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Home My WebLink AboutRESO 6114ORIGINAL RESOLUTION NO. 6114 RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO AMENDING THE COMPENS~TION PLAN FOR CONFIDENTIAL PERSONNEL ADOPTED BY RESOLUTION NO. 6055 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, the Compensation Plan adopted by Resolution 6055 hereby is amended to provide for technical modifications. SECTION 2. The Compensation Plan as adopted by Resolution No. 6055 herebY is amended as set forth in Exhibit •A• attacbed hereto and incorporated herein by reference. SECTION 3~ Except as amended herein, all of the terms and pro- visions of Resolution No. 6055 shall 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 environmental impact assessment is necessary. INTRODUCED AND PASSED: May 9, 1983 AYES: Bechtel, Eyerly, Fletcher, Klein, Levy, Renzel~ Witherspoon NOES: None ABSTBHTIONS: None ABSENT: Fazzino, Cobb APPROVED: Di ctor of Personnel ~--,, ... ~-'~ rector 0 f BU9et and t"~/ Resource Management ... CITY or PALO Al TO C<J4PENSATION PLAN Confidential Personnel Effective: June 26, 1982 Amended: May 9. 1983 .. COMPENSATION PLAN FOR THE CITY OF PALO ALTO Confidential Personnel SECTION I. CONFIDENTIAL SA!.ARY PLAN This.confidential salary ~lan applies to all positions designated as confidential listed 1n the salary Table. Each Council-appointed officer shall be the responsible decision~ker under this Plan for those employees fn departments under his/her control. A. Confidential Salary Policy The C1ty•s policy for confidential salaries is to establish and maintain a general salary structure based on marketplace nonns and internal job align- ment with broad salary grades and ranges. Structures and ranges w11l be reviewed annually and updated as necessary based on 1111rketplace survey data, internal relationships, and City financial conditions. Individual salary adjustr.ents will bE: ~tlftsidered by the Council-appointed officer based on (1) performance factors including achievement of predeter-mined objectives; (2) pay structure adjustments; and (3) C1ty financial conditions. B. Basic Plan Elements .Structure. The salar) plan 1s based on a aalti-grade salary structuN!. Each_ grade w111 hiVC! a control point which is used for budgetary purposes. All confidential positions will be assign~ an appropriate pay grade based 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 151 above the control point. Actu&l salary within the range is detennfned by perft>rmance. The nonaal working range within which mst actual salaries will fall w111 be within ± 51 of the control point • • Each year c:oapet1t1ve aarketplace studies will be aeda of cities similar to Palo Alto 1n nllllber of employees, population and services provided. Depending on the results of these studies, the entin pay grade structure may be reassigned to d1ff.,.,.t pay grades. such adjustments will only affect the salary adin1nistratfon frU11WOrk. No ifldividual salaries wil 1 be changed because of structural adjustments. Salar.Y Increases. All 1nd1v1dua1 salcsry increases will be earned as a result of pii"forMnce, 1.ch1evtilent of objectives, or growth within tM position {for ncent 1ppo1nt;ments). -Two types of increases MY be earned. ~tisf1ctory and above perfonnen ..,. receive blse pay 1ncrases (pen:entage f)f ffxed dollar nounts added to base pty). 6ufdelinff will be established for base pay increases. The second possible type of 1ncruse is fn the forM of special per· fon11n~e prs11m of fran 1·1SS based on 1ch1eve11ent of predeten11ned objectives established under a perforM1nce planning and 1ppr1i1al program. -----------------------------------------.... C<»FEHSATION PLAN -CONFIDENTIAL Page Two W1th respect to each Conf1dent1al employee who 1s awarded Special Performance Pn!!lt1wns. each calendar year the City shall •p1ck up• such enployee's mandatory contrfbutfon to PERS to the extent of the employee's Special Performance Pr81i&RS. suet, 'lick-up contr1but1on shall, to the extent provided here1n. be pafd by the City fn Heu of the employee contributions notwithstanding the fact that such pick-up contributions 111.Y be designated as employee contribu-tions for purposes of PERS. Special Performnce Premit.ms are open to 111 satisfactory and above perfol"llle\"S~ Requa11f1cat1on 1s necessary for each appraisal period. Departllent head and/or Council-appointed officer approval is required for all base pay 1ncreases and performance premiums. All salaries, both base pay and perforance prenf&mS, atst fall within pay grade limits. Bud51et1e. Each year the C1ty Manager will propose for Council approval a saiarydget incorporating the requests of each Counc11-appo1nted officer which will 1nclude amounts suff1c1ent to f111planent base pay increases and special perforunce pf'811ms. The salery 1ncrease budget wil 1 be based on the following factors: Collpet1t1ve 111rket, changes 1n 1nternal JX>Sit1on relat1onsh1ps, and the City's abfltty to PIY· Perfo·.ance Q¥:ra1sal. Determination of perfonaance w111 be Ml.de annually by the 1pproprfa supervisor or department head. Based on an appraiSal of the 1111ployee's perfor111nce fn accordance w1th prescribed dutf~ and responsfbi11- ties. 111ployees who are appraised llS sat1sfactory or above will be eligible for base pay and perfonance prem1.