HomeMy WebLinkAboutRESO 6635RESOLUTION NO. 6635
RESOLUTION OP THE COUNCIL OP THE e1TY OF PALO
ALTO AMENDING THE COMPENSATION PLAN FOR MANAGE-
MENT AND COUNCIL APPOINTEES BY ADOPTING A NEW
SALARY TABLE FOR COUNCIL APPOINTED OFFICERS AND
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 Management and Council
Appointees aaopted by Resolution No. 6554, as amended by
Resolution No. 6623, is hereby amended as follows:
A. Pursuant to tue pro~1isions of Section 12 of
Article III of the Charter of the City of Palo Alto,
the salaries of the council Appointed Officers shall
be as set forth in Exhibit •A,• attached hereto,
effective June 20, 1987.
a. Tbe following language is hereby deleted
when it appears in Section IIHS:
•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 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 terJD6 and provisions of the Management
and Council Appointees Compensation Plan, as adopted by Resolution
Noe 6554 and amended by Resolution No. 6623 shall remain in full
force and effect until June 30, 1988.
SECTION 3. The Council finds that this is not a project
under the cafrfornia Environmental Quality Act and, therefore, no
enviromaental iapact assessaent is necessary.
INTRODUCED AND PASSED: August 10, 1987
AYES: Bechtel, Cobb, Fletcher, Klein, Levy, Patitucci, Renzel, Woolley
NOES: None
A.BS'l'ENTIOllS: None
ABSENT: sutorius •,
1 •
Ai"rU~= ~ APPROVED!
--_:_~Ill t:{\., • .q \.:) ~~·-J ~c~i~t-~~C~e-r""'P-+-~~~...-........ .._.~ ~~n~a~y-o-r.....i1o-.i1 .... ._~--.....,. ..... ...-~~(S'-:11-
AP PROVED AS FORM:
Dir o Personnel
rf)zo~:'Actlng
2.
CITY OF PALO ALTO
COMPENSATION Pl.AN
ManagelBlt and Council Appointees
Effective: Pay period including July 1, 1986
through June 30, 1988
COMPENSATION PLAN FOR THE CITY OF PALO Al TO
Management Personnel
SECT ION I. MANAGEMDJT SALARY PLAN
This management salary plan applies to all regular management positions except
Council Members and Council-appointed officers. Not~;thstanding this exception~ the
Counc i1 may authorize Special Performance Premiums for Council-appointed officers.
Each Council-appointed officer shall be the responsible decision-maker under this
Plan for those employ.:es in departments under his/her contro·i.
A. Management Salary Policy
••
The City's policy for management salaries is to establish 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 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.
Basic Plan Elements
Structure. The salary plan will include a salary structure consisting of
approx1mately sixty grades. Each grade will have a control point W'lich is used
for budgetary purposes. All nenagement positions will be assigned an appropriate
pay grarte 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 15% above the control point. Actual ·so. lary
within the range is determined by performance. The normal working range within
~hi ch most actual salaries will fall will be within.!. SS of the control point.
As needed competitive marketplace studies will be made of 10-15 cities similar to
Palo Alto in nurrber of employees, population and services provided. These
studies will focus on general salary trends for g?"Oups of management positions
such as first litle supervisors, administrative, professional and top manage~nt.
Periodically. studies will l"l)re specifically include r;osition-by-position
compar1sons using marketplace and internal relationship date Depending on the
results of these studies. the entire pay grade stru~ture nay l\e adjusted or
individual positions may be reassigned to different pay grades. Such adjustnent5
will only affect the salary administration framework. No individual salaries
will be automatically changed because cf structural adjustments.
Salary Increases. All individual salary increases will be edr~ed as a result of
performance, achievement of objectives. or gro~~h within the position (for recent
COMPENSATION PLAN -MANAGEMENT
Page ('.
appointments). Two types of increases nay be earned. Satisfactory and above
performers may receive base pay increses (percentage of fixed dollar amounts
added to base pay). Guidelines will be established for base pay increasP.s.
The second possible type of increase is in the form of Special Performance
Premiums of from 1-15% based on achievement of predetermined objectives
established under a performance planning and appraisal program. Special
Performance Premiums are open to all satisfactory and above performers.
~~cq.Jdl i ~ 1cation 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 amt performance premiums. must
fall within pay srade limits.
Budgeting. ':ach year the City Manager wi 11 propose for Council approval a salary
budget incorporating the requests of each Council-appointed office:A which will
include amounts sufficient to implement base pay increases and oerformanc~
prPmiums. The salary increase budget will be based on the following factors:
Competitive market, changes in internal p..)Sition relacionships, and the City's
ability to pay.
Performance Appraisal. Determination of performance will b~ made annually by the
Council-appointed officer and department heads. The followir.g questions will be
addressed: Is the department, division, unit or activity meeting its objectives? ~
Is t~ employee performing as a manager in accordance with prescribed d1 1ties and
responsibilities of a f!lanager? Employees who are appraised as satisfactory or
above will be eligible for base pay and performance premiums 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 depar~ment hea~ and/or the Council-appointed officer.
Progress toward meeting objectives will be reviewed at least semi-annually. At
the conclusior of the fiscal year, supervisors will make a final determination on
performance and will make salary recorrmendations to their department heads based
on salary payment guidelines.
C. Management Salary Budget Authorization
1. Council-appointed officers are authorized to pay salaries in accordance with
this plan to non-Council-appointed ~~nagement emplo_ypes in an amount not to
e;~ceed the aggregate of approved management positions buC:geted at the control
points indicated in Table I for the fi seal years 1986-87 and 1987-88. In
addition. for tiscal y~ars 1986-87 and 1987-88, Council-appointed officers in
aggregate are authorize<.! up to 2S of the management salary and benefit budget
each fiscal year, pl us unused performance premium funds from the previou~
fiscal year to apply toward performance premiums for individual management
employees who qualify under the· 'OVisions of this Management Salary Plan.
2. Individuai manrgement salaries dUthorized by a Council-appointed officer
under the Management Salary Plan may not be less than 25% below nor roore th~1 ~
151 above the control point for the individual position salary grades W'
~OMPENSATION PLAN -MANAGEMENT
~age 3
authorized in Table I of this plan. A portion of the authorizN.J salary may
be given in the form of Spec i a 1 Performance Premi urns based on achievement nf
objectives.
3. The council-appointed officers are authorized to establish such
administrative rules as are necessary to implement th~ 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 warrant. ~ontinue the salary
for such employee in an amount in excess of the revised grade 1 imi t for a
reasonable period of timi:. Such interim salary rates shall i.>e defined as
"Y-rates."
SECTION II. SPECif\l COMPENSATION
~ersonnel covered by this compensation plan, in addition to the salary set forth in 9he attached tables, may receive special compensation as follows. Eligibility shal 1
be in confcrmance with the Merit Rules and Regulations and Administrative Directives
issued by the City Manager for the purposes of clarification and interpretation.
