HomeMy WebLinkAboutMINUTES - 03062007 - C.44 TO: BOARD OF SUPERVISORS ` -'�,• Contra
FROM: LORI GENTLES, Assistant County Administrator- 21 _- ;;,:_,;: - =;� Costa
Resources
ST'9 COUK�
DATE: February 27, 2007 County
SUBJECT: Resolution NO. 2007/ �S — Public Works C, "1
SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION
RECOMMENDATION:
Adopt Resolution Number 2007/j.�ZAMMENDING Resolution 91/648 regarding.the Deep
Class Resolution of Engineering Technician (Represented).
FISCAL IMPACT:
The annual cost associated with this action is $159,200 and will be recovered by charges to
various funding sources including Flood Control and Road and Land Development. No general
fund monies are associated with this action.
BACKGROUND:
In August of 2006, the County reached an agreement with Labor Union AFSCME, Local 512 to
prepare a new Deep Class Resolution for the Engineering Technician classification. This
resolution reallocates the class's salary to make it competitive in the market and provides a-
transition plan for employees hired prior to effective date. The effective date of this Resolution
shall be effective retroactive January 1, 2007.
CONSEQUENCE OF NEGATIVE ACTION:
Failure to adopt this resolution will result in the improper compensation for the deep class of
Engineering Technician.
CONTINUED ON ATTACHMENT: YES SIGNATURE:
RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE
APPROVE OTHER
SIGNATURE(S):
ACTION OF BOARD ON APPROVE AS RECOMMENDED OTHER
VOTE OF SUPERVISORS
I HEREBY CERTIFY THAT THIS IS A TRUE
— NANIMOUS (ABSENT ) AND CORRECT COPY OF AN ACTION TAKEN
AND ENTERED ON THE MINUTES OF THE BOARD
AYES: NOES: OF SUPERVISORS ON THE DATE SHOWN.
ABSENT: ABSTAIN: �Q�
ATTESTED
JOHN CULLEN,CLERK OF THE BO RD OF
SUPERVISORS AND COUNTY ADMINISTRATOR
Contact Person:
CC:
BY: ODEPUTY
PtA_ se
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY
Adopted this Order oil March 6, 2007, by the following vote:
AYES: I I V
NOES: �jp h Q
ABSENT: �h
ABSTAIN: Ko
SUBJECT: In the Matter of adoption of a )
Revised Engineering Technician ) RESOLUTION NO. 2007/138
Deep Class Resolution )
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, and
IT IS BY THE BOARD RESOLVED that effective retroactive to January 1,
2007, preceding resolution 91/648 governing this class is rescinded and superseded by
the compensation provisions and terms of and conditions of employment contained
herein.
1. Salary Range: The compensation for this deep class shall be set by the Board
of Supervisors and is subject to review and change pursuant 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.
Increments between steps are 2-1/2%. Standard Performance (Merit) and
Outstanding Performance salary steps are illustrated below. The Outstanding
Performance Salary step is awarded as provided in Section l 1 of this resolution.
Step Amount Levels
9 $6125 Senior Outstanding Performance Step(9)
8 5975
7 5830
6 5688 Senior
5 5549 Merit Steps(1-8)
4 5413
3 5281
2 5153
1 5027
---- ------ ----------------------------------
8 5030 Outstanding Performance Step(8)
7 4907
6 4787
5 4671 Journey
4 4557 Merit Steps(1-7)
3 4445
2 4337
1 4231
----- ------ ------------------------------------------------------------
8 4234 Outstanding Performance Step(8)
7 4130
6 4030
53931
4 3835 Entry Standard
3 3742 Merit Steps(1-7)
2 3651
l 3562
1
r '
Entry Level- Step 1 is the minimum and step 7 is the maximum base salary for
positions allocated at this level. Step 8 is reserved for outstanding performance pay.
Journey Level- Step 1 is the minimum and step 7 is the maximum base salary for
positions allocated to this level. Step 8 is reserved for outstanding performance.
Senior Level- Step 1 is the minimum and step 8 is the maximum base salary for
positions allocated to this level. Step 9 is reserved for outstanding performance pay.
