HomeMy WebLinkAboutRESO 6148!
I ---, ORIGINAL
RESOLUTION NO. 6148
RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO
AMENDING THE COMP EN SAT ION PLAN FOR MANAGEMENT
PERSONNEL ADOPTED BY RESOLUTION NO. 6060 AND AMENDED
BY RESOLUTION NO. 6113
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 No. 6060 as amended by Resolution No. 6113 hereby
is amended as a result of the adoption of the 1983-84 budget.
SECTION 2. The Compensation Plan as adopted by Resolution No.
6060 as amended by Resolution No~ 6113 is amended as set forth in
Exhibit "A" attached hereto and incorporated herein hy reference.
SECTION 3. Except as amended herein, all of the terms nu pro-
visions of Resolution No. 6060 as amended by Resolution No. 6113 shall
remain in full force and effect.
SECTION 4. The Cc. unci l finds that this is not a project under the
California Environmental Quality Act and, therefore, no environmental
impact assessment is necessary.
INTRODUCED AND PASSED: JU 1 y 11, 198 3
AYES: Bechtel, Cobb, Eyerly, Fazzino, Fletcher, Klein, Levy, Renzel,
Witherspoon
NOES: None
ABSTENTIONS: None
ABSENT: None
APPROVED:
APPROVED AS TO FORM:
c& 'eXA' d A . City Attorney
.c;o of Personnel <
~-~ ; .-_-/./? C--7-7./'J ----~7 4,-t/ z / ----} ,,-_,,L -/ • -,r -, /""-"(-/ d-.A"
/_/ D{ rector of Budget and
,, Resource Management
I
CITY OF PALO ALTO
COMPENSATION PLAN
Management and Council Appointees
Effective: June 25, 1983
COMPENSATION PLAN FOR THE CITY OF PALO ALTO
Management Personnel
SECTION 1. MANAGEMENT SALARY PLAN
This management salary plan applies to all non-Council-appointed management positions
listed in Table I. Each Council-appointed officer shall be the responsible decision-
maker under this Plan for those employees in departments under his/her control.
A. ~nagement Salary Policy
The City's policy for management salaries is to establish and maintain a general
salary structure based on marketplace norms and internal job alignment with broad
sa1 ary grades and ranges. Structures and ranges wi l1 be reviewed annua 11y and
updated as necessary based on marketplace survey d::ita, int.arnal relationships,
and City financial conditions. Special needs of management categories including
supervisors, administrators, professionals and managers will be addressed.
Individual salary adjustm~nts wi11 be con3idered by the Council-appointed officer
based on (i) performance factors inchiding achievement of predetennined objectives;
(2) pay structure adjustments; and (3) City financial conditions.
8. Basic Pian Elements
Structure. The salary plan wi11 include a salary structure consisting of approxi-
mat~ly fifty grades. Each grade will have a control point which is used for
budgetary purposes. All management positions wil1 be assigned an appropriate
pay grade based on salary survey data and internal re1ationships. 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% above the control point. Actual salary
within the range is determined by performance. The nonna1 working range within
which most actual salaries will fall wil1 be within~ 5% of the control point.
As needed competitive marketplace studies w111 be made of 10-15 cities similar
to Palo Alto in number of employees, population 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 inc1ude position-by-position compari-
sons using marketplace and internal relationship data. Depending on the results
of these studies, the ~ntire pay grade structure may be adjusted or individual
positions may be reassigned to different pay grades. Such adjustments will only
affect the salary actministrat'on framework. No individual salaries will be
changed because of structural adjustments.
Salar~ Increases. All individual salary increases will be earned as a result of
performance, achievement of objectives, or growth within the position (for recent
appointments). Two types of increases may be earned. Satisfactory and above
perfonners may receive base pay increases (percentage of fixed dollar amounts
e
COMPENSATION PLAN -MANAGEMENT
Page Two
added to base pay}. Guidelines will be established for base pay increases.
The second possible type of increase is in the fonn of special perfonnanc~
premiums of fran 1-15% based on achievement of predetennined objectives
established under a perfonnance planning and appraisal program. With respect
to each Management employee who is awarded Special Perfonnance Premiums, each
calendar year the City shal 1 "pick up'' such employee's mandatory contribution to
PERS to the extent of the employee's Special Perfonnance Premiwns. Such pick-up
contribution shall, to the extent provided herein, be paid by the City in lieu
of the employee contr1butions notwithstanding the fact that such pick-up contri-
butions may be designated as employee contributions for purposes .of PERS.