A. Annu31 Adjustment
Annu~11y, each employee ~no holds a regular full-time appointment in the
municipal service on or before July first and continues in such status
throughtout the first day of Pay Period 25 (in December) shall receive, in
addition to the sala!'y prescribed herein, a salary adjustment equal to ore
percent of the employee's current annual salary; or at the employee 1 s option and
subject to management approval. 24 hours pa id leave to be used irior to the
January 31 following. Annual adjustments shall be prorated to reflect
appointment from January 1 through July of the current year, or interrupted
service during the year.
B. Overtime, Working Out of Classification, and In-lieu Holid3y Pay
compensation for overtime work~ ar.d scheduled work on pa id holidays, sha11 be in
conform1nce with the Merit Rules and Regulations and Administrative Oirecti~es.
Where management employees. ori a temporary basis, are assigned to perform al 1
significant duties of a ~igher classification, the City Manager may aut~~rize
payment within the range of the higher classification.
COMPENSATION PLAN -MANAGEMENT
Page 4
C. Court Appearances
Sworn Police Personn~l ~ppearing in court for the People shall be compensat~d as
fol lows:
Period
1. Appearance on srheduled
day off.
2. /my or all ~ourt time
during scheduled shift,
or court time is imme-
diately beginning or
following sl'lift.
3. Appearance on scheduled
work day but not durir.g,
irrmediately before or
imw~diately after
!:Cheduled shift.
O. Night Shift Premium
Rate
Tillw:! and one-half
Straight time during
shift, tinw:! and one-
ha lf for per;ods
be fore or after
scheduled shift.
Tinw:! and one-half
Minimum
4 hours
None
2 hours
(2 hour minimum
may not run into
shift time)
Night snift differential sha11 be paid at the rate of 5% to regular full-time
employees ~ho are regular1y assigned to shift work between 6:00 p.m. and 8:00
a.rn. Night shift premium will not be paid for overtime hours worked or to Fire
P'~rsonnel assigned to shift duty.
£. Uniform Purchase Plan -Sworn Police and Fire Per~onnel
Uni forms including cleaning wil 1 be provided with rep iacement provisions on an
as-needed basis in conformance with department policy.
F. Group Insurance
1. Hea 1th Pl an
The City shall pay all premium paynM?nts on behalt of employees ~o are
eligible for coverage under the health plans as described in Sub-sections (a)
and (b). Any prem"ium rate increases during the term of this compensation
plan shall be paid by the City. The following options will exist:
a. Employee and dependent coverage ~nder 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 with major medical maximllTl of
S250,000, pelvic examination benefit, and cost containment provisions
including:
~OMPENSATION PLAN -MANAGEMENT
W>age 5
1) Second surgical opinion to be reQuired for all non-emergency elective
surgery.
2) Pre-admission certification and continued hospital stay review for
all non-emergency iri-patient admission to an acute care hospital.
Specific provisions to be worked out on a mutually agreeable basis.
3) Hospital bi11 audit for all bills in excess of $15,000.
4) Psychiatric overage maximum of $50,000 on in-patient visits with
annual reinstatmeent of maximl.ln up to $2,500.
The City shall, upon submittal of evidence of payment. reimburse up to
$330 per quarter of medical plan premiums on behalf of management
employees who retire from the City under service or disability
retirements. The retire£, may select any medical plan. The plan may
cover eligible dependents as defined under the City Employees' Health
Plan. No reimbursement will be made for plans providing benefits ot~er
than medical and health benefits.
2. [lental Plan e The City shall pay all covered pl an charges on behalf of employees and
dependents of employees who are eligible for coverage and enro11€d under th~'
existing City Dental Plan.
3. Basic life Insurance
The City sha11 continue the basic life insurance plan as currently in effPct
for the term of this compensation plan.
4. Lona Term Disability Insurance
The C-ity shall continue the long term disability insurance Plan A with a
maximllll monthly benefit of $4.000. Premiums for e11gible managenEnt
employees are fully pa id by the City.
G. Police Department -Personnel Development Program
H. e
Pursuant to administrative rules governing eligibility and qualification, the
following may be granted to sworn pol ice personnel:
P.O. S. T. Intermediate Certificate: si above bas~ salary
P.O.S.T. Advanced Certificate: 7 1/2% above base salary
Management Benefit Program
All City staff management employees are eligible for Sections 1, 2, 3, 4 and 5 of
the Management Benefit Program. City Council Ment>ers are eligible for Section 3a
COMPENSATION PLAN -MANAGEME~T
Page 6
only. Specified amounts under this program will be applied on a pro rata basis
for e.:1ployees who are part time or in a management pay status for less than the
full fiscal year.
1. Professional Development -Reimbursement
Reimbursement for authorized self-improvement activities may be granted each
maragement employee up to a maximum of $500 per fiscal year, except tr~t
unused reimbursement allowance may be carried forward from the previou::.
fiscal year to a maximum allowance (c~rrent and carryover) of $1,000 per
fiscal year. The following items as defined in Policy and Procedtres No. 2-7
are eligible for reimbursement:
a. Civic and professional association memberships
b. Conference participation and travel exoenses
c. Educational programs
d. Professional and trade journal subscriptions
e. Physician-pl"escr-ibed personal health program as indicated under 3b of
this section
2. Professional Development -Sabbatical Leave
-Author-i zed pa id 1 eaves 'f absence for up to one year wi 11 be ;Jra nted in
accordance with the following requirements:
a. Sabbatical leave program shall be beneficial to the e1r.ployee's job
assignment.
b. An employee's job assignment activity shall be adequatPly covered during
his absence with emphasis on the development of subordinates.
c. The leave of absence period will be adequateiy 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 author5hip
programs; or educational travel-study plans.
Leave of absence schedules will be apportioned aJOOng all levels of manage.rent
and will be based on a~ evaluation of each employee's performance record.
Each paid sabbatical leave will be limited to a maxim1.1r. of one 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 ~
Council. w
COMPEtlSATION PLAN -MANAGE.
Page 7
3. Personal Health Program -Physical Fitness
~ a. All management employees will receive physical examinations in accordance
with Policy and Procedures No. 2-7.
b. Subject to Internal Revenue Service regulations and with the W""itten
prescription of a rredical doctor, an employee may be rei111bursed for a
personal health pro9rarn as treatment for a diagnosed injury or illness.
This activity will be reimbursed under H.l{e) above.
4. Excess Benefit Reimbursement
Reimb1.irsement for approved excess benefit expenses wi 11 oe granted up to ii
maximum cf $1,200 per fi seal year each for managell'ent employees and shall
include the following oenefit items:
a. Life insurance premiums 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 development items which are otherwise approved but
exceed the reimbursement limit under H.l. above.
d. Dependent care expenses acccrding to the following general provisions:
1) The annual amount submitted for reiri>ursement cannot exceed the
income of the lower-paid spouse.
2) The expenses must be employment-related expenses for Hie care of
one Lt roore dependents wtio 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 mentally incapable of caring for
himself or herself.
3) The payments cannot be made to a child under 19 years of age or to a
person claimed as a dependent.
4) If the services are provided by a dependent care center, the center
must comply with al 1 state and 1 ocal laws and must provide care for
more than six individuals (other than a resident of the facility).
