HomeMy WebLinkAboutRESO 6060•• ORIGINAL
RESOLUTION NO. 6060
RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO
ADOPTING A COMPENSATION PLAN FOR MANAGEMENT
PERSONNEL AND COUNCIL APPOINTED OFFICERS AND
RESCINDING RE~OLUTION NOo 5833 AS AMENDED BY
RESOLUTION NO. 5922, RESOLUTION NO. 5937, AND
RESOLUTION NO. 5962
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 C:lty 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 management personnel and Council
appointed officers effective the pay period including July 1, 1982.
SECTION 2. The Compensation Plan adopted herein shall be adminis-
tered by the City Manager in accordance with the Merit 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 autho~ized to implement
the Compensation Plan ado~ted herein in his preparation of forthcoming
payrolls. He is further authorized to make changes in the titles of
employee classifications identified in the Table of Authorized Person-
nel contained in the 1982-83 budget if such titles have been changed by
the Compensation Plan.
SECTION s. Resolution No. 5833 ~s amended by Resolution No. 5922,
Resolution No. 5937, and Resolution No. 5962 are all hereby rescinded.
SECTION 6. '!'he Council finds that this is not a project ~,.,der the
California Environmental Quality Act and, therefore, no environmental
impact assessment is necessary.
INTRODUCED AND PASSED: July 26, 1982
AYES:
NOES:
Bechtel, Cobb, Eyerly, Fletcher, Klein, levy, Witherspoon
None
ABSTENTIONS: None
ABSENT: Fazzino~ Renzel
ATTE/j_ ~ cit~
APPROVED TO FORM:
~d:b..*--ItYAttOrney
. ROVED: /", ,//
CliY Of PALO ALTO
C~PENSATlOH PLAN
Managemert a!ld Council Appointees
Effective: June 26~ 1982
COMPE!~SATIOH PLAN FOR THE CITY OF PALO ALTO
~nagement Personnel
SECTION I. MANAGEMENT SALARY PLAN
This managemenz salary plan applies to all non-Council-appointed management positions
listed in Table I. Eacn Council-appo1nted officer shall be the responsible decision-
maker under this Plan for t~se employees in departments under his/her control.
A. Management Salary Polic~
The City's po1icy for management salaries is to establish and r.idintain a general
salary structure based on marketplace nonns and internal job alignment with broad
salary grades and ranges. Structures and ranges w111 be reviewed annually and
upd~ted as necessary based on markP.tplace survey data, internal relationships,
and City financial conditions. Special needs of management categories including
supervisors, administrators, professionals and managers will be addressed.
Individual salary adjustments will be considered by the Council-appointed officer
based on (1) performance factors including achievement of predetennined objectives•
(2) ~ay structure adjustments; a.1d (3) Cit~· financial conditions.
B. Basic Plan Elements
Structure. The salary plan will include a salary structure consisting of approxi-
mately fffty grades. Each grade will have a control point which is used for
budgetary purposes. A 11 management iros it 1 ons wn 1 be assigned an appropriate
pay grade base4 on salary survey data and internal relationships. All positions
assigned to a pay grade will receive salaries which are no less than 25% below
the control point and no more than 15% abo\•e the control point. Actual saiary
within the range fs detel"Rl1ned by performance. The nonrtal working range within
which most actual salaries will fall will be within .:!, 5% of the contl"Ql point.
Each year c~titive marketplar.e studies will be made of 10-15 cities similar
to Palo Alto in number of employees, population and services provided. These
studfes will focus on general salary trends for groups of management positions
such as first line supervisors, administrative, professional and top managanent.
Periodically. studies will more specifically include l')()S,tion-by-position compari-
sons using marketplace and internal relationship data. Cepending on the results
of these studies, the entire pay grade structure may be adjusted or individual
positions May be reassigned to different pay grades. Such adjustments will only
afft:rt the salary administration f,ramework. No individual salaries will be
changed because of structura 1 adjustments.
Salary Increas:H. AH individual salary increases w111 be earned as a i ~sult of
performance, achievement of obJ2<:tfves, or growth within the position ~ior recent
appointhtents). Two types of increases may be earned. Satisfactory and above
perful"lners IRIY receive base pay incrt:ases (percentage of fixed dollar amounts
e
COMPENSATION PLAN -MANAGEMENT
Page Two
added to base pay). Guidelines will be established for base pay increases.
