HomeMy WebLinkAboutRESO7532RESOLUTION NO. 7532
RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO
ADOPTING A COMPENSATION PLAN FOR HOURLY PERSONNEL
AND RESCINDING RESOLUTION NO. 7353
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 beginning June
24, 1995.
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
1995-96 budget if such titles have been changed in the Compensation
Plan.
SECTION 5. Resolution No. 7353 is hereby rescinded.
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: July 24, 1995
AYES: FAZZINO, HUBER, KNISS, MCCOWN, ROSENBAUM, SCHNEIDER, SIMITIAN, WHEELER
NOES:
ABSENT: ANDERSEN
ABSTENTIONS:
1
950712 Lc 0031167
ATTES
C er
APPROVED: _ •
!yor
APPROVED AS 7 ORM: / �r
1,0
enior Asst. City Attorney
City r. nager
Dire•�o of Human Resources
irec or of Adminis ative
Services
2
950712 lac 0031167
410EXHIBI "A"
CITY OF PALO ALTO
COMPENSATION PLAN
Hourly Employees
Effective: Pay period including July 1, 1995
through June 30, 1996
s
COMPENSATION PLAN FOR THE CITY OF PALO ALTO
Hourly Employe's
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 hied, 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 III. SPECIAL CQMPENSATION
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 I1eaves
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 wcrk schedule) or on an official
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COMPENSATION PLAN - Hourly Employees
Page 2
City holiday.
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
satisfactor': 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 (readership 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.
COMPENSATION PLAN - Hourly Employees
Page 3
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.
HOURLY CLASSIFICATION DEFINITIONS
ADMINISTRATIVE. PROFESSIONAL AND MANAGERIAL,
Management Specialist: 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.
Professional I.:
Performs work at the level normally associated
with that of consultants, instructors, and
research personnel where a specialized skill or
expert knowledge is required.
Professional II: Performs work in an assignment requiring
specialized knowledge in a 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.
Administrative Asst I: 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.
Administrative Asst II: 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.
Coordinator Aide:
Performs work in support of program or facility
operations. Entry level or training position with
no previous experience required.
COMPENSATION PLAN - Hourly Employees
Page 4
HOURLY CLASSIFICATION DEFINITIONS, cont'd.
CLERICAL
flerk I: 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.
Clerk II:
Performs office work of a routine nature. May
type from drafts, file, greet the public, answer
telephones. Requires little prior office
experience.
LibIary Page: Under supervision, shelves books and performs
other related library duties of a simple nature.
Requires no previous experience. (Usually high
school students.)
MAINTENANCE AND CRAFTS
Bkiiled Laborer:
Laborer I:
Laborer II:
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.
Laborer III: Position for individual who has had some exposure
to outdoor :maintenance. Duties are of routine
nature. Individual works closely with an assigned
personis) to gain skill. Requires some prior
experience.
TEC$NICAL
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COMPENSATION PLAN - Hourly Employees
Page 5
HOURLY CLASSIFICATION DEFINITIONS, cont'd.
Technician I:
Technician II:
Technical Ass:. I:
Technical Asst II:
RECREATION
Recreation Leaders
Includes such work as performed by advanced
draftspersons and apprentice electricians.
Classification may also be used for individuals
involved in conducting surveys, opinion polls, and
other data collection assignments where analysis
of data may be required.
Performs less advanced technical work than that of
the Technician. I class. Normally requires some
specialized skills such as drafting, electronics,
building maintenance, crafts, etc.
Performs entry level technical skills requiring
the ability to master the use of specialized tools
and techniques.
A trainee position to gain experience and exposure
in the technical function normally associated with
Social Services and the Arts.
. Recreation Trainee: Individuals involved in a department training
program.
. Recreation Leader I: Individuals with less than 500 hours of recreation
leadership experience.
. Recreation Leader II: Individuals with more than 500 hours of leadership
experience.
. Recreation Leader III: Individuals with 1000 hours leadership experience
who organize and/or instruct class -type programs.
8$uatics Specialist
. Lifeguard: Individuals with up to two years of experience
supervising swimming activities.
. Water Safety
Individuals with more than two years of experience
Instructor supervising swimming activities.
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COMPENSATION PLAN - Hourly Employees
Page 6
. Assistant Pool Individuals who assist in developing and organizing
Manager swimming programs.
. Pool Manager
DEFINITIONS:
Leadership:
Non -Leadership:
POLICE RWERVES
. Police Reserve I:
. Police Reserve II:
Individuals who plan and coordinate swimming
programs.
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, Rinconada Pool).
Reserve officer who has received reauisite 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.
