HomeMy WebLinkAboutRESO 6553' . ' ORIGINAL
RESOLUTION NO. 6553
RESOLUTION OF THE COUNCIL OF TH£ CITY OF PALO ALTO
ADOPTING A COMPENSATION PLAN FOR CONFIDENTIAL
PERSONNEL AND RESCINDING RESOLUTION NO. 6417
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 confidential 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SECTION s. Resolution No. 6417 is hereby rescinded.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: Bechtel, Fletcher, Klein, Levy, Patitucci, Renzel, Sutorius,
Woolley
NOES: Mone
ABSTENTIONS: None
ABSENT: Cobb
APPROVED AS TO FORM:
d<~/.~(/" C1ty Attornep:;
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CITY OF PALO ALTO
CCJl>EISATIOI Pl.Ml
Conft .. tial Personnel
Effective: Pay period 1nc1udfng July 1, 1986
through June 30. 1988
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COMPENSATIOH PLAN FOR THE CITY Of" PALO AL TO
Confidential Personnel
SECTION I. CONFIDENTIAL SALARY PLAN
This confidential salary plan applies to al 1 positions designated as confidential
listed in the salary Table. Each council-appointed officer shall be the responsible
deci sion-.aker under this Plan for those employees in departments under his/her
control.
A. .£2.nfidential . Salary Pol ky
. The City's :poli.cy for conf;dentfal salaries is to establish and mintain a
general. salary str-ucture based on marketplace norms and internal job alignment
with bri'ad ~lary grades and ranges. Strt.ctures-and ranges will be reviewed
annua11y arid updatecl as necessary based on marketplace survey dat.a. internal
relationships. and City financial conditions ..
_ ~(idi,fdual salary. adjustments wUl -be considered by the COuncil·•appofnted officer
based-on u). perlorNnce factors· including achievement of predetermined
objectives:;. f2J pay s.tructure adjustinents; and (3) City finanefal conditions.
B. Basic .Plaft: Ele111ents
. -:·
· _Strite:ture~·· >r"'t sala~y plan is_ -~:~·a ~1'.ulti.,;;V:ade salary structare. Each .gra(i~ w1\~> ... a contro1 ·po1nt·111fi:~·~1--~ for b~tary·purposes. All · .
conf*~atiaL~$ft1ons wtll be asstg_fted''an awOpr"iate pay grade based on S.lary
surYf!x··"~tl and intem.l relati01tSJl1_ps. All 1>0s.ftions ass1gi1elf_. ti() a .pay ograde. .
~ · wil ~ .. 'Jecei.ve-S&lar.ies ·lthic:tf are no-les.s., than lSI be lo~ the ~t.\"'1>1 :~int. ind 'nO
tt_·.:_ .... _. __ : . ·· ··.-::~~1::· :!:~~~~~ :::1 --~=: ;:!;eey .;1~~~n W:thr:.,Tt !~ual
!: . -sa1trt.es.'trtll: fall will .be wittrht + SS .l)f' the contto-1 point. ~. ~ . ' ._·.; ~~:·~~-:~~~JtiY~· ililrt,tplaee··~~tes wf.11 be· ade of cities s.fatlar· to Palo
:-, . · ·Ani»:~'~.<o~t:Of· ~10,ees~ 'PoJ>Ulati~·• and·· services' Pr'ovtded·.· ·. oe.,ef1dt.~, on the i-es~lt.$·:0f··i~~nUcd~ •. the e.t~t~ ... -,.,··graee -str~t ... e ·"81. l*;.reass1gned,-to.· .
.. o:: _d,i_f~-.:J>Q:~$~···SUctI··adjJjS~Sjd11 '0ri1y &~ Ue Ht~.-... _· _,· .... -,;: ..
.· .adllini•ati~~:~k~· ltJ ;i~h·t_,.l .salaries .. wtll-avttMl-tically be ch~
, ~euse--of s~~a~ ~staents. '( ·
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sa1;r:a..Cn!!el.: .-All. inditidual sal~t 1ncreaS4S will be earned as a result of
.. per ·. l'Jdf~ ·JC 1e~ Of· obJeet-hes. or growttt within the· position ( fm" recent affOint*ft~) ~--.. JwO_. types of increaser; •Y ~ ea.Nied. satisfactory ancf aJ>ove
.,..,.,,....s-._ .~he base pay increases (percentage of ffqcf·t101lar •JBts
.-~ w.-.5''J*y);,;_ . .&utdelil)es_ wnl t>e.~~11shed .fol'ba:se··pt,y.wrea.es .. Tite · ·· · -~.· eoJ.S._te: ~ of J~ruae ts·· i1' tW f~ 4)f Special 'f)ertorwnce Prefiws
Of .·ff'0.1'"1~· ~sed Olt atfi ..... ftt f;Jf ·.Ftf}etentined objec.tfYeS establi$hed under
a perf~·l>lanning and a_ppra'ful progru. · ·
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COMPENSATION PLAN -CONFIDENTIAL
Page 2
Special Performance Premiums are open to all satisfactory and !bove performers.
