Chemist Pay Parity by ebh18594

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									Chemist Pay Parity

Presented by Chris Rogers
     Chemist, DHS
      May 19, 2006
       Chemist Salary Equity
• Chemist Series
• Salary inequities
• Proposed Solutions
                Chemist Series
• Classes
   – Chemist
      • Deep Class – Range A, B, and C
   – Staff Chemist
• Work performed
   – Protect Public Health
   – Protect Environment
• Scientific Education
   – Bachelor’s Degree Required
                Work Conducted
• Department of Health            • Department of Consumer
  Services                          Affairs
   – Food and Drug, Genetic          – Textile and Consumer
     Disease, Environmental            Products Laboratories
     Health, and Sanitation and   • Department of Toxic
     Radiation Laboratories
                                    Substances Control
• Food and Agriculture               – Soil and Ground Water
   – Food and Processed Foods          Testing Laboratories
     Laboratories
                                  • Department of Water
• Fish and Game                     Resources
   – Wildlife, Fisheries, Water      – Water Quality Laboratory
     and Oil Spill Laboratories
           Chemist by Department
                                 0           10       20   30        40   50    60

               HEALTH SERVICES                                                  57

          FOOD AND AGRICULTURE                                             50

     TOXIC SUBSTANCES CONTROL                                   33

                 FISH AND GAME                   10

             WATER RESOURCES                 8

             CONSUMER AFFAIRS            4

WATER RESOURCES CONTROL BOARD        1
                 Sample types
•   Food               • Milk and Dairy
•   Drug                 products
•   Cosmetic           • Plants
•   Air                • Soil
•   Water              • Sediment
•   Biologic tissues   • Petroleum products
•   Fertilizer         • Animal Feed
              Chemical Analysis
• Metal contaminants;               • Genetic testing
   – Lead, Arsenic, Mercury,
     Cadmium, etc.                     – Sickle-cell disease and
• Pesticides and Herbicides              other hemoglobin
• Anions                               – Primary congenital
   – Nitrate, Fluoride, Chloride,        hypothyroidism
     Perchlorates, Sulfates, etc.      – ).
• Cyanide
                                       – Open neural tube
• Petroleum contaminants                 defects
• Radioactivity in
                                       – Down syndrome
  environmental samples
• Drugs of Abuse
                Support roles
• Regulatory functions
   – Occupational health surveillance
   – Environmental Laboratory Accreditation Program
     (ELAP)
• Health physicists at Radiologic Health Branch
• Department of Water Resources, Fish and Game,
  Toxic Substances Control, State Water Resources
  Control Board and the Regional Boards
• Local governments (counties and cities)
• Federal government (USDA, EPA, FDA, etc.)
     Statewide Salary Inequities
• Low salaries paid to all State scientists
   – Morale lowered
   – Trained personnel lost to other agencies
   – Recruitment hindered
• Joint CAPS/DPA Salary Survey
   – State Chemists 20% behind other public-sector
     Chemists
• DPA Total Compensation Survey
   – Total compensation gap larger than salary gap
 Joint CAPS/DPA Salary Survey
• 2004 Survey
  – State Chemists (Range C) – 16% Salary Lag
• 2006 Survey
  – State Chemists (Range C) – 20% Salary Lag
• Local & Federal jurisdictions have provided
  salary increases, while the State has not
2006 CAPS/DPA Salary Survey
  2006 DPA Total Comp. Survey
Scientist Class        Salary Lag        Total Comp. Lag

Associate
                       16.75%            19.60%
Industrial Hygienist

Chemist                14.56%             9.74%

Research Scientist      2.35%             5.36%

Average                11.22%            34.70%

Other benefits don’t make up for low salaries
  Department of Health Services
• Retention Problems
   – DHS staff have left for other departments willing to
     promote them to higher paying jobs.
• Recruitment Problems
   – Chemist list out dated
      • Candidates have taken higher paying jobs
      • Candidates remaining often lack necessary experience
   – Lack of viable candidates
• Budget cuts eliminate positions
   – Positions cut
   – Positions left unfilled and lost
        Food and Agriculture
• Retention Problems
  – Staff have left for other public and private
    sector agencies to higher paying jobs.
  – Loss of knowledgeable staff
• Recruitment
  – Continuous testing would help with a viable
    candidate pool since the Chemist list is often
    outdated.
         Proposed Solutions
• Salary Equity for Unit 10
• Longevity Bonus
• Geographic Pay Differential
     Salary Equity for Unit 10
• Directly link state scientist salaries to
  results of joint CAPS/DPA salary survey
  – Full parity based on real market comparisons
    takes no longer than three years
              Longevity Bonus
• State scientist currently top out
  early in their careers
• Add 1% salary differential for each year
   – Beginning after 18 years of service
• Reward expertise
   – Encourage and expand chemist knowledge
   – Training opportunities, seminars, conferences,
     professional associations, etc.
• Retain institutional knowledge
    Geographic Pay Differential
• Monthly pay differential
  for scientists in high-cost counties
• Recognize higher salaries
  of other employers in these areas
• Recognize higher cost of living
  in these areas

								
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