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HomeMy WebLinkAboutRESO 6634RESOLUTION NO. 6634 RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO AMENDING THE COMPENSATION PLAN FOR CONFI- DENTIAL PERSONNEL BY DELETING LANGUAGE THAT REDUCES THE MANAGEMENT LEAVE HOURS CREDITED IF MARTIN LUTHER KING DAY IS RECOGNIZED AS A MUNICIPAL HOLIDAY The Council of the City of Palo Alto does RESOLVE as follows: SECTION 1. The Compensation Plan for Confidential Employees adopted by Resolution No. 6553, is hereby amended by deleting the following language where it appears in Section IIES: •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 h~urs effective beginning with the fiscal year in which the King holiday is first recognized. SECTION 2. Except as provided in Section 1 of this Resolution, the remaining terms and provisions of the Confidential Compensation Plan, as adopted by Resolution No. 6553, shall remain in full force and effect through June 30, 1988. SECTION 3. The Council finds that this is not a project under the California Environmental Quality Act and, ther~fore, no environmental impact assessment is necessary. INTRODUCED AND PASSED: AYES: Bechtel, Cobb, Fletcher, Klein, Levy, Patitucci, Renze!, Woolley NOES: None ABSTENTIONS: None ABSENT: Sutorius ~o<-~ Y. erk APPROVED: Mayor ~o o Personne ~~<- • CITY OF PALO ALTO COMPEftSATUlf PLAN Confidential Personnel Effective: Pay perfod including July 1, 1986 through June 30, 1988 COMPENSATION PLAN FOR THE CITY Cf' PALO ALTO Confidential Personnel SECTION I. CONFIDENTIAL SALARY PLAN This confidential salary plan applies to all positions designated as confidential listed in the salary Table. Each Council-appointed officer shall be the responsible decision-maker under this Plan for those employees in departments under his/her control. A. Confidential Salary Policy The tity's policy for confidential salaries is to e~tablish and maintain a general salary structure based on marketplace norms and internal job alignment with broad salary grades and ranges. Structures and ranges will be reviewed annually and updated as necessary based on marketplace survey oata. 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 is based on a multi-grade salary struct1re. Ef,ch grade will have a control point which is used for budgetary purposes. Al 1 confidential positions wf 11 be~assigned an appropriate pay grade based on salary survey data and internal relationships. All positions assigned to a pay grade will receive salaries Wiich are no less than 251 below the control point and no more than 15% above the control point. Actual salary within the range is determined by performance. The normal 1110rking range within ~ich nost actual salaries will fall will be within.!. SS of the control point. As needed canpetitive marketplace studies will be nede of cities similar to Palo Al t.D in number of employees. population and services provided. Depending on the results of tt-.ese studies. the entire pay grade structll"e my be reassigned to different pay grades. Such adjustments will only affect the salary administration fraaework. Ho individual salaries will automatically be changed because of structural adjustments. · Salary Increases. All individual salary increases will be earned as a resu~t of perfonaance. achievement of objectives. or growth with1n the position (for recent appointments). Two types of increases nay be earned. Satisfactory and above performers may recehe base pay increases {percentage of fixed dollar aR>1.11ts added to base pay). Guidelines wi 11 be establi sheci for base pay increases. The second possible type of increase f s in the fot"ll of Special Perfonnance Premiums of frOf!I 1-lSS based on achievement of predetermined objectives established under a performance planning and appraisal program. ;:. ' COMPENSATION PLAN -CUNFIOENTIAL Page 2 Special Performance Premi~ms are open to all satisfactory and ab0ve performers. Requal i fication is necessary for each appraisal period. Department head and/cir Council-appointed officer approval is required for al 1 base pa)' increases and performance premiums. All salaries. bot·h base pay and performance premiums, must fall within pay grade limits. Budgeting. Each year the City Manager will propose for Council apiroval a salary budget incorporating the requests of each Council-appointed officer which will include amounts sufficient to implement base pay increases and Special Performance Premiums. The salary increase budget will be based on the following factors: Competitive market. changes in internal position relationships. and the City's ability to pay. Performance Appraisal. Determination of performance ~ill be nBde annually by the appropriate supervisor or department head. Based on an app-aisal of the employee's performance 'in accc1l"'dance with prescribed duties and responsibilities. employees who are appraised as satisfactory or above will be eii9;ble for base pay and performance premhams a...:cording to established guidelines. 