To: Board of Supervisors
From: Human Resources
Agenda Section: Consent
Vote Requirement: Majority
SUBJECT:
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Modification to the 2022-2024 and 2024-2026 Management & Confidential Compensation Plans to Ensure Compliance with CalPERS Pensionable Pay
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RECOMMENDATION(S):
Recommendation
That the Board of Supervisors:
1. Adopt the Resolution (Attachment 1) modifying Section 12K of the 2022-2024 Management & Confidential Compensation Plan and Section 13G of the 2024-2026 Management & Confidential Compensation Plan to reflect the distinctions between Temporary Upgrade Pay and Out-of-Class Compensation.
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STRATEGIC PLAN:
This action supports the following areas of your Board’s Strategic Plan.
Area of Focus: Workforce & Operational Excellence
Strategic Plan Category: 3001 - Support a well-trained workforce
DISCUSSION:
The County of Humboldt Human Resources Department (HR) is proposing amendments to the language governing Differential Pay for Working Out of Class in the 2022-2024 and 2024-2026 Management & Confidential Compensation Plans to clarify the distinction between Out-of-Class Compensation and Temporary Upgrade Pay. The proposed amendments are intended to provide greater clarity regarding the circumstances under which each type of compensation applies and to appropriately distinguish the treatment of each type of pay for retirement reporting purposes. The proposed language has been reviewed and approved by the California Public Employees’ Retirement System (CalPERS) and is intended to ensure the Compensation Plans accurately reflect the County’s compensation practices. The Differential Pay for Working Out of Class will be updated to reflect the following:
G. Differential Pay for Working Out of Class
1. Temporary Upgrade Pay
When an employee covered by this agreement is assigned to perform the full duties of a classification with a higher pay range, the employee will receive compensation as if promoted to the higher paid classification for the time performing these duties.
2. Out of Class
When an employee covered by this agreement is assigned to perform the principal duties of a higher classification, the employee will be compensated for the assignment as if promoted to the higher classification, provided that the assignment is for ten (10) consecutive workdays or longer. Payment of such additional compensation shall be for the entire time worked in this assignment.
FINANCIAL IMPACT:
There is no funding impact associated with this item because the county is already making the correct contributions and paycheck deductions to CalPERS.
STAFFING IMPACT:
This item will not impact staff because this language supports current compensation and retirement reporting practices.
OTHER AGENCY INVOLVEMENT:
CalPERS
ALTERNATIVES TO STAFF RECOMMENDATIONS:
The Board of Supervisors could choose not to adopt this item, but it is not recommended as the language in the referenced Compensation Plans does not reflect the compensation as it’s intended to be paid and reported to CalPERS.
ATTACHMENTS:
Resolution
PREVIOUS ACTION/REFERRAL:
Meeting of: 12/16/2025, 01/04/2022
File No.: 25-201, 22-25