HomeMy WebLinkAboutRESOLUTIONS - 12141982 - 82/1479IN THE BOARD OF SUPERVISORS
OF
CONTRA COSTA COUNTY, STATE OF CALIFORNIA
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In the Matter of Pay and
Performance Evaluation Plan
for the Deep Class of Health
Service~ Planner/Evaluator RESOLUTION NO. 82/14-79
WHEREAS, The Board of Supervisors has enacted County Ordinance Code Number 80/23
relating to the compensation and terms and conditions of employment for deep classes
and allowing their removal from the general provisionsof Division 36 of the County
Ordinance Code incorporated in Resolution 81/581; and
WHEREAS, the County Board of Supervisors established the deep class of Health
Services Planner/Evaluator on December 14, 1982.
Be it By the Board Resolved that eff,ective Decmber 15, 1982 the fol lowing
compensation provision and terms and conditions of employment are applicable for the
deep class of Health Services Planner/Evaluator.
l. Salary Range:
The compensation in the Health Services Planner/Evaluator classification shall
be set by the Board of Supervisors and reviewed periodically during consideration of
compensation for County Management classifications.
The following Responsibility Level designations A and B refer to the Health Services
Planner/Evaluator job specification, in which the duties and responsibilities of each
Responsibility Level are defined, and designate the steps within each level of responsi-
bility. Increments between steps are two and one half percent (2½%).
Responsibililt_Level B
Monthly
Step Rate
Hourly
Rate
21 3142 18.13 Outstanding
20 3065 17. 68 Performanc:e Steps --, 9 _,_ --2~'9b" -· --,;, !5-
18 2917 16.83
17 2846 16.42
16 2777 16.02
15 2709 15.63
14 2643 15.25
13 2578 14.87
12 2516 14. 52 Resecins1b111tl Level A
11 2454 14. 16
10 2394 13. 81 Monthly Hourly
9 2335 13.47 ~lt~P R~J& Rate
8 2278 13. 14
7 2223 12.83 16 2223 12.83
6 2169 12.51 15 2169 12.51
5 2116 12.21 -1 4 ---211 6 l 2 . 21
4 2064 11. 91 13 2064 11 . 91
3 2014 11.62 12 2014 11. 62
2 1965 11.34 11 1965 11. 34
1 1917 11 .06 10 1917 11. 06
.. 9 1870 10.79
8 1824 10.52
7 1780 10.27
6 1736 10.02
5 1694 9. 77
4 1653 9.54
3 1612 9.30
2 1573 9.08
l 1535 8.86
RESOLUTION NO. 82/1479
Outstanding
Performance Steps
Step A-14 fs the maximum base sahry step for Responsibility Level A and steps
A-15 and A-16 are reserved as Outstanding Merit Performance Salary Advancement steps
for incumbents of Responsibility Level A as provided in Section 7B 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 incumbents of Responsibility Level Bas provided in Section 7B herein.
'
2. Initial Appointments:
For purposes of initial appointment, the appointing authority may appoint a
, Health Services Planner/Evaluator at any base 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 Responsibility Level to which the appointment is made.
Additionally, a transfer appointment is subject to the limitation described in paragraph 10.
3. Reassignments Within the Class:
Any incumbent of the Health Services Planner/Evaluator class who is reassigned
between vacant positions at different Responsibility Levels or who has the functions
of his/her present position increased or decreased sufficientfor placement in a
different Responsibility Level {_or for placement at a higher or lower step in the same
Responsibility Level), may have his/her salary adjusted at the discretion of the
~rrointing authority to any base salary step of the new or existinq Responsibility Level.
However, no such adjustment upward llldY occur more frequently Lhdn _~Ix monLhs fol lowl119 Lhe
date of initial or transfer appointment to the class. 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 14 herein as an alternative to immediate
salary reduction . However, in all rea!isignments whether within the same level 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 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 .. Reappointment:
A Health Services Planner/Evaluator who terminates service with the County in
good standing and is subsequently appointed from a reemployment list to a position in the
classification within two y,ears from the date of termination may be appointed at any b~s~
salary step within the Responsibility Leve·1 to which the position is assigned.
