HomeMy WebLinkAboutRESO 6728• .
RESOLUTION NO. 6728
ORIGINAL
RESOLUTION OF THE COUNCIL OF THE CITY OF PALO
ALTO ADOPTING A COMPENSATION PLAN FOR MANAGE-
MENT AND CONFIDENTIAL PERSONNEL AND COUNCIL
APPOINTED OFFICERS AND RESCINDING RESOLUTION
NOS. 6553, 6554, 6623, 6635, 6645 AND 6725
The Council of the City of Palo Alto does RESOLVE as follows:
SECTION 1. Pursuant to the provisions of Section 12 of Arti-
cle III of the Charter of the City of Palo Alto, the Compensation
Plan as set forth in Exhibj; •A• attached hereto and made a part.
hereof by reference is her~by adopted for management and confi-
dential personnel and council appointed officers effective July 2,
1988.
SECTION 2. The Compensation Plan adopted herein shall be
administered by the City Manager in 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
implement the Compensation Plan adopted herein in her preparation
of forthcoming payrolls. She is further authorized to make
changes in the title of employee classifications iden~ified in the
Table of Authorized Personnel contained in the 1988-89 budget if
such titles have been changed by the Compensation Plan.
SECTION 5. Resolutior. Nos. 6553, 6554, 6623, 6635, 6645 and
6725 are hereby rescinded.
SECTION 6. The Council finds that this is not a project
under-the California Environmental Ouality Act and, therefore, no
environmental impact assessment is necessary.
INTRODUG~D AND PASSED: August 15. 1988
AYES: Bechtel, Cobb, Fletcher. Levy, Patitucci, Sutorius
NOES: None
ABSTENTIONS 1 None
ABSENT: &lein, aenzel, Woolley
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APPROVED AS TO FORM z
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CITY f:F-PALO ALTO
COMPENSATIOM PLAN
EmtTIY!: "Ju1,-2~ 1988 'ttlrOflgh dune 30. 19118
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COMPENSATIOI PLAN FOR THE CITY <F PALO AL TO
Mlnage!!nt and Conffdentf al Personnel I
SECTION I. MANAGEMENT AND CONFIDENTIAL SALARY PLAN
This management and conffdentfal salary plan applfes to all regular 111nage111ent and
conffdentfal positions except C<>uncfl ~rs -and Council-appointed offfcers. Notwithsta.ndfng this exception. the Council 1111 authorize Specfal Perfon11nce
Pre111U11s for Councf1-1ppofnted officers. Each Counc11-apJ>01"ted offf'cer shal 1 be the
responsible decfsfon-91ker under thf s Plan for -~ose employees in depart.nts under
his/her control.
A. Ma!!9!!1!nt and Conf1dentfa1 S&lary Policy
The Cfty's policy for ilanagement and confidential sa-larfes fs to establish and_
u1nta1n a general.salaf'"J structure .based an •l"ketplace nor. and 1ntenaal job
alignment with b1"0ld salary grades and ranges. Structures and ranges wf11 be
rev_fewed annually and updated as necessary based on •rketplace survey data.
internal relat1onshfps. _and Ctty financial conditions.. ·
rndfvfdual salary adjuswnts wtn be consfder9ci by the Councfl..,appofnted officer
b1sed on U) perfo""1'Ce factors ~lu4fng achievement of prede~1Wfned
objectives; (2) pa,y structure adjus'9ents; and (3l Cf'1 ffnancial eondftions.
B. _&\5tc ~lan E.leeg'
$lnleture .. -The $a11ry plan 1nc1~-.se,.rilte ·•ltt-lr.ade -Salary stnlctures for, ·.
&,ltii ;.,,getilent ~· coaffdent11.l e11ployees.-.hdt gra• will haye a control-potnt
. ~t~h . .;-1$ u~cl for \Jedgltary purposes. All ••••itt ~ conf14ent1a.1 _positions WI~ 1 be ass1 gned an appropr1 ate .,._,. grade bated on 541 a.ry . .survey data. and
internal -rela.tionshfps •. ~ll posfttORS assigned to a pa.y v.• wn 1 recefve
salaries ~1 ch are n less then 25~ belw \M control ,otnt . .and ·no more than 151 -
above the caittrcl p01nt. Actul sal•fY ~-•1n::tb.e .range 1s daienafned by
perfoN1nce. n.. ;,o,..1 working r11t91 wttltfa Wfdl ·ll!OS~ actual ularfes will
f al 1 will be wi th1.-. !. SI of ttle contr~l po1nt.
As needed c011petit1ve •rketplace swttes will be •• of 10 ... 15 cittes stllflar to
Palo Alto in nube1" of employees, 1'0Plll•ticm ucS .stn1ces prO¥hte4. -~ ·
studies will focus on general salary t""45 fer groups of ~ postttons
such as first 11ne superrisors. adlnr.1stratiM,~: confide_ntial, professional and
top manageaeftt. PerfocHcally. studt•s ~11 ..,...._ sPltc1:f~l.l1 inclu.s.te __ -
posttfon--by~pos1t1on comparisons _ustng Nl'te-tplaee • fatemal relaticmsl)1p
data. Depen<lfng an the result$ of these st¥dfes, tlte_ t1tt1n "1 tr•de structure a, be adjusted OP indivtdu.il pos1tioAs _, be· -reass1_.. ·1:0 _,,ferent PQ
grJdes. SUctt-acUus~ w111 onl.1 •f~t tlle sal1ry .• t.t-stNttcm fr'~rft•
lo fnd1•1dual. se1ar1es wfll be at.at:fc4lly Cknpd ~se ·of struetur•l. adJustments. ., · · ·
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COMPENSATION PLAN -MANAGEMENT MD CONFIDENTIAL.
