HomeMy WebLinkAboutRESO 6199! !
ORIGINAL
RESOLUTION NO. 6199
RESOLUTION OP THE COUNCIL OF THE CITY OF PALO ALTO
AMEHDING THE COMPENSATION PI.AN FOR MANAGEMENT
PERSONNEL ADOPTED BY RESOLUTION NO. 6180
The Council of th.a City of Palo Alto does RESOLVE as followsi
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. 6180 is hereby amended effective Deceillber 5, 1983.
SBCTIOM 2. The Compensation Plan as adopted by Resolution No. 6180
is amendea as set forth in Exhibit •A• attached hereto a~d incorporated
herein by reference.
SECTION 3. Except as amended herein, all of the teras and pro-
visions of Resolution No. 6180 shall reaain in full force and effect.
SECTION '· The Council finds that this is not a project under the
California Environmental Quality Act and, therefore, no environmental
impact assessaent is necessary.
INTRODUCED ARD PASSED: December 5, 1983
AYES: Bechte 1 , Cobb, Eyerly, Fazz f no, Fl etcher, Klein, Levy,, Renze l ,
Witherspoon
HOBS: None
ABSTENTIONS: None
ABSENT: None
APPROVED:
JfiL7 ~/lL __ _ ~
APPROVB TO FORM:
~--""",,.,di,·~& c
I I J •
CITY OF PALO ALTO
COMPENSATION PLAN
Management and Counc11 Appointees
Effective: June 25. 1983
Amendel;i: Deceri>er s. 1983
COMPENSATION PLAN FOR THE CITY OF PALO ALTO
Management Personnel
SECTION I. MANAGEMENT SALARY PLAN
This management s~lary plan applies to all regular management positions except Council
Members and Council-appointed officers. Notwithstanding this exception. the Council
may authorize Special Performance PremiU111S for Council-appointed officers. Each
Counc11-appo1nted officer shall be the responsible decision-maker under this Plan
for those employees in departments under his/her control.
A. Management Salary Policy
The City•s policy for mar.Agemant 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 ~ revi~ annually and
updated as necessary based on marketplace survey data, internal relationships,
and City financial conditions. Special needs of management categories including
supervisors, administrators, professionals and managers will be addressed.
Individual salary adjustments will be considered by the Council-app0inted officer
based on (1) perfonnance factors including achievement of predetennined objectives;
(2) pay str-ucture adjustmentsi and (3) City financial conditions.
e. 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 aanagement positions will be assigned 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 25S below
the control point and no more than 151 above the coritrol point. Actual salary
within the range is detennined by performance. The normal working range within
which most actual salaries will fall will be within .:!:. 51 of the control point.
As ~leded ca111pet1t1ve marketplace studies will be made of 10-15 cities similar
t~ Palo Alto tn number of employees, population and services provided. These
studies wf 11 focus on general salary trends for groups of management positions
such as first line supervisors, administrative, professional and top management.
Periodically, studies will 110re specifically include pos1t1on·by-position compari-
sons using 111rketplace and internal relationship data. Depending on the results
of these studies, the entfre pay grade structure uy be adjusted or individual
positions may be reassigned to different pay grades. Such adjustments will only
affect the ulary acin1nistrat1on frllleWOrk. No individual salaries will be , changed because of structural adjustaents.
Salary Increases. All individual salary increases will be earned as a result of
Performance •. acliievement of objectiv2s, or growth within the position (for recent
appointments). Two types of increases may be earned. Satisfactory and above
performers 11ay receive base pay increases (percent~ge of fixed dollar anounts
COMPENSATION Pl.AH -.wlDtENT
Page Two
added to base pay). Guidelines w111 be estabHshed for base pay increases.
