Supervisory Committee Proposals

CAPS Supervisors Committee
Meet & Confer August 13, 2018

Data Explained

Supervisors Meet and Confer Presentation

Committee Proposals:

Competitive Compensation Package:

Balance Salary Levels for all S10 Classes

Increase salary levels for all Supervisory classifications that were not included in the August 20, 2014 Pay Letter based upon current Like Pay for Like Work salary comparisons.        

Honor Like Pay for Like Work Ruling

Ensure that the classifications listed in the August 20, 2014 Pay Letter that perform like work remain equal in salary to their Engineering counterparts.

Correct 2015 Like Pay for Like Work Discrepancy

On July 7, 2015, Pay Letter 15-15 provided a 3.3% General Salary Increase for S09 classifications and a 2.5% General Salary Increase for S10 classifications. This skewed the Like Pay for Like Work relationship between S09 and S10 classifications contained in the August 20, 2014 Pay Letter. This 0.8% should be corrected for all LPLW S10 classes with the 2018 General Salary Increase to be provided.

Geographic Pay Differential for High Cost Areas

California is recognized by the Federal Government as a region with the most Locality Pay Differentials per county for any one State across the nation. High cost areas, especially counties in the Bay Area and in Southern California, should be compensated with the Federal Locality Pay on top of base salary.

Leave Programs and Benefits Adjustments:

Voluntary Personal Leave Program (VPLP)

For the purposes of taking time off for medical issues or family care while maintaining and preserving health care benefits, all CAPS supervisors shall have the ability to elect three days per month and ability to change enrollment status on a quarterly basis, consistent with Rank and File. Currently S10 designated scientists are limited to two VPLP days per month and annual modifications once enrolled.

According to HR Manual Section 2114, “VPLP was implemented to serve as a cost savings tool that would also permit employees to have more time for personal pursuits.” Additionally, Government Code 19996.3 states that regulations “shall ensure that the program for employees subject to this section is generally equitable and is consistent with the personal leave program provided to employees covered by memoranda of understanding.”

Thus, as R10 classes are allowed up to 3 total days of VPLP, so should their Supervisory and Managerial counterparts.

Supervisory Scientist Emergency Response Compensation

CAPS supervisors are required to respond to emergencies without additional compensation. CAPS proposes that when a scientist supervisor is required to respond to an emergency involving the establishment of incident command structure (ICS) where they are required to work over 40 hours per week, Emergency Response Compensation shall be at the supervisors’ regular rate of pay for all hours above 40 hours per week for the duration of the ICS. Compensation can be in the form of pay or compensatory time off (CTO) at the Department’s discretion.

This kind of compensation was enacted for other emergencies. As an example, Pay Differential 421 was established in 2017 to address flooding and high-water events that triggered Incident Command Structures. Department of Water Resources employees, including S10 and M10, are eligible for compensation above and beyond their typical compensation in recognition of the nature of the work and the number of hours committed. Often the State is reimbursed for all hours S10 and M10 employees work on such operations by the Federal government or other agencies.

Increase in Uniform Allowance

Provide all S10 employees required to wear a uniform as a condition of employment, but do not receive such a uniform from the State, a uniform replacement allowance based upon actual costs for an amount to be determined by the State but not to exceed $670 per year for full-time employees and not to exceed $335.00 a year for part-time employees.

Safety Footwear Reimbursement

Provide all S10 classifications the eligibility to be reimbursed up to $275 every two years for the purchase of specific safety or protective footwear required to be worn, but not provided by the employer. Unit 10 Rank and File classes currently are allowed $200 every two years for many classifications, mainly in the Environmental Scientist series. For example, the Environmental Scientist series makes up 65% of S10 and M10 employees. If a Rank and File employee needs safety footwear reimbursed due to extensive field work, their supervisor should be provided the same reimbursement allowance.

Professional Development Increases:

Professional Development Days Increase

Provide all S10 classifications up to 5 Professional Development Days for activities such as continuing education, professional association activities, professional development seminars, etc., to promote professional growth, enhance professional goals, and maintain the ability to achieve program goals and objectives.

Professional Conference Reimbursement

Provide all S10 classification up to $1,000 per year to cover professional conferences that satisfy the requirements for Continuing Education and/or Professional Development. The $1,000 shall be used to cover the costs for tuition and/or registration fees, course-related books, training materials, transportation expenses, tolls and parking fees, sustenance expenses, and all other work-related expenses for courses directly related to Continuing Education and/or Professional Development.

Continuing Education Leave

Provide all S10 classifications that require, as a condition of employment with the State of California, maintenance of required licensure or certification up to 20 hours per fiscal year of Continuing Education (CE) leave and reasonable travel time. CE courses shall be at the discretion of the employee. These hours would be provided in addition to the mandatory Leadership Training and Development Requirements referenced in HR Manual Section 2


Meet & Confer March 28, 2016 

Competitive Compensation Package: 

Congruency with Rank and File Salary Increases

Provide commensurate salary increases to all Supervisory classifications that were negotiated by Unit 10 Rank and File classes. Annual five percent (5%) salary increases, compounding, to take effect on July 1 for 2016, 2017 and 2018.

Balance Salary Levels for all S10 Classes

Increase salary levels for all Supervisory classifications that were not included in the August 20, 2014 Pay Letter based upon current Like Pay for Like Work salary comparisons.

Honor Like Pay for Like Work Ruling

Ensure that the classifications listed in the August 20, 2014 Pay Letter that received compensation equal to classification that perform like work remain parallel in salary.

Leave Programs and Benefits Adjustments: 

Vacation/Annual Leave Cash-Out

Provide all S10 classifications the option to annually to cash out up to eighty (80) hours of accumulated Vacation/Annual Leave as provided to Unit 10 Rank and File as well as Unit 10 Managerial classifications. 

Voluntary Personal Leave Program (VPLP)

For the purposes of taking time off for medical issues or family care while maintaining and preserving health care benefits, all CAPS supervisors shall have the ability to elect three days per month and ability to change enrollment status on a quarterly basis, consistent with Rank and File. Currently S10 designated scientists are limited to two VPLP days per month and annual modifications once enrolled.

Safety Footwear Reimbursement

Provide all S10 classifications the eligibility to be reimbursed up to $200 every two years for the purchase of specific safety or protective footwear required to be worn, but not provided by the employer as provided to Unit 10 Rank and File. 

Supervisory Scientist Emergency Response Compensation

CAPS supervisors are increasingly required to respond to emergencies for no compensation. CAPS proposes that when a scientist supervisor is required to respond to an emergency involving the establishment of incident command structure (ICS) where they are required to work over 40 hours per week, Emergency Response Compensation shall be at the supervisors’ regular rate of pay for all hours above 40 hours per week for the duration of the ICS. Compensation provided can be in the form of pay or compensatory time off (CTO), at the Department’s discretion.