State of California

  M E M O R A N D U M

  REFERENCE CODE:
  2000-049

  DATE:
  August 10, 2000

  TO:
  Personnel Officers

  FROM:
  Department of Personnel Administration
  Policy and Operations Division

  SUBJECT:
  Personnel Services Specialist II

  CONTACT:
  Camille Hollis, Personnel Management Analyst
  (916) 324-3860, FAX: (916) 327-1886
  Email: CamilleHollis@dpa.ca.gov


  
  This is to notify all departments of a provision in the 
  memoranda of understanding (MOU), between the State 
  employer and State Bargaining Unit 1, affecting the 
  allocation of positions to the Personnel Services 
  Specialist II (PSS) classification level. The MOU, 
  Section 11.26 for Unit 1, specifies that the State issue 
  allocation guidance to departments to reallocate positions 
  from PSS I to PSS II, when sufficient job complexity 
  exists.  This memo clarifies the class specification 
  allocation language for the PSS II to allow for these 
  reallocations.  
  
  In addition to the existing class specification language, 
  the following factors should be reconsidered:
  
  Variety and complexity of work, independence of action 
  and decision, supervision received, supervisory 
  responsibilities, level and amount of personal contact 
  with employees and the public serve as the major 
  differentiating factors between individual classes.  
  Additional considerations which enter into 
  determinations of borderline allocations include such 
  things as widespread and numerous field offices; 
  24-hour operations; large seasonal operations; high 
  turnover; high overtime; number of classes used; 
  number of employees served; number of attendance 
  reporting units; number of bargaining units used; the 
  degree of independence and judgment required in 
  resolving personnel problems; and the consequence of 
  error. 
  The number of PSS I positions reallocated to the PSS II level will 
  depend upon how many positions meet the allocation factors described 
  in the class specification and the duties to be performed (most 
  difficult and complex).
  
  Positions with responsibility for any of the duties listed below are 
  considered good candidates for potential reallocation to the PSS II 
  level when the allocation factors are met and sufficient job 
  complexity exists.  Complexity covers the nature, number, variety, and 
  intricacy of tasks, steps, processes, or methods in the work 
  performed; the difficulty in identifying what needs to be done; and 
  the difficulty and originality involved in performing the work.
  
  
  DUTIES
  
  Health Benefits
  Position Control (Sections 20 & 41 and Schedule 8 & 
  Position Control (Sections 20 & 41 and Schedule 8 & Vacancy Reporting)
  Board of Control Claims
  7K Work Schedule Reporting
  Taxable Payroll Item (Uniform, Meals, Footwear, etc.)
  Subpoenas/Court Orders (Garnishments and Tax Levies)
  FMLA
  Conflict of Interest
  Account Receivable/Salary Advance Reconciliation
  Salary Determination Calculations
  Special Transaction Operation Projects (i.e., Procedures 
  Special Transaction Operation Projects (i.e., Procedures Development)
  Interest Calculations (Settlements and Back Pay Awards)
  Information Technology Liaison-Automated 
  Information Technology Liaison-Automated Personnel/Payroll Systems
  Exempt/CEA Transactions
  
   
  Reallocation of positions to the PSS II level should follow normal 
  classification plan practices.  Although departments are delegated 
  allocation decision authority at the PSS II level, departments 
  considering allocation changes that appear exceptional in nature 
  should seek assistance from their DPA departmental analyst.  
  Application of this Personnel Management Liaison (PML) memo is subject 
  to a bargaining cycle audit by DPA.
  
  Questions regarding this memorandum or the provisions of the MOU may 
  be addressed to Camille Hollis, Personnel Management Analyst, 
  at (916) 324-3860.
  
  
  
  
  Peter J. Strom
  Chief