155. Collective Bargaining Identifier Designations

CBID Types

CBID refers to a three-digit code assigned to each job classification. The CBID designates whether a class is rank-and-file, managerial, supervisory, confidential, excluded, exempt, or unassigned, and it indicates the collective bargaining unit the class is aligned with, if applicable (see Pay Scales Section 2).

Rank-and-File Determination

State employees in classes which are not managerial, supervisory, confidential, excluded, or exempt are considered rank and file. Rank-and-file employees are subject to the Ralph C. Dills Act. The CBID for these classes is the letter “R” followed by a two-digit number designating the union which is the exclusive representative for employees in these classes. For example, R11 would designate rank-and-file classes/employees in Bargaining Unit 11, represented by the California State Employees’ Association, Local 1000, SEIU, AFL-CIO, CLC (see Pay Scales Section 3).

Excluded Designations

Non-rank-and-file, or “excluded” designations, shall be assigned to classes/employees that meet the following criteria:

• Supervisory employees as defined in the Ralph C. Dills Act, Chapter 10.3, commencing with Section 3512, Division 4, Title 1, Section 3522.1.
• Managerial employees as defined in subdivision (e) of Section 3513; confidential employees as defined in subdivision (f) of Section 3513.
• Employees of the Legislative Counsel Bureau.
• Employees of the Public Employment Relations Board.
• The conciliators employed by the State Conciliation Service within the Department of Industrial Relations.
• Employees of the Department of Personnel Administration (DPA).
• Professional employees of the Department of Finance engaged in technical or analytical State budget preparation other than audit staff.
• Intermittent athletic inspectors who are employees of the State Athletic Commission.
• Professional employees in the Personnel/Payroll Services Division of the Controller’s Office.
• All employees of the executive branch of government who are not elected to office [see GC Section 19815(d)].

Confidential Employee

A confidential employee is any State employee who is required to develop or present management positions with respect to employer employee relations, or an employee whose duties normally require access to confidential information contributing significantly to the development of management positions [GC Section 3513(f)].

Managerial or Supervisory Determination

CBID unit designations are assigned to supervisory and managerial classes consistent with the classes they supervise. For example, if a class supervises Bargaining Unit 1 (R01) employees, CBID designation would be S01 (Supervisory-01).

When a class supervises a multidisciplinary work force covering more than one bargaining unit, the supervisory or managerial class should be assigned to the same unit as the classes that drive the need for salary adjustments to the supervisory or managerial class.

• To be assigned CBID Code “M,” the following criteria must be met and described in the class specification. A “managerial” employee is any employee who has significant responsibilities for formulating or administering agency or departmental policies and programs or administering an agency or department. The three functions that may identify an employee assigned to such a position as “managerial” are:
  1. administering an agency or department.
  2. formulating agency or departmental policies and programs.
  3. administering agency or departmental policies and programs (see “ Managerial Designation Criteria ”).
• To be assigned CBID Code “S,” the following criteria must be met and described in the class specification. A “supervisory” employee is any individual, regardless of the job description or title, having authority, in the interest of the employer, to hire, transfer, suspend, layoff, recall, promote, discharge, assign, reward or discipline other employees, or responsibility to direct them, or to adjust their grievances.The exercise of such authority must not be merely routine or of a clerical nature, but must require the use of independent judgment. Employees whose duties are substantially similar to those of their subordinates shall not be considered to be supervisory employees.

Change in CBID Designation

How a CBID Designation is Changed

If the duties assigned to a position or classification change to an extent that would require the current CBID designation to be changed, the department must request the change in writing, with supporting documentation, to DPA.

• Departments must submit written requests to change a CBID designation of a class from rank and file to supervisory or managerial (or vice versa), or to move a rank-and-file class from one bargaining unit to another, to DPA’s Labor Relations Division (LRD). The change cannot be made without prior approval from LRD.
• Departments must submit written requests to change a CBID designation from supervisory to managerial (or vice versa) to their assigned CCD analyst.
• Changing a class CBID might affect the benefits to which employees assigned to the class may be entitled. When the CBID of a class has been changed, the personnel office should inform the employee of any changes in benefit eligibility (see Personnel Management Liaisons Memorandum 95-017).

Salary Realignment

When a CBID changes from supervisory to managerial, a 0.75% salary realignment is authorized, provided the following criteria is met:

The class/employee must meet the definition of “managerial employee” as specified in the Ralph C. Dills Act, Chapter 10.3, Section 3513(e). The class/position must also meet DPA’s definition of “ Managerial Designation.”

If the appointing power determines that a class designated supervisory meets the definition of “managerial,” and DPA concurs and authorizes a change in CBID, they may, at their discretion, give the class a 0.75% salary realignment. The appointing power must submit a salary realignment request to their departmental Classification and Compensation Division analyst for review and processing.

The salary realignment must be consistent with the department’s Managerial Performance Appraisal and Compensation Program, DPA Rule 599.799.1.

Excluded Employee Benefits

Some enhanced benefits are provided to excluded employees, such as life insurance, annual leave, and enhanced Delta Dental Insurance. DPA’s Benefits Division publishes the “Compensation Plus” Handbook, which summarizes primary benefits for excluded employees and gives details on the types of benefits available to managerial and supervisory employees.

Managerial Designation Criteria

The State Employer-Employee Relations Act of 1977, Section 3513(e), defines a managerial employee as “. . . any employee having significant responsibilities for formulating or administering agency or departmental policies and programs or administering an agency or department.”

