HomeMy WebLinkAboutRESO7627RESOLUTION NO. 7627
RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO
ADOPTING A COMPENSATION PLAN FOR MANAGEMENT AND
CONFIDENTIAL PERSONNEL AND COUNCIL APPOINTED
OFFICERS AND RESCINDING RESOLUTION NOS. 7531,
7567, 7578, 7600, and 7616
The Council of the City of Palo Alto does RESOLVE as
follows:
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 management
and confidential personnel and Council appointed officers effective
retroactive to the pay period including July 1, 1996."
SECTION 2. The Compensation Plan as 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
her preparation of forthcoming payrolls. She is further authorized
to make changes in the titles of employee classifications
identified in the Table of Authorized Personnel contained in the
1996-97 budget, if such titles have been changed in the
Compensation Plan.
SECTION 5. Resolution Nos. 7531, 7567, 7578, 7600, and
7616 are hereby rescinded.
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961009 I.c 0031436
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: October 21, 1996
AYES: ANDERSEN, HUBER, KNISS, MCCOWN, ROSENBAUM, SCHNEIDER, SIMITIAN, WHEELER
NOES:
ABSENT: FAZZINO
ABSTENTIONS :
ATTEST: APPROVED:
6441 Ci y Clerk O �yar
APPROVED AS TO FORM:
- (0 .
Sbnior Asst. City Attorney
Dep Ci y Manager,
Administrative Services
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961009 (.c 0031436
CITY OF PALO ALTO
COMPENSATION PLAN
Management and Confidential Personnel
and Council Appointees
•
EFFECTIVE: Pay period including July 1, 1996
through June 30, 1997
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COMPENSATION PLAN FOR THE CITY OF PALO ALTO
Management and Confidential Personnel
SECTIQN I, COMPENSATION
This section applies to all regular management and confidential positions except Council Members
and Council -appointed officers. Notwithstanding this exception, the Council may authorize Variable
Management Compensation for Council -appointed officers. Each Council -appointed officer shall be
the responsible decision -maker under this Plan for those employees in departments under his/her
control.
A. Management and Confidential Compensation Policy
The City's policy for management and confidential compensation is to establish and maintain a
general structure based on marketplace norms and internal job alignment with broad
compensation 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 compensation adjustments will be considered by the Council -appointed officer based
on (1) performance factors including achievement of predetermined objectives; (2) pay structure
adjustments; and (3) City financial conditions.
B. Basic Plan Elements
Structure. The compensation plan includes separate multi -grade structures for both
management and confidential employees. Each grade will have a control point which is used
for budgetary purposes. All management and confidential positions will be assigned an
appropriate pay grade based on salary survey data and internal relationships. All positions
assigned to a pay grade will receive compensation which is no less than 25% below the control
point and no more than 15% above the control point. Actual salary within the range is
determined by performance. The normal working range within which most actual salaries will
fall will be within + 5% of the control point.
As needed competitive marketplace studies will be made of 10-15 agencies similar to Palo Alto
in number of employees, population and services provided. These studies will focus on general
salary trends for groups of management positions such as first line supervisors, administrative,
confidential, professional and top management. Periodically, studies will more specifically
include position -by -position comparisons using marketplace and internal relationship data.
Depending on the results of these studies, the entire pay grade structure may be adjusted or
individual positions may be reassigned to different pay grades. Such adjustments will only affect
the salary administration framework. No individual salaries will be automatically changed
because of structural adjustments.
Fixed and Variable Compensation. Management compensation includes fixed bi-weekly salary
and Variable Management Compensation (VMC). Fixed bi-weekly salary is paid on a continuing
basis. Variable Management Compensation is a one-time cash award in an amount not to
COMPENSATION PLAN
MANAGEMENT AND CONFIDENTIAL PERSONNEL
AND COUNCIL -APPOINTEES
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exceed 15% of the position control point. On a fiscal year basis, the sum of both compensation
components must fall within pay grade limits of no less than 25% below the control point and no
more than 15% above the control point.
Fixed salary increases may be earned in accordance with administrative guidelines based on
growth within the position and performance which meets or exceeds position standards. In
addition, employees may earn Variable Management Compensation by meeting or exceeding
objectives established under the annual performance planning and appraisal system. Variable
Management Compensation requalification is necessary for each appraisal period.
Compensation Adjustment Authorization. Each year the City Manager will propose for Council
approval a compensation adjustment authorization incorporating the requests of each Council -
appointed officer which will include amounts sufficient to implement base pay increases and
Variable Management Compensation. The compensation adjustment authorization will be based
on the following factors: competitive market, changes in internal position relationships, and the
City's ability to pay.
Performance Planning and Appraisal. Performance planning and appraisal will be conducted
at least annually by the Council -appointed officers and department heads prior to reviewing
individual employee fixed and variable compensation. This process includes both review of
previous performance plan and preparation of the performance plan for the next planning period
(usually the fiscal year). Performance plans are jointly prepared by the employee and supervisor
with the concurrence of the department head or Council -appointed officer. The performance
plans shall contain measurable objectives which place special emphasis on position description
duties or specific assignments. Progress toward meeting objectives shall be monitored
periodically. At the conclusion of the fiscal year (or review period), supervisors shalt make a final
determination of general performance and performance plan achievement. Such determinations
and recommendations shall be forwarded to department heads or council -appointed officers who
will then determine individual fixed and variable compensation adjustments according to the
provisions of the compensation plan.
