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HomeMy WebLinkAboutRESO 6113' . ·oRIGINAL RESOLUTION NO. 6113 RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO AMENDING THE COMPENSATION PLAN FOR MANAGEMENT PERSONNEL ADOPTED BY RESOLUTION NO. 6060 TO PROVIDE FOR TECHNICAL MODIFICATIONS 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, t.he Compensation Plan adopted by Resolution 6060 hereby is amended to provide for technical modifications. SECTION 2. The Compensation Plan as adopted by Resolution No. 6060 hereby is amended as set forth in Exhibit •A• attached hereto and incorporated herein by reference. SECTION 3. Except as amended herein, all of the terms and pro- visions of Resolution No. 6060 shali remain in full force and effect. SECTION 4. The Council finds that this is not a project under the California Environmental Quality Act and, therefore, no enviconmental impact assessment is necessary. INTRODUCED ANO PASSED: May 9. 1983 AYES; NOES: _Bechtel, Eyerly, Fl~tcher, Klein. Levy, Renzel, Witherspoon Noue ABSTENTIONS: None ABSENT: Cobb, Fazzino Cit APPROVED TO FORM: ~~~·~ City Attorney CITY OF PALO ALTO COMPENSATION PLAN Management and Council Appointees Effective: June 26, 1982 ltnended: May 9, 1983 COHPEi4SATION PLAN FOR THE CITY OF PALO ALTO ~~nagement Personnel SECTION I. MANAGEMENT SALARY PLAN This'management salary plan applies to all non-Counc;l-appointed management positions listed in Table I. Each Council-appointed officer shall be the responsible decision- maker under this Plan for those ~loyees in departments under his/her control. A. !'anagement Salary Policy The City•s poiicy for management salaries is to establish and maintain a general salary structure based on marketplace nonns and internal job alignment 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 financia1 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) perfonnance factors including achievement of predetennined objectives; (2) pay structure adjustments; and (3) C1ty financial conditions. B. Basic Plan Elements Structure. The salary plan will include a salary structure consisting of approxi- · mately fifty grades. Each grade will have a control point which is used for budgetary purposes. All management positions will be assigned an &~propriate pay grade based on salary survey data and internal relationships. All positions assigned to a pay grade will receive saLr1es which are no less than 25% below the control point and no more than 15% above the control point. Actual salary within the range is determined by perfonnance. The not"lllill working range within which most actual salaries will fall will be within !_ si of the control point . • Each year competitive marketp1ace studies will be made of 10-15 cities similar to Palo Alto in number of employeest JM>pulation and services provided~ These studies will focus on general salary trends for groups of management positions such as first line supervisors, administrative, professional and top management. Periodically, studies will MOre specifically include position-by-position compari- sons using marketplace and internal relationship data. Depending on the results of these studies, the entire pay grade structure may be adjusted o~ individual posft1ons 1111y be reassigned to d1ffe~ent pay grades. Such adjustments will only affect the salary a~inistration framework. No individual salaries will be changed because of structural adjustments. Salar,y Increases. All individual salary increases w111 be earned as a result of performance, achievement of object1vest or growth within the position (for recent appointments). Two types of increases 111y be earned. Satisfact~ry and above perfonners may r"eCeive base pay increases (percentage of fixed dollar amounts COMPE~SATION PLAN -MANAGEMENT Page Two added to base pay). Guidelines will be established for base pay increases. The second possible type of increase 1s fn the fonn of special perfonnance premiums of from 1-lSS based on achievement of predetennined objectives established under a performance planning and appraisal program. With ~espect to each Management employee who 1s awarded Special Perfonnance Pre.m1Lll1s, each calendar year the City shall •p1ck up" such employee's mandatory contribution to PERS to the extent of the employee's Special Performance PremfLll'is. Such pick-up contribution shall. to the extent provided herein, be paid by the City 1n lieu ~of the employee contributions ~otwithstand1ng the fact that such p1ck-up contri- butions snay ~ designated as enployee contr1but1ons for purposes of PERS. Special Perfonnance Prem11111s are open to all satisfactory and above perfonners. Requal1f1cation is necessary for each appraisal period. Depart:lr.ent head and/or Council-appointed officer approval ts required for all base pay increases and performance premiums. All salarfes, both base pay and performance premfums, must fall w1th1n pey grade 1im1ts. Bu~eting. Each year the City Manager will propose for Council approval a saiiry budget incorporating the requests of.each Council-appo1nt~d officer which wf 11 include amounts suff1cfent to implanent base pay increases and per- fonnance premiLIRs. The salary increase budget w111 be based on the following factors: Ccmpetit1ve market, changes 1n fnternal posft1on relat1onships, and the City's ability to pay. Perfonnance Appraisal. Detervi1nation of rerforwnance w111 be m&de annually by the Council-appofntea officer and dep~rtment heads. The following questions will be addressed: Is the department, divisfon, un1t or ~ct1v1ty meeting its objectives? Is the employee performing