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Home My WebLink AboutRESO 6200I • -' . ORIGINAL RESOLUTION NO. 6200 RESOLUTION OF THE COUNCIL OF TRE CITY OF PALO ALTO AMENDING THE COMPENSATION PLAN FOR CONFIDENTIAL PERSONNEL 1.DOPTED BY RESOLUTION NO. 6055 AND AMENDED BY RESOLUTION NO. 6114 AND RESOLUTION NO. 6149 The Co~ncil of the City of Palo Alto does RESOLVE as follows: SECTION 1. Pursuant to the provisions of Section 12 of Articlq III of the Charter of the City of Palo Alto, the Compensation Plan adopted by Resolution No. 6055 and amended by Resolution No.. 6114 and Resolu- tion No. 6149 is hereby amended effective December 5, 1983. SECTION 2. The Compensation Plan as adopted by Resolution No. 6055 and as amended by Resolution No. 6114 and Resolution No. 6149 is amended as set forth in Exhibit •A• attached hereto and incorporated her~in by reference. SECTION 3. Except as amended herein, all of the terms and pro- visions of Resolutlon No. 6055 as amended by Resolution No. 6114 and Resolution No. 6149 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: December s. 1983 AYES: Bechtel, Cobb, Eyerly, Fazzino~ Fletcher, Klein, Levy, ~enzel, Witherspoon NOES; None ABSTENTIONS; None ABSENT: None APPROVED AS 'l'O FORM: ~1&'to"rn1yd,, · ~"'- ager .... ...,• '· CITY OF PALO ALTO COMPENSATION PLAN ~ • -.• j' --;•. ,. •• ~ .. , Confidential Personnel Effective: June 25, 1983 Amended: Deceni>er 5, 1983 --------------------------------------------- #\.., •. COMPENSATION PLAN FOR THE CITY OF PALO ALTO Confidential Personnel SECTION !. 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 Salary Policy The city's .p0licy ·f~r.~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 data, internal relationships, and City financial conditions. T~~ividual salary adjustments will be considered by the Council-appointed ufficer based on (1) performance factors including achievement of predeter- mined objectives; (2} pay structure adjustments; and (3) City financial conditions. · B. Basic Plan Elements Struc~ure. The salary plan is based on a mu1t1-g~ade salary structure. Each gri4e-wTT'I have a control point which is used for budgetary purpo~es. All confidential positions will be assfgned an appropriate pay grade based on salary survey data ~nd 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 thar. 15S above the control point. Actual salary within the range is determined by perfonnance. The normal working range within which most actual salaries will fall w1l1 be within :t SS of the control point. As needed competitive mark~tplace studies will be made of cities similar to Palo Alto fn 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 fndfvidual salaries wfll be changed because of structural adjustments. Salarx Increases. All 1ndiv1dua1 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 performers may receive base pay increases (percentage of fixed dollar amounts added to base pay). Guidelines will be est4Ablished for base pay increases. The second possible type of increase f s in the fonn of special per- formance premiums of from l-15S based on achievement of predetennined objectives established under ,9 performance planning and appraisal program • . COMPENSATION PLAN -CONFIDENTIAL Page Two With re9Steet to eeett GeftfilleR*h1 •p:l~ee wk ts 1watttit1EI &peahl Per fe,..nee ?r .. 1111s, ea;~ 11i1Adar ye1P $he Gi&.y shall "pick wp" swa~ IRlple~e'rr "'IRdi\GPY CrlA\Fi•Yt~°" Ce ~i te \he ettteA' ef t~e e~,leyee's Speetal Per= faf191R&& PP111111!1M5a '"'~ pi;k wp ceRtPt~wi1eA 5~11i~ ~ \he eMt&Rt pre¥ided ke,.tR, 88 paid ltf ,,.. Ci~ iR lteu 9'f the e.,1a~ee eent~4•wtfens ne~with st1Ad1A9 ~ f!aci t~1t swc~ p1ek ~P eeR"9tlM:2t1eR& 111ay 'e des19Rated as 1apl•l'8• &9A,r1•wtfaA& fer pwrpese& ef PEA&a Special Perfonnance Premiums are open to all satisfactory and above performers. Requa1f f1catfon fs necessary far each appra1sa1 per1od. Department head and/or Counc11- appo1nted officer approval ts required for all base pay increases and per- formance premiums. All salar1es. both base pay and performance premiums, 111.1st fall •tth1n pay grade 11m1ts. 8udget1~. Each y94r the C1ty ~n•ger •111 propose for Counc11 approval a salarydget tncorporattng the requests of each Council-appointed officer which wfll tnclude iUQOunts suff1cfent to implement base pay fncreases and spect•l perfo,...nce pre1t1uats. The· salary tncrease budget w111 be based on the fo110wfng factors: ~ttt1Ye Nrket. changes in fnternal pos1tion relationships, and the C1ty s a6111ty to pay •. Performance !f!'ra1sa1. Deter11inat1on of performance w111 be made annually !y tfie appropr ate superv1sor or departsent head. Baied on an appraisal of the ettp1oyee's perfonaance tn accordance wtth prescrfbed dut1es and respo~sfb111t1es, employees wlio are appraised as satfsfactory