HomeMy WebLinkAboutRESO 6418ORIGINAL
RESOLUTION NO. 6418
RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO
ADOPTING A COMPENSATION PLAN FOR HOURLY PERSONNEL
AND RESCINDING RESOLUTION NO. 6151
The Council of the City of Palo Alto does RESOLVE as follows:
SECTION 1. Pursuant to the provisions of Section 12 of Article
III o"ttne 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 fol:" hourly personnel 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.
SECTIO~ 3. The Compensation Plan shall continue in effect until
am.ended 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 Table of Authorized
Personnel contained in the 1985-86 budget if such titles have been
changed by the Compensation Plan.
SECTION 5. Resolution No. 6151 is hereby rescinded.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: Monday, August 5~ 1985
AYES: Bechtel, Fletcher, Klein, levy, Renzel, Sutorius, Woolley
NOES:
ABSTENTIONS:
ABSENT: Cobb, Witherspoon
APPROVED:
c
APPROVED TO FORM:
~4~,&1~-~g --itYAttorney -·
CI'IY CF PAID At:ro
o:H?ENSATICN PUN
Hourly EpPloyees
Effective: Pay period incltding J\lly 1, 1985
~ICN ~ roR 'l'flE CIT'i CF PALO ALTO
Fairly !!!pl~
SEX:'I'ICN I. DEFINITICN;
HOOrly atpl~ ecployee workina full time or put time oo a tenp:>rai:y ta.sis, or iii errployee a 1imi. ted l'lmh!r of hours an an ongoin; basis.
SB::'I'ICN II. SAIARY' ~ a.ASSIFICATIOO
It is the intent of the City of Palo Alto to ocnpensate H:>urly erplayees at a rate 0f
pay similar to that of Regular errployees performing like '«>rk.
RJurly arplcyees are to be hired within the classification framework, as pc-esented in
the attached pay plan, that is closest to a oorrespcn::ling Regular classification in
both level of ~Ik perfonned a.rd rate of PlY•
Should an lb.lrly enplO}lee be required to take al added duties above the level of
those originally required ~en first hired, the E!Tployee is to be reclassified into a
new classificatioo and pay rate which nost. adequately corresponds to the new duties.
Cbnversely, if the enployee is required t.o perfo:rm at a Bli:lstantially lower level,
the enployee i8 to be reclassified into a ~ lower level classificatial at
a lO!o'er level of :E8-Y·
Entrance step: "A" Step is the starting step fbr all am:lidates with the mi.ninum
quallficailms for ead\ classificatioo. Candidates havin3 exceptimal experience and traiJlm3 CM!r am above the mi.niJlun my be started higher than "A" Step with tne awru'1al of the Depa~rent Head md the Persamel Department.
~100 III. ~~ ~CN
A. a>liday Pay
B:xirly enpl~ are eligible to receive rollday PlY mly if h:>urs w:>Iked &iring
the pay period~ the mtiday OC'CU1'S plus the holiday (8 hours each) total 80
or ll'Ore h::>urs.
B. Paid IA!aves
BJUrly enployees are not eligible fbr any~ leaves.
c. owrtime P!l'
R:Jurly enployees are eligible fur overt.ine p:anit.m1 py at time md cne-half \111\.m
required to 'AQrk nDre than a standard 40 'hour 'Week (8 hours/five day week: 9
hours/four ar¥i ~f day week; 10 lvJurs/four day 'Eek) or al an official City
boliday.
CXH>mSATICN PIAN -fblrly Dtployees
Page 2
o. Reti.retent Benefit.a
1. fblrly atplcyees ~are scheduled to '-'DIX at least an average of 87 hours
per m:nth (4 hours, five day week: 1040 hcurs in a year) am are expected to
continle for ll'Ore than ooe year nust. be enrolled in PERS Fr retiranent
benefits fran the first day of ocmpensated enploynent.
2. lblrly El\'l)loyees \lllo ..Ork full t.:iJ!e (40 hoors per week) am are expected to
cx.ntinU£ for ncre than six m;xrtl\.s (1040 hours in a year)liiist be enrolled L'l
PERS for retirenent benefits fran the first day of carpensated mplayrrent.
3. If the ~ sdled:ule is dlanged subsequent to date of enploynent to carply
with Section 1 or Section 2 aboYe, errployee nust be enrolled in PERS am nay
arrange retroactive credits in cmplianoe with PmB procedures and if
appx c:pt iate baCk piyment.s are nade.
~CN 'IV. ~ CF DtPIDYMF.Nr
A. lblrs Lirnitatioos *
l::blrly arployees ll'BY not \«>rk or receive JBY fbr nore than 2080 hours in a
12-m:nth period foll~ date of enployment.
B. Term of !tJ>laxment Limitatioos *
1. Fbr mployees 'WOiki.ng 2080 hours in a 12""1talth perlod-1 year DB.Xi.nun tenn.
2. For eaployees ~king less than 1040 h:lur8 in a 12-m::inth period~ term
l.imi. t.atial.