If the full excess benefit reint>ursement is not used during 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 c001pensation under the
City P 1 an { s) •
5. Management Annua1 Leave
At the beginning of each fiscal year regular manageroent employees will be
credited ~·i th 40 hours of annual leave which may be taken as pa id ti~ off~
COMPENSATION PLAN -MANAGEMENT
Page 8
added to vacation accrual (subject to vacation accrual limitations), taken as
cash or taken as deferred compensation. If li4artfo L~tti.er IHI'!~ 9ay (t~iri
*Reay fo da11aa1 ') h reee~"itetl a! a 111~1'liei"'11 helieay, Oe 40 boPD
~titlement ur1det tlils l'l"e'lisi9A will rav&rt tie ~2 ~e1:11Ds effe;the hagiRRiA9"
with tRe fiseel year in which t11E King 1101 lday is fi1 !t Yeee§'Aiaar When
time off is taken under this provisions. 10-hour shift workers will receive
one shift off for each 8 hours charged; 24-hour shift workers will receive
one-half shift off for each 8 hours charged. Entitlements under this
provision will be reduced on a pro rate basis for part-time status, or
according to the number of months in paid status during the fiscal year.
Unused balances as of the end of the fiscal year will be paid in cash unless
a different option as indicated above is elected by the employee.
I. Automobile Expense Allowance
For those employees whose duties require exclusive use of a City automobile, the
City Manager {or in the case of Council-appointed officers, the City Council) may
authorize payment of $235 per ironth in lieu thereof.
J. Parking in Civic Center Gara~
The City shall provide employees parking privileges in the Civic Center Garage at
no cost to such employees.
K. Expense Allowance
Per Pay Period
Mayor $69.23
Vice Mayor $46.15
City Manager $69.23
City Attorney $69.23
City Auditor $46.15
l. Reimbursement for Relocation Expense
Policy Statement
Per Month (Approx.)
$150.00
$100.00
$150.00
$150.00
$100.00
The City of Palo Alto will provide a Basic Relocation Benefits Package for al.1
new management employees. In addition. upon the approval of the City Manager or
designated subordinate, Relocation Benefits will be avaiiable to non-management
positions. Provisions of "Optional Benefits" or portions thereof, are intended
only for rare instances and require the approval of the City Manager.
•
OMPENSATION PLAN -MANAGEMENT
age 9
Procedure
Qualifications
In order to qualify for relocation benefits, the fo1lowing conditions must be
met:
1. The employee must qualify for Moving fxpense Deductions as contained in the
Federal Tax Regulations for the year in which the move occurred.
2. Actual relocation, or contracts designed to establish a fixed d001icile, shall
occur within six months of the initial date of employment.
3. Existing employees promoted to a covered position are not eligible.
4. Recordkeeping requirements will paralle~ those required for expense
reimbursement for travel, conferences and ireetings.
5. Provisions of optional benefits is contingent upon acceptance of a one-year
employment ccntract with the Cit.'!. Failure to complete the full one-year
term will require repayment of those benefits on a pro-rata basis computed on
the actual time of City service.
Basic Package
1.
2.
3.
Emeloyment Trip -Actual and reasonable expenses will be provided or
re1iiibursed by the City for travel costs, meals and lodging for candidates out
of the local area. The local area is defined as all citi~s or towns located
within a 100 mile radius of the City of Palo Alto. Travel costs
reimbursement is restricted to the lesser of com1TDn carrier rates or the
established City rate for automobile use. Costs for meals are restricted to
the estab1ished City per dier.i rates.
En Route Exrenses -Direct comroon carrier tra,1sportation wil 1 be provided in
full for al family members. Automobile expenses are limited to bo vehicles
at the established City rate with a minimum of 350 miles per day to be
traveled. Per diem is allowed at establist.ed City rates for employee anc.i
spouse/mate and at 50% of the employee rate for dependents. Travel days
allowed are limited to the actual mileage divided by 350 mi1es per day.
Lodging is reimbursed in fu11 on an act:Jal and reasonable basis for all
family members.
Househo~d Goods Shimnt -Full costs will be paid for the shipment of all
perso:1al items normay considered "Household Goods." Items excluded include
recreational vehicles, firewood, building materials, sand, boats. airplanes.
and perishable i terns such as food or p 1 ants. Shi pment of up to two
automobiles is pennitted. Storage of household goods will be provided for 30
days.
C()ilPENSATION PLAN -MANAGEMENT
Page 10
4. !rofessiona1 Relocation Counsellin~ -An agency designated by the City will
providP ~elp to the employee in their relocation efforts. Information to be
providea includes items such as financing. home and rental locations.
transportation, weather piltterns, schools. recre!tion, 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 pa""'lent of
three times the current monthly rental rate.
b. Real estate commissions up to 61 of the sales price.
c. Non-recurring closing costs on both purchase and sale {MPointsa on
purchase of residence are specifically excluded).
2. Bridge Loan -The City will arrange for a 90 day interest-free loan up to 90i
of an employee's eQuity in their current residence as determined by three
independent appraisals. The assumed Fair Market ·value will be the average of
the twt' highest appraisals, providing trose appraisals are within 5'.I of each A
other. 9
3. Mortgage Interest Differential Pam'dnts -The City will provide Interest
Differential Payments under the gu1 elTnes of the Federal Uniform Real
Property Acquisition and Relocation Policies Act up to a maximum of
$300/month for 36 months.
Rate
4. Miscellaneous Exeense -The City will pay Miscellaneous expenses associated
with the relocabon.-The amo~.mt shall not exceed $1,000.
5. Temtorary livin~ E1~nse -Up to thirty (30) days temporary living expenses wil be availab e uner the following guidelines;
Lodging -lOOS of actual and reasonable costs· for all family members.
Per Diem -100'.I of the established City rates for emplo~ and spouse/mate
and SOS of the establ;shed c;ty rate for dependents for the
first 15 days; SOS of the established City rate for employee and
spouse/mate and 25% of the established City rate for dependents
over the last 15 days.
car Rental -Up to 30 days for a single vehicle is available until such time
as the employee's personal vehicle becomes available.
~OMPENSATION PLAN -MANAGEMENT
•age 11
M.
6. Househunting Expense -The City will provide expenses or reimbursement for
one househunting trip for both employee and spouse/mate. The trip shall be
limited to a maximum of seven days. Travel expenses are limited to the
lesser of comroon carr;er rates or the established City ~ate ~Jr automobile
use. Lcdging is provided on an actual and reasonable basis. Per Diem
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 delivery of services to the new
employee ar.d minimize costs to the City. This will include the determination
of whether direct City payments, advance of funds or employee reint)IJrsement
is most appropriate for a given program element or employee.
2. The City Manager, or designaterl subordinate, will determine the
appropriateness of inclusion of specific items in this program that arise as
a result of ugrey areas.N
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
transportatiun or forwarding of household belongings, i.e. uninsured
losses during transit, entertainment expenses, etc.
4. Budgeting of all Reloc~tion Expenses will occtr in the Personne1 and
Utilities Departments.
5. Upon approval of the City Manager, provision of benefits ~der the section
Househur.ting Expenses and Professional Relocation Counselling may be provided
before an employee fonn~ 11 y accepts an of fer of em pl oymen"' with the City.
