* It is the intent of this Title 6 that positions compensated under the step plan shall be required to work a year at each step rate except as provided below. In those positions for which compensation is indicated in Section 6.28.050 by a schedule and level number on the Standardized Salary Schedule, the following general rules shall apply:
A. Original appointment to these positions shall be at the rate designated as the first step, except in the case of transfer, demotion, or promotion.
B. Except as provided otherwise in this section, step advances shall be granted upon completion of one year of continuous service in the same position until the top step is reached.
C. Employees holding positions compensated at or below the salary schedules indicated below shall be advanced to the second step of the salary range upon completion of six months of continuous service.

D. By specific action, the chief administrative officer may approve step placement of an employee at any step within the established salary range for the position which he holds, provided that placements made pursuant to this section are reported to the board on a periodic basis. The chief administrative officer may, in writing, delegate to an appointing authority the power to make such special step placements. Revocation of such delegation must be in writing. The succeeding step advancement in such a case will be made thereafter on a yearly basis unless an exception is specifically authorized.
E. Notwithstanding any other provision of this Title 6, a person for whom an "unsatisfactory" or "improvement needed" performance evaluation has been filed with the director of personnel shall not be granted a step advancement in the position held when such rating was given until a "competent" or better rating is filed.
F. Notwithstanding subsection B of this section, an employee shall not receive an annual step advance unless he has received a "competent" or better performance evaluation within the immediately preceding year, or has, as the resolution of a grievance, and for purposes of salary-step advancement only, been deemed "competent" by the director of personnel. The effective date of any step advance shall be determined as follows:
1. An employee who is rated and/or deemed "competent" or better shall be granted a step advance on his step anniversary date.
2. An employee who is rated "unsatisfactory" or "improvement needed" and, as a result, denied a step advance pursuant to the provisions of this paragraph, and is subsequently rated "competent" or better shall be granted a step advance effective on the date said rating of "competent" or better is given. The granting of said step advance shall not set a new anniversary date. (Ord. 2012-0017 § 11, 2012; Ord. 2006-0084 § 19, 2006; Ord. 2004-0040 § 3, 2004; Ord. 6222 Ch. 1 Art. 5 § 70, 1953.)

Base rates are those rates set forth in Section 6.28.050, without respect to Notes or other special pay provisions, such as those contained in Division 2 or 3 of this Title 6, unless such special provisions specifically state that they constitute a base rate. Base rates are the rates used to determine an employee’s step placement when applying the provisions of this Chapter 6.08 Step Pay Plan. (Ord. 6222 Ch. 1 Art. 5 § 87, 1953.)

A. If a person holds a position which is reclassified to a lower level and continues to hold the lower-level position, or if the salary schedule and level of a position is reduced, persons employed on such positions shall continue to receive the same salary received immediately prior to the reclassification or salary schedule and level reduction. If the salary rate of such a person received immediately prior to the reclassification or salary schedule and level reduction is less than the fifth step rate of the positions as reclassified or the reduced salary schedule and level, he shall retain his anniversary date and be entitled to further step advancement.
B. Subject to subsection A of this section, a person whose rate of compensation is changed from a flat-rate basis to a five-step basis shall be entitled to compensation at a step rate to which his length of service in that position would normally entitle him.
C. If an employee, because of a change of status, does not receive a step advance or proper step placement to which he is entitled by length of service, or would receive a reduction in salary which is not merited under the circumstances, such employee may receive special step placement or a Y Rate to provide the proper salary, if such special step placement or Y Rate is approved, after investigation, by the chief administrative officer. If the chief administrative officer finds at any time that the circumstances which supported his original approval no longer exist, he may discontinue the special step placement or Y Rate.
D. The board may authorize special step placement for any person who is appointed to a position under any of the following conditions:
1. When the person, immediately prior to his appointment, has been employed by another public or a private agency and is employed by a public entity because the functions in which he was employed in such public or private agency are taken over and assumed by the public entity;
2. When a position in a public entity is abolished and an employee thereby displaced is qualified to fill and is appointed to another position in the service of another public entity. (Ord. 6222 Ch. 1 Art. 5 § 73, 1953.)

A “Y Rate” is a special salary rate established by a provision of this Title 6 which entitles a person to receive compensation at a rate higher than that provided for in the fifth step, monthly flat rate, per annum, daily, or hourly rate for the position which he holds. (Ord. 6222 Ch. 1 Art. 5 § 72, 1953.)

When the length of the salary range of a classification as set forth in Section 6.28.050 is changed by the addition, deletion or change of a Note in Section 6.28.050, the following rules shall apply:
A. When the range is shortened, each person holding such position shall retain the step in the new range that he was entitled to in the former range.
B. When the range is lengthened, each person holding such position shall retain his rate in the former range and benefit by the increase in salary schedule and level, if any, provided by Section 6.28.050, and shall retain his step advancement as if said range had not been lengthened. (Ord. 6222 Ch. 1 Art. 5 § 74, 1953.)

A. Where a person’s yearly anniversary date is between the first and the 15th of the month, inclusive, his first step advancement shall be made on the first of that month, and where the anniversary date is on or after the 16th of the month, the step advancement shall be made on the first of the following month. Such persons shall then retain these new dates as their respective anniversary dates.
B. 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, the first step advancement for all persons newly appointed to a position shall be made one year from the date of the appointment unless otherwise specified by this Code. Those persons with adjusted anniversary dates according to rules in effect prior to system implementation in 2012 shall retain their adjusted anniversary date for that position. (Ord. 2012-0017 § 12, 2012; Ord. 2010-0014, § 38, 2010; Ord. 6222 Ch. 1 Art 5 § 75, 1953.)

A. When a person is transferred, he shall be entitled to the same rate of compensation as he would have received had he not been transferred.
B. Any person receiving compensation at a Y Rate may retain such Y Rate after transfer, promotion, only if the chief administrative officer finds after investigation that retention of such Y Rate is consistent with the reasons for which it was originally authorized.
C. When a person compensated on a monthly basis changes from a position in one department of the county to a position in another department, and a Saturday, Sunday or holiday intervenes between the time of finishing work in one department and starting in another, he shall be compensated for these days by the department he is leaving at the rate paid in the position he is leaving.
D. When a person is transferred, any unused current or deferred vacation, accumulated overtime, accumulated holiday time, or accumulated sick leave to which he may be entitled at the time of transfer shall be transferred in whole to the department to which he is transferred. Payment for such accumulated overtime and vacation may be made in a lump-sum payment if specifically authorized by the chief administrative officer. This subsection D shall not apply to persons appointed to any position paid as a county officer pursuant to Section 6.28.020 of this code. When a person appointed by the board of supervisors to such position prior to July 19, 1994, ceases to hold such position, he shall have restored to him benefits to which he was entitled prior to such appointment, less any time chargeable to such benefits had such office not been subject to Item L of Section 6.28.020. A person who has held such a position for five or more years shall not receive compensation upon termination for benefits restored under this paragraph. A person who has held such a position for less than five years shall be entitled to compensation upon Separation from Service for unused restored benefits, less one day of such benefits for each month served as a county officer. Payments pursuant to this subsection D to persons holding office subject to Item L of Section 6.28.020 shall be in lieu of payments pursuant to subsection C of Section 6.18.070, except payments made by reference to subsection A of Section 6.18.070; provided further, that such persons may elect to be paid either the amount specified in this subsection D or that specified in Section 6.18.070C, whichever is greater, but in no event to exceed the maximum amount payable pursuant to Section 6.18.070C. Any person appointed by the board of supervisors or elected on or after July 19, 1994, to a position paid as a county officer, shall be paid upon termination from county service for benefits accrued prior to such appointment or election which would, as provided in Titles 5 and 6 of this code, be paid upon termination from county service if such appointment or election had not occurred. Any such payment shall be calculated at the rate of pay in effect immediately prior to appointment or election to such position.
1. With regard to any person appointed or elected to a position paid as a county officer on and after January 1, 2005, the term “termination from county service” as used in this section 6.08.080D shall mean a Separation from Service as defined herein.
2. Payments made pursuant to this section 6.08.080.D upon a Separation from Service shall be made on or before the 30th day following the employee’s Separation from Service.
3. For purposes of this section 6.08.080.D., Separation from Service occurs when the employee terminates employment (including a termination from employment due to death or retirement) with the county (and any other public entity of which the Los Angeles County board of supervisors is the governing body).
a. A termination of employment will have occurred only if the county and employee reasonably anticipate that the level of bona fide services to be performed by the employee after that date (whether as an employee or an independent contractor) will permanently decrease to no more than 49% of the average level of bona fide services performed (whether as an employee or an independent contractor) over the immediately preceding testing period. For these purposes, the testing period is the preceding 36-month period or the full period of services to the county if the employee has been providing services for less than 36 months.
b. A termination of employment does not occur while the employee is on a Bona Fide Leave of Absence (as defined herein) if the period of such leave does not exceed 6 months or, if longer, so long as the individual retains a right to reemployment with the county under applicable statute, ordinance or contract. A Bona Fide Leave of Absence includes military leave, sick leave or other bona fide leave of absence under applicable rules, provided that there is a reasonable expectation that the employee will return to perform services for the county. If the Bona Fide Leave of Absence exceeds 6 months and the individual does not retain a right to reemployment under applicable statute, ordinance or contract, the employment relationship is deemed to terminate on the first date immediately following that 6-month period. Notwithstanding the foregoing, if a Bona Fide Leave of Absence is due to any medically determinable physical or mental impairment that can be expected to result in death or can be expected to last for a continuous period of not less than six months, and where the impairment causes the employee to be unable to perform the duties of his or her position of employment or any substantially similar position of employment, a period of 29 months is substituted for the 6-month period otherwise applicable under this provision.
c. For purposes of section 6.08.080.D.3.a., for periods during which an employee is on a Bona Fide Leave of Absence (as defined in section 6.08.080.D.3.b.) and has not otherwise terminated employment, the employee is treated as providing bona fide services at a level equal to the level of services that the employee would have been required to perform to receive the compensation paid during that Bona Fide Leave of Absence. Periods during which the employee is on an unpaid Bona Fide Leave of Absence are disregarded for the purposes of section 6.08.080.D.3.a. (Ord. 2008-0071 § 12, 2008; Ord. 94-0080 § 1, 1994: Ord. 94-0063 § 1, 1994: Ord. 94-0053 § 1, 1994: Ord. 6222 Ch. 1 Art. 5 § 76, 1953.)

