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HomeMy WebLinkAboutRESO 4957•• • OR·IGINAL RESOLUTION NO. ~ RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO . AMENDING RESOLUTION 4814 ADOPTING A COMPENSATION PLAN FOR COUNCIL·APPOINTED, MANAGEMENT AND CONFIDENTIAL PERSONNEL WHEREAS, pursuant to Section 12 of Article III of the Charter of the City of Palo Alto~ the City Council of the City of Palo Alto did on August 20t 1973, adopt Resolution No. 4814 adopting Compensation Plans for Council-Appointed, Management and Confidential Personitel (Effective June 25, 1973) for the Fiscal years 1973-1974 and 1974-1975; and . ·..... -........ __ WHEREAS, said Compensation Plan provided for a cost-of-living increase effective June 23, 1974~ based on the Department of Labor Consumer Price Index which increase will be 8.2%; NOWr THEREFORE. the Council of the City of Palo Alto does RESOLVE as follows~ SECTION 1. The Compensation Plan, as set forth in EXHIBIT A attached heret'O and made a part hereof by reference, providing for an 8.2% cost-of-living increase effective June 23, 1974, is hereby adopted for Management and Confidential personnel: the salaries of Council-Appointed Officers shall continu~ in effef_·i_ until changed by separate resolution. SECTION 2. The Compensation Plan is modified for Confidential Personnel by the addition of a clarifying phrase on Page 3 under Life Insurance. SECTION 3. The Compensation Plan is modified for Management and Confidential Personnel by the following: -· (1) On Page 2, under Section 2B~ a provision is added authorizing the City Manager to pay management employees in a higher classification on a temporary basis when the management employee is assigned the duties of the higher class. (2) By the addition of a clarifying phrase on Page 3 under Life Insurance, (3) The following management classes were deleted from or· added to the plan as a result of budget proposals; Deletions Deputy City Controller; City Treasurer; Manager, Customer Services; Assistant City Manager--Physical Services and City Engine~r. Additions Supervisor Data Processing Operations Manager~ Data Systems Police Off ice Manager Utility Analyst Manager~ Customer Services/City Treasurer Director of Utilities -l - Range $1093 -$1401 $1501 -$1924 $1353 • $1745 $1084 -$1527 $1503 -$1931 $2292 -$2700 t ' • SECTION 4. That the Compensation Plan adopted herein shall be administered by the City Manager in accordance with the Merit System Rules and Regulations. SECTION 5. That the City Controller is hereby authorized to implement the Compensation Plan adopted herein in his preparation of forthcoming payrolls to reflect the effective date of June 23, 1974, of the cost-of-living increase. SECTION 6. That Resolution 4814 is hereby amended as set forth in Sections 1 through 5 above and in all other respects shall remain in full force and effect as originally adopted. INTRODUCED AND PASSED: June 25, 197l; AYES: Beahrs, Berwald, Henderson, Pearson, Rosenbaum, Sher NOES: None ABSENT: Clay, Comstock, Norton ATIEST: ~ ~J ®:_~ Mayor APPROVED AS TO FORM: LA...