HomeMy WebLinkAboutRESOLUTIONS - 01011981 - 1981-086 {
IN THE BOARD OF SUPERVISORS
OF
CONTRA COSTA COUNTY, STATE OF CALIFORNIA
January 20, 1981
In the Matter of
Pay and Performance Evaluation
Plan for the Deep Class of
Health Services Administrator RESOLUTION NO. 81/86
WHEREAS, The Board of Supervisors has enacted County Ordinance
Number 8023 relating to the compensation and terms and conditions of employment
for deep classes and allowing their removal from the general provision of Divi-
sion 36 of the County Ordinance Code; and
WHEREAS, the County Civil Service Commission established the deep class
of Health Services Administrator on January 13, 1981,
BE IT BY THE BOARD RESOLVED that effective January 21, 1981 the following
compensation provision and terms and conditions of employment are applicable for
the deep class of Health Services Administrator:
l. ' Salary Range:
The compensation in the Health Services Administrator classification
shall be upon the following salary ranges:
R8 - Level 398 Steps 1 - 18
R8 - Level 542 Steps 1 - 16
RESOLUTION NO. 81/86
1. Salary Range (continued) :
The following Responsibility Level designations A, B and C refer to the Health
Services Administrator job specification, in which the duties and responsibilities
of each Responsibility Level are defined, and designate the compensation to be paid
for performing each level of responsibility.
Responsibility Level C
Monthly Hourly
Step Rate Rate
Responsibility Level B
9 2913 16.81
8 2842 16.40 Monthly Hourly
7 2774 16.00 Step Rate Rate
6 2707 15.62
5 2642 15.24 21 2642 15.24 Outstanding
4 2578 14.87 20 _ 2578 14.87 Performance Steps
3 2516 14.52 9r� `22516
2 2455 14.16 18 2455 14.16
1 2396 13.82 17 2396 1.3.82
16 2338 13.49
15 2282 13.17
14 2227 12.85
13 2173 12.54
12 2121 12.24 Responsibility, Level A
11 2070 11.94
10 2026 11.65 Monthly Hourly
9 1971 11.37 Step_ Rate Rate
8 1924 11.10
7 1878 10.83 16 1678 103.83 Outstanding
6 1838 10.57 15 1838 10.57 Performance
5 1788 10.32 14----1789------113.52--- Steps
4 1745 10.07 13 1745 10.07
3 1703 9.83 12 1703 9.83
2 1662 9.59 11 1662 9.59
1 1622 9.36 10 1622 9.36
9 1583 9.13
8 1545 8.91
7 1507 8.69
6 1471 8.49
5 1436 8.28
4 1401 8.08
3 1367 7.85
2 1334 7.70
1 1302 7.51
Step A-14 is the maximum base salary step for Responsibility Level A and steps A-15
and A-16 are reserved as Outstanding Merit Performance Salary Advancement steps for in-
crements of Responsibility Level A as provided in Section 6B herein.
Step B-19 is the maximum base salary step for Responsibility Level B and steps B-20
and B-21 are reserved as Outstanding Merit Performance Salary Advancement steps for
increments of Responsibility Level B as provided in Section 6B herein.
Step C--9 is the maximum base salary step for Responsibility Level C.
2. Initial Appointments:
For purposes of initial appointment, the appointing authority may appoint a Health
Services Administrator at any salary step of the Responsibility Level to which the
position is assigned. However, a promotional appointment to the class must result in
at least a five percent (5%) salary increase not to exceed the maximum base salary level
for the Responsibility Level to which the appointment is made.
RESOLUTION NO. 81/86
3. Reassignments Within the Class:
An incumbent of the Health Services Administrator class who is reassigned between
vacant positions at different Responsibility Levels or who has the functions of his
present position increased or decreased sufficient for placement in a different Respon-
sibility Level, may have his salary adjusted at the discretion of the appointing
authority to any step of the new Responsibility Level. An incumbent reassigned down-
ward between Responsibility Levels may have his salary y Rated as defined in Section 13
herein as an alternative to immediate salary reduction. However, in all reassignments,
written documentation shall be provided to and approved by the director of Personnel
prior to action by the appointing authority.
Effective upon the date of any reassignment as provided for in this Section 3
and continuing for period of six months thereafter the incumbent will be subject to
performance review by the appointing authority and may be subject to further reassign-
ment or salary adjustment for unsatisfactory performance.
