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Home My WebLink AboutRESOLUTIONS - 09091997 - 97-506 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this order on September 9 , 1997 , by the following vote: AYES:' Supervisors_ Rogers. Uilkema, Gerber, Canciamilla, and BeSaulnier NOES: None ABSENT: None ABSTAIN:None SUBJECT: In the Matter of Implementing a Performance RESOLUTION NO. 97/506 Pay Plan For the Classes of Assistant Director of Human Resources, Labor Relations Manager - Exempt, Human Resources Project Manager, Employee Benefits Manager, Employee Benefits Supervisor and Personnel Services Supervisor. 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 September 1, 1997, classes will be reallocated as follows: CLASS REALLOCATE From To Assistant Director of Human Resources (AGBC) C6 - 2487 C7 - 2536 Labor Relations Manager - Exempt (AGD1) C6 - 2458 C7 - 2458 Human Resources Project Manager (AGDF) C5 - 2417 C7 - 2420 Employee Benefits Manager (AJDL) C6 - 2320 C7 - 2419 Employee Benefits Supervisor (AJHA) C5 - 2208 T9 - 2292 Personnel Services Supervisor (AGDE) C5 - 2369 T3 - 2169 B. Step Placement of Incumbents: Incumbents in each of these classes shall be placed on the new salary range at that step which is equal to their current salary or at that step on the new range that is closest to their current salary. C. Performance Review: 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) to the following classes: Assistant Director of Human Resources, Labor Relations Manager - Exempt, Human Resources Project Manager and Employee Benefits Manager. Up to two (2.5%) steps for outstanding performance may be awarded to incumbents in the classes of Personnel Services Supervisor and Employee Benefits Supervisor. D. Merit Salary Increment Review - On an employee's anniversary date, the appointing authority may, based upon an evaluation of work performance, award a five percent (5%) salary advancement (one 5% step or two 2.5% steps) 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 or may deny the step subject to review at a specified date before the next anniversary date. OV E. Performance Pay - In addition to merit increments, on the employee's annual evaluation date (set by the appointing authority), the appointing authority may award tijhtr one 2.5% step increment or one 5% step increment as appropriate or two 2.5% step increments or two 5% step increments as appropriate for outstanding performance by the employee. If an employee does not receive the maximum 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 annual evaluation 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 annual evaluation date. If an employee received one outstanding pay step of 2.5% or 5% (as applicable) on his/her annual evaluation date, the appointing authority may, based upon an evaluation of work performance, award an additional 2.5% or 5% (as applicable) outstanding performance pay step effective six (6) months after the annual evaluation date on the first of the month. If an employee was awarded no outstanding performance steps on his/her annual evaluation 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 annual evaluation date on the first of the month. In no instance, however, shall an employee be awarded more than two 2.5% or two 5% outstanding performance pay steps (as applicable) between annual evaluation 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. In instances where one or two 2.5% or 5% (as applicable) outstanding performance pay steps are in effect at the time that a merit increment 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. No salary step beyond Step 5 may be awarded for satisfactory performance for those classes allocated to a seven (7) step salary range with steps 6 and 7 being reserved for outstanding performance. For Personnel Services Supervisor and Employee Benefits Supervisor, no step shall be granted above step nine (9) for satisfactory performance with steps 10 and 11 being reserved for outstanding performance. For incumbent(s) in Personnel Services Supervisor position(s) designated by the appointing authority as having been assigned additional and specialized duties and responsibilities, no salary step beyond step 11 may be granted for satisfactory performance with steps 12 and 13 being reserved for outstanding performance. No provision of this section shall allow salary placement beyond the uppermost step of the salary schedule/level to which the class is allocated. F. The incumbent of the single-position class of Employee Relations Manager (AGDB) shall be reallocated (with position number 05-00005) effective September 1, 1997 from step 6 of salary range C-6 2368 in that class to step 11 of salary range T3 2169 in the class of Personnel Services Supervisor (AGDE) which step is designated as a regular (rather than a outstanding performance step) utilized for incumbents(s) only who are assigned additional and specialized duties and responsibilities. The class of Employee Relations Manager shall then be abandoned. G. Incumbent(s) in position(s) in the class of Personnel Services Supervisor designated by the Director of Human Resources as having been assigned additional and specialized duties and responsibilities shall receive, in addition to their merit step, two additional 2.5% steps on the salary range. In no case shall a step be given beyond step 11 of the salary range for satisfactory performance by incumbent(s) in position(s) designated as having been assigned additional and specialized duties and responsibilities. H. The annual evaluation date for outstanding performance steps for employees shall be set by the appointing authority. Other Provisions - Except as may be changed or modified by resolution hereafter, all provisions of the Salary Regulations are applicable to these classes. CONTACT: Leslie Knight (5-1766) cc: Human Resources Department County Administrator Auditor-Controller 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. ATTESTED September 9, 1997 Phil Batchelor,Clerk of the Board of Supervisors and County Administrator By �• Deputy