-l,Y/hv1~- City Attorney r. AP~ Ci ager APPROVED~ -2- 1·~/ ' • • CITY OF PALO ALTO I. Management & Council Appointees Effective: June 23,1973 to June 30, 1975 Amended: August 20, 1973 June 23• 1974 • • CQi!PENSATION PLAN FOR THE CITY OF PALO ALTO Manageinent Personnel SECTION 1. Salarx A. Salary Range Table Personnel covered by this plan shall receive compensation within the salary ranges set forth in the Salary Range Table following Section 2. B. Establishment of Salary The City Manager is authoriz~d to make appointments to or advancements within the prescribed ranges upon evaluation of employee qualification and performance. In the event a downward adjustment of a salary range indicates a re- duction in the established salary of an individual employee, the City Manager may, if circumstances warrant, continue Lie salary for such employee in an amount in excess of the revised range maximum for a reasonable period of time. Such interim salary rates shall be defined as 11Y-rates 11 • Effective June 24, 1974, the below listed management classifications will be adjusted to reflect: the following salary ranges: Olief Bldg. Inspector Dir. Budget/Staff Svc. Director, Libraries Dir. Personnel Servs. Director, Recreation Management Assistant Supt., Water Quality Control Supv.1 Biblio. Services Mgr., Customer Services Supv., Jr. Museum Supv., Mail & Repro. Services Supv., Nature & Science Supv., Revenue Collection Supv., Theatre Programs Supv., Utility Services Minimum Maximum 1345 1619 1413 15so· 1413 893 1377 1082 1324 1062 918 1082 1010 1062 1065 1724 2075 1812 2025 1812 1146 1766. 1387 1698 1362 1177 1387 1295 1362 1365 Effective June 24, 1974, all management classifications including the above will receive range increases equal to the percentage increase in the Bureau of Labor Statistics Consumer Price Index for the San Francisco-Oakland Area as measured between March 1973 and March 1974. Additional increases effective June 24, 1974 will be given to the following classifications if necessary to maintain percentage super- visory differentials existing as of January 1, 1974: SECTION 2. • Battalion Chief Assistant Fire Chief Police Lieutenant Police Captain Assistant Police Chief Special Compens~tion • Page 2 Personnel covered by this compensation plan, in addition to the salary set forth in Section l above, may receive special compensation as follows. Eligibility shall be in conformance with the Merit Rules and Regulations and Administrative Directives issued by the City Manager for the purposes of clarification and interpretation. A. Annual Adjustment Annually, each employee who holds a regular full-time appointment in the municipal service on or before July first and continues in such status through the first day of Pay Period No. 12 (in December) shall receive, in addition to the salary prescribed herein, a salary adjustment equal to one percent of the employee's current annual salary. Annual adjustments shall be prorated to reflect appointment· from January l through July 1 of the current year, or interrupted service during the year. B. Overtime, Workin~ Out of Classific:ition. and In-Lieu Holidey Pay Compensation for overtime work, and scheduled work on paid holidays, shall be in conformance with the Merit Rules and Regulations ·and Administra- tive Directives. Where management employees, on a t~mporary basis, are assigned to perform all significant _duties of a higher classification the City Manager may authorize payment within the range of the higher class- ification. · c. Court Appearances Sworn Police Personnel appearing in court for the People shall be compensated as follows: Period 1. Appearance on scheduled -day off. 2. Any or all court time during scheduled shift, or court time is immediately beginning or following shift. Time and one- half. Straight time during shift, time and one-half for periods before or after scheduled shift. Minimum 4 hours None 2 hours ._.