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 be staffed with three positions. The salary of any individual in any of these three positions may not exceed the top step of the classification plus ten percent provided that the total salaries of the combinations cannot exceed the combined top step salary for two Senior Legislative Aides and one Legislative Aide.

The Office of the Board of Supervisors Districts Three and Four may be staffed with four positions. The salary of any individual in any of these four positions may not exceed the top step of the classification plus ten percent provided that the total salaries of the combinations cannot exceed the combined top step salary for two Senior Legislative Aides and two Legislative Aides.

Coroner’s Office

The Coroner–Elective or Assistant Coroner–Unclassified shall receive a 2.5% differential if he/she possess a Peace Officer Standards and Training certificate or a 7.5% differential if he/she possesses an Advanced Peace Officer Standards and Training certificate issued by the Commission of Peace Officer Standards and Training of the California State Department of Justice in addition to all other compensation. No individual may have both pay differential.

County Manager’s Office

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.

At the discretion of the County Manager or his/her designee, Management Analysts assigned to lead a Countywide special project, or a functional area shall receive up to 10% pay differential in addition to all other compensation.

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 Services 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

Managing Physicians who obtain a Board Certification in a specialty that is their main assignment or a specialty area that is not their main assignment but is deemed by the Chief of the Health System or his/her designee to provide added value to the County shall receive a 5% Board Certification differential, in addition to all other compensation. No managing physician shall receive more than two Board Certification differentials.

Clinical Services Managers I – Nursing working in Community Health Services and supervising Senior Public Health Nurses shall receive a differential in 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.

Clinical Services Manager I – Nursing or Clinical Services Manger II – Nursing designated as the Director of Public Health Nursing 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 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 Directors who supervise employees in the classification of Supervising Child Psychiatrist and/or Supervising Adult Psychiatrist shall receive a differential of 9.2% in addition to all other compensation. Only one employee at a time may be so assigned.

Medical Directors assigned supervisory responsibility for Supervising Adult Psychiatrists shall receive a differential pay in the amount necessary to insure that its base pay is two steps higher than the base pay for Supervising Adult Psychiatrist.

Medical Directors assigned supervisory responsibility for Supervising Child Psychiatrists shall receive a differential pay in the amount necessary to insure that its base pay is two steps higher than the base pay for Supervising Child Psychiatrist.

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

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

Deputy Directors who are licensed by the State of California as Civil Engineer shall receive a 5% differential, in addition to all other compensation.

Sheriff’s Department

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

Career Incentive Allowance: Sheriff, 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.

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 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.

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 text message, and
  • The manager must respond to phone or text message 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:

The County shall pay actual cost of membership in the California State Bar

Association on behalf of each Management Employee who works as an attorney for the County. This specifically includes, but is not limited to, annual state bar dues and the costs associated with state bar required fingerprint background check.

The County shall pay the actual cost of annual membership in the San Mateo County Bar Association on behalf of each Management Employee of the County Counsel’s Office who works as an attorney for the County.

Bi-lingual Pay: Management positions are not eligible for bi-lingual pay.