._..,
.,,?"-- -
ASSOCIA TE ENGII\.L-c.R (MAINTENANCE)
c
EDUCA nON
Equivalent to graduation from an accredited college or university with a Bachelor's
Degree in Mechanical Engineering or a closely related field.
(.
L
---~---- ,-- --
---------------- ------- ----.;...... --- ----.~--....;----.,-- -'-,-------~
((sD
Central Contra
BOARD OF DIRECTORS
V~479~Bfsonnel - 3
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
4 9 81
SUBJECT TYPE OF ACTION
ADOPT A CLASS DESCRIPTION FOR THE POSITION OF SENIOR ENGINEER
(MECHANICAL), RANGE 82 PERSONNEL
SUBMITTED BY
Gail B. Koff, Personnel
INITIATING DEPT./DIV.
Administration/Personnel
At the Board Meeting of February 5, 1981, the District presented a reorganization
concept for the Plant Operations Department. This reorganization was approved
and adopted by the Board with the understanding that class descriptions for new
positions would be subject to meet and confer with the Employees Association.
Meet and Confer sessions have taken place and the Employees Association is in
agreement with the Senior Engineer (Mechanical) class description.
RECOMMENDATION: Adopt a class description for the position of Senior Engineer
(Mechanical), Range 82.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
CENTRAL CONTRA CO, SANITARY DISTRICT
r.....-....
~ - '
CLASS DESCRIPTION CODE:
EFFECTIVE:
TITLE:
SENIOR ENGINEER (MECHANICAL)
DEFINITION
Under the general direction of the Plant Maintenance Division Manager, provides
engineering support, training, and technical advice for the operation and maintenance of
the Solids Conditioning Building, performs other duties as required.
EXAMPLES OF DUTIES
(-.
Provides professional engineering expertise to assist in the operation and mainten-
ance of the Solids Conditioning Building; supervises, reviews, and personally performs the
most complex and difficult engineering design work; prepares studies, reports, and
recommendations for review and approval by management; investigates field conditions and
recommends solutions to engineering problems; investigates and tests new materials and
equipment and makes appropriate recommendations.
Provides engineering analysis, training, written operating procedures, written preven-
tive maintenance procedures, and advice in support of the operation and maintenance of
the multiple hearth furnaces, waste heat recovery loops, boilers, turbines, condensate
system, centrifuges, and other equipment located in the Water Pollution Control/Reclama-
tion Plant.
(1'.'"
.~; '..
...:;,....
UCENSE
Possession of a valid certificate of registration as a Professional Engineer in
Mechanical Engineering. Possession of an appropriate California operator's license issued
by the State Department of Motor Vehicles.
DESIRABLE QUALIFICA nONS
Knowledge of:
Engineering principles and practices; combustion processes relating to incineration
and steam generation; boiler operation and feedwater conditioning chemistry and
processes; safety rquirements, code requirements, and general good practice as it relates
to combustion, incineration, steam generation and transport; thermodynamics and heat
transfer; engineering methods and practices as applied to the design and operation of a
sophisticated industrial facility.
Ability to:
Supervise nontechnical personnel; apply engineering principles and techniques in the
solution of difficult and complex problems; analyze situations accurately, make sound
conclusions, and recommend appropriate action; prepare accurate and concise reports,
establish and maintain cooperative relationships with those contacted in the course of
work.
EXPERIENCE
i
\. .
'--'
Five years of increasingly responsible mechanical engineering experience. One year
of experience related to combustion, incineration, or steam generation. One year of
<c(sD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO.VI I. PerS~?B7Al-
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
April 9, 1981
SUBJECT
TYPE OF ACTION
AUTHORIZATION TO HIRE PERSONS FOR SEASONAL PROJECTS
IN 1 981
PERSONNEL
SUBMITTED BY
Gail B. Koff Personnel Officer
INITIATING DEPT./DIV.
Personnel
Number of Persons Needed Authorized
Person 1981 Last Year
@ 5.00/Hr. @ 6.00/Hr. Months Total 1980
Accounting Division 0 1
Personnel Division 1 4 1 1
Eng. Collection System 2 8 2 2
Eng. Construction Q 0 1
Eng. Special Projects 0 1
ColI. System Operations Dept. 5 6 55 11 10
Plant Operations Dept. 11 6 1l lZ. 11
138 31 27
It is recommended that the hourly rate for seasonal help (persons not having
special qual ifications or prior experience at the District) be increased from $4.50
per hour to $5.00 per hour and the rate for persons having special qualifications and/
or prior experience with the District be increased from $5.50 to $6.00 per hour based
on a Bay Area salary survey completed for similar type temporary workers. Last year
we received authorization to hire 27 persons for our summer program and 37 the
previous year.
Attached are position papers from each Division or Department outlining the goals
they wish to achieve with the additional personnel.
The approximate cost of this action would be $150,000.
RECOMMENDATION: Approve the hiring of personnel for seasonal projects.
attachments
REVIEWED AND RECOMMENDED FOR BOARD ACTION
GBK
c::. W
(\~tt
#//1
/AJ3
GEN. MGR'/CHIEF ENG.
March 23, 1981
MEMO TO: /Gail Koff
FROM: Jay McCoy
SUBJECT; SEASONAL PERSONNEL NEEDS FOR 1981
This coming summer we will need to hire two people for four months
each( one for the office and one for the field. The main purpose for
employing these people is to fill in for vacationing, permanent personnel.
aaky
(sf
cc; Clark Weddle
Apri I 6, 1981
MEMORANDUM TO:
ROGER J. DOLAN, GENERAL MANAGER-CHIEF ENGINEER
FROM:
Gail Koff, Personnel Officer
SUBJECT:
AUTHORIZATION TO HIRE PERSONS FOR SEASONAL
PROJECTS in 1981
One seasonal clerical person is requested in the Personnel
Division. This person will be needed to fill in for the vacation
periods of the Secretarial support group as well as complete
various clerical functions within the Personnel Office.
$4.50/hr
$5.50/hr
Person
Months
1981
Total
Personnel Division
4
GBK:dw
<C<SD
Central Cont itary District
BOARD OF DIRECTORS
NO.
OSITIO nAp I VIA: ROGER J. DOLAN
P N r""" ER General Manager-Chief Engineer
SUBJECT
AUTHORIZATION FOR THE COLLECTION SYSTEM OPERATIONS
TO HIRE 11 PERSONS FOR SUMMER PROJECTS IN 1981
DATE
March 27, 1981
TYPE OF ACT ION
Personnel
SUBMITTED BY
Robert H. Hinkson
INITIATING DEPT./DIV.
Collection System Operations
ISSUE: This personnel is needed for vacation fill in; to augment regular
maintenance programs; and for special projects undertaken in the summer
months.
BACKGROUND: The workers will be used in the following manner:
1. Vacation Relief.........6
2. Building and Grounds....l
3. Monitoring and Testing..2
4. Construction............2
1. During the vacation season we average 6.5 absences per day.
6 people should allow us to cover this loss adequately.
2. This extra help is used to assist our building and grounds
man on both special projects and routing work as well as
vacation relief.
3. As part of our 1/1 work we will be doing extensive smoke
testing in the Orinda area and will need two people for this
work.
4. The employees assigned to the construction section will be
used to augment regular construction crews.
RECOMMENDATION: Approve authorization to employ 11 temporary employees for
summer projects in the Collection System Operations Department.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
INITIATING DEPT./oOIV.
^ . n/d
f<.J, ~ )5(YL.
GEN. MGR./CHIEF ENG.
RHH G BK
---.--'-----,----~-~"~-_._.-.,-.---,--.--.-.....-"...-. .. ~.-.,...,-..~,-----_..- _...."_~"....,._,_._._.M._."'_....,,...~_._..... ._""._.._.._..'_"n'.'_'..,._..._,__.',.._.__._...._______.~._~__ '''__'_'__~_~"A..__ , . _'"'___"__'_
Ma rch 25, 1981 ."
MEMORANDUM TO: Robert A. Baker, Plant Operations Department Manager
FROM: Ken Laverty, Purchasing and Materials Supervisor
SUBJECT: SUMMER HELP
One full time summer help person is needed in the Materials Control
Section this summer. Last year we borrowed a person from Maintenance to
help out; however, he was taken back before the needed work was accomplished.
