HomeMy WebLinkAboutRESO 5833RESOLUTION NO. 5833
RESOLU'l'ION OF THB COUNCIL OP TSE CfifY OP PALO ALTO
ADOPTING A COMPENSATION PLAN FOR MANAGEMENT PERSONNEL
AND COUNCIL APPOINTED OFFICERS, RESCINDING RESOLUTION
NO. 5667 AS AMENDED BY RESOLUTION NO. 5702, AND
RESCINDING RESOLUTION NO. 5677
The Council of the City of Palo Alto does RESOLVE as follows:
SECTION 1. Pursuant to the provisions of Section 12 of ~rticle
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 managemint personnel Council ap-
pointed officers effective the pay period including July 1, 1980w
SECTION 2. The Compensation Pl an adopted herein shall be admin-·
istered by the City Manager in accordance with the Merit System Rules
and Regulaticms.
SECTION 3. The Compensation Plan shall continue in effect until
amended or revoked by the Council.
SECTION 4. The City Controller h~rel · is authorized to imple-
ment the Compensation Plan adopted herein in his preparation of
forthcoming payrolls. Be is further authorized to make changes in
the titles of employee classifications identified in the Table of
Authorized Personnel contained in the 1980-81 budg,et if such titles
have been changed by the Compensation Plano
SECTION S. Resolution Noo 5667 as amended by Resolution No.
5702 as to management personnel and Resolution No. 5677 as to Council
appointed officers hereby are rescinded.
SECTION 6. The Council finds that this is not a project under
the Calffornla 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
ABSTBNTIONS: None
ABSENT: Fazzino
City ~torney
APPROVED:
,.,
CITY OF PALO ALTO
COMPENSATION PLAN
Management and Council Appointees
EFFECTIVE: JULY 1, 1980
ORIGl~~AL
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COMPENSATION PLAN FOR THE CITY OF PALO ALTO
Management Personnel
SECTION I. MANAGEMENT SALARY PLAN
This management salary plan applies to all non-Council-appointed management
positions listed in Table I.
A. Management Salary Poli£Y.
The City's pol icy for management salaries is to establish and maintain a
general salary structure based on marketplace norms and internal job
alignment with broad salary grades and ranges. Structures and r;:1nges
will be reviewed annually and updated as necessary based on marketplace
survey data, internal relationships, and City financial conditions"
Special needs of management categories including supervisors, administra-
tors, professionals and managers will be addressed.
Indivi dua 1 salary adjustments will be considered by the City Manager
based on (1) performance factors including achievement of predetermined
objectives; (2) pay structure adjustments; and (3) City financial conditions.
B. Basic Plan Elements
Structure. The salary plan will include a salary structure consisting of
approximately fifty grades. Each grade will have a cont:""Ol point which
is used for budgetary purposes. All management positions will be assigned
an appropriate pay grade based on salary survey data and internal relation-
ships. All positions assigned to a pay grade will receive salaries which
are no less than 25% below the control point and no more than 15% above
the control point. Actual salary within the range is detennined by
performance. The norma 1 working range w·i thin which most actua 1 salaries
will fall will be within !:_ 5% of the control point.
Each year competitive marketplace studies will be made of 10-15 cities
similar to Palo Alto in number of c-mployces, population, and services
provided. These studies will focus on general salary trends tor groups
of management positions such as first line supervisors, administre.tive~
professional, and top management. Periodically, stud~es u111 more
specifically include position-by~position comparisons using marketplace
and internal relationship data. Depending on the results of these studies,
the entire pay grade structure may be adjusted or individual 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.
~alary 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 of increases may be earned.
Satisfactory and .above perfonners may receive base pay increases
COMPENSATION PLAN -MANAGEMENT
Page Two
(percentage or fixed dollar amounts added to base pay). Guidelines will
be established for base pay increases. The second possible type of increase
wi 11 be a lump sum incentive payment of from 1-15% based on achievement o·.
predetcnnined objectives established under a management by objectives
program. Inc~ntive payments are open to all satisfactory and above
performers. Requalification is necessary for each appraisal period.
Department head and City Manager approval is required for all base pay
increases and incentive payments. All salaries, both base pay and incentive
pa}lllents, must fall with1n pay grade limits.
Budgeting. Each year the City Manager will propose for Council aporoval a
salary 6ud9et which will include amounts sufficient to implement base pay
increases and incentive payments. The salary increase budget will b~ based
on the fol1ow1ng factors: Competitive market, changes in internal position
relationships, and the City's ability to pay.
Performance ~pra1sal. Determination of perfonnance will be made an~ually by the City nager and department heads. The following quest1ons w111 be
addressed: Is the department, division, unit or activity meeting its
objectives? Is the employee perfonning as a manager in accordance with pre-
scribed 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 plan will
be developed by the employee and his/her supervisor 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 detennination on perforn~nce and will
make salary recon111endations to th~1r department heads based on salary pay-
ment guidelines.