3. Fbr errplayees woxkirr:J between 1040 hours am 2080 hours in a 12-rronth
period-36-lnaith JrBXiltun term.
1. B::Jurly employees, with the exception of the Recreation .Deputment
classifioatioos, are to be given a perfonrance review 11fter 350 hours, or six
llalt:ll8, "'1.ichever occurs first, fran date of hire am anmally thereafter.
continued i.atprovanent. and efficient and effective service will ~ a
salary step increase.
* Exceptions to the term of. arployinent and 'hour limitations described above nust be
~roved by the City Manager.
CD!PENSATICE PUN -Hourly Dtployees
Page 3
2. lecreation Leaders will te eliqihle for cx:insideration for a P!lY increase up::>n
c:atpletion of a mini.nun of 300 lnlrS of 'AUrk am a satisfactory i;:erforna.nce
evaluation cmpleted by the errployee 1 s supervioor. Salary increases are not
granted autare.tically and will depend upai. daoonstrated satisfactory job
perfomance.
~ Salcny and Increment. Aff!oval. All starting levels am incranents
nust ai:proved by the Director of Recreation.
3. Aqua.tics ~ialists will be eligible for consideration for an increase upon
cmpletim o 350 hOUrs of leadership ar a oarbinatim of 600 hours of
leadership and nai-leadership, or annually, Wll.chever occurs first.
B. Salary Increases
l. The salary increase is l::Bsed upon a reviEW an:3 evaluation of the enployee • s
job perfonrenoe. "lhe estployee rrust receive at least. a satisfactory rat.irg in
order to be CD'lSidered fur a salazy increase.
2. '1he ll'BXinun m.l1ber of salary increases an lblr'ly enployee nay receive in any
one nel ve -uonth working p&riod is limited to two (2), regardless of total
mmt.er of hours acc.uiulated.
c. Exceptional I.eadership ADili tx am Job Perfonianoe
.'.'.. lpxl written justification and departneltal am Personnel DepartDent
ai:Proval1 an individual "1o de!ralstrat.es EY.CEPI'IC!iAL leadership ability and
job perfonmnce nay be given a 1rerit raise before meeti.J5 tine requiremmts,
if he/she displays cutstar.ding jcb performance.
I). !!J>lgeent Peoot'ds
1. :&!ploynent records for Hourly azployees are audited annlally ai or abo.It
Januaxy first r those Wh:.'I have ox worked durin;J the preceding calendar year
are considered u tenninated.
CXM'mSl..TIOO PIAN -fblrly Dtployees
Page 4
Professialal I:
Administrative 1'sst I:
Professional II:
Administrative Asst II:
coordinator Aide:
clerk ti
Clem II:
!Abra:£Y Page:
Ha.JRLY crASSIFICATIOO IEFINITI<.NS
May perform work associated or equal in cxrrplex.ity with
responsible City managerial or staff 1X>Sitions.
catp!nsatiCl1 to be dete:rmined accordir¥J to tasks assigiea am qualifications required.
Perfonre work at the level nonrally associated with that of
CCl'lSultant.s, instructors, am research personnel -.here a
spec:f a lized skill or expert Jc:ncMle&3e is required.
Perfo:cms analytical st\Xlies or undertakes a variety of
projects Whereby previous 1-'0rk experience is required.
Nomally requires a oollege education and experience in tile
field for ~ch the individual is to be utilized.
Perfo:mm 'Merk in an assigment requi.ring specialized
knc:Mledge in a professiooal field of endeavor. 'lhis level
l10I11'8lly requireG a college edueation with sane experienC'e
but not at the level ezpected for the Professional I
classificatiai.
Performs '«1J:k in an assigment rx:>rmtlly ass:>ciated with
that of a college student or graduate with a min:inun of
\ilOrlC. experiences: generr.llly an entry level position.
PerfOIJnS 1«>rk in suaiort of ,trograrn or facili t.y qierations.
ntt:ry level er t.rainf.n3 posit..iai with :oo previous
experience required.
Perform; general office -.erk \lhich inc:l~s tasks that
require use of in1ependent. ~. May ooordinate
activities, work with p:i:>lic, write and type kasic reports.
Requires upe...-i.ence in administrative/clerical areas.
Performs office work of a rooti:ne nature. May type fraii
drafts, file, greet the public, aruNer teleph:Jnes.
Requires little pr-ior office experience.
tmder supervisioo, shelves boauB ard perfonm other related
library duties of a sirtple nature. Requires no previous
experience. (Usually hi~ sChool students.)
~TICN PLAN -lb.trly &rployees
Page 5
Ha.JRLY a.ASSI.FICATICN IEFINITICR;, catt 'd.
Skilled Laborer:
I..aborer I:
Laborer II:
laborer III:
Tedmician I:
Technician II:
TeChni.cal Asst I:
Tedurl.cal Asst II:
Perfonns naintenance tasks that usually require use of
autarated a.M./or tedmical equipnent. Requires prior
training and experience in area assigned am valid
califonlia driver's license.
