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This serves as a tool for Human Resources professionals to implement the IT classification consolidation. Please direct any specific questions to your department’s Human Resources Office.
Classification duty levels and salary ranges were compared to the proposed new series. Reallocation by the State Personnel Board action is class to class movement determined by the “to and from classes” as identified in the board memo dated January 11, 2018. Employee salary movement is determined by a percentage comparison of the maximums of the salary ranges from the old and new classifications and ranges.
No. Employees’ base salaries will be maintained.
Footnote 24 prevents any further hiring into the classification and abolishes the classification once it becomes vacant.
Incumbents are moved after meeting the Alternate Range Criteria associated with the specific classification. Incumbents will progress through ranges the same as in existing deep classifications. Examinations do not apply to Alternative Range movement.
Incumbents in Ranges A and B will remain in the Information Systems Technician or Computer Operator class until they reach Range C. At that time, they will be reallocated to the Information Technology Technician, Range A. Departments will be responsible to key those employees as they become eligible for Range C into the Information Technology Technician at Range A.
The mass update will include the movement to the classification and range indicated in the Board item for most individuals. Departments will need to key incumbents who are currently on probation, employees in excluded ranges, temporary appointments, and other transactions requiring departmental action.
No. The SCO will do a mass update that implements the movement indicated in the Board Item. Departments should verify that employees are placed in the correct range and determine whether the employee qualifies for a same day range change to another range based on the Alternate Range Criteria associated with the new deep classification.
It is recommended that domain(s) are documented in revised duty statements and job advertisements. Domains will not be included in SCO or transactional data.
These classes are specifically for the Legislative Data Center (LDC). We realize the LDC has classifications with the same name, however, those classes are for legislative service employees only and are broad banded classes; the specification, salary structure, and Minimum Qualifications differ from the new series. Departments need to verify they are using the correct classification codes for the new series.
Departments will need to submit updated organizational charts and reporting relationships as soon as possible to allow for review by your PMD Analyst to ensure conformance with the new class series. Departments should use form CalHR-771.
No, employees being reallocated into Fair Labor Standards Act (FLSA) exempt classifications will no longer be eligible for overtime compensation. Refer to the Bargaining Unit 1 Memorandum of Understanding, the Department of Labor’s website, or Section 10 of the State’s Pay Scale for more detailed information.
Incumbents currently on probation will be manually reallocated to the proposed classification and will complete the remainder of their probationary period as set by their original appointment classification. Hires made on or after January 31, 2018 will be required to complete the 12-month probationary period.
As indicated in the Tentative Agreement, negotiated with Service Employees International Union (SEIU), Local 1000, secondary range change determinations must be completed by April 25, 2018. If it is found the employee meets the criteria to qualify for a higher alternate range, the new placement shall occur by July 22, 2018, with an effective date of January 31, 2018.
Candidates would apply and compete for job openings as they do now. We also encourage employees to discuss cross-training opportunities with their supervisors as part of their Individual Development Plan.
Employees who feel they have been placed in the incorrect range, as a result of their secondary placement, must notify their supervisor within 90 days of their placement.
Yes. Departments will need to notify their employees if they qualified for a secondary range change.
Per California Code of Regulations, title 2, section 599.688, incumbents' Merit Salary Adjustment date (anniversary date) will not be reset as a result of reallocation movement.
If an incumbent's range change results in at least a five percent salary increase, the Merit Salary Adjustment date will be reset as a result of the range change. Please refer to California Code of Regulations, title 2, section 599.674 or 599.676, as identified on the applicable Alternate Range Criteria for further guidance.
No, if individuals have satisfactorily performed the duties or attained the necessary education as laid out in the Alternate Range Criteria, they shall be moved to a higher range.
Domains are used to help define the work being performed, as well as clarify how certification lists can be used to address desired skillsets when filling vacancies.
Yes, departments can utilize
CalHR’s Alternate Work Week Policy (http://www.calhr.ca.gov/employees/Pages/alternate-work-week-policy.aspx).
Departments will need to immediately assess all employees on T&D assignments to determine if employees will meet the Minimum Qualifications for the new classification by the expiration of their T&D agreement. If Minimum Qualifications will be met by the expiration of their T&D agreement, current T&D agreements will have to be modified to indicate the new classification. If Minimum Qualifications will not be met by the end of the assignment, agreements will need to be immediately terminated.
Experience gained in a generalist classification can only be used to meet the new IT minimum qualifications if it is a result of a documented and approved Out-Of-Class or T&D assignment.
No, the salaries tied to the old IT classifications are no longer applicable. Departments will need to complete a salary determination for placement in the new IT classification based on the new salary range. Departments will then need to contact the potential candidate to inform them of the change in the classification and salary.
As part of the CalHR Delegation Project, departments are no longer required to obtain approval from CalHR to utilize "formerly restricted classifications" (e.g., SSM I Specialist). In keeping with that policy, delegated departments do not need to request CalHR approval to establish the new ITS III classification. Additionally, departments are no longer required to report use of the ITS III if the position meets the classification specification and allocation guidelines.
Yes. Departments have the ability to use their IT managers and supervisors to supervise lower-level staff in addition to the supervision requirements listed in the allocation guidelines.
Departments shall send the SEIU report via email to
firstname.lastname@example.org. These reports shall be sent the week of June 25, 2018 through June 29, 2018 and capture data covering the dates of January 31, 2018, through June 25, 2018.
Yes. Departments will need to report employee movement on excluded employees in addition to rank and file. Templates for both reports can be found on the CalHR website at:
Yes, department certification lists created on or before January 30, 2018, will be active for 180 days to complete recruitments that ended by January 11, 2018 and certifications should be used as appropriate lists for the new classifications.
Appointments made on or after January 31, 2018, must be made to the new IT classifications.
The new IT examinations were released on January 31, 2018.
The new IT lists are three ranks. When departments order certifications, they will be able to use preference flags for specific domains.
Yes, competitors must take the new IT examinations to obtain eligibility for the new IT service-wide classifications. Departments with departmental IT eligibility lists for current classifications must notify eligible candidates of the need to take the new CalHR IT examinations. Those previously on CalHR eligible lists have been notified through their CalCareer accounts or by mail depending on their preferences in their accounts.
Eligible lists are expected to be available during the first week of February 2018.
Preference flags can be used when ordering a certification to certify the domain preference for the vacant position. Eligible candidates may still apply and be considered for domains in which they did not choose a preference flag as the flag is tied to the domain, rather than the class. Minimum Qualifications are based on the classification, not the domain.
511Bs can be found on the ECOS Grapevine website.
No. Departments may submit one 607 to the State Controller’s Office (SCO) with an attachment showing all of the reallocations and new position numbers. A separate 607 must be filed out for each agency code. The 607 should include a listing of all classifications to be reallocated including filled and vacant positions.
The 607 related to this reallocation is not to be sent to the Department of Finance.
Departments must send the 607 to SCO no later than close of business, March 31, 2018.
Please refer to section C 407 of the Payroll and Procedures Manual (PPM) for guidance.
SCO’s Position Control will receive an error report within 2 days after 607 is keyed. The SCO will then research and correct the error if possible. SCO may need to contact the sender or send the document back if more information is needed. SCO’s Position Control can only key updates on Tuesdays and Thursdays.
No. Departments will have to manually reallocate vacant positions.
Yes. The SCO has requested all positions be included on one 607.