HomeMy WebLinkAboutMINUTES - 03271990 - 1.54 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
March 27 , 1990
Adopted this Order on , by the following vote:
AYES: SupervisorF POwers , Schroder, McPeak, Torlakson, Fanden
NOES: None
ABSENT: None
ABSTAIN: None
Engineer Deep Class )
Resolution (Revised) ,) Resolution No. 90/ 169
1. The Board of Supervisors enacted Resolution 83/1 as amended, referred to
as the County Salary Regulations, and Section 20 of that Resolution which
proscribes the manner in which compensation and terms and conditions of
employment are established for deep classes; and,
The Board of Supervisors adopted Resolution 82/510 establishing the deep
class of Civil Engineer on May 4, 1982 and has subsequently amended
provisions of that deep class by side letters with Western Council of
Engineers (WCE) ; and,
The County Administrator recommends that necessary revisions, updates and
modifications concerning terms and conditions of employment in the deep
class of Civil Engineer, including retitling to Engineer and application
of the performance evaluations and pay plan, developed with mutual
agreement of the Public Works and Community Development Departments and
Western Council of Engineers be adopted; THEREFORE:
BE IT BY THE BOARD RESOLVED that effective February 1, 1990, Resolution
82/510 is rescinded the deep class of Civil Engineer (NKXA) is revised and
retitled to Engineer (NKXB) and the following compensation provisions and
terms and conditions of employment are applicable for the deep class of
Engineer.
2. Salary Range Steps and Deep Class Levels.
The Engineer deep class salary range is composed .of 19 steps which are 2
1/2% apart. Until modified by further Board action, effective dates and
salary ranges for this class will be: 2/1/90 T6-1754 ($2758-4301) , 4/1/90
T6-1838 ($2999-4678) and 10/1/90 T6-1887 ($3150-4912) . The salary steps
which may be used at each deep class level are as follows:
Levels Benchmarks
(Lead)
19 18 & 19 = special merit steps for outstanding
LEAD 18 performance.
(Steps 17
13-19) 16 14 - 19 = reachable only with Civil Engineer
15 registration.
14
13
JOURNEY 12 (Journey)
(Steps 11 14 - 16 = reachable only with Civil Engineer
5-16) 10 registration.
9
8 5 - 13 = reachable with or without Civil
7 Engineer registration.
6
ENTRY 5 (Entry)
(Steps 4 1 - 8 = initial placement is dependent upon
1-8) 3 civil engineering qualifications.
2
1
RESOLUTION NO. 90/169
No employee may move beyond step 13 unless the employee possess a valid
certificate of registration as a Civil Engineer issued by the California
' State Board of Registration for Civil Engineers.
Step 16 is the maximum level attainable by an employee in a non-lead
assignment.
Step 17 is the maximum base salary step for employees performing Lead
assignments. Steps 18 and 19 are reserved for special merit increments.
Of the total number of deep class Engineer positions assigned to the
Public Works Department, no more than thirteen (13) shall be flagged as
Lead level assignments (Steps 13-19) .
3. Initial Appointments.
The Appointing Authority may appoint an Engineer at any step up to step 16
based on the new employee's qualifications as determined by the Appointing
Authority and the schedule shown below; provided, however, that a
promotional appointment to Engineer must result in at least a five percent
(5%) salary increase to the extent allowed by the salary range and the
maximums provided for in Section 2.
Years Experience/Civil Engineer Registration May be Appointed Up to Step
5 + registration 16
4 + registration 12
3 + registration 10
2 + registration . . . . . . . . . . . ... . . . . . . . . 8
3 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
2 . . . . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
1 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
0 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2
Reemployments in the class of Engineer may be made up to the step
previously attained at resignation. Alternate reemployments will be
subject to placement in accordance with the above schedule at the
discretion of the appointing authority.
4. Temporary Appointments.
Limited term (temporary) appointment as an Engineer shall be subject to
limitations noted above in Section 3. Compensation shall be at the
straight time hourly equivalent of the salary step to which the employee
has been appointed.
5. Anniversary Dates.
A. New Employees: The anniversary date of a new employee will be the
first of the month following completion of six month's service,
except when the initial appointment was on the first working day of
the month in which case the anniversary date will be the first day of
the month. An Engineer shall be eligible for a salary advancement of
up to 3 steps on the salary range upon successful completion of the
first six (6) months service. Immediately following this anniversary
date, an Engineer's anniversary date, for purposes of further salary
review shall be moved to April 1 and remain on that date annually
thereafter. Any further salary advancement shall be in. accordance
with the procedures specified under Section 8.
An Engineer who completes probation on April 1 shall only be eligible
for a salary advancement in accordance with Section 8.
- 2 -
90/169
B. On Promotion, Demotion or Transfer to Engineer: The anniversary date
of an employee who promotes to the Engineer deep class shall be set
as defined in Section 5A. The anniversary date of an employee who
demotes or transfers to the Engineer deep class shall be April 1 and
annually thereafter.
6. Merit Increments.
A. Frequency: The frequency of merit increments specified in Section
3.3 of Resolution 83/1 (Salary Regulations) and the current
Memorandum of Understanding between Contra Costa County and Western
Council of Engineers in the Section entitled "Salaries - Increments
Within Range" shall not apply to employees whose anniversary dates
are changed under authority of Section 5 above.
