Los Angeles County Municipal Code Ch. 6.44 Department of the Board of Supervisors

(Ord. 2026-0009 § 1, 2026; Ord. 2026-0002 §§ 12, 13, 2026; Ord. 2025-0028 §§ 10, 11, 2025; Ord. 2025-0001 §§ 12, 13, 2025; Ord. 2024-0051 §§ 6—8, 2024; Ord. 2024-0034 § 15, 2024; Ord. 2024-0007 §§ 4, 5, 2024; Ord. 2024-0002 §§ 8, 9, 2024; Ord. 2023-0033 §§ 12, 13, 2023; Ord. 2023-0023 § 2, 2023; Ord. 2023-0012 §§ 13—15, 2023; Ord. 2022-0050 § 3, 2022; Ord. 2022-0049 §§ 11, 12, 2022; Ord. 2022-0043 §§ 3, 4, 2022; Ord. 2022-0037 §§ 7—10, 2022; Ord. 2021-0068 § 7,

2021; Ord. 2021-0055 § 4, 2021; Ord. 2021-0052 § 6, 2021; Ord. 2021-0028 § 2, 2021; Ord. 2021-0027 §§ 8, 9, 2021; Ord. 2021-0005 §§ 6, 7, 2021; Ord. 2020-0055 §§ 13, 14, 2020; Ord. 2020-0038 §§ 15-17, 2020; Ord. 2020-0021 §§ 5, 6, 2020; Ord. 2020-0009 § 9, 2020; Ord. 2019-0071 §§ 3, 4, 2019; Ord. 2019-0070 § 9, 2019; Ord. 2019-0052 § 4, 2019; Ord. 2019- 0041 §§ 18-20, 2019; Ord. 2019-0035 §§ 11-13, 2019; Ord. 2019-0015 § 6, 2019; Ord. 2019-0005 § 2, 2019; Ord. 2018-0050 §§ 8, 9, 2018; Ord. 2018-0029 § 5, 2018; Ord. 2018-0023 §§ 11-13, 2018; Ord. 2018-0009 §§ 6-8, 2018; Ord. 2017-0054 § 3, 2017; Ord. 2017-0045 §§ 5, 6, 2017; Ord. 2017-0037 §§ 8, 9, 2017; Ord. 2017-0026 §§ 11, 12, 2017; Ord. 2017-0011 § 6, 2017; Ord. 2017-0006 §§ 7-9, 2017; Ord. 2017-0005 § 1, 2017; Ord. 2016-0041 §§ 6, 7, 2016; Ord. 2016-0038 § 7, 2016; Ord. 2016-0030 § 11, 2016; Ord. 2016-0025 § 8, 2016; Ord. 2016-0021 §§ 3, 4, 2016; Ord. 2016-0009 §§ 6, 7, 2016; Ord. 2016-0006 § 2, 2016; Ord. 2015-0037 §§ 9, 10, 2015; Ord. 2015-0019 §§ 7-9, 2015; Ord. 2015-0006 §§ 4-6, 2015; Ord. 2015-0002 §§ 7, 8, 2015; Ord. 2014-0046 § 10, 2014; Ord. 2014-0041 §§ 12, 13, 2014; Ord. 2014-0036 §§ 8, 9, 2014; Ord. 2014-0026 § 12, 2014; Ord. 2014-0002 § 10, 2014; Ord. 2013-0032 § 19, 2013; Ord. 2013-0021 § 9, 2013; Ord. 2012-0058 § 9, 2012; Ord. 2012-0035 § 9, 2012; Ord. 2012-0026 §§ 10, 11, 2012; Ord. 2012-0023 § 5, 2012; Ord. 2011-0057 § 5, 2011; Ord. 2011-0049 §§ 3, 4, 2011; Ord. 2011-0046 §§ 22, 23, 2011; Ord. 2011-0036 §§ 13-15, 2011; Ord. 2011-0013 § 12, 2011; Ord. 2010-0041 §§ 10, 11, 2010; Ord. 2010-0034 §§ 7-10, 2010; Ord. 2010-0031 §§ 15-17, 2010; Ord. 2009-0045 §§ 11, 12, 2009; Ord. 2009-0025 §§ 3-5, 2009; Ord. 2009-0023 §§ 13-15, 2009; Ord. 2009-0015 §§ 5-7, 2009; Ord. 2009-0008 § 6, 2009; Ord. 2008-0059 §§ 12, 13, 2008; Ord. 2008-0037 §§ 22-24, 2008; Ord. 2008-0005 §§ 15, 16, 2008; Ord. 2008-0001 §§ 4, 5, 2008; Ord. 2007-0099 §§ 7, 8, 2007; Ord. 2007-0096 §§ 14, 15, 2007; Ord. 2007-0079 §§ 14-16, 2007; Ord. 2007-0059 § 10, 2007; Ord. 2007-0058 §§ 9-11, 2007; Ord. 2007-0049 §§ 52, 53, 2007; Ord. 2007-0030 §§ 5-7, 2007; Ord. 2007-0005 §§ 8, 9, 2007; Ord. 2006-0077 §§ 22-24, 2006; Ord. 2006-0053 § 2 (part), 2006.)

