August 29, 2006

Dear ACSS Members:

The new pay package for excluded employees is finally a reality. But is it enough? No! ACSS knows it should be supersized, but it is the first "baby step" in the State’s long walk toward salary improvements for YOU, members of the State’s Management Team. (See details of DPA’s announced Excluded Employee Compensation Program on the back of this letter, then check www.ACSSonline.org for regular updates.)

This pay package wasn’t "given" to excluded employees by a benevolent employer. Instead, it is the result of months-long – even years-long – efforts by your ACSS Board, staff, activists and members to get you this raise by educating top-level State officials on the difference between rank-and-file and excluded employees, the growing salary compaction issues between these two employee groups and, most importantly, the value of managers, supervisors and confidentials to the successful operation of State government.

ACSS knows these announced salary enhancements cannot make up for the many years you’ve gone without a pay raise, or soothe the sting you’ve felt at being an "afterthought" in State employee salary determinations. ACSS is not sitting back accepting a small increase when, in fact, it’s time for regular salary increases that should be dependable, predictable and forthcoming in a timely manner.

ACSS has already scheduled meetings with cabinet-level decision-makers as we work to fix the haphazard salary-setting process for managers, supervisors and confidentials.

As a member of the State’s Management Team, you need to speak up about your salary issues. Join your ACSS colleagues – at your local Chapter meetings, quarterly Board meetings, and especially at the legislative level by letting your elected Senator and Assemblymember get to know you personally and what your issues are. Together, we can work to further educate the Administration and the Legislature about employee issues ... and ensure that your career and your pocketbook are both rewarded.

There’s strength in numbers, so don’t wait to get involved. It’s your career!

Tim P. Behrens, President

Excerpts from DPA’s Personnel Management Liaison 2006-032 dated Aug. 29, 2006

General Salary Increase (GSI)
Retroactive back to July 1, 2006, excluded employees will receive a GSI of 3.5%. Exceptions will be identified through a pay letter.

One-Time Payment
Excluded employees will receive a one-time payment of up to $1,000. The eligibility criteria for this will be announced through a pay letter.

Inequity Adjustments
Classifications with a salary separation (at maximum) of less than 5% shall have the salary range maximum adjusted to establish a 5% differential. Where appropriate, this adjustment will be passed on to higher level classes in the series. Pay letters will be issued to identify the specific classifications that are to receive inequity adjustments.

Labor Market Adjustments
Effective Jan. 1, 2007, excluded classifications impacted by the labor market adjustments provided to rank-and-file classes will have the maximum rate of the salary range adjusted to maintain an adequate salary separation between classes in the series. The specific classifications that are to receive labor market adjustments will be announced in a pay letter later this year.

Health Benefits (Co-Ben)
Excluded employees will continue to have their health benefits based on the 85/80 formula.

Excluded employees affiliated with Bargaining Units 2 (attorneys), 5 (CHP), 6 (Corrections) or 9 (professional engineers) who received salary increases July 1 tied to the rank-and-file employees they supervise are not covered by this package.

The excluded employee pay program described in PML 2006-032 does NOT apply to exempt employees (appointees) or to CEAs.