HomeMy WebLinkAboutRESOLUTIONS - 12192006 - 06-822 r.
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on by the following vote:
AYES:� ) i
NOES: N(o h-Q-
ABSENT: Nn 0-
ABSTAIN: o N Q
SUBJECT: In the Matter of Implementing a ) RESOLUTION NO. 2006/
Performance Pay Plan for the Classes of )
Patient Billing Manager and Health
Services Reimbursement Accountant
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 October 1, 2006 classes will be reallocated as follows:
CLASS REALLOCATE
From: To:
Patient Billing Manager (VAGD) B85-1804 B85-1854
Health Services Reimbursement Accountant (VCTA) B85-1804 B85-1854
B. Step Placement of Incumbents: Incumbents shall be placed at their current salary step on the new
salary range.
C. Merit Salary Increment Review: On an employee's anniversary date, the appointing authority may,
based upon an evaluation of work performance, award a merit increment of five percent (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.
D. 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 up to two
5% steps for outstanding performance and/or the achievement of specific performance-based
objectives (hereinafter referred to as outstanding performance).
In instances where the employee, on his/her anniversary date, achieves Step 5 of the salary range, an
additional 5% step increment or two 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 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 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 steps may be rescinded, based upon an evaluation of work performance,
at any time between annual evaluation dates. All outstanding performance steps 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.
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In instances where one or two 5% outstanding performance pay steps are in effect at the time that a
merit increase 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.
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 these classes.
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.
Orig. Dept: Human Resources Department
Cc Health Services ATTESTED &Y
County Administrator JOHN B. CULLEN,CLERK OF HE BOARD OF
Auditor-Controller SUPERVISSORS AND CO TY ADMINISTRATOR
BY (U ,DEPUTY
RESOLUTION NO. 2006/gam