-s accord1ng to established gu1delfnes. The perforEnce plan will be deYeloped by the anployee •nd Ms/her supervisor prior to July of each year and will cover the fiscal year. The p1•n will require concurrence of the deparbnent hetd and/or COUnc11-appo1nted officer. Progress toward meeting objecttves will be reviewed 1t least s•1-aMua11y. By July of the following .vnr. super:1sors w111 •ke a final determination on ~rfOJ\llnce and will •k.e nlary rec-.endatfons to their de~rtment heads based on salary PQ11ent gu1de11nes. c. Confidential Salar.v Authorization 1. Council-appointed officers are !uthorized to pay salaries in accordance with this plan to conffdent'fal •loyees 1n an a.>Unt not to exceed the aggregate of approved conf1dent1a1 positions budgeted at the control po1nts 1nclfcated in Table I for the fiscal year 1982-83. In additfon.- the r.ouncn-appo1nted officers 1n aggregate are authorized up to lS of the l~-83 conf1dent1a1 salary and benefit budget to 1pply toward per-forunce increases for fnd1vf dua1 confidential 111ployees under the provf sfons of ttlf s Plan. For fiscal year 1983-84, all control poi~t: ~Hl be 1ncrused by a per-centage -..mt equal to the percentage change in the San Francfsco-Oekland Cofts&.mr Price lndeX (U) 1967•100 frmi February 1982 to February 1983 subject to a 111Xi1U1 increase of 71. In addition, the Counc11-appofnted officers 1n aggregate are authorized up to lS of the 2993 ... 94 conf1dent1a1 salary and benefit budget to apply toward performnce 1ncrHses for f ndi-ytdull conftdent1a1 111Ployees under the provisions of this Plan. - • COtl'ENSATION PLAN -CONFIDENTIAL Page Three 2. Individual confidential salaries authorized by the Council-appointed officer under the Confidential Salary Plan may not be less than 25% below nor more than 15% above the control point for the individue.1 position salary grade authorized 1n Table I of this Plan. A portion of the authori- zed salary may be given in the form of superior performance premiums based on achievement of objectives. 3. The 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 contf't'l point structure. 4. In the event a downward adjustment of a position grade assignment indicates & reduction fn the established salary of an individual employee, the Council-appointed officer may, ;f circumstances ~rrant. continue the salary for such employee in an amount 1n excess of the revised ~rade limit for a reasonable period of tfrne. Such fnterim salary rates shall be defined 1s •v-r1tes.• SECTION II. SPECIAL CCJll>ENSATION Personnel covered by thfs cOllpensation plan, in add1t1on to the salary set forth in Section 1 above, may receive special coaipensat1on as follows. Eligibility shall be in conformance with the Merit Rules and Regulations and Administrative D1rect1ves issued by the City Manager for the purposes of clarification and interpretation. A. Annual Ad.1ustment Annually, each employee who holds a regular full-time appo1nt11Pnt in the muni- cipal service on or before July first and continues in such status through the first day of Pay Period 25 (in Decalber) shall receive, in addition to the salary prescribed herein, 1 111ary adjustment equal to one percent of the e11Ployee 1s current annual sal1ry9 or at the employee's option and subject to 111n1gaent approval • 24 hours pa1 d leave to be used prior to' the January 31 following. Anr.ual adjustllents shall be prorated to reflect appointment from January 1 through July of the current year, or fnterrupted service during the year. a. Overt1• Ccmpensation for overt111e wrt, and scheduled wrk on paid holidays, shall be in confonnance with the Merit ~ies and Regulations and Adln1n1stret1ve Directives. Where confident1e1 111Ployee$, on a temporary bls1s, are auignect to perfonn all sfgn1f1cant dutfa of a higher classification, the City Manager 1111 authorize ....,_..t within the renge of the higher c1ass1f1cat1on. ~--~--------------------- COMPENSATION Pl.AN -CONFIDENTIAL Page Four c. Night Shift Premium 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. •ight shift premium will not be paid for overtime hours worked. , D. Groue Insurance 1. Health Plen The