HomeMy WebLinkAboutAGENDA BACKUP (PERSONNEL) 1980
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Central Contra Costa Sanitary District
BOARD OF DIRECTORS
No.VIII.
3
Personnel
11 /20 80
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
November 14, 1980
TYPE OF ACTION
SUBJECT
MATERNITY LEAVE OF ABSENCE FOR D. BARONE,
JUNIOR ACCOUNTANT, SALARY RANGE 52-E
Personnel
SUBMITTED BY
Walter N. Funasaki
INITIATING DEPT./DIV.
Administration/Accounting
ISSUE: D. Barone, Junior Accountant, has requested a six month maternity
leave of absence beginning February 20, 1981.
BACKGROUND: D. Barone presently works a 32 hour per week schedule in
Accounting. Her primary responsibility involves the processing of the District's
payroll and associated reports and payments of withheld amounts. All of the
responsibilities currently held by D. Barone will be reassigned to other members
in Accounting, including a new Accounting Assistant position for which authori-
zation is requested in a separate Position Paper.
Upon her return from maternity leave early in the next fiscal year, D.
Barone will be employed in a permanent part-time eapacity and will work a 20
hour 'Per week schedule. .
RECO~1ENDATION: Approve a six month maternity leave of absence for D.
Barone effective in February 1981.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
<e<SD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
No.VIII.
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
November 14, 1980
TYPE OF ACTION
SUBJECT
AUTHORIZE AN ADDITIONAL POSITION OF ACCOUNTING
ASSISTANT, SALARY RANGE 49, $1232 to $1486
Personnel
SUBMITTED BY
Walter N. Funasaki
INITIATING DEPT./DIV.
Administration/Accounting
ISSUE: Authorization for an additional Accounting Assistant position in
Accounting is necessary to provide staffing to allow for a six month maternity
leave of absence by D. Barone, Junior Accountant, Salary Range 52-E.
BACKGROUND: D. Barone has requested a six month maternity leave of absence
beginning February 1981. The authorization for a new Accounting Assistant
position will provide for a reassignment of responsibilities presently held
by D. Barone to the new position and other staff members. The new Accounting
Assistant will be assigned to Accounting in November 1980 to permit a three
month training period; the principal responsibility to be assumed by the new
Accounting Assistant will be the processing of the District's monthly payroll.
D. Barone will return from her maternity leave of absence early in the
1981-1982 fiscal year on a 20 hour per week permanent part-time basis.
A summary of the staffing changes requested is shown below:
1980-1981
Present Authorized
Staffing
Requested
Staffing
1981-1982
Staffing
Finance Officer
Senior Accountant
Junior Accountant
1
1
1
4
1 1
1 1
1 Maternity Leave ~
2/81 - 8/81
1 1
1 Effective 1
-11/21/80
4.3 4.5
Accounting Assistant
Accounting Assistant
1
The net increase of one-half person beginning August 1981 over the 1980-1981
authorized staffing level is justified on the basis of additional accounting re-
quirements which will result from an anticipated upgrading of the accounting
system, including establishment of a fixed asset system.
RECOMMENDATION: Authorize an additional position of Accounting Assistant,
Salary Range 49, effective in November 1980.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
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Central Contra Costa Sanitary District
BOARD OF DIRECTORS
No.VIII.
4
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
November 17, 1980
TYPE OF ACTION
SUBJECT
ADOPT A REVISED CLASS DESCRIPTION FOR THE POSITION
OF ACCOUNTING ASSISTANT, SALARY RANGE 49, $1232-$1486
Personnel
SUBMITTED BY
Walter N. Funasaki
INITIATING DEPT./DIV.
Administration/Accounting
ISSUE: The class description for the position of Accounting Assistant
needs to be updated in order to include the responsibilities of an additional
position and to include the Accounting Assistant position in the promotional
examination procedure.
BACKGROUND: A new Accounting Assistant position has been requested in
a separate Position Paper. If authorized, there will be two Accounting
Assistant positions within Accounting. The present class description needs
to be revised in order to include the general scope of duties to be performed
by the Accounting Assistant.
It is intended that the Accounting Assistant position be included in the
District's promotional examination procedure. Employees in this classification
would become eligible to participate in the examination for the next higher
classification of Junior Accountant after an 18 month period. The Accounting
Assistant class description has been revised to include a scope of duties which
will provide sufficient experience to enable progression to the next higher
classification.
RECOWffiNDATION: Adopt revised class description for the position of
Accounting Assistant, Salary Range 49, $1,232 - $1,486.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
cc(sD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO. VII!.
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
November 17,
SUBJECT
TYPE OF ACTION
TERMINATION OF JERRY JACKSON, MAINTENANCE TECHNICIAN I
Personnel
SUBMITTED BY
D. G. Niles
INITIATING DEPT./DIV.
Plant Opertions Department
Issue: Termination of Jerry Jackson, probationary Maintenance Technician I, from
employment with the Central Contra Costa Sanitary District.
Background: Jerry Jackson was employed as a Maintenance Technician I on December 3,
1979 by the Central Contra Costa Sanitary District. Chapter 4 Sec. 4-415 of the Distric
code provides for a probationary period of not less than six months nor more than 12
months. During Mr. Jackson's first six months of employment, his absenteeism from
work was not acceptable, and his probation was extended. Mr. Jackson was informed
by his supervisor that his probation was being extended due to excessive absenteeism
and that his attendance would have to improve.
A review of Mr. Jackson's attendance record since June, 1980, indicates that his
attendance has not improved to a satisfactory level.
Recommendation: Board authorization of dismissal of Jerry Jackson on November 28, 1980.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
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Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO. VI I I. Personnel
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
November 4, 1980
SUBJECT
TYPE OF ACTION
CHANGE IN CLASS DESCRIPTION FOR CONSTRUCTION EQUIPMENT
OPERATOR
Personnel
SUBMITTED BY
Robert H. Hinkson
INITIATING DEPT./DIV.
Collection System Operations
ISSUE: This position is open in the C.S.O. Department and the class
description is being revised prior to fill ing it.
BACKGROUND: Transporting construction equipment is one of the principal
activities of this class. Under "Desirable Qualificationsll we have added
knowledge of the operation and maintenance of trucks and trailers to
emphasize this function.
RECOMMENDATION: Approve change in class description for Construction
Equipment Operator.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
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Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO. VI I I. Personnel - 1
11 20 80
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
DEVELOPMENT OF POLICY STATEMENT FOR 5%
SAlAR Y INCREASE IN RECOGNITION OF A TT AIN-
MENT OF PROFESSIONAL ENGINEER CERTIFICATION
November 13, 1980
TYPE OF ACTION
SUBJECT
PERSONNEL
SUBMITTED BY
Gail B. Koff, Personnel Officer
INITIATING DEPT./DIV.
Administrative
ISSl.JE: In September 1975 and August 1977, The Board requested District staff to
develop a policy statement which would grant a 5% salary incentive increase to District
employees who attained engineering registration and were not currently in a job
classification requiring registration. The Board's contention was that such recognition
would encourage employees to remain with the District until such time that a position
requiring registration would become available.
In practice, two employees, Jack Case and Reynaldo Limjoco, received this 5%
salary increase when they achieved their Professional Engineering Registration and were
not in a position requiring such certification. Two other employees, Cynthia Deleon and
Dale Ohda, are currently in positions not requiring registration, have achieved their
Professional Engineering Certification, and have not benefited by this 5% salary increase.
District staff needs Board input concerning the development and implementation of
this policy as the following questions and problems arise. Examples of this are:
1. Is this policy to be limited only to those engineering staff who attain
registration or is the policy intended to include all staff who achieve higher
certification than the position occupied demands?
A. Plant Operators and maintenance personnel and CSO crew members who
achieve higher certification than in the position they currently occupy
B. Personnel who meet the qualifications or achieve required skills of a higher
level position.
2. Will the employee be expected to accept work responsibilities of the higher
classification although his current class description does not include it?
While concerned with the financial impact of the policy, the District desires a policy
which would be fairly and evenly administered throughout the District.
We wish the Board to advise staff of the intent and scope of th requested policy
statement.
RECOMMENDATION: Provide guidance to staff concerning scope of policy statement
regarding 5% salary increase for attaining registration when employee is occupying
position which does not require such registration.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
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Central Contra Sanitary District
BOARD OF DIRECTORS
NQ
. Con. Cal. - 16 11/6/8
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
November 6, 1980
SUBJECT
TYPE OF ACTION
APPROVAL OF POLICY FOR SAFETY SHOES
Personne 1
~
SUBMITTED BY
Gail B. Koff, Personnel Officer
INITIATING DEPT./DIV.
Administration/Personnel
ISSUE: In accordance with the Memorandum of Understanding signed July 1980, the
Board of Directons and the Employees Association agreed to meet and confer on
a policy statement concerning Safety Shoes.
Meet and confer sessions have taken place concerning this matter, and submitted
for your review and approval is the agreed upon statement.
RECOMMENDATION: Approve Policv for Safetv Shoe~.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
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Central Contra Costa Sanitary District
NO.
POLICY & PROCEDURE
EFFECTIVE
J III v 1 1 qAn
SUBJECT
SECTION
SAFETY SHOES
Personne 1
ESTABLISHED BY:
REFERRING TO:
Gail B. Koff. Personnel Officer
Memorandum of Understandina 1980-81
POLICY
Employees regularly exposed to foot injuries are required to wear safety shoes.
Employees who are periodically exposed to foot injuries are advised to wear
safety shoes. Employees will be informed by their immediate supervisor whether
or not they are required to wear safety shoes.
Employees who are either required or advised to wear safety shoes shall be
provided one pair of safety shoes by the District at a cost not to exceed $45.00
per pair of safety shoes plus replacement if shoes become unusable while performing
District business.
Safety shoes requiring replacement shall be turned in to the employee's immediate
supervisor who will make the appropriate determination as to their replacement
and notify the employee on how to proceed with shoe replacement.
I SHEET 1 OF 1
SAFETY SHOES - DESIGNATED POSITIONS
Engineering Department
Required Category
Civil Engineering Assistant II - Survey
Civil Engineering Assistant I - Survey
Engineering Aid III - Survey
Advised Category
Senior Engineer - Project Management
Associate Engineer - Survey
Assistant Environmental Engineer
Assistant Engineer
Engineering Aid II - Survey
Senior Construction Inspector
Construction Inspector
Collection System Operations Department
Required Category
Maintenance Crew Leader
Equipment Mechanic
Construction Equipment Operator
Building & Grounds Maintenance Worker
Maintenance Crew Member II
Maintenance Crew Member I
"
Advised Category
Maintenance Supervisor
Equipment Maintenance Supervisor
Plant Operations Department
'Required Category
Civil Engineering Assistant II
Maintenance Supervisor
Maintenance Technician III
Maintenance Technician II
Maintenance Technician I
Senior Materials Coordinator
Materials Coordinator
Plant Attendant
Advised Category
Senior Engineer
Pump Station Operations Supt.
Maintenance Superintendent
Purchasing/Materials Supervisor
Senior Buyer
Buyer
Engineering Assistant
Safety Training Supervisor
Solids Conditioning Supervisor
Shift Supervisor
Operator I II
Operator II
Operator I
Engineering Aid II
c((SD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO. VII. Personne
10 2/80
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
September 26, 1980
SUBJECT
TYPE OF ACTION
PLANT MAINTENANCE aVISION MANAGER POSITION
Personnel
SUBMITTED BY
D. G. Ni les
INITIATING DEPT./DIV.
Plant Operations Department
The examination for the position of Plant Maintenance Division Manager
was completed on September 23, 1980. There were 20 applicants with nine
qualifying to take the examination for the position. Of the 11 qual ifying,
six accepted invitations to take the examination. The examination was con-
ducted by an oral board which consisted of two interviewers from the outside
and one from the District. Each candidate was allowed one hour for the com-
pletion of two written problems and preparation of his presentation to the
oral board. Of the six candidates interviewed, three met both the qual ifica-
tions and passed the written/oral examinations. Those names have been sub-
mitted to the Board of Directors for the establishment of an eligibil ity 1 ist
for the Plant Maintenance Division Manager position.
Mr. Charles Batts placed No.1 in the examination by indicating to the
examining board a thorough understanding of the management and technical
requirements of maintaining a complex treatment facility. In reviewing Mr.
Batts' application for employment, he has presented excellent educational,
technical, and experience qualifications for this position. Mr. Batts is
presently employed by Allied Chemical Corporation as an assistant to the
plant manager at an annual salary of $35,000.
It is recommended that after establishment of the Plant Maintenance
Division Manager eligibility list by the Board of Directors I be authorized
to negotiate with Mr. Batts for employment with the Central Contra Costa
Sanitary District at a salary within range R86. This would match his present
salary and also indicate a potential growth incentive.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
Central Contra itary District
BOARD OF DIRECTORS
NO.
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
October 2, 1980
TYPE OF ACTION
SUBJECT
Approval of Policy and Procedure on Work Hours -
Alternative Work Schedule
Personnel
SUBMITTED BY
ISSUE: In accordance with the Memorandum of Understanding signed July 1980,
the Board of Directors and the Employees Association agreed to meet and confer
on a Policy Statement concerning flextime.
Meet and confer sessions have taken place concerning this matter,
for your review and approval is the agreed upon policy statement.
District and the Employees Association Wage and Benefit Committee
the language of the submitted policy statement, and request Board
the implementation of this policy beginning October 1, 1980.
and submitted
Both the
agreed to
approval for
RECOMMENDATION: Approve policy and procedure on work hours-alternative work
schedule.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
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Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO.
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
October 2, 1980
SUBJECT
TYPE OF ACTION
REPORT ON JERRY JACKSON, MAINTENANCE TECHNICIAN I,
GRIEVANCE AND CLAIM HEARING
PERSONNEL
SUBMITTED BY
D. G. NILES
INITIATING DEPT./DIV.
PLANT OPERATIONS DEPARTMENT
Issue: On April 16, 1980 Jerry Jackson, Maintenance Technician I filed a formal
grievance with the Sanitary District.
Background: Mr. Jackson was employed by the Sanitary District on December 3, 1979
as a Maintenance Technician I. On March 15, 1980 Mr. Jackson took the written and
oral examination for the Maintenance Technician I I I, Instrumentation position. On
April 16, 1980 Jerry Jackson filed a formal grievance against the Sanitary District
listing a number of complaints and requested the following relief:
1. An independent review of the written portion of his exam for
Maintenance Technician I I I;
2. A written retraction/apology from his former supervisor regarding
an alleged threat made by appellant, as well as proof that his per-
sonnel file was cleared of any trace of that alleged threat;
3. Return of improperly docked pay; and
4. That he be returned to the Instrumentation Division.
Appellant has also filed a claim against respondent seeking damages in the amount
of $44,000 for emotional distress, injury to his personal reputation and to his business
reputation, unreasonable postponement of or outright loss of promotional opportunities,
and aggravation of diabetes as a result of the stress occasioned by these circumstances.
Jerry Jackson's grievance was conducted in conformance with District procedures
with hearings held beginning with Mr. Jackson's immediate supervisor and on up through
the District General Manager-Chief Engineer. Being unable to resolve the grievance
within the District, a formal hearing before Administrative Law Judge Michael C. Cohn,
was held on September 18, 1980.
