HomeMy WebLinkAboutRESO7351RESOLUTION NO. 7351
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. 7234,
7240, 7290, AND 7334
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 July 1, 1994.
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 Finance 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 1994-95 budget if such
titles have been changed in the Compensation Plan.
SECTION 5. Resolution Nos. 7234, 7240, 7290, and 7334 are
hereby rescinded.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: August 8, 1994
AYES: HUBER, KNISS, MCCOWN, ROSENBAUM, SOPEIDER, SIMITIAN, WHEELER
NOES:
ABSENT : ANDERSEN, FAZZINO
ABSTENTIONS:
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APPROVED AS TO FORM:
Senior Asst. City Attorney
APPROVED:.
Dir: ""or of Finance
Manage
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of Human Resources
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CITY OF PALO ALTO
COMPENSATION PLAN
Management and Confidential Personnel
and Council Appointees
EFFECTIVE: Pay period including July 1, 1994
through June 30, 1995
COMPENSATION PLAN FOR THE CITY OF PALO ALTO
Management and Confidential Personnel
SECTION 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 fail 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
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Management Compensation is a one-time cash award in an amount not to
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 shall
make a final determination of general performance and performance play,
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-Adlustment 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
1994-95. In addition, for fiscal year 19x4-95, 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
COMPENSATION PLAN
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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.
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 ¢glary 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
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.
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
COMPENSATION PLAN
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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.
2. Dental Plan
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, the City will provide 50% of "usual,
customary and reasonable" charges up to $1500 lifetime maximum for
orthodontic benefits.
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 of $6,000 and $9,000 per month .are paid by the
employee.
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5. Vision Care -
The City shall provide vision care coverage for employee and
dependents. Coverage is equivalent to the $20 deductible Vision
Services Plan A.
F. Police Department - Personnel Development Program
Pursuant to administrative rules governing eligibility and
qualification, the following may be granted to sworn 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. Managpment 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 or, 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.
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 relates must 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 as well as the
travel expenses associated with the courses.
d. Professional and trade journal subscriptions
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e. Physician -prescribed personal health program as indicated under
3b of this section.
2. Professional Deve opment 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 comitment 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 cf the salary paid during the Leave based on
the percentage of the two-year commitment not fulfilled.
d. The Professional Development Leave program shall relate to the
employee's job assignment.
e. Anemployee'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 3u days shall be noticed to
the Council.
g.
3. Personal Health Program - Physical Fitness
a. All management and confidential employees will receive physical
examinations in accordance with Policy and Procedures No. 2-7.
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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 H.1(e) above. -
4. Excess Benefit Reimbursement
Reimbursement for approved excess benefit expenses will be granted
up to a maximum of $1,850 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.
c. Excess professional development items which are otherwise
approved but exceed the reimbursement limit under H.1. above.
d. Dependent care expenses according to the following general
provisions:
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 unt:er 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
dEr
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(or pro rate maximum) may be applied at the employee's option to
deferred compensation under the City Plan(s).
5. Management Annual Leave
At the beginning of each fiscal year regular management and
confidential employees will be credited with 40 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-half
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.
I. 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.
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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.
J.
Expose Allowance
Mayor
Vice Mayor
Per Pay Period
$69.23
$46.15
K. REIMBURSEMENT FOR RELOCATION EXPENSE
Per Month (Approx.)
$150.00
$100.00
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. Record -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
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by an employee does not constitute a commitment by the City to any
minimum term of employment.
Basic Package
1. Professional Relocation Counselling - 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 iving 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 roving 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.
b. The first and last month's rent to a maximum of $3,500 on a Palo
Alto area rental accommodation.
Additional Relocation Benefits for Council -Appointed Officers Assistant
City Manaaer 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.
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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 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 apfreciation 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.
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3. Short Term Interest Buv-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 lendee paying
the full interest rate on the loan beginning with the fourth year. The
"buy -down" for the first yeas 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 for 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.
Requlations 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 clement
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 all 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.
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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 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 retir-ment, provided that
all of the following conditions are met:
a. The employee must have at least 20 years of PERS member service
credit as of the date of retirement; as an alternative
employees hired prior to August 15, 1988, may qualify by
attaining the age of 55 at the date of retirement or attaining.
the PERS benefit factor of at least 75%.
b. Twelve months prior to retirement the employee must give notice
to the City for a retirement date certain.
c. During the 12 -month conversion period, the employee shall pay
PERS employee contributions. Provisions will be implemented as
soon as possible to allow for these contributions to be made on
a tax -deferred basis.
d. All provisions of this subsection are subject to and
conditioned upon compliance with IRS regulations.
