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HomeMy WebLinkAboutMINUTES - 03062007 - C.48 TO: BOARD OF SUPERVISORS % :. Contra = = �< Costa FROM: LORI GENTLES Assistant County Administrator Director o uman Resources �� * '° o� �` County off= March 6, 2007 DATE: \!- r SUBJECT: P300 #20237 and Resolution 2007//4 007/ Auditor-Controller Department SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION RECOMMENDATION: Adopt Position Adjustment Resolution Number 20237 and Resolution 2007//l�j�RETITLING Payroll Systems Accountant I (LWWC)to Payroll Systems Accountant(SATA) [Unrepresented]and RETITLING Payroll Systems Accountant II (LWVC)to Payroll Systems Administrator(SAHM)and adding two(2).2.5% performance steps to the Payroll Systems Administrator classification [Unrepresented], FISCAL.IMPACT: The FY 2006/07 General Fund net cost of approximately $2,500 will be absorbed within the Department's current appropriation level. The impact will result in a reduced fund balance in a like amount. The on-going net cost of approximately $6,000 is a General Fund expense which will be requested as part of the FY 2007/08 budget. BACKGROUND: The Office of the Auditor-Controller is requesting to retitle the Payroll Systems Accountant I to Payroll Systems Accountant and the Payroll Systems Accountant II to Payroll Systems Administrator due to the fact that the majority of the duties performed by the Payroll Systems Accountant II are considered system administration duties versus system accounting duties. CONTINUED ON ATTACHMENT: X YES SIGNATURE: RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD COMMITTEE APPROVE OTHER r SIGNATURE(S): ACTION OF BOA D N 3I �p �� APPROVED AS RECOMMENDED OTHER VOTE OF SUPERVISORS I HEREBY CERTIFY THAT THIS IS A TRUE AND CORRECT COPY OF AN ACTION TAKEN AND ENTERED ON MINUTES OF THE BOARD OF SUPERVISORS ON THE DATE SHOWN. __UNANIMOUS(ABSENT ) AYES: NOES: ABSENT: ABSTAIN: Contact: Elizabeth Verigin,6-2185(Auditor-Controller) Teji O'Malley,5-1723(HR) Cc: Auditor-Controller Department ATTESTED U ►/l d"'_ Human Resources JOHN CULLEN,CLERK O THE BOARD OF SUPERVISORS BY: �� DEPUTY Duties of the Payroll Systems Accountant II that reflect the title change, include acting as primary technical support for the payroll system in the Office of the Auditor-Controller; having overall fiscal and systems related responsibility the payroll system; updating, maintaining, and validating systems applications and other data that affects payroll; implementing complex negotiated labor agreements and tax updates within the payroll system; developing and administering training to.the users of the payroll system; and performing the technical processing of payroll. In addition, the Payroll Systems Administrator will now provide supervision to the incumbents in the Payroll Systems Accountant classification. Additionally, the Office of the Auditor-Controller is requesting to add two 2.5% outstanding performance pay steps to the Payroll Systems Administrator(formerly Payroll Systems Accountant II) classification due to the fact that the Payroll Systems Administrator is considered a top level management class within the Office of the Auditor-Controller. Currently, there are four classifications (including the Payroll Systems Administrator) that are considered top level management classes within the Office of the Auditor-Controller, and three of them (Chief Accountant, Chief Auditor; and Information Systems Auditor) are eligible to receive outstanding performance pay. Adding the performance steps to the Payroll Systems Administrator would ensure that all four top level management classes will be eligible to receive performance pay. This position assumes a high level of responsibility and the consequence of errors while performing the duties assigned to this position have a countywide impact, which is the reason that the other three top level management classes are eligible to receive performance pay. CONSEQUENCE OF NEGATIVE ACTION: If this request is not approved, the Payroll Systems Accountant II classification title will not accurately reflect the duties performed by this position. Additionally, if the pay for performance steps are not approved, the other three top level management classes within the Office of the Auditor-Controller (Chief Accountant, Chief Auditor, and Information Systems Auditor) will be eligible to receive performance pay but the fourth top level management position(Payroll Systems Administrator)will not receive performance pay. [UO( POSITION ADJUSTMENT REQUEST NO. 7 X . DATE e ' `"I Department No./ DepartmeritAuditor-Conti (" � $ Budget Unit No. 0010 Org No.1013 Agency No.-1 T. Action Requested Retitle the class of P• z Systems Accountant I (LWWC)to Payroll Systems Accountant. Retitle the class of Payroll Systems Accountant II to Payroll Systems Administrator.',Add`tWo.perf,& lance steps each @ 2.5% to the class of Payroll Systems Administrator(LWVC). G 7 JAN 17 AN 9: oposed Effective Date: 2/1/2007 f1Pl� Classification Questionnaire attached: Yes ❑ No ® / Cost is within Department's budget: Yes ® No ❑ Total One-Time Costs (non-salary) associated with request: $0.00 Estimated total cost adjustment(salary/benefits/one time): Total annual cost $ 6,782.00 Net County Cost $5,968.00 Total this FY $ 2,825.00 N.C.C. this FY $2,486.00 SOURCE OF FUNDING TO OFFSET ADJUSTMENT Vacancy factor throughout fiscal year. Department must initiate necessary adjustment and submit to CAO. r Use additional sheet for further explanations or comments. for De artme4t ead REVIEWED BY CAO AND RELEASED TO HUMAN RESOURCES DEPARTMENT Deputy County Administrator ate HUMAN RESOURCES DEPARTMENT RECOMMENDATIONS DATE RETITLE Payroll Systems Accountant I (LWWC) to Payroll Systems Accountant (SATC) (Unrepresented) RETITLE Payroll Systems Accountant II (LWVC) to Payroll Systems Administrator (SAHM) and add two 2.5% performance steps (Unrepresented) Amend Resolution 71/17 