HomeMy WebLinkAboutRESO 6317. ..
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RESOLUTION NO. 6317
RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO
AMENDING THE COMPENSATION PLAN FOR MANAGEMENT PER-
SONfllEL AND COUNCIL-APPOINTED OFFICERS ADOPTED BY
RESOLUTION NO. 6303
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
adopted by Resolution No. 6303 is hereby amended effective October 15,
1984.
· SECTION 2. Tl:e Compensation Plan as adopted by Resolution No.
6303 is amended as set forth in Exhibit RA" attached hereto and incor-
porated herein by reference.
SECTION 3. Except as amended herein, all of the terms and provi-
sions of Resolution No. 6303 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 assessmant is necessary.
INTRODUCED AND PASSED: October 15, 1984
AYES: Bechtel, Cobb, Fletcher, Klein, Levy, Renzel, Sutorius, Woolley
NOES: None
ABSTENTIONS: None
ABSENT: Witherspoon
:;Y'htw,il~~
Assistant City ~;F-J----
APPROVED: ¢=-~r if·
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CITY OF PAID AL'ro
Management and Council App?intees
Effective: Pay Period including July 1 1984
.Amended: AuguSt 27, 1984
October 15; 1984
WMPENSA.ClOO H..AN l'UR niE CITY OF PALO ALTO
Management Personnel
SECTIOO I. MANAGD4m'r SALARY PLAN
This managerent salary plan applies to all regular nanager.tent p:>sitions except
Council Members and Council-appointed officers. NotwithstandinJ this exception, the
council may authorize Special Performance Premiun.~ for Council-appointed officers.
F.ach Council-appointed cff icer shall be the responsible decision-Maker under this
Pl an for thoSe employees in departments under his/her oontrol.
A. Managenent salary Policy
The City's policy for management salaries is to establish and maintain a general
salary structure based oo marketplace nonrs aoo internal job aligrinent with broad
salary grades and ranges. Structures and rarqes will be reviewed annually and
updated as necessary based on matketplaoe survey data, internal relationshi~-s,
and City financial conditions. Special needs of management categories including
supervisors, adnir.istrators, professionals aro managers will be addressed.
Individual salary adjustments will be <X>nsidered by the Council-aR,X>inted officer
based on (1) performance factors includin.J achievement of predetennined
objectives; (2) pay structure a:ijusbnents: and (3) City financial conditions.
B. Basic Plan Elements
Structure. 'The salary plan will include a salary structure oonsisting of
approximately fifty grades. Each grade will have a control point which is used
for b.Jdgetary p.n:p:>Ses. All rna~nt p:>sitions will be assigned an appropriate
pay grade based oo salary survey data aoo internal relationships. All t:0sitions
assigned to a pay grade will receive salaries which are ro less than 25% below
the control point and oo ltk)!"e than 15% abcwe too control point. Actual salary
within the range is detennined bj -performance~ 1be rormal working range within
which nvst actual salaries will fall will t::e within~ 5% of the control point.
As needed cx:II\")etitive marketplace studies will be nade of 10-15 cities similar to
Palo Alto in nult>er of eq>loyees, populatioo am services provided. These
studies will focus on general salary trends for groups of management p:>sitions
such as first line supervisors, aministrative, professional a.00 tq:> management.
Periodically, studies will m:>re specifically include position-by-position
carparisons usi?YJ marketplace and internaI relationship data. Dependirg oo the
results of these studies, the entire pay grade structure may be adjusted or
individual p:::>sitions may be reassigned to different P3Y grades. Sud"I a<ijusbuent.i;
will atly affect the salary aaninistration fr~rk. No inc:iividual salaries
will be autanatically changed because of structural adjustments.
Salaz:::x: Increases. All individual salary increases will t-e earned as a result of
performance, achievement of objectives, or growth within the positim {for recent
appointments). Two types of increases may be earned. Satisfactory and Bl:X'Ne
performers may re<'!eive base pay increses (percentage of fixed dollar moounts
added to base pay}. Q.Jidelines will be established for base pay increases~
OJMPrnSATICN PLAN -MANAGEMENT
Page 1"""°
The second p:lSSible type of increase is in the fol:T:l of ~pecial Performance
Premiuns of from 1-15\ based on achievement of predeterni~ objectives
est.at>lished undec a performance planning and appraisal pro-Jrar:l. Special
Performance Preni\..llS are open to all satisfactory an:.1 above performers.