3. In order to continue after June 30, 1994, the provisions of
paragraph 2 above, as soon as possible, the City will contract with
PERS to provide "Reporting the Value of Employer -Paid Member
Contributions as Compensation in Employees' Final Compensation
Period by Contract Amendment (Government Code Section 20615.5)."
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
COMPENSATION PLAN
MANAGEMENT AND CONFIDENTIAL PERSONNEL
AND COUNCIL -APPOINTEES:
Page 15
formula set forth in Section 609. •The maximum amount of such
conversion is $2,000 per fiscal year.
. 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.
CITY OF PALO ALTO COMPENSATION PLAN
MANAGEMENT PERSONNEL
EFFECTIVE Pay period including July 1, 1994
CLASS GRADE CONTROL APPROX APPROX APPROX
NUM TITLE CODE POINT ANNUAL BI -WKLY HRLY
157 ADM HUMAN RES 43 4,473 53,684 2,064,80 25.81
123 ADM HUMAN SVCS 37" 5,206 62,483 2,403.20 30.04
171 ADM PUBLIC WORKS 40 4,825 57,907 2,227.20 27..84
054 ADM UTILITIES 40 4,825 57,907 2,227.20 27.84
104 ADM ZONING 33 5,761 69,139 2,659.20 33.24
070 ADMIN SECRETARY/CM 46 4,140 ;49,691 1,911.20 23.89
115 ASST BU1LD OFFICIAL 33 5,781 69,139 2,659.20 33.24
094 ASST CHIEF POLICE 25 7,056 84,676 3,258.80 40.11
132 ASST CHIEF POLICE -AD 22 7,616 91,395 3,515.20 43.94
051 ASST CHIEF POLICE -IN 23 7,420 89,044 3,424.80 42.81
108 ASST CITY PTTY 29 6,373 78,481 2,941.60 36.77
109" ASST CITY CLERK 45 4,250 51,001 1,961.60 24.52
107 ASST CITY MANAGER 14 9,292 111,509 4,288.80 53.81
143 ASST-DIR PUBLIC WRKS 23 7,420 89,044 3,424.80 42.81.
170 ASST DIR UT/ADM SVCS • 25 7,056 84",876 3,256.80 40.71
119 ASST DIR UT/ENG/OPN 20 7,997 95,971 3,691.20 48.14
065. ASST DIR UT/RES MGMT 20 7,997 95,871 3,691.20 46.14
073 ASST FINANCE DIR 29 6,373 76,481 2,941.60 36.77
111 ASST FIRE CHIEF 25 7,056 84,676 3,258.80 40.71
168 ASST FLEET MGR 43 4,473 53,684 2,064.80 25.81
102 ASST MGR WQCP 34 5,621 67,454 2,594.40 32.43
088 ASST PLANNING OFF 33 5.,761 69,139 2,659.20 33.24
106 ASST TO CITY MGR 35 5,475 65,707 2,527.20 31.59
CITY Of PALO ALTO COMPENSATION PLAN
MANAGEMENT PCRSONNEL
EFFECTIVE Pay period including July 1, 1994
CLASS GRADE CONTROL APPROX APPROX APPROX
NUM TITLE CODE POINT ANNUAL BI -WKLY HRLY
100 AUDITOR 47 4,043 48,528 1,886.40 23.33
118 BATTALION CHIEF 32 5,908 70,907 2,727.20 34.09
118 CHIEF BLD OFFICIAL 27 6,711 80.537 3,097.80 38.72
066 CHIEF OFF-EMERG OPNS 37 5,206 62,483 2,403.20 30.04
112 CHIEF PLO OFFICIAL 28 8,546 78,561 3,021.-0 37.77
082 CHIEF TRANSP OFF 28 6,546 78,581 3,021.60 37.77
040 CITY TRAFFIC ENOR 31 8,081 72,737 •2,797.80 34.97
