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HomeMy WebLinkAboutRESO7628• • RESOLUTION NO. 7628 RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO ADOPTING A COMPENSATION PLAN FOR HOURLY PERSONNEL AND RESCINDING RESOLUTION NO. 7532 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 hourly personnel effective retroactive to the pay period including July 1, 1996. 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 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 Resolution No. 7532 is hereby rescinded. // // // // // // // 1/ // // // // // 1 961009 1mbc 0031437 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, ;4CCOWN, ROSENBAUM, SCHNEIDER, SIMITIAN, WHEELER NOES: ABSENT: FAZZINO ABSTENTIONS: ATTEST: APPROVED: ity Clerk APPROVED AS TO FORM: 'Senior Asst. City Attorney or Direct.; .t uman esources rk Deput.• ity Manager Administrative Services 2 961009 lac 0031437 CITY OF PALO ALTO COMPENSATION PLAN Hourly Employees Effective: Pay period including July 1, 1996 through June 30, 1997 • • 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 classification 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 111. 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. Pai.d Leaves Hourly employees are not eligible for any paid leaves. C. Overtime Pay 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. COMPENSATION PLAN - Hourly Employees Page 2 SECTION IV, TERM OF EMPLOYMENT The employment term for all hourly employees shall be limited to less than 1000 hours during any fiscal year. 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 Leaders 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. 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 period is limited to two (2), regardless of total number of hours accumulated. C. Exceptional Leadership Ability and Job Performance 1. 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. D. Employment Records 1. Employment records for hourly employees are audited annually on or about January first; those who have not worked during the preceding calendar year are considered as terminated. COMPENSATION PLAN - Hourly Employees Page 3 HOURLY CLASSIFICATION DEFINITIONS ADMINISTRATIVE. PROFESSIONAL AND MANAGERIAL Management Specialist: Professional I: Professional II: Administrative Asst I: Administrative Asst II: Coordinator Aide: CLERICAL Clerk l: Clerk II: Library Page: • May perform work associated or equal in complexity 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 requiring specialized knowledge in a professional field of endeavor. This level normally requires a college education sonic 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 a college student or graduate with a minimum of work experiences; generally an entry level position. 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 of independent judgment. 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, shelves books and performs other related library duties of a simple nature. Requires no previous experience. (Usually high school students.) COMPENSATION PLAN - Hourly Employees Page 4 MAINTENANCE AND CRAFTS Skilled Laborer: Laborer 1: 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. Lalzorer II: Performs routine maintenance utilizing hand tools. Requires the physical ability to perform tasks utilizing dexterity. Laborer ili: TECHNICAL Technician 1: Technician 11: Position for individual who has had some exposure to outdoor maintenance. Duties are of 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 Tess advanced technical work than that of the Technician I class. Normally requires some specialized skills such as drafting, electronics, building maintenance, crafts, etc. Technical Asst 1: Performs entry level technical skills requiring the ability to master the use of specialized tools and techniques. Technical Asst iI A trainee position to gain experience and exposure in the technical function normally associated with Social Services and the Arts. RECREATION Recreatign Leaders . Recreation Trainee: . Recreation Leader I: Individuals involved in a department training program. Individuals with less than 500 hours of recreation leadership experience. s COMPENSATION PLAN - Hourly Employees Page 5 . Recreation Leader 11: Individuals with more than 500 hours of leadership experience. Recreation Leader III: Individuals with 1000 hours leadership experience who organize and/or instruct class -type programs. Aquatics SQeciaiis . Lifeguard: Individuals with up to two years of experience supervising swimming activities. Water Safety instructor individuals with more than two years of experience supervising swimming activities. . Assistant Pool Individuals who assist in developing and organizing Manager swimming programs. . Pool Manager Individuals who plan and coordinate swimming programs. DEFINITIONS: Leadership: 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. Non -Leadership: Defined as facility attendant (i.e., parks, fields, gyms), facility maintenance, office work, cashier (exception, Rinconada Pool). POLICE RESERVES Police Reserve 1: Reserve officer who has received requisite level of training to operate in a solo capacity. . Police Reserve f: Reserve officer who must be accompanied by a regular sworn officer or a Police Reserve 1 in performance of duties. CITY OF PALO ALTO COMPENSATION PLAN HOURLY PERSONNEL EFFECTIVE PAY PERIOD INCLUDING JULY 1, 1996 CLASS TITLE NUM . • 907 ADMTN ASSISTANT I 908 ADMTN ASSISTANT II 958 ASST POOL MANAGER 911 CLERK I 912 CLERK II 909 COORDINATOR AIDE 927 LABORER I 928 LABORER II 929 LABORER III 914 LIBRARY PAGE 956 LIFEGUARD 972 MANAGEMENT SPEC 980 POLICE RESERVE I 981 POLICE RESERVE II 959 POOL MANAGER 971 PROFESSIONAL I 970 PROFESSIONAL II 945 RECREATION LEADER I 946 RECREATION LEADER II 947 RECREATION LEADR III 944 RECREATION TRAINEE 926 SKILLED LABORER 933 TECHNICAL ASST I HOUR L Y (1) (2) (3) (4) (5) 13 .98 14.78 15 .63 16,52 17.47 9.91 10.49 11.08 11.72 12 .39 9.07 9.59 10.15 10.72 11,34 13.37 14.14 14.96 15,81 16.72 10.09 10.67 11.29 11.94 12.62 8.20 8.67 9.17 9 .69 10.25 10 .69 11.31 11.96 12.65 13.37 9.66 10 .22 10.80 11 .42 12 .08 8 .89 9.40 9 .94 10.51 11.11 6.19 6.54 6,92 7.31 7.74 6.46 6.83 7.22 7.63 8.08 to be determined 13.39 9.79 10. 69 11.31 11.96 12,65 13.37 17.00 17. 97 19. 00 20.10 21 .25 11.08 11.72 12. 39 13.10 13,85 5.99 6.34 6.71 7.09 7.50 7 52 7. 95 8.42 8. 89 9.40 9.96 10.54 11,13 11.77 12. 45 5. 69 6.02 6.36 6.73 7. 11 11. 92 12. 60 13.32 14.09 14. 89 9. 91 10.49 11.08 11. 72 12.39 CITY OF PALO ALTO COMPENSATION PLAN HOURLY PERSONNEL EFFECTIVE PAY PERIOD INCLUDING JULY 1, 1996 NUM TITLE' A HOUR L Y 11) 12) (3) (4) (5) 934 TECHNICAL ASST II 5 .51 5.83 6.16 6 .52 6.89 931 TECHNICIAN I 14.77 15.63 16 .52 17.47 18.47 932 TECHNICIAN II 10.76 11 .38 12.03 12.72 13.45 957 WATER SAFETY INSTRCT 7 .64 8 .09 8 .55 9 .04 9.56 • 1