The URL can be used to link to this page

Home My WebLink AboutRESO 6151.. ORIGINAL RESOLUTION NO. 6151 RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO ADOPTING A COMPENSATION PLAN FOR TEMPORARY EMPLOYEES AND RESCINDING RESOLUTION NO. 6056 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 as set forth in Exhibit •A• attached he:teto and made a part her:erof by reference, hereby is adopted for temporary employees effective the pay period including July 1, 1983. 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 City Controller is hereby authorized to implement the Compensation Plan adopted herein in his preparation of forthcoming payrolls. Be is further authorized to make changes in the titles of employee claasif ications identified in the Table of Authorized Person- nel contained in the 1983-84 budget if such titles have been changed by the Contpensation Plan. SECTION 4. Resolution No. 6056 is hereby re$CindQd. SECTION 5. 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 A YES : Bechtel , Cobb , Eyer l y , Fa z z i no , fl etcher , K 1 e i n , Le v y t Renze 1 ~ Witherspoon NOES: None ABSTENTIONS: None ABSENT: None APPROVED: City APPROVED AS FORM: ~1htg¥.;;y A · '3N g rr.~-&kt6::-T~" (.~. ~M:zd: Drector of suCJget arid Resource Manageaent CITY OF PALO AL'!() COMPENSATION PLAN Temporary Employees Effective: June 25, 1983 COMPENSATION PLAN FOR '111E CITY OF PALO AL'l'O SECTION I. DEFINITIONS Te!P(>rary Employee: Temporary Employees An employee workin9 full time or pert time on a temporary basis. SECTION II. SALARY ARD CLASSIFICATION It is the intent of the City of Palo Alto to eo11pensate Teaporary employe•s at a rate of pay similar to that of Re9ular eaployees perfonAing like work. Temporary e•ployees are to be hired within the classification fram~vork; as presented in the attached pay plan, that is closest to a corresponding Regular classification in both level of wort performed and rate of pay. Should a Temporary employee be required to take on added duties above the level of t~ose originally required when first hired, the employee is to be reclasaif ied into a new claaaif ication and pay rate which most adequately corr•sponda to the new duties. Con- versely, if the eieployee is required to perform at a substantially lower level, the employee is to be reclasaif ied into a corre- spondin9ly lower level classification at a lower level of pay. Ent~a~e St~"f: •A• Step is the starting step for all candidates withe min mua qualifications for each classification. Candi- dates having exceptional experience and training over and above the minimum May be started higher than mA• Step with the approval of the Departaent Read and the Personnel Department. SE,CTIOJ! IlJ.... E?f~IAJ, CQMPENS!TlON A. 1un1a;x Pax T"e•porary employees are eligibl• to receive holiday pay only if hours worked during the pay period when the holiday occurs plus the holiday (8 hours each) total 80 or more hours. 8.. Pt\ld Lgayeg \temporary el!lployees are not eligible for any paid leaves. c. Overtime P.u Temporary employees are ~ligible for overtiae premium pay at time and one-half when required to work 1ROre than a standard (8 hours/five asy week1 9 hours/four and one-half day week1 10 hours/four daiiy week) or on an official City holiday. -2- COMPENSATION pi.AN -Temporary Employees D. Retirement Benefits 1. Temporary employees who are scheduled to work at least an average of 87 hours per month (4 hours, five day week; 1040 hours in a year) and are expected to continue for more than one year mus"f'""De enrolled in PERS for retirement benefits from the first day of compensated employment. 2. Temporary employees who work full time (40 hours per week) and are expected to continue for more than six months 11"040 hours in a year) must be enrolled in PERS for retirement benefits from the first day of compensated employment. 3. If the work schedule is changed subsequent to date of employment to comply with Section 1 or Section 2 above, employee must be enrolled in PERS and may arrange retro- active credits in compliance with PERS procedures and if appropriate back payments are made. SECTION IV. TBRM or EMPLOYMENT A. &ours Limitations * Temporary employees may not work or receive pay for more than 1390 hours in a 12-month period followi09 date of employment. Thereafter, a three-month time period must elapse before an employee may again work as a Temporary employee. 8. Term of EmployJ!ent Limitations * 1. For employees working less 'than 1040 hours in a 12-month period--no term limitation. 