Retirement
The City sha1l upick-up" (pay) seven percent (7%) of the employee's rrandatory
Public Employees• Retirement System (P~RS) contribution. Such pick-up
contributions shall be paid by the City in lieu of employee contributions
notwithstanding the fact that such pick-up of co~tributions may be designated as
employee contributions for purposes of PERS. This provision shall apply to
council-appointed officers and all regular management employees, except that
for sworn police and fire management employees the City shall pick-up nine
percent {91) of the employee's mandatory PERS contribution.
COMPENSATION PLAN -MANAGEMENT
Page 12
N. Sick Leave Conversion
Management employees hired on or before December 1, 1983 who have 15 or 100re
years of continuous service, 600 or llK're hours of accumulated unused sick leave
and otherwise qualify under Sections 604 and 609 of the Merit System Rules and
Regulations, may convert siclc leave hours in excess of 600 to cash or deferred
compensation, according to the formula set forth in Section 609. The maximum
amount of such conversion is $2,000 per fiscal year.
e
PAGE THIRTEEN
CITY OF PAI.I) AL'IO ~ PIAN
COuncil-AEp?inted and Elected Officers
SMARY
SPOCD\L
APPOOX. LEt'ERRED ~
crASS a:m ANKJAL BI-wEEKLY CX'H'EN3M'ION "PmxrrM EF fB:'.l'lVE JAl\TE
001 City~ $ 4,800 $ 184.62 January 1, 1982
002 City Manaqer" $87,152 $3,352.00 $1,200 $4,000 June 21,. 1986
003 City Attomey $72,134 $2,774.40 $1,000 June 21, 1986
004 City AlXlitor $53,914 $2,073.60 $ 500 June 21, 198.
005 City Clerk $40,269 $1,548.80 June 21, 1986
CITY tf' P.U.t ~TO CtftPC•SAfltlt PUii
ftHUEllEMT PCHIH£L
CffECTIVC ..tUlY i. l,61.
CLASS "Al[ CONT UL APP~tC APPROX ltJPftOC
lt&lft TlTU COIC PHltT AH UAL BI-MICLY MRLY
I.Di ACCIUllTIK SUPV .. 6 i!.Milt J•hJllO 1.Ji!D.aD ...... n
, .. 1 Oft UPLHMlt l .. 1.111 ..... Si!, 1.. 76, ... o i!c?.37
li?J Oft MUltAll t¥CS ], ... 5,J ltl•UI lt"' .. sa.•D i!D.13
1.01 "" PUStlllCL UIV ), J.S'U 1t1.u11 .... 51 .. 'tD co.u
on Hft PUllltlH 'ti! J.JU 1,.,n 1.sn.1.a i,.ac
in Ufl 'UB&.IC lltff:U •D 1.so .. ltl.1)71 1 ... ia .... u i!D.i!l
H .. Atll HCIUTIM SVCS J'I J.s•u •U•i>H lo ... w ... o i?D.1J
l.011 U" ltellK JS 1.•na .. 7~1:n, i..1~.00 c.:.,s
l.H URI• MUllH RES ID )6, J.an fitl..!i2, 1..?6,.WJ i!f!.17
070 Alftlll S£CIETAIY/Cft lta. J.IJlii! i..uo hJ'IJ ... D J.l.il
us ASST aunt tff'lCUL Jlt ... a.a 411.'H•l i..taJ.a i!J,.S ..
D,lt 1UST CMl£f Ptl.ICC ~1 , .. , .. !ti .... , l·~.a.a i!l .. H
i.aa UST CHY '"' .R ... i?u 5L .. 50Q 1."166.IO i!lf.7•
lilft ASST UTY CLEll: .... J.01-i! A.HO . 1.i. ... a .H.ll
•11'1 UST cny ftAllU.H J.7 ... l~ n. i.,i! i!.1-ti!.DD 1 ... u
lltl uu 111 PU8LJ c wau ll. ... ,,, .s,.," i!.im.."" i!a • .u
J.V ASST HI Ut/ISIPLIU 1!3 s.111 ...... , 2.tt11.a .n.ll,
u, UST III UT1Ll£M C!J s.JH ···"1 l•ltl1.l0 n.1.1,
'U, ASST HA UTlLlfflll ~! ~.u. "'"••? ~ ..... 7.i'!D u.o,
lU AUT 111£ CMllf Ji! ... i'U u.sao h"tlO.ID i! ... , ..
Ht. un tt CUY "'I J't l.S'tl o.u. 1.1tY.11D aa.1J
0110 Alli HHS OfflCUL 1 .. 11.DIO ..... , .. J l.UJ.i!G i3.Slf
lGil AUlltN ., i•'Ulf JhHll hHtt.1111 1-. .. ,J
CITY Of PALO <O COftP£MSATJOM PLAN
nANA,EnE•T PEIS .. NCL
£ff£CTUE JUU l .. 1,1.
CLASS 'Utt COMTttOL APPltOI APPftOI! 4+iPlt01 ..... TITLE CUE POltlT ANNUAL BI•KLY HltLY
Ut. CATULION CHIEF ]If ... oatJ '4111 .... J i. .. an.20 c1.s11
'"" BUl~T-OPCI utlLlST Ill l .. i! .. 6 ll .... , .. 1 .. -.,...ai :i.1. , ..
UI CNIEf IU Ol'flCIAL i!, ..... 1. ss .. sn i! .. lll .. Wl i!•.1i!
J,i!O CMIEf £tt'1NEU11 .,,., i!7 ... 11tt sa .. u, t?.i .. , ... D i!l. loi!
Joi, CHl£f £~1 lL£CTRlC i!I. ....... 1 .!ii .......... i!,JOt..1tD t?6.IJ
lii! CHIEf £11H RES Pl.Mei a .. .. .. , .. 1 5,,, .... i!.10 ... tto c!l.6J
Q'll CMIEf Off1'£1• SLAC 341 11.oaa .. a.'l~J l11ff1.i!O i!l. 5tlf
Ioli! CNlEf Pl' Off'lCUl JD tt .. si.s S'411U't i!.Ci~'l.00 c".as
DH CHIEf TIANSP Off 310 .... us ~ .... u .. i!11D6ll. DO i!!l..DS
011 , ... , CAILt conn ttli 3.,1111 u .. 011 J..571.1.D l,.7i!
on Ctoll COfl"CIClAL/IMI la 1 .. 1ou ...... i!lai? 1 .. ?Di!. ftD i!l..i!I
lU C ... I CtftftUtllICA scav i!, ...... 3J. ss .. sn i!111n.WJ i!•. 7i!
Hi CMttl CtMUttV S'ICS 36 1 ..... "'hi!l.l i. .. 10i • ..a ci..ca
15 .. C ... I llWI SYSTEftS JI 1.1.16 ..... i!!l.i!! 'h7Di!!.'Hl i!!li.i!Ft
HD Cffltt HUI PRt,UllS ll ]., ..... .., ... a.ii! lo, 70i.llO ~l.i!I
WJ KPUTY IH PlllSPCCPK.1 u 't.],, ~ .. 1'111 a .. oJO.tta .?5.31
i.a. Ill &JtTS • SCI£ftCE ~, • ,&.lit ss .. sn 2 .. u1.WJ i!lt.11!
