HomeMy WebLinkAbout0495.000-
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September 5, 1990
THE HONOAABl.E CITY COUNCIL
Palo Alto, Cafrfomia
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Compensation Plans for Management. Coo!idenfla! and Hourly Employees
Members of !he Council:
RePOrt i1 Brief:
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Mached lor Council Approval are resolutions amending !he compensa!ion plans lor
Managemenl. ConfiderniaI. and Hourfy employees. lOOse amendments reflect
proposed compensation plan changes lor 1he one-year term ending .Mle 30, 1991.
Funding for compensation plan amendments is provided i'l !he 1990-91 Budget and
1he aflac11ed budget ameocIment ordinance.
Management and ConfidenIiai Persome{
100 reoonvnencled C0I11p9f1S8!ion plan for 182 managemert and 7 confidenUal
positions provides lor control poirI: i1creases 10 all c1assi1ica!ions of 5 percenl elfect;ve
~ t. 1990. Under !he Management Compensafion Plan. control poinl adjustments
are not automa1ically applied 10 rorviclual employees. k'ldividua! salary setting is
authorized by <Iepar\menI heads accorcfmg 10 p;an provisions based on employee
iICOCln'p!islYnent and performance. Salaries ~sled for Council Appolnted Officers have
been carried forward unchanged from It", previous compensa!ion plan, pendlng
Council action
.... addition 10 !he genera! control poinI i1creases. 35 classifICations are recommended
for special adjuslmen!s of 2.5 percent or 5 percenl based on salary survey data and
i'lIernal relafKlnShip facIors. AI! special adjustments are ~sted i'l Exhibit t attached.
Each successive control poinI in descerong order i'ldlcales an i1crease of
approximalely 2.5 percenl (e.g. a change i'l control poirI: from 34 10 33 equals an
approximate i'lcrease of 2.5 percert).
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Page Two
n order to strengthen !he perfo({nance.tlased oomponert of !he plan. !he bu:lget for
pefformance premium awards is ncreased from 2 percent 10 3 peroert of !he
managemert and oonfiOOnhl sataty and benefit budget for the fiscal year.
Pefformance premium awards are provided as one·~me cash awards to management
and con1iden!iaI employees who SUCC$ssfully mmplete predetermined performance
plaMing objec!ives.
Most of !he benefit provisions in !he proposed compensation plan have been carried
forward Irom previouS years. The Io1Iow'ng are changes:
1. An amendmenl to !he PubrIC Employees' Retirement System conlracl
providing for Section 20930.3, ~flr~aty Service credlt as PubfIC Service for
!oca1 miscenaneous members. lhfs amendment allows veterans 10 'buy
back" a imitecl number of refirement syslem service cre<f~s based on
prior mTrtaty service. No additional City rontOOutions are required as a
result of I1is amendment.
2. Section I H.4.d.5 Excess 8eneft Reimbursement. This section includes
lecIv1ica! language changes pertaining 10 interrelafionshlp be\Ween !he
Oependent Care Assistance Plan and !he Excess Senelit P\an.
3. Sacfton I 1>1.2. Retirement lhfs section includes tedv1ica! language
changes 10 !he requirements for participation in !he final year PERS
contribution conversion program.
4. Section I J. Parl<i!lo n Civic Center Garage language has been added
allowing !he City to offer an equivalent value COI1Y11U!e incenIive in lieu
of employee ree parking.
The amual C05t for r.e proposed Managemert and Confidential Compensation Plan
changes ilcfuOO"lg !he 5 percent control point ncreases. special adjustments.
pefformance UJds. and benefit i11provemenls is $959,000. Of lhis amount. $792.000
has already been budgeted in various UJds and saTatY ~ngency accounts. The
balance of $167.000 is provided in !he attached budget amendment.
Hourly Emp!oyees
The salary ranges for 27 Hourly classifications wil be ncreased by 5 percent
begi<ri1g wlth !he pay period ilcfudjng ..I.J1y 1. 1990. n order to bring 1hese salaty
ranges hto line with other compensation plans. The annual oost of \his increase is
$73,200.
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Page TIvse
Becorr.rnenda!ion
SIal! recorrroends !hat Council approve .,.,., attached budget ordinance amendment
and resolutions adopting cornpensalioo plans lor Managernert. ConIidentia!. and Hourfy
errpoyees e1!ec1ive .).:Jy 1. 1990.
~ submitted.
\f!I 12-. ---.1',$..",,'----_
.kit Rounds
Director of ~ces
l:~g;, Willi Zener
CilyM
AlIadvTIert
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IlANAGEHEIIT SPECIAL ADJUSTIIENTS
BEN~JTIES(·)
Adminlstrator_ Zoninq
Assistant city Attorney.
AssIstant city Clerk
Assistant city ~nager
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Assistant Dir~tor utilities-Engineering·
Assistant Director utilities-operations·
Assistant Director utilities-Resource Planning·
Assistant Fire Chief-
Assistant PolIce Chief.
Assistant to city Manager
Battalion Chief
Deputy Director. PW Operations
Director ot community Services
Oirector of Finance
Director of Human Resources
Director ot Information Resources
Director of Libraries
Director of Planning , Community Environment
Director ot PW/City Engineer
Director of utilities
Engineering Manager-Electric
Engineering Mar.ager-Enerqy Planning.
Engineering Manager-WGW
Fire chief
Fire Marshal
Legal Assistant
Manager, Accounting
Kanaqer, Electric Operations
~nager, Purchasing' contract Administration
Manager, Real Property
Police captain
police Chief
Senior Assistant City Attorney
Superintenden~, Animal Services
Superi~tendent of Recreation
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Exhibit 1
CONTROL
POINT
FROM: TO
34 33
32 II
46 45
15 14
21 20
21 20
21 20
27 26 n 22
37 35
33 32
29 27
21 20
21 19
21 20
22 21
26 25
20 19
17 16
11 10
24 23
24 23
25 24
21 20
31 30
5<> 49
32 31
28 27
35 34
32 31
27 26
18 17
26 25
42 40
36 35
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nSOWTION NO.
nSOWTION OF THE COJNCZL OF THE eIn OF PALO ALTO
ADOPTING A COXFENSATION PIAN FOR MANAGEMENT AND
CONFIDENTIAL PERSONNEL AND COUNCIL APPOINTED
OFFICERS AND RESCINDING RESOWTION NOS. 6818,
E822. 6852. 6905 AND 691.
The Council of the city of Palo Alto does RESOLVE as
follows:
§ECTION l~ Pursuant to the provisions of Section 12 of
Article III of the Charter of the City of Palo Alto. the Compensa
tion Plan. as set forth in Exhi~it -A-attachea hereto and made a
part bereof by reference., is hereby adopted for manaqement and
confidential personnel and Council appointed o:f:ficers effective the
beginning of the pay period including July 1 ... 1990.
SEctION 2. The Compensation Plan as adopted herein shall
be administered ~y the City Manager in accordance with the Merit
System Rules and Regulations.
SECTION 3. The Compensation Plan shall continue in effect
until amended or revoked by the Council.
SECTION f. The Director of Finance hereby is authorized to
implement the Compensation Plan a~ted herein in her preparation
of forthcoming payrolls.. She is further authorized to make changes
in the titles o~ employee classifications identified in the Table
of Authorized Perscnnel contained in the 1990-91 budget if such
titles have been changed in the Compensation Plan ..
SECTION 5. Resol~tion Nos. &818, 6822, 6S52, E90S and 6914
are hereby rescinded.
SECTION 6. 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:
ABSTENTIONS:
ABSEN'r:
ATTEST: APPROVED:
-------------City :Clerk Mayor
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APPROVED AS TO FORK:
city Attorney
APPROVED:
City Manager
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Director of Human Resources
Director of Finance
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CITY OF pAt,O ALTO
COMPENSATION PLAN
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Management and Confidential Personnel
and CO\1ncil Appointees
EFFECTrvE: July 1, 1~90 through June 30, 1991
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COMPENSATION PLAN FOR THE CITY OF PALO ALTO
Kanagement and COnfidential per-sonne_l
SECTION J. XAHAG EJfEN]' AND CONFI PENT IAL SALARY PI.IJi
This aanag:ement and confidential salary plan applies to all req'ular
management and confidential positIons except council Xembers and Council
appointed officers. Notwithstanding this eJ'ception, th-e Council :may
authorize Special Performance Premiums for Council-appointed officers ..
Each Council-appointed officer shall be the responsible decision-:maker
under this Plan for those employees in departments under bisfber control.
A~ Management and Confi~ential Salary PolIcy
The city's policy for management and confidential salaries is to
establish and maintain a qeneral salary structure based on :marketp14ce
noniS and internal joo alignment with broad salary grades and ral"lges.
Structures and ral1ges viII be reviewed annually and updated as
necessary baaed on market.place survey dat.a ... interna.l relationships. and
city financial conditions.