Notwithstanding any other provision of this Title 6, whenever any person in a position paid as a county officer pursuant to Section 6.28.020 ceases to hold such position and is appointed to a position other than one paid as a county officer, due to a departmental consolidation plan approved by the board of supervisors, he shall, upon such appointment, have restored to him those sick leave and vacation benefits to which he had been entitled immediately prior to his appointment as a county officer. Upon termination such person shall be entitled to payment for accrued benefits as provided for other county employees except that if termination is within two years of such appointment, the person shall be paid the benefits provided in Section 6.18.070C as though he were still a county officer, or the benefits provided for under this section, whichever is greater. In addition to salary, “pay” as used in subsection C of Section 6.18.070 shall include amounts equivalent to those amounts described in Sections 5.12.200, 5.26.110, 5.27.040A, 5.27.240A, 5.40.460 and 5.40.465 of this code, any professional development allowance, and such other compensation as may be designated from time to time by the chief administrative officer, so long as such determination is related to the base salary compensation used for retirement benefit purposes. (Ord. 91-0044 § 8, 1991: Ord. 84-0190 § 1, 1984.)

A. For purposes of this section, a promotion is an appointment of an employee with at least six months’ active service from a lower-level position:
1. To a higher-level position from a promotional examination; or
2. Along established promotional lines; or
3. To a closely related higher-level position. The director of personnel shall determine if the positions are "closely related" or if the appointment is "along established promotional lines," as these phrases are used in this section.
B. When a person is promoted, he shall be entitled to receive the step rate in the salary schedule of the new position which provides an increase in salary. A person who is compensated at a Y Rate which exceeds the top step of the salary range of his old position shall, upon promotion, be compensated at the step rate in the salary schedule of the new position which provides an increase in salary over the top step of the old position, provided that he shall not thereby suffer a reduction in salary.
C. 1. When the increase in salary provided for in subsection B of this section is less than the equivalent of a one-schedule increase in salary, the person shall be placed on the next higher step of the position to which he is appointed. Step advances thereafter shall be as otherwise provided.
2. 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, when the increase in salary provided for in subsection B of this section is less than the equivalent of a 2.7846 percent increase in salary, the person shall be placed on the next higher step of the position to which he is appointed. Step advances thereafter shall be as otherwise provided.
D. 1. When the increase in salary provided for in subsection B of this section is at least equivalent to a one-schedule increase in salary, but less than the equivalent of a two-schedule increase in salary, the person shall be entitled to advance to the next higher step of the position to which he was appointed in one-half of the time otherwise required. Step advances thereafter shall be as otherwise provided.
2. 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, when the increase in salary provided for in subsection B of this section is at least equivalent to a 2.7846 percent increase in salary, but less than the equivalent of a 5.6468 percent increase in salary, the person shall be entitled to advance to the next higher step of the position to which he was appointed in one-half of the time otherwise required. Step advances thereafter shall be as otherwise provided.
E. When a person is appointed from a lower-level position to a higher-level position and such appointment does not meet the criteria established in subsection A of this section, he may be appointed to any step within the range of the position to which he is appointed not to exceed the salary rate he would have received had the appointment met the criteria of subsection A of this section.
F. The effective date of any change of status pursuant to this section shall set a new anniversary date. (Ord. 2012-0017 § 13, 2012; Ord. 6222 Ch. 1 Art. 5 § 77, 1953.)

When an employee is administratively reassigned pursuant to the Civil Service Rules or is appointed from an eligible list to a position and such appointment results in no increase or decrease in grade as defined by Civil Service Rules, he shall receive salary step placement as follows:
A. 1. If the salary range of the new position is either the same as that of the previous position, or less than one full schedule below that of the previous position, an employee may be placed at any step within the range of the position to which he is appointed, not to exceed the step rate he held in his former position. Such appointment shall not set a new anniversary date.
2. 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, if the salary range of the new position is either the same as that of the previous position or less than 2.7846 percent below that of the previous position, an employee may be placed at any step within the range of the position to which he is appointed, not to exceed the step rate he held in his former position. Such appointment shall not set a new anniversary date.
B. 1. If the salary range of the new position is less than one full schedule above the salary range of the previous position, an employee may be placed at any step within the new range, provided that he is not placed at any step rate which is higher than the lowest step rate which provides an increase in pay. Such step placement shall not set a new anniversary date.
2. 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, if the salary range of the new position is less than 2.7846 percent above the salary range of the previous position, an employee may be placed at any step within the new range, provided that he is not placed at any step rate which is higher than the lowest step rate which provides an increase in pay. Such step placement shall not set a new anniversary date. (Ord. 2012-0017 § 14, 2012; Ord. 6222 Ch. 1 Art. 5 § 77-5, 1953.)

A. For purposes of this section, “demotion” means reduction from a higher to a lower level position with the consent of the appointing authority, and without examination.
B. When any person is voluntarily demoted from a position in which he has completed his probationary period, he shall be entitled to the highest existing step of the salary range of the position to which he is demoted that does not exceed his rate of pay immediately prior to the demotion.
C. When any person is involuntarily demoted for disciplinary or performance reasons from a position in which he has completed his probationary period, the department head may place him on any step in the range of the lower position, which shall not be higher than the step rate held by the employee in the higher position.
D. Upon demotion, a person shall retain the anniversary date held in the higher position, except as provided in subsection E of this section.
E. If a person is voluntarily or involuntarily demoted from a position in which he has not completed his probationary period, the step rate of the position to which he is demoted shall be set as though he had never occupied the higher-level position. In this case, a person demoted to a former position shall have his former anniversary date in that position restored. A person demoted during a probationary period to a position not previously held by him shall be entitled to have the date of entry into the higher-level positions as his anniversary date.
F. When a person on a higher-level position is appointed from an eligible list to a lower-level position, he may be appointed to any existing step within the range of the position to which he is appointed, not to exceed the step rate he held in his former position. Such appointment shall not set a new anniversary date. Notwithstanding any other provision of this subsection F, when a person on a higher-level position is appointed from an eligible list to a lower-level position prior to completion of his probationary period in said higher-level position, he shall be entitled to the salary step placement and step anniversary date otherwise provided by this paragraph or the step placement and step anniversary date to which he would be entitled if such person were demoting to said lower-level position in accordance with the provisions of subsection E above, whichever is the lesser. (Ord. 6222 Ch. 1 Art. 5 § 78, 1953.)

A. Except as provided in subsection C of this section, when an employee is restored, pursuant to Civil Service Rules, to a higher-level position, he shall receive the compensation which is the higher of the following:
1. The salary step he previously earned while holding said position if he is being restored to a higher-level position previously held by him, or the salary step he previously earned in any higher-level position from which his change of classification or demotion to the position to which he is being restored would have been authorized by the Civil Service Rules: or
2. If at least one year has elapsed since he last held status on any higher-level position described in subsection Al above, the salary step rate that he would have received had he been appointed from a lower-level item to a higher-level item as provided for in Section 6.08.090; or
3. If the employee previously held a position higher in level than the position to which he is being restored and if his restoration to said higher-level position would also be authorized by the Civil Service Rules, the salary step to which he would be entitled if he were in fact restored to said higher-level position pursuant to paragraph 1 or 2 above, whichever is applicable and subsequently voluntarily demoted to the position to which he is being restored.
B. When, as a result of a restoration, an employee’s compensation is determined by subdivision Al above, he shall have the same anniversary date he had when he previously held the position; however, when such restoration follows reinstatement to county service, the date of restoration shall set a new anniversary date. When, as a result of restoration, an employee’s compensation is determined by subdivision A2 above, the date of restoration shall set a new anniversary date. When, as a result of restoration, an employee’s compensation is determined by subdivision A3 above, he shall have the anniversary date he would have had if his compensation were determined by Section 6.08.110 of this title.
C. Restoration Following an Interruption of Continuous Service.
1. When an employee is restored, pursuant to the Civil Service Rules, following an interruption of continuous service, as defined in subparagraph 2 below, he shall be placed at the first step of the salary range, provided that his restoration is authorized solely on account of his employment prior to said interruption. In all other cases, step placement upon restoration shall be determined in accordance with subsections A and B of this section.
2. For purposes of subsection Cl above, an interruption of continuous service shall be any interruption, as defined by Section 6.04.040 of this title, that encompasses a period ending on or after October 26, 1979.
3. When, as a result of restoration, an employee’s step placement is determined by this subsection C the date of restoration shall set a new anniversary date.
4. Notwithstanding any other provision of this subsection C when a person is restored, pursuant to the Civil Service Rules, to a position last held prior to a layoff, as defined in Civil Service Rule 20, his salary step placement shall be determined in accordance with subsections A and B of this section. (Ord. 6222 Ch. 1 Art. 5 § 79, 1953.)

A. Except in the case of employees reinstated pursuant to Civil Service Rule 17.01B, when an employee is reinstated following separation from county service, he shall be placed at the first step of the salary range for the position to which he is reinstated, as if he were entering county service for the first time, and shall have a new anniversary date. Employees reinstated pursuant to Civil Service Rule 17.01B shall receive salary step placement designated by the department head.
B. When an employee is reinstated from a layoff list pursuant to Civil Service Rules, he shall receive the salary step rate designated by his department head, except that:
1. If he is reinstated to the position he held immediately prior to separation, he shall not receive a step rate higher than the step rate he was on prior to separation;
2. If he is reinstated to a different position than he held immediately prior to separation, he shall not receive a step rate greater than either of the following, whichever is the lesser:
a. The top step-rate of the position to which he is reinstated.
b. The step rate of the reinstatement position to which he would be entitled based on his length of prior service in that position and any closely related, equal, or higher-level positions. The director of personnel shall determine if positions are “closely related,” “equal,” or higher-level positions as used in this section.
C. When an employee’s compensation is determined by subsection A of this section, the date of reinstatement shall set a new anniversary date. When an employee’s compensation is determined by subsection B of this section, he shall continue to have the same anniversary date he had prior to his layoff. (Ord 6222 Ch. 1 Art. 5 § 80, 1953.)

A. When an employee is reemployed from a reemployment list pursuant to Civil Service Rules, he shall receive the salary step rate designated by his department head, except that:
1. If he is reemployed in the position he held immediately prior to separation, he shall not receive a step rate higher than the step rate he was on prior to separation.
2. If he is reemployed in a different position than he held immediately prior to separation, he shall not receive a step rate greater than either of the following, whichever is the lesser:
a. The top step-rate of the position in which he is reemployed;
b. The step rate of the reemployment position to which he would be entitled based on his length of prior service in that position and any closely related, equal, or higher-level positions. The director of personnel shall determine if positions are closely related, equal, or higher-level positions as used in this section.
B. When an employee’s compensation is determined pursuant to this section, he shall continue to have the same anniversary date he had prior to his layoff. (Ord. 6222 Ch. 1 Art. 5 § 80.5, 1953.)