Requal ification is necessary for each appraisal period. Department head ar.d/or
Council-appointed officer approval is required for all base pay increases and
performance premiums.. All salaries, both base pay and performance premiums, must
fall within pay grade limits.
Budgeting. Each year the City Manager will propose for Council appi'oval a salar)
bUdget incorporating the requests of each Council-appointed officer which will
include amounts suffkient to implement-base pay i ncr·eases and S~cial
Performance Premiums. The salary increase budget will he based on the following
factors: Competitive market, change: in internal position relationships. and the City's ability to pay. -
Performance Appraisal. Determination of performance will be RB.de annually by the
appropriate supervisor or department head. BasEd on an app-aisal of the
employee's performance 'in accordance with prescr;bed dutii?s and responsibilities.
employees who are appraised u satisfactory or above will be eligible for base
pay and performance premhes according to establ isJled gufdelines. The
performance plan will be developed by the employee and his/her supervisor each
fiscal year. The plan will require concurrence of the department head and/or
Council-appointed offi_cer. Progress toward meeting objectives will be reviewed
at least semi-annually. At the conclusion of the fiscal )'ear, supervisors will
make a ffoal determination on performance and wf11 make salary recommendations to
their department heads based on salary pa-yment guidelines.
C. Confidential. Salary Budget Authorization
1. Council-appointed officers are authorized to pay salaries in accordance with
this plan to confide_ntial employees. in an amoiJnt not to exceed the aggregate
of approved confide11tial positions budgeted at the control p:>ints indicated
in Table I for the fiscal years 1986-87 and 1987-88. In addition, for fi seal
years 1986-81 and 1967-88, Council-appointed officers in ag-gregate are
authorized U? to 2% of tbe_conffckmtfa1 salary and benefit budget each-fiscal
year. pl us un~s-ed perfonaance premium funds from the previous fi sea 1 jear
to apply toward perforliutce pre111i&m for individual confidential emplo)ees
under the provisions of. tbh Plan. ·
2, !ndhidual confidential salaries authorized by a Couricil-aptxtinted officer
under the Conf f dent i a 1 Salary Plan rnay not be less than 25S below nor mre
than 15% abovti the control point for the flldfvidual position salary grades
authorized in Table I of·this Plln. A portion of the> authorized salary may
be given in the form of superior Performance PraiUlllS based on achievement of
objectives. -
3. The Council-appointed officers are aYthorized to establish such _
administrative rules as are necessary to implement the Confidential Salary
Plan subject to the Hmitati~ms of the approved salary in_crease budget and
the approved grade and control point str-ucture.
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CCMP£NSATIOK PLAH ~ CONFlOtNTIAl
Page 3
•
4. In the event a do'-"'Ward adjustment of a position grade assignment indicates a
reduction fn the established salary of an individual employee, the
Council-appo;nted officer may, ff cfrcumstances .arrant. continue the salary
for such mnployee fn an amola't in excess of the revised grade 11mit for a
reasonable period of tfme. SUch interim S&lary rates shall be deff ned as
"Y-rates.• ..