Individual salary adjustments viII be considered by the Counci l
appointed officer based On (1) performance (actors including
achievelllent. of predeter.ined .objectives; (2) pay structure adjustments;
and (3) City financial conditionS4
B. ~c Plan Elements
structure. '1'he salary plan inclt1des separate multi-grade salary
structures for both management and confidential employees. Each grade
will have a control point which is used for budgetary purposes. All
manaqement and confidential positions will be assigned an appropriate
pay qrade based on salary survey data and internal relationships. A l,.l
positions assigned to a pay qrade will receive salaries which are no
less than 25\ below the control point and no more than 15t above the
control point. Actual salary within the range is determined by
performance. The normal 'Working ranq1! within 'Which most actual
salaries will fall will be within ± 5' of the control point.
As needed competitive marketplace studies will be made of 10-15 cities
si.ilar to Palo Alto in number of employees. population and services
provided~ These studies will focus on general salary trends tor groups
of .anagement positions such as first line supervisGrs. administrative~
confident.ial, professional and top management. periodically. studies
vill more specifically include position-by-position comparisons using
marketplace and internal relationship data4 Depending on the results
of these studies. the entire pay grade structure may be adjusted or
individual positions ~ay be reassigned ~o different pay grades~ SUch
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COMPENSATION PLAN
MANAGEMENT AND CONFIDENTIAL
AND COUIfCIL-APPOUITEES
PERSONNEL
adjustments viII only affect the salary adDinistratior. frame~ork~ No
individual salaries will be automatically cha09ed because of structural
adjustments •
SAlary rncreas_~§.. All individlJal salary increases will be earned as
a result of performance. achievement of objectives. or growth within
the position (tor recent appointJnents).. Two types of increases may be
earned. satisfactory and above per-formers lIay receive base pay
increases (percentage of fixed dollar amounts added to base pay} ..
Guidelines will be established for base pay increases.
The second possible type of increase is in the fo-rm of Spe~ial
Perfona.ance Premiums of from 1-15\ based on acbievement of
predetermined objectives established under a performance planning and
a.ppraisal program. Special Performance Pre1liu:ms are open to a:ll
satisfactory and above perfo~mers. Requall!ication is necessary for
each appraisal period. Department head and/or Council-appoint-ed
officer approval is required for all base pay increases and performance
premiums.. All salaries ... both base pay and PErformance premiums ... must.
fall within pay grade li.its.
~eting.. Each year the city .Manager viII propose foit" Council
approval a salary budqet incorporating the requests of each Council
appointed officer .~ich will include amounts sufficient to implement
base pay increases and performance premiums. The salary increase
budget vill be based on the following factors: competitive mark.et ....
cbanges in internal position relationships ... and the city's ability to
pay_
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Performance !wPr-aisal.. Determination of performance will be made }
annually by the Council-appointed officer and department heads. The I
following questions 'Will be addressed: Is the department, division, !
unit O~ activity meeting its objectives? Is the employee perforaing as fl
a manager in accordance with prescribed duties and res~sibilities of
a Ilanager? Emplo}"ees lto'ho are appraised as satisfactory or above will
be eligible foe base pay and performance premiums accordinq to
established guidelines.. The management performance plan will be
developed by the employee and his/her supervisor each fiscal year. The
plan will require concurrence of tbe department head and/or the
council-appointed officer. Progress toward meeting objectives "ill be
reviewed at least selli-ann,ually .. At the conclusion of the fiscal year ...
supervisors will make a final determination on performance and will
make salary recommendations to their department heads based on salary
payment quidelines. Confidential employees will also be evaluated in
accordance tilth prescribed duties and responsibilities as well ciS
p~edeterained qoals.
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COMPENSATION PLAN
KANAGEMENT AND CONFIDENTIAL PERSONNEL
AND COIIKCIL-APPOnrrEES
c.. ~M.gement and Confidential Salary Budget Authorization
1.. council-appointed officers are authorized to pay salaries in
accordance with this plan to non-council-appointed management and
confidential employees in an amount not to exceed the aqgregate of
approved .anaqellent and confidential positions budgeted at the
control pointa indicated in the attaChed Tables for fiscal year
1990-91. In additIon, for fiscal year 1990-91, COUncil-appointed
otficers in aqqregate are authorized up to 3' of the management and
confidentIal salary and benefit budget for the fiscal year, plus
unused. perfo-rmance prellium. funds froll. the previous fiscal year to
apply toward performance pr-emiums for individ·ual :manaqem.ent and
confidential employees wbo qualify under the provisior'ls of this
Managellent a.nCI Confidential Salary Plan~
2'.. Individual management and confidentIal salaries authorIzed by a
council-appointed officer under the Management and COflfidential
Salary Plan may not be less than 25' below nor more than 15\ abov=
the cont.rol point for the individual position salary qrades
authorized in Tab1e I of this p1an. A portion of the authorized
salary aay be qiven in the fora of Special Perfo~ance Premiums
based on acbievement of Objectlves~
3.. The Council-appointed officers are author-ized to establish such
administ.rative rules as are necessary to implement the Kanaqement
and COI'lfic1ential Salary Plan subject to the limitations of the
approved salary increase budget and the approved qrade and. control
point structure.
c. In the event a downward adjustment of a position grade assiqnment
indicates a red·uction in the established salary of an individual
employee, the-":ouncil-appointed officer may, if circumstances
warrant, ~tlnue the salary for such eJl\ployee in an amount in
e~cess of the revised grade limit for a reasonable period of time.
Such inter!. salary rates shall be defined as ·Y-rates.-
SECTION II. SPECIAL COMPENSATION
Personnel covered by this compensation plan, in addition to the salary set
forth in the attacbed tables, may receive special compensation as tollows.
lligibtlity shall be in oonformanoe with the Merit Rules and Regu1ations
and Administrative Directives issued by the City Manager for the purposes
of clarification and interpretation.
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COMPENSATION PLAN
MANAGEMENT AND CONFIDENTIAL PERSONNEL
AND COUNCIL-APPOINTEES
A. Annual Adjustment
Annually. each employee who holds a regular f~ll-time ~ppointment in
the .unicipal service on or before July first and continues in such
status througbtout the first day of pay Period 25 (in December) shall
receive, in addition to the salary prescribed herein~ a salary
adjustment equal to one percent of the employee's current annual
salary; or at the employee's option and subject to management approval,
24 hours paid leave to be used prior to the January 31 following.
Annual adjustments shall be prorated to reflect appointment from
January 1 through July of the current year,. or interrupted service
during the year~
s.. Qve.:r.time. Working out of Classification. .. _ a~_ In-Lieu Holiday Pay
coapensation for overtime York, and. scheduled 'Work. on paid hOlidays,
shall be in conformance with the Merit Rules and Regulations and
Administrative Directives. Where management employees~ on a temporary
basis~ are assig·ned to perform all significant duties of a higher
classification,. the City Manager may autho·riz..e. payment within the ranqe
of the higher classification~
Co. Cour-t~arances
SWorn PolIce Personnel appearing in court for the People shall be
compensated as tollows:
l. Appearance on scheduled
day otf.
2. Any or all court time
during scheduled shift,
or court time is imme
diately beginning or
tollowin<) shift.
).. Appearance on schedu led
wack day but not during,
immediately before or
immediately after
scheduled shift ..
Ti~e and one-half
Straight time during
shift, time and one
half for periods
before or after
sched·uled. shift ..
Time and one-half
4 hours
None
a hours
(2 hour
lIiniJaUli.
may not run
into shift
t.ime)
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COMPENSATION PLAN
_~ MANAGEMENT AND CONFIDENTIAL PERSONNEL
~ AND COUNCIL-~POINTEES
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O. Night $bift pyemiuD
Night sbift differential shall be paid at the rate of 5\ to regular
full-ti.e employees who are regularly assigned to shift work between
6: 00 p... and 8: 00 a ••• Night shift pretlium 'Vill not be paid fo.r
overt i.e bours worked ~r to Fire personnel assiqned to shift duty.
E. Unitorw Purchase Plan -Sworn Police and Fire Personnel
Uniforms including cleaning will be provided with replacement
provisions on an as-Deeded basis in conformance with department policy.
F. Group I nsur aIlCe
1.. Health Plan
The city shall pay all premium payments on behalf of employees who are
eli.gible for coverage under the health plans as described in Sub
sections (a) and (b). Any premium rate increases during the ter. of
this compensation plan shall be paid by the City_ The following
~ions will exIst:
a. Employee and dependent coverage under the existing Kaiser Health
Plan S Contract. including the Druq Plan III option.
b. bployee and: dependent coverage under thE: existing City of Palo
Alto Employees· self-InsUred Health Plan with major medical maximum
of $250.0.00. pelvic exaaination benefit... and cost COlltailllllent
p~ovisions including:
1) Second: sur-qical opinion to be required for all non-emeI"gency
elective sur~ery.
2) Pre-admission certification and continued hospital stay review-for
all non-emergency in-patient admission to an acute care hospital.
Specific provisions to be 'Worked out on a mutually agreeable basis ..
1) Hospital bill audit for all bills in excess of '$15.{),OO.
