On October 8, 2015, ACSS met with CalHR’s representative to talk about resolving salary compaction globally for all excluded state employees. Our efforts gained momentum to ensure that all supervisors and managers have at least a 10% minimum differential in salary above the employees they supervise.
In this meeting with CalHR, ACSS presented data to highlight specific classifications that don’t have a 10% differential above their subordinates such as in the CDCR Office of Education whose excluded employees make significantly less than those they supervise. The salary compaction information presented by ACSS focuses on those excluded classifications that ACSS represents. We urged CalHR to adopt ACSS’ proposals to address the pay compaction issues facing excluded state employees and recommended appropriation of funds for excluded employee special salary adjustments in the next budget cycle.
CalHR’s representative stated that CalHR will commit to give ACSS’ proposals careful consideration and pointed out that this administration has shown a willingness to establish a minimum salary differential between supervisors and their subordinates.
ACSS also addressed the issue of parity for increases in pay and benefit negotiated with rank and file state employees. MOU parity would include general salary increases and benefits like the Department of Water Resources Operational Availability Incentive Program provided to bargaining units 9, 11, and 12.
As always, ACSS continues to address the issue of salary compaction and will keep you updated with our diligent efforts to resolve compaction for all excluded employees.