Los Angeles County Municipal Code Part 3 Tier I and Tier II Management Appraisal and Performance Plan

This Part 3 of Chapter 6.08 shall be known as the "Management Appraisal and Performance Plan." The Plan shall consist of two parts applying to two separate groups of eligible management employees. The two parts, which are described herein, shall be known as "Tier I" and "Tier II," respectively.

(Ord. 2007-0049 § 5, 2007.)

The purpose of the Management Appraisal and Performance Plan is to improve the County's ability to employ executive, senior management, and management employees, to evaluate and compensate those employees for the contributions they make toward achieving County and department priorities, and to motivate them to excel and achieve high efficiency, reduce costs, realize expected revenues, and deliver quality services to County residents.

(Ord. 2007-0049 § 6, 2007.)

The following terms when used in this Part 3 with initial capital letters, unless the context clearly indicates otherwise, shall have the following respective meanings:

A.

"Appointing Authority" means the board of supervisors for any person employed and paid as an appointed "department head." The Chief Executive Officer (UC) shall be the Appointing Authority for the Chief Deputy, Chief Executive Officer (UC)

and Deputy, Chief Executive Officer (UC) positions. County department heads are the Appointing Authority for all other persons compensated pursuant to this Part 3.

B.

The "Control Point" of each Salary range is indicated in the Tier I Salary Structure. The Control Point for each Tier II Salary range shall be the same as the similarly numbered Tier I Salary range.

C.

"General Salary Adjustment" means an across-the-board adjustment in the actual base salaries of Tier I and/or Tier II Participants. A General Salary Adjustment may be implemented only by specific action of the board of supervisors and may or may not be accompanied by a concurrent adjustment in the Salary Structure.

D.

"Participant" means a person employed in a position in a class which has been approved by the board of supervisors for inclusion in the Management Appraisal and Performance Plan.

E.

"Plan" means the Management Appraisal and Performance Plan.

F.

Salary Structure. The Tier I and Tier II Salary ranges specified in Section 6.26.020 A.

G.

"Tier I" means that part of the Plan that is applicable to unclassified management positions and other positions specifically designated as eligible for Tier I by the board of supervisors. Salary ranges applicable to Tier I Participants are designated by the letter "R" in Sections 6.28.050 and 6.26.020 A of this code. Tier I Salary ranges are defined in terms of a minimum rate, a maximum rate, and a Control Point.

H.

"Tier II" means that part of the Plan that is applicable to all Participants other than Tier I Participants. Salary ranges applicable to Tier II Participants are designated by the letter "S" in Sections 6.28.050 and 6.26.020 A of this code.

I.

"Tier I Merit Adjustment" means movement through the applicable R range based on an evaluation of performance as provided for in the Plan and any pertinent instructions issued by the Chief Executive Officer or director of personnel. A Tier I Merit Adjustment may range from zero to five percent with respect to any given rating period.

J.

"Tier II Step Advancement" means advancement to the next salary step in the applicable S range based on an evaluation of performance as provided for in the Plan and any pertinent instructions issued by the Chief Executive Officer or director of personnel.

K.

"Y-Rate" means, for purposes of this Part 3, a special salary rate which entitles a person to receive a salary at a rate higher than the maximum of the Salary range for the position which the person holds.

(Ord. 2019-0034 § 5, 2019; Ord. 2018-0047 § 9, 2018; Ord. 2011-0046 § 10, 2011; Ord. 2010-0027 § 1, 2010; Ord. 2008- 0069 § 1, 2008; Ord. 2007-0049 § 7, 2007.)

Notwithstanding any other provision of this Title 6, the salary of a person employed in a position assigned to a Salary range in Tier I or Tier II of the Plan shall be determined pursuant to the provisions of this Part 3; provided, however, that department head salary and benefits may be determined by written agreement between the board of supervisors and a department head. In the event of any inconsistency between provisions of this Part 3 and such written agreement, the provisions of the written agreement shall control.

(Ord. 2007-0049 § 8, 2007.)

Upon the recommendation of the Chief Executive Officer, the board of supervisors may by ordinance, assign classes or positions to the Plan. The Chief Executive Officer shall recommend to the Board of Supervisors a Salary range for each class or position.

Participants who would otherwise be eligible to receive benefits under Chapter 5.26, 5.27, and 5.28 of this code shall be eligible to receive benefits under Chapter 5.26 and the appropriate benefits of either Chapter 5.27 or Chapter 5.28 of this code. In addition, Participants designated eligible to receive benefits under Subdivision 1 of Chapter 5.27 or Subdivision 1 of Chapter 5.28 of this code shall be eligible to receive up to eight days sick leave.

