HomeMy WebLinkAboutRESO 6416' ORIGINAL
RESOLUTION NO. fr1t 6
RESOLUTION OF THE COUNCIL OF. CITY OF PALO ALTO
ADOPTING A COMPENSATION PLAN FOR MANAGEMENT PERSONNEL
AND COUNCIL-APPOINTED OFFICERS AND RESCINDING RESOLU-
TION NO. 6 30 3, RESOLUTION NO. 6 3 1 7, RESOLUTION NO.
6344, RESOLUTION NO. 6349, AND RESOLUTION NO. 6400
The Council of the City of :?alo Alto does RESOLVE as follows:
SECTION 1. Pursuant to the provisions of Section 12 of Article
III of th~ Charter of the City of Palo Alto, the Compensation Plan as
set forth in Exhibit "A" attached hereto and made a part hereof by
reference, is hereby adopted for management personnel and Council-
appointed officers effective June 22, 1985.
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 Compensation Plan shall continue in effect until
amended or revoked by the Council.
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 authorized to make changes in the title
of employee classifications identified in the T~ble of Authorized
Personnel contained in the 1985-86 budget if such titles have been
changed by the Compensation Plan.
SECTION s. Resolution Nos. 6303, 6317, 6344, 6349, and 6400 are
hereby rescinded.
SECTION 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: Mondayf August 5, 1985
AYES: Bechtel, Fletcher, Klein,Levy, Renzel, Sutorius, Woclley
NOES:
ABSTENTIONS:
ABSE~T: Cobbf Witherspoon
c
APPROVE AS TO FORM:
~d;, ~-ifYAU()rney :
Ma?lagsnent and Council App?intees
Effective: Pay period :i.nclooi.ng July l, 1985
CXM'ENSATIOO PI.AN roR 'IHE CITY' CF PAI.D AL'ID
MaMgerrent Persoonel
'lhl.a mmageme.nt. salaxy plan applies to all regular nana.gement p::>sitions except
Council Mmtbers ar.d Cbtmcil-appointed officers. Notwithst.andin; t'h.i.c; except.kn, the c.ouncn nay authorize Special Perforne.nce Premii.ITIS for Council-apiointed officers.
Fad\ Council-app:>int.ed officer shall be the responsible decision-ma.leer une.er this
Plan for those El'!l>loyees in departments under his/her rontrol.
A. Manaqenent Salazy Poli~
'Ihe City's f1)licy for rranagatett salaries is t.o establish arrl rraintain a qeneral
salary structure based oo marketplace nonm a.rd internal jd:> aliQ! anent with broad
salary grades and ranges. Structures and ranges will be reviewed ammally and
updated as necessary based m market.place survey data,. internal relationships,
and City financial cx:niltialS. Special needs of mnagenent categories inclU<'!ino
supervisors, aaninistrators, professiaials an:1 manaqers will be addressed.
Individual salary Mjustments will be considered by t.he a:mncil-afl'(>inted officer
based ai. ( l) performance fact.ors incluling achievement of predetenninEii
objectives: ( 2) pay structure ad justment.s: am. ( 3) City financial conditions.
B. Basic Plan Elements
structure. 'Ihe salary plan will include a salaiy structure oonsisting of'
approxinately fifty grades. Fam grade will have a cart:rol point ~im is used
for b.xigetary pll'pOSE!S• ll-.11 nenaganent positions will be assigned an ~opriate
pay grade base3 a\ salary survey data am internal relationships. All positions
assigned to a pay grade will receive salaries W1ich are m less than 25% belC"Arl
the ccntrol point arrl no nore than 15% above the control point. Actual salary
within the range is detennined by perfornance. 'llle n.;rmal ~king range within
...trldl nost actual salaries will fall will be within .:t 5% of the control point.
As needed mtpetitive rrarketplace studies will be rmde of 10-15 cities similar t.o
Palo Al to in nmber of ~layees, pcpllat.ia'l and services provided. 'Iheae
studies will focus a1 general aalmy trends for graJpe of rrana~1t JX')eitions
suc:.i"I. as first line superviaors, ~ive, professional arrl top ;_iana,c,~eMent.
Periodically, st.OOies will ncre apecifically include ]X)Sition-by-position
oarparisons using mar'ketplaoe and internal relationship data. Depemi~ ai the
results of these sttrlies, the entire pay grade structure may be ~justed or
irdividual positions !l'llY be reassigned to different pay graaes. Sud\ adjustments
will mly affect the saluy a&Unistratlai. framework. No indiviOual. salaries
will be a\Jt.al-etically dumgad because of structural adjustMents.
8alaey Increases. All ~ividual Alery increases will be earned as a result of
performar-.ce, aclliewment:. of objectivas~ or growth within the poeitiCl'l (for recent
appointments) • Two types of increases nay be earned. Satisfactory and above
performez:s ITl!lY receive hase pay ir..creses (perce'ltage of fixed oollar arrounts
added to base pay). Guidelines will be established for tsse pay increases.
'nl.e secord possible type of increase is in the fonn of Special Perfonnance
Premhrns of fran l-15% based m achievenent of predetennined objectives
established under a performance plannin; am ai:praisal program. Special
Perfo:rmanc:e PremiWIS are cpen to all satisfactory an:l above performers.