The projects that we hope to complete this summer are:
1. Taking of physical inventory both at the plant and Walnut Creek.
2. Relocating (rearranging) of all spare parts by commodity as
defined in the inventory card system.
3. Visually tagging/marking each bin location with proper part
number and price, if applicable.
4. Setting up parts in "sta'9ing" areas in the Materials Control
Building by shops or possibly work order, etc.
5. General housekeeping duties in areas surrounding Materials
Control Building,
6. Filling in for permanent employees during the heavIly scheduled
vacation months.
We could use this person starting now through August.
KL:gv
/t.r:~
Ken Laverty
Purchasing and Materials Supervisor
Ap r i 1 6. 1981
MEMORANDUM TO~ Gail Koff. Personnel Officer
FROM: Robert A. Baker, Plant Operations Department Manager
SUBJECT: SEASONAL HELP
Following is a revised Plant Operations Department request for
seasonal projects:
Low
Range
High
Range
Person
Months
Purchasing & Materials
4
Safety
5
Maintenance
10
50
4
2
Engineering
Laboratory
4
4
Computer
~.~
RAB:mg
Robert A. Baker
Plant Operations Department Manager
1981
Total
Positions
12
1
17
March 20, 1981
MEMORANDUM TO: R. A. Baker, Plant Operations Department Manager
FROM: F. Patrick Hassey, Safety and Training Supervisor
SUBJECT: STUDENT SUMMER HELP
My Plant Operations Department Safety and Training Supervisor position
will be transferred to a District position on or about July 1, 1981.
Between now and then I have two major projects which will consume the
major portion of my time.
It is my recommendation that you appropriate the funds for one full-
time summer help position to work on the Plant Operations Department
safety projects, under my specific direction, in order to maintain the
continuity and quality of our safety program during this transition
pe r i od .
I have attached a detailed report indicating where my time is
presently being spent. With my additional workload I believe this
request is warranted.
I have discussed this matter with Mr. Al Barnes~ District safety
consultant. He will provide me with a list of qualifled candidates which
are presently enrqlled at Hayward State College in the Bachelor of Science
Safety Professional program.
FPH:gv
Attachments
':( iJ~~
F. Patrick Ha~
Safety and Training Supervisor
....;. .l ~ , .
- .
CENTRAL CONTRA COSTA SANITARY. DI~TRICT
WATER POLLUTION CONTROL/RECLAMATION PLANT
WHAT YOUR SAFETY AND TRAINING SUPERVISOR .DOES AND HOW HE SPENDS HIS TIME
PERFORMING THE THINGS HE DOES
The figures used are based on 2,080 work hours per year or 173.3 \-/ork
hours a month; therefore, when a specific number of hours are figured for
a daily task, multiplied times five for weekly figures, then multiplied
by four for monthly figures, it is necessary to add a "fudge factor" to
these figures to approximate monthly hOUI-S as 40 hours per .week times
four weeks equals 160 hours/month, not 173.3 hours/month.
I .
Meetings and Reports (required)
Time Spent/Month: 20 percent
A. Plant Operations Department Staff
Breakdown: 3 hours each, four times/month, and
1 hour preparation/meeting for total of 16 hours/month.
B. Central Safety Committee
Breakdown: 2.5 hours/month, 2 hours preparation/meeting,
and 2 hours writing report for a total of 6.5 hours/month.
Examples:
1. Accident investigation
2. Policy development
3. Budget
C. Plant Operations Department Safety Committee
Breakdown: 1.5 hours/month, 1 hour preparation; and
2 hours writing report for a total of 4.5 hours/month.
Example:
, .
Accident investigation
D. Plant Operations Department Monthly Safety Meeting
Breakdown: 1 hour/month and 2 hours preparation for
a total of 3 hours/month.
E. Plant Operations Department Division Reports
Breakdown: Two semimonthly reports and one monthly
report for a total of 5 hours/month.
II. Safety Directives, Memorandums, Procedures and Policys
Time Spent/Month: 13.8 percent
Examples:
A. Tag and Lockout (Safety Directive)
B. Confined Space (Safety Directive)-
C. Use and Care of S.C.B.A. (Safety Directive)
-'I 't' ..
-2-
I I .
Safety Dir....~tives, Memorandums, Procedures ~.Id Policys
(continued)
D. Chlorine Emergency (Operating Procedure)
E. Tailgate Topics (Memorandums) -
F. Emergency Drills (Memorandum)
G. Safety Recommendations (Hemorandum)
H. Emergency or Drill Notification of Outside
Agency (Procedure)
I. Safety Directive Management Review (Policy)
III.
Clerical and Filing
Time Spent/Month~ 26 percent
Breakdown~ 2 hours/day, 10 hours/week or 45 hours/month.
Examples:
A. Memorandums sent out and received (filing)
B. Correspondence sent out and received (filing)
C. Tai Igate topic material (fi 1 ing)
D. Training material (filing)
E. Cbpying and Xeroxing reports and training material (clerical)
F. Indexing pi lot instructor manual (clerical)
G. Telephone time answering safety questions and logging
of safety suggestions (clerical) -
H. Coordinating and scheduling training sessions (clerical)
IV. Developing and Instructing Training Programs
Time Spent/Month: 18.4 percent
Breakdown: 1.5 ~ours/day, 7.5 hours/week or approximately
32 hours/month.
Examples:
A. Researching OSHA regulations
B. Communicating with equipment manufacturers
C. Reviewing other industries' training material
D. Writing training session criteria
E. Writing instructor's manual
F. Writing certification examinations
v.
Reading
Time Spent/Month: 18.5 percent
Breakdown: 1.5 hours/day, 7.5 hours/week or approximately
32 hours/month.
A. Updated GISO OSHA regulationS
B. Contractor shutdown request
C. Cal/OSHA newsletter
D. State Fund Public Agency Safety News
E. Safety and security booklet for supervisors
F. Memorandums received
G. Speed safety memorandums
H. C.W.P.C.A. Highlights
I. National Safety Council newsletters
J. Safety engineers' newsletter and magazine-
,t t
-;,-
- ,
VI. Field Insl- cion and Survei llance Time S(.- /Honth: 18.5 percent
_.".,"_._-,.____"_._____~akd0~Q~"_J.5 110urs/day, 7.5 hoursh"eek for approximately
32 hours/month.
Examples:
A. Pump Stations (inspections)
B. Water Pollution Control/Reclamatlon Plant (inspections)
C. Contractor (surveillance)
D. Work Crews (surveillance)
VI I. Meeting (Miscellaneous) Time Spent/Month: 6 percent
Examples:
A. Public relations with other industries
B. Acquiring information from other industries, such as Exxon
C. C.W.P.C.A. Confined Space Committee
D. Training Supervisor
VIII.
Safety Budget
Time Spent/Month: 3.5 percent
Breakdown: 6 hours/month
The preceding outline covers 124.7 percent of my time and does not
cover special projects such as District safety shoe project, Water Pollution
Control/Reclamation Plant and Pump Station safety equipment and location
manual, OSHA variances and OSHA injury log, nor does it cover one night/
month spent at C.W.P.C.A. Bay Section meeting and one night/month spent
at American Society of Safety Engineers meeting. See attached average
charged monthly overtime and clerical support time spent on Water
Pollution Control /Recl amat ion Plant safety program.
FPH:bc
Attachments
-;.fJ~W~
F. Patrick Hassey
Safety and Training Supervisor
March 18, 1981
. .
~...__.._.'---_._-'-'--_.~,-",-,,----,,-,~-"~--
- .
