HomeMy WebLinkAboutRESO 5232• • ORIGINAL
RESOLUTION NO. s212
RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO
ADOPTING A COMPENSATION PLAN FOR MANAGEMENT PERSONNEL
AND COUNCIL APPOINTEES (EFFECTIVE JUNE 20, 1976)
AND RESCINDING RESOLUTION NO. 5191
The Council of the City of Palo Alto does RESOLVE &s
follows~
SECTION 1. Pursuant to the provisions of Section 12 of
Article III of the Charter of the City of Palo Alto, the
Compensation Plan, as set forth in EXHIBIT A attached hereto
and made a part hereof by reference, hereby is adopted for
management personnel and council appointees effective June 20,
19760
SECTION 2. The Compensation Plan adopted herein shall
be administered by the City Manager in accordance with the Merit
System Rules and Regulations.
$CTION 3. The Compensation Plan shall become effective
the Pay Period beginning June 20, 1976t and shall continue in
effect until amended or revoked by the Council.
SECTION 4. The City Controller hereby is authorized to
implement the Compensation Plan adopted-herein in his preparation
of forthcoming payrolls and to make: retroactive adjustments to
employees' pay to reflect the effective date of June 20, 1976.
He is further authorized to make-· changes: to· the titles of
employee classifications identified in the Table of Authorized
Personnel contained in the 1976-1977 Budget if such titles have
been changed by the Compensation Plan.
S!:CTION 5. Resolution No. 5191 as to management personnel
and coiincii appointees hereby is rescinded.
$CTION 6. The Council of the-City of Palo Alto hereby
finds that the enactment of this resol·ation is not a "project"
within the meaning of that term as defined in Section 11.04.130
of the Palo Alto Municipal Code and, therefore, no environmental
assessment is necessary.
INTRODUCED AND PASSED: July 19, 1976
AYES : Beahrs, Clay, Eyerly, Sher, Witherspoon
NOES: None
ABSTAINING: None
ABSENT: Berwald, Carey, Comstock, Norton
AJTfST: ~ yt1v._J~~
ity p;Jr ~~~
APPROVED AS TO FORM~ APPROVED:
~i(f
RESOLUTION 5232 RESCINDED by RESOLUTION 5411
t
CITY Of PALO AL TO
mffNSATIOH Pl.AH
I. Management and Council Appointees
EFFECTIVE: JUNE 20. 1976
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EXHIBIT A
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I
• COMPENSATION PLAN FOR JHE CITY OF PALO Al TO
Management Personnel
SECTION. I. MANAGEMENT SALARY PLAH
This management salary plan applies to all non-Council-appointed management positions 1isted fn Table I.
A. Management Salary Polic~
The City•s policy for nianagement salaries is to establish and maintain
a ge~ral salary structure based on ma.l"ketplace norms and internal job
alignment with broad salary grades and ranges. Structures and ranges
will be reviewed annually and updated as necessary based on marketplace
survey data, foternal relationships, and City financial conditions.
·Special needs of management categories including supervisors, adminis-
trators, professionals and.managers will be addressed
Individual salary adjustments will ~ considered. by the City
Manager based on (1) performance factors including achievement of pre-
determined objectives; (2) pay structure adjustments; and (3) City
financial conditions.
8. Basic Plan ElE!Rlents
. Stn1cture. The salary plan will jnclude a salary stn.icture consisting
of approximately thirty grades. Each grade will have a control point
which is used for budgetary purposes. All management positions will be
assigned an appropriate pay grade -ba$ed 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 rAOre
than 151 above the contro.l point. Actual salary wUhin -the range is -
determined by performance. The no,_1 wrking range within which mi>st
actual salaries will fall will be witltin + 51 of the control point. -..