Oil Ill fllUlllC£ lit s.i!u i.1.11 .. s <! .. ttii!S.'-0 JQ.J&!
H6 IU llW•IATIH ICS i!• s.ii!ss ~1 .. 01.s ~ .. 4'?.S.WJ 10.Ji!
Ul HI U:llUlU i!la .... ,,1 5' .. , .... i! .. ~.ltO i?a.u
U1 HI llMS:S-tltle SP "'' :u "•H'1 sa.i!Si? .Ii. 'IJ.!. IO i!•·"'
UJ Ill PEIStllalCL SVtS i!J StolU ,.... ...... , i .. lell.i!!lt n.a,
Ult Ha PUlllCOM EWH Zi s .. w1 WnUJ. i! .. ssi.lG n.n
e
•
C!Tf Of' PALO ALTO ClflP£MS&T;o11 PLAN
ftAMUlftUf PEISONNEL
Eff"ECT .YC JUU ),,. l,H,
cuss 'ltUE COltTlfOL APPltOIC APPIOX APPltOl llUR nnc cue POllff AlllUUjAL 81-&CLY HttL 't
ua. IH PUWClllSYST. "'"' u J .. ,,. .. 1 .. ni. 1.al'l..OD c?i!.,>
J,35 HI PM/ CITY U"t l, 5111'57 n .... , i!.7'1't.loD 31t.H
Hl HI ltEUEATltM i!lt S11t!SS i.1.a1os i!,.lllli!S.ltO lLl.li!
lilt tut UTILITIES u .... ,i!l U.DSlt 1.1,11.tto ], .. ]
HJ EllPLHEl IEVftT CO Ht tU 1 .. ctt1 n.•1, ..... ,,.ea i.1.1 ..
HI £1£CUflYC ASSISTANT 't3 3.i!tta u.,,, i ... ,,.i!Q ••• 1.
t l lUS fACILITIES CM5111££1 :u. .... 3,, ~ .. ,,a i!.,:JJO.ttD i!!i. JI
I D"l1 fH PLAN AJft n ... 1,, Si!. no C!'11Dl0.'ID i!!i.36
u .. fll( CHIEf i!J 511316 ......... 7 2.1117.lO l.l.(A,
l,1 fll£ ftHSHALL H 'hH7 50. i!5i! l ... :Jl.10 i!'l.lloi
~ J.i1 fLEU ftQA'CI n 3,.1w 11s.us :1o.111s.1iio c!J.. lrt
1 o .. , L£5Al lSSISfAH Sil i!117l, ia .. i.n l11i!55.l0 :U.lii'I I ! ; 060 ftA~'Eft[MT ASSISTAllT u i!' .. lo50 31-:1!01 J.11C!'i!J.i!D l5.i!,
Dllo ftANA'I~ ARIORIIT '11111 J.llst. n.001 1 ..... 1.1.D H.C!'1
un nu ACCtthlfIK J'I 11.010 'tl.'llol 1..u1.n i!J.5'1
an Ma IUHCT J .. ...il60 ..... , .. 1 J.,.OH .. aJ i!J. Sit -llolf ~ COIUIUHCA IP£1t 110 3.im. 'ti!11 IJ1lt i... .. u ... o iO.i!l
i' ni Hit CUL 1UHL CEMTH .. ~ J,,Oloi! 31o,,l50 lo. J-.a .. "a u.11 >
HS ~ IATA PitOCESSI"' JJ ... 111 SD.i?Si! ... ,Ji!.10 l ... 1 ..
UD no £11C1" scvs 3't -..a&a .. 1.n.1 i.u1.i0 11!3.511 , .... "" MS& lnPT l' 2,,S,l u.ua l."51 ... llD ca.n
lo Iii! ftH Lii HAMCl€S 'tQ 1~sa1o .. ii!.1'.>11 ht.U.•O i!O.cH
l"U ~ L•SS ( .. fRIL l• J,.617 "lnSi?'I l.1171 ... ltO i!c.n
CITY Of P~LO ALTO COllPEMSATION PLAN
ftANA,£11£Mf PERSO.NCL
CffECUYC JULY l. l,5 ..
(LAU 'RU£ CONTMOL APPlllOK APPROX APPROI(
llUlt TIT LC CHE POUIT ANNUAL BI-tl!KLY HMLY
1.15 "" ftAU Lii SVCS .. a .1.sa .. lti!•076 1i.i.u.1tu cD.il
:UD ft GI "" IMfO SYST. 13 •t-.H'1 SO.i!S2 1.,3C?.ao c1t • .1.t.
061 "'" PL A MUN' PIOJ ), 1.n1 lf.i.U! 1 .... sa.1to cD.H
l,l "'" PUICH • ftUUIAL .... l.Ol.i! llnUD hJ,O.ttO i1.u
no ""' tUf[S. • JtE'S 30 ... su !ilf• Hit i! .0&11.00 c!b.05
J.03 ""' REAL PROPUTY 31t .... oaa 1ta ... .,1 1.&U.i!O c3.~1t
ld.O ""' TCCH $£11/S l't 1 .. s.,1 lfl .. U& l. .. t.56.lfO i!D.73
ua "'R TELEPHONE SVCS 'fl. 1.na 1t:a..au J..5'77.1110 l,.72
u.s ""' UUL flN/Alft SVC n ... ], .. u .. 1,0 i! .. DJD.'ID c.S.la
J.71 "" MATER QUAL CIMTL i5 s.1C?s 1.h505 2 .. 1 .. s.i.o i,.51
liU "'" wee PIOC ... T-INS n .... i.61 sa. i!Si! J. .. '13a.ID i!lf.119
D'9i! POL IC£ UPTAll u lh)'l'I ~?.7'10 i!.010.110 i.!Sol6
a, .. POLI CC CHI(f C?l h .. 7J. i.a.as1 a .. i.11.1.0 3i.1t
o~ POLICE LIEUT .JS 311''16 111.111. J..111..ao i!~.'15
D,, ~IOJCCT LEAtEtt-ftIS 16 1.1.11 ..... lite J.•7Dt?."D C?l.c'
ll1' SAfETY OfflCEr: lf3 l11ilf6 J§.17, l.9',,.20 11.·1•
:Ul Sii A( CO UllTAlllT n J • .S,J 1ti..:u.a J. .. 1tS6.1tD i!0.1J
Hi H ASST CITY ATTY ~It .... ,.11 5o'I. , .. lo 2 • JDt. • "° c?6.63
na Sii AUHTOft J, 3.5,] .. 1 .. ua hltSl.ltD i!0.1l
Hl SI UHllCER u lhJ"l"I S:!.1"tQ i!-eOlO.llfD as.u
HI SI PH£ft EIHiIMEER ]!) If .!-J.S SthJ.61t chDlte.DO : ... as
ua SUPEIYLSIK cH£n lllGC l"t 3,.s11 11tl11U16 i. ... w.110 c?0.73
on SUP£1WUIN' ua •.S 1.011 n.o .... l·'llll.60 Jii7.6li
e
CITY Of PALO ALTO COflPCIUATIOH Pl.AN
ftAMA,Cfl£•T Pt1SONN£L '
I Eff£CTlv£ JULY i... l'!llt
CLASS '"'t£ CONTROL APPHX APPROX APPltOIC '"'" TITLE COit POUT ANNUAL 81-tlKLY HILY
us SUPT AUftAL SUYIC£ .... 3 .. l .... u .. 001. i ...... J,.WJ H.C!1
llS SdPT ELCC fIELD OPClt c?, ...... n ~s .. sn i! .. 137.litO i! ... 1~ , ... SUPT HLf COUHC 37 3 .. 16.:! ies .. HS J..7ttS.t.D i! .a.. 611!
