HomeMy WebLinkAboutStaff Report 5127City of Palo Alto (ID # 5127)
City Council Staff Report
Report Type: Action Items Meeting Date: 12/8/2014
City of Palo Alto Page 1
Summary Title: Management & Professional Compensation Plan
Title: Adoption of a Resolution Adopting the 2014 -2016 Management &
Professional Compensation Plan and a Budget Amendment Ordinance
Amending the Table of Organization
From: City Manager
Lead Depart ment: Human Resources
Recommended Motion
I move that Council adopt the attached resolution adopting the Compensation Plan for
Management and Professional Personnel and Council Appointees effective July 1, 2014 through
June 30, 2016(the “Plan”), to: 1) make adjustments to certain under-market salary ranges for
market competitiveness; 2) approve a 2% general salary increase effective the pay period
including July 1, 2014; 3) approve a 2.5% general salary increase effective the pay period
including July 1, 2015; 4) implement flat rate employer contributions to medical premiums;
and 5) make additional changes as outlined in the attached Management & Professional
Compensation Plan attached as Exhibit 1. I further move that Council adopt the attached
ordinance making related amendments to the Table of Organization .
Recommendation
In keeping with previous Council decisions for SEIU, it is recommended that Council adopt the
attached resolution Adopting the Compensation Plan for Management and Professional
Personnel and Council Appointees effective July 1, 2014 through June 30, 2016, to: 1) make
adjustments to certain under-market salary ranges for market competitiveness, 2) to grant a 2%
general salary increase effective the pay period including July 1, 2014; 3) approve a 2.5%
general salary increase effective the pay period including July 1, 2015; 4) implement flat rate
employer contributions to medical premiums; and 5) make additional changes as outlined in
the attached Management & Professional Compensation Plan attached as Exhibit 1. It is
further recommended that Council adopt the attached ordinance making related amendments
to the Table of Organization.
Summary
The Management & Professional employee group includes approximately 211 full-time
equivalent employees who serve critical roles managing City services, programs, and finances.
# 15
City of Palo Alto Page 2
The Management & Professional group does not include police, fire, or utility managers, as they
are represented classifications, but it does include the Public Safety Directo r/Chief of Police,
Assistant Chief of Police, Fire Chief, Deputy Fire Chiefs, and Director of Utilities. Recruitment
and retention of managers and professionals is key to reaching the City’s goals of providing
innovative, effective, high quality work. Off ering a competitive compensation plan that brings
current salary ranges and benefits within 5% of the market median is necessary to recruit and
retain talent. The FY 2015 Plan recommends a 2% salary increase for all employees, effective
July 1, 2014, coupled with moving to a flat rate medical contribution effective January 1, 2015
that will save money for the City well into the future, and a 2.5% salary increase for all
employees, effective July 1, 2015. The Plan also proposes that the City move 19 under-market
classifications within 5% of market median as identified by the 2014 total compensation market
study.
Background
City Council last amended the Plan on June 24, 2013 (ID#3011), which implemented a salary
study based on 2011-2012 market data. The City Manager requested that staff update the
market comparison in 2014, again based on total compensation, as the comparison data was by
then two to three years old. Elements of total compensation include: base salary, health,
dental and vision insurance, PERS retirement, retiree medical, leave, and other benefits.
A new study was conducted by consultant Segal Waters, commencing February 2014. This
study used the same 14 benchmark agencies that reflect Palo Alto’s geographic labor market,
comparable agency size and scope of services, including utilities. Benchmark agencies are
below:
Alameda Anaheim Berkeley
Burbank Fremont Hayward
Long Beach Mountain View Redwood City
Roseville San Jose San Mateo
Santa Clara Sunnyvale
Overall the study confirmed that, while total compensation for the Management & Professional
group remains competitive, some of the City’s base salaries are lower than the comparator
market. Insurances and retiree medical benefits, when added to base salaries, bring overall
total compensation to the market median. Compensation is considered “competitive” when
salaries are between plus or minus five percent of the market median. Considering total
compensation, 19 positions – approximately 10% of management positions - are either under
market or need to be internally realigned, so the Plan recommends they be brought to within
5% of market median as indicated on the attached salary schedule.
Discussion
This year the Plan recommends pay adjustments and Health Care funding changes consisten t
with those provided to SEIU employees in their contract approved in March 2014:
City of Palo Alto Page 3
Salary increase – all management & professional classifications will receive a two
percent (2%) increase effective the pay period including July 1, 2014 in consideration of
the medical plan changes described below.
Salary increase – all management & professional classifications will receive a two and
one-half percent (2.5%) increase effective the pay period including July 1, 2015
Effective January 1, 2015, the maximum City contribution toward medical premiums for
the Active Employee Health Plan for eligible full time employees will change to a flat
rate as opposed to a percentage contribution. This is the same flat rate plan the City
implemented for Service Employees International Union (SEIU) employees). The City will
contribute up to the following maximum: Employee only $708.00
Employee plus one $1,415.00
Family $1,840.00
In January 2016, the medical flat rate employer contribution will be the same dollar
amount as the SEIU future negotiated benefit
Coverage for Domestic Partners – the stipend will be reduced to a flat rate of $245 per
month (Same as for SEIU employees).
Dental and vision benefits will change as the City will eliminate dual coverage for
married City employees or those with a domestic partner
Alternate Medical Benefit Program benefits will change for married City employees, or
those with a domestic partner eliminating eligibility for waiver.
Total Compensation Market Study Adjustments – Nineteen positions will receive a salary
range adjustment based on market findings to within 5% of market median.
At-Will Position listing will be updated to include Chief Sustainability Officer; Manager,
Community Services Senior Program; Senior Human Resources Administrator; Manager,
Planning; Chief Building Official; and, Manager, Fleet.
Other minor changes in the Plan have been made in order to clarify existing benefits,
policies or processes, such as performance evaluation ratings tied to metrics, working
above classification pay, use of accrued leave during leave of absence, and retirement
pension clarification.
If adopted by Council, the staff will implement the new salary structure in accordance with the
attached salary schedule in two parts: First, effective with the pay period including July 1, 2014,
by adjusting the mid-point and range of all classifications in the Management and Professional
group to bring the mid-point of the range to the market median, to apply the 2% general wage
City of Palo Alto Page 4
increase which also adjusts the mid-point and range of all classifications; second, the 2.5%
general wage increase will be applied effective with the pay p eriod including July 1, 2015.
Finally, the total compensation market study led Staff to analyze whether certain classifications
should be amended or added to the City’s Table of Organization to better reflect the City’s
needs and trends in comparator agencies. These changes, along with other changes resulting
from a periodic review of the City’s classification system are reflected in the attached ordinance
amending the Table of Organization.
Resource Impact
The incremental cost of the recommended salary and benefits adjustments (over current costs
for the existing Plan) over the two year term is approximately $2.5 million. This represents
approximately 6.2% of budgeted total compensation (salary and benefits) for the Plan. The total
cumulative cost over the two year term of the agreement is approximately $3.7 million.
Approximately 68% of these costs are attributable to the General Fund.
The Fiscal Year 2015 Adopted Budget includes funding for the recommended 2% salary
increase, merit increases, and market adjustments effective July 1, 2014. The recommended
2.5% increase effective July 1, 2015 will be incorporated in the Fiscal Year 2015 Proposed
Budget.
Attachments:
Attachment A: Resolution Adopting the 2014-2016 Management and Professional Plan
(PDF)
Attachment B: Ordinance Amending the Table of Organization (PDF)
Attachment C: Redline Version of Management Comp Plan 12-3-14 (DOCX)
Attachment D: Redline Version of Salary Schedule (PDF)
NOT YET APPROVED
Resolution No.
Resolution of the Council of the City of Palo Alto Adopting the 2014-
2016 Compensation Plan for Management and Professional Personnel
The Council of the City of Palo Alto RESOLVES as follows:
SECTION 1. Pursuant to the provisions of Section 12 of Article III of the
Charter of the City of Palo Alto, the 2011-2014 Compensation Plan for Management and
Professional Personnel is repealed in its entirety and the 2014-2016 Compensation Plan for
Management and Professional Personnel is hereby adopted as set forth in Exhibit "1", attached
hereto and incorporated herein by reference, effective with the pay period including July 1,
2014.
SECTION 2. The Director of Administrative Services is authorized to
implement the amended Compensation Plan as set forth in Section 1.
SECTION 3. 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:
City Clerk Mayor
APPROVED AS TO FORM: APPROVED:
City Attorney City Manager
Director of Administrative Services
Chief People Officer
141204 sh 0140127
1
NOT YET APPROVED
EXHIBIT 1
141204 sh 0140127
CITY OF PALO ALTO
COMPENSATION PLAN
Management and Professional Personnel
And Council Appointees
Effective July 1, 2014 through June 30, 2016,
except where specifically noted.
COMPENSATION PLAN FOR THE CITY OF PALO ALTO
Management and Professional Personnel
As used in this Plan, the term "Management and Professional" refers to all employees, including
Confidential employees, previously classified as "Management and Confidential" by the City. This
group will hereafter be identified as "Management and Professional" personnel.
SECTION I. COMPENSATION
This section applies to all management and professional employees and does not include Council
Members or Council -appointed officers. Each Council -appointed officer shall be the responsible
decision -maker under this Plan for those employees in departments under his/her control.
A. MANAGEMENT AND PROFESSIONAL COMPENSATION POLICY
The City's policy for management and professional compensation is to establish and maintain a
general structure based on marketplace norms and internal job alignment with broad
compensation grades and ranges. Structures and ranges will be reviewed and updated as
necessary based on marketplace survey data, internal relationships, and City financial
conditions.
Individual compensation adjustments will be considered by the Council -appointed officer
based on (1) performance factors including achievement of predetermined objectives; (2) pay
structure adjustments; and (3) City financial conditions.
B. BASIC PLAN ELEMENTS
1. Structure. The compensation plan includes separate multi -grade structures for both
management and professional employees. Each grade will have a salary range with a mid -point
which is 20% above the minimum, and 20% below the maximum of the range. All management
and professional positions will be assigned an appropriate pay grade based on salary survey
data and internal relationships. Actual salary within the range is determined by experience and
performance.
Competitive marketplace studies will be conducted as needed by surveying a maximum of 14
organizations similar to Palo Alto in number of employees, funding mechanisms, population
and services provided. These studies will focus on total compensation for management
positions such as first line supervisors, administrative, confidential, professional and top
management. Periodically, studies will include position -by -position comparisons using market
research and internal equity data. The results of these studies may indicate that the entire
pay grade structure be adjusted, that individual positions be reassigned to different pay
grades, or that no change takes place. Such adjustments will only affect the salary
administration framework. No individual salaries will be automatically changed because of
structural adjustments.
1
A department director may request that HR reevaluate a job or jobs in his or her department
based on significant and permanent changes in job content. In doing so the director will
supply needed information and will provide a position description questionnaire as requested.
The Chief People Officer will respond to such requests within his or her discretion.
2. Compensation Adjustment Authorization. In consultation with feedback received from the
Management and Professional Compensation Committee, the City Manager may propose as
part of the budget process for Council approval of a compensation adjustment based on (1)
competitive market data, (2) changes in internal position relationships, (3) the City's ability to
pay, and (4) a recommendation received from the Chief People Officer. Effective the first pay
period following Council adoption of this plan all classifications will receive a two percent (2%)
salary increase in consideration of the medical changes described in section H., retroactive to
the pay period including July 1, 2014. Effective the pay period including July 1, 2015, all
classifications will receive a two and one-half percent (2.5%) salary increase.
a) Base Compensation. Compensation for management and professional employees
includes bi-weekly base salary and is paid on a continuing basis. On a fiscal year basis,
the bi-weekly base salary must fall within pay grade limits of no less than 20% below
the mid -point and no more than 20% above the mid -point.
Base salary increases are earned and authorized in accordance with administrative
guidelines based upon growth within the position and performance, which must meet
or exceed position standards defined through the performance planning and appraisal
process described in subsection b below, the salary structure and the City's ability to
pay.
Management/professional employees who have received an overall rating of "Meets",
"Higher" or "Exceeds" expectations on their annual review and who have not been on a
performance improvement plan during the preceding fiscal year will be eligible for an
adjustment to base compensation. Nothing herein shall preclude an employee's
manager from awarding a mid -point adjustment increase to an employee on a
performance plan at a later date should employee's performance improve.
b) Performance Planning and Appraisal. Performance appraisals will be conducted at the
end of each fiscal year during the months of July through September 30 each year prior
to determining individual employee fixed compensation. This process includes both
review of previous performance plan and preparation of the performance plan for the
next planning period (usually the fiscal year). Performance plans are jointly prepared by
the employee and supervisor with the concurrence of the department head or Council -
appointed officer. The performance plans shall contain measurable objectives which
place special emphasis on position description duties or specific assignments. Progress
toward meeting objectives shall be monitored periodically. The performance appraisals
should be implemented in a manner that will achieve the following objectives:
2
• Define the employee's job duties and expected level of performance for the next
review period to ensure that both the employee and supervisor have a clear
understanding of the employee's role and responsibilities;
• Evaluate and document past performance to serve as a basis for establishing and
obtaining future performance standards/objectives;
• Facilitate two-way communication and understanding between the employee and
his or her supervisor;
• Counsel and encourage employees to work toward a learning development plan
and realize their full potential;
• Establish future work plan objectives.
Work plans should include job related projects or special goals related to regular job
duties when applicable. At the conclusion of the fiscal year (or review period),
supervisors shall make a final determination of the overall performance rating.
Recommendations shall be forwarded to department heads and to the Chief People
Officer or appropriate Council appointed officer who will then determine individual
fixed adjustments according to the provisions of the compensation plan. Each
department will ensure that metrics tie to the performance appraisal. The
performance planning and appraisal process should be completed by September 30.
C. MANAGEMENT AND PROFESSIONAL COMPENSATION ADJUSTMENT AUTHORIZATION
1. Council -appointed officers are authorized to pay salaries in accordance with this plan to
non -Council -appointed management and professional employees in an amount not to
exceed the aggregate of approved management and professional positions in the Table of
Organization for the applicable fiscal year.
2. Individual management and professional compensation authorized by a Council -appointed
officer under the Management and Professional Compensation Plan may not be less than
20% below nor more than 20% above the mid -point for the individual position grades
authorized in Salary Schedule attached.
3. The Council -appointed officers are authorized to establish such administrative rules as are
necessary to implement the •Management and Professional Salary Plan subject to the
limitations of the approved compensation adjustment authorization and the approved
grade and mid -point structure.
4. Notwithstanding any other provision of this Compensation Plan, in the event a downward
adjustment of a position grade assignment indicates a reduction in the established salary of
an individual employee, the Council -appointed officer may, if circumstances warrant,
continue the salary for such employee in an amount in excess of the revised grade limit for
a reasonable period of time. Such interim salary rates shall be defined as "Y -rates."
Employees in "Y -rated" positions shall not be eligible for any increase to base salary unless
and until the amount of the "Y -rated" salary is equal to or less than the published pay
3
rates. Employees assigned to work above class duties shall not be eligible for "Y -rated" pay
on conclusion of a work above class assignment.
SECTION II. SPECIAL COMPENSATION
This section applies to all eligible regular management and professional positions including Council
Appointed Officers as applicable and including Council Members where indicated. 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. OVERTIME
Compensation for overtime work shall be in conformance with the Merit Rules and Regulations
and Policies and Procedures.
B. IN LIEU HOLIDAY PAY
Employees who work a schedule where a regular day off falls on a holiday will be paid for the
hours they would have normally worked on that day. If the holiday falls on a non -workday for
an exempt employee, the employee may, with supervisory approval, take another day off
within the pay period or the following pay period.
C. WORKING ABOVE CLASSIFICATION PAY
Where management and professional employees, on a temporary basis, are assigned to
perform all significant duties of a higher classification for a period of one month or more, the
City Manager may authorize payment within the range of the higher classification for the
specified time frame. Working above classification will not exceed six months, unless renewed
at the discretion of the City Manager. On expiration of that timeframe, working above
classification pay will cease and the employee will return to his or her former pay level.
Working above classification pay is not to exceed 10% more than the employee's current
salary and shall be documented on a Personnel Action Form, with a description of the
additional duties in the higher classification to be performed and an end date.
D. STAND-BY PAY
Employees eligible for overtime may be entitled to stand-by pay, approved by the City
Manager on a case by case basis, in extreme circumstances involving unavailability of non-
management staff. Compensation is as follows:
Monday through Friday $40 per day
Saturday, Sunday, Holidays $58 per day
4
E. CALL OUT PAY
Effective pay period beginning February 26, 2011, Exempt management and professional
classifications will be compensated for Call Out as outlined below with Management approval
(and will not be eligible for overtime pay). Call Out applies when: (1) an employee previously
left City premises, (2) is called back to the work location outside of regularly scheduled working
hours, and (3) the Call Back is for an emergency arising out of situations involving real or
potential loss of service, property or personal danger. Employees called back will be expected
to respond directly to the location of the problem.
Compensation is per Call Out as reported on timecard and will be paid as follows:
Monday through Friday: $140 per day
Saturday and Sunday: $200 per day
F. NIGHT SHIFT PREMIUM
Night shift differential shall be paid at the rate of five percent (5%) to regular full-time
employees who are regularly assigned to shift work between 6:00 p.m. and 8:00 a.m., or to
employees who are temporarily assigned to work a full shift between 6:00 p.m. and 8:00 a.m.
G. UNIFORM PURCHASE PLAN - SWORN POLICE, FIRE PERSONNEL, and OPEN SPACE PERSONNEL
Uniforms, including cleaning, will be provided with replacement provisions on an as -needed
basis in conformance with department policy.
H. GROUP INSURANCE
1. Effective Date of Coverage for New Employees
For newly -hired regular employees coverage begins on the first day of the month following
date of hire for the health plan, dental plan, vision care plan, long term disability and life
insurance plans if these benefits are elected.
