HomeMy WebLinkAboutRESO7361RESOLUTION NO. 7361
RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO
ADOPTING A COMPENSATION PLAN FOR POLICE NON-
MANAGEMENT PERSONNEL AND RESCINDING RESOLUTION NO.
7344
The Council of the City of Palo Alto does RESOLVE as
follows:
S CTION 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 police non-
management personnel effective retroactive to the pay period
including 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
retroactively from the pay period including July 1, 1994 through
June 30, 1996.
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 Resolution No. 7344 is hereby rescinded.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: October 11, 1994
AYES: ANDERSEN, FAZZINO, HUBER, KNISS, MCCOWN, ROSENBAUM, SCHNEIDER, SIMITIAN,
WHEELi.R
NOES:
ABSTENTIONS:
ABSENT:
ATTEST'
y Clerk
9409191.c 0031029
1
APPROVED AS TO FORM:
enior Assistant City- Attorney
ge
ire or of pi -•ce
Di ctor of Human rtes
2
940929 lac 0031029
•
ffiIBIT A
CITY OF PALO ALTO
COMPENSATION PLAN
POLICE
EFFECTIVE: June 25, 1994 through June 23, 1996
COMPENSATION PLAN FOR THE CITY OF PALO ALTO
Police Department
SECTIN I. SALARY
A. Salary Range Tables
Personnel covered by this plan shall receive compensation within the
salary ranges set forth in the Salary Range Tables that follow Section
II. The salary range for each position classification title and number
is expressed in bi-weekly and/or hourly rates along with the approximate
monthly and/or annual equivalent.
B. Establishment of Salary
The City Manager is authorized to make appointments to or advancements
within the prescribed ranges upon evaluation of employee qualification
and performance.
For the purpose of determining step time requirements for merit
advancement, time will commence on the first day of the month coinciding
with or following entrance onto a salary step. Step increases shall be
effective on the first day of the payroll period in which the time and
performance requirements have been met. The City Manager, in recognition
of unusual circumstances or extraordinary performance, may authorize
special merit advancement.
In the event that a dcwnward adjustment of a salary range indicates a
reduction in the established salary of an individual employee, the City
Manager may, if circumstances warrant, continue the salary for such
employee in an amount in excess of the revised range maximum for a
reasonable period of time. Such interim salary rates shall be defined as
"Y -rates."
SECTION II. SPECIAL COMPENSATION
Personnel covered by this compensation plan, in addition to the salary set
forth in Section I above, may receive special compensation as follows.
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
through the first pay period in December shall receive, in addition to
the salary prescribed herein, a salary adjustment equal to one percent
(1%) 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 or time off shall be
prorated to reflect appointment from January 1 through July 1 of the
current year, or interrupted service during the year.
COMPENSATION PLAN FOR THE CITY OF PALO ALTO
Police Department
SECTION I. SALARY
A. Salary Range Tables
Personnel covered by this plan shall receive compensation within the
salary ranges set forth in the Salary Range Tables that follow Section
II. The salary range for each position classification title and number
is expressed in bi-weekly and/or hourly rates along with the approximate
monthly and/or annual equivalent.
B. Establishment of Salary
The City Manager is authorized to make appointments to or advancements
within the prescribed ranges upon evaluation of employee qualification
and performance.
For the purpose of determining step time requirements for merit
advancement, time will commence on the first day of the month coinciding
with or following entrance onto a salary step. Step increases shall be
effective on the first day of the payroll period in which the time and
performance requirements have been met. The City Manager, in recognition
of unusual circumstances or extraordinary performance, may authorize
special merit advancement.
In the event that a downward adjustment of a salary range indicates a
reduction in the established salary of an individual employee, the City
Manager may, if circumstances warrant, continue the salary for such
employee in an amount in excess of the revised range maximum for a
reasonable period of time. Such interim salary rates shall be defined as
"Y -rates."
