HomeMy WebLinkAbout952365.tiffRESOLUTION
RE: APPROVE WELD COUNTY 1996 COMPENSATION PLAN TO COLORADO
DEPARTMENT OF HUMAN SERVICES, MERIT SYSTEM, 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 1996 Compensation Plan
to be submitted to the Colorado Department of Human Services, Merit System, 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, effective January 1, 1996, with further 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 1996 Compensation
Plan to be submitted to the Colorado Department of Human Services, Merit System, 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 20th day of November, A.D., 1995.
BOARD OF COUNTY COMMISSIONERS
COUNTY ,COkORADO
Y.C
Deputy Cler,e the Board
OV AS T
i
orney
Dale K. Hall, Chairman
FXCIISFf) OATF OF Sir;NINC
Barbara J. Kirkmeyer _Pro-Tem
1
r,
Georg E. Baxter axer
if%t"4'.r s's!
Constance L. Harbe
ebster
7./
(AN/9
952365
SS0021
WELD COUNTY 1996 COMPENSATION PLAN
1. Effective January 1, 1996, the Weld County Department of Social
Services will change their Minimum/Maximum steps as follows:
Steo Time Necessary to Advance
7
a
9
10
11
12
13
Entry Level
6 Months on Step 7
6 Months on Step S
1 Year on Step 9
1 Year on Step 10
2 Years on Step 11
2 Years on Step 12
Employees who are presently on Step 6 will be moved to Step 7 and will
receive a 2 1/2% step increase on January 1, 1996. All other employees
will remain on their current step unless they are due a step increase
on January 1, 1996.
2. All employees will receive a 2 1/2% grade adjustment on January 1,
1996; however, only those employees on Step 7 through 13 will receive
a compensation increase.
3. An employee must receive an overall satisfactory or higher rating to
receive a merit increase. All employees meeting the criteria who fall
between Steps 7 and 11 will receive a 5% step increase on their
anniversary date. Employees on step 12 will receive a one step
increase (2 1/2%) so as not to exceed the maximum step of 13.
EXCEPTION: Employees due a six month step increase will receive a
2 1/2% step increase at that time and a 2 1/2% increase on their
anniversary date.
All employees who do not exceed the maximum Step of 13 will have a 1996
anniversary date. This will require a personnel action changing
anniversary dates for those employees within range who currently have
a 1997 anniversary date.
4. Anniversary dates will be based on the initial hiring date or if
promoted tied to the promotion date.
Employees receive a new anniversary 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 day of the
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following month if the promotion occurred after the first working day
of the month. (EXCEPTION: Employees landing on a Step 8 (6 month
step) after a promotion will have an anniversary date of 6 months after
the promotion.)
5. 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 will 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 13 will not receive a promotional increase unless
they fall within the Step 7 through 13 range in the new grade.
952365
AGENCY LETTER
COLORADO DEPARTMENT OF HUMAN SERVICES
1575 SHERMAN ST., DENVER, CO 80203-
1714
OFFICE OR DIVISION: MERIT SYSTEM
.J
NUMBER: MS -95-4-R N C1-1
CROSS REFERENCE NUMBER(S):r.a {n
p -1
DATE: September 14, 1995 3 5
SUBJECT AREA:
MERIT SYSTEM
4
DIVISION (OFFICE) / ♦1+
DIRECTOR `L
SUBJECT:
1996 SALARY COUNTY OPTIONS
EXECUTIVE MANAGER
rll
Ziedit' afle/l
TYPE: RESPONSE REQUIRED
PURPOSE: This agency letter requests county departments of social services
to submit their 1996 salary plans to the Merit System office by December 1,
1995. 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 lettercoversall
salary options available for 1996. The Merit System will recommend to the
State Board of Human Services a 2.5% (1 grade) increase for COMOT, SAM COMOT,
TECH, PAT, SAM TECH, AND SAM PAT, effective January 1, 1996.