(Ord. 2018-0047 § 10, 2018; Ord. 2007-0049 § 9, 2007.)

A.

Performance rating categories and process. The Appointing Authority, or his/her designee, shall annually evaluate the performance of each Participant, in accordance with guidelines and in a format established by the director of personnel, which shall provide for an overall performance rating based on the following five category rating scale:

The performance management process includes annually setting goals and defining performance expectations developed jointly by the Appointing Authority or his/her designee and each Participant. The Appointing Authority defines department values for the performance management process. At the discretion of the Appointing Authority, Participants on a leave of absence during the rating period are not required to have a performance plan while on an approved leave of absence.

B.

Rating Period.

The rating period will be as designated by the Chief Executive Officer. However, the performance of each Participant will be reviewed periodically by the Appointing Authority or his/her designee during the performance period. At the conclusion of the rating period, the Appointing Authority or his/her designee will review the performance of each Participant and complete an evaluation form in the manner established by the director of personnel. To ensure uniform administration, departmental performance ratings shall be in conformance with standards issued by the director of personnel. At the discretion of the

Appointing Authority, an evaluation form may be completed for those Participants with less than six months service in the Plan. The Appointing Authority or his/her designee shall have the option of rating Participants on leave for more than six months of the rating period. Participants on leave for less than six months shall be given an overall performance rating except in the case where the director of personnel has determined that unusual circumstances exist. Where Participants on a leave of absence are rated, any Tier I Merit Salary Adjustment or Tier II Step Advancement may, at the discretion of the Appointing Authority, be granted upon the Participant's return to work. Participants who are not rated shall not be granted a Tier I Merit Salary Adjustment or a Tier II Step Advancement.

In the case of a person employed as a department head, the evaluation shall be in accordance with the procedures set forth in Section 2.06.100 of this code.

C.

Performance Evaluation Timeliness. Tier I Merit Salary Adjustments and/or Tier II Step Advancements will be withheld for both the rater and employee being rated if the performance evaluation has not been submitted on a timely basis in accordance with timeframes established by the director of personnel. Upon submission of the performance evaluation, the employee being rated will be eligible for a retroactive Tier 1 Merit Salary Adjustment or Tier II Step Advancement based on his/her performance rating. However, in no case where a performance evaluation was not submitted on a timely basis shall the rater receive a retroactive Tier I Merit Salary Adjustment or Tier II Step Advancement.

D.

Performance Rating Transition. For Participants previously evaluated under Civil Service Rule 20.04, the last performance evaluation rating under Civil Service Rule 20.04 shall be used for all purposes on or after January 1, 1997 and continuing only until a new performance rating is given under Tier I or Tier II of the Plan. Performance evaluation ratings under Civil Service Rule 20.04 shall be treated as they are the same as Tier I and Tier II Plan ratings as follows:

Permanent Employees.

Probationary Employees.

E.

In rating the performance of the chief, civil service commission and ERCOM, the provisions of Section 3.10.020 of this code shall be followed.

(Ord. 2018-0047 § 11, 2018; Ord. 2008-0069 § 2, 2008; Ord. 2007-0049 § 10, 2007.)

A.

Internal Review. In the case of a disputed individual performance evaluation and rating, the affected Participant shall be afforded full opportunity to present, in writing, his/her request for review and modification of the rating to the Appointing Authority. Such requests shall be made within 10 business days of receipt of a performance rating. The decision of the Appointing Authority shall be final subject to review and reconsideration as outlined in subsection B of this section. In the case of a department head, such presentation shall be made to the Chief Executive Officer who will report the findings to the Board of Supervisors.

B.

Director of Personnel Review. Within 10 business days of receipt of the decision of the Appointing Authority under subsection A of this section, any affected Participant, except a department head, may request review by the director of personnel and reconsideration by the Appointing Authority for a performance rating of "Needs Improvement Meeting Expectations" or "Failed to Meet Expectations." The director of personnel shall review the process and submit recommendations to the Appointing Authority, who will then render a final decision on the evaluation and rating. The decision of the Appointing Authority shall be conclusive.

(Ord. 2018-0047 § 12, 2018; Ord. 2007-0049 § 11, 2007.)

Recommendation of Chief Executive Officer. The Chief Executive Officer shall recommend, as appropriate, and the Board of Supervisors may approve General Salary Adjustments for Participants. General Salary Adjustments are adjustments which are across-the-board in nature and which affect the Salary Structure for Tier I and Tier II. General Salary Adjustments, where implemented, are intended to keep pace with external salary inflation and preserve internal pay relationships with other County employees who are not Participants. In recommending a General Salary Adjustment, the Chief Executive Officer shall consider both the County's operational needs, including the need to recruit and retain quality personnel under the Plan, and the County's ability to pay for the adjustments.

