HomeMy WebLinkAboutRESO 6554.. •, e RESOLUTION NO. 6554 e 0R1G1NAL
RESCLU'I'ION OF THE COUNCIL OF THE CITY OF PALO ALTO
ADOPTING A COMPENSATION PLAN FOR MANAGEMENT PERSONNEL
AND COUNCIL APPOIN~ED OFFICERS AND RESCINDING RESOLU-
TION NO. 6422, ANO RESOLUTION NO. 6416 AS AMENDED BY
RESOLUTION NO. 6491
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 management personnel and Council
Appointed Officers 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 impl~
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. 6422, No. 6416 and No. 6491 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rescinded.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: August 25, 1986
AYES: Bechtel, Fletcher, Klein, Levy, Patitucci, Renzel, Sutorius,
Woolley
NOES: None
ABSTENTIONS: None
ABSENT: Cobb
APPROVED AS TO FORM:
~&4U -<~, k' ~~-city AttorneY ~ ~
I """"'" ---.....
CITY OF PALO AlTO
CCJl'EHSATIOff PLAN
Management and Councfl Appointees
Effective: Pay period including July I. 1986
through June 30, 1988
COMPENSATION PLAN FOR THE CI TY OF PALO AL TO
Management Personnel
SECTION I. MANAGfMEHT SALARY PLAN
This management sa1 ary pl an applies to al 1 regular management posit ions except
Council M~mbers and Counc ii-appointed officers. Notwithstanding this except ion, the
Council n~y authorize Special Performance Premiums for Council-appointed officers.
Each Counc i 1-appointed offi' cer shal 1 be the res pons ib le decision-maker under this
Plan for those employees in departments under his/her control.
A. Mana~ement. Sa1ary Pol icy
The City1 s policy for management salaries is to establish and maintain a genera1
salary structure based on marketplace norms and internal job alignment with broad
salary grades and ranges. Str~ctures and ranges wi11 be reviewed annually and
updated as necessary based on marketplace survey data, internal relationships,
and City financial conditions.
Individual salary adjustments will be considered by the Council-appointed officer
based on (1) performance factors including achievement of predetermined
objectives; (2) pay structure adjustments; and (3} City financial conditions.
B. Basic Plan Elements
Structure. The salary plan will include a salary structure consisting of
approximately sixty grades. Each grade will have a control point which is used
for budgetary purposes. All management positions wil 1 be assigned an approrriate
pay grade based on salary survey data and internal relationships. All positions
assigned to a pay grade will receive salaries which are no less than 25% below
the control point and no more than 15t above the control point. Actual salary
within the range is determined by performance. The normal working range within
which most actual sal~ries will fall will be wf thin..!. 5% of the control point.
As needec competitive w~rketplace stu~ies will be made of 10-15 cities similar to
Palo Alto in nunter of employees, population and services provided. These
studies will tocus on general salary trends for groups of management positions
such as first line supervisors, administrative, profession~l and top management.
Periodically, stuaies will !l'Ore specifically include i:.osition-by-position
comparisons using marketplace and internal relationship data. Depending on the
results of these studies, the entire pay grade structure rray he adjusted or
individual positions may be reassigned to different pay grades. Such adjustrrents
will only affect the salary administration framework. No individual salaries
will be automatically changed because of structural adjustments.
Salary Increases. A1l individual salary increases will be earned as a result of
performance, achievement of objectives, or growth within the position ( fot recent
CUMPlN~ATlO~ PLAN -MANAGEMENT
Pd9e 2
wi:iointme:,ts). Two type-s of increases may be earned. Satisfactory and above
performers may receive hase pay increses (percentage of f ixect dollar amounts
~dded to base pay). Guidelines will be established for base pay increases.
The second. possible type of increase is in the form of Special Performance
Premiums of from 1-1si based on achievement of predetermined objectives
established under a performance planning and appraisa1 program. Special
Performance Premiums are open to all satisfactory and above performers.
Requal ification is necessary for each appraisal period. Department head and/or
Council-appointed officer approval is required for all base pay increases and
performance premiums. All salaries, both base pay anti performance premiums, must
fall within pay grade limits.
Budgeting. Each year the City Manager wi 11 propose for Council a ppr oval a salary
budget il'lcorporating the requests of each Couilcil-appointed officer which will
include amounts sufficient to implement base pay increases and performance
premiums. The salary increase budget will be based on the fo11owing factors:
Competitive market, changes in internal position relationships, and the City's
ability to pay.
