HomeMy WebLinkAboutRESO 5411•
.• ORIGINAL
REsOLUTION NO. _.54......,1...,l ---
RESOLUTION OF THE COtJNCIL OF THE CITY OF PALO ALTO
ADOPTING A COMPENSATION PLAN FOR MANAGEMBN'l' PER-
SONNEL AND COUNCIL APPOINTEES (EFFECTlVE JULY 3,
1977) AND RESCINDING RESOLUTION NOS. 5232 AND 5~70
-'!be council of the City of Palo Alto does RESOLVE as follOW"s:
SEC~ION l. Pursuant to the provisions of Saction 12 of
Article III of the Charter of the City of Palo Alto, the Compen-
sation Plan, as set forth in EXHIBIT A atta~hed hereto and made
a part hereof by reference, hereby is adopted for management ·
personnel and council appointees effective July 3, 197t
SEC'l'ION 2. The Compensation Plan adopted herein sha:i~. be
adminrstered Ey the City Manaqer in accordance with the Merit
System Rules and Regµlations.
sEC'l'ION 3. The .Compensation Plan shall become effective
the pay periOd beginning July 3, 1977, and shall continue in
effect until amended or revoked by the Council.
· SECTION 4. The City Controller hereby is authorized to
implement 'Elie co~nsation Plan adopted herein in his preparation
of forthcoming payrolls and to make retroactive adjustments to
employees' pay, if necessary, to reflect the effective date of
July 3, _1977. Be is ·further authorized to make changes to the
titles of employee ciassifications identified in the Table of
Authorized Personnel contained in the 1977-1978 Budget, if such
titles have been changed by the Compensation Plan.
SECTION S. Resolution No. 5232 as to management personnel
and council appointees and Re$olution No. 5270 as to council-
appointed officers hereby are rescinded. ·
SEC!l.'ION 6. The Council 9f the City of Palo Alto hereby
fi.ncis that the enactment of this resolution is not a "project•
within the meaning of that xerm as defined in Section 11.04.130
of the Palo Alto Municipal Code and, therefore, no environmental
assessment is necessary.
INTRODUCED AND PASSED: June 13, 1977
AYES: Berwald, Carey, Clay, Eyerly, Norton, Sher,. Witherspoon
NOES: None
ABSENT:Beahrs, Comstock
ABSTfi.INED: "°"' .
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CITY OF PALO ALTO
COMPENSATION PLAN
Management and Council Appointees
EFFECTIVE: July 3, 1977
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•••
COMPENSATION PLAN FOR THE CITY OF PALO ALTO
Management Personnel
SECTION I • MANAGEMENT SALARY PLAN
This management salary plan applies to all non-Council-appointed management
positions listed in Table L
A. Management Salary Polic~
The City's policy for management salaries is to establish and maintain
a general salary structure based on marketplace norms and internal job
alignment with broad salary grades and ranges. Stn.ictures and ranges
will be reviewed annually and updated as necessary based on marl-'.etplace
survey data, internal rela~ionships, and City financial conditions.
Special needs of management categories including supervisors, adminis-
trators, professionals and managers will be addressed.
Individual salary adjustments will be•considered by the City
Manager based on (l) performance factors including achievement of pre-
detennined objectives; (2) pay structure adjustments; and (3) City
financial conditions.
· 8. Basic Plan Elements
Structure. The salary plan will include a salary structure consisting
of approxim3tely thirty grades. Each grade will have a control point
which is used for budgetary purposes. All management positions will be
assigned an appropriate pay grade based on salary survey data and internal
relationships. All positions assigned to a pay grade will receive
·salaries which are no less than 25% below the control point and no more
than 15% above the control point. Actual salary within the range is
detennined by perfonnance. The nonnal working range within which most
actual salaries will f~ll will be within ! 5t of the control point.