5. Anniversary Date:
(A) New Appointments to the Class -The anniversary date of a new employee shall
be the first day of the calendar month aft1er the calendar month when he/she successfully
completes six months full-time service, except that when he/she began work on the first
regularly scheduled workday of the month for the position which was not the first calendar
day that month, the anniversary is the first day of the calendar month when he/she
successfully completes six months full-time service.
(B) Reassignment to Higher or Lower Responsibility Level -The anniversary date of
a Health Services Planner/Evaluator incumbent who is reassigned or who has had his/her
salary adjusted in accordance with provisions of Section 3 shall remain unchanged.
(C) Demotion from Another Class -The anniversary date of an employee demoted to
Health Services Planner/Evaluatf>r 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 iin which case the anniversary date will be the first
day of the month.
(D) Reallocation -The anniversary date of a.n employee reallocated to Health Services
Planner/Evaluator remains unchanged.
(E) Transfer -The anniversary date of an employee transferred to Health Services
Planner/Evaluator remains unchanged.
RESOLUTION NO. 82/1479
6. Reallocation:
An employee and his/her position or a vacant position may be reallocated from
another class to Health Services Planner/Evaluator provided that any increase in an
employee's salary as a result of said reallocation shall not exceed five (5) percent.
7. Merit Performance Salary Advancements
Effective on the date of any transfer or reallocation to the class of Health
Services Planner/Evaluator and continuing for a period of six months thereafter the
incumbent will he subject to performance review by the appointing authority and may
be subject to reassignment and salary adjustment for unsatisfactory performance.
Subsequent to initial appointment to the class a Health Services Planner/Evaluator
shall be eligible for a salary advancement: of up to 2 steps on the salary range upon
successful completion of an initial six months probation period. Annually on the
assigned anniversary date thereafter all Health Services Planner/Evaluators shall be
eligible for a salary advancement based on the performance evaluation described below.
The appointing authority or designee will conduct an evaluation of the Health
Services Planner/Evaluator's performance periodically, typically on the Health Services
Planner/Evaluator's anniversary date. The performance evaluation will be based on
performance of assigned planning and/or evaluation functions which will be established
by the appointing authority for each individual position directly with individual Health
Services Planner/Evaluators.
(A) Standard Performance -If a Health Services Planner/Evaluator receives an
overall rating of STANDARD from the appointing authority or designee on the performance
objectives established for the individual, said employee will be advanced two (2) steps
on the salary rainge, 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 Planner/Evaluator receives an
overall rating of OUTSTANDING from the appointing authority or designee in the per-
formance criteria established for that individual, said employee will be advanced up
to three (3) steps on the salary rangei (i.e. two (,2) for standard performance and one
(l) additional step for outstanding performance) provided, however, that said advance-
ment may not exceed by more than two (2) steps the maximum base salary step for the
Responsibility Level to which the incumbent 1 s position is allocated .
The appointing authority or desig1nee may conduct an evaluation of an employee's
performance at a time other than the employee's anniversary date. If the employee
receives an overall rating of OUTSTANDING, said employee may be advanced one step on
the salary range for outstanding performance provided, however, that said advancement
may not be in 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 employee's salary excluding general adjustments
to the salary range of the Health Services Planner/Evaluator classification.
Any additional step awarded to reflect Outstanding Performance shall remain in
effect only until the day prior to th ,e· employee's next anniversary date and will
terminate on that date or at the appointing authority's discretion, whichever is sooner.
(C) Below Standard Performance -If a Health Services Planner/Evaluator receives
an overall rating of BELOW STANDARD from the appointing authority or designee in the
performance objectives established for that individual, said employee may be awarded,
at the appointing authority's discretion, no merit performance salary advancement and
may be subject to Y-Rate as defined in Section 14. A Health Services Planner/Evaluator
who receives an overall rating ~f BELOW STANDARD may be re-evaluated at any time during
the subsequent year and, if the employee then receives a rating of STANDARD OR OUT -
STANDINGo said employee's salary may be adjusted in accordance with Sections 7A or 7B
above. The decision of the appeinting authority shall be final.
8. Reclassification of Position:
The salary of an employee whose position is reclassified from a class on the basic
salary schedule to the Health Services Planner/Evaluator classification shall be
established in accordance with Sectfon 2 (Initial Appointment). The salary of an employee
whose position is reclassified from the Health Services Planner/Evaluator classification
to a classification on the basic salary schedule shall be governed by ordinances and/or
r eso lution s governing the classification to which the employee is r eclassifi ed.
