Supervisors Updates

By Valerie Chenoweth-Brown, Supervisor Director

February 6, 2019

In my most recent message, I relayed to you that CalHR had informed CAPS that the Educational Pay Differential should be included in January’s pay and that the checks retro to November 1, 2018, have been processing and should be issued before the warrant at the end of the month.

Well, our January pay warrants flooded in and many members shared varying stories with CAPS regarding the differential. We contacted CalHR again, demanding answers for the inconsistency our members were seeing and were informed that the current delay is at the departmental level. CAPS is in contact with the departments, encouraging them to resolve the delay as quickly as possible for this much-deserved differential.

State Scientist Day Date Announced. State Scientist Day is near and dear to my heart, as I believe that showcasing the important work of our members should always remain a top priority for our organization. That said, I’d like to announce that the 31st Annual State Scientist Day is scheduled for Wednesday, May 8, 2019. All departments that employ state scientists are invited to participate. If your Department is not currently involved, consider this message an official invitation. To see if your Department is hosting a booth at State Scientist Day, or to sign up, contact CAPS at

January 30, 2019

Supervisors and the CAPS MOU. There’s a reason CalHR refers to supervisory and managerial classifications as “excluded.” It’s because certain supervisory, managerial, and confidential state employees, among others, are excluded from the Ralph C. Dills Act, which gave collective bargaining rights to California State Employees. Instead, supervisory and managerial classifications (through the organizations that represent them, like CAPS) are given the right to meet-and-confer with CalHR regarding wages, hours and working conditions via the “Excluded Employee Bill of Rights” (Government Code Sections 3525 – 3539.5). CalHR and these organizations do not reach formal written agreements, nor do they negotiate official contracts.

So, if not in the MOU, where are my rights? Supervisory and managerial scientists should refer to the CalHR Online HR Manual to find their enumerated rights. And, reach out to CAPS ( if they have any questions.

What about “exempt?” CalHR uses the classification of “exempt” employees in two ways; first, it can refer to employees who are appointed, and thus exempt from civil service. But, to make things a bit more confusing, “exempt” is also a term that refers to an employee’s wage status under the Fair Labor Standards Act (FLSA), and whether or not they qualify for overtime. So, potentially, a state worker could be an exempt, exempt employee.

If an employee is exempt under the FLSA in state service, their classification falls into Work Week Group E (WWG E) – these employees do not qualify for overtime. WWG E employees would be referred to as “salaried” in the private sector. Conversely, if an employee is not exempt under the FLSA, in state service, they fall into Work Week Group 2 (WWG 2), also known as “hourly” employees. Hourly employees qualify for overtime if they work more than 40 hours per week.

In summary, most supervisory and managerial classifications are excluded classifications, which may or may not be exempt from the FLSA. CAPS represents scientific supervisory and managerial “excluded” employees in regular meet-and-confers to discuss our members’ wages, hours, and working conditions, in an effort to improve them for ALL state scientific supervisory and managerial members.

CAPSule on the Web. The latest issue of CAPSule is now posted on the CAPS webpage. Watch for the January issue in your mailbox soon! If you’d prefer to go green, and opt-out of the paper copy of CAPSule, click here.

January 23, 2019

I strive to keep you up-to-date on the current events at CAPS as often as possible. Today, I’d like to provide you with an update on the Educational Pay Differential that so many of us are still patiently awaiting.

As I’ve mentioned, CAPS has been following up with CalHR repeatedly regarding the status of the back pay and when members could expect to see the differential in their pay warrants. CalHR has informed CAPS that the Educational Pay Differential should be included in January’s pay. The checks retro to November 1, 2018 have been processing and should be issued before the warrant at the end of the month. We welcome the news; the pay warrant at the end of the month hopefully will confirm CalHR’s projections on the timing of the differential.

In my last message, I relayed the importance of CAPS Membership for State Scientist Supervisors and Managers. Today, I’d like to provide an example of how that membership can pay off, even in seemingly simple situations.