Requalificatiai is necessa_ry far eadi awraisal perio:1. Department hecrl arrl./ or
Council-aRX>inted officer awroval is required :fbr all base pay increases and
perfo:manoe premiuns. All salaries, both base pay an:! perfonnanoe prani\.1'11S, must
fall 1'oli.thin pay grade timits.
~· Each year the City Manager 1'oli.11 pr:-opose for Cbuncil approval a salary ~ooz:pxatin; the requests of each Cbnncil-awointed officer ~ch will
include 5lOUnts sufficient to inplemnt base pay increases am. perfo?mance
prani.ma. 'lhe salary increase budget will be based C11 the foll~ factors:
O::!rpet.itive market, changes in internal position relaticnships, and the City's
ability to pay.
Performance ~aisa.l. Detenni.nation of performance will be nede annually by the
Counci.1-awointed officer and department heads. 'l'1e following questiCllS will be
addressed: Is the department, clivisicn, l..B'lit or activity meeting its objectives?
Is the enployee performing as a JtBnager in accordance with prescribed duties an1
responsibilities of a mmaga c atployees W'lo are ~aised as catisfactory or
above will be eligible for base pay am perfonnanoe pranium acoordinJ to
established guidelines. 'Ihe nanagement perfonnance plan will be developet."1 by the
enployee am his/her supervisor price to July of eadt year am will et:Ner the
fiscal year. 'l'he plan will req.rl.re a:ncurrence of the department head ard/ar
the O:Junci.1-appointed officer. Progress tcMan1 meeting object.i ves will be
revi&'ed at least semi-annually. By July of the following year, supervisors will
make a final detenni.naticn al perfomance am ·.rlll neke salary recannerXlations to
their department heads based oo salary payrrent. guidelines.
c. ~1t saia.ry ~ Aut.OOrizatkn
1. O:luncil-aw:>inted officers are aut:hori.t.ed to pay salaries in accordance with
this plan to ncn-<ou.ncil-awcint.91 management mployees in an artD\lllt not to
exceed the aggzegate of approved nana9emeut p:>Sitioos '!:uigeted at the cx:ntrol
points in:ticated in Table I far the fiscal year 1985-86. In addit.icn,
Cbuncil-appointed officers in aggzegate are e&utOOrized ~ to 2% of tlie
1985-86 managenent. salary ard benefit b.r3get plus $11, 050 in unused
pe.rfonmnce prem.ians fran fiscal year 1984-85 to apply tcMard perfOl!Mllee
premium for i.OOividual management. aiployees wh:> qualify under the prcwisions
of this ~ Salary Plan.
2. Individual ~ salaries autrorir.ed by the 0Ju1cil-awointed officer
under the Mana9anent Salary Plan may not. be less than 25% bel.aw nor rrore than
15% above the cxintrol JX)int tor the individual p:>eitialS salary grade
.e
authorized in Table I of this plan. A portion of the authorized salary may
be aiven in the fotm of ~ial Performance Prenill!S based ai achievement. of
object! ves.
3. 'lhe Council-appointed officers are authorized to establish such
administrative rules as are necessary to inplement the Managenent Salary Plan
subject to the limitations of the awroved salary increase budget arrl the
~ grade am. control point structure.
4. In the event a cbwnward adjustment of a position grade assit;1Ut1ent indicates a
reduct.ioo in the established salary of an imividual enployee, the
O::>uncil-aR;X>inted officer nay, if circm1St:.ances warrant, oont.inue the 8"1lary
for sudl errployee in an ancunt in excess of the revise:! grade limit far a
reasonable period of time. SUCh interim salary rates shall be defined as
"Y-rates ...
SECTICE II. SPf.X::I.AL ~TICN
Personnel covered by this a:ripensation plan, in addition to the salary set fbrth in
the attadled tables, may receive special COTpenSaticri as follows. Eligibility shall
be in oonformance with the Merit Rules am Regulations and Mninistrative Directives
issued by the City Manager for the pirposes of clarificatioo arx1 interpretatioo.
A. J\nnual Adjustment
1'.nnually, each er.pl<:Yjee ""'° rolds a regular full-time appointment. in the
nunicipal service en or before July first and <:altinues in sudl status
tbroughtout. the first day of Pay Period 25 (in Decentler) shall receive, in
additiai to t.he salary prescribed herein, a salazy adjustment. equal to one
percent of the enployee' s current annual salary: or at the enployee' s option and
subject to management approval., 24 hours paid leave to be used prior to the
January 31 follQrling. Annual adjustments shall 'be prorated to reflect.
appointment frcm1 January 1 through July of the current year; ar interrupted
service durin; the~·
B. Overtime, lt>riting Out of Classificat..im, and In-Lieu ~liday Pay
Cc11peusatim for overtime work, aid scheduled work. m paid holidays, shall be in
ocnf'orrience with the M!rit Roles and Regulati.oos arJ:3 Administrative Directives.
"1ime nanagamant Er!ployeas, oo. a tEltpOI'8.ty basis, are assigned t.o perfa:m. all
aignifioant duties of a higher classificatioo, the City *1ager nay authorize
F&yment. withir1 the range of the higher classificaticn.
e.
c. Court~
S«>m 1':>lice Peracnnel a.t""'P81!lrin9 in oourt for the People shall be c:mp:tnsated as
follc,.,nu
Period
l. ~ al scheduled
day off.