Requa.lific&tion is recessary for each appraisal perioo. ~partment head ~nd/or
Council-appointed officer approval is required for all base pay increases and
performance prEr.lil.ITlS. All salaries, both base pay and perfol'l.13rn::e pranil.Jlls, nust
fall within pay grade limits.
Budgeting. Each year the City Manager will propose for Council approval a salary
budget incorporati?'lJ the requests of each COUncil-appointed officer which will
include cr.ounts sufficient to ii1lplement base pay increases ard pE'!rformance
pranil.rns. The salary increase budget will be based on the followin;i factors:
Canpetitive market, changes in internal position relationships, and the City's
ability to pay.
Performance Appraisal. Determination of performance will be rade annually by the
Council-appointed officer and department headr. Tl"e follCMirg questions will be
addressed: Is the department, division, unit or activity meeting its objectivP.s?
Is the employee. perfonnir.J as a manager in accordance with prescribe:l duties and
responsibilities of a manager? atipl0yees whv are appraised as satisfactory or
above will be eligible for base pay am performance pret:\iurrs accoro; :-=-i to
established guidelines. 11'1.e management performance plan will be developed by the
employee am his/her supervisor prior to July of each year ard will cover the
fiscal year. The plan will require concurrence of the dep3.rtment head and/or
the Council-appointed officer. Progress toiard meetirq objectives will be
reviewed at least semi-annually. By July of the following year, supervisors will
make a final detennination on perfonnance ard will make salary recaimendations to
their department heads based on salary payment guidelines.
C. Maf1!9ement Salary BIJdget Authorization
1. Council-appointed officers are authorized to pay salar.ies in accordance with
this plan to non-council-appointed management E!li>loyees in an annunt not to
exceed the aggregate of approved management µlSi tions budgeted at the control
points indicated in Table I for the fiscal year 1984-65. In addition,
Council-appointed officers in aJgregate are authorized up to 2% of the
1984-85 management salary arrl benefit budget to apply tc:Mard perfonnance
premiuns for individual rranagernent enployees ~o qualify under the provisions
of this ~anent Salary Plan.
2. Individual management salaries authOrized by t.lie Council-a~inted officer
under tre Management salary Plan may not be less than 25% relCM nor more than
15\ above the control IX'int for the individual p::>Sitions ~lary grade
authori~ed in Table I of this plan. A portion of the authorized salary May
be given in the form of Special Performance Premit.Jns ba&Jd on achievaMnt of
objectives.
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cuu>~SATIO'il PLAN -M.ANN3EMENT
Page Three
3. The Council-appointed officers are authorized to establish such
aaninistrative rules as are necessary to i.nplenent the Management Salary Plan
subject to the limitations of the approved salary increase b.ldyet and t.t-ie
approved grade am control point structure.
4. In the event a downward crljustment of a position grade assigl"l'lent indicates a
reduction in the established salary of an indiviC:ual ef!'Ployee, the
Council-appointed officer may, if circ\.r\Stances warrant, continue the salary
for such en\>loyee in an am'.)unt in excess of the revised grade lir.tit for a
reasonable period of time. Such interim salary rates shall be defined as
"Y-rate~.·
SECrlOO 11. SPECIAL o.»tPENSATIOO
Personnel covered by this cx:ripensation plan, in addition to the salary set forth in
the attached tabl~s, rnay receive special ccmpensation as follows. Eligibility shall
be in confonnance with the Merit Rules and .Regulations and AdMinistrative Directives
issued by the City Manager for the purposes of clarificaticn arrl interpretation.
A. Annual Adjustment
Annually, each enployee \llllo oolds a i:egular full-time appointment in the
nunicipal service on or before July first ard continues in such status
throughtout the first day of Pay Pericxi 25 (in December) shall receive, in
addition to the salary prescribed herein, a salary adjustment equal to one
percent of the anployee's current annual salary: or at the employee's option and
subject to managenent approval, 24 :oours paid leave to oo used prior to the
January 31 following. Annual adjust:Jnents shall be prorated t.o reflect
appointment f ran January l through July of the current year, or interrupted
service durirg the year.
B. OVertime, ~rkif9 Out of Classification, and In-Lieu Holiday Pay
Q:l'lpensatioo for overtime w:)rk, and scheduled work ai paid holidays, shall be in
conformance with the Merit Rules and Regulations and Adninistrative Directives.