2. Active Employee Health Plan
a) For health coverage in calendar year 2014, based on an employee's family status,
participating employees will contribute 10% of the premium cost for the employee -
selected plan and the City shall pay up to 90% of the monthly medical premium for the
second most expensive plan among the existing array of plans available during the term
of this compensation plan on behalf of eligible employees (including Council Appointed
Officers and Council Members) and dependents, except that the total maximum City
contribution shall not exceed 90% of the second highest plan. Eligible dependents,
under current law, include spouses, children under the age of 26 and never married
5
(natural, adopted, or stepchildren), economically dependent children, and domestic
partners registered with the Secretary of State.
b) Health coverage beginning January 1, 2015. Beginning January 1, 2015 the maximum
City contribution towards medical premiums for eligible full time employees per
employee category shall be up to a maximum of the following for any plan:
Medical
PEMHCA
Additional City
Up to a Total
Premium
contribution*
Contribution
Maximum
Category
2015
City
Contribution
Effective
January 1, 2015
Employee
$122.00
$586.00
$708.00
only
Employee
$122.00
$1293.00
$1415.00
plus one
Employee
$122.00
$1718.00
$1840.00
Family
*The PEMHCA minimum changes per statutory determination. Any increases to the
PEMHCA minimum during the term of this plan will result in a corresponding decrease
to the amount of the additional City contribution, so that the total maximum City
contribution never exceeds the amount listed in the "Total Maximum City
Contribution" columns above.
c) For health coverage beginning January 1, 2016, the City's contribution to medical
premiums will be the same contribution that the City makes for employees in the unit
represented by SEIU.
d) The City's total maximum contribution towards medical premiums for eligible part time
employees shall be prorated based on the number of hours per week the part-time
employee is assigned to work.
e) City medical premium contributions will be prorated for part-time employees based on
the number of hours per week the part-time employee is assigned to work.
f) Coverage For Domestic Partners
1) Domestic Partnership Registered with the California Secretary of State: Employees
may add their domestic partner as a dependent to their elected health plan
coverage if the domestic partnership is registered with the Secretary of State and
will be eligible for the Alternative Medical Benefit Program in paragraph 3 below.
6
2) Domestic Partnership Not Registered with the California Secretary of State:
Domestic partners who meet the requirements of the City of Palo Alto Declaration
of Domestic Partnership, and are registered with the People Strategy and
Operations Department, will be eligible for a stipend of two hundred and eighty
four dollars ($284.00) per month toward the cost of an individual health plan.
Evidence of premium payment will be required with request for reimbursement.
3. Alternative Medical Benefit Program
If a regular employee and/or the employee's dependent(s) are eligible for and elect to
receive medical insurance through another non -City of Palo Alto employer -sponsored or
association medical plan, the employee may choose to waive his/her right to the City of
Palo Alto's medical insurance and receive cash payments in the amount of $284.00.
Examples of waivers eligible for this payment are:
• Employee waives all applicable City medical coverage; or
• Employee is eligible to enroll his or her spouse or register his or her domestic partner
with the California Secretary of State and waives medical coverage for the spouse or
domestic partner; or
• Employee has additional eligible dependents and waives family -level medical coverage.
Participation must result in a health insurance cost savings to the City and payments per
employee shall not exceed a total of two hundred eighty four dollars ($284.00) per month.
To participate in the program the employee and dependents must be eligible for coverage
under PEMHCA medical plans, complete a waiver of medical coverage form, and provide
proof of eligible alternative medical coverage. When a City employee is married to or has a
registered domestic partner with the California Secretary of State with another City
employee, each shall only be eligible once (as an individual or as a spouse of the other City
employee, but not both) and not eligible for a waiver.
Payments will be made in the employee's paycheck beginning the first month following the
employee's completion of the waiver form. Payments are subject to state and federal taxes
and are not considered earnings under PERS law. Employees are responsible for notifying
the City of any change in status affecting eligibility for this program (for example, life
changes affecting dependent's eligibility for medical coverage through the employee) and
will be responsible for repayment of amounts paid by the City contrary to the terms of this
program due to the employee's failure to notify the City of a change in status.
4. Retiree Health Plan
a) Employees Hired Prior to January 1, 2004
Monthly City -paid premium contributions for a retiree -selected health plan through the
CaIPERS Health Benefits Program will be made as provided under the Public
Employees" Medical and Hospital Care Act. The City's monthly employer contribution
7
for each employee retiring on or after January 1, 2007 and prior to March 31, 2011 shall
be the amount necessary to pay for the cost of his or her enrollment in a health
benefits plan up to the monthly premium for the second most expensive plan offered
to management and professional personnel during the contract term (among the
existing array of plans.) The City's contribution for an employee hired before January 1,
2004 who retires on or after March 30, 2011 shall be the same contribution amount it
makes from time to time for active City employees.
b) Post —1/1/04 Hires
For those Management and professional employees hired after January 1, 2004, the
PERS law vesting schedule set forth in Government Code section 22893 will apply.
Under that law, an employee is eligible for 50% of the specified employer health
premium contribution after ten (10) years of service credit, provided at least five (5) of
those years were performed at the City of Palo Alto. After ten (10) years of service
credit, each additional service credit year increases the employer contribution
percentage by 5% until, at 20 years' service credit, the employee will be eligible upon
retirement for 100% of the specified employer contribution and 90% of their
dependent coverage. The City of Palo Alto's health premium contribution for eligible
post —1/1/04 hires shall be the minimum contribution set by PERS under section 22893
based on a weighted average of available health plan premiums.
5. Dental Plan
a) The City shall pay covered plan charges on behalf of all eligible employees and
dependents. (Domestic partners who are either registered with the Secretary of State
or who meet the requirements of the City of Palo Alto Declaration of Domestic
Partnership, and are registered with the Human Resources Department are considered
dependents under the plan.) Benefits for regular part-time employees hired or assigned
to a part-time schedule will be prorated in accordance with his/her percentage of a full-
time work schedule.
b) The City's Dental Plan provides the following:
• Maximum Benefits per Calendar Year- $2,000 per person
• Lifetime Maximum for Orthodontics- The .City will pay up to $2,000.00 for
orthodontia coverage (not included in annual dental maximum)
• Major Dental Services 50% UCR*
• Orthodontics 50% UCR*
• Basic Benefits (All other covered services)
First Calendar Year of Eligibility 70% UCR*
Subsequent Calendar Years 70%-100%
*Usual, Customary, and Reasonable
• Composite (tooth covered) fillings for posterior teeth
8
For each dental plan member, the percentage of coverage for basic benefits will begin
at 70% for the first calendar year of coverage and increase by 10% (up to a maximum of
100%) effective the first day of the next calendar year as long as the member utilizes
the plan at least once during the current year. Per the Delta Dental contract effective
October 1, 2005, if the member does not utilize the plan during the current year, the
percentage of coverage for the next calendar year shall remain unchanged from the
current year.
If a dental plan member ever loses coverage under the plan, the applicable percentage
of coverage for basic benefits provided during any future period of coverage will
commence at 70% as if the dental plan member was a new enrollee. Examples of when
a member might lose coverage under the plan would include:
• Employee goes on an unpaid leave of absence and elects not to pay the
required dental premiums for his/her family's coverage during the leave.
• Employee elects to drop one or more covered dependents from the plan during
an open enrollment period so that they might be covered on a spouse's non -
City of Palo Alto dental plan.
6. Basic Life Insurance
The City shall provide a basic group term life insurance with Accidental Death and
Dismemberment (AD&D) coverage, in an amount equal to the employee's annual basic pay
(rounded to the next highest $1,000) at no -cost to the employee. AD&D pays an additional
amount equal to the employee's annual basic pay (rounded to the next highest $1,000).
7. Supplemental Life And AD&D Insurance
An employee may, at his/her cost, purchase additional life insurance and additional AD&D
coverage equal to one- or two-times his or her annual salary. The maximum amount of life
insurance available to the employee is up to $325,000 and the maximum amount of AD&D
coverage available is up to $325,000.
8. Long Term Disability Insurance
a) The City shall provide long term disability (LTD) insurance with a benefit of 2/3 monthly
salary, up to a maximum benefit of $10,000 per month. The City shall pay the premium
for the first $6,000 of base monthly salary. For employees whose base monthly salary
exceeds $6,000, the employee shall pay the cost of the required premium based upon
their monthly salary between $6,000 and $15,000.
b) For employees whose base monthly salary exceeds $6,000 and who have no eligible
dependents covered under the City's medical, dental or vision plans, the City will pay
up to $17.50 per month towards the employee's cost for LTD coverage.
9
9. Vision Care
a) The City shall provide vision care coverage for employee and dependents. Coverage is
administered by Vision Service Plan (VSP). The plan provides an exam every 12 months;
lenses every 24 months; frames every 24 months, all subject to a $20 co -payment as
defined in the Vision Services Benefits Plan A schedule. Benefits for regular part-time
employees will be prorated as follows:
Employees hired after January 1, 2004, who will work less than full time, will receive
prorated premium costs for vision benefits in accordance with his/her percentage of a
full-time work schedule. Vision benefits for regular part-time employees hired or
assigned to a part-time schedule will be prorated in accordance with his/her
percentage of a full- time work schedule.
b) Effective July 1, 1996, dependents include eligible domestic partners who are either
registered with the Secretary of State.
10. Dual coverage for dental and vision benefits. When a City employee is married to or has a
registered domestic partner with the California Secretary of State with another City
employee, each shall only be covered only once (as an individual or as a spouse of the
other City employee, but not both) and dependent children, if any, shall be covered by only
one spouse.
I. EMPLOYEE ASSISTANCE PLAN
The Employee Assistance Plan (EAP) provides employees with confidential personal counseling,
work and family related issues, eldercare, substance abuse, etc. In addition, EAP programs
provide a valuable tool for supervisors to refer troubled employees to professional outside
help. This service staffed by experienced clinicians is available to employees and their
dependents by calling a toll -free phone line 24 hours a day, seven days a week. Guidance is
also available online.
J. SAFETY DIFFERENTIALS
1. Police Department - Personnel Development Program
Pursuant to administrative rules governing eligibility and qualification, one of the following
differentials, whichever is higher, may be granted to sworn police personnel:
• P.O.S.T. Intermediate Certificate: five percent (5%) above base salary
• P.O.S.T. Advanced Certificate: seven and a half (7 1/2%) above base salary
2. Fire Department - EMT Differential
10
Pursuant to administrative rules governing eligibility and qualification, the following
differential may be granted to sworn Fire personnel:
• EMT Differential: three percent (3%) above base salary
K. MANAGEMENT and PROFESSIONAL BENEFIT PROGRAM
Management and professional employees are eligible for Sections 1, 2, 3, and 4 of the
Management Benefit Program. City Council Members are eligible for Section 3 only.
1. Professional Development - Reimbursement
The purpose of this program is to provide employees with resources to improve and
supplement their job and professional skills. Reimbursement for authorized self-
improvement activities may be granted each management and professional employee up
to a maximum of five hundred dollars ($500) per fiscal year. A departmental training fund
of one thousand dollars per employee ($1,000) will be established for subject matter,
leadership or other training that the Department Director identifies as a need for
employees within that Department.
The following items are eligible for reimbursement:
a) Civic and professional association memberships
b) Conference participation and travel expenses, which must occur within the
compensation plan period.
c) Educational programs, books and videos, and tuition reimbursement designed to
maintain or improve the employee's skills in performing his or her job or future job
opportunities, should support the City's mission or be necessary to meet the
educational requirements for qualification for employment. Permissible educational
expenses are refresher courses, courses dealing with current developments,
academic or vocational courses, as well as the travel expenses associated with the
courses as defined by the City's travel expense report from the Policy & Procedures
Manual Section 1-02 ASD.
d) Professional and trade journal subscriptions not to exceed 12 months.
e) Approval will be at discretion of department head and signature is required on
reimbursement form.
Amounts under this professional development program will be pro -rated in the first
year of employment or promotion into a position covered by this Compensation
Plan
11
2. Excess Benefit
This benefit is designed to meet the requirements of Section 125 of the Internal Revenue
Code, with exception of Gym or Health Club Membership. Every calendar year, each
employee will be provided with $2,500 that they can designate among the following
options, subject to caps pursuant to IRS regulations:
a) Medical Flexible Spending Account (Medical FSA). Provides reimbursement for
excess medical/dental/vision, or expenses that are incurred by employees and their
dependents which are not covered or reimbursed by any other source, including
existing City -sponsored plans. This includes prescribed medications and copayments
as well as over-the-counter drugs, including: antacids, allergy medicines, pain
relievers and cold medicines. However, nonprescription dietary supplements (e.g.
vitamins, etc.) toiletries (e.g. toothpaste), cosmetics (e.g. face cream), and items
used for cosmetic purposes (e.g. Rogaine) are not acceptable.
b) Dependent Care Flexible Spending Account (Dependent Care FSA). Provides
reimbursement for qualified dependent care expenses under the City's Dependent
Care Assistance Program (DCAP), subject to the following limits: Dependent care
expenses will be reimbursed only to the extent that the amount of such expenses
reimbursed under this Management Benefit Program, when added to the amount
(if any) of annual dependent care expenses that the participant has elected under
the City's Flexible Benefits Plan, do not exceed the maximum permitted under the
DCAP.
1) The annual amount submitted for reimbursement cannot exceed the
income of the lower -paid spouse.
2) The expenses must be employment -related expenses for the care of one or
more dependents who are under 13 years of age and entitled to a
dependent deduction under Internal Revenue Code section 151(e) or a
dependent who is physically or mentally incapable of caring for himself or
herself.
3) The payments cannot be made to a child under 19 years of age or to a
person claimed as a dependent.
4) If the services are provided by a dependent care center, the center must
comply with all state and local laws and must provide care for more than six
(6) individuals (other than a resident of the facility).
5) Dependent care expenses not submitted under this section are eligible
under the City Dependent Care Assistance Plan (DCAP). However, the
maximum amount reimbursed under DCAP will be reduced by any amount
reimbursed under the Excess Benefit Plan.
12
c) Non-taxable Professional Development Spending Account. Provides reimbursement
for Non -Taxable professional development expenses (e.g., job -related training and
education, seminars, training manuals, etc.) to the extent they are not paid or
reimbursed under any other plan of the City.
d) Gym or Health Club memberships. Provides reimbursement for annual or monthly
memberships, including personal trainers. Reimbursement of this expense is
taxable to the employee.
e) Deferred Compensation. Provides a one-time contribution to the employee's City -
sponsored 457 Deferred Compensation plan with either ICMA-RC or the Hartford.
Amounts designated by employees to either the Medical FSA, Dependent Care FSA, or
Professional Development options are done so on a "use —it -or -lose -it" basis. This means
that any amounts designated and not used by the end of the calendar year (or end of the
extended grace period for the medical FSA) will be forfeited by the employee and returned
to the plan.
Specified amounts under this benefit will be applied on a pro -rata basis for employees who
are part-time or who are in a management or professional pay status for less than the full
fiscal year. Such benefits will be pro -rated in the first year of employment (based on hire
date) but will not be pro -rated upon separation of employment.
L. LEAVES
1. Sick Leave
a) Sick leave shall be accrued bi-weekly provided the employee has been in a pay
status for 50% or more of a bi-weekly pay period. Sick leave shall be accrued at the
rate of 3.7 hours per bi-weekly pay period for those employees working a 40 -hour
duty schedule. Those assigned work schedules which are greater or lesser than 40
hours will accrue sick leave at the ratio of their work schedule to 40 hours.
b) Employees may use up to 20 hours of sick leave per calendar year for personal
business. The scheduling of such leave is subject to the approval of the appropriate
level of Management.
c) Employees leaving the municipal service shall forfeit all accumulated sick leave,
except as otherwise provided by law and by Section 609 of the Merit Rules and
Regulations. In the event that notice of resignation is given, sick leave may be used
only through the day which was designated as the final day of work by such notice.
d) Employees that were hired before December 1, 1983 and who leave the municipal
service in good standing, or who die while employed in good standing by the city,
and who have 15 or more years of continuous service shall receive compensation
13
for unused sick leave hours in a sum equal to two and one-half percent (2%%) of
their unused sick leave hours multiplied by their years of continuous service and
their basic hourly rate of pay at termination. Full sick leave accrual will be paid in
the event of termination due to disability. See Merit System Rules and Regulations,
Chapter 6, Section 609.
e) Up to nine (9) days of sick leave per calendar year may be used for illness in the
immediate family, including a registered domestic partner.
f) Management and Professional employees eligible, as specified above if hired before
December 1, 1983, to be compensated for sick leave may annually convert sick
leave hours in excess of 600 to cash or deferred compensation, according to the
formula set forth above, up to a maximum of $2,000 per fiscal year.
g) In accordance with the City Merit Rules and Regulations, a new employee may, if
necessary, use up to 48 hours or shift equivalent of sick leave at any time during the
first six (6) months of employment.
2. Management Annual Leave
a) Exempt Employees
Regular management and professional employees will be credited with 80 hours of
annual leave. This leave is granted in recognition of the extra hours Management
and Professional employees work over their regular schedule. This leave may be
taken as paid time off, added to vacation accrual (subject to vacation accrual
limitations), taken as cash or taken as deferred compensation. When time off is
taken under this provision, 10 -hour shift workers will receive one shift off for each 8
hours charged; 24 -hour shift workers will receive one-half (1/2) shift off for each 8
hours charged.
In 2012, the City transitioned this benefit from a fiscal to calendar year basis for
administrative purposes. Beginning in 2013 and each calendar year thereafter,
employees will be credited with 80 hours of management annual leave.
Entitlement under this provision will be reduced on a prorated basis for part-time
status, or according to the number of months in paid status during the year;
employees who have used more than the pro -rated share at the time they leave
City service shall be required to repay the balance or have it deducted from their
final check. Unused balances as of the end of the year will be paid in cash unless a
different option as indicated above is elected by the employee.
b) Non -Exempt Employees
14
Based on an audit recommendation to eliminate payment of overtime as well as
management leave for non-exempt employees in the management group, the City
is transitioning away from providing management leave to non-exempt employees.
As part of the transition, and in order to minimize impacts to current employees,
the City will phase -out elimination of the 80 hours of management leave for all
current non-exempt Management and Professional employees (those eligible to
earn overtime). Beginning on July 1, 2014 all employees in non-exempt positions
will receive overtime pay for hours actually worked, but will no longer receive
management leave.
Employees hired into non-exempt management positions on or after February 26,
2011 will receive overtime only and will not be eligible for management leave.
3. Vacation
Vacation will be accrued when an employee is in pay status and will be credited on a bi-
weekly basis. Total vacation accrual at any one time may not exceed three (3) times the
annual rate of accrual. Each eligible employee shall accrue vacation at the following rate
for continuous service performed in pay status:
a) Less than nine (9) years. For employees completing less than nine (9) years
continuous service: 120 hours vacation leave per year; provided that:
i. The City Manager is authorized to adjust department head annual vacation
accrual to provide for a maximum of 160 hours for those hired between July
1, 1996 and June 30, 2001; and
ii. The City manager is authorized to adjust the annual vacation accrual of
employees hired on or after July 1, 2001, to provide up to 40 additional
hours (i.e., to a maximum annual accrual of 160 hours) for service with a
prior employer.
b) Nine (9), but less than fourteen (14) years. For employees completing nine (9), but
not more than fourteen (14) years continuous service; 160 hours vacation per year.
c) Fourteen (14), but less than nineteen (19) years. For employees completing
fourteen (14), but not more than nineteen (19) years continuous service; 180 hours
vacation leave per year.
d) Nineteen (19) or more years. For employees completing nineteen (19) or more
years continuous service; 200 hours vacation leave per year.
e) Employees are eligible to cash out vacation accrual balances in excess of 80 hours.