,_".._......_..._"_____..________...,,s.._.__,___.__.___. ___..___~. _
Charged Overtime Expended on Safety Program
February 21-March 20, 1980
March 21-April 20, 1980
April 21-May 20, 1980
May 21-June 20, 1980
June 21-Ju1y 20, 1980
Juiy 2]-August 20, 1980
August 21-September 20, 1980
September Zl-0ctober 20, 1980
October 21-November 20, 1980
November 21-December 20, 1980
pecember 21, 1980-January"20, 1981
January 21, 1981-February 20, 1981
TOTAL
Number of Hours
17 .5
47.5
37.5
21.5
15.5
23.0
13.0
11.0
28.0
38.0
" 9.0
41.0
302.5
302.56ividedby 13 = 23.26 hours/month or 13.5 percent
--.....'-.,~-_.~...~,~.." -"~'.'-~'~-".''''''-''-'.-.~'.'-' - '^.;.;..~~~ ... ...~,.. ,-.._.,~.~ .,--,."~~_...,-_.".,,~y~~.,~~,,,>--~.,- --'-~;-:~~7~~=~~",==":':'=='='::'~
~ c
....... -J.;r
. t6;':'}~-, ~ co ~
':';~~:~7'~':""1'~~~ .:':. 0 Q -- CO
... ~".J__~_............,~ U cr: D
f:-lr -!"--" l2' <( ~, >-
'\ --<? ...,-~." a: II) I-
.,J:;~~ ..1::' __~.~,___.~..~..___.._..~._.
",;-",,-,.--/ :1 <t .D ~
\,\:;'~":'""/) ~ ~ ~ ~
\-.;:,':::.-:;v1 g l/) ~
';~../ 0
<> ;,2~:
LL
IJ...
-
tc >.
....
Cj ro
-
Q)
....
l!.I 0
Q)
- (J)
L'C Q)
0 >
-
J ro
....
-
\ r:c l/)
C
<C E
a::::::- u
" ~ <(
~--_._.-
I!e.~~- . <(
,.:;'C~:' l/)t-'
,;::~.,",,!~::. ot>
"'_';J~<"'-:"- '.__'~-:.r..:",~'" ",.' " 0-
~-:L~~'~.:::c;.~.,,~ ~ ~
:.,' -A"--"".' ,J::. -
:.. ......'... .' ";;:;.:;....''''..:1 .fl... '., t-' 0
.' ,~- It.. z
':~~'~':"':." '.~i1/;;.,.';/" ~~
"'~~A"i' <(!:;
; .' a:~
. t-'
\f.:.';;;.~LJ m
~ 0
.. Z
-
U..
l,t.
-
a: >.
....
~ C'O
....
Q)
....
UJ 0
Q)
- C/)
CC Q)
0 >
ro
J ....
-
CC l/)
'.' 'c
<C E
IZ,.:- u
~ 2 <(
V)
-0
I-
0
0
dl
I-.
>-
+J
-0 C)
4-
.j..J rJ
C \l)
0
0 0
- .j.J
C
>-
.j.J
dl V)
~ E
CO dl
C/) .j.J
.
C 0
0 0l.j.J .
c: (J)
.j.J
C I-. ..
.j.J dl (J) dl
CO 0.. .j.J .....
0.. C/) C'-
W~
(J)
E
0 .-
l- I- CV\
-J.;r
..IN
N
dl
rv C)..
I-. P ro
.j.J .j.J 1-.-0
C .- .j.J C
dl E c r\l
L> E CJ
0 U UI
-oU c
C 1-..-
CO >- 0 n. CO
-l-I 'I- >- .1-'
. dl -l-I 0
o..~ V) l-
E CO ro-o
Of/) -0 C E
L> C ClJ <!.)
-lJ (!) .c
(!) c U1V) .j..J
.1-' co ClJ UI
fV ~ C.c
.j..J n. +J .- .:J
U) :J .j..J .-
-0 0 (!) -.
-'
0 C (!)
.j.J CO OlE V)
C 0
V) (J) (J) E
.j.J (!) -0 dl (!)
I-. .j.J C .j.J E
.0.j.J dl.j.J
0.. .- V).- 0'1
(I) E E c:
I-. E -0 E'-
0 .C 0 .j..J
.j.JU cou ::s
c: .0
(J) >- Ol >-.-
-0 .j.J C .j.J I-
'-' (!) .- CI) .j.J
01+- 0.. l+- V)
U CO >- CO .-
<(f/) I-f/)-o
...:r lJ'\
~ .~
~.i
co
(j)
co
>-
I-
CO
::s
I-.
.0
(I)
LL
~~ -=t' -IN -=t' ('oJ
I-
0
I+- .j.J
CO
>- .c >-
.j.J .j.J 0'1 " .j.J CO
(J) C C G) C
I+- .j.J - fO \1- V)
fO U "'0 CO C ~
en ro .1-. en :=
I+- OV) 0 Ol
C >- (II en. U"'O ""'0 C
0 (I) ClJ > CI) I-. e:(.j.J
.c -0 0.. I-. ro co ::s "
.j.J .j.J 0 ::s -0 u .c CO
C (J) en en en (!)
CI) O.c C/) .j.J . I-
0.. .j.J.j.J 0 l-.I+- ..V) ~
en V) tn .j.J 0.- (J) I-. 0
C1).c X- C 0.. -lJ 0 0 0
CI) ::s Ol 0 en CI) I- CO.j.J l-
E "'0 :l 0 V).j.J '1- (J) o..U a.
0 .0 Q) :l ClJ 0 en CO
.j.J .c L >.0 >- I- "
0'1 .c: V.-.- I- "'0 -lJ C
~ .j.J >-lJ1- 0) .c:-lJ (I) C fO
0 .c - U.j.J .j.J .j.JCI) C 0
en .j.JCI)en 10 C CI) U_ en
CI) CI) C U L.- E O.c '+- en .j.J
.j.J 0 Q) .- -0 E en c ..Ol ~
CO .j.J.- en 1-"'0 >- 0 en c CO
E .j.J .j.J .:L " en .j.J I- .j..J U c:- L
0.. 0 Cl >-C CI) dl 0 I- 0.j.J -0
.j.J :l 0 .j.J It) '- l+- I+- 0 (I) .c
en I- .0 >-(1) =' I\) 0.. "'0 .j.J 4) til
0) (J) CO 1- .j.J I+- Ol "'0 en iii CI) - I\) E :l
E 0) e:( Q) I\) c: Q) "'0 l- e:(..... 0
0) 0) -lJ :c '+- en.- U 0'1 L 0 Q) I-
.r:. "0 .0 c: Vl ro \I) 0 C 0 c:: ~- .j.J
.j.J C 0 en 0'1\11 L 0 0 en> f'O en
CO >- C C Q) a. .j.J G) L ~ C
en I\) >- 0) ~ 0'1 .- U ::J L .- c:-
. E c 3: c C 0..0-0 .0 X- . LL 0- .j.J
>- C I\) CJ >-L C >-0 0'1 - f'O U
Q) Q) Q) Q) E .j.J .p .j.J 0.. CO 1- .j.J 0 C ~ .j.J ..... 0) .
en L := C "'0 I\) I\) ~ 0) .0 .- c:: I\) L >
en (l)CJ 0 C "0 "0 en I+- -0.. -lJ" 1- 0.
I\) :c ::L en I\) 0.. n. . 10 C.- U.- C 0 0
:c ::> ::>1'0-0 0 en .- 1+-...... U fJ U 0
en 0) en
-lJ en > en
ro CI) ro CI) . ~I.
0.. m .c: m '" CV\ N
_'",~'. ,....,. .r,".~,,,,,...~..;.....~,,,,",,,..~,,,~,,_~,~,,,~ __-'" 0.-;..-___...........__....._ '_'" ,.~
March 23,1981
MEMORANDUM TO: Robert A. Baker, Plant Operations Department Manager
FROM: Charles Batts, Plant Maintenance Division Manager
SUBJECT: REQUEST FOR SUMMER HIRES
This is a request for summer temporary help for the summer period
1981, budgeted for 1981 and 1982. listed below are the position requests
and job classificationaprequalifications for each area of responsibility.
Please review.
MAINTENANCE
1. Position: Maintenance Engineering Trainee
Qualifications: Mechanical engineering junior or senior student
Justification: To aid in laborious task of reasearching manu-
facturer's information, spare part inventory and formulation,
and aiding in the general write up of a plant preventive
maintenance program. Student to work under the direction of
Maintenance Manager and Maintenance Engineer.
2. Position: Maintenance Draftsman
Qualifications: Engineering student with knowledge of mechanical
drafting
Justification: To develop prints of plant equipment and instru-
mentation modification done at plant since design; workload
estimated to fill all available time. Student will work under
the direction of Maintenance Superintendent and Maintenance
Engineer.
3. Position: Mechanical Group Aide(2 required}
Qualifications: High school graduate willing to do physical work
Justification: To aid mechanics in summer tank work, running
errands for parts and tools, preparing area for work, aiding in
lifting and moving chains, flights, etc. Will work under the
supervision of Maintenance Supervisor.
