HomeMy WebLinkAboutRESO 9282Resolution No. 9282
Resolution of the Council of the City of Palo Alto Adopting a
Compensation Plan for Management and Professional
Personnel and Council Appointees and Rescinding
Resolution Nos. 9156,9180, and 9221
The Council of the City of Palo Alto does RESOLVE as follows:
SECTION 1. Pursuant to the provisions of Section 14 of Article III of the Charter of
the City of Palo Alto, the Management Compensation Plan, as set forth in Exhibit "A" attached
hereto and made a part hereof by reference, is hereby adopted for Management and
. Professional Personnel and Council Appointees effective July 1, 2011 through June 30,2013 or
until amended.
SECTION 2. The Compensation Plan as adopted 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 his preparation of forthcoming payrolls.
He is further authorized to make changes in the titles of employee classifications identified in
the Table of Authorized Personnel contained in the 2011-2013 budget, if such titles have been
changed in the Compensation\Plan.
SECTION 5. Resoluti?n Nos. 9156, 9180 and 9221 are hereby rescinded.
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CITY OF PALO ALTO
COMPENSATION PLAN
Management and Professional Personnel
And Council Appointees
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Effective: Pay period including July 1,2012 through June 30,2013,
except where specifically noted.
COMPENSATION PLAN FOR THE CITY OF PALO ALTO
Management and Professional Personnel
As used in this Plan, the term "Management and Professional" refers to all employees, including
Confidential employees, previously classified as·"Management and Confidential" by the City. This
group will hereafter be identified as "Management and Professional" personnel.
SECTION I. COMPENSATION
This section applies to all management and professional employees and does not include Council
Members or Council-appointed officers. Each Council-appointed officer shall be the responsible
decision-maker under this Plan for those employees in departments under hislher control.
A. MANAGEMENT AND PROFESSIONAL COMPENSATION POLICY
The City's policy for management and professional 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 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
1. Structure. The compensation plan includes separate multi-grade structures for both
management and professional employees. Each grade will have a control point which is used
for budgetary purposes. All management and professional positions will be assigned an
appropriate pay grade based on salary survey data and internal relationships. Actual salary
within the range is determined by experience and performance. The normal working range
where most actual salaries will fall will be within ± 10% of the control point.
Competitive marketplace studies will be conducted as needed by surveying a maximum of
14 organizations similar to Palo Alto in number of employees, funding mechanisms,
population and services provided. These studies will focus on total compensation for
management positions such as first line supervisors, administrative, confidential,
professional and top management. Periodically, studies will include position-by-position
comparisons using market research and internal equity data. The results of these studies may
indicate that the entire pay grade structure be adjusted, that individual positions be
reassigned to different pay grades, or that no change takes place. Such adjustments will only
affect the salary administration framework. No individual salaries will be automatically
changed because of structural adjustments.
A department director may request that HR reevaluate a job or jobs in his or her department
based on significant and permanent changes in job content. In doing so the director will
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supply needed information and will provide a position description questionnaire as
requested. The Chief People Officer will respond to such requests within his or her
discretion.
2. Compensation Adjustment Authorization. In consultation with feedback received from the
Management and Professional Compensation Committee, the City Manager may propose as
. part of the budget process for Council approval of a compensation adjustment based on (1)
competitive market data, (2) changes in internal position relationships, (3) the City's ability
to pay, and (4) a recommendation received from the Chief People Officer. For fiscal year
2013 the compensation adjustment to control point shall be three percent (3%) effective the
pay period including October 6, 2012. In addition, certain below-market positions will be
subject to equity adjustments at a future date based on Management Compensation Study
results and subject to Council approval.
In years when there is an adjustment to control point, this adjustment will be available for
those management/professional employees who have received an overall rating of "meets"
or "exceeds" expectations on their annual review and who have not been on a performance
improvement plan during the preceding fiscal year. Nothing herein shall preclude an
employee's manager from awarding a control point adjustment increase to an employee on a
performance plan at a later date should employee's performance improve.
3. Base Compensation. Compensation for management and professional employees includes
bi-weekly base salary and is paid on a continuing basis. On a fiscal year basis, the bi-weekly
base salary must fall within pay grade limits of no less than 20% below the control point and
no more than 20% above the control point.
Base· salary increases are earned in accordance with administrative guidelines based upon
growth within the position and performance, which must meet or exceed position standards,
the salary structure and the City's ability to pay.
4. Performance Planning and Appraisal. Performance appraisals will be conducted at the end of
each fiscal year during the months of July through September 30 each year prior to
determining individual employee fixed 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. The performance appraisals should be implemented in a manner
that will achieve the following objectives:
• Define the employee's job duties and expected level of performance for the next
review period to ensure that both the employee and supervisor have a clear
understanding of the employee's role and responsibilities;
• Evaluate and document past performance to serve as a basis for establishing and
obtaining future performance standards/objectives;
• Facilitate two-way communication and understanding between the employee and his
or her supervisor;
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• Counsel and encourage employees to work toward a learning development plan and
realize their full potential;
• Establish future work plan objectives.
Work plans should include job related projects or special goals related to regular job duties
when applicable. At the conclusion of the fiscal year (or review period), supervisors shall
make a final determination of the overall performance rating.
Recommendations shall be forwarded to department heads and to the Chief People Officer
or appropriate Council appointed officer who will then determine individual fixed
adjustments according to the provisions of the compensation plan. This process should be
completed by September 30.
C. MANAGEMENT AND PROFESSIONAL COMPENSATION ADJUSTMENT
AUTHORIZATION
1. Council-appointed officers are authorized to pay salaries in accordance with this plan to
non-Council-appointed management and professional employees in an amount not to exceed
the aggregate of approved management and professional positions budgeted at the control
points in the Table of Organization for the applicable fiscal year.
2. Individual management and professional compensation authorized by a Council-appointed
officer under the Management and Professional Compensation Plan may not be less than
20% below nor more than 20% 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 Professional Salary 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 professional positions including Council
Appointed Officers as applicable and including Council Members where 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. OVERTIME
Compensation for overtime work shall be in conformance with the Merit Rules and Regulations
and Policies and Procedures.
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B. IN LIEU HOLIDAY PAY
Employees who work a schedule where a regular day off falls on a holiday will be paid for the
hours they would have normally worked on that day. If the holiday falls on a non-workday for
an exempt employee, the employee may, with supervisory approval, take another day off within
the pay period or the following pay period.
C. WORKING OUT OF CLASSIFICATION PAY
Where management and professional employees, on a temporary basis, are assigned to perform
all significant duties of a higher classification, the City Manager may authorize payment within
the range of the higher classification for the specified time frame. Working out of class pay is
normally not to exceed 10% more than the employee's current salary and shall be documented
on a Personnel Action Form, with a description of the additional duties to be performed and an
end date.
D. STAND-BY PAY
Employees eligible for overtime may be entitled to stand-by pay, approved by the City Manager
on a case by case basis, in extreme circumstances involving unavailability of non-management
staff. Compensation is as follows:
Monday through Friday $40 per day
Saturday, Sunday, Holidays $58 per day
E. CALLOUTPAY
Effective pay period beginning February 26, 2011, Exempt management and professional
classifications will be compensated for Call Out as outlined below with Management approval
(and will not be eligible for overtime pay). Call Out applies when: (1) an employee previously
left City premises, (2) is called back to the work location outside of regularly scheduled working
hours, and (3) the Call Back is for an emergency arising out of situations involving real or
potential loss of service, property or personal danger. Employees called back will be expected to
respond directly to the location of the problem.
