HomeMy WebLinkAboutRESO 6552RESOLUTION NO. 6552 ORIGINAL
RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO
ADOPTING A COMPENSATION PLAN FOR HOURLY PERSONNEL
AND RESCINDING RESOLUTION NO. 6418
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 as
set forth in Exhibit "A" attached hereto and made a part hereof by
reference is hereby adopted for hourly personnel effective June 21,
1986.
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 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 1986-87 budget if such titles have been
changed by the Compensation Plan.
SECTION 5. Resolution No. 6418 is hereby rescinded.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: August 25, 1986
AYES:
NOES:
Bechtel, Fletcher, Klein, Levy, Patitucci, Renze!, Sutorius,
Woolley
None
ABSTENTIONS: None
ABSENT: Cobb
APPROVED AS TO F
. d -1 L!l49-d-u f ~<ne ~'(/
.. t
CITY OF PAIJJ .<O
<n1PENSATIOO PLAN
Hourly Employees
Effective: July 1, 1986
CO\PENSATIOO PLAN EOR 'IBE Cl'IY OF FALO ALTO
Hourly F.mplo¥!7~
SECTICl'l 1.. DEFINITI~
Hourl)' 12Tloyee: kt employee working full time oc part time on a temporary basis, or an employee working a limited m.11~· of hours al an ongoing basis.
SECTION II. SALARY M"D 0.Af>SI F'ICATIOO
It is the intent of the City of Palo Alto to compensate Hourly employees at a rate of
ray similar to that of Regular employees performing like work.
Hourly employees are to be hired within the classification franework, as (resented in
the attached pay plan, that is closest to a corresponding Regular classificatioo in
both level of work performed and rate of psy.
Should an Hourly employee be required to take oo added duties above the level of
those originally required wh&n first hired, the eaployee is to be reclassified into a
new classification and pay rate which m::>st adequately corresponds to the new duties.
Conversely, if the errployee is required to p!rform at a Slbstantially lower level,
the employee is to be reclassified into a corresponding lCMer level classificatiat at
a lower level of pay.
~EC'rrrn III. SPECIAL <Di!PENSATI~
A. Holiday Pay
Hourly emplO-yP.es are eligible to receive roliday ?lY ooly if tours worked during
the pay pedod ~hen the holiday occurs plus the holi&y (8 hours each) total 80
or R'Ore hours.
P. Paid Leaves
Hourly employees are not eligible for any '8id leaves.
c. Overtime Pax
Hourly employees are eligible for overtime premium psy at time and one-half when
required to work more than a standard 40 hour week (8 hours/fiw day week: 9
hours/four and ate-half day week1 10 hours/four day week) or on an official City
holiday.
cx:~PrnSP..'flet-1 PLAN -Hourly Employees
Page 2
D. Retirement Aene fits
I. Hourly employees who are scheduled to work at least an average of 87 hours
per rronth (4 hours, five day week7 1040 r.-ours in a year) and are expected to
continue for rrore than one year must be enrolled in PF.RS for-retirement
benefits from the first day of COftt>ensated employment.
2. ~i...-rly employees who work full time ( 40 !'curs per 1111eek) and are expected to
continue for rore than six months ( 1040 hours in a year)oost be enrolled in
PERS for retirement benefits from the first day of ~nsated employment.
3. If the ~rk schedule is changed subsequent to date of employment to comply
with Section 1 or Section 2 above, employee must be enr-olled in PERS and ITB~'
arrange retroactive credits in compliance with PEPS procedures and if
appropriate back piyments are mde.
SECTICN IV. T~ OF EMPWYMENI'
A. Hours Limitations *
Hourly employees nay not work or receive pay tor rrore than 2080 hours in a
12-RDnth period following date of employment.
B. Term of B'nployment Limitations *
J. Fbr employees working 2080 oours in a 12-month period--1 year rreximum term.
2. For employees working less then 1040 hours in a 12-month pericxl--no term
limitation.
3. rbr eniployees working between 1040 hours and 2080 hours in a 12-rronth
period-36-month maximun term.
SECTION V. REVI&l AND SALARY IlK:'REASES
A.. Performance Reviews
l. Hourly employees, with the exception of the Recreation Department
classifications, are to be given a perfo~mance review after 350 hours, cc six
months, whichever occurs first, from date of hire and annually thereafter.
Cbntinued ill{Jrovement and efficient ard effective service will warrant a
salary step increase.
* Exceptions to the term of employment and tour limitations--described above must be
approved by the City Manager.
C!:Jlo1PENSATION PLAN -Hourly Employees
Page 3
2. Recreation Leaders will be eligible for consideration for a pay increase up:m
completiai of a minimUT1 of 300 hours of work and a satisfactory performance
evaluation completed by the employee's supervisor. salary increases are not
granted automatically and will depend upoo derronstrated satisfactory job
performance.
3.
Starting salar~ and Increment ~val. All starting levels and increrrents
must bC approved by the Directer o Recreation.