2. kry or all court time
during sdleduled shift,
or court time is imne-
diately l:Je3inning or
follCMing shift.
3. Appearance al sdl.eduled
work day rut !"Cit during I
inmediately before or
imnediately after
sCheduled shift.
D. Night. Qtl.ft Prerniun
Rate
Time am ooe-hal.£
Straight time during
shift, ti.me am ~
half fbr periods
before or aft.er
scheduled shift.
Tine ard one-half
4 hours
None
2 hours
( 2 hour mini.nun
f!BY not nn into
shift time)
Night shift differential shall be pa.id at the rate of 5% to regular full-ti.me
enployees ~ are regularly sdleduled to work bet.ween 6 :00 p.m. and 8:00 a.m.
Night shift premimt will not be paid for overtime bours \!liOt'ked. or to Fire
personnel assigned to shift duty.
E. Uniform Purdlase Plan -a.om Police and 1:-""ire Personnel
Uni.fame inchrling cl~ will he provided with replacement provisions en an
~ed baSis in oonformance with department i;:.olicy.
F. Gr?lJ? Insura:ix:e
L Health Plan
'the City shall pay all premi.tzn payments at behalf of tr.ployees Wio are
e1igib1e for coverage under t.he heal.th plans as described in Sulrsections (a) am (b) • ~ praniun rate increases during the term of this c:apmsation
plan shall be paid by the City. '1be following options will exist:
a. atployee an:l depmdent coverage l.lOOer the existing Kaiser Health Plan s
Contract, inclOOing the Drug Plan III ~oo.
b. Brployee a.~ dependent ooverage under the existing City of Palo Alto
&tpl.oyees' Self-Insured Health Plan with l'l8jcr medical maxiJlun of
$250,000, pelvic examination benefit, ~ o::>st a::intainment. irovisions
incll.ding:
l) Second surgical opinion to be required fbr all 11an--energency elective
surgery.
2) Pre-adnission certification and a:intinued }Ospital stay review for
all non-emergency in-patient adn.issioo to an acute care hospital.
Specific provisions t.o be "10rked out oo a nut.ually agreeable basis.
3) ft:>spital bill amit for all bills in excess of $15,000.
4) Psychiatric overage rrmdnun of $50,000 en in-patient visits with
annual reinstatmeent of maxim.Jn tp to $2, 500.
'1he City shall, upon subnittal of evidence of payment, reirrDurse up to
$183 per quarter of medical plan premi'LmJ m behalf of management
atployees ~ retire :fran the City mder service or disability
:retirements. The retiree nay select arr:/ medical plan. 'Ihe plan may
cover eligible dependents as defined \.l'lder the City :etployees' Heal.th
Plan. No reil'rb.trsement will be made for plans providin;J benefits other
than rcedical am. health benefits.
2. Dental Plan
The City shall JBY all <DVered plan chL.rges m behalf of arployees ard
dependents of enployees wh.> are eligible fer c..JVeraqe am enrolled under the
existing City Dental Plan.
3. Basic Life Insurance
'!be City shall oart.inue the basic life insurance plan as currently in effect
for the tem of this carpensatiai plan.
4.. !.a"q Tenn Disability Insurance
'!he City shall o:mtinue the lcag tenn disability insurance Plan A with a
rnaximmt nart:hly benefit of $4;000. Pren!~ fer gligible managenent
mployees are fully pa.id by the City.
G. Police ~ -Persamel DeYelopreut Pr?Jtam
Pursuant to a&ninist.rative rules governing eligibility mxl qualification, the
follCJWi.BJ na.y be granted to IM:>m police pereonnel:
P.O.S.T. Intermediate Certificate:
P.O.S.T. Advanced O!rtificate:
u. ManagEllCmt Benefit Prog:z:am
All City staff management atployees are eli9ible !Or Sections l, 2, 3, 4 and 5 of
the M!maganent Benefit Program. City Q)uncil Menbers are eligible for Section 3a
ai.ly. ~ified arrount.s tnder this program w.ill be ~lied ai a ~o rata basis
for errployeee ~ are part tllrw! 01· in a managenent J'!lY status fer less than the
full fiscal year.
1. Professimal Developnent -Reinblrsement
P.einh.irsement for authoriud self-ilTprovernent activities will be grante:l up
to a maxi.nun. of $500 per fiscal year for each rrenagement errployee and shall
incl\Xle the followinJ benefit it.ens as defined in Policy am Procedures No.
2-7:
a. Civic and rrofessional association meni:>erships
b. O:lnferenoe participatiai and travel expenses
c. F.ducational p:: ogtaJ?m
d. Professional and trade journal subscriptions
e. Ihysician-prescribed personal health progr8tt as i.OOicated under 3b of
this section
2. Profess~ Develcp1ie;_nt -satt>atical Leave
Authorized paid leaves of aheenoe for' q> to one year will be grante:l in
accordance with the follo.d.ng requirements:
a. Sabbatical leave program shall be beneficial to the enployee' s job
assigr1nent •
b. An atployee' s job assi91111ent activity. shall be adequately CXJVered during
his absence with eqilasis en the developuent of subordinates.
c. 'Ihe leave of absence period w.ill be adeq!Jately coordinated wi.t.lt
departmental priorities am 'WOtkload.
d. I.eave of absence sabbaticals should be based ai intcmsl ip · !Xd'laD; es,
ard/ctr loaned executive arrangements: scholastic ard/ or 1.1.ut: \Orship
programs: or educational travel-study plans.