SECTIOH ll. SPEtlAi. OJ4PtNSATIOlf
Per-sonnel covered by this compen-satfoit.-_pli~. fn "addition to the salary set forth in
Section I abo.ve, ·"'81 reeeive. _special c__.niat1on at follows •. _flig'fbil tty shall be
in ccnfonnanc~ -wi~ ,the_ Merft Rules aftd ·Regulations and Adndnfstrative Directives
issued by the Cfty, Mauw· fOr the_ pUl'poses of clarfficat'ion and foteri:retatfon •
.... <·
-"'"• Annuall~.--eacil all>to~ -~ hOlds a rfl9ulat fuJ 1-tfatoe app0intme11t in the
_ •unie}.pal .service '°" ~ -before July first and cont; nues in such ttatus through
the fir-rt •1 of.-Pay.,.,.,~ 25-{Jn ~t shal 1 recefve-,._ i.n addition to the -
~•sat · --·---scr t ........ --~tu'·' a,' sal~ \ad """""'blel'it : -· l til-· ··-'-...c · · t Cf the . . ttr'I pre-. -... ....,,, -. . • . ---;,: -, •~'Ill -. ~ ene_ ~· '" -_ . eiRp}O.-~~. c:urr~t--aftflUa1::$&1-a~f:~?ft-~ 9ptojee1s-.qp~ion and s'8Ject to
-· 11J8.na~~·.,,.r:cw-aT. ;:~~, lidars pa•·:"l~• .to--used pr for to the -Jtnuary 31
--:·'.foll~'"9/ :: ~l--~••nts wll :~. P"~•teet ->•rnflect appohttllf :tt frOll
. ~nuar,y-~:--_~,-~,·i.at-·the c~t Yftr• .,. i-~rrvpted service :dt.rtng tlle _ _ -~year. · ' . '.." -· · --· · -
!· . a. 0vert1.e • • , •• ». :; <• . . . . .. . . ,
··:--: --'-~tjfln·:fOf'·:tW~i-~ .. ; --:~~efl-"°"t on··l>dJ hol_fdays .. s~lLbe--irr
· . ... -.. · confon.a~ ~ith--~-.lteti~~~~-~~ :a,~i:~f11ations •n4<~n~-strati~ Di_rectf ~s.
-... _ -Where _eonf.ide~ial '9Pl~-i/:~-,~~~ary basis.· an ass1g~·-to.perfora an
·::) ... ·"
-.. _--__ s-ig1ti:d~ant 4\ftit.'s @'.*"_:'.h~-"ilq1itiat1on. t~ tfty Mangeray -•~hor'fa _ ' > -payinent tri tfrht the:-~; ff-~-_1'~'-ilasstffcrtfoi;. :' --· -· -·· ·· -·
. . C; Night Sllfft ,~ ~ '.<: . ·.. ', . ·•·>·. . •·· .. ·. · · .·· .
Night sttifi c!iffer~~'.·~-~::3htll·.lM):•if$ 4t .~·-rate of 51 ~-regular fult-t. emploYM~ • ~Jmt11•r.11 a$-si~/~ shift MM-Jc. t>et•ri: .&:oo p.11. and s:oo
_ 4 .;ll. Hight sM>f-J': ~-::Mlt-'::.90-ft 'te~f*:fd •fQr cwertime _ 1'pUrs t«>R"ed. · D. -~l~sw•Dff.·-:·i~--~--:?_--·:-'::. ·' ,, . -.. ~-o-.;:. :· -·-.-------.: --.,
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C~PEhSATlON PLAN -CONFIDENTIAL
Pag~ 4
a. Employet-and d~pendent coverage undet· the existing Kaiser Health Plan S
Contract. including the Drug Plan III option.
b. Employee and dependent coverage under the existing City of Palo Alto
Employees' Self-Insured Health Plan w1th major medical maximl.111 of
$250,000, pelvic examination benefit. and cost ~onta1nment p-ovisfons
including: •
1) Second surgical opinion to be required for all non-emergency elective
surgery.
2) Pre-ad~ission certification and continued hospital stay review for
non-emergency in-patient admfssfon tc an acute care hospitaL
Specific provisions tc be lt«'>rked out on a mutually agreeable basis.
3) Kospital bill audit for all bills in_ excess of $159000.
4} Psychiatric coverage maximum of $50,000 on in-pati~nt visits with
annual ref nstatement of maxfmta up to s2.soo.
The City shall. upon submittal of evidence of paymentJ reimtSurse up to $330
per quarter of medical plan premhm on behalf of confident1al emplo)'ees who
retire from the City under servite or disability retirements. The retiree
may select any medical plan. The plan 11ay cover eligible dependents as
defined under the Cfty f.mployees' Health Plan. No reimllursement will be ma.de
for plans providing benefits other than medical and health benefits.
2. Dental Plan
Tue City sllaH pay all covered plan charges on behalf of employees and
dependents of· emp-loyees wk.I are e-1igfble for coverage and enrolled under the
existing City-Dental Pl~n.
3. Basic Ltfe Insurance
The City shal 1 continue the basfc 1 i fe 1ns1rance plan as cur_-rentl y in effect
for the term of thfs cG11tpensation plan.