-- 3. Appearance on scheduled work day but not during,iumediately before or immediately af tcr scheduled shift, Time and one- half (2 hr. minimum may not run into shift time • • Page 3 D. Night Shift Premium Night shift differential shall be paid at the rate of 5% to regular full•time employees who are regularly scheduled to work between 6:00 p.m. and 8:00 a.m. Night shift premium will not be paid for over- time hours worked or to Fire Personnel assigned to shift duty. E. Uniform Allowance Fire Personnel (shift) Fire Personnel (non-shift) Animal Shelter Person~el Per Pay Period $4.62 $5.77 $5.77 Per Month (approx.) $10.00 $12.50 $12.50 F. Uniform Ptirchase Plan -Police Personnel Uniform allowance at $12.50 per month shall continue until a uniform pur- chase plan is put into effect by issuance of initial two uniforms on or . about January 1, 1974, at which time uniform allowance will be discontinued. G. Group Insurance The City will pay for following amounts of premium on behalf of personnel who are eligible for coverage under various group insurance plans arranged by the City. . 1. Health Insurance Effective June 25, 19i3: 2. Dental Insurance Effective June 25, 1973: Effective June 24, 1974: 3. Life Insurance Basic Life Insurance (per $1000 of coverage) not to exceed amount indicated based on existing 9lans 100% of medical premium payments for em- ployee and dependent medical coverage under existing contracts or will assume existing contracts on a fully paid self-insured basis. The City shall pay $2.91 per pay period or arproximately $6.30 per month. The City shall assume any premium rate increase in conj~nction with existing employee and dependent dental coverage. Per Pay Period Per Month {approx) $.27 $ .59 • •• Page 4 4. Long Term Disability Insurance For those employees without eligible dependents the City will pay up to $8.00 per month toward long tenn disability insurance. H •. 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: 51. above base salary P.O.S.T. Advanced C?rti:icate: 7,% above base salary A.A. Degree or Junior Class standing: $150 one-time achievement award A.B./B.S. Degree: $300 one-time achievement award 1. Management Benefit ProfS!atn All City staff management employees are eligible for Sections l, 2, and 3a and b of the Ma~agement Benefit Program. All Council members are eligible for Section 3D only. 1. Professional Development -Self Improvement Reimbursement for authorized self-improvement activities will be granted up to a maximum of $500 per year for each management employee and shall include the following benefit items: a. Civic and professional association memberships b. Conference participation and travel expense as provided in Procedure # III-3 c. Educational programs d. Professional and trade journal subscriptions 2. Professional Develo~nt -Sabbatical Leave Authorized paid leaves-of-absence for up to one year will be granted in accordance ~1th the following requirements: a. Sabbatical leave program shall be beneficial to the employee's job assigranent. b. An employee's job assigmnent activity shall be adequately covered during his absence with emphasis on the development of subordin- ates. • • Page 5 c. The leave-of-absence period will be adequately coordinated with departmental priorities and workload. d. Leave-of-absence sabbaticals should be based on internship, ex- ch1nge1, and/or loaned executive arrangements; scholastic and/or 1uthor1hip programs; or educational travel-study plans. Leave-of-absence schedules will be apportioned among all lev£ls of management and will be based on an evaluation of each employee's performance reeord. Each paid sabbatical leave will be limited to a maximum of one ye1r with not more than two employees being on leave simultaneou11y. Sabbatical leaves must be cleared in advance and approved by the City Manager and Council. 