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Salary Increases. Al 1 -individual salary increases w11°1 be. ea~ •i a ,._sqlt of performance~ 1ch1eve11ent of object1Yes, or growth ~.thin the poS~·t~Olt (for recent
appof ntments). T.0 eypes of fnc_rel$ClS -.y be earned .• · Satisfactory and above ·
perfo..-·rs may receive base piy increses (percentage of fixed dollar aJ10unts
added to base pay). Guideli l'es wtll be. estabH shed for base pay 1ncrea·ses. . . '
The second possible type of increase ts fn the for11 .of S~~f.al Perform~ce
Premiums of fr• 1-151 based· on·ac:h·i~nt of predetent.ined objectf¥es
established undel" a perfo~ce planning and appraisal pragr•. s.,.c;tal
Performnce Pr@illfUllS .• ,.. °"" to 111 .satisfactory and above Ptrf01'9e~.
Reqya11f1c~t1on fs necessary f-or each -appraisal ·l)enoo:., .Departllent tiead and/or
Councf 1-•ppof nted of f1cer appr-oval 1 s requf reef for ,all blse pay f ncPeases ~ ·
perfnl"Nnce pr"MfUllS• An salartes. -beth-base p~ and "rf~•.PHllJ.-,_ liUst
fill wi·th1n pay ~ 1fllits. :· · · · ·
c. Jtln_p!nt .ad c~•P.nti•l ·s&1·~,., ~.,.,.,~, .Alitfto1z• ti°"
i· •. Councn.,.ppc>ta~ ot-f1~ers .. .,.. .• rtnd.: to-~. sa11~ f•· tc~ vfth
.this p1an ~ aon;;.c~_l....,,.,fattd ... ,a,.nt ~ ~Of!ffdeRtfal •l01ffS in
an _._i, Ao-t to UCeed the 11..-te · apprcned •ftl91 .. rtt and.c~~i4eat11l
posltion" hdtetecf at ·• 1:onti'o1 pofn~ · tffi.catff f • the •ttaclled ·Tlb·1es :for . f j seal . .,.., tiaa-ei. .. in· addi u_., for . f1 seal year -1981..., •. ~~1...,..t'nted
otftcen ............. are autltoriJe(I ... to 2' of··~ m' ' conftden-t~el . nl•'1 ·and benefit t.dttt, for tbe ft seal 19ar, plus lilliHed
perfOl'\llftCe · Pftlli• ,_.. fral· tM previous ft.seal ·.YHr to .apply toward .
perfONa..Ce ,.......,_.for 1ndht4u.1. a.atte•nt aftll conffdffttfal -.loyees •o
qwaHfy UftCWr· tlte-·;to!f:tJfOrt$ Of tlth M111a11•at ..-c1 COnfi .. fa·1 ~l1ry Plan. -· ·
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COMPENSATION PLAN ' MANAGEMENT AND CONFIDENTIAL
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2. Individual •nage111ent and conf1denthl salaries authorized by a COJJncil•appafnted officer under the Management and Confidential Salary Plan
111y not be. less than 25i below nor 11are than 151 above .tt.e control point for
the 1ndhidua1 posftfon salary grades authorized f n Table I of this plan. A
portion of the authorized s•lary may be gfven in the fon11 of Special
Performance Premf.-s· based On achievement of object.hes.
3. · The counc11•appointed officers ire authorized to establ.i sh such·
adllfn1strat1ve rules as are necessary to fmpl•nt the Man1.gement a.nd
Confidential Salary Plan subject to the 11111tat1ons of the approved salary
increase budget a'"1 the approved grade and control pof nt structure.
4. In the event a downward adjus1ilent of a position grade assignment .indicates a
red1Jct1on fn the established salary of an· 1ndh1dual e1q>loyee. the
Counctl•appofnted officer lllt,y~ tf cfrcutt$tances werrant,'contfnue the salary
for such Nployee in an-IR!OUnt 1n ex~ess of the revfsed grade .lfll'lt for a.
reasonable period of tf•.. Such fn~ri• salary. rates s~l l. be •ffned as •v .. rates. a ; . .
SECTION II. SPECIAL COMPENSATION
Personnel covered by thfs C(Jlpensitton plln. in act:df tfon t.o the .salary set forth fn
the atuched tables, ~ receive ~pec11l cOllPensatf"on as follows. E11gf.bfltt¥ shall
M 1n conformance with the Merit Rules 1,nd Regulations and ·Adllrln1str1tive Directives
f ssued by the City Manager for the ·purposes of clariftcatf~ and 1ntel"J)retatfon.
A. Annual Adjustlle:'lt
Annually, each emplc>yee .no holds 1 relula·r fu11 .. i1• appofntllent fn the
imanfofpal service on or before July f1.rst ·and contflWeS-in s,ach status
throughtout the ffrst city: Of Pay Period ·25 Un December} -sttal 1. receive. fn
addft1on to the salary -~rescrtbed herein, a· salary adjtist.ent equal to one .. ·
percent of the employee. s current .-nual .~~iry~ or at the. ap~oyee's option and
subject to •nagemnt· approval, 24 ·hours pa1d .ltave-to. be u"4 prior to the ·
·January 31 follOwing. Annual adjustlltnt~ -shall be pr'~ted to refl•et
appointant from Jani&lry 1 thl"OU9ft J~ly· of ·the c_.rent year, er. i~~rr.;ptea
·service during .the ,year. ·
B. .~rtilie, Wortttnj Out of Cllssfftcation, and ln4Lteu Ho-~fd!.Y ·Pax
Ccmpensat1on for overtime .wort. and scheduled •rk on paid holidays, sh1) 1 be 1n
conf0Mlia11ee wfttt the Mlrft Rults and Re'g1.1l1tions and'Adllinfstratfve Directives.
Where •nagemnt tliplo,ees, on a·taporary basts. lrE 'IS$~ffted .to perfon1 ell
stgnf ficant dut1es of 1 _·ttfgber classfffcatton. the c1v Mln191r ._,, authorfze
payment w1thfn tile range ot the higher classJffeatfon.