Each year cQ11Petitive marltetpl~c-e studies will.be Rade of 10-15 cities
s1•ilar to Palo Alto in number of emr>loy~s. population. and services
provided. The~ st~dies-will focus on general salary trends for groups
of 11anagement·Positi0ns such as first line supervisors,. administrative,
professional, and top management. Periodically. studies will more spe-
cif1ca11y include position"'!'by-position comparisons using marketplace and
internal relationship da~. Depending on the results of tllese studies,
the eRtire pay grade strw:ture may be adjusted or individual positions
ma,y be reassigned to different pay grades.. SUch adjustllenU will only
-affect the salary admini$tration fraille!Prk. Ne indiv'\Gual 54Jaries will
change because of structural adjus1aents. . c~
Salaff Increases. All individual salary-inc~ses will be eamect as a
_ l"eSut of performance. achie.vement of objectives. or growth within the
position (for recent appointments)a r,_, ey~ of 1ncrea$8S may be earned.
satisfactory and above performers llilY receive base Pl1 increases .
(percentage or fixed dollar amqunts added to Hse pay). 6uide-· ..
lines wil 1 be esta~lished for base ~ increases. The second possible ·
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Page Two
type of increase will be a lump ~wa incentive payment of from 1-15S based on achievement of predetenn1ned objectives established under a
management by objectives program. Incentive payments are open to all
satisfactory and above performers. Requal1f1cation is necessary for
· each appraisal period. Department ~e~d and City Manager a~proval is
required for all base pay increases arid incentive payments. All
salaries 11 both base pay and incentive payments, 1J1Jst fell within pay
grade 1 imi ts.
Budgeting. Each year the City Manager will propose for Council approval
a salary budget which will 1nc1ude amounts sufficient to implement
base pa,y increases and 1nceot1ve payments. The salary increase budget
w111 be based on the fol lowing factors: competitive market. changes
1n internal position relat1onsh1ps, and the City's ability to pay •
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Performance aNpra1sal~ Determination of performance will be made annually by the city nager and de~rtment heads. The following -guestions will
be addressed: Is the department. division, unit or actw.ity meeting its
objectives? Is the employee performing as a manager in accordance with
prescribed duties and resp·Jnsibil ities 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 plan will be developed by tl.e 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 salary re· ('r_.:q1dations to their
department heads based on salary payment guidet it . ..:s·.
C. 1976-77 FISCAL YEAR AUOORIZAlION
1. The City Manager ;s authOrized to pay salaries in accordance with this
plan to non-Council appointed management emplojees 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 1976-77.
The aggregate mnageilent employee ·salary and benefit budget to be · _
adiRinistered by the City Manager during fiscal year 1976-77 is approxi-
mately $2,889,663 or $181 ,840 more than the 1975-76 management salary
· and benefi·t budget. These budget figures have been adjusted to
reflect position changes proposed in the 1976-77. prel i111inary annual
budget. · · ·
2. Individual management salaries authorized by the City Manager under
the mnagement salary plan 1111y not be less than 251 below nor ma~-~.
than 151 above the control point for the individual position salary .
grade authoriz~ in Table 1 of thiS plan. A portion of the authorized·
salary may be ·given 1n the form of cash incentive payments based on
achf evl!!lllent of objectives. ·
3. The City Manager is authorized to establish such administrative rules
as are necessary tO implet11ent themanagement salary plan subject· to
COMPEKSATION PLAN • MANAGEMliillr..
Page Three "9
the limitations of the approved salary increase budget and the
approved grade and control point.structu~e.
4.· In the event a downward adjustment of a position grade assigranent
indicates a reductfon in the established salary of an individual
employee, the City Manager may, if circumstances warrant, conthlue
the salary for such employee in an amount in excess of the revised
grade limit for a resonable period of time. Such interim salary
rates shall be defined as 11Y-rates 11 •
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SECTION II. SPECIAL COMPENSATION
Personnel covered by th;s compensation plan, in addition to the salary set forth
1n Section I 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
Annualli, 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 {in December) shall receive, in
addition to the salary prescribed herein, a salary adjustment equal to one
percent of the employee 1s current annual salary. Annual adjustments shall
be prorated to reflect appointment from January 1 through July .1 of the
current year, or interrupted service during the year.