C. MANAGEMENT SALARY AUTHORIZATION
1. The City Manager is authorized to pay salaries in accordance with this
plan to non-Council-appointed management employees in an amount not to
exceed the aggregate of approved management positions budgeted at the
control points 1nd1cated in Table I for the fiscal year 1980~81. In
addition. the City Manager is authorize~ up to 1% of the 1980-81
management ~alary and benefit budget to apply toward perfonnance in-
creases for individual managemer.t employees who qualify vnder the
provisions of thf s Management Salary Plan.
For fiscal year 1981-82~ all control points will be increased by 8.5%.
In addition, the City Manager is authorized up to 1% of 1981-82 manage-
ment salary and benefit budget to apply toward perfonnance increases
for individual management employees who qualify under the prov1s1ons
of this Management Salary Plan.
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COMPEMSATION PLAN -MANAGEMENT
Page Three
2. Individual management salaries authorized by the City Manager under
the Management Salary 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 fonn of cash incentive payments based on achievement
of 11bject1ves.
As a result of labor market surveys, the following pay grade reassign-
ments will occur effective with the pay period including July l, 1981.
From To
Class Title Grade Code Grade Code
Supt., WQC 14 12
Sr. Asst. City Attorney 13 12
Supt .• Util. Admin. 18 17
Supt., Elect. Field
Operations 18 17
Asst. City Engineer 15 14
Supv., Elect. Utils. 26 24
Supv., Elect. Sy~tem 28 26
Manager, Loss Control 24 23
Supv., Util. Services 28 27
Supt., Recreation 27 25
Asst. Supt., WQC 24 23
Supv., WQC Operations 29 27
Ut11 ities Accountai'lt/
Budget Ana1yst 27 25
Assistant City Attorney 18 17
3. The City Manager ~s authorized to extablish such administrative rules
as are necessary to implement the Management Salary Plao subject to the
limitations of the approved salary increase budget and the approved
grade and control point structure.
-COMPENSATION PLAN -MANAGEMENT Page Four
4. In the event a d~w11ward adjustment of a position grade assignment
indicates a reduction 1n the established salary of an individual
employee~ t~e City Manager may9 if circumstances warrant, continue
the salary for such employee 1n an amount in excess of the revised
grade limit for a reasonable period of time. Ciuch interim salary
rates shall be defined as "Y-rates".
SECTION II. SPECIAL COMPENSATION
Personnel covered by th1s compensation plan, in addition to the salary set forth
1n Section I abovet may receive special compensation as follows. Eligibility
shall be in confonnance with the Merit Rules and Regulations and Administrative
Directives issued by the Cfty Manager for the purposes of clarification and
interpretation.
A. Anpual Adjustment
Annually, each employee who holds a regular full~time appointment in the
mun;c1pal service on or before July first and continues in such status
through the first ~ay of Pay Period 25 (in December) shall 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 following. Annual adjustments shall be prorated
to reflect appointment ff'OPI January 1 through July of the current year, or
interrupted service during the year.
8. overtime, Workf ng Out of Classification, and In-Ljeu Holiday Pay
Compensation for overtime work, and schP.duled work ti" paid holidays, shall
be in confonnance with the Merit Rules and Regulations and Administrative
Directives. Where management employees~ on a temporary basis, are assigned
to perform all signif1cant duties of a higher classificatfon the City
Manager may authorize payment within the range of the higher classification.
C. Court Appe~ranc~
Sworn Police Personnel appearing in court fo, the People shall be compensated as fol lows:
Per1od .....-....
t. Appearance on sc~duled
day off.
Rate
Time an~ one-half.
Minimum
4 hours
•
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'• ' COMPENSATION PLAN -MANAGEMENT
Page F1ve
2. Any or all court time
during scheduled shift,
or court time is ilTITledf-
ately beginning or
following shift.
3. Appearance on scheduled
work day but not during,
1nmediately before or
imnediately after
scheduled shift.
0. Night Shift Premium
Straight time during
shift, time and one-
half for periods before
or after scheduled
shift.
Time and one-half.
None
2 hours
(2 hour minimum
may not run into
shift time)
Night shift differential shalt be paid at the rate of 5% to regular ful1-
time employees who are regularly scheduled to work between 6:00 p.m. ~nd
8:00 a.m. Night shift premium will not be paid for overtime hours \rtUrked
or to Fire personnel assigned to shift duty.
E. Unifonn Allowance
Fire Perso~nel (shift)
Fire Personnel (non-shift)
Animal Shelter Personnel
Per Pay Perioe!
$4.62
5.77
6.73
F. Unifonn Purchase Plan -Police Personnel
Per Monrh (A~prox.)
$10.00
12,50
14. 58
Unifonns will be provided with replacement provisions on an as-needed
basis 1n confonnance with department policy.
G. Group Insurance
1. Health Pl an
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 cOf!lpensation plan shall be paid by the City. The following options wf 11 exist:
a. Employee and dependent coverage under the existing Kaiser
Health Plan S Contract~ including the Drug Plan III op~ion.
COMPENSATION PLAN -MANAGEMENT
Page Six
b. Employee and dependent coverage under the existing City of
Palo Alto Employees' Self-Insured Health Plan with major
medical maximum of $250,000 and pelvic examination benefit.