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COMPENSATION PLAN • MANAGEMENT AND CONFIDENTlAL
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c. Cou.rt Appearances
sworn Police Personnel appearing 1n court for the People shal 1 be ccapensated as
follows:
· Period
1. Appearance on scheduled
day off.
2. Any or at 1 court tf•
during scheduled shift,
or court t1111e. fs· f-.e~
dfately-beg1nn1ng or
·following shfft. ·
3. Apptarance Oft schedtiled
wort day but not tturfng.
1 .. dfately before or.
f1111edf ately after
schf!.duled s-hf ft.
Rate -
T·he and one-ha 1 f
Straight time durf ng
shift •. ti* and one•
· half for periods ..
before or· after·
schedul tw;t stif ft.
Time a"4 ·one-ha 1 f
Mf nfllb.~
~hours ..
None
2 hour-s
·c2 hour lrini ..
may ·not nm f ntO
shfft ti•·>
D. : llipt Shi ft Pniliua -·.· .-
tff'ght .stttft differentt•l sltal l 'be paid. at~ th.? ta1:e of 5' to regular ful 1 .. 'ti• .
employees who ire reg.,larly assi.gMcl to Sttfft· wort· .bei.ien 6:09 p.• .. and 8:00
.a.•. "'9tt shift PM!li'fua wtll .not be paid for overtf11e hours worted or to ff re personnel ass1~ to :·shift duty. ·
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E.. Unffon1.Pun:hse Ph.n .. SWorn.Polfce and Fire Personnel
Un1forws 1nclvttfng. cleaning :wfll be provided with replacement provf ston~ on a.n
as•needed basf s· 1n confimiilnce with department po11CY•
F. Group Insurance
1. Health Plan -
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The Cfty w11 ·pay all prmtua Plimnts ·on behalf of mployees '9ho ·~ ·
eligible for coverage under the ·health plans as described in Sub·~tons (a)
and (b). Alty prearh• rate incret•s ..,.fng· the t&fW of thts c~•tfon
plan shall be paid by the City. The followint options wf11 exf ~~: ·
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a. Employee and dependent coverage under W existing Kafser Health Plan s
Centract9 t~ludf119 the Druf Pt-an. lU option.
b. Employee Dd ~t ·coverage ·111der tWe existing. City of Palo Alto fllpl~' Self•ll'lstmed Health Plan with llijor medical aiJCf .. of
$250,000; pel vfc exa1netfon beneft.t; '·anct cost ·~onta11ment provf sfons
fncludtng:
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C°"PENSATION PLAN -MANAGEMENT AND CONFIDENTIAL
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1) Second surgical opinion to be required for all non~et1ergency elective
surgery.
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2) Pre~adllfssfon certi"ffc4tion. and cont1 nued hospital . s~ review for
a11 non~rgency in-patient adlllission to an acute care: hospital.
Specfffc provisions· to be'"worked out on a aJtual11 agreeable basis. . .
3) ~spftal b111 audit for ill bil 1$ fn -excess of $1'5,000.
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4) Psychf atriie· cO¥erage maxf111.11 of. $50-,000 on in-patient visits with
annual refnstatmeent of 111xiflUM up to $2,500.
The City shall .. upon sUbliittal of evidence of ~yment, refllburse up to
$330 per qua.-U.r of 9edfca1 plan prellttm on be~~alf of •nagemen't" and
conffdentfal etaployees who retire fr<11 the Cf 1;1 under service or .
disability retfremnts. The .reth:-ett 81¥ select Uy. lledical plan. Tlte
plan my cover eligible .dependents as deftned under the Cft, ·Ellployees•
Health Plan. lfo refllburse8ent wfll be •de for p1ans provfdfng benefits other th•n medical and health benefits. · · · ·
2. Dental Plan
The Cft;y · shal 1 . pay covered pl&~ charges on bet.al f of -.1·o;ee$ ·and depe~nts
of eaployeeS-·who &t"e eligible for coverage attd "91"01led-~r tM existing·
C"ifi' Dental Pl aft." ·Ttte aaxf .. benefits per calendar year ·shall be $2,000 ·
effective beginning wfth 1'88. . · · ·
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3. ·aasfc l 1 fe Insurance
· . The· City· ·shall cont1Nle the basfc H ., .insurance plan as. curmtly. in effect
. for the tena of this compensatfQl't _plan. · · . .
4.. ·Lons Term Di slbfl fty ·Insurance: .
.. Ttte t1~ shall continue the-J~ te,. disibflfty fns..,-anee·Plan A with a
•xi-.. 80nthly benefit O:f .~.ooo. Pr'elli.-s. for eligible •nagement·· and
contldentfal -.ployees are fully P11d by the Cff¥. ·. ·
5. Vision Care
· E.ffective beg1nn1f1f Octo~r .1, 1988, U.. c;u., ~-11 'offetcvisf~n care coverage
for employee_ and dependents· •. to~·~ ts ~tHlent to $20" Deductfble Plan A·
under .Yfs1on Servtce Plan with ID'RtMy prmfum patd by the ·e.ployer. · --' . . '
C()llPENSAT I ON PLAH -MANAGEMENT AND COtFI DENTIAL
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G. Police Oepar1:11ent -Personnel Development Pr09raa
Pursuant to adllinistratfve rules governing elfg1bf H ty and quali ffcatfon. th1!"'
follow1ng 111.Y be gra.n'ted to worn police personnel:
P .o.s. T. Interaedfate Certf fkate: 5S above base sa 1. a ry
P. o. s. T. Advanced Cert1f1 cate: 7 1/2\ above base salary
H. Manage•nt Beneff t Progr•
All C1~ staff •nagement ancl confidential emj,loyees are e1fg1b1e for.Sections 1,
2, 3t 4 and 5 of the-Maf\agemen~· ~nefi t Progrur. City Courrctl Metlbers are
e1tgfble for Section lf. 'only. -Specf ffed 1110unt~ under this pravf'• wl11 be
applfed on • ·pro rat.a basfs for employees who are part ~fJRe or fn a Management or
confidential PIY status for less-than tbe full fi ~al year. · .