Compensation is per Call Out as reported on timecard and will be paid as follows:
Monday through Friday: $140 per day
Saturday and Sunday: $200 per day
F. NIGHT SIDFT PREMIUM
Night shift differential shall be paid at the rate of five percent (5%) to regular full-time
employees who are regularly assigned to shift work between 6:00 p.m. and 8:00 a.m., or to
employees who are temporarily assigned to work a full shift between 6:00 p.m. and 8:00 a.m.
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G. UNIFORM PURCHASE PLAN -SWORN POLICE. FIRE PERSONNEL. and OPEN
SPACE PERSONNEL
Uniforms, including cleaning, will be provided with replacement provisions on an as-needed
basis in conformance with department policy.
H. GROUP INSURANCE
1. Effective Date of Coverage for New Employees
For newly-hired regular employees coverage begins on the first day of the month following
date of hire for the health plan, dental plan, vision care plan, long term disability and life
insurance plans if these benefits are elected.
2. Active Employee Health Plan
a) Based on an employee's family status, the City shall pay up to the monthly medical
premium for the second most expensive plan among the existing array of plans available
during the term of this compensation plan on behalf of eligible employees (including
Council Appointed Officers and Council Members) and dependents, except as provided
in section b, below. Eligible dependents, under current law, include spouses, children
under the age of 26 and never married (natural, adopted, or stepchildren), economically
dependent children, and domestic partners registered with the Secretary of State. If
PERS changes the plans it offers, the City will continue to provide an equivalent benefit
at an equivalent cost.
b) Effective in the pay period including October 6, 2012, participating employees will
contribute 10% of the premium cost for the employee-selected plan, and the City shall
contribute 90%, with a maximum City contribution of 90% of the second highest plan. .
c) City medical premium contributions will be prorated for part-time employees based on
the number of hours per week the part-time employee is assigned to work.
d) Coverage for Domestic Partners:
1) Domestic Partnership Registered with the California Secretary of State: Employees
may add their domestic partner as a dependent to their elected health plan coverage if
the domestic partnership is registered with the Secretary of State.
2) Domestic Partnership Not Registered with the California Secretary of State:
Domestic partners who meet the requirements of the City of Palo Alto Declaration of
Domestic Partnership, and are registered with the Human Resources Department,
will be eligible for reimbursement of the actual monthly premium cost of an
individual health plan, not to exceed the maximum monthly City employer
contribution for one-party coverage under the CalPERS Health Benefits Program (or
PORAC if a safety department employee) for an employee covered under this
agreement. Evidence of premium payment will be required with request for
reimbursement.
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e) PERS Choice Reimbursement Plan
Will be eliminated effective January 1, 2013. Management and Professional
personnel enrolled in the PERS Choice medical plan may submit a request for
payment, as specified below, for non-covered medical expenses, incurred during the
period of January 1, through December 31, of the plan year, that exceed $2,500. The
maximum annual reimbursement amount proyided under this program is:
• $700 for employees enrolled in the Employee-Only category;
• $900 for employees enrolled in the Employee and One Dependent
category, and
• $1,100 for employees enrolled in the Family category.
Any amounts reimbursed to an individual under this program would be
included in the employee's gross income and is not PERSable.
This program shall only reimburse employees for medical expenses that are not
reimbursed through any other means and meet the definition in Section 213(d) of the
Internal Revenue Code. (Examples of eligible expenses include medical plan
deductibles and co-payments, prescription drugs, dental care, hearing care, and
vision care.) However, in order to have any expenses reimbursed under this
program, the employee must have allocated 100% ($2,500.00) of their 2010 calendar
Excess Benefit funds into the Medical FSA option during the election that occurred
in December 2009. In addition, all such reimbursements from the Excess Benefit
Program must have been solely for medical expenses, as defined by Section 213(d)
of the Internal Revenue Code. If the employee has designated hislher Excess
Medical funds for any other qualifying expenses (i.e. dependent care, Professional
Development, Deferred Compensation contributions), the employee would not be
eligible for reimbursement under this program.
Employees may submit a final claim for the 2012 plan year's expenses during January.
Any amounts remaining from the PERS Choice reimbursement plan after the claims for
the plan year had been processed shall be forfeited.
3. Alternative Medical Benefit Program
If a regular employee and/or the employee's dependent(s) are eligible for medical insurance
through another employer-sponsored or association medical plan, the employee may opt for
alternative medical insurance coverage through the other employer-sponsored or association
plan and waives hislher right to the City of Palo Alto's medical insurance coverage for same
individuals. Employees electing alternative coverage and no City coverage will receive cash
payments in the amount of 90% of the average monthly premium for one party, which is
$284.00.
4. Retiree Health Plan
a) Employees Hired Prior to January 1,2004
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Monthly City-paid premium contributions for a retiree-selected health plan through the
CalPERS Health Benefits Program will be made as provided under the Public
Employees" Medical and Hospital Care Act. The City's monthly employer contribution
for each employee retiring on or after January 1,2007 and prior to March 31, 2011 shall
be the amount necessary to pay for the cost of his or her enrollment in a health benefits
plan up to the monthly premium for the second most expensive plan offered to
management and professional personnel during the contract term (among the existing
array of plans.) The City's contribution for an employee hired before January 1, 2004
who retires on or after March 30, 2011 shall be the same contribution amount it makes
from time to time for active City employees.
b) Post -1/1/04 Hires
For those Management and professional employees hired after January 1, 2004, the
PERS law vesting schedule set forth in Government Code section 22893 will apply.
Under that law, an employee is eligible for 50% of the specified employer health
premium contribution after ten (10) years of service credit, provided at least five (5) of
those years were performed at the City of Palo Alto. After ten (10) years of service
credit, each additional service credit year increases the employer contribution percentage
by 5% until, at 20 years' service credit, the employee.will be eligible upon retirement for
100% of the specified employer contribution and 90% of their dependent coverage. The
City of Palo Alto's health premium contribution for eligible post -1/1/04 hires shall be
the minimum contribution set by PERS under section 22893 based on a weighted
average of available health plan premiums.
5. Dental Plan
a) The City shall pay covered plan charges on behalf of all eligible employees and
dependents. (Domestic partners who are either registered with the Secretary of State or
who meet the requirements of the City of Palo Alto Declaration of Domestic Partnership,
and are registered with the Human Resources Department are considered dependents
under the plan.) Benefits for regular part-time employees hired or assigned to a part-time
schedule will be prorated in accordance with his/her percentage of a full-time work
schedule.
b) The City's Dental Plan provides the following:
• Maximum Benefits per Calendar Year-$2,000 per person
• Lifetime Maximum for Orthodontics-The City will pay up to $2,000.00 for
orthodontia coverage (not included in annual dental maximum)
• Major Dental Services 50% UCR *
• Orthodontics 50% UCR *
• Basic Benefits (All other covered services)
First Calendar Year of Eligibility 70% UCR*
Subsequent Calendar Years 70%-100%
*Usual, Customary, and Reasonable
• Composite (tooth covered) fillings for posterior teeth
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For each dental plan member, the percentage of coverage for basic benefits will begin at
70% for the first calendar year of coverage and increase by 10% (up to a maximum of
100%) effective the first day of the next calendar year as long as the member utilizes the
plan at least once during the current year. Per the Delta Dental contract effective October
1,2005, if the member does not utilize the plan during the current year, the percentage of
coverage for the next calendar year shall remain unchanged from the current year.
If a dental plan member ever loses coverage under the plan, the applicable percentage of
coverage for basic benefits provided during any future period of coverage will
commence at 70% as if the dental plan member was a new enrollee. Examples of when a
member might lose coverage under the plan would include:
• Employee goes on an unpaid leave of absence and elects not to pay the required
dental premiums for hislher family's coverage during the leave.
