BC 1990 08 06 - Laserfiche WebLink

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498 Concord Engineering & Surveying, Inc. · Hewlett-Packard 9815A Computer, Serial Number 1623A06772, $100.00 · Hewlett-Packard 86-B Computer, Serial Number 2417A3052, $100.00 · Hewlett-Packard Disk Drive, Serial Number 2341A75398, $100.00 · Hewlett-Packard Cathode Ray Terminal, Serial Number 2635J21665, $100.00 · Hewlett-Packard Printer, Serial Number 2336J21665, $100.00 Adopted this the 6th day of August, 1990. Chairman Lentz introduced discussion of longevity pay for employees and presented the following annual cost figures for employee benefits: Five Percent (5%) Cost-of-Living Increase $500,000.00; Longevity - $375,000.00; Step Increases - $300,000.00; Merit Increases $50,000.00; Educational Incentive - $60,000.00. During lengthy discussion relative to the cost of the longevity pay, Commissioner Melvin expressed opposition to the current longevity system and supported funding for a pay-for-performance system. Mr. Michael M. Ruffin, County Manager, reported that employees regarded longevity pay as a very important benefit and noted that as of August 2, 1990, approximately 338 employees were receiving longevity pay of varying percentages. UPON MOTION of Commissioner Simmons, seconded by Commissioner Hamby with Commissioners Simmons, Hamby, and Moss and Chairman Lentz voting for and Commissioner Melvin voting against, the Board adopted the following amendment to the Cabarrus County Personnel Ordinance. Amend ARTICLE III. THE PAY PLAN, Section 3. Use of Salary Ranges to read as follows: The following provisions shall govern the hiring rate, as well as the granting of within-the-range pay increments: (a) Hiring Rate. The hiring rate is the minimum rate paid an employee when hired into Cabarrus County employment. Appointment above the hiring rate may be made on the recommendation of the department head with the approval of the County Manager when deemed necessary in the best interest of the County. Above the minimum appointments shall be based on factors such as the qualifications of the applicant being higher than desirable education and training for the class, a shortage of qualified applicants available at the hiring rate, and/or the refusal of qualified applicants to accept employment at the minimum step. Initial appointments above the third step must be approved by the board of Commissioners. (b) Progression to Job Rate. Employees below step 3 of the pay range are considered to be in training. Each year, on the employee's anniversary date, the employee will be evaluated to determine if satisfactory progress is being made in learning job responsibilities and duties. If the employee receives at least a satisfactory performance evaluation, the employee shall receive, upon recommendation of the department head with the approval of the County Manager, a one-step increase in pay. If the employee does not receive at least a satisfactory performance evaluation, the department head will recommend to the County Manager retention at the employee's current rate of pay for an additional six months. At the end of the six month extension, the department head will review the employee's progress in correcting work deficiencies, and if the employee's work has been brought up to at least a satisfactory level, the department head will recommend to the County Manager a one-step increase in pay. If the employee's work is still deficient, the department head will recommend no increase in pay and will begin disciplinary measures in accordance with Article VII of the Ordinance.