Special Performance Prem1ums are open to all sat1sfactory and above perfonners.
Requalif1cat1on is necessary for each appraisal period. Department ~ead and/or
Council-appointed officer approval ts required for all base pay increases and
performance premiums-All salaries, both base pay and perfonnance premi1m1s,
must fall w1th1n pay grade limits.
Budgeting. Each year the City Manager will propose for Council approval a
salary budget 1ncorpo~ating the requests of each Council-appofnted officer
which will include amounts suff1cfent to implsnent base pay 1ncreases and per-
formance premiums. The salary increase budget wfll be based on the following
factors: Canpet1t1ve market, changes 1n internal position relationships, and
the City•s ability to pay.
Perfonnance Appraisal. Determination of performance will be made annually by the Council-appointea officer and dep&rtment heads. The following questions
will be addressed: Is the department, division, unit or activity meeting its
objectives? Is the employee perfontiing as a manager 1n accordance with pre-
scribed dut1es and responsibtlities of a manager? Employees who are appraised
as satisfactory or above wil1 be eligible for base pay and perfonnance premiums
according to establfshed guidelines. The management performance plan will be
developed by the employee and his/her supervisor prior to July· of each year
and wtll cover the fiscal year. The plan will require concurrence of the
deeartment head and/or the Counc11-appotnted off1cer. Progress toward meeting
objectives will be reviewed at 1e~st semt-annua11y. By July of the following
year. supervisors w111 make a f1na1 determtnatfon on performance and will make
salary recomnendations to their department heads based on salary payment guide~
iines.
C. Management Salary Authorization
1. Council-appointed officers are authorized to pay salaries in accordance with
this plan to non-Council-appointed management employees in an amount not to
exceed the aggregate of approved management pos1t1ons budgeted at the control
points ind1cated in Table I for the fiscal year 1983-84. In addition,
Council-appointed officers in aggregate are authorized up to $100.000 to
apply toward perfonnance premiums for 1nd1vidua1 management employees who
qualify under the provisions of this Management Salary Plan. ---
COMPENSATION PLAN -MANAGEMENT
PAge Three
2. Indfvidua1 mana~ement salaries authorized 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 author1zed in Table I of this plan. A portion
of the authorized salary may be given 1n the form of Superior Perform-
ance Premiums based or1 achievement of objectives.
3. The Council-appointed officers are authorized to establish such adminis-
trative rules as are necessary to implement the Management Salary Plan
subject to the 11m1tations of the approved salary increase budget and
the approved grade and control point structure.
4. In the event a downward ~djust.'llent of q position grade assignment in-
dicates a reduction. in the established salary of an indiv1dual employee11o
the Council-appotnted officer m~y, 1f circumstances warrant, continue
the salar1 for such employee 1n an amount in excess of the revised grade
lfmft for a reasonable eer1od of t1me. Such fnterim salary rates shall
be deftned as "Y00rates.
SECTION U. SPECIAL COMPENSATION
Personnel covered by thfs compensat1on plan, in addition to the salary set forth
in Section I above, may receive special compensation as follows. El1g1bfl ity
shall be in confonnance with the Mer1t Rules and Regulations and Adm1.nistrative
Directives issued by the City Manager for the purposes of clarification and
interpreta t1on.
A. Annual Adjustment
Annually, each employee who holds a regular full-time appointment in the
municipal service on or before July first and continues in such status
through the first day of Pay Period 25 (in December) shall receive, in
addit1on to the salary prescribed here1n, 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 followfng. Annual adjustments shall be prorated
to reflect appointment from January 1 through July of the current year.
or interrupted service durfng the year.
COMPENSATION PLAN -MANAGEMENi
Page Four
8. Overtime, Work.1ng Out of Classification, an<!_ ;n-Lieu Ho1idayfil
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
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:
Period
1. Appearance on scheduled
day off.
2. Any or a11 court time
during scheduled shift,
.or court time is irmie-
diately beginning or
following shift.
3. Appearance on scheduled
work day but not during,
ill1llediately before or
intnediately after
scheduled shift.
D. Nigh! 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
Minimum
4 hours
None
2 hours
(2 hour minimum
may not run into
shift time)
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 3:00 a.m.
N19ht shift premium ~il 1 not be paid for overtime hours worked or to Fi re
personnel assigned to shift duty.
E. Unifonn Purchase Plan -Police Personnel
Unifonns will be provided with replacement provisions on an as-needed basis in
confonnance with department policy.
