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Home My WebLink AboutRESO 5703• .. \ • I • • ORIGINAL RESOLUTION NO. 5703 ll.ESOLUTIOU OF THE COUNCIL OF THE CITY OF PALO ALTO ADOPTIUG A COMPEUSATION PLAN FOR TEHPORARY EMPLOYEES (EFFECTIVE JULY l, 1979) AUD RESCIIIDIUG RESOLUTIOU uo. 5392 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 Compen- sation Plan, as set forth in EXHIBIT A attached hereto and made a part hereof by reference, hereby is adopted for temporary employees effective July 1, 1979. SECTION 2. The Compensation Plan auopted herein shall be ad:I!linistered li'y the City Manager is accordunce with the ~{erit System Rules and Regulations. SECTION 3. The Compensation flan shall become effective the pay per!Od beginning June 30, 1979, and shall continue in effect until at!lended or revoked by the Council. SECTION 4. The City Controller hereby is authorized to im- plement the Compensation Plan adopted herein effective July 1, 1979. He is further authorized to make changes to the title of e14ployee classifications i.dentif ied in the Table of Authorized Personnel contained in the 1978-79 budget if such titles have been changed by the Compensation Plan. SECTION 5. Resolution No. 5392 as to casual employees hereby is rescinded, SECTION 6. The Council of the City of Palo Alto hereby finds that the enactment of this resolution is not a project under the California Environmental Quality Act and, therefore~ no environ- mental iopact assessment is necessary. IiITRODUCED AND PASSED: June 18, 1979 AYES: Brenner, Carey, Eyerly, Fazzino, Henderson, Sher, Witherspoon NOES: None ABSTElITIONS : None ABSEUT: Clay er ~ '?i?-~ D rector, "ifudget and" ae:ource: Management c~ Pe::sonnel ·- t " It • COMPENSATION PLAN Temporary Employees EFFECTIVE: July lt 1979 ........ .PENSATION PLAN FOR THE CITY .LO ALTO Temporary Employees SECTION I. DEFINITIONS ... Temporary Employee: An employee not filling an authorized regular position, but who may work fu11 time or part time on a temporary basis. SECTION II. SALARY AND CLASSIFICATION It is the intent of the City of Palo Alto to compensate Temporary employees at a rate of pay similar to that of Regular employees performing like work. Temporary employees are to be hired within thP. classification framework, as presented in the attached pay plan, that is closest to a corresponding Regular classification in b~th level of work performed and rate of pay. Should a Temporary employee be required to take on added duties above the level of those originally required when first hired, the employee is to be reclassifiej into a new classification and pay rate which most adequately corresponds to the new duties. Conversely~ if the emµloyee is required to perform at a substantially lower level~ the employee is to be reclassified into a correspondingly lower level classification at a lower level of ply. Entrance St2e: 11A11 S'l.ep is the starting step for all candidates with the minimum qualifications for each classification. Candidates having excep- tional experience and training over and above the minimum may be started higher than 11A11 Step with the approval of the Department Head and the Personnel Oepar~~ent. S~CTION III. SPECIAL COMPENSATION A. ,!iol iday ray Temporary employees are eligible to rece~ve holiday pay only if hours worked during the pay period when the holiday occurs plus the holiday (8 hours each) total 80 or more hours. B. Paid Leaves Temporary employees arP. not eligible for any paid leaves. C. Overtime Pay Temporary employees are eligible for overtime premium pay at time and one-half when required to work more than a standard (8 hours/f;ve day week; 9 hours/four and one-half day week; 10 hours/four day week) or on an official City holiday. D. Ret;rement Benefits 1. Temporary employees who are scheduled to work at least an average of 87 hours per month (4 hours~ five day week; 1040 hours in a year) and are expected to continue for more than one year must be enrolle<f"""in PERS for retirement benefits from the first day of compensated emp1o)111ent. .· 4 • -2- COMPENSATION PLAN -Temporary Err1ployees 2. Temporary employees who work full time (40 hours per week) and are expected to continue for more than six months (1040 hours-- in a year) must be enrolled in PERS for retirement benefits from the first day of compensated employment. 3. If the work schedule is changed subsequent to date of employment to comply with Section 1 or Section 2 above, employee must be enrolled in PERS and may arrange retroactive credits in com- pliance with PERS procedures and if appropriate back payments are made. SECTION IV. TERM OF EMPLOYMENT A. Hours Limitations * Temporary employees may not work or receive pay for more than 1390 hours in a 12-month period following date of eutployment. Thereafter, a thr~e~month time period must elapse before an employee may aga;n work as a Temporary employee. B. Term of Em~lo.r!!!,ent Limitations * l. For employees working less than 1040 hours in a 12-month period-- no tenn limitation. 