C. Management and Confidential Compensation Adjustment Authorization
1. Council -appointed officers are authorized to pay salaries in accordance with this plan to
non -Council -appointed management and confidential employees in an amount not to
exceed the aggregate of approved management and confidential positions budgeted at the
control points indicated in the attached Tables for fiscal year 1005-06 1996-97. In
addition, for fiscal year 1995-06 1996-97, Council -appointed officers in aggregate are
authorized up to 3% of the management and confidential salary and benefit budget for the
fiscal year, plus unused Variable Management Compensation funds from the previous
fiscal year to apply toward Variable Management Compensation for individual management
and confidential employees who qualify under the provisions of this Management and
Confidential Compensation Plan. -
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2. Individual management and confidential fixed and variable compensation authorized by a
Council -appointed officer under the Management and Confidential Compensation Plan may
not be less than 25% below nor more than 15% above the control point for the individual
position grades authorized in Table I of this plan.
3. The Council -appointed officers are authorized to establish such administrative rules as are
necessary to implement the Management and Confidential Salary Plan subject to the
limitations of the approved compensation adjustment authorization 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, continue the salary for such employee in an amount in excess of
the revised grade limit for a reasonable period of time. Such interim salary rates shall be
defined as "Y -rates."
SECTION II. SPECIAL COMPENSATION
This section applies to all eligible regular management and confidential positions except as otherwise
indicated. Eligibility shall be in conformance with the Merit Rules and Regulations and Administrative
Directives issued by the City Manager for the purposes of clarification and interpretation.
A. Annual Adjustment
1. Annually, each employee who holds a regular full-time appointment in the municipal
service on or before July first and continues in such status throughout the first day of Pay
Period 25 (in December) shall receive, in addition to the salary prescribed herein, a salary
adjustment equal to one percent of the employee's current annual salary; or at the
employee's option and subject to management approval, 24 hours paid leave to be used
prior 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.
2. Effective with 1997 pay period no. 01, beginning December 21, 1996, the provisions of
Section II. A. 1. will be discontinued, and base pay will be increased by 1% for
management, confidential and Council appointed personnel. No annual adjustment will
be paid after pay period no. 25 in December 1996.
B. Overtime. Working Out of Classification. and In -Lieu Holiday Pay
Compensation for overtime work, and scheduled work on paid holidays, shall be in conformance
with the Merit Rules and Regulations and Administrative Directives. Where management
employees, on a temporary basis, are assigned to perform all significant duties of a higher
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classification, the City Manager may authorize payment within the range of the higher
classification.
C. Night Shift Premium
Night shift differential shall be paid at the rate of 5% to regular full-time employees who are
regularly assigned to shift work between 6:00 p.m. and 8:00 a.m. Night shift premium will not
be paid for overtime hours worked or to Fire personnel assigned to shift duty.
D. Uniform Purchase Plan - Sworn Police and Fire Personnel
Uniforms including cleaning will be provided with replacement provisions on an as -needed basis
in conformance with department policy.
E. Group Insurance
1. Health Plan
The City shall pay all premium payments on behalf of employees and dependents who are
eligible for the employee -selected Public Employees' Medical and Hospital Care Act
(PEMHCA) optional plan.
a) Retiree Medical Provisions
1) Monthly City -paid premium contributions for a retiree -selected PEMHCA optional
plan will be made as provided under the Public Employees' Medical and Hospital
Care Act.
b) Active Employee Domestic Partners
1. Effective July 1, 1996, active employee domestic partners who meet the
requirements of the City of Palo Alto Declaration of Domestic Partnership, and are
registered with the Human Resources Department, will be eligible : for
reimbursement of the actual monthly premium cost of an individual health plan, not
to exceed the average monthly premium cost of individual coverage under the
PEMHCA health plans. Evidence of premium payment will be required with
request for reimbursement_
2. Dental Plant
a) The City shall pay covered plan charges on behalf of all eligible employees and
dependents. The maximum benefits per calendar year shall be $2,000. In addition,
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the City will provide 50% of "usual, customary and reasonable" charges up to $1500
lifetime maximum for orthodontic benefits.
b) Effective July 1, 1996, dependents will include domestic partners, as defined under
Section E. 1. b).
3. Basic Life Insurance
The City shall provide a basic life and AD & D insurance plan in an amount equal to the
employee's annual basic compensation (rounded to the next highest $1,000).
4. Long Term Disability Insurance
The City shall provide long term disability insurance with a benefit of 2/3 monthly salary to
a maximum of $6,000. Premiums for salaries between $6,000 and $9,000 per month are
paid by the employee.
5. Vision Care
a) The City shall provide vision care coverage for employee and dependents. Coverage
is equivalent to the $20 deductible Vision Services Plan A.
b) Effective July 1, 1996, dependents will include domestic partners, as defined .under
Section E. 1. b).
F. Police Department - Personnel Development Program
Pursuant to administrative rules governing eligibility and qualification, the following may be
granted to swom police personnel:
P.O.S.T. Intermediate Certificate:
5% above base salary
P.O.S.T. Advanced Certificate: 7 1/2% above base salary
G. Management Benefit Program
All City staff management and confidential employees are eligible for Sections 1, 2, 3, 4 and 5
of the Management Benefit Program. City Council Members are eligible for Section 3a only.
Specified amounts under this program will be applied on a pro rata basis for employees who are
part time or in a management or confidential pay status for less than the full fiscal year.
