HomeMy WebLinkAboutRESO 5566•
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ORIGINAL
RESOLUTIOU NO. 5566 _
R.ESOLUTIOU OF THE CotJUCIL OF nm C!ITY OF PALO ALTO
AOOPTIUG A.COMPEUSATlOU PLAU FOR MAUAGEMEUT PER-
SOHNEL AND. COUNCIL AP?OltlTEES (EFFECTIVE JULY 2,
1973) AUD nESCilIDIUG RESOLUTIO!l no. 51.11
The Council of .the City of Palo Alto does RESOLVE as follows:·
SECTION 1. Pursuant to the provisions of Section 12 of Article
III of th~-Charter of the City of Palo Alto, the Compensation Plan,
as set forth in EXHIBIT A attached hereto and I!lade a part hereof by
reference, hereby is adopted for management personnel and council
appointees effective July 2, 1978.
SECTION 2. The Compensation Plan adopted herein shall be ad-
m.inistered by the City ManaBer in accordance with the Merit System
Rules and Regulations.
SECTION 3. The Compensation Plan shall become effective the
pay period Eeginning July 2, 1978, and shall continue in effect until
amended or revoked by the Council.
SECTION 4. The City Controller hereby is authorized to imple-
men~ the Compensation Plan adopted herein in his preparation of
fol:'ti,coming payrolls and to make retroactive adjustments to em-
ployees' pay, if necessary, to reflect the effective date of July 2,
1978 .. He is further authorized to make changes to the title of
empl~yee classifications identified in the Table of Authoriz~d Per-
so~..ael contained in the .1978-1979 Budget, if such titles have been
'~hanged by the Compensation Plan. ·
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'' SECTION 5. Resolution Uo. 54llhereby is rescinded .
. SECTION 6. The Council of the City of Palo Alto hereby finds
· ; !:'hat tlie enactment of this resolutiort is not a "project" within the
mea.~tng of that term as defined in Section 11.04.130 of the Palo
Alto i~:micipal Code and. therefore, no environmental assessment is
nee es S&l.;T.
IlrrR.ODU~) AND PASSED: July 11, 1978
'' AYES: Brfnner, Careys Clay, Eyerly, Fazzfnr. Fletcher, Henderson,. Sher
NOES: ~one
ABSTE1.fl'.IONS : Mone
·. _A\R~i:;tIT~ Witherspoon
~VED: se.· k~:U'" Mayor
APPROVED:
APPROVED: ~~ _,,,~
ersonne
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CITY OF PALO ALTO
COMPENSATION PLAN
Management and Council Appointees
EFFECTIVE: JULY 2, 1978
I
COMPENSATIO~l PLAN roR rn£ CITY or PALO ALTO
!'1ali£'.1_~·~!:!..!:_ P·~r52_~~l.
SECTION I. MANAGEMENT SALARY PLAN
· TMs management salary pl an appl 'ies to a 11-non-Council-appointed management
positions listed in Table I.
A. Management Salary Policx
The City's policy for managerr.~nt salaries is to establish and-maintain
a general sa'iary structure based on marketplace norms and internal job
alignment with broad salary grades and ranges. Structures and r~nges
will be reviewed annua1ly and updated 3S necessary b'lsed on marketplace
survey data, internal relationships, and City financial conditions.
Special needs of management categories including supervisors, adminis-
trators 1 professionals and managers will be addressed.
Individual salary adjustments will be considered by the City
Manager based on (1) performance factors including achievement of pre-
determined objectives; (2) pay structure adjustments; and (3)_City
financial conditions.
B. Basic Plan Elements
Structure. The salary plan will include ~ salary structure consisting
of approximately thirty grades. Each grade will h~ve a control point
which is used for budgetary purposes. All management positions will be
assigned an appropriate pay grade based nn 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 controi point. Actual saiary within the range is
determined by perforrr~nce. The nonnal working range within which most
actual salaries will fall will be with~n ! 5% of the control point.
Each year competitive marketplace studies will be made of i0-15 cities
similar to Palo Alto in number of employees, population, and services
provided. These studies will focus on general salary t~·ends 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 adjustments.
Salary Increases. All individual salary increases wiil be earned as a
result of performance, achievement of objectives, or growth within the
position (fer recent appointments). Two types of increases may be earned.