4} Psycblatric covera~e ma~imUD of $SO.OO~ on in-patient visits with
annual reinstat.lIIeent of maximum up to $2 .. 500.
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COMPENSATION PLAN
MANAGEMENT AND CONFIDENTIAL
AND COUNCIL-APPOINTEES
PERSONNEL
G.
The City shal1 6 upon submittal of evidence of payment, reimburse up to
1423 per quarter of medical plan premiums on behalf of eanagement and
confidential employees who retire froll the City undeI'" service or
disability retirements. The retiree may select any medical plan. The
plan .aycover eligible dependents as defined under the City Employees'
Health Plan. No reimbursement will be made for plans providing
benefits other than medical and health benefits.
2. Dental Plan
The city shall pay covered plan charges on behalf of employees ar~
dependents of employees who are eligible for coverage and enrolled
under the existIng: City Dental Plan. The maximum benet! ts per
calendar year shall be $2,000 effective beginning with 19BB~
Effective september 1, 1989, the City .. ill p:r-ovide a 50' of
reasonable charges, $1500 lifetime maximum orthodontic benefit for
.anaqement and ~fidential employees and their dependents~
3. Basic Life Insurance
The City shall continue the basic lIfe insurance plan as currently
in effect for the term of this compensation plan.
c. Long Ter. Disability Insurance
The city shall continue the long term disability insurance Plan A
with a maximum monthly benefit of $4,000. Premiums for eligible
management and confidential employees are fully paid by the city.
5. Vision Care
Effective beginning October 1, 1988# the City will offer vision
care coverage for employee and dependent~. Coverage is equivalent
to $20 Deductible Plan A under Vision Service Plan with monthly
premiums paid by the employer.
Police Department -Personnel Development Program
PUrsuant to administrative rules governing eligibility and
qualification# the following: may be granted to s'Wc>rn police personnel:
P.O.S.T. Intermediate Certificate: 5' above base salary
P.O.S.T. Advanced Certificate: 7 lJ2t above base salary
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COMPENSATION PLAN
MANAGEMENT AND CONFIDENTIAL PERSONNEL
AND COUNCIL-APPOINTEES
"1 H. lfanagewent Benefit; Program.
All City staff manaqement and confidentIal employees are eliqible for
Sections 1, 2. l, " and 5 of the Management Benefit Program. City
council Keabers are eligible for Section 3a only~ Specified amounts
under this proqraa will be applied on a pro rata ~sis for employees
'wOO are part. t.ime or in a :management or confidential pay status for
less than the full fiscal year.
1. Professional pevelopment -ReimburSement
Rehabursement for authorized self-improvement activities may be
granted each management employee up to a maximum of $500 per fiscal
year. except. that unused reimbursement allowance may be carried
forward froll the previous fiscal year t.o a JIIaxiJllUD. allowance
(current and carryover) of $l~~OO per fiscal year. The following
items as defined in Policy and Procedures No. 2-7 are eligible tor
rE=iJlburseaent-:
a. ciyie and p~ofessional association ~emberships
b. Conference participation and t.ravel expenses
c. Educational programs/tuition reimbursement. The education must
maintain or imp~ove the employeePs skills in perfor.ing his or
her jOb I or be necessary to meet the express requirements of
tha City or the requirements of applicable law. The education
to wbich the reimbursement relates must not be part of a
program. qualifyinq the employees for another trade or business;
or be necessary to meet the ainimum educational requirements
for qualification for emploYJDent. Permissible edu.cational
expenses are refresher courses, courses dealing with current
developments, academic or vocational courses as well as the
trav€l expenses associated with the courses.
d. Professional and trade journal subscriptions
e. Physician-prescribed personal health program as indicated under
Jb of this section.
2. .rr_2tessional_~elopment -sabbatical Leave
Authorized paid leaves of absence fo.r up to one year will be
qranted in accordance with the following requirements:
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COMPENSATION PlAM
MANAGEMENT AND CONf'IDENTIAL PERSONNEL
AND COUNCIL-APPOINTEES
a~ Sabbatical leave program shall be beneficial to the employeers
job asslgnJllent~
b. An employee's job assignment activity shall be adequately
covered during his abse~e with emphasis on the development of
subordinates.
c.. Tbe leave of absence period .... i 11 be adequately coordinated with
departmental priorities and workload.
d. Leave of absence sabbaticals should be based on internship
excha11ges, and/or loaned executive arrangements; scholastic
and/or authorship programs; or educational travel-study plans.
Leave of absence schedules 'Will be apportioned among all levels of
management and confidential employees and will be based on an
evaluation of each employee's per-fonlance record. Each paid
sabbatical leave vill be limited to a maximum of one year and not
aore than -two employees being on leave siaultaneously.. sabbatical
leaves .\lst be cleared in advance and approved by council
appointed officers and Council.
1. Per§9Dal Health Program -Physical Fitness
A. All .anaqement and confidential employees yill receive physical
exaainations in accordance with Policy and Procedures No. 2-
1.
b. SUbject to Internal Revenue Service regulations and with the
written prescription of a medical doctor, an employee may be
reimbursed for a personal health program as treatment tor a
diagnosed injury or illness. This activity will be reimburse~
under B.l(e) above.
4. Excess Benefit Reimbursement
Reimbursement for approved excess benefit expenses will be granted
up to a .aximum of $1~500 per fiscal year each for management and
confidential employees and shall include the followinq benefi t
items:
a. Life insurance premiums fer City-sponsored plans~ SUbject to
federal and state tax limitations.
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COMPENM'I'ION PLAlt
MANAGEl'IEN'I' AIID CONFIDENTIAL PERSONNEL
AIID COUNCIL-APPOINTEES
b. Excess Iledical/dental elCf'en:e:::es for employee and dependents
which are not covered by existinq City-sponsored plans.
c. Excess professional development iteJll.s 'Which are .otherwise
approved but exceed the relmborsement limi~ under B.I. above.
d.. Dependent care expenses accor-ding to the follOYing general
provisions:
)) The annual amount subaitted for reimbursement CAnnot exceed
the income of the lower-paid spouse.
2) Tbe expenses must be employment-related expenses for the
care of one or more dependents who are under 13 years of
aqe and entitled to a dependent deduction under Internal
Revenue COde section 151(e) or a dependent who is
physically or mentally incapable of carinq for himself O~
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 tbe serVices are p~ovlded by a dependent care center.
the center must comply with all state and local la~s and
.ust p£ovide care for 1ttOre than six individuals (other than
A resident of the facility).
5) Dependent care expenses not submitted under this section
are ellqible under the city Dependent Care Assistance Plan
(OCAP) .. However. the ~axlmum amount reimbursed under DCAP
will be rLduced by any amount reimbursed under the EXcess
Benefit Plan.
If the full excess benefit reimbursement is not used during the
fiscal year. the difference betveen the amount used and the lIaximuD
(or pro r~te maximum) may be applied at the employee's ~ion to
deferred compensation under the City Planes).
5... Management Annual Leav_4t
At the be9inninq of eacb fiscal year reg·ular management and
~fidentlal employees viII be credited with 40 hours of annual
leave which may be taken as paid time off. added to vacation
accrual (subject to vacation accrual li.itations]. taken as cash
or taken as deferred compensati~. When time off is taken under
this provislon~ 10-~xr shift workers will receIve one shift off
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COMPENSATION PLAN
MANAGEMEN'l' ANt> CONFIDEN7IAL PERSONNEL
AND COUNCIL-APPOINTEES
tor each 8 hours charqed; 24-hour shift ~orkers vill receive one
hall shIft otf for each 8 ~rs charqed~ Entitlements under this
provision will be reduced on a prorated basis tor part-time status,
or aooocdinq to the number of months in paid status during the
fi.scal year.. Unused balances as of the end of the fiscal year will
be paid in cash unless a different opti~' as indicated above is
electe~ by the ~ployee.
I. Automobile Expense Allowance
For tbose employees whose duties require exclusIve use of a City
automobile, the city Manager (cr in the case of council-appointed
officers, the city council) may autho~ize payment of $300 per month in
lieu thereof ..
J. Parking in Civic Center Gara~
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The city shall~ at its option, provIde employees either free par~ing
pcivileqes in the Civic Center Garaqe or equivalent value commute
i ncent i ves .
Expense Alloyance
Ee~ Pay EeI:i~ Per Montb (A~ox.]
Jlayor $69.23 $150.00
vice Mayor $46.15 $100.00
City Manager $69.23 $150.00
City Attorney $69.23 $150.0'0
city Auditor $46.15 $100.00
ReiJhbursement. for Relocation Expense
PQli£X stat~m~nt
The City of Palo Alto will provide a Basic Relocation Benefits Pa~kage
for all new manaqement employees. In additIon, upon the approval of
the City Xanaqeror designated subordinate. Relocation Benefits vill be
available to non-manaqement positions. Provisions of -optional
Benefits· or portions thereof ... are intended: only tor rare instances and
require the approval of the City Hanager.
