§ 6.44.200. Board of Supervisors Performance-Based Pay Plan.  


Latest version.
  • A.

    The salary for an Employee included in the Department of the Board of Supervisors Performance-Based Pay Plan ("Plan") shall be established and adjusted as set forth in this section.

    B.

    Definitions. When interpreting this section, words having initial capital letters shall have the following meanings:

    1.

    "Adjustment Date" means the date on which an Eligible Employee may begin to receive a Merit Salary Adjustment under the Plan.

    2.

    "Appointment" means employment in a position in the Department of the Board of Supervisors included in the Plan through hiring, promotion, reclassification, reinstatement, restoration, reassignment, transfer, or demotion.

    3.

    "Base Salary" means fixed or continuing compensation paid an Employee excluding overtime, bonuses, acting pay, or any other form of compensation outside the salary paid for services performed and in accordance with provisions of the Plan.

    4.

    "Beginning Rate" means the salary rate that begins the Salary Range.

    5.

    "Board of Supervisors" means the Board of Supervisors of the County of Los Angeles.

    6.

    "CAO" means the Chief Administrative Officer of the County of Los Angeles.

    7.

    "Control Point" means the salary rate that is the maximum amount of a Salary Band.

    8.

    "Department of the Board of Supervisors" means the offices of the Executive Officer and the offices of the members of the Board of Supervisors.

    9.

    "Department of the Board of Supervisors Performance-Based Pay Plan" ("Plan") means the discrete set of merit pay rules defined by this section which are applicable to certain employees of the Department of the Board of Supervisors compensated under the Plan.

    10.

    "Eligible Employee" is defined as a classified Employee who has satisfactorily completed his or her probationary period and has received an overall evaluation rating for the rating period immediately preceding the merit salary adjustment date. "Eligible Employee" also means any unclassified Employee in the office of a member of the Board of Supervisors if all persons within the unclassified service in such office have been designated by the member to be participants in the Plan.

    11.

    "Employee" means any person assigned to a position included in the Plan.

    12.

    "Executive Officer" means the Executive Officer/Clerk of the Board of Supervisors.

    13.

    "Maximum Rate" means the highest salary rate in the Salary Range. The Maximum Rate is also the final Control Point in the Salary Range.

    14.

    "Merit Adjustment Group" (the "Group") means any one of five groups of Employees (I, II, III, IV, V) determined at annual intervals. The highest ranking is Group I, the next highest is Group II, and so on with Group V being the lowest. Employees are placed in one of the five Groups based on performance evaluation procedures established by the Executive Officer in advance of the performance evaluations.

    15.

    "Merit Increase Guideline Matrix" (the "Matrix") means a matrix established in advance of the Merit Salary Adjustment Date by the Executive Officer, the purpose of which is to set limits for distributing Merit Salary Adjustments to Eligible Employees that in the aggregate do not exceed the Merit Salary Adjustment Budget. The matrix consists of two dimensions, Merit Adjustment Group and Salary Band, each cell (the "Cell") of which states the Range of Merit Salary Adjustments that an Employee is eligible to receive based on the Employee's Merit Adjustment Group and Salary Band placement as of the Adjustment Date.

    16.

    "Merit Salary Adjustment" means a percentage adjustment to an Employee's Base Salary made in accordance with the provisions of the Plan.

    17.

    "Merit Salary Adjustment Budget" means a budgeted sum of money, stated as a dollar or percentage payout amount.

    18.

    "Salary Band" means a range of dollars which begins at the Beginning Rate and ends at a Control Point, or begins at an amount immediately following a Control Point and continues to the next higher Control Point.

    19.

    "Salary Range" (the "Range") means a monthly salary range which begins at the Beginning Rate, continues through two Control Points and ends at the Maximum Rate.

    20.

    "Structure Change" means any change to the monthly Beginning Rate and Maximum Rate of the Salary Range.

    C.

    Plan Ranges. The Plan consists of six Ranges and the associated classes as indicated in the following table:

    Range Classes
    Item No.
    Title
    Unclassified Service
    1 9934 Supervisor's Staff Assistant
    2 9935 Supervisor's Deputy I
    3 9936 Supervisor's Deputy II
    4 9938 Supervisor's Deputy III
    5 9939 Supervisor's Deputy IV
    5 9941 Supervisor's Assistant Chief of Staff
    6 9943 Supervisor's Chief of Staff

     

    D.