Ut. SUPT OPCl•COMST w~• u ~ .. 3,, ~i! .. 7,D i! .. 030. ttD i!S.31
D1S SuPT P• flCLt OPINS Ji! .... i!'Ut si. .. saa 1i .... 10.1Q i!I! .1 ..
065 SUPY ILi' INSPC:CTIOll 3"1 3 .. 5,3 lfi.l.H 1 .. i.S1.•il i!D.H
llti! SUPV ILK SUVICES .. , c .. 1•u1 n .... 11 lt .. C'!H.DD 11 .. 110
lU SUPV ELECT SYSTEftS 35 1 .. ,11 .. 1 .. 11 .. 1 .. 11, .. 00 i!i!.,5
lr.I SUPY ElfJIP ft"· ... 3 ........ l&• DDl ....... 1.a..a l6.i!1
J.lt), SUP¥ fAClL "" .... 1 .. i. .... 36,.QQJ. hlfltl.WJ H.i!1
....... SUPV JI flUSCUfl .... 3.Dli! 11 .. uo l .. JtUJ.lfD 11.1a
UJ SUPV PHIC ftAHT IC5 1.au n.a .... •• llfi! ... 40 u.aJ.
11i! SUPV PAllCS-OPll SPC£ "" 1.1 .... 31.001 l•"ltl.~D ..,.~,
17' swv PUBLIC wOlrs lfllf J .. 1 .... 36. ooi. l.'lltl.laQ H.i!7
H'I SUPV REHO• ftlalL u .? .. a.so n .. 101 l•i!i!J.i!D ~S.i!,
11111 SUfl'I lt£¥£•LI[ CILL ..., i!•U'O .n.u .. .lo..JSlf.llO J,6.. ''1
... ,1 SUPV S~IP •1IEL I ~· H J ... u lll'hi!io~ 1 .. 101. 1110 iU.i!I
~ SUPV S&IPPOIT S£1VlC£ .. s J.Dll 37,.Qltlf J. .. ~111.aa .1.u.
OH SUPV S'fST OP£1 SCHE:t Jlt ... a10 .... ,.1 l•HJ.i!O i!3.S't
111 SUPV THHHE fllOGllS ,. .. J .. ou lio•UD hJ,D.110 u •. u
ll'I lUPV UTIL (US SV/ACC JI .h'-11 ..... i!t.i! :i. .. lOi! • ..U i!l.il
U7 SUPV UTIL HTA • IN' J6 J ..... ..... i!lli? :hlDZ .. ..U u • .:a
HS. SuPV UflL flN snv 110 l.SDll lfi? .. tnl l ... H.110 c?&l.1?3
CITY 0¥ P•LO ALTO COflPEMSATIOI PUii
ftM1'5CftEIT PEISOllEL
C,,ECTIVC JUt.Y i... l,61.
CLASE ""1£ CONTltOL AP?~OI APPROX APPJiOX NUii TITLE enc POINf ANNUAL 91-WCLY KltLY
; M.J SUPV UTn PROJECTS n 3 .. 76~ "tS .. U!'i J. .. 71f!'i.l.D al.Ii!
~ I.Ai! SUPV .. ATER TRAMS lf(l J .. soi. .. i! .. J'1A l..l.H.lfD cO.ii!J • • i HI; SIHIV "'llt J6 J .... H ...... i!lai! l .. '10i! • lfD ~l..i!! l
f HJ. SUPV i.ac OPU lfO 3 .. sa'" lfi! .. 076 J, ... H.lfD cD. c"! ;j e I H, URBAN ,OIESfU ... 3 .. .1. .... 31hD(ll J. .. lfl.l. t.D H.i21
Hlf VETERUUIH 33 1hl67 SJ11l! Si! :i. .. ttJi!.50 c"!lri.b I 1 llflll !fAIEHOUU SUPV SD 2 .. n, Jihl.15 hi!55.al ls ... ,
~
I l .,
' ·'
CITY Of PALO AL TO CtlU'EldATION Pl.Alli
flANA,EllEMT PERSOIUICL
UfECTIVE JUlY J... l,11
CLASS 'ltAJ( CONTROL AltPltU f.PPHIC iPPROI ..... TITLE co tr POlllT AllNUAL. Bl-lfl:LY MRLY
Hi! ac::<ou•n"' swv lf6 3 .. aos 31uDlt7 hll1.i!O l 7. ,jlt
1U Atft [ftPll'tftU•T u. 1t.on. 111.u, hl'1 ... ~ i!l •• ,
HJ lift MUllM SVCS n 1 .. 111 1S.i!I.\ :a..111J..WJ i!J.. n
Ul UR PEISOHEL SEllV n l .. 71J lfi. i!ll J.. 71fJ,.loQ i!l. .. 71
OJI. Uft PLA•Ill' lfi! 1 ... ,1 o ... 71f 1 .. 1tlff • "° l:U.lt6
l'1l Hit PUIUC tllHCi •HI 3 .. 1.11 ..... u, hlt,,.lD 1U.i!1t
1'111 011 ll:CIEA TIOI SVCS J"t 1 .. 173 '15 .. i!ll i .. 1 .. 1..WJ i!l..11
Mllf Alft lOWIJI' JS ... u1 SD.Joli i."lia.oo ~lf.10
Hl AlllH NUllH RCS ttv u. .... on, .. a.as, 1.1,,.lO cJ ... ,
070 AlftIN S£CICTAIY/Cft .... 1.1 .. 1 n .. 'lt.J ••llltD.DG w.i!i
us ASST IUILI trncut. 1 .. ... i!llt n.1111 1.111.WJ i!ll. 1i!
o, .. ASST CNl£f POLICE i/!1 s.n1 IJ,."li!i! i!•Jl.l•'ID C',.SJ
HI ASST CUT ATTY_ :Ii! -..s°" &tt11DID i!.oao.oo i!•.lliJ
Ml1 UST CITY CL£ft .... J11ll.J n .... a l .. lfWl.OD U.i!S
~01 UST an ftAll&Ua l1 &..57, 1811"5&. J .. Ollt.111 11.-.a.
