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HomeMy WebLinkAboutRESOLUTIONS - 12181984 - 84-778 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA December 18, 1984 Adopted this Order on , by the following vote: AYES: Supervisors Powers, Fanden, Schroder, McPeak, Torlakson NOES: None ABSENT: None ABSTAIN: None SUBJECT: In the Matter of Implementation of the Deep Class of Deputy County RESOLUTION NO. 84/ 778 Administrator 1. WHEREAS, the Board of Supervisors has enacted Resolution 83/1, as amended, hereinafter referred to as the Salary Regulations, and Section 20 of that resolution relating to the compensation and terms and conditions of employment for deep classes; BE IT BY THE BOARD RESOLVED that effective Janaury 1, 1985 the f6llowing compensation provisions and terms and conditions of employment are applicable for the deep class of Deputy County Administrator. 2. Salary Range: The compensation for this deep class shall be set by the Board of Supervisors and reviewed periodically. The responsibility level designations refer to the classification specification which defines the duties and responsibilities of the class and the levels therein. Increments between steps are 224. The Standard.Performance and Outstanding Perform- ance salary steps for each level are shown below. The top two steps at each level are reserved for Outstanding Merit Performance Salary Advancement steps as provided in Section 12b of this resolution. Steps Amount 28 $ 4022 Level-B Merit 27 3924 Performance Steps 26 3979 25 3735 24 3644 Level-B Standard Responsibility 23 3555 Performance Steps (18-26) Level-B 22 3469 21 3384 20 3301 19 3221 19 Level-A Merit 18 3142 18 Performance Steps (18 & 19) 3066 -1 2991 16 2918 15 2847 14 2777 13 2710 12 Responsibility 2644 11 Level-A Standard Level-A 2579 10 Performance Steps 2516 9 2455 8 2395 7 2337 6 2280 5 2224 4 2170 3 ' 2117 2 2065 1 SALARY SCHEDULE TC-1440 00 215 RESOLUTION NO. 84/778 3. Initial Appointments: For purposes of initial appointment, the County Administrator may appoint a Deputy County Administrator at any base 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 in- crease not to exceed the maximum base salary level for the Responsibility Level to which the appointment is made. Additionally, a transfer appointment is subject to the limitation described in Section 9. 4. Anniversary Dates: Except as provided below, anniversary dates shall be governed by the Salary Regulations. The anniversary date of a Deputy County Admini- strator who is reassigned to a higher or lower Responsibility Level or who has had his/her salary adjusted in accordance with provisions of Section 12 shall remain unchanged. 5. Reemployment: An employee in this deep class who terminates service with the County in good standing and is subsequently appointed from a re-employment list to a position in the deep class within two years from the date of termi- nation may be appointed at any step within the Responsibility Level to which the position is assigned, except that an appointment may not be made at an Outstanding Performance step unless the employee had been evaluated as having Outstanding Performance upon separation. 6. Short-Term Reassignment: An incumbent who is temporarily reassigned from his/her present A evel position to a 6 level position shall have his/her salary increased on the twenty-first (21st) work day of said assignment to the higher step and shall continue to receive the higher pay for the duration of the assignment. Upon termination of the assignment, the incumbent shall immediately revert to the salary step he/she would have received had he/she remained in his/ her permanent assignment. Designation of short-term reassignments may include, but are not limited to, backup for another employee on extended sick leave, vacation, leave of absence or special project. 7. Reassignments Within Class: Any incumbent of this deep class who is re- assigns between vacant positions at different responsibility levels or who has the functions of his/her present position increased or decreased sufficient for placement in a different responsibility level or for placement at a higher or lower step in the same responsibility level , may have his/her salary adjusted at the discretion of the appointing authority to any base salary step in the new or existing responsibility level . However, no such adjustment upward may occur more frequently than six months following the date of initial or transfer appointment to the class except that the County Administrator may immediately review and adjust upward the salaries of those employees listed in Section 14 upon initial reallocation to this deep class. An incumbent reassigned down- ward between responsibility levels or between steps in the same responsibility level may have his/her salary Y-rated as defined in the Salary Regulations as an alternative to immediate salary reduction. However, in reassignments, whether within the same level or between levels, written documentation shall be provided to and approved by the Director of Personnel prior to action by the County Administrator. 8. Reclassification of Positions: The salary of an employee whose position is reclassified from any other class to this deep class shall be established in accordance with Section 3 (Initial Appointment). The salary of an employee whose position is reclassified from Deputy County Administrator to another classi- fication shall be governed by ordinances and/or resolutions governing the classifi- cation to which the employee is reclassified. 