or above wfll fie eltg161e for base pay and perfor.ance prem1WRs according to established gu1de11nes. The perfOrwance plan w111 6e developed by the employee and h1s/faer supervisor pr1or to ~uly of each yeer and will cover the fiscal year. The plan wtll requtre contu~nce of the departllent head and/or Counc11-appotnted ofttcer. Progress toward aeettng objectives win be revfewed at least seaa1~annua1ly. By July of the following year. supervisors wfll .. ke a final deter11tnat1on on performance and -w111 Make s1lary rec011· .end•t1ons to tbetr departslent heads based on salary payment gu1de11nes. c. Conf1dent151 salary f;,ut!M>rtzat~on 1, Counc11-appGf nted officers are authorized to pay salaries 1n accordance wfth this plan to confidential •ployees fn an amount not to exceed the 1ggrega.te of approved confident111 positions budgeted at the control points tnd1cated 1n Table I for the fiscal yur 1983-84. In add1tion. the Counefl-appoini.d ofttcers 1n aggregate are authorized up to 11 of the 1983·84 conffdenttal salary and benefit budget to apply toward pertormnce fncreases for fndhfdual confidential employees under the prc>v1s1ons of this Plan. ~ • ., ft ., . .... COMPENSATION 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 15S above the control point for the ~ndividual position salary grade authorized in 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 implemer.t the Confidential Salary Plan subject to the lirnttations of the approved salary increase budget and the approved grade and control point structure. ' -·' ·-·-~ . ", !.'t~,.-·-~"'·~-""-"":~ .· .·'. 4. In ttle event a downward adjustment of a position grade assignment indicates a reduction in the established salary of an individual employee, the Council-appointed officer may, 1f circumstances warrant, continue the salary for such employee fn an amount 1n excess of the revised grade limit for a reasonable period of tfme. Such interim salary rates shal1 be defined as •v-rates.N SECTION II. SPECIAL CCJiWENSATION PersoMel covered by this compensation plan9 in addition to the ::.alary set forth in Section I above, may receive special compensation as follows. Eligibility shall be in confonaance with the Merit Rules and Regulations and Administrative Directives fssued by the City Hanager·for the purposes of clarification and interpretation. A. Annual Adjustment Annually, each employee who holds a regular full-time appointment in the nrun1- cipa1 service on or before July first and continues in such status through the first day of Pay Period 25 (in December} shall receive. in 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 option and subject to management approval. 24 hours paid leave to be used prior to the January 31 following. Annual adjustments shall be prorated to reflect appointment fn>m January 1 through July of the current year, or 1r.tarrupted service during the year. 8. overtime Colnpensatfon for overtime wrk, and scheduled work on pc.id holidl4ys, shall be 1n conformance wf th the Mer;t Rules and Regulations and Adalin1strat1ve Direc~1ves. Where confidential employees, on a temporary basis, are assigned to perfonn 111 'ign1f1cant duties of a higher classification, the City Manager may authorize pa}'IDent within the range of the higher classification. • COMPENSATIOH PLAN -CONFIDENTIAL Page Four C. Night Shift Premium Nfght shift dffferent1a1 shall be paid at the rate of 5% to regular full-time . fJIPloyees who are regularly scheduled to work between 6:00 p.m. and 8:00 a.m. Nfght shift praniwn w111 not be paid for overtime hours worked. D. Grou2 Insurance 1. Health Plan The City shall pay all premf\111 payments on behalf of employees who are eligible for coverage under the health plans as described in Sub-section (a} and (b). Any premium rate increases during the term cf this compensa- tion 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 FJRployees • Self-Insured Hal th Plan with major Medical lllilXia.a of $2501000 and pelvfc examinatioo benefit. The City shall., upon sublrittal of evidence of payment., reimburse up to $135 per quarter of saed1cit1 plan premiums cm behalf of management employees who retire from the City under service or disability rettranents. The retiree l9lY select al'\Y medical plan. The plan •Y cover eligible dependents as defined under the City Employees'-Health Pl•n. No reimbursement will be made for plans providing benefits other than medical and health benefits. 