2023 - 2026 DSLEM Memorandum of Understanding:   Article 4: Salaries and Administration of the Salary Schedule

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What’s on this Page

• 4.1 Salaries
• 4.2 Salary Upon Appointment
• 4.3 Consideration Upon Reappointment or Return
• 4.4 Extra Help to Extra Help Appointment
• 4.5 Return of Extra Help Employees
• 4.6 Salary Upon Restoration
• 4.7 Salary Upon Promotion
• 4.8 Advanced Salary Upon Promotion
• 4.9 Salary Upon Demotion During Probation (Failed Probation)
• 4.10 Salary Upon Involuntary Demotion
• 4.11 Salary Upon Voluntary Demotion
• 4.12 Salary Upon Reappointment From Voluntary Demotion
• 4.13 Salary Upon Transfer
• 4.14 Salary Upon Reallocation of Class
• 4.15 Salary Upon Reclassification of Position
• 4.16 Merit Advancement Within Salary Range / Scales
• 4.17 Effective Date of Merit Increase
• 4.18 Salary Upon Temporary Promotion
• 4.19 POST Premiums
• 4.20 Specialty Premium – Town of Windsor Chief
• 4.21 Specialty Premium – City of Sonoma
• 4.22 Overtime – Sheriffs’ Service Agreements
• 4.23 Education Skills Based Pay
• 4.24 Lieutenant Specialist Premium Pay
• 4.25 Comparison Agencies
  
  

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Read Next: Article 5: Health & Welfare Benefits

1. Salary range/scale shall be as specified in Appendix A for each classification contained within each of the units represented by the Association.
   
   
2. Effective the pay period that begins May 30, 2023,the County will provide a salary adjustment by increasing the A Step of each job classification in Appendix A by five percent (5.0%).
   
   Following the above adjustments, effective the pay period beginning June 13, 2023, the County will provide a salary adjustment by increasing the adjusted A Step of the Assistant Sheriff classification in Appendix A by $1.74 per hour.
   
   
3. Effective the pay period that begins April 2, 2024, the County will provide a salary adjustment by increasing the A Step of each job classification in Appendix A by five percent (5.0%).
   
   
4. Effective the pay period that begins April 1, 2025, the County will provide a salary adjustment by increasing the A Step of each job classification in Appendix A by three percent (3.0%).
   
   

The following formula shall remain in this Memorandum of Understanding  but shall not be used during the term of this MOU. The County will provide a salary adjustment by increasing the adjusted A step of each job classification specified in Appendix A by at least one and three quarters percent (1.75%) and not more than three and sixty-five hundredths percent (3.65%).  To determine the actual salary increase, the County will compare the following values:

(V1)    The San Francisco-Oakland-Hayward All Urban Annual Consumer Price Index (CPI-U) issued by the Bureau of Labor Statistics in January 2021 for the preceding December percentage change from December of the prior year.

(V2)    The County’s actual annual growth percentage of secured property taxes collected between fiscal years 2018-2019 and 2019-2020, divided by 1.5.

The effective salary adjustment to be applied to the salary scale will be based on the lesser of value (V1) and value (V2), above, in the following manner: 

• If the lesser of value (V1) and value (V2) is less than or equal to 2%, then the effective salary adjustment will be 1.75%.
• If the lesser of value (V1) and value (V2) is greater than or equal to 4%, then the effective salary adjustment will be 3.65%.

If the lesser of values (V1) and (V2) is between 2% and 4%, the effective salary adjustment shall be calculated according to the following formula:

Lesser of value (V1) and value (V2) = (X)

(X) – 2% = (F)

(F) x 0.95% = (G)

(G) + 1.75% = effective salary adjustment: (H)

Examples:

(X) = 2.50%

2.50 - 2.00 = 0.50

0.50 x 0.95 = 0.475

0.475 + 1.75 = 2.225% (H)

(X) = 3.50%

• - 2.00 = 1.50

1.50 x 0.95 = 1.425

 1.425+1.75 = 3.175% (H)

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Except as otherwise provided herein, appointment to any position in any class shall be made at the minimum rate, and advancement to rates greater than the minimum rate shall be within the limits of the salary range / scale for the class.