An employee may cash out a minimum of eight (8) hours to a maximum of 120
hours of accrued vacation provided the employee has taken 80 vacation hours in
15
the previous 12 months and has followed the election procedures set forth in this
section.
Employees must elect the number of vacation hours they will cash -out during the
next calendar year, up to the maximum of 120 hours. For the 2012 calendar
vacation year, employees will make their election for vacation hours to cash out no
later than November 1, 2012. The election will apply only to vacation hours that
are accrued in the next calendar year and that are eligible for cash -out.
The election to cash -out vacation hours in each designated year will be irrevocable.
This means that employees who elect to cash -out vacation hours must cash -out the
number of accrued hours pre -designates on the election form.
Employees who do not elect a cash -out amount by November 1 of the prior
calendar year will be deemed to have waived the right to cash out any leave in the
following tax year and will not be eligible to cash -out vacation hours in the next tax
year
Employees who elect cash -out amounts may request a cash -out at any time in the
designated tax year by submitting a cash -out form to payroll. Payroll will complete
the cash -out upon request, provided the requested cash -out amount has accrued
and is consistent with the amount the employee pre -designated. If the full amount
of hours designated for cash -out is not available at the time of cash -out request, the
maximum available will be paid. For employees who have not requested cash -out of
the elected amount by November 1 of each year, Payroll will automatically cash -out
the elected amount in a paycheck issued on or after the payroll date including
November 1.
4. Bereavement
Leave of absence with pay of three (3) days may be granted an employee by the head of
his/her department in the event of death in the employee's immediate family, which is
defined for purposes of this section as wife, husband, son, son-in-law, step -son, daughter,
daughter-in-law, step -daughter, mother, mother-in-law, father, father-in-law, brother,
brother-in-law, sister, sister-in-law, grandmother, grandmother -in-law, grandfather,
grandfather -in-law, grandchild, aunt, uncle, niece, nephew, registered domestic partner, or
a close relative residing in the household of employee. Such leave shall be at full pay and
shall not be charged against the employee's accrued vacation or sick leave. Requests for
leave in excess of three days shall be subject to the approval of a Council -Appointed Officer
for employees under his/her control.
5. Use of accrued leave credits during leaves of absence.
During unpaid leaves of absence for disability or other reasons, the employee may elect
and the City may require the employee to use accrued paid vacation and sick leave in a
16
manner consistent with state and federal law. Requests for leaves without pay shall not be
unreasonably denied. In order to avoid misunderstandings, all leaves without pay must be
in writing to be effective.
RETIREMENT PENSION
1. Miscellaneous Pension Formulas:
a. Miscellaneous Pension Group A: 2.7% at 55. The City provides retirement benefits
under the California Public Employees Retirement System at the level of 2.7% at age 55
for employees hired before July 17, 2010, with a one year final compensation period.
b. Miscellaneous Pension Group B: 2% at 60:For miscellaneous employees hired on or
after July 17, 2010, and before January 1, 2013, and employees hired on or after
January 1, 2013 who are not "new members" of CaIPERS as defined in the Public
Employees' Pension Reform Act (often referred to as "Classic" CaIPERS members)the
City offers the CaIPERS retirement formula two percent (2.0%) of final salary at age
sixty (60), with a one (1) year final compensation period.
c. Miscellaneous Pension Group C: 2% at 62. Employees hired on or after January 1, 2013
meeting the definition of "new member" under the Public Employees' Pension Reform
Act (Gov't. Code s. 7522 et seq.) shall be subject to all of the provisions of that law,
including but not limited to the two percent at age 62 (2%@62) retirement formula
with a three (3) year final compensation period.
2. Safety Pension Formulas:
a. Safety Pension Group A: 3% at 50. For Safety members, the City currently offers the
CaIPERS "3% at 50" full formula (Section 21362.2) benefit, with a one (1) year final
compensation period.
b. Safety Pension Group B: 3% at 55. Local Fire Safety members newly hired after 6/08/12
will be placed in the 3%@55 formula. As soon as administratively possible, the City
intends to modify the Local Police Safety formula for new hires to 3%@55 formula.
c. Safety Pension Group C: New employees hired on or after January 1, 2013 who are
"new members" as defined by the California Public Employees' Pension Reform Act
(PEPRA), will be subject to the terms of that statute, with a three (3) year final
compensation period.
3. Employee PERS Share.
a) Miscellaneous Employee Shares:
Employees in Miscellaneous Pension Group A shall pay the full eight percent
(8%) employee contribution.
17
Employees in Miscellaneous Pension Group B shall pay the full seven percent
(7%) employee contribution.
Employees in Miscellaneous Pension Group C shall pay the employee
contribution required by the Public Employees Pension Reform Act, calculated
at fifty percent (50%) of the normal cost.
b) Safety Employee Shares. Employees in Safety Pension Group A shall pay the full
nine percent (9%) PERS employee contribution. Employees in Safety Pension
Group B shall pay the full eight percent (8%) PERS employee contribution.
Employees in Safety Pension Group C shall pay the employee contribution
required by the Public Employees Pension Reform Act, calculated at fifty
percent (50%) of the normal cost.
c) Employees under the 2%@62 benefit shall pay at least 50 percent of the total
normal cost or the same contribution rate as "similarly situated" employees,
whichever is higher.
4. Final Compensation.
Final compensation for purposes of retirement shall be as set forth in the City's contract
with CaIPERS, including, when applicable, the Government Code Section 20692: Optional
Benefit, except as may otherwise be required by PEPRA.
5. Employee PERS contributions shall be made on a tax deferred basis, in accordance with
Section 414(h)(2) of the Internal Revenue Code. All provisions of this subsection are subject
to and conditioned upon compliance with IRS regulations.
6. Final compensation for employees under the 2%@62 benefit shall be as set forth in PEPRA,
including calculation based on the average of three highest consecutive years and a cap on
pensionable compensation (currently $136,440) based on IRS limits for employers that do
not participate in social security.
N. COMMUTE INCENTIVES and PARKING
1. Civic Center Parking. Employees assigned to Civic Center and adjacent work locations. The
City will provide a Civic Center Garage parking permit. Employees hired after June 30, 1994
may initially receive a parking permit for another downtown lot, subject to the availability
of space at the Civic Center Garage.
2. Alternative Commute Incentives: Employees who qualify may voluntarily elect one
commute incentives, including but not limited to the following options, for those using an
eligible commute alternative on 60% or more of their scheduled work days per month:
18
a) Public Transit and Vanpool. The City provides tax-free commute incentives up to the
current IRS limit, as may be amended from time to time, (currently $125/month)
are available through the Commuter Check Direct (CCD) website for employees
using Bay Area public transportation or riding in a registered vanpool at least 60%
of their scheduled work days. Administration of the Commuter Check benefit shall
be subject to the rules and regulations of the third- party administrator.
b)
Go Pass. The Go Pass program will offer civic center and other downtown -based
employees a Caltrans Go Pass that allows unlimited rides on Caltrain in all zones
seven days per week, to any City of Palo Alto employee.
c) Bicycle. The City will provide employees with a tax-free incentive of $20 per month
to eligible employees who ride a bicycle to work.
d) Carpool. The City will provide with a taxable incentive of $30 per month to each
eligible employee in a carpool with two or more licensed drivers.
e) Walk. The City will provide employees with a taxable incentive of $20 per month to
eligible employees who walk to work.
0. AT -WILL STATUS
Certain Management and Professional Positions are designated as having "at -will"
employment status. Employees hired into "at -will" positions shall have no constitutionally
protected property or other interest in their employment with the City. Notwithstanding any
provision in the Merit System Rules and Regulations or any other City rule, policy or procedure,
at -will employees have no right to continued employment or pre -or post -disciplinary due
process and work at the will and pleasure of the hiring authority (City Council, City Manager or
Council -Appointed Officer). Work for an at -will employee may be eliminated and/or the
employee may be terminated, or asked to resign, at any time, with or without cause, upon
notice to that employee, and the employee may resign at any time upon written notice to the
hiring authority.
1. At -will Management & Professional positions.
Department heads hired after July 1, 2004 and prior to the date of adoption of this plan
were hired as at -will employees whose terms of employment are specified by an
employment contract that includes a severance package.
Effective on the date of adoption of this plan, new employees hired or promoted to
department head, assistant department director, and all other positions listed on
Attachment B shall be at -will employees.
At -will employees• will be eligible for, and shall receive, all regular benefits (i.e., health
insurance, PERS contribution to the extent paid by City, etc.) and vacation, sick leave, and
management leave as are generally provided to management employees and described in
19
this compensation plan, as amended from time to time. At -will employees who are
terminated or asked to resign shall, upon execution of a release of all claims against the
City, be eligible for a severance payment equivalent to four (4) weeks of salary and
benefits, increasing after completion of the first full year of service by one (1) week for
every completed year of service, up to a maximum of 12 weeks. For example, an at -will
employee who has completed six (6) years of service would be eligible to receive ten (10)
weeks of severance (4 weeks plus 1 week for each year of service). No severance shall be
paid if the employee is terminated for serious misconduct involving abuse of his or her
office or position, including but not limited to waste, fraud, violation of the law under color
of authority, misappropriation of public resources, violence, harassment or discrimination.
If the employee is later convicted of a crime involving such abuse of his or her position the
employee shall fully reimburse the City as set forth in Government Code section 53243.3.
2. Provisional employees.
The City has created a program for Provisional employment when funding is available. The
program's purpose is to create limited duration senior management level work for the City
Manager's Office or as designated by the City Manager. A Provisional Employee will be an
"at will" employee whose term of employment shall be no more than two (2) years. A
Provisional Employee shall be exempt and not eligible to earn overtime. A Provisional
Employee will receive limited benefits as specified in an Employment Agreement. Sections I
and II of this Compensation Plan shall not apply to Provisional Employees, except as
specified by the City Manager.
3. Management and Legal Fellows.
The City has created programs for Management Fellows and Legal Fellows when funding is
available. The programs' purpose is to create limited duration entry level positions for
management graduates and lawyers. Fellows will be "at will" employees whose term of
employment shall be no more than two (2) years. Fellows shall be PERS exempt to the
extent allowed by law, but may receive vacation, sick leave, health care benefits and other
limited benefits, as determined by the City Manager or City Attorney. Sections I and II of
this Plan shall not apply to Management and Legal Fellows, except as specified by the City
Manager or City Attorney.
P. ADDITIONAL COMPENSATION FOR MAYOR AND VICE MAYOR
The Mayor shall receive $150 monthly, and the Vice Mayor $100 monthly to defray additional
expenses of these offices.
Q. REIMBURSEMENT FOR RELOCATION EXPENSE
Policy Statement
20
The City of Palo Alto, in rare instances, may provide a Basic Relocation Benefits Package for
new management and professional employees, upon the approval of the City Manager or
designated subordinate. In addition, the provision of "Optional Benefits" or portions thereof,
may be extended for exceptional circumstances and only the approval of the City Manager or
designee, or for Council -appointed officers, the City Council.
The details of the Relocation Expense program are specified in the City's Relocation Expense
policy and all relocation reimbursements shall be subject to the provisions of that policy.
R. MEAL ALLOWANCE
Management and professional employees assigned to attend night meetings are eligible to
receive reimbursement for up to $20.00 per dinner. This provision covers only receipted meals
actually taken and submitted for reimbursement.
S. GRIEVANCES REGARDING COUNCIL APPOINTED OFFICERS
Notwithstanding the grievance procedures provided in Chapter 11 of the City of Palo Alto's
Merit System Rules and Regulations, any Management and Professional employee who is
supervised by a Council Appointed Officer and has a grievance against that Council Appointed
Officer or regarding the conduct of that Council Appointed Officer shall, following an attempt
to resolve the grievance pursuant to Step One (informal discussion), summarize the grievance
regarding the Council Appointed Officer in writing and submit it to the Director of Human
Resources for review and resolution using the methods he/she considers appropriate.
T. MERIT RULES
The City will include members of the Management/Professional Compensation Committee in
discussions regarding revision of the Merit Rules and Regulations.
21
Attachment B
At -Will Positions
Management and Professional Unit
The intent of this provision under the Management/Professional Compensation Plan is to
designate classifications at the department head, assistant director, deputy director, division
manager and senior professional levels as at -will. The applicable Council Appointed Officer may
designate newly created positions at those levels not included on this list as at -will. Existing
classifications that shall be at -will include but are not limited to:
Department Heads- All departments
Assistant Directors- All departments
Deputy Directors- All departments
Division Managers
Administrative Services
Director, Administrative Services/Chief Financial Officer
Director, Office of Management & Budget
Assistant Director, Administrative Services
Chief Budget Officer
Manager, Accounting
Chief Procurement Officer
Manager, Real Property
City Attorney
Senior Assistant City Attorney
Assistant City Attorney
Sr. Deputy City Attorney
Deputy City Attorney
Legal Fellow
City Auditor
Deputy City Auditor
Sr. Performance Auditor
City Clerk
Assistant City Clerk
Deputy City Clerk
City Manager
Assistant City Manager/Chief Operating Officer
Assistant to City Manager
Chief Communications Officer
22
Chief Sustainability Officer
Communications Manager
Manager, Economic Development
Management Fellow
Community Services
Director, Community Services
Assistant Director, Community Services
Manager, Community Services
Manager, Community Services Program Senior
People Strategy and Operations
Director of Human Resources/Chief People Officer
Assistant Director, Human Resources
Human Resources Manager
Senior Administrator Human Resources
IT
Director, IT/Chief Information Officer
Manager, Information Technology
Library
Director, Libraries
Assistant Director, Library Services
Division Head, Collection & Technical Services
Manager, Library Services
Planning & Community Environment
Director, Planning & Community Environment
Assistant Director, Planning & Community Environment
Planning Manager
Division Manager, Chief Planning Official
Division Manager, Chief Transportation Official
Development Services Department
Development Services Director
Chief Building Official
Assistant Building Official
Planning Manager
Public Safety
Chief of Police/Director of Public Safety
Fire Chief /Assistant Public Safety Director
Assistant Police Chief
23
Attachment C
Salary Schedule
25
City of PaloAlto
Management and Professional Compensation
Class No. /Job Code
Title
EFFECTIVE PP INCLUDING 7/1/2014
Approx Annual
Approx
Bi-Weekly
H ourly Mid -Point
FLSA
St atu s
190
Accountant
$81,369 .60
$3,129.60
$39 .12
NON-EXE MPT
76
Administrati ve Assistant
$70,179 .20
$2,699 .20
$33.74
EXEMPT
132
A ssistant Chi ef of Polic e
$186,638 .40
$7,178 .40
$89 .73
E XEMPT
108
A ssistant City Attorney
$158,204 .80
$6,084 .80
$76.06
EXEMPT
109
Assistant City Clerk
$92,060 .80
$3,540.80
$44 .26
EXE MPT
107
Assistant City Manager/Chief Operating
Officer
$193,876.80
$7,456 .80
$93 .21
EXEMPT
73
Assistant Director Administrative S ervic es
$159,515.20
$6,135 .20
$76 .69
EXEMPT
126
Assista nt Director Co mmunity Services
$152,692 .80
$5,872.80
$73 .41
EXEMPT
1007
A ssistant Director Human Re sources
$147,596.80
$5,676 .80
$70 .96
EXEMPT
2001
Assista nt Director Library Services
$146,057 .60
$5,617 .60
$70 .22
EXEMPT
10
Assistant Director Planning & Co mmunity
Environment
$156,436.80
$6,016.80
$75 .21
EXEMPT
143
A ssistant Dire ctor Public Works
$154,627.20
$5,947 .20
$74 .34
EXEMPT
168
Assistant Fleet M anager
$96,740. 80
$3,720 .80
$46 .51
E XEMPT.