9. Transfers: A transfer from another class by an employee with permanent status tort its deep class may be accomplished if both the top and bottom steps (i.e. , the whole salary range) of the employee's current class are totally within the parameters of the Deputy County Administrator deep class salary range (anywhere between the lowest step for the lowest level and the highest step, including any Outstanding Performance steps, for the highest level ), or if the salary range of this deep class is totally within the parameters of the class being transferred from, or if the top step of the salary range of the employee's current class is within 5% of the top step of Deputy County Administrator as provided in the Personnel Management Regulations. -2- 00 216 Salary upon transfer to this deep class will be set by the appointing authority as described in Section 3 provided that a transferee may not be appointed at a salary step in this deep class which exceeds by more than 5% the base salary he/she is receiving in the class from which he/she is trans- ferring. A transfer from this deep class by an employee with permanent status to another class may be accomplished if the salary range of the class being transferred to is totally within the parameters of the Deputy County Administrator salary range, or if this deep class is totally within the parameters of the salary range of the class being transferred to, or if the top step of this deep class is within 5% at the top step of the class being transferred to as provided in the Personnel Management Regulations, unless these provisions conflict with those in another deep class resolution, in which case the pro- visions of the deep class resolution for the class being transferred to shall apply. Salary upon transfer to another class from this deep class shall be set according to the ordinances or resolutions applicable to the class to which the employee is transferring. 10. Promotions: A promotion from one class to this deep class occurs when an employee is appointed to Deputy County Administrator from another class which has a salary range with a top step that is below the top step (including Out- standing Performance steps) of the Deputy County Administrator and where a deep class transfer has not occurred. Salary on promotion to Deputy County Administrator will be set by the County Administrator as provided in Section 3. A promotion from Deputy County Administrator to another class occurs when an employee is appointed to another class which has a salary range with a top step that is above the top step of this deep class. Salary on promotion from Deputy County Administrator will be set according to the ordinances or resolutions applicable to the class to which the employee is promoting. 11:. Demotions: A demotion from another class to this deep class occurs whenan employee is appointed to Deputy County Administrator from another class which has a salary range with a top step that is above the top step (including Outstanding Performance steps) of this deep class. Salary on demotion from another class to Deputy County Administrator shall be in accordance with the Salary Regulations except that no demotional appoint- ment may be made at any step designated as an Outstanding Performance step for the responsibility level of the position except when the appointing authority determines that the demoted employee previously performed in an outstanding manner duties substantially similar to those of this deep class- and level designated for the position to which demoted, in which case the appointing authority may make a demotional appointment at an Outstanding Performance step in accordance with the Salary Regulations. A demotion from Deputy County 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 this deep class and where a deep class transfer has not occurred. Salary on demotion from Deputy County Administrator to another class shall be in accordance with Salary Regulations or other applicable ordinances or resolutions relating to the class to which the demotion is made. 00 21'7 -3- 12. Merit Performance Salary Advancements: Permanent employees in the Deputy County ministrator deep class shall be eligible for a salary advancement of up to 2 steps on the salary range upon their assigned anniversary date based on the employee' s performance. (For employees serving a probation period, the anniversary date typically occurs at the completion of probation and an- nually thereafter; however, in some instances, the Salary Regulations and Section 4 of this resolution provide for other anniversary dates.) Additionally, ef- fective on the date of any reassignment as provided for in Section 7 of this resolution or upon the date of any transfer or reallocation to Deputy County Administrator and continuing for a period of six months thereafter, the incumbent will be subject to performance review by the County Administrator and may be subject to reassignment or salary adjustment for less than Satisfactory per- formance. The County Administrator will conduct performance evaluations periodically, typically annually prior to the employee's anniversary date and at any other appropriate time. The performance evaluation will be based on performance of assigned functions which will be established by the County Administrator. 12a. Standard Performance. If an employee receives an overall rating of STANDARD from the County Administrator the employee may be advanced up to two (2) steps on the salary range provided however that said advancement may not exceed the maximum base salary rate for the assigned responsibility level as designated in Section 2. 