In exceptional cases after reasonable effort has been made to obtain employees for a particular class at the minimum rate, employment of individuals who possess special qualifications higher than the minimum qualifications prescribed for the particular class may be authorized at a rate higher than the minimum upon recommendation of the Department Head with approval of the County.

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A full-time or part-time employee who resigns in good standing and is reappointed on a full-time or part-time or Extra Help basis in the same, or a closely related class in the same or a lower salary range / scale, within two years of resignation shall not be paid less than two steps below the step paid at the time of resignation. Approval of the County is required only if the person is rehired at a step which exceeds the step paid at the time of resignation. A full-time or part-time employee who resigns in good standing and, within one month of the date of resignation, is appointed to an Extra Help job in any unrelated class may, with approval of the Department Head, receive the salary step rate which is closest to but does not exceed the step rate received upon resignation.

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An Extra Help employee who is appointed to another Extra Help job in the same class or in another class to which the same salary range / scale is applicable, shall continue to receive the same salary step.

An Extra Help employee who was employed in one class and who, without a break in service, is appointed as an Extra Help employee, to a different class at a lower salary range / scale, shall receive the salary rate step in the lower range / scale which is closest to, but not exceeding, the rate paid in the former range / scale.  This provision does not apply to Extra Help employment in more than one Extra Help position.

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When an Extra Help employee returns within one year from the date of termination to a classification which the employee previously occupied, the employee shall receive the same step of the range / scale as the employee received upon separation. Such employee shall be considered for merit increase when the employee’s total hours in pay status before and after separation and restoration equal the number of hours required for a merit increase.

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Any full-time or part-time employee displaced, laid off, or voluntarily demoted in lieu of layoff and reappointed within two years from date of layoff in the same class from which separated, or in a closely related class in the same salary range / scale or in a lower salary range / scale than the class from which separated, shall be paid at the same step in the salary range / scale as the employee was paid at the time of displacement, layoff, or voluntary demotion, or the step of the range / scale which is closest to but not exceeding the rate the employee is currently being paid as a County employee, whichever is greater.  Such employee shall be considered for a merit increase when the employee’s total hours in pay status before and after separation and restoration equal the number of hours required for a merit increase.

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Except as otherwise provided herein, any full or part-time employee who is promoted to a position or a class allocated to a higher salary range / scale than the class from which the employee was promoted shall receive the salary step rate of the appropriate range / scale which would constitute an increase of salary most closely equivalent to but not less than five (5) percent of the employee’s salary step rate before promotion, but not less than the minimum salary range / scale of the new class nor greater than the maximum salary of the new class.

If a promotion occurs during the same pay period a merit increase is due and approved, the merit increase shall be computed first and subsequently the increase due to promotion.

An employee who receives a promotion from line staff to a supervisory position or class shall receive the salary step of the appropriate scale that would constitute an increase of salary most closely equivalent to but not less than ten (10) percent of the employee’s salary step before promotion but not less than the minimum salary step of the new class or greater than the maximum salary step of the new class.  If a promotion occurs on the same day a merit increase is due and approved, the merit increase shall be computed first and subsequently the increase due to promotion.

An employee who is promoted shall be considered for a merit increase when the employee’s total hours in pay status, exclusive of overtime subsequent to promotion, equals 1,040 hours.  The effective date of the merit increase shall be in accordance with Article 4.18.

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Upon promotion of a full-time or part-time employee to a new class, the Human Resources Director may recommend to the County Administrator that the person being promoted shall receive a rate of pay which is higher than that to which the employee is entitled, but does not exceed the top of the range / scale.

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Any full-time or part-time employee who, during the employee’s probationary period, is demoted to a class which the employee formerly occupied in good standing during the same period of continuous employment in paid or unpaid status shall have the employee’s salary reduced to the salary the employee would have received if the employee had remained in the lower class throughout the employee’s period of service in the higher class. The employee’s eligibility for merit advancement shall be determined as if the employee had remained in the lower class throughout the period of service in the higher class.

