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Home My WebLink AboutRESO 6055.. ORIGINAL RESOLUTION NO. 6055 RESOLUTION OP THE COUNCIL OF T1I! CITY OF PALO ALTO ADOPTING A COM!»ENSATION PLAN FOR CONFIDENTIAL PERSONNEL AND RESCINDING RESOLUTION NO. 5831 The Council of the City of Palo Alto does RESOLVE as follows: SECTION 1. Pursuant to the provisions of Se.ction 12 of Article III of the Charter oi the City of Palo Alto, the Compensation Plan, as set forth in Exhibit •A• attached hereto and made a part hereof by reference, hereby is adopted for confidential personnel effecti.ve the pay period including July 1, 1982. SECTION :>.. The C.:ompensatio11 Plan adopted herein shall be adminis- tered by the City Manager in accordance wich the Merit System Rule2 and Regulations. SECTION 3. The Compensation Plan shall continue in effect until amended or revoked by the Council. SECTION 4. The City Controller hereby is authorized to implement the Compensation Plan adopted herein in his preparation of forthcoming payrolls. He is further authorized to make changes in the titles of employee cla~sifications identified in the Table of Authorized Person- nel contained in the 1982-83 budget if such titles have been changed by the Compen~at~on Plan. S~CTION s. Resolution No. 5831 hereby is rescinded. SECTION 6. The Council finds that this is not a project under the California Environmental Quality Act and, thereforet no environmental impact assessment is necessary. INTaOOOCED AND PASSED: July 26, 1982 AYES: Bechtel, Cobb, Eyerly, Fletchar, Klein, Levy, Witherspoon NOES:. Notte ABSTENTIONS: Hone ABSENT: F&zzino,:Renzel ~~ . j..., ~4 ~4<1f.L < ~ ! " & ... City Attorney ... CITY Of PALO AL TO C<l4PEHSATIOH PLAN Conf1dentta1 Personnel Effective: June 26, 1982 ·~ COMPENSATION PLAN FOR THE CITY OF PALO ALTO Confidential Personnel SECTION I. CONFIDENTIAL SALARY PLAN Thfs confidential salary plan applies to all positions designated as confidential listed in the salary Table. Each Council-appointed officer shall be the responsible decisfon-w~ker under thfs Plan for those employees 1n departments under his/her control. A. Confidential Salary Policy The City's policy for confidential salaries is to establish and maintain a general salary structure based on marketplace norms and internal job align- ment with broad salary grades and ranges. Structures and ranges will be reviewed annually and updated as necessary based on marketplace survey data, internal relationships, and City financial conditions. Individual salary adjustments will be considered by the Council-appointed officer based on (1) performance factors including achievement of predeter- mined objectives; (2) pay structure adjustments; and (3} City financial conditions. 8. Basic Plan Elements Structure. The salary plan is based on a multi-grade salary structure. Each g~·ade wi11 have a control point which is used for budgetary purposes. All confidential positions will be assigned an appropriate pay grade based on salary sur1ey data and internal relationships. All positions assigned to a pay grade will receive salaries which are no less than 25i below the control point and no more than 15% abave the control point. Actual salary w1thin the range is determined by performance. The normal working range within which most actual salaries will fall will be within ,:t. 5% of the control point. E~ch year coq>etitive marketplace studies will be made of cities similar to Palo Alto in number of emplo1ees. population and services provided. Depending on the results of these studies, the entire pay grade structure may be reassigned to different pay grades. Such adjustments will only affect the salary administration framework. No individual salaries will be changed because of structural adjustments. Sala~~Increases. All individual s~lary increases will be earned as a result of pe onnance, achievement of objectives, or growth within the position {for recent appointments). Two types of increases may be earned. Satisfactory and above performers may receive base pay 1ncreases (p~rcentage of fixed dollar amounts added to base pay). Guidelines will be established for base pay i_ncreases. The second possible type of increase is 1n the form of special per- fonnance premiums of from 1-15i based on achievement of predetermined objectives established under a perfonnance planning and appraisal program. COMPENSATION PLI~ -CONFIDENTIAL Page Two Special Performance Premiums may be taken as lump sum payments. deferred compensation under the City Plan,or as City payment of an equivalent portion of the employee's PERS contribution. Special Performance Premiums are open to all satisfactory and above performer·s. R1!qualification is necessary for each apprai sa 1 pe·ri od. Department head and/or Counci 1-appo i nted officer approval is required for all base pay increases and performance premiums. All salaries, both base pay and performance premiumsJ must