A. General. Persons temporarily appointed shall not be appointed nor advanced to steps beyond the first step of the range, except as provided for elsewhere in this Title 6.
B. Promotions.
1. When an employee is promoted from a permanent position to a temporary position or to a permanent position on a temporary basis, the provisions of Section 6.08.090 shall govern such promotion. The effective date of such promotion shall set a new anniversary date, and the employee shall be entitled to step advances in such higher-level position based on this new anniversary date. Upon returning to his lower-level permanent position, the employee’s anniversary date on the lower-level permanent position shall be restored to him and he shall be placed on the step in the salary range of the lower-level permanent position to which he would be entitled had he remained continuously on such position.
2. If the employee is subsequently permanently appointed to a position in the same classification which he has continuously held on a temporary basis, he shall retain the anniversary date of his temporary appointment. (Ord. 6222 Ch. 1 Art. 5 § 81, 1953.)

A. Any person who receives a permanent appointment to a position on the same salary schedule from a temporary, as-needed, or recurrent position, or receives an appointment to a permanent position on a lower salary schedule requiring the same general type of work, shall be entitled to a salary step rate to which his continuous service in such position would entitle him had his entire continuous service been on a permanent monthly basis. A recurrent employer who receives an appointment to a permanent position on the same salary schedule or receives an appointment to a permanent position on a lower salary schedule requiring the same general type of work following a break in continuous service and who is still on a departmental recurrent list shall be entitled to the salary-step rate to which his entire recurrent service on such positions would entitle him.
B. Any person who receives salary-step placement pursuant to the provisions of subsection A above shall have an anniversary date established in accordance with the provisions of Section 6.08.010 of this title. (Ord. 6222 Ch. 1 Art. 5 § 82, 1953.)

A. Any eligible person holding a recurrent position shall be entitled to step advances after completion of periods of 200 days of active service rendered in consecutive calendar years except as provided below.
B. No more than one step advance shall be granted in one year except advancement shall be made to the second step of the salary range upon completion of 100 days active service for those positions compensated as prescribed in paragraph C of Section 6.08.010.
C. Compensation shall be at the equivalent daily or hourly rates as determined by Section 6.26.010 of this code.
D. For purposes of subsections A and B above, step placement in any recurrent position shall be based on total recurrent county service in any department, except service performed in any lower-level position.
E. “Eligible person” means a person who has qualified by civil service examination for appointment to a recurrent position and has not been dropped from the departmental or divisional recurrent reemployment list. (Ord. 6222 Ch. 1 Art. 5 § 83, 1953.)

When a person, employed in a temporary position pursuant to subsection A of Section 6.16.010, holds a position in the same classification as his permanent position, he shall receive the step rate earned under his permanent position. When the person employed in a temporary position pursuant to Section 6.16.010 A is determined by the director of personnel to be working on a position “closely related” to his permanent position, such person shall receive the highest step of the range of the temporary position, not to exceed the base rate he is earning on his permanent position. In no event, however, shall a person employed in a temporary position be paid lower than the entry or more than the top step of the range of temporary position pursuant to this section. (Ord. 6222 Ch. 1 Art. 5 § 85, 1953.)

A. “Demotion” means a decrease in a P or M schedule or a reduction from the M schedule to the P schedule or the Mental Health Psychiatrist B Range Table.
B. “Experience as a physician” means all physician experience except:
1. Experience as an intern; and
2. Experience in a residency necessary as a prerequisite to assignment in a medical specialty.
C. “Intern” means a physician in the first year of postgraduate medical training.
D. “Internship” means the first year of postgraduate medical training.
E. “Management Physician” means any physician classification listed in Section 6.08.210 B.
F. “Physician” means physicians generally.
G. “Promotion” means an increase in a P or M schedule or an increase to an M schedule resulting from an appointment from one position to another position. A promotion sets a new step advance anniversary date.
H. “Residency” means the period of postgraduate specialized medical training subsequent to the internship.
I. “Resident” means a physician in the second and subsequent years of postgraduate specialized medical training.
J. “Standby duty” means an off-duty period during which a physician is on-call and:
1. Available for immediate return to work via contact by telephone or electronic paging device or by such other means as may be approved by the appointing power; or
2. Away from the physician’s regular work site but engaged in a telephone consultation or other actual work as a direct consequence of said on-call status. (Ord. 2006-0003 § 5, 2006; Ord. 2001-0074 § 1, 2001: Ord. 2001-0022 § 1, 2001: Ord. 2000-0071 § 5 (part), 2000.)

A. Persons employed on any position whose salary is based on the Physician P Tables or Management Physician M Tables or the Mental Health Psychiatrist B Range Table provided for in Section 6.26.030 of this code shall be compensated pursuant to the applicable provisions of Part 2 of this chapter and shall be placed on and moved to steps within the appropriate P or M range schedules as set forth in Sections 6.08.210, 6.08.220, and 6.08.230.
B. The Mental Health Psychiatrist Range Table, Management Physician M Tables, and Physician P Tables provided in Section 6.26.030 shall apply to positions compensated pursuant to those tables on the effective date shown for each table. (Ord. 2006-0003 § 6, 2006: Ord. 2001-0002 § 2, 2001: Ord. 2000-0071 § 5 (part), 2000.)

A. Physicians shall be compensated pursuant to the provisions of this Part 2 unless excluded by the following subsection or by the terms of a specific provision within this Part 2.
B. Only the following sections shall apply to positions of Mental Health Psychiatrist: 6.08.205, 6.08.210 subsection A4, 6.08.220 subsections B1 and E, 6.08.230 subsections D and E, 6.08.240 subsection F1, and 6.08.250 subsections A1 and A2.
C. Only the following sections shall apply to positions of Physician, MD and Physician Specialist, MD: 6.08.190; 6.08.200 A; 6.08.205; 6.08.210 A; 6.08.220 A, B and E; 6.08.230 A, B and E; 6.08.240 A, B, C1, C3, D, E, G, H, I, J and K; 6.08.250 A, B, E, and G; 6.08.270, 6.08.280; 6.08.290; and 6.26.030. (Ord. 2001-0074 § 2, 2001: Ord. 2000-002 § 3, 2001: Ord. 2000-0071 § 5 (part), 2000.)

A. Compensation of Physicians:
1. Physician, MD (Item No. 5475) shall be compensated on schedule 1 of the effective P Table.
2. Physician Specialist, MD (Item No. 5477) in the specialties of Preventive Medicine, Internal Medicine, Pediatrics, Dermatology, Emergency Medicine, Family Practice, Neurology, Physical Medicine and Rehabilitation, and Psychiatry shall be compensated on Schedule 4 of the effective P table.
3. Physician Specialist, MD (Item No. 5477) in the specialties of Obstetrics and Gynecology, Pathology, Urology, Ophthalmology, General Surgery, Nuclear Medicine, Radiology, Otolaryngology, Neurosurgery, Anesthesiology, Orthopedics, Plastic Surgery, and Thoracic Surgery shall be compensated on Schedule 9 of the effective P table.
4. Mental Health Psychiatrists (Item No. 4735) shall be compensated on the range corresponding with the current effective date on the Mental Health Psychiatrist B Range Table.
B. Compensation of Management Physicians and Dental Directors.
1. The following Management Physician and Dental Director classifications shall be compensated on the indicated schedule of the effective M Table:

2. The compensation of each Senior and Chief Physician shall be based on the medical specialty group which contains the specific medical specialty in which the physician is qualified to practice and does practice as the physician’s principal assignment. The medical specialty groups are:
Group A, consisting of the following medical specialties: Preventive Medicine, Internal Medicine, Pediatrics, Dermatology, Emergency Medicine, Family Practice, Neurology, Physical Medicine and Rehabilitation, and Psychiatry.
Group B, consisting of the following medical specialties: Obstetrics and Gynecology, Pathology, Urology, Ophthalmology, General Surgery, Nuclear Medicine, Radiology, Otolaryngology, Neurosurgery, Anesthesiology, Orthopedics, Plastic Surgery, and Thoracic Surgery.
Group C, consisting of those physicians who currently practice no medical specialty.
3. Based on medical specialty group, Senior and Chief Physicians shall be compensated on the effective M schedule as indicated below:

(Ord. 2011-0046 § 8, 2011; Ord. 2008-0059 § 2, 2008; Ord. 2006-0003 § 7, 2006; Ord. 2004-0005 § 1, 2004; Ord. 2002-0001 § 1, 2002: Ord. 2001-0002 § 4, 2001: Ord. 2000-0071 § 5 (part), 2000.)

