HomeMy WebLinkAboutRESO 6729• ORIGINAL
RESOLUTION NO. 6729
RESOLUTION OF THE COUNCIL OF THE CITY OF PALO
ALTO ADOPTING A COMPENSATION PLAN FOR HOURLY
PERSONNEL AND RESCINDING RESOLUTION NO. 6672
The Council of the City of Palo Alto does RESOLVE as follows:
SECTION 1. Pursuant to the provisions of Section 12 of Ar-
ticle III of the Charter of the City of Palo Alto, the Compensa-
tion Plan as set forth in Exhibit •A• attached hereto and made a
part hereof by reference is hereby adopted for hourly personnel
effective July 2, 1988.
SECTION 2. The Compensation Plan adopted herein shall he ad-
ministered by the City Manager in accordance with the Merit System
Rules and Regulations.
SECTION 3. The Compensation Plan shall continue in effect
through June 3o, 1S89.
SECTION 4. The Director of Finance is hereby authorized to
implement the Compensation Plan adopted herein in his preparation
of forthcoming payrolls. She is further authori%ed to make
changes in the title of employee classifications identified in the
Table of Authorized Personnel contained in the 1988-89 budget if
such titles have been chanqed by the Compensation Plan.
SECTION 5. Resolution No. 6672 is hereby rescinded.
SECTION 6. The Council finds that this is not a project un-
der the California Environmental Quality Act and, therefore, no
environmental impact assessment is necessary.
INTRODUCED AND FASSED: August 15, 1988
AYES: Bechtel, Cobb, Fletcher, Levy, Patitucci, Sutorius
NOES: None
ABSTENTIONS; None
ABSENT: Klein, Renzel. Woolley
....
2.
CITY ~ PALO AL TO
COMPENSATION PLAN
Hourly Employees
Effective: July 2. 1988
through June 30. 1989
OJMPENS.\TION PLAN FOR 'niE CITY OP PALO ALTC
!2_urly Employees
SECTION l. DEFIMITIONS
Hourly E!ployee: An e11ployee working full time or part th1e on a te1RPorary basis, or
an employee working a limited nuaber of hours on an ongoing basis.
SEctION II. SALARY AND CLASSIFICATION
It ls the intent of the City of Palo Alto to compensate Hourly eaployees at a rate of
pay similar to that of Regular employees performing like work.
Hourly employees are to be hired within the classification fra.eworkt as presented in
the attached pay plan, that ts closest to a corresponding Regula~ classification in
both level of vorlt performed and rate of pey.
Should an Hourly eMployee be required to take on added duties above the level of
those originally required wben first hired, the etaployee is to be reclassified into a
new classification an~ pay rate which .ost adequately corresponds to the nev duties.
Conversely, if the e.ployee ls required to perfora at a •ubstantially lover level,
the employee is to be reclassified int~ a corresponding lower level clas&ificatlon at
a lower le'9'el of pay.
SECTION III. SPEClAL COMPENSATION
A.. Holiday Pay
Hourly .-ployeea are eligible to receive holiday pay only if hours worked during
the pay period when the holiday occurs plua the holiday (8 hours each) total 80
or mre hours.
B. Paid Leaves
Hourly employees are not eligible for aftJ paid leaves.
c. Overtlae Pay
Hourly eaployees are eligible for O"fertime prealwa pay at tt .. and one-half when
required to work 90re than a ataudard 40 hour week (8 houri/five day week; 9
hours/four and one-half day veek; 10 hours/four day veek) or on an off tcial City
holiday.
o:>MP!NSATION PLAN -Hourly laployee1
Page 2
D. Retirement Benefit•
If an hourly employee hired prior to the effective date of tht~ eo111pensation
plan, works 1000 or 110re hours during any fiscal year since Hove.Jber 12, 1983.
the 911Ployee -..et be enrolled ln PERS. Based on Section IV below, hourly
e11ployee1 hired after the effective date of thie compensation plan will not nteet
the term. requtr ... ntt for PERS enroll.llent.
