HomeMy WebLinkAbout962035.tiff RESOLUTION
RE: APPROVE WELD COUNTY 1997 COMPENSATION PLAN TO BE SUBMITTED TO
COLORADO MERIT SYSTEM AND AUTHORIZE CHAIR 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 1997 Compensation
Plan from 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, to be
submitted to the Office of Human Resources, Colorado Merit System, 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 Weld County 1997
Compensation Plan from 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, to be
submitted to the Office of Human Resources, Colorado Merit System, be, and hereby is,
approved.
BE IT FURTHER RESOLVED by the Board that the Chair 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 13th day of November, A.D., 1996.
BOARD OF COUNTY COMMISSIONERS
S WELD COUNTY, COLORADO
0r `+. ,/ G� FXCI JSFATF OF SIC;NINC; (AYF�
2r,
a f) f1
Barbara J. Kirkmeyer, Chair
'�861 O aidity Clerk to the Board
�UIV. 7 /- ) eorge E. Baxter, Prod e
Deputy Cler o the Board /L _ 4
Dale K. Hall
APPR AS TO F (eatgl tarte7 dAZ��,f
�
Constance L. Harbel RRR���
ountyAt or ,f� 4 t9 l
W. H. Webster
$ ST` pE 962035
CG l SS0022
WELD COUNTY 1997 COMPENSATION PLAN
1. Effective January 1, 1997, the Weld County Department of Social Services will change their
minimum/maximum steps as follows:
Step Time Necessary to Advance
8 Entry Level
9 6 Months on Step 8
10 •
16 Months on Step 9
11 1 Year on Step 10
12 1 Year on Step 11
13 2 Years on Step 12
14 2 Years on Step 13
Employees who are presently on Step 7 will be moved to Step 8 and will receive a 21% step
increase on January 1, 1997. All other employees will remain on their current step unless they are
due a step increase on January 1, 1997.
2. All employees will receive a 21% grade adjustment on January 1, 1997; however, only those
employees on Step 8 through 14 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 8 and 12 will receive a 5% step increase
on their anniversary date. Employees on step.13 will receive a one-step increase(212% ) so as not
to exceed the maximum step of 14. Employees due a six-month step increase in 1997 will receive
a 21/2% increase at that time and a 21% increase on their anniversary date.
All employees who do not exceed the maximum Step of 14 will 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 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 day of the following month if the promotion occurred after the first working day of the
month. (EXCEPTION: Employees landing on a Step 9 (six-month step) after a promotion will
have an anniversary date of six 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% 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 14 will not receive a promotional increase unless they fall within the Step 8
through 14 range in the new grade.
962035
COLORADO DEPARTMENT OF SOCIAL SERVICES NUMBER
3550 WEST OXFORD,2ND FLOOR MS-9 6-1-R
DENVER,COLORADO 80236-3198
AGENCY LETTER:
DIVISION OR OFFICE: Merit System
CROSS REFERENCE NUMBER
ABA-96-25—R
DATE: September 12, 1996
SUBJECT AREA Merit System D IO� _
SUBJECT: 1997 SALARY COUNTY OPTIONS MANAGER =yam
TYPE: Response Required 2Qf„�(./ t 1 Ka _
PURPOSE: This agency letter requests county departments of social serices to submit their 1997 salary plans
to the Merit System office by December 1, 1996. 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 1997.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, 1997.
PROCEDURES:
1. Both the chairman of the Board of County Commissioners and the County Social Services Directors are
required to sign the annual caiary plan for official implementation.