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 officer. Progress toward ireeting ol'jectives will be revie\Ed at least semi-annually. At the conclusion of the fiscal year. supervisors will make ~ final determination on performance and will make salary recommendations to their department heads based on salary payment guidelines. C. Confidential Salary Budget Authorization l. Council-appointed officers are authorized to pay salaries in accordance with this plan to confidential employees in an amount not to exceed the aggregate of approved confidential positions budgeted at the control points indicated in Table I for the fiscal years 1986-87 and 1987-88. In addition, for fiscal years 1986-87 and 1987-88, C.Ouncil-appcint~ officers in aggregate are aut~rized up to 21 of the confidential salary and benefit budget each fiscal year. pl us unused performance premium funds from the previous fiscal year to apply toward perfonoance premiums for individual confidential employees under the provisions of this P1an. 2. Individual confidential salaries dUthorized by a Council-appointed officer under the Confidential salary Plan may not be less than 25% below nor l!'l)re than 15% a~)Ye the co~trol po)nt for the in<l.ividual position salary grades auttiorized in Table r of this Plan. A portion of the authorized salary may be ~ivtn in the form of Superior Performance Premiums based on achievement of objectives. 3. The Council-appointed officers are authorized to establish such adhlinistrative rules as are necessary to implement the Confidential Sal3ry Plan subject to the limitations of the approved salary increase budget and the approved grade and control point structure. C(Ji!PENSATION PLAN -CONFIDENTIAL Page 3 4. In th~ event a downward adjustment of a position grade assignment indicates a reduction in the established salary cf en individual employee, the Council-appointed officer may. if circumstances warrant, continue the salary for such employee in an amomt in excess of the revi se1 grade 1 imit for a reasonable period of time; Such interim salary rates shall be defined as "Y-rates." SECTION 11. SPECIAL COMPENSATION Personnel covered by this compensation plan. in addition to the salary set forth in Section I above, 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 interpretation. A. Annual k.justment Annua 11 y, each emp"Joyee who holds a regular ful 1-time appointment in the mul'licipal servicP. on or before July first and con·._ :maes fn sue.:~ status through the first day of Pay Period 25 (in December) shall receive, in addition to the salary prescribed fierein, a sal~ry adjustment equal to one percent of the employee"s current annual salary; or at the employee's option and stbject to management approval. 24 hours paid leave to be used prfor to the January 31 following. Annual adjustments shall be prorated to reflect appointment from January I through July of the c_urrent yea•·. or interrupted service dtring the year. B. Overtime Compensation for overtime work, and scheduled "'°rk on paid holiday~. shall be in conformance with the Merit Rules and Regulations and Administrative Directives. Where confidential employees. on a temporary basis. are assigned to perform all significant duties of a higher classification. the City Manager may authorize payment within the range of the higher classification. C. Night Shift Premium Night shift differential shall be paid at the rate of St to regular full-time employees who are regularly assigned to shift work between 6:00 p.m. and 8:00 a.m. Night shift premium will not be paid for overtime hours wrked. D. Group Insurance 1. Health Plan The City shall pay all premium payments on behalf of employees '1llho are eligible for coverge under the health plans as descr-ibed in Sub-sections (a) and (b). Any premium rate increases during the tenn of this cmpensa.tion plan shall be pa id by the City. The fol ?owing options will exf st: COMP[NSATION PLAN -CONF IDE.NTIAL Page 4 a. Employee and dP.pendent coverage under the existi09 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 Healtt Plan with major medical maximum of $250,000, pelvic examination tenefit, and cost containment provisions including: 1} Second surgical opinion to be required for all non-emergency elective surgery. 2) Pre-admission certification and continued hospital stay review for non-emergency in-patient admission to an acute care hospital. Specific provisions to be worked out on a mutually agreeable basis. 3) Hospital bill audit for all bills in excess of $15,000. 4) Psychiatric coverage maximum of $50,000 on in-patient visits wit~ annual reinstatement of maxim1J11 up to $2,500. The City shal 1, 11pon submittal of evidence of payment, reimburse up to $330 per quarter of medical plan premfo.ns on behalf of confidential employees who retire from the City Lmder service or disability retirements. The retiree may select any medical plan. The plan may cover eligible dependents as defined lJ"lder the City Employees' Health Plan. No reimbursement will be made for plans providing benefits other than medical and health benefits. 2. Dental Plan The City shall pay all covered plan charges on behalf of employees and dependents of employees who are eligible for coverage and enrol led 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 shal 1 continue the long tenn disability insurance Pl an A with a maxin;um mo-nthly benefit of $4,000. Premiums for eligible confid~ntfal employees are fully paid by the City. E. Management Benefit Progra~ All Cor.fidential employees are eligible for Sections 1, 2. 3, 4 and 5 of the Management Benefit Program. Specif1ed amounts under this program will be applied vn a pro rata basis for employees ~o are part-time or in a confidential pay status for less than the full fiscal year. COMPENSATION PLAN -COM='IDENTIAL Page 5 1. Professional Development -Reimbursement Reimbursement for authorized self-improvement activities may be granted each confidential employee, up to a maximum of $500 per fiscal year, except that unused reimbursement allowance may be carried forward fran 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 Procedires No. 2-7 are eligible for reimbursement: a. Civic and pr0fessional association merrberships b. Conterence participation and travel expenses c. Educational programs d. Professional and trade journal subscriptions e. Physician-prescribed personal health program as indicated under 3b of this section. 