HomeMy WebLinkAbout0401.091-.
August 15, 1991
TIlE HO:-lORABLE ern' COUNCIL
Palo Alto, Califo:nia
5--6
~ns.atiOl" Plans for HoW ErnplQYf:ti. Management Rnd Confidential Penonne~
Council Ap~J
Members of the Council:
Report in Brier
A~taGhed for Council Approval are reYJlutions amending thecompen.'\atiQn plans for Houdy
employees., Management and CDnfidential peTSOnne~ and Council Appointees... These
amendments reflect proposed compensation plan cbanges for the one-year term ending
June 30, 1992. Funding for cornpematioD plan amendments is provided in the 1991-92
Budget.
HourlyEmp~
The salary ranges for 27 Hourly clas.sifications INill be increased by 5 percent beginning with
the pay period including July 1, 1991, in order to bring these salary ranges into line INith
other compensation plans. The annual cost of this increase is S79,OOO.
Management Illd Confidential Personnel
The recommended compcns.atinn pian for Management and Confidential positions provides.
for control point 1ncre~s to all Classifications of 5 percent effective with tne pay period
inc!udlng July 1, 1991. Under the Management C.(lmpcruation Plan. cDntrol point
adjustments are !lot c>.utomaticaIIy applied trJ individual employees.. Individual salary setting
is authorized by department beads according to plan pro\.'isions based on eIIlployee
accomplisnment and performance.
In addition to the ,general control point increases, seven classifications are recommended for
special adjustments or 2.5 percent or 5 percent based on saJary survey da:a and intemal
re1atioru.hLp fadors. All special adjustment5 are li:f>ted in Exhlhit 1 attached. Each
successive control point in descending order indicates an in\--:-rease of approximately 2.5
percent (e.g., a change in conlIo! point from.31 to 29 equa1s an approximate increase of 5
percent).
Most of the benefit and Janguage provhions in the attached compensation plan have been
carried fONard from previous years. The following a.re changes:
CMR:401 :91
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Pag~ Two
1.
2.
Under Section L Special Performance Premium is cbanged to Variable Managemeot
Cornpe~tion. and the plan description dements are rewritten for purposes of
cI<irlficatlon and strengthening the concepts of rued compen.o;ation. 1iariabIe
compensation, performance planning and appraisal.
Under Section II. Hearth Plan COs! containment provisions are added; an optional
Igroup Kaiser Health Plan is added for prospective retirees; tr,e long-term disability
benefit maumum is increased on an employee-paid basis; the professional
development ]eave program is mod ified~ the exec 505 be nefit reimbursement is
increased from S1,500 to SI,65O; and technic.allanguage cbang .. are added under
the retirement section.
{,&unc;U-A.ppointed Offis;ers
Compensation and benef:.ts for Counal·Appointed Officer~ are indicaled in Exhibits A and'
B which are attached. These include a $1,200 per year compensation increase for the City
Auditor. a..~d 5 percent lncreases for the City Manager, City Attorney and City Oerk. The
City Oerk also ,eceives a performance award (VMC) of S2,000-, the City Manager, S3,()()(},
a."1d the City Attorney, 53,000. The City Attorney receives an additional S6,OOO in temporary
living expenses. The expense allowance for Council-Appointed Officers is discontinued.
The annual cost for the proposed Management and ConfIdential Compensation Plan
changes including the 5 percent control point increases. special adjustments and benefit
cbanges is $837,000. This amount has been budgeted in various funds and salary
contingency accounts.
Recommend-atiol'l
Staff recommends tha! Council approve We atta.::hed resolutions adopting a compensation
p1ar,. lor Hou:-ty ernplo)'ees, and a compensation ptan for Management and Confidential
per~nnel and Councfl Appointees.. effective \/Irith the pay per:od including July 1, 1991-
~e.+ctfullY submitted, VLr lL_~ VJ~jl----
lA Yl:': ROUNDS WILLIAM ZANER
Director of Human Resources City Manager
JCRik]
CMR:401:91
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Attacrments:
CMR;4U!:9!
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Exhibit 1 -Management Special AdjustmeLts
Resolution Adopting a Compe1i.<ation Plan {or Hourly Employees
Coml"'nsatiOl> Plan {or Hourly Employees
Resolvtion Adopting a Compensation Plan for Management and
Confidential Perwnnel and Council Appointees
C.om;>eDSatioD Plan for Ma""goment and Confidential Per;o!ll'.cl .nd
Council Appol",ees
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MANAGEMENT SPECIAL ADJUSTMENTS
C!ASSIF!CA TION
Assistant City Attorney
Assistant Dirctor, Public Works
A""tant Fire Chief
Director. l.Jbra.lies
Fire Chief
Manager~ Enviromental Compliance
Senior Assistant City Attorney
EXHIBIT I
CONTROL POINT
FROM TO
31
24
26
25
20
25
2S
29
23
25
24
19
24
23
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RESOLUTION NO.
RESOLUTION OF '!'HE COtlNCIL OF THE CITY OF PALO ALT<:>
ADOPTING A CCMFENSA'rION PLAN FOR KJ.NAGEMENT AND
CONFIDENTIAL PERSONl'EL AND COUNCIL APPOINTED
OFFICERS AND P..F,SCINDING RESOUJ'1'ION NOS. 6931,
69)7, AND 694)
The Council of the City of Palo Alto does RESOLVE as
fo110 .... s:
~. 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 ~AW attached hereto and made a
part hereof by reference, is hereby adopted for manaqement and
confidential personnel and Council appointed officers effective the
beginning of the pay period includinq July 1, 19914
SECTION 2. The Compensation Plan as adopted herein shall
be administered by the City Manager in accordance vith the Merit
System Rules and Regul&tions.
SECTION 3. The Compensation Plan shall continue in affect
until amended or revoked by the COUncil.
SECTION 4. The Director of Finance hereby is authorized to
implement the Compensation Plan adopted herein in her prepa~ation
of forthcoming payrolls. She is further authorized to make changes
in the titles of emplvyee classifications identified in the Table
of Aut~orized Personnel contained in the 1991-92 budget it such
titles have been changed in the Compensation Plan.
SECTION 5. Resolution Nos. 6931, 6937, and 6943 are hereby
rescindedc
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.
INTRODUCEO AND PASSED:
AYES:
NOES:
"BSENT:
ABSTENTIONS:
ATTEST: "'PPROYED~
Cl.ty Clerk Mayor
APPROVED AS TO FORM:
Cl. ty---Man.,ger-
SenIor Asst. CIty Attorney
DIrector of Hu~an Resources
Dlrector of Flnance---------
9I(X.l904 We 003(01'
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CITY OF PALO ALTO
COMPENSATION PLAN
Management and confidential personnel
and Council Appointees
EFFECTIVE: Pay period includinq July 1, 1991
through ~une 3a~ 1992
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COMPENSATION PLAN FOR THE CITY OF PALO ALTO
ManAgenlent and cQnfilintial Personnel
SECTIQN I. '~ilTt\)!I
This ~~~~*:::-applies to all regular management and confidential positions
except' Counc'if MEmbers and Council-appointed ofticerli>~, N,otw~th~t:3.ncHn9
this exception, the Council may autborize ,variable ,~anagE1llent competi~tioZ1
for Council-appointed officers. Each Council-appointed officer shall 'be
the responsible decision-ltlaker under this Plan for those eEployees in
departments under his/her co~trol.
A. y.anagement gnd Confidential COnipeO!iHjtJon -policy
The City's policy for management and confidential cOIr'.pe,nsatiori is to
establish and maintain a general structure based on marked:.place norms
and internal job alignment with broad compensation grades and ranges.
structures and ranges will be review2d annually and updated as
necessary based on mark.etplace surve~: data, internal relationships., ar.d
city financial conditions.
Individual compe:ri'satlon' adjustments will be considered by the Council
appointed officer' based on (1) perfonnance factors including
achievement ot predetermined objectives; (2) pay structure adjustments;
and (3) City financial ~onditions.
B. Basic Plan Elements
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structure. The cOmpensation plan includes separate multi-grade
structures for both"manaqement and confidential employees. Each grade
will have a control point vhich is used for budgetary purposes. All
management and confidential positions vill be assigned an appropriate
pay grade based on salary survey data and internal relationships. All
poSitions assigned to i!I pay grade loI'ill receive compensation ..... hich is no
less than 25% be:ow the control point and 110 mere than 15\ 2Joove tbe
cont.rol point. Actual salary 'Within the range is determined by
performance. Th.e normal 'Working range within 'toIhich most actual
salaries viII fall "Will be ..... ithin ± 5\ of t,he control point.
As needed competitive marketplace studies will be made of ~O-IS
aqencies si~ilar to P~lo Alto in number of employees~ population and
services providea. These studies will focus on general salary trends
for groups of management positions such as first line supervisors,
administrative, confidential, professional and top m.anag-ement.
Periodically, studies 'Will more specifically include posltion-by
position comparisons using marketplace and internal relationship data.
Depending on the reslJlts of these stUdies, the entire pay grade
structure may be adjusted or individual positions may be reassigned to
different pay qrades. Such adjlJstment:s wi 11 only affect thE:! salary
administration frame~ork. No individual sal~ries will be alltom~tically
changed because of s~ructural adjustments.
