HomeMy WebLinkAboutMINUTES - 05141985 - 1.36 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA'
Adopted this Order on May 14, 1985 , by the following vote:
AYES: Supervisors Powers , MdPeak, Schroder , Torlakson, Fanden.
NOES: None.
ABSENT: None.
ABSTAIN: None.
SUBJECT: In the Matter of Implementation of
the Deep Class of Engineering RESOLUTION NO. 85/ 237
Technician
1. WHEREAS, the Board of Supervisors has enacted Resolution 83/1, as amended,
hereinafter referred to as the Salary Regulations, and Section 20 of that resolution_
relates .to the compensation and terms and conditions of .employment for deep classes;
BE IT BY THE BOARD RESOLVED that effective May 1, 1985 the following
compensation provisions and terms and conditions of employment are applicable for the
deep class of Engineering Technician.
2. Salary Range: The compensation for this deep class shall be set by the Board
of Supervisors and reviewed periodically subject to meet and confer discussions with the
bargaining agent.
The responsibility level designations refer to the classification specification
which defines the duties and responsibilities of the class and the levels therein. Incre-
ments between steps are 22%. Standard Performance and Outstanding Performance salary
steps for each level are illustrated below. The Outstanding Performance Salary steps are
awarded as provided in Section 13 of this Resolution.
8/1/84
Step Amount Levels
27 $ 2625 Senior Outstanding
26 2561 Performance Steps (26-27)
25 2499
24 2437 Senior Standard
23 2376 Performance Steps (20-25)
22 2316
21 ?2$$----------------------------------------
20 2202 Journey Outstanding Performance Step (20)
19 2147
18 2093 Journey Standard
17 2041 Performance Steps (14-19)
16 1990
15 194Q----------------------------------------
14 1892 Entry Outstanding Performance Step (14)
13 1844
12 1798
11 1753
10 1709 Entry Standard
9 1667 Performance Steps (1-13)
8 1625
7 1584
6 1545
5 1506
4 1468
3 1432
2 1392
1 1361
Orig.- Dept. : Personnel (2)
cc: (Heyne)
Auditor-Controller
County Administrator
RESOLUTION NO. 85/237
-1-
Entry Level - Step 1 is the minimum and step 13 is the maximum base salary for
positions allocated at this level . Step 14 is reserved for outstanding performance
pay.
Journey Level- Step 14 is the minimum and step 19 is the maximum base salary
for positions allocated to this level . Step 20 is reserved for outstanding performance
Pay.
Senior Level - Step 20 is the minimum and step 25 is the maximum base salary
for positions allocated to this level . Steps 26 and 27 are reserved for outstanding
performance pay.
3. Definition of Terms:
a. Reassignment means the movement of an employee from one Work level to
another workevl e�l assignment within the Engineering Technician deep class within a
single department or from one position to another position within the Engineering
Technician deep class, regardless of level , within a single department.
b. Y-Rate means the withholding of class-wide annual salary adjustment from
an employee who has had his/her salary Y-rated and the placement of that Engineering
. Technician at the closest salary step of the new range by the appointing authority.
c. Minimum Qualifications are established for each level . No person may be
assigned to a position at a designated level for which they do not meet the minimum
qualifications.
4. Initial Appointment: For purposes of initial appointment, the appointing
authority may appoint an Engineering Technician at any base salary step of the responsi-
bility level to which the position is assigned except that no appointment to an Entry
Level position shall be made above Step 6. A promotional appointment to the class
must result in at least a 5% salary increase not to exceed the maximum base salary level
for the responsibility level to which the appointment is made. Additionally, a transfer
appointment is subject to the limitation described in Section 10.
5. Anniversary Dates: From the effective date of this Resolution until December
31, 1985, anniversary dates and annual salary reviews shall be governed by the current MOU
between Local 512 and the County. Effective December 31, 1985, all permanent incumbents of
the deep class shall have their anniversary changed to 1/1. The anniversary date of
an Engineering Technician who is reassigned to a higher responsibility level shall remain
unchanged from 1/1.