F. Group Insurance
l. Health Plan
The City shall pay all premium payments on behalf of employees who are
eligible for coverage under the health plans as described in Sub-section
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 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 per quarter of medical p1an premiums on behalf of management
employees who retire from the City under service or disability
retirements. The retiree ~~Y se1ect any medical plan. The plan may
cover eligible dependents as defined under the City Employees' Health
Plan. No reimbursement will be made for plans providing benefits
other than medical and health benefits.
2. Dental Plan
The City shall pay all covered pian 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 term of this compensation plan.
4. Long Tenn Disability Insurance
The City shall continue the long term disability insurance plan currently
in effect for the term of this compensation plan. Employee 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 in excess thereof.
For those employees without eligibl~ dependents covered under the health
plan provisions~the City ~ill pay up to $8 per month toward lon~ term
disability insurance premiums. For those employ~es without eligible
dependents covered under the dental plan provisions, the City will pay
up to $12 per month toward long tenn disability insurance premiums.
G. Police DeJ?~rtment -Personnel Development Program
Pursuant to administrative rules governing eligibility and qualification, the
following may be granted to sworn police per~onnel:
P.O.S.T. lntennediate Certificate:
P.O.S.T. Advanced Certificate:
5% above base salary
7~% above base salary
COMPENSATION PL~N ·· MANAGEMENT
Page Six
H. Management Benefit Program
All City staff management emp1oyees 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 ttiis 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. Professionai Development -Reimbursement
Reimbursement for authorized self-improvement activities will be granted
up to a maximum of $500 per fiscal year for each mandgement employee and
shali include the following benefit items as defined in Policy and Pro-
cedures No. 2-7:
a. Civic and professional association memberships
b. Conference participation and travel ~xpenses
c. Educational programs
d. Professional and trade journal subscriptions
e. Doctor-prescribed physical fitness program as indicated under 3b
of this section
2. Professional Oevelop;nent -Sabbatical Leave
Authorized paid leaves of ab~ance for up to one year will be granted in
accordance with th~ following requirements:
a. Sabbatical leave program shail be ber.eficial to the employee's job
assignment.
b. An employee's joo 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 exchanges,
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 emoloyee's performance
record. Each paid sabbatical leave will be limited 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.
COMPENSATION PLAN -MANAGEMENT
Page Seven
3. Personal Health Program -Physical Fitness
a. All manage,nent employees will receive physical examinations in accord-
ance with Policy and Procedures No. 2-7.
b. In accordance with the recomnendations 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 wi11 be granted up to
a maximum of $1000 per fiscal year for each management employee and shall
include the following benefit items:
a. Life and LTD insurance premiums for City-sponsored plans.
b. Excess medicai/dental expenses for emp1oyee and dependents which
are not covered by existing City-sponsored plans.
c. Excess se1f-ir::provenrent items which are 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 a.pp1_~-~ -~t the _employ~e 1 s op~iory to __ d~ferred compensation under the
City Plan.
I. Automobile Expense Allowance
For those employees whose duties require exclusive use of a City automobile,
the City Manager may autho~ize payment of $235 per month in lieu thereof.
J, Parking 1n Civic Center Garage
The City shall provide employees parking privileges in the Civic Center Garage
at no cost to such employees.
K. Expense Allowance
Per Pay period Per Month tA~2rox.}
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 -MANAGEMENT
Page Eight
L. Reimbursement for Relocation Expense
Policy Statement
The City of Palo Alto will provide a Basic Relocation Benefits Package for all
new management employees. In add it ion. upon the approval of the City Manager or
designated subordinate, Reloc~tion Benefits will be available to non-management
positions. Provisions of •Optional Benefits" or portions thereof. are intended
only for rare instances and requires the approval of the City Manager.
PROCEDURE
Qual ifica.t ions
In order to qualify for relocation benefits, the followi;1g conditions must be
met:
1. The employee must qualify for Mo\fing Expense Deductions as contained in the
Federal Tax Regulations for the year in "'1ich the move occured.
2. Actual reiocation, or contracts designed to establish a fii.ed domicile, shall
occur within six months of the initial date of emplo,Y1J1ent.
3. Existing employees promoted to a covered position are not eligible.
4. Recordkeeping requirements will parallel those required for e~pense
reimbursement for travel, conferences and m~tings.