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COMP~NSATION PLAN
MANAGEMENT ANC CONFIDENTIAL PERSONNEL
AND COL 'NeIL-APPOINTEES
Page 2
~: 's.nd"'varla1jle comberisatiQn'~ Manaqement -comperlsatidn inCludes
fix~d" :bi-w~ekly s~Jary and., V~rla~le ~!anagement compensatitln {VM,C)-'t
r.i)c:,~d';;'1>'l--;week:J.)~: s,edary, 18 paid on /!II continuing basis. "~firiable
~hag4!met"~:",CompenSatlon 'i6 it one-tl1:1e cash "ward in' -an '~mount, "ncl't:"'t()
~~<;:e~:i'l!S,':;ct!,t~e ~,$dticn control point .. ' On a fiscal year ba~,1s,~' the
"thio;of;b<)th. c01llP~ation components must fall "rthin pay qrade llJOits Of':I'!-'o::~ess' tl"l.an· ~5t ,below the control point and no more the:n"lS%' abbve ):h!;.col'.!;z:pl ;j:)Oint:; ; .. ; .
f'i:Kf~(f'sa:i~ry tricrea'ses may ,be earned' in accordance' with 'administrative
qUj:d:~l¥ies "bas-ed on qrowth within tbe position and performance which
~Eile.tS:: o,t;-'.': eX:ceeds pOsit.ion standards. In ad<1ition" employees, may ea.rn
yar,iable::,Jlanagsment ~ompensation by m~et.ing or exceedinq .objectives
~s~ab:J.ished ,".inder ,the annua~ perforRtance-planning ij"nd appraisal system.
y~r~f1b~~ Managemant e~mpensation requalitication is necessary fO,r each
.. p~i"a in ~ per i<><1.
toJipeiisation'idjtist,;ment"Authotizatiop.. Each. year Ule. ~ity Manager ~ill
P,;-C?Os.~:':,~~r ',:Couru::il,':approval a compensation adjustment .,uthorizat1on
iY1:co;po:;a1;.1.nq the. requests of each Council-appointed officer which will
-Include., am,aunts SUfficient to ,implement base pay increases and Variable
Management "eoia.pensation. The -com.pensation adjustment authorization
liil;t<be,,1::iaced on the foll.owing .factors: competitive market:, chanqelii in
J.n,~er,f',~l:;~si~ion relaticnships, ana the City's ebility to pay.
PetlQrm~ne'Q'l'lann"D'i'!nd Appraisal. Performance planl'tin9 and apprais'al
~J~ b,e,,:conducted at 'l.east annually by the Council-appointed officers
$nd ~~partment heads prior to revie~in9 individual e~ployee fixed and
variable compensation. This process includes both review of previous
performanoe plan ~nd preparation of the perforrnan~e plan for the next
Flanning' period {usually the fiscal year). Performance plans are
jointly prepared.by the employee and s\lpervh~or lootitn the conc\Jrrenca .cf
the -deplIrtment head or council-appointed officer. Toe. performance
plans shall contain ~easurable objectives ~hicb place special e~phasl&
on pOsition descr1ption duties or specific assignments. Proqress
toward meeting objectives shall be monitored per lodici!llly.. At tl::e
conclusion of the fiscal year (or review period), supervisors shall
~aKe a ~Lnal determination o! general perfo~ance and performance plan
achievement~ Such determinations and recommendations shall be
forwarded to depar~ent beads or council-appointed officers who ~lll
then determine individual fi~ed and variable compensati~n adjustments
~ocordin9 to the provisions of ~he compensation plan.
c. Mar..agement and COT"lfidel'!tilill _COl!meD§2.tipn p.,6tu9tcept.' "'-utho_riu.ti2D
1. Council-appointed officers are authorized to p<!Iy salaries in
accordance ~ith this plan to non-Council-appointed management and
ccnfiden~ial e~ployees in an amount not to exceed th~ aggregate of
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COMPZNSAT10N PLAN
!!ANAG!:MENT AND CONFIDENTIAL FERSONNEL
AND COUNCIL-APPOINTEES
page 1
.approved management and confidential positions budgeted at the
C:(J,I1:tr,(); poi:r.ts indicated in the attached Ta)jles for fiscal year
t9g,,~+-9l. In addition, for fiscal year 19,91-92, Council-appointed
officers in aggregate are authori:z:ed up to' 3' of the management an"
confident,~al, sa,la:rY ,i!lnd b,enefi t ,budget for the fiscal year.. plus
unused r:~-1a~~a,)(a.naqem.ent' 'cOlJl.pem;:'at~'on" fun,cis ~rom the", p'r-e~"iou5
fiscal yiiar to a'pply to,'ard lIariable.lfana9'elJIelItCo.pe~tion' for
individual ltanaqement and confidential employees ..... ho ~,alify under
the provisions of this Management and Confidential CompeJul)i~~ori
Plan.
2. Individual management and confidential ti)c'ea and variable
oompeJisatlon authorized by a Council-appointed" officer unde.i'the
Management and Confidential Compensation Plan may not be less than
25\ below nor more than 15-1; above the control point tor the
individual position 9rades authorize~ in Table I of this plan.
3. The Council-appointed officers are authori%.ed to establish such
administrative rules as are necessary to imple~ent the Management
and confide~_t,ial, Salary Plan subject" to the limitations of the
approved ~nsation adjustment authorization and the approved
qrade and control point strlJctur'e.
~. 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 s~lary for such employee in an amount in
.~cess of the revised grade limit for a reason&ble period of time.
Such interim salary rates shall be defined as ·Y-rates.-
SECTION II~ SPECl~~MPZNSATlON
This-S8_etten e.pplies to. a'll e119ible 't'egulu wanage.ment ana contidential
positions,:, except as otherwise. indicated. Eligibility shall be in
confor1li.ance "'With tl" .. e Merit il\lles and ilegulations a~d Admir.istrative
Directives issued by the city Manager for the purposes of clarification and
interpretation.
A. Annual Adju5tm~nt
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Annuelly .. each employee .... ho t.olds a regular fllil-time appoi~.tmo?:nt in
the municipal service on or before July first and continues in such
status throughout the first day of Fay Peried 25 'in December) shall
receive, in aQdition to the salary prescribed herein.. a salary
adjustment equal to one percent of the empl-oyeefs current annual
salary; or at the employee's option and subj~ct to management approval,
24 hours paid leave to be used prier to the January 31 .following.
Annual adjustments. s.hall be prorated to reflect appointment from
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COMPENSATION PLAN
MANAG~~ ~D CONFIDENTIAL PERSONNEL
AN9 COUNCIL-APPOINTEES
Page (
J-!;nuary 1 through July of the current year, or interrupt.ad service
during the year.
B4 overtime. Working out pf Classification. and In-Lieu Holiday Pay
COmpensation tor overtime work, and scheduled ~ork on paid holidays,
shall be in conformance ..... ith the Merit Rul.r:!s and Regulations and
Administrative OirectiveS4 Where ma:l'IageItlE:nt employees, on a temporary
basis, are assigned to per-fonti. all significant duties ot a higher
classification, the City Manager may authorize pa~ent within the range
of the higher classification.
C. CQurt Appearances
Sworn Police Pere.onnel appearin9 in court for the People shall be
co~nsated as follows:
Per;pd Fate MinimUm
1. Appearance on scheduled
day oft.
2. Any or all court time
durin; scheduled shift# or court time is imme
diately De9inninq or
followinq shift.
3. Appearance on schedulea
work day but not durin9,
immediately before or
i~ediately after
scheduled shift.
D. Night Shift Premium
Time and one-tlalf
Straight time during
shift, time and one
half for periods
:before or after
scheduled shift.
Time and one~hal~
4 hours
None
2 hOlJrs
(2 hour
minimum
may not run
into shift
time)
Ni9ht shift differential shall be paid at the rate of 5% to regular
fQll-time employees who are regularly 3ssigned to shift work ~tw~en
6:00 p.lII~ and 8:00 3.m. Night shift prelIlium .,ill not be paid for
Qvertise hour$ ~orked oz to ~ire personnel assigned to shift duty.
E. UnifOrm Purcbase plan -S~crn Police and Fire Personn~
Uniforms includinq cleaning will be provided 'With replacement
provisions on an as-needed basis in conforlll!!llnce 'With department policy.
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COMPENSATIOI< PIAl<
MANAGEMENT AND CONFIDENTIAL PE~SONNBL
AND COUNCIL-APPOINTEES
page 5
F. Group Insurance
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1. ~h Plan
The City shall pay all premium payments on bp-half of employees who
are eligible for cove_r_age under the health plans as descr-ibed in
Sub-sections (ll), (b) !.,' or, ee}. Any premiUID rate increases during
the term of this compensation' plan shall be paid by the city. The
following options will exist:
a. Employee and Clepe:ndent coverage under the eXisting Kaiser
Health Plan S Contract, includin9 the Drug Plan III option.
b. Eluployee and depenaent coverage under the existing City of Palo
Alto Employees' Self-Insured Hea,lth Plan with cost containme.nt
provisi.ons,asdesc:i"ibed in Poragraplls 1-4 beloit. The City',,!
f~~p:·-A1to::_EmploYIli:QSl Health Plan shall be further -modified, to
~cl,u(h!-, the prOVisions in Paragraphs 5-8 to become effective-a$ ~,~:,:~s ,possible but, not before January 1 .. 1992:
1) Second surgical op1M10n to be required for all non
emergency e.lective surgery.
2} Pre-admission certification and cont.inued hospital stay
review for all non-emergency in-patient admission to aTI
acute eare hospital.
3) Hospital bill ~udit for all bills in excess of $15,000.
') Psychlatric coverage maximum: of '$SO,ODO on in-patient
visits with annual reinstatement of maximum up to $2,500.
5) , Increase the annual deductible to $100 per individual or
$3~O per family.