The Sanitary District was represented by Thomas Dawson of the John J. Carniato law
offices, and the attached Determination of Issues was made by Michael C. Cohn, Adminis-
trative Law Judge.
Recommendation: That the decision of Michael C. Cohn, Administrative Law Judge, in the
matter of Jerry Jackson vs. Central Contra Costa Sanitary District be adopted by the
Board of Directors and Jerry Jackson be notified of this decision.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
GEN. MGR./CHIEF ENG.
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Central Contra Costa Sanitary District
BOARD OF DIRECTORS
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
NOVI1. P2prsonne1
It m 1& 9 18 80
DATE
Sept. 15, 1980
SUBJECT ADOPT A CLASS DESCRIPTION FOR THE POSITION OF TYPE OF ACTION
ASSOCIATE ENGINEER (ENVIRONMENTAL) AND AUTHORIZE A PERSONNEL
POSITION FOR ASSOCIATE ENGINEER (ENVIRONMENTAL), RANGE 77
IN THE SPECIAL PROJECTS ENGINEERING DIVISION
SUBMITTED BY
JOHN LARSON
INITIATING DEPT./DIV.
ENGINEERING/SPECIAL PROJECTS
BACKGROUND: The original personnel budget for 1980-81 included one
additional Associate Engineer position in the Special Projects Engineering
Division; however, that position was dropped because of the uncertain
future of the Clean Water Grant Program and the State Solid Waste Manage-
ment Board (SSWMB) Grant Program.
At this time, it appears that CCCSD will receive over $40 million in
clean water grant funds over the next five years for completion of the
Stage 5 Project (including correction of Stage SA Deficiencies, Stage 5B
Hydraulic Capacity Expansion and Stage 5B Solids Handling Capacity
expansion). This work will be starting October 1, 1980. Additionally,
the SSWMB has given a $431,000 grant to CCCSD for Predesign Engineering
on the Garbage to Energy Project. This work will be starting about
November 15, 1980. The additional Associate Engineer position is needed
in Special Projects to assist in coordinating these tasks.
This work will require skills in the area of Environmental (Sanitary)
Engineering. The proposed class description emphasizing the sanitary
engineering background is attached.
RECOMMENDATION: Adopt a Class Description for the position of Associate
Engineer (Environmental) and authorize a position for Associate Engineer
(Environmental), Range 77, in the Special Projects Engineering Division.
Attachments
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REVIEWED AND RECOMMENDED FOR BOARD ACTION
PT./DIV.
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CENTRAL CONTRA COSTn SANITARY DISTRICT
CLl\SS DESCRiPTION
CODe::
EFFECTIVE:
TITLE: Associate Engineer (EnVironrrental)
DEFINITION
Under general direction plans, directs, coordinates, and reviews the
w:>rk' of professclonal and nonprofessional personnel; performs difficult and"
" <x>mplex professional environriental engineering office and field w:>rk; and
performs related work as required.
.
EXAMPLES OF DUTIES
".
~'lithin broad <x>nceptUal guidelines, inplerrents capital improverrents
and repairs to the Wastewater treat:Irent plant; investigates operational'
and equipnent probieros -9IlP recorrrre.nds <x>rrecti ve action; <x>nducts field
investigations anq' stUdies; directs and coordinates the Y.Drk of <x>nsul ting
engineers arid <X>I1struction cx:>ntractOrs; requests labOl:atory tests and
interprets results'; performs detailed technical calculations; superVises
the Y.Drk of technlcal and nontechnical personnel; rreets with the public
and other gove:I:nrrental agencies; and prepares .engineering reports.
LICENSES
Possession of an appropriate Califonria Operator's license .issued by
the State Iepart::rrent of M:>tor Vehicles. possession of' a valid certificate
of registration as a civil, chemical, or rrechanical engineer issued by
the Califomia State Board of Registration for Professional Engineers.
DESIRABLE QUALIFICATIONS
Knowledge of:
Environrrental engineering principles and practices related to
design, <x>nstruction and start-uP of wastewater treatrrent
and reclamation facilities;
Narenclature, symbols, techniques and equiprrent used in
environrrental engineering;
Rules at:ld- standards of the agencies that regulate the
operation qf wastewater treat:Irent and reclamation
facilities; .
Principles and practices used in the preparation of
plans and specifications for <x>nstruction projects;
Principles and uses of georretry, algebra, trigonorretry
and rrechanical drawing
and
Ability to:
Apply enviromrental engineering principles to the solution
of difficult and conplex environrrental problems;
Translate operational/process requirerrents into functional
designs;
Conduct detailed engineering investigations and studies;
Associate Engineer (Envi:ronrrental) - Page 2
Perfonn :routine bacteriological, chemical, biological, and
physical tests on wastewater and reclairred wastewater and
to interpret the test results;
Deal with the public, other governrrental agencies, and
engineering a:msul tants;
Plan and direct the ~rk of others;
Prepare maps, drawings, diagrams, and charts;
Prepare clear and concise technical reports
and
Experience :
Five years of increasingly responsible envi:ronrrental
engineering experience, including at least bx:> years of
experience corrparable to that of an Assistant Envi:rormental
Engineer in the Central Contra Costa Sanitary District
and
Education:
Graduation from an accredited college or uni versi ty with
najor ~rk in civil, chemical, or rrechanical engineering
or a closely related field is required. A Masters Degree
in Sanitary Engineering is desirable but not required.
Central Contra
BOARD OF DIRECTORS
District
NdJ I 1. Personnel - 2
10 2 80
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
October 2, 1980
SUBJECT
ADOPT ELIGIBILITY LIST FOR THE POSITION OF
PLANT MAINTENANCE DIVISION MANAGER
TYPE OF ACTION
Personnel
SUBMITTED BY. .
Gall B. Koff, Personnel Offlcer
INITIATING D~PT./DIV.
AdmlnlstrationjPersonnel
ISSUE: On September 23, 1980 an oral examination was conducted to establish
an eligibility list for the position of Plant Maintenance Division Manager.
In accordance with Chapter 4, Sections 4-4010 and 4-409A of the District
Code, the Board shall adopt by resolution both the eligibility list and the
appointment for certain designated District positions.
Attached is the Eligibility List for Board approval and a copy of the
examination process for your information. The Examination consisted of
7 questions which required a response from the candidates. Prior to the
actual interview, each candidate was allowed one hour to solve the two
technical questions (questions 5 and 6) and to organize their presentation
concerning a preventative maintenance program (question 7.)
RECOMMENDATION: Adopt Eligibility List for the position of Plant Maintenance
Division Manager.
September 23, 1980
MEMORANDUM TO: THE BOARD OF DIRECTORS
VIA:
FROM:
SUBJECT:
Roger J. Dolan, General Manager-Chief Engineer
Gail B. Koff, Personnel Officer
ADOPT ELIGIBILITY LIST FOR THE POSITION OF
PLANT MAINTENANCE DIVISION MANAGER
Issue: Examinations have been completed as authorized to establish an
Eligibility List for the position of Plant Maintenance Division Manager.
The results are as follows:
Placing
Name
Score
Action
1
2
3
Charles Batts
George Detwiler
Roy Barnacal
88
83
77
Recommendation: Adopt Eligibility List for the position of Plant Maintenance
Division Manager.
Respe!1y submo.tted,
~ Koff
Personnel Officer
GBK :wl
cc: Employees Association
Revi ewed by:
Approved By:
D. G. Niles
Manager, Plant Operations
Roger J. Dolan
General Manager-Chief Engineer
((sD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO. VII. Personnel
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
September 18, 1980
TYPE OF ACTION
SUBJECT
Approval of Policy and Procedure on Work Hours
Personnel
SUBMITTED BY
Gail B. Koff, Personnel Officer
INITIATING DEPT./DIV.
Administration/Personnel
ISSUE: In accordance with the Memorandum of Understanding signed July 1980,
the Board of Directors and the Employees Association agreed to meet and confer on a
Policy Statement concerning flextime.
Meet and confer sessions have taken place concerning this matter, and submitted
for your review are two possible policy statements to be considered. Exhibit A
is a revised draft of the policy statement which was submitted at the Board
Meeting of September 4. Gail Koff summarized the differences which were occurring
in respect to the language of the policy during the meet and confer sessions. In
response to the Wage and Benefit Committee demands for the terms flextime or flexible
working hours to be incorporated within the scope of the policy statement, the Board's
position was that the Wage and Benefit Committee must provide to them an acceptable
definition of those terms. In response to this request, the Wage and Benefit
Committee chose to develop an entirely new policy statement (Exhibit B) rather than
to incorporate the definition within the existing policy statement (Exhibit A.)
The District's position is to recommend approval of Exhibit A.
RECOMMENDATION: Approve policy and procedure on work hours (Exhibit A.)
REVIEWED AND RECOMMENDED FOR BOARD ACTION
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Central Contra Costa Sanitar-y District lC
BOARD OF DIRECTORS
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NO.
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
SUBJECT
ESTABLISH COMPENSA nON LEVEL FOR THE GENERAL
MANAGER-CHIEF ENGINEER
August 27, 1980
TYPE OF ACTION
Employee Compensa-
tion .
SUBMITTED BY
Roger J. Dolan, Gen. Mgr.-Chief Engr.
INITIATING DEPT./DIV.
Administrative
ISSUE: The Board should consider the salary and benefits for the General Manager/Chief
Engineer.
BACKGROUND AND RECOMMENDATION: The General Manager-Chief Engineer is
currently at Range 105, Step D, $4,850.00 per month. It is proposed that, based on job
performance and continued high level demand for the experience and skills required by the
District for this position, the position be reevaluated to Range 1p, Step A, and that the
salaries of this range be increased by 11.5%, effective July 1980.
The propqSed change in range and step would have no financial impact until October 1981.
From tha't point on, it would result in a 5% per year increase over a three year period. It
would be understood that the Board would continue to grant annual merit/inflationary
salary increases as appropriate during the term of the requested step increases.
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It is further requested that the Benefits granted to the employees be extended to the
General Manager-Chief Engineer, effective July 1, 1980
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REVIEWED AND RECOMMENDED FOR BOARD ACT/ON
INITIATING DEPT./DIV.
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Centra. Contra Costa Sanitary District
BOARD OF DIRECTORS
NO.
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
August 18, 1980
SUBJECT
EST ABLISH MANAGEMENT COMPENSATION LEVELS FOR
1980-81
TYPE OF ACTION
Management Com-
pensation
SUBMITTED BY
Roger J. Dolan, Gen. Mgr.-Chief Engr.
INITIATING DEPT./DIV.
Administrative
ISSUE: The Board should establish the level of compensation for the District's manage-
ment.
SALARIES: The Board has indicated that they would prefer to eliminate the traditional
range and step salary schedule for the management group for the year beginning July 1,
1980. It was the stated intention of the Board to reestablish salary ranges for the various
management positions by means of a salary survey to be conducted over this next 12-
month period. ,.
At the boaDCl meeting of August 7, 1980, the Board requested the General Manager-Chief
Engineer tb provide a recommendation for specific salary increases for the individual
managers, subject to guidelines laid down by the Board. The proposed salaries are shown
on Table I. These salaries would be effective for the entire year beginning July 1, 1980.
( j To place the recommendation to the Board in the proper perspective, I would like to
emphasize the excellence with which this group of people has performed over this past
year. There is a significant demand for the skills and abilities possessed by these
individuals. The District has successfully worked at controlling cost of service while
meeting very high levels of plant and collection system performance. The District has
continued to efficiently provide for growth within the service area as well as manage the
enormously complex problem of correcting the deficiencies of the plant. This progress
has been made under conditions made more difficult because of the presence of major
disputes with a number of parties over the District's water reclamation project.
BENEFITS: It is recommended that the benefits granted to the employees for FY 1980/81
be extended to the managers. In addition, it is recommended that the payment of 50% of
the employees regular retirement contribution be extended to include all employees with
thirty or more years in the retirement plan. Since no actual payments to the retirement
fund are required for those individuals, it is proposed that this amount be remitted
directly to the employee as a cash benefit.
l
REVIEWED AND RECOMMENDED FOR BOARD ACTION
INITIATING DEPT./DIV.
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Footnotes:
Revise Footnote 5 on original table
1. Attachment A shows the bar charts for these positions
2. Dr. Weddle suffered a cut in pay when he joined the District one year ago. He
was hired at the top of the pay range then available for the position he assumed.
Because of this, he has not been afforded a step increase in the manner
customary with new employees. Together with his very competent staff, he has
done an exemplary job in putting together the completion of 5A-I, as well as the
5B-I and Garbage/Energy projects. With technical input from Dave Niles and
Bob Baker, he has overseen, through John Larson and his Special Projects
Engineering Division, several treatment plant systems including chlorination,
dechlorination, and odor control.
3. The position of Manager of Plant Operations Division is in an unusually strong
competitive position presently, and can be expected to continue to be for some
time into the future. Many agencies are finding that the key, and most difficult
position to fill successfully is the top position in operations. Many new plants
have gone on line recently increasing the competition for the limited number of
capable people available.
The bar charts, attac~ment B, show a comparison between Mr. Baker's salary for
th)~ position and salaries offered by other agencies, all of whom are running
plants of significantly lower complexity than the District's.
4. Mrs. Koff is currently at Step A, range 79. The District would normally provide
a 5% increase effective May 11, 1981. The recommended salary reflects the
effect of an 11!% increase compounded with the expected 5% increase.
5. These managers have been employed by the District for over 20 years and
included in their total base salary is the District's 2.5% longevity credit. Since
these managers have also been members of the retirement program for more
than 30 years, their salary already reflects an additional 2.5 percent increase
granted by the Board in 1978. The proposed increase shows the net effect of
paying 50% of the regular retirement contribution in lieu of the 2 t% currently
paid.
RECOMMENDATION: It is recommended that the Board approve the salaries listed in
Table I under Proposed Salaries. These salaries are to be effective July 1, 1980. Also, it
is recommended that the Board approve the General Manager's recommendation concern-
ing benefits.
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'lbp Step Salary Ccrrparison Eetween
Plant Operations Division r1anager
and Selected Other Positions
Other Position
Attachment tl
Sheet 2 of 2
6% .
EBMUD
Technical Services Division Manager
Wastewater Treatrrent Division r-!anager
Wastewater 'Ireatrrent StI};:erintendent (1)
San Jose/Santa Clara
Sani taIy Engineer (2)
San Francisco
Assoc:i..ate r-lanager
Se\\-'age Treatrrent Plant Superintendent (3)
Union Sam tazy
Facilities r<'anager (4)
Notes
+35%
+25%
+ 5%
+19%
+17%
+ 9%
+13%
1. Includes neri t increase ; position is of obvious lesser responsibility
2. . I was offered this position in Septerrber 1979
3. Position is of obv;ious lesser responsibility
4. Janes Johnson was offered this position
<c(sD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO.
VIr. NB-8b.
8/28/8
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
SUBJECT
August 25, 1980
TYPE OF ACTION
ADOPT CLASS DESCRIPTION FOR THE POSITION OF
ASSOCIA TE ENGINEER (CONTRACT SPECIALIST)
PERSONNEL
SUBMITTED~~il B. Koff, Personnel Officer
INITIATING DEPT./DIV.
Personnel
BAO<GROUND: CCCSD currently has state and federal grants amounting to over $62
million. In the near future (2-3 years), CCCSD will have an additional $40 million for
completing the Stage 5A project and for construction of new facilities (Stage 5B).
