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POSITION ADJUSTMENT REQUEST /'
No.: � !
Date: ''' '
COPERS
Department No./
Department General Services Budget Unit No 0079 Org No.4011 Agency No.
Action Requested Establish class of Facilities Support Supervisor and allocate to $3,312-$4,026 salary range.
Reclassify person and position, Linda Steele, position #1783, from Clerk Specialist to Facilities Support
Supervisor.
Proposed Effective Date: 511/00
Classification Questionnaire Attached: Yes L_' N
Cost is within Department's Budget: Yes 0 No(�
Total{ane Time Costs(non-salary)Associated With Request: $0
Estimated Total Cost Adjustment(salary/benef tone time:
Total Annual Cost $5,241.60 Net County Cost $0
Total This FY $556.00 N.C.C.This FY $0
SOURCE OF FUNDING TO OFFSET ADJUST Charge outs to departments.
D"rtmerd must initiate nooseetry adjustment and submit to CAO. r-n
Use additional street for further explanations or comments.
Department Head
REVIEWED BY CAO AND RELEASED TO HUMAN RESOURCE,4 DEPA MENT
-0
y
Countf Administrator Date
HUMAN RESOURCES DEPARTMENT RECOMMENDATION Date June 13, 2000
Reclassify One(1) fall-t1me (40/40) Clerk- Speciaslist (JWXD) position #1783 at salary
level XC 1830 ($2691-3437) to Cler:kcal Supervisor (JWHF) at salary level XB 1960 ($3074-3926)
Amend Resolution 71/17 establishing poel#ons and resolutions allocating to the anwExampt salary schedule ss descrltnd above.
Effective: zpaZ following Board Action. ,
-- 1 �- J2 0 (Date)
or) or qf Hua e urces
C LINTY ADMINISTRATOR RECOMMENDATION Date
Approve Recommendation of Director of Human Resources
Disapprove Recommendation of Director of Human Resources
0 Other.
(66-Count9 Administrator
BOARD OF SUPERVISO ACTION: Phil B el ,Clerk of t e Board o Supervisors
Adjustment A ROVED -and C Ad Istrator
Al w DATE: By:
APPR V OF THIS ADJUSTMENT CONSTITUTES A PERSONNEUSALARY RESOLUTIONND ENT
POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMkAT FOLLOWIN
BOARD ACTION
Adjust classes)tposltion(s)as follows:
P300(M347) Rev 7/1/95
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this order on September 19, 2000 , by the following vete:
AYES: sliPERVISORS GIOIA, UILKEMA, UESAULNIER MT) CA,NCIAMILLA.
NOES: NONE
ABSENT: suoFRRVISOR GE°�BO
ABSTAIN: NONE RESOLUTION No. 2000/ 453
SUBJECT: In the Matter of Implementing a Performance Pay Plan for the class of Social
Service Division Manager and reallocating the salary on the Salary Schedule.
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 September 1, 2000, the class of Social Service Division Manager is reallocated
on the Salary Schedule to an 11 step salary range with Steps 1- 11 equating to Steps 2 - 12 of
Salary Range M25 2441.
B. Sto placement of Current Incumbents: Incumbents in the class shall be placed on the new
salary range as follows:
Current Salary Range Step New Salary Levels Step Step on 11 Step Salary
MSO 2476 M25 2441 Range
l 2 1
3 2
2 4 3
5 4
3 6 5
7 6
4 8 7
9 8
5 10 9
11 10
12 11
C. Mcrit 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 11 step 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.
D. P r o m me 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 incumbents in the class of
Social Service Division 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
v
mu3TI(m No. 2000/453
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
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.
E. The annual evaluation date for outstanding performance steps for employees shall be set by
the appointing authority.
F. Q h r Pruisi - 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) 1 hereby certify that this is a true and correct copy of
an action taken and entered on the minutes of the
cc: Employment and Human Services Department Board of supervisors on the date shown.
Human Resources Department, Larry Fugazi ATiTESTE SeiDtember 19 2000
County Administrator PHIL BATCHELOR,Clerk of the Board
Auditor-Controller of supero' ors and Co my Administrator
By ,Deputy
� ON No. 2000/453
6
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this order on Seotember 19, 2000 , by the following vote:
AYES: SUP VISORS GIOIA, UI M%� DESAULNITt, AND CANCLWUI A
NOES: »
ABSENT: SUPa ISOR GERBER
ABSTAIN: NONE RESOLUTION No. 2000/ 454.
SUBJECT: In the Matter of Implementing a Performance Pay,Plan for the class of Social
Service Business Systems Application Manager and reallocating the salary on
the Salary Schedule.
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 September 1, 2000, the class of Social Service Business Systems Application
Manager is reallocated on the Salary Schedule to an 11 step salary range with Steps 1 - 11
equating to Steps 2 -- 12 of Salary Range M25 2441.
