HomeMy WebLinkAboutRESOLUTIONS - 01011997 - 1997-092 jqg
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this order on by the following vote:
AYES: Supervisors Rogers, Uilkema, Gerber, Canciamilla, DeSaulnier
NOES: None
ABSENT: None
ABSTAIN: None Resolution 97/92
SUBJECT: In the Matter of Implementing a Performance
Pay Plan For the Class of Risk Manager.-
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. Sal= Range: Effective February 1, 1997, the class of Risk Manager will be reallocated
from Salary Level C5 - 2507 to Salary bevel -T9 2431.
B. SIC Placement of Current Incumbent: The incumbent in the class shall be placed at step 9
of the new salary range.
C. Merit Sal= 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 9 of the 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_Rcview: The appointing authority may, based upon an annual evaluation of
work performance, award either a one (1) 2.5% step increment or two (2) 2.5% step
increments for outstanding performance and/or the achievement of specific performance-based
objectives (hereinafter referred to as outstanding performance) to the incumbent in the class of
Risk Manager.
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 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 the employee received an outstanding pay step of 2.5% on his/her annual evaluation date,
the appointing authority may, based upon an evaluation of work performance, award an
additional 2.5% outstanding performance pay step effective six (6) months after the annual
evaluation date on the first of the month. If an employee was not awarded an outstanding
performance step 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) 2.5% outstanding performance pay
steps between annual evaluation dates.
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 annual evaluation dates. Any outstanding performance pay
step(s) 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 the employee is receiving outstanding performance pay 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 9 may be awarded for satisfactory performance. Steps 10 and 11
are reserved exclusively for 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.
E. The annual evaluation date for outstanding performance steps for employees shall be set by
the appointing authority. The annual evaluation date for employees appointed to this class after
February 1, 1997 shall be the same date as the employee's anniversary date.
F. Other Prov's - Except as may be changed or modified by resolution hereafter, all
provisions of the Salary Regulations are applicable to this class.
CONTACT: Leslie Knight (51760)
cc: Human Resources Department I 0W*O�mw a r aw am °ep� a#
County Administrator a MW .n*vd on t++ nihmi"a1-'VW
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Resolution 97/92