102
A ssistant Mana ger WQCP
$124,987.20
$4,807.20
$60 .09
E XEMPT
30
Assistant to the City M anager
$120,785. 60
$4,645.60
$58 .07
EXEMPT
118
Chie f Building Offical
$148,428. 80
$5,708. 80
$71 .36
EXEMPT
City of Palo Alt o
Management and Profession al Compensati on
Class No. /Job Code
Title
EFFECTIVE PP INCLUDING 7/1/2014
Approx Annual
Appr ox
Bi-Weekly
H ourly Mid -Point
FLSA
Status
2008
Chief Communications Officer
$155,604 .80
$5,984 .80
$74.81
EXEMPT
112
Chief Planning Offical
$132,641 .60
$5,101 .60
$63 .77
EXEMPT
95
Chief Procurement Officer
$125,486 .40
$4,826.40
$60.33
EXE MPT
2010
Chie f Sustainability Officer
$114,982.40
$4,422.40
$55.28
EXE MPT
82
Chief Transportation Offical
$139,568.00
$5,368.00
$67 .10
EXE MPT
96
Claims Investigator
$85,488.00
$3,288 .00
$41.10
EXEMPT
24
Communication Specialist
$92,580 .80
$3,560 .80
$44 .51
EXEMPT
89
Contracts Administrator
$96,740.80
$3,720 .80
$46 .51
EXEMPT
186
Coordinator Library Circula tion
$81,515 .20
$3,135 .20
$39.19
191
Deputy Chief/Fire Marshall
$94,598 .40
$3,638 .40
$45 .48
EXEMPT
9
Deputy City A ttorney
$112,174 .40
$4,314.40
$53 .93
EXE MPT
71
Deputy City Clerk
$73,736.00
$2,836 .00
$35 .45
EXEMPT
195
De puty Director Technical Services Div
$157,164.80
$6,044 .80
$75 .56
EXEMPT
20
Deputy Fire Chief
$164,236. 80
$6,316.80
$78 .96
EXEMPT
81
Director Administrative Services/Chief
Financial Officer
$185,848.00
$7,148.00
$89 .35
EXEMPT
72
Director Community Service s
$187,262.40
$7,202. 40
$90.03
EXEMPT
City of PaloAlt o
Ma nag ement and Professio nal Compensati on
Class No. /Job Cod e
Title
EFFECTIVE PP INCLUDING 7/1/2014
Approx Annual
Approx
Bi-Weekly
Hourly Mid -Point
FLSA
Status
1012
Director D ev elopm ent Servic es
$164,424 .00
$6,324 .00
$79 .05
EXEMPT
133
Director Human Resources/Chief People
Officer
$177,112.00
$6,812 .00
$85 .15
EXE MPT
128
Director Information Technology/Chief
Information Officer
$193,523 .20
$7,443 .20
$93 .04
EXEMPT
131
Director Libraries
$175,281 .60
$6,741.60
$84 .27
EXEMPT
2005
Director Office of Emergency Services
$137,508 .80
$5,288.80
$66.11
EXEMPT
49
Director O ffice of Manag ement and
Budget
$159,515 .20
$6,135.20
$76.69
EXEMPT
134
Director Planning & Community
Environment
$187,699 .20
$7,219 .20
$90 .24
EXEMPT
135
Dire cto r Public Wo rks/City Engineer
$190,112.00
$7,312.00
$91 .40
EXEMPT
121
Dire ctor Utilities
$243,651 .20
$9,371 .20
$117 .14
EXE MPT
2002
Division Head Library Services
$114,712 .00
$4,412 .00
$55 .15
EXEMPT
172
Division Manager Ope n Space, Parks and
Go lf
$123,302 .40
$4,742 .40
$59 .28
EXE MPT
1005
Executive Assistant to the City Manager
$79,393.60
$3,053.60
$38.17
EXEMPT
139
Fire Chief
$189,072.00
$7,272 .00
$90 .90
EXEMPT
163
Hearing Officer
$112,174. 40
$4,314 .40
$53.93
EXEMPT
101
Human Resources Representative
$71,926.40
$2,766.40
$34 .58
EXEMPT
90
Landscape Architect/Park Planner
$106,766. 40
$4,106.40
$51 .33
EXEMPT
2015
Legal Fe llow
$91,790. 40
$3,530. 40
$44 .13
EXEMPT
City of PaloAlt o
Management and Professional C omp ensati on
Class No. /Job C ode
Title
EFFECTIVE PP INCLUDING 7/1/2014
Approx Annual
Approx
Bi-We ekly
Hourly Mid -P oint
FLSA
Status
171
Management Analyst
$96,740.80
$3,720.80
$46 .51
EXEMPT
79
Manager Accounting
$125,486 .40
$4,826.40
$60 .33
EXEMPT
2007
Manager Airport
$137,529.60
$5,289 .60
$66 .12
EXE MPT
38
Manager Communications
$104,166 .40
$4,006A0
$50 .08
EXE MPT
154
Manage r Community Services
$92,060 .80
$3,540 .80
$44 .26
EXEMPT
169
Manager Community Servic es Sr Progr am
$96,740.80
$3,720 .80
$46 .51
EXEMPT
1013
Manager Development Center
$109,449 .60
$4,209.60
$52 .62
EXEMPT
63
M anager Economic Development
$132,641 .60
$5,101.60
$63 .77
EXEMPT
44
Manager Employee Benefits
$113,339 .20
$4,359 .20
$54 .49
EXEMPT
45
Manager Employee Relations & Training
$125,486 .40
$4,826 .40
$60 .33
EXEMPT
93
M anager Environmental Control Program
$116,064 .00
$4,464 .00
$55 .80
EXEMPT
127
Manager Fleet
$116,209.60
$4,469 .60
$55 .87
EXEMPT
TBD
M anager Human Services
$101,628. 80
$3,908 .80
$48 .86
EXEMPT
32
Manager Information Technology
$128,273.60
$4,933 .60
$61 .67
EXE MPT
2006
Manager Information Technology Security
$116,313. 60
$4,473.60
$55 .92
EXEMPT
158
Manager Laboratory Services
$109,449. 60
$4,209. 60
$52 .62
EXEMPT
City of P aloAlto
Management and Professio nal C ompensation
Class No. /Job Code
Title
EFFECTIVE PP INCLUDING 7/1/2014
Approx Annual
Approx
Bi-Weekly
H ourly Mid -Point
FLSA
Statu s
78
Manager Library Services
$95,534 .40
$3,674 .40
$45 .93
EXEMPT
92
Manager Maintenance Operati ons
$107,203 .20
$4,123 .20
$51 .54
EXE MPT
26
Manager Parking
$125,465.60
$4,825 .60
$60 .32
EXEMPT
51
Manage r Planning
$116,188 .80
$4,468.80
$55.86
EXEMPT
103
M anager Real Property
$125,486 .40
$4,826 .40
$60 .33
EXE MPT
2011
M anager Revenue Collections
$117,873.60
$4,533 .60
$56 .67
EXEMPT
160
Manager Solid Waste
$126,921 .60
$4,881.60
$61 .02
EXEMPT
86
M ana ger Urba n Fo re stry
$112,569.60
$4,329 .60
$54.12
EXEMPT
178
M anager Water Quality Contro l Plant
$141,232 .00
$5,432 .00
$67 .90
EXEMPT
39
Ma nager Watershed Pro te ctio n
$126,921.60
$4,881 .60
$61 .02
EXE MPT
1008
Office of Emergency Services Coordinator
$104,166.40
$4,006 .40
$50 .08
EXEMPT
100
Perfo rmance Auditor
$96,740. 80
$3,720.80
$46 .51
EXE MPT
148
Police Chief
$210,225. 60
$8,085 .60
$101 .07
EXE MPT
TBD
Principal Business Analyst
$133,764. 80
$5,144.80
$64 .31
EXEMPT
2003
Principal Management Analyst
$133,182. 40
$5,122. 40
$64.03
EXEMPT
City of Pal oAlto
Management and Professional Compensation
Class No. /Job C ode
Title
EFFECTIVE PP INCLUDING 7/1/2014
Approx Annual
Appr ox
Bi-W eekly
H ourly Mid -Poi nt
FLSA
Status
2009
Project Man ager
$97,385.60
$3,745 .60
$46 .82
NON-EXE MPT
166
Public Safety Program Man ager
$96,740 .80
$3,720 .80
$46 .51
EXEMPT
2012
Public Safety Communications Manager
$101,628.80
$3,908 .80
$48.86
EXEMPT
117
Senior Accountant
$99,153 .60
$3,813.60
$47.67
EXEMPT
152
Senior Assistant City Att orney
$174,012 .80
$6,692 .80
$83.66
EXEMPT
TBD
Senior Business Analyst
$116,313.60
$4,473 .60
$55 .92
EXE MPT
11
Senior Deputy City Atto rney
$123,822 .40
$4,762 .40
$59 .53
EXEMPT
187
Senio r Engineer
$133,348.80
$5,128 .80
$64 .11
EXEMPT
106
Senior Executive Assistant
$113,339.20
$4,359 .20
$54 .49
EXEMPT
157
Senior Human Resources Administra tor
$98,800.00
$3,800 .00
$47.50
EXE MPT
14
Senio r M anagement Analyst
$113,235.20
$4,355.20
$54.44
EXEMPT
130
Senior Performance Auditor
$106,766. 40
$4,106 .40
$51 .33
EXEMPT
53
Senior Project Mana ger
$133,348. 80
$5,128.80
$64.11
EXE MPT
33
Senior Technologist
$116,313. 60
$4,473.60
$55 .92
EXEMPT
155
Supe rinte ndent Animal Services
$101,628. 80
$3,908.80
$48.86
EXEMPT
City of PaloAlt o
Management and Professional Compensati on
Clas s No. /Job Code
Title
EFFECTIVE PP INCLUDING 7/1/2014
Approx Annu al
Appr ox
Bi-Weekly
Hourly Mid -Point
FLSA
Statu s
83
Superintendent Community S ervices
$112,174 .40
$4,314 .40
$53 .93
EXE MPT
161
Sup ervisor Facilities Management
$94,598.40
$3,638 .40
$45 .48
EXEMPT
113
Supervis or Inspecti on and Surveying
$101,628 .80
$3,908.80
$48.86
EXEMPT
146
Supervisor Warehouse
$85,488 .00
$3,288 .00
$41 .10
EXE MPT
'
181
Supervisor Water Quality Control
Operations
$104,166 .40
$4,006.40
$50.08
EXEMPT
184
Veterinarian
$99,153 .60
$3,813 .60
$47.67
EXE MPT
Confidential Classification s
Class No. /Job Code
Title
New
Approx Annual
New
Appr ox
N ew H ourly Mid -P oint
FLSA
Status
905
Human Re source Assista nt -Co nfidential
$62,025 .60
$2,385 .60
$29 .82
NON-EXEMPT
903
Legal Secretary -Confidential
$63,564 .80
$2,444 .80
$30 .56
NON-EXEMPT
67
Secretary to City Attorney
$75,566 .40
$2,906 .40
$36 .33
EXE MPT
1004
Se nio r Legal Secretary - Confidential
$70,179.20
$2,699.20
$33.74
NON-EXE MPT
City of PaloAlto
Management and Profession al C ompensation
Class No. /
Job Code
Titl e
EFFECTIVE PP INCLUDING 7/1/2015
Appr ox Annual
Approx
Bi-We ekly
H ourly Mid -P oint
FLSA
Status
190
Accountant
$83,408 .00
$3,208 .00
$40 .10
Non -Exempt
76
Administrative Assistant
$71,947 .20
$2,767.20
$34.59
Exempt
132
Assistant Chief of Police
$191,318 .40
$7,358 .40
$91 .98
Exempt
108
Assistant City Atto rney
$162,177.60
$6,237 .60
$77 .97
Exempt
109
Assistant City Clerk
$94,369 .60
$3,629 .60
$45.37
Exempt
107
Assistant City Manager/Chief Operating Officer
$198,744 .00
$7,644.00
$95 .55
Ex empt
73
Assistant Director Administrative Services
$163,508.80
$6,288.80
$78.61
Exempt
126
Assistant Directo r Co mmunity Services
$156,520 .00
$6,020 .00
$75.25
Exempt
1007
Assistant Director Human Reso urces
$151,299 .20
$5,819.20
$72 .74
Exempt
2001
Assistant Director Library Services
$149,718 .40
$5,758.40
$71.98
Exempt
10
Assistant Director Planning & Community Environment
$160,368.00
$6,168.00
$77.10
Exempt
143
Assistant Director Public Works
$158,496 .00
$6,096.00
$76.20
Exempt
168
Assistant Fleet Manager
$99,174 .40
$3,814 .40
$47.68
Exempt
102
Assistant Manager WQCP
$128,128 .00
$4,928 .00
$61.60
Exempt
30
Assistant to the City Manager
$123,822.40
$4,762 .40
$59 .53
Exempt
118
Chief Building Official
$152,152.00
$5,852.00
$73 .15
Exempt
2008
Chief Co mmunications Officer
$159,515.20
$6,135.20
$76.69
Exempt
112
Chief Planning Official
$135,969.60
$5,229 .60
$65.37
Exempt
City of PaloAlto
Management and Pr ofessi on al Compe nsation
Class No . /
Job Co de
Title
EFFECTIVE PP INCLUDING 7/1/2015
Approx Annual
Appr ox
Bi-W eekly
Hourly Mid -P oint
FLSA
Statu s
95
Chief Procur ement Officer
$128,627 .20
$4,947.20
$61 .84
Exempt
2010
Chief Sustainability Officer
$117,873 .60
$4,533 .60
$56.67
Exempt
82
Chief Transportation Official
$143,062 .40
$5,502.40
$68.78
Exempt
96
Claims Investigato r
$87,630 .40
$3,370.40
$42 .13
Exempt
24
Communication Specialist
$95,465.30
$3,671.75
$45 .63
Exempt
89
Contracts Administrato r
$95,465 .30
$3,671.75
$47.68
Exempt
186
Coordinator Library Circulation
$83,553.60
$3,213.60
$40 .17
Non -Exempt
191
Deputy Chief/Fire Marshall
$96,969.60
$3,729.60
$46 .62
Exempt
9
Deputy City Atto rney
$114,982.40
$4,422.40
$55.28
Exempt
71
Deputy City Clerk
$75,587.20
$2,907.20
$36 .34
Exempt
195
Deputy Director Technical Services Division
$161,096.00
$6,196 .00
$77 .45
Exempt
20
Deputy Fire Chief
$168,355 .20
$6,475 .20
$80 .94
Exempt
81
Director Administrative Services/Chief Financial Officer
$190,507.20
$7,327 .20
$91.59
Exempt
72
Director Community Services
$191,963.20
$7,383.20
$92 .29
Ex empt
1012
Director Development Services
$168,542 .40
$6,482 .40
$81 .03
Exempt
133
Director Human Resources/Chief People Officer
$181,542.40
$6,982 .40
$87.28
Exempt
128
Director Informatio n Techno lo gy/Chie f Information O fficer
$198,369. 60
$7,629 .60
$95.37
Exempt
131
Director Libraries
$179,670.40
$6,910 .40
$86 .38
Exempt
City of PaloAlt o
Management and Pr ofessional C ompensation
Class No. /
Jo b Co de
Titl e
EFFECTIVE PP INCLUDING 7/1/2015
Approx An nual
Appr ox
Bi-W eekly
Hourly Mid -Point
FLSA
Statu s
2005
Director Office of Emergency Services
$140,961.60
$5,421.60
$67 .77
Exempt
49
Director Office of Management and Budget
$163,508 .80
$6,288.80
$78.61
Exempt
134
Directo r Planning & Community En vironment
$192,400.00
$7,400 .00
$92 .50
Exempt
135
Director Public Works/City Engineer
$194,875.20
$7,495.20
$93 .69
Exempt
121
Director Utilities
$249,745 .60
$9,605 .60
$120.07
Exempt
2002
Divisio n Head Library Services
$117,582 A0
$4,522 .40
$56.53
Exempt
172
Division Manager Open Space, Parks & Golf
$126,401 .60
$4,861 .60
$60.77
Exempt
1005
Executive Assistant to the City Manager
$81,390 .40
$3,130.40
$39 .13
Exempt
139
Fire Chief
$193,814 .40
$7,454 .40
$93.18
Exempt
163
Hearing Officer
$114,982 .40
$4,422 .40
$55.28
Exempt
101
Hum an Resources Representative
$73,736.00
$2,836 .00
$35.45
Exempt
90
Landscape Architect Park Planner
$109,449.60
$4,209 .60
$52 .62
Exempt
2015
Legal Fellow
$94,099 .20
$3,619 .20
$45 .24
Exempt
69
Legal Services Administrator
$101,878 .40
$3,918 .40
$48.98
Exempt
171
Management Analyst
$99,174.40
$3,814 .40
$47 .68
Exempt
79
Manager Accounting
$128,627.20
$4,947.20
$61.84
Exempt
2007
Manager Airpo rt
$140,982.40
$5,422.40
$67 .78
Exempt
38
M anager Communications
$106,787.20
$4,107.20
$51 .34
Exempt
City of Pal oAlto
Management and Pr ofessional Compensati on
Class No. /
Job Co de
Title
EFFECTIVE PP INCLUDING 7/1/2015
Approx Ann ual
Appro x
Bi-Weekly
Hourly Mid -Point
FLSA
Statu s
154
Manager Community Services
$94,369 .60
$3,629.60
$45 .37
Exempt
169
Manager Community Services Sr Program
$99,174 .40
$3,814.40
$47.68
Exempt
1013
Manager Development Center
$112,195 .20
$4,315 .20
$53.94
Exempt
63
Manager Economic Developm ent
$135,969 .60
$5,229 .60
$65 .37
Exempt
44
Manager Employee Benefits
$116,188.80
$4,468.80
$55 .86
Exempt
45
Manager Emplo yee Relations & Training
$128,627.20
$4,947 .20
$61.84
Exempt
93
Manager Environmental Control Program
$118,976.00
$4,576 .00
$57.20
Exempt
127
Manager Fleet
$119,121 .60
$4,581 .60
$57 .27
Exempt
TBD
Manager Human Serv ice s
$104,187.20
$4,007.20
$50 .09
Exempt
32
Manager Information Technology
$131,497.60
$5,057 .60
$63 .22
Exempt
2006
Manager Information Technology Security
$119,225.60
$4,585 .60
$57.32
Exempt
158
Manager Labo ratory Services
$112,195 .20
$4,315.20
$53 .94
Exempt
78
Manager Library Services
$97,926 .40
$3,766.40
$47.08
Exempt
92
Manager Maintenance Operations
$109,886.40
$4,226 .40
$52.83
Exempt
26
Manager Parking
$128,606.40
$4,946.40
$61.83
Exempt
51
Manager Planning
$119,100.80
$4,580.80
$57.26
Exempt
103
Manager Real Pro perty
$128,627.20
$4,947.20
$61.84
Exempt
2011
Manager Revenue Collections
$120,827. 20
$4,647 .20
$58,09
Exempt
City of P aloAlt o
Management and Professio nal C ompensation
Class No. /
Jo b Co de
Title
EFFECTIVE PP INCLUDING 7/1/2015
Approx Annual
Approx
Bi-Weekly
Hourly Mid -Point
FLSA
Status
160
Manager Solid Waste
$130,104.00
$5,004.00
$62 .55
Exempt
86
Manager Urban Forestry
$115,398.40
$4,438 .40
$55.48
Exempt
178
Manager Water Quality Control Plant
$144,768.00
$5,568 .00
$69.60
Exempt
39
Manager Watershed Protection
$130,104.00
$5,004.00
$62 .55
Ex empt
1008
Office of Emergency Services Coordinator
$106,787.20
$4,107 .20
$51 .34
Exempt
100
Performance Auditor
$99,174.40
$3,814 .40
$47 .68
Exempt
148
Police Chief
$215,488.00
$8,288 .00
$103.60
Exempt
TBD
Principal Business Analyst
$137,113 .60
$5,273 .60
$65.92
Exempt
2003
Principal Management Analyst
$136,531 .20
$5,251 .20
$65 .64
Exempt
2009
Project Manager
$99,840 .00
$3,840.00
$48.00
Exempt
166
Public Safety Program Manager
$99,174 .40
$3,814.40
$47.68
Exempt
2012
Public Safety Communications Manager
$104,187 .20
$4,007 .20
$50.09
Exempt
117
Senior Accountant
$101,649.60
$3,909 .60
$48 .87
Exempt
152
Senior Assistant City Attorney
$178,380 .80
$6,860 .80
$85 .76
Exempt
TBD
Senior Business Analyst
$119,225.60
$4,585 .60
$57 .32
Exempt
11
Senior Deputy City Attorney
$126,921.60
$4,881 .60
$61 .02
Exempt
187
Se nio r Engineer
$136,697.60
$5,257.60
$65.72
Exempt
106
Senior Executive Assistant
$116,188. 80
$4,468.80
$55 .86
Exempt
City of Palo Alto
Management and Professional Compensation
Class No. /
Job Code
Title
EFFECTIVE PP INCLUDING 7/1/2015
Appr ox Annual
Approx
Bi-Weekly
Hourly Mid -Point
FLSA
St atu s
157
Senior Human Resources Administrator
$101,275.20
$3,895 .20
$48 .69
Exempt
14
Senior Management Analyst
$116,084 .80
$4,464.80
$55 .81
Exempt
130
Senior Performance Auditor
$109,449.60
$4,209.60
$52.62
Ex empt
53
Senior Project Manager
$136,697.60
$5,257.60
$65.72
Exempt
33
Senior Technologist
$119,225 .60
$4,585.60
$57.32
Exempt
155
Superintendent Animal Services
- $104,187.20
$4,007.20
$50 .09
Exempt
83
Superintendent Community Serv ice s
$114,982.40
$4,422 .40
$55 .28
Exempt
161
Supervisor Facilities Management
$96,969.60
$3,729 .60
$46 .62
Exempt
113
Superviso r Inspection and Surveying
$104,187 .20
$4,007 .20
$50.09
Exempt
146
Supervisor Warehouse
$87,630.40
$3,370.40
$42.13
Exempt
181
Supervisor Water Quality Control Operations
$106,787.20
$4,107 .20
$51 .34
Exempt
184
Veterinarian
$101,649.60
$3,909.60
$48.87
Exempt
Co nfidential Classifications
Jo b Code
Classifications
Approx Annual
Appr ox
Bi-Weekly
H ourly Mid -Point
FLSA
Status
905
Human Resource Assistant - Co nfidential
$63,585.60
$2,445 .60
$30 .57
N on -Exempt
903
Legal Secretary -Confidential
$65,166.40
$2,506.40
$31.33
Non -Exempt
67
Secretary to City Atto rney
$77,459.20
$2,979.20
$37 .24
Exempt
City of PaloAlt o
Management and Pr ofessional Compensation
EFFECTIVE PP INCLUDING 7/1/2015
Class No. /
Appro x
FLSA
Jo b Co de
Titl e
Approx Annual
Bi-W eekly
Hourly Mid -P oint
Status
1004
Senio r Legal Secretary - Confidential
$71,947 .20
$2,767 .20
$34 .59
Non -Exempt
NOT YET APPROVED
ORDINANCE NO. _____
Ordinance of the Council of the City of Palo Alto Amending the Table of
Organization for Fiscal Year 2015 to Reflect New and Amended Classifications
The Council of the City of Palo Alto does ORDAIN as follows:
SECTION 1. The Council of the City of Palo Alto finds and determines as follows:
A. As part of its Budget Amendment Ordinance No. 5255 adopting the Fiscal
Year 2015 Budget, Council adopted the Fiscal Year 2015 Table of Organization.
