HomeMy WebLinkAboutRESO 9476Resolution No. 9476
Resolution of the Council of the City of Palo Alto Adopting the 2014-
2016 Compensation Plan for Management and Professional Personnel
The Council of the City of Palo Alto RESOLVES as follows:
SECTION 1. Pursuant to the provisions of Section 12 of Article Ill of the
Charter of the City of Palo Alto, the 2011-2014 Compensation Plan for Management and
Professional Personnel is repealed in its entirety and the 2014-2016 Compensation Plan for
Management and Professional Personnel is hereby adopted as set forth in Exhibit "1", attached
hereto and incorporated herein by reference, effective with the pay period including July 1,
2014.
SECTION 2. The Director of Administrative Services is authorized to
implement the amended Compensation Plan as set forth in Section 1.
SECTION 3. 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: December 8, 2014
AVES: BERMAN, BURT, HOLMAN, KLEIN, KNISS, PRICE, SCHARFF, SCHMID, SHEPHERD
NOES:
ABSENT:
ABSTENTIONS:
ATIEST: ~
~i ~~~City Clerk .
APPROVED AS TO FORM: cl~
· e Services
Ml~
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EXHIBIT 1
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CITY OF PALO AL TO
COMPENSATION PLAN
Management and Professional Personnel
And Council Appointees
Effective July 1, 2014 through June 30, 2016,
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 his/her 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 salary range with a mid-point
which is 20% above the minimum, and 20% below the maximum of the range. 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.
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 a·ffect 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 ~hanges in job content. In doing so the director will
supply needed information and will provide a position description questionnaire as requested.
The Chief Pec:rnJ~_ Offlcer will resp-9nd tQ such re_quests 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~ Effective the first pay
period following Council adoption of this plan all classifications will receive a two percent (2%)
·salary increase in consideration of the medical changes described in section H., retroactive to
the pay period including July 1, 2014. Effective the pay period including July 1, 2015, all
classifications will receive a two and one-half percent (2.5%) salary increase.
a) 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 mid-point and no more than 20% above the mid-point .
. Base salary increases are earned and authorized in accordance with administrative
guidelines based upon growth within the position and performance, which must meet
or exceed position standards ,defined through the performance planning and appraisal
process described in subsection b below, the salary structure and the City's ability to
pay.
Management/professional employees who have received an overall rating of "Meets",
"Higher" or "Exceeds" expectations on their annual review and who have not been on a
performance improvement plan during the preceding fiscal year will be eligible for an
adjustment to base compensation. Nothing herein shall preclude an employee's
manager from awarding a mid-point adjustment increase to an employee on a
performance plan at a later date should employee's performance improve.
b) 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:
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• 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
.. __ obtainingJuture performance standards/objectives;
• Facilitate two-way communication and understanding between the employee and
his or her supervisor;
• 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. Each
department will ensure that metrics tie to the performance appraisal. The
performance planning and appraisal 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 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 mid-point for the individual position grades
authorized in Salary Schedule attached. .
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 mid-point structure.
4.' Notwithstanding any other provision of this Compensation Plan, 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 ofthe revised grade limit for
a reasonable period of time. Such interim salary rates shall be defined as 11V-rates.11
Employees in "V-rated" positions shall not be eligible for any increase to base salary unless
and until the amount of the "V-rated" salary is equal to or less than the published pay
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rates. Employees assigned to work above class duties shall not be eligible for "Y-rated" pay
on conclusion of a work above class assignment.
SECTION II. SPECIAL COMPENSATION
This section applies to all eligible regular management and professional posi_tions 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.
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 ABOVE CLASSIFICATION PAY
Where management and professional employees, on a temporary basis, are assigned to
perform all significant duties of a higher classification for a period of one month or more, the
City Manager may authorize payment within the range of the higher classification for the
specified time frame. Working above classification will not exceed six months, unless renewed
at the discretion of the City Manager. On expiration of that timeframe, working above
classification pay will cease and the employee will return to his or her former pay level.
Working above classification pay is 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
a~ditional duties in the higher classification 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
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E. CALL OUT PAY
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_wiU not_b_e~ligible for overtime pay). CaJJ Out applies when: {l) 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 ~unday: $200 per day
F. NIGHT SHIFT 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.
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) For health coverage in calendar year 2014, based on an employee's family status,
participating employees will contribute 10% of the premium cost for the employee-
selected plan and the City shall pay up to 90% of the monthly medical premi\Jm 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 that the total maximum City
contribution shall not exceed 90% of the second highest plan. Eligible dependents,
under current law, include spouses, children under the age of 26 and never married
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(natural, adopted, or stepchildren), economically dependent children, and domestic
partners registered with the Secretary of State.
b) Health coverage beginning January 1, 2015. Beginning January 1, 2015 the maximum
_ _ _city_contribution_towards medical premiums for eligible Jull time employees per
employee category shall be up to a maximum of the following for any plan:
Medical PEMHCA Additional City U12 to a Total
Premium contribution* Contribution Maximum
Category 2015 City
Contribution
Effective
January 11 2015
Em12loyee s122.oo S586.00 s1os.oo
.only
Em12loyee s122.oo s1293.oo S1415.oo
12lus one
Em12loyee s122.oo s111s.oo s1s4o.oo
Family
*The PEMHCA minimum changes per statutory determination. Any increases to the
PEMHCA minimum during the term of this plan will result in a corresponding decrease
to the amount of the additional City contribution, so that the total maximum City
contribution never exceeds the amount listed in the "Total Maximum City
·Contribution" columns above.
c) For health coverage beginning January 1, 2016, the City's contribution to medical
premiums will be the same contribution that the City makes for employees in the unit
represented by SEIU.
d) The City's total maximum contribution towards medical premiums for eligible part time
employees shall be prorated based on the number of hours per week the part-time
employee is assigned to work.
e) 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.
f) 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 and
will be eligible for the Alternative Medical Benefit Program in paragraph 3 below.