as a manager f n accordance with pre-scr1bed duties and responsib1lities of a manager? Employees who &re appraised as satisfactory or above will be el1g1ble for base pay and perfonnance premiums according to established guidelines. The managem;nt perfonnance plan w111 be developed by the eMployee and his/f\er supervisor prior to July of each year •nd wtll cover the ffscal year. The plan w111 require concurrence of the department head and/or the Counc11-appo1nted officer. Progress toward meeting object~yes w111 be reviewed at le~st sem1-annua11y. By July of the following Year-, supervisors will 111ke a f1na1 detenn1nat1on on perfof'Qance and wil 1 make salary reconnendations to the1r department t\eads based on sallry payment guide- lines. c. Management Salary Authorization 1. Council-appointed officers are authorized to pay salar1es in accordance with th1s plan to non-Counci1-appo1nted naanagement anployees in an amount not to exceed the aggregate of approved management positions budgeted at the control points 1nd1catea 1n Table I for the fiscal year 1982-83. In addition, tounc11-appo1nted officers 1n aggregate are authorized up to $100,000 to apply toward perfonnance pre1111a1s for 1ndiv1dua1 management employees who qualify under the proy1s1ons of this Management Salary Plan. For fiscal year 1983-84~ all control points wfll be increased by a percenuge amount equal to the percentage change 1n the S.n Franctsco-Oakland Consl.lller Price Index (U) 1967•100 frorft February 1982 to February 1983 subject to a 111x111R1A increase of 71. In add1t1on, the Counc11-appof nted officers in aggregate are authorized up to $.100,000 to apply toward perfonnance premi1.1ns -------------------------- COMPENSATION PLAN -MANAGEMENT Page Three 2. for individual management employees who qualify under the provisions of this Management Salary Plan. Individual management salaries authcrized by the Council-appointed officer under the Management Salary Plan may not be less than 25% below nor more than 15% above the control point for the individual positions salary grade authorized in Table I of this plan. A portion of the authorized salary may be given in the form of Superi~r Performance Premiums based on achieve- ment of objectives. As a result of labor market surveys, the followi~g pay grade reassignments will occur effective with the pay period including July 1, 1983: Class Title Mgr., Data Proc. Supt. Oper-Const WGS Mgr. Connuni ca. Oper. From Grade Code 34 34 42 To Grade COde 33 33 41 3. The Council-~ppointed officers are authorized to establish such admini$tra- tive rules as are necessary to implement the Management 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 grade assignment indicates a reduction in the established salary of an individual employee, 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 r~tes shall be defined as 11 Y.·r1tes. * 6 SECTION I!. SPECIAL CCJl'FENSATION Personnel covered by this compensation plan, in addition to the salary set forth 1n Section I above, IRil1 receive special compensation as foilows. ~11gibility shall be in confonnance with the Merit Rules and Regulations and Administrative Directives issued by the City Manager for the purposes of clarification and interpretation. A. Annual Adjustment Annua11y. 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 first day of Pay Period 25 (in Decelllber) shall receive, in addition to the salary prescribed herein. a salary adjustment equal to one percent of the anployee's current 1nnual salary; or at the emp1oyee's opt·Jon and subject to •nagtment approval, 24 hours paid leave to be used prior ~o the January 31 following. Annual 1djustmeuts shall be prorated to reflect appointment from llanuary l through July of the current year, or interrupted service during the year. --~~~~~~~~~~~~--------------------------------------------~ COMPENSATION PLAN -MANAGEMENT Page Fe>ur B. Overtime, working Out of Classification, and In·lieu Holiday Pay Compensation for overtime work, and scheduled work on paid holidays, shall be in confonnance with the Merit Rules and Regulations and Administrative Directives. Where management employees. on a temporary basis, are assigned to perfonn all significant duties of a higher classification the City Manager ~iay authoriie payment within the range cf the higher classification. C. Court Appearances Sworn Police Personnel appearing in court for the People shall be compensated as follows: Period L Appearance on scheduled day off. 2. Any or all court time during scheduled shift, or court time is inme- diately beginning or following shift. 3. Appearance on scheduled work day but not during, insr'1diately before or 1nnediately after scheduled shift. D. Night Shift Premium Rate Time and one-half Straight time during shift, time and one- half for periods before or after scheduled shift. Time and one-half 4 hours None 2 hours (2 hour minimum may not run into shift time) Night $hift 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 prem11.111 will not be paid for overtime hours worked or to Fire pet·sonnel assigned to shift duty. E. Uniform Purchase Plan -Police Personnel Uniforms ~111 ba provided with replacement provisions on an as-needed basi~ in confonnance with department pol icy. F. Group Insurance 1. Health Plan The City shall pay all premium payments on behalf of employees who are eligible for coverag@ under the health plans as described in Sub-section COMPENSATION PLAN -MANAGEMENT Page five (a) and (b). Any premium rate increases during the term of this compen- sation plan shall be paid by the City. The following options will exist: a. E.