HomeMy WebLinkAboutRESOLUTIONS - 01011999 - 1999-656 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this order on December 14, 1999 , by the following vote:
AYES: SUPERVISORS GIOIA, UILKEMA, GERBER, DESAULNIER AND CANCIAMILLA
NOES: NONE
ABSENT: NONE
ABSTAIN: NONE
SUBJECT: In the Matter of Implementing a Performance RE.,afl' 0K NO. 99/666
Pay Plan For Information Technology Classifications.
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 December 1, 1999, the information technology classes shown on
Attachment A will be reallocated on the salary schedule to a seven (7) step salary range having five
(5) merit steps and (2) outstanding performance steps.
B. Step Placement of Current Incumbents: Incumbents shall be placed at their current salary step on
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: For employees who are at the top merit step (Step 5) of the salary range,
the appointing authority may, based upon an annual evaluation of work performance, award on the
employee's anniversary date, 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).
In instances where the employee, on his/her anniversary date, achieves Step 5 of the salary range, an
additional 5% step increment or two (2) 5% step increments for outstanding performance and/or the
achievement of specific performance-based objectives may be granted by the appointing authority at
the time that the 5' step merit increment is approved.
If an employee does not receive outstanding performance pay on his/her anniversary date, an extra
salary review date may be set by the appointing authority for six (6) months after the employee's
anniversary 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 anniversary date.
If the employee received an outstanding pay step of 5% on his/her anniversary 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 anniversary date on the first of the month. If
an employee was not awarded an outstanding performance step on his/her anniversary 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 anniversary 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 anniversary 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 anniversary dates. Any outstanding performance pay step(s) in effect on the
employee's anniversary date are subject to evaluation by the appointing authority and must be
affirmatively recommended by the appointing authority to continue or be increased.
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. Other Provisions - Promotion to another class shall be based on an employees' current salary
step including any performance steps that employees are receiving on the date of their promotion. If
the promotion of an employee is at a performance step of the salary range of the class to which the
employee is being promoted, the employee will be subject to the right of the appointing authority to
rescind performance pay at the first of a calendar month.
Except as may be changed or modified by resolution hereafter, all provisions of the Salary
Regulations are applicable to this class.
CONTACT: Leslie Knight (5-1760) 1 hereby certify that this is a true and correct copy of
an action taken and entered on the minutes of the
cc: Human Resources Department Board of Supervisors on the date shown.
County Administrator ATTESTED: December 14, 1999
Auditor-Controller pHIL BATCHELOR,Clerk of the Board
f Superviscft and Cou tyAdministrator
. .
By Deputy
RES01 ON NO. 99/656
ATTACHMENT A
CLASSES REALLOCATED IN THE SALARY SCHEDULE
REALLOCATED TO
CLASS TTTLE SALA_R_Y LEVEL
Assistant Health Services Systems Director M50 2551 7 steps
Computer Operations Supervisor M50 2125 7 steps
Chief Information Officer/Director of Information Technology M50 2873 7 steps
County Information Security Administrator—Exempt M50 2550 7 steps
Database Administrator M50 2454 7 steps
Deputy Director of Information Technology--Exempt M50 2650 7 steps
Deputy Director of Information Technology M50 2550 7 steps
Health Services Information Systems Operations Manager M50 2358 7 steps
Health Services Information Systems Programmer/Analyst M50 2407 7 steps
Health Services Information Technology Supervisor M50 2503 7 steps
Health Services Systems Director M50 2733 7 steps
Information Systems Programmer/Analyst IV M50 2407 7 steps
Information Systems Manager I M50 2503 7 steps
Information Systems Manager II M50 2551 7 steps
Information Systems Project Manager M50 2503 7 steps
Network Manager M50 2503 7 steps
Systems Software Analyst I M50 2407 7 steps
Systems Software Analyst II M50 2503 7 steps
RESC)L'UTION NO. 99/656