WELCOME TO THE OFFICIAL WEBSITE OF THE ORANGE COUNTY MANAGERS ASSOCIATION (OCMA).

OCMA is the sole entity recognized by the Orange County Board of Supervisors to bargain for and represent managers assigned to the various County Departments/Agencies.

We currently represent over 1,000 managers employed by the County of Orange.

This Website is developed to educate and inform Association members and the general public about current issues facing Orange County managers and our Association.

Click on the above link to read our Mission Statement which defines our organization.

Topics of Interest

Membership Update –

Thank you to everyone who has provided feedback regarding OCMA recent update concerning membership dues.  Your feedback is important and we truly take into consideration all of your ideas and concerns.  Just as an FYI, we have received both positive and negative feedback and anticipate receiving more of both, and please remember that this is still in the proposal stage, no action has yet to be taken.

OCMA is dedicated to being more aggressive so the county will treat us as a very real, determined Association who will challenge them when necessary. Establishing a reserve for potential legal action will certainly assist in making the point that we are no longer expecting goodwill and will not just “go along to get along.”

The dues update detailed some of the previous and anticipated costs related to litigation, however, we feel it is important to remind Managers of the “regular” and most important benefits related to Association membership.

Prior to the formation of OCMA, the terms and conditions of a manager’s employment with the County were ill defined and seemingly could be changed at will or whim.  The only way an MOU could be developed and implemented was via the formation of OCMA and the entering into negotiations.  Working under an MOU provides a level of security that standardizes working conditions and management rights.   The benefit of collective bargaining is the cornerstone for ensuring fair and equitable working conditions for employees.

In addition, by way of the MOU, OCMA has negotiated a place at the table when both a new manager’s evaluation program and a new classification system are developed, and OCMA continues to be committed to the Market/Equity Adjustment process to ensure pay equity is addressed on a yearly basis.

There are also several other benefits that membership provides, which are important to many Managers.

  • A free $25,000 Personal Accident and Travel/Medical Evacuation Policy for you and your entire immediate family, which can be increased up to $500,000 (at an additional cost)
  • Several additional Supplemental Benefits are available for you and your family, including dental, vision, pet, pre-paid legal services and more.
  • Discount unrestricted movie tickets are available at $6 each for Regal and Edwards Theaters
  • Discount tickets/coupons (Knott’s Berry Farm, SeaWorld, Universal Studios, LEGOLAND, including vacation packages, etc.) are offered through Ticketsatwork.com
  • A Holiday party where managers have the chance to mingle and unwind with other County managers

The least used benefit, but most likely one of the most important benefits is access to representation.  While the vast majority of Managers do not need nor will ever require this benefit, it becomes crucial when faced with an employment dispute/matter.

Please remember that since 2004, membership dues have not increased; yet costs have risen and there is a need to maintain enough money to fight the fights (in court) that need to be fought and won.  It is understood that the proposed 75% increase sounds ominous, but when the current dues are rather low (as compared to the other labor organizations) merely looking at the increase from a percentage perspective may be a bit misleading.

 

Membership Update –

Since the inception of OCMA in September of 2004, membership dues have remained constant at $10 per pay period. Fortunately, dues in the early years were adequate to cover operational costs and we were able to build enough reserves to maintain an adequate bank balance to handle unforeseen costs and minor operational cost increases.

Over the past several years, the balances in the OCMA accounts have remained stable, however, as everyone is well aware, the cost of living and operational costs have increased and our balances are now slowly shrinking. There is no cause for alarm; however, this issue should be addressed sooner rather than later.

As a management labor organization, California law and the rules that govern labor relations in our State, do not allow for OCMA to take advantage of some resources available to non-management labor organizations. If and when an issue arises that requires an appeal process, OCMA, unlike other labor organizations that represent employees, must use the Court system to request relief. Unfortunately, the cost of going to Court far exceeds the cost of what other organizations would have to pay for such relief.  This is not an attempt to signal any anticipated action, however when and if such action is required, we need the resources available to us to protect Managers and our Association.

We recently filed a case against the County in support of our Safety Managers (Probation).  We prevailed and now the County, because of the decision of the Court, is compelled to go to arbitration.  In addition, there are several cases in the Courts now, in which OCMA should be and is very interested, that have a direct impact on our rights as employees and the pension plan. OCMA has already joined with other labor organizations to support ongoing litigation important to our members. This support has been costly, but it is well worth our effort to supporting these cases.  One case involves protection of our pensions (Marin Association of Public Employees v. Marin Co Employee’s Retirement Assn.) and the other is related to the California Equal Pay Act (Rizzo v. Yovino).  In order to remain fiscally strong and capable of fighting both anticipated and unanticipated battles, the OCMA Board of Directors is seriously considering raising membership dues.