5. Provisions of optional benefits is contingent upon acceptance of a one-year
emplojlllent contract with the City. Failure to complete the full one-year
term will require repa)'ffient of those benefits on a pro-rata basis computed on
tne actual time of City service,
Basic Packag_e
1. Employment Trip -Actual and reasonable expenses will be provided or reintiurs~d
by the City for travel costs. meals and lodging for candidates out of the local
area. The local area is defined as all cities or towns 1oc.ate(1withina100
mi1e radius of the City of Palo Alto. Travel costs reimbur~ement is restricted
to the lesser of conwnon carr;er rates or the established City rate· for
.automobile use. Costs for meals are restricted to the established City per
di em rate~~
•
COMPENSATION PLAN ~ MANAGEMENT
Page Nine
2.
3.
4.
.. ----------------~---· En Route Ex~enses -Direct ccrrrnon carrier transport at ion wi 11 be provided iri
tull for a1f hm11y mP.mbers. Automobile expenses are limited to two vehicle!.
at the establis.hed City rate with a minimum of 350 miles per day to be
traveled. Per diem h allowed at establhhed City rates for employee and
~pouse/mate and at 50% of the employee rate for dependents. Travel days
allo~ed are limited to the actual mileage divided by 350 miles per day.
Lodging is reimbursed in full on an actual and reasonable basis for _all family
members.
Household f.oods Shi~ent -Full costs will be paid for the shipment of all
personal 1tems normaly CMS idered "HousehO 1 d Goods •11 Items excluded include
Recreational Vehicles, Firewoodt building materials, sand, boats, airplanes,
and perishable items such as food or plants. Shipment of up to two automobiles
is permitted. Storage of household goods wi11 be provided for 30 days.
Professional Relocation Counse11;n~ -hi agency designated by the City will
provide help to tfie employee 1n _t:eir relocation effort~. Information to be
provided include items such as financing, home and rental iocations,
transport~tion. weather patterns, schools. recreation, etc.
Qe_tiona1 Benefits
l. Disposal and Purchase Costs -Ttle City will cover costs that arhe in the
disposal and/or purchase of residences:
a} Costs to break . ..an exhting lease will be covered up to a -total paJ'Reflt of
three times the current 11anthly rentdl rate.
b} Real ~state cocmiissions up to 61 of the sales price.
c) Hon-recurring closing costs on both purchase and sale {uPoints• on purchase
of residence are specifically excluded).
2. l:Jridge Loan -The City wi 11 arrange for a 90 day interest free loan up to 9oi
of an employee~ equity in their current residence as determined by three
independent appraisals. The assumed Fair Market Value will be the average of
the two highest appraisals, providing those appraisals. are within 5~ of each
other.
3. Third Party Purchase -The.City will arrange with a third party to provide an
irimediate offer or purchase for an emp 1oyees current residence. ( Thh item
would include many of the benefits cited in options above.)
4. Mortgage Interes.t Differential Payments -The City wil 1 provide
Tuterest Rate D1fferent1al Pa,YRtents under the guidelines of the federal Uniform
Real Property Acquisition and Re10Cittion Policies Act up to a maximum of
S300/month for 36 mor1ths.
COMPENSATION PLAN -MANAGEMENT
P1ge Ten
5.
6.
Misce11aneous Expense -The City will pay Mi::.cellaneous expenses ass.ocit1ted
with the relocat1on. The amount shall not exceed $1,000.
Temeorary Livin~ Expense -Up to thrity (30) days t~mporary living expenses
wil 1 be av all ab e under the fo 11 owing guide l foes:
lodging -100% of actuai and reason ab 1e costs for a11 f ami 1 y members.
Per Diem -1ooi of the estab1ished City rates for emp1oyee and spouse/mate and
501 of the establi$hed City rate for dependents for the first 15
days; ~of the established City rate for enp1oyee and spouse/mate
and 25% of the establ1shed City rate for dependents over the last 15
days.
Car Rental -Up to 30 days rental for a single vehicle is available until such
time as the employees persona1 vehicle becomes available.
7. Househunting Exeense -The city will provide expenses or reimbursement for one
nousehuntrng tnp for both employee ilnd spouse/mate. The trip sha1l be limited
to a maximum of seven days. Travel expenses are limited to the l4!sser of
conmon carrier rates or the established City rate for automobile use. lodging
1s provided on an actual and reasonable expense basis. Per Diem expenses are
allowed according try the established City rates. Expenses for chiloren are not
covered.
R~ulat \ons and Gu'ldel ines
1. Tne City Manager~ or designated subordinate, will institute and re~ise internal
procedures to assure the efficient delivery of services to the new employee and
minimize costs. to the City. This will include the determination of titiether
direct City payments. advance of funds or employee reimbursement is most
appropriate for a given program element or employee.