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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 People Strategy and
Operations Department, will be eligible for a stipend of two hundred and eighty
_ __foJJ_r_floUars ($284.00) per month toward the cost of _an individual health plan.
Evidence of premium payment will be required with request for reimbursement.
3. Alternative Medical Benefit Program
If a regular employee and/or the employee's dependent(s) are eligible for and elect to
. receive medical insurance through another non-City of Palo Alto employer-sponsored or
association medical plan, the employee may choose to waive his/her right to the City of
Palo Alto's medical insurance and receive cash payments in the amount of $284.00.
Examples of waivers eligible for this payment are:
• Employee waives all applicable City medical coverage; or
• Employee is eligible to enroll his or her spouse or register his or her domestic partner
with the California Secretary of State and waives medical coverage for the spouse or
domestic partner; or
• Employee has additional eligible dependents and waives family-level medical coverage.
Partidpation must result in a health insurance cost savings to the City and payments per
employee shall not exceed a total of two hundred eighty four dollars ($284.00) per month.
To participate in the program the employee and dependents must be eligible for coverage
under PEMHCA medical plans, complete a waiver of medical coverage form, and provide
proof of eligible alternative medical coverage. When a City employee is married to or has a
registered domestic partner with the California Secretary of State with another City
employee, each shall only be eligible once (as an individual or as a spouse of the other City
employee, but not both) and not eligible for a waiver.
Payments will be made in the employee's paycheck beginning the first month following the
employee's completion of the waiver form. Payments are su.bject to state and federal taxes
and are not considered earnings under PERS law. Employees are responsible for notifying
. the City of any change in status affecting eligibility for this program (for example, life
changes affecting dependent's eligibility for medical coverage through the employee) and will be responsible for repayment of amounts paid by the City contrary to the terms of this
program due to the employee's failure to notify the City of a change in status.
4. Retiree Health Plan
a) Employees Hired .Prior to January 1, 2004
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
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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
_ _ __ gx~iing_arr~y_ of ple111s.)Ihe City's contribµtion for _an employee hired before Januciry l,
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 Citys 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
_ Octob_er_l,-2005, if_the_member does not utilize the plan during the current_~ear, 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 his/her 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 riext highest $1,000).
7. Supplemental Life And AD&D Insurance
An employee may, at his/her 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_2_4months;Jr_ames_e\lery_24 months, alLsubj~ct to a $20 CQ-Ravment 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 his/her 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 his/her
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.
10. Dual coverage for dental and vision benefits. When a City employee is married to or has a
registered domestic partner with the California Secretary of State with another City
employee, each shall only be covered only once (as an individual or as a spouse of the
other City employee, but not both) and dependent children, if any, shall be covered by only
one spouse.
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, one of the following
differentials, whichever is higher, 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 ·Yi%) above base salary
2. Fire Department -EMT Differential
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Pursuant to administrative rules governing eligibility and qualification, the following
differential may be granted to sworn Fire personnel:
• EMT Differential: three percent (3%) above base salary
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,
acad.emic 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
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2. Excess Benefit
This benefit is designed to meetthe requirements of Section 125 of the Internal Revenue
Code, with exception of Gym or Health Club Membership. Ev~ry calendar year, each
. employee_wilLbe provided with $2,500 that they can designate among the following
options, subject to caps pursuant to IRS regulations:
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.
4) · 1f 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 Excess Benefit Plan.
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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 He·alth 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-lose-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 qf 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
business. 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
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
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for unused sick leave hours in a sum equal to two and one-half percent (2'Y2%) 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,
_ 0-_ 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.
f) 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 transitioned this benefit from a fiscal to calendar year basis for
administrative purposes. 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.
b) Non-Exempt Employees
14
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 Cjty wiJLphase-ouJ elimination of the 80 hours of management_le_ave for all
current non-exempt Management and Professional employees (those eligible to
earn overtime). 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 any one time may not exceed three (3) times the
annual rate of accrual. Each eligible employee sh.all accrue vacation at the following rate
for continuous service performed in 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:
i. 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
ii. 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 (i.e., 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.
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
15
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
__ nexLcalendar 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 1 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 1 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
his/her department in the event of death in the employee's immediate family, which is
defined for purp.oses 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-law, grandfather,
grandfather-in-law, 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 his/her control.
5. Use of accrued leave credits during leaves of absence.
During unpaid leaves of absence for disability or other reasons, the employee may elect
and the City may require the employee to use accrued paid vacation and sick leave in a
16
manner consistent with state and federal law. Requests for leaves without pay shall not be
unreasonably denied. In order to avoid misunderstandings, all leaves without pay must be
in writing to be effective ..
