HomeMy WebLinkAboutRESOLUTIONS - 01312003 - 99-486 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this order on cL=t=bpr 218 1999 , by the following vote:
AYES: SUPERVISORS GIOIA, UILKEMA, GERBER, DESAULNIER AND CANCIAMILLA
NOES: NONE
ABSENT: NONE
ABSTAIN: NONE
SUBJECT: In the Matter of Implementing a Performance RESOLUTION INTO. 99/486
Pay Plan for the classes of Principal Appraiser
(DADC), Supervising Appraiser(DAHC) and
Supervising Auditor-Appraiser(DRNA)
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 September 1, 1999, the following performance pay plan is adopted for the subject
classes:
1. Salary Range: As Unrepresented Management, compensation for the subject classes is set by
the Board of Supervisors and is reviewed periodically. Effective September 1, 1999, the
classes of Principal Appraiser (DADC), Supervising Appraiser (DAHC) and Supervising
Auditor-Appraiser (DRNA) will be reallocated from a five-step (5% increments between
steps)to an eleven-step (2.5%increments between steps) salary schedule as follows:
REALLOCATE
FROM TO
Job Plan / # of Plan / # of
Code Job Title Grade Steps Grade Steps
DADC Principal Appraiser M50-2462 5 M25-2437 11
DAHC Supervising Appraiser M50-2317 5 M25-2292 11
DRNA Supv. Auditor-Appraiser M50-2317 5 M25-2292 11
2. Stop Placement of Incumbents: Incumbents in each of these classes shall be placed on the
new salary range as follows:
Current
Job Code Job Title Step New Step
DADC Principal Appraiser
DAHC Supervising Appraiser
DRNA Supervising Auditor-Appraiser 1 1
2 3
3 5
4 7
5 9
3. Regular Anniversary Salary Review: On the employee's anniversary date, the appointing
authority may, based upon 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
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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 (1)2.5% performance increment (step increase) or two (2) 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
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 dinz Performance Pav Stens: 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 MgiA 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 these classes.
CONTACT: Lori Koch(313-7474) I hereby cerIfy that this Is a true and correct copy of
cc: Human Resources 17e artrnent an action taken and entered on the minutes of the
p Board of Supervisors on the date shown.
Assessor's Office ATTESTED r 21 1999
County Administrator HIL-BAXHELOR,Clerk of the Board
Auditor-Controller f Supe sora and CouniyAdministrator
BY ,Deputy
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RMLtII':ION NO. 99/486