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HomeMy WebLinkAboutRESO 6149ORIGINAL RESOLUTION NO. 6149 RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO AMENDING THE COMPENSATION PLAN FOR CONFIDENTIAL PERSONNEL ADOPTED BY RESOLUTION NO. 6055 AND AMENDED BY RESOLUTION NO. 6114 The Council of the City of Palo Alto d~es 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. 6055 as amended by Resolution No. 6114 hereby is amended as a result of the adoption of the 1983-84 budget. SECTION 2. The Compensation Plan as adopted by Resolution No. 6055 as amended by Resolution No. 6114 is amended as set forth in Exhibit •Aw attached hereto and incorporated herei~ by reference. SECTION 3. Except as amended herein, all of the terms and pro- visions of Resolution No. 6055 as amended by Resolution No. 6114 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: July 11, 1983 AYES: Bechtel$ Cobb, Eyerly, Fazzino, Fletcher, Klein, Levy, Renzel, Witherspoon NOES: None ABSTENTIONS: None ABSENT: None c t APPROVED TO FORM: ~Ii,.~ APPROVED: nag er c~ l.>T'~cnor of Personnel / /~'*~-~~ ~-~0/ /~ Director of Budget and ~ Resource Management CITY OF PALO ALTO COMPENSATION PLAN Confidential Personnel Effective: June 25, 1983 COMPENSATION PLAN FOR THE CITY OF PALO ALTO Confidential Personnel SECTION I. CONFIDENTIAL SALARY PLAN This confidential salary plan applies to all positions designated as confidential listed in the salary Table. Each Council-appointed officer shall be the responsible decision-maker under this Plan for those employees in departments under his/her control. A. Confidential 5a1ary Policy The City'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 will be reviewed annually and updated as necessary based on marketplace survey datay internal relationships, and City financial conditions. Individual salary adjustments will be considered by the Council-appointed officer based on (1) perfonnance factors including achievement of predeter- ~tned objectives; (2) !>IY structure adjustments; and (3} City financial conditions. B. Baste Plan Elements Structure. The salary plan is based on a multi-grade sal~ry structure. Each grade will have 1 control point which is used for budgetary purposes. All confidential positions will be assigned an appropriate pay grade based on salary survey data and internal relationships. Al 1 positions assigned to a pay grade will receive salaries which are no less than 251 below the control point and no more than 15S above the control point. Actual salary within the range is detennfned by performance. The nonnal working range within which most actual salaries will fall will be within .:!:.. SS of the control point. As needed cmapet1t1ve marketplace studies will be made of cities similar to Palo Alto in number of employees, population and services provided. Depending on the results of these studies~ the entire pay grade structure may be reassigned to different pay grades. Such adjustments will only affect the salary administration framework. No 1nd1vfdual salaries will be changed because of structural adjustaents. · Sll~lncreases. All 1nd1v1dua1 salary increases will be earned as a result o1onaance. achievement of objectives. or growth within the position (for recent appointments). Two types of increases NY be earned. S.tfsfactory and above performers may receive base pay increase$ (perce19tage of fixed dollar amounts added to base pay). Guidelines wilt be established for base pay increases. The second possible ~ of increase is in the fonn of special per- fonaance praahas of from 1-151 based on achfevenent of predetenn1ned objectives established under a perforw.nce planning and appraisal progru. COMPENSATION PLAN -CONFIDENTIAL Page Two With respect to each Confidential employee who 'ls awarded Special Per- formance Premiums, each calendar year the City shall .. pick up11 such employee•s mandatory contribution to PERS to the extent of the employee's Special Per- fonnance Premiums. Such pick-up contr1butfon shall, to the extent provided herein, be pafd by the C1ty in 11eu of the employee contributions notwith- standing the fact that such pick-up contrtbut1ons may be designated as employee contrtbutfons for purposes of PERS. Special Perfon11ance Premiums are open to all satfsfactory and above performers. Requalif1catfon is nec~ssary for t!ICh appraisal perfod. Department head and/or Counc11- appo1nted offfcer approval ts requf red for al 1 base pay increases and per- formance premiU111s. All salaries, both base pay and performance prea1ums, must fall w1th1n pay grade 1im1ts. Budget1~. Each year tfte City "-nager will propose for Counc11 approval a salarydget tncorporat1ng the requests of each Counc11-appo1nted