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News Archive - 2007

News Archive - 2007

 

 

12-05-2007: Governor honors State employees for heroism

In a ceremony held December 4, Gov. Schwarzenegger presented the Medal of Valor to 31 State employees who risked their lives to save others. The list of awardees and their heroic acts are detailed in the Governor's Office press release. See also the Medal of Valor awards page.

 

 

 

11-02-2007: Important information for Unit 6 fee payers

On October 30, 2007, the California Correctional Peace Officers Association (CCPOA) Benefit Trust Fund informed the Department of Personnel Administration (DPA) that the Trust Fund would discontinue, effective October 31, 2007, dental and vision coverage for Unit 6 employees who are fair share fee payers.

 

Due to this circumstance, the State will be offering these employees the opportunity to enroll in the State-sponsored dental and vision benefits plans. This action will ensure that the affected employees and their families will not suffer a disruption in benefit coverage.

There are approximately 1,000 employees who may be affected by this action. DPA has contacted t

he appropriate carriers and updated the contracts with the carriers to ensure that the affected employees and their families have options to enroll in the State- sponsored dental and vision plans.

 

DPA will send the attached letter to the home address of affected employees ensuring them of their continued coverage and presenting them with their coverage options.

 

 

 

10-22-2007: For employees affected by wildfires

State employees who live or work in a county where the Governor has declared a state of emergency due to the wildfires may be eligible for a paid leave of absence up to 5 work days if any of the conditions listed below apply. Departments may extend this paid "administrative time off," for up to a total of 30 calendar days. (Additional extensions are permitted only with DPA approval.) Employees who need to use this benefit should contact their employer as soon as possible.
 

Conditions

  • The employee's normal place of business is temporarily closed during the employee's normal shift due to the fire emergency;
  • The fire emergency prevents the employee from using reasonable routes to and from work;
  • The fire emergency presents an immediate and grave peril to the employee's safety, that of an immediate family member, or the employee's primary residence;
  • The employee is actively involved in a formal, organized effort (such as an auxiliary fire or police department) to protect public health and safety;
  • The employee needs the time off to apply for disaster assistance from FEMA and is unable to do so before or after his or her normal work shift.

 

"State of emergency" counties as of 10-21-07

Los Angeles
Orange
Riverside
San Bernardino
San Diego
Santa Barbara
Ventura
 

Time off for volunteers

A State employee may also be granted a paid leave of absence for up to 5 days if he or she is already signed up to provide volunteer service on behalf of a State agency whose responsibilities include dealing with this fire emergency, and the employee is asked to volunteer in the current emergency. Departments should release such employees to provide volunteer service unless there are critical operational reasons not to do so.
 

Using leave credits

State employees who don't meet any of the conditions listed above but who wish to take time off due to the current fires should request to use their leave credits. Departments should grant such requests to the extent feasible, using normal procedures for requesting and granting time off.
 

Catastrophic leave banks

Departments may set up Catastrophic Leave banks for employees who have exhausted all leave credits (except sick leave) if both the following conditions apply:
 
  • The employee faces financial hardship due to the effect of the current fire disaster on the employee's principal residence; and
  • The residence is located in a county where the Governor has declared a State of Emergency.

 

Rank-and-file employees should consult their bargaining unit contract for specifics on how such leave banks apply. Employees who are not part of a bargaining unit should refer to DPA Rule 599.925.1 ("Catastrophic Leave for Natural Disaster-Nonrepresented Employees") or ask their Personnel Office for assistance.

 

 

 

09-18-2007: Open exam for Labor Relations Manager I & II positions; 10-09-2007 filing deadline

The State is seeking experienced labor relations professionals, from the public or private sector, to apply for the State's Labor Relations Manager I and/or Labor Relations Manager II exams. These exams are open to qualified candidates from outside State government. Qualified candidates will be scheduled for an exam interview, the results of which will be used to establish a list of individuals eligible to apply for job openings in various State departments as they become available. This eligibility list will be valid for one year.

 

For complete details, including the minimum qualifications to compete in this exam process, please use the links below.

Applications for these exams must be postmarked no later than October 9, 2007.

 

  • Labor Relations Manager I

  • Labor Relations Manager II

 

 

 

09-18-2007: State implements last, best and final offer to CCPOA

Today DPA notified CCPOA that the State is exercising its right under State law to implement any or all provisions of its last, best and final offer, an offer which CCPOA rejected yesterday.

 

As described further in an open letter to CCPOA-represented employees, the State intends to implement all of the economic provisions of its offer. The personnel policy provisions being implemented do not contain any significant changes, except in four areas: sick leave, post and bid, employee-requested transfers, and the grievance procedure.

 

 

 

09-12-2007: State presents last, best and final offer to CCPOA

Today DPA presented the State's last, best and final offer to CCPOA. The union has until close of business Monday, September 17, 2007, to accept or reject the offer.

 

The State has attempted to negotiate a successor agreement since CCPOA's last contract expired July 2, 2006, but bargaining and mediation efforts have been unsuccessful. The union withdrew from mediation August 22, 2007, and refused to consider an offer the State made to the union that same day. The last, best and final offer presented today is substantially the same package.