~ployee 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 Alto Employees• Self-Insured Health Plan with major medical maximum of $250,000 and pelvic examination ben~f1t. The City shall, upon submittal of evidence of ?ayrnent, reimburse up to $135 per quarter of medical plan premiums on behalf of management employees who retire from the City under service or disability retirements. The retiree may select any med1t&l plan. The plan may cover eligible dependents as defined under the City Employees' Health Plan. No reimbursement will be made for pl~ns providing benefits other than medical and health benefits. 2. Dental Plan The City shall 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 shall continue the basic life insurance plan as currently in effect for the tenn of this compensation plan. 4. Long Term Disability Insurance The City shall continue the long tenn disabilit;.• insurance plan currently in effect for the term of this compensation plan. Employee ~overage is subject to! voluntary payroll deduction of the insurance premium appli- cable to the first $2,000 of monthly salary for Plan B or the first $1t800 of monthly salary for Plan A; the City will pay premiums in excess thereof. For those employees without e1ig1b1e dependents covered under the health plan provisions., the City· vn 1 pay up to $8 per mnth tcward long term disability insurance pren1ums. For those enployees without e11gible dependents covered under the dental plan provisions. the City will pay up to $12 per lllDnth toward long term disability insurance premiums. G. Police Departsnent ... Personnel Developnent Program Pursuant to administrative rules governing eligibility and qualification. the following may be granted to sworn poli~e personnel: P.0.S.T. Intermediate Certificate: P.O.S.T. Advanced Certificate: SS above base salary JJiS above base salary COMPENSATION PLAN -MANAGEMENT Page Six H. Management Benefit Progr.!!! All City staff management employees are eligible for Sections l, 2, 3 and 4 of the Management Benefit Program. City Council Members are eligible for Section 3a only. Specified amounts under this program will be applied on ~ ,ro rata basis for employees who are in a management pay status for less than the full fiscal year. 1. Professional Development -Reimbursarient Reimbursement for authorized self-improvement activities will be granted up to a maxi111Jm of $500 per fiscal year for each management employee and shall include tne following benefit items as defined in Policy and Pro- cedures No. 2-7: a. Civic and professional association memberships b. Conference participation and travel expenses c. Educational programs d. Professional and trade journal subscriptions e. nnctor-prescribed physical fitness p~Jram as indicated under ~1,b of this section 2. Professional Development -Sabbatical Leave Authorized paid leaves of absence for up to one year will be grantP.d in accordance with the following requirements: a. Sabbatical leave program shall be beneficial to the employee's job assignnent. b. An employee's job assignment activity shall be adequately covered 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. Leave of absence sabbaticals should be based on internship exchang::, and/or loaned executive arrangements; scholastic and/or authorship programs; or educational travel-study plans. Leave of absence schedules will be apportioned among all levels of manage- ment and will be based on an evaluation of each aaployee's perfonnance record. Each paid sabbatical leave will be lfmfted to a 1111xilll.llll of one year and not more than two employees being on leave simult1n20usly. Sabbatical leaves must be cleared fn advance and approved by Council- appointed officers and Council. • I • COMPENSATION PLAN -MANAGEMENT Page Seven 3. fersonal Health Program -Physical Fitness .. a. All !lllanagement employees will receive physical e~am1nat1ons in accord- ance with Po1i~y bnd Procedures No. 2-7. b. In accordance wfth the reconrnendations of the medical doctor an employee nay undertake a prescribed physical fitness program. Employees parti- cipating in this act1vity will be reimbursed under the Personal Develop- ment Program. 4. Excess Benefit Reimbursement Re1mbursetnent for approved excess be .. afit expenses will be granted up to a maximum of $1000 per fiscal ·-~~r for each management employee and shall include the following benefit 1tems: 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 a.-e otherwise approved but exceed the reimbursement limit under H.1. above. If the full excess benefit reimbursement is not used during the fiscal year the difference between the amount used and the maximum {or pro rate maximum} may be applied at the employee's option to deferred compen~ation under the City Plan. I. Automobile Expense Allowance For those employees ~se duties require exclusive use of a City automobile, the City Manager may authorize payment of $235 per month in Heu thereof. J. Parking in Civic Center Garage.. K. The City shall provide employee5 parking privileges in the Civic Center Garage at no cost to such empto~s. Expense Allowance Per Pay Period Per Month (Approx.) Ma,yor $69.23 $150.00 Vice Mayor $46.15 $100.00 City Manager $69.23 $150.00 City Attorney $46.15 $100.00 • COMPENSATION PLAN -MANAGEMENT Page Eight L. Interest Rate Differential Allowance 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 111>nthly installments of no more than $300 per month and be subject to termination if the employee voluntarily or otherwise is tenninated from City employment during the 36 month period.