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HomeMy WebLinkAboutRESO 6056• • ORIGINAL RESOLUTION NO. fii5~ RESOLUTION OF THE COUNCIL OF TITY O? PALO ALTO ADOPTING A COMPENSATION PLAN FOR TEMPORARY EML>LOYEES AND RESCINDING RESOLUTION NO. 5921 The Council of the City of Palo Alto does RESOLVE as follows: SECTION 1. Pursuant to the provisions of Section 12 of Article III of the Charter of 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 !or temporary employees effective the ray period including July l, 1982. SEC'l·ION 2. The Compensation Plan adopted herein shall be adminis- tered by the City Manager in accordance with the Meri•: System Rules 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 i~plement the Compensation Plan adopted herein ln his preparation of forthcoming payrolls. Be is further authorizei tc make changes in the titles of employee classifications identified in the Table of ALthorized Person- nel contained in the 1982-83 budget if such titles have been changed by the COJRFensation Plan. SECTION 5. Resolution No. 5921 hereby is rescinded. SECTION 6. The Council finds that U.is is not a project under tile California Environmental Quality Act and, therefore, no environmental impact assessment is necessary. INTRODUCED AND PASSED: July 26, i982 AYES: Bechtel, Cobb, Eyer1y, Fletcher, Klein, Levy, Witherspoon NOES: None ABe~ENTIONS: None ABSENT: Fazzino, Renzel C1t or? itYAttorney A,~~)VEo: CITY OF PALO AL'In CO~PEN3ATION PLAN Temporary Employees Effective~ June 26, 1982 .. COMPENSATION PLAN FOP 'rnE CITY or PALO AL'ID Temporary Employee$ SECTION I. DEFINITIONS Temporari Employee: An employee working full time or part time on a temporat.~y basis but not filling an authori~ed regular position. ~ECTION II. SALARY AND CLASSIFICATION It is the intent of the City of Palo Alto to comp~nsatP. Temporary e~~loyees at a rate of pay similar to that of Regular employe~s performing like work. Temporary employees are to be hired within the classification framework, is presented in the attached pay plan, that is closr?st to a corresponding Regular classification in both level of work performed and rate of pay. Should a Temporary em~loyee be required to take on added duties above the level of those originally required when first hired, the employee is to be reclassified into a new classification and pay rate which most adequately corresponds to the new <luties. Con- versely, if the employee is req~ired to perform at a substantially lower level, the employee is to be r~classif ied into a corre- spondingly lower level classification at a lower level of pay. Entra11ce S~e,,e: "A• S~el? is. the startin9 step ~o~ al~ candidat~s with the m1n1mum qual1f 1cat1ons for each class1f 1cat1on. Candi- dates having exceptional experience and training over and above the minimum may be started higher than "A• Step with the approval of the Department Head and the Personnel Dep~rtment. SECTION III. SPECIAL COMPENSATION A. Holiday Pay Temporary employees are eligible to recei·Je holiday pay only if hours worked during the pay period when the holiday occurs plus the holiday (8 hours each) total 80 or more hours. B. Paid Leaves Temporary employees ace not eligible for any paid leaves. c. Overtime Pay Temporary employees are eli9ible for overtime pt~mium pay at time an~ one-half when required to ~ork more than a standard (8 hours/five day week: 9 hours/four and one-half day week; 10 hours/four day week) or on an official City holiday. .. -2- COMPENSATION PLAN -Temporary Employees o. Retirement Benefits 1. T~rnporary employees who are scheduled to work at least an average of 87 hours per month (4 hours, five day week; 1040 hours in a year) and are expected to continue for rr:ore than one year must'"6e enrol led in PERS for retirement benefits from the first day of compensated employment. 2. Temporary employees h'ho work t11ll time (40 hours per week) and are expected to continue for more than six months (T040 hours in a year) must be enrolled in PERS for retirement benefits from the first day of compensat~d employment .. 3. If the work schedule is changed subsequent to date of employment to comply with Section 1 or Section 2 above, employee must be enrolled in PERS and may arrange retro- active credits in compliance witt PERS procedures and if appropriate back payments are made. SECTION IV. TERM OF EMPLOYMENT A. Hours Limitations * Temporary employees may not work or receive pay for more than 1390 hours in a 12-month period f0llowing date of employment. Thereafter, a three-month time period must elapse before an employee may again work as a Temporary employee. B. Term of Employment Limitations * 1. For employees worring less than 1040 hours in a 12-month period--no term limitation. 