Salary Transition Plan for employees hired in this deep class prior to January 1, 2007
Employees who are currently in the Engineering Technician Entry and Journey Level
classifications and have been hired prior to January 1, 2007 will have to be
transitioned into the new salary plan. Below is a chart that identifies an employee's
old salary merit step and their new merit step under the new salary plan for this deep
class.
Old Salary Plan Step/$ New Salary Plan Step/$
Entry - Level
1 $3,070 1 $3,562
2 $3,1.47 1 $3,562
3 $3,225 2 $3,651
4 $3,306 3 $3,742
5 $3,389 3 $35742
6 $3,473 4 $3,835
7 $3,560 5 $3,931
8 $3,649 6 $4,030
9 $3,741 6 $4,030
10 $3,834 7 $4,130
11 $3,930 8 $4,234
12 $4,028 8 $4,234
13 $4,129 8 $4,234
14 $4,232 8 $4,234
Journey - Level
1 $4,231 3 $4,445
2 $4,337 4 $4,557
3 $4,445 4 $4,557
4 $4,557 5 $4,671
5 $4,671 6 $49787
6 $4,787 7 $4,907
7 $4,907 8 $5,030
2. Definition of Terms:
a. Reassi nment means the movement of an employee from one work level to
another work level within the Engineering technician deep class in a single
department or from one position to another position in a single department
within the Engineering Technician deep class, regardless of level.
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.
2
3. Initial Appointment: For the purposes of initial appointment, the appointing
authority may appoint an Engineering Technician at any base salary step of
the responsibility level to which the position is assigned. 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 8.
4. Anniversary Dates: 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. All
persons re-employed into this deep class shall have their anniversary date set
as 1/1 of the following year upon their appointment.
5. 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.
6. Reassignment Within Class:
a. Movement from a salary step in the Entry Level of this deep class to a salary
step in the .tourney Level may occur at any time 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 5 and meets all minimum requirements for the
higher level. Re-designations to the Journey Level will be at step I except
when a minimum increase of at least two 2-1/2% steps (5%) must occur.
Reassigmnent 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. Re-designation to the Senior Level will
be at step 1 except when a minimum increase of at least two 2-1/2% steps
(5%) must occur.
b. Designation of an 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) inonths at the higher level assignment shall be placed at the salary
step ol'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 in the manner provided for in Section 905
(Rejection During Probation) 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 11 (Seniority, Workforce
Reduction Layoff and Reassignment) or Section 25 (Dismissal, Suspension or
Demotion) of the current M.OU between the County and Local 512 atter
having been at the higher assignment level for over six (6) months shall have
3
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 reassignments 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.
7. Reclassification of Positions: The salary of an employee whose position is
reclassified from any other class to this deep class shall be established in
accordance with Section 3 (Initial Appointment). The salary of an employee
whose position is reclassified from Engineering Technician to another
classification shall be governed by ordinances and/or resolutions governing
the classification to which the employee is reclassified.
8. 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 employees 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
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 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 3 provided that the employee being transferred may
not be appointed at a salary step in this deep class which exceeds 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 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% of the top step of the class being transferred to as provided in the
Personnel Management Regulations, unless these provision 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
according to the ordinances or resolutions applicable to the class to which the
en-iployee is transferring.
9. 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 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.
4
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 form Engineering Technician will be set according to the
ordinances or resolutions applicable to the class to which the employee is
promoting.
10. 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 of this deep class.
Salary 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 all 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 form 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.
11. Standard and Outstanding Performance Salary Review and Advancement
a. Effective 1/1/86 all permanent Entry, Journey and Senior Level
employees will be subject to evaluation of their work performance as
an Engineering Technician. Effective 1/l/87 these employees shall be
eligible for salary advancement of two 2-1/2% steps for satisfactory
performance and one 2-1/2% step 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 ti)r the higher
level and is being reassigned upward in accordance with Section 6.
b. Probationary employees in this deep class shall be eligible for salary
advancement of two 2 1/2% salary steps (5%) at six months after
appointment and are subject thereafter to annual review on the class
wide permanent anniversary date of 1/1.
c. Effective 12/31/86 and on that date annually thereafter, all Engineering
Technician employees at outstanding performance step shall revert to
the top merit step of their class level unless a continuing outstanding
performance evaluation is awarded.
d. 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 a reduction in salary as provided in the Salary
5
Regulations. An employee who receives an overall rating of below
standard may be re-evaluated at any time during the subsequent 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.
e. Work performance evaluations of all Engineering Technicians
described in this section will utilize the rating criteria and numerical
scales contained in the Engineering Technician Employee Evaluation
form attached as Attachment B.