B. Overtime, Working Out of Classificationa and In-Lieu Holiday Pay
Compensation for overtime work, and scheduled· work on paid holidays_,
shall be in confonnance with the Merit Rules and Regulations and Administrative
Directives. Where management employees, on a tempQrary basis, are assigned to
perform all significant duties of a higher classification the City Manager
may authorize pa,Yment within the range of the higher classification.
C. Court Appearances
Sworn Police Personnel appearing in court for the P~ple shall be
compensated as follows:
Period Rate Minimum
1. Appearance on scheduled Ti~te 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 1s 1nnedi-half for periods
ately beginning or fol lo-before or after
w1ng·shift. -scheduled shift.
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.. • COMPENSATION PLAN -~NT
. Page Four
3. Appearance on scheduled
work day but not dur;ng,
fnnediately before or
iamediately after
scheduled shift.
D. Night Shift Premium
Time and· one-half. 2 hours-
(2-hr mf ninllm
may not run
into sh1 ft time)
Night shift differential shall be paid at the rate of SS to regula.r
full-time employees who are regularly scheduled to KOrk between
6:00 p.m. and 8:00 a.m. Night shift premium w;11 not be paid for
over-time hours worked or to Fire personnel assigned to shift duty •
. E. Unifonn Allowance
· Fire Personnel (shift)
Fire Personnel (n~n-shift)
Animal Shelter Personnel
Per Pay Period
$4.62
$5.71
$5.77
F. Uniform Purchase Plan -Police Personnel
Per Month (approx.)
$10.00
$12.50
$12.50
Unifonns will be provided with replacement provisions on an as-needed
basis in conformance with department policy.
G. Group Insurance
1. 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 term of this compensation plan shall be paid by the City.
The following options will exist:
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a. Employee and dependent coverage under the existing Kaiser
Health Plan S Contract;
b. Employee and dependent coverage under the existing City
of Palo Alto Employees• Self-Insured Health Plan. .
2. Oental Plan
The City shall pay all prE!llfum payments on behalf of employees
who are eligible for coverage under the existing City of Palo
Alto Self-Insured Dt!!ntal Plan except that employees will pay the
fo 11 ow1 ng anaou.nts for dependent coverage: ·
One Dependent .
Two or More Dependents
$ 6.05 per month
$13.85 per month
The City shall assume any premflll'I rate 1nc:rease in existing
eaployee and dependent dental coverage.
CCl4PtNSATION PLAN -MANAG'ENT
Page Ff ve
3. Basic Lffe Insurance
The City ·shall continue the basic,11fe insurance plan as
currently in effect for· the term of this compensation plan.
4. Long Term Disability Insurance
The City shall continue, at employee cost. the long term
disability insurance as currently in effect for the term of
thfs compensation plan. For those employees without eligible
dependents covered under the health insurance provisions,
the City will pay up to $8 per month toward long term disability
insurance premiwns. -
H. Police Department -Personnel Oevelopnent Program
Pursuant to administrative rules governing eligibility and qualifi-
cation the following may be granted to sworn police personnel: -. .
P.O.S.T. Intermediate ~rtificate:
P.O.S.T. Advanced Certificate:
A.A. Degree or Junior Class ~tanding:
A.B./B.S. Degree:
I. Management Benefit Program
51 above base salary
7JsS 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 Development -Self lmprovaaent
Reimbursement for authorized self-iq>rovement activities will be
granted up to a maxi.. of $500 per year for each management
employ~ and shall include the following benefit itells:
a. Civic and professional association .alberships
b. Conference participation and travel expense as provided in
Proc«lure Ho. I II-3
c. Educational programs
d. Professional and trade joomal subscriptions
2. Professional Oevelopaent -sabbatical Leave
Authorized paid leaves--of-absence for up to one year will be
granted ·1n accordance with tbe followtng requiraaents:
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COMPENSATION PLAN -MANAGEMENT
Page Six
a. Sabbatical leave program shall be beneficial to the employee's
job assignment.
b. An employee's job assignment ~ct1v1ty 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 deparbnental priorities and workload.
d. Leavemof-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
perfonnance 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 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 maximum~ two years depending on the medical condition
and age of each employee. -
b. In accordance with the recoamendations of the medical doctor
an employee may undertake a prescribed physical fitness
program. Employees participating in this activity will be
reimbursed under the Personal Oevelopnent Program.