B. Based on the market comparison study for unrepresented Management
and Professional classifications and based on periodic review of the City’s classification system,
the Council wishes to add new classifications and amend the titles of existing classifications in
the Table of Organization to better reflect the needs and structure of the City.
SECTION 2. The Table of Organization shall be modified as provided in Exhibit “1”.
SECTION 3. As provided in Section 2.04.330 of the Palo Alto Municipal Code, this
ordinance shall become effective upon adoption.
SECTION 4. The Council finds that adoption of this ordinance is not a project under
the California Environmental Quality Act and, therefore, no environmental impact assessment
is necessary.
//
//
//
//
//
//
//
//
141204 sh 0140128 1
NOT YET APPROVED
SECTION 5. This ordinance shall be effective on the thirty-first day after the date of
its adoption.
INTRODUCED:
PASSED:
AYES:
NOES:
ABSENT:
ABSTENTIONS:
ATTEST:
____________________________ ____________________________
City Clerk Mayor
APPROVED AS TO FORM: APPROVED:
____________________________ ____________________________
City Attorney City Manager
____________________________
Director of Community Services
____________________________
Director of Administrative
Services
141204 sh 0140128 2
NOT YET APPROVED
EXHIBIT 1
Management/Professional Compensation Plan Changes – Effective July 1, 2014
Job Code Classification Title Grade Code Midpoint Hourly Midpoint Approx. Annual Max Hourly 115 Assistant Building Official Archive position 118 Chief Building Official Grade change TBD 71.36 148,429 85.64 82 Chief Transportation Official Grade change TBD 67.10 139,568 80.52 111 Assistant Fire Chief Archive position
95 Manager Purchasing & Contract Administration Title change to “Chief Procurement Officer”
20 Deputy Fire Chief Market adjustment 110A 78.96 164,237 94.76 99 Deputy City Auditor Archive position 55 Deputy City Manager Archive position TBD Director Public Safety Archive position 123 Division Manager Cubberly Center & Human Services Archive position
172 Division Manager Open Space Title change to “Division Manager Open Space, Parks and Golf" 1012 Director Development Services 145A 79.05 164,424 94.86 69 Legal Services Administrator Archive position 57 Manager Investments Debts & Projects Archive position 26 Senior Project Engineer Title change to “Manager Parking" 198 Manager Risk & Benefits Archive position 86 Urban Forester Title change to “Manager Urban TBD 54.12 112,570 64.95
141204 sh 0140128 3
NOT YET APPROVED Forestry" and grade change TBD Principal Business Analyst New position TBD 64.31 133,765 77.18 2003 Principal Management Analyst Grade change TBD 64.03 133,182 76.84 77 Project Manager Archive position 166 Public Safety Manager I Title change to “Public Safety Program Manager" and grade change 585M 46.51 96,741 55.82 2009 Project Manager Trees Title change to “Project Manager”
2012 Public Safety Manager II Title change to “Public Safety Communications Manager" and grade change 540M 48.86 101,629 58.64
74 Safety Officer Archive position TBD Senior Business Analyst Reinstate position 420M 55.92 116,314 67.11 70 Staff Assistant to the City Manager Archive positions 174 Supervisor Public Works Archive position 62 Supervisor Recycling Program Archive position 187 Senior Engineer Market adjustment/grade change 300M 64.11 133,349 76.94 157 Senior Human Resources Administrator Grade change TBD 47.50 98,800 57.00 TBD Manager Human Services Grade change 540M 48.86 101,629 58.64 78 Manager Library Services Grade change TBD 45.93 95,534 55.12 92 Manager Maintenance Operations Grade change TBD 51.54 107,203 61.85 93 Manager Environmental Control Market adjustment 435M 55.80 116,064 66.96 161 Supervisor Facilities Management Market adjustment 600M 45.48 94,598 54.58 51 Manager Planning Market adjustment 435M 55.86 116,189 67.04
141204 sh 0140128 4
CITY OF PALO ALTO
COMPENSATION PLAN
Management and Professional Personnel
And Council Appointees
Compensation plan eEffective July 1, 20142 through June 30, 201562014,
except where specifically noted.
2
1
COMPENSATION PLAN FOR THE CITY OF PALO ALTO
Management and Professional Personnel
As used in this Plan, the term “Management and Professional” refers to all employees, including
Confidential employees, previously classified as “Management and Confidential” by the City. This
group will hereafter be identified as “Management and Professional” personnel.
SECTION I. COMPENSATION
This section applies to all management and professional employees and does not include Council
Members or Council-appointed officers. Each Council-appointed officer shall be the responsible
decision-maker under this Plan for those employees in departments under his/her control.
A. MANAGEMENT AND PROFESSIONAL COMPENSATION POLICY
The City's policy for management and professional compensation is to establish and maintain a
general structure based on marketplace norms and internal job alignment with broad
compensation grades and ranges. Structures and ranges will be reviewed and updated as
necessary based on marketplace survey data, internal relationships, and City financial
conditions.
Individual compensation adjustments will be considered by the Council -appointed officer
based on (1) performance factors including achievement of predetermined objectives; (2) pay
structure adjustments; and (3) City financial conditions.
B. BASIC PLAN ELEMENTS
1. Structure. The compensation plan includes separate multi -grade structures for both
management and professional employees. Each grade will have a salary range with a mid-point
which is 20% above the minimum, and 20% below the maximum of the range.. All
management and professional positions will be assigned an appropriate pay grade based on
salary survey data and internal relationships. Actual salary within the range is determined by
experience and performance.
Competitive marketplace studies will be conducted as needed by surveying a maximum of 14
organizations similar to Palo Alto in number of employees, funding mechanisms, population
and services provided. These studies will focus on total compensation for management
positions such as first line supervisors, administrative, confidential, professional and top
management. Periodically, studies will include position -by-position comparisons using market
research and internal equity data. The results of these studies may indicate that the entire
pay grade structure be adjusted , that individual positions be reassigned to different pay
grades, or that no change takes place . Such adjustments will only affect the salary
administration framework. No individual salaries will be automatically changed because of
structural adjustments.
2
A department director may request that HR reevaluate a job or jobs in his or her department
based on significant and permanent changes in job content. In doing so the director will
supply needed information and will provide a position description questionnaire as requested.
The Chief People Officer will respond to such requests within his or her discretion.
2. Compensation Adjustment Authorization . In consultation with feedback received from the
Management and Professional Compensation Committee, the City Manager may propose as
part of the budget process for Council approval of a compensation adjustment based on (1)
competitive market data, (2) changes in internal position relationships, (3) the City's ability to
pay, and (4) a recommendation received from the Chief People Officer. For fiscal year 2013 the
compensation adjustment to mid-point shall be three percent (3%) effective the pay period
including October 6, 2012 Effective the first pay period following Council adoption of this plan
all classifications will receive a two percent (2%) salary increase in consideration of the medical
changes described in section XXH. of this Plan, retroactive to the pay period including July 1,
2014. Effective the pay period including July 1, 2015, all classifications will receive a two and
one-half percent (2.5%) salary increase .
In years when there is an adjustment to mid-point, this adjustment will be available for those
management/professional employees who have received an overall rating of "meets"or
"exceeds" expectations on their annual review and who have not been on a performance
improvement plan during the preceding fiscal year. Nothing herein shall preclude an
employee's manager from awarding a mid-point adjustment increase to an employee on a
performance plan at a later date should employee's performance improve.
a) Base Compensation. Compensation for management and professional employees includes
bi-weekly base salary and is paid on a continuing basis. On a fiscal year basis, the bi -weekly
base salary must fall within pay grade limits of no less than 2 0% below the mid-point and
no more than 20% above the mid-point.
Base salary increases are earned and authorized in accordance with administrative
guidelines based upon growth within the position and performance, which must meet or
exceed position standards defined through the performance planning and appraisal
process described in subsection b below , the salary structure and the City’s ability to pay.
Management/professional employees who have receiv ed an overall rating of "Meets",
“Higher” or "Exceeds" expectations on their annual review and who have not been on a
performance improvement plan during the preceding fiscal year will be eligible for an
adjustment to base compensation. Nothing herein shall preclude an employee's manager from
awarding a mid-point adjustment increase to an employee on a performance plan at a later
date should employee's performance improve.
b) Performance Planning and Appraisal. Performance appraisals will be conducted at the end
of each fiscal year during the months of July through September 30 each year prior to
3
determining individual employee fixed compensation. This process includes both review of
previous performance plan and preparation of the perfo rmance plan for the next planning
period (usually the fiscal year). Performance plans are jointly prepared by the employee
and supervisor with the concurrence of the department head or Council -appointed officer.
The performance plans shall contain measurab le objectives which place special emphasis
on position description duties or specific assignments. Progress toward meeting objectives
shall be monitored periodically. The performance appraisals should be implemented in a
manner that will achieve the following objectives:
Define the employee’s job duties and expected level of performance for the next
review period to ensure that both the employee and supervisor have a clear
understanding of the employee’s role and responsibilities;
Evaluate and document past performance to serve as a basis for establishing and
obtaining future performance standards/objectives;
Facilitate two-way communication and understanding between the employee and
his or her supervisor;
Counsel and encourage employees to work toward a learning development plan
and realize their full potential;
Establish future work plan objectives.
Work plans should include job related projects or special goals related to regular job duties
when applicable. At the conclusion of the fiscal year (or rev iew period), supervisors shall
make a final determination of the overall performance rating.
Recommendations shall be forwarded to department heads and to the Chief People Officer
or appropriate Council appointed officer who will then determine individual fixed
adjustments according to the provisions of the compensation plan. Each department will
ensure that metrics tie to the performance appraisal. This The performance planning and
appraisal process should be completed by September 30.
C. MANAGEMENT AND PROFESSIONAL COMPENSATION ADJUSTMENT AUTHORIZATION
1. Council-appointed officers are authorized to pay salaries in accordance with this plan to
non-Council-appointed management and professional employees in an amount not to
exceed the aggregate of approved m anagement and professional positions in the Table of
Organization for the applicable fiscal year.
2. Individual management and professional compensation authorized by a Council -appointed
officer under the Management and Professional Compensation Plan may not be less than
20% below nor more than 20% above the mid-point for the individual position grades
authorized in Salary Schedule attached.
3. The Council-appointed officers are authorized to establish such administrative rules as are
necessary to implement the Management and Professional Salary Plan subject to the
4
limitations of the approved compensation adjustment authorization and the approved
grade and mid-point structure.
4. Notwithstanding any other provision of this Compensation Plan, in the event a downward
adjustment of a position grade assignment indicates a reduction in the established salary of
an individual employee, the Council-appointed officer may, if circumstances warrant,
continue the salary for such employee in an amount in excess of the revised grade limit for
a reasonable period of time. Such interim salary rates shall be defined as "Y -rates."
Employees in “Y-rated” positions shall not be eligible for any increase to base salary unless
and until the amount of the “Y -rated” salary is equal to or less than the published pay
rates. Employees assigned to work above class duties shall not be eligible for “Y-rated” pay
on conclusion of a work above class assignment .
SECTION II. SPECIAL COMPENSATION
This section applies to all eligible regular management and professional positions including Council
Appointed Officers as applicable and including Council Members where indicated. 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. OVERTIME
Compensation for overtime work shall be in conformance with the Merit Rules and Regulations
and Policies and Procedures.
B. IN LIEU HOLIDAY PAY
Employees who work a schedule where a regular day off falls on a holiday will be paid for the
hours they would have normally worked on that day. If the holiday falls on a non -workday for
an exempt employee, the employee may, with supervisory approval, take another day off
within the pay period or the following pay period.
C. WORKING OUT OFABOVE CLASSIFICATION PAY
Where management and professional employees, on a temporary basis, are assigned to
perform all significant duties of a higher classification for a period of one month or more, the
City Manager may authorize payment within the range of the higher classification for the
specified time frame. Working above classification will not to exceed six months, unless
renewed at the discretion of the City Manager . On expiration of that timeframe, working
above classification pay will cease and the employee will return to his or her former pay level.
Working above classification out of class pay is normally not to exceed 10% more than the
employee’s current salary and shall be docume nted on a Personnel Action Form, with a
description of the additional duties in the higher classification to be performed and an end
date.
5
D. STAND-BY PAY
Employees eligible for overtime may be entitled to stand -by pay, approved by the City
Manager on a case by case basis, in extreme circumstances involving unavailability of non -
management staff. Compensation is as follows:
Monday through Friday $40 per day
Saturday, Sunday, Holidays $58 per day
E. CALL OUT PAY
Effective pay period beginning February 26, 2011, Exempt management and professional
classifications will be compensated for Call Out as outlined below with Management approval
(and will not be eligible for overtime pay). Call Out applies when: (1) an employee previously
left City premises, (2) is called back to the work location outside of regularly scheduled working
hours, and (3) the Call Back is for an emergency arising out of situations involving real or
potential loss of service, property or personal danger. Employees called back will be expected
to respond directly to the location of the problem.
Compensation is per Call Out as reported on timecard and will be paid as follows:
Monday through Friday: $140 per day
Saturday and Sunday: $200 per day
F. NIGHT SHIFT PREMIUM
Night shift differential shall be paid at the rate of five percent (5%) to regular full-time
employees who are regularly assigned to shift work between 6:00 p.m. and 8:00 a.m., or to
employees who are temporarily assigned to work a full shift between 6:00 p.m. and 8:00 a.m.
G. UNIFORM PURCHASE PLAN - SWORN POLICE, FIRE PERSONNEL, and OPEN SPACE PERSONNEL
Uniforms, including cleaning, will be provided with replacement provisions on an as -needed
basis in conformance with department policy.
H. GROUP INSURANCE
1. Effective Date of Coverage for New Employees
For newly-hired regular employees coverage begins on the first day of the month following
date of hire for the health plan, dental plan, vision care plan, long term disability and life
insurance plans if these benefits are elect ed.
2. Active Employee Health Plan
6
a) For health coverage in calendar year 2014, Bbased on an employee’s family status,
participating employees will contribute 10% of the premium cost for the employee -
selected plan and the City shall pay up to 90% of the monthly medical premium for the
second most expensive plan among the existing array of plans available during the term of
this compensation plan on behalf of eligible employees (including Council Appointed
Officers and Council Members) and dependents, except as provided in section b,
below.that the total maximum City contribution shall not exceed 90% of the second highest
plan. Eligible dependents, under current law, include spouses, children under the age of 26
and never married (natural, adopted, or stepchildren), economically dependent children,
and domestic partners registered with the Secretary of State. If PERS changes the plans it
offers, the City will continue to provide an equivalent benefit at an equivalent cost.
b) Effective in the pay period including October 6, 2012, participating employees will
contribute 10% of the premium cost for the employee -selected plan, and the City shall
contribute 90%, with a maximum City contribution of 90% of the second highest plan .
c) Health coverage beginning January 1, 2015. Beginning January 1, 2015 the maximum City
contribution towards medical premiums for eligible full time employees per employee
category shall be up to a maximum of the following for any plan:
Medical
Premium
Category
PEMHCA
contribution*
Additional City
Contribution
2015
Up to a Total
Maximum
City
Contribution
Effective
January 1, 2015
Employee
only
$122.00 $586.00 $708.00
Employee
plus one
$122.00 $1293.00 $1415.00
Employee
Family
$122.00 $1718.00 $1840.00
*The PEMHCA minimum changes per statutory determination. Any increases to the
PEMHCA minimum during the term of this plan will result in a corresponding decrease
to the amount of the additional City contribution, so that the total maximum City
contribution never exceeds the amount listed in the “Total Maximum City
Contribution” columns above.
d) For health coverage beginning January 1, 2016 , the City’s contribution to medical premiums
will be the same contribution that the City makes for employees in the unit represented by SEIU.
Formatted: List Paragraph, Numbered +
Level: 1 + Numbering Style: a, b, c, … + Start
at: 1 + Alignment: Left + Aligned at: 0.25" +
Indent at: 0.5"
Formatted: Font: Calibri, 11 pt, Font color:
Custom Color(RGB(31,73,125)), Not Highlight
Formatted: Font: Calibri, 11 pt, Font color:
Custom Color(RGB(31,73,125))
Formatted: Indent: Left: 0.75", No bullets or
numbering
7
e) The City’s total maximum contribution towards medical premiums for eligible part time
employees shall be prorated based on the number of hours per week the part -time
employee is assigned to work.
.
c)f) City medical premium contributions will be prorated for part -time employees based on the
number of hours per week the part -time employee is assigned to work.
b)g) Coverage For Domestic Partners
1) Domestic Partnership Registered with the California Secretary of State: Employees
may add their domestic partner as a dependent to their elected health plan
coverage if the domestic partnership is registered with the Secretary of State and
will be eligible for the Alternative Medical Benefit Program in paragraph 3 below .