Leave of abeenoe schedules will be apportions! among all levels oi management
and will be based oo an evaluation of each E!Tployee's perfonnance record.
Each paid aal::batical leave will be limited to a max.inun of one year an:! rx:>t.
mre 2:han b«> &1ployees being c:ri leave sim.iltaneously. Sabbatical leaves
l'lllSt be cleared in advanc:ie am apprCNed by Cou.ncil-awoint.Ed officers anj
Council.
o:MPENSATICN PI.AN -~
Page 7
3. Perml Health Propam -Physical Fitness
.e
a. All management mployees will receive physical examinations in accordance
with Policy and Procedures No. 2-7.
b. Subject to Internal Fevenue Service regulations and with the written
prescript.loo of a medical tbct.or, an E1tployee may be reirrbursed for a
personal health program as treatment for .a diagnosed injury ar illness.
'Ibis activity will be reinblrsed under H.l(e) above.
4. Exoess Benefit Reintlursement
Reimbursement for approved excess benefit expenses will be granted up to a
maxi.nun of $1,200 per fiscal year eadl far management enployees am shall
i.nclooe the follo.;ing benefit items:
a. Life irunn"ance premi.t.m9 for City-sp:insored plans.
b. Excess nedical/dent.al expenses for enplcyee and depements \rohich are n'.lt
covered by existing City-sp:::xlSOred plans.
c. Excess professiooal develcpnent i~ ~dl. are othe?wise approved blt.
exceed the reinbJrsernent limit under H.l. abcwe.
d. Depen:.&ent care expenses accordinq to the following gerieral pE'OVisions:
l) 'Ihe annual am::xmt su1:mi ttm for reinbursement cannot exceed the
incane of the lower-paid spouse.
2) The expenses rrust be enplcyment-related expenses far the care of
aie er nare •lepend.ent.s W\O are under 15 years of age and entitled to
a dependent deduction under Internal Revenue Code sect.ioo lSl{e} er a
deperdent \ll1o is physically or nentally incapable of caring for
hin&elf or berself.
3) 'l'he paynert.s cannot be nMe to a child under 19 years of age or to a
person claimed as a dependent.
4) If the services are provided by a depelXlent care center, the oenter
nust oatply with all state and local 1aWs am nust provide care for
mxe than six Wividuals (other than a resident. of the facility).
If the full excess benefit reiltblrsanent is not. used during the fiscal year,
the difference between the am:iunt used and the maxiJTun (or ire rate J\'BXinun)
may be applied at. the enployee1 s <:p-im to deferred catpen&at i.m under the
City Plan(s).
5. Managesnestt Annual Leave
At. the beginning of Md\ fiscal year regular nanagemem. 8'1ployees will be
credited with 32 hours of annual leave "1ich may be taken as paid time off,
ad:led to vacaticm accrual (s\i>ject to vacation accrual limitations), taken as
cash or taken as deferred cxnpensation. lhused bala.'lCeS as of the end of the
fiscal year will t.e paid in cash unless a different optioo. as iooicate1 above
is el"ect.ed ~ the mployee. When time off is taken t11der this provision,
lQ-hour shift ~rkers will rec:..-eive ale shift off for each 8 hours charged:
24-hour shift workers will receive ooe-half shift off for each 8 hours
charged. Entitlenent.s under this provisicn will be reduced cn a pro rate
basis for part-time status, or according to the nunber of nonths in paid
status during the fiscal year.
I. Aut.cm:lbile Expense Allowance
For tl"ose mployees Wlo8e duties require exclusive use of a City autard::>ile, the
City M:mager (or in the case of Council-appointed officers, the City Cbuneil) may
authorize payment of $235 per rronth in lieu thereof.
J. Parking in Civic Cent.er Garage
K.
'lbe City shall provide erployees parking privileges in the Civic Center Garage at
w oost to sud'\ enployees.
~Allowance
Per Pa~ Period Per lt':flth (.AA>rox.)
~yor $69.23 $150.00
Vice Msyor $46.15 $100.00
City M9nager $69.23 $150.00
City Atto...-ney $69.23 $150.00
City hditor $46.15 $100.00
L. ReinbJrsement for Relccatiai Expense
Policy Statement
'Ibe City of Palo Al.to will provide a Ba.sic Relocation Benefits Package for all
nsw l'lli!IM.gement enployees. In aali.tion, \:fXl'\ tl'le a.ppro\Tal of the City Manager or
designated subordinate, Relocation Benefits will be available to non-management
positions. Provisions of "c:pt.ialal Benefits" or portions thereof, are intendei
mly :fi:>.r rare instances and require the approval of the City Mmaqer.
Procedure
()lalificatiais
.e
In order to qualify for relocation benefits, the following oonditions r.ust be
met:
1. 'Ihe enployee mist qualify fbr M::>ving Expense Deductions as cxntained in the
Federal Tax Regulations for the year in ~idl the nuve OC"CUrred.
2. Actual relocation, or contracts designed to establish a fixed danicile, shall
occur within six rtalths of the initial date of erplcyrnent.
3. Existing mployees pranoted to a oovered p:>aition are rot eligible.
4. Recordkeeping requirements will parallel those require::l far e:q:>ense
reimb.JrSEl'Aent. for travel, cxnferences arXJ rreeti.ngs.