M. RETIREMENTf>ENSION
1. Miscellaneous Pension Formulas:
a.· Miscellaneous Pension Group A: 2. 7% at 55. The City provides retirement benefits
under the California Public Employees Retirement System at the level of 2.7% at age 55
for employees hired before July 17, 2010, with a one year final compensation period.
b. Miscellaneous Pension Group B: 2% at GO:For miscellaneous employees hired on or
after July 17, 2010, and before January 1, 2013, and employees hired on or after
January 1, 2013 who are not "new members" of CalPERS as defined in ·the Public
Employees' Pension Reform Act (often referred to as "Classic" CalPERS members)the
City offers the CalPERS retirement formula two percent (2.0%) of final salary at age
sixty (GO), with a one (1) year final compensation period.
c. Miscellaneous Pension Group C: 2% at 62. Employees hired on or after January 1, 2013
meeting the definition of "new member'' under the Public Employees' Pension Reform
Act (Gov't. Codes. 7522 et seq.) shall be subject to all of the provisions of that law,
including but not limited to the two percent at age 62 (2%@62) retirement formula
with a three (3) year final compensation period.
2. Safety Pension Formulas:
a. Safety Pension Group A: 3% at 50. For Safety members, the City currently offers the
CalPERS 113% at 5011 full formula (Section 21362.2) benefit, with a one (1) year final
compensation period.
b. Safety Pension Group B: 3% at 55. 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.
c. Safety Pension Group C: New employees hired on or after January 1, 2013 who are
"new members" as defined by the California Public Employees' Pension Reform Act
(PEPRA), will be subject to the terms of that statute, with a three (3) year final
compensation period.
3. Employee PERS Share.
a) Miscellaneous Employee Shares:
Employees in Miscellaneous Pension Group A shall pay the full eight percent
(8%) employee contribution.
17
Employees in Miscellaneous Pension Group B shall pay the full seven percent
(7%) employee contribution.
Employees in Miscellaneous Pension Group C shall pay the employee
_ _ _____ c_ontrib_ution required by tbe Public Employees Pension Reform Act, c:alculated
at fifty percent {50%) of the normal cost.
b) Safety Employee Shares. Employees in Safety Pension Group A shall pay the full
nine percent (9%) PERS employee contribution. Employees in Safety Pension
Group B shall pay the full eight percent (8%) PERS employee contribution.
Employees in Safety Pension Group C shall pay the employee contribution
required by the Public Employees Pension Reform Act, calculated at fifty
percent (50%) of the normal cost.
c) Employees under the 2%@62 benefit shall pay at least SO percent of the total
normal cost or the same contribution rate as "similarly situated" employees,
whichever is higher.
4. Final Compensation.
Final compensation for purposes of retirement shall be as set forth in the CiW's contract
with CalPERS, including, when applicable, the Government Code Section 20692: Optional
Benefit, except as may otherlJl,lise be required by PEPRA.
5. 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.
6. Final compensation for employees under the 2%@62 benefit shall be as set forth in PEPRA,
including calculation based on the average of three highest consecutive years and a cap on
pensionable compensation (currently $136,440) based on IRS limits for employers that do
not participate in social security.
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
commute incentives, including but not limited to the following options, for those using an
eligible commute alternative on 60% or more of their scheduled work days per month:
18
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 available through the Commuter Check Direct (CCD) website for employees
using Bay Area public transportation or riding in a registered vanpool at least 60%
_ . __ o_f_their sc_hed_uled work days. Administration_ of the Commuter Check benefit shall
be subject to the rules and regulations of the third-party administrator.
b)
Go Pass. The Go Pass program will. offer civic center and other downtown-based
employees a Caltrans Go Pass that allows unlimited rides on Caltrain in all zones
seven days per week, to any City of Palo Alto employee.
c) Bicycle. The City will provide employees with a tax-free incentive of $20 per month
to eligible employees who ride a bicycle to work.
d) Carpool. The City will provide with a taxable incentive of $30 per month to each
eligible e111ployee in a carpool with two or more licensed drivers.
e) Walk. The City will provide employees with a taxable incentive of $20 per month to
eligible employees who walk to work.
0. AT-Will STATUS
Certain Management and Professional Positions are designated as having "at-will"
employment status. Employees hired into "at-will" 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 (i.e., hea.lth
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
19
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 eligibl.e for a severance payment equivalent to four (4) weeks of saJary and
benefits, increasing after completion of the first full year of service by one (1) week for
every_c_ompleted_yearof sen1ice, 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 (10)
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 position, including but not limited to waste, fraud, violation of the law under color
of authority, misappropriation of public resources, violence, harassment 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 and Legal Fellows.
The City has created programs for Management Fellows and Legal Fellows when funding is
available. The programs' purpose is to create limi.ted duration entry level positions for
management graduates and lawyers. Fellows will be "at will" employees whose term of
employment shall be no more than two (2) years. Fellows shall be PERS exempt to the
extent allowed by law, but may receive vacation, sick leave, health care benefits and other
limited benefits, as determined by the City Manager or City Attorney. Sections I and II of
this Plan shall not apply to Management and Legal Fellows, except as speeified by the City
Manager or City Attorney.