The grant procedures are very complicated and the volume of paper required to obtain,
administer, and document the grants is increasing. Delays in processing the required
paperwork or errors in the documentation could have a significant impact on CCCSD's level of
grant reimbursement. A position with primary responsibility for grants management appears
to be justified at this time.
The appropriate level of responsibility would be that of Associate Engineer; however, none of
the District's Associate Engineer level class descriptions covers the area of contracts
management.
A proposed class description for the position of Associate Engineer (Contract Specialist) is
attached.
RECOMMENDATION:
Specialist), Range 77.
Approve the Class Description for Associate Engineer (Contract
REVIEWED AND RECOMMENDED FOR BOARD ACTION
~~
CENTRAL CONTRA CO~ 3ANITARY DISTRICT
CLASS DESCRIPTION CODE:
EFFECTIVE:
TITLE:
ASSOCIA TE ENGINEER (CONTRACT SPECIALIST)
DEFINmON
Under general direction plans, directs, coordinates, and reviews the work of
professional and nonprofessional personnel; performs difficult and complex professional
engineering office and field work; and performs related work as required.
EXAMPLES OF DUTIES
Within broad conceptual guidelines, plans and implements applications for various
grants (both state and federal), reviews needs for ongoing grant funded programs and
obtains additional funds as required, provides coordination between the District and the
granting agencies, develops and implements a program for cost allocation and cost
tracking for grant funded projects, plans and implements programs for documentation and
subsequent audits, supervises the work of technical and non-technical personnel, meets
with the public, and prepares reports and correspondence as necessary.
UCENSES
Possession of an appropriate California Operator's license issued by the State
Department of Motor Vehicles. Possession of a valid certificate of registration as a civil,
chemical, or mechanical engineer or a closely related field issued by the California State
Board of Registration for Professional Engineers.
DESIRABLE QUALIFICATIONS
Knowledge of:
Procedures, practices, and regulations of the state and federal agencies
involved in providing grant funds for the construction of wastewater and
solid waste facilities;
Environmental engineering principles and practices related to design, construc-
tion and start-up of wastewater treatment and reclamation facilities;
Nomenclature, symbols, techniques and equipment used in environmental
engineering;
Rules and standards of the agencies that regulate the operation of wastewater
treatment and reclamation facilities;
Principles and practices used in the preparation of plans and specifications for
construction projects;
Principles and uses of geometry, algebra, trigonometry and mechanical drawing
and
Ability to:
Conceive, plan, and implement programs to obtain, administer and document
state and federal grants;
Conduct detailed engineering investigations and studies;
ASSOCIA TE ENGINEu{ (CONTRACT SPECIALIST)
Deal with the public, and other governmental agencies, and engineering consul-
tants;
Plan and direct the work of others;
Prepare maps, drawings, diagrams, and charts;
Prepare clear and concise technical reports and correspondence
and
Experience:
Five years of increasingly responsible engineering experience, including at least
two years of experience comparable to that of an Assistant Engineer in the
Central Contra Costa Sanitary District.
and
Education:
Graduation from an accredited college or university with major work in civil,
chemical, or mechanical engineering or a closely related field is required.
A Masters Degree in Sanitary Engineering is desirable but not required.
D
Central Contra Sanitary District
BOARD OF DIRECTORS
NO.
VII. NB -mL,
8/28/ 0
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager Chief Engineer
DATE
SUBJECT
ADOPT RESOLUTION TO PROVIDE FIFTY DOLLAR ($50.00)
HEALTH INSURANCE REBATE TO EMPLOYEES WITH DUAL
HEALTH INSURANCE COVERAGE
TYPE OF ACTION
Personnel
SUBMITTED BY
Gail B. Koff, Personnel Officer
INITIATING DEPT./DIV.
Personnel
ISSUE: Consistent with the Memorandum of Understanding entered into on .
July 17, 1980 regarding the Fifty Dollar ($50.00) health insurance rebate,
attached please find a copy of the policy statement and agreement which
affected employees must complete.
The District Management and the Employees Association Wage and Benefit
Committee members met and conferred on this matter and are in agreement.
RECOMMENDATION: Adopt resolution to provide fifty dollar ($50.00) health
insurance rebate to employees with dual health insurance coverage.
, REVIEWED AND RECOMMENDED FOR BOARD ACTION
INITIATING DEPT./DIV.
<CCSD
Central Contra Costa Sanitary District
NO.
POLICY & PROCEDURE
EFFECTIVE
September 1, 1980
SUBJECT
FIFTY DOLLAR ($50.00) HEALTH INSURANCE REBATE
TO EMPLOYEES WITH DUAL HEALTH INSURANCE COVERAGE
SECTION
Personnel
ESTABLISHED BY:
Gail B. Koff
REFERRING TO:
Memorandum of Understanding 1980-81
Effective September 1, 1980, each employee who has dual coverage
under a health insurance program, may elect to be dropped from the
District's health insurance coverage and in lieu of such coverage receive
in addition to their regular monthly compensation, the amount of fifty
dollars ($50.00) per month.
Any qualifying employee wishing to make such a change in his or her
health plan coverage shall execute the form to waive health insurance
coverage and submit it to the Personnel Officer.
Approval of this program and such requests are subject to being
acceptable to the District's Health Plan carriers.
I SHEET 1 OF 1
<c(sD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
N~rI-NB - 9b PO 8/7/80
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
July 30,1980
SUBJECT
ADOPT NEW CLASS DESCRIPTION FOR TECHNICAL MAINTENANCE SUPER-
VISOR AND CANCEL CLASS DESCRIPTION FOR MAINTENANCE SUPERVISOR,
MACH"lNIST
TYPE OF ACTION
Personnel
SUBMITTED BY
D. G. Ni 1es
INITIATING DEPT.!DIV.
Plant Operations Department
Issue: A new class description t~ reflect increased duties performed in the Plant
Operations Department is necessary.
Background: An evaluation has been made of the duties and class description of the
Maintenance Supervisor, Machinist. The results of the evaluation have shown that
the Maintenance Supervisor, Machinist class description does not adequately describe
the duties which the Maintenance Supervisor, Machinist performs.
A new class description has been prepared entitled Technical Maintenance Super-
visor which reflects the increased duties performed. The following changes have been
made in the class description:
1. Advises and participates in the more technical and critical maintenance
tasks
2. Advises and participates in the modification of plant equipment
3. Assists and supervises other maintenance supervisors in the more
technical and complicated maintenance tasks
4. Reflects an increase from five to ten years of journeyman-level
experience with an increase from two to five years in a super-
visorial capacity.
Recommendation: Adopt a class description for Technical Maintenance Supervisor,
Range 73, ($2176-$2634.)
REVIEWED AND RECOMMENDED FOR BOARD ACTION
CENTRAL CONTRA cm"
SANITARY DISTRICT
CLASS DESCRIPTION
com::
EFFECTIVE:
764
TITLE:
TECHNICAL MAINTENANCE SUPERVISOR
DEF I N IT I ON
Under minimum supervision to supervise and personally participate in,
plant maintenance and repair actiVities; reports to the plant Maintenance
Superintendent and may have one or more persons at the level of Maintenance
Technician I I I reporting to this position; advises a~d par~icipates in the
more technical and cr-itical maintenance tasks; advises and participates in
the modification of plant equipment.
EXAMPLES OF DUTIES
Superv i ses the Mach:ine Shop Crew in performance of a wi de var'i ety of
machinist tasks qn machinery equipment, buildings, structures and grounds.
Duties include any combination of tasks such as the following: 'Assigns
and directs tasks to Machine Shop Crew and participates in the maintenance,
repair, and modification of plant eouipment. Supervises and instructs
machinists on routine and emergency tasks. Responsible for conducting the
preventive maintenance program on shop equipment and responsible for parti-
cipating in the preventive maintenance program for the treatment plant and
pumping stati6ns. Determines repair methods. Consults with superiors and!
or manufacturer's representatives regarding equipment.purchases, placement,
maintenance, or difficul~ and complicated repairs; assist5 and advises other
ma i ntenance superv i sors "i n the more techn i ca I and comp I i cated ma i ntenance
tasks; keeps maintenance records; works with contractors; assists" in training
.plant personnel in the more technical aspects of mechanical maintenance.
LI CENSE
Possession of an appropriate California operator's license issued by the
Sta"te Department of Motor Veli i c I es.
DESIRABLE QUALIFICATIONS
Knowledge of:
The use anq operation of machine and hand tools and equipment
used in the machJnist trade;
Principles and practices employed in the repair of equipment;
The theory and operation of machine tools;
Tools~ materials, and equipment used in maintenance work;
Safety regulations and precautions pertaining to the work;
Metal fabrication principles, techniques and procedures;
The use and operatio~ of welding and gas cutting equipment;
Mathematics as required to perform responsibilities of the
pos i ti on
and
Technical Maintenance Supervisor - Page 2
Ability to:
Plan, direct, and personally perform skilled maintenance and
repair work on equipment;
Establish and administer preventive maintenance procedures,
schedules, and standards;
Diagnose equipment problems and determine proper maintenance
and repair procedures;
Develop sound recommendations and courses of action regarding
equipment purchases and specifications, equipment place-
ment, and maintenance and repair programs;
Train and supervise assigned personnel;
Maintain work records and prepare reports;
Understand and carry out oral and written directions;
Establish and maintain cooperative relationships with those
contacted in the course of work
and
Experience:
Ten years of journeyman-level experience with at least five
years in a supervisory capacity in an industrial plant util-
izing major items of mechanical equipment
and
Education:
Equivalent to completion of the twelfth grade. (Additional
qualifying experience may be substituted for the required
education on a year-for-year basis).
Suggested Titles
1. Maintenance Technician V
2. Chief Maintenance Technician
3. Lead Maintenance Supervisor
;~4 . Technical Maintenance Supervisor
5. Master Maintenance Supervisor
6. Senior Maintenance Supervisor
7. Senior Maintenance Technical Supervisor
* Preferred title
cc<SD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO.
VII. NB-9c PO 8/7/80
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
July 30, 1980
SUBJECT
APPOINTMENT OF JOHN WALTER TO THE RECLASSIFIED POSITION OF
TECHNICAL MAINTENANCE SUPERVISOR, RANGE 73E, $2634" EFFECTIVE
AUGUST 15, 1980
TYPE OF ACTION
Personnel
SUBMITTED BY
D. G. Ni les
INITIATING DEPT.!DIV.
Plant Operations Department
Issue: John Walter should be appointed to the reclassified position of Technical
Maintenance Supervisor to correctly reflect the duties and responsibilities that
he is currently performing and that will be required in the future.
Background: The Technical Maintenance Supervisor classification has been developed
and adopted to reflect the appropriate level of responsibility associated with the
duties of Technical Maintenance Supervisor within the District. John Walter has
been performing the duties directly associated with this class since July, 1976
and has the skills to fulfill the total requirements of this reclassified position.
Considering his outstanding past performance, his integrity, and his current satis-
factory handl ing of the increased duties and responsibilities; the needs and best
interest of the District would best be served by the reclassification of John Wal.ter
to Technical Maintenance Supervisor.
Recommendation: Authorize the appointment of John Walter to Technical Maintenance
Supervisor, R73E, $2634, effective August 15, 1980.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
DGN
/-'
)~~
GBK
<C<SD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO. VII. NB - 9a. Eng. 8/ /80
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
SUBJECT
TYPE OF ACTION
ADOPT CLASS DESCRIPTION FOR THE POSITION OF SPECIAL
PROJECTS DIVISION MANAGER, RANGE 86
PERSONNEL
SUBMITTED BY
Gail B. Koff, Personnel Officer
INITIATING DEPT./DIV.
ISSUE: A need exists to adopt a class description for the position of
Special Projects Division Manager.
BACKGROUND: At the July 1980 Personnel Budget presentation, the Board
reviewed and subsequently approved the Districts request for an authorized
position of Division Manager to head the Special Projects Engineering Division.
Attached for your review is the proposed class description recommended for
approval by the District.
RECOMMENDATION: Approve class description for the position of Special
Projects Division Manager, Range 86
REVIEWED AND RECOMMENDED FOR BOARD ACTION
e.~~
CENTRAL CONTRA cm. . SANITARY DISTRICT
CLASS DESCRIPTION
CODE:
EFFECTIVE:
TITLE:
SPECIAL PROJECTS ENGIl\EERING DIVISION MANAGER
DEFINITION
Under the general direction of the manager of the Engineering Department, to
manage the Special Project Engineering Division of the Engineesring Department of the
District; perform special managerial duties as required; and to do all related work as
required.
EXAMPLES (F DUTIES
Provides professional engineering expertise in planning, organizing, directing and
coordinating the Special Projects Engineering Division of the Engineering Department,
making independent decisions as necessary in the management of the division; coordinates
with all departments 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 administration 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
Possession of an appropriate California Operator's License by the State Department
of Motor Vehicles.
Possession of a valid Certificate of Registration as a Professional Engineer closely
related to environmental engineering issued by the California State Board of Registration
for Professional Engineers.
DESIRABLE QUALIF1CA TIONS
Thorough knowledge of:
Engineering principles and practices as related and applied to the design,
construction and operation of wastewater collection, disposal, treatment
systems and facilities;
Materials, procedures and equipment used in construction, operation and main-
tenance of sewage facilities and equipment;
Principles and techniques of organization, management, personnel administra-
tion, budgeting and staff development;
Local, regional and state related organizations and programs, including State and
Environmental Protection Agency grants;
and
Ability to:
Plan, organize and direct and control the work of others;
Apply engineering prinicples and techniques in the solution of difficult and
complex engineering problems;
Prepare complete, complex and concise technical reports, grants and letters;
Perceive and analyze problems and accurately take effective action;
Establish and maintain cooperative working relationships;
and
Experience:
Five years of progressively responsible professional engineering experience
involving two years of experience in supervising professional, technical and
trade personnel also required;
and
Education:
Graduation from an accredited college or university with major work in
sanitary, chemical or civil engineering or a closely related field. A Masters
Degree in sanitary or chemical engineering is desirable.
<((sD
Cenlral Contra Costa Sani\dry District
BOARD OF DIRECTORS
NO.
POSITION PAPER
VIA: ROGER J. DOLAN
General lIIIanager-Chief Engineer
DATE
July 15, 1980
SUBJECT MANAGEMENT COMPENSATION PACKAGE FOR 1980-1981
TYPE OF ACT ION
EMPLOYEE COMPENSATION
SUBMITTED BY
Clark Weddle
Engineering
BACKGROUND: The staff of this District has huge challenges with which to
cope. Our record has been good if you consider that, in the recent past,
costs of treating sewage have decreased, NPDES requirements have been met,
claims for damages on the collection system have been reduced (less than
$3,000 last year), a new Chapter 4 has been issued, commitments have been
made for grants in excess of $10 million, and the repair to the outfall
was completed. Such achievements are a result of many people doing a job
under competent management. It is necessary to keep the salaries of the
members of the management group competitive to maintain and attract a
high level of managerial skills.
Traditionally, compensation for management is considered after
employees wages and benefits are established. Since salary negotiations
have taken longer than usual this year, the management group finds itself
with very little time for negotiations. Therefore, the management group,
consisting of Clark Weddle, Dave Niles, Bob Hinkson, Jay McCoy, Ken
Barker, Bob Baker, Clyde Hopkins, Gall Koff and Walter Funasaki, has compiled
what it considers a reasonable request based on the following analysis.