Pursuant to Section 51 of the Los Angeles County Charter, the Executive Officer of the Board of Supervisors is the appointing authority for all employee positions authorized by the Board in this chapter.

A.

With the approval of the chief executive officer, the appointing authority may designate any person whom he appoints to be paid a rate one, two, three or four schedules above that designated in Section 6.28.050 of this code for the position held while on special assignment. With approval of the chief executive officer, the appointing authority may grant any person employed under this chapter for exceptional or extraordinary performance additional compensation for future service an amount not to exceed four salary schedules above the employee's current base rate annual salary; provided, however, that the total additional compensation granted during any one fiscal year to any person pursuant to this section shall not exceed the equivalent of four salary schedules. This sum may be payable if approved by the department head, in no more than two lump sum payments but not later than the end of the calendar year after the year in which it was granted. Any such compensation shall not constitute a base rate.

B.

Effective with the pay period ending April 15, 2012 and upon notification to the board of supervisors by the chief executive officer that the human resources management system implementing this provision is fully operational, the appointing authority, with the approval of the chief executive officer, may designate any person whom he appoints to be paid a rate of 2.7846, 5.6468, 8.5887, or 11.6125 percent above that designated in Section 6.28.050 of this code for the position held while on special assignment. With approval of the chief executive officer, the appointing authority may grant any person employed under this chapter for exceptional or extraordinary performance additional compensation for future service an amount not to exceed 11.6125 percent above the employee's current base rate annual salary; provided, however, that the total additional compensation granted during any one fiscal year to any person pursuant to this section shall not exceed the equivalent of 11.6125 percent of the employee's current base rate annual salary. If approved by the department head, this sum may be payable in no more than two lump sum payments but not later than the end of the calendar year after the year in which it was granted. Any such compensation shall not constitute a base rate.

(Ord. 2012-0017 § 45, 2012; Ord. 2011-0066 § 13, 2011; Ord. 2006-0053 § 2 (part), 2006.)

A.

Each member of an Assessment Appeals Board (Item No. 9389) shall be entitled to receive as compensation the sum of $248.00 for one session of the Board they attend, the sum of $371.00 for two sessions of the Board they attend, and the sum of $495.00 for three sessions of the Board they attend in any calendar day.

B.

For purposes of this section, one session is defined as a time period of four hours or less in any calendar day, two sessions is defined as a time period of more than four hours but not exceeding six hours in any calendar day, and three sessions is defined as a time period of more than six hours but not exceeding eight hours in any calendar day.

(Ord. 2022-0043 §§ 3, 4, 2022; Ord. 2012-0017 § 46, 2012; Ord. 2006-0053 § 2 (part), 2006.)

Each person employed as an assessment hearing officer (Item No. 9443) shall be entitled to receive the same compensation payable to assessment appeals board members under Section 6.44.020 of this chapter.

(Ord. 2006-0053 § 2 (part), 2006.)

Each member of a special assessment appeals board (Item No. 9427) shall be entitled to receive as compensation the sum of $150.00 for each day he or she attends a meeting of the board.

(Ord. 2012-0017 § 47, 2012; Ord. 2006-0053 § 2 (part), 2006.)

Each member of the Los Angeles County arts commission (Item No. 9408) shall be entitled to receive as compensation the sum of $20.00 for each meeting of the commission attended by said person, not to exceed two meetings in any one calendar month.

(Ord. 2012-0017 § 48, 2012; Ord. 2006-0053 § 2 (part), 2006.)