12. Classification Documentation: Movement of positions between any of the
Levels will be by reassignment documentation subject to approval of the
Human Resources Department.
13. Seniority and Anniversary Dates:
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 purposed 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 licensed, experiences or skills.
15. 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.
CEI
I certify that this is a full tru and cor icct�coop yo� f®eeoori?glnal document which
is on file in my office. ATTEST, JOHN CULLEN, CfA of the oard of
Supe isors and County Administ for byDeput Clerk.
on -
6
THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY
Adopted this Order 011 . 6,2007, by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
SUBJECT: In the Matter of adoption of a )
Rev' ed Engineering Technician ) RESOLUTION NO. 2007/r
Dee ass Resolution
WHEREAS, the oard of Supervisors has enacted Resolution 83/1, as amended,
hereinafter referred to as th Salary Regulations, and Section 20 of that resolution relates
to the compensation and terms • nd conditions of employment for deep classes, and
IT IS BY THE BOARD RE LVED that effective retroactive to January, 1,
2007, preceding resolution 91/648 gov ring this class is rescinded and superseded by
the compensation provisions and terms o- nd conditions of employment coptained
herein.
1. Salary Rangy The compensation for is deep class shall be set by the Board
of Supervisors and is subject to review at change pursuant to meet and
confer discussions with the bargaining ager
The responsibility level designations refer to the cla ific tion specification which
defines the duties and responsibilities of the class and e levels therein.
Increments between steps are 2-1/2%. Standard Perf�-t ance (Merit) and
Outstanding Performance salary steps are ill ustrated/belxl he Outstanding
Performance Salary step is awarded as provided in/Section 11 of.,this resolution.
Sten 5975
9 5830 Senio
8 5688 Mer' Steps(1-8)
7 5549
6 5413
5 5281
4 5153
3 5027 ----------------------------------
2 ------ Outstanding Performance Step(8)
1 5030
---- 4907
8 4787 Journey
7 4671 Merit Steps(1-7)
6 4557
5 4445
4 433
3 4231 ------------------------------------------------------------
2 --i/-- Outstanding Performance Step(8)
1 4234
----- 41130
8 4030
7 3931 Entry Standard
6 3835 Merit Steps(1-7)
5 3742
4 3651 >
3 3562 y.
2
Levels
Senior Outstanding
Amount Performance Step(9 �3•..
$6125
l5
Entry Level- Step 1 is the minimum and step 7 is the maximum base salary Ior
positions allocated at this level. Step 8 is reserved for outstanding performance pay.
Journey Level- Step 1 is the minimum and sl ep 7 is the maximum base salary for
positions allocated to this level. Step 8 is reserved for outstanding performance.
Senior Level- Step 1 is the minimum and ste, 8 is the maximum base salary for
positions allocated to this level. Step 9 is re erved for outstanding performance pay.
Salary Transition Plan for employees hired i this deep class prior to January 1 2007
Employees who are currently in the Engine-ring Technician Entry and Journey Level
classifications and have been hired prior to January 1, 2007 will have to be
transitioned into the new salary plan. Below is a chart that identifies an employee's
old salary merit step and their new merit step under the new salary plan for this deep
class.