(Ord. 2018-0047 § 13, 2018; Ord. 2008-0069 § 3, 2008; Ord. 2007-0049 § 12, 2007.)

A.

Reassignment of Positions. The Chief Executive Officer shall recommend to the Board of Supervisors reassignment of positions to higher or lower Tier I or Tier II Salary ranges when appropriate as necessitated by external market conditions or changes in the duties and responsibilities of affected positions.

B.

Salary Rate Below the Minimum of the Salary Range. A Participant's salary may fall below the minimum of the Salary range as a result of a Salary Structure adjustment. In such case, there shall be no adjustment in the Participant's salary absent specific authorization and instruction from the Board of Supervisors or the Chief Executive Officer. When an employee's salary rate falls below the minimum of the Salary range, it shall not constitute a demotion.

C.

Placement in Salary Range. By specific action, the Board of Supervisors or the Chief Executive Officer may provide for salary placement of an employee at any rate within the established Salary range for the position he/she holds.

D.

Equivalency of Compensation. An employee who is receiving additional compensation pursuant to Section 6.10.070, Section 6.10.073 A and B, Section 6.44.015, Section 6.50.020, or Section 6.64.020 A of this code shall, at the time his or her position is assigned to the Plan, be designated a salary rate on the appropriate Salary range that is not less than his/her then current salary, including such additional compensation.

E.

Change of Status. When a person receives a change of classification, is transferred, or is appointed from an eligible list to a position, such change of status shall not be deemed a promotion or demotion when there is a difference of less than 2.75 percent between the Control Point of the old MAPP Salary range and the Control Point of the new MAPP Salary range; or between the Control Point of the new MAPP Salary range and the Control Point of a position paid in accordance with 6.127.040; or between the maximum of the new MAPP Salary range and the maximum of a position paid in accordance with Part 5 of this title; or between the Control Point of the new MAPP Salary range and the highest step of a non-MAPP position, for all other positions not designated for the Plan. Said person will be placed within the new Salary range at his/her then current salary or for Tier II, placed on the nearest step that does not result in a decrease in salary for the participant. Where the new position is outside the Plan, the employee's salary step placement shall be determined as otherwise provided by this code.

F.

Reduction of Salary Range. When a person continues to hold a position whose Salary range is reduced or which is reclassified to a lower level, said person will be placed within the new Salary range at his/her current salary or for Tier II, placed on the nearest step that does not result in a decrease in salary for the participant. If the current salary is higher than the new salary range maximum, said person's rate of pay shall be identified as a Y-Rate, which shall remain until such time as the Y-Rate is within the Salary range for the position.

G.

Appointment to Lower-Level Position. When a person on a higher position is appointed from an eligible list to a lower-level position, or is voluntarily reduced, he/she shall be placed at any salary within the Salary range for the lower-level position or his/her current salary, whichever is less.

H.

Equivalency of Grade. A class in Tier I is deemed to be equal in grade to a class in Tier II if the two Salary ranges are equal in terms of the minimum and maximum rates as indicated by the numeric designation assigned to the Salary ranges. (A class compensated at R10 in Tier I is, for example, equal in grade to a class compensated at S10 in Tier II). A class in Tier I or Tier II is deemed equal in grade to a class paid in accordance with 6.127.040 if the Control Point of the LACERA MAPP Tier I or Tier II class is less than 2.75 percent above or below the Control Point of the Salary Range for the Tier I or Tier II class. (A class compensated in MAPP Salary Range R10 or S10 is, for example, equal in grade to a class compensated in LACERA MAPP Salary Range LR10 or LS10, respectively). A class in Tier I or Tier II is deemed equal in grade to a class paid in accordance with Chapter 6.08, Part 5 of this title if the top step of the class compensated under Part 5 is less than 2.75 percent above or below the maximum of the Salary range for the Tier I or Tier II class as the case may be. A class in Tier I or Tier II is deemed equal in grade to a class paid in accordance with all other classes that are not designated for the Plan if the maximum of the non-MAPP class is less than 2.75 percent above or below the Control Point of the Salary range for the Tier I or Tier II class.

I.

Exception for Certain Participants. The compensation of any Participant employed in a class or position designated by an item sub other than "A" or "L" pursuant to the provisions of Section 6.28.020 A shall be limited to that provided by this subsection. Such Participant shall be compensated at a salary rate not to exceed the Control Point of the Salary range or at any salary within the Salary range, with the concurrence of the Chief Executive Officer. The salary rate for such Participants shall be adjusted in accordance with Board of Supervisors approved General Salary Adjustments providing the Appointing Authority certifies such Participant's performance is equivalent to "Met Expectations" or better.