The s~cond possible type of increase is in the fonn of special performance
premiums of from 1-lSX based on achievement of predetermined objectives
established under a perfonnance planning and appraisal program. Special Per-
formance Premiums may be taken as lump sum payments, deferred compensation
under the City Plan. or as City payment of an eq11i~alent portion of the
employee 1s PERS contribution. Special Perfonnance Premiums are open to all sati:-
factory and above performers. Requalification is necessary for each appraisal
period. Department head and/or Council-appointed offi~er approval ~s required
for all base pay increases and perfonnance premiums. All salaries, both base
pay and performance premiums, must f&ll within pay grade limits.
Bu~~ting. Each year the Cf 4 y Manager will propose for Council approval a sa~ry 6Ud9et incorporating the requests of each Council-appGinted officer
which will include amounts sufficient to implement base pay increases and per-
fonnc:.nce premiums. The salary increase budget will be based un the following
factors: Cllmpetitiv~ mar~et, changes in internal position relationships, and
the City's ability to pay.
Perfonnance Appraisal. Determination of perfonnance will be made annually by
the Council-appointed officer and department heads. The following questions
will be addressed: Is the department, division, unit or activity meeting its
objectives? Is the employee performing as a manager in accordance with pre-
scribed duties and responsibilities of a manager? Employees who are appraised
as satisfactory of above will be eligible for base pay and performance premiums
according to established guidelines. The management performance plan will be
developed by the employee and his/her supervisor prior to July of each year
and will cover the fiscal year. The plan will require concurrence of the
de-pdrtment head and/or the Counc1l~appointed officer. Progress toward meeting
objectives will be reviewed at least semi-annually. By July of the following
year, supervisors will make a final detennination on perfonnance and will make
salary reconnendations to their department heads based on salary payment guide-
1 ines.
c. Management Salary Authorization
1. Counci!-appofnted officers are authorized to pay salaries 1n accordance w;th
this plan to non-council-appointed manageir.ent employees in an amount not to
exceed the ~ggregate of approved management positions budgeted at the control
po1nts ;nc11~ated in Table I for the fiscal year 1982-83. In addition,
Council-appointed officers in aggregate are authorized up to $100,000 to
apply toward perfonnance premiums for individual management employees who
qualify under the provisions of this Management Salary Plan.
For fiscal year 1983-84, all control points will be incrP.ased by a percentage
arrnunt equa1 to the percentage change in the San Francisco-Oakland Consumer
Price Index (U) 1967•100 from February 1982 to February 1983 subject to a
maxill'Llm increase of 7S. In addition, the Council-appointed officP.rs in
aggregate are authorized up to $100,000 to apply toward performance premiums
. e C.OMPENSATION PLAN -MANAGEMENT
Page Three
for individual management employees who qualify under the provisions of
this Management Salary Plan.
2. Individual management salaries authorized by the Council-appointed officer
under the Management Salary Plan may not be less than 25% below nor more
than 1si abOve the control point for the individual positions salary grade
authorized in Table I of this plan. A portion of the authorized salary
may be given in the form of Superior Performance Premiums based on achieve-
ment of objectives.
As a result of labor market surveyst the following pay grade reassignments
will occur effective with the pay period including July 1, 1983:
From To
Class Tit1e Grade Code Grade Code
Mgr., Data Proc. 34 33
Supt. Oper-Const WGS 34 33
Mgr. Conmunica. Oper. 42 41
3. The Council-appointed officers are authorized to establish such administra-
tive rules as are necessary to implement the Man~gement s~lary Plan subject
to the limitations of the approved salary inc.rease budget and the approved
grade and control point structure.
4. In the event a downward adjustment of a position grade assignment indicates
a reduction in the established salary of an individual employee, the
Council-appointed officer may, if circumstances warrant, cQntinue the
salary for such employee in an amount in excess of the revised grade limit
for a reasonable period of time. Such interim salary rates shall be defined
as 11Y-rates.11
SECTION II. SPECIAL COMPENSATION
?ersonnel covered by this compensat'ion plan, in addition to the salary set forth
in Section I above, may receive special compensation as follows. Eligibility shall
be in conformance with the Merit Rules and Regulations and Administrative Directives
issued by the City Manager for the purposes of clarification and interpretation.