After taking into account our operational costs, the desire to build a healthy litigation fund and the dues of other OC labor associations, the OCMA Board of Directors are proposing an increase in membership dues of $15 per/mo (an increase of $7.50 per pay period).

Your feedback is important, so if you have anything you would like to share concerning this increase, please send an e-mail to:   contact@ocma.info

2017 Market/Equity Review Requests

OCMA is pleased to announce that the 2017 Market/Equity Request process will begin now, with the goal of completion by the end of October 2017.

An equity request can be brought forward by a County Department or by OCMA, on behalf of individual managers.  It is unknown how many equity requests will be brought forward from County Departments this year, but OCMA will bring forward viable manager’s equity requests for analysis/consideration.

The 2017 Market Equity Request format is available on the OCMA website, www.ocma.info, by clicking on the link under Topics of Interest on the home page.

Please submit a form, with justification and organization charts, only if you believe there is a SIGNIFICANT inequity (5% or greater) in your pay when compared to your specific peer positions.

There is not unlimited funding attached to this process and increases are discretionary.  Therefore, the following is a list of guidelines we agreed to with the County:

  • Market/Equity increases shall not exceed twelve (12) percent
  • Market/Equity increases shall not cause a manager’s salary to exceed the advertised maximum rate of the applicable salary schedule
  • To be eligible, a manager must pass probation in his/her current classification by no later than August 4, 2017
  • To be eligible, the current inequity is to be five (5) percent or greater.
  • A manager is ineligible for consideration of an increase if he/she received an increase from the 2016 Equity/Market adjustment process
  • Documented performance issues/concerns will be considered as a basis to deny a Market/Equity adjustment
  • Length of service in current assignment (as well as length of service of comparable managers) can be considered in the analysis of the requests

Please submit your 2017 Equity Requests (complete with request form, justification and organization chart) to OCMA by dropping it off at the office (if the office is locked, simply slip it under the door), mailing it to the office, or scanning and e-mailing it to mmcdorman@ocma.info – prior to 5:00 pm on August 4, 2017.   You will receive an e-mail confirmation that OCMA has received your request (only if a current personal or County e-mail address is provided).  Late forms will not be accepted for any reason. 

IMPORTANT:  This process is completely discretionary.  The County, and only the County, has the authority to grant or deny any request.  This process is not for those managers who desire or feels she or he deserves a performance or time based wage increase.  This process has been agreed to in order to provide the County a method to adjust salaries and uses factors such as external market data, internal salary relationships, position responsibilities, and sound management principles to determine an adjustment.

2017 Equity Review Request Form

Market/Equity
The details of the Market/Equity Adjustment process are currently being discussed and formalized with the County. As soon as we have details and instructions, OCMA will be sending out an announcement (via e-mail and a post to the website) to make sure all Managers interested in submitting a request has the opportunity to do so.

Last year (2016), almost 200 requests were received and processed and we anticipate a similar number will be submitted this year.

Movie Tickets
Effective July 1, 2017, the cost for Regal Movie Tickets will increase from $5 to $6 per ticket. This is the first increase in ticket prices since OCMA started selling tickets, even though the price OCMA’s pays for tickets has increased several times. Needless to say, this is still a great deal and OCMA will continue to subsidize a substantial portion of the cost.

The number of tickets a Manger can purchase remains the same, 24 per calendar year and 12 in any one month. In addition, one can purchase additional tickets at the OCMA cost, currently $8.50/ea.

County/OCMA Equity Side Letter Agreement
In early February of this year, the County and OCMA entered into a side letter agreement related to mid-year equity salary increases. The County Board of Supervisors voted to accept the agreement with OCMA on February 14, 2017 (letter posted on website).

The agreement allows for a separate and distinct equity process that is very different and does not replace the equity process contained in Article XX, Section 3 of the 2014-2017 Administrative Management Memorandum of Understanding (MOU). 
This side letter process authorizes Agency/Department heads to request a salary increase for specific managers in unique circumstances such as where an adjustment is necessary to ensure compliance with applicable law related to legally protected characteristics including gender, race or ethnicity.

This is not an extension, replacement, or an additional method that individual Managers can use to address salary concerns related to their own specific situation. This is an agency/department driven process in which OCMA has little or no role. This does not mean that OCMA is prohibited from participating, but will only contribute to the process only if/when requested to do so by the County.