B. Normal and Special Merit Salary Increments. A permanent employee is
eligible with satisfactory performance for a normal merit increment
of up to two (2) steps (5%) on the employee's anniversary date and
may also be concurrently eligible for a special merit increment of up
to two (2) additional steps (5%) in recognition of above average
performance. The maximum salary advancement for both normal and
special merit increments shall total no more than four (4) steps.
All salary advancements shall be based on the performance evaluation
standards described in attachment A.
7. Performance Evaluations.
At each occurrence of the employee's anniversary date, whether it is
initial or has been repositioned to April 1st, the employee shall be
eligible for a salary review based,- on the performance standards described
in Attachment A.
In order to keep employees abreast of their overall job performance, each
Engineer and his/her immediate supervisor will meet on a semiannual basis
to discuss the employee's job performance. The employee and the
supervisor will. sign a form which indicates that the conference took
place. Nothing other than this form will go in the employee's file since
this is an informal discussion between supervisor and employee.
A. Designation of Evaluators: The appointing authority shall designate
the appropriate number and classification level of evaluator(s) to
conduct the annual performance review of all eligible Engineers
immediately prior to the established anniversary date. The review
shall be an assessment of each employee's performance of assigned
engineering functions and responsibilities against the standards
established by. the appointing authority described in Attachment A.
B. Evaluation of Split Assignments: In those instances where an
Engineer is moved between job assignments during the evaluation
period and the appointing authority deems it appropriate to utilize
ratings from multiple supervisors in developing the annual
performance review, the separate evaluations shall be weighted by
time spent in each assignment according to the following proportions:
Months in Assignment Weight of Rating
3 25%
4 - 6 50%
7 - 9 75%
9 - 12 100%
All evaluations will be based upon a maximum of 100%. In any
instance where percentages from multiple supervisors total more than
100, the most recent supervisor will carry the maximum percentage
weighting allowed in computing the rating.
- 3 -
9.0/169
C.. Rating Upon Transfer: If an Engineer is transferred between
divisions after three or more months, his/her performance shall be
evaluated at the time of transfer by an individual designated by the
appointing authority; typically the employee's immediate supervisor
in the releasing division. This rating shall be considered at the
next anniversary review.
D. Rating Standards: All criteria for reviewing the performance of
Engineers and assigning compensation based upon that performance is
contained in the Engineering Rating Standards (Attachment A) and
Engineer Annual Performance and Salary Review Forms (Attachment B)
included herein for reference only. Salary steps in the Engineer
deep class are related to work skills includingeffectiveness,
judgment, communication, technical , and administrative factors.
Allocation to individual pay steps is tied to ratings assigned on the
Salary Review Form.
E. Performance Evaluation Screening Committee: Performance evaluations
of all employees will be reviewed by a Performance Evaluation
Screening Committee composed of two management representatives chosen
by the Appointing Authority. The Committee shall : 1) review the
performance evaluation(s) of each employee for purposes of
consistency; 2) resolve discrepancies between first and second level
supervisors on the performance level and rating of individual
Engineers; 3) submit to the Appointing Authority a list of the names
of employees whose performance evaluation salary step rating is above
their current salary step, minus any special merit steps included in
that step; and 4) meet with any employee within five (5) working days
following notification to the employee of the employee's performance
evaluation(s) if said employee requests a meeting to discuss the
items which the employee feels are incorrect in the performance
evaluation.
If an employee has had salary step placement at two different deep
class levels (i .e. entry and journey) in the Engineer deep class
during the evaluation period and has his/her performance at both deep
class levels rated by the same evaluator, only the higher level
performance evaluation will be used to determine the performance
step.
F. Post-Evaluation Registration: An employee who does not possess
registration at the time of evaluation, but who is evaluated and
rated at a step beyond step 13, may receive merit increments in
accordance with Section 6B effective the first day of the month
following written verification that qualification for a valid
certificate of registration as an Engineer issued by the California
State Board of Registration for Civil Engineers has been attained.
8. Salary Step Merit Increments.
A. Process Defined: The Appointing Authority may approve or deny normal
merit or special merit increases and shall advise the Personnel
Director of his/her approval or denial on the employee's salary
review report. An Engineer who is denied a normal merit increment or
has his/her salary reduced, shall be provided with a written
explanation from the appointing authority stating the reason for such
action only if the employee requests such a written explanation in
writing.
B. Annual Performance Evaluation Following the Awarding of a Special
Merit Step Increase: If, subsequent to the award of a special merit
step increase, the next annual performance 'rating of an employee
whose salary step level is above step 17 results in a salary step
performance rating equal to or less than step 17, the employee will
revert back to step 17.
- 4 -
90/169
C. Performance Evaluation Equal to or One Step Below Current Salary
Step: If an employee receives a salary step performance rating equal
to or one step below the employee's current salary step, the employee
shall be awarded no merit salary advancement.
