HomeMy WebLinkAboutRESO 5830ORl::~NAL
RESOLUTION NO. 5830
RESOLUTION OF THE COUNCIL OF THE CITY OF PALO AL TO RECOGNIZING
THE OUTSTANDING ACCIJ4PLISHMENTS OF PALO ALTO POST 375 BASEBALL TEAM
ANO CONGRATULATING THEM ON THEIR OUTSTANDING 1980 SEASON
WHEREAS,
WHERAS,
WHEREAS,
WHEREAS,
Palo Alto Post 375 hit a record 14 homeruns in winning
;ts second straight State Championship title; and
Palo Alto Post 375, ;n a devastating performance, scored
in the first inning of every gane in its sweep of the
Western Region Series; and
Palo Alto Post 375, in a hard fought battle, fell three
vi~tories short of winning the American Leg1on World
Series title, and finished the season with an
outstanding 47-11 record; and
Palo Alto Post 375 is considered to be the finest
Jl..merican Legion team in Peninsula history because of its
outstanding achievements.
NCM, THEREFORE, The Counc i1 of the City of Pa 1 o A 1 to does re so 1 ve as
follows:
SECTION 1: That the Council recognizes the achievements
of Palo Alto Post 375; in particular its success in
reaching the American legion World Series.
SECTION 2: That this Council, on behalf of the people
of Palo Alto, expresses its deepest congratulations to
Palo Alto Post 375 for an outstanding season and wishes
the team every success possible in winning next year's
World Series title.
Introduced and passed Septemt;er 8, 1980
APPROVED:
a.t?.c=n< ~ .&r., ., ~ Mayor '
APPROVED AS TO FORM:
~ ( UJµ_fi.fl.,/
City AUorney c~2
CITY OF PALO ALTO
COMPENSATION PLAN
CONFIDENTIAL PERSONNEL
AMENDED: JULY 1, 1980
CCJIPENSATION PLAN FOR THE CITY OF PALO ALTO
Conf1dent1a1 Personnel
SECTION I. CCltFIDENTIAL SALARY PLAN
This confidential salary plan app11es to all positfons designated as conf1dent1a1
listed in the salary Table.
A. Confidential Salary Pol icy
The City's policy for confidential salaries is to establish and Rtaintain
a general salary structure based on marketplace norms and internal job
aligrnent with broad salary grades and ranges. Structures and ranges w111 be reviewed annually and updated iS necessary based on marketplace
survey data, internal re1&t1onships7 and City financ1al cond1t1ons.
Individual salary adjustments wi 11 be considered by the City Manager based
on (1) perfonna;ilce factors including achievement of pre-detenrined
objectives; (2) pay structure adjustllents; and (3) City f1nanc1a1 conditions.
B. Basic Plan El~
Structure. The salary plan is based on a mult1-grade salary structure.
Eich grade will have a control point which is used for budgetary purposes.
All confidential positions w111 be assign~ an appropriate pay grade based
on salary survey data ana 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 151 above the control point. Actual salary
within the range is determined by perforance. The ·normal working range
w1th1n which most actual salaries will fall will be wtth1n + 5% of the
control po1nt. -
Each year cmnpet1tive marketplace studies will be 111~2 of cities si•ilar
to Palo Altc in nmber of employees, population. and services provided.
Depending on the results of these t;udies, the entire pay grade structure
1111.Y be reassign.~ to different pay grades. SUch adjustmnts w111 only
affect the salary adm1n1stration fr~rk. No individual sa11r1es will chafigt because of structural adjustments.
Saltl'f l"i~"· All individval salary tncreases will be earned as a
resul of pe orunce, achievement of Objectives. or growth within the
pos1t1on (for recent appointments). TMO types of increases~ be earned~
Satisfactory and above perforwers My receive base pay increases (percentage
or fixed dollar amunts added to base 1)41). Gutde11nes will le estabhshed
for base P1.J increases. The second possible type of increase a,y be a lump
S\1111 1 namti ve pa,-nt of fro11 1-151 based on acttievellleftt of predtte"'1 ned
objectives. Incentive pa)llQl!nts ·are _open to all sattsf1.1ctory and above
tterlonners. Requalff1cation 1s necessary for eadt appraisal period. Depart-
ment heed and City Pllnager approval ts required for all base pay increases
and 1ncenthe PQ!llents •. All salari•s, b6th base pay and 1ncent1ve pa)411eftts,
llMaSt fall wfth1n pay grade limits.
C<JFENSATION PLAN -CONFIDENTIAL
Page Two
Bud~t1ng. Each year the City Manager will propose for Council approval
a 5•ary bcdget which w111 include amounts suff1c1ent to implement base
pay 1ncreasttS and 1ncent1ve payments. The salary increase budget will be
based on the fellowing factors: Ccopetitive market~ changes in internal
position relat1on!ii1ps, and the City•s ability to pay.
