To: Board of Supervisors
From: Monica Nino, County Administrator
Report Title: Establish the class of Senior Deputy Director, Conservation and Development - Exempt and add two positions in the Department of Conservation and Development.
☒Recommendation of the County Administrator ☐ Recommendation of Board Committee
RECOMMENDATIONS:
ADOPT Position Adjustment Resolution No. 25938 to establish the class of Senior Deputy Director, Conservation and Development - Exempt (4AD1), allocate it to the Salary Schedule at Salary Plan and Grade B85 1031 ($17,503 - $19,297), and add two positions in the Department of Conservation and Development.
FISCAL IMPACT:
100% Land Development Fund.
BACKGROUND:
The County Administrator's FY 24/25 Recommended Budget included a proposal for two positions in the Department of Conservation and Development, subject to the completion of a job specification and salary study. With these studies now finished, it is recommended to establish the job class of Senior Deputy Conservation and Development Director and to add two positions within this class to enhance work integration and plan for future department leadership.
The creation of two new leadership positions is part of a phased reorganization that started with removing the Land Information and Business Operations Manager role. Two Deputy positions were upgraded to Sr. Deputy-Exempt, addressing new programs, succession planning, and manager retirements.
These changes recognize the department's management of various multi-jurisdictional planning efforts such as Envision Contra Costa, the Climate Action and Adaptation Plan, the Sea Level Rise/Resilient Shoreline Study, the Carbon Sequestration Study, the California Housing Element, affordable housing development, the Just Transition Economic Revitalization Plan, the Green Empowerment Zone, the Northern Waterfront Economic Development Initiative, the Accessible Transportation Strategic Plan, Illegal Dumping, Delta Water planning, and commercial cannabis. These long-term programs often involve federal/state funds, necessitating additional management, accountability, and reporting.
The job classification study concludes that the new class and positions will contribute significantly to achieving the department's long-term organizational management objectives.
CONSEQUENCE OF NEGATIVE ACTION:
If the recommendation is not approved, the current situation will persist and succession planning will continue to be unaddressed.