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- .-ckage has not arrived in the Merit System
office, by December 1, 1995, th- county salary plan for 1995 will be
extended through_1996 and t,- 996 annual salary adjustment will be
implemented. Should t is 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, 1996
SUPERSEDES: Agency Letter MS 94-8-R
CONTACT PERSON: The Merit System human resource specialist assigned to your
county, (303) 866-3900.
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COUNTY NAME Weld
I. 1996 ANNUAL SALARY ADJUSTMENT
FUNDING FOR THE PROPOSED 234 PERCENT INCREASE IS INCLUDED IN YOUR FTE
ALLOCATION FOR FISCAL YEAR 96. All classified Colorado Merit System positions
are to be adjusted step for step to corresponding salary grades as indicated
in the attached 1996 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 234 I. 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 o% (A list of job titles for each occupational title is on page 3)
increase.
SALARY GROUP
1. Clerical/Data Processing/Para-
professional
2. Data Entry Operators
3. Technical/Paralegal/Investigative
4. Professional Administrative
PERCENT INCREASE
2 1/2
2 1/2
2 1/2
7 1/7
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 Supervisorapprovalcan be requested. If the same percent increase
is not requested for each occupational group, provide justification for
the differences.
1
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1996 SALARY GRADE ADJUSTMENTS
SALARY GROUP Al
SKILL CLERICAL -/OFFICE MACHINE
LEVEL OPERATOR/PARAPROFESSIONAL
6
5
4
3
2
1
1995 1996 %INCREASE
76 77 2%
71 72
66 67
61 62
55 56
51 52
SKILL CLERICAL/OFFICE MACHINE OPERATOR
LEVEL /PARAPROFESSIONAL -SUPERVISORY
6
5
4
3
2
1
1995
83
80
76
71
67
62
1996
84
81
77
72
68
63
%INCREASE
2%
N
N
SALARY GROUP /2
SKILL
LEVEL DATA ENTRY OPERATORS
3
2
1995 1996 %INCREASE
61
58 59
54 55
62
2%
SALARY GROUP 03
SKILL TECHNICAL/PARALEGAL/
LEVEL INVESTIGATIVE
6
5
4
3
2
1
1995 1996 %INCREASE
79 80
75
72 73
68 69
63 64
57
76
58
2%
SKILL TECHNICAL/PARALEGAL/
LEVEL INVESTIGATIVE -SUPERVISORY
6
5
4 76 77
3 71 72
2 67 68
1 62 63
1995 1996 %INCREASE
83
80
84
81
2%
2
SALARY GROUP #4
SKILL PROFESSIONAL/TECHNOLOGICAL
LEVEL ADMINISTRATIVE
6
5
4
3
2
1
1995
100
96
90
85
79
73
101
97
91
86
80
74
1996 %INCREASE
2%
"
N
N
PROFESSIONAL/TECHNOLOGICAL
SKILL ADMINISTRATIVE -SUPERVISORY
LEVEL
1995 1996 %INCREASE
9 107 108
8 105 106
7 103 104
6 101 102
5
4
3
2
1
98 99
92 93
90 91
86 87
81 82
2%
N
N
SALARY GROUP #5
SKILL
LEVEL PROGRAMMERS/SYSTEMS ANALYSTS
5
4
3
2
1
1995 1996 %INCREASE
98
92
86
80
76
99
93
87
81
77
2%
N
SALARY GROUP #6
SKILL PROFESSIONAL/TECHNOLOGICAL
LEVEL SOCIAL SERVICES
5
4
3
2
1
1995 1996 %INCREASE
85
83
80
76
72
86 2%
84
81
77
73
SKILL PROFESSIONAL/TECHNOLOGICAL
LEVEL SOCIAL SERVICES -SUPERVISORY
3
2
1
1995 1996 %INCREASE
87
83
78
88 2%
84 N
79
952365
SALARY GROUPS
1.