61 "Add the" CCN managed care network of prefe.rred provider
hospitals -with benefits at 100\ of eliqibls hospital
charges within the ~anageQ care network, and reduction to
80' VCR outside the n~twork. F~r hospitals outside the
state of California or for treatment in the case or an
amervencYt reimburse~ent of eli9ibl~ hospital cha~ges will
be at 100\ VCR.
7) Technical nQn-6ubstantlve language changes to clarify
definitions .. covered items and exclusions~
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COMPENSATION PLAN
MANAGEMENT AND COl'iFIDENT!AL PERSONNEL
AND COUNCIL-APPOINTEES
pa~e 6
p)"'r6J;':\:h.',t.e::t:iv"~loy" .. Plan,elh>1nate the $25t:1,OOC...ajor
lIedlcal,l>enet,iiO ""'XlJa.UlII ,and subst.it.ute .. "eQ-mprehensive
11 fa!;.; .. ! !)elief!t ", ... x! .. u:m of $1, 000, 000 perpersoll,
eri ,As aIIa.li:ernat'ive 'to, tal ",nd (c) of this section,the, City ""y
",l"",t t.0 ",'"<:<>"t1:' .. ,,tl<1 t.1I the call fornia Publi" , Employe",,.
Jl,e):l:'em"nl;.',Sys.\:IaJBJPERSI ' for participation ul'lder'the' ,Publlc
~I'Joye~s' !{~i~d afJd Hoel'ital Care Ac~.
ilf< Jte.~tr .. el!lei!l.p"1i>i;~v!.e1ohli
_~., -: 'The City shall, 'Upon submittal of evidence of paYlllent,
'''reimburse \lp to $423 per quarter of !r'!edical plan premiu:ms
Ol\ hehalf of management ana confidential employees who
retire from the city under service or disability
retirexnents. The retiree JIlay select any medical plan. The
plan In.ay cover eligible Oependents as defined under the
City Employees' Healt.h Plan. No reitnbursement will be made
for plans providing ~nefits other than medical and health
benefits.
;2) Ef!ei:;l:lve as soon as possible, the City "ill offer a Xaiser
'Group '~etirGe Health Plan. El1qi~ility in the Group Plan
~~,~n,t~ retiring employees wbo have been member~ oT the
JAiser: "~oup Plan for e. lllinill1.mt. of three years immediately
prior,to,retlre.ent, or it employed with the City ~or less
than three yea.rs" have been enrollec:I in .kaisBr continuously
since th. date ¢£ hire.
Those" employe.es who elect the Kaiser G~oup Retiree Health
Plan and subsequently mOY2 out o£ the Kaiser service erea
td.ll be. given t.he opportunity on a one-ti1tle basis to enroll
in the city Retired EJtployees I Health Plan. Premium.
rei~~reement for the ~aiEer Group Retiree Health Pl~ is
~yal1ab1e under paragraph (~) ot this $ubsection~
2. Dental t:>lan
The City shall pay covered plan charges on behalf of e~~loyees and
dependents of employees who are eliqihle for coverage and enrolled
under the existing City Dental Plan. The JIlaximum benefit.s per
calendar year shall be $~.OOO effective begin~ing with 1988.
Effective September 1, 1989, the City will provide a sot of
reasonable Charges. $1500 lifetime maximum orthodontic benefit tor
management and confidential employees and their dependents.
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COKl'ENSAT!ON PLAN
lIANAGEMENT AND CONFIDENTIAL
AND COUNCIL-APPOINTEES
PERSONNEL
Page 7
J. Basic Life In~urance
The city shall continue the basic life insurance plan as currently
in effect for the ~erm of this compensation plan.
4~ Long Term pisability Insurance
The city shall .,rovide t.he long ter.:n disability insurance Plan, C
wi.th..& benefit of $4,000 or 2/3 of monthly salary toa maxlllwo of
$~~',OO,O. Premiums for eligi~le m.anagement and ccnfident'ial
e,mp'loyees ,are, paid by the City on the first $6,000 'ot morrehly
~,l~( 'pradums fen: sal~_ri.es. in excess '-:>1 $6~ 000 per lUonth llre
pjlid ... I>Y .tll~. employ .....
5. Vision Care
Effective beg1nnin9 October 1, 1985, the City will ofter vision
care coverage for employee and dependents. Coverage is equivalent
to $20 Deductible Plan A under Vision Service Plan with monthly
premiu~s paid by the employer.
G. Police pepart~ent -Personnel pevelopment Progra~
Pursuant to administrative rules governin9 eligibility and
qualification. the following mey be granted to sworn police personnel~
P.O.S.T. Intermediate Certificate: 5' above base salary
P.O.S.T. Advanced Certificate: 7 1/2t above base salary
H. Management Benefit progra~
All City staff management and confidential employees are eliqible for
Sections 1, 2, 1, 4 and 5 of the Management Benefit program. City
Council Members are eligible tor Secti~n 1a only. Specified amounts
under this program vill ~ applied on a pro rata basis for employees
,,'ho are part tim.e or in a management or conficential pay status .for
less than the full fiscal year.
1. Prof€ssicnal pevelopme~t -Reiwoursement
Rei'fliliursew.ent for authorized self-improvement activities ~a'i be
qranted each ~anagement employee up to a maximum of $500 p~r fiscal
year, except that unused reimbursetr,cnt allo'\li'anr:e may be carried
forward from the previous fiscal year to a lI',3xirnullI allowance
(current and carryover) of $1,000 per fiscal year. The follo~in9
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COMPE.!iSATION PLAN
MANAGEMENT AND CONFIDENTIAL PERSONNEL
AND CO"~CIL-APPOINTEES
Page ,
items as defined in Policy and Procedures No. 2-7 are eligible for
reimbursement:
a~ civic and professional association memberships
b. conference participation and travel expenses
c.. Educational programs/tuition reimbursement. The education must
~aintain or improve the employee's skills in performing his or
her job, or be necessary to meet the express requirements Qf
the city or the requirements of applicable law.. The education
to 'Which the reimbur-sement relates must not bl!! part of a
program qualifying the e-m.ployees for another trade or business;
or be necessary to meet the minimum educational requirements
for qualification for employment. Pe:rmissible educational
expenses are refresher courses, courses dealing ~ith current
dev~lopments, a~ademic or vocational courses as ~ell as the
travel expenses associated .,dth 't.he courses.
d~ Professional and trade jou~nal subscriptions
e. Physician-prescribed personal health program as indicated under
30 of this section.
2. Pr?fessional pevelopment Leave
Authorized paid leaves of absence for up to one year will be
granted in accordance vith the following requirements:
~'~" Eliqlbility is subject to a minimum city service requirement of
'five years.
b. Compensation during the Prof~ssional Develo~ent Leave shall
not exceea 50\ salary and full benefits.
c. When'qranted a Professional Development Leave ~hal1 require an
employee co~tment of at least two-years' $ervice fcllo~in9
ret\lrn :froll the Leave. To the extent the full two-year
commitment 1s not .fult'illed l the amployee. shall ra-pay the city
a pTO yat~ a~ount of the salary paid during the Le~ve based on
the percentagB of the two-year commitment not fulfilled.
d. The Professional Oevelop~ent Leave program shall relate to ~~e
employee's job assignment.
e. An employeE:'s job a.ssignment activity shall be adequately
covered during his/her absence ",ith em.phasis on the development
of subordinates.
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COM?ENSA'rICM PLAN
MANAGEKEliT AND CONFIDENTIAL PERSONNEL
AND COUNCIL-APPOINTEES
Page S
~. The leave-of absence period shill _'be adet;\lately coordinated
with departmental priorities and workload.
~~~~f'C)~a.l'::,pe"ietlop.men't -Ltiaves &hAl,l::. be based on internship exchanges, andjor' lo'aned executive arrcmge~ents; scholastic
and/or I!tt'..ncrship proqrams; or educational travel-study plans.
Leave of absence schedules yill ba apportioned among all levels of
managuoant and confidential e.mpl'Oyees and will be based on an
evaluation ot each elDployee's perforIilance record. Each paid
s~bhatical leave will be limited to a maximum of one year and ~ot
more than two employees being on leave simultaneously. Sabbatical
lea.ves. must be cleared ,in. advance aru:! approved by a C;ouncil
ap~i~ed ,,~_f_f,icer '" for,'_ ,'liie/her subordinate5~ , Professional
t>:e1i~Jop.en,t ,,~~~e~, qran.'t:ed in excess ot ,10 days shall be noticed to
'I:!1ec.ol!;I"'!J, i
3. Personal HoeE.!th Proqram -Ph.Y~.ical Fitness
a. All =anaqement and confidential employees -will receive physical
examinations in accordance ~ith Policy and Procedures No. 2-1~
b. Subject to Internal Revenue Service regulations an~ with the
written prescription of a medical Qoctor l an employee may De
reimbursed for a personal health progra~ as treatment for a
diaqnosed injury or illness. This activity will be reimbursed
under R.l(e) above.
4. Excess Benefit Reimbursement
Reimbursenent for approveQ excess benefit expenses -will be gr,nted
up to a maximum of $1,~50 per fiscal year ea=h tor management and
confidential employees and shall inClude the following benefit
items:
a. Life insurance premiums for city-sponsored plans, subject to
federal and state tax limitations.
ba Excess lDedical/dental expenses for employee and dependents
Which are not covered by existing City-sponsored plans.
c. Exce.ss professional development items ""'hich are othenlise
approved but exceed the rei~b\Jrsetoent limit under H.l. above.
(1. Dependent care expenses accordinq to the follo'Winq qeneral
provisions:
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COHl'ENSATIOIf PLAN
MAIIAGEMEIIT A!iID CONFIDENTIAL PERSO~'NEL
AND COUNCIL-APPOIln'EES
Page 10
5.