The City shall, upon submittal of evidence of payment, reimburse up
to $90 per quarter of medical plan premiums on behalf of management
employees who retire from the City under service or disability
retirements. The retireee 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 plans providing
benefits other than medical and health benefits.
2. Dental Plan
The City shall pay all covered plan charges on behalf of employees
and de~ndents of employees who are eligible for coverage and
enrolled under the existing City dental plan.
3. Basic Life Insurance
The City shall continue the basic life insurance plan as currently
1n effect for the term of this compensation plan.
~. Leng Tenn Disability Insurance
The C1ty shall continu~ the long tenn disability insurance plan
currently f n effect for the tenn of this compensation plan. Employee
coverage is subject tn 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 1n excess thereof. For those employees without eligible
dependents covered under the health plan provisions, the City will
pay up to $8 per month toward long tenn dfsabf lity insurance premt..w1s.
For those employees without eligible depender.ts covered under the
dental plan provisions, the City will pay up to $12 per month toward
long term d1sab111ty insurance premiums.
H. Police Department -Personnel Develop!!!!nt Program
Pursuant to ac:b1n1stratfve rules governing e11gib1lity and qualification
the following may be granted to swom police personnel:
P.O.S.T. Intennediate Certificate:
P.O.S.T. Advanced Certificate:
5% above base salar.v
7Js.% above base salary
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COMPENSATION PLAN .. MANAGEPIENT
Page Seven
I. f1!~age.ent Benefit Program
All City staff ntanagement anployees are eligible for Sections ·1, 2, and
3 of the Management Senef1t Program. C1ty Council Members are elfgible for Section 31 only.
1. Professional Development -Excess Benefit Reimbursement
Re1mbur;ement for authorized self-improvement activities and specified
excess benefit expenses wf 11 be granted up to a maxfnllm of $1000 per
year for each management employee and shall include the following
beneff t items as defined in Policy and Procedures No. 2-7: .
a. Civic and professional association memberships
b. Conference participation and travel expense
c. Educational programs
d. Professional and trade journal subscriptions
e. life and LTD insurance premiums for City-sponsored plans
f. Excess medical/dental expenses for employee and dependents which
are not covered by ex1st1ng City sponsored plans.
g. Doctor-prescribed physical fitness program as indicated under Jb
of thfs section.
2. Professional Development -Sabbatical Leave
Authorized pafd leaves-of ·absence for up to one year wi"il be granted 1n accordance with the following requirements:
a. 5abbat1ca1 leave program shall be beneficial to the employe~1 s job assignment.
b. An aqployee's job assignment activity shall be adequately
covered during his absence with emphasis on the development
of subordinates.
c. The leave-of-absence period wi 11 be adequately coordinated wf th
departmental priorities and workload.
d. Leave-of-absence sabbaticals shOuld be based on internship,
exchanges, and/or loaned executive arrang91ents; scholastic and/
or authorship programs; or educational travel-study plans~
-COMPEMSATIOH PLAN -MANAGEMENT
Page E1ght
J.
K.
L
Leave-of-absence sch&dules will be apportioned among all levels of
management and w111 be based on an evaluation of each employee's
performance record. Each paid sabbatical leave will be lim·ited to
a maximum of one year with not more than two employees being on
leave simultaneously. Sabbatical leaves must be clearf!d 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
ace rdance with Policy ~nd Procedures No. 2-7.
b. In accordance with the recOlll!lendations of the medical doctor
an employee may undertake a prescribed physical fitness program.
Employees part1cfpating 1n this activity will be reimbursed
under the Personal Development Program.
Automobile Expense Allowance
Pet Pal Period Per Month (a~~rox.)
Director of Public Works $108.46 $235.00
CMef of Polfce $108.46 $235.00
Director, Utilities tl08.46 $235.00
City Attorney $108.46 $235.00
parkin3 1n C1vk Center Garage.
The City shali prov1de employees parking privileges in the Civic Center
Garage at no cost to such employees.
Exeense Allowance
Per P~ Period Per Month {a2~rox.)
Mayor $69.23 $150.00
Vice Mayor $46.15 $100.00
City Manager $69.23 $150.00
City Attorney $46.15 $100.00
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CITY Of gALO AllC (lj!"!PfN'i.ATIO~ Pll"' TABLE l Page 1
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CITY OF PALO ALTO COMPENSATION PLAN
Council-Appointed and Elected Officers
CLASS CODE TITLE
001 City Councilperson
002 City Manager
003 City Attorney
004 City Controller
005 Cf ty Cletk
MONTHLY
SALARY
$ 25C.OO
400.00 •
$4750.00
$4166.67
$J250o00
$2708.34
TABLE I
Tage tTve
... .. ..
EFFECTIVE DATE
J;.me 25, 1973
Pay Period including July 1. 1980
Pay Period including July 1, 1980
Pay Period fnc~!Jdfng July 1, 1980
Pay Period including July 1, lo
* Effective for Council ••bers elected 1n November 1981 and seated at the first Council 1Aeetin9 in 1982.