Satisfactory and above performers may receive base pay increases (percentage~ or fixed dollar amounts added to base pay). Guide-
_lines will be established for base pay increases. The second possible
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COMPENSATION PLAN -MA~MENT
Page Two
type of in.::rease will be a lt,mµ s~m i.nce~tiv~ payment o~ from 1-15%
based on dChievement of tJ}·edetl:rnil:h:~G t:bJectnes established under a
managcrr.ent by objectives progr~rn. Ir.crntive payments are open to al 1
satisfactory and ~bove performers. Requalifi~ation is necessary f?r
each appraisal period. Department head and C1ty Manager approval 1s
required for all base pay in:reases and incentive payments .. A!l
salaries, both base pay and incentive payments, m1Jst fall w1thrn pay
grade limits.
Budgeting. Each year the City Manager will propose for Council approval
a salary budget which will include amounts suffic1ent to implement
base pay increases and incentive payments. The salary increase budget
will be based on the following factors: competitive market, ~hanges
in internal position relationships, and the City's a~ility to pay.
Performance Appraisal. Determination of performance will be madu annually
by the City Manager and deparL~ent heads. The following ~uestions will be addressed: ls the department, tiivision, unit or actlvity meeting its
objectives? Is the employee performing as a manager in accordance with
prescribed duties and responsibilities of a manager? Employees who are
appraised as satisfactory or abov~ will be eligible for base pay and
incentive payments according to established guidelines. The management
by objectives plan wi1l be developed by the employee and his/her super-
visor pricir 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 1Jerfonnance and will makr ·. ·,ary recofi1Tlendations to their
department heads based on salary payi.1.:..1c guidelines.
C. MANAGEMENT SALARY AUTHORIZATION
1. ihe City Manager is authorized to pay salaries in accordance with this
plan to non-Council appoint~d management employees in an amount not
to exceed the aggregate of approved management positions budgeted
at the control poir.ts _indicated in Tab1e I for the fiscal year 1978-79.
2. Individual managew~nt salaries authorized by the City Manager under
the management saJary 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 form of cash incentive payments based on
achievement of objectives.
3. The City Manager is authorized to establish such administrative rules
as are necessary to implement the management salary plan subject to
. ' 8 COMPENSATION PLAN -MANAG~MENT
.Page Three
the limitations of the approved salary increase budget and the
approved grade and control µoint structure.
4. In the event a downward adjustment of a· position grade assignment
·indicates a reduction in the established salary of an individual
employee, the City Manager may, if circumstances warrant, continue
the salary for such employee in an amount in excess of the revised
grade l1mit for a reasonable period of time. Such interim salary
rates shall be defined as 11Y-rates 11 •
SECTION I I. · 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 (i.n December) shall receive, in
addition to the salary prescribed herein, a sa1ary adjus~~ent equal to one
percent of the employee's current annual salary. Annual adjustments shall
be prorated to reflect appointment from January l through July l of the
current year, or interrupted servic~ during the year.
8. Overtime, Working Out of Ciassification, and In-lieu Holiday Pay
Compensation for overtime work, and scheduled work on paid holidays,
shall be in conformance with the Merit Rules and Regulations and Administrative
Directives. Where management employees, on a temporary basis, are assigned to
perform-all significant duties of · · higher classification the City Manager
may authorize payment within the range of the higher classification.
C. Court Appearances
Sworn Police Personnel appearing in court for the People shall be
compensated as follows:
Period Rate Minimum
1. 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 illllledi-half for periods
ately beginning or follo-before or after
wing shift. scheduled shift.
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COMPENSATION PIAN -MANAGEMENT
Page Four
3. Appearance on scheduled Time and one-half.
wcrk day but not during,
ill'ITlediately before or
fmnediately after
scheduled shift.
O. Night Shift Premium
2 hours
(2-hr minimum
may not run
1~to shift time)
Night shift different1a1 shall be paid at the rate of 5% to regular
ful!-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. Unifonn Allowance
Fire Personnel {shift)
Fire Personnel (non-shift)
Animal Shelter Personnel
Per Pay P~riod
$4.62
$5.il
$6.73
F; Unifonn 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.