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1. Professional Development - Reimbursement
Reimbursement for authorized self-improvement activities may be granted each
management employee up to a maximum of $500 per fiscal year, except that unused
reimbursement allowance may be carried forward from the previous fiscal year to a
maximum allowance (current and carryover) of $1,000 per fiscal year. The following items
as defined in Policy and Procedures No. 2-7 are eligible for reimbursement:
a Civic and professional association memberships
b. Conference participation and travel expenses
c. Educational programs/tuition reimbursement. The education must maintain or improve
the employee's skills in performing his or her job, or be necessary to meet the express
requirements of the City or the requirements of applicable law. The education to
which the reimbursement relatesmust not be part of a program qualifying the
employees for another trade or business; or be necessary to meet the minimum
educational requirements for qualification for employment. Permissible educational
expenses are refresher courses, courses dealing with current developments,
academic or vocational courses, computer software and hardware to a maximum of
$500 per fiscal year related to such courses, as well as the travel expenses associated
with the courses.
d. Professional and trade journal subscriptions.
e. Physician -prescribed personal health program as indicated under 3b of this section.
2. Professional Development Leave
Authorized paid leaves of absence for up to one year will be granted in accordance with
the following requirements:
a. Eligibility is subject to a minimum City service requirement of five years.
b. Compensation during the Professional Development Leave shall not exceed 50%
salary and full benefits.
c. When granted a Professional Development Leave shall require an employee
commitment of at least two -years' service following return from the Leave. To the
extent the full two-year commitment is not fulfilled, the employee shall re -pay the City
a pro rata amount of the salary paid during the Leave based on the percentage of the
two-year commitment not fulfilled.
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d. The Professional Development Leave program shall relate to the employee's job
assignment.
e. An employee's job assignment activity shall be adequately covered during his/her
absence with emphasis on the development of subordinates.
f. The leave of absence period shall be adequately coordinated with departmental
priorities and workload.
Professional Development Leaves shall be based on internship exchanges, and/or
loaned executive arrangements; scholastic and/or authorship programs; or educational
travel -study plans.
Leave of absence schedules will be apportioned among all levels of management and
confidential employees and will be based on an evaluation of each employee's
performance record. Each paid sabbatical leave will be limited to a maximum of one year
and not more than two employees being on leave simultaneously. Sabbatical leaves must
be cleared in advance and approved by a Council -appointed officer for his/her
subordinates. Professional Development Leaves granted in excess of 30 days shall be
noticed to the Council.
3. Personal Health Program - Physical Fitness
a. All management and confidential employees will -receive are eligible to receive periodic
physical examinations in accordance with
administrative procedures.
b. Subject to Internal Revenue Service regulations and with the written prescription of a
medical doctor, an employee may be reimbursed for a personal health program as
treatment for a diagnosed injury or illness. This activity will be reimbursed under
G.1(e) above.
4. Excess Benefit Reimbursement
Reimbursement for approved excess benefit expenses will be granted up to a maximum
of $2,000 per fiscal year each for management and confidential employees and shall
include the following benefit items:
a. Life insurance premiums for City -sponsored plans, subject to federal and state tax
limitations.
b. Excess medical/dental expenses for employee and dependents which are not covered
by existing City -sponsored plans.
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c. Excess professional development items wfiich are otherwise approved, to the extent
they are not paid or reimbursed under any other plan of the City.
d. :Dependent
care expenses under the City's Dependent Care Assistance Program ("DCAP*),
subject to the following limits: Dependent care expenses will be reimbursed only to the
extent that the amount of such expenses reimbursed under this Management Benefit
Program, when added to the amount (if any) of annual dependent care expenses that
the participant has elected under the City's Flexible Benefits Plan, do not exceed the
maximum permitted under the DCAP.
1) The annual amount submitted for reimbursement cannot exceed the income of the
lower -paid spouse.
2) The expenses must be employment -related expenses for the care of one or more
dependents who are under 13 years of age and entitled' to a dependent deduction
under Internal Revenue Code section 151(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 all state and local laws and must provide care for more than six individuals
(other than a resident of the facility).
5) Dependent care expenses not submitted under this section are eligible under the
City Dependent Care Assistance Plan (DCAP). However, the maximum amount
reimbursed under DCAP will be reduced by any amount reimbursed under the
Excess Benefit Plan.
If the full excess benefit reimbursement is not used during the fiscal year, the difference
between the amount used and the maximum (or pro rate maximum) may be applied at the
employee's option to deferred compensation under the City Plan(s).
Notwithstanding the foregoing, no expense shall be reimbursed under this Excess Benefit
Reimbursement program unless the payment of such reimbursement will be nontaxable
to the recipient under the applicable income tax laws, as they may be in effect from time
to time.
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5. Management Annual Leave
At the beginning of each fiscal year regular management and confidential employees will
be credited with 40 48 hours of annual leave which may be taken as paid time off, added
to vacation accrual (subject to vacation accrual limitations), taken as cash or taken as
deferred compensation. When time off is taken under this provision, 10 -hour shift workers
will receive one shift off for each 8 hours charged; 24 -hour shift workers will receive one-
hatf shift off for each 8 hours charged. Entitlement under this provision will be reduced on
a prorated 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.
H. 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 $300
per month in lieu thereof.
1. Commute Incentives and Parking
Employees who qualify may voluntarily elect one of the following commute incentives:
Civic Center Parking. Employees assigned to Civic Center and adjacent work locations.
The City will provide a Civic Center Garage parking permit. New employees hired after
July 1, 1994 may initially receive a parking permit for another downtown lot, subject to the
availability of space at the Civic Center Garage.
Public Transit. The City will provide monthly Commuter Checks worth the value to $20.
These vouchers may be used toward the purchase of a monthly transit pass.
Carpool. The City will provide carpool vouchers worth the value of $20 per month to each
eligible employee in a carpool with two or more people. These vouchers may be used a
designated service stations toward the purchase of fuel and other vehicle -related
expenses.