125 CLAIMS INV/PARALEGAL 46 4,140 49,691 1,911.20 23.89
089 CONTRACTS ADMIN 51 3.852 43,825 1,685.80 21.07
195 COORD COMMUNICA SERV 29 6,373 78,481 2,941.80 36,77
041 COORD ENVIRON PROTEC 34 5,821 67,454 2,594 40 32.43
186 COORD LIB CIRC 48 3,339 47 278 1,818.40 22.73
136 COORD PUB WKS .PROJ 47 4,043 48, 28 1,866,40 23.33
061 COORD UTILITY PROJ 43 4,473 53,684 7,064.80 25.81
163 COORD WGW PROJECTS 43 4,473 53,684 2,064,80 25.81
071 DEPUTY CITY CLERK 51 3.652 43,825 1,885.60 21.07
075 DEPUTY DIR PW OPRNS 27 6,711 80,537 '3,097.60 38.72
192 DEPUTY DIR UTIL 10 10,256 123,073 4,733.80 59.17
126 DIR ARTS & CULTURE 29 6,373 78,481 2,941.80 38.77
072 DIR COMM SVCS 20 7.997 95,971 3,691.20 46.14
081 DIR FINANCE 19 8,207 98,48.8 3,788.00 47.35
133 DIR HUMAN RESOURCES 20 7,997 95,971 3,691.20 48.14
128 DIR INFO RESOURCES 21 7,805 93,862 3,602.40 45.03
CITY OF PALO ALTO COMPENSATION PLAN
MANAGEMENT PERSONNEL
EFFECTIVE Pay period including July 1, 1994
CLASS GRADE CONTROL APPROX APPROX APPROX
NUM TITLE COME POINT ANNUAL 'BI -WKLY HRLY
131 DIR LIBRARIES 24 7,233 88,798 3,338.40 41.73
194 DIR PARKS & GOLF CRS 27 8,711 80,537 3,097.80 38.72
134 DIR PLAN/COMM ENVIR 19 8,207 98,488 3,788.00 47,39
135, DIR PW/CITY ENGR 16 8,845 108,142 4,082.40 51.03
137 DIR REC & OPEN SPC 27 8,711 80,537 3,097.80 38.72
121 DIR UTILITIES 10 10.258 123,073 4,733.80 59,17
067 EMS COORD 40 4,825 57,907 2,227.20 27,84
129 ENGR MOR - ELECTRIC 23 7.420 89,044 3,424.80 42.8.1
120 ENGR MOR - WOW 24 7,233 86,798 3,338.40 4-1 73
138 EXECUTIVE ASSISTANT 43 4,473 53,684 2,064.80 25.81
105 FACILITIES ENGINEER 31 8,081 72,737 2,797.60 34,07
098 FIN SYST ANALYST 39 4,950 58,404 2,284.80 28.56
048 FINANCIAL ANALYST 46 4,140 49,691 1,911,20 23,89
139 FIRE CHIEF 19 8,207 98,488 3,788.00 47,35
191 FIRE MARSHAL 30. 8,222 74,672 2,872.00 35.90
127 FLEET MANAGER 36 5,342 64,105 2,465.60 30.82
101 HUMAN RESOURCES REP 40 4,825 57,907 2,227.20 27.84
069 LEGAL ASSISTANT 49 3,841 48,092 1,772,80 22.16
080 MANAGEMENT ASSISTANT 51 3,652 43,825 1,685.60 21.07
086 MANAGING ARBORIST 42 4,593 55.120 2,120.00 26.50
079 MGR ACCOUNTING 31 6,061 72,737 2,797.60 34.97
049 MGR BUDGET 34 5,621 67,454 2,594.40 32.43
164 MGR COMM OPER 39 4,850 59,404 2,284.80 28,58
CITY OF PALO ALTO COMPENSATION PLAN
MANAGEMENT PERSONNEL
EFFECTIVE Pay period including July 1, 1994
CLASS GRADE CONTROL APPROX APPROX APPROX
NUM TITLE' CODE POINT ANNUAL BI -WKLY HRLY
110 MGR COMP SUPP CNTR 31 6,061 72,737 2,797.60 34.97
196 MGR GU8BERLEY PROG 29 6,373 78,481 2,941.60 36.77
141 MGR CULTURAL CENTER 45 4,250 51,001 1.96.1.60 24.52