(Ord. 2026-0004 § 7, 2026; Ord. 2018-0047 § 14, 2018; Ord. 2015-0063 § 24, 2015; Ord. 2008-0069 § 4, 2008; Ord. 2007- 0069 § 2, 2007; Ord. 2007-0049 § 13, 2007.)

Upon demotion of a Participant from a higher-level position to a lower-level position the Participant's Salary shall be determined as follows:

A.

Permanent Status. Any person who has completed the probationary period for the higher-level position or who has held a higher-level unclassified item for six (6) months or more and voluntarily demotes to another position on a lower Salary range shall be placed at any salary within the lower Salary range, provided said salary does not exceed the maximum of the new Salary range for the lower-level position or the current salary of such person, whichever is less. When a person is involuntarily demoted for discipline or performance reasons, the Appointing Authority may place such person at any place within the Salary range of the lower-level position at a rate not to exceed the current salary of such person.

B.

Probationary Status. Any person demoted to another class prior to completion of the probationary period for the higher-level position or who has held a higher-level unclassified item for less than six (6) months shall be returned to the salary held prior to the promotion as though the person had never occupied the higher-level position.

C.

Demotion to Position Outside the Plan. Any person demoted to a class not compensated pursuant to the provisions of this Part 3 shall be placed at an appropriate salary in accordance with the provisions of Section 6.08.110 of Part 1 of this chapter.

(Ord. 2026-0004 § 8, 2026; Ord. 2007-0049 § 15, 2007.)

A.

Reinstatement. The Salary of a person reinstated to a Tier I position following separation from County service will be determined in accordance with the provisions of Section 6.08.370 B and the salary of a person reinstated to a Tier II position following separation from County service will be determined in accordance with the provisions of Section 6.08.385 A, as if the person was entering County service as a new hire. However, persons reinstated pursuant to Government Code Section 31680.7 may be placed at any salary rate not to exceed the salary paid to said person prior to retirement unless a higher rate is specifically authorized by the Chief Executive Officer.

B.

Reemployment. A person reemployed under Civil Service Rule 19.08 to the position held immediately prior to separation will be reemployed at the same salary rate within the Salary range for the position held prior to separation or the minimum of the Salary range, whichever is greater. A person reemployed on a different position than that previously held prior to separation will be reemployed at the maximum of the Salary range for the new position or at the same salary paid to said person prior to separation, whichever is the lesser. An employee whose last performance rating was "Needs Improvement Meeting Expectations" or "Failed to Meet Expectations" shall not be reemployed.

C.

Restoration. When a person is restored to a higher-level position in either Tier I or Tier II, the person may be placed within the Salary range at his/her current salary or at his/her previous salary. If the salary falls below the minimum of the Salary range for the restored position, the employee shall be placed at the minimum of the Salary range for the restored position.

(Ord. 2018-0047 § 15, 2018; Ord. 2007-0049 § 16, 2007.)

The provisions of Chapter 6.10 shall apply to Participants except as modified, deleted, or supplemented below. Special rates shall not be included in base salary for the purpose of calculating pay increases.

A.

Temporary Assignments—Special Rate. Any Participant assigned to perform all of the significant duties of a higher-level position in an acting or temporary capacity during the absence from work of an incumbent of an included position or when such position is vacant for 30 calendar days or longer, may be provided, during the term of the assignment, additional compensation of 5.5 percent. The Chief Executive Officer may approve a higher amount that does not exceed the maximum of the Salary range for the higher-level position and may waive the 30 day requirement, based on the needs of the service.

B.

Out-of-Class Assignments. The provisions of Section 6.10.040 shall not apply to Participants.

C.

Critical Shortage Recruitment Rates. The provisions of Section 6.10.050 shall not apply to Participants.

D.

Critical Shortage Ranges.

The provisions of Section 6.10.060 shall not apply to Participants; provided, however, that in addition to all other compensation provided by this code, the Chief Executive Officer may adjust the salary of one or more Participants up to 20 percent pursuant to provisions in Section 6.10.060 when such adjustment is necessary to preserve supervisory pay differentials or to maintain internal pay equity following adjustments in pay for non-participants pursuant to Section 6.10.050 or Section 6.10.060. Such additional compensation may be discontinued by the Chief Executive Officer in the same manner and subject to the same terms and conditions as such pay under Section 6.10.050 may be discontinued for non-participants.