2. The City Manager, or designated subordinate, will determine the appropriateness
of in.clusion of specific items in this program that arise as a result of "grey
areas.I!
3. Expense~ incurred by the Employee during relocation which are not covered are:
a. Payments to friends for assis~ance.
b. Automobile repairs.
c. Costs. incurred during the relocation but not directly related to personal
transportation or forwarding of household belongingst i.~. uninsured losses
d~ring transit, entertainment expenses. etc.
CUMPEMSATION PLAH -MANAGEMENT _
Page Eleven
4. Budgeting of all Relocation Expenses will occur in the Personnel and Utilities
Department~.
5. Upon appr~val of the City Manager. proYision of benefits under the section
Hou~ehunt1ng Expense.'~ and Professiona1 Relocation Counselling may be provided
before an enployee formally accepts an offer of employment with th~ City.
M. Retirement
Effective with the pay per1od inr.luding July 1. 1983, the City shall "pick-upff (pay)
seven percent (71) of the employee's mandatory Public Employees• Retfrement
System (PERS) contr1but1on. such pfck-up contr1butions shall be paid by the
City in lieu of employee contributions notwithstanding the fact that such
pick-up of contrfbut1ons may be designated as employee contr1butfons for purpases
of PERS.
TABLE I
Page Nine
CITY OF PALO ALTO COMPENSATION PLAN
Council-Appointed and Elected Officers
APPROX. EFFECTIVE DATE e APPROX. MONTHLY PAY PERIOD
CLASS COOE TITLE ANNUAL SALARY Bl-WEEKLY HOURLY INCLUDING -·-
001 Ci'ty Counci"lperson 4,800 400 184.62 January 1 , 1982
002 . City Manager 69,768 5814 2684.00 33.55 July 1, 1982
003 City Attorney 55,596 4633 2138.40 26.73 May 2, 1982
004 City Controller 46,596 3883 1792.00 22.40 July 1, 1982
005 City Cl erk , 38~652 3221 1486.40 18.58 July 1, 1982
CITY Of PALO 't.TO C0"PElltS.rJOJf PUN
"iMA,[ft[NT ~EKSO~N[l
Eff£CUvr June 25, 1983
cuss: GIUK CONTROL APP It OX APNOX iPPll'OlC HU ft TITU: Cot£ P.Ol.V Altll:UAL AI .. tll'l Y ... l"
lOi A((OUlllTING :£UPV '98 2 .. lf.37 21 .. 2'1 .. J.1li!lf.MJ J. ... Dh
10}, Atft P(IUONIW[L SEO. lfti 2 .... , .. 35 .. ll3& i ... ne.1to i.1.c3
J.71 UftU1 .PIJ&LlC 111o•s:s "ti! ·e .. t.-t1 32. :l\i .. l-.i!lfll.6(1 l.!i • .sr..
103 &JftIN ~EAL P~O~E•TY 35 J .. ;ab 1tO .. i.lf3 l .. 51.3.20 i.,.s ..
1.-23 &8rtIM SOC • C:ON SVCS 115 i!1t.i1 3hS311! l•lli!.80 U.lo&. e
\Ott O,.Ifi . ?Of!II,.t; 3'1 3.220 36 .. i.•u, i.1161..110 u.w
HS un 9UIL~ OFf'lCUL 35 3.HI. .. o.,a..113 J. .. sa.!.ao Ji,'t.51f
J.DI UST CITY ATTY .Ji! J .. ra.s.s lfl .. M.7 1' .. &.!1.lO i!laU"I
l[l't ASST CITY Cl£h: 5D i?1JlS ;n.1Aa l•il.&.10 u.~
1117 ASST (lty ftANA'[R 2ft ... •ns 51•705 ~ .. 111.s.lrC cS .. 62
IAJ ASU Jiit PU8\.JC .,111$ i'I! 3 .... 415 llf7•Jlt0 J.•HD.60 2i.71.