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A full or part-time employee, to whom the circumstances described in Article 4.10 above do not apply, who is demoted involuntarily to a position of a class which is allocated to a lower salary range / scale than the class from which the employee is demoted shall have the employee’s salary reduced to the salary in the range / scale for the new class next lower than, or not more than five (5) percent lower than, the salary received before demotion, except that such employee shall not be paid more than the maximum of the range / scale of the class to which the employee is demoted.  The employee’s eligibility for merit advancement shall not change as a result of demotion.

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A full or part-time employee, to whom the circumstances described in Article 4.10 above do not apply, who is demoted voluntarily or who displaces as a result of layoff to a position in a class which is allocated to a lower salary range / scale than the class from which the employee is demoted or displaced as a result of layoff shall receive the highest salary step in the range / scale for the new class which does not exceed the salary received before demotion or displacement but not exceeding the maximum of the salary range / scale for the new class. The employee’s eligibility for merit advancement shall not change as a result of demotion or displacement.

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Any full-time or part-time employee who is demoted voluntarily and who is reappointed on a full-time or part-time basis in the same class, within two years, shall be reappointed at either the same step the employee received at the time of demotion or the salary step nearest the amount of the employee’s present salary step, whichever is greater.

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A full-time or part-time employee who transfers from one allocated position to another allocated position in the same job class or in another class to which the same salary range / scale is applicable, shall be placed at the same salary step which the employee was receiving prior to the transfer.

A full or part-time employee who transfers from one allocated position in a job class to another allocated position in a closely related class as defined in the Civil Service Rules, for which s/he possesses the minimum qualifications, shall be paid at the step in the new range / scale nearest the amount to what the employee received prior to transfer.

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An employee in a position of a class which is reallocated from one salary range / scale to another shall continue to receive the same salary step.

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Whenever a position is reclassified to a class which is allocated to the same salary range / scale, the incumbent shall retain the same salary step received prior to the reclassification if the incumbent is appointed to fill the position in accordance with Civil Service Rules.

Except as otherwise provided herein, whenever a position is reclassified to a class which is allocated to a higher salary range / scale, the salary of the incumbent shall be as provided by this Section upon promotion, if the incumbent is appointed to fill the position in accordance with Civil Service Rules.

Whenever a position is reclassified to a class which is allocated to a lower salary range / scale, the salary of the incumbent shall be as provided by this Section upon voluntary demotion, if the incumbent is appointed to fill the position in accordance with Civil Service Rules.  Whenever the effect of reclassification is to reduce the salary of an incumbent appointed to the position, the Board of Supervisors may, upon recommendation by the Director of Human Resources, direct that the incumbent shall continue to receive the previously authorized salary until termination of employment in the position, until a percentage increase in pay may be authorized, or as otherwise agreed to by the affected employee and the Department Head, with the approval of the Human Resources Director and the Association, whichever first occurs.  Appropriate records shall show such an incumbent as being paid at a special fixed rate (Y-rate) of the salary range / scale for the employee’s class.

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Merit increases within a range / scale shall not be automatic. They shall be based upon merit and shall be made only upon written approval by the employee’s Department Head. Merit increases shall be made within the appropriate salary range / scale for the class by computing the new salary step rate which is most closely equivalent to five percent (5%) higher than the previous base hourly salary.

Each employee shall be considered for an initial merit increase when the employee’s total hours in pay status exclusive of overtime within the current class equals 1,040 hours. Each such employee shall be considered for subsequent merit increases when the employee’s total hours in pay status, exclusive of overtime at each step to which advanced, equals 2,080 hours.

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All merit increases will be effective on the date that the employee is eligible in accordance with Section 4.17 (Merit Advancement Within Salary Range/Scale).