0. Below Standard Performance: If an employee receives a salary step
performance rating which is more than one step below the employee's
current salary, the appointing authority may reduce the employee's
salary up to two (2) steps or may award the employee no merit salary
advancement subject to re-evaluation within six months. An employee
whose performance is thus re-evaluated may at the discretion of the
appointing authority, be awarded up to two (2) normal merit steps, no
merit salary increase, or have his/her salary reduced up to two
steps. If, on the next anniversary date, the employee's salary step
performance rating is not equal to or one step below the employee's
current salary step, the employee's salary may be further reduced
until such time as the employee's salary step corresponds with the
salary step performance rating. In either of the above situations,
at the discretion of the appointing authority, the employee may be
Y-rated and placed at the step up or down on the salary range which
is nearest the employee's current salary regardless of class-wide
salary adjustments.
9. Reclassification of Position.
The salary and anniversary date of an employee whose position is
reclassified from a class on the basic salary schedule to the Engineer
classification shall be established in accordance with Sections 3 and 5
respectively. The salary of an employee whose position is reclassified
from the Engineer classification to a classification on the basic salary
schedule shall be governed by ordinances and/or resolutions governing the
classification to which the employee is reclassified.
10. Transfers.
A transfer by an employee with permanent status in another class to the
class of Engineer 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 parameters of the Engineer salary range or alternatively under
the transfer provisions of the Personnel Management Regulations 1004.
The salary of an employee who transfers to the class of Engineer shall be
set at a step on the salary range which is within five percent of the
salary step in the class previously occupied.
A transfer from Engineer to another class by an employee with permanent
status in the Engineer class may be accomplished if the salary range of
the class being transferred to is totally within the parameters of the
Engineer class salary range or if Engineer is totally within the
parameters of the salary range of the class being transferred to or
alternatively under the transfer provisions of the Personnel Management
Regulations 1004.
Salary upon transfer from the Engineer class will be set by the
appropriate deep class resolution for the new class, by Resolution 83/1,
or by the Memorandum of Understanding covering the new class.
11. Promotions.
A promotion from another class to Engineer occurs when an employee is
appointed from another class which has a salary range with a top step that
is below the top step of Engineer except as provided in Section 10.
Salary on promotion to the Engineer class will be set by the appointing
authority as provided in Section 3.
5 -
90/169
yNi,
A promotion from Engineer to another class occurs when an Engineer is
appointed to another class which as a salary range with a top step that is
above the top step of Engineer.
Salary on promotion from the Engineer class will be set in accordance with
the terms and conditions of employment specified in the appropriate
Memorandum of Understanding, deep class Resolutions, or Resolution 83/1;
whichever relates to the class to which the promoti.on is being made.
12. Demotions.
A demotion from another class to Engineer occurs when an employee is
appointed from a class which has a salary range with a top step that is
above the top step of Engineer.
Salary on demotion from another class to Engineer shall be in accordance
with the Memorandum of Understanding between Contra Costa County and
Western Council of Engineers except that no demotional appointment may be
made above step 17.
A demotion from Engineer 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 Engineer except as provided in Section 10.
Salary on demotion from Engineer to another class shall be in accordance
with the appropriate Memorandum of Understanding, deep class resolution or
Resolution 83/1, whichever relates to the class to which the demotion is
made.
13. Seniority.
A. An employee's seniority for layoff and displacement purposes in the
deep class of Engineer shall be determined by adding together; (1)
the employee's length of service in the deep class; (2) the
employee's length of service in other classes at the same or higher
salary levels as determined by the salary schedule in effect at the
time of layof; and by adding (3) the employee's length of service in
the classes which were reallocated to the deep class of Engineer.
Service for layoff and displacement purposes includes only the
employee's last continuous permanent County employment.
B. For purposes of layoff and displacement, an employee's seniority
shall include service in classes from which a transfer is provided
for under Section 1004 of the Personnel Management Regulations;
further employees reallocated or transferred without examination from
one class to another class having a salary within five .percent of the
former class, as provided for in Section 305.2 of the Personnel
Management Regulations and in the County's current Memorandum of
Understanding with Western Council of Engineers shall carry the
seniority accrued in the former class into the new class.
C. 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 assignment positions.
D. For purposes of layoff and displacement, incumbents in higher level
assignment positions will be considered as meeting the position
requirements for lower level assignment positions.
E. Neither (D) or (C) above shall be construed as allowing employees who
do not possess a valid certificate of registration as an Engineer to
fill positions with such or similar requirements.
- 6 -
90/169
F. Other rules affecting seniority are contained in the County's
Personnel Management Regulations and in Section 11 of the County's
current Memorandum of Understanding with the Western Council of
Engineers. .
14. Y-Rated Defined.
Y-rated, as used in this Resolution, means the withholding of an annual
salary increase given to the class of Engineer from a specific employee
and the placement of that employee at the step on the new salary range
which is closest in salary to the salary of his/her current step. An
Engineer whose salary is Y-rated may appeal this decision through the
Grievance Procedure.
15. Grievability of Resolution.
The following sections of this Resolution shall be subject to the
Grievance Procedure contained in the Memorandum of Understanding between
the County and Western Council of Engineers.
Section Title
2. Salary Range Steps and Deep Class Levels
5. Anniversary Dates
6. Merit Increments
7. Performance Evaluations
8. Salary Step Merit Increments
9. Reclassification of Position
10. Transfers
11. Promotions
12. Demotions
13. Seniority
14. Y-Rated Defined
16. Other Provisions
Section 7 is grievable only to the extent provided for in the current
Memorandum of Understanding between the County and Western Council of
Engineers. Neither the Engineer Rating Standards nor the Performance and
Salary Review Forms or the materials contained therein are grievable.