SECTION II. SPECIAL COMPENSATION
Personnel covered by this compensation plan, in addition to the salary set
forth in Section I above, may receive special compensation as follows.
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
through the first pay period in December shall receive, in addition to
the salary prescribed herein, a salary adjustment equal to one percent
(1%) 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 or time off shall be
prorated to reflect appointment from January 1 through July 1 of the
current year, or interrupted service during the year.
POLICE COMPENSATION PLAN
Page 2
B. Overtime and In -Lieu Holiday Pav
Compensation for overtime work and scheduled work on paid holidays shall
be in conformance with the Merit Rules and Regulations and Administrative
Directives. Compensatory time off subject to the limitations of the Fair
Labor Standards Act which is approved by management in lieu of overtime
payment on a staffing available basis will be taken at the rate of 1 1/2
hours for every hour of credited overtime.
C. Workina Out of Classification
Within each fiscal year, after two complete shifts have been worked in a
higher classification, employees shall receive a seven percent premium
for all subsequent shifts worked out of classification.
D. Night Shift Differential
Night shift differential shall be paid at the rate of 5% to represented
classes for all hours worked between 6:00 p.m. and 8:00 a.m. Vacation
pay for employees who regularly work night shifts shall include
appropriate night shift premiums, relating to night shift hoursregularly
worked.
E. Commute Incentives and Parking
Represented 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 June 30, 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.
f 1
POLICE COMPENSATION PLAN
Page 3
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.
F. Personal 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% abovebase salary
G. Tuition Reimbursement
The City will reimburse expenses incurred under the. Tuition
Reimbursement Program to a maximum of $1000 per fiscal year. Up to
$100 of the annual maximum may be used for reimbursing the purchase of
work -related books, periodicals, or professional association
memberships. To be eligible for reimbursement, expenditures must be
for training or materials which contribute to current job performance
or prepare the employee for other City positions.
Requests for tuition reimbursement will be determined to be taxable
unless sufficient documentation is provided on how the course or
seminar is related to improving performance in the employee's current
position. This documentation will be interpreted so as to maintain the
spirit and purpose of the tuition reimbursement program and to comply
with Internal Revenue Code regulations. Reimbursement requests may be
submitted at.any time, but will be batch processed on a periodic basis.
With regard only to POST -reimbursable training which. is approved in
advance by management and subject to the paragraph below, and for which
POST reimbursement is provided for meals, lodging, and mileage; such
meals, lodging, and mileage are reimbursable under tuition
reimbursement subject to the maximum amount of $1000 and subject to
POST procedures.
Association members may use tuition reimbursement to attend training
during off -duty time. If Association members wish to attend training
on scheduled work days, alternate work days may be granted by
Management when staffing allows.
H. Court Appearances
Sworn Police Personnel appearing in court for the People shall be
compensated as follows:
POLICE COMPENSATION PLAN
Page 3
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.
F. Personal 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. Tuition Reimbursement
The City will reimburse expenses incurred under the Tuition
Reimbursement Program to a maximum of $1000 per fiscal year. Up to
$100 of the annual maximum may be used for reimbursing the purchase of
work -related books, periodicals, or professional association
memberships. To be eligible for reimbursement, expenditures must be
for training or materials which contribute to current job performance
or prepare the employee for other City positions.
Requests for tuition reimbursement will be determined to be taxable
unless sufficient documentation is provided on how the course or
seminar is related to improving performance in the employee's current
position. This documentation will be interpreted so as to maintain the
spirit and purpose of the tuition reimbursement program and to comply
with Internal Revenue Code regulations. Reimbursement requests may be
submitted at any time, but will be batch processed on a periodic basis.
With regard only to POST -reimbursable training which is approved in
advance by management and subject to the paragraph below, and for which
POST reimbursement is provided for meals, lodging, and mileage; such
meals, lodging, and mileage are reimbursable under tuition
reimbursement subject to the maximum amount of $1000 and subject to
POST procedures.