1) The annual amount submi tted for reimbursement cannot eJc:ceed
the income of the lower-paid spouse.
2) The expenses Eust be employment-related expensee for the
care of one or more dependents ~hQ are under 13 years of
age and entitled to a dependent deduction under Internal
Revenue Code sectio~ 151(e) or a dependent vho is
physically or mentally incapable of caring for himself or
hersel.f.
3) The payments cannct be made to a child under 19 years of
age or to a pers~n claimed as a dependent.
4J If the services are provided by a ~ependent care center,
the center must comply with all state and local laws and
must provide care for more than six individuals (other than
a resident of the facility).
5) Depen~ent care expens~s not submitted under this section
are eligible under the City Dependent Care Assistance Plan
(OCkP). However, the maximum amount reimbursed under DCAP
will be reduced 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 maximum
(or pro rate maximum) ~ay be applied at the employee'S option to
deferred compensation under t~e City Planes).
Managet!ll!mt Annual Lea_Y§
At the be9innin9 of each tiscal year regular mana'gen::ent and
confidential employees will :be credite.:::.'! ""ith 40 hours of afLl"lual
leave 'Which may be taken as paid time off ~ added to vacation
accrual (subject to vacation accr'..1al lim.itations) I taken as cash or
taken as deferred compensation. When time off is taken under this
provision, lO-hour shift workers will receive one shift off tor
each 8 hours charged; 24-hour shift workers will receive one-half
shift off for each 8 hou.rs charged. Enti tlell'lent under this
provision ~ill be reduced on a prorated basis tor part-time status,
or accorciing to the nU1l!ber of months in paid status du.rinq the
fiscal year. Unused balances as of the end of the fiscal year will
be paio in cash unless a different option as indicated abo .... e is
elected by the employee.
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COMPENSATION "LAN
MANAGEMENT AND CONFIDENTIAL PERSONNEL
AND COUNCIL-APPOINTEES
Paq .. 11
I. Automobile Expense---.lll9..~
For thosa e.l1plcyees whose duties require exclusive use of a city
automobile.1 the city Manager {or in the case of Council-appointed
officers., the city Council) ~ay authorize payment of $300 per :onth in
lieu thereof.
J. Parking in civic Center Garaae
x.
L.
The City shall., at its option, provide employees either free parkin9
privileqes in tl1e Civic Center Garage or equivalent value co~ute
incentives.
Per Pay Period Per Month (Apprcx. )
Mayor $69.23 $150.00
Vice :Kayor $46.15 $100.00
"tty MBflBl)'ero $69.ii!3 $159.99
et~ )\t;tef'"ey 669.~3 $1:59.ge
e.ty ilrUEUt!'e!' e-U;.l5 61~
Reimbursemept for Relocation Expense
PolicY Statement
The City ot Palo Alto wi11 pr?vide a Basic Relocation Benefits Package
tor all new management employees. In addition, upon the approval of
the City Mandger or designated 6ubordinate, Relocation Benefits vill be
available to non-manage~ent PQsitions. Provisions of "Optional
8ene!it$-or portions thereof, are intended only (or rare instances and
require the approval of the City Manager.
Procedure
oualifications
In order to qualify for relocation benefits, the following conditions
must be met:
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COH?ENSATION PLAN
MANAGEMENT WD CONFIOENTIAL PERsonNEL
AND OOONCtL-APPOlIfTEES
Page 12
1. The employee ~ust qualify for Moving E~~ense Deductions as
contained in the Federal Tax Regulations for the year in which the
move occurred~
2. Actual relocation, or contracts designed to establish a fixed
domicile, shall oc.;:;ur within six months of the initial date of
employment.
J. Exi:e:tinq employees promoted to a. cover.ed position are not eligible.
... Recordkeepinq requirements \iill parallel those required for ell.-pense
reimbursement for travel, conferences and meetings.
5. Provisions of optional benefits is contingent upcn completion of
one year's employment ~ith the city. Failure to complete the full
one-year term will require repayment of those benefits on a pro
ra~a ~asis computed on the actual time of City service.
Basic Package
l~ Employment Trip -Aetual an~ reasonable expenses will be provided
or reimburs~ by the City for travel costs# meals and lodqinq for
candidates o~t of the local area~ The local araa is defined as all
cities or towns located within a 100 ~ile radius of the City of
Palo Alto. Travel costs reimbursement is restricted to the lesser
of co~on carrier rates or the established City rate tor automobile
use. Costs for meals are restricted to the established City per
diem rates.
2. En Route Expenses -Direct co~~on carrier transportation will be
provided in full for all family mernbers4 Automobile expenses are
limited to two vehicles ~t the established City rate ~ith a minimu~
of 350 lZ!il~s per day to be traveled. Per diem is allower:S at
established City rates for employee and spouse/mate and at 50\ of
the employee rate for dependents~ ,Travel d.ays 31lo· .. ed are limited
to the actual mileage divided by 350 miles per day~ Lodgin9 is
reiQbu~$ed in full on an actual and reasonable basis for all family
members~
:). Householi Goods Shipmerr!: -Full costs 'Will be p~ic1 tOi:' the shipment
of all personal ite~s normally considered ~Household Goods.-Items
excluded: include recreational vahicles, fire .... ood. building
materials, s~nd, boats, airplanes. and perishable items such as
foo6 or plants. Shipment of up to t~o automobiles is permitted.
Stot"aqe of household goods will be provided for 30 day'S.
4. Professional Relocation Counselling -An agency designated by the
City 'Will provide help to the employee in their relocat.ion efforts.
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COMPENSATION PLAN
MMIAGE:MEN'l' AND CONFI DENTIAL PERSONNEL
AND =mCIL-APP01N'l'EES
Page 13
L
Information to be provided includes iteQs such as financing, home
and rental locations, transport~ticn, weather patterns, schools,
recreation, etc.
Optional Benefits
1. Disposal and Purchase Costs ~ The City viIl cover costs that arise
in the disposal and/o~ purch~se of residences:
3. Costs to break an existing lease viII be covered up to a total
payment ot three times the current monthly rental rate,
b. Real estate commissions up to 6% of the sales price.
e. Non-recurring closing costs on both purchase and s~le ("Points"
on purchase of residence are specifically excluded).
2. Bridge Loan -The City will arrange tor a 90 day interest-free loan
up to 90' of an employee's equity in their current residence as
determined by three independent appraisals. The assumed Fair
Market Value ~ill be the average of the two highest appraisals$
providing th~se appraisals are within 5' of each other.
3. MortgagE; Interest pifferential Pcsyment, -The City will provide
Interest ~ate Differential Payments under the quidelines of the
Feaeral Unif~rm Real Property Acquisition and ~elocation Policies
Act up ~o a ~axi~um of $~OO/~onth for 36 ~onths.
c~ MiseelloneQu§ Expgnse -The City ~ill pay Miscellaneous expenses
associated 'Wit.h the relocation. The 81l:lQUnt shall not exceed
$1,000.
5. Temporary Living Expense -Up to thirty (30) d~ys temporary living
e~ense$ ~ill be available under the following guidelines;
IOOging -100\ of actual and reasonable costs tor all family
~embers.
Per piem -10C\ of the established City rates for employee and
spouse/mate and 50\ of the established City rate for dependents for
the first 15 days; 50t of the established city rate for employee
ana spouse/mate and 25\ of the established City rate for dependents
over the last 15 days.
Car Rental -Up to 30 days for a single vehiclp-is available until
such time as the employee'S personal vehicle becomes available.
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COMPENSATION PLAN
MANAGEMENT AND CONFlDElITIAL PERSONNEL
ANO CDONCIL-./>.PPOINTEES
Page H
6~ Househunting Expense The City will provide expenses or
reimburSEment for one househunting trip fer both employee and
spouse/mate~ The trip shall be limited to a maximum of seven days4
Travel expenses are limited to the lesser ot common carrie: rates
or the established City rate for automobile use. Lodqing: is
provided on an actual and reasonable basis. Per Diem expenses are
alloW'ed a.ccording to thE: established City rates. Expenses tor
children are not cov&red.
~lations and Guidelines
1. The City Manager, or designated subordinate, will institute and
revise internal procedures to assure the efficient delivery of
services to the ne~ employee and minimize costs to the city. This
will include the determination of 'Whether direct City payments,
advance of funds or employee re-imburseI!'lent is most appropriate tor
a given proqra~ ele~ent or employee.
2. 'rhe City Manager I or designated subordinate, .. ~ill detennine the
appropriateness of inclusion of specific items in this program that
arise as a result of "grey areas,"
J. Expenses incurred by the employee during relocation ~hich are not
covered are:
a. Payments to friends for assistance.
b. Automobile repairs.
c. Costs incurred during the relocation but not cirectly related
to personal transportation or fon.'ardinq of househOld
bel'Cngings, i.e. lJninsured losses during transit, entertainment
expenses, etc~
4. Budqetinq of all Relocation Expenses vill occur in the Personnel
and utilities Department5~
5, Upon approval of the City Manager.
section Househunting Expenses
Counselling may be provid£d before
offer of employment yith the City.
provision of benefits under the
and Professional :Relocation
an e~ployee formally ~ccepts an
1. The city shall pay the mandatory geven percent (7\) employee
PUblic EJnployees I Retirement System (PERS) contribution. Such
employer paid contributions shall be paid by the City in lieu of
employee contributions not~ithstanding the fact that such empl~yer
l_
IL
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I
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L
1-.