P. ADDITIONAL COMPENSATION FOR MAYOR AND VICE MAYOR
The Mayor shall receive $150 monthly, and the Vice Mayor $100 monthly to defray additional
expenses of these offices.
Q. REIMBURSEMENT FOR RELOCATION EXPENSE
Policy Statement
20
The City of Palo Alto, in rare instances, may provide a Basic Relocation Benefits Package for
new management and professional employees, upon the approval of the City Manager or
designated subordinate. In addition, the provision of "Optional Benefits" or portions thereof,
may be extended for exceptional circumstances and only the approval of the City Manager or
de$ign_e_e,_Qr fQr_Coum:it-appoioted officers, the City Council.
The details of the Relocation Expense program are specified in the City's Relocation Expense
policy and all relocation reimbursements shall be subject to the provisions of that policy.
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.
21
Attachment B
At-Will Positions
Management and Professional Unit
The intent of this provision under the Management/Professional Compensation Plan is to
designate classifications at the department head, assistant director, deputy director, division
manager and senior professional 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
classificatio.ns 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 Services/Chief Financial Officer
Director, Office of Management & Budget
Assistant Director, Administrative Services
Chief Budget Officer
Manager, Accounting
Chief Procurement Officer
Manager, Real Property
City Attorney
Senior Assistant City Attorney
Assistant City Attorney
Sr. Deputy City Attorney
Deputy City Attorney
Legal Fellow
City Auditor
Deputy City Auditor
Sr. Performance Auditor
City Clerk
Assistant City Clerk
Deputy City Clerk
City Manager
Assistant City Manager/Chief Operating Officer
Assistant to City Manager
Chief Communications Officer
22
Chief Sustainability Officer
Communications Manager
Manager, Economic Development
Manag~m(:!ll!fell~""'--
Community Services
Director, Community Services
Assistant Director, Community Services
Manager, Community Services
Manager, Community Services Program Senior
People Strategy and Operations
Director of Human Resources/Chief People Officer
Assistant Director, Human Resources
Human Resources Manager
Senior Administrator Human Resources
IT
Director, IT/Chief Information Officer
Manager, Information Technology
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
Planning Manager
Division Manager, Chief Planning Official
Division Manager, Chief Transportation Official
Development Services Department
Development Services Director
Chief Building Official
Assistant Building Official
Planning Manager
Public Safety
Chief of Police/Director of Public Safety
Fire Chief /Assistant Public Safety Director
Assistant Police Chief
23
Attachment C
Salary Schedule
25
"-
City of PaloAlto
Management and Professional Compensation
EFFECTIVE PP INCLUDING 7/1/2014
Approx FLSA•
Class No. /Job Code Title Approx Annual Bi-Weekly Hourly Mid-Point status
190 Accountant $81,369.60 $3,129.60 $39.12 NON-ExEMPT
76 Administrative Assistant $70,179.20 $2,699.20 $33.74 EXEMPT
132 Assistant Chief of Police $186,638.40 $7,178.40 $89.73 EXEMPT
108 Assistant City Attorney $158,204.80 $6,084.80 $76.06 EXEMPT
109 Assistant City Clerk $92,060.80 $3,540.80 $44.26 EXEMPT
Assistant City Manager/Chief Operating
107 Officer $193,876.80 $7,456.80 $93.21 EXEMPT
73 Assistant Director Administrative Services $159,515.20 $6,135.20 $76.69 EXEMPT
126 Assistant Director Community Services $152,692.80 $5,872.80 $73.41 EXEMPT
1007 Assistant Director Human Resources $147,596.80 $5,676.80 $70.96 EXEMPT
2001 Assistant Director Library Services $146,057.60 $5,617.60 $70.22 EXEMPT
Assistant Director Planning & Community
10 Environment . $156,436.80 $6,016.80 $75.21 EXEMPT
143 Assistant Director Public Works $154,627.20 $5,947.20 $74.34 EXEMPT
168 Assistant Fleet Manager $96,740.80 $3,720.80 $46.51 EXEMPT.
102 Assistant Manager WQCP $124,987.20 -$4,807.20 $60.09 EXEMPT
30 Assistant to the City Manager $120,785.60 $4,645.60 $58.07 EXEMPT
118 Chief Building Offical $148,428.80 $5,708.80 $71.36 EXEMPT
City of PaloAlto
Management and Professional· Compensation
EFFECTIVE PP INCLUDING 7/1/2014 I
. Approx FLSA]