4. ReMointment_:
A Health Services Administrator who terminates service with the County in good
standing and is subsequently appointed from a re-employment list to a position in the
classification within two years from the date of termination may be appointed at any
step within the Responsibility Level to which the position is assigned.
5. Anniversary Date:
(A) New .Appointments to the Class - The anniversary date of a new employee shall
be the first day of the calendar month after the calendar month when he successfully
completes six months full time service, except that when he began work in the first
regularly scheduled workday of the month for his position which was not the first
calendar day that month, the anniversary is the first day of the calendar month when
he successfully completes six months full-time service.
(B) R.eassi ntnent to Higher or Lower Responsibility Level. - The anniversary date
of a Health Services Administrator incumbent who is reassigned or who has had his salary
adjusted in accordance with provisions of Section 3 shall remain unchanged.
(C) Demotion from Another Class - The anniversary date of an employee demoted to
Health Services Administrator is the first day of the calendar month after the calendar
month when the demotion was effective except when the demotion was effective on the
first working day of a month in which case the anniversary date will be the first day
of the month.
(D) Transfer - The anniversary date of an employee transferred to Health Services
Administrator remains unchanged.
Effective on the date of any transfer or reclassification to the class of Health
Services Administrator and continuing for a period of six months thereafter the incumbent
will be subject to performance review by the appointing authority and may be subject
to reassignment and salary adjustment for unsatisfactory performance.
6. Merit Performance Salary Advancements:
Subsequent to initial appointment to the class all Health Services Administrators
shall be eligible for a salary advancement of up to 2 steps of the salary range upon
successful completion of an initial six months probation period. Annually on the
assigned anniversary date thereafter all Health Services Administrators shall be eligible
for a salary advancement based on the performance evaluation described below.
The appointing authority will conduct an evaluation of the Health Services Admin-
istrator's performance at least annually prior to the Health Services Administrator's
anniversary date. The performance evaluation will be based on performance of assigned
management functions which will be established by the appointing authority for each
individual position directly with individual Health Services Administrators. By
April 1, 1981 the Health Services Director shall establish and place in effect perfor-
mance objectives for each incumbent of the Health Services Administrator classification
and shall review the objectives annually prior to the Health Services Administrator's
anniversary date.
RESOLUTION NO. 81/86
(A) Standard Performance - If a Health Services Administrator receives an overall
rating of STANDARD from the appointing authority on the performance objectives estab-
lished for the individual, said employee will be advanced two (2) steps on the salary
range, provided however, that said advancement may not exceed the maximum base salary
rate for that Responsibility Level as designated in Section 1 above.
(B) Outstanding Performance - If a Health Services Administrator receives an
overall rating of OUTSTANDING from the appointing authority in the performance objectives
criteria established for that individual, said employee will be advanced up to three (3)
steps on the salary range (i.e. two (2) for standard performance and one (1) additional
step for outstanding performance) provided, however, that said advancement may not exceed
by more than two (2) steps the maximum base salary step for the Responsibility Level
to which the incumbent's position is allocated.
The appointing authority may conduct an evaluation of an employee's performance
objectives at a time other than the employee's anniversary date. If the employee receives
an overall rating of OUTSTANDING, said employee may be advanced one step on the salary
range for outstanding performance provided, however, that said advancement may not be
an addition to OUTSTANDING performance steps already in effect, may not exceed by more
than two (2) steps the maximum base salary step for the Responsibility Level to which
the incumbent's position is allocated .and may not be effective sooner than 90 days
from any adjustment to the employee's salary excluding general adjustments to the salary
range of the HSA classification.
Any additional step awarded to reflect Outstanding Performance shall remain in
effect only until the day prior to the employees next anniversary date and will term-
inate on that date or at the appointing authority's discretion, whichever is sooner.
(C) Below Standard Performance - If a Health Services Administrator receives an
overall rating of BELOW STANDARD from the appointing authority in the performance
objectives established for that individual, said employee may be awarded, At the ap-
pointing authority's discretion, no merit performance salary advancement and may be
held at the current step until re-evaluated. Such employee may also be subject to
Y Rate as defined in Section 13. A Health Services Administrator who receives an over-
all rating of BELOW STANDARD may be re-evaluated at any time during the subsequent
year and, if the employee then receives a rating of STANDARD or OUTSTANDING, said
employee's salary may be adjusted in accordance with Sections 6A or 6B above. The
decision of the appointing authority shall be final.