Each year competi ti ve ___ !ml'-rk:etp 1 ace studies wi 11 be made of 10-15 c i t:i es
similar to Palo Alto in number of employees. population, and services
provided. These studies will focus on general salary trends for groups
of management positions such as first line supervisors, administrative,
professional, and top management. Periodically, studies will more spe-
cifically include position-by-position comparisons using marketplace and
internal relationship data. Depending on the results of these studies,
the entire pay grade structure may be adjusted or individual positions ·
may be reassigned to different pay grades. Such adjustments will only
affect the salary administration framework. No individual salaries will
change because of structural adj~stments.
Salary Increases. All individual salary increases wil 1 be earned as a
result of performance, achievement of objectives, or growth within the
positio~ {for-recent appointments) •. Two types of increases may be earned.
Satisfactory and above perfonners may receive base pay increases
(per~entage or fixed dollar amounts added to base pay). Guide-
lines will be established for base pay increases. The second possible
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. CC»4PENAATION PLAN -MA.EMENT
Page Two
type of increase will. be a lump sum incenti-ve payment of from l-15%
based on achievement of predetennined objectives established under a
management by objectives prograM. Incentive payments are open to all
satisfactory and above perforiners. Requalifi~ation is necessary for
each appraisal·perJod. Department head and City Manager apµroval is
required for all base pay increases and incentive payments. All
salaries, both base pay and incentive payments, must fall within pay
grade 1 imi ts.
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Budgeting. Each year the City.Manager will propose for Council ·approval
a salary budget which will include amounts sufficient to implement
base pay increases and incentive payments. The salary increase budget
Will be based on the following factors: competitive market, changes
in internel p0sition relationships, and the Cityts ability to pay.
Performance Appraisal. Detennination of performance will ~e made annually
EY"l:he City Manager and department heads. The following guestions wtll
be addressed: Is the department, division, unit or act1vity meeting its
objectives? Is the employee perfonning as a manager in accordance with
prescribed duties and responsibilities of a manager?· Employees who are
appraised as satisfactory or above will be elig~ble for base pay and
incentive payments accordtng to established guidelines. The management
by objectives plan will be developed by the employee and his/her super-
visor prior to July of each year and will cover the fiscal year. The
plan will require concurrence of the department head and City Manager.
Progress toward meeting objectives will be reviewed at least semi-annually.
By September of the following year, supervisors will make a final deter-
mination on performance and will make s~lary recOIJlllendations to their
department heads based on salary payment guidelines.
C. 1977-78 FISCAL YEAR AUTHORIZATION
1. The City Manager is authorized to pay salaries in· accordance with this
plan to non-Council appointed management employees in an anount not
to exceed the aggregate of approved management positions budgeted
at the control points indicated in Table I for the fiscal year 1977-78.
The aggregate management employee salary and benefit budget tc be··
administered by the City Manager during fiscal year 1977-78 is approxi-
mately $3,_169,954 or $280,091-more than the 1976-77 management salary
and benefit budget. These budget figures have been adjusted to
reflect position changes proposed in the 1977-78 preliminary annual
.budget.
2. Individual rnanagenent salaries authorized by the City Manager under.
the management salary plan may not be less than 25% below nor more
than 15% above the control point for the individual position salary
grade authorized in Table I of this plan. A portion of the authorized
salary may be given in the fonn of cash incentive payments based on
achievement of objectiv~s.
3. The City Manager is authorized to establish such administrative rules
_ as are necessary-to implement .the management salary plan subject to
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COMPENSATION PLAN -MANAG~T 'fll-t Page Three •
the 1 imitations of the approved salary 1 ncrease budget and the
approved grade and control point structure.
