Los Angeles County Municipal Code Part 5 Nursing Management Pay Plan—non-Management Appraisal and Performance Plan Classes

This Part 5 of Chapter 6.08 shall be known as the "Nursing Management Pay Plan - Non MAPP" under which any person whose payroll title is listed below is eligible to be compensated under this Part 5:

(Ord. 2009-0025 § 1, 2009; Ord. 2008-0045 § 2, 2008.)

Any eligible person shall be compensated according to this Part 5. The Registered Nursing Schedules under Section 6.26.040 shall be used to determine compensation. This Part 5 is a separate pay plan and is not considered part of the pay plan under which represented nurses are compensated. Only the Registered Nursing Schedule pay grids will be utilized.

(Ord. 2008-0045 § 3, 2008.)

The Registered Nursing Schedule pay grids in Section 6.26.040 are utilized in the Management Nurse Pay Plan - Non MAPP and consist of multiple Grid Levels; each Grid Level contains 20 steps with 2% differentials between steps and 3% differentials between Grid Levels.

(Ord. 2008-0045 § 4, 2008.)

MAPP.

Existing nursing managers not participating in MAPP will be placed onto a Grid Level upon implementation of the new pay plan. Initial step placement will be determined by combining the incumbent's base salary with any manpower shortage bonus; adding 3% General Movement to the incumbent's base salary which includes any manpower shortage bonus; and identifying the nearest corresponding step of the assigned Registered Nursing Schedule Grid Level that does not cause a decrease in salary. Once the corresponding Step is determined, an additional Step will be awarded for each year of nursing management experience obtained while working in the incumbent's current nursing management classification, not to exceed Step 17. Additional nursing management experience credit for step placement may be given for time in positions that were reclassified to the incumbent's current classification. Any applicable bonus shall be added back to the base salary. The effective date for this new salary step placement will be January 1, 2008. One additional step of eligible uncredited years of nursing management experience obtained while working in the incumbent's current nursing management classification, or in a position that was reclassified to its current classification shall be granted on January 1, 2009 (not to exceed Step 19), and July 1, 2009 (not to exceed Step 20).

(Ord. 2008-0049 § 4, 2008; Ord. 2008-0045 § 5, 2008.)

Step placement of newly hired non-MAPP management nurses will be in accordance with Section 6.08.010 A. of the County Code.

(Ord. 2008-0045 § 6, 2008.)

The Chief Executive Office may approve step placement of an employee at any step within the established salary range for the position in accordance with Section 6.08.010 D. of the County Code.

(Ord. 2008-0045 § 7, 2008.)

Step advances shall be granted for those incumbents whose performance is rated "competent" or better upon one year of continuous service until the top step is reached.

(Ord. 2008-0045 § 8, 2008.)

Placement onto the new Nursing Management Pay Plan—Non-MAPP will result in no change to the incumbent's step anniversary date. If a person no longer has a step anniversary date due to reaching the maximum of the range, the previous step anniversary date will be restored. All other anniversary dates will be in accordance with Chapter 6.08 of Step Pay Plan Part 1.

(Ord. 2008-0045 § 9, 2008.)

Appointment to higher-level positions covered by this Part 5 will be in accordance with Section 6.08.090, except each person shall be compensated at a salary within the Registered Nursing Schedule Grid Level of the higher position which is 5.5% above his/her previous base salary, but not less than the minimum of the Grid Level. Step placement will be to the closest step that is not less than 5.5%.

(Ord. 2008-0045 § 10, 2008.)

Special Case Rates shall be paid in accordance with Chapter 6.10, Special Case Rates, except for bonus and range amounts in Sections 6.10.040(A3), 6.10.060(A), 6.10.073 (A) as follows:

A.

Out-of-Class Assignments (Section 6.10.040 A.). When an employee is eligible to receive an Out-of-Class Bonus, it shall be paid in accordance with Section 6.10.040 A of the County Code.

B.

Critical Shortage Ranges (Section 6.10.060.A). When an employee or class is eligible for a Critical Shortage Range adjustment in accordance with Section 6.10.060.A of the County Code, the alternative range shall be at least one Grid Level, but not more than 6 Grid Levels as approved by the Chief Executive Office.

C.

Assignment of Additional Responsibilities (Section 6.10.073 B.). When an employee is eligible to receive an Additional Responsibilities Bonus, the bonus shall be paid in accordance with Section 6.10.073 B. of the County Code.

(Ord. 2019-0030 § 2, 2019; Ord. 2008-0045 § 11, 2008.)

All other pay provisions in Chapter 6.08 Step Pay Plan, Part 1 and Chapter 6.10, Special Case Rates, in the County Code applicable to nursing management positions covered by this Part 5 will be paid in accordance with those pay provisions.

(Ord. 2008-0045 § 12, 2008.)

A.

Shift Pay for Nursing Managers. When an employee in the following classes is regularly assigned to work an evening or night shift as defined in Section 6.10.020, the employee shall be paid the hourly shift differential indicated in the table below in addition to the employee's other pay.

B.

Reimbursement for National Specialty or Board Certification. Effective January 1, 2019, a Nursing Manager may be reimbursed up to $500 per year for obtaining one national Registered Nurse specialty or board certification related to their current assignment, subject to approval by the department head and the availability of funding. This section shall terminate effective September 30, 2021.

C.

Reimbursement for Public Health Nurse State Certification. Effective January 1, 2019, a Nursing Manager may be reimbursed up to $125 for Public Health Nurse Certification renewal related to their current assignment, subject to department head approval and the availability of funding. Such reimbursement shall be on a one-time basis. This section shall terminate effective September 30, 2021.

D.

Advanced Education Bonus. Effective October 1, 2018, a Nursing Manager who possesses a Doctorate or Ph.D. in Nursing or a closely related health field as determined by the department head, shall receive additional compensation equivalent to 3 percent above the salary schedule established in Section 6.28.050. The additional compensation provided by this section shall not constitute a base rate.

(Ord. 2019-0030 § 3, 2019; Ord. 2008-0045 § 13, 2008.)