HomeMy WebLinkAboutRESO 5832I • \ .
.. • • CR~Gi~\JAL
RESOLUTION NO. 58~2
RESOLUTION OF THE COUNCIL OF THE ITY OF PALO ALTO
ADOPTING A COMPENSATION PLAN FOR TEMPORARY EMPLOYEES
AND RESCINDING RESOLUTION NO. 5703
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 Compensation Plan,
as set forth in EXHIBIT •A• attached hereto and made a part hereof by
reference, hereby is adopted for temporary employees effective the
pay period including July 1, 1980.
SECTION 2. The Compensation Plan adopted herein shall be admin-
istered by tfie City Manager in accordance with the Merit System Rules
and Regulations.
SECTION 3. The Compensation Plan shall continue in effect until
amended or revoked by the Council.
SECTION 4. The City Controller hereby is authorized to imple-
ment the Compensation Plan adopted herein in his preparation of
forthcoming payrolls. He is further authorized to make changes in
the tit!es of employee classifications identified in the Table of
Authorized Personnel contained in the 1980-81 budget if such titles
have been changed by the Compensation Plan.
SECTION 5. Resolution No. 5703 &s to temporary employees hereby
is rescinded.
SECTION 6. The Council finds that this is not a project under
the California Environmental Quality Act and, therefore, no environ-
mental impact assessment is necessary.
INTRODUCED AND PASSED: September 8, 1980
AYES: Brenner, Eyerly~ Fletcher, Henderson, Levy, Renzel, Sher Witherspoon
NOES: None
ABSTENTIONS: None
ABSENT: Fazzino
APPROVED:
c
APPROVED TO FORM:
9~C·~ cititorney
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CITY OF PALO ALTO
COMPENSATION PLAN
Temporary Employees
EFFECTIVt:: \July l, 1980
C~ENSATION PLAN FOR THE CITY OF ~O ALTO ...
Temporar.y Employees
SECTION I. DEFINITION$
Temporary Employee: An employee not filling an authorized regular position,
but who may work full time or part time on a temporary
basis.
SECTION ii. SALARY ANO CLASSIFICATION
It is the intent of the City of Palo A:to to compensate Temporary enployees
at a rate of pay similar to that of Regular employees perfonning 11ke work.
Temporary employees are to be hired within the classification framework,
as presented in the attached pay plan, that is closest to a corresponding
Regular classffication in both level of work perfonned and rate ~f 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 reclass1f1ed into a new classification and pay rate which most adequateiy
corresponds to the new duties. Conversely, if the employee fs required to
perform at~ substantially lower level, the employee is to be reclassified
into a correspondingly lower level classification at a lower level of pay.
Entrance Ste,= "A" Step 1 s the starting step for al 1 candidates with the mininun qua1 f1cations for each classification. Candidates having excep-
tional experience and training over and above the minimum may be started
higher thin 11A11 Step with the approval of t.he Department Head and the
Personnel Department. ----------------------____ ,, _________ _
SECTION III. SPECIAL COMPENSATION
A. Holiday Pay
Temporary employees are eligible to receive holiday pay only ff hours
worked during the pay period when the holiday occurs plus the holiday
(8 hours each} total 80 or more hours.
B. Paid Leaves
Tenporary employees are not e11gib1~ for any paid leaves.
C. Overtime Pay
Temporary employees are eligible for overti11te pr•1um pay at time and
one-half when required to work more than a standard (S hours/five day
week; 9 hGurs/four and Gne-half day week~ 10 hours/four day week) or
on an official City holiday.
D. Retirement Benefits
1. Temporary employees who are scheduled to t«>rk at least an average of 87 hours per month (4 hours, five day week; 1040 hours 1n a
year) and are expected to continue for more than one year hUSt be
enrolleain PERS for retirement benefits from the first day of
canpensated anplo)'lnent.