12b. Outstandin Performance. If an employee receives an overall rating of Outstan ing from the County Administrator, the employee may be advanced up to three (3) steps on the salary range (i .e. , ordinarily this would be two (2) steps for standard performance and one (1 ) additional step for outstanding performance). However, if the employee is at the maximum base step, up to two (2) steps may be granted for Outstanding Performance; or if the employee is at one step less than the maximum base step, one (1 ) step for standard perform- ance and two (2) steps for Outstanding Performance may be granted). In no case, however, may advancement 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 County Administrator may conduct an evaluation of an employee's performance at a time other than the employee's anniversary date. If the employee receives an overall rating of Outstanding, the employee may be ad- vanced on the salary range up to the maximum step the employee could have received for Outstanding Performance on the prior anniversary date (as described above) ; said adjustment may not be effective sooner than 90 days after any other adjustment to the employee's salary excluding general adjustments to the salary range. Any step or steps awarded to reflect outstanding performance shall remain in effect only until the day prior to the employee's next anniversary date and will terminate on that date at the close of business or at the County Admini- strator' s discretion, whichever is sooner. 12c. Below Standard Performance. If an employee receives an overall rating of BELOW STANDARD from the County.Administrator the employee may be awarded, at the County Administrator's discretion, no merit performance salary advance- ment and may be held at the current step until re-evaluated. Such employee may also be subject to Y-Rate or reduction in salary as provided in the Salary Regulations. An employee who receives an overall 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, the employee's salary may be adjusted in accordance with Sections 12a and b above. The decision of the County Administrator shall be final . 13. Classification Documentation. Movements between steps within the same responsibility level or etween responsibility levels will be by written documentation provided to and approved by the Director of Personnel . 00 218 -4- 14. Allocation of Current Employees: All employees encumbering positions in the classes of Deputy County Administrator and Management Analyst III shall be allocated effective January 1, 1985 to the step on the salary range in the deep class of Deputy County Administrator as provided herein: Deputy County Administrator: Employee Position Present Salary Salary and Step Name Number Number and Step at Reallocation WELCH, T. 09403 03-005 $ 3826 (5) $ 3829 (B-26) BROWN, G. 14104 03-006 3826 (5) 3829 (B-26) BELL, D. 16735 03-007 3826 (5) 3829 (B-26) Management Analyst III: McGRAW, T. 17012 03-010 3001 (5) 3066 (A-17) JOHNSON, G. 21444 03-011 3001 (5) 3066 (A-17) LUCAS, A. 28531 03-014 3001 (5) 3066 (A-17) BURKE, M. 30668 03-015 3001 (5) 3221 (B-19) CHAN, C. 31839 03-067 3001 (5) 1839.60 (A-17) 24/40* *Position reduced to 24/40 upon reallocation. 15. Seniority and Anniversary Dates: 15a. Seniority for employees initially reallocated to this deep class shall have their seniority established for layoff and displacement purposes indicated below. Anniversary dates for purposes of performance review are established as indicated: Name Class Seniority Anniversary Date Welch, Thomas 10/15/62 September 1st Brown, Gary 08/17/66 October 1st Bell , DeRoyce 06/19/68 (01/16/67)* June lst McGraw, Terry 06/19/68 (04/03/67)* October lst Johnson, George 03/02/70 March lst Lucas, Dean 12/01/76 March lst Burke, Marilyn 10/17/77 September lst Chan, Carol 09/29/80 January lst *(County) 15b. Seniority for employees promoted, demoted or transferred to the deep class of Deputy County Administrator shall be governed by appropriate provisions of the County Personnel Management Regulations and the following additional clarifying provisions for multi-level deep classes. (a) For purposes of layoff and displacement, no incumbents who occupy lower level assignment positions shall be considered as meeting the position requirements for higher level positions. 00 219 -5- (b) For purposes of layoff and displacement, incumbents in higher level positions shall be considered as meeting the position requirements for lower level assignment positions. (c) Notwithstanding (b) above, incumbents of higher level positions may not displace into positions requiring special licenses experiences or skills, such as bilingual proficiency, unless they possess such licenses, experiences or skills. 16. Other Provisions. Except as may be changed or modified by resolution hereafter, all provisions of the Salary Regulations are applicable to the Deputy County Administrator deep class as are applicable resolutions governing management benefits. 1 hereby certtty that this is a true arid correct copy of an action taken and entered on the minutes of the Orig. Dept. : Personnel Board of Supervisors on the dcloe shcwn. cc: General Government Division ATTESTED: �--C�---e` `J'' P, �/ County Administrator PHIL BATCHELOR, C,crir of t-m- Cc,-"rd Auditor-Controller of Supervisors end Count- A:!;-.„nist:ator County Counsel / By 7X—�-'l CC !” Deputy -6- 00 220