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COMPENSATTOII PLAN
MAliAGEMDI'l AND CONFIDENTIAL PERSONNEL
AND COUIICIL-APPOIHTEES
procedure
OUalifigtJ.ons
In order to qualify for relocation benefitsl the follo~inq conditions
must be ~et:
1. The employee ~ust qualify for Movinq Expense Deductions as
contained: in the Federal Tax Requlations for the year in which the
DOve occurred.
2~ Actual relocat.ion ... or cont.racts designed to establish a fixed
do1Iicile. shall occur within six months of the initial date of
employment.
].. Exist.ing ellployees promoted to i,.' covered position are not eligible.
c. Recordkeeping requIrements will parallel those required for expense
reimbursement for travel, conferences and ~eetings.
5. Provisions of optional benefits is contingent upon completion of
one year's employment with the City. Failure to complete the f~ll
one-year tor. will require repayment of those benefits on a p~o
~ata ba5is coaputed on the actual t.ime of City sez:vice.
Basic p~
1. Employment Trip -Actual and reasonable expenses yill be provided
or reimbursed by the city to~ travel costs I meals and lodging tor
candidates out of the local area. The local area is defined as all
cities or t~s located vithIn a 100 mile radIus of the City of
Palo Alto. Travel costs reimbursement is restricted to the lesser
of common carrier rates or the established city rate for autOmobile
use. Costs tor meals are restricted to the est~blished city per
diem rates.
2. En Route EKQenSes -Direct common carrier transportation viII be
provided in full for all family members. Automobile expenses are
li.ited to two vehIcles at the established city rate with a minimum
of 3S0 miles per day to I:>e traveled. Per diem is allowecJ at
es~ablishe4 City rates for employee and spouse/~ate and at ~O, of
the e.ployee rate for dependents. Travel days allowed are li.ited
to the actual mileage divided by 350 ailes per day. Lodging is
reimbursed In full on an actual and reasonable basis for all family
.. embers ..
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COMPENSATION PLAN
)OJ(AGEHENT AlII> CONFIDENTIAL PERSONNEL
~~ COUNCIL-APPOINTEES
3. Hoosebold Goods Shipment -Full costs will be paid for the shipment
of all personal items normally considerecS -HoUsehold Goods.· Items
excluded include recreational vehIcles, firewood, building
materials, sand, boats, airplanes, and perisbable items such as
food or plants. Shipment of up to two automobiles is permitted.
Storage of household qoods viII be provided for 30 days.
". Professional Relocation Counselling -An aqency designated by the
City will provide help to the employee in their relocation efforts.
Int~ation to be provided includes items such as financing, home
and rental locations, transportation, weather patterns, schools,
recreatIon, etc.
Op~ion41-Benefits
1. Disposal and purchase Costs -The City will cover costs that arise
in the disposal and/or purchase of residences:
3.
4.
a. Costs to break an existing lease yill be covered up to a total
payment of three times the current monthly rental rate.
b. Real estate commissions up to 6' of ~e sales price.
c. Non-recurring closing costs on both purchase and sale (-Points·
on purchase of residence are specifically excluded).
BrIdge Loan -The city will arrange for a 90 day interest-free loan
up ~o 90\ of an employee's equity in their current residence as
dete~ined by t.hree independent appiraisals. The assumed Fair
Market Value will be the average of the two highest appraisals,
pro~lriding those appraisals are within 5\: of each other.
Mortgage Interest Differen1;..iAl Payments -The City will provide
Interest Rate Differential Payments ur..der the quidelines of the
Federal Onitorw Real Property Acquisition and Relocation Policies
Act up to a maximum of $3GO/month for 36 months.
Miscellaneous Expense -The City
associated with the reiocatioo.
$1.0-00.
12
~ill pay Miscellaneous expenses
'The amount shall not exceed
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COKPElfSATION PLAN
MANAG EHEIfT AN!) CONFI DEN'l'IAL PERSONNEL
AN!) COUNCIL-APPOINTEES
5. Xemporary Living Expense -Up to thirty (30) days temporary living
expens~s will be available onder the following guidelines;
Lodging -l00l o.f actual and reasonable costs tor all family
Ilembers.
Per DieD, -100\ of the established City rates for employee and
spouse/Ilate and SOl of the established City rate for dependents for
~he first 15 days; 50\ of the established City rate for employee
and. spouse/alate and 25\ of t.he est.ablished city rate for dependents
over the last lS days.
car Rental -Up to 30 days for a single vehicle is available until
such time as the employee~s personal vehicle becomes available.
6. Househunting Expense The City viti provIde expenses Oit'
reimburseJDent tor OI'le oousehuntinq t.rip tor both e.mployee and
spouse/mete. Tbe trip shall be lil.ited to a llaxi.WI. of seven. days.
Travel expenses are liaited to the lesser of common carrier rates
01." the establisbed city rate for automobile use. LodglJl9 is
provided on an actual and reasonable basis. Per Diem expenses are
allowed accord.ing to the established City rates. EXpenses tOl:'
children are not covered.
RegulAtionS and Guidelines
1.. The City Manaqer • .or deSignated subordinate I .. ill institute and
revise interna1 procedures to assure the efficient delivery of
services to the new employee and .inI.ize costs to the City. This
will include the determination of whether direct City pa)~entsl
advance of funds or employee reimbursement is most appropriate for
a given program element or employee.
2. The City ~nager, or designated subordinate, viII determine the
appropriateness of inclusion of specific items in t..his program that
aris~ as a result of -greyareas.-
l. Expenses incurred by the employee during relocation vbich are not
covered are:
a. Payments to friends for assistance.
b. Autoaobile repairs.
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COMPEHSATIOlf PLAN
MANAGEMENT AND CONFIDENTIAL PERSONNEL
AND COClICTL-API'OINTEES
-c. costs il\C\lrred during the relocat.ion but. not directly related
to personal transportation o.r torwarding of household
belongings. Le .. uninsured losses during transit .. entertainment
expenses. etc ..
C.. Budqetlng of all Relocation Expenses will occur in the Personnel
and utilities Departments ..
s. upon approval of the. City Manager, prc:ovision of benefits under the
section Househuntinq Expens~s and Professional Relocation
Counselling may be pcovided before an employee formally accepts an
offer of employment "ith the City ..
M. Ret irement
1. The City shall ·pick-up· (pay) seven per~nt (l'J of the employee's
aandatory Public Employees' Retirement System (PERSJ contribution.
Such pick-up contributions shall be paid by the city in lieu of
employee contributions notwithstanding tbe fact that such pick-up
of coatributions may be designated as eIDployee contributions f~
purposes of PERl>. '!'bis provision shall apply to Council-appointed
officers and all regular .anagement and confident.Ial employees.
except that foe sworn police and fire management. employees the City
shall pick-up nine percent (9\) of the employee's mandatory PERS
contribUtion.
2. Motwithstanding subsection 1 .. above. management and confidential
employees may elect to convert the 71 city-paid PERS contribution
(9\ for sworn police and tire manage~ent personnel) to a salary
adjustment of equal amount on a one-time irrevocable basis for the
tinal twelve months immediately p~ior to retirement. provided that
all of the following conditions are met:
a. The employee must have. at least 20 years of PERS :member service
credit as of the date of retirement; as an alternative
employees hired prior to Auqust 15. 198-8. may qualify by
attaining the age of 55 at. the date of retirement or attaining
the PERS benefit factor of at least 75\.
b.. Twelve months prior to retirement the election must be made and
service application filed for a retirement date certain.
c.. During the 12-mooth conversion period~ the employee shall ~y
PERS employee contributions.
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COMPENSATION PLAH
MANAGEMENT AND CONFIDENTIAL PERSONNEL
AND COUNCIL-APPOINTEES
()
d. All provisions of this subsection are subject to and
conditioned upon compliance with IRS requlations.
l'L ~LeAve Conversion
xanagement employees hired on or before December 11 1983 who have 15
or more years of continuous service, 600 or more hours o~ accumulated
unused sick leave and otherwise qualify under sections 604 and 609 of
~he Merit System Rules and Regulations, may convert sick leave hours
in excess of 600 to casb or deferred compensation... according to the
COrJDula set forth in section 609.. The maximUlJ. amount of such
conversion i8 $2 ... 000 per fiscal year ..
o. Meal AllqwAnce
Management employees assigned to attend night meetings are eligible to
receive reimbursement for actual expenses up to the dinner rate li.it
established In PolIcy and PrOC'edures 1-2 for out-of-tcwn IOeetings.
This ~ovi$lon covers only receipted meals actually taken.
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___________________ --..;..;'~ ..•• :.' :":"_-'-w ...:..i.~,;;.;;;J~~;;.:£L;<tl'~~; 'J<~}l', '1 ~.! •• ':",);l:; !~'" 1,~, , '"
CITY OF PA~ ALTO
Council~bppointQa ana Elected Q(ric,~s
ClASS COm::
001
002
oo~
004
005
~
City CounQ11PQ~.on
City Manager
City Attorney
City Audit,or
City Clark
'1'""-:~i
APPl{OX.