The management group is submitting bar charts showing the relationship
of current management salaries to the salaries of comparable positions in
other organizations, indicating that increases bringing our salaries into
more favorable positions are appropriate. We believe that private industry
should be included in salary comparisons for future years. It is becoming
a significant source for the filling of management positions in the District.
Taking all of the pertinent facts into account, it is requested that the
individuals named above be granted the following increases. A financial
analysis is attached for your review.
RECOMMENDATION: The members of the management group shall receive;
I. An eleven and one-ha1 f percent (1 H%) across the board wcige increase.
II. Items B, Increa'sed Retirement Contributions; D, Tuition Reimbursement;
and E, mileage allowance of Part IV of the proposal to the employees
dated July JO,1980.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
GEN. MGR./CHIEF ENG.
e~~~ \
9IJV7 ~\ l~.
SHEET 1 OF 2
<<<SD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO.
POSITION ftAPER I VIA: ROGER J. DOLAN
r"" General Manager-Chief Engineer
DATE
July 15, 1980
SUBJECT
TYPE OF ACTION
MANAGEMENT COMPENSATION PACKAGE FOR 1980-1981
CONTINUED
SUBMITTED BY
III. Supplementa.l pay for persons with over thirty years of service in 1 ieu
of retirement contributions is to be based on the District's contri-
bution of fifty percent of the employees retirement contribution.
IV. A) 1. Increase of existing insurance coverage to two (2) times
base salary.
2. A District sponsored long-term disability insurance program.
(see attachment)
B) A provision for members of the management group to take any or
all of the dollar value of the benefits in IV, A above as
additional salary.
Attachments
REVIEWED AND RECOMMENDED FOR BOARD ACTION
INITIATING DEPT./DIV.
GEN. MGR./CHIEF ENG.
I SHEET 2 OF 2
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Attachment
Long Term Disability Insurance
Standard Life Insurance Company, Portland Oregon
66 2/3% of salary up to $2,500 per month, 50% in excess of
$2,500. Benefit payments are reduced by workers compensa-
tion, other government or public agency disability benefits
and payments from retirement, pension and group insurance
plans.
Disability from sickness or accident occurring before age
61 - benefit payments paid to age 65; disability occurring
at age 62 to age 64 - benefit payments paid to age 70.
Two months.
1.82% of salary.
<C<SD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO.
VII. NB- 9a PO
8/7/80
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
July 9, 1980
SUBJECT TYPE OF ACTION
ADOPT CLASS DISCRIPTION FOR THE POSITION OF PLANT
MAINTENANCE DIVISION MANAGER, RANGE .82 PERSONNEL
SUBMITTED BY
Gail B. Koff, Personnel Officer
INITIATING DEPT./DIV.
Administrative Department
ISSUE: A need exists to adopt class description for the position of Plant Maintenance
Division Manager.
BACKGROUND: Within the Plant Operations Department, there currently exists an
authorized position of Plant Maintenance Division Manager. This position is currently
unoccupied due to the resignation of James Johnson. The District has prepared the attached
class description for your review and approval.
RECOMMENDATION: Adopt class description for the position of Plant Maintenance
Division Manager, Range 82.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
CENTRAL CONTRA CC "SANITARY DISTRICT
CLASS DESCRIPTION CODE:
EFFECTIVE: DRAFT
TITLE:
PLANT MAINTENANCE DIVISION MANAGER
DEFINITION
Under the general direction of the Plant Operations Department Manager, directs
the activities of the Plant Maintenance Division; provides engineering design and analysis
to solve a wide variety of complex equipment-related problems.
EXAMPLES OF DUTIES
Provides professional engineering expertise in planning, organizing, directing, and
coordinating the maintenance of a large water pollution control reclamation facility;
investigates field conditions and recommends solutions to engineering problems; directs
modifications to wastewater treatment equipment; prepares engineering studies and
reports; continually reviews and studies maintenance procedures to improve efficiency
and reduce cost; provides for a program of regular inspection, preventive maintenance and
reporting; reviews, develops, and enforces departmental safety rules and policies;
prepares the Maintenance Division budget.
DESIRABLE QUALIFICATIONS
Know ledge of:
Engineering principles, methods, and practices related to the design and
maintenance of a variety of structures, equipment, and control devices
used in sewage transmission and treatment;
Fundamentals of applied research;
Standard specifications and building codes;
Principles of training and supervision;
Instrumentation and Computer Systems common to a modern water pollution
control/reclamation facility
Method of implementing preventive maintenance systems
Ability to:
Apply engineering principles and techniques in the solution of difficult and
complex engineering problems;
Design difficult and complex projects;
Prepare complete and comprehensive technical reports and letters;
Layout work and effectively supervise others in the execution of projects;
Establish and maintain cooperative working relationships.
PLANT MAINTENANCE DIVISION MANAGER
LICENSE
Possession of an appropriate California Operator's License issued by the State
Department of Motor Vehicles. Possession of a valid professional engineering Certificate
of Registration in Mechanical Engineering or a closely related field is desirable but not
required.
EXPERIENCE
Five years of increasingly responsible professional engineering experience involving
the maintenance of a sophisticated industrial facility or a wastewater treatment plant is
required. (Closely related experience may be prorated on a case-by-case basis.) Advanced
education in mechanical engineering or a closely related field can substitute for up to one
year of engineering experience.
Two years of experience in supervising professional, technical, or trades people is
also required.
EDUCATION
Graduation from an accredited college or university with major work in Mechanical
Engineering or equivalent.
Central Contra
BOARD OF DIRECTORS
NO.
VI. OB- 1
6/5/80
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
May 29, 1980
SUBJECT
REVIEW OF CLASS DESCRIPTIONS AS PROPOSED
IN THE PERSONNEL BUDGET
TYPE OF ACTION
PERSONNEL
SUBMITTED BY Jay McCoy
INITIATING DEPT./DIV.
Engineering/Collection Sys.
Background;
At the Board meeting of May 15, 1980, a request was
made by the Employees' Association to be given time to review the
new class descriptions which are a part of the 1980-81 Personnel
Budget. The request was granted and the Association's review
was submitted on May 28, 1980 and is attached.
Three specific points are cited in the Association's review. The first
is the need for a separate Personnel Assistant class. It is manage-
ment's position that the need for the separate class exists and said
class was recommended to you on that basis. The second is the salary
range for the Vehicle and Equipment Services Attendant position. It
is management's position that the salary range (R45) is appropriate.
The third is in the area of the purchasing section. If changes are made
to the proposed class descriptions before they are finally adopted by
the Board, the Employees Association will be given an opportunity to
review the changes.
One general topic was raised concerning the need for establishing a
guide or rules for reclassifications and lateral transfers. Manage-
ment intends to meet and confer" with the Association on this subject
over the next six months. It is intended that a schedule will be set
and conclusions reached will be presented to the Board in later 1980.
All of the above were reviewed with the Association (Dave Johnson) and
they may wish to present objections to the proposed action directly to
the Board. They will be given an opportunity at the June 5 Board
meeting.
RECOMMENDATION: Approve the class descriptions and related actions as
contained in the Personnel Budget and direct staff to meet and confer
with the Employees Association for the purpose of establishing guidelines
for reclassifications, lateral transfers and related topics.
Attached
REVIEWED AND RECOMMENDED FOR BOARD ACTION
CENTRAL CuNTRA COSTA SANITAhi DISTRICT
EMPLOYEES' ASSOCIATION
1250 SPRINGBROOK ROAD
P.O. BOX 5266
WALNUT CREEK, CALIFORNIA 94596
fI e.y 2 8, 1 9 80
MEMORANDUM TO: J.S. McCoy, C.S.E.S. Department Manaper
FROM: D.A. Johnson, C.C.C.S.D. Employees' Association President
SUBJECT: REVIEW OF PROPOSED NEW AND RECLASSIFIED JOE DESCRIPTIONS -
PERSONNEL BUDGET, 1980-81
ISSUE: Comments Pursuant to Your Memo of May 19, 1980
~ACKGROUND:Deferment of approval of job descriptions until C.C.C.S.D.
Employees' Association review was pranted by the honorable Board of
Directors at their meetinp of May 15, 1980. Per my reouest and your
verbal approval, that review period has been extended through May 27,
1980. Comments to the proposed personnel changes are attached. A
summary of observations and recommendations are as follows:
A. Administration
1. Personnel Assistant - Defer adoption, reconsider need.
B. Collection Systems Operations
1. Vehicle and Eouipment Mai tenance Supervisor - 1'0 Comment
2. Vehicle and Eauipment flechanic I - 110 Comment
3. Vehicle and Equipment Mechanic II - No Comment
4. Vehicle and Equipment Services Attendant - Reconsider comparable
responsibilities and duties, up salary ranpe to R49 (CillO - 1339)
C. EnQ'ineerinj2'
1. Snecial Projects En!~ineering Division Manager - No Comment
D. Plant Operations
1. Process Control Ensineer - No Comment
2. Purchasing Section Personnel Requests - All comments referred to
to I-Tr. Ken Laverty to whom, I am advised, has pertinent comment
and has requested certain, unspecified changes. The Association
respectfully requests that these chanpes be made known prior to
their approval.
"e.g'fUllY submitted,
(2,Q~
D.A. Johnson
President, C.C.C.3.D. Employees' Assoc.
PERSONNEL ASSISTANT
The District's investment in time for the learning of particular
District needs is a District-wide, operational necessity and should
not reauire a specialized position description unless specific,
precompleted course or background is an absolute prequalification.
Inasmuch as the activities of the proposed Personnel Assistant position
are more in the line of on-the-job, learned activities during the
probational period of employment and peculiar only to the in-house
assis,:nment rather than the performance of preestablished need, this
specialized position creation does not appear justified.
@9
\\
VEHICLE AND EeJUIPnENT SEHVICES ATTElJDANT
There is an apparent discrepancy of starting salary based solely on
experience and supervision requirements for this position compared to
others.
This position occupant/holder must have one year of auto service and
lube experience and be under close supervision while the existing Plant
Attendant posi tion requires no e::perience whatsoever in any trade or
occupation and be under direct supervision. Otherwise, the levels of
responsibilities and duties in these preventative maintenance fields
are substantially comparable.
It seems that either the salary ranSe should be increased, or, the
experience requirement dropped completely, or perhaps both.
~
PERSONNEL ASSISTANT
The District's investment in time for the learning of particular
District needs is a District-wide, operational necessity and should
not renuire a specialized position description unless specific,
precompleted course or background is an absolute prequalification.
Inasmuch as the activities of the proposed Personnel Assistant position
are more in the line of on-the-job, learned activities during the
probational period of employment and peculiar only to the in-house
assignment rather than the performance of preestablished need, this
specialized position creation does not appear justified.
@9
nECLJ\.SSIFICATION~;
While the District adjusts its personnel requirements to the needs
of the District's operations, many of our employees are adapting to
these needs as they have in the past. IJei'l needs create specialized
and quasi specialized effort on the part of individuals. New roles are
bein.o: created and along, vrith them a need to fill those roles.
Apparently, these new roles are being filled through a new oractice
oresently known as RECLASSIFICATION. It is the assignment of an
individual to perform needed tasks and the realization that SUCll tctsl:s
require full time or major time effort that the role is cree.ted. Vlhether
identifiable as a separate and distinct classified oosi tion i'li th another
public agency or private business seems to be the only prerequisite
for creating a new, separately described job. Whether the luck of the
draw or a selection based on other than merit, an assignment to a
particular division or department may now lead to HECLASSIFICATION and
furthermore, lateral transfer based upon past and future need of
continued performance.
And vrhile I may have no personal aversion to this practice, it is neil
or relatively so and needs to be thoroughly defined and provided for
either in the District Code or specific poliCY and procedure before
this practice is further continued. Without a well-defined guideline,
this practice may evolve into an unequal opDortuni ty practice I'd th
highly adverse mora14 consequences.
For the above observations, it is respectfully reouested that the
matter of job reclassification and lateral transfer be subject to
meet and confer sessions with the Employees' Association for the
purpose of determining that equal opportunity is not circumvented ano
o:f establishin.0 a .o:uide for its application to existinrr classified
positions.
~
CCCSD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
NO.
VI1. NB-10b.
!JAuTnEe 5, 1980
6/5/80
SUBJECT TYPE OF ACTION
DISCIPLINARY ACTION REQUIRED IN THE PLANT OPERATIONS DEPARTMENT Discipl inary
SUBMITTED BY
D. G. Niles
INITIATING DEPT./DIV.
Plant Operations Department
!ssue: This request is to suspend Kenneth Youry, Maintenance Technician I I I without
pay tor one day and issue a Letter of Reprimand.
Background: On June 3, 1980, Kenneth Youry, Maintenance Technician I I I began work on
a pump without tagging and locking the suction and discharge valves and the electrical
breaker or lockout stop station. This is in violation of Safety Directive 7-79.
Recommendation: Authorize the suspension of Kenneth Youry without pay for one day.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
DGN
August 17, 1979
\.
SAFETY DIRECTIVE #7-79
SUBJECT: EQUIPMENT LOCKOUT PROCEDURE
PURPOSE: To assure protection for personnel working on electrical
or mechanical equipment.
In order to safely work on any plant equipment, the following
procedure is in effect:
1. Notify the Shift Supervisor that a piece of equipment is being
tagged.
2. Sign the lockout tag and date it. Add any information or
directions that a~e deemed necessary.
3. Open breaker, lockout stop, or position valve.
4. Secure tag and padlock to breaker handle, valve switch, etc.
Personnel who want to work on any equipment, must add their own
lock and tag. Never rely on another person's tag. He could remove
, it without your knowledge.
To remove your tag, the following procedures must be followed:
1. Notify the Shift Supervisor that your work is completed.
2. If you wish to test the equipment, inform him at this time.
3. Remove tag "and lock.
4. If you have permission, energize and proceed with the test.
5. Inform the Shift Supervisor of the status of the equipment.
No one except the person who signed the tag-may remove it. In
case the individual cannot be reached and the use of the equipment
is vital, the following procedure will be adhered to:
1. If it is a Maintenance tag, call the Maintenance Superintendent.
2. If it is an Operations tag, call the Superintendent of Operations.
3. If neither can be reached, call the Plant Operations Division
Manager.
\
\
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- ,,-. '" -..- \.. .-. - -,.-, , .,,,-
SAFETY DIRECTIVE #7-79
-2-
August 17, 1979
\.
4. If none of the above can be reached and the shift supervisor
on duty determines that this equipment is vital to plant
operations and available for use, he may take the appropriate
action. A full written report must be made of any such action
by a -shift supervisor to the Plant Operations Division Manager.
5. Under no circumstances can someone else's tag be removed
without permission from one of the foregoing named personnel.
Anyone who does not follow these procedures is subject to
disciplinary action.
CBW:gv
Carlton B. Webb
Safety and Training Supervisor
Reviewed:
if ::.1of!::-
Plant Operations Division Manager
\. C;iQd'Yl f-
D. G. Niles
Manager, Plant Operations
E
\.
<((sD
Central ~ontra Costa Sanitary District
BOARD OF DIRECTORS
NO.
VI1. NB-4
5/29/80
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
May 22, 1980
SUBJECT
TYPE OF ACTION
DI.SCIPLINARY ACTION REQUIRED IN THE COLLECTION SYSTEM
OPERATIONS DEPARTMENT
Personnel
SUBMITTED BY
Robert H. Hinkson, Mana er, C.S.O.
INITIATING DEPT./DIV.
Collection System Operations
ISSUE: This request is to suspend Gary Slowinski, Maintenance Crew Leader,
without pay for two days.
BACKGROUND: On April 24, 1980 Mr. Slowinski was denied a portion of vacation
leave he had requested from Tony Granzotto. Mr. Granzotto's denial was based
on the fact that Mr. Slowinski had not accumulated the total time he wanted.
Mr. Slowinski IS attitude at this point became both abusive and insulting
towards Mr. Granzotto. This conduct cannot be allowed to stand in the C.S.O.
Depa r tmen t.
RECOMMENDATION: Authorize the suspension of Mr. Gary Slowinski without pay
fo r two days.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
I~ITIATING DEPT./DIV.
. 1 II .-
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RHH
Central
BOARD OF DIRECTORS
NevI!. NB 7b. 5/15/80
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
May 12, 1980
SUBJECT
TYPE OF ACTION
REQUEST FOR 3-MONTH LEAVE OF ABSENCE FOR JULIA
TERRY
PERSONNEL
SUBMITTEQ. BY M C
Jay c oy
INITIATINp DEPT,/DIVI.c 11 .
~nglneerlng 0 ectlon System
BACKGROUND: Julia E. Terry, Engineering Aid II, submitted her
resignation effective May 16, 1980. After discussing with her
concerning her reasons for terminating, we suggested that she take
a three-month leave of absence to reconsider termination. Ms.
Terry indicated that she is leaving for personal, work related
reasons. She has shown that she is a capable employee and would be
an asset if she did return. Ms. Terry has agreed to a 3-month
leave of absence.
RECOMMENDATION: Approve a three-month leave of absence beginning
May Ie, 1980 for Julia E. Terry.
REVIEWED AND RECOMMENDED FOR BOARD ACT/ON
~~ CLW
Central
BOARD OF DIRECTORS
N~II. NB 7a. 5/15/80
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
SUBJECT
r~ATERNITY
REQUEST FOR TWO-MONTH/LEAVE OF ABSENCE FOR GAIL KOFF
TYPE OF ACTION
Approval of Leave
of Absence
SUBMITTED BY
Ga il Koff
INITIATING DEPT./DIV.
Administration/Personnel
BACKGROUND: Gail Koff, Personnel Officer, is requesting a two-month
maternity leave of absence beginning May 5, 1980.
RECOMMENDATION: Approve a ~ot~6nAfh maternity leave of absence beginning
May 5, 1980 for Gail Koff.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
<c(sD
Central Contra Costa Sanitary District
BOARD OF DIRECTORS
NO.
VIr. NB-7a
5/1/80
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
Apri 1 28, 1980
TYPE OF ACTION
Acknowledge receipt of
requests & correspondence
& cOQsider meet and confe
SUBJECT
RECEIPT OF WAGE AND BENEFIT REQUESTS FOR
1980-81 AND CORRESPONDENCE FROM THE EMPLOYEES'
ASSOCIATION
SUBMITTED BY
ISSUE: The CCCSD Employees Association has presented the Board with
a proposed Wage and Benefit Package for fiscal year 1980-81.
BACKGROUND: Attention is directed to the attached correspondence directed
to the Board of Directors from the Central Contra Costa Sanitary District
Employees' Association, dated April 3, 1980; April 16, 1980 (2);
April 21, 1980; and April 25, 1980.
It would be appropriate for the Board to make a determination as to
how they wish to administer responsibility for meeting and conferring
with representatives of the Employees' Association, in regard to wage
and benefit requests for the 1980-81 fiscal year, in accordance with
Section 3505 of the Government Code.
Conferences; "meet and confer in good faith' defined
The governing body of a public agency, or such boards, commissions,
administrative officers or other representatives as may be properly
designated by law or by such governing body, shall meet and confer
in good faith regarding wages, hours, and other terms and conditions of
employment with representatives of such recognized employee organizations,
as defined in subdivision (b) of Section 3501, and shall consider fully
such presentations as are made by the employee organization on behalf
of its members prior to arriving at a determination of pOlicy or course
of action.
"Meet and confer in good faith" means that a public agency or
such representatives as it may designate, and representatives of
recognized employee organizations, shall have the mutual obligation
personally to meet and confer * * * promptly upon request by either
party and continue for a reasonable period of time in order to exchange
freely information, opinions, and proposals, and to endeavor to reach
agreement on matters within the scope of representation prior to the
adoption by the public agency of its final budget for the ensuing
year. The process should include adequate time for the resolution of
impasses where specific procedures for such resolution are contained
in local rule, regulation or ordinance, or when such procedures are
utilized by mutual consent.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
See page 2
- 2 -
April 28, 1980
Receipt of Wage and Benefit
Requests for 1980-81 and
Correspondence from the
Employees' Association
RECOMMENDATION: It is recommended that the Board acknowledge receipt of
correspondence from the Employees' Association. It is also recommended
that the Board determine the manner in which it wishes to administer the
responsibility to meet and confer with the Employees' Association.
If it is determined that the Board should be represented, it is recommended
that the Board designate the General Manager and Counsel for the District
to act on its behalf to the degree the Board considers appropriate.
r" r
CENTRAL C ITRA COSTA SANITA f DISTRICT
EMPLOYEES' ASSOCIATION
1250 SPRINGBROOK ROAD
P.O. BOX 5266
WALNUT CREEK, CALIFORNIA 94596
Ap r i 1 3, 1980
TO: Board of Directors
Central Contra Costa Sanitary District
Walnut Creek, CA
VIA: Roger J. Dolan, General Manager-Chief Engineer
FROM: Central Contra Costa Sanitary District Employees' Association
Pursuant to the 1980 - 1981 BUDGET SCHEDULE the Central Contra Costa
Sanitary District Employees' Association hereby submits its draft 1980 -
1981 fiscal year Wage and Benefits Package for the Board's approval as
generally identified in Exhibit A, attached.
The Employees' Association has met and appointed certain employees
to the Wage and Benefits Committee (Committee). This Committee has been
charged and has full authority to negotiate the Wage and Benefits Package
for the Employees' Association. Furthermore, the Committee is prepared
collectively to meet and confer in good faith promptly upon request by
the Board or its authorized representatives and continue for a reasonable
period of time in order to exchange freely information, opinions, and
proposals; in accordance with thp- Government Code Sections 3500 through
3509.
In an effort to advance the negotiating process, the Committee would
like to receive the Board's 1980 - 1981 Wage and Benefits offer by April 10
1980.-.
Yours very truly,
~~d c? C}~~~ I/Jr
The Wage and Benefits Committee
Central Contra Costa Sanitary
District Employees' Association
D. A. Johnson, President, CCCSDEA, Committee Member
P. Filipovich, Committee Member
K. Laverty, Committee Member
K. Moon, Committee Member
D. Risden, Committee Member
P. Wiebens, Committee Member
Attachment .-
cc: All Committee Members
r
,
EXH I B IT A
April 3, 1980
CEt\1'J:RZ\L CONTRA COSTA Sl-NITARY DISTRICT' EM>LOYEES' ASSOCIATION
WAGE RID BENEFITS Pl-CKAGE
Fiscal Year 1980 - 1981
Cost-of-living adjustment of 25 % on the base salary.
General wage adjustment of 7~ % on the base salary.
Semi-annual cost-of-living adjustments.
District paid State Disability Insurance.
Increase in life insurance coverages to: two times annual hase step E salary for
the employee, spouse at S10,OOO and child-
ren at $5,000 each.
District to contribute full 50 % share of employee's retirerrent contribution.
"IWo (2) personal holidays by employee's choice per year.
Increase shift differentials to 7~ - 10 %.
Prescription card $1.00 option for the Blue Shield Plan.
,:::, Visual care program for employee and family.
Increase minimum pay time for call outs from 0.10 (2) hours to four (4) hours.
District to allow S55 ~ 00 per employee per year towards the purchase of safety shoes.
Text book cost reimbursarent for recognized college courses.
Increase personal car use allowance to S. 30 per mile.
District to increase insurance coverage to include employee's personal car when
employee is on District business.
~.dopt general policy and. procedures to allow flex time consideration (starting and
ending times) for all departments.
Set up annuity allowances for duplicate medical coverages: 2/3 prem:Lum to employee
1/3 premium to District
CENTRAL
L(~JRA
EMPLOYEES'
.~
COST A SANIT Ah Y DISTRICT
ASSOCIATION
1250 SPRINGBROOK ROAD
P.O. BOX 5266
WALNUT CREEK, CALIFORNIA 94596
Apri 1 16, 1980
Honorable Members of the Board of Directors
Central Contra Costa Sanitary District
c/o Secretary of the District
1250 Springbrook Road
Walnut Creek, CA 94596
Gentlemen:
Regarding the attached correspondence, our schedule is clear by our
letter of April 3, 1980. Please consider the referenced request pursuant to
Section 3505 of the Government Code of the State of California.
Respectfully,
The Wage and Benefits Committee
Central Contra Costa Sanitary District Employees' Association
Attachments: CCCSDEA letter 4/3/80
Management request for schedule
cc: Roger J. Dolan, General Manager-Chief Engineer
CCCSeEA Wage and Benefits Committee members
e~ff'RA'" CONlRA COSJA
... ..;.diARY OISTRICT
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CUNTRA COSTA S,ANITAKY
EMPLOYEES' ASSOCIATION
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1250 SPR INGBROOK ROAD
P.O. BOX 5266
WALNUT CREEK, CALIFORNIA 94596
April 16, 1980.
TO: BOARD OF DIRECTORS,
CENTRAL CONTRA COSTA SANITARY DISTRICT
WALNUT CREEK, CA.
VIA: Roger J. Dolan, General Manager - Chief Engineer
FROM: THE WAGE AND BENEFITS COMMITTEE,
CENTRAL CONTRA COSTA SANITARY DISTRICT EMPLOYEES. ASSOCIATION
This is to advise you that our Wage and Benefits Package dated
April 3, 1980, transmitted to you on that date as a draft proposal,
will remain unchanged and becomes our final submittal.
."~C...
:-", .
We again advise you that we will promptly meet and confer to
negotiate in good faith on the Board's offer and on our Wage and Benefits
Package.
Please advise us when we can expect to receive the Board's Wage and
Benefits offer.
Respectfully,
WAGE AND BENEFITS COMMITTEE
Central Contra Costa Sanitary District
Employees' Association
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CENTRAL Cl .TRA COSTA SANITA~ J. DISTRICT
EMPLOYEES' ASSOCIATION
1250 SPRINGBROOK ROAD
P.O. BOX 5266
WALNUT CREEK, CALIFORNIA 94596
April 21, 1980
TO: HONORABLE BOARD OF DIRECTORS, CENTRAL CONTRA COSTA SANITARY DISTRICT
VIA CLYDE HOPKINS, BOARD SECRETARY
SUBJECT: ESTABLISHMENT OF COMMUNICATION PROCEDURES BETWEEN BOARD OF
DIRECTORS AND CENTRAL CONTRA COSTA SANIT.A,RY DISTRICT EMPLOYEES II
ASSOCIATION COMMITTEE FOR WAGE AND BENEFITS NEGOTIATIONS
The Wage and Benefits Committee wishes to establish a communication
procedure in order to better facilitate any and all communications of any
type between the Board of Directors of Central Contra Costa Sanitary District
and the Wage and Benefits Committee of Central Contra Costa Sanitary District
Employees' Association, as pertains to negotiations of the Wage and Benefit
Package that has been submitted by the Committee to the Honorable Board of
Directors under date of April 3, 1980 and April 16, 1980, respectively.
We have therefore chosen to institute the same communication system which
the Board utilizes, to wit: all correspondence is sent through the Board
Secretary's office, and on to the Board, and any and all telephone messages
are taken by the Board Secretary.s office.
To institute the same system, the Wage and Benefits Committee hereby
advises the Board of Directors that all Wage and Benefi t communi cations from
the Board, both of a telephone nature and of a written correspondence nature,
shall be directed to Mrs. Nadine Sweeney, Association Secretary, at the
Central Contra Costa Sanitary Di'strict Treatment Plant address, c/o the
Construction Division. She wi"ll be in constant contact with the Committee,
and will direct all conununicati'on to the Committee for reply.
..
This will be an efficient, expeditious line of communication, so the
14age and Benefits COI11Tll'ttee can be responsive to any and all requests for
negotiating, IImeet and confer" sessions, by the Honorable Board of Directors
taking tnto consideration the ini'tia1 request by the Board of Directors as
set out in the copy of the 1980-81 Budget Schedule as drafted by the Central
Contra Costa Sanitary Distrist Board of Directors showing negotiations to take
place between April 24, 1980 and May 15, 1980.
Hence the establishment of this expeditious communication system, so we
can "meet and confer" in good faith per Government Code Section 3505.
Respectfully submitted,
WAGE AND BENEFITS COMMITTEE
CENTRAL CONTRA COSTA SANITARY DISTRICT
EMPLOYEES' ASSOCIATION
CC: Roger Dolan
~
CENTRAL tc l.nRA COSTA SANITA. i DISTRICT
c>~PLOYEES' ASSOCIATION
1250 SPRINGBROOK ROAD
P.O. BOX 5266
WALNUT CREEK, CALIFORNIA 94596
April 25, 1980
CERTIFIED MAIL NO. 138548
RETURN RECEIPT REQUESTED
Honorable Board of Directors
Central Contra Costa Sani'tary Distrtct
1250 Springbrook Road .
Walnut Creek, CA 94596
Gentlemen:
The Hage and Beneftts CommHtee. i.s herewi th schedul tng a. "meet and
confer" session with the Board of Di.rectors for the purpose of' receiving
.the Board's wage and benefits offer and to establish' ground rules for
meet and confer and negotiating sesstons.
The time for the session is 3:00 p.m, Wednesday, Aprtl 30, 1980,
at the Central Contra Costa Sani tary Di.stri-ct Boa.rd Room,
We remind you of your duty to promptly meet a,nd confer. The meaning
and duty of "promptly" ts well establi:shed in appropriate secti.'Qns of the
government code and in case cttations.
Respectfully,
THE WAGE AND BENEFITS COMMITTEE
CENTRAL CONTRA CQSTA SANITARY DISTRICT
EMPLOYEES'. ASSOCIATION
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CENTRAL (, .NTRA COSTA SANITA'LY DISTRICT
EMPLOYEES' ASSOCIA TION
1250 SPRINGBROOK ROAD
P.O. BOX 5266
WALNUT CREEK, CALIFORNIA 94596
April 25, 1980.
Honorable Board of Directors
Central Contra Costa Sanitary District
1250 Springbrook Road
Walnut Creek, CA 94596
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CERTIFIED MAIL No. 138550
RETURN RECEIPT REQUESTED
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Gentlemen:
The Central Contra Costa Sanitary Distrist Employees' Association
Wage and Benefits Committee has complied with the Board of Director's Wage
and Benefits Schedule as published, as follows:
We have submitted our Draft and Final Wage and Benefits Package
under dates of April 3rd and April 16th, 1980, respectively. In
matter of fact, on April 16, 1980, two letters were sent to the
Board of Directors, one via General Manager - Chief Engineer Roger
Dolan, and the other via Clyde Hopkins, Board Secretary.
Both of the above referenced letter requested, per Section 3505 of the
Government Code, to meet and confer in good faith "promptly".
As of this date, we have not received any official written reply from
the Board of Directors.
On April 23, 1980, the Committee contacted the Secretary of the Board,
Clyde Hopkins, by telephone, again requesting a meet and confer session with
the Board of Directors and or a committee comprised of Board members Jack
Campbell and Alan Stanley, who were to hold a meeting on April 24, 1980 at
7:30 p.m. at the Board of Directors meeting room located at 1250 Springbrook
Road, Walnut Creek, Ca.
We were advised by Board Secretary Hopkins that we, the committee,would
be advised by return telecom of Board or Board committee's reply. Neither
the Board nor it's Secretary replied on April 24, 1980.
The Wage and Benefit Committee had a scheduled 6:15 p.m. meeting at the
Employee's Lunch Room located across the hall from the Board of Directors
Meeting Room. At 7:30 p.m., or thereabouts, management staff members, the
General Manager - Chief Engineer Roger Dolan, and Board Attorney John J. Carn-
iatto, and both Board member Alan Stanley and Jack Campbell went into meeting.
, t:
Honorable Board of Directors
-2-
April 25~ 1980
At approximately 10:12 p.m.~ a very expeditious exit was made by
Board member Jack Campbell led by Board Attorney John J. Carniato~ to the
northwestern parking lot area. The Employees' Association Wage and Benefit
Committee pursued Member Campbell and Attorney Carniato for the purpose of
addressing Board Member Campbell.
After repeated efforts to "hail" ~1ember Campbell~ he finally answered~
at which time the Committee advised Mr. Campbell of its representing approx-
imately 180 members of the Employees' Association, and inquired as to when
the Committee could meet and confer with the Board of Directors to receive
their wage and benefit offer~ and enter into negotiations of same. Member
Campbell advised that some action by the Board would be forthcoming.
It must be assumed by the Board of Directors continued posture on non-
negotiation and continued acts of ignoring the Employees' Association's
requests to establish "meet and confer" sessions~ that the Board is in con-
tinued violation of Government Code Sections 3500-3509 et seq and more ex-
pressly Section 3505.
We as a Committee would suggest to the Board and it's attorney, to
review the following pertinent case: Los Angeles County Civil Service
Comm. v Superior Court (1978) 23 C 3d 55,151, Cal Rptr 547, 588 P2d 249;
and be guided accordingly.
~"';~
By the Board of Directors continued inaction as to the numerous requests
by the Employees' Association Wage and Benefits Committee's requests granted
under and mandated by the law for "meet and confer" sessions~ the Employees'
Association will have no other alternatives or o~tions open to them but to
request the aid and assistance of the California State Attorney General's
office and the Department of Industrial Relations, to conduct an investigation
and take the appropriate actions to alleviate this situation.
It would seem to the Employees' Association Wage and Benefits Committee
that it would be in the best interests of the District and its dedicated
employees to establish "good faith meet and confer" sessions and thereby
establish uniform and orderly methods of communication and establish a
rapport between Employees and the Public Agency, in order to exchange freely,
information, opinions~ and proposals tIT conform to the wisdom which must have
existed with the authors of the Meyers - Bilias - Brown Act, which is referred
to as Sections 3500 - 3509 et seq of the California State Government Code.
Awaiting your timely and earnest reply towards achieving a mutually
beneficial outcome to this existing problem.
Respectfully,
THE WAGE AND BENEFITS COMMITTEE
CENTRAL CONTRA COSTA SANITARY DISTRICT
EMPLOYEES' ASSOCIATION
CC: John J. Carniato
CERTIFIED MAIL NO.138549
BOARD OF DIRECTORS
NO.
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
Ma rch 26, 1980
SUBJECT
TYPE OF ACTION
AUTHORIZATION FOR THE COLLECTION SYSTEM OPERATIONS
TO HIRE 10 PERSONS FOR SUMMER PROJECTS IN 1980
Personnel
SUBMITTED BY
Robert H. Hinkson, Manager, C.S.O.
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. Shop~---------------------l
4. Construction Section------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 routine work as well as vacation relief.
3. We use the extra shop help to service, make minor repairs, and to
take care of the physical appearance of District vehicles and
equ i pmen t.
4. The employees assigned to the construction section will be used to
augment regular construction crews.
RECOMMENDATION: Approve authorization to employ 10 temporary employees for
summer projects in the Collection System Operations Department.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
IN 11<,T 1t:L::rl ~I:. _
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Central
BOARD OF DIRECTORS
N~II. NB, - 6 Adm.a4/3/8
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
4/1/80
SUBJECT
TYPE,OF ACTION
AUTHORIZATION TO HIRE PERSONS FOR SEASONAL PROJECTS
IN 1980
PERSONNEL
Gail B. Koff Personnel Off' er
INITIATING DEPT./DIV.
SUBMITTED BY
Number of Persons Needed Authorized
person 1980 Last Year
@ 4.50/Hr. @ 5.50/Hr. ~ Months Total 1979
Accounting Division 1 4 1 0
Secretarial Division 1 4 1 1
Personnel Division 0 1
Eng. Collection System 2 27 2 10
Eng. Special Projects 1 4 1 1
Eng. Construction 1 4 1 4
Coll. System Operations Dept. 5 5 50 10 10
Plant Operations Dept. 6 5 44 11 10
137 27 37
It is recommended that the hourly rate for seasonal help (persons not
having special qualifications or prior experience at the District) be increased
from $3.21 per hour to $4.50 per hour and the rate for persons having special
qualifications and/or prior experience with the District be increased from
$4.55 to $5.50 per hour basedonaBay Area salary survey completed for similar
type temporary workers. Last year we received authorization to hire 37 persons
for our summer program and 31 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 $134,000.
RECOMMENDATION: Approve the hiring of personnel for seasonal projects.
attachments
REVIEWED AND RECOMMENDED FOR BOARD ACTION
ENG.
INITIATING oy;/~'
GBK~'
Central Cont Sanitary District
BOARD OF DIRECTORS
NO.
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
April 1, 1980
SUBJECT
TYPE OF ACTION
AUTHORIZE THE HIRE OF ONE SEASONAL PERSON AT A SALARY
OF $4.50 PER HOUR IN THE ADMINISTRATIVE SECRETARIAL
DIVISION
Hire of seasonal help.
ration
SUBMITTED BY
BACKGROUND: Additional personnel will be needed this summer to perform a
variety of routine clerical functions, as well as provide an adequate degree
of clerical support staff during employees vacation periods.
RECOMMENDATION: Authorize the hire of one seasonal person at a salary of
$4.50 per hour in the Administrative Secretarial Division.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
INI~~T./DIV.
GBK
BOARD OF DIRECTORS
NO.
POSITION I""lIlAPE I VIA: ROGER J. DOLAN
r"#"l R General Manager-Chief Engineer
DATE
Ma rch 28, 1980
SUBJECT
TYPE OF ACTION
AUTHORIZATION FOR THE ENGINEERING DEPARTMENT TO HIRE
TWO SEASONAL PERSONS AT A SALARY OF $4.50 PER HOUR
PERSONNEL
SUBMITTED BY
Clark L. Weddle
INITIATING DEPT./DIV.
Engineering
BACKGROUND: Additional personnel will be needed this summer to perform
filing, make copies, prints and other reproductions, act as couriers,
and do miscellaneous clerk oriented work in the Construction and Special
Projects Divisions. Employment of two persons for the summer will also aid
in maintaining adequate levels of work production during the active vacation
pe r i od .
RECOMMENDATION: Authorize the Engineering Department to hire two seasonal
persons at a salary of $4.50 per hour.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
INITIATING DEPT./DIV.
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Central Contra
BOARD OF DIRECTORS
NO.
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
March 28, 1980
SUBJECT
TYPE OF ACTION
AUTHORIZATION FOR'EMPLOYMENT OF ONE
SUMMER TEMPORARY FOR THE ACCOUNTING DIVISION
Personnel Authorization
SUBMITTED BY
Walter N. Funasaki
INITIATING DEPT./DIV.
Administration/Accounting
ISSUE: Phyllis Lagiss, Accounting Assistant, will terminate her employ-
ment with the District on approximately July 1, 1980 due to relocation as
a result of her impending marriage.
BACKGROUND: The effort to hire a replacement for the Accounting
Assistant's position will begin April 1980 and is intended to result in
the selection of the successful appointee approximately two weeks before
P. Lagiss' termination date. In order to allow an interval of at least
two weeks for the training of the replacement by P. Lagiss, provision for
a summer temporary category is requested. The appointee would work in this
category until the Accounting Assistant's position was vacated, and would
be hired on a permanent basis at that time. In the event a replacement
is not hired by the termination date, the summer temporary will provide
needed assistance within the department until a replacement is hired.
RECOMMENDATION: Authorize one Summer Temporary position within
Accounting during the period May 1980 through July 1980.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
S5L
BOARD OF DIRECTORS
NO.
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
April 1, 1980
SUBJECT
TYPE OF ACTION
SUMMER WORK PROGRAM
Personnel
D. G. Niles
Division
SUBMITTED BY
Issue: The Plant Operations Department requests the approval of 11
summer emp10yees.
Background: The Plant Operations Department has utilized the summer
work program personnel to assist in projects which can only be performed
during the summer months and to provide the additional vacation relief
required for non-skilled and semi-skilled positions.
Requested Personnel
Operations
Maintenance
$4. 50/hr.
1
5
6
$5 .50/Hr.
2
3
5
Total
3
8
11
Recommendation: Board authorization to employ 11 summer employees, 6 at
the pay rate of $4.50/hr. and 5 at the pay rate of $5.50/hr.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
ft;[
DGN
GK
Central
BOARD OF DIRECTORS
NO.
VII. NB-6 Eng.b 4/3/8
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
March 27, 1980
SUBJECT
AUTHORIZE ONE POSITION OF A PERMANENT INTERMITTENT
ENGINEERING AID I (RANGE 52) IN THE COLLECTION SYSTEM
ENGINEERING AND SERVICES DIVISION
TYPE OF ACTION
PERSONNEL
SUBMITTED j3Y M C
Jay c oy
INITIATING DEPT.!DIV. E' . IC 11 .
nglneerlng 0 ectlon Sys.
BACKGROUND: Additional personnel is necessary to complete the 1"=100'
scale mapping system revisions over and above normal updating of maps
which is required on a continuous basis. This revising work has been
accomplished in the past through the use of seasonal help, five to
ten people during the summer. Because of the nature of the remaining
work, it is much more productive to have fewer people work for longer
periods of time. It would be appropriate to employ permanent inter-
mittent personnel to complete this project. There is adequate space
for one person in the drafting room (without leasing a trailer).
RECOMMENDATION: Authorize one position of a permanent intermitten
Engineering Aid I (Range 52) in the Collection System Engineering and
Services Division.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
INIT T~N7D;;;lt:~/v.
4. //ft7 JMc
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GK
Central
BOARD OF DIRECTORS
NO
NB-6 Eng. a
4/3/8
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
March 27, 1980
SUBJECT TYPE OF ACTION
AUTHORIZE THE EXTENSION OF ONE PERMANENT INTERMITTENT
ENGINEERING AID I POSITION (RANGE 52) IN THE COLLECTION PERSONNEL
SYSTEM ENGINEERING AND SERVICES DIVISION
SUBMITTED BY
Jay McCoy
INITIATING DEPT./DIV.
Engineering/Collection System
BACKGROUND: Last year, one P.I. Engineering Aid I position was
authorized for a fifteen month period ending June 30, 1980. Earlier
this year, a permanent Engineering Aid I left the organization. It is
planned to leave this vacated permanent position unfilled because of
the uncertain status of the economy. The fact remains that the drafting
work load still exists. It is necessary to continue the employment of
the Aid I P.I. When the economy stabilizes, the permanent Aid I position
will be filled if warranted by the work load at that time.
RECOMMENDATION: Authorize the extension of one Permanent Intermittent
Engineering Aid I position {Range 52) in the Collection System Engineering
and Services Division,
REVIEWED AND RECOMMENDED FOR BOARD ACTION
t.~w CL
GK
BOARD OF DIRECTORS
NO.
VII. NB-8a.
3/20/80
POSITION. PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
3/17/80
SUBJECT
TYPE OF ACTION
ADOPT A CLASS DESCRIPTION FOR PERMANENT RECORDS
SUPERVISOR, RANGE 66 ($1,658-$2,007)
PERSONNEL
J S M C
SUBMITTED BY
BACKGROUND: In January, an evaluation of all Engineering Aid I, II and
III duties and class descriptions commenced. The results of the
evaluation showed that the Engineering Aid III class description does
not adequately describe the duties which the Aid III in charge of
Permanent Records performs. The main difference is that the head of
Permanent Records directs and coordinates the work of others (super-
vising duties) while other Aid Ill's perform specialty work. A new
class description has been prepared titled Permanent Records Supervisor
reflecting the supervisory responsibilities (copy attached).
RECOMMENDATION: Adopt a class description for Permanent Records
Supervisor, Range 66, ($l ,658-$2,007).
attachment
REVIEWED AND RECO"1MENDED FOR BOARD ACT/ON
P!
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Central Contra
BOARD OF DIRECTORS
NO.
VII. NB-8b 3/20/80
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
3/17/80
SUBJECT TYPE OF ACTION
ELIMINATE ONE POSITION OF ENGINEERING AID III, RANGE 64,
AND AUTHORIZE ONE POSITION OF PERMANENT RECORDS PERSONNEL
SUPERVISOR, RANGE 66, BOTH IN THE ENGINEERING DEPARTMENT
J. S. McCoy
INITIATING DEPT./DIV.
Engineerin /Collection S stem
SUBMITTED BY
BACKGROUND: Betty Simpson is an Engineering Aid III, in charge of the
Permanent Records Section for the District. Ms. Simpson has submitted
her resignation effective April 4, 1980. Based on the recent class
description evaluation, a new description of Permanent Records Supervisor
has been prepared better reflecting actual duties performed. It is
planned to replace the position that Ms. Simpson is vacating with a
position of Permanent Records Supervisor.
The salary of the new position is 5 prcent higher than the old
salary due to supervisorial duties and the increased experience
requirements which are included in the class description.
RECOMMENDATION: Eliminate one position of Engineering Aid III,
Range 64, and authorize one position of Permanent Records Supervisor,
Range 66, both in the Engineering Department.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
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CLW
D
Central Contra Costa
BOARD OF DIRECTORS
NO.
VI. OB - 1
3/6/80
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
SUBJECT
ADOPT POLICY ON LAYOFF BY DISPLACEMENT (SECTION 4-503) FOR IN-
CLUSION IN AMENDED CHAPTER 4 OF THE DISTRICT CODE AND DELETE
SECTION 4- 0
March 3, 1980
TYPE OF ACTION
Personnel
Ga i 1 Koff
INITIATING DEPT./DIV.
Administration/Personnel
SUBMITTED BY
ISSUE: The Board of Directors at its meeting of April 10, 1980 adopted with the
exception of Sec. 4-503, an amended Chapter 4 of the District Code.
BACKGROUND: On April 10, 1980, the Board agreed to a postponement of the voting for
approval of the layoff policy, to be included in the District Code, until the District
completed its study regarding similar policies in other public agencies. This study
is now complete, and with the concurrence of the Employee's Association, the District
has developed the attached policy statement for review and approval by the Board.
This layoff policy was developed to be a fair and equitable policy, simple to
implement and administer, and meets the needs of both the District and the Employee's
As soc i at i on .
Within this Section, we have addressed the issue of reappointment and are there-
fore recommending the deletion of Sec. 4-505 to the Amended Chapter 4 of the District
Code.
RECOMMENDATION: Adopt the policy on layoff by displacement (Section 4-503) for in-
clusion in Amended Chapter 4 of the District Code and delete Sec. 4-505.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
Sec. 4-503. Layoff by displacement.
In Same Class
When a reduction in force becomes necessary, lay-off shall be accompl ished
in inverse order of total District seniority within the affected class except
as may be provided by applicable Federal or State regulations. For purposes of
this rule, total District seniority shall be defined as in Section 4-504. An
employee's tenure in a class is his/her length of service in that classification
and service in any higher classification.
Before any permanent employee in an affected class is laid off, all appointees
working in affected classes in the same department under emergency, temporary,
permanent-intermittent or probationary appointments shall be separated from
District employment.
Any employee subject to lay-off as a result of being in a promotional
probationary status in a new department may be allowed to demote in 1 ieu of
lay-off to the employee's former classification and department.
Demotion to Lower Class
An employee in a classification affected by a reduction in force may, in
I ieu of lay-off, elect to demote to a lower classification, provided that such
employee had held tenure in the lower classification. When both the employee
demoting and the employee in the lower paying class have equal total District
service, the employee in the lower paying class-ification would be laid off or
demoted first. Reduct ion in force or demot ion in I ieu of lay-off in one
department shall not affect employees in another department.
Not i fieat ion of Layoff
In cases involving permanent employees only, notice of layoff shall be
given to the employee at least 30 calendar days prior to the effective date
of layoff.
Duration of Reemployment List
Names of persons laid off shall be carried on a reemployment list for
24 months. If, after a layoff, the working force is increased, the District
shall offer each appointment from the established reemployment list in reverse
order of layoff, hiring the most recently lai.d off first. Persons appointed
to permanent positions of the same classification and status as previously
held, shall be dropped from the list. Persons reemployed in a lower classifi-
cation or on a temporary or part-time basis shall be continued on the list for
the higher permanent position. Any person rejecting an offer of reemployment
to a previously held permanent position of the same classification and status
shall be dropped from the list. Any person who does not respond within five
working days to a certified letter offering such employment shall be dropped
from the 1 ist, unless a sufficient reason is given.
BOARD OF DIRECTORS
NCVI I. NB-9a.
3/6/80
POSITION PAPER
VIA:
ROGER J. DOLAN
General Manager-Chief Engineer
DATE
February 29, 1980
SUBJECT TYPE OF ACTION
AUTHORIZE THE EMPLOYMENT OF A TEMPORARY CLERK TYPIST I IN THE
COLLECTION SYSTEM OPERATIONS DEPARTMENT - RANGE 45A ($1011) Personnel
SUBMITTED BY
Robert H. Hinkson
ISSUE: The Collection System Operations Department is updating the
sewer maintenance record system. In order to get it in operation in
an orderly fashion, we will require clerical help for a minimum of
6 months. Funds are available in the current budget.
BACKGROUND: For the past several years the Collection System Operations
Department has had to hire temporary clerical help to keep our kardex
record system current. At the present time record entries are some 5
months in arrears. We received authorization in 1978 to study ways to
improve the system. The fiscal year funds were allocated in the budget
to install the revised system.
The new system is based on the District1s 1"=1001 scale maps and
is designed to reduce the number of cards (8,000 to 3,500) through a
map coordinate index system; simplify entry and retrieval procedures;
and to maximize filing accuracy. Because of the filing back log and
start up adjustments, the use of temporary help is the practical way
to put the system into effect.
RECOMMENDATION: Authorize the employment of a temporary Clerk Typist
in the Collection System Operations Department, Range 45A ($1011).
REVIEWED AND RECOMMENDED FOR BOARD ACTION
INITIATING DEPT ./DIV.
RHH ~,~ I l~
BOARD OF DIRECTORS
NevIL NB-9b.
3/6/80
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
February 29, 1980
SUBJECT
TYPE OF ACTION
REQUEST FOR SIX-MONTH LEAVE OF ABSENCE FOR SUSAN DUFFY
Approval of leave of
Absence
SUBMITTED BY
D. G. Nil es
INITIATING DEPT./DIV.
Rlant Operations Department
Issue: Susan Duffy, Laboratory Technician in the Plant Operations Department is
requesting a six-month maternity leave of absence beginning March l~, 1980.
Background: Susan Duffy had intended to request a maternity leave of absence
at a later date but due to prenatal complications, she has already entered the
hospital and has requested a leave of absence to begin after her accumulated
leave time has been used up.
Recommendation: Approve a six-month maternity leave of absence beginning March 10,
1980, for Susan Duffy.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
~
G. B. K.
D
Central Contra Sanitary District
BOARD OF DIRECTORS
Vl. OB-2
2/7/80
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
February 5, 1980
SUBJECT
ADOPT A RESOLUTION CLARIFYING THE POLICY FOR ADMINI~RA!ION
OF EXTRA VACATION DAYS GRANTED ON THE BASIS OF LONGEVITY OF
EMPLOYMENT
TYPE OF ACTION
Personnel
SUBMITTED BY
Gail B. Koff
INITIATING DEPT./DIV.
Personnel/Administration
ISSUE: At the Board Meeting of January 17, discussions and agreements were
made based upon the application of extra vacation days earned for longevity,
in addition to the normal 15 days vacation. It was decided that the extra
vacation days, based upon longevity of employment, would be credited annually
to the employee's vacation account on his/her anniversary date of employment
with the District. In addition, we have provided that the provisions, as
contained in the resolution, will be applicable to all employees with the
exception of those in temporary employment status.
Submitted is a resolution outlining the above which clarifies previous
resolutions concerning vacation accrual based upon longevity.
District staff and the Employees Association have met and concur with
the attached resolution.
RECOMMENDATION: Adopt a resolution clarifying the policy for administration
of extra vacation days granted on the basis of longevity of employment.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
F ENG.
RJD
Central Contra Sanitary District
BOARD OF DIRECTORS
NO.
VI. 08- 1
2/7/80
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
February 5, 1980
ADOPTION OF CHAPTER 4 OF THE DISTRICT CODE
TYPE OF ACTION
Personnel
SUBJECT
SUBMITTED BY
Gail B. Koff
INITIATING DEPT./DIV.
Personnel/Administration
ISSUE: The Board of Directors at its meeting of January 17 discussed
the revised Chapter 4 of the District Code.
The Board Members submitted their revisions and suggestions, which
have been augmented in the attached submittal. In addition to those suggestions
the Employees Association and District Management reviewed Chapter 4 in its
entirety and have made other recommendations for the Board's consideration.
Attached for your review is a completed copy of the revised Chapter 4,
with a separate sheet highlighting those sections that have been amended since
the previous submittal to the Board.
District Management, the Employees Association, and District Counsel
have discussed and agreed upon all revisions presented before you.
RECOMMENDATION: Adopt Chapter 4 of the District Code.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
~NG
RJD
GBK
ENG.
BOARD OF DIRECTORS
ftI. NB-14c
2/7/80
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
AUTHORIZATION TO CHANGE TWO TEMPORARY MAINTENANCE
TECHNICIAN III POSITIONS TO PERMANENT MAINTENANCE
TECHNICIAN III POSITIONS
January 31, 1980
TYPE OF ACTION
SUBJECT
Personnel
SUBMITTED BY
D. G. Niles
INITIATING DEPT./DIV.
Plant Operations Department
Issue: The Plant Operations Department has been unable to maintain proper staffing
levels of qualified instrumentation maintenance personnel.
Background: The 1979-1980 personnel budget provided for four Instrumentation Technician
III positions. Due to the uncertaincy of staffing requirements for the Instrumentation
Maintenance Section, these four positions were authorized as two permanent and two
temporary positions.
During the last six months the personnel requirements have been further evaluated
in-house and by an outside engineering firm, Johnson Controls, Inc. These evaluations,
along with proposed construction work and plant expansion requirements, indicate that
a permanent staffing of four Instrument Technician Ill's is required.
The recruitment of qualified instrumentation technicians has been very difficult,
and we have not been able to hold qualified technicians in the temporary positions,
which has been costly in money and training time. During our interviews with job
applicants and personnel leaving, it is apparent that in today's job market for
instrumentation technicians, they are not interested in temporary employment.
The reclassification of the two temporary Instrumentation Technician III positions
to permanent positions would provide the ability to perform a more effective recr~it-
ment and maintenance of personnel for this position. This reclassification does not
increase the 1979-1980 personnel staffing level or budget.
Recommendation: Board Authorization to reclassify two temporary Maintenance Technician
III positions R-65 to two permanent Maintenance Technician III positions.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
~
( /1 ,;)
J~CC
GBK
BOARD OF DIRECTORS
NO.
VI!. NB- 14 ab
2/7 /8
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
Janu
31 1980
SUBJECT AOOPT NEI;'l CLASS DESCRIPI'IONS FOR SUPERINTENDENT OF
OPERATIONS, SHIFT SUPERVISOR, SOLIDS CONDITIONING SUPERVISOR,
AND OPERATOR III, AND CA.."'JCEL PREVIOUS CLASS DESCRIPTIONS
TYPE OF ACTION
Personnel
SUBMITTED BY
Gail Koff, Personnel Officer
INITIATING DEPT./DIV.
Personnel
Issue: The class descriptions for Superintendent of Operations, Shift Supervisor,
Solids Conditioning Supervisor, and Operator III have become outdated and need to be
revised.
Background: The above class descriptions are 2~ years old. The following changes
have been made in the class descriptions to better fit current District needs:
1. Safety responsibilities have been specified.
2. Authority of supervisors, particularly in the context of Solids Building
operation,has been specifically delineated.
3. Experience requirements have been adjusted to make the class descriptions
more consistent with each other.
4. State Certification Require:nents have been reduced to match state guidelines.
5. The Superintendent of Operations and the Shift Supervisor positions have been
required to obtain Grade V and Grade IV State Certifications, respectively,
to reach the D step salary level.
These changes will improve the District's ability to recruit qualified personnel, will
encourage State Certification, and will prevent misunderstandings about authority and
responsibility.
Recamnendation:
Adopt the proposed class descriptions.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
1JYl
CCCSD
Central Contra Costa
BOARD OF DIRECTORS
Page 1 of 2
VI 1. NB-9
1/17/80
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
Januar 15 1980
SUBJECT
TYPE OF ACTION
CLARIFICATION OF DISTRICT VACATION POLICY BASED
UPON LONGEVITY OF EMPLOYMENT
Clarification of Policy
SUBMITTED BY
Walter N. Funasaki
INITIATING DEPT./DIV.
artment
ISSUE: A clarification of the District vacation policy is requested due to seeming
inconsistencies between Board Resolutions establishing vacation credits based upon
longevity of employment, and the implementation of these resolutions.
BACKGROUND: Prior to September 6, 1962, all District employees received a uniform
number of vacation days regardless of longevity. Since July 1955, the annual vacation
days credited to each employee's vacation record on a pro-rata monthly basis was 15
working days. On September 6, 1962, the Board of Directors adopted Resolution 1339
which provided additional vacation days in recognition of length of employment. These
additional vacation days are summarized on Attachment A and a copy of the resolution is
provided as Attachment B.
The Board of Directors adopted Resolution 2070 on July 23, 1970 which expanded the
longevity periods and increased the additional number of vacation days. Resolution 2070
is summarized on Attachment A. A copy of Resolution 2070 is provided as Attachment C.
An excerpt from the Minutes of the Board of Directors' July 23, 1970 meeting which
describes the additional vacation days provided in Resolution 2070 follows:
"Member Allan suggested that after 15 years of service, employees be given 20
days of vacation, after 20 years of service, 25 days vacation and that the maximum
vacation time accumulation be 40 days after 15 years of service."
Resolution 2070 established 20 years or more of service as qualifying for a maximum 10
additional vacation days. On May 16, 1974, the Board of Directors adopted Resolution 74-
74 which conformed the District's vacation allowance for longevity periods greater than
20 years to that of Contra Costa County. A copy of Resolution 74-74 is provided as
Attachment D. The additional vacation days granted by Resolution 74-74 are summarized
on Attachment A.
While the vacation policy adopted by the Board of Directors for graduated vacation
allowance days based on length of employment seems clear, particularly in consideration
of the excerpt from the July 23, 1970 Board Minutes, the records used to maintain the
employees' vacation balances have produced uncertainty regarding the basic intent of the
vacation policy.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
WNF
Position Paper
Clarification of District Vacation Policy Based Upon Longevity of Employment
Page 2 of 2
January 15, 1980
The individual vacation ledger card for each District employee has been credited with 1-
1/4 days (15 days per year) each month. On the anniversary of the employee's 5th, 10th,
15th, 20th, 25th or 30th year, the vacation ledger was credited with the balance of the
annual incremental vacation days as shown on Attachment A, less the cumulative
incremental days which were credited on the preceding threshold anniversary dates.
Additionally, the incremental days per Attachment A were credited to the employee's
ledger in January of each year. An example of these entries appears on Attachment E.
The method used in posting the vacation ledger with incremental vacation days in total at
the beginning of each calendar year, rather than crediting the total annual vacation
allowance (15 days plus incremental days) on a monthly pro-rata basis has led to the
contention that the incremental vacation days are to be considered as bonus days which
have been earned for prior service, rather than being a portion of the employee's total
annual vacation allowance.
Discussion with District employees involved in maintaining the vacation records indicates
that the method used, wherein the additional days were credited in a lump sum in January
of each year, was based on convenience, primarily to avoid posting unwieldy fractional
days to the vacation records each month.
RECOMMENDATION: It is requested that the District's vacation policy be restated in
terms of annual working days based on longevity of employment and, in so doing, clarify
the nature of the extra vacation days referred to in Resolution 1339 and 2070.
WNF :rm
Attachment A
acatlon ays ears 0 ervlce
No. Of Cumulative But Less
Additional Days Annual Days At Least Than
Resolution 1339,
Adopted 9/6/62: 1 *16 5 10
2 17 10 15
3 18 15 or me re
;~15 days per year for length of serv ice less than 5 years.
Resolution 2070,
Adopted 7/23/70: 1 16 5 10
2 17 10 15
5 20 15 20
10 25 20 or me re
Resolution 74-74,
Adopted 5/16/74: 1 16 5 10
2 17 10 15
5 20 15 20
10 25 20 25
15 30 25 30
20 35 30 or m re
v
D
y
f S
Attachment B
/
",
j
\.
RESOL':TTION NO. 1339
A PSSOLUTION ESTABLISHING EXTRA VACATION
BASED UPON LONG~VIT"{ OF Er<PLOl'NEN'T
Arm SICK LEA';'S POLICITS
nESOLVED by the Board ,)f Direct'),s of the Ce,rt:al C'J'1t:? C'Js":?
.Sanit.2r'y" District as fol10~~s:
1. I!1 addition to the o:-dinary i'm1 usual vac~:ti.'J;l p'Jli.cics :,)'C "'ac',
office::' end employee. each officer and <:'llnlove~' E'1"'19'-Oy",d f'Jr p te?""'1 "e
hsrsinafter set forth is entitled to ext:~ d~VS' V8c?tl~n ~s sncc~~icd:
a. An oi'ficpr or '?malo.lfee Pffinh,ye:d for M.,)'7'''' t.hpn fi 'Fe ,!C "'::-'"
but less than ten years is entitled t'J 1 extrA d?'~r!s vacl'!ti'J:'1 <'PC:-:. y"'~r
b. An officer or emploYEe emplo?2d r'Jr morf" thpn t~n vc~rs
but Ipss than fifteen years is entitled to 2 extra d37ls v<'!c2ti0!1 FPch
:rear.
c. An officer or employee employed for more than fifteen :[e;r5.
is enti.tled to 3 extra days' vacati.:m each ye13r.
2. Thp policy fo!" sick leave credit and remuneration .1...::> as :'0110.....-.;:
Each year the average sick leave for all empl'Jyees and offic~rs
of the District shall be determined ~ t'he sick lpa;!p Actuall~r tak,':}n b"7
each shall be measured against the average for all; if the stck
lo::?"t.tt?
taken is less than the average for th~ District, the diffpr~ncp
. .
~~ n:1~""C~
of days -be't~tfeen' the Dist:rict average and the a.nnual amount ~"!r,~~ :~:--'l:- for
1 r:di vidual use accrues to the benefit of the officf'r 0'" cm'"'l'J..t<'iO: if t':e
sick leave taken is greater than the District a~prag?, th~ difr~~c~c=
t:2t~r':'p.n the number of d.'37S taken and thf' "-nn'lala",olmt ~vail-,,"1'" :':'!'
.L\.~~ttvi:1U;"1 l1se a~crues to the t:end'oL t cd the o!'fic::-r or ,-:,'":".1.')Y"';:: ,,"',-:CD
cin (:mp'l.o?'~e or nfficer t.f~rrrlinat.ps or rr:tires, th,::; tot?l .ntF!':tc:,r)t C:P.Y5
accrued each year a3 computed above is <'1d(]..:(l toget!F3r, ar:d i:-l tr.~~ C:':S'"
of retire;,'..ent, the officer' or emplo~ree receives credit fo::, ths t()~ 21
[>;3 time ,.rocked !''.);:' the purpose of retirf~ment; in the C"1se of v::-"iC"'?:io1'":,
Lh" '.)ffic'"'r ar er:rployee rcct?i78S c0mOFT1s2ticn 1'0:::' the total
. ~
n~:~c;'e~o:
d:J~.l~:~ C')l'1'ic-:)tcd '):} th;? 'basis of t118 sala~~I rF:cE'i"lAd P.S "J.f
~'
,'1"
d ~ t:t? ~ "7.::-1 C"~.--
i1F:n" is ter':nin3 ted.
,
._---~~._.__._".
The .9.bo'le det2r:-~'~i!:.;,:1'rjicns of 2lC~( lea'!.r~: c;redl':, ,3:lC1 rC'r;~r~r~'?:;,~;,'~ion sL.I~l.l
not. ctf.~~(;r;t t.nf~ e~;"r..2>)1.:1_srt-:~d. 3.C:~ll{irc..lotiO:1, 1.12'.:.: t~.nd .?~CCGll\ltin.~~~ of ~~i~~:,: l.e.].v~2
-. (- ,""'1" -4(...,,~..l-'-"i }......$.. c1,.-~-:....l"~ 1.1.' "...:~.f,.~n,,:1'.r'.~lt,,:~ tr;P~.(l("'..._:'\r(-)."""', n:1\-....' _~'.'..1 ....i.dC:l'.t.l(\Y'o., ~"\':-""':~"""j.'."',+...,.'.~...
~"~'~'~'\':1>L"0~/ '.'1'1 i:-.:;::l..., ....;u.\~ ~_..l"::'...L.J... l..._:....~ ~_J~1.__ ~~_ ......~__ oil .......~ '~_r"J., __ _"
'U:)~)nr:\']t.lon 01' >le:llb2~" Gibb~3, G~:;ccl"lCl~~d b~y l'le:-a,bcr .)~uer~eJ:-'" ~..l"le ;_1t;c-.~.te and
_['(J'(',:::
lft~sc)lLltio.G ".-r;.~3 'pL~~~'jS8d, ,':J.:l"l:.l (::..':-lopt~:_:l~
D."'\-'" the
D:LsT::-,ic-:-,
-~ ,
:':;():~L::'U
0.:'
"t.r-h:;
<:F:;'l'lt~r~~l \~ontra COSt:1 5ani'tar~y" District., St~.~te of C~~~lii\..;}":1i,:J.J thic (t~r~ ;ia,? of
S~Jpt'~:.:b;2r-, 2-962, by t:lr,;~ fGl10~..-i~~;S Vote:
;':..:L~ :
f'le r;ib ,8 ,',-"[; : l}ibb::: J i(Oe~i~el", S::,:Llfir:gt;re) Bo-~':;narl 9.r~!j I'~i t~l'~:-:.ll
NOES: Henbers : None
AES,S~JT : r~Ie~71ber3 : Norle
. '>f). ,1
. ~~U' 'tf
f the District Board of the
Central Contr3. Costa Sanitar:r District,
Contra Costa County, State of California
COUHTERSIGNED: .
~'-,_~.:~~/.-~;2
-C-~-_... .// "--::-.!'/'/7"-;:::"'C-
,J ., '.
SecretarJ of the District Eoard of the
Centra.l Contra Costa Sanitary District
~ontra Costa County, State of California
l\""-i;'~{
.----
~~.
----
---
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Attachment C
USOLUTION NO. 2070
~
A BSOLUTI01ll &STaULISB.D4G POLICY FOa EXTU-
VACATION lASED UPON LOHGIVITY or EMPLOYMENT
BE It RESOLVED by the D1atr1ct Board of the Central Contra Costa Sanitary
u1atrlct. a. follow.:
In addltloa to the D1atrlct'. atandard yaaatlon policy (15 days per y.ar)
tor ..ch ..plO'1'" tbOll. .,loy... ha"iftI ..rve4 for a t.ra .. hu'eillafter Bflt
forth ar. .ntitl.d to .xtra day. vacatioa, .. .p.citi.d~
. a. An ..ploy.. ba"iDI flv. (5) or aore y..r. ot .ervlee. but 1..s than
ten (10) yeare. 1. entltled to one (1) extra day v.cation .ach year. *Rd .ay
aecuau1ate a aaxill.a of thirty-two (32) day..
b. An upl.,... haviDS ten (10) 01' 1101'8 yeare of .erriee. but lees ~han
fifteen (15) ,.ear., 18 eneitled to two (2) ..era day. vacatiOD .ach year and
..Y aceWlulate a ...aUII of thirty-four (34) day..
c. An ..ploy.. ha.iag flft.e. (15) or .or. year. of aerviee, but 18a8
than twenty (20) y.ar., i. eDtitled to fl.. (5) extra day. vacation each year
and _ay accuaulate a .axtaua of forty (40) day..
d. An ..ploy.. baviDa tw..ty (20) ,..ara or .ore of ..rrie. is enUtled
to ten (10) extra day. vacatioD eau y.ar, ana .ay acc.aulat. a 1I.olaua of
forty (40) daya.
BE IT PUI.TUI. USOLftD, that tbia ....lutloD be effective a. of .lulv 1.
1970.
UpOll .otion of Meaber All_, HCOllded by Meaber kuatial.. the above and
for.aoini a..olUClou vaa '....d and adopted by the Dlatrict Board of the Central
Contra Coata Sanltary Dt.triCC, thi_ Z3rd da, of July, 1970, by the following vote:
AYESs
Kaaber.s . .Boney.teele, I.uatiai_, Kitch.ll, Allan Utd Gibbs
NOES: ~ber.; Noue
ABSENT I Meaber., NODe
I_I CAul.. J. G1bDa_ __,,_ _________.______,
Pr.aideDt of the D1strict Board of th.---
Central Contra eoata Sanitary District,
CoDtra Costa County. State of Californl.&
ry'5 :,'\.:1"':''':~)1,~! ri":_~i.\. p'r;.~
Attachment E
Example of Entries for Additional Vacation Days.
Hire Date: 9/7/48
Termination Date: 7/10/75
2 Additional days posted 9/62, Resolution 1339
2 Additional days posted 1/63
Additional day posted 10/63
3 Additional days posted 1/64, 1/65, 1/66, 1/67, 1/68, 1/69 and 1/70
7 Additional days posted 7/70, Resolution 2070
10 Additional days posted 1/71, 1/72, 1/73 and 1/74
5 Additional days posted 5/74
15 Additional days posted 1175
.,P ...
~,.
"
...,
Attachment D
R
RESOLUTION NO. 74-74
A RESOLUTION ESTABLISHING
VACATION ALLOWANCE AND VACATION ACCRUAL
FOR DISTRICT EMPLOYEES
The District Board of the CENTRAL CONTRA COSTA SANITARY DISTRICT
does resolve as follows:
That the vacation allowance and vacation accrual for District
employees with 20 and more years of service conform to that of the
County, and
That the attached Exhibit "A" be adopted, effective July 1,
1974.
PASSED AND ADOPTED this 16th day of May, 1974, by the District
Board of the Central Contra Costa Sanitary District, by the following
vote:
AYES: Members: Gibbs, Boneystee1e, Rustigian and Allan
NI}lS : l1emb~rs : Mi tche11
ABSENT: Members: None
I ~1tLll t;t:;z(
President of District Board of the
Central Contra Costa Sanitary District of
Contra Costa County, State of California
COUNTERSIGNED:
t'r!~GVA~
\ \: \' \ ) f. r ": 1/.
\ ' \ \ II } "
)
>.
,
,
Secretary of the District Board of the
Central Contra Costa Sanitary District of
Contra Costa County, State of California
I
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EXHIBIT "A"
EMPLOYEE VACATION MAXIMUM DAYS
YEARS OF DAYS ALLOWED ACCRUAL
SERVICE CCCSD CCCSD
15 - 19 20 40
20 - 24 25 50
25 - 29 30 60
30 - + 35 70
Central Cont
BOARD OF DIRECTORS
District
~lI. NB - 6de 1/10/80
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
SUBJECT CANCEL CLASS DESCRIPTION FOR PERSONNEL OFFICER, RANGE 71
$1868-$2260, AND ADOPT NEW CLASS DESCRIPTION OF PERSONNE
OFFICER, RANGE 79, $2260-$2741, EFFECTIVE JANUARY 1, 198
December 28
TYPE OF ACTION
1979
Personnel
SUBMITTED BY
Ro er J. Dolan
INITIATING DEPT.!DIV.
Administration
ISSUE: The class description for the position of Personnel Officer needs to be
changed to more appropriately reflect it's current level of responsibility.
BACKGROUND: In 1977 when the District created the position of Personnel Officer,
it was assumed that the main responsibilities of this position would be to serve
as support to the Departments in the areas of recruitment, employee orientation
and employee discipline. In fact, this position has played an increasing role
in the management of the District. Examples of these increased responsibilities
include the various legal challenges on personnel demotions and terminations,
EEOC/FEPC regulations and enforcements, the revisions to the District's personnel
code, the Employee Handbook, acting as liaison with the Employee's Association in
employee relation matters, and work on various personnel policies an~ procedures.
In addition to the responsibilities mentioned above, the responsibility of supervis-
ing the Administration secretarial support staff and the coordinating of the employee
training and educational programs would also be assumed by this position.
The attached class description details the increased responsibilities of the positio
and the organizational chart reflects the retirement of Bill Dalton and the
organizational changes in the Administration Department.
RECOMMENDATION: Cancel class description for Personnel Officer, Range 71, $1868-
$2260, and adopt new class description of Personnel Officer, Range 79, $2260-$2741,
effective January 1, 1980.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
INITIATING DEPT.!DIV.
Ii:
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Central Contra
BOARD OF DIRECTORS
~~"I. NB- 6f
l/l 0/80
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
SUBJECT
APPOINTMENT OF GAIL B. KOFF TO RECLASSIFIED POSITION OF
PERSONNEL OFFICER, RANGE 79-A, $2,260, EFFECTIVE
JANUARY 1, 1980
TYPE OF ACTION
Personnel
SUBMITTED BY
Ro er J. Dolan
Administration
BACKGROUND: The Personnel Officer position has been reclassified to include
an increased level of managerial, as well as supervisory responsibility. Gail
Koff has been working in this position since November, 1977 and has demonstrated
the ability to provide the effective leadership and personnel administration
skills required of this position.
Gail Koff has worked in the field of Personnel Administration for eight years
and possesses a Bachelor of Science degree in Education and Psychology. This,
along with her demonstrated abilities, qualifies her for the additional
responsibilities of the new position of Personnel Officer. Considering that
she is currently doing a very satisfactory job handling these increased
responsibilities, we feel that the recommended promotional advancement is in
the best interests of the District.
RECOMMENDATION: Appoint Gail B. Koff to the reclassified position of Personnel
Officer, Range 79-A, $2,260, effective January 1, 1980. Successful completion
of a six month probationary period will be required.
REVIEWED AND RECOMMENDED FOR BOARD ACTION
INITIATING DEPT./DIV.
D
Central Costa San
BOARD OF DIRECTORS
District
N~I 1. NB - 6abc. 1 /l 0/
POSITION PAPER
VIA: ROGER J. DOLAN
General Manager-Chief Engineer
DATE
12/17/79
SUBJA[!)OPT CLASS DESCRIPTION FOR THE POSITION OF CLERK TYPE OF ACTION
TYPIST I, SALAR Y RANGE 45, $1011-$1219 AND CANCEL CLASS PERSONNEL
DESCRIPTION OF RECORDS CLERK AND ADOPT CLASS
DESCRIPTION FOR CLERK TYPIST II RANGE 49 1110- 1339
SUBMITTED BY INITIATING DEPT./DIV.
Gail B. Koff, Personnel Officer Personnel
ISSUE: A need exists to establish a new entry level clerical position.
BACKGROUND: The Board recently adopted a promotional examination procedure for
the lower level positions at the District. In order to allow the clerical-secretarial
employees to participate in this program, it is necessary to establish an entry level
position called Clerk Typist I. The class description for this position performs similar
type responsibilities to that of a Records Clerk, but the work would be less complex in
nature and would allow for the necessary continuous supervision which new employees
usually require.
Under our new promotional procedure, persons employed in this classification would
become eligible to participate in the examination for the higher level classification, Clerk
Typist II, after an 18-month period of employment. This higher level classification
requires the employee to complete more complex assignments and is expected to work
more independently than the entry level position. The minimum qualifications of the
Clerk Typist II position has been increased to require a minimum typing speed of 50 words
per minute from clear copy and the experience qualification has been increased from one
to two years to conform with the promotional requirements.
The Records Clerk class description has been changed to reflect the adjusted level of
responsibility and experience required and the title has been changed to Clerk Typist II to
conform with the other promotional classes of the District.
RECOMMENDA TION: Adopt class description for the position of Clerk Typist I, Range
45, $1011-$1219; cancel description of Records Clerk, Range 49, $1l10-$1339 and adopt
class description of Clerk Typist II, Range 49, $1l10-$1339 effective January 10, 1980.
~.
CLW
INITIATING DEPT./DIV.