»Jere management employees, oo a tenp:>rary basis, a.re assignerl to perform all
significant cl.lties of a higher classification, the City Manager rr.ay authorize
payment within the range of the higher classification.
OJMP~SATION PLAN -MANAGEMENI'
Page Four
c. court .Appearances
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S\ti1orn Police Personnel appearing in court for the People shall be CCIT\pens~ted as
follows:
Period
1. Appearance on scheduled
day off.
2. Any or all court time
durin.;i scheduled shift,
or oou.rt time is inme-
diately beginnirlJ or
following shi'ft.
3. ~pearance on scheduled
work day rot oot during,
inrnediately before or
imnediately after
scheduled shift.
D. Night Shift Premium
Rate
Time aoo one-half
Straight time during
shift, tine and one-
half foe periods
before or after
scheduled shift.
Ti.ma and 011.a-half
Minir.ruM
4 hours
None
2 hours
(2 hour Minir.wn
may not run in to
shift tir.ie)
Night shift differential shall te paid at the rate of 5% to re<:,.Jular full-time
employees woo are regularly scheduled to work between 6:00 p.m. and 8:00 a.n.
Night shift premi1..1n will n:>t be paid for overtime tours worked or to Fire
personnel assigned to shift duty.
E. Uniform Purchase Plan -~rn Police and Fire Personnel
Uniforms includirg cleanirg will be provided with replacement provisions on an
as-needed basis in conformance with department p:>licy.
F. Group Insurance
1. Heal th Plan
The City shall pay all premit1n payments on behalf of employees W'lo are
eligible for cOV'erage under the health plans as described in sub-sections (a)
and (b). Any premii.J'!I rate increases during the term of this ccrripensation
plan shall be paid by the City. The followil'"kJ options will exist:
a. Elnployee and dependent ooverage under the existinsJ Kaiser Health Plan S
Contract, includirYJ the Drug Plan III option.
b. Flnployee and defiendent coverage under the existing City of Palo Alto
~loyees' self-Insured Health Plan with major medical maxi.ml.Jn of
$250,000 and ~lvic examination benefit.
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~SAT!~ PLAN -MANAGf>tENI'
P.=age five
Tile City shall, upon subnittal of evidence of payment, reimburse up to
$183 per quarter of medical plan premil.lll.S on behalf of management
E!f!'{>loyees "'1ho retire fran the City under service or disability
retirements. The retiree may select any medical plan. The plan may
o::Ner eligible dependents as def inerl under the City Employees' Health
Plan. No reimbursement will be made for plans providin;, benefits other
than nedical and health benefits.
2. Dental Plan
The City shall pay all oovered plan charges on behalf of anployees and
depenrients of eu"ployees wto are eligible for CO\Terage an:i enrolls:i under the
existing City ~ntal Plan.
3. Basic Life Insurance
The City shall continue the basic life insurance plan as currently in effect
for the term of this oanpensatiat plan.
4. !s1lQ Term Disability Insurance
The City shall continue the long term dj.sability insurance plan currently in
effect for the tem of this ca.ipensatioo plan. Employee ccveraye is subject
to a voluntary payroll deduction of the insurance preMiun applicable to the
first $2,000 of monthly salary for Plan B or the first $1,800 of roonthly
salary for Plan A; the City will pay premil111S in excess thereof. For trK>se
eq:>loyees witoout eligible dependents C01Tered under the health plan
provisions, the City will pay up to $8 per r:onth t:.crward long term 1Hsability
insurance premiJ'!l.S. For t.OOse er.t>loyees witoout eligible dependents covered
under the dental plan provisions, the City will pay tp to $12 per ron.th
toward lorg term disability insurance premiuns.
G. Police Department -Personnel Devel~nt Program
Pursuant to adninistrative rules governirg eligibility and qualification, the
followinJ may be granted to si«>rn µ:>lice personnel:
P.O.S.T. Intermediate Certificate: 5% abOve base salary
P.O.S.T • .Advanced Certificate: 7 1/2% above base salary
H. Management Benefit Program
All City staff m..1nagement anployees are eligible for Sections 1, 2, 3 and 4 of
the Management Benefit Program. City Council Members are eligible for ~tion 3a
only. Specified anr:xmts under this pro;;iram will be cq;>plied on a frO rata tesis
for enplO'Jees wtD a.re in a management pay status fer less than the full fiscal
year.
OJMPENSATIOO PLA"l -MANAGEMENT
Page Six
1. Professional Develorrnent -Reimbursement
...