Upon successful completion of probation, an incumbent in this deep class shall
have an anniversary date assigned in accordance with provisions "of the current MOU .between
Local 512 and the County. . On the succeeding day, the incumbent shall be given a new and
permanent anniversary date of 1/1. All persons transferred or demoted to this deep class
shall have their anniversary date changed to 1/1 upon their appointment.
6. Reemployment: An employee in this deep class who terminates service with the
County in good standing and is subsequently appointed from a re-employment list to a
position in the deep class within two years from the date of termination may be appointed
at any step within the responsibility level to which the position is assigned, except
that an appointment may not be made at an Outstanding Performance step unless the employee
had been evaluated as having Outstanding Performance upon separation.
7. Short-Term Reassignment: An incumbent who is temporarily reassigned from his/
her present position to a vacant position allocated to a higher responsibility level
shall have their salary increased on the eleventh (11th) consecutive work day or 81st
consecutive work hour of said assignment to the higher step and shall continue to receive
the higher pay for the duration of the assignment. Upon termination of the assignment,
the incumbent shall immediately revert to the salary step he/she would have received had
he/she remained in his/her permanent assignment. Designation of short-term reassignments
shall be the sole prerogative of the County. Such short-term reassignments may include,
but not limited to; backup for extended sick leave, vacation, leave of absence or
special project.
RESOLUTION NO. 8 T/A 3 7
-2-
8. Reassignment Within Class:
a. Movement from a salary step in the Entry Level of this deep class to a
salary step in the Journey Level shall occur on the 1/1 anniversary date and salary
step placement in the Journey Level shall be based upon the evaluation of performance
at the Entry Level . Movement between these levels may only occur if the incumbent is
at least at step 11 upon the 1/1 anniversary review date and meets all minimum
requirements for the higher level on that date. Reassignment to a vacant position
at the Senior Level may occur at any time. A change in the level designation
of a filled position from the Journey to the Senior Level may occur at any time.
Redesignations to the Senior Level will be at step 20 except that a minimum increase
of at least two 2'2% steps (5%) must occur.
b. Designation of and assignment to Entry, Journey and Senior Levels is the
sole prerogative of the County. Continued incumbency after reassignment to an
increased responsibility level shall be dependent on the incumbent receiving a
satisfactory performance evaluation from the appointing authority 'or designee at the
completion of six (6) months' tenure in the assignment and continued satisfactory
performance thereafter.
c. An employee who is reassigned from a higher level position to a lower level
Engineering Technician position for unsatisfactory performance during his/her first
six (6) months at the higher level assignment shall be placed at the salary step
of the lower level position which the employee was at prior to his/her reassignment,
adjusted for any approved merit increments which he/she would have received in the
prior assignment. Such reassignment may be appealed only for the grounds stated and
in the manner provided for in Section 905 of the Personnel Management Regulations.
d. An employee who is reassigned from a higher level position to a lower level
position in accordance with provisions of Section 12 (Layoff) or Section 24 (Dismissal ,
Suspension or Demotion) of the current MOU between the County and Local 512 after
having been at the higher assignment level for over six (6) months shall have his/her
salary, at the discretion of the appointing authority, either Y-rated or placed in
the appropriate salary range for the assignment at the salary step which provides for
at least a 5% reduction in base salary, to the amount provided for on the salary range.
e. An employee who requests reassignment and is reassigned from a higher level
assignment to a lower level assignment shall have his/her salary set on the salary
range for the lower level at the base step for which the salary is equal to or the
next step below the salary received at the higher level .
Effective upon the date of any permanent reassignment as provided for in this
Section, and continuing for a period of six (6) months thereafter, the incumbent will be
subject to performance review by the appointing authority or designee and may be subject
to reassignment back to the level and step previously held.
