Management Resolution

As a unique, one-time discretionary measure, effective the pay period the Board of Supervisors adopts this resolution in 2022, each full-time Management employee covered by this Resolution (excluding elected officials) in an active paid status will receive a lump-sum payment of two thousand dollars ($2,000). The lump-sum amount will be prorated for part time employees in an active paid status. The Board exercises its discretion to make this one-time payment and employees should not expect this payment to recur at any future date in any amount. This payment is not tied to employees’ tenure, production, or efficiency. There will be no roll up effect fromRead More →

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Management Salaries: 10/1/2023 Class Code Class Title Work Group Step A BiWeekly Rate Step B BiWeekly Rate Step C BiWeekly Rate Step D BiWeekly Rate Step E BiWeekly Rate D045 Administrative Services Manager I 4 4,900.00 5,180.00 5,477.60 5,793.60 6,122.40 B242 Administrative Services Manager I – Unclassified 4 4,900.00 5,180.00 5,477.60 5,793.60 6,122.40 D002 Airport Manager 4 5,402.40 5,711.20 6,040.00 6,386.40 6,753.60 A010 Assessor – County Clerk – Recorder – Elective 2         9,976.80 D226 Assistant Airports Manager 4 4,664.80 4,935.20 5,217.60 5,514.40 5,832.00 B151 Assistant Assessor – County Clerk Recorder – Unclassified 4 7,238.40 7,655.20 8,093.60 8,558.40 9,050.40 D048 Assistant BuildingRead More →

Management Salaries: 10/2/2022 Class Code Class Title Work Group Step A BiWeekly Rate Step B BiWeekly Rate Step C BiWeekly Rate Step D BiWeekly Rate Step E BiWeekly Rate D045 Administrative Services Manager I 4 4,711.20 4,980.80 5,267.20 5,570.40 5,887.20 B242 Administrative Services Manager I – Unclassified 4 4,711.20 4,980.80 5,267.20 5,570.40 5,887.20 D002 Airport Manager 4 5,194.40 5,491.20 5,808.00 6,140.80 6,493.60 A010 Assessor – County Clerk – Recorder – Elective 2         9,592.80 D226 Assistant Airports Manager 4 4,485.60 4,745.60 5,016.80 5,302.40 5,608.00 B151 Assistant Assessor – County Clerk Recorder – Unclassified 4 6,960.00 7,360.80 7,782.40 8,229.60 8,702.40 D048 Assistant BuildingRead More →

Management Salaries: 2/20/2022 Class Code Class Title Work Group Step A BiWeekly Rate Step B BiWeekly Rate Step C BiWeekly Rate Step D BiWeekly Rate Step E BiWeekly Rate D045 Administrative Services Manager I 4 4,573.60 4,836.00 5,113.60 5,408.00 5,716.00 B242 Administrative Services Manager I – Unclassified 4 4,573.60 4,836.00 5,113.60 5,408.00 5,716.00 D002 Airport Manager 4 5,043.20 5,331.20 5,639.20 5,961.60 6,304.80 A010 Assessor – County Clerk – Recorder – Elective 2         9,313.60 D226 Assistant Airports Manager 4 4,355.20 4,607.20 4,870.40 5,148.00 5,444.80 B151 Assistant Assessor – County Clerk Recorder – Unclassified 4 6,757.60 7,146.40 7,556.00 7,989.60 8,448.80 D048 Assistant BuildingRead More →

SECTION 2. This resolution is effective immediately unless otherwise specified.Read More →

All Departments An individual in a management classification who is assigned to lead a special project or assignment shall receive a differential of up to 10%, in addition to all other compensation. Assignments must meet criteria for special project as determined and approved by the Human Resources Department and must be for short-term assignments, with end dates and demonstrated alignment to performance and organizational goals. Authorization for such differential must be requested by the department head and is subject to review and approval by the Human Resources Director. Board of Supervisors The Office of the Board of Supervisors Districts One, Two and Five may beRead More →

Effective December 13, 2020, longevity pay shall be: One percent (1%) of base salary after the equivalent of five (5) years of full time County service (10,400 hours). An additional one and one-half percent (1.5%) of base salary (for a total of two and one half percent (2.5%)) after the equivalent of ten (10) years of full time County service (20,800 hours) An additional one and one-half percent (1.5%) of base salary (for a total of four percent (4%)) after the equivalent of twenty (20) years of full time County service (41,600 hours) An additional two percent (2%) of base salary (for a total ofRead More →