2. For employees working 1040 hours or more in a 12-month period--36-month maximum term. SECTION V. REVIEW l.im SALARY INCPEASES A. Performance Reviews l. Temporary employees, with the exception of the Recredtion Department classifications, are to be given a performance review after 350 hoursr or six months, whichever occurs first, :'rom date of hire and annually thereafter. Con- tinued improvement and efficient and effective service will warrant a salary step increase. * Exceptions to the term of employment and hour limitations described above must he approved by the City Manager. ' -3- COMPENSATIO~ PLAN -Temporary Employees 2. Recreation Leaders will be eligible for consideration for a pay increase upon completion of 350 hours of leaaership or a combination of 600 hours of leadership and non-lea- dership. Leaders who have completed the D Step of the Recreation Leader II classification may be reclassified to a Recreation Leader III. Reclassification is reserved for indh~iduals who have demonstrated exceptional leadership ability and job perform3nce and have assumed responsibili- ti~s greater than that of a Recreation Leader II. Starting Salary and Increment Approval. All star~ing levels and increments must be approved by the Director of :Recreation .. 3. Aquatics Specialists will be eligible for consideration for an increase upon completion of 350 hours of leadership or a combination of 600 hours of leadership and non-lea- dership, or annually, whichever occurs first. B. Salary Inccements 1. The salary increase incremen~ is subject to a review and evaluation of the employee's job performance. The employee must receive a satisfactory or better rating in order to be eligible to receive a salary increase. 2. The maximum number of salary increments a Temporary employee may receive in any one twelve-month working period is li. mi ted to two ( 2) , regardless of total number of hours accumulated. C. Exceptional Leadership Ability and Job Performance 1. Upon written justification, departmental and Personnel Department approval, an individual who demonstrates EXCEP- TIONAL leadership ability and job performance may be given a merit raise or be rP.classif ied to the next higher st~p, ?efore 1 meetin9 re~irements, if he/she displays outstand- ing ab1lity and jo performance. o. Employment Records 1. Emplvyment records for Temporary employees are audited annually on or about ~anuary first; those who have not worked during the ~receding calendar year ace consid~red as terminated. -4- TEMPORARY CLASSIFICATION DEFINITIONS ADMINISTRATIVE, PROFESSIONAL AND MANAGERIAL Management Specialist: Professional I: Administrative Asst I: Professional II: Administrative Asst 11: Coordinator Aide: CLERICAL Off ice Assistant: - May perform work associated or equal in complexity with responsible City manage- rial or staff positions. Compensation to be determined according to tasks assigned and qualifications required. Performs work at the level normally associated with that of consultants, instructors, and research pet"sonnel where a specialized skill or expert knowledge is required. Performs analytical studies or undertakes a variety of projects whereby previous work experience is required. Normally requires a college educ~tion and experi- ence in the field for which the individual is to be utilized. Performs work in an assignment requiring specialized knowledge ir. a professional field of endeavor. This level normally requires a college education with some experience but not at the level expected for the Professional I classification. Performs work in an assignment normally associated with that of a college student or graduate with a minimum of work experi- ences; generally an entry level position. Performs work in support of program or facility operations. Entry level or training position with no previous experi- ence required. Performs general office work which in- cludes tasks that requir~ use of indepen- dent judgment. May coordinate activities, work with public, write and type basic reports. Requires experience in adminis- trative/clerical areas. -5- TEMPORARY CLASSIFICATION DEFINITIONSr cont. Clerk I: Clerk II: MA INTF.NANCE AND CRAFTS Skilled Laborer: Laborer I; Laborer II: Labo~er Ill: Performs office work of a 9enet'"al natnr.