~.quatics ~ialists will be eligible for consideration for an increase upon
completioo o 3So hOurs of leadership oc a con'binatioo of 600 hours of
leadership and oon-leadership, or annually, whichever cx::curs first.
B. salary Increases
I. The salary increase is based up:>n a review and evaluation of the employee's
job perfornance. 11le employee must receive at least a satisfactory rating in
order to be considered for a salary increase.
2. Tile maximtin nllltJer of salary increases an Hourly employee may receive in any
one twelve-month working period is limited to two (2), regardless of total
nunber of hours accumulated.
c. Exceptional Leadership Ability and Job Performance
1. Upon written justification and departmental aoo Personnel Department
approval, an individual woo demonstrates P.XCEPTIOOAL leadership ability and
job perfoanance nay be given a nerit raise before neetins time f:9Uirements,
if he/she displays outstar.ding joo perforirance. •
D. Employment Recoros
1. Employment records for Hourly anployees are aooited annually oo or about
January first; those who have not workEd during the precedinQ calendar year
are oonsidered as terminated.,
<:01PfNSATICN PLAN -Hourly Employees
Page 4
HaiRLY CT..ASSIFICATION DEFINITIONS
A™INISfAATIVE, POOIBSSICNAL Aro MANPGERIM.
Professional I:
Professional II:
Administrative Asst I:
May perform \'/Ork associated or: equal in complexity with
responsible City managerial or staff ~sitions.
Co1lpensation to be determill6d according to tasks assigned
ard qualifications required.
Performs 'IKJrk at the! level normally associated with that of
consul tan ts, instructors, and research personnel where a
specialized skill <r expert knowledqe is required.
Performs work in an assignment requiring specialized
knowledge in a professional field of endeavor. This level
norrrally requires a college education with ~ experience
but not at the level expected f<r the Professional I
classification.
Perfocms analytical stooies oc undertakes a variety of
projects whereby frevious '-Ork experience ia required.
Norttally requires a college educatioo and experience in the
field for which the individual is to be utilized.
f!drninistrative Asst II: Performs work in an assignment normally associated with
that of a coll~ge student or: graduate with a miniml.111 of
work experiences; generally an entry level {X>sition.
Coordinator Aide; Performs work in SUP{:Ort of p:-og~am or facility operations*
Eiltcy level or training position wi t.h oo previous
experience required.
O.ERICAL
Clerk I:
CleC"k II:
Library Page:
Performs general office work which includes tasks that
require use of independent ju::fgment. May coordinate
activities, work with pe.t>lic, writ.e and type basic reports.
Requires experience in administ.rative/clerical areas.
Performs office wrk of a routioe nature. May type from
drafts, file, greet the pU:>lic, answer telephones.
Requires little JX"iOr office experience.
Under supervision, shelves books and perfot'lte other related
library duties of a simple nature. Requires no pcevious
experience.. (Usually high sct.:x>l stu:ients.)
COMPENSATIOO PLAN -Hourly E>nployees
Page 5
HOURLY Q,A..SSIFICATION DEFINITIOOS, cont'd.
MAINTF-'NANCE m:> CRAFI'S
Skilled Laborer:
Laborer I:
Laborer II:
Laborer III:
TEQINICAL
Technician I:
Technician II:
Technical Asst I:
Technical Asst II:
Performs naintenance t.asks that usually require use of
automated and/or technical equipment. Requires prior
training and experience in area assigned and valid
california driver's license.
Performs laboring naintenance typically in parks oc
strt"ets. May direct work of other employees. Aequir:es
prior rTBintenance experience, knowlege of p::>wer equipnent
and valid california driver •s license.
Performs routine rmintenance utilizir.g hand tools.
Requires the Iilysical ability to perform tasks utilizing
dexterity.
Position for individual who has had some exposure to
outdoor: maintenance. Duties are of routine natt.ire.
Individual tNC>rks closely with an assigned person(s) to gain
skill. Requires some pcior experience.
Includes such work as perf«med by advanced craftspersons
and apprentice electricians. Classificatiai. may also be
used for individuals involved in conducting surveys,
opinioo polls, and other data collectioo assignments where
analysis of data ney be required.
Perfonm; less advanced technical work than that of the
Technician I class. Normally requires a:xre specialized
skills such as drafting, electronics, building maintenance,
crafts, etc.
Performs entry level tecmica.l skills requiring the ability
to master the use of specialized tools am techniques ..
A trainee ~si tion to gain experience and exposure in the
technical functim oormally associated with Socv 1 Services
and the Arts. -
~P~SATIOO PLAN -Hourly Employees
Paqe 6
fOJRL\' (1_,N;SH"[CATI()~ DE:~'INITIONS, cont'd.
