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Home My WebLink About1992-03-18 FIN A L 1:00 P.M. March 18, 1992 Room 7, County Office Building Work Session - 1992-93 County Bud~t 1 ) Call to Order. 2) Pledge of Allegiance. 3) Moment of Silence. 4) Bud~t Work Session: 1: 00 - School Division, Robert Paskel - Page 91 1: 50 - Piedmont Virginia Community College, Robert Tucker - Page 91 1: 50 - Social Services, Karen Morris - Page 95 - 104 - Management - Benefit Programs - Service Programs - Employment Services - Medicaid - Energy Assistance 2:15 - Senior Center, Elizabeth Seabrooke - Page 105 2: 25 - Central Virginia Child Development Association, Ilene Railton - Page 112 2: 35 - Family Services, Cathy Bodkin - Page 106 2:45 - Children & Youth Commission, Rory Carpenter - Page 107 2: 55 - District Home, Robert Tucker - Page 107 3:00 - BREAK 3: 10 - Jefferson Area Board for Aging, Gordon Walker - Page 108 3: 20 - JAUNT, Linda Wilson - Page 109 3: 30 - Madison House, Liz Courain - Page 110 3: 40 - Shelter for Help in Emergency, Carti Lominack - Page 110 3: 50 - Outreach Counseling, Alan Segar - Page 111 4: 00 - Legal Aid Society, Ed Wayland - Page 111 4: 10 - United Way, Jewel King - Page 112 4: 20 - AIDS Support Group, Emily Dreyfus - Page 106 4: 30 - Thomas Jefferson Health District, Dr. Susan McLeod - Page 94 5) Other Matters Not Listed on the Agenda from the BOARD. 6) Adjourn. COUNTY OF ALBEMARLE OFFICE OF BOARD OF SUPERVISORS 401 MciNTIRE ROAD CHARLOTTESVILLE. VIRGINIA 22901-4596 MEMORANDUM TO: Robert W. Tucker, Jr., County Executive Lettie E. Neher, Clerk. CMC jpJ March 20, 1992 FROM: DATE: SUBJECT: Board Actions of March 18, 1992 (Afternoon Meeting) Following is a list of actions taken by the Board at its meeting on March 18, 1992 (Afternoon meeting): Agenda Item No.4. Budget Work Session: School Division. The School Board wants to discuss the issue of commonality at the April joint session. Bob Tucker will give some guidance next week on the subject of lease/purchase. In particular, the Board will discuss Items 1, 2a, 2b and 6 on the School Board's list of "Board Prioritized Unfunded Items." It seemed to be the consensus, to request the Personnel Committee to look at the classified employee pay grades if that is found to be necessary. Social Services (includes Management, Benefit Programs, Service Programs, Employment Services, Medicaid, Energy Assistance). The Board will discuss further 119 on the "Funding Priorities" list - Match for State Funded Social Service Computers - $19,100. Jefferson Area Board for Aging. Add to list for discussion the amount of $2,280 to expand outreach services to help the elderly with tax relief information. Shelter for Help in Emergency. The Board will consider increasing the amount recommended. Memo To: Robert W. Tucker, Jr. Date: March 20, 1992 Page 2. Legal Aid Society. The Board will discuss full funding of CALAS - add $1,980 to the list. United Way. Staff will have a recommendation on the Teen Mother Program funding on Monday the 23rd. Piedmont Virginia Community College. No change. Senior Center. No change. (Mrs. Seabrooke called. She was very upset at not being invited to attend this meeting.) Central Virginia Child Development Association. No change. Family Services. No change. Children & Youth Commission. No change. District Home. No change. JAUNT. No change. Madison House. No change. Outreach Counseling. No change. AIDS Support Group. No change. Thomas Jefferson Health District. No change. LEN:mms cc: Robert B. Brandenburger Richard E. Huff, II Roxanne White File ,J /" , J r{1 .J\ \...J c:f) \:1 ~ j v v en w E a: o - a: Q. t!) Z - o z ::> u. mooo~~oo~omoo~woo~ !!~~~~~~m~~~~~~!~ .,.. NT"'".,..(f) C') ..-C').,.. T"'" N en c w w z W ...J al ~ - en w c w C/) a: :::!::::> <0 a:O 8~ Q. a:- > J: Q.~~ fe ~ <a: ~ !:!:ffl ~ ffio ~w f2 ~~ C/) J:> 11.0 a: 0< J: ena: u.Z w U:o ~ ~w u.~a: !z :::!: ~~ ~ 5~ ~oLlj~w ~ wCQ.:::!:enlb~ oa:>zQ. 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('; ('J :-.J >< p:: t.t.l ::;:: o l? o J'-, Z o ::::: lJl r- .-; o ":::' lJl r- eo ":::' N z o CJl o ()I o A- eo .