G. Group Insurance
1. Health Plan
The City shall pay all premium -payments on behalf of employees
who are eligible for coverage under the health plans as described
1n Sub-Section (a) and (b). Any premium rate increases during
the term of this compensa!ion plan shall be paid by the City.
The following options will exist:
a. EmploJ~e and dependent coverage under the existing Kaiser
Health Plan S Contract, including the Drug Plan III opt1on.
b. Employee and dependent coverage under the existing City of
Palo Alto Employees' Self-Insured Health Plan with major
~edical maximum of $250,000 and pelvic examination benefit.
t. The City shall> upon submittal of evidence of payment, reim-
bur-~ up to $60 per quarter of medical plan premiums on behalf
of managem~nt employees who retire from the City under service
or disability retirements after April l> 1978. The r~·~iree
may s2lect any medical plan •. The plan may cover eligible
dependents as defined ur.der the City Employees' Health Plan.
No reimbursement will be made for plans providing benefits
other than medical and health benefits.
2. Dental Plan
The City shail pay all covered plan charges on behalf of employees and
dependents of E!f!!Ploy7es who are eligible for coverage and enrolled ·
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COMPENSATION PLAN -MAIEMENT
Page Five
3. Basic Life Insurance
The City shall continue the basic life insurance plan as currently
in effect for the term of this compensation plan • .
4. Long Terin Disability Insurance
The City shall contir.·1e the long term disability insurance plan
currently in effect for the term of this compensation plan.
Employee coverage is subject to a yoluntary payroll deduction of
the insurance premium applicable to the first $2000 of monthly
salary for Plan B or the first $1800 of monthly salary for Pian A;
the City will pay premi~ms in excess thereof. For those employees
without elipible dependents covered under the health plan pro-
visions, the City will pay up to $8 per month toward long term
disability insurance premiums. For those employees without eli-
gible dependents covered under the dental plan provisions, the
City will pay up to $12 per month toward long tenn disability
insurance premiums.
H. Police Department -Personnel Development Prograll_!.
Pursuant to administrative rules governing eligibility and qualifi-
cation the following may be granted to sworn police personnel:
P.O.S.T. Inte!'1llediate Certificate:
P.O.S.T. Advanced Certificate:.
I .. Management Benefit Program
5% above basP. salary
1~i above base salary
All City staff management employees ·are eligible for Sections 1, 2, and
3a and b of the Management Benefit Program. All Council Members are eli-
gible for Section 3a only. During the 1978-79 fiscal year, the City
Manager may suspend the Management Benefit Program on a temporary basis as
provided for in the Proposition 13 contingency plan.
1 • . Profess i ona 1 Oeve 1 opment -Se l f 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 and travel expense as provided in
Policy and Procedure 1-2.
c. Educational programs
d. Professional and trade journal subscriptions
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COMPENSATION PLAN -MANAGEME~i
Page Six
2. Professional Development -Sabbatical Leave
Authoriztd paid leaves-of-absence for up to o·ne year will be
granted in.accordance with the following requirements:
a. Sabbatical leave program shall be beneficial to the employee's
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.
Leave-of-absence schedules 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 simultaneo~1sly. 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 will 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 maximumt 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 Personal Development Program.
J. ~utomobile Expense Allowance
Chief of Pol ice
Director, Utilities
K. Parking i!'.!._Civic Center Garage
Per Pay Period Per Month (appro..!:l
J73.8.~
$73.85
$J69.op
$160.00
The City shall provide employees parking privileges in the Civic
Center Garage at no cost to such employees.
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COMPENSATION PLAN -MANAGEMENT
· Page Seven
L. ExQense Allowance
Per Pay Period Per Month (approx.)