,~, "'. ...~., ..<,,.q. -~'''''' '.....' " -'.' ,. .."'.,........,--". '.: "'........"-~_.....,.~....-:'''';..~'.-... "".,'"",".,~..,.:-..,t;~ """""'---"" ".,,,".'~"':" ~ ~. .....,..... ....,.,. "',__'"'._'.'___ .....,...".,~w, :~'t'''~:-1'...----r'''''''''''''''- ...,...~..".""""..~.......""...........,,~ "~,,...,_ ...~, ,,",,,..~.. '~""""'_'''..'~ ,
Memorandum To: Robert A. Baker
-2-
March 23 ~ 1981
4. Position: Building and Grounds Aide(6 required)
Qualifications: High school graduate willing to do heavy
physical work
Justification: Historically the District has hired.summerhelp
for these positions to aid in tank work by scraping~ cleaning,
and painting; also, to aid in heavy summer grounds maintenance
and general labor.
PUMP STAT! ONS
1. Position: Pump Station Aide (2 required)
Qualifications: Summer student willing to do physical work
Justification: HistoriCally two summer hires have worked at
the pump stations to do general painting, clean up, ground
mairtenance, and act as maintenance helpers. Students to work
under the supervision of Superintendent of Pump Stations.
Any questions
to me.
CB:gv
Charles Batts
Plant Maintenance Division Manager
concerning the foregoing
()jM
cc: N. Bane
C. Covey
D. Ohda
.".....,.............;",~..>IOo...-_..-..-.,.~..._~~,._"'______,.__..
March 25. 1981
MEMORANDUM TO: Robert A. Baker. Plant Operations Department Manager
FROM: A. C. Russell, Senior Engineer
SUBJECT: REQUEST FOR SUMMER HELP
The Engineering Division requests the hiring of one student summer
employee with an engineering or drafting background to accomplish one
or more of the following projects:
Priority I
.The Update of Electrical As-Builts
Estimated Time - 12 weeks
There is the need for a concerted effort to document
modifications and additions to the Phase II contract electrical
drawings. This project would increase system and personnel
safety and contribute to greater certainty and speed for
the Maintenance Divislon. An on-site student draftsperson
would have access to engineering and electrical records with-
out interrupting the work flow of these two Divisions.
Priority 2
Reorganization of Engineering Files
Estimated Time - 3 weeks
Dur.ing the past three years a variety of -legal, engineering,
operational, and maintenance uses of- the contract files have
left the contract files and historical materials often
disassociated from their appropriate categories and locations.
In addition there is the need to set up the I itigation files
for D. G. Niles, l1eputy General Manager iir charge of 1itigation,
and to separate and refile superfluous material previously re-
moved during the process of legal research.
Priority 3
Miscellaneous Engineering Projects
Estimated Time - Continuing
Many short-term projects are continuing or incomplete
which would improve the certainty of the Engineering Division.
supported Divisions and associated consultants. Such projects
include:
1. The update of Pump Station as-builts
2. Machine Shop drawings and file established
3. O&M file update
4. The update and reprjnt of mechanical equipment
number booklets
Robert A. Baker
-2-
March 25, 1981
The Engineering Division can provide temporary work space at
present for one additional person and can make maximum use of student
background in mechanical drawing, familiarity with blueprint reading,
engineering and construction terms, ani possession of a logical mind
for organizing file systems.
/Jc~
ACR:bc
A. C. Russell
Senior Engineer
_......'_,.",~.._._~..,"_.~.'"u
_._~:::":':"::"":':'~'.':"":":""'-:.~_."",:":,;,;,.;;:_.~:--:,'~~~:,,:;,,,,'''':i.'',"'' -"..."'....".~:;,.~---'-,..-.v ,'.." "" ~.._r_,.'...._....,.~,."::1t~ ~...,......._.."~_....." """""~'_""''''~''~'_''''''''' 0,_" .....,.~"., ,~.......,
Ap r i 1 2, 1 981
MEMORANDUM TO: Robert A. Baker, Plant Operations Department Manager
FROM: Bhupinder Dhal iwal, Laboratory Superintendent
SUBJECT: SUMMER HELP
The Special Projects Engineering Division Phosphorous Removal
Pilot Plant sampl ing and analyses schedule has created extra work
equivalent to approximately 20 man-hour/week. Additionally this
summer (May thru August) the laboratory plans to spend approximately
150 man-hours on additional quality control work and special projects
such as bacteriological tests, isolation of Nocardia from primary
effluent, and anlayses of reference samples from the Environmental
Protection Agency and Environmental Resources Associates.
It is therefore requested that temporary summer help (40 man-houri
week) be budgeted in the 1981-82 Plant Operations Department budget.
BD:jl
I (~!c/1v~
~~nder Dhaliwal
Laboratory Superintendent
BOARD OF DIRECTORS
NO.
IV. ADM. - 1 4/2/8
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
3/25/81
SUBJECT TYPE OF ACTION
APPOINTMENT OF ROBERT A. BAKER TO BE A BOARD REPRESENTATIVE APPOINTMENT OF
TO MEET AND CONFER WITH REPRESENTATIVES OF THE EMPLOYEES ASSN. REPRESENTATIVE
SUBMITTED BY
Gail B. Koff, Personnel Officer
INITIATING DEPT./DIV.
Personnel
BACKGROUND: On July 3, 1980 the Board of Directors appointed in
addition to other staff members, all Department Managers as
representatives of the Board to meet and confer with representatives
of the Employees' Association in regard to wages, benefits, working
conditions, etc. Subsequent to that date, as a result of organi-
zational changes, Robert A. Baker was appointed as Manager of the
Plant Operations Department. Management now proposes that as a
Department Manager, Robert A. Baker be appointed as a Board
representative to meet and confer with Employees' Association
representatives.
RECOMMENDATION: Adopt a resolution appointing Robert A. Baker as
representative of the Board of Directors for the purpose of
meeting and conferring with representatives of the Employees' Association.
REVIEWED AND RECOMMENDED FOR BOARD ACT/ON
((sD
Central Cont
BOARD OF DIRECTORS
District
NO.
IX. Personnal - 1 4/2 81
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
April 2, 1981
SUBJECT
TYPE OF ACTION
" APPROVE 5% SALARY"INCREASE FOR STEVE McDONALD DUE TO
ATTAINMENT OF P.E. LICENSE, EFFECTIVE MARCH 1, 1981
PERSONNEL
SUBMITTED BY
Gail B. Koff, Personnel Officer
INITIATING DEPT./DIV.
Administration/Personnel
Steve McDonald, Assistant Engineer, acquired his Professional Engineer
Certification on March 13, 1981 and is currently in a class position which
does not require such certification.
The District has a policy of granting a 5% salary increase for those employees
who, while District employees, acquire a Professional Engineer Certification,
and receive their supervisor's recommendation that the employee has demonstrated
a professional ability to give assistance in accomplishing District activities
(see attached.)
Steve McDonald has met all of the above criteria and the District recommends
this increase.
RECOMMENDATION: Approve 5% salary increase for Steve McDonald due to attainment
of P.E.License, effective March 1,1981.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
~PT'/DIV' ~
~. G B K
March 20, 1981
MEMORANDUM TO: IGail Koff, Personnel Officer
VIA:
Clark Weddle, Deputy Chief Engineer
FROM:
John Larson, Senior Engineer-Project Management
SUBJECT:
REQUEST FOR STEP INCREASE FOR H. S. MC DONALD
FOR REGISTRATION AS A PROFESSIONAL ENGINEER
I request that H. S. McDonald be given a step increase, from range
72B to 72C, for obtaining registration as a Professional Engineer. At
the time of his hiring, Mr. McDonald was not registered and his position,
that of Assistant Engineer, does not require registration. My
understanding is that Mr. McDonald meets the requirements for this step
increase.
Mr. McDonald has undertaken the work required to pass the written
examination on his own time yet that review has significantly improved
his work product; consequently, the District has benefited from Mr.
McDonald's efforts. I feel that the requested step increase is warranted.
I've attached a copy of Mr. McDonald's Letter of Notification as
proof of his accomplishment.