Reimbursement for author.' zed self-i.rrq;>r0venent activities will be yrantoo up
to a rnax.i.rrun of SSOU per fiscal yea.r for each mana9errent anployee ano shall
include the followio.; benefit items as defined in Pol icy and Procedurns No.
2-7:
a. Civic and professional association rremberships
b. Conference participaticn arrl travel expenses
c. Educational prOJrams
d. Professi~nal and trade journal subscriptions
e. Dxtor-prescribed physical fitness pro.:iram as indicated under 3b of this
section
2. Professional Devel~nt -Sabbatical Leave
Authorized paid leaves of absence for up to one year will be granted in
accordance with the following requirer.'lents:
a. Sabbatical leave progrcrn shall be beneficial to w enployee"s job
assignnent •
.b. An snployee's job assiyrn:int activity shall be adequately oovered during
his absence with enphasis on the aevelopnent of subordinates.
c. The lea,1e of absence period will be adequately coordinated with
departmental priorities anj l#Orkload.
d. Leave of absence sabbaticais should be based en internship exchanges,
and/or loaned executive arrangements; scholastic and/or authorship
prQJrams; or educational travel-study plans.
Leave of absence schedules will be app::>rtioned arnorg all levels of management
and will be based on an evaluation of each ~loye.e's perfo:mance record.
Each paid sabbatical leave will be limited to a maximun of one year acw::l. oot
more than tW'O enployees being on leave sirrultaneously. sabbatical leaves
111Jst be cleared in advance aoo approved by C.ouncil-appointed officers and
COUncil.
3. Personal Health Pr29ram -Ph_ysical Fitness
a. All management errployees will r~eive phlfSical examinations in accordance
with ?olicy and Procedures No. 2-7.
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CXMPDGATIOO PIAN -~
Page Seven
b. In accordance with the recarmendations of the medical doctor an enployee
may undertillke a prescribed physical fitness program. ~loyees
participating in this activity will be reimbursed umer the Personal
Developoent Program.
4. Excess Benefit Reinblrsement
Reimbursement for ~ed excess benefit expenses will be granted up to a
maxinun of $1, 700 per fiscal year each for the City Manager.-City Attorney,
City Clerk and City At.ditor; and $1,200 per fiscal year each for other
management enpley~ am shall inclOOe the following benefit items:
a. Life and L'ID insurance premhms for City-sponsored plans.
b. Excess medical/dental expenses f<"t" errployee am dependents which are not
C011ered by existin; City-spJnSOred plans.
c. Excess self-illprovement items whidl are otherwise approved but exceed the
reimbursement 1 ilni t urder B. 1 • above.
If the full exC'eSS benefit re.imburseD:?nt is not used duri?XJ the fiscal year
the differenoe between the cm:iunt used ard the maxinun (or pro rate maxi.nun)
Btl!IJ be applied at the enpl.oyee's option to deferred ca!petlSatim under the
City Plan.
I. Autanobile Expense Allowance
For those enplayees W1ose duties require exclusive use of a City autan:X:iile, the
City Manager (or in the case of Cooncil-appointed offia;rs, the City Council) may
authorize payment of $235 per llJl'lth in lieu thereof.
J. Parking in Civic Center Gal:~
K.
'lhe City shall pr01ide euployees parking privileges in the Civic Centel:' Garage at
no CQSt to such aployees.
~~ AllowaOC'e
Per P~ Period Per Month {Approx.)
Mayor $69.23 $150.00
Vice Mayor $46.15 $100.00
City Manager $69.23 $150.00
City Attorney $69.23 $150.00
City Auditcr $46.15 $100.00
OOMPENSATilN PLAN -MAN.AGEMENI'
Page Eight
L. Reimbursement for Relocation Expense
Polic:Y Statement
The City of Palo Alto will provide a Basic Relocation ~nefits Package for all
new management employees. In addition, upon the approval ot the City Manayer or
designated subordinate, 'Relocation ~nefits will be available to JY)n-manaJement
p:>sitions. Provisions of "Optional Benefits" or portions thereof, are intended
only for rare instances and require the approval of the City Manag~r.
Procedure
Qualifications
In order to qualify for relocation benefits, the following oonditions nust be
~t:
l. The anployee must qualify for 1-bving Expense Deductio11s as oontained in the
Federal Tax Regulations for the year in which the move occurred.
2. Actual relocation, or contracts designed to establish a fixed <}T.licilA, shall
occur within six rronths of the initial date of employment.