2) Domestic Partnership Not Registered with the California Secretary of State:
Domestic partners who meet the requirements of the City of Palo Alto Declaration
of Domestic Partnership, and are registered with the Human ResourcesPeople
Strategy and Operations Department, will be eligible for a stipend of two hundred
and eighty four dollars ($284.00) per month toward the cost of an individual health
plan.reimbursement of the actual monthly premium cost of an individual health
plan, not to exceed the maximum monthly City employer contribution for one-party
coverage under the CalPERS Health Benefits Program (or PORAC if a safety
department employee) for an employee covered under this agreement. Evidence of
premium payment will be required with request for reimbursement.
e) PERS Choice Reimbursement Plan
Will be eliminated effective January 1, 2013. Management and Professional
personnel enrolled in the PERS Choice medical plan may submit a request for
payment, as specified below, for non-covered medical expenses, incurred during
the period of January 1, through December 31, of the plan year, that exceed
$2,500. The maximum annual reimbursement amount provided under this program
is:
$700 for employees enrolled in the Employee-Only category;
$900 for employees enrolled in the Employee a nd One Dependent
category, and
$1,100 for employees enrolled in the Family category.
Any amounts reimbursed to an individual under this program would be
included in the employee’s gross income and is not PERSable.
This program shall only reimburse employees for medical expenses that are not
reimbursed through any other means and meet the definition in Section 213(d) of
Formatted: Font: +Body (Calibri)
Formatted: Numbered + Level: 1 +
Numbering Style: a, b, c, … + Start at: 1 +
Alignment: Left + Aligned at: 0.25" + Indent
at: 0.5"
8
the Internal Revenue Code. (Examples of eligible expenses include medical plan
deductibles and co-payments, prescription drugs, dental care, hearing care, and
vision care.) However, in order to have any expenses reimbursed under this
program, the employee must have allocated 100% ($2,500.00) of their 2010
calendar Excess Benefit funds into the Medical FSA option during the election that
occurred in December 2009. In addition, all such reimbursements from the Excess
Benefit Program must have been solely for medical expenses, as defined by Section
213(d) of the Internal Revenue Code. If the employee h as designated his/her Excess
Medical funds for any other qualifying expenses (i.e. dependent care, Professional
Development, Deferred Compensation contributions), the employee would n ot be
eligible for reimbursement under this program.
Employees may submit a final claim for the 2012 plan year’s expenses during January.
Any amounts remaining from the PERS Choice reimbursement plan after the claims for
the plan year had been processed shall be forfeited.
3. Alternative Medical Benefit Program
If a regular employee and/or the employee’s dependent(s) are eligible for and elect to
receive medical insurance through another non- City of Palo Alto employer-sponsored or
association medical plan, the employee may choose to opt for alternative medical
insurance coverage through the other employer -sponsored or association plan and waives
his/her right to the City of Palo Alto’s medical insurance and coverage for same individuals.
Employees electing alternative coverage and no City coverage will receive cash payments in
the amount of 90% of the average monthly premium for one party, which is $284.00.
Examples of waivers eligible for this payment are:
• Employee waives all applicable City medical coverage; or
• Employee is eligible to enroll his or her spouse or register his or her domestic partner with the
California Secretary of State and waives medical coverage for the spouse or domestic partner;
or
• Employee has additional eligible dependents and waives family -level medical coverage.
Participation must result in a health insurance cost savings to the City and payments per
employee shall not exceed a total of two hundred eighty four dollars ($284.0 0) per month. To
participate in the program the employee and dependents must be eligible for coverage under
PEMHCA medical plans, complete a waiver of medical coverage form, and provide proof of
eligible alternative medical coverage. When a City employee is married to or has a registered
domestic partner with the California Secretary of State with another City employee, each shall
only be eligible once (as an individual or as a spouse of the other City employee, but not both)
and not eligible for a waiver.
Payments will be made in the employee’s paycheck beginning the first month following the
employee’s completion of the waiver form. Payments are subject to state and federal taxes
and are not considered earnings under PERS law. Employees are responsible f or notifying the
City of any change in status affecting eligibility for this program (for example, life changes
9
affecting dependent’s eligibility for medical coverage through the employee) and will be
responsible for repayment of amounts paid by the City c ontrary to the terms of this program
due to the employee’s failure to notify the City of a change in status.
4. Retiree Health Plan
a) Employees Hired Prior to January 1, 2004
Monthly City-paid premium contributions for a retiree -selected health plan through the
CalPERS Health Benefits Program will be made as provided under the Public
Employees” Medical and Hospital Care Act. The City’s monthly employer contribution
for each employee retiring on or after January 1, 2007 and prior to March 31, 2011 shall
be the amount necessary to pay for the cost of his or her enrollment in a health
benefits plan up to the monthly premium for the second most expensive plan offered
to management and professional personnel during the contract term (among the
existing array of plans.) The City’s contribution for an employee hired before January 1,
2004 who retires on or after March 30, 2011 shall be the same contribution amount it
makes from time to time for active City employees.
b) Post – 1/1/04 Hires
For those Management and professional employees hired after January 1, 2004, the
PERS law vesting schedule set forth in Government Code section 22893 will apply.
Under that law, an employee is eligible for 50% of the specified employer health
premium contribution after ten (10) years of service credit, provided at least five (5) of
those years were performed at the City of Palo Alto. After ten (10) years of service
credit, each additional service credit year increases the employer contribution
percentage by 5% until, at 20 years’ service credit, the employee will be eligible upon
retirement for 100% of the specified employer contribution and 90% of their
dependent coverage. The City of Palo Alto’s health premium contribution for eligible
post – 1/1/04 hires shall be the minimum contribution set by PERS under section 22893
based on a weighted average of available health plan premiums.
5. Dental Plan
a) The City shall pay covered plan charges on behalf of all eligi ble employees and
dependents. (Domestic partners who are either registered with the Secretary of State
or who meet the requirements of the City of Palo Alto Declaration of Domestic
Partnership, and are registered with the Human Resources Department are considered
dependents under the plan.) Benefits for reg ular part-time employees hired or assigned
to a part-time schedule will be prorated in accordance with his/her percentage of a full -
time work schedule.
10
b) The City’s Dental Plan provides the following:
Maximum Benefits per Calendar Year- $2,000 per person
Lifetime Maximum for Orthodontics- The City will pay up to $2,000.00 for
orthodontia coverage (not included in annual dental maximum)
Major Dental Services 50% UCR*
Orthodontics 50% UCR*
Basic Benefits (All other covered services)
First Calendar Year of Eligibility 70% UCR*
Subsequent Calendar Years 70%-100%
*Usual, Customary, and Reasonable
Composite (tooth covered) fillings for posterior teeth
For each dental plan member, the percentage of coverage for basic benefits will begin
at 70% for the first calendar year of coverage and increase by 10% (up to a maximum of
100%) effective the first day of the next calendar year as long as the member utilizes
the plan at least once during the current year. Per the Delta Dental contract effective
October 1, 2005, if the member does not utilize the plan during the current year, the
percentage of coverage for the next calendar year shall remain unchanged from the
current year.
If a dental plan member ever loses coverage under the plan, the applicable percentage
of coverage for basic benefits provided during any future period of coverage will
commence at 70% as if the dental plan member was a new enrollee. Examples of when
a member might lose coverage under the plan would include:
Employee goes on an unpaid leave o f absence and elects not to pay the
required dental premiums for his/her family’s coverage during the leave.
Employee elects to drop one or more covered dependents from the plan during
an open enrollment period so that they might be covered on a spouse’s n on-
City of Palo Alto dental plan.
6. Basic Life Insurance
The City shall provide a basic group term life insurance with Accidental Death and
Dismemberment (AD&D) coverage, in an amount equal to the employee's annual basic pay
(rounded to the next highest $1,000) at no-cost to the employee. AD&D pays an additional
amount equal to the employee’s annual basic pay (rounded to the next highest $1,000).
7. Supplemental Life And AD&D Insurance
An employee may, at his/her cost, purchase additional life insurance and additional AD&D
coverage equal to one- or two-times his or her annual salary. The maximum amount of life
insurance available to the employee is up to $325,000 and the maximum amount of AD&D
coverage available is up to $325,000.
11
8. Long Term Disability Insurance
a) The City shall provide long term disability (LTD) insurance with a benefit of 2/3 monthly
salary, up to a maximum benefit of $10,000 per month. The City shall pay the premium
for the first $6,000 of base monthly salary. For employees whose base monthly salary
exceeds $6,000, the employee shall pay the cost of the required premium based upon
their monthly salary between $6,000 and $15,000.
b) For employees whose base monthly salary exceeds $6,000 and who have no eligible
dependents covered under the City’s medical, dental or vision plans, the City will pay
up to $17.50 per month towards the employee’s cost for LTD coverage.
9. Vision Care
a) The City shall provide vision care coverage for employee and dependents. Coverage is
administered by Vision Service Plan (VSP). The plan provides an exam every 12 months;
lenses every 24 months; frames every 24 months, all subject to a $20 co -payment as
defined in the Vision Services Benefits Plan A schedule. Benefits for regular part -time
employees will be prorated as follows:
Employees hired after January 1, 2004, who will work less than full time, will receive
prorated premium costs for vision benefits in accordance with his/her percentage of a
full-time work schedule. Vision benefits for regular part -time employees hired or
assigned to a part-time schedule will be prorated in accordance with his/her
percentage of a full- time work schedule.
b) Effective July 1, 1996, dependents include eligible domestic partners who are either
registered with the Secretary of State or who meet the requirements of the City of Palo
Alto Declaration of Domestic Partnership, and are registered with the Human
Resources Department.
10. Dual coverage for dental and vision benefits. When a City employee is married to or has a
registered domestic partner with the California Secretary of State with another City employee,
each shall only be covered only once (as an individual or as a spouse of the other City
employee, but not both) and dependent children, if any, shall be covered by only one spouse.
I. EMPLOYEE ASSISTANCE PLAN
The Employee Assistance Plan (EAP) provides employees with confidential personal counseling,
work and family related issues, eldercare, substance abuse, etc. In addition, EAP programs
provide a valuable tool for supervisors to refer troubled employees to professional outside
help. This service staffed by experienced clinicians is available to employees and their
dependents by calling a toll-free phone line 24 hours a day, seven days a week. Guidance is
also available online.
Formatted: Indent: Left: 0.25", Don't adjust
space between Latin and Asian text
12
J. SAFETY DIFFERENTIALS
1. Police Department - Personnel Development Program
Pursuant to administrative rules governing eligibility and qualification, one of the following
differentials, whichever is higher, may be granted to sworn police personnel:
P.O.S.T. Intermediate Certificate: five percent (5%) above base salary
P.O.S.T. Advanced Certificate: seven and a half (7 ½%) above base salary
2. Fire Department - EMT Differential
Pursuant to administrative rules governing eligibility and qualification, the following
differential may be granted to sworn Fire personnel:
EMT Differential: three percent (3%) above base salary
K. MANAGEMENT and PROFESSIONAL BENEFIT PROGRAM
Management and professional employees are eligible for Sections 1, 2, 3, and 4 of the
Management Benefit Program. City Council Members are eligible for Section 3 only.
1. Professional Development - Reimbursement
The purpose of this program is to provide employees with resources to improve and
supplement their job and professional skills. Reimbursement for authorized self-
improvement activities may be granted each management and professional employee up
to a maximum of five hundred dollars ($500) per fiscal year. A departmental training fund
of one thousand dollars per employee ($1,000) will be established for subject matter,
leadership or other training that the Department Director identifies as a need for
employees within that Department.
The following items are eligible for reimbursement:
a) Civic and professional association memberships
b) Conference participation and travel expenses, which must occur within the
compensation plan period.
13
c) Educational programs, books and videos, and tuition reimbursement designed to
maintain or improve the employee's skills in performing his or her job or future job
opportunities, should support the City’s mission or be necessary to meet the
educational requirements for qualification for employment. Permissible educational
expenses are refresher courses, courses dealing with current developments,
academic or vocational courses, as well as the travel expenses associated with the
courses as defined by the City’s travel expense report from the Policy & Procedures
Manual Section 1-02 ASD.
d) Professional and trade journal subscriptions not to exceed 12 months.
e) Approval will be at discretion of department head and signature is required on
reimbursement form.
Amounts under this professional development program will be pro -rated in the first
year of employment or promotion into a position covered by this Compensation
Plan
2. Physical Examinations
All management and professional employees are eligible to receive an annual physical
examination as follows:
a) Use the periodic health exam benefit as provided under the PERS Health Plan
option you have selected. Each of the PERS Health Plans provides for a periodic
physical examination. The examination must be performed by your primary care
physician—unless he/she refers you to another physician.
b) The types of tests and the frequency of the tests cannot exceed AMA guidelines.
The guidelines are a suggested minimum based on research studies concerning
preventative care. The judgment of your physician is the final determinant for your
care.
c) Any additional necessary asymptomatic tests that are required by your physician
that are not covered by your health plan, will be reimbursed by the City. Any
symptomatic tests will be covered under your PERS Health Plan.
The Reimbursement for Periodic Physical Exam For m is available on the Human Resources
Intranet site. This benefit will not be pro-rated.
3.2. Excess Benefit
This benefit is designed to meet the requirements of Section 125 of the Internal Revenue
Code, with exception of Gym or Health Club Membership . Every calendar year, each
14
employee will be provided with $2,500 that they can designate among the following
options, subject to caps pursuant to IRS regulations:
a) Medical Flexible Spending Account (Medical FSA). Provides reimbursement for
excess medical/dental/vision, or expenses that are incurred by employees and their
dependents which are not covered or reimbursed by any other source, including
existing City-sponsored plans. This includes prescribed medications and copayments
as well as over-the-counter drugs, including: antacids, allergy medicines, pain
relievers and cold medicines. However, nonprescription dietary supplements (e.g.
vitamins, etc.) toiletries (e.g. toothpaste), cosmetics (e.g. face cream), and items
used for cosmetic purposes (e.g. Rogaine) are not acceptable.
b) Dependent Care Flexible Spending Account (Dependent Care FSA). Provides
reimbursement for qualified dependent care expenses under the City's Dependent
Care Assistance Program (DCAP), subject to the following limits: Dependent care
expenses will be reimbursed only to the extent that the amount of such expenses
reimbursed under this Management Benefit Program, when added to the amount
(if any) of annual dependent care expenses that the participant has elected under
the City's Flexible Benefits Plan, do not exceed the maximum permitted under the
DCAP.
1) The annual amount submitted for reimbursement cannot exceed the
income of the lower-paid spouse.
2) The expenses must be employment -related expenses for the care of one or
more dependents who are under 13 years of age and entitled to a
dependent deduction under Internal Reven ue Code section 151(e) or a
dependent who is physically or mentally incapable of caring for himself or
herself.
3) The payments cannot be made to a child under 19 years of age or to a
person claimed as a dependent.
4) If the services are provided by a dependen t care center, the center must
comply with all state and local laws and must provide care for more than six
(6) individuals (other than a resident of the facility).
5) Dependent care expenses not submitted under this section are eligible
under the City Dependent Care Assistance Plan (DCAP). However, the
maximum amount reimbursed under DCAP will be reduced by any amount
reimbursed under the Excess Benefit Plan.
c) Non-taxable Professional Development Spending Account. Provides reimbursement
for Non-Taxable professional development expenses (e.g., job-related training and
15
education, seminars, training manuals, etc.) to the extent they are not paid or
reimbursed under any other plan of the City.
d) Gym or Health Club memberships. Provides reimbursement for annual or monthly
memberships, including personal trainers. Reimbursement of this expense is
taxable to the employee.
e) Deferred Compensation. Provides a one-time contribution to the employee’s City -
sponsored 457 Deferred Compensation plan with either ICMA -RC or the Hartford.
Amounts designated by employees to either the Medical FSA, Dependent Care FSA, or
Professional Development options are done so on a “use –it-or-lose-it” basis. This means
that any amounts designated and not used by the end of the calendar y ear (or end of the
extended grace period for the medical FSA) will be forfeited by the employee and returned
to the plan.
Specified amounts under this benefit will be applied on a pro -rata basis for employees who
are part-time or who are in a management or professional pay status for less than the full
fiscal year. Such benefits will be pro-rated in the first year of employment (based on hire
date) but will not be pro-rated upon separation of employment.
L. LEAVES
1. Sick Leave
a) Sick leave shall be accrued bi-weekly provided the employee has been in a pay
status for 50% or more of a bi-weekly pay period. Sick leave shall be accrued at the
rate of 3.7 hours per bi-weekly pay period for those employees working a 40-hour
duty schedule. Those assigned work schedules which are greater or lesser than 40
hours will accrue sick leave at the ratio of their work schedule to 40 hours.
b) Employees may use up to 20 hours of sick leave per calendar year for personal
business. The scheduling of such leave is subject to the a pproval of the appropriate
level of Management.
c) Employees leaving the municipal service shall forfeit all accumulated sick leave,
except as otherwise provided by law and by Section 609 of the Merit Rules and
Regulations. In the event that notice of resign ation is given, sick leave may be used
only through the day which was designated as the final day of work by such notice.
d) Employees that were hired before December 1, 1983 and who leave the municipal
service in good standing, or who die while employed in good standing by the city,
and who have 15 or more years of continuous service shall receive compensation
for unused sick leave hours in a sum equal to two and one -half percent (2½%) of
their unused sick leave hours multiplied by their years of continuous service and
16
their basic hourly rate of pay at termination. Full sick leave accrual will be paid in
the event of termination due to disability. See Merit System Rules and Regulations,
Chapter 6, Section 609.
e) Up to nine (9) days of sick leave per calendar year may be used for illness in the
immediate family, including a registered domestic partner.
f) Management and Professional employees eligible, as specified above if hired before
December 1, 1983, to be compensated for sick leave may annually convert sick
leave hours in excess of 600 to cash or deferred compensation, according to the
formula set forth above, up to a maximum of $2,000 per fiscal year.
g) In accordance with the City Merit Rules and Regulations, a new employee may, if
necessary, use up to 48 hours or shift equivalent of sick leave at any time during the
first six (6) months of employment.
2. Management Annual Leave
a) Exempt Employees
Regular management and professional employees will be credited with 80 hours of
annual leave. This leave is granted in recognition of the extra hours Management
and Professional employees work over their regular schedule. This leave may be
taken as paid time off, added to vacation accrual (subject to vacation accrual
limitations), taken as cash or taken as deferred compensation. When time off is
taken under this provision, 10-hour shift workers will receive one shift off for each 8
hours charged; 24-hour shift workers will receive one-half (½) shift off for each 8
hours charged.
In 2012, the City will be transitioning transitioned this benefit from a fiscal to
calendar year basis for administrative purposes. Therefore, on July 1, 2012,
employees will be credited with 40 hours of annual leave for the period of July 1 to
December 31, 2012. Beginning in 2013 and each calendar year thereafter,
employees will be credited with 80 hours of management annual leave.