Management
Senior
JL/et
Attachment
Reviewed by:
~'.,.A t.. ~~-
Clark L. Weddle
Deputy Chief Engineer
STArE 'Of CALlfORNIA--SlATE AND CONSUl
IVICES AGENCY
EDMUND G. BROWN JR., Gon,no,
@nsumer
AfFCI1rs
BOARD OF REGISlRA liON FOR
PROFESSIONAL ENGINEERS
@.
1006 fOURTH ST., SIXTH fLOOR, SACRAMENTO, CA 95814
TELEPHONE: (916) 4.5.55..
March 13, 1981
Hugh Ste~n MCDonald
1908-P Camino Verde
Walnut Creek, CA 94596
Registration No.: M 20740
Renewal Date: June 30, 1981
Dear Sir/Madam:
You are hereby notified that your registration has been approved in
California. This letter will serve as temporary evidence that you now
hold a valid registration as a Professional Engineer. A formal certi-
ficate will be prepared and mailed to you in the near future, as the
Board's workload permits. Your certificate number and the date of
expiration are shown above.
You should be aware that all certificates are subject to renewal, and
the payment of a renewal fee will be required. A renewal notice will
be mailed to you several weeks before the date of expiration shown above,
but even if you do not receive the notice, you are still-responsible for
renewing your certificate. You should return the renewal notice with
the indicated fee promptly. A penalty fee will be assessed in the event
the renewal is not accomplished within 30 days of the expiration date.
You are required to advise the Board in the event you have a change of
address. The mailings from the Board cannot reach you unless you have a
current address on file.
You may wish to order a stamp and/or a seal. The approved designs are
set forth in Board Rule 411. The seal may be ordered from any stationery
store or suitable vendor in your own locality.
STATE BOARD OF REGISTRATION
FOR PROFESSIONAL ENGINEERS
OlE-88 (Rev. 12-80)
<c(sD
Central
BOARD OF DIRECTORS
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
NO. X Personnel
3/5/81
DATE
March 4, 1981
SUBJECT TYPE OF ACTION
PERSONNEL ACTIONS CONCERNING REDUCTION IN WORK FORC
OF LITIGATION SUPPORT UNIT OF CONSTRUCTION SERVICES PERSONNEL
DIVISION PURSUANT TO BOARD ACTION OF FEBRUARY 5 1981
SUBMITTED BY
Gail B. Koff Personnel Officer
INITIATING DEPT./DIV.
ISSUE: The Board of Directors at its meeting of February 5, 1981, having adopted the
recommendation of the management analysis of the staffing requirements for the Construction
Services Division submitted by Roger J. Dolan, General Manager-Chief Engineer, authorized
funding of the surplus positions of that unit through March 15, 1981 and authorized District Board
Representatives to meet and confer with the Central Contra Costa Sanitary District Employees'
Association to develop the implementation of the reduction in staff. The authorized Board
Representatives, having met and conferred with the Employees' Association on the effects of the
reduction in force, hereby recommends:
RECOMMENDATION:
1. Donal Gallaqher, P.I. Construction Technician (Claims Analyst), Date of Hire: 8/14/78
Due to his seniority in this class, it is recommended that he be offered the one authorized
Permanent-Intermittent Construction Technician (Claims Analyst) position.
2. Peter Filipovich, P.I. Construction Technician (Claims Analyst), Date of Hire 10/15/79
Donald Risden, P.I. Construction Technician (Claims Analyst), Date of Hire 10/22/79
Euqene Mello, P.I. Construction Technician (Claims Analyst), Date of Hire 12/03/79
The remaining three P.I. Construction Technician (Claims Analyst) positions, have been
eliminated pursuant to adoption of the recommendation for staffing of the Construction
Services Division, and it is recommended that Mr. Filipovich, Mr. Risden, and Mr. Mello
receive an executed copy of the attached letter of termination.
3. Helen Baumqartner, P.I. Supervising Clerk Typist, Date of Hire 7/03/78
Diane Cappucini, P .1. Clerk Typist II, Date of Hire 10/2/7 8
The position of P.I. Supervising Clerk Typist and P.I. Clerk Typist II have been eliminated
pursuant to adoption of the recommendations for staffing of the Construction Services
Division, and it is recommended that Ms. Baumgartner and Ms. Cappucini, the two most
senior members of the affected clerical support group, be offered the currently vacant
permanent Clerk Typist II positions at the District, that Ms. Cappucini retain her
current level of compensation; and that Ms. Baumgartner be offered the E salary step
, range applicable to the Clerk Typist II classification.
4. Nadine Sweeney, P.I. Clerk Typist II, Date of Hire 7/23/79
Virqinia Gerber, P.I. Clerk Typist I, Date of Hire 7/14/80
Linda Page, P.I. Clerk Typist, Date of Hire 8/11/80
REVIEWED AND RECOMMENDED FOR BOARD ACTION
The remaining three P.I. Clerk Typist 1/11 positions, have been eliminated pursuant to the
adoption of the recommendations for staffing of the Construction Services Division, and it
is recommended that Ms. Sweeney be offered a temporary Clerk Typist 1/11 position in the
Collection Systems Operation Department at an hourly rate equivalent to her current
level of salary compensation; and that Ms. Gerber and Ms. Page be offered temporary
clerical appointments at an hourly rate of $5.50. These two positions are currently
occupied by seasonal help employees.
5. Subsequent to Board action, each employee should receive an executed copy of the
appropriate attached draft letter.
6. Pursuant to the meet and confer meetings concerning the effects of the layoff, the
authorized Board Representatives also recommend that the District offer any current or
future temporary appointments to affected employees if they meet the qualification and
experience requirements of the position. This recommendation exceeds the District's
obligation to offer employment to laid off employees pursuant to District Code Section
4-502.
c((SD
Central ';ontra Costa Sanitary District
BOARD OF DIRECTORS
NO.
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
SUBJECT
BOARD AUTHORIZATION TO PROVIDE LIFE INSURANCE COVERAGE FOR
THE MANAGEMENT GROUP EQUAL TO TWO TIMES THEIR ANNUAL SALARY
March 4, 1981
TYPE OF ACTION
MANAGEMENT BENEFITS
SUBMITTED BY
D. G. Niles
INITIATING DEPT./DIV.
Deputy General Manager
ISSUE: Management's request for modification of its benefit package.
BACKGROUND: The Board of Directors authorized the remarketing of the District
employees' benefit package with subsequent savings in cost being applied to increased
life insurance and an addition of a long-term disability plan.
The management group of the District has been included in the remarketed medical and
dental plans and concurs with this.
In reviewing the employees' adjusted life insurance plan of twice the E salary range
with a $50,000 maximum limit, and, the new long-term disability plan,. we can see no
significant benefit to the management group in the minor increase that would occur
in life insurance limit or the long-term disability plan.
In response to the Board's position that the management's group benefit package
would be considered and modified after the finalization of the employees' benefit
package, we are proposing the following:
1. The Management group's life insurance program be modified to provide two
times the management employee's annual salary.
2. We would request that we not be included in the employees' long-term
disability program.
The management proposal of increased life insurance to two times annual salary and
not requesting the employees' long-term disability plan represents an annual cost
savings of $2,131 as detailed on the attached summary.
RECOMMENDATION: Board authorization to provide life insurance coverage for the
management group equal to two times annual salary.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
INITIATING DEPT./DIV.
'-~~
DGN
MANAGEMENT GROUP INSURANCE BENEFIT SUMMARY
COL.l COL.2 COL. 3 COL.4 COL.5 COL. 6 COL. 7
Current Twice 2XSalary $50,000 Life Ins. L.T.Disability Col. 6
Management Annual Annual Life Ins. Life Ins. Premium Program Premium less
Employee Salary Salary Premium Premium Differential @O:. 9%XSalary Col. 5
R. Baker 43,080 86,000 359 209 150 388 238
K. Barker 42,780 86,000 359 209 150 385 235
W. Funasaki 37,572 75,000 314 209 105 338 233
R. Hinkson 48,852 98,000 410 209 201 440 239
c. Hopkins 43,092 86,000 359 209 150 388 238
G. Koff 30,468 61,000 255 209 46 274 228
J. McCoy 42, 780 86,000 359 209 150 385 235
D. Niles 51,336 103,000 431 209 222 462 240
C. Weddle 55,080 HO,OOO 460 209 251 496 245
3,306 1,881 1,425 3,556 2,131
<CCSD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO.