4. In the event a downward adjustment of a position grade assigranent
indicates a reduction in the established salary of an individual
employee. the rity Manager may, if circumstances warrant. continue
the salary for such employee in an amount in excess of the revised
grade limit for a reasonable pc:_riod of time •. Such interim salary
rates· shal 1 be defined as 11 Y-ntes11 •
SECTION II. SPECIAL COMPENSATION
Personnel covered by this compensation plan, in addition to the salary set forth
in Section I above, may receive special compensation as follows. Eligibility
shall be in confonnance 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. 25 (~n December) shall receive, in
addition to the Salary prescribed herein, a S3lary adjustment equal to one
percent of the anployee's current annual salary. Annual adjustments shall
be prorated to ref1 ect appointment from January 1 through JIA ~Y 1 of the
current yedr, or interrupted service during the year.
B. Overtime, Working Out of Classification, and In-Lieu Holiday Pay
'
Compensation for overtime ~rk, and scheduled work on paid holidays,
shall be in confonnance with the Merit Rules and Regulations and Administrative
Directives. Where management employees, on a temporary basis, are assigned to
perfonn all significant duties of a higher classification the City Ma~a~er
may authorize payment within the range of the higher classification. --; i
C. Court Appearances
Sworn Police Personnel appearing in court for the People shall be
compensated as follows:
Period Rate Minimum
l. Appearance on scheduled Time and one-half. 4 hours
day off.
2. Any or all court time · Straight ·time during None
during scheduled shift, shift, time and one-
or court time is i8'1tedi-half for periods
ately beginning.or follo-before or after
wfng shift. scheduled shift~
• COMPENSATION PLAN -MANAGEMENT-
Page Four
3. Appearance on scheduled Time and one-half.
work day but not duringf
inmediately before or
imnediately after
scheduled shift.
D. Night Shift Premium
2 ilours
(2-hr minimum
may not run .
into shift time}
Night shift differential shall be paid at the rate of 5% to regular
full-time employees who are regularly scheduled to work bet~n
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 Personnel
Per Pay Period
$4.62
$5.77
$6.73
f. Uniform Purchase Plan -Police Personnel
Per Month (approx.)
$10.00
$12.50
$14.58
Unifonns will be provided with replacement provisions on an as-needed
basis in confonnance with department policy. -
6. Group Insurance
1. Health Plan
The City shall pay ali premium payments on behalf of employees
who are eligible for coverage under the health.plans as .described
in Sub-Section (a) and (b). Any premium rate increases during
the tenn of this compensation plan shall be ·paid by the City.
The following options will exist:
a. Employee and dependent coverage under the existing Kaiser
Health Plan S Contract, including the Drug Plan III option.
b. Employet? and dependent coverage under the existing City
of Palo Alto Employees' Self-Insured Health Plan with major
medical maximum of $250,000.
2. Dental Plan
The City shall pay all covered plan charges on behalf of employees
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and dependents of employees who are eligible for coverage and enrolled
under the existing City denta·l plan. -
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a. C!lMPENSATION PLAN -MANAGINT
,-Page Five •
3. Basic Life Insurance
The City shall continue the basic life insurance plan as
currently in effect for the tenn of this compensation plan.
4. Long Tenn Disability Insurance
The City shall continue, at employee cost, the long tenn
disability insurance ~s currently in effect for the tenn of
this compensation plan. For those employees without eligible
dependents covered under the health plan-provis7on~, the
City will pay up to $8 per month toward long term disability
insurance premiums. For those employees without eligible
dependents covered under the dental plan provisions, the City
will pay up to $12 per month toward long term disability
insurance premiums.
H. Police Deparbnent -Personnel Development Program
Pursuant to administrative rules governing eligibility and qualifi-
cation the following may be granted to sworn police personnel:
P.O.S.T. Intermediate Certificate!
P.O.S.T. Advanced Certificate:
A.A.-Degree or Junior Class Standing:
A.B./8.S. Degree:
I. Management Benefit Pro_g_ram
si above base salary
7~i above base salary
$150 one-time
achievement award
$300 one-time
achievement award
All City staff management employees are eligible for Sections 1, 2,
and 3a and b of the Management Benefit .. Program. All Council members
are eligible for Section 3a only.
