Effects of M/C Pay Withholding on M/Cs vs CSEA and PEF represented employees in comparable grades:    
                 
    The Organization of NYS Management/Confidential Employees, Inc. (OMCE)    
                 
(1) (2) (3) (4) (5) (6) (7) (8)  
Grade MC 2009-10 (JR)  - 3% W/H MC 2010-11 (JR)  - 7% W/H MC 2008-09 (JR) 2010-11 (JR) Difference  
    (Col 2-6)   (Col 4-6)   CSEA            PEF (Col 7-6)  
                 
6 34,211    996 35,579 2,364 33,215  34,317         34,317 1,102  
9 39,939 1,163 41,537 2,761 38,776  40,136         40,136 1,360  
11 44,496 1,296 46,276 3,076 43,200  44,762         44,762 1,562  
  15 54,967 1,601 57,166 3,800 53,366  55,455         55,455 2,089  
                 
18 61,289 1,785 63,741 4,237 59,504  65,190         65,190 5,686  
19 64,475 1,878 67,054 4,457 62,597  68,637         68,637 6,040  
20 67,709 1,972 70,417 4,680 65,737  72,076         72,076 6,339  
21 71,206 2,074 74,054 4,922 69,132  75,862         75,862 6,730  
22 74,948 2,183 77,946 5,181 72,765  79,819         79,819 7,054  
  23 79,778 2,324 82,969 5,515 77,454  83,954         83,954 6,500  
                   
  25/M1 87,118 2,537 90,603 6,022 84,581  92,974         92,974 8,393  
27/M2 96,617 2,814 100,482 6,679 93,803 100,822 7,019  
29/M3 107,202 3,122 111,490 7,410 104,080 111,064 6,984  
31/M4 118,410 3,449 123,146 8,185 114,961 122,354 7,393  
33/M5 131,628 3,834 136,893 9,099 127,794 134,868 7,074  
35/M6 145,090 4,226 150,894 10,030 140,864 148,421 7,557  
37/M7 157,473 4,587 163,772 10,886 152,886 163,033 10,147  
                 
Note: A further disincentive for PEF/CSEA employees to take management positions is that, upon transfer or promotion to M/C, they lose the 3% or 4%
raises they gained in their PEF or CSEA position (OSC payroll bulletin 702).        

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OMCE Savings Proposals for 2009-2010 Budget Reductions

 

 

Prior Proposals Submitted                                                                                                      Savings Projected

Implement two week “rolling paydate lag.”

(One week “rolling paydate lag”).                           

$692 million

($360 million)

Offer expanded opportunities for VRWS.

$7 million

Seek volunteers and offer leave without pay for up to six months with health insurance coverage maintained at current shares of premiums.

$20 million

(500 participants)

Offer and manage OMCE Succession Planning Incentive.

$120 million

(2000 plans)

Pilot project linking VRWS and telecommuting for employees with no face to face public contact.

 

$2 million

Eliminate phone lines that are still “active” in the phone closet but not connected to a phone jack.

 

$2 million

Eliminate all S.212 waiver employees and create full-time equivalent positions for current employed eligibles.

 

$3 million

Eliminate duplicative agency operations such as “Communications Office” in agencies that have a Division of Public Affairs and a Press Office.

 

$3 million

Sunset unused “member items” after 2 years.

$500,000+

Charge motorists from other states for DMV statements that all tickets/fines/penalties owed to NYS are paid.

 

$1 million ($5 fee)

Charge attorneys for duplicate copies of tickets……ticket issued to client.

$1 million ($5 fee)

Review and eliminate duplicative or superfluous LEXIS accounts.

$500,000

Reduce number and value of consultant contracts.

$100 million

Count savings on attrited positions off payroll in 2008-09.

$110 million

Count savings for funded unfilled positions given up by agencies.

$50 million

Manage equipment, furniture, auto and temporary staff leasing.

$50 million

Reduce political appointee hiring and control salaries.

$25 million

Additional managerial savings and efficiencies.

$50 million

Review and consolidate or eliminate toll free hotlines.

 

Outside the Executive Branch: scrutinize consultant contracts let by OSC(VendRep, PORTAL), and revamping of Common Retirement System computer systems.

 

$60 million

Appoint a new Pension Task Force comprised of equal number/representation of workers, retirees and employers to review all pension related issues.

 

SUB-TOTAL

$1.3 billion

 

Reduce number of public authorities and sub-authorities.

$20 million

Reduce number of commissions and boards.

$5 million

Continue reduction of contracting out.