• Employee elects to drop one or more covered dependents from the plan during an
open enrollment period so that they might be covered on a spouse's non-City of
Palo Alto dental plan.
6. Basic Life Insurance
The City shall provide a basic group term life insurance with Accidental Death and
Dismemberment (AD&D) coverage, in an amount equal to the employee's annual basic pay
(rounded to the next highest $1,000) at no-cost to the employee. AD&D pays an additional
amount equal to the employee's annual basic pay (rounded to the next highest $1,000).
7. Supplemental Life And AD&D Insurance
An employee may, at hislher cost, purchase additional life insurance and additional AD&D
coverage equal to one-or tWo-times his or her annual salary. The maximum amount of life
insurance available to the employee is up to $325,000 and the maximum amount of AD&D
coverage available is up to $325,000.
8. Long Term Disability Insurance
a) The City shall provide long term disability (LTD) insurance with a benefit of 2/3
monthly salary, up to a maximum benefit of $10,000 per month. The City shall pay the
premium for the first $6,000 of base monthly salary. For employees whose base monthly
salary exceeds $6,000, the employee shall pay the cost of the required premium based
upon their monthly salary between $6,000 and $15,000.
b) For employees whose base monthly salary exceeds $6,000 and who have no eligible
dependents covered under the City's medical, dental or vision plans, the City will pay up
to $17.50 per month towards the employee's cost for LTD coverage.
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9. Vision Care
a) The City shall provide vision care coverage for employee and dependents. Coverage is
administered by Vision Service Plan (VSP). The plan provides an exam every 12
months; lenses every 24 months; frames every 24 months, all subject to a $20 co-
payment as defined in the Vision Services Benefits Plan A schedule. Benefits for regular
part-time employees will be prorated as follows:
Employees hired after January 1, 2004, who will work less than full time, will receive
prorated premium costs for vision benefits in accordance with hislher percentage of a
full-time work schedule. Vision benefits for regular part-time employees hired or
assigned to a part-time schedule will be prorated in accordance with hislher percentage
of a full-time work schedule.
b) Effective July 1, 1996, dependents include eligible domestic partners who are either
registered with the Secretary of State or who meet the requirements of the City of Palo
Alto Declaration of Domestic Partnership, and are registered with the Human Resources
Department.
I. EMPLOYEE ASSISTANCE PLAN
The Employee Assistance Plan (EAP) provides employees with confidential personal
counseling, work and family related issues, eldercare, substance abuse, etc. In addition, EAP
programs provide a valuable tool for supervisors to refer troubled employees to professional
outside help. This service staffed by experienced clinicians is available to employees and their
dependents by calling a toll-free phone line 24 hours a day, seven days a week. Guidance is also
available online.
J. SAFETY DIFFERENTIALS
1. 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: five percent (5%) above base salary
• P.O.S.T. Advanced Certificate: seven and a half (7 ~%) above base salary
2. Fire Department -EMT Differential
Pursuant to administrative rules governing eligibility and qualification, the following may be
granted to sworn Fire personnel: .
• EMT Differential: three percent (3%) above base salary
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K. MANAGEMENT and PROFESSIONAL BENEFIT PROGRAM
Management and professional employees are eligible for Sections 1, 2, 3,· and 4 of the
Management Benefit Program. City Council Members are eligible for Section 3 only.
1. Professional Development -Reimbursement
The purpose of this program is to provide employees with resources to improve and
supplement their job and professional skills. Reimbursement for authorized self-
improvement activities may be granted each management and professional employee up to a
maximum of five hundred dollars ($500) per fiscal year. A departmental training fund of
one thousand dollars per employee ($1,000) will be established for subject matter,
leadership or other training that the Department Director identifies as a need for employees
within that Department.
The, following items are eligible for reimbursement:
a) Civic and professional association memberships
b) Conference participation and travel expenses, which must occur within the
compensation plan period.
c) Educational programs, books and videos, and tuition reimbursement designed to
maintain or improve the employee's skills in performing his or her job or future job
opportunities, should support the City's mission or be necessary to meet the
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 as
defined by the City's travel expense report from the Policy & Procedures Manual
Section 1-02 ASD.
d) Professional and trade journal subscriptions not to exceed 12 months.
e) Approval will be at discretion of department head and signature is required on
reimbursement form.
Amounts under this professional development program will be pro-rated in the first
year of employment or promotion into a position covered by this Compensation Plan
2. Physical Examinations
All management and professional employees are eligible to receive an annual physical
examination as follows:
a) Use the periodic health exam benefit as provided under the PERS Health Plan option
you have selected. Each of the PERS Health Plans provides for a periodic physical
examination. The examination must be performed by your primary care physician-
unless he/she refers you to another physician.
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b) The types of tests and the frequency of the tests cannot exceed AMA guidelines. The
guidelines are a suggested minimum based on research· studies concerning
preventative care. The judgment of your physician is the final determinant for your
care.
c) Any additional necessary asymptomatic tests that are required by your physician that
are not covered by your health plan, will be reimbursed by the City. Any
symptomatic tests will be covered under your PERS Health Plan.
The Reimbursement for Periodic Physical Exam Form is available on the Human Resources
Intranet site. This benefit will not be pro-rated.
3. Excess Benefit
This benefit is designed to meet the requirements of Section 125 of the Internal Revenue
Code, with exception of Gym or Health Club Membership. Every calendar year, each
employee will be provided with $2,500 that they can designate among the following options:
a) Medical Flexible Spending Account (Medical FSA). Provides reimbursement for
excess medical/dental/vision, or expenses that are incurred by employees and their
dependents which are not covered or reimbursed by any other source, including
existing City-sponsored plans. This includes prescribed medications and copayments
as well as over-the-counter drugs, including: antacids, allergy medicines, pain
relievers and cold medicines. However, nonprescription dietary supplements (e.g.
vitamins, etc.) toiletries (e.g. toothpaste), cosmetics (e.g. face cream), and items used
for cosmetic purposes (e.g. Rogaine) are not acceptable.
b) Dependent Care Flexible Spending Account (Dependent Care FSA). Provides
reimbursement for qualified dependent care expenses under the City's Dependent
Care Assistance Program (DCAP), subject to the following limits: Dependent care
expenses will be reimbursed only to the extent that the amount of such expenses
reimbursed under this Management Benefit Program, when added to the amount (if
any) of annual dependent care expeNses that the participant has elected under the
City's Flexible Benefits Plan, do not exceed the maximum permitted under the
DCAP.
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.
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, 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
(6) individuals (other than a resident of the facility).
5) Dependent care expenses not submitted under 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 Exc,ess Benefit Plan.
c) Non-taxable Professional Development Spending Account. Provides reimbursement
for Non-Taxable professional development expenses (e.g.Job-related training and
education, seminars, training manuals, etc.) to the extent they are not paid or
reimbursed under any other plan of the City.
d) Gym or Health Club memberships. Provides reimbursement for annual or monthly
memberships, including personal trainers. Reimbursement of this expense is taxable
to the employee.
e) Deferred Compensation. Provides a one-time contribution to the employee's City-
sponsored 457 Deferred Compensation plan with either ICMA-RC or the Hartford.
Amounts designated by employees to either the Medical FSA, Dependent Care FSA, or
Professional Development options are done so on a "use -it-or-Iose-it" basis. This means
that any amounts designated and not used by the end of the calendar year (or end of the
extended grace period for the medical FSA) will be forfeited by the employee and returned
to the plan.