The salary ranges are set forth in Exhibit A which is attached hereto and made a part hereof. Effective February 20, 2022 there shall be a three percent (3%) cost of living adjustment. Effective October 2, 2022, there shall be a three percent (3%) cost of living adjustment. Effective October 1, 2023, there shall be a four percent (4%) cost of living adjustment. Salary percentage increases for elected department heads are set forth by Ordinance Code 2.71.060.Read More →

Winter Recess Days shall be equal to those negotiated by the Service Employees International Union (SEIU).Read More →

Vacation accruals shall be equal to that negotiated by the Service Employees International Union (SEIU).Read More →

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 full 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)Read More →

The County Manager shall have the authority to credit an employee other than an elected official with up to 40 hours of vacation and 80 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.Read More →

If the position of an employee other than an elected official is abolished and the employee is unable to displace another employee within their department as defined by and in accordance with the rules of the Civil Service Commission, the employee shall receive reimbursement as follows: one week of pay for each full year (2080 hours) of regular service to the County fifty percent (50%) of the cash value of the employee’s unused sick leave, and, the County will continue to pay its share of health premiums for a period not to exceed nine (9) months contingent on the employee continuing to pay their share,Read More →

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.Read More →

Management employees will be provided twenty-four (24) hours of paid bereavement leave upon the death of the employee’s parent, spouse, domestic partner, child (including through miscarriage or stillbirth), step-child, sibling, sibling- in-law, mother-in-law, father-in-law, grandparent, grandparent-in-law or grandchildren.Read More →

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 or any manager who receives overtime compensation, 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 below, 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 theRead More →

The following will be in effect for those who retire during the term of this resolution: 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 fromRead More →

Effective July 1, 2019, all employees will be enrolled in the deferred compensation program at the rate of one percent (1%) of their pre-tax wages unless they choose to opt out or to voluntarily change deferrals to greater than or less than the default one percent (1%) as allowed in the plan or as allowed by law. The pre-tax deduction will be invested in the target fund associated with the employees’ date of birth. All deferrals are fully vested at the time of deferrals; there will be no waiting periods for vesting rights. Concurrent with Cost of Living Adjustments (COLA) the deferrals will be increasedRead More →

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 two thousand four hundred dollars ($2,400) per month. Benefits for psychiatric disabilities that result from stress, depression or other life events are restricted to two years payable per the terms and conditions of the plan.Read More →

The County shall pay the premium for one hundred and ten thousand dollars ($110,000) coverage.Read More →

The County shall provide fifty thousand dollars ( $50,000) life insurance for employees. The coverage includes death benefits for a spouse and children in the amount of two thousand dollars ($2,000). Employees, depending on pre-qualification, may purchase additional term life insurance to a maximum of seven hundred and fifty thousand dollars ( $750,000) for employee, two hundred and fifty thousand dollars ( $250,000) for spouse, and ten thousand dollars ($10,000) for dependents.Read More →

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

The County shall contribute ninety percent ( 90%) of the premium for the County’s dental plans. All employees must participate in one of these plans.Read More →

For full-time employees enrolled in County-offered health insurance plans, the employee contributions for health insurance will be fifteen percent ( 15%) of the Health Maintenance Organization (HMO) premiums and twenty-five percent ( 25%) of the Preferred Provider Organization (PPO) premium. Employees who elect a High Deductible Health Plan (HDHP) will contribute fifteen percent (15%) of the premiums and will receive an amount equal to fifty percent (50%) of the deductible placed into a Health Savings Account over the course of the calendar year. Contributions will occur biweekly. For employees occupying permanent part-time positions, who work a minimum of forty (40), but less than sixty (60)Read More →

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, the California Public Employees’ Pension Reform Act of 2013 and the Social Security Act. Coverage by the Retirement System is described by plan brochures which are available at the San Mateo County Employees’ Retirement Association (“SamCERA”). B. For employees in the general retirement plan hired before August 7, 2011 Effective March 13, 2005, the County implemented the 2%@55.5 retirement enhancement (Government Code Section 31676.14) forRead More →

“Management” shall mean employees in positions so designated by the HumanResources Director consistent with the Employer-Employee Relations Policy andincluding elective officers. However, all provisions regarding salary, specialcompensation during employment and paid leave do not apply to elective officersunless otherwise specified. This Resolution does not apply to Court or Extra Helpemployees.Read More →

RESOLUTION NO. 078717 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 OF FEBRUARY 20, 2022 THROUGH OCTOBER 5, 2024 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 the effective date of Resolution No. 076376 is extended to February 19, 2022 and thenRead More →