$10 million

Consider preference for NYS based companies in RFP/contract process where contracts are deemed necessary.

 

 

Eliminate Office of National and Community Service (non-profit; voluntary sector does this.

 

$1 million

Collect cigarette and fuel taxes on Native American reservations from jobbers/wholesalers doing business with Native Americans.

 

$65 million

Reduce member item funding and equalize allocations.

$100 million

Reduce NYSHIP reserve fund to an actuarial reasonable amount ($500 million).  $250 million savings to be distributed to state and local participating employers; State portion to be used for M/C raises.

 

 

$250 million

Consolidate drug purchases for various programs and purchase from overseas/request waiver for such purposes.

 

$100 million

Pass single payer state legislation and begin to implement.

 

Freeze any funding for Albany Convention Center.

$10 million

Support moratorium on purchase of recreational lands.

$78 million

Increase background checks/vetting of all companies proposed to get state dollars – for tax liability, pay to play, criminal records.

 

 

GRAND TOTAL

1.939 Billion

 

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OMCE Proposal to Restore Lost M/C Compensation 2009-2011

 

Proposal:  Make M/C designated employees whole for all compensation lost during the 2009-10 fiscal year and the 2010-11 fiscal year proposed loss.  This will be accomplished through the delay of general salary increases, staggering the payment of performance advances and the use of a deferred pay (lag) initiative.

 

Assumptions:

  • The 2010-11 Executive Budget estimates that $28 Million (all funds)was saved by eliminating the 4% general salary increase for those deemed management/confidential
  • The 2010-11 Executive Budget does appropriate funding sufficient to accommodate payment of performance advances (steps), longevity and merit payments at the 2008-09 salary schedule (Sec 130 CSL) rate.
  • A one paycheck  “rolling” pay date deferred (lag ) payroll would generate approximately $33 -35 Million in savings. (pay date advances one day for ten consecutive pay periods)

 

Actions:

·        Effective April 1, 2010 performance advance (steps), longevity and merit pay will be paid utilizing the 2008-09 salary (CSL section 130/Chapter 10 Laws of 2008) schedule for management confidential employees. Thos eligible for such performance advances (steps) shall move one step towards the job rate on that schedule.           (Funding provided)

·        Effective July 1, 2010 a 2% general salary increase shall be applied to the 2008-09 M/C salary schedule referenced above.                      (Cost= 9 months of $14M =   $10.5 Million)

·        Those now eligible for a performance advance that did not qualify in April for one shall be granted that performance advance.  Those receiving a performance advance in April shall not receive an additional advance in July, 2010        (Cost Estimate       $.25 Million)

  • All M/Cs at the job rate effective July 1, 2010 shall receive a “Job Rate Advance’  equal to 2% of the job rate for their position using the salary schedule effective  July 1, 2010.

            (5000 employees x $1500 est. avg advance/J.R  avg $75000)         (Cost Estimate     $7.5 Million)

  • In January 1, 2011 a 2% general salary increase shall be applied to the salary schedule effective July 1, 2010.                                           (Cost Estimate=25% of $28 M/1 Qtr.= $7 Million)
  • All M/Cs not at the job rate shall receive a performance advance (step) increase.  The receipt of this performance advance shall not allow individuals to exceed the job rate.
  • All those now at the job rate and those who were eligible and received a “Job Rate Advance”  effective July 1, 2010 shall now receive an additional “Job Rate Advance”.  This “Job Rate Advance” effective January 1, 2011 will be in addition to the July 2010 schedule “Job Rate Advance” paid to those eligible employees. This “Job Rate Advance” effective January 1, 2011 shall be equal to 1% of the job rate for their position using the salary schedule effective  January 1, 2011 and will become part of the employee’s annual compensation.

(6000 employees x $788 avg advance (Avg J.R. of $78800)         (Cost Estimate=    $4.7 Million)

Funding:

·        The 2010 Executive Budget  allocates funding for anticipated performance advances (steps), longevity and merit payments for M/C employees

·        A one pay period (10 days), rolling pay date-deferred (lag) payroll is proposed for implementation during the last 10 pay periods of the 2010-11 Fiscal Year. Using DOB provided estimates this should yield $33-35 Million in savings

·        The $28 Million in estimated savings from the planned rescission of the M/C 4% general salary increase

·        $61-65 Million available to fund this initiative with an estimated cost of $30 Million

Result:

Taxpayers save  $ 31-35 Million and M/C employees are returned to 95-100% of what Chapter 10 of the Laws of 2008 provides.

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