RESOLUTION NO. _______

BOARD OF SUPERVISORS, COUNTY OF SAN MATEO,
STATE OF CALIFORNIA

* * * * * *

RESOLUTION ESTABLISHING THE SALARY AND BENEFITS OF UNREPRESENTED MANAGEMENT EMPLOYEES OF THE COUNTY OF SAN MATEO FOR THE TERM NOVEMBER 1, 2009 THROUGH OCTOBER 31, 2010

RESOLVED, by the Board of Supervisors of the County of San Mateo, State of California, that

WHEREAS, this Board of Supervisors desires to establish certain salaries and benefits for unrepresented Management personnel not covered by a Memorandum of Understanding, and

BE IT RESOLVED that Resolution No. 68419 is rescinded and the following benefits are available to unrepresented Management personnel not covered by a Memorandum of Understanding:

SECTION 1: SALARIES AND BENEFITS

1.

Definition

"Management" shall mean employees in positions so designated by the Human Resources Director consistent with the Employer-Employee Relations Policy and including elective officers. This Resolution does not apply to Court employees.

2.

Retirement and Social Security

A. For employees in both miscellaneous and safety retirement systems covered by this resolution

The coverage shall be that established by the Board of Supervisors and the Board of Retirement for employees under the County Employees Retirement Law of 1937 and the Social Security Act. The County will contribute 75% of the employees’ required contribution to the Retirement System except as set forth below.

For general members who are employed by the County on or before July 2, 1994 and who are no longer making contributions to the retirement system under the Government Code section 31625.2 the County will make a contribution to the employees deferred compensation account in an amount equal to 50% of what the retirement contribution would otherwise have been at the time of initial calculation. Consistent with state law this additional contribution to deferred compensation will not be offered to employees who reach 30 years of continuous membership on or after March 7, 2003.

For safety members who are employed by the County on or before July 2, 1994 and who are no longer making contributions to the retirement system under the Government Code section 31664.1, the County will make a contribution to the employees deferred compensation account in an amount equal to 50% of what the retirement contribution would otherwise have been at the time of initial calculation.

B. For employees in the miscellaneous retirement system

The County implemented the 2%@55.5 retirement enhancement (Government Code Section 31676.14) for employees in the miscellaneous retirement system who retire on or after March 13, 2005.

The enhancements apply to all future service and all service back to the date of employment pursuant to the Board of Supervisor’s authority under Government Code section 31678.2(a). Government Code section 31678.2(b) authorizes the collection, from employees, of all or part of the contributions by a member or employer or both, that would have been required if section 31676.14 had been in effect during the time period specified in the resolution adopting section 31676.14, and that the time period specified in the resolution will be all future and past general service back to the date of employment. Employees will share in the cost of the 31676.14 enhancements through increased retirement contributions by way of payroll deductions as follows:

• Employees shall contribute an additional 3% of compensation earnable as defined in SamCERA regulations.

• These contributions will not be reduced by the employer pick-ups described in paragraph 2A above.

C. For members of the Board of Supervisors

Members of the Board of Supervisors are part of the miscellaneous retirement system described in 2B above. Members of the Board are not required to make an employee contribution as may be specified under any provision of state law or this resolution.

D. For employees in the safety retirement system

The County implemented the 3% @ 50 retirement benefit consistent with Government Code section 31664.1 effective January 1, 2005. The benefit enhancement under Government Code section 31664.1 is applicable only to those safety employees who retire after the County’s implementation of section 31664.1.

The enhancement applies to all future safety service and all safety service back to the date of employment pursuant to the Board of Supervisor’s authority under to Government Code section 31678.2 (a).

Government Code section 31678.2(b) authorizes the collection, from employees, of all or part of the contributions by a member or employer or both, that would have been required if section 31664.1 had been in effect during the time period specified in the resolution adopting section 31664.1, and that the time period specified in the resolution will be all future and past safety service back to the date of employment. Employees will share in the cost of the enhanced retirement benefits as follows.

i.

For employees in the safety retirement system belonging to the Management Sheriff’s sub unit:

• Employees shall contribute 5% of compensation earnable effective upon the implementation of the 3% @ 50 retirement benefit.

• These contributions will not be reduced by the employer pick-ups described in paragraph 2A above.

ii.

For employees in the safety retirement system belonging to the Management Probation and Management Institutions sub units:.

• Employees share in the cost of the enhanced retirement benefits at the same rate as contributed by employees in the Probation and Detention bargaining unit.

• These contributions will not be reduced by the employer pick-ups described in paragraph 2A above.

3.

Health Insurance

Employee contributions for health insurance will be 10% of the Health Maintenance Organization (HMO) premium and 20% of the Point of Service (POS) premium. Effective April 1, 2010, the Aetna Plan will be replaced with a Blue Shield HMO Plan and the age limit for dependent coverage will be 24 years old.

Effective January 1, 2011, for employees occupying permanent part-time positions, who work a minimum of forty (40), but less than sixty (60) hours in a biweekly pay period, the County will pay one-half (1/2) of the hospital and medical care premiums described above.

Effective January 1, 2011, for employees occupying permanent part-time positions, who work a minimum of sixty (60), but less than eighty (80) hours in a biweekly pay period, the County will pay three-fourths (3/4) of the hospital and medical care premiums described above.

In either case cited above, the County contribution shall be based on the designation of the position as either half-time or three-quarter time, not on the specific number of hours worked.

For members of the Board of Supervisors, the County will make a contribution for health coverage equal to the full premium cost.

4.

Dental Insurance

The County shall contribute 90% of the premium for the County’s dental plans. All employees must participate in one of these plans.

For members of the Board of Supervisors, the County will make a contribution for dental coverage equal to the full premium cost.

5.

Vision Care

The County shall contribute the full premium for vision coverage. All employees must participate in this plan.

6.

Life Insurance

The County shall provide $50,000 life insurance for employees. The coverage includes death benefits for a spouse and children in the amount of $2,000.

Employees, depending on pre-qualification, may purchase additional term life insurance to a maximum of $500,000 for employee, $250,000 for spouse, and $10,000 for dependents.

7.

Accidental Death and Dismemberment Insurance

The County shall pay the premium for $110,000 coverage.

8.

Long Term Disability Insurance

After three years of service employees are eligible for long-term disability benefits. The benefit is two-thirds of the salary after a waiting period of 120 days, with the maximum benefit being $2,400 per month.

Benefits for psychiatric disabilities that result from stress, depression or other life events are restricted to 2 years. However, a disability resulting from certain chronic psychotic disorders or a disorder with demonstrable organic brain deficits can qualify for benefits payable up to the age of 65.