A. Physician, MD. Any person appointed to any position in this classification who has less than one year of experience as a physician, exclusive of internship, shall be placed on Step 3 of Schedule P1. Any person so appointed who has at least one year of experience as a physician shall be placed one additional step higher in the range for each year of experience not to exceed 10 additional steps.
B. Physician Specialist, MD.
1. Except in the case of persons assigned to preventative medicine, any person appointed to any position in this classification who has completed a formal residency, or the equivalent, approved by the appropriate American Medical Specialty Board, who is assigned to that specialty, and who has less than one year of experience exclusive of an internship and residency, shall upon said appointment, be placed on Step 3 of the schedule for that specialty as set forth in subsection B of Section 6.08.210. Any person so appointed who is assigned to the specialty of preventative medicine, who has less than one year of experience as a physician, shall upon appointment, be placed at Step 1 of P4.
2. Any person so appointed who has at least two years of experience as a physician, exclusive of an internship and residency, shall be placed one additional step higher in the range for each two years of such experience to a maximum of five additional steps.
3. In the case of persons not meeting the criteria stated above, appointments to a position of Physician Specialist, MD in the specialty of emergency medicine requires prior written approval of the head of the department in which the physician is employed.
C. Management Physicians and Dental Directors. Any person appointed to any position in the classifications listed in subsection B of Section 6.08.210 who has less than one year of experience as a physician or dentist, exclusive of an internship and residency, shall be placed on Step 3 of the applicable schedule. Any person so appointed who has at least two years’ experience as a physician, or dentist, exclusive of an internship and residency, shall be placed one step higher in the range for each two years of such experience to a maximum of five additional steps.
D. Chief Medical Examiner-Coroner. By specific action, the board may provide for step placement of any person appointed to the position of Chief Medical Examiner-Coroner at any step within the established salary range for such position on the Physician P Schedule. Succeeding step advancement in such a case will be made as provided in Section 6.08.230 B, unless an exception is specifically authorized by action of the board.
E. Special Step Placement Provisions. At the request of the department head, the chief administrative officer may approve the placement of any physician compensated pursuant to this Part 2 at any step of the appropriate schedule of the current Mental Health Psychiatrist Range or the Physician P or M Table, except that the rate shall not be lower than that provided in paragraph 1 of subsection B above.
F. Manpower Shortage Ranges. A manpower shortage range is an alternative range which is at least one schedule, but not more than six schedules above the salary schedule established for a physician class in this Part 2 and any applicable monthly bonus which is established in this Part 2.
1. Determination of Range. When requested by the department head and the chief administrative officer finds, after investigation, that a critical manpower shortage exists for certain positions within a physician classification, he may approve the establishment of a manpower shortage range.
2. Establishment of Range. The chief administrative officer may establish such a manpower shortage range by authorizing the appointment of persons to specific positions within a classification at the specific alternate manpower shortage range designated by the chief administrative officer.
3. Application of Range. The range may apply to a permanent or temporary position, regardless of whether it is compensated on a monthly, daily or hourly basis. The rate may apply to any type of appointment, such as original, promotion, reinstatement, except an appointment resulting from an involuntary demotion.
4. Effect on Filled Positions. A person already employed in a position to which a manpower shortage range applies, whose base rate is less than the established range, shall be advanced to the established range.
5. Step Advancement and Promotion. Persons receiving compensation pursuant to this section shall be entitled to step advancement and step placement upon promotion as designated by the chief administrative officer.
6. Annual Review. At least once annually, the chief administrative officer shall review all manpower shortage ranges and may discontinue the authority to appoint persons to a manpower shortage range if he finds that a critical manpower shortage no longer exists and the needs of the county have been met. The current rate of pay of any person already employed shall not be affected by such discontinuation; however, further advancement shall be limited to that fixed by this Part 2 for his position.
7. Not a Base Rate. Manpower shortage ranges approved pursuant to this section do not constitute a base rate. (Ord. 2004-0001 § 34, 2004: Ord. 2001-0074 § 3, 2001: Ord. 2000-0071 § 5 (part), 2000.)

A. Any person appointed to a permanent position in the classification of Physician, MD (Item No. 5475) shall be advanced one step within the range for each six months of continuous service until the top step is reached. Step advancement pursuant to this subsection A shall occur on the step advance anniversary date as defined in Section 6.08.270.
B. Any person appointed to a permanent position in the classification of Physician Specialist, MD (Item No. 5477) shall be advanced one step within the applicable range for each year of continuous service until the top step is reached. Step advancement pursuant to this subsection B shall occur on the step advance anniversary date as defined in Section 6.08.270.
C. Any person appointed to a permanent position in a management physician or dental director classification listed in subsection B of Section 6.08.210 shall be advanced one step within the applicable range for each year of continuous service until the top step is reached. Step advancement pursuant to this subsection C shall occur on the step advance anniversary date as defined in Section 6.08.270.
D. Any person appointed to a permanent position in the classification of Mental Health Psychiatrist (Item No. 4735) shall be advanced one step within the applicable range for each year of continuous service until the top step is reached. Step advancement pursuant to this subsection D shall occur on the step advance anniversary date as defined in Section 6.08.270.
E. Notwithstanding subsections A, B, C and D of this section, any person for whom an “unsatisfactory” or “improvement needed” performance evaluation has been filed with the director of personnel shall not be granted a step advancement until a “competent” or better rating is filed. (Ord. 2001-0074 § 4, 2001: Ord. 2000-0071 § 5 (part), 2000.)

A. Manpower Shortage. When the chief administrative officer finds, after investigation, that an existing or impending manpower shortage exists in a medical or surgical specialty, he shall submit his findings to the board of supervisors and may recommend the establishment of a recruitment rate for a position compensated pursuant to Section 6.08.210 which does not exceed twice the rate established for the position under Section 6.28.050 of this code.
B. Home Care Compensation. Whenever it is medically required for a physician to provide medical services in a patient’s home during other than his normally scheduled workday, his total compensation shall be $30.00 per home call. Payment for such services requires approval by the chief administrative officer.
C. Overtime Compensation.
1. Subject to the prior authorization by the chief administrative officer, whenever it is medically required for a physician to be assigned by his department head to perform overtime work in excess of his workweek or workday and such work is performed at a county medical facility, he shall be compensated at his straight-time rate as defined in Section 6.15.060 unless he qualifies for the rate set forth in paragraph 2 of this subsection C or in subsection B above. All overtime shall be recorded at the physician’s regular work location even though the overtime may be worked at some other work location. In such instances, the medical directors at both work locations shall agree in advance to the overtime at the second location. Upon approval of the department head, a physician may accumulate compensatory time off in lieu of paid overtime on an hour-for-hour basis, to a maximum of 240 hours at any one time in a calendar year. 144 hours of such compensatory time off may be deferred to the next calendar year during which any time not used with the permission of the department head shall be lost.
2. In the case of physicians employed in the class of Physician, MD, OT (Item No. 5421) who are required to perform overtime work in comprehensive health clinics, or public health clinics, the rate of pay shall be the higher of the physician’s straight-time rate or $36.40 per hour.
3. Unused compensatory time off accrued during the period October 1, 1993 through June 30, 1994 shall be paid to the employee at the straight-time rate as defined in Section 6.15.060 in effect as of the date of payment, at the employee’s option, on or after August 1, 1995, or upon termination from county service.
D. Standby Compensation.
1. Except as provided in subsections D2 and 3, whenever a physician is assigned to standby duty as defined in Section 6.08.190 J, he shall receive $7.30 per hour during said assignment. Such compensation shall constitute said physician’s total compensation during said assignment. Assignment to standby duty requires the prior annual authorization of the chief executive officer.
2. When the chief administrative officer finds after investigation that there is an existing or impending shortage of anesthesiologists at a specific medical facility and that as a consequence, it is necessary for one or more persons employed as Physician Specialist, MD, Anesthesiology, to be assigned to standby duty, the chief administrative officer may authorize, upon request of the director of health services, hourly compensation for said assignment at any rate between $7.30 per hour and $14.60 per hour. Such compensation shall constitute said person’s or persons’ total compensation during the assignment, irrespective of whether or not said standby duty results in a return to the work site or a telephone consultation.
3. Whenever a physician is assigned to standby duty in connection with the Home Care Program, he shall receive $25.00 for each 12 hours, or major portion thereof, of such duty. Such compensation shall constitute said physician’s total compensation during said assignment, irrespective of whether or not said standby duty results in a return to the work site, a visit to a patient’s home, or a telephone consultation. Assignment to said standby duty requires the prior annual authorization of the chief administrative officer.
E. Special Compensation Limitations.
1. No combination of pay under the provisions of subsections B, C, and/or D of this section shall exceed 60 percent of a physician’s base monthly salary, calculated twice each month; once for the period of the first through the 15th of the month, and once for the period of the 16th through the end of the month.
2. In no event shall a physician receive compensation for overtime during a period of standby duty.
F. Promotion.
1. Any person employed in the classification of Physician Specialist, MD, Mental Health Psychiatrist, Senior Physician, MD, Supervising Mental Health Psychiatrist, Chief Physician I, MD, Chief Mental Health Psychiatrist, Chief Physician II, MD, and Chief Physician III, MD who receives a promotion, as defined in Section 6.08.190 of this code, shall be placed on the step in the M Schedule for the higher-level classification that provides an increase in salary over the salary in the lower level classification to which he was entitled based upon experience only, which is equivalent to the number of steps listed below:

2. Physicians promoting to the classification of Deputy Director, MD, Mental Health or Deputy Director, M.D., Mental Health (UC) shall receive an equivalent step increase as if promoted to a Chief Physician I, MD.
3. All other persons promoted to a higher-level position in accordance with the Physician Pay Plan shall be placed on the step in the appropriate P range which provides an increase in salary.
4. Upon promotion of a Physician Postgraduate to a physician paid in accordance with this section, the effective date of such promotion shall become the anniversary date for vacation allocation.
G. Reinstatement. When an employee is reinstated following separation from county service he shall be initially step-placed pursuant to the provisions of this Part 2 of Chapter 6.08 as if he were entering county service for the first time. The date of reinstatement shall set a new anniversary date.
H. Additional Salary for Certain Physicians. Any physician compensated pursuant to Section 6.08.200, who is employed in the eligible classes listed below and is also assigned to one of the eligible medical specialties listed below, during such assignment, shall receive an additional flat monthly amount equal to three percent of the step on the appropriate P or M Schedule provided by this Part 2. The rate established by this provision shall constitute a base rate.

I. Additional Salary for Psychiatrists. Any physician compensated pursuant to Section 6.08.200, who is employed in the eligible classes listed below and is also assigned to work as a medical specialist in psychiatry, during such assignment, shall receive an additional flat monthly amount equal to four percent of the step on the appropriate P or M Schedule provided by this Part 2. The rate established by this provision shall constitute a base rate.

J. Additional Salary for Certain Physicians. Any physician compensated pursuant to Section 6.08.200, who is employed in the eligible classes listed below and is also assigned to one of the eligible medical specialties listed below, during such assignment, shall receive an additional flat monthly amount equal to 5.75 percent of the step on the appropriate P or M Schedule provided by this Part 2. The rate established by this provision shall constitute a base rate.

K. Additional Compensation for Certain Physicians. Notwithstanding any other provision of the County Code, effective beginning on the date persons holding positions in the classes of Physician, MD and Physician Specialist MD cease to be eligible for matching contributions pursuant to Chapter 5.23 of the County Code, any physician compensated pursuant to Sections 6.08.210, 6.78.350 L or 6.86.020 C of the County Code shall receive additional compensation equal to three percent of the physician’s current pay rate. The rate established by this provision shall constitute a base rate.
L. Additional Salary for Forensic Pathologists. Any physician compensated pursuant to Section 6.08.200, who is employed as a permanent employee in the eligible classes listed below and who is also assigned to work in the medical specialty of pathology as a forensic pathologist in the Department of Coroner, during such assignment, shall receive an additional flat monthly amount equal to three percent of the step on the appropriate P or M Schedule provided by this Part 2. The rate established by this provision shall constitute a base rate.

