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Supervisors split over restoring deputy title for behavioral health; staff to recruit at division-manager level
Summary
County behavioral‑health leaders asked to restore a deputy‑director title to cover expanded state mandates; staff and HR recommended recruiting first for a division‑manager title at the same pay scale and revisiting a deputy‑level change midyear if recruitment fails. Supervisors expressed divided views on the proper classification.
Calaveras County behavioral-health leaders asked the Board of Supervisors on June 10 to reinstate a deputy-director level title for the county’s clinical services lead, arguing the role now carries statewide mandates and representation needs that exceed the current classification.
"This request does not create a new position. It does not add staffing. It does not increase salary or benefits. Rather, it restores the title previously existed and more accurately reflects the responsibilities assigned to the position today," Wendy Al, behavioral health director, said, pointing to new mandates such as care court, mobile crisis services and Prop 1 implementation.
Human Resources and county management urged caution. HR and the CEO recommended recruiting for a "division manager" title first and using an intensive recruitment effort; staff said that title sits at a similar pay scale in the county's class-and-comp study and could solve operational gaps without creating a new management tier. Managers said if recruitment fails the board could revisit elevating the role to deputy-director at midyear.
Supervisors registered clear but split views on the record: several said they supported restoring a deputy-director title to provide licensed leadership capacity and to ensure continuity for courts and mandated programs, while others expressed concern about adding another deputy-level management post during a year of fiscal constraint and preferred the staff-recommended division-manager route.
Denise said the county will proceed with the division-manager recruitment and will return to the board at midyear with a report on whether the position is successfully filled or whether escalation to a deputy-director classification is warranted.
Why it matters: Behavioral health leadership affects compliance with state mandates and the county’s ability to deliver complex, licensed clinical programs. The debate balanced the need for leadership capacity against the county’s short-term budget constraints.
Next steps: Staff will begin recruitment for a division manager and report back; the board asked for a midyear review of recruitment outcomes and the option to revisit a deputy-director title if needed.