Association members may use tuition reimbursement to attend training
during off -duty time. If Association members wish to attend training
on scheduled wcrk days, alternate work days may be granted by
Management when staffing allows.
H. Court Appearances
Sworn Police Personnel appearing in court for the People shall be
compensated as follows:
POLICE COMPENSATION PLAN
Page 4
period
1. Appearance on scheduled
day off.
2. Any or all court time
during scheduled shift, or
court time is immediately
beginning or following.
shift.
3. For other than first watch
employees, appearance on
scheduled work day but not
during, immediately before
or after scheduled shift.
Rate Minimum
Time and
one-half
Straight time None
during shift,
time and one-
half for periods
before or after
scheduled shift
Time and one-
half
4. Appearance on scheduled Time and one -
work day by employees half
assigned to first watch.
I. Group Insurance
1. Health Insurance
4 hours
2 hours (2 hr.
min. may not run
into shift time)
3 hours
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 Insurance
a. The City will maintain the present level of benefits on the
City -sponsored dental program for current employees and their
dependents.
b. Effective beginning July 1, 1985, the City provided a 50% of
reasonable charges, $1500 lifetime maximum orthodontic benefit
for representation unit employees and their dependents.
ft
POLICE COMPENSATION PLAN
Page 5
3. Vision Care
Effective beginning September 1, 1989, the City will offer vision
care coverage for employees and dependents. Coverage is equivalent.
to $20 Deductible Plan A under the Vision Service Plan, with
monthly premiums paid by the employer.
4. Life Insurance
Per Pay Period Per Month (Approx)
Basic Life Insurance (per
$1000 of coverage) not to
exceed amount indicated on
existing plans
J. Uniform Purchase Plan
$.13 $.289
Uniforms including cleaning and safety equipment will be provided in
accordance with Administrative Directives.
K. Retirement
1. Effective beginning July 1, 1983 the City paid seven percent
(7/9ths) of the employee's nine percent Public Employes'
Retirement System contribution costs.
2. Effective beginning with the pay period including September 1, 1984
the City increased the pick-up of employee PERS contributions from
7% to 9%.
3. Notwithstanding subsections 1. and 2. above, upon filing a notice
of retirement, the 9% City -paid PERS contribution will be converted
to a salary adjustment of equal amount on a one-time irrevocIble
basis for the final twelve months immediately prior to, a
retirement, provided that all of the following conditions are met.
a. For employees hired prior to July 1, 1989, the employee must
have at least 20 years of PERS Safety Member Service as of the
date of retirement, or have attained the maximum PERS benefit
factor of 75%, or have attained the age of 55 at the date of
retirement. Employees hired on or after July 1, 1989, may
qualify only by attaining 20 years of PERS Safety Member
Service as of the date of retirement.
b. Twelve months prior to retirement the employee must give notice
to the City for a retirement date certain.
POLICE COMPENSATION PLAN
Page 5
3. Vision Care
Effective beginning September 1, 1989, the City will offer vision
care coverage for employees and dependents. Coverage is equivalent.
to $20 Deductible P1-tn A under the Vision Service Plan, with
monthly premiums paid by the employer.
4. Life Insurance
Per Pay Period Per Month (Approx)
Basic Life Insurance (per
$1000 of coverage) not to
exceed amount indicated on
existing plans
J. Uniform Purchase Plan
$.13 $.289
Uniforms including cleaning and safety equipment will be provided in
accordance with Administrative Directives.
K. Retirement
1. Effective beginning July 1, 1983 the City paid seven percent
(7/9ths) of the employee's nine percent Public Employees'
Retirement System contribution costs.
2. Effective beginning with the pay period including September 1, 1984
the City increased the pick --up of employee PERS contributions from
7% to 9%.