9.

Health, Dental, and Vision Insurance After Retirement from County Service

For management employees and elective officers hired prior to April 1, 2008:

The County will pay to elective officers who retire concurrently with separation from County service one month’s health, dental and vision premium for the employee and eligible dependents for each month of County service. The County will pay to management employees who retire concurrently with separation from County service one month’s health, dental and vision premium for the employee and eligible dependents for each 8 hours of unused sick leave. Employees or elective officers who separate from County service and enter into deferred retirement or otherwise separate without retiring are not eligible for this benefit.

For management employees and elective officers commencing employment after April 1, 2008: For management employees who retire concurrently with separation from County service, for every 8 hours of unused sick leave, the County will pay $700 toward the premium for one month of the retiree health plan and the full cost of one month of the dental and vision coverage. For elective officers who retire concurrently with separation from County service, for each month of County service, the County will pay $700 toward the premium for one month of the retiree health plan and the full cost of one month of the dental and vision coverage. Management employees and elective officers who separate from County service and enter into deferred retirement or otherwise separate without retiring are not eligible for this benefit. For active management employees and elective officers, the County will contribute $100 per month during employment to a post-employment health reimbursement account on a pre-tax basis. This account may only be used to pay for eligible premiums or medical expenses upon retirement or termination.

For all management employees and elective officers: On the death of an employee or elective officer (active or retired), coverage for the spouse and dependents will continue until the sick leave credits have expired. Retirees or surviving spouses may continue the insurance, at their own expense, by premium deductions from their retirement warrants after sick leave credits have expired, in accordance with the rules of the respective carriers.

When employee or spouse reaches age 65 he/she must, if eligible, enroll in Medicare, which also will be reimbursed by the County if sick leave credits are available.

For employees who receive a disability retirement from County service, the County will provide additional hours of sick leave to the employee’s sick leave balance for a total balance of 288.6 hours of sick leave (three years of retiree health coverage). For example, if an employee who receives a disability retirement has 100 hours of sick leave at the time of retirement, the County will add another 188.6 hours of sick leave credits to his/her balance.

10.

Administrative/Management Leave Time

Employees who have management overtime (MOT) hours available may use such time balances as time off. Any time balance not taken as time off prior to retirement or termination will be cashed out at that time.

Management employees not including elected employees shall receive 5 hours of administrative leave each pay period. No more than 260 hours of such administrative leave time may be accumulated at any one time. Except as provided in the next section, time accruals may only be compensated by being allowed time off.

Part-time management employees shall be entitled to Administrative Leave hours in proportion to the designation of the position as either half or three-quarters time, not the specific hours worked. (Half-time will equal 2.5 hours per pay period and three-quarters time will equal 3.75 hours)

In April of each year, employees will have the opportunity to convert 50% of their then current Administrative Leave hours balance for a cash payment. Time balances remaining at separation from County employment shall be cashed out post separation.

11.

Transportation Allowance in Lieu of Traveling Expenses

In lieu of reimbursement for transportation expenses for travel within San Mateo County, the City and County of San Francisco, Alameda County, Contra Costa County and Santa Clara County, members of the Board of Supervisors and the County Manager may elect to receive a maximum biweekly transportation allowance in the amount of $513 or as is currently set by the Board of Supervisors. Department heads, elected officials, and certain management employees designated by the County Manager may elect to receive such a transportation allowance in a maximum biweekly amount not to exceed $513 dependent on usage and approval by the County Manager.

12.

Severance Pay

If the position of an employee other than an elected official is abolished and the employee is unable to displace another employee in accordance with the rules of the Civil Service Commission, the employee is entitled to trade one half of their unused sick leave for a cash payment equal to the value of the sick leave traded. The employee is eligible for this payment only after remaining in the service of the County until the services are no longer required by the department head. If the County secures comparable employment for the displaced employee in another agency, the employee is not entitled to the severance payment. Employees accepting the payment relinquish the right to have their names placed on reemployment eligible lists.

13.

Leave for Management Employees

The County Manager shall have the authority to credit an employee other than an elected official with up to 40 hours of vacation and 48 hours of sick leave in addition to normal vacation and sick leave accrual, provided such credit must be made within 180 days of employment. The County Manager shall have the authority to provide to an employee advanced levels of vacation accrual as if the employee had otherwise been working for the County the required number of years for the higher accrual rate, provided such credit must be made within 180 days of employment.

14.

Holiday

Regular full-time employees in established management positions shall be entitled to take all authorized holidays at full pay, not to exceed eight (8) hours for any one (1) day, provided they are in a pay status on both their regularly scheduled workdays immediately preceding and following the holiday. Part-time employees shall be entitled to holiday pay in proportion to the average percentage of full-time hours worked during the two (2) pay periods immediately preceding the pay period, which includes the holiday. If two or more holidays fall on succeeding or alternate pay periods, then the average full-time hours worked in the two (2) pay periods immediately preceding the first holiday shall be used in determining the holiday pay entitlement for the subsequent holiday.

Holiday Pay for all Management Nursing and Management Law Enforcement personnel and employees in the classification of Institution Services Manager, Chef Manager, Food Service Unit Manager, and Dietary Unit Chief: If any of the County holidays fall on a day other than Sunday and the employee is not regularly scheduled to work that day, or if an employee is required to work on a holiday, equivalent straight time shall be added to the employee's holiday accumulation provided, however, that the maximum accumulation is limited to 120 hours with any time earned in excess of 120 hours cashed out at the equivalent straight time rate. If an employee leaves County service with accrued hours, those hours will be cashed out.

15.

Salaries

The salary ranges are set forth in Exhibit A which is attached hereto and made a part hereof.

16.

Special Compensation

Board of Supervisors

The Office of each member of the Board of Supervisors may be staffed with three positions in any one of the following three combinations: 1) one Chief Legislative Aide and two Legislative Aides, 2) two Chief Legislative Aides and one Legislative Aide, or 3) three Legislative Aides. Any of the positions listed above may be filled with an Executive Assistant position. The salary of any individual in any of these three positions may not exceed the top step of the classification plus 10% provided that the total salaries of the combinations cannot exceed the combined top step salary for one Chief Legislative Aide and two Legislative Aides.

County Manager’s Office

Employees in the classification of Management Analyst and hired before January 1, 2010, may receive 5.7% differential. while involved in the Outcome Based Budgeting program.

One Information Technology Manager assigned as the Criminal Justice Information System (CJIS) Program Director shall receive a 10% differential in addition to all other compensation.

Supervising Communications Dispatchers and Communications Center Training Coordinators shall receive on-call and shift differential reimbursement consistent with the reimbursement provided to represented Communications Dispatch personnel.