Transitioning from a Rank-and-File employee to a Supervisory position in state service may mean a lot of different things — you may have a team to lead, timesheets to keep track of, and a myriad of other new duties; nevertheless, some things still stay the same. For example, as a new supervisor in state service, you still serve a probationary period. Yes, you return to probation for 12 months while you settle into your new position. As you know, this is when you are vulnerable to reviews that could send you packing. It is especially important to maintain your union membership during this time so that your rights can be protected. Additionally, as a new supervisor, you become the middle person between your direct reports, and those to whom you report. This relationship can be very tricky to balance. Recently, a CAPS Supervisory Member had such a problem:

A CAPS Supervisory Member in the Senior Environmental Scientist (Supervisory) classification had issues with her supervisor. After returning from a weekend, her supervisor agitatedly confronted her early in the morning for her communication style and for not finding an obscure note he had left for her late on the previous business day. She was caught off guard during the exchange and wisely requested a formal setting where these professional issues could be discussed. However, the member was uncomfortable going into a closed-door meeting with her supervisor to discuss issues that could become disciplinary.  Because of this, she contacted CAPS.

She spoke with CAPS staff who informed her that she was allowed a representative in the upcoming meeting. During the meeting, it was discovered that the problems stemmed from something as simple as a forgetful manager, and solutions were discussed. The member stated that the tone of her supervisor completely changed when there were others present in the meeting, allowing for a positive outcome.

CAPS members can feel secure knowing their union has their back for workplace issues big and small! KEEP YOUR UNION STRONG. ENCOURAGE YOUR SUPERVISORY SCIENTIST COLLEAGUES TO JOIN CAPS TODAY.

In Solidarity,

Valerie Chenoweth-Brown, Chair
CAPS Supervisor’s Committee

January 9, 2019

Governor Newsom’s Inauguration. After being sworn in as California’s 40th governor on Monday, Gavin Newsom wasted no time before reaffirming California State Government’s commitment to the environment, public health and fiscal responsibility. “People’s lives, freedom, security, the water we drink, the air we breathe – they all hang in the balance. The country is watching us,” he said.

Later, the governor said that California was a global player in commerce, human rights, and environmental protection. The governor cautioned that the state must continue to prepare “for uncertain times, pay down debt, and preserve the fiscal [budget] reserve,” but he promised his administration “will be bold, aim high and work like hell to get there — progressive, principled and always on the side of the people.”

Right to Membership. I keep hearing it, over and over again. When many of our colleagues promote to Supervisory and Managerial positions, they are instructed, or erroneously believe, that they can no longer be a member of ANY union, let alone retain their membership in CAPS. All State Scientific Supervisors and Managers have the right to maintain and/or seek union membership. It’s covered in the “Excluded Employees Bill of Rights,” specifically in Government Code Section 3530. It says, in relevant part, “Excluded employee organizations shall have the right to represent their excluded members in their employment relations, including grievances, with the State of California…”

CAPS has represented supervisors in their employment with state management since it was founded in 1984. I truly believe that membership in CAPS is the right choice for EVERY state scientist. CAPS fights to improve and protect the rights and employment conditions for all of us – at the worksite, with our management, with CalHR on salary and benefit issues, before state boards and commissions, in the Legislature, with the media, and in court when necessary.

Membership in CAPS is just as relevant for Supervisors and Managers as it is for the Rank-and-File. We have the right to have input on our pay and benefits, and to professional representation when necessary. With CAPS, we are no longer “Excluded,” we are one voice, louder than any one of us can be alone.

In Solidarity,

Valerie Chenoweth-Brown, Chair
CAPS Supervisors’ Committee

January 4, 2019

Dear Colleague,

With the new year upon us, I find it helpful to reflect on the past year in anticipation of the next.

Raises for Non-LPLW Supervisors on July 1. First, we saw the Supervisors who did not receive the Like-Pay-for-Like-Work (LPLW) pay increase in 2014 receive a 5% General Salary Increase (GSI), commensurate with our Rank-and-File counterparts. Those who had received the 2014 increase were held from the raise — CalHR’s explanation was that the Supervisory Engineers had not yet seen an increase for 2018.

