HomeMy WebLinkAboutRESOLUTIONS - 01012000 - 2000-468 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNT`'', CALIFORNIA
Adopted this order on September 26, 2000 ,by the following vote:
AYES: Supervisors Gioia, Uilkema, DeSaulnier, Canciamilla NOES: None
and Gerber
ABSENT: None
ABSTAIN: None
SUBJECT: RESOLUTION NO-200D J468
In the Matter of Establishing the class of
Chief Assistant Director of Child Support
Services - Exempt, Adding one Position
and Implementing a Performance Pay
Plan for the class of Chief Assistant Director
of Child Support Services-Exempt.
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. Classification, Position and Salary Range: Effective September 1, 2000, the class of Chief Assistant
Director of Child Support Services-Exempt is established, and allocated on the Salary Schedule to a seven-step
salary range, Salary Level M25-2520 ($5930-7590). One (1) position is also added to the class.
B. 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.
C. Performance Review: On the employee's anniversary date, the appointing authority may, based upon an
annual evaluation of work performance, award at that time either one (1) 2.5% performance increment or two
(2) 2.5% performance 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 Chief
Assistant Director of Child Support Services-Exempt.
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 Human Resources or at another time within the intervening six (6) months.
If the employee received an outstanding performance 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 than two
(2) 2.5% outstanding performance pay steps between annual performance evaluation dates.
D. Continuation/Termination of Outstanding Performance Pay Steps: 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 may be rescinded, based upon an evaluation of work performance, at any time between annual
performance evaluation dates.
RESOLUTION NO, 2000 468
E. Correlation of Merit and Performance Pay Steals): In instances where the employee is receiving
outstanding performance pay steps(s)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.
F. Step Placement Limitations: No salary step beyond Step 5 may be awarded for satisfactory performance.
Steps six (6) and seven (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.
D. Other Provisions: Except as may be changed or modified by resolution hereafter, all provisions of the
Salary Regulations are applicable to this class.
CONTACT:
cc: Eileen Bitten, Assistant Director of Human Resources
Human Resources Department (harry Daniel)
County Administrator I hereby certify that this Is a true and correct
Auditor Controller copy of an action taken and entered on the
minutes of the Board of Supervisors on the
date shown.
ATTESTED: September 26, 2000
PHIL. BATCHELOR, Clerk of the Board
of S ervis r and Co Administrator
By Deputy
RESOLUTION NO. 2000/468
POSITION ADJUSTMENT REQUEST; NO. /9GY(l)
" DATE: 8/23/00
COPERS `
Department No./
Department: District Attorney,ragAiy smmort Budget Unit No. 0245 Org No. 2892 Agency No. 042
Action Requested: Add 36 Clerk Experience Level (JPTXS)positions at salary level MSO-1sse
02,157 - 6 and 8 Account Clerk eerience Level JDVC at salary level MSO-1652 (12,370-
$2,880)
Proposed Effective Date:- October 1, 2000
Classification Questionnaire attached: Yes [ ] No [X]
Cost is within Department's budget: Yes [X] No [ ]
Total one-time costs (non-salary) associated with request: $ -0-
Estimated total cost adjustment (salary/benefits/one-time) : $ -0-
Total annual cost $ 1,852 .008.40 Net County Cost $ -0-
Total this FY 00/01$ 1,302 .993.00 N.C.C. this rY $ -0---
SOURCE Or FUNDING TO OFFSET ADJUSTMENT: Federal Administrative, Reimbursement and State and
Federal SEIr Revenue
Department must initiate necessary adjustment and submit to CAO.
Use additional sheet for further explanations or counts.
7
(for) Department Head
REVIEWED BY CAO AND RELEASED TO HUMAN RESOURC D
Deputy Count nistra.tor Date
HUMAN RESOURCES DEPARTMENT RECOMMENDATION DATE
Augus% 29,
ADD thirty-six (36) Clerk - Experienced level (JWXB) positions at salary level M50-1558
($2,157-2,622); ADD eight (8) Account Clerk - Experienced level (JDVC) positions at salary
level M50-1652 ($2,370-2,880).
Amend Resolution 71/17 establishing positions and resolutions allocating classes to the R sic/Rx t salary schedule as
described abovo.
Effective: [ ] Day following Board action
DQ Oct /, ;LO&O (Date)
or) actor of Human Reso
COUNTY ADMINISTRATOR RECOMMENDATION DATE
Approve recommendation of Director of Human Resources
[ ] Disapprove recommendation of Director of Human Resources
[ ]
other:
(for) CounVy Administrator
BOARD Or SUPERVISORS ACTION: Phil Batchelor, Clerk, of the Board of Supervisors
Adjus n : PROVED D4 DISAPPROVED [ ] and Cotlh#y Administrator
DATE:
BY: amAotl 1 #4 13
APPROVAL Or THIS ADJUSTMENT CONSTITUTES A PERSO L/SALARY RESOLUTION AMENDMENT
POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTION
Adjust classes)/position(s) as follows:
If Request is to add project positions/classes, please completes other side.
P300(M347) Rev 7/1/95