9. Reclassification of Positions: The salary of an employee whose position is
reclassifiedfrom any other class to t is deep class shall be established in accordance
with Section 4 (Initial Appointment). The salary of an employee whose position is reclass-
ified from Engineering Technician to another classification shall be governed by ordinances
and/or resolutions governing the classification to which the employee is reclassified.
10. Transfers: A transfer from another class by an employee with permanent status
to this deep class may be accomplished if both the top and bottom steps (i .e. , the whole
salary range) of the employee's current class are totally within the perimeters of the
Engineering Technician deep class salary range (anywhere between the lowest step for the
lowest level and the highest step, including any outstanding performance steps, for the
highest level ), or if the salary range of the deep class is totally within the perimeters
of the class being transferred from, or if the top step of the salary range of the
employee's current class is within 5% of the top step of Engineering Technician as
provided in the Personnel Management Regulations.
Salary upon transfer to this deep class will be set by the appointing authority
as described in Section 4 provided that a transferee may not be appointed at a salary step
in this deep class which exceeds by more than 5% the base salary he/she is receiving in
the class from which he/she is transferring.
A transfer from this deep class by an employee with permanent status to another
class may be accomplished if the salary range of the class being transferred to is totally
within the perimeters of the Engineering Technician salary range, or_ if this deep class is
AEiOLUTION NO, g!
-3-
totally within the perimeters of the salary range of the class being transferred to, or
if the top step of this deep class is within 5% at the top step of the class being trans-
ferred to as provided in the Personnel Management Regulations, unless these provisions
conflict with those in another deep class resolution, in which case the provisions of the
deep class resolution for the class being transferred to shall apply.
Salary upon transfer to another class from this deep class shall be set accord-
ing to the ordinances or resolutions applicable to the class to which the employee is
transferring.
11. Promotions: A promotion from one class to this deep class occurs when an
employee is appointed to Engineering Technician from another class which has a salary range
with a top step that is below the top step (including outstanding performance steps) of
Engineering Technician and where a deep class transfer has not occurred.
. Salary on promotion to Engineering Technician will be in accordance with
. applicable provisions of the Salary Regulations.
A promotion from Engineering Technician to another class occurs. when an employee
is appointed to another class which has a salary range with: a top step that is above the
top step of this deep class.
Salary on promotion from Engineering Technician will be set according to the
ordinances or resolutions applicable to the class to which the employee is promoting.
12. Demotions: A demotion from another class to this deep class occurs when an
employee is appointed to Engineering Technician from another class which has a salary
range with a top step that is above the top step (including outstanding performance steps)
of this deep class.
Salary on demotion from another class to Engineering Technician shall be in
accordance with the Salary Regulations except that no demotional appointment may be made
at any step designated as an outstanding performance step for the responsibility level of
the position except when the appointing authority determines that the demoted employee
previously performed in an outstanding manner duties substantially similar to those of
this deep class and level designated for the position to which demoted, in which case the
appointing authority may make a demotional appointment at an outstanding performance step
in accordance with the Salary Regulations.
A demotion from Engineering Technician to another class occurs when an employee
is appointed to another class which has a salary range with a top step that is below the
top step of this deep class and where a deep class transfer has not occurred.
Salary on demotion from Engineering Technician to another class shall be in
accordance with Salary Regulations or other applicable ordinances or resolutions '
relating to the class to which the demotion is made.
13. Standard and Outstanding Performance Salary Review and Advancement:
a. On 1/1/86, permanent employees in the Engineering Technician deep class
in positions allocated to the Entry and Journey Levels who are at steps 9, 13 and
19.respectively shall be eligible for a salary advancement of one 22% step based
upon outstanding performance. Entry and Journey Level employees as defined in
paragraph b below are not eligible for outstanding salary advancement on this date.
b. On 1/1/86, all Entry and Journey Level employees not at steps 9, 13 or 19
in the deep class shall be eligible for a one-time-only second 1985 anniversary
review and may receive up to 5% advancement for satisfactory performance on that
date.
