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HomeMy WebLinkAboutMINUTES - 07201999 - C70-C73 119 The Board of Supervisors, Contra Costa County, California Adopted this resolution on Ju 2-0, X999 ,by the following vote: AYES: SUPERVISORS GIOIA, UIL{ :A, GERB�.R , AND GAi��CIAMI1_iA NOES: '-ONE ABSENT: SUPERVISOR DE'SA7u LATER ABSTAIN: NON" Resolution No. 99/ 362 Subject: Early Retirement The Board of Supervisors of Contra Costa County RESOLVES THAT: 1. By Ordinance 76-73 the Board of Supervisors has adapted the Provisions of Government Code Section 31641.04, permitting early retirement service credit. II. Because of changes in the manner of perforn3ing certain services in the Animal Services Department, and in order to achieve savings in money and other economic benefits for the County, the best interests of Contra Costa County will be served by peri'nitting additional service credit for certain members of the Contra Costa County Employee's Retirement Association(members) as follows: a) The provisions of this resolution are applicable to all members employed in the Animal Services Department in the job classification of Clem. b) Every eligible member who retires between August 1, 1999, and August 31, 1999, shad receive two additional years of service credit for Contra Costa County service. c) Upon demand by the Retirement Association, the County Auditor shall transmit to the Retirement Fund the amounts) determined by the Retirement Board to be the actuarial equivalent(s) of the differences) between the allowance(s)the eligible members) receive(s) after getting the additional service credit hereunder and the allowance(s) he/they would have received without such credit. d) On Later re-entry into County employment under circumstances otherwise requiring or permitting membership in the retirement system, any member who has received additional service credit hereunder shall forfeit such additional service credit, and the County's payments hereunder shall be refunded unless the re-entry is the result of a temporary call- back limited to the maximum hours of service in any one calendar or fiscal year as provided by State law. e) Provided, nevertheless,that provisions of this resolution are not applicable: I. To any member otherwise eligible if such member received any unemployment insurance payment within six months prior to August 31, 1999. 2. To any member if the member is not eligible to retire without additional service credit under this resolution. I hereby certify that this is a true and correct copy of an action taken and entered on the m0nutes of the Board of Supervisors on the date shown. ATTESTED: ,3u1 , , I99 V _ PHIL BPr C ELDR,Cier" of the Board of Supervisors cc: Hunan Rescumes Department !' artu o my Administrator auditor-Controiier B ` s ' Deputy By � p Y Resolution No. 99/362 pPOSMON ADJUSTMENT REQUEST No.DAr 7, U99--� Department No./ COPERS Dep-4rtment Human Resources Department Budget Unit N€ .0035 Crg No.1351 Agency No. 05 ion Regoes n Ret e the cl ass anager-E ployment ra s A o Persons eT` " }�ar�a er f AOOB and real locate the salary on a sa ar y s� �€ e -from M5-0-2423 -2513 5603 /503 Add one A0 � os�t�on � Propose a Ive.. 11 1CJq Personnel Services Manager and cancel Personnel Services Supervisor position # 5-8 Classification Questionnaire attached Yes o NoCost is within Department°s budget: YeZ No Total One-Time Costs (non-salary) associate �r�equest: Estimated total cost adjustment (salary/benefits/one time: Total annual cost 7520 Net County Cost $,0 Total this FY 6 65N.C.C. this FY 0 SOURCE OF FUNDING TO OFFSET ADJUSMT____� Department initiate necessary adjustment and submit to CAO. Use additional sheet for further explanations or comments. ffor) ep rtwnt ea .. - �- --- I BY CAU AND RELEASED TO MUS PES ROES DF ff3j Depbty County Administrit7ora e HUMAN RESOURCES DEPARTMENT RECOMMENDATION BATF 7/21/99 Retitle the class of Manager-Employment Programs (ACOA) to Personnel Services Manager (A00B) and reallocate the salary on the salary schedule from M150-2423 ($51221-6536) to M50-2513 ($5603-7508). Ikdd one 40/40 position of Personnel Services Manager and cancel Personnel Services Supervisor position #05-89. Effective: o Day following Board Action. 