4. Lons Term Disab11 ity insurance
The Ctty shall continue t-he long tenn disability ;nsarance Plan A with a
maxirwm monthly benefit of $4.,000. Premiums for el 1gible confidential
eniployees are fully paid by the ~ity.
E. Manage•nt Benefit Pr,oy'!
All Confidential emp1~yees are eligible for Sect;ons 1, 2, 3. 4 and 5 of the
Mu~•!lftlent Benefit Progr-a•. Specified alllOt.lts under this p-ograin w111 be applied
on a pro rata basis for employees who are part-time or in a confidential pay
status for less than the full· fiscal year.
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CCMPENSATION PLAN -CON'IOENTIAL
Page 5
l. Professtonal Develoent -Reid>ursement
Refntu.-rsement for authOrized self-·Jmprovement activities NY be granted each
confidential emJt-loyee. up to a NXilltlR of $500 per f1 seal year, except that
unused rei•urseraent allowance llllY be carried forward from the p-ev1ous
ff $cal year to a 111xi_. allo..ance (curN!nt and carryover) of $1,000 per
fiscal -yeaT-. The fo110Wirv 1tt!llS as defined in Polfcy and Procechres No. z ... 7 are el 'fgfble for refllbursaerit:
a. Cf vie and professional_ association -.rships
b. Conter.enc;e partid_pati'on and travel expenses
c. Educational progruis
d. Pr-0f,ssfonal and trade ~;.al 5tb5crfptions ·
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e. Phystcian-~safbed-c :per:.-1 hel-lUI -pr-091"• .as t~dkate..t. ~ .. 3b of
this secuon~------. --~
--2~ -!_rofesshmal Dne1o.e!!nt-_•--Sabbat1cal-lean· ·.... . -
Atltttorlzed-paid loves of ~ fd": up to one )e•r wfll be ~anted in -acceficlUcf t11itb-~,-;,-f'Qllowing requit-ements: . -: ----' -. ·'! . . ..... . '"~' . ~-. . : -·~; -_
-a~ Sabbatical 1t.. ~ .. ,.-shall be beneflci·l--to Ute -Joyee-'~ job
-_·: •:ss1gn1Ht~->,-':--:,:_ -· _ -----·; ---, -_; . . -
--:·;,, _-
_--.b •. _/tla-:ei1Plo~·s.:~'--;~~t-.~fvit}t .. $Mn .be adeqUittd) f;O¥erett during -M$/Mr:a· ---:•wt.t:lf:~· 'fl'-" the deff~t f-r.Dotdtnate· ----_ _ __ _ _ senctt ., , .· -_._.....-s .-•-_ . _.-·~.. o s _. _ _ _ _s. _ _
c. ~~=J~~~!:,~,.~~t eoordf~~ ~~
u-.. Leave _f#: ~~-~~1Q1s.-shout.¢ Jte i..~~-on in~shlp exchanges., -
"nd/9"": l~n•t ex~-h~!_ amr~11tsr -!c:tl>t.St1t· .. ~fir autjiorsfti p --
: :~,:~ams; ()'"~::~~:1~1:--~~.v.1.:::~-· -~".*-~~ _:·-.· ; -· _ _ -· _ ·
-tea we of· J;bsenc~ -scl*iul~s will he t~ ..,_, __ all--l ~'letS" of _
c:onfi4ential and ~n--be-biSe4 on &n:~-fll•t:•c»t-:~f--:~:~oye••s . -perfOMIJI~ record. : -~ J)&td-s ... ii~1t· 1"• wt:ll ~-1imtect tO a m&xia..-
-of one. )'nar and_ not-ml)r.e ·i1an--~ epl~-~1• ,-an-•lea¥e si&Wl~sly ~ ---
$abbatic4l leaves-fMist· '-c1i;1reickt1f _ ..... Pllf,--:appr.,._ by----eounen•appo-tnted •ffie~: .... -. colllltn~ -. -; :__ ,_ : " -----------. ,,
3. P1!r$Gna1 Health Prosru ---'"1.sic:al: :F1!!$s.s
• . • ;·. '. -·' ' ' • ,-" :·-·' . : ' >. ---.... ~.· _:: • -.> ~. ·.' ' . '•_ -.. ,.
a. -All ccmftdentia1-iliplOJees-wtU-.~•"'--AArsic:al m8'nn1ons in
-. _--ac:i:OPdance wfth ·PoHc~ ·an_d fir~~~~~:.,_.,_..
b~ _ ~Jf!Ct to Intern.al if:,~~-' --;~e. ~-ltl.tiots and __ wftb -~ W-itten --. ·." •. _. '
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COMPENSATION PLAN -CONFIDENTIAL
Page 6
pres~r1ption of a medical doctor, an employee may be reimbursed for a
r
personal health program as treatment for a diagnosed injury or illness. This
activity will be reimoursed t.11der E.l(e) above.