1. Profession.1 Develoe-nt -Re111bursement
Reillbur"5ement for authorized Self-f11provement aethf ties my be-gran~ each
111naget1ent .HPloyee up to a llU~ of $500 per fiscal year. except that
unused re111burs~nt al l«JW«,nce my· be carried forward .fr• ;the previous
fJscal year to a 111x111111 allowance (current and carryover) of $1,000 per
fiscal year. The follawtng ttelts as def1Red 1n Policy. and Procedures' No. 2·7
are eligtble for retllllbur"S811eftt; . .. . ... .""" ·. . ' ~ ..
: r-\t • .-, -. -• -• a.· Cfvfc and profess-tonal .assocf atfon .-ersh1ps
-b .• · Conf,rence partictpatfon and _travel expenses .
c. Educ.at fGna 1 prograllS · -
-.. d. Professional •nd tride:Journal subscriptions .. .. ..
e. Physfcf.an-prescrfbed. personal health. pr0gr• as indicated under 3b of
th1s section . · _ . ..-_· ·. . _ . _ · ·. ·.
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l. · Professfonal Qe-vel.,nt ~ ·S•bbadcal Le~vtt" .
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Authorized patd -leaves of ibsence for up ,to one. year.-_1'f l1 be granted :1n
accordance with the followhtg requf~ts: ·
a. S.bbatical leawe progr'* ·shall be W~fftia1 to· the employee's job
ass1~t. · ·
b. An IMployee's Job ·usfgnment. aet1vi"ty shal 1 be acteq'uately c~Nd dur1ng
~h absence ~th etl!Pha$f~ on the davelopmnt of saordfnates. _ : . .
c. _The lei~ ·of absence.,ertod '111 bt ·idequately cocrd1n~ted with
deparmntal pr1or1tfes and work:lo-4. --
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C'M'EllSAT ION PLAN • MMAGE.MEIT .tMn COIFlll:•flAL
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d. Leave of csence sab!Mtic•ls should be based °" internship exchanges.
encl/or 101Md e-.cuthe 11"1"1ftgem&nts; scholast.fc and/or authorstttp
profJ"tlllS; or eclucatfowal tr...,.1-study plans.
ltawi of ibsence sc1'edules w111 be 1pporttont4 aong -411 levels of unagemnt
•ftd conftdent1•1 aplO)'Hs and will be based on an evaluation of each
f11Pl01ff 1S perforwnce recof"d. Each tN1d s1bb1t1c1l leawe will be 1f•1ted to
• .._.1_. of oae ye1:r alld aot ere than two ...,1oyees befng on leave
s1•ltaeous1y. S&bbltf c:a1 luves •st be clured tn advance and approved by
~n-.poofnttd offtcer1 aftd COUftdl.
l. Pel"SON.1 MNlth 'rm• ... P!t.rsk11 Ft tness
•· A11 ..,,._nt PCI COftfict.ffth1 employees wtll receive ,_sfc11 eKatn1t1ons
ht~ wftlt Poltq ud Procedures tto. 2-7.
•· SUb.Ject to l1temal anenue Se"fce ....,1attcuts 1nd wt ta. the wrt tt.n
pngr1ptf• of 1 etdfcel dKtor, • _,1o,.e -.y 191 retllbursed ,o,. a
persou1 ••1tti prop• as treatmet for• dt,...... tftjury or illness.
Thfs act1wfty wt11 lie ref..,Md ..... M.l(e) aowe.
4. £Kus Benefit Re....._.t
.. ~t for 111•rou1d · uons btftef1 t upeues wfl 1 w vented up to a
-.d .. of H.200,.,. ffsc:11 ,..... Heb for-...._t and contf•tial ..,,_..,
•nd stta11 1ac1uclt ttle followtftl beneftt ttams:
1. ltfe insurance pl'9i-for Cit,r-IJOllSONCI p1Mt.
b. Eac•s1 medict1/41enU1 ex,.....-1 for..,,.,._ Md •peftdlnts •felt ire not
COMNd ., extstfnt Cft,y .. sponsof'ff plaM ..
c.. tlcess prott.sstoul dtftl.,.i.t tt91 "9fch .,.. ot•rwf se .,P'"Offd but
elCHd tM Ni-....11•1at Hllit -.dlr H.1. ·Hewe.
d. Oe,_.nt care •• ,. .... , accon.tfnt to till following ~nell"11 pr-otJf stons:
1) The altftlil 1 WGftt 5*t tted fOr ret•"••nt cwot exceed tJMt
t nc-of tJte 1 _.,.....,.1d spouse,
U The txptfttes •st be t11plo,,.nt-relawcf • .,.. ... for tfle care of
OM or .,.._ dependffts .tao ire Wt4tr 15 '"" of 111 and entt t1eci to • •••t dtcluctfOft un41r laterul Rate1m Codi sectton lSUe) or a •••at .-t' plwsk1l11 or •rrully t~le of c..u'1ng for -f1111tlf or ... ,...,,.
3) Tt.t Jlll)latntJ c.MOt bl •• to a dtt14 _.,. 19 ye1rs of 191 or to a
person claiMtd •• a dtpif\dlnt. .
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COMPENSATION PLAN -MANAGEMENT AND. CONFIDENTIAL
Page 8
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
aaore than six f ndivf duals {other than a res 'f dent of the f ac fl f ty) •
5) Dependent care expenses not subll1tted under this $ecifon are eligible
under the City Dependent Care Assistance Plan.
