Salary Equity Adjustments. Effective the first full pay period of July 2019, or in the in the first full pay period following adoption of the Agreement, whichever is later, the rate of pay for the classifications listed below shall be increased as follows: Clinic Registered Nurse I: 1.32% Clinic Registered Nurse I – Bilingual: 1.32% Clinic Registered Nurse II: 1.32% Clinic Registered Nurse II – Bilingual: 1.32% Senior Registered Nurse: 1.32% + 0.68% = 2.0% Detention Registered Nurse: 4.77% Mental Health Nurse Practitioner: 1.75% + 3.25% = 5.0% Detention Nurse Practitioner: 1.75% + 3.25% = 5.0% Nurse Practitioner: 1.75% + 3.25% = 5.0% Nurse Practitioner – Bilingual: 1.75% + 3.25% = 5.0% Public Health Nurse I: 2.48% Public Health Nurse I – Bilingual: 2.48% Public Health Nurse II: 2.48% Public Health Nurse II – Bilingual: 2.48% Senior Public Health Nurse: 2.48% + 0.52% = 3.0% Senior Public Health Nurse – Bilingual: 2.48% + 0.52% = 3.0% Mental Health Registered Nurse: 2.0% Detention Licensed Vocational Nurse: 6.19% (The County agrees to use the markets proposed by MAPE for this negotiation only. The parties may re-address this issue in subsequent negotiations.)
Salary Equity Adjustments. The County will complete a salary survey for benchmark classifications by March 31, 2022. For this round of salary surveys only, the County will use the jurisdictions table below. The parties will meet and confer only on the classifications that are below market AND/OR classifications with demonstrated recruitment problems. The County will make adjustments up to a maximum of $250,000 for all three MAPE contracts ongoing for the salary survey. The adjustments will be effective the first full pay period of July 2022. The following agencies will be surveyed: Counties: Alameda, Contra Costa, Napa, San Francisco, San Mateo, Santa Xxxxx, Santa Cruz, Solano, and Sonoma Cities: San Francisco and Berkeley All classifications identified as below median in the County’s attached survey will be brought to market effective August 21, 2022. See Attachment B.
Salary Equity Adjustments. Effective the first full pay period in July 2018, or in the first full pay period following adoption of the agreement, whichever is later, the rate of pay for the following job classes will be increased as follows: Assistant Chief Fiscal Officer-H&HS 1.05% Audit Manager 1.05% Chief Deputy Public Administrator 1.05% Chief Deputy Recorder-County Clerk 1.05% Chief Investigator Special Investigations Unit 1.42% Chief of Sheriff’s Fiscal Services 1.05% Collections Manager 1.05% BHRS Division Director 1.42% BHRS Program Manager 1.42% Epidemiology Manager 1.42% Public Health Division Director 1.42% Public Health Program Manager 1.42% Social Services Division Director 1.42% Social Services Program Manager 1.42% Senior Librarian 2.07% Principal Landscape Architect 2.52% Quality Improvement Coordinator 2.30% Supervising Public Health Nurse 5.53% Airport Manager 2.70% Emergency Medical Services Administrator 2.73% Nursing Services Manager 2.73% Supervising Registered Nurse 2.73% Victim Witness Program Supervisor 5.63% Effective the first full pay period in July 2019 the rate of pay for the following job classes will be increased as follows: Airport Manager 2.68% Emergency Medical Services Administrator 2.72% Nursing Services Manager 2.72% Supervising Registered Nurse 2.72% Victim Witness Program Supervisor 5.62%
Salary Equity Adjustments. Effective the first full pay period in July 2018, or in the first full pay period following adoption of the agreement, whichever is later, the rate of pay for the following job classifications will be increased as follows: Cadastral Mapping Technician I 7.87% Cadastral Mapping Technician II 13.34%
Salary Equity Adjustments. Effective September 19, 2021, the rate of pay for the following job classifications will be increased as follows: Sign Fabricator 4.88% The County will complete a salary survey for benchmark classifications by March 31, 2022. For this round of salary surveys only, the County will use the jurisdictions described below. The parties will meet and confer only on the classifications that are below market AND/OR classifications with demonstrated recruitment problems. The County will make adjustments up to a maximum of $250,000 for all three MAPE contracts (i.e., General Unit, HHS Unit and Nurses) ongoing for the salary survey. The adjustments will be effective the first full pay period of July 2022. The following agencies will be surveyed: Counties: Alameda, Contra Costa, Napa, San Francisco, San Mateo, Solano, and Sonoma Cities: San Francisco, Berkeley, Novato, Palo Alto, San Xxxxxx, Santa Xxxx, and Vallejo All classifications identified as below median in the County’s attached survey will be brought to market effective August 21, 2022. See Attachment B.
