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HomeMy WebLinkAboutRESO 8001follows: RESOLUTION NO. 8001 RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO ADOPTING A COMPENSATION PLAN FOR HOURLY PERSONNEL AND RESCINDING RESOLUTION NO. 7891 The Council of the City of Palo Alto does RESOLVE as SECTION 1. Pursuant to the provisions of Section 12 of Article III of the Charter of the City of Palo Alto, the Compensation Plan, as set forth in Exhibit "A" attached hereto and made a part , hereof by reference, is hereby adopted for hourly personnel effective retroactive to the pay period including July 1, 2000. 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 Administrative Services hereby is authorized to implement the Compensation Plan adopted herein in preparation of forthcoming payrolls. He is further authorized to make changes in the titles of employee classifications identified in the Table of Authorized Personnel contained in the 2000-2001 budget if such titles have been changed in the Compensation Plan. SECTION 5. Resolution No. 7891 is hereby rescinded. II II II II II II 001002 cl 0032378 1 SECTION 6. The Council finds that this is not a project under the California Environmental Quality Act and, therefore, no environmental impact assessment is necessary. INTRODUCED AND PASSED: September 18, 2000 AYES: BEECHAM, BURCH, EAKINS, FAZZINO, KLEINBERG, KNISS, LYTLE NOES: MOSSAR, OJAKIAN ABSENT: ABSTENTIONS: A~. City Clerk ~ ~ APPROVED AS TO FORM: JJ...-cL4--fl.-._ LAl • ~.>d.-e.­ Senior Asst. City Attorney 001002 cl 0032378 M Services 2 CITY OF PALO ALTO COMPENSATION PLAN Hourly Employees ( Effective: Pay period including July 1, 2000 through June 30, 2001 Exhibit "A" I COMPENSATION PLAN FOR THE CITY OF PALO ALTO Hourly Employees SECTION I. DEFINITIONS Hourly Employee: An employee working full time or part time on a temporary basis, or an employee working a limited number of hours on an ongoing basis. SECTION II. SALARY AND CLASSIFICATIONS It is the intent of the City of Palo Alto to compensate hourly employees at a rate of pay similar to that of regular employees performing like work. Hourly employees are to be hired within the classifications framework, as presented in the attached pay plan, that is closest to a corresponding regular classification in both level of work performed and rate of pay. Should an hourly employee be required to take on added duties above the level of those originally· required when first hired, the employee is to be reclassified into a new classification and pay rate which most adequately corresponds to the new duties. Conversely, if the employee is required to perform at a substantially lower level, the employee is to be reclassified into a corresponding lower level classification at a lower level of pay. SECTION Ill. SPECIAL COMPENSATION A. Holiday Pay Hourly employees are eligible to receive holiday pay only if hours worked during the pay period when the holiday occurs plus the holiday (8 hours each) total 80 or more hours. B. Paid Leaves Hourly employees are not eligible for any paid leaves. C. Overtime Pay Unless designated by the Director of Human Resources as exempt from the provisions of the Fair Labor Standards Act, hourly employees are eligible for overtime premium pay at time and one-half when required to work more than a standard 40 hour week (for example: 8 hours/five day week; 9 hours/four and one-half day week or other pre-determined and pre-approved work schedule) or on an official City holiday. SECTION IV. TERM OF EMPLOYMENT A. Limited Hourly Classifications The maximum employment term for hourly employees classified in limited hourly classifications shall be less than 1000 hours during any fiscal year. B. PERS Exempt Hourly Classifications The maximum employment term for hourly employees classified in PERS exempt hourly classifications shall be the term of the assignment not to exceed five consecutive years. SECTION V. REVIEW AND SALARY INCREASES A. Performance Reviews 1. Hourly employees, with the exception of the Recreation Department classifications, are to be given a performance review after 350 hours, or six months, whichever occurs first, from date of hire and annually thereafter. Continued· improvement and efficient and effective service will warrant a salary step increase. 2. Recreation Specialist will be eligible for consideration for a pay increase upon completion of a minimum of 300 hours of work and a satisfactory performance evaluation completed by the employee's supervisor. Subsequent salary reviews are generally conducted annually; salary increases are not granted automatically and will depend upon demonstrated satisfactory job performance. 3. Starting Salary and Increment Approval. All starting levels and increments must be approved by the Director of Recreation and Open Space. · B. Salary Increases 1. The salary increase is based upon a review and evaluation of the employee's job performance. The employee must receive at least a satisfactory rating in order to be considered for a salary increase. 