SEcrIOH IV.. TERM OP E!'IPLOYMINT
A. Beginning vlth the effective date of this coapenaatton plan, the use of all
hourly employees ehall be llllited to less than 1000 hours during any fiscal
rear.
u.. In order to allow for an orderly transltlon period, exceptions to the above hours
liattatlona 11ay be authorized 'by tbe City Manager or other Council A'pointed
Officer for tho•e hourly employees under hie/her direction hired prior to tbe
effectln date of thh co11pensstion plan ('February 16, 1988). Such hour
li•itatlon exceptions aay not extend beyond the end of fiscal year 1987-88, or a
total of 36 months of employment, wh!cheftr is longer.
SEC?IOM V. IEVIEV ARD SALARY IHCllEASES
A. Perf oraanee aevieva
1. Hourly eeaployeea, with the exception of the Recreation Department clasatf lca-
tlons, are to be given a perforance review after 350 hours, or six .onths,
whichever occur• flrat, from date of hire and annually thereafter. Continued
l""'roveaent and efficient and effective service •ill warrant a salary atep
increase.
2. Recreatton Leaders will be eligible for C01l8lderatlon for a pay increase upon
completion of a ltln191111 of 300 hours of work and a •atisfactory performance
evaluation co.pleted by the employee's 1upervhor. Subsequent aalaey reviews
are generally conducted annually; salary increases are not granted
autoaatlcally and will depend upon cle90l'latrated satisfactory job
perf orauce.
Starting Sala9 and Incrwnt Approval. All start tng levels and tncreiaents
mst b~ approftd by the Adatnhtrator, 'Recreation Services.
COMPENSATION PLAN -Sourly !llployeea
Page 3
B. Salarv Increases
l. The salary tncreaee ta baaed upon a review and evaluation of the eniployee's
job perforunce. The e11Ployee 11111tt receive at least a satisfactory rating ln
order to be considered for a salary increase.
2. 'lbe .. xtMUll number of aalary increases au Hourly e11ployee aay receive in any
one twelve-month working period is li•ited to two (2), regardless of total
number of hours accumulated.
C. Exceptional Leadership Ability and Job Perforaance
1. Upon written justification and departmental and Personnel Depart.ent
approval, an individual who demonstrates 'EXCEPTIONAL leadership ability and
job performance 11ay be liven a 11erit raise before 11eetlng t111e regulreaents,
tf he/she dlsplttys outstanding job perfor11ance.
D. !!plo)'!ent ltecords
1. F.apl<>Jllent records for Hourly eaployees are audited annually on or about
~anuary first; those who ba"Ve not worked during the preceding calendar year
are eonsldered as terminated.
COMPENSATION PLAN -Hourly !11ployee•
Page 4
HOURLY CLASSIFICATION DEFINITIONS
ADMINISTRATIVE, PROFESSIONAL AND MANAGERIAL
Kanageaent Specialist:
Professional I:
Professional II:
Adlliniatrative Asst I:
Adll!n1strative Ae1t II:
Coordinator Aide:
CLERICAL
Clerk I:
Clerk II:
Ltbraq Page:
May perfor11 work aHociated or equal in collplexity with
responsible City managerial or staff positions.
Coapensation to be dete~ined aecording to tasks assigned
and qualifications required.
Perfol'11S work at the level nor11ally aaaociated with that ~f
consultants, lnst?'iJCtors, and research personnel where a
specialized skill or expert knowledge la required.
Performs work in an aseignMent requiring specialized
knowledgo in a professional field of endeavor. This level
noraally requires a college education with some experience
but not at the level expected for the Professional I
clasalficatlon.
Perforas analytical studies ~r undertakes a variety of
projects whereby previous work e..ic:perience is required.
Mor.ally requires a college education and experience in the
field for which the individual 1s to be utilized.
PerforllB vorlt in an assigruaent normally associated with
that of a college •tudeut or graduate vitb a mini•u• of
vorlt experiences; generally an entry level position.
PerforllS work in aupport of progra• or facility operations.
Entry level or training position with no prevtou•
experience roquired.
Performs general off ice vork which includes taaks that
tequtre use of in4epet\deut judgwient. Kay coordinate
activitlea, work with publ!c, vrite and type basic reports.
Requires experience in adllinhtrati_ve/clerlcal areas.
Perfor119 off ice vork of a routine nature. May type froa
drafts, file, greet the public, answer telephones.
Jlequ1res little prlor off ice experience.