Bicycle. The City will provide bicycle vouchers worth the value of $20 per month to eligible
employees who ride a bicycle to work. These vouchers may be used at designated bicycle
shops for related bicycle equipment and expenses.
Walk. The City will provide walker vouchers worth the value of $20 per month to eligible
employees who walk to work. These vouchers may be used at designated stores for
expenses related to walking such as footwear and related accessories.
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J. Expen§e Allowance
Mayor
Vice Mayor
Per Pay Period Per Month (Approx.1
$69.23 $150.00
$46.15 $100.00
REIMBURSEMENT FOR RELOCATION EXPENSE
Policy Statement
The City of Palo Alto will provide a Basic Relocation Benefits Package for all new management
employees. In addition, upon the approval of the City Manager or designated subordinate,
Relocation Benefits will be available 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 or designee, or for Council -appointed officers, the City Council.
Procedure
Qualifications
In order to qualify for relocation benefits, the following conditions must be met:
1. Actual relocation, or contracts designed to establish a fixed domicile, shall occur within
one year of the initial date of employment.
2. Existing employees promoted to a covered position are not eligible.
3. Recold-keeping requirements will parallel those required for expense reimbursement for
travel, conferences and meetings.
4. Provision of Optional Benefits is contingent upon completion of a minimum of two years'
City employment unless a longer term is specified. Provision of Additional Relocation
Benefits for Council -Appointed Officers. Assistant City Manager and Department Heads
is contingent upon completion of a minimum of five years' City employment. Failure to
complete the minimum term will require repayment of those benefits on a pro -rata basis
computed on the actual time of City service. Acceptance of relocation benefits by an
employee does not constitute a commitment by the City to any minimum term of
employment.
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Basic Package
1. Professional Relocation Counseling - An agency designated by the City will provide
relocation information and counselling to the employee. Information to be provided
includes items such as a personalized cost -of -living analysis, home and rental locations,
transportation, weather patterns, schools, recreation, etc.
2. En Route Expenses - Direct common carrier transportation will be provided in full for all
family members. Automobile expenses are limited to two vehicles at the established City
rate with a minimum of 350 miles per day to be traveled. Per diem is allowed at.
established City rates for employee and spouse/mate and at 50 percent of the employee
rate for dependents. Travel days allowed are limited to the actual mileage divided by 350
miles per day. Lodging is reimbursed in full on an actual and reasonable basis for all family
members.
3. Household Goods Shipment - Full costs will be paid for the shipment of all personal items
normally considered "Household Goods." Items excluded include recreational vehicles,
firewood, building materials, sand, boats, airplanes, and perishable items such as food or
plants. Shipment of up to two automobiles is permitted. Storage of household goods will
be provided for 30 days.
Optional Benefits
1. Sale and Purchase Costs - The City will reimburse costs that arise in the sale and/or
purchase of residences including:
a. Real estate commissions on the sale of the former residence up to six (6) percent of
the sales price.
b. The employee's portion of non -recurring closing costs on both sale and purchase of
residences limited to the following:
Title Insurance Policy and Escrow Fees
Loan and Assumption Fees
Private Mortgage Insurance
City and County Transfer Taxes
Tax Service, Notary and Recording Fees
Credit and Appraisal Reports
Property Survey Fees
Inspection Fees
c. "Points" on purchase of residence are specifically excluded.
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2. Miscellaneous Expense - The City will reimburse miscellaneous expenses associated with
the relocation. The amount shall not exceed $2,000.
3. Temporary Living Expense - Up to thirty (30) days' temporary living expenses will be
available under the following guidelines:
a. Lodging - 100 percent of actual and reasonable costs for all family members.
b. Per Diem - 100 percent of the established City rates for employee and spouse/mate,
and 50 percent of the established City rate for dependents for the first 15 days; 50
percent of the established City rate for employee and spouse/mate, and 25 percent
of the established City rate for dependents over the last 15 days.
c. Car Rental - Up to 30 days for a single vehicle is available until such time as the
employee's personal vehicle becomes available.
4. House Hunting Expense - The City will reimburse expenses for one house hunting 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 common carrier rates or the established City
rate for automobile use. Lodging 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.
5. Expenses for Renters - The City may reimburse the following expenses for employees
moving from or into rental housing:
a. Costs arising from the need to break an existing lease up to a total payment of three
times the current monthly rental rate.
The first and last month's rent to a maximum of $3,500 on a Palo Alto area rental
accommodation.
Additional Relocation Benefits for Councii-Appointed Officers. Assistant City Manager and Department
Heads
As part of an employment offer, additional relocation benefits may be authorized by the City Council
for Council -appointed officers or the City Manager, Assistant City Manager or department heads. If
consideration for additional benefits is requested by a final candidate, the City will provide the
candidate through an agency designated by the City, a pre -hire relocation assistance analysis. This
analysis will include: An assessment of the value of the home in the existing location and an estimate
of the proceeds that the candidate will realize from the sale, an analysis and recommendations of the
new home purchase or rental, loan assistance options and their cost to the City, and area counseling
as provided for in Item 4. of the Basic Package. Once this analysis is complete, the appointing
authority will design a relocation assistance package based upon the individual's needs and
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circumstances, and the recommendations from the Pre -Hire Analysis. The program may consist of
any of the elements from the Basic Package and/or the Optional Benefits as well as those described
below. All direct City loans are subject to City Council authorization.