The second possible type of incre1se 1s 1n the fonn of special perfonMnce
pren1UlllS of frc:ml 1-151 based on achievement of predetennined objectives
established under 1 performance planning and appraisal program. Wt'~ Pl&pe&t
'8 eaeh Ml•'41gemeRt ••leyee whe ts aw1F41cl $pe&h1 Pe"4'eARIR'e Pr.:t .. &, e1;~ ealeR~lr year tfte Gtty shill 'ptek wp• swsh 811\fleyee's .. R41:'8FY '&Rtri~w$iaR tie PER& '8 &he eM*8Rl ef 'he -.1~ee 1 s s,ee1a1 Petl"f.aPllllRSe PPllR1YR&w 5wc~.,isk wp
aaR&Pf~wtieA shall, &e tite 1MteR' ,,.Y1ied here1A 1 ~e paid ~ the G1ty iA 11ew
•f $he 111Ple.vee 68A$Pi~wtt8AS R•tw1ths'&iaRd1A9 the #lei that &w;A p1ck=UP C9Atri· IMl'4eRs ~ Ate ~esi9Ra\e~ es ! Jl&yee eeRtP4~w,ians fer pupPe&e& ef P&RS-.
Special Perfon11.nce Prtmf\1115 arE open to all satisfactory and ab~ve perfcnners. Requaltf1catfon is necess1ry for each appraf sal period. Department head and/or
Councf1-~ppo1nted officer approval 1s required for all base pay increases and performance premimtS. All salaries, both bilse pay and performance prem1ms,
11.&st fall within pay grade 11•1ts. .
Buffeting. Each year the City Manager w111 propose for Council approval a
salry budget incorporating the requests of.each Council .. appoi".4!d officer
whfch w111 fnclude lllOUnts sufffc1ent to 1mp1anent base pay 1'1\..ases and per-
fonaance prem1c.as. The salary 1nc1"ease budget w111 be based on the following
factors: Competft1ve 111rtet. chenges 1n internal position relatfonsh1ps, 1.nd
the City's ab111ty to pay.
Perfor111nce Appra1si1. Deter'!l1.,.t1on of perfonaance will be 111de annually by thi Counc11-appointed off1cer e.nd de~rtaaent heads. The following questions
wfll be addressed: Is the department. d1vfs1on, unit or act1v1ty meeting its
objectives? Is the enployee perfonn1ng as a manager 1n accordance with pre-
scribed duties and respons1b111t1es of a manager? Bnployees who are appraised
as sa.t1sf1ctory or above wfll be e11g1ble for base pay and perforunce prem1t.ns
according to established gu1de11nes. The management perfonnance plan will be
developed by the enployee 3nd h1s/her superv1sor prior to July of each year and wtll cover the fiscal yeer. The plan w111 require concurrence of the department ~d and/or the Counc11 .... ppo1nted officer. ProgreH toward 11Ht1ng
objectives w111 be rr:1ewed at le«st st111 .. annua1ly. By July of the following
year. supervisors wfll •ke a f1na1 deten11in1t1on on perfoflft&nte and w111 mke salary rec...,..tions to the1r department heads based on salary pt1111ent guf de-
11nes.
t. Manaagnt Sal•a Authorintion
1. Counc11-appo1nted officers are authorized to pay salaries 1n accordance w1th
this plan to non-Councfl-appo1nted 111nagement mployees in an _,unt net to
exceed the aggregate of approved 111nageMent positions budgeted at the control
points indicated in Table I for the fiscal year 198J .. 84. In add1Uon.
Counc~l-appo1nted officers 1n aggregate are 1uthorfzed up to $100,000 to
apply toward perfo!Wlnce pra1t11S for individual •nqaent employees who
qualify under the prov1sfons of th1s lllanageMnt Salary Plan.
2. For the City Clerk. the Council authorizes a Spec11l Performnce Pre111um 1n the PDunt of $1,500 to be 1pp11ed to PERS contributions fram
.J.lnuary 1. 1983 to June 30, 1983,.
COMPENSATION PLAN ~ MANAGEMENT
Page Three
3. Individual management s1lar1es author1zed by the Councfl-1ppointed
officer under.the Management Salary Plan may not be less than 25S below nor 110re than lSS Above the control pof nt for the f ndivid~al
pos1t1ons salary grade authorized in Table I of this plan. A portivn
of the authorized salary may be given 1n the form of Special Perfonn-
ance Premfums based on achievement of objectfves.
4. The Councfl-appofnted officers are authorized to establish such adminis-
trative rules as are necessary to implement the Management Salary Plan
subject to the 11•1tations of the approved salary increase budget and
the approved grade and control potnt structure.
