HomeMy WebLinkAboutMINUTES - 12191989 - 1.44 1-044
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on December 19 , 1989 , by the following vote:
AYES: Supervisors Fanden, Schroder, McPeak, Torlakson
NOES: None
ABSENT: Supervisor Powers
ABSTAIN: None
In the Matter of Establishing )
Performance Pay for Municipal ) Resolution No. 89/ 802 '
Court Management Classes )
WHEREAS the Board of Supervisors has enacted Resolution 89/1, as amended,
referred to as the Salary Regulations, and Section 20 of that Resolution
related to the compensation and terms and conditions of employment of deep
classes, and
WHEREAS the Municipal Court Administrator and the County Administrator have
recommended that the compensation structure for Management classes in the
County's Municipal Courts include pay steps in recognition of exceptional
performance and professional achievement; NOW THEREFORE:
1. Effective January 1, 1990 the following court classifications are
allocated to 11-step extended salary ranges (deep classes) as indicated
which contain 2.5% between steps and have top steps 10 and 11 designated
as performance pay levels. (Steps shown are 1 and 11) .
District Court Manager-C (JQD3) TM-1871 ($3257-$4169)
Court Operations Coordinator-A (JPG1) TM-1822 ($3101-$3969)
Court Operations Coordinator-B (JPG2) TM-1725 ($2814-$3603)
Deputy Clerk-Division Supervisor (JPD2) TM-1553 ($2370-$3034)
Assistant County Municipal Court
Administrator (JQB1) TM-2042 ($3864-$4946)
The salary ranges shown do not include the January 1, 1990 2% (20 level )
General Increase authorized in Resolution 89/684 Section I C or any Pay
Equity Adjustments to which individual classes may be entitled under
Section I D of the same Resolution. These increases are implemented
under separate Board and/or administrative action.
2. All current incumbents of classes listed is 1 above shall be reallocated
effective January 1, 1990 from current five step ranges to the ten step
ranges as indicated:
C5-Range TM-Range
1. . . . . . . . . . . . . . . . . . . . . . . . . . . . .1
From 2. . . . . . . . . . . . . . . . . . . . . . . . . . . . .3 To
Step: 3. . . . . . . . . . . . . . . . . . . . . . . . . . . . .5 Step:
4. . . . . . . . . . . . . . . . . . . . . . . . . . . . .7
5. . . . . . . . . . . . . . . . . . . . . . . . . . . . .9
3. Appointment: The appointing authority may make an initial appointment at
any step of the salary ranges up to step five. Advanced step initial
appointments shall be made based on consideration of qualifications of the
person appointed and the nature and complexity of the work to be
performed.
P,ESOLUTION NQS 89/802
4. Merit Increment Review: On an employee's anniversary date, the appointing
authority may, based upon an evaluation of work performance, award two (2)
2-1/2% steps (maximum of 5%) salary advancement for satisfactory
performance by the employee. The salary advancement shall .be granted only
on the affirmative action of the appointing authority. The appointing
authority may unconditionally deny a salary increment advancement, or may
deny the increase subject to review at a specific date before the next
anniversary date.
Additionally, on the employee's anniversary date, the appointing authority
may award either one (1) additional step increments of 2-1/2% (maximum of
7-1/2%) or two (2) additional step increments of 2-1/2% (maximum of 10%)
for outstanding performance by the employee. If an employee does not
receive the maximum outstanding performance pay on his/her anniversary, an
extra salary review date may be set by the appointing authority for six
(6) months after the anniversary date. This date may be set, by the
appointing authori-ty upon return of the Salary Review Report to the
Personnel Department, or at any time prior to the extra salary review
date. In no instance, however, shall an employee be awarded more than two
(2) 2-1/2% outstanding performance pay steps during a single anniversary
year.
At the sole discretion of the appointing authority, effective the first of
a calendar month any time during the anniversary year, approval for
outstanding performance pay may be rescinded, based upon an evaluation of
work performance. On each anniversary date, all outstanding performance
steps in effect are subject to evaluation by the appointing authority, and
must be affirmatively recommended by the appointing authority to continue
or, if possible, to be increased.
5. Other Provisions: Except as specified above, or as may be changed or.
modified by resolution hereafter, all provisions of the County Salary
Regulations are applicable to the management deep classes in the Municipal
Court, including Assistant County Municipal Court Administrator, District
Court Manager (Level C only), Court Operations Coordinator (Level A and B)
and Deputy Clerk Division Supervisor.
I hereby certify that this is a true and correct copy of
an action taken and entered on the minutes of the
Board of Supervise rs on the date shown. q
ATTESTED: g4jd j L �S�)q: )�1 g
PHIL BATCHELOR,Clerk of the Board
of supervisors and County Administrator
By l: 'Ui/Ltb___ /I.(�(.F� ,Deputy
cc: Muncipal Court Administration
Auditor-Controller
Personnel - 2nd Floor (RH)
Personnel Records
RFSOLUITON NO, 89/802