One Supervising Communications Dispatcher assigned responsibility, as the Law Dispatch Manager shall receive a differential of 10% in addition to all other compensation. This differential expires on September 1, 2010.

One Supervising Communications Dispatcher assigned responsibility as the Fire Communication Manager shall receive a differential of 10% in addition to all other compensation. Only one employee at a time may be so assigned to each of the assignments. This differential expires on September 1, 2010.

County Library

Library Branch Managers assigned responsibility as the County Library Automated Circulation Systems Manager shall be paid as if working out of classification in the Library Program Manager classification. Only one employee at a time may be so assigned.

District Attorney’s Office

Career Incentive Allowance: Employees in the classification of Chief Inspector who have successfully completed a probationary period and who hold permanent status shall be eligible to receive an incentive equating to 2.5% of base pay per biweekly pay period in addition to all other compensation if they possess the basic Peace Officer Standards and Training certificate or 7.5% of base pay per biweekly pay period in addition to all other compensation if they possess the advanced Peace Officer Standards and Training certificate issued by the Commission of Peace Officer Standards and Training of the California State Department of Justice.

Health System

Per the discretion of the Chief Executive Officer – SMMC, the employee in the classification of Chief Financial Officer - SMMC shall receive a 15% differential in addition to all other compensation for the successful implementation of hospital redesign initiatives. This differential expires five years after the differential is assigned to incumbent.

The employee in the classification of Chief Operations Officer shall receive premium pay of 5% in addition to all other compensation if he/she possesses a physician’s license and is assigned lead medical responsibility.

Clinical Services Managers I - Nursing working in Community Health Services and supervising Senior Public Health Nurses shall receive a differential the amount necessary to insure the base pay for Clinical Services Manager I - Nursing is one step higher than the base pay for Senior Public Health Nurse.

Clinical Services Manager I – Nursing assigned responsibility for managing the Field Nursing, Adolescent Family Life, Prenatal Advantage/Black Infant Health and Prenatal to Three Programs, shall receive a differential of 5% in addition to all other compensation. Only one employee at a time may be so assigned.

Clinical Services Manager I – Nursing assigned responsibility for managing the nursing components of Partners for Safe and Healthy Children, Child Health and Disability Prevention, Health Care Program for Children in Foster Care, Lead Poisoning Prevention, Immunization, and Dental programs, shall receive a differential of 5% in addition to all other compensation. Only one employee at a time may be so assigned.

Employees in the classifications of Clinical Services Manager I and Clinical Services Manager II who are responsible for managing nursing units that are a 24 hour per day/7 day per week operation shall receive a differential of 5% in addition to all other compensation.

The employee in the classification of Clinical Services Manager - Pharmacy shall receive a 5% differential in addition to all other compensation.

Medical Program Managers who supervise employees in the classification of Supervising Child Psychiatrist shall receive a differential of 9.2% in addition to all other compensation. Only one employee at a time may be so assigned.

Management Nursing Personnel shall be paid the same shift differential as that set for Registered Nurses in their Memorandum of Understanding.

Human Resources Department

Management Analysts hired prior to January 1, 2010 and assigned lead responsibility for one of the major functional areas of Human Resources shall receive premium pay of one step in addition to all other compensation.

Human Services Agency

Management Analysts assigned as lead worker over other Management Analysts shall receive premium pay of one step in addition to all other compensation. Only one employee at a time may be so assigned.

Information Services Department

Project Managers assigned to provide advanced support to MVS and OS/390 operating systems including installing, troubleshooting and maintaining system software and related components shall receive a one step differential in addition to all other compensation. Only one employee at a time may be so assigned.

Probation Department

Institution Services Managers. In addition to all other compensation Institutional Services Managers shall receive the following payments as appropriate:

On-call Duty: Institution Services Managers shall be paid $3.00 per hour for each hour they are required to be in an on-call status. Personnel in this status will not receive on-call pay for periods when they are actually at work.

Shift-Differential: Shift differential pay is pay at a rate, which is one step above the employee's base pay in the salary range for his/her classification. If the base pay is at the top step, shift differential pay shall be computed at one step above such base pay. Employees shall be paid shift differential for all hours so worked between the hours of 6:00 p.m. and 6:00 a.m.

Public Works Department

Management employees licensed by the State of California as Registered Civil Engineers shall be reimbursed by the County for the fees associated with such professional registration.

Sheriff's Department

Management Law Enforcement employees shall receive the following payments if appropriate:

Career Incentive Allowance: Undersheriff, Assistant Sheriff, Captains and Lieutenants who have successfully completed a probationary period and who hold permanent status shall be eligible to receive an incentive equating to 2.5% of base pay per biweekly pay period in addition to all other compensation if they possess the basic Peace Officer Standards and Training certificate or 7.5% of base pay per biweekly pay period in addition to all other compensation if they possess the advanced Peace Officer Standards and Training certificate issued by the Commission of Peace Officer Standards and Training of the California State Department of Justice.

Shift-Differential: Shift differential pay is pay at a rate that is one step above the employee's base pay in the salary range for his/her classification. If the base pay is at the top step, shift differential pay shall be computed at one step above such base pay. Employees shall be paid shift differential for all hours so worked between the hours of 6:00 p.m. and 6:00 a.m.

Uniform Allowance: Management Law Enforcement personnel who provide their own uniforms and equipment shall receive reimbursement consistent with the reimbursement provided to represented law enforcement employees.

The Information Technology Manager may receive a differential of 5.7% of his/her salary in addition to all other compensation. Only one employee at a time may be so assigned.

Sheriff’s Lieutenant in charge of the Office of Emergency Services and Homeland Security shall receive premium pay at the rate of 7.5% of base in addition to all other compensation. Only one Lieutenant may be assigned to any one of the four areas at one time.

Sheriff Lieutenants assigned either to Administration at the Maguire Jail, Headquarters Patrol, Services Bureau or Court Security/Transportation shall receive premium pay at the rate of five percent (5%) of his/her salary in addition to all other compensation. Only one Lieutenant may be assigned to any one of the four areas at one time. This differential will be eliminated when the current incumbents leave the indicated assignments.

Sheriff Lieutenants assigned to supervise Sergeants that are designated as detectives shall receive a premium pay at the rate of 5% of his/her salary, in addition to all other compensation.

Tax Collector-Treasurer’s Office

One Information Technology Manager who is given responsibility for coordinating multiple projects impacting fiscal and related department shall receive a 10% differential in addition to all other compensation.