1 _ (Date) i rector o €mart sources COMY ADMINISTRATOR RECOMMENDATION DATFa rave Recommendation of Director of Homan Resources isapprove Recommendation of Director of Human Resources c3 Other: r ou y Ar nistrator BOARD OF UPERVIS CTION- Phil c los, C er' of the Hoar' oaf S pec isors Adios t AroPROE[} and rpt € ir�i_ for DATE: BY: APPROVAL OF THIS ADJUSTMENT CONSTITUTES A PERSOM�NE€7 S Y RESi� �ION SND POSITION ADJUSTMENT ACTION TO DE COMPLETED MAY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD.ACTION Adjust class(es)/position(s) as follows: THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this order on iuly 20, 1999 , by the following vote: AYES: SUPERVISORS G e OIA, UILKEMA, GERBER, AND RESOLUTION NO. 99/363 CANCIAMILLA NOES: NNONE ABSENT: SUPERVISOR_DESAnN, R ABSTAIN: NUN_E SUBJECT: In the Matter of Implementing a Performance Pay Flan For the Mass of Personnel. Services Manager. THE CONTRA COSTA COUNTY BOARD CP 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: A. Salaxy Range, Effective July 1, 1999, the class of Personnel Services Manager is allocated to Salary M50 2513. P. Merit Salary Increment Review •- On the employee's anniversary date, the appointing authority may, based upon an evaluation of work performance, award a merit increment of S% 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 be awarded beyond step 5 of the salary range for satisfactory performance. The appointing authority may unconditionally deny a salary increment advancement or may deny the step subject to review at a specified date before the next anniversary date, C. Performance Review: The appointing authority may, based upon an annual evaluation of work performance, award either one (1) 5% step increment or two (2) 5% step increments for outstanding performance and/or the achievement of specific performance-based objectives (hereinafter referred to as outstanding performance) to the incumbent in the class of Personnel Services Manager. If the employee does not receive outstanding performance pay on his/her annual evaluation date, an extra salary review date may be set by the appointing authority for six (6) months after the annual evaluation date. This date may be set by the appointing authority upon return of the Salary Review Deport to the Director of Human Resources or at another time prior to the extra review date six (6) months after the employee's annual evaluation date. If the employee received an outstanding pay step of 5% on his/her annual evaluation date, the appointing authority may, based upon an evaluation of work performance, award an additional 5% outstanding performance pay step effective six (6) months after the annual evaluation date on the first of the month. If an employee was not awarded an outstanding performance step on his/her annual evaluation date, the appointing authority may, based upon an evaluation of work performance, award one (1) or two (2) outstanding pay step(s) effective six (6) months after the annual evaluation date on the first of the month. In no instance, however, shall an employee be awarded more than two (2) 5% outstanding performance pay steps between annual evaluation dates. At the discretion of the appointing authority, effective the first of a calendar month, approval for outstanding performance pay may be rescinded, based upon an evaluation of work performance, at any time between annual evaluation dates. Any outstanding performance pay step(s) in effect on the employee's annual evaluation date are subject to evaluation by the appointing authority and must be affirmatively recommended by the appointing authority to continue or be increased. Resolution No. 99/363 In instances where the employee is receiving outstanding performance pay at the time that a merit increment is approved, the employee's base salary step for satisfactory performance will be adjusted to reflect the 5% Merit increase. The employee's 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. No salary step beyond Step 5 may be awarded for satisfactory performance. Steps 6 and 7 are reserved exclusively for outstanding performance pay. leo provision of this section shall allow salary placement beyond the uppermost step of the salary schedule/level to which the class is allocated. D. The annual evaluation date for outstanding performance steps for employees shall be set by the appointing authority. E. r agyjkm - Except as may be clanged or modified by resolution hereafter, all provisions of the Salary Regulations are applicable to this class. CONTACT: Leslie might (5-1.766) cc: Duman Resources