In addition to all other compensation provided for in this code, any Participant in the Management Appraisal and Performance Plan who, on September 30, 2013, received compensation pursuant to Section 6.08.360D Subsection 1 and who, on October 1, 2013 ceased receiving such compensation shall, commencing October 1, 2013, receive an offsetting adjustment in salary equal to the same percentage adjustment previously authorized under Section 6.08.360D subsection 1. The rate or rates established by this provision constitute a base rate. This provision shall not apply to Chief, Pharmacy Services, Med Center (Item No. 5527) or Director, Pharmacy Services, Health Services (Item No. 5536) on or after April 1, 2016.

E.

Additional Compensation for Supervisors. The provisions of Section 6.10.070 shall not apply to Participants; provided, however, that in addition to all other compensation provided by this code, the Chief Executive Officer may adjust the salary of a Participant when such adjustment is appropriate to maintain a supervisory differential of up to 5.5 percent between the Participant and his/her highest paid subordinate providing such organization is permanent and has been approved by the Chief Executive Officer. Such additional compensation may be discontinued by the Chief Executive Officer in the same manner and subject to the terms and conditions as such pay under Section 6.10.070 may be discontinued.

F.

Assignment of Additional Responsibility. The provisions of Section 6.10.073 shall apply to Participants except that such additional compensation authorized in accordance with the provisions of Section 6.10.073 shall be up to 11 percent of a

Participant' s current salary.

G.

Merit Bonuses for Managers. The provisions of Section 6.10.075 shall not apply to Participants.

H.

Acting Department Head—Additional Compensation. Participants shall be provided additional compensation of 5.5 percent unless a higher amount is approved by the board of supervisors.

I.

Standby Pay. The provisions of Section 6.10.120 shall not apply to Participants.

(Ord. 2019-0030 § 1, 2019; Ord. 2018-0047 § 16, 2018; Ord. 2016-0024 § 2, 2016; Ord. 2015-0063 § 25, 2015; Ord. 2013- 0037 § 6, 2013; Ord. 2008-0069 § 6, 2008; Ord. 2007-0049 § 17, 2007.)

A.

Notwithstanding any other provision of this code, any employee who, on March 31, 2007, was a Participant in the Plan and who, on April 1, 2007 is a Participant in Tier I of the Plan, as amended, shall receive no change in salary on April 1, 2007 as a consequence of any amendments to the Plan which became operative on that date. The Participant's actual salary in such case may or may not fall within the established Tier I R range.

B.

Notwithstanding any other provision of this code, any employee who, on March 31, 2007, was a Participant in the Plan and who, on April 1, 2007 is a Participant in Tier II of the Plan, as amended, shall, effective April 1, 2007, be placed on the Tier II salary step closest to the Participant's March 31, 2007 salary that does not result in a decrease in salary.

(Ord. 2007-0049 § 18, 2007.)

A person appointed to a class or position designated as participating in Tier I of the Plan shall be paid as follows:

A.

Department Head. For persons appointed to positions of Department Head, the Appointing Authority may designate a salary at any rate within or outside of the Salary range established for the position to which the person is being appointed. In the absence of such designation by the Appointing Authority, said person shall be compensated as applicable pursuant to Section 6.08.370 subsection B or C.

B.

Appointment of Persons Not Currently Employed by the County. For any person who is not currently employed by the County and who is appointed to a position other than Department Head, the Chief Executive Officer shall review and approve the recommendation of the Appointing Authority with regard to the initial salary placement for such person, provided; however, that any such recommended salary placement shall require the specific approval of the Board of Supervisors if it exceeds either the control point of the salary range or the salary threshold noted below:

October 1, 2027 $235,000

C.

Promotional Appointments. A person being promoted from another position in County service shall be compensated at a salary within the Salary range of the higher position, except that such person shall receive an increase of at least 5.5 percent, rounded to the nearest dollar, above his/her previous base salary but not less than the minimum of the Salary range. Promotional increases greater than 5.5 percent shall require the approval of the chief executive officer. However, if the resulting salary in the new position exceeds either the control point of the salary range or the salary threshold in effect as indicated in subsection B and is greater than 5.5 percent above the previous base salary, the promotional appointment shall require the approval of the board of supervisors. Persons compensated at a Y-Rate shall receive an increase of 5.5 percent, rounded to the nearest dollar, over the maximum of the Salary range for the person's present position. If the person would thereby suffer a reduction in salary, said person will be placed at his/her current salary or at such higher salary as may be specifically authorized by the chief executive officer or the board of supervisors if the resulting salary exceeds either the control point of the salary range or the salary threshold in effect.

(Ord. 2026-0004 § 9, 2026; Ord. 2022-0046 § 25, 2022; Ord. 2019-0034, § 6, 2019; Ord. 2018-0047 § 17, 2018; Ord. 2015- 0063 § 26, 2015; Ord. 2013-0037 § 7, 2013; Ord. 2008-0069 § 7, 2008; Ord. 2007-0049 § 19, 2007.)