J. Autombi le Expense Allowance
Chief of Police
Director, Utilities
K. Parking in Civic Center Garage
Per Pay Period Per Month (approx.)
$57.69
$57.69
$125.00
$125.00
The City shall provide employees parking privileges in the Civic
Center Garage at no cost to such employees.
COMPENSATION PLAN -MANAGEMENT
Page Six
a. Sabbatical leave program shall be beneficial to the employee's
job assignment:
b. An employee's job assignment ~ctivity shall be adequately
covered during his absence with emphasis on the development of subordinates.
c. The leave-of-abs1!nce 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 employe~·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
~nd 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 maximum, two years depending on the medical condition
and age of each emp 1 oyee. ·
b. In accordance with the reconmendations of the medical doctor
an etRployee 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
Direct.Or, Utilities
K. Parking 1n Ci~f c Center Garage
Per Pay Period Per Month (approx.)
.. $57.69
$57.69
$125.00
$125.00
The City shall provide employees parking privileges in the Cfvfc
center Garage at no cost to such employees.
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COMPENSATION PLAN -MANAGEMENT
Page Seven
. L. Exeense Allowance
Mayor
Vice Mayor .
City Ma11ager
C1ty Attorney
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Per Pay Period Per Month (approx.l
$69.23 . $150.00
$46.15 $100.00
$69.23 $150.00
$46.15 $100.00
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TABLE I
l'IAt.ACIE"'lNT 'llillONNlt. PAGE ONE
E'"EC:TlVtl JUNE 20. 1976
Cl.AH CIRAOE CCNTROI. APP"OX• APl'RDJC • APPROX•
NI. P'I CL.All TlTL.t. COOE PCll\T ANNUAL. Bl •wicL. Y HOIJRL.Y
101 AIJ4 PERSONNEL SERY II 11131 221096 •••• oo 10•60
103 ACl41N REAL PROPERlY 17 11119 221620 161•60 10•17
u:a ADHIN SOC I COl4 SVCS JD l171t1 201'16 106••0 10•01
101 ASST CITY ATIORNEY ll l1ltl 2613•0 l1012•1D 12•66
101 ASSi CITY CL~ H , , 427 l71Uo\ •11•~0 1•13
107 ASST CITY MAHA6ER 6 :1,101 31106 h•IO•OO 11•10 e uo ASST DIR PORCH SVCS 33 $.1UO U100 7~7•20 9•3•
Ul ASST FIRE CHIEF 11 l1UI 2613•0 h0i2•10 12•66
:U2 ASST PLANNING OJR u 21309 17#701 110615•'10 U•H
lU • iAITALION QllEF 13 21016 211h032 UZ••O 12•03
117 8UOG£T~RES ANALYST 30 11741 201976 1061•0 10.01
lU CHF EMGR ELEC UTIL u 11.\U H1H2 1110•60 S.137 n• CHIEF BLDG INSPEC 21 l1U!5 261340 l10U•IO U•H
no CHIEF ENGR WGS UTIL 19 l1~0t 211101 11061•60 13•32
Ul COORD OR6 RES/DEY 19 21301 111101 l•CiH•l!O 13•32
U• COORD PLAIUUNG I RES lt6 l1H• H1201 H2•00 U•ll
U• COORD SUPPORT SOY -I• 2,01+ .... o. Ul•o\O 11•73 -~
111 DIR TRAHSPORTATJCJI S7 11•!1 ,,,1., 1,uo.10 1••01
U6 ' OIR ARTS ll l1UI H1HO 11012•10 ll•66
111 DIR BtDG/EQUIP SYCS IO 21HS 211012 1103•••0 11•91
111 DIR 8UDG£T/STAff SVC -DEPUTY CITY IGR 1• 11610 31.1•.\0 11101•10 l.t•U
Ut DIR ClJf SERV ,, i,,,. ·11,201 ,,,.oo U•U
131 DIR LIBRAAIES " 2130t 1.11701 1,,o•o••O U•32
UI DIR Ni\TURE/SClatCE 11 ''"' 161 S•O S1C1U•IO 11•66
U3 DIR PERSONNEL SERYS lS 11111 H1t60 11 '7t1IO U•7•
U• DIR PLAN/COii EIWIR ' •1'1• ...... a,na.oo &7•11
U6 DIR PURCH SERVICES II l10•• IS10H Hl••O 11103
UI DIR PW/CITY O&t-' ,,,., 1715)6 h••••IO , •• o.
