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Home My WebLink AboutRESOLUTIONS - 05152007 - 2007-267 TO: BOARD OF SUPERVISORS �`•� �= CONTRA FROM: Lori Gentles; Assistant County Administrator— Director of f _ Human Resources ,�.. �-�� - COSTA , DATE: May 15, 2007C'(lU -'"'� COUNTY rq ri� SUBJECT: RESOLUTION # 2007l2(p I-7 C. SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION RECOMMENDATION: Adopt Position Adjustment Resolution Number 2007/261to Reallocate the salary and add two (2) 2.5% performance steps to the Public Authority Executive Director classification [Unrepresented] in the Contra " Costa County In-Home Supportive Services Public Authority. FISCAL IMPACT: The annual cost of this action is approximately $5,581which is funded 50% from federal funds, 35% from State funds, and 15% from County funds. This cost has been included in the 2007-2008 budget. BACKGROUND: The Aging and Adult Services Director recommends the Public Authority Executive Director classification becomes a pay for performance classification with two, two and a half percent additional pay steps in order to bring its pay in line with the EHSD Division Manager classification. The Public Authority Executive Director classification was designed to mirror the pay and responsibility level of the EHSD Division Manager classification when they established the position. It is necessary to add these additional steps in order to fairly compensate this position in relation to comparable job assignments and in order to facilitate recruitment of the best-qualified candidates for this classification when future vacancies arise. CONSEQUENCE OF NEGATIVE ACTION: If this request is not approved, the classification of Public Authority Executive Director will not be fairly compensated. ........_ . CONTINUED ON ATTACHMENT: _ ES SIGNATURE: _✓RECOMMENDATION OF COUNTY ADMINISTRATOR _RECOMMENDATION OF BOARD COMMITTEE ✓PPROVE OTHER SIGNATURES : // ACTION OF BO D N APPROVED AS RECOMMENDED l� OTHER VOTE OF SUPE ISOTTO�� I HEREBY CERTIFY THAT THIS IS A TRUE AND CORRECT UNANIMOUS(ABSENT 1 COPY OF AN ACTION TAKEN AND ENTERED ON THE AYES: NOES: MINUTES OF THE BOARD OF SUPERVISORS ON THE DATE ABSENT: ABSTAIN: SHOWN. /yX/,�,,,�_ l ,, Ong. Dept: Human Resources Department(Tanya Stu(ken—5-1778) ATTESTED ""'A M Human Resources Department JOHN cul EN,CL RK OF THE BOARD OF Auditor-Controller SUPERVISORS AND COUNTY ADMINISTRATOR County Administrator's Office IHSS Public Authority BYL�� O 2 DEPUTY M382(10/88) C 33 THE BOARD OF SUPERVISORS OF CONTRA COSTA COUNTY, CALIFORNIA Adopted this order on by the following vote: AYES 7T NOES: Np h f ABSENT: N,pge ABSTAIN: �o►�Q� , RESOLUTION No. 2007/ r SUBJECT: In the Matter of Implementing a Performance Pay Plan For the Class of Public Authority Executive Director, 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 March 1, 2007, the class of Public Authority Executive Director will be reallocated on .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 812/1816 New Salary Range 812/1841 Step 1 Step 2 Step 1 Step 3 Step 2 Step 4 Step 3 Step 5 Step 4 Step 6 Step 5 Step 7 Step 6 Step 8 Step 7 Step 9 Step 8 Step 10 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 L 3 3 461o7 to as outstanding performance) to the classification of Public Authority Executive Director. D. 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. E. 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. F. Annual Evaluation Date: The annual evaluation date for outstanding performance steps for employees shall be set by the appointing authority. Other Provisions - Except as may be changed or modified by resolution hereafter, all provisions of the Salary Regulations are applicable to this class. CONTACT: Tanya Stulken (5-1778) cc: Human Resources Department Employment& Human Services Department County Administrator