If the full e11cess benefit re111bursement fs not used during the fiscal year.
the d1 fference between the .-aunt used-· arid the mx11DU11 (or pro rate maximum)
may be applied at the empl~yee's option to deferred coinpensatton under the
·. City Plan(s). · · -· ·
5. Manage!!nt ·Annual, Leave
At the begf nn1-ng of ~ach fiscal year regular .. nageeent arte:I· confidential
. employees will ·be credited with 40 hours of annual leave whfch ~ be taken
as paid time off, added to vacat10'1 acc~a1 (subjec~ to .vacation accrual
-l 11ri tat 1 ons), t·aken as .c~sh or taken as deferred cmpensatf on. When time off
· 1s taken unde.r thfs prov1$ien. 10 .. hour shif'.t woncers will rece.fve one shfft
off for. each 8 _hours· charged;_ 2"4•hour shfft ..orkers. will ~eive one-half
shift off for each 8 ~rs charged. Entftleaents under thfs provision will
be reduced Ql1 .a ·pro rate bash for.· part .. t1• status, or .according _to the .
nUllbef" of mnths fn paid s~atus during ·the ff $Cal ·year. Unused ·balances as
of the end of the ff seal year vfll: be paid fn cash unless a different option
as indicated above·. is ttlecte~r by the 911Ploy•e. · · . . . . . .
1. Auto.bile Expen-se Allowance_·.
For those empl.oyees ·wttose duties r.equ1 re eiGlusive use of a Cf 1')' automobile, the
City Manager (or in the <:a~ of· .Counc11 .. appofnted Officers. the City ·council) ·IJa.Y .aut~ri~e. ·payJEnt ot· $235 _per •~th !·n 11eu ~reof.
J· •. ·Park.fog· 1·n ·chit Center Garage. -·
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The City shall pro¥1de employees Parking privileges in t~ c·1vfc Cente.r Garage at no c~st to _such etlq)lo~s • . . Ex2!nse All011an~t;t
Per Pg Period Per Month· (ApJ>rox.)
'
Mayor $69;23 $150.00
. '
Vice Ma.)'o.r $46.15 ··.s100.oo ·
City Manager .$69.23· $150.00
City Attorney $69.23 $150.00
City Auditor $4(;.15 s100.oo·
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COMPENSl1TlCN PLAN -MANAGEMENT ANO CONFIDENTIAL
Page 9
L. Reillburset11ent for Relocation Expense
Policy Statement
The City of Palo Alto wfll provide a Basic Relocation Benefits Package for all
new manage111ent employees. In add1t1on. upon the approval of the City Manager or
des1gnated subordinate, Rel ocatfon Benefits wf 11 be avail able to non-taanagement
positions. Provisions of •optional Benefits• or portions thereof, are intended
only for rare instances and require the approval of the City Manager.
Procedure
qualifications
In order to qualf fy for relocation benefits, the foH.~ng concH dons must be
met:
1. The anployee must qualify for Moving Expense Deducttons as contained in the
Federa 1 Tax Regul at1 ons for the year in which the llOW! occurred.
2. Actual relocation. or contracts designed to establish i fixed dolticile. shall
occur within six 110nths of the initial date of emplo.)'llent~
3. · ~xf stfng e11ployees prCllOted to a covered position are not eligible.
4. Recordkeep1ng requirements will parallel those require:d fa~ ·expense
refllhurse11ent 'for travel. conferences and 11eetfngs. · · ... · .
5. Prov.is ions of optional benefits ts contingent· upon comp1~~1ori of one .Year's
etlJ>lo)'llent with the Cfty. fa1l1tr:e to ca11p1ete tM· full one-yur ten1wil1
require repayaent of those beneffts on a ·pro-rata bash c019PUted on the
actual tfme of Cf ty senice. ·
Basi.c Package
.r
L E~loyaent Trip_ -Actual and ·reasonible expenses wn l be provf IJed or· .
reibursid by the Cfty for travel costs, meals arid lo~gfng. for candf~tes out
of the local area.. The local a.rea f s defined as al 1 · dtfes or-towns located
within a 100. lrile radius of the Ci~ of Palo Alto •. Travel costs . .
reflllbursaent fs restricted to the les$er ··of c.-n carrier rates· or the
established Cfty ·rate f~ automobile use. Costs for .11eals a-re res.tric:ted to
the estab11 shed City per cl1e11 rates.
2 •. En Route Exrnses .. Direct cc.un carrier trans_portat'fOn ·will be provided in
full for al tutiy lalben. Autoaobile expenses are 1 iai~ to two vehicles
at the established Cft;y rite wf th 1 irfn1-.. of 350 mfles per dly to be
traveled. Per d1ett 1s allowed at established Cfty rates for aployee and
spollse/•te and at SOI of the e11Ployee rate for dependents. Travel days
allowed are lt•fted to the act111l •11eage divided by 350 miles per day.
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Ct:»4PENSATIOH PLAN .. MANAGEMENT AND CONFIDENTiAL
Page 10
Lodgf ng_ 1s reimbursed in ful 1 on an actual and rea~nable basfs for all
f a111l y llellbe rs •
..
3. Household Goods Sh1mnt 4 Ful 1 costs wtl 1 be paid for the shfpment of all
personal fteiS nor111 Y· considered •Household Goods.•. Itss excluded include
recreational vehicles, firewood. building 111ter1als, sand, bw.ts. airplanes,
and perishable ftelts such as food or plants. Sh1'pment of up to t.o
a.utollobiles 1s permitted. Storage of household goods VilJ be provided for 30 days. · · · ·
4.. Professional Rel ocatfOn Counselllfi! ... An agency designated by the City wi 11
provide fieip £0 the employee fn1r relocation ·efforts. Information to be
pravided includes ftas such as financing. ~ and. rental locations,
transportat1on~ weather patterns, schools, recreation~ etc.