C. On 1/1/86, permanent employees in the Engineering Technician deep class
in positions allocated to the Senior Level who are at step 25 in the deep class
shall be eligible for a salary advancement of up to two 22% steps (26-27) based
upon outstanding performance.
RESOWTION NO �s/a 37
-4-
• i
d. Effective 1/1/86 all permanent Entry, Journey and Senior Level employees at
steps 1-13, 14-19 and 20-24 respectively will be subject to evaluation of their
work performance as an Engineering Technician. Effective 1/1/87 these employees
shall be eligible for salary advancement of two 22% steps for satisfactory perform-
ance and one 2,%step for outstanding performance except that permanent Senior Level
employees at step 25 shall be eligible for salary advancement of up to two 22% steps
(26 and 27) for outstanding performance. In no case however, shall such salary
advancement exceed the maximum merit step for the level to which the incumbent's
position is allocated unless the employee meets the minimum qualifications for the
higher level and is being reassigned upward in accordance with Section 8.
e. Probationary employees in this deep class shall be eligible for salary
advancement of two 22% salary steps (5%) upon successful completion of probation
and are subject thereafter to annual review on the class wide permanent anniversary
date of 1/1.
f. Effective 12/31/86 and on that date annually thereafter, all Engineering
Technician Entry Level employees at merit Step 14; all Engineering Technician
Journey Level employees at outstanding Step 20 and all Senior Level Engineering
Technician employees at outstanding Steps 26 and 27 shall revert to steps 13, 19.
and 25 respectively unless a continuing outstanding performance evaluation is awarded.
g. The Department Head or designee will conduct performance evaluations
annually prior to the employee's anniversary date. The performance evaluation will
be based on performance of assigned functions which will be established by the
Department Head or designee. If an employee receives an overall rating of below
standard, the employee may be denied a salary advancement and may be held at the
current step until re-evaluated. Such employee may also be subject to Y-rate or
reduction in salary as provided in the Salary Regulations. An employee who receives
an overall rating of below standard may be re-evaluated at any time during the sub-
sequent year and, if the employee then receives a rating of standard or outstanding,
the employee' s salary may be adjusted in accordance with the above section. The
decision of the Department Head shall be final .
h. Work performance evaluations of all Engineering Techni.cians described in
this section .will utilize the rating criteria and numerical scales contained in the
Engineering Technician Employee Evaluation form attached as Attachment B.
14 Classification Documentation: Movement of positions between Journey and Senior
Levels wil e y written documentation subject to approval_ of the Personnel Department.
15. Seniority and Anniversary Dates:
a. Seniority for employees initially reallocated to this deep class shall have
their seniority established for layoff and displacement purposes as indicated in -
Attachment A. Anniversary dates for purposes of performance review are established
as indicated.
b. Seniority for employees promoted, demoted or transferred to the deep class
of Engineering Technician shall be governed by appropriate provisions of the County
Personnel Management Regulations and the following additional clarifying provisions
for multi-level deep classes:
1) For purposes of layoff and displacement, no incumbents who occupy
lower level assignment positions shall be considered as meeting the position
requirements for higher level positions.
2) For purposes of layoff and displacement, incumbents in higher level
positions shall be considered as meeting the position requirements for lower
level assignment positions.
3) Notwithstanding (2) above, incumbents of higher level positions may
not displace into positions requiring special licenses, experiences or skills,
such as bilingual proficiency, unless they possess such licenses, experiences
or skills.