A.

Tier I Participants. General Salary Adjustments for Tier I participants will take the form of a percentage change in the R- Range Salary structure on specific dates approved by the Board of Supervisors with concurrent changes in the actual salaries of Participants.

B.

The General Salary Adjustment for Tier I Participants scheduled to occur on October 1, 2020, pursuant to Section 6.28.050 of this Title 6 is suspended.

(Ord. 2026-0004 § 10, 2026; Ord. 2020-0054 § 1, 2020; Ord. 2018-0047 § 18, 2018; Ord. 2008-0069 § 8, 2008.)

A.

Annually, in accordance with guidelines issued by the Chief Executive Officer, each Participant's Appointing Authority shall recommend a Merit Salary Adjustment, ranging from a minimum of zero percent to a maximum of five percent. Such Merit Salary Adjustments shall be limited to Participants who have been in MAPP prior to April 1st of the current fiscal year and whose current performance rating is "Met Expectations" or higher and shall take effect on October 1st of each year except as otherwise provided by this Plan. Merit Salary Adjustment recommendations are subject to Chief Executive Officer prior to becoming effective. Such adjustments may apply to and/or result in a salary that falls outside the established Tier I Salary range.

B.

Appointed Department Head Merit Salary Adjustments. Chief Executive Officer shall assess the performance of appointed department heads in consultation with the Board of Supervisors. Following such consultation, the Chief Executive Officer may authorize Tier I Merit Salary Adjustments for appointed department heads who have a current performance evaluation of "Met Expectations" or better at such times as designated by the Chief Executive Officer. Such adjustments may apply to and/or result in a salary that falls outside the established Tier I Salary range.

(Ord. 2018-0047 § 19, 2018; Ord. 2008-0069 § 9, 2008; Ord. 2007-0049 § 20, 2007.)

A person appointed to a class or position designated as participating in the Tier II Management Appraisal and Performance Plan shall be paid as follows:

A.

Appointment of Persons Not Employed by the County. For any person who is not currently employed by the County and who is appointed to a position participating in the Tier II Management Appraisal and Performance Plan, the chief executive officer shall review and approve the recommendation of the Appointing Authority with regard to the initial salary placement for such person; provided, however, that any such recommended salary placement that exceeds the salary threshold in effect per Section 6.08.370B shall require the specific approval of the board of supervisors.

B.

Promotional Appointments. A person being promoted from another position in County service shall be compensated at a salary within the Salary range of the higher position that provides an increase of at least 5.5 percent, plus step placement, above his/her previous base salary but not less than the minimum of the Salary range. Promotional increases greater than 5.5 percent above his/her previous base salary, plus step placement, shall require the approval of the chief executive officer. However, if the resulting salary in the new position exceeds the salary threshold in effect per Section 6.08.370B and is greater than 5.5 percent above the previous base salary, plus step placement, the promotional increase shall require the approval of the board of supervisors. Persons compensated at a Y-Rate shall receive the salary within the Salary range of the higher-level Position which provides an increase of 5.5 percent over the maximum of the Salary range for the person's present position. If the person would thereby suffer a reduction in salary, said person will be placed at his/her current salary or at such higher salary as may be specifically authorized by the chief executive officer or the board of supervisors if the resulting salary exceeds the salary threshold in effect.

(Ord. 2013-0037 § 8, 2013; Ord. 2008-0069 § 10, 2008; Ord. 2007-0049 § 21, 2007.)

General Salary Adjustments will take the form of a percentage change in the S-Range Salary structure on specific dates approved by the board of supervisors with concurrent changes in the actual salaries of Tier II Participants.

(Ord. 2012-0017 § 16, 2012; Ord. 2008-0069 § 11, 2008.)

A.

Subject to Chief Executive Officer approval, each Tier II Participant may be eligible on October 1st of each year for advancement to the next salary step on the applicable Tier II S Range. Such step advancement shall be limited to Participants who have been MAPP participants prior to April 1st of the current fiscal year and who otherwise meet the conditions for salary step advancement set forth in the Plan.

B.

Step Advancement up to and including step 12 requires, in addition to the provisions of subsection A above, that a Participant have a current performance rating of "Met Expectations" or better.

C.

Step Advancement beginning with Step 13 and above requires, in addition to the provisions of subsection A above, that a Participant have a current performance rating of "Exceeded Expectations" or better.

(Ord. 2018-0047 § 20, 2018; Ord. 2010-0027 § 2, 2010; Ord. 2008-0069 § 12, 2008; Ord. 2007-0049 § 22, 2007.)

Special rates provided in Division 3 of Title 6 of this code shall be applicable to Participants only as specifically provided in this section.