-; 0'\ ('I M r- eo M L:1 ('j Z H ~ ....:l H :;: t.t.l U Z H p:: A- lJ) C'I 0'\ M M o G\ N M N t.t.l ~ o z ~ o a:: lJl lJ) 0'\ co M o tr. .-; ~ N ~ H Z .:::; > ~ CJl E-< o A- CJl co Ul +J >< J-. co .-i co (Jj 0'\ o o lJ) ..... M C) (') ~I o o ~ .-. r- ~ N M "l ~ p:: o ?< i:=J v ~I "-11 >1 ~ .. ... 4~,?-;4/2 ~ ALBEMARLE COUNTY PUBLIC SCHOOLS FY 1992-93 PROPOSED OPERATING BUDGET SUMMARY MARCH 18, 1992 CONTENTS: 1. FY 1992-93 PROPOSED BUDGET HIGHLIGHTS 2. FY 1992-93 PROPOSED OPERATING BUDGET ASSUMPTIONS 3. FY 1992-93 PROPOSED OPERATING BUDGET REDUCTIONS ... ALBEMARLE COUNTY PUBLIC SCHOOLS FY 1992-93 PROPOSED BUDGET HIGHLIGHTS ITEMS FUNDED · TEACHER SCALE INCREASE $500 INCREASE ENTIRE SCALE Q ERIT POOL (CLASSIFIED & ADMINISTRATIVE) . TEACHER SCALE MOVEMENT · CLASSIFIED & ADMINISTRATIVE VESTING .~ · INCREASE IN EMPLOYER CONTRIBUTION TO HEALTH CARE · PARTIAL REINSTATEMENT OF SUMMER SCHOOL FUNDING · PARTIAL REINSTATEMENT OF STAFF DEVELOPMENT FUNDING CERTIFIED PERSONNEL ALL OTHER PERSONNEL * RECYCLING INITIATIVE $445,074 $407,572 $346,076 ---------- G27,945--"\ - ---~ $208,392 $50,000 $50,000 $12,000 $20,250 BOARD PRIORITIZED UNFUNDED ITEMS 1. REINSTATEMENT OF THE PROPOSED $500 INCREASE AT THE TOP OF THE TEACHER SALARY SCALE 2. IMPLEMENTATION OF NEW STAFFING GUIDELINES a. 7 CLASSROOM TEACHING POSITIONS b. 7.7 CLASSROOM TEACHING POSITIONS 3. REINSTATEMENT OF TEACHER VOUCHERS 4. REINSTATEMENT OF AGNOR-HURT EQUIPMENT REQUEST (10%) 5. REINSTATEMENT OF SUMMER SCHOOL FUNDING 6. INCREASE CLASSIFIED & ADMINISTRATIVE MERIT POOL (1%) 7. REINSTATEMENT OF THE PURCHASE OF TWO ADDITIONAL BUSES TOTAL UNFUNDED PRIORITIES $223,850 $245,000 $269,500 $70,000 $26,500 $50,000 $101,987 $70,000 $1,056,837 Page A1 3/18/92 ALBEMARLE COUNTY PUBLIC SCHOOLS FY 1992-93 PROPOSED OPERATING BUDGET ASSUMPTIONS INSTRUCTION . NUMBER OF APPROVED POSITIONS WILL BE ADHERED TO . ENROLLMENT GROWTH OF 326 STUDENTS IS ANTICIPATED . STAFFING GUIDELINES AND OVERALL PUPIL TEACHER RATIOS WILL REMAIN THE SAME AS PREVIOUS YEARS . SPECIAL EDUCATION STUDENTS WILL BE SERVED IN THEIR HOME SCHOOLS WHENEVER POSSIBLE . APPLIED ACADEMICS WILL BE CONTINUED IN THE HIGH SCHOOLS. OPERATIONS . THE SCHOOL DIVISION WILL OPERATE WITHIN THE FY 1992-93 BUDGET APPROPRIATIONS . STATE AND LOCAL REVENUE WILL MEET PROJECTED LEVELS (ASSUMES FULL FUNDING OF STATE BASIC AID) . PARITY AMONG SCHOOLS WILL BE MAINTAINED . AGNOR-HURT ELEMENTARY SCHOOL WILL OPEN IN AUGUST 1992 . AGNOR-HURT ELEMENTARY WILL HAVE A SIGNIFICANT IMPACT ON BOTH FINANCIAL AND HUMAN RESOURCES (APPROX $1.0 MILLION) . BUS REPLACEMENT EFFORT WILL BE BASED ON A 12 YEAR CYCLE. (FY 1992.93 REQUEST REDUCED BY 2 BUSES) . AN ENERGY MANAGEMENT CONSERVATION INITIATIVE WILL BE IMPLEMENTED IN ALL SCHOOLS . FUEL ESTIMATE WILL BE BASED ON $.85 PER GALLON . A PORTION OF ALL DISCRETIONARY FUNDS WILL BE KEPT IN RESERVE TO PROTECT AGAINST CHANGES IN FISCAL STATUS DURING THE YEAR STAFFING I EMPLOYEE BENERTS * FY 1992-93 WILL BE THE FIRST FULL YEAR IMPLEMENTATION OF THE SPRING 1991 SALARY SURVEY. . PAY FOR PERFORMANCE PROGRAM WILL BE FUNDED . TEACHER SALARY SCALE MOVEMENT I CLASSIFIED I ADMINISTRATIVE VESTING . EMPLOYER CONTRIBUTION FOR HEALTH CARE WILL INCREASE TO COVER INCREASE IN PREMIUM (MID-LEVEL PLAN) FOR FY 1992.93 . PROFESSIONAL VRS RATE OF 12.68%, NON-PROFESSIONAL 9.16% . FICA RATE OF 7.65% AND PROFESSIONAL LIFE INSURANCE RATE OF 9.471% Page A3 2/24192 ALBEMARLE COUNTY PUBLIC SCHOOLS FY 1992-93 PROPOSED OPERATING BUDGET ~ ' OBJECTIVES . PURCHASE RATHER THAN LEASE NEW AND REPLACEMENT BUSES . INCREASE THE OVERALL TEACHER SALARY SCALE AND ADJUST THE FLAT PORTIONS OF THE SCALE AS WELL AS THE TOP STEP OF THE SCALE. . IMPLEMENT RECYCLING AND SOLID WASTE MANAGEMENT INITIATIVE . ELIMINATE POSSIBILITY OF ANOTHER REDUCTION IN FORCE . REINSTATE A PORTION OF THE FUNDING FOR THE POSITIONS REDUCED IN FY 1991-92 . REINSTATE A PORTION OF THE STAFF DEVELOPMENT AND SUMMER SCHOOL FUNDS TAKEN OUT OF THE FY 1991-92 OPERATING BUDGET STRATEGIES . TO PROVIDE FUNDING FOR THE PURCHASE OF THE 18 BUSES: ELIMINATE PROPOSED $500 INCREASE AT TOP OF TEACHER SALARY SCALE REDUCE PROPOSED MERIT POOL FROM 5% TO 4% ELIMINATE FUNDING FOR SCHOOL BOARD GOALS REDUCE FUNDING FOR SUMMER SCHOOL REDUCE EQUIPMENT FUNDING FOR AGNOR-HURT ($223,850) ($101,987) ($60,000) ($50,000) ($26,5,00) . INCREASE TEACHER SALARY SCALE: $500 ACROSS ENTIRE SCALE $445,074 . LIMIT THE INCREASE IN BASE BUDGET REQUESTS TO PROVIDE FUNDING FOR: RECYCLING INITIATIVE REINSTATEMENT OF 3 RIF POSITIONS STAFF DEVELOPMENT SUMMER SCHOOL. $20,250 $99,549 $62,000 $50,000 Page A4 2/24192 - ' ,.. ALBEMARLE COUNTY PUBLIC SCHOOLS FY 1992-93 PROPOSED BUDGET REDUCTIONS FY 1992-93 PROPOSED BUDGET REQUEST POSTPONE IMPLEMENTATION OF NEW STAFFING GUIDELINES (TEACHERS & CLERICAL) ($824,900) POSTPONE FUNDING OF ADDITIONAL FY 1992.93 STAFFING REQUESTS ($205,433) POSTPONE FUNDING FOR CORRECTION OF THE SALARY COMPRESSION FACTOR FOR CLASSIFIED AND ADMINISTRATIVE EMPLOYEES ($49,689) EXERCISE PAYROLL LAPSE FACTOR ($280,000) ELIMINATE PROPOSED $500 INCREASE AT TOP LEVEL OF TEACHER SALARY SCALE ($223,850) REDUCE CLASSIFIED & ADMINISTRATIVE MERIT POOL BY 1% ($101,987) POSTPONE PURCHASE OF COMPUTERIZED FUEL DISPENSING SYSTEM ($30,000) POSTPONE PURCHASE OF CENTRAL OFFICE NETWORK HARDWARE ($13,000) REDUCTION IN PERSONNEL SERVICES ($23,189) ELIMINATE MAIL COURIER POSITION ($19,222) POSTPONE REPLACEMENT OF MEDIA COURIER VAN ($12,000) POSTPONE PURCHASE OF INSTRUCTIONAL EQUIPMENT ($141,477) REDUCE AGNOR-HURT EQUIPMENT REQUESTS (10%) ($26,500) POSTPONE FUNDING FOR SCHOOL BOARD GOALS ($60,000) IFY 1992-93 BUDGET ($2,011,247) FY 1991-92 REDUCTIONS (STILL UNFUNDED) REDUCTION IN FORCE (35 POSITIONS) ($1,142,215) ELIMINATE TEACHER VOUCHERS ($70,000) ELIMINATE PROJECT EXCELLENCE AND S.I.P. ($35,000) REDUCE FUNDING FOR SPECIAL EDUCATION TUITION ($40,000) REDUCE EXECUTIVE ADMINISTRATION COST CENTER ($5,000) REDUCE DISCRETIONARY NON-SCHOOL ACCOUNTS (10%) ($44,435) INSTITUTE DOUBLE BUS RUN AT CALE AND GREER ($20,660) CHANGE BUS REPLACEMENT EFFORT FROM 10 TO 12 YEAR CYCLE ($147,000) REDUCE GAS PRICE ESTIMATE FROM $.90 TO $.85 PER GALLON ($25,000) SAVINGS DUE TO THE LEASE PURCHASE OF 24 NEW AND REPLACEMENT BUSES ($876,250) Page A 5 2124192 ....,,. "'- ALBEMARLE COUNTY PUBLIC SCHOOLS FY 1992-93 PROPOSED BUDGET REDUCTIONS FY 1991-92 REDUCTIONS (CONTINUED) REDUCE SUMMER SCHOOL EXPENDITURES ($44,863) ELIMINATE FOOD SERVICE TRANSFER ($40,000) REDUCE STAFF DEVELOPMENT ($50,000) REDUCE PROFESSIONAL SERVICES.CONSUL TANTS ($35,000) POSTPONE PURCHASE OF FOUR-WHEEL-DRIVE VEHICLES ($30,500) REDUCE EQUIPMENT EXPENDITURES (10%) ($9,646) REDUCE ADVERTISING EXPENDITURES ($10,000) REDUCE OUT -OF-STATE RECRUITMENT TRAVEL EXPENSES ($1,500) REDUCE CENTRAL OFFICE INSTRUCTIONAL SUPPLIES ($51,008) REDUCE CENTRAL OFFICE TRAVEL ALLOCATIONS ($10,000) REDUCE BUILDING SERVICES MATERIALS AND SUPPLIES ($5,200) ELIMINATE 1 REQUESTED MECHANIC POSITION (INCLUDES FRINGE) ($21,493) SAVINGS DUE TO THE LEASE PURCHASE OF DATA PROCESSING ($63,980) AND SCHOOL-BASED EQUIPMENT I FY 1991-92 BUDGET ($2,778,750 ITOTAL FY 1992-93 BUDGET REDUCTIONS ($4,789,996)1 Page A 6 2/24192 JAUNT, Inc. J UnT Annual Report 1990-91 .' HIGHLIGHTS OF THE YEAR 1990-91 JAUNT won the Virginia Municiple League Insurance Program safety performance award for reducing and controlling losses through effective risk management. JAUNT received an appreciation award from the Virginia Lung Association for reversing our policy prohibiting oxygen tanks on vehicles. JAUNT began recycling in earnest and are currently diverting 43% of our waste from the landfill (by tonnage), including aluminum cans, office paper, newspaper, and used oil. We had our safest year ever, with only twelve preventable accidents (21 total). Our record for miles between preventable accidents in the past has been: FY 87 FY 88 FY 89 FY 90 FY 91 39,764 30,058 62,506 43,544 74,464 We had our timeliest year ever, too, with 84% of passengers getting to their destinations on time during the spring survey, and increasing the miles between roadcalls by 8% over FY 90. Vehicle maintenance continued to improve, despite the poor accommodations: parts and labor costs per mile were below FY 92 rates and a state-sponsored study of JAUNT's maintenance resulted in a very favorable report. JAUNT and RideShare shared a transportation intern funded 95% by VDOT, which allowed us to focus intensively on setting up appropriate transportation services in Fluvanna County. Agency service fell 11% over Fy 90 as agencies cut back transportation or used their own vehicles, with the biggest cutbacks in Fluvanna and Albemarle. Agency service grew slightly in Charlottesville and Nelson, with the biggest increase in Louisa. Public services grew by 11% over FY 90, in part due to natural increases in the use of existing services, and also to enthusiastic outreach efforts in F1uvanna and Louisa. Ridership was essentially steady in Charlottesville, while increasing 25% - 2 - in urban Albemarle and 9% in rural Albemarle. Nelson route ridership grew slightly. Fluvanna route ridership nearly doubled, and the intracounty routes were added. The Louisa route ridership more than doubled, and the intracounty ridership tripled. The Greene County route ended on September 30th, 1991 due to dwindling ridership. RideShare had a banner year. Thanks to the efforts of Becky Berman there is a new park-n-ride lot in Waynesboro, as well as seven new car and van pool highway signs in the area. National Transportation Week in May was a big success with multiple events promoting ridesharing and other transportation alternatives. The events were co-sponsored by RideShare, JAUNT, CTS, UTS, and the American Lung Association, and included an address by the Lieutenant Governor, a corporate competition to encourage ridesharing, and Transit Appreciation Day. LAW:dgm 10/29/91 gZ,EE,N.QgS: RIDESHARE: ADMINISTRATION: OUTREACH: TRANSIT OPERATIONS: IN~OMg TO l:JEET EXPgNSESJ. FEDERAL: STATE: LOCAL: *REVENUE: JAUNT, INC. aUDGET SUMMARY FY 1990-91 (UNAUDITED) $37,553.00 $258,978.00 $11,442.00 $743,156.00 ------- $1,051,129.00 $237,422.00 $241,302.00 $183,917.00 $388,488.00 ---------- 4% 25% 1% 70% 100% 22.5% 23% 17.5% 37% $1,051,129.00 100% *REVENUE: PUBLIC RIDER FARES: $156,852.00 AGENCY FEES: $231,636.00 LAW:dgm 10/29/91 --------- $388,488.00 - or- (]) - (]) +-' U) Q) ......... C\/ (]) co .!Q :J ,... 0 z (]) ...J [SJ 0 - t- o co c: (J (]) c: co > - :J C u: en 0) ~ co - a:: c: 0 ::;) U) Q) .., CO Z CO > ~ m (1) i:: a. "- CO CO E - (1) J: .c <( en ~ a:: CO CO W JQ C .:;: ~ U) Q) - Q) 1J a:: 15 'C Co i:: (I) co 0 t- .c: :z:: U a::: Z CD ~~ ::;) ..2 u <C Q) .; c: '0 .., Q) c Q) 0 L.. 1J C) (I) Q) 0 ... 0 0 0 II~ 0 0 0 0 0 0 0 0 0- 0- 0- 0- Q) 0 I.() 0 I.() - C\J 0 or- or- Z a. - ::c en a: w c - a: (.) - ....I OJ ::) a. ~ z ::) o (J W ..J a: <C :E w III ....I <C CIJ CIJ CIJ Q.. a. Q.. 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'C I- L. (J) ~ 4,000 (J) (/) (/) co a.. tGt 2.000 ~ (J) c: o 10,000 .......................................................................................................A............................................................................ /' \ . . . . . . . / e. . ...:..a..-.... .. ..\ .e. . \. /. ... e. .... . ... e. .. e.\ /~.. .",,"'" ........... ~..\!.~........................I............ '''~'~''~''''''''''''''''''''''''~''.' ............ ..~..'\........./....... .......~""::': ..~.....!............. \ / ..' ,e. / ..,". I . .. . \ " ..... '. ...... /, ~ , " '" ...... ~ ,.... ~ " " ....................\"........ . ..../... ... ...............~..~......................."...........I......................~..,........ .......... ..~.................... ...... \ \' ---' , ~ \ , \ , .................................~.I..................................................................................................................................................................... 8,000 Oet Nov Dee Jan FY88 Fab Mar Apr FY89 FY90 May FY91 Jun Jul Aug Sap ---- ........ --- TOTAL COST/PASSENGER TRIP I $10,00 $9.00 \............................................................................................................................................................................................................ \ ~ \ \ ...... .........................1............................................................................................................................................................................ \ / \ .. ..........\ ...I.....~.I~.. ......... \....................... ...... ............................. .... ....... ... ..... ..... ....... ...... ......1\.. .......... ....... .... ..... ........... .... .............. . ,,/ \ \ I \ / .. , / \ \ ' \ / \. ...........,...\... ...... .............. ...\... ........... ........ ............ ........................ .... ........ ... ............ ...... .,... ......./\...~.. ... .......,...... .... ........... ......... 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'. ,....\ '..- ..-... ~....... $8.00 $7.00 $6.00 $5.00 $4.00 $3,00 $2.00 Oct Nov Dee Jan Feb Mar Apr May JUIl Jul Aug Sep FY88 FY89 FY90 FY91 ---- ........ --- RIDERSHIP REPORT SUMMARY FY90-91 Type of Service Medical Transportation 27,467 16% Mental Health SeIVices 7,107 4% Elderly & Handicapped (nonmedical) 57,962 33% Children & Youth 24,248 14% Education, Rehab & Job Training 1,707 1% Elderly Nutrition SeIVices 14,070 8% Fixed Routes 40,188 23% Other 2,302 1% TOTAL 175,051 Type of Passenger Youth 26,357 15% Adult 97,179 56% Elderly 51,515 29% Handicapped (all ages) 93,720 54% Passenger Origin Revenue Hours Charlottesvi lie 88,962 51% 16,235 36% Albemarle 41,660 24% 17,199 38% Nelson 29,094 17% 7,670 17% Fluvanna 5,281 3% 1,372 1% Greene 2,360 1% 395 1% Louisa 7,694 4% 2,494 5% Total 45,365 Destination Agency program, medical, handicapped, or elderly 132,556 76% Rural fixed routes 40,188 23% Other 2,307 1% Financial Responsibility Self-pay 110,799 63% Agency and other 64,252 37% Full operating days 251 Partial operating days 4 FY1990-.1991 BUDGET GOALS AND PROJECTIONS - Actual (unaudited) Revenue Cost to Passengers Hours Provide Revenue Fare URBAN AREA Charlottesville Agency 44,600 5,962 $106,814 $101 ,890 $18.00 Handicapped 44,362 10,273 $184,048 $37,993 $.75/$1,00 Albemarle Agency 2.548 1,006 $18,023 $17,190 $18.00 Demand - Response 14,88~ 6,324 $113,299 $22,334 $1.50/$2.00 RURAL AREA Albemarle Agency 11,367 4,403 $78,883 $78,640 $18.00 Routes 3,553 646 $8,091 $5,033 zone fare Demand-Response 9.303 4,820 $86,354 $27,908 zone fare Nelson Agency 3,074 712 $12,756 $12,377 $18.00 Routes 12,333 2,344 $27,080 $21,090 zone fare Wintergreen 13,687 4,614 $54,736 $27,389 zone fare Fluvanna Agency 582 180 $3,200 $2,766 40c/mi Commuter Route 4,367 968 $10,026 $6,454 zone fare Intracounty rt (2 d/wk) 332 224 $3,612 $375 zone fare Greene Route 2,360 395 $3,550 $2,550 $1.25 Louisa Agency 3,265 1,128 $14,620 $17,270 40c/m i Employment Run 3,891 941 $10.310 $5,652 zone fare Intracounty rt (2/d/wk) 538 425 $7,351 $804 $1.50 TOTAL 175,051 45,365 $742,753 387,715 Hourly cost for hrly serv $17.92 Hourly rate for agencies $18.00 Total miles 893,573 Operating cost per rev hr $16.37 Operating cost/pass trip $4.24 Operating cost per mile $0.83 10/24/91 ,.. 0) I o 0) [t en a: ~ C3 - o z - w U z < == a: o u. a: w c.. i >- ~~Nl") 10 Ol..... o ,...10 ~~sfg ... 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Tucker, County Executive From: Dr. Carole A. Hastings, Assistant of Personnel/Human Resources Date: March 16, 1992 Re: Pay for Performance Plan At your request I am providing the following information regarding the County's Pay for Performance Plan and the method by which salary increases are distributed under this plan. 1. Who is covered by the Pay for Performance Plan? All permanently employed classified and administrative staff in the local government and school division are evaluated under the plan. This includes principals, department heads, central office staff, clerical, custodial, transportation, teacher assistant staff, etc. (see attachments 1 and 2.) 2. How are the bonus pools established and distributed? Based on the percentage established by the boards during the budget process, that percentage of annual salaries forms the entire merit pool. The full pool is then distributed into a number of individual pools for distribution to employees according to their performance evaluation scores. The individual pools of employees are divided as follows: 1) deputy/assistant county executives, assistant superintendents, department heads, principals 2) deputy department heads, assistant principals, assistant directors, supervisors, facilitators 3) classified staff at each location. Thus the classified staff at each school and department vie for a share of the pool at that location, i.e. Albemarle High School, Transportation, School Food Services, and local government departments. MEMO MARCH 16, 1992 PAGE 2 'I'hp. rat.iona1e for excluding supervisors from the same pool in which !)eople they evaluate are compensated, was to protect against a supervisor from influencing evaluation scores to benefit their own salary. The pools are distributed to all eligible employees through a computerized program with higher scoring performance evaluations yielding more of a bonus. (see attachments 3 and 4 distributions for a school staff and local government staff last May.) 3. Please provide an example of an employee's compensation with a 4% vs. 5% bonus pool. Example: Employee A earned $20,000 during 1991-92. May, 1992: Evaluation occurs, employee receives evaluation score of 85. July, 1992: Employee vests a 2 1/2% step from the merit bonus received July, 1991. Base compensation increases to $20,500. In addition, employee receives average bonus: 1. Under 4% pool: $820 (total compensation equals $21,320) 2. Under 5% pool: $1,025 (total compensation equals $21,525) May, 1993: Employee again receives score of 85 on evaluation July, 1993: Vesting from 1992 depends on what the pool amount was. 1. If 1992 pool was 4%, employee's vested salary would increase by 2 1/2% to $21,013 (1 1/2% of $20,500) NOTE: Base salary is less than total 92-93 total compensation. 2. If 1992 pool was 5%, employee's vested salary would increase by 5% to $21,525 (5% of $20,500.) NOTE: Base salary is equal to 92-93 total compensation. In addition, employee receives share of 1993 bonus pool. I have attached the questions and answers from the performance evaluation manual which may provide further clarification (see attachment 5.) MEMO MARCH 16, 1992 PAGE 3 4. What has been the average performance evaluation score and bonus awarded during the last two years? School Division AVERAGE SCORE AVERAGE BONUS JULY, 1990 90.73 $369 JULY, 1991 92.29 $524 Local Government AVERAGE SCORE AVERAGE BONUS I JULY, 1990 89.71 $G75 I JULY, 1991 91. 27 $952 The attached charts (attachments 6 and 7) summarize the various pools in the school division and local government last spring, the nlunber of employees in each pool and the percentage share of each pool in the total allocation. Each pool is e~lal to the percentage set by the board times the annual salaries of the employees in the pool. The pay for performance plan has been utilized by both local government and the school division for the past three years. It replaced a system of cost of living increases and a merit system in which only a few employees could participate. The current system allows all employees who have at least satisfactory evaluations to participate in the performance pool while providing more recognition to those with higher performance ratings. It has worked well in that it places more direct responsibility on principals and department heads to be accountable for the performance ratings they provide to employees since monetary rewards are based on these ratings within the work site. Should you need additional information please feel free to callan me. 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I ,I ) ,,:1: '~ 11( j;~ !..'I~ !!l!" I:r~n 1.;1\ 2 N~Z .....m-c $'''''-< p:-n ",00 -1'~"T1 di!> -o:z:. ""no:> rnnlrn n: 3: .y:x)> om"" ?ZJ'''''''' .;.:'....m ui.... ~I!": Cl ~!~~ ....'rm ~E~ 2:''''', n,,> tt1~C> ['if" ~ ;.j'8~ : "';.> Z " I,. 3: i"i:""'m 11:-( z: '" --i ,,-{) ~,o ,..Iii ,,-{) 1,7" JILi;.' IIIF 'jl' iii!!: iiiJ i: '(, I!I,,:J' ;,l~l , 'I! , ' Vl3: nm a'" "'- m -< "TI3: )>m n'" -< - 0-< '" Vl n a '" Vl m)> . x)> '" "TI -< )> nx -< o '" --fX a -<a )>"TI . ""'" CC Z Z )>OJ ~O 3:0 -)> az 3:-< CC rnm ZIIl -< ~o $'-J .. ..... o~ Z -00 n~ ., ..... '" Vl-{) ma o~ )>"TI Vl m ~ )> Vl<% Cl -<ma m m Vl' ,,-< Vlma O"TI a- ~ -11- PAY FOR PERFORMANCE Albemarle County has a new method of distributing salary increases to its employees. The plan, called Pay for Performance, is meant to provide an incentive for employees to achieve high levels of performance. The following questions and answers will assist County employees in understanding the new plan: 1) What is pay for performance? Pay for performance is a method of rewarding employees based on their accomplishments and annual performance evaluations. The concept is that an employee should be compensated as a direct function of their performance. If an employee receives less than a satisfactory rating, no performance award will be granted. If an employee receives at least a satisfactory rating, their monetary award will vary dependent upon their score. 2) What is the difference between pay for performance and the previous merit system? Under the previous system all employees received a general increase, regardless of performance, and the top performers who achieved an outstanding rating received a two-step (5%) vested increase. The pay for performance concept makes all performance money available to employees who achieve at least a satisfactory rating. The money previously budgeted for general increases would become part of this performance pool. This allows more employees to achieve a reward for their performance and does not reward employees who have less than satis- factory performance ratings. 3) What is the timeline for implementing the pay for per- formance plan? In May, all employees will be evaluated for access to the July performance pool, the amount of which will be determined during the budget cycle each year. Employees who have completed their probationary periods by May 1 will have evaluations due into Personnel by May 15 of each year. ATTACHMENT 5 -12- 4) How will the performance pool allocations be administered? Each year an amount of money will be budgeted for salary increases. Each school/department will receive its allocation as a function of the overall percentage budgeted (i.e. if 4% is budgeted for the County, each school/department would receive 4% of its salaries for the performance pool). 5) Are department heads or school administrators included in the same departmental pools? No, anyone evaluated under the administrative merit evaluation system would not be included in the school/departmental pools. These employees would have performance pools allocated under the superintendent or appropriate deputy county executives. 6) How will the performance awards be related to one's evaluation? As long as an employee receives at least a satisfactory evaluation, they will receive a portion of the perform- ance pool. The specific amount would be a function of the employee's score, the employee's salary, and the overall scores of employees within that school/department. 7) Does that mean that an employee in one school/department earning a score of 90 could be awarded a different amount than another employee in a different school/department but who earns the same salary and also a 90 score? Yes. Based on the ratings within each school/department, an employee's performance award can vary despite having the same annual salary and evaluation score. 8) Are the performance awards vested, i.e. made part of the employee's base salary? The initial performance award is paid as a nonvested bonus. If this award is equal to at least 2!% of the employee's salary, then the employee will vest one step on the salary schedule during the following July. If the award is equal to at least 5% or more of the employee's annual salary, the employee will vest two steps on the salary schedule the following July. " -13- EXAMPLE New Employee January Employee earning $17,000 satisfactorily completes probationary period; receives 2!% ($425) vested raise. May Employee receives a 90 performance rating July Employee receives a bonus payment May Employee receives 87 performance rating July, 1989 Employee receives vested payment* for pre- vious year's evaluation and bonus payment *provided previous year's bonus equaled at least 2!% 9) Are their any limits to the amount of money that any employee can receive under this program? Yes, a bonus is limited to twice the amount of the general pool, i.e. under a 4!% pool, no bonus could exceed 9% of the employee's salary. 10) What is the minimum performance rating necessary to qualify an employee for a performance award? ~n overall score of 70% is necessary to qualify for a performance award. 11) What happens to those employees who are at the top of their salary ranges? These emoloyees will be evaluated annually and are eli- gible for the nonvested performance awards. They would not, however, be eligible for vesting any salary increases until their ranges increased to allow them to move up in the ranges. 12) What happens to the new employee on their probationary period? ~t the end of one's probationary period, the employee will be evaluated. If the evaluation is satisfactory, the employee will receive a vested increase equal to 2!% of their current salary. NOTE: Amounts of bonus pByment.s Rnd number of vested otepB are dependent on the elrflloyee' s score, dcpartmental distribution and overall smount of moncy budgeted. -14- 13) Are the nonvested performance awards eligible for VSRS retirement and life insurance benefits? Under current VSRS regulations nonvested payments are ineligible for either life insurance or retirement bene- fits. If the employee vests a one- or two-step movement on the salary schedule during the following year the entire vested amount would be used for computing life insurance and retirement benefits. 14) How are promotions or reclassifications handled under the Pay for Performance plan? Under the Pay for Performance plan promotions and reclassifications are handled as a separate action, i.e. the evaluation process may yield a raise and this is separate from the raise received from having been promoted. Number of People Total Amount Percentage Bonus Pool Level I Administrators (Principals, Directors, 27 $53,784'.85 13.3 Asst. Superintendents) Level II Administrators ( Asst. Principals, Facilitators, School 48 $72,919.73 18 Psychologists, Home School Coordinators, Guidance Directors Albemarle 28 $13,311.77 3.3 Broadus Wood 10 $4,101.61 1 Brownsville 15 $5,854.80 1.4 Burley 10 $5,036.25 1.2 Bus Shop 192 $67,732.84 16.7 Crozet 9 $3,006.34 .74 Community Education 62 $17 ,116.48 4.2 Greer 18 $5,569.05 1.4 Henley 12 $6,047.75 1.5 Hollymead 22 $6,583.82 1.6 Jack Jouett 10 $5,255.53 1.3 Maintenance 22 $16,612.39 4.1 Media Center 7 $4,878.59 1.2 Meriwether Lewis 19 $6,595.36 1.6 Murray High 4 $1,759.74 .43 Paul H. Cale 15 $4,558.37 1.1 Red Hill 7 $2,475.07 .61 scottsville 7 $2,535.68 .63 Stone-Robinson 17 $6,054.19 1.5 stony Point 9 $2,782.69 .69 Walton 11 $5,741.68 1.4 Western Albemarle 14 $6,833.42 1.7 Woodbrook 18 $5,781. 54 1.4 ATTACHMENT 0 Number of People Total Amount Percentage Bonus Pool Yancey 7 $2,639.30 .65 Superintendent's Office 3 $2,777.97 .69 Instruction 6 $4,430.65 1.1 Finance Administration 5 $3,285.26 .81 Building Services 62 $30,194.26 7.4 Personnel 10 $7,391. 73 1.8 Special Services 1 $227.44 .056 Cafeteria 67 $21,445.78 5.3 TOTALS 774 $405,321.93 99.8 Number of People Total Amount Percentage Bonus Pool Level I Administrators 13 $24,344.64 8.9 (Department Heads) Level II Administrators (Assistant Directors, 34 $43,922.07 16 Supervisors) County Executive 3 $2,246.93 .82 Legal Services 1 $1,145.63 .42 Finance 34 $29,257.42 10.7 Information Services 12 $12,725.73 4.6 Board of Elections 1 $734.54 .27 Circuit Court 1 $894.96 .33 Police Department 67 $61,295.25 22.4 Emergency Operations 10 $7,660.77 2.8 Inspections 15 $13,631.88 4.9 Gypsy Moth 3 $1,599.74 .58 Engineering 8 $8,562.57 3.1 Staff Services 14 $9,350.69 3.4 Social Services 41 $32,540.90 11.9 Parks & Recreation 10 $7,973.72 2.9 Planning 12 $9,837.53 3.6 Redevelopment & Housing 1 $649.23 .24 Zoning 6 $4,556.41 1.7 Soil Conservation 1 $564.16 .2 Extension 1 $699.15 .25 TOTALS 288 $274,193.92 100.01 ATTACHMENT 7