1. Marketing Management Program - If mutually agreed upon by both parties, the new
CAO/Assistant City Manager/department head may work with an agency designated by the City
to market his/her home in the old location through a "Marketing Management Program". The
purpose of this program is to provide the City and the new official with a realistic projection of
the funds that will be available for housing in the new location and to expedite the sale of the
house in the old location.
2. Direct City Loans - The City may extend mortgage loans to new CAO/Assistant City
Manager/department heads as part of a relocation assistance package. The two loan options
are:
a. Adjustable Rate Mortgage - This loan may be secured by a first or second deed of trust
and may be fully amortized or for interest only. The interest rate will be set at 1/4 percent
above the City's earning rate on its investment portfolio and will be adjusted annually. The
term of the loan will be set by the City Council for a period not to exceed 15 years, but will
be due and payable within six months of termination of employment for whatever reason.
b. Shared Appreciation Loan - This loan may be secured by a first or second deed of trust
and may be fully amortized or for interest only. The interest rate is set at five (5) percent.
Additionally, the CAO/Assistant City Manager/department head is required to pay deferred
interest equal to a portion of the future appreciation. That portion is determined by the
proportion of the original City loan to the original house price. For example, if the City
provided a loan amounting to 40 percent of the value of the home purchased, the
employee would be required to pay 40 percent of net appreciation, if any, as deferred
interest on the loan (net appreciation means appreciation after selling costs are deducted
from sales price). The term of the loan will be set by the City Council for a period not to
exceed 15 years, but will be due and payable within six months of termination of
employment for whatever reason.
Location of Property - To qualify for a Direct City Loan, the home being purchased must
be located within a twenty -mile radius of the Civic Center, excluding property west of
Skyline Boulevard (Highway 35).
Loan Limits - Direct City Loans cannot exceed four times the annual salary of the
lendee/employee.
3. Short Term Interest Buy -Down - The City may pay a portion of the interest for the first three
years on a loan obtained by the CAO/Assistant City Manager/department head from a
commercial lender. The City's portion of this "buy -down" is greatest in the first year and declines
by 50 percent the second and third year with the Iendee paying the full interest rate on the loan
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beginning with the fourth year. The "buy -down" for the first year will be 2 percent, unless
otherwise determined by City Council.
4. Additional Purchase Costs - For CAO/Assistant City Manager/ department heads only, "points"
on the purchase of a new residence are eligible for inclusion in this program.
5. Rental Subsidy - If it is determined that by choice, or tor whatever reason, the new
CAO/Assistant City Manager/ department head will be a long-term renter, the City may provide
rental subsidies up to a maximum of $500/month for 48 months.
Reauiations 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 and minimize costs to the City.
This will include the determination of whether direct City payments, advance of funds or
employee reimbursement is most appropriate for a given program element or employee.
2. The City Manager, or designated subordinate, will determine the appropriateness of inclusion
of specific items for reimbursement under this program.
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 transportation or
forwarding of household belongings, i.e. uninsured losses during transit, entertainment
expenses, etc.
4. Budgeting of ail relocation expenses will occur in the Human Resources and Utilities
Departments.
5. Upon approval of the City Manager, provision of benefits under the section House Hunting
Expenses and Professional Relocation Counselling may be provided before an employee
formally accepts an offer of employment with the City.
L. Retirement
1. The City shall pay the mandatory seven percent (7%) employee Public Employees'
Retirement System (PERS) contribution. Such employer paid contributions shall be paid
by the City in lieu of employee contributions notwithstanding the fact that such employer
payment of contributions may be designated as employee contributions for purposes of
PERS. This provision shall apply to Council -appointed officers and all regular
•
COMPENSATION PLAN
MANAGEMENT AND CONFIDENTIAL PERSONNEL
AND COUNCIL -APPOINTEES
Page 15
management and confidential employees, except that for sworn police and fire
management employees the City shall pay the mandatory nine percent (9%) of the
employee's PERS contribution.
2. Notwithstanding subsection 1. above, upon filing a notice of retirement, the 7% City -paid
PERS contribution (9% for sworn police and fire management personnel) will be converted
to a salary adjustment of equal amount on a one-time irrevocable basis for the final twelve
months immediately prior to retirement. Employee PERS contributions shall be made on
a tax deferred basis, in accordance with Section 414(h)(2) of the Internal Revenue Code.
All provisions of this subsection are subject to and conditioned upon compliance with IRS
regulations.
M. Sick Leave Conversion
Management employees hired on or before December 1, 1983 who have 15 or more years of
continuous service, 600 or more hours of accumulated unused sick leave and otherwise qualify
under Sections 604 and 609 of the Merit System Rules and Regulations, may convert sick 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.
N. Meal Allowance
Management employees assigned to attend night meetings are eligible to receive
reimbursement for actual expenses up to the dinner rate limit established in Policy and
Procedures 1-2 for out-of-town meetings. This provision covers only receipted meals actually
taken.
O. Vacation
Vacation will be accrued when an employee is in pay status and will be credited on a bi-weekly
basis. Such accrual and credit may not exceed three times the annual rate of accrual. Each
eligible employee shall accrue vacation at the following rate for continuous service performed
in pay status:
(a) Less than four years. For employees completing less than four years continuous service:
two calendar weeks vacation leave per year.
(b) Four, but less than nine years. For employees completing four, but not more than nine
years continuous service: three calendar weeks vacation per year.
(c) Nine. but less than fourteen years. For employees completing nine, but not more than
fourteen years continuous service; 160 hours vacation per year.
•
COMPENSATION PLAN
MANAGEMENT AND CONFIDENTIAL PERSONNEL
AND COUNCIL -APPOINTEES
Page 16
(d) Fourteen. but less than nineteen years. For employees completing fourteen, but not more
than nineteen years continuous service; 180 hours vacation leave per year.
