HomeMy WebLinkAbout921165.tiff RESOLUTION
RE: APPROVE WELD COUNTY DEPARTMENT OF SOCIAL SERVICES 1993 COMPENSATION PLAN
AND AUTHORIZE CHAIRMAN TO SIGN
WHEREAS, the Board of County Commissioners of Weld County, Colorado,
pursuant to Colorado statute and the Weld County Home Rule Charter, is vested
with the authority of administering the affairs of Weld County, Colorado, and
WHEREAS, the Board has been presented with the Weld County Department of
Social Services 1993 Compensation Plan, with the terms and conditions being as
stated in said plan, and
WHEREAS, after review, the Board deems it advisable to approve said plan,
a copy of which is attached hereto and incorporated herein by reference.
NOW, THEREFORE, BE IT RESOLVED by the Board of County Commissioners of Weld
County, Colorado, ex-officio Board of Social Services, that the Weld County
Department of Social Services 1993 Compensation Plan be, and hereby is, approved.
BE IT FURTHER RESOLVED by the Board that the Chairman be, and hereby is,
authorized to sign said plan.
The above and foregoing Resolution was, on motion duly made and seconded,
adopted by the following vote on the 14th day of December, A.D. , 1992.
BOARD OF COUNTY COMMISSIONERS
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ATTEST: WELD CO TY, COLORADO
a<'4
Weld County Clerk to the Board if!
eorze Ke dy, Chairman
BY: ��r< -rte d' v %-G,/. f--
Deputy Cle�k to the Board Constance L. Harbert, Pro-Tem
APPROVED AS/O FORM:
C. W. K' y
ounty Attorney Gor . cy
W. H. ebster
921165
WELD COUNTY 1993 COMPENSATION PLAN
1. Effective January 1, 1993, all employees will receive a 2 1/2 grade
adjustment; however, only employees that fall within the step range
will receive a compensation increase. The step range for 1992 will be
steps 6 (entry level) through 12. (The T.A.B.O.R. Amendment, if
passed, could have a bearing on this increase)
2. Merit Step Increases
An employee must receive an overall satisfactory or higher rating to
receive a merit increase. All employees meeting this criteria who fall
between steps 6 and 11 will receive a 2 1/2% increase on their
anniversary date.
Step Time Necessary to Advance
6 Entry Level
7 6 Months on Step 6
8 6 Months on Step 7
9 1 Year on Step 8
10 1 Year on Step 9
11 2 Years on Step 10
12 2 Years on Step 11
3. Anniversary Dates
Anniversary dates will be based on the initial hiring date or if
promoted tied to the promotion date.
Employees receive a new anniversary date with a promotion. This date
will be the first working day of the month if the promotion is
effective on the first working day or anniversary date will be the
first of the following month if the promotion occurred after the first
working day of the month. (Exception: Employees landing on a Step 7
(6 month step) after promotion will have an anniversary date of 6
months after the promotion. )
4. Promotional Increases
When an employee is promoted the salary will be adjusted step for step.
However, if a promotion exceeds 10% (four grades) the employee's salary
shall be adjusted back in step(s) to equal 10 percent but not below the
county's established minimum step. This provision ensures that
employees with greater responsibilities are paid at least the minimum
compensation for job duties assigned a specific grade level by the
Colorado Merit System. Employees promoted that are currently above the
maximum step of 12 will not receive a promotional increase unless they
fall with the step 6 through 12 range in the new grade.
COLORADO DEPARTMENT OF SOCIAL SERVICES NUMBER: MS-92-10-R
1575 HST. , DENVER, COLORADO _SQ?J V E D4
AGENCY LETTER: R CROSS REFERENCE NUMBER:
DIVISION OR OFFICE: MERIT SYSIM SEP 17 R1 2: 18 DATE: September 10, 1992
SUBJECT AREA: MERIT SYSTEM DIVISION (OFFICE) D RECTOR
!�'` :e"
SUBJECT: 1993 SALARY COUNTY OPTIONS M" 'G/
TYPE: RESPONSE REQUIRED
PURPOSE: This agency letter requests county departments of social , ervices to submit
their 1993 salary plans to the Merit System office by December 1, 992. The December
1st deadline will allow adequate time for the Merit System to review plans and prepare
responses.
BACKGROUND: Staff Manual Volume 2 allows county departments to annually review and
select options regarding salary. This agency letter covers all salary options
available for 1993. The Merit System will recommend to the State Board of Social
Services a 2.5% (1 grade) increase for all job titlpes effective January 1, 1993.
