All Departments

An individual in a management classification who is assigned to lead a special project or assignment shall receive a differential of up to 10%, in addition to all other compensation. Assignments must meet criteria for special project as determined and approved by the Human Resources Department and must be for short-term assignments, with end dates and demonstrated alignment to performance and organizational goals. Authorization for such differential must be requested by the department head and is subject to review and approval by the Human Resources Director.

Board of Supervisors

The Office of the Board of Supervisors Districts One, Two and Five may be staffed with three positions. The salary of any individual in any of these three positions may not exceed the top step of the classification plus ten percent provided that the total salaries of the combinations cannot exceed the combined top step salary for two Senior Legislative Aides and one Legislative Aide.

The Office of the Board of Supervisors Districts Three and Four may be staffed with four positions. The salary of any individual in any of these four positions may not exceed the top step of the classification plus ten percent provided that the total salaries of the combinations cannot exceed the combined top step salary for two Senior Legislative Aides and two Legislative Aides.

Coroner’s Office

The Coroner–Elective and Assistant Coroner–Unclassified shall receive a two and a half percent (2.5%) differential if they possess a Peace Officer Standards and Training certificate or a seven and a half (7.5%) differential if they possess an Advanced Peace Officer Standards and Training certificate issued by the Commission of Peace Officer Standards and Training of the California State Department of Justice in addition to all other compensation. No individual may have both pay differentials.

County Executive’s Office

At the discretion of the County Executive or their designee, Management Analysts and Senior Management Analysts assigned to lead a Countywide special project, or a functional area shall receive up to a ten percent (10%) pay differential in addition to all other compensation. The amount of the allowance is at the discretion of the County Executive or their designee.

County Library

A Library Services Manager assigned by the Director of Library Services to administer a library-wide program with significant impact to library staffing and organizational policies, strategies and culture shall receive up to 10% differential, in addition to all other compensation. No more than three Library Services Manager may be assigned this differential at any given time. The amount of allowance, not to exceed 10% is at the discretion of the Director of Library Services.

District Attorney’s Office

Career Incentive Allowance: Employees in the classification of Chief Inspector who have successfully completed a probationary period and who hold permanent status shall be eligible to receive an incentive equating to a two and a half percent (2.5%) of base pay per biweekly pay period in addition to all other compensation if they possess the basic Peace Officer Standards and Training certificate or seven and a half percent (7.5%) of base pay per biweekly pay period in addition to all other compensation if they possess the advanced Peace Officer Standards and Training certificate issued by the Commission of Peace Officer Standards and Training of the California State Department of Justice. No individual may have both pay differentials.

Information Services Department

An IS Manager who is assigned by the ISD Director to supervise Level II IS Project Managers and/or temporarily supervise other IS Managers shall receive a 5% differential in addition to all other compensation. An IS Manager who is assigned by the ISD Director to direct a large-scale, Countywide information services project shall receive a 10% differential in addition to all other compensation. No IS Manager will have both a 5% and 10% differential. This differential pay will be removed when the assignment ends. Usage of this differential pay shall be reviewed annually by ISD management.

Health System

Managing Physicians who obtain a Board Certification in a specialty that is their main assignment or a specialty area that is not their main assignment but is deemed by the Chief of the Health System or their designee to provide added value to the County shall receive a 5% Board Certification differential, in addition to all other compensation. No managing physician shall receive more than two Board Certification differentials.

Clinical Services Managers I – Nursing working in Family Health Services and supervising Senior Public Health Nurses shall receive a differential in the amount necessary to ensure the base pay for Clinical Services Manager I – Nursing is one step higher than the base pay for Senior Public Health Nurse.

Clinical Services Manager I – Nursing or Clinical Services Manger II – Nursing designated as the Director of Public Health Nursing shall receive a differential of five percent (5%) in addition to all other compensation. Only one employee at a time may be so assigned.

Employees in the classifications Clinical Services Manager I and Clinical Services Manager II who are responsible for managing nursing units that are a 24 hour per day/7 day per week operation shall receive a differential of five percent (5%) in addition to all other compensation.

The employee in the classification of Clinical Services Manager – Pharmacy shall receive a five percent (5%) differential in addition to all other compensation.

Medical Directors assigned supervisory responsibility for Supervising Adult Psychiatrists shall receive a differential pay in the amount necessary to ensure that its base pay is two steps higher than the base pay for Supervising Adult Psychiatrist. Medical Directors assigned supervisory responsibility for Supervising Child Psychiatrists shall receive a differential pay in the amount necessary to ensure that its base pay is two steps higher than the base pay for Supervising Child Psychiatrist.

Management Nursing Personnel shall be paid the same shift differential as that set for Registered Nurses in their Memorandum of Understanding.

Public Works Department

Management employees licensed by the State of California as Registered Civil Engineers shall be reimbursed by the County for the fees associated with such professional registration.

Deputy Directors who are licensed by the State of California as Civil Engineer shall receive a five percent (5%) differential, in addition to all other compensation.

A Senior Capital Projects Manager who is licensed by the State of California as an Engineer or Architect AND designated by the Director of Public Works or the Project Development Unit Director to use such license in managing a large-scale project shall receive a 5% differential, in addition to all other compensation.