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CCJtPENSATIOft PLAH -Temporary Employees
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 retirenent benefits
from the first day of compensated .:splo.)'lletlt.
. . ~
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 payment~ are
made.
SECTION IV. TERM OF EMPLOYMENT
A. I-lours. Limitations *
Temporary employees may not work or receive pay for more than
1390 hours in a 12-month period following date of employment.
Thereafter, a three-month time period must elapse before an
anployee may again work as a Temporary employee.
B. Term of Employment Limitations *
l. For employees .orking less than 1040 hours in a 12-month period·-
no tena iimitatfon.
2. For employees working 1040 hours or more in a 12--month period--
36-month maxfmt111 tenn.
SECTION V. REVIEW AND SALARY INCREASES
A. Perfo.-nce Reviews
1. Temporary employees, with the exception of the Recreation Department
class1ficatfons, are to be given a performance review after 350
hours. or six months, whichever occurs first, from date of hire and
annually thereafter. Continued improvement and efficient and
effective service will war~ant a salary step increase.
2 ,, Recreation Leaders will be eligible for consideration for a pay
Tncrease upon completion of 350 hours of leadership or a combi-
nation of 600 hours of leadership and non-leadership. Leaders
who have completed the D Step of the Recreation Leader II classi-
fication ft1aY be reclassified to a Recreation Leader III. Reclassi-
f1cat1on is reserved for individuals who have demonstrated e1Ccep-
tiona1 leadership ability and job perforarance and have assulllid
responsibilities greater than that of a Recreation Leader II.
Starting Salar{ and Increment ~vaL All starting levels and increment$ RIJS bi approved by Director of Recreat1onv
3. ?auatics Spec1a11sts will be eligible for consideration for an
· ncrase upon completion o.f 350 hours of leadership or a cOllb1na-
t1on of 600 ~urs of leadership and non-leadership, or annually,
whichever occurs first.
* Exceptions to the tenR of enploymnt and hour limitations described above wust
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C()tPENSATION PLAN -Temporary Employees
B. Salari_ Increments
1. The salary increase increment is subject to a review and evaluation
of the employeets job performance. The employee ioost receive a
satisfactory or better rating in order to be eligible to receive
a salary increase.
2. The maximum nUfllber of salary increme::ts a Temporary employee may
receive in any one twelve-month working period is limited to two
(2). regardless of total number of hours accumulated.
C. ~ceptional Leadership Ability and Job Performance
1. Upon written justification, departmental a.sd Personnel Depar•nt
approval, individuals who derr.anstrate EXCEPTIONAL leadership ·
ability and job perfonnance may be given a merit raise or be .
reclassified to the next higher step, before meeting r~uirements,
if they display outstanding abi11ty ana Job pertonnance.
D. Employment Records
1. Employment records for Temporary employees are audited annually
on or about January first; those who have not worked during the
preceding calendar year are considered as terminated.
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TEMPORARY CLASSIFICATION DEFINITIONS
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ADMINISTRATIVE, PROFESSIONAL AND MANAGERIAL
Professional I:
(Exec Asst)
Administrative Asst I:
(Minagement AsstJ
Professional II: (Li brarhn} -·
Administrative Asst 11~
·(Program Asst)
Coordinator Aide: (C1erk C)
CLERICAL
Office Assistant: (Clerk A)
Secreta1: (Secy B
Clerk I: (Cieri B)
Clerk II:
(C1•rli C)
Clerk III:
Perfonns work at the level nonnally associated w;th that
of consultants~ instructors~ and research personnel
where a specialized ski 11 or expert knowledge is required.
Perfonns analytical studies or undertakes a variety of
projects whereby previous work experience 1$ required.
Normally requires a college education and experience
in the field for which the individual is to be utilized.
Perfonns work in an assignment requh~ing specialized
knowledge in a professional field of endeavor. This
level normally requires a college education with some
experience but not at the level expected for the Pro-
fessional I classification.