5. In the event a downward adjustment of a position grade assignment fn-
dtcates a reduction 1n the established salary of 1n individual 1111ployee,
the Counc11-appo1nted officer ~. tf circumstances warrant, continue
the salary for sue~ employee 1n 1n a110unt 1n excess of the revised grade
11m1t for a reasonable eer1od of t1me. Such 1nterfm salary rates shall
be deftned as "Y-rates.
SECTIOtt II. SPECIAL COMPENSATION
Personnel covered by thts compensat1on plan. 1n addition to the salary set forth
in the attached tables, may receive special c~ensatfon as follows. Eligfb;lity
shall be 1n conformance with the Mer1t ~ules and Regul1t1ons and Administrative
Directives tssued by the C1ty Manager for the purposes of clarification and
interpretation~
A. Annual Adjustment
Annually, each employee who holds a regular full·ti.e appoint.ent in the
municipal service on or before July first and continues fn such status
through the first day of Pay Period 25 (1n December) shall receive. in
add1t1on to the salary prescribed herein, 1 salary adjustment equal to one
percent of the employee's current annual salary; or et the employee's
opt1on and subject to .. nagenent approval, 24 hours pafd leave to be U$ed
prtor to the January 31 following. Annual adjustments shall be prorated
to reflect appointment from January 1 through July of the current year,
or 1nterru~ted service during the year.
. .
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COMPENSATION PLAN .. MANAGEMENT
Page Three
3. Individual management salar1es authorized by the Council-appointed
officer under.the Management Salary Plan IBilY not be less than 25S
below nor 1110re than 151 above the control point for the individual
pos1ttons salary grade 1uttvJr1zed 1n Table I of this plan. A portion
of the authorized salary may be given 1n the fona of Special Perform-
ance Prem1ums based on achievement of objectives.
4. The Counc11-appo1nted off1cers are authorized to establish such adminis-
trative rules as are necessary to implement the Management Salary Plan
subject to the 11m1tat1ons of the approved s1la~y increase budget and
the approved grade and control po1nt structure.
5. In the event a downward adjustment of • position grade assignment 1n-
dtcates a reductton 1n the estab11shed salary of an 1nd1vfdual employee,
the Council-appotnted officer M«Y. tf circumstances warrant, contfnue
the salary for such employee 1n •n 1110unt 1n excess of the revised grade
l1•1t for a reasonable eerfod of t1•e. Such 1nter1m salary rates shall
be deftned as MY-rates.
SECTION II. SPECIAL COMPENSATION
Personnel covered by thts coapensat1on plan, in addition to the salary set forth
1n the attached tables, may receive special compensation as follows. E11g1bi11ty
shall be 1n conformance with the Merit Rules and Regulations and Administrative
Directives 1ssued by the C1ty Manager for the purposes of clar1ficatfon and
interpretation.
A. Annual A!!justllent
Annually, each employee who holds 1 regular fu11-t111e appointllent fn the
1111nf cipal service on or before July first and continues in such status
through the ffrst day of Pay Period 25 (in December) shall receive, fn
addition to the salary prescribed herein. a salary adjustment equal to one
percent of the employee's current annual salary; or at the employee's
opt1on 1nd subject to 111nagement approval, 24 hours paid leave to be used
prfor to the January 31 following. Annual adjustments shall be prorated
to reflect appofntM~t frofll January 1 through July of the current year.
or interrupted service during the year.
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COMPENSATION PLAN -MANAGEMENT
Page Four
B. .2!,ertfme, Working Out of Class1f1c~tion, and In-Lieu Holiday Pay
Cclnpensation for ~vertfn1e work, and scheduled work on pafd holidays. shall be
tn conformance with the Merit Rules and Regulations and Administrative
Directives. Where management EJnPloyees, on a tem?Orary basis, are assigned
to perform all significant duties of a higher classification the City Manager
111y authorize payment within the range of the higher class1ficatfon.
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 all court time
during scheduled shift,
or court time is iane-
df ately beginning or
following shift.
3. Appearance on scheduled
work day but not during,
flllledf ately before or
111111ediate1y after
scheduled shift.
D. Night Shf ft Premium
Rate -
Time and one-half
Straight time during
shift, time and one-
hal f for periods
before or after
scheduled shift.
Time and one-half
Minimum
4 hours
None
2 hours
(2 hour mininun
may not run into
shift time)
Night shift differential shall be paid at the rate of si to regular full-time
employees who are regularly scheduled to work between 6:00 p.m. 1~d 8:00 a.m.
light shift premf &.111 will not be paid for overtime hours worked or to Ff re personnel as!1gned to shift duty.