Entitlement under this provision will be reduced on a prorated basis for part -time
status, or according to the number of months in paid status during the year;
employees who have used more than the pro -rated share at the time they leave
City service shall be required to repay the balance or have it deducted from their
final check. Unused balances as of the end of the year will be paid in cash unless a
different option as indicated above is elected by the employee.
b) Non-Exempt Employees
17
Based on an audit recommendation to elimi nate payment of overtime as well as
management leave for non-exempt employees in the management group, the City
is transitioning away from providing management leave to non -exempt employees.
As part of the transition, and in order to minimize impacts to cu rrent employees,
the City will phase-out elimination of the 80 hours of management leave for all
current non-exempt Management and Professional employees (those eligible to
earn overtime). Continuing through Fiscal year 2013 -2014, there will be no change
to management leave benefits for current employees; these employees will
maintain their 80 hours of management leave and also receive pay for any overtime
hours worked. Beginning on July 1, 2014 all employees in non -exempt positions will
receive overtime pay for hours actually worked, but will no longer receive
management leave.
Employees hired into non-exempt management positions on or after February 26,
2011 will receive overtime only and will not be eligible for management leave.
3. Vacation
Vacation will be accrued when an employee is in pay status and will be credited on a bi -
weekly basis. Total vacation accrual at any one time may not exceed three (3) times the
annual rate of accrual. Each eligible employee shall accrue vacation at the following rate
for continuous service performed in pay status:
a) Less than nine (9) years. For employees completing less than nine (9) years
continuous service: 120 hours vacation leave per year; provided that:
i. The City Manager is authorized to adjust department head annual vacation
accrual to provide for a maximum of 160 hours for those hired between July
1, 1996 and June 30, 2001; and
ii. The City manager is authorized to adjust the annual vacation accrual of
employees hired on or after July 1, 2001, to provide up to 40 additional
hours (i.e., to a maximum annual accrual of 160 hours) for service with a
prior employer.
b) Nine (9), but less than fourteen (14) years. For employees completing nine (9), but
not more than fourteen (14) years continuous service; 160 hours vacat ion per year.
c) Fourteen (14), but less than nineteen (19) years. For employees completing
fourteen (14), but not more than nineteen (19) years continuous service; 180 hours
vacation leave per year.
d) Nineteen (19) or more years. For employees completing nineteen (19) or more
years continuous service; 200 hours vacation leave per year.
18
e) Employees are eligible to cash out vacation accrual balances in excess of 80 hours.
An employee may cash out a minimum of eight (8) hours to a maximum of 120
hours of accrued vacation provided the employee has taken 80 vacation hours in
the previous 12 months and has followed the election procedures set forth in this
section.
Employees must elect the number of vacation hours they wil l cash-out during the
next calendar year, up to the maximum of 120 hours . For the 2012 calendar
vacation year, employees will make their election for vacation hours to cash out no
later than November 1, 2012. The election will apply only to vacation hour s that
are accrued in the next calendar year and that are eligible for cash-out.
The election to cash-out vacation hours in each designated year will be irrevocable.
This means that employees who elect to cash -out vacation hours must cash-out the
number of accrued hours pre-designates on the election form.
Employees who do not elect a cash-out amount by November 1 of the prior
calendar year will be deemed to have waived the right to cash out any leave in the
following tax year and will not be eligible t o cash-out vacation hours in the next tax
year
Employees who elect cash-out amounts may request a cash -out at any time in the
designated tax year by submitting a cash -out form to payroll. Payroll will complete
the cash-out upon request, provided the requ ested cash-out amount has accrued
and is consistent with the amount the employee pre -designated. If the full amount
of hours designated for cash-out is not available at the time of cash -out request, the
maximum available will be paid. For employees who hav e not requested cash-out of
the elected amount by November 1 of each year, Payroll will automatically cash -out
the elected amount in a paycheck issued on or after the payroll date including
November 1.
4. Bereavement
Leave of absence with pay of three (3) days may be granted an employee by the head of
his/her department in the event of death in the employee’s immediate family, which is
defined for purposes of this section as wife, husband, son, son -in-law, step-son, daughter,
daughter-in-law, step-daughter, mother, mother-in-law, father, father-in-law, brother,
brother-in-law, sister, sister-in-law, grandmother, grandmother-in-law, grandfather,
grandfather-in-law, grandchild, aunt, uncle, niece, nephew, registered domestic partner, or
a close relative residing in the household of employee. Such leave shall be at full pay and
shall not be charged against the employee’s accrued vacation or sick leave. Requests for
leave in excess of three days shall be subject to the approval of a Council -Appointed Officer
for employees under his/her control.
5. Use of accrued leave credits during leaves of absence.
19
During unpaid leaves of absence for disability or other reasons, the employee may elect
and the City may require the employee to use accrued paid vacation and sick leave in a
manner consistent with state and federal law. Requests for leaves without pay shall not be
unreasonably denied. In order to avoid misunderstandings, all leaves without pay must be
in writing to be effective.
M. RETIREMENT PENSION
1. Miscellaneous Pension Formulas:
a. Miscellaneous Pension Group A: 2.7% at 55. The City provides retirement benefits
under the California Public Employees Retirement System at the level of 2.7% at age 55
for employees hired before July 17, 2010, with a one year final compe nsation period.
Effective pay period inclusive of 1/6/07, the City ’s Public Employees’ Retirement
System (PERS) benefits changed to the 2.7%@ 55 formula for non-safety members
(from 2% @55).
a. b. Miscellaneous Pension Group B: 2% at 60:
For miscellaneous employees hired on or after July 17, 2010 , and before January 1, 2013, and
employees hired on or after January 1, 2013 who are not “new members” of CalPERS as defined in
the Public Employees’ Pension Reform Act (often referred to as “Classic” CalPERS membe rs)the
City offers the CalPERS retirement formula two percent (2.0%) of final salary at age sixty (60), with
a one (1) year final compensation period.
c. Miscellaneous Pension Group C: 2% at 62. Employees hired on or after January 1, 2013
meeting the definition of “new member” under the Public Employees’ Pension Reform Act
(Gov’t. Code s. 7522 et seq.) shall be subject to all of the provisions of that law, including but
not limited to the two percent at age 62 (2%@62) retirement formula with a three (3) year
final compensation period.
2. Safety Pension Formulas:
a. Safety Pension Group A: 3% at 50. For Safety members, the City currently offers the
CalPERS "3% at 50" full formula (Section 21362.2) benefit , with a one (1) year final
compensation period.
a.b. Safety Pension Group B: 3% at 55 . Local Fire Safety members newly hired after
6/08/12 will be placed in the 3%@55 formula. As soon as administratively possible, the
City intends to modify the Local Police Safety formula for new hires to 3%@55 formula.
b.c. Safety Pension Group C: New employees hired on or after January 1, 2013 who are “new
members” as defined by the California Public Employees ’ Pension Reform Act (PEPRA), will
be subject to the terms of that statute, with a three (3) year final compensation period.
20
1.3. Employee PERS Share.
The City previously paid 6% of the employee’s CalPERS share for employees under the
2.7%@55, 5% for employees under the 2%@60 formula, and the full employee share for
those with public safety formulas.
a) Miscellaneous Employee Shares:
Beginning with the pay period including October 6, 2012, Eemployees under in
the 2.7%@55 retirement formula Miscellaneous Pension Group A shallwill pay
the full eight percent (8%) employee contribution.
Beginning with the pay period including October 6, 2012, eEmployees subject to
the 2%@60 retirement formulain Miscellaneous Pension Group B shall pay the
full seven percent (7%) employee contribution.
Employees in Miscellaneous Pension Group C shall pay the employee contribution required by the
Public Employees Pension Reform Act, calculated at fifty percent (50%) of the normal cost.
a)b) Safety Employee Shares. Beginning with the pay period including October 6,
2012, Public Safety eEmployees in Safety Pension Group A shallwill pay the full
nine percent (9%) PERS employee contribution. Employees in Safety Pension
Group B shall pay the full eight percent (8%) PERS employee contribution.
Employees in Safety Pension Group C shall pay the employee contribution
required by the Public Employees Pension Reform Act, calculated at fifty
percent (50%) of the normal cost.
b)c) Employees under the 2%@62 benefit shall pay at least 50 percent of the
total normal cost or the same contribution rate as “sim ilarly situated”
employees, whichever is higher.
2.4. Final Compensation.
Final compensation for purposes of retirement shall be as set forth in the City’s contract
with CalPERS, including, when applicable, the Government Code Section 20692: Optional
Benefit, except as may otherwise be required by PEPRA .
3.5. Employee PERS contributions shall be made on a tax deferred basis, in accordance
with Section 414(h)(2) of the Internal Revenue Code. All provisions of this subsection are
subject to and conditioned upon c ompliance with IRS regulations.
4.6. Final compensation for employees under the 2%@62 benefit shall be as set forth in
PEPRA, including calculation based on the average of three highest consecutive years and a
cap on pensionable compensation (currently $136,440 ) based on IRS limits for employers
that do not participate in social security.
N. COMMUTE INCENTIVES and PARKING
21
1. Civic Center Parking. Employees assigned to Civic Center and adjacent work locations. The
City will provide a Civic Center Garage parking permit. Employees hired after June 30, 1994
may initially receive a parking permit for another downtown lot, subject to the availability
of space at the Civic Center Garage.
2. Alternative Commute Incentives: Employees who qualify may voluntarily elect one of the
following commute incentives, including but not limited to the following options, for those
using an eligible commute alternative on 60% or more of their scheduled work days per
month:
a) Public Transit and Vanpool. The City provides tax -free commute incentives up to the
current IRS limit, as may be amended from time to time, (currently $125/month)
are available through the Commuter Check Direct (CCD) website for employees
using Bay Area public transportation or riding in a registered vanpool at least 60%
of their scheduled work days. Administration of the Commuter Check benefit shall
be subject to the rules and regulations of the third - party administrator.
b)
a) Go Pass. The Go Pass program will offer civic center and other downtown-based
employees a Caltrans Go Pass that allows unlimited rides on Caltrain in all zones
seven days per week, to any City of Palo Alto employee. who gives up their parking
permit. Each program participant will receive two free one day passes for the Civic
Center garage per month. In addition, a program participant can purchase a day use
permit for $10 for each day.
b)c) Bicycle. The City will provide employees with a tax-free incentive of $20 per
month to eligible employees who ride a bicycle to work.
c)d) Carpool. The City will provide with a taxable incentive of $30 per month to
each eligible employee in a carpool with two or more licensed drivers.
d)e) Walk. The City will provide employees with a taxable incentive of $20 per
month to eligible employees who walk to work.
O. AT-WILL STATUS
Certain Management and Professional Positions are designated as having “at -will”
employment status. Employees hired into “Atat-will” positions are intended to be of a limited
duration and employees hired to fill these positions shall have no constitutionally protected
property or other interest in their employment with the City. Notwithstanding any provision in
the Merit System Rules and Regulations or any other City rule, policy or procedure, at -will
employees have no right to continued employment or pre -or post-disciplinary due process and
work at the will and pleasure of the hiring authority (City Council, City Manager or Coun cil-
Appointed Officer). Work for an at -will employee may be eliminated and/or the employee
may be terminated, or asked to resign, at any time, with or without cause, upon notice to that
22
employee, and the employee may resign at any time upon written notice to the hiring
authority.
1. At-will Management & Professional positions.
Department heads hired after July 1, 2004 and prior to the date of adoption of this plan
were hired as at-will employees whose terms of employment are specified by an
employment contract that includes a severance package.
Effective on the date of adoption of this plan , new employees hired or promoted to
department head, assistant department director , and all other positions listed on
Attachment B shall be at-will employees.
At-will employees will be eligible for, and shall receive, all regular benefits (i.e., health
insurance, PERS contribution to the extent paid by City, etc.) and vacation, sick leave, and
management leave as are generally provided to management employees and described in
this compensation plan, as amended from time to time . At-will employees who are
terminated or asked to resign shall, upon execution of a release of all claims against the
City, be eligible for a severance payment equivalent to four (4) weeks of salary and
benefits, increasing after completion of the first full year of service by one (1) week for
every completed year of service, up to a maximum of 12 weeks. For example, an at-will
employee who has completed six (6) years of service would be eligible to receive ten (10)
weeks of severance (4 weeks plus 1 week for each year of service). No severance shall be
paid if the employee is terminated for serious misconduct involving abuse of his or her
office or position, including but not limited to was te, fraud, violation of the law under color
of authority, misappropriation of public resources, violence, harassment or discrimination .
If the employee is later convicted of a crime involving such abuse of his or her position the
employee shall fully reimburse the City as set forth in Government Code section 53243.3.
2. Provisional employees.
The City has created a program for Provisional employment when funding is available. The
program’s purpose is to create limited duration senior management level work for the City
Manager’s Office or as designated by the City Manager. A Provisional Employee will be an
“at will” employee whose term of employment shall be no more than two (2) years. A
Provisional Employee shall be exempt and not eligible to earn overtime. A Provisional
Employee will receive limited benefits as specified in an Employment Agreem ent. Sections I
and II of this Compensation Plan shall not apply to Provisional Employees, except as
specified by the City Manager.
3. Management and Legal fellowsFellows.
The City has created a programs for Management Fellows and Legal Fellows when funding
is available. The program’s programs’ purpose is to create limited duration entry level
positions for management graduates students and lawyers. A management fFellows will be
23
an “at will” employees whose term of employment shall be no more than one two (12)
years. A Management Fellows shall be PERS exempt to the extent allowed by law, but may
receive limited vacation, limited sick leave, limited health care benefits and other limited
benefits, as determined by the City Manager or City Attorney. Sections I and II of this Plan
shall not apply to Management and Legal Fellows, except as specified by the City Manager
or City Attorney.
P. ADDITIONAL COMPENSATION FOR MAYOR AND VICE MAYOR
The Mayor shall receive $150 monthly, and the Vice Mayor $100 monthly to def ray additional
expenses of these offices.
Q. REIMBURSEMENT FOR RELOCATION EXPENSE
Policy Statement
The City of Palo Alto, in rare instances, may provide a Basic Relocation Benefits Package for
new management and professional empl oyees, upon the approval of the City Manager or
designated subordinate. In addition, the provision of “Optional Benefits” or portions thereof,
may be extended for exceptional circumstances and only the approval of the City Manager or
designee, or for Council-appointed officers, the City Council.
The details of the Relocation Expense program are specified in the City’s Relocation Expense
policy and all relocation reimbursements shall be subject to the provisions of that policy .
R. MEAL ALLOWANCE
Management and professional employees assigned to attend night meetings are eligible to
receive reimbursement for up to $20.00 per dinner. This provision covers only receipted meals
actually taken and submitted for reimbursement.
S. GRIEVANCES REGARDING COUNCIL APPOINTED OFFICERS
Notwithstanding the grievance procedures provided in Chapter 11 of the City of Palo Alto’s
Merit System Rules and Regulations, any Management and Professional employee who is
supervised by a Council Appointed Officer and has a grievance against that Council Appointed
Officer or regarding the conduct of that Council Appointed Officer shall, following an attempt
to resolve the grievance pursuant to Step One (informal discussion), summarize the grievance
regarding the Council Appointed Officer in writing and submit it to the Director of Human
Resources for review and resolution using the methods he/she considers appropriate.
T. MERIT RULES
The City will include members of the Management/Professional Compensation Committ ee in
discussions regarding revision of the Merit Rules and Regulations.
24
Attachment B
At-Will Positions
Management and Professional Unit
The intent of this provision under the Management/Professional Compensation Plan is to
designate classifications at the department head, assistant director, deputy director, and
division manager and senior professional levels as at-will. The applicable Council Appointed
Officer may designate newly created positions at those levels not included on this list as at -will.