COKPEHSATION PLAN
KANAGEKENT k~D CONFIDENTIAL PERSONNE~
AND CQllNCIL-APPOINTEES
Paqlil! 15
pa~t ot c-.)ntributions :may be de!:-i9nated as employee
contriDutlons for purposes of PERS. This provision shall apply to
Council-appointed officers and &.11 regular manaqement and
confidential employees, except. that for sworn police and fire
r:.anag-ement employees the City shall pay the mandato,ry"nine percent
(9\) of the employee's PERS contribution.
2. N?t\dthst:an~ing subsection 1. above, upon,' ',fi'fLOg ',:'\," ,'riC£lc'e 'of
1:~,t_itelQ.ez)~/:-the 7' City-paid PERS contribution (91; for, 'sworn police
ana' lire'" managem.ent personnel} .... il1 be converte.d' to a salary
adjustment of equal amount on a one-tiroe 'irrevocable basis tor the
final twelve months immediately prior to retirement, provided that
all of the following conditions are met:
a. The amployee must have at least 20 years of PERS tr.ember service
credit as of the date of retirp.nlentj as an alternative
employees hired prior to August 15, 1988, may qualify by
attaining the age of 55 at the date of re~ire~e~t or attaining
the PERS benefit factor of ~t least 75'.
b. Twelve month_D prior to retirement the employee Eust 9ive notIce
~~" ~e-"Citr;' for a retirement date certain.
c. During the 12-mcnth conversion period, the emp!oyee shall ,pay
P,E:RS _employee "contributions. Provisions 'Will be implemented as
soon::'as possible to allow for these contributions to be ma.de on
~ ta~~~eterr~d basis.
d. All provisions of this subsection are subject to and
conditioned :.!p.on cOn1pliance with IRS regulations.
N. Sick Leave Conversion
Management employees hired on or before December 1, 1983 who have 15 or
more years of continuous service~ 600 or more hours of accum.ulated
unused sick leave &~d otherwise qualify under Sections 604 and 609 of
the Merit system Rules and Regulations, m~y conv~rt sick leave hours in
excess of 600 to cash or deferred compensation, according to the
form~la set forth in Section 609~ The ~aximum amount of such
conversion is $2,000 per fiscal year.
o. Meal Allowance
Management ~mployees assigned to attend night meetings are eligible to
receive reimbursement for actual expenses up to the dinner rate li~it
established in policy and Procedures 1-2 for out-of-town meetings.
This provision covers only receipted ~eals actually taken.
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CITY OF ~ALO _LT~ COMPE~SArIO~ P~AN
MA~'GE~NT F['S~NEt
(FrEenY! Pay period inclw:::ing July 1. 1991
(LASS
NUM fInf:
157 ADM ~~~ RES
111 ~OM HUMAN S~C$
17 L "Dfo( PUBLIC \oo'OR~S
OSC A~ UTILITIES
10C ,MoDM ZONI~
,70
,,> , ..
'" ,51 .,.
'0'
I"
'" 19;:
1l> , ..
013
1I1
".
11J
10'
.81
~M]N SECRETARy/eN
~ssr BUlle OfFlCl_l
A5ST C~IEF ~ClIC[
A5ST C~IEF POlICE-AD
ASST CNltF POLICE-IN
,Us.,. CITY ArTY
.. SST c!n CltR.t<
tSST C1:-" ~ANAG~1It
Assr DIR PUBLIC WRKS
"'551 DrR UT/RS/~l/AD
ASST ~I~ UTIl/ENG
A5ST DII ~TIL/OPMS
ASST HNANC[ 0111
ASST 'UE CHJH
.SST flHT Mall!
"''SST l'IGR 'WQCf' MAniT
Assr ~R WOC!' OPEIlt
ASST PLAN~ING OfF
L
GUD£" coo,
OJ
31
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33
25
Z2
" " " ..
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" " ., ,.
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1,'10
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5,331
3 .• 37
'5.338
e ,535
1. as'
. J12
S.905
l,9')1
.50!!t
5.812
7,410
, , HO
7.410
5.905
SH
4.1'4
5,2'06
5.20&
5. JJI
APPlOII:
.~Nt, .. !.
.n,1J2
5'" . U'6
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53.1I:J
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"8,O5!
64.06C
It,US
U,556
12,"72
70 3~)
n.2S1
103, 1 t3
12.472
1i',S20
11,920
II ,s~o
70.16S
11,:35
019,132
62.UJ
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:. ,226 40
.2. 05] 20
:l,063 2'0
2,484 00
,111 20
2,4640:0
,016 80
J,255 00
3.l1Z 00
:,725.50
,Ill 60
.jl73 50
3,11200
3,420 DC
,"20 00
3.4200Q
2 12).e:O
J,DI5 10
. S 12 80
2,'OJ 20
2,4a3 2Q
2,'154 00
"'PP~O)(
H~lY
23 tl
27' .1 3
25.79
2S.79
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22 H
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40 70
:39,65
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un
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39.65
42 7S
42 75
42 15
3e 07
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239.t
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Cln' Of' P ... lO A~ TO CCMPENS"TION PL"'"
MAM~G~ME_T PER~O~N!l
EJ:rECl'I'oIE Pal' period 1nc:Iuding July 1. 1991
elAS'S
JIj\JM TITLE
10e ASST TO CiTY MOl!
lt10 AlID ITOR
111
111
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1.:6
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CMIEf aLO OffICIAL
CH1E' PLa OFFICl~L
CHIEF TU~SP OfF
CITV TRA~rrc ENGR
COPHucrs ADM!N
C~O COHMUKIC~ S€~V
COORD flECT OPEl! PRJ
coo~c E~\'/r~ON PROTEC
CooRC PUB W~S PROJ
COORD WG~ PROJtCTS
ClEPlJTr CrT\! Cl.r~K
DU'UTr PHI: PW OP~"'S
DI~ ~RT~ ~ CULT~RE
DIR C~ Sll'C5
01'1 F INAN;C€
DIR HU~~~ ~ESOURCES
Dr" I~FO 'ESQURCt:S
DH USURIES,
orR PARKS & GOlf CRS
DIll PLAN/COMI'o4 E"''II1.1:
L
GUDE
COOl
.,
n
21
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47 .,
51
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POINT
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, ,ce;.C
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5,S05
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t ,502
7,410
7 ,231
.tot
i .21.5
7 ,602
APfRCiX
..,,,,NUJol
eo.atl
U,9U
tiS, ee5
71,5l!1
n,7a
71,71$
e;1 , 392
40.e;Ol
10,I6S
49,7)2
£;2' ," '!3
U,!lU
49,712
olD SOl
14 ,581
70, S 65
11,920
ill,ZlB
S! ,920
115,711
! 0,412
14,511
!U ,:::21
APP~OI(
BI-'wnl
Z,341 e;o
1,121"0
2,5Zi 60
2,IU 10
2.7M lQ
Z , 799 2 Q
2,50;2,00
,5151 e;o
2,125 ~C)
,912 10
2,40'J~O
1.721 S Q
,912 ao
,56l SQ
2,861 10
;2, 12S.. tiO
3.420 00
].SOI aa
,420 00
:3 3 7 60
J,092 eo
2,861 lHl
l,508.80
APP"O)(
HHl
2127
11 61
31 57
35 U
:un
J'" 99
]l.ft)
19.52
H tl1
23 91
)0. t:l4
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35 86
34 C1
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41 72
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CIT, Of F~lO ALTO COMP(~S~T!ON Pl~~
MA~AG[~ENT ~E.$O~Nr~
[fHC'1"}\lE Pay pu1r:uj lilC1Udi!1S J'Uly 1. 1991
CC.lSS
r..tUM TInE
llS DZR PW/tIT1 ENGII;
LJT OIl REC & O~E~ SPC
121 DZR UT~lITrES
J53 EI"IPL-OYEE CEv CoolI:D
I,.
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.: I
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13'
19'
I"
101
0.'
0.0
01' .,.
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10'
110
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£~GII: MVR ll[CTRIC
E~II: MGIIt E"'E~ P""'G
EHGR MGR WG'"
l~ECUTrvE ASSjSTA~T
FtCll:r;rs ENG1~EER
FHIA~CIAl "'HAl\l$T
fur CHIEF
f lJi"E MARSlU-l
flEE T Mll.MAGE«'
fl'L~1'I R£$.OOJlCES 11:['
LEGAL ,t,SSISrANT
MANAGrMfNT ASSISTANT
~NAGING ARBOR!ST
MG'Ii .,CCOU""TIftG
""" SUME"T
MGII C"",", \:lPEJi
MGIIt COMF supp CNT~
~" CUl TWI,t,L eENrEI
MGR ~.TA tOMM & TElE
L
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"
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POINT
1,19 J
1.i'1S
,S02
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16,1/2
&,P2
'. "I a 1
4<1U
5. 'Hi
l,l31
1.602
!.,163
.. ,94l
100
3.'51
J,ll:]
4,253
'5,111
5.20e:
,sn
5, UI
J .13'
&,351
APF'RO)(
~NNUAl
U.JH
14,5U
114,025
U.112
81.'72
n .• 'l
'1, i12
49 .132
51,392
U ,051
111.22'
n,a.:a
59,]U
515.409
'2,702
'0 101
51 ,0' J
17,392
62,U3
55,0.35
87.392
H ,251
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",PPRO)(
BI -I,o/n 't
3,71160
,US 10
4,315 60
,112.80
J,I72 00
3.112.00
l,Q9Z,IG
,912 10
,592.00
1,771 20
1,508.10
1,66000
2,214.00
2,15960
1 ,U~ '0
1.5&l.1~
1,1&3 20
2,59200
2,103 20
2,lHl 80
2",592 00
1,111.6>
2.012 10
APPRO)(
HllilY
C7 .21
3S.16
5. ,2
23 t1
39.1S5
3S SS
31.ES
21 91
32 .0
2214
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)3.2'>
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20 S3
19,5%
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32 .• 0
10 0'
26 j6
32.40
2;!. 72
25 18
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--
crl1 Of 'AlO AlTQ COM?(~SATION PLA~
MA~CEM[~T F[RSO~N[t
Ei'"fECTIVE Pay perJ,)d i~cluding July 1. 1991
CL,lSS. 1311 '" D£ C.ONHIOl
NUM TItl! COOt pOUlr
". , ..