ANNUAL ax-WEEKLX
$ 4,800 $ 184.62
$101,108 $ 3,888.77
$103,l~0 $ 3,966.54
$ 91,500 $ 3,520.00
$ 67,258 $ 2,586.85
$ 57,000 $ 2,192,31
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EFFECTXVE
PAT,!.
January 1, 1982 '0 July 1, 1989
Oeoembar 1, 1989
August 6, 1990
July 1, 1989
.Tuly 1, 1989
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¢11¥ or ~~~O ~~TO COM~[~SA1ION ~~AN
~NAQ[MENT '€RSONN(~
EPHC'I'lVE JULY 1, 1990
ClASS NV_ TITLE
.l..23 AO'" HUMAN five5
111 ADM PV8LIC WORKS
0 •• AD'"' IJTH.I'I'IES
10. ADM ,l;ONINQ
010 AbMIN SEC~~YAPV/¢M
U' ASSr BUI~O O"ICIA~
0" .4SsT CH~E' "'OLICE
132 ASSf CHIE' "'OLICE-AO
OS> ASST CHIE' ~~ICE.IN
10' ASST CITYA'rTV
10. ASST CIT'!' CLEU
101 ASST orTY MANAQ~ft
1<3 ASST OIR "VBLI¢ WKKS
102 ASST DlR Ul/KS/Pl/AD
"' Assi QIR UTIL/ENQ
n. ASIT ot~ UT1~/OP"S
013 AIST ~INANC£ OI~
III ASST ~ litE C ... lEf"
1 .. ASS" "I.EET "0"
113 AiiT MaR WQC~ MAJNT
102 A$&t MG~ WQO' O~E~
011 ASST ~I.ANNlNQ 0"
10' Ass1 TO OlTV MOlt
(JII!AOE CON"9' A",,,OX APPROX ... ,"ROX
QOOE PQIN ANNIoIAI. U ....... 'H,y ttltl'l'
31 .. ,u~ S$;,120 ~,I~O,OO 211 50
.0 4 ,2S] 5~ ,014 1,8U,80 24,58
'0 4,25'1 51,084 1,964,80 t4,50
33 ~,OI3 8,1.,008 2,;1'8,&0 21.33
•• ;',855 4:1, •• 1 1,817,20 21,"8
33 ~.Q13 81,008 2,346,40 1',33 0 " '
2' 8,224 14,802 2,872.10 35 9l
21 8,71,1 80,620 3,100,00 31,78
23 8,5 4 5 18,540 3,020.10 31 .16 . ,,,
31 5,3 48 U,lUl 2,408,80 30,811 .. 3,750 4OS,O}.1 1, '73,L 21) 21.U
14 8. Jot' DI,314 3,714,00 47,30
2' 8 1 ;ll2 'T1S,515 2,945,80 )e. e2
20 7,0 56 84,117" 3,256.10 '0.11
20 'T,058 14,8711 ;1.4'>8,110 40.71
20 1,t}!J& U,8'T8 J ,2!;8 ,110 "0,7 !
•• '!I,eu e'1,4(18 ~,~98.00 J~.4~ ,
2. 1!I,070 12'1 841 ~,1I01.eO 35,02
.~ 3,9411 "., ,381 l.'21,eO 12.17 i)
" 4,159 SIiI,50 11 2,288.110 21.81
~. C,g!." 59,~0' Z, 288,80 28.61
33 5,OU 8l ,006 1,346.4(1 ., 3)
)' C,8n 57,900 2,2l0,40 11,81
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¢IT¥ O~ 'A~O ~LTO COM'fN'~1~ON PLAN
MANAOrMENT P~~SONN£L
I'
EI'I'[CTIYE Jvl't' l, 1980
CL,.lSS g.'O, _UM T1TI.£ 00'
100 AI,IOITOIt 47
11. BItTTAI.IQN C~lIEI" n
118 C"I!I' 81.0 OI'FICIA~ n
0 .. O"lE' OI';lCEIt~6LAC 3J
111 OMIr, P~Q O"ICIAL " 0.2 OMIfl' TftANSP 0" 28
040 ¢IT't' TMAFFIC ENG" 11
0 .. CONTJIi'ACTS ADMIN 51
lA, 0001t0 O~UNICA ~Eltv " 047 COORO ELECT OPE" PRJ 0'
001 COORD ENVlltON '!tOTEC 30
136 COORD ~U8 WKS ~ROJ 01
163 COORD WOW ~ROJ(OTS 43
011 OE~UTY CITY CLER~ " 01S DEI"UTY DIR I'W O~RJrilS Z7
183 OE'UTY DIR ~ S~ PRJ 'I
120 OIR AftTS & OU~TURE 20
on DIll! COf4riiI 5V(lS 20
011 OIR I'I~AHCE 10
133 OIR HUMAN RESOURCES 20
12' OIR JNFO RESOURCES Z1
131 Ollt ~Iefi!ARIEs " j" OlR 'A~K5 & oO~, efts 27
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CONTItOI. Afl'!tOI( "I",ItO)(
PQINT A~"UA" Bl"WI\IoY
:1,S81 oil,lOe 1,8"6,40
!i ,212 62,'.5 l,.O!),CO
!,918 71,0:n 2,732.00
5,01;1 61.,008 2,3." 40
5, '{'1!j 68 .30S 2,885,,150
5,775 09,305 2,86560
5,3048 84,188 2,46880
3,222 38,081 1,(87.10
5,624 8'1,498 2,!Hle,OO
),948 47,:1111 1,11.1,80
4,958 59,150' 2,288,80
3,587 42,10' 1,U8,40
),046 47,301 1,lll.80
),222 31,687 1,48"20
5,818 H,032 2,731 00
1),348 U,l81 2,4111.10
S,824 87,&,,, 2,5"'.00
1,058 8.4,818 3,258.80
7,240 88,111 3,341,80
1,058 14,676 3,256.80
11,8811 82,0:18 3,111,"0
B ,224 ''',682 2,1112.80
5,818 H,On 2,732.00
i
.. _--_ .. _--. __ . __ ..... _ .. -.......' -,
",!'!tOX
I1ItI.V
10. ;8
)0.07
34.U
28.33
)3,n
33,32
30.86
111.50
3~. 41)
22,71
21,01
20, '8
22.11
J.I. ~,
34, 1~
30.88
32 ,45
40.71
41.77
"0,11
:)9 . 7!J
)5.81
34.15
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C!T¥ 0' 'A~O ~~TO COM'!~S~TlON P~AN
~NAGfM£NT 'E~'ONNE~
If Hn¢nVE Jul.V 1, 1910
CV55
'U" 'l'I'I'I.E
13' orR P~~N/OOMM ENVlR
135 OIR 'W/CITV ENG~
137 OI~ R[O & OPEN S"O
;11 01' UYXLIYXES
'" EM'~OVE' O(V coo~o
". ENOR MOR • ELECTRIC
121 EN~~ MOR M ENER "~NQ
120 ENGR MOlt -WQw I,. EXECUTIV~ A&SIsYANT
105 rACI~ITI(S ENQXNEE~
0'' ~INANCIA~ ANALYST
IJ. nltE OHIrP
101 !'lu IlCAItSHAl.
In 'LEn MANAOER
101 HU~N REsOURCES RE"
0 .. LEGAL AUISTMfT
0.0 MANAO!M~NT ASSISTANT
0 .. MANAGING AItBORIST
07. MIlR AOOOUNTING
0" MQI\ 8UDGET
104 MaR OOMM OilER
110 MQR COMP SUPP ChTR
141 ~OR OULTUkA~ Q(HT£R
"~ -----
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CONnOl,. POINT
10 7,2'0
10 7,103
" 5,91G
10 9,0'9
43 3,848
23 8,5"
2J 8,5A~
2' 8,lU
4) 3,U8 ,I 5,3"9
•• 3,es~
20 ., ,056
30 5,419
)' 4,712
" 4,477
•• 3,388
51 3,222
42 4,050
31 !i,349
34 .,9'59
3' 4,36B
31 5,349
AS 3,1!iO
,
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I
, ...... "OX ..... '''0. .V'kOX II ANNUI'!. BI"WK~Y HItI.,Y
Ie, au. 3,341.60 41,]7 .,
83 ,841 3,801,60 45,O~ e
71 ,032 2,732.00 34.15 '. \~ 108 ,~ge 4,1'18,10 52,21 ~,~
(7,381 1,1321.80 22.77
18,5"0 3,020.'0 3'1.78 0 18,5"0 3,020.80 37.76
18,SU 2,945,60 38.82 "
.",3U 1,821.60 22,17
64,111 2,461.10 30.88
43,867 1,1111,10 21. o.
u,na 3,l!16,tO 40,71
tI!li,873 2,533,60 31.e7
58,555 2,175.20 n.J,Q
53,726 2,066,40 15.13
40,6U 1,584,00 10 .5!i
#8,88'1 1, .. .., ,20 11,51
48,1109 1,eU,80 23.37
0 64,1,11 1.,4118.10 ~O, Btl
58,SOI 2,211,80 ~A,eJ.
