The URL can be used to link to this page

Home My WebLink AboutRESOLUTIONS - 01012002 - 2002-281 cj� THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this order on May 7, 2002 , by the following vote: AYES: SUPERVISOR UILKEMA, GERBER, DeSAULNIER, GLOVER & GIOIA NOES: NONE ABSENT: NONE ABSTAIN: NONE RESOLUTION No. 2002/ 281 SUBJECT: In the Matter of Establishing the class of Computer Operations Manager 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. Salary Range: Effective April 1, 2002, the class of Computer Operations Manager will be allocated on the Salary Schedule to Salary Level M50-2428. This is a seven (7) step salary range having five (5) merit steps and two (2) outstanding performance.steps. 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 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 Computer Operations Manager. In instances where the employee, on his/her anniversary date, achieves Step 5 of the salary range, an additional 5% step increment for 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 5th step merit increment is approved. If the employee does not receive outstanding performance pay on his/her anniversary date, the appointing authority may set an extra salary review date 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 is 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 Tonza Harvey, Human Resources Analyst CERTMM r o•rtlry tn•t*18 i•4 n,ii,t �4MMD Copy is on file!n my oKio•ATTEST"30nN SW of the Clerk document which SU W Conn Adminiuruor EETEN Clerk of the baud of �y Y Deputy leek. btv z U ZUU?''.Jl POSITION ADJUSTMENT REQUEST 1 NO. OFFICE OF j` DAT LCr jn�rl'ADMlNISTRA� 2 "� Department No./ COPER Department DoIT Budget Unit No. 0147 Org No. 1060 Agency No. 0003 Action Reques a Create the c ass of computer operator manggg and rec=ass�iiy person and positio7gf an Computer 5perator Nupervisor 9 ITto a Computer Operations Manager � Proposed ec ve Date: 09101/01 Classification Questionnaire attached: Yes E Ho 0 Cost is within Department's budget: Yes EXNo 0 2 Total One-Time Costs (non-salary) associated with requests $ o cz) Estimated total .cost adjustment (salary/benefits/one time: -0 _' Total annual cost $ 2807 Net County Cost $ 0 Total this FY $ 1575. N.C.C. this FY $ 0 C:) SOURCE OF FUNDING TO OFFSET ADJUSTMEN`T"Fundin its available in this year get. —Q.-s�, � s vep a mud k0ata neasemy adjustment and submIt to CAD. � Use addlMwW Www for ftnew sutple mMo m or w m offt r at or Department REVIEWED BY CAO AND RELEASED TO HUMAN RESOURCES DEP T C`` Deputy County-Adm n s ra .or Date HUNAN RESOURCES DEPARTMENT RECOMMENDATION DATE April 9. 2002 Establish the classification .of Computer operations Manager (LKGA) at salary level M50-2428 Reclassify one (1) Computer operations Supervisor (LKHA.) position #11 at salary level M50--2273 to Computer operations Manager at.,._zAlar-Y level 1,150-2428. Anend FA Mite an 71117 6dd0AkQ poWans and reWubm t�iasees to aiary schedule aborrs. Effective: 0 Day following Board Action. 1 mox April 1, 02 (Date) • ! w or rec or Of uResources Epprove COADMINISTRATOR RECOMMENDATION DATE: Rec ndation of Director of Human Resources 0 Disapprove Recommendation of Director of Human Resources / 0 Other: j or. n y.= s ra or ffiffi! ffiffi.�� r BOARD OF SUPERVISORS ACTION: JOHN SWEETEN, Clerk of the Board of Supervisors Adjustment APPROVED 15- n y plinistrat r DATE: ' BY: '?�'�--� APPA VAL OF THIS ADJUSTMENT CONSTITUTES A PERSONNEL/SALARY RESOLUTION AMENDMENT :sssffissssffisffiffissffisssffi:sffiss's:sassssffireffi.s:sass:sss:sffis::aissffissa�ffissesssee�ass�easamessB�sgseeesffiime::sass sass 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 complete other side,