Section 8 is grievable only to the extent provided for in the current
Memorandum of Understanding between the County and Western Council of
Engineers. No provision contained in this Resolution shall be construed
to make a salary step adjustment for an employee mandatory on the County.
16. Other Provisions.
The provisions of Resolution 83/1 and the Memorandum of Understanding
between the County and Western Council of Engineers are applicable except
those provisions which have been modified by this resolution or those
provisions which hereinafter may be modified by other resolutions.
17. Effective March 1, 1990 the Class of Civil Engineer (NKXA) is revised and
retitled to Engineer (NKXB) .
I hereby certify that this is a true and correct copy of
an action teknn and entered on the minutes of the
Board of Supervisors on thedaleshown.
ATTESTED: MAR 2 7 1490
PHIL BATCHELOR,Clerk of the Board
Orig. : of Supervisors and County Administrator
Ely t _U Deputy
90/169
ATTACHMENT B
.`+ .1-054
CIV= RVATfTA` CN I ZS> ;S
AMM,.
The new Civil Engineer Evaluation process is based on three performance levels: Entry,
Journey.and lead. The evaluation forms are used for these levels and for probationary
employees-
For
mployees-For the annual evaluation of employees in the Entry, Journey, and lead levels, use the
appropriate form. and -place a check mark in the box that best describes the performance,
level: of the employee for the task described. The final rating should be representa-
tive of the individual's overall .performance. Supervisor's ccmTents are mandatory.
PROEi�1TION (Entry) :
The process of evaluating the entry level engineer at the end of probation differs
from„the annual evaluation process. The probationary evaluation is an assessment of
how well the engineer is pmaressinct ingaining knowledge and learningthe necessary
job skills; whereas the annual evaluation is an assessment of the engin, r in the
actual rerformance of those required skills.
For each assessment item rate 0, +1, +21 +3 and mark the rating in the blank space
provided under the probation column. Do not use the boxes for the probation rating.
A rating of:
0 = no progress in learning/gaining that particular skill or knowledge.
+1 = Some progress shown.
+2 = Reasonably good press shown.
+3 = very good to excellent progress shown.
The final rating based on the individual ratings represents the number of steep raises,
not° actual pay step. A rating. of +2 means a'2 step pay raise or 5 percent (one step =
2 1/2 percent) . A final rating of 0 indicates failure to pass probation. A final
rating of +1 may indicate failure to pass probation.
PRO=ON (Journey/lead)
The process of evaluating the probationary engineer who began employment at an
advanced level is identical to the annual evaluation. This engineer has prior
experience and the step placement at the time of hire should have reflected the
individual's level of exper-tile.
If the individual does not perform satisfactorily at the assigned level, consideration
should be given to failure of probation, particularly in a specialized position. You
should discuss this situation with your supervisor before making a final decision.
Ms]
CEEvalInst.tl
02/88
1
CRUL EN--A�AMML PERFCRqM2 NO
SAIAIb' RFVMW R:FM
M%Sx IDM - EMU
Eaplayee Name Diplqyee- No.
Evaluator Ap=aisal frim to
C=ent Assig ma t
Jcb Descriptiam:
Place a chs& mans in the bac that best describes the perfccrmce level of the
Dtployee. Place a duck,naris in the N/A boat for these tasks that do rut amly.
Needs
FL-rfcrnarr e Level Prd�cn ImrarovaTert Good Excellent N/A
Patine Factor 1 2 3 4 5 6 7 8
Technicial. 5d_ls
1. Prepares or _ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑
calculatias, stu3ies, aras�rirr�
and crzrzpts aytal i3y,
hydrmAdcs, road design, right
of Way allgrm2nt, staactral
analysis arra mics)
2. Prepares or reviE�z project
plans, specific at-irr-s, arsi ocst ___ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑
estimates for rrn-c=plex
projects.
3. Performs the dxties of Pasident = ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑
Ergirieer cn call castnrtim
projects or as assistant to a
PesidEnt DTgi .
Jcb Effective-Ess
1. Phi imneffectiveodi e tim arra _ ❑ ❑ ❑ ❑ ❑ ❑ ❑ 110
follow up.
2 organizes and distributes — ❑ El ❑ ❑ ❑ ❑ ❑ 11 ❑
prqDer amxait of time aural
cities, analyzes problems
ao=rdirg to ttY'ir relative
mince, & mets deadline;.
Needs
IaTrvEr=t Good fcel]c:it N/A
Jcb Effectiveness Prdpatim 1 2 3 4 5 6 7 8
3 P=Aaces aamrate and t=o-#i
wurc tIntt amts the �ted. — ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑
stan3ards.
4. Adjusts to new situations cr to E] E] ❑ ❑ E] E] E] ❑ E]in dam dizectidmrrcn oi° —
procedures-
5. AaDq3ts ser isim positively _ 1 El Ela ❑ El El EJ ❑
ard.effecty.
6. UrIerstarr-s and _ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑
mmerall divisim c7bjectives,
prcgrms ani e�� ctlwxs
to do the sake.
