HomeMy WebLinkAboutRESOLUTIONS - 01011998 - 1998-364 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this order on JULY 14, 1998 , by the following vote:
AYES: SUPERVISORS CUILKEMA,GERBER,DESAU1N'IER, RESOLUTION NO. X8/354
CANCIAMIILA and ROGERS
NOES: NONE
ABSENT: NONE
ABSTAIN: NONE
SUBJECT: In the Matter of Implementing a Performance Pay Plan For the Classes of
Liability Claims Manager and Workers Compensation Claims 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. 5 lam Range: Effective July 1, 1998, the classes of Liability Claims Manager and
Workers Compensation Claims Manager will be reallocated from Salary Level C5 - 2340 to
Salary Level C7 - 2340.
B. Sten Placement of Current Incumbents° Current incumbents shall be placed at Step 5 of the
new salary range.
C. Merit Salary 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 5 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 Review; The appointing authority may, based upon an annual evaluation of
work performance, award either one (1) 5% step increment or two (2) 5% step increments for
outstanding performance and/or the achievement of specific performance-based objectives
(hereinafter referred to as outstanding performance) to the incumbents in the classes of
Liability Claims Manager and Workers Compensation Claims Manager.
If an 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 5% on his/her annual evaluation date, the
appointing authority may, based upon an evaluation of work performance, award an additional
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) 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 5 may be awarded for satisfactory performance. Steps 6 and 7 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
July 1, 1998 shall be the same date as the employee's anniversary date.
F. Other Provisions - Except as may be changed or modified by resolution hereafter, all
provisions of the Salary Regulations are applicable to this class.
CONTACT: Leslie Knight (5-1766)
PC: Human Resources Department
County Administrator
Auditor-Controller
I hereby certify that the foregoing 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.
Phil Batchet4W, Cler of the board of
Supervisors and County Administrator
June L. McHuen, Deputy Clerk