HomeMy WebLinkAboutRESOLUTIONS - 01011998 - 1998-595 `a
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY,CALIFORNIA
Adopted this order on December 1, 1998 ,by the following vote:
AYES: SUPERVISORS UIUM4A, GM EER, DES.AUZNIER, RESOLUTION NO. 98/595
CANCIAMILI,A and ROGERS
NOES: NONE
ABSENT: NONE
ABSTAIN: NONE
SUBJECT: In the Matter of Implementing a Performance Pay Plan For the Class of Assistant
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. SalarR_Range: Effective December 1, 1998, the class of Assistant Risk Manager be
allocated.to Salary Level M50 2375.
B. Step Placement of Current Incumbents: Current incumbents shall be placed at the
approximate step of the new salary range in accordance with current salary regulations and
resolutions.
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 class of Assistant
Risk 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.
RESOLUTION No. 98/595
,, 7Y
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 December 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)
cc: Human Resources Department
+nc;ruby certify trio this is a true and correct Dopy of
County Administrator an action taken an tared on the minutes of the
Auditor-Controller Board of Supervi on the dale shown.
ATTESTED:
PHIL BATCHELOR, C"ark of th Board
Of Sunantisoris and County Administrator
Z-I.�P-d%de el—de
BY ,Deputy
PMOLUTION No. 98/595