-P.. Typical tasks include typing, maintaining records, working with figures, filing. Requires 1-2 y~ars of off ice experience. Performs office work of a r.o~tine natur~. May lype from drafts, file, greet the public, answer telephones. Requirec little prior office experience. Under supervision, shelves books ~nd per- forms other related library duties of a simple nature, Requires no previou~ experience. (Usually high school students.) Performs maintenance tasks that usually require use of automated and/or technical equipment. Requires prior training and experience in area assigned and valid California driver's license. Performs laLoring maintenance typically in parks or streets. May direct ~ork of Jther employees. Requires prior mainte- iance experience, knowledge of power equipment and valid California driver's lic~nse. Performs low-level routine maintenance utilizing hand tools. Requires the physi- cal ability to perfo::-m tasks utilizing dexter.ity. Position for individual whl1 has had som-:- exposure to outdoor maintenance. Duties are of routine natur~. Individual works closely with an assigned person/people to gain skill. Requires sorie prior experi- ence. .. -6- TEPJIPORl\RY CLASSIFICATION DEFINITIONS, cont. TECHNICAL Technician I: Technician II: Technical Asst I: Technical Asst II: RECREATION Recreation Leaders • Recreation Trainee: • Recreation Leader I: . Recreation Leaoer II: • Recreation Leader III: Includes such work as performed by advanced draftspersons and apprentice electricians. Classificatinn may also be used for individucls involved in conduct- ing surveys, opinion polls, and other data collection assignments where analysis of data may be required. Performs less advanced technical work than that of the Technician I class. Normally require-s some srecial ized skills sueh as dr3fting, electronics, building mainten- ance, crafts, etc. Performs entry level technical skills requiring the ability to master the use of specialized tools and techniques. A trainee position to gain experience and exposure in the technical function nor- mally associated with Social Services and the Arts. Individuals involved in a department training program Individuals with less than two years of recreation leadership experience~ Individuals \::ith more than two yea-rs of leadership experience. Individuals who organize and/or inst~uct class-type programs, or leaders who have completed the o step of the Recreation Leader II classification. -7- TEMPORARY CLASSIFICATION DEFINITIONS, cont. ~uatics Specialist • Pool Attendant: 1'4ust hold current cards in .l\dvanced Life- saving and ~escue, Standard First Aid and CPR • • Cashier: Must hold current cards in Standard First Aid, and CPR. It is preferable to also hold a r~i fesaving and Rescue/WSI and have had previous experience in cashi~ring • • Water ~afety Instructor: Must hold current cards in Water Safety Instructor, Standard First Aid and CPR; and have demonstrated the necessary experience in lifeguard work~ • Assistant Pool Manaqer: Must hold current cards in Water Safety Instructor, Standard First Aid and CPR; and have at least 450 hours experience as a Pool Manager or Guard-Instructor. • Po~l Manager: MJst hold current cards in Watec Safety Instructor, Standard First Aid and CPR, and have at least 900 hours experience as a Pool Manager or Guard-Instructor. DEFINITIONS Leadershi"p: Non-Leadershie: Defined as ~r.k experience in a paid or voluntary ca.paci ty, in which an ind iv Uh.1a 1 is· directly reeponsible for planning, organizing, teaching, leading, or conduct- inq recreatio~al activities in a face-to- faee relationship. Defined as facility attendant (i.e., parks, fields, gyms), facility ~ainte­ nance, office work, cashier (exception, Rincqnada Pool). .. PALO ALTO COMPENSATION PLAN Tempor ary-""Employees Class Code 972 971 970 Classification Management Specialist Professional I Profe~sional II 907 Administrative Assistant I ~08 Administrative Assistant II 909 Coordinator.Aide 910 Off ice Assistant 911 Clerk I 912 Cle~k 11 914 Library Page 926 Skilled Laborer 927 Laborer I 928 Laborer II 929 Laborer II! 931 Technician I 932 Technician II 933 Technical Assistant I 934. Technical Assis~a~t II A to be 10.61 6.91 8 .. 70 6. 16 5.09 6.48 5.49 5.09 3.35 7.43 6.65 6.00 5.52 9.21 6.71 6 .16 3.35 EFFECTIVE: June 26, 1982 B c D E F determined 11. 23 11.87 12.55 13.27 7.31 7.73 s .17 8.64 9.21 9.73 10.2!? 10.sa 6.52 6.89 7.29 7.71 S.39 5.69 6.02 6.37 6.86 7.25 7.66 8.11 5.81 6.14 6.49 6.87 5.39 5.69 6.02 6.37 3.52 3.70 3.90 4.10 4.31 7.86 8.31 8.79 9.29 7 .. 04 7.44 7.87 8.32 6.35 6. 71 7. 10 7.Si e 5.85 6. 18 6.53 6.91 9.75 10.30 10.89 11. 52 7. i u 7.51 7.94 8.39 6.52 6.89 7.29 7.71 3.52 3.70 3.90 4. 10 4.31 PALO AL'lO trMPBllSATIOR PLMf U'FBCTIVlh June l6, 1982 '."'l'e!!iif CJZWif 7 I 7 1••• P89e 2 Class C'ode Clasaif ication B c D I p Recreation Leader a '9" .. =e : I I r-icw %.raiJMM 3 .. 35 -9•5 .. -.U:cat:lOB ~T I 3.55 3.75 3.95 C.15 946 aecrea~ion Leader II C.40 4.65 C .. 90 5.15 ,, 947 Reerea~ion Leader III 5.40 5.65 5.9(i 6.15 Agaatiea Specialists '55 . &t:l•M'h"'t 3.35 3.~s 3.75 ,. -ceftier 3.75 3 .. 95 4.15 957 w.s.1. 4.15 4.35 4.55 4.7S 958 Asst. Pool Manager 4.60 t.as 959 Pool Manager 4.85 5.10 5.35 5.60 5.85