HomeMy WebLinkAboutRESOLUTIONS - 01012000 - 2000-318 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this order ont____1uu 20, 20Q0 by the following vote:
AYES: SUPERVISORS GIOIA, UILKEMA, DESAULNIER, CANCIAMILLA AND GERBER
NOES: NONE
ABSENT: NONE
ABSTAIN: NONE
SUBJECT: in the Matter of Implementing a RESOLUTION NO.2000/318
Performance Pay Plan for the Class of
Public'Works Chief of Administrative
Services
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
Effective July 1, 2000 the following performance pay plan is adopted for the class of Public
Works Chief of Administrative Services (APDF)
I. wry RangcL Effective July 1,2000 the class of Public Works Chief of Administrative
Services shall be reallocated from a five- step salary schedule/level M50 2590 ($ 6051-7355) to
an eleven-step salary schedule/level M25 2518 ($ 5773-7391).
2. M rrit Salary IncremeUt ReAew Can the employee's anniversary date, the appointing
authority may, based on an evaluation of work performance, award a merit increment (step
increase ) 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 increase
be awarded beyond step 9 of the salary range for satisfactory performance. Conversely, the
appointing authority may unconditionally deny a merit increment or may conditionally deny the
merit increment subject to review at a specified date before the next anniversary date.
3. PerformanceI!ay Revue On the employee's anniversary date, the appointing authority
may, based upon annual evaluation of work performance, award, either a one (1) 2.5%
performance step increment or two (2) 2.5% performance step increment 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 Public Works Chief of
Administrative Services.
If the employee does not receive outstanding performance pay on the annual performance
evaluation date, an extra salary review date may be set by the appointing authority to occur six
(6)months after the annual performance evaluation date. This date may be set by the appointing
authority upon return of the Salary Review Report to the Director of Duman Resources or at
another time within the intervening six(6)months.
If the employee received an outstanding performance pay step of 2.5% on the annual
performance 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 performance evaluation date on the first of the month. If an employee
was not awarded an outstanding performance pay step on the annual performance evaluation
date, the appointing authority may, based on an evaluation of work performance, award one (1)
or two (2) outstanding performance pay steps effective six (6) months after the annual
performance evaluation date on the first of the month. In no instance, however, shall an
employee be awarded more two (2) 2.5% outstanding performance pay steps between annual
performance evaluation dates.
RESOLUTION NO. 2000/ 318
4. Con tinuation/Termination of Outstanding, Performance Pay Steffi Any outstanding
performance pay step(s) in effect on the employee's annual performance evaluation date are
subject to evaluation by the appointing authority and must be affirmatively recommended by the
appointing authority to continue or be increased.
At the discretion of the appointing authority, effective the first of a calendar month, approval for
outstanding performance pay step(s) may be rescinded based on an evaluation of work
performance, at any time between annual performance evaluation dates.
5. Correlation of Merit and Performance Pay Sic= In instances where the employee is
receiving outstanding performance pay step(s) at the time a merit increment is approved, the
employee's base salary for satisfactory performance will be adjusted to reflect the 5% merit
increase. The employee 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.
6. Step Placement Limitations.. No salary step beyond nine (9)may be awarded for satisfactory
performance. Steps ten(10) and eleven (11) are reserved exclusively for outstanding performance
pay. No provision of this resolution shall allow salary placement beyond the uppermost step of
the salary schedule/level to which the class is allocated.
7. Other Provisions: Except as may be changed or modified by resolution hereafter, all
provisions of the Salary Regulations are applicable to this class.
1 hereby certify that this is a true and correct copy of
Distribution: Human Resources: Leslie Knight an action taken and entered on the minutes of the
Eileen Bitten Board of Supervisors on the date shown,
Larry Fugazi ATTESTED: June 20, 2000
PHIL BATCHELOR,Clark of the Board
Public Works Pattie McName of Supervi rs and County Administrator
Auditor—Controller '
County-Administrator BY peppy
RESOLUTION NO. 2000/ 318