State of California

  M E M O R A N D U M

  REFERENCE CODE:
  2001-016

  DATE:
  May 2, 2001

  TO:
  Employee Relations Officers
  Personnel Officers

  FROM:
  Department of Personnel Administration
  Classification and Compensation Division

  SUBJECT:
  Out-of Class Assignments - Managerial

  CONTACT:
  Sara Hull, Staff Personnel Program Analyst
  (916) 324-9416, CALNET 454-9416
  FAX: (916) 327-1886


  This memorandum provides clarification to departments 
  pertaining to managerial designated employees and out-of-
  class assignments.  Recently, the Department of Personnel 
  Administration (DPA) has received a growing number of 
  requests to approve compensation for managerial out-of-
  class assignments. DPA Rule 599.810 provides the means by 
  which nonrepresented employees (Supervisory and 
  Confidential) as defined in section 3527 (b) of the 
  Government Code (Ralph C. Dills Act) may work in a pre-
  arranged out-of-class assignment.  Specific provisions 
  governing out-of-class assignments, however, do not cover 
  individuals designated as managerial; therefore, managerial 
  employees are not eligible for out-of-class assignment pay.  
  Furthermore, no authority exists to assign managerial 
  employees out-of-class work.
  
  Absent statutory or regulatory provisions authorizing 
  managerial out-of-class assignments, DPA will not entertain 
  nor approve requests involving these situations.  
  
  Managerial classifications describe positions that have 
  broader responsibilities than those which are assigned to 
  supervisory and represented employees.  As members of the 
  management team, employees in managerial classes can 
  reasonably be expected to perform any task necessary to 
  ensure that a department meets its mission and goals.  For 
  a limited period of time, a manager can be expected to 
  fulfill a wide range of assignments not normally part of 
  his/her normal assignment and classification.  Consequently, "acting assignments" of 
  limited duration in any departmental programs should be considered a 
  normal part of the managerial class concept for which no compensation 
  should be promised or expected.
  
  If the duties are expected to exist for an extended period of time, 
  departments should consider alternate means of compensating managerial 
  employees.  Alternatives such as a limited-term appointment, temporary 
  reassignment of work to appropriately classified positions, rotating 
  assignment, training and development assignment, or Compelling 
  Management Need Assignment should be considered whenever possible.
  
  If departmental staff have questions regarding the information 
  contained in this memorandum, they may contact Sara Hull in the 
  Classification and Compensation Division.
  
  
  
  
  Michael T. Navarro, Chief
  Classification and Compensation Division