Jtrit
1. rarr nitrates c== saw and — El El El ❑ E] ❑ El El El
part ��t fact= in
dwelcping sand sohrticns arri
2. Takes stressful
�tr�atims ani- _ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑
perforas ve1l u-6= Mme.
3. Fcresrec ^- � of _ EJ El 11 0, 'El El Elor actiais.
C mumdcaticrs
1. _ et�is w `wand _ ❑ ❑ ❑ ❑ 0000 ❑
senitive to their viaws.
2. �� in a variety na cf _ ❑ ❑ o ❑ ❑ ❑ ao ❑
settings, ;�.,�
ti� arri teieda-)e Cr fi L-Id
mss.
3. Prepn-esc=Lete writ az�ci.� and — ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑
a�ntete ti2it..en aiaauiic.a-
tiLr�.
Firm Pating
s.
f
u
S-=e*v=ls Q ts: Include (a) facts and spedfiperfammme infcnT ticn, (b)
achieve�rts, (c) naDcr arri � of erplayee, and (d) * "s.
to maintain or improve etplcyee-s perfammMe irr-ludirg any training
meds.
Z-o- ,�,� eiglayee has revis,Ed and received a copy of the above Pe-f'cameme
EValLatim fano, disamsed the evaluation with the evaluator and realizes that he or
she hes the right to s.�nit to Aftm is-tzative Services a written stag of
e meptirn, if any to this esraluaticn.
Doltatar Sigatire
Eaployee Sic bz
Late
R7aluator: M)e ampletei evaluation form is crnfit3erNal . Please do mt. discuss the
c x±a7ts of this form with anyan caps t3an th✓ euglcyee and the Perfc¢ =e
aalLaticn S=eausg C=mittee. Rama the am-plete3 fcmn directly to Pruniniative
Services in a sealed envelcpe.
Ca= SFR F.yAD=CN I2a'IF CNS
ANNUAL:
The new, civil Engineer Evaluation process is based on three performance levels: Entry,
Journex,and Lead. The evaluation forms are used for these levels and for probationary
employees-
For the annual evaluation of employees in the Entry, Journey, and lead levels, use the
appropriate form-and place a check mark in the box that best describes the performance
level of the employee for the task described. The final rating should be representa-
tive of the individual's overall performance. Supervisor's comments are mandatory.
PROBATION (Entry)
The process of evaluating the entry level engineer at the end of probation differs
from the annual evaluation process. The probationary evaluation is an assessment of
how well the emineer is Progress irxr in gaining knowledge and learning the necessary
job skills; whereas the annual evaluation is an assessment of the engineer in the
actual performance of those required skills.
For each assessment item rate 0, +11 +21 +3 and mark the rating in the blank space
provided under the probation column. Do not use the boxes for the probation rating.
A rating of:
0 = no progress in learning/gaming that particular skill or knowledge.
+1 = Same progress shown.
+2 = Reasonably good progress shown-
+3 = Very good to excellent progress shorn.
The final rating based on the individual ratings represents the number of step raises,
not actual pay step. A rating of +2 moans a 2 step pay raise or 5 percent (one step =
2 1/2 percesit) . A final rating of 0 indicates failure to pass probation. A final
rating of +i may indicate failure to pass probation.
PROaATT (Journey/IP-ad)
The process of evaluating the probationary engineer who began employment at an
advanced level is identical to the annual evaluation. Zhis engineer has prior
experience and the step placement at the time of hire should have reflected the
individual's level of expertise.
If the individual does not perform satisfactorily at the assigned level, consideration
should be given to failure of probation, particularly in a specialized position. You
should discuss this situation with your supervisor before making a final decision.
HID:sj
CEEvallnst.tl
02/88
j 1
CIVIL Eta AMIRL PERECRINM RM
&U-ARK T EVIEW EUM
MkSK IEVEI, - janEy
BTpiqMe Nam Eunlayee No.
EValuator Ap=aisal from to
C=erTt Assignait
Job Description:
Place a ciectc marc in the box that best des l the 1ce1 of the
Elrplq?,z_e. Place a check Baric in the N/A box far those tasis that do rot apply.
Needs
Perfcnrarro Tgyel TurrcveTE tt Good D hent N/A
gating Factor 5 6 7 8 9 10 ll 12 13 14 15
Tommi ni�tratlye
1• Mativates, sAperts and trains other staff to gm e-ffcats 1111 ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑
and iq=u.,e i w=k aEtbods.
2. aZ divas=' ab esti
e ❑❑ ❑ ❑ ❑ 1111 ❑ ❑ ❑ ❑ ❑
pngram and errnuragesicthers
to do the sats e.
Tedutical 5ki11s
1 Prepares or revi£ivs ervirJ9Sr=q
calail.atic is, stLdies, dr-aaings ❑❑ ❑ El EI EJ ❑ ❑ El El ❑ ED
and c=rnpts• (hTY�Cgy,
hydra„1;rte, toad design, rigitt
of way aligmeit, stnzdural
aralysis and e=nnics)
2. Pres o>^ teviEs project ❑❑ ❑ ❑ El EJ ❑ El El El El ❑
plans, �j ficaticr�, arrl oast
estimates.
i
Needs
Gccd E=a1lEnt N/A
IIirieerim 5 6 7 8 9 10 11 12 13 14 15
3 Perfb s the dzties of Pe cert ❑❑ ❑ ❑ ❑ ❑ ❑ ❑ 1111
❑ ❑ ❑
DTjineer - on Mian
projects or as assistant on - -.
f arm c caplex projects.