Performance Appraisal. Determination of performance will be rr.ade annua11y by the
Council-appointed of~icer and department heads. The following questions will be
addressed: Is the department, division, unit or activity neeting its objectives?
Is the employee performing as a manager in accordance with prescribed duties and
responsibilities of a manager? Employees who are appraised as satisfactory or
above wi 11 be eligible for base pay and performance premi urns according to
established guidelines. The management 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 the Council-appointed officer.
Progress toward meeting objectives will be reviewed at least semi-annually. At
the conclusion of the fiscal year, supervisors will make a final determination on
performance and will make salary reconrnendations to their department heads based
on salary payment guidelines.
C. Management Saldry Budget Authorization
1. Counci1-appointed officers are authorized to pay salaries in accordance with
this plan to non-Council-appointed management employees in an amount not to
exceed the aggregate of approved management positions budgeted at the control
points indicated in Table I for the fi seal years 1986-87 and 1987-88. In
addition. for fiscal years 1986-87 and 1987-88, Council-appointed officers in
aggregate are authorized up to 2S of the management salary and benefit budget
each fiscal year. plus unused performance premium funds from the previous
fi seal year to apply toward performance premiums for individual management
employees who qualify under the provisions of this Management Salary Plan.
2. Individual management salaries authorized by a Council-appointed officer
under the Management Salary Pla~ may not be less than 25i below nor more than
15% above the control point for the individual position salary grades
COMPENSATION PLAN -MANAGEMENT
Page 3
authorized in Table I of this plan. A portfon of the authorized sa1ary may
be given in the form of Special Performance Premiums based on achievement of
objectives.
3. The Council-appointed officers are authorized to establish such
administrative rules as are necessary to implement the Management Salary Plan
subject to the limitations of the approved salary increase budget and the
approved grade and control point structure.
4. In the event a downward adjustment of a position grade assignment indicates a
reduction in the established salary of an individual employee, the
Council-appointed officer may, if circumstances \larrant. continue the salary
fer such e~ployee in an amount in excess of the revised grade limit for a
r~asonable period of time. Such 1nterim salary rates shall be defined as
"Y-rates."
SECTION I I. SPECIAL COMPnlSATION
Personnel covered by this compensation plan, in addition to the salary set forth in
the attached tables, may receive special compensation as follows. Eligibility shall
be in conformance with the Merit Rules and Regulations and Administrative Directives
issued by the City Manager for the purposes of clarification and interJ:retation.
A. Anhual Adjustment
Annually, each employee who holds a regular full-time appointment in the
municipal ·service on or before July first and continues in such status
througntout the first day of Pay Period 25 (in December) shall receive, in
addition to the salary prescribed herein, a salary adjustment equal to one
percent of the employee 1 s turrent annual salary; or ~t the em~loyee's option and
subject to management approval, 24 hours paid leave to be used J:rior to the
January 31 fo1lo~ng. Annua1 adjustments shall be prorated to reflect
appointment from January l thr·ough July of the current year, or interrupted
service during the year.
B. Overtime, Working Out of Classification, end In-Lieu Holiday Pay
Compensation for overtiire work, and scheduled work on paid holidays. shall be in
conformance with the Merit Rules and Regulations and Administrative Directives.
Where management employees, on a temporary basis, are assigned to perfonn all
significant duties of a higher classification, the City Manager may authorize
payment within the range of the higher classification.
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Str&t~~t tt~ d~r1119
ihi~t. t~'11r and Qne~
half for perfods
t~~Crt' Cl/" .tfV-r
s.c:t-.~1.Je-11 sti'i ft.
2 h0lT~
I l rouf" :r1 niir.Ull'!
~Y not ril!'f intn
shift timeJ
lt~qht lf'Ht ,·Hff:eort'nt~ai !~l'\411 be-paid at tPM-r.ite-of SI to r~ohr full·til!'lf'
~foytt\ •'fow) u·~ rt>q1.1hrl)' nst~f'd w Sl'dtt wori tx!tWf>n t:OO p.I":, and f'i:OO
a,!ft. 9'igl'lt shtft .,,...~111!! "fll not bot pail'! ft>r ovt-rt'h!lf• hol.d"S workeo or to f'ir~
Pf'r' \!'>M4." 1 .t U 19nt'f: to ~h tf t 0 l/l y.