Department !hereby csr} v that this is a true and correct cnpy of County Administrator an action take'n' and entered on .he rn;nutes of the Auditor-Controller Board of Superiisors on tae date shown. ATTESTED: July 20,1999 PHIL BATCHELOR Clerk of the hoard of supervisor and Co:,nty Ad i iiszratos, a " By M. Deputy Resolution No. 99/363 0174 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY�CALIFORNIA Adopted this Order on__j�� 1999 by the following vote: AYES: SUPERVISORS GIOIA, UFLKD4A- GERBER, AND CANC-JAMTLLA NOES: NONE: ABSENT: SUPEEMIT-SOR, DESAULNIER, ABSTAIN:NONE SUBJECT: In the Matter of Implementing a Performance RESOLurION NO.99/ 364 Pay Plan for the Classes of Public Works Fiscal Officer(APSC), General Services Fiscal Officer(APSB), and Sheriffs Fiscal Officer(64SJ) 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 July 1, 1999,the following performance pay plan is adopted for the subject classes: 1. SAIM:y As Unrepresented Management, compensation for the subject classes is set by the Board of Supervisors and is reviewed periodically..Effective Julyl, 1999, the classes V shall be reallocated from five—step salary schedule/level M50 2326 ($4648-$5649)to eleven-step salary schedule/level M25 2301 ($4648 - $5949). 1 Sto J! Q=ZAI _QLlagUMb.!�= The incumbent employees shall each be reallocated from current step five(5)to new step(9). 3. 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. FerfQrm=o-Pam Egyimy; 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 2.50% 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. 99/364 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. Any outstanding performance pay step(s) in effect or, 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. PTII, : 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. a t . ., wns: 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. - visions; 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 trLa and correct copy of Sheriff s Office an action taken and entered on the minutes of the Auditor—Controller Board of Supervisors on the data shown. ATTESTED, County Administrator PHL BATC� ELO Clark of the Board of SupeM-ors and Counity Adrninistrator By Deputy Resolution No. 99/364 02 POSITION ADJUSTMENT REQUEST No.. Date: 5/.26/99 - COPERS Department No./ Department General Services Budget Unit No 0079 Org No.4026 Agency No.66 Actior Requested Reallocate salary and retitle the classification of Facilities Maintenance Coordinator ($3879® $4714) $38 9- $4714)to General Services Hospital Facilites Maintenance Manager($4316-$5247). Proposed Effective Date;July 1, 1999 Classification Questionnaire Attached: Yes No Z > Cost is within Department's Budget: Yes Z No Total One-Time Costs (non-salary)Associated With Request: $0 Estimated Total Cost Ad ustment(salarylbenefitslone time: Total Annual Cost $8652 Net County Cost $0 :5- Total This FX $8652 N.C.C. This FY $0 SOURCE OF FUNDING TO OFFSET ADJUST funding offset by reimbursement from Health Serviced Depa-Rent Initiate necessary ad;ustnent and submit to CAO. Use additional sheet for further explanabons or comments. U&wo N *6)Department Head REVIEWED BY CAO AND RELEASED TO HUMAN RESO C ART71 1, ',rator Deputy C�iounty AP ,is, Dale ,__ 777799 HUMAN RESOURCES DEPARTMENT RECOMMENDATION Date Retitle the classification of Facilities' Y�aintenance Coordinator (GFSA) to Hospital Facklir"Ies Super)rispr (QFTI,G). and reallocate the salary prom M50-2145 ($3879-4714) to 115G-,2252 (_$431_6'-'5247) on the salary schedule in the General Services Department. Amend Resolubon 71/17 establishing posMons and resolutions allocalding cla to Sha Basic/Exempt salary schedule as described above. Effective: Day following BoardAction. 1, 19'?'7- (Date) / - I ( r)Dire for oAman Re4urce's CLINTY ADMINISTRATOR RECOMMENDATION Date Approve Recommendation of Director of Human Resources Disapprove Recommendation of Director of Human Resources Other: (for)County Administrator BOARD OF SUPERVISOR,$ACTION: Phil Bat or, Clerlrbf the Board of Supervisors Adjustment APPROVED an un � ,Ad mfinis DATE: Sy 1A1_4 APPROVAL OF THIS ADJUSTMENT CONSTITUTES A PERSO qNEUSALARY RES0LUTXKAMEN 6M_ E POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES 6iiF�A7TMENT FOLLOWING BOARD ACTION Adjust class(es)/position(s)as follows: P300 IM347) Rev 711195 FAPERSONNET300 actions\P-300 for Cmy-do^. THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on