HomeMy WebLinkAboutRESO 5667I
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• • ORIGINAL
P..ESOLUTIOU UO. 5667
RE.SOLUTION OF THE COUHCIL o~~ TIIB CITY OF PALO ALTO
ADOPTING A COHPEUSATION PLAll FOR MAHAGElffilIT PERSONNEI.
A!ID RESCINDING RESOl..UTIOU no. 5 566
W'rlEREAS, the provisions of SB 1.54 (1978) effectively prevented
negotiations in approximately July 1973, the time when agreenent
would otherwise have been sought. and such provisions of SB 154 have
now been held unconstitutional by the California Supreme Court;
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 the Charter of the City of Palo Alto, the COI!lpen-_
sation Plan, as set forth in EXHIBIT A attached hereto and made
a part hereof by referenc~, hereby is acopted for management
personnel effective the pay period including July 1, 1978.
SECTIOn 2. The Compensation Plan adopted herein shall be
administered by the City Manager in accordance with the Merit
System Rules and Regulations.
SECTIOU 3. The Compensation Plan shall continue in effect
until amenCied or revoked by the Council.
SECTION 4. The City Controller hereby is authorized to imple-
ment tlie Compensation Plan adopted herein in his preparatio·n of
forthcoming payrolls and to make retroactive adjustments to em-
ployees' pay to reflect the effective date of June lBs 1978. He
is further authorized to make changes to the titles of employee
classifications identified in the Table of Authorized Personnel
contained in the affected budgets if such titles have been changed
by the Compensation Plan.
SECTIOU 5. ResolU1:ion No. 5566 hereby is rescinded for manage-
ment personnel.
SECTION 6. The Council finds that this is not a project under
the California Environmental Quality Act and, therefore, no environ-
mental inpact asse~sment is necessary.
INTRODUCED AND PASSED: March 19, 1979
AYES: Brenner, Carey, Eyerly, Fazzino, Fletcher, Henderson, Sher
NOES: None.
ABSEUT: Clay, Witherspoon
-lk4. -'7-et ~ Anp}: vi-,/
city tte +-
APPROVED: Q.~ · (! · flkmJ ~rney
ersonne
r1 ' ' ;
~ ...
CITY OF PALO ALTO
COMPENSATION PLAN
Management and Council Appointees
EFFECTIVE: JUNE 18~ 1978
•
• COMPENSATION PLAN FOR THE CITY OF PALO ALTO
Management Persotme 1
SECTION I. MANAGEMENT SALARY PLAN
This management salary plan applies to all non-Council-appointed management
positions listed in Table I.
A. Management Salary Policy
-The City's policy for management salaries is to establish and maintain
a general salary structure based on marketplace norms and inter~al job
alignment with broad salary grades and ranges. Structures and ranges·
will be reviewed annually and updated as necessary based on marketplace
survey dat<.1, internal relationships, and City financial conditions.
· Special needs of management c~tegories including supervisors, adminis-
trators, professionals and managers will be addressed.
Individual salary adjust-nents will be considered by the City
Manager based on (l) performance factors including achievement of pre-
determined objectives; {2) pay structure adjustments; and (3) City
financial conditions.
B. Basic Plan Element~
Structure. The salary plan will include a salary ~tructure consisting
of approximately 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. Ali positions assigned to a pay grade will receive
salaries which are no less than 2si below the control point and no more
than 15% above the control point. Actual salary within the range is
determined by performance. The nonnal working range within which most
actual salaries will fall will be within! si of the control point.
Each year competitive marketplace studies will be made of 10-15 cities
s;milar 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,
pro"te!>si0t1al. and top management. Periodically, studies will more spe-
cif)cally include position-by-position comparisons using marketplace and
internal relationship data~. Depending on the results of these studies,
the Pntire pay grade structure may be adjusted or individ~a1 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~
Salarl_ Increases. All individual salary increases will be earned as a
result of performance, achievement of objectives, or growth within the
position (for recent appointments}. Two types Df increases ~Y be earned.