S. Provisims of optional benefits is ocntingent. upcn ae<...--eptanoe of a one-·year
arployr.art. ocntract with the City. Failure to carplete the full cne-year
tenn will require repayment of t.b::>SEa benefits en a pro-rata. basis ocrnput.Erl oo
the actual time of City service.
Basic Padt.age
1. ~ Trip_ -Actual and reascnable expenses will be provided or re by the City for travel costs, meals and lodgin; far cardidates out
of the local area. 'Ihe local area is defined as all cities or towns located
within a 100 mile radius of the City of Palo Al.to. Travel costs
reirnblrsanent is restricted to the lesser of oamrJn carrier rates or the
established City rate for a'ltt:ard:rl.le use. Cbsts for meals are restricted to
the established City per dian rates.
2. 'E'tl Route~ -Direct camai carrier t.ransp:>rtation will be pc-ovided in
full far all amuy JTB'lt:>ers. Allt:ambile expenses are limited to t\liO vehicles
at the established.City rate with a m:ininun of 350 miles per day to be
traveled. Per dian is alll.7w'ed at established City rates for £!r'l1)1oyee and
sp:iuse/nate and at 50% of the E11ployee rate for depen.i.ents • Travel days
alloweC! are limited to the actual mileage divided by 350 miles per day.
I.odging is re.iJrb:&rsed in full ai an 3Ctual al'¥1 reasonable tasis fbr all
fmnily natilers.
3. Household Goods Stl.~ -Full o:>sts will be paid for the shipnent of all
per&Ci'ii1 lt.enw noririal. y oonsidere:I "lbuseh:>ld Gocx3s. 11 Ita1B exclooe::l include
recreati.cnal vehicles, fir81111COd, b.d.lding naterials, sand, lx>at.s, airplanes,
and perishable items such as focd er plants. Shlpnent. of tp to t.w:>
autard:>iles is permitted. Storage of OOusehold cp:ds will 'be irovided fur 30
days.
4. Professional P.elocation Counselling -1'n agency designated by the City will
j,rovide help to the enployee in tr.eir relocaticn efforts. Infonnaticn to be
provided incllx!es items SU<'.h as financing, h:tne and rental locations,
transp::>rtaticn, weather patterns, schools, recrt!atioo, etc.
Opt.ional Benefits
1. Dispoeal. and Purdlase Costs -'!he Ci. ty will cover msts that arise in the
disposal ariJ/or purchase of residences:
2.
3.
a. Costs to break an existing lease will be covered up to a total payment of
three times the curr~ roonthly rental rate.
b~ Real estate o::mnissious up to 6% of the sales price.
c. Non-recurrin:J closing oosts ai both ?Jrchase am sale ( "Points" en
purdla.se of residence are specifically excluded).
Bridge Loan -'Ille City will arrange far a 90 day interest-free loan \P to 90%
of an atployee's EqU.ity in their current residence as determi.ne::'l bj three
independent appraisals. The asstJTied Fair Market Value will be the average of
the 'b«:> highest appraisals, providing those CSR'raisals are within 5% of each
other.
M:>rt.gage Interest Differential. ss -'!he City will provide Interest Rate
Differential Payments under the elines of the Federal Uniform Real
Property Acquisiticm and Relocation Policies Act '-" to a nsxirrun of
$300/natth for 36 natths.
4. Miscellaneous ~ -'!be City will pay Mi.&.."'"ellaneous expenses associated
with the relocation. '!he am::xmt shall not exceed $1, 000.
5. ~ Living Expense -Up to thirty ( 30) days terrporary living expenses
will 1::e available under the following guidelines;
~ -lOOi of actual am reasonable costs for all family mer.bers.
Per Diem -100% of the established City rates for eriployee an3 SJX)use/mate
and 50% of the established City rate for dependents for the
first 15 days; 50% of the established City rate fer er.ployee am
sp::ruse/mate and 25% of the established City rate ror dependents
over the last 15 days.
Car Rental. -Up to 30 days .for a single vehicle is available uitil sum time
as the er1ployee's personal vehicle becx:mes available.
CCMPENSATICN PI.AN -~
Par:Je 11
6. Househunt.iJ:tg ~ -The City will provide expenses or rei.rrbursement for
one househuntlnJ trip for both etployee am sp;>use/mate. '!he trip shall be
limited to a rre.xinun of seven days. Travel expenses are limited to the
lesser of cama1 carrier rates or the established City rate for autaoc>bile
use. lodging is provided en an actual and reasonable basis. Per Diem
expenses are allCJw'led according' to the established City rates. Expenses for
children are not cxwered.
Regulatioos and Guidelines
1. 'lhe City Manager, or desi':jl'lated subordinate, will institute and revise
internal. procedures to assure the efficient delivery of services to the new
estployee and minimize oosts to the City. 'Ibis will include the detenr..ination
of ~er direct City payments, advance of fwrls or employee reirrt:><.irsenent
is m:>st. apprcpriate for a given prograJTt element or errployee.
2. 'lhe City Manager, or designated subordinate, will detennine t."le
appropriateness of inclusioo of specific items in this program that arise as
a result of "grey areas. 11
3. Expenses incurred ~ the eTployee during relocaticn WU.ch are not covered
are:
a. Payneits to friends for assistance.
b. Aut.atd>ile repairs.
c. O:>sts incurred during the relocation Wt not directly related to personal
transportaticn ar furwa.rdirJ;J of bxlsehold belongin;Js, i.e. uninsured
losses during transit, entertainment expenses, etc.
