HomeMy WebLinkAbout941019.tiff RESOLUTION
RE: APPROVE 1995 COMPENSATION PLAN TO COLORADO DEPARTMENT OF HUMAN SERVICES,
MERIT SYSTEM DIVISION 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 1995 Compensation Plan to
be submitted to the Colorado Department of Human Services, Merit System Division,
by the County of Weld, State of Colorado, by and through the Board of County
Commissioners of Weld County, on behalf of the Department of Social Services,
with 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 1995 Compensation
Plan to be submitted to the Colorado Department of Human Services, Merit System
Division, by the County of Weld, State of Colorado, by and through the Board of
County Commissioners of Weld County, on behalf of the Department of Social
Services, 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 17th day of October, A.D. , 1994.
BOARD OF COUNTY COMMISSIONERS
ATTEST: likteMtat WELD coUNTY, COLORADO
� �
Weld County Clerk to the Board / b"J , LI-.(it ' s i
W. H. Webster, C airm n
BY: n
kL.
Deputy C r to the Board Dale/, Hall, )46-T m
APPROVED AS TO FORM: /ET�A
%Georeopg�E. Baxter
County Attdrney Constance L. Harbert
EXCUSED DATE OF SIGNING (AYE)
Barbara J. Kirkmeyer
941019
WELD COUNTY 1995 COMPENSATION PLAN
1. Merit Step Increases
An employee must receive an overall "Met Expectations" 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 within the step 6 through 12 range in the new grade.
941019
AGENCY LETTER = ; ; NUMBEI ms-94-8-R
COLORADO DEPARTMENT OF HUMAN SERVICES CROSS REFERENCE NUMBER(S) :
1575 SHERMAN ST. , DENVER, CO 80$l-17430 F! i_: °o
OFFICE OR DIVISION: MERIT SYSTEM DATE: September 26, 1994
SUBJECT AREA: DIVISION (OFFICE)
DIRECTOR
MERIT SYSTEM X7-24-1--c-'7"2 ^
SUBJECT: EXECUTIVE MANAGER
1995 SALARY COUNTY OPTIONS Olt1/214
TYPE: RESPONSE REQUIRED
PURPOSE: This agency letter requests county departments of social services to submit
their 1995 salary plans to the Merit System office by December 1, 1994. 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 1995. The Merit System will recommend to the State Board of Human
Services a 2.5% (1 grade) increase for TECH, PAT, SAM TECH, AND SAM PAT, 5% (2 grade)
increase for COMOT and SAM COMOT effective January 1, 1995.
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, 1994, the county salary plan for 1994 will be extended through
1995 and the 1995 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, 1995
SUPERSEDES: Agency Letter MS 94-5-R
CONTACT PERSON: The Merit System human resource specialist assigned to your county,
(303) 866-3900. 941019
COUNTY NAME wcld
I. 1995 ANNUAL SALARY ADJUSTMENT
FUNDING FOR THE PROPOSED 2i TO 5 PERCENT INCREASE IS INCLUDED IN YOUR FTE ALLOCATION
FOR FISCAL YEAR 95. All classified Colorado Merit System positions are to be adjusted
step for step to corresponding salary grades as indicated in the attached 1995 Salary
Plan unless the county department chooses to offset the adjustment. The increase is
being applied to all skill levels and is based on survey data used by the Colorado
Department of Personnel . Reimbursement rates for director's salaries will increase
2i %. Director salary changes must be reported on an MS-7 Personnel Action form.
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% increase or 0%
(A list of job titles for each occupational title is on page 3) increase.
SALARY GROUP PERCENT INCREASE
1. Clerical/Data Processing/Para- 5%
professional
2. Data Entry Operators 5%
3. Technical/Paralegal/Investigative 2 1/2%
4. Professional Administrative 2 1/2%
5. Data Processing Professional 2 1/2%
6. Prof. Soc. Svcs. & Ancillary 2 1/2%
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.