RF-JCiLUTION NO SS/a 3 7
-5-
r
16. Allocation of Current Employees: Employees encumbering positions in the
classes of Engineering Technician I, II, III, IV, IV-Office, IV-Construction and
IV-Surveys on the effective date of this Resolution shall be allocated to the salary
range of the Engineering Technician Deep Class as provided below. However, for the
remaining period of the present 84-85 MOU between AFSCME Local 512 and the County and
until a new MOU is adopted, all employees whose salary step in the above noted classes
being combined into the Engineering Technician Deep Class is a different amount than the
corresponding deep class amount shall continue to be paid according to the prior salary
schedule (Y-rated). Any employee .who qualifies for and receives a 5% merit increment
between the effective date of this Resolution and 1/1/86, and who has been Y-rated,
shall have the Y-rate removed and be moved to the appropriate step of the deep class
salary range. On the effective date of a new MOU, all Y-rates will be ended.
Current Class Deep Class
Step and Salary Step and Salary
Engineering Technician IV 5 $2499 25 $2499
Engineering Techn. IV-Surveys 4 2380 23 2376
Engineering Techn. IV-Constr. 3 2267 21 2258
Engineering Techn. IV-Office 2 2159 20 2202
1 2056 20 2202
Engineering Technician III 5 2138 19 2147
4 2037 17 2041
3 1940 15 1940
2 1847 14 1892
1 1757 14 1892
Engineering Technician II 5 1835 13 1844
4 1748 11 1753
3 1664 9 1667
2 1585 7 1584
1 1510 7 1584
Engineering Technician I 5 1646 9 1667
4 1567 7 1584
3 1493 5 1506
2 1422 3 1432
1 1354 1 1361
17. Other Provisions: Except as may be changed or modified by resolution -
hereafter, all provisions of the Salary Regulations are applicable to the Engineering
Technician deep class.
I hereby certify that this is a true and correct copy of
an action taken and entered on the minutes of the
Board of Supervi rs on the date shown.
ATTESTEM
PHIL BATCHELO , Clerk of the Board
of Supervisors and County Administrator
DepuW
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ENGINEERING TECHNICIAN "ATTACHMENT B"
EMPLOYEE EVALUATION
NAME TYPE OF EVALUATION: _ SALARY
_ PROBATION
CLASSIFICATION: _ ANNUAL
SPECIAL
DIVISION PERIOD COVERED TO
EVALUATOR EVALUATION DUE
RATINGS: (1) EXCELLENT (Superior, Superlative, Notable)
(2) SATISFACTORY (Average, Sufficient, Adequate)
(3) UNSATISFACTORY (Deficient, Inadequate, Incompetent)
1. Amount of work produced. (Consider the work produced in relation to requirements of the
position.)
1. . Work output consistently exceeds requirements.
2. Work output meets requirements.
3. Work output is below level expected.
Not observed.
2. Acceptability of work.
1. Work is of exceptional quality.
2. Work is generally acceptable.
3. Work frequently is unacceptable.
Not observed.
3. Application to the Job and the extent of supervision and direction required.
1. Consistently completes assignment with minimal supervision and seeks out additional
assignments.
2. Completes work with normal supervision'.
3. Work habits are irregular. Requires considerable supervision.
Not observed.
4. Compliance with rules and approved procedures.
1. Follows full intent of rules and procedures and inspires others to do so.
2. Complies with clearly defined requirements.
3. Frequently fails to, comply with rules and regulations, and must be reminded of
responsibilities.
_ Not observed.
TOTAL POINTS THIS PAGE 1
. 5. Abili.ty to establish and maintain effective work relationships.
1. Is highly effective in dealing with all types of people, even in difficult situa-
tions.
2. Maintains satisfactory work relationships with most people.
3. Gets along fairly well with some people but often antagonizes and irritates others.
Not observed.
6. Effectiveness of skills and degree of job knowledge.
1. Has exceptional knowledge of job. Independently solves many of his/her .own job
problems.
2. Has Satisfactory knowledge of job. Recognizes need to improve work methods.
3. Exhibits deficiencies in essential job knowledge. Depends largely on others. Rarely
has ideas for improving work methods.
Not observed.
7. Acceptance of instructions and direction.
1. Accepts and analyzes supervisor's instructions and directions, and consistently
provides constructive input.
2: Normally accepts and follows supervisory direction.