    Salary Range. An adjustment to the Salary Range shall not result in a change in salary for any Employee. The six Ranges in the Plan shall be effective on the date shown in the following tables:

    Effective on April 1, 2018
    Range Beginning Rate Control Point I Control Point II Maximum Rate
    1 3,599.74 4,319.70 5,039.66 5,759.56
    2 4,481.69 5,378.01 6,274.37 7,170.70
    3 5,579.70 6,695.63 7,811.60 8,927.51
    4 6,946.68 8,336.06 9,725.40 11,114.77
    5 9,771.55 11,725.88 13,682.07 15,635.89
    6 12,165.60 14,598.73 17,041.41 19,464.96

     

    Effective on October 1, 2018
    Range Beginning Rate Control Point I Control Point II Maximum Rate
    1 3,671.73 4,406.09 5,140.44 5,874.76
    2 4,571.32 5,485.57 6,399.86 7,314.10
    3 5,691.29 6,829.53 7,967.82 9,106.05
    4 7,085.62 8,502.78 9,919.92 11,337.06
    5 9,966.98 11,960.39 13,955.70 15,948.61
    6 12,408.91 14,890.71 17,382.24 19,854.26

     

    Effective on October 1, 2019
    Range Beginning Rate Control Point I Control Point II Maximum Rate
    1 3,763.52 4,516.24 5,268.95 6,021.63
    2 4,685.60 5,622.71 6,559.86 7,496.95
    3 5,833.57 7,000.27 8,167.02 9,333.70
    4 7,262.76 8,715.35 10,167.92 11,620.49
    5 10,216.15 12,259.40 14,304.59 16,347.33
    6 12,719.13 15,262.98 17,816.80 20,350.62

     

    Effective on October 1, 2020
    Range Beginning Rate Control Point I Control Point II Maximum Rate
    1 3,857.61 4,629.15 5,400.67 6,172.17
    2 4,802.74 5,763.28 6,723.86 7,684.37
    3 5,979.41 7,175.28 8,371.20 9,567.04
    4 7,444.33 8,933.23 10,422.12 11,911.00
    5 10,471.55 12,565.89 14,662.20 16,756.01
    6 13,037.11 15,644.55 18,262.22 20,859.39

     

    E.

    Initial Rate. An Employee upon Appointment to a class compensated within the Plan shall be compensated according to the following rules:

    1.

    An Employee may be compensated by the Executive Officer at any Base Salary amount up to and including Control Point 2 within the Range for the class the Employee has been appointed to.

    2.

    Placement of an Employee upon Appointment at a Base Salary beyond Control Point 2 shall require prior approval of the CAO if such placement results in an increase in base salary exceeding 5.5 percent.

    F.

    Progression Within the Salary Range Structure. After initial Appointment to a class compensated within the Plan, the Employee shall progress through the appropriate Salary Range according to the following rules at 12-month intervals:

    1.

    An Employee's Base Salary shall be adjusted as a result of an award of a Merit Salary Adjustment. An Employee whose salary rate falls below the minimum of the range as a result of a structure adjustment may move back into the range through overall performance appraisal and award of a Merit Salary Adjustment. When an Employee's rate falls below the minimum of the range it shall not constitute a demotion.

    2.

    An Employee's Base Salary shall be adjusted by the Executive Officer on the Adjustment Date based on the Merit Increase Guideline Cell associated with the Employee's current Merit Adjustment Group and Salary Band.

    3.

    An Employee may advance within the assigned Salary Range to the Control Point of the Salary Band that is associated with the Merit Adjustment Group in which the Employee is currently a member in accordance with the following table:

    Associated Merit Adjustment Group Control Point
    Group I Maximum Rate (top Salary Band C)
    Group II Maximum Rate (top Salary Band C)
    Group III Maximum Rate (top Salary Band C)
    Group IV Control Point 1 (top Salary Band A)
    Group V Beginning Rate

     

    G.

    By specific action, the CAO may authorize, upon request of the Executive Officer, salary placement of an employee at any rate within the established Salary Range for the position.

    H.

    Additional Compensation. In lieu of compensation provided in Section 6.10.073, the CAO may authorize upon request of the Executive Officer, additional compensation for an Employee of up to 11 percent of Base Salary for special achievement or exceptional contribution in the performance of his/her duties. This compensation may be in addition to Merit Salary Adjustments. It shall constitute a Base Salary unless it is calculated on an annual basis and is paid in a lump sum. In the event it is paid as a lump sum, it shall be paid at a time designated by the Executive Officer but not later than the end of the calendar year after the year in which it was granted.

    I.

    Except for lump-sum payments provided in subsection G of this section, the rate or rates established by this Section 6.44.200 shall constitute a base rate.

(Ord. 2018-0047 § 32, 2018; Ord. 2015-0063 § 54, 2015; Ord. 2013-0037 § 23, 2013; Ord. 2008-0005 § 17, 2008; Ord. 2006-0084 § 30, 2006; Ord. 2006-0053 § 2 (part), 2006.)