Class No. /Job Code Title Approx Annual Bi-Weekly Hourly Mid-Point status
I
2008 Chief Communications Officer $155,604.80 $5,984.80 $74.81 EXEM1PT
112 Chief Planning Offical $132,641.60 $5,101.60 $63.77 EXEMPT
95 Chief Procurement Officer $125,486.40 $4,826.40 $60.33 EXEMPT
2010 Chief Sustainability Officer · $114,982.40 $4,422.40 $55.28 EXEMPT
82 Chief Transportation Offical $139,568.00 $5,368.00 $67.10 EXEMPT
96 Claims Investigator $85,488.00 $3,288.00 $41.10 EXEMPT
24 Communication Specialist $92,580.80 $3,560.80 $44.51 EXEMPT
89 Contracts Administrator $96,740.80 $3,720.80 $46.51 EXEM.PT
186 Coordinator Library Circulation $81,515.20 $3,135.20 $39.19
191 Dei:>uty Chief/Fire Marshall $94,598.40 $3,638.40 $45.48 EXEMPT
9 Deputy City Attorney $112,174.40 $4,314.40 $53.93 EXEMPT
71 Deputy City Clerk $73,736.00 $2,836.00 $35.45 EXEMPT
195 Deputy Director Technical Services Div $157,164.80 $6,044.80 $75.56 EXEMPT
20 Deputy Fire Chief $164,236.80 $6,316.80 $78.96 EXEMPT.
Director Administrative Services/Chief
81 Financial Officer $185,848.00 $7,148.00 $89.35 EXEMPT
72 Director Community Services $187,262.40 $7,202.40 $90.03 EXEMPT
City of PaloAlto
Management and Professional Compensation
EFFECTIVE PP INCLUDING 711/2014
Approx FLSAi
Class No. /Job Code Title Approx Annual Bi-Weekly Hourly Mid-Point Sta tu~
!
1012 Director Development Services $164,424.00 $6,324.QO $79.05 EXEMPT
Director Human Resources/Chief People
133 Officer $177,112.00 $6,812.00 $85.15 EXEMPT
Director Information Technology/Chief
128 Information Officer $193,523.20 $7,443.20 $93.04 EXEMPT
131 Director Libraries $175,281.60 $6,741.60 $84.27 EXEMPT
2005 Director Office of Emergency Services $137,508.80 $5,288.80 $66.11 EXEMPT
Director Office of Management and
49 Budget $159,515.20 $6,135.20 $76.69 EXEMPT
Director Planning & Community
134 Environment $187,699.20 $7219.20 $90.24 EXEMPT
135 Director Public Works/City Engineer $190,112.00 $7,312.00 $91.40 EXEMPT
121 Director Utilities $243,651.20 $9,371.20 $117.14 EXEMPT
2002 Division Head Library Services · $114,712.00 $4,412.00 $55.15 EXEMPT
Division Manager Open Space, Parks and
172 Golf $123,302.40 $4,742.40 $59.28 EXEMPT
1005 Executive Assistant to the City Manager $79,393.60 $3,053.60 $38.17 EXEMPT
139 Fire Chief $189,072.00 $7,272.00 $90.90 EXEMPT
163 Hearing Officer $112, 174.40 $4,314.40 $53.93 EXEMPT
101 Human Resources Representative $71,926.40 $2,766.40 $34.58 EXEMPT
90 Landscape Architect/Park Planner $106, 766.40 $4,106.40 $51.33 EXEMPT
2015 Legal Fellow $91,790.40 $3,530.40 $44.13 EXEMPT
City of PaloAlto
Management and Professional Compensation
EFFECTIVE PP INCLUDING 711/2014
Approx FLSAI
Class No. /Job Code Title Approx Annual Bi-Weeklv Hourly Mid-Point Status
171 Management Analyst $96,740.80 $3,720.80 $46.51 EXEMPT
79 Manager Accounting $125,486.40 $4,826.40 $60.33 EXEMPT
2007 Manager Airport . $137,529.60 $5,289.60 $66.12 EXEMPT
38 Manager Communications $104, 166.40 $4,006.40 $50.08 EXEMPT
154 Manager Community Services $92,060.80 $3,540.80 $44.26 EXEMPT
169 Manager Community Services Sr Program $96,740.80 $3,720.80 $46.51 EXEMPT
1013 Manager Development Center $109,449.60 $4,209.60 $52.62 EXEMPT
63 Manager Economic Development $132,641.60 $5,101.60 $63.77 EXEMPT
44 Manager Employee Benefits $113,339.20 $4,359.20 $54.49 EXEMPT
45 Manager Employee Relations & Training $125,486.40 $4,826.40 $60.33 EXEMPT
93 Manager Environmental Control Program $116,064.00 ·$4,464.00 $55.80 EXEMPT
127 Manager Fleet $116,209.60 $4,469.60 $55.87 EXEMPT
TBD Manaaer Human Services $101,628.80 $3,908.80 $48.86 EXEMPT
32 Manager Information Technology $128,273.60 $4,933.60 $61.67 EXEMPT
2006 Manager Information Technology Security $116,313.60 $4,473.60 $55.92 EXEMPT
158 Manager Laboratory Services $109,449.60 $4,209.60 $52.62 EXEMPT
City of PaloAlto
Management and Professional Compensation
EFFECTIVE PP INCLUDING 7/1/2014
