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HomeMy WebLinkAboutMINUTES - 09121995 - C77 POSITION ADJUSTMENT REQUEST NO. b g C DAT Department No./ � COPERS Department Human Resources Department Budget Unit No. 0035Org No.1315 Agency No. 05 Action Requested Establish the class of Labor Relations Manager_Fxpmpt at salary 1PyP1 C6-2428 (15147-6568) and add ono 40/40 - ropose Effective Date: 9/1/95 Classification Questionnaire attached: Yes ❑ No 0/Cost is within Department's budget: Ye=No❑ Total One-Time Costs (non-salary) associated with request: $ 0 Estimated total cost adjustment (salary/benefits/one time: Total annual cost $ 97,500 Net County Cost $ 97,500 Total this FY $ 56P875 N.C.C. this FY $"56,875 SOURCE OF FUNDING TO OFFSET ADJUSTMENT within department's budget .Department must initiate necessary adjustment and submit to CAO. Use additional sheet for further explanations or comments. r) Depar nt Head REVIEWED BY CAO AND RELEASED TO HUMAN SERVICES DEWty Dep unty Administrator Date HUNAN RESOURCES DEPARTMENT RECOMMENDATION DATE 9/5/95 Establish. the class of Labor Relat ions- 11anager-Exempt at salary level C6-2428 ($5147-65681,includes performance step as a tached,and add one (1) 40/40 position. Amend Resolution 71/17 establishing positions and resolutions allocating classes to the Basic/Exempt salary schedule. Effective: ❑ Day following Board Action. X31 9/1/95 (Date) or Director of Human Resources ------ -- --- C A NTY ADMINISTRATOR RECOMMENDATION DATE:pprove Recommendation of Director of Human Resources 0 Disapprove Recommendation of Director of Human Resources ❑ Other: County AdMinistrator BOARD OF SUPERVISOR CT Phil Batchelor, Clerk of the Board of Supervisors Adjustment A 2 an o t Adm' istrator DATE: rr BY. ,APPROVAL OF THIS ADJUSTMENT CONSTITUTES A PERSONNEL/SALARY SOLUTION AMENDMENT :POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTION Adjust classes)/position(s) as follows: P900 (1047) Rev 5/1/95 EXHIBIT 1 PERFORMANCE PAY PLAN FOR LABOR RELATIONS MANAGER - EXEMPT The following performance pay plan is adopted for the class of Labor Relations Manager - Exempt. 1. Merit Salary Increment Review - On the employee's anniversary date, the appointing authority may, based upon an evaluation of work performance, award a one step (5%) 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 or may deny the step increase subject to review at a specified date before the next anniversary date. Additionally, on the employee's anniversary date, the appointing authority may award one (1) additional step increment of 5% (total of 10% maximum) for achievement of specific performance-based objectives and/or outstanding performance (hereinafter referred to as outstanding performance) by the employee. If an employee does not receive the outstanding performance pay on the 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 Human Resources Director or at another time prior to the extra review date six (6) months after the anniversary date. If an employee was awarded no outstanding performance step on his/her anniversary date, the appointing authority may, based upon an evaluation of work performance, award the outstanding pay step effective six (6) months after the anniversary date on the first of the month. 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. The outstanding performance step in effect on an anniversary date is subject to evaluation by the appointing authority and must be affirmatively recommended by the appointing authority to continue. In instances where the 5% outstanding pay step is in effect just prior to the employee's annual anniversary date, the appointing authority may utilize the outstanding pay step then in effect as the base from which any additional satisfactory or outstanding increments are calculated. No salary step beyond Step 5 may be awarded for satisfactory performance. Step 6 is reserved exclusively for 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. 5. Other Provisions - Except as may be changed or modified by resolution hereafter, all provisions of the Salary Regulations are applicable to this class.