3. Ej{istirYJ employees praOC>ted. to a covere<l position are O)t eligible.
4. Recordkeepiog requirements will parallel toose requiroo for expense
reimbursement for travel, conferences and neetir¥JS.
5. Provisions of optional benefits is contingent upon acceptance of a one-year
employment ex>ntract with the City. Failure to canpJete t.he full one-year
tenn will require repayment of those benefits on a pro-rata basis cc:r:puted on
the actual time of City service.
Basic Pack~
1. F.mployrnent Tri_p -Actual and reasonable expenses will be provided or
reimbursed by the City for travel costs, meals aoo lodginJ for candid1'tes out
of the local area. 'Ihe local area is defined as a.U cities or towns located
within a lOU mile radius of the City of Palo Alto. Travel costs
reimbursement is restricted to the lesser of o::rrnxl can·ier rates or the
established City rate for autarobile use. Costs for meals are restricted to
the established City per diem rates.
2. en Route EJ<eenses -Direct caim:>n carrier transportation will be provided in
full for all family members. Autatvbile expenses are limited to tw::> vehicles
at the established City rate with a Minimun of 3!>0 miles per day to be
traveled. Per dien is allowed at established City rates for ~loyee and
spouse/mate and at 50% of the enployee rate for dependents. Travel days
allCMed are limited to the actual mileage divided by 350 miles per day.
LodginJ is reimbursed in full on an i'tCtual and reasonable basis for all
family members.
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CMPDISATION PI.AN -MANAGE:MF.NT
Page Nine
3. !!..ousehold Goods Shipnent -Full costs will be paid for the shipnent of all
["'?rsonal itert5 nonnally considered •Household Goods." !tens excluded include
recreational vehicles, firei.KX>d, building materials, sand, boats, eirpl~nes,
an:i perishable items such as food or plants. Shi~nt of up to two
autarobiles is permitted. Storage of rouseoold goods will be provided for 30
days.
4. Professional Relocation Counselling_ -An agency designated by the City will
provide help to the eq>loyee in their relocation efforts. Informatioo to be
provided includes i~ s~ich as financi0:1, l"f:tne and rental locations,
transportation, weather patterns, sctx>ols, recreation, etc.
5}?tional Benefits
1. Disposal and Purchase Costs -The City ...-· _l cover oosts that arise in the
disposal and/or purchase Of residences:
a. Costs to break an exishrg lease will be covered up to a total paynent of
three times the current sronthly rental rate.
b. Real estate ccmnissions up to 6% of the sales price.
c. Non-recurri~ closirv;J CXJSts m both purchase am sale ("Points" on
purchase of residence are specifically e~cluded).
2. Bricye Loan -The City will arrange for a 90 day interest-free loan up to 90%
of an employee's equity in their current residence as determined ~ three
independent appraisals. 'I1le ass\.l'leC Fair Market Value will be tl'v3 average of
the two highest appraisals, providing those appraisals are within 5% of ~ch
other.
J. Mot;tgage Interest Differential Pa;'!!'!nts -The City will provide Interest Rate
Differential Payments under the guidelines of the Federal uniform Real
Property Acquisition and Relocation Policies Act up to a maxirun of
$300/lftJflth for 36 months.
4. Miscellaneous Expense -The City will pay MiSCP-llaneous expenses associated
with the relocation. 1be am:>Unt shall not exceed $1,000.
a.»1PENSATIOO PLAN -MANAGJ:2.1ENf
Page Ten
~. Tarp?rarv Living Expense -Up to thirty ( 30) days temporary living expenses
will be available under the follorwir¥J guidelines:
I...odging -100% of actual and reasonable costs for all family ~~s.
Per Diem -100% of the established City rates for errrployee arrl spouse/mate
and 50% of the established City rate for dependents for the
first 15 days; 50% of the established City rate for employee and
spouse/mate and 25% of the established City rate for dependentR
CNer the last 15 days.
car Rental -Up to 30 days for a single vehicle is available until such ti.Joo
as the arployee's personal vehicle becanes available.
6. H~sehunting Expense -The City will provide expenses or reimbursemant for
one househunting trip for both enployee ard spouse/matP.. The trip shall be
limited to a maxi.rrum of seven days. Travel expenses are limited to the
lesser of camtOO carrier rates or the established City rate for autcrobile
use. tmging is provided on an actual and reasonable basis. Per Diel'!l
expenses are allowed according to the established City rates. Expenses for
children are rot covered.