140 MGR DATA COMM & TELE 41 4,707 56,492 .2.172.80 27.18
145 MGR DATA PROCESSING 31 .8,081 72,737 2,797.60 34.97
076 MGR DEV MN & PLO PRJ 33 5,761 69,139 2,659.20 33.24
063 MGR ECONOMIC RES 28 6,546 78,561 3,021.60 37.77
185 MGR ELECTRIC OPRNS 27 8,711 20,537 3;097.60 38.72
044 MGR EMP BENEFITS 35 5,475 65,707 2,527.20 31.59
045 MGR EMP REL & CMP 35 5,475 65,707 2,527.20 31.59
167 MGR EMPLOYMEfi' 35 5,475 65,707 2,527,20 31.59
093 MGR ENV CONTROL PROD 39 4,950 59,404 2,284 80 ' , 28.56
039 MGR ENVRN COMPLIANCE 24 7,233 86,788 3,338.40 41.73
_151 MGR HUMAN RES & DEV 35 5,475 65,707. 2,527.20 31.59
158 MGR LAU SERVICES 34 5,621 67,454 2,594.40 32.43
142 MGR LIB BRANCHES 40 4,825 57,907 2,227.20 27.84
175 MGR MAIN LIB SVCS 40 4,825 57,907 2,227.20 27.84
091 MGR POLICE COMP SYS 42 4,593 55,120 2,120.00 26.50
095 MGR PUR & CNTR ADMIN 34 5,621 87,454 2,594.40 32.43
103 MGR REAL PROPERTY 31 8.061 72,737 2,797.60 34.97
150 MGR RES CONSERV 34 , 5,621 67,454 2,594,40 32.43
122 MGR RES PLNG 23 7,420 89,044 3,424.80 42.81
160 MGR SOLID WASTE 39 4,950 59,404 2,284.80 28.56
CITY OF PALO .ALTO COMPENSATION PLAN
MANAGEMENT PERSONNEL
EFFECTIVE Pay period including July 1. 1994
CLASS GRADE CONTROL APPROX APPROX APPROX
NUM TITLE CODE POINT ANNUAL BI -WKLY HRLY
156 MGR UTIL OPRNS WGW 30 8,222 74,672 2,872.00 35.90
068 MGR UTILITY RATES 32 5,908 70,907 2,727.20 34,09
178 MGR WC PLANT 24 7,233 86,798 3,338.40 41.73
092 POLICE CAPTAIN 29 8,373 78,481 2,941.60 36.77
147 POLICE CAPTAIN-ADV 26 8,879 82,555 3,175.20 39.69
052 POLICE CAPTAIN-INT 27 6,711 80,537 3,097.60 38.72
096 POLICE CHIEF 20 .1,997 95,971 3,691.20 48'.14
148 POLICE CHIEF-ADV 17 8,625 103,500 .3,980.80 45.76
050 POLICE CHIEF-INT 18 8,411 100,942 3,882.40 48.53
090 POLICE LIEUT 35 5,475 65,707 2,527.20 31.59
149 POLICE LIEUT-ADV 32 5,908 70,907 2,727.20 34.09
053 POLICE LIEUT-INT 33 5,761 69,139 2,659.20 33.24
084 PROD COORD RES CONS 38 5,073 60,881 2,341.60 29.27
198 RISK MANAGER 35 5,475 65.707 2,527.20 31.59
074 SAFETY OFFICER 43 4,473 53,684 2,064.80 25.81
117 SST ACCOUNTANT 39 4,950 59,404 2,284.80 28.56
152 SR ASST CITY ATTY 23 7,420 89,044 3,424,80 42.81
130 SR AUDITOR 39 4,950 59,404 2,284..80 28.56
193 SR BUYER 46 4,140 49,691 1,911.20 23.89
187 SR ENGINEER 31 6,081 72,737 2,797.60 . 34.97
199 SR FINANCIAL ANLYST 39 4,950 59,404 2,284.80 28.56
188 SR POWER ENGINEER 29 6,373 76,481 2,941.60 38.77
064 SR RESOURCE PLANNER 29 8,373 76,481 2,041.60 36.77
CITY OF PALO ALTO COMPENSATION PLAN
MANAGEMENT PERSONNEL
EFFECTIVE Pay period including July 1, 1994
CLASS GRADE CONTROL APPROX APPROX APPROX