Sheriff’s Office

Management Law Enforcement employees shall receive the following payments if appropriate:

Career Incentive Allowance: Sheriff, Undersheriff, Assistant Sheriff and Captains who have successfully completed a probationary period and who hold permanent status shall be eligible to receive an incentive equating to two and a half percent (2.5%) of base pay per biweekly pay period in addition to all other compensation if they possess the basic Peace Officer Standards and Training certificate or seven and a half percent (7.5%) of base pay per biweekly pay period in addition to all other compensation if they possess the advanced Peace Officer Standards and Training certificate issued by the Commission of Peace Officer Standards and Training of the California State Department of Justice. No individual may have both pay differentials.

Shift-Differential: Shift differential pay is pay at a rate that is one step above the employee’s base pay in the salary range for their classification. If the base pay is at the top step, shift differential pay shall be computed at one step above such base pay. Employees shall be paid shift differential for all hours so worked between the hours of 6:00 p.m. and 6:00 a.m.

Uniform Allowance: Management Law Enforcement personnel who provide their own uniforms and equipment shall receive reimbursement consistent with the reimbursement provided to represented law enforcement employees.

Miscellaneous

On-call for Management Personnel: Management personnel shall be paid $2.00 per hour for each hour they are required by the Department Head to be in an on-call status. On-call pay shall be authorized based on the following criteria:

 Federal and/or state regulations require a management employee to be on-call, or

 The department mission necessitates a manager to be on-call as determined by the Department Head

And

 The manager is required to be available to be reached by phone or text message, and

 The manager must respond to phone or text message contact within 15 minutes when called

And

 The manager cannot receive on-call when:

o using vacation, sick leave or other paid or unpaid leave

o working

o on meal break

Such designation is subject to the approval of the County Executive.

Management employees who practice law:

The County shall pay actual cost of membership in the California State Bar Association on behalf of each Management Employee who works as an attorney for the County. This specifically includes, but is not limited to, annual state bar dues and the costs associated with state bar required fingerprint background check.

The County shall pay the actual cost of annual membership in the San Mateo County Bar Association on behalf of each management employee of the County Attorney’s Office who works as an attorney for the County.

The Appeal Procedure outlined in Section 24 of the Attorney Resolution shall also apply to employees occupying Chief Deputy County Attorney and Assistant County Attorney positions. However, Chief Deputy County Attorneys and Assistant County Attorneys may be demoted to the highest Deputy County Attorney position and salary step (Deputy IV E) without cause or a right to the above Appeal Procedure.

Bi-lingual Pay: Management positions are not eligible for bi-lingual pay.

Employer-Paid Contribution to Deferred Compensation:

Effective December 27, 2020 any employee in the County Executive or Senior Management Level (Department Head, Deputy Director, Assistant Director, Division Director, Chief Deputy, Assistant Deputy District Attorney/County Counsel) positions who meet San Mateo County Employees’ Retirement Association’s (SamCERA) definition of a new member under the Public Employees’ Pension Reform Act (PEPRA), shall receive an employer paid contribution to their Deferred Compensation Plan. The County Executive shall receive an employer paid contribution in the amount equivalent to six percent (6%) of the employee’s base salary and all other positions shall receive three percent (3%) of the employee’s base salary. The contribution shall be deposited each pay period to a 401(a) Plan. The percentage of base pay contribution rate is intended as a guideline for the contribution and does not guarantee a specific amount of contribution. All contributions must be subject to applicable limitations imposed by State and Federal law, including limitations on the amount of employer contributions, as set forth under PEPRA and Internal Revenue Codes. As stated in PEPRA, employees eligible for employer contributions towards deferred compensation do not have a vested right to continue to receive such contributions. This benefit can be extended to newly hired employees in hard-to-fill management positions who meet SamCERA’s definition of a new member under PEPRA. “Hard-to-Fill” management positions shall be defined by and subject to pre-approval by the Human Resources Director. As stated in PEPRA, employees eligible for contributions do not have a vested right to continue to receive such contributions.

Relocation Allowance

A. The County may provide a one-time Relocation Allowance of up to $30,000 in order to alleviate the costs of relocation related expenses, for any new hires into a Department Head, Deputy or Assistant Department Head position; or a hard-to-fill management position, as determined by the Human Resources Director or their designee.

B. Any offers to pay Relocation Allowance require prior approval by the Human Resources Director. Each request will be reviewed on an individual basis, taking into consideration the reasonableness of the request.

C. The Relocation Allowance is non-retroactive and applicable only to qualified new hires whose start date is on or after the effective date of this resolution. This allowance is not applicable to current County employees.

D. Amount of allowance will depend on level of the position in the organization, recruitment history and distance between the new hire’s old residence and new workplace and is not to exceed $30,000.

E. New hire must repay Relocation Allowance if employment with the County is terminated within a 12-month period.

Restoration of Sick Leave Hours and Vacation Accruals for Re-hires

The Director of Human Resources is authorized, upon the request of a hiring Department Head, to restore sick leave and grant advanced vacation accrual rates to former regular County employees hired on or after December 8, 2024, who are re-hired within five years of separation from the County, provided that the sick leave is restored at the same amount as held by the employee when the employee left County employment, and the vacation accrual rate will be established at no greater than that held when the employee left County employment.