RES01UTI0N NO. 82/1479
9. Seniority:
Employees reallocated to the Health Services Planner/Evaluator deep class, upon
its initiation or otherwise reallocated to this deep class because the duties of the
position occupied are appropriately described in the defp class shall carry into the
deep class the seniority accrued or carried forward in ~he former class and seniority
accrued in other classes which have been included in the deep class.
'
For purposes of layoff and displacement, no incumbents who occupy lower level
assignment positions shall be considered as meeting the position requirements for
higher level assignment positions.
For purposes of layoff and displacement, incumbents in higher level assignment
positions will be considered as meeting thei position requirements for lower level
assignment positions except that no OnE~ may displace into a position which is restricted
unless the special qualifications for the position are met by the person displacing to
the lower level.
Those employees reallocated to the deep class of Health Services Planner/Evaluator
on the date of this Resolution shall h,1ve seniority established for layoff and displace-
ment purposes in the deep class of Health Services Planner/Evaluator as indicated on
Attachment A. Other seniority provisions and seniority for employees otherwise promoted,
demoted or transferred to the deep class of Health Services Planner/Evaluator shall be
governed by appropriate provisions of the County Personnel Management Regulations.
l 0. Transfers:
A transfer from another class by an employee with permanent status to the class of
Health Services Planner/Evaluator may be accomplished if both the top and bottom steps
(i.e. the whole salary range) of the ernployee 1 s current class is totally within the
parameters of the Health Services Planner/Evaluator salary range anywhere between steps
A-1 and B-19 or the Health Services Planner/Evaluator salary range is totally within the
parameters of the class being transferred from, or alternatively as provided for in
Section 1004 of the Personnel Management Regulations.
Salary upon transfer to the Health Services Planner/Evaluator class will be set by
the appointing authority as provided 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% the base
salary they currently receive in the c·1 ass from which they transferred.
A transfer from Health Services p·1anner/Evaluator to another class by an employee
with permanent status in the Health Services Planner/Evaluator class may be accomplished
if the salary range of the cl ass being transferred to is totally within the parameters
of the Health Services Planner/Evaluator salary range or if Health Services Planner/
Evaluator is totally within the parameters of the salary range of the class being
transferred to, or alternatively as provided for in Section 1004 of the Personnel Manage-
ment Regulations.
Salary upon transfer from the Hea'lth Services Planner/Evaluator class will be set
by the appropriate deep class resolution for the new class, or by Resolution 81/581,
or if neither of these are appropriate due to an actual salary amount difference on
the steps of the salary range for the two classes, the appointing authority shall deter-
mine whether the employee 1 s salary on transfer will be moved upward to the next step
above the employee 1 s current salary as a Health Services Planner/Evaluator or downward
to the next step below the employee 1 s current salary as a Health Services Planner/Evaluator
provided that the increase in the employee's salary shall not exceed five (5) percent.
ll. Promotions:
A promotion from another crass to Hea·lth Services Planner/Evaluator occurs when
an employee is appointed from another class which has a salary range with a top step
that is below the top step (step 8-19) of Health Services Planner/Evaluator.
Salary on promotion to the Health Services Planner/Evaluator class will be set by
U1e t1ppo1nt1ng t1uthor1 ty as provided in Section 2.
A promotion from Health Services Planner/Evaluator to another class occurs when a
Health Services Planner/Evaluator is appointed to another class which has a salary range
with a top step that is above the top step (step B-19) of Health Services Planner/Evaluator.
Salary on promotion from the Health S1:!rvices Planner/Evaluator class will be set
by the appropriate deep class resolution for the new class, or by Resolution 81/581,
whichever is applicable.
RESOLUTION NO. 82/1!+79
12. Demotions:
A demotion from another class to Health Services Planner/Evaluator occurs when an
employee is appointed from another cl,ass which has a salary range with a top step that
is above the top step (step B-19) of Health Services Planner/Evaluator.
Salary on demotion from another class to Health Services Planner/Evaluator shall
be in accordance 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 B-19 on the Hea 1th Services Pl anm~r/Eva 1 uator sa 1 ary range, except when the
appointing authority detennines that the dem,,ted employee previously perfonned in an
outstanding manner duties substantially similar to those of a Health Services Planner/
Evaluator in which case the appointin9 authority may make a demotional appointment
above steps B-19 in accordance with the Ordinance Sections cited above.
