Memorandum
Date: October 20, 2020
To: The Honorable Moke Simon, Chair, Lake County Board of Supervisors
From: Carol J. Huchingson, County Administrative Officer
Subject: Consideration of Resolution Establishing Salaries and Benefits for Management Employees for the Period of November 1, 2020 - October 31, 2021
Executive Summary: (include fiscal and staffing impact narrative):
With the concurrence of County Department Heads and your Board’s representatives (Chairman
Simon, Supervisor Sabatier, CAO Carol Huchingson and CDCAO Stephen Carter) designated to
meet with the Department Heads on behalf of unrepresented management, presented today for
the consideration of your Board is the attached Resolution Establishing Salaries and Benefits for
Management Employees for the period of November 1, 2020 - October 31, 2021
Except as explained below, this Resolution implements the CPS-HR Classification and Compensation (CC) Study of October 2019 at 80% of market median (Market 80). Wages for the affected classes will be paid at 80% of the mid-point of the 12 comparison Counties. Those included small counties of comparable size as well as neighboring counties with which we directly compete for talent. (Calaveras, Colusa, Glenn, Humboldt, Mendocino, Napa, Nevada, Sonoma, Sutter, Tehama, Yolo and Yuba).This is the first CC study completed for Lake County since 2003.
As your Board is aware, nursing positions have long been particularly hard to fill. Local hospitals
and health care providers pay substantially more than the County and we compete for the same
talent pool. For the sole licensed nursing position (Director of Nursing) covered under this
Resolution, the salary range shall be set as follows:
Step One Step Two Step Three Step Four Step Five
$50.59 $53.12 $55.78 $58.57 $61.49
For the Director of Public Works/Water Resources/Community Development, with the combining
of three departments, the salary range will be set as follows:
Step One Step Two Step Three Step Four Step Five
$66.38 $69.70 $73.18 $76.84 $80.69
This Resolution eliminates the 12-step salary system, replacing it with a 5-step system and restores longevity pay for continuous services at 5 year intervals. A 5-step system is not only more common in the labor market, it was previously the norm in Lake County.
There are no other changes to the pre-existing terms and conditions of employment for
unrepresented management.
Your representatives, designated to meet with the Department Heads, are very grateful for the
cooperation, collaboration and patience of unrepresented management employees over the
years it has taken to reach this point.
If not budgeted, fill in the blanks below only:
Estimated Cost: ________ Amount Budgeted: ________ Additional Requested: ________ Future Annual Cost: ________
Consistency with Vision 2028 and/or Fiscal Crisis Management Plan (check all that apply): ☐ Not applicable
☐ Well-being of Residents ☐ Public Safety ☐ Infrastructure ☐ Technology Upgrades
☐ Economic Development ☐ Disaster Recovery ☒ County Workforce ☐ Revenue Generation
☐ Community Collaboration ☐ Business Process Efficiency ☐ Clear Lake ☐ Cost Savings
If request for exemption from competitive bid in accordance with County Code Chapter 2 Sec. 2-38, fill in blanks below:
Which exemption is being requested?
How long has Agreement been in place?
When was purchase last rebid?
Reason for request to waive bid?
Recommended Action:
Adopt Resolution Establishing Salaries and Benefits for Management Employees for the Period of November 1, 2020 - October 31, 2021