N/A
1995 SALARY GRADE ADJUSTMENTS
SALARY GROUP #1 I SALARY GROUP #4
SKILL CLERICAL/OFFICE MACHINE SKILL PROFESSIONAL/TECHNOLOGICAL
LEVEL OPERATOR/PARAPROFESSIONAL LEVEL ADMINISTRATIVE
1994 1995 %INCREASE 1994 1995 %INCREASE
6 74 76 5 6 99 100 2.5
5 69 71 " 5 95 96 "
4 64 66 " 4 89 90 "
3 59 61 " 3 84 85 "
2 53 55 " 2 78 79 "
1 49 51 " 1 72 73 "
SKILL CLERICAL/OFFICE MACHINE OPERATOR PROFESSIONAL/TECHNOLOGICAL
LEVEL /PARAPROFESSIONAL-SUPERVISORY SKILL ADMINISTRATIVE-SUPERVISORY
LEVEL
1994 1995 %INCREASE
1994 1995 %INCREASE
6 81 83 5
5 78 80 " 9 106 107 2.5
4 74 76 " 8 104 105 "
3 69 71 " 7 102 103 "
2 65 67 " 6 100 101
1 60 62 " 5 97 98
4 91 92 "
3 89 90 "
2 85 86 "
SALARY GROUP #2 1 80 81 "
SKILL
LEVEL DATA ENTRY OPERATORS
1994 1995 %INCREASE SALARY GROUP #5
SKILL
3 59 61 5 LEVEL PROGRAMMERS/SYSTEMS ANALYSTS
2 56 58
1 52 54 " 1994 1995 %INCREASE
5 97 98 2.5
4 91 92
SALARY GROUP #3 3 85 86 "
2 79 80 "
SKILL TECHNICAL/PARALEGAL/ 1 75 76 "
LEVEL INVESTIGATIVE
1994 1995 %INCREASE
SALARY GROUP #6
6 78 79 2.5
5 74 75 " SKILL PROFESSIONAL/TECHNOLOGICAL
4 71 72 " LEVEL SOCIAL SERVICES
3 67 68
2 62 63 " 1994 1995 %INCREASE
1 56 57 "
5 84 85 2.5
4 82 83 "
SKILL TECHNICAL/PARALEGAL/ 3 79 80 "
LEVEL INVESTIGATIVE-SUPERVISORY 2 75 76 "
1 71 72 "
1994 1995 %INCREASE
6 82 83 2.5 SKILL PROFESSIONAL/TECHNOLOGICAL
5 79 80 " LEVEL SOCIAL SERVICES-SUPERVISORY
4 75 76
3 70 71 " 1994 1995 %INCREASE
2 66 67 "
1 61 62 a 3 86 87 2.5
2 82 83
1 77 7a "
941019
2
SALARY GROUPS
1. Clerical/Data Processin¢/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 Home Services Aide Supervisor
Mail Clerk Switchboard Supervisor
Microfilmer Warehouseman Supervisor
Reproduction Equipment Operator
Secretary
Staff Assistant
Stenographer
Storekeeper
Switchboard Operator
Typist
Warehouseman
Word Processor
2 Data Entry Operators
Data Fnrry Operator Data Operations Supervisor
3. Technical/Paralegal/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
Management Analyst Deputy Director
Personnel Officer IV-D Administrator
Staff Development Coordinator Personnel Administrator
Social Services Administrator
Staff Development Administrator
Supervisor Social Services Investigator
Support Services Administrator
Volunteer Services Administrator
5. Data Processine 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 941019
•
II. MINIMUM/MAXIMUM STEPS
A. _ No change from 1994 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 PRESENICRITY
SALARY GROUP STEP STEP STEP
1. Clerical/Data Processing/Para- 6 12
professional
2. Data Entry Operators 6 12
3. Technical/Paralegal/Investigative 6 12
4. Professional Administrative 6 12
5. Data Processing Professional 6 12
6. Prof. Soc. Svcs. & Ancillary 6 t2
4
941019
III. STEP INCREASES
A. y No change from 1994 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.
Please complete the following:
1 . Y 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.
Cap Arrarhpd
2. Q Yes 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 B1 above.
cpp Artarhpd
3. 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 81 above.
Sea '1rtorheA
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
5 941.019
IV. BONUSES
A. _ No change from 1994 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 a 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. ,
5500.00 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.
yg $nm,cac fnr 1QQS
V. ANNIVERSARY DATE OPTIONS
A. b No change from 1994 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 date 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.)
�cx 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 1996 provided no further
classification changes are made.
941019
6
2. Yes 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. xx No change from 1994 plan
B. _ Yes, a change (see below)
Demotion Compensation:
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 damntions will be step for step except under special
circumstances and at the discretion of the Director, save pay will be used.
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 do-s
not exceed the employee's current salary nor the count
maximum step, and as is established in the approved county p__
policy".
If save pay is used, will the county use the maximum save pay
allowed or a partial save pay? Please explain:
3. Q Yes Ei 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".
941019
7
VII. REQUIRED SIGNATURES 1995
•
County Name Weld County Number 62
1(7/1 /97
County Sac' er ices ? or '°
Date
044 toff, /0//7/9v
Chairperson, County Commissioners ,D iq/9 Date
W. H. Webster, Chairman, Weld County Board of Commissioners
Print Chairperson Name
SEND ORIGINAL TO MERIT SYSTEM; RETAIN COPY OF THIS DOCUMENT AND ALL ATTACHMENTS FOR
: YOUR RECORDS.
2
941019
r r,-- REPARTMENT OF SOCIAL SERVICES
P.O. BOX A
GREELEY,COLORADO 8066 322
II
r. " ""-` I -? ,"' "- .p'1ministration and Public Assistance(303)352-1551
ii-
Child Support(303)352-6933
E'? Protective and Youth Services(303)352-1923
111 DO TO I v r: Food Stamps(303)356-3850
• FAX(303)353-5215
COLORADO
TO: J. H. Webster, Chairman, Weld Count Board of Commissioners
FROM: Judy A. Griego, Director Q / I_u�/V1�),
SUBJECT: 1995 Annual Salary Adjus nt
DATE: October 10, 1994
Enclosed for Board approval is the Weld County Department of Social Services
1995 Annual Salary Adjustment. The Plan has been reviewed by Dave Worden,
County Personnel.
The Adjustments reflect a 5% increase for all clerical employees and clerical
supervisors. All other personnel (technicians, caseworkers, technical and
casework supervisors, administrators) will receive a 2 1/2% increase.
The net effect of this Annual Salary Adjustment is the same for both Social
Services and Weld County employees over the two year period of 1994 and 1995.
After your approval, the Plan will be submitted to the Merit System for their
review and decision.
If you have any questions, please telephone me at extension 6200. Thank you.
941019
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