2. For empl~yees working 1040 hours or more in a 12-month period-- 36~month maximum tenn. SECTION V. REVIEW AND SALARY INCREASES A. Performance Reviews 1. Temporary employees. with the exception of the Recreation Department classifications. are to be given a performance review after 350 hours, or six months, whichever occurs first, from date of hire and annually thereafter. Co~tinued improvement and efficient and effective service will warrant a salary step increase. 2. Recreation lea~ers will be eligible for consideration for a pay increase upon completion of 350 hours of leadership or a combi- nat;on of 600 hours of leadership and non-leadership. Leaders who have completed the 0 Step of the Recreation Leader II classi- fication may be reclassified to a Recreation Leader III. Reclassi- f~cr<.;ion is res!rved.for indiv~duals who have demonstrated ilidee-tional leadersh1p abllfty and Job perfonnance and have assu responsibilities greater than that of a Recreation Leader II. Starting Salary and .Increment A~roval. Al; starting levels and inc~·ements im.:st be approved by e Director of Recreation. 3. Aquatics Specialists w;11 be eligible for consideration for an increase upon completion of 350 hours of 1ead~rship or a combina- tion of 600 hours of leader!hip and non~leadersnip, or annually, whichever occurs first. * Exceptions to the tenn of employment and hour limitation~ described above must be approved by th~ City Manager. ) l • -3- • • COMPENSATION PLAN -Temporary Employees B. Salary Increments 1. The salary increase increment is subject to a review and evaluation of the employee's job performance. The employee must receive a satisfactory or better rating in order to be eligible to receive a salary increase. 2. The maximum number ~f sal~ry increments a Temporary e~ployee may receive in any one twelve-month working period is limited to two (2), regardless of total number of hours accumulated. C. Excrptional leadership Ability and Job Perfor!!!™ l. Upon written justification, departmental and P~rsonnel Department approval, individuals ~ho demonstrate EXCEPTIONAL leadership ability and job perfonnance may be given a merit raise or be reclassified to the next higher step, before meetir]_g requirements, if they display outstanding ability and job perfonnance. D. Employinent Records 1. Employment records for Temporary employees are audited annually on or about Ja~uary first; those who have not worked during the preceding c~lendar year are considered as terminated. ' ~PORARY CLASSIFIC~TION OESCRI~NS ADMINISTRATIVE, PROFESSIONAL AND MANAGERIAL Professional I: (Exec Asst) Administrative Asst I: ·"TManagement Asst} Professional lI: (Librarian) Administrative AsJt II: (Program Asst) -- Coordinator Aide: TClerk C) - CLE~ICAL Office Assistant: · {Cl erk A) ·- secretarf (~2cy B Clerk I: (Cler~ 8) Clerk II: {Clerk C) Clerk III: Perfonns work at the level nonnally associated with that of consu1tants, instructors. and research personnel where a specialized skill or expert knowledge i~ required. Performs analytical studies or undertakes a variety of projects whereby previous work experience is required. Normally requires a college education and experience in the field for which the individual is to be utilized. Perf~nns work in an assignment requiring specialized knowledge in a professional field of endeavor. This level nonna11y requires a college education with some experience but not at the lt:vel expec+.ed for the Pro- fessional I classification. Performs administrative assignments normally associated ; .. i th that of a col h,ge student or graduate with a mini- mum of work experiences; genera"ily an entry level position. Perfonns work in support of program or facility operations. Entry level or truining position with no previous experi¥ ence required. Perfonns general office work which includes tasks that require use of independent judgment. May coordin~te activities, work with public, write and type basic reports. Requires experience in administrative/clerical areas. Perfonns general secretarial work that requires good shorthand and typing skills as well as experience working with complex office equii:xnent such as MTST. A person in this classification is usually replacing a department secretary. Requires prior secretarial experience. Perfonns office work of ~ general nature. Typical tasks include typing, maintaining records, working with figures, filing. Requires 1-2 years of office experience. Performs office work of a routine nature. May type from drafts, file, greet the public, answer telephones. Requires little prior office experience. Trainee position for individuals having no experience in the clerical field. ------J. -5- TEMPORARY CLASSIFICATION DESCRIPTIONS, cont. Library Page: MAINTENANCE AND CRAFTS Skilled Laborer: {~quip Oper) Laborer I: (Park Maintperson) laborer II: 1Street Maint AS$t) laborer III: (Util Trainee) Maintenance Asst: TECHNICAL Technician I: 1~onm Tech) Technician II: (Engr Tech I) Under supervision, shelves boolc.s and