HomeMy WebLinkAboutMINUTES - 11081994 - 2.3B 1 1
TO: BOARD OF SUPERVISORS 5 Contra
FROM: Phil Batchelor, County Administrator Costa
4., County
DATE: November 8, 1994 f ri. .�N ` �r
SUBJECT:
Recommended Salary Change and Implementation of Performance Pay
in the County Administrator's Office
SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION
RECOMMENDATION
ADOPT attached resolutions providing a five percent (5%) salary adjustment for the Chief Assistant County
Administrator, effective September 1, 1994,and performance steps for senior management in the County
Administrator's Office.
BACKGROUND
A five percent (5%) salary adjustment is being recommended for the Chief Assistant County Administrator
to reestablish an appropriate salary differential between the Chief Assistant County Administrator and
assistant county administrator classifications. In addition, the County Administrator is implementing an
evaluation system that provides a vehicle for granting or rescinding performance pay based on the
achievement of specific performance-based objectives and/or outstanding performance. Currently, the Chief
Assistant County Administrator'and the Assistant County Administrator - Human Services are on a flat salary
rate with no flexibility for movement to recognize performance. The proposed change will establish multiple
step ranges similar to the majority of classes within the County.
A system is currently in place to recognize outstanding performance for several other management classes
within the County Administrator's Office. This will extend performance pay to top level management
classes. It will also address concerns raised by the 1993-94 Grand Jury regarding the evaluation of an
employee's performance in relation to achieving specific identified objectives. Moreover, it provides the
ability to grant or rescind performance pay based on the achievement of these objectives and outstanding
performance.
CONTINUED ON ATTACHMENT: YES SIGNATURE: y
RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE
APPROVE OTHER
SIGNATURE(S):
ACTION OF BOARD ON oyem e r iJ 8P 1994 APPROVED AS RECOMMENDED X OTHER
The Board adopted' Resolutions Nos . 94/575, 9.4/576, and. 94/577 .
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VOTE OF SUPERVISORS
I HEREBY CERTIFY THAT THIS IS A TRUE
XX UNANIMOUS(ABSENT IV
) AND CORRECT COPY OF AN ACTION TAKEN
AYES: NOES:I AND ENTERED ON THE MINUTES OF THE BOARD
ABSENT: ABSTAIN: OF SUPERVISORS ON THE DATE SHOWN.
CC: CONTACT: Leslie Knight (64064) ATTESTED November 8 , 1994
Personnel Department PHIL BATCHELOR,CLERK OF THE BOARD OF
County Administrator SUPERVISORS AND COUNTY ADMINISTRATOR
Auditor-Controller
BY �n
Y" /--� DEPUTY
M382 (10/88)
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
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Adopted this Order on ! November 8 , 1994 , by the following vote:
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AYES: Supervisors Smith, Bishop, Torlakson, Powers
NOES: None
ABSENT: Supervisor DeSaulnier
ABSTAIN: None
SUBJECT: In the Matter of Implementing a Performance )
Pay Plan For Chief Assistant County )
Administrator and Assistant County ) Resolution No. 94/575
Administrator - Human 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:
1. Effective September I1, 1994, the class of Chief Assistant County Administrator shall be
reallocated from salary schedule level C1-2642 to salary level C1-2691.
2. Effective November 1, 1994, the following performance pay plan is adopted for the classes
of Chief Assistant County Administrator and Assistant County Administrator - Human
Services.
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A. Salary Range: Effective November 1, 1994, the class of Chief Assistant County
Administrator shall be reallocated from salary schedule level C1-2691 to salary level
C4-2838. Assistant County Administrator-Human Services shall be reallocated from
salary schedule level C1-2602 to salary level C4-2749.
B. Step Placement of Incumbents: Incumbents in each of these classes were at Step 1
on their previous salary range and shall remain at Step 1 on the new salary range
established for the classes.
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C. Performance Review: The appointing authority may, based upon an annual
evaluation of work performance, award up to three (5%) steps for outstanding
performance and!/or the achievement of specific performance-based objectives
(hereinafter referred to as outstanding performance). Outstanding performance pay
shall be granted only on the affirmative action of the appointing authority. The
appointing auth rity may unconditionally deny performance pay salary step
advancement or may deny it subject to review at a specified date before the
employee's next annual evaluation.
If an employee does not receive the maximum 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 Personnel Director or at another time prior to the extra review date six (6)
months after the employee's annual evaluation date.
If an employee was awarded no outstanding performance steps on his/her annual
evaluation date, the appointing authority may, based upon an evaluation of work
performance, award up to three (3) outstanding pay step(s) effective six (6) months
after the annual evaluation date on the first of the month.
Resolution No. 94/575
d
Board of Supervisors Page 2
At the discretion of the appointing authority, effective the first of a calendar month,
approval for outstanding performance pay steps may be rescinded, based upon an
evaluation of work performance at any time between annual evaluation dates. All
outstanding performance steps 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. No salary step
beyond Step 1 may be awarded for satisfactory performance. Steps 2, 3, and 4 are
reserved exclusively for outstanding performance pay. No provision of this section
shall allow salary l',placement beyond the uppermost step of the salary schedule/level
to which the class is allocated.