Miscellaneous

On-call for Management Personnel: Management personnel shall be paid $2.00 per hour for each hour they are required by the Department Head to be in an on-call status. On-call pay shall be authorized based on the following criteria:

• Federal and/or state regulations require a management employee to be on-call, or

• The department mission necessitates a manager to be on-call as determined by the Department Head

and

• The manager is required to be available to be reached by phone or pager, and

• The manager must respond to phone/pager contact within 3 minutes when called

and

The manager cannot receive on-call when:

• using vacation, sick leave or other paid or unpaid leave

• working

• on meal break

Such designation is subject to the approval of the County Manager.

Management employees who practice law: In January of each year, the County shall pay actual cost of membership in the California State Bar Association on behalf of each employee on the payroll on January 15

In July of each year, the County shall pay the actual cost of membership in the San Mateo County Bar Association on behalf of each employee of the County Counsel's Office on the Payroll on July 15.

SECTION 2. This resolution is effective on November 1, 2009 unless otherwise specified.

Management

Salaries: 11/1/2009 

Class

Class Title

Range

A

B

C

D

E

Code

D045

ADMIN SERVICES MGR I

50.67

$3,243.20

$3,428.80

$3,625.60

$3,833.60

$4,053.60

D027

ADMIN SERVICES MGR II

61.58

$3,940.80

$4,167.20

$4,406.40

$4,659.20

$4,926.40

B242

ADMIN SRVCS MANAGER I-U

50.67

$3,243.20

$3,428.80

$3,625.60

$3,833.60

$4,053.60

D002

AIRPORT MANAGER

55.86

$3,575.20

$3,780.00

$3,996.80

$4,226.40

$4,468.80

A010

ASSESSOR-CO CLK-REC-ELCTV

82.69

$0.00

$0.00

$0.00

$0.00

$6,615.20

D149

ASSISTANT CONTROLLER

74.86

$4,791.20

$5,065.60

$5,356.80

$5,664.00

$5,988.80

B203

ASSISTANT COUNTY COUNSL-U

105.08

$6,724.80

$7,111.20

$7,519.20

$7,950.40

$8,406.40

B201

ASSISTANT COUNTY MGR-U

111.76

$7,152.80

$7,563.20

$7,996.80

$8,456.00

$8,940.80

D104

ASSISTANT DIR HUMAN RESRC

74.87

$4,792.00

$5,066.40

$5,357.60

$5,664.80

$5,989.60

D082

ASSISTANT DIR LIB SVCS

67.90

$4,345.60

$4,595.20

$4,858.40

$5,137.60

$5,432.00

D056

ASSISTANT DIR OF BEHAV HL

71.30

$4,563.20

$4,824.80

$5,101.60

$5,394.40

$5,704.00

D195

ASSISTANT DIR PH LAB

45.96

$2,941.60

$3,110.40

$3,288.80

$3,477.60

$3,676.80

D161

ASSISTANT DIR PROB SVCS

67.90

$4,345.60

$4,595.20

$4,858.40

$5,137.60

$5,432.00

B209

ASSISTANT DISTRICT ATTY-U

105.08

$6,724.80

$7,111.20

$7,519.20

$7,950.40

$8,406.40

D076

ASSISTANT EXEC OFFICER

78.60

$5,030.40

$5,319.20

$5,624.00

$5,947.20

$6,288.00

B245

ASSISTANT SHERIFF-U

78.60

$5,030.40

$5,319.20

$5,624.00

$5,947.20

$6,288.00

D084

ASSISTANT TAX COLLECTOR

64.67

$4,139.20

$4,376.00

$4,627.20

$4,892.80

$5,173.60

D085

ASSISTANT TREASURER

67.90

$4,345.60

$4,595.20

$4,858.40

$5,137.60

$5,432.00

D048

ASST BUILDING INSPECTOR M

50.67

$3,243.20

$3,428.80

$3,625.60

$3,833.60

$4,053.60

D188

ASST LIBRARY BRANCH MGR

39.70

$2,540.80

$2,686.40

$2,840.80

$3,004.00

$3,176.00

D030

BUDGET DIRECTOR

71.30

$4,563.20

$4,824.80

$5,101.60

$5,394.40

$5,704.00

D043

BUILDING INSPECTOR MGR

58.66

$3,754.40

$3,969.60

$4,197.60

$4,438.40

$4,692.80

D171

C/CAG & SPECIAL PROJ MGR

58.66

$3,754.40

$3,969.60

$4,197.60

$4,438.40

$4,692.80

D174

CHEF MANAGER

37.81

$2,420.00

$2,558.40

$2,705.60

$2,860.80

$3,024.80

B215

CHIEF DEP COR - U

50.67

$3,243.20

$3,428.80

$3,625.60

$3,833.60

$4,053.60

B212

CHIEF DEPUTY CNTY CNL-U

95.53

$6,113.60

$6,464.80

$6,835.20

$7,228.00

$7,642.40

B213

CHIEF DEPUTY DIST ATTY-U

95.53

$6,113.60

$6,464.80

$6,835.20

$7,228.00

$7,642.40

B250

CHIEF EXEC OFFCR, SAMCERA

100.30

$6,419.20

$6,787.20

$7,176.80

$7,588.80

$8,024.00

B285

CHIEF EXEC OFFCR,MD CTR-U

122.68

$7,851.20

$8,301.60

$8,778.40

$9,281.60

$9,814.40

D210

CHIEF FIN OFFCR- SMMC

74.87

$4,792.00

$5,066.40

$5,357.60

$5,664.80

$5,989.60

B243

CHIEF INSPECTOR

73.65

$4,713.60

$4,984.00

$5,269.60

$5,572.00

$5,892.00

D078

CHIEF INVST OFFICER