in un tiff UTIL OPWS ii. ... css u.01.11 i. .. -. ... oo 21t.5S
lei! ASST ..IU UTlLUJft ilit •hi!55 Slo.01.4' } ....... -. .., ill.SS l .-""'" •"e ASST II~ ~TIL/EN Pl.' i!3 -·U'I .55 .. 076 i•lll .. lllD c&. • ..a
U"i ASST II~· UTil.1£K i!t. .... iS5 u,ot.te J.., .. ~DIJ c-i • .ss
lll UST Fllli!t CHIEF Ji 3.51..5 ~.1a.s ••t.1ts.1oo cu • .s1 49. '
UJ ASST SUPT .WM "'"'ltfS ~7 3.zao 36 ........ 1 .. "61. • "° H.56
) . .,. ASSY SUPT woe OPtlS 31 3·lim .......... i ........ 16.56
WU. ASST TO CJTY "A i'I 3.0H Jl..71i i.1ru.au n.:i. > '"" AST CHIEF POUC£ i!l .... i.~ ..... , .. s 1.-w1s.1?0 23e"I~
) Hlo &An ALI ON CMIEf• Jlt 3,.tt'U 1111.1011 li•WJ•.oo ilioD5 "
l'¥1 8Ul(.(T•OtlE.ll AllllYST ... i•?ttlt U111'11. 1.i!71o.on U.'tS .)
Ufl CftlEf I.fl K t ilJSSI £( H J .. 56.s lti?.11i i • .-s.t.a iD.51 .,
CITY Of PALO AlTO COltPEWS•TJON PLU1
"•NA'E"iNT PtP~O~-EL
EFFECTIY£ June 25, 1983
Cl ASS GR•tE CONTROL Al1P1;10X APP"Oll &~PROl
NUl'I TITLE cotE POINT ANNUAL 91-Wll:l Y H~L 'I'
J.2 .. CMIEF Eh GR ElECTftJ{ n 3 .. 7"7 ........ !., 1 .. 12 ... 1.0 i:l ... c
J.'20 ()'I[F EJiGlt l!6S UTll n 3,.7117 'ilh't~"I h7i.l ... "a 2i..b2
CGjl 04JEf OfFICER-sue 311 3 .. 41!. 111 .. 1011 \ .. bOll.00 \!O.LS
112 CHIEF PLG OHICIAL 3i: 3 .. bS5 lfh6'-1 lo·b87.20 d.G-,
U? COG£N£RATION PRJ "'"' 3c 3'1:t.U lt3w!i.? :ht.~7.20 Cl.D-,
i.SO. CON ~ SvlAR ~RO' ,.,tt 3i> 3 .. 302 .i'1 .. 1.21t l .. Sl ... 00 J,'t. i:i~
J.25 CONSERV SVCS COORt It& c-...-11 i"I·~ .... hli!ti&.611 1.11.oi.
!.'IS (001'1> conl'IUNlO SERV 33 3,.51.,5 162 .. 76S i .. 1.•s.1.0 i?D.57
no COOltJ ltGT lflFO SVST. 36. 3-.3Dc 31 .. i.21t 1 .. s2tt.OD } ... IJ5
UJ. coou ~"" R£SIUY 3AI :t.1t?.5 111.1011 :r. .. ~ .... DO iD.05
Ult coon SUPCIORT SUV J1 l•i!i!D 31•!.1!6. lo .. ""' .. "° u .. sa
) 1-.0 CiOMI.. SOLAR PRO,WAft 1111 i! .. "t~D Jll.'lll 1,.~3.if] loio,. 7"1
l.H IEPTV·lIR P-/OPERS :n h5Ao5 "lll<l115 1• bllf 5 • idJ ~Q.S?
)
li .. IIR AllrTS • SCIENCE: JO 3 ....... ...... lllf i..n ... 110 i!i! .. W
li!I )lit BU"ET • RES "" er.. lhi!15 U-.Oi.il 1,-.. ... ao i!ll.$5
l"'-'"~ 'Jiii" t.lllUJ" ltli"f J7 J .. 210 M·i.""' 1 • ..; ... 11111 .u.ie
, . . . .
U1 IU U81U.ltIES JD J ...... , ._._, ._-"'-" Ull i~n ... ..., 1a.w
) U7 u• PAltll'S-O~llt SP "'' J3 J-.!a .. S lti?• 7H :ai ...... s.wi i!D. S7
:UJ Hit PD SOH~EL SVCS i?L lhi!55 .U-.Dit~ i .. , ... aa ill.SS
J
Hit IU Pl.Alt/COf'll• ENV!I i!l 14.,54, 55.D~! i! .. UI. Ill' i:'lo.liA
• u .. Ult ~L'\t{~/R[P'O SVCS JS 31. J&i. 110 ... •J l•Slo3.2D l"l.51t
us DU P"l(IfY Ul~lt cl .... aa-. 5711119111 2•i!i!& .. ao i:1.6!.