3. Per1on11 Health PTog~am -Physical Fitness a. All DM1n1gement employees will receive physical examinations in accordance with a schedule to be determin~d in consultation with City doctors. The minimum time interval will be one year and the maximum, two years depending on the medical condition and age of each employee. b. In accordance with the recommendations of the medical doctor an employee may undertake a prescribed physical fitn~ss program. Employees participating in this activity will be reimbursed under the Personal Development Program. J. Automobile Expense Allowance Per Pay Period Per Month (approx) Chief of Police $57.69 $125 .oo K. Parking in Civic Cente.t Garage Effective June 25, 1973, employees in represented classes shall be entitled to free parking in the Civic Center garage. L. Expense Allmtance Per Pay Period Per Month (approx) Mayor $69.23 $150.00 Vice Mayor $46 .. 15 $100.00 City Manager $69.23 $150.00 City Attorney $46.15 $100.00 101 102 103 104 107 108 109 110 111 112 113 114 115 185 116 117 118 119 120 123 City Qf Palo Alto Compensation Plan Hanaa•ment Personnel Effective: June 23, 1974 ADM BIND' ' SAFB ADM CClilP & EMPLOY ADM REAL PROPERTY ADM ZONB ENPORCIMBMl' ASST CITY M;;R ASST CITY ATTORNEY ASST CITY CLERK ASST DIR PURCH SEllV ASST Flll CHIBF ASST PLANNING DIR ASST POLICE CHIEF ASST SUPV ELECT UTIL ASST TO CITY MAN.AGER. ASST TO PLAN DIR BATTALION CHIEF BUDGET -RBS ANALYST CHIEF BLDG INSPECTOR CHIEF ENGll-ELECT UTL CHIEF ENGR•WS UTIL COORD COMMUNITY REL Page l Approx. Monthly Minimum Maximum 1084 1527 1084 1527 1263 1619 1110 1565 2153 2759 • 1473 1887 821 1028 1099 1409 1474 1892 1503 1931 1569 2010 1103 1412 1218 1716 964 1238 1386 1778 1059 1493 • 1455 1865 1695 2173 1540 1979 1059 1493 124 126 127 128 129 130 131 132 133 134 135 136 137 121 138 139 140 141 165 125 142 City of Palo Alto Compensation Pltn Management Personnel COORDINATOR RCH/TRNG DIR ARTS DIR BLDG/EQUIP SERVS DIR BUDGET/STAFF SVC DIR COM SERV DIR INSPECT SERV DIR LIBRARIES DIR NATURE & SCIENCE DIR PERSONNEL SERV DIR PLANNING DIR PW/CITY ENGR DIR PURCR SERVICES DIR RECREATION DIR UTILITIES EXECUTIVE ASSISTANT FIRE CHIEF MANAGEMENT ASSISTANT K;R CULTURAL CTR !'CR CUST SVC/CITY TREAS M;R DATA SYSTEMS M:;R OPER & CONST . Page 2 Approx. Monthly Minimum Maximµm 1176 1657 -1460 1872 1506 1930 1752 2245 1312 168! • 1606 2061 1529 1961 1460 1872 1710 2191 1984 2543 1941 2489 1394 1787 1529 1961 2292 2700 1059 1493 1877 2407 • 966 1240 1046 1474 1503 1931 1501 1924 1652 2117 143 144 145 146 147 148 149 186 150 151 152 153 154 155 156 157 158 159 160 161 162 163 City of Palo Alto Compensation Plan Management Personnel MJR PW ENGINEERING M3R REC OPERATIONS MJR SPEC PROJECTS PERSONNEL ASST POLICE CAPTAIN POLICE CHIEF POLICE LIEUTENANT POLICE OFFICE MJR PROGM/OPS ANALYST SPEC PROGRAMS ASST SR ASST CITY AT'INY STAFF COORD COM SVC STAFF COORD INSP SVC . SUPT ANIMAL SERVICE SUPT OPER-CONST WGS SUPT PARKS SUPT PUBLIC WORKS SUPT WTR QUAL en. SUPV BIBLIO SERVS SUPV BLDG MA.INT SUPV BLDG SERVICES SUPV COM EQUIP MAINT Appr:»;. Monthly Minimum Maximum 1501 1924 1192 1530 1211 1712 896 1263 1549 1990 1941 2489 1330 1705 1353 1745 1163 1637 1218 1716 169u 2167 1012 14Z4 952 1341 1090 1399 1381 1770 1435 1839 1435 1839 1490 1911 1171 1501 l097 1422 9S9 1230 1084 1394 -------------------------------~ -- Page 3 • • 164 166 122 167 168 169 170 171 172 173 174 175 176 177 178 179 180 181 182 183 187 184 City of Palo Alto Management Personnel SUPV CCIOIUN OPS SUPV DATA PROC & SYS SUPV DATA PROC OPD. SUPV ELECT UTILITIES SUPV EQUIP MA.INT SUPV JR MUSEUM SUPV MAIL & REPRO SERV SUPV METER READERS SUPV NATURB/S~IENCE SUPV PARK KA.INT SUPV PUBUC WORKS SUPV READER SERVICES SUPV REVENUE COLLS SUPV TBEA'l'RE PROGMS SUPV UTIL PROJ SUPV UTILITY snvs Sl"FV WGS SUPV WQC OPS SUPV WTR m.ANSMIS TRAFFIC ENGR UTILITY ANALYST VETERINARIAN • Page 4 Approx. Monthly Minimum Maximum 1028 1319 1378 1770 1093 1401 \156 1483 1108' 1422 • 1149 1474 993 1274 915 1174 1171 1501 ' . 