Februar 2 1981
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
x. PERS. 2
2/5/81
SUB-MAKE CERTAIN ORGANIZATIONAL CHANGES, CREATE AND
ELIMINA TE CERTAIN POSITIONS, ADOPT CLASS DESCRIPTIONS,
RECLASSIFY, TRANSFER AND APPOINT CERTAIN EMPLOYEES
TYPE OF ACTION
SUBMITTED BY INITIATING DEPT./DIV.
Roger J. Dolan, General Manager-Chief Engr. Administrative
ISSUE: A number of recent developments have made it necessary to recommend several
changes in the organization of the District.
BACKGROUNJ: This position paper recommends a series of organizational and adminis-
trative changes. The specific recommendations for change are presented below or on
attachments. The major recommendations are summarized here:
1. Create a position of Administrative Department Head and centralize the Accounting,
Personnel, Safety, Purchasing and Secretary of the District under that person.
2. Appoint the present Plant Operations Department head into a position of Deputy
General Manager with the responsibility to act for the General Manager-Chief
Engineer in matters relation to District activities and litigation.
3. Make certain changes within Plant Operations Department to accommodate
recommendation 2 above as well as other needs which have been identified within the
department.
4. Create position of Clerk Typist in Special Projects Division.
The effect of these recommended changes is shown on Exhibits Band C. These are the
existing and proposed management organization charts for the District.
The changes which have produced these recommendations are indicated below. The
changes are grouped by affected department.
I. Administrative Department
Until December of 1979, the Administrative Department was headed by Mr. W. C.
Dalton. In this capacity he oversaw the Accounting and Personnel activities of the
District as well as being involved in District-wide planning. Since his retirement, the
planning function has been assigned to the Engineering Department where a new position
was created to handle this and certain other work. The General Manager took over the
direct supervision of the Accounting and Personnel activities. Recent increases in the
administrative work load, particularly in the need for upper management involvement in
the personnel area have created a work load which threatens to take needed attention
away from other vital areas of District activity.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
INITIATING DEPT./DIV.
-2-
Another matter of concern is the need for the improved effectiveness and efficiency
which would result from centralizing safety and purchasing, two functions which are
currently carried on mainly by Plant Operations.
a. Safety
A clear need for an increased safety activity for the District was identified over a
year ago. In appointing the present incumbent of the Safety and Training Supervisor
position, it was pointed out that the District intended to centralize the safety
function so that in the future, one individual could coordinate the safety activities of
the entire District.
The position was to remain in the Plant Operations Department for the first year to
provide additional developmental work on the Safety Program for that department.
The first year will be completed June 11, 1981. (Corresp. Exhibit A)
b. Purchasing
The District presently carries on purchasing activities within each department. The
largest volumes of purchasing are in Plant Operations and Collection Systems
Operation Department. At the plant, a professional purchasing section has been
established with three full time positions. In CSO, less than one full time position is
committed to purchasing. Anticipated changes in staffing of the purchasing activity
in CSO are expected to create a need for supplimental purchasing expertise within
the CSO Department.
Currently, with the exception of the Construction Services Division, the District
staff in engineering and administration spend minor amounts of time purchasing. For
the most part, the purchases they make are routine. Hence, while some increase in
labor efficiency is possible as a result of centralization, it is expected that this will
be minimal.
In the Construction Services Division, there is a certain amount of purchasing work
being done by one Claims Analyst position. This position has been justified through
the end of the fiscal year. It is recommended that the work and personnel from CSD
not be consolidated into the Administrative Department at this time. Rather, this
should be the subject of analysis during the normal personnel budgeting process for
F. Y. 81/82.
The chief advantage to the District of centralization is the cost efficiency possible as
the result of the application of professional purchasing techniques to a larger
percentage of the District's purchases. Furthermore, centralization will provide
greater assurance that our overall purchasing activities conform to the miriad
regulations which have been and are being adopted by the State Legislature, as well
as our own internal regulations.
c. Secretary To The Board
The Secretary to the Board has a dual reporting responsibility. As is quite common in
public agencies, the Secretary reports to the Board relating to the business conducted
at board meetings. For other District responsibilities of the Secretary, he reports
within the organization. Until last July, the Secretary reported within the Engineer-
ing Department. He currently reports to the General Manager. Because of the
Secretary's long experience and understanding of the administrative activities of the
District and his special background and interest in safety matters, the most
appropriate reporting relationship would be within the Administrative Department.
-3-
The class description for the Administrative Department Manager is shown on Exhibit D.
The salary would be set after review by the Oxicon study.
II. Deputy General Manaqer
In October 1980, the Board appointed the law firm of Crosby Heafey, Roach and May
(CHRM) to handle certain major items of litigation. Prior to that time, this work was
being handled by the Counsel to the District with reporting reponsibility to the Board.
CHRM has completed an exhaustive study looking at the most effective and efficient
manner of executing their responsibilities. While their specific report has been provided
under attorney client privilege, it is germain not only to this issue, but also to the
Construction Services Division Budget. The report will be discussed with the Board in
closed session.
One of the several responsibilities of this position will be to provide needed liaison and
coordination with CHRM. The direction of the CHRM activities will be provided by the
General Manager with support from the Deputy General Manager and Counsel for the
District.
In addition to the work with CHRM, this position will also have responsibilities in the
ongoing plant expansion and 5A-I completion projects. This position is immensely
important to the District because of the significance of the projects being undertaken. It
is vital that the position be filled by an individual familiar with the development of the
5A-I project as well as the design needs for plant operations and management. For this
reason, it is recommended that the position be filled by the Plant Operations Department
Manager. The class description for this position is shown on Exhibit E.
III. Plant Operations Department
The proposed appointment of D. G. Niles to Deputy Manager will create a Plant
Operations Department Manager vacancy. In addition, the impending startup of the
furnaces in the Solids Conditioning Building, the "fix and finish" project, the 10 MGD
hydraulic expansion and the alternative water reclamation project will create a need for
additional mechanical engineering expertise in the Plant Operations Department. Follow-
ing is a plan which is designed to make the most effective use of Department personnel to
meet present and upcoming challenges along with enabling the effective management of
the Plant Operations Department. The central features of the recommended plan are as
follows:
a. The present Plant Operations Division Manager ($3,071 per month) will be appointed
to the Plant Operations Department Manager position ($3,590 per month) eligible for
a 5% salary increase in six months.
b. The Plant Operations Division Manager ($3,071 per month) position will be elimina-
ted.
c. The Solids Conditioning Supervisor (R-71) position will be eliminated.
d. A Senior Mechanical Engineer position will be created (R-82 salary level).
e. The Civil Engineering Assistant II position (R-72) will be reclassified to the
Maintenance Engineer position (R-77 salary level).
Following are detailed justifications for each of the above actions:
-4-
a. Department Manaqer Appointment
It is proposed that Robert Baker, the present Plant Operations Division Manager be
appointed to the Plant Operations Department Manager position. Mr. Baker has
qualifications and proven ability in both engineering and management. Mr. Baker
possesses master degrees in Biological Science and Environmental Engineering,
maintained a 4.0 (A) average in coursework in pursuit of the M.S. degree in
Environmental Engineering, is a registered Civil Engineer in California; is a member
of the review board of the Journal of the Water Pollution Control Federation, is the
author of over ten scientific and technical publications; has four years of experience
in scientific research; and has five years of experience in Environmental Engineering.
Mr. Baker has proven to be an effective manager in his 14 months as Plant Operations
Division Manager. A significant number of positive accomplishments have occurred
under his direction.
b. Division Manaqer Position Elimination
Supervision of Operations, the Laboratory, and the Process Control Engineer will
report directly to the Plant Operations Department Manager. Supervision of the
Control Systems Engineer will be delegated to the Plant Maintenance Division
Manager. Consequently the Plant Operations Division Manager position can be
eliminated. In the future, when the size of the Plant Operations Department
increases, this position could be revived by the Board if needed to reduce the
workload on the Plant Operations Department Manager.
c. Solids Conditioning Building Supervisor Position elimination
This position is vacant due to a termination. In the past, this job description has been
written as a combined line/staff position. Experience has shown that at this level, it
is difficult to find individuals with sufficient technical and supervisorial ability to
optimally perform both functions. In addition, overlap between Superintendent of
Opertions authority and Solids Conditioning Supervisory authority has created con-
flicts in the past.