 

The State had previously offered the union a 4-year contract that continued to tie its compensation to CHP officers. That offer was on the bargaining table from April 6, 2007 until August 22.

 

 

 

09-04-2007: State wins major arbitration over CCPOA

The State has won a major legal victory over CCPOA in an arbitration ruling issued Sept. 1 that says the union no longer is entitled to automatic pay increases tied to increases negotiated by the CHP officers' union.

 

The ruling clarifies a point of contention between the State and CCPOA over whether a previous contract clause continued beyond the contract's expiration. The previous contract, which ran from July 1, 2001, to July 2, 2006, granted four annual increases to CCPOA members to maintain a $666/mo. lag behind CHP officers, represented by the California Association of Highway Patrolmen. CCPOA salaries increased over 33 percent under that prior contract.

 

The arbitrator, Norman Brand, ruled that the tie between correctional officer salaries and CHP officer salaries ended when the last CCPOA contract expired, and that the State was under no obligation to pay CCPOA any additional salary increases beyond the four dates specified in the 2001-2006 contract.

 

The State's latest contract offer to CCPOA contains salary and benefit increases totaling nearly 20 percent over three years. The union's response is due by close of business Sept. 5.

 

 

 

09-12-2007: State presents last, best and final offer to CCPOA

Today DPA presented the State's last, best and final offer to CCPOA (see links below). The union has until close of business Monday, September 17, 2007, to accept or reject the offer.

 

The State has attempted to negotiate a successor agreement since CCPOA's last contract expired July 2, 2006, but bargaining and mediation efforts have been unsuccessful. The union withdrew from mediation August 22, 2007, and refused to consider an offer the State made to the union that same day. The last, best and final offer presented today is substantially the same package.

 

The State had previously offered the union a 4-year contract that continued to tie its compensation to CHP officers. That offer was on the bargaining table from April 6, 2007 until August 22. 

 

 

 

08-30-2007: Excluded employee pay increases implemented

The recently enacted budget includes a 3.4 percent cost-of-living adjustment, effective July 1, 2007, for State employees not covered by collective bargaining ("excluded" and "exempt"), with certain exceptions noted below.
 
In addition to this COLA, some excluded employees are scheduled to receive special adjustments to reflect pay range increases negotiated with the bargaining unit with which they are affiliated.
 

Exceptions

In general, the following exceptions apply to situations where a subordinate rank-and-file classification was covered by a contractual increase exceeding 3.4 percent or received a special adjustment to address a severe market lag or critical recruitment need. Unless noted, the following increases take effect July 1, 2007, in place of the 3.4 percent COLA.
 
  • Excluded employees affiliated with bargaining unit 5 (highway patrol officers) will receive a 6.1 percent increase.

 

  • Excluded employees affiliated with bargaining unit 9 (professional engineers) will receive increases ranging from 11.3 to 14.1 percent, depending on their classification.

 

  • The following excluded classifications affiliated with Bargaining Unit 7: State park peace officer, fish and game warden, and DOJ special agent classifications, public safety dispatch supervisor I / II, and communications supervisor classifications. These classes are scheduled to receive other adjustments to address compaction created by pay scale changes negotiated for their rank-and-file subordinates.

 

  • For employees in the CEA band, there is no automatic increase. However, effective July 1, 2007, the minimum and maximum rates for the CEA band increased 3.4 percent. Incumbents below the minimum rate will receive an adjustment to reflect the revised minimum rate.

 

Other Exceptions

The following classifications are not covered by the 3.4 percent COLA.
 
  • Excluded classifications affiliated with bargaining units 2, 6, and 8.
  • Exempt appointees subject to other salary-setting authorities.
  • Exempt appointees whose salaries are set by statute (Govt. Code sections 11550, 11552, and 11554) and specified exempt employees whose salaries have been significantly increased. 

 

 

 

08-22-2007: State makes new contract offer to CCPOA

On Aug. 22, 2007, DPA presented the State's new contract offer to CCPOA.

 

 

 

08-08-2007: DPA recruiting CEAs to lead HR Modernization project

This is your chance to join the leadership team that will modernize our State's human resource system over the next seven years. The project will streamline hiring, reward performance, and simplify the State's vast classification system. Project partners DPA and SPB are looking for candidates to fill the following top positions:
 
  • Executive Project Director, HR Modernization Project - CEA Level 4
  • Deputy Project Director, Recruitment and Selection, HR Modernization Project - CEA Level 3
  • Deputy Project Director, Classification and Compensation, HR Modernization Project - CEA Level 3

 

 

 

07-30-2007: Paychecks delayed for some exempt appointees

All State employees with the exception of Constitutional officers and their direct appointees, legislators, and legislative staff will receive their regular August 1 paychecks (for the July pay period).

 

Constitutional officers and their direct appointees (agency secretaries, department directors, deputies, senior staff of the Governor's office, and members and chairs of major boards and commissions), legislators, and legislative staff will not be paid until a budget is passed and signed. Benefits are unaffected by this delay, with the exception of payroll contributions to Savings Plus 401(k) and 457 plans, which won't be deposited to individual accounts until the State Controller releases checks.