In addition to the compensation provided for in Section 6.44.030 above, each member of the executive committee of the Los Angeles County arts commission shall be entitled to receive as compensation the sum of $20.00 for each meeting of the executive committee attended by said person, not to exceed two meetings in any one calendar month.

(Ord. 2006-0053 § 2 (part), 2006.)

Each member of the commission on judicial procedures (Item No. 9402) shall receive as compensation:

A.

The sum of $25.00 for each meeting of the commission attended by said person, not to exceed 24 meetings per year; plus

B.

Luncheon without cost to said person at every luncheon meeting attended by said person.

(Ord. 2012-0017 § 49, 2012; Ord. 2006-0053 § 2 (part), 2006.)

A.

As part of the administration of the County's child protective services program, the Children's Special Investigations Unit (CSIU) is created in the department of the Board of Supervisors.

B.

At the request of the Board of Supervisors, individual members of the Board of Supervisors, or the director of the Department of Children and Family Services, the CSIU shall perform independent legal reviews, including conducting impartial investigations to enhance the legal reviews as needed, of cases involving child death or serious injury caused by abuse or neglect.

C.

The CSIU shall work under the direction of a licensed attorney who serves as special counsel to the Board of Supervisors, and all reports of the CSIU shall be provided directly to the Board of Supervisors on a confidential attorney-client basis.

D.

The Department of Children and Family Services and all other County departments, County officers, employees and contractors shall cooperate in such reviews and promptly supply any information or records requested by the CSIU to the extent permitted by law.

(Ord. 2011-0015 § 2, 2011)

Each member and alternate member of the county energy commission (Item Nos. 9406 and 9404, respectively) shall be entitled to receive as compensation the sum of $25.00 for each meeting of the commission attended by said person, not to exceed 10 meetings in any one calendar month.

(Ord. 2012-0017 § 50, 2012; Ord. 2006-0053 § 2 (part), 2006.)

Each member of the institutional inspection commission (Item No. 9432) shall be entitled to receive as compensation the sum of $50.00 for each meeting attended, not to exceed three meetings per week, but in no event to exceed 156 meetings per year.

(Ord. 2012-0017 § 52, 2012; Ord. 2006-0053 § 2 (part), 2006.)

Each member of the productivity advisory committee (Item No. 9425) shall be entitled to receive as compensation the sum of $50.00 for each meeting attended by said person, not to exceed four meetings in any one calendar month.

(Ord. 2012-0017 § 53, 2012; Ord. 2006-0053 § 2 (part), 2006.)

Each member of the Los Angeles County commission for women (Item No. 9413) shall be entitled to receive the sum of $25.00 for each meeting attended by said person, not to exceed three meetings in any one calendar month.

(Ord. 2012-0017 § 54, 2012; Ord. 2006-0053 § 2 (part), 2006.)

A.

Each member of the Los Angeles County Employee Relations Commission (Item No. 9411) shall be compensated $200.00 per hour, not to exceed $4,000 per calendar month, for all services rendered as a commissioner, or in any other capacity, for the Employee Relations Commission.

B.

In the performance management of the Chief, Employee Relations Commission (Item No. 1107), and any other staff assigned to the Employee Relations Commission, the Executive Officer, Board of Supervisors, shall annually receive and incorporate the advice and information developed and provided by the Employee Relations Commission in the goals and expectations and, at the conclusion of the rating period, the evaluation of the employees.

(Ord. 2013-0035 § 17, 2013; Ord. 2012-0017 § 55, 2012; Ord. 2006-0053 § 2 (part), 2006.)

A.

For each day during which said person attends an official meeting of the civil service commission, each commissioner (Item No. 9399) shall be entitled to receive compensation at the rate of $150.00 per day, not to exceed 65 days in each fiscal year.

B.

A civil service commissioner shall receive no compensation for service as a hearing officer, for service on a hearing board, or for preparing a written report based on such hearing.

(Ord. 2012-0017 § 56, 2012; Ord. 2006-0053 § 2 (part), 2006.)

Each member of the business license commission (Item No. 9426) shall be entitled to receive compensation at the rate of $100.00 per day, for each day said person attends an official meeting of said commission or acts as a referee for the commission pursuant to Section 7.10.020 of this code, not to exceed 10 days per month or 61 days in any one fiscal year.