"AUHMhT PElltlONNIL PAGE TWO ~ -~
l"lCTlYll JUltE 20, 1976
-C&.All -lltADI CQNTltO&. Al',ltOX• A~,,HIX • A,,ROX• Nl.l"I CUii TJT&.I COCI F-CINT ANNUAi. 1!•1i1K&.Y HOURLY
U7 DIR R£CREATHll II l1lOt 171701 l106tl•l0 13111
no DIR SOC & CCJlf SVCS u l17ft 331072 11171.-00 l1•90
Ill DIR _UTILITIES IS 1119' H14'H l1lll•~O ll•H
ll7 ENERGY RES UTIL SPEC ,, l1IU 1317'6 tlt•IO U•H
EXECUTIVE ASSISlMT .. ,,.,.. 101976 •o•••o 10•01 n• 10
' ... t ' UI FIRE CHIEF u .... , 11•1!+ UIO••OO l6•10
140 MMAGaENT ASSISTMT II l1•17 l 11 u.-•H••O l•H •• l'tl !l;R CUL TURAl. CEllTER 11 1170• 10,..-, 7H••O 9•13
U:I lliR PW ENGUIEtRIN& ,, 1,30, 171708 l10H1tO U•H 1•• MGR REC OPER •• 1,111 11110• aH1+0 S0e3l ,., MGR SPEC PROJECTS 1e l1H! H17H ·•11hl0 u ...
us Jll6R UT I l BUSIC Ill TR It a, 109 111101 l10•1•t0 ll•H
h• PERSOftNEl ASSISTANT H s.,s.o U1•10 7lO••O 1···· lH. PlNfT ACCT/BDGT NW. ·_ H l1HO U1HO 7Htl0 ,.,.
U7 POLICE CAPTAIN It 1~.Ht 171701 i10H1(,,0 ,,.,. , .. JIOLICE CHIEF lO .,.,, H1711 l1J37••0 U•.71 ,., POl.ICE LIEUTEMAHJ • 14-1101• l•1•01 '31••0. ll•7:1 ·e-no PROGRAM & OPR NW. 17 ,, ... l&itlO 161•60 ~0•17
1111 'SR ASST CITY Am _ H 11•11 .,,.,. l1l1t~h60 H•37
UI SUPT Aflll"'*l S£lYJCE n hilt U1••0 10•10 t•I.\
UI SUPT ELEC FlElD OPEl ID l1••s 1710&1 l10H••O ll•H
116 SUPT OPEil-CONST M&S II l,-l40 ..... o tl7•10 ll•U
li7 SUPT PARKS H l1UG -H•HO ,,, ... o 11•1•
UI SUPT STREETS · II 111•0 --H1HO HhlU 11•1•
UI SUPT UTIL ADMlll IO 11111 21.011 l10l••.O 11•11
"' Sll'T VTR .. CTL ll ,,,,, .... ,.o S1UU•IO &l•H
Ul SUPV BLDG MiJCT '~ H l117G• 101••• , .... 0 l•H
UI .SUPV 8UJ8 SOVIW II ,, . ., U1lh ••••+o ... .,
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CITY OF PALO Al.TO CCJFENSATION PLAN TABLE II
Council Appointed and Elected Officers
Salary ~ Class Code Class Title Per Month Effective Date
001 City Councilperson $ 250.00 June 25, 1973
• 002 City Manager $3125.00 June 22, 1975
003 City Attorney $2530.00 June 22, 1975
004 Cit;y Contro~ler $2175.00 June 22; 1975
005 City Clerk $1600.00 June 2211 1975
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