fall within pay grade limits. Budgeti~. Each year the City Manager wiil propose for Council approval a salarydget incorporating the requests of each Council-appointed officer which will include amounts sufficient to implement base pay increase~ ai.cl specill performance premiums. The salary increase budget will be based on the following factors: Competitive market~ changes in internal position relationships, and the City's abilfty to pay. Perfonilance Appraisal. Detennination of perfot-ina~ce will be made annually by the appropriate supervisor or departiaent head. Based on an appraisal of the employee's performance in accordance with prescribed duties and responsibili- ties, employees who are appraised as satisfactory or above will be eligible . for base pay and performance premiwas according to established guidelines. The perfonnance plan will be developed by the employee and his/her supervisor prior to July of eac;h year and w111 cover the fiscal year. The plan w111 require concurrence of the department head and/or Council-appointed officer. Progress toward meeting objectives will be reviewed at least semf-aMually. By July of the following year, supervisors will make a final detenninailon on performance and wil 1 make salary rec0111Rendations to their department heads based on salary pa.)Went guidelines. c. confidential Salary Authorhation l. Council-appointed officers are authorized to pay salaries in accordan~e with this plftn to confi~ent1a1 employees in an ar11>unt not to exceed the aggregate of approved confidential posit.ions budgeted at the control points indicated in Table l for the fis~al year 1982·83. In addition, the Council-appointed officers i;1 aggregate are authorized up to lS of the 1982-83 confidential salary and benefit budget to apply toward per- fonnance increases for individual confide~itial employees under the provisions of this Plan. For fiscal year 1983-84, all control points will be increased by a per- centage amount equal to the percentage change in the Sa.1 Francfsco·O.kland Constaer Price Index (U) 1967=--100 frolR February 1982 to February 1983 subject to a rnaxiaun increase of 71. In addft1on, the Council-appointed officers in aggregate are authorized up to 11 of the. 1983-84 confidential salary and benefit budget to apply toward perfonnance increases for indi- vidual confidential employees under the provisions of this Plan. ' \ COMP~NSATION PLAN • CONFilrIAL Page Three 2. Individual confidential salaries authorized by·the Council-appointed officer under the Confidential ~lary Plari may not be less than 25S ·below nor 110re than 15S above the control point for the 1ndividu1l position salary grade authorized in Table I ~f this Plan. A portion of the ~uthori zed salary may be ;iven in the form of superior performance premiums based on achievement of objectives. 3. Tho Council-appointed officers are authorized to establish such admini- strative rules as are necessary to implement the Confidential Salary Plan subject to the limitations of the approved salary increase budget and the approved grade and control point structure. 4. In the event a downward adjustment of a position grad~ assignment indicates a reduction in the established salary of an individual F.mp,oyee) the Council-appointed officer may. if circumstances warrant. continue the salary for such employee in an amount in excess of the revised grade limit for a reasonable period of time. Such interim salary NtH shall be defined as nv-rates." SECTION II. SPECIAL C<J!PEfCSATIOH Personnel covered by this compensation plan, in addition to the salary set forth in Section I ~bove, may receive special ~ns!tion as follows. Eligib11fty shall be in conformance with the Merft Rules and Regulations and Administrative Oirectives issued by the City Manager for the purposes of clarification and interpretation. A. Annual Adjustment Annually, each employee who holds a regular full-time appointment 1n the 11Uni- cipal service on or before July first and continues in such status throush the first day of Pay Period 25 (in December} shall receive. 1n addition to the · salary prescribed herein, a salary adjustment equal tll one percent of the employee's current annusl salary; or at th@ employee's option and subject to management approval t. 24 hours paid leave to be used prior to the January 31 following. Arm:1al adjus~ts shall be prorated to reflect appointment from January 1 through Ja.ly of the current year, or interrupted service during the year. B. Overtime Compensation for overtime .erk. and scheduled work on paid holidays. shall be 1n conformanc~ with the Merit Rules and Regulations and Adllinistrative D1rect1ves. Where confidential employees, on a temporary basis, ire assigned to perform all significant duties of a higher class1f1catfon. the City Manager may authorize payment within the range oi the higher classification. ----------------------------------e COMPENSATION PLAN • CONFIDENTIAL Page Four C. Night Shift Premium I Night shift differential shall be paid at the rate of 5% to regular full-time employees who are regularly scheduled to work between 6:00 p.m. and 8:00 a.m. Night shift premium will not be paid for overtime hours worked. 