HomeMy WebLinkAboutRESOLUTIONS - 02231982 - 82/246)
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IN THE BOARD OF SUPERVISORS
OF
CONTRA COSTA COUNTY, STATE OF CALIFORNIA
In the Matter of
Revision to the Pay and Performance
Evaluation Plan for the Deep Class
of Health Services Adm i nistrator
RESOLUTION NO . 82/ 246
WHEREAS, The Board of Supervisors has adopted Resolution 81/581 relating
to the compensation and terms and conditions of employment for deep classes; and
WHEREAS, the County Civil Service Commission established the deep class
of Health Services Administrator on January 13, 1981; and
WHEREAS, effective January 21, '1981, the Board adopted Resolution 81/86
establ i shing compensation provisions and terms and conditions of employment
for the deep class of Health Services Administrator,
BE IT BY THE BOARD RESOLVED tha t effective March 1, 1982, the following
revised compensation provision and terms and conditions of employment are
applicable for the deep class of Health Services Administrator:
l. Salary Range:
The compensation in the Health Services Administrator classification
shall be S·!~t by the Board of Supervisors and reviewed periodically during con-
sideration of compensation for County Management classifications.
RESOLUTION 82/246 i/1
1. Salary Range (continued}:
The foll owing Responsi bil Hy Level designations A, B and C refer
to the Health Services Administrator job specification, in which the duties and
responsib ·i l ities of each ResponsibiHty Leve 1 are defined, and designate the steps
within each level of res pons ibil ity. Increments between steps are two and one-
half percent (2½%).
Level C
Step
11 Outstanding
10 Performance Steps _9 ________________________ _
Step
.2 1 Outstanding
8
7
6
5
4
3
2
l
• 2TO ___ Performance _ Stees
. 9
Level B
.18
. 17
16
15
14
13
12
11
10
9
8
7
6
5
4
3
2'
l
Level A
Step
. 16 Outstanding
: a---Performance _ Stees _
. 13
. 12
. 11
. l 0
9
8
7
6
5
4
3
2
l
Step A-14 is the maximum base salary step for Responsibility Level A and
steps A-15 and A-16 are reserved as Outstanding Merit Performance Salary Advancement
steps for increments of Responsibility Level A as provided in Section 68 herein.
Step B-19 is the maximum base salary step for Responsibility Level Band
steps B-20 and B-21 are reserved as Outstanding Merit Performance Salary Advancement
steps for increments of Responsibility Lev el Bas provided in Section 6B herein.
~C-9 is the maximum base salary step for Responsibility Level C and
steps C-10 and C-11 are reserved as Outstanding Merit Performance salary advancement
steps for increments of Responsibility Level C as provided in Section 68 herein.
RESOLUTION 82/246 i)1
2. Initial Appointments
For purposes of initial appointment, the appointing authority may appoint
a Health Services Administrator at any salary step of the Responsibility Level
to which the position is assigned. However, a promotional appointment to
the class must result in at least a five percent (5%) salary increase not to exceed
the maximum base salary level for the Responsibtlity Level to which the appointment
is made. Additionally, a transfer appointment is subject to the limitation
described in Paragraph 9.
3. Reassignments Within the Class:
Any incumbent of the Health Services Administrator Class who is
reassigned between vacant positions at different responsibility levels or has the
functions of his/her present position increased or decreased sufficient for
plaicement in a different responsibility level or for placement at a higher
or lower step in the same responsibility level, may have his salary adjusted
at the discretion of the appoint'ing authority to any step in the new or existing
responsibility level. However, no such adjustment upward may occur more fre-
quently than six months following the date of initial or transfer appointment
to the cla.ss. An incumbent reassigned downward between responsibility levels
or between steps in the same responsibility level may have his/her salary Y
rated as defined in Section 13 herein as an alternative to immediate salary
reduction. However, in all reassignments, whether within the same leval or
between levels, written documentation shall be provided to and approved by
the Director of Personnel prior to action by the appointing authority.
Effective upon the date of any reassignment as provided for in this
Section 3 and continuing for a period of six months thereafter the incumbent
will be subject to performance review by the appointing authority and may be
subject to further reassignment or salary adjustment for unsatisfactory
performance.
4. l~eappoi ntment:
A Health Services Administrator who terminates service with the County in
good standing and is subsequently appointed from a re-employment list to a position
in the classification within two years from the date of termination may be appointed
at any step within the Responsildlity Level to which the position is assigned.
5. ~nniversary Date:
(A} New Appointments to the Class -The anniversary date of a new
employee shall be the first day of the calendar month after the calendar month
when he successfully completes six months full time service, except that when
he began work in the first regularly scheduled workday of the month for his
position which was not the first calendar day that month, the anniversary
is the first day of the calendar month when he successfully completes six
months ful l -time service.