52, UD 2,O.u,OO 2~,20
D4,188 1,"68.80 30.86
"S,OU 1,731,10 2.1..84
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cr~v 0' 'A~O A~TO COMPENSATION P~AN
~ANAarMrNT pr~sONN£~ r (,preTIVE JVLv 1. 1890 I C~ASS GIIAOE OONTROI. I\";"OX AP""OX APPIIOX
NO_ tIYL.! COOE POINT ANNUAl. BI .. WKl..V Mil 1.'(
110 MOl ~AYA COMM , fELE I, 4,153 40 ,I;to l,aa .10 23.90
1" ~GII OAt A ""OCESSING )1 ",,34a U,lIl 2,.81.10 'O,1a
H' MOil ~IoECYilIC OPRNS n ~ .an 'fl,032 2,732,00 34,15
0" MOR £M~ ~eNE'IYs " ",8)2 ~., ,980 2,23Q.40 2'1,11
0" MaR EMP ItEl & OMP ). ".832 57,UO 2,230.40 2'1,"
107 MOlt fMPl.OVfIIIENT " 4,132 !!iT.a.o 2,230 .• 0 2'1,11 0
ISO Malt ENEItGV SOVS " ',taa '5a,508 2,2118,80 28 IJ1
0.3 MOlt ENV OONT~Ol. P~OG 3. 4,3oa 5l,·U Z,OUI,OO 25,20
03. MaR ENVAN ¢~~LIANOE 2S 11,22. 70&,882 2,8'12,80 35.11
lSI MOlt HUMAN ~ES & O£v " .,In 57,oeO 2,230,40 l'1,11
,-
lSI MOlt LAB 'EIIVIOES 31 4,959 !!i9,SO. 2,281,10 ZI,IH
11~ MOlt 1018 aIANOH£& 10 4,217 Si,O'4 1,IU.10 2,,50
I)' MGII MAIN LI" &'109 10 4,2'57 51,0" 1,tU.80 2,,!l8
076 MOR Pl.ANNING PROJ ,. 4,'oa 52,&18 2,016.00 25,20
0.' MGR PUR , CNT~ AO"IN " ',na 59,508 2,Z8I.'0 21.1H
110 MOR "ATES & OUST sCV " 5,81' 117.·U l,58t1.00 32,45
103 MOlt ilEAL PROPERTY 31 5,34a U,UI 2,&$8.80 30.18
100 Malt nolo! 5Y05 30 4,3111 52,4111 2,OU! 00 Z!j.20 )
I" MOR UTIL 'IN/ADM ave 31 5,l'" 114,111 2 "U' .0 )0,116
I" ~~ UTIL OP~NS WOW 30 S,489 85,8'13 2,5;1:.1.80 31.87
178 ..,;)~ woe PLANT 2' 8,l82 7(1,515 2,1I4~.60 38.82
092 POLICE CAPTAIN 2. 5,82" 81,488 2,~ge 00 32.·~
1.7 POLICE CAPTAIN-ADV 28 ",0'10 '12,141 2,101.150 3S.02
~.-----........ --.... ----..... ,
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r~: MA~AO(M(NT '[_50NNE~
f"tOnV, J'IJL.Y 1, lllQ
CL.ASI g"O' OON'I'''OI, ",,. .. ,,Ox ... "'IIIOX "'''IIIOX "U. YITLE 00' POINT ANNUl\", u .. w~I.'f' H"IoV ,
0" "OL.IOE CA,TAIN-INT 27 ~ 111111 1l,0)2 2,7;12,00 3".,I,'l
0 •• ,OI,IOE CHIEI" 20 7,058 14,11'78 3,258.10 40,71 ... 'O~le, OHlf'.AOV 17 7,801 'l,3lZ 3,5U.QO ";J,90
0'0 'O~IO' OHI".lNT " 7 ,'22 IJ9 I 085 ',425,60 ,,2,U
\~ 0.0 '0~10( UEuT )! 4,132 5'1,110 2,230,40 27.81 ,r
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2,405,(10 )0,07 i', ... 'O~ICf ~I'UT·.OV 32 5,212 8Z I 54!J 0 ' .
0., 'O~IC' IIEUT-I"' 33 5,083 81,00& 2,346,4('1 20,33
0 .. '''00 COORD !NfR Ives 3. .,417 ~3,"211 2,01!l6,4Q 25,13
101 ItXlI'; MANMEIt 32 5,212 e2,!i4~ 2,405.80 30,07
07. IiAH'I'Y O"IOU 43 3,81&8 47,3U .... 11121,110 22. 'f7
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117 8_ AOCOUNTANT ,. 4,3e. 52,448 2,OHl,OO 2!:i.l0
~O2 SR AS'Y CITY ATTY 20 8,224 14,812 2,.72.10 3S,a!
130 SI AUOITO~ ). 4,3t11 52,418 2,OHl,t')O ;l5,20
U) 51 8UVe:" ., l,855 4~, 887 1,ftlt,lO ll,OO
117 $1 ENQXNEEft " 5,:J4g BA,l" 2 j 4U.80 30, Btl
10. 81 'lN~NOI~~ ~N~vs1 ). ",38& 52,"U 2,OHl,00 25,20 ". 5R 'OW£R ENGINEER 1. 5,82" e'1, .... 2,588,00 32,"5
,.0 STA" ACCOUNTANT 07 3,SS? 42,'0, 1,848,40 20,51
IU SU'T ANIMAL SE~VI¢E& 00 4,257 U,OU 1.ae;.,10 2",5e ~ 172 &U', O'(N ~'O~ 4 sCl ,. 4,381 52,41' 2,018,00 25.20
173 &U,T 'ARKS 3. 4,:e. 52,418 2,QULOO 2,,",20 , .. SU'T ItECI!:E~TION " 4,132 57,"'0 2,130.00 ;n,SI
043 SU~ ANJMAL SVCS ~O 3,)05 39,885 1,525,'0 ,1.9,07
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1 CIT' 0' ••• 0 "TO COM'ENS.TION "A. I
~NAQ£"'!~' 'l!:IItSQHHI!:I. I r E"'EClIV( JUI.¥ 1, 1810 ,
Cl-Aas 8"'°' ~ONU:OI.. APPIltO)/. rAPPIitOX A"RO)( ,I NUM fIT\,E 00' POlPiT ANNUAL. BI"WIo:;I.V HRI.V
0" $UPV B~Qa INSPE01ION 3. ",3U !iZ,418 2,018,00 Z5,20
102 SYPY B~OQ SERVICES •• l,3111 '0 til". l.!'tfl .. ,OO U 55
0·7 IU'V VA r A ~ROC 3" '.'~2 51,116 2,A75"O n,.ltl
IU SUPY E~ECY s~Sy£",S 33 !!o,01;l 8).,001 ~""e,,,O :la,3'
161 SUPY FACIL MaT ., A,050 AI,809 1,119,10 23,37
077 SUPY FACXLIl~ P~Oj .. , ,148 48,178 1,770,00 22.20 0 0.6 5UP\l IN\,) w"s'I'( .0 .,2$7 51,0'" 1,1III84.IQ 2.,58'
I" SUPV Jilt Io4USEUM os 3,150 .5,011 l,13l,ZO 2'1, fI ..
070 SUI'''' I.IBItMIAN .. :),7S0 'S,Oll 1,731.:l0 :l1.u
0'1 SUPY PO~ICE COMP SYS '2 ',050 41,809 1,108.80 23.)7
I" &UP\I PVBI..IC WORKS 42 4,050 41,809 1,189.80 13,37
12< SUPV ~EPItO & MAI~ 'I 3,222 31,887 1,417,20 18.5.
176 SUPY REVENuE COLt. " ),58~ 42,106 1,846,40 20.58
197 SUPV SHO' &~lElO WOw 37 4,59) 'S5,HO 2.120.00 ~6.50
108 SUPY 5U~pOIT S(kVIC£ " 3, 'r~Q 4!;,0J,l l,7:H.20 :?l.U
0.3 SV,Y S~5Y O~EH SCH~O 33 ',083 61,006 2,J48.40 21.33
117 5Up\l 1H£~T~£ P~OOMS " 3,750 4S,Oll 1,731.20 :Zl.U
0.7 &v~V VTI~ OOMP SVOS " 4,712 !le,S55 2,175,20 i.1.l11
I" SU,Y UTI~ QU& ~VO CN " 3,5111 42 I _oe 1, UB,AO 20 SI i)
I" sUPV UTI~ FIN SE~V 3. 4,368 SZ , 4111:. 2,016,00 25.20
042 SV~V UTt~ MTR ~O&'LO .) 3,946 41,361 1,821,80 22,77
182 SVPV WATER T~AN5 37 ., S93 !'tS,UO 1.,120,00 26, SO
liO SUP'" waw " ., !U13 !IS, '-20 2,120,00 ze,IioO
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CITV'O~ 'A~O A~TO COMPENSATION PLAN
\, n ~NAQEMENT '[RSONN£~
E"ECnVE JUl." l. 1980
CLASS O~AOE CONTII'OI.