(D) Application of Performance Evaluation Criteria to Current Employees Allocated
into the Deep Classification of Health Services Administrator - The Outstanding Perfor-
mance provisions of Section 6B are not applicable immediately to the employees covered
in Section 15. However, the provisions of Section 6B will apply to all employees in
the class of Health Services Administrator on July 1, 1981 at such time as all employees
in this deep class receive an evaluation of their performance under their particular
objectives and therefore become eligible for salary advancements of up to two (2)
additional 2 1/2% steps based on Outstanding Performance as provided for in paragraphs
"A through C" above.
7. Reclassification of Position.
The salary of an employee whose position is reclassified from a class on the salary
schedule to the Health Services Administrator classification shall be established in
accordance with Section 2 (Initial Appointment). The salary of an employee whose position
is reclassified from the Health Services Administrator classification to a classification
on the basic salary schedule shall be governed by ordinances and/or resolutions governing
the classification to which the employee is reclassified.
8. Seniority:
Those employees reallocated to the deep class of Health Services Administrator on
the date of this Resolution shall have seniority established for layoff and displacement
purposes in the deep class of Health Services Administrator as indicated on Attachment A.
Seniority for employees otherwise promoted, demoted or transferred to the deep class of
Health Services Administrator shall be governed by appropriate provisions of the County
Civil Service Commission Rules and Regulations or Section 9, 10 and 11 as appropriate.
9. Transfers:
A transfer from another class by an employee with permanent status to the class of
Health Services Administrator may be accomplished if both the top and bottom steps (i.e.
the whale salary range) of the employee's current class is totally within the parameters
of the Health Services Administrator salary range anywhere between steps A-1 and C--9.
RESOLUTION NO. 8-1/86
Salary upon transfer to the Health Services class will be set by the appointing
authority as provided in Section 2.
A transfer from Health Services Administrator to another class by an employee with
permanent status in the Health Services Administrator class may be accomplished if the
salary range of the class being transferred to is totally within the parameters of the
Health Services Administrator salary range or if Health Services Administrator is totally
within the parameters of the salary range of the class being transferred to.
Salary upon transfer from the Health Services Administrator class will be set by
the appropriate deep class resolution for the new class, or by Ordinance Code Section
36-4.1204, or if neither of these are appropriate due to an actual salary amount dif-
ference on the steps of the salary range for the two classes, the appointing authority
shall determine whether the employee's salary on transfer will be moved upward to the
next step above the employee's current salary as a Health Services Administrator or
downward to the next step below the employee's current salary as a Health Services
Administrator.
10. Promotions.
A promotion from another clans to Health Services Administrator occurs when an
employee is appointed from another class which has a salary range with a top step that
is below the top step of Health Services Administrator and a bottom step that is below
the bottom step of Health Services Administrator.
Salary on promotion to the Health Services Administrator class will be set by the
appointing authority as provided in Section 2.
A promotion from Health Services Administrator to another class occurs when a Health
Services Administrator is appointed to another class which has a salary range with, a
top step that is above the top step of Health Services Administrator.
Salary on promotion from the Health Services Administrator class will be set by
the appropriate deep class resolution for the new class, or by Division 36 of the
County Ordinance Code whichever is applicable..
11. Demotions:
A demotion from another class to Health Services Administrator occurs when an employee
is appointed from another class which has a salary range with a top step that is above
the top step of Health Services Administrator and a bottom step that is above the bottom
step of Health Services Administrator.
Salary on demotion from another class to Health Services Administrator shall be in
accordance with County Ordinance Code Sections 36-4.864 and 36-4.805 except that no
demotional appointment may be made at any step above step C-9 on the Health Services
Administrator salary range, except when the appointing authority determines that the
demoted employee previously performed in an outstanding manner duties substantially
similiar to those of a Health Services Administrator in which case the appointing
authority may make a demotional appointment above step C-9 in accordance with the
Ordinance sections cited above.
A demotion from Health Services Administrator to another class occurs when an
employee is appointed to another class which has a salary range with a top step that
is below the top step of Health Services Administrator and a bottom step that is below
the bottom step of Health Services Administrator.
Salary on demotion from Health Services Administrator to another class shall be
in accordance with Sections 36-4.8014 and 36w-4.805 of the County Ordinance Code or tither
applicable, Ordinances or resolutions relating to the class to which the demotion is made.
