HomeMy WebLinkAboutRESOLUTIONS - 01012002 - 2002-111 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this order on February 26,20
_02 , by the following vote:
AYES: SUPERVISOR UILK,ECIA, GERBER, DeSAULNIER, GLOVER & GIOIA
NOES: NONE
ABSENT: NONE
ABSTAIN: NONE RESOLUTION No. 2002/111
SUBJECT: In the Matter of Establishing the class of Deputy Chief Information Officer-
Geographic Information System - Exempt and implementing a Performance Pay Plan.
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. Sala, Ran= Effective February 27, 2002, the class of Deputy Chief Information
Officer - Geographic Information System - Exempt will be allocated on the Salary
Schedule to Salary Level M50-2720. This is a seven (7) step salary range having five
(5) merit steps and two (2) outstanding performance steps.
B. Merit Salary lnc ement 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 7 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.
C. 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) to the incumbent in the class of Deputy Chief Information
Officer- Geographic Information System — Exempt.
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 5t` 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 (or be receiving) 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.
D. 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 T. Knight, Director of Human Resources (5-1766)
cc; Human Resources Department
Information Technology Department
County Administrator
Auditor-Controller
Angela Joseph, Human Resources Analyst
I hereby certify that this is a true and correct
copy of an action taken and entered on the
minutes of the Board of Supervisors on the
date shown.
ATTESTEa: .
JOHN SW ETBN, Clel of the Board
of rvi,s0 nd o my Ad Mistrator
®yL Deputy