During the past 18 months, a great deal of effort has been put into improving
Operations supervision. The Superintendent of Operations and all of the Shift
Supervisors are all recently hired or recently promoted individuals who have met
demanding standards of performance. These individuals have taken formal five-day
courses in basic supervision and are all being managed under a goals and objective
system. As a result, the competence of the supervisorial staff has risen to the point
where it is possible to eliminate the necessity for a full-time line supervisor in the
Solids Conditioning Building. It is proposed that the line supervisorial authority be
transferred to the Shift Supervisors, a change which would improve supervisorial
accountability. The technical responsibilities of the Solids Conditioning Supervisor
are proposed to be shifted to the Senior Mechanical Engineer.
d. Senior Mechanical Engineer Position Creation
It is proposed to create a Senior Engineer position for the Maintenance Division. This
position is required because of the proposed elimination of the Solids Conditioning
Supervisor position, because of the impending furnace startup, and because of
increasing mechanical engineering work required by the treatment plant.
The duties for providing technical support for the Solids Conditioning Building were
originally performed by a Process Analyst at the R-77 salary level. Line supervision
was provided by a Solids Conditioning Supervisor at the R-71 salary level. The
-5-
Process Analyst position was eliminated after the unsuccessful attempt to start the
furnaces in early 1979. (At that time, it wasn't clear if the furnaces would ever be
operated again). The Solids Conditioning Supervisor position is being eliminated
because of improvements in performance of the Shift Supervisor. Due to impending
furnace startup, it is important to provide technical support for the Solids Condition-
ing Building.
During the 1979 attemptd furnace startup, Plant Operations learned that the
technical requirments for furnace startup and operation are greata and that contrac-
tors and/or consultants cannot be depended upon to provide adequate training and
planning. For these reasons, it is proposed to recruit an experienced, highly
competent mechanical engineer with combustion experience for furnace startup and
operation. The engineer should be hired when Metcalf and Eddy starts the furnace
design work. This way he can provide a design review function and will have time to
intimately learn the furnace systems and to put together a good quality operator
training program. Much of the pre furnace startup time of the Senior Engineer should
be grant fundable thereby reducing the cost to the District of hiring this person
before furnace startup.
e. Civil Engineering Assistant II Position Reclassification to Maintenance Enqineer
This position has recently been utilized to provide close technical support for the
Maintenance Division. The level of expertise required to adequately perform this
function exceeds that required in the Civil Engineering Assistant II job description.
The Maintenance Engineer will be responsible for planning the performance of
preventive maintenance projects. He/she will perform engineering alternative
analyses to determine when major equipment should be replaced and when mainten-
ance tasks should be contracted out or performed in-house. This Maintenance
Engineer will be responsible for reviewing maintenance tasks for safety and effec-
tiveness and will perform staffing studies and assist in preparation of annual budgets
for the Maintenance Division.
Dale Ohda, Civil Engineering Assistant II, is presently on the Sanitary District's
Associate Engineer eligibility list, has a B.S. degree in Metallurgical Science, and is a
registered Civil Engineer. He has been employed by the Sanitary District for 8!
years and has worked at the treatment plant for 5! years. During his employment at
the treatment plant, Mr. Ohda has performed engineering alternative analyses, and
has planned large maintenance projects, has made detailed vibration analyses, and has
assisted in complicated projects to align major pieces of equipment. Mr. Ohda has
an ideal background and abilities for this Maintenance Engineer position and is in fact
presently performing the functions of the Maintenance Engineer job description. It is
recommended that Mr. Ohda be reclassified into the Maintenance Engineer position.
The net effect of the above recommended changes will be to eliminate one position in
the Plant Operations Department. The proposed changes are shown on the attached
organizational charts for the Plant Opertions Department. Exhibit F shows the
current organization, Exhibit G shows the effect of the proposed changes.
The class descriptions are referenced as follows:
Exhibit
Plant Operations Department Manager H
Senior Mechanical Engineer I
Maintenance Engineer J
-6-
IV. Special Projects Enqineering Division-Addition of Clerk/Typist 1/11
Due to a significant increase in clerical and typist work in the Special Projects
Engineering Division, it is recommended that a permanent position be created for a
Clerk/Typist 1/11 (Range 45/49).
The increase in workload mentioned above, results from the large amounts of typing,
filing, and other functions associated with the numerous projects being managed by this
Division, including "Fix & Finish" work, plant expansion, facilities planning, solid waste to
energy and many others.
RECOMMENDATION: It is recommended that the Board take the following actions.
1. Create the positions:
a. Administrative Department Manager
b. Deputy General Manager
c. Senior Mechanical Engineer in Plant Operations Department
d. Clerk Typist 1/11 in Special Projects Engineering Division
2. Eliminate position of Plant Operations Division Manager to be vacated by proposed
appointment to higher position.
3. Adopt class description for:
a. Administrative Department Manager
b. Deputy General Manager
c. Plant Operations Department Manager
4. Make the following personnel appointments:
a. Appoint Mr. David G. Niles to the position of Deputy General Manager at a
salary of $4,278 per month (including 2!% for 20 year longevity pay and 2!% for
having 30 years in retirement plan. This is a 2!% increase in salary.
b. Appoint Mr. Robert A. Baker to the position of Plant Opertions Department
Manager at a salary of $3,590/mo.
5. Indicate conceptional agreement with the following matters. Authorize the General
Manager-Chief Engineer to Meet and Confer with the Employees' Association as
appropriate. Authorize the General Manager-Chief Engineer to take the appropriate
action on these matters following Meeting and Conferring.
a. Adoption of class description for Senior Mechanical Engineer.
b. Adoption of class description for Maintenance Engineer.
c. Elimination of vacant position of Solids Conditioning Building Supervisor.
d. Reclassification of the position of Civil Engineering Assistant II within the Plant
Operations Department to the position of Maintenance Engineer, R-77.
e. Transfer of a P.I. Clerk Typist to fill new permanent Special Projects Division
position.
cc<SD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO.
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
February 17, 1981
TYPE OF ACTION
SUBJECT
DELEGATE THE AUTHORITY TO THE GENERAL MANAGER-CHIEF
ENGINEER TO DISMISS JERRY JACKSON PURSUANT TO SECTION
4-415 OF THE DISTRICT CODE
PERSONNEL
Robert A. Baker
INITIATING DEPT./DIV.
Manager, Plant Operations
SUBMITTED BY
ISSUE: During his 14 months of employment with the Central Contra Costa Sanitary
District, Jerry Jackson has consistently made excessive use of unscheduled leave.
In addition, Mr. Jackson has not complied with his supervisor's instruction to provide
doctors' excuses for all sick leave.
BACKGROUND: Jerry Jackson has accumulated 34 unscheduled absences in his 14 months
of employment with the Central Contra Costa Sanitary District. His use of unscheduled
leave averages 24 days per year.
Mr. Jackson was instructed in June, 1980 by Nick Bane, Maintenance Superintendent, in
the presence of Edward Schnitzel, Maintenance Technician IV, Mechanical, to provide
doctors' excuses for all sick leave. Since then, Mr. Jackson has failed to provide
doctors' excuses to substantiate sick leave absences on all ten occasions of sick
leave absence.
The Board of Directors will be provided with a confidential comparison of Mr. Jackson's
attendance record with the records of other District employees which shows that
Mr. Jackson's record is clearly excessive and which also shows that Mr. Jackson is not
being treated in any unusual or prejudicial manner.
RECOMMENDATION: Delegate the authority to the General Manager-Chief Engineer to dismis
Jerry Jackson pursuant to Section 4-415 of the District Code.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
GlJEIV'
RAB
<C<SD
Centra. ~ontra Costa Sanitar, District
BOARD OF DIRECTORS
NO. X. Personnel
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
~anuary 14, 1981
SUBJECT
AUTHORIZE A PROMOTIONAL EXAMINATION FOR FOUR
QUALIFIED DISTRICT Er~LOYEES FOR THE POSITION OF
CONSTRUCTION INSPECTOR
TYPE OF ACTION
PERSONNEL
SUBMITTED BY
Jay McCoy
INITIATING DEPT./DIV.