4. Ex~ess Benefit Reimbursement
Reimbursement for approved excess benefit expenses wi 11 be granted up to a
maximt.11 ?f $1200 per_ fiscal year for each confidential emplotee and shall
include the following benefit itetns:
a. Life insurance premiums for City-sponsored plans.
b. Excess medical /dental expenses for employee and depPndents Wtich are not
covered by existing City-sponsored pl_ans.
c. Excess professional developaient items which &re otherwise.approved but
exceed the rein>urseffient 11m1t under H.1 above.
d. Dependent care expenses according to the following general provisions:
1) The annual amount submf tted for rehi>ursement cannot exceed the
income of the lower-paid spouse.
2) The expenses must be employment-related expen~s for the care of one
or lllOre dependents who are under 15 years of age •nd entitled to a
dependent deduction t.r1der· InternG1 Revenue Code section 15l(e) or a
dependent who is physically or 111ental ly incapable of caring for
himself or herself. -
J) The !')ayaer.ts cannot be 1111de to a child lltder 19 years of age or to a _
person claimed as dependent.
4) If the services are provided by a dependent care center. the center
aust comp-ly with all state and Tocal law and must provi~ care for
mort:? than six f ndiv1dua-1 s (other than a resid~nt of the facn ity>.
If the full excess benefit re1sursetrll!ftt is not used _dtring the fi seal yeu·
the difference bet-.n-~ BOunt used •nd the mxiauM (en= wo rate 11axi11u.1n>
may be applied at the. Mi)loyee's option to deferred cmpensation ur.der the Ctty Plan. · --
5. Mallagenient Annual leave . "
At the beginning of each fhcal year regular nanage.ie-nt elRf)loyees wil 1 be
credited with 40 hours of annual leave which rnay be taken as paid time off,.
added to vacation accrual hubJect to vacation accrual Ji•ftations), ta.lten
as cash or taken as deferred ccapensation. If Mir-Un Luther King Day (third
Monday in Januat"yl f s r8'()9n1zed as a MUntc1pal holiday. the 40 hour
entitlement under thfs provisioo-will revert to 32 hot.rs effective beginning
with the ff sc•l year 1n Wifcfl ihe X1ttg h011day is first recognized. lhn tfme
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COMPENSATION PLAN -CONFIDENTIAL
Page 7
oft is taken under this provision. 10-hour shift workers will receivr one
shift off for each 8 hours charged; 24-hour shift workers will receive
on-half shift off for each 8 hours charged. Entitlement under this Jl"'Ovision
will be reduced on a pro rate basis for part-time status according to the
nUl1Eer of nonths in paid status during the fiscal year. Unused balances ~s
of the end of the ff.seal year will be paid in cash unless a different option
as indicated above is elected by the employee.
F. Parking in Civic Center Garage
The C'fty shal 1 provide employees parking r,rfvileges in the Civic Center Garage at
no cost to such employees.
G. City··Paid PERS Employee Contribution
Effective with the pay period including July 1, 1983, the City shall "pick-up~
(pay) se~en percent (7S} of the employee's mandatory Public Employees' Retirement
System (PERS) contribution. Such pick-up contributfons shall be paid by the Cfty
in lieu of employee contributions notwithstanding the fact that such pick-up of
contributions may be designated as employee contributions for purposes of PERS.
H. Sick Leave Conversion
Confidential employees hired on or before December 1, 1983 who have 15 or R>re
years of continuous service-,. 600 or more hours of accumulated unused sick leave
and otherwise qualify under Sections 604 and 609 of the Merit System Rules and
Regulations, may convert sick leave hours in excess of 600 to cash or deferred
compensation according to the formula set forth in Section 609. The maximun
amount of such conversion is $2,000 per fiscal year.
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CIT'f Of PALO M.fO CO~PENSAJION PLA•
COllfllt~filL P£1SOllft£L
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cuss ...... TITLE -U£C SCotTAlfY-Ctll'
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