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HomeMy WebLinkAbout1998-03-16 City Council (37)TO: City of Palo Alto City Manager’s Report HONORABLE CITY COUNCIL 15 FROM: DATE: SUBJECT: CITY MANAGER March 16, 1998 CMR:149:98 ¯ APPROVAL OF INTERIM APPOINTMENT, DIRECTOR OF PLANNING AND COMMUNITY ENVIRONMENT; RESOLUTION AMENDING THE COMPENSATION PLAN FOR HOURLY PERSONNEL; RESOLUTION AMENDING THE COMPENSATION PLAN FOR MANAGEMENT AND CONFIDENTIAL PERSONNEL AND COUNCIL APPOINTED OFFICERS; AND BUDGET AMENDMENT ORDINANCE AMENDING THE TABLE OF ORGANIZATION TO ADD THE POSITION OF DEPUTY CITY MANAGER, SPECIAL PROJECTS AND INCREASING THE SALARY APPROPRIATION IN THE CITY MANAGER’S OFFICE BY $49,500. ~COMMENDATION Staff recommends that the Council approve: ¯The interim appointment of Anne Moore as Director of Planning and Community Environment. The attached Ordinance amending the budget for the fiscal year 1997-98 to provide an additional appropriation for salaries and benefits in the amount of $49,500 and to amend the Table of Organizati0n to add the position of Deputy City Manager, Special Projects. The attached Resolution Amending the Compensation Plan for Hourly Personnel, Adopted by Resolution No. 7714 to Provide Special Compensation for the Interim Director of Planning and Community Environment. The attached Resolution Amending the Compensation Plan for Management and Confidential Personnel and Council Appointed Officers to add the position of Deputy City Manager, Special Projects. CMR:149:98 Page I of 3 BACKGROUND On February 17, Director of Planning and Community Environment, Ken Schreiber accepted an assignment to devote the major portion of his time to the management of complex and comprehensive planning projects among which are the infrastruc .ture improvements in the Sand Hill Corridor. In this assignment, he will transition out of his current responsibilities. To accommodate this transition, I am requesting Council authorization for adding the position of Deputy City Manager, Special Projects in the City Manager’s Office. To replace Ken, I am appointing, on an interim basis, subject to your approval, Anne Moore as Director of Planning and Community Environment. Anne is very well-qualified for this assignment, having almost 25 years of experience in public and private sector planning. Her areas of expertiseinclude-comprehensive community planning, _development and environmental review, entitlement processing and public information and participation. She was Planning Director for the City of San Rafael from 1980 to 1988. While in San Rafael, Anne managed an update of the city general plan in addition to many major projects. As a private sector planner, she has managed projects in Santa Barbara and Sutter Counties, and throughout the Bay Area. Anne is familiar with the City 0fPalo Alto. As the founder and owner of Moore Consulting Service she has worked under contract on various projects for the City since 1992. I expect this interim assignment to continue at least until September, pending the recruitment of a permanent Director. Anne will be working about 36 hours per week. Because she lives in Marin County, the City will provide for overnight living accommodations in the Palo Alto area as part of her compensation package. RESOURCE IMPACT The attached BAO increases the.Table of Organization in the City Manager’s Office by adding the position of Deputy City Manager, Special Projects, and increases the budget for salaries in the City Manager’s Office by $49,500. The Hourly Compensation Plan amendment authorizes payment as compensation not to exceed $2,500 per month for overnight living accommodations.on behalf of the interim Director of Planning and Community Environment. This is a one-time authorization, limited to this specific position. The salary savings in the Planning Department realized by moving Ken Schreiber to the City ~Manager’s Office will be sufficient to fund the compensation package for Anne Moore for the remainder of the fiscal year. CMR: 149:98 Page 2 of 3 POLICY IMPLICATIONS The provision of overnight living accommodations as compensation for this interim position is a,change in policy which is limited to this specific instance. ENVIRONMENTAL REVIEW This action does not require an environmental review. ATTACHMENTS Resolution Amending the Compensation Plan for Hourly Personnel Resolution Amending the Commpensation Plan for Management and Confidential Personnel Budget Amendment Ordinance g ity Manager CMR: 149:98 Page 3 of 3 ORDINANCE NO. ORDINANCE OF THE COUNCIL OF THE CITY OF PALO ALTO AMENDING THE BUDGET FOR ~THE FISCAL YEAR 1997-98 TO PROVIDE AN ADDITIONAL APPROPRIATION FOR SALARIES AND