HomeMy WebLinkAboutMINUTES - 04021991 - 1.29 A _()`40
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA
Adopted this Order on April 2, 1991 by the following vote:
AYES: Supervisors Fanden, Schroder, McPeak, Torlakson, Powers
NOES: None
ABSENT: None
ABSTAIN: None
In the Matter of Revising the Deep )
Classes of Deputy County Administrator, ) Resolution No. 91/ 195
Management Analyst III and Management )
Analyst II . )
On March 31, 1987, the Board adopted Resolution 87/180 which defined terms and
conditions of employment in the extended range classes of Deputy County
Administrator (ADDG) , Management Analyst III (ADTD) and Management Analyst II
(APTE) and;
The Director of Personnel has recommended that additional provisions be adopted
to allow greater flexibility for transfer in and out of these classes without
adverse effect on employee salary levels and that other minor text updates be
included;
NOW THEREFORE, THE CONTRA COSTA COUNTY BOARD OF SUPERVISORS RESOLVES that
effective March 31, 1991, Resolution 87/180 is rescinded and the following
provisions are applicable to the subject deep classes:
1. Salary Ranges. Compensation for these classes shall be set by the Board
of Supervisor's and reviewed periodically with other Management and
Unrepresented classes. Salary ranges for both Management Analyst II/III
and Deputy County Administrator shall contain eleven (11) steps of 2.5%
each. Steps 10 and 11 are reserved for outstanding performance only.
2. Appointment. The appointing authority may make an initial appointment at
any satisfactory pay step 1 - 9. Initial appointment above step 1 shall
be in consideration of qualifications for the person appointed and the
nature and complexity of the work to be performed.
3. Transfers: A transfer from another class by an employee with permanent
status to these deep classes may be accomplished if both the top and
bottom steps of the employee's current class are totally within the
perimeters of the 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 (including performance steps) is within 5% of the top step of these
deep classes 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 2, 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 these deep classes 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 deep class salary
range, or if the deep class is totally within the perimeters of the salary
range for the class being transferred to, or if the top step of the deep
class is within 5% at the top step of the class being transferred 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.
RESOLUTION NO. 91/195
i
Salary upon transfer to another class from this deep class shall be set
according to the ordinances or resolutions applicable to the class to
which the employee is transferring.
4. Merit Salary Review: Annually, on the employee's anniversary date, the
appointing authority may, based upon an evaluation of work performance,
award two 2.5% steps (total 5%) for satisfactory performance and may also
award either one additional step of 2.5% (total 7.5%) or two additional
2.5% steps (total 10%) for outstanding performance. If an employee has
received an outstanding pay step of 2.5% on his/her anniversary date, the
appointing authority may, based upon an evaluation of work performance,
award an additional 2.5% outstanding pay step effective 6 months from the
anniversary date. In no instance however, shall an employee be awarded
more than two 2.5% outstanding performance steps during a single
anniversary year. All outstanding performance steps in effect at an
anniversary date are subject to evaluation by the appointing authority and
must be affirmatively recommended by the appointing authority to continue
or be increased. In instances where one or two 2.5% outstanding pay steps
are in effect when the employee's annual anniversary review is due, the
appointing authority may utilize the outstanding pay step(s) then in
effect as the base from which any additional satisfactory or outstanding
increments are calculated. No salary step beyond step 9 may be awarded
for satisfactory performance. Steps 10 and 11 are reserved exclusively
for above average or outstanding performance pay. No provision of this
section shall allow salary step placement beyond the uppermost step of the
salary schedule/level to to which the class is allocated.
5. Anniversary Dates. Anniversary dates for persons appointed to the
extended range classes of Deputy County Administrator, Management Analyst
III or Management Analyst II shall be set in accordance with Section 3.1
(b.2) of the County Salary Regulations.
6. Other Provisions. Except as may be changed or modified by resolution
hereafter, all provisions of the Salary Regulations are applicable to
these extended range 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 0ttedate sha21%1
*
ATTESTED: TJ!
PHIL BATCHELOR,Clerk of the Board
of Supervisors and County Administrator
r0 Deputy
RESOLUTION NO. 91/195
cc: Scott Tandy, Chief Assistant .County Administrator
Ken Corcoran, Auditor-Controller
Harry Cisterman, Director of Personnel
Personnel Records