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.
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.
Employees’ base salaries will be maintained.
24 prevents any further hiring into the classification and abolishes the
classification once it becomes vacant.
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
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.
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.
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
is recommended that domain(s) are documented in revised duty statements and job
advertisements. Domains will not be included in SCO or transactional data.
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.
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.
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
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.
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.
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
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.
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
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 email@example.com. 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: http://calhr.ca.gov/employees/Pages/Information-Technology-Class-Consolidation.aspx.
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
The new IT lists are three ranks. When
departments order certifications, they will be able to use preference flags for
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
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.
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
Yes. The SCO has
requested all positions be included on one 607.