The first discussion that took place involved ACSS President Tim Behrens expressing to Director Gilb that he would like to see a minimum of five percent (5%) salary adjustment be given to all excluded employees in the first quarter of the new year. Director Gilb indicated that the vast majority of excluded employees will receive a 2%-4% cost-of-living adjustment at the beginning of the next fiscal year (July 1, 2007), but nothing before that date. Mr. Gilb informed ACSS that the Governor’s office is anticipating a $5 billion deficit in 2007, in addition to a possible down-swing in the economy. Gilb stated that asking for anything more than the above-mentioned COLA would be difficult.
Previously, DPA informed ACSS that the labor market adjustments provided to various rank and file classes would be extended to supervisors and managers in related classes. As a result of inquiry on this subject DPA explained that they are finalizing the pay letters and expect to publish them in December. ACSS will send out an E-Blast and post this information on our Web site as soon as we receive it.
ACSS continued to pursue improvements and asked about increases to such items as per diem, adding Orange County to the geographic list of high cost areas and the reinstatement of the 401(k) program. Director Gilb responded by sharing that he would like to see some improvements in benefits for excluded employees and showed interest in our suggestions. He said he is considering requesting the return of the vacation buy-back program for excluded employees — which would allow employees to cash out a specific number of days/credits of vacation, PLP, etc. ACSS acknowledged interest in anything that would provide additional benefits to its membership.
In addition to the above, there was continuing discussion about the necessity to revamp the current classification system for excluded employees. ACSS has raised concerns over the past few years that the current classification structure is too voluminous and cumbersome and needs to be updated. DPA acknowledged similar concerns. ACSS supports the concept of a pared-down version such as the Federal Government GSI structure.
Director Gilb reiterated what he shared in his presentation before the ACSS Board of Directors on November 4th, his desire to reward competence, skills, education, growth and development with appropriate compensation. Refocusing on these assets would be a start to answer such questions as “How do we recruit new employees? How do we improve our standards?” DPA indicated they were meeting jointly with the State Personnel Board next month to discuss these types of matters and more. Stay tuned!
In closing, ACSS followed up with DPA’s offer to hold regularly scheduled monthly meetings. Director Gilb expressed concurrence in getting these meetings scheduled so he could include representatives from other departments in discussions that impact not only excluded employees, but those departments as well.
Continue to check our Web site for new updates on meet and confers between ACSS and DPA.