4. Budgetirg of all Relocation Expenses will· occur in the Personnel an1
utilities Departments.
5. Upon awrovaI. of the City Mmager, provision of benefits lD:ler the section
Househunti.n9 Expenses and Professiooa.l Relocatiai Cb.msellin:J may be pt'CNide:.'I
before an arployee formally accepts an offer of EJ'l)loyment with the City.
M. Retirenent.
'Ihe City shal.l .. pick-up" (pay) seven percent (7%) of the arployee's nardatory
P\J:>lic Enployees' Retirement Bystan (PERS) catt:'ibuti<Xl. SUd1 pic:X-~
oont.ributioos shall be paid by the City in lieu of arployee oont.ributions
notwit.hst.ami.r¥J the fact that sucb pi.de~ of oontributioos nay be designat«l as
mployee OCl'ltri't:utions for purposes of PERS. 'Dti.a provisi<X'l ahall aR>lY to
Ccuncil-~inted officers and all regular manaqment enpl..c¥ees, except that
for er.om p:>lice and fire management enployees the City shall pick-up nine
pero!llt (9') of the enplo'jee Is mardatory PERS a:nt.ributiai.
TABLE I
Page Twelve
CITY OF PALO ALTO COMPENSATION PLAN
Council-Appointed and Elected Officers
e
APPROX. EFFECTIVE DATE
APPROX. MONTHLY PAY PERIOD
CLASS CODE TITLE ANNUAL SALARY BI-WEEKLY HOURLY INCLUDING
001 City Councilperson 4,800 400 184.62 January 1, 1982
002 Cf ty Manager 77,575 6464 2983.20 37.29 July 1, 1984
003 City Attorney 63,250 5271 2432.80 30.41 July 1, 1984
004 City Auditor 46,000 3834 1769.60 22.12 October 2. 1984
GOS City Clerk 41,357 3448 1591.20 19.89 July 1, 1984
CITY or PALO •LTI COl'IPtNSATt•• .......
"llUG£1'£MT PElttOHEL
UfECT.UE JULf ..... 65
cuss , ... £ COllTROL AllPlfH APP"OI APPltOl flUlt Tiil( COi£ POIJfT A'1'fJAL 8t•WU HltLY
I.Di! ACCOU~flMG SuPV ... ch1\i! J!.Ss.? 1.i?R.00 u.11s
l.U • , .. cn~LOYnUT n. J.1.1 .. ... ~ .... l•llttlt.00 i!lo.i!Q
li!J Atft HUnl!I SVCS 110 J.Ji!lt n ... ,. l .. SJtt.ttO 1'1.U
101 Oft PEHOftlCEL SERV .. D J,.Ji!" ], ...... lo•Sl•.•D i,,.u
071. lift PlANHN' "3 J.a11 Jr, .. •na 1.111~.eo 11.11.
in Atft PutLIC ¥0~($ ltO J.li!li l ... '1, .. l.SJ'I. ttO lo'I. H
n• Uft ltEU1£ATION SVCS J'I J.•oi. •::I· 57i! i..ni!.oa i.1 ... s
J.O• Uft ZOllU9' 3 .. J ... n ..... 1,. 1 ... ,.00 U.i!CI
us ASST 9UILI OfflCIAt. Jlt J.1 .. 1 """ '10'1 i.11 ... aa i!i!. :n
a,• ASST CHIEI' PIUCE i!7 ..... 1., ss.ui! i!dli!.00 i!lit.1.5
•ca UST CITY ATTY Ji! tt.a1s5 ••.u1 1..ATI.WI u.1t1
lu, ·~~T {1'1 (L::"c It! c:.11c Ji!. 55! hc?Sl. O!J .1.s ... s
101 UST CITY l'IAIU&(R ,, s .. 1'ti! C.l•SU i! ... n.WI lJ.'1.! e lllj ASST Hit PUIUC MIU i! .. 1h1J1 Sln!lll. l' • '"'. lfD i!7.JJ
li!i!' UST IH UTIUl\lft i!? ··""" SS.Hi! i!•\R.OD i!lt.lti
in usr 111 unut"' c?l s.1oa1 .. , .. !11 i!.J51.WJ i, ... 1
1151 UST tu UTILIOPllS C!J s .. •01 ••• !,1 ~.151.WI .?, .... , .. ~ ASST HI UfLlttES Pl' i?.i s .. l.01 ..... ~ .. 1 i! • 1n .1.a ~ ... 1
Ul .\SU fllE CHIEf ll ... a .. & ..... u.1 \.111. "° i?J.O
'LOI. UST ro CITY "'" ), 1.-.a .. 'l] .. \1.! i.s1~.oo i., ... i
liDQ AUIUOll If? i! .. 16i n .. u .. J..i!a'I .OD J.lt.Oi
Uiit BllrTALlON CfCtE' Jll 1.1 .. 1 .... -.a .. Jo.71'1.IO i?c?oU ., .. iUJ,tf-OP£~ •NAlrsr 'fJ 1.011 A• ,lllJ ••• ~.ad .. 1.11. ..