(e) Nineteen or more years. For employees completing nineteen or more years continuous
service; 200 hours vacation leave per year,
CITY OF PALO ALTO COMPENSATION PLAN,
EFFECTIVE
MANAGEMENT PERSONNEL
CLASS
NUM TITLE
159 ADM COMMUNITY SVCS
157 ADM HUMAN RES
123 ADM HUMAN SVCS
059 ADM POLICE
171 ADM PUBLIC WORKS
054 ADM UTILITIES
104 ADM ZONING
070 ADMIN SECRETARY/CM
115 ASST BUILD OFFICIAL
094 ASST CHIEF POLICE
132 ASST CHIEF POLICE -AD
051 ASST CHIEF POLICE -IN
108 ASST CITY ATTY
109 ASST CITY CLERK
107 ASST CITY MANAGER
143 ASST DIR PUBLIC WRKS
170 ASST DIR UT/ADM SVCS
119 ASST DIR UT/ENG/OPN
065 ASST DIR UT/RES MGMT
073 ASST DIRECTOR ADM SV
111 ASST FIRE CHIEF
168 ASST FLEET MGR
102 ASST MGR WQCP
•
JULY 1, 1996
GRADE CONTROL APPROX APPROX APPROX
CODE POINT ANNUAL BI -WKLY • HRLY
40 5,070 60,840 2,340.00 29.25
43 4,700 56,409 2,169,60 27.12
37 5,470 65,644 2.524.80 31.56
40 5,070 60,840 2,340,00 29.25
40 5,070 60,840 2,340.00 29.25
40 5,070 60,840 2,340.00 29.25
33 6,052 72,633 2,793.60 34.92
46 4,350 52,208 2,008.00 25.10
33 6,052 72,633 2,793.60 34,92
24 7,598 91,187 3,507.20 43.84
21 8,200 98,404 3,784.80 47.31
22 8,001 96,012 3,692.80 46.16
29 6,697 80,371 3,091.20 38.64
45 4,465 53,580 2,060.80 25.76
14 9,762 117,145 4,505.60 56.32
23 7,796 93,558 3,598.40 44.98
24 7,598 91,187 3,507 20 43.84
19 8,623 103,480 3,980.00 49.75
20 8,401 100,817 3,877.60 48.47
25 7,413 88,961 3,421.60 42.77
25 7,413 88,961 3,421.60 42.77
43 4,700 56,409 2,169.60 27.12
34 5,905 70,865 2,725.60 34.07
CITY OF PALO ALTO COMPENSATION PLAN,
EFFECTIVE JULY 1, 1996
MANAGEMENT PERSONNEL
CLASS 4 .GRADE CONTROL APPROX APPROX APPROX
NUM TITLE CODE POINT ANNUAL BI -WKLY HRLY
088 ASST PLANNING OFF 33 6,052 72,633 2,793.60 34.92
106 ASST TO CITY MGR 35 5,752 69,035 2,655.20 33 .19
100 AUDITOR 47 4,248 50,980 1,960 .80 24.51
116 BATTALION CHIEF 30 6,538 78,457 3,017 60 37 .72
118 CHIEF BLD OFFICIAL 27 7,049 84,593 3,253.60 40.67
066 CHIEF OFF-EMERG OPNS 36 5,612 67,350 2,590.40 32.38
112 CHIEF PLG OFFICIAL 28 6,879 82,555 3,175.20 39.69
082 CHIEF TRANSP OFF 27 7,049 84,593 3,253 .60 40.67
040 CITY TRAFFIC ENGR 31 6,368 76,419 2,939 .20 36 .74
125 CLAIMS INV/PARALEGAL 46 4,350 52,208 2,008.00 25.10
089 CONTRACTS ADM 39 5,200 62,4C0 2,400.00 30.00
153 COORD CHILD CARE 45 4,465 53,580 2,060.80 25.76
195 COORD COMM 34 5,905 70,865 2,725.60 34 .07
041 COORD ENVIRON PROTEC 34 5,905 70,865 2,725.60 34 .07
186 COORD LIB CIRC 48 4,139 49,670 1,910.40 23.88
136 COORD PUB WKS PROJ 47 4,248 50,980 1,960.80 24.51
084 COORD UTIL MKT SVCS 38 5,331 63,980 2,460.80 30.76
061 COORD UTILITY PROJ 43 4,700 56,409 2,169.60 27 .12
071 DEPUTY CITY CLERK 51 3,835 46,030 1,770.40 22.13
055 DEPUTY CITY MGR 16 9,292 111,508 4,288.80 53.61
075 DEPUTY DIR PW OPRNS 27 7,049 84,593 3,253.60 40.67
060 DEPUTY FIRE CHIEF 26 7,228 86,715 3,335.20 41 .69
081 DIR ADM SVCS 16 9,292 111,508 4,288.80 53.61
CITY OF PALO ALTO COMPENSATION PLAN-
!