M. Placement in Salary Range. By specific action, the board of supervisors or the chief administrative officer may provide for salary placement of a physician at any rate within the established Salary Range for the position which he/she holds. (Ord. 2008-0059 § 3, 2008; Ord. 2006-0084 § 20, 2006; Ord. 2005-0047 § 2, 2005: Ord. 2002-0104 § 1, 2002; Ord. 2002-0001 § 2, 2002: Ord. 2001-0074 § 5, 2001: Ord. 2000-0071 § 5 (part), 2000.)

A. Any persons appointed to the position of Mental Health Psychiatrist, Physician Specialist, MD; Senior Physician, MD; Chief Physician I, MD; Chief Physician II, MD; Chief Physician III, MD; Mental Health Clinical District Chief, MD; and Chief Medical Examiner - Coroner, who has obtained certification by the appropriate American Medical Specialty Board in the specialty to which he is assigned, shall receive additional compensation as follows:
1. Any person so appointed who, on June 30, 1979, was receiving credit for three additional steps for board certification pursuant to subsection A of Section 6.08.220 or subsection B of Section 6.08.230 of this Part 2 as said Part 2 read on said date and who has remained continuously assigned to the specialty for which said credit was granted shall receive a flat monthly bonus equal to 8.25 percent of the step on the appropriate P or M Schedule or Mental Health Psychiatrist B Range to which he is entitled based upon experience. Such bonus shall only be given for certification in one specialty.
2. All other persons shall receive a flat-rate monthly bonus equal to 5.5 percent of the step on the appropriate P or M Schedule or Mental Health Psychiatrist B Range to which they are entitled based upon experience. Such bonus shall only be given for certification in one specialty. Such compensation shall not be effective before the first day of the month in which the department head notifies the chief administrative officer of his eligibility for such credit.
B. In lieu of obtaining certification by the American Board of Emergency Medicine, any person appointed on or before June 30, 1981, to the position of Physician Specialist, MD, Senior Physician, MD, Chief Physician I, MD, Chief Physician II, MD, or Chief Physician III, MD, who is assigned to emergency medicine, and, has completed three years of specialized experience in emergency medicine, shall receive a flat monthly bonus equal to 5.5 percent of the step on the appropriate P or M Schedule to which he is entitled based upon experience. In no event shall persons appointed to emergency medicine on or after July 1, 1981, receive a bonus pursuant to this subsection.
C. Any person appointed to the position of Medical Director I, MD; Medical Director II, MD; Medical Director II, MD (UC); Medical Director III, M.D.; Medical Director III, MD (UC); Medical Director, Juvenile Court Health Services; Medical Director, MD, Health Services; Medical Director, Public Health Programs; Medical Director, MD, Mental Health; Mental Director, M.D., Mental Health (UC) shall receive a flat rate monthly bonus pursuant to one of the following:
1. For one year of experience in any residency, 2.75 percent of the step on the appropriate M Schedule to which he is entitled based upon experience;
2. For two years of experience in any residency, 5.5 percent of the step on the appropriate M Schedule to which he is entitled based upon experience;
3. For three or more years of experience in any residency, 8.25 percent of the step on the appropriate M Schedule to which he is entitled based upon experience.
D. A physician in the department of health services assigned to act in the absence of the medical director of a hospital shall receive a flat-rate monthly bonus equal to 5.5 percent of the step on the appropriate P or M Schedule to which he is entitled based upon experience. No more than one such assignment may be made in each hospital. Such assignment requires prior annual authorization of the Medical Director, MD, Health Services, and the chief administrative officer.
E. Any physician who is appointed in accordance with this Part 2 of Chapter 6.08 who is assigned to work at Los Angeles County High Desert Hospital and who was so assigned prior to January 1, 1986, shall receive a flat monthly bonus equal to 8.25 percent of the step on the appropriate P or M Schedule to which he is entitled based upon experience; provided, however, that in no event shall a physician receive said bonus if he is receiving compensation pursuant to Section 6.08.240 or 6.10.050.
F. A physician employed as a Supervising Mental Health Psychiatrist or Chief Mental Health Psychiatrist, who is continuously assigned to work in a County Jail mental health facility supervising the evaluation and treatment of mental patients, during such assignment shall receive additional compensation equal to 5.5 percent of the step on the appropriate M Schedule to which the physician is assigned.
G. Any person who ceases to be eligible for any credit provided in this Section 6.08.250 shall cease to receive said credit. (Ord. 2011-0046 § 9, 2011; Ord. 2008-0059 § 4, 2008; Ord. 2004-0005 § 2, 2004; Ord. 2002-0001 § 3, 2002: Ord. 2001-0002 § 6, 2002: Ord. 2000-0071 § 5 (part), 2000.)

A. Beginning on the effective date, a physician employed as a Clinic Physician, MD (Item No. 5469) or Clinic Physician, MD (Item No. 5468) shall be compensated at the rates shown in the following table. A physician shall not be compensated as a Clinic Physician, MD (Item No. 5468) at the session rate without prior approval of the department head. In no event shall the aggregate compensation of a physician provided for in this subsection A exceed the annual compensation limit shown in the following table during any one calendar year.

B. Beginning on the effective date, a physician employed as a Mental Health Consultant, MD (Item No. 5470) or a Consulting Specialist, MD (Item No. 5471) shall be compensated at the hourly rates shown in the following table, unless the department head has specifically authorized compensation on a per-session basis, in which case the physician shall be compensated as a Mental Health Consultant, MD (Item No. 5467) or a Consulting Specialist, MD (Item No. 5472) at the session rate shown in the table. In no event shall the aggregate compensation of a physician provided for in this subsection B exceed the annual compensation limit shown in the following table during any one calendar year.

C. Except as provided in subsections A and B of this section, (1) any person employed on a temporary, hourly basis in the class of Physician, MD Emergency Room (Item No. 5422) who is not on any other county item (except resident physician or as approved in accordance with Section 6.08.290A.) and who is assigned to work in a work area designated as an emergency room by the director of health services shall be compensated at the rate of $69.30 per hour for all hours worked as a temporary, hourly physician. Also, any person employed on a regular physician item, or on an item approved in accordance with Section 6.08.290A., who performs overtime work in such an emergency room shall be compensated at the rate of $69.30 per hour for all overtime hours worked as a temporary, hourly physician. If the director of health services finds that there is a shortage of emergency room physicians which threatens the public health or safety, with the approval of the chief administrative officer, the director of health services may adjust the foregoing emergency room rate, or establish variable rates, as justified by the nature of the shortage by a percentage not to exceed 50 percent during the period of the emergency room physician shortage.
D. Whenever it is medically required for a physician who is not being paid under any other provision of this plan to be employed at a county hospital to perform an emergency operation or provide emergency care to a patient, the physician shall be compensated at a rate equivalent to the relative value scale for such services. For purposes of this provision, “relative value scale” means the Official Minimum Medical Fee Schedule for Service Rendered under the California Workers’ Compensation Laws, October 1, 1966, with a unit value of $6.50.
E. Prior Approval. Upon the request of the department head, compensation may be made to physicians pursuant to this Section 6.08.260 with the prior written approval of the chief administrative officer, except in the case of emergency when its use must be reported within 24 hours. (Ord. 2007-0004 § 3, 2007; Ord. 2006-0084 § 21, 2006; Ord. 2005-0047 § 3, 2005: Ord. 2004-0001 § 35, 2004; Ord. 2000-0071 § 5, 2000.)

A. Step Advance Anniversary Date. A step advance anniversary date shall be the date that an employee, paid pursuant to this Part 2 of Chapter 6.08, last received a step advance.
When a person’s date for step advancement based on experience as described herein is between the first and the 15th of the month, such step advancement shall be made on the first day of that month, and if the date for said step advancement is between the 16th and the end of the month, such step advancement shall be made on the first of the following month.
B. Special Credit Date.
1. When a person is to receive a credit for any reason described in Section 6.08.250, such credit shall be effective on the first of the month if eligibility for such credit is between the first and the 15th of the month, and shall be effective on the first of the following month if eligibility for such credit is between the 16th and the end of the month.
2. 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, credit for any reason as described in Section 6.08.450 shall be effective on the actual date of eligibility. Persons with special credit dates set according to the rules in effect prior to the 2012 system implementation shall retain those dates for their respective positions. (Ord. 2012-0017 § 15, 2012; Ord. 2000-0071 § 5, 2000.)

A. Upon authorization of the chief administrative officer, any physician or dental director compensated under the Physician Pay Plan shall be allowed time necessary to be absent from work at his regular pay to participate in seminars, conferences and other professional forums, provided such participation is otherwise in accordance with procedures established in the department of health services’ Salary Only Travel Plan approved by the board of supervisors.
B. With the approval of the department head, full time permanent physicians in the classes of Physician, MD and Physician Specialist, MD may be allowed to be absent from work at the regular rate of pay for a maximum of 10 days per year to participate in continuing medical education. With the approval of the department head, a part-time permanent physician, who holds a position in the class of Physician, MD or Physician Specialist, MD with an item number followed by the letters U, V, W, X, Y or Z, as indicated in Section 6.28.020 B, may be allowed to be absent from work at the regular rate of pay for a maximum of five days per year to participate in continuing medical education.
C. Notwithstanding the provisions of subsections A and B above, department provided in-service training shall not count towards the training day limitations on continuing medical education specified in those subsections; however, travel time to and from such continuing medical education shall be counted against those limitations on a day-for-day basis. (Ord. 2002-0104 § 2, 2002; Ord. 2001-0074 § 6, 2001: Ord. 2000-0071 § 5 (part), 2000.)

A. Except as provided in subsection B of this section, persons paid in accordance with the provisions of this Part 2 of Chapter 6.08 shall not hold more than one county position, except as otherwise approved by the chief administrative officer.
B. Any person employed as Physician Post Graduate (2nd year through
7th year) (Item No. 5411) or Supervisor of Residents (Item 5415) may receive compensation pursuant to this Part 2 of Chapter 6.08 on the basis of employment on more than one physician item; provided, however, that in no event shall said person receive compensation as a Clinic Physician, MD (Item No. 5468), Clinic Physician, MD (Item No. 5469), Mental Health Consultant, MD (Item No. 5467), Mental Health Consultant, MD (Item No. 5470), Consulting Specialist, MD (Item No. 5471) or Consulting Specialist, MD (Item No. 5472). (Ord. 2005-0047 § 4, 2005: Ord. 2000-071 § 5, 2000.)