BENEFITS IN THE AMOUNT OF $49,500 AND TO AMEND THE TABLE OF ORGANIZATION TO ADD THE POSITION OF DEPUTY CITY MANAGER-SPECIAL PROJECTS WHEREAS, pursuant to the provisions of Section 12 of Article III of the Charter of the City of Palo Alto, the Council on June 23, 1997 did adopt a budget for fiscal year.1997-98; and WHEREAS, there are increasing numbers of planning related complex special projects within the City of Palo Alto; and WHEREAS, the addition of a Deputy City Manager-Special Projects position is required to assume responsibility for the management and supervision of these projects; and WHEREAS, City Council authorization is needed to amend the 1997-98 budget and the 1997-98 Table of Organization as hereinafter set forth. NOW, THEREFORE, the Council of the City of Palo Alto does ORDAIN as follows: SECTION I. The sum of Forty Nine Thousand Five Hundred~Dollars ($49,500)is hereby appropriated in the City Management Functional Area in the City Manager’s Office and the Budget Stabilization Reserve is correspondingly reduced. SECTION 2. This transaction will reduce the Stabilization Reserve from $17,373,351 to $17,323,851. Budget SECTION 3. The attached Table of Organization as amended to reflect changes shown in Exhibit A is hereby approved. SECTION 4. As specified i~ Section 2.28.080(b) of the Palo Alto Municipal Code, a majority vote of the City Council is required to adopt this ordinance. SECTION 5. The Council of the City of Palo Alto hereby finds that the enactment of this ordinance is not a project under the California Environmental Quality Act and, therefore, no environmental impact assessment is necessary. .SECTION 6. As provided in Section 2.04.350 of the Palo Alto Municipal Code, this ordinance shall become effective upon adoption. INTRODUCED AND PASSED: AYES: NOES: ABSTENTIONS: ABSENT: ATTEST:APPROVED: City Clerk Mayor APPROVED AS TO FORM:City Manager Senior Asst. City Attorney Acting Director, Administrative Services Department Director of Human Resources RESOLUTION NO. RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO AMENDING THE COMPENSATION PLAN~ FOR HOURLY PERSONNEL ADOPTED BY RESOLUTION NO. 7714 TO PROVIDE SPECIAL COMPENSATION FOR THE INTERIM DIRECTOR OF PLANNING AND COMMUNITY ENVIRONMENT The Council of the City of Palo Alto does RESOLVE as follows: SECTION I. Pursuant to the provisions of Section 12 of Article II of the Charter of the City of Palo Alto, the salaries and benefits of hourly Personnel adopted pursuant to Resolution No. 7714 are hereby amended, as shown on Exhibit "A", a copy of which exhibit is attached hereto and incorporated herein by reference, to provide special compensation for the Interim Director of Planning and~Community Environment. ~LQ~__~. The Hourly Compensation Plan, adopted by Resolution No. 7714 is hereby as set forth in Section i. SECTION.. 3. The Director of Administrative Services is authorized to implement the amended benefits as set forth in Section i. // // // // // // // // // // // 980306 lac 0031943 ~LIQ]i_-~. The Council finds that this is not a project under the California Environmental Quality Act and, therefore, no environmental impact-assessment is necessary. INTRODUCED AND PASSED: AYES: NOES: ABSENT: ABSTENTIONS: ATTEST:APPROVED: City ~lerk Mayor APPROVED AS TO FORM:City Manager Senior Asst. City Attorney Acting Director of ~ Administrative Services Director of Human Resources 980306 lac 0031943 EXHIBI’T "A" CITY OF PALO ALTO COMPENSATION PLAN, Hourly Employees Effective:Pay period including July 1, through June 30, 1998 Amended: March 16, 1998 1997 COMPENSATION PLAN FOR THE CITY OF PALO ALTO Hourly Employees SECTION I. DEFINITIONS Hourly Employee: An employee working full time or part time on a temporary basis, or an employee working a limited number of hours on an ongoing basis. SECTION II. SALARY AND CLASSIFICATIONS It is the intent of the City of Palo Alto to compensate hourly employees at a rate of pay similar to that of regular employees performing like work.