HomeMy WebLinkAboutMINUTES - 02272001 - C.65 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this order on February 27, 2001 , by the following vote:
AYES: SUPERVISORS GIOIA, GERBER, DESAULNIER, GLOVER AND UILKEMA
NOES: NONE
ABSENT: NONE
ABSTAIN: NONE RFSOLiTTION NO. 2001/96
SUBJECT: In the Matter of Implementing a Performance Pay Plan For the Class of
Manager, Capital Facilities/Debt Management-Exempt.
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 January 1, 2001, the class of Manager, Capital Facilities/Debt
Management-Exempt will be reallocated from Salary Level M50 - 2716 to Salary Level M25
2590 Step 6 through Step 16.
Current Salary Range Step New Salary Levels Step Step on 11 Step Salary
M50 2716 M25 2590 Range
1 6 1
7 2
2 8 3
9 4
3 10 5
11 6
4 12 7
13 8
5 14 9
15 10
16 11
B. Step Placement of Current Incumbent: The incumbent in the class shall be placed at step 9
of the new 11 step salary range (Step 14 of M25 2590).
C. Merit Salary Increment Review - On the employee's anniversary date, the appointing
authority may, based upon an evaluation of work performance, award a merit increment of 5%
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 9 of the 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 a one (1) 2.5% step 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 incumbent in the class of
Manager, Capital Facilities/Debt Management-Exempt.
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 annual evaluation date. This date may be set by the appointing authority upon return
RESOLITTION NO. 2001/96
1
of the Salary Review Report to the Director of Human Resources or at another time prior to
the extra review date six (6) months after the employee's annual evaluation date.
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 of the month. If 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 (or be receiving) more than two (2) 2.5% outstanding
performance pay steps between annual evaluation dates.
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 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 had been
receiving using the employee's new merit step as the base upon which the performance pay
step(s) are added.
No salary step beyond Step 9 may be awarded for satisfactory performance. Steps 10 and 11
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.
E. The annual evaluation date for outstanding performance steps for employees shall be set by
the appointing authority.
F. Other Provisions - Except as may be changed or modified by resolution hereafter, all
provisions of the Salary Regulations are applicable to this class.
CONTACT: Leslie Knight (5-1760) 1 hreby certify that this is a true rnd correct copy of
cc: Human Resources Department an action taken and entered on tni_. minutes of the
P Board of Supervisors on the date shown.
County Administrator ATTESTED: February 27, 2001
Auditor-Controller PHIL BATCH OR,Clerk of the Board
of Superviso and Coun Administrator
By ,Deputy
RFSOUMON NO. 2001/96