 

Any pay increases that are effective July 1 will not be reflected in checks until the signed budget is in place. Supplemental checks, if necessary, will be issued to cover such increases once the budget is signed.

 

Many banking institutions contacted by DPA will offer financial assistance for State employees whose paycheck is delayed by the State budget delay. Check directly with your bank or credit union for details. However, Bank of America requires you to fill out a special form, available from your personnel office. Once you fill out the form, return it to your personnel office. If you're a Wells Fargo customer, contact your personnel office for the memo issued by the bank that provides instructions for calling a special number for assistance. For other institutions, you may contact your local branch for assistance. (US Bank requests that you visit a traditional branch, not one in a grocery store.) In all cases, assistance is limited to employees with direct deposit.

 

 

 

 
 

07-27-2007: State's plan for modernizing HR - PDF

State's plan for modernizing HR - PDF | State's plan for modernizing HR - Text Only (RTF)

 

 

 

 
 

07-16-2007: 48 State executives graduate from CSUS leadership training program

48 State executives graduate from CSUS leadership training program

 

 

 

05-18-2007: PERB orders mediation in CCPOA negotiations

May 18, 2007

 

Responding to a request filed May 10 by the Department of Personnel Administration, the Public Employment Relations Board has declared impasse in the contract negotiations between the State and the California Correctional Peace Officers Association and ordered the parties to mediation.

 

 

 

05-10-2007: State files for mediation in CCPOA contract negotiations

Today the Department of Personnel Administration formally requested mediation in its year-long negotiations with the California Correctional Peace Officers Association (CCPOA) over a new contract.

 

State negotiators filed their request in the hopes mediation will end the deadlock and lead to agreement on a new contract.

 

"For the past year, we have repeatedly brought offers to the table. CCPOA has never offered a single counterproposal. Our latest offer is fair and generous and will significantly enhance pay and benefits to our employees. Additionally, it will enable management to run our prisons safely and efficiently, and facilitate implementation of the recently approved prison reforms," said Dave Gilb, director of the Department of Personnel Administration. "Without outside help, negotiations remain futile."

 

The State's four-year offer includes raises estimated to total 18 percent plus an additional 1 percent for pre- and post-shift activities, and increases in health benefits, shift differentials, and uniform allowances. It also doubles recruitment and retention pay for hard-to-recruit facilities and establishes a bonus program for employees who recruit new correctional officers, paying $2,000 for each new recruit. The total cost of the contract offer is nearly $1 billion.

 

Negotiations have stalled over CCPOA demands for pay increases beyond what the State has offered, as well as the union's refusal to negotiate changes to contract provisions that have become increasingly problematic to prison operations. The provisions the State seeks to modify primarily concern sick leave, the grievance and arbitration process, and the "entire agreement" clause, a provision that obligates management to negotiate with the union before making virtually any operational change.

 

DPA filed its request with the Public Employment Relations Board.

 

 

03-27-2007: New salary structure approved for State's top executives

New salary structure for State's top executives

Helping to ensure the State can retain and attract quality executives, Governor Schwarzenegger has approved a new salary structure for the State's top executives effective April 1. The salary adjustments will be funded within agencies' and departments' existing budgets to ensure they do not impact the State budget.

 

"For years we've tended to ignore the growing disparity in salaries between our State's top executives and their counterparts in local government because executive compensation is such a sensitive issue," said Dave Gilb, director of the Dept. of Personnel Administration, which administers the State's pay system. "Unfortunately, being non-competitive means we lose experienced personnel and discourage outside talent from accepting key government posts. It's time we reversed this trend toward underpaying our State's chief executives and commit to attracting the best and the brightest to government service."

 

Under the new structure, salaries will be adjusted for 10 agency secretaries and 39 department directors whose salaries are set by statute and, until now, have been raised only when the State workforce receives a general salary increase. Over the years, these statutorily set salaries have fallen well behind levels paid for government jobs in California's cities and counties.

 

Labor market survey data compiled by the Dept. of Personnel Administration document the extent of the State's salary lag. The survey data and analyses have been provided to the Legislature as part of the official notice of the salary restructuring.

 

 

 

01-12-2007: Departments to implement required raises for Exempts

State employees exempt from civil service have received a 3.5 percent pay increase effective Dec. 1, 2006, consistent with the COLA granted to most State employees last July. Exempt appointees whose salaries are set by statute ("statutory exempts") receive an additional 5 percent (also effective Dec. 1, 2006), pursuant to State law requiring that they receive the same general salary increase provided to State civil service employees for any fiscal year in which such increases are granted. The 5 percent increase for FY04-05 was deferred for statutory exempts until now. These increases are not retroactive, nor do they apply to elected officials.

 

Departments have been instructed to ensure the cost of their exempt employee raises is fully offset by management savings, and to report this cost - and the offsetting budget savings - to DPA no later than March 15, 2007. (DPA posted a summary of these offsetting savings on August 7, 2007.)

 

 

 

  Updated: 5/3/2012
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