Perfonns administrative assignments nonoally associated
with that of a college student or graduate with a mini-
mum of work experiences; generally an entry level
position.
Performs work in support of program or facH ity operations.
Entry level or training position with no previous experi-
ence required .
Perfonns general office work which includes tasks that
require us~ of independent judgment. May coordinate
activities~ work with public, write and type basic
reports. Requires experience in administrative/clerical
areas.
Performs general secretarial W05'9f:: that requires good
shorthand and typing skills as well as experience working
with complex office equipment such as MTST. A person
in th1s classification is usually replacing a deparbnent
secretary. Requires prior secretarial uperience.
Performs office work of a 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 fl"Oll
drafts. file, greet the public, answer telephones.
Requires little prior office experience.
Trainee position for individuals having no experience
in the clerical field.
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TEMPORARY CLASSIFICATION DEFINITIONS, cont.
L !..bra ry Page:
MAINTENANCE AND CRAFTS
Skilled L!borer:
"{!quip Oper}
Laborer I:
(Park Miintperson)
Laborer JI: (Street Kif nt Asst)
Laborer III: TUtU Tra"'fnee)
Meintenance Asst:
!iCHMICAL
Tf:!:1cian I= < tect\J
Technician II: .-(Engr fecfi _I)
Under supervision, shelves books and perfonns
other related library duties of a simple nature.
Requires no previous experience. {Usually high
school students.)
Perfonns maintenance tasks that usually requ;re
use of automated and/or technical equipment.
Requires prior training and experience in area
assigned and yalid taliforn1a driver's license.
Performs laboring maintenance typically in --
parks or streets. May direct work of other employees. Requires prior maintenance experience. knowledge of power equipment and valid Ca~ifornia
driver's license.
Performs low-level routine maintenance utilizing
hand tools. Requires the physical ability to
perforni tasks u t il 1z.1 ng 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
e~perience.
A trainee position for individuals who have little
or no exposure to maintenance and craft W10rk.
Requires no prior experience.
Includes such work as performed by advanced
draftspersons and apprentice electricians.
Classfficatfon may al5o be used for 1nd1vid..als
involved in conducting surveys. opinion polls.
and other data collection 1s.si9111Bnts where
analy$is of data may be required.
Perfonns less advanced technical work than that
of the Technician I class. Normally requires
sorne specialized skills such as drafting.
electronics, building maintenence, crafts, etc.
__________________ _.;. _________ ~~--------~--
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TEMPORARY CLASSIFICATION DEFIHITIORS, cont.
Technical Asst I:
(P'rOg ASst)
Technical Asst II:
RECREATION
Recreation Leaders
• Recreation Trainee~
. Recreation Leader I:
• Recreation Leader II:
• Recreation Leader III:
Aquatics Specialists
. Pool Attendant:
• Cashier:
• Water Safety Instructor:
. Assistant Pool Manager:
• Pool Man1ger:
DEFINITIONS
Leadershii:
Non-Leadershi 2:
Perfonns entry level technical skills requiring
the ability to master the use of specialized
tools and techniques.
A trainee position to gain experience and exposure
1n the technical function nonna11y assocfated with
Social Services and the Arts.
Individuals involved in a department training
program •
Individuals with less than two years of recrea-
tion leadership experience.
Individuals with more than two years of lea~~r
ship experience.
' Individuals who organize and/or instruct class-type
programs, or learters who have CQ111pleted the 0
step of the Recreation Leader II classification.
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 f s preferable to also hold a Lifesaving
and Rescue/WSI and have had previous experience fn
· cashiering.
Must hold current cards in Water Safety Instructor,
Standard First Aid and CPR; and have demonstrated
tha necessary experience 1n lifeguard work •
Must hold current cards in Water Safety Instructor.