NUM TITLE CODE POINT ANNUAL BI -WKLY HRLY
190 STAFF ACCOUNTANT 47 4,043 48,528 1,866.40 23,33
155 SUPT ANIMAL SERVICES 40 4,825 57,907 2,227.20 27.84
183 SUPT GOLF COURSE 39 4,950 59,404 2,284.80 28.56
172 SUPT OPEN SPCE & SCI 39 4,950 59,404 2,284.80 28.58
173 SUPT PARKS 30 4,850 59,404 2,284.80 28.58
185 SUPT PW OPNS 39 4,950 59,404 2,284.80. 28.56
144 SUPT RECREATION 35 5,475 65,707 2,527,20 31.59
043 SUPV ANIMAL SVCS 50 3,745 44,948 1,728.80 21.61
085 SUPV BLDG INSPECTION 39 4,950 59,404 2,284.80 28.56
162 SUPV BLDG SERVICES 49 3,841 48,092 1,772.80 22.18
097 SUPV DATA PROC 38 5,342 84,105 2,485,60 30.82
047 SUPV ELECT OPNS PROG 39 4,950 59,404 2,284,80 28.58
114 SUPV FLECT SYSTEMS 33 5,781 89,139 2,859,20 33.24
181 SUPV FACIL MOT 42 4,593 55,120 2,120.00 26,50
077 SUPV FACILITY PROJ 44 4,361 52,332 2,012.80 25,18
048 SUPV IND WASTE 40 4,825. 57,907 2,227.20 27.84
113 SISPV INSP/SURV PW 42 4,593 55,120 2:120.00 26.50
169 S►►PV JR MUSEUM 45 4,250 51,601 1,961.80 24,52
078 SUPV LIBRARIAN 45 4,250 51,001 1,981.80 24.52
154 SUPV PARKS 42 4,593 55,120 2,120.00 26.50
168 SUPV POLICE SERVICE 45 4,250 51,001 1,961.60 24.52
174 SUPV PUBLIC WORKS 42 4,593 55,120 2,120.00 26.50
082 SUPV RECYCLING PROG 51 3,852 43,825 1,885.60 21.07
CITY OF PALO ALTO COMPENSATION PLAN
MANAGEMENT PERSONNEL
EFFECTIVE Pay period including July 1, 1994
CLASS GRADE CONTROL APPROX APPROX APPROX
NUM TITLE CODE POINT ANNUAL 8I -WKLY HRLY
124 SUPV REPRO & MAIL 51 3,852 43,825 1,685.60 21.07
178 SUPV REVENUE COLL 47 4,043 48,526 1,888.40 23.33
197 SUPV SHOP &FIELD WOW 37' 5,208 62,483 2,403.20 30.04
083 SUPV SYST OPER SCHED 33 5,761 69,139 2,659,20, 33.24
177 SUPV THEATRE PROGMS 45 4,250 51,001 1,961.60 24.52
087 SUPV UTIL COMP SVCS 36 5.342 84,105 2,465.60' 30.82
179 SUPV UTIL CUS SVC CN 47 4,043 48,526 1,866.40 23.33
042 SUPV UTIL MTR RD&FLD 43 4,473 53,684 2,064.80 25.81
182 SUPV WATER TRANS 37 5,206 62,483 2,403.20'. 30.04
180 SUPV WOW 37 5,206 62,483 2,403.20 30,04
181 SUPV WQC OPER 40 4,825 57,907 2,227.20 27.84
189 SUPV WTR MTR/CRS CON 43 4,473 53.684 2,084.80 25.81
099 TREASURY MANAGER 34 5,621 67,454 2,594.40 32,43
164 VETERINARIAN 33 5,781 69,139 2,650 20 33.24
146 WAREHOUSE SUPV 50 3,745 44,948 1,128.80 21.61
CITY OF PALO ALTO COMPENSATION PLAN
CONFIDENTIAL PERSONNEL
EFFECTIVE Pay period including July 1, 1994
CLASS GRADE CONTROL APPROX APPROX APPROX
NUM TITLE CODE POINT ANNUAL BI -WKLY HRLY
904 EXEC SECRETARY-CONF 20 3,340' 40,081 1,541.60 19.27
905 HUMAN RSRCE ASST CNF 25 2,946 35,360 1,360.00 17,00
803 LEGAL SEC-CONF 18 3,504 42,057 1,617.60 20.22