0"
045
1 ~ 1
150
C9;
039
15'
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or.
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,"0
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MGJI ELECTJlrC Q~RNS
MGIt Ef04:P BENHlTS
MGI( EMP II E,l & CMP
M<JlfI EM?!..on4El'il
M'Ci" [NERGY seils
~:jR t:!'IV cONTROL FPOG
HG~ ~~v~~ COMPLIANCE
MGII ~U~AN 't~ ~ DEV
MGII l,t,a SEllvrCH
Mall us 8UNCl1ES
MGR HAlM LIS SVCS
MYR PLANNING PRaJ
MGR POlleE COMP SVS
~R PUR & tNTII ADMIN
MGJI RATES" ClJsr SCY
MGII RE~l PRO~[JlT~
ioIGR' SOLID WASH:
~P, urIl CP~~s W~
Kill \oo'QC F .. ANT
POLICE C,I,PU,!N
~lrCE C.PTAIN·ADV
POllC! CAPUIN-HIIT
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5. 013
5.01 J
5,20B
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8.701
5,013
5,206
".0170
•. lOa
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5,2tl'3
5,905
5,E:18
.. ,536
5,763
6 _ 70 1
5.905
11,371
,215
.P,RO)(
.. NNUA1..
17 ,392
H.5U
50.U1
60,881
150,111
62, "3
S5, OJ6
10. "'12
60. Ul
62,"3
53,6'3
5 J , IS 4 J
55,{IJ6
51,0"'3
62' .... 83
10. ~65
17,392
S5,035
Ei,UO
80,412
7 a, U5
75.4U
74:.581
Af>PRO)C
9:1 ~W':'\ L Y
2,592.00
2,86,1 10
2,34J 60
2.3011.'60
Z.31160
2,IOJ 20
2,115 eo
3,{I9280
2' ,3"'1 60
2,",03 20
2,063 20
2.063 20
2,115 eo
1,P5J 20
2,103 20
2.72560
2.592 au
2,llS 80
,650 00
3,09.;.' aD
2,725 eo
2,~4J 60
,ua 10
APPRQX
HIUY
3Z. '0
35 U
29 27
29 27
a 27
J.J O'
26.46
38 68
29 27
30.0"
25 79
2~ 7!t
2'6.4IS
24 S4
30 04
:34 01
32 40
25 413
H 25
3! 66
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/o4A",J,G[l4rHT P(H·C"IHH
UrtCTtV[ Fay period including JLJ1J 1. 1991
CLASS
iliUM ,.trl~
ou POlleE Ci'!H~
H. ". ,.. , ..
0"
D •• ...
010
.11
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III ".
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p,
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"OlICE C~Hf-~D\I
FOt ICE C~Hr-::""1
pOltCE LlEU!
~ICE UE~f-ADI/
POlrcE l!!UT-HH
P~OG C~O [N(R slies
Its!!: *MAGU.
SAFETY OfJ'IC[1!
SI! ACCOUNT A"""
SP Assr ttTV ~TTY
Sit -'UOlTOi
Sill! HU'rE.
51!' £NGINHII:
SI! F'lNANC[Al A~lY5T
SR P~l E~~lKEE.
STAFF' ,t,C:::OUN1ANT
SUPT ANiMAL S(~\I!C(S
SUPT OPEN SPCE & SCI
SUPl Pf.J1,\I.$
Sul'T (''01 O~i'05
SI}Pl IHC~~"'T:10'"
suPV A/ljI~,l'.. SVCS
L
GRADE
CGDf
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II
35
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"
2J ,.
" " " 2S
47
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PoI"-iT
Ala
· 99 0
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5 .HZ
S,338
'&,100
5,412
•. 144
",58&
II, ,72
t,Stl
1. II] '1
5,8111
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os ,905
3,7'5
.(,4iO
· '5 $5
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,Cr]
]. no
MilliN
"'r-tIlj~Al
BI,no
9;.1181
~J, Sl€
1i0,81.1
15 5 ,655
e:.c,OU
511 .• 09
U,6&'5
49.732
55,03B
82,"12
55,OllS
n,oS!
151,3n
SS,038
'l'O,I6S
"",941
53,643
550,035
5-5,0:'6
55, OJ IS
50, Ul
"1 ,e"l
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S I ..... "l'I'
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3,688: 00
:3, ~9'1S 10
,3011 60
2.525 60
2,15.( DD
l,lU 50
2,525 SO
,112 10
2,115 10
3,17200
2,1 U to
,11 I 20
,StZ 00
2,Ue: 10
::1,72'; 60
,7 z. 10
2,083 20
,115 80
2,1H 10
,I IS 10
2,3416D
1,60150
APP~OX
HR'LY
.2 7S
46 :,tJ
..... gE-
2i1 21
31 51
30 80
21.12
Jl 57
23 !II
2e.4~
39 _ 65
2&.(5
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26 48
'H 131'
21 61
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CITV OF PAlO ~llJ tOMPf.~SA110M ?l~N
MAKACEMrMi Pt«~QH~[l
[rF[crlv[ Pay ,er1cd inciud!ng July 1. 1991
CLASS
MUM )In.!
o.~ :;.upy BL'G I~SllfCTlO'"
IS:: SI)PI{ BlDG S[RvIcrs:
091 ~u~~ OAT~ ~ROC
IU SUPV ElECr SI'STEMS
Hil SUF'V I'ACH MGT
on ...
'" .71 ,.,
n.
\z.
"" lO1
'" '" on
1'1'9
042
112
HfJ
101
M9
SUP~ f.CIlI1Y yROJ
SUpy IND ~ASTE
S!..lPV JR: MUSEU,",
SUPI/ LTSII'ARU~
SUP\{ POLleE StlvrCE
!.U''W 'uelle WOR'I'I$
su~v R(PRO & MAtl
SUPI/ REVE~UE COLl
SUPI{ SHO' ,fIELD ~
SUPI{ $YST OPE II' SC~EO
SUPV THEATRE PR~
SUPV uTll tOM' SVCS
SU"" U1IL CUS Sift eM
SUP\{ UTIl MT~ RO&FlD
SlJPV WATER TUNS
!: U PV WGlo;'
SIJP\f I.IOC OPEII
TREA$'JR'! rv,.~$,GH
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4,2:)3
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3 938
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3,9:!S
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3,1'5
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5. 3J,
3. g:u
",941
l,H5
".14.4
4,ln
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4.47Q
5, 20~
,t,PF'ROi(
AN"'UAL
S!i , r."3e
42,102
59.3U
5',054
Sl,N'J .........
~3,6 .. J
'1,251
41.257
H .25!
~1, 043
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44.94.
H,I8~
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47.257
59.314
U,UI
49,732
51.U5
57, ISS
S3 , 54 J
Ii2 ,483
APC)"OI(
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2,1l~IO
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2.2114 DO
1,454 00
,9'&1 20
l,UA 8D
2,05:J,?O
1,81160
l,U1.IIO
l,1l1.S0
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,561 50
1.12180
2,226.40
2,.46' 00
1.U1.60
2,111.00
, 'I'Z I !to
11 12 e D
;C,221i 4.0
2,22S 4Q
2,OiiJ 20
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APPRO)!
H"l¥
25 ce:
Z 0 !5l
tr 55
30 10
2( ,$4.
2 J 31
2S 111
22 72
22 72
22 12
24 S4
19 52
21.U
21 13·
30 80
22.11
21 55
Hi.!.
2] S!
27 83
21 13
251 7:1f
30 04
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CIll OF PALO ALTO C~PE~S~T10~ PLA"
MAN.l:GEHEIH PERSO~NEl
EFfECTIlfi "J period' including July
Ci.ASS G",I,O£
N.". nH.E coo<
111 UJ!B4J11 FOII[STER " 114 \If. TEItlPfAItlU >J
'" WAREHOUSE SU~V 50
L
1. 1991
CQ/IrIUOl pour
",S]
5,331
iI.HO
APPROI( ,.,,"PROI( "'PPRO){
"'~N'UA!.. EI[-W~L'" HHY
5!,(lU J , 163 >0 " ..
e:c ,06C Z,Cti.c 00 ,. '0
'1,1511 1 ,eol " ,. 02
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CIT¥ or PALO ALTO COMP[~S~TIO~ PLA~
CO~flot~'IAl ~rR50N~EL
EfHCT[vE 'Pay period includlng July I.
Cc .. '"i:G.
I.:1.M' rlTLE
90l L[~A~ SEC-CO~F
90011 D:[e SECIII:::UJ':Y-CONF
9"S I1UHAN 15",=[ ASST C"iF
L
19'H
(:O''H~OL APP~O)(
POI~T .e.Ni'H.JA:..
3,245 3&.958 , ,094 n,ll'.
Z ,130 J2,1150
.A?PflOJ( .HP~C)(
B 1-.... ~: l Y ~RL V
,4U 4Q 11 7J
1 . .42" 00 17 "
.... 260 OJ 15 15
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CITY OF PALo) A.L"I'O
Council-AppoInted and Elected Orfice~
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1 g.aSS COOE Ill.l& I 001 city Councilperson
APPROX.