Constant Contact with the Governor’s Representatives. Your CAPS Supervisor’s Committee met with the Governor’s Representatives (CalHR) on August 13th and presented our proposals (see them here). CalHR told us to expect an answer after the rank-and-file finished bargaining. When that deal was ratified, and we’d still heard nothing from CalHR, I followed up – several times.

Finally, on December 12th, CalHR released Pay Letter 18-35, extending the Engineers’ 4.5% GSI to those remaining Supervisors and Managers who had not yet received an increase in 2018. The GSI is retroactive to July 1, 2018; you should see those increases soon in your regular pay warrant. Back pay will be issued as a separate check, which should also be forthcoming.

Governor Newsom’s Inauguration January 7. Governor Gavin Newsom will be officially inaugurated on Monday, January 7th. Our Supervisors’ Committee intends to meet with his representatives as soon as possible this year. Hopefully, Governor Newsom will extend fair and equitable pay for ALL state scientific supervisors and managers.

I have high hopes for this new Administration. By hitting the ground running as soon as we can, hopefully 2019 can truly be counted as a Happy New Year!

In Solidarity,

Valerie Brown, Chair
CAPS Supervisors’ Committee

December 21, 2018

Holiday Informal Time Off. In celebration of the 2018 holiday season, and following historic tradition, Governor Brown has authorized Informal Time Off (ITO) for all State Employees.

Employees are eligible for different amounts of ITO based on their time base, see the table below:

Employee Type Time Base ITO Eligibility
Full Time N/A 4 Hours
Part Time Less than 1/4 Time 1 Hours
1/4 to 1/2 Time 2 Hours
Greater than 1/2 Time 4 Hours
Intermittent 1-43 Hours Worked 1 Hours
44-87 Hours Worked 2 Hours
88+ Hours Worked 4 Hours

See the announcement here:

Capsule on the Web.  The latest issue of CAPSule is now posted on the CAPS webpage.  Watch for the December issue in your mailbox soon!

Members Only Password Change.  Effective Today, Friday, December 21, the password for the members only section has been updated.  Please call the CAPS office if you did not receive this update and password via email today.

Happy Holidays.  On behalf of EVERYONE here at CAPS, please have a relaxing and peaceful holiday season!

December 12, 2018

Dear Colleagues,

This morning, CalHR released Pay Letter 18-35, officially extending compensation increases to various groups of state employees, including supervisory and managerial State Scientists.  Highlights:

  • A 4.5% General Salary Increase (GSI) for those classes that received the 2014 Like-Pay-for-Like-Work (LPLW) salary increases. The GSI is retroactive to July 1, 2018. (Recall that in July 2018, classes excluded from the 2014 Like-Pay-for-Like-Work (LPLW) salary increases received a 5% pay raise, commensurate with the July 1, 2018 General Salary Increase (GSI) for rank-and-file state scientists.)
  • Overtime authorization for licensed veterinarians – including Supervising Veterinarian (General) – working for the California Department of Food and Agriculture (CDFA), and the California Department of Fish and Wildlife (CDFW), and Senior and Staff Toxicologists working for CDFW- while assigned to an Incident Command Structure Response. See the document here:
  • Increased Diving Pay Differential rate to $25/hour for the entire day of the day of the dive – applicable to Rank-and-File and Supervisors who Dive. See Pay Differential 42 here:
  • Educational Pay Differential for Rank-and-File, Supervising, and Managerial Classes whose job requires an advanced degree as a condition of employment. See Pay Differential 434 here: This Pay Differential is retroactive to November 1, 2018.

Except the Educational Pay Differential, all pay changes listed are retroactive to July 1, 2018. Questions remain regarding when we can expect to see those amounts, but CAPS remains in contact with CalHR and the State Controller’s Office. Please alert CAPS of any suspected errors or omissions resulting from these CalHR directives.