L unHl'lr~ ~"'!:'-~:w ~hl"I • ~" Politi' And F'ir• i>tt'Stcf\r.('1
Urdf(l~ itK1"'11"9 .::it-.11ining will ~ provjdfld 111itn r'Pplacf'•nt iro\'hfon$ on an
~'!<-~nt'("d("(i t..as Ho tr. COtlf(U"tt.61"\C~ vi th ~part~nt pol 1c y.
l . •~.t l V v i an _ ....... -
Ttiit> (~tf '$1" ... tl !'JIAY •11 pt"P~llJlil "4Y11if"U O~ ~Mlf •'l1 m~lO)'t'"f':. ~o tre
i"ltt;H'l" for c.owotr"li9f ~the-M-altl'I plans a1 fk'S{ri~M 1r: ~ut~~.:,t~or.s (a/
and (t'), My pr"H\1ue rate inCf'Ht.tS dl.llr'tnc:; the! ttonr: of thh c.OPpe-nsUfon
•ihrt '\~..tll ~ pa1d Dy the' City. Tht-folfowir.q o~Uons w111 uilt:
.L l•plcyt~ An4 MP!"4f>nt CC'ofl'rtgl" ~dc-r th«" «'•"StintJ ''h~r ktt-a1th t'h~ S
Contrtct, iftcludfng the Of'uq Plan Ill opt1o~.
b. h•i,ioyt>t> alt<l Gtrf'nd"nt cowt1>r\!19t i.r1Mr tM ~•lsttnq City r:it f'•lc Alto
f~ilcytt~' self~Jnsurt"d Healttt P1an witl'I Ai.Jot" a.ed!ctl N1tlft.lol!': d
s;~. 000, pt hie e•1•;Mtion b('f!•fit. and c:ost tot'!U i~nt ..-nv i ~ 1on-.
,"", ucl (ng:
COMPENSATION PLAN -MANAGEMENT
Page 5
l) Second surgical opin;on to be required for all non-emer~ency elective
surgery.
2) Pre-admission certification and continued hospital stay review for
all non-emergency in-patient admission to an acute care hospital.
Specific provisions to be worked out on a mutually agreeable basis.
31 Hospital bill audit for all bills in excess of $15,000.
4) Psychiatric overage w~ximum of $50,000 on in-patient visits with
annual reinstatmeent of maximlll'l up to $2,500.
The City sha 11 ~ upon submittal of ev fdence of payment, reimburse up to
$330 per quarter of medical plan premiums on behalf of manageirent
employees who retire from the City under service or disability
retirements. ThE retiree may select any medical plan. The plan may
cever eligible depend.en ts as defined under the City Emp1 oyees' Health
Plan. No reimbursement will be made for plans providing benefits other
than medical and health benefits.
2. Dental P1an
The City shall pay all covered plan charges on behalf of employees and
dependents of employees who are eligible for coverage and enrolled under the
existing City Dental Plan.
3. Basic Life Insurance
The City shall continue the basic life insurance plan as currently in effect
for the term of this compensation plan.
4. Long Term Disability Insurance
The City shall continue the long term disability insurance Plan A with a
maximllll monthly benefit of $4,000. Premiums for eligible management
employees are fully paid by the City.
G. ?o1ice Department -Personnel Development Prog~
Pursuant to administrative rules governing eligibility and qualification, the
fo 11 owi nq may be granted to sworn police personnel :
P.O.S.T. Intermediate Certificate: 5S above base salary
P.O.S.T. Advanced Certificate: 1 1/2'.i above base salary
H. Management Benef;t Program
All City staff management employees are eligible for Sections 1, 2, 3, 4 and 5 of
the Management Benefit Program. City Council Merrbers are eligible for Section 3a
COMPENSATION PLAN -MAf>lAGEMENT
Pa(jC 6
orily. Specitied amounts under this program will be applied on a pro rata basis
tor employees who are part tir.E or in a management pay status for less than the
ful 1 fi seal year.