1079 1384 1079 1384 1171 1501 1093 1401 1149 1474 1108 1424 1152 1477 • 1079 1,384 1079 1384 107? 1384 1394 1787 1084 U27 1593 2046 .. Ci.tt of Palo Alto Coapenaation Plan Council Appo:lJlted and Elected Of ficere Clua Sal~ • eoa. Clase fit.le Per Month Effective Date 001 C1.t1 eo-cs ,_. $ no.oo .June 2s. 1973 002 c1~a...au $2.700.00 .June 2'. 1973 003 Ciey .ktoney $2100.00 Septemher 1, lt73 004 CitJ Controller $1900.00 .June 2s. 1973 oos C:ltJ' Clerk $1300.00 .June is. 1973 • ·~ ... '"' • • CITY OF PlilD ALTO Sf-hcti"Ve; Juae 25~ ·.lt13 ~q J-8 30~·-it1$­ ••1.W: . Alip&t 20. l973 .J.-u. i,14 ·: .. ,' ··-;'._..: .... --. • • CCltPE:NSATION PLAN FOR 'l'RE CITY OP' PALO AL'l'O Conf1Cential Personnel SECTION 1. Salag A. -S.lfil Raye Table Personnel covered by this plan shall receive compensation within the salary ranges set ·forth in the Saler,. Range Tables th•t follow Section 2. 1'he salary range for each position cla1sification title and number is expTessed in bi-weekly 8'0JIJ/ar hourly rates along with _the appio1'1mate monthly am/or ilnnual equivalent. B. Eata!>lis~nt of Sslatt '!'be City Manager is authorised to make appointmeuts to or advancements- Within the prescribed ranges upon evaluation of employee qualification aad performance. For purposes of merit advancement, steps A tbroush E or l throu;h 3 (for certain _classifications) are pl:ovided within the salary ranges for all classifications. The 11inimum time interval between merit steps 1a one year except where initial appoiatmeut is at the A step (or Step 1), the minima tiwe inten._1 between steps A •nd B (1 and i> is sis months. The CitY Manager, in recognition of unusual circumstances or extraordinarj performance, -.y authorize special merit adVancement. In Che event tba~ • d.owavard -adjut:Ment of a salary range imU."'."ates-a - reduct~on in the u~abliahed salary of an individual e.ployee,. the City Hauger may, if clrcui11Jtance8 warrant, coatinue the salary for such emplo19e in ·~ ..-m: in exceaa of the revised range ..xiPlUlll for a reasonable peJ;iod of time. Such interim a•lary rates shall·be defined a8 "Y-rates". - . - Effective with the-p.y period which includes .July 1,. 1974, -confidential cluaifieat:.ions excep~ die aae tnitcated below will receive a p4trcentage incre•e equal to ~-,.iceDi:age increeae in the S. Franc_isce>-Oakland COueuaer Price Index •• 11euured behieen March 1973 a March 1974. !he ,erceutage uc:reue Will be rmncled co the nearest -tenth. IJ!;c.eptlon: . thirteen dolier-J will be subtracted fr0. tile E step -of tbe sat£, foi: the cluaific:etion listed below, vi.th propoi:tio_nate subtraccione fr~ atepa A throulb D, prior to increasing the. ,alary by the foxaula listed el>ove: - Cemral Cle:rk A • Confidential • -· • Page 2 ·SEC'rI01' 2. Special gompenaation Personnel covered by this coaipensation plan, in addition to the salary set forth in Section 1 abwe, 1D8y receive special compenaation as fo1lows. Eligibility shall be in conformance vi.th the Merit Rules and Regulations and Administrative Directives issued by the City Manager for the purposes of clarification and interpretation. A. Annual