These increases are a good start, but ALL of us must be made whole! CAPS’ mission remains – equitable pay for ALL state supervisory and managerial classifications!

In Solidarity,

Valerie Brown, Chair
CAPS Supervisors’ Committee

December 6, 2018

This year is drawing to a close, but our efforts to gain equitable pay for all state supervisory and managerial classifications is not!

In July, classes excluded from the 2014 Like-Pay-for-Like-Work (LPLW) salary increases received a 5% pay raise, commensurate with the July 1, 2018 general salary increase (GSI) for rank-and-file state scientists.

Unfortunately, those who received the 2014 LPLW increases have seen no GSI whatsoever in 2018. CalHR remains evasive when pressed for answers regarding what, if any, GSI and/or additional benefits are in store for BU10 excluded classifications for 2018 – answering only that the news should come out in mid-December.

Last week, CAPS received a letter from CalHR without explanation or advanced word, detailing a Special Salary Adjustment (SSA) for supervisory and managerial Toxicologists that equates to nearly a twenty-six percent salary increase for those affected.  See that letter here.

When questioned, CalHR leadership said that this happened as a result of a request by one of the state departments that employ Toxicologists. They claim the need is urgent based on the salary relationship between the Toxicologist classification and other state scientific supervisory classes.

I am VERY happy for those receiving this retroactive equity increase.  But it should be extended to ALL OF US! While this action leaves about 100 state scientific supervisory and managerial CAPS members without the same consideration – – including me – – it shows that even this Administration can make this happen with the stroke of a pen on its way out the door.

Your CAPS Supervisors Committee has emphatically told CalHR that we expect ALL scientific supervisors and managers to be paid equitably for their work. We won’t stop until it is.

In Solidarity,

Valerie Brown, Chair
CAPS Supervisors’ Committee

November 28, 2018

Like you, I am tired of waiting for CalHR to announce the compensation package for supervisory and managerial State Scientists.

CalHR representatives last told us they plan to make this announcement by mid-December. We have urged them to extend to supervisors no less than the benefits that were negotiated by CAPS for rank-and-file State Scientists.

Most recently, I reminded CalHR of our presentation made during our August meeting.  Your Supervisors Committee demanded that a comprehensive compensation package be extended to all of our State Scientist members.  After all, CalHR and the state’s departments, boards and commissions refer to all of us as a valued part of the “management team.”  If that is true, why the delay?!

We will continue to press CalHR to do its job, and to do it promptly and fairly.  We will notify you as soon as any substantive response comes from CalHR. 

In Solidarity,

Valerie Brown, Chair
CAPS Supervisors’ Committee

October 16, 2018

Last Thursday, CAPS’ Rank-and-File Membership voted to ratify the Tentative Agreement that resulted from this latest round of Bargaining. While the resultant MOU doesn’t cover Supervisory and Managerial classes, many of the provisions (and raises) within past iterations of CAPS MOUs have historically also been given to these classes. We expect nothing different this time around.

We expect a formal announcement soon from CalHR regarding the compensation package for Supervisory and Managerial State Scientists.  Please stay tuned!

Of note from the Rank-and-File Agreement:

  • Salaries: A 5% General Salary Increase July 1, 2019, and another 5% GSI July 1, 2020.
  • Educational Pay Differential: A 3% differential for a required Ph.D. or greater; 2% for a required Master’s Degree. This differential will not be considered compensation for purposes of retirement contributions.
  • Diving Pay: CDFW divers (approximately 28), will have their diving pay stipend increased from $12 per hour to $25 per hour.
  • Recruitment and Retention Differential-State Prisons: A $200 increase in this monthly differential will apply to State Scientists in eight state prisons including Avenal, Ironwood, Calipatria, Centinela, Chuckawalla Valley, Pelican Bay, California Correctional Center and High Desert Prisons.
  • Emergency Pay for Veterinarians and Staff Toxicologists: Enables licensed Veterinarians and Staff Toxicologists at the Departments of Food and Agriculture, and Fish and Wildlife, to earn overtime during declared emergencies.
  • Health, Dental, Vision: Preserves the “80/80” employer contribution formula, and eliminates the vesting schedule for new hires. New hires will no longer wait one year for the full employer contribution for their health benefits.
  • Retiree Dental Benefit Vesting. Currently, Unit 10 members must work 15 years to receive half of the state retiree health benefit and 25 years to receive the full benefit. Under the proposed agreement, beginning in 2019, this vesting schedule also would apply to retirement dental benefits for new hires.
  • Business and Travel Reimbursements: Reimbursement rates will be increased consistent with other bargaining units. Future increases adopted in CalHR policy statewide will automatically apply to all State Scientists.
  • Uniform Replacement Allowance: Increases the uniform replacement allowance for Scientists required to wear uniforms, from $450 to $670 annually for full-time employees; from $190 to $335 annually for part-timers. Applies to Scientists at Fish and Wildlife, Forestry and Fire Protection, and Parks and Recreation.
  • Safety Footwear:  Reimbursement for required safety footwear increases from $200 to $275 every two years.
  • Retirement Increase Cost Sharing:  In each of 2019-20 and 2020-21, the agreement potentially increases employee pension contributions by up to 1 percent of pay, depending on the CalPERS determination of normal costs. The employee contribution would return to current levels in 2021-22.
  • Changes to Retiree Health Benefit Prefunding. In 2020-21, if the actuarially determined normal costs to prefund retiree health benefits increase or decrease by more than 0.5 percent, the employer and employee contributions to prefund these benefits would be adjusted so that each pays one-half of total normal costs, up to 0.5% per year. The employee contribution would return to previous levels in 2021-22.

What About the Like-Pay-For-Like Work Classes That Didn’t Get a Raise this July? In September, we reminded you that the reason that the “Like Pay for Like Work” classes were most likely left out of the 5% increase was due to Rank-and-File Engineers not yet ratifying their Tentative Agreement. Now, their Rank-and-File membership has ratified their new MOU, but their Supervisory and Managerial counterparts have yet to see those raises get passed on to them. As soon as that happens, we expect to see similar raises passed on to our own “Like Pay for Like Work” classes at the same time.

Why Membership is So Important. A nonmember Unit 10 Supervisor called CAPS regarding an adverse action taken against him. He informed CAPS that private counsel is estimated to cost between $5000 and $15,000. The “other” affected supervisor in the action is a CAPS member and is being represented by CAPS Counsel; however, as this individual wasn’t a member before the adverse action was taken against him, he will have to seek private counsel.

Thank you for your continued support and YOUR MEMBERSHIP.

Valerie Brown, Chair
CAPS Supervisors’ Committee

September 12, 2018

CAPS’ Meeting with CalHR. Your CAPS Supervisors Committee met on August 13 with the Governor’s representative for Excluded employees at CalHR. There was only one member from the Governor’s team present and six CAPS supervisory members from different areas of the state, with various backgrounds and classifications. The CAPS Supervisors Committee presented compelling information regarding the need for increases to salaries, benefits and other conditions of employment.

Summary of Proposals. The proposals came as a result of the Member Survey. Thank you to all who participated! Only Full Member survey responses were reviewed by the Committee. The proposals that were included are listed below:

  • Correct the Unit-wide inequity that was created when only 19 supervisory scientist classifications were provided general salary increases due to the Like Pay for Like Work court ruling. This resulted in 21% of the S10 classifications’, most with higher minimally required degrees, vertical historical relationships being thrown off by an approximate average of 31% from their S10 counterparts in bachelor’s level classes.
  • Ensure that the Like Pay for Like Work classes are paid commensurately as a result of 2018 bargaining.
  • Additionally, correct the discrepancy from 2015 where the Like Pay for Like Work classes were split by 0.8% in their General Salary Increases.
  • Provide a Geographic Pay Differential for all S10 and M10 classes based on the Federal Locality Pay system.
  • Increase Voluntary Personal Leave Programs to match Rank and File’s benefit – up to 3 days useable per month.
  • Increase Uniform allowance and Safety Footwear reimbursement.
  • Provide additional compensation to Supervisors who are sent to handle Emergency situations under Incident Command Structures.
  • Increase Professional Development Days and Professional Conference Reimbursement.
  • Provide Continuing Education Leave up to 20 hours per year for job-required certification or licensure renewal.