Existing classifications that shall be at-will include but are not limited to:
Department Heads- All departments
Assistant Directors- All departments
Deputy Directors- All departments
Division Managers
Administrative Services
Director, Administrative Services/Chief Financial Officer
Director, Office of Management & Budget
Assistant Director, Administrative Services
Chief Budget Officer
Manager, Accounting
Manager, Purchasing & Contract Administration Chief Procurement Officer
Manager, Real Property
City Attorney
Senior Assistant City Attorney
Assistant City Attorney
Sr. Deputy City Attorney
Deputy City Attorney
Legal Fellow
City Auditor
Deputy City Auditor
Sr. Performance Auditor
City Clerk
Assistant City Clerk
Deputy City Clerk
City Manager
25
Assistant City Manager/Chief Operating Officer
Deputy City Manager
Assistant to City Manager
Chief Communications Officer
Chief Sustainability Officer
Communications Manager
Manager, Economic Development
Management Fellow
Community Services
Director, Community Services
Assistant Director, Community Services
Manager, Recreation & Golf
Manager, Open Space & Parks
Manager, Community Services
Manager, Community Services Program Senior
People Strategy and Operations Human Resources
Director of Human Resources/Chief People Officer
Assistant Director, Human Resources
Human Resources Manager
Senior Administrator Human Resources
IT
Director, IT/Chief Information Officer
Information Technology Governance Manager
Manager, Information Technology Manager
Library
Director, Libraries
Assistant Director, Library Services
Division Head, Collection & Technical Services
Manager, Library Services
Planning & Community Environment
Director, Planning & Community Environment
Assistant Director, Planning & Community Environment
Division Manager, Advance Planning Planning Manager
Division Manager, Chief Building Official
Division Manager, Chief Planning Official
Division Manager, Chief Transportation Official
Development Services Department
26
Division Manager, Development Services Director
Division Manager, Chief Building Official
Assistant Building Official
Planning Manager
Public Safety
Chief of Police/Director of Public Safety
Fire Chief /Assistant Public Safety Director
Assistant Police Chief
Emergency Services Director
Deputy Director – Technical Services Division (police department)
Deputy Fire Chief
Public Works
Director, Public Works/City Engineer
Assistant Director, Public Works – Environmental Services
Assistant Director, Public Works – Public Services
Assistant Director, Public Works – Engineering
Manager, Airport Manager
Manager, Fleet
Water Quality Control Plant Manager
Utilities
Director, Utilities
Assistant Director Utilities Engineering*
Assistant Director Utilities Operations*
Assistant Director Utilities Customer Support Services*
Assistant Director Utilities/Resources Management*
Communications Manager*
Engineering Manager – Electric*
Engineering Manager –WGW*
Manager Customer Service & Meter Reading*
Manager Electric Operations*
Manager Utilities Mkt Services*
Manager Utilities Operations WGW*
Utilities Compliance Manager*
*Management positions up to and including Assistant Director in Utilities are represented by
UMPAPA and currently under negotiations
27
Attachment C
Salary Schedule
Page 1 of 7
New
Approx Annual
Approx
Bi-Weekly New Hourly Mid-Point
FLSA
Status
190 Accountant $79,768.00 $3,068.00 $38.35 $81,369.60 $3,129.60 $39.12 NON-EXEMPT
76 Administrative Assistant $68,785.60 $2,645.60 $33.07 $70,179.20 $2,699.20 $33.74 EXEMPT
115 Assistant Building Official $116,867.88 $4,494.92 $56.19 #N/A #N/A #N/A EXEMPT
132 Assistant Chief of Police $182,977.60 $7,037.60 $87.97 $186,638.40 $7,178.40 $89.73 EXEMPT
108 Assistant City Attorney $155,084.80 $5,964.80 $74.56 $158,204.80 $6,084.80 $76.06 EXEMPT
109 Assistant City Clerk $90,251.20 $3,471.20 $43.39 $92,060.80 $3,540.80 $44.26 EXEMPT
107
Assistant City Manager/Chief
Operating Officer $190,070.40 $7,310.40 $91.38 $193,876.80 $7,456.80 $93.21 EXEMPT
73
Assistant Director Administrative
Services $156,374.40 $6,014.40 $75.18 $159,515.20 $6,135.20 $76.69 EXEMPT
126
Assistant Director Community
Services $149,704.32 $5,757.86 $71.97 $152,692.80 $5,872.80 $73.41 EXEMPT
1007
Assistant Director Human
Resources $144,684.80 $5,564.80 $69.56 $147,596.80 $5,676.80 $70.96 EXEMPT
2001
Assistant Director Library
Services $143,187.20 $5,507.20 $68.84 $146,057.60 $5,617.60 $70.22 EXEMPT
10
Assistant Director Planning &
Community Environment $153,358.40 $5,898.40 $73.73 $156,436.80 $6,016.80 $75.21 EXEMPT
143 Assistant Director Public Works $151,590.40 $5,830.40 $72.88 $154,627.20 $5,947.20 $74.34 EXEMPT
111 Assistant Fire Chief $143,176.63 $5,506.79 $68.84 #N/A #N/A #N/A EXEMPT
168 Assistant Fleet Manager $94,827.20 $3,647.20 $45.59 $96,740.80 $3,720.80 $46.51 EXEMPT
102 Assistant Manager WQCP $122,532.80 $4,712.80 $58.91 $124,987.20 $4,807.20 $60.09 EXEMPT
30 Assistant to the City Manager $118,414.40 $4,554.40 $56.93 $120,785.60 $4,645.60 $58.07 EXEMPT
118 Chief Building Offical $122,990.40 $4,730.40 $59.13 $148,428.80 $5,708.80 $71.36 EXEMPT
2008 Chief Communications Officer $152,547.20 $5,867.20 $73.34 $155,604.80 $5,984.80 $74.81 EXEMPT
Old
Hourly Mid-Point
City of PaloAlto
Management and Professional Compensation
Class No. /Job Code Title
Old
Approx Annual
Old
Approx
Bi-Weekly
Page 2 of 7
New
Approx Annual
Approx
Bi-Weekly New Hourly Mid-Point
FLSA
Status
Old
Hourly Mid-Point
City of PaloAlto
Management and Professional Compensation
Class No. /Job Code Title
Old
Approx Annual
Old
Approx
Bi-Weekly
112 Chief Planning Offical $130,020.80 $5,000.80 $62.51 $132,641.60 $5,101.60 $63.77 EXEMPT
95
Manager Purchasing & Contract
Administration
Chief Procurement Officer $123,011.20 $4,731.20 $59.14 $125,486.40 $4,826.40 $60.33 EXEMPT
2010 Chief Sustainability Officer $112,715.20 $4,335.20 $54.19 $114,982.40 $4,422.40 $55.28 EXEMPT
82 Chief Transportation Offical $130,020.80 $5,000.80 $62.51 $139,568.00 $5,368.00 $67.10 EXEMPT
96 Claims Investigator $83,803.20 $3,223.20 $40.29 $85,488.00 $3,288.00 $41.10
NON-EXEMPT
EXEMPT
24 Communication Specialist $90,752.06 $3,490.46 $43.63 $92,580.80 $3,560.80 $44.51 EXEMPT
89 Contracts Administrator $94,827.20 $3,647.20 $45.59 $96,740.80 $3,720.80 $46.51 EXEMPT
186 Coordinator Library Circulation $79,911.48 $3,073.52 $38.42 $81,515.20 $3,135.20 $39.19 NON-EXEMPT
191 Deputy Chief/Fire Marshall $154,509.89 $5,942.69 $44.58 $94,598.40 $3,638.40 $45.48 EXEMPT
9 Deputy City Attorney $109,969.60 $4,229.60 $52.87 $112,174.40 $4,314.40 $53.93 EXEMPT
99 Deputy City Auditor $128,689.60 $4,949.60 $61.87 #N/A #N/A #N/A EXEMPT
71 Deputy City Clerk $72,280.00 $2,780.00 $34.75 $73,736.00 $2,836.00 $35.45 EXEMPT
55 Deputy City Manager $158,392.00 $6,092.00 $76.15 #N/A #N/A #N/A EXEMPT
195
Deputy Director Technical
Services Div $154,065.60 $5,925.60 $74.07 $157,164.80 $6,044.80 $75.56 EXEMPT
20 Deputy Fire Chief $160,014.40 $6,154.40 $76.93 $164,236.80 $6,316.80 $78.96 EXEMPT
81
Director Administrative
Services/Chief Financial Officer $182,187.20 $7,007.20 $87.59 $185,848.00 $7,148.00 $89.35 EXEMPT
72 Director Community Services $183,580.80 $7,060.80 $88.26 $187,262.40 $7,202.40 $90.03 EXEMPT
1012 Director Development Services $150,009.60 $5,769.60 $72.12 $164,424.00 $6,324.00 $79.05 EXEMPT
Page 3 of 7
New
Approx Annual
Approx
Bi-Weekly New Hourly Mid-Point
FLSA
Status
Old
Hourly Mid-Point
City of PaloAlto
Management and Professional Compensation
Class No. /Job Code Title
Old
Approx Annual
Old
Approx
Bi-Weekly
133
Director Human
Resources/Chief People Officer $173,638.40 $6,678.40 $83.48 $177,112.00 $6,812.00 $85.15 EXEMPT
128
Director Information
Technology/Chief Information
Officer $189,716.80 $7,296.80 $91.21 $193,523.20 $7,443.20 $93.04 EXEMPT
131 Director Libraries $171,828.80 $6,608.80 $82.61 $175,281.60 $6,741.60 $84.27 EXEMPT
2005
Director Office of Emergency
Services $134,804.80 $5,184.80 $64.81 $137,508.80 $5,288.80 $66.11 EXEMPT
49
Director Office of Management
and Budget $156,374.40 $6,014.40 $75.18 $159,515.20 $6,135.20 $76.69 EXEMPT
134
Director Planning & Community
Environment $184,017.60 $7,077.60 $88.47 $187,699.20 $7,219.20 $90.24 EXEMPT
TBD Director Public Safety #N/A #N/A #N/A $101,628.80 $3,908.80 $48.86 EXEMPT
135
Director Public Works/City
Engineer $186,368.00 $7,168.00 $89.60 $190,112.00 $7,312.00 $91.40 EXEMPT
121 Director Utilities $238,867.20 $9,187.20 $114.84 $243,651.20 $9,371.20 $117.14 EXEMPT
2002 Division Head Library Services $112,444.80 $4,324.80 $54.06 $114,712.00 $4,412.00 $55.15 EXEMPT
123
Division Manager Cubberly
Center & Human Services $132,808.00 $5,108.00 $63.85 #N/A #N/A #N/A EXEMPT
172
Division Manager Open Space
Division Manager Open Space,
Parks and Golf $120,868.80 $4,648.80 $58.11 $123,302.40 $4,742.40 $59.28 EXEMPT
1005
Executive Assistant to the City
Manager $77,833.60 $2,993.60 $37.42 $79,393.60 $3,053.60 $38.17 EXEMPT
139 Fire Chief $185,348.80 $7,128.80 $89.11 $189,072.00 $7,272.00 $90.90 EXEMPT
163 Hearing Officer $109,969.60 $4,229.60 $52.87 $112,174.40 $4,314.40 $53.93 EXEMPT
101
Human Resources
Representative $70,512.00 $2,712.00 $33.90 $71,926.40 $2,766.40 $34.58 EXEMPT
90
Landscape Architect/Park
Planner $104,665.60 $4,025.60 $50.32 $106,766.40 $4,106.40 $51.33 EXEMPT
2015 Legal Fellow $89,980.80 $3,460.80 $43.26 $91,790.40 $3,530.40 $44.13 EXEMPT
69 Legal Services Administrator $97,198.40 $3,738.40 $46.73 $99,382.40 $3,822.40 $47.78 EXEMPT
Page 4 of 7
New
Approx Annual
Approx
Bi-Weekly New Hourly Mid-Point
FLSA
Status
Old
Hourly Mid-Point
City of PaloAlto
Management and Professional Compensation
Class No. /Job Code Title
Old
Approx Annual
Old
Approx
Bi-Weekly
171 Management Analyst $94,827.20 $3,647.20 $45.59 $96,740.80 $3,720.80 $46.51 EXEMPT
79 Manager Accounting $123,011.20 $4,731.20 $59.14 $125,486.40 $4,826.40 $60.33 EXEMPT
2007 Manager Airport $134,825.60 $5,185.60 $64.82 $137,529.60 $5,289.60 $66.12 EXEMPT
38 Manager Communications $102,107.20 $3,927.20 $49.09 $104,166.40 $4,006.40 $50.08 EXEMPT
154 Manager Community Services $90,251.20 $3,471.20 $43.39 $92,060.80 $3,540.80 $44.26 EXEMPT
169
Manager Community Services
Sr Program $94,827.20 $3,647.20 $45.59 $96,740.80 $3,720.80 $46.51 EXEMPT
1013 Manager Development Center $107,286.40 $4,126.40 $51.58 $109,449.60 $4,209.60 $52.62 EXEMPT
63
Manager Economic
Development $130,020.80 $5,000.80 $62.51 $132,641.60 $5,101.60 $63.77 EXEMPT
44 Manager Employee Benefits $111,104.91 $4,273.27 $53.42 $113,339.20 $4,359.20 $54.49 EXEMPT
45
Manager Employee Relations &
Training $122,995.23 $4,730.59 $59.14 $125,486.40 $4,826.40 $60.33 EXEMPT
93
Manager Environmental Control
Program $112,715.20 $4,335.20 $54.19 $116,064.00 $4,464.00 $55.80 EXEMPT
127 Manager Fleet $113,921.60 $4,381.60 $54.77 $116,209.60 $4,469.60 $55.87 EXEMPT
TBD Manager Human Services $99,632.00 $3,832.00 $47.90 $101,628.80 $3,908.80 $48.86 EXEMPT
32
Manager Information
Technology $125,756.80 $4,836.80 $60.46 $128,273.60 $4,933.60 $61.67 EXEMPT
2006
Manager Information
Technology Security $114,025.60 $4,385.60 $54.82 $116,313.60 $4,473.60 $55.92 EXEMPT
57
Manager Investments Debts &
Projects $122,995.23 $4,730.59 $59.13 #N/A #N/A #N/A EXEMPT
158 Manager Laboratory Services $107,286.40 $4,126.40 $51.58 $109,449.60 $4,209.60 $52.62 EXEMPT
78 Manager Library Services $90,251.20 $3,471.20 $43.39 $95,534.40 $3,674.40 $45.93 EXEMPT
Page 5 of 7
New
Approx Annual
Approx
Bi-Weekly New Hourly Mid-Point
FLSA
Status
Old
Hourly Mid-Point
City of PaloAlto
Management and Professional Compensation
Class No. /Job Code Title
Old
Approx Annual
Old
Approx
Bi-Weekly
92
Manager Maintenance
Operations $94,827.20 $3,647.20 $45.59 $107,203.20 $4,123.20 $51.54 EXEMPT
26
Senior Project Engineer
Manager Parking $122,990.40 $4,730.40 $59.13 $125,465.60 $4,825.60 $60.32 EXEMPT
51 Manager Planning $112,715.20 $4,335.20 $54.19 $116,188.80 $4,468.80 $55.86 EXEMPT
103 Manager Real Property $123,011.20 $4,731.20 $59.14 $125,486.40 $4,826.40 $60.33 EXEMPT
TBD
2011 Manager Revenue Collections $115,544.00 $4,444.00 $55.55 $117,873.60 $4,533.60 $56.67 EXEMPT
198 Manager Risk & Benefits $122,995.23 $4,730.59 #N/A #N/A #N/A #N/A EXEMPT
160 Manager Solid Waste $124,425.60 $4,785.60 $59.82 $126,921.60 $4,881.60 $61.02 EXEMPT
86
Urban Forester
Manager Urban Forestry $99,632.00 $3,832.00 $47.90 $112,569.60 $4,329.60 $54.12 EXEMPT
178
Manager Water Quality Control
Plant $138,444.80 $5,324.80 $66.56 $141,232.00 $5,432.00 $67.90 EXEMPT
39 Manager Watershed Protection $124,425.60 $4,785.60 $59.82 $126,921.60 $4,881.60 $61.02 EXEMPT
1008
Office of Emergency Services
Coordinator $102,107.20 $3,927.20 $49.09 $104,166.40 $4,006.40 $50.08 EXEMPT
100 Performance Auditor $94,827.20 $3,647.20 $45.59 $96,740.80 $3,720.80 $46.51 EXEMPT
148 Police Chief $206,086.40 $7,926.40 $99.08 $210,225.60 $8,085.60 $101.07 EXEMPT
TBD Principal Business Analyst NA NA NA $133,764.80 $5,144.80 $64.31 EXEMPT
2003 Principal Management Analyst $122,012.80 $4,692.80 $58.66 $133,182.40 $5,122.40 $64.03 EXEMPT
77 Project Manager $77,833.60 $2,993.60 $37.42 #N/A #N/A #N/A EXEMPT
2009
Project Manager Trees
Project Manager $95,465.30 $3,671.74 $45.90 $97,385.60 $3,745.60 $46.82 NON-EXEMPT
Page 6 of 7
New
Approx Annual
Approx
Bi-Weekly New Hourly Mid-Point
FLSA
Status
Old
Hourly Mid-Point
City of PaloAlto
Management and Professional Compensation
Class No. /Job Code Title
Old
Approx Annual
Old
Approx
Bi-Weekly
166
Public Safety Manager I
Public Safety Program Manager $87,484.80 $3,364.80 $42.06 $96,740.80 $3,720.80 $46.51 EXEMPT
2012
Public Safety Manager II
Public Safety Communications
Manager $97,198.40 $3,738.40 $46.73 $101,628.80 $3,908.80 $48.86 EXEMPT
74 Safety Officer $90,752.06 $3,490.46 $43.63 #N/A #N/A #N/A EXEMPT
117 Senior Accountant $97,198.40 $3,738.40 $46.73 $99,153.60 $3,813.60 $47.67 EXEMPT
152 Senior Assistant City Attorney $170,580.80 $6,560.80 $82.01 $174,012.80 $6,692.80 $83.66 EXEMPT
TBD Senior Business Analyst $114,025.60 $4,385.60 $54.82 $116,313.60 $4,473.60 $55.92 EXEMPT
11 Senior Deputy City Attorney $121,388.80 $4,668.80 $58.36 $123,822.40 $4,762.40 $59.53 EXEMPT
187 Senior Engineer $124,425.60 $4,785.60 $59.82 $133,348.80 $5,128.80 $64.11 EXEMPT
106 Senior Executive Assistant $111,104.91 $4,273.27 $53.42 $113,339.20 $4,359.20 $54.49 EXEMPT
157
Senior Human Resources
Administrator $94,827.20 $3,647.20 $45.59 $98,800.00 $3,800.00 $47.50 EXEMPT
14 Senior Management Analyst $111,009.60 $4,269.60 $53.37 $113,235.20 $4,355.20 $54.44 EXEMPT
130 Senior Performance Auditor $104,665.60 $4,025.60 $50.32 $106,766.40 $4,106.40 $51.33 EXEMPT
53 Senior Project Manager $130,728.00 $5,028.00 $62.85 $133,348.80 $5,128.80 $64.11 EXEMPT
33 Senior Technologist $114,018.53 $4,385.33 $54.82 $116,313.60 $4,473.60 $55.92 EXEMPT
70
Staff Assistant to the City
Manager $84,024.89 $3,231.73 $40.40 #N/A #N/A #N/A EXEMPT
155 Superintendent Animal Services $99,632.00 $3,832.00 $47.90 $101,628.80 $3,908.80 $48.86 EXEMPT
83
Superintendent Community
Services $109,969.60 $4,229.60 $52.87 $112,174.40 $4,314.40 $53.93 EXEMPT
Page 7 of 7
New
Approx Annual
Approx
Bi-Weekly New Hourly Mid-Point
FLSA
Status
Old
Hourly Mid-Point
City of PaloAlto
Management and Professional Compensation
Class No. /Job Code Title
Old
Approx Annual
Old
Approx
Bi-Weekly
161
Supervisor Facilities
Management $92,518.40 $3,558.40 $44.48 $94,598.40 $3,638.40 $45.48 EXEMPT
113
Supervisor Inspection and
Surveying $99,632.00 $3,832.00 $47.90 $101,628.80 $3,908.80 $48.86 EXEMPT
174 Supervisor Public Works $83,803.20 $3,223.20 $40.29 #N/A #N/A #N/A NON-EXEMPT
62 Supervisor Recycling Program $79,911.48 $3,073.52 $38.42 #N/A #N/A #N/A EXEMPT
146 Supervisor Warehouse $83,803.20 $3,223.20 $40.29 $85,488.00 $3,288.00 $41.10 EXEMPT
181
Supervisor Water Quality
Control Operations $102,107.20 $3,927.20 $49.09 $104,166.40 $4,006.40 $50.08 EXEMPT
184 Veterinarian $97,198.40 $3,738.40 $46.73 $99,153.60 $3,813.60 $47.67 EXEMPT
Confidential Classifications
Class No. /Job Code Title Approx Annual
Approx
Biwkly Hourly
New
Approx Annual
New
Approx New Hourly Mid-Point
FLSA
Status
905 Human Resource Assistant-Confi $60,798.85 $2,338.42 $29.23 $62,025.60 $2,385.60 $29.82 NON-EXEMPT
903 Legal Secretary-Confidential $62,318.82 $2,396.88 $29.96 $63,564.80 $2,444.80 $30.56 NON-EXEMPT
67 Secretary to City Attorney $74,077.50 $2,849.13 $35.61 $75,566.40 $2,906.40 $36.33
NON-EXEMPT
EXEMPT
1004 Senior Legal Secretary - Confiden $68,788.32 $2,645.70 $33.07 $70,179.20 $2,699.20 $33.74 NON-EXEMPT