A. Annual M,iustment
Annually. each employee who hOlds a regular full-time appointment in the munici-pal service on or before July first and continues in such status through the
ffrst day of Pay Period 25 {in December) shall receive, in addition to the
salary prescribed herein. a salary adjustment equal to one percent of the
employee's current annual salary; or at the employee's option and subject to management approval. 24 hours paid leave to be used prior to the January 31
following. Annual adjustments shall ~ proratt-d tJ reflect appointment from
Jan~ary 1 through July of the current year, or interrupted service during the
year.
COMPENSATION PLAN -MANAGEMENT
Page Four
B. Overtime, Working Out of Classification, and In-Lieu Holiday Per
Compensation for overtime wor~, and scheduled work on paid holiday~, shall be
in conformance with the Merit Rules and Regulations and Administrative
Directives. Where management employees, on a temporary basis, are assigned
to perform all significant duties of a hig:ier classification the City Manager
may authorize payment within the range of the higher classification.
C. Court Appearances
Sworn Police Personnel appearing in court for the People shall be compensated
as follows:
Per iod
l. Appearance on sc~eduled
day off.
2. Any or all cour\: time
durin~ scheduled shift,
or court time is illl?le-
diately beginning or
following shift.
3. Appearance on scheduled
work day but not during,
i1J111ediate1y before or
illlllediately after
scheduled shift.
D. Night Shift Premium
Rate
Time and one-half
Straight time during
shift, time and one-
hal f for periods
before or after
scheduled shift.
Time and one-half
Minimum
4 hours
None
2 hours
(2 hour minimum
may not run i-nto
shift time)
Night shift differential shall ce 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 or to Fire
personnel assigned to shift duty.
E. Unifonn Purr.hase Flan -Police Personnel
Uniforms will be 11rovided with replacement provisions on an as-needed basis in
· confonnance with department pol icy.
F. Group Insurance
l. Health Plan
The City shall pay all premium payments on behalf of employees who ~re
eligible for coverage under the health plans as described in Sub-section
. e
COMPENSATION PLAN -MANAGEMENT
Page Five
(a) and (b}. Any premium rate increases during the tenn of this compen-
sation plan shall be paid by the City. The following options will exist:
a. Employee and dependent coverage under the existing Kaiser Health
Plan S Contract, including the Drug Plan III option.
b. Employee and dependent coverage under the existing City of Palo A1to
Employees• Self-Insured Health Plan with major medical maximum of
$250,000 and pelvic examination benefit.
The City shall, upon submittal of evidence of p?yment~ reimburse up
to $135 per quarter of medical plan premiums on behalf of management
employees who retire from the City under ser~ice er disability
retirements. The retiree may select any medical plan. The plan may
cover eligible dependents as defined under the City Employee~· Health
Plan. No reiwbursement will be made for plans providing tenefits
other than medical and health benefits.
2. Dental Plan
The City shall pay all covered plan charges on behalf of ~ployees and
dependents of employees who are eligible for coverage and enr<>lled under
the existing City Dental Plan.
3. Basic life Insurance
The City shall continue the basic life insurance plan as currently in
effect for the tenn of this compensation plan.
4. Long Term Disabiliti Insurance
The City shall continue the long tenn disability insurance plan currently
in effect for thE term of this compensation plan. Employee coverag~ is
subject to a voluntary payroll deduction of the insurance premium appli-
cable to the first $2,00C of monthly salary for Plan B or the first $1,800
of monthly salary for Plan A; the City will pay premiums in excess thereof.
For tho~e employees without eligible dependents covered under the health
plan provisions, the City w111 pay up to $8 per month toward long term
disability insurance premiums. for those employees without eligible
dependents covered under the dental olan provisfons, the City will pay
up to $12 per mon~h toward long tenn disability insurance premiums.
G. Police :Jepartment -Personnel Development Progr!fil
Pursuant to ad~in1strat1ve ruies governing eligibility and qualification. the
following may be gran~ed to swor~ police parsonne1:
P.O.S.T. Intermediate Certificate:
P.O.S.T. Advanced Certifica~e:
5% above base salary
7~% above base salary
COMPENSATION PLAN M MANAGEMENT
Page Six
t'. Management Benefit Program
All City staff management employees are eligible for Sections 1, 2, 3 and 4
of the Management Benefit Program. City Council Members are eligible for
Section 3a only. Specified amounts under th~s program will be applied on a
pro rata basis for employees who are in a management pay status for less than
the full fiscal vear.