A.

Auditor-Controller. Participants shall be entitled to receive additional compensation of 5.5 percent in lieu of the certification bonus provided in Section 6.40.020.

B.

Public Social Services.

Participants shall be entitled to receive additional compensation in the form of a percentage of salary which corresponds to the two schedule adjustment provided in Section 6.108.020 E.

Effective with the pay period ending April 15, 2012 and upon notification to the board of supervisors by the chief executive officer that the human resources management system implementing this provision is fully operational, Participants shall be entitled to receive additional compensation of 5.6468 percent which corresponds to the adjustment provided in Section 6.108.020 E.

C.

Los Angeles County Employees Retirement Association. The provisions of Chapter 6.127 shall apply to Participants.

D.

Sheriff.

Participants in the classes listed in paragraphs 2 and 3 of subsection A of Section 6.10.105 shall be entitled to receive compensation provided by those provisions. Notwithstanding any other provision of this code, any POST bonus received by an employee shall not be considered as part of base rate when calculating the amount of promotional increase to which the Participant is entitled to pursuant to either Section 6.08.370 C or Section 6.08.385 B, whichever is applicable.

Longevity Pay.

a.

Eligibility. Beginning July 1, 2005, each person employed in one of the following positions shall be eligible to receive longevity pay based on years of completed aggregate service in accordance with the implementation schedule provided in subparagraph d:

b.

Such longevity pay shall be paid for aggregate service in the County of Los Angeles as a peace officer in the Sheriff's Department and/or District Attorney's office. In the case of mergers or consolidations, as provided in Section 6.02.040 of this title, agency hire date as a safety employee shall be recognized for the purpose of determining aggregate service. Neither lateral law enforcement experience, military service buy-back, nor non-safety County work experience shall count toward meeting the aggregate service requirements for longevity pay.

c.

The longevity pay provided by this subparagraph shall only be paid upon departmental certification that the employee's performance is "Met Expectations" or better. Whenever a "Failed to Meet Expectations" or "Needs Improvement Meeting Expectations" evaluation is filed with the director of personnel, the longevity pay shall be cancelled and may not be restored until a "Met Expectations" evaluation or better is filed.

d.

Longevity pay based on years of aggregate service shall be implemented as follows:

Effective July 1, 2005, in addition to the compensation provided for in Section 6.28.050 and pursuant to the provisions of Section 6.08.070, an eligible employee under this subparagraph shall be paid additional compensation for a total of 3 percent higher than he would otherwise be entitled to receive upon completion of 19 years of aggregate service.

Effective January 1, 2006, in addition to the compensation provided for in Section 6.28.050, and pursuant to the provisions of Section 6.08.070, an eligible employee under this subparagraph shall be paid additional compensation for a total of 7 percent higher than he would otherwise be entitled to receive upon the completion of 24 years of aggregate service.

Effective July 1, 2006, in addition to the compensation provided for in Section 6.28.050, and pursuant to the provisions of Section 6.08.070, an eligible employee under this subparagraph shall be paid additional compensation for a total of 11 percent higher than he would otherwise be entitled to receive upon the completion of 29 years of aggregate service.

e.

This additional compensation provided by this paragraph shall constitute a base rate.

E.

Forester and Fire Warden. Participants whose classes are listed in subsections H, O, P, and Q of Section 6.76.020 shall be entitled to receive the compensation provided by those provisions. Notwithstanding any other provision of this code, any such compensation received by an employee shall not be considered as part of base salary when calculating the amount of promotional increase to which the Participant is entitled pursuant to either Section 6.08.370 B or Section 6.08.370 C, whichever is applicable.

F.

Reserved.

G.

District Attorney. Longevity Pay.

Eligibility. Beginning July 1, 2005, each person employed in one of the following positions shall be eligible to receive longevity pay based on years of completed aggregate service in accordance with the implementation schedule provided in paragraph 3:

Such longevity pay shall be paid for aggregate service in the County of Los Angeles as an Investigator, DA (Item No. 2889). In the case of mergers or consolidations, as provided in Section 6.02.040 of this title, agency hire date as a safety employee shall be recognized for the purpose of determining aggregate service. Neither lateral law enforcement experience, military service buy-back, nor non-safety County work experience shall count toward meeting the aggregate service requirements for longevity pay;

The longevity pay provided by this subsection shall only be paid upon departmental certification that the employee's performance is "Met Expectations" or better. Whenever a "Failed to Meet Expectations" or "Needs Improvement Meeting Expectations" evaluation is filed with the director of personnel, the longevity pay shall be cancelled and may not be restored until a "Met Expectations" or better rating is filed;

Longevity pay based on aggregate years of service shall be implemented as follows:

a.