Jcb Effectiveness
s
1. Aduoe e.s effective results with ❑❑ 1:11:11:1
❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑
a mum= of dire tim aryl
follcw ip.
2. Uses time effectively,
crr�s arra da-�es El El
❑ ❑ El ❑ El El 1:10
❑ El ❑
per aauIlzt of time am�x�
Cities, analyzes prccbleas
aiding to tapir relative
i1ra-trrm, and Deets
deadlines.
3. A•rr3r)x aom=ate and t3 cra ❑❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑
work that mets the opected
star3ards.
4. P13jtn-ts to wa sittaticris or to
d., in pLTX�T'. c3;rFrti rn or ❑❑ El El El ❑ ❑ EJ El El ❑ ❑ +
prccedze5.
5. Accq3ts supervision pitively ❑❑ ❑ ❑ ElCl E] El ❑ El ❑
. and effectively. ;
Jtr3=rEnt
1. Dauxntrates cts= seise arra ❑❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑
ansi c ry pe*tinerit fac-t=s in
deA-2cp rr3 saw solution arxi
. 2. Takes effective actim in ❑❑ ❑ El 1111 ❑ ❑ ❑ ❑ ❑ ❑
stressful sitiatiazs arra
perfbr s X11 tarEr sure- .
3. Ftresees or actions. of ❑❑ ❑ ❑ ❑ ❑ ❑ 11 ❑ ❑ ❑ ❑
f
1
K .
i .
is
Needs
mqmmveDmt Gor_d E= l Ent N/A
5 6 7 8 9 10 11 12 13 14 15
1. Mai_nt-a;,x c=staxtive Tela- ❑❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑
t•irrt� with yrs and is
sensitise to viaas of others.
2. Clan micates effe=tivaly with ❑❑ 1:1110
❑ ❑ 1:1 El El ❑ ❑ 1:1 El-- the pjh in a variety of
sett;, ircluiing Fs�
tiazs and teles or field
antacts.
3. p tis clear, osrise and
ocm ❑❑ ❑ E] 1111 El El El ❑ ❑ ❑
�}alete written cYm„r",;-
catiais.
Fiml Izatirg
ID:sj
CEPeflbsk
7/30/87
A
i
Slrnrvi =11S Q.mnerIts: Lnc] (a) facts and gi£ic perfrr once infnrnat;cn, (b)
acdlievenarts, (c) mnjcr . and kaakns� of arplc e, arra (d) s 'vi 's
reca 7 n:ht ums to IIsinta;n cr Iq=o a cg2pee�S perfolmrre mvludin3 ally traunng
3neec .
a
The tuTIEssigOed slplq?ee bass rerie+ed and lived a czpy cf the above Ferfrirnanx
Evaluatim farm, diso2ssed the evaluaticn with the evaluator arra relims that h° cr
she has the .right to suit to Adm;n;st mt•ive Services a written statEmmt of
oogkimf if arty to this evalmtim.
Braluat or Sim Elplqyee Side
Date
D.alt$tor: T-a ccanlete d waluati n form is catad it•;al . Please cb mt discs the
ccr terits cf this form with arra otYsr than the elplCYee and the Perfcrrance
Evaluatim Scremind O=itte°. Rahe the oolpleted farm directly to P hhai.strative
Service in a sealed errvelcoe.
crvlz, ENt� MIM FEFTUINME AM
MA RE71EW FCEM
TASK IFva, -.MD
Plrnloyene Name Rgiloyee No.
Evalretcr Agzzaisal from to
CLrzrent Assiut -
Jcb Description:
Plzcie a dirk nam in the box that best des=} es the perfb=a-ja- level of the
R�aloyee. Place a check:mark in the N/A box for thcse tasks that cb nct apply.
Nees
FerfcnTerre Level 1moroVenalt Go:Dd EBMUE-rt N/A
Ratirrr Fad= 13 14 15 16 17 18 19
P 4nistratiaz
1. ]Effectively rnates the Tdc of others. ❑ El 1-1 El El ❑ 11 EJ
2. Dele;;a� duties ani i-
bilities to staff, providi.rx3 ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑
thcrou� r and clear instru--
tirrs, and follcws as
rrn i ate.
traim
3. etY�r staff tstzo qjr r�efforts ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑
arra irprmed work reUrds.
4. ild ani suits
vEl 11 El ❑ ❑ El El Elela]-1 J. divis �
irn cbjectiv ,
programs. ani e cam:-� ethers
to cb the saw.
Technical Gkills
1. Prepxizes or revizz c=ple+c
e rju)ee g calculatiar. and ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑
desigr-z,
irpl s pro� and
sesvvitas.