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An employee assigned by the Department Head to perform the full range of duties of a higher classification to fill a vacancy caused by resignation, termination, promotion or an approved leave of absence, who is expected to serve continuously in such assignment for more than 15 consecutive days of work, shall be paid according to the salary of the range / scale for the new class which would constitute an increase in salary at the step most closely equivalent to five (5) percent greater than the employee’s salary before promotion, but not less than minimum salary of the new class, nor greater than the maximum salary of the new class.  The employee shall receive this salary as long as the employee continues to serve in such assignment and shall be entitled to receive increases for the position in accordance with the merit increase Section of this Memorandum as though the employee had been appointed on the day that the employee began to receive the salary designated for the position.

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Each eligible employee (Lieutenant or Captain) who has been awarded a valid Intermediate, Advanced, Supervisory, or Management Certificate issued by the California Commission on Peace Officers’ Standards and Training (POST) shall be eligible for POST premium compensation upon presentation of said certificate to the County.

Each eligible employee (Lieutenant or Captain) who has been awarded a valid POST Intermediate Certificate shall receive 3.25% of base hourly rate thereafter; each eligible employee (Lieutenant or Captain) who has been awarded a valid Advanced Certificate shall receive 6.75% of base hourly rate thereafter, added to the employee’s base hourly rate for all compensation. Each eligible employee (Lieutenant or Captain) who has been awarded a valid supervisory certificate shall receive 8.0% of base hourly rate thereafter, added to the employee’s base hourly rate for all compensation purposes, including overtime. Each eligible employee (Lieutenant or Captain) who has been awarded a valid management certificate shall receive 8.5% of base hourly rate thereafter, added to the employee’s base hourly rate for all compensation purposes, including overtime. 

The premiums listed in this Section 8.8 represent the maximum amount paid at the respective level and are not subject to stacking.

Each Assistant Sheriff who has been awarded an Advanced Certificate issued by the California Commission on Peace Officer’s Standards and Training (POST) shall be eligible for POST Premium compensation upon presentation of said certificate to the County.  Each eligible Assistant Sheriff who has been awarded a valid Advanced Certificate shall receive three percent (3%) of base hourly rate thereafter, added to the employee’s base hourly rate for all compensation purposes. Each eligible employee (Assistant Sheriff) who has been awarded a valid management certificate shall receive 3.5% of base hourly rate thereafter, added to the employee’s base hourly rate for all compensation purposes, including overtime.

The payments set forth in this Article shall become effective at the beginning of the first full pay period following date of eligibility or application for the specified POST premium, whichever date is later.

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One Sheriff’s Lieutenant may be appointed as the Chief for the Town of Windsor. The incumbent will receive a five percent (5%) premium for all hours in pay status.  Should the service contract between the County and the Town of Windsor be terminated or revised to discontinue the premium at the discretion of the Town, this premium will be discontinued. There is no guarantee period associated with this specialty premium.

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One Sheriff’s Lieutenant may be appointed as the Chief for the City of Sonoma. The incumbent will receive a five percent (5%) premium for all hours in pay status.  Should the service contract between the County and the City of Sonoma be terminated or revised to discontinue the premium at the discretion of the City, this premium will be discontinued. There is no guarantee period associated with this specialty premium.

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Overtime – Sheriffs’ Supplemental Law Enforcement Service Agreements

Government Code section 53069.8 authorizes the County, through the Sheriff’s Office, to provide supplemental law enforcement services to private individuals or entities to preserve the peace at special events or occurrences. These services are considered beyond the normal and regular law enforcement services that the County would otherwise provide.   These Agreements allow for Sheriff’s employees to provide additional services to the community at the expense of the event organizer or sponsor.

In addition to their regular salary, DSLEM employees shall be entitled to overtime compensation at their base hourly rate, and applicable premiums, for each hour worked on Sheriffs’ Supplemental Law Enforcement Service Agreements.

Hours worked on Sheriffs’ Supplemental Law Enforcement Service Agreements shall not increase the employees’ FTE or service hours.

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A. Education Skills based Pay Level 1

Lieutenants, Captains and Assistant Sheriff’s (Members) who qualify for Education Skills Based Pay I (ESB I) shall receive two and one half percent (2.5%) of base hourly pay thereafter, applied to all hours in pay status.