perfonns other related library duties of a simple nature. Requires no previous experience. (Usually high school students.) Perfonns maintenance tasks that usually require use of automated and/or .:echnical equi~nt. Requires prior training and experience in area assigned and valid California driver 1s license. Perfonns laboring ma.'i ntenance typically in parks or streets. May direct work of other employees. Requires prior maintenance experience, knowledge of power ~quipment and valid California driver's license. Performs low-level routine maintenance utilizing hand tools. Requires the physical ability to perfonn tasks utilizing dexterity. Position for individual who has had some exposure to outdoor maintenance. Duties are of routine nature. Individual works closely with an assigned person/people to gain skill. Requires some prior experi enc.:. A trainee position for individuals who have little or no exposure to maintenante and craft work. Requires no prior experience. I~cludes such work as perfcnned by advanced draftspersons and apprentice electricians. Classification may also be used for individuals involved in conducting surveys. opinion polls, and other data collection assigrnents ~here analysis of data may be required. Perfonns less advanced technical work than that of the Technician I class. Nonnally requires some special1z~ skills such as drafting, electronics, building maintenance, crafts, etc. • • • . . -6- TEMPORARY CLASSIFICATION DESCRIPTIONS, cont. Technical Asst I~ T'P"rog Asst) Technical Asst II: RECREATION Recreation Leaders • Recreation Trainee: . Recreation Leader I: • P.ecreat ion L~der I I: . Recreation Leader III: Aquatics Specialists . Pool Attendant: • Cashier: • Water Safety Instructor: • Assistant Pool Manager: • Pool Manager: DEFINITIONS Leadership: No11-Leadership: Perfonns entry level technical skills requ1r1n9 the ability to master the use of specialized tools and techniques. A trainee position to gain expe~ience and exposure in the technical function nonn~lly associated ~fth Social Services and the Arts. Individua·1s involved in a department training program. Ind iv 1dv'\1 s with 1 ess than two years cf recrea- tion leadership experience. Individuals with more than two vear5 of ieader- ship experience. - Individuals who organize and/or instruct class-type programs. or leaders who have completed the O step of the Recreation Leader II class;fication. Must hold current cards in Advanced Lifesaving and Rescue, Standard First Aid and CPR. Must hold current cards in Standard First Aid, and CPR. It is preferable to also hold a Lifesaving and Rescue/WSI and have had previous experience in cashiering • Must hold current cards in Water Safety Instructor, Standard First Aid and CPR; and have demonstrated the necessary experience in lifeguard work • Must hold current cards in Water Safety Instructor, Standard First Aid and CPR; and have at least 450 hours experience as a Pool Manager or Guard.- Instructor • Must hold current cards in Water Safety Instructor, Standard First Aid and CPR, and have at least 900 hours experience as a Pool Manager or 6uard- Instructor. Defined as work experience in a paid or voluntary capacity, in which an individual ;s directly responsible for planning, organizing, teaching, !eading, or conducting recreational activities in a face-to-face relationship. Defined as facility attendant (i.e., parks, fields. gyms), facility maintenance, office work, cas~ier \exception, Rinconada Pool). PALO ALTO CCJU>ENSATION PLAN EFFECTIVE: July 1, 1979 Temporary Employees Class A B c D E f Code Classification 971 Professic 11 I 8.28 8.76 9.26 9.79 10.35 970 Professional II 5.81 6.14 6.49 6.87 7.26 907 Administrative Assistant I 6.78 7 .17 7 .58 8.02 8.48 908 Administrative Assistant II 5.18 5.48 5,80 6.13 6.48 909 Coordinator Aide 4.29 ~ .53 4.79 5.01 S..36 910 Office Assistant 5.04 5.33 5.63 s.q6 6.30 906 Secretary 4.91 5.19 5.49 5.81 6.14 911 Clerk I 4.62 4.89 5.17 5.47 S .. 78 912 Clerk II 4.29 4.53 4.79 5.07 5.36 913 "1 erk II I 3.00 3.17 3.35 3.55 3.75 3.96 914 Library Page 3.00 3.17 3.35 3.55 3.75 3.96 926 Skilled Laborer 5.79 6.12 6.48 6.85 7.24 927 laborer I 5.60 5.92 6.26 6.62 7.00 928 Laborer II 5.04 5.33 5.63 5.96 6.30 929 Laborer III 4.63 4.91 5.19 5.49 5.80 930 Maintenance Assistant 3.00 3.17 3.35 3.55 3.75 3.96 931 Technician I 7 .18 7.60 8.03 8.49 8.98 932 Technician II 5.65 5.97 6.31 6.68 7.06 933 Technical Ass1stant I 5.18 5.48 5.80 6.13 6.48 .... 934 Technical Assistant II 3.00 3 .17 3.35 3.55 3.75 3.96 • .... .; • • PALO ALTO C~PENSATION PLAN EFFECTIVE: July 1 ~ 1379 Tesnporary Employees Page 2 • Class Cede Classification A --8 c D E Recreation Leaders 944 Recreation Trainee 3.00 945 Recreation Leader I 3.20 3.40 3.60 3.80 946 Recreation Leader II 4.05 4.30 4.55 4.80 947 Recreation leader III 5.05 5.30 5.55 5.80 Aquatics S...e.._ecialists 955 Attendant 3.00 3.20 3.40 956 Cashier 3.40 3.60 3.80 957 W.S.I. 3.80 4.00 4.20 4.40 958 Asst. Pool Manager 4.25 4.50 959 Pool Manager 4.50 4.75 5.00 5.25 5.50