BC 1989 12 11 - Laserfiche WebLink

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269 The Board of Commissioners for the County of Cabarrus met in recessed session in the Grand Jury Room at the County Courthouse in Concord, North Carolina, on Monday, December 11, 1989, at 8:00 A.M. Present Chairman: James W. Lentz Commissioners: R. Giles Moss William G. Hamby, Jr. Martha H. Melvin Billy J. Simmons, Jr. Mr. Steve Little, Parks and Recreation Director, briefly reviewed the proposal for a public golf course feasibility study as presented to the Board on December 4, 1989. The motion by Chairman Lentz and seconded by Commissioner Melvin to accept the proposal for a feasibility study to be conducted by Golf Resource Associates, Inc of Georgia at a cost of $7,500.00 failed with the following vote. Voting for: Chairman Lentz and Commissioner Melvin Voting against: Commissioners Moss, Hamby, and Simmons The Board began review of the proposed Cabarrus County Personnel Ordinance. There were no changes to Articles I and II; however, the Board indicated that future revisions to the definitions contained in Article I would be necessary at the conclusion of the review of the Ordinance. Commissioner Melvin proposed the elimination of the training steps and job rate within each salary range as outlined in Article III, Section 3, Use of Salary Range, of the proposed Personnel Ordinance. She recommended the creation of a performance appraisal system whereby there would be no steps within a salary range and employees would be rewarded with varying percentage increases on an annual basis. During discussion, Board members indicated that funds equal to the'amount of last year's automatic increases will be added to the merit budget for the County Manager to administer over the next year. In reviewing the proposed performance appraisal system, Mr. Michael M. Ruffin, County Manager, and Ms. Cynthia Eades, Personnel Director, estimated a twelve to eighteen month time period to develop, implement, and train supervisory staff in the use of such a system. It was general consensus of the Board that the County Manager and Personnel Director are to proceed with the development of the performance appraisal system by the end of next year. UPON MOTION of Commissioner Simmons, seconded by Chairman Lentz and unanimously carried, the Board agreed to amend the proposed Personnel Ordinance by adding a final paragraph to Article III, Section 2, Administration of the Pay Plan, requiring the County Manager to conduct a salary study every two years and present his findings to the Board for approval. The motion by Commissioner Hamby and seconded by Chairman Lentz to approve Article III, Section 3, Use of Salary Ranges, as written in the proposed Cabarrus County Personnel Ordinance failed with Commissioner Hamby and Chairman Lentz voting for and Commissioners Moss, Simmons, and Melvin voting against. Motion was made by Commissioner Simmons to amend the proposed Personnel Ordinance by deleting Subsections (b) and (c) of Article III, Section 3, Use of Salary Ranges and changing Subsection (d), Merit Steps, to Subsection (b) to read as follows: (b) Ail steps above hiring rate are to be based on merit. Department heads shall recommend to the County Manager merit increases of one step for deserving employees. Department heads shall consider all factors affecting employee performance and shall submit merit recommendations in writing, providing justification for the recommendations. Ail increases must be approved by the County Manager. There was no second to the motion and the Board indicated that action would be taken at a later date. However, there was general consensus that the County Manager would have the authority to internally administer the training rate and job rate as specified in Subsections (b) and (c) of Section 3, Use of Salary Ranges, on a temporary basis until a performance appraisal system is developed and put into place. Subsections (b) and (c) as recommended for removal from the proposed Personnel Ordinance were as follows. Employees below step 3 are in the training steps of the salary range and are eligible for a one-step increase on their anniversary date provided satisfactory progress is being made in learning job duties and responsibilities.