E. Uniform Purchase Plan -Police Personnel
Un1forllS w111 be provided With replacement provisions on an es-needed basfs in
confonnance with department policy.
F. Group Insurance
1. Health Plan
The City sha 11 pay a 11 premi Liil pay111nts on beha 1 f of .ap 1 O.YffS who a re
eligible for coverage under the health plans as described 1n SUl>-section
COMPENSATION PLAN -MANAGEMENT
Page Five
(a) and (b). Any premium rate increases rluring the tenn of this compen-
sation plan shall be paid by the City. The following options will exist:
1. 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 pe~vic examination benefit.
The City shall, upon submittal of evidence of payment, reimburse up
to $135 per quarter of medical plan premiums on behalf of managernent
employees who retire from the City ~nder service or disability
retirements. The retiree may select any medical plan. The plan may
cover eligible dependents as defined u~der the City Employees' Health Plan. No refrrbursement wfll be made for plans providing benefits
other than medical and health benefits. ·
2. Dental Pl an
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 c~ensation plan.
4. Long Tenn Oisabflftx Insurance
The City shall continue the long tenn disability insurance p1~n currently
in effect for the term of this c~nsation plan. Employee coverage 1s
subject to a voluntary payroll deduction of the insurance premium app1i-
cab1e to the ffrst $2.000 of anonthly salary for Plan B or the first $1,800
of n>nthly salary for Plan Ai the City wfll pay premiums in excess thereof.
For those employees without eligible dependents covered under the health
plan provisions, the City will pay up to $8 per n>nth towaro long tenn
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 term disa~111ty insurance pranft.lnS.
G. Police Department -Personnel Develo(Jll!!!t Program
Pursuant to adm1n1stratfve rules governing eligibility and qualification, the
following may be granted to sworn police personnel:
P.O.S.T. Intennediate Certfficate:
P.O.S.T. Advanced Certificate:
51 above base salary
711S above base salary
COMPENSATION PLAN -MANAGEMENT
Page Six
H. Management 8C"neflt Program
All City staff management employees are eligible for Sections 1, 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 a
pl"Q rata basis for employees who are in a management pay status for less than
the full fiscal year.
1. Professional Development -Reimbursement
Reimbursement for authorized self-improvement activities will be granted
up to a maxitr11m of $500 per fiscal year for each management employee and
shall 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 expenses
c. Educational programs
d. Professional and trade journal subscriptions
e. Doctor-prescribed physical fitness program as indicated under 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 shall be beneficial to the employee's job
assignnent.
b. An employee•s job assignment activity shall be odequately covered
during his absence with emphasis on the development of subordinates.
c. The leave of abser.ce period will be adequately coordinated with departmental priorities and workload.
a. Leave of absence sabbaticals snould be based cm internship exchanges,
and/or loaned executive arrangements; scholastic and/or authorship
programSi or educational travel-study p1ans.
l.elve of abience schedules wf11 be apportioned among all levels of 111na9e-11ent and will be based on an evaluation of each employee's performance
record. Each paid sabbatical leave will be limited to a 1111ximum of one
year and not mre than two employees being on leave si1111ltaneously.
Sabbatical leaves RJst be cleared fn advance and approved by Counc11-
appofnted officers and Council.
8
COMPENSATION PLAN • MANAGEMENT
Page Seven
3. Personal Health Program -Physical Fitness
a. All management employees wi11 recefve physical examinations in accord-
ance with Policy and Procedures No. 2-7.
b. In accordance with the recomnend1tfons of the medical doctor an employee
may undertake a prescribed physical f1tnes5 program. Employees partici-
pating in this activity will be reimbursed under the Personal Development
Program.
4. Excess Benefit Re1mbursemen!
Reimbursement for approved excess benefit expenses will be granted up to a inaxilll!m of $1,500 per ff seal year each for the City Manager, City Attorney
and tity Clerk; and $1,000 per fiscal ye1r each for other management employees
and shall include the following benefit items:
a. Life and LTD insurance prem11.111S for City-sponsored plans.
b. Excess medical/dental expenses for employee and dep-!ndents which are
not covered by existing c;ty-sponsored plons.
c. Excess self-improvement items which are otherwise approved but exceed
the reimbursement limit under H. l. above.
