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Bilingual Employees and Pay Policy
Spanish is the only language in Language Priority Group 1. More than 240,000 Spanish-
speaking residents in San Diego County do not speak English very well. As a border
community, the region witnesses a large daily influx of Spanish-speaking individuals with
LEP who may need to access services such as 511, Motorist Aid, or the South Bay Expressway.
There is a demonstrable need for public offices in San Diego County to provide services to the
Spanish-speaking population. Bilingual employees are the key to meeting that need.
Currently, SANDAG has a number of bilingual employees in positions at the Toll Operations
Center and other locations and on contracted service such as the Freeway Service Patrol.
However, neither the positions not the contract are classified as requiring written or verbal
communication skills in languages other than English.
Many California government departments and local governments across southern California
have certain positions that require employees to be fluent in Spanish. In conjunction with
this requirement, the agencies have implemented standards for demonstrating language
abilities, and provide eligible employees a bilingual pay differential. Within San Diego County,
the County and many cities (e.g., San Diego, Chula Vista, Carlsbad, Encinitas, Escondido,
National City, Oceanside, etc.) have policies that provide bilingual pay, including processes for
identifying and approving positions, testing procedures, and setting the additional amount
of a pay an employee may receive. (It should be noted that State law provides that an
employee in a position newly categorized as bilingual may not be terminated because of
their inability to meet such a new requirement.)
This LAP proposes to increase the availability of bilingual employees at SANDAG though
research and possible implementation of a new Bilingual Pay policy and related
administrative procedures. Creation of a Bilingual Pay policy would provide an opportunity to
test or certify employees to ensure those representing SANDAG have a sufficient grasp of the
required language to represent the agency. The annual cost of providing a bilingual pay
differential would be estimated as part of the initial research and development of the new
policy; this estimate would include the identification of positions that might be designated as
requiring bilingual staff and the costs for language testing to confirm the fluency of existing
and potential new employees.
If a bilingual pay policy is implemented, it should include a procedure whereby Human
Resources, program managers, and Directors would periodically evaluate job responsibilities
to identify the employees who use bilingual (English/Spanish) skills on a regular basis.
Further, as part of establishing eligibility for bilingual pay, the employee would be required to
demonstrate proficiency through a standardized testing process offered by a third-party.
Areas that may be reviewed in the development of the bilingual pay policy might include Toll
Plaza attendants, Customer Service representatives, receptionists, those involved in Borders
Programs, and Planners and Communications staff, to name a few examples.
Only 21 employees have currently agreed to be on the list of employees willing to use their
second language abilities. In the survey conducted for this LAP update, 28 employees said
they would be willing to use their second language skills. Putting extra attention and
developing procedures for engaging employees’ assistance, along with simply providing an
opportunity for new employees to add their name to that list, could increase employee
support for these efforts. A Bilingual Pay Policy may provide one additional incentive for
bilingual employees to be recognized for using their language skills at work.