The URL can be used to link to this page

Home My WebLink AboutMINUTES - 02272007 - C.52 - sE-L Contra •- TO: BOARD OF SUPERVISORS ��=� �`��' FROM: LORI GENTLES-Assistant County Administrator- a s Costa Director of Human Resources o _- CountyDATE. February 27, 2007 _ C . 5 SUBJECT: P300 #20195 and Resolution 2007/ Health Services Department SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION RECOMMENDATION: Adopt Position Adjustment Resolution Number 20195 and Resolution 2007/ i0( REALLOCATING the salary of Health Services Information Systems Specialist position (LTTC) to a seven (7) step salary range having five (5) merit steps and two (2) outstanding performance steps. FISCAL IMPACT: Upon approval, this action will result in an annual cost of$7,061.08 which will be offset by Third Party Payors. This action will result in no net County cost. BACKGROUND: The Health Services, Department has requested to establish two 5% merit steps for the Health Services Information Systems Specialist position in order to attract and retain employees possessing the required specialized experience in Health Services. Adoption of the Performance Pay Plan resolution will provide a vehicle for recognizing outstanding performance for those employees who have progressed through the salary steps and have achieved the top step of their salary range. It will also further enhance the County's ability to attract applicants while providing Department heads with the ability to grant and rescind outstanding performance pay steps on the basis of ongoing evaluation of work performance. CONTINUED ON ATTACHMENT: X YES SIGNATURE: / RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE ✓ APPROVE OTHER SIGNATURE(S): ACTION OF BO D N APPROVED AS RECOMMENDED OTHER VOTE OF SUPERVISORS I HEREBY CERTIFY THAT THIS IS A TRUE AND CORRECT COPY OF AN ACTION TAKEN AND ENTERED-ON MINUTES OF THE BOARD OF SUPERVISORS ON THE DATE SHOWN. UNANIMOUS(ABSENT _ ) AYES: NOE - ABSENT: ABSTAIN: Contact: Jamie Holgerson,7-5249(Health Services) Teji O'Malley,5-1723(HR) `'7 Cc: Health Services Department ATTESTED :Jtb RIOC / Human Resources JOHN CULLEN,CLERK O HE BOARD OP SUPERVISORS L BY: DEPUTY CONSEQUENCE OF NEGATIVE ACTION: If this request is not approved,the Health Services Department will not be able to retain employees who have progressed through the salary steps and are at the top step of their salary range and it will hinder the Department's ability to recruit applicants who possess the required specialized experience in Health Services THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this order on 4241— y 4 , y the following vote: AYES: NOES: ��p ABSENT: No ABSTAIN: ,� o RESOLUTION No. 2007/ f Q' SUBJECT: In the Matter of Implementing a Performance Pay Plan For the Class of Health Services Information Systems Specialist . 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 March 1, 2007, the class of Health Services Information Systems Specialist will be reallocated to the salary schedule to a seven (7) step salary range having five (5) merit steps and (2) outstanding performance steps. B. Step Placement of Current Incumbent: The incumbents in the class shall be placed at their current salary step on the new salary range. 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 5 of the 7 step 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 the top merit step (Step 5) of the salary range, the appointing authority may, based upon an annual evaluation of work performance, award on the employee's anniversary date, either one (1) 5% step increment or two (2) 5% step increments for outstanding performance and/or the achievement of specific, performance-based objectives (hereinafter referred to as outstanding performance) to the incumbents in the class of Health Services Information Services Specialist._ In instances where the employee, on his/her anniversary date, achieves Step 5 of the salary range, an additional 5% step increment or two (2) 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 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 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 employee's 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. E. Continuation of Performance Pay: 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 the employee's anniversary dates. Any outstanding performance pay step(s) in effect on the employee's anniversary date is subject to evaluation by the appointing authority and must be affirmatively recommended by the appointing authority to continue or be increased. Incumbents of classifications whose salary is reallocated to include outstanding performance pay steps shall be compensated in accordance with Contra. Costa County's Salary Regulations. In no case shall a step be awarded beyond the top merit increment step of the salary range except as authorized by the appointing authority in recognition for achievement .. of specific performance-based objectives and/or outstanding performance. E. Other Provisions - Except as may be changed or modified by resolution hereafter, all provisions of the Salary Regulations are applicable to this class. CONTACT: Teji O'Malley (5-1723) cc: Human Resources Department Health Services Department County Administrator Auditor-Controller DEC C 1 2006 POSITION ADJUSTMENT REQEUST O l I NO. OFFICE of DATE COUNTY ADMINISTRATOR DEPARTMENT/ COPERS DEPARTMENT: Hlth Svcs/Finance BUDGET UNIT NO. 0540 ORG NO. 6555 AGENCY NO. A-18 Action Requested: Establish two (2) 5% performance pay steps for the classification of Health Services Information Systems Specialist (L-FTC) Proposed Effective Date: Classification Questionnaire attached: Yes ❑ No ✓ / Cost within Department's budget: Yes ✓ No ❑ Total One-Time Costs (non-salary) associated with request: $ 0 Estimated total cost adjustment (salary/benefits/one time): Total annual cost $ 7061.08 Net County Cost $ 0 C-3 Total this FY $ 3530.53 N.C.C. this FY $ 0 `n v SOURCE OF FUNDING TO OFFSET ADJUSTMENT Third Paq Payors y Department must initiate necessary adjustment and submit to CAO. Use additional sheet for further explanations or comments. 1 _ t 1 (fo Department Head REVIEWED BY CAO AND RELEASED TO HUMAN RECOURCES DEPARTMENT Deputy County Administrator Date HUMAN RESOURCES DEPARTMENT RECOMMENDATION DATE .z REALLOCATE the salary of Health Services Information Systems Specialist (LTTC) to a seven (7) step salary range having five (5) merit steps and two (2) outstanding performance steps. (Unrepresented) Amend Resolution 71/17 establishing positions and resolutions allocating classes to the Basic/Exempt salasc edule. Effective: ❑ Day following Board Action. ._.., �-.....�._•�.__.,-..� 07 (Date) (for) Director of Human Resourc COUNTY ADMINISTRATOR RECOMMENDATION DATE: Al/.s'1161 V toy Approve Recommendation of Director of Human Resources ❑ Disapprove Recommendation of Director of Human Resources ; ❑ Other: / � �._c—�� (f `� County Administrator BOARD OF SUPERVISORS ACTION: John Cullen,"Clerk of the Board of Supervisors and County APPROVED F� DISAPPROVED❑ Adjustment Administrator Date: D-17 O BY: 0 POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTION. Adjust classes)/position(s) as follows: If Request is to Add Project Positions/Classes, please complete other side