Approx FLSA:
Class No. /Job Code Title Approx Annual Bi-WeeklY Hourly Mid-Point Status
78 Manager Library Services $95,534.40 $3,674.40 $45.93 EXEMPT
92 Manager Maintenance Operations $107,203.20 $4,123.20 $51.54 EXEMPT
26 Manager Parking $125,465.60 $4,825.60 $60.32 EXEMPT
51 Manager Planning $116, 188.80 $4,468.80 $55.86 EXEMPT
103 Manager Real Property $125,486.40 $4,826.40 $60.33 EXEMPT
2011 Manager Revenue Collections $117,873.60 $4,533.60 $56.67 EXEMPT
160 Manager Solid Waste $126,921.60 $4,881.60 $61.02 EXEMPT
86 Manager Urban Forestry $112,569.60 $4,329.60 $54.12 EXEMPT
178 Manager Water Quality Control Plant $141,232.00 $5.432.00 $67.90 EXEMPT
39 Manager Watershed Protection $126,921.60 $4,881.60 $61.02 EXEMPT
1008 Office of Emergency Services Coordinator $104,166.40 $4,006.40 $50.08 EXEMPT
100 Performance Auditor $96,740.80 $3,720.80 $46.51 EXEMPT
148 Police Chief $210,225.60 $8,085.60 $101.07 EXEMPT
TBD Principal Business Analyst $133. 764.80 $5,144.80 $64.31 EXEMPT
2003 Principal Management Analyst $133, 182.40 $5,122.40 $64.03 EXEMPT
City of PaloAlto
Management and Professional Compensation
EFFECTIVE PP INCLUDING 711/2014
Approx FLSA'
Class No. /.Job Code Title Approx Annual Bi-Weeklv Hourlv Mid-Point status
2009 Proiect Manager $97,385.60 $3,745.60 $46.82 NON-EXEMPT
166 Public Safety Program Manager $96,740.80 $3,720.80 $46.51 EXEMPT
2012 Public Safety Communications Manager $101,628.80 $3,908.80 $48.86 EXEMPT
117 Senior Accountant $99,153.60 $3,813.60 $47.67 EXEMPT
152 Senior Assistant City Attorney $174,012.80 $6,692.80 $83.66 EXEMPT
TBD Senior Business Analyst $116,313.60 $4,473.60 $55.92 EXEMPT
11 Senior Deputv City Attorney $123,822.40 $4,762.40 $59.53 EXEMPT
187 Senior Engineer $133,348.80 $5,128.80 $64.11 EXEMPT
106 Senior Executive Assistant $113,339.20 $4,359.20 $54.49 EXEMPT
-
157 Senior Human Resources Administrator $98,800.00 $3,800.00 $47.50 EXEMPT
14 Senior Management Analyst $113,235.20 $4,355.20 $54.44 EXEMPT
130 Senior Performance Auditor $106,766.40 $4,106.40 $51.33 EXEMPT
53 Senior Project Manager $133,348.80 $5,128.80 $64.11 EXEMPT
33 Senior Technologist $1~6,313.60 $4,473.60 $55.92 EXEMPT
155 Superintendent Animal Services $101,628.80 $3,908.80 $48.86 EXEMPT
City of PaloAlto
Management and Professional Compensation
EFFECTIVE PP INCLUDING 7/1/2014
'
Approx FLSA!
Class No. /Job Code Title Approx Annual Bi-Weeklv Hourly Mid-Point Statu~
I
83 Superintendent Community Services $112, 174.40 $4,314.40 $53.93 EXEMPT
161 Supervisor Facilities Management $9.4,598.40 $3,638.40 i $45.48 EXEMPT
113 Supervisor Inspection and Surveying $101,628.80 $3,908.80 $48.86 EXEMPT
146 SupervisorVVarehouse $85,488.00 $3,288.00 $41.10 EXEMPT
Supervisor VVater Quality Control
181 Operations $104,166.40 $4,006.40 $50.08 EXEMPT
184 Veterinarian $99,153.60 $3,813.60 $47.67 EXEMPT
Confidential Classifications
New New FLSA
Class No. /Job Code Title Annrox Annual ApDrox New Hourly Mid-Point Status
905 Human Resource Assistant-Confidential $62,025.60 $2,385.60 $29.82 NON-EXEMPT
903 Legal Secretary-Confidential $63,564.80 $2,444.80 $30.56 NON-EXEMPT
67 Secretarv to City Attornev $75,566.40 $2,906.40 $36.33 EXEMPT
1004 Senior Legal Secretary -Confidential $70,179.20 $2,699.20 $33.74 NON-EXEMPT
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City of PaloAlto
Management and Professional Compensation
EFFECTIVE PP INCLUDING 7/1/2015 i
Class No./ Approx ruiA
Job Code Title Approx Annual Bi-Weekly Hourly Mid-Point ~tatus
I
190 Accountant $83,408.00 $3,208.00 $40.10 Non-Exempt
' 76 Administrative Assistant $71,947.20 $2,767.20 $34.59 Exempt
! 132 Assistant Chief of Police $191,318.40 $7,358.40 $91.98 Exempt
108 Assistant City Attorney $162,177.60 $6,237.60 $77.97 Exempt
109 Assistant City Clerk $94,369.60 $3,629.60 $45.37 Exempt
107 Assistant City Manager/Chief Operating Officer $198, 744.00 $7,644.00 $95.55 Exempt