2. The maximum number of salary increases an hourly employee may receive in any one twelve-month working periods is limited to two (2), regardless of total number of hours accumulated. C. Exceptional Leadership Ability and Job Performance Upon written justification and departmental and Human Resources Department approval, an individual who demonstrates EXCEPTIONAL leadership ability and job performance may be given a merit raise before meeting time . requirements, if he/she displays outstanding job performance. SECTION VI. LIMITED HOURLY CLASSIFICATIONS ADMINISTRATIVE, PROFESSIONAL AND MANAGERIAL --Management Specialist Professional I Professional II Administrative Assistant I Administrative Assistant II May perform work associated or equal in complexi_ty with responsible City managerial or staff positions. Compensation to be determined according to tasks assigned and qualifications required. Performs work at the level normally associated with that of consultants, instructors, and research personnel where a specialized skill or expert knowledge is required. Performs work in an assignment reqUJnng specialized knowledge in professional field of endeavor. This level normally requires a college education with some experience but not at the level expected for the Professional I classification. Performs analytical studies or undertakes a variety of projects whereby previous work experience is required. Normally requires a college education and experience in the :field for which the individual is to be utilized. Performs work in an assignment normally associated with that of college student or graduate with a minimum of work experience generally an entry level position. Coordinator Aide CLERICAL Clerk I Clerk II Library Aide Performs work in support of program or facility operations. Entry level or training position with no previous experience required. Performs general office work which· includes tasks that require use independent judgement.. May coordinate activities, work with public, write and type basic reports. Requires experience in administrative/clerical areas. Performs office work of a routine nature. May type from drafts, file, greet the public, answer telephones. Requires little prior office experience. Under supervision, performs related library duties of a simple nature. Requires no previous experience. (Usually high school students.) MAINTENANCE AND CRAFTS Skilled Laborer Laborer I Laborer II Laborer Ill Performs maintenance tasks that usually require use of automated and/or technical equipment. Requires prior training and experience in area assigned and valid California driver's license. Performs laboring maintenance typically in parks or streets. May direct work of other employees. Requires prior maintenance experience, knowledge of power equipment and valid California driver's license. Performs routine maintenance utilizing hand tools. Requires the physical ability to perform tasks utilizing dexterity. Position for individual who has had some exposure to outdoor maintenance. Duties are of TECHNICAL Technician I Technician II Technical Assistant I Technical Assistant II RECREATION Recreation Specialist Recreation Trainee Recreation Specialist ·I Recreation Specialist II routine nature. Individual works closely with an assigned person(s) to gain skill. Requires some prior experience. Includes such work as performed by advanced draftspersons and apprentice electricians. Classification may also be used for individuals involved in conducting surveys, opinion polls, and other data-collection assignments where analysis of data may be required. Performs less advanced technical work than that of the Technician I class. Normally requires some specialized skills such as drafting, electronics, building maintenance, crafts, etc. Performs entry level technical skills requiring the ability to master the use of specialized tools and techniques. A trainee position to gain experience and exposure in ~he technical function normally associated with Social Services and the Arts. Individuals involved in a department· training program. · Individuals with less than 500 hours of recreation leadership experience. Individuals with more than 500 hours of leadership experience. Recreation Specialist Ill Aquatics Specialist Lifeguard/Instructor Aquatics Specialist Aquatics Facility Manager DEFINITIONS Leadership Non-Leadership POLICE RESERVES Police Reserve I Police Reserve II Individuals with 1000 hours leadership experience who organize and/or instruct class- type programs. lndividua·ls with up to two years of experience supervising swimming activities. Under supervision performs various aquatics programming activities. Requires two years of experience. Manages various aquatic programs and facilities. Defined as work experience in a paid or voluntary capacity, in which an individual is directly responsible for planning, organizing, teaching, leading, or conducting recreational activities in a · face-to-face relationship. Defined as facility attendant (i.e., parks, fields, gyms), facility maintenance, office work, cashier (exception, Rincondada Pool). Reserve officer who has received requisite level of training