EFFECTIVE JULY 1, 1996
MANAGEMENT PERSONNEL
CLASS , GRADE CONTROL APPROX APPROX APPROX
NUM TITLE CODE POINT ANNUAL BI -WKLY HRLY
126 DIR ARTS & CULTURE 29 6,697 80,371 3,091.20 38.64
072 DIR COMM SVCS 20 8,401 100,817 3,877 .60 48.47
133 DIR HUMAN RESOURCES 20 8,401 100,817 3,877,60 48.47
131 DIR LIBRARIES 24 7,598 91,187 3,507 .20 43.84
194 DIR PARKS & GOLF CRS 27 7,049 84,593 3,253 .60 40 .67
134 DIR PLAN/COMM ENVIR 18 8,838 106,059 4,079,20 50.99
135 DIR PW/CITY ENGR 16 9,292 11],508 4,288.80 53.61
137 DIR REC & OPEN SPC 27 7,049 84,593 3,253.60 40 .67
121 DIR UTILITIES 09 11,046 132.558 5,098.40 63 .73
067 EMS COORD 40 5,070 60,840 2,340 .00 29.25
129 ENGR MGR - ELECTRIC 23 7,796 93,558 3,598.40 44 .98
120 ENGR MGR - WGW 23 7,796 93,558 3,598.40 44.98
138 EXECUTIVE ASSISTANT 43 4,700 56.409 2,169.60 27.12
098 FIN SYST ANALYST 39 5.200 62,400 2.400 .00 30.00
046 FINANCIAL ANALYST 46 4,350 52,208 2,008.00 25.10
139 FIRE CHIEF 19 8.623 103,480 3,980 .00 49.75
191 FIRE MARSHAL 29 6,697 80',371 3,091 .20 38.64
127 FLEET MANAGER 36 5,612 67,350 2,590.40 32.38
101 HUMAN RESOURCES REP 40 5,070 60,840 2,340.00 29.25
069 LEGAL ASSISTANT 49 4,035 48,422 1,862.40 23 .28
080 MANAGEMENT ASSISTANT 51 3,835 46,030 1,770.40 22.13
086 MANAGING ARBORIST 42 4,825 57,907 2,227.20 27.84
079 MGR ACCOUNTING 32 6,207 74,484 2,864.80 35.81
CITY OF PALO ALTO COMPENSATION PLAN.
EFFECTIVE JULY 1, 1996
MANAGEMENT PERSONNEL
CLASS * GRADE' CONTROL APPROX APPROX APPROX
NUM TITLE CODE POINT ANNUAL BI -WKLY HRLY
049 MGR BUDGET 31 6,368 76,419 2,939.20 36.74
164 MGR COMM OPER 39 5,200 62,400 2,400.00 30.00
145 MGR COMP OPER & APPL 31 6,368 76,419 2,939 .20 36 .74
142 MGR COMPETITIVE ASSE 29 6,697 80,371 3,091 .20 38,64
141 MGR CULTURAL CENTER 45 4,465 53,580 2,060.80 25.76
140 MGR DATA COMM & TELE 41 4,945 59,342 2,282.40 28.53
063 MGR ECONOMIC RES 28 6,879 82,555 3,175.20 39 .69
185 MGR ELECTRIC OPRNS 27 7,049 84,593 3,253.60 40 .67
044 MGR EMP BENEFITS 35 5,752 69,035 2,655,20 33.19
045 MGR EMP REL & CMP 35 5,752 69,035 2,655.20 33.19
167 MGR EMPLOYMENT 35 5,752 69,035 2,655.20 33 .19
093 MGR ENV CONTROL PROG 39 5,200 62,400 2,400.00 30.00
039 MGR ENVRN COMPLIANCE 24 7,598 91,187 3,507.20 43 .84
105 MGR FAC MAINT & PROJ 32 6,207 74,484 2,864.80 35 .81
151 MGR HUMAN RES & DEV 35 5,752 69,035 2,655.20 33.19
128 MGR INFO TECH 27 7,049 84,593 3,253 ,60 40 .67
057 MGR INV DEBT & PROJ 31 6,368 76,419 2,939.20 36 .74
158 MGR LAB SERVICES 34 5,905 70,865 2,725.60 34 .07
175 MGR MAIN LIB SVCS 39 5,200 62,400 2,400.00 30.00
091 MGR POLICE COMP SYS 42 4,825 57,907 2,227,20 27.84
095 MGR PUR & CNTR ADMIN 32 6,207 74,484 2,864.80 35.81
103 MGR REAL PROPERTY 31 6,368 76,419 2,939.20 36.74
160 MGR SOLID WASTE 39 5,200 62,400 2,400.00 30.00
CITY OF PALO ALTO COMPENSATION PLAN.
EFFECTIVE JULY 1, 1996
MANAGEMENT PERSONNEL
CLASS •
GRADE CONTROL APPROX APPROX APPROX
NUM TITLE CODE POINT ANNUAL BI -WKLY HRLY
122 MGR SUPPLY RES 23 7,796 93,558 3,598.40 44.98
110 MGR TECH SUPPORT 35 5,752 69,035 2,555.20 33.19
150 MGR UTIL MKT SVCS 34 5,905 70,865 2,725.60 34.07
156 MGR UTIL OPRNS WGW 29 6,697 80,371 3,091.20 38.64
068 MGR UTILITY RATES 32 6,207 74,484 2,864.80 35.81
178 MGR WQC PLANT 24 7,598 91,187 3,507.20 43.84
163 PARKING EXAMINER 46 4,350 52,208 2,008.00 25.10
092 POLICE CAPTAIN 28 6,879 82,555 3,175.20 39.69
147 POLICE CAPTAIN-ADV 25 7,413 88,961 3,421.60 42.77
052 POLICE CAPTAIN-INT 26 7,226 86,715 3,335.20 41.69
096 POLICE CHIEF 20 8,401 100,817 3,877.60 48.47
148 POLICE CHIEF-ADV 17 9,061 108,742 4,182.40 52.28
050 POLICE CHIEF-INT 18 8,838 106,059 4,079,20 50.99
090 POLICE LIEUT 34 5,905 70,865 2,725.60 34.07
149 POLICE LIEUT-ADV 31 6,368 76,419 2,939.20 36.74
053 POLICE LIEUT-INT 32 6,207 74,484 2,864.80 35,81
038 PUBLIC COMMUN OFF 45 4,485 53,580 2,060.80 25.76
198 RISK MANAGER 35 5,752 69,035 2,655.20 33.19
074 SAFETY OFFICER 43 4,700 56,409 2,169.60 27.12
117 SR ACCOUNTANT 39 5,200 62,400 2,400.00 30.00
152 SR ASST CITY ATTY 23 7,796 93,558 3,598.40 44.98
130 SR AUDITOR 39 5,200 82,400 2,400,00 30.00
193 SR BUYER 46 4,350 52,208 2,008.00 25.10
CITY OF PALO ALTO COMPENSAT/ON PLAN.