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. “Control Point” means the midpoint of each Salary range as 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. Tier II Salary ranges consist of 18 salary steps, with the first 12 steps being 3 percent apart and the last six steps being 1 1/2 percent apart.
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 administrative officer or director of personnel. A Tier I Merit Adjustment may range from zero to 5 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 administrative 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. 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 administrative officer, the board of supervisors may by ordinance, assign classes or positions to the Plan. The chief administrative 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. 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.
1. The rating period will be as designated by the chief administrative 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.
2. 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:

1. Permanent Employees.

2. 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. 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 administrative 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. 2007-0049 § 11, 2007.)

Recommendation of chief administrative officer. The chief administrative 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 administrative 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. 2008-0069 § 3, 2008: Ord. 2007-0049 § 12, 2007.)

A. Reassignment of Positions. The chief administrative 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 administrative 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 administrative 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 Salary range and the Control Point of the new Salary range or between the Control Point of the new Salary range and the highest step of a position not designated for the Plan. Said person will be placed within the 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. Notwithstanding any other provision of this subsection G, a person appointed prior to completion of his/her probationary period on the higher position shall be placed at a salary within the Salary range of the lower position, in accordance with the provisions of Section 6.08.345.
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 Chapter 6.08, Part 1 of this title if the top step of the class compensated under Part I is less than 2.75 percent above or below the Control Point of the Salary range for the Tier I or Tier II class as the case may be.
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 administrative 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. 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 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 his/her current salary, whichever is less. When a person is involuntarily demoted for discipline or performance reasons, the Appointing Authority may place said person at any place within the Salary range of the lower-level position at a rate not to exceed his/her current salary.
B. Probationary Status. Any person demoted to another class prior to completion of the probationary period for the higher-level position 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. 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 administrative 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. 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, shall be provided, during the term of the assignment, additional compensation of 5.5 percent. The chief administrative 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. Manpower Shortage Recruitment Rates. The provisions of Section 6.10.050 shall not apply to Participants.
D. Manpower 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 administrative officer may adjust the salary of one or more Participants up to 11 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 administrative 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.
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 administrative 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 administrative officer. Such additional compensation may be discontinued by the chief administrative 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. 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 follows:
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 administrative 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 either the control point of the salary range or $150,000 per annum shall require the specific approval of the board of supervisors.
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 administrative officer, unless the resulting salary in the new position exceeds either the control point of the salary range or $150,000 per annum, in which case, the promotional increase 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 administrative officer or the board of supervisors if the resulting salary exceeds either the control point of the salary range or $150,000 per annum. (Ord. 2008-0069 § 7, 2008; Ord. 2007-0049 § 19, 2007.)

A. Tier I Participants. General Salary Adjustments for Tier I participants, excluding appointed department heads, 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. Only Tier I Participants who have received a current performance evaluation of “Met Expectations” or better shall receive a General Salary Adjustment. (Ord. 2008-0069 § 8, 2008.)

A. Annually, in accordance with guidelines issued by the chief administrative officer, each Participant’s Appointing Authority shall recommend a Merit Salary Adjustment, ranging from a minimum of zero percent to a maximum of 5 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 administrative officer approval 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. The chief administrative officer shall assess the performance of appointed department heads in consultation with the board of supervisors. Following such consultation, the chief administrative officer may authorize Tier I Merit Salary Adjustments for appointed department heads at such times as also designated by the chief administrative officer; provided, however, that appointed department heads who have received a current performance evaluation of “Met Expectations” or better shall receive an adjustment that is not less than the General Salary Adjustment, if any, otherwise provided to other MAPP Tier I Participants in the same fiscal year. Such adjustments may apply to and/or result in a salary that falls outside the established Tier I Salary range. (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 administrative 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 $150,000 per annum 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, except that such person shall receive 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, plus step placement, shall require the approval of the chief administrative officer, unless the resulting salary in the new position exceeds $150,000 per annum, in which case, 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 administrative officer or the board of supervisors if the resulting salary exceeds $150,000 per annum. (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 administrative 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. 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.
1. 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.
2. 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.
1. 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.
2. 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:
1. 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.
2. 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.
3. 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.
1. 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:

2. 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;
3. 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;
4. 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.
5. 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 the mid-point between the minimum salary rate and the maximum salary rate. 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 R21 and the maximum is not more than a rate that is 10 percent greater than the maximum rate for Salary range R25. The Control Point shall be the mid-point between the minimum salary rate and the maximum salary rate. (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.)

This Part 4 of Chapter 6.08 shall be known as the "New Management Physician Pay Plan." There will continue to be a Part 2 "Physician Pay Plan" under which Management Physicians currently receiving a stipend through a medical school affiliation agreement will be compensated. As the new affiliation agreement amendment is approved and signed by the Regents of the University of California and the County Board of Supervisors, the Physicians affected by that newly signed agreement will be compensated pursuant to the Part 4 "New Management Physician Pay Plan."
Following approval and signature of the new affiliation agreement amendment by the University of Southern California and the County Board of Supervisors, except as set forth below in Section 6.08.430B.3 and B.4, non-tenured Physicians affected by that newly signed agreement shall make a choice of being either a County employee, University employee, or maintaining current status as a County employee and a University employee. Those Physicians choosing County employment will be compensated pursuant to the Part 4 "New Management Physician Pay Plan." Those Physicians choosing University employment will resign from County employment. Those non-tenured Physicians choosing to maintain their current status as a County and University employee and all tenured Physicians shall remain compensated pursuant to the Part 2 "Physician Pay Plan" and continue to receive compensation pursuant to the USC affiliation agreement as amended. (Ord. 2010-0025 § 1, 2010: Ord. 2008-0025 § 2, 2008)

A. “Affiliation Agreement” means an agreement between the County and a medical school.
B. “Demotion” means a decrease in salary or a reduction from the E schedule to the D schedule.
C. “Experience as a Physician” means all Physician experience except:
1. Experience as an intern; and
2. Experience in a residency necessary as a prerequisite to assignment in a medical specialty.
D. “Full Day” means an additional work assignment performed or work product produced outside the employee’s normal work schedule which, when considered in the aggregate, is determined by the department head to be substantially equivalent to a full days work assignment or work product. A Full Day also means one full work or paid leave day.
E. “Internship” means the first year of postgraduate medical training.
F. “Management Physician” means any Physician classification listed in Section 6.08.425B.
G. “Physician” means any Management Physician classification listed in Section 6.08.425B.
H. “Promotion” means an increase in salary or an increase from the D schedule to the E schedule. A promotion sets a new step anniversary date.
I. “Residency” means the period of postgraduate specialized medical training subsequent to the internship.
J. “Resident” means a Physician in the second and subsequent years of postgraduate specialized medical training.
K. “Standby duty” means an off-duty period during which a Physician is on-call and:
1. Available for immediate return to work via contact by telephone or electronic paging device or by such other means as may be approved by the appointing power; or
2. Away from the Physician’s regular work site but engaged in a telephone consultation or other actual work as a direct consequence of said on-call status. (Ord. 2008-0025 § 3, 2008)

A. Persons employed on any position whose salary is based on the Management Physician E Tables provided for in Section 6.26.040 of this code shall be compensated pursuant to the applicable provisions of Part 4 of this chapter and shall be placed on and moved to steps within the appropriate E range schedules as set forth in Sections 6.08.425, 6.08.435, and 6.08.440.
B. The Management Physician E Tables provided in Section 6.26.040 shall apply to positions compensated pursuant to those tables on the effective date shown for each table. (Ord. 2010-0025 § 2, 2010; Ord. 2008-0025 § 4, 2008)

Physicians and Dental Directors shall be compensated pursuant to the provisions of this Part 4 unless excluded by the terms of a specific provision within this Part 4. (Ord. 2012-0017 § 18, 2012; Ord. 2008-0025 § 5, 2008)

A. 1. Management Physicians (Item Nos. 5464, 5465, and 5466) who currently practice no medical specialty shall be compensated as noted below pursuant to the Management E Schedule currently in effect:

2. Compensation of Physicians: Management Physicians (Item Nos. 5456, 5457, 5458, and 5459) in the following specialties shall be compensated on the indicated schedules of the effective Management E Schedule:

3. Specialty assignment of Physicians. Specialty assignment shall be dependent upon the physician’s privileges and by specific physician assignment. Each physician’s specialty assignment shall be determined by the department.
B. Compensation of Management Physicians and Dental Directors.
The following Management Physician and Dental Director classifications shall be compensated on the indicated schedule of the effective E Table as follows:

(Ord. 2011-0046 § 12, 2011; Ord. 2010-0025 § 3, 2010; Ord. 2008-0059 § 5, 2008; Ord. 2008-0049 § 2, 2008; Ord. 2008-0036 § 1, 2008; Ord. 2008-0025 § 6, 2008.)

