CalHR wants to change the job titles of 32,500 California state workers. Here’s why
The California Department of Human Resources recently proposed assigning new titles to 32,500 employees as a way to reduce the number of different job classifications and streamline the hiring process.
The classification overhaul is needed, the state said, to modernize civil service and make it easier to recruit and promote employees. The union representing the majority of workers who would be impacted by the change said it’s reviewing the proposal to ensure existing salary structures and working conditions aren’t impacted.
Service Employees International Union Local 1000 said it was planning to meet with CalHR on Oct. 10 to discuss the changes. The union estimated 23,000 members of Bargaining Unit 1 could be impacted.
Susan Rodriguez, the Bargaining Unit 1 chair, said some recent reclassifications have led to wage adjustments but that’s not a guarantee with this proposal.
“In this case, wage changes may not be part of the state’s reclassification plan, but we are fully committed to ensuring that any changes protect existing wages and reflect the value of the work our members do,” Rodriguez said.
In August, CalHR sent letters to both the SEIU Local 1000 and the Association of California State Supervisors, informing the groups of the proposal. CalHR said both rank and file members and managers would be impacted if the proposal is approved by the State Personnel Board.
The proposal would change the job titles of common positions such as Staff Services Analyst, Associate Governmental Program Analyst and Staff Services Manager. The new titles, which include Analyst, Specialist and Supervisor, would be applied to a number of different positions that perform similar work.
“The use of duplicative classes across departments, each with varying names and minimum qualifications, has led to confusion and additional workload for state departments, as well as for current and prospective state employees,” said Camille Travis, CalHR’s deputy director of communications.
The reclassification would bring more uniformity across the state by retiring obscure, department-specific classes that have historically been used, Travis said. The new job titles would make it easier for departments to access a list of candidates when hiring.
According to Travis, there are currently too many exams that the state must administer to prospective employees. That leads to inconsistency across departments and for employees looking for a promotion, an unclear path for upward mobility.
The state claimed that the change would improve recruitment, ease movement between departments and provide more opportunities career advancement.
Travis said that no job duties will change and no employees will be removed from Bargaining Unit 1 as a result of this reclassification.
Along with new titles, the positions would also have broader minimum requirements. The proposed qualifications would allow more prospective employees to be eligible for those jobs.
“SEIU Local 1000 will be closely monitoring any changes to minimum requirements to ensure that our members’ skills and experience are valued appropriately,” Rodriguez said.
The issue of too many classifications has plagued California for decades. Governors, unions and departments have all bargained for new classifications, which can come with pay raises but have lead to the current situation CalHR is attempting to resolve.
The latest reclassification effort is part of a broader movement to streamline and speed up hiring, transferring and promoting employees, the state said. CalHR has a page on its website devoted to “Classification Consolidation.”
Rodriguez said the SEIU Local 1000 positions that may be classified “are the backbone of nearly every state department. They handle everything from program evaluation and policy analysis to budgeting and personnel management.”
The proposal is still under negotiations with SEIU Local 1000 and ACSS. The managers’ association did not return a request for comment about the changes.
The state intends for the changes to be “cost neutral.”
Once those groups are in concurrence with CalHR, the personnel board will review those changes. SPB’s five-member board will then vote on whether to adopt the measure. CalHR told the two groups that it will put the proposal on SPB’s November agenda.
“While this reclassification process presents challenges, it highlights the critical importance of union membership,” Rodriguez said. “It’s through our collective strength that we can effectively advocate for fair working conditions, protect salary structures, and ensure our voices are heard.”
This story was originally published October 4, 2024 at 2:44 PM.