to operate in a solo capacity. Reserve officer who must be accompanied by a regular sworn officer or a Police Reserve I in· performance of duties. SECTION VII. PERS EXEMPT HOURLY CLASSIFICATIONS ADMINISTRATIVE, PROFESSIONAL AND MANAGERIAL Project Manager: Manages contractors, consultants and activities related to capital improvement, grant-funded or other projects of a special projects of specified time duration typically requiring prior experience in the project area. Project Professional: Performs work in an assignment of specified time duration requiring specialized skill or expert knowledge in a professional field of endeavor. Normally requires a college education with some work experience. CLERICAL Project Assistant: Performs gener:_al office work in support of capital improvement, grant-funded or other projects of specified time duration. Normally requires experience _in administrative/clerical areas. Library Page: Shelves books and performs other related library duties of simple nature. Requires no previous experience. TECHNICAL, MAINTENANCE AND CRAFTS. Project Technician: Performs technical work on capital improvement, grant- funded or other projects of specified time duration. Requires specialized skill or knowledge in the area assigned. Project Laborer: Performs maintenance of construction work on capital improvement, grant-funded or. other projects of specified time duration. Usually requires prior experience in area of assignment. Landscape Maintenance Trainee: Assists in the maintenance of public parks and golf course. Requires no previous or related experience. RECREATION Recreation Leader: Organizes and/or instructs class-type recreation programs. Requires various levels of experience in planning, organizing, teaching, leading or conducting recreational activities. · Pool Manager: Assists in developing and organizing swimming programs or ·plans and coordinate swimming programs requiring prior experience in area of assignment. Water Safety Instructor/Lifeguard: Supervises swimming activities. Requires previous experience in supervising swimming activities. ~r- CITY OF PALO ALTO COMPENSATION PLAN' LIMITED HOURLY PERSONNEL EFFECTIVE 07/01/2000 APPROXIMATE TOP STEP CLASS TITLE ... -...... --H 0 U R L Y-----~-ANNUAL MONTHLY --------BI-WEEKLY -------- NUM (1) (2). (3) (4) (5) (1) (2) .(3) (4) (5) 907 ADMIN ASSISTANT I 16.03 16.96 17.91 18.94 20.03 41,662 3,472 1282.40 1356.80 1432.80 1515.20 . 1602.40 908 ADMIN ASSISTANT II 11.36 12.02 12.72 13.44 14.22 29,578 2,465 908.80 961.60 1017.60 1075.20 1137.60 959 AQUATICS FAC MGR 12.26 12.97 13.71 14.50 15.34 31,907 2,659 980.80 1037.60 1096.80 1160.00 122720 957 AQUATICS SPECIALIST 8.75 9.27 9.80 10.36 10.95 22,776 1,898 700.00 741.60 784.00 828.80 876.00 911 CLERK I 15.34 16.21 17.16 18.13 19.18 31,907 2,659 1227.20 1296.80 1372.80 1450.40 1534.40 912 CLERK II 11.58 12.24 12.94 13.69 14.47. 30,098 2,508 926.40 979.20 1035.20 1095.20 1157.60 909 COORDINATOR AIDE 9.41 9.95 10.52 11.12 11.75 24,440 2,037 752.80 796.00 841.60 889.60 94o:oo 927 LABORER I 12.26 12.97 13.71 14.50 15.34 31,907 2,659 980.80 1037.60 1096.80 1160.00 1227.20 928 LABORER II 11.08 '11.72 12.38 13.09 13.86 28,829 2,402 886.40 937.60 990.40 1047.20 1108.80 929 LABORER Ill 10.20 10.78 11.39 12.05 12.75 26,520 2,210 816.00 862.40 911.20 964.00 1020 .. 00 91.4 LIBRARY AIDE 7.38 7.80 8.24 8.72 9.22 19,178 1,598 590.40 624.00 659.20 697.60 737.60 . 956 LIFEGUARDINSTR 10.40 10.99 11.64 12.30 13.01 27,061 2,255 832.00 879.20 931.20 984.00 1040.80 972 MANAGEMENT SPEC To Be Determined 980 POLICE RESERVE I 21.42 21.42 21.42 21.42 21.42 44,554 3,713 1713.60 . 1713~60 1713.60 1713.60 1713.60 981 POLICE RESERVE II 17.14 17.14 17.14 17.14 17.14 35,651 2,971 1371.20 1371.20 1371.20 1371.20 '1371.20 .... CITY OF PALO ALTO COMPENSATION PLAN LIMITED HOURLY PERSONNEL EFFECTIVE 07/01/2000 APPROXIMATE TOP STEP CLASS TITLE ------H 0 U R L Y-------ANNUAL MONTHLY --------Sf-WEEKLY -------- NUM (1) (2) (3) (4) (5) (1) (2) (3) (4) (5) 970 PROFESSIONAL II 12.72 13.44 14.22 15.03 15.89 . 33,051 2,754 1017.60 1075.20 1137.60 1202.40 1271.20 971 PROFESSIONAL I 19.50 20.60 21.80 23.06 24.38 50,710 4,226 1560.00 1648.00 1744.00 1844.80 1950AO 945 RECREATION SPEC I 6.87 7.28 7.70 8.13 8.60 17,888 1,491 549.60 582.40 616.00 650.40 688.00 946 RECREATION SPEC II 8.62 . 9.11 .. 9.66 10.20 10.78 22,422 1,869 689.60 728.80 n2.80 816.00 862.40 947 RECREATION SPEC Ill 11.41 12.09 12.77 13.49 1428 29,702 2,475 912.80 967.20 1021.60 1079.20 1142.40 944 RECREATION TRAINEE 6.52 6.91 7.30 7.72 .8.15 16,952 1,413 521.60 552.80 584.00 617.60 652.00 .. 926 SKILLED LABORER 13.67 14.45 15.28 16.16 17.07 35,506 2,959 1093.60 1156.00 1222.40 1292.80 1365.60 933 TECHNICAL ASST I 11.36 12.02 12.72 13.44 14.22 29,578 2,465 908.80 961.60 1017.60 1075.20 1137.60 . 934 TECHNICAL ASST II 6.32 6.68 7.06 7.48 7.90 16,432 1,369 ' 505.60 534.40 564.80 598.40 632.00 931 TECHNICIAN I 16.95 17.91 18.94 . 20:03 21.19 44,075 3,673 1356.00 1432.80 1515.20 1602.40 1695.20 932 TECHNICIAN II 12.34 13.05 13.81 14.58 15.42 32,074 2,673 987.20 1044.00 1104.80 1166.40 1233.60 ~"'