2. f_rofessional Development -Sabbatical Leave Authorized paid leaves of absence for up to one year will be granted in accordance with the following re'quirements: a. Sabbat;cal leave program shalt be beneficial to the employee's job assignment. b. An employee's job assignment activity shall be adequately covered during hi s/:.er absence with emphasis on the development of slbordinates. c. The leave of absence period will be ad'!quately coordinated with departmental priorities and workload. d. Leave of absence sabbaticals should be based on internship exchanges. and/or loaned executive arrangements; scholastic and/or authorship progra~s; or educational travel-study plans. leave of absence schedules will be apportioned annng all levels of confidential and will be based on an evaluation of each employee's performance record. Each paid sabbatical leave will be limited to a maxfmtm1 of one year and not more than two employees being on leave simultaneously. Sabbatical leaves must be cleared fn advance and approved by Council-appointed officers and Council. 3. Personal Health Program -Physical Fitness a. All confidential employees will receive physical exall11nations in accordance with Policy and Procedures No. 2-7. b. Subject to Internal Revenue Service regulations and wfth the written COMPENSATION PLAN -COHFIVENTIAL Page 6 prfscription of a medical doctor. an emp1oyee may be reimbursed for a personal health program as treatment for a diagnosed injury or illness. This activity will be reimbursed tllder E.l(e} above. 4. Excess Benefit Reimbursement Reimbursement for approved excess benefit expenses will be granted up to a maximllll of $1200 per fiscal year for each confidential employee and shall include the fol 1 owing benefit items: a. Life insurance premiums for City-sponsored plans. b. Excess r.Edical/dental expenses for employee and dependents ~ich are not covered by existing City-sponsored pla~s. c. Excess ~rofessional deve1op~nt items which are otherwise approved but exceed the reirrtiursement limit under H.1 above.· d. Dependent care expenses according to the following general provisions: 1) The annual amount submitted for reimbursement cannot exceed the income of the lower-paid spouse. 2) The expenses must be employment-related expenses for the care of one or 1nore dependents whl are under 15 years of age and entitled to a dependent dedUC'tion t11der· Internal Revenue Code section 15l(e) or a dependerit who is physically or mentally incapable of caring for himself or herself. 3) The paymentr. cannot be made to a child ll'l~er 19 years of age or to a person claimed as 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 reirrbursement is not used dtring the fiscal year the difference between the amount used and the muimum (or ~o rate maxim1.111) mc" be applied at the employee's option to deferred compensation under the City Plan. 5. Management Annual Leave At the beginning of each fiscal _year regular management employees will be credited with 40 hours of annual leave which rAY be taken as paid time off, added to vacation accrual {stbject to vacation accrual limitations), ·taken as cash or taken as deferred compensatfon. U-MIPtin Luthe• King Bay (ttth d" M.1Ad1y 1 A JuwaP.,) h 1teD!nhea u a rntJI f t1 pa1 tMJllday. the 48 he~I' &11tii~e1r.eAt '!Ader t~h PFevhfon '1111 r eve1 t to S! tloUt s effee•i·.-e tteghAiAg. wH~ t~e fi&eal )!&1 i" wh'iefrt the K lttg fi>lfday fs f ft st 1 ecogn ize•. When time COMPENSATION PLAN -CONFIDENTIAL Page 7 oft is taken under this prov1s1on, 10-hour shift M'.Jrkers will receive one shift off for each 6 hours charged; 24-hour shift workers will receive on-half shift off for each 8 hours charged. Entitlement Lllder this provision will be reduced on a pro rate basis for part-time status according to the nunt.>er of roonths in paid status during the fiscal year. Unused balances as of' the end of the fi seal year wil 1 be paid in cash unless a different option as indicated above is elected by the employee. F. Parking i~ Civic Center Gara9e The City shall provide employees parking privileges in the Civic Center Garage at no co~t to such employees. G. City-Paid PERS Employee Contribution Effective with the pay period including July 1, 1983. the City shall upick-upp (pay) seven percent {7S) of the employee's mandatory Public Employees 1 Retirement System (PERS} contribution. Such pic:k-up contributions shall be paid by the Cfty in lieu of employee contributions notwithstanding the flct that such pick-up of contributions may be designat£d as emplo;ee contributions <for purroses of PERS. H. Sic~ Leave Conversion Confidential employees hired on or before December 1. 1983 wtro have 15 or more years of continuous service, 600 or nore hours of accumulated unused sick leave and otherwi s' qualify ooder Sections 604 and 609 of :.he Merit Systeci Rules and Regulations. raay convert sick leave hours in excess of 600 to cash or deferred compensation according to the fonnula set forth in Section 609. The maximum alnOunt of such conversion is $2.000 per fi seal year. CITJ Of" PALO ~TO conPt:•~•flO-PL.AN COllfll£1flAL PEISOlllll[~ [Ff[(ftlt[ .IULt i. :a.itat. cuss UUt CONTlllOL &PF«H APPllOI &PPROJC -TULC enc: Hl•T A••UAL 11-"'u .._LY ... 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