HomeMy WebLinkAboutRESOLUTIONS - 01012002 - 2002-112 off
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNT'Y, CALIFORNIA
Adopted this order on February 26, 2002 , by the following vote:
AIDES: SUPERVISOR UILKEMA, GERBER, DeSAULNIER, GLOVER & GIOIA
NOES: NONE
ABSENT: NONE
ABSTAIN: NONE RESOLUTION No. 2002/112
SUBJECT: In the Matter of Reallocating the Class of Fire District Chief/Administrative
Services on the Salary Schedule and Adopting Revised Performance Pay Plan
Provisions for the class.
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:
1. Effective January 1, 2002, the class of Fire District Chief/Administrative Services is
reallocated on the Salary Schedule from a 6 step salary range (M50 2564, Steps 1 through
6) to an 11 step salary range (M25 2588, Steps 1 through 11).
2. Step Placement of Current Incumbent: The incumbent in the class shall be placed at step 11
(M25 2588, Step 11) of the new salary range.
3. Effective January 1, 2002, the following provisions will be applicable to the class of Fire
District Chief/Administrative Services. These provisions supercede those contained in
Resolution 2000/243.
4. Regular Anniversary Salary Review - On the employee's anniversary date, the appointing
authority may, based upon 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 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.
5. Performance Pad! Review: Effective with the adoption of this resolution, the appointing
authority may designate an annual performance evaluation date which can be different from
the employee's annual anniversary date as referenced in Section 3 above. The appointing
authority may, based upon an annual evaluation of work performance, award at that time
either one (1) 2.5% performance increment (step increase) or two (2) 2.5% performance
increments (step increases) for outstanding performance and/or the achievement of specific
performance-based objectives (hereinafter referred to as outstanding performance) to the
incumbent.
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 his/her annual
performance evaluation date, the appointing authority may, based upon an evaluation of
work performance, award one (1) or two (2) outstanding performance pay step(s) 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 or be receiving more than two (2) 2.5%
outstanding performance pay steps between annual evaluation dates.
6. Continuation/Termination of Outstanding Performance Pay Steams: 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 upon an
evaluation of work performance, at any time between annual performance evaluation dates.
7. Correlation of Merit and Performance Pax Stens: In instances where the employee is
receiving outstanding performance pay step(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.
8. Step Placement Limitations: 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 resolution shall allow salary placement beyond the uppermost step of
the salary schedule/level to which the class is allocated.
9. The annual performance evaluation date for outstanding performance pay steps for the
employee shall be set by the appointing authority.
10. 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)
cc: Human Resources Department
Contra Costa County Fire Protection District
County Administrator
Auditor-Controller
1 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.
ATTESTED:-
JOHN SWEETEN, Cler of the Board
of S rvisors and Coun
�y �� h' dmintstrator
Deputy