Specified amounts under this benefit will be applied on a pro-rata basis for employees who
are part-time or who are in a management or professional pay status for less than the full
fiscal year. Such benefits will be pro-rated in the first year of employment (based on hire
date) but will not be pro-rated upon separation of employment.
L. LEAVES
1. Sick Leave
a) Sick leave shall be accrued bi-weekly provided the employee has been in a pay status
for 50% or more of a bi-weekly pay period. Sick leave shall be accrued at the rate of
3.7 hours per bi-weekly pay period for those employees working a 40-hour duty
schedule. Those assigned work schedules which are greater or lesser than 40 hours
will accrue sick leave at the ratio of their work schedule to 40 hours.
b) Employees may use up to 20 hours of sick leave per calendar year for personal
busiriess. The scheduling of such leave is subject to the approval of the appropriate
level of Management.
c) Employees leaving the municipal service shall forfeit all accumulated sick leave,
except as otherwise provided by law and by Section 609 of the Merit Rules and
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Regulations. In the event that notice of resignation is given, sick leave may be used
only through the day which was designated as the final day of work by such notice.
d) Employees that were hired before December 1, 1983 and who leave the municipal
service in good standing, or who die while employed in good standing by the city,
and who have 15 or more years of continuous service shall receive compensation for
unused sick leave hours in a sum equal to two and one-half percent (21'2%) of their
unused sick leave hours multiplied by their years of continuous service and their
basic hourly rate of pay at termination. Full sick leave accrual will be paid in the
event of termination due to disability. See Merit System Rules and Regulations,
Chapter 6, Section 609.
. e) Up to nine (9) days of sick leave per calendar year may be used for illness in the
immediate family, including a registered domestic partner.
t) Management and Professional employees eligible, as specified above if hired before
December 1, 1983, to be compensated for sick leave may annually convert sick leave
hours in excess of 600 to cash or deferred compensation, according to the formula set
forth above, up to a maximum of $2,000 per fiscal year.
g) In accordance with the City Merit Rules and Regulations, a new employee may, if
necessary, use up to 48 hours or shift equivalent of sick leave at any time during the
first six (6) months of employment.
2. Management Annual Leave
a) Exempt Employees
Regular management and professional employees will be credited with 80 hours of
annual leave. This leave is granted in recognition of the extra hours Management and
Professional employees work over their regular schedule. This leave 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 (Yz) shift off for each 8 hours charged.
In 2012, the City will be transitioning this benefit from a fiscal to calendar year basis
for administrative purposes. Therefore, on July 1,2012, employees will be credited
with 40 hours of annual leave for the period of July 1 to December 31, 2012.
Beginning in 2013 and each calendar year thereafter, employees will be credited with
80 hours of management annual leave.
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 year;
employees who have used more than the pro-rated share at the time they leave City
service shall be required to repay the balance or have it deducted from their final
check. Unused balances as of the end of the year will be paid in cash unless a
different option as indicated above is elected by the employee.
13
b) Non-Exempt Employees
Based on an audit recommendation to eliminate payment of overtime as well as
management leave for non-exempt employees in the management group, the City is
transitioning away from providing management leave to non-exempt employees. As
part of the transition, and in order to minimize impacts to current employees, the
City will phase-out elimination of the 80 hours of management leave for all current
non-exempt Management and Professional employees (those eligible to earn
overtime). Continuing through Fiscal year 2013-2014, there will be no change to
management leave benefits for current employees; these employees will maintain
their 80 hours of management leave and also receive pay for any overtime hours
worked. Beginning on July 1, 2014 all employees in non-exempt positions will
receive overtime pay for hours actually worked, but will no longer receive
management leave.
Employees hired into non-exempt management positions on or after February 26,
2011 will receive overtime only and will not be eligible for management leave.
3. Vacation
Vacation will be accrued when an employee is in pay status and will be credited on a bi-
weekly basis. Total vacation accrual at anyone time may not exceed three (3) times the
annual rate of accrual. Each eligible employee shall accrue vacation at the following rate for
continuous service performed iIi pay status:
a) Less than nine (9) years. For employees completing less than nine (9) years
continuous service: 120 hours vacation leave per year; provided that:
L The City Manager is authorized to adjust department head annual vacation
accrual to provide for a maximum of 160 hours for those hired between July
1, 1996 and June 30, 2001; and
11. The City manager is authorized to adjust the annual vacation accrual of
employees hired on or after July 1,2001, to provide up to 40 additional hours
(Le., to a maximum annual accrual of 160 hours) for service with a prior
employer.
b) Nine (9), but less than fourteen (14) years. For employees completing nine (9), but
not more than fourteen (14) years continuous service; 160 hours vacation per year.
c) Fourteen (14), but less than nineteen (19) years. For employees completing fourteen
(14), but not more than nineteen (19) years continuous service; 180 hours vacation
leave per year.
d) Nineteen (19) or more years. For employees completing nineteen (19) or more years
continuous service; 200 hours vacation leave per year.
14
e) Employees are eligible to cash out vacation accrual balances in excess of 80 hours.
An employee may cash out a minimum of eight (8) hours to a maximum of 120
hours of accrued vacation provided the employee has taken 80 vacation hours in the
previous 12 months and has followed the election procedures set forth in this section.
Employees must elect the number of vacation hours they will cash-out during the
next calendar year, up to the maximum of 120 hours. For the 2012 calendar vacation
year, employees will make their election for vacation hours to cash out no later than
November 1, 2012. The election will apply only to vacation hours that are accrued
in the next calendar year and that are eligible for cash-out. .
The election to cash-out vacation hours in each designated year will be irrevocable.
This means that employees who elect to cash-out vacation hours must cash:"out the
number of accrued hours pre-designates on the election form.
Employees who do not elect a cash-out amount by November I of the prior calendar
year will be deemed to have waived the right to cash out any leave in the following
tax year and will not be eligible to cash-out vacation hours in the next tax year
Employees who elect cash-out amounts may request a cash-out at any time in the
designated tax year by submitting a cash-out form to payroll. Payroll will complete
the cash-out upon request, provided the requested cash-out amount has accrued and
is consistent with the amount the employee pre-designated. If the full amount of
hours designated for cash-out is not available at the time of cash-out request, the
maximum available will be paid. For employees who have not requested cash-out of
the elected amount by November I of each year, Payroll will automatically cash-out
the elected amount in a paycheck issued on or after the payroll date including
November 1.
4. Bereavement
Leave of absence with pay of three (3) days may be granted an employee by the head of
hislher department in the event of death in the employee's immediate family, which is
defined for purposes of this section as wife, husband, son, son-in-law, step-son, daughter,
daughter-in-law, step-daughter, mother, mother-in-law, father, father-in-law, brother,
brother-in-law, sister, sister-in-law, grandmother, grandmother-in-Iaw, grandfather,
grandfather-in-Iaw, grandchild, aunt, uncle, niece, nephew, registered domestic partner, or a
close relative residing in the household of employee. Such leave shall be at full pay and shall
not be charged against the employee's accrued vacation or sick leave. Requests for leave in
excess of three days shall be subject to the approval of a Council-Appointed Officer for
employees under hislher control.
M. RETIREMENT PENSION
1. Effective pay period inclusive of 1/6/07, the City's Public Employees' Retirement System
(PERS) benefits changed to the 2.7%@ 55 formula for non-safety members (from 2% @55).
15
For miscellaneous employees hired on or after July 17, 2010, the City offers the CalPERS
retirement formula two percent (2.0%) of final salary at age sixty (60).