Effective July 1, 2005, in addition to the compensation provided for in Section 6.28.050 and pursuant to the provisions of Section 6.08.070, an eligible employee under this subsection shall be paid additional compensation of a total of 3 percent higher than he would otherwise be entitled to receive upon the completion of 19 years of aggregate service;

b.

Effective January 1, 2006, in addition to the compensation provided for in Section 6.28.050 and pursuant to the provisions of Section 6.08.070, an eligible employee under this subsection shall be paid additional compensation of a total of 7 percent higher than he would otherwise be entitled to receive upon the completion of 24 years of aggregate service;

c.

Effective July 1, 2006, in addition to the compensation provided for in Section 6.28.050, and pursuant to the provisions of Section 6.08.070, an eligible employee under this subsection shall be paid additional compensation of a total of 11 percent higher than he would otherwise be entitled to receive upon the completion of 29 years of aggregate service.

The additional compensation provided by this subsection shall constitute a base rate.

H.

Department of the Chief Executive Officer. Notwithstanding any other provision of this Code, persons employed as Chief Executive Officer (UC) (Item No. 0868), Chief Deputy, Chief Executive Officer (UC) (Item No. 0869), or Deputy, Chief Executive Officer (UC) (Item No. 0866) shall be deemed to be Participants in Tier I of the Plan subject to the same Plan terms and

conditions otherwise applicable to Tier I Participants; provided, however, that, in lieu of a designated "R" salary range, such employees shall be compensated pursuant to a salary range for which the minimum is not less than the minimum rate for salary range R 21 and the maximum is not more than a rate that is 10 percent greater than the maximum rate for salary range R 25. The Control Point shall be 5 percent greater than the Control Point for salary range R 25. The Board of Supervisors shall be the Appointing Authority for the Chief Executive Officer (UC), and the Chief Executive Officer (UC) shall be the Appointing Authority for the Chief Deputy, Chief Executive Officer (UC) and Deputy, Chief Executive Officer (UC) positions.

I.

Department of Health Services.

Notwithstanding any other provision of this Code, any person employed as Director of Health Services shall be deemed to be a Participant in Tier I of the Plan subject to the same Plan terms and conditions otherwise applicable to Tier I Participants; provided, however, that, in lieu of a designated "R" Salary range, such employee shall be compensated pursuant to a Salary range for which the minimum is not less than the minimum rate for Salary range R 21 and the maximum is not more than a rate that is 10 percent greater than the maximum rate for Salary range R 25. The Control Point shall be 5 percent greater than the Control Point for salary range R 25.

Notwithstanding any other provision of this Code, any person employed as Correctional Health Director shall be deemed to be a Participant in Tier I of the Plan subject to the same Plan terms and conditions otherwise applicable to Tier I Participants; provided, however, such employee shall be compensated pursuant to Salary range R19. However, if the incumbent is licensed to practice medicine in the State of California or is a registered nurse in the State of California, the salary range maximum shall be 7.5 percent greater than the maximum of Salary range R19. The Control Point shall be the Control Point for Salary range R19; the extension of this Salary range shall constitute a base rate.

Effective January 1, 2016, in addition to the compensation provided for in Section 6.28.050, persons employed as Director, Pharmacy Services, Health Services (Item No. 5536) and Chief, Pharmacy Services, Med Center (Item No. 5527) shall be paid additional compensation of five percent. The additional compensation provided by this subsection shall constitute a base rate. This provision shall not be operative on or after April 1, 2016.

J.

Los Angeles County Health Agency. Notwithstanding any other provision of this Code, any person employed as Director, Los Angeles County Health Agency (UC) shall be deemed to be a Participant in Tier I of the Plan subject to the same Plan terms and conditions otherwise applicable to Tier I Participants; provided, however, that in lieu of a designated "R" Salary range, such employee shall be compensated pursuant to a Salary range for which the minimum is not less than the minimum rate for Salary range R 21 and the maximum is not more than a rate that is 10 percent greater than the maximum rate for Salary range R 25. The Control Point shall be 5 percent greater than the Control Point for salary range R 25.

(Ord. 2019-0034 § 7, 2019; Ord. 2016-0024 § 3, 2016; Ord. 2016-0014 § 1, 2016; Ord. 2015-0044 § 1, 2015; Ord. 2015-0040 § 6, 2015; Ord. 2012-0017 § 17, 2012; Ord. 2011-0046 § 11, 2011; Ord. 2010-0040 § 6, 2010; Ord. 2008-0069 § 13, 2008; Ord. 2007-0069 § 3, 2007; Ord. 2007-0062 § 3, 2007; Ord. 2007-0049 § 23, 2007.)