2. If the fully completed options package has not arrived in the Merit System office by December 1, 1996,the
county salary plan for 1996 will be extended through 1997 and the 1997 annual ciliary 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. lour
salary plan should reflect consistency for all Merit System employees. This agency letter includes tlfonly
options available for your salary plan. o ;til
rn
4. Mail the original completed and signed questionnaire to: t
rTl
Office of Human Resources a <
Merit System rn
3550 West Oxford Avenue,2nd Floor
Denver,CO 80236 -o
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 aletter approving or disapproving all of your salatyplan
EFFECTIVE DATE: Upon Receipt
SUPERSEDES: Agency Letter MS 95-4-R
CONTACT PERSON: The Merit System human resources specialist assigned to your county,(303)762-42035
COUNTY NAME Weld
L 1997 ANNUAL SALARY ADJUSTMENT
FUNDING FOR THE PROPOSED 2.5 PERCENT INCREASE IS INCLUDED IN YOUR FIE
ALLOCATION FOR FISCAL YEAR 97. All classified Colorado Merit System positions are to be adjusted step
for step to corresponding salary grades as indicated in the attached 1997 Salary Plan unless the nary department
chooses to offset the adjusment The increase is being applied to all skill levels and is based on survey data used
by the Colorado Department of General Support Services. Reimbursement rates for director's salaries will increase
25%. 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 maybe
nemcary 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 indiatr 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/Paraprofessional 2.5 -
2. Data Entry Operators 2.5
3. Technical/Paralegal/Investigative 2.5
4. Professional Administrative 2.5
5. Data Processing Professional 2.5
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.
N/A
962035
1996 SALARY GRADE ADJUSTMENTS
STMENTS -
SALARY GROUP#1 1 SALARY GROUP#4 •
CLERICALOFF7CE MACHINE PROFESSIONAIJTEC NOLOGICAIJ
OPERATOR/PARAPROFESSIONAL ADMINISTRATIVE
11.-1:.1#9#a 3 1996 ft 1Ln7scr I./I.Y.� l.7lu q.a•IAair= 1997%INCREASE
mn;:y...B,Rx:1::.c.. -.; S`,w....aa,.;;;:,-;;,, ITW, ',...^ .. ..n...n..v,5"z.i:�:r.sgrj3. f-a .w' ,--?d.
6 77 2.5 6 101 23
5 72 23 .5 97 23
4 67 2.5 4 91 2.5
3 62 2.5 3 86 2.5
2 56 2.5 2 80 25
I 52 2.5 I 74 2.5
CLERICAL/OFFICE MACHINE OPERATOR/ PROFFSSIONALITECHNOLOGICAL
PARAPROFESSIONAL-SUPERVISORY fDMINLSTRATIVE-SUPERVISORY
...yu#9#a. Nisi. 1996 1997%INCREASE liNIPPIPDVapi a 1996 1997%INCREASE
.. .
Vg-:: ., nau':Tvt:m 2. x... aiIFsCe-,-.% 2-,%szY:l'i, s/ .,, ra,,'-,-%;:'
6 - 84 23 9 108 2.5
5 81 2.5 8 106 23
4 77 . 2.5 7 104 2.5
3 72 2.5 6 102 2.5
2 68 2.5 5 99 23
1 63 23 4 - 93 2.5
3 91 23
2 87 2.5
SALARY GROUP#2 1 82 2.5
DATA ENTRY OPERATORS SALARY GROUP#5
SKILL LEVEL 19% 1997%INCREASE PROGRAMMERS/SYSTEMS ANALYSTS
;airate: . .::.:a^z '.,,i1 w,&, J1./,r.,w�:u ,,.
3 62 23 SKILL LEVEL 1996 1997%INCREASE
..