If the full excess benefit reimbursement 1s not used during the fiscal year
the difference between the amur.t used and the •x1rrun (or pro rate maximum)
may be applied 1t the e..1ployee 1s option to deferred compensation under the
City Plan.
I. Automobile Expense Allowance
For those employees whose dµties requfre exclusive use of a City automobile, the
City Manager (or in the case of Council-appointed offic&rs, the City Council)
11ay authorize payment of $235 per mnth in lieu thereof.
J. Parkfng f n Civic Center Garag~
K.
The City shall provide employees parking privileges in the Civic Center Garage,
at no cost to such employees.
E::pense Allowance
Per P!l Period ?er Month 'Al>Drox. }
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 Pa1o AltO will provide a Basic Relocation Benefits Package for al i
new 1anagement employees. in addition, upon the approval of the City Manager
or designated subor·d1nate, Relocation Benefits will be available to non-
lftlnagement positions. Provisions of •optional Benefits" or portions thereof,
are intended only for rare instances and require the approval of the City Manager.
Procedure
Qua 11 f1 catf ons
In order to qualify for relocation benefits, the following conditions must be
met:
1. The employee must qualify for Moving EXpense Deductions as contained in
the Federal Tax Regulations for the year in which the move occurred.
2. Actual relocation, or contracts designed to establish a fixed don1kf1e, shall occur within six months of the initial date of 9111>loyment.
3. Existing employees prom:>ted to a covered position are not eligible.
4. Recordk~ping requirements will parallel those required for expense
re1mbut~ement for travel. conferences and meetings.
5. Provisions of optional benefits 1s contingent upon acceptance of a one-year
employment contract with the City. Failure to complete the full one-year
tenn will require repayment of those benefits on a pro-rata basis computed
on the actual tfme of City service.
Basic Package
1. ~10.vment Trip • Actual and reasonable expenses will be provided or reillbursect by the City for trav2l costs. meals and lodging fer candidates out of the local area. The local area fs defined as all cities or towns
located within 1 100 •ile radius of the City of Palo Alto. Travel costs
reimbursement fs restricted to the lesser of c011111Dn carrier rates or the
established City rate for autolllobile use. Costs for 11eals are restricted
to the established City per diem rates.
COMPENSATION PLAN -MANAGEP£NT Page Nine
2. En Route Expenses -Dfrect comnon carrier transportation will be prov·lded
in full for all family members. Automobil~ expenses are limited to two
vehicles at the established City rate with a minimum of 350 miles per day
to be traveled. Per diem is allowed at established City rates for employee
and spouse/mate and at SOS of the employee rate for dependents. Travel days
allowed 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.
3. Household Goods Shipn!!nt -Full costs will be paid for the shipment of
all personal items normally considered •Household Goods.N Items excluded
include recreational vehicles. firewood, build" J materials, sand, boats,
airplanes, and perishable items such a~ food ot plants. Shipment of up to
two automobiles is peno1tted. Storage of household goods wi11 be provided
for 30 days.
4. Professional Relocation Counsellin? -Art agency designated by the City
will provide help to ttie eq>loyee n their relocatior1 e-rforts. Infonnation
to be provided includes items such as financing, home and rental l~cations,
transportation, weather patterns, schools, recreat~on, etc.
Optional Benefits
l. Dis2asa1 and Purchase Costs -The City will cover costs that arise in the isposal and/or purchase of residences:
a) Costs to break an existing lease will be covered up to a total payment
of three t1mes the current monthly rental rate.
b) Real estate coanissf ons up to 61 of the sales price.
c) Non-recurrfng closing costs on both purchase and sale (•Points" on
purchase of residence are specifically excluded).
2. Bri38e Loan -T,"1 City will arrange for a 90 day interest free loan up toi of an employee's equity in their current residence as detemfned by
three independent appraisals. The assumed Fair Market Value will be the
average of the two highest appraisals, prov1d1ng those appraisals are
wi th1 n 51 of each other.
3. Third Party Purchase -The City will arrange with a third party to provide
an 18d1ate offer -of purchase for an eq>loyee's current residence. (Th.is
1tem .ould include any of the benefits cited in options above.)