73 Assistant Director Administrative Services $163,508.80 $6,288.80 $78.61 Exempt
126 Assistant Director Community Services $156,520.00 $6,020.00 $75.25 Exempt
1007 Assistant Director Human Resources $151,299.20 $5,819.20 $72.74 Exempt
2001 Assistant Director Library Services $149,718.40 $5,758.40 $71.98 Exempt
10 Assistant Director Planning & Community Environment $160,368.00 $6,168.00 $77.10 Exempt
143 Assistant Director Public Works $158,496.00 $6,096.00 $76.20 Exempt
168 Assistant Fleet Manager $99,174.40 $3,814.40 $47.68 Exempt
102 Assistant Manager WQCP $128,128.00 $4,928.00 $61.60 Exempt
I
30 Assistant to the City Manager $123,822.40 $4,762.40 $59.53 Exempt
118 Chief Building Official $152,152.00 $5,852.00 $73.15 Exempt
2008 Chief Communications Officer $159,515.20 $6,135.20 $76.69 Exempt
112 Chief Planning Official $135,969.60 $5,229.60 $65.37 Exempt
City of PaloAlto
Management and Professional Compensation
EFFECTIVE PP INCLUDING 7/1/2015
Class No./ Approx l"L5A
Job Code Title Approx Annual Bi-Weekly Hourly Mid-Point Status
95 Chief Procurement Officer $128,627 .20 $4,947.20 $61.84 Exempt
2010 Chief Sustainability Officer $117,873.60 $4,533.60 $56.67 Exempt
82 Chief Transportation Official $143,062.40 $5,502.40 $68.78 Exempt
96 Claims Investigator $87,630.40 $3,370.40 $42.13 Exempt
24 Communication Specialist $95,465.30 $3,671.75 $45.63 Exempt
89 Contracts Administrator $95,465.30 $3,671.75 $47.68 Exempt
186 Coordinator Library Circulation $83,553.60 $3,213~60 $40.17 Non-Exempt
191 Deputy Chief/Fire Marshall $96,969.60 $3,729.60 $46.62 Exempt
9 Deputy City Attorney $114,982.40 $4,422.40 $55.28 Exempt
71 Deputy City Clerk $75,587.20 $2,907.20 $36.34 Exempt
195 Deputy Director Technical Services Division $161,096.00 $6,196.00 $77.45 Exempt
20 Deputy Fire Chief $168,355.20 $6,475.20 $80.94 Exempt
81 Director Administrative Services/Chief Financial Officer $190,507.20 $7,327.20 $91.59 Exempt
72 Director Community Services $191,963.20 $7,383.20 $92.29 Exempt
1012 Director Development Services $1!58,542.40 $.6,482.40 $81.03 Exempt
133 Director Human Resources/Chief People Officer $181,542.40 $6,982.40 $87.28 Exempt
128 Director Information Technology/Chief Information Officer $198,369.60 $7,629.60 $95.37 Exempt
131 Director Libraries $179,670.40 $6,910.40 $86.38 Exempt
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City of PaloAlto
Management and Professional Compensation
EFFECTIVE PP INCLUDING 7/1/2015 !
Class No./ I Approx lit'L:SA
Job Code Title Approx Annual Bi-Weekly Hourly Mid-Point ~tat us
' ' 2005 Director Office of Emergency Services $140,961.60 $5,421.60 $67.77 ]Exempt
49 Director Office of Management and Budget $163,508.80 $6,288.80 $78.61 /Exempt
Director Planning & Community Environment $192,400.00 $7,400.00 $92.50 I 134 Exempt
135 Director Public Works/City Engineer $194,875.20 $7,495.20 $93.69 Exempt
121 Director Utilities $249,745.60 $9,605.60 $120.07 Exempt
2002 Division Head Library Services $117,582.40 $4,522.40 $56.S3 Exempt
172 Division Manager Open Space, Parks & Golf $126,401.60 $4,861.60 $60.77 Exempt
1005 Executive Assistant to the City Manager $81,390.40 $3,130.40 $39.13 Exempt
139 Fire Chief $193,814.40 $7,454.40 $93.18 Exempt
163 Hearing Officer . $114,982.40 $4,422.40 $55.28 Exempt
101 Human Resources Representative $73,736.00 $2,836.00 $35.45 Exempt
90 Landscape Architect Park Planner $109,449.60 $4,209.60 $52.62 Exempt
2015 Legal Fellow $94,099.20 $3,619.20 $45.24 Exempt
69 Legal Services Administrator $101,878.40 $3,918.40 $48.98 Exempt
171 Management Analyst $99,174.40 $3,814.40 $47.68 Exempt
79 Manager Accounting $128,627.20 $4,947.20 $61.84 Exempt
2007 Manager Airport $140,982.40 $5,422.40 $67.78 Exempt
38 Manager Communications $106,787.20 $4,107.20 $51.34 Exempt
City of PaloAlto
Management and Professional Compensation
EFFECTIVE PP INCLUDING 7/1/2015 i
!