Satisfactory and above performers may receive base pay increases
(percentage or fixed do1lar amounts o.~ded to base pay). Guide-
lines will be estab!ished fo~ base pay increases. The second possible
COMPENSATION PLAN -MAr!MENT
Page Two
type of increase will be a lump s~rn ince~tiv~ payment o~ from 1-15%
based .on achievement of predetennlned obJect1ves established under a
management by objectives program. Incentive payments are open to all
satisfactory and above performers. Requalification is necessary f?r
each appraisal period. Department head and City Manager approval ls
required for all base pay increases and incentive payments. All
salaries, both base pay and inGentive payments, must fall within pay
grade limits.
Dudgeting. Each year the City Manager will propose for Council approval
a sala.ry 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 internal position relationships, and the City 1 s ability to pay.
Perfonnance Aporaisa1. Determination of performance will be made annually
by the City Manager and department heads. The following Questions wi 11 be addressed: Is the department, division, unit or actwity 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 above will be eligible for base pay and
. incentive payments according to established guidelines. The management
by objectives pJan 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 h'ill require concurrence of the department head and City Manager.
Progress toward meetir.g 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 salary reco11111endations to their
department heads based on salary payment guidelines.
C. MANAGEMENT SALARY AJTHORIZATION
1. The City Manager is authorized to pay salaries in accordance with this
plan to non-Council dppointed management employees in an amount not
to exceed the aggregate of approved management positions budgeted at
the control points indicated in Table I for the fiscal year 1978-79.
For"ftscal year 1979-80, all control points will be increased by 63.
In addition, the following classes will receive control point increases
of 2.5%: Director of Utilities, Director of Arts and ~ciences,
. ..
Director of Libraries, Director of Recreation~ Manager of Data Processing
and Sy~tems, and Battalion Chief. The City Manager is authorized up to
1% of {.he 1979-80 management salary and benefit budget to apply toward
~2rformance increases for individual management employees who qualify
under the provisions of this Management Salary Plan. ·
2. Individual management salaries authorized by the City Manager under the
Management Saiary_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
1 .·~~NSAHON PLAN -MANAGE. • Page Three
the limitations of the approved salary increase budget and the
approved grade and control point structure.
4. In the event a downward adjustment of a position grade assignment
indicates a reduction in the established salary of an individual
employee, the City Manager may, if circumstances warrant, continue
the salary for such employee in an amount in excess of the revised
qrade limit for a reasonable period of time. Such interim salary
rates shali be defined as 11Y-rates11 •
SECTION II. SPECIAL COMPENSATION
Personnel covered by this compensation plan, in additfon to the salary set forth
in.Section I above, may receive special compensation as follow$. Eligibility
shall be in conf9rmance with the Merit Rules and Regulations and Administrative
· Directives issued by the City Manager for the purposes of clarification and
1~terpretation. · ·
-__ ....,..._ ............. ··-.·-····
' A. · Annual Adjustment
Annually. each employee who holds a regular full-time appointment in the muni-
cipal service on or b?fore July first and continues in such status through the
first day of Pay Period No. 25 (in December) shull receive, in addition to
the salary prescribed herein, a ·salary adjustment equal to one percent of the
employee's current annual salary; or at the employee's option and subject to
management approval, 24 hours paid leave to be used prior to the January 31
fellowing. Annual adjustments shall be prorated to reflect appointment from
January 1 through July of the current year, or interrupted service during the
year. ·--------· --· --·--· --·----· -----
. .
B. overtime, Working Out of Classification, 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
perfonn all significant duties of a higher classificatiQn the City Manager
may authorize payment within the range of the higher c~as~ification.
C. Court Appearances
Sworn Police Personnel appearing in court for the People shall be
ccmpensa ted as fo 11 ows : ·
reriod ~ Mininrum
1. Appearance on scheduled Time and one-half. 4 hours
day off •
2. Any or all court time St1·aight ·time during-None
during scheduled shift, shift, time and one-
or court time is irrmedi-ha 1 f for periods
atc1y beginning or follo-before er after
wing shift. scheduled shift.
e
COMPENSATION PLAN -MANAGEMENT
Page Four
3. Appearance on scheduled Time and one-half.
work day but not during,
imediately before or
fnmediately after
scheduled shift.