:nJ ASS1' III PURLIC tlll:S ill S11i!ltlt ltl., .. 1 i! .. lli!l.S.O JO.i!1
J.W ASST Ill UT,•Sl~L/AI i!j s.1as1 t.1.1n l.a.u.lO JC.It.
lH ASST tH unUEllli n i.~s1 .. 1.11u. i!.u,.m Ji!.t.•
H• HST HI UTIU .... S n 5,. .. 51 1.1 .. 1•u z.1.u.lD u.1.11
Uli ASST fll£ Cit.UP Ji! .... so~ Stt .. OID C!.OAB.DD i!~.oo
Mia ASST ff ctn "'. n J.1n 'lhi!!lll 1.1 .. 1.WJ' n.n
D'ID &SST TH•S lfflUAL J• ... aa• u~u1 .... ,,.~ i!'l.1~
100 .t.UifH Ill i.1161 1 •• 11ci 1.ttaZ • ._. n.11
CITY Of PALO Alto COftPCaSAtlOll Pl.A•
ftANA~ftC•T PEIS ... NEL
EffECTIVE """' 1. i.,.,
CLASS , .. 1£ Cf.NTltOL APPUIC APPROX APPH• •u• TllLE COIC POINT ANNUAL BI-WLY HltlY
llol. 11n&L10fll CHIEF Jlf •·i!61f u .... u i..,77.WJ i! ... ,i!
l~ IUJ,CT-OPEI ANAlYST lt3 J,,IUJ. 'tD,,,J't :a...51 ... ttD 1•.1.a
.UI (MlEf ILt OFflClAL i!"I ....... 3 sa .. 11.11 i! .. i! ..... ao i!a .. o •
UD CH1£f EllHll££1" ltQI i!7 s .. ua 1.l .If i!i! 2 .. Jl.l.lfD c,.u
H• CHU:f EllY ELECTRIC i!I. s .. i! .. w., .. i. i! •lfi!lo.l.O JO.cl
loi!i! CMl[f EKI ltES PL• i!I. s.i! .. -. ~.•u i!.tti!l.WI JD.i!1
04'a CHIU Off'l.._EI-SLAC jtf "•i!l't u.u.1 i.,11.1.a i!tt .. 1i!
Ui! CMIU PL' OfflClAI. JO ... 7~0 s.,. '\61 i!.161.00 c7-.U
D6i CHIU HHSP fff JD h111D ~ .. aaa C!•lM.DD C!1.J~
D11 < ... I CAIL[ COM u i.sa .. 0.111" 1.l.51..60 i!D.1.A,
Dall C ... I CtftftEICIA&JlNI JI 1.1n ........ , i..717.al z~.Jtt
lU COOlt CllltlUltlU S£1¥ i!• ...... J 51 .. Jlt'I i!.ltl ... IQ i!l.UA.
~s < ... I CtllSEIV SVCS 36 J.61i! .... "" 1 i.1a1.a i!i!.Jtf
15' CHH lWI SYSTEllS H 3.t1i! ......... , i.111.aa i!i!.~
lo'ID COffl Slil.AI NIUARS 36 J,,Ui! ....... 1t1 i..111.m i!i!. 3•
IU t£ftUTY Ill PllSPECPI~ u ••J."I Sis .. 11 n l.Ji.R.DO ia. ... ~
lat Ill AlrTS • SC1£.C£ i!, 't.al.J Slt1iloll i!.i? ..... ~ c?l.Olt
au Ill fllMC[ i!lf s .. ~ lnui!i!1 i!t15tl'1.ZD JJ,.841
J.i!I tU IWtlbfHI IU C!'I .hHI w .. ~ci1 2.s11111.m 31.&41
:a.n tH LIUUJES lit !it1i!'tlit ~. 'tlalt i!.lli!l .. WJ JD.i!1
151 HI PAHS9*• SP KT )J ... ~1 s~., .... i!.~.a.o c?!t. J1
lU Ill P£1SOMll£L SVCS il s.~s1 111.au i!.llU.i!D Ji! .....
J.3' Ill lll.A.,C..ut EMVIR ~i! s.aoJ .. , ... u i! ... , ••• JJ ....
e
CITY Of PA~O ALTO COllPt~SAflON PUN
NAMA,Ell£MT PCaSOllNCL ,
EffECTIVE JULY i. .. i.,a,
cuss 'RUE COaTHL AP Pit OX APP8'0X AP .. H•
IWI TUU CUE POltlT AIUtUAL 11-MKLY HRL'i
:u .. 1111 PUttCH/ SYST • n'"f l5 ... 111 ~ .. l.H '.h-.c!l.DD c ... lil
J.l5 HI PIUClTY EM" .. , 1. .. i!!'S n .. ai.1 i!·617.i!G :u •• o ..
U1 IH R.ECllEATION i!lf s .. na .. 1 .. li!l i?.5111.lO :u.a ..
J.i!l HI UUUTlCS u 7 .. i!lo7 11 .. n" :hJSll.lfD ..... ,j
HJ CftPLH[( IEVllT UNI lfJ l111tll .. ,,.,] .. :a..57 ... 'fO i,,.ltl
lB £1£CUT1V£ ASSISTANT 0 J .. 1tU 1to .. •u1t J.11571t.1tD J.'l.w
MIS f&C~ITUS EIKiillCU n ...... 1, ss .. 11 Ji! i! .. ).Ji!• DO 21o ... s
a.., n• PU• Al!ln n ....... , ss .. 111.! i!• lli!. 00 i!6. ... s
u, flit£ CfflEf ~3 s .. 1os.1 1.1 .. an C! ... u.m Ji! .....
l'U f HE llAISHALL 33 .... J .. '1 §i!! .. , .... i! .. Ol"l.WJ iS.31
U1 fUCT ftMA"W J1 1.•111 .1.i.u 1.ali!.60 i!i!. ,J.
ai.• LE~ AUlSfAMT SU 1h151t .Jfhi!51 l .. i:J.1.WJ 11 .... 1
DID ftANA5£ft£•l ASSISTMIT 5l i!.7~ J.hH't 1 .. z .... 00 Joi..DS
OM. ftANA~l~ Al80WIST .... 3.Ji!• n .. 1,11 ..... ntt .. llO l't.H
011 ft A AC COUii TIM' lit .... i!llt n .... 11 :a. .. ,n.i.a C!ll. 7i!
an ""' .UHET ]'I .... i!l't u .... n i .. ,77.WJ c11.1i!