B. St.„ print of Current Tn b n (s: Incumbents) in the class shall be placed on the
new salary range as follows:
Current Salary Range Step New Salary Levels Step Step on 11 Step Salary
M5O 2456 M25 2441 Range
1 2 1
3 2
z 4 3
5 4
3 6 5
7 6
4 8 7
9 8
5 10 9
11 10
12 11
C. Merl SalaryInnaement Reyiew - {fin 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 11 step 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.
D. Performance_Revigw•. 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 incumbents) in the class
of Social Service Business Systems Application 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
RESOLUTION NO. 2000/454
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
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.
E. The annual evaluation date for outstanding performance steps for employees shall be set by
the appointing authority.
F. Other Pro inion - 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) 1 hereby certify that this is a true and correct copy of
an action taken and entered on the minutes of the
cc; Employment and Human Services Department Board of Supervisors on the date shown.
Human Resources .Department, Larry Fugazi ATTESTED: SMtrember 19, 2000
County Administrator _
LOO,Clerk of the Board
Auditor-Controller f Superviso and Cou Administrator
By .. Deputy
?,2t<S0L[T TON NO. 2000/454
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this order on September i9, 2000 , by the following vote:
AYES: SU SOPS GI01A, UIIKR4&, DESAULNIER AND CANCLWI IA
NOES: NONE
ABSENT: SUPERVISOR GERBER
ABSTAIN: NONE RESOLUTION No. 2000/455
SUBJECT: In the Matter of Implementing a Performance Pay Plan for the class of Social
Service Fraud Prevention Manager and reallocating the salary on the Salary
Schedule.
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 September 1, 2000, the class of Social Service Fraud Prevention Manager is
reallocated on the Salary Schedule to an 11 step salary range with Steps 1 -- 11 equating to
Steps 2 - 12 of Salary Range M25 2302.
B. Stn Placement of Current Incumbent(s): Incumbent(s) in the class shall be placed on the
new salary range as follows:
Current Salary Range Step New Salary Levels Step Step on 11 Step Salary
M50 2354 M25 2302 Range
1 2 1
3 2
2 4 3
5 4
3 6 5
7 6
4 8 '7
9 8
5 10 9
11 10
12 11
C. 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 11 step 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.
D. 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(s) in the class
of Social Service Fraud Prevention Manager.
If the employee does not receive outstanding performance pay on his/her annual evaluation
RESOLUTION NO. 2000/455
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
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.
E. The annual evaluation date for outstanding performance steps for employees shall be set by
the appointing authority.
F. 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) i hereby certify that this is a true and correct copy of
cc: Employment and Human Services Department an ac',i n taken and entered on the minutes of the
Human Resources Department, Larry Fugazi Board of Supervisors on the date shown.
Coen Administrator
ATTESTED- Se -ember 19 2000
County PHIL BAT HE R,Clerk of the Board
Auditor-Controller of Supervisors nd Cou Administrator
By i Deputy
RESOLUTION N0. 2000/455
k
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this order on Sept ember 19, 2000 , by the following vote: �
AYES: SUPWISORS CIOTA9 UILK MA, O aAULNIER RESOLUTION NO. 2000/456
AND CAMA
NOES: NONE
ABSENT: SUPFZVISOR GM ER
ABSTAIN: ISE
SUBJECT: In the Matter of Amending the Performance Pay Plan For the Class of Director
of Community Development.
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. Amend=nit: Resolution No. 99/459 implementing a Performance Pay Plan for the class of
Director of Community Development (adopted on September 21, 1999), is amended to provide
for one additional 5% outstanding performance pay step.
B. Resolution No. 99/459 is amended to read as follows:
C. Salary Ran= Effective September 1, 2000, the class of Director of Community
Development is reallocated from a two step salary range (M50 - 2818, steps 5 and 6) to a
three step salary range with steps 1, 2, and 3 equating to M50 - 2818, steps 5, 6 and 7.
D. S= Rlacement of Current Incumbent: The incumbent in the class shall be placed at step 2
(M50 - 2818 step 6) of the new salary range.
E. Performanye iew: 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 Director
of Community Development.
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 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
RESOLUTION N0. 2000/455
A
continue or be increased.
No salary step beyond Step 1 (M50 2818 Step 5) may be awarded for satisfactory
performance. Steps 2 and 3 (M50 2818 Steps 6 and 7, respectively) 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.
F. 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 (5-1766)
cc: Human Resources Department I hereby certify that this is a true and correct copy of
Count Administrator an action taken and entered on the minutes of the
3' Board of Supervisors on the date shown.
Auditor-Controller ATTESTED: September 19 2000
Community Development Department PHI BATCHEL R,Clerk of the Board
f u rvisors a d Coun Administrator
By Deputy
RESOUNION NO. 2000/'456