Old Salary Plan Step 1$ New Salary Plan Step/$
Entry - Level
1 $3,070 1 $3,562
2 $35147 1 $3,562
3 $3,225 2 $3,651
4 $3,306 3 $3,742
5 $3,389 3 $35742
6 $3,473 4 $3,835
7 $3,560 5 $3,931
8 $3,649 6 $4.030
9 $3,741 6 $4,030
10 $3,834 7 $4,130
11 $3,930 8 $4,234
12 $4,028 8 $4,234
13 $4,129 8 $4,234
14 $4,232 8 $4,234
Journey - Level
1 $4,231 3 $4,445
2 $4,337 4 $41557
3 $4,445 4 $4,557
4 $4,557 5 $4,671
5 $4,671 6 $4,787
6 $4,787 7 $4,907
7 $4,907 8 $5,030
2. Definition of Terms:
a. Reassignment means the movement of an employee from one work level to
another work level within the Engineering technician deep class in a single
department or from one position to another position in a single department
within the Engineering Technician deep class, regardless of level.
b. Y-Rate means the withholding ole 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.
2
3. Initial Appointment: For the purposes of initial appointment, the appointing
authority may appoint an Engineering Technician at any base salary step of
the responsibility level to which the position is assigned. 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 8.
4. Anniversary Dates: 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. All
persons re-employed into this deep class shall have their anniversary date set
as 1/1 of the following year upon their appointment.
5. 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.
6. Reassignment Within Class:
a. Movement from a salary step in the Entry bevel of this deep class to a salary
step in the Journey Level may occur at any time 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 5 and meets all minimum requirements for the
higher level. Re-designations to the Journey Level will be at step 1 except
when a minimum increase of at least two 2-1/2% steps (5%) must occur.
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. Re-designation to the Senior Level will
be at step 1 except when a minimum increase of at least two 2-1/2% steps
(5%) must occur.
b. Designation of an 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 l:or.the grounds stated in the manner provided for in Section 905
(Rejection During Probation) 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 11 (Seniority, Workforce
Reduction I.,ayoff and Reassignment) or Section 25 (Dismissal, Suspension or
Demotion) of the current MOU between the County and Local 512 atter
having been at the higher assignment level for over six (6) months shall have
3 rico , �
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 reassignments 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.
7. Reclassification of Positions: The salary of an employee whose position is
reclassified from any other class to this deep class shall be established in
accordance with Section 3 (Initial Appointment). The salary of an employee
whose position is reclassified from Engineering Technician to another
classification shall be governed by ordinances and/or resolutions governing
the classification to which the employee is reclassified.
8. 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 employees 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
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 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 3 provided that the employee being transferred may
not be appointed at a salary step in this deep class which exceeds 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 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% of the top step of the class being transferred to as provided in the
Personnel Management Regulations, unless these provision 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
according to the ordinances or resolutions applicable to the class to which the
employee is transferring.
9. 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 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.
4 )-Ooh 113 r
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 term Engineering Technician will be set according to the
ordinances or resolutions applicable to the class to which the employee is
promoting.
10. 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 of this deep class.
Salary 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 form 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.
11. Standard and Outstanding Performance Salary Review and Advancement
a. Effective 1/1/86 all permanent Entry, Journey and Senior Level
employees 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 2-1/2% steps for satisfactory
performance and one 2-1/2% step 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 6.
b. Probationary employees in this deep class shall be eligible for salary
advancement of two 2 1/2% salary steps (5%) at six months after
appointment and are subject thereafter to annual review on the class
wide permanent anniversary date of 1/1.
c. Effective 12/31/86 and on that date annually thereafter, all Engineering
Technician employees at outstanding performance step shall revert to
the top merit step of their class level unless a continuing outstanding
performance evaluation is awarded.
d. The Department I-Iead or designee will conduct performance
evaluations annually prior to the employee's anniversary date. The
performance evaluation will be based oil performance of assigned
1.unctions 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 a reduction in salary as provided in the Salary
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Regulations. An employee who receives an overall rating of below
standard may be re-evaluated at any time during the subsequent 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.Ilead shall be final.
e. Work performance evaluations of all Engineering Technicians
described in this section will utilize the rating criteria and numerical
scales contained in the Engineering Technician Employee Evaluation
form attached as Attachment B.
12. Classification Documentation: Movement of positions between any of the
Levels will be by reassignment documentation subject to approval of the
Human Resources Department.
13. Seniority.and Anniversary Dates:
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 purposed 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 licensed, experiences or skills.
15. 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.
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