NUM TITIoE COO' PQ1NT
.8\ 81.111\1 wOC OI'E" AO 4,257
0" TREAiUNY MANAQE~ ~, 5,212 ... ",RBAN 'OItE5TE~ 42 4,0 5 0
", ... V£TERtNAIIIAN 33 5 I 08:1 ... WAREHOUSE S(JIIV .0 3,305
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AN~VAr. n·WKi..Y IotJtI.Y
~J..OU 1. 9G4 80 24,58
8i2,5,U ;2.405,80 ~O,Ol
4. ,GQ9 1,'889.80 23,37
81 ,ooa 2,3'6 .0 18,33
3D,8t15 1,52'5.80 ..1.9,07
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CITY O~ ,~~O A~TO eOM'EN5ATlO~ '~AN
QON~IDENtIA~ 'ENSONNf~
E,.,EC'l'IVE JUl.'!' I. 19.0
Ci".ASS
~lJM TITIoE .. g •• DE
00'
CON1RO~
POINT
'0' EX~C SEOltftAItV·OON~ 2Q 2,848
-0. HUMAN ,SItCI AliT ON' " 2,800
'03 I.EQAL. sEC-¢()N' U 3,OQ2
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1II'''ItOX AllllltOI( AIIPItOX
A~NI,IAL 6I·WKI.V HIU.Y
~5,.)e:() 1,380,00 11.00
3,,200 1,200.00 1S.aO
37,107 .1.,421,20 ·17 .14
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RESOl1JTION 100.
RESOLUTION OF THE COUNCIL OF THE CITY OF PALO ALTO
ADOPTING A COMPENSATION PLAN FOR HOURLY PERSONNEL
AND RESCINDING RESOLUTION NO. 6817
'l'he council of the City of Palo Alto does :RESOLVE. as
follow.:
SECTION 1. Pursuant to the provisions of Section 12 of
Article III of the Charter of the City of Palo Alto# the Compensa
tion Plan~ as set forth in Exhibit -A-attached hereto and made a
part bereof by reference l 1. hereby adopted tor hourly personnel
effective the beginning of t.he pay period bx:ltKIing J1l1y 1, 1990.
SECTION 2. The Co~n8a~ian Plan adopted herein shall be
administered 'by the City Manager in accordance with the Merit.
System Rules and Regulations.
SECTION 3. The Compensation Plan sha~l continue in effect
until amended or revoked by the Council.
SECTION 4. The Director of Finance hereby is authorized to
implement the Compensat.ion Plan adopted hereIn in her p~eparation
of forthcoming payrolls.. She is further authorized t.o make changes
in the titles of employee classifications identified in the Table
of Authorized Personnel cont.ained in the 1990-91 budget if suCh
titles bave been changed in the Compensation Plan.
SECTION 5.. Resolution No. 6811 is bereby rescinded.
SECTION 6. The Council finds that this is not a p·roject
under tbe California Environmental Quality Act and, therefore, no
environmental impact assessment is necessary ..
IIITROiX)(:ED AND PASSED:
AYES:
NOES:
ABSTEliTIONS:
ABSENT:
ATTEST: APPROVED:
---------City Clerk Mayor
APPROVED AS TO FORM:
City Attorney
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APPROVED:
Ci ty Kanager
Director of Human Resources
Director of Finance
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CITV OF PALO ALTO
COMPENSATION PLAN
Hourly Employees
Effective: July 1, 1990 througb June 3D, 1991
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COMPENSATION PLAN FOR mE CITY OF PALO ALTO
Hourly Employees
SECTiON·I, DEfINITIONS
, , ,
Hourly Employee: An employee wo.rking full t.ille or part time on a temporary
basis, or an employee 'Working a limited number of hours on an onqoll19
basra.
SEctION II. SALARY AND CLASSIfICATIONS
It 15 the intent of the City ot Pale Alto to compensate hourly employees
at a rate of pay similar to that of reqular employees perto~ing like work.
Hourly employees are to be bired within the classification framework, as
presented in the attached pay plan... that Is closest t.o II; corresponding:
regular classification in both level of 'Work performed and rate of pay.
Should an hourly employee be raquire~ to take on adde~ duties above the
level of those originally required when first hIred, the employee is to be
reclassified into a new classification and pay rate vhich most adequately
corresponds to the new duties. Conversely. i~ the employee Is require~ to
perf~ at a substantially lower level. the employee is to be reclassified
into a corresponding lower level classification at a lower level of pay.
SECTION III. SPECIAL COMPENSATION
A. Holiday Pay
Hourly employees are eligible to receive holiday pay only if hours
wGrked during the pay period when the holiday occurs plus the holiday
(8 hours each) total 80 or more hours.
B. Paid Leaves
Hourly employees are not eligible for any paid leaves.
c. OVertime PAy
Hourly ~ployees are eligible for overtime premium pay at time and one
balf when required to work Ilore than a standard 40 hour week (II
hours/five day ,..eek; 9 hours/four and one-half day week) or on a.n
official City holIday.
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COMPENSATION PLAN -Hourly Eaployees
Page 2
D~ Retirement Benefits
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If an hourly employee hired prior to the effective date ot this
compensatIon plan, work. 11>0-0 or more hours during any .fiscal year
since November 12. 19B3~ the employee must be enrolled in PERS. Based
on Section IV below, bourly employees bired after the effective date
of this compensation plan vill not meet the term requirements for PERS
enrolhent ..
SECTION IV, TERM OF EMPLOXMENT
A. Beqinning with the effective date February 16, 1988, tbe use of all
hourly employees shall be li.ited to less than 1000 hours during any
f18.,..l year.
B. In order to allow for an orderly transition period, exceptions to the
above hours li.itations may be authorized by the City Manager or other
council Appointed Officer for those hourly employees under his/her
direction hired prior to the effective date February 16, 1988. such
hour li.itatlon exceptions rdJ,y not extend beyond the end of fiscal year
1987-88, or a total of 36 months of employment, whichever is lonqer.
SECTION Y. BEYI EN AND SALARY INCREASES
A. Per(prmaDQe Reyiews
1. Hourly employees, vith the exception ot the Recreation Department
classifications,. are to be given a performance review after 35-0
hour., or six months, Whichever occurs first,. from date of bire and
annually therea.fter. Continued improvement and efficient and
effective service will warrant a salary step increase.
2. Recreation Leaders will be eligible for consideration for a pay
increase upon completion of a ainiaum of lOO hours of work and a
satisfactory perfo~a.nce evaluation completed by t.he employee's
5upervidio-r. Subsequent sa.lary reviews are q:enerally conducted
annually; salary increases are not granted automatically and will
depend upon demonstrated satisfactory job performance..
Starting Salary and Increment Approval. All starting levels and
increments .ust be approved by the. Director of Recreation and Open
Space.
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COMPENSATION PLAN -Hourly Employees
Paqe 3
8. salary Increases
o
1. ~e salary increase is based upon a review and evaluation of the
employee's jOb perforaance. The employee must receive at least a
.a~!.factory rating 1n order to be ~sidered for a salary
increase.
2.. 'l'be .axl'11U11 nWllber of salary incre.ases an hourly employee may
receive in anyone twelve-month working period Is li.ited to t~o
(2), regardless of total number of hours accumulated.
Co. ExC!ept,ioDa) Leadersbip Abillty and Job perfonpanee
1. Upon written justification and departmental and Human Resources
Departaent approval, an indivIdual who demonstrates EXCEPTIONAL
leadership ability and job perfGrmance .ay be qiven a merit raise
before meeting time requirements, if be/she displays outstanding
job pe.rf ormance ..
0.. Employment: R9cords
1.. Employment records for hourly employees are audited annually on or
about. January first; those woo have not 'Worked durin<) the precedinq
calendar year are considered as terminated.
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COMPENSATION PLAN -Hourly Employees
Page C
HOURLY CLASSIFICATION DEFINITIONS
A[)HIKISTRATIYI, PJlOFESSIONAL AMp JWlACEBIAL
xanaqtpent Speoiall't=
Prate'pSMO) 1:
Profe.&IenI1 II:
AdminIstratIve Alit I:
AdpinratrltJyc alst II:
Coordinator Aid.:
CLDIC!y.
Clexk I:
Clerk IX:
Library Page:
Kay perfora work associat.~ or equal in eomple~1ty
with re&lponaible city .anaqerlal or staff
positions. Compensat.ion to be deterained accordinq
to ta.ks a.signed and qualificationa required.
Performs 'Work at tbe level nor.a11r associated; with
that of consultants, Instructor.. and research
personnel 1ihere a specialized skill or expert
knowledge i. required.
Performs work In an aSBiqnment requiring
specialized knowledge in a profe •• ional field of
endeavor. Thi. level normally requIres & college
education with some experIence but not at the hwel
expected for the Profes.ional J clas.ification.