N�
lq=acxrt Gcod Doelle t. N/A
F}ni nater i r rr 13 14 15 16 17 18 19
2 Prepares or rerimrs plans, spec i f ��and ❑ ❑ ❑ect El ❑ El El ❑
3., Ferfams the dities of Fes?�t
�i�s cn large e �tia, El El ❑ El ❑ 11 El
prcgects or as
RTjireer aver a comber of
projects. –
Jcb EEfective'yss
1. Aduzves effective results with
a mini n n of d rectim and ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑
follow w.
2. Lbes ties effectively.
organizes and distxi� ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑
prqmx amort of time a mng
drtiEs, analyzes
aamrding to their zelatiNe
inpa t-anze, arra meets
desires.
3. R-cdwcrk that
the ❑ ❑ ❑ ❑ ❑ ❑ ❑ ❑
s��,s.
4. A=Epts sq:ezvisicn Fxsitavely El El ❑ El El El ❑ Eland effectively. ;
5. Adjusts
in �a,dtir ct m to ❑ ..❑ ❑ ❑ ❑ ❑ ❑ ❑
changes r3irr-�rf-;rn �
pIccedI1'g.
Judmra-t
1. Danonstsates ca= same arri El ❑ 11 EJ ❑ El at11 ❑� e
in
deve1cpirg scLrd s llitirnS and
Ttkes
a stressful effective t>.ati.as arra El El ❑ El El ❑ ❑ El
perfaacs well un5er pans .
3. Fcresa src e— c oas of 1:1 ❑ El ❑ ❑ ❑ ❑ ❑
reo
or actions..
Goad Fel Ent- N/A
—..._._—_ 13 14 15 16 17 18 19
1. Mint ai,x arsttixtive xela- ❑ El El ❑ F1 1:1 1:1 ❑
timsh'rr�. with �aers arra is
sensitive to their visas.
2. C--unzdates effe#�ty th - ❑ ❑ El EJ ❑ 1:1 El 1-1
tin ablin in a iicluding presffta-
ticm and telgdxm cr fi el d
ar�tacts.
3. Prqmres clear, crnci arra
cEl El ❑ El 11 1:1 El 1:1• • �lete �ittai �nira-'
ticr s.
Final Rating
1m:sj
CEFtn�
7/30/87
Siperv1s='s QHS: Tmbi5a- (a) facts and spec: c perfc a-m- inf=ntic n, (b)
adiio�, (c) tajor StrEr s .arra wadkns es cf eTlcyee, and (d) supwrls='s
__. __ ---------- -- ..to raintain Cr g 's Serfulux aM tLalriuY3
res.
The urr3e,-mcoed etplayee has review arra remivei a apy of the ab ve Pexfd=erre
Bral atim fcmm, disn3sse9 the etraluatia7 With the evaluator ani real izs that he- c
she has the riot to sirimit to Adnuustrative Services a written statemait of
- exDq::tim, if any to this evaltatim.
Evaluatcrr_Side Fhplcyee SigBti2
Date
Fyaluat= �e cmpleed evaluabm farm is oxf;r7a,t;a1. Please do not di-,< s thp-
c=±Ents cf this form with anyrne cther than the eiplvyea and the Perf=orce
D.,aluatim Sc remirrj Q m ittee. Lute the ompleted farm directly to Aadnistrative
.' Services in a sealed envelge.
May 1982
Contra Costa County Revised: February 1990
ENGINEER
(Deep Class)
SCOPE AND DEFINITION:
This specification defines and describes the full range of
professional engineering tasks included within the described levels of
performance the deep class of engineer. Assignments within the class vary in
degree of complexity, responsibility, di-scretion and independence of action
required.
LEVELS AND DESCRIPTIONS:
Each level in this extended-range class differs in the difficulty and
complexity of the engineering activities assigned, the degree of supervision
necessary, the degree of independent action and judgment, and the amount of
prior experience associated with the satisfactory performance of engineering
assignments.
ENTRY LEVEL ENGINEER: Personnel performing entry level assignments
within the Engineer classification prepare and review simple engineering
projects and calculations including basic project plans and specifications,
basic correspondence and computer data in Design, Land Development (Engineering
Services (in Public Works) and Community Development) and/or Engineering
Planning (Flood Control and Roads). Entry level engineers might also perform as
an Assistant Resident Engineer, working directly with the Resident Engineer on a
large construction project or as the Resident Engineer on a small project.
JOURNEY LEVEL ENGINEER: Personnel performing journey level
assignments within the Engineer classification prepare and review medium to
complex engineering projects and calculations, correspondence and computer data
with a minimum of supervision. Included within the duties of a journey level
engineer are the preparation of plans, specifications, and cost estimates for a
variety of medium to complex projects and coordination of major utility
relocations, right of way acquisitions and on site field investigations.
Journey level engineers also coordinate the work of technicians and consultants
and perform as Resident Engineers on construction projects. Journey level
engineers have a broad range of exposure to the public and are often called upon
to present engineering information in public meetings and Board presentations.
Any ' or all of these duties might be performed in Design, Construction,
Maintenance, Land Development or Engineering Planning.
LEAD LEVEL ENGINEER: Personnel performing lead level assignments
within the Engineering classification prepare and review complex engineering
projects and calculations, plans, specifications, correspondence, and computer
data. Lead Engineers also " train and direct technicians and other engineers.