establishing positions and resolutions allocating classes to the Basic(Exempt salary schedule. Effective: 0 Day following Board Action. ❑ (Date) (for) Director of Human Resources COUNTY ADMINISTRATOR RECOMMENDATION DATE 7/`Z 7/ e' 7 ©—Approve Recommendation of Director of Human Resources ❑ Disapprove Recommendation of Director of Human Resources F-1 Other: C 1t- c_� L�7 (for) County Adminifrator BOARD OF SUPERVISORS ACTAON: John Cullen, Clerk of the Board of Supervisors Adjustment APPROVED _ DISAPPROVED ❑ and County Administrator DATE ✓ `'17 � �`-�'� BY APPROVAL OF TOTS ADJUSTMENT CONSTITUTES A PERSONNEL/ SALARY RESOLUTION AMENDMENT_'` l POSITION ADJUSTMENT ACTION TO BE COMPLETED BY HUMAN RESOURCES DEPARTMENT FOLLOWING BOARD ACTION Adjust class(es)/position(s) as follows: P300(W47)Rev 3115101 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this order on , by the following vote: AYES: NOES: ABSENT:"" ABSTAIN: RESOLUTION No. 2007/ SUBJECT: In the Matter of Implementing a Performance Pay Plan For the Class of Payroll Systems Administrator. THE CONTRA COSTA COUNTY BOARD OF SUPERVISORS in its capacity as governing Board of the County of Contra Costa and all districts of which it is ex-officio governing Board RESOLVES THAT: A. Salary Range: Effective April 1, 2007, the class of Payroll Systems Administrator will be reallocated to the salary schedule to an eleven (11) step salary range having nine (9) merit steps and (2) 2.5% outstanding performance steps. B. Step Placement of Current Incumbent(s): The incumbents in the class shall be placed on the new salary range as follows: Current Salary Range 1385 1787 New Sal ary Range (B82-1755) Step 1 Step 1 Step 2 Step 2 Step 3 Step 4 Step 3 Step 5 Step 6 Step 4 Step 7 Step 8 Step 5 Step 9 Step 10 Step 11 C. Performance Review: The appointing authority may, based upon an annual evaluation of work performance, award up to two (2) 2.5% for outstanding performance and/or the achievement of specific performance-based objectives (hereinafter referred to as outstanding performance) to the classification of Payroll Systems Administrator .(formerly Payroll Systems Accountant II). C. Merit Salary Increment Review - On the employee's anniversary date, the appointing authority may, based upon an evaluation of work performance, award a merit increment of 5% (two 2.5% steps) for satisfactory performance of the employee. The salary advancement shall be granted only on the affirmative action of the appointing authority. The appointing authority may unconditionally deny a salary increment advancement or may deny the step subject to review at a specified date before the next anniversary date. D. Performance Pay: In addition to merit increments, on the employee's annual evaluation date (set by the appointing authority), the appointing authority may award either one (1) 2.5% step increment or two (2) 2.5% step increments, as appropriate, for outstanding performance by the employee. If. an employee does not receive the maximum outstanding performance pay on his/her annual evaluation date, an extra salary review date may be set by the appointing authority for six (6) months after the employee's annual evaluation date. This date may be set by the appointing authority upon return of the Salary Review Report to the Director of Human Resources or at another time prior to the extra review date six (6) months.after the employee's annual evaluation date. If the employee received one outstanding pay step of 2.5% on his/her annual evaluation date, the appointing authority may, based upon an evaluation of work performance, award an additional 2.5% outstanding performance pay step effective six (6) months after the employee's annual evaluation date (on the first of the month). If an employee was awarded no outstanding performance steps on his/her annual evaluation date, the appointing authority may, based upon an evaluation of work performance, award one (1) or two (2) outstanding pay step(s) effective six (6) months after the annual evaluation date on the first of the month. In no instance, however, shall an employee be awarded more than two (2) 2.5% outstanding performance pay steps between annual evaluation dates. At the discretion of the appointing authority, effective the first of a calendar month, approval for outstanding performance pay step(s) may be rescinded, based upon an. evaluation of work performance, at any time between annual evaluation dates. All outstanding performance pay step(s) in effect on the employee's annual evaluation date are subject to evaluation by the appointing authority and must be affirmatively recommended by the appointing authority to continue or be increased. In instances where one (1) or two (2) 2.5% outstanding performance pay steps are in effect at the time that a merit increment is approved, the employee's base salary step for satisfactory performance will be adjusted to reflect the 5% merit increase. The employee's salary step placement will then be further adjusted for the current outstanding performance pay that the employee had been receiving using the employee's merit step at the base upon which the performance pay step(s) are added. No salary step beyond step nine (9) may be awarded for satisfactory performance for those classes allocated to an eleven (11) step salary range with steps ten (10) and eleven (11) being reserved for outstanding performance. No provision of this section shall allow salary placement beyond the uppermost step of the salary schedule/level to which the class is allocated. E. Annual Evaluation Date: The annual evaluation date for outstanding performance steps for employees shall be set by the appointing authority. Other Provisions Except as maybe changed or modified by resolution hereafter, all provisions of the Salary Regulations are applicable to this class. CONTACT: Teji O'Malley (5-1723) cc: Human Resources Department Auditor-Controller County Administrator eco, '« �