)
H1 IU RECRU. Tt .. JC J ... .-.. 11th .. Ult 1,7711.llO i!c .. u
I ,
CIT'f Of PALO Al. TO CO"PE~SATJO~ PLAlt
l'IU A GE"E NT P[RSOtiMll£.L
[fFECTJYC June 25. 1983
cuss ..-nc CPHOL APf>l'O• APPROX APPROll
\. .. Ul'I TITLE enc POJ .. T J.fOl•JAL lfI41fl Y .. RU
HD IIR soc • COl'll'I SVCS t?S .... J6.i! se.1.s1 i! .. 013.lirD i!S.H
HJ Hit T!Uri!SPORnTION n J.1'17 "'" "'""' l• '1i!"I •. loO i!lob2
li!l Hit UTIL1TI£S lolo s .. i..10 .. , .. 3~"1 i!.~ ..... o Jc.H
:UJ EttPlOYEE )E\t"T COOR) It:) ih 7\.11 J3.J.71t 7.·i•i..i:m 1.5. "t5
Ult EXECUTIVE ASSIST••T lfJ a .. n.• 33 .. 111. hi!71 ... 0D 15.'IS
J.liS fAClLITICS E~'INC£K )If 3 ... 1s ,.1 .. 706' l .. WJ ... DC 21i.llS
D"t't FIN f3UN 01'1 n ;.,, .. , _ ......... l•7i! ... Wr i!J..W
13, fll[ CHICf c" ...... )5 n .. 1os i! .. tf.5 ... o eS.&i!
l .. J, filt£ l\A&SHAll. J't -J.1175 lii1.1011 1 .. ~01t.oo. ii!L.05
l•D ft~NA£CftENT ASSISTANT .Sl i! .. isi. i!l•DH 1 .. 0-1 .. Wt 13.0i
I.
J,,6 niNA~• ~oss CONTROL $16. J•JDl J"t .. liri!ill :h5i!ll.DG itt.as
) Gii. na•~I., AttaORlST ltS i!..Jllo i!l•Ult i.o-u..60 J.1.n , .... NII CO"NJfflClr OtlElt Ill i!·'llD ~·"li!J J,,]ieJ.IG i ... 7"'
' ... , R'R CUI.TUI:~ CE~TE• .... C! .. n • .s JO• 11•· i. .. u ... aa Jolt.IQ
lolt.'i ftGll HU PRKESSJWO 13 3,.51.5 .. 2.1es l•l.'IS.l.D · cD.57
Jolla ""' LIB attANCMES ... z .. 51.s Jlh161f i. .. 14111.00 lll.llU
lr7S ""' ftAlM lIB s~cs ... ch5i.5 3G·"111f 1.u ... oa l.1it.1u
) Dal ftGI PUfliNING PltOJ J1 J..oa. .. 31.. ?Ji l•llU!.&D .H.lidt
170 "P U.TU • lt£5S Jll 1.•ns 1th?Q11 1 .. &.0111.00 cu.us ,
ftGlt TECH S£R'IS u.n lt5 1hl.i!7 :n.sR J.•cJ.C.!D is.Mo
) l-'-S "'" UTll fIN/At" $¥( n. J .. 1117 ""•"'"" l·~·"° i!:. .. ~
l"llt M~~SG IRPT llt(i a-.•11o n .. na i.ra.-a n.i!3
' IJ'lfa POUCE CAPTlH n :t-1'1 .... ""'" l • '12"1! • WJ i!l.lti!
)
..