0. Night Shift Premium
~
2 hours
{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 between
6:00 p.m. and 8:~ a.m. Night shift premium will not be paid for
over-ti~ hours ~~rked or to Fire personnel assigned to shift duty .
. E. Unifonn Allowance
Fire Personnel (shift)
Fire Personnel (non-shift)
Animal Shelter Personnel
fer Pay P.eri o<t
$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 conformance with department policy.
G. Group Insurance
l. -Heal th Plan
The City shall pay all 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. Empl.:>yee and dependent coverage under the existing Kaise1·
Health Plan S Contract, including the Drug Plan III option.
b. Employee and depandent coverage under the existing City of
Palo Alto Employees' 5alf-lnsured Health Plan with major
medical maximum of $250,000 and pelvic examination benefit.
c. The City shall, upon submittal of evidence of payment, reim-
burse up to $60 per quarter of medical plan premiums on behalf
of management employees who retire ftom the City under service
or disability retirements after April 1 ~ 1978. The retiree
may select any medical plan. The plan may cover eligible
dependents as defined under the City Employees• Health Plan.
No reimbursement will be made for plan5 providing benefits
other than med ica 1 and hea 1th benefits •.
2. Dental Plan
The City shall pay all covered plan charges on t>ehalf of employees and
dependents of employees who are eligible for coverage and enrolled
under the existing City dental plan. ·
• 4 .,·
..
. 'C~PENSATION PLAN -MA&EN;
Page Five
3. Basic L1fe Insurance
The City shall cont~nue the basic life insurance plan as currently
in effect for the term of this compensation plan.
4. Long Term Disability Insurance
The City shall continue the long tenn disability insu1ance plan
currently in effect for the tenn of this compensation plan.
~ployee coverage is subject to a voluntary 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 Plan A;
the City will pay premiums in excess thereof. For those employees
without eligible depc ·1dents covered under the health plan pro-
visions, the City will pay up to $8 per month toward long tenn
disability insurance premiums. For those employees wit~out eli-
gible dependents covered under the dental plan provisions, the
City will pay up to $12 per month toward long tenn disability
insurance premiums.
H. Police Department -Personnel Development Program
Pursuant to administrative rules go~erning eligibility and qualifi-
cation the following may be granted to sworn police personnel:
P.O.S.T. Intennediate Certificate:
P.O.S.T. Advanced Certificate:
5% above base salary
1~i above base salary
-'
I. Management Benefit Program ----· ·~·
All City staff management employees are eligible for Sections 1, 2$ 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 Manag~ent Benefit Program on a temporary basis as
provided for in the Proposition 13 contingency plan.
1. Professional Development -Self-Improvement
Reimbursement for authorized self-improvement activities will be
grantC?d up to a maximum of $750 per year for each management
employee and shall include the following benefit items as defined
in Policy and Procedures No. 2-1: ·
a. Civic and professional association memberships
b. Conference participati~n and travel expense
c. Educational programs
d. Professional anc! trade journal subscriptions
e
COMPENSATION PLAN -MANAGEMENT
Page Six
2. Professional Development -Sabbatical leave
Authorized paid leaves-of-absence for up to one year wil 1 be
granted in accordance with the following requirements:
a. Sabbatical leave program shall be benefkial to the employee's
. job assignment.
b. An employee 1 s job assignment activity shall be adequately
covered during his absence with emphasis on the development
of subordinates.
c. The leave-of-absenc.e 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 p~"'Ograms; 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 1s
performance record. Each pa~d sabbatical lelve 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 will receive physical examinations in
accordance with Policy and Procedures No; 2-:7.
b. In accordance with the rccv1imendations 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. Automobile Expense Allowance
Chief of Police
Director, Utilities
K. Parking in Civic Center Garage
-.
Per Pay Period Per Month (approx.t
~73.~~
$73.85
$J69.09
$160.00
The City shall provide emple:yees parking privileges in the Civic
Center Garage at no cost to such employees.
• . ' • COMPEt\SAT I ON PLAN -MANA.tNT Page Seven ·
L. Ex~ense Allowance
M.iyor
.Vice Mayor
City Manager
City Attorney
•
Per Pay Peri9.9_. Per Month (a2J>rox.)