88.27

$5,649.60

$5,973.60

$6,316.00

$6,678.40

$7,061.60

B241

CHIEF LEG AIDE-U

50.67

$3,243.20

$3,428.80

$3,625.60

$3,833.60

$4,053.60

D215

CHIEF MED OFFCR

105.33

$6,740.80

$7,128.00

$7,536.80

$7,969.60

$8,426.40

B284

CHIEF OF THE HLTH SYS

128.82

$8,244.80

$8,717.60

$9,217.60

$9,746.40

$10,305.60

D211

CHIEF OPER OFFCR, SMMC

105.33

$6,740.80

$7,128.00

$7,536.80

$7,969.60

$8,426.40

D066

CHILD SUPPORT SERVCS MGR

48.25

$3,088.00

$3,264.80

$3,452.80

$3,650.40

$3,860.00

D086

CLINICAL SRVC MGR-INFMTCS

67.90

$4,345.60

$4,595.20

$4,858.40

$5,137.60

$5,432.00

D055

CLINICAL SVC MGR II-MH

58.66

$3,754.40

$3,969.60

$4,197.60

$4,438.40

$4,692.80

B260

CLINICAL SVC MGR II-MH-U

58.66

$3,754.40

$3,969.60

$4,197.60

$4,438.40

$4,692.80

D154

CLINICAL SVC MGR II-NURS

64.67

$4,139.20

$4,376.00

$4,627.20

$4,892.80

$5,173.60

D054

CLINICAL SVC MGR I-MH

50.67

$3,243.20

$3,428.80

$3,625.60

$3,833.60

$4,053.60

D144

CLINICAL SVC MGR I-NURS

55.86

$3,575.20

$3,780.00

$3,996.80

$4,226.40

$4,468.80

D156

CLINICAL SVC MGR-DIAG IMG

58.66

$3,754.40

$3,969.60

$4,197.60

$4,438.40

$4,692.80

D159

CLINICAL SVC MGR-LAB

67.90

$4,345.60

$4,595.20

$4,858.40

$5,137.60

$5,432.00

D187

CLINICAL SVC MGR-NUTRTN

48.25

$3,088.00

$3,264.80

$3,452.80

$3,650.40

$3,860.00

D158

CLINICAL SVC MGR-PHARMCY

67.90

$4,345.60

$4,595.20

$4,858.40

$5,137.60

$5,432.00

D087

CLINICAL SVC MGR-REHAB

53.20

$3,404.80

$3,600.00

$3,806.40

$4,024.80

$4,256.00

D034

CLINICAL SVC MGR-RESP THR

43.76

$2,800.80

$2,961.60

$3,131.20

$3,311.20

$3,500.80

D036

CLINICS MANAGER

55.86

$3,575.20

$3,780.00

$3,996.80

$4,226.40

$4,468.80

D065

COMCTN DISPATCH MANAGER

58.66

$3,754.40

$3,969.60

$4,197.60

$4,438.40

$4,692.80

D062

COMCTN PROGRAM SVCS MGR

50.67

$3,243.20

$3,428.80

$3,625.60

$3,833.60

$4,053.60

A012

CONTROLLER-ELECTIVE

78.85

$0.00

$0.00

$0.00

$0.00

$6,308.00

A014

CORONER-ELECTIVE

61.78

$0.00

$0.00

$0.00

$0.00

$4,942.40

B204

COUNTY COUNSEL-U

117.29

$7,506.40

$7,937.60

$8,392.80

$8,874.40

$9,383.20

D150

COUNTY HEALTH OFFICER

105.33

$6,740.80

$7,128.00

$7,536.80

$7,969.60

$8,426.40

D003

COUNTY MANAGER OFFICE MGR

41.68

$2,667.20

$2,820.80

$2,982.40

$3,153.60

$3,334.40

B207

COUNTY MANAGER-U

129.92

$0.00

$0.00

$9,296.00

$9,829.60

$10,393.60

D093

CUSTODIAL SERVICES MGR

37.81

$2,420.00

$2,558.40

$2,705.60

$2,860.80

$3,024.80

D044

DCSS ADMIN DIV MGR

53.20

$3,404.80

$3,600.00

$3,806.40

$4,024.80

$4,256.00

D145

DENTAL PROGRAM MGR

$80.21

$5,133.60

$5,428.00

$5,739.20

$6,068.80

$6,416.80

D212

DEP DIR ACUTE BEH HEALTH

71.30

$4,563.20

$4,824.80

$5,101.60

$5,394.40

$5,704.00

D216

DEP DIR CLIN ANC

67.90

$4,345.60

$4,595.20

$4,858.40

$5,137.60

$5,432.00

D225

DEP DIR OF AMB SVCS

64.67

$4,139.20

$4,376.00

$4,627.20

$4,892.80

$5,173.60

D219

DEP DIR SUPP & COMPLIANCE

55.86

$3,575.20

$3,780.00

$3,996.80

$4,226.40

$4,468.80

D017

DEPT BUSINESS SYS MGR

45.96

$2,941.60

$3,110.40

$3,288.80

$3,477.60

$3,676.80

D095

DEPUTY ASSESSOR-CLK REC

67.90

$4,345.60

$4,595.20

$4,858.40

$5,137.60

$5,432.00

B264

DEPUTY ASSESSOR-CLK REC-U

61.58

$3,940.80

$4,167.20

$4,406.40

$4,659.20

$4,926.40

D204

DEPUTY CNTY CLK-REC

50.67

$3,243.20

$3,428.80

$3,625.60

$3,833.60

$4,053.60

D025

DEPUTY CNTY MANAGER

95.53

$6,113.60

$6,464.80

$6,835.20

$7,228.00

$7,642.40

D103

DEPUTY CONTROLLER

64.67

$4,139.20

$4,376.00

$4,627.20

$4,892.80

$5,173.60

B205

DEPUTY CONTROLLER-U

64.67

$4,139.20

$4,376.00

$4,627.20

$4,892.80

$5,173.60

D038

DEPUTY DIR ADMIN/AIRPTS

64.67

$4,139.20

$4,376.00

$4,627.20

$4,892.80

$5,173.60

D220

DEPUTY DIR AG SRVCS

43.76

$2,800.80

$2,961.60

$3,131.20

$3,311.20

$3,500.80

B300

DEPUTY DIR AUTOMATION SVC

55.86

$3,575.20

$3,780.00

$3,996.80

$4,226.40

$4,468.80

D068

DEPUTY DIR HEALTH SVCS

58.66

$3,754.40

$3,969.60

$4,197.60

$4,438.40

$4,692.80

D113

DEPUTY DIR INFORMATION SV

71.30

$4,563.20

$4,824.80

$5,101.60

$5,394.40

$5,704.00

D214

DEPUTY DIR INPT SRVCS

78.59

$5,029.60

$5,318.40

$5,623.20

$5,946.40