July 2G, I999 by the following vote: AYES: SUPERVISORS GIOIA, ;;ILKE 4A, GERBER, AND CANCIAKLI—A NOES: NONE ABSENT: SUPERVISOR DESAULNIEtr ABSTAIN:NONE SUBJECT: In the Matter of Implementing a Performance RESOLUTION NO.99/ 364 Pay flan for the Masses of Public Works Fiscal Officer(APSC), General Services Fiscal Officer(APSB), and Sheriffs Fiscal Officer(64SJ) 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 July 1, 1999, the following performance pay plan is adopted for the subject classes: 1. la Q.Ru : As Unrepresented Management, compensation for the subject classes is set by the Board of Supervisors and is reviewed periodically..Effective Julyl, 1999, the classes shall be reallocated from five—step salary schedule/level M50 2326 ($4648- $5649) to eleven-step salary schedule/level M25 2301 ($4645 - $5949). 2. Sim El cerrient of Inc= h= The incumbent employees shall each be reallocated from current step five(5) to new step (9). 3. e 6 r , v,a�7alary I�.�vie 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, Perfo=ancg Pay Review Effective with the adaption 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. 99/364 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 flay steps between annual performance evaluation dates. 5. C"o i Iioral rt z® i a�c� �7azt�r nd� �aa�� E:y .t-OLL 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. Corre In I Pay S ,os° 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 fierther adjusted for the current outstanding performance pay that the employee had been receiving using the employee's neer merit step as the base upon which the performance pay step(s) are added. 3, SIW- lac.14= . i ations° �o salary step beyond step nine ( ) may be awarded for satisfactory perfonnance. 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. e o_v o Except as may be changed or modified by resolution hereafter, all provisions of the Salary Regulations are applicable to this class. Distribution: Hunan Resources Dept f hereby certify that this is a trnaa and correct copy of Sheriff s Office an action taken and entered on the :minutes of to Auditor--Controller Board of Supervfaors on the date shown. County Administrator ATTESTED, P °' iA CHELOR Clerk of ihe Board of Saperu, yrs and CounNt,Adrninistrator r � Sy ,Deputy s ResoIul,-ion No. 99/364 POSITION ADJUSTMENT REQUEST ) 12 No.: Date: 5/26199 COPERS Department Not Department General Services Budget Unit No 0079 Crg No.4026 Agency No.66 Action Requested Reallocate salary and retitle the classification of Facilities Maintenance Coordinator ($3879- 4714)to General Services Hospital Facilites Maintenance Manager($4316-$5247), Proposed Effective Date. July 1, 1999 4 r, Classification Questionnaire Attached: Yes No Z _ Z Cost is within Department's Budget: Yes® No > MC Total Cane-Time Costs(non-salary)Associated With Request: $0 t Estimated Total Cost Adjustment(salary/benefits/one time: Total Annual Cost $8652 Net County Cost $0 ` t -,. Total This FX $8652 N.C.C.This FY $0 SOURCE OF FUNDING TO OFFSET ADJUST funding offset by reimbursement from Health Service& -Department must initiate necessary adjustment and submit to CAO. Use additional sheet for fufter explanations or comments. (UP)Department Head REVIEWED BY CAU AND RELEASED TO HUMAN P.ESC CtPARTrT:T , Deputy County Ad inistrator - Date HUMAN RESOURCES DEPARTMENT RECOMMENDATION Date P,etitle the. clAssinicatiQn of Facilities Maintenance Coordinator (G SA) to Hospital Facilities Super RG). and reallocate the salary from M50-2145 ($3579®47i_4) to 115G: 2252 ($4316-,524.7) on the salary, schedule in the General Services Department. Amend Resolution 71/17 establishing positions and resolutions allocating classes to th- Ba ic/Exempt salary schedule as described above. Effective: Day following Board Action. (Date) — Ar)Dlre4tor o ran R�urces C LINTY ADMINISTRATOR RECOMMENDATION Date --- Approve Recommendation of Director of Human Resources Disapprove Recommendation of Director of Human Resources J Other: - (for)County Administrator BOARD OF SUPERVISOR ACTION: Phil Bat or,Clerof the Board of Supervisors Adjustment APPROVEDa an un drir�ls r DATE: � Ey. d APPROV,A CF THIS ADJUSTMENT CONSTITUTES A PERSCNNEI SALARY RES0LUT1 AMEN 6tAE.f POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEP ENT FOLLOWING BOARD ACTION Adjust classes)/position(s)as follows: P300 (M347) Rev 711/96 ETERS. NET3a0 ac:iars\P-300 for Cmsey.dcoc