HomeMy WebLinkAboutMINUTES - 09122000 - C54-C58 POSITION ADJUSTMENT REQUEST C4 64 NO. ���C , "
DAT
Department Nod COPERa�`�`�
Department Community Development Budget Unit No. 0357 Org No. 3512 Agency No. A 35
Action Reques e t luiacIan yl position 90 to
informational st Lia
Proposea MeCtive Date:
Classification Questionnaire attache i"�es 1 &0 53
Cost is within Department's budget: Yes ff(No d
Total One-Tule Costs (non-salary) associated with request: $ 0
Estimated total .cost adjustment (sailary/benefits/one time:
Total annual cost $ 5,604 � Net County Cost $ 0
Total this FY $ 4,670H.C.C. this FY $ '
SOURCE OF FUNDING TO OFFSET ADJUSTMENTpg2a.rtment overhea
1epadr wd ffvAt irk nec emy sowtmsnt and surnit fc CAO.
tss sddldwW shsst for MOW OWANWOM ar WX=ints+
or) Depariment Head .
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REVIEWED BY CAO AND RELEASED TO HUMAN RESOURCES DEP
Deputy oun y Administrator Date
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HUMAN RESOURCES DEPARTMENT RECOMMENDATION DATE August 31, 2000
RECLASSIFY one '(1) permanent full-time (40/40) Information Systems Technician II. (LTVR)
position, position X6490 and incumbent (Cat Widders) at Salary Level M50-2119 ($3,779-
$4,594) to Information Systems Programmer / Analyst II (LPVA) position at Salary Level
1150-2216 ($4,164-$5,061) .
Amend t*du*m 71117 sstsb4shW9 pcemons and nadudoru<aficcstlng d_-_in the mpt schedule d sbaw.
Effective: a Day following Board Action.
A T-/-0c) (Date)
Y
Mor) Director BY HEma0 g6sources
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a
TY ADMINISTRATOR RECOMMENDATION DATE. ��t',-I
pprove Recommendation of Director of Human Resources
0 Disapprove Recommendation of Director of Human Resources
0 Other: `-"
orCounty n s ra or
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BOARD OF SUPERVISORS A Phil Ba c elor, Jerk of the Board of Supervisor:
Adjustme t PPROVED ,,9 Ww� M - a CO y Adtei trato
DATE. BY. Idvr I IJ 'd
APPROVAL OF THIS ADJUSTMENT CONSTITUTES A PERSONNEL/SALARY RE46LUTIOH AMERIMEHT
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POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTION
Adjust classes)/position(s) as follows:
If Request is to Add Project Positiobs/Classes, please complete other side.
POSITION ADJUSTMENT REQUEST Do. 60
A _ 916C00
Department No./ COPERS
Department count_ Counsel Budget Unit No.oc�3o Org No. l70o Agency No. 17
X�ction Reques a Reallocate the salary of County Counsel
Proposed a iVe Date-:- 7/1/00
Classification Questionnaire attached: Yes o No o/Cost is within Department's budget: Yeso Noo
Total One-Time Costs (non-salary) associated with request: $ 0
Estimated total cost adjustment (salary/benefits/one time:
Total annual cost $6,233 Net County Cost $1,572
Total this FY $6 288 N.C.C. this FY $1,572
SOURCE OF FUNDING TO OFFSET ADJUSTMENT
Department crust initiate necessary adjustment and submit to CAO.
Use additional sheet for further explanations or comments. _
r
or) Department Read
REVIEWED BY CAO AND RELEASED TO HUMAN PESOURCES DVMKNT
ep aunty mTm strator Wate
HUMAN RESOURCES DEPARTMENT RECOMMENDATION DATE 9/6100
Reallocate the class of County Counsel on the Salary Schedule from XC-3067
($9,747 - $11,849) to 1+50-2671 ($10,179 - $12,373) .
Pl i Remistim 77!37 estwidd g posttiaas and resaiumn allecMng classes to the Saslcl&eWt salary sda&fle.
Effective: o Day following Board Action.
M 7/1/00 (Date)
or erector ot Human Resources
COUNTY ADMINISTRATOR RECOMMENDATION DATE: 'O ft
approve Recommendation of Director of Human Resources -.
ci Disapprove Recommendation of Director of Hinman Resources
o Other:
DuntAdministrator
BOARD OF SUPERVISORSACTION: Phil B elor. C er of the Board of Supervisors
AdjusPROVED an n y Admin` rata
DATE. BY:
APPROVAL OF THIS ADJUSTMENT CONSTITUTES A PERSONNEL/SALARY RES ION AMEN ENT
POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD .ACTION
Adjust classes)/position(s) as follows:
P300 MAY) Rev 5!1/45
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this order on September 12, 2000 , by the following vote:
AYES: SUPERVISORS GIOIA, UILKEMA, DESAULNIER RESOLUTION NO. 2000/438
AND CANCIAMILLA
NOES: none
ABSENT: SUPERVISOR GERBER
ABSTAIN: none
SUBJECT: In the Matter of Implementing a Performance Pay Plan For the Class of
Assistant County Welfare Director.