Colorado Counties Incorporated reported inquiries from County Commissioners regarding
options for 1993 annual salary adjustment and step increases. These options are
explained on page 1, paragraph 2 and page 5, paragraph 1.
PROCEDURES:
1. Both the chairman of the Board of County Commissioners and the County Social
Services Director are required to sign the annual salary plan for official
implementation.
2. If the fully completed options package has not arrived in the Merit System office
by December 1, 1992, the county salary plan for 1992 will be extended through
1993 and the 1993 annual salary adjustment will be implemented. Should this
occur, you and your commissioners will be notified.
3. Please review any salary plan changes against all positions to determine the
impact on each employee; this includes step increases, annual salary adjustments
increases or offsets, promotions, and/or bonuses. Your salary plan should
reflect consistency for all Merit System employees. This agency letter includes
the only options available for your salary plan.
4. Mail the original completed and signed questionnaire to:
Merit System Division
1575 Sherman Street, 1st Floor
Denver, Colorado 80203-1714
5. The salary plan will be reviewed for compliance with Merit System regulations,
consideration to salary issues brought to our attention in previous months, and
equitability. If there are any questions you will be contacted. You will
receive a letter approving and/or disapproving part or all of your salary plan.
EFFECTIVE DATE: January 1, 1993
SUPERSEDES: Agency Letter MS 91-9-R
CONTACT PERSON: The Merit System personnel analyst assigned to your county, , -,:r ,.�.
(303) 866-3900. �`
COUNTY NAME Weld
I. 1993 ANNUAL SALARY ADJUSTMENT
FUNDING FOR THE PROPOSED 2.5% INCREASE IS INCLUDED IN YOUR FTE ALLOCATION FOR FISCAL
YEAR 93. All classified Colorado Merit System positions are to be adjusted step for
step to corresponding salary grades as indicated in the attached 1993 Salary Plan
unless the county department chooses to offset the adjustment. The 2.5% (one grade)
increase is being applied to all skill levels and is based on survey data provided
by the Colorado Department of Personnel .
Counties may implement the recommended salary adjustments or request approval of the
Merit System Supervisor to offset all or part of the increases. Please note: Offsets
can only be done in an increment of 2.5 percent, which equals one step. If you intend
to offset the salary adjustment for all employees in an occupational group, it may
be necessary for you to lower the minimum step of your pay plan. Remember, no
employee may be paid below your selected minimum step. In addition, any employee who
is over the maximum step shall have his/her salary frozen by moving him/her back one
step. The county must explain financial circumstances in section B, if an offset is
requested.
A. Please indicate for each occupational group if you choose a 2.5% incr
ase or 0%
(A list of job titles for each occupational title is on page 3) increase.
OCCUPATIONAL GROUP PERCENT INCREASE
1. Clerical/Data Processing/Para- 2.5
professional
2. Data Entry Operators 2 5
3. Technical/Paralegal/Investigative 7 s
4. Professional Administrative 2 s
5. Data Processing Professional 9 5
6. Prof. Soc. Svcs. & Ancillary 2 5.
B. Explain financial circumstances if an offset is requested. Written justification
for the offset, based on financial circumstances, must be presented in the space
below or attached separately before the Merit System Supervisor approval can be
requested. If the same percent increase is not requested for each occupational
group, provide justification for the differences.
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OCCUPATIONAL GROUPS
1. Clerical/Data Processing/Para-Professional
Account Clerk Account Clerk Supervisor
Clerk Case Services Aide Supervisor
Case Services Aide Clerical Supervisor
Computer Operator Computer Operator Supervisor
Data Control Clerk Data Control Supervisor
Home Services Aide Data Entry Supervisor
Mail Clerk Data Operations Supervisor
Microfilmer Home Services Aide Supervisor
Reproduction Equipment Operator Switchboard Supervisor
Secretary Warehouseman Supervisor
Staff Assistant
Stenographer
Storekeeper
Switchboard Operator
Typist
Warehouseman
Word Processor
2. Data Entry Operators
Data Entry Operator Data Operations Supervisor
3. Technical/Paraleeal/Investigative
Fee Assessment Technician Income Maintenance Technician Supervisor
Income Maintenance Technician Legal Technician Supervisor
Investigative Technician Recovery Supervisor
Legal Technician
Recovery Technician
4. Professional Administrative
Accountant Assistance Payment Administrator
County Social Services Investigator Administrator Management Services
General Management Assistant Associate Manager
Housing Coordinator Deputy Director
Management Analyst IV-D Administrator
Personnel Officer Personnel Administrator
Staff Development Coordinator Social Services Administrator
Staff Development Administrator
Supervisor Social Services Investigator
Support Services Administrator
Volunteer Services Administrator
5. Data Processing Professional
Computer Programmer Data Processing Supervisor/Administrator
Systems Analyst
6. Professional Soc. Srvs. & Ancillary
Case Manager Case Manager Supervisor
Employment Counselor Employment Counselor Supervisor
Medical Social Work Coordinator Social Services Supervisor
Social Caseworker Volunteer Services Supervisor
Social Services Nurse
Social Services Specialist
Volunteer Services Coordinator
(1,1;7;