Qualification for ESB I pay requires:

Fifteen (15) years of experience as a sworn peace officer with full police authority on-duty and off, ten (10) years of which shall have been with the Sonoma County Sheriff’s Office, and 

1. Six (6) years as a supervisor, two (2) years of which shall have been as a manager, and
   
   
2. Possession of a Management POST certificate, a Bachelor’s Degree, and eighty (84) months of experience in any combination of special or collateral duty assignment, or
   
   
3. Possession of a Management POST certificate, an Associate’s Degree, and one hundred twenty (120) months of experience in any combination of special or collateral duty assignment.

B. Education Skill Based Pay Level 2

Lieutenants, Captains and Assistant Sheriff’s (Members) who qualify for Education Skills Based Pay II (ESB II) shall receive an additional two and one half percent (2.5%) for a total of five percent (5.0%) of base hourly pay thereafter, applied to all hours in pay status.

Qualification for ESB II pay requires:

Twenty (20) years of experience as a sworn peace officer with full police authority on-duty and off, ten (10) years of which shall have been with the Sonoma County Sheriff’s Office, and

1. Eight (8) years as a supervisor, four (4) years of which shall have been as a manager, and
   
   
2. Possession of a Management POST certificate, possession of a Master's Degree, and eighty four (84 months) of experience in any combination of special or collateral assignment, or
   
   
3. Possession of a Management POST certificate, possession of a Bachelor's Degree, and one hundred twenty (120) months of experience in any combination of special or collateral assignment.

C. General Provisions

Education Skills Based pay (ESB) does not stack. The maximum ESB is five percent (5%).

In order to qualify for ESB, the Member must submit Sonoma County Sheriff’s Education and Skills Based Attestation Form and meet the criteria described herein. ESB shall become effective at the beginning of the first full pay period following the date of eligibility.

A specialty or collateral assignment is intended to mean the performance/supervision of any of the following assignments, either with the Sonoma County Sheriff’s Office or a prior law enforcement agency: 

Background Investigator, Chief of Police, Defensive Tactics Instructor, Detective, Dog Handler, EVOC Instructor, PIO,Explosive Ordinance Disposal, FTO, Firearms Instructor, Force Option Simulator Instructor, Gang Unit, Hostage Negotiator, Internal Affairs Investigator, Marine Unit, Motor Unit, Personnel, Rural Crimes Task Force, Search and Rescue, SOU Support Team, SWAT, Tactical Flight Officer, Tactical Team, Traffic Officer, UAV Team.

If the Sonoma County Sheriff’s Office creates any additional special assignment(s) during the term of this contract, the county agrees to meet and confer with the DSLEM to determine if the newly created assignment(s) shall count toward the ESB program.

Extra-help Members are not eligible for ESB pay.

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Lieutenants assigned by the Sheriff or their designee to any of the following specialized unit assignment; Investigations Bureau Lieutenant, SOU Commander, or Professional Standards Lieutenant shall receive a 2.5% premium. This specialist premium compensation shall be in lieu of any other payment for hazard pay and for any and all hours of overtime worked while attending or participating in mandatory training or after hour call outs while in such specialty, except as required by law. Employees assigned to a specialist assignment will receive the 2.5% premium as an addition to the employee’s base hourly rate. In event an employee is assigned to multiple specialized units, the maximum specialist premium shall be 2.5%.

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Unless mutually agreed to, all classifications within Bargaining Unit 0043 shall utilize the following for comparable agency purposes:

Alameda County, Contra Costa County, Marin County, Napa County, Sacramento County, San Mateo County, San Luis Obispo County, Santa Clara County, Santa Cruz County, Solano County, and the City of Santa Rosa shall all be included as comparable agencies.

For purposes of understanding market data in applicable classification studies, top-step salary of comparable job classifications within the composite list of eleven agencies will be determined, then the two agencies showing the highest and lowest top-step salary will be removed from the calculation. At least four match classes must exist in order to conclude there is sufficient market data.

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