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].99$-99 <br />5.0°!° <br />4.5% <br />A.0% <br />3.5 <br />3.0 <br />2.5 <br />2.0°h <br />1.5 % <br />1.0 % <br />D.5°! <br />0.0% <br />Pd ` Lp O° O i 4+ O ~ <br />4.5 % <br />4.0 <br />3.5% <br />3.0% <br />2.5 <br />2.0 % <br />1.5% <br />1.0 % <br />0.5 % <br />0.0 <br />G°~ ~ G+fl ~~~ yam ~p1~ G°~ G°~ CP~ ~~° G°~ <br />4 p~' <br />• Attachment 3 shows in detail the approved pay plans for area employers for fiscal year <br />1999-00 and information currently available as to recommended pay plans for 2000-01. <br />In Range Salary progression <br />The Board may recall that far 1999-00 it decided to increase the amount by which an employee <br />could progress in the salary range from a quarter step (about 1.25 percent) to a half step (about <br />2.5 percent). We are pleased to report to the Board that this decision has been successful in <br />positively addressing the Board's goal of providing for employee advancement in the salary <br />range in relation to new hires and in relation to the labor market as the employee gains <br />additional experience and proficiency. The Manager plans to recommend the Board continue <br />the In-Range Salary progression amount as a half step (about 2.5 percent) in support of these <br />goals. <br />Meritorious Service Awards and Equity/Retention Fund <br />Experience to date indicates the Meritorious Service Awards are achieving the Board's <br />objective of focusing on the highest levels of performance and accomplishment. Attachment 4 <br />provides data on the eight months to date. Given that the number of awards granted have been <br />below the numbers that had been projected and budgeted, the recommended budget amount <br />for 2000-01 has been reduced to reflect the awards experience to date. <br />As with Meritorious Service Awards, the Equity/Retention program is serving the objectives for <br />which it was approved of addressing equitable salary relationships. Attachment 4 provides data <br />on the eight months to date. <br />When the Board considers the pay plan to be in effect after the two year period, staff will have <br />more experience to report on and will provide more comprehensive information on the impact of <br />this and the other pay and benefits plan elements. <br />FINANCIAL IMPACT: Attachment 5 shows the new County cost.associated with the <br />recommended Cost of Living, In-Range salary progression and Meritorious Service Awards. <br />RECOMMENDATION(S): The Manager recommends that the Board receive the information <br />and provide guidance as desired on the Cost of Living and In-Range elements of the pay plan <br />for 2000-01. <br />1999-00 <br />