3 r:y
II. MINIMUM/MAXIMUM STEPS
A. x No change from 1992 plan.
B. Yes, a change (see below)
Establishing your minimum and maximum steps should be done very carefully and in
full consideration of those items mentioned in this section and any others that
are appropriate, such as market conditions, recruitment experiences from previous
years, and employee relations. Entry steps may be established at steps 1 through
8. It is recommended that your maximum step be established at no lower than step
11. Step 11 is considered to be the market rate based on our pay plans and
salary survey data for all classified positions in our system. The Merit System
believes that all employees should have the opportunity to aspire to the full
market rate for their respective positions.
NOTE: • If counties offset the annual salary adjustment, employees can not
be adjusted below the minimum step. In such a case counties may
wish to lower the entry step for one or more occupational groups.
• If counties raise the minimum step, all employees below this step
must be raised to the new minimum step and be granted the annual
salary adjustment selected.
• Any employee above the county maximum step will be adjusted back to
offset the annual salary adjustment. Employees can not be back
stepped lower than the county's maximum step.
ENTRY MAXIMUM PRESENIORITY
OCCUPATIONAL GROUP STEP STEP STEP
1. Clerical/Data Processing/Para- 6 12 N/A
professional
2. Data Entry Operators 6 12 N/A
3. Technical/Paralegal/Investigative 6 12 N/A
4. Professional Administrative 6 12 N/A
5. Data Processing Professional 6 12 N/A
6. Prof. Soc. Svcs. & Ancillary 6 12 N/A
4
ChTj 7.:`if / .....
III. STEP INCREASES
A. x No change from 1992 plan
B. _ Yes, a change (see below)
Step Increases:
In accordance with Volume 2, 2.222.1 step increases may be granted based on seniority
and/or performance. These are to be granted annually on the employees' anniversary
date with the exception of six month increases. NOTE: The Legislature did not fund
step increases for FY93. The County Departments may grant step increases in 1993
using funds from existing allocations and/or county funds.
Please complete the following:
1. A Yes No County will grant step increases. If yes, list criteria e.g
number of steps, time periods, justification for step
increase, including performance/seniority criteria.
See Attached
2. X Yes I No County will grant 6 month step increases to new employees.
This can only apply to employees hired at the minimum step
selected by the county. If yes, list the criteria as
explained in 81 above.
See Attached
3. x Yes No County will grant 6 month increases to employees who go back
to the county entry step as a result of a promotion. If yes,
list the criteria as explained in B1 above.
See Attached
4. Counties using a preseniority step. How long will employees remain on that step
before advancing to the seniority step? N/A
If, as a result of a promotion, an employee is back-stepped from a seniority step
to preseniority step, how long must that employee remain on the preseniority
step? N/A
If, as a result of a promotion, an employee is back-stepped from a preseniority
step to a lower step, how long must that employee remain on the preseniority step
once they have advanced back to the preseniority step ? N/A
5
�:1,1).0,
IV. BONUSES
A. X No change from 1992 plan
B. _ Yes, a change (see below)
Cash Bonus - County Departments may develop policies on lump sum bonuses pursuant to
Volume 2, regulation 2.222.2 Bonuses. NOTE: Combined bonus and annual salary
payments that are in excess of the annualized salary at step 17 for an employee's
grade must be paid with county only funds.
1. Yes X No County will institute a cash bonus pay program based on
performance. If yes, please explain your bonus plan,
including the amounts allocated for bonuses and/or amount or
percent of salary that will be awarded to employees. Criteria
should include standards used to determine how bonuses are
administered. Cash bonuses may be in a set amount, e.g. ,
$500.00 or a percent of a monthly or annual salary. Bonuses
are to be paid on the employee's anniversary date or dates
specified by the county department subsequent to the
anniversary date.