2. For employees working 1040 hours or more in a 12-month period--36-month maximum term. SECTION V. REVIEW AND SALARY INCREASES * A. Performance Reviews 1. Temporary employees, with the exception of the Recreation Department classifications, are to be given a performance review after 350 hours, or six months, whichever occurs first, from date of hire and annually thereafter. Con- tinued improvement and efficient and effective service will warrant a salary step increase. Exceptions to the term of employment and hour limitations described above must be approved by the City Manager. ----------------~----------------------------···--·-·-------·-·-·- -3- COMPENSAT!ON PLAN -Temporary Employees 2. Recreation Leaders will be eligible for consideration for a pay increase upon completion of 350 hours of leadership or a combination of 600 hours of leadership and non-lea- dership. Leaders who have completed the D Step of the Recreation Leader II classification m~y be reclassified to a Recreation Leader III. Reclassification is re~erved for individuals who have demonstrated exceptional leadership ability and job performance and have assumed responsibi~i ties greater than that of a Recreation Leader II. Starting Salary and Increment Approval. All starting levels and increments must be approved by the Director of Recreation. l. Aquati~a Specialists will be eligible for consideration for an increase'upon completion of 350 hours of leadership or a coabination of 600 hours of leadership and non-lea- dership, or annually, whichever occurs first. a. Salary Increases 1. '!he salary increase is based upon a review and evaluation of the employee's job performance. The employee must receive at least a satisfactory ratin9 in order to be considered for a salary increase. 2. The aaxiaum number of salary increases a Temporary eaployee may receive in any one twelve-month working period is limited to two (2), regardless of total number of hours accu•ulated. c. Exceptional Leadership Ability and Job Performance l. Upon written justification and departmental ~d Personnel Department approval, an individual who demonstrates EXCEP- TIONAL leadership ability and job performance may be given a aerit raise before aeetinq time requirements, if he/she displays outstanding job performance. D. l!elomnt Records 1. lllployment records for Temporary employees are audited annually on or about January first; those who have not worked during the preceding calendar year are considered aa termin.ated. -4- TEMPORARY CLASSIFICATION DEFINITIONS ADMINISTRATIVE, PROFESSIONAL AND MANAGERI~ ~anagement Specialist: Professional I: Administrative Asst I: Professional II: Administrative Asst II: Coordinator Aide: CLERICAL Clerk I May perform work associated or equal in complexity with responsible City manage- rial or staff positions. Compensation to be determined according to tasks assigned and qualifications required. Performs work at the level normally associated witt. that of consultants, instructors, and research personnel where a specialized skill or &xpert knowledge is required. Performs analytical studies or undertakes a variety of projects whereby previous work experience is required. Normally requires a college education and experi- ence in the field for which the individual is to be utilized. Performs work in an assignment requiring specialized knowledge in a professional field of endeavor. This level normally requires a college education with some experience but not at the level expected for the Pr~fessional I classification. Parforms work in an assignment normally associated with that of a college student or graduate with a minimum of work experi- ences: generally an entry level position. Performs work in support of program or facility operations. Entry level or training position with no previous experi- ence required. Performs general off ice work which in- cludes tasks that require use of indepen- dent judgment. May coordinate activities, work with public, write and type basic reports. Requires experience in adminis- trative/clerical areas. -5- TEMPORARY CLASSIFICATION DEFINITIONS, cont. Clerk II: Library Page: MAINTENANCE ANO CRAFTS Skilled Laborer: Laborer I: Laborer II: Laborer III: Performs off ice work of a routine nature. May type from drafts, file, greet the public, answer telephones. Requires little prior office experience. Under supervision, shelves books and per- forms other related library duties of a si•ple nature. Requires no previous experience. (Usually high school students.) Performs maintenance tasks that usually require use of automated and/or technical equipment~ Requires prior training and experience in area assigned and valid California driver's license. Performs laboring maintenance