SB 216, as amended, Beall. Public employment: salary ranges.
Existing law prescribes the duties of the Department of Human Resources, which include the administration of salaries, hours, and other aspects of the state’s personnel system. Existing law requires the Department of Human Resources to establish and adjust salary ranges for each class of position in the state civil service, subject to merit limits and except as specified. Existing law requires the salary range to be based on the principle that like salaries be paid for comparable duties and responsibilities.
This bill would require the Department of Human Resources to address salary compaction and parity in determining salaries for supervisory and managerial employees. The bill would also require the department, if it determines that revenues do not allow the department to implement a salary determination to increase any excluded and exempt employee salaries in a given year, to provide to the Legislature certain data on the salary determination.
Vote: majority. Appropriation: no. Fiscal committee: yes. State-mandated local program: no.
The people of the State of California do enact as follows:
The Legislature finds and declares the following:
2(a) The Department of Human Resources is established in statute
begin delete for purposes of managingend delete the nonmerit aspects of the
4state’s personnel system.
5(b) The Department of Human Resources, except as specified,
6establishes and adjusts salary ranges for each class of position in
7state civil service, subject to specified merit limits.
8(c) Salary ranges are based on the principle that like salaries
9should be paid for comparable duties and responsibilities.
10(d) Salary compaction and parity are significant issues facing
11the state in compensating its management team. Salary compaction
12occurs when the salaries of subordinate employees approach, and
13in some cases exceed, the salary of their supervisors. State policy
14is that supervisory and managerial employees receive salaries 10
15percent above the pay of the classes supervised.
16(e) In performing the salary setting function for excluded and
17exempt employees, the Department of Human Resources is
18reluctant or unable to recommend appropriate salary increases for
19exempt and excluded employees when there is not a legislative
20appropriation to pay the increased salaries as the Department of
21Human Resources defers to the Department of Finance on these
22issues, even though the Department of Finance has no direct role
23in establishing or recommending the salaries of excluded
25(f) The intent of this bill is to address salary compaction and
26parity concerns for supervisory and managerial employees and, if
27the Department of Human Resources determines that revenues do
28not allow it to implement a salary determination to increase any
29excluded and exempt employee salaries in a given year, to require
30the Department of Human Resources to provide certain data on
31the salary determination to the Legislature.
Section 18006 is added to the Government Code, to
(a) In determining salaries for supervisory and
35managerial employees, the Department of Human Resources shall
P3 1address salary compaction and parity concerns, consistent with
2the principle that a minimum 10 percent supervisory salary
3differential is appropriate for supervisory and managerial
4employees above the highest paid subordinate employees over
5whom the supervisor or manager has authority.
6(b) If the Department of Human Resources determines that
7revenues do not allow it to implement a salary determination to
8increase any excluded and exempt employee salaries in a given
9year, the department shall provide to the Legislature existing data
10on the salary determination, including all salary compaction and
11parity determinations for supervisory and managerial employees.