~ulations ana Guidelines
1. The City Manager, or designated subordinate, will institute and revise
internal procedures to assure the efficient delivery of services t.o the new
employee and minimize costs to the City. This will include the determination·
of whether direct City payments, advance of furrls or employee reiw.bursement
is nvst appropriate for a given program elerrent or anployee.
2. The City MalL'!ger, or designated subordinate, will determine the
appropriateness of inclusion of spec;fic items in this program that arise as
a result of "grey areas."
3. Expenses incurred by the anployee during relocation ...tlich are rot C011ered
are:
a. Payments to friends for assistance.
b. Autcrrobile repairs.
c. Costs incurred during the relocation oot rot oirectly related to personal
transportation or forwarding of household belof'lJi~s, i.e. uninsured
losses during transit, entertairrnent expenses, etc.
4. ~ting of all Relocation Expenses wi 11 occur in the Personnel a00
Utilities Department!;.
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CXJ4PENSATICl-J PIAN -MANAGD!Em'
Page Eleven
S. Upon approval of the City Manager, provision of benefits under the section
Househunting Expenses and Professional Relocation Counselling may be provided
before an etplcyee formally accepts an offer of enployment with the City.
M. ~tirenEnt
'l'he City shall "pick~p· {pay) seven percent (7%) of the E!nl'loyee's nandatory
Public &rployees' Aetirement system (PERS) contribution. SJch pick-up
contributions shall be paid by the City in lieu of E!IT\)loyee contributions
notwithstanding the fact that such pick-up of cr"ltriootions rrey be designated as
enployee C'Ol"ltrirutions for purposes of PERS. This provision shall apply to the
City Manager, Attorney, Clerk, Auditor and non-COUncil-appointed regular
manaJenent etf'loyees.
Effe<..~ive with the pay period including July 1, 1984 for sw:>rn police and fire
nenagenent enployees tl'te City shall pick-up nine percent ( 9%) of the en-ployee 's
mandatory PERS cootriootion.
CITY OF PALO ALTO COMPENSATION PLAN
Council-Appointed and Elected Officers
APPROX.
APPROX. MONTHLY
CLASS CODE TITLE ANNUAL SALARY
001 City Councilperson 4,800 40n
002 City Manager 77,575 6464
003 City Attorney 63,250 5271
004 City Auditor 46,000 3834
005 City Clerk 41,357 3448
BI-WEEKLY HOURLY
184.62
2983.20 37.29
2432.80 30.~1
1769.60 22.12
1591. 20 19.89
TABLE I
Page Twelve
EFFECTIVE DATE
PAY PERIOD
INCLUDING
January 1, 1982
July l 1 1984
July 11 1984
October 2, 1984
July 1, 1984
...
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CJTY Of PALO ALTO CO"PCNSATJON Pl.AH
"AHt.CrtENT POSOMNEL
UfECTlVE ... uu i. ..... , ..
CLASS 'UDE U'-UOL liPPRU APPftOll APPROX "!;" TITLE COIE POINT ANNUAL 8I-t11UY KRL.'I
),Qi! accou1ntN' SUPV 'ti c?1155~ 30 .. 700 l•IAD.60 ,&,'4. 7'9
11.1 A tft EftPUYflEMT i1. 3111flolo 111.~oo hi.OD.DO i!D. Oil
li!3 Ufl HUUN SVCS '40 ~hU5 11.1oa1 hll'47.C!D u.o ..
lDJ. Aln PERSONNEL SEWV lttl 311HS 37111iai!7 l.111t1t7.i!D .u.IJ,
i.n Oft Puauc wo1u:s lf3 2."lul 31h614D i..3 .. 0.ao li.. n
lilflf "" ltECltUTlO!le SVCS lfD J .. us 37111ti!7 i. .. 111111.;eo lt.D"'t
lOlf "" 10'1111' 37 3,.3u 110.sao i..s .. D.80 l"l.51
us un BUlLt OffICUL lit ~hi.It& lf3.Ult \111.&11.DO i!l.OS
D"lll UST CH1Ef POLICE 27 lhl.57 ~.C!"llt i!•DU.i!D C!S.lo't
J.DI ASST CITY ATTY Ji! 311131 lftt~osi. h7'1l. i!D i!i!.111
ID" UST CITY «.EH so c. ..... u ~.u2 l• li!i!. ltO 111.uJ
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