CEAs are State employees in high-level managerial positions. CEAs develop and implement policy. They may serve in a department Director's cabinet or form a department's executive staff. CEAs serve at the top levels in a department (first or second levels for small departments, top three for medium-sized departments, top four for large departments).
Any State employee with civil service eligibility can compete for a CEA position.
Prospective CEAs can get civil service eligibility two ways:
The department holds an exam that is tailored for the position. The department can review applicants' resumes, hold oral interviews, or both.
The department assigns each candidate a rank from one (top) to six. If at least five candidates make the top three ranks, the department can appoint anyone in the top three ranks. If less than five candidates make the top three ranks, the department can appoint anyone in however many ranks are necessary to have at least five candidates.
CalHR approves CEA positions at certain levels, with specific salary ranges that increase with the responsibilities of the position.
CEA monthly salary ranges as of July 1, 2015:
Newly appointed CEAs receive the minimum of the range or 5% over their most recent State salary. CEAs may receive a 5% annual increase at the hiring department's discretion, up to the maximum of the range.
Some exceptions and other rules apply. See CEA Salary Program (PML 2008-012)
The State can end a CEA appointment by giving 20 days advance written notice.
You can appeal to the SPB on certain grounds. For example, if the termination was based on age, sex, race, disability, religion, or political affiliation.
If you held a permanent or probationary civil service position, you have mandatory return rights to that position, in the same department where you held it.
You may have the right to receive 90 days of "red circle salary rate" equal to your CEA salary minus 5%. The department where you reinstate pays this rate.
Your benefits depend on whether you return to a Civil Service position.
For exempt or CEA employees returning to a managerial or supervisory Civil Service position (one excluded from collective bargaining), your payroll deduction for each benefit will continue without interruption. You don't need to do anything.
If you return to a rank-and-file position, you will lose:
All your other benefits will continue. Contact your personnel office to ensure you receive all your benefits.
You can extend some benefits under the Consolidated Omnibus Reconciliation Act (COBRA). Other benefits end when you separate or retire.
Some benefits differ depending on whether you separate or retire, as shown below. For other benefits, it doesn't matter.
Unless otherwise directed below, contact your personnel office if you have questions about how to continue various benefits.
Employees appointed to a position may elect CalPERS membership. CalPERS membership is obtained by filing an CalPERS Election Form.
If an employee returns to a civil service position, CalPERS membership continues. An employee should ensure the employing agency provides notification to CalPERS.
If employee does not have right of return to civil service classification or elects to separate or retire, the following options are available.
Your coverage ends. But, if you're using EAP services when you separate or retire, you can use the rest of your allotted sessions. Also, you can continue EAP coverage for six months if you're laid off.
You can continue to make contributions through the end of the plan year. Submit the Reimbursement Account Enrollment Authorization Form - STD 701R to CalHR to continue your contributions. Since you won't have taxable income, the contributions will no longer be pre-tax. If you don't continue contributing, you can only submit claims for expenses incurred before you separated or retired.
For more information, see the Group-Term Life Insurance page.
CalPERS administers health benefits. When you separate from State service, your health coverage will terminate. You may be eligible to extend your health benefits for up to 18 months under COBRA.
Your coverage ends. But, if you're receiving benefits when you separate or retire, services will continue on that legal matter.
You can extend your benefits for up to 18 months under COBRA. You pay the premium plus a 2% administration fee.