City shall pay all premium payments on behalf of employees who are eligible for coverage under the health plans as described in $ub-section (a) and (b). ~.ny premium rate increases during the term of this compensa- tion plan shall be paid by the City. The following options will exist: a. Employee and depenjent 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 benefit. The City shall, upon submittal of evidence of payment. reimburse up to $135 J)2r 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 medical plan. The plan may cover eligible dependents as defined under the City Employees' Health Plan. No reimbursement w111 be 111de for plans 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 wbo 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 cmnpensat1on plan. 4. Lons Tenn Disability Ins~rance The C1ty shall continue the long tenn disability insurance plan currently 1n effect for the term of this CQlllPeflsatton plan. Employee coverage is subject to a voluntary payroll deduction of the insurance prlll'h.a 1ppli· cable to the first $2.000 of monthly salary for Plan 8 or the first $1,800 of 110nthly salary for Plan A; the City will pay prem11i11S in excess thereof. For those employees without eligible dependents covered under the health plan provisions, the City will pay up to $8 per mnth toward long tem . . COMPENSATION PLAN -CONFIDENTIAL Page Five • disability insurance premiums. For those employees without eligible dependents covered under the dental plan provisions, the City will pay up to $12 per month toward long tenn disability insurance premiums. E. Management Benefit Progr~ All Confidential employees are eligible for Sections 1. 2, 3 and 4 of the Management Benefit Program. Specified aroounts under this program wi11 be applied on a pro rata basis for employees who are in a management pay status for less than the full fiscal year. 1. Professional Developnent -Reillbursenent Reimbursement for authorized self-improvement activities will be granted up to a maximum of $500 per fiscal year for each management employee and shall include the fellowing benefit items as defined 1n Policy and Pro- cedures No. 2-7: a. Civic and professional association memberships b. Conference partf cf patf on and travel expenses c. Educational programs d. Professional end tr1de jou~nal subscriptions e. Doctor-prescribed physical fitness program as ;ndicated under 3b of this section 2. Professional Development -Sab~tical Leave Authorized paid leaves of absence for up to one year will be granted in accordance with the following requirements: 1. Sabbatical leave program shtll be beneficial to the employee's job assignment. b. An 1m9loyee's job assignment activity shall be adequately covered during his absence with emphasis on the developnent of subordinates. c. The leave of absence period will be adequately coordinated with departmental priorities and t«>rkload. d. Leave of absence sabbaticals shOuld be based on internship exchanges, and/or loaned executive arrangements; scholastic and/or authorship programs' or educ1tfon1l travel-study plans. • COMPENSATION PLAN -CONFIDENTIAL Page Six , . ~ Leave of absence schedules will be •Pl>Ortioned among 111 levels of manage-ment and will be based on an evaluation of each employee's performance record. Each paid sabbatical leave will be limited to 1 maximum of one year and not 1111>re than two employees being on leave simultaneously. Sabbatical leaves must be cleared in advance and approved by Counci1-appo1nted officers and Council. 3. Personal Health Program -Physical Fitness 1. All 1111n19enent employees will receive ~hys1cal examinations in accord- ance with Policy and Procedures No. 2·7. b. In accordance with the recClllllndat'fons of the medical doctor an employee 11ay undertake a prescribed physical fitness program. Employees parti· cfpating 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 maxinum of $1000 per fiscal year for each aanagement enp1oyee and shall include the following benefit items: a. Life and LTD insurance premiums for City.sponsored plans. b. Excess medfcal/dental expenses for employee and dependents which are not covered by existing City-sponsored plans. c. Excess se1f·1114'W'Overaertt items which are otherwise approved but exceed the reimbursement Hanft under H.1. above. If the full excess benefit reilRbursenent is not used during the fiscal year the difference between the 11ROunt used and the 1111ximum (or pro rate maximum} 111y be applied at the •loyee's option to deferred ccmpensation under the City Plan. . F. Parking in Civtc Center Garage The t1ty shall provide 911Ployees parking privileges in the Civic Center Garage at no cost to such employees • ................. ______________________ ~~~~~-~