Chemist Pay Parity

1. Chemist Pay Parity Presented by Chris Rogers Chemist, DHS May 19, 2006

2. Chemist Salary Equity Chemist Series Salary inequities Proposed Solutions

3. 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

4. Work Conducted Department of Health Services Food and Drug, Genetic Disease, Environmental Health, and Sanitation and Radiation Laboratories Food and Agriculture Food and Processed Foods Laboratories Fish and Game Wildlife, Fisheries, Water and Oil Spill Laboratories Department of Consumer Affairs Textile and Consumer Products Laboratories Department of Toxic Substances Control Soil and Ground Water Testing Laboratories Department of Water Resources Water Quality Laboratory

5. Chemist by Department

6. Sample types Food Drug Cosmetic Air Water Biologic tissues Fertilizer Milk and Dairy products Plants Soil Sediment Petroleum products Animal Feed

7. Chemical Analysis Metal contaminants; Lead, Arsenic, Mercury, Cadmium, etc. Pesticides and Herbicides Anions Nitrate, Fluoride, Chloride, Perchlorates, Sulfates, etc. Cyanide Petroleum contaminants Radioactivity in environmental samples Drugs of Abuse Genetic testing Sickle-cell disease and other hemoglobin Primary congenital hypothyroidism ). Open neural tube defects Down syndrome

8. 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.)

9. 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

10. 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

11. 2006 CAPS/DPA Salary Survey

12. 2006 DPA Total Comp. Survey

13. 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

14. 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.

15. Proposed Solutions Salary Equity for Unit 10 Longevity Bonus Geographic Pay Differential

16. 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

17. 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

18. Geographic Pay Differential Monthly pay differentialfor scientists in high-cost counties Recognize higher salariesof other employers in these areas Recognize higher cost of livingin these areas