2 59 2.5 _ :a'. :.& s '« f,',,`s"£vz%; > ::>'
I 55 2.5 5 99 25
4 93 23
3 87 25
SALARY GROUP#3 2 81 23
1 77 2.5
TECHNICAL/PARALEGAL
INVESTIGATIVE SALARY GROUP#6
IPI,m#9#al DI 1996 PROFESSIONALFECHNOLOGICAL SOCIAL SERVICES
s 2.,N.,tt,'"2 3a X2,3,' . ..r%;Y ., ,7m, I.fNI#q#a'IA. 1996 1997%INCREASE
6 80 25 +'Si'".3;),<,:''.,,r. >.Sc,e..t bt-e', .r+ 4v ..e>. '".;t,N'
5 76 2.5 5 86 2.5
4 73 23 4 84 23
3 69 2.5 3 81 23
2 64 23 2 77 23
1 58 23 1 73 23
TECHNICAIJPARALEGAL PROFESSIONALTECHNOLOGICAL
INVESTIGATIVE-SUPERVISORY SOCIAL SERVICES-SUPERVISORY
HEWN#9#ajS' 1996 1997%INCREASF •.130#9FMdOMNI 1996 1997%INCREASE
6 84 23 3 88 - 2.5
5 81 23 2 84 23
4 77 2.5 1 79 23
3 72 . 23
2 68 23
1 63 2.5
962035
M 'C
SALARY GROUPS
1. Clerical/Data Processing/Para Professional
Arrnnut 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 - Herne Services Aide Supervisor
Mail Clerk Switchboard Supervisor
Mleroflmer Warehouseman Supervisor
Reproduction Equipment Operator
Secretary
Staff Assistant
Stenographer
Storekeeper -
Switchboard Operator
Typist
Warehouseman
Word Processor
2. pats Entry Operators
Data Entry Operator Data Operations Supervisor
3. Technical/Paralegal/Investigative
Fee Assessment Technician Income Maintenance Technician Supervisor
Income Maintenance Technician Legal Ta]mician Supervisor
Investigative Technician Recovery Supervisor
Legal Technician
Recovery Technician
4. Professional Administrative
AccountantAssistance Payment Administrator
County serial 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 Investigdor
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 Manages'Supervisor
Employment f nmcelor Employment Conrncrlor Supervisor
Medical Social Work Coordinator Social Services Supervisor
Social Caseworker Volunteer Services Supervisor
Social Services Muse
Social Services Specialist
Volunteer Services Coordinator
962035
_ µ
IL STEPS
A. _ No change from 1996 plan.
B. _ Yes,a change(see below)
Establishing your minimum and maximum steps should be done very carefully and in full considerationn 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 I L 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 willbe adjusted back to offset the annual salary
adjustment. Employees can not be back stepped lower than the county's maximum step.
ENTRY MAXIMUM PRESENIORITY
SALARY GROUP STEP STEP STEP
1. Gerical/Data Processing/Para- 8 14
professional
2. Data Entry Operators 8 14
3. Technical/Paralegal/Investigative 8 14
4. Professional Administrative 8 14
5. Data Processing Professional 8 14
6. Prof Soc.Svcs. Aneiltary 8 14
962035
a STEP INCREASES -
A. x No change from 1996 plan
B. _ Ycs,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- uYes . 0 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. %ZYes ❑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. fYes 0 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?
g 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 employeetemain on the preseniority step once they have advanced back to the preseniority step?
962035
IV.`BONUSES
A. No change from 1996 plan.
13. Yes,a change(see below)
Cash Bonus-County Departments may develop policies on lump sum bonuses pursuant to Volume 2,regulation
2.2222 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 fiords.
1. 0 Yes 0 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. X No change from 1996 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 effect 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 1998 provided no further classification changes are made.
2. ❑Yes Z]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 inceptive pay criteria including implementation plan.
962035
VL DEMOTION COMPENSATION
A _ No change from 1996 plan
B. • Yes,a change(see below)
Demotion Compensation:
1. 0 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 coimty pay
Pact-
If save pay is used,will the county use the maximum save pay allowed or a partial save
pay? Please explain:
Voluntary demotions v;ll be step for step except under special rirrumstanres and
at the diarratinn of tha nirectnr cairnpay willbe uced.
2. ❑Yes fNo Disciplinary Demotion-will save pay be used? Volume 2 regulation 224623,
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. ZRYes 0 No Freeze Pay(any type of demotion-will the county freeze the incumbent's pay?
Volume 2,2.2462 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".
962035
y1L IiEOfl ED SIGNAL RES1997 `
County Name Weld County Number 62
•
01/4
County Social Services Director y A Griego / Date
VVV v VVV
�2sa1ia
rdLt ////2/9,
•Si. �a.�1ru.� v+)n n om i. ..nw Date
Barbara J. Kirkiieyer,
Flint Chairperson Name
SEND ORIGINAL TO MERIT SYSTEM; RETAIN COPY OF THIS DOCUMENT AND
ALL ATTACHMENTS FORYOUR RECORDS.
962035
'"Re
COLORADO
TO: Barbara J. Kirkmeyer, Chair
Board of Weld County Commissioners
FROM: Judy A. Griego, Director a
Social Services
SUBJECT: Weld County Department f Social Servi es 1997 Compensation Plan
DATE: November 4, 1996
Enclosed for Board approval is the Weld County Department of Social Services 1997 Compensation Plan.
The plan has been reviewed by Don Warden and Pat Persichino. 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.
962035
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