Optional Benefits
1. Disfosal and. Purchase Costs ... The Cft!Y wfll cover costs that arfse in the
afsposa1 ·and/or puraiise Of residences:
a .. .-·eosts to brea ~ existing lease will. be covered up to a tQtal pay•nt of
three thm tile current mnthl)· rental ra~ · ·
· b. ~al estate cal.tssions up to 61. of ~he sales· P,.1ce~
. c .. ··. Non..,recU"1ft9 closing costs· on: botlt .. P\ff"chaH and sale {•Points• on
purchase Of n.sidence 11"9 spic1f1ca1.1y -~eluded).· ·
'2·~ · Brfdie.t;'~ ... Tiie. C1t.Y wi~l •"'•nte: for .. a 90 "" 1nte"'st-~_·.·~oen. up to 93'. Of an _ 1919e's .equit;r fn their .CUM'ell~ residence· a_s detenifi*f·by three
··independent appraisals. The a$5U.4ffair Market Y•lue will be. th& average of
the two. ·hfghest appra1nls. · pr~jdtng tmse appr•fsa1s are wtttt1n. s~ of ~ach
other.. ·
3. "°fm9! Interest Dif{!:,..nttal.P-~ .• The CitY wf.11 -proVfde_ Interest R~te bl erentfal PijiiMS undii"' tlii gu . ifnes of uae· federal Unff4rtl Real .
Prope~ Acquisftton and.RelGCatfon Polfcfes Act up to a m1xf11U11 of .
SlOO/llOrtth for 36 .onths.· , .
4• :l£fi•U:~!c.£a~ n_Th9.:..~ :!~l~!t"!::!1a;tu~~r.~s assoc1a~
5. r;;.pr1rt L.iv16' £-· .. up to thitty (30) fSVs teapora~ 11~1ng expenses
itl;i avaffiD• · t:M foUOwl~ guidelines; ..
Lodging • l~ of ect&lll __ and reelonabl• costs fol" 011 flllily _.ers.
Per Dfell • lOOI of ttle-fftab1fshecl ctt, ntes for ~1oyee and spouse/mte
. :-. '~: .
;~
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COMPENSATION PLAN -MANAGEMENT AND CONFIDENTIAL
Page 11
and 50'1 of the estabH shed City rate for-dependents for the
first 15 days; SOS of the established City rate for employee and
spouse/mate and 25\ of the established City rate fo·r dependents
over the last 15 days. -
..
Car Rental -Up to 30 days for a single vehicle f s avaflable lintil such time
as tbe employee's personal vehicle becomes available.
6. Househunting ExJ>!nse .i. TWe Ci~ will_ provide expenses or reilllbursement for
one househunt;ng trfp for both employee and spouse/sate. The trip shall be
11m1ted to a raaxtmum of seven days. -Travel expenses are limited to the
lesser of coaiaon carrier· rates or· the established City rate for autOMObile
use. Lodging ts provided on an actual and reaS<>nable basts. Per Diem
expenses are a 11 owed according to itJe es tab 11 shed City rat,$. Expens~s for children are not covered. .
Regul~t1ons and Guidelines
1. The Ctty Manager; or designated subordinate, will ·1nstitul~ a·nc.-~vise
internal procedures .to assure the efffc-fent de.Hver,Y of services to the new
employee and ~n1111ze costs to the Ci~. This wnl fnclude,the deterwinatfon
of Whether direct Cfty p~nts. advance of funds or employee rellltbursetll!ftt ·
is 110st appropriate fer a· given _progra element or eaployee. · · · ·
2. The City. Manager, or designated sUborcHna~ ... wnl d!ttersine the . _
appropriateness of 1nclu-s1on of specific iteH fn this progr• that arise as
a result of •grey areas~•
3. Expenses incurred by the e111>1°oyee during relocation Wh~ch are not E:cwered
are:
a. Payments to friends for assistance.
b. Automobile repairs.
c. Costs incurred during the relocation' but .not d'frectl_y related to personal
transport~tfon or for.warding of hou.sehOld belongings, f .e. uninsured
losses during transit,. entertainment expenses. e~.
4. Budgeting of all Relocation Expen$es will ·occur in the Personnel and
utilities Oepa~nts.
5. upon approval of ·the Ctty Manage1•, prov1sf.on of benef1~s-under the section
Kousehunt1ng Expenses and-Professtonal Re-1.ocatfon Counselling li4.Y be ·provided
before an employee fol"lially•eccepts an offer of •loyaent with the City.
.. _,
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COMPENSATION PLAN -M~.~JAGEMENT AND CONFIDENTIAL
Page 12
M. qettrement ·
: . ,·.
1. The Cf ty shal 1 "pick-up~ (pay) seven percent ( 7i_) 9f the eflllpl oyee• s rqandatory
Public Employees'. Retfre11ent Syste11 (PERS) contribution. such pick-up
contributions shall be paid· by the Ci'cty in Uea. of euployee contributions
nottrithstandfng the fact that such p1ck~up of contr11>ut1ons 111ay be ·designated
as 91ployee contrfbutfons for purposes of ·PERS. This provi sio~ shall apply
to Counc11-appo1nted officer$ and all ·regular .. nagement and confidential
. e11plqyees. except that for sworn police .and fire mnagement emp1 oyees the
City sht11 pfck·up nine percent (91) of the employee's 111ndatory PERS
eontrff>ution.. . · . . . : . · . . · · .