(Ord. 2012-0017 § 57, 2012; Ord. 2006-0053 § 2 (part), 2006.)

No person shall be appointed to a position under Item 9471 (Deputy Fish and Game Warden, Without Compensation) who does not hold either a position in the County of Los Angeles or a position in one of the County Fire Protection Districts of the County of Los Angeles.

(Ord. 2016-0019 § 10, 2016; Ord. 2006-0053 § 2 (part), 2006.)

Each member of the Fish and Wildlife Commission (Item No. 9415) shall receive $25.00 per meeting for each meeting attended by said person, not to exceed $50.00 in any one month.

(Ord. 2016-0019 § 11, 2016; Ord. 2012-0017 § 58, 2012; Ord. 2006-0053 § 2 (part), 2006.)

A.

As part of the Board of Supervisors' duty to supervise the official conduct of County officers under Government Code section 25303, the Office of Inspector General ("OIG") is created in the Department of the Board of Supervisors to promote constitutional policing and the fair and impartial administration of justice, and to facilitate the Board of Supervisors' responsibility without obstructing the Sheriff's criminal investigative function. The OIG's scope includes matters relevant to the policies, procedures, practices, and operations of the Sheriff's and Probation departments (collectively, the

"Departments"). In accordance with Government Code section 25303, the OIG shall have access to all Departments' information; documents; materials; facilities; and meetings, reviews, and other proceedings necessary to carry out the OIG's duties under this section.

B.

The OIG shall provide, within its scope of authority, independent and comprehensive oversight, monitoring of, and reporting about the Departments; the County's custody or detention facilities; and the departments, contractors, and employees involved with the Departments, and serve as the investigative arm of the Los Angeles County Sheriff Civilian Oversight Commission ("COC") and Probation Oversight Commission ("POC") (collectively, the "Commissions"), as set forth in this section under the leadership of an Inspector General appointed by the Board of Supervisors.

C.

As used in this section, the terms "audit," "inquiry," "investigation," and "monitoring" shall have the following definitions:

(1)

Audit: A formal process following professional guidelines to answer specific questions regarding specific operations.

(2)

Inquiry: A gathering of information as in monitoring, but with the goal of obtaining additional information regarding a potential problem area.

(3)

Investigation: A formal gathering of information targeted at producing actionable information regarding an employee, employees, or other matter to be done in compliance with the confidentiality protections contained in subsection J, below. Any investigation conducted under this subsection shall comply with Government Code section 3300, et seq., commonly known as the Public Safety Officers Procedural Bill of Rights Act, if applicable.

(4)

Monitoring: A gathering of information regarding facilities and operations, including by direct observation, discussions with staff and the public, and review of records, in order to identify problem areas or to ensure compliance with existing laws, policies, and other imposed obligations.

D.

The Commissions shall supervise and evaluate all work performed by the Inspector General that is done at their respective requests. The Executive Officer of the Board of Supervisors shall supervise and evaluate both the Commissions and the Inspector General. When there is a vacancy in the Office of the Inspector General, the Commissions may each nominate a successor, subject to final appointment by the Board of Supervisors. A decision to terminate the Inspector General may be initiated by the Board of Supervisors with the input of the Commissions or may be recommended to the Board of Supervisors by either commission. The Board of Supervisors shall make all final decisions regarding vacancies or terminations for the position of Inspector General.

E.

The OIG shall provide its public reports and investigations to the Board of Supervisors and the Sheriff or the Chief Probation Officer ("CPO"), as appropriate, at the same time it provides such public reports and investigations to the COC or POC as applicable. Before public release, the Inspector General may allow involved departments a reasonable opportunity to verify that the reports do not contain confidential or erroneous information.

F.