CITY OF PALO ALTO COMPENSATION PLAN
HOURLY PERSONNEL
EFFECTIVE JULY 1, 1995
CLASS TITLE
NUM
972 MANAGEMENT SPEC
971 PROFESSIONAL I
970 PROFESSIONAL II
907 ADMIN ASSISTANT I
908 ADMIN ASSISTANT II
909 COORDINATOR AIDE
911 CLERK I
912 CLERK II
914 LIBRARY PAGE
926 SKILLED LABORER
927 LABORER I
828 LABORER II
929 LABORER III
931 TECHNICIAN I
932 TECHNICIAN II
933 TECHNICAL ASST I
934 TECHNICAL ASST II
944 RECREATION TRAINEE
945 RECREATION LEADER I
946 RECREATION LEADER II
947 RECREATION LEADR III
956 LIFEGUARD
957 WATER SAFETY INSTRCT
RANGE
NUMBER
1398
1650
1076
1357
0962
0796
1298
0980
0801
1157
1038
0938
0863
1434
1045
0962
0535
0552
0582
0730
0967
0827
0742
(A)
13,98
16.50
10.76
13 .57
9.62
7.96
12.98
9.80
8. 01
11.57
10. 38
9.38
8.83
14.34
10. 45
9. 62
5. 35
5.52
5. 82
7. 30
9.67
6.27
7.42
HOURLY
(B) (C) (0) (E)
14.79 15.63 16.53 17.48
17.45 18 .45 19.51 20.63
11.38 12.03 12.72 13.45
14,35 15.17 16.04 16.96
10,18 10.76 11 .38 12.03
8.42 8.90 9.41 9 .95
13.73 14.52 15.35 16.23
10.36 10.96 11.59 12.25
6.35 6,72 7.10 7.51
12.23 12.93 13 .88 14.46
10. 98 11.61 12.28 12.98
9. 92 10.49 11 .09 11.73
9. 13 9. 65 10.20 10 .79
15.17 16.04 16.96 17.93
11.05 11. 68 12,35 13.06
10.18 10. 76 11.38 12.03
5. 86 5.98 6. 33 6. 69
5. 84 6. 17 6.53 6.90
6. 16 6.51 6.88 7. 28
7. 72 8. 17 8. 63 9.13
10.23 10. 81 11.43 12.09
6. 63 7.01 7.41 7.84
7,85 8. 30 8. 78 9.28
APPROXIMATE TOP STEP
ANNUAL MONTHLY
36,358 3,029
42,910 3,575
27,976 2,331
35,276 2,939
25,022 2,085
20,696 1,724
33,758 2,813
25,480 2,123
15,620 1,301
30,076 2,506
26,998 2,249
24,398 2,033
22,443 1,870
37,294 3,107
27,164 2,263
25,022 2,085
13,915 1,159
14,352 1,196
15,142 1,261
18,990 1,582
25,147 2,095
16,307 1,358
19,302 1,608
(A)
1118 .40
1320.00
860.80
1085.60
769.60
636.80
1038.40
784,00
480.80
925 .60
830.40
750.40
890.40
1147.20
836.00
769.60
428 .00
441.60
465.60
584 .00
773.60
501.60
593.60
B I- W E E K L Y
(B) (C) (D) (E)
1183.20 1250.40 1322.40 1398.40
1396.00 1476,00 1560 .80 1650.40
910.40 962 .40 1017 .80 1076 .00
1148 .00 1213.60 1283 .20 1356.80
814.40 860.80 910.40 962.40
673 .60 712 .00 752.80 796
1098.40 1161 .60 1228 .00 1298.40
828 .80 876.80 927.20 980.00
508.00 537.60 568.00 600.80
978.40 1034.40 1094 .40 1156 .80
878.40 928.80 982 .40 1038.40
793.60 839.20 887 .20 938.40
730.40 772.00 816.00 863.20
1213.80 1283.20 1356 .80 1434.40
884 .00 934.40 988 .00 1044 .80
814 .40 860.80 910.40 962.40
452 .80 478.40 506.40 535 .20
467 .20 493.60 522.40 552111
492.80 520 .80 550.40 5827ff
617 .60 653.60 890 .40 730.40
818 .40 864.80 914.40 967 .20
530.40 560.80 592 .80 627 .20
628 .00 664 .00 702.40 742.40
CITY OF PALO ALTO COMPENSATION PLAN
HOURLY PERSONNEL
EFFECTIVE JULY 1, 1995
CLASS TITLE RANGE APPROXIMATE TOP STEP
NUM NUMBER H OURLY ANNUAL MONTHLY B I- WEEKLY
(A) (B) IC) (n) IE) (A) (B) (C) (0) (E)
958 ASST POOL MANAGER 0881 8 .81 9 .31 9 .85 10 .41 11.01 22,900 1,908 704.80 744.80 788.00 832 .80 880 .80
959 POOL MANAGER 103E 10.38 10.98 11 .61 12,28 12.98 26,998 2,249 830.40 878.40 928.80 982 .40 1038 .40
980 POLICE RESERVE I 1021 10.21 10.79 11.41 12.07 12.76 28,540 2,211 816.80 863.20 912,80 965.60 1020 .80
981 POLICE RESERVE II 0704 7.04 .7.44 7 .87 8 .32 8.80 18,304 1,525 583 .20 595.20 629.60 665.60 704.00
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