Pert"""'s analytical stwi.s or undertakes a variety
of projects vbereby previous work experienc. is
required. :Normally requires a colleg:e education
and e~erience in the field for wbicb the
individual is to be utilized.
Performs work In an assIgnment normally associated
with that of a college student or graduate with a
ainhlUll ('Iof 'Work e.xperlenc:es; generally an entry
level posi Hon.
Performs ",ork in support of proqrllll or faci li ty
operations. Entry level or training position vith
no previous experience required.
Performs qeneral offiee w~rk Which inclUdes tasks
that require use of independent jud<iJment.. Ma.y
coordinate activities. work with publIc, write and
type basic reports. Requires experience in
administrative/clerical areas.
Performs office work of a routine nature.. May type
from drafts, file, greet the public, answer
t.elephones. RequIres little prior effice
experienee ..
Onder supervision, shelves books ancJ performs other
related lib~ary duties of a simple nature.
Requires no previous experience. (Usually high
school students.)
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OOKPENS~TION PLAN -Hourly Employees
Pa;" ~
HOURLY CLASSIFICATION DEFINITIONS, cant'd.
JlAIIITE!W!CE AN!) CRAFTS
Sk ill'" Laborer,:
Loborer 111
Llborer III:
tECHNICAL
Technleian I:
Tec;hnipi!lD II:
Technipal 'sst J:
teebnical Asst II:
Per fOnDS
use o~
Requires
assigned
maintenance tasks that usually require.
automated and/or technical equipment.
prior t.rain!nq and experience In area
and valid California driver's Iieana •.
Performs laborinq maintenance typically in parks
or .treats. Kay direct work of other employees.
Requires prior ~alntenance experience# knowledqe
of power equipment and valid California driver's
license.
Performs routine maintenance utllIzing hand tools.
Require. the physical ability to perform tasks
utilizinq dexterity.
Position for individual who has had same exposure
to outdoor :maintenance. Duties are of routine
nat.ure.. Individ·ual works closely with an a5sig,ned
person [$) to gain skill. Requires some prior
experience ..
:Includes such work as performed by advanced
draftspersons and apprentice elect.ricians.
Classification may also be used for individuals
involved in conduct.inq liurveys, opinion polls, and
other data collection assignments wbere analysis
of data &&y be required ..
Performs less advaDCed technical work than that of
the Technician J class.. liormally require&: some
specialized skills such as drafting~ electronics,
building malntenance~ crafts, etc.
Performs entry level technical skills requiring the
ability to master the use of specializea tools and
techniques.
A trainee position to qain experience and exposure
in the technical function normally associated with
SOCial Services anc:l the Arts.
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COMPENSATION PLAN -Hourly Employees
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~ HOURLY CLASSIFICATION DEFINITIONS, cent'd.
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RECPEI:TIOK
R,sreation LeAders
Recreation ~slnea:
Recreation Leader I:
Individuals involved in a depart.ent training
proqr a_~ __ ~
Individuals with le.a than 500 hours of recreation
leadershIp experienca •
• ecreation Leader II: Individuals with more than 500 bours of leadership
experience.
Recreation Leader 111: Individual. with lGOO hours leadership experience
who organize and/or instruct class-type prograas.
Aquatics Specialist
LHequard:
Water Safety
Instructor
Assistant 1'001
Kanager
Pool Jla.naqer
pEFINITION S
Leadership:
~-Lt!Adershlp,:
POLICE RESERyES
Police Reserve I:
Police Reserve II:
Individuals with up to t.wo years of experience
supervising swi .. inq activitIes.
Individuals with .ore than two years of experience
superv15ing swimming activities.
IndivIduals who assist In developinq and organizing
swimming programs.
Indivic:l·uals who plan and coordinate swi1!lllinq
proqrams •
Defined as work experience in a paid or voluntary
capacity, in which an individual is dIrectly
responsible for planninq, orqanlzlng, teachinq"
leadinq. or conducting recreational activities in
a face-to-face relationship.
Defined as facility attendant (i.e •• parka. fields"
gyms). faeility maintenance., office work .. cashier
(exception" Rinconada Pool).
Reserve officer who has received requisite level
of training to operate in a 5010 capacity.
Reserve officer who must be accompanied by a
regular sworD of.ficer or a Police Reserve I in
performance of duties .
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eITY ~ 'ALO A~TO COM'!"IA1ION 'LAN
MQVRLY '[RIONN(~
!p,rOTIV(
CUSS TXTU:
NUM
,JULY I, 1110
II'ANO[
"VJIIIBER
Reer.e5lon ~.eder.
I.' ~£C~EATION ~~AINEt
Id ~EC~EATION ~(AO(R I
••• ~ECR~ATION ~EAO(R II
.. 1 RECR[ATIQN ~~ADR III
~qU.t1~8 Spec181~8t8
I~' l.1'E:QU"~O
1~1 w"TE~ sA~EYY lN$f.CT ... ASSY '001, MANAGER
"" 1lOO1, MANAGER
Pol~e. R •• 1!l"Y1!8
110
.81
,OLICE RESE_VE I
'O~ICf RESERVE II
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0411
0503
0831
0138
05"2
O"~
0111
Oil'
0112
0801
IA)
4,71
5.0;1
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8,42
7,81
I,al
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'.07
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(II) (Q) 10)
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'5,32 S,U 5,15
1,17 1.08 7,4t1
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7,11
e,1I '.3~ I,ll 10,4'1
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1,18 1,U 1.!Jo' ,,03
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ORDINANCE NO,
ORDINANCE OF THE COUNCIL OF '!'HE CITY OF PALO ALTO
MEIIl>ING THE BUDGET FOR THE FISCAL YEAR 1990-91 TO PROVIDE
AN ADDITIONAL APPROPRIATION FOR MANAGEMENT
COl!PENSATION PLAN INCREASES
WHEREAS, pursuant to the provisIons of section 12 of Article
III of the Charter of the City of Palo Alto, the council on June
1', 199G di~ adopt a budget for fiscal year 1990-91, and
WHEREAS~ a nev compensation plan for management and confiden
tial personnel and Council appointees has been developed; and
WHEREAS, the new salary and benefits packaqe vill necessitate
addit.ional funding in addition to the estimated compensation plan
adjustments already budgeted t~r tha 1990-91 fisoal year;
NOW, THEREFORE 1 the Councilor the city of Palo Alto does
ORDAIN as follows:
SECTION 1. One Hundred Sixty Seven Thousand Dollars
($167.0GO) is hereby appropriated as follows:
o $100.000 to the General Fund Salary Contingent Ac~our.t
and tbe Reserve tor capital Projects is correspondingly
<>
reducedi -
$'10,.000 to the utilities Administration Salary Continqent
Account, and the followinq reserves are red·uced as
follows:
o $.1.8()O froD. the Wa.ter Fund system IltIprovement
Reserve;
o $4,.5-00 froIl the Electric Fund Transfer Stabilization
Reserve;
o $2,50'0 from. the Gas Fund Tra.ns.fer Stabilization
Reserve;
o $1,200 from the Wastewater collection System
Improvement Reserve.
o $1.000 to the water Fund Salary contingent Account., and
the water Fund System Improvement .Reserve is correspond
ioqly red·uced;
o $19,000 to the Electric Fund Sala.ry Contingent Account,
and the Electric Fund Transfer Stabilization Reserve is
correspondingly reduced;
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$1.,000 to the Gas TUnd Salary Contlnqent
the Gas Fund l'ranster Stabilization
correspondingly reduced;
Account. and
Reserve is
o $3,000 to the Refuse Fund Salary Contingent Account. and
the Refuse Fund System. ImprovelDent Reserve 1s correspond
inqly reduced;
o $12 J OOO to tbe Wastewater FUnd Salary contIngent Account
a.s follows, and the Wastewater FUnd System Improvement
Reserve is correspondingly reduced:
o $8,000 to the wastewater Treatment Subf~nd;
o $4,000 to the wastewater Collection Subfundi
o $1,000 to tbe storm oraJn Fund Salary contlnqent Account,
and the Storm Drain Fund system I~provement Reserve is
correspondingly reduced.
o $l~OGO to the Equipment Management Internal Service FUnd
Salary contingent Account, and the Reserve for capital
Projects is correspondingly reduced.
SEctION 2. These transactions ~ill reduce the Reserve for
capital Projects from $4~2g1,658 to $4.190.6sa as of June 3D, 1990~
SECTION 3~ The council of the. City of Palo Alto hereby finds
that the enactment of this ordinance is not a project under the
california Environmental Quality Act and, the.refore, no environmen
tal impact assessment is necessary.
SECTION f.
MUnicipal Code,
acSopt.ion.
As provided in Section 2.04~)75 of the Palo Alto
this ordinance shall become effective upon
II/TROOUCED ANI) PASSED:
AYES:
NOES:
ABSTEII'UONS:
ABSENT:
ATTEST: APPROVED:
city Clerk :Mayor
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APPROVED AS TO FORK:
Asst. City Attorney
APPROVED:
c 1 ty Kanaqer
DIrector Qf Finance
oirector of Human Resources 90-1.6