2. Notwith~tand,"9 sUt>sec:tion·t. above·; 111nagement ~confidential eaployees
may elect~to convert the 1i c1ty-1>4td PERS con.tr1:~ut1on C~ .for sworn police
and ff r-e mnagement, personnel) to a .salary adjuswnt of equal amount on a .
one~t1119e f rre.~a~le basis for t~ final twelve ~ths 1~d1~te1y prior to a
service ret1r.eaent. F,oVided. that· all of ttte followf ng condf tfons are 111et: · -. ' ~ ~ ' .
a. The aplo;ee wu'.st have It least 20· years of Ci 41 · service as -of the date
. Of r&~fre11ent. oi--·.for eillplo,rees hf red prior to. August 15. 1988, must
attatn at least tne· age of 55 at the •te of retirement or quaHfi for
the •xi .. P£lS be"'f1 ~ ·factor.. · · . · · · · · ·
. ·. · b ~ . Twe) ¥e .O~ttls prior to-,:.tf raient ttre eleciton must .be -•cte and se ~f-ce
appl i'!*atfcm f11eet. fo~ 1 retire.ant. date ce~ta1n: ~ . · : ·
c. ff ·41 sab111'1 r"ftfrement' stibseqf.9'nt1J( occ:Urs. co'nverSiQn reverts to
original City-paid PERS •loyee · contrfbut1°" status~ · ~ . ~ . . . '• . . . .
d.. Ourfng the, 12 .. a)nth conver$ion period. the e11ployee sna1 l pay PERS
.employee contri~tf~s~ . . ·-
e. Al l'provh1ons of this subnctfon are subject. to ~nd -cotid1 tfoned upo·n
c~plf 11\ce wtth IRS replat1GRs. . · .. · · · ·, ·
. . .
N.• . Sf ck· Leave ConversfoR ·.
Mattagement>employees·hired 'on or tefo"8 Oectllber 1~·19g). who have 15 or mre .
· years of conttnuous ·se~f ce~ ·.600 or ·aior. hour'S of_ acc;umulated unu'Sed sfclc 1ea¥e
arid. otheNise q~li-fy "'•'"· Sect)on~ 604. and 609 of. the Me'Mt Sys ta Rules and
Regulatf<Ht$• ~ conve~ ·.sick leaw hours in e.J«:ess of 600 to cash 01' def.erred
CCllltpeMatioil, .tccoi-dinc,; t.O· the fon1Ult set forth 1n Section .609 .. , The •xillUll atlO\l!'lt of such -conversioil _"ii $2.-()QO * fiscal year. · · ·
CITY OF PALO ALTO COMPENSATION PLAN
Council-Appointed and Elected Officers
CLASS· CODE TITLE
001 City Councilperson
002 City Manager
003 City Attorney
004 City Auditor
005 City Clerk
SALARY
APPROX.
ANNUAL BI-WEEKLY
$ 4,800 $ 184.62
$93,662 $3,602.40-
$78,270 $3,010.40
$59,592 $2,292.00
$46,300 $1,780.80
Page n:• ·:een
e SPECIAL
PERFORMANCE EFFE..:TIVE
PREMIUM DA7E
January . 1982 .;.. ,
$2,.000 June 2C, 1987
$2,.500 June 2 : • 1987
June· 2c. 1987
$1,000 June 2!" . -, 1987
e
(JTY Of PALO ALTO COMPt~SATIO~ PLA,.
(ffECTIV£ J~LY 2 .. 1~6!
CU.SS
t.l.J' TI Tl E
~C~ EtEC S~C~ETARY-{ONf
,~3 L~G~L Sl(-CO~f
~tS P£RSON~£l ASST CONf
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0
GRAE-E.
(OH
2(
COHTftOL
J-Olf.T
c .. 110
APPROI!.
Alll'-U~L BJ-k):LY
i... c:20 .:m
nRU'
li S .. cS
Cl f'1 OF PALO aLto (onP~~1•Tio~ FL .ti.
r.•~.t'E l'tE•T rtPS,~t.£l
E.fFECTlvt. JULY 2 .. l.";66
CLASS GR.OE {OJllUOl APPROX , 1wun TITU: COlE POlliiT ..... ""'-er-t.n1 Hfq. 'I'
Ul on .. unA"t kt.S 'l>lli :ib 'hci::~ !tC .. 710 ), .. "t&!."" Elf .. 3!
J.e3 ,,~ .. l"n; SHS ~"' .:h,.J.7 .. 7 .. 0C6 l. .. ~c&.DD ci!.bO
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j '"
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r.7a Ai ft PlAMil J;t,. .. ~ ~ .... 3l. .. a .. ~11. J. .... 11. .. cc er... is e lSff .on Plla It.FO • £\fOrT lf3 3·51il lft?11 If,., 1..b3tt ... D at ... ~
' ' l.71 Un PUttllC aOltU tet 3.ia2i! si5 .. a ... 11 l.7'r ... DO i:c.D5 -i
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-·~· ...
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.t"lll A S.S. T PtllF POLI(£ 21 .s .. ~1c is3 .. ?Si! . ¢.•'l!c.DO 3C.b5 ,.__ ._.
Ui! ASST CMUf 1'0LlC£-AI 21f s .. 121 · u .. 1, .. · i.a. ..... ou 33.CS
' ' ;.• [51 l<SST E:Hl(f P.~IH.-U 2~ ~ .. Sji. 1.1 ... 039 ~ .. 576.11!1 3c.cJ
lDa .. su UlY ATTY .. ac ....... 1a !lin13"' C!.1s ... 20 ~~.,.,
' ' J.C., ASST CHY·, CL~.:; .. ~ 3 .. i:R ~ ... 3,5 l.HS.i!D ],6.·"llf
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_ ... U'I uULth6 !!3 10 ... 'i'r,J. ' ~ ih?M?.im 33.&a l.i . ASST ~!~ s.ta1~ .
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tAa. UST Pl.INfolllU;. Off 3'i ~ .. -'t 1 .s:h31i? ' ii!-..CSC!.11! · a • ..-. . ' .......
l.Lb .t.S:ST TO CITY P'Gff 3~ ;; .. •n.7 ..7 .. DOf l.toe.m c~ .. 1.~ ... -oc.c.. ASSf Ttl 1-teS Off !CI A<. 311 it .. lf't7 · !!Ja,,312 i,,CSl.60 .:!.. '"'" ·-\. ..