Performance Aplraisal. Determination of performance will be made annually
by the appropr ate supervisor or department head. Based on an appraisal
of the employee's performance in acccrdance wfth prescribed duties and
responsibilities, employees who are appraised as satisfactory or above
will be eligible for base pay and incentive payments according to estab-
lished guidelines. The management by objectfves plan w1ll be developed
by the employee and his/her supervisor prior to July of each year and w111
cover the fiscal year. The plan will require concurrem:e of the depart-
ment held and City Manager. Progress toward meeting objectives w111 be
reviewed at least sem1 ... annua11y. By September of the following year,
supervisors will make a ffMl determinat1on on performance and t~f 11 Make
salary reconnendations to the1~ department heads based on salaTj' payment
gu1de11nes.
C. CCnf1dentia1 salary Author1.zatdion
1. The City Manager is authorized to pay salaries fn accordance with
this plan to conr~dent1al employees in an amount not to exceed the
aggregate of the approved confidential positions budgeted at the
control potnts 1ncl1c&ted in Table I for ff seal year 1980-81. In
add1t1on. the City Manager is authorized up to 11 of the 198C-·81
conffdent1al salary and benefit budget to apply toward perfonance
1ncreeses for 1nd1vidual conf1dent1a1 employees under the provisions
of this Plan.
for fiscal )'Hr 1981-82s all control points will be increased by 8.5%.
In addition, the City Manager fs authorized up to 11 of the 1981·82
conf1dent1al salary and benefit budget to apply toward perfonwance
increases for individual conf1deint1a1 employees under provisions of
th1s Plan~
2. Individual confidential salaries authorized by the City MeP•~r under
the Confidential Salary Plan RllY not be less than 251 below nor more
than 15S above the control poi1't for the individual position salary
grade authorized in Table I of this plan. A Portion of the authorized
salar11t1Y be g1v1t1 in the form of cash incent1Yli pa)lllents based on
ach1eY919nt of objectives.
3. The C1ty fttlnager is auttaorized to establish such adininistrative rules
as are necessary to implement the Confidential Salary Plan subject to
the lt111tat1ons of the IP!>rcYed salary tncrease budget and the appro•ed
gl"lde and control paint structure.
... ... ··:
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• CfJl>ENSATION PLAN -CONFIDENTIAL
Page Three
4. In ·the event a downward adjustment of a position grade assignment
indicates a reduction in the established salary of an 1nd1v1dua1
t11ployee 1 the City Manager may, 1f circumstances warrant, contim.1e
the salary for such enployee 1n an amount 1n excess of the revised
grade limit for a reasonable period of time. Such 1nter1'111 salary
rates shall be defined as "Y-rates11 •
SECTION II. SPECIAL CWENSATION
Personnel covered by this cOll!pensation plan, in addition to the salary
set forth in Section I above, 111.y receive special compensation as follcws.
Eltg1b11ity shall be in conformance ~ith the Merit Rules and Regulations
and AdlR1nistrattve Directives issued by the Cfty Manager for the purposes
of clarification and interpretatior
A. Annual Adjustment
Annually. each employee who holds a regular full-time appointment in
the n.1n1c1pe1 servi~e on or before July first and continues 1n such
status through the first dl,Y of Pay Period No. 25 (in December)
shall receive, tn add1t1on to the salary prescribed herein, a salary
adjustamt ~ual to one percent of the employee's current. annual
salary; or at the empl~yee·s option and subject to management approval,
24 hours pa1d leave to be used prior to the January 31 following.
Annual adjust.ments shall be prorated to reflect appointment from
January 1. thl'ough July of the current year, or interrupted service
during the year.
B. 0Yert1ae, Worki!N Out of Cless1f1cat1on, and, ,ln·lteu Holiday Pay
Collpensatton for over.ti• work. and scheduled work on paid holidays,
shall be in conforlllfinca with the Met"1t Rules and Regulations and
Acllftnistrative Directives. Where confidential aaployHs, on a
taportry basts, •~ assigned to perform 111 sfgntftcant duties of
a higher class1f1cat1on the City Manager 1111 authortze paynte11t
wttbin the range of the higher c1ass1f1cat1on. .
C~ tff)lbt· Shift. Prm1~
N1aht shift diffemetial shall be pa1d at the re.i. of SS to.regular
full-ti• e11Ployees who are regularly schadu.led to work between
6:00 p.m. Ind 8:00 a.11. Night sMf't prw111.1B w'fH' not be paid for
over-ti• hours worked. .
COMPENSATION PLAN -CONFIDENTIAL
Page Four
D. Group Insurance
1. Health Plan
The City shal 1 pay all premium payments on behalf of employees
who are eligible for cove~age under the health plans as described
in Sub-Section {a) and {b). Any premium rate increases dur~ng
the tenn of this compensation plan shall be paid by the City.
The following options w111 exist:
a. Employee and dependent coverage under the existing Kaiser
Hea1th Plan S Contract, includi~g the Drug Plan III optfon.
b. Employee and dependent coverage under the existing City of
Palo Alto Employees• Self-Insured Health Plan with major
medical maxifmltll of $250,000 and pelvic examination benefit.