1. Professional Develo~nt -Self Improvement
Reimbursement for authorized self-improvement activities will be
granted up to a maximum of $750 per year for each management
employee and shall include the following benefit items:
a. Civic and professional association memberships
b. ·conference participation an4 travel expense as provided in
Procedure No. III-3
c. Educational programs
d. Profes~ional and trade journal subscriptions
• 2. Professional Development -Sabbatical Leave
}Wthorized paid leaves-of-absence for up to one year w11J be
g~anted 1n accordance with the follo~ing requirements: -.
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COMPENSATION PLAN -MAIEMENT
Page Six
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a. Sabbatical leave program shall be beneficial to the eruployee 1s
job assignment.
b. An employee's job assignment activity shall be adequately
covered during his absence with emphasis on the development
of subordinates.
-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,
exchanges, and/or loaned executive arrangements; scholastic
and/or.authorship programs; or educational travel-study plans.
Lea\..:.:..of-absenc~ schedul~s will be apportioned among all levels of
management and will be based on an evaluation of each employee's
performance record. Each paid sabbatical leave will be limited to
a maximum of one year with not more than· two employees being on
leave simultaneously. Sabbatical leaves must be cleared in advance
and approved by the City_ Manager and Council.
3. Personal Health Program -Physical Fitness '
a. All management employees wil 1 receiVe physical examinations in
accordance with a schedule to· be detennined 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 recomnendations of the medical doctor
an employee may undertake a prescribed physical fitness
program. Employees participating in this activity will be
reimbursed under the Person~t Development Program.
J. Automobile Expense Allowance
Chief of Pol ice
Direetor, Utilities
K. Parking in Civic Center Garage
Per Pay Period Per Month (approx.)
Jr~.~-~
$73.85
~J69.0!J.
$160.00
The City shall provide employees parking privileges in the C1vic
Center Garage at no cost to such employees.
TABLE I • !Ult&;EMEttT PERSONNEL PAGE OHE
EFFECTIVE 1 JULY 3, 1977
cuss GIUDE C0'4TR0l APPllOlt. APPROX. APPROX. 1..• ~.
l'IU:.a CLASS _TITLE CODE POINT ANNUAL IU-WKLY t40URU
101 ADM PERSONNEL SERY Z8 119.\0 ZJ1280 895.ZO 11.19
103 AIJ>llN REAL-PROPERTY 27 h989 23.868 917.60 u.1t1
lU ACIHIN SOC & C<Jlt SVCS 30 11844 2z.1zs no. 40 10.63
lt)8 ASST CITY ATIORNEY Zl z.116 27,792 t.068.80 13.36
·109 ASST CITY CLERK :u 1.506 11h07Z 69·\.ltO 8.68
H3 ASST CITY £NGIN££R 17 21~62 30.7.\'t 111182.itO l't. 78
107 ASST CITY MANAGER 6 3, 385 lt0t620 1' 561.60 19.52 -110 ASST DIR PURCH svcs· 33 1'709 Z01!i08 788.00 9.85
111 ASSJ FIRE CHIEF 21 2t316 z1,1qz h068.80 13.36
112 ASST PLANJUllG DIR 19 -Z.'t36 zch2l2 h tz't.00 l't.05
113 ASST SUPT WQC PLAlff 25 2.093 2!hll6 965.6G u.01
116 BArTALIOH CHIEF 23 2t201 Z61't 12 1.015.zo 12.69
l17 BUDGET-RES AHALYST 30 l• 84't 22,128 850.40 10.63
119 CHF EHGR ELECT UHL 16 21623 31'516 11212.ao 15.16
118 CHIEF BLDG INSPEC Zl z,,316 l1179t 11068.!0 }.3.36
120 CHIEF EtfGR WGS UTIL 17 21562 30~7'-'t i, uz.1to llt.78
lSl COORD ORG RES/DEY 19 2t06 291232 11121t.oo llt.05 • lS-11 COORD SUPPORT SERY Z't 2.1116 25.752 990.ltO 12.38
183 DIR TRANSPORTATION 17 z,5~2 30r7H l• UZ.ltO . llt.78
126 DIR ARTS Zl z.nti a1.nz 11068.80 13.36
127 DIR BLDG/EQUIP svcs· 20 Zt375 ze.500 1'096.90 u.10
ua • DIR BUOGET/STAFF SVt·DENTY CITY MGR u 2.908 3.\,896 lt 3'tl .. 60 16077
. ...