The OIG's functions include the following:

(1)

Monitoring the Departments' operations, the conditions of confinement in the County's custody or detention facilities, including monitoring in-progress investigations, the provision of services to inmates and probationers, and the conduct of contractors and employees who provide such services, including medical, pharmaceutical, and mental health services, and the Departments' responses to complaints related to the Departments' operations, the conditions of confinement, including the supervision and provision of services to inmates and probationers, and the conduct of contractors and employees who provide such services;

(a)

As part of this function, the OIG may attend meetings, reviews, and proceedings regarding the Departments' incidents, operations, investigations, disciplinary matters, and corrective actions, unless the OIG's presence would obstruct an ongoing criminal investigation; and

(b)

The OIG is specifically authorized to monitor compliance with civil rights laws and to review health information, as permitted by law, to determine compliance with such laws;

(2)

Reviewing the Departments' use-of-force patterns, trends, and statistics, the Departments' investigations of force incidents and allegations of misconduct, and the Departments' disciplinary decisions;

(3)

Reviewing the quality of the Departments' internal audits and inspections and conducting its own audits and inspections;

(4)

Regularly communicating with the public, the Board of Supervisors, the Commissions, and the Departments regarding OIG findings. Complaints relating to specific conduct shall be referred, with the permission of the complainant, to the appropriate department for action consistent with Penal Code section 832.5 and other applicable laws; and

(5)

Issuing subpoenas for records, documents, information, or testimony when directed to do so upon action by the Board of Supervisors or the COC or POC, and administering oaths pursuant to Government Code sections 53060.4 and 24057 to effectuate any subpoenas issued under this section. The records, documents, and information received by the OIG may be provided to the directing party in compliance with all laws and consistent with subsection J of this section.

G.

The OIG shall have the authority to undertake an inquiry and audit or perform monitoring at the request of the Board of Supervisors, the COC or POC, or the Sheriff or the CPO, or on its own initiative. The OIG shall have the authority to investigate matters involving the Departments, employees of the Departments, or any other entity or service provider regarding matters within the authority of the Commissions in the following circumstances:

(1)

When requested by, or with authorization of, the Sheriff or the CPO, as appropriate;

(2)

When the Inspector General makes a factually based determination that such investigation is necessary and appropriate; provided, however, that the Inspector General shall, when appropriate, first meet and confer with the Sheriff or CPO or the

Sheriff or CPO's staff for their respective departments and afford the applicable department the reasonable opportunity to respond (not to exceed 30 calendar days) before the OIG conducts an investigation pursuant to this subpart; or

(3)

When the Board of Supervisors or the COC or POC makes a formal request to the Inspector General.

H.

The Inspector General shall serve as an agent of the Board of Supervisors and the Commissions and shall make regular reports to the Board of Supervisors and to each Commission on the appropriate department's operations. Such reports to the Board of Supervisors shall be public reports, except to the extent they relate to confidential personnel or otherwise privileged matters or contain confidential juvenile, medical or mental health records, or protected health information.

The OIG shall work under the direction of the Inspector General, who shall be a member of the State Bar of California. The Inspector General shall serve as special counsel to the Board of Supervisors and have an attorney-client relationship with the Board of Supervisors when requested by the Board to provide privileged legal advice pertaining to a claim, lawsuit, or matter giving rise to significant exposure to litigation arising out of the actions of the Departments or their personnel.

The Inspector General shall also serve as special counsel to the Commissions and have an attorney-client relationship with the Commissions consistent with the attorney-client relationship the Inspector General has with the Board of Supervisors.

I.

The Departments and their employees and all other County departments shall cooperate with the OIG and promptly provide any information or records requested by the OIG, including confidential peace officer personnel records, juvenile records, medical and mental health records, and protected health information necessary for the OIG to carry out its duties. The OIG may direct the manner in which information is provided. The OIG shall not make any use of a compelled statement or any evidence therefrom that would jeopardize a criminal investigation. Failure to comply may result in disciplinary action at the involved department's discretion.

J.

The confidentiality of peace officer personnel records, juvenile records, medical and mental health records, protected health information, and all other privileged or confidential information received by the OIG in connection with the discharge of the OIG's duties shall be safeguarded and maintained by the OIG as required by law and as necessary to maintain any applicable privileges or the confidentiality of the information. The OIG shall not disclose any confidential records, including peace officer personnel, records, juvenile records, medical and mental health records, or protected health information, unless the disclosure is permitted by law. Other than juvenile records (Welfare and Institutions Code section 827), the OIG's sharing of information, including confidential information, with the COC staff, POC staff, or ad hoc committees of the Commissions does not constitute a disclosure. The OIG's sharing of information including confidential and juvenile information with the Board of Supervisors does not constitute a disclosure.

K.