Clerical/Data Processing/Para-Professional
Account Clerk
Clerk
Case Services Aide
Computer Operator
Data Control Clerk
Home Services Aide
Mail Clerk
Microfilmer
Reproduction Equipment Operator
Secretary
Staff Assistant
Stenographer
Storekeeper
Switchboard Operator
Typist
Warehouseman
Word Processor
2. Data Entry Operators
Data Entry Operator
3. Technical/Paralegal/Investigative
Fee Assessment Technician
Income Maintenance Technician
Investigative Technician
Legal Technician
Recovery Technician
4. Professional Administrative
Accountant
County Social Services Investigator
General Management Assistant
Management Analyst
Personnel Officer
Staff Development Coordinator
5. Data Processing Professional
Computer Programmer
Systems Analyst
6. Professional Soc. Srvs. & Ancillary
Case Manager
Employment Counselor
Medical Social Work Coordinator
Social Caseworker
Social Services Nurse
Social Services Specialist
Volunteer Services Coordinator
3
Account Clerk Supervisor
Case Services Aide Supervisor
Clerical Supervisor
Computer Operator Supervisor
Data Control Supervisor
Home Services Aide Supervisor
Switchboard Supervisor
Warehouseman Supervisor
Data Operations Supervisor
Income Maintenance Technician Supervisor
Legal Technician Supervisor
Recovery Supervisor
Assistance Payment Administrator
Administrator Management Services
Associate Manager
Deputy Director
IV -D Administrator
Personnel Administrator
Social Services Administrator
Staff Development Administrator
Supervisor Social Services Investigator
Support Services Administrator
Volunteer Services Administrator
Data Processing Supervisor/Administrator
Case Manager Supervisor
Employment Counselor Supervisor
Social Services Supervisor
Volunteer Services Supervisor
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II. MINIMUM/MAXIMUM STEPS
A. X No change from 1995 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.
SALARY GROUP
ENTRY MAXIMUM PRESENIORITY
STEP STEP STEP
1. Clerical/Data Processing/Para- 7 13
professional
2. Data Entry Operators
—7 13
3. Technical/Paralegal/Investigative 7 13
4. Professional Administrative 7 - 13
5. Data Processing Professional L 13
6. Prof. Soc. Svcs. & Ancillary 7 P
4
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III. STEP INCREASES
A. _ No change from 1995 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. Yes
0 No
gee Attarhed)
County will grant step increases. If yes, list
criteria e.g number of steps, time periods,
justification for step increase, including
performance/seniority criteria.
2. I% I YesET] 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.
3. Yes
n 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.
4. Counties using a preseniority step. How long will employees remain on
that step before advancing to the seniority step?
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?
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?
5
952365
IV. BONUSES
A. g No change from 1995 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. 0 Yes
Igl
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.
V. ANNIVERSARY DATE OPTIONS
A. J __ No change from 1995 plan (See attached,#3, Para. 2)
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.)
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 1997 provided no further
classification changes are made.
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952365
2. 0 Yes
A.
B.
Demotion
1.
2.
3.
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
No change from 1995 plan
Yes, a change (see below)
Compensation:
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 101
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 fnr step except under special
0
Yes
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:
xl
Yes
0 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".
7
952365
VII. REQUIRED SIGNATURES 1996
County Name Weld County Number 62
///2 /'93-
ate
Chairperson, County ommu criers
r'p
Dale xall
Print Chairperson Name
SEND ORIGINAL TO MERIT SYSTEM; RETAIN COPY OF THIS DOCUMENT AND ALL
ATTACHMENTS FOR YOUR RECORDS.
8
952365
DEPARTMENT OF SOCIAL SERVICES
P.O. BOX A
GREELEY, COLORADO 80632
Administration and Public Assistance (970) 352-1551
Child Support (970) 352-6933
Protecitve and Youth Services (970) 352-1923
Food Stamps (970) 356-3850
Fax (970) 353-5215
TO: Dale Hall, Chairman, Weld County Board pf Cromrr�issi ers
FROM: Judy A. Griego, Director, Social Services
SUBJECT: Weld County Department of Social Sery
DATE: November 16, 1995
Enclosed for Board approval is the Weld County Department of Social Services 1996 Compensation
Plan. The Plan has been reviewed by Don Warden and Pat Persichino. After your approval, the
Plan will be submitted to the Colorado Merit System for their review and approval.
If you have any questions, please telephone me at extension 6200.
jac
Enclosure
952365
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