$6,287.20

D217

DEPUTY DIR OF ACUTE INPT

74.87

$4,792.00

$5,066.40

$5,357.60

$5,664.80

$5,989.60

D218

DEPUTY DIR OF ADMIN SVCS

58.66

$3,754.40

$3,969.60

$4,197.60

$4,438.40

$4,692.80

D057

DEPUTY DIR OF BEHAV HLTH

64.65

$4,137.60

$4,375.20

$4,625.60

$4,891.20

$5,172.00

D222

DEPUTY DIR OF CHLD SUP SV

67.90

$4,345.60

$4,595.20

$4,858.40

$5,137.60

$5,432.00

D011

DEPUTY DIR PROBATION ADM

58.66

$3,754.40

$3,969.60

$4,197.60

$4,438.40

$4,692.80

D164

DEPUTY DIR PROBATION SVCS

58.66

$3,754.40

$3,969.60

$4,197.60

$4,438.40

$4,692.80

D029

DEPUTY DIR SHERIFF AD SVC

60.37

$3,864.00

$4,085.60

$4,320.00

$4,567.20

$4,829.60

B216

DEPUTY DIRECTOR C/CAG-U

71.14

$4,552.80

$4,814.40

$5,090.40

$5,382.40

$5,691.20

D028

DEPUTY DIRECTOR COMM DEV

64.67

$4,139.20

$4,376.00

$4,627.20

$4,892.80

$5,173.60

D006

DEPUTY DIRECTOR DPW

74.87

$4,792.00

$5,066.40

$5,357.60

$5,664.80

$5,989.60

D213

DEPUTY DIRECTOR HOUSING

$67.90

$4,345.60

$4,595.20

$4,858.40

$5,137.60

$5,432.00

D037

DEPUTY DIRECTOR OF HSA

64.67

$4,139.20

$4,376.00

$4,627.20

$4,892.80

$5,173.60

D010

DEPUTY HEALTH OFFICER

90.99

$5,823.20

$6,157.60

$6,510.40

$6,884.00

$7,279.20

D143

DEPUTY TAX CLLCTR-TRSR

58.66

$3,754.40

$3,969.60

$4,197.60

$4,438.40

$4,692.80

B272

DEPUTY TAX CLLCTR-TRSR-U

58.66

$3,754.40

$3,969.60

$4,197.60

$4,438.40

$4,692.80

D173

DEVELOP REVIEW SVCS MGR

58.66

$3,754.40

$3,969.60

$4,197.60

$4,438.40

$4,692.80

D014

DIR AGING & ADULT SVCS

71.30

$4,563.20

$4,824.80

$5,101.60

$5,394.40

$5,704.00

D146

DIR AGRICULTURAL SVCS

61.58

$3,940.80

$4,167.20

$4,406.40

$4,659.20

$4,926.40

D032

DIR BEHAV HLTH & RECOVERY

90.99

$5,823.20

$6,157.60

$6,510.40

$6,884.00

$7,279.20

D020

DIR CHILD/FAMILY SVCS

71.30

$4,563.20

$4,824.80

$5,101.60

$5,394.40

$5,704.00

D013

DIR CORRECTIONAL HEALTH S

64.67

$4,139.20

$4,376.00

$4,627.20

$4,892.80

$5,173.60

D018

DIR ECON DEV & REAL PROP

61.58

$3,940.80

$4,167.20

$4,406.40

$4,659.20

$4,926.40

D015

DIR FAMILY HEALTH SCVS

71.30

$4,563.20

$4,824.80

$5,101.60

$5,394.40

$5,704.00

D070

DIR FOOD/NUTRITION SVC

53.20

$3,404.80

$3,600.00

$3,806.40

$4,024.80

$4,256.00

D021

DIR HOUSING & COMM SVC

71.30

$4,563.20

$4,824.80

$5,101.60

$5,394.40

$5,704.00

B224

DIR HUMAN SVCS AGENCY-U

95.53

$6,113.60

$6,464.80

$6,835.20

$7,228.00

$7,642.40

B233

DIR INFORMATION SRVCS-U

95.53

$6,113.60

$6,464.80

$6,835.20

$7,228.00

$7,642.40

D147

DIR LIBRARY SERVICES

82.53

$5,281.60

$5,584.80

$5,905.60

$6,244.00

$6,602.40

D100

DIR MENTAL HEALTH

86.65

$5,545.60

$5,864.00

$6,200.00

$6,556.00

$6,932.00

B240

DIR OF CHLD SUPP SVCS-U

86.65

$5,545.60

$5,864.00

$6,200.00

$6,556.00

$6,932.00

D108

DIR OF COMM HEALTH SVCS

78.60

$5,030.40

$5,319.20

$5,624.00

$5,947.20

$6,288.00

B226

DIR OF HEALTH DEPT

119.60

$7,654.40

$8,093.60

$8,557.60

$9,048.80

$9,568.00

D071

DIR OF PAY & PROV CONTRAC

61.58

$3,940.80

$4,167.20

$4,406.40

$4,659.20

$4,926.40

D132

DIR OF PROGRAM SUPPORT

71.30

$4,563.20

$4,824.80

$5,101.60

$5,394.40

$5,704.00

D148

DIR PARKS & RECREATION

82.53

$5,281.60

$5,584.80

$5,905.60

$6,244.00

$6,602.40

D016

DIR POLICY & PLANNING

61.58

$3,940.80

$4,167.20

$4,406.40

$4,659.20

$4,926.40

D022

DIR PREV/EARLY INTRV SCVS

71.30

$4,563.20

$4,824.80

$5,101.60

$5,394.40

$5,704.00

B214

DIR PROBATION SERVICES-U

78.60

$5,030.40

$5,319.20

$5,624.00

$5,947.20

$6,288.00

D129

DIR PUBLIC HEALTH PRGMS

67.90

$4,345.60

$4,595.20

$4,858.40

$5,137.60

$5,432.00

B229

DIR PUBLIC WORKS-U

95.53

$6,113.60

$6,464.80

$6,835.20

$7,228.00

$7,642.40

D019

DIR SELF SUFFICIENCY SVCS

71.30

$4,563.20

$4,824.80

$5,101.60

$5,394.40

$5,704.00

D024

DIR SUB ABUSE & SHLTR SVC

71.30

$4,563.20

$4,824.80

$5,101.60

$5,394.40

$5,704.00

D081

DIRECTOR OF COMM DEVLPMNT

78.60

$5,030.40

$5,319.20

$5,624.00

$5,947.20

$6,288.00

D128

DIRECTOR OF ENV HLTH SERV

67.90

$4,345.60

$4,595.20

$4,858.40

$5,137.60

$5,432.00

B310

DIRECTOR OF HOUSING

78.60

$5,030.40

$5,319.20

$5,624.00

$5,947.20

$6,288.00

B210

DIRECTOR OF HUMAN RESOURC