12. Classification Documentations
Preliminary to the implementation of this Resolution, the Personnel Department in
consultation with the Health Services Department will identify and document all. positions
buLh filled and vac atlL which are tea be ilil L a liy real lucaLud Lo Lh HealL11 Services
Administrator deep class including the Responsibility Level range appropriate for each
position. Subsequent addition or ,deletion of positions to or from the class will be
via Personnel Adjustment Request (P3OO). Movements between Responsibility Levels will
be by written documentation provided to and approved by the Director of Personnel.
RESOLUTION NO. 81/86
13. Y-Mate Defined:
As used in this Resolution, Y-Rate means the withholding of a class-wide salary
range adjustment and placement of a Health Services Administrator at the closest step
of the new range but no lower than the salary held before the Y Rate.
14. Other Provisions:
Except as may be changed or modified by resolution hereafter, all other provisions
of Ordinance Code Division 36 are applicable to this "deep classification" of Health
Services Administrator, including applicable resolutions governing management benefits.
15. Allocation of Current Employees.
A. Salary - The employees and/or positions identified in Paragraph C shall be
reallocated to the new deep class of Health Services Administrator at the salary amount
designated as of the effective date of this Resolution.
B. Anniversary Date -- The anniversary date of an employee having permanent status
in a position allocated to the class of Health Services Administrator as listed in
Paragraph C shall remain unchanged except that those employees who are on probation in
their previous classification at the time of reallocation to the class of Health Services
Administrator will retain the anniversary date which would have been assigned in ac-
cordance with the provisions of Paragraph 5 had the employee been appointed to the
deep class originally. This Section 15 shall not apply to employees appointed or re-
allocated to the class of Health Services Administrator after the effective date of this
resolution.
C. Allocation Detail -
Employee Emp. Position Monthly Anniversary Seniority
Name No. Number Salary Date Date
Abreu, A. 36118 52-73 $1627* May 1 6-25-80
Alaniz, R. 28232 54-138.3 2404* June 1 1-6-75
Allport, E. 21186 54-247 2501* June 1 12-1-69
Beaudet, T. 8387 52-01 2913 December 1 3--31-58
Cannon, C. 24623 54-1233 2724* January 1 3-21-73
Cristy, W. 25095 54-1230 2516 June 2 2-1--73
Fernandez, M.. 21244 54--245 2860* June 1 1-5-70
Filice, P. 10480 54-382 2455 March 1 9-2-75
Harrison, R. 29960 54-1386 2396 June 1 12-29-75
Isom, B. 26496 52--459 2282 April 1 I0-1-79
Kirkwood, M. 7033 54-242 2227 September 1 2-3-71
Morel, E. 25162 54-02 2289* April 1 11-10-72
Nichols, J. 24.465 54--721 2121 December 1 5-17-72
Nielsen, H. 7672 52-472 2121 April 1 9-15-70
Pascalli, L. 17367 54-244 2860* September 1 7--3-67
Proctor, R. 19495 54-1292 2289* September 1 3-1-77
Servante, R. 16776 52-02 2404* November 1 4-v10-67
Stith, R. 22441 52-355 2282 August 1 1-26-78
Thompson, E. 6625 54-803 2282 October 1 3-31-65
White,G. 28515 52-468 2860* September 1 12-18-75
Wolf, M. 21283 54-797 2282 January 1 7-1--80
Yoshioka, S. 25022 54-1.391 2282 April 1 9-11.-72
Vacant 54-1397 N/A
Vacant 54-1392 N/A
* Current salary amount not equivalent to Health Services Administrator deep class
salary schedule. Adjustment to nearest appropriate higter step effective 7-1-81.
PASSED by the Board on January 20 , 1981 by the following vote:
AYES: Supervisors N. C. Fanden, S. W. McPeak, T. Torlakson,
T. Powers. CERTIFIED COPY
NOES : None. at this is a f l`, true k correct cagy of
the origina -docnment whi is on file in my office,
and at it s passed & opted by the }3oard of
ABSENT: Supervisor R. I. Schroder . of Contra ,ost ounty, California, on
e d shown. T ST: J R. OL SON, County
ler ex•off cio k of s and of sypervisors,
by uty Ci r .
CC: Personnel Department _....�.. . JAN 2 0 1981
County Administrator
Auditor-Controller
Health Services
RESOLUTION NO. j86