In 1982, the California Legislature enacted a bill that directed DPA to designate managerial positions. The definition quoted above, though apparently simple and succinct, requires considerable elaboration in order to arrive at uniform managerial designation criteria that still meet the needs of diverse organizational structures across the State of California.

This broad definition of “managerial employee” lists three specific functions, all of which may identify an employee assigned to such a position as “managerial.” They are: (1) administering an agency or department; (2) formulating agency or departmental policies and programs; and (3) administering agency or departmental policies and programs.

The following definitions apply to terms used in the guidelines:

Policy

A broad, general guide to actions related to attainment of an organization’s primary mission(s).

Procedures

A series of related steps or tasks expressed in chronological order to achieve a specific purpose or objective.

Regulations

Rules that require specific and definite actions be taken or not be taken with respect to a given situation.

Management Concepts

Positions that “administer an agency or department” are clearly recognizable. This is a function carried out by the departmental director, chief deputy director, or equivalent positions at the department’s first organizational level.

“Formulating policy” involves the exercise of discretion to develop and modify organizational actions which relate to the attainment of an organization’s primary mission(s).

Positions meeting this criteria will typically be at the second organizational level, functioning as deputy directors and participating as members of the director’s executive staff.

Administering agency policy and programs means “the employee has a significant role in putting policies into effect and monitoring policies to ensure compliance.”

General Guidelines to be Used for all Managerial Designations

Policy Role

All managerial designations must have a significant role in the formulation, implementation, or monitoring of departmental policy as it pertains to mission accomplishments.

Organizational Level

For positions to have a significant impact on departmental policy, they must be placed in the upper organizational levels. This placement will vary depending on departmental size.

Salary Guideline

Classes designated managerial should have a maximum salary equal to or greater than the maximum salary of the managerial class identified below for each CBID. The salary cutoff level is not absolute—positively or negatively—and it represents one of many factors to consider in determining the appropriateness of a managerial designation for a class.

The following is the list of bargaining units and managerial classes to be used when determining the salary guideline for managerial designated classes by bargaining unit:

Subordinate Supervisors

In order to allow management positions time for overall policy evolvement and administration, there are normally one or two levels of subordinate supervisors below the lowest management level. This is, however, only one of the factors to consider, as there are some managerial positions with no subordinate supervisors.

Guidelines for Specific Situations to be Used When Applicable

Headquarters Positions

Managerial employees in departmental headquarters positions must have:

• a significant role in putting policies into effect;
• a significant role in monitoring policies to ensure compliance; and
• the authority, through independent judgment, to enlarge or narrow policy application beyond standard operating procedures.

Decentralized Positions

• Managerial employees in large-decentralized functions, such as correctional institutions, State hospitals, transportation districts, or comparably-sized organizational units ordinarily can be identified as the institution head (Director, Superintendent, etc.). The next, or second, person in charge is the program manager of programs directly related to mission attainment.
• Employees in decentralized functions where district, regional, or area offices are maintained may be designated as managers if they are in charge of operations in that district, region, or area, the scope of responsibilities is large (region has more than 1,500 staff), and they possess the authority to make independent judgments to enlarge or narrow policy applications beyond standard operating procedures.

Control Agency Positions

Positions in organizations reporting directly to the Governor and with primary responsibility to set and administer policy which impacts statewide programs may be designated managerial when incumbents are:

• assigned decision making authority over a clearly defined and distinct program area;
• function as the recognized State expert in the program; and
• given the discretion to act for the department director with only general direction from top management.

Line Program Classes vs. Administrative

Line program classes are responsible for the department’s primary mission and, as such, they have authority to deviate from and adapt “agency policies and programs” as necessary for mission attainment. Administrative classes at the same organizational level as a designated managerial line program class do not have comparable decision-making authority on issues which directly impact primary mission accomplishment. Therefore, line program classes at a given organizational level may be designated managerial, while administrative classes at the same organizational level may be designated supervisory.

Highest Level in a Technical Series

Management designations will typically not be considered for positions in classes which are below the highest technical level in a series. For example, technical positions at the senior level may be designated managerial even when a higher level managerial class exists within the series. An example is SSM II (M) is the highest technical level in the series, but SSM III is the highest-level managerial class in the series.

Specific Exclusions

Policy is finally determined by the person who is responsible and accountable for the results of that policy. In contrast, the following roles will not typically have the level of policy responsibility expected of management levels.

• Employees throughout the organization who participate in discussions where policy alternatives are aired. However, this involvement is not equivalent to possessing “significant responsibilities for formulating” policy.
• Employees who exercise discretion only within their area of expertise, such as data processing specialists, electronic engineers, etc., usually do not have a manager’s authority to formulate agency or departmental policies or programs.
• Most personnel from the first-line supervisor through what is commonly referred to as “middle management” are enforcing rules and procedures that emanate from policy but require little or no independent judgment in application.

CBID Designation Procedure

The department submits its request and justification for a new managerial designation or to change an existing managerial designation (i.e., changing a class from management to supervisory). Backup material may include salary data, duty statements, organization charts, or may be limited to the department’s rationale for requesting the managerial designation. Departments must keep a copy on file for audit purposes.

In addition to these guidelines, references in comparison to present managerial and supervisory designations should serve as a guide to proper designation.