Under eupervhton. aalna books and perfo1"118 other related
library dutie• of a 11Jtple uatdre. Requires no previous
experieoce. (U1ually high 1chool student1.)
COMPENSATION PLAN -Hourly !111ployees
Page 5
HOURLY CLASSIFICATION DEFINITIONS, cont'd.
MAINTENANCE AND CRAFTS
Skilled 1.aborer:
Laborer t:
Laborer II:
Le borer III:
TECHNICAL
Technician I:
Techntclan II:
Technical Asst I:
Technical Asst II:
Perf oraa 11alntenance tasks that usually require use of
auto~ted and/or technical equipment. Requires prior
training and experience in area assigned and valid
California driver's license.
Perf or11a laboring maintenance typically iu parks or
streets. May direct wori: of other employees. Requires
prior waintenance experience, knowleg~ of power equipnent
and valid C8llfornia driver'• license.
Perforss routine 11aintenance utilizing hand tools.
Requires the physical ability to perforut taaktl utilizing
dexterity.
Position for individual who has had soine exposure to
outdoor t1alntenance. Duties are of routine nature.
Iodivldual works closely with an assigned person(s) to gain
aktll. Requires ao11e prior experience.
:..icludea such work as perfort1ed by advanced drsftspersons
and apprentice electricians. Classification •ay also be
used for individuals involved in conducting surveyst
opinion polls, and other data collection assignments where
analysis of data 1181 be required.
Perf or119 less advanced technical work than that of the
Technician I class. Nort11ally requires some epeclalized
•kills such aa drafting, electronlca, building maintenance,
crafts, etc.
Perf onts entry level technical skills requidng the ability
to master the use of specialized tools and techniques.
A trainee position to gain experience and exposure in the
technical function norllally associated with Social Services
and the Arts.
OOHPEMSATION PLAN -Hourly Eaployees
Page 6
HOUKLY CLASSIFICATION DEFINITIONS, cont'd.
RECREATION
tleereation Leaders
• Recreation Trainee:
• Recreation Leader I:
• Recreation Leader It:
Individuals involved in a department training program
Individuals with less than 500 hours of r•creatton
le•derahlp experience.
Individuals with 110re than 500 hours of leadership
experience •
• Recreation Leader 111: Individuals with 1000 hou~s leadera~i? eYperience who
organize •nd/or instruct class-type programs.
Aguatic1 Specialist
• Llf eguard:
• Vater Sef el-y
l111tructor:
• Aashtant Pool
Manager:
• Pool Manager:
D!l'IN'ITtOlfS
Lead'1rship:
Non-Leadership:
POLICE USDVIS
• Police l.e1erve I:
• Police ••••rve II:
Ind1•i~~als with up to two years of experienc• supervising
avi1111ing activities.
Individuals with 110re than two years of experience
supervising 11V!aaing activtttea.
Individuals who assist itt develuping and organizing
swi•lng progra••·
Individuals who plan and coordinate IWllllling prograas.
Defined a1 work experience in a paid or voluntary capacity,
in which an individual is directly reap0111lble for
plamltrag, organizing, teaching, leading, or conducting
recreational actlvittes in a face-to-face relationship.
t>eilne.d as facility attendant (i.e., parlta, flelrla, gyas),
f actlity matnte~ce, off ice work, cashier (exception,
Rinconada Pool).
Re1erve officer who has received requisite level of
trainl03 to OJ)itrate tn a 1010 capacity.
Reserve off teer who must be accoe1panted by a regular sworn.
of fleer or a Pol lee h•ene I tc perforunce of dut tea.
•
CITY Of PALO llTO C&PfPENS•TIO~ PlAH
MOUttL T PEttSOIOlll
lf f CCTJVl JULY "· l't88
CLASS TJ.Tll IUN'l
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CJTT Of PALO AL TO CO"P£~SATIC~ PL•N
MOUILY P£RSON•£L
lf,lC.TIVE JULY a. l'le6
CLASS TITLE
Mf ft
Recreation LHders
, .... RECIEAtlOI TRAIN££
.... s 1£CR£ATJO~ L£AICR I
...... 1£(R£ATIO• llAl£1 Jl
""' RECREATION L£All 111
Aquatfcs Spec11lfsts
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