A!ilillAt. BI-W~EK!.I
$ 4,800 $ 184~62
I • 002 City Manager I DOl City Attorney ,
$116,95) $4,498.40
$ 96,075 $3.695.20
I
004 City Auditor
005 City Clerk
I
$ 69,200 $2,662.40
$ 64,646 $2,486.<0
L
VARIABLE
lIANAGEMENT
COM?EI<SATI-ON
$J,OOO
$3,000
$2,000
!>P ;;:;A
EXHIBIT A
r
EFFECTIVE '-..,/
llAH
January 1, 1982
June .9, 1991
June 29, 1991
June .9, 1991
June 29, 1991
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council Appointed Qff~
Benefits
Exhibit B
L Council Appointed Officers are eligible for all benefits listed
in the co~pensation Plan for Manaqement and Confid~ntial
Personnel and council Appointees effective July 1, 1991 ,
through June 30, 1992, except secti~n II S, C, G ~nd ~.
2~ City Attorney. Ariel Calonne, is qrar.ted a mortgage loan on a
residence to be purchased in the Palo Alto area. The loan may
be initiated up to 24 ~onths following the s31e of ~i$ property
in Ojai, California a The :naximu41 a.Jllount of the loan is
$425,000 and lIIay not exceed 90 percent of t.he purchase pr-ice of
the residence. The rate of interes~ charged shall not exceed
12 percent, b~t otherwise shall be equal to the 3nnual average
rate ot return of the City!s invested tunds plus 1/4 pe~cent,
with the rate determined once per year on the anniversary date
of the loan. The term of the loan shall continue during his
employment as city Attorney and shall end nQ later than 12
Donths following termination ~,.s City Attorney~ As partial
consideration tor this loan he agrees not to terminate his
emploYlllent for a period of .et least five years folloYing
issuance Of the loan. The granting of this loan does not imply
a commitment by the City Council to any term of employment.
Additionally, Mr. Calonne is ~uthorized temporary livinq
expenses fo~ hi~self up to $1,000 per ~onth for 4 period of
time not to exceed 18 months. He is also authori~ed
reimbursement for weekend air travel to $Ciuthern Califo:-nia
durin9 e period not to exceed the first 12 1rIonths of his
e,mp,loyment in ~n, amount not to exceed a total of $4.000. except
~at':,ahy' "unused portion of the $4,000 is authorized, for
relmbursement -of' travel expenses !',ssoci.sted w1th disposal of
h is oj d property.
3. city Manager, William Zaner, is granted a ~ortqag9 loan on his
residence to be purchased in the City of Palo Alto. The
maxi~um amount of the loan shall not exceed 80 percent of the
purchase price of the residence~ The rate of interest charged
on the loan shall be equal to the annual average rate ot return
on the City's invested funds plus 1/4 percent, ~ith the rate
determined once per year on the anniversary date ot the loan~
The term of. the loan shall continue dur-in9 .Mr. Zailerls
employment ~s City Hanaq~r, and shall end ~ot later than six
~onth& follo~ing Mr. Zaner's termination as city Manager~ As
partial consider~tion for this loan, Mr~ Zaner agr~es not to
terminate his City emplo~ent tor a period oE at least five
years followinq issuance of the loan. The qranting of this
loan does not imply a commitment by the City Council to any
specific t~rm of emplo~ent for City Manaqer Zaner.
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Exhibit B
Page 2
4 •. city Auditor, George Beck, is granted the option of a shared
appreciation second mortgage loan on a residence to be
purchas~d in the Palo Alto area. This loan may be initiated ~p
to 24 months follow"ing the sale of his Huntington Beach
property. The maximum amou~t of the loan is $100,000, subject
to a biqhe~ m~ximum if such is council policy for the Auditor
position at the time the loan is grar.ted. other-terms and
conditions of the loan viII be determined by the city before
initiation of the loan.
As partial consideration for this loan, he agrees not to
terminate his e~ployment for a period of at least five years
following issuance of the loar.. The granting of this loan does
not i~ly a commitment by the city Council to any specific term
of emploYlBent.
In addition, Mr. Beck is aUt".hcr-ized temporary housinq expenses
for himself and his family to a maximum of $1,500 per month tor
a period of time not to exceed six months:~ Also .. he is
authorized reimbursement for weekend travel to southern
california during the month of December 1990.
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RESOLU'l'ION 110.
RESOLU'l'ION Of' TilE COUNCIL OF THE CiTY OF PALO ALTO
ADOPTING A COMPENSATI01i PLAN FOR HOURLY PERSONNEL
AND RESCINDING RESOLUTION NO. 6932
The Council of t.he City of Palo Alto does. P.E£OLVE as
follo .... s:
SECTION 1, Pursuant to the provlslons of Section 12 of
Article III of the Charter of the City of Palo Alto~ the Compens.a
tion ~lan, 85 set forth in Exhibit -A· attached hereto and made a
part hereof by reference, is hereby adopted for hourly personnel
ef.tective the beginning of the pay period inclu<1ing J'JIY 1, 1991.
SECtION 2. The Compensation Plan adopted herein shall be
administer-ed by the City Manager in accordance with the Me:r-it
Sys~em Rules and Regulations.
SECTtON 3. The COIllpensation Plan s:hal1 contin'..le in effect
until amended or revoke~ by the Council.
SECTION 4. The Director of Finance hereby is authorized to
implement the compensation Plan ad·.:>pted herein in her preparation
of fortheomi!'.q payrolls.. She is further authoriz..e1. to make changes
in the titles of e~ployee classifications identified in the Table
of Author)led Personnel contain&d in the 1991-92 budget if such
titles ha¥e been changed in the co~pensation Plan.
SECTION 5. Resolution No. E932 is hereby rescinded~
SEMION E.. The Council finds that this is not a project
under the California Envir~nmental Quality Act and, therefore, no
environmenta1 impact asaeS6ment i~ necessary.
INTRODUCE D AND PAS S E ():
AYES:
NOES:
_"BSENT~
ABSTEN'1'1.0NS:
ATTEST: APPROVED:
City Clerk ==----------Mayor
APPROVED AS TO FORM: cIty Manager
Senior Asst. City Attorney
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CITY OF PALO ALTO
COMPENSATION PLAN
Hourly EMployees
Effective: Pay period including July 1, 1991
through June 30, 1992
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COl!PEN,SATION PLAN FOR 'TIlE CITY OF PALO ALTO
Hourly EmR1g~
SECTION I, PEFINITIONS
Hourly Employee: An employee working full time or part tin'le on a temporary
basis, or an employee 'Working a limiteCS number of hours on an ongoing
basis ..
~ON IL SAW .... AND CLA';-SIFIGATIONS
It is the intent of the City of Palo Alto to compensate hourly employees at
a rate of pay similar to that of regular employees performing like work.
Hourly employees are to be hired within the classification framcvork, as
presented in the attached pa}~ plan, that is closest to a corresponding
regular classification in both level of work perfor~ed and rate of pay ..
Should ~n hourly employee be required to take on added duties above the
level of those originally required ~hen first hir~d, the employee is to be
reclassified into a new classification and pay rate which most adequately
corresponds to the new duties. conversely, if the employee is re~uired to
perform at a substantially lower level. th~ employee is to he reclassified
into a correspondinq lower level classification at a lower level of pay.
SECTION XII. SPECIAL COMpENSATION
A. Holiday Pay
Hourly employees are eligible to receive hoI iday pay only if hours
~orked during the pay period ~hen the holiday occurs plus the holiday
(8 hours each) total eo or more hours.
B. Paid Leaves
Hourly employees are not eliqible for any paid leaves.
C, overtime pay
Hourly employees are eligible for overtime premium pay at time and one
half when re'guired to ..... ork more than a standard 40 hour week (~
hourS/five day ..... eek; 9 hCUI:S/fol.1T and one-half day .... eek) cr on an
official City holiday.
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COMPENSATION PLAN -Hourly Employees
Page 2
D. Retirement Benefits
Effective November 12, 19B3, an hourly employee lIt"ho 'Works 1000 or more
hours du.ring any fiscal year Jnust be enrolled in PERS4 based or..
section rv below, hourly employees hired after this will not meet the
term require-ments for PERS enroll't.lent.
SEctION IV! TERM OF EMPIPYMEliT
A. Beqinning ... ith the effective date February 16, 1988, the use of all
hourly employees shall be limited to less than 1000 hours during any
fiscal year ..
BoO In order to allow for an orderly transition period. exceptions to the
above hours limitations may be authorized by the city M~r,aqer or other
Council Appointed Officer tor tbose 'hourly €!!'.ployees under-his/her
direction hired prio~ to the effective date February lE, 1988. Such
hour limitation exceptions may not extend beyond the end of fiscal year
1987-88, or a total of 36 months of e:tlployment, 'Whichever is longer.
SECTION Vt REVIEW AND S1\t.AR Y INCREA~
A. PerfOrmance Reviews
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1. Hourly employees, with the exception of the ~ecreation Oepartment
classifications, are to be given a performance review after 350
hours, or six months, whichever occurs first, fro~ date of hire and
annually thereafter. continued improvement and efficient and
effective service will warrant a salary step increase.
2. ~ation Leaders will be e.ligible for consideration for a pay
increase upon completion of a minimum of 300 hours of work and a
satisfactory performance e'lal!.lation completed b}' the employee's
supervisor. Bupsequent salary revie ...... s are generally conducted
annually; salary increases are not granted automatically and ~ill
depend upon demonstrated satisfactory job performance.