1. Professional Oevelo~ment -Reimbursement
Reimbursement for authorized self-improvement activities will be granted
up to a ~~:~i111.1m of $500 per fiscal year for each management employee and
shall include the following benefit items as defined in Policy and Pro-
cetiures No. 2-7:
a. Civic and professional association memberships
b. Conference participation and travel expenses
c. Educational programs
d. Professio1.al and trade journal subscriptions
e. Doctor-prescribed physical fitness program as indicated under 3b
of this section
2. Professional Oeve1npment -Sabbatical Leave
Authorized paid leaves of absence for up to one year ~111 be granted in
accordance with the following requirements:
a. Sabbatical leave program shall be beneficial to the employee's job
assignment.
b. Art employee's job assignment activity shall be adequately cover~d
during his absence with emphasis on the development of subordinates.
c. The leave of absence period will be adequately coordinated with
departmental priorities and workload.
d. Lea"e of absence sabbaticals should be based on internship exchanges,
and/or loaned executive arrangements; scholastic and/or authorship
programs; or educational travP.1-study plans.
Leave of absence schedules will be apportioned among all levels of manage-
ment and will be basea on an evaluation of each employee's performance
rei:ord. Each paid sabbatical leave will be lim;ted to a maximum of one
year and not more than two employees being on leave simultaneously.
Sabbatical leaves must be cleared in advance and approved by Council-
appointed officers and Council.
. . e
COMPENSATION PLAN -MANAGEMENT
Page Seven
3. Personal Hea1th Program -Physical Fitness
e
a. A11 management employees will receive physical examinations in accord-
ance with Policy and Procedures rk>. 2-7.
b. In accordance with the recorrmendetions of the medical doctor an employee
may undertake a prescribed physical fitness program. Employees parti-
cipating in this activity will be reimbursed under the Personal Develop-
ment Program.
4. Excess Benefit Reimbursement
Reimbursement for approved excess benefit expenses will be granted up to
a maximum of $1000 per fiscal year for each management employee and ~hull
include the following benefit items:
a. Life and LTD insurance premiums for City-sponsored plans.
b. Excess medical/dental expenses for employee and dependents which
are not covered by existing City-sponsored plans.
c. Excess self-improvement items which are otherwise approved but
exceed the reimbursement limit under H.1. above.
If the fu 1 1 excess benefit reimbursement is not used during the fiscal year
the difference between the amount used and the maximum (or pro rate maximum)
nay be applied at the employee's option to·deferred compensati~n under the
City Plan or City payment of employee contributions to PERS.
I. Automobile Expense Allowance
For those employees whose duties require exclusive use of a City automobile,
the City Manager may authorize payment of $235 per month in lieu thereof.
J. Parking in Civic Center Garage
The City shall provfd~ employees parking privileges in the Civic Center Garage
at no cost to such employees.
K. Expense All~wance
Per Pa,t Period Per Month {Ae~rox.}
Mayor $69.23 $150.00
Vice Mayor $46.15 $100.00
City Manager $69.23 $150.00
City Attorney $46.15 $100.00
COMPENSATION PLAN -MANAG~MENT
Page Eight
L. Intertst Rate Differential Allowanre
The City Manager is authorized to negotiate as part of the relocation expenses
for certain new management employees an interest rate differential allowance
based on the fonnula developed under the Federal Unifonn Real Property Acqui-
stion and Relocation Policies Act~ except that such an allowance will be paid
in 36 equal monthly installments of no more than $300 per month and be subject
t~ tennination if the employee voluntarily or otherwise is terminated from
City employment during the 36 month period.
..
TABlE I
Page Nine
CITY OF PALO ALTO COMPENSATION PLAN
Council-Appointed and Elected Officers
APPROX. EFFECTIVE DATE
APPROX. MONTHLY PAY PERIOD
CLASS CODE TITLE ANNUAL SALARY BI-WEEKLY HOURLY INCLUDING --
001 City Councilperson 4,800 400 184.62 January 1 • 1982
002 City Manager 69,768 5814 2684.00 33.55 July l, 1982
003 City Attorney 55,596 4633 2138.40 26.73 May 2, 1~82
004 City Controller 46,596 3883 1792.00 22.40 July 1, 1982
005 City Clerk 38,652 3221 1486.40 18.58 July 1. 1982
C[TY ~f PA~O ALTC Ct"PENSATION Pl.AN
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EFFECTIVE June 26, 1982
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