$69.23 $150.00
$46.15 $100.00
$69.23 $150.00
$46.15 $100.00
:
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J
l , . !-
i ,.. ·-··-·-----··-. ·--
MAM6EK£.NT PERSONNEL
EFFECTIVE: JUNE 18, 1978
{ .--··
-,.,
• .. ,-;•
CLASS
!M!_
175 Al~ l?B SYS-ACTIVITY
10\ AD" PERSONNEL StRV
lDl ID"I" MEAL P~OPERTY
121 ADnt~ soc • co" SVCS
ID~ AIMI~ ZONIN'
108 ASST CITY ATTORNEY
10~ ASST CITY CLERK
1•3 ASST CITY £NGl~((R
l07 ASST CITY ~ANAGER
I\~ ASST DIR tlTil-ENG~'
\\I ASST F[R( CHICF
Ill ASST PLANrJ~G ti~
Ill ASST SUPT ~oc PLl~T
ID~ ASST TO CITY "''
\lb 9ATTAlIO~ CH!Ef
117 ~U~GET-,ES A~ALVST
11& CHIEf BLDG INSPEC
120 CHIEF £NG~ WGS UTIL
151 COO'D ORG RES/DEV
lS• COORD SUPPO~T S£RY
Ii~ DI~ ARTS • SCIENCE
ll7 II~ ftlD,/EGUIP svct
1~6 ~tR BUDGET • RES ft'T
• • • ------... _.,.,...,"' ........ -.. ·--__.:-...---.. -~ .. -.. T'""'":'""
TABLE I
Page One ------------------------·--
GAAOE COfHROl APPROX APPROX APPROX
HRLY ... COOE ·-· .. ----------··--· POIITT _. ------~AANU=A~L:...--------· ·~Rl=..=-~WKl..~Y .. ___ _
1 .. 10'4
2, J.07
, ___ _
'
i!2.as, ----
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a11.~u
~7Z.M
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i .. 1.ss. i!o
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li!.~t.
n.~o
U.i!?
u.1~
lll.52
----.
___ .......__. ___ _ C!.asi.
i!, su.
i! .. saa
311 .. C!?!
30 .. i!Dl
30.,71 hl.'1.20 -----llt.!'t ----·--------
.JG
C!&.70'1
n .. lflfl.
10.201.
n.11.J.
30.1n
11 .. 2&,
3h7U
J,,0?.3.i!O
ldOlt.DO
"!Ol.hoO
i. .. :i.t.1.1.a
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-----hi!ClJ..La
--·--~ 13.50
H.i."7
lit. Si!
?.S .. i!1 -------··
---.. --~-· .1
,,,,.,. ----------------------·-------------------
KANAGEMENT PERSOMNEJ:.
:-"J EFFECTIVE: JUNE 18. 1978
A. I
·•
.. -
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-------------------------------------------
CLASS
NUM TITLE _ GRADE CONTRot. .
_____________ CODE------~:.-POINT-----
Li?, )I~ c~nnu~ICA SE~VS
131 IIK LIBRARIES
157 tlR PAP.,S•OPN SP "~T
133 tI' PERSO~~El SVCS
13~ &I~ PLAN/Conn (NVIR
13b DIR PURCH SERVICES
135 DI~ PV/CITY E~GR
131 ~I' RECM£ATION
l30 ~IR soc • con" SVCS
153 DIR TRANSPORTATIO~
1~1 ~IR UTILITIES
U7 ENEifG¥ r.cs UTIL SPEC
13~ E•ECUTIYC ASSISTANT
l3"t FU£ (tiHF
l~a "ANAGC~ENT ASSiSTlNT
1"1~ nA"AGr.R-LOSS CONTROL
1~~ nGR CO""U~!C~ OPE'
1~1 nGR CULTU~AL CENTER
11fS ftG~ JATA PROC • SYS
lq2 "G~ C~£RGY PLANNING
1~~ nG• HOUSING I"? ?ROG
l~O "'' TECH SCRYS
l~S "'' UTIL Atn/CITV TR
],i!
