HomeMy WebLinkAboutRESOLUTIONS - 01011992 - 1992-307 x . 50
IN THE BOARD OF SUPERVISORS
OF
CONTRA COSTA COUNTY CALIFORNIA
In the Matter of Amending Salary )
Regulations for the Deep Classes }
of Deputy County Administrator, }
Management Analyst II & III, } RESOLUTION NO. 92/307
Affirmative Action 'Officer and }
Code Enforcement Program Manager-
Project
anager Project )
1 Whereas the Board of Supervisors has enacted Resolution 83/1, as amended`,
referred .to as the Salary Regulations, and Section 20 of that Resolution,
relates to the compensation and terms and conditions of employment of deep
classes; "
Be It By the Board Resolved that effective May 1, 1992,'; the following
provisions are applicable to the deep; classes of Deputy County
Administrator, Management Analyst III and Management' Analyst II,
Affirmative Action Officer and Code Enforcement Program Manager-Project.
2. Appointment The appointing authority may make an initial ' appointment at
any step of the salary ranges up to Step 9.,' Initial appointment shall be
in consideration of qualifications of the person' appointed and the nature'
and complexity of the work to be performed. '
3. Anniversary Dates _ Anniversary dates for persons appointed to these deep
classes shall be set at six (6) months in accordance with Section 3.1
(b.l) of the County Salary Regulations regardless of the step at which any
employee is appointed.
4. Merit Salary Increment Review - On an employee's anniversary date, the
appointing authority may, based upon evaluation of work performance, award'»
up to two (2) 2 1/2% steps (total 5%) maximum) salary advancement for
satisfactory performance of the employee. The salary advancement shall be
granted only on the affirmative action of the appointing authority. The
appointing authority may unconditionally deny a salary increment
advancement of one (1) or two (2) steps or may deny one or both steps
subject to review at a specified date before the next anniversary date.
Additionally, on the employee's anniversary date, the. appointing authority
-
may award either one (1) additional step increment of 2 1/2% (total of
7 1/2% max4mum5 or two (2) additional steps (total of 10% maximum) for
outstanding performance by the employee. If an employee does not receive
the maximum outstanding performance pay on the anniversary date, an extra
salary review date may be set by the appointing authority for six (5)
months after the anniversary date'. This date may be set by the appointing
authority upon return of the Salary Review Report to the personnel`
Director or at another time 'prior to the extra review date six (5) months
after the anniversary date.
If an employee received an outstanding pay step of 2 1/2% on his/her
anniversary date, the appointing authority may, based upon an .evaluation'
of work 'performance, award an additional 2 1/2% outstanding performance
pay step' effective six (+6) months after the anniversary date on the first
of the month. If an employee was awarded no outstanding performance steps
on his/her anniversary 'date, the appointing authority may, based upon an
evaluation of work performance, award an additional one '(1) or two (2)'
outstanding performance pay step(s) effective six (6) monthsafter the
anniversary date on the first of the month. In no instance, however,
shall an employee be awarded more than two, (2) 2 1/2% outstanding
performance pay steps during a single anniversary year.
RESOLYITTON NO. 92/307
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
during the anniversary year. All outstanding performance steps in effect
on an 'anniversary date are subject to evaluation by ; the ;appointing
authority and must be affirmatively recommended by the appointing
authority to continue or be increased. In instances where one or two
2 112% outstanding pay steps are in effect just prior to the 'employee's
annual anniversary date, the appointing authority may utilize the
outstanding pay step(s) then in effect as the base from which any
additional satisfactory or outstanding increments are calculated. No
salary step beyond Step 9 may be awarded for satisfactory performance.
Steps 10 and 11 are reserved exclusively for above average or
outstanding performance pay. No provision of this section shall` allow
salary placement beyond the, uppermost step of the salary schedule/level
to which the class is allocated.
5. Other Provisions Except as may be changed or modified by ",resolution
hereafter, all provisions of the Salary Regulations are applicable to
these deep classes.
6. Resolution 84/778 (In the matter of Implementation of the Deep Class of
Deputy County Administrator), adopted December 18, 1984 and effective
April 1, 1987, and Resolution 87/180 (originally implementing the deep
classes of Deputy county Administrator,; Management Analyst III and
Management Analyst II) ' adopted March 31, 1987, and April 1, 1987, are
rescinded by. Resolution 87/515.
7. This resolution amends Resolution No. '87/515 adopted August 18,`1987.
Witness my hand and the Seal of the
Board of Supervisors'' affixed' this
5th day of May, 1992. ,
PHIL BATCHELOR, Clerk of the Board
of Supervisors and County
Adminis ator.
By: Deputy Clerk
cc: County Administrator
Personnel
Auditor-Controller
..,