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Home My WebLink AboutRESO7353RESOLUTION NO. 7353 RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO ADOPTING A COMPENSATION PLAN FOR HOURLY PERSONNEL AND RESCINDING RESOLUTION NO. 7235 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 July 1, 1994. 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 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 Resolution No. 7235 is hereby rescinded.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: August 8, 1994 AYES: HUBER, KNISS, MCCOWN, ROSENBAUM, SCHNEIDER, SIMITIAN, WHEELER NMS: ABSENT: ANDERSEN, FAZZINO ABSTENTIONS: 3. 940802 Lc 0030995 ArrEyT : tlEd4:ig;411A640-ii-, }kssfi_ Cit Clerk APPROVED AS TO FORM: , enior Asst. City Attorney Act;rti E APPROVED: Dire Di or of Finan e 940802 Mc 0030995 2 CITY OF PALO ALTO COMPENSATION PLAN Hourly Employees Effective: Pay period including July 1, 1994 through June 3u, 1995 COMPENSATION PLAN FOR THE CITY OF PALO ALTO Hourly Employees SECTION I. DEFINITIONS Sourly 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 III. SPECIAL COMPENSATION A. Holiday Pav Hourly employees are eligible to receive holiday pay only if hours worked during the pay period when the holiday occurs plus the holiday (8 hours each) total 80 or more hours. B. Paid Leaves Hourly employees are not eligible for any paid leaves. C. Overtime Pay Hourly employees are eligible for overtime premium pay at time and one- half when required to work more than a standard 40 hour week (for example: 8 hours/five day week; 9 hours/four and one-half day week or other pre -determined and pre -approved work schedule) or on an official City holiday. SECTION IV. TERM OF EMPLOYMENT The employment term for all hourly employees shall be limited to less than 1000 hours during any fiscal year. COMPENSATION PLAN - Hourly Employees Page 2 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. Startinct 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 meetirg time requirements, if he/she displays outstanding job performaAce. 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 Manageigent 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: CLERICAL Clerk I: Clerk II: Library Page: 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.) HOURLY CLASSIFICATION DEFINITIONS, cont'd. MAINTENANCE AND CRAFTS Skilled Laborer: Laborer Laborer II: Laborer III: TECHNJ CAL Technician I: Technician II: Technical Asst I: Technical Asst II: Performs use of Requires assigned maintenance tasks that usually require automated and/or technical equipment. prior training and experience in area and valid California driver's license. Performs laboring maintenance typically in parks or streets. May direct work of other employees. Requires prior maintenance experience, knowledge of power equipment and valid California driver's license. Performs routine maintenance utilizing hand tools. Requires the physical ability to perform tasks utilizing dexterity. Position for individual who has had some exposure to outdoor• maintenance. Duties are of routine nature. Individual works closely with an assigned person(s) to gain skill. Requires some prior experience. Includes such work as performed by advanced draftspersons and apprentice electricians. Classification may also be used for individuals involved in conducting surveys, opinion polls, and other data collection assignments where analysis of data may be required. Performs less advanced technical work than that of the Technician I class. Normally requires some specialized skills such as drafting, electronics, building maintenance, crafts, etc. Performs entry level technical skills requiring the ability to master the use of specialized, tools and techniques. A trainee position to gain experience and exposure in the technical function normally associated with Social Services and the Arts. HOURLY CLASSIFICATION RECREATION Recreation Leaders . Recreation Trainee: DEFINITIONS, cont'd. . Recreation Leader I: . Recreation Leader II: . Recreation Leader III: Aquatics Specialist . Lifeguard: . Water Safety Instructor, . Assistant Pool Manager . Pool Manager DEFINITIONS Leadership: Non -Leadership: POLICE RESERVES . Police Reserve I: . Police Reserve II: Individuals involved in a department training program. Individuals with less than 500 hours of recreation leadership experience. Individuals with more than 500 hours of leadership experience. Individuals with 1000 hours leadership experience who organize and/or instruct class -type programs. Individuals with up to two years of experience supervising swimming activities. Individuals with more than two years of experience supervising swimming activities. Individuals who assist in developing and organizing swimming programs. 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, gluts), facility maintenance, office work, cashier (exception, Rinconada Pool). Reserve officer who has received requisite of training to operate in a solo capacity. Reserve officer who must be accompanied regular sworn officer or a Police Reserve performance of duties. level by a I in CITY OF PALO ALTO COMPENSATION PLAN HOURLY PERSONNEL EFFECTIVE Pay period including July 1, 1994 CLASS TITLE "ANGE NUM NUMBER 972 MANAGEMENT SPEC 971 PROFESSIONAL I 970 PROFESSIONAL I/ 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' 928 LABORER II 929 LABORER III 931 TECHNICIAN I 932 TECHNICIAN II 933 TECHNICAL ASST I 934 TECHNICAL ASST II HOURLY (A) (8) (C) (D) (E) 1371 to be determined 1618 16.18 17.11 18.09 19.13 20.23 1055 10.55 11.16 11.80 12,47 13.19 1330 13.30 14.07 14.87 15.73 16.63 0942 9.42 9.96 10.54 11.14 11.78 0780 7.°0 8.25 6.72 9 22 9.75 1273 12.73 13.46 14.23 15.05 15.91 0961 S.61 10.16 10.74 11'.36 12.01 0589 5.89 6.23 6.58 6.96 7.36 1134 11.34 11.99 12.68 13.41 14.18 1018 10.18 10.77 11.39 12.04 12.73 0919 9.19 9.72 10.28 10.87 11,49 0846 8,46 8.95 9.46 10.01 10.58 1406 14.06 14.87 15.72 16.63 17.58 1024 10.24 10.83 11.45 12.11 12.80 0942 9.42 9.96 10.54 11.14 11.78 0525 5.25 5.55 5.87 6.20 6.56 CITY OF PALO ALTO COMPENSATION PLAN HOURLY PERSONNEL EFFECTIVE pay period including July 1, 1994 CLASS TITLE RANGE NUM NUMBER H OURLY (A) (B) (C) (D) (E) Recreation Lek:ders 944 RECREATION TRAINEE 0541 5,41 5.72 6,05 6.39 8.78 945 RECREATION LEADER I 0570 5.70 6.03 6.38 6.74 7.13 946 RECREATION LEADER II 0715 7.15 7.56 8,00 8.45 8.94 947 RECREATION LEADR III 0948 9.48 10.02 10.60 11.21 11.85 .Aquatics Specialists 356 LIFEGUARD 0615 6,15 6.50 6.88 7.27 7.69 957 WATER SAFETY INSTRcT 0728 7.28 7.70 8.14 8,61 9.10 958 ASST POOL MANAGER 0863 8.63 9.13 9.65 10.20 10.79 959 POOL MANAGER 1018 10.18 10.77 11.39 12.04 12.73 Police Reserves 980 POLICE RESERVE I 981 POLICE RESERVE II 1001 10.01 0690 6.90