2003-2008 UNIT 9 MEMORANDUM OF UNDERSTANDING

This Memorandum of Understanding (hereinafter “MOU” or “Agreement”) is entered into by and between the State of California (hereinafter “State” or “State employer”) and Professional Engineers in California Government (hereinafter “PECG”), pursuant to the Ralph C. Dills Act, Government Code Sections 3512 et seq.

Its purpose is to improve employer-employee relations between the parties by establishing wages, hours, other terms and conditions of employment, and other subjects contained herein.

Pursuant to the Dills Act and PERB Certification #S-SR-9, the State recognizes PECG as the exclusive representative of all employees in the Professional Engineer Unit, Unit 9 (hereinafter “Bargaining Unit”). Pursuant to Government Code Section 3517, the State employer shall be represented by the Director of the Department of Personnel Administration (hereinafter “DPA”) or his/her designee.

ARTICLE 2
TERM

2.1 Term

a. The terms of this contract shall go into effect on July 2, 2003 and shall remain in full force and effect through and including July 2, 2008.

b. PECG reserves the right to reopen negotiations after March 1, 2008, by giving the State written notice.

c. Effective 2006, PECG may reopen up to four (4) items in the MOU or other items within the scope of representation.

d. If other Bargaining Units receive increases in items in these sections of the MOU, the same increases shall be provided to Unit 9 employees:

7.1 Business and Travel Expense

7.2 Commute Program

7.6 Overtime Meals

3.4 Bilingual Differential

4.3 NDI

4.4 Enhanced NDI

4.12 Rural Subsidy Program

ARTICLE 3
SALARIES AND COMPENSATION

3.1 Salary Parity for Unit 9

All employees in classifications in Unit 9 shall receive salaries no less than salaries received by their counterparts in California’s larger local agencies and the University of California. The determination of those salaries shall be based on DPA’s survey of Professional Engineer Benchmarks, utilizing the California public agencies and the University of California included in the department’s survey dated December 2002, updated annually, and the local agency classifications and salary range matches contained therein. The salary survey for those classifications and agencies shall be updated no less than once per year. The agencies and classifications included in the survey shall only be changed upon agreement between DPA and PECG.

The calculation of the salary lead or lag for Unit 9 employees shall be based on weighted average salaries of employees in the classifications in those surveyed agencies.

All steps in each salary range shall be increased by the same percentage. The salary for intermediate classifications in ranges between the Entry and Supervisory levels shall be based on prorating or interpolating the salaries.

All salary increases shall be rounded to the nearest dollar. In no event shall salaries be reduced as a result of this provision. DPA and PECG may negotiate salaries above the minimum level on any general, regional, specialty, classification, department, or other basis they choose to agree upon.

Salaries for Unit 9 employees shall be increased as appropriate to correspond to the timing of the salaries received by local agency employees included in the survey, with adjustments in the Unit 9 salaries occurring no less than once every 12 months, as follows:

Effective July 1, 2005, the salary increase for all Unit 9 employees shall be no less than 25% of the lag calculated from the December 2004 survey or later.
Effective July 1, 2006, the salary increase for all Unit 9 employees shall be no less than 50% of the lag calculated from the survey dated December 2005 or later.
Effective July 1, 2007, the salary increase for all Unit 9 employees shall be no less than 75% of the lag calculated from the survey dated December 2006 or later.
Effective July 1, 2008, and thereafter, the salaries for all Unit 9 employees shall be such that any lag calculated from the December 2007 or later DPA survey shall be entirely eliminated.

State of California – Governmental Salary Report – December 2002

Benchmark Title: Civil Engineer/Civil Engineer Registered State Comparisons (1) Entry/Non-Registered Journey Level: Transportation Engineer (Civil) (Range A-B) (2) Journey Level: Transportation Engineer (Registered Civil) (Range D) (3) Senior Level: Senior Transportation Engineer, Caltrans
Government Data	(1) Entry/Non-Registered Journey		(2) Registered Journey		(3) Supervisory Level
Government Data	Salary Minimum	Salary Maximum	Salary Minimum	Salary Maximum	Salary Minimum	Salary Maximum
State of California	$3,273	$4,550	$4,635	$5,632	$5,087	$6,181
Alameda County	$4,710	$5,442	$6,013	$7,307	$7,284	$8,859
Contra Costa County	$4,726	$5,618	$5,750	$7,733	$6,667	$8,104
Fresno County	$4,454	$5,414	$4,329	$7,180	$4,961	$8,160
Los Angeles County	$4,096	$5,088	$5,139	$6,385	$6,385	$7,932
Orange County	$4,656	$5,327	$5,765	$6,606	$6,431	$7,367
Riverside County	$3,556	$5,322	$4,419	$5,917	$5,323	$6,758
Sacramento County	$4,152	$5,046	$5,290	$6,125	$6,421	$7,080
San Bernardino County	$3,831	$4,890	$4,434	$5,665	$5,801	$7,429
San Diego County	$3,621	$5,086	$4,926	$5,989	$5,817	$7,070
Santa Clara County	$4,893	$5,950	$5,836	$7,093	$6,834	$8,327
SF City/County	$4,483	$6,036	$5,891	$8,290	$7,893	$9,594
City of Fresno	$3,427	$4,158	$5,121	$6,228	$5,828	$7,088
City of Los Angeles	$4,256	$5,286	$5,566	$6,915	$6,543	$8,131
City of Oakland	$3,883	$4,767	$5,243	$6,438	$6,445	$7,914
City of Riverside	$4,414	$5,365	$5,110	$6,212	$6,751	$8,202
City of Sacramento	$3,053	$5,240	$4,520	$6,360	$5,000	$7,502
City of San Diego	$3,644	$5,079	$4,853	$5,861	$5,595	$6,764
City of San Jose	$4,953	$6,034	$6,017	$7,334	$7,317	$8,914
California State University	---	---	---	---	---	---
University of California	$3,417	$6,150	$4,133	$7,442	$4,550	$7,775
Federal Government	$3,315	$4,309	$4,807	$6,249	$5,716	$7,431
Average Private Salary	$4,936		$6,080		$6,958
Average State Salary	$4,494		$5,406		$6,108
Civil Engineer/Civil Engineer (Registered) - This is a working-level professional engineer. Incumbents perform a wide variety of professional engineering work in either an office or field setting. As incumbents progress they are assigned more difficult work and may function as a lead person over the activities of engineering and technical personnel. The entry level requires graduation from a four-year curriculum in civil engineering accredited by the Accreditation Board for Engineering Technology or possession of a valid certificate as an Engineer-in-Training issued by the California State Board of Registration for Professional Engineers and Land Surveyors. At the journey level with registration, the engineer may be in a responsible charge capacity. Incumbents at the supervisory level are distinguished from lead engineers in that their role is predominately directing the work of subordinate professional engineers and registration is mandatory for these positions. Some positions may be titled supervising engineer.

3.2 Merit Salary Adjustments

a. Unit 9 employees shall receive annual merit salary adjustments in accordance with Government Code Section 19832 and applicable DPA rules.

b. Notwithstanding 2 Cal. Code Reg. § 599.684, an employee whose merit salary adjustment is denied may appeal pursuant to Article 12 (Grievance and Arbitration) of this agreement.

3.3 Professional Qualification Compensation

a. Licensing Examinations – Fees and Time Off

1. Upon successful completion of the examination for the licenses listed below, the State shall reimburse Unit 9 employees for their application fee for the following professional licenses: Engineer, Architect, Landscape Architect, Engineering Geologist, Land Surveyor,