HomeMy WebLinkAboutRESOLUTIONS - 01012000 - 2000-438 Cgb4
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this order on September 12� 2000 , by the following vote:
AYES: SUPERVISORS GIOIA, UILKEMA, DESAULNIER RESOLUTION NO. 2000/438
AND CANCIAMILLA
NOES: none
ABSENT: SUPERVISOR GERBER
ABSTAIN: none
SUBJECT: In the Matter of Implementing a Performance Pay Plan For the Class of
Assistant County Welfare Director.
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 Rama; Effective September 1, 2000, the class of Assistant County Welfare
Director is reallocated on the Salary Schedule from a five-step salary range (M50 2628 - Steps
1 - 5) to a six-step salary range (Salary Level M50 2628 - Steps 1 r 6).
B. Mem Salary Increment Revi w - 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.
C. performance &vkw: On the employee's annual evaluation date (set by the appointing
authority), the appointing authority may, based upon an annual evaluation of work
performance, award one (1) 5% 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 Assistant County 'Welfare Director.
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 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 the
outstanding performance pay step 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 one
5% outstanding performance pay step 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. The outstanding performance pay
step in effect on the employee's annual evaluation date is subject to evaluation by the
appointing authority and must be affirmatively recommended by the appointing authority to be
continued.
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
RESt1i MON NO. 2000/438
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 is added.
No salary step beyond Step 5 may be awarded for satisfactory performance. Step 6 is reserved
exclusively for outstanding performance pay. The Assistant County Welfare Director may not
receive more than 5% in outstanding performance pay (one performance step) at any point in
time. No provision of this section shall allow salary placement beyond the uppermost step of
the salary schedule/level to which the class is allocated.
D. The annual evaluation date for the outstanding performance pay step shall be set by the
appointing authority.
E. 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)
1 hereby certify that this Is a true and correct Dopy of
cc: Human Resources Department an action taken and onte,ed on the minutes of the
County Administrator Board of Supervisors on the date shown.
Employment and Human Services Department ATTESTED: SeDtember i2. 2000
Auditor-Controller PHIL BATCHELOR,Clerk of the Board
of Supe �sors and County Administrator
'�X
By Deputy
,ESOLtT ION NO. 2000/43