86.65

$5,545.60

$5,864.00

$6,200.00

$6,556.00

$6,932.00

D042

DIRECTOR OF MAT MANAGEMEN

53.20

$3,404.80

$3,600.00

$3,806.40

$4,024.80

$4,256.00

A018

DISTRICT ATTORNEY-ELECTV

126.96

$0.00

$0.00

$0.00

$0.00

$10,156.80

D106

EMPL RELATIONS MGR

64.67

$4,139.20

$4,376.00

$4,627.20

$4,892.80

$5,173.60

D035

EMS ADMINISTRATOR

58.66

$3,754.40

$3,969.60

$4,197.60

$4,438.40

$4,692.80

B203

ENERGY PROGRAM MGR-U

50.67

$3,243.20

$3,428.80

$3,625.60

$3,833.60

$4,053.60

D046

ENERGY PROGRAM MGR

50.67

$3,243.20

$3,428.80

$3,625.60

$3,833.60

$4,053.60

D224

EXEC AIDE

37.03

$0.00

$0.00

$0.00

$0.00

$2,962.40

B320

EXEC DIR HPSM-U

115.58

$7,396.80

$7,821.60

$8,270.40

$8,744.80

$9,246.40

B247

EXEC DIR, FIRST 5 SMC-U

64.67

$4,139.20

$4,376.00

$4,627.20

$4,892.80

$5,173.60

D039

FACILITIES SERVICES MGR

55.86

$3,575.20

$3,780.00

$3,996.80

$4,226.40

$4,468.80

D060

FINANCIAL SVCS MGR I

48.25

$3,088.00

$3,264.80

$3,452.80

$3,650.40

$3,860.00

D151

FINANCIAL SVCS MGR II

55.86

$3,575.20

$3,780.00

$3,996.80

$4,226.40

$4,468.80

B235

FINANCIAL SVCS MGR I-U

48.25

$3,088.00

$3,264.80

$3,452.80

$3,650.40

$3,860.00

D175

FOOD SERVICE UNIT MGR

31.11

$1,991.20

$2,105.60

$2,226.40

$2,353.60

$2,488.80

D223

HEALTH DIR OF ADMIN

64.67

$4,139.20

$4,376.00

$4,627.20

$4,892.80

$5,173.60

D221

HEALTH DIR OF FINANCE

64.67

$4,139.20

$4,376.00

$4,627.20

$4,892.80

$5,173.60

D059

HEALTH SVCS FINANCE DIR

78.60

$5,030.40

$5,319.20

$5,624.00

$5,947.20

$6,288.00

D023

HEALTH SVCS MANAGER I

48.25

$3,088.00

$3,264.80

$3,452.80

$3,650.40

$3,860.00

D033

HEALTH SVCS MANAGER II

55.86

$3,575.20

$3,780.00

$3,996.80

$4,226.40

$4,468.80

B237

HEALTH SVCS MANAGER I-U

48.25

$3,088.00

$3,264.80

$3,452.80

$3,650.40

$3,860.00

D094

HOUSING PROGRAM MANAGER

55.86

$3,575.20

$3,780.00

$3,996.80

$4,226.40

$4,468.80

D130

HSA DIRECTOR OF FINANCE

64.67

$4,139.20

$4,376.00

$4,627.20

$4,892.80

$5,173.60

D120

HUMAN RESOURCES MGR,SMMC

50.67

$3,243.20

$3,428.80

$3,625.60

$3,833.60

$4,053.60

D092

HUMAN SVCS DEP DIR OF FIN

61.58

$3,940.80

$4,167.20

$4,406.40

$4,659.20

$4,926.40

D111

HUMAN SVCS DIR AUTOMATION

64.67

$4,139.20

$4,376.00

$4,627.20

$4,892.80

$5,173.60

D090

HUMAN SVCS MANAGER I

48.25

$3,088.00

$3,264.80

$3,452.80

$3,650.40

$3,860.00

D091

HUMAN SVCS MANAGER II

55.86

$3,575.20

$3,780.00

$3,996.80

$4,226.40

$4,468.80

B238

HUMAN SVCS MANAGER I-U

48.25

$3,088.00

$3,264.80

$3,452.80

$3,650.40

$3,860.00

D110

INFO TECHNOLOGY MGR

53.20

$3,404.80

$3,600.00

$3,806.40

$4,024.80

$4,256.00

B275

INFO TECHNOLOGY MGR-U

53.20

$3,404.80

$3,600.00

$3,806.40

$4,024.80

$4,256.00

D165

INSTITUTION SVCS MANAGER

41.68

$2,667.20

$2,820.80

$2,982.40

$3,153.60

$3,334.40

A038

JUDGE MUNI COURT-ELECTV

99.99

$0.00

$0.00

$0.00

$0.00

$7,999.20

A026

JUDGE SUP COURT-ELECTV

4.57

$0.00

$0.00

$0.00

$0.00

$365.60

D196

LABORATORY DIRECTOR

61.58

$3,940.80

$4,167.20

$4,406.40

$4,659.20

$4,926.40

D135

LEGAL OFFICE SERV MGR I

39.70

$2,540.80

$2,686.40

$2,840.80

$3,004.00

$3,176.00

D152

LEGAL OFFICE SERV MGR II

41.68

$2,667.20

$2,820.80

$2,982.40

$3,153.60

$3,334.40

B239

LEGISLATIVE AIDE-U

37.81

$2,420.00

$2,558.40

$2,705.60

$2,860.80

$3,024.80

D189

LIBRARY BRANCH MGR

45.96

$2,941.60

$3,110.40

$3,288.80

$3,477.60

$3,676.80

D061

LIBRARY SERVICES MANAGER

53.20

$3,404.80

$3,600.00

$3,806.40

$4,024.80

$4,256.00

D172

LONG RNG PLNNG SVCS MGR

61.58

$3,940.80

$4,167.20

$4,406.40

$4,659.20

$4,926.40

D184

MANAGEMENT ANALYST I

32.66

$2,090.40

$2,210.40

$2,336.80

$2,471.20

$2,612.80

D182

MANAGEMENT ANALYST II

37.81

$2,420.00

$2,558.40

$2,705.60

$2,860.80

$3,024.80

D181

MANAGEMENT ANALYST III

43.76

$2,800.80

$2,961.60

$3,131.20

$3,311.20

$3,500.80

B221

MANAGEMENT ANALYST III-U

43.76

$2,800.80

$2,961.60

$3,131.20

$3,311.20

$3,500.80

B220

MANAGEMENT ANALYST II-U

37.81

$2,420.00

$2,558.40

$2,705.60

$2,860.80

$3,024.80

B219

MANAGEMENT ANALYST I-U

32.66

$2,090.40

$2,210.40

$2,336.80

$2,471.20

$2,612.80

D155

MEDICAL PROGRAM MANAGER