Adjustment Annuall1, eacb employee wbo holds a.regular full•tiale appointment in the minici1M1l service on or befor• July first and continues in sucb status through· the first day of Pay Period No. 12 (in December) .shall receive, in addition to the salary prescribed herein, a·salary a~Just• ment equal to one perceut of the employee 1 8 current 8DDU8l salary. . Annual acfjuatments shall be prorated to reflect appointment from· .Janum-Y 1 through July 1 of the current year, or_ interrupted service during the year. - B. Overtime, World§ _Out of Classification, and In-Lieu Holiday Pay Collpeuatton·for overtf:me work, working out of cl1tsstficatton and scheduled work on paid holidays· shall be in conformance with the Merit Rules ancJ Regulations and Administrative Directives. c. Group Insurance . The City will pay for following amounts of premium on behalf of personnel who are eligible for coverage under various group insurance-plans arranged by the City • 1. Health Inaurance . ' Effective June 25, 1973: lOOI of med~cal ·premium payaw!nts for ellployea and dependent ..ctical coverage uDdel' existing coDtracts or will assume eXistiDg CODttacts on a fully paid •elf- in.sured baa 18 • 2 •. Dental Insurance Effective .June 25~· 1973: The C1t1 shall pay $2.91 per.pay period or appxoximat:ely $6.;30 per month. Effective June 2,, 1974: '1'he City-sqall ass~ auy premium rate iDcrease in. conjunction with existing etaployee .. and dependent dental.coverage. ••• • • 3. Life Insurance Buie Life Inaurance (per $1000 of coverage) not to excMd aeoullt indicated ba1ed on m•tina plans. 4.. Log Tu. pi1abUt.tx Iuuraa.ce • Page 3 Per Pay Period Per Month (aperox) $ .27 $ .59 For tho.a• 9lp1079•• without eligible dependent• the City vi:ll PaY up to. $8.00 per aontb toward long term disability insuranc_e. · D. Educatioaal Leave and Tuition a4Ji..muraement 1. City .will reillbut'se expenses ·for tuition. books and curriculum fees incurred by employees within the representation unit, to a miuciaum of $400 per f:l.acal year, for classes given by accredited institutions of learning or approved specialized training groups. Programs must either contribute the employee's job performance or prepare the employee for other Cf.ty positions, a.ad mast be approved itt advance. 2. Employees may request advance o! funds subject to the approvnl of the Personnel Office. Advances •Y· be granted for tuition, books and otbeT cuniculum fees io acbaage for repayment agreement in the evant advances are not supported or courses are oot satisfactorily · C0111pleted aa indicated. 3. Profua1.-1 and technical _,1oyeea ... igne:d by the.City to attend ... uuaa, vorbbops, OJ: convention& of their professional or technical uaoci&tiou •ball have their dGea aad reaeooabl.8 ezpeDSes paid by the City and •hall be aUond to attend aocb 1.orubopa, and .eetings, aad coaventloaa OG paid City time. · 6'. CITr OI PALO AI.to COMPEISATIOli PL@ SAUl.Y IWl(;I! TABtl [QUI Vt APPROX• APlllROX I ••• APPROXIMATE • •• • CoQfldeatlal Penannal AAN'lE !101JRL. Y •••••••••• a z • w £ £ I( L T •••••••••• f'IO .. TMLY ANNUAL .. " 0 N 'l H L 'I' •• -~ lff!5ti.e 6l23l74 E A 8 c D t. E t ,. • c D • (1) (2) (3) (l) (1) (2) • 901 SEC TO CITY ftA~AOlR .-e1 (Je09 35,•60 ·'12•00 435•20 469t80 •8'•20 !1016 -121672 11•• .,, ,., ,,. 902 GE~ CLERK A•CO~F 1t27 5•3• 3•l •60 360•10 3Uo60 •o•.oo •27120 !126 U1lU 7-0 711 127 179 903 LEO::AL SEC•CONF •7' 5,,3 379120 •oo.ao •2••00 .... a.oo -•7•••0 -11028 121336 ui 161 '" 971 904 SECRETARY A-CO"F •00 5•63 360•00 380•10 .\02••0 421•60 •~o.•o 976 u.n.2 71C 121 112 912 • '-· . ~ ·-. .;~: