HomeMy WebLinkAboutRESO 6283. ' •• ORIGIN.~L
RESOLUTION NO. 6283
RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO
ADOPTING A COMPENSATION PLAN FOR CONFIDENTIAL
PERSONNEL AND RESCINDING RESCLOTION NO. 6055, RESO-
LUTION NO. 6114, RESOLUTION N~-~149, AND RESOLUTION
NO. 6200
The Council of the ~ity of Palo Alto does RESOLVE as follows:
SECTION 1 • Pursllant to the prov is ions of Sect ion 1 2 of Article
III of the Charter of the City of Palo Alto, th~ Compensation Plan, as
set forth in Exhibit "A" attached hereto and made a part hereof by
reference, is hereby adopted for confidential personnel effective June
23, 1984.
SECTION 2. The Compensation Plan adopted herein shall be adminis-
tered by the City Manager is accordance with the Merit System Rules and
Regulations.
SECTION 3. The Compensation Plan shall continue in effect until
amended or revoked by the Cour,cil.
SECTION 4. The Director of Finance is herEby authorized to imple-
ment the Compensation Plan adopted herein in his preparation of forth-
coming payrolls. He is further au th or i zed to make changes in the
titles of employee classifications identified in the Table of Autho-
rized Personnel contained in the 1984-85 bud;iet if such titles have
beP.n changed by the Compansation Plan.
SECTION 5. Resolution No. 6055, Resolution No. 6114, Resolution
No. 6149, and Resolution No. 6200 are hereby rescinded.
SE\TiON 6. 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 23$ 1984
AYES:
NOES:
Bechtel, Cobb, Fletcher, Klein, levy~ Renzel, Sutorius,
Witherspoon, Woolley
None
ABSTENTIONS: None
ABSENT: None
Cl
CITY OF PALO ALTO
CDMPENSATI~ PLAN
Confidential Personnel
Effective: Pay Pericd including July 1, 1984
eufi>~SATIOO PLAN R)R niE CIT'i OF PAI.J.) AI..'IU
Confidential Personnel
SECTION I. Cl.NFIDENI'IAL SALARY PI...AN
This confidential salary plan applies to all positions designated as confidential
listed in the salary Table. F.ach OJuncil-appointed officer shall be the responsible
decision-maker under thi~ Plan for those mployees in departments under his/her
control.
A. o:>nf idential Salary Policy
The City's poli~'"Y for <X>Ofidential salaries is to establish and maintain a
general salary str.Jcture based oo marketplace norms aoo internal job a::igrrnent
with broad salary grades and raOJes. Structures anc! ranges will he reviewed
annually a00 updated as necessary based oo marketplace survey data, internal
relationships, and City financial ronditions.
Individual salary adjustments will be considered by the Council-appointed cff ic'3r
based on Cl) performance factors including achievement of pr~termined
objectives; ( 2) pay structure adjustments; an:! ( 3} City H.nancial conditions.
B. Basic Plan F.lements
Structure. The salary plan is based on a nulti-grade salary structure. F.ach
grade will have a cortrol point which is used for buckJetary purposes. Ml
confidential p::>sitions will be assigned an ~ropriate pay grade based on salary
survey data aoo internal relationships. All positions assigned to a pay grade
will receive salaries '-lhich are ro less than 25% oelow the control p::>int :.nd ro
more than 15% above the control point. .l\ctual salary within the range is
deter:mined b'j perforniance. The rormal ~rl<in;J ral"'JJe w: thin which M:)St actual
salaries will fall will be within.:!: 5% of the control paint.
As needed cart>etitive marketplace studies will be made of cities s~milar to Palo
Alto in m.mber of E1t9loyees, population am services provided. Dependirq on the
results of these studies, the entire pay grade structure may be reassignect to
different pay grades. such adjustments will only affect the salary
administration framework. No individual salaries will autanatic~lly be dlarqed
because of structural adjustments.
salary Increases. All individual salary incroases will be earned as a result of
performance, achievement of objectives, or gra.rth within the position (for recent
appointments). Two types of increases rnay be earned. Satisfact')cy aoo above
perfocners may receive base pay increases (percentage of fixed dollar amount.c;
added to base pay). G.lidelines will be established for base pay increases. The
second possible type cf increase is in the fonn ot Special Performance Pre'lilr.15
of fran 1-15\ based on achievement of predetei:mined objectives established \J"\der
a performance plannirg arrl appraisal program.
cnu>~SATIClit PLAN -~FIDtNI'IAL
Page Two
Special Performance Premit.rns are q:ien to all satisfactory and above performers.
Requalificatioo is neceseary for each appraisal period. Department hecrl and/or
Council-aRlQinted officer approval is required for all base pay increa~s and
performanoe prEl'ftil.ll'IS. All salaries, both base pay and perfonnance prS':'liuns, must
fall within pay grade limits.
auggetirg. Each year the City Manager will propose for Council approval a sal~
budget incot{A~ratirg the requests of each COUncil-appointed officer which will
include anount!: sufficient t.o :irnplanent base pay increases and !:i"pecial
Performance Pt-emillnS. 'l1le salary increase budget will be based en t~.e following
factors: ~titive market, charYJes in internal position relationships, and the
City's ability to pay.
Perfonnar.ce Appraisal. Determination of performance will be Made annually by the
appropriate supervisor or department head. Based on an appraisal of the
employee's perfonnance in acoordance·with prescribed duties anct responsibilities,
enployees wtD are appraised as satisfactory or a00ve will be eligible for l:>ase
pay and performance premil..ms accordiDJ to established guidelines. The
performance plan will be developed by the er!ployee an:i his/her supeIVisot' prior
to July of each year and will <XWer the fiscal year. 'Ihe plan will reqi!ire
ooncurrence of the department head and/or COuncil-appointed officer. Prcgress
tCHard meeting d>jectives will be reviewed at leaf..: semi-annually. By July of
the following year, supervisors will make a final determination on performance
and will make salary recatrm\dations to their departnent heads based on salary
payment guidelines.
c. COnf idential Salary Bl.ldget Authorization
1. Council-appointed officers are authori7.ed to pay salaries in accordance with
this plan to confidential errployees in an amount not to exceoo the aggregate
of approved cx:Jnf idential positions budgeted at the oontrol p:>ints indicated
in Table I for the fisc& year 1984-85. In C:lddition, tl"e Council-arpointect
officers in aJgregate are authorized up to 2% of the 1984-85 confidential
salary and benefit budget tD apply ttwatd perfomance increases for
iooividual confidential ~loyees under the pro11isions of this Plan.
2. Individual oonf idential salaries authorized by the Council-appointed officer
under the COnf idential salary Plan may rot be less than 25% below ror no::e
than l~• above the control point for the individual position salary grade
authorized l.n Table I of this Plan. A portion of the authO:..·ized ~ary rnay
be given in the foi::m of Siperior Performance Pranit.mS based oo ~hievement of
objectives.
3. The Council-aax>inted officers are authorized to establish such
acniniatrative rules an are necessary to ~!anent ...he Confidential Salary
Plan subject to the limitations of the approved salary increase budget and
the approved gt·ade and control point structure.
CU'1PD-1SATIOO PLAN -~FIDENTIAL
Page Three
4. In the event a downward adjustment of a p::>sition grade assigrrnent indicates &
reduction in the established salary of an individual employee, the
Council-appointed officer may, if circtnnStances v.tarrant, <X>ntinue the salary
for svch ernployP.e in an c:rrount in excess of the revised grade limit for a
reasonable period of time. Such interim salary rates shall be defined as
"Y-rates."
SECTIOO II • SP&::IAL CDMPENSATIOO
Personnel covered by this cnnpensation plan, in addition to the salary set forth in
section I above, may recei~ special canpensation as follows. Eligibility shall be
in conformance with the Merit Rules and Regulations and Administrative Directives
issued by the City Manager for the purposes of clarification arrl interpretation.
A. Annual Adjustment
Annually, each E1nployee who oolds a regular full-ti100 appointment in the
nunicipal service en or before July first arx1 continues in such status through
the first day of Pay Pericxi 25 (in Dece:nber) shall i:eceive, in addition to the
salary prescribed herein, a salary adjustment equal to one percent of the
enq;>loyee's current ann\lal salary; or at the aTtployee'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 appoinment fran
Januacy l through July of the current year, or interrupted service durirg the
year.
B. Overtime
Canpensation for overtime \llOrk, and scheduled \,Ork oo paid oolidays, shall be in
confonnance with the Merit ~les and Regulations and Adninistrative Directives.
Where confidential employees, oo a tenp:>rary basis, are as.ciigned to perfom all
significant duties of a higher classification, the City Ma1lager may authorize
payment within the ra~ of the higher classification.
C. Night ~hift Premium
Night shift differential shall ~ paid at the rate of 5% to t"eCJUlar full-time
employees w00 are regularly scheduled to work between 6:00 p.M. and 8:00 a.m.
Night shift premitn will rDt be paid for C111ertirne tx>urs 'f«>rked.
o. Group lnsurance
l. Health Plan
The City shall pay all premi\I'!\ paymP:lt.a on behalf of employees "'10 are
eliyible far C01Terge under the health plans as described in SUD-sections (a)
and (b). Any premiun rate increases du~ing the term of this CXJnpensation
plan shall be paid by the City. The followirg options ~~11 exist:
~l:iATI<N PLAN -cnJFIDENTIAL
Page Four
a. Employee and dependent coverage under the existing Kaiser Health Plan S
Contract, includirg the Drug Plan III option.
b. flli>loyee and dependent ooverage under the existil'lQ' City of Palo Alto
atployees' self-Insured Health Plan with r.lajor medical rnaximun of
~250,000 and pelvic examination benefit.
'llle City shall, \.l{X)n sutmittal of evidence of pa~nt, reimburse up to $183
per quarter of nedi<:al plan premi1.m; on behalf of confidential anployees '#ho
retire fran the City under service or disability retirnents. Tre retiree
may select any medical plan. The plan maiy cover eligible dependents as
defined under the City ~loyees' Health Plan. t'k> rei.rtbJrsement will be made
for plans providiDJ benefits other than medical and health benefits.
~.. Dental Plan
The City shall pay ~l covered plan charges on behalf of 8'1ployees aoo
depeooents of eq;>loyees wm are eligible for coverage and enrolled under the
~xisting City Dental Plan.
3. Basic Life Insurance
The City shall continue the basic life insurance plan as currently in effect
for the t.er:m of this ocq>ensatioo plan.
4. LorYJ Temt Disability Insurance
The City shall oont:inue the long term disability insurance plan currently in
effect fer the tem of this oaipensatioo plan. ~loyee C0\7erage is subject
to a voluntary payroll deduction of the insurance premitm .ipplicable to the
first $2,000 of monthly salary for Plan B oc the first Sl,800 of monthly
salary for Plan A; the City will pay pranhms in excess thereof. For t.OOse
eaployees without eligible dependents o:Nererl under the health plan
p?:OVisions, the City will pay lt> to $8 per r.Dlth toward long tenn disability
insurance praaiU'RS. For those enployees with:>ut eligible dependents covered
ur:¥1er the dental plan provisions, the City "111 pay up to ~12 per MJnth
toward 10R1 tenn disability insurance preni\lftS.
E. ~t Benefit Proc:Tam
All Confidential anplayees are eligible for Sect.ions l, 2, 3 and 4 of the
Management Benefit Pr..:igran. Specified Cll1'Qlnts uMer this progra'l\ will be awlied
on a pro rata basis for ~loyees 1llllo are in a oon.f idential pay status for less
than the full fiscal year.
