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HomeMy WebLinkAboutMINUTES - 02262002 - C55 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this order on February 26, 2002 , by the following vote: AYES: SUPERVISOR UILKEMA, GERBER, DeSAULNIER, GLOVER & GIOIA NOES: NONE ABSENT: NONE ABSTAIN: NONE RESOLUTION No. 2002/112 SUBJECT: In the Matter of Reallocating the Class of Fire District Chief/Administrative Services on the Salary Schedule and Adopting Revised Performance Pay Plan Provisions for the class. 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: I. Effective January 1, 2002, the class of Fire District Chief/Administrative Services is reallocated on the Salary Schedule from a 6 step salary range (M50 2564, Steps 1 through 6) to an l l step salary range (M25 2588, Steps'1 through 11). 2. Step Placement of Current Incumbent: The incumbent in the class shall be placed at step 11 (M25 2588, Step 11) of the new salary range. 3. Effective January 1, 2002, the following provisions will be applicable to the class of Fire District Chief/Administrative Services. These provisions supercede those contained in Resolution 2000/243. 4. Regular Anniversary SaI_,,ary Review - On the employee's anniversary date, the appointing authority may, based upon an evaluation of work performance, award a merit increment (step increase) 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. Conversely, the appointing authority may unconditionally deny a merit increment or may conditionally deny the merit increment subject to review at a specified date before the next anniversary date. 5. Performance Pay Review: Effective with the adoption of this resolution, the appointing authority may designate an annual performance evaluation date which can be different from the employee's annual anniversary date as referenced in Section 3 above. The appointing authority may, based upon an annual evaluation of work performance, award at that time either one (1) 2.5''% performance increment (step increase) or two (2) 2.5% performance increments (step increases) for outstanding performance and/or the achievement of specific performance-based objectives (hereinafter referred to as outstanding performance) to the incumbent. If the employee does not receive outstanding performance pay on the annual performance evaluation date, an extra salary review date may be set by the appointing authority to occur six (6) months after the annual performance evaluation date. This date may be set by the appointing. authority upon return of the Salary Review Report to the Director of Human Resources or at another time within the intervening six'(6) months. If the employee received an outstanding performance pay step of 2.5% on his/her annual performance 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 performance evaluation date on the first of the month. If an employee was not awarded an outstanding, performance pay step on his/her annual performance evaluation date, the appointing authority may, based upon an evaluation of work performance, award one (1) or two (2) outstanding performance pay step(s) effective six (6) months after the annual performance 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. 6. Continuation/Termination of Outstanding Performance Pgy, Ste s: Any outstanding performance pay step(s) in effecton the employee's annual performance evaluation date are subject to evaluation by the appointing authority and must be affirmatively recommended by the appointing authority to continue or be increased. At the discretion of the appointing authority, effective the first of a calendar month, approval for outstanding performance pay step(s) may be rescinded, based upon an evaluation of work performance, at any time between annual performance evaluation dates. 7. Correlation of Merit and Performance Pgy Stens: In instances where the employee is receiving outstanding performance pay step(s) 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. 8 Step Placement Limitations: No salary step beyond Step 9 may be awarded for satisfactory performance. Steps 10 and I l are reserved exclusively for outstanding performance pay. No"provision of this resolution shall allow salary placement beyond the uppermost step of the salary schedule/level to which the class is allocated. 9. The annual performance evaluation date for outstanding performance pay steps for the employee shall be set by the appointing authority. 10. 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(5-1766) cc: Human Resources Department Contra Costa County Fire Protection District County Administrator Auditor-Controller I hereby certify that this is a true and correct copy of an action taken and entered on the minutes of the Board of Supervisors on the state shown. q ATTESTED: ' 'V ., 4 v .JOHN SWEETEN, Cie of the Board S�,l rvisors and County dMinistrator leY Qeputy