4. Mortsg.n Interest Differential Paf:"ts -The City w111 pl"Ovide Interest Rite ferent1a1 Payments under t guidelines of the Federal Unifonn
Real Property Acquisition and Relocat1~n Policies Act up to a maximum of
$300/mnth for 36 months.
. . ..
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mtPENSATION PLAN -MANASEMEMT
Page Ten
5. Miscellaneous Expense -The City w111 pay M1scallaneous expenses asso-ciated with the relocation. The amount shall not exceed Sl,000.
6. Tr;rrary l h1nf Expense -Up to thirty (30} days temporary living expenses Wi be ava11a6 e unCier the following guidelines:
Lodging -lOOS of actual and reasonable costs for 111 family lllel!lbers.
Per Diem -1001 of the established City rates for employee and spouse/mate
and SOS of the established C1ty rate for dependents for the
first 15 days; 50% of the established City rate for employee
and spouse/1111te and 251 of the established City rate for
dependents over the last 15 days •
Car Rental -Up to 30 days for a single vehicle is 1v111able until such
time as the ~loyee's personal vehicle becomes available.
7. Househunting Expense -The City will provide expenses or reiinbursement
·-for one hOUiehuntfng trip for both employee and spouse/mate. The trip
shall be limited to 1 maxillit! of seven days. Travel expenses are Hmfted
to the lesser ef CO!ll!IOn carrier rates or the established C1ty rate for
automobile use. Lodging is provfded on an actual and reasonable basis. Per Dis; expenses are allowed according to the established City rates.
Expenses for children are not covered.
Regulations and Guidelines
. 1. The City Manager. or designated subordinate, w111 institute and revise
1ntema1 procedures to assure the effictent deliver)' of services to the
new employea and minimize costs to the City. This will include the deter·
miniation of whether direct City pa,yaents, advance of funds or aployee
reimbursement 1s most appropriate for a given progr111 element or employee.
2. The City Manager. or designated subordinate, w111 detennine the approp-riateness of inclusion of s_peetfic items fn this progr111 that arise as a
result of •grey areas.•
3. Expenses incurred by the employee during relocation wh1ch are not covered
are:
a) Payments to friends for assistance.
b) Automobile repairs.
c) Costs incurred dur1n¥ the relocation but not directly related to personal transportat on or forwarding of household belongings. i.e.
uninsured losses during transit, entertai11111nt expenses, etc.
I" ...
COMPENSATION PLAN -MANAGEMENT
Page Eleven
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4. Budgeting of 111 Relocation Expenses will occur in the Personnel And
Utilities Departments.
S. Upon approval of the City Manager, provision of benefits under the
section Househunting Expenses and Professional Relocation Counselling
may be provf ded before an employ~ formally accepts an offer of employ-
ment wf !h the City.
M. Retirement
Effective wfth the pay period including July l, 1983, the City shall «pfclc-up"
{pay) seven percent {71) of the employee's mandatory Public Employees' Retire-
ment System (PERS) contribution. Such pick-up contrfbutfons shall be paid
by the City in lieu of employee contributions notwithstanding the fact that
such pick-up of contributions may be designated as employee contributions
for purposes of PERS. This provision shall apply to the City Manager,
Attorney, Clerk and non-Council-appointed regular management employees,
Qxce't that such ~loyees who retire between July 1, 1983 and June 30r 1984 shal receive a 5~ fay increase effective with the pai periOd includ1ng
July 1, 1983 and shal not receive the City-paid PERS contribution.
TABLE I
Page Twelve
CITY OF PALO ALTO COMPENSATION PLAN
Count1l·Appofnted and Elected Officers
APPROX, EFFECTIVE DATE
APPROX. l«>NTHLY PAY PERIOD
CLASS CODE TITLE ANNUAL SALARY BI·VEEKLY HOURLY INCLUDING
001 C1ty Councilperson 4,800 400 184.62 January 1, 1982 .
002 Cf ty llllnager 72,500 6042 2788.46 34.86 June 25, 1983
003 Cf ty Attorney 57,500 4792 2211.54 27.65 June 25, 1983
004 City Co"troller 46,596 3883 1792.00 22.40 July 1, 1982
005 City Clerk 38~652 3221 1486.40 18.58 July 1, 1982
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