l. f1rofes s i ona l Deve 1 opment -Reimbursement
Reimbursement for authorized self-improvement activities may be ~anted each
IT'anagement employee up to a maximum of $500 pet· fiscal year, except that
unused reimbursement allowance may be carried forward from the previous
fiscal year to a maximum allowance {current and carryover) of $1,000 per
fiscal year. The following items as defined in Policy and Procedt.res No. 2-7
are eligible for reimbursement:
a. Civic and professional association ment>erships
b, Conference participation and travei expenses
c. Educational programs
d. Professional and trade journal subscriptions
e. Physician-prescribed personal health program as indicated under 3b of
this sect ion
2. .~rofessional Development -Sabbatical Leave
Authorized paid leaves of absence for up to one year will be granted in
accordance with the following reQuirements:
a. Sabbatical leave pro9ram shall be beneficial to the employee's job
assignment.
b. An employee's job assignment activity shall be adequat~ly covered during
his absence with emphasis on the aevelopment of stbordinates.
c. The leave of absence period will be adequately coordinated with
departmental priorities and workload.
d. Leave of absence sabbaticals should be based on internship exchanges,
and/or 1oaned executive arrangements; scholastic and/or autl'()rship
programs; or educational travel-study plans.
Leave of absence schedules wfll be apportioned among all levels of managerrent
and will be based on an evaluation of each employee's performance record.
Each paid sabbatical leave will be limited to a maxim1.1n of cne year and not
more than two employees being on leave simultaneously. Sabbatical leaves
must be cleared in advance and approved by Council-appointed officers and
Counci 1 •
COMPEtiSAT!ON PLMI .~ MilNAGEMENT
Page 7
3. Personal Hea1th Program -?hysical Fitness
a. Al 1 management employees will receive phys ica1 exam~ nations in accordance
with Policy and Procedures No. 2-7.
b. Subject to Internal ReYenue Service regulations and with the °1'.ritten
prescription of a medical doctor, an employee may be reimburse~ for a
personal health program as treatment for a diagnosed injury or illness.
This activity will be re1mbursed under H.l(e) above.
4. Excess Benefit Reimburse~~nt
Reimbursement for approved excess benefit expenses will be granted up to a
ma.1<imum of $1,200 per fi seal year each for management employees and shal 1
include the following Dcnefit items:
a. life insurance ()remiums for City-sponsored plans.
b. excess medical/dental expenses for employee and dependents which are not
covered by existing City-sponsored plans.
c. Excess professional de~elopment items which are otherwise approved but
exceed the reimbursement limit under H.l. above.
d. Dependent care expenses according to the fo 11 owing general provisions:
1) The annual amount submitted for reirrbursement cannot exceed -the
income of the lower-paid spouse.
2) The expenses must be employment-related expenses for the care of
one or rmre dependents who are under 15 years of age and entitled to
a dependent deduction under Internal Revenue Code section 15l(e) or a
dependent who is physically or nw?t1tally incapable of caring for
himself or herself.
3} The payments cannot be wade to a child under 19 years of age or to a
person cla irned as a dependent.
4) If the services are provided by a dependent care center, the center
must comply with all state and local laws and must provide care for
more than six individuals (other than a resident of the facility).
If the full excess benefit rei rrtlursement is not used diri ng the fi seal year.
the difference between the amount used and the maximum {or pro rate maximum)
may be applied at the employee's option to deferred canpensation under the
City P 1 an ( s) •
5. Management Annual Leave
At the beginning of each fiscal year regular management employees will be
credited with 40 hours of annual leave which may be taken as paid ti~ off,
COMPENSATION PLAN -MANAGEMfNT
Pact• 8
added to vacation accrual (subject to vacation accrual limitations), taken as
cash or taken as deferred compensation. If Martin Luther King Day (third
Monday in January) is recognized as a municipal holiday, the 40 hour
entitlement under this provision will revert to 32 hours effective Deginning
with the fiscal year in which the King holiday is first r£>cognized. When
tirre off is taken under this provisions, 10-hotr shift workers will receive
one shift off for each 8 hours charged; 24-hour shift workers wi11 receive
one-half shift off for each S hours charged. Entitlements under this
provision will be reduced on a pro rate basis for part-time status, or
accor<.iing to the mlmber of months in paid status during the fiscal year.
Unused balances as of the end of the fiscal year wfll be paid in cash unless
a different option as ind1cated above is elected by the employee.