Starting Salary and Incre_rnent
incre~ents must be approved by
Space ..
~pproval. All starting levels and
the Director of Recreation and Open
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COMPENSATION PLAN -Hourly Employees
Paqe 3
B. SalDrv IncrgaS€s
1. The salary increase is based upon a revie~ and evaluation ot the
employee's job performance. The employee must receive at least a
satisfactory rating in ~rder to be considered for a salary
increase4
2. The maximum nwnber of salary increaS2s an hourly employee may
receive in anyone tvelve-month workinq period is limited to t~o
(2), regardless of total number of hours accumulated.
c. Exceptional Leadership Ability ~nd Job perfOrmance
1. Upon written justification and departmental and Human Resources
Department apprcval, an individual 'W"ho demonstrates EXCEPTIONAL
leadership' ability and job performance may be given a merit raise
befOf§ meeting time reguire~, if he/she displays outstanding
job performance~
D. Employment F~cords
1~ Employment records for hourly employees are audited annually on or
about January firsti those ~ho have not ~orked during the preceding
calendar year are considered as terminated.
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COMPENSATION PLA."l -HOUIly Employees
Page C
HOURL~ CLASSIFICATION DEFINITIONS
APMINISTRATIV~PROFESSION~L AND K~AGBRIAL
M~naaement Specialist:
Professional II:
Administrative Asst I:
Administrative Asst II:
Coordinator Aide:
CLERICAL
Clerk I:
Clerk II:
Library Page:
{~~1:
"-:;, ;~
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May perform work associ~ted or equal in complexity
with responsible City managerial . or staff
posi tions a Compensation to be determined
according to tasks assigned and qualifications
required.
Performs 'Work at the level normally associated
'Wi th that of consul tants, instructors, and
research personnel ..-here a specialized skill or
expert knowledge is required~
Performs ,"'ork in an ass iqnment requiring
special.i.z.ed knowle1:ge in a professional field of
endeavor. This level normally requires ~ college
education with some experience but not at the
level expected for the Professional 1
classification.
Performs analytical studies or undertakes a
varie~y of projects 'Whereby previous. work
exper~ence is required. Normally requlres a
college education and experi~nce in the field for
which the individual is to be utilized,
Performs 'Work in an assignment normally associated
'With that of a college student or qraduate with a
lIIinimum of 'Work experiences; generally an entry
level position.
Performs 'Worx in support of program or faCility
operations. Entry level or training position .. jth
no pre·.rious experier.ce required.
P~rfo~s general office ~ork ~hich includes tasks
that require use of independent judgment. May
coordinate activities, 'Work with public, ~ite and
type basic reports. Requires experience in
administrative/clerical areas.
Performs office work of a routine nature.
typ~ from drafts, file, greet the public,
telephones. RequirEs little prior
experience.
May
anSToler
office
Under supervision, shelves books and performs
other related lib~ary duties of a simple nature.
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Requires no previous
school st~dents.)
COMPENSATION PLAN -Hourly Employees
experience .. (Usually high
Page 5
HOURLY CLASSIFICATION DEFINITIONS, cont'd.
MAiNTENANCE ANP ~
Skilled Laborer:
Laborer I:
kOOrer II:
Laborer III:
TECHNICAL
Technician I:
Technician II:
Technical Asst I:
Technical Asst II:
;~;~~';¥ ....
,~,:~~:~ ~.;~;
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Performs
use of
Requires
assignerl
maintenance tasks that usu.e.l1y require
automated and/or technical equipment.
prior training and experience in area
and valid California driverls license.
Performs laboring maintenance typically in parks
or streets. May direct ~ork of other employees.
Requires prior maintenance experience, kno~ledge
of power equipment and valid California driver's
license.
Performs routine matntenance utilizing hand tools.
Requir~s the physical ability to perforlll tasks
utilizing de~terity.
Position for individual ~ho has h~d some exposure
to outdoor maintenance. Duties are of routine
nature~ Individul",l 'ioo'orks closely with an assigned
person(s) to gain skill. Requires some prior
experience.
Includes such work as performed by advanced
draftspersons and apprentice electricians.
Classificat,ion may also be used for individ:J.als
involved in conducting s'Jrveys. opiniol". polls~ and
other data collection assignments ",-here analysis
of data mao)" be required.
Pe~forms less advanced technical worx than that of
the Tachnician I class. NOnIlally requires some
specialited skills such as draftin9~ electronics$
builoinq maintenance, crafts, etc.
Performs entry level technical skills requiring
the ability to master the use of specialized tools
and techniques.
A trainee position to gain experience and exposure
in the technical function normall.y associated with
social Services and the Arts.
. -'::-~ ,"".
:::~~~~
~ .. !:~~-:-~ -"~ .
COKPENSATrON PLAN -Hourly Employees
page 6
HOURLY Ch'SSIFlCATION DEFINITIONS, cont'd.
RECREATION
Recreation Leaders
~ Recreation Trainee:
• Recreation Leader I:
• Recreation L~ader II:
Individuals involved in a department training
program.
Individuals with less than SOD hours of recre~tion
l~adership experi~nce.
Individuals with more than 500 hours of leadership
experience.
a Recreation Leader III: Individuals ~ith 1000 hours l~adership experience
who organize and/or instruct class-type programR.
AqUatics Specialist
Lifeguard:
Water Safety
Instructor
Assistant Pool
Pool Manager
PEFINITIONS
Leadgrship:
liQa-Leadersbjp:
POLICE RESERVES
• Police Reserve I:
~ Police Res~rve II:
-
Individuals with up to t ..... o years of experience
supervising swimming activities.
Individuals with more th~n two years of experience
supervising s~immin9 activities.
Individuals whO
organizing
swimming programs.
assist in developinq and
Individuals who plan and coordinate swimming
progrB.'ltls.
Defined as work experience in a p~ld or voluntary
capacitYf in ~hic~ an individual is directly
responsible for planning, organizing, teaching~
leading, or conducting recreational activities in
a face-to-f~ce relationship.
Defined
fields,
cashier
as facility attendant {i.e.~ parlcs,
g}~Sl, facility maintenance, office ~ork,
(exception, Rincon~da Pool).
neserve officer wh~ has received requisite level
of trair.ing to operate in is. sole capacity.
Reserve off ieer vho must be accompani~d by a
... -,
regular sworn officer or a Police Reserve I
performance of duties •
CIT' aF PA~O ~LTO COMPENSAI!O~ PLAN
HOUIIH.... PE' SOf!j ~fl
H FTC: TIvE PiI)' period ir:clud'log, July I. 1991
CLASS TITLE IUN(j[ ". HUMf/EI! ----·R 0 U • L y ••
I" IS, Itt tD)
'" ""'''ACiE''1(IH 5P~C IHO to be detenninf'd
'" ~IIIOfES'!>IOIII"'l t IH9 .. " 15 OS " " 17 12
910 PR<:lf[ SS!O"'''-L It CHIn • n '0 " " .
., " " '07 "'~Ml'" ~SSlSrMH J230 " JO 13 01 ., " .. " '" ADM:" ,lSSISTUT II Olin" " Zl 15 10 n
!lQ~ <0011::-1 i't' T'JII AIDE c.,H2 22 .. 01 " '" CLEU I 1111 11 " " " " 17 II " ,., CUIl~ II DnC " • " , " 10 " ... l1ElIU!;Y rAGE 05.5 , .<5 " " • ..
"6 !!;,.;ltLED L'~OIlER J051 I. " 11 12 IJ 75 11 " '" LA80IH.1I! 09U '3 • " " " 11 " OZ. LABOREIt H 0151 Sl • 00 , .. 10 M
'" LABO/H:I! iH o~ .. .. .. " 17 " '31 HCMMICIA,. 1302' " 02 ll. 71 .. " 13 . .,
'" HCI<i't!CU~ II 1J'941 " 10 .2 •• " 11 20
'" HCHH1CAl ASSf 1 C!'l2 • " • 22 • .7!o 10 J1
'J< TECfoIJrrf!C.L .l.S'ST II CUb · " , " 5 ., 75
11
" 15
'" •
U
11
•
II
11
" •
" II ,.
•
t£J
" " ,3.
00
0'
" Il
.Sl
U
11
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••
O.
, ,
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. -, .
. \ / "
C[TY Of ~AlO ALTO COM~ENS~TrON Pl~~
~OU~l~ ~~~SONH[l
[H[CJIVE Pay period !r1clud:!ng J~ly I, 1991
CL.l.SS ."" TITLE
~e~~eatlun Le~d~rs ... R£CfiE,t,TJON T .... INH
94. UCIIUTJ~ LEADEIt I
'" RECIIE"TION LE~tlE. II ." 'EC~£ATION tE.DII [II
!'iUllt.!..::S Spec1al1st~
'55 Ur!OUUO ." ..... TEIII S .. fETV 1"'S1'IIC1' .. , ,l,SSf POOl MJliI'401<GEII . " .00L M.I.,... .. GEII
Police Jl.eserv~
"0 POLICE II£$E ~"'E
'" POLICE ItE SEh[ II
UNGE
NllM'BE_
OS./) I
05:21
06"82
0'"
05'1'0
05101
O'l'g.g
O~44
092'1
0631
,.,
• D1
• ,.
" 11
5 10
• "
" , ..
• " 31
-HOU.l't'-~
[BJ je, (0 I
• '0 • '0 • " • " • • 0 • " 1 00 1 ,U " , ,. " 10 31
0' " • ,.
1 lJ 5< 7 .7 ., I, .. • .,
" 10 55 II 18
•
' .
(£1
, 2'
• , .0
" 10 II
7 IJ
" • " II 10