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Home My WebLink AboutMINUTES - 08181987 - 1.56 v THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on August 18 , 1987 _ by the following vote: AYES: Supervisors Powers , F&hden, Schroder , Torlakson, McPeak. NOES: None. ABSENT: None . ABSTAIN: None. SUBJECT:- . Resolution No. 87/515 In the Matter of Amending Salary and Seniority Regulations for the Deep Classes of Deputy County Administrator, Management Analyst II , and Management Analyst III 1. Whereas the Board of Supervisors has enacted Resolution 83/1, as amended, re- ferred to as the Salary Regulations, and Section 20 of that Resolution relates to the compensation and terms and conditions of employment of deep classes; Be It By the Board Resolved that effective April 1, 1987, the following pro- visions are, applicable to the deep classes of Deputy County Administrator, Management Analyst III and Management Analyst II : 2. Salary Ranges The compensation for these classes shall be set by the Board of Supervisors and reviewed periodically. Effective April 1, 1987 the salary schedules/levels shall be: a. Deputy County Administrator (ADDG) XA-2082 ($3459-$4428) b. Management Analyst III (ADTD) XA-1861- ($2772-$3549) C. Management Analyst II (ADTE) XA-1663 ($2275-$2913) 3. Appointment The appointing authority may make an initial appointment at any step of the salary ranges up to step 9. Initial appointment shall be in consideration of qualifications of the person appointed and the nature and complexity of the work to be performed. 4. Anniversary Dates Anniversary dates for persons appointed to the deep classes of Deputy County Administrator, Management Analyst III or Management Analyst II shall be set at six (6), months in accordance with Section 3.1 (b.1) of the County Salary Regulations regardless of the step at which an employee is appointed. 5. Merit Salary Increment Review On .an employee's anniversary date, the appointing authority may, based upon an evaluation of work performance, award up to two (2) 2 1/2% steps (total 5% maximum) salary advancement for satisfactory performance of the employee. The salary advancement shall be granted only on the affirmative action of the appointing authority. The appointing authority may unconditionally deny a salary increment advancement of one (1) or two (2) steps or may deny one or both steps subject to review at a specified date before the next anniversary date. Additionally, on the employee's anniversary date, the appointing authority may award either one (1) additional step increment of 2 1/2% (total of 7 1/2% maximum) or two (2) additional steps (total of 10% maximum) for outstanding performance by the employee. , If an employee does not receive the maximum outstanding performance pay er anniversary date, an extra salary review date may be set by the appointing authority for six (6) months after the anniversary date. This date may be set by the appointing authority upon return of the Salary Review Report to the Personnel Director or at another time prior to the extra review date six (6) months after the anniversary date. (� • 1 I RESOLUTION NO . 87/5151 -2- 87/515 Resolution No. If an employee received an outstanding pay step of 2 1/2% on his/her anniversary date, the appointing authority may, based upon an evaluation of work performance, award an additi.onal 2 1/2% outstanding performance pay step effective six (6) months after the anniversary date on the first of the month. If an employee was awarded no outstanding performance steps on his/her anniversary date, the appointing authority may, based upon an evaluation of work performance, award an additional one (1) or two (2) outstanding performance pay step(s) effective six 6) months after the anniversary date on the first of the month. In no instance, however, shall an employee be awarded more than two (2) 2 1/2% outstanding performance pay steps during a single anniversary year. At the discretion of the appointing authority, effective the first of a calendar month, approval for outstanding performance pay steps may be rescinded, based upon an evaluation of work performance, at any time during the anniversary year. All outstanding performance steps in effect on an anniversary date are subject to evaluation by the appointing authority and must be affirmatively recommended by the appointing authority to continue or be increased. In instances where one or two 2 1/2% outstanding pay steps are in effect just prior to the employee's annual anniversary date, the appointing authority may utilize the outstanding pay step(s) then in effect as the base from which any additional satisfactory . or outstanding increments are calculated. No salary step beyond step 9 may be awarded for satisfactory performance. Steps 10 and 11 are reserved exclusively for above average or outstanding performance pay. No provision of this section shall allow salary placement beyond the uppermost step of the salary schedule/level to which the class is allocated. 6. Seniority a. Class seniority for layoff and displacement purposes of employees with permanent or probationary status in the classes of Deputy County Ad- ministrator, Management Analyst III and Management Analyst II at the date this resolution is adopted shall be as indicated below: Class Seniority Employee # Name Date Deputy County Administrator (ADDG) 14104 Brown, Gary 3-04-70 16735 Bell , DeRoyce 11-16-77 13852 Enea, Anthony 10-28-85 39027 Hoffman, Sara 4-01-87 Management Analyst III (ADTD) 21444 Johnson, George 3-02-70 17012 McGraw, Terry 3-18-70 28531 Lucas, Arnold 9-01-77 Management Analyst II (ADTE) 39386 Dimaggio, Julie 5-14-86 41528 Moultrie-Cooper, Beverly 1-01-87 41956 Gregory, John 1-01-87 41957 Mercurio, John 4-01-87 b. Employees with permanent or probationary status in the classes of Deputy County Administrator, Management Analyst III and Management Analyst II shall have displacement rights to other classifications with the in- dicated class seniority dates for those classes (not including service in other current classes) as indicated on the following page: -3- Resolution No. 87/515 Class Seniority Employee Name Displacement Class Date Brown, Gary ADTD Management Analyst III 2-06-67 ADTE Management Analyst II 8-17-66 APWA Administrative Analyst 6-01-65 DATA Appraisers Aide 10-15-64 Bell , De Royce ADTD Management Analyst III 3-18-70 ADTE Management Analyst II 6-19-68 APWA Administrative Analyst 1-16-67 Enea, Anthony none Hoffman, Sara 55NA Energy Coordinator 11-29-82 Johnson, George none McGraw, Terry ADTE Management Analyst II 6-19-68 APWA Administrative Analyst 4-03-67 Lucas, Arnold ADTE Management Analyst II 12-01-76 APWA Administrative Analyst 4-03-76 Dimaggio,Julie APWA Administrative Analyst 8-01-85 APIA Administrative Aide 1-07-84 Moultrie-Cooper, APWA Administrative Analyst 3-01-86 Beverly AP9A Administrative Intern 1-16-86 Gregory, John APWA Administrative Analyst 10-15-86 APIA Administrative Aide 2-05-86 Mercurio, John APWA Administrative Analyst 10-15-86 APIA Administrative Aide 2-10-86 7. Other Provisions Except as may be changed or modified by resolution hereafter, all provisions of the Salary Regulations are applicable to the deep classes of Deputy County Administrator, Management Analyst III and Management Analyst II . 8. Resolution 84/778 (In the Matter of Implementation of the Deep Class of Deputy County Administrator) adopted December 18, 1984, is rescinded effective April 1, 1987. This resolution also rescinds Resolution 87/180 originally implementing the deep classes of Deputy County Administrator, Management Analyst III and Management Analyst II adopted March 31, 1987 with an effective date of April 1, 1987. 1 hereby certify that this Is a true and correct copy of an action 4'aken and entered on the minutes of the Board of Supervisors on the date shown. ATTESTEDa-- August 18 , 1 9 A 7 Reference : P300's PHIL BATCHELOR, Clerk of the Board 14307 of Supervisors and County Administrator ` . cc : County Administrator By , Deputy Personnel Auditor-Controller . i 3