You can view the full proposals and other data discussed by the Committee at the meeting here: Supervisors Committee Proposals

What to Expect Next. We know that both CAPS and PECG rank-and-file bargaining have come to a close. This is also why the CAPS Supervisors Committee needed to meet with CalHR – to remind Governor Brown once more that he provided the correction for Like Pay Like Work in 2014; he simply has to do it for approximately 173 Unit 10 Supervisory Scientists to correct the discrepancy in our unit.

The Committee has informed CalHR that we are available should any meeting be necessary prior to the end of the year and that we respectfully expect responses to our proposals.

What About the Like-Pay-For-Like Work Classes That Didn’t Get a Raise? In July, we informed you that the reason that the “Like Pay for Like Work” classes were most likely left out of the 5% increase was due to Rank-and-File Engineers remaining in Bargaining. While the Rank-and-File Engineers have now come to a tentative agreement, it would first need to be ratified by their membership for any raises to take effect for their rank-and-file, and then potentially a bit longer for CalHR to realize the raises for their associated supervisory classes.

Thank you for your continued support and YOUR MEMBERSHIP.

Valerie Brown, Chair
CAPS Supervisors’ Committee

CAPS Supervisors Survey
July 12, 2018

CAPS Supervisors Survey. Your CAPS Supervisors Committee has developed a survey for all CAPS Supervisory and Managerial members to participate in. This is YOUR opportunity to inform the Committee that represents you on employment issues with the Governor’s representatives from CalHR what you need to see addressed in the workplace! Past issues have brought up the need for an increased annual cash out option, added compensation for emergency pay and many other issues. Please take a few minutes and submit the survey. 

Only Full Member Survey Responses Count. Not sure if you are a full member of CAPS? Contact to find out or simply join here.  Supervisors and managers need representation TOO. We are stronger TOGETHER.

July Pay Increase Splits Classes. CalHR released a Pay Letter on July 5, 2018 that confirmed that some Supervisory and Managerial classes would be seeing an increase as of July 1. The Pay Letter (18-15) continues the split between those classes that received the August 2014 Pay Increase due to the Like Pay for Like Work decision separate from those classes that did not receive the increase. The “non-Like Pay for Like Work” classes are set to receive a 5% general salary increase, commensurate with the Rank-and-File increase as of July 1.

Why have the “Like Pay for Like Work” classes been left out? It is most likely due to the fact that the Supervising Engineers have yet to see an increase in 2018 due to the fact that their Rank-and-File counterparts are currently in negotiations with CalHR for this year. This tie between certain Supervising Scientists and Supervising Engineers was established in 2008 after the Like Pay for Like Work case was decided.  It simply wasn’t funded until 2014.

What happens to those “left out?” Rest assured the CAPS Supervisors Committee NOTICED. We will be meeting with the Governor’s representatives from CalHR in the upcoming weeks to speak about our proposals which will include the reminder that any raise that Supervising Engineers enjoy because of the resulting Rank-and-File negotiations should be applied to the S10 and M10 classes and done so retroactively.

Other proposals. Regardless of the 5% increase, the non-Like Pay for Like Work classes are still TOO FAR behind even their state scientific counterparts. This remains a top priority during the meetings with CalHR – but please be sure to fill out the survey and let us know what YOUR priorities are: here.

Thank you for your continued support and YOUR MEMBERSHIP.


CAPS Supervisors and Janus
July 6, 2018

Janus v AFSCME.  You may have heard that the U.S. Supreme Court ruling issued last Tuesday turned out as expected:  rank-and-file public employees represented by a union will no longer be required to pay anything for the representation in collective bargaining provided by their union. What else does the Janus decision mean?