officer which w111 tnclude amounts suff1c1ent to 1mplement base pay 1ncreases and spec1a1 performance prenaiU11s. The salary increase budget will be based on the following factors: Cowpet1tfve mark.et, changes 1n internal pos1t1on relat1onsh1ps, and the City's a611ity to pay. Performance Ap,raisal. Determ1nat1on of performance will be made annually 6y tlie appropr ate superv1sor or department head. Based on an appraisal of the emplo~'s perfonnance fn accordance w1th prescribed duties and respons1b111t1es 1 e1Qp1oyees who are appraised as satfsfactory or above wfll be e11g1&1e for base pay and perfot"llance prea1ums according to established guidelines. The perfOrmance plan will be developed by the employee and h1s/her supervtsor prtor to July of each year and will cover the fiscal year. The plan w111 requ1re concurrence of the de~rtlllent head and/or Council-1ppotnted officer. Progress toward meeting objeetives will be reviewed at least semi-annually. By July of the following year. supervisors w111 make a final determtnation on perfOrmance and wfll 1111ke salary rec011- mend•t1ons to their departllent heads based on salary pa,y11ent guidelines. C. Conftd~t1al S~lar1 !u~bortz•tton 1. Councfl-appofnted officers are authorized to pay salaries in accordance with this plan to confidential employees 1n an at10unt not to exceed the aggregate of approved confidential positions budgeted at the control points indicated in Table I for the fiscal year 1983-84. In add1t1on, the Councfl-appofnted offfcers 1n aggregate are author1zed up to 11 of the 1983-84 conftdentf al salary end benefit budget to apply toward perfor111nce f ncreases for fnd1v1dua1 eonff dential employees under the provisions of t~is Plan. .. COMPENSATION PLAN -CONFIDENTIAL Page Three 2. Individual confidential· salaries authorized by the Council-appointed officer under the Confidential Salary Plan fl'\a~ not be less than 25% below nor more t~an 15% above the control point for the individual position salary grade aut~orized in Table I of this Plan, A portion of the authori- zed salary may be given in the form of superior perfonnance 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 contro1 point structure. 4. In the event a downward adjustment of a position grade assigrrment indicates a reduction in the established salary of an individual employee, the Council-appointed officer may. if circumstances warrant, continue the salary for such esnployee in an amount in excess ~f the revised grade limit for a reasonable peri~ of time. Such interim salary rates shall be defined as 11 Y-rates.11 SECTION II. SPECIAL COMPENSATION Personnel covered by this compensation plan. in addition to the salary set forth 1n Section I above, may rece'ive special compensation as follows. EHgib1Hty shall be in conformance with the Merit Rules and Regulations and Administrative Directives issued by the City Manager for the purposes of clar1ficatfon and int6rpretat1on. A. Annual MJustment Annually, each anplnyee who holds a regular full-time appointment in the muni- cipal service on or before July first and continues in such status through the first day of Pay Period 25 (in Decenber) shall receive, in addit~on 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 pa1d leave to be used prior to the January 31 following. Annual adjustments shall be prorated to reflect appointment from January 1 through July of the current year, or interrupted service during the year. B. overtime Compensation for overtime wrkt and scheduled work on paid holidays, shall be in confonnance wfth the Merit Rules and Regulations and Administrative Directives. Where confidential employees, on a tanporary basis, are assigned to perform all significant duties of a higher classification, the City Manager may authorize payment within the range of the higher classff1cat1on • • COMPENSATION PLAN -COMFIOENTIAL Page Four c. Night Shift Premium Nf~ht 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. Night shift premium will not be paid for overtime hours worked. D. Group Inturan.ce 1. Health Plan The City shall pay all premium payments on behalf of employeet who are eligible for coverage under the healt~ plans a$ descr1b~d 1n Sub-section (a) and (b). A~y premium rate increases during the term of this compensa- tion plan shall be paid by the t1ty. The following options will exist: a. Employee and dependent coverage under the existing Kaiser Health Plan S Conttact, including the Drug Plan III option. b. Employee and dependent coverage under the existing City of Palo Alto ~loyees• Self-Insured Health Plan with major medical maximum of $250,0CXJ and pelvic examination benefit. The City shall, uPon submittal cf evidence of payment, reimburse up to $135 per quarter of medical plan p~emfums on behalf of management employees who retire from the Ctty under service or disability retirements. The retiree may select any medical plan. The plan may cover eligible dependents as defined under the City Employees' Health Plan. No reimbursement will ~ made for plans providing benefits other than medical and health benefits. 