Nothing in this section shall be interpreted or applied so as to create any power or duty in conflict with any federal or State law. Nothing in this section is designed to obstruct the criminal investigative function of the Sheriff. If any provision of this section or the application thereof to any person or circumstance is held invalid, the remainder of this section or the application of such provision to other persons or circumstances shall not be affected thereby.

(Ord. 2020-0007 § 2, 2020; Ord. 2016-0049 § 1, 2016; Ord. 2014-0034 § 2, 2014.)

Each member of the Civilian Oversight Commission (Item No. 9414) shall be entitled to receive as compensation the sum of $150 for each regular and special meeting of the Commission attended by that member, not to exceed $5,000 in any one fiscal year and shall be reimbursed for reasonable expenses incurred in performing duties in accordance with County policies

regulating reimbursement to County of Los Angeles officers and employees (including parking and transportation in attending meetings of the Commission).

(Ord. 2017-0005 § 2, 2017.)

Each member of the Native American Indian Commission (Item No. 9423) shall be entitled to receive as compensation the sum of $10.00 for each meeting of the commission attended by them, not to exceed three meetings in any calendar month.

(Ord. 2022-0018 § 3, 2022.)

Each member of the Commission on Human Relations (Item No. 9401) shall be entitled to receive as compensation the sum of $25.00 for each meeting of the commission attended by said person, not to exceed three meetings in any one calendar month.

(Ord. 2022-0018 § 4, 2022.)

Each member of the Youth Climate Commission (Item No. 9497) shall be entitled to receive as compensation the sum of $150 for each regular and special meeting of the Commission attended by that member, not to exceed $5,000 in any one fiscal year and shall be reimbursed for reasonable expenses incurred in performing duties in accordance with County policies regulating reimbursement to County of Los Angeles officers and employees (including parking and transportation in attending meetings of the Commission).

(Ord. 2023-0023 § 3, 2023.)

Each member of the Governance Reform Task Force (Item No. 9507) shall be entitled to receive the following compensation for each regular, special, ad hoc subcommittee, standing committee, and public engagement meeting attended by the member:

A.

One hundred twenty-five dollars ($125.00) for each such meeting that lasts two (2) hours or less;

B.

Two hundred fifty dollars ($250.00) for each such meeting that lasts four (4) hours or less; and

C.

Three hundred seventy-five dollars ($375.00) for each such meeting that is in excess of four (4) hours.

Each member of the Governance Reform Task Force shall be reimbursed for reasonable expenses incurred to attend the Governance Reform Task Force regular, special, ad hoc subcommittee, standing committee, and public engagement meetings, including parking at and transportation to and from each such meeting, in accordance with the Los Angeles County Commission Manual.

(Ord. 2026-0009 § 1, 2026.)

A.

The salary for an Employee included in the Department of the Board of Supervisors Performance-Based Pay Plan ("Plan") shall be established and adjusted as set forth in this section.

B.

Definitions. When interpreting this section, words having initial capital letters shall have the following meanings:

"Adjustment Date" means the date on which an Eligible Employee may begin to receive a Merit Salary Adjustment under the Plan.

"Appointment" means employment in a position in the Department of the Board of Supervisors included in the Plan through hiring, promotion, reclassification, reinstatement, restoration, reassignment, transfer, or demotion.

"Base Salary" means fixed or continuing compensation paid an Employee excluding overtime, bonuses, acting pay, or any other form of compensation outside the salary paid for services performed and in accordance with provisions of the Plan.

"Beginning Rate" means the salary rate that begins the Salary Range.

"Board of Supervisors" means the Board of Supervisors of the County of Los Angeles.

"CEO" means the Chief Executive Officer of the County of Los Angeles.

"Control Point" means the salary rate that is the maximum amount of a Salary Band.

"Department of the Board of Supervisors" means the offices of the Executive Officer and the offices of the members of the Board of Supervisors.

"Department of the Board of Supervisors Performance-Based Pay Plan" ("Plan") means the discrete set of merit pay rules defined by this section which are applicable to certain employees of the Department of the Board of Supervisors compensated under the Plan.

"Eligible Employee" is defined as a classified Employee who has satisfactorily completed his or her probationary period and has received an overall evaluation rating for the rating period immediately preceding the merit salary adjustment date. "Eligible Employee" also means any unclassified Employee in the office of a member of the Board of Supervisors if all persons within the unclassified service in such office have been designated by the member to be participants in the Plan.