Mayor $69.23 $150.00
Vice Mayor $4·6.15 $100.00
City Manager $69.23 $150.00
City Attorney $46.15 $100.00
• ... MANAGEMENT PERSONNEL TABLE I
EFFECTIVE: July 2, 1978 Page One
CLASS GRADE CONTROL APPROX APPROX APPROX
NUMB CLASS TITLE cooc: POINT AN NU At BI-WKLY HOUl~LY
175 ADM LIB SVCS-ACTVTV 31 1,798 21;576 829.60 10.37
101 A~M PERSONNEL SERV 28 1,940 23,280. 895.20 11 .. 19
103 ADMIN REAL PROPERTY 23 2,201 26,412 l ,015.20 12.69
123 ADMIN SOC &·cOMM SVCS 30 1,844 22,128 850.40 10.63
104 ADMIN ZONING 24 2, i46 25,752 990.40 12.38
108 ASST CITY AITORNEV 21 2,316 27,792 1,068.BO 13.36
109 ASST CITY CLERK 38 1,506 18,072 694.40 8.68
143 ASST CITY ENGINEER 18 2,498 29,976 1, 152 .80 14.41
107 ASST CITY MANA~~R 6 3,385 40,620 1,561.60 19.52
119 ASST DIR UTIL-ENGRG 15 2,695 32,344 1,244.00 15.55
111 ASST FIRE CHIEF 21 2,316 27,792 1,068.80 13.36
112 ASST PLANNING DIR 19. ~,436 29,232 1J124.00 14.05
113 ASST SUPT WQC PLANT 25 2,093 25,116 965.60 12.07
106 ASST TO CITY MGR 25 2,093 25,116 965.60 12.07
116 . BATTALION CHIEF 23 2,201 26,412 1,015.20 12.69
117 BUDGET-RES ANALYST 30 1,844 22,128 850.40 10.63
118 CHIEF BLDG INSPEC 21 2,316 27,792 1 ,068.80 13.36
120 CHIEF ENGR WGS UTIL 18 2,498 29,976 1,152.80 14.41
151 COORO ORG RES/OEV . 19 2,436 29,232 1,124.00 14.05
154 COORO SUPPORT SERV 24 2, 146 25,752 990.40 12.38
126 DIR ARTS & SCIENCE 19 2,436 29,232 1,124.00 14.05
127 DIR BLOG/EQUIP SVCS 20 2,375 28,500 1,096.00 13.70
128 DIR BUDGET & RES MGT 14 2,765 33, 176 1,276.00 15.95
129 DIR COMMUNICA SERVS 26 2,040 24,480 940.80 11.76
131 DIR LIBRARIES 19 2,436 29,232 1,124.00 14.05
157 DIR PARK-OPN SPC MGT 21 2,316 27,792 1,068.80 13.36
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MANAGEMENl.PERSONNEL TABLE I
