HomeMy WebLinkAboutRESOLUTIONS - 01012000 - 2000-455 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this order on September 19, 2000 , by the following vote:
AYES: SUPERVISORS CIOIA, UELM44, DESAULNIER AND CANCIAMI A
NOES: NONE
ABSENT: SUPERVISOR GERBER
ABSTAIN: NONE RESOLUTION No, 2000/4.55
SUBJECT: In the Matter of Implementing a Performance Pay Plan for the class of Social
Service Fraud Prevention Manager and reallocating the salary on the Salary
Schedule.
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. Effective September 1, 2000, the class of Social Service Fraud Prevention Manager is
reallocated on the Salary Schedule to an 11 step salary range with Steps 1 - 11 equating to
Steps 2 - 12 of Salary Range M25 2302.
B. Step Placement of Curr nt ncumbent(s): Incumbents) in the class shall be placed on the
new salary range as follows:
Current Salary Range Step New Salary Levels Step Step on 11 Step Salary
M50 2354 M25 2302 Range
1 2 1
3 2
2 4 3
5 4
3 6 5
7 6
4 8 7
9 8
5 10 9
11 10
12 11
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 9 of the 11 step 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 a one (1) 2.5% step increment or two (2) 2.5% step
increments for outstanding performance and/or the achievement of specific performance-based
objectives (hereinafter referred to as outstanding performance) to the incumbent(s) in the class
of Social Service Fraud Prevention Manager.
If the employee does not receive outstanding performance pay on his/her annual evaluation
RESOLUTION NO. 2000/455
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 2.5% on his/her annual 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
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) 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 9 may be awarded for satisfactory performance. Steps 10 and 11
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.
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 (5-1760) l hereby certify that this is a true and correct copy of
cc: Employment and Human Services Department an aca:,n taken and entered on the minutes of the
Human Resources Department, Larry Fugazi Board of Supervisors on the date shown.
ATTESTED- Se tember 19.2000
Count Administrator
PHIL BA.CHE R,Clerk of the Board
Auditor-Controller f Supervisors nd Cou Administrator
By f Deputy
RESOLUTION NO. 2000/455