J.I.
Olt
3 .. 31?~
-------i? .. 3,i!
3 .. lf"l7
------'hO!l.
---. C! .. 7M
---·-3,713
-----· C! .. 211.
------2 .oat?
2! ----l .. DSS
30
1,
-·-----------------
TABLE I
· Pag.: Tl'IO
----------------------------------------------
APPROX
ANH1JAt.
-------2s .. ,37 -----
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30.201
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21ni.Dl
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C!!:i .. "158
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APPROX , , BI-WKLY
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;
I
MANAGEMENT PERSOflJla
E~rECTIVE: JUNE 18, 1978 --------
..... ' ........ . TABLE I
Page Three
•
CLASS GRADE COOTROL APPROX APPROX APPROX :· HUM ,•------.. ______________ .. COOE ---·---·--..· '.r.PO~I~N:!..T_.-__ _..:._..;;_ __ . .:;:AH:.!:NUA=L;,..._ ______ .,:,.BI:..·.:::WKL:.;:,;,Y _____ __,H .... OU......_Pl..._Y ,,
. I ~
i.--
l~la PCRSONN(l ASST
1~7 POLICE (AOTAIN
Jalfa POLICE CHIEF
Jilt, POLICE LIEUT
lS~ S' ASST CITY ATTY
: __ _:_:·.J.SJ Sit nGT USISTAl'tT
..
,,
JJ! __ ---
1,J SUPE~~lS[~G BUYER
155 SUPT lN!nAL SERVICE
1!5 SUPT EL£C FICLt OPER
l,~ SUPT GO~F cou~sr
J.S~ SUPT OP(R•CO•ST ¥GS
Ull SIJVT itEC "EATIO'I
Ja5! SUPT STREETS
l~i! SUPT UT1.l &DftIN
lS, SUPT •T-QUAl CTL
lbl SUPV SltG ftAINT.
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Ll~ SuPV £lECl SYSTEftS
l~7 SUPY El£C1 UTilITY
1~6 SUPV EGUlP "AINT
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170 SUPV "AI~•R(PRO SV
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HANAGWMT PERSONHEL
EFFECTIVE: JUNE 18, 1978
CLASS
IDM_
1.73 SllPY
l7c S:JPY
Hi. SUPV
\'!1 SUPY
J.711 SIJPY
11.1. SUP~
177 SUPV
17~ SUPY
174' SUPV
ua SUPY
J.&C! SUD!!
l&l SUPY
U!o OTIL
PARK "AINT •.
PAltU•OPN SPC~·
ltEYENUE-COLL
S~OP • l'lD-~GS
STRrETS
SUPPO-ftT SERVICE
THOTRE PltOG"S
UTIL P~OJ
UTILITY SEP.VS
"-'-s
IUTU Tit INS
woe OP('
4CCT/9Jtit AHAL
Ull V(tUUARI Atil ..
GRADE CONTROL ____________ fQQL _________ _:. ·pornt
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30 1"'!53
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------·-·· n -----·----h'fOlf
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-----
APPROX
ANNUAL
C!C! .. C!"ll
23 .. ll'ft.
21 .. 1?.S
C!C!,.&S't
t?C! .. i!,'1
21. l'tS
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----. !57.loQ
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---&35.C'D
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----,Dlo.bD
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8,111.i!D
67't.2'C
"ii!lt.OD
TABL~ E
Page _~o·;r
41----·---
APPROX HOURLY
l0.7i!
U.i!7
lD.lflf
loO. 72'
J.O.l'!
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..,
CITY OF PALO ALTO COMPENSATION PLAN
Council Appointed and Elected Officers
CLASS CODE MONTHLY.
TITLE SALARY
001 City Councilperson $ 250.00
002 City Manager $3800.00
003 C~ty Attorney $3084.00
004 City Contra 1l er $2550.00
005 City Clerk $2050.00
TABLE I
Page Fiva
EFFECTIVE DATE
June 25, 19!3
July 3, 1977
December lt 1978
July 3il 1977
.
July 3t 1977
. ,\ ·•
••
•
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