HomeMy WebLinkAboutRESOLUTIONS - 07242007 - 2007-397 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this order on .J 24OP- , by the following vote:
AYES.
NOES:
ABSENT:.Oo OL
ABSTAIN:. Ivy ��� RESOLUTION No. 2007/39
SUBJECT:
In the Matter of Implementing
a Performance Pay Plan For the
Class of Chief Assistant Director
of Child Support Services.
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 June, 2007, the class of Chief Assistant Director of Child Support Services
will be reallocated to the salary schedule to a seven (7) step salary range having five (5) merit steps
and (2) outstanding performance steps.
B. Step Placement of Current Incumbent: The incumbent in the class shall be placed at their current
salary step on the new salary range.
C. Merit Salary Increment Review - On the employee's anniversary date, the appointing authority
may, based upon an evaluation of work performance, award at that time either one (1) 2.5%
performance increment or two (2) 2.5% performance increment 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 7 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 one (1) 2.5% performance 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.Chief Assistant
Director of Child Support Services.
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
employee's anniversary date. This date may be set by the appointing authority upon return of the
Salary Review Report to the Director of Human Resources.
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
6f the month..lf 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.
E. Continuation of Performance Pay: 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 the 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 has. been receiving using 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 beyond step five may be.awarded for satisfactory performance. Steps six (6) and seven(7)
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. Annual Evaluation Date - 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 Regulationsare applicable to this class.
CONTACT: Cabb Calloway (5-1738)
cc: Human Resources Department
Department of Child Support Services
County Administrator
Auditor-Controller
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