For Safety members, the City currently offers the CalPERS "3% at 50" full formula (Section
21362.2) benefit. Local Fire Safety members newly hired after 6/08/12 will be placed in the
3%@55 formula. As soon as administratively possible, the City intends to modify the Local
Police Safety formula for new hires to 3%@55 formula.
2. Employee PERS Share.
The City currently pays 6% of the employee's CalPERS share for employees under the
2.7%@55, 5% for employees under the 2%@60 formula, and the full employee share for
those with public safety formulas.
a) Beginning with the pay period including October 6, 2012, employees under the
2.7%@55 retirement formula will pay the full eight percent (8%) employee
contribution.
b) Beginning with .the pay period including October 6, 2012, employees subject to
the 2%@60 retirement formula shall pay the full seven percent (7%) employee
contribution.
c) Beginning with the pay period including October 6, 2012, Public Safety
employees will pay the full nine percent (9%) PERS employee contribution.
3. Final Compensation.
I
Final compensation for purposes of retirement shall be as set forth in the City's contract with
CalPERS, including, when applicable, the Government Code Section 20692: Optional
Benefit.
4. Employee PERS contributions shall be made on a tax deferred basis, in accordance with
Section 414(h)(2) of the Internal Revenue Code. All provisions of this subsection are subject
to and conditioned upon compliance with IRS regulations.
N. COMMUTE INCENTIVES and PARKING
1. Civic Center Parking. Employees assigned to Civic Center and adjacent work locations. The
City will provide a Civic Center Garage parking permit. 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.
2. Alternative Commute Incentives: Employees who qualify may voluntarily elect one of the
following commute incentives for those using an eligible commute alternative on 60% or
more of their scheduled work days per month:
a) Public Transit and Vanpool. The City provides tax-free commute incentives up to the
current IRS limit, as may be amended from time to time, (currently $125/month) are
16
available through the Commuter Check Direct (CCD) website for employees using
Bay Area public transportation or riding in a registered vanpool at least 60% of their
scheduled work days. Administration of the Commuter Check benefit shall be
subject to the rules and regulations of the third-party administrator.
b) Bicycle. The City will provide employees with a tax-free incentive of $20 per month
to eligible employees who ride a bicycle to work.
c) Carpool. The City will provide. with a taxable incentive of $30 per month to each
eligible employee in a carpool with two or more licensed drivers.
d) Walk. The City will provide employees with a taxable incentive of $20 per month to
eligible employees who walk to work.
o. AT-WILL STATUS
Certain Management and Professional Positions are designated as having "at-will" employment
status. "At-will" positions are intended to be of a limited duration and employees hired to fill
these positions shall have no constitutionally protected property or other interest in their
employment with the City. Notwithstanding any provision in the Merit System Rules and
Regulations or any other City rule, policy or procedure, at-will employees have no right to
continued employment or pre-or post-disciplinary due process and work at the will and pleasure
of the hiring authority (City Council, City Manager or Council-Appointed Officer). Work for
an at-will employee may be eliminated and/or the employee may be terminated, or asked to
resign, at any time, with or without cause, upon notice to that employee, and the employee may
resign at any time upon written notice to the hiring authority.
1. At-will Management & Professional positions.
Department heads hired after July 1, 2004 and prior to the date of adoption of this plan were
hired as at-will employees whose terms of employment are specified by an employment
contract that includes a severance package.
Effective on the date of adoption of this plan, new employees hired or promoted to
department head, assistant department director, and all other positions listed on Attachment
B shall be at-will employees.
At-will employees will be eligible for, and shall receive, all regular benefits (Le., health
insurance, PERS contribution to the extent paid by City, etc.) and vacation, sick leave, and
management leave as are generally provided to management employees and described in
this compensation plan, as amended from time to time. At-will employees who are
terminated or asked to resign shall, upon execution of a release of all claims against the City,
be eligible for a severance payment equivalent to four (4) weeks of salary and benefits,
increasing after completion of the first full year of service by one (l) week for every
completed year of service, up to a maximum of 12 weeks. For example, an at-will employee
who has completed six (6) years of service would be eligible to receive ten (l0) weeks of
severance (4 weeks plus 1 week for each year of service). No severance shall be paid if the
employee is terminated for serious misconduct involving abuse of his or her office or
17
position, including but not limited to waste, fraud, violation of the law under color of
authority, misappropriation of public resources, violence, harasstnent or discrimination. If
the employee is later convicted of a crime involving such abuse of his or her position the
employee shall fully reimburse the City as set forth in Government Code section 53243.3.
2. Provisional employees.
The City has created a program for Provisional employment when funding is available. The
program's purpose is to create limited duration senior management level work for the City
Manager's Office or as designated by the City Manager. A Provisional Employee will be an
. "at will" employee whose term of employment shall be no more than two (2) years. A
Provisional Employee shall be exempt and not eligible to earn overtime. A Provisional
Employee will receive limited benefits as specified in an Employment Agreement. Sections
I and II of this Compensation Plan shall not apply to Provisional Employees, except as
specified by the City Manager.
3. Management fellows.
The City has created a program for Management Fellows when funding is available. The
program's purpose is to create limited duration entry level positions for graduate students. A
management fellow will be an "at will" employee whose term of employment shall be no
more than one (1) year. A Management Fellow shall be PERS exempt, but may receive
limited vacation, limited sick leave, limited health care benefits and other limited benefits,
as determined by the City Manager. Sections I and II of this Plan shall not apply to
Management Fellows, except as specified by the City Manager.
P. ADDITIONAL COMPENSATION FOR MAYOR AND VICE MAYOR
The Mayor shall receive $150 monthly, and the Vice Mayor $100 monthly to defray additional
expenses of these offices.
Q. REIMBURSEMENT FOR RELOCATION EXPENSE
Policy Statement
The City of Palo Alto, in rare instances, may provide a Basic Relocation Benefits Package for
new management and professional employees, upon the approval of the City Manager or
designated subordinate. In addition, the provision of "Optional Benefits" or portions thereof,
may be extended for exceptional circumstances and only the approval of the City Manager or
designee, or for Council-appointed officers, the City Council.
The details of the Relocation Expense program are specified in the City's Relocation Expense
policy.
18
R. MEAL ALLOWANCE
" Management and professional employees assigned to attend night meetings are eligible to
receive reimbursement for up to $20.00 per dinner. This provision covers only receipted meals
actually taken and submitted for reimbursement.
S. GRIEVANCES REGARDING COUNCIL APPOINTED OFFICERS
Notwithstanding the grievance procedures provided in Chapter 11 of the City of Palo Alto's
Merit System Rules and Regulations, any Management and Professional employee who is
supervised by a Council Appointed Officer and has a grievance against that Council Appointed
Officer or regarding the conduct of that Council Appointed Officer shall, following an attempt
to resolve the grievance pursuant to Step One (informal discussion), summarize the grievance
regarding the Council Appointed Officer in writing and submit it to the Director of Human
Resources for review and resolution using the methods he/she considers appropriate.
T. MERIT RULES
The City will include members of the Management/Professional Compensation Committee in
discussions regarding reVISIon of the Merit Rules and Regulations.
19
Class No.