Perfonns lal:oring mintenance typically in parks or
streets. May direct '«'r'k of other enployees. Requires
prior naintenance experience, krlo.irllege of p:Mer equiptent em valid California driver's liomse.
Perfome lCAlf-level rcutine naintenance utilizing ham
tools. Requires the piysical ability to perfonn tasks
utilizi.D:J dext.eri ty.
Positicn for individual Who has had sane eKpOSure to
aJtdoor uaintenance. Il!ties are of routine nature.
Individual ~ closely with an assigned person/pecple to
gain skill. Requires some pr-ior experience.
Includes such l«>rlc as perfomed ~ advanced draftspersons
m'¥3 e,wrentice electricians. Classificatioo. rrey also be
used f:or individuals involved in coniuc:t..in3 surveys,
opinim polls, am other data oollectiai. assigrments lllhere
analysis of data nay be required.
Perforn's less advanced technical 'tllOrk than that of the
Tedmician I class. Nome1ly requires IEDE specialized
skills sudl as drafting, elect..raU.cs, building naintenance,
cmfts, etc. ·
Perfonns entry level technical skills requirinJ the ability
to zrester the use of special.ized t.cx:>ls mxi techniques.
A trainee positi.on to gain experience am exposure in the
t.edurl.cal :funct.iCl'l nonrelly associated with Social Services am t.he Arts.
a:K'Di1SATICN PI.A~ -Hourly etployees
Page 6
HCXJRLY a.ASSIFICATIQ: IEFINITIQE, coot'd.
Recreation leaders
• Recreation Trainee: Individuals involved in a departnent trainin3 program
• P.ecreation leader I: Individuals with less than 500 hours of recreation
leadership experience.
• Recreation Leader II: Incli viduals with ncre than 500 hours of leadership
eJq>erienoe •
• Recreation Leader III: Individuals with 1000 hours leadership experience ..no
organize ard/or instruct class-t.ype progrcms.
1'quatics Specialist
• Lifeguard:
• water Safety
Irurtructor:
• Assistant Pool
Manager:
• iQ:>l Manager:
IEFTfilTICNS
~adershipt
NOil-Leadership:
Individuals with up to two years of experience supervising
swimning activities.
Individuals with nore than two years of experience
supervising swimning activities.
Individuals '\lilo assist in developing and orga.nizin:J
swimning progran&.
Individuals Wio plan am cxordinate swimning programs.
Defined as 'Wmk experience in a prld or voluntazy ~city,
in Whidl an individual is directly resp:insible for
planning~ Organizi1¥j, teaehing, leading, or cx:rducting
recreatiaal activities in a face-to-face relationship.
Defined as facility atterdant (i.e., puks, fields, gyng),
facility maintenance, office ~rk, cashier (except.ion,
Rinoonada Pool).
•
PALO ALTO ~TICN Pt.AN ~IVE: July l, 1985
Hourly f)Jployees
Class
Code Classification A B c D E
972 Management Specialist to be determined
971 Prof essi.cnal I 11.25 11.89 12.58 13.30 14.06
970 Professiaial II 7.33 7.75 8.19 8.66 9.16
907 1dmin.istrative Assistant I 9.22 9.75 10.31 10.90 ll.53
908 Mninistrative AssiR'tant II 6.54 6.92 7.32 7.74 8.18
909 Ox>rdinator Aide 5.40 S.71 6.04 6.38 6.75
911 Clerk I 8.83 9.34 9.87 10.44 11.04
912 Clerk II 6.68 7.07 7.47 7.90 8.35
914 Library Page 3.65 3.86 4.08 4.31 4.56
926 Scilled Laborer 1.88 8.33 8.81 9.32 9.85
927 Laborer I 7.06 7.47 7.90 8.35 8.83 -
928 laborer II 6.37 6.73 7.12 7.53 7.96
929 Laborer III 5.86 6.20 6.56 6.93 i.33
931 Tedutlcian I 9,.77 10.33 10.92 11.55 12.21
932 Tedmician II 7.11 7.52 7.95 8.41 8.89
933 'l\K!lnical. Assistant I 6.54 6.92 7.32 7.74 8.18
934 Technical Assistant II 3.65 3.86 4.08 4.31 4.56
PAID N...'ro ~I~ PLAN El''li'l'l..'l'IVE: J1ly l, 1985
lblrly &tpl.oyees
Page 2
Cl-ass
Code Classification A B c D E -
Recreation leaders -944 Recreaticrl Trainee 3.75 3.97
945 l'ecreation Leader I 3.96 4.19 4.43 4.68
946 Recreatiat Leader II 4.97 5.25 s.ss 5.87 6.21
947 Recreation leader III 6.58 6.96 7.36
~tics Specialists
956 Lifeguard 4.27 4.52 4.78
957 w.s.1. 5.06 5.35 5.66
958 Assistant Pcol Manager 5.99 6.34
959 Pool Manager 6.70 7.09