typically in parks or streets. May direct work of other employees. Requires prior 11ainte- nance experience, knowledge of power equipment and vaJ.id California driver's license. Performs low-level routine ~aintenance utilizing hand tools. Requires the physi- cal ability to perform tasks utilizing dexterity .. Position for individual who has had some e~posure to outdoor maintenance. Duties are of routine nature. Individual works closely with an assigned person/people to gain skill. Requires some prior experi- ence. -6- TEMPORARY CLASSIFICATION DEFINITIONS, cont. TECHNICAL Technician I: Technician II: Technical Asst I: _:?echnical Asst II: RECREATION Recreation Leaders • Recreation Trainee: • Recreation Leader I: • Recreation Leader II: • Recreation Leader III: Includes such work as performed by advanced draftspersons and apprentice electricians. Classification may also be used for individuals involved in conduct- ing surveys, opinion polls, and other data collection assignments where analysis of data may be required. Performs less advanced technical work than that of the Technician I class. Normally requires some specialized skills such as drafting~ electronics, bu~l~inq ~ainten- ance, crafts, etc. ,, J .•" Performs entry level .. t~cn~ical sk,ills requirin9 the abil~ty to master the use of specialized tools.:and techniques. ,, A trainee position to gain experience and exposure in the technical function nor- mally associated with Social Services and the Arts. Individuals involved in a department training program Individuals with less than two years of recreation leadership experience. Individ•Jals with more than two years of leadership experience • Individuals who organize and/or instruct class-type programs, or leaders who have completed the D step of th~ Recreation Leader II classification. -7- TEMPORARY CLASSIFICATION DEFINITIONS, cont. Aquatics Specialist • Pool Attendant: • cashier: • Water Safety Instructor: • A~sistant P.ool M•nager; • Pool Manager: DEFINITIONS Leadership: Must hold current cards in Advanced Life- &av ing and Rescu~, Standard ~list Aid and ch. · M~st hold cur~ent r4~d~ in $~~~~~~ First A~d, and.CPR •. ~t ~~ e~e£er~btt to also hold a Lifesaving and'Rescue~I and have had previous ex~eri~nce in ca.ibi~ring. . , ' ~ -' .. . --. ' . Must. hold curr~nt c~t'ds in Jat~r; S~f~ty Instructor, Stand~rd"Pirst Aid ~nd ~PR: and have demonstrated th~ necessary experience in life.guard wo~J~. . ~ . •. . _,. . ,. . " ..... Mu~t bold. current ~~d!i. in ~~e.r &~f,ty ~-n$tructor,-St•nc\Ma tirst ~id 4nd-C~Ri and h~ve ·c\t i,a;~~ 4A~ hp_ur~ 9erci,.f,ilc\? as a ~ool "a~9.tf qr ~~r~+q~tr~ctor. Must hold c~rren~ c~~d~ in W.~tec S~fety Instructor, S.~~n~~a i'i.rst ~i~ ~~ CPR, ~~d bav' at l~ast 9,~9 L ti~~rs -~~~r·~·§D.Ce as. a Pool Manager or: ~.ard-ln$tru.cto~. • ... l ' .,, . .. ., Defined as work ~•perience in a paid or v:oiuntary capacity, in wbicb. ~n ind.ividual i$.directly r~sppn~ible for planning, organi~ing; teacbfilg, · 1eadiri9.1. or conduct- ing recreational activities ~n a face-to-fa~ r,lat.iox:ifh~~~ , D•f ine~ ~~ f ~c.~ 1 i ~l(. ~t ~Em~t ( ~ ~ e. , p4x:~s, fit.l~, !ill'lP.), f•cllity 1'ainte- n4nce; offic~ ·~.t~~ ~ ... stHti (exception, Rinconada Pool) • I . . PALO ALTO COMPENSATION PLAN Temporary Employees Class code 972 971 970 907 908 909 911 912 914 926 927 928 929 931 932 933 934 Classification Management Specialist Professional I Professional II Administrative Assistant Administrative Assistant Coordinator Aida Clerk I Clerk II Library Page Skilled Laborer Laborer I Laborer II Laborer III Technician I Technician II Technical Assistant I Technical Assistant II A t.o be 10.61 6.91 I 8.70 II 6.16 5 .. 09 7.88 5.96 3.35 7.43 6.65 6.00 5.52 9.21 6.71 6.16 3.35 EFFECTIVE; June 25, 1983 B c D E F determined 11.23 11.87 12.55 13.27 7.31 7.73 8.17 8.64 9.21 9.73 10.29 10.88 6.52 6.89 7.29 7.71 5.39 5.69 6.02 6.37 8.33 8.81 9.32 9 .. 85 6.30 6.66 7.05 7.45 3.52 3.iO 3.90 4.10 4.31 7.86 8.31 8.79 9.29 7.04 7.44 7.81 8.32 6.35 6.71 7 .10 7.51 5.85 6.18 6.53 6.91 9.75 10 .. 30 10.89 11.52 7 .10 7.51 7.94 8.39 6.52 6.89 7.29 ·7.71 3.52 3.70 3-90 4.10 4.31 PA.LO AL'l'O COMPENSATION PLAN EFFECTIVE~ June 25, 1983 TeilpO.:-ary Employees Page 2 .. Class code Classification A B c D E Recreation Leaders ~ &44 ~ Recreation Trainee 3.35 945 Recreation Leader I 3.55 3.75 ..3 .. 95 4. 15 946 Recreation Leader II 4.40 4.65 4.90 5.15 947 Recreation Leader III 5.40 5.65 5.90 6. 15 I.. oil Aquatics Specialists 955 Attendant 3.35 3.55 3.75 956 Cashier 3.75 3.95 4 .15 957 w.s.1. 4 .15 4.35 4.55 4.75 958 Asst. Pool Mana9er 4.60 4.85 ~59 Pool Manager 4.85 5.10 5.35 5.60 5.85