95.53

$6,113.60

$6,464.80

$6,835.20

$7,228.00

$7,642.40

D157

MEDICAL RECORDS MANAGER

50.67

$3,243.20

$3,428.80

$3,625.60

$3,833.60

$4,053.60

B319

MEDICARE IMPL MGR OF HPSM

58.66

$3,754.40

$3,969.60

$4,197.60

$4,438.40

$4,692.80

D053

MENTAL HLTH OFFICE MGR

39.70

$2,540.80

$2,686.40

$2,840.80

$3,004.00

$3,176.00

D047

NORTHERN REGIONAL DIRECTO

71.30

$4,563.20

$4,824.80

$5,101.60

$5,394.40

$5,704.00

D153

OFFICE SERVICES MGR

37.81

$2,420.00

$2,558.40

$2,705.60

$2,860.80

$3,024.80

D177

OFFICE SERVICES MGR,DA

48.25

$3,088.00

$3,264.80

$3,452.80

$3,650.40

$3,860.00

D001

PARK SUPERINTENDANT

61.58

$3,940.80

$4,167.20

$4,406.40

$4,659.20

$4,926.40

D040

PATIENT SERVICES OFF MGR

50.67

$3,243.20

$3,428.80

$3,625.60

$3,833.60

$4,053.60

D167

PBM PROGRAM MANAGER

67.90

$4,345.60

$4,595.20

$4,858.40

$5,137.60

$5,432.00

D058

PRINCIPAL CIVIL ENGINEER

64.67

$4,139.20

$4,376.00

$4,627.20

$4,892.80

$5,173.60

D180

PRINCIPAL MGT ANALYST

61.58

$3,940.80

$4,167.20

$4,406.40

$4,659.20

$4,926.40

D163

PROBATION SVCS MGR I

45.96

$2,941.60

$3,110.40

$3,288.80

$3,477.60

$3,676.80

D162

PROBATION SVCS MGR II

53.20

$3,404.80

$3,600.00

$3,806.40

$4,024.80

$4,256.00

D052

PROGRAM COORDINATOR

37.81

$2,420.00

$2,558.40

$2,705.60

$2,860.80

$3,024.80

D131

PROGRAM SERVICES MGR I

43.76

$2,800.80

$2,961.60

$3,131.20

$3,311.20

$3,500.80

D088

PROGRAM SERVICES MGR II

50.67

$3,243.20

$3,428.80

$3,625.60

$3,833.60

$4,053.60

B271

PROGRAM SVCS MGR II-U

50.67

$3,243.20

$3,428.80

$3,625.60

$3,833.60

$4,053.60

D115

PROJECT MANAGER

58.66

$3,754.40

$3,969.60

$4,197.60

$4,438.40

$4,692.80

B274

PROJECT MANAGER-U

58.66

$3,754.40

$3,969.60

$4,197.60

$4,438.40

$4,692.80

D051

QUALTY ASSURE MGR

55.86

$3,575.20

$3,780.00

$3,996.80

$4,226.40

$4,468.80

D176

REAL PROPERTY SVCS MGR

58.66

$3,754.40

$3,969.60

$4,197.60

$4,438.40

$4,692.80

D008

RESOURCE CONSERV PR MGR

48.25

$3,088.00

$3,264.80

$3,452.80

$3,650.40

$3,860.00

B290

RESOURCE CONSERV PR MGR-U

48.25

$3,088.00

$3,264.80

$3,452.80

$3,650.40

$3,860.00

D079

RET CHIEF TECH OFFICER

63.84

$4,085.60

$4,320.00

$4,568.00

$4,830.40

$5,107.20

D075

RET FIN OFFICER

53.20

$3,404.80

$3,600.00

$3,806.40

$4,024.80

$4,256.00

D077

RETIREMENT BENEFITS MGR

61.58

$3,940.80

$4,167.20

$4,406.40

$4,659.20

$4,926.40

D169

ROAD MAINTENANCE MGR

50.67

$3,243.20

$3,428.80

$3,625.60

$3,833.60

$4,053.60

N022

SENR CIVIL ENGINEER

56.86

$3,639.20

$3,848.00

$4,068.80

$4,301.60

$4,548.80

N009

SENR ENGINEER

51.71

$3,309.60

$3,499.20

$3,700.00

$3,912.00

$4,136.80

A024

SHERIFF-ELECTIVE

96.18

$0.00

$0.00

$0.00

$0.00

$7,694.40

D192

SHERIFF'S CAPTAIN

73.65

$4,713.60

$4,984.00

$5,269.60

$5,572.00

$5,892.00

B246

SHERIFF'S CAPTAIN-U

73.65

$4,713.60

$4,984.00

$5,269.60

$5,572.00

$5,892.00

D191

SHERIFF'S LIEUTENANT

63.64

$4,072.80

$4,306.40

$4,553.60

$4,815.20

$5,091.20

D194

SHERIFF'S LIEUTENANT-OT

63.64

$4,072.80

$4,306.40

$4,553.60

$4,815.20

$5,091.20

B269

SHERIFF'S LIEUTENANT-U

63.64

$4,072.80

$4,306.40

$4,553.60

$4,815.20

$5,091.20

D160

SOCIAL SVCS PROG SPEC-MGT

41.81

$2,676.00

$2,829.60

$2,992.00

$3,163.20

$3,344.80

D170

SR CAPITAL PROJECTS MANAG

58.66

$3,754.40

$3,969.60

$4,197.60

$4,438.40

$4,692.80

D063

SUPERVNG COMM DISPATCHER

45.96

$2,941.60

$3,110.40

$3,288.80

$3,477.60

$3,676.80

A054

TAX COLLECTR-TREAS-ELECTV

72.85

$0.00

$0.00

$0.00

$0.00

$5,828.00

B211

TRANSPORT SYS COOR-U

58.66

$3,754.40

$3,969.60

$4,197.60

$4,438.40

$4,692.80

D041

TRANSPORTATION SYST COORD

58.66

$3,754.40

$3,969.60

$4,197.60

$4,438.40

$4,692.80

B206

UNDER SHERIFF-U

82.53

$5,281.60

$5,584.80

$5,905.60

$6,244.00

$6,602.40

D012

VEHICLE & EQUIPMENT MGR

53.20

$3,404.80

$3,600.00

$3,806.40

$4,024.80

$4,256.00

D137

VICTIM PRGMS SVCS MGR

45.96

$2,941.60

$3,110.40

$3,288.80

$3,477.60

$3,676.80

D009

WASTE MGT & ENV SVCS MGR

58.66

$3,754.40

$3,969.60

$4,197.60

$4,438.40

$4,692.80

D198

WORKERS COMP COORDINATOR

43.76

$2,800.80

$2,961.60

$3,131.20

$3,311.20

$3,500.80