Class No./ I Approx IJFLSA
Job Code Title Approx Annual Bi-Weekly Hourly Mid.Point ]Status
I
154 Manager Community Services $94,369.60 $3,629.60 $45.37 Exempt
169 Manager Community Services Sr Program $99,174.40 $3,814.40 $47.68 i !Exempt
1013 Manager Development Center $112,195.20 $4,315.20 $53.94 iExempt
63 Manager Economic Development $135,969.60 $5,229.60 $65.37 Exempt
44 Manager Employee Benefits $116,188.80 $4,468.80 $55.86 Exempt
45 Manager Employee Relations & Training $128,627.20 $4,947.20 $61.84 Exempt
93 Manager Environmental Control Program $118,976.00 $4,576.00 $57.20 Exempt
127 Manager Fleet $119,121.60 $4,581.60 $57.27 Exempt
TBD Manager Human Services $104,187 .20 $4,007.20 $50.09 Exempt
32 Manager Information Technology $131,497.60 $5,057.60 $63.22 Exempt
2006 Manager Information Technology Security $119,225.60 $4,585.60 $57.32 Exempt
158 Manager Laboratory Services $112,195.20 $4,315.20 $53.94. Exempt
78 Manager Library Services $97,926.40 $3,766.40 $47.08 Exempt
92 Manager Maintenance Operations $109,886.40 $4,226.40 $52.83 Exempt
26 Manager Parking $128,606.40 $4,946.40 $61.83 Exempt
51 Manager Planning $119,100.80 $4,580.80 $57.26 Exempt
103 Manager Real Property $128,627.20 $4,947.20 $61.84 Exempt
2011 Manager Revenue Collections $120,827.20 $4,647.20 $58.09 Exempt
City of PaloAlto
Management and Professional Compensation
EFFECTIVE PP INCLUDING 7/1/2015
I
Class No./ Approx IFLSA
Job Code Title Approx Annual Bi-Weekly Hourly Mid-Point Status
160 Manager Solid Waste $130,104.00 $5,004;00 $62.55 Exempt
86 Manager Urban Forestry $115,398.40 $4,438.40 $55.48 Exempt
178 Manager Water Quality Control Plant $144,768.00 $5,568.00 $69.60 Exempt
39 Manager Watershed Protection $130,104.00 $5,004.00 $62.55 Exempt
1008 Office of Emergency Services Coordinator $106,787.20 $4,107.20 $51.34 Exempt
100 Performance Auditor $99,174.40 $3,814.40 $47.68 Exempt
148 Police Chief $215,488.00 $8,288.00 $103.60 Exempt
TBD Principal Business Analyst $137,113.60 $5,273.60 $65.92 Exempt
2003 Principal Management Analyst $136,531.20 $5,:251.20 $65.64 Exempt
2009 Project Manager $99,840.00 $3,840.00 $48.00 Exempt
166 Public Safety Program Manager $99,174.40 $3,814.40 $47.68 Exempt
2012 Public Safety Communications Manager $104,187 .20 $4,007.20 $50.09 Exempt
117 Senior Accountant $101,649.60 $3,909.60 $48.87 Exempt
152 Senior Assistant City Attorney $178,380.80 $6,860.80 $85.76 Exempt
TBD Senior Business Analyst $119,225.60 $4,585.60 $57.32 Exempt
11 Senior Deputy City Attorney $126,921.60 $4,881.60 $61.02 Exempt
187 Senior Engineer $136,697.60 $5~257.60 $65.72 Exempt
106 Senior Executive Assistant $116,188.80 $4,468.80 $55.86 Exempt
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City of PaloAlto
Management and Professional Compensation
EFFECTIVE PP INCLUDING 7/1/2015 i'
Class No./ I Approx lt"L~A
Job Code Title Approx Annual Bi-Weekly Hourly Mid-Point Status
157 Senior Human Resources Administrator $101,275.20 $3,895.20 $48.69 Exe in pt
14 Senior Management Analyst . $116,084.80 $4,464.80 $55.81 Exempt
130 Senior Performance Auditor $109,449.60 $4,209.60 $52.62 Exempt
53 Senior Project Manager · $136,697.60 $5,257.60 $65~72 Exempt
33 Senior Technologist $119,225.60 $4,585.60 $57.32 Exempt
155 Superintendent Animal Services $104,187.20 $4,007.20 $50.09 Exempt
83 Superintendent Community Services $114,982.40 $4,422.40 $55.28 Exempt
161 Supervisor Facilities Management $96,969.60 $3,729.60 $46.62 Exempt
113 Supervisor Inspection and Surveying $104,187.20 $4,007.20 $50.09 Exempt
146 Supervisor Warehouse $87,630.40 $3,370.40 $42.13 Exempt
181 Supervisor Water Quality Control Operations $106,787.20 $4,107.20 $51.34 Exempt
184 Veterinarian $101,649.60 $3,909.60 $48.87 Exempt
Confidential Classifications
Approx rL~A.
Job Code Classifications Approx Annual Bi-We~kly Hourly Mid-Point Status
905 Human Resource Assistant -Confidential $63,585:60 $2,445.60 $30.57 Non-Exempt
903 Legal Secretary-Confidential $65,166.40 $2,506.40 $31.33 Non-Exempt
67 Secretary to City Attorney I $77,459.20 $2,979.201 $37.24 Exempt I
City of PaloAlto
·Management and Professional Compensation
EFFECTIVE PP INCLUDING 7/1/2015 I
Class No./ !Approx . r-L~A
Job Code Title Approx Annual Bi-Weekly Hourly Mid-Point !Status
i
1004 Senior Legal Secretary -Confidential $71,947.20 $2,767.20 $34.59 llNon-Exempt