0. Group lnsuranc_! 1 • Health Pl an The City shall pay all premium payments on behalf of employees who are eli~ible for coverage under the hea1th plans as described in Sub-section {a) and (b). Any premium rate increases dtiring the tenn of this compensa- tion plan shall be paid by the City. The following options will exist: a. Employee and d~penrlent coverage under the existing Kaiser Health Plan S Contract, including the Drug Plan Iil option. b. Employee and dependent coverage under the existing City of Palo Alto Employees' Self-Insured Health Plan with major medical maximum of $250,000 and pelvic examination benefit. The City shall, upon submittal of evidenc~ of payment, reimburse up to $135 per quarter of medical plan premiums on beh~lf of management employees who retire from the City under service or disability ret1rements. The retiree may select any medical plan. The plan may cover eligible dependents as defined under the City Employees' Health Plan. No reimbu~sement will be made for plans providing benefits other th~n medical and health benefits. 2. Dental Plan The City shail pay all covered plan charges on behalf of employees and dependents of employees who are eligible for coverage and enrolled under the existing City Dental Plan. 3. Basic Life Insurance The City shal1 ~ontinue the basic life insurance plan as currently in effect for the tenn of this compensation plan. 4. Long Term Disability Insurance The City shall continlle the long tenn disab1l~ty insurance plan currently in effect for the tenn of this t(\lflf>ensat1on plan. lmployee coverage is subject to a voluntary payroll deduction of the insurance premium appli- cable to the first $2,000 of monthly salary for Plan B or the first $1,800 of monthly salary for Plan A; the City will pay premiums 1n excess thereof. For those employe~s without eligible dependents covered under the health plan provisions, the City will pay up to $8 per month toward long ter11 • • UllftlUft• "--. U#llUTJ.tl ,....., ,~ .. • f1w.tUttJ ,_. f18tt• f'•l;N. '"" t~ .. 1\1ffllft .nu.rt tti!f•••• *"*'"'tt• ,., .... ._., U. .-Ul •'• prit•hl_,.11 ttlit ('tJ H CillJ ._. .. Ill.,,....-\9wrc l411J9 i.. 41.-•t'tr ·~ ,.._t ... t !Iii , •• IB!1l Pl•• Att c.f ... 1-1 _,, ... tr11et~t. --lert~ l. I.> ..a & of U.. -··c , ....," .. ~ ... ,.... .. set., ..... 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COMPENSATION PLAN • CONFIDENTIAL Page Six leave of absence schedules will be apportioned among all levels of manage- ment and will be based on an evaluation of each employee's perfonnance record. Each paid sabbatical leave will be limited to a maximum of one year a~d not more than two employees being on leave simultaneously. Sabbat1cal leaves must be cleared in advance and approved by Council- appointed officers and Council. 3. Personal Health Program -Physical Fitness a. All management employees will receive physical examinations in accord- ance w1th Policy and Procedures No. 2-7. b. In accordance with the reconmendatfans of the medical doctor an employee may undertake a prescribed physical fitn~ss program. Employees parti- cipating 1n this activity will be reimbursed under the Personal Develop- ment Program. 4. Excess Benefit Reimbf1rsement Reimbursement for approved excess benefit expenses w•ll be granted up to a maximum of $1000 per fiscal year for each managemtnt employee and shall include the following benefit items: a. Life and LTD insurance premiums for City-sponsored p1ans. b. Excess medical/dental expenses for employee and dependents which are not covered by existing C1ty·sponsored plans. c. Excess self-ill1provement items whi'..;h are oth!!rwise approved but 'exceed the reimbursement 1 imit ur1der H.1. ab">ve. If the full excess benefit reimbursement is not used during the fiscal year the difference between the uount used and the maximum (or pro rate maximum) may be applied at the employee's option to deferred compensation under the City Plan or City payment of employee contributions to PERS.· F •. Parking in Civic CenU?r Garasz.e The City shall provide employees parking priviJeges in the Civic Center Garage at no cost to such anployees. .. • • CITY ~f' PlLO ALTO CO,.PENS•TJON Pl.AMI CONr'UUTUL 5l£1tSONllEL [ff'£ CT IVE June 26, 1982 cuss GRAD[ CONTROL APPROX AP Pit OJ iPPROlC NUf'I TITLE COIE POINT AlllJtUll 91-WLY ttltU 'ID• Al'fllf S(CRCf lftY /Cf'I Sc i!.2i!i! cb,l.bS \,_!Ji! S.'-D li! .. &i! .. o .. £W£C StCRETA,Y-CO~F 5, 1.ai.a ~~··i!~ 111.2 .. 110 :i.O.M "DO l.EGAL lSST .55 i! .. ai.1t t?14 .. '7i! ,,.sa.im U.,"IJ, "CJ LEUL SEC•CO!d' 57 l .. , .. s i!3• S6, -.a1.~ :U.Jlf "!Di! OffYCE !PECIM.tST-Cf 1.3 ...... i?G.300 7!tl.6tl .,_, .. -