CITY O' DALO ALTO CO~P£~SATJOH Pl.AN
"'NA'E~~T PCRS011tM£l
EHHTlVE June 25, 1983
cuss QtU£ COMTltOL &PPROll U'PROll APP!tOll
~till TITLE CotE POlNf AlltllttJAL et-1d'LY l>tlifLY
[j'tt, POLICE CHIU &!3 .... 56, !15• Cl 7& 2 .. :u& ... a ei..11&
O'tO POLICE LIEUT 31. 3 .. 31:.c 3"1 .. t.2111 l·!i<?14.00 l"l.05
152 Sit HST CITY •TTY c1 .. ~ ...... "'"" 7,S l•"lS .. cD 23 ... lf
J.1.7 STAff/tECRUITER SP£< lb 3,3()~ 3, .. 1.a11 l..521t.,DD li"l .. os
l.,l SUP[KVISlM~ 9UY£J 116 2 ... :37 c''l.i!1ti. l•l.C ... Ml :i.-..oi. '~
H7 SUPERVISIN~ CM,INE£1t .S• 3 .... 1~ itl .. 70• l•ltOit.00 21.i.05
), .. 3 SUP£1tv1so• CO"" HNT n c ... •u,D jl4 ... l3 i..1111 .. ~ lil.. 7"I
155 SUPT AflllUl SU¥JCE il.S i.,loi1 3], .. 5]2 hi!J.i!.AO lS.M.
HS l:UPT ELEC FUU OPElt Jll 3., ... itl.•1311 :h7711.llCJ l~.J.4
J,911a SUPT GOLF COUl!SE 'ti' C! ... 137 311 .. a .... · 1.30 ... Wl u ... 31
151. SuPT OPCR-CONST ¥&S 33 3 .. ~ .. 5 ~.7&5 1 ...... .s.w:i ca • .ra1
) lltlt SUPT itEClltUTIOtt II[; c.,a .. ,i5.&J6 l.na.llO )7.&!3
~'-c su.-v ~K stR'IJCU SJ Z-.J.it'\ i!S-.7 .. i! .,.i! .oo J.i.ttD
)
D"t7 SUPV IATA PROCESS!•' .. i! i!.137 Jlt .. Dlt" ],.30 ... 1.0 li'-.31
lllt SUPV ELECT SYSTEftS 31 1"i!iD :;a ..... '" l • tf&b·.cto u.sa -~.
W.6 SUP¥ EQUIP ft~T .... i? ..... 7 ::.a.1 .... hiltll.eD lS. Si -lU SUPY fAClL "". .... i! .. 51.i 30 .. 1a11 1.1~11 .. 00 1111.&D
) llo .. SUPV Jff l'IU SEU" .... i!.5i..S 30.u .. l•l&•.DD l ... IG
173 SUPV Paar "Altlt 117 i! ....... c: ....... 3 ~ .. uJ.t.0 l ... lfi?
' J.?i! SUPV PA«(S•OPM SPC£ -.s i? ... ii!? n.s1" i..cl.c.&a J.!a. Jilt
I ), 71t SU11'1 JllU9l.IC ¥OHS lit5 i•"i' n.sn hil\i! .. 6il lS.ll.
lilt StJPV R(.P416 • rtAJL 53 ~dlt'I as .. 1"i' ""l,..OD li:?o:'IO
> 111. SU;tY ltUOUE COLL Ill c .. ttn C".a•111 h~tt.IO l1t.m.
' •
I
.
~ _;
'
)
}
,
~~j;:: .,_
)
~
I
·-
CITY Of PllO AlTO COftP£MSITiott Pt.l.N
MA~A'["ENT PEISOfllff:l
[ff£CT%\r£ June 25, 1983
Cl ASS
NUft TITLE
li"' su~v SHOP • ru-111,s
Mt'-SUPV SUPPo•t SE•VICE
• 71 SuPV Tl4(1.Tlt£ PR°'rs
061 SUPV UTll HU • IM'
l?"t SUP¥ UTILITY !ERVS
110 SUPV JP.'-s
_lH SuPV uat(• Tltll9•
Ml. SIPI MC fP£1t
156 ~·CMEftlSf Wtc
H'I ua ... fttlUTElt
~ llTIL A(Cf/81~T AMAL
Ml-V£T£R1M,.1AM
~ lfM£M0Uu Sbtl!V · 0 ••.
GllOE CHE
COJITR~L IU'PJtO• APPlfOll A PH OX POINT AftNUAl. AJ-WICL'f' .. ltl't'
i•AJ7 111 .. a .... J,. 3tl" .&.O • ... n
i .. lf37 i!"t.C! .... J. .. la ... AO l."·Dh
~.51.5 30·161t hl61J.tll J.~.eo
J. lit(; n.i.1~ lo ....... " "'° H.l>C!
i•"'Ml Jlt·"i1 J,., 3 .. J.iD 11 .. 1't e
i·631 31t·ll•" .1.:;o1.11.o M..n
i .. ,, .. il•436 J..37a.lfD :u.1:1
~·'lllO lS.&n i..nt .. tlO }.7.ii
a .. •n Jlt•D'" :a. .. 311 ... wi itt.n
i .. w1 »--He 1 .. n2.1n Ui .. J.li•
i·"ll&. JS .. IH 1.m .. ~ i.7.cJ
1 .. s..s "2•'11$ i. ..... s.UJ iD.Sl
ihH" n.uai l•G•t-11.WI u.aa