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Home My WebLink AboutMINUTES - 12192006 - C.48 �,. Contra Costa TO: BOARD OF SUPERVISORS .'.... °� County FROM: LORI GENTLES, Assistant County Administrator- _ � ;• Director of Human Resources o, - ;,i:,,, 's C DATE: December 19, 2006 ;°�s coun'� SUBJECT: Resolution No. 2006+&4 Reallocating Salary and Implementing Performance Pay Plan SPECIFIC REQUEST(S) OR RECOMMENDATION(S) & BACKGROUND AND JUSTIFICATION RECOMMENDATION: Adopt Resolution No. 2006/g�te-REALLOCATE the salary of Patient Billing Manager (VAGD-Unrepresented Management) from B85-1804 to B85-1854 and add two 5% performance steps; REALLOCATE the salary of Health Services Reimbursement Accountant (VCTA-U n represented Management) from B85-1804 to B85-1854 and add two 5% performance steps. FISCAL IMPACT: The cost associated with this request will be completely offset by Enterprise 1 funds. BACKGROUND: This Resolution would authorize reallocating the salaries of Patient Billing Manager, and Health Services Reimbursement Accountant by five percent (5%) and add two five percent (5%) performance steps to each classification. In order to successfully attract and retain qualified employees in positions that are in high demand in the heath care industry, the Health Services Department has requested to reallocate the salary and implement a performance pay plan for these classifications. Staff conducted a salary survey of similar positions in nine Bay Area counties. Since very few Bay Area counties have a hospital/medical center, staff also surveyed private hospitals in the immediate area. Based on the survey results, it was determined that the salaries of Patient Billing Manager and Reimbursement Accountant are below market. Staff recommends reallocating the salary by five percent (5%) and adding two 5% performance steps to these classifications. The effective date of this action would be October 1, 2006. CONSEQUENCE OF NEGATIVE ACTION: Should this request not be granted, and because of the high demand for these positions in the health care industry, the Health Services Department may lose staff to private hospitals whose salary levels are higher than the current County salaries for these classifications. CONTINUED ON ATTACHMENT: 1-PES SIGNATURE: COMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE ��APPROVE OTHER SIGNATURE(S). ACTION OF BO R ON jj2�Xf��j40�n APPROVED AS RECOMMENDED OTHER TE OF SUPERVISORS INAN IMOUS(ABS ENT)---- AYES: NOES: ABSEN'1':_ABSTIAN: I HEREBY CERTIFY THAT THIS IS A TRUE AND CORRECT DISTRICT IV SEAT IS VACANT ) COPY OF AN ACTION TAKEN AND ENTERED ON THE MINUTES OF THE BOARD OF SUPERVISORS ON THE DATE _ 11N: SHOWN. Orig. Dept: Human Resources Department ATTESTED ✓�� /��/1 %, ��'(� cc: Health Services Department JOHN B.CULLEN,CLERKADF THE BOARD OF Auditor-Controller SUPERVISORS AND COUNTY ADMINISTRATOR BY DEPUTY THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this Order on by the following vote: AYES:J )� NOES: NO hJ ABSENT: No ABSTAIN: o N Q `)'k SUBJECT: In the Matter of Implementing a ) RESOLUTION NO. 2006/ Performance Pay Plan for the Classes of ) Patient Billing Manager and Health Services Reimbursement Accountant 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 October 1, 2006 classes will be reallocated as follows: CLASS REALLOCATE From: To: Patient Billing Manager (VAGD) B85-1804 B85-1854 Health Services Reimbursement Accountant (VCTA) B85-1804 B85-1854 B. Step Placement of Incumbents: Incumbents shall be placed at their current salary step on the new salary range. C. Merit Salary Increment Review: On an employee's anniversary date, the appointing authority may, based upon an evaluation of work performance, award a merit increment of five percent (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 5 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: For employees who are at the top merit step (Step 5) of the salary range, the appointing authority may, based upon an annual evaluation of work performance, award up to two 5% steps for outstanding performance and/or the achievement of specific performance-based objectives (hereinafter referred to as outstanding performance). In instances where the employee, on his/her anniversary date, achieves Step 5 of the salary range, an additional 5% step increment or two 5% step increments for outstanding performance and/or the achievement of specific performance-based objectives may be granted by the appointing authority at the time that the 5th step merit increment is approved. If an employee does not receive outstanding performance pay on his/her anniversary date, an extra salary review date may be set by the appointing authority for six (6) months after the employee's anniversary 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 prior to the extra review date six (6) months after the employee's anniversary date. If the employee received an outstanding pay step of 5% on his/her anniversary 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 anniversary date on the first of the month. If an employee was not awarded an outstanding performance step on his/her anniversary 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 anniversary 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 anniversary dates. 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. u In instances where one or two 5% outstanding performance pay steps are in effect at the time that a merit increase 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. 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 these classes. 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 DATE SHOWN. Orig. Dept: Human Resources Department e Cc Health Services ATTESTED61,1 County Administrator JOHN B. CULLEN, CLERK OF HE BOARD OF Auditor-Controller SUPERVISSORS AND COUNTY ADMINISTRATOR BY (v k�� ,DEPUTY RESOLUTION NO. 2006/g-a