Salary Equity Adjustments. Effective the first full pay period following ratification by the Union and adoption of the Agreement by the Board of Supervisors, the rate of pay for the following job classes will be increased as follows: Director of Probation Services 3.22% (2022) Probation Supervisor 5.00% (2022) & 1.49% (First full pay period in July 2023)
Salary Equity Adjustments. In addition to the salary increases specified above, the University may provide salary adjustments in order to retain a faculty member, when market demands affect the quality of an academic unit, and to correct a “gross inequity including, but not limited to, situations of salary inversion and compression” (Article
Salary Equity Adjustments. Effective the first full pay period of July 2017, or in the in the first full pay period following adoption of the Agreement, whichever is later, the rate of pay for the classifications listed below shall be increased as follows: Detention Registered Nurse: Two and one half percent (2.5%) Detention Nurse Practitioner: One half of one percent (0.5%) Clinic Registered Nurse II: One half of one percent (0.5%) Senior Registered Nurse: One half of one percent (0.5%) Public Health Nurse II: One half of one percent (0.5%) Public Health Nurse II Bilingual: One half of one percent (0.5%) Senior Public Health Nurse: One half of one percent (0.5%) Senior Public Health Nurse Bilingual: One half of one percent (0.5%) Mental Health Nurse Practitioner: One half of one percent (0.5%) Effective the first full pay period of July 2018, the rate of pay for the classifications listed below shall be increased as follows: Detention Registered Nurse: Two percent (2.0%)
Salary Equity Adjustments. Effective August 16, 2015 (the pay period in which the parties reached a Tentative Agreement), the salaries of MAPE General Bargaining Unit classifications shall be adjusted according to the market salary survey results conducted by the County in the Spring of 2015. The classifications and the amounts are listed on “Attachment B.” Equity adjustments beyond four percent (4%) shall be split equally between the first and the second year of the contract, with the second half of the adjustment being effective the first full pay period of July 2016.
Salary Equity Adjustments. Effective the first full pay period in July 2022, or in the first full pay period following adoption of the agreement, whichever is later, the rate of pay for the following job classes will be increased as follows: Administrative Services Associate 2.70% Administrative Services Manager 2.70% Administrative Services Officer 2.70% Administrative Services Technician 2.70% Assessment Recording County Clerk Supervisor 1.15% Assistant Chief Fiscal Officer – HHS 5.00% Associate Architect 3.00% BHRS Division Director 2.67% BHRS Program Manager 2.67% BHRS Peer Program Coordinator 1.32% Capital Planning Project Manager I 3.00% Capital Planning Project Manager II 3.00% Capital Planning Project Manager III 3.00% Chief Deputy Recorder – County Clerk 9.04% Chief Investigator SIU 2.67% Chief of Construction 3.00% Chief of Natural Resources 2.51% Chief Park Ranger 0.66% Chief Public Defender Investigator 13.68% Consumer & Community Mediation Coordinator 0.23% Eligibility Program Specialist 4.39% Eligibility Supervisor 4.39% EMS Administrator 0.59% Engineer I 3.00% Engineer II 3.00% Engineering Assistant 3.00% Epidemiology Manager 2.67% Food Services Supervisor 9.96% Legal Process Supervisor 4.75% Library Services Manager 2.23% Medical Director-Mental Health 2.67% Medical Records Supervisor 1.15% Nursing Services Manager 0.59% Office Services Supervisor 1.15% Park/Open Space Superintendent 0.66% Planning Manager 2.51% Principal Landscape Architect 2.51% Principal Planner 2.51% Principal Transportation Planner 2.51% Public Guardian/Conservator 2.67% Public Health Division Director 2.67% Public Health Program Manager 2.67% Public Health Unit Supervisor 4.39% Public Works Program Manager 2.51% QI Coordinator 6.94% Senior Librarian 2.23% Senior Program Coordinator 1.32% Sheriff’s Legal Processing Manager 4.75% Social Service Division Director 2.67% Social Services Program Manager 2.67% Social Service Unit Supervisor 4.39% Storm Water Program Administrator 2.51% Supervising Child Support Officer 4.39% Supervising Employment Development Counselor 4.39% Supervising Public Health Nurse 1.81% Supervising Behavioral Health Nurse 0.59% Supervising Reprographic Technician 1.15% Veterans Services Officer 1.32% Victim/Witness Program Supervisor 0.23% Water Resources Manager 2.51% WIC Lactation Consultant 1.32%