COMPENSATIOO FLAN -c:.'a'.JFIDfNI'IAL
Page Five
1. Professional Developnent -Rei.Mbursenent
Reint:Jursement for authorized self-improvement activities ~ill be granted up
to a rnaxirm.Jn of $500 per fiscal year for each confidential employee and shall
include the follCMirg benefit items as defined in Policy and Procedures No.
2-7:
a. Civic and profes.~ional association ~rships
b. Conference participatioo aoo travel expenses
c. a!ucational programs
d. Professional and tr-ade journal subscriptions
e. l.lx:tor-prescribed physical fitne$S progrtll\ as indicated under 3b of this
section
2. Professional Deve!oi;nent -Sabbatical Lea·1a
Au::.horized paid leaves of absence for up tfJ one year will be granted in
accordance with the follQllJlirg requi.~nta:
a. sabbatical le.:1ve progrcn shall be beneficial to the errployee's job
assignnent.
b. An arployee'3 job assignrent activity shall be adeqUately \X1Vered during
his/her absence with ~is on the dew~lopnent of subordinates.
c. The leave of absence perio.: will b9 adequc. ~ly ooordinated wi. th
departmental priorities am workload.
d. Leave of absence sabbaticals should be based on int~rnship exchanges,
and/or loaned executive arran:.;Jements; scholastic and/or authorship prourans; or educational travel-study plans.
Leave of absence schedules will be Appertioned ~ all levels of
confidential and will be based on an evaluation of each euployee's
perfonnanoe reoord. Fach paid sabbatical leave will be linited to a maxi.rlun
of ooe yea1: and oot JJDre than twr:> employees bein;J on leave simultaneously.
sabbatical leaves nust be cleared in advance and awr011ed by
Council-appointed officers and COUncil.
3. Personal Health Pr9gram -Physical Fit~
a. All oonfidential EIT'lployees will receive physical exarninatioos in
acoo1'dance with R:>licy and Procedures No. 2-7.
CUU'~SATIOO l?LAN -~FIDENTIAL
Page Six
b. In accorrlance with the recom10ndations of the medical cbctor an 4r.tployee
may undertake a prescribed physical fitness progl."am. Employees
participating in this activity will be reimbursed under the Personal
Developnent ~ram.
4. Excess Benefit l'eimOOrsement
Reimbursement for approved exces..c; benefit expsnses will he granted up to a
maxi.nun of $12CO per fiscal yedr for eadl confidential employee aro shall
include the following benefit items:
a. Life ane LTD insurance prEnill'B for City-sponsored plans.
b. Excess medical/dental expenses for employee and depen<.ients ~ich are rK>t
covered by existing City-stx>050red plans.
c. Excess self-~rovenent itefllS which are othe~ise approved rut exceed the
reimbi..u:sement lunit umer H.l above.
If the full excess benefit reiclt1lrsement is oot used duri~ the fiscal year
the difference between the am::iunt used arrl the maxirnl.r.I (or pro rate rnaximll'l\)
may be applied at the a'nployee's q;>tion to deferred ~nsation under t-.he
City Plan.
F. ParkiN in Civic Center Garage
The City shall [lOOVide anployees parkin.J privileJeS in the Civfo Cente· · Gara;e at
ro cost t.o such employees.
G. City-Paid PERS !rpl.o)'ee Contrihution
Effective with the pay pericx\ includi~ July l, 1983, the City shall "piclt-up"
<pay) seven percent (7\) of the employee'i:; :maOOatory PUblic ~loyees' Retirenent
systen (PERS) oontribution. Such pick-up contributions shall be pa.id by the City
in lieu of enployee oon~ibutions ootwithstandi~ the fact that such pick-i.p of
contributions may be designated as enployee oontributbns for.J:1trposes·of PERS.
CITY Of PAt.O AlTO (OftPElllSATJO~ PUlll
COlllfUUITUL PEfrSOlll"U
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