HomeMy WebLinkAboutRESOLUTIONS - 01272003 - 99-329 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on June 22, 1999 by the following vote:
AYES: SUPERVISORS GIOIA, UILREMA, GERBER, DESAULNIER AND CANCIAMIUA
NOES: NONE
ABSENT: NONE
ABSTAIN: NONE
SUBJECT: In the Matter of Implementing a Resolution No. 99/ 329
Performance Pay Plan for the Class of
Elections & Registration Manager
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
Elections & Registration Manager(ALGB):
1. Salary Range: As an Unrepresented Management class, the compensation for
Elections & Registration Manager 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 2146 ($3882 - $4719) to eleven-step salary
schedule/level M25 2121 ($3882 - $4970).
2. Step Placement of Incumbent: The incumbent employees in position nos. 5794 and
5829 shall be reallocated from current salary step five (5) to new salary step (9).
3. Regular Anniversary Salary 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.
Resolution No. 99/329
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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 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. Continuation/Termination of Outstanding Performance Pay Steps: 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. Step 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.
I hereby certify that this is a true and correct copy of
an action taken and entered on the minutes of the
Distribution : Human Resources Dept Boa"d of Supervisors on the date shown.
Clerk-Recorder ATTESTED: _,June 22, 1999
Auditor- Controller PHIL BATCHELOR,Clerk of the Board
of Supe rs and County Administrator
a
By ,Deputy
Resolution No. 99/329