Tne City shall, upon submittal of ev1dence of payment, reimburse up
to $90 per qunrter of medical plan premiums on behalf of management
employees who rttire from.the City under service or d1~abflity
ret 1 renents . The retiree mey se 1 ect any medf cal p 1 an. The p 1 an may
cover eligible dependents as defined under the Cfty Employees•
Health Plan. No reimbursement will be made for plans providing
benefits other thin medical and health benefits.
2. DC!nta 1 Pl an
The City shall pay all covered plan charges on behalf gif erraployees
and dependents of employees who are eligible for coverage and
~nro11ed under the extst1ng City dental plan.
3. Basic Life Insurance
The City shall continue the basic life fnsurance plan as currently
in effect for the term of this cmnpensat1on pla".
4. long Term Disability Insuran~e
The Cfty shall contiuue the long term disability insurance plan
current1y in effect for the term of this compensation plan~
Employee coverage .1s subject to a voluntary payroll deduction of
the insurance praniUlt applicable to the first $2000 of rnnthly
salary for Plan B or the first $1800 of monthly salary for Plan A;
the City *111 pay prem11.111s tn excess thereof. For thOse aq>loyees
without eligible dependents·covered under the health pl"' pro-
visions, the Cfty w111 P6Y up to $8 per 1110nth towerd long term
d1sabf 11ty insurance premiums. For those eaployees without
e11g1ble dependents covered under the dental plan provisions,
the City w111 pay up to $12 per month townl long term d1sabi11ty
insurance prtlRiums.
. ....
I COfl>EftSATION PLAN -.CONFIDENTIAL P•ge Five
L Management Benef 1 t Program
All Confidential employees are eligible for Sect.Jn 1, 2, and 3
of the Management Benefit Program.
1. Professional Development -Excess Benefit Rejmbursement
Reimbursement for author~!'~ self-improvement activities and
specified excess benefit expenses wf 11 be granted up to a
maximum of $1000 per year for each confidential employee and
shall include the following benefit items as defined in Policy
and Procedures No. 2-7:
a. Civic and professional associatfon memberships
b. Conference parttc1pat1on and travel expense
c. Educational programs
d. Professional and trade Journal subscr1pt1cns
e. Life a~d LTD tr.surance premiums for City-sponsored plans
f. Excess medical/dental expenses for employee and dependents
which are not covered by existing City-sponsored plans.
g. Doctor-prescribed physical fitness program as indicated under
lb of thfs sectfon.
2. Profess1oni1 Develo.P!!!!t -~S.bbat1ca1 Leave
Authorized pe1d leaves-of-absence for up to one year will be
granted 1n accordance with the following requtranents:
a. 5ab~t1ca1 leave progra111 shall be benef1cfa1 to the anployee•s·
job ass1graent.
b. M aaployee's job assignRlflnt activity shall be adequately
covered during hfs absence with emphasis on the devetopme:tt
of subordinates.
c. The leave-of-1b1ence period will be adequately coordinated
with departMntal priorft1es and workload.
d. Leave-of-absence sabbatfcals should be blsed on intershfp,
exchanges, and/or loaned executive arrangeMeftts; scholastic
and/or authorshfp progrlllS; or educat1on.1 travel-study plans.
e
CCJIPENSATICft PLAN -CONFIDENTIAL Page Six
·,..
LeP!ve-of-absence schedules will be apportioned among all levels
of management and confidential employees and will be based on an
evaluation of each emplayee's perfonnance record. Each paid
sabbatical leave wnl be limited to a maxinun of one year with
not more than two employees being on leave simultaneously.
Sabbatical leaves must be cleared 1n advance and approved by the
City Manager and r.ounc11.
3. Personal Health Progr11111 -Ph,Ysical Fitness
a. P.11 confidential employees will receive physical examinations
in accordance with Pol icy and Procedures No. 2·7.
b. In accordance "1th the recontll!ndations of the medical doctor
~n employee may undertake a prescribed physical fitness
pr99ram. Employees ~rtic1pat1ng fn this activity will be reimbursed under the Personal Development Program.
F. Parking in ~ivfc Center Garage
The Cfty shalt provide l!fllPloyees parking pri•·'ileges; in the Civic
Center Garage at no cost to such employees.
CITY OF PALO ALTO COMPENSATION PLAN
CONFIDENTIAL PERSONNEL
EFFECTIVE JULY 1, 1980
-CLASS NtlmER TITLE --
901 A[lllIN SECRETARY /CM -CONF
904 EXECUTIVE SECRETARY -CONF
902 OFFICE SPECIALIST -CONF
903 LEGAL SEC -CONF
•
..• .. . . .
GRADE
CODE
38
45
48
43
TABLE J
CONTROL APPROX. l',PPROX. APPROX.
POINT ANNUAL 5WEEKLY HOURLY -·--
1851 22,214 854.40 10.68
1554 18,657 717.60 8.97
1443 17 ,326 666.40 8.33
1634 19,614 754.40 9.43