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
3to manage the nonmerit aspects of the state’s personnel system.
4(b) The Department of Human Resources, except as specified,
5establishes and adjusts salary ranges for each class of position in
6state civil service, subject to specified merit limits.
7(c) Salary ranges are based on the principle that like salaries
8should be paid for comparable duties and responsibilities.
9(d) Salary compaction and parity are significant issues facing
10the state in compensating its management team. Salary compaction
11occurs when the salaries of subordinate employees approach, and
12in some cases exceed, the salary of their supervisors. State policy
13is that supervisory and managerial employees receive salaries 10
14percent above the pay of the classes supervised.
15(e) In performing the salary setting function for excluded and
16exempt employees, the Department of Human Resources is
17reluctant or unable to recommend appropriate salary increases for
18exempt and excluded employees when there is not a
legislative
19appropriation to pay the increased salaries as the Department of
20Human Resources defers to the Department of Finance on these
21issues, even though the Department of Finance has no direct role
22in establishing or recommending the salaries of excluded
23employees.
24(f) The intent of this bill is to address salary compaction and
25parity concerns for supervisory and managerial employees and, if
26the Department of Human Resources determines that revenues do
27not allow it to implement a salary determination to increase any
28excluded and exempt employee salaries in a given year, to require
29the Department of Human Resources to provide certain data on
30the salary determination to the Legislature.
Section 18006 is added to the Government Code,
33to read:
(a) In determining salaries for supervisory and
2managerial employees, the Department of Human Resources shall
3address salary compaction and parity concerns, consistent with
4the principle that a minimum 10 percent supervisory salary
5differential is appropriate for supervisory and managerial
6employees above the highest paid subordinate employees over
7whom the supervisor or manager has authority.
8(b) If the Department of Human Resources determines that
9revenues do not allow it to implement a salary determination to
10increase any excluded and exempt employee salaries in a given
11year, the department shall provide to the Legislature existing data
12on the salary
determination, including all salary compaction and
13parity determinations for supervisory and managerial employees.
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