HomeMy WebLinkAboutRESOLUTIONS - 01272003 - 99-328 TIME BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY,CALIFORNIA
Adopted this Order on June 22, 1999 by the following vote:
AYES: SUPERVISORS GIOIA, UILKEMA, GERBER, DESAULNIER AND CANCIAMILL A
NOES: NONE
ABSENT: NONE
ABSTAIN: NONE
SUBJECT: In the Matter of Implementing a RESOLUTION NO. 99/ 328
Performance Pay Plan for the Class of
District Attorney Chief of Administrative
Services
THE CONTRA COSTA COUNTY BOARD OF SUPERVISORS in its capacity as governing
Board of the County of Contra Costa and all districts of which it is ex-officio governing Board
RESOLVES THAT:
Effective June 1, 1999, the following performance pay plan is adopted for the class of District
Attorney Chief of Administrative Services(APDD):
1. Sal= R g; As an Unrepresented Management class, the compensation for the District
Attorney Chief of Administrative Services shall be set by the Board of Supervisors and shall
be reviewed periodically. Effective June 1, 1999, the class shall be reallocated from five—
step salary schedule/level M50 2445 ($5235- $6363) to eleven-step salary schedule/level
M25 2469($5498 - $7037).
2. Step Plac=cnt of Jm=h t: The incumbent employee reallocated from current step five
(5)to new step(9).
3. Regular Anniversary Sam Review: On the employee's anniversary date, the appointing
authority may, based on an evaluation of work performance, award a merit increment (step
increase) of 5% for satisfactory performance of the employee. The salary advancement shall
be granted only on the affirmative action of the appointing authority. In no case shall a step
increase be awarded beyond step 9 of the salary range for satisfactory performance.
Conversely, the appointing authority may unconditionally deny a merit increment or may
conditionally deny the merit increment subject to review at a specified date before the next
anniversary date.
4. Performance Pay Review: Effective with the adoption of this performance pay resolution,
the appointing authority may designate an annual performance evaluation date which can be
different from the employee's annual anniversary date as referenced in Section 3 above. The
appointing authority may, based upon annual evaluation of work performance, award at that
time either one 2.5% performance increment (step increase) or two 2.5% performance
increments for outstanding performance and/or the achievement of specific performance-
based objectives (hereinafter referred to as outstanding performance) to the incumbent.
If the employee does not receive outstanding performance pay on the annual performance
evaluation date, an extra salary review date may be set by the appointing authority to occur
six (6) months after the annual performance evaluation date. This date may be set by the
appointing authority upon return of the Salary Review Report to the Director of Human
Resources or at another time within the intervening six (6) months.
If the employee received an outstanding performance pay step of 2.5% on the annual
performance evaluation date,the appointing authority may,based upon an evaluation of work
performance, award an additional 2.5% outstanding performance pay step effective six (6)
months after the annual performance evaluation date on the first of the month. If an
employee was not awarded an outstanding performance pay step on the annual performance
Resolution No. 99/328
evaluation date, the appointing authority may, based on an evaluation of work performance,
award one(1) or two (2) outstanding performance pay steps effective six (6)months after the
annual performance evaluation date on the first of the month. In no instance, however, shall
an employee be awarded more than two (2)2.5% outstanding performance pay steps between
annual performance evaluation dates.
5. Contin a i na=ination of Outstanding Perform rice Paves Any outstanding
performance pay step(s) in effect on the employee's annual performance evaluation date are
subject to evaluation by the appointing authority and must be affirmatively recommended by
the appointing authority to continue or be increased.
At the discretion of the appointing authority, effective the first of a calendar month, approval
for outstanding performance pay step(s)may be rescinded based on an evaluation of work
performance, at any time between annual performance evaluation dates.
6. Correlation of merit and Performance Pay Steps: In instances where the employee is
receiving outstanding performance pay step(s) at the time a merit increment is approved, the
employee's base salary for satisfactory performance will be adjusted to reflect the 5% merit
increase. The employee salary step placement will then be further adjusted for the current
outstanding performance pay that the employee had been receiving using the employee's new
merit step as the base upon which the performance pay step(s) are added.
7. Sten Placement Limitations. No salary step beyond step nine (9) may be awarded for
satisfactory performance. Steps ten (10) and eleven (11) are reserved exclusively for
outstanding performance pay. No provision of this resolution shall allow salary placement
beyond the uppermost step of the salary schedule/level to which the class is allocated.
8. Other Provisions: Except as may be changed or modified by resolution hereafter, all
provisions of the Salary Regulations are applicable to this class.
Distribution: Human Resources Dept i hereby certify that this Is a true and correct copy of
District Attorney an action taken and entered on the minutes of the
Auditor—Controller Board of Supervisors on the date shown.
County Administrator ATTESTED. June 22, 1999
PHIL BATCHELOR,Clerk of the Board
of Supervisond County Administrator
By _ Deputy
Resolution No. 99/328