D. Other Provisions: Except as may be changed or modified by resolution hereafter, all
provisions of the Salary Regulations are applicable to this class.
I hereby certify that this is a true and correct copy of
an action taken and entered on the minutes of the
Boar+of Supervisors on the date shown.
ATTESTED: Z /? /SC
PHIL BATCHELOR,Clerk of the Boara
of Supervisors and County Administrator
By _ .Deputy
CONTACT: Leslie Knight (6-4064)
cc: Personnel Department
County Administrator
Auditor-Controller
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on November 8 ,'.'.1994
, by the following vote:
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AYES: Supervisors Stith- Bishop, Torlakson, Powers
NOES: None
ABSENT: Supervisor DeSaulnier
ABSTAIN: None
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SUBJECT: In the Matter of Implementing a )
Performance' Pay Plan For the Class ) Resolution No . 94/576
of Senior Deputy County Administrator )
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:
Effective November 1, 1994, the following performance pay plan is adopted for the class of
Senior Deputy County Administrator.
1. Salary Range: The compensation for Senior Deputy County Administrator shall be set by the
Board of Supervisors nand reviewed periodically. Effective November 1, 1994, the class of
Senior Deputy County Administrator shall be reallocated from salary schedule level C5-2379
to salary level C7-2379.
2. Step Placement of Inlcumbents: All incumbents shall remain at the same step on the new
salary range (C7-2379) as they were on their previous range (C5-2379).
3. Merit Salary Increment Review: On an employee's anniversary date, the appointing authority
may, based upon an" evaluation of work performance, award a one step (5%) salary
advancement for satisfactory performance of 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 step increase
subject to review at ai specified date before the next anniversary date.
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Additionally, on the employee's annual evaluation date (set by the appointing authority), the
appointing authority may award either one (1) additional step increment of 5% (total of 10%
maximum) or two (2)1 additional steps (total of 15% maximum) for achievement of specific
performance-based objectives and/or outstanding performance (hereinafter referred to as
outstanding performance) by the employee. If an employee does not receive the maximum
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 Personnel Director or at another time prior to the extra review date six (6) months after
the employee's annual evaluation date.
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If an 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 awarded no outstanding performance steps on
his/her annual evaluation date, the appointing authority may, based upon an evaluation of
work performance, award an additional 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.
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RESOLUTION NO. 94/576
Board of Supervisors Page 2
At the discretion of the appointing authority, effective the first of a calendar month, approval
for outstanding performance pay steps may be rescinded, based upon an evaluation of work
performance, at any time between annual evaluation dates. All outstanding performance steps
in effect on an 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 one (1) or two (2) 5% outstanding pay steps are in effect
just prior to the employee's annual evaluation date, the appointing authority may utilize the
outstanding pay step(s) then in effect as the base from which any additional satisfactory or
outstanding increments are calculated. No salary step beyond Step 5 may be awarded for
satisfactory performance. Steps 6 and 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.
4. The annual evaluation date for outstanding performance steps for employees hired after
November 1, 1994, shall be the same as the employee's anniversary date.
5. Other Provisions: Except as may be changed or modified by resolution hereafter, all
provisions of the Salary Regulations are applicable to this class.
I hereby certify that this is a true and correct copy of
an action taken and entered on the minutes of the
Boats of Supervisors on the date shown.
ATTESTED: - 1
PHIL BATCHELOR,Clerk of the Board
of Supervisors and County Administrator
Deputy
CONTACT: Leslie Knight (6-4064)
cc: Personnel Department
County Administrator
Auditor-Controller
a. 3 C-1
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on November 8 , 1994 , by the following vote:
AYES: Supervisors Smith, Bishop, Torlakson, Powers
NOES: None
ABSENT: Supervisor DeSaulnier
ABSTAIN: None
SUBJECT: In the Matter of Amending Resolution )
No. 92/307 Providing Salary ) Resolution No . 94/577
Regulations for the Deep Classes of )
Deputy County Administrator, )
Management Analyst II & III, )
Affirmative Action Officer and Code )
Enforcement Program Manager-Project )
1. WHEREAS THE BOARD OF SUPERVISORS has enacted Resolution No. 83/1, as amended,
referred to as the Salary Regulations, and Section 20 of that Resolution relates to the
compensation and terms and conditions of employment of deep classes;
BE IT BY THE BOARD RESOLVED that effective November 1, 1994, the provisions set
forth in Resolution No. 92/307 are applicable to the class of Special District Analyst.
2. REALLOCATE the class of Special District Analyst from C5-2288 to T9-2212.
3. REALLOCATE the incumbent from Step 5 of his previous salary range to Step 9 of the new
T9-2212 range.
I hereby certify that this is a true and correct copy of
an action taken and entered on the minutes of the
Boar" of Supervisors on the date Moven.
ATTESTED: /-/,r*T
PHIL BATCHELOR,Clerk of the Boaro
of Supervisors and County Administrator
2_�� 1.___.Deputy
CONTACT: Leslie T. Knight
cc: Personnel Department
County Administrator
Auditor-Controller
RESOLUTION NO. 94/577