~ Hourly employees are to be hired within the classification framework, as presented in the attached pay plan, that is closest to..a corresponding regular classification in both level of work performed and rate of pay. Should. an hourly employee be required to take on added duties above the level of those originally required when first hired, the employee is to be reclassified into a new classification and pay rate which most adequately corresponds to the new duties. Conversely, if the employee is required to perform at a substantially lower level, the employee is to be reclassified into a corresponding lower level classification at a lower level of pay. SECTION II1. SPECIAL COMPENSATION A.Holiday Pay Hourly employees are eligible to receive 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 Hourly employees are not eligible for any paid leaves. C.Overtime Pay Unless designated by the Director of Human Resources as exempt from the provisions of the Fair Labor Standards Act, hourly employees are eligible for overtime premium pay at time and one-half when required to work more than a standard 40 hour week (for example: 8 hours/five day week; 9 hours/four and one-ha’If day week or other pre-determined and pre-approved work schedule) or on an official City holiday. The City Council may from time to time grant additional special compensation to an individual employee as reflected in the attached Exhibit "A", which is made a part of this plan. SECTION IV. TERM OF EMPLOYMENT The employment term for all hourly employees shall be limited to less than 1000 hours during any fiscal year. SECTION V. REVIEW AND SALARY INCREASES A.Performance Reviews Hourly 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. Continued improvement and efficient and effective service will warrant a salary step increase. Recreation Leaders will be eligible for consideration for a pay increase upon completion of a minimum of 300 hours of work and a satisfactory performance evaluation completed by the employee’s superv!sor. Subsequent salary reviews are generally conducted annually; salary increases are not granted automatically and will depend upon demonstrated satisfactory job performance. Starting Salary and Increment Approval. All starting levels and increments must be approved by the Director of Recreation and Open Space. Salary Increases The salary increase is based upon a review and evaluation of the employee’s job performance. The employee must receive at least a satisfactory rating in order to be considered for a salary increase. - The maximum number of salary increases an hourly employee may receive in any one twelve-month wo[king period is limited to two (2), regardless of total number of hours accumulated. Exceptional Leadership Ability and Job Performance Upon written justification and departmental and Human Resources Department approval, an individual who demonstrates EXCEPTIONAL leadership ability and job performance may be given a merit raise I~efore meeting time requirements, if he/she displays outstanding job performance. Do Employment Records 1.Employment records for hourly employees are audited annually on or about January first; those who have not worked during the preceding calendar year are considered as terminated. HOURLY CLASSIFICATION DEFINITIONS - ADMINISTRATIVE, PROFESSIONAL AND MANAGERIAL Management Specialist: Professional I: May perform work associated or equal in complexity with responsible City managerial or staff positions. Compensation to be determined according to tasks assigned and qualifications required. Performs work at the level normally associated with that of consultants, instructors, and research personnel where a specialized skill or expert knowledge is required. Professional I1:Performs work in an assignment requiring 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 Professional i classification. Administrative Asst I:Performs analytical studies or undertakes a variety of projects whereby previous work experience is required. Normally requires a college educatio~ and experience in the field for which the individual is to be utilized. Administrative Asst I1"Performs work in an assignment normally associated with that of a college stqdent or graduate with a minimum of work experiences; generally an entry level position. Coordinator Aide:Performs work in support of program or facility operations. Entry level or training position with no previous experience required. CLERICAL Clerk I:Performs general office work which includes tasks that require use of independent judgment. May coordinate activities, work with public, write and type basic reports. Requires experience in administrative/clerical areas. Clerk I1: Library Page: Performs office work of a routine nature. greet the public, answer telephones. experience. May type from drafts, file, Requires little prior office Under supervision, shelves books and performs other related library duties of a simple nature. Requires no previous experience. (Usually high school students.) M&INTENANCE AND CRAFTS Skilled Laborer: Laborer I: Laborer I1: Laborer III: TECHNICAL Technician I" Technician I1: Technical Asst I: Technical Asst I1: Performs maintenance tasks that usually require use of automated and/or technical equipment. Requires prior training and experience in area assigned and valid California 