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:
A. Salary Range: Effective September 1, 2000, the class of Assistant County Welfare
Director is reallocated on the Salary Schedule from a five-step salary range (M50 2628 - Steps
1 - 5) to a six-step salary range (Salary Level M50 2628 - Steps 1 - 6).
B. Merit Salary Increment -Re-view - On the employee's anniversary date, the appointing
authority may, based upon an evaluation of work performance, award a merit increment 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 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: On the employee's annual evaluation date (set by the appointing
authority), the appointing authority may, based upon an annual evaluation of work
performance, award one (1) 5% step increment 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 Assistant County Welfare Director.
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 Report 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 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 the
outstanding performance pay step 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 one
5% outstanding performance pay step 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. The outstanding performance pay
step in effect on the employee's annual evaluation date is subject to evaluation by the
appointing authority and must be affirmatively recommended by the appointing authority to be
continued.
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
RESOLUTION NO. 2000/438
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 is added.
No salary step beyond Step 5 may be awarded for satisfactory performance. Step 6 is reserved
exclusively for outstanding performance pay. The Assistant County Welfare Director may not
receive more than 5% in outstanding performance pay (one performance step) at any point in
time. No 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 the outstanding performance pay step shall be set by the
appointing authority.
E. Other provisions - Except as may be changed or modified by resolution hereafter, all
provisions of the Salary Regulations are applicable to this class.
CONTACT: Leslie Knight (5-1766)
cc. Human Resources Department L hereby certify that this is true and correct copy of
p an action taken and sneerea d on the minutes of the
County Administrator Board of Supervisors on the date shown.
Employment and Human Services Department ATTESTED: SeiDt:ember 12, 2000
Auditor-Controller PHIL BATCHELOR,Clark of the Board
of Supe isors and County Administrator
By ,Deputy
-SOLLlTTt N NO. 2000/43fi
a
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this order onSeptember 12, 2000 , by the following vote:
AYES: SUPERVISORS GIOIA, UILKEMA, DESAULNIER RESOLUTION NO. 2000/430
AND CANCIAMILLA
NOES: NONE
ABSENT: SUPERVISOR GERBER
ABSTAIN: NONE
SUBJECT: In the Matter of Implementing a Performance Pay Plan For the Class of
Workforce Investment Board Executive Director - Exempt.
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:
A. Salary Range: Effective September 1, 2000, the class of Workforce Investment Board
Executive Director - Exempt is reallocated on the Salary Schedule from a five-step salary
range (M50 2590 - Steps 1 - 5) to a six-step salary range (Salary Level M50 2590 - Steps 1 -
6).
B. 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 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 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: On the employee's annual evaluation date (set by the appointing
authority), the appointing authority may, based upon an annual evaluation of work
performance, award one (1) 5% step increment 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 Workforce Investment Board Executive Director
- Exempt.
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 Report 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 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 the
outstanding performance pay step 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 one
5% outstanding performance pay step 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. The outstanding performance pay
step in effect on the employee's annual evaluation date is subject to evaluation by the
appointing authority and must be affirmatively recommended by the appointing authority to be
continued.
In instances where the employee is receiving outstanding performance pay at the time that a
RESOIL MON NO. 2000/439
s
5
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 is added.
No salary step beyond Step 5 may be awarded for satisfactory performance. Step 6 is reserved
exclusively for outstanding performance pay. The Workforce Investment Board Executive
Director - Exempt may not receive more than 5% in outstanding performance pay (one
performance step) at any point in time. No 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 the outstanding performance pay step shall be set by the
appointing authority.
E. Other_ Provisions - Except as may be changed or modified by resolution hereafter, all
provisions of the Salary Regulations are applicable to this class.
CONTACT: Leslie Knight (5-1766)
cc: Human Resources Department I hereby certify that this Is a true and correct copy of
an action taken and entered on the minutes of the
County Administrator Board of Supervisors on the date shown.
Employment and Human Services Department ATTESTED: _September 12, 2000
Auditor-Controller PHIL BATCHELOR,Cleric of the Board
of Supe ors and County Administrator
BY ,Deputy
RESOUITTON NO. 2000/439
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this order on September 12, 2000 , by the following vote:
AYES: SUPERVISORS GIOIA, UTLKEMA, DESAnNIER AND CANCIAMILLA.