It means that NOW more than ever is an important time to be a full member of CAPS – especially as a Supervisor or Manager. As Supervisory and Managerial members you have always had the choice to remain a full member or pay nothing for the benefits that CAPS, as a union, gains for you through negotiating with the state. And I thank you for making the choice to remain full dues paying members of a union created for and run by State Scientists.

Together, we make a stronger voice for ALL State Scientists. With larger membership numbers in our Supervisory and Managerial classifications, we will be able to ensure that our rights and benefits – pensions – are protected for the years to come. State supervisors and managers have the right to representation just like rank-and-file employees. CAPS represents you in the workplace, in the Legislature, and, when necessary, in the court of law. CAPS also represents scientists in disciplinary actions and various types of complaints and appeals in the workplace. In summary—if you are a member–on most employment and professional issues, CAPS will have your back! If you have a work-related problem or a question, simply call or email us for assistance. Without membership, you are on your own.

 MOST importantly, as a member, you join the vast majority of State Scientists in supporting CAPS’ efforts to achieve SALARY EQUITY FOR ALL STATE SCIENTISTS!

If you are not yet a member, consider joining CAPS as a full member TODAY.  Nearly half of all State Scientist Supervisors and Managers have.


February 21, 2018
CAPS Update


I AM A STATE SCIENTIST! Hear Environment Scientist Justin Garcia explain why Science Matters:

Want To Tell YOUR Story? Contact CAPS today to volunteer for a video message:

A New Round. The CAPS Supervisors’ Committee is currently being established. The Committee will be formed formally and your Supervisors’ Committee will begin to meet to strategize over the upcoming meet and confers with CalHR and the Governor’s representatives.

The Survey will come First. Prior to meeting, we will want to hear from YOU. A link will be provided in a future broadcast email, asking you to participate in a quick survey in regards to issues that the Supervisors’ Committees have discussed with CalHR in the past as well as what could be discussed in the future. We know there may be other issues that you as members could ensure are brought to the table. Let us know!

The January Budget. The January budget currently shows a 5% general salary increase for ALL S10 Supervisors. This increase is commensurate to the rank-and-file negotiated GSI in the MOU. This will not be finalized until the May Budget Revise.

While a 5% for all is a good thing, I, as your Supervisors’ Committee Chair am harshly aware that approximately 25% of our Supervisors are still lagging behind their S10 counterparts due to the inequitable funding of the Like Pay Like Work decision. Right sizing the salaries remains our top priority.

I look forward to working on your behalf and again, a special thanks to my fellow members who have continued to support CAPS. Thank you for your patience and support of CAPS’ efforts.

Valerie Brown, Chair
CAPS Supervisors’ Committee


January 16, 2018
Join CAPS Today!


Congratulations on your scientific supervisory or managerial position within state service! As you may know, CAPS was established in 1984 to represent the needs of state scientific workers, like YOU, and that includes scientific supervisors and managers!  State supervisors and managers have the right to representation just like rank-and-file employees. Membership by state supervisors and managers makes CAPS stronger by increasing membership and providing essential resources for representing ALL state scientists even better. The reciprocal benefit is that CAPS represents you in the workplace, in the Legislature, and, when necessary, in the court of law. CAPS also represents scientists in disciplinary actions and various types of complaints and appeals in the workplace. All the while, keeping member dues among the lowest of any organization representing state employees.

Your CAPS Supervisory Committee works to negotiate better pay and benefits while CAPS as a whole protects your retirement and healthcare as the exclusive representative for your unit.  CAPS remains a stalwart supporter of high integrity when it comes to the role of science, for sufficient funding for science programs and fair compensation for state scientists.  You can help ensure that CAPS remains strong.  Maintain your membership in CAPS, or sign up today, and encourage your scientific colleagues to join CAPS!


Valerie Chenoweth-Brown
CAPS Supervisor Director