EFFECTIVE JULY 1. 1996
MANAGEMENT PERSONNEL
CLASS ` GRADE CONTROL APPROX APPROX APPROX
NUM TITLE CODE POINT ANNUAL BI -WKLY HRLY
187 SR ENGINEER 31 6,368 76,419 2,939,20 38.74
199 SR FINANCIAL ANLYST 39 5,200 62,400 2,400.00 30.00
188 SR POWER ENGINEER 29 6,697 80,371 3,091,20 38.64
064 SR RESOURCE PLANNER 29 6,697 80,371 3,091.20 38.64
190 STAFF ACCOUNTANT 47 4,248 50,980 1,960.80 24.51
155 SUPT ANIMAL SERVICES 40 5,070 60,840 2,340,00 29.25
183 SUPT GOLF COURSE 38 5,331 63,980 2,460.80 30.76
172 SUPT OPEN SPCE & SCI 35 5,752 69,035 2,655.20 33.19
173 SUPT PARKS 38 5,331 63,980 2,460.80 30.76
165 SUPT PW OPNS 38 5,331 63,980 2,460.80 30.76
144 SUPT RECREATION 35 5,752 69,035 2,655.20 33.19
043 SUPV ANIMAL SVCS 50 3,934 47,216 1,816.00 22.70
08!i SUPV BLDG INSPECTION 39 5,200 62,400 2,400.00 30.00
162 SUPV BLDG SERVICES 49 4,035 48,422 1,862,40 23.28
091 SUPV DATA PROC 36 5,612 67,350 2,590.40 32.38
047 SUPV ELECT OPNS PROG 39 5,200 62,400 2,400.00 30.00
114 SUPV ELECT SYSTEMS 33 6,052 72,633 2,793.60 34.92
161 SUPV FACIL MGT 42 4,825 57,907 2,227.20 27,84
077 SUPV FACILITY PROJ 44 4,581 54,974 2,114.40 26.43
113 SUPV INSP/SURV PW 42 4,825 57,907 2,227,20 27.84
169 SUPV JR MUSEUM 45 4,465 53,580 2,060.80 25.76
078 SUPV LIBRARIAN 43 4,700 56,409 2,169.60 27,12
154 SUPV PARKS 42 4,825 57,907 2,227.20 27.84
•
•
CITY OF PALO ALTO COMPENSATION PLAN'
EFFECTIVE JULY 1, 1996
MANAGEMENT PERSONNEL
•
CLASS GRADE CONTROL APPROX APPROX APPROX
NUM TITLE CODE POINT ANNUAL BI -WKLY HRLY
166 SUPV POLICE SERVICE 43 4,700 56,409 2,169.60 27.12
174 SUPV PUBLIC WORKS 42 4,825 57,907 2,227.20 27.84
058 SUPV REC PROG 45 4,465 53,580 2,060.80 25.76
062 SUPV RECYCLING PROG 51 3,835 46,030 1,770.40 22.13
124 SUPV REPRO & MAIL 51 3,835 46;030 . 1,770.40 22.13
176 SUPV REVENUE COLL 47 4,248 50,980 1,960.80 24.51
197 SUPV SHOP &FIELD WGW 37 5,470 65,644 2,524.80 31.56
177 SUPV THEATRE PROGMS 43 4,700 56,409 2,169.60 27.12
087 SUPV UTIL COMP SVCS 36 5,612 67,350 2,590.40 32.38
179 SUPV UTIL CUS SVC CN 47 4,248 50,980 1,960.80 24.51
042 SUPV UTIL MTR RD&FLD 43 4,700 56,409 2,169.60 27.12
182 SUPV WATER TRANS 37 5,470 65,644 2,524.80 31.56
180 SUPV WGW 37 5,470 65,644 2,524.80 31.56
181 SUPV WCC OPER 40 5,070 60,840 2,340.00 29.25
189 SUPV WTR MTR/CRS CON 43 4,700 56,409 2,169.60 27.12
056 SYSTEMS ANALYST 39 5,200 62,400 2,400.00 30.00
184 VETERINARIAN 33 6,052 72,633 2,793.60 34.92
146 WAREHOUSE SUPV 50 3,934 47,216 1,816.00 22.70
CITY OF PALO ALTO COMPENSATION PLAN
EFFECTIVE 'JULY 1, 1996
CONFIDENTIAL PERSONNEL
CLASS GRADE CONTROL APPROX APPROX APPROX
NUM TITLE CODE POINT ANNUAL BI -WKLY HRLY
904 EXEC SECRETARY-CONF 83 3,510 42,120 1,620.00 20.25
905 HUMAN RSRCE ASST CNF 84 3,095 37,148 1,428.80 17.86
903 LEGAL SEC-CONF 82 3,681 44,179 1,699.20 21.24
•
• •