It is important to remember, the equity process as defined in Article XX of the MOU will still continue as it has in previous years.
  If there are any questions, Managers are encouraged to contact OCMA via the website, phone or e-mail.

OCMA Info – Manager’s Eval
The OCMA Board of Directors and two Manager volunteers, Claire Moynihan and Melissa Padilla, have been working with the County to develop a Management Evaluation Plan to replace P4P. While a permanent Plan has yet to be developed, a transitional plan has been created and will be implemented within the next few weeks.The County will be providing details to the departments very soon, but OCMA wanted to highlight certain provisions of the plan that we believe need to be emphasized.We agreed with the County that there are certain portions of P4P which should be maintained to help in the transition, most importantly, the core competencies that are specific to each class within the Administrative Manager Series.Highlights of the new plan, called P4Pt (t for transition) are:Covers FY 16-17
Creates a 3 step Rating Scale of Needs Improvement, Solid Performance and Distinguished Performance
Provides for the July 2.75% increase (up to the advertised maximum) to be granted to Managers rated Solid or 2.75% (or more) to those Managers rated Distinguished
Replaces Goal with Priority and… requires only 1 priority to be set
Solid performance requires no written supporting documentation
Allows for new managers hired before 4/1/2107 to participateWhile these are just a few of the details of the plan, OCMA feels it is important for Managers to understand that the past concerns regarding P4P were taken into consideration when we worked with the County in developing this plan. It is also important to understand that this is only a transitional plan and a new future permanent plan may contain portions or all of P4Pt. We understand that there will be questions, but please wait to ask your questions during the training sessions where others can benefit from the answers provided.

OCMA has been told by HRS that Department HR Managers are in the process of scheduling information sessions for managers within their departments. These information sessions will continue through next week and the week after. In addition, the website with all supporting information will be live on Monday and live webinars will be offered throughout the process to support key milestones and activities as well.

Nominations for the 2017 OCMA Board of Directors:

It is time to begin the nomination and election process for the 2017 OCMA Board of Directors. The “NOMINATION FOR 2017 OCMA BOARD OF DIRECTORS” form is now posted on the OCMA website (ocma.info), under “Latest News.” If you wish to run for one of the open Board of Director seats, please complete the form and return it to OCMA as per the directions on the form. There are three seats open and each seat is for a 2 year term.

Completed nomination forms are due to the OCMA office by 5:00 pm on 10-3-16.

2017 OCMA Board Nomination Form

County Employee’s Safety Concern

EQUITY

MOU Vacation Amendment Vote – The voting members overwhelmingly accepted the Amendment.

2016 Equity Review Request

Good news!  OCMA is pleased to announce that the 2016 Market/Equity Request process will begin now, with the goal of completion by October 2016.

An equity request can be brought forward by a County Department or by OCMA, on behalf of individual managers.  We do not anticipate many equity requests will be brought forward from County Departments this year, but OCMA will bring forward viable manager’s equity requests for analysis/consideration.

The 2016 Market Equity Request format is available on the OCMA website, ocma.info, by clicking on EQUITY under Topics of Interest on the home page, then clicking 2016 Equity Review Request Form.

Please submit a form, with justification and organization charts, only if you believe there is a SIGNIFICANT inequity (generally 5% or greater) in your pay when compared to your specific peer positions.

There is not unlimited funding attached to this process and increases are discretionary.  Therefore, the following is a list of guidelines we agreed to with the County:

  • Market/Equity increases shall not exceed twelve (12) percent
  • Market/Equity increases shall not cause a manager’s salary to exceed the advertised maximum rate of the applicable salary schedule
  • To be eligible, a manager must pass probation in his/her current classification by no later than August 5, 2016
  • To be eligible, the current inequity should be five (5) percent or greater, unless in the best interest of the County.
  • A manager is ineligible for consideration of an increase if he/she received an increase from the 2015 Equity/Market adjustment project
  • Documented performance issues/concerns will be considered as a basis to deny a Market/Equity adjustment
  • Length of service in current assignment (as well as length of service of comparable managers) can be considered in the analysis of the requests

Please submit your 2016 Equity Requests (complete with request form, justification and organization chart) to OCMA by dropping it off at the office (if the office is locked, simply slip it under the door), mailing it to the office, or scanning and e-mailing it to mmcdorman@ocma.info – prior to 5:00 pm on August 5, 2016.   IMPORTANT:  Late forms will not be accepted for any reason