Exhibit A: Pay Differentials
A. Officer of the Day Pay
Group Supervisor III’s assigned to Officer of the Day shall be paid one-step (5.74%) for the hours assigned to Officer of the Day only.
Group Supervisor II’s will not be assigned to Officer of the Day, except were assigned to work out of class as a Group Supervisor III in accordance with Section 28 of this MOU entitled “Pay for Work-Out-Of-Classification.”
Employees shall not be eligible to simultaneously receive Officer of the Day pay, and Work-Out-of-Classification pay as an Institutional Services Manager.
B. Instructor Pay
1.Defensive Tactics/Use of Force Training
Effective the first full pay period following Board of Supervisors approval of a successor MOU in 2019, for Deputy Probation Officers and Group Supervisors assigned to present formal, use of force training courses as Instructors, the County shall pay a differential at the hourly equivalent rate of ten percent (10%), in addition to all other compensation. Such compensation shall be paid only while the individual is actually conducting one of the following formal training courses:
· Emergency Response Team (ERT) (3 Courses in the series)
· Defensive Tactics (DT)
· Firearms (4 courses in the series)
· Chemical Agents
· Ground Defense
· Arrest and Control
· Weapons Retention
2.Non-Use of Force Training
Deputy Probation Officers and Group Supervisors assigned to present formal, non-use of force training courses as Instructors shall be paid at the hourly equivalent rate of one step in addition to all other compensation. Such compensation shall be paid only while the individual is actually conducting one of the following formal training courses:
· Trauma Informed Care
· Radio Protocol
· Peer Support
3.The Chief Probation Officer shall give advance notice to the Union and the opportunity to meet and confer over changes to the identified training courses subject to Instructor Pay.
Employees assigned to present formal non-use-of-force training courses shall receive Assistant Trainer Pay for up to four (4) hours per scheduled training, subject to approval of the Deputy Chief assigned to overseeing the program. Employees assigned to present other formal training courses listed above who require preparation time shall not receive pay for preparation time, but may work with their supervisor to adjust their workload.
Instructor Pay shall not be applicable to employees receiving the Training Lead Differential.
C.Training Lead Assignment – Training Unit
The Chief Probation Officer may assign employees in the classification of Deputy Probation Officer III and Group Supervisor II or III to act as Training Leads. Such employees shall be paid one salary step above their current salary for all paid hours, in recognition of the Training Lead assignment. The parties acknowledge that the Department may assign this work to classifications not represented by this bargaining unit.
In addition to their regular responsibilities, employees assigned as the Training Leads will be responsible for developing, preparing, coordinating and delivering formalized training. Employees in this assignment may have a reduced caseload to allow for this additional responsibility.
The selection process for the Training Lead assignments will be developed by the Chief Probation Officer and will be entirely separate and apart from the other Senior Deputy Probation Officer assignments and selection process. The County shall present the selection process to the Joint Labor Management Committee and invite feedback.
D. Senior Deputy Probation Officer/ Lead DPO Differential
The Department will transition away from the use of the Senior DPO assignment and will adopt a Lead Differential for employees performing lead duties. Deputy Probation Officer III’s who are assigned to perform lead duties in writing shall receive premium pay at the rate of one step of their base salary, as defined below. The number of employees assigned to perform lead duties t will be designated based on the business and operational needs of the department..
· Effective the first full pay period following Board of Supervisors’ adoption of a successor MOU in 2022, the County will cease to assign new Senior DPOs. Senior DPOs as of this date will continue to serve as Senior DPOs performing lead duties until they separate from the County or cease to be a DPO III. The Senior DPO assignment will be eliminated through attrition.
· Effective the first full pay period following Board of Supervisors’ adoption of a successor MOU in 2022, the County will utilize the Lead Differential, described below, on an as needed basis.
Transfer Policy for Remaining Senior Deputy Probation Officers
Senior Deputy Probation Officers may ask for a transfer utilizing the department transfer policy after they have served three years in a Senior DPO assignment. The Department will make an effort to accommodate the person’s request for transfer, balancing the request with the needs of the Department. If a transfer request is denied, the employee will be notified of the justification in writing.
Senior DPOs can be assigned to any unit based on operational needs. However, Senior DPOs who have twenty (20) years of service with the County as of the effective date of 2022 successor MOU can stay in their location unless they request to transfer to a new assignment. However, the County may assign the employee to another unit(s) within the same location should business needs warrant.
Deputy Probation Officer IIIs receiving a Lead Differential
Employees assigned in writing to provide lead direction to other employees that is over and above their regular duties already described in their job description (including any paid specialized assignments), shall receive a differential pay increase of one step (5.74%), only for the time period during which the lead duties are performed. The number of employees that receive the Lead Differential and the length of time they receive it are at the sole discretion of the Chief Probation Officer, or their designee, and based on business and operational needs.
2. Lead Differential Duties
In addition to managing a caseload and performing duties within the DPO III classification, qualified DPO IIIs will perform lead duties under the direction of the Probation Services Manager (PSM). Lead duties may include, but are not limited to, the following:
¨ Provide expanded lead direction and training, and work review to DPOs, technical and/or support staff
¨ Assist with organizing and assigning work, setting priorities and following up to ensure coordination and completion of assigned work
¨ Provide input to management regarding performance-related observations.
¨ Review and sign reports
¨ Serve as a field training officer
¨ Must be a DPO III
¨ Rating of competent or above in most recent performance evaluation, with no pending/unresolved corrective and/or disciplinary matters.
¨ Demonstrated ability to work independently in assignment with minimal instruction from the PSM
¨ Demonstrated ability to perform the designated lead duties
4. Selection Criteria and Length of Assignment Within six (6) months of Board of Supervisors’ adoption of a successor MOU in 2022, the County and PDA will meet in a Labor-Management Committee of up to eight (8) members (no more than four (4) Association representatives and four (4) management representatives). Both parties are responsible for the selection of their committee members. The committee shall meet at such dates, times, and locations as mutually agreed to by the committee. The parties agree to discuss the selection criteria and length of assignments for DPOs receiving lead differential, that management will utilize to assign said lead differential going forward. The parties also agree that the new lead differential will not be assigned until such committee meetings take place and the selection criteria and length of assignment matters are resolved.