I. Autor.10bile Expense Allowance
For tt1ose employees whose duties require exclusive use of a c.:ty automobile. the
City Manager (or in the case of Council-appointed officers, the City Councill may
authorize 1~yment of $235 per ioonth in lieu thereof.
J. Parking in Civic Center Garage
The City shall provide employees parki n9 fr ivileges in the Civic Center Garage at
no cost to such employees.
K. Expense Allowance
Per Pay Period
Mayor $69.23
Vice r-'.ayor $46.15
City Manager $69.23
City Attorney $69.23
City Audi tor $46.15
L. Rei~bursement for Relocatio~ Expense
fol icy Statemen!_
Per Month (A~prox.)
$150.00
$100. 00
$150.00
$150.00
$100.00
The City of Palo Alto will provide a Basic Relocation Benefits Package for all
new management employees. In addition, upon the approval of t~ City Manager or
designated subordinate, Relocation Benefits will be available to non-management
positions. Provisions of 11 0ptional Benefits" or portions thereof. are intended
only for rare instances and require the approval of the City Manager.
COMPENSATION ~LAN -MA~AGEMENT
Page 9
Procedure
_.9ua 1 if ica ti on s
In order to qualify for relocation benefits, the following conditinns must be
met:
1. The employee must qualify for t-1oving Expense Deductions as contained in the
Federal Tax Regulations for the year in which the move occurred.
2. /1ctual re1ocation, or contracts designed to establish a fixfd domicile, shall
occur within six months of the initial date of employment.
3. Existing emp1oyees promoted to a covered position are not e1igible.
4. Recordkeepir.g requirements will parallel those required for expense
reimtn1rsement for travel, conferences and rreetings.
5. Provisions of optional benefits i~ contingent upon acceptance of a one-year
employment contract with the City. Failure to complete the fu11 one-year
term will require repayment of those benefits on a pro-rata basis computed on
the actual time of City service.
~ic Package
1. Emeloywent Tri_E -Actual and reasonable expenses will be provided or
re1ffibursed by the c;ty for travel costs, meals and lodging for candidates out
of the local area. The locai area is defined as all cities or towns located
within a 100 mile radius of the City of Palo Alto. Travel costs
reimbursement is restricted to the lesser of comnK>n carrier rates or the
established City rate for automobile use. Costs for meals are restricted to
the established City per diem rates.
2. En Route Expenses -Direct comroon carrier transportdtion wil 1 be r,ro·vided in
full for all fami"ly memers. Automobile expenses are limited to t\I() vehicles
at the established City rate with a minimum of 350 miles per day to be
traveled. Per diem is allowed at established City rates for employee and
spouse/mate and at soi of the employee rate for depe~dents. Travel days
allowed are 1 imited to the actual mileage divided by 350 mi1es per day.
Lodgi.19 is reimbursed in full on an actual and reasonable basis for all
family members.
3. Househcld Goods Shipment -Full costs will be paid for the shipment of all
personal items normall,Y-considered .. Household Goods." Items excluded include
recredtiona1 vehicles. firewood, building materials, sand, boats, airplanes,
and perishable items such as food or plants. Shipment of up to two
automobiles is permitted. Storage of household goods will be provided for 30
days.
COMPEN~AT ION PLAN -MANAGEMENT
F>age 10
4. Professional Relocation Counselling -An agency desigr,ated by the City will
provide help to the employee in ~heir relocation efforts. Information to be
provided includes items such as financing, home and rental locations,
transportation, weather patterns, schools, recreation, etc.
Optional Benefits
1. Disposal and Purchase Costs -The City will cover costs that arise in the
disposal and/or purchase of residences:
a. Costs to break an existing lease will be covered up to a total pay!l'lent of
three times the current monthly rental rate.
b. Real estate commissions up to 6% of the sales price.
c. Non-recurring closing costs on both purchase and sale ("Points" on
purchase of residence are specifically excluded).
2. Bridge Loan -The City will arrange for a 90 day interest-free 1oan up to 90%
of an employee's equity in their current residence as determined by three
indep~ndent appraisals. The assumed Fair Market Value will be the average of
the two highest appraisals, providing those appraisals are within 5% of each
other.
3. Mortgage Interest Differential Payments -The City will provide Interest Rate
Differential Payments under the guide1Tnes of the Federal Uniform Real
Property Acquisition and Relocation Policies Act up to a maximum of
$300/month for 36 months.