llQ DIR COlffJNICA SERVS -26 2r O'tO 21tr"80 -~0.80 u.76
195 DIR FIR£ SERVICES 11 Z.98~ 351796 lt376.00 11.zo 't >.
lll DIR LIBRARiES 19 Zr lt36 21hZ32 hl2't.OO He05
U2 DIR NATURE/SCIENCE n 2r316 Z7r79Z 1•068.10 u.16
1S7 DIR PARK-OPM SPC M&T u Z,316 u.nz lr068e$0 U.36 ' •' '. , ..
'LU DIR~SYCS 15 bHJ. s2 .. Ho 11it1.zo u.,,
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COMPENSATION PLAN .. MA&ENT --
' Page Seven_
L. Expense Allowance·
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
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TABLE 1 . ,, ..
IUNAGEKEMT PUSOMMEL PAGE TWO
EFFECTIVES JUlY 3, 1977
CLASS GRADE CONTROL APPROX. APPROX. A PPR.ox. "ii'r
NUKI CUSS TITLE CODe POIM ANNUAL Bl-WKl'f HOURLY -0·
Ult 1.lJR PlM/COM EHYlR q 3 .. 138 37.~56 1,1t1tB.OO 18.10
136 DIR PORCH SERVICES u 2,,zo1 Z6rU2 1'015.20 12.69
U5 D:iR PW/CITY EHGR 1 31301 39•61Z 11523 .. 20 19.0lt ...
137 DIR RECREATION H ?11t3& 291232 ltl2't.OO l't.05
130 DIR SOC 3 CCltff SVCS _ 12 2,,908 3'9189& 1'3U.60 16.77
121 DIR UTILITIES 5 3,,.72 U166lt 11602.'iO 20.03
187 ENERGY RES UTIL SPEC ZS 21093 Z!itll6 965.60 12.07 e
UB EXECUTIVE ASSISTANT 30 lt8'-C. 22.121 850.ltO 10.6!
U9 F!RE CHIEF 11 z,qu u .. n6-?.376.00 17 .. 20
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11to MANAGEMENT ASSISTANT 'J8 • 1,506 u•on 69~.1io B.68
l61t ftiR ~ICA OPER 29 h891 ZZ169Z 112.00 10.90
lU M.iR CUL l\JRAl. CEHTER 31 l• 7915 211576 BZ9.60 10.37 .