"Employee" means any person assigned to a position included in the Plan.

"Executive Officer" means the Executive Officer/Clerk of the Board of Supervisors.

"Maximum Rate" means the highest salary rate in the Salary Range. The Maximum Rate is also the final Control Point in the Salary Range.

"Merit Adjustment Group" (the "Group") means any one of five groups of Employees (I, II, III, IV, V) determined at annual intervals. The highest ranking is Group I, the next highest is Group II, and so on with Group V being the lowest. Employees are placed in one of the five Groups based on performance evaluation procedures established by the Executive Officer in advance of the performance evaluations.

"Merit Increase Guideline Matrix" (the "Matrix") means a matrix established in advance of the Merit Salary Adjustment Date by the Executive Officer, the purpose of which is to set limits for distributing Merit Salary Adjustments to Eligible Employees that in the aggregate do not exceed the Merit Salary Adjustment Budget. The matrix consists of two dimensions, Merit Adjustment Group and Salary Band, each cell (the "Cell") of which states the Range of Merit Salary Adjustments that an Employee is eligible to receive based on the Employee's Merit Adjustment Group and Salary Band placement as of the Adjustment Date.

"Merit Salary Adjustment" means a percentage adjustment to an Employee's Base Salary made in accordance with the provisions of the Plan.

"Merit Salary Adjustment Budget" means a budgeted sum of money, stated as a dollar or percentage payout amount.

"Salary Band" means a range of dollars which begins at the Beginning Rate and ends at a Control Point, or begins at an amount immediately following a Control Point and continues to the next higher Control Point.

"Salary Range" (the "Range") means a monthly salary range which begins at the Beginning Rate, continues through two Control Points and ends at the Maximum Rate.

"Structure Change" means any change to the monthly Beginning Rate and Maximum Rate of the Salary Range.

C.

Plan Ranges. The Plan consists of six Ranges and the associated classes as indicated in the following table:

D.

Salary Range. An adjustment to the Salary Range shall not result in a change in salary for any Employee. The six Ranges in the Plan shall be effective on the date shown in the following tables:

E.

Initial Rate. An Employee upon Appointment to a class compensated within the Plan shall be compensated according to the following rules:

An Employee may be compensated by the Executive Officer at any Base Salary amount up to and including Control Point 2 within the Range for the class the Employee has been appointed to.

Placement of an Employee upon Appointment at a Base Salary beyond Control Point 2 shall require prior approval of the CEO if such placement results in an increase in base salary exceeding 5.5 percent.

F.

Progression Within the Salary Range Structure. After initial Appointment to a class compensated within the Plan, the Employee shall progress through the appropriate Salary Range according to the following rules at 12-month intervals:

An Employee's Base Salary shall be adjusted as a result of an award of a Merit Salary Adjustment. An Employee whose salary rate falls below the minimum of the range as a result of a structure adjustment may move back into the range through overall performance appraisal and award of a Merit Salary Adjustment. When an Employee's rate falls below the minimum of the range it shall not constitute a demotion.

An Employee's Base Salary shall be adjusted by the Executive Officer on the Adjustment Date based on the Merit Increase Guideline Cell associated with the Employee's current Merit Adjustment Group and Salary Band.

An Employee may advance within the assigned Salary Range to the Control Point of the Salary Band that is associated with the Merit Adjustment Group in which the Employee is currently a member in accordance with the following table, except that an employee who has reached the Control Point may receive additional annual merit increases of up to 5.5 percent per year, resulting in a salary exceeding the Salary Range and beyond the Control Point.

G.

By specific action, the CEO may authorize, upon request of the Executive Officer, salary placement of an employee at any rate within the established Salary Range for the position.

H.

Additional Compensation. In lieu of compensation provided in Section 6.10.073, the CEO may authorize upon request of the Executive Officer, additional compensation for an Employee of up to 11 percent of Base Salary for special achievement or exceptional contribution in the performance of the duties of the Employee. This compensation may be in addition to Merit Salary Adjustments. The additional compensation shall be calculated on an annual basis and paid in a lump sum at a time designated by the Executive Officer but not later than the end of the calendar year after the year in which it was granted.

I.

Except for lump-sum payments provided in subsection G of this section, the rate or rates established by this Section 6.44.200 shall constitute a base rate.

J.

On an annual basis and before approval of additional compensation, the Executive Officer shall certify and inform the Board of their established salary and employee benefit budgets including the impact of the proposed adjustments to employee compensation and the ability of these additional costs to be funded within the established salary and employee benefit budgets.

(Ord. 2026-0004 § 27, 2026; Ord. 2025-0040 § 7, 2025; Ord. 2022-0046 § 39, 2022; Ord. 2019-0034 § 12, 2019; Ord. 2018- 0047 § 32, 2018; Ord. 2015-0063 § 54, 2015; Ord. 2013-0037 § 23, 2013; Ord. 2008-0005 § 17, 2008; Ord. 2006-0084 § 30, 2006; Ord. 2006-0053 § 2 (part), 2006.)

The salaries of persons employed in the following classes shall be established and adjusted in accordance with Part 1 of Chapter 6.08 of this code as modified by the provisions of this section:

Board Specialist (Item No. 1098)

Head Board Specialist (Item No. 1108)

Intermediate Board Specialist (Item No. 1099)

Senior Board Specialist (Item No. 1100)

A.

Effective July 1, 1999, these classes shall be compensated on a five step salary range.

The first step of the salary range shall be the second step of the salary schedule and level provided for the class in Section 6.28.050 and the fifth step of the salary range shall be 22 levels higher than the fifth step of the salary schedule and level provided for the class in Section 6.28.050.

Each person shall retain the step anniversary date in effect prior to July 1, 1999.

Any person whose pay rate is below the first step of the salary range shall be advanced to the first step. Every other person shall be placed on the step of the salary range equivalent to their rate of pay, unless their rate of pay is not equivalent to a step in the salary range (steps 4, 6, 8 and 10 of the salary range in effect June 30, 1999).

If there is no equivalent step on which to place a person, that person shall retain the current pay rate but shall be entitled to receive the equivalent of any increase in salary schedule and level provided for in Section 6.28.050 until he or she advances

to the next step of the salary range on the next step anniversary date. Such step advancement shall be in accordance with the provisions of Section 6.08.010.

Any person employed in the class of Head Board Specialist (Item No. 1108) prior to July 1, 1999, shall be entitled to advance three additional steps above the top of the effective salary range as specified in subsections A1, A6 or A7 of this section during such person's incumbency in the class. The first additional step shall be 11 levels above the top of the salary range; the second additional step shall be 22 levels above the top of the salary range; and the third additional step shall be 33 levels above the top of the salary range. Each step advancement shall be in accordance with the provisions of Section 6.08.010.

Effective July 1, 2007, these classes shall be compensated on a six step salary range, the sixth step being one standardized salary schedule higher than the top step as provided in A1 above. Advancement to the sixth step shall be granted in accordance with the provisions of Section 6.08.010.

Effective July 1, 2008, these classes shall be compensated on a seven step salary range, the seventh step being one standardized salary schedule higher than the top step as provided in A6 above. Advancement to the seventh step shall be granted in accordance with the provisions of Section 6.08.010.

Effective July 1, 2025, the class of Board Specialist (Item No. 1098) shall begin on the fourth step of the salary schedule and level provided for the class in Section 6.28.050.

Effective July 1, 2026, the class of Board Specialist (Item No. 1098) shall begin on the fifth step of the salary schedule and level provided for the class in Section 6.28.050.

The rate or rates established by this Section constitute a base rate.

B.

Additional Compensation—Special Assignment—Clerk to Assessment Appeals Board.

Any employee who is designated by the executive officer/clerk of the board of supervisors and is assigned to serve full-time as clerk to an assessment appeals board shall be entitled to receive, during the period of such full-time assignment, additional compensation of 5.5 percent or two salary schedules. Such additional compensation shall not constitute a base rate.

Effective with the pay period ending April 15, 2012 and upon notification to the board of supervisors by the chief executive officer that the human resources management system implementing this provision is fully operational, all provisions in Section 6.44.210, subsection B.1 shall remain in effect except that such a person meeting the aforementioned requirements shall be entitled to receive additional compensation of 5.6468 percent during the period of such full-time assignment. Such additional compensation shall not constitute a base rate.

(Ord. 2026-0004 § 28, 2026; Ord. 2012-0017 § 59, 2012; Ord. 2006-0084 § 31, 2006; Ord. 2006-0053 § 2 (part), 2006.)