Travis County Commissioners Court
September 21, 2004
Item 9
9. Consider and take appropriate action on f.y. '05 compensation allocations
parameters.
>> good morning, judge. You received the salomon colored
backup that pretty much lays out the allocation parameters. You have made
certain decisions on individual actions as we have moved through the budget
process and we're sort of combining and presenting all of those to you in
one package today with a few left over items that you may want to consider
and discuss even more. So with that, alicia?
>> if you look at your backup, you have -- it's a Travis
County resource management department f.y. 50 allocation implementation parameters.
You have several items that we would like your vote on so we can provide the
information to the [inaudible] and start the process of '05 compensation allocations
and salaries. That number one is a 4% across the board, the court has already
voted on that, and that will be a across-the-board, and that is effective
October 1 of 2004, even though the employees will not see that in their paycheck
until the end of October.
>> okay. The move saysplegicable to employees on payroll
on 0 or before 9-30-04. Which means that we will apply this to new employees
up to that point?
>> yes, sir.
>> and has that been our practice in the past?
>> yes, most of the time you take the beginning of the fiscal
year and implement whatever when you have had across the board or colas at
that particular time to anyone on the payroll at that time.
>> it certainly leaves room if the court should choose to
do that to consider if the 9-30-04 is an appropriate cutoff for that period.
Take it either way. The cutoff through the fiscal year, or if you back it
up into the fiscal year when you consider the fiscal -- the impact of what
is being proposed in that implementation parameter.
>> also in terms of programming the system, this is much
cleaner. You have one date, and it goes in effect for everyone as opposed
to having to go in and change it for different people.
>> and in effect, too, is the statement on the previous two
years, especially, wherever those jobs were -- were --
>> been here 30 day, you also get a cost of living increase.
>> that's correct.
>> 30 day, 60 days, 90 days... Saying I understand.
>> to me it's like a statement on the job as it was slated
for the past two years and so it -- regardless of when someone fills that
position, it -- it applies -- the cola applies to them.
>> where you have the waiting period is on the paper performance.
The policy sets out that you must be here at least a year, that no one with
less than a year's service will get performance-based pay.
>> okay.
>> she's right. It's really about the job, not about the
person, because this basically says the new minimum of these jobs will be
risen by 4%, as opposed if you
>> ... Okay. No problem.
>> okay.
>> number 3 is of course the increase of the minimum liveable
wage from $9 to $10, that will be effective October 1 and that includes all
full time an part time regular employees. I will make a note that that particular
move may cause some compression, but, again, the 1.75, the departments can
use that to alleviate that, that is what I plan to do. Number 4 is a red line
employee adjustment that exceeds the maximum will not be added to the base
salary, but received in a lump sum, and that would be effective October 1,
also. Number 5, on the f.y. Job analysis project results, luann, do you want
to address that?
>> just that throughout the f.y. We were bringing in to you
packages as we completed them. That information, all of the actions on the
file have been -- those actions have been loaded into the system, as you see
here, September 16th is when those actions are effective. We put them in so
that all of the actions for f.y. '05 will be against those approved pay raise
entitled that you approved throughout this particular project. There's really
no action there except to just note that we have noted the full implementation
of what you already approved on that f.y. '04 project. On the green circle
positions, and these are job titles that are the person had that particular
job title is being paid below the new minimum. Departments are encouraged
to address within the f.y. '05 target level budget those individuals and effective
date would be November 16th. That is when we begin to process them because
we want the 4% to go in first and then that will minute miez our decrease
the number of individuals that are green circled. Number 7 is...
>> [inaudible]
>> to address -- encouraged to address within the f.y. '05
target level budget.
>> okay.
>> okay.
>> number 17 the f.y. '05 ad hoc classification reviews and
those will be effective October 1 as authorized in f.y. '05 budgeted and vacant
positions or Commissioner's court authorized. And we do -- we will bring you
a plan. We know that next year we will need to address and look at the its
family. There also has been other requests for review of positions and hr
will bring you a plan. For f.y. '05.
>> temporary pay increase policy, that has been rescinded
and will no longer be in effect as of October 1, 2004. Number 9, peace officers
pay scale, you have attached last two pages of your backup have pay scales.
One of them is the [inaudible] pay scale and it goes one through 11 and 12
should be if it was on the landscape piece paper would follow, and then the
last page is a nontso positions only, the pay scale for those. [papers shuffling
- audio interference]
>> the way that the pay was -- the raises were allocated
this year, we ended up just cleanliness purposes and logical purposes, we
ended up with a scale por the Travis County sheriff's office and then we ended
up with a scale for all those certified law enforcement officers who were
not part of the Travis County sheriff's department, so you have the constables
and the park rangers on one scale and then you have the correction officers
and the Travis County law enforcement on another scale and it just -- cleaner.
It was just a much cleaner process to do it this way.
>> so this is in fact what the court has already. [multiple
voices]
>> separated them out.
>> whether we need to approve the pay scales or not?
>> yes, yes.
>> you have not officially done this.
>> supering there's a motion to approve this today and it
passes, don't we need some document that the court needs to sign that approves
all this?
>> we can...
>> just on the minutes of the...
>> I think...
>> yeah, we usually rely on the minutes and send out information
to departments.
>> just as easy to have just something attached that the
court signs?
>> we can certainly... No, sir.
>> it's not just as easy.
>> personnel amendments on Tuesday, every Tuesday?
>> if you would like, we would. But we usually don't do that.
What we do is take the minutes and inform the departments from the minutes
of your vote, and on some of these, remember, you've already voted on the
four like the across the board, you have voted on, the 1.75, you voted on,
$10 minimum liveable wage you have voted on. If you would like, we can prepare
such a document.
>> different departments and say here is what the court did.
>> I'm sorry.
>> we e-mail them.
>> typically with the e-mail and with the e-mail message
we attach these documents that are presented to court and with a message we
indicate that the court adopted these actions on that -- on this date. Now,
if you want it hard copy with a sheet on the back as you do with the personnel
amendment, we could easily do that, but electronically is how we transmit
most documents like this.
>> I don't know that it matters. See the e-mail myself.
>> kind of talk what you were trying to do.
>> judge, I would move approval of action items 1 through
9 as presented by hr including all of the effective dates and processing dates.
>> [inaudible]
>> and including the official notice.
>> anymore discussion? All in favor of the motion? That passes
by unanimous vote.
>> thank you.
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Last Modified: Thursday, October 27, 2005 10:24 AM