/Job Code
190
50
76
1009
126
2007
1007
1001
1003
6
1002
2001
111
132
115
108
109
107
143
65
73
10
168
102
30
2004
2003
118
49
2008
112
82,
96
169
24
38
154
83
89
186
123
191
9
99
71
55
52
75
159
7
195
20
60
1013
Attachment A
Salary Schedule
City of PaloAlto
Management and Professional Compensation
Effective October 6 2012 -3% Increase to Control Point ,
Grade Control Approx
Title Code Point Annual
Accountant 47 6,836.04 82,032.45
Adm Pin & Comm Envrn 40 8,157.19 97,886.26
Admin Assistant 70 6,514.68 78,176.13
Administrator, Refuse 40 8,157.19 97,886.26
Assistant Director Community_ Services 90 12,475.36 149,704.32
Airport Manager 91 11,235.24 134,822.88
Assistant Director Human Resources 23 12,543.75 150,525.02
Assistant Director Planning & Comm Env 20 13,520.33 162,243.91
Assistant Director JJtilities Engineering 19 13,872.04 166,464.48
Assistant Director Utilities Operations 21 13,193.61 158,323.32
Assistant Director Uti Cust Support Svs 23 12,543.75 150,525.02
Assistant Director, Library Services 29 10,774.49 129,293.88
Assistant Fire Chief 25 11,931.39 143,176.63
Assistant Police Chief -Adv 19 13,872.04 166,464.48
Asst Build Official 33 9,738.99 116,867.88
Asst City Atty 26 11,626.09 139,513.13
Asst City Clerk 44 7,371.64 88,459.65
Asst City Mgr / Chief Operating Officer 14 17,117.78 205,413.31
Asst Dir Public Wrks 23 12,543.75 150,525.02
Asst Dir UtiRes Mgmt 19 13,872.04 166,464.48
Asst Director Adm Svcs 25 11,931.39 143,176.63
Asst Director Planning & Comm Envrnmt 20 13,520.33 162;243.91
Asst Fleet Mgr 41 7,955.44 95,465.30
Asst Mgr WQCP 33 9,738.99 116,867.88
Asst To City Mgr 32 9,987.16 119,845.90
Assistant Director Environmental Service 60 12,381.63 148,579.56
Principal Financial Analyst 35 9,258.74 111,104.91
Chief Bid Official 26 11,626.09 139,513.13
Director, Office of Management and Budget 88 13,002.72 156,032.64
Chief Communications Officer 92 12,712.26 152,547.12
Chief Pig Official 27 11,342.23 136,106.71
Chief Transp Off 27 11,342.23 136,106.71
Claims Investigator 46 7,002.07 84,024.89
Comm ServiCes Senior Program Manager 43 7,562.67 90,752.06
Communication Specialist 43 7,562.67 90,752.06
Communications Manager 35 9,258.74 111,104.91
Community Service Manager 40 8,157.19 97,886.26
Community Services Superintendent 40 8,157.19' 97,886.26
Contracts Administrator 39 8,366.07 100,392.86
Coord Lib Circ 48 6,659.29 79,911.48
Cub Ctr & Hum Svc Div Mgr 28 11,067.28 132,807.33
Deputy Chief/Fire Marshall 22 12,875.82 154,509.89
Deputy City Attorney 36 9,032.00 108,383.97
Deputy City Auditor 32 9,987.16 119,845.90
Deputy City Clerk 51 6,175.47 74,105.62
Deputy City Mgr Spec Proj 18 14,216.61 170,599.27
Deputy Dir Adm Svcs 27 11,342.23 136,106.71
Deputy Dir Pw Oprns 25 11,931.39 143,176.63
Deputy Director Comm Svcs 31 10,249.60 122,995.23
Deputy Director PCE/Chief Planning Off 25 11,931.39 143,176.63
Deputy Director Technical Services Div 28 11,067.28 132,807.33
Deputy Fire Chief 21 13,193.61 158,323.32
Deputy Fire Chief 22 12,875.82 154,509.89
Development Center Manager 35 9,258.67 111,104.04
Approx FLSA
Biwkly Hourly Status
3,155.09 39.44 NON-EXEMPT
3,764.86 47.06 EXEMPT
3,006.77 37.59 EXEMPT
3,764.86 47.06 EXEMPT
5,757.86 71.97 EXEMPT
5,185.50 64.82 EXEMPT
5,789.42 72.37 EXEMPT
6,240.15 78.00 EXEMPT
6,402.48 80.03 EXEMPT
6,089.36 76.12 EXEMPT
5,789.42 72.37 EXEMPT
4,972.84 62.16 EXEMPT
5,506.79 68.84 EXEMPT
6,402.48 80.03 EXEMPT
4,494.92 56.19 EXEMPT
5,365.89 67.07 EXEMPT
3,402.29 42.53 EXEMPT
7,900.51 98.76 EXEMPT
5,789.42 72.37 EXEMPT
6,402.48 80.03 EXEMPT
5,506.79 68.84 EXEMPT
6,240.15 78.00 EXEMPT
3,671.74 45.90 EXEMPT
4,494.92 56.19 EXEMPT
4,609.46 57.62 EXEMPT
5,714.60 71.43 EXEMPT
4,273.27 53.42 EXEMPT
5,365.89 67.07 EXEMPT
6,001.26 75.02 EXEMPT
5,867.20 73.34 EXEMPT
5,234.87 65.44 EXEMPT
5,234.87 65.44 EXEMPT
3,231.73 40.40 NON-EXEMPT
3,490.46 43.63 EXEMPT
3,490.46 43.63 EXEMPT
4,273.27 53.42 EXEMPT
3,764.86 47.06 EXEMPT
3,764.86 47.06 EXEMPT
3,861.26 48.27 EXEMPT
3,073.52 38.42 NON-EXEMPT
5,107.97 63.85 EXEMPT
5,942.69 74.29 EXEMPT
4,168.61 52.11 EXEMPT
4,609.46 57.62 EXEMPT
2,850.22 35.63 EXEMPT
6,561.51 82.02 EXEMPT
5,234.87 65.44 EXEMPT
5,506.79 68.84 EXEMPT
4,730.59 59.13 EXEMPT
5,506.79 68.84 EXEMPT
5,107.97 63.85 EXEMPT
6,089.36 76.12 EXEMPT
5,942.69 74.29 EXEMPT
4,273.23 53.42 EXEMPT
City of PaloAlto
Management and Professional Compensation
Effective October 6 2012 -3% Increase to Control Point ,
Class No. Grade Control Approx Approx FLSA
/Job Code Title Code Point Annual Biwkly Hourly Status
1012 Development Services Director 25 11,931.52 143,178.24 5,506.86 68.84 EXEMPT
81 Dir Adm Svcs / Chief Financial Officer 15A 16,706.00 200,472.03 7,710.46 96.38 EXEMPT
72 Dir Comm Svcs 16 14,953.95 179,447.42 6,901.82 86.27 EXEMPT
133 Dir Human Resources 18 14,216.61 170,599.27 6,561.51 82.02 EXEMPT
128 Dir IT I Chief Information Officer 16 14,954.57 179,454.84 6,902.11 86.28 EXEMPT
131 Dir Libraries 21 13,193.61 158,323.32 6,089.36 76.12 EXEMPT
134 Dir Plan/Comm Envir 18 14,216.61 170,599.27 6,561.51 82.02 EXEMPT
135 Dir Pw/City Engr 16 14,953.95 179,447.42 6,901.82 86.27 EXEMPT
121 Dir Utilities 9 17,774.78 213,297.39 8,203.75 102.55 EXEMPT
2002 Division Head, Library Services 37 8,798.13 105,577.51 4,060.67 50.76 EXEMPT
1006 Division Manager, Recreations & Golf 26 11,626.09 139,513.13 5,365.89 67.07 EXEMPT
12 Emergency Svcs Coord 39 8,366.07 100,392.86 3,861.26 48.27 EXEMPT
2005 Emergency Services Director 61 11,828.52 141,942.24 5,459.32 68.24 EXEMPT
129 Engr Mgr -Electric 23 12,543.75 150,525.02 5,789.42 72.37 EXEMPT