N/A
i
V. ANNIVERSARY DATE OPTIONS
A. X No change from 1992 plan
B. _ Yes, a change (see below)
Anniversary Date Options:
1 . County departments have three options regarding changes in anniversary dates
and/or step increases following a promotion. Please select one of the following
options:
Promotions do not affect anniversary dates or step increases. If
applicable, employees will be granted a step increase(s) on their
established anniversary date regardless of the date of the promotion
(even if the promotion occurs on the anniversary date) .
Promotions do not affect anniversary date but promoted employees will be
ineligible for a step increase(s) on their anniversary date following a
promotion. (This could possibly mean that an employee would have to wait
up to 23 months before being granted another step increase. )
x Employees receive a new anniversary date commensurate with a promotion.
The new date will be the first working day of the month if the promotion
is effective on the first working day of the month or the anniversary
date will be the first of the following month if the promotion occurred
after the first working day. Promoted employees will be eligible for a
step increase on their new anniversary date in 1993 provided no further
classification changes are made.
322.135
6
2. Yes Q No To implement a pay for performance plan which includes
variable step increases and/or cash bonuses, the county will
change the anniversary date for all employees to one common
date, provided that this change is equitably applied to all
employees. (Before choosing this option, please contact your
personnel analyst. ) Please attach a copy of your incentive
pay criteria including implementation plan.
VI. DEMOTION COMPENSATION
A. x No change from 1992 plan
B. _ Yes, a change (see below)
Demotion Compensation:
See Below
1. Yes No Voluntary Demotion - will save pay be used? Volume 2,
regulation 2.246.22, Voluntary Demotion, states "when a
voluntary demotion occurs at the request of the employee the
salary shall be adjusted step for step or at any higher save
pay step that does not exceed 10% above the county's maximum
step, nor is higher than the employee's salary, and as is
established in the approved county pay policy" .
If save pay is used, will the county use the maximum save pay
allowed or a partial save pay? Please explain:
Voluntary demotions will be step for step except, under special circumstances
and at the dicrretion of the firer-or cave pay Will he ncerl
2. Yes X No Disciplinary Demotion - will save pay be used? Volume 2
regulation 2.246.23, Disciplinary Demotion, states "when a
disciplinary demotion occurs, the salary shall be adjusted
step for step in the new pay grade or at any step that does
not exceed the employee's current salary nor the county's
maximum step, and as is established in the approved county pay
policy".
If save pay is used, will the county use the maximum save pay
allowed or a partial save pay? Please explain:
3. x Yes No Freeze Pay (any type of demotion) - will the county freeze the
incumbent's pay? Volume 2, 2.246.2 Demotion Compensation,
states " . . .if the salary is sustained at a save pay rate at
a level within the approved county range for the profile, the
county appointing authority may freeze the incumbent's pay at
the save pay step until such time as the incumbent would have
attained such step had the demotion not occurred" .
:i •�._..:3 _
7
VII. REQUIRED SIGNATURES 1993
County Name Weld County Number 62
AO
Count Social e vic irectr Date 9/
Judy Gri'e�gg 0
:2 1 y 5
hairperson, County Commissssioners Op Oa, Date
ATTEST:/ 4 ".Lei
WELD CUN�T,YYCCLERK T THE BOARD
BY: 4-4 1K ,41�� �j/
EPUTY CLE fHE D
SEND ORIGINAL TO MERIT SYSTEM; RETAIN COPY OF THIS DOCUMENT AND ALL ATTACHMENTS FOR
YOUR RECORDS.
8 .11:3r. • „
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F :
firrig.
,DEPARTMENT OF SOCIAL SERVICES
P.O. 606 2
r I1 r , liZ GREELEY,COLORADO 80632
I - Administration and Public Assistance(303)352-1551
PoRr Child Support(303)352-6933
M E M 't1'1) U M Protective and Youth Services(303)352-1923
C. Food Stamps(303)356-3850
FAX FAX(303)353-5215
COLORADO
TO: George Kennedy, Chairman, Weld County Board of Co iss oners
FROM: Judy A. Griego, Director, Social Services
SUBJECT: Weld County Department of Social Services 193 �btQ slJjion n
DATE: December 10, 1992
Request your approval of the 1992 Compensation Plan for this Department. The
Plan has been reviewed by Dave Worden, County Personnel. After your
approval, the Plan will be submitted to the Merit System for their review and
decision.
If you have any questions, please call me at extension 6200. Thank you.
jac
cc: Dave Worden
921165
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