Engineering/Collection System
One vacancy currently exists in the position of Construction
Inspection. The vacancy is being filled on a provisional basis and
it is necessary to make a permanent appointment. The opening has
been advertised within the District and four qualified District
employees have submitted applications.
The District Code provides for a promotional examination for
District personnel if there are five qualified applicants. A
modification to this provision has been a subject of meet and confer
sessions. The intent of this modification is to create a procedure
whereby the Board may authorize a "closed" promotional examination
for less than five qualified District employees if management
recommends such action. It is the intent of management to recommend
to the Board that this modification be adopted after meet and confer
sessions are completed. Since the modification is not official and
since management has determined justification exists for a promotional
examination for the four qualified District employees, it is the
purpose of this paper to request that the Board approve such a
promotional examination.
RECOMMENDATION: Authorize a promotional examination for four qualified
District employees for the position of Construction Inspector.
~J~JMC ~CLW
ECOMMENDED FOR BOARD ACT/ON
GK
c((SD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO.
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
JANUARY 8, 1981
SUBJECT
TYPE OF ACTION
REQUEST EIGHT WEEK MEDICAL LEAVE OF ABSENCE FOR D. BARONE,
EFFECTIVE JANUARY 5, 1981
PERSONNEL
SUBMITTED BY
WALTER N. FUNASAKI, FINANCE OFFICER
INITIATING DEPT./DIV.
ACCOUNTING DIVISION
ISSUE: A SIX-MONTH MATERNITY LEAVE OF ABSENCE WAS PREVIOUSLY GRANTED TO D. BARONE,
JUNIOR ACCOUNTANT, EFFECTIVE FEBRUARY 1981. DUE TO MEDICAL REASONS, AN EIGHT WEEK
MEDICAL LEAVE OF ABSENCE EFFECTIVE JANUARY 5, 1981 IS NOW BEING REQUESTED IN LIEU
OF THE MATERNITY LEAVE.
BACKGROUND: AT THE NOVEMBER 20, 1980 BOARD MEETING, THE BOARD AUTHORIZED D. BARONE'S
REQUEST FOR A SIX MONTH MATERNITY LEAVE OF ABSENCE, AND AN ADDITIONAL POSITION OF
ACCOUNTING ASSISTANT TO PROVIDE STAFFING DURING MRS. BARONE'S ABSENCE. AT THE END
OF HER MATERNITY LEAVE, D. BARONE WAS TO RETURN TO WORK IN HER PRESENT CLASSIFICATION
ON A 20-HOUR PER WEEK PERMANENT PART-TIME BASIS.
UPON HER RETURN FROM HER MEDICAL LEAVE OF ABSENCE IN EARLY MARCH 1981, D. BARONE
WILL PROBABLY CONTINUE HER PRESENT 32-HOUR PER WEEK PART-TIME SCHEDULE UNTIL THE END
OF THE CURRENT FISCAL YEAR BEFORE ASSUMING HER PLANNED 20 HOURS PER WEEK WORK SCHEDULE.
DURING THE FOUR MONTH PERIOD WHICH WOULD OTHERWISE HAVE BEEN SPENT ON MATERNITY
LEAVE. D. BARONE WILL CONTINUE THE TRAINING OF THE NEW ACCOUNTING ASSISTANT AND WILL
BE INVOLVED IN UPGRADING OF THE ACCOUNTING SYSTEM. INCLUDING THE ESTABLISHMENT OF A
FIXED ASSET SYSTEM.
RECOMMENDATION: RESCIND THE PREVIOUSLY AUTHORIZED MATERNITY LEAVE OF ABSENCE FOR
D. BARONE, AND AUTHORIZE AN EIGHT WEEK MEDICAL LEAVE OF ABSENCE EFFECTIVE JANUARY 5,
1981.
REVIEWED AND RECOMMENDED FOR BOARD ACTION ,
GEN. MGR./CHIEF ENG.
<((sD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO. x. perS~?~7al
c
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
October 31, 1980
\
\
\
SUBJECT TYPE OF ACTION
AOOPT NEW CLASS DESCRIPTIONS FOR THE PffiITIONS OF
LABORA'IORY TEClINICIAN, CHEMIST I, AND CHEMIST II AND CANCEL Personnel
'IHE OLD ClASS DESCRIPTIONS FOR LABORA'roRY TEOINICIAN AND CHEMIS .
SUBMITTED BY
INITIATING DEPT./DIV.
Issue: ']be class descriptions for Laboratory Technician and Chemist need to be
revised.
Background: 'Ihe policy and procedure statement on personnel advancanents which was
approved by the Board of Directors in December, 1979 has necessitated that rrod.i-
fications be made to certain job descriptions. Specifically, the Laboratory
Technician class description has been rewritten to fit the entry level position
as defined in the procedure for personnel advancements i a Chemist I class description
has been written to fit the second level position as defined in the procedurei
and the present Chemist class description has been rewritten and retitled as
Chemist II. 'Ihe salary level of the Laboratory Technician position will remain
at R59, and the salary level of the Chemist II position will remain at the salary
level of the old Chemist position (R65). It is requested that the Chemist I
salary level be set at R62.
Reccmnendation: Adopt the new class descriptions for Laboratory Technician, Chemist I,
and Chemist II and cancel the old class descriptions for laboratory Technician and
Chemist.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
ENG.
((sD
Central Contra Sanitary District
BOARD OF DIRECTORS
NO. X. Personnel b
1 8 81
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
SUBJECT
APPOINTMENT OF KEN ROAN TO THE RECLASSIFIED POSITION OF
VEHICLE AND EQUIPMENT MECHANIC I I, RANGE 65E ($2176),
EFFECTIVE JANUARY 9, 1981
January 2, 1981
TYPE OF ACTION
Personnel
SUBMITTED BY
Robert H. Hinkson
INITIATING DEPT./DIV.
Collection System Operations
ISSUE: Ken Roan should be appointed to the reclassified position of Vehicle
and Maintenance Mechanic I I to correctly relfect the duties that he is currently
performing and that are required of the position.
BACKGROUND: The Vehicle and Equipment Mechanic I I classification has been
developed and adopted to reflect the more complex mechanical, diagnostic and
repair work on engines, transmissions and electrical systems found in the
District's varied fleet of vehicles and specialized equipment.
Ken Roan has filled the position on a provisional basis since August 1,
1980. His performance has been excellent and he has demonstrated a real
ability and desire to accept duties of increased complexity and responsibility.
The needs and interests of the District would be best served by the
reclassification of Ken Roan to this position.
RECOMMENDATION: Authorize the appointment of Ken Roan to the position of
Vehicle and Maintenance Mechanic I I, Range 65E ($2176.00) effective January 9,
1981.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
~TIA~wJ je;Z
RHH
GBK
ENG.
~
D
Central Costa Sanitary District
BOARD OF DIRECTORS
NO.
e.
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
January 6, 1981
SUBJECT
TYPE OF ACT ION
CREATE TWO TEMPORARY POSITIONS TO SUPPORT THE BIOLOGICAL
PHOSPHORUS REMOVAL PilOT PLANT STUDY
AUTHORIZE CREATION OF
TWO TEMPORARY POSITIONS
SUBMITTED BY
John A. larson, Special Projects
INITIATING DEPT./DIV.
Engineering Division
BACKGROUND:
Two temporary positions are required to support the proposed biological
phosphorus removal pilot plant. The two positions required are:
Associate Engineer (Environmental), Range 77
The person selected for this position will be responsible for the day-to-
day operation of the pilot plant data reduction/organization/interpreta-
tion, coordination with outside consultants, and report preparation.
This position would be full time and would be in the Special Projects
Engineering Division.
laboratory Technician, Range 59
This position will be responsible for augmenting laboratory personnel
to allow analysis of pilot plant samples. This position would be part
time and would be in the Plant Operations Division.
The estimated duration of these positions is 8 - 10 months.*
RECOMMENDATION:
Create the temporary position of Associate Engineer (Range 77) in the Special
Projects Engineering Division and the temporary position of laboratory Technician
(Range 59) in the Plant Operations Division.
* The funding for these positions
was included in the $140,000
authorization requested for the
Pilot Plant Study.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
Co "L W
:.<.