2. Denta.l Plan The City shall pay all covered plan charges on behalf of a.,loyees and dependents of eq>loyees who are eligible for coverage and enrolled under the existing Cit)' Dental Plan. 3... Basic Life Insurance The City shill contfnue the basic 1 ife insurance plan as currently fn effect for the term of thf s compensation plan. 4. l.of!s Tef'I! Disability Insurance The C1t;y stall ~ontinue the long tenA disabtl it,r insurance plan currently in effect for the tent of this coapen5'tfon plan. E"Ployee coverage is subject to a voluntary payroll deduct1oo of the insurance prenrh• app11- ccble to the first $2,000 of aonthly salary for Plan B or .the first $1,800 of mnthly salary for Plan A; the City will pay premiums in excess thereof. For those employees without eligible dependents covered under the health plan provisions, the City w111 pay uD to $8 per llOftth toward long tent ........ . ·-.. ·~ •. • •;i.. .' COMPEHSATICM PLAN • COICFIDEHTIAL Page Five disability insurance prem1UllS. for those anployees without eligible dependents covered under the dental plan provisions, the City w111 pay up to $12 per mnth toward long term disability insurance premiums. E. Management Benef1 t ProgrUI All Confidential 111Ploy.es are eligible for Sections 1, 2, 3 and 4 of the Management Benefit Program. SpKiffed amunts under this program wil 1 be applied on a pro nta basis for employees who are in a management pay status for less than the full fiscal year. 1. Professional Developnent -Reimbursement Refllbursement for authorized self-improvement activities w111 be granted up to a max1111Jm of $500 per fiscal year for each 1111nagement 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 secticm 2. Professional Development .. sabbatical Leave Authorized paid leaves of absence for up to one y2ar will be granted in accordance with the following requirements: a. Sabbatical leave program shall be beneficial to the employee's job assignment. b. An·~1oyee!s job assigment activity shall be adequately covered during his absence with lllPhasis on the developaent of subordinates. c. The leave of absence period will be adequately coordinated with departll!ntal pr1orfttes and t110rklo1d. d. Le11ve of absence sabbaticals should be based on internship exchanges, and/or loaned executive arrangements; scholastic and/or authorship prvgras; or edvcattonal tr1ve1 .. stucfy plans. -------------------------~------------- CCMPENSATIDH PLAH -CONFIDENTIAL Page Six Leave of absence schedules will be apportioned among all levels of manage- •nt and trill be based on an evaluation of each employee's performance recoi"d. Each paid sabbatical leave will be 11m1ted to a ma.xfaan of one year and not mre than two anployees being on leave s111RJ1taneous1y. · Sabbatical leaves 1111st be cleared fn advance and approved by Councfl- appointed officers and Council. 3. Personal Health Program -Physical F1tnes,! a. All 1111nagement employees w111 receive physical exalllinatfons fn accord- ance with Policy and Procedures No. 2-7. b. In accordance with the rec011111endatfons of the medical doctor an employee may undert4ke a prescribed physical fitness program. Employees parti- cipating 1n this activity will be reimbursed under the Personal Develop- ment Progru. 4. Excess Benefit Refllbursement RetlRbursanent for approved excess benefit expenses wfll be granted up to a maxtnum of $1000 per fiscal year for each management ~loyee and shall include the foll~ng benefit items: a. Life and LTD. insurance premiUllS for C1ty·sponsored plans. b. Excess medical/dental expenses for employee and dependents which are not coverad by existing City·sponsored plans. c. Excess self-'llllPf'Ovement items which are otherwise approved but exceed the reillburseB!nt 11m1t under H.1 above. If the full excess benefit re1R>ursemnt fs not used during the fiscal year the ctifference bebleen the amunt used and the maxi .. (or pro rate 111xtaui) 1111.Y be applied at the employee's option to deferred compensation .under the City Plan. F. !_!rktr.g fn C1v1c Center Garage The Cit.y shall provide employees parking privfJeges fn.the C1vic Center Garage at no cost to such 8111plo.yees. G. Ctt,x-Pa1d PE!S f!eloxee Contrtbutton Effective with the pay period including July 1. 1983, the C1t,y s.hall •pick-up" (~) seven percent (71) of tne 111Ployee•s 18.ndatory Pl!bHc Ellployees' Ret11"81fteftt System · (PERS) contribution. Such pick-up contr1but1ons shall be paf d by the City in lieu of employee contributions notwithstanding the tact that such pick-up of cORtr1bu-· t1ons 111.Y be designated as aplo,yee contributions for purposes of PERS. exce t that s h lo who ret1 · -CITY 0, PALV AL.TO .. <;_ COPIPENS•TJON PLAN . • COWIHITlAl. PCRSOfltll[L Ef f £CTJV£ JULY Ji• l"IJ CLASS GltAI£ CONTROL APPROX APPIOW APPtltOI NU ft TITLE COi[ POINT ANNUAL .11-Wl:LY HILY •' '101 Alftl• S[Cl[fAIY/Cft 5i i!•iii! ~1 .. 1.1.s i.us.ldl li.li! ,Dfl EXEC SECl£TllY•CONF 511f 1.11.1 a2.11aa 11.i!.ltD . ia.1a .. DO LtGAL ASST 55 i!.o .... i!if. 7li! "5i!.ID ii .... •aJ LE'Al SEC•COW: 57 l ..... , i!l.517 'HJ'7.20 J.l.3• ,. ! ! : ttai OfflCE SPECIALIST-Cf 1.3 1.1.•u. aa .. 100 110.ID '1911. .1(