• CITY O~ PALO ALTO CO,,PENSATION Pl.AN
ftAIHCOEftENT PEftSOMNEL
Ef'FECTll/E JUU 1 .. lo,U
Cl US GltUE CONTllOL APll!lrOJC APPlfOX APPllO•
IWUlt TITLE. COH POINT l~'IJAL BI-l!UY H"L W
U.6 CHlEf au' lHSPEC JO 'tu!1'1 sa..155 l.11"75.al i!lf. ""'
J.c'I CHJ:EI' ENGR ELECTIUC i!7 ..... lt'I ss .. u.? i!. HC!.Dll ai..r.s e IC!D CHlEf ENGl1 WGS &!7 .... :. .. ss .. oa .! .. J.3i! .aa &!6t.l.S
a,a CHIEf Off ICEI'-SLAC 3't 1 .. 11.1 .... ~a"' \•76'1.10 i!i!.U
Ui! CH!Ef PlG Off IC UL lD ie.21, Sl.155 i..~75.lO 2 ... 1.,
Dei! CHIEf TRANSP oFr Ji 't11D11itA lf8.U7 i..an.r.a i!J.'41
011 COOlfl CASLE (Oft" ltJ 1.011 11 ... ,110 s.. lfi!O.ID 11.11.
Ol't COORI COft"EICUL/ I'U u 1 •• , .. 1n.n1 1i .. r.n.1.o ii;Q.U
lo" 5 COO RD coru,uMICA sut~ H 1hlo70 S!J. oJlftt i. .. ,i!". ao ii!'ll.Oi.
li!S COO RD COHhRV SVCS )6 1 ... , .. ..... u i..i.u.wr c!ll.17
Ult ClORI UlfO S'l'Sf£ftS 31 ).If, .. "ll.15) J...1.U.WJ i!!O.U
:na COORI SOLU PRllC.IU"S u 1 .... , .. .. ,.,n i. .. c.u.r.a i!IJ. J.1
W6 iEPUT1 c. "· i.'I ... ,u S'h?11 ~. l!'l'I. i'!O i!l .. 1't e
HJ ttPUTY )U iJ111iPECPRJ u 't11l11l Sil. Jlltlf i.~.aa i!lf. en.
HI. UR urs • SCIENCE 30 'hi?'t 5\11 J55 a..ins.ao ~ ..... ,
OH IU fUAlltCE c!lf .. ,,,u S't1117'1 ~.l°".lD i:!6.7•
i.n Ult L IiJltAlt IES t?1 "• li.J.'I Si••.M "• ni!.oo ila.t.5
J.57 UR PAO:S-OPq SP "'' u J ..... , If?. 9 li! hilJi!!.00 i!i!. ,J
UJ UR PEUONNEt. SVCS t?l s .. 106 .. , .. ~ .. 1 !11357.1.0 c'!, ... 1
Ult UR fllU/COntt EHVU i!i! s .. i!J, lol,,•H i! .. lfH.lfD JO.&!J
Ulo DU PU~CH/SfST. nG"T l!i 1.na '45.~lt'l J.1114f0.DD C!l.7S
us UR P~/CITY (N:ilt i!Q s .1.1t1 i.1 .. 11 ... i!"'loDI.. 110 Ji!. SI
U7 tut ~ECRUUON lit •h1U s .... ~-.. i!.U'9.teD i!1.lJ
c1Tr o~ PALO ·~rt COftPENSAttOll PL.All
nAMA,CltC~T PCRSON•CL
£fFECtl'1£ JULY i.. Ji,,85
CLASS '""'£ CO'tfHL APPltOI liPPRtl liPPROl
'"'" TITLE CHE POlftT U't!Jll. IU-VKL Y HltLY
lill UR ununts .u lultlJJo 11.~uie a.,s11.tt0 u •• ,1
\SJ £11PlO'tU'. DEV!'lf COO'tl ~J J.016 11u 'f'«D lo.lllC!O.AD u.1~
ua £(£CUTIV£ ASSISTANT "J 1.a1a n. •""a l .tti!D. !D u.111
105 FACl.LlflES U_,INEU n 11.nil S!J. lit" ), • "2'1 • IQ lit.Oii
0,, fUI PUN Ult n ... uo sJ.l .. " ... ~i!ll,. ID c ... ai.