NOES: NONE
ABSENT: SUPERVISOR GERBER
ABSTAIN: NONE RESOLUTION No. 2000/440
SUBJECT: In the Matter of Establishing the Class of Auditor-Controller Business and
Systems Manager; Allocating it to the Salary Schedule; Implementing a
Performance Pay Plan; and Reclassifying Administrative Services Officer
position#134 to Auditor-Controller Business and Systems 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:
A. Effective April 1, 2000, the class of Auditor-Controller Business and Systems Manager is
established and allocated on the Salary Schedule to an 11 step salary range (M25 2273
Steps 9 - 19).
B. Effective April 1, 2000, Administrative Services Officer position #134 in the Auditor-
Controller's Department is reclassified to Auditor-Controller Business and Systems
Manager.
C. Step Placement of Current Incumbent: The incumbent in the class shall be placed at step 11
(M25 2273 Step 19) of the new salary range.
D. 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 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 be awarded
beyond step 9 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.
E. Performance Review: The appointing authority may, based upon an annual evaluation of
work performance, award either a one (1) 2.5% step increment or two (2) 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
Auditor-Controller Business and Systems 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 Report 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 2.5% on his/her annual 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
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
ESO KION NO. 2000/440
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) 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.
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 9 may be awarded for satisfactory performance. Steps 10 and 11
are 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.
P. The annual evaluation date for outstanding performance steps for employees shall be set by
the appointing authority.
G. Other Provisions - Except as may be changed or modified by resolution hereafter, all
provisions of the Salary Regulations are applicable to this class.
CONTACT: Leslie Knight (5-1760) l hereby certify that this is a true and correct copy of
an action taken and entered on the minutes of the
cc: Human Resources Department, Larry Daniels Board of Supervisors on the date shown.
County Administrator ATTESTED: _September 12, 2000
Auditor-Controller PHIL BATCHELOR,Clerk of the Board
of SupervI rs and County Administrator
By L.. ,Deputy
61
RESOLUTION NO. 2000/440
POSITION ADJUSTMENT REQUEST
� - NO. IS GO
CC�N'R t, 0i)5T A Ct7t1MT Y DATE531-7
r)Fr'T,
DEPART' / i E� CODERS
DEPARTMENT: Health Services/Public Health BUDGET . LAM M NO. 5771 AGENCY NO.A-18
18
ACTION REQUESTED: Reclassify Home Health Aide II(VIVA)position#8313 and incumbent(L Brooks)to Developmental
Program Aide tVSWG)
PROPOSED EFFECTIVE DATE:
CLASSIFICATION QUESTIONNAIRE ATTACHED:YES E NO k Cost is within dept budget: Yes 0 No❑
TOTAL ONE TIME COSTS(non-salary) ASSOCIATED WITH REQUEST: $ -0-
ESTIMATED TOTAL COST ADJUSTMENT(salaty/benefits/one-time:
TOTAL ANNUALCOST $ .00 NET COUNTY COST $ -0-
TOTAL THIS FY $ .00 N.C.C.THIS FY $ -0-
SOURCE OF FUNDING TO OFFSET ADJUSTMENT: N/A
DEPARTMENT MUST INITIATE NECESSARY ADJUSTMENT AND SUBMIT O CAO.
USE ADDITIONAL SHEET FOR FURTHER EXPLANATIONS OR COMME
ib
tacey L. erso 1 Services Assistant II
(for)William alker,M.D.,Health Services Director
REVIEWED BY CAO AND RELEASED TO HUMAN RESOURCES D
!!5t�� VA/0
DEPUTY COUNTY#h0NISTRATOR DATE
HUMAN RESOURCES DEPARTMENT RECOMMENDATION: DATE August 30,
RECLASSIFY one (1) permanent Full-time (40/40) Home Health Aide II (VKVA) position,
position #8315 and incumbent (L. Brook) at Salary Level MSO-1735 ($2,575-$3,129) to
Developmental Program Aide (VSWG) position at Salary Level MSO-1805 ($2,761-$3,356).
Amend Resolution 71/17 establishing positions and resolutions Ocating cses to a Basis/E t salary schedule.
Effective: 0 Day following Board Action
!fit
4—/--00_(date)
(for) D )R S
CO NTY ADMINISTRATOR RECOMMENDATION ATE: r
Approve Recommendation of Director of Human Resources
Disapprove Recommendation of Director of Human Resources
0 Other:
(for) CO ADMINISTRATOR
BOARD OF SUPERVISORS ACTION: Phil Batchr,26J,Clerk of tp B61W of Supervisors/County Administrator
Adjustmen P OVED
DATE: I BY:
APPRO F THIS ADJUSTMENT CONSTITUTES A PERSONNEL/SALARY REsoWhON kA2ENT
POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING
BOARD ACTION. Adjust classes)/position(s)as follows:
IF REQUEST IS TO ADD PROJECT POSITIONS/CLASSES,PLEASE COMPLETE OTHER SIDE