3. Notwithstanding subsections I. and 2. above, upon filing a notice
of retirement; the 9% City -paid PERS contribution will be converted
to a salary adjustment of equal amount on a one-time irrevocable
basis for the final twelve months immediately prior to a
retirement, prc;rided that all of the following conditions are met.
a. For employees hired prior to July 1, 1989, the employee must
have at least 20 years of PERS Safety Member Service as of the
date of retirement, or have attained the maximum PERS benefit
factor of 75%. or have attained the age of 55 at the date of
retirement. Employees hired an or after July 1, 1989, may
qualify only by attaining 20 years of PERS Safety Member
Service as of the date of retirement.
b. Twelve months prior to retirement the employee must give notice
to the City for a retirement date certain.
POLICE COMPENSATION PLAN
Page 6
c. During the 12 -month conversion period, the employee shall pay
PERS employee contributions.
d. All provisions of this subsection are subject to and
conditioned upon compliance with IRS regulations.
4. In order to continue after June 30, 1994, the provisions of
paragraph K (3) of this compensation plan, as soon as possible
following adoption of this plan, 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)."
CITY OF PALO ALTO COMPENSATION PLAN
POLICE PERSONNEL
EFFECTIVE Pay period including July 1, 1994
TITLE RANGE
NUMBER
CLASS
NUM
611
613
612
627
821
623
622
631
833
632
620
POLICE
POLICE
POLICE
POLICE
POLICE
POLICE
POLICE
POLICE
POLICE
POLICE
POLICE
AGENT
AGENT/AOV
AGENT/INTER
OFF TRAINING
OFFICER
OFFICER-ADV
OFFICER -INTER
SERGEANT
SGT/ADV
SGT/INTER
TRAINEE
HOUR L Y
(A) (B) (C) (0) (E)
2034' 20.34 21.51 22.75 24,05 25.43
2185 21.85 23.10 24.43 25.83 27.31
2138 21.38 22.81 23.91 25.28 26.73
1884 18.84 19.02 21.06 22.27 23.55
1884 18.84 19.92 21,06 22.27 23.55
2022 20.22 21,38 22.61 23.91 25.28
1979 19.79 20.93 22.13 23.40 24.74
2208 22.08 23.35 24.69 28.10 27.60
2376 23.76 25.12 26.58 28.09 29.70
2323 23.23 24.58 25.97 27.46 29.04
1911 19.11
APPROXIMATE TOP STEP
ANNUAL MONTHLY
52,894 4,407
56.804 4,733
55,598 4,633
48,984 4,082
48,984 4,082
52,582 4,381
51,459 4,288
57,408 4,784
61,776 5,148
60,403 5,033
39,748 3,312
(A)
1627.20
1148.00
1710.40
1507.20
1507.20
1617.60
1583.20
1768.40
1900.80
1858.40
1528.80
B I -WEEK L Y
(B) (C) ID) (E)
1720.80 1820,00 1924.00 2034.40
1848.00 1954.40 2086.40 2184.80
1808.80 1912,80 2022.40 21311.40
1593.80 1884.80 1711.60 1884.00
1593.60 1884.80 1781.60 1884' ,
1710.40 1808.80 1912.80 2022.40
1674.40 1770.40 1872.00 1919.20
1888.00 1975.20 2088.00 2208.00
2009.60 2124.80 2247.20 2376.00
1984.60 2077.60 2196.80 2323.20
CITY OF PALO ALTO COMPENSATION PLAN
POLICE PERSONNEL