120 Engr Mgr -WGW 23 12,543.75 150,525.02 5,789.42 72.37 EXEMPT
138 Executive Assistant 43 7,562.67 90,752.06 3,490.46 43.63 EXEMPT
1005 Executive Assistant to the City Manager 43 7,562.67 90,752.06 3,490.46 43.63 EXEMPT
139 Fire Chief 16 14,953.95 179,447.42 6,901.82 86.27 EXEMPT
127 Fleet Manager 34 9,501.54 114,018.53 4,385.33 54.82 EXEMPT
194 Golf & Parks Div Mgr 25 11,931.39 143,176.63 5,506.79 68.84 EXEMPT
163 Hearing Officer 43 7,562.67 90,752.06 3,490.46 43.63 EXEMPT
91 HR Business Analyst 37 8,798.13 105,577.51 4,060.67 50.76 EXEMPT
101 Human Resources Rep 49 6,495.05 77,940.55 2,997.71 37.47 EXEMPT
90 Landscape Architect/Park Planner 37 8,798.13 105,577.51 4,060.67 50.76 EXEMPT
69 Legal Services Administrator 40 8,157.19 97,886.26 3,764.86 47.06 EXEMPT
78 Library Services Manager 43 7,562.67 90,752.06 3,490.46 43.63 EXEMPT
171 Management Analyst 65 7,505.54 90,066.45 3,464.09 43.30 EXEMPT
167 Manager Employment 35 9,258.74 111,104.91 4,273.27 53.42 EXEMPT
21 Manager Energy Risk 22 12,875.82 154,509.89 5,942.69 74.29 EXEMPT
79 Mgr Accounting 32 9,987.16 119,845.90 4,609.46 57.62 EXEMPT
164 Mgr Comm Oper 31 10,249.60 122,995.23 4,730.59 59.13 EXEMPT
192 Mgr Comm Svc Fac 40 8,157.19 97,886.26 3,764.86 47.06 EXEMPT
84 Mgr Communications 38 8,576.74 102,920.85 3,958.49 49.48 EXEMPT
179 Mgr Cust Svc & Meter Reading 30 10,520.97 126,251.59 4,855.83 60.70 EXEMPT
63 Mgr Economic Development and Redevelopment 28 11,067.28 132,807.33 5,107.97 63.85 EXEMPT
185 Mgr Electric Oprns 27 11,342.23 136,106.71 5,234.87 65.44 EXEMPT
44 Mgr Emp Benefits 35 9,258.74 111,104.91 4,273.27 53.42 EXEMPT
45 Mgr Employee Relations 31 10,249.60 122,995.23 4,730.59 59.13 EXEMPT
93 Mgr Env Control Prog 36 9,032.00 108,383.97 4,168.61 52.11 EXEMPT
105 Mgr Fac Maint& Proj 32 9,987.16 119,845.90 4,609.46 57.62 EXEMPT
151 Mgr Human Res & Dev 35 9,258.74 111,104.91 4,273.27 53.42 EXEMPT
57 Mgr Inv Debt & Proj 31 10,249.60 122,995.23 4,730.59 59.13 EXEMPT
158 Mgr Lab Services 33 9,738.99 116,867.88 4,494.92 56.19 EXEMPT
175 Mgr Main Lib Svcs 34 9,501.54 114,018.53 4,385.33 54.82 EXEMPT
92 Mgr Maint Oper 35 9,258.74 111,104.91 4,273.27 53.42 EXEMPT
51 Mgr Planning 31 10,249.60 122,995.23 4,730.59 59.13 EXEMPT
95 Mgr Pur & Cntr Admin 32 9,987.16 119,845.90 4,609.46 57.62 EXEMPT
103 Mgr Real Property 31 10,249.60 122,995.23 4,730.59 59.13 EXEMPT
198 Mgr Risk & Benefits 31 10,249.60 122,995.23 4,730.59 59.13 EXEMPT
160 Mgr Solid Waste 31 10,249.60 122,995.23 4,730.59 59.13 EXEMPT
110 Mgr Tech Support 35 9,258.74 111,104.91 4,273.27 53.42 EXEMPT
87 Mgr Utillnfo Syst 34 9,501.54 114,018.53 4,385.33 54.82 EXEMPT
150 Mgr Util Mkt Svcs 30 10,520.97 126,251.59 4,855.83 60.70 EXEMPT
156 Mgr Util Oprns Wgw 29 10,774.49 129,293.88 4,972.84 62.16 EXEMPT
48 Mgr Util Telecomm 25 11,931.39 143,176.63 5,506.79 68.84 EXEMPT
178 Mgr WQc Plant 23 12,543.75 150,525.02 5,789.42 72.37 EXEMPT
City of PaloAlto
Management arid Professional Compensation
Effective October 6 2012 -3% Increase to Control Point ,
Class No. Grade Control Approx Approx FLSA
/Job Code Title Code Point Annual Biwkly Hourly Status
141 Mgr, Arts 41 7,955.44 95,465.30 3,671.74 45.90 EXEMPT
32 Mgr, IT 30 10,520.97 126,251.59 4,855.83 60.70 EXEMPT
2006 Mgr, IT Security 89 10,658.44 127,901.28 4,919.28 61.49 EXEMPT
1008 OES Coordinator 38 8,576.74 102,920.85 3,958.49 49.48 EXEMPT
172 Open Spc & Parks Div Mgr 78 11,104.77 133,257.24 5,125.28 64.07 EXEMPT
100 Performance Auditor 47 , 6,836.04 82,032.45 3,155.09 39.44 EXEMPT
147 Police Captain-Adv 23 , 12,543.75 150,525.02 5,789.42 72.37 EXEMPT
148 Police Chief-Adv 15 15,327.09 183,925.08 7,074.04 88:43 EXEMPT
149 Police Lieut-Adv 86 12,283.09 147,397.08 5,669.12 70.87 EXEMPT
77 Project Mgr Facilities 41 7,955.44 95,465.30 3,671.74 45.90 EXEMPT
2009 Project Mgr Trees 41 7,955.44 95,465.30 3,671.74 45.90 NON-EXEMPT
137 Rec & Yth Sc Div Mgr 26 11,626.09 139,513.13 5,365.89 67.07 EXEMPT
74 Safety Officer 43 7,562.67 90,752.06 3,490.46 43.63 EXEMPT
188 Senior Electrical Engineer 29 10,774.49 129,293.88 4,972.84 62.16 EXEMPT
157 Senior Human Resources Administrator 40 8,157.19 97,886.26 3,764.86 47.06 EXEMPT
14 Senior ManaQement Analyst 35 9,258.74 111,104.91 4,273.27 53.42 EXEMPT
130 Senior Performance Auditor 39 8,366.07 100,392,86 3,861.26 48.27 EXEMPT
25 Senior Resources Planner 27 11,342.23 136,106.71 5,234.87 65.44 EXEMPT
117 Sr Accountant 39 8,366.07 100,392.86 3,861.26 48.27 EXEMPT
152 Sr Asst City Atty 20 13,520.33 162,243.91 6,240.15 78.00 EXEMPT
187 Sr Engineer 31 10,249.60 122,995.23 4,730.59 59.13 EXEMPT
199 Sr Financial Anlyst 39 8,366.07 100,392.86 3,861.26 48.27 EXEMPT
26 Sr Project Engineer 31 10,249.60 122,995.23 4,730.59 59.13 EXEMPT
53 Sr Project ManaQer 29 10,774.49 129,293.88 4,972.84 62.16 EXEMPT
64 Sr Resource Planner 29 10,774.49 129,293.88 4,972.84 62.16 EXEMPT
33 Sr Technologist 34 9,501.54 114,018.53 4,385.33 54.82 EXEMPT
13 Sr. Business Analyst 34 9,501.54 114,018.53 4,385.33 54.82 EXEMPT
11 Sr. Deputy City Attorney 32 9,987.16 119,845.90 4,609.46 57.62 EXEMPT
106 Sr. Executive Assistant 35 9,258.74 111,104.91 4,273.27 53.42 EXEMPT
70 Staff Asst To Cm 46 7,002.07 84,024.89 3,231.73 40.40 EXEMPT
27 SURervisinQ Electric Project EnQineer 34 9,501.54 114,018.53 4,385.33 54.82 EXEMPT
28 SupervisinQ Project Engineer 36 9,032.00 108,383.97 4,168.61 52.11 EXEMPT
155 Supt Animal Services 40 8,157.19 97,886.26 3,764.86 47.06 EXEMPT
183 Supt Golf Course 34 9,501.54 114,018.53 4,385.33 54.82 NON-EXEMPT
173 Supt Parks 34 9,501.54 114,018.53 4,385.33 54.82 EXEMPT