RP..CReATION
Recre.-} tion r...eaders
~ Recreation Trainee: Individuals involved in a department training p:ogram
• Recc-e~tion Leader I: Individuals with less than 500 hours of recre.:ition
leadership experience •
• Recce:ition Leader I!: Individuals with m::>re than 500 hours ot leadership
experience •
• ~creation Leader III: tndividuals -with 1000 hours leadership experiet'\Ce who
organize arrl/oc instruct class-type programs •
.l\guatics 5pecialist
• Lifeguard;
• water Safety
Ins true ton
• .a.ssistant Pool
~naget":
• ~l Manager:
06FI'iITIOOS
Leadershie:
Non-Leadership:
POLICE RESERVES
• Pol ice Reserve I :
• Ft>l ice Reserve I I:
Individuals with up to two years of experience supervising
swil!lning activities.
Individuals with nore than two years of experience
supervising swimming activities.
Individuals who assist in developing and ocganizing
swiminq progralllS.
Individuals who plan and <XX>rdinate swi111ning ~ograms.
Defined as '«>rk experience in a paid or: voluntary capacity,
in which an indivic:h.Bl is directly responsible for
plaming, ocganizing, teaching, leading, or CXJl'lducting
recreational activities in a face-to-face relationship.
Defined as facility attendant (i.e., p:trks, fields, gyms),
facility maintenance, office work, cashi~ (exception,
Rinconada Pool).
Reserve officer who has received requisite level of
training to operate in a solo capacity.
Reserw officer who nust be acconpmied by a regular sworn
officer er a Police Reserve t in perfor:aence of duties.
CifY OF' PALO AL TO COMPE~SATIO~ PL~~
HOURLY PERSONNEL
t:FF£CT1Vf JUL'f 1~ l.1Mt
CLASS r I TLE ~Ar.j('.,f
NUM f\UMbE~ -----H 0 u ~ L Y--..
{A} <8> {( )-{!}} {[}
't72 "ANAGEMENT SPEl to be determined
"ii11 P~OFE:SSIONAL I l1.6b 1.lt.&b l.2.S4 lt3.cb 1'4.C3 lt4.~3
'170 PROFESSIONAL II G713 7.73 o.i.1 o.alf ,. l.'4 ,.bb
'i07 A))"IN ASStSTANT I C~73 ,.13 1.0.29 .1.u.a& lol •• ~ll 1.2.l.b
9C6 A~MIN ASSISTANT II (iblUJ be Ch) 7.30 1.12 8. Jib ~.63
,a, COORDI .. ATOR AIDE 0570 5.7.J b.03 b.3& b.7~ 7.J.3
'1.U, CLE~K I C'Hc 9. 3~ 9.ds l.O. 142 l.l..Ui: u .• bs
1u.2 CLERK II G7GS 7.05 7.14:, i.oo a.33 ~. &1
en.If LIQIURY PAGE a3as ".1.n 4.3u If • .5 s lf.~l.
cti::b St:ILLED L~BORER Oldl. ! • 3la 6.1, , • i: 'i 'f.63 J.Q.3C\
'it' 1 LABORER I Ci7'4b 7. '+b 7 • .69 o.35 6 .. e.: ~.:B
,c:a LABORER II Ob7i: t..72 1.i.i 7.!tlt 7. ,'t ~.40
929 LABORER III Obl6 b.l.d b. 514 b.'H 7.31 7.73
931. TECHNICIAN I li03L l.O • .30 J.0.9u u .• s~ 1.c .. ::..b l.~.!~
'132 TECHNICIAN II C7.5D 7.!,G 7. ''13 6. 3'1 a.e7 ~.3~
''H3 T£Cw~ICAL ASST I Ob1U .. b.90 7 .. 3u 1.1c b.lc. ~.l:.l
~ntt TECH~ICAl ~SST 11 U3&S 3.a!J Lf.J7 It• Ju ... 55 '4.'3L
CITY ~f PALO Al TO CO"PlNSAtIO~ PLA~
HOURLY PERSONNEL
EfFt:CTI~E JUL1" :i. .. j,,~b
CLASS TITLE:
hUf'I
Recreation Leaders
., ..... RECRt:ATIO~ TRAINEE
9'f 5 ~ECR£AT10N L£Al>ER I
9&fb. ~ECREATIO~ LEADER II
~h1 ~ECREATIO~ LEA»~ III
Aquatics Specialists
Cf Sb LIFEGUA"t
l:f.57 Id TER SAf E T'f INSTRCT
95! ASST POOL t'l.UU.G£R
'i5'l POOL MANAGER
Po1ice Reserves
9~C POlICE RESE~VL I
,6~ ~OLICE HESiR~£ II
RH~GE
NUMB£f\' -... --
CO·
C39b 3. ctt.
O'tl.8 .., • i.a
0521f s.~ ..
Ob,'1 b. 'llf
O&f50 ... 50
OSl&t S.3'4
Gb32 b.32
01-.1 7.'47
oaao &.oo
f.ISSO s.sa
-H 0 U R L '(--..
<&J-{(} <D} {[}-
~ .l.'i e
'f. i.f 2 lf.ba 4.95
S.Slf s.ab b • .,L'; 6.55
7.31f 7.7a
lf.?b S.D'f
S.b!i s.i7
b.b& 1.u1
1.,0 a. 3!1
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