(B} Reassignment to Higher or Lower Responsibility Level -The
anniversary date of a Health Servkes Administrator incumbent who is reassigned
or who has had his salary adjusted in accordance with provisions of Section 3
shall r emain unchanged.
(C) Demotion from Another Class -The anniversary date of an employee
demoted to Health Services Administrator is the first day of the calendar month
after the calendar month when the demotion was effective except when the demotion
was effective on the first working day of a month in which case the anniversary date
will be th e first day of the month.
RESOLUTION NO. 82/246 1/1
(C) Transfer -The anniversary date of an employee transferred to
Health Services Administrator remains unchanged.
Effective on the date of any transfer or reclassification to the
class of Health Services Admin i strator and continuing for a period of six months
thereafter the incumbent will be subject to performance review by the appointing
authority and may be subject to reassignment and salary adjustment for un-
satisfactory performance.
6. Merit Performance Salary Advancements:
Subsequent to initia 1 appointment to the cl ass a 11 Hea 1th Services
Administrators shall be eligible for a salary advancemEmt of up to 2 steps of
the salary range upon successful completion of an initial six months probation
period. Annually on the assigned anniversary date thereafter all Health
Services Administrators shall be eligible for a salary advancement based on the
performance evaluation described below.
The appointing authority will conduct an evaluation of the Health
Services Administrator's performance at least annually prior to the Health
Services Administrator's anniversary date. The performance evaluation will
be based on performance of assigned management functions which wi 11 be
established by the appointing authority for each individual position directly
with individual Health Services ,l\dministrators. By April l, 1981, the
Heal th Services Director sha 11 estao Hsh and pl ace in effect performance
objectives for each incumbent of the Health Services Administrator classi-
fication and shall review the objectives annually prior to the Health
Services Administrator's anniversary date.
(A) Standard Performance -If a Health Services Administrator receives
an overall rating of STANDARD from the appointing authority on the performance
objectives established for the individual, said employee will be advanced
two (2) steps on the salary range, provided however, that said advancement may
not exceed the maximum base salary rate for that Responsibility Level as
designated in Section l above.
(B) Outstanding Performance -If a Health Services Administrator
receives an overall rating of OUTSTANDING from the appointint authority in the
performance objectives criteria established for that individual, said employee
will be advanced up to three (3J steps on the salary range (i.e. two (2)
for standard performance and one (l) additional step fo r outstanding performance)
provided, however, that said advancement may not exceed by more than two (2)
steps the maximum base salary step for the Responsibility Level to which
the incumbent's position is allocated.
The appointing authority may conduct an evaluation of an employee's
performance objectives at a time other than the employe1~1 s anniversary date.
If the employee receives an overall rating of OUTSTANDING~ said employee may
be advanced one step on the salary range for outstandin~J performance provided,
however, t hat said advancement may not be an addition to OUTSTANDING performance
steps already in effect; may not exceed by more than two (2) steps the
maximum base salary step for the Responsibility Level to which the incumbent's
position is allocated and may not be effective sooner than 90 days from
any adjustment to the employ ee 's salary excluding gen eral adjustments to the
salary range of the HSA classification.
Any additional step awarded to reflect Outstanding Performance sha 11
remain in effect only until the day prior to the employeie's next anniversary
date and will terminate on that date or at the appointing authority's discretion,
which ever i s sooner.
RESOLUTION NO. 82/246
v)\1
(C} Below Standard Performance -lf a Health Services Administrator
receives an overall rati'ng of BELOW STANDARD from the appointing authority in
the performance objecttves established for that indivtdual, said employee may
be awarded, at the appointing authority's discretion, no merit performance
salary advancement and may be held at the current step unti'l re-evaluated. Such
employee may also be subject to Y Rate as defined in Section 13. A Health
Services Administrator who receives an overall rating of BELOW STANDARD may be
re--evaluated at any time duri'ng the subsequent year and, if the employee then
receives a rating of STANDARD or OUTSTANDING, said employee's salary
may be adjusted in accordance with Sections 6A or 68 above. The decision of
the appointing authority shall be ftnal.
7. Reclassification of Position:
The salary of an employee whose position ts reclassified from a class
on the salary schedule to the Health Services Administrator classification shall
be established in accordance with Section 2 (Initial Appointment). The salary
of an employee whose position is reclassified from the Health Services Adminis-
trator classification to a classification on the basic salary schedule shall
be governed by ordinances and/or resolutions governing the classification
to which the employee is reclassified.