Standard r!rst Aid and CPR; and have at least 450
hours experience as a Pool Manager or Guanl-
Instructor •
Must hold current cards in Water safety Instn1ctor,
Standard First Aid and CPR, and have at least 900
hours experience as a Pool Manager or Guard ..
Instructor.
Defined as work experience in a paid or voluntary
capacity, fn which an individual is directly
responsible for planning, organizing, teaching,
leading, or conducting recreatio•'lal activ;t1es
in a face-to-face relationship.
Defined as facittty attendant (t.e .• parts, fields,
9)11tS), facility 111intena~, office work, cashier
\exception, R1r.coMda Pool J. ·
.....
PAlO ALTO CCJfllFENSATIOft PLAN EFFECTIVE: July 1 ~ 1980
Temporary Employees
Class
Code Classification A B c D E F
971 Professional I 9.06 9.59 10.12 10. 70 11.33
970 Profess iona 1 II 6.00 6.35 6.71 7.10 7.51
• 907 A<binistrative Assistant I 7.43 7.86 8.31 8.79 9.29
908 Administrative Assistant II 5.68 6.01 6.35 6.72 7.11 e 909 Coordinator Aide 4.69 4.37 5.25 5.55 5.87
910 Office Assistant 5.52 5.85 6.18 6.53 6.91
906 Secretary 5.37 5.69 6.0i 6.35 6.72
911 Clerk I 5.06 5.36 5.66 5.99 6.33
912 Clerk II 4.69 4.97 5.25 5.55 5.87
913 Clerk III 3.20 3.37 3.55 3.75 3.95 4.16
914 Library Page 3.20 3.37 3.55 3.75 3.95 4.16
926 Skilled Laborer 6.34 6.71 7.09 7.50 7.93
e 927 Laborer I 6.13 6.49 6.86 7.25 7.67
928 Laborer II S.52 5.85 6.18 6.53 6.91
929 Laborer III 5.08 5.38 5.68 6.01 6.36
930 ~.aintenance Assistant 3.27 3.37 3.55 3.75 3.95 4.16
·931 Technician I 7.86 8.32 8.79 9.30 9.83
932 Technician II 6.18 6.54 6.91 7.31 7.73
933 Technical Assistant I 5.68 6.01 6.35 6.72 7.11
:.• ..
934 Technical Assistant II 3.20 3.37 3.55 3.75 3.95 4.16
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PALO ALTO COMPENSATION PLAN EFFECTIVE: July 1, 1qao
Temporary Eattployees
Page 2 -
Class
Code Classification A B c D E F --
Recreation Leaders
944 Recreation Trainee 3.20
945 Recreation Leader I 3.40 3.00 3.80 4.00 e 946 Recreation Leader II 4.25 4.50 4.75 5.00
947 Recreation Leader III 5.25 5.5€.-5.75 6.00
Aquatics Specialists
955 Attendant 3.20 3.40 3.60
956 Cashier 3.60 3.80 4.00
957 w .s. I. 4.00 4.20 4.40 4.60
958 Asst. Pool Manager 4.45 4.70
e 959 Pool Manager 4.70 4.95 5.20 5.45 5.70
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CITY Of P&LO AL10 ( O"!Pf"lf'\ AT JO i4 PtO• TABLE I Page 1
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CITY OF PALO ALTO COMPENSATION PLAN
Council-Appointed and Elected Officers
Ct.ASS CODE TITLE
001 City Councilperson
002 City Manager
003 City Attomey
004 City Controller
005 Ciiy Cletk
MONTHLY
SALARY
$ 250.00
400.00 *
$4750.00
$4166.67
$J250.00
$2708.34
TABLE I
"Page Tive
.. ... ..
e
EFFECTIVE DATE
JJne 25~ 1973
Pay Period inciuding July 1. 1980
Pay Period including July 1, 1980
Pay Period including July 1, 1980 e Pay Period including July 1, 1980
'* Effective for Council m!lllbers elected in November 1981 and seated at the first Council meeting ifl 1982.