165 Supt Pw Opns 31 10,249.60 122,995.23 4,730.59 59.13 EXEMPT
144 Supt Recreation 32 9,987.16 119,845.90 4,609.46 57.62 EXEMPT
43 Supv Animal Svcs 47 6,836.04 82,032.45 3,155.09 39.44 EXEMPT
85 Supv Bldg Inspection 39 8,366.07 100,392.86 3,861.26 48.27 EXEMPT
162 Supv Bldg Services 49 6,495.05 77,940.55 2,997.71 37.47 NON-EXEMPT
97 Supv Data Proc 36 7,869.75 94,436.95 3,632.19 45.40 NON-EXEMPT
47 Supv Elect Opns Prog 39 8,366.07 100,392.86 3,861.26 48.27 NON-EXEMPT
161 Supv Facil Mgt 40 8,157.19 97,886.26 3,764.86 47.06 EXEMPT
113 Supv Insp/Surv Pw 41 7,955.44 95,465.30 3,671.74 45.90 EXEMPT
22 Supv Open Space 42 7,767.98 93,215.78 3,585.22 44.82 EXEMPT
166 Supv Police Service 41 7,955.44 95,465.30 3,671.74 45.90 EXEMPT
174 Supv Public Works 40 8,157.19 97,886.26 3,764.86 47.06 NON-EXEMPT
58 Supv Rec Prog 42 7,767.98 93,215.78 3,585.22 44.82 EXEMPT·
62 Supv Recycling Prog 48 6,659.29 79,911.48 3,073.52 38.42 EXEMPT
124 Supv Repro & Mail 51 6,175.47 74,105.62 2,850.22 35.63 EXEMPT
176 Supv Revenue Coli 47 6,836.04 82,032.45 3,155.09 39.44 EXEMPT
177 Supv Theatre Programs 43 7,562.67 90,752.06 3,490.46 43.63 EXEMPT
181 Supv Wqc Oper 37 8,798.13 105,577.51 4,060.67 50.76 EXEMPT
86 Urban Forester 35 9,258.74 111,104.91 4,273.27 53.42 EXEMPT
1011 Utilities Compliance Manager 29 10,774.49 129,293.88 4,972.84 62.16 EXEMPT
114 Utilities Supervisor 68 10,713.78 128,565.38 4,944.82 61.81 EXEMPT
City of PaloAlto
Management and Professional Compensation
Effective October 6 2012 -3% Increase to Control Point ,
Class No. Grade Control Approx Approx FLSA
/Job Code Title Code Point Annual Biwkly Hourly Status
184 Veterinarian 33 9,738.99 116,867.88 4,494.92 56.19 EXEMPT
146 Warehouse Supv 50 5,911.24 70,934.91 2,728.27 34.10 EXEMPT
39 Watershed Protection Manager 62 10,246.62 122,959.38 4,729.21 59.12 EXEMPT
Confidential Classifications
Class No. Grade Control Approx Approx FLSA
/Job Code Title Code Point Annual Biwkly Hourly Status
905 Human Rsrce Asst Cnf 82 5,741.63 68,899.58 2,649.98 33.13 NON-EXEMPT
903 Legal Sec-Conf 80 5,923.74 71,084.83 2,734.03 34.18 NON-EXEMPT
67 Secretary to City Attorney 67 7,191.33 86,295.91 3,319.07 41.49 NON-EXEMPT
1004 Senior Legal Secretary -Confidential 85 6,514.68 78,176.13 3,006.77 37.59 NON-EXEMPT
r
Attachment B
At-Will Positions
Management and Professional Unit
The intent of this provision under the ManagementlProfessional Compensation Plan is to
designate classifications at the department head, assistant director, deputy director, and division
manager levels as at-will. The applicable Council Appointed Officer may designate newly
created positions at those levels not included on this list as at-will. Existing classifications that
shall be at-will include but are not limited to:
Department Heads-All departments
Assistant Directors-All departments
Deputy Directors-All departments
Division Managers
Administrative Services
Director, Administrative Serv-ices/ChiefFinancial Officer
Director, Office of Management & Budget
Assistant Director, Administrative Services
Chief Budget Officer
Manager, Accounting
Manager, Purchasing & Contract Administration
Manager, Real Property
City Attorney
Senior Assistant City Attorney
Assistant City Attorney
Sr. Deputy City Attorney
Deputy City Attorney
City Auditor
Deputy City Auditor
Sr. Performance Auditor
City Clerk
Assistant City Clerk
Deputy City Clerk
City Manager
Assistant City Manager/Chief Operating Officer
Deputy City Manager
Assistant to City Manager
Chief Communications Officer
Communications Manager
Manager, Economic Development
20
Community Services
Director, Community Services
Assistant Director, Community Services
Manager, Recreation & Golf
Manager, Open Space & Parks
Human Resources
Director of Human Resources/Chief People Officer
Assistant Director, Human Resources
Human Resources Manager
IT
Director, IT/ChiefInformation Officer
Information Technology Governance Manager
Information Technology Manager
Library
Director, Libraries
Assistant Director, Library Services
Division Head, Collection & Technical Services
Manager, Library Services
Planning & Community Environment
Director, Planning & Community Environment
Assistant Director, Planning & Community Environment
Division Manager, Advance Planning
Division Manager, Chief Building Official
Division Manager, Chief Planning Official
Division Manager, Chief Transportation Official
Division Manager, Development Services Director
Public Safety
Chief ofPolicelDirector of Public Safety
Fire Chief /Assistant Public Safety Director
Assistant Police Chief
Emergency Services Director
Deputy Director -Technical Services Division (police department)
Deputy Fire Chief
Public Works
Director, Public Works/City Engineer
Assistant Director, Public Works -Environmental Services
Assistant Director, Public Works -Public Services
Assistant Director, Public Works -Engineering
Airport Manager
21
Water Quality Control Plant Manager
Utilities
Director, Utilities
Assistant Director Utilities Engineering*
Assistant Director Utilities Operations*
Assistant Director Utilities Customer Support Services *
Assistant Director Utilities/Resources Management*
Communications Manager*
Engineering Manager -Electric *
Engineering Manager -WGW*
Manager Customer Service & Meter Reading*
Manager Electric Operations *
Manager Utilities Mkt Services*
Manager Utilities Operations WGW*
Utilities Compliance Manager*
*Management positions up to and including Assistant Director in Utilities are represented
by UMP AP A and currently under negotiations
22