3. Often resists instructions or directions.
Not observed.
8. Ability to present ideas logically, clearly and concisely in writing.
1. Expresses himself/herself exceptionally well .
2. Generally completes acceptable written products in a reasonable period of time-
3. Inability to express thoughts and ideas clearly, logically or concisely. ,'
Not observed.
9. Ability to present ideas orally.
1. Has exceptional ability to put ideas across with both individuals and groups.
2. Normally has little difficulty in expressing himself/herself and getting ideas
across.
3. Has difficulty with individuals and groups.
Not observed.
10. Ability to adjust to work changes and pressures.
1. Is extremely flexible in adjusting to proposals and inspires others to do the same.
2. Adjusts satisfactorily to new situations.
_ 3. Actively resists new and changing situations.
Not observed. RZ!� .`CLU'TtUN NO. gS,a�7
TOTAL POINTS THIS PAGE 2
11. Ability to make decisions.
1. Demonstrates exceptional ability to make sound decisions and anticipates develop-
ments.
2. Generally is able to identify all essential facts and .make sound decisions...
3. Has difficulty in grasping important aspects of problems and frequently makes unsound
decisions.
Not observed.
12. Ability to think along original lines and to find new ways of doing things.
1. Is constantly alert to improving ways of doing things, and develops better methods
and procedures.
2. Questions established methods and procedures when difficulties arise, and generally
proposes acceptable solutions.
3. Shows little initiative and originality.
Not observed.
13. Observance of safe work habits.
1. Sets example and actively promotes safe practices.
2. Works with reasonable care.
3. Disregards safe working practices and must occasionally be warned about common
hazards.
Not observed.
14. Maintenance of materials, tools and equipment. -
1. Exercises exceptional care and practices good preventive maintenance.
2. Exercises satisfactory care.
3. Frequently does not exercise proper care and must be warned occasionally.
Not observed.
15. Attendance at work.
1. Always can be relied upon to be at work; occasionally absent with documentable
illness or emergency.
2. Usually can be relied upon to be at work on time; explained absences occur occasion-
ally.
3. Frequent unexplained/unsatisfactory lateness and/or excessive absences.
Not observed.
RESOt U+ION NO. 85/a37
TOTAL POINTS THIS PAGE 3
' RECOWEHJATIONS:
Evaluator: Please review your ratings. Briefly outline what actions the employee should
take to maintain, to improve, or to correct the behavior and/or performance of this employee.
Employee: You may wish to comment on this evaluation. Please understand that your comments
do not constitute a formal rebuttal . Should you desire to formally respond to .this evaluation,
please refer to the Memorandum of Understanding between AFSCME 512 and Contra Costa County.
RATINGS
J
SENIOR LEVEL
1.000 to 1.500 = Second Accelerated Step
1.501 to 1.667 = First Accelerated Step
TOTAL POINTS PAGE 1 _ 1.668 to 2.333 = Satisfactory Performance - Five
_ Percent (5%) Merit Increase
TOTAL POINTS PAGE 2 2.334 to 3.000 = Unsatisfactory Performance - No
Merit Increase
TOTAL POINTS PAGE- 3 _
JOURNEY/ENTRY LEVEL
TOTAL POINTS PAGE 4 _
1.000 to 1.667 = Accelerated Increase - 212%
TOTAL POINTS _ 1.668 to 2.333 = Satisfactory Performance - Five
Percent (5%) Merit Increase
TOTAL POINTS = _ RATING 2.334 to 3.000 = Unsatisfactory Performance - No
TOTAL NUMBER OF FACTORS Merit Increase
Should an employee receive five (5) or more
"unsatisfactory ratings, then the employee shall
automatically ' be ineligible for any salary
increase irrespective of their rating.
Signatures:
Date: Employee
Date: Evaluator
Date: Division Head
Date: Deputy
Date: Admin. Services:
DPF:dm
EngTechEval RE—SOLU71ON NO.
(4/15/85)
4