EFFECTIVE Pay period including July 1, 1994
CLASS TITLE RANGE
NUM NUMBER
611
613
612
627
621
623
622
631
633
632
620
POLICE
POLICE
POLICE
POLICE
POLICE
POLICE
POLICE
POLICE
POLICE
POLICE
POLICE
.AGENT
AGENT/ADV
AGENT/INTER
OFF TRAINING
OFFICER
OFFICER-ADV
OFFICER -INTER
SERGEANT
SGT/ADV
SGT/INTER
TRAINEE
2034
2185
2138
1884
1884
2022
1979
2208
2376
2323
1911
(A)
20.34
21.85
21.38
18.84
18.84
20.22
19.79
22.08
23.76
23.23
19.11
HOURLY
(B) (C) ID) (E)
21.51 22.75 24,05 25.43
23.10 24.43 25.83 27.31
22,61 23.91 25.28 28.73
1.9.92 21.06 22.27 23.55
19.92 21.06 22.27 23.55
21.38 22.61 23.91 25.28
20.93 22.13 23.40 24,74
23.35 24.89 26.10 27.60
25.12 26.56 28.09 29.70
24.56 25.97 27.46 29.04
APPROXIMATE TOP STEP
ANNUAL MONTHLY
52,854 4,407
56,804 4,733
55,598 4,633
48,984 4,082
48,984 4,082
52,582 4,381
51,459 4,288
57,408 4,784
61,776 5,148
60,403 5,033
39,748 3,312
(A)
1627.20
1748.00
1710.40
1507.20
1507.20
1617.80
1583.20
1766.40
1900.80
1858.40
1528.80
B I- W E E K L Y
(B) (C) (0)
1720.80 1820.00 1924.00
1848.00 1954.40 2066.40
1808.80 1912.80 2022.40
1593.60 1684.80 1781.60
1593 60 1684.80 1781.60
1710.40 1808.80 1912 80
1674.40 1770.40 1872.00
1868,00 1975.20 2088.00
2009.60 2124.80 2247.20
1964.80 2077.60 2196.80
(E1
2034.40
2184.80
2138.40
1814 00
1884
2022.40
1979 20
2208.00
2376.00
2323.20
CITY OF PALO ALTO COMPENSATION PLAN
POLICE PERSONNEL
EFFECTIVE Pay period
CLASS TITLE
NUM
611
613
612
627
621
623
622
631
633
632
620
POLICE
POLICE.
POLICE
POLICE
POLICE
POLICE
POLICE
POLICE
POLICE
POLICE
POLICE
Including July 1, 1995
RANGE
NUMBER - •. -- -H O U R L Y
AGENT
AGENT/ADV
AGENT/INTER
OFF TRAINING
OFFICER
OFFICER-ADV
OFFICER -INTER
SERGEANT
SGT/ADV
SGT/INTER
TRAINEE
2075
2229
2181
1922
1922
2063
2018
2252
2423
2370
1950
(A)
20.75
22.29
21.81
19.22
19.22
20.63
20.18
22,52
24.23
23.70
19.50
(B) (C) (0) (E)
21.94 23.20 24.53 25,94
23,57 24.92 26.35 27.88
23.06 24.38 25.78 27.26
20.33 21.49 22.73 24.03
20.33 21.49 22.73 24.03
21.82 23.07 24.39 25.79
21.34 22.57 23.86 25.23
23.81 25.18 20.82 28.15
25.62 27,09 28.65 30.29
25,06 26,50 28.02 29.63
APPROXIMATE TOP STEP
ANNUAL MONTHLY
53,455 4,496
57,948 4,829
56,700 4,725
49,982 4,165
49,982 4,165
53,843 4,470
52,478 4,373
58,552 4,879
83,003 5,250
61,630 5,135
40,560 3,360
(A)
1660.00
1763.20
1744.80
1537.60
1537.60
1650.40
1614.40
1801.80
1938.40
1896.00
1560.00
B I- W E E K L Y
(8) (C) (0) •
1755.20 1856.00 1982.40
1885.60 1993.60 2108.00
1844.80 1950.40 2082.40
1626.40 1719.20 1111.40
1626.40 1719.20 1818.40
1745.60 1845.60 1951.20
1707.20 1805,60 1908.80
1904.80 2014.40 2129.60
2049.80 2167.20 2292.00
2004.80 2120.00 2241.60
(E)
2075.20'
2228.801
2180.101
1922.40E
1922 0.
2081
2011.40'.
2252.00'.
2423.201
2370.401
•