U1 f' IRE CtfIEF C!] s ... D6 l.J..~'H C!.Js1.1tO C!, .. o .. .,. FIRE ft USM.ALL 3J ],, .. , 111 .. n hl:H.OD cc.,iJ
J.l'? F._£Ef iUllA«R H J.56" lfJ,Ql.lf '•"5 ... lfO i!ll ... I
oao "'"''E"CNT ASStSfANT 51 a.su ia.u .. l.J.S'l.!D Iott. lt'l
na "'"''E~ LOSS CONTROL J .. :i.111• .... ,!],. ........... oo cU.i!\J
ill .. ~ANA'l~G AllOltST •S c!o,iS n.u.J i • JSO.lfO i.l..H
t17, "'" ACCOUlllTIN' 111 l•l.711 ..... a, .. • •i."'!I. •DO i!~.llJ
an "'" iUIUT J1 ),.SH 111, Ult \•lt51f,. ltQ i!D. liol e llt'I l"IGR Ol'tftUIUCA OPE" 1110 J.Jill J •• ,., .. 1.n•. w 1, .. H
P.lll. "'ii CuL TUWAL C£11TU .... i!.ts .. Jtt.~5? 1.:u1.~o J.t.. '11
us "'" U U P«OCESSING -JJ J., .. , llf7u)r! 1.!Jl.DQ ll.,O
\SQ ~!;" (lf(R" scvs. )If 1.ai.1 lli .. 1'0" 1. 1111.ao i!i.n
'"'-"Git HS' tnPT J, J.110. ttJ. !i1! .. 51i! .. DD i.1 ... 5
nl "'"' l [!) llU11CH£S n J.i!J, 1~.ns , ... ~s.a 1e.i.'1
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.ua "'" ft'1 l"fO ~YST. .n 1 ....... 111,;.Ji! -'•Ill.DO ~i.'IJ
016 "'* PU9'NI"' PHJ· n 1.110• lfJ.U! 1. 57i! .an 111.i.5
1U '"It P""CM • nATEllUl It? i·11l n.u .. hH•.ao .lo!..05
•
CITY ., Pllt •LTt ctnPCMSATlON PLAN
nHllGEltENf tlUSOllNEL
i:l',CCTIVE JULY i .. nu
cuss ~.UtE C0'4Un AU4'01 APPlfOX APP"H """ TITLE CotE POINT UICUAL IJ I •MIC l Y HitU
ll:J "'tt UTES • RECS 10 tt.~,, n.ns 1 .. tin.a1 C!llt ... ,
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na "~" ••ntvnu OPltS u 1., .. , 111,:. Ji! l .. Ui!.00 i!i!.,D
D~ POL let CAPTAIN u .... 7il sa.1'" ... ~ .. ~ i!'l.01.
a,i. POLICE CHIEF C!C! s •• u, l.?.US i! .. ua ... a 30.~l
o•a PtLlCt UE:UT lb 1 •• 1 .. ..... n. i.a..~.oa i!J..c?il
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H? SUIO~ U' I MEER u lhJ.10 Sl.llf• h'ti!lf.10 i!lll. ai.
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lH H ASST CITY ATTY lit .... 111 si.. '"· i!.l •• lfO C!?.U
no Sit AUHTOI ], 1.101. "'l·~·n ll .. 57l.OO n.i.s
cna SaPEIVUHG Lii If" c!.IJS't llh!S1 1.111.i.a u •• 1111
I.SS SJPT A-l"AL SEIV!CE ... i.aa&? 3'... li!S 1..JIS.WI n.u
us SUPT £LEC fICLI OPER 2, ... J,:J ~·lt!lo i! ., O~it • 110 i!S. JJ .. , .. S"PT &Olf <CIJltSE J, 3 .. 11::11. ill!h Oe! \ • 57l. IJIJ n.1.s
ui. SIJPf OCPH-COll!T lltGS Ji ... 01.1 .. ~.,.n 1..an .. 1.0 C!J.lf1
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QIS SIJPV BUG 1UP£CT10 .. l, l•tfDi. -.J.Hi! h57i!.OIJ J.,.!t5
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• ClfT ~, PALO ALTO COltPCMSATtO• Pl.Ill
ftAJU,[ft[-f PE~SO~NE~
Uf(CflVC JULY i. '"as .. cuss CiUH: CHTltk ., ..... ....... APPlltOX """ ftfLt CotE POINT A111UAL ar-wu Mitt. Y '
U! ltff'V CME!'tlST MllC: lfQ J.Ji!fll l•· , ... ... Sl'I .llO ,.,.H
U1' SUP'I acer SYSTEllS JS 1 .. no 1'S•l110 1i.111ta.~ i!l. 75
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1'91 SUP'I JR nuscun .... i!elSte Jlt.l51 le JU.WI 1tl. .. 't1
UJ SOIPY llAH IUUfT .., i .. 1&.! n.n .. h~&tf.DO lii.OS
Ui! SUPV ~l,C$-tS"t SPCE 115 c?e .. iS n.•u \,.]SQ.till u .• u
J.1fll .SUP'I llUBUC WOIUCS 115 i?e'tC!S n.uo hJ50.'KJ Jill.IS
li!~ SUPV il£HO • "'n 5l i!.11173 "·"' i.i11i.wa ''·l1
u .. fUP'I •EVE!llUE COLL !ti i!e1lc! u. 55~ •·i!R.DD u ... !!i
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lW. s•v Si.IJMttft'f S£ WV ICE 't7 l,1H n .. n .. •• i:16tt.lll Iii.OS
au SUPY S'Uf OPEii SCKE: I J• 1.1 .. 1 llSteltDfll i.1111.tO c!i!.U
J.11 StJt111 T~EA,~E PRt,ns ltil i .. tslf Jtt,251 i.1n.a.a 11..•1
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Ul sa~v w.ac 11at11r-111sr 31 J.Htt 0 .. 1 .. 1.~s11 • ..a lO.let
Hit $.,PY INC OPU 'ID JwJlll J,.,,. l.sn.llfO 1'1.H
•n U~eAN FO"ESTU 1t5 1!.~5 JS .. ua Ii• JSO.llO 1.1 .. H
u .. ur IL &CCf/atST ANAL "o Jelc!• J'l.'1• i.s~.lllU .... u
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n .. Htf£.HOIJ$( SUPY SI. c!.,Su .t~ ·• u, h15,.l0 ..... , "