4.
5.
Miste11aneous Exeens! -The City will pay Miscellaneous expenses associated
with the relocation. The amount shall not exceed $1,000.
Temforary livin1 Expense -Up to thirty {30) days temporary living expenses
wil be avallab e under the following guidelines;
Lod~ -100% of actual and reasonable costs for al i fami1y members.
Per Diem -100% of the established City rates for employee and spouse/mate
and soi of the established City rate for dependents for the
first 15 days; soi of the established City rate for employee and
spouse/mate and 25t of the established City rate fur dependents
over the la st 15 days.
Car Rental -Up to 30 days for a single vehicle is available until suc.h time
as the employee's personal vehicle becomes available.
COMPENSATION PLAN -MANAGEMENT
Paqe 11
6. Househunting Expense -The City wil 1 rrovide expens<.>s or rE'imbursern~nt for-
one hovsehunting trip for both employee and spouse/mate. The trir shall be
1 imi ted to a maximum of seven days. Travel expenses are 1 imi ted to the
lesser of common carrier rates or the established City rate for autoroobile
use. Lodging is provided on an actual and reasonable basis. Per Oiem
expenses are allowed according to the established City rates.-Expenses for
children are not covered.
Regulations and Guidelines
1. The City Manager, or designated subordinate, will institute and revise
internal procedures to assure the efficient d~livery of services to the new
employee and minimize costs to the City. This will include the netermination
of whether direct City payments, advance of funds or employee reimbursement
is most appropriate for a given program element or employee.
2. The City Manager, or designated subordinate, will determine the
appropriateness of inclusion of specific items in this program that arise as
a result of "grey areas."
3. Expenses incurred by the employee during relocation which are not covered
are:
a. Payments to friends for assistance.
b. Automobile repairs.
c. Costs incurred during the relocation but not directly related to personal
transportation or forwarding of household belongings, i.e. uninsured
losses during transit, entertainment expenses, etc.
4. Budgeting of a11 Relocation Expenses will occtr in the Perso~nel and
Utilities Departments.
5. Upon approval of the City f-4anager. provision of benefits under the section
Househunting Expenses ar.d Professional Relocation Counsel l in<J may be provided
before an employee formaliy accepts an offer of emp1oy~nt with the City.
M. Retirer:ient
The City shail "pick-up'' (pay) seven percent (7%) of the employee's mandatory
PuDlic Employees 1 Retirement System {PERS) contribution. Such pick-up
contributions shall be paid by the City in lieu of employee contributions
notwithstanding the fact that such pick-up of contributions may be designated as
employee contributions for purposes of PERS. This provision shall apply to
Council-appointed officers and al 1 regular management employees. except that
for sworn police and fire management employees the City shall pick-up nine
f)€rcent (9%) of the employee's mandatory PERS contribution.
cu~P~h~ATIO~ PLAN -~AhAGEME~T
?i:tcjf' 12
1-1. Sick i E>a\le Conversion
Management ei11ployees t11red on or before December 1, 1983 who have 15 or rrore
years cf continuous service, 6UO or more hours of accumulated unused sick leave
,rnd ntherwise qualify under Sections 604 and 609 of the Merit System Rules and
Regulations, may convert sick leave hours in ei<cess of 600 to cash or deferred
compel'lsation, according to the formula set forth in Section 609. The maximu'Tl
amount of such conversion is $2 1000 per fiscal year.
TABLE I
Page: Thirteen •
CITY OF PALO ALTO COMPENSATION PlriN
Council-Appointed and Elected Officers
SALARY DEFERRED COMPENSATION e -----------·
APPROX. PAYABLE PAYABLE
CLASS CODE TITLE ANNUAL BI-WEEKLY 9-1-85 3-1-86 EFFECTIVE DATE --
001 City Councilperson $ 4,800 $ 184.62 January 1, 1982
002 City Manager 82,596 3,176.80 $600 $600 June 22, 1985
003 City Attorney 67t100 2,580.80 375 375 June 22, 1985
004 City Auditor 49,004 1,884. 80 250 250 June 22, 1985
005 City Clerk 35,800 1,376.80 November 15, 1985
e
CJTY Of PALO ALTO conPEHSAflOH PLAtt
"A-AGEttt:NT PE•SONNEL
EffECTI\IE JULY i .. nn
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