8 . Seniority:
Seniority for employees promoted, demoted or transferred to the
deep class of Health Services Administrator shall be governed by appropriate
provisions of the County Personnel Management System Regulations or Section 9,
10 and 11 of this Resolution as appropriate.
9 . Transfers:
A transfer from another class by an employee with permanent status
to the class of Health Services Administrator may be accomplished if both
the top and bottom steps (i.e., the whole salary range} of the employee's
current class is totally within the parameters of the Health Services Administrator
salary range anywhere between steps A-1 and C-9.
Sala.ry upon transfer to the Health Services class will be set
by the appointing authority as provided in Section 2.
A transfer from Health Services Administrator to another class
by an employee with permanent status in the Health Services Administrator
class may be accomplished if the salary range of the class being transferred to
is totally within the parameters of the Health Services Administrator salary
range or if Health Services Administrator is totally within the parameters
of the salary range of the class being transferred to.
Salary upon transfer to the Health Services Administrator class
will be se t by the appointing authority as described in Section 2 provided
that a transferee may not be appointed at a salary step in the deep class
which exceeds by more than 5% of the base salary they currently receive i'n
the class f rom which they transfer .
10. Promotions:
A promotion from another class to Health Services Administrator occurs
when an employee is appointed from another class which has a salary range with
a top step that is below the top step of Health Services Administrator and
a bottom step that is below the bottom step of Health Services Administrator.
RESOLUTION NO. 82 /246 t/7
Salary on promotion to the Health Services Administrator class will
be set by the appointing authority as provided in Section 2.
A promotion from Health Services Administrator to another class
occurs when a Health Services Administrator is appointed to another class which
has a salary range with a top step that is above the top step of Health
Services Administrator.
Salary on promotion from the Health Services Administrator class will
be set by the appropriate deep class resolution for the new class, or by
Resolution 81/581, whichever is applicable.
11. Demotions:
A demotion from another class to Health Services Administrator occurs when
an employee is appointed from another class which has a salary range with a
top step that is above the top step of Health Services Administrator and a
bottom step that is above the bottom step of Health Services Administrator.
Salary on demotion from another class to Health Services Administrator
shall be in accordanc1= with County Ordinance Code Sections 36-4.804 and
36-4.805 (_operative under Resolution 81/581) except that no demotional appointment
may be made at any step above step C-9 on the Health Services Administrator
salary range, except when the appointing authority determines that the
demoted employee previously performed in an outstanding manner duties sub-
stantially similiar to those of a Health Services Administrator in which case the
appointing authority may make a demotional appointment above step C-9 in
acccordance with the Ordinance sections cited above.
A demotion from Health Services Administrator to another class occurs
when an employee is appointed to another class which has a salary range with a
top step that is below the top step of Health Services Administrator and a
bottom step that is below the bottom step of Health Services Administrator.
Salary on demotion from Health Services Administrator to another
class shall be in accordance with Sections 36-4.804 and 36-4.805 of the County
Ordinance Code) operative under Resolution 81/581} or other applicable Ordin-
ances or resolutions relating to the class to which the demotion is made.
12. Classification Documentation:
Preliminary to the implementation of this Resolution, the Personnel
Department in consultation with the Health Services Department will identify
and document all positions both filled and vacant which are to be initially
reallocated to the Health Services Administrator deep class including the
Responsibility Level range appropriate for each position. Subsequent addition
or deletion of positions to or from the class will be via Personnel Adjustment
Request (P-300).. Movements between steps within the same Responsibility
Level or between responsibility levels will be by written documentation provided
to and approved by the Director of Personnel.
13. Y-Rate Defined:
As used in this Resolution, Y-Rate means the withholding of a
class-wide salary range adjustment and placement of a Health Services
Administrator at the closest step of the new range but no lower than the
salary held before the Y Rate.
RESOLUTION NO. 82/246 u }<1
14. Other Provisions:
Except as may be changed or modified by resolution hereafter, all
other provisions of Resolution 81/581 are applicable to this 11 deep classification 11
of Health Services Administrator, including applicable resolutions governing
management benefits.
PASSED BY THE BOARD on February 23, 1982, by the following vote:
AYES:
NOES:
Supervisors Powers, Fa.hden, Torlakson, Schroder.
None.
ABSENT: Supervisor McPeak. I hereby certify that th;s is a true Sf'ld correct copy of
an action taken and entered on the minutes of the
Board of Supervisors rf~& tte -~hown.
cc: Personnel
County Administrator
Auditor-Controller, Payroll
County Counsel
Health Services
ATTESTED: 3 l~(j~
J.R. OLSSON, COUNTY CLERK
and ex officio Ciark of the Board
By (!, 'k~b , Deputy
C. Matthews
lESOLUTION NO. 82/246 ~i~