Lead': engineers are responsible for the work of those engineers and technicians
whom' they direct in that they coordinate the distribution of work, schedules,
and budgets with the Senior Engineer.
90/169
TYPICAL TASKS:
The tasks described for each level in this class are neither inclusive
nor exclusive but are indicative of the type of duties performed at each level .
ENTRY LEVEL ENGINEER: In Design, Construction, Land Development,
and/or Engineering Planning prepares and reviews simple calculations involving
surveying, hydrology, hydraulics, pavement design, traffic, quantities and
estimates; reduces survey and soils data; plots topo and cross sections;
prepares engineering drawings and sketches; prepares simple plans and
specifications; collects and reduces data; inputs and processes computer data;
prepares minor correspondence; prepares drawings and background information for
meetings and presentations; as Assistant Resident Engineer or Resident Engineer
(RE) , monitors contract work for conformance to plans and specifications;
prepares pay estimates and contract change orders; coordinates surveys and
Materials & Testing (M&T) activities; completes RE's daily dairy, daily record
of labor and materials, and weekly Statement of Working Days.
JOURNEY LEVEL ENGINEER: In Design, Construction, Maintenance, Land
Development, and/or Engineering Planning, prepares and reviews medium to complex
engineering projects and calculations involving pavement design, traffic,
hydrology, hydraulics, structures, and sewers; prepares project plans,
specifications and estimates and all of the Board documents necessary to
advertise a construction project; acts as resident engineer on construction
projects; reviews improvement plans and bond estimates; performs field
inspections of engineering problems relating to land development; prepares
engineering studies on a wide range of engineering projects including
transportation, drainage, sewer and solid waste; 'prepares correspondence
reports, and agenda items of a medium to complex nature; deals frequently with
consultants, other agencies and the public and is often called upon to present
engineering information in public meetings and Board presentations; prepares
drawings and supporting information for meetings and presentations; makes
recommendations and significant decisions on complex .engineering problems;
provides some direction to Technicians and Entry Level Engineers.
LEAD LEVEL ENGINEER: In Design, Construction, Maintenance, Land
Development, and/or Engineering Planning prepares and reviews complex
engineering calculations involving pavement design, hydraulics, hydrology,
traffic and structures; prepares and reviews project plans, specifications and
estimates; acts as resident or super resident engineer over a group of
construction projects; performs field inspections to resolve complex engineering
problems relating to proposed or approved plans or to develop conditions of
approval for proposed development; trains technicians and other engineers;
prepares and reviews correspondence, reports and agenda items of a complex
nature; deals extensively with the public including making presentations at
public meetings; accepts professional responsibility for the signing of plans,
calculations and other contract documents. Performs as lead engineer for
Engineering Technicians and Engineers.
MINIMUM QUALIFICATIONS:
ALL LEVELS: Valid California Motor Vehicle Operator's License.
ALL LEVELS: Either (1) possession of a baccalaureate degree from an
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accredited college or university with a major in Civil Engineering; or (2)
possession of an Engineer-in-Training Certificate.
ENTRY` LEVEL'ENGINEER: No experience required.
JOURNEY LEVEL ENGINEER: One year of professional Civil Engineering
experience.
LEAD LEVEL ENGINEER: Possession of a valid certificate of
registration as a Civil Engineer issued by the California State Board of
Registration for Civil Engineers, three years of professional Civil Engineering
experience and assignment by the Public Works Director or appropriate designee
into a Lead Engineer assignment as herein described.
KNOWLEDGE AND ABILITIES:
ENTRY LEVEL ENGINEER: Basic knowledge of civil engineering including
design of public works projects, hydraulics, and strength of materials;
knowledge of construction inspection methods as they apply to public works
projects; ability to solve engineering and surveying problems, ability to deal
tactfully and courteously with peers, supervisors and the public. .
JOURNEY LEVEL ENGINEER: Good knowledge of the principles and
practices of civil engineering; good knowledge of engineering mathematics,
stress analysis and graphic statics; working knowledge of an ability to perform
highway and structural design; working knowledge of construction and inspection
methods as they apply to roads and road structures; good knowledge of the
strength, properties and uses of engineering construction materials and testing
methods; knowledge of real property description practices and terminology;
knowledge of road and drainage structure design; ability to act, as required, in
a semi-lead capacity; ability to resolve complex problems involving peers,
supervisor and/or public contacts; ability to effectively work as a resident
engineer on medium to large projects or handle a multitude of projects
concurrently, often under short time constraints and with changing design
objectives; ability to prepare and deliver. clear and concise oral and written
engineering reports.
LEAD LEVEL ENGINEER: Thorough knowledge of the principles and
practices of civil engineering; thorough knowledge of engineering mathematics,
stress analysis and graphic statics; thorough knowledge of the strength,
properties and uses of engineering construction material and testing methods;
thorough knowledge of road and drainage structure designs; ability to direct the
work of subordinate engineers and technicians; ability to motivate subordinates
to meet priorities and schedules; must handle a multitude of projects
concurrently, often under short time constraints and with changing design
objectives; ability to work cooperatively with peers, subordinates and
supervisors; ability to prepare clear and concise reports and summaries from
technical information into lay terms; ability to make presentations before
public groups and convey objectives and purpose in lay terms.
Class Code: NKXA