2. Dental Plan The City shall pay all covered plan charges on behalf of employees and dependents of emplgyees who are eligible for coverage and enrolled under the existing City Dental Plan. 3. Basic life Jn.swranse The City shall continue the basic life insurance plan as currently in effect for the term of this COlftP8"Sat1on plan. 4. long Term Di$fbi11ty lnsurante The City sha11 cORtfnue the long t~nn disability insurance pl1n currently in effect for-the term of this compensation plan. Eqlloyee coverage is subject tQ a voluntary payroll deduction of the insurance premium appl i- cabte to the first $2,000 of monthly salary for Plan B or the first $1.800 of monthly salary for Plan A; the City wtll pay premiums in excess thereof. For those employees without eligible dependents covered under the health plan provisions. the City wf 11 pay up to $8 per month toward long term • COMPENSATION PLAN ~ CONFIDENTIAL Page Five disability insurance premiums. For those anployees without eligible dependents covered under the dental plan provisions, the City wil1 pay up to $12 per month toward long tenn disability insurance premiums. E. Management Benefit Program All Confidential employees are eligible for Sections l, 2, 3 and 4 of the Management Benefit Program. Specified amounts under this program will be applied on a pro rata basis for employees who are in a management pay status for less than the full fiscai year. 1. Professional Development -Reimbursement Reimbursement for authorized self-improvement activities will be granted up to a maxitT1Jm of $500 per fiscal year for each rMnagement employee and shall include the following benefit item~ as defined in Policy and Pro- cedures No. 2-7: a. Civic and professional ass~ciation memberships b. Conference participation and travel expenses c. Educational programs d. Professional and trade journal subscriptions e. Doctor-prescribed physical fitness program as indicated unaer 3b of this section 2. Professional Development -Sabbatical Leave Authorized paid leaves of absence for up to one year will be granted in accordance with the following requirements: a. Sabbatical leave program shill be beneficial to the employee's job assignment. b. An em~loyee's job assignment activity shall be adequately covered during his absence with emphasis on the develo~t 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. COMPENSATION PLAH -CONFIDENTIAL Page Six ., Leave of absence schedules will be apportioned among all 1evels of manage- ment and will be based on an evaluation of eac.h employee's performance record. Each paid sabbatical leave will be limited to a maxi111J11t of one year and not more than two employees being on leave simultaneously. Sabbatical leaves must be cleared in advance and approved by Council- appo i nted ~fficers afl(t ~ounc i l. -·-. . · 3. Personal Health Program -Physical Fitness a. All management employees will receive physical examinations in accord- ance with Policy and Procedures No. 2-7. b. In accordance with the reconmendations 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 Oevelop- inent Program. 4. Excess Benefit Reimbursenent Reimbursement for approved excess benefit expenses will 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 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 full excess benefit reimbursement is not used during the fiscal year the difference between the amount used and the maxim-Bil (or pro rate maximum) may be applied at the employee•s option to ~,.f~r_re4 ~~~satfon under the City Plan."' -· ------ F. Parking in Civic Center Garage The City shall provide ~loyees parking privileges in the Civic Center Garage at no cost to such emp.loyees. G. City Paid PERS Employee Contribution Effect1•e with the pay per1od 1nclud1ng July 1. 1983 1 the C1ty sl\lll •pick-up" (pay) seven percent {71) of the employee's •ndatory Public Ellployees• Jlet1rsent System (~RS) contr1but1on. Such p-1ck-up contributions shall be paf d by the City in Heu of 911Ployee contr1but1ons notwtthstand1ng the fact that such pick-up of contribu- ttons •Y be designated as eaployee contrfbutions for purposes of PERS. ) CITY OF PALO AL.TO COftPENSATJON PLAN CONfIIENTiAl PERSO~NEL ) EffECTIV£ JULY l• l .. 63 CLASS l NU" !ITl£ ,Ql at"IN SECRETARY/Cit ) ,n .. 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