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 California driver’s, license. Performs routine maintenance utilizing hand tools. Requires the physical ability to perform 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(s) to gain skill. Requires some prior experience. Includes such work as performed by advanced draftspersons and apprentice electricians. Classification may also be used for individuals involved in conducting surveys, opinion polls, and other data collection assignments where analysis of data may be required. Performs less advanced technical work than that of the Technician I class. Normally requires some specialized skills such as drafting, electronics, building maintenance, crafts, etc. Performs entry level technical skills requiring the ability to master the use of specialized tools and techniques. A trainee position to gain experience and exposure in the technical function normally associated with Social Services and the Arts. RECREATION Recreation Leaders ¯ Recreation Trainee: ¯ Recreation Leader I: ¯Recreation Leader I1: ¯Recreation Le~der Ii1: A.quatics Specia!ist ¯ Lifeguard: Individuals involved in a department training program. Individuals with less than 500 hours of recreation leadership experience. Individuals with more than 500 hours of leadership experience¯ Individuals with 1000 hours leadership experience who organize andlor instruct class-type programs. Individuals with up to two years of experience supervising swimming activities¯ " ¯Water Safety Instructor ¯ Assistant Pool ¯ Pool Manager DEFINITIONS: Individuals with more than two years of experience supervising swimming activities¯ Individuals who assist in developing and organizing. Manager swimming programs. Individuals who plan and coordinate swimming programs. Leadership: Non-Leadership: Defined as work experience in a paid or voluntary capacity, in wkiich. an individual is directly responsible for planning, organizing, teaching, leading, or conducting recreational activities in a face-to- face relationship. Defined as facility attendant (i¯e., parks, fields, gyms), facility .maintenance, office work, cashier (exception, Rinconada Pool). POLICE RESERVES ¯ Police Reserve I: ¯ Police Reserve I1: Reserve officer who has received requisite level of training to operate in a solo capacity. Reserve officer who must be accompanied by a regular sworn officer or a Police Reserve I in performance of duties. EXHIBIT A ¯ Effective for the period of appointment of Anne Moore as Interim Director of Planning and Community Environment, she will be provided with or reimbursed for overnight accommodations in or near Palo Alto. The cost of such accommodations for whichthe City shall pay shall not’exceed $2,500 per month. RESOLUTION NO. RESOLUTION OF THE COUNCIL’OFTHE CITY OF PALO ALTO AMENDING THE COMPENSATION PLAN FOR MANAGEMENT AND CONFIDENTIAL PERSONNEL AND COUNCIL APPOINTED OFFICERS ADOPTED BY RESOLUTION NO. 7713 AND AMENDED BY RESOLUTION NOS. 7729 AND 7744 TO ADD THE POSITION OF DEPUTY CITY MANAGER, SPECIAL PROJECTS The Council of the City of Palo Alto does RESOLVE as follows: ~T]~I~[_I. Pursuant to the provisions of Section 12 of Article II of the Charter of the City of Palo Alto, the salaries and benefits of the Management and Confidential Personnel and Council Appointed Officers, adopted pursuant to Resolution No. 7713 and amended by Resolution Nos. 7729 and 7744 are hereby amended,~by amending Exhibit "A", (the list of management positions with salary control point), a copy of which exhibit is attached hereto and incorporated herein by reference, to add the position of Deputy. City Manager, Special Projects. ~. The Management Compensation Plan, adopted by Resolution No. 7713 and amended by Resolution Nos. 7729 and 7744 is hereby amended tO include said position as Set forth in Section I. ~LT!~__~. The Director of Administrative Services is authorized to implement the amended benefits as set forth in Section i. II II II II II II II II 980309 lac 0031945 ~E/ITI.Q~. The Council finds that this is not a project under the California Environmental Quality Act and, therefore, no environmental impact assessment is necessary. INTRODUCED AND PASSED: AYES: NOES: ABSENT: ABSTENTIONS: ATTEST:APPROVED: City Clerk Mayor APPROVED AS TO FORM:City Manager Senior Asst. City Attorney Acting~Director of Administrative Services Director of Human Resources.- 980309 lac 0031945 EXHIBI~ "A" CITY OF PALO ALTO COMPENSATION PLAN Management and Confidential Personnel And Council Appointees Effective:Pay period including July 1, 1997 through June 30, 1998 - Amended 1-1-98 Amended 3-16-98 z zO z z 0 Z o hl Z 0 Z ~-- .J Z hi 0 X-J ~ O (D [o --~ (D ~ N (3 N Z o o Z Z ’,’ Z