A demotion from Health Services Planner/Evaluator 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 (step B-19) of Health Services Planner/Evaluator.
Salary on demotion from Health Services Planner/Evaluator to another class shall be
in accordance with Sections 36-4.804 and 3:6-4.805 of the County Ordinance Code (operative
under Resolution 81/581) or other applicable ordinances or resolutions relating to the
class to which the demotion is made.
13. Class i fication Documentation:
Preliminary to the implementation of this Resolution, the Personnel Department in
consultation with the Health Serv i ces Department will identify and document all positions
both filled and vacant which are to be initially reallocated to the Health Services
Planner/Eva 1 uator deep cl ass incl udinfJ the Responsi bi 1 ity Level appropriate for each
position. Subsequent addition or deletion of positions to or from the class will be via
Personnel Adjustment Request (P300). MoVE!ments between Responsibility Levels or between
steps in the same Responsibility Level (based upon a change in duties) will be by written
documentation provided to and approved by the Director of Personnel.
14. 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 Planner/Evaluator at the closest
step of the new range but no lower than the salary held before the Y-Rate.
15. Other Provisions:
Except as may be changed or modified by resolution hereafter, all other prov1s10ns
of Resolution 8'1/581 are applicable to this "deep classification" of Health Services
Planner/Eva l uator, including applicable resolutions governing management benefits.
16. Allocation of Current Employees:
(A) Salary -The employees and/or positions identified in Attachment 11 A11 shall be
reallocated to the new deep class of !Health Services Planner/Evaluator at the salary
amount designated as of the effective date of this Resolution.
(B) Anniversary Date -The anniversary date of an employee having permanent or
probationary status in a position al'located to the class of Health Services Planner/
Evaluator as listed in Attachment 11 A11 shall remain unchanged.
PA~SED BY THE BOARD on Decey,,ber lL~, 1982 by the follm,ri.ng vote:
AYES: Supervisor~ Powers, Fahden, Schroder, Torlakson, McPeak .
Noes: None.
Absent: None.
cc: Personnel
County Adriinistrator
Auditor-Controller
County Counsel
Health Services Director
I hereby c.,:;, ~;:;, :'.'1..:~ :fd2 i5 ~1 t, 1-a .. w,;_:j ~· ;: :.c·~· .. '..\ .. t-:· ;;i~
an action taken and entered on the minutes of the
Board of Superls on the date shown.
ATTESTED: ~,JV~ I½ /tJ8,z
J.R. OLSSON, COUNTY CLERK anr ex officio Clerk of the Board
By t!~» , Deputy
RESOLUTION NO. 82/1479
HEALTH SERVICES PLANNER/EVALUATOR
ATTACHMENT A
I Payrol 1
Monthly Step Class Pay Series Anniv. Sen.
Emeloiee Name Eml! 1 oiee No. Position No. Salary No. Code & level Step Date Date
J,
Baron, B. 28260 54-1050 $2777 B-16 VCXB vs 889 7 7/1/83 12/l0/16
Bastian, L. 34412 54-1558 $2335 B-9 VCXA vs 444 18 11/1/83 5/1/80
Jossey, C. 34081 54-1559 $2133* 8-6* VCXA vs 444 15 4/1/83 10/1/80
Krumholz, s. 36009 54-1049 $1793* A-8* VCXA V5 444 8 3/1/83 5/13/81
Wahle, F. 06194 54-783 $2790* 8-17* VCXB V5 889 8 10/1/83 3/14/66
Wolfe, T. 33969 54-1063 $1383.20 (28/40)* B-3* VCXA vs 444 i::l.. 'S 7/1/83 11/16/78
Vacant 54-1751 ** 8 Lvl.
Vacant 54-290 ** 8 Lvl.
Vacant 54-1435 B Lvl.
I
~ Next higher step in deep ciass but with Y-Rate at impiementation. Y-Rate to be removed at anniversary date of employee or
July l, 1983 whichever conaes first.
** Provisonal appointees Paskowitz (38121) and Tanzer (36934) to be appointed to new class •
..
RESOLUTION NO. 82/1479
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