EFFECTIV~: July 2. 1978 Page Two
CLASS GRADE CONTROL APPROX APPROX APPROX NUMB CLASS TITLE CODE POINT ANNUAL BI-WKLY HOURLY
133 OIR PERSONNEL SVCS 15 2,695 32,340 1,243.20 15.54
134 DIR PLAN/COMM ENVIR 9 3, 138 37,656 1,448.00 18.10
136 DIR PURCH SERVICES 23 ~sio1 26,412 lt015.20 12.69
135 DIR PW/CITY ENGR 7 3,301 39,612 1,523.20 19.04
137 DIR RECREATION 19 2,436 29,232 1,124.00 14.05
130 DIR SOC & COMM SVCS 12 2,908 34!'896 1,341.60 16.77
183 DIR TRANSPORTATION 17 2,562 30,744 1,182.40 14 .78 .
121 DIR UTILITIES 5 3,472 41,664 1,602.40 20.03
187 ENERGY RES UTIL SPEC 25 2,093 25, 116 965.60 12.07
138 EXECUTIVE ASSISTANT 30 1,844 22,128 850.40 10.63
139 FIRE CHIEF 11 2,983 35,796 1,376.00 17.20
140 MANAGEMENT ASSISTANT 38· 1,506 18,072 694.40 8.68
164 MGR C0~"1UNICA OPER 29 1 ,891 22t692 872.00 10.90
141 MGR CULTURAL CENTER 31 i,798 21,576 829.60 10.37 .
145 . MGR DATA · PROC & SYS 24 2> 146 25,752 990.40 12.38
196 MGR HOUSING IMP PROG 28 1,940 23,280 895.20 11.19
192 MGR ENERGY PLANNING 16 2,623 31,536 1.212.ao 15.16
198 MGR LOSS CONTROL 27 1,989 23,868 917.60 11.47
160 MGR TECH SERVS 30 1s844 22,128 850.40. 10.63
165 MGR UTIL ADM/CITY TR 19 2,436 29,232 1,124.00 14.05
146 PERSONNEL ASSISTANT 35 1,625 19,500 749.60 9.37
147 POLICE CAPTAIN 19 2,436 29,232 1,124.00 14.05
148 POLICE CHIEF 10 3,059 36,708 1,411.20 17 .64
149 POLICE LIEUTENANT 24 2, 146 25,752 990,40 12.38
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4 MANAGEMENT PERSONNEL TABLE I
EFFECTIVE: _July 2, 1978 Page Three
CLASS GRADE CONTROL APPROX APPROX APPROX
NUMB CLASS TITLE CODE POINT ANNUAL BI-WKLY HOURLY
152 SR ASST CITY ATTY 16 2,628 31,536 1,212.80 15.16_
153 SR MGT ASSISTANT 23 2,201 26,412 1,015.20 12.69
193 SUPER~ISING BUYER 33 1,709 20.508 788.00 9.85
155 SUPT ANIMAL SERVICE 31 1,798 21,576 . 829.60 10.37
185 SUPT ELEC FIELD OPER 20 2,375 28,500 1,096.00 13.70
194 SUPT GOLF COURSE 32 1,753 21,036 808.80 10.11
156 SUPT OPER-CONST WGS 22 2,258 27,096 1,041.60 13.02
144 SUPT RECREATION 29 1,891 22,692 872.00 10.90
158 SUPT STREETS 22 2,258 27,096 1,041.60 13.02
142 SUPT UTIL AOMIN 20 2,375 28,500 1,096.00 13. 70
159 SUPT WTR QUAL CTL 17 2,562 30,742 1,182.40 14.78
161 SUPV BLDG MAINT 31. 1,798 21,576 829.60 10.37
162 SUPV BLDG SERVICES 38 1,506 18,072 694.40 8.68 -
122 SUPV COMPUTER OPER 40 l ,431 17, 172 660.00 8.25
·114 SUPV ELEC SYSTEMS 31 1,798 21,576 829.60 10.37
167 SUPV ELEC UTILITY 29 1,891 22,692 872 .. 00 10.90
168 SUPV EQUIP MAJNT 31 1,798 -21,576 829.60 10.37 -169 SUPV JR MUSEUM 31 1.798 21 ,576 829.60 10.37
170 SUPV MAIL & REPRO SV 36 1,584 19,008 730.40 ·9.13
173 SUPV PARK MAINT 32 1,753 21,0J6 808.80 10.11
172 SUPV PARKS-OPN SPCE 30 1,844 22,128 850.40 10.63
176 SUPV REVENUE COLL 33 1,709 20,508 788.00 9.85
197 SUPV SHOP & FLO SVCS-WGS 31 1,798 ?.1 ,576 829.60 10.37
174 SUPV STREETS 32 1,753 21,036 808.80 10.11
166 SUPV SUPPORT SERVICE 34 1,666 19,992 768.80 9~61
MANAGEMENT PERSONNEL TABLE I
EFFECTIVE: July 2, 1978 Page Four
CLASS GRADE CONTROL APPROX APPROX APPROX NUMBER CLASS TITLE CODE POINT ANNUAL BI-WKLY HOURLY
177 SUPV THEATRE PROGMS 31 1,798 21,576 829.60 10.37
178 SUPV UTI L PROJ 31 1,798 21 ,576 829.60 10.37
179 SUPV UTILITY SERVS . 31 1,793 21 ,576 . 829 .60 10.37
180 SUPV W-G-S 32 1,753 21,036 808.80 10.11
182 SUPV WATER TRANS 31 1,798 21 !'576 829.60 1o.37
181 SUPV WQC OPER 31 1,798 21,576 829.60 10.37 -186 UTIL ACCT/BDGT ANALYST 30 l,844 22,128 . 850.40 . 10.63
184 VETERINARIAN 18 2,498 29.976 1,152.80 14.4~
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CITY OF PALO ALTO COMPENSATION PLAN
Council Appointed and Elected Officers
CLASS CODE
001 City Councilperson $ 250.00 June 25, 1973
002 City Manager $3800.00 July 3, 1977
003 City Attorney $3030.00 July 3, 1977
004 City Controller $2550.00 July 3, 1977
005 City Clerk $2050.00 July 3, 1977 -