HomeMy WebLinkAbout03.a. Draft Position Paper approve Human Resources Recommendation retitle Internal Auditor to Internal Auditor/Diversity, Equity, & Inclusion (DEI) Officer and reallocate salary from U73 ($5055.59-$6116.10) to U29 ($7170.26-$8714.50) biweeklyPage 1 of 2
Item 3.a.
DCENTRALSAN
MEETING DATE: JUNE 4, 2024
BOARD OF DIRECTORS
POSITION PAPER
DRAFT
SUBJECT: REVIEW THE DRAFT POSITION PAPER TO APPROVE HUMAN
RESOURCES' RECOMMENDATION TO RETITLE THE CLASSIFICATION
OF INTERNALAUDITOR TO INTERNALAUDITOR / DIVERSITY, EQUITY,
AND INCLUSION (DEI) OFFICERAND REALLOCATE SALARYFROM U73
($5,055.59-$6,116.10) BIWEEKLYTO U29 ($7,170.26-$8,714.50) BIWEEKLY
SUBMITTED BY: INITIATING DEPARTMENT:
TEJI O'MALLEY, HUMAN RESOURCES AND OFFICE OF THE GENERAL MANAGER -
ORGANIZATIONAL DEVELOPMENT HUMAN RESOURCES
MANAGER
REVIEWED BY: PHILIPLEIBER, DEPUTYGM -ADMINISTRATION
ROGER S. BAILEY, GENERAL MANAGER
ISSUE
Board of Directors' approval is required to reallocate the salary of an existing classification.
BACKGROUND
Since 2022, Central San has embarked on a Diversity, Equity, and Inclusion (DEI) initiative to explore the
meaning and implications of DEI for us as an organization, deepen our commitment to DEI as part of our
values and strategic operational plans, and evaluate the status of DEI as it pertains to best practices. A
task force was created, a survey completed, and the findings are being used to help create a
comprehensive DEI framework and strategic plan.
The draft DEI framework and strategic plan was presented to the Board in March of 2024 and amongst
many initiatives listed, one was specific to the need of institutionalizing DEI at Central San and developing
and implementing the infrastructure needed to accomplish that goal. Specifically, Pillar 4: DEI Leadership
and Sustainability states that Central San will "foster and maintain a vibrant culture of diversity, equity, and
inclusion by establishing the organizational infrastructure and allocating resources needed to lead, integrate
and sustain Central San's DEI initiatives."
I n order to meet the abovementioned objective and to ensure this important work is continued with
dedicated oversight and leadership, the District has determined to appoint one existing position to act in
the capacity of a DEI Officer. Benjamin Johnson, Internal Auditor, was identified as the individual who
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would lead the DE effort for Central San and provide oversight and guidance to the DE Committee, staff,
and leadership.
As a result, staff has revised the Internal Auditor job description to include the additional DEI tasks and
retitle it to Internal Auditor/DEI Officer. Further, it is recommended that the salary range of the position be
increased to account for the additional duties and significant scope change of the position.
ALTERNATIVES/CONSIDERATIONS
Do not approve the job description changes and accompanying salary increase. If this action is not
approved, the District will not have a position dedicated to leading the implementation of the
comprehensive D E I framework and strategic plan.
FINANCIAL IMPACTS
The potential maximum cost of this action would result in an annual cost of $75,424 including benefits if
comparing top step to top step (Step E) of the salary ranges. However, Mr. Johnson is not being placed at
the maximum step (Step E) of the new range and will be placed at Step B on the range which will result in
an annual cost of $50,063 including benefits which reflects an increase of approximately 29%.
COMMITTEE RECOMMENDATION
The Administration Committee reviewed this item at its June 4, 2024 meeting and recommended
RECOMMENDED BOARD ACTION
Approve Human Resources' recommendation to retitle the classification of Internal Auditor to Internal
Auditor / Diversity, Equity, and I nclusion (D E 1) Officer and reallocate salary from U73 ($5,055.59 -
$6,116.10) biweekly to U29 ($7,170.26 - $8,714.50) biweekly.
Strategic Plan Tie -In
GOAL THREE: Workforce Diversity and Development
Strategy 1 - Recruit from a diverse pool of qualified applicants, Strategy 2 - Engage employees and conduct labor
relations in a transparent, effective, and collaborative environment, Strategy 3 - Retain skilled workers by investing in
resources and opportunities for all employees to grow and thrive, Strategy 4 - Foster a culture of diversity, equity, and
inclusion
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