145 MGR DATA PROC l SYS 2\,, l1 llt6 251752 990.ltO 12.38
196 ~ HOUSING IMP PROG 28 119'i0 Ur280 895.20 u.n
192 IER ENERGY PlAHHING 16 2.628 3lt S:Ht lt2i2.80 .15.16
it.Ii t«iR REC OPERATIONS 29 1•891 Z2•692 87Z.OO 10.90
165 ~ UTIL BUS/CITY TR 19 z,. It 36 Z91ZU l• lZo\.00 lo\.05 e 146 PERSONNEL ASSISTANT 35 l16ZS 191500 7lt9e60 9.37
186 Pl.ANT ~'I /BDGT ANAL 33 1,.709 2(1,.508 788.00 9.85
1.\7 POLICE CAPTAIN 19 2. lt36 z9,232 l~ l21t. 00 llt.05
l'tl POLICE tHIEf 10 3,059 36 .. 708 1.u1.zo 17. 61t
149 POllCE LJEUTifWIT Zo\ z, 1"6 z_5,?SZ 990 • .\0 12.39
uo PROGRAM l OPR ANAL 27 l.989 Zl,86~ ,17.60 11. n
U2 SR ASST CITY Am 16 216Z8 3111' 536 i.nz.ao u.u
U3 ---SR HGT ASSISTNIT 23 21201 26.tUZ l.t015. 20 lZ.69
193 SUPERVISING BUYER 31 1•70!' ZOt508 ·ne.oo 9.9!5 -~ \
155 SUPT AHIMAL SERVIC~ 33 le7_09 zo.soe 111.00 9.85
U5 SUPT ~ FIW> CPER, ·, 20 ?1375 21.t500 b0.6.00 u.10
TABtE I
11AIUGEMENT PERSONNEL PAGE THREE
EFFECHVE1 JULY J, 1977
CLASS GUDE CONTROL APPROX. APP~ox. APPROX. HUKI CLASS Tl TLE clloe PDIMT ANNUAL BI-WKLY HDUllLY
191t> SUPT GOLF COURSE 32 1,753 z1,036 808.80 10.n
U6 SUPT OPER-CONST WGS zz Z1Z58 271096 l10ltl.60 u.oz
158 SUPT STREETS 2Z Z1Z58 27t096 110.r.1.60 u.02
HZ SUPT UTIL A~IN 20 Ztl75 za.soo 1,096.00 13.70
159 SUPT WTR QUAL CTl 19 z, 'i36 z9,23z 1,121e.oo lit. 05
161 SUPV St.CG WI.INT 31 1'.798 21'576 829. 60 10.37
162 SIJPV BLDG SERVICES lS 1,506 181072 69/i.lt>O 8.68
122 SUPY COMPUTER OP£R 'iO l. "31 171172 660.00 8.25
lH SUPV ElfC SYSTEMS 31 1•798 Zt.576 829.60 10. 37
167 SUPV ELEC UTILITY 29 11891 u,692 872.00 10.90
168 SUPV EQUIP MINT 31 h798 21.576 829.60 10. 37
169 SUPV JR MUSEUM 31 11798 21-157& 829.60 10.37
170 SUPV MAIL & REPRO SV 36' h58it 19t008 130.lt>O 9.13
172 SUPV NATURE/SCIEHCE 30 l• 8 felt 22.12s 850.40 10.63
173 SUPV PARK MAINT 32 i., 753 21. 036 . 808.80 · io.11
175 SUPV READER SVCS 30 h8H zz,12s 850.40 10.63
176 SUPV REV~UE COLL 33 1.109 zo, 508 na.oo 9.85
197 SUPV SHOP & FLD svcs~s 31 1•79& u.576 829.60 10.37
lH SUPV STREm 32 h753 Zlt.136 808.80 10.11
106 SUP't SU~PORT SERVICE H 1.666 19,992 768.80 9.6\
160 SUPV TECH SERVS 30 1•8"~ ·22.128 850.o\O 10.63
177 SUPY THEATRE PROG.'4S n lr798 211576 829.60 10.37
179 SUPY UTIL PROJ 31 1.798 u. 576 129.60 10.37
179 SUPV UTILITY SERVS 31 t".ne 211576 829.60 -10.37 .
180 . SUPV W-6-S lZ 1'753 Zt.G36 808.80 l0.11 .)
l82 SUPV WATER 'TRANS 31 i.19a 21'576 829.60 10.n
111 SUPV WQC OPER 31 h7H ZltS76 129.60 10.37 I. . • . -tH V£TERIHARIAM 18 z.~9• 291916 ltl5Zel0 l<'eU
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CITY OF PALO ALTO COMPENSATION PLAN
Council Appointed and Elected Officers
. Class Code Class Title
Salary
· Per Month Effective Date
001 City Councilperson $ 2,50.00 July 3. 1977
00.2 City Manager $3800.00 July 3, H'-'
003 City Attorney $3030.00 July 3, 1977
004 City Controller '$2550.00 July 3, 1977
005 City Clerk $2050 .oo July 3,' 1977 -