- Report Published -
|Minimum Criteria for Master Deputy Commissioners of the Revenue Career Development Plan|
|Appropriation Act - Item 70 D.1. (Special Session I, 2004)|
|The Commissioners of the Revenue Association of Virginia (CORVa) asked the 2001 General Assembly to direct the Compensation Board to develop a career development plan (COP) for Commissioners of the Revenue (CORs) and for Deputy Commissioners of the Revenue (DCRs). This directive was not mandated by the 2001 General Assembly due to the budget impasse. Therefore, the CORVa designated a task force comprised of Commissioners of the Revenue to develop the criteria for participation in a CDP for CORs and for DCRs. The CORVa sought input from the Compensation Board throughout the development process. In addition, the CORVa set forth to determine the costs for such a plan. The recommendations of the CORVa task force set specific criteria for participation in a CDP for DCRs:|
• The Commissioner Of the Revenue (COR) must have an employee evaluation program established;
• The Master Deputy Commissioner of the Revenue (MDCR) applicant must have at least three years of experience as a OCR in the office and achieved at least an above average rating for his/her two most recent performance reviews;
• No performance objective in the review during the past two years will be below the average rating;
• The MDCR will have received no written reprimands from the COR during the previous two years;
• The MDCR must achieve designation as a MDCR from the Weldon Cooper Center for Public Service at the University of Virginia prior to application; and
• The MDCR's application must include a written letter of recommendation from the DCR supervisor, if that person is not the COR.
Upon certification by the COR, in accordance with the Career Development Plan designated for CORs, and upon COR verification that all criteria have been met in the CDP for the MDCR applicant as adopted by the COR, the Compensation Board will provide eligible Deputy positions a 9.3% salary increase.
The CRAVa estimates that 39 deputies, at a cost of $52,571 in FY06, will meet the criteria of the Deputy Commissioners' Career Development Plan. The 2004 Appropriation Act includes funding of $52,571 in FY06.
The 2004 General Assembly directed the CB to adopt minimum criteria for the Deputy Commissioners' Career Development Plan by July 15, 2004. The CB, with the input from the CRAVa, amended the 2001 CRAVa Deputy Commissioner Career Development Plan proposed to reflect updated costs and subsequent Compensation Board policy action.