CTY Of FAl~ Al-TO COnftbI&TlO-PLAll --
l!,t~IG(l'h..'-T fl£Rsc.,,,..n
-lfft:Cht. ..il..l"I' 2. .. '"loti
cu.; 'i :OiiAh. CO .. UOl-•PPltOI' , . "L"' TITl [ {tH f-C l ~T A>Ct.:UAL lH-4"1'.l"r Hli:LY ...
HO AUUTOrt i.1 ~.i. .... :i6 .. '3 .... 1 .. "471:.. aa Jo6.ltb
l.ll. l'ifhLHJI (IJ![f ~ .. ... llflli' ~3 .. 37~ 2 ... csc .. aJ ~ "· b!.
~ .... 9Ul(lT-Cfl~ A•4L}ST \131 3.,,5 ... ltC' ~ ...... hL~'l ... C · ~U.'t3
li•I OUi.f Dl.I Off lCIAl. ~ .. s .. ~~, ..c,.s.,~ ~.330.'lt c"'. J.::a •
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Uc C~lH PLCI Off IC bl Jil ... ,CCI s,,.JSl C!.C?l .. cD ca.3"
D6Z CHU:f TUHSP (If'' 30 ... llliJ ~"•t!Sa 2.c11.~ c!. n
J.'t.S co.on C'°MUlllICA SlR'1 ~, ~.L., ..a.s,t t! .. 3:0.ttC 2'1.J.3
... ' U• coou Pl.IS ~JS: P~Ou .... 3 .. 0•li?' 3-.i.iillt ], • ll[tt .DQ 11.u
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t75 "1£Plln" Ulil PW t'FlltrS 31 ... ,, .. S.1•SJi! 2•ii!l2.60 .?7.;.1111
163 tEDUn lU l=tl SP Flr.J n .... ,.. .. 51 .. Ul c.li~ .. ao 27.t:. •
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HS Utt Pr1CUY EN&• l. .. ........ ) 77 .. ,1 .. a .... ._.6C 31 .....
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lcl Hli UHlUllS l..il 'hS"i °"'" Scl. l•116l.-.O 1t.;.. s~
*PQsitiot1 r"\tel•ssffted ,. 1988-89 lvdget. effectiwe 8/1/88.
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I •
CITY OF PAL~ ALlO conPL~IATJCM PLAJll .....
l"O.A(i(r£:~f PHS~Ull
EffEOIH JL:LY 2. ], .. !!!
CLASS: GtOtt <o-.TltOL llPPltOJC Iii Un TITLE COIE FOilfT ANhUA1. 81-.. KLY Hfill'I'
l.53 (l'~LOYH II E\I' lOOltD .. ~ 3.Sllli ~ .... , .. l"i.3'1 ... D 2& .. &il
::.,a, E llC.f< I'!,,.. -E.Lt:t TfI( 2l. s .. i.11., i.:S,,353 ~ .. 513.bll :u .• 1tC!'
ice E.ic.FI MGR t.r.ER PU1~· C:b s .. -."'" l.S.353 2,.sl3.bD 31 ... ~
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l.tS fACILlTl£S Ef11Glf,;£ER 31 .... 7"!1t .!117 .. S~c 2 .. ci1c .. an '27.blra
.],.)"; nu CHJtf c.:a .!t .. 67i! 7C,!.t7Q l,71C.ltfl! .n:ee. ·
1.•n, fIPC ruSHUL. ::l 'h5t.:i ~ .... 1 ... e.1m..-.::r a~ .. il
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l'tS .,,R JATA FJi'OCESSlllG· 33 ..... !a-.3 511 .. 71.lo il!. ltllo .. If a .2 ... 33
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],., ... "'" HOU£I ~G ll'IPlOV ], ::,,.•u7 lf7dlD6 i .. esa.co c2 .... o -
lS~ *N~R LA9 + l .. » lf,\ST( 31t ........ 7 ~l .. 31'2 2 .. cs2.10 c:.s .. a. .. ,,
llfi P6R Llb t!lt UtCtt[ S If!::. 3 .. 6C:i! 115 .. 61.114 h 11.41.DO •:c.&S
... *Position reclass1fied in 1988-B!l Budget. effective 8/8/88.
.... '
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·--·CI TY OF f' AL.0 iLtC. {CrtP£.~S•TJ Cit-.! PL.I~
.? l'l•h•Gt:ti::H H ft S C ll:fl E.L
(': t.ffi(fI\IE JltlY c .. l.'i!l!i
CLASS C.1<0( <.eNTROL ~PPROX ,,.._ lliun TITL..E (Of£ F-01-.r A!lllllUAl B I-\'s::L Y h~LY '"-
175 r.Gfl l'iAlh LI~ SY(S i;c; ;i .. 02c ltS,.&blf 1. .. 7blf .CC cl?. i:;s ,,..,_ ,
C"tS n<.R PUR + CftlTR .ttt'!lh 35 1h3:!b x .. J'll 2 .. DU.bO i;5.L2 -. 1"1.3 "'" flJ~ • rtlo TEPtIAl S lib 3 .. 2~2 .:S'h3"t5 ],,, Sl.S. 2.0 .. c."114
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-·· l.1:.C. r,it HC .. svu 3, ' = .. ·u.1 .. 1 .. c.oa J. .. et!.rm 2~.bO
l .. 0 PIG• T£L.£P)ol0t.;E SVCS Ill 3,1c:1a ...... 1.::0 J...720.tC cl.SJ
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(':' ).76 "'.r .. uu QuAL C"TL C:.5 .s. .. .sab .. 1 .. !l::& c .. 576.lfD ~i.i!l
U3 t\Gjt \>DC ?ROC ftlllT•ltitS 33 .... !1'"3 Sit .. 71a .. z .. 1ca..1to 21..:il
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