Utlf ftY Ctft ... lCA OKI ltQ Jd1H ""•''" i. ........ i!O i1.i!'t
1"1 HI CILtulM. C£1t£1 ... J .. M.J n.,..1 i..~o.aa J.6 .. c!S
J.115 ~61 IA TA PIOCESU• 11 .. ,,j,, §l.1 .. , l .. ~.WJ iS.31
HG Ma E111£1tn ICVS ) .. .... u .. §l.0'1 i..-rn.WJ i!'l. 7i! , .. .... NU lltPT n Jel1J ...h!U 1 .. ,..1.wi ilo.11
J.W ftA LH UUCMCS 'ID J11•H .... 111 1.1...,.ao 21.i'I
1-.a l6lt LISS CtaTltOL J• 11 .. on ttlwlS'I 1.a,...m i!3.ll'I
CITY Of PALO A&.TO COftPENSATIOM PLAN
ftAMA,EnEMT PERSONNEL
Eff£CTIV£ .IULY l.. nu
cuss '".UE CONflOL APPROX APPROX APP MO• -TITLE COIE POINT AtUH•AL 81-lllCLT HltLY
J.15 Ml llAll Lii sv<s lfD 1.1.u ..... i '191 hA."rl.~ il.i!lf
UD 11511 fl5f llfO SYST. )) 11.1•n !Ii!! .. n ... lwOi!"t.IJIJ i?S.U
Dll Ml H.A•UK PIOJ J, 1.111 115.i!!H i..11t1..A.D i!J..11
nJ ~ PlllCN • ftATEIUL .... J.J.laJ 37s'tl.D ......... ea l.6.i!S
ua Ml IUES • RE'S JD ll•11fD !ttulll i!•l61.0D ii.U
MJJ Ila REAL PROPERTY Jlf ... i?lll Sh• I.:-h"177.WJ i'tt.7i
iWI ""' TECH uavs n 1.1n 115.i!!H h7•11 .. l.O i!l..11
HD Ml TE\.EPMHE SVCS u. J.SA't lfl.076. hlt5'..00 C!£;.1l,
ll.S 11611 UTlL fl~Alft SVC u ...... , ~!i.lfJ~ c.:ui!.oa i'lt ... S
J.71 flA 111A TU QUAL CITL l5 ~.ua ..... s1 .. i! ... 1t1.QD n.~s
UJ ~ ~ PIO( ftfllT•INS JJ ... J,1 il.,.., ~.Ol'l.ltD i!!S.J1
~ POUCl <&PTUI n If ....... !15.'IJi!! i!!·lJi!!.00 ll?lt.~Si
~ Ht.ICE CMIEf l1 s.,ss n.111.a . i!!•llll.IG Jlt.Ja.
aw NUCE LIEUT JS 4hl71 SO•li!!I i.-.i't.00 i!!•.10
1141'1 Nl.IECf LE&Ka-us H 3d7i!! ...... ~1 i..111.i!D C'!i'. J1I e Oltt SUUY lf'flC£R •U l ... u 1110 •• J .. h.51 ... llD J.'l."6
U7 ti ACCOUllfAIT j .. .J.nJ lt5.i!U i. 7ttl.lio0 C!l.11
lR sa ust un ATTY i!a. i•i!•ll .. -~., .. ch'fH.ltO JO.i!1
ua SI AUtlTll " J.77J 165.i!&l J...7111.ltD i!l. "11
U'1 u £11511££• u ..... n £S.'1Jl i!•J.R.DO i! ... ltS
HA H N«• £•1.UI iU ... no ~.au i!.J.M.ao i!!'1. J!ii
ua llftRVlUU Cll£11 ft( J, l.713 .. s.zai, i.n1i.u l!Ji.. "'1
DH SUll£1t¥1UM LH U1 i~l!lflt 11.a-.1111 i. ........ qa J.6.10 •·
e
e CITY Of PALO ALTO COftPENSATION PLAN
RAllAGEat:MT PEISONIEL •
£ff£CTlV£ .IUU 1 .. l,,,
CLASS UAI£ CONTROL APPHIC APPROX APPROX .. .,.. TITLE CtK POINT AMII UAL 8l•WLY HllLY
us SUPT AllUIAL SERVICE .... J .. Ji!tt lhl"I• l .. 53'1. •O ),,.,J.4
I ~H SUPT ELEC fIELI OPER i!, .... , .. l 5! .. JS.It i! .. ii!'llt.10 ca.a. 1,, SUPT "'fLf CeuttSE 31 J .. "ln '17 .. io.511? i...aR.aa ci!.11
UI. SUPT Ofl[l-COIST ~"' n ...... 11 55 .. 'tli! i! .. 13i!. 00 i!luloS
015 SUPT Pd fl£Lt OPIUIS li! tt .. 5Dlo >•·ll!J c? .. QI0.00 clo.UD
DIS SUPV 8L9' INSP£CT1011 J .. 1 .. 113 lfS • i!IP. Ii .. 1•0,. l.O i!l. '11
M.Z SUPV a.K U•VICtt .. , l .. 'IU. JS .. Ui! 1 .. 1n.10 liit. 'll.
:Utt SUPV ELECT SYSTEllS J5 •t.117 Sl> .. li!I i. .. <W6.0D c1.10
JH.a S•v EllUIP "" ... l .. li!'t n .. 1"111 l .. SJ ... •D l ... .u
Mi.lo SUH fACIL nc;r .... J .. lC!4' :t"l .. n1t J. .. SJlf.lNJ ... ,.H
"'" SUPV .II llUUUl'I .... .hJ.1.1 n .. ,tto 1 .. -.0.00 W.C!~
113 SIWV PAK llAIIT •5 J .. i!U B .. a .... i. .. 11-r..oo H.10
Ui! SUPV PAUS-tfltl SPC£ ... l11li!• 31 .. llflf i. .. si..1111 l ... 1 ..
17' SUPV PUa.1c .... rs "" J .. Ji!ll JtW .. ., .. 1 .. SJll,.flD J. .....
J.i!• SUP¥ l[PIO + l'IAJL Sa i! .. 76i! JJ .. JH l .. i!Alf.Da llo.Di
Ula SUPY tU:•UtUE Ctt.L •n 3 .. 061 lin,4c? 1 .. 1tii!C!. lf0 u.1,
1-tl SUPV SHIP +f l£L J •w H 3 .. 61i .......... 1 •• 111. ii!D 2~.jlf
w. .. s•v SUIPHT S£1VJC[ •s J .. i? .. 1 31 .. 1 .. lt l.11111..00 11.1a
OU SUPt" WST d£R SCllCI )fl lfei6'1 Sh"1'1 l•"'"·"° ~1. 7i!
111 SUP¥ T~EATI£ Pl~ ... 1.1 .. J 11 .. 'IWJ 1' -s tf&.O • OD 16.~5
:U4' SUPV U:'IL CUS SV/ACC ]6 3e61i! .......... ., i .. 111.i!D ~l.l'I
0•1 SUPV UTIL IATA + llW ia 3e61t! ........ 1 1 .. ,., .. i!D C?i. i•
J.16t swv urn n11 u:aw •D 1 .. 1au ••·11'1 i. ......... a> i!~.i?:e
i ! l i . '
j
' i '
cnv Of P&LO AL TO COllPCNUTih
ftAIA,EllUf PUSOll•EL
Eff£CTIV£ JULY l.. l't67
CLASS ... TITLE
l•J SUPV UUL PR0d£CTS
H~ SUPV Hft:I TWAllS
J.60 lUPV ~ ..
111 lUP\I' IMC OPEi
Utt U.IA• ftUSTEI .... VET£11HltIH
:a.-.~ llAl£MOUU Slit¥
PlAll
HU£ CONHOL APPWOIC APPltOll &PP91U COK POl .. T AlfttUAL 11..-u HltLY
37 J.,n •1·•51! :r..112.aa .?.?.,.
,g 1 .... ai. ..... :&.7't :r..1-"l"l.i!O i!:&..i! ..
36 1 .. 11.a •'-· lt'-1 l .. 1A'1.l0 .?.a.n
'ID J .. ldl lflf .. l7't J.d ...... ai i:l.l't .... J .. Ji!lf l'1116"1c i. .. sJ11 • ..a J.'t.U
j) 11 .. rn s~ .. 76.'t 2 .. ~.WJ i!S .. n
ill i!·l51t 3hi!51 1 .. n1.W1 ~.·11
•