A. Eligible Participants. Physicians and Dental Directors eligible for compensation pursuant to this Part 4 of Chapter 6.08 (the "New Management Physician Pay Plan") shall be any Management Physician or Dental Director who is receiving no stipend from a medical school, except as set forth under paragraphs B.3 and B.4 below.
Each Physician and Dental Director who is eligible shall be compensated under the New Management Physician Pay Plan effective January 1, 2008 or the date the Physician or Dental Director meets the conditions set forth in said paragraphs, whichever occurs later.
B. Step Placement Upon Transition to New Management Physician Pay Plan. Each Physician or Dental Director who is eligible for the New Management Physician Pay Plan who, immediately prior to becoming eligible, received compensation pursuant to Part 2 of this Chapter 6.08 (the "Old Physician Pay Plan"), shall be initially placed in the designated Management Physician E pay range as follows:
1. Each such Physician or Dental Director who, immediately prior to becoming eligible for the New Management Physician Pay Plan, received a stipend under the Regents of the University of California (UCLA) medical school affiliation agreement as amended and approved by the board of supervisors and in effect immediately prior to January 1, 2008 ("Old UCLA Medical School Agreement") shall be placed at the nearest step in the designated new Management Physician E range that does not result in a reduction in pay, effective July 1, 2008. "Pay" for this purpose shall mean the sum of a) the monthly stipend received under the Old Medical School Agreement, and b) the Physician’s regular monthly salary under the Old Physician Pay Plan exclusive of any bonus for board certification in a medical specialty or special rate received pursuant to Section 6.10.150C of this code. In no event shall any Physician simultaneously receive compensation under the New Management Physician Pay Plan and Section 6.10.150C of this code. In any case where such pay exceeds the top step of the designated Management Physician E schedule, the Physician shall be paid at a special monthly rate, exclusive of any bonus for board certification in a medical specialty, that equals said pay and that maintains over time the same percentage differential between such rate and the top step of the designated Management Physician E schedule. Such special monthly rate shall constitute a base rate.
2. Except as set forth under paragraphs 3 and 4 below, each such Physician or Dental Director who received a stipend for providing teaching services at the university as a non-tenured professor under the University of Southern California (USC) medical school affiliation agreement as amended and approved by the board of supervisors and in effect immediately prior to January 1, 2008 ("Old USC Medical School Agreement") shall choose one of the following employment options: 1) maintain County employment, resign university professorship and stipend, and be placed on the New Management Physician Pay Plan; 2) resign from County service, maintain USC employment and compensation; or 3) maintain current employment status as a County physician paid pursuant to Part 2 of Chapter 6.08 (the "Old Physician Pay Plan") and continue to receive a stipend under the new USC affiliation agreement as amended and approved by the board of supervisors November 25, 2008.
Those physicians choosing employment option 1) shall be placed at the nearest step in the designated new Management Physician E range that does not result in a reduction in pay, effective July 1, 2008. "Pay" for this purpose shall mean the sum of a) the monthly stipend received under the Old USC Medical School Agreement, and b) the Physician’s regular monthly salary under the Old Physician Pay Plan exclusive of any bonus for board certification in a medical specialty or special rate received pursuant to Section 6.10.150C of this code. In no event shall any Physician simultaneously receive compensation under the New Management Physician Pay Plan and Section 6.10.150C of this code or simultaneously receive compensation under the New Management Physician Pay Plan and a University. In any case where such pay exceeds the top step of the designated Management Physician E schedule, the Physician shall be paid at a special monthly rate, exclusive of any bonus for board certification in a medical specialty, that equals said pay and that maintains over time the same percentage differential between such rate and the top step of the designated Management Physician E schedule. Such special monthly rate shall constitute a base rate.
Those physicians choosing employment option 3), and those physicians who make no choice as set forth herein, shall continue to be paid pursuant to Part 2 of Chapter 6.08 (the "Old Physician Pay Plan") and continue to receive a stipend under the new USC medical school affiliation agreement as amended and approved by the board of supervisors November 25, 2008.
3. The Physician who received a stipend for providing teaching services at the university as a non-tenured professor under the University of Southern California (USC) medical school affiliation agreement as amended and approved by the board of supervisors and in effect immediately prior to January 1, 2008 ("Old USC Medical School Agreement"), who holds the University position of Associate Academic Administrator, and is the Designated Institutional Official receiving compensation for the Designated Institutional Officer, under the USC medical school affiliation agreement as amended and approved by the board of supervisors November 25, 2008, shall continue to receive such compensation for the position of Designated Institutional Officer.
4. Any Physician who simultaneously holds the County position of Medical Director and the University position of Academic Administrator under a USC medical school affiliation agreement, as amended and approved by the board of supervisors, shall continue to receive University compensation for the position of Academic Administrator.
5. Each such Physician as described in subparagraphs a and b above shall also be placed at the nearest step in the designated new Management Physician E range that does not result in a reduction in pay. "Pay" for this purpose shall mean the sum of a) the monthly stipend received under the Old USC Medical School Agreement, except with respect to the compensation for position of the Designated Institutional Officer or Academic Administrator as applicable, and b) the Physician’s regular monthly salary under the Old Physician Pay Plan exclusive of any bonus for board certification in a medical specialty or special rate received pursuant to Section 6.10.150C of this code. In no event shall any Physician simultaneously receive compensation under the New Management Physician Pay Plan and Section 6.10.150C of this code. Except as described in paragraph 3 or 4 above, no Physician shall simultaneously receive compensation under the New Management Physician Pay Plan and a University. In any case where such pay exceeds the top step of the designated Management Physician E schedule, the Physician shall be paid at a special monthly rate, exclusive of any bonus for board certification in a medical specialty, that equals said pay and that maintains over time the same percentage differential between such rate and the top step of the designated Management Physician E schedule. Such special monthly rate shall constitute a base rate.
6. Each such Physician or Dental Director who, immediately prior to becoming eligible for the New Management Physician Pay Plan, received no stipend under an Old Medical School Affiliation Agreement shall be placed at the nearest step in the designated new Management Physician E range that does not result in a reduction in the Physician’s regular monthly salary under the Old Physician Pay Plan exclusive of any bonus for board certification in a medical specialty, effective January 1, 2008.
7. Step placement pursuant to paragraph 1, 2, 5 or 6 above shall set a new step anniversary date.
C. No Salary Below the Minimum of the Salary Range. In no event shall any Physician’s or Dental Director’s salary, exclusive of any bonus for board certification in a medical specialty, fall below the minimum of the designated Management Physician E range. (Ord. 2010-0025 § 4, 2010; Ord. 2008-0025 § 7, 2008)

A. Management Physicians. Original appointment to these positions shall be at the rate designated as the first step, except in the case of transfer, demotion, promotion, or special step placement.
B. Dental Directors. Any person appointed to Dental Director I (Item No. 4776) or Dental Director II (Item No. 4777) who has less than one year of experience as a dentist, exclusive of an internship and residency, shall be placed on Step 3 of the applicable schedule. Any person so appointed who has at least two years’ experience as a dentist, exclusive of an internship and residency, shall be placed one step higher in the range for each two years of such experience to a maximum of five additional steps.
C. Special Step Placement Provisions. At the request of the department head, the chief executive officer may approve the placement of any Physician or Dental Director compensated pursuant to this Part 4 at any step of the appropriate schedule of the Management Physician E Table.
D. Manpower Shortage Range. A manpower shortage range is an alternative range which is at least one schedule, but not more than ten schedules, above the salary schedule established for a Physician or Dental Director class in this Part 4 and any applicable monthly bonus which is established in this Part 4.
1. Determination of Range. When requested by the department head and the chief executive officer finds, after investigation, that a critical manpower shortage exists for certain positions within a Physician or Dental Director classification, he may approve the establishment of a manpower shortage range.
2. Establishment of Range. The chief executive officer may establish such a manpower shortage range by authorizing the appointment of persons to specific positions within a classification at the specific alternate manpower shortage range designated by the chief executive officer.
3. Application of Range. The range may apply to a permanent or temporary position, regardless of whether it is compensated on a monthly, daily, or hourly basis. The rate may apply to any type of appointment, such as original, promotion, or reinstatement, except an appointment resulting from an involuntary demotion.
4. Effect on Filled Positions. A person already employed in a position to which a manpower shortage range applies and whose base rate is less than the established range shall be advanced to the established range.
5. Step Advancement and Promotion. Persons receiving compensation pursuant to this section shall be entitled to step advancement and step placement upon promotion as designated by the chief executive officer.
6. Annual Review. At least once annually, the chief executive officer shall review all manpower shortage ranges and may discontinue the authority to appoint persons to a manpower shortage range if he finds that a critical manpower shortage no longer exists and the needs of the county have been met. The current rate of pay of any person already employed shall not be affected by such discontinuation; however, further advancement shall be limited to that fixed by this Part 4 for his position.
7. Not a Base Rate. Manpower shortage ranges approved pursuant to this section do not constitute a base rate. (Ord. 2008-0025 § 8, 2008)

A. Any person appointed to a permanent position in a Management Physician or Dental Director classification listed in subsection B of Section 6.08.425 shall be advanced one step within the applicable range for each year of continuous service until the top step of the range is reached. Step advancement pursuant to this subsection A shall occur on the step anniversary date as defined in Section 6.08.460.
B. Notwithstanding subsection A of this section, any person for whom an “unsatisfactory,” “improvement needed,” “needs improvement meeting expectations,” or “failed to meet expectations” performance evaluation has been filed with the director of personnel shall not be granted a step advancement until a “competent” or better rating is filed.
C. Subsection A of this Section shall not be operative until the Chief Executive Officer adopts performance standards relating to Physician step advances. (Ord. 2008-0025 § 9, 2008)

A. Manpower Shortage. When the chief executive officer finds, after investigation, that an existing or impending manpower shortage exists in a medical or surgical specialty, he or the board of supervisors may authorize the establishment of a recruitment rate for a position compensated pursuant to Section 6.08.425 which does not exceed twice the rate established for the position under Section 6.28.050 of this code.
B. Overtime Compensation.
1. Subject to the prior authorization by the chief executive officer, whenever it is medically required for a Physician or Dental Director to be assigned by his department head to perform overtime work in excess of his regular workweek or workday and such work is performed at a county medical facility, he shall be compensated at his straight-time rate as defined in Section 6.15.060 unless he qualifies for the rate set forth in paragraph 2 of this subsection B or in subsection A above. All overtime shall be recorded at the Management Physician’s or Dental Director’s regular work location even though the overtime may have been worked at some other work location. In such instances, the medical directors at both work locations shall agree in advance to the overtime at the second location. A Physician or Dental Director may be credited with one Full Day of compensatory time-off for each Full Day of pre-approved overtime worked, provided that no more Full Days of compensatory time-off may be accumulated by an employee at any one time than are authorized by regulations issued by the chief executive officer.
2. Unused compensatory time off accrued during the period October 1, 1993 through June 30, 1994 shall be paid to the employee at the straight-time rate as defined in Section 6.15.060 in effect as of the date of payment, at the employee’s option, on or after August 1, 1995, or upon termination from county service.
C. Standby Compensation. Whenever a Physician is assigned to standby duty as defined in Section 6.08.410 J, he shall receive $7.30 per hour during said assignment. Such compensation shall constitute said Management Physician’s total compensation during said assignment. Assignment to standby duty requires the prior annual authorization of the chief executive officer.
D. Special Compensation Limitations.
1. No combination of pay under the provisions of subsections C, and/or D of this section shall exceed 60 percent of a Physician’s base monthly salary, calculated twice each month; once for the period of the first through the 15th of the month and once for the period of the 16th through the end of the month.
2. In no event shall a Physician receive compensation for overtime during a period of standby duty.
E. Promotion.
1. Any person employed in the classification of Physician Specialist, Senior Physician, Supervising Mental Health Psychiatrist, Chief Physician I, Chief Mental Health Psychiatrist, Chief Physician II, and Chief Physician III, who receives a promotion, as defined in Section 6.08.410 of this code, shall be placed on the step in the range on the E Schedule for the higher-level classification that provides an increase in salary over the salary in the lower-level classification to which he was entitled based upon experience only, which is equivalent to the number of steps listed below:

2. Physicians promoting to the classification of Deputy Director, MD, Mental Health or Deputy Director, MD, Mental Health (UC) shall receive an equivalent step increase as if promoted to a Chief Physician I.
3. All other persons promoted to a higher-level position in accordance with the Physician Pay Plan shall be placed on the step in the appropriate E range which provides an increase in salary.
F. Reinstatement. When an employee is reinstated following separation from county service, he shall be initially step placed pursuant to the provisions of this Part 4 of Chapter 6.08 as if he were entering county service for the first time. The date of reinstatement shall set a new anniversary date.
G. Placement in Salary Range. By specific action, the board of supervisors or the chief executive officer may provide for salary placement of a Physician or Dental Director at any rate within the established Salary Range for the position which he holds. (Ord. 2008-0025 § 10, 2008)

A. Any persons appointed to the position of Senior Physician; Chief Physician I; Chief Physician II; Chief Physician III; and Mental Health Clinical District Chief, MD; who has obtained certification by the appropriate American Medical Specialty Board in the specialty to which he is assigned, shall receive additional compensation as follows:
1. Any person so appointed who, on June 30, 1979, was receiving credit for three additional steps for board certification pursuant to subsection A of Section 6.08.435 or subsection B of Section 6.08.440 of this Part 4 on said date and who has remained continuously assigned to the specialty for which said credit was granted shall receive a flat monthly bonus equal to 8.25 percent of the step on the appropriate D or E Schedule to which he is entitled based upon experience. Such bonus shall only be given for certification in one specialty.
2. All other persons shall receive a flat-rate monthly bonus equal to 5.5 percent of the step on the appropriate E Schedule to which they are entitled based upon experience. Such bonus shall only be given for certification in one specialty. Such compensation shall not be effective before the first day of the month in which the department head notifies the chief executive officer of his eligibility for such credit.
B. In lieu of obtaining certification by the American Board of Emergency Medicine, any person appointed on or before June 30, 1981, to the position of Senior Physician, Chief Physician I, Chief Physician II, or Chief Physician III, who is assigned to emergency medicine and has completed three years of specialized experience in emergency medicine, shall receive a flat monthly bonus equal to 5.5 percent of the step on the appropriate E Schedule to which he is entitled based upon experience. In no event shall persons appointed to emergency medicine on or after July 1, 1981 receive a bonus pursuant to this subsection.
C. Any person appointed to the position of Medical Director I; Medical Director II; Medical Director II (UC); Medical Director III, M.D.; Medical Director III (UC); Medical Director, Juvenile Court Health Services; Medical Director, Health Services; Medical Director, Public Health Programs; Medical Director, MD, Mental Health; and Medical Director, M.D., Mental Health (UC) shall receive a flat rate monthly bonus pursuant to one of the following:
1. For one year of experience in any residency, 2.75 percent of the step on the appropriate E Schedule to which he is entitled based upon experience;
2. For two years of experience in any residency, 5.5 percent of the step on the appropriate E Schedule to which he is entitled based upon experience;
3. For three or more years of experience in any residency, 8.25 percent of the step on the appropriate E Schedule to which he is entitled based upon experience.
D. A Physician in the department of health services, public health services, or the sheriff’s department who is assigned to act in the absence of the medical director of a hospital or the department of public health services, or the sheriff’s department director of medical services shall receive a flat-rate monthly bonus equal to 5.5 percent of the step on the appropriate E Schedule to which he is entitled based upon experience. No more than one such assignment may be made in each hospital, the department of public health, or the sheriff’s department. Such assignment requires prior annual authorization of the Medical Director, MD, Health Services, the Medical Director, Public Health Programs, or the Director, Medical Services, Sheriff, and the chief executive officer.
E. Any Physician who is appointed in accordance with this Part 4 of Chapter 6.08 who is assigned to work at Los Angeles High Desert Health System and who was so assigned prior to January 1, 1986, shall receive a flat monthly bonus equal to 8.25 percent of the step on the appropriate E Schedule to which he is entitled based upon experience; provided, however, that in no event shall a Physician receive said bonus if he is receiving compensation pursuant to Section 6.08.445 or 6.10.050.
F. A Physician employed as a Supervising Mental Health Psychiatrist or Chief Mental Health Psychiatrist, who is continuously assigned to work in a county jail mental health facility supervising the evaluation and treatment of mental patients, during such assignment shall receive additional compensation equal to 5.5 percent of the step on the appropriate E Schedule to which the Physician is assigned.
G. Any person who ceases to be eligible for any credit provided in this Section 6.08.450 shall cease to receive said credit. (Ord. 2011-0046 § 13, 2011; Ord. 2009-0008 §§ 1, 2, 2009; Ord. 2008-0059 § 6, 2008; Ord. 2008-0025 § 11, 2008)

A. Beginning on the effective date, a Physician employed as a Clinic Physician, MD (Item No. 5469) or Clinic Physician, MD (Per Session) (Item No. 5468) shall be compensated at the rates shown in the following table. A Physician shall not be compensated as a Clinic Physician, MD (Per Session) (Item No. 5468) at the session rate without prior approval of the department head. In no event shall the aggregate compensation of a Physician provided for in this subsection A exceed the annual compensation limit shown in the following table during any one calendar year.

B. Beginning on the effective date, a Physician employed as a Mental Health Consultant, MD (Item No. 5470) or a Consulting Specialist, MD (Item No. 5471) shall be compensated at the hourly rates shown in the following table, unless the department head has specifically authorized compensation on a per-session basis, in which case the Physician shall be compensated as a Mental Health Consultant, MD (Per Session) (Item No. 5467) or a Consulting Specialist, MD (Per Session) (Item No. 5472) at the session rate shown in the table. In no event shall the aggregate compensation of a Physician provided for in this subsection B exceed the annual compensation limit shown in the following table during any one calendar year.

C. Except as provided in subsections A and B of this section, any person employed on a temporary, hourly basis in the class of Physician, MD, Emergency Room (Item No. 5422) who is not on any other county item (except resident Physician or as approved in accordance with Section 6.08.470A) and who is assigned to work in a work area designated as an emergency room by the director of health services shall be compensated at the rate of $86.52 per hour for all hours worked as a temporary, hourly Physician. Also, any person employed on a regular Physician item, or on an item approved in accordance with Section 6.08.470A, who performs overtime work in such an emergency room shall be compensated at the rate of $86.52 per hour for all overtime hours worked as a temporary, hourly Physician. If the director of health services finds that there is a shortage of emergency room physicians which threatens the public health or safety, with the approval of the chief executive officer, the director of health services may adjust the foregoing emergency room rate, or establish variable rates, as justified by the nature of the shortage by a percentage not to exceed 50 percent during the period of the emergency room physician shortage. Effective January 1, 2009, the rate will change to $89.12 per hour.
D. Whenever it is medically required for a Physician who is not being paid under any other provision of this plan to be employed at a county hospital to perform an emergency operation or provide emergency care to a patient, the Physician shall be compensated at a rate equivalent to the relative value scale for such services. For purposes of this provision, “relative value scale” means the Official Minimum Medical Fee Schedule for Service Rendered under the California Workers’ Compensation Laws, October 1, 1966, with a unit value of $6.50.
E. Prior Approval. Upon the request of the department head, compensation may be made to a Physician pursuant to this Section 6.08.455 with the prior written approval of the chief executive officer, except in the case of emergency when its use must be reported within 24 hours. (Ord. 2008-0049 § 3, 2008; Ord. 2008-0036 § 2, 2008; Ord. 2008-0025 § 12, 2008)

A. Step Advance Anniversary Date. A step advance anniversary date shall be the date that an employee, paid pursuant to this Part 4 of Chapter 6.08, last received a step advance.
1. When a person’s date for step advancement based on experience as described herein is between the first and the 15th of the month, such step advancement shall be made on the first day of that month, and if the date for said step advancement is between the 16th and the end of the month, such step advancement shall be made on the first of the following month.
2. 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, the step advancement date based upon experience as described herein shall be made one year from the actual date of appointment to the subject position unless otherwise specified by this Code. Persons with anniversary dates set according to the rules in effect prior to the 2012 system implementation shall retain their anniversary date for their respective positions.
B. Upon implementation of this New Management Physician Pay Plan, a step advance anniversary date shall be established that is one year from the date the Physician or Dental Director is transferred to the new plan. The step advance anniversary date for a Physician hired after the effective date of the new plan will be established in accordance with Section A of this provision 6.08.460.
C. Special Credit Date.
1. When a person is to receive a credit for any reason described in Section 6.08.450, such credit shall be effective on the first of the month if eligibility for such credit is between the first and the 15th of the month, and shall be effective on the first of the following month if eligibility for such credit is between the 16th and the end of the month.
2. 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, credit for any reason as described in Section 6.08.450 shall be effective on the actual date of eligibility. Persons with special credit dates set according to the rules in effect prior to the 2012 system implementation shall retain those dates for their respective positions. (Ord. 2012-0017 § 19, 2012; Ord. 2008-0025 § 13, 2008)

A. Upon authorization of the chief executive officer, any Physician or Dental Director compensated under the New Management Physician Pay Plan shall be allowed time necessary to be absent from work at his regular pay to participate in seminars, conferences and other professional forums, provided such participation is otherwise in accordance with procedures established in the department of health services’ Salary Only Travel Plan approved by the board of supervisors.
B. Notwithstanding the provisions of subsections A above, department provided in-service training shall not count towards the training day limitations on continuing medical education specified in those subsections; however, travel time to and from such continuing medical education shall be counted against those limitations on a day-for-day basis. (Ord. 2008-0025 § 14, 2008)

A. Except as provided in subsection B of this section, persons paid in accordance with the provisions of this Part 4 of Chapter 6.08 shall not hold more than one county position, except as otherwise approved by the chief executive officer.
B. Any person employed as Physician Post Graduate (2nd year through 7th year) (Item No. 5411) or Supervisor of Residents, MD (Item 5415) may receive compensation pursuant to this Part 4 of Chapter 6.08 on the basis of employment on more than one physician item; provided, however, that in no event shall said person receive compensation as a Clinic Physician, MD (Per Session) (Item No. 5468), Clinic Physician, MD (Item No. 5469), Mental Health Consultant, MD (Per Session) (Item No. 5467), Mental Health Consultant, MD (Item No. 5470), Consulting Specialist, MD (Item No. 5471) or Consulting Specialist, MD (Per Session) (Item No. 